Reference no: EM13933251

In a large manufacturing and assembly operation an employee was required to use a pneumatic multi-spindle nut runner to tighten wheel nuts. The operation required the worker to adopt an uncomfortable static posture for fairly long periods of time.

In addition, oil leakage from the machinery was a constant problem. The operator reported this problem to the supervisor who agreed to resource maintenance.

However, management cut backs to the maintenance budget meant that time and personnel were unavailable. Absorbent material (sawdust) was provided and the employee was instructed to use it to soak up the oil leakage on the floor and around the machinery.

The supervisor was then advised, by the Plant manager that expected production quotas had been increased. These quotas would take effect within a week. The supervisor informed the work group of the quota change during a communications meeting. At the meeting, and in response to the information, the operators expressed a need for additional staff to meet the quotas and a need for maintenance of tools and machinery. Temporary additional staffs were employed 2 days prior to implementation of the new quota.

A new worker, who was assigned to the multi-spindle nut runner task, received no formal induction because the supervisor, due to work pressure, was unable to take the time. In order for new quotas to be met the operation speed of the multi-nut spindle had to be increased. Subsequently oil build up around the runner increased. The new worker did not have the time to apply the absorbent material around the machine.

This is obviously an accident waiting to happen.

1. Explain what possible injuries you think could happen.

2. List the hazards evident in this situation and identify the processes which could have indentified these hazards and prevented future hazards being caused.

3. State how you would rate the hazards in terms of risk.

4. Identify what behaviours and problems are contributing to the potential accident situation.

a) Explain how the behaviours and problems could and should be addressed.
b) At what levels within the organisation should they be addressed? Identify 2 specific areas

5. Identify who should address them - that is, who holds the duty of care?

6. Identify and list what action can or needs to be taken by the employees.

7. Describe how consultation on WH&S/Risk matters can avoid such a scenario occurring or in resolving the situation.