If you cook often, you’ve probably been burned once or twice in your own kitchen. Now, imagine working in a kitchen where the pots are bigger, the heat is stronger and the pressure is higher. It’s easy to see why food service workers are at high risk for burns. According to the Bureau of Labor Statistics, 6,910 workers in the accommodation and food services industry lost time from work in 2017 due to burns caused by heat.  

Common causes of burns in professional kitchens

Food service employees can get burned in a number of ways, including:

• Spilling hot water or hot oil on the skin
• Being engulfed by burning-hot steam
• Slipping and falling while carrying something hot
• Pulling a hot item out of the microwave without the proper protective equipment or lifting its lid too soon
• Touching a hot oven rack

How can kitchen workers prevent burns?

Follow these tips to prevent burns in restaurant and other kitchen environments:

• Use personal protective equipment, including forearm protection
• Use two people to handle awkward pans
• Use a cart to move hot objects
• Pay close attention to the task at hand
• When working with fryers, fill baskets no more than halfway, shake off excess ice crystals before placing fryer baskets in hot oil and follow directions when adding or disposing of fat or oil
• Use caution when preparing hot drinks or using machines that dispense hot liquids, keeping your hands out of the areas where liquids are dispensed
• Never use a wet towel as a potholder
• Clean up spills immediately and wear slip-resistant shoes to prevent slips and falls

This video from WorkSafeBC features food service workers talking about how they prevent burns and scalds:

Additional resources on preventing kitchen worker burns

• Supervisor Initiated Training: Burns — Food service
• Burns: First aid from the Mayo Clinic
• Burns and scalds from OSHA
• Easy Dos & Don’ts to prevent burns from OSHA

This is not intended to serve as legal advice for individual fact-specific legal cases or as a legal basis for your employment practices.

Technology is rapidly changing. Have your company’s driving policies kept up?

If you have employees who drive as part of their jobs, your driving policy should address cell phone use. Drivers interacting with cell phones have a 17 percent higher risk of being involved in a crash or near crash, according to the Insurance Institute for Highway Safety . Most of the increased risk is attributable to reaching for, answering or dialing a cell phone.

The risk of a crash or near crash is five times higher for drivers who are texting, according to the institute. There were 3,450 traffic fatalities in 2016 due to distraction-related crashes, according to the National Highway Traffic Safety Administration , and 42 percent of drivers admit to reading texts or emails while behind the wheel, according to the Governors Highway Safety Association .

Cell phone laws

Awareness of the connection between car crashes and cell phone use is increasing. Many states are starting to pass laws prohibiting certain kinds of cell phone use while driving.

Starting on August 1, 2019, the use of hand-held cell phones while driving is banned in Minnesota. Drivers are required to use a hands-free device or voice commands if they are using a cell phone. The only exceptions are to obtain emergency assistance, report emergencies, hazards or crimes and report that a person’s life or safety is in danger. Drivers in authorized emergency vehicles are also exempt while performing official duties.

SFM’s other core states also have cell phone laws, although they are all more lenient.

In Wisconsin, drivers with a probationary license or instruction permit are prohibited from using both hand-held and hands-free devices except in case of emergency. Wisconsin has also banned use of hand-held devices in construction zones, and all texting while driving is prohibited.

South Dakota also bans texting while driving, as well as hand-held cell phone use for drivers under 18.

Nebraska and Iowa have both banned texting while driving.

Distracted driving policy examples

A total employer cell phone ban covers: handheld and hands-free devices, all employees, all company vehicles, all company cell phones and all work-related communication, even in a personal vehicle using a personal cell phone.

Here are a few examples of policies you can draw from to address employee cell phone use while driving:

• Sample cell phone policy
  This policy, which SFM reprinted with permission from the Society of Human Resource Management, states that employees may not talk or text on their cell phones while driving for work, regardless of whether they use hands-free devices. Employees are required to pull into a rest area or parking lot and stop their vehicles before placing or accepting cell phone calls.
• National Safety Council sample distracted driving policy
  This policy (available by downloading the free Cell Phone Policy Kit) adds that employees are not to use voice features in vehicles.
• City of Minneapolis Distracted Driving Procedures
  This companion to the city’s policy spells out the meaning of “distraction,” breaking it down into cognitive, physical and visual distraction. It even tells employees what constitutes an acceptable place to pull over and use their phone.

Note that employers have been held liable for crashes caused by their employees’ cell phone use.

Hands-free devices not enough to prevent distracted driving

Distraction comes in different forms, according to the organization EndDD :

• Manual distraction: Taking your hands off the wheel
• Visual distraction: Taking your eyes off the road
• Cognitive distraction: Letting your mind wander from the task of driving

Research shows the cognitive distraction of talking or texting while driving is dangerous, even when drivers have both hands on the wheel. According to 2013 research from the AAA Foundation for Traffic Safety , these mental distractions slow reaction times and cause drivers to miss important visual cues.

Research from the University of Iowa showed that subjects engaged in answering true and false questions, intended to mimic the distraction level of a phone conversation, took twice as long to look at new objects on the screen in front of them than those who were not engaged in answering questions.

This video from the National Safety Council  highlights why a cell phone policy that covers hands-free devices is so important.

Training your employees on cell phone policy

After your company has the right policies in place, it’s important to make sure employees follow them.

Our 5-minute solution safety training talk on cell phone use provides talking points you can share with your employees including:

• Cell phone users have significantly poorer reaction time.
• To stay safe, eliminate all cell phone use while driving including taking calls, sending or reading text messages, sending or reading email and surfing the web.
• Cell phone laws apply while at a stop sign or stop light as well.

Training employees on the dangers of distracted driving really does make a difference. A study of health care workers showed a 50 percent decrease in distracted driving following an awareness campaign.

Additional resources on safe driving

For more information on safe driving, check out these downloadable resources:

• “Driving isn’t what it used to be” CompTalk
• Sample cell phone policy CompTalk
• Cell phone use 5-Minute Solution
• National Safety Council Cell Phone Policy Kit
• National Safety Council distracted driving page
• Governors Highway Safety Association page on distracted driving
• Eight tips for defensive driving

This is not intended to serve as legal advice for individual fact-specific legal cases or as a legal basis for your employment practices.

Follow these tips from our resident safety super hero, Skip, to stay more aware of potential hazards in the workplace.

1. Defend yourself against workplace accidents by being aware of hazards.
2. Be a good example. Practice safety in every aspect of your job.
3. Lift properly – Have a staggered stance. Keep the load close. Keep your head up. Don’t twist.
4. Join your company’s safety committee, or participate in a meeting.
5. Mentor new employees on safety.
6. Slow your pace and focus on your task. Don’t be distracted.
7. Hang new safety posters and replace old ones.
8. Help investigate an accident or near miss.
9. Participate in a safety inspection of your work area.
10. Acknowledge coworkers for safe actions, such as cleaning up spills or wearing personal protective equipment.
11. Conduct a weekly safety talk for your team.
12. Wear slip-resistant footwear when working in wet environments.
13. Inspect equipment before use, such as ladders and power tools.
14. Report unsafe conditions such as broken equipment, leaks, insufficient lighting, improper labeling of chemical containers, and unsafe work practices.
15. If a situation feels wrong or unsafe, stop what you are doing and talk with a supervisor about your concerns. Don’t put yourself at risk.

For resources to share the safety message with your employees, search SFM’s safety materials or visit the “Safety” section of our website for other great safety-related resources. 

When an employee suffers a work injury and is returning to work, first and foremost, make sure the employee understands the importance of working within medical restrictions to avoid re-injury.

Once restrictions have been lifted, there are still things you can do to make sure the employee is not re-injured on the job:

• Empower the employee to speak up. Ask for feedback about the employee’s comfort level returning to regular duty. If the employee is concerned about re-injury, he or she may not be ready to go back to regular duties.
• Discuss ways to prevent similar incidents in the future. Talk with the employee about the root cause of the injury, and find ways to eliminate any environmental or behavioral hazards. Don’t take any chances of the same incident happening again.
• Point out the not-so-obvious. For example, a shoulder injury might limit an employee’s ability to catch himself or herself in a slip-and-fall incident. This kind of thing is surprisingly common. Being injured is an unfamiliar state. With it comes new sensations and limitations employees might not be aware of.
• Check in with the employee regularly. Doing the same job tasks an employee did before they were injured may aggravate the same issues and cause re-injury. If the injury was due to repetitive stress, returning to the same job is probably not an option.
• Promote job readiness. Work readiness is important for all workers, not just those who have been re-injured.

• • Encourage employees to stretch before beginning work, if it fits within their medical restrictions. For employees working in a labor-intensive work environment, stretching can help gain flexibility, reduce strains and sprains and enhance overall physical fitness and help avoid re-injury.
  • Make proper lifting techniques a priority.
  • Reinforce wellness and positive life habits. Support awareness and application of proper eating, adequate sleep and regular exercise. Healthy employees are productive employees.

Hiring new employees always comes with certain risks.

Maybe they won’t fit in. Or they’ll decide they didn’t want the job after all.

But have you thought about the risks to them — to their safety?

According to SFM claims data, more than half of workplace injuries involve employees who are in their first five years of employment at their workplace.

Why do new employees get injured?

Recent data shows that as the unemployment rate drops, the number of new workers increases, along with the percentage of claims with less than a year of employee tenure. When unemployment is low, there is a smaller pool of job candidates to choose from, and your new hires might not stick around as long.

New workers can be more susceptible to injury because they often haven’t developed the necessary skills to safely do their work. For those who work in manual labor jobs, they may not have built up the muscle strength, flexibility and endurance needed to complete the jobs.

Additionally, open jobs tend to be the heavier, riskier ones, and so inexperienced workers get their start doing the most challenging work. This can result in fast turnover and injuries. It happens across many different job fields, including manual labor and education.

Rather than having new employees fill the open, difficult jobs, it’s best to start them off slowly. Bring them in to the easiest jobs and then move them to harder jobs once they’ve had time to adapt. Your workers with the most experience have been trained and conditioned to do the more challenging jobs, and so they are less likely to be injured.

Focus on good hiring practices

When you have an open position that you’ve been struggling to fill, it can be tempting to relax some of your hiring practices in order to find someone to fill the job.

But lowering your standards could result in hiring someone who isn’t suited to the job, which increases the likelihood of injuries and employee turnover.

“In my experience, it’s better to endure times when you have positions sitting open and get creative about how you get jobs done, rather than picking someone you know isn’t right,” said SFM Loss Prevention Technical Leader Lee Wendel. “Otherwise, you end up adding people on your staff that you know don’t meet the same standards as the rest of your employees.”

If your experienced employees think you aren’t holding new employees to the same standard, it can affect morale and bring negativity into the workplace, Wendel said. It’s better to have a robust hiring process and stick to it.

When you’re hiring, keep these best practices in mind*:

• Have a formal application and a current job description that includes the physical requirements of the job.
• Have multiple people interview the candidate and conduct multiple interviews, including questions about safety.
• Be thorough when conducting background checks.** Include checking references, verification of education credentials and legal status, pre-employment physicals and drug testing.
• Keep all documentation following the hire, including application forms, job descriptions and payroll and attendance records.

Once your new hire has been at the job for a few weeks, evaluate the situation and ask yourself if you would hire them again. If not, work backward through your hiring process to see what you can change to avoid the problem in the future.

Make sure prospective hires understand the job

The interview process is often focused around getting to know the job candidate. But once you think you’ve found the right person, it’s important to make sure that individual gets to know all the job duties before accepting the position. The alternative is hiring new employees who aren’t prepared to do the work required because they didn’t know what to expect.

In some cases, new employees may stop showing up to work after finding they have to perform certain tasks they weren’t expecting and don’t want to do. Or employees who do keep showing up might be more likely to be injured, because they weren’t prepared or were less dedicated to learning the proper procedures than someone who knew what to expect.

“It’s important that employers give prospective employees a realistic view of what the job is,” Wendel said. “Show them someone doing the job while it’s happening, if possible.”

Create an in-depth safety training program

The best way to make sure your new workers avoid injury is to give them proper training.

If you’ve been understaffed, or still are, it can be easy to cut corners on safety training, but it’s important to start safety training on day one so that your new hires know what to expect going forward.

“Think about preparing your employees to work safely in broad terms,” Wendel said. “It’s being familiar with the hazards, it’s being trained for the hazards and it’s knowing how to avoid situations that result in injury.”

Your training program should include the following:

• Get them familiar with the dangers of the equipment they’re using and the processes they’re performing.
• Let them know not to expect to perform at the same level as more experienced workers until they’ve accumulated more skill, experience and knowledge.
• Teach them the best practices right away that they would otherwise learn from experience.
• Make sure they understand the hazards present in the workplace, including ones that may not be obvious, such as paint vapors, flammable vapors or carbon monoxide.
• Enforce the use of personal protective equipment and make sure they know how to match the correct equipment with the job they’re performing.
• Teach them about how their jobs might intersect with others they share space with.

Remember that training isn’t going to all sink in on the first day. You need to periodically revisit safety with your employees to make sure the important pieces stay fresh in their minds.

Pay attention to what causes injuries

Your injury trends might reveal a weak spot in your current safety training. If you notice that a certain type of injury is repeatedly occurring, or if employees with a certain job tend to be injured more often, this could be a clue that something isn’t being covered in training.

SFM claims data shows that workers with less than a year of experience are most likely to receive sprains and strains. This could be a signal that they aren’t getting enough training on safe lifting techniques. Implement weight limits for manual lifting and remind your employees to lift from a position of power: keep the head up, bend at the knees, keep the load close and remember “nose follows toes” to keep from twisting.

Or maybe you need to reevaluate how heavy objects are stored. Keeping them between knee and shoulder height can reduce the risk of back injuries from lifting. There is also equipment that can assist with lifting heavier objects.

Take the time to perform a workplace analysis. When reviewing your previous injury records, use a checklist to make sure you aren’t overlooking any hazards. You can create your own checklist based on what you observe at your workplace, or download SFM’s workplace analysis supervisor checklist from our resource catalog.

Once you’ve identified problem areas, you can implement changes to your safety training program to correct oversights. Seek advice from your contacts at SFM or search the resource catalog.

Comprehensive hiring practices and safety training are more important than ever. Finding and training new hires can be a challenge, but it’s one that pays off.

*This is not intended to serve as legal advice for individual fact-specific legal cases or as a legal basis for your employment practices.

**Some of these items may not be permissible until a conditional offer of employment has been made. Be sure to consult your employment law attorney.

It’s easy to see why employees who work in kitchen environments are at risk for slip-and-fall injuries. When you combine fast-moving workers with spills from dishwashing and food preparation, serious injuries can result.

Encourage or require your employees to wear slip-resistant shoes to reduce the risk of injuries. A good pair of slip-resistant shoes will significantly reduce the potential to slip on water, oil or soap. And because they are comfortable, available in many styles and generally no more expensive than non-slip-resistant shoes, there’s really no reason not to use them.

A side-benefit of requiring slip-resistant shoes is the potential to reduce the number of floor mats commonly used in kitchens, resulting in reduced costs and reduced risks related to handling the mats.

Slip-resistant shoe basics

• High-quality slip-resistant shoes look and feel like other shoes, but they’re built to increase traction through special sole materials and tread design.
• Look for the statement “slip resistant” (or something similar) stamped onto the sole of the shoe, not just on the box.
• They are designed to be most effective on liquids and grease. It’s generally advised not to wear the shoes in snow, as it can pack into the soles.
• Find them at shoesforcrews.com or through local vendors.
• If you can’t completely eliminate water, soap or grease from your employees’ work environment, slip-resistant footwear is an absolute must for injury prevention.

This is not intended to serve as legal advice for individual fact-specific legal cases or as a legal basis for your employment practices.

As winter ends and spring begins, cycles of melting and re-freezing can lead to dangerously slippery conditions.

Warmer days cause snow and ice to melt into pools and puddles, which freeze up again during the cooler nights.

Black ice is especially prevalent this time of year. This thin, nearly invisible coating of ice is caused when temperatures rise above freezing and quickly drop below freezing.

These conditions can put you and your employees at greater risk for slip-and-fall injuries.

How you can prevent slip-and-fall injuries

So, what can you do to prevent a slip-and-fall injury at work during this time of year?

Follow these tips:

• Monitor the weather and changing conditions so you know what to expect.
• Shovel and apply ice melt as necessary to keep walking areas clean and dry.
• Watch for areas where ice tends to form. Remove ice accumulations promptly and apply additional ice melt to prevent buildup.
• Place high-quality, beveled edge mats in walking areas subject to water or snow accumulation. Change mats regularly to ensure those in place are dry.
• Make your employees aware of the risk, and ask them to remain cautious whenever walking outside.

Train your employees on fall prevention

There’s a lot your employees can do to avoid slip-and-fall injuries, such as:

• Wear appropriate winter footwear. 
  Footwear should be well insulated and waterproof, and have a nonslip, thick sole and a wide, low heel. Ice grippers can also improve walking on ice or snow.
• Use walkways that have been salted or shoveled. 
  Don’t take shortcuts over snow piles or in areas where snow and ice removal isn’t feasible.
• Test your travel path for slickness.
  Slide your shoe or boot on a path before proceeding.
• Do the penguin shuffle. 
  Walk flat-footed. Take short steps to maintain your center of balance over your feet. Keep your head up and don’t lean forward. Walk slowly.
• Step down, not out. 
  When getting out of your car, it’s important to step down, not out. To do this, swing both legs out of the door, place both feet on the ground, flat footed. Grab onto the door frame or steering wheel to support you as you stand up. Use at least three points of contact, two feet and one hand. When stepping down from a curb, step flat footed off the curb to minimize your forward momentum. Don’t allow the leading foot to land heel-first.

Find many free winter slip-and-fall awareness and training resources including posters and videos on our winter slips and falls prevention page.

This is not intended to serve as legal advice for individual fact-specific legal cases or as a legal basis for your employment practices.

An estimated 2,000 eye injuries happen every day in workplaces across the United States. According to the Occupational Safety and Health Administration, workplace eye injuries have a yearly cost of $300 million in lost production time, medical expenses and workers’ compensation costs.

What to watch out for

Nearly 70 percent of eye-related accidents result from flying and falling objects or sparks striking the eye. Particles such as dust, cement chips, metal slivers and wood chips can be sent flying following the use of a tool, or else can be blown into the eye by the wind or fall from above a worker.

Other dangers include penetration from sharp objects, such as nails, staples or slivers of wood, and exposure to chemicals.

Before removing eye protection, brush any particles out of your hair and eyebrows that may have gotten trapped while you were performing the job.

It’s also important to maintain your eyewear. Dirt and scratches can reduce vision, cause glare and may not offer full protection.

What eyewear should you use?

There are several kinds of eyewear that offer different protection. Make sure to use eyewear that is appropriate for the job:

• Side shields are required when there are flying particles
• Face shields are required when grinding, welding or removing slag
• Splash goggles or face shields are required when pouring chemicals

Over-the-glasses eye protection is available for workers who wear glasses.

Emergency eyewash stations

All employees should be aware of the location of emergency eyewash stations. If your eyes come into contact with foreign particles or chemicals, immediately use an eyewash station.

To use the eyewash station, active the flow and being to flush the eyes out with water. Use your fingers to keep your eyes open as wide as possible, but only if your hands are clean. If they aren’t, have a co-worker hold your eyes open for you. Roll your eyes as much as possible to remove loose particles or wash chemicals from under the eyelids. Rinse off your face as well.

It will feel uncomfortable, but it’s important to flush the eyes for the recommended amount of time, generally between 15 and 30 minutes. After you finish, notify your supervisor and seek medical attention.

Pay attention to any chemicals you may use while working. The Material Safety Data Sheet will list which chemicals may cause irritation, burns, corneal damage or blindness. Container labels or tags will warn for chemical burns or state that the material is corrosive, caustic or toxic.

While it’s important to know how to use an eyewash station, remember that the best way to prevent damage is to use protective eyewear. Approximately 90 percent of injuries are preventable with the use of proper eye safety.

By Lee Wendel, CSP, CSPHA, SFM Loss Prevention Technical Leader

We know you’re busy managing your teams and operations every day. This might include keeping workers safe from exposure to dangerous materials. One area that we know can present consistent challenges is the rigorous compliance standards for proper management of hazardous chemicals in the workplace.

OSHA reports that over 43 million American workers are exposed to hazardous chemicals on the job every year. From a regulatory compliance standpoint, the OSHA Hazard Communication Standard (HazCom) can be difficult to manage without some help. We know that the effort is worth it because some of the injuries that we see from chemical exposure can be life-changing.

One recent example of such an incident came from a school district insured by SFM.

During the summer, an employee was cleaning lockers using a solvent designed to remove graffiti and other marks. The product’s label contained warnings about health hazards, but the employee did not adhere to them. The worker was wearing gloves but did not use the recommended ventilation or respiratory equipment. As a result of the exposure, this individual experienced dizziness, breathing difficulty and a body-wide tingling sensation — ultimately requiring hospitalization via ambulance.

To make such risks more manageable, SFM has identified a vendor that offers valuable tools that facilitate compliance with industrial hygiene standards. Through a partnership with SFM, Velocity EHS has made its MSDSonline product available to our policyholders at a discount.

Their solution includes:

• Safety Data Sheet compliance
  The solution has an SDS database that is constantly updated, giving you confidence that you always have the most up-to-date information about the chemicals your teams use.
• Right To Know compliance
  A solution is available that works across multiple platforms, including mobile devices, and provides 24/7 access to critical information.
• Secondary container labels
  Simplifies the labeling process for each hazardous chemical that is dispensed into smaller containers. Labeling includes all required elements and pictograms including the PPE (Personal Protective Equipment) that must be worn while using the chemical.

If you are interested in learning more about MSDSonline, review the industrial hygiene listings on the safety products and vendors page.

It’s more dangerous to work in a hospital than to construct one.

That’s according to the Bureau of Labor Statistics data on non-fatal injuries by occupation.

Although construction has a reputation as a high-risk industry, workers in hospitals and nursing homes have higher injury rates than workers in manufacturing, construction or logging.

See the chart below for the comparison of injury rates by occupation.

Who is being injured?

Source: Bureau of Labor Statistics 2017 incident rates for non-fatal injuries per 10,000 full-time workers.

How are health care workers being injured?

In its February 2018 Work Comp newsletter , the Minnesota Department of Labor and Industry reported on the sources of injuries in Minnesota hospitals in 2016:

• Nearly 60 percent due to overexertion
• Nearly 20 percent due to slips, trips and falls
• Nearly 10 percent due to violence

Thirty percent of the injuries directly involved a hospital patient. Of those injuries involving a patient, the majority were due to overexertion while lifting or moving a patient.

The second most common cause was intentional or unintentional violence by the patient. Health care workers face some of the greatest risk for workplace violence. See our De-escalation Team Training – health care resource for information on de-escalation tactics in health care settings.

Strains and sprains account for more than half of all health care injuries reported to SFM. Many strain and sprain injuries occur while manually lifting and transferring patients. Fractures and contusions made up 19 percent of injuries, and punctures and lacerations were another 17 percent.

See the chart for the types of injuries sustained by health care workers.

Source: SFM 2007-2016 health care policyholders claim data.

Some groups at more risk

Nursing home workers and other types of health care professionals have higher injury rates. Home health care workers face additional challenges due to their unique working environment.

Safety in health care faces another challenge due to an aging workforce. The U.S. Department of Labor reports that the average nurse is now older than 50 years old.

When health care workers over the age of 40 are injured, their claim is 76 percent more likely to be an expensive lost-time claim, where they are unable to return to work quickly. Older workers are at high risk for serious injuries due to lost muscle strength and other factors. Their more severe injuries and slower recovery times result in claim costs 2.4 times higher than for younger workers.

For more data and tips on how to reduce lifting injuries, download our occupational injuries in health care fact sheet .