Tips for Protecting Workers from Weather Hazards Part 2
This summer, inclement weather made it’s impact throughout the United States. Whether it was Hurricanes Harvey and Irma or searing heat, surviving weather was a primary concern for many people. The concern is even greater in industries such as construction where the bulk of work is being done outside.
Protecting workers also goes beyond dealing with inclement weather. Working in intense heat during the summer or intense cold during the winter is a far more common occurrence. In the first part of our series, we introduced OSHA’s take on dealing with weather hazards and provided tips for protecting workers. In this part, we will provide additional tips and guidance.
Hot and Cold Weather Protection
Weather-related illnesses such as heat exhaustion, heat stroke, and hypothermia can easily occur if workers are not protected. OSHA rules require that employers provide workers with PPE when dealing with environmental hazards. For more information on OSHA policy, contact one of our OSHA attorneys. In the meantime, use these tips for protective clothing:
- Wear layers in cold and/or wet conditions
- Wear sunglasses and hats in sunny, hot conditions
- For skin protection during the summer, wear long-sleeved, lightweight shirts and sunscreen
- Wear raincoats and non-slip footwear in rainy conditions
- Wear reflective vests when visibility is limited
Use the Right Equipment
The equipment that you use during inclement weather conditions is critical. Use the following guidelines for weather-friendly equipment:
- Only use equipment designated for outdoor use.
- Use equipment with non-slip handles during rainy weather
- Use outdoor lights during the day to maintain good visibility during inclement weather
- Do not use cranes during windy conditions
If you would like to speak with one of our OSHA lawyers, please contact us at 813.579.3278, or submit our contact request form.
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.