Posted By Stephen Close I have a problem where I try to make staff wear the PPE but they very rarely wear it. The biggest problem is Hearing Protection. They have about 5 different choices of hearing protection but still do there best to avoid wearing it. I have explained what happens to their hearing over time and shown them how to properly install the hearing protection. The only avenue I seem to have is to start disciplining them. Has anyone got any good ideas.

Posted By karina brady1 I have the same problem on my site. Everyone puts their helmet on when they see me coming and take it of again once im gone. Also problems with getting employees to wear eye protection and ear protection.

Posted By Catman Hi Stephen It might also be worth mentioning the specific duty in the Control of Noise at Work Regulations 2005 Reg 8(2) for employees to wear it. (in addition to the general HASWA duty) Cheers TW

Posted By Dean Cross For hearing protection, it depends on what their exposure is. As stated in the control of noise regs: The duty to provide hearing protectors depends on the exposure levels: Where employees are exposed between the lower and upper exposure action values you have to provide protectors to employees who ask for them but the Noise Regulations do not make their use compulsory. Where employees are likely to be exposed at or above the upper exposure action values, you have to provide hearing protectors. Regulation 8 requires you to ensure the hearing protectors are used and requires your employees to use them. Under regulation 10 you will need to provide information to your employees about the protectors and how to obtain and use them. Therefore if they are exposed to at or above the upper action value and aren't wearing the hearing protection then disciplinary action is a way to go as you have to ensure they are being worn. I would say this could also apply if its company policy to wear them, regardless of their exposure. Needless to say they should be trained in there use and be educated on the effects of noise.

Posted By Bobbie It's a behavioural safety issue. Scaring them with regs, or the sack just won't work. Maybe get a survey done and mark out the areas in the premises in relation to noise levels or hearing damage thresholds then advise the workers must do, should do and discretion for individual noise protection.

Posted By David Bannister It appears that some of the postings here relate to a policeman role rather than advisory to company management. I would normally expect line management to enforce site safety rules (including use of PPE). If line managers fail in this duty then the organisational attitude to safe and healthy working needs addressing. If H&S professionals revert to the enforcer role then our status and effectiveness is likely to be lowered, in my opinion.

Posted By John J Stephen, You will probably find that you are not the only one telling them to put their gear on. I had a similar situation with LEP and when I spoke to the area supervisor and manager I was told that they had both spoken to the same individuals at separate times that morning and this turned out to be a normal pattern. We agreed that all instances would be reported to the supervisor who would note none compliance. The bonus with this is that although you will occasionally catch those who genuinely forget the frequent 'offenders' are quickly highlighted. It worked and All this was only done after we had done the risk assessment, appropriate briefings, training, selection of LEP etc I would also include inspection of PPE as a toolbox talk and get everybody to inspect theirs and sign for its condition. It makes those who use the 'Duck and Cover' method aware thatyou can prove you issued PPE and are aware of its condition, John

Posted By Tabs Incentives. Not just for the users, but for the managers too. Make it clear that this is a manager's job and that good managers will be rewarded - and that good managers can reward the users. Get the big boss to offer them something they want - upwards comments on reports (best, 2nd best, etc) or half day off, etc. Most managers have a hard time somewhere along the week/month and they normally get around it by getting help from their lads - who then are treated more leniently at the time that they need help (overtime, holiday cover, etc). Make hearing defence a currency.

Posted By Merv Newman This is not just a thread. It's a braid ! So many opinions, from repeating the legal situation (which we probably know) to the differences in safety cultures (Brit/Japanese), with a passing swipe at management responsibility versus the H&S Rottweiler. The Japanese usually have very clearly defined, written and communicated standards of behaviour as well as the consequences of not conforming. Such standards apply to all hierarchic levels. And they are enforced. Everyone knows where they are and what will be the results. The larger American or multinational companies go the same way. British companies are much more fuzzy. There will be a safety policy, standards and procedures and so on. But they are rarely applied rigidly and the consequences of non-conformity can be quite random (or fuzzy) A Japanese manager with a poor safety record or a poor production performance in his area will soon become a "window man" (nothing to do but look out of the window) A British manager will still get on if his production level is OK. The odd serious injury will be put down to "pilot error" The Brit is rarely penalised for "failure to motivate" So, going to disciplinary procedures is, IMHO, an admission that you have failed to motivate, that you have NOT YET tried everything. I am not advocating that we do away with punishment. The trouble is that the only person ever punished is the victim (or the non-conforming employee) Have you ever known a supervisor or a manager disciplined because of an accident in their area ? I have. And even a plant manager who lost his job after the third LTI in 12 months (250 employees) That really concentrated minds on H&S. But it rrarrely happens in the UK. Most of you know that I am a strong supporter of BBS (once you get the other things in place) Carrot is the wrong word. "Stroking" (in the psycho-social relationship context) is better : Recognition, Reward, Reinforcement. Right. I'm off to get dinner going. (lemon sole en pacquette with a butter/lemon sauce and a few herbs. Maybe a bottle of Meursault) A demain. Merv

Posted By Catman Merv Totally agree with your stance on this. Was bitten once though when we were implementing a BBS, successfully in an old west of scotland business with a very macho employee culture. We had one repeat offender and I tried everything short of discipline. I was subsequently informed that he had suffered a very serious accident, preventable of course, which was down simply to the guy not doing what he had been trained to do and frequently reminded to do. Cant go into more detail as it would not be difficult to identify him. Simply, from that day onwards I decided in extreme cases I would rather go against my positive principles than watch somebody get hurt. Yes I know it would be easy to say our BBS must not have been working, but people do not always fit into some clever persons formula, and they often dont respond in the way you think they would. IMHO, we need to be careful of making less experienced safety practitioners think that discipline is a taboo subject and they are failing if they use it. That being said, in almost 12 years doing this I have been involved in 3 disciplines, something which I am proud of. We get it right most of the time. Does not matter how experienced anybody is, you will never have walked a mile in everybody elses shoes. Cheers TW

Posted By Adrian Watson Dear all, On balance, I find this thread rather sad! Why do people resort to punishment as a first response; punishment only works if people believe it to be just and reasonable. If is not just and reasonable it only breeds resentment and antagonism. I believe that until you find out why the workers are not using hearing protection you will not resolve this issue as there are many reasons why people do not wear PPE. Individuals could find it uncomfortable, inconvenient, embarrassing or believe that it is either not necessary or that it is not effective. Each of these responses, would warrant a different response from you. Once you find out why you can take the appropriate actions. Whilst I do not know your organisation I have visited many work-places over the last three decades and seen many employers deluding themselves into thinking that they are doing the right things. I suggest that once you find out why people are not wearing hearing protection you should examine your organisational culture, your behavioural reinforcement mechanisms and evaluate your training system. Telling people "hearing protection is important - wear it" and allowing people (especially managers) to walk through the area without wearing hearing protection sends out a clear message - and it is not the one you intend! In summary - investigate first then plan, do, check and act! Regards Adrian Watson

Posted By martin gray1 Hi Stephen like most of us I have suffered the same problem. I have even had problems with supervisors not wearing hearing protection. I have now enlisted all 12 supervisors on the IOSH working safely course and even managed to get 70% government funding! I have also started to get the supervisors to do the disciplinary actions against offenders. This makes it very difficult for them not to wear their own hearing protection. Hopefully when they do the course they will understand the problem even better and the safety culture will work downwards. MG

Posted By danny28 Well, You might want to stop the work for safety time-out and gather everyone, include the management to get involved to watch a video on safety hazards, which explain the side-effect of noise at work. Also, explain to them that it maybe one of your company house rules and get a legal document for them to sign as a prove that they aware of the hazards. regards, Zulhairul Shah www.onlineearnmakeeasy.com

Posted By Clare Gabriel Stephen will contact you directly but it is a tricky one - be aware that the HSE will lose patience if they come into your Company and you are not able to demonstrate that you have enforced the hP programme.

Posted By I McDonald Got to agree with Eric. People need to understand that consequences for their actions can be both positive and negative. Lets face it, it is negative for the employer years down the line when best efforts have been made, resources committed, training, re-fresher training, etc - stands for nothing when the consultants med report suggests likely cause exposure to high noise levels at work. Never seen a consultants med report that states IP was pig headed and thought they knew better. Individuals who persist in breaking the rules require disciplinary action proportionate to the offence. HSE/EHO would expect nothing less - why should we? Ian Ian