Occupational Safety and Health

LECTURE 7 – Personnel Involved in OCHS

INSTRUCTOR: ASST. PROF. DR. SEVKET C. BOSTANCI

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Contents
• The final outcomes and successes of occupational safety and health (OSH) are
directly related to those individuals involved and how they fill their roles as
members of the teams that oversee, conduct, implement, carry out, and fulfill the
intent of OSH within a given workplace.

• This presentation defines the roles and importance of individuals involved in OSH.

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Introduction
• In order for occupational safety and health (OSH) to function effectively, there must
be a complete dedication and support for it.

• This is why the term commitment is really directed at management since it is solely
management’s responsibility to provide a safe and healthy workplace for its
employees.

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• When occupational injuries and illnesses occur, they are considered to be failings within
the management system.

• Management sets the tone for safety and health within the workplace. It does so by
demonstrating a commitment. The first item to look for is a safety and health policy that
expresses the position of the company in relation to safety and health. This policy must
be signed by the president, chief executive officer (CEO), or similar official, not the safety
director.

• This is why the safety and health program must start at the top and work its way down to
every level of the company.

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• A safety and health policy statement clarifies the policy, standardizes safety within the
company, provides support for safety, and supports the enforcement of safety and
health within the company.

• Policy should set forth the purpose and philosophy of the company, delineate the
program’s goal, assign responsibilities for all company personnel, and be positive in
nature. It should be as brief as humanly possible.

• The top management will sign off on the company’s safety and health program. This
does not mean that they will develop it, but that they support it. This is another
example of commitment.

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• Management helps to set the goals and objectives of the program and then signs off on
them. Nothing can be accomplished in a positive fashion without attainable goals.
Goals are the target.

• Goals and objectives are very important and should be directly observable and
measurable. They should be reasonable and attainable.

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The following are some examples of goals and objectives and the issues faced by those using them:
• Ensure zero fatalities or serious injuries. (This is usually an unreachable goal for most employers)
• Reduce injuries, lost workday accidents, and workers’ compensation claims by _____%.
• Prevent damage or destruction to company property or equipment. List real damage and
destruction.
• Increase productivity through reduction of injuries by _____%.
• Reduce workers’ compensation costs by decreasing the number of claims to _____ or cost by
_____%.
• Enhance company’s image by working safely. Can you measure this in some way?
• Keep safety a paramount part of workers’ daily activities. What are indicators of this? (They are
the number of near misses, reports of hazards, or the number of observable unsafe acts.)
• Recognize and reward safe work practices. How is this part of a goal? What could be the
measurable outcome of this objective?

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• Management should develop and implement a set of safety and health rules and
policies. Since these rules are developed for the good and welfare of everyone, this is
why everyone should obey and follow them at all times, even when it is not convenient.

• A manager should never enter a work area that requires protective eyewear without the
required eyewear. No special favors should exist. After all, the manager is a direct
reflection of management’s commitment to the company’s OSH.

• Managers are role models who must emulate the company’s philosophy and
commitment to the safety and health program, to which the top manager has given his
support.

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• It cannot be expected that an OSH program can run without financial assistance.
Thus, it is management’s responsibility to support safety and health with an
adequate budget.

• Safety and health should have its own allocated budgetary resources. This is the
reason that a separate budget for OSH should be developed. In fact, safety and
health should be managed like any other component of the company, whether it is
research, development, or production.

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 Why roles and Responsibilities?
• Everyone is responsible for safety and health and accident/incident prevention. This statement also means
that no one in particular is accountable or responsible. Four entities must be accountable and responsible
for the OSH effort:
1. All levels of management must demonstrate their commitment to the company’s policies and procedures
regarding safety and health by their presence, visibility, actions, adherence, and behavior.
2. The person who, by background or experience, has been assigned responsibility and therefore assigned
accountability to ensure that the company’s safety and health program is adhered to.
3. The supervisor, who models the company’s safety personality and is the liaison between management
and the worker relevant to the implementation of safety, must be held both responsible and accountable
for safety in his/her work area.
4. Employees are responsible for abiding by the company’s rules and policies and are accountable for their
own behavior, safe or unsafe.

• Each of these entities must understand both their responsibilities and accountabilities regarding the safety
and health policies and procedures of the company.

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 Why management?
• The accountability for workplace safety and health falls on the management. Thus, those who
are held accountable are the ones who are responsible for all aspects of the safety and health
program.

• Occupational Safety and Health Administration (OSHA) does not cite workers or the safety and
health professional. It cites the company, and the representatives of the company are the
management team.

• OSHA states that almost one-third of all serious injuries and illnesses stem from overexertion
or repetitive trauma, which are expensive injuries. It is important that management views
safety and health as an ethical and moral obligation as well as a monetary obligation. Research
studies indicate that companies can expect a $4 to $6 return for every dollar invested in safety
and health. This is why development of programs and commitment to managing safety and
health demonstrates that this not only is a long-term commitment to do the right thing to
protect workers from injury and illness.
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Some factors the managers should undertake to demonstrate their commitment to the company’s
occupational safety and health effort are as follows:

• Communicating with everyone including other peers, supervisor, and employees

• Making decisions and problem solving regarding safety and health
• Disseminating information on hazards, rules, and compliance to maintain a safe workplace
• Inspecting and maintaining a safe workplace for all employees
• Abiding by and enforcing safety and health rules and regulations
• Staying updated on emerging safety and health issues
• Demonstrating openly by deeds and actions support for safety and health
• Using the appropriate resources to provide a safe and healthy workplace

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In summation, these are ways management’s commitment is effectively conveyed:

• Inspecting facilities, machinery, and safety equipment to identify and correct potential hazards,
and to ensure safety regulation compliance.
• Interpreting safety regulations for others interested in industrial safety such as safety engineers,
labor representatives, and safety inspectors.
• Maintaining and applying knowledge of current policies, regulations, and industrial processes.
• Maintaining liaisons with outside organizations such as fire departments, mutual aid societies,
and rescue teams, so that emergency responses can be facilitated.
• Report or review findings from accident investigations, facility inspections, or environmental
testing.

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 Line Supervisor
• The individual with the most impact on workplace safety and health has to be the line supervisor.
Everything that is communicated to the workers comes from the supervisor. The first-line supervisor sets
the tone for his/her workplace. The supervisor is the role model for the company, since he/she conveys,
implements, supports, and enforces all the company’s policies and procedures from production to safety.
• Duties of LS are as follows;

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• Everyone would acknowledge that the first-line supervisor is responsible for safety and
health within his/her work area.

• But seldom is the line supervisor evaluated on his/her safety performance in the same
manner as his/her production performance. Until the supervisor is held accountable for
safety and health in the same manner as for production with equal consequences for poor
safety and health performance as for poor production performance, then safety and health
will never be a priority with him/her.

• The value that the supervisor places upon safety and health will always be far less than the
value placed upon production. This is why a separate evaluation form for the supervisors’
safety and health performance, which can be used to compare safety and health
performance of supervisors, will go a long way toward placing equal value on occupational
safety and health (OSH).

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 Workers
• Everyone is responsible for occupational safety and health (OSH). This statement also
means that no one in particular is accountable or responsible. Three entities must be
accountable and responsible for accident prevention.

• 1. The person who, by background or experience, has been assigned responsibility and therefore
assigned accountability to assure that the company’s safety and health program is adhered to.

• 2. The supervisor who models the company’s safety personality. The supervisor is the liaison
between management and the worker relevant to the implementation of safety. The supervisor
must be held both responsible and accountable for safety in his/her work area.

• 3. The employees who are responsible for abiding by the company’s rules and policies and are
accountable for their own behavior, safe or unsafe.

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• Each of the aforementioned entities must understand both their responsibilities and
accountabilities regarding the safety and health policies and procedures of the
company.

• The main reason of workers mentioned here is the nature of their work. OSH is
directed toward the work that they are to perform. If they perform their work in a safe
and healthy manner, then they will end their workday without death, injury, or illness
and return home in the same condition as when they left.

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• Although workers do not have the control that management has over the workplace, they
are still responsible for complying with the company’s safety and health policies and
procedures. This is why commonly accepted worker responsibilities are expected by
employers, and workers are held accountable for their adherence to them

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• If a worker elects not to follow rules or to perform work in an unsafe manner, then there
should be consequences, which must be strictly enforced by the company and its
representatives.

• Failure to do so negates the authority of the safety and health policies and procedures.
Each company should have a discipline policy, which is progressive and stringently
enforced. A policy at its simplest is presented as follows:
1. Verbal warning—first offense
2. Written warning—second offense
3. Suspension from work—third offense
4. Dismissal/termination—fourth offense*

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Safety Director or Manager
• It is important when managing a company’s occupational safety and health (OSH)
initiative that someone should be designated as the overseer and responsible party of
safety and health.

• The individual is usually designated as safety manager or director. This individual must
both be experienced and have an understanding of the specific hazards that exist in the
company’s workplace(s). This individual may also be called the safety coordinator or
person.

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No matter the title, his/her responsibilities are varied and wide ranging. Some possible performance
expectations may be as follows;

1. Establishing programs for detecting, correcting, or controlling hazardous conditions, toxic environments,
and health hazards.
2. Ensuring that proper safeguards and personal protective equipment are available, properly maintained,
and properly used.
3. Establishing safety procedures for employees, plant design, plant layout, vendors, outside contractors,
and visitors.
4. Establishing safety procedures for purchasing and installation of new equipment and for the purchase and
safe storage of hazardous materials.
5. Maintaining an accident recording system to measure the organization’s safety performance.
6. Staying abreast of, and advising management on, the current federal, state, and local laws, codes, and
standards related to safety and health in the workplace.
7. Carrying out the company’s safety obligations as required by law and/or union contract.
8. Conducting investigations of accidents, near misses, and property damage and preparing reports with
recommended corrective action.
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9. Conducting safety training for all levels of management and newly hired and current employees.

10. Assisting in the formation of both a management and a union/management safety committee (department
heads and superintendents) and attending monthly departmental safety committee meetings.

11. Keeping informed on the latest developments in the field of safety such as personal protective equipment,
new safety standards, workers’ compensation legislation, and new literature pertaining to safety, as well as
attending safety seminars and conventions.

12. Maintaining liaison with national, state, and local safety organizations and taking an active role in the
activities of such groups.

13. Accompanying Occupational Safety and Health Administration (OSHA) compliance officers during plant
inspections and insurance safety professional on audits and plant surveys. The safety engineer further reviews
reports related to these activities and, with management, initiates action for necessary corrections.

14. Distributing the organization’s statement of policy as outlined in its organizational manual
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• If some facets of the safety effort are not going well, this individual will usually be held
accountable even though he/she may not have the authority to rectify the existing
problem.

• Usually, the safety person has a staff position that seldom allows him/her to interfere in
any way with the line function of production.

• Without some authority to impact line functions when necessary, the safety director or
manager has little clout as to worksite implementation of the company’s safety and
health effort. Accountability and responsibility must go beyond this individual.

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Safety and Health Professional
• The safety and health professional may range from the safety director of a company with
responsibility for safety and health at a company, facility, or jobsite to an individual with
specific expertise.

• In general terms, an occupational safety and health (OSH) professional is there to protect
workers from harm and prevent damage to equipment, property, the environment, and
the public. This is accomplished by analysis, design, and implementation of programs to
prevent occupationally related injuries and illnesses.

• Many safety and health professional specialize in specific areas, with expertise in
engineering, industrial hygiene, system safety, loss control, and ergonomics, while others
handle all facets of OSH.

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• These professionals may work for the public sector, private sector, or government, or as
consultants.

• They are found in a host of industry sectors such as mining, military, service industries,
construction, hazardous waste, chemical handling and processing, manufacturing,
insurance, transportation, longshoring, agriculture, energy source production, research
and development, and a multitude of other domains.

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Why are safety and health professionals needed?
1. To have someone that is responsible for safety and health
2. To have expertise in safety and health
3. To develop needed safety and health and prevention programs
4. To implement all the components of the safety and health initiative
5. To train others and assure all workers are trained in compliance with Occupational
Safety and Health Administration (OSHA) and the company’s requirements
6. To conduct and supervise safety and health inspections and audits
7. To have a voice or advocate for safety and health

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• Safety and health requires leadership, and a safety and health professional must be a
qualified, knowledgeable individual who fills that role in a company or business. Such a
person comes with many titles based upon his/her responsibilities and areas of
expertise, such as the following:

• Corporate safety and health manager, Environmental engineer, Environmental, health, and safety
manager, Ergonomist, Hazard control specialist, Hazardous materials manager, Health physicist, Fire
protection engineer, Industrial engineer, Industrial hygienist, Industrial psychologist, Injury prevention
specialist, Loss-control specialist, Occupational health specialist, Occupational nurse, Occupational
physician, Plant safety and health manager, Risk manager, Safety director, Safety engineer, Safety and
health compliance officer, Safety and health manager, Safety and health specialist, Safety inspector, Safety
training specialist, Security professional

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• The safety and health professional needs to develop methods for anticipating and
predicting hazards based upon his/her experience, historical data, and other pertinent
sources of information. This will allow for identifying and recognizing hazards in existing
and future systems, equipment, products, software, facilities, processes, operations, and
procedures during the life expectancy of these various facets of the workplace.

• As part of this, he/she must evaluate and assess the probability and severity of loss events
and accidents/incidents that may result from the actual or potential hazards. This requires
applying these methods and conducting hazard analyses and interpreting results.

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The analysis and interpretation is accomplished by reviewing, with the assistance of
specialists where needed, entire systems, processes, and operations, and any subsystems
or components, for failure modes, causes, and effects, due to the following:

• System, subsystem, or component failures.

• Human error.
• Incomplete or faulty decision making, judgments, or administrative actions.
• Weaknesses in proposed or existing policies, directives, objectives, or practices.

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• It is important to review, compile, analyze, and interpret data from accident and loss event reports
and other sources regarding injuries, illnesses, property damage, environmental effects, or public
impacts. This is why a safety and health professional must identify causes, trends, and relationships
to ensure completeness, accuracy and validity of required information; evaluate the effectiveness of
classification schemes and data collection methods; and initiate investigations.

• The duty of the safety and health professional is to provide advice and counsel about compliance
with safety, health, and environmental laws, codes, regulations, and standards, including conducting
research studies of existing or potential safety and health problems and issues.

• It is also expected that he/she will determine the need for surveys and appraisals that help identify
conditions or practices affecting safety and health, including those that require the services of
specialists, such as physicians, health physicists, industrial hygienists, fire protection engineers,
design and process engineers, ergonomists, risk managers, environmental professionals,
psychologists, and others while assessing environments, tasks, and other elements to ensure that
physiological and psychological capabilities, capacities, and limits of humans are not exceeded.
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• Development of hazard control designs, methods, procedures, and programs is another reason
why a safety and health professional is needed.

• They must formulate and prescribe engineering or administrative controls, preferably before
exposures, accidents, and loss events occur; eliminate hazards and causes of exposures,
accidents, and loss events; and reduce the probability or severity of injuries, illnesses, losses, or
environmental damage from potential exposures, accidents, and loss events when hazards
cannot be eliminated.

• Such a mandate entails developing methods that integrate safety performance into the goals,
operations, and productivity of organizations and their management and into systems, processes,
and operations or their components. This also includes the development of safety, health, and
environmental policies, procedures, codes, and standards for integration into operational policies
of organizations, unit operations, purchasing, and contracting.

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• The safety and health professional needs to consult with and advise individuals and
participate on teams while engaged in planning, design, development, and installation or
implementation of systems or programs involving hazard controls. This should encompass
engaging in planning, design, development, fabrication, testing, packaging, and
distribution of products or services related to safety requirements and application of
safety principles that will maximize product safety.

• The safety and health professional should use behavior-based safety techniques by
advising and assisting human resources specialists when applying hazard analysis results
or dealing with the capabilities and limitations of personnel.

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• Other responsibilities include directing or assisting in planning and developing educational and
training materials or courses; conducting or assisting with courses related to designs, policies,
procedures, and programs involving hazard recognition and control; advising others about
hazards, hazard controls, relative risk, and related safety matters when they are communicating
with the media, community, and public; and finally, managing and implementing hazard controls
and hazard control programs that are within the duties of their profession in the safety and
health position.

• In order to evaluate the effectiveness of the safety and health professional, one will need to
measure, audit, and evaluate the effectiveness of hazard controls and hazard control programs.
The safety and health professional will always be pressed to justify the impact and effectiveness
of OSH. He/she will need to establish and implement techniques that involve risk analysis, cost,
cost–benefit analysis, work sampling, loss rate, and similar methodologies for periodic and
systematic evaluation of hazard control and hazard control program effectiveness.

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• He/she also needs to develop methods to evaluate the costs and effectiveness of hazard
controls and programs and measure the contribution of components of systems,
organizations, processes, and operations toward the overall effectiveness.

• With these mentioned responsibilities, the safety and health professional will be charged
with providing results of evaluation assessments, including recommended adjustments
and changes to hazard controls or hazard control programs, to individuals or
organizations responsible for their management and implementation.

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• The safety and health professional is the purveyor of safety and health. Thus, he/she
must develop and utilize communication techniques that facilitate the company’s or
business’s message regarding safety and health within their workplace.

• If the safety and health professionals perform their expected functions, they will have
the data and justification to develop, implement, and secure the budget needed to
support the safety and health effort.

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Industrial Hygienist
• The following is one reason why an employer may have a need for an industrial hygienist
(IH). The Occupational Safety and Health Act (OSHAct) has brought a restructuring of
programs and activities relating to safeguarding the health of workers.

• Uniform occupational health regulations now apply to all businesses engaged in

commerce, regardless of their locations within the jurisdiction.

• Nearly every employer is required to implement some element of an industrial hygiene or

occupational health or hazard communication program, to be responsive to the
Occupational Safety and Health Administration (OSHA) and the OSHAct and its health
regulations.

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Industrial hygiene has been defined as “that science or art devoted to the anticipation, recognition,
evaluation, and control of those environmental factors or stresses, arising in or from the workplace,
which may cause sickness, impaired health and well-being, or significant discomfort and inefficiency
among workers or among the citizens of the community.”

The IH is involved with the monitoring and analytical methods required to detect the extent of
exposure and the engineering and other methods used for hazard control. All of this preparation is
needed and desirable in order to address the myriad of workplace stressors that impact health in the
workplace, such as the following:
• Physical stressors—radiation, noise, vibration, temperature extremes, and pressure issues
• Biological stressors—vermin, insects, molds, fungi, viruses, and bacteria
• Ergonomic stressors—design of work area and stations, tool design, material handling, repetitive
motion, awkward work positions, lighting, and visual acuity
• Chemical stressors—poisons, toxins, dust, vapors, fumes, and mists
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Why an IH?
The specialized studies and training must be sufficient so that the individual is able to do the
following:
• Anticipate and recognize the environmental factors and understand their effects on people
and their well-being

• Evaluate, on the basis of experience and with the aid of quantitative measurement
techniques, the magnitude of these stressors in terms of the stressor’s ability to impair
human health and well-being

• Prescribe methods to eliminate, control, or reduce such stresses when necessary to

diminish their effects

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• The IH is a very diversely trained individual.

• IHs have a strong background in chemistry.

• They must have a background in engineering, biological sciences, and behavioral/ social
sciences.

• The IH has specific training in environmental sampling and is prepared to make

recommendations involving solutions and controls for environmental factors that can
cause health effects in the workplace. This is why IHs are probably the most highly
trained individual on safety and health found and involved in the workplace.

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The IH can perform the following operations, which demonstrate why they are important to safety and
health in the workplace:

• Identify potential risk factors that can create health effects in your workforce.
• Evaluate the chemicals that you are using and make recommendations on controls.
• Select and conduct sampling methods for chemical and other environmental factors.
• Recommend the appropriate personal protective equipment. An IH should definitely be the individual
selecting and recommending the type of respirator that is needed in the workplace.
• If you need more ventilation in the workplace, IHs are trained to assist and advise you.
• If you are faced with ergonomic issues, the IH has the type of background that can help you solve
them.
• If biological agents exist in your workplace, the IH can help identify, evaluate, and develop controls for
you.
• IHs can address other diverse health hazards faced in the workplace such as radiation, temperature
extremes, vibration, and noise issues, to name a few.
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 When IH is needed?
Employers need to have the knowledge and courage to realize when they need to call an IH
for help. IHs have very special and specific training related to workplace environmental
evaluations and assessments as well as the ability to make recommendations on
controlling workplace hazards.

• Hazard exposure

• Selecting appropriate PPE

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 Safety and Health Consultant
• The consultant that is needed may be a specialist in a particular area of safety and health
such as an ergonomist or an engineer who can help with redesigning issues. No matter
the person you need, the company must proceed in an organized fashion in selecting that
individual and finally obtaining a solution to the problem.

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Companies may use occupational safety and health (OSH) consultants for a number of
reasons, which include the following:
• Identification of new safety or health problems that require technical, professional resources
beyond what is available in the company

• A management initiative to redesign, streamline, and enhance current safety and health
processes and programs

• A directive to outsource noncore company functions

• Regulatory-driven regulations requiring new and/or additional compliance measures

• Correcting deficiencies in the safety and health program

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• A consultant will likely draw on a wide and diverse experience base in helping to address
problems and issues.

• He/she is not influenced by politics and allegiance and is therefore in a better position to
make objective decisions.

• The professional consultant strives to provide cost-effective solutions since his/her

repeat business is based upon performance and professional reputation.

• Consultants are temporary employees, and the usual personnel issues are not applicable
to them. Consultants work at the times of the day, week, or month when the company
has a need and not at their convenience. Most consultants have become qualified to
perform these services through either education or experience.
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• In determining the need for a consultant, the company will want to consider whether using a
consultant will be cost-effective, faster, or more productive. Companies may also find the
necessity for a consultant when they feel a need for outside advice, access to special
instrumentation, an unbiased opinion or solution, or an assessment that supports the initial
solution.

• A consultant can address many of the company’s safety and health issues. He/she can also act as
an expert witness during legal actions. But primarily, the consultant is hired to solve a problem.
Thus, the consultant must be able to identify and define the existing problem and then provide
appropriate solutions to your problem. Consultants usually have a wide array of resources and
professional contacts, which they can access in order to assist in solving the problem.

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Factors should be taken into account while selecting a consultant:

1. A complete resume, which provides you with the consultant’s formal education, as well as
his/her years of experience
2. A listing of previous clients and permission to contact them
3. The length of time the individual has been a consultant and his/her current status regarding
existing business obligations
4. Verification of professional training
5. Documentation of qualifications, such as registered professional engineer, certified safety
professional, or certified industrial hygienist
6. A listing of the consultant’s memberships in professional associations
7. Any areas of specialization and ownership or access to equipment and certified testing
laboratories

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Why a Scope of Work?
• The most important document in securing a consultant is the scope of work, which
provides some guarantee of attaining the expected outcome when evaluating the
consultant.

• The scope of work should include a description of the needs or project, the company’s
expectations, any unusual challenges for the consultant, a timeline for completion of the
project, the provision for a detailed financial estimate for completing the project, and the
expected outputs from the effort such as reports, data, results of testing, or other
specified outcomes.

• The methods and action plan should be part of the response to the scope of work and
the resources, manpower, and specialized equipment needed to complete the
requirements of the scope of work.
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• Although a verbal agreement may seem fine, it is recommended that a written
agreement that spells out how much the service is going to cost or the maximum
number of hours that the company will support be included in the signed contract.

• The company should provide a scope of work that sets out the steps that will be
followed in order to solve the problem. It is appropriate to include, in this written
document, the output expectations from the process. A minimum output would be a
written report, but the company may not want to pay for this.

• If not, a verbal report would be the output in the agreement. All expected outputs
should be part of this agreement. This may include drawings, step-by-step procedures,
and follow-up. The company needs to get all the information required to solve the
problem, based upon the consultant’s recommendations. The company may have to
construct, implement, or redesign equipment, processes, or procedures.
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 Conclusion
When a qualified and experienced safety and health consultant is selected, the following
are much more likely:

• Money and time will be saved.

• Projects will have to be done only once, because they will be done correctly the first time.
• Relationships with regulatory agencies will be beneficial and cooperative.
• Essential reporting to agencies will be completed in a timely manner.
• The client, the consultant, and the regulatory staff will be satisfied with the final outcome.
• Projects will be completed safely, and unexpected events will be minimized.

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• Most consultants are skilled safety and health professionals who bring to the
table years of experience and unique expertise. The service that they offer is well
worth the price. Using a planned approach will assure that the company is getting
the consultant that is needed for the job.

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 References
• Friend, M.A. and Kohn, J.P. (2007) Fundamentals of Occupational Safety and Health. 4th ed.,
Government Institutes. The Scarecrow Press, USA.

• Johnson, L.F. (1999) Choosing a Safety Consultant. Occupational Safety and Health.

• Petersen, D. (1989) Techniques of Safety Management: A Systems Approach. 3rd Ed. Goshen, NY:
Aloray Inc.

• Reese, C.D. (2016) Occupational Health and Safety Management – A Practical Approach. 3rd ed.
Taylor and Francis Group. CRC Press, USA.

• Reese, C.D. (2017) Occupational Safety and Health – Fundamental Principles and Philosophies. Taylor
and Francis Group. CRC Press, USA.

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