“There is no such thing as an accident, only the inability to recognize the hand of fate”
– Napoleon
In the previous articles, we have successfully completed three main seasons of occupational safety and health training and this should be the end of it, but… For true fans of our series, we have two more “post-credits scenes”, just like in a real blockbuster.
And so, the first post-credits scene is “Unscheduled Occupational Health and Safety Training.”
Unlike the previous training sessions, when conducting an unscheduled training session, its scope, content and duration are determined on a case-by-case basis. Let’s try to be a little more specific.
The first question is, in what cases?
Let’s turn to the Model Regulation on the Procedure for Conducting Training and Testing of Knowledge on Occupational Safety and Health, and here the legislation clearly defines when unscheduled trainings are required.
Let’s look at each point separately using a specific example. Let’s go…
Example 1 – when implementing, revising, amending, supplementing regulatory legal acts on labor protection.
For example, there have been changes in the legislation regarding the use of personal protective equipment (PPE). According to the new requirements, workers are now required to use additional eye and skin protection. Accordingly, you must make changes to all existing documentation (orders, instructions, etc., everything related to these changes).
Employees who will need to wear and use all these new PPE must be notified of such changes in some way. Such a “message” occurs in the form of an unscheduled training.
If you have more questions than answers in this place, we advise you to read our other article – How to issue PPE to employees.
And we move on…
Example 2 – when changing the technological process, replacing or modernizing equipment, devices and tools, raw materials, materials and other factors affecting the state of labor protection.
The enterprise had 1 forklift, but due to the increase in the number of products, the enterprise purchased another one exactly the same. The question arises whether it is really necessary to conduct some kind of training, because the equipment is the same, the employees already know how to operate it, etc.? Yes… But there is one but – in connection with the appearance of new equipment, the procedure for moving transport through the warehouse has changed, and accordingly, the technological process of cargo operations has changed.
Therefore, we have to conduct an unscheduled training for all employees of the warehouse, during which we familiarize them with the new scheme of movement in the warehouse.
Example 3 – in case of violations by employees of the requirements of regulatory legal acts on labor protection, which led to injuries, accidents, fires, etc.
If you have an unpleasant situation in the form of an accident, an accident, or a fire, this is a reason to hold an unscheduled training. In this case, it is necessary to instruct all employees of the enterprise to acquaint them with the circumstances of the incident that occurred and to remind them of the safety rules in order to avoid new emergency situations.
This item applies not only to employees, but also to pupils, students, interns, all those people who are in your labor and professional training, if they have violated the requirements of labor protection. In this case, they must also undergo unscheduled training.
Example 4 – in the case of a break in the work of the contractor for more than 30 calendar days – for works of increased danger, and for the rest of the works – for more than 60 days.
The absence of an employee from work for a long period is the simplest case of unscheduled training.
A break of more than 30 calendar days is considered a “long period” for high-risk works. For the rest of the works – a break of more than 60 days.
That is, if your accountant was on maternity leave for 3 years and returned to work – she needs to conduct an unscheduled training on all occupational safety instructions related to her type of work. Hint, use the instructions for the initial instruction – no need to develop new ones. The algorithm of how to conduct an initial training on labor protection can be recalled by following the link – How to conduct an occupational health and safety training at the workplace?
Another case is the performance of works of increased danger. For example, your forklift driver went on vacation to the Carpathians for 14 days and broke his leg there…and went on sick leave for another 20 days. Since he performs work of increased danger, his “break” should not last longer than 30 calendar days. We calculate: 14 holidays + 20 days of sick leave = 34 calendar days. Upon returning to work, he will need to conduct an unscheduled training, based on occupational safety instructions, in accordance with his duties.
When the employee returned to work after demobilization, he also needs to conduct such training, according to this clause.
We have figured out in what cases to conduct an unscheduled training, now let’s figure out who should conduct it?
And here again the first person who comes to mind is an occupational safety engineer. And somewhere in the corner, this engineer is crying again, because he knows that he has no right to do this.
How and who should conduct it, you ask? Let’s figure it out…
As in the initial training, the legislation clearly delineated that the unscheduled training is conducted by the direct supervisor, as a rule, this is the head of production, the warehouse manager, the foreman – the one who manages the production process and the employee under his command. If these are office workers, then it can be the director.
Where to conduct it?
Unscheduled training can be held both in the occupational health and safety office and at the workplace. The legislation in this case left the choice up to you. If there is an occupational health and safety office, then of course use it, everyone should know that you have it. Choose a place where, in your opinion, the atmosphere contributes to better assimilation of information.
When we have decided where and who should conduct the unscheduled training on labor protection, we proceed to the documentation.
How to organize an unscheduled training?
For this, you do not need to look for a new form, some kind of document. You need a Log of registration of training at the workplace.
When filling out the journal, pay attention to what is indicated in the table header – and fill it in according to the text indicated there.
Please note that in column 5, all the names and numbers of the instruction, according to which this instruction was conducted, must be entered.
In contrast to the primary briefing, column 6 additionally indicates the reason for the unscheduled briefing. It can be a break in the work, an update of the instruction no., all the reasons we mentioned above. Like any other training, unscheduled training also ends with a knowledge test. Successfully tested knowledge is recorded in column 12 of the Journal. The manager signs twice – in columns 9 and 12, and the employee – only in column 8. If it so happened that the employee did not pass the knowledge test, he has 10 days to resubmit. If the second attempt is unsuccessful, he cannot be allowed to work.
A sample of a completed journal of an unscheduled briefing on labor protection.
If you have additional questions or need practical help in conducting instruction and training for your staff, write to us. We will be glad to help you.
