Enforcing PPE Use on Construction Sites Part 3
Has abiding by company policies been a source of contention at your workplace? If you are wondering why your construction workers are not complying with company policies regarding PPE, there could be some confusion. Perhaps policies are unclear or not enforced. Maybe you are dealing with more experienced workers who have become set in their ways. No matter the reason, employers must get to the bottom of the disconnect or these issues could lead to your need for an OSHA attorney. One of the ways to do so is to understand why workers are confused or resist wearing PPE. This final section will tell you why workers do not comply. Please read part two and part one if you have not done so already.
Aside from workers apprehensions for wearing PPE, many workers, including their managers, also have some misconceptions about PPE. Their excuses and misconceptions include:
Wearing Too Much or Too Little PPE
Just as it is risky to not wear any or enough PPE, wearing too much can put workers at risk. For example, too much PPE may lead to discomfort and cause overheating. Too little PPE means that you have not considered all areas of the body that are at risk for hazard exposure.
The Task is Quick or Small
Workers may feel like they can perform a task really quickly and that it is more of a hassle to stop and put on PPE, but it only takes a second for an injury to occur.
The Gloves Are Too Slippery or I Have a Latex Allergy
If the gloves make it difficult for a worker to perform work, it is important that managers find suitable gloves for the task at hand (e.g., textured finish gloves, vinyl gloves). Likewise, workers should be provided with the proper gloves that will protect them against cuts from sharp objects and machinery.
It Doesn’t Matter How PPE is Cleaned and Stored
Every piece of equipment should be cleaned and stored properly after each use. If PPE is damaged or worn, it could affect the way it performs as well as potentially lead to an injury.
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Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.