Back Injury and Low Back Pain - Heavy Burden For the Construction Industry

Low back pain is the most common job related disability. Construction has the highest rate of back injuries in all types of industry, except for transportation. The rate of back injuries in construction, 25%, is notably higher than the average rate for all other industries. The costs of missed days of work and back injury claims are higher than any other type of industry. In 2004, construction had the most lost time due to back injuries with 51.2 injuries per 10,000 full-time workers.The Bureau of Labor Statistics reported that in 2005, a total of 4.2 million injuries and illnesses were reported in private industry and approximately 2.2 million of these resulted in days off work or restricted duties. Each year, a back injury causes 1 out of 100 construction workers to miss work. The amount of work missed averages 7 days but it can extend as long as 30 days. These injuries are a huge economic burden to the construction industry due to lost productivity and absenteeism, medical costs and benefits. The Bureau of Labor Statistics points out that middle-aged workers who have severe low back pain and carry out physically demanding work, as in construction, are much more likely to leave the industry due to disability than are other workers. The Bureau speculates that the number of back injuries is actually even higher due to under reporting,Most of the back injuries to construction workers affect the low back. Within the construction field, masonry workers have the highest rate of back injuries, approximately 1.6 times higher than the average rate for all of the construction trades. Back problems are the most common among these workers as they do heavy lifting and carrying.Factors Associated with Back Injury
Stressful living and work activities
Poor body mechanics when lifting, pushing, pulling, or carrying things
Repetitive lifting of awkward items, equipment, boxes, etc.
Twisting while lifting
Bending while lifting
Reaching while lifting
Lifting an object that is too heavy or unwieldy for one person to handle safely
Fatigue
Poor footing such as on a slippery floor or uneven ground
Lifting with a forceful movement
Maintaining bent or stooped posture for prolonged periods, fatiguing muscles
Staying in one position for too long with no stretch breaks, allowing muscles to become stiff
Poor layout of work area
Poor posture when sitting
Poor physical condition - losing the strength and endurance to perform physical tasks without strain
Vibration from a motor such as in a lift truck, a delivery truck, or from using a jackhammer for long periods resulting in increased muscle tension
Determining the cause of low back injuries in construction can be difficult because of the variety of work that is involved and the different methods that can be used to accomplish a job. The materials handled, body positions that are necessary, and the work conditions are different for each of the trades. Identifying the types of general construction tasks is the first step in designing safer ways to get the job done. When improved methods are used, there is a greater chance of reducing worker injury.A project funded by the National Institute of Occupational Safety and Health. (NIOSHA) evaluated the construction industry to identify areas of risk so more appropriate interventions could be developed. It identified:High Risk Construction TasksFraming
Working at ground level and having to reach up when using a saw, nail gun, etc.
Lifting building materials from ground level
Manually lifting trusses to top of a second story
Lifting and carrying plywood flooring
Lifting assembled walls
Moving materials to a second story
Drywall
Lifting sheets of drywall from ground level
Completing prep work such as sanding or cutting at or near ground level
Installation of dry wall sheets near ground level
Overhead installation of drywall on ceilings or high walls
Masonry
Distributing blocks or bricks throughout worksite from delivered piles with a wheelbarrow
Redistributing blocks or bricks from temporary files using a bucket or by hand
Erecting scaffolding
Lifting and positioning metal framework
Lifting and placing flooring of scaffold
Lifting bricks or blocks up to people on a scaffold by hand or using a bucket
Laying a brick or block foundation
Laying brick near or below ground level
Lifting bags to mixer
Shoveling
With the huge volume of low back injuries in construction, employers suffer as well as the workers. According to Liberty Mutual, the largest workers' compensation insurance provider in the US, back injuries and overexertion injuries from lifting, pushing, pulling, carrying or holding an object cost employers $13.4 billion every year!

The Choices for Contractors Insurance for Large Business and Small Business

Determining what you want to do for your contractors insurance can be a time consuming endeavor. In starting the research process you need to determine what type of coverage you need for your business. General contractors and Independent contractors typically need general liability and workers compensation.Liability coverage protects against the event that a company is sued. This coverage provides for payment in the event that either; an indemnity, a need for a settlement exists or a breach of contract. Determine what your organization needs prior to selecting a company to provide you with this service.In the event that your organization is held liable for a wrong done to someone, there exists an indemnity option in your liability coverage. To prevent a claim from going to court, providers can offer you coverage to prevent against this. This coverage option, called settlement of reasonable claims, pays the claimant money for the harm done to prevent the case from entering the court system.Workers compensation policies protect the employees of a particular company. In the event that an employee is injured during the daily duties of their job, they are then given money in order to pay for medical treatment. This money is used as a salary replacement for the employee in the event he or she cannot work due to an injury. The types of coverage available can depend upon the location, either state or country, in which the injury occurs.Some states and countries require that employers provide general liability and workers compensation coverage for their employees. In the event that this coverage does not exist, the local jurisdiction can choose to file a suit against an employer for not offering this coverage. Information regarding this type of suit will depend upon the state or country in which the organization does business.If you live in a part of the world that offers a savings plan of sorts, you will become familiar with the terms admitted or non-admitted carriers. An admitted carrier offers a savings plan option to the insured. Money is set aside by the insurer for each company for which they cover. A non-admitted carrier does not offer this option. Depending on your preference, you can select from one of these two types of carriers. Neither type of carrier is better than the other, the both provide the coverage and pay outs that you need.The cost for each type of policy will depend upon the coverage needed. Each carrier bases their prices on the basic aspects of each policy. If you need more extensive contract liability coverage, you may end up having a higher monthly premium. If your coverage need is not as extensive, your monthly premium will be lower.General Contractors and independent contractors that need contractors insurance have a variety of providers to choose from. Within each provider, the employer can determine the policy that fits their organizations needs. Typically, it is required by law, depending on where you live, to provide General liability and Workers Compensation coverage for your employees. When determining which organization to obtain your coverage from, review what they offer and what you need.

The Intended Consequences of Incentives and Compensation

The public is mad as hell at AIG (and other recipients of Federal bailouts) who have handed out lucrative retention bonuses. One might wonder, are incentives appropriate in such difficult times?It is not incentives that are on trial; it is distribution of bonuses when a company is performing poorly that is so infuriating. At a time where companies are facing a harsh business climate, industry leaders such as GE and WalMart are keeping score on their vendor's performance on price, quality, cycle time, etc. Those vendors have become more vigilant about scoring their suppliers and employees to insure that specific deliverables are met. In this economic mayhem, there is momentum towards more rigorous accountability and transparency.Thus incentive laced compensation systems (often known as pay for performance) are all the rage, as they reward the best performing employees for doing good work. In AIG's case, the design of their system was terribly flawed because it triggered massive payouts, even at a time when the company was crumbling.Every year, Bain and Company does a study of all the management initiatives (those fancy ideas consultants throw at you such as Six Sigma, customer satisfaction, time motion studies, etc.) and they found that pay for performance is the one proven to yield the greatest financial return. At a time when companies must do more with less, frameworks such as The Balanced Scorecard (also ranked high in the Bain study) help organizations to develop metrics that allow them to manage their strategic priorities and track individual contributions.The difference between the metrics used in a scorecard and those more typically found in financial statements are that they are more apt to include predictive indicators that are communicated to employees in public view. Using such numbers can provide a foundation on which individual performance measurements can be established. Tying employee compensation to predicative indicators is a powerful method for ensuring that employee behavior is consistent with the mission and goals of the organization. In a well designed compensation plan, an employee's pay is balanced between company performance and individual contributions, and poor corporate results typically trigger very modest incentives; or none at all.One of the more important lessons learned for some in this downturn is that companies must be vigilant in calibrating labor costs with demand. For years, employers have faced the prospects of labor costs increasing faster than profits, a zero sum game that can eat away profitability. Escalating employment costs such as health care inflation directly hit the bottom line. Over the long term, a shift to a higher proportion of incentives and lower salaries (which represent a more rigid cost structure) is both advantageous to the employer, and potentially to the best employees.Incentive pay has been somewhat controversial in H.R. circles, as organizations have pondered if it is inherently fair to treat people the same, or to reward those who accomplish the most. Organizations which are slashing costs are conflicted with the prospect of cutting or freezing the pay of some workers, so that they can afford to keep the most productive employees. Clearly, sharing the burden of variability in profitability is better than eliminating jobs, or cutting base pay.Certainly, there is a movement in leadership philosophy towards softer, trendier management techniques that enable innovation and employee growth, but that shift has to occur within the context of profit. A framework that includes scorecards and pay for performance can be used as a carrot (in lieu of being a stick) in a way that enhances the employee experience. For example, posting a handful of strategically significant numbers, and celebrating accomplishments after hitting specific targets is a great way to boost morale and enable results.A couple of years ago, Best Buy offered their 5000 corporate employees the opportunity to take part in a "results oriented work environment" test. Participating workers were provided the opportunity to work virtually, with no fixed schedule and had the option to work from home. Employees were told that they would only be judged based on quantitative business results. After achieving a staggering double digit increase in productivity, Best Buy is testing the program at the store level. Within our firm, we employ a similar model with our staff. If members of our team have to take their kids to soccer practice or the dentist, we just don't care, as long as we provide the best possible service, every day.As a business culture, we need to move away from measuring activity (such as how many hours a person works) and towards measuring their output. Paying people based on their specific results is simply a natural extension of the needs of organizations to be more productive, more efficient and more profitable. When structured properly, incentives can be a win-win for both employer and employee.

Scissor Lift Table Covers

There are many reasons why a company would want to install and use scissor lift table covers. One of the most important justifications is to protect their operators from injury. Any operator exposed to machinery which has moving parts is in danger of getting their arms or feet pinched or worse yet, completely removed. Thus, there is no compelling reason why a company would not use a scissor lift table cover to form a barrier between their workers and the potential pinch points of a lift tables inner workings.Some other indirect and direct benefits are as follows
lower workers' compensation insurance costs;
reduces the company medical expenditures;
reduces the liability insurance a company will have to pay
provides a safe work environment which will increase moral
lower costs for job accommodations for injured workers;
less money spent for layers and litigation
Many companies have come to the realization that accident prevention programs, materials, and devices are far less expensive than the cost of the accidents. It is also important to realize that lift table skirts are a relatively small investment and are easy to order and install. Thus, any plant that takes the initiative to outfit their equipment with these lift table skirts will have little time and resources wasted yet they will achieve an enormous jump in overall worker safety.In addition to protecting your workers, you really will be protecting you equipment as well. Equipment downtime can become very expensive and cost a lot of money to lost production. Any lifter that is a part of a critical process in your plant should be covered to keep out debris which could interfere with or wear out machine components.

Knowing About Worker's Comp

Worker's comp, or worker's compensation is a payment made by an insurance company for a worker who was injured on the job and is losing time on the job as well as wages because of the injury. The employer pays insurance, much like a liability insurance, which covers the payments made to the employee in the event of being injured on the job.Before an employee can claim worker's comp, they must be seen by a doctor as soon as the injury is realized. The doctor is usually a doctor who handles all of the company's business. Many injuries on the job do not require enough time away from work to qualify the employee for worker's comp payments.In most cases, the doctor must provide written documentation that the employee was injured on the job and that injury requires the employee to remain off from work for a specific period of time. The minimum is 8 days. After the seventh day of being off work, generally the worker's compensation payments are started.Worker's comp is not a full time salary, it is a percentage of your wages earned over a period of time. For example, some insurance companies use the last six months of wages to obtain an average per pay period salary. From there, the percentage that you are to be paid is calculated.Because worker's comp is so expensive for employers, many will try to get the worker back to work before the payments will be started. They offer jobs that the employee would be able to do with the injury.

Workplace Drug Testing and Its Consequences

Modern society nowadays is getting more vulnerable to drug and alcohol as an alternative for stress buster. This has rapidly increased the consumption of illicit drugs and alcohol among the youth. As per the data revealed by Substance Abuse and Mental Health Services Administration (SAMHSA) of United States for the year 2007, 11,891 (21 to 25 yrs) and 19,977 (26 to 34 yrs) tested positive for consumption of illicit drugs such as marijuana, cocaine, hashish, etc. (SAMHSA, 2007) United Nations in its effort to combat drug use and abuse has initiated several measures which includes workplace drug testing.Erstwhile US President Mr. Ronald Reagan stressed on workplace drug testing so as to maintain employee productivity and drug free workplace. (Infantry.army.mil) Many governments across the world have initiated 'attack on drug use' instead of 'attack on drug supply' as the latter was not providing any better results. It has found that many organizations have implemented this measure to enhance the profitability of the workforce, cut down absenteeism, safety of the workers, reduce the costs on healthcare management and maintain drug free environment at the workplace. Most of the employers have the freedom to deny or reduce workers' compensation payments, if illicit substance use is found to be proximate cause of employer's injury.JustificationsLegitimate or important interests are required to justify the drug testing. The workplace drug testing is aimed at safety of the employee and others, organization efficiency, reputation risk, employee welfare, etc. Various organizations in various countries in order to reduce the demand for illicit drugs, protecting health and promoting safety of workers and co-workers, public safety and efficiency, economy and honesty of the workers towards organization, have taken such measures of employee drug testing. It can also be justified as the measure to minimize damages caused due to accidents at workplace and on roads. (Drug Testing and Privacy, 1990) However, if any employee makes a plea against workplace drug testing, it is more likely to be dismissed. Drug testing can be justified on the basis that it is been done for the safety of an individual, the public and society at largeWorkers' Civil RightsWorkplace drug testing is a sensitive issue as it arises due to collision between workers' and employers interests. (ILO, Geneva, 2003) There are several types of testing method, all of which are controversial, but random testing method has always been the centre of argument. Drug testing may raise ethical and legal issues like employees fired from their jobs. Testing would illegal if it is performed without the consent of individual as it is deemed to be violating the integrity and privacy of individual. (IIDTW Report, 2004) As per the Privacy Act, 1983, only those information should be collected which are required to operate the program directly from the individual by taking all necessary steps to guarantee its accuracy. The Civil Rights Act, 1964 of US Constitution provides that it has freedom of speech, equal protection of laws and protection from unlawful discrimination. (hhs.gov, 2008) Some organizations may use drug testing method on pre-employment basis. If the candidate is tested positive, he is denied the employment. This issue raises the question of unlawful discrimination as stated in Civil Rights, 1964. And most of the employers' and employee have entered into a contract underlining the fact that if tested positive for drug, he will be fired or remuneration will be stopped. Such contracts have handcuffed the employees' right to appeal in the court of law. Drug testing at workplace has caused many of the full time employees to get treated for illicit substance use. The DASIS Report, 2006 presents that 58 % fulltime alcoholics compared to 39% unemployed were admitted for illicit substance use treatment. (The Dasis Report, 2008) Some countries and their states have made legal provision so as to encourage drug free workplace by providing compensation to the employers' just affecting the work, income and benefits of the employee. (ncsl.org, 2009)Who should be tested?Any organization performing drug testing must sort out the individuals whom to be tested and what are the drugs to be looked for. This may vary from the individuals who are newly appointed or past employee, senior officers, unionized employees, male or female, or those employees who are suspected to be drug addicted. (Drug Testing and Privacy, p.9) Some may classify on the basis of past or present impairment or drug use. When an employer has reasonable cause to suspect an employee of drug use on job or at any time, and due to which he has incurred any impairment or may cause impairment at workplace. (Drug Testing and Privacy, p.9) It would be appropriate to conduct such tests an inclusive basis to avoid discrimination and this will also help in avoid hesitation from the employees.Most of the organizations in different countries have implemented this method to overcome drug use at workplace, ensure safety of their employees and enhance their economic conditions. This method has provided positive benefits across the world. State of Ohio has been benefited from this method resulting in drop of absenteeism, fewer problems with supervisors and 97% decrease in on-the-job injuries. (Globalchange.com) Such facts and figures have encouraged many more states and countries to take up drug testing at their workplace. It is important to take such stern actions to curb the drug intake, mainly by the youth by attacking its usage.

Coal Workers Pneumoconioses (CWP) - Anthracosis, Silicosis and Byssinosis

Anthracosis and silicosis are major industrial problems in developing but industrialized nations since a large number of workers are engaged in mining in many states of such countries. Prolonged exposure to cola dust causes anthracosis among miners. These particles give a black color to the lesions.Coal particles reaching the alveoli are ingested by the alveolar macrophages. The phagocytes are activated by the presence of substances like silica. Fibrosis develops at these regions. The affected lobules undergo centrilobular emphysema. On prolonged exposure, progressive massive fibrosis (PMF) develops and this is the characteristic lesion in complicated pneumoconiosis. In radiological diagnosis, the lesions of progressive massive fibrosis appear as sausage-shaped densities exceeding 1cm in diameter, in the upper and mid-zones of both lung fields. Further complications such as chronic bronchitis, bronchiectasis, ischemic necrosis, thrombosis of pulmonary veins, pulmonary hypertension, cor pulmonale, and lymphatic obstruction may supervene.Clinical featuresGradual onset of dyspnea and cough with purulent expectoration mark the onset of the disease. Expectoration is more copious when bronchiectasis is also present. Dyspnea worsens when progressive massive fibrosis supervenes. Cavitation of these lesions gives rise to expectoration of large amounts of black sputum. Large nodular lesions develop in the lungs in subjects with rheumatoid disease who develop pneumoconiosis. These lesions are 1-5cm diameter and detectable in radiological diagnosis (Caplan's syndrome).SilicosisProlonged exposure to dust-containing silica (silicon dioxide) gives rise to silicosis. Often this occurs in combination with anthracosis. The lesions produced by silica dust are similar to those produced by coal dust, but the lesions are larger. In addition, silicosis also gives rise to pleural thickening and adhesions. Sometimes silicosis produces acute respiratory manifestations with dyspnea and impairment of gas exchange in the alveoli.Clinical featuresIn the acute form the disease manifests with dyspnea, cyanosis and constitutional disturbances. In the chronic form the prominent manifestations are cough and hemoptysis. Physical signs may be those of bronchitis, emphysema, a pleural thickening. Silicosis predisposes the development of tuberculosis and the two diseases may coexist (silicotuberculosis). The functional impairment is a combination of restrictive and obstructive features. Immunological abnormalities such as the presence of rheumatoid factor may develop in 50% of cases.RadiologyDiffuse military or nodular lesions are found in simple silicosis. Development of progressive massive fibrosis leads to the presence of dense shadows in the upper zones and this is termed "complicated silicosis". Hilar lymph nodes may show peripheral calcification.AsbestosisInhalation of asbestos dust leads to asbestosis. Asbestos is a widely used material in day-to-day life and industry. It is a complex silicate containing silicon, oxygen, hydrogen and metals like calcium, magnesium, and iron. The raw material is obtained by mining. Different varieties of asbestos such as chrysotile, crocidolite, amosite and anthrophyllite are obtained from different regions.Asbestos particles are needle-shaped and on account of this shape, these preferentially settle in the lower lobes. They may reach the alveoli or may be arrested at the small air passages. They give rise to alveolar epithelial hyperplasia and interstitial fibrosis. Eventually fibrosis develops around the asbestos particles and this obliterates the alveoli. Asbestos bodies are seen on histology of the lesions. These consist of asbestos fibers coated by proteinaceous material and ferritin granules derived from macrophages. Asbestos bodies may be demonstrable in the sputum. Mere presence of asbestos bodies in sputum does not indicate that the person is suffering from asbestosis.Asbestosis predisposes to bronchogenic carcinoma (especially in smokers) and mesothelioma of the pleura and peritoneum. This condition also predisposes pulmonary tuberculosis. Malignancies of distant organs such as Kidneys and breasts are more common in subjects with asbestosis.Clinical featuresThe symptoms starts with increasing dyspnea on exertion, cough, malaise, and weight loss. As the condition proceeds, cyanosis and digital clubbing supervene. The functional defect is one of restriction of lung parenchyma and impairment of diffusion. The clinical picture differs from case to case, depending on the extent of the lesion and presence of other coexistent conditions such as emphysema, bronchiectasis, tuberculosis, malignancy or pleural disease. In Radiological examination, fine mottling and prominent streaky fibrosis are seen in the middle and lower zones. Pleural thickening, pleural effusion, and calcification may be evident in some cases.ByssinosisPulmonary disease caused by exposure to cotton dust, flax or hemp is termed byssinosis. In the early stages the symptoms are tightness of the chest and wheeze usually felt by the patient when he resumes work after the weekly holiday. Later on cough and dyspnea become more prominent and persistent. Some subjects develop chronic obstructive airway disease. Persons employed in the carding section suffer more than those employed in other areas.Cotton dust probably contains non-antigenic substances which stimulate histamine release from mast cells in the lung. Pure cotton such as surgical cotton does not provoke the symptoms. The occurrence of dyspena and cough at the beginning of the week is attributed to depletion of the mast cells of their histamine. Radiological findings are nonspecific. Treatment consists of withdrawal of susceptible persons from the environment and symptomatic measures. Numerous other disorders have also been recognized as resulting from occupational exposusre to different materials.ManagementOnce established, pneumoconiosis are treated symptomatically since specific therapy is lacking.PreventionWorkers who are employed in industry should be recruited only after proper medical examination. Persons with family history of allergic respiratory disorders and those who have features of obstructive airway disease are more likely to develop permanent ill effects. Periodic examination of the persons to facilitate early detection and removal from the harmful environment is required by legislation. Industrial establishments where the risk of penumoconioses is present have to follow specifications intended to reduce the concentration of dust in the environment and also for giving protection to the workers. Many of the penumoconioses attributable to occupational exposure are eligible for compensation from the employers.