Dear Friends,
Please send me details of the content in the "Safety Statistics Board." It could include total man-hours, first aid cases, man-days lost, major injuries, etc.
If there are any other standards or OHSAS mentioned, please let me know.
Thank you.
From United Arab Emirates, Dubai
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1Please send me details of the content in the "Safety Statistics Board." It could include total man-hours, first aid cases, man-days lost, major injuries, etc.
If there are any other standards or OHSAS mentioned, please let me know.
Thank you.
From United Arab Emirates, Dubai
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Dear Mr. Ashokkumar Just have a look into the attachment... I don’t know exactly what OSHA requires... May be this one will help you...
From India
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From India
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Dipilji,
Thanks for your input.
One query: Suppose we have Permanent worker = X No. Contract Worker = Y No. Outside Contractor's Manpower for, say, 15-20 days/month = Z No. Can we consider "Z" no. in the total Manpower for safe mandays and man-hours calculation? (As in Factory License, X + Y are considered, how can one comply then?)
Regards, Abhay
From India, Mumbai
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Thanks for your input.
One query: Suppose we have Permanent worker = X No. Contract Worker = Y No. Outside Contractor's Manpower for, say, 15-20 days/month = Z No. Can we consider "Z" no. in the total Manpower for safe mandays and man-hours calculation? (As in Factory License, X + Y are considered, how can one comply then?)
Regards, Abhay
From India, Mumbai
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Dear Abhay,
As per your query, I understand that your factory has a license for X+Y persons, but in actuality, it is X+Y+Z for a period of 15-20 days in a month.
Ideally, you have to consider X+Y+Z for calculating Man Hours.
By taking a license for X+Y employees, you are firstly violating the rules themselves. Now, by continuing the same situation, you want to ensure compliance as well. This means you have to show all your records as per X+Y employees only, or else you may be in trouble later on.
For your internal purposes, calculate the manpower based on X+Y+Z. For display and outside publication, use X+Y only, which is legally permitted for you.
However, I would suggest obtaining the factory license for a greater number of employees. As things are moving smoothly, there should be no problem. If anything goes wrong after making this change, your company will be in trouble. Let's aim to be on the right side of the law. The decision is now up to you. Additionally, I believe the cost variation is not significant.
You may try asking this question in the Legal & Law section on citehr.com to get expert comments.
Overall, well done, Abhay. Your question prompted me to revisit the books. Thank you, and please continue to participate.
Best regards, [Your Name]
From India
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As per your query, I understand that your factory has a license for X+Y persons, but in actuality, it is X+Y+Z for a period of 15-20 days in a month.
Ideally, you have to consider X+Y+Z for calculating Man Hours.
By taking a license for X+Y employees, you are firstly violating the rules themselves. Now, by continuing the same situation, you want to ensure compliance as well. This means you have to show all your records as per X+Y employees only, or else you may be in trouble later on.
For your internal purposes, calculate the manpower based on X+Y+Z. For display and outside publication, use X+Y only, which is legally permitted for you.
However, I would suggest obtaining the factory license for a greater number of employees. As things are moving smoothly, there should be no problem. If anything goes wrong after making this change, your company will be in trouble. Let's aim to be on the right side of the law. The decision is now up to you. Additionally, I believe the cost variation is not significant.
You may try asking this question in the Legal & Law section on citehr.com to get expert comments.
Overall, well done, Abhay. Your question prompted me to revisit the books. Thank you, and please continue to participate.
Best regards, [Your Name]
From India
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[QUOTE=dipil;1371040]Dear Abhay,
As per your query, I understand that your factory has a license for X+Y persons, but in actuality, it is X+Y+Z for a period of 15-20 days in a month. Ideally, you have to consider X+Y+Z for calculating Man Hours. By taking a license for X+Y employees, you are, firstly, violating the rules itself. Now, by continuing the same situation, you want to ensure compliance as well. That means you have to show all your records as per X+Y employees only. Otherwise, you may be in trouble later on.
For your internal purposes, calculate the manpower based on X+Y+Z. For display and outside publication, use X+Y only, which is legally permitted for you. However, I suggest taking the factory license for more employees. As things are moving smoothly, there should be no problem. If anything goes wrong after doing this, your company will be in trouble. Let's try to be on the right side of the law. Now everything is up to you. I also think the cost is not that much varying. You may try asking this question in the Legal & Law section on citehr.com to get the experts' comments. However, very good Abhay, your question made me go through the books. Thanks and keep participating.
Dipilji,
Thank you. You are right that one should take the Factory License as per actual. We also possess that, which is valid up to next year. Meanwhile, for some civil project work, we require manpower, which we took from another subcontractor. Please note that we do not require new manpower continuously, and after 2-3 months (i.e., after completion of the project work), we do not need the same. In such a case, is it advisable to renew the Factory License?
Regards,
Abhay
From India, Mumbai
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As per your query, I understand that your factory has a license for X+Y persons, but in actuality, it is X+Y+Z for a period of 15-20 days in a month. Ideally, you have to consider X+Y+Z for calculating Man Hours. By taking a license for X+Y employees, you are, firstly, violating the rules itself. Now, by continuing the same situation, you want to ensure compliance as well. That means you have to show all your records as per X+Y employees only. Otherwise, you may be in trouble later on.
For your internal purposes, calculate the manpower based on X+Y+Z. For display and outside publication, use X+Y only, which is legally permitted for you. However, I suggest taking the factory license for more employees. As things are moving smoothly, there should be no problem. If anything goes wrong after doing this, your company will be in trouble. Let's try to be on the right side of the law. Now everything is up to you. I also think the cost is not that much varying. You may try asking this question in the Legal & Law section on citehr.com to get the experts' comments. However, very good Abhay, your question made me go through the books. Thanks and keep participating.
Dipilji,
Thank you. You are right that one should take the Factory License as per actual. We also possess that, which is valid up to next year. Meanwhile, for some civil project work, we require manpower, which we took from another subcontractor. Please note that we do not require new manpower continuously, and after 2-3 months (i.e., after completion of the project work), we do not need the same. In such a case, is it advisable to renew the Factory License?
Regards,
Abhay
From India, Mumbai
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Dear Abhay If your factory got a license for 500 employees, that means not a single day in the enitre year manpower more than 500 employess are not allowed to work in the factory...
From India
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From India
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Dear Abhay,
I am afraid to suggest more on the topic because I do not have in-depth knowledge about it. I do not wish to say something that I am not 100% sure of. If I obtain reliable information, I will share it with you.
However, could you please let me know your current license's capacity for how many employees? If you decide to renew it, what will be the additional cost you have to pay?
Thank you.
From India
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I am afraid to suggest more on the topic because I do not have in-depth knowledge about it. I do not wish to say something that I am not 100% sure of. If I obtain reliable information, I will share it with you.
However, could you please let me know your current license's capacity for how many employees? If you decide to renew it, what will be the additional cost you have to pay?
Thank you.
From India
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Dear Abhay,
Just go through the information below from the Kerala Factories Rules:
Mandays worked should be the aggregate number of attendance of all the workers covered under the Act on all working days. In reckoning attendance, both temporary and permanent employees should be counted, including all employees whether employed directly or under contractors (Apprentices, who are not covered under the Apprentices Act, 1961, should also be included).
Include all employees (covered under the Workmen's Compensation Act, 1923), whether permanent or temporary, who would be eligible for compensation under the Act in case of accidents and for whom a return is required to be furnished. The number employed should be shown even if there are no payments of compensation to report.
From the above, I conclude that any work conducted within the factory premises after obtaining a license will be governed by the Act, including civil construction activities. Therefore, you need to obtain a license for the maximum number of employees who could work even for a single day in your factory.
In our factory, the license covers 2500 employees, while on normal working days, the workforce is around 800 only. We secure this license with consideration for shutdown periods when an additional 1000 or more workers may be present to work.
I hope your doubts are now clarified, and I believe my understanding is correct. If not, I kindly request anyone reading this to provide corrections.
Thank you.
From India
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Just go through the information below from the Kerala Factories Rules:
Mandays worked should be the aggregate number of attendance of all the workers covered under the Act on all working days. In reckoning attendance, both temporary and permanent employees should be counted, including all employees whether employed directly or under contractors (Apprentices, who are not covered under the Apprentices Act, 1961, should also be included).
Include all employees (covered under the Workmen's Compensation Act, 1923), whether permanent or temporary, who would be eligible for compensation under the Act in case of accidents and for whom a return is required to be furnished. The number employed should be shown even if there are no payments of compensation to report.
From the above, I conclude that any work conducted within the factory premises after obtaining a license will be governed by the Act, including civil construction activities. Therefore, you need to obtain a license for the maximum number of employees who could work even for a single day in your factory.
In our factory, the license covers 2500 employees, while on normal working days, the workforce is around 800 only. We secure this license with consideration for shutdown periods when an additional 1000 or more workers may be present to work.
I hope your doubts are now clarified, and I believe my understanding is correct. If not, I kindly request anyone reading this to provide corrections.
Thank you.
From India
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Dear Mr. Nathan,
Please find the calculating method.
Number of personal (lost time) injuries X 1000000
1) Frequency Rate = _____________________________
Total Man-Hours worked
Man-days lost due to lost time injuries X 1000000
2) Severity Rate = _____________________________
Total Man-Hours worked
Example:
6 injuries X 1000000
1) Frequency Rate = _____________________________ = 7.19
400 Nos. X 52.14 Weeks X 40 Hours
15 Days X 1000000
2) Severity Rate = _____________________________ = 17.98
400 Nos. X 52.14 Weeks X 40 Hours
Notes:
Man-day = 8 Hrs per Day / 40 Hrs per Week
Man-hours worked = 52.14 weeks X 40 Hrs
Lost time injury: An injury causing disablement extending beyond the day of the shift on which the accident occurred.
Hope this information may be sufficient for your purpose.
From India, Calcutta
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Please find the calculating method.
Number of personal (lost time) injuries X 1000000
1) Frequency Rate = _____________________________
Total Man-Hours worked
Man-days lost due to lost time injuries X 1000000
2) Severity Rate = _____________________________
Total Man-Hours worked
Example:
6 injuries X 1000000
1) Frequency Rate = _____________________________ = 7.19
400 Nos. X 52.14 Weeks X 40 Hours
15 Days X 1000000
2) Severity Rate = _____________________________ = 17.98
400 Nos. X 52.14 Weeks X 40 Hours
Notes:
Man-day = 8 Hrs per Day / 40 Hrs per Week
Man-hours worked = 52.14 weeks X 40 Hrs
Lost time injury: An injury causing disablement extending beyond the day of the shift on which the accident occurred.
Hope this information may be sufficient for your purpose.
From India, Calcutta
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Dear Mr. Nathan, Please get the clear data in the attachment. In my previous posting format distrubed.
From India, Calcutta
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From India, Calcutta
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Dear Nathan, Mr.Srinivasa rao explained nicely.If u have any questions please come forward. Dear Srinivasa rao , Thanks a lot for your input and quick responce. . . Keep on sharing. . .
From United States, Fpo
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From United States, Fpo
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Dear nathan, Please see the attached fire hydrant pump details what u ask i was upload the same hope its help u a lot. . . Advance pongal wishes to alllllll citehr members. . .
From United States, Fpo
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From United States, Fpo
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Dear Abhay,
As per the Contract Labor Act, you should provide Form 1 to the contractor and ensure they are licensed if there are more than 20 people involved. Form 2, the license for contract labor, is issued by the factory inspector. You can then proceed based on the total number of employees.
Regards,
Nagaraj
From India, Madras
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As per the Contract Labor Act, you should provide Form 1 to the contractor and ensure they are licensed if there are more than 20 people involved. Form 2, the license for contract labor, is issued by the factory inspector. You can then proceed based on the total number of employees.
Regards,
Nagaraj
From India, Madras
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Hi, I am new here and I just want to know the answer to my question: Is there any clause in OSHA that mentions that if you have a recordable LTI, then your cumulative safety man-hours will be reset to zero? (i.e., June to July 1000 mhr, then August 1 recordable LTI, then August 1st I will start at 1 again?)
Appreciate your inputs!! Thanks
From Saudi Arabia, Riyadh
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Appreciate your inputs!! Thanks
From Saudi Arabia, Riyadh
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Safety Index calculation work sheet.pdf