Dear Friends Please send me a details of content in "'Safety Statistics Board'. It could contain total man hours, First aid case, Man days lost, Major Injury etc.,
If any other standard or OHSAS mentioned it?
From United Arab Emirates, Dubai
1If any other standard or OHSAS mentioned it?
From United Arab Emirates, Dubai
Dear Mr. Ashokkumar Just have a look into the attachment... I don’t know exactly what OSHA requires... May be this one will help you...
From India
From India
Dipilji ,
Thanks For input .
One Query : Suppose we have Permanent worker = X No.
Contract Worker = Y No.
Outside Contractor' Manpower for say 15-20 days/month = Z No.
Can we consider " Z" no. in total Manpower for safe mandays & manhours calculation ??? ( As In Factory Lic. considered X + Y , How one can comply then? )
Regards,
Abhay
From India, Mumbai
Thanks For input .
One Query : Suppose we have Permanent worker = X No.
Contract Worker = Y No.
Outside Contractor' Manpower for say 15-20 days/month = Z No.
Can we consider " Z" no. in total Manpower for safe mandays & manhours calculation ??? ( As In Factory Lic. considered X + Y , How one can comply then? )
Regards,
Abhay
From India, Mumbai
Dear Abhay
As per your query I understand that your factory have licence for x+y persons but in actual it is x+y+z for a period of 15-20 days in a month...
Ideally, you have to consider X+Y+Z for calculating Man Hours...
By taking license for X+Y employees, firstly you are violating the rules itself... Now by contnuing the same situation you want to ensure compliance also... That means you have to show all your records as per X+Y employyes only... Or else you may be in trouble later on...
For your internal purpose, calculate the manpower based on X+Y+Z... And for disply and outside publication, X+Y only which is legally permitted for you...
However I will suggest to take the factory license for more number of employees... As the things moving smoothly, there will be no problem.. If anything goes wrong after doing this, your company will be in trouble... Let's try to be in the right side of the law... Now everything upto you... Also I think the cost is not that much varrying...
You may try asking this question in the Legal & Law section in citehr.com to get the experts comments...
However very good Abhay, your question make me go through the books... Thanks and keep on participate...
From India
As per your query I understand that your factory have licence for x+y persons but in actual it is x+y+z for a period of 15-20 days in a month...
Ideally, you have to consider X+Y+Z for calculating Man Hours...
By taking license for X+Y employees, firstly you are violating the rules itself... Now by contnuing the same situation you want to ensure compliance also... That means you have to show all your records as per X+Y employyes only... Or else you may be in trouble later on...
For your internal purpose, calculate the manpower based on X+Y+Z... And for disply and outside publication, X+Y only which is legally permitted for you...
However I will suggest to take the factory license for more number of employees... As the things moving smoothly, there will be no problem.. If anything goes wrong after doing this, your company will be in trouble... Let's try to be in the right side of the law... Now everything upto you... Also I think the cost is not that much varrying...
You may try asking this question in the Legal & Law section in citehr.com to get the experts comments...
However very good Abhay, your question make me go through the books... Thanks and keep on participate...
From India
Dipilji ,
Thanks .
You are right that one should take Factory Lic as per actual . We also Possess that Which is validate upto next year .
Meanwhile for some civil projec work we required manpower which we took by other sub contractor .Pls note that new manpower we not required in contineous manner and after 2-3 months( i.e after completion of project work we not required the same). In such case is it advisable to renew F.Lic.?
Regards,
Abhay
From India, Mumbai
Thanks .
You are right that one should take Factory Lic as per actual . We also Possess that Which is validate upto next year .
Meanwhile for some civil projec work we required manpower which we took by other sub contractor .Pls note that new manpower we not required in contineous manner and after 2-3 months( i.e after completion of project work we not required the same). In such case is it advisable to renew F.Lic.?
Regards,
Abhay
From India, Mumbai
Dear Abhay If your factory got a license for 500 employees, that means not a single day in the enitre year manpower more than 500 employess are not allowed to work in the factory...
From India
From India
Dipilji ,
Thanx.
But Civil work is not our process , Our Factory Lic. is for Mfg process and in such case if we outsourced other contractor for civil work then hw can we accomodate his manpoer in our factory lic.? pls guide.
From India, Mumbai
Thanx.
But Civil work is not our process , Our Factory Lic. is for Mfg process and in such case if we outsourced other contractor for civil work then hw can we accomodate his manpoer in our factory lic.? pls guide.
From India, Mumbai
Dear Abhay
I am afraid to suggest you more on the topic, because I am not having in depth knowledge about the same... I not wish to tell something which I not 100% sure... If I get the reliable information will share with you...
However let me know one thing: Your present license for how many employees? If you renew the same what will be extra cost you have to pay?
From India
I am afraid to suggest you more on the topic, because I am not having in depth knowledge about the same... I not wish to tell something which I not 100% sure... If I get the reliable information will share with you...
However let me know one thing: Your present license for how many employees? If you renew the same what will be extra cost you have to pay?
From India
Dear Abhay
Just go throug the below from Kerala Factories Rules:
Mandays worked should be the aggregate number of attendance of all the workers, covered under the Act, in all the working days. In reckoning attendance, attendance by the temporary as well as permanent employeed should be counted, and all employees should be included, whether they are employed directly or under contractors ( Apprentices, who are not covered under the Apprentices Act, 1961, are also in be included).
Include all employees (covered under the Workmen's Compensation Act, 1923) whether permanent or temporary who would, in the case of accidents, be eligible for compensation under the Act and for whom a return is required to be furnished. Number employed should be shown even in there are no payment of compensation to report.
From all the above what I am concluding is any work which we suppose to conduct inside the factory after getting license will be governed by the Act... Even if its a civil construction inside factory premises... Hence you need to take license of maximum number of employee, who can work even for a day in your factory...
In our factory the license is for 2500 employees and where in normal working days the manpower is around 800 only... We take this license in view of shutdown also, as during shutdown 1000 or sometimes more extra manpower coming to work...
I hope now your doubt is clear... And I hope I am right... If not, request to all who reads this, just to correct me...
From India
Just go throug the below from Kerala Factories Rules:
Mandays worked should be the aggregate number of attendance of all the workers, covered under the Act, in all the working days. In reckoning attendance, attendance by the temporary as well as permanent employeed should be counted, and all employees should be included, whether they are employed directly or under contractors ( Apprentices, who are not covered under the Apprentices Act, 1961, are also in be included).
Include all employees (covered under the Workmen's Compensation Act, 1923) whether permanent or temporary who would, in the case of accidents, be eligible for compensation under the Act and for whom a return is required to be furnished. Number employed should be shown even in there are no payment of compensation to report.
From all the above what I am concluding is any work which we suppose to conduct inside the factory after getting license will be governed by the Act... Even if its a civil construction inside factory premises... Hence you need to take license of maximum number of employee, who can work even for a day in your factory...
In our factory the license is for 2500 employees and where in normal working days the manpower is around 800 only... We take this license in view of shutdown also, as during shutdown 1000 or sometimes more extra manpower coming to work...
I hope now your doubt is clear... And I hope I am right... If not, request to all who reads this, just to correct me...
From India
Dear Mr. Nathan,
Please find the calculating method.
Number of personal (lost time) injuries X 1000000
1) Frequency Rate = _____________________________________________
Total Man – Hours worked
Man-days lost due to lost time injuries X 1000000
2) Severity Rate = _____________________________________________
Total Man – Hours worked
Example:
6 injuries X 1000000
1) Frequency Rate = ________________________________ = 7.19
400 Nos. X 52.14 Weeks X 40 Hours
15 Days X 1000000
2) Severity Rate = ________________________________ = 17.98
400 Nos. X 52.14 Weeks X 40 Hours
Notes: Man-day = 8Hrs per Day / 40 Hrs per Week
Man-hours worked = 52.14 weeks X 40 Hrs
Lost time injury: An injury causing disablement extending beyond the day of shift on which the accident occurred.
Hope this information may sufficient for your purpose.
From India, Calcutta
Please find the calculating method.
Number of personal (lost time) injuries X 1000000
1) Frequency Rate = _____________________________________________
Total Man – Hours worked
Man-days lost due to lost time injuries X 1000000
2) Severity Rate = _____________________________________________
Total Man – Hours worked
Example:
6 injuries X 1000000
1) Frequency Rate = ________________________________ = 7.19
400 Nos. X 52.14 Weeks X 40 Hours
15 Days X 1000000
2) Severity Rate = ________________________________ = 17.98
400 Nos. X 52.14 Weeks X 40 Hours
Notes: Man-day = 8Hrs per Day / 40 Hrs per Week
Man-hours worked = 52.14 weeks X 40 Hrs
Lost time injury: An injury causing disablement extending beyond the day of shift on which the accident occurred.
Hope this information may sufficient for your purpose.
From India, Calcutta
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