Document wg8ZE03v3aB4Da61nDR3kG2Bo

. ,.dfX ]i offer > is -me list: Stock No. 022.29--I 02229--2 02229--3 02229--4 02229--5 02229--6 02229--7 02229--8 02229--9 02229--10 02229--11 02229--12 02229--13 02229-->4 02229--15 02229--16 02229--17 02229--18 J29--19 02229--20 02229--21 02229--22 02229--23 02229--24 02229--25 02229--26 02229--27 02229--28 022.19 Hindi numbers. IAGO 11. ILL. 021.29--21 National Safety Congress Transactions VOL. 22 1959 m ii ? > * i m PULP and PAPER; PRINTING and PUBLISHING I i NATIONAL SAFETY COUNCIL 425 NO. MICHIGAN AVENUE CHICAGO II, ILLINOIS =i CONTENTS PULP AND PAPER SESSIONS Report of the General Chairman.............................................Robert G. Belknap 5 Blood and Tears.........................................................................Harry H. Saunders 5 The Personal Touch....................................................................... Robert D. Gidel 8 Labor Looks at Safety............................................................... John W. Shank, Jr. 14 Training Mechanical Saw Operators...............................................E. N. Denison 17 The Use of Brainstorming in Your Safety Program................ William H. Stubbs 18 I Am Sick of the Three E's............................................ .Charles R. Zeskey, -Jr.~ 22 Hearing Conservation in Industry.............................................Dr. Roger B. Maas 26 The Relationship of Training to Safety.......................................J. E. Monaghan 32 Injury Case Studies............................................................................... A. B. Barnes 35 Edward Benton Fritz Memorial Award...........................................A. Scott Dowd 37 Are Employee Incentives Necessary?.............................................Roy E. Johnson 38 Power Saws in Logging......................................................................... Will Ruseh 39 PRINTING AND PUBLISHING SESSIONS Information, Please (Panel Discussion)................................................................. 42 Fire Prevention in the Printing Industry.............................................Jack Stroube 43 Safety in the Sixties for the Printing Industry...........................Walter McAtdle 48 Officers of the Pulp and Paper Section, 1959-60 ................................................... 51 Officers of the Printing and Publishing Section, 1959-60 ..................................... 53 Other Volumes in 1959 National Safety Congress Transactions.............. Back Cover PULP & PAPER REPORT OF THE GENERAL CHAIRMAN By ROBERT G. BELKNAP Personnel Mgr., Bemis Bro. Bag Co., East Pepperdl, Mass. In case there is a question in anyone's mind, we did make progress this year. In fact, the Section has so many projects un der way, it is difficult to compile a report About the time you pinpoint a project you find out it has been forwarded to the next step. This can be disconcerting when you are trying to meet a deadline for a report to the Industrial Conference. I can tell you people that the Pulp and Paper Section has the most dedicated group of-men on the executive committee of any section in the Council. But what can we look forward to in the future? I think this coming year will see the completion of the Pulp and Paper manual. We have waited a long time for this manual hut its value to our industry will be worth all the time and effort. We will also see several new data sheets issued. (there are twelve in the works), new safety instruction cards plus older mate rial brought up to date. More companies will participate in off-thejob safety, largely as a result of our off the job committee's work. The target program of safest industry in business is being adopted by both companies and unions. This is a real goal we all want to reach and more effort should be given to this program. Membership continues to be a problem; however, the section is actively working with the Council to obtain new members and keep present members. Two or three of the companies which had decided to caned their membership have reconsidered. Our new membership committee should show positive results this coming year. You will also see some changes in our Congress program. A study is being made to see if we can not streamline our sessions in order to make the Congress more val uable to ourselves and our companies. These are just some of the general proj ects requiring the attention of the Section. There are many more being carried forward by individual committees and time does not permit me to mention all of them. To all the members of the Section, the executive committee and particularly the other general officers and the staff repre sentative, thank you for your cooperation and your work this year. It has been a real privilege and pleasure to have been your General Chairman. BLOOD AND TEARS By HARRY H. SAUNDERS Vice Pres- St Joe Paper Co- Port St Joe, Fla. The high degree of civilization that we enjoy today, and through all the ages of advancement has been built on blood and tears. Christianity started with blood and tears when Christ was crucified on the Cross, and has survived and grown on the same formula. Let us not forget that our re ligious freedom was bought with blood and tears, and that peace, shaky as it is, was bought with blood and tears. We should never forget that our Ameri can heritage was bought with blood. We are a careless, easy-forgetting people; but we should never forget that the wonderful way of life called Americanism was forged in a crucible of blood and tears. S 1959 National Safety Congress History does not tell us how many lives were lost in the building of the pyramids, the building of the great wall of China or the many other outstanding projects which were constructed in ancient times, a ma jority of which had their places in building the foundation for our present civilization. But we can be assured that they were built on blood and tears. We do not know how many lives it cost per mile to build the first railroad linking the Atlantic Ocean with the Pacific, the building of which advanced our civilization so rapidly. We do know that the cost in lives was tremendous. We do know that in our generation dur ing this century we built the Hoover Dam at a cost of 110 lives and the Colorado River Aqueduct at a cost of 80 lives. The Key West Extension--built across the Keys from Homestead to Key West, Florida, by the Florida East Coast Railway--was con structed at a cost of 1} lives per mile. The Panama Canal cost 1,219 lives--a cost of 24 lives per mile. All of these things contributed to civiliza tion as we now have it. But just because our civilization was built on blood and tears is no reason why we have to operate it an blood and tears. We are shedding blood and tears every hour-- on our highways, our manufacturing plants, our everyday life--all without adding one iota of progress to our civilization. True, some blood and tears are bring shed for the advancement of civilization--some bring shed in some parts of the world for the advancement of Christianity. But most of it is bring wasted by our idolatrous worship of speed--carelessness--thoughtless ness-over indulgence--or by the "I know it all, don't tell me anything" type of indi vidual. If blopd must be shed. let it be done for the building of civilization or Christianity, and not for their operation. When I was invited to make this talk, it was suggested that I might want to tdl you something about what we had done, were doing and expect to do at St. Joe. After completing our expansion program we really got started on a safety program in 1954. We hired a competent Safety Di rector. First came the work of correcting conditions which had existed for years or which had been created during the expan sion program. We started selling safety to the employees through effective communica tions and action. We feel that the most out standing feature of our program is the method of communication. Each month the safety department develops a new theme, stressing one or two subjects that apply to the majority of mill personnel We try to present these subjects in an interesting way. A plan of the meeting is developed, typed and presented to the vice president in charge of operations and to the production man ager. A general safety meeting is held each month, and all department heads and as sistants are required to attend. This meet ing is conducted by our vice president in charge of operations. Minutes are written in such a manner, that they are used by the department heads when holding meetings with their foremen. Minutes are taken at the department head meetings and sent to the foremen to use in conducting his meet ings with the employees. Minutes are made at these meetings and distributed to all supervisors throughout the mill. This method of communication tells top management and all supervisors the problems that exist among the rank and file: We try to act on all good safety suggestions. Top management--from our president on down--gives our safetydirector and his safety program their 100 per cent cooperation. All of this is paying off--in 1953 our frequency rate was 18.66. In 1958 this rate had dropped to 24t4. Up until this year we have not pub lished a company magazine: One of the de ciding factors in making our decision to start such a publication was our feeling that it would offer additional means of selling safety, not only to the worker, but to his entire family. We sponsor the noon radio news broad cast each day*. So much of the sponsorship time is devoted to safety, and the National Safety Council is quoted so frequently that I am confident if you asked the radio au dience who sponsors the daily news broad cast that a majority* of them would tdl you that it was sponsored-by the National SafetyCouncil instead of by the St Joe Paper Company. It would seem that when you, as the safety director, have made sure that your 6 for years or lg * > expanlii( /fety to e ctshmunicathe most outjgram is the ,ch month the i new theme, that apply to sL We try to teresting way. reloped, typed dent in charge xhictkm man- is held each leads and asd. This meet: president in s are written re used by the iing meetings are taken at s and sent to ting his meetutes are made -ibuted to all 1. This method magement and at exist among tct on all good igement--from es our safety rar 'heir 100 $ j paying ate was 18.66. to 254. ave not pub)ne of the deir derision to ur feeling that ans of selling :er, but to his 6 news broadhe sponsorship d the National frequently that the radio auy news broadwould tdl you National Safety St Joe Paper l you, as the sure that your Pulp and Paper Industry mill is mechanically safe; when you have company policy or from legislative acts, installed all possible safety equipment; when where we will have to say to an employee, rou have patiently pointed out all the pos "Now, please don't get hurt" on one hand, sible danger points, that you could rear back; and on the other hand we will say, "But place your feet on the desk and have less if you do get hurt; look what you get" to do than anyone else in the mill. Un And I am not so sure but that we are be fortunately, it does not work that way. If ginning to approach this point. you are going to have a good safety record, you have to be the busiest person on the job. You are not like a tour boss who, at the end of his shift, can forget the job until the start of his next shift--you can never forget your job. You have to be an expert in first aid--you have to be a teacher--you have to be a counsellor--you have to be a diplomat--you have to be a father confessor --you have to be a psychologist--and above all, you have to be human. Sometimes yon have to have the courage to argue with management. Brother, you have a job. In an effort to make our employees safety conscious, most of us have employed all kinds of gimmicks and gadgets. We have employed friendly rivalry between depart ments. We have offered prizes, dinners and what have you. Certainly roost of us are willing to try most anything to improve our safety record. I am wondering where this is leading us. How long will these methods continue to be of value? Is it time From 1940 until 1954 I was directly re sponsible for safety at St. Joe: I had a few other responsibilities, such as the operaturn of the mill--costs--purchasing. During the war I had at times such added re sponsibilities as wood procurement and deal ing with WPB and OPA. I am proud of the accomplishments made during those years in all phases of the operation except safety. It's not easy for me to stand here before yon this afternoon and tell you some of the things that I am going to tell yon. Blood and Tears! Our safety record during those years was far from good, and I was directly responsible. How I wish now that I bad spent more time--more effort on safety. Have you ever had an employee drawn between an empty reel and red drum, a space of not over 4 to 6 inches, and have that crushed body dropped to the base ment? that we were turning our thinking to things Have you ever had an employee cleaning along more fundamental lines? ashes from a 250 foot smoke stack and When an employee is injured, all of us have him covered up by hot ashes falling want to do everything that we possibly can on him? for him. There is hardly a session of any Have you ever bad an employee caught state legislature that a bill is not intro between the shear point of the counter duced to increase the compensation rate of weight and the bed of a crane? pay and to increase the number of weeks Have you ever had an employee get compensation is to be paid, even though knocked into the woodyard Some; go np the the employee may have been injured by his conveyor and pass through the barking willful negligence. Some of these are justi drum? fied and are not objected to by industry. For Have you ever had a girl friend? I mean example, at the last session the Florida one of the six or seven year old variety? Legislature increased the compensation rate from $30.00 to $36.00, and from 16 weeks to 26 weeks without objections bring raised by the pulp and paper industry in Florida. It was not because we were not interested or that we did not know what was going on. We did. The kind that your wife would approveof? Her Daddy worked in one of the local stores --you were impressed by bis willingness to work and apparent desire to better himself, so you- gave him a job in the milL Dae to his inexperience you start him out as a painter. He makes good cm that and you The pulp and paper industry takes a very transfer him to the meter department and active interest in all legislative matters and find that he is a natural for that depart t am proud of our record in the legislature. ment Your own daughters have married But I do want to sound a word of warning. and moved away, so you and your wife Let's not wake up some day and find our sorter adopt this little girl friend. At Christ selves in the position, whether from our own mas time you make an effort to give her 7 1959 National Safety Congress something special. You remember her birth day. When you go on a trip you always try to bring her some little something. You grow to love her and she has a very' special place in your heart And then, have you had to go to her and tell her that through no fault of his own that daddy was killed in your mill? Blood and tears--I have sweat the blood and I have shed the tears. If any of these or similar things have happened to you, then you know what I mean. If they haven't happened to you, use everything at your command to see that they don't. It could happen to you--don't let it When you move on ahead to other duties, and safety is no longer your responsibility', you will be far happier if they haven't happened. Safety in the Sixties--what a wonderful challenge. What a challenge to management What a challenge to you. True, we will have many new problems, and we will still have all of the old ones. But it can be done--Let's accept the challenge. Let's oper ate our civilisation in the Sixties without blood and without tears. I am sure that all of you have heard many times the slogan, "It's what's up front that counts." That is not applicable when it comes to safety. If we are going to accept the challenge and have Safety in the Sixties, it's going to be what's on top, and how we use it. that counts. I cannot tell you how to prevent accidents, but I can ask, "Are you using what's on top to prevent the blood and avoid the tears?" THE PERSONAL TOUCH By ROBERT D. GIDEL Chief, Division of Safety Standards and Services U. S. Department of Labor, Washington, D. C. Reason and logic fly out the window when a human is personally involved with a situation. Yet, to make the most im pression on one you must personalize your pitch to his interest. "What's in it for me?" is the first thing you'll be asked. If his reason and logic have flown you'll somehow have to attempt to supply him with some of vour own making. If it hasn't flown, then you still have to com pete with all the diversionary elements our modern civilization prorides in order to get through to him. Our ancestors, not so far removed, would -be sure some evil influences were taking over if they* could see what is being done at Cape Canaveral, and at our jet accommodating airfields these days. The men who pioneered in the safety field a scant 45 or so years ago, and those who got in the business when it got it's first pair of long pants, some 27 years ago, should flip at the concepts and re sponsibilities of a safety' man now as com pared with then. Even the terminology used now is out of this world. Yet, who could be con sidered other than an illiterate lout who did not comprehend a missile, an anti missile missile, an astronaut, a Sputnik, blast-off, count-down. Vanguard, Jupitor. Thor and an ICBM. We can't pick up the paper without reading about radiation fallout, mutations, and H-bombs. We initiate geophysical research years to learn more about the world in which we live and wind up knowing less comparatively than we did before in many' areas since we discover there is tremendously more to a subject than we thought existed previously. We aren't sure what to do with our money-. The cost of living index makes us cuss out the fanner, or the grocer, or the landlord, or others responsible when it climbs. If we wind up with an extra dollar we're afraid to save it since we may stand to lose 50 cents due to inflation. The buy now, pay later phobia has us all living years beyond our means. We're at a wonderful to r~~nagemenL T ) we will id we will still But it can be lge. Let's operSbcties without ou have heard what's up front .pplicable when going to accept r in the Sixties, p, and how we tell you how to ask, "Are you it the blood and ed now is out could be conirate Jout who ssr 'an antiut, -Sputnik, guard, Jupitor, paper without aut, mutations, :c geophysical .ore about the and wind up r than we did e we discover e to a subject reviously. do with our f index makes the grocer, or ponsible when with an extra e it since we lue to inflation. phobia has us means. We're Pulp and Paper Industry using up and enjoying today things we from being fired, then run him down In won't pay for for months or years. And, our car while he is crossing the street we conduct ourselves in the meantime as if we don't care whether we'll be around to pick up the tab. We report someone who mistreats an animal, yet give those we supervise the hose treatment We must accept or condition ourselves to the philosophies of the do-gooders, the joiners, the a-ginners, the conformists, the beatniks and various other ideologies and cults. We are in an era of the big bore and the goof-off. We are snowed under by repairmen who can't repair, executives whose minds are executing maneuvers on the golf course, school systems full of cinch courses for students, and mothers who spend their time in clubs saving the We spend our time sterilizing the baby's food, then leave aspirin and other haz ardous items lying around for him to snack on. We complain about retirement benefits being too low, then take no pains to keep from getting killed before we get a chance to use them. We're against gambling for money, yet put our lives up for grabs everytime we take the car out of the garage. world while letting their kids run wild. Experts on human behavior say we also We are hep to three day weekends, two share a dangerous tendency toward pat hour lunches and half day coffee breaks. tern thinking. That is, we base our judg The typical philosophy of the age is ments on past facts that stay no longer that of the young mother who was over be accurate. heard in a department store elevator the A man's judgment sometimes gets other day. She was telling her husband, warped when he faces comparable situa "If we miss two payments on the washing tions repeatedly. For example: we pass machine, and one on the refrigerator, we a railroad crossing every day for years will have enough money for a down pay and never see a train so we don't bother ment on a television set." to slow down and look any more. One Even teachers are passing the buck in day, whamo, and we've had it. their report cards on the students' per We drive through a certain intersection formance at school. Instead of saying the with a stop sign every day for years. kid is lazy, they note, "he needs super Practically never see another car so get vision to work well." Instead of saying in the habit of merely making a rolling the kid is a bully, they note, "he needs stop and taking off without looking. One help in learning to use qualities of leader day, whamo, and we've had it. ship democratically." Instead of saying the kid stinks, they note, "he needs guid ance in development of good habits of hygiene." When they note, "he seems to feel secure only in group situations, needs to develop a sense of independence," It means he roams in gangs. We have been so busy worrying about whether the kid has a pleasing personality and can perform graciously in the parlor that we have forgotten to teach them how to think beyond social chitchat, and the second martini It's also an era of double standards. We preach the evils of alcoholism, and are 40 pounds overweight We work on a machine for years with out a guard. We get our reflexes tuned to the cycle so everything is fine. One day, being human, our timing is off a little, or something unexpected happens. Whamo! Look ma, no hands! We grind tools periodically and regu larly for years. Never use goggles or a window guardBecause m"all"these years not one particle has gone into our eyes. One day, whamo, the 10 millionth sliver finally hits an eyeball and puts it out of commission. To put it in a little different vein, we make time with a redhead, from this we think we're a whiz with all redheads, and, We rave about high auto insurance whamo, we get knocked on our can by rates, then conspire with the repairman to the next one. fix a fender not covered by the policy. This is the story of accident prevention, We go on strike to prevent a buddy we can't base our judgment on past facts 9 >.v Kii&n- ' c jIiv. 'Xjflie" !- cllmi r' 'A: I !Hi 1959 National Safety Congress that may no longer be accurate. Now, script back with the pencil note "That's how can we get people interested in safety what's wrong with it!" when they have such current philosophies and as such, feel there are much more involved and important things to worry about than some dull, monotonous, rou tine such as "I.ook out or you will hurt yourself." We have to reach "The thinking man" as he reaches for his filter cigarette. They said it couldn't be done, but we have to do it. Too many safety programs are like this story; they bear no resemblance to the people they are dealing with. Our industrial injury frequencies have been dropping over the years but the total number of deaths and the total number of injuries has been reduced very, very slowly. Apparently, we must take a fresh look at the situation, our efforts and our colleagues, to see if we can change We have to learn to count down, and our techniques or enlist other forces to learn when to blast off. We have to get help us reduce this yearly toll. into orbit and make sure our transmitters work on a receptive wave length. We must have the energy and bounce that the "Playtex" people build into their product. Our problem these days isn't that we don't know how to prevent accidents. We have all the technical know how, the sys tems for recording injuries, investigating injuries, methods of training and super vision. means for providing mechanical safeguarding and all sorts of personal pro tective equipment and devices. We have ways of finding out the toxic limits for hazardous materials and we know how to set up controls to cover any situation. These are easy. New problems due to technological ad vances must be considered. A new dimension has been added to our manpower problem: the quality of our labor force. Brawn in a worker is no longer enough. Technological develop ments in the years ahead will demand a labor force possessing a high degree of skill and creativeness. Industrial change, whether increasing output, a shifting labor force, or new pro duction methods, usually means increased work injuries. This was vividly demon strated during World War 11 when greater production meant the employment of less experienced people, of older and younger Our main problem these days is getting workers, and women. the workers to want to prevent accidents. The problem is how we can plant a spark of self-discipline in every worker. During the next decade, we will have a similar situation, though we have no war. By 1965 the deficits in births arising out If we expect to do this, we must com of the depression of the 1930s will cause pete with every other media; radio, TV, a relative shortage of men in the prime movies, the newspapers, and imagination, working ages. in order to get through to the individual and personalize to him the need for look ing out for his well-being. We must con vince him that he must be safe as well as use a deodorant each day. He should protect his fingers and eves as he does his teeth, by brushing them with a certain toothpaste every morning, whiclrwill pro tect him even if he can't brush again dur ing the day and keep his breath kissing sweet. I noted the other day where an aspiring author sent a manuscript to an editor with a note, "The characters in this story are purely fictional and bear no resemblance to any person living or dead." As a consequence, our increased labor force requirements will have to come from the same groups from which it came during the last war. That labor force will rise by some 10,000^000 workers to about 79,000,000. There will be practically no increase in men workers in the 25 to 44 age group. About 4Yi million of the 10,000,000 increase will be younger men and women, 14 to 24. These future workers are in the nation's schools today. The rest of the increase. 5 million, will be men 45 and over and women over 35. If our economy continues to expand at recent rates, the gross national product A few days later he received his manu must increase more than 40 per cent, with 10 il note "That's nsl ) like this lblance to the l. rquencies have years but the and the total i reduced very, >*e must take a our efforts and ve can change 'ther forces to )H. :hnological ad- n added to our luality of our worker is no gical developivill demand a ligh degree of her increasing :e, or new proeans increased ividly demonI when greater ayment of less r and younger ive "ill have a II Jno war. hs-.ising out '30s will cause in the prime lcreased labor : to come from hich it came : by some 10,,000,000. There rease in men group. About ) increase will len, 14 to 24. n the nation's r the increase, and over and to expand at :ionaI product per cent, with Pulp and Paper Industry the per capita share of this product to Specialists thrive in many industries and increase some 25 per cent. occupational fields, but a safety man cuts These figures all boil down to the fact his own throat if he specializes. that our most productive population will Yet, I've seen countless "so-called" be decreasing while our less productive safety men who had one or two special population and the overall demand for ties and based their whole activities on goods and services are increasing. these alone. Then, they wondered why To keep pace with such a situation there are three essentials. We must: 1. conserve the manpower we have, 2. up grade its skill, and 3. increase its produc tivity. The techniques of a good accident prevention program will help achieve all three. The safety profession must be pre pared to help develop and conserve such a force. As I see it, we have at least three basic personalizing problems to keep us from ending up in the unemployment insurance lineup: l. we can personalize ourselves, to the times, 2. we can compete with diver they didn't get results, or were fired. Some of these guys are: the safety shoe fitters, the goggle prescribers, the inspec tors, the 5 minute talkers, the poster paster uppers, the film showers, the report writers and keepers, the frequency and severity figures, the committee setter up pers, the investigators, the job analyzers, the trainers, the cost figurers, the guard putter-oners, the blame placers, the chewer outers, and the paper shufflers. Just enumerating all these types indi cates how foolish it is to think anyone could rely on only a few of them to con duct an effective safety program. sionary elements by personalizing our message to our audiences, and 3. we can personalize to the boss and convince him we're not merely a luxury he can afford in a boom but can get along without when things slow down. Another point: I think we are really on very thin ground in our work as safety men. If management would ever really get smart and make: 1. their personnel staffs select and place on the basis of job requirements, matching personal qualifica Keeping in tune with the times is essen tions and abilities; 2. their supervisors tial to success in competing with diver train and supervise on the basis of the sionary elements to get the safety message individual elements and problems of the through to its audience. job; 3. their purchasers purchase on the It isn't easy to get through to people these days. You wouldn't try to sell a modern young girl a pair of high button shoes. You wouldn't try to sell a young hot-rodder on the benefits of his owning an old Essex. You wouldn't give your supervisors a five minute safety talk in Latin. Yet, in effect, you're trying to do all three of these things unless yon bring safety to the immediate personal level of every worker by relating it to current events, current problems, current interests, personal objectives and benefits. In other words, we've got to get our techniques out of this world, up with the stars, because that is where people are looking or their minds are functioning. We've got to make safety, for each indi vidual worker, as intimate to him as any thing else he owns, uses or covets. It has to fit like an old shoe to any and all basis of specifications considering hazards of materials, machines and equipment as well as operating specs; 4. their schedulers develop realistic due dates based on hu man as well as operational factors; 5. their layout, planning, and design men allow for the effective functioning of the human in the maze of the physical, me chanical and chemical environment; 6. their maintenance men set up procedures to keep machines, equipment and physical facilities operating safely and effectively; and 7. an effort to keep the physical, men tal and emotional capabilities of the human at a high level. If management did all these, the safety profession could fold up and fade away like the old harness manufacturers did. To make it more modern, the way the de mand for unmanned missiles is making manned aircraft obsolete. occasions he faces hour by hour, day by Fortunately, industrial management has day, on or off the job. not yet become so proficient that it 11 1959 National Safety Congress doesn't, at least, need a coordinator, or result front safety activities. Some of bird dog, to see that these things are these apply to personnel and others to actually accomplished. That's where we production. In each case, the activity is come in. printed in small type beneath the opera But to keep pace, many safety men must revise their philosophy and approach to accident prevention. If safetymen arc tions benefit in large type. This might be a guide for showing up better for your boss. to convince production minded, cost-con Modem technology has even compli scious management that they are more cated our traditional concept of accident than ersatz professionals, they must dis causation; namely, unsafe acts and unsafe play at least a working knowledge of the conditions. Improvement of human be most modern production techniques and havior is a great problem now, that is, principles of management. These include: attitudes, incentives, motivation and the human psychology, personnel selection like. But modem technology is creating and placement, job analysis, supervisory added risks which cannot be completely techniques, the physical sciences, training offset by improving human behavior. techniques, scheduling and planning, qual More and better engineering will be ity control, cost analysis, physical inspec needed to offset human physical and men tion and evaluation, records and reports, tal limitations. This requires research into investigative procedures and techniques, the extent of man's physical and mental maintenance schedules and procedures, capabilities and the adaptation of these technical research and analysis, layout capabilities and limitations to new con and arrangement of production facilities, cepts and ideas. Human engineering some specifications and standards, material and call it.' process flow, and materials, handling, and Man needs time and help in accom others. modating himself to new machines, new How much do you know about each of environments and to new ideas. Not only these subject areas? Are you up to date physically but psychologically. on them? Are they important to you? The experts on weapons have coined Our bosses are production and effi a phrase, "if it works, its obsolescent." We ciency minded. Certain things impress can adapt this, "if we don't work at them; others do not. We can't expect safety," many of us will be obsolete. I them to see everything our way and to have discussed some of the areas in which spend $10,000 on an item just because of we have made progress, and some of the the remote possibility someone might be areas important to future progress. hurt. I mention the following things we To help them appreciate the need for know, as a guide for future accomplish safety measures we must translate the ments: results of our safety programs into their language. "It you can't beat them, join them," the old adage goes. We have to conform to management policies, so if we learn to relate benefits from our safety programs to-operations benefits, we'll-be talking^their language. We must personalize the benefits of safety to management's interests as well as personalize the need for the worker to look out for his own well-being. How can we relate safety program ac tivities to operations benefits? 1. We know that the accident problem is no longer predominately a physical one. that it has to do with people; how they act, react, what motivates them, how to - maintain their interest and support in working, for all tfiings, their own welfare. 2. We know that safety doesn't stop at the plant gate. The safety training and education the worker gets on the job car ries over to the home, at play, and on the road. That is why it is so important that they get some safety education on the job. If a man is hurt on the road or in How did your safety program aid in his bathtub, he is just as absent from attaining production benefits? ; work as if he were hurt on the job. The sheets I have distributed list some 3. We know that we must get safety of the many operations benefits that can into the schools, colleges, apprenticeship 12 ties. Some of ar pthers to ti Activity is :ath the operac. This might better for your even compliept of accident acts and unsafe of human bet now, that is, ration and the 3gy is creating be completely man behavior, ering will be ysical and menes research into cal and mental tation of these S to new conginecring some lelp in accommacliines. new deas. Not only ally. ts have coined isolescent." We don't work at be obsolete. I ar<5 in which nd ne of the process. ng things we ire accomplish- xident problem a physical one, ople; how they them, how to nd support in sir own welfare. doesn't stop at :y training ami on the job carday, and on the important that ucation on the the road or in ts absent from on the job. nust get safety apprenticeship Pulp and Paper Industry programs, vocational education to educate and preserve our youth, since our youth are our future. 4. We know that you can't legislate safety. You can force compliance with certain bare minjmums, with continuous policing, but we need codes and regula tions to establish minimum standards. To do an effective job the employer and the employee must both be sold on its worth. There must be set up in every working establishment in the nation a continuing day-by-day safety program participated in by every employee. You cannot establish that by legislation alone. 5. We know that trade unions must take up their responsibility to promote the safety of their members. Locals should have safety committees, internationals should have safety directors to provide assistance and guidance to the locals. The unions should cooperate with manage ment in seeing that every job is accom plished in the safest way possible. 6. We know that even though more glamorous and dynamic developments oc cur, scientifically and productively, the same old horse and buggy causes of in juries will still be killing and hnrting most of the people. We'll trip over some thing, fall off something, be struck by something, take chances, not read instruc tions, go too fast for conditions or take short cuts. For example one thousand years from now they'll read of the joker who knocked himself off because he didn't know his rocket gun was loaded. 7. We know that you don't sell a busi nessman the idea of initiating a safety program just because someone might get hurt, or did get hurt on the job. They have to be convinced that it is good business; and there arc plenty of statis tics showing this. -- ---- In a survey by the National Association of Manufacturers in 1954, of companies having accident prevention programs, it was found: 1. compensation insurance premiums were reduced, 2. absenteeism was reduced--better place to work, 3. labor turnover was reduced--better place to work, 4. there was an improved effi ciency in operations, 5. there was a higher regard for the company in the community --better public relations, and 6. 90 per cent of these companies had employee representatives on their safety committees. From our past experience we can show that: 1. it pays to prevent accidents, 2. accident prevention is within the ability of any reasonably competent management, 3. the investment required is well within the means of any going business, and 4. the great majority of work connected injuries are practicably preventable. We have been nsing a lot of ideas and techniques in the safety field that we have not evaluated completely. We use films, posters, meetings, warnings, bnt we don't know the exact effect on individuals. We know that some individuals are affected by films or posters, but we don't know for how long a period. We have to develop better means of evaluating the effectiveness of various techniques. We must also learn if it is possible to detect beforehand how people will react to different environmental media such as noises, tension, temperatures, light, radia tion, automation, speed and the Idee. Industrial accident prevention is a dy namic business. It cuts across all lines: research, engineering, production, promo tion, and personnel. It must keep one jump ahead of industrial development-- and that's a little like trying to say how many children you'll have before you get married. Whether we continue to make progress will depend upon how we adapt to the present and prepare for the future. 1959 National Safety Congress LABOR LOOKS AT SAFETY By JOHN W. SHANK, JR International Representative, International Brotherhood of Pulp, Sulphite and Paper Mill Workers, Sartell, Minn. It is needless for me to tell you that the hours of work and raising the living stand International Brotherhood of Pulp, Sulphite ards of the workers. Had other party a and Paper Mill Workers has a great inter that time suggested working together fo: est in safety. Not to be conceited, but we safety, both would have been a bit wary o: have often supplied the initiative in sparking the motives of the other. the industry to take initial steps in com mencing a plant safety program. Also, we have offered assistance from time to time in cooperative effort to reduce accidents. I believe both management and labor, on occasion, have to take another look at all phases of safety to make sure that neither, falls into a state of complacency. These meetings do serve, in part, as a method of creating and maintaining interest. The prac tical aspect of putting safety into practice still remains on the home front and at the plant level. The basic aim of labor in safety does not change nor do the basic methods of ap proach to accomplish this aim. This is why the subject matter of safety sometimes is and must remain repetitious. There are, however, enough new developments in papermaking equipment and processing to necessi tate a new approach to some of the problems It was much later, after labor-manage ment relations had been well established ant both sides had begun to accept one anothe. as equals, that real progress has been mad' in establishing good sound safety program; I believe that not only do good labor re lations pay off in developing good direc safety programs, but that good labor rela tions contribute to safety in other wav; Where labor contracts provide shorter hours good wages and better working conditions then we can say that we have contribute to safety. Where labor contracts provid hospitalization and other group insurant benefits, there again we can say we hav contributed to safety. Where we have bee able to develop greater recognition of mu tual interest and respect and help promot better relations, then too, we have gained ii the field of safety. of safety. These new methods can create We believe enlightened management, gen new challenges and new interest There are erally, has many of the same interests i also changes in social and economic con safety programs that has labor. Forrest ditions of workers brought about by labor- Kimmell, safety and medical director of th management negotiations that sometimes re Sutherland Paper Company, Kalamazoe quire a new look at our safety programs. Michigan, in 1934, outlined what he felt wa It is interesting to note some of the prog ress made jointly by labor and management in the area of industrial safety. In the early days of industrial development in the United needed to organize and administer a goo safety program. Among other things, on of the basic needs he felt, was a goo foundation. States, it was almost taken--for granted He listed as the first component of tha that workers would be injured and some foundation: "Moral Obligation," with th times lolled as a result of accidents. Little following sub-headings: Employee relation attention was paid to the safety, health, and --public relations--company reputation- welfare of the workers. community responsibility. Labor can sub In the early days of union organization, scribe to all of these. In addition, we woul labor was as much interested in the safety, like to add and elaborate on one more- health and welfare of its members and their human relations. We feel that the mo; families as it is today. It was not always compelling need for safety is the preventio possible, in the early days, to reach these of loss of life. We feel that loss of an goals. Labor was engaged in a struggle for member of the body or any crippling an recognition and upon winning recognition painful injury is needless and should b had to be first concerned with shortening the eliminated. We feel that elimination of hu of ; the living standd either party at ang together for ten a bit wary oi er labor-manage*11 established and ccept one another ss has been made safety programs. do good labor reiping good direct good labor relar in other wavs, ride shorter hours, orldng conditions, have contributed contracts provide group insurance can say we have ere we have been cognition of muand help promote we have gained in m pnent, gensat. onterests in labor. Forrest E. al director of the any, Kalamazoo. I what he felt was dmblister a good other things, one felt, was a good omponent of that, jation," with the Employee relations pany reputation-- Labor can subddition, we would on one moreel that the most is the prevention that loss of any any crippling and s and should be limination of hu- Pulp and Paper Industry man suffering and misery to a worker and his family are all-important Mr. Kimmell listed as another element in the building of this foundation--"legal responsibility" and under this heading listed the following: state safety laws--state com pensation laws--state health laws. Again we can subscribe to all of these and just add a note or two. Labor has been instru mental, to a great degree, in obtaining such laws. We have been attempting to improve the existing law's and to increase coverages and benefits under the laws. We believe in strict enforcement so that workers who do not have labor union security will be ade quately protected. We know that in many states today the difference in workmen's compensation bene fits and the wages an employee would nor mally earn is too great We have in the past, and will continue In the future, to work toward the elimination of the great economic loss of a worker who may be in jured on the job. The loss to a man's family in income is great enough when an employee is only injured, but the economic loss sus tained by the family when an employee is lolled is terrific. The death benefit payable under workmen's compensation laws is no substitute for the earning ability of a living and able bodied workman. I might also add that the State of Wis consin was the first to pass a realistic and far reaching law regulating the field of health and safety of employees in industry. I believe that it might also be of interest to know that there were, until very recently, only 17 states out of 49 that provided weeklycompensation benefits of $40 or more, based on a percentage of a worker's wages. In cluded in this group of 17 are the three (3) states comprising our tri-state area of Min nesota, Wisconsin and upper Michigan. The third ingredient of that foundation, according to Mr. Kimmell, was labeled-- "economic necessity" and under this heading had the following: compensation and medical cost--lost production--high insurance cost. We have to agree that we, too, are inter ested in reduction of unnecessary costs. We know that high cost operations are not con ducive to good wages and working condi tions, and, therefore, from a strictly selfish point of view, we want these costs elim inated. We do feel, however, that work- men's compensation laws and the resultant insurance costs have given impetus to some employers' recognition of the value of safety programs. In this connection, I find one complaint that is registered quite often. I do not know if it stems from a cost standpoint or from a desire to establish a new record or break old records. The complaint I refer to is the intense desire to prevent a lost-time acci dent from appearing on the record. Some employers are quite insistent that an injured employee should return immediately to the plant after receiving medical attention and to continue to report for work for long periods, even though unable to perform his job. We are just as anxious to maintain a good record and to eliminate as much as possible the reduction in pay, but in some instances Tt wotild be better for the employee involved to remain at borne during the healing period. The payoff, in my estimation, was a com pany official who asked an employee to turn over his disability compensation check (for the loss of the tip of his finger) because the company had allowed him to report for work regularly with no lost-time. We, of course, hope that our members will rarely ever have to be the recipient of an insurance check in place of their regular pay check, and if the employers' insurance costs decrease we know that we are reaching our objective. You can, I believe, readily see that man agement and labor do not differ too greatly on what constitutes a. good foundation for a safety program. The ingredients that we have added and the greater emphasis that we place on some of the component parts of the foundation can be subscribed to by everyone concerned. - We. do have good safety programs in our area producing some fine results. It is my feeling that a safety program must contain union participation at all levels. If tins is done; I have seen good end results, in elim ination of accidents and most important of all, complete acceptance of the responsibility of safety by all of the employees. I have seen a member of the safety committee speak at length at a union meeting on mat ters of safety and receive applause when he had finished his report To me it indicates that the program is a success in every way 1959 National Safety Congress when the rank and file accept their respon sibility and show it in this manner. We have, on the other hand, employers who want only partial union participation. For some reason, they fed that safety is solely management's responsibility and that the employee or union participation should be only when and to what extent manage ment thinks it is desirable. This type of ap proach sometimes leads to a safety program that is less effective than one that is uni laterally administered by the employer. Employees desire to be fulltime partici pants in any program or to be left out entirely. They do not wish to be used as scapegoats. Under a safety program of lim ited union participation, employees are criti cal of any safety effort made by the em ployer, regardless of merit. They tend to become lax, both in respect to safety and performance on the job. Where this type of safety program exists, the subject of safety is rarely mentioned at union meetings and, if it should be, it would not be applauded but would be referred to in a critical manner. I know of one instance where the local union was critical of management because so many of the accident reports were labeled "personal cause." The practice had been for company safety personnel to review all re ported accidents and then make a decision as to the cause. During negotiations that year, the whole safety program was aired and this particular method of accident de termination was put an a joint participation basis. The number of personal cause acci dents remained about the same but instead of the union being critical of the company, they became an ally. The union took an active part in educating its members and reprimanding the workers, when needed, for unsafe work habits. I believe-such incidents should be proof that labor wants to be a full partner in the matter bf safety but must be gifen the op portunity to work in dose cooperation with management Given this opportunity, it then becomes our job to share our responsibility in the fullest development of any safety program. We do not want to be critical of the shortcomings of management without ac knowledging our own shortcomings. We know that even where management is com pletely cooperative, we have workers who are careless and negligent and must be trained and educated. We recognize this to be a big problem that requires diligence and perseverance and we are willing to do our part In this part of the program we can be helpful through our contact with the workers in the union halls and through a good active steward program. Naturally, the greatest emphasis in labormanagement safety programs deals with onthe-job or occupational safety. In this area, of course, ties the greatest direct responsi bility. We have the other area of safety to concern ourselves with--the off-duty acci dents. As labor and management through negotiations provide greater leisure time due to vacations, holidays, and shorter hours of work, the problem becomes more acute. We are sure we all can agree that suffering and economic loss is just as great, regardless of the cause of an accident or the place it happens. The terrific highway death and injury toll is particularly offensive. This particular fact was brought dose to home in our area not too long ago. Two delegates to a union district council meeting met violent death as a result of a highway accident as they were returning home. In this instance, the union lost two leaders. These same men were re spected highly by management and had been responsible for sound labor-management relations in their plant The loss was felt by both sides. The company had the problem of training new workers to replace these twe and the union had to seek new leadership. This helps to pinpoint the value of good safety education and good safety programs at all levels, if it will help to prevent loss of life and bodily injury. I am quite sure that what I have spoker to you about today is nothing new. It may serve as a reminder that there can be areas of weakness in any safety program. W< know that after years of progress and fin< results, the pace of continued improvement slackens. This, then, is the time that w< must remain doubly alert to avoid the pitfalls of human frailty. This I know yoi will do. You have contributed much towarc the security and the health and welfare oi the employees in the paper industry. I wash you continued success in the year: to come in making further progress along this line of endeavor. recognize this to ref Wence and rib. _/to do our program we can xmtact with the s and through a XL nphasis in iaboras deals with onsty. In this area. : direct responsiarea of safety to le off-duty acriagement through * leisure time due shorter hours of more acute: We hat suffering and eat, regardless of or the place it eath and injury v This particular home in our area egates to a union t violent death as lent as they were stance, the union ate men were reent and had been `-management re loss was felt by ha: \e problem rey A these two new leadership. te value of good safety programs to prevent loss of at I have spoken ing new. It may tere can be areas y program. We progress and fine ued improvement be time that we to avoid the pit'his I know you ited much toward 1 and welfare of industry. xess in the years r progress along Pulp and Paper Industry TRAINING MECHANICAL SAW OPERATORS By E. N. DENISON Manager, The Quebec Pulp & Paper Ass'n. Inc., Quebec, P. Q., Canada It might be well for me to give you a few language, it is known as "a line of com details of the average bush employee's back munication.'' ground, education and conditions under which he works. The worker of horse and buck-saw days was instructed in the basic working methods of bush operations by friends, close family relatives or even his father. The introduction of the piece work, mechanized hauling equipment and the mechanical saw have completely revolution ized the operations, which in turn have af fected his working habits. As a rule a jobber or foreman starts from the bottom of the ladder and is an ex perienced bushman before he gets a post of responsibility. However, additional prob lems largely due to the previously men tioned mechanized hauling, piece workers and the mechanical saw demand more and more of his time and on many operations some of his responsibility is delegated to a staff man, known as an instructor or demon If we consider the particular circum stances under which injuries occur, tye find that the relationship which exists between strator, who is usually selected because he is a good cutter and, above all, has the ability to instruct. the four common elements: work, tools, The following is a sample outline of nature and labor, takes a very different training programs used by our member significance on the logging operations when companies: compared to other industries. Opportuni ties for instruction or training on the job are somewhat limited. The fact that he is a piece worker generally leaves a man prac tically alone to solve his ordinary safetv and production problems and lack of formal education makes him less receptive to new ideas, new methods and new sets of rules He also believes that while someone else gets hurt, he can go on doing the same thing which brought grief to his fellow workers and still escape penalty himself. Before the camps reopen each season, a weekly training period is conducted. The agenda includes instruction in the **J" courses, St John's Ambulance first aid course, discussion on basic working methods related to jobs done daring the cutting, skidding, hauling and driving operations. Field representatives of the manufacturers of the most popular mechanical saws, mech anized equipment and explosives are in vited to give courses. The Lateiner Method--Accident Control Statistics are very useful and tell a very for Supervision course is also used ex interesting story. They can also be used as tensively in the industry. I had the pleasure a yardstick, providing we do not allow them of attending one of these courses con to deceive us. Of the total logging injuries ducted by Mr. Alfred Lateiner at Quebec, reported to the association in 1958, approxi Canada in 1958 and I do not hesitate to mately 70 per cent occurred to workers over endorse it Any foreman following it can- -- years of age, w-hich^dicate&Jhat^this^ jnot help but benefit group requires training as well as the younger men who are coming into the camps with practically no background of woods cutting methods. While a number of training aids such as posters) camp competitions, radio, T.V. pro grams, movies, etc are helpful, I believe that slides, filmed in the actual camp area, It is an accepted fact that training and safety are essentially the immediate super visor's responsibility and to say that it is a have resulted in stimulating the interest of foremen and workers in production with safety beyond expectation. new idea is somewhat misleading for, in es In one area, the slides are shown with a sence, it parallels very closely the most stop film projector which synchronizes the basic principle of employer-employee rela picture and recorded comments. The re tion--that of personal contact between fore marks, limited to ten minutes, are purposely man and their workers. In modern trade incomplete and, after the showing, the con- 1959 National Safety Congress ference leader calls upon the audience to discuss the slides, which are shown a sec ond time. It is a pleasure to report that the workers are keen to participate, and it was found that they continued to talk about the slides for sometime following the dis cussion period. In another district, the conference leader informed me that the guided conference and slides proved so popular in their camps that it became necessary to draw up a definite time-table because some of the men insisted on talking too freely. The slides are not the work of specialists and some programs are made to cover each phase of the woods operations. The camera man is an employee of the company who has a flair for photography and usually uses his own camera. A very good pro jector can be purchased from any local dealer for as little as $50: In campswhere a tape recorder is not available, I would suggest that a pick-up and some popular record such as "Aupres de ma Blonde'' be used for opening and closing the meeting. The conference method has unquestion ably given the experienced and inexperienced workers the opportunity to discuss their problems and exchange ideas. It also leads to a breakdown of existing barriers among men. In other words, it creates a' camp atmosphere in which the efficient worker will offer advice and guidance to the in experienced one, and as time goes on and we become more accustomed to using this method . of spreading information, more benefits should result, such as: 1. There should be a greater realization by our jobbers and foremen of their respon sibility towards both men and management 2. The fact that jobbers and foremen are required to take an active part in the dis cussions should increase their capabilities and their value to themselves and the com pany. 3. Because the supervisory personnel is called upon to voice company policies and rules, its status as a group will undoubtedly increase in the eyes of the workers. 4. Both foremen and workers should be better informed regarding management's thoughts and ideas. 5. The return of the "personal touch" should produce a more satisfied work force. I am'convinced that "supervisory train ing" is fundamental to any safety program, and my faith in visual slides as a means of furthering it might seem somewhat too high to those who have never had any per sonal experience with the subject. However, if you had the opportunity to follow the results of the conference method and home made slides on bush operations, as I have. I feel you would agree that my enthusiasm for the method is justified. THE USE OF BRAINSTORMING IN YOUR SAFETY PROGRAM ,,..... _........ By WILLIAM H. STUBBS Training Director, American Box Board Co., Grand Rapids, Mich. -* r - The better pan of this week will be spent These people who have safety work as by many thousands of people actively en part of their jobs carry on their campaigns gaged in safety work assembling here in Chi in their plants from day to day, and in most cago for the purpose of acquiring new ideas cases this activity falls in two areas: (1) and techniques which will improve their the physical, (2) the mental, or psychologi safety programs. They hope to be able to cal area. reduce substantially the number of accidents The physical area includes the obvious at and resulting injuries to the people in their tempts to eliminate the causes of accidents, respective organizations by applying these sudi as the installation of guards and other new ideas. protective devices, furnishing and using pro- 18 e goes on and rn. Jo, more is: ater realization of their respontd management, ad foremen are iart in the dis*ir capabilities s and the com- y personnel is ny policies and rill undoubtedly orkers. leers should be ; management's icrsonal touch" ied work force. jervisory trainsafety program, les as a means . somewhat too a- had any per fect- However, to follow the thod and homeons, as I have, my enthusiasm ') >UR ffich. safety work as their campaigns lay, and in most two areas: (1) , or psychologi- the obvious ates of accidents, uards and other ; and using pro tective equipment, written rules and regula tions to guide the behavior of the people, posters to illustrate accident hazards, and various other ways of pointing out hazardous areas. Some of these ideas are pointed, of course, at the second and most important area--the psychological side of safety, or safety con sciousness. If yon can't impress the impor tance of safety upon each individual, your safety program is doomed to failure. For example, a man who has not been mentally sold on safety will walk by or work around a hazardous condition many times a day without seeing it, because be is not safety conscious. Safety consciousness on the part of an individual is a state of mind and will vary with each person. One of the important parts of our job in safety work is to develop a favorable state of-nnnd in each individual, and one way to do this is to sell each person on safety. Selling safety is no different from selling any product, as far as selling prin ciples and techniques are concerned. Peo ple will buy safety for the same reasons they trill buy a washing machine, an automobile, or a fur coat. All of us have common de sires or needs. It is up to the salesman or safety engineer to find the basic drive which will motivate each of us, and then present his material in such a way as to motivate us in the right direction. For example, most people have a desire to lire and be healthy, so we point out the gruesome results of injuries to sell them on working safely. People also need recog nition, so we have awards, dinners, pictures posted, etc to bring their good safety results to the attention of others. People also like to compete, so we have contests of various kinds so that they may demonstrate their ability to others. There are many other approaches which will satisfy the individual needs, but the same appeal doesn't necessarily motivate everyone in the same way. For example, some people are extremely proud and their ego is inflated when they are given a hard hat to wear; while on the other hand, some bitterly resent them and complain that they hurt their heads, they are too drafty and cause them to catch cold, and even that they cause headaches. This latter type of reac tion, of course, presents a problem which we must overcome When we analyze our safety program to decide on the best approach to use, we must also consider the many barriers we en counter in trying to motivate each individual Probably one of the greatest barriers we face, not just from the worker in the plant, but also, I am sorry to say, from many management people, is their negative atti tude toward safety. For example I am sure you have all heard remarks like these, indicating this attitude: "My safety glasses fog up." "Safety shoes hurt my feet" "The guard slows me down." "Safety is a responsibility of the person nel department" "I told him a good marry times not to do that or he might get hurt" I am sure you could add many more to the list all indicating the person isn't sold on safety and is offering excuses for his actions. Another barrier we face is the "it can't happen to me" attitude. Still another is the fact that some people like to take chances, gamble, whether it is for fun, money, or even with their lives. If you don't think that is true, look at the accidents on oar highways today. If we can agree that we are faced with these and many other barriers to the accept ance of ideas to get people to work more safely, what can we do to overcome these barriers? How can we generate new ideas to make people more safety conscious? How can we think np new gimmicks, stunts, con tests, and other ideas to make working safely more attractive? Brainstorming can be used successful!}' in this area because it is a method of generating more ideas for the solution to a problem than most other methods. Brainstorming is a title of an organized approach to securing as many ideas as pos sible. The father of this approach to prob lem-solving is Alex Osborn, co-founder of the firm of Batten, Barton, Durstine, and Osborn, who found the technique very help ful in tiie advertising business. Brainstorm ing, or creative thinking, is an organized ap proach w-hich forces us to use our ability to come up with new ideas. The notion once persisted that if you weren't bom with this creative ability yon would never acquire it-- 19 ) /'r. 1959 National Safety Congress something like the ability to wiggle your tion in a more creative manner. We might ears. Some had it and some didn't, but there say it this way, "As one of the improve is plenty of evidence today to the contrary. ments, how can we improve our toaster to It is generally agreed today that most people have, to some degree, the ability to be creative, but most of us, unfortunately, have buried this ability under layer upon layer of judgment We have a tendency to bury our creative ability because society has placed a definite value on judgment and we keep toast warm?" We have pointed out a particular area for improvement, not in the present toaster, but an addition to the present toaster. litis idea, of course, has been done and we now have the warming drawer in some toasters. This is an example of the organized approach. want to be rewarded for our ability to make Now let's take an example of the free decisions. The ability to analyze and make wheeling approach. Let's re-state our ques decisions is very necessary', but we have a tion in this way, "What are some ways that tendency to forget that in order to analyze we can think of to brown and dehydrate and judge we must first have ideas. There bread?" After all, that is what we are doing is an opportunity on any job or in any situa in the present method of toasting. This tion for us to be creative. brings to mind an entirely different field of If we are going to be creative and come thought. For example, we may think of some up with new ideas, how do we go about it? ideas like this: There are two approaches to creative think Some other type of heat treatment (infra ing--the'organized approach and the free red, or some other means). wheeling approach. In the organized ap proach, a program of development aimed at improvement in a particular area is spelled out Small, but important changes are made, Some radiation device. Possibly a knife coated with a material that oxidizes bread after cutting it. step by step, toward those specific goals. Possibly an additive that we can put in Rules and procedures can be applied such as the butter which would oxidize bread when "state the problem creatively" and "get a it was spread on it. multitude of ideas." From these ideas, get solutions by the use of check lists and our best judgment This approach can be trained. An additive to put in the bread which would oxidize it on the surface and brown it when we cut and expose it to air. In the second approach, free-wheeling, we dream big and we think big. It is a thinking process which uses unknowns and then works back to reality. It requires a very free imagination. We also must use careful control over our censoring attitudes and judgment This approach can also be trained. For example, let's suppose this group rep resents an organization manufacturing ap pliances such as stoves, refrigerators, coffee makers, and toasters. Our competition is causing jus, some difficulty in our sales of toasters and we have the problem of how to make a..better toaster to improv^. our sales position. We can state the question in this manner, "What can we do to make a better toaster?" A question stated in this way limits ideas, since it confines us to thinking about improving the present product. We would all be thinking of ideas that would make the toaster look better, possibly have a better shape or better design. In some way we would improve the present toaster. Now this is free imagination. No judg ment is used at this point. Ideas should flow freely and we would not stop and judge each idea as it was presented. Another example of the free-wheeling ap proach to a problem is illustrated by the match. In olden days we started out with the old sulphur match, went to the kitchen match, then because of the danger involved, we did some creative thinking and invented the safety match. Not being satisfied with this new product, someone did some free wheeling and thought of the paper book match. But now another problem presented itself. Many people have had some ex tremely painful burns resulting from an ex plosion of the matches. Many companies have tried the organized approach to Im prove their book matches to eliminate this hazard. They have put the abrasive on the back and have always printed on it "Close Cover Before Striking." I have two ex amples of the free-wheeling approach which Nosv let's suppose that we stated the ques have a tendency to reduce the hazard from 20 jner. We might at'' "i improvee I /toaster to ave pointed out ovement, not in addition to the of course, has ire the 'warming lis is an example ?le of the frceystate our quessotne ways that t and dehydrate hat we are doing toasting. This lifferent field of ay think of some reatment (infra- with a material ring it we can put in dire bread when he bread which ace and brown it to air. ttion. No judgde hould flow j a. Judge each ree-wheeling apustrated by the started out with t to the kitchen danger involved, ng and invented ig satisfied with did some freethe paper book oblem presented had some exing from an ex itany companies tpproach to im:o eliminate this abrasive on the ted on it "Close ! have two ex approach which the hazard from Pulp and Paper Industry burning. On the first packet of matches Individual personality traits. For example, the cover is stapled shut at the bottom. The the lack`of drive in putting a solution to cover has two small half circles on side work, the fear of making a mistake or fool which, when removed, allow you to remove of oneself, we are not flexible in our think the matches from the side and protects the ing, we hold biased opinions, and we some heads of the rest of the matches when you times have the inability to relax. strike one on the cover. The second ex ample, which is a more recent one, has a cover which opens at the top and snaps shut after you have taken the match out so that the book of matches is completely closed when you strike it. In both of these in stances, someone used some very free-wheel ing imagination to arrive at this new paper book. Now assume we understand these mental blocks that may stand in our way, we have the incentive and the need for new ideas, and the climate is right, how do we get ideas started? Brainstorming is one of the many techniques. You may have a method of your own, but in any case, a prepared or planned program for approaching a problem will be better than a hit-and-miss method of When we are looking for new ideas, as thinking. There are many advantages to in these examples, we should create, not having a planned program, one bring that judge. Judgment is important, but it has you don't jump for the first idea that comes its {dace. That is after, not during the time to mind. Sometimes the 50th idea is much that ideas are bring sought Although judg better than the first. ment must eventuaUv-play-a -vital role m the creative process, it is best not to apply judgment simultaneously with the generation of possible ideas. Free-wheeling is desired, then judgment comes later. To brainstorm, a panel of not more than 12 members is selected and presented with a carefully worded problem. Then the panel, following certain rules, suggests solutions to that problem. Why do some people have difficulty in be ing creative? In most people there are three types of mental blocks that stand in the way of thdr bring creative: the perceptual blocks, the cultural blocks, and the emotional blocks. First, some of the perceptual blocks are those that include the thoughts, im pressions, and ideas we have that prevent creative thinking, such as the difficulty in isolating the problem (we can't see the for est for the trees), or the difficulty in not The rules the panel will follow are: 1. Judicial judgment is out Don't be re luctant to give your ideas because you may feel, someone may laugh at you. Give only ideas, not criticisms of what may be wrong with the ideas. Don't try to evaluate the ideas at this point 2. Free-wheeling is desired. The wilder the idea, the better. It is easier to tame down than think up. investigating the obvious, or over-emphasis 3. Quantity is wanted. The greater the on past experience ("it won't work; we tried umber of ideas, the better the chance of is before," and that type of negative think getting good ones. ing). 4. Combinations and improvements are Second, in cultural blocks most people sought In addition to contributing your have a desire to conform and don't like to own ideas, try to improve on the ideas that be different from others. It Is not polite to others give. This we call hitch-hiking. be tocrinquisitive siri's not ask embarrassing questions. We place too much faith in sta tistics and we have a tendency to achieve perfection, or nothing at alL Also, sane of u$ believe that fantasy is a waste of time. Today we have twelve volunteers who will brainstorm as a panel a problem that I think we are all faced with in safety work. The problem is this, "What ideas can we think of which should be a part of a safety pro The third, or emotional blocks, reflect our gram?" 1959 Notional Safety Congress I AM SICK OF THE THREE Efs By CHARLES R. ZESKEY, JR. Vice President, T. H. Mastin & Co., Kansas City, Mo. The question which seems to have been responsible for the invitation I received to visit with you here is whether or not we safety engineers are engineers. Those of you who read National Safety News six or eight years ago possibly observed that the line between canonization and castiga tion is very thin--and also that a series of statements, some of them exaggerated, by means of which I honestly attempted to suggest a means of improving our standard of living, were interpreted pretty much as the emotions and prejudices of the reader dictated. ----Somebody once -said that a man should never be ashamed of changing his mind, be cause that is only saying that he's smarter today than he was yesterday. Another man said, "No sadder proof can be given by a man of his own littleness than a disbelief in great men." Just to keep things straight, let me point out that I'm not opposed to changing my mind. On this particular subject, though, I don't see that it's necessary. In the second place, my philosophy--that safety engineers should primarily be engineers (and I don't mean "Human Engineers") was not in tended to belittle the "greats" in our pro fession in case there are any "greats." Essentially, everything I have said before on the subject was simply an elaboration on the criticism of an anonymous plant man ager who accused us of being impractical and meeting-happy. As you'll recall, this man wrote an article which was published in Occupational Haz ards magazine. I think the man was right in many, cases, and I simply attempted to prove it and to suggest a means of elim inating this criticism in the future. By "impractical," this plant manager said he meant this: we are frequently so en thusiastic about our own prejudices toward saving human life and preventing human suffering that we can't answer these five questions which any industrial executive is bound to ask if he's worth his salt: 1. How much will it cost? 2. Is there another way of doing the same thing which is cheaper or better? 3. Will it pay off? 4. How do you know? 5. What are the things that have to be done to get this brainstorm into action? Now the plant manager didn't say that the conditions to which the safety engineer objected did not require correction. He didn't say that he wouldn't comply with these recommendations. He did say that he wanted to know if the recommendations would correct this condition as economically as possible with proper regard to effective ness, permanency and the efficiency of hb operations. Here arc a few typical examples of safety engineers' recommendations. Let's see how they stack up against the plant manager's requirements: 1. An extra clean-up man because house keeping is bad--or a meeting to dis cuss housekeeping. 2. Hard-toed shoes because men have been dropping material or products on their feet--or a meeting to discuss material handling. 3. A cage around a sawyer in a sawmill because he was hit by a piece of metal the other day when the saw cut into a horseshoe that the tree had grown around. I've been in this business for over twentytwo years now--and I'm sorry to admit that these recommendations have been made by men who work for me. I've seen the same, or equally silly, recommendations made by other insurance company safety' engineers as well as safety engineers in private industry, but I'm on firmer ground when I can criti cise myself and my own organization. I say that these recommendations are typi cal and impractical, and that they don't come close to measuring tip to the type of sug gestion which we should be expected to submit to a half-way intelligent superintend ent or'plant manager. I also believe that if we're to be recognized and compensated on 22 ) f doing the same or better? that have to be orm into action? didn't say that safety engineer correction. He l't comply with did say that he recommendations . as economically ard to effectiveefficiency of his amples of safety . Let's see how plant manager's n because house meeting to dis- se men have been rroducts on their dr ^s material yer in a sawmill a piece of metal he saw cut into tree had grown for over twenty* rry to admit that e been made by e seen the same, Nations made by fety engineers as private industry, vhen I can critiganization. idations are typit they don't come he type of sugbe expected to gent superintendso believe that if compensated on Pulp and Paper Industry the basis of our abilities as safety engineers and the results of our work as safety engi neers, we're going to have to act and think and perform like engineers. What are the alternatives to these three recommendations: 1. An exhaust system which will elim inate the extra clean-up man, maybe even a second clean-up man; keep the atmosphere cleaner, improve illumina tion indirectly, assist in guarding points of operation, and pay for itself over a period of time. 2. A mechanical handling device of some sort which will not only protect toes, but insteps and liands and fingers as well; it will probably speed up produc tion. reduce confusion and perhaps eliminate an employee or two. 3. A tramp-mental detector, interlocked with; the"cdnvey-or systeii which will not only eliminate this particular haz ard to the sawyer and other employees, but will save saw blades. Please understand me: I'm not consider ing myself any great shakes as an engineer just because these suggestions seem some what more practical than the original ones. It seems to me they* should be obvious to any safety engineer who thinks, who wants to do more than wander through a plant and hold meetings and then go home and work in his garden. These alternative recommen dations will come doser to making sense with a practical, conscientious plant man ager. With these recommendations we can answer the questions he asks. And with these, we can do more than simply keep our people from falling down and straining their backs and smashing their toes and being splattered with flying bits of metal. We can be instrumental in improving the efficiency of the plant we service or the employer who pays our salary. We can gain the boss's respect We can improve our own reputation as an individual, the reputa tion of the group which we represent; we can increase our own professional stature; we can raise our standard of living to the level it deserves. So about meetings and the second "E," education? The plant manager said we're often "meeting-happy," and I have often tried to point out that the solution to strained backs isn't a meeting. The solution to eye injuries isn't necessarily a meeting. The solution to guards left off gears and belts and points of operation isn't a meeting. The solution to these problems isn't education, nor is it enforcement Let me digress for a minute and mention something which was called to my attention after the "Three E's" thing was published. The good old Three E's were originally dreamed up by a safety engineer who was concerned with traffic accidents. Engineering, Education and Enforcement were--and still are--the complete outline of a successful traffic accident control program. Engineering of roads, vehicles, traffic-flow control-'devices; education of drivers, pedes trians and law-enforcement officials; en forcement of traffic laws. But, somewhere back in our line of professional ancestry there was a blade sheep who adopted this idea in toto for an industrial safety program. And a lot of his fuzzy-thinking progeny have continued to accept it as Gospel ever since. Let's be realistic about this: enforcement may have had a place in industrial relations many years ago. But, you know as well as 1 do that the things you can enforce on employees today are precious few. For all practical purposes, there just ain't any such animal. And this is all to the good, because as far as aeddent control measures are concerned, we must--if we are to be success ful-make employees want to cooperate with us. Enforced cooperation just doesn't work, and probably doesn't even exist because un less cooperation is voluntary, it isn't coop eration. Well, so much for Enforcement as it ap plies--or doesn't apply--to industrial safety. Let's bury it and be glad h's dead. Getting back to meetings and-Education, I did not say and I shall never say that I'm opposed to meetings or that every meeting is a waste of time. I did say that I agreed that many of us are "meeting-happy"--that we use meetings and educational methods in many cases where simple engineering would be the logical solution. Take a horrible example which I have used before: a man strains his back in our plant while he's lifting a casting or a piece of millwork. To start with, maybe we go out in the plant--for a change--and lecture 1959 National Safety Congress him on how to lift. But then he, or some to the utmost, to design equipment and one else, strains bis back again on the same guards, to schedule material and work flow, job. and to control waste products in such a man So what's next? We become a big, bad policeman and grab down our out-of-date handbook on enforcement, go out into the plant and raise merry Ned with the poor guy with the sprung back Maybe even give him a three-day layoff and call his foreman on the carpet (That's really a way to get co ner that the "human failure" fattor would be reduced to a minimum Certainly we shall need educational assistance after we've done all this. But it will be assistance, and the proportion of assistance we shall need will be in inverse ratio to our previous success as an engineer. operation!). Or, if we lean toward the old- Another old ghost arises too frequently maid schoolteacher philosophy, we pull out and haunts me in letters of complaint and our little file with the "Education" label on consolation. It's the alleged 80-20 or 70-30 it and dream up plans for a big poster-and- or 90-10 ratio. Depends on who uses who's lecture campaign. If we're lucky that day, figures. Rather, who uses them incorrectly. we wheedle the boss into closing down the Most frequently I receive some such state plant for fifteen minutes and we give a ment as this; "The National Safety Council lecture (complete with pictures and charts says that 83 per cent of accidents result from we didn't draw* and a text we didn't write) unsafe acts and, only 15 per cent from un on "How To Lift"--all of which provides, safe conditions." And the next paragraph or in effect, an additional rest period for the two of the letter go on to the general effect lucky employees at a cost of several hundred that I sure am a dope not to know this, and dollars to the poor, unenlightened, reaction Oh boy I'll bet this shuts you up. ary plant manager who had the temerity to Well, It's entirely possible that I'm a dope call us "impractical." for expressing my opinion, making enemies Well, I've already suggested means by and not influencing people, when I could just which I fed that many material handling as easily be sitting at a comfortable desk in accidents can be prevented, but if you feel Kansas City. But it's just such silly letters that I implied that all of them can be pre as this and such silly catch-phrases as "The vented by applied engineering, then I failed Three E's" and such silly recommendations to make myself dear. I did say that I hoped as I've already mentioned that makes us to see the day when education would no members of a profession that rides around longer be the crutch upon which we rdy for in Chevvys and Plymouths instead of Cadil our negligible professional progress. Rather, lacs and Lincolns. And, as I have said, that Education should be a useful adjunct good food and nice living have a great ap to true Safety Engineering. I have also re peal to me. peated many times that everyone in my audi The Safety Council never said any such ence can undoubtedly pose problems which I thing as "85 per cent of all accidents are cannot solve by engineering means. One reason for this is that I'm not a very good engineer. But I hope to become a better one, and only by limiting my use -of the education "crutch" will I ever succeed. I have also been challenged frequently to design one angle process or guard by means of which, an individual cannot possibly get hurt Of course I can't do it Let's'not be childish. We're not in accident prevention work; we're in accident control work We're trying to control accidents--to reduce them to a bare minimum. caused by unsafe acts and only 15 per cent by unsafe conditions." What the National Safety Council does say is this--usually on about page 40 of the current issue of "Accident Facts:" In about 80 per cent al all accidents there is^an un safe act and in about 80 per cent of all acci dents there is an unsafe condition. In about two-thirds of all accidents there is a com bination of unsafe acts and conditions. In other words, the statistics show that about 20 per cent of all accidents result solely from unsafe acts; another 20 per cent result Certainly we cannot keep people from get solely from unsafe conditions; and about 60 ting hurt willfully. But that's an excuse per cent result from unsafe acts and un only a seriously incompetent safety engineer safe conditions. So this means obviously would use for not exerting his best efforts, that about 80 per cent of all accidents can using his ingenuity and technical training be prevented by some kind of engineering 24 equipment and rework flow, a mane xattor would i- Certainly we ance after we've e assistance, and e we shall need :o our previous i too frequentlv f complaint and I 80-20 or 70-30 who uses who's hem incorrectly, otne such statel Safety Council tents result from * <*nt from un- paragraph or he general effect J know this, and >u up. that I'm a dope making enemies hen I could just ifortable desk in such silly letters phrases as "The ecommendations that makes us at rides around nstead of Cadilis " have said, av /great ap- r said any such dl accidents are >nly 15 per cent ty Council does t page 40 of the acts:" In about there is an un dent of alFacddition, In about there is a cam! conditions. In show that about ts result solely 9 per cent result s; and about 60 e acts and unaeans obviously ill accidents can of engineering Printing and Publishing Industry action. To be completely fair about this, it also means that 80 per cent of all accidents could be prevented by educational means--by influencing the acts of people. So the question resolves itself into whether it's better business to make engineering cor rections or to try to influence people to act differently. I'm obliged to say that I think that the answer to that question is obvious. Essen tially, the correct answer Is that one which provides the most durable, the most efficient solution. What happens if you depend on correcting the acts of employees? They for get what they've been taught, they disregard instructions, they have emotional upsets which make them temporarily irresponsible, they suffer from fatigue. For this philos ophy, I'm indebted to the man who should know most about it; the director of Indusj.rial-Training of the National Safety Coun cil, Glenn F. Griffin. Another thing, remem ber that the teaching you do today becomes wasted effort when the employees you've taught move to different jobs. But what about an engineering revision? Here's what Bill Andrews who writes "The Diary of a Safety Engineer" had to say about it several years ago: "A guard is, compared with most things connected with safety, a definite, cleancut, straightforward sort of problem. "It's downright relaxing to get down to a matter of design--to think about the properties of metals, to study a process with a stop watch and visualize a revirion based on a difference in guarding arrange ments. "A guard, too, is a definite good. A speech may be or may not be useful. A poster's the same. A committee meeting may be a total waste of time. But a good guard fejalways a plus." Well, I could continue for a long rime answering criticisms to which I am sub jected every rime 1 open my mouth on this subject. And it's easy to speak interminably --and exhaustingly--on a subject in which one is interested. But- only one thing more, 1 think, deserves comment: What about nonrepetitive jobs? For example, what about such outdoor oc cupations as land-clearing, logging, public utilities work; operation of earth-moving equipment, mining? Should we bow our beads and say, no, these are not subject to engineering control; we have to train, we have to educate. Surely this isn't true. As far as I'm concerned, the "repetitive--non- reperirive" job distinction is just another catch-phrase and cannot be a sound basis for any long-range philosophy by any of us. What is now non-repetitive will become repetitive just as soon as the ingenuity and imagination of engineers can make it so. The coal-mole and the log gang saw are examples of this. If engineers had been stymied by this particular catch-phrase, there would never have been an Industrial Revolu tion. Slowly, but very surely, the engineer ing profession is going to be responsible for eliminating non-repetitive jobs; But isn't it a pity that safety engineers have had to rely so heavily in the past on other branches of engineering to solve their problems for them. Look at what we've had tossed in our laps: 1. The use of live rolls and other con veying systems as well as the increase in palletizing and the use of fork-lift trucks have added immeasurably to hu man safety. They were the brain chil dren of industrial engineers. 2. Safer and more efficient roads and bridges have been given to us by civil engineers. 3. Electrical engineers have given us the National Electrical Code which pro tects us on the job and at home and even while we're here; they have given us explorion-proqf motors and indi vidual motor drives. 4. Chemical engineers have been respon sible for safer cleaning and degreasing compounds, solvents and surface coat ings; and for lightweight, touch plas tics. ------- -- 5. Noise and fume control, automatic feeding devices, passenger and freight elevators, and factors of safety in all . types of construction originated with mechanical engineers. 7. The architects have given us improved illumination and ventilation, more un obstructed floor space in our plants. 7. And the metallurgists have developed the lighter, stronger metals on which we depend so heavily these days. 1959 National Safety Congress So we're pretty much in the debt o our cousins; we've depended on them to solve our problems with the ingenuity and research which we might have provided ourselves. So isn't it high time we started thinking for ourselves, using our own imagination, digging our way out of the rut which is likely to become our grave, breaking our bad habits before they break us; using our good sense and good judgment to provide durable, efficient means of preventing the human suffering and the economic loss whic is the reason for our being together today: I like to think of our problem this wa; and perhaps it will appeal to sotfte of you : much as it does to me: The man who built the first bridge ur doubtedly wasn't a safety engineer, but li did realize that the most efficient mear of keeping people from falling off th bridge ~ was to install handrails--not t station a man at either end to warn thos who were about to pass over. HEARING CONSERVATION IN INDUSTRY By DR. ROGER B. MAAS Hearing Consultant, Employers Mutual of Wausau, Wis. -- In the very well known and beautiful hymn, "For the Beauty of the Earth," is a stanza with the words, "For the sense of sight and sound." The author of the hymn is reminding us to appreciate the great gifts of vision and hearing, something which is most easy to take for granted. Hearing is only second to sight in its importance to happiness and well bring; yet, the conserva tion of hearing or concern for the protection of the hearing mechanism is almost com pletely neglected. Although we have always had the problem of deafness, it is only recently that the at tention and concern of industry- has been focussed upon it. The reason? Noise! The Twentieth Century has been called among other things, a century of noise, and noise deafness, lately, has become a member of the ever-growing family of occupational diseases for which exposed workers may be compen sated as a result of noise-induced hearing losses. Medical authorities now tell ug that noise levels in excess of 85 decibels may destroy the delicate nerve endings in the inner ear. Once this damage occurs, it is irreversible. Medicine or surgery cannot pu the mecha nism back in order. The majority of state legislatures are now studying and providing for some form of compensation for noise-induced hearing loss, but it isn't necessary to wait until this legislation is actually a reality in your stat< Hearing loss claims are bring paid in mos states on one basis or another. In spite of recent nation-wide attentioi given to the noise problem during the pas months and the great economic significane that noise will play by adding to the cost o materials or products made in noisy environ ments, it should be remembered that fac torv noise contributes only a very smal part of the total hearing loss and deafness it the United States. Previous to my work with Employers Mu tual Insurance Company, I was in charge o: hearing conservation in the Wisconsin Publii Schools, sponsored by- the Maternal ant Child Health Section of the Wisconsin Stati Board of Health. Our audiometric survey, starting in 1946 showed that between 5 ant 10 per cent of the school children in Wis consin had hearing losses. Three out of ev ery" 100 children were in need of medics'TM care for their hearing. Communicable dis eases, tonsils, adenoids, ear wax, accident! and injuries were found to be responsible foi many* of these childhood hearing losses. It is also a well known fact that there art over 100,000 children attending day school: for the deaf and 47 states have these train ing institutions. The Veterans' Administration recently re ported that it was spending $60,000,000 pei year for approximately 90,000 war veteran! 26 Pulp and Paper Industry conomic loss which g/^ther today? Pi Jm this way. to soifie of you as e first bridge tiny engineer, but he >st efficient means n falling off the handrails--not to end to warn those aver. STRY is. ility in your state, ring paid in mast ter. on-wide attention a during the past aomic significance ling to the cost of : in noisy environmbered that facIv a very small ss and deafness in h fc-iriployers Muwas in charge oi Wisconsin Public te Maternal and s Wisconsin State diometric surveys at between 5 and children in WisThree out of evneed of medical , ommunicable disr wax, accidents be responsible for earing losses, act that there are tding day schools have these tiain- ation recently reg $60,000,000 per 000 war veterans with service connected hearing disabilities. You and I are presently helping to pay for this. A conservative estimate by health spe cialists indicates that between 10,000,000 and 15,000,000 people in the United States need hearing rids. These facts illustrate to some extent the magnitude of the problem of deafness, re gardless of cause. It should be added that all of these per sons are potential workers who will knock at the gates of our factories for jobs. In dustry will assume its responsibility and pay for damages caused to workers' hearing due to noise, just as it has by* compensating workers for injuries to eyes, arms, legs, or life itself, but industry cannot be expected to bear the expense of the multitude of pre existing ear conditions not attributed to `""them. it is now estimated that 27 out of 100 newly-hired workers have hearing losses. It is for this reason that some of the laws gov erning compensation for noise-induced deaf ness contain die following provirion: Pre testing hearing loss when recorded at the time of employment does not have to be paid for. "Hearing protection should begin first with audiometry," according to Doctor J. W. McLaurin, Baton Rouge, Louisiana, Otolo gist, and goes on to say, "Employers by this time should have learned their lesson. In the future pre-employment audiograms should be an integral part of the pre-employment processing just as a chest x-ray or blood test If the environment is noisy the exami nation should be repeated at intervals until the workers' status of hearing is deter mined." This has been responsible for the impetus - -for audiometric measurement programs in industry, throughout the United States in the past five years. The audiogram serves as important economic protection for the em ployer as well as the employee. However, the audiometer makes another most valuable contribution to a total program of hearing conservation. It is a method by which we gauge the effectiveness of our noise reduc tion or engineering control efforts. It be comes the final test of the effectiveness of personal hearing protection devices because the audiogram indicates just what the work ers' status of hearing is at any time Furthermore, audiometric examinations are the only way we presently have to detect an individual's susceptibility to noise By com paring the audiogram charts taken at inter vals we know just how well a person is bearing up under the strain of a noisy work ing environment If hearing acuity continues to decrease in spite of noise reduction meas ures and personal hearing protection devices, the audiometric record could tell us that the worker should be taken out of this noisy atmosphere, but this would be the exception rather than the rule. It is well for us that the early noise-in duced hearing losses are indicated at about the 3,000-4,000 frequency level long before it is noticed by the individual and long be fore it may cause disablement By showing the worker his personal record of hearing acuity we have a most effective device for ear protection. `Temporary deafness varies from one in dividual to another. Different individuals do not react equally to the same noise exposure. Some people are more susceptible to noise than others," says Doctor Raymond Carhart of Northwestern University, "noise suscep tible workers are those persons who suffer handicapping hearing losses more quickly than do their companions under equivalent noise exposures. These workers constitute the groups in which claims for compensation are most likely to arise and for whom words are likely to be greatest. It will take several years until fidd validation of a number of experimental approaches to a location of sensitive ears before some method can be recommended for our use. The only present method of accomplishing this, of course, is to conduct periodical audiometric examina tions." A sound and practical hearing conserva tion effort, then, in addition to audiometric measurement would indude the following: 1. Assessment of noise exposure. Obtain noise level surveys from your insurance car rier, State Industrial .Hygiene Division, or consulting firm. Find the processes mid areas where the noise exposure exceeds the dam age risk criterion. It was Lord Kelvin who stated, "I often say that when you can meas ure what you are speaking about, and ex press it in numbers, you know something 27  f / t 1 1959 National Safety Congress about it But when you cannot measure it once it is introduced and encouraged. Some when you cannot express it in numbers, your of the best records that I have found of knowledge is of a meager and unsatisfactory compliance in our more health and safety- kind." minded plants indicate that only 35 to 50 per 2. Study the noise makers with the object of reducing noise. Most large plants are conducting some type of noise engineering control activity. Usually this is done bv ap pointing some interested and qualified indi vidual to be responsible directly to top cent of the workers in hazardous muse levels are wearing protective equipment This is certainly not enough and perhaps the answer is mandatory protection, just as we have .finally found. necessary to obtain adequate eye protection. management for seeing to it that activities I believe this is a coming trend, you either for the reduction of noise are planned and wear ear protection or you are subject to carried out some form of disciplinary action. Many em 3. Hearing protection through the use of personal protective equipment A recent ar ticle appearing in one of the safety journals stated the attitude of one writer toward ear protection as follows, "The use of ear pro tectors will reduce the noise problem to an absolute minimum." Unfortunately, the problem is not this easy. The problem is "How to get ear pro tection on each worker exposed to industrial noise" just as it is with many other safety devices. There is a general attitude among nurses and safety directors that this is a task even more difficult than all the other protective devices combined. We should re member at the onset what we are up against The average worker accepts noise as a nor mal part of his job. In my many visits to the noisy working environments, noise levels exceed 90 db. I have asked the workers if the noise bothered them. In almost every case the employee responded with an answer ployers claim that insert ear protection is doomed to failure because there are too many complaints of discomfort, forgetting and losing, and the basic difficulty in the fit ting process. Some doctors tell us that the education from childhood "Not to put any thing e!e in the ears smaller than the elbow" is -responsible- for much of this- attitude: Others say it is just a matter of time and long-range educational activities, improved equipment, stricter enforcement of rules, once the program is established, will be the answer. New economical earmuffs, and there are some that are now selling for $12, are pro viding the answer for many plants and it does solve the fitting problem and the check on compliance. We should not give up on this phase of hearing conservation. Instead, we should think and plan new activities which will possibly succeed in getting each man protected. something like this, "This isn't noisy. Do The alternative is to allow this "sneak you think it is? If it is, I suppose one gets thief," injury mechanism destroy slowly, used to it" Until each worker is presented but surely, the delicate hearing sense organs. with the idea that continued exposure to Doing nothing as so many plants are, ears noise without protection is damaging to are bring ruined or destroyed, decibel after hearing, he will not be very much concerned decibel, each day, each month and each year. about hearing protection. Even if he is in If I were a safety director or nurse I would formed through long range educational ac like to have the feeling that some day the tivities, why worry about something that workersitrury planTwill notTje'txsning"back does not materialize until IS or 20 years to me saying, "Why didn't you tell us about from note. f - earplugs or why didn't you do something to Workers don't seem to be satisfied or won't continue to wear ear protection unless noise levels are excessively high or very an noying. It is very much the same attitude help us?" If our plants set up the necessary effective hearing conservation controls now and stick with them in spite of discourage ment, they wouldn't ever be able to do this. that people have towards Civil Defense. I know* there are many of you here who What do we care about what happens to have been active participants in the estab morrow? Many safety directors and plant lishment of hearing conservation efforts in physicians express disappointment noting the your plants. For those of you who have reluctance of workers to wear ear protection been trying and wondering whether you have 28 tcouraged. Some found of all bd safetvjmy 35 to 50 per thus noise levels ipment This is rhaps the answer list as we have obtain adequate trend, you either i are subject to rtion. Many emar protection is : there are too ifort, forgetting frailty in the fittell us that the Not to put any than the elbow" if this attitude, ter of time and vities, improved ment of rules, bed, will be the , and there are or $1% are pro s' plants and it n and the check not give up on ration. Instead, nrw activities ir king each ow this "sneak destroy slowly, ig sense organs, plants are, ears id, decibel after i and each year, r nurse I would t some day the be-comingback ou tell us about do something to ip the necessary n controls non: of discourageable to do this. t you here who s in the estabation efforts in you who have bether you have Pulp and Paper Industry made much progress, I have some comments that I fee! should be encouraging. Let's take stock of the present situation. Remember, some plants have been engaged in some phase of hearing conservation activ ity for approximately ten years. Do we know where we are going? Is hearing con servation a practical and workable venture? Doctor James H. Sterner, medical director of Eastman Kodak Company, Rochester, New York, recently made the following statements at die meeting of the Associated Industries of New York Conference on Con trolling Noise and its Effects. He says, "In the ten-year interval the decision by the New York Chart of Appeals sustaining the award for occupational loss of bearing, so much research and investigation has been carried out, so many meetings and symposia con ducted, so many papers corrected, proceed ings, journals, monographs published on the subject of industrial noise and its effect on hearing, that even these individuals devoting full time to the subject have had difficulty in keeping oriented___." An important quality which distinguishes the present status of our attitude and knowl edge concerning the relations between noise and hearing loss cannot be ganged from any individual paper or monograph. It consists of a much greater clarity with which we view our objectives, of a quiet increasing confidence that ways have been and will be found to control our noise hazards, of a bet ter organized and more purposeful attack on all aspects of a problem which once seemed only elusive and confusing. We should take some satisfaction that we have progressed thus far along the path, but then must return to cold reality that we have a much longer distance still to go. What are some of the known vital facts that you and I should have that will help us in our task? First of all, what is hazard ous noiset "It will, no doubt, be an impos sibility to ever satisfactorily establish a dam age risk criteria that mil help devise prac tical controls that will protect all workers exposed to noise." (Damage risk criterion is the level which noise should not exceed if permanent hearing loss is to be prevented.) Doctor Raymond Carfaart, Professor of Audiology, Northwestern University stated, "AH we can do is establish target goals to attempt to protect the most people we can; but we know from the outset that we can't possibly protect them alL There's too much difference among people. Also, there are many practical limitations imposed in the average industrial setting which includes sufficiently trained personnel. The money necessary to employ them which will impose a limiting factor on hearing conservation activity. The least we can pinpoint the high est areas of exposure and start there; later we can go down the latter to areas of less exposure." I think this is a good point Let's pinpoint first of all, the most hazardous areas to see what success we might find in these places, which in most plants would amount to only a few. Let's not worry about trying to pro tect everybody at once. It just can't be done. Floyd Frazier, in an article published in the American Medical Association's Archives of Industrial Health, March 1959, had the" following to say, "Although there may be differences of opinion in the light of present scarcity of exact information, it is essential that industrial hygienists and engineers base noise control recommendations upon view points which will receive support from rec ognized medical and scientific authorities. The facts which I have discussed indicate clearly the desirable goal which will be sup ported by age groups with the noise level not exceeding 85 db in any of the three octave bands of 300-600 cpL, 600-1200 cps, 12002400 cps., and not to be confused with an over-all noise level. Thus, with any standard there must be a certain element of calculated risk. Deviations of these recommended points, therefore, do .not necessarily mean the difference between an absolute safe and unsafe level, bat that the element of risk is increased to the degree that these limits are exceeded. We must also remember these criteria are based upon steady state noise. When noise is broken up or intermittenL. . depending upon its length or duration in fre quency characteristics, ear life is possibly doubled or even tripled even when the acoustic insult is of high intensity. The fact that we do not have more' hearing losses in our heavier or noisy industries is no doubt due to the fact that much of the noise is broken up, it is not steady state noise." Doctor Paul S. Veneklasen, director of the Western Electro-Acoustic Laboratory in Los Angeles, California, in an address be fore the governor's industrial safety confer 29 1959 National Safety Congress ence stated, "It takes a long time for noise exposure At typical industrial noise levels to cause a great and permanent hearing loss. it appears that no unhealthy physiological Reaction to noise varies greatly among dif reaction results even from prolonged ex ferent individuals, both as to magnitude of posures. * hearing loss and the time involved, where upon it is difficult in any given case to prove that noise has been a major factor in hearing loss." "The nonauditory effects produced by typi cal industrial noise exposures, speech inter ference, annoyance dangers in efficiency, physiological changes, do not constitute a The complicated formula that gives us health hazard. Whether the nonauditory ef somewhat of a yardstick to measure ex fects of the extremely high noise levels gen posure would include intensity, and fre quency, (high frequencies are more damag ing, than low frequencies), I have already discussed intensity, individual susceptibility, (which can only be measured by serial or erated by jet engines and rocket engines will constitute such a hazard remains to be seen. The auditory* effects of noise exposure are a serious threat to a large segment of the in dustrial population. Permanent handicapping periodical audiograms), intermittency, acous hearing loss can be produced by extended tic characteristics of the working environ exposure to many industrial noises." ments and age of the worker. All these factors must be considered in attempting to describe the potential effect of the acoustic insult Paul Veneklasen, director of the Western Electro-Acoustic Laboratory also said, "Take the matter of fatigue from noise for exam ple, any of us would claim that it is fatiguing Next once noise-induced deafness makes to work in noise, but controlled tests do not its initial destructive impact on the hearing confirm this. What they actually seem to mechanism, it tends to level out and the prove, is that fatigue is a byproduct of an increments are less as the age of the worker noyance. If high motivation counteracts an increases until age 50. Is it good to hire a noyance there is no fatigue: Yet, statistics person Tvith a hearing losst Certainly, if he do tend to indicate greater absenteeism and has the required occupational skills and you turnover in noisy industries." have a record of his initial hearing level at the time of employment It is better if you make the wearing of hearing protection numdatory to save the hearing sensitivity which remains. By wearing of ear protectors, you may be able to maintain hearing acuitv which keeps one a "hearing" individual. Work performance has been studied in a number of field and laboratory situations. Investigation of such factors as reaction time, learning ability, performance, or in telligence tests and performance of psychomotor tasks such as typing, aiming of guns and operations of machinery in which some What about the nonauditory effects of noise on people? What about work perform ance, fatigue, annoyance, safety performance, etc? Let's review for a moment what the authorities have to say. Of course, we know motor skills were involved. In general the majority of experiments have shown only slight, if any, damaging effects of noise with performance. Indeed, some tasks showed im provement in performance under noisy con these factors are very hard to define and very* hard to study and measure. We have some statements, however, that are encourag ditions. Authorities hasten to caution against the ing and which lead us to believe that for the most part the greatest effect of noise on human tissue is the destruction of the hear drawing of far-reaching conclusions in the -latter case-until further-substantiation of evi dence is produced. ing mechanism. ** ' In regard to the effect of noise on an in Doctor Aram Glorig, director of the Sub committee on Noise in Industry of the American Academy of Ophthalmology and Otolaryngology says, "Efficiency and per formance of mental and motor tasks in in tellectual task. Doctor B. E. Broadbent in an article published by the Journal of the Acoustical Society of America, September 1958, suggested that intellectual work is im paired by noise under appropriate conditions. dustrial settings is only temporary in effect Doctor Glorig says, "In many respects it by exposure to unfamiliar or intermittent seems the. effects of noire depends largely noise Physiological changes resulting from on the individual differences of the people, noise exposure lessens with repetition, of the what is music for one may be disturbing for 30 rial noise levels O'^'siological '{ Ingcd ex- rodueed by typts, speed] inters in efficiency, tot constitute a nonauditory efloise levels genket engines will tains to be seen : exposure are a xnent of tbe fo nt handicapping ed by extended noises." of the Western also said, "Take aoise for examatitis fatiguing lied tests do not dually seem to yproduct of ancounteracts an. Yet, statistics absenteeism and ten studied in a itory situations, ars as reaction irmance, or in ane* of psychoaf K of guns - in <fhich some In general the ive shown only Is of noise with asks showed mi nder noisy con- don against the adusions in the ^ antiation of evi- noise on an inL Broadbent in Journal of the rica, September ual work is imriate conditions. natty respects it depends largely i of the pestle, e disturbing for Pulp and Paper Industry another. There appears to be a place of commonality that exists for controlling the harmful and annoying effects of noise. When the speech interference levels, damage risk criteria and annoyance values are consid ered, it is seen that noise levels which ap proximate 90 db become critical The main tenance of an environment control sound pressures for one of these factories should bring improvements in the others as well. The fad that a noise produces annoyance does not, contrary to popular belief, mean that exposure to that noise will necessarily produce a hearing loss and that it is bad for health." We have learned that the problem of hear ing conservation is not confined to the United States. In fad, it would appear to many of us that the Russians, Germans, French and Japanese are doing a better job, especially in the control of noise; than we are. Per haps the results so far would indicate an extreme difference in governmental philos ophy than ours, which might account for some of the mandatory requirements estab lished by government bureaus. However, we might learn something from our foreign neighbors that will make our efforts more effective. Last year, an international conference in acoustics was held in Stockholm, Sweden. The U.S.S.R. reported studies in industrial hearing loss, noise measurement, noise con trol and ear protection. Russia has adopted the following maximum permissible levels for industrial noise: low frequency, nonperettssive noises, (60-350 cycles per sec ond) , 90-100 db., medium frequency and nonpercussive noises; (350-800 cps.) 85-95 db., high frequency noises; 800-1200 cps., 75-85 db. This adherence to standards of noise control procedures is mandatory. If noise reduction at the source is technically im possible, arrangements must be made for changes in work schedule in the use of pro tective equipment. If hearing loss still pro gresses in some workers after these precau tions have been taken, the men must be transferred to non-noisy occupations. The impossibility of lowering noise levels must be established by commissions consist ing of representatives of the industry, trade union, and the department of sanitation. Each company must establish these programs in co-operation with the above committee. All noise-making machines must be subject to regular inspections to insure proper noise control. From information received, it is apparent that Russia has conducted consid erable research in noise control and noise measurement It will be interesting to follow subsequent reports on noise induced hearing loss in Russian employees. It appears that Russian industry has gone a long way towards elim inating noise induced hearing loss, if these controlling measures are indeed in effect Austria and other European countries men tioned have similar rigid programs of in spection and control In some instances the plant can be closed down after warning no tices are not followed and improvements made. Japan reports studies on the incidence of noise-induced hearing loss in industrial em ployees. They, are compiling data .on the. relation of hearing loss to low frequency and high frequency noise exposure. Of par ticular interest is the study reporting the number of employees whose hearing loss exceeds 45 db average in the speech range as a function of job classification. Japan has proposed permissible sound pressure level designed to prevent hearing loss greater than 25 db in the speech range after 20 years of service. The levels at 95 are 100-200 cycles per second; 90 db at 100-2000 cycles per second, 90 db at 2000 to 3200 cps; 85 db at 3200-6400 cps. In conclusion, because the real rewards of bearing conservation efforts like other hu man conservation activities in which you and I are engaged, lag behind our interest in natural resources,* which lie far in the future as well, it is too much to expect great fervor or excitement on the part of workers or even management, to do all of the things which should be included in any effective hearing conservation effort. Yet, I think all of us take some comfort from tHeTlact that we are trying. Something can be done to keep our workers' hearing intact One writer recently expressed his views this way, "Noise control will not spread like television, but it is not impossible that it will constitute a fluorishing and widely rec ognized department of industry in 20 years time." I know it is easier to count the num ber of workers who resist for example; ear protection, probably because they make more noise, than it is possible to count the number 1959 National Safety Congress who are accepting and receiving help, but the road ahead still looks promising and seems to cover more people each year. Through the establishment of functional hearing conservation programs we are not only guarding our economic welfare and keeping costs down, but we shall also be contributing to die health, welfare, and hap piness of our fellow workers. A$ one au thority recently stated, "There is no un known aspect to the noise problem winch justifies delayed action." THE RELATIONSHIP OF TRAINING TO SAFETY By J. E. MONAGHAN Training Consultant, Bemis Bro. Bag Co., St. Louis, Mo. I would like to state some fundamentals I consider important and applicable to both training and safety. I will elaborate on each of these later: 1. It is important that there exists a wide range of interest within an organization. Enthusiasm, action, and examples must start with management and systematically car ried through the ranks to each employee. 2. There should be an early assessment of attitudes. If they need to be changed, it is important that the;' be changed quickly. 3. Eradicate undesirable habits at an early stage. This is important because bad habits may be unconsciously performed and repe tition only reinforces them. Habits can be changed, influenced, or corrected through proper training. 4. Placement of employees must be on the basis of previous experience, ability, and aptitude. To develop my first point, all levels of management need accident prevention train ing so that they in turn may train those working for them. They must set the ex ample by working safely, if they are going to teach others to work safely. A question often asked me is: "How do we get super visors and employees to work safely?" I reply: "by attaching more importance to safety and making it equal to qfiality and cost." In other words by making safety a coordinate part of production. Give the supervisor a working knowledge of how accidents are caused and an insight into some of the more common reasons for accidents. These are attitudes, habits, home problems, even heavy* traffic enroute to work. Teach employees that accidents do not just happen; that they are caused. Until this fact is established and accepted, any further safety training is on insecure ground. The supervisor should know what to do when an accident happens; how to handle the injured; and^wbat to do about other employees in the area. He must know how to fill out accident reports. Hie last step, but a very important one is to do the planning necessary to prevent repetition. Some companies have developed and are using a four-step method of investigation as a part of their supervisory training: Step 1--Getting the Facts--Review the ac cident and determine whether the blame should be placed on personnel, mechanical, or material failure. Find out if the worker knew the safety rules for the job. Also, talk to all witnesses of the accident in cluding the individual involved. Get the en tire story! Step 2--Question All Details--List all the details and from these determine how the accident happened, what specifically caused it. Determine if the accident was avoidable. Step 3--Check to Avoid Recurrence-- Check the work and material handling areas, the tools and machines, clothing and safety equipment T'iaa cb'rrective action. Step 4--Follow Up Procedure--Make re ports of all accidents, even minor scratches. Make requisitions for repairs, safety guards and safety equipment Finally, make sure all employees know safety rules. Teach each employee what to do in case of fire--to sound an. alarm, shut off ma chinery, carry out assignments if any, use the fire extinguisher, take the proper exit Encourage supervisors to take first aid training (some companies require this) and 32 e shall also be ' and bap- *sj. Jk one aubere is no unproblem which SAFETY sed. Until this ted, any further re ground, ow what to do how to handle do about other must know how The last step, is to do the at repetition, -doped and are investigation as training: -Review the ae ther the blame nel, mechanical, it if the worker tb''.oh. Also, be )ident ined. viet the en- tils--List all the marine how the xifically caused : was avoidable. Recurrence-- . handling areas, hing and safety action. dure--Make reninor scratches, s, safety guards tllv, make sure lies. t to do in case , shut off mants if any, use he proper exit take first aid quire this) and Pulp and Paper Industry to attend occasional safety council meetings they have been using? Quite often it is the with the safety director or plant safety employees, at this levd who are most subject supervisor. to injuries and no small part of this may Give supervisors "Job Instructor Train be due to poor induction and training. ing." This is necessary in order for him Why is there at times a rash of minor to do a good job of training employees. injuries the first few days on the job? Is it When supervisors are preparing their training programs, particularly the job breakdowns, they must make certain that a lack of training or induction? Is the worker trying too hard? Is he keyed up because of the new job? they have induded the necessary safety Although the more serious disabling in points to be covered. They cannot develop juries occur on the more complicated ma efficient workers, if they overlook the safety chines or equipment, we do have a rash of factors for each operation. Before training minor injuries which are a problem. Work is started the work area and equipment ers often do not report them or get first should be in the condition in which the aid treatment and they sometimes develop employee is expected to keep it. into lost time or difficult compensation cases. The supervisor cannot expect an employee to help keep things dean if he is introduced to an untidy area in the beginning. This point needs constant emphasis. As our safety' This must be covered thoroughly during the induction and training period, but will also require good alert supervision after the training is completed. men say, "In training a sidewise bottomer We must realize that eadr-employee is operator, safety should be planned as a different; therefore, we must adjust our part of the training procedure and put training program to them. If people are across with each step and not a hit or miss new to a type of work or new to a work basis. ^ In doing this safety becomes a part ing situation, we must be prepared to be of doing the job and is not something that more thorough in giving them information is tacked on later. Lack of knowledge or than if we were instructing one who is skill is a major cause of unsafe acts merely changing jobs within an organiza leading to injuries." tion. When a person seems to be trying Do people have to be trained to do every thing? To this I reply "Yes." Training is needed even for employees to perform the too hard, a change of the training plan may be in order. We may need, also, to find out what is causing the tension. most dementary jobs. It has been proven We should remove all unsafe "standard that without training we do not naturally practices" that have existed over the years. know how to properly lift, bundle, or handle Many of these are employee developed; lax simple tools. Most people do not know the supervision has allowed them to carry on. right way or the safe way. This applies Examples are such things as running the to driving nails as well as to driving a fork machine with one or .more of the safetylift truck; the only difference is the amount guards removed, or removing choke ups oi training time required. without shutring the machine down. It goes Sometimes our training programs break down because we stop at too high a level. We train the pressmen, the sewers, the bot tomer operators, the tandem men, and main tenance men; but we are too apt to overlook without saying that the supervisor should not select operators of this type to act as instructors. We should indude in our induction the proper clothing for the job. the handlers, the balers, and the janitors. Guide the employee of long service. He We do this because we think that the job may have reached the point where he thinks is simple and assume that the employees he can beat the machine or he feels that know how. How often have you seen em his crew knows just what he is going to do ployees at this level being taken to a job next He should be brought in for safety- assignment and given the tools and told to talks, be given a review of the machine go to work? Some of these people may operation, or be placed on the safety com have been hired because they had had similar mittee. experience at some other place. But do they Review job procedures for those who do it your way? Are the job requirements transfer from one operation to another. Even the same? Is the equipment the same as though they may have done the job before. 1959 National Safety Congress we must again cover operating and safety In contrast, we have a young officer of procedures. This can be brief but must be the company who believes that good ex done. ample is one of the best ways to instill Eliminate the trial and error method. The trial and error method is not fair to the new or transferred employee directly af fected and to the others in the work group who are indirectly affected. At the beginning of this presentation I referred to the fundamentals which I con sider important in safety training. The second point was attitudes. The supervisor's safe practices in people; not only on the job, but at home, as well. He practices his belief. When driving his car he keeps within the speed limits and in his lane on the highway, as it is his idea that his family, will follow his good example He states quite positively that he feels instruction and supervision will succeed only if leadership establishes proper attitudes. attitude toward safety and training pene In my opening remarks I mentioned peo trates through the ranks. And in learning ple's habits. These should be observed in how to do a job well, the proper attitude the early employment period, particularly is fully as important as aptitude. If a new those that have been acquired elsewhere. employee's attitude does not seem right to There are many personal habits that can the supervisor, then he must try to de be quite hazardous to the individual and termine what is basically wrong and seek a distraction to others. Employees may also help in developing a corrective program. have acquired bad work habits. These; as -If the supervisor overlooks problems "lit* - youralHcaowr'W'hether they*be personal, or attitude, they are apt to affect others in the work habits, will take many hours to cor department. Also if the supervisor is merely rect. giving lip service on safety, the employees soon sense it and are apt to look upon any safety comment as a big joke. The supervisor must conduct himself in a safe manner. His example. lc it good or bad. is more impressive than safety posters or other gimmicks. We must train the super visors to realize it is disturbing to walk through a plant and see them teaching un safe methods or overlooking machines in operation without safety guards. Let me cite two cases--one of poor lead ership and training and one of good leader ship and training. One of our printing foremen was seen teaching a most danger ous method of washing plates to a new pressman. The superintendent did not know that this was going on. When the foreman was asked about it, he said he had been washing plates in that manner and teaching other pressmen to do it that wayibr twentyfour years. This took place about three weeks after the printing foreman had re ceived a^safety circular concerning a 3`oung pn -sman who had lost an arm when using the method in question. The foreman I refer to was careless in other ways when he was around a press. Continual followup by the superintendent and discussions with him did not correct the The supervisor and trainer must be pre pared to correct them and know whether they are making progress or not If there are no signs of improvement in a fair period of time then the employee should be transferred to another job, if one exists, where the bad habits are less likely to caue accidents or he should be discharged. As I indicated proper selection and placement has a very definite bearing on the effectiveness of any training and safety program. When we place a person of small stature on a job that primarily requires brawn. I think we are by-passing all good safety procedures and are asking for back injuries, hernias, etc. Quite often we forget to make any changes in methods or train ing for such misplaced individuals. This, of course, can be best corrected by good job specifications and hiring procedures. This is someBlhfg"that needs to be called to the attention of the management when discov ered by the safety or training men. There is a special finesse that is in valuable to any trainer that I would like to mention. It is the ability to know an employee understands well enough that he can do a job without error, and can teach another worker what he has learned. situation. He was discharged. Six months Even though most companies are doing later he lost an arm in a press because of something with regard to training for his carelessness. safety, there is always more that needs officer of tf good ex- instill ot only on the le practices his car he keeps in his lane on that his family, pie He states instruction and v if leadership mentioned peobe observed in id, particularly ired elsewhere, abits that can individual and oyees may also tits. These as -fee-personal, or hours to cor- - must be pre know whether not If there mt in a fair iployce should . if one exists, less likely to be discharged. selection and te(- png on nfe Jd safety trson of small arily requires ssing all good king for back ten we forget tods or trainuals. This, of by good job lures. This is called to the when discovl men. that is inI would like to know an ough that be nd can teach earned. es are doing training for ! that needs Pulp and Paper Industry doing. My company conducts a two week central supervisors school three times a year, primarily for new supervisors. In this program the fundamentals of supervision and safety are brought into each discussion of training methods, costs, supervisor re sponsibilities, production, and personnel prac tices. Our safety engineer also has the opportunity to alert the participants of the school and acquaint them with our safety problems. This is just a beginning and it is our hope that each plant will keep this education going in their safety committee and their management meetings. There is a need in most organizations for safety programs and for showing the men how to get together and coordinate this program. This also may include home safety if we are going to keep people on the job. Statistics show that people are twelve times more likely to be injured off the job. Because I have not referred to movies, posters, gimmicks, etc does not mean that I do not favor them. I believe these to be additional aids to both training and safety. The use of our good company magazines or papers are also helpful, as reminders. If we are going to succeed we must use every tool available And if all workers are properly trained in the safe performance of their jobs, isn't it reasonable to assume that there will be a decided reduction in the number of accidents and the resulting by products of these accidents? In closing let us all remember that the best training and safety programs will suc ceed only if we have the wholehearted sup port of an alert management team. This I am sure will be forthcoming when manage ment is fully aware that the efficiency of all departments (office engineering, research, production, matatasancer' handling, "Sales) depends on training and safety. INJURY CASE STUDIES By A. B. BARNES Safety and Fire Prevention Engineer, Fibreboard Paper Products Corp. Oakland, Calif. The case study approach is not an original idea. The credit for conference use per haps best belongs to Bob Gilmore, whom many of you know. Bob is a member of the Pulp & Paper executive committee and is genera] safety supervisor for Rayonier. Bob suggested the case study idea for use at the safety conferences held on the coast each year. As a result of his suggestion he vol unteered to coordinate the efforts for all three state conferences. A moderator or chairman was chosen for each state who in turn, selected four panelists to present an injury case from their own mill. I am in debted to Dan Adair, safety' coordinator for the Pacific Coast Assn, of Pulp & Paper Manufacturers, for collecting the slides and case information for this presentation. Most of these case studies will follow an all too familiar pattern. Unfortunately, I suspect you will also see some of the prob lems facing "Safety in the Sixties." In this first case which well call the Case of the Wearing Plate, we have a fairly typi cal material handling situation. Finished rolls from the machine are taken directly to rail cars by a clamp or grab truck. Better than 90 per cent of the activity on the loading dock is outgoing material. Occasionally cars of raw materials are unloaded at the same dock by yard crews using a fork truck. Al though both yard and loading crews must share the dock, with only two trucks in volved, there has been no particular problem of congestion. The yard crews had nearly finished un loading the rail car when the grab trade operator walked to the car to inspect it for possible use as a shipping car for finished rolls. The grab track operator walked dosely behind the track. When the truck entered the rail car and its rear wheels were about to roll off the trailing edge ot the dock plate, the edge of the plate resting on the dock was suddenly lifted. The grab track driver, whose timing was too perfect in this instance, stepped for 35 1959 National Safety Congress ward and his foot was caught under the switch for the drip feeder. The control panel dock plate as it fell back. was located on the ground level of the silo. He was not wearing safety shoes; how ever, there were no fractures or complica tions, his foot was badly bruised. What was the cause of this accident? How could it have been prevented ? The millwrights, in looking for tlfe feeder switch, were told by the silo operator that the feeder circuit was interlocked with the exhauster switch and would not start if the exhauster switch was pulled. (The circuits The edge of the bridge or dock plate had are interlocked but in reverse sequence from been bent downwards and reinforced to re that stated by the operator. The feeder can main in this position so that differences in be started if the exhauster switch is pulled.) elevation between the dock and the rail car would make no difference in relation to bearing points. The plate would not lift up as the truck moves across it A good pre ventive in this situation, safety shoes. Established procedure required that the start button be pushed to check if the proper switch had been pulled. The mechanic did not try to start the feeder. We can call this next one the Case of the Footloose Wrench. In our industry opera tional adjustments to machinery are routine. We certainly have learned by now that in most cases the machinery should be shut down and locked or lagged out before ad justments are made. We know (or do we?) that proper and safe procedure is or should The stop button on the feeder motor was to be locked in before starting repairs. This was not done. Investigation of the injury disclosed the fact that although the stop button was effective, the start button was --a"dtanmy. The contractor apparently did not have the right type of switch when the equipment was installed. be an automatic habit. How important are The man's was in an unsafe position when safety habits? the chip car unloader pushed the start but A routine operational adjustment was necessary' on the second press. The machine tender used the usual tools and procedures. He then climbed down from the ladder, leav ing his tools in place. The tour boss crossed the catwalk over the press and was looking ton at his station not knowing the feeder was being repaired. The feeder started pull ing the mechanic's hand into the nip between the blades and the hopper. He received a badly lacerated hand. Switches that are in terlocked should be identified properly. toward the wire when his foot dislodged the wrench. The WTench fell, striking a glancing blow to the side of the machine tender's head resulting in a slight bruise, a raised temper and a good scare. When any' equipment ts to be worked upon, the mechanics or workmen must call an elec trician. The workman obtains the motor number, the name of the drive, the type of work involved and enters this information This is a fairly simple case. This mill de termined the basic solution to be on-the-job housekeeping. Basic rules direct workers to keep aisles, walkways and stairways clear; and to put tools back in the racks. The ma chine tender was a driving force in reempha sizing these basic rules. The safety commit^ tee followed up by day to day checks. Another basic rule which we mus^ontinue to expand, develop and enforce in the future on the new warning tag. The workman then signs the tag and enters the date, time and reason for tagging out The electrician checks the circuit number on the equipment to see that it is correct and notes tire circuit number on the tag. The workman accompanies the electrician to the load center as a double check to see that the right breaker is opened and tagged out The workmen involved, in addition to sign is the lock-out or tag-out requirement The Case of Button, Button, Who Pushed the Button? is a case in point The lead ing the record tag, are to use their individual warning tags. The electrician will check the circuit -with millwright instructed the mechanic and his helper to replace the rubber seal strips on the edges of the blades of the feeder at the bottom of the cyclone located on the top of the chip silo. The lead man also instructed them to be sure to poll ami tag out the a tester at the motor control below the breaker to insure that the manual trip handle has actually tripped the breaker. The elec trician then observes the workman test the equipment by pushing the start button to again check that the right switch is polled. 36 e cffltrol panel elf^he silo. for the feeder operator that eked with the ot start if the (The circuits sequence from "he feeder can itch is pulled.) ired that the t if the proper mechanic did ter motor was repairs. This of the injur; ugh the stop t button was pparently did itch when the position when the start butig the feeder r started pulle nip between le received a s that are inroperly. worked upon. 14 p elecs V.y motor ive^ the type s information rorionan then ate, time and rcuit number it is correct on the tag. electrician to dc to see that 1 tagged on* tion to signdr individual t circuit with 1 below the d trip handle r. The elecnan test the ct button to ch Is pulled. Pulp and Paper Industry The workman depresses and locks the stop button as an extra precaution. When work is completed on the tagged out equipment, the workman returns to the load center to sign the warning record tag that the equipment is dear. He also removes his individual tag. The workman signing the last clearance notifies the electrical de partment. The electrician may then remove the tag after checking clearance signatures. He then closes the breaker, enters the date, time and his signature. The tags are saved for a few days. You have read an example of the case presentation we have used in safety confer ences on the coast You undoubtedly have ideas for improvement and for adapting the idea for local use. When based upon real cases, as these were, the presentation is dra matic and different and is a forceful way of using the only advantage of an accident --the lessons learned. EDWARD BENTON FRITZ MEMORIAL AWARD By A. SCOTT DOWD Pres* Fritz Publications, Inc* Chicago Among the forty industries reporting their accident experience to the National Safety Council for the year 1958, Pulp and Paper ranked 21st with a frequency of 6.97-- slightly higher than the average 6.17 for all industries. Six hundred fifty-four participants in the Paper Industry Safety Contest finished the 1958 competition with ranking positions, con sisting of 321 pulp and paper mills, 317 converting plants, and 16 pulpwood logging units. The total exposure was 574,822,000 man-boors. There were 4,390 reported in juries--a decrease of 19 per cent. The final combined frequency rate--ex cluding pulpwood logging was 7.01; one per cent lower than in 1957, again the lowest combated frequency rate that has been reached in this industry in its record of 34 annual contests. The cumulative rate of Pulpwood Logging was 35.84--a decrease by identical units of 54 per cent compared with 1957...... ..... One hundred twenty-six plants in the Pulp and Paper Section received Special Safety Awards from the National Safety Council Award of Honor for the "Best all-time no-injury record" known to the National Safety Council in all classifications of the industry is held by Buckeye Cellulose Cor poration, Cellulose and Specialties Div., Memphis, Tennessee. Last year, this com pany attained the best no-injury record for pulp manufacturing. The year. Buckeye has surpassed the no-injury record for all classi fications and still continues to hold this rec ord. Nine other Awards of Honor were given for outstanding safety records. Three of these were for perfect records of three mil lion or more safe man-hours. In addition to these, 51 Awards of Merit were given, 49 Certificates of Commendation, and 17 President^ Letters. The final scores and statistics of the 1958 Contest have been publicized, and the Na tional Safety* Council has given-its trophies and certificates to the group winners. A part of this occasion is the announce ment of the winner of the Edward Benton Frits Memorial Trophy, which in the opinion of the judges made the best safety achieve ment among the 321 pulp and paper mill participants in the 1958 Contest The selec tion of a winner was not an easy task for the judges, and we are especially thankful to them*.----~~-- - The winner of this Grand Prize is, for its second consecutive year, the Falls Paper and Power Company, a subsidiary of Scott Paper Company, located in Oconto Falls, Wisconsin, whose integrated operations in clude a sulphite pulp and paper mill and a converting department manufacturing towels and household wax paper. A perfect score in Group C that covered 643,937 safe man hours in 1958 completed a total of 3,143,940 safe man-hours that continued through De cember 31, 1958. 37 ) 1959 Xatiunal Safety Congress ARE EMPLOYEE INCENTIVES NECESSARY? By ROY E. JOHNSON Personnel and Safety Supervisor, Kroehler Manufacturing Co., Kankakee, 111. I doubt if there is anyone that would dare say that incentives are not necessary' be it safety' or otherwise. Life itself continues to function and is worthwhile living because of the many incen tives we have. However, there are many dif ferent lands of incentives--some good and some bad. Early in life most everything is done for fun. As we grow older our incentives change or should change in accordance with our basic desires such as fears, hunger and wants. We seek higher education as an aid to bet ter living and added security. We work hard for promotions and higher wages in order to be better family providers.We all want to own nice homes, equipped with TV and other luxuries. We want a nice car; and a motor boat is a must Because of these incentives we are stimulated to a greater activity of effort in order to meet these needs and fulfill our desires. Let's look at the definition of incentive-- Webster says it's to encourage or impel That which incites, or tends to incite, to action. Syn: activate, drive, influence, per suade, push, send and spur. Our superintendent says you can't buysafety. He doesn't believe in the so called "ear of corn" to lead them on. He does be lieve in showing some appreciation after a good record has been established. Victory celebrations which include a presentation of awards to the plant as a whole, a dinner for the employees if the record is outstanding and warrants the expenditure or small fa vors for all of those who helped by contrib uting many- accident free hours: all ofthese things are appropriate. At oqp of our plants they e^erimented with a bonus of 50 cents per day after six months of safe driving and equipment han dling for our truck drivers; however, it had no merit at all as the plant in question turned in the poorest safety record of all Kroehler Plants. It seems as though the bonus became an integral part of their wages and it lost its value as an incentive. The best incentive we found for our truck drivers' safety program was that all new equipment is given out to drivers with the best safety records, and the old equipment is passed on to the other drivers. You might ask, what happened to these other drivers? Did they lose their incentive for safe driv ing? Not if they wanted to keep their job with our company; we have a definite ruling which states that three preventable accidents within one year constitutes an automatic dis charge. The National Safety Council Safe Driver Award has developed into a real incentive for safe driving. We have an annual award dinner at which time the safe driver awards are presented. Some of our drivers have as high as 12 vears of driving without a preventable accident In the plant proper we are competing against each other within our own organi zation plant wide as well as in the furniture division of the wood products section of the National Safety Council. A Kroehler Trav eling Trophy is presented annually to the plant with the best safety record. Even more significant is the National SafetyCouncil Awards which includes other furni ture plants besides our own. .Then there is the Liberty Mutual Ins. Co. award as well as the National Furniture Manufacturers Asso ciation plaque. To me, these awards, if presented properly with plenty of publicity and then displayed to the best advantage, make a tremendous impact on the employee as well as the super visor and management Definitely the entire plant personnel is spurred on to a greater effort of working safely without injurythrough this type of group activity. This is w-hat is known as team work, complete unity and cooperation. Incentives which do not create a oneness or unity do more harm than good. I'm think ing now about individual recognition espe cially with some type of a tangible award to one supervisor over another, or even one department over another where there is no similarity of hazards and yet placed on a competitive basis. This is a breeding ground for resentment, contention, and strife. You will find your supervisor and foremen, along with their employees, working against each kakee.HL rivers frith the old equipment trs. You might other drivers? for safe drivkeep their job t definite ruling liable accidents i automatic dis til Safe Driver real incentive i annual award : driver awards drivers have as without a pre- are competing r own organin the furniture ; section of the vroehler Travnnually to the record. Even ational Safeti es other furniThen there is well as ra( jrs Asso- sented properly then displayed a tremendous II as the superitely the entire t to a greater rithout injury' tivity. This is complete unity eate a oneness tod. I'm thinkognition espegible award to or even one re there is no t placed on a ceding ground id strife. You foremen, along f against each Pulp and Paper Industry other instead of together for the benefit of the plant as a whole. In other words, they lose sight of the goal, the real incentive which is a "frequency zero" for the entire plant I can't help but add that we look at our other plants with mixed emotions when one by one they drop out of the zero frequency class. Previously we had this happening within the depart ments of each plant and never did get close to "frequency zero" in any one plant until we removed the department barrier. Now instead of working against each other and "laughing up the sleeve" when a department falls by the wayside; they're pulling together for the plant as a whole and brother what a difference in the employee moral and safety environment We can't overlook the suggestion system as a real incentive. Our employees call at tention to unsafe practices, equipment or con ditions which could cause accidents if not corrected. I hope that I have challenged your think ing with this discussion. We all know there are two decidedly opposite schools of thought on the subject of incentives for employee safety. What's your opinion ? POWER SAWS IN LOGGING By WILL RUSCH Director of Customer Relations, McCulloch Corp., Los Angeles, Calif. A quick look into almost any family saw industry* has had a remarkably rapid garage throughout the nation would imme and healthy growth over the past ten years. diately impress upon the viewer that the During this span of time, the chain saw, average American, whether for pleasure or generally, has been reduced weight-wise and paycheck; has acquired a stable of unusual price-wise by 50 per cent or more while and versatile mechanical horsepow*er. the performance and durability features have Whereas the household garage once stored grown by an equal percentage. the family car, plus miscellaneous senti mental trash, we now find it has taken on the appearance of a junior version construc tion company equipment shop. These factors of greater value have con siderably broadened the field of chain saw usage. Where once manufacturers may have been pressed to fulfill the needs of the pro In addition to an endless variety of small, fessional saw log or pulpwood cutters alone, electric hand tools, there will be seen gaso we now additionally serve requirements in line engine powered lawn mowers, outboards, such important and diversified fields as tree and portable chain saws in ever increasing surgery. Tree Fanning and woodlot for numbers. The accumulation may, to some estry, right-of-way construction, parks and extent, reflect the economic observation, recreation, lumber yards, fire fighting, pub "Let's all be happy and live within our in lic utilities, and many others. come--even if we have to borrow the money A most reliable estimate of the total chain with which to do it." _ saws now in use in the U. S. places the fig The mass transition from slow, less effi ure at the one million unit mark. Of this cient, completely manual tools to dependable vast amount, almost one half, or approxi and rapid performing mechanical equipment mately 470 thousand, are in the hands of has brought with it a parallel concern for woodcutters who are completely dependent the user's personal protection and safety. upon the logging industry for their principal This is obvious in many ways and, most par income. ticularly, from the fact that the Wood Prod ucts Section of the National Safety Council has asked our participation in your program to discuss POWER SAWS IN LOGGING. Curiously enough, though representing slightly less than one half of total chain saw usage, the injury reports, as we observe them, indicate that the professional cutters Stimulated by the needs of better forestry suffer most operational accidents. This does and progressive log harvesting, the chain not necessarily mean that these injuries are .39 <c2.<3, X ;f; i. I., ilHi % 1959 National Safety Congress directly attributable to, or inflicted by, the the cutting dement of the saw is mechan saw unit Most frequently the accidents are ically fixed into a moving position. found to be a side effect of saw usage-- falling limbs, log pinch and rollback, etc The only conclusion to be drawn is that un due familiarity for the job and with equip ment is breeding a carelessness that might be bordering on recklessness. The Oregon Industrial Accident Commis sion expresses much the same view in their Safety Code for Logging. Section 3.44 of the Code reads in part as follows: "No means for locking the throttle in open po sition while the motor is running shall be A responsible manufacturer should, and permitted on portable power saws." will, of course, offer every safeguard pos sible in the basic design of his product With power chain saws, we recognize the out standing design objectives to be durable con struction, light weight ample power, modest purchase and upkeep costs, safety and com fort and minimum overall size. This is no simple assignment and the order in whidi these objectives are listed are not neces sarily in keeping with consumer preferences, nor do they reflect our opinions of priority. Each is important however, and vital to ulti mate market acceptance and satisfaction. The operation and location of the controls is a most important consideration in any chain saw's construction. In the ONE-flO modd, and others in our product line, the controls are arranged in a keyboard styled position. The OFF/ON switch, chain oiler, choke, and throttle trig ger are built to the operator's most com fortable and safest thumb and finger reach. This control positioning allows maximum freedom in running the unit without sacri ficing any part of the operator's ability to hold the saw firmly. Both hands, because Chain saw safety and comfort is today's they need not be removed from the handgrip theme. We can best clarify and expand on areas, are in a normal safety zone. the subject with a series of slides depicting desirable safety features incorporated in one of the current professional logging models of McCulloch chain saws. The vertical line cast into the shroud is a falling right guide. In big timber felling, the chain and bar are often out of view-- buried in the cut With the saw* in a hori The McCulloch Model ONE-80 is a gear transmission unit created for one-man oper ation in giant sized timber cutting. When necessary, due to work requirements, and/or the hazards involved, this model can, by zontal falling position, the operator can, by means of the falling right immediatdy cal culate the position of the cutting head in re lation to the power head thus avoiding any undesirable or unsafe cut through. means of an outboard handle, or "stinger," The point at which engine fx>wer is even mounted on the nose end of the bar, be tually converted to saw chain movement cotverted for operation by a two-man crew. takes place at the drive sprocket- section. The high strength, nylon starter cord re winds automatically and is linked to a cen trifugal dutch. In proper engine idling adjustment, the dutch is disengaged, or neu tral, and the saw chain remains completely Although well recessed into the main crank case region, the drive sprocket also has a metal canopy guard enclosure. This, in an effort to safeguard the operator from any possibility of body or clothing entanglement stationary- Certain modds of cohfemporaor power saws incorporate a mechanical device re ferred trfas a throttle lock. The function of this lock is to pre-fix the engine speed, through the throttle trigger, above the nor mal idling range and thereby fadlitate en gine starting. Despite occasional scattered chain saw user requests, it is my well-considered bdief that the throttle lode represents a potentially An additional benefit of the sprocket loca tion and guard is the wood chip deflection action obtained. Chips are directed so as to avoid interference with a dear line of operator virion. At one time, chain saws were provided with an aluminum guard extending the length of the bar above the saw chain. Al though appearing a logical means of im proving the safety features, it was soon realized that saw users found the guard a real hindrance. It made saw handling un- dangerous convenience. Vital seconds of safe wieldly and actually added more danger po reflex action are lost to the operator when tential than may have been prevented. The 40 iw is mechan- sif L idfe Commis; view in their ection 3.44 of follows: "No e in opai po oling shall be aws." >f the controls ration in any others in our arranged in a he OFF/OX l throttle trig-'s most com! finger reach, ws maximum without sacrior*s ability to ands, because i the handgrip one. le shroud is a imber felling, mt of view-- aw in a borisrator can, by mediately calig head in re avoiding any ov - 'ls evenin movement Dcket- section. t mam crank*t also has a This, in an or from any entanglement. sprocket locahip deflection irccted so as dear line of ere provided ^tending the w chain. Alleans of kn it was soon the guard a handling une danger porvented. The Pulp and Paper Industry advent of a centrifugal clutch and its ability to immobilize the chain without requiring the stopping of the engine has all but elim inated any further considerations towards the fixed, mounted chain guard. In studying the recent third report, "The Use of Power Saws In Forest Operations," published by the Food and Agriculture Or ganization of the United Nations, we must agree with the statement, "The principles of (chain saw) safety technique have been adequately worked out and published in vari ous pamphlets and books." Outstanding ex amples of this in the U. S. are found in "A Guide To Safe Woods Operations" by the Industrial Commission of Ohio; "Use and Care of Power Saws," by the American Pulpwood Association; "Safe Use of Power Chain Saws," Employers Mutuals of Wausau; and the National Safety Council's own fine booklet, "Chain.Saw Safety^. . The safety message barrage, both printed and oral, must and is being continuously di rected to wherever chain saw using audi ences exist, with emphasis to the professional user market Trade journals and general readership publications are most ably serving in the effort Accentuating carefulness to timber fallers in one of their editions last year, a West Coast magazine asked an old woods hand for his safety incentive advice. With a sly grin, the fellow replied, "It helps a lot if yon get halfway killed once." Considering the amount of attention de voted to drain saw usage safety incorpo rated in the publications and field activities of chain saw manufacturers, it somehow seems inconsistent that any accident ratio is not be ing reduced by sufficient and acceptable de grees. Our due for improvement possibilities may well be found in the information further provided by the United Nations power saw report. "Courses on the handling of- power saws are also organized in the different countries. What is essential is to improve instructional facilities on working sites where seasonal workers are employed. A large number of countries make it a rule that power saws are not made available to workers until they have completed a course and attained a minimum standard of tech nical knowledge." In most respects, these policies and prac tices are absolutely sound. What we need to resolve is the alliance requirements of chain saw manufacturers, and the profes sional safety people of the wood producing industries for achieving mutually desirable goals in the field of saw usage accident pre vention. Group chain saw usage training sessions are now being conducted periodically by qualified members of our factory and nation wide distribution organizations. We would welcome the opportunity to expand this ac tivity, but can only do so with your coopera tion and at your invitation. Apart from the physical safe handling as pects of chain saw equipment, there is an other major area of chain saw research and design development affecting the health of workers that is of primary concern to all of us. 1 There is no denying the fact that, despite all- their pre-eminent advantages, engine driven power saws contain an inherent prob lem involving operational sound and, conse quently, the hearing attitudes of operators. Diligent research is being devoted to the field of exhaust noises and during the last year, a major milestone in improvement was attained. The exhaust mufflers on today's profes sional sawyer models of McCulloch chain saws provide an impressive 42 per cent re duction in sound energy over predecessor models, affording higher levels of work effi ciency. comfort, and safety. From the standpoint of workmen's compensation in volvement, this achievement is of special significance. Consider, too, if you will, that the muf fler must serve a dual role. Improved sound suppression is one objective--with it, spark arrestment and heat absorption to fulfill urgent needs in forest fire threat suppression. We manufacture and distribute power chain saws--you manufacture and distribute the rules for their efficient and safe usage. How well we fare individually in logging ac cident prevention is dependent upon each one's understanding of mutual problems and the willingness to cooperatively overcome them. Our progress can start right now. 41 % [ PRINTING & PUBLISHING .' i INFORMATION, PLEASE! At this session, devoted to questions from the floor on safety problems of the printing industry. Walter B. Smith, manager of em ployee activities for R. R. Donnelley & Sons Co., Chicago, presided as chairman and in troduced the first discussion on labeling of solvents. Q. What type of solvents should be labeled? A. According to Illinois regulations, any substance that could be harmful should be labeled. The Manufacturing Chemists Asso ciation issues a booklet on labeling, which gives information on toxicity, flash points, etc. We-use gummed stickers that bear a basic warning message and a blank space for lettering the name of the contents. (Mr. Smith said he would send samples of such labels to anyone writing for them.) Voice from floor; It requires a good fol low-up program, as we have had trouble with the labels falling oft of the containers. Q. Do you use labels of different colors? A. We are using red containers and yel low labels, printed in black ink. Q. How do you keep up to date on newlydeveloped solvents, offset solutions, and the like? A. We wouldn't buy without discussing with the manufacturer the effect of such substances on the health of workers, as well as on blankets, rollers, etc. Mr. Smith: Any new solvent coming into our plant, even on a trial basis, must come through the safety department and be checked out by the medical director. Voice:--That's-a-goodridea. We discovered a 20 per cent carbon tetrachloride content in an adhesive that was kept in a^Cvarming pot A. For a long time, it was our standard practice to transport blades in wooden crates. How, we are developing aluminum sheaths to hold them. With constantly repeated instruc tions by the foreman, youli avoid trouble. Q. How do you avoid injuries in the han dling of skids? A. We found that many truck drivers were not able to see well, so we insist that they pass a vision test We take all hoist truck operators every* six months and put them through an examination that includes vision testing. They must pass the test in order to keep their certificate to operate the truck. If they are found to require eye cor rection, they must buy their own glasses. Q. Do' you have a solution to the problem of speeding in parking lots? A. We have posted 10-miIe-an-hour speed limits in the parking lot, where we have gained additional room and avoided confu sion by painting white lines to mark park ing spaces and passage ways. We found the NSC Data Sheet on Parking Lots helpful. Q. What can you do to keep strapping bands from snapping back and causing in jury when they are cut? A. The complete answer is in the NSC Accident Prevention Manual. Q. How* can you avoid dermatitis in plate making? A. Use gloves or protective creams. Q. Does the cream get on the plates? A. No, the cream disappears and we have had no trouble. More dermatitis comes from hand cleansers than from etching fluids, so we are careful to avoid waterless cleansers that contain kerosene or other harmful sub stances. Q. Does anyone use discipline consistently for violation of rules on adjusting machines while in motion? A. We're setting up rules that involve five steps to dismissal in case of continued violations. Q. What about cutter blades and the dan gers in changing them? Q. We can't get our men to wear eye protection. How do you overcome this? A. It is a matter of discipline. We found we had to enforce the rules for eye protec tion and, in our case, the unions supported us. We even had to discharge skilled crafts men before they learned we meant business. Our rules involve a reprimand for the first our standard ooden crates, im sheaths to rated instrucid trouble, s in the han- ruck drivers re insist that ake all hoist iths and put that includes s the test in > operate the nirt eve corn glasses. ' the problem n-hour speed ;re we have oided confumark parki'e found the its helpful, ep strapping e>"ring in- in the NSC ermadds in creams, he {dates? and we have comes from ag fluids, so ss cleansers armful sub- o wear eye ne tins? : We found eye protec ts supported rilled craftsait business, for the first Printing and Publishing Industry offense; a reprimand and warning for sec* wd offense; one day layoff for third offense; one week layoff for fourth offense, and final discharge for a fifth offense. Just be sure your supervisors are properly instructed and will use good judgment in convincing their workers that the rules must be enforced. Q. How costly are accidents in the print ing industry? A. Injury cases can be very costly, but even minor accidents are expensive. One manager reported seeing a minor accident that caused no injury, but he figured the breakage, downtime of machinery and wasted time of the men cost $160. In a Long Island Gty case, a man's arm was caught in a roller, and compensation costs were only $95--but maintenance charges for cut rollers and hangers and downtime for the machinery totalled several hundred dollars. One prize case caused injury so slight that only a bruised finger resulted--but die work man dropped a wrench into the gears of a five-color press. Direct cost of repairs was $4,000--but 48 hours of downtime on the press caused a loss of $52,000 in sales. Q. What are the precautions for handling propane gas? A. liquefied gas cylinders should be stored on racks outside the plant and filling should be done only in isolated areas, away from sources of ignition. FIRE PREVENTION IN THE PRINTING INDUSTRY By JACK STROUBE Asst, to Manager, Employee Activities and Safety R. R. Donnelley & Sons Co., Chicago If you lost the use, for just 30 days, of one of your prin{ing presses, how much would it hurt? Of course, how much it hurts would de pend on a lot of things, but more and more new presses are bring designed around a specific product, a certain kind of printing of a certain size, and each new press is handling more and more work; faster, and leaves just that much bigger hole when you lose it A fire, even though it may not consume a press, can easily damage it to the extent that repairs will take longer than you can afford to writ The actual fire loss may be quite small 'in companion tcHOie costs of side effects. One death per million man hours can be considered a pretty fair safety record, but, one unprotected hazard which leads to one fire per any period of time; and you may not have any records left to keep. A hazardous machine can injure a worker for lade of a safety device, but if all goes wrong the worst it can do is kill him, it's at least a limit an what you may expect But a hazardous process that causes a fire has no limits on it except total destruction of your business. A flying piece of metal hits a man just above the eye and does no damage, but the next time it may put his eye out As safety people, you must he vitally interested in the non-injuring accident because of the fine line between them and the accident that disables. The near misses arp in fire safety, too, be cause every fire you have is, at the same time, a lost time accident and a near miss. No matter how small, a fire costs something, time if nothing rise; and no matter how large, a fire could have been bigger! Each fire is both a failure and a success, you failed because die fire occurred, you succeeded because the plant is still standing. Therefore, you must approach the fire safety problem as you do the overall personnel safety problem, that is, any fire, or, more important; any hazard which may lead to a fire; is potentially the one that burns you down. And this requires watching what most people consider minor infractions. One or dinary can of lacquer thinner can burn you badly, even though you may already have 1959 National Safety Congress 200 safety cans. One empty or missing ex tinguisher can be the cause of considerable damage, and it doesn't matter that you have a fortune tied up in fire equipment, and one man, indifferent to the hazards of fire, and ignorant of the protective equipment provided can be your greatest hazard. This is hard even for die safety man to keep in his mind, and it is much more diffi cult for the worker to recognize; especially if these "minor" hazards are being over looked by you; once you compromise these safeguards in one area, they soon begin to deteriorate throughout die plant, because to a department concerned primarily with pro duction, these individual hazards will always seem minor. You, at least, must understand this. From documented records of fires in print ing plants, the .NFPA has gathered statistics and separated die major hazards. Here, basically then, are the causes of the fires we, as a group, have had. Over half, (54 per cent), of all the re corded fires in printing establishments, started from common hazards. Almost 80 per cent of the fires due to the common hazards result from these four causes: smoking & matches, rubbish dis posal, electrical defects, and heating defects. Eliminate careless smoking which, in it self, accounts for 30 per cent of the com mon hazard fires, and the other causes can be broadly grouped under the heading "Maintenance & Housekeeping.** And careless smoking, where allowed, is also ried in with housekeeping. Good house keeping practices reduce the fires from care less smoking, and usually helps control care less smoking itself. Of course, it would be ideal to eliminate smoking altogether in manufacturing areas. But usually1 this is impossible and is un necessary except in certain areas. It will suffice to strictly control the areas where smoking is allowed, and to prowde recep tacles in these areas for safe disposal of cigarettes. But there must be some hazards that make the printing industry different 1 Forty-six per cent of the recorded fires originated in the so-called "special hazards," and most of those were traced to three basic causes. Almost 70 per cent of the special hazard fires resulted from these causes: gas driers with their connected ducts and resi due; oily rags, and flammable liquids. Improved methods of 'ventilation, drying inks, and new inks are needed, non-flam mable solvents, cleaners, and improved meth ods of lubrication must come to eliminate these hazards. Meanwhile, we must recog nize them and protect against them. But what is so different about gas driers, dirty ducts, oily rags and flammable liquids? These are fairly common hazards, it's the method of application and the degree of use that makes them "special" to the printing industry, and you will find that almost all fire protection hazards fall into this pattern for any industry. The special hazards are really only com mon, baric hazards with some special method of application which may increase the nor mal probability of this hazard of starting a fire. We don't really have too many baric hazards to worry about. Let's list them: 1. Housekeeping--this indudes waste disposal, oily rags, dirty ductwork; Storage and warehousing is basically a housekeeping haz ard; 2. Hot surfaces--driers, ovens, boilers, and their connected ducts, and the fuel han dling connected with these devices; 3. Open flames or sparks--again may apply to driers, boilers, etc but can also include welding, smoking, static; 4. Flammable liquids--in dudes storage, painting, mixing; 5. Electritity; and 6. General maintenance--which classes as a hazard since poor maintenance can create a hazard, where none previously existed. One or more of these items properly mixed with blueprints, engineers, and com plicated gears, valves, buttons, and flashing lights, become our "special" hazards. If you can learn to look through the woods, you find it is not hard to identify the trees. Once you have identified your hazards, you can do one of these three baric things to each hazard in the process or machine: eliminate it, isolate it, or protect it To eliminate or isolate a hazard you can rely on your own company's engineering people for details and performance merely by convincing them it is a hazard. To pro tect a hazard, once found, there are many companies in the business of providing the engineering know how to do this. And the job of deciding whether the possible con sequences resulting from a hazard is worth 44 ref lation, drying led, noa-flamaproved metht to dimisate t most recog!t them. But i driers, dim liquids? izards, it's the degree of use > the printing sat almost all o this patters illy only com>-pedal method `ease the nor of starting a o many basic list them: 1. taste disposal. Storage and sekeeping hazoveus, boilers, the fuel hanuces; 3. Open pply to driers, dude welding. !e liquids--ining-v 5. Heca me previously iems properly ers, and com, and flashing izards. If you te woods, you the trees, your hazards, e baric dungs t or machine: ect it uard you can `s engineering stance merely card. To proore are many providing die this: And the possible conzard is worth Printing and Publishing Industry the money required to do something about it. must be a group management effort For die smaller shop without an engineer, there are many companies who can proride the information necessary to accomplish any of the three items. For one, try asking your insurance agent if the company you are insured with prorides engineering services. You may also be able to reduce your insur ance costs by following their recommenda tions. For others, look in the yellow pages or check with the Better Business Bureau, the fire department or the Chicago Asso ciation of Commerce and Industry. The same process can be applied to new equipment and processes. The hard job may be in seeing that these new things are made available to you early in their development stage, but this is a communications problem and you are already expert in that fields So, really we have no hazards so mysteri ous that a person, trained in looking, can not break them down to every day items. Then it becomes a matter of using the serv ices of one of the established fire safetyorganizations. The NFPA or the NBFU will have a pamphlet recommending the best protection for any known hazard. The big problem in fire prevention in the printing industry is much the same as the problem all industry faces, how to prevent the accumulation of unplanned for, minor hazards from starting fires. And this prob lem results partially from the fact that fire protection is still too much an offshoot of general safety, it must be considered more than on a level with a safety shoe or safety goggle program, it must be weaved continu ously through your whole safety program and have as much planning and fore thought Most companies cannot afford to main tain,a separate-fire^ prevention section, as some companies are now doing, but you can maintain a fire prevention section in your own head and put more thought to iL The trouble with fire safety is basically lack of good planning or in many cases lack of any planning. So, start at the bottom, literally; inspect your plant for housekeeping, oily rags, poor lubricating procedures, poor waste disposal, flammable liquid handling! Then check your fire doors, half of them probably are dam aged or even inoperative. Are the fire extinguishers full? Are they regularly checked and weighed? Has your fire hose ever been tested, in fact has it ever been taken out of the cabinet to see if it's still in one piece? Is the sprinkler sys tem checked regularly, do you know if all the valves are always open? These are basic items, and it doesn't take much special training to accomplish this. When you find that you have defects, there are again standards published that can form the basis for your recommendations or ac tion. After you have found your major defects, you can proceed on rather familiar ground, send out pieces of paper. Write basic stand ards and requirements for your people, mod ifying existing standards to your needs, the subject matter may not be as familiar as straight safety requirements, but the process is the same. There are a great many people throughout your own plant who can aid a fire safety program if yon only can give them some basic standards to work by. The fires which still anil occur are going to have to be put out fast and when they are still small. If your plant is sprinklered, your job is easier, it's a matter of record that 98 per cent of the fires in sprinklered printing plants were put out or held in check by the sprinkler system, this makes it an important tool for preventing -large loss fires, but so many times you hear of the ex pressed fear of water damage in the print ing industry and of the elaborate plans for getting the water turned off, this can be dangerous and should be carefully controlled, a mistake here can invalidate the sprinkler system as a useful tooL I think you will find that most of the damage any water will cause will be accom plished in the first few seconds, so letting it run a little longer will not add much. And be careful who is allowed to turn the valve off, it had better be someone of re sponsibility. Someone who knows when not to turn it off. Automatic sprinklers, and all fire equip ment, hose, extinguishers, doors, etc need regular inspection, maintenance and testing to insure operation. There is too much tendency to assume that the fire equipment once in a plant will always operate, that, because we haven't 45 VM .. ."iW-L ? mm ti i vi .QE? 1959 National Safety Congress used it, it's still ready to use. Unlike most safety equipment, fire fighting tools are not constantly in use, and time, dirt, and un noticed physical damage can take its toll, and merely looking to see that the equip ment is still there is not enough. This is usually a problem with only two faces, one, lack of definite lines of responsi bility, since for convenience in accounting procedures fire equipment is often split into two or more financial groupings, that is, some is process equipment and belongs to the manufacturing operation and some is as signed to the building, regardless of who owns St someone must be given the re sponsibility of assuring its continued work ability. Once that responsibility is defined, you must then fix the other face, ignorance. See to it that the people responsible for the equipment understand its operation, know how to maintain it, and know how often and the procedures involved in testing it. And see to it that this is all in writing. Seeing that all this is accomplished is a big job, and an important job, but there is another, equally important job to be done and before we go into tills second job, I would like to quote parts of an article from a recent Factory Mutual publication. "Sig nificantly, most of industry's disastrous fires in recent years have been the result not so much of weaknesses in the physical safe guards as of failures of the human dement The human failures have been either fail ures to maintain plant preparedness, thus making the physiol protection ineffective when needed, or they have been mistakes of omission or commission during the emer gency, nullifying the safeguards which had been provided." They go on to explain that chief among the failures are those rdating to the handling of automatic sprinkler pro tection. But they end with a statement that - cair-be your basic key to real fire safety. "The answer is fully trained personnel, properly, organized under competent direc tum. Relatively few people are needed to assure fire safety, but they must be present when needed and they must know' what to do . .. and have the authority to do it." So finally we come bade to the same point as all safety', the foreman and his men, they must be talked to specifically about fire safety, given information concerning general hazards and given the job of performing thdr own routine weekly or monthly inspec tions, checked and backed up by your in spections. By "you" I mean whoever is working on this program. In tfie large plant the safety director should back'up the foreman's inspection, or the safety commit tees inspection. In the small shop the fore man or even the owner should back up the crews inspection. However it works, some one should perform a checking inspection to insure the original inspection of being done seriously. For those of you who are interested, 1 Iiave some of the inspection forms and standards we have set up that you may take and use or compare with your own. But most important, and the item most neglected in the past, they must be properly and regu larly* trained in the use of the equipment provided them and have a lasting organiza tion in which to use that training. And they should be exposed where possible to con trolled, relatively large fires to practice on. A man who has never seen anything larger than a backyard bonfire or never attempted to use an extinguisher on anything larger than a fire in a sawed off oil barrel cannot be expected to perform well on a fire in a building where he must also fight smoke, heat, and confusion. For after all of your previous work, how big each "little" fire grows, may depend finally on one man with one small extinguisher in his hands, and he better know how to use it; and he can do better if he know-s its limitations as well as its capabilities. But the starting point in training is much more basic than that. 1 f you will ask around in the factory, I think you will find a sur prising number of men haven't the slightest idea of how to operate an extinguisher. Many of them can't tell one from the other and few know which to use on what type of fire. You are spending money on equipment that a large percentage of your people don't understand and won't take the trouble to find out about. If this equipment is to be at all useful, you're going to have to show them how to use it, then let them try it out. And you must impress upon them the fact that all this preparation may not be needed but once, but that once can be worth the effort. From a thorough and continuing training program you will not only form an organi zation of men who will be able to stop the fires small, you will gain valuable side ef fects. Just as the safety committees have 46 bvvour ini Sever is Iri tne large d back up the afety commitihop the forei back up the works, sotnei inspection to of being done ; interested, I n forms and you may take ur own. But nost neglected erly and reguthe equipment ting organizaing. And they ssible to cono practice on. nything larger nrer attempted jything larger barrel cannot on a fire in 0 fight smoke, rr all of vour h "little*' fire one man with hands, and he md he can do o' ^ well as lining is much rill ask around rill find a sur't the slightest iguisher. Many the other and at type of fire, on equipment ur people don't trouble to find is to be at all to show than ry it out. And 1 the fact that be needed but srth the effort inuing training trm an organi se to stop the Itiable side efimmittees have Priming and Publishing Industry proved invaluable to accident prevention, an active, informed fire conscious work force, whose interest and respect for fire is main tained, can prove invaluable in fire preven tion as well as bring a fire fighting tool. By being fire conscious they will amend a lot of previous poor practices, and you will find that the areas where the foreman and his men are active and aware of the dangers of fire, general maintenance and housekeeping are way above average. This in itself can pay the way of the training program. And as a morale factor for you and them, you will find that most of the men thor oughly enjoy these training programs and the more "for real" they are the more en joyable, and it brings to them, more so than expensive equipment, posters and slo gans can, the fact that management must -he interested in safety to go to all this trouble. And if you can sell the men that fact, your whole safety program can gain from it. An occasional training session can also be a real boon to the safety director who just found out he's shown all his movies; and quite seriously can break the rut of always sitting and listening. Fire safety in the home can really wake up the class, and start some discussions. Start criticizing them for taking so little of the fire safety plan ning that industry provides, home with them, show them that, by and large, we take bet ter care of them than they do of their own family, ft can open a whole new field of meeting formats for you. Well, now that we are in the midst of attacking our problons at the home plant, yon suddenly find that because certain areas are gaining population rapidly, and because shipping is getting more difficult and ex pensive every day, your company is going to expand, move out into new areas. You'll probably _folIow_jhe trend, you will start small. The building will be the semi-perma nent type, no brick and concrete this time. Xo, now it's steel and glass walls, steel deck roof, covered with asphalt It will be one story and built to expand horizontally instead of vertically. It wUl undoubtedly be out in the middle of nowhere, anywhere from 20 to 40 miles from a big city fire department and any semblance of a water, pipe. Now what are those people going to say? I mean the ones who always tell you, "don't wony about it, the fire depart ment's only one-half block away." The big gest thing this new fire department ever saw was when Joe's chicken coop caught fire. Although most volunteer fire depart ments are quite capable and often more earnest than their paid counterparts, they are not usually equipped to handle a large factory fire. Then to top it off, you get a few older supervisors and a building full of new people. A new plant can present you with many fire problems from the start, and you had better see they are taken into consideration. You must fight economy of materials which may add flammable construction to a build ing already only barely non-flammable. In sist on automatic sprinklers, a hot fire can drop the roof of this type building amaz ingly fast See that sufficient water supply and distribution systems are provided for, and try to have them provided for use during construction, not after the last door is hung. Get a fire pump, a hose stream at ele vated tank pressure can look pretty sick, and your fire department may not own a pumper. See that fire divisions are pro vided, several acres under an unbroken roof can be deadly. And a well-trained and fireconscious work force is more important now than ever. Then as the new plant takes shape, begin to set up all the items you should have had in your old place: 1. Institute a system of regular, detailed, inspections. One to be done by the plant personnel, another to be periodically done by you. Send written recommenda tions and perform a follow up inspec tion to assure some thought and action bring put to them. 2. Write a set of minimum standards cov ing all the basic hazards; general house keeping, waste disposal, flammable liquid handling, smoking, welding and so on. 3. Write detailed specifications and descrip tions on maintenance, testing and care of fire equipment 4. Make sure the responsibility for all these items is clearly defined. This item is ex tremely important and is often neglected, or undear when it is done. 5. Set up within your own company a pro cedure whereby you are notified of in tended changes, additions, new construe- 1959 National Safety Congress tion, so that you will at least be aware of new hazards bong introduced. 6. Begin a thorough and continuing pro gram that will provide your company with an organization to fight your fail ures, and give them the training they will need to do this job. A good train ing program is time consuming and hard work, but it it is the only way yon can keep alive an awareness of the serious ness of a future fire. If any one item in fire safety comes first, it is the fact. that your people must know and under stand the possible consequences of a fire. Don't solve your fire problems with a statement like this: "The sprinkler system is our first and foremost defense against fire." Because in too many places it is the only defense and this can be dangerous over a period of time. Something else must be first. Your first defense against fire, and your last hope in the event of one, is a well-trained man, backed up by a well-pre pared program. SAFETY IN THE SIXTIES FOR THE PRINTING INDUSTRY By WALTER McARDLE President, McArdle Printing Co., Washington, D. C. In any field of endeavor, respect is always inspired by a job well done. The National Safety Council in laying its plans for the 47th Annual Safety Congress, of which our meeting is a part; met the specifications of a job well done in a most admirable manner. Some of you may have had tiie privilege of receiving an 186-page booklet which the Council prepared for its speakers and panel members in connection with this Congress. This book gathered together the considered opinions of distinguished leaders in Ameri can life and set forth their views on many aspects of what we might expect in the 60's. It was especially interesting to me since our association--Ptinting Industry of America-- just completed an annual convention in New York which was devoted entirely to the sub ject of "How Will Change Affect Your Business?" or "Management Equips for To morrow's Needs." The information in the Councils. booklet "Safety in the 60's" was provided so that the various speakers and panel members might take adavntage of these considered opinions in presenting their views of what might be expected in "Safety in the 60's" in their particular field of activity. The preface to this book is an interesting edi torial, and so that you might enjoy as I did, a bit of the editorial stylo, I would like to read you the first sentence - "Perched cm the razor's edge of history, man at any given moment instinctively looks both fore and aft, for these are interesting, instructive and, at times, comforting things to do." When I was asked to speak to you, it was for the purpose of having us together look ahead in graphic arts safety in harmony with the theme of the Safety Congress. When I accepted this assignment I was not aware of conditions surrounding the opera tion of the Printing and Publishing Section. So with your permission (and I have al ready obtained the permission of the Pro gram Committee Chairman), I want to con sider, not the safety aspects of the things that will come in 1960, but rather the prac tical and immediate problem that seems to be facing the future of a Printing and Pub lishing Section within the National Safety Council. I make this change because in my opinion the most effective manner in which we can achieve a satisfactory record in the graphic arts in the field of safety in the 60's is to have an active, progressive and successful Printing and Publishing Section in operation. This to me is Step No. 1, and without it the information which we might obtain by prophecy or develop by accurate survey cannot be translated into procedures which will safeguard our manpower and our investment in equipment and facilities. 48 tr and undericr'4 a fire. tM /with a inkier system fense against aces it is the mgerous over else must be Inst fire, and of one, is a y a well-pre- : of history, instinctively r these are , at times, to yon, it was together look in harmony sty Congress, er- )ras not ng operashing Section. :d I have al- of the Pro want to conof the dungs ther the pracat seems to he ing and Pubitional Safety xxause in iny mer in which record in the safety in the ogressive and siting Section ep No. 1, and ich we might p by accurate to procedures wer and our alities. Printing and Publishing Industry The discussion of this subject as compared of having a Printing and Publishing Sec to prophesying the future of safety in the tion for the sake of a name only, is not the graphic arts, I am sure will not be as glam chief consideration. It is not a question only orous but it can be more satisfying to you of prestige but rather a question of under and to me if it results in concrete and spe what method of operation is there the great cific action. I was advised just two weeks est possibility for developing a satisfactory- ago that a proposal would probably be sub safety awareness on the part of both man mitted to the Industrial Conference at a agement and company personnel. Awareness meeting which took place last Sunday call should come from active safety- programs ing for the elimination of the separate Print established by management, the participation ing and Publishing Section under the Na in statistical reporting, and the land of in tional Safety Council. Probably I should terest which brings healthy active groups of have known of this before, but the matter people together to work on the various proj came to my personal attention only two ects which an active section of the Council weeks ago. and immediately we approached would normally carry forward. the proper officials within the Safety Coun cil. After discussions with the men who have been carrying on this work with con siderable personal sacrifice over the past rears, we arrived at an agreement that this proposal to discontinue a separate section --would be held in abeyance for at least a year. Now I would like to go back just a few moments to the beginning of the Printing and Publishing Section because I think by doing so those things I am going to suggest can be better understood by those of us who have not been closely associated with the work of this Section. Printing Industry* of America worked actively with Walter Smith, Sam Mansfield, and a handful of other in dividuals who in 1947 petitioned the National Safety Council to establish a Printing and Publishing Section. PIA then undertook the financing of the initial work on the develop ment of the special safety manual for the We are handicapped in this matter by the absence of concrete statistics, but all of the reasons that existed when this separate Sec tion was established in the late 1940's, exist today with greater emphasis on the need, be cause of the larger number of high-speed presses and the new manufacturing meth ods which are being introduced. It is always difficult in matters such as this to avoid the appearance of being overly critical of those people who have performed so marvelously. Our experience in PIA over the past 14 years has revealed the fact that in our industry, a long strenuous period of educational activity is required to create an awareness of the value and importance to management of almost any one of the im portant management functions. This is not a condemnation of the industry, but rather a recognition of its particular composition. industry*- Many of our management people have not With the establishment within the graphic had the privilege of formal management arts of the Education Council, PIA with training. By far the great majority- of our drew its active sponsorship of this work and companies are of such a size that the ap assigned the activity to the Education Coun pointment of a full-time safety, director cil Quite frankly I have been out of touch would be completely out of the question, with the matter, although we have main even if management were fully aware of the tained constant representation on the Sec benefits of a safety program. This does not tion's Executive Committee. make the job imposstble^-it makes it just a In talking to Walter Smith, whom I have consulted on this matter, I found that the industry has not responded satisfactorily to bit more difficult Joseph Chanko always says that the impossible simply takes a little longer to accomplish. the excellent work of the Section's officers. I recognize that with us here are the men The gradual growth of membership of the who have kept this activity alive. What I Section, however, is encouraging, but the have to say is addressed to you as well as to failure of the industry to cooperate in many the men who are attending their first session ways was the principal reason for consid of the National Safety Congress. ering the discontinuance of the separate Sec It is our plan in PIA to endeavor to in tion. terest our independent affiliated associations It is important to realize that the matter (of which we have some 73 throughout the 1 1959 National Safety Congress United States and Canada) in establishing an active safety activity as an association program. To accomplish this we must find in each city at least one interested industry man who will assume the leadership and serve as the liaison with the Printing and Publishing Section during the next year. One active, enthusiastic, interested person is all we need to get under way in each city. I want your hdp in finding him. We need you, or someone from your company to personally take on the task. We will as sist you in every way. In the case of die industries which have organizations separate from the local print ers' associations, it is our plan to* work through their national officials, and endeavor to find in each organization an individual who will work actively with the Section. I know that in some industries this already exists and full cooperation and interest have already been established. If we are to make safety live in the printing and publishing industries, it is go ing to be necessary for us to take positive action. i ( SO MtmL l r- i which have t K"'Lprintlat, / work and endeavor an individual ic Section. I this already interest have live in the ies, it is gotake positive ) OFFICERS OF THE PULP AND PAPER SECTION NATIONAL SAFETY COUNCIL 1959-60 General Chatman--G. R. Merriman, Coordinator of Safety, International Paper Co., Mobile; Ala. Vice Chairman and Program Chairman--. V. Hill, Safety Director, The Mead Corp., Kingsport Division, Kingsport, Term. Newsletter Editor--V. P. CooLOX, Safety Director, Sealright-Oswego Falls Corn., Fulton, N. Y. Secretary--Robert J. Gell, Staff Assistant, Paper Mills Division, Eastman Kodak Co., Kodak Park Works, Rochester, N. Y. Regional Representatives--`Francis H. Wagner, Director of Safety, The Mead Corp., Chillicothe, Ohio; Lake States--*Arthur Cable, Safety Director, The Northwest Paper Co, Cloquet, Minn.; Middle Atlantic--H. J. Hahn, Safety Coordinator, Hanunermill Paper Co, Erie, Pa.; Southern--`Dallas E. Henry, Safely Director, Continental Can - Co, Inc, Southern Advance Bag Operation, Hodge,La.; Canada--'Douglas B. Chant, Secretary-Engineer, The Ontario Pulp & Paper Makers' Safety Assn, Toronto, Out, Canada; Midwest--*E/ja. F. Rifstra, Personnel Manager, Container Corporation of America, Chicago, 111.; Central--*H. E. Newbury, Safety Supervisor, Ecusta Paper Division, Olin Mathieson Chemical Corp, Pisgah Forest, N. C; Pacific Coast--Dan Asad, Safety Coordinator, Pacific Coast Association of Palp & Paper Manufacturers, Portland, Ore.; New England--*R. G. Belknap, Personnel Manager, Bemis Bro. Bag Co, East Pepperell, Mass. Contest Committee--A. Scott Dowd, (Chairman), President, Fritz Publications, Inc, Chicago, I1L; C. B. Batir, Safety Coordinator, Bemis Bro. Bag Co, St. Louis, Ma; Claire L. Lyon, Corporate Employee Relations Manager, Scott Paper Co, Chester, Pa.; *J. Fred Berry, General Insurance Manager, Alton Box Board Co, Alton, 111. special Projects Committee--Gordon B. Lemhe (Chairman), Research Coordinator, Em ployers Mutuals of Wausau. Wausau, Wis.; Russell E. Bell, Safety Director, The Crossett Co, Crossett, Ark.; D. L, Eisenach, Safety Director, Minnesota and Ontario Paper Co, International Fails, Minn.; Forrest E. Kimmell, Safety-Medical Director, Sutherland Paper Co, Kalamazoo, Mich.; Lambert J. Louy, 'Safety Director, Con tainer Corporation of America, Chicago, 111.; W. A. McLelian, Safety Director, Canadian International Paper Co, Three Rivers, Que, Canada; R. E. Scott, Assistant Secretary-Engineer, The Ontario Pulp & Paper Makers' Safety Assn, Toronto, Ont, Canada; *Fbed O. Souchton, Training Coordinator, Kimberly-Clark Pulp & Paper Co, Ltd, Terrace Bay, Ont, Canada. Off-lke-Joh Safety Committee--Clyde J. Beckley (Chairman), Carton and Container Division, General Foods Corp, Battle Creek, Midi.; A. E. Hammerstein, Safety Director, Gaylord Container Cbrp, Division of Crown Zellerbach Corp, St. Louis, Mo.; R. W. Robertson, Safety Supervisor, The Champion Paper and Fibre Co, Carolina Division, Canton, N. C; Orbbie K. Webber, Safety Director, Northern New York Mills, St. Regis Paper Co, Deferiet, N. Y. Pulpwood Logging Committee--E. C Cordon (Chairman), Safety Officer, Louisiana For estry Commission, Woodworth, La.; A. R. Bentley, Safety Supervisor, Hiwassee Land Co, c/o Bowater Southern Paper Co, Calhoun, Tenn.; R. E. Goulet, Personnel Super visor, Woodslands, Canadian International Paper Co, Montreal, Que, Canada; Auen Greek, Safety Supervisor, Logging and Forestry Dept, St Regis Paper Co, Orting, Wash.; Jefferson Keith, Administrative Assistant and Safety Officer, American Pulpwood Assn., New York, N. Y.; Dan Lambeth, Director of Personnel (Safety and Training), Woodslands Department, International Paper Co., Mobile, Ala.; J. Omer Lang, Chief, Woods Employment, Safety and Training Units, Brown Co, Berlin, N. H. Pulp Manufacturing Committee--Robert M. Gilmore (Chairman), General Safety Super visor, Rayonier Inc, Eighth and Levee, Hoqtnam, Wash.; W. B. Ballinger, Safety' Coordinator, Brunswick Pulp & Paper Co., Brunswick, Ga.; George A. LaHusen, General Safetj' Supervisor, Crown Zellerbach Corp., Portland, Ore.; A, E. Minor, Safety Supervisor, The Ontario-Minnesota Pulp & Paper Co., Ltd., Kenora, Ont, Canada; James M. Pinkston, Jr- Personnel and Safety Supervisor, The Crossett Co., Crossett. Ark.; Harris K. Williams, Assistant Coordinator of Safety, Southern Kraft Division, International Paper Co., Mobile, Ala.; Robert W. Wood, Manager of Safety Services, Kimberly-Clark Corp., Neenah, Wts. Paper Manufacturing Committee--Merlin C Race (Chairman), Safety Director, St. Regis Paper Co., New York, N. Y.; Frank C Harmon, Employment Manager, Hol lingsworth & Voss Co., West Groton, Mass.; James E. Jones, Secretary, Industrial Relations Committee, American Paper & Pulp Assn., New York, N. Y.; A. E. Topmiller, Safety Supervisor, The Champion Paper and Fibre Co., Hamilton, Ohio; Edwin D. Lewis, Personnel Manager, Container Corporation of America, Philadel phia, Pa. Bag Committee--Harold Hewitt (Chairman), Assistant Personnel Manager, Bemis Bro. Bag Co.. Peoria, I1L; Jack Kohl, Training Supervisor, Converting Division, St-Regis Paper Co., Pensacola, Fla.; Toxie R. Trim, Safety Director, Division of Crown Zeller bach Corp., Container Division, Bogalusa, La.; Allen H. Watts, Assistant Safety Director, Union Bag-Camp Paper Corp., Savannah," Ga. Roofing Committee--H. R. Mesler, Jr. (Chairman), Director of Safety, The Ruberoid Co., New York, N. Y.; Matt F. Fink, Supervisor of Safety, Certain-Teed Products Corp., Paoli, Pa.; M. H. Miller, Safety* Director, Dominion Tar & Chemical Co., Lt<L Montreal, Que., Canada; Robert C Smith, Supervisor of Safety, Industrial Health and Plant Protection, Johns Manville & Co- Waukegan, I1L Insulation Committee--Budwin J. Lee (Chairman), Safety Director, Wood Conversion Co., Cloquet, Minn.; William "Bits" Bingham, Personnel Manager, Abitibi Corp., Alpena, Mich.; G Hoctel, Jr, Director of Safety, The Celotex Corp., Marrero, La.; M. F. Mattson, Safety Supervisor, Minnesota and Ontario Paper Co., International Falls, Minn. Specialties Committee--Harold E. Tebo (Chairman), Personnel Supervisor, Baryta Di vision, Eastman Kodak Co., Rochester, N. Y.; Alfred B. Barnes. Safety and Fire Prevention Engineer, Fibreboard Paper Products Corp., Oakland, Calif.; John Cole man, Salaried Personnel Manager, Dixie Cup Division of the American Can Co., Easton, Pa.; Otto Wagers, Safety Administrator, The Champion Paper and Fibre CoGeneral Office, Hamilton, Ohio. - Shipping Containers Committee--Jack Dunham (Chairman), Director of Safety, The Mergel Co., Louisville, Ky.; Mrs. Marian Irving, Safety Director, Stone Container-, Corp., Chicago, Hi; Frank J. Kekwtn, Director of Safety, Mead Containers, IncCincinnati, Ohio; T. A. Roberson, Mead Packaging Inc, Atlanta Paper Co. Division, Atlanta, Ga. Folding Carton Committee--Karl F. Simpson, Jr. (Chairman), Director of Industrial Relations and Safety, Folding Paper Box Association of America, Chicago, 111.; James A. Brooks, Weyerhaeuser Co., Folding Carton Division, Chicago, Hi; William Olives, Diamond Gardner Corp- Gardner Division, Middletown, Ohio; Charles H. Timanus, The Lord Baltimore Press, Inc, Baltimore, Md. Staff Representative--R. Curry, National Safety Council, Chicago, 111. Past General Chairmen. 52 r, American >1 (Safety and Ja.; J. Omer Berlin, N. H. Si ) Super- inger, Safety A. LaHusen, K. E, Minos, Kenora, Ont, . Crossett Co., outhera Kraft ger of Safety Director, St. ifanager, Holxy, Industrial ; A. E. Topmflton, Ohio; rica, Philadel- r, Bemis Bro. son, St Regis CroWn Zellersistant Safety Ruberoid Co., roducts Gorpcal Co- Ltd., ial Health and >d Conversion Abitibi Cotp, Marwo, La.; if National r. Baryta Difety and Fire ; John Golecan Can Coutd Fibre Co- Safety, Tire one Containerittainers,Inc- Co. Division, of Industrial Chicago, III.; I1L; William Charles H. OFFICERS OF THE PRINTING AND PUBLISHING SECTION NATIONAL SAFETY COUNCIL 1959-60 General Chairman--D. H. Grothaus, Safety Director, McCall Corp., Dayton, Ohio. Tice Chairman and Membership Chairman--G. Stuart Mansfield, Safety & Employee Benefits Director, Western Printing and Lithograph Co., Poughkeepsie, N. Y. Assoc. Membership Choirntan--Walter R. Smith, Manager Employees Activities. R. R. Donnelley & Sons Co., Chicago, 111. Program Chairman--B. J. Taymans, General Manager, Printing Industry of America, Washington, D. C Associate Program. Chairman--Charles Shapiro, Manager Educational Dept., Litho graphing Technical Foundation Inc., New York, N. Y. Newsletter Editor--Direr M. Hasse, Safety Director, Meredith Publishing Co., Des Moines, Iowa. Assoc. Newsletter Editor--Gordon H. Rosberg, Safety Director, Richter McCall & Co., Chicago, 111. Secretary--Homer H. Clevinger, Safety Supervisor, Kingsport Press Inc- Kingsport, Tenn. Engineering Maintenance & Electrification Committee--F. K. Niedhardt, Personnel Mgr., Miehie Printing Press Mfg. Co- Chicago, I1L Assoc. Electrification Committee--F. N. Burt, Mgr. Trip Control Div., MinneapolisHoneyweli Regulator Co., Freeport, III. Education & Training Chairman--B. J. Taymans, General Mgr., Printing Ind. of America, Washington, D. C. Assoc. Chairman--Charles Shapiro, Manager, Educational Dept., Lithographic Technical Foundation Inc., New York, N. Y. Off-the-Job Committee--Homer H. Clevinger. Safety Supervisor, Kingsport Press IncKingsport, Tenn. Assoc. Off-the-Job Chairman--J. W. Looper. Safety Director, National^ Cash Register Co.,,. Dayton, Ohio. Liaison Pulp & Paper Cam. Chairtnan--Paul L. O'Neill, Personnel & Safety Dir- Rand McNally & Co., Hammond, Ind. Assoc. Pulp 6r Paper--Ken Umberger, Personnel Manager, Kingsport Press, Inc, Kings port, Tenn.; Karl Simpson, Jr., Dir. of Safety & Ind. Relations, Folding Paper Box Assn- Chicago, 111. Associations Committee--B. J. Taymans, General Manager, Printing Industry of America, Washington, D. C; Malcolm H. Frost, Executive Dir- Book Mfg. Inst Inc, New York, N. Y.; Samuel M. Burt, Managing Director, Education Council of the Graphic Arts Industry, Inc- Washington, D. C Mcmbers-at-Large--Eugene P. Ernest, Safety Officer, U. S. Government Printing Office, Washington, D. C: G. R. Rowntree, M.D., Director, Health & Safety, FawcettDearing Printing Company, Louisville, Ky.; C Howard Timanos, Personnel Director, The Lord Baltimore Press, 1601 Edison Highway, Baltimore, Md.; Stanley L. T^jroff, Safety Coordinator, The New York Times, New York, N. Y, Staff Representative--Harry Johnson, National Safety Council, Chicago, 111. Other Volumes in this (1959) Series Users of this volume will find much value in its companion volumes, which offer the complete record of file 47fii National Safety Congress! Here is the list: Vol. No. Title 1 to 9 10 or Copies more l General Sessions and Index to all Volumes.................... . $ .65 2 Aeronautical Industries; Air Transport......................... . .40 3 Automotive and Machine Shop; Power Press and Forging .65 4 Cement, Quarry and Mineral Aggregates.................... . .40 5 Chemical and Fertilizer................................................. . .65 6 Civic Leadership; with Church, Home, Women, Youth.. .65 7 Coal Mining................................................................. . .65 8 Commercial Vehicle...................................................... AS 9 Construction; Public Employee...................................... AS 10 Electrical Equipment.................................................... . .40 11 Farm........................................................................ .40 12 Food and Beverage; Meat Packing, Tanning and Leather Products; Trades and Services............................... AS 13 Glass and Ceramics; Rubber........................................ A5 14 Industrial Subjects Sessions (ASSE)............................. .90 15 Labor........................................................................... A5 16 Marine.......................................................................... A5 17 Metals .......................................................................... . .65 18 Mining .......................................................................... A5 19 Occupational Health Nursing........................................ . .40 20 Petroleum ..................................................................... A5 21 Public Utilities............................................................. A5 22 Pulp and Paper; Printing and Publishing......................... A5 23 Railroad......................................................................... . .40 24 School and College.................... .................................... .90 25 Traffic ........................................................................... .90 26 Transit .................................. ...................................... . A5 27 Wood Products; and Textile........................................... A5 28 Early Morning Sessions.................................................... .65 $ 5 35 A5 35 5 5 5 5 5 35 35 5 5 0 5 5 5 5 35 5 .55 5 35 ,80 0 5 5 5 COMPLETE SETS {28 Volumes)...................................... $10.50 $I00 Stock No. 02239--1 02239--2 02239--3 02239--4 02239--5 02239--6 02239--7 02239--8 02239--9 02239--10 02239--11 02239--12 02239--13 02239--14 02239--15 02239--16 02239--17 02239--18 02239--19 02239--20 02239--21 02239--22 02239--23 02239--24 02239--25 02239--26 02239--27 02239--28 022.19 All prices shown are subject to a 10 per cent discount to National Safety Council members. NATIONAL SAFETY COUNCIL 425 NORTH MICHIGAN AVE. CHICAGO II, ILL 4MJ6002 56 rauTss is s.s.a. 022.29--22 * 7 < I t i \ b