Hi
Just wondering if it would be possible to complete the NEBOSH diploma without first having completed the certificate??
Few points;
I have no previous H&S experience or knowledge
I will be doing it online
I will be able to treat this as my full time job for 3 or 4 months.
I will study for 50 hours per week
I am a pretty fast learner
Would like to hear your opinions
Thank you!
I know this topic seems to be an annual thing so let me go ahead and kick off this year’s discussion.
Have any of you girls discovered some unicorn FR shirts I don’t know about yet? My Carhartt Force is fraying at the cuffs and neckline and needs to be replaced.
What are we wearing as our daily driver? Bonus points for lightweight, light colors and durable.
Who do I report this to i went to a garage and asked if they have a toilet I needed a pee this was the horror I was greeted with 😬🫣
Do i need an accredited degree for this? i’m in uoft and they don’t have any accredited IH undergrad degrees. i really hope i don’t need to do further studies for it.
i’m already halfway through my studies and i missed the application deadline for TMU’s occupational health and safety degree.
can i get into this industry with just a bachelors, or is a postgrad degree necessary?
should i major in:
is a double major in:
environment and health and chemistry a good programme for this field?
or is the environmental geosciences a better option?
any tips on getting internships in this field?
TYSM!
My company is currently exploring options for an emergency notification system that can be scaled across multiple campuses. Additionally, it is essential that the system integrates seamlessly with our existing access control, video surveillance, and fire alarm platforms.
Can anyone provide information on the systems available that meet these criteria? We would also appreciate insight into the advantages and disadvantages of each option to help us make an informed decision.
This will never change in my lifetime I'm sure of it but RIR as the sole metric for safety has ruined the industry. Companies will treat a wrist strain with a "rigid brace" as defcon level 1... significant near misses? - severely underreported. Let's actually get better at safety instead of punishing people for minor incidents. Worst thing is that when you start reporting those near misses they do nothing but make your life worse for highlighting those opportunities for improvement. It has become performative at this point.
Shockwave pesticide exposure, what do you think my life expectancy after this kind of exposure after for 3yrs.
Sorry to be a little frank here but anyone else think the ASSP is stupid? I understand the importance of networking but paying 300$ annually to have 2 beers and go to a meeting or two doesn’t sit well with me.
Looking for a new gig but can’t bring myself to sign up for my local ASSP chapter. I’m almost thinking if I have to grovel at a chapter meeting for a job it isn’t worth it in the first place.
Change my mind!
I’m curious if this is happening at other stands or if this is specific to my area/franchise.
Recently, our stand has gotten extremely strict about outdoor positions. If you’re assigned Lane 1, Lane 2, or Texter, we’re being told that we have to stay outside for the entire time we’re assigned there, even when there are no cars.
We used to be able to briefly go inside to refill our water, cool down, or even stand in the walk-in for a minute when it was extremely hot. Now we’re being told we cannot leave our position. Management has also said that not staying on lane can result in a written coaching/write-up.
From what we’ve been told, shift leads can ALSO get written up if a barista comes inside when they’re supposed to be outside because they’re expected to make employees stay outside. The reasoning being given is basically that working outside is “what we signed up for.”
The problem is that we’re currently dealing with temperatures around 100°F with the heat index/“feels like” temperature reaching around 105–108°F. Outdoor rotations can last around 1–2 hours. Even getting permission to use the bathroom can sometimes be difficult because the shift lead can deny the request.
There are usually around 20–30 employees working throughout the day at our stand and around 42 employees total, so this isn’t affecting just one or two people.
I understand that working outside is part of working at 7 Brew. I knew that when I took the job, and I’m not saying employees shouldn’t have to work outside. My concern is being required to remain outside during extreme heat without being allowed to briefly step inside for water or to cool down, while also being threatened with write-ups for going inside to grab water, sunscreen, or get a minute of relief from the heat.
Another issue is that the rotations don’t necessarily mean you’re only outside for an hour. Sometimes you can be scheduled for consecutive outdoor positions. For example, you could be on Lane 1 from 12–2 and then immediately be put on Texter from 2–3, meaning you’ve effectively been outside for around three hours.
I’ve also noticed that shift leads aren’t necessarily required to rotate themselves into outdoor positions for the same 1–3 hour periods, even though they’re the ones expected to enforce the policy.
I’m genuinely curious if this is happening at other franchises/regions or if my franchise is just cracking down particularly hard right now. What are the heat policies at your stand? Are you allowed to come inside for water or to cool down? How long are you normally outside? Can you get consecutive outdoor positions? Have employees or shift leads at your stand actually been written up for coming inside?
And has anyone ever taken concerns like this to HR, corporate, or OSHA? If so, did anything actually change?
I’ve loved working at 7 Brew, which is honestly why this change has been so frustrating. Lately it feels like employees are being treated like the gum on the bottom of someone’s shoe, and I genuinely don’t understand why things have suddenly gotten this strict.
just moved into this new hs coordinator role of prior 2.5 years experience
it's a 3rd party food manufacturing site
there are no sops or ssows for job tasks here and there isn't rly a big enough budget to call someone in to study each work process and make an sop for it
any advice? having these in place will really improve incident/turnover rates I believe
for example the spice room guys/mixers don't always wear safety glasses and when I go on the floor and speak to them sometimes their eyelashes are dusted white from sugar lol 😬
I can't wrap my head around why HR gave me a gift card and an award right after I started questioning the company about building a pesticide fogger machine.
Even more concerning, how was I even allowed to handle pesticide in that form without any training or a proper license? Isn't this a serious safety violation?
Hey guys,
My Safety Director wants me to move back to my old site. I had a good thing going at my previous hospital site where I had a EHS team of 6. With lots of other support, they asked me to take over and switch with another safety guy at a project that was lacking and said it would be great resume/career builder. Well now 4 months later they want me to move back to help the big hospital job because they need more of my type of support. Requests have come from leadership of all sorts, safety, operations, etc. I have an option to say yes or no (kinda)
My question is if I had the choice should I stay at the project I’m at now or switch back to the hospital?
Benefits - closer to home, better work life, back to a good team
Disadvantage - lose the site I fixed and making my own culture wise, outlook on myself from trades if why they switch staff again, my own selfishness
Background
Reached Project Safety Manager in 3.5 years for largest GC in US.
-Intern 6 months
-Worked on a 46 story high rise for 1 year (Project safety assistant+promo to professional)
-2.2B New hospital build ground up 1.5 year (project safety professional)
- Student High Rise current (Promo to PSM)
I’m especially interested in things people tend to overlook — workstation layout, jigs/fixtures, material handling, pinch points, kickback zones, dust, tool storage, cutting tools, PPE, etc. Not looking for generic “wear PPE” advice — I’m looking for practical changes that eliminate or reduce the hazard.
Does anyone have a fleet safety PowerPoint they can email me?
I’m currently active duty Navy and planning to transition out next year, and I’d appreciate some career advice from people already working in the safety field.
I earned my B.S. in OSH from CSU, which qualified me for the GSP. I was initially conflicted about pursuing the CSP while I’m still in the Navy because I don’t have traditional full-time safety experience. However, the Navy will pay for the exam, and I ultimately figured there wasn’t much downside to studying for it and earning the certification if I can.
I’m prepping for the CSP now. But main concern is what my resume will look like when I transition. I’ll have my OSH degree, GSP, and hopefully by December my CSP, and roughly 9 years of Navy experience, but I won’t have any private-sector EHS experience behind the certification.
What kinds of positions would you recommend targeting? Safety Specialist? EHS Specialist? Coordinator? Would something like a Safety Manager position be unrealistic without more direct experience?
I imagine maritime or shipyard safety would probably be the easiest transition given my Navy background, and I’m definitely open to that. At the same time, I don’t necessarily want to limit myself to maritime if my background could translate into manufacturing, construction, general industry, federal safety, or something else.
Has anyone else gotten their CSP with only a degree and some niche safety experience? What would you all do in my shoes?
Looking to make more of these types of historical safety-focused stories. Would love your professional feedback in here!
This is intended for educational and entertainment purposes only, and to raise awareness. Not promotional.
Thanks! 😊
I’m a relatively new safety manager (8 years doing inspections, 2 years in management and full compliance), and I just switched to the manufacturing industry to a company with a pretty spotty EHS program. I’m trying to identify what hazardous materials we have through our SDS library, but it’s giving me some trouble. I’m clear on our hazwaste and have that under control, and am clear on our obvious hazardous materials (I.e our 55gal drums of isopropyl alcohol). Anyone have any tips or tricks to make this process hurt my brain less?
I was recently offered a position with a company that primarily operates internationally and is now expanding its operations in the U.S. Because they are relatively new to working in the U.S., they are still getting familiar with OSHA requirements and the types of safety programs, policies, documentation, and practices that need to be in place.
My role would essentially be to build their safety program from the ground up. That means making sure they are OSHA compliant while also meeting the additional safety requirements of our customer/contractor.
They currently have a newly established office, and their warehouse is still being completed. On the office and warehouse side, I’ll need to evaluate what they currently have in place, identify gaps, develop policies and procedures, and coordinate required training such as forklift operator certification.
For the employees working at the customer’s site, I’ll need to review and develop JHAs for the work they perform, make sure their procedures meet both OSHA and customer requirements, meet with the existing safety team to understand what they are currently working with, and establish a more organized EHS management system.
I’m looking for software that can help me manage as much of this as possible. I need to track employee training and certifications, incidents and corrective actions, inspections and audits, JHAs and other safety documentation, leading and lagging indicators, and provide meaningful KPIs and reports to our customer. I’d also like the ability to create my own inspection forms, checklists, and workflows rather than being locked into whatever templates the software provides.
One limitation is that the customer site has very strict restrictions on cameras and smart devices. I see a lot of EHS platforms using QR codes for inspections, equipment tracking, training records, reporting hazards, etc., and I would love to take advantage of those features. Unfortunately, phones, tablets, cameras, and similar smart devices are not permitted in the areas where much of our work takes place. Whatever system I choose needs to still work well in an environment where employees and supervisors may not be able to scan QR codes or enter information from a mobile device while they're actually in the field.
I’ve read that Smartsheet combined with Power BI can be a really effective setup for something like this. My concern is that I haven’t worked extensively with either platform, so there would definitely be a learning curve. If I recommend that solution to the company, I need to be confident that I can get something functional up and running relatively quickly rather than spending months just building the system.
For someone essentially building an EHS program from scratch, what software or combination of platforms would you recommend? Ideally, I’m looking for something that I can get running fairly quickly but that is flexible enough to grow with the safety program as the company’s U.S. operations expand.
Hi! Can anyone working in the F&B industry help me identify the appropriate PPE for the following areas?
Food and Non-Food Warehouse
Including regular and freezer storage
Production
Are these sufficient, or have I missed any essential PPE? Should the requirements be further categorized according to specific tasks or production areas?
I’m new to the F&B industry, so I would appreciate any advice or recommendations from those with experience. Thank you!
Started a new job recently, and a big struggle for the company has been verifying training for folks on the floor. We don't currently have an LMS, and training records are scattered in a few dozen different locations. I'm working on fixing that, but in the meantime, I'm trying to come up with ways for folks on the floor to physically track or verify they're trained.
I've considered options like punch cards, checklists for each supervisor, individual employee reports, etc. but wanted to see what other folks had done for this. Goals for the system would be that it be accessible for supervisors and employees on the floor without internet/app access and easy to understand to where gaps are. Really, I need a true old school method, but alas, I've always been more technology oriented and haven't run into this issue before. Any suggestions would be appreciated!