Fiwec Brochure ENG

8/2/2019 Fiwec Brochure ENG

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Project co-funded by the European Commission

BEST PRACTICES TO IMPROVEWORKPLACE ENVIRONMENT &WORKING CONDITIONS

FIWEC


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>> CONTENTS

In the furniture industry in the European Union, health and safety are one of the major concerns of

both employers and workers. This is reflected in the work program of the social partners of the

European Social Dialogue Committee Furniture which year after year includes actions to support and

ameliorate the situation in the field.

Legislative authorities have enacted a whole series of legislative measures to create a legal frame-

work to assure the health and safety of the workers in many different areas. On national, regional

and local level, organizations of employers and workers, national and local authorities, schools, tech-

nical centers and last but not least companies dedicate a lot of effort to comply with these legislations

and to continuously improve the health and safety on the work floor.

This year the social partners therefore decided to collect and exchange best practices of how organi-

zations or authorities help and assist the companies and the workers reaching this goal. They are

being presented in this booklet and during a European seminar on the subject.

The project has also allowed to assemble some information on the variations in the health and safe-

ty legislation in the different EU member states, specifically concerning certain exposure limits that

differ in certain countries, or also on other exposures that in the absence of specific EU legislations

are illegal in one country but not in another.

The steering committee made a selection of nine best practices that vary from information support

given to companies to help them comply with the EU acquis, to financing possibilities created though

the social security system, or to the formulation of psychosocial health and safety recommendations.

It is the hope of the project partners that the best practices contained in this booklet will be contin-

ued in their countries and followed in many others and contribute to the health and safety in the fur-

niture sector.

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>> INTRODUCTION

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Bart De Turck

FIWEC project manager

UEA secretary general

Frederik Lauwaert

EFIC secretary general

Sam Hgglund

EFBWW secretary general

Occupational health & safety ...................................................................................................................................................... 4

EU & national legislation : common requirements & differences ........................................10

Best practices & success stories .......................................................................................................................................... 15

Financial aid for preventive healthcare and safety at work ......................................................15

BFM Nasal cancer service .......................................................................................................................................................... 17

Furniture industry acquis communautaire transfer system ......................................................19

New risk inventory in the Netherlands .................................................................................................................. 22

Regional safety representatives boost health and safety

in the furniture industry ............................................................................................................................................................23

Prevention fund in Denmark an innovative way to improve OHS ................................25

Organisational social capital - a new concept for improving

psycho-social health at company level

.................................................................................................................... 27

Improving the psychosocial health in the wood and furniture industry ..................29

Wood without risk ................................................................................................................................................................................30


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FROM 1986 TO 1989

On the basis ofArticle 137, the EU encourages improvements in the working environment in order to protect wor-

kers' health and safety by harmonising working conditions. To this end, minimum requirements are laid down at

EU level, allowing Member States to introduce a higher level of protection at national level if they wish so.

An Advisory Committee on Safety, Hygiene and Health Protection at Work to assist the Commission in drawing

up and implementing measures relating to the working environment was set up. Beside this Advisory Committee

also EU- and national Social Partners are consulted by the European Commission before starting legislative initia-

tives.

Since the introduction of Article 138 into the Treaty by the Single European Act (SEA) of 1986 measures in the

field of health and safety at work can be taken by qualified majority vote in the Council. The introduction of Article

138 had four main objectives:

greater effort to improve workers' health and safety at work;

harmonising conditions in the working environment;

preventing 'social dumping' as the internal market was completed;

preventing companies from moving to areas with a lower level of protection simply to gain a competitive

edge.

Directives adopted under Article 138 lay down minimum requirements concerning health and safety at work.

Directives under Article 95 are intended to ensure the placing on the market of safe products including machi-

nes and personal protective equipment for professional use. Member States are not permitted to set higher require-

ments for their products than those laid down by the directives.

AFTER 1989

The 1980 Framework Directive

This Directive is to ensure a higher degree of workers protection at work through the implementation of preventi-

ve measures to guard against accidents at work and occupational diseases, and through the information, consulta-

tion, balanced participation and training of workers and their representatives. This framework Directive serves as

a basis for individual Directives covering, inter alia, the areas listed in the Annex.The Directive applies to all sectors of activity, both public and private, with the exception of certain specific activi-

ties in the public and civil protection services. It includes definitions of the terms "worker", "employer", "workers'

representative" and "prevention".

>> OCCUPATIONAL HEALTH AND SAFETY AT WORK (OHS)

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This brochure aims to provide you with good examples for improving working conditions in the different countries

and cultures in the EU and to encourage your activities on occupational health and safety (OHS). The exam-

ples will help you to develop ideas for an improved health and safety organisation at your workplace/in your

company; to protect against specific risks; to initiate appropriate training and to provide you with materi-

al on some other aspects of prevention management at the workplace.

You may ask yourself, why this brochure also contains a chapter on the EU-legislation on Occupational

Health and Safety ?

There are three simple reasons for including this informative chapter:

EU-legislation increasingly influences national laws. Over 60% of all national legislation is

directly or indirectly initiated by the EU. The area of OHS is even more influenced by the EU. Having some

basic information about EU-legislation will help you understand developments at national level.

Being informed about EU-legislation will allow you to find paths to other EU-information sources.

Following the discussion, initiatives and activities at EU-level will allow you to anticipate the develop-

ments at national level. It will also allow you to evaluate the national implementation of EU-legislation.

The mobility of workers, goods, capital and new technologies will still increase. Against the background ofdifferent national traditions and cultures in working practices, working conditions and prevention cultures

the EU-level can be used as a point of common reference and common understanding.

Therefore, in this chapter you will find some basic information on the history of EU-legislation and its structure.

Furthermore, in this part we briefly portrait some EU-directives with importance for the furniture sector.

OBJECTIVES

Although the European Union in its Lisbon strategy is focusing to create employment through growth and jobs, it

also tries to ensure that these new jobs are of a higher quality. Healthy workplaces allow people to stay at work till

their retirement and also allow people to have an active life after retirement. This is an important aspect of sustai-

nability and contributes to increasing productivity and saving costs for ill health. Occupational Health and Safety

was and still is one of the most important and most advanced areas of EU social policy.

Community action in this area is not limited to legislation. The European institutions carry out several activities pro-

viding information and guidance and promoting a safe and healthy working environment in cooperation with the

European Agency for Health and Safety at Work and the European Foundation for the Improvement of Living and

Working Conditions. However, legislation is the core aspect of Europes activities and is very much influencing the

national conditions. For that reason it is worthwhile for all actors dealing with this issue to have an idea of the struc-

ture and contents of the EU-legislation in the area of OHS.

A possible structure for the EU legislation is the following:

GENERAL PROVISIONS

THE WORKPLACE

EQUIPMENT, SIGNS AND LOADS

PROTECTION OF SPECIFIC GROUPS OF WORKERS

CHEMICAL, PHYSICAL AND BIOLOGICAL AGENTS

In this chapter you will find links to the main directives in accordance with the above titles in small frames.

GENERAL PROVISIONS

Improving the health of workers (the so called framework Directive 89/391)

Communication on the practical implementation of directives on health and safety at work

Community strategy onheal th and safety at work (2007-2012)

European agency for health and safety at work

European foundation for the improvement of living and working conditions (EUROFOUND)

European schedule of occupational diseases

Organizing working time with a view to protecting the health and safety of workers

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>> OCCUPATIONAL HEALTH AND SAFETY AT WORK (OHS)


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Council Regulation (EC) No 2062/94/EEC established the European Agency for Health and Safety at Work in

Bilbao (Spain) which provides EU bodies, the Member States and those involved in this area with technical, scien-

tific and economic information on safety and health at work. On the Agencies webpage you will get access to the

National Focal Points of the Agency which give a wide range of information about your national system of preven-

tion and other practical information.

Community strategy on health and safety at work (2007-2012)

The aim of this strategy, presented by the European Commission in February 2007, is to facilitate the application of

existing health and safety at work legislation and to come up with new ideas for the period in question. It is based

on an inventory of the current situation, on the basis of which the Commission reiterates prerequisites for a safe

and healthy workplace: putting in place a modern and effective legislative framework, encouraging the development

and implementation of national strategies and promoting changes in behaviour.

Among others, the strategy is focussing on the following subjects:

Reducing the number of accidents by 25%

Identification of new risks among others psychosocial risks, MSD, dangerous substances

Changes in work organisation

Demographic changes

Diversification of forms of employment

National strategies for a better application of the institutional framework

Mainstreaming of health and safety at work in other Community policies

Developing a culture of prevention

Promoting of health and safety at international level.

Voluntary agreements concluded within the Social DialogueThe Social Dialogue is institutionalized in the Treaty and encompasses the possibility for the European Social

Partners to take over the rule setting role (framework agreements) in some specific policy areas, i.e. among others

OSH. This path provides opportunities for tackling the specific risks and problems of particular occupations and sec-

tors. They often lead to the drafting of good practices, codes of conduct or even framework agreements. However,

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OCCUPATIONALHEALTHANDSAFETYATW

ORK(OHS)

In a way this directive is the constitution of the European philosophy of OSH. This philosophy is:

proactive prevention

risk assessment

substitution of dangerous substances

a hierarchy in prevention activities

information, consultation and training.

According to this directive employers are obliged:

to ensure the safety and health of workers in every aspect related to the work, primarily on the basis of

the specified general principles of prevention, without involving the workers in any financial cost;

to evaluate the occupational risks, inter alia in the choice of work equipment and the fitting-out of work-

places, and to make provision for adequate protective and preventive services;

to keep a list of, and draw up reports on, occupational accidents;

to take the necessary measures for first aid, fire-fighting, evacuation of workers and action required in the

event of serious and imminent danger;

to inform and consult workers and allow them to take part in discussions on all questions relating to safe-

ty and health at work;

to ensure that each worker receives adequate safety and health training throughout the period of employ-

ment.

Workers are obliged:

to make correct use of machinery, other means of production, personal protective equipment and safety

devices;

to give warning of any work situation presenting a serious and immediate danger and of any shortcomings

in the protection arrangements;

to cooperate in fulfilling any requirements imposed for the protection of health and safety and in enabling

the employer to ensure that the working environment and working conditions are safe and pose no risks.

The philosophy of the whole directive is an proactive approach. The consultation of workers and their representati-

ves is expressively formulated in Article 11, Consultation and Participation. It is aimed to ensure that opinions and

proposals of workers have to be considered by the employers before taking a decision concerning the topic in ques-

tion.

The directive covers all workers in the EU, employed by private companies and public institutions/organisations.

Self-employed and domestic servants are not covered by the framework directive.

Based on this framework directive (Article 16) the Council will adopt individual Directives on specific

aspects/hazards to which the provisions of this Directive will apply in full, without prejudice to more stringent

and/or specific provisions contained in the individual Directives. Links to most of those directives can be found in

the single frames in this article.

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PROTECTION OF SPECIFIC GROUPS OF WORKERS

Protection of self-employed workers

Protection of temporary workers

Protection of young people at work

Protection of pregnant women, womenwh o have recently given birthand women who are breastfeeding

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THE WORKPLACE

Minimum safety and health requirements for the workplace

Temporary and mobile work sites

Equipment and protective systems intended for use in potentially explosive atmospheres

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EQUIPMENT, SIGNS AND LOADS

Use of work equipment

Use of personal protective equipment

Work with display screen equipment

Provision of health and safety signs at work

Manual handling of loads involving risk

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the Social Dialogue mainly focuses on practical activities, such as the the FIWEC project which resulted in the bro-

chure you are currently reading.

In the following paragraphs, are described some of the most important so-called single directives. All of these direc-

tives have a similar structure and they are based on the requirements of the aforementioned Framework Directive.

The small frame-boxes, included in this chapter, provides you with links to web pages where you can find the ori-

ginal documents in all the existing languages.

Council Directive 89/655/EEC: Use of work equipment

SUMMARY

To implement minimum practical measures with a view to encouraging an improvement in the health and safety of

workers when using work equipment. Employers have to base their choice of work equipment on the specific wor-

king conditions and hazards existing for workers in order to eliminate or at least minimise those hazards. Use, main-

tenance or repair of work equipment involving a specific risk may only be carried out by the workers who have been

specifically designated to the task. Employers also have to provide for the consultation and participation of workers

on matters covered by the Directive.

Council Directive 89/656/EEC: Use of personal protective equipment (PPE)

SUMMARY

This Directive lays down minimum requirements for the assessment, selection and correct use of personal protec-

tive equipment. Priority must be given to collective safety measures. Definition of the term "personal protective

equipment": equipment designed to be worn or held by the worker to protect him against hazards encountered at

work. Such equipment must be used when the existing risks cannot be sufficiently limited by technical means ofcollective protection or work organization procedures.

Council Directive 90/269/EEC: Manual handling of loads

SUMMARY

Definition of the term "manual handling of loads": any transporting or supporting of a load which, by reason of its

characteristics or of unfavourable ergonomic conditions, involves a risk to workers. The Annexes of the directive co n-

tain reference information on the characteristics of the load and the working environment, the physical effort requi-

red, the requirements of the activity and the individual risk factors. All these aspects have to take into considerati-

on if one is planning work with loads.

Council Directive 89/654/EEC: Health and safety at work

SUMMARY

The aim of this Directive is to introduce minimum measures designed to improve the working environment, in order

to guarantee a better standard of safety and health protection. Definition of the term "workplace", meaning the placewhich houses workstations and any other place within the area of the undertaking to which the worker has access

in the course of his or her employment. One main aspect is the atmosphere at the workplace (light, air, temperatu-

re and ventilation). But the directive not only covers the workplace itself but also the premises, including routes to

emergency exits, the equipment and devises, rest and sanitary rooms and so on.

Directive 2004/37/EC: Exposure to carcinogens and mutagens

SUMMARY

This Directive sets out the minimum requirements for protecting workers who have been exposed to carcinogens

and mutagens. In order to re duce the risks associated with such exposure to workers' health and safety, it lays down

exposure limit values as well as preventive measures. All routes of exposure must be taken into account, including

absorption into and/or through the skin. Employers must reduce the use of a carcinogen or mutagen, particularly

by replacing it, as far as is technically possible, with a substance, preparation or process that is not dangerous or is

less dangerous. The directive also includes provisions concerning the participation of workers, their training, on

documentation as well as some other aspects.

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CHEMICAL, PHYSICAL AND BIOLOGICAL AGENTS

Exposure to electromagnetic fields

Exposure to noise

Exposure to mechanical vibration

Risk of explosive atmospheres

Exposure to chemical agents

Dangers arising from ionising radiation

Exposure to artificial optical radiation

Exposure to carcinogens and mutagens

Exposure to biological agents

Exposure to asbestos

>> SOME SPECIFIC DIRECTIVES


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2. OHS training for specific groups of workers or for specific situations

The social partners have identified various training practices to improve the working conditions.

In general the European framework directive (Article 12) obliged the employer to provide its workers with appro-

priate training

- on recruitment,

- in the event of a transfer or a change of job,

- in the event of the introduction of new work equipment or a change in equipment,

- in the event of the introduction of any new technology.

However, the practise varies widely between the EU countries. training is not mandatory but employers have to pro-

vide workers with clear work instructions so that they can perform their jobs in a safe manner. The quality of these

instructions depends from country to country and from company to company.

In France, all the workers are trained including temporary workers and the apprentices. For a change in a position

or when new machines or technology are used, training is guaranteed to the personnel that will have to adapt to

new working conditions. The training contents information and instructions on exposure to risks when circulating

in the factory, when working (behaviour to adopt, functioning of protection and first aid plans, ) and what to do in

case of accident or poisoning. The training intensity depends on the company size, the activities, the potential risks

and the types of workplaces.

The UK regulations always state that suitable and sufficient training must be undertaken with regard to any sub-

ject area such as machinery, manual handling, noise etc. This would apply to employees, apprentices, There is no

set syllabus and it is left to the company to decide how far to go.

In the Netherlands, it is mandatory to appoint at least one specially trained safety advisor per 50 employees. A safe-

ty advisor is granted an extra allowance of 3,49 weekly. Apprentices often get a special risk training before star-

ting their job.

In Denmark, education in workplace environment is part of all formal occupational training for apprentices. There

are normally two weeks of instruction.

Likewise, some elements of education in workplace environment are included in most on-the-job training for skil-

led workers, as well as shorter courses for unskilled workers (some courses are just a few days long).

In the Czech Republic, it is mandatory to train both employees and apprentices using instructions to minimize the

risks to which are exposed the employees.

In Bulgaria, the employees have a short training every three months whilst an employee that will have to use new

machines/technologies must be trained at least one month before using the new machines.

3. Mandatory use of Personal Protective Equipment

The use of personal protective equipment (PPE) is manda-

tory when the risks exists and when a global protection is

not available to also include an individual protection of

the health and safety of the worker.

In general, PPE is used for activities where there is a riskfor health and safety that cannot be prevented by using

other technical means. If there are technical means which

are not being used, then personal protective equipment

shall be used until the technical means are put in place.

In the furniture sector, specific PPE (mandatory or not)

are used when workers are exposed to the risks listed in

the following table:

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>> EU & NATIONAL LEGISLATION :COMMON REQUIREMENTS & DIFFERENCES

The occupational health & safety (OHS) directives have been gradually transposed in the national legislation. In the

case of new member states, their transposition was an essential condition to join the European Union.

The social partners in the furniture sector have conducted an enquiry using a short questionnaire:

to assess the knowledge of national partners about OHS legislation but also to have an overview of all the

national or regional exposure limits, training activities, financial or technical support to comply with the

OHS legislation.

to identify best practices or examples that can be used by other countries/regions or companies by the

social partners.

1. Knowledge about OHS legislation

The social partners have identified 14 major directives on occupational health & safety that have been transposed

in the national legislation. Most of the social partners (both from management & labour sides) know the general

legislation or much of the different pieces of itknowledge. This show that the social partners give a priority to this

kind of legislation, that the monitor the evolution of the legislation but also provide some legal and technical advi-ce to their members for a better understanding and a better implementation.

The OHS legislation is a horizontal legislation that covers activities at the workplace in companies in all the manu-

facturing sectors. In the case of the furniture industry, OHS legislation can set specific exposure limit for the sec-

tor: the protection of workers from risks related to hardwood dusts is a typical example.

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OCCUPATIONAL HEALTH & SAFETY LEGISLATION

Minimum H&S requirements for the workplace

Minimum H&S requirements for the use of work equipment

Minimum H&S requirements for the use of personal protective equipment

Minimum H&S requirements for the manual handlings of loads

Minimum H&S requirements for the work with display screen equipment

Minimum requirements for the provision of H&S safety signs at work

Protection of H&S of workers from risks related to chemical agents at work

Protection of H&S of workers from risks related to explosive atmospheres

Protection of H&S of workers from risks related to hardwood dusts

Protection of H&S of workers from risks arising from vibrations

Protection of H&S of workers from risks arising from noise

Limitation of the emissions of volatile organic compounds due to the use of solvents

Improvement of H&S of pregnant workers

Protection of young people at work

Risks Personal Protective

Equipment/Measures

No is e T hi s i s l ef t up to th e c om pa ny to de ci de on the ba si s o f

their risk assessment, except for noise under which

hearing protection is compulsory: >85dB for the wor-

king day or >137 dB peak levels

Wood dust Masks/special clo thes/eyeglasses. Measures to reduce

wood dusts if the limit value of 5 mg/m 3 is exceeded.

Cu tti ng/ saw in g Gl ov es /gu ar ds

Solvents when

gluing/finishing

Masks/special clothes/eye protection

Obstacles/heavy loads Gloves/safety shoes/helmets

Explosive atmospheres Fireproof and anti-static clothes

Vibrat ions Safe working t imes t o keep below vibrat ion exposure

limits

Chemical agents Masks/special clothes/eyeglasses


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6. EU and national exposure limit values

The EU legislation sets up exposure limit values for some specific exposures (see second column in next table).

When the directive is transposed in the national legislation, the national value can be stricter. The table shows the

national values if they are different from the EU ones. The country is also indicated.

7. Specific national or regional limit values for certain exposures.

Some national/regional authorities set limit values for some exposure to risk other than those identified and listed

in the EU legislation.

Among these exposures to risks are exposure to formaldehyde; to diesel emissions; (it is considered either carcino-genic France- or a dangerous chemical agents), to softwood dusts; , to dichloromethane; isocyanates and other to

specific chemical agents.,

The following table presents some exposure to risks/agents and their respective limit in the countries where such

limits are set.

8. Procedures for risk assessment

By law, the furniture manufacturers are required to assess the risks inherent to a series of activities. The objective

is to clearly identify the risks and to reduce them in order to improve the working conditions. The ultimate objecti-

ve is to eliminate the risks at source. If the risks cannot be eliminated, clear instructions are provided to the wor-

kers, protective equipment can be mandatory and exposure times are reduced.

To conduct risk assessment for various workplaces, the authorities have developed generic methodologies that can

be used by in-house staff or external consultants. These methodologies can be slightly adapted by the social part-

ners. They are often available with the Ministry of social affairs and/or of labour.

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4. Specific activities that require mandatory technical equipment to elimi-

nate/ reduce/eliminate exposure to risk

For all activities where there is a risk to health and safety, if technical equipment is available, it should be used to

eliminate or reduce or eliminate the risks.

If technical equipment or solutions are not available, the risk shall be prevented or reduced by other means.

It is recommended that risk assessments are conducted for each of the main machines with the priority being to

eliminate risks at source and then to contain them, e.g. through the improvement of physical measures. Work

instructions can be less effective as operators can choose to could ignore them.

In all EU- countries, based on the European Framework Directiveitve, a hierarchy on prevention measures is imple-

mented. This is: sSubstitution/elimination; as much as possible reduction by technical means; collective protection;

personal protection. Regulations and best practice guidance are available in many countries, but the use of the choi-

ce of specific equipment is typically left up to the company to decide on the basis of its risk assessment. Exceptions

and thus mandatory use of technical equipment to reduce/eliminate the risks include:

Wood dust: extraction of wood dust at the workplace (all EU countries)

Solvents and coatings: extraction at the workplace (all EU countries)

Emergency stops and braking on machinery (almost all EU countries).

Chip limited (or limited cutter projection) tooling for hand fed cutter blocks (UK)

Braking for machinery where the normal stopping time is >10 seconds (UK)

If one employee lifts more than 25 kilograms, lifting device is compulsory (Netherlands).

5. Support provided by the public authorities/institutions to comply with

the legal requirementsIn general all over the EU27, the support from public authorities is very limited. Usually, the regulator does provi-

de some best practice guidance but no financial support. However, in some countries, support is available, especi-

ally if the furniture manufacturer invests to reduce the level or risk much lower than requested by the legislation.

In France, the employers association (UNIFA) and the Health Insurance national fund (Caisse national dAssurance

maladie) have signed a national agreement on objectives. The public authorities can provide a furniture company

with grant(s) if the company commits itself to markedly improve working conditions of certain activities that are lis-

ted as top priorities: the advance payment becomes a grant if the company reduces the risk at a lower level than

requested by the legislation (a contact is signed between the company and the regional health insurance fund.

see French example).

In the Netherlands, the employers organisation (CBM) and the employees organisationstions (among which CNVN)

have carried out an enquiry to clearly identify occupational health and safety risks. The inquiry was partly financed

by the Ministry of social affairs. The outcome (Het Arboconvenant) was meant to make an inventory on the H&S

risks and possible solutions to be provided by the social partners with the support of the Ministry. Some extra fun-

ding or reduction in taxation is also possible when manufacturers reduce risks of noise and/or of chemical agents

exposure.

In Denmark, support is available for the development of guidelines and other information regarding the fulfilment

of legal requirements. This support should be sought in partnership by the social partners involved. The Danish

Working Environment Authority instructs companies when they conduct inspections. The Authority develops direc-

tives which, in an easy to understand manner, explain how the legal requirements can be met. Companies can apply

for financial support from the publicly supported Risk Prevention Fund to institute preventative measures for

groups that are in particular danger of being worn out. Companies in the furniture industry receive only a small

portion of these 40-million fund.

Businesses can also receive, by purchase, support from firms that specialise in workplace environmental issues.

Businesses can be required by the Danish Working Environment Authority to use these services (OHS Services) to

solve concrete problems in the workplace environment, or to have this work developed in the safety organisations.

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EU&NATIONALLEGISLATION:COMM

ONR

EQUIREMENTS&DIFFERENCES

HEALTH & SAFETY(H&S) LEGISLATION

EU limit values totake measures National values

Minimum H&S requirements for the

manual handlings of loads

30 kg/load25 kg/load (Denmark, Sweden;

Netherlands; females in France)

Protection of H&S of workers from

risks related to hardwood dusts5.00 mg/m3

1.00 mg/m3 (Denmark / France)

2.00 mg/m3

(Germany / Netherlands / Sweden)

4.00 mg/m3 (Czech Republic)


risks arising from vibrations5 m/s_ (hand-arm)


risks arising from noise875 dB 80 db (Denmark; Netherlands)

Limitation of the emissions of volatile

organic compounds due to the use of

solvents

15 tons/year of solvents5 tons/year of solvents (UK /; Czech

Republic)

Formaldehyde

0,15 mg/m3 (Netherlands)

0,60 mg/m3 (Sweden)

0.30 ppm (Denmark)

Softwood dust (in addition to hardwood

dust)

1.00 mg/m3 (France)

2.00 mg/m3 (Sweden)

5.00 mg/m3 (UK)

Vast range of solvent limits set xylene,

toluene, isocyanates

limit depends on the particular

solvent

Dichloromethane

35 ppm (Danmark)

100 ppm (Germany)

100 ppm (UK)

88 mg/m_ (Poland)

50 ppm (France)


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The third part is dedicated to the presentation of programs that assist companies to comply with the mandatory H&Slegislation at national levels.

The Regional Health Insurance Funds (CRAM) grants financial aid to firms that wish to improve

health and safety conditions for their workers.

The firm has to sign a prevention contract with its local CRAM.

Signature of this contract is only possible if the owners organisation within the relevant sector has pre-

viously signed an agreement of objective with the National Health Insurance Fund for Employees

(CNAMTS).

The national agreement on objectives (NAO)

The national agreement on objectives is an agreement signed for 4 years between CNAMTS and one or more pro-fessional organisation. It is specific to one business activity or sector of activities. It allows small and medium enter-

prises in the sectors concerned to sign prevention contracts with their CRAM.

These professional organisations keep firms informed and mobilise them. Next, the CRAM take charge of the imple-

mentation of agreements, by drawing up prevention contracts directly with firms.

UNIFA (French furniture industry union) has signed a 4th National Agreement on Objectives with the National

Health Insurance Fund for Employees (CNAMTS). This agreement came into force on 15 September 2008 for a peri-

od of four years.

This National Agreement on Objectives lays down a programme of initiatives for prevention and the improvement

of working conditions specific to the field of furniture manufacturing.

The chosen themes are:

- the prevention of physically harmful substances

- the prevention of chemically harmful substances

- the prevention of mechanical risk

- the prevention of risk on installation sites- the improvement of handling conditions

- the prevention of musculo-skeletal problems

- the prevention of risk on the roads

- the prevention of psycho-social risks.

This National Agreement on Objectives allows firms with fewer than 200 employees to benefit from financial aid from

the Regional Health Insurance Fund (CRAM), namely advances that may be transformed into subsidies.

In order to benefit from this f inancial aid that may add up to between 15 - 70% of the total amount of material invest-

ment, technological innovations, information and training necessary for the completion of the programme aiming at

improved control of occupational risk, the firm must conclude a prevention contract with the CRAM covering its region.

15UEA

>> BEST PRACTICES & SUCCESS STORIES

14 UEA

For instance, companies must conduct a risk assessment to identify the presence of potentially explosive atmosphe-

res. Controls must be implemented to minimize the likelihood of the formation of relevant atmospheres. Explosive

atmospheres can potentially form at furniture factories and especially in wood dust extraction equipment during

start-up and shake-down.

In France, the MEDEF has developed a generic risk assessment tool that was completed by UNIFA by integrating a

sector-based approach with specific risks in the furniture industry.

In the UK, the social partners advise subject-specific assessments (rather than generic) and thus, the content varies

according to the topic.

In the Netherlands, the employers are obliged to fill out an electronic questionnaire which provides them with spe-

cific information about risks and possible solutions and recommended actions to minimize risks. A sector risk

assessment methodology is also available (RI&E Meubelindustrie 2008).

In Denmark, the workplace evaluation (risk assessment), shall include risk evaluation, an action plan, and a time

schedule for solving the problems identified.

In Sweden, the Work Environment Authority publishes regulations which provide guidance on how to conduct

assessments.

9. Main problematic hazards in the furniture industry

The large majority of the social partners agree on the following list of major problematic hazards for the workers in

the furniture factories.

Machine safety (saws, planers, )Faulty ergonomics Exposure to volatile organic compounds due to the use of solvents

Chemical agents Risks related to hardwood dusts

Risks related to hardwood dusts Risks arising from noise

Physical pressure & manual loads

Internal transport & traffic

Risks arising from noise Chemical agents

Risks of fires & of explosions

Exposure to volatile organic compounds due to the use of solvents Faulty ergonomics

In addition to these traditional risks already identified by the legislation, the questions of psychological-sociological

aspects of the workplace environment are not included in this questionnaire, even though they are very relevant

questions for businesses. Employees who are not doing well will reduce or affect all other aspects of a firms com-

petitiveness.

This issue must always be seen in relation to the concrete work situation that the individual employee is in. Forexample, an employee might be exposed to turpentine, UV light, or electromagnetic radiation. It is also possible that

the employee feels pressed for time, feels bullied or stressed, or is not appreciated by his/her boss. It should be pos-

sible to conduct risk assessment to determine what course of action to take.

10. Involvement of management and labour

For companies employing more than 50 persons, an OHS committee is set up to monitor OHS issues and to propo-

se prevention measures and activities.

FINANCIAL AID FOR PREVENTIVE HEALTHCARE

AND SAFETY AT WORK IN FRANCE


9/19

>> BFM NASAL CANCER SERVICE

Introduction

Being exposed to certain chemicals or dust in the workpla-

ce can increase the risk of developing nasal cavity cancer.

Risk factors for nasal cavity cancer include the following:

Being exposed to certain workplace chemicals or dust, such as those found in the following

jobs:

Furniture-making.

Sawmill work.

Woodworking.

Being male and older than 40 years.

Smoking.

Possible signs of nasal cavity cancer include sinus problems and nosebleeds.

These and other symptoms may be caused by paranasal sinus and nasal cavity cancer. Other conditions may cause

the same symptoms. There may be no symptoms in the early stages. Symptoms may appear as the tumor grows. A

doctor should be consulted if any of the following problems occur:

Blocked sinuses that do not clear, or sinus pressure.

Headaches or pain in the sinus areas.

A runny nose.

Nosebleeds.

A lump or sore inside the nose that does not heal.

A lump on the face or roof of the mouth.

Numbness or tingling in the face.

Swelling or other trouble with the eyes, such as double vision or the eyes pointing in different directions.

Pain in the upper teeth, loose teeth, or dentures that no longer fit well.

Pain or pressure in the ear.

Nasal Cancer Surveys started in High Wycombe in 1969, following the local E.N.T Consultant becoming aware of a

spate of patients attending with Nasal cancer symptoms.

It was agreed a survey of wood workers in the local furniture industry should be carried out. Other employees such

as Sewing Machinists , Upholsterers , Polishers could attend if they wished.

At the original survey 3100 people were checked. In excess of 50 furniture firms were in the district at that time.

From the survey findings it was established that Hardwood Machinists were most at risk to nasal cancer.

This led to the creation of a nasal cancer service in the High Wycombe area.

UEA 17

The prevention contract

The prevention contract is concluded between the CRAM and the firm subscribing to a national agreement on objec-

tives. The latter sets out a programme of prevention specific to its own sector of activity.

These contracts define the objectives to which the firm is making a commitment, and the aid, in particular of a finan-

cial nature, that the CRAM is to provide.

Conditions for obtaining a prevention contract:

In order to benefit from a prevention contract, the firm must:

- fall within the field of application of a national agreement on objectives,

- have an total workforce of fewer than 200 employees,

- be up to date in terms of its social obligations, especially with regard to URSSAF (social security) contributions,

- have a prevention plan.

Stages of implementation:

1st stage: Drawing up of a contract by the Fund and the firm on the basis of a diagnosis of risk, which specifies:

- the initial situation with regard to risks,

- the intended final objectives,

- the programme of initiatives to be implemented,

- the investments to be made,

- the deadlines for completion,

- the total contribution of the CRAM or CGSS (General Social Security Fund),

- the conditions for the evaluation of results and the acquisition of advances.

2nd stage: Consultation of the Committee on Health, Safety and Working Conditions (CHSCT) or staff representatives.

3rd stage: Consultation of the Regional Directorate of Work and Professional Training (DRTEFP) and theOccupational Risks Department of CNAMTS.

4th stage: Signature of the contract between the firm and the CRAM.

Financial provisions:

The advances provided for in the prevention contracts are under those conditions (criteria, payment dates and

amounts) defined jointly by the CRAM and the firm.

The said advances are to remain in the hands of the firm transformed into subsidies if, and only if, the firm has

fulfilled all its commitments.

16 UEA

>>

FINANCIALAIDFORPREVENTIVEHEALTHCAREANDSAFETYATWORKINFRANCE

Report on the 3rd Furniture Industry NAO January 2004/January 2008

- signature of 150 prevention contracts, therefore almost 56% of furniture manufacturing firms

- all regions involved

- 3200 employees concerned

- subsidies of 5000 K for investments of 23000 K, ie. aid totalling nearly 22% for firms

- principal preventive measures implemented: handling, movement, storage, noise, wood-dust, etc


10/19

>> FURNITURE INDUSTRY ACQUIS COMMUNAUTAIRE TRANSFER SYSTEM

In its more than fifty years of existence, the European Union has enacted a large volu-

me of legislation on every subject that falls under its responsibility according to the dif-

ferent European Treaties. New Member States and candidate countries take over this

acquis and transpose it to their own national legislations for immediate application or

for application after to a negotiated transition period. To succeed in the transposition of

this vast body of EU legislation into national legislation in a timely and correct way is

one of the major challenges for New Member States and candidate countries and the European Commission has and

is providing all possible assistance to help them achieve this goal.

The application of this in many cases new legislation is proving even more of a headache. Here also the European

Commission has put in place many assistance programs that help prepare the national authorities of the new

Member States and candidate countries to control the application. Also towards the companies many efforts are

being made to inform and prepare them to deal with the requirements of this legislation.

One such program developed by the European Commission is the Business Support Program which specifically

addresses the problem of the transfer of the EU legislative acquis to companies and business representative orga-

nizations. In this program, the FACTS projects proposed by the Union Europenne de lAmeublement have been

selected. The UEA and its member organizations co nsider the integration of new Member States and ca ndidate coun-

tries in the EU as a priority for the European furniture industry.

The projects consist of two parts: assistance to companies in learning about and applying the EU Community Acquis

as concerns health and safety in furniture production and secondly helping the industry federations in the furnitu-

re industry in the candidate countries assist their own members in dealing with the acquis.

Activities developed concerned among other the development of (self) auditing tools, the organization of informati-

on seminars, the performance of information and in-depth audits in companies. In this case companies receive a

detailed report and a repeat visit to evaluate the progress. The projects also foresee in the training of personnel of

the industry federation to perform information audits on the EU acquis. The projects are co-financed by the EC and

the companies participate without any costs.

The self auditing tool developed by the UEA and its partners contains an overview of the mandatory legislation that

furniture manufacturers have to comply with mainly

in the area of health and safety and of environment.

After a summary of the directives, there is each time

a (self)auditing questionnaire and a list about the

safety requirements of sector specific machinery. The

tool can be used for a first exposure to the many

requirements of the EU sector acquis or to make in

depth audits that result in an action plan to assure

compliance. The tools have been translated in 12

languages for each of the languages of the candidate

countries where the projects took place. Over the

years it was of course updated as new EU legislation

developed. Electronic versions were posted on the

internet.

UEA 19

BFM Nasal Cancer Service

The Nasal Cancer Service was introduced in 1969 and was financed partly

by High Wycombe Society of Furniture Manufacturers Association and part-

ly by the National Body, when first carried out, with enthusiastic co-operati-

on from Trades Unions

The scheme is administered by a Nasal Cancer Secretary.The survey is carried out annually, seeing those over 35 years of age with 15 years or more in the trade.

Arrangements are made for retirees to attend a special retirement clinic once a year. The majority continue to visit,

some into their 90s.

During the time since the survey started the number of furniture firms has declined locally.

We continue to visit 12 companies. A clinic is held for the wood working lecturers at the local college. Also over 100

retirees are invited each year.

Admin

Book a date for the clinic. Advise list of employees to be seen. If any new white forms must be filled in with name,

address, date of birth, year entered furniture industry. Year joined present company. Name and address of doctor.

History of all companies worked for, if applicable.

Clinic

Equipment required nose specula, tongue depressors, ear specula and Hydrex sterilising liquid. At clinic for newemployees further questions such as Smoke pipe or cigarettes. Take snuff. Problems with ears, nose, suffer from

asthma, hay fever, throat trouble or serious illnesses.

Then pass to consultant.

Consultant

Asks further questions sneezing, nasal obstruction, headaches, discharge, epistaxis (nose bleeds) anosmia (loss

of smell) deafness.

He then uses a head light to check nose, throat and mouth, ears

If anything unusual is detected ie. Polyps, nose bleeds, bent septum, then a possible referral is made to the local

ENT department at hospital

Claims

Our involvement to date has I believe, only been to provide relevant information as to regular nasal clinic inspecti-

ons, or confirm history of companies worked for

Cases

Since our involvement originally in 1969, one gentleman had his right eye removed to operate then had a prosthe-

sis fitted. He did very well.

One case was dealt with by insurers? Outcome unknown

3 possible ca ses from original findings two Ca Ethemoid 1974 and 1977, one Adenoca 1972.

1983 one adenoca

One Ca in 1980, one in 1989, one in 1993 type unknown.

Two other unconnected cases. One a shop fitter. The other collected sawdust from factories.

18 UEA

>>

BFM

NAS

ALCANCERSERVICE


11/19

List of sector specific directives

Directive 76/464 Pollution caused by certain dangerous substances discharged into the aquatic environ-

ment of the Community

Directive 89/106 Construction Product

Directive 89/654Minimum health and safety requirements for the workplace

Directive 89/655 Minimum health and safety requirements for the use of work equipment by workers at

work

Directive 89/656 Minimum health and safety requirements for the use by workers of personal protective

equipment

Directive 90/269 Minimum health and safety requirements for the manual handling of loads where there

is a risk particularly of back injury to workers

Directive 90/270 Minimum health and safety requirements for work with display screen equipment

Directive 91/689 Hazardous waste

Directive 92/58 Minimum requirements for the provision of safety and/or health signs at work Directive 92/59 - 01/95 General product safety

Directive 92/85 Measures to encourage improvements in the safety and health at work of pregnant wor-

kers

Directive 94/33 Protection of the young people at work

Directive 94/62 Packaging and pa ckaging waste

Directive 96/61 Integrated Pollution Prevention and Control (IPPC)

Directive 98/24 Protection of health and safety of workers from risks related to chemical agents at work

Directive 99/13 Limitation of emissions of volatile organic solvents in certain activities and installations

Directive 99/31Landfill of waste

Directive 99/92 Minimum requirements for improving the safety and health protection of workers potenti-

ally at risks from explosive atmosphere

Directive 00/76 Incineration of Waste

Directive 01/95 on General Product Safety

Directive 02/44 Minimum health and safety requirements regarding the exposure of workers to the risk

arising from physical agents (vibration) Directive 03/10 minimum health and safety requirements regarding exposure of workers to the risks ari-

sing from physical agents (noise)

Directive 04/37 Council Directive on the protection of workers from the risks related to exposure to carci-

nogens and mutagens at work

Directive 2006/121/EC Registration, Evaluation and authorization of Chemicals legislation Directive

(REACH)

Annexes to the Directive 89/655

UEA 21

In the course of the projects over 50 information seminars took place in 12 countries. Over 600 information audits

and more than 30 in depth audits have been performed in companies. Participating companies were guaranteed full

anonymity and confidentiality. The results have been impressive. In some cases they brought to light a sometimes

scaring ignorance of the most basic safety legislations and in other countries control certificates testified to the lack

of seriousness with which local authorities assumed their tasks. The most frequently encountered problems con-

cern exposure to wood dust, noise, machine safety of older machines, exposure to chemicals in finishing or gluing.

From the beginning the projects were enthusiastically received by the industry and the representative organizati-

ons. Demand for the audits always passed the capacity of the projects. But also the authorities in the different mem-

ber states or candidate states have reacted very positively. In some cases the results have even given rise to the o rga-

nization of alternative funding possibilities for non productive investments to deal with health and safety matters.

Year by year the UEA experts have seen the situation improve as companies learn and deal with the problems. It is

even so that in some of the information audits performed this year in candidate countries we have for the first time

run into companies that were already completely compliant with the EU legislation in health and safety.

20 UEA

>>

FURNITUR

EINDUSTRYACQUISCOMMUNAUTAIRETRANSFERSYSTEM


12/19

>> REGIONAL SAFETY REPRESENTATIVES BOOST HEALTHAND SAFETY IN THE FURNITURE INDUSTRY

60 regional safety representatives are promoting OHS work in SMEs in the Swedish furniture sector. In 2007, more

than 900 furniture companies were visited. The OHS of more than 12.000 workers were dealt with.

Since 1974, the system with RSR (regional safety representatives) has been a fundamental part of the safety work

in Swedish SMEs. The RSRs deal with companies without joint OHS committees and with 1-49 employees.

Most RSRs are workers in companies who put an extra effort into the improvement of health and safety at workpla-

ces in other companies. Actually, the RSR has the same obligations and rights as safety reps in other companies. If

a joint safety committee already is established in a company, the RSR has no access.

What do the RSRs do?

In their work, the RSRs are meant to

inspect the OHS conditions

support the OHS activities in small workplaces and make suggestions for improvements in OHS matters

support the election of traditional workplace safety representatives

RSRs try to make workers and employers more active in detecting and abating their own OHS risks, i.e. to comply

with the regulation on internal control. The main topic of the RSRs is to support the so called systematic OHS work

in the companies. By law, the employer of every company is obliged to do systematic OHS work, which includes

doing risk assessment on a systematic and continual manner. The RSRs do also take part in safety rounds in the

companies and give them support to self-support. On top on this, some RSRs support the training of other safety

reps and managers being responsible for OSH in the furniture industry.

In other words; the RSR is an OHS resource for the SMEs in the furniture industry.

Supportive employers

It is the general experience, that cooperation between RSRs and small firm owners/managers is surprisingly good.

Almost always the employers are pleased with the visits of RSR, because they are assisted to improve the OHS of

the companies. Sometimes, employers call RSRs and ask them to give support, after Labour Inspectorate has told

the employer to take action in the workplace. In such situations, the RSR may be able to present suggestions for

practical solutions to the problems identified.

The regional safety reps and the Swedish Labour Inspectorate meet on regular basis to discuss OHS problems in

the furniture sector and to see if cooperation is needed.

Is it important, that the companies of a region have knowledge about the furniture RSRs in the particular region, so

the employers can contact the RSR and then benefit from the RSR services? Often employers choose to call in the

RSR, when the Labour Inspectorate inspects a company.

EFBWW 23

>>THE NETHERLANDS: NEW RISK INVENTORY

The basis of a good policy on working conditions is to make a regular inventory and assessment of occupational

risks. Every plant has an obligation to prepare a risk inventory. Unfortunately, experience has taught us that not all

enterprises by any means actually (are able to) do so. Conducting a risk inventory and assessment is often an expen-

sive and time-consuming activity. And if they decide to carry thi s out themselves very often they do not know 'whereto begin'. What is more, the standard checklists are often inadequate to apply to the specific situation in the plant.

The social partners in the Dutch furniture industry have therefore developed a digital risk inventory specifically for

their own sector. This comprises a checklist which is relevant to the plants concerned which, for this reason alone,

ties in more closely with actual practice. But there are also other advantages. In the Netherlands it is compulsory

to have a risk inventory and assessment checked by a certified occupational health and safety body. Some years ago

an exception to this rule was introduced by law. Where the social partners in a particular sector have developed a

good list specifically for that sector then the smaller enterprises are 'exempted' from being checked.

Consequently, the collective agreement for the furniture industry and furniture enterprises establishes that, 'For

employers who are affiliated to the Verzuimsteunpunt Meubelindustrie (furniture industry support service for rein-

tegration of absent workers), where they make use of the risk inventory and assessment for the furniture industry

2006 they are covered by the following provisions regarding checks on the outcome of this exercise:

- for employers with 0 - 10 employees, no checks are necessary;

- for employers with 11 - 25 employees, a basic check by a certified principal expert is sufficient;- for employers more than 25 employees, a basic check by a certified principal expert is sufficient provided that the

health and safety office r has followed the relevant health and safety o fficer training for t he furniture industry. Where

the officer has not followed this training, an in-depth inspection by a certified principal expert is required.'

The questionnaire for recording risks is based on a company profile. The user creates this profile at the start of the

risk inventory and assessment. Accordingly, questions are asked such as, 'do you have a machining department?'

or 'do you have a spraying/dipping department?'. If the answer to this last question is 'no' then there are, for exam-

ple, far fewer questions asked about 'solvents'. This means that each plant has only to reply to t hose questions which

are really relevant to it.

The questions are next grouped according to department and/or risk. When answering the questions, the user can

also opt to defer an answer where, for example, it is necessary to do further research. The deferred questions can

then be answered later on. When answering the questions, a 'bar' in the top right-hand corner of the questionnai-

re shows users how far they have progressed with this section of the list. This avoids the impression of having to

wade through an endless list of questions.

In the preamble to what is known as the Arboconvenant (Covenant on Working Conditions) in the sector, the soci-

al partners have specified those risks which require particular attention in the new Risk Inventory. Separate ques-

tionnaires have also been formulated to obtain a clear picture of the situation for the risk concerned in the plant.

For the occupational risk 'physical stress factors', for example, the FysiMeubel measuring method has been devi-

sed.

Once all the risks have been recorded, the computer program carries out a risk assessment. The employer can then

immediately see which problems need to be resolved quickly. This digital risk inventory and assessment is also use-

ful for producing a Plan of Approach. The plant can immediately decide when it will tackle which risks. The final

outcome of whole exercise is a sound report.

22 UEA/EFBWW


13/19

The Prevention Fund offers financial support for companies providing a better and more inclusive working environ-

ment. The object of the Fund is to finance activities with a view to prevent the premature withdrawal of Danish wor-

kers from the labour market due to physical and mental attrition.

An amount of up to approximately 40M in 2008 and in the following years can be allocated from the capital of

the Fund. The Fund is financed by means from the Danish state.

1. Background for the establishment of the Fund

The establishment of this Fund is an element of a political agreement concerning initiatives to ensure the future

welfare in Denmark in connection with a higher retirement age from the labour market.

There is a need to increase the labour force and it has therefore been decided to adjust the Danish system so that

the Danish citizens will postpone their retirement from the labour market.

In order to make it possible to ensure a longer active working life for more people, extra efforts must be made toreduce labour market attrition and to improve the working environment in Danish enterprises.

2. Support from the Fund

Support from the Fund may be granted to enterprises, municipalities, associations and organisations for the purpo-

se of implementation of a specific project.

3.1. Recipients of support

The enterprises are the focal point for activities that are necessary to achieve the social objective of preventing and

reducing attrition and ensuring that fewer persons withdraw prematurely from the labour market. The workplace

is thus the central entry as regards activities targeted on employees. It is thus a condition for obtaining financial

support from the Fund that the project is implemented in an enterprise or involves one or several enterprises.

The enterprises thus assume responsibility for extraordinary efforts to reduce attrition among employees and to

avoid that employees are leaving the labour market prematurely.

Financial support may be granted to:

private and public enterprises

municipal authorities and

to some extend also to organisations and associations.

Projects that are carried out by an enterprise with support from the Fund must be implemented in a committing

cooperation between the employees and the management of the enterprise.

EFBWW 2524 EFBWW

Increased importance

The importance of RSR has increased during the last years, as the number of field inspectors in the Labour

Inspectorate has been reduced. Without the RSR system the OHS work in many small companies in the furniture

sector would be very poor. No doubt, that RSR is a key to the OHS work in SMEs in the Swedish furniture sector.

RSRs are a main channel for supporting the OHS activities of the companies.

The financial model

From the Government, funding is allocated to the trade unions affiliated to LO (the Swedish trade union federation).

In 2008, the trade union of the furniture industry, Skogs-och Trfacket, received approximately 350.000 to fund

the 60 RSRs (approximately half of this sum goes to RSRs visiting companies in the furniture sector). In theory the

trade unions are supposed to be compensated for the full RSR costs, but caused by increasing demand and increa-

sing coverage of the RSR system, the compensation is now down to approximately 60%. This means, that the trade

unions co-finance the RSR system in Sweden.

For more information, please contact:

Trade Union Official Lennart Gunnarsson

Skogs-och Trfacket

[email protected]

>> PREVENTION FUND IN DENMARK AN INNOVATIVE WAY TO IMPROVE OHS


14/19

>> ORGANISATIONAL SOCIAL CAPITAL - A NEW CONCEPT FORIMPROVING PSYCHO-SOCIAL HEALTH AT COMPANY LEVEL

The social partners of the Danish Furniture Industry do agree that organisational social capital (OSC) may be a fruit-

ful concept for the furniture industry. OSC can be seen as a lever to increase the well-being and the productivity of

the workers.

Still, the OSC concept is under construction. In order to support reflections on OSC, the Danish Social Partners

and the Danish National Research Centre for the Working Environment tabled a white paper on OSC in 2008 (see

www.arbejdsmiljoforskning.dk/upload/boeger/hvidbog_socialkapital.pdf)

In the abstract of the white paper the OSC concept is presented in English. Based on this abstract, the following can

be said:

Organisational social capital (OSC) may be defined this way: Organisational social capital is the ability of the

members of the organization to collaborate when solving the key tasks of the organisation.

The concept of organisational social capital gives us a new way to understand what constitutes a healthy psychoso-

cial work environment.

Social capital is seen as a resource which a network or a group builds together and which the members subsequent-

ly benefit from. Social capital is established building relationships that are mutually binding.

In order to solve the key tasks of the specific organisation, it is necessary that members master collaboration and

that this collaboration is based on a high level of trust and justice. The key elements of organisational social capital

are trust, justice and collaboration.

Social capital makes sense at the level of the company

In the white paper it is concluded, that there is a correlation between the organisations social capital and produc-

tivity, work environment and health.

Productivity is greater when the level of social capital is high. Employees perform better when they expe-

rience justice. Procedural justice and interactional justice are the most important: procedures have to be

viewed as fair, and the people involved must be treated with respect.

Trust is important for satisfaction and involvement. These two factors, in turn, must be assumed to affect

productivity.

Justice and trust are correlated: Justice creates trust. Trust can serve as a buffer when a person faces

high quantitative demands.

The correlation between social capital and health is fairly well documented. Social capital is a collective

dimension at the departmental level. Justice and trust affect health.

Studies also indicate a correlation between absenteeism and social capital and justice.

EFBWW 27

3.2. Requirement of an extraordinary effort

The activities of the Fund must be of an extraordinary nature and are thus supplementary to the activities that the

enterprises are already required to carry out in relation to their employees, for instance compliance with the wor-

king environment legislation.

For this reason, financial support will not be granted to projects that should under all circumstances be implemen-

ted. In order to be eligible for support, the project must involve new initiatives for the specific purpose of preven-

ting physical and mental attrition.

In this way, the Fund will contribute to the creation of incentives to make an extra effort to prevent and reduce attri-

tion on the Danish labour market.

The Fund will influence the conduct of enterprises by offering special incentives to increase their efforts to prevent

and reduce attrition on the Danish labour market and thus contribute to increasing the total labour force.

3.3. Activities eligible for support

Financial support may be granted within the following main fields:

1. Support to projects in enterprises that prevent routines and work functions that lead to attrition.

2. Support to the development of new technologies for prevention of routines and work functions that lead to attri-

tion.

3. Support to projects for better retraining and vocational rehabilitation of sick and disabled persons.

4. Support to projects to increase awareness about risks in connection with smoking, alcohol, physical inactivity and

obesity.

4. The organisation of the Fund

The Fund is organised with

A Board

A number of professional committees

A secretariat

5. Example of a wood company which has received funding from the Fund:

More information about the Prevention Fund:

The trade union federation BAT

OHS Policy Advisor Ulrik Spannow

[email protected]

or

www.forebyggelsesfonden.dk (in Danish only)

E-mail: [email protected]

26 EFBWW

>>

PREVENTIONFUNDINDENMARKANINNOVATIVEWAYTOIMPROVEOHS

Title Prevention of physical attrition of workers

Target

Group

Approximately 42 un-skilled and semiskilled workers

Main

activities

The aim is to eliminate the physical loads and repetiti-

veness and to improve the work remaining work tasks.

The project also includes

Documentation of muscular skeletal pain , mentalhealth and absence due to illness

Studies of solutions and modeling of solutions

Implementation of solutions


15/19

The social partners of the Danish Furniture Industry agree that the improvement of psychosocial health is an area

which deserves full attention at company level.

The following case deals with the improvement of the well-being at work.

The trade union of the Danish furniture industry, Union of Wood-Industry-Building in Denmark, offers support for

improving the safety culture in companies of the wood and furniture sector.

Interviewing the employees is seen as a basic tool for collecting information about the state of the art and the needs

for improvements of the psychosocial health. This approach is used not only when focus is put upon the psychoso-

cial health but also when improvements are needed with respect to absenteeism, interpersonal conflicts and acci-

dent prevention.

The based idea of this approach is that the key to the solutions at work place level already exists within the actual

workplace if the workers and managers involved have the time to reflect about the situation. By using an exter-

nal partner (trade union officials) for making the interviews, it is possible to ensure privacy about the given infor-

mation.

FindingsGood colleagues and good social relations are considered to be the key to good psychosocial health, interviews of all

the workers and their managers showed in one company. A good tone is seen as key and indicator of the social

relations and general well-being at work. The tone is seen as the most important single factor when describing the

assessment of what really matters.

From findings to improvements

Based on the interviews, the trade union officials go into dialogue with the workers and the managers of the single

department of the workplace. The intention is to facilitate a constructive dialogue dealing targeting the improvement

of the well-being at work. On top of this, commitment is secured by having discussions in the works council and the

central joint safety committee of the company. The dialogue is based on a written report, which the management

from the very start has promised to pay attention to.

In the written report, interview based recommendations can be found, including:

The workplace culture is a common issue of all parties

Managers play a key role when improving the workplace culture managers shall take the lead showinggood examples

During training and instruction of workers, attention must be paid to the workplace culture bad habits

should not be passed on to young or new colleagues

Culture campaigns have to be executed at regular basis

Risk assessments must include possible psychosocial risks

An action plan shall be tabled by the joint safety committee in order to improve the safety culture, inclu-

ding the well-being at the workplace-

For more information, please contact:

Kjeld Srensen, Trade union official

[email protected]

EFBWW 29

Each company has the possibility to make a difference. Companies with good organisational social capital also have

a good psychosocial work environment and high performance, i.e. high productivity and good quality.

According to the white paper there is a clear correlation between social capital and stress: The higher the level of

social capital in the company, the lower the stress level among the employees. OSC is a phenomenon that relates

directly to a specific company rather than to a company type or size or to specific industries. It is also evident that

there is greater satisfaction among employees in companies with high OSC. Health (measured as self-rated health,

vitality and/or stress) is better in companies with high social capital.

The company can make a difference

Many people see work environment and productivity as conflicting. OSC gives a new angle on this by describing a

number of characteristics of a workplace which are important to the work environment as well as to productivity.

It is important to be aware of OSC because it is the basis of everything that takes place in the company. OSC can

serve as a buffer in difficult times, but it can also be eroded, and then it takes time to rebuild. It is therefore neces-

sary to make the OSC visible.

Companies must be aware of their own OSC: what are its characteristics and how can it become strengthened? It is

necessary to think of this when collaborating on a daily basis: this is where relationships, trust and justice are cre-

ated.

It is necessary to invest time in the process if organisational social capital is to grow. Time during which the

employees can meet each other and their managers to develop the collaboration concerning the way they carry out

their core tasks, based on trust and justice. For this to happen, it is necessary for the employees to feel that they are

being listened to. This is a way of acknowledging their competences and experiences.

The management must show trust and delegate responsibility to employees.

It is necessary to meet regularly and establish a forum where employees and management can speak openly and

honestly about their expectations and can explain their actions to each other.

In order to improve collaboration, management and employees must enter into a reflective dialogue that supports a

productive collaboration in which both parties contribute to a process where words and deeds are in accordance

with the mutually binding norms.

Companies have to develop OSC on their own, but the system around them can support them in this effort.

Organisational social capital is a broad concept and therefore it will be necessary to collaborate across different sec-

tors. A partnership with employers associations and employees unions could focus on OSC by supporting compa-

nies that are interested in strengthening their own OSC.

Source: Virksomhedens sociale kapital, Hvidbog", Arbejdsmiljrdet & Det Nationale Forskningscenter for

Arbejdsmilj (NFA), written by Kristian Gylling Olesen et. al, 2 008

28 EFBWW

>>

ORGANISATIONALSOCIALCAPITAL-ANEWCONCEPTFOR

IMPROVIN

GPSYCHO-SOCIALHEALTHATCOMPANYLEVEL

>> IMPROVING THE PSYCHOSOCIAL HEALTH IN THE WOODAND FURNITURE INDUSTRY


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31EFIC

Q Electric risk

Q Fire

I Risks associated with the tasks or processes:

Q Cut or catching

Q Projection of particles

Q Contact with chemicals

ERGONOMICS

I Loads

I Micro injuries

I Preventive measures

HYGIENE

I Physical working environment

Q Noise

Q Vibrations

Q Temperature

Q Lighting

I Exposure to biological products

Q Wood Dust

Wood without Risks! was an ambitious project also at promoting legislation. Being an action that covers most of the

jobs in the first and second transformation wood industry means talking about nearly all of the laws existing in the

field of prevention and that are applicable to our industry.

Through the DVD, in the scenes that are happening in the specific sections within the areas of Security, Hygiene

and Ergonomics, there is a storyteller setting out the legislation of interest to be considered in each case, but also

in those cases where it is necessary to emphasize their application in the sector (such as wood dust, noise, loads,

etc...) there are graphics showing the Royal Decree referred in order that the user has time to write it down and go

into it in depth if necessary.

The development of the DVDs has involved:

Advice and documentation: work developed with specialists in occupational medicine, security and

hygiene, ergonomics and Psycho-sociology.

Technical personnel for recording at working centers.

Review of preventive legislation applicable to the wood and furniture sector.

Preparation of the Script: prevention experts and the Health and Safety Committee have worked together

in the elaboration of the script.

Postproduction:special and technical rooms, producer, etc.

Sound: audio post-production room, technical director and presenter.

Graphics and computing: graphic design, visual effects and DVD authoring.

Displacement: First transformation scenes filmed in Galicia and 2nd transformation in Valencia.

3D animation

4500's edition DVD: DVD covers, support and screen-based individual.

>> WOOD WITHOUT RISK!

The project "Wood without Risk" was born as a result of an action agreed by the members of the Health and Safety

Committee in the Wood and Furniture Sector, these are CONFEMADERA, and the most representative Spanish

Trade Unions FECOMA-CC.OO and MCA-UGT. This Committee comes from the Collective Agreement at National

level, and since its creatio n, in 1996, has worked on the adaptation of the Spanish Law on Prevention of Occupational

Hazards in the Wood and Furniture Industry.

In 2005, after some projects developed together, the Committee decided to create an audio-visual of the timber

industry to collect, by means of real film at the working places, the risks inherent in the different processes within

the first and second transformation industry and the preventive measures to be undertaken in each case.

DVD "WOOD WITHOUT RISK"

The objective of the project from the beginning was to develop a practical tool that would allow workers to visua-

lize how they should work in a safe manner avoiding risks and accidents. This has been made with real scenes fil-

med in carpentries, wood panels companies, sawmills, etc.

The DVD is easy, practical, enjoyable and extremely educational: "Wood without risks" shows employees how to

work safely and pretends employers to become aware of the necessity of integrate health prevention in the manage-

ment of the company.

The key features that have greatly enriched the project are:

Interactive menu from which you can access any of the audiovisual submenu.

Wealth of content: 120 minutes of prevention of risks in the sector.

Eligible duration determined by the training needs of the user, who can select the part of the menu he/she

is interested in.

The novelty of "Wood without risk" is that it uses the power of the image to show hazards and demonstrate techni-

ques for preventing them, and an image has an incalculable value to improve the retention of the content and dis-

play a great capacity awareness of employer / employee spectator.

Throughout nearly two hours, users will recognize the risks of different productive processes grouped under three

main areas in terms of prevention:

SECURITY

I Risks associated with the workplace:

Q Fall of height

Q Fall at the same level

Q Fall of objects by crash

Q Running over

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The mix of narration, graphics and image intensify the message of the DVD: employers and employees must join

efforts in the fight of the reduction of accidents at work fulfilling the minimum legal requirements taken to ensure

safety at work.

DVD:

>> NOTES


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>> NOTES>> NOTES

Fiwec Brochure ENG

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