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AWO Safety
Committees
2010
AWO Safety
Statistics
Instruction Manual
AWO Safety Statistics
Instruction Manual 2010
2
AWO Safety Statistics
Instruction Manual 2010
3
Index
I. Introduction …………………………………. page 4
II. Determination of Recordability …………………………………. page 7
III. Counting Manhours …………………………………. page 27
IV. Calculating Incident Rates …………………………………. page 31
V. AWO Safety Statistics Reporting …………………………………. page 35
VI. Appendices …………………………………. page 39
A. Registration Form …………………………………. page 40
B. Frequently Asked Questions …………………………………. page 41
C. AWO Safety Statistics Data
Job Tool …………………………………. page 42
D. Operating Sectors …………………………………. page 43
E. Useful Links …………………………………. page 44
AWO Safety Statistics
Instruction Manual 2010
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I. Introduction
This Injury/Illness Recordkeeping Instruction Manual was developed by the Statistics
Subcommittee of the Interregion Safety Committee as a resource for member companies
of the American Waterways Operators. The Safety Committee believes that
development of this Instruction Manual is an essential part of its mission ―to promote the
continuous improvement of safety in the towing industry‖ by providing guidance in
tracking and reporting of work-related injuries and illnesses. Collecting of injury and
illness statistics is a requirement of the American Waterways Operators (AWO)
Responsible Carrier Program (RCP), and the Safety Committee believes that gathering
and tracking of safety statistics is an essential part of any effective safety management
program. Data collected can be used to develop focused safety programs targeting
specific areas that may be revealed as a particular problem area(s) for any given
company. Data can also be used by a company to benchmark its safety performance
against other companies operating in its sector and the towing industry as a whole. In
addition to this Instruction Manual, additional help and mentoring is available to AWO
member companies needing extra assistance in collecting and reporting safety statistics
by contacting the AWO Safety Department.
This Instruction Manual seeks to respond to the need for a standardized procedure for
collecting and reporting Injury/Illness data for the tugboat, towboat, and barge industry
that, up to this time, has been missing due to insufficient guidance or direction in
maritime regulations. Some limited direction regarding injury reporting and
recordkeeping is located in 46 CFR 4.05-1 and 46 CFR 4.05-10. These provisions
instruct the maritime industry to notify the nearest Marine Safety Unit (MSU) if any
injuries beyond first aid occur and to complete a 2692 report within five days.
Since federal Occupational Safety and Health Administration (OSHA) regulations
provide guidance on injury recordkeeping in the workplace, most maritime companies
have elected to use these regulations as guidance for the collecting and reporting of injury
statistics.
To establish a standard reporting criterion for members of AWO, this Instruction Manual
provides a general overview of topics related to collecting and reporting injury and illness
statistics, including sections on Frequently Asked Questions (FAQs). This handbook is
intended to be a resource for tugboat, towboat, and barge companies of all sizes.
This Instruction Manual will provide answers to recordkeeping questions raised by
employers, and employees of AWO member companies who wish to obtain information
on specific recordkeeping criteria. The reader will find this information useful in
understanding the recordkeeping criteria of the RCP and the Voluntary Safety Statistics
Program and will be able to easily locate a variety of specific and necessary information
pertaining to each data set. Readers will also find this Instruction Manual useful as a
research and training tool for their management personnel and vessel crews.
AWO Safety Statistics
Instruction Manual 2010
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This Instruction Manual is divided into five sections: The first section is an introduction
that describes the use and intent of the manual; the second outlines how to determine if an
injury is a recordable injury; the third contains instructions on how to count manhours,
calculate an incident and/or severity rate, and compare their company’s numbers to the
rest of the industry in the SIC; the fourth section provides detailed instructions on how to
sign up and submit data to the AWO Voluntary Safety Statistics Program; and the fifth
and final section is an appendix that provides useful sources to gain more information.
This Instruction Manual is in the public domain and may be reproduced, fully or partially,
without permission.
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Instruction Manual 2010
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AWO Safety Statistics
Instruction Manual 2010
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II. Determination of Recordability
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Instruction Manual 2010
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II. Determination of Recordability
Recording Criteria
Each company participating in the Responsible Carrier Program (RCP) is required to
keep records of manhours, fatalities, injuries, illnesses, and falls overboard and should
record each fatality, injury, and illness that:
is work-related;
is a new case; and
meets one or more of the general recording criteria.
Implementation
To meet the recording requirements of the RCP, the following information can be used as
a resource to assist companies in determining recording criteria for recording work-
related injuries and illnesses.
How to decide whether a particular injury or illness is recordable
The decision tree for recording work-related injuries and illnesses below shows the steps
involved in making this determination:
NO ←
↓
Did the employee experience an
injury or illness?
YES
↓
NO ←
↓
Is the injury or illness work-
related?
Yes
↓
Is the injury or illness a new case? NO → Update the previously recorded injury or
illness entry if necessary
YES
↓
NO ←
↓
Does the injury or illness meet the
general recorded criteria or the
application to specific cases?
→ YES
↓
Do not record the injury
or illness Record the injury or illness
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FREQUENTLY ASKED QUESTIONS: Recording criteria
Question: Does an employee report of an injury or illness establish the existence of the
injury or illness for recordkeeping purposes?
Answer: No. In determining whether a case is recordable, the employer must first decide
whether an injury or illness has occurred. If the employer is uncertain about whether an
injury or illness has occurred, the employer may refer the employee to a physician or
other health care professional for evaluation and may consider the health care
professional's opinion in determining whether an injury or illness exists.
Basic requirement
You must consider an injury or illness to be work-related if an event or exposure in the
work environment either caused or contributed to the resulting condition or significantly
aggravated a preexisting injury or illness. Work-relatedness is presumed for injuries and
illnesses resulting from events or exposures occurring in the work environment.
Question: What is the "work environment"?
Answer: The work environment is "the vessel and other locations where employees are
working or are present as a condition of their employment. The work environment
includes not only physical locations, but also the equipment used by the employee during
the course of his or her work."
Question: Are there situations where an injury or illness occurs in the work environment
and is not considered work-related?
Answer: Yes, an injury or illness occurring in the work environment that falls under one
of the following exceptions is not work-related and, therefore, is not recordable.
You are not required to record injuries and illnesses if :
1. At the time of the injury or illness, the employee was present in the work environment as a
member of the general public rather than as an employee.
2. The injury or illness involves signs or symptoms that surface at work but result solely from a
non-work-related event or exposure that occurs outside the work environment.
3. The injury or illness results solely from voluntary participation in a wellness or flu shot
program or in exercise class, racquetball, or baseball.
4.
The injury or illness is solely the result of an employee eating, drinking, or preparing food or
drink for their own personal consumption.
Note: If the employee is made ill by ingesting food contaminated by workplace
contaminants (such as lead) or gets food poisoning from food supplied by the employer,
the case would be considered work-related.
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5. The injury or illness is solely the result of an employee doing personal tasks (unrelated to their
employment) at the establishment outside of the employee's assigned working hours.
6. The injury or illness is solely the result of personal grooming or self medication for a non-
work-related condition, or is intentionally self-inflicted.
7. The injury or illness is caused by a motor vehicle accident and occurs on a company parking
lot or company access road while the employee is commuting to or from work.
8.
The illness is the common cold or flu. (Note: contagious diseases such as tuberculosis,
brucellosis, hepatitis A, or plague are considered work-related if the employee is infected at
work.)
9.
The illness is a mental illness. Mental illness will not be considered work-related unless the
employee voluntarily provides the employer with an opinion from a physician or other licensed
health care professional with appropriate training and experience (psychiatrist, psychologist,
psychiatric nurse practitioner, etc.) stating that the employee has a mental illness that is work-
related.
Question: How do I handle a case if it is not obvious whether the precipitating event or
exposure occurred in the work environment or occurred away from work?
Answer: In these situations, you must evaluate the employee's work duties and
environment to decide whether or not one or more events or exposures in the work
environment either caused or contributed to the resulting condition or significantly
aggravated a preexisting condition.
Question: How do I know if an event or exposure in the work environment "significantly
aggravated" a preexisting injury or illness?
Answer: A preexisting injury or illness has been significantly aggravated when an event
or exposure in the work environment results in any of the following:
Death – provided that the preexisting injury or illness would likely not have resulted
in death but for the occupational event or exposure.
Loss of consciousness – provided that the preexisting injury or illness would likely
not have resulted in loss of consciousness but for the occupational event or exposure.
One or more days away from work, days of restricted work, or days of job transfer
that otherwise would not have occurred but for the occupational event or exposure.
Medical treatment in a case where no medical treatment was needed for the injury or
illness before the workplace event or exposure, or a change in medical treatment was
necessitated by the workplace event or exposure.
Question: Which injuries and illnesses are considered preexisting conditions?
Answer: An injury or illness is a preexisting condition if it resulted solely from a non-
work-related event or exposure that occurred outside the work environment.
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Question: How do I decide whether an injury or illness is work-related if the employee is
on travel status at the time the injury or illness occurs?
Answer: Injuries and illnesses that occur while an employee is on travel status are work-
related if, at the time of the injury or illness, the employee was engaged in work activities
"in the interest of the employer." Examples of such activities include travel to and from
vessels, conducting job tasks, and entertaining or being entertained to transact, discuss, or
promote business (work-related entertainment includes only entertainment activities
being engaged in at the direction of the employer).
However, injuries or illnesses that occur when the employee is on travel status do not
have to be recorded if they meet one of the exceptions listed below.
If the employee has: You may use the following to determine if an injury or illness is
work-related:
1. Checked into a
hotel or motel for
one or more days.
When a traveling employee checks into a hotel, motel, or another
temporary residence, he or she establishes a ―home away from
home.‖ You must evaluate the employee's activities after he or
she checks into the hotel, motel, or other temporary residence for
their work-relatedness in the same manner as you evaluate the
activities of a non-traveling employee. When the employee
checks into the temporary residence, he or she is considered to
have left the work environment. When the employee begins
work each day, he or she reenters the work environment. If the
employee has established a ―home away from home‖ and is
reporting to a fixed worksite each day, you also do not consider
injuries or illnesses work-related if they occur while the
employee is commuting between the temporary residence and
the job location.
2. Taken a detour for
personal reasons.
Injuries or illnesses are not considered work-related if they occur
while the employee is on a personal detour from a reasonably
direct route of travel (e.g., has taken a side trip for personal
reasons).
Determination of work-relatedness
This section sets out criteria for determining whether a given injury or illness is work-
related. An injury or illness must be considered work-related if an event or exposure in
the work environment caused or contributed to the injury or illness or significantly
aggravated a preexisting injury or illness. For recordkeeping purposes, work relationship
is presumed for such injuries and illnesses unless an exception listed specifically applies.
A number of injuries and illnesses that occur, or manifest themselves, at work are caused
by a combination of occupational factors, such as performing job-related bending and
lifting motions, and factors personal to the employee, such as the effects of a preexisting
medical condition. In many such cases, it is likely that occupational factors have played
AWO Safety Statistics
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a tangible role in causing the injury or illness, but one that cannot be readily quantified as
"significant" or "predominant" in comparison with the personal factors involved.
Injuries and illnesses also occur at work that do not have a clear connection to a specific
work activity, condition, or substance that is peculiar to the employment environment.
For example, an employee may trip for no apparent reason while walking from one vessel
to another, be sexually assaulted by a coworker, or be injured accidentally as a result of
an act of violence perpetrated by one coworker against a third party. In these and similar
cases, the employee's job-related tasks or exposures did not create or contribute to the
risk that such an injury would occur. Instead, a causal connection is established by the
fact that the injury would not have occurred but for the conditions and obligations of
employment that placed the employee in the position in which he or she was injured or
made ill.
Employers should consider an injury or illness to be "work-related" if an event or
exposure in the work environment either caused or contributed to the resulting condition
or significantly aggravated a preexisting injury or illness. Work relatedness is presumed
for injuries and illnesses resulting from events or exposures occurring in the work
environment.
The determination of work-relatedness is made by the employer. Employers are in the
best position to obtain the information, both from the employee and the workplace, that is
necessary to make this determination. Although expert advice may occasionally be
sought by employers in particularly complex cases, the final rule provides that the
determination of work-relatedness ultimately rests with the employer.
Preexisting conditions, for recordkeeping purposes, are conditions that resulted solely
from a non-work-related event or exposure that occured outside the employer's work
environment. Preexisting conditions also include any injury or illness that the employee
experienced while working for another employer.
FREQUENTLY ASKED QUESTIONS: Determination of work-relatedness
Question: A deckhand wakes from his off-watch time complaining of back pain; would
this be considered a work injury?
Answer: Not necessarily. It would not be a work injury unless upon investigation it was
found that a preceding work-related event or exposure contributed to the back injury.
Question: A deckhand has a car wreck while driving a rental car from the vessel; is this
considered work-related even though he wasn’t “on” the vessel?
Answer: Yes, he was still ―on-duty‖ in regard to working.
Question: A deckhand has a car wreck coming to work; is this work related?
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Answer: No, he is on his own time until he reports to the office and signs in.
Question: A deckhand is injured while tripping or riding over on another vessel, not his
assigned one; is this treated the same as if he was on his own vessel?
Answer: Yes.
Question: A deckhand is injured while riding/tripping over with another company, does
that count against us?
Answer: No, it would go with the company he was working for at the time of injury.
Question: Are cases of workplace violence considered work-related under the new
Recordkeeping rule?
Answer: The Recordkeeping rule contains no general exception, for purposes of
determining work relationship, for cases involving acts of violence in the work
environment. If two crewmembers get in an altercation and one or both are injured, this
is considered a work-related incident.
Question: What activities are considered "personal grooming" for purposes of the
exception to the geographic presumption of work-relatedness?
Answer: Personal grooming activities are activities directly related to personal hygiene
such as combing and drying hair, brushing teeth, clipping fingernails, and the like.
Question: What are "personal tasks" for purposes of the exception?
Answer: ―Personal tasks‖ are tasks that are unrelated to the employee's job. For
example, if an employee uses tools from the engine room to build a bird house during his
off-watch time to take home, he is engaged in a personal task.
Determination of new cases
Employers may occasionally have difficulty in determining whether new signs or
symptoms are due to a new event or exposure in the workplace or whether they are the
continuation of an existing work-related injury or illness. Most occupational injury and
illness cases are fairly discrete events, i.e., events in which an injury or acute illness
occurs, is treated, and then resolves completely. For example, a worker may suffer a cut,
bruise, or rash from a clearly recognized event in the workplace, receive treatment, and
recover fully within a few weeks. At some future time, the worker may suffer another
cut, bruise, or rash from another workplace event. In such cases, it is clear that the two
injuries or illnesses are unrelated events and that each represents an injury or illness that
must be separately evaluated for its recordability.
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Basic requirement
You must consider an injury or illness to be a "new case" if:
The employee has not previously experienced a recorded injury or illness of the same
type that affects the same part of the body, or
The employee previously experienced a recorded injury or illness of the same type
that affected the same part of the body but had recovered completely (all signs and
symptoms had disappeared) from the previous injury or illness, and an event or
exposure in the work environment caused the signs or symptoms to reappear.
FREQUENTLY ASKED QUESTIONS: Determination of new cases
Question: When an employee experiences the signs or symptoms of a chronic work-
related illness, do I need to consider each recurrence of signs or symptoms to be a new
case?
Answer: No, for occupational illnesses where the signs or symptoms may recur or
continue in the absence of an exposure in the workplace, the case should only be recorded
once. Examples may include occupational cancer, asbestosis, and silicosis.
Question: When an employee experiences the signs or symptoms of an injury or illness,
such as an episode of occupational asthma, as a result of an event or exposure in the
workplace must I treat the episode as a new case?
Answer: Yes, because the episode or recurrence was caused by an event or exposure in
the workplace, the incident must be treated as a new case.
Question: May I rely on a physician or other licensed health care professional to
determine whether a case is a new case or a recurrence of an old case?
Answer: You are not required to seek the advice of a physician or other licensed health
care professional. However, if you do seek such advice, you must follow the physician’s
or other licensed health care professional's recommendation about whether the case is a
new case or a recurrence. If you receive recommendations from two or more physicians
or other licensed health care professionals, you must make a decision as to which
recommendation is the most authoritative (best documented, best reasoned, or most
authoritative) and record the case based upon that recommendation.
The criteria for determining whether any injury or illness, including a musculoskeletal
disorder, is to be treated as a new case or as the continuation of an ―old‖ injury or illness
are as follows: First, if the employee has never had a recorded injury or illness of the
same type and affecting the same part of the body, the case is automatically considered a
new case and must be evaluated for recordability. This provision will handle the vast
AWO Safety Statistics
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majority of injury and illness cases, which are new cases rather than recurrences or case
continuations. Second, if the employee has previously had a recorded injury or illness of
the same type and affecting the same body part, but the employee has completely
recovered from the previous injury or illness, and a new workplace event or exposure
causes the injury or illness (or its signs or symptoms) to reappear, the case is a recurrence
that the employer must evaluate for recordability.
Question: How is an employer to determine whether an employee has "recovered
completely" from a previous injury or illness such that a later injury or illness of the
same type affecting the same part of the body resulting from an event or exposure at work
is a "new case"? If an employee's signs and symptoms disappear for a day and then
resurface the next day, should the employer conclude that the later signs and symptoms
represent a new case?
Answer: An employee has "recovered completely" from a previous injury or illness
when he or she is fully healed or cured. The employer must use their best judgment
based on factors such as the passage of time since the symptoms last occurred and the
physical appearance of the affected part of the body. If the signs and symptoms of a
previous injury disappear for a day only to reappear the following day, that is strong
evidence the injury has not properly healed. The employer may, but is not required to,
consult a physician or other licensed health care provider (PLHCP). Where the employer
does consult a PLHCP to determine whether an employee has recovered completely from
a prior injury or illness, it must follow the PLHCP's recommendation. In the event the
employer receives recommendations from two or more PLHCPs, the employer may
decide which recommendation is the most authoritative and record the case based on that
recommendation.
General recording criteria
Basic requirement
You must consider an injury or illness to meet the general recording criteria, and
therefore to be recordable, if it results in any of the following: death, days away from
work, restricted work or transfer to another job, medical treatment beyond first aid, or
loss of consciousness. You must also consider a case to meet the general recording
criteria if it involves a significant injury or illness diagnosed by a physician or other
licensed health care professional, even if it does not result in death, days away from
work, restricted work or job transfer, medical treatment beyond first aid, or loss of
consciousness.
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Implementation
A work-related injury or illness must be recorded in the manner established in company
policy if it results in one or more of the following:
- Death
- Days away from work
- Restricted work or transfer to another job
- Medical treatment beyond first aid
- Loss of consciousness
- A significant injury or illness diagnosed by a physician or other licensed
health care professional
FREQUENTLY ASKED QUESTIONS: General recording criteria
Question: How do I record a work-related injury or illness that results in the employee's
death?
Answer: A work related injury or illness that results in a death will be classified as a lost
time injury or illness and is recordable. However, the number of lost work days will not
be counted.
Question: How do I record a work-related injury or illness that results in days away
from work?
Answer: When an injury or illness involves one or more days away from work, you
should record the injury or illness according to company policy. If the employee is out
for an extended period of time, you should estimate the number of days that the employee
will be away and update the day count when the actual number of days is known.
Question: Do I count the day on which the injury occurred or the illness began?
Answer: No, you begin counting days away on the day after the injury occurred or the
illness began.
Question: How do I record an injury or illness when a physician or other licensed health
care professional recommends that the worker stay at home, but the employee comes to
work anyway?
Answer: You should record these injuries and illnesses using the number of days away
recommended by the physician or other licensed health care professional. If a physician
or other licensed health care professional recommends days away, you should encourage
your employee to follow that recommendation. However, the days away must be
recorded whether the injured or ill employee follows the physician or licensed health care
professional's recommendation or not. If you receive recommendations from two or
more physicians or other licensed health care professionals, you may make a decision as
to which recommendation is the most authoritative, based upon that recommendation.
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Question: How do I handle a case when a physician or other licensed health care
professional recommends that the worker return to work, but the employee stays at home
anyway?
Answer: In this situation, you must end the count of days away from work on the date
the physician or other licensed health care professional recommends that the employee
return to work.
Question: How do I count the days the employee would not have worked anyway?
Answer: You must count the number of calendar days the employee was unable to work
as a result of the injury or illness, regardless of whether or not the employee was
scheduled to work on those day(s). It does not matter if the employee would have been
on his normal time off or not.
Question: How do I count the lost work days if the physician says the employee needs to
be off work and they return to the vessel until the Company can safely get the employee
off the vessel?
Answer: You begin the day count the day following the appointment with the physician.
Question: How do I record a case in which a worker is injured or becomes ill on the day
before their regular scheduled time off?
Answer: You need to record a case of this type only if you receive information from a
physician or other licensed health care professional indicating that the employee should
not have worked, or should have performed only restricted work, during the scheduled
time off. If so, you should record the injury or illness as a case with days away from
work or restricted work, and enter the day counts, as appropriate.
Question: Is there a limit to the number of days away from work I must count?
Answer: Yes, you may "cap" the total days away at 180 calendar days. You are not
required to keep track of the number of calendar days away from work if the injury or
illness resulted in more than 180 calendar days away from work and/or days of job
transfer or restriction. In such a case, entering 180 in the total days away column will be
considered adequate.
Question: May I stop counting days if an employee who is away from work because of an
injury or illness retires or leaves my company?
Answer: Yes, if the employee leaves your company for some reason unrelated to the
injury or illness such as retirement, vessel lay-up, or to take another job, you may stop
counting days away from work or days of restriction/job transfer. If the employee leaves
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your company because of the injury or illness, you must estimate the total number of days
away or days of restriction/job transfer and enter the day count.
Question: If a case occurs in one year but results in days away during the next calendar
year, do I record the case in both years?
Answer: No, you only record the injury or illness once. You should enter the number of
calendar days away for the injury or illness on the log for the year in which the injury or
illness occurred.
Question: How do I record a work-related injury or illness that results in restricted work
or job transfer?
Answer: When an injury or illness involves restricted work or job transfer but does not
involve death or days away from work, you should record the injury or illness as part of
your RCP recordkeeping as required by company policy.
Question: How do I decide if the injury or illness resulted in restricted work?
Answer: Restricted work occurs when, as the result of a work-related injury or illness:
You keep the employee from performing one or more of the routine functions of his
or her job, or from working the full workday that he or she would otherwise have
been scheduled to work; or
A physician or other licensed health care professional recommends that the employee
not perform one or more of the routine functions of his or her job, or not work the full
workday that he or she would otherwise have been scheduled to work.
Question: What is meant by "routine functions"?
Answer: For recordkeeping purposes, an employee's routine functions are those work
activities the employee regularly performs at least once per week.
Question: Do I have to record restricted work or job transfer if it applies only to the day
on which the injury occurred or the illness began?
Answer: No, you do not have to record restricted work or job transfers if you, or the
physician or other licensed health care professional, impose the restriction or transfer
only for the day on which the injury occurred or the illness began.
Question: If you or a physician or other licensed health care professional recommends a
work restriction, is the injury or illness automatically recordable as a "restricted work"
case?
Answer: No, a recommended work restriction is recordable only if it affects one or more
of the employee's routine job functions. To determine whether this is the case, you must
evaluate the restriction in light of the routine functions of the injured or ill employee's
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job. If the restriction from you or the physician or other licensed health care professional
keeps the employee from performing one or more of his or her routine job functions or
from working the full workday the injured or ill employee would otherwise have worked,
the employee's work has been restricted and you should record the case.
Question: How do I record a case where the crewmember works only a partial work shift
because of a work-related injury or illness?
Answer: A partial day of work is recorded as a day of job transfer or restriction for
recordkeeping purposes, except for the day on which the injury occurred or the illness
began.
Question: If the injured or ill crewmember takes longer to do a task than he or she would
have produced prior to the injury or illness but otherwise performs all of the routine
functions of his or her work, is the case considered a restricted work case?
Answer: No, the case is considered restricted work only if the crewmember does not
perform all of the routine functions of his or her job or does not work the full watch that
he or she would otherwise have worked.
Question: How do I handle vague restrictions from a physician or other licensed health
care professional, such as that the employee engages only in "light duty" or "take it easy
for a week"?
Answer: If you are not clear about the physician or other licensed health care
professional's recommendation, you may ask that person whether the employee can do all
of his or her routine job functions and work all of his or her normally assigned work shift.
If the answer to both of these questions is "Yes," then the case does not involve a work
restriction and does not have to be recorded as such. If the answer to one or both of these
questions is "No," the case involves restricted work and should be recorded as a restricted
work case. If you are unable to obtain this additional information from the physician or
other licensed health care professional who recommended the restriction, record the
injury or illness as a case involving restricted work.
Question: What do I do if a physician or other licensed health care professional
recommends a job restriction, but the employee does all of his or her routine job
functions anyway?
Answer: You must record the injury or illness as a restricted work case. If a physician or
other licensed health care professional recommends a job restriction, you should ensure
that the employee complies with that restriction. If you receive recommendations from
two or more physicians or other licensed health care professionals, you may make a
decision as to which recommendation is the most authoritative and record the case based
upon that recommendation.
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Question: How do I decide if an injury or illness involved a transfer to another job?
Answer: If you assign an injured or ill employee to a job other than his or her regular job
for part of the day due to the injury or illness, the case involves transfer to another job.
Note: This does not include the day on which the injury or illness occurred.
Question: Are transfers to another job recorded in the same way as restricted work
cases?
Answer: Yes, both job transfer and restricted work cases are recorded the same. For
example, if you assign, or a physician or other licensed health care professional
recommends that you assign, an injured or ill worker to his or her routine job duties for
part of the day and to another job for the rest of the day, the injury or illness involves a
job transfer. You must record the injury or illness.
Question: How do I count days of job transfer or restriction?
Answer: You count days of job transfer or restriction in the same way you count days
away from work. The only difference is that, if you permanently assign the injured or ill
employee to a job that has been modified or permanently changed in a manner that
eliminates the routine functions the employee was restricted from performing, you may
stop the day count when the modification or change is made permanent. You must count
at least one day of restricted work or job transfer for such cases.
Question: How do I record an injury or illness that involves medical treatment beyond
first aid?
Answer: If a work-related injury or illness results in medical treatment beyond first aid,
you must record it. If the injury or illness did not involve death, one or more days away
from work, one or more days of restricted work, or one or more days of job transfer, you
enter where the employee received medical treatment but remained at work and was not
transferred or restricted. This is considered a ―Medical‖ case only.
Question: What is the definition of medical treatment?
Answer: ―Medical treatment‖ means the management and care of a patient to combat
disease or disorder. Medical treatment does not include:
Visits to a physician or other licensed health care professional solely for observation
or counseling.
The conduct of diagnostic procedures, such as x-rays and blood tests, including the
administration of prescription medications used solely for diagnostic purposes (e.g.,
eye drops to dilate pupils).
For the purposes of recordkeeping, "first aid" means the following:
Using a nonprescription medication at nonprescription strength (for medications
available in both prescription and nonprescription form, a recommendation by a
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physician or other licensed health care professional to use a non-prescription
medication at prescription strength is considered medical treatment for recordkeeping
purposes)
Administering tetanus immunizations (other immunizations, such as Hepatitis B
vaccine or rabies vaccine, are considered medical treatment)
Cleaning, flushing, or soaking wounds on the surface of the skin
Using wound coverings such as bandages, Band-AidsTM
, gauze pads, etc.; or using
butterfly bandages or Steri-StripsTM
(other wound-closing devices such as sutures,
staples, etc., are considered medical treatment)
Using hot or cold therapy
Using any non-rigid means of support such as elastic bandages, wraps, nonrigid back
belts, etc. (devices with rigid stays or other systems designed to immobilize parts of
the body are considered medical treatment for recordkeeping purposes)
Using temporary immobilization devices while transporting an accident victim (e.g.,
splints, slings, neck collars, back boards)
Drilling of a fingernail or toenail to relieve pressure, or draining fluid from a blister;
Using eye patches
Removing foreign bodies from the eye using only irrigation or a cotton swab
Removing splinters or foreign material from areas other than the eye by irrigation,
tweezers, cotton swabs or other simple means;
Using finger guards
Using massages (physical therapy or chiropractic treatment are considered medical
treatment for recordkeeping purposes)
Drinking fluids for relief of heat stress
Question: Are any other procedures included in first aid?
Answer: No, this is a complete list of all treatments considered first aid.
Question: Does the professional status of the person providing the treatment have any
effect on what is considered first aid or medical treatment?
Answer: No, the treatments listed above are considered to be first aid regardless of the
professional status of the person providing the treatment. Even when these treatments are
provided by a physician or other licensed health care professional, they are considered
first. Similarly, the treatment beyond first aid is considered to be medical treatment even
when it is provided by someone other than a physician or other licensed health care
professional. The USCG is vague on the definition of ―beyond first aid‖, and the
interpretation varies from one MSU to another.
Question: What if a physician or other licensed health care professional recommends
medical treatment, but the employee does not follow the recommendation?
Answer: If a physician or other licensed health care professional recommends medical
treatment, you should encourage the injured or ill employee to follow that
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recommendation. However, you must record the case even if the injured or ill employee
does not follow the physician’s or other licensed health care professional's
recommendation.
Question: Is every work-related injury or illness case involving a loss of consciousness
recordable?
Answer: Yes, you must record a work-related injury or illness if the crewmember
becomes unconscious, regardless of the length of time the employee remains
unconscious.
Employers will thus be clear that any condition that is treated, or that should have been
treated, with a treatment not on the first aid list is a recordable injury or illness for
recordkeeping purposes. In general, first aid treatment can be distinguished from
medical treatment as follows:
First aid is usually administered after the injury or illness occurs and at the location
(e.g., workplace) where the injury or illness occurred.
First aid generally consists of one-time or short-term treatment.
First aid treatments are usually simple and require little or no technology.
First aid can be administered by people with little training (beyond first aid training)
and even by the injured or ill person.
First aid is usually administered to keep the condition from worsening, while the
injured or ill person is awaiting medical treatment.
Question: Is a work-related skin rash recorded even if it didn't result in medical
treatment?
Answer: No, a case of work-related skin rash is recorded only if it results in days away
from work, restricted work, or transfer to another job, or medical treatment beyond first
aid.
Question: Does the size or degree of a burn determine recordability?
Answer: No, the size or degree of a work-related burn does not determine recordability.
If a work-related first-, second-, or third-degree burn results in one or more days away,
work restrictions, medical treatment, etc., the case must be recorded.
Question: If an employee dies during surgery made necessary by a work-related injury
or illness, is the case recordable?
Answer: If an employee dies as a result of surgery or other complications following a
work-related injury or illness, the case is recordable.
Question: An employee hurts his or her left arm and is told by the doctor not to use the
left arm for one week. The employee is able to perform all of his or her routine job
functions using only the right arm (though at a slower pace and the employee is never
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required to use both arms to perform his or her job functions). Would this be considered
restricted work?
Answer: No, if the employee is able to perform all of his or her routine job functions, the
case does not involve restricted work. Loss of productivity is not considered restricted
work.
Question: Are surgical glues used to treat lacerations considered "first aid?"
Answer: No, surgical glue is a wound-closing device. All wound closing devices except
for butterfly and steri strips are by definition "medical treatment," because they are not
included on the first aid list.
Question: Does "drinking fluids for relief of heat stress" on the first aid list include
administering intravenous (IV) fluids?
Answer: No, intravenous administration of fluids to treat work-related heat stress is
medical treatment.
Question: Is the use of a rigid finger guard considered first aid?
Answer: Yes, the use of finger guards is always first aid.
Question: If a physician or other licensed health care professional recommends medical
treatment, days away from work, or restricted work activity as a result of a work-related
injury or illness, can the employer decline to record the case based on a
contemporaneous second provider's opinion that the recommended medical treatment
days away from work, or work restriction are unnecessary, if the employer believes the
second opinion is more authoritative?
Answer: Yes. However, once medical treatment is provided for a work-related injury or
illness, or days away from work or work restriction have occurred, the case is recordable.
If there are conflicting contemporaneous recommendations regarding medical treatment
or the need for days away from work or restricted work activity, but the medical
treatment is not actually provided and no days away from work or days of work
restriction have occurred, the employer may determine which recommendation is the
most authoritative and record on that basis.
Question: The guide defines first aid, in part, as "removing splinters or foreign material
from areas other than the eye by irrigation, tweezers, cotton swabs, or other simple
means." What are "other simple means" of removing splinters that are considered first
aid?
Answer: ―Other simple means‖ of removing splinters, for purposes of the first-aid
definition, means methods that are reasonably comparable to the listed methods. Using
needles, pins, or small tools to extract splinters would generally be included.
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Question: How long must modification to a job last before it can be considered a
permanent modification?
Answer: Employers stop counting days of restricted work or transfer to another job if the
restriction or transfer is made permanent. A permanent restriction or transfer is one that
is expected to last for the remainder of the employee's career. Where the restriction or
transfer is determined to be permanent at the time it is ordered, the employer must count
at least one day of the restriction or transfer. If the employee whose work is restricted or
who is transferred to another job is expected to return to his or her former job duties at a
later date, the restriction or transfer is considered temporary rather than permanent.
Question: If an employee loses his arm in a work-related accident and can never return
to his job, how is the case recorded? Is the day count capped at 180 days?
Answer: If an employee never returns to work following a work-related injury, the
employer should enter an estimate of the number of days the employee would have
required to recuperate from the injury, up to 180 days.
Question: If an employee who routinely works 12 hours a day is restricted from working
more than 8 hours following a work-related injury, is the case recordable?
Answer: Generally, the employer records any case in which an employee's work is
restricted because of a work-related injury. A work restriction occurs when the employer
keeps the employee from performing one or more routine functions of the job, or from
working the full workday the employee would otherwise have been scheduled to work.
The case in question is recordable if the employee would have worked 12 hours had he or
she not been injured.
Question: If an employee is exposed to chlorine or some other substance at work and
oxygen is administered as a precautionary measure, is the case recordable?
Answer: If oxygen is administered as a purely precautionary measure to an employee
who does not exhibit any symptoms of an injury or illness, the case is not recordable. If
the employee exposed to a substance exhibits symptoms of an injury or illness, the
administration of oxygen makes the case recordable.
Question: Are work-related cases involving chipped or broken teeth recordable?
Answer: Yes, these cases are considered a significant injury or illness when diagnosed
by a physician or other health care professional. Work-related fractures of bones or teeth
are recognized as constituting significant diagnoses and, if the condition is work-related,
are appropriately recorded at the time of initial diagnosis even if the case does not
involve any of the other general recording criteria.
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Question: Does the employer have to record a work-related injury or illness if an
employee experiences minor musculoskeletal discomfort and the health care professional
determines that the employee is fully able to perform all of his or her routine job
functions, but the employer assigns a work restriction to the injured employee?
Answer: A case would not be recorded if (1) the employee experiences minor
musculoskeletal discomfort, and (2) a health care professional determines that the
employee is fully able to perform all of his or her routine job functions, and (3) the
employer assigns a work restriction to that employee for the purpose of preventing a
more serious condition from developing.
Question: An employee has a work-related shoulder injury resulting in days of restricted
work activity. While working on restricted duty, the employee sustains a foot injury
which results in a different work restriction. How would the employer record these
cases?
Answer: For purposes of recordkeeping the employer would stop the count of the days of
restricted work activity due to the first case, the shoulder injury, and enter the foot injury
as a new case and record the number of restricted work days. If the restriction related to
the second case, the foot injury, is lifted and the employee is still subject to the restriction
related to their shoulder injury, the employer should resume the count of days of
restricted work activity for that case.
Covered employees
Basic requirements
You should record the recordable injuries and illnesses of all employees on your payroll,
whether they are labor, executive, hourly, salary, part-time, seasonal, or migrant workers.
You also should record the recordable injuries and illnesses that occur to employees who
are not on your payroll if you supervise these employees on a day-to-day basis. If your
business is organized as a sole proprietorship or partnership, the owner or partners are not
considered employees for recordkeeping purposes.
Implementation
If a self-employed person is injured or becomes ill while doing work at your business,
(e.g. if an electrician or maintenance person boards the vessel to work on a piece of
equipment and is injured), you do not need to record this injury because he is not under
your direct supervision.
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III. Counting Manhours
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III. Counting Manhours
The calculation of manhours in the maritime industry differs from general industry. The
Merchant Marine Act of 1020 (Jones Act) states that employers are responsible for all
crewmembers injuries, not only those that are work-related, but also those that occur
during crewmembers’ time living aboard the vessel or during their travel to or from the
vessel. Therefore, AWO has adopted the use of a 24-hour work day for employees
living onboard the vessel.
Reporting Criteria
Crewmembers of live-aboard vessels are exposed to possible injury 24-hours per day,
therefore injuries occurring during their off-watch time are considered work-related. For
example if a crewmember is coming down the stairs to the galley during his off-watch
time and falls, this injury would be considered work-related.
Crewmember working an 8 or 12-hour day and going home during the off-duty hours,
manhours should not be counted on a 24-hour basis, but only for actual time worked.
As examples, a company operates 10 live-aboard vessels working year-round with 10
crewmembers aboard; 5 tugs working around the clock with 3 crewmembers on watch on
each tug and going home off-watch; and, 5 other tugs working 12 hours per day with 3
crewmembers each. Manhour calculations should look something like this for a 30-day
month:
10 vessels X 10 crewmembers X 24 hours X 30 days = 72,000
5 tugs X 3 crewmembers X 24 hours X 30 days = 10,800
5 tugs X 3 crewmembers X 12 hours X 30 days = 5,400
Total company manhours for the month 88,200
FREQUENTLY ASKED QUESTIONS: Counting manhours
Question: How can I find out how many vessels were running through the month and
how many crewmembers were onboard throughout the month?
Answer: Normally your Payroll Department or your Vessel Dispatch can provide you
with that information.
Question: Can I just guess at how many crewmembers were on the vessel during the
month without having to check to see if someone got sick and the boat ran short-handed
for a few days?
Answer: Yes, you can. Those few manhours would normally not make any change to
your incident rate. Conversely, your numbers would be more accurate if you received
that information from your payroll department.
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Question: Do I have to separate our office hours or our land-based operations hours
from our vessel hours for reporting purposes?
Answer: You should. Most companies report only their vessel manhours that fall under
the Jones Act. However, there is no rule that says you can’t add in your manhours for
your office support group if you report their injuries as well.
Question: Should I count the manhours of contract crews or trip employees?
Answer: If those employees are under your company’s direct supervision, then yes,
count their manhours and likewise count any of their injuries that might occur.
Question: Does a vessel need to be in operation to count the manhours?
Answer: No, if you have crewmembers onboard a vessel that is not running and they are
under your company’s direct supervision, their hours are to be counted as if it were
running.
Question: Do I need to track the times of Port Captains and Port Engineers who
frequently ride the vessels?
Answer: Normally, they are considered office personnel and usually aren’t counted.
However, if you can get an accurate count of the time they spend onboard the vessels,
you could certainly add that to your manhour count.
Question: Can I group my vessels separately for reporting purposes, such as inland dry,
canal, and fleets?
Answer: Actually, if you have vessels operating in those three areas, that is exactly what
you should be doing. This would help our industry arrive at more accurate numbers.
Question: Would I use three different forms to report those three different operations?
Answer: Yes, but you would show your company’s name and ID number on all three
forms. You should show the correct number of manhours for each operation and the
number of injuries and overboard incidents for each as well.
Question: Should I count overtime employees’ work onboard the vessel?
Answer: No, if the overtime occurs while onboard the live-aboard vessel, you are already
counting a 24-hour day. A crewmember cannot work any more than 24 hours per day.
For vessels where the crewmember goes home each day, you would count all hours
worked, including those hours of overtime work.
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Question: If a worker spends part of their time onboard a vessel and part of their time on
the dock, how would you count their hours?
Answer: This is entirely up to the employer. You could count just the time he or she is
onboard the vessel or you could count only the time where he or she spent the greatest
amount of time working.
Summary
There is very limited specific guidance for the maritime industry regarding the counting
of manhours for mariners. However, due to the requirements of the Jones Act and the
employers’ responsibilities within the act, AWO has adopted this way of counting
manhours.
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IV. Calculating Incident Rates
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IV. Calculating Incidence Rates
An incident rate is the number of recordable injuries or work-related illnesses occurring
among a given number of full-time workers over a period of time. To evaluate your
operation’s injury experience over a period of time or to compare your operation’s
experience with that of the rest of the maritime industry, you need to compute your
incident rate. (When submitting to AWO’s independent collector, those incidence rates
are calculated for you.) Because a specific number of workers and a specific period of
time are involved, these rates can help you identify problems in your operations and/or
progress you may have made in preventing work-related injuries. These rates also help
identify trends and target safety activities.
Incident rates can be calculated for different things using a standard universal formula.
This formula allows for an ―apples-to-apples‖ comparison because it takes into account
employee variations such as a different number of crewmembers onboard the vessel. The
most common incident rate is the recordable incident rate, but companies can also
compute lost-time incident rates (LTA), severity rates, recordable incident rates, or even
specific rates such as overboard incidents or slip-and-fall incidents. For example, if a
company has been experiencing numerous slip/fall injuries at its five locations, all of
different sizes, count the number of slip/fall incidents and use the manhours for each to
determine where to concentrate slip/fall prevention measures.
The standard formula, developed by the Bureau of Labor Statistics, for computing the
recordable incident rate is as follows:
The number of recordable injuries X 200,000 divided by number of manhours worked =
recordable case rate.
(The 200,000 figure in the formula represents the number of hours 100 employees
working 40 hours per week, 50 weeks per year would work and provides the standard
base for calculating incident rates.) For example, a small company working only one
vessel with nine crewmembers with one recordable injury during the year would be
exactly equal to a 65-vessel company with the same crew compliment having 65 injuries
during the year.
Lost Work Time Rate = (number of LTAs X 200,000 / total number of manhours)
Lost Work Day Rate = (number of days away from work X 200,000 / manhours)
Recordable Severity Rate = (number of days off work or restricted duty X 200,000 /
manhours
As you can see above, plug whatever category you want to measure into the first part of
the equation and determine the ―experience rate‖. The recordable severity rate is an
indicator of safety performance as it measures the more serious injuries involving lost
work days and the days of restricted duty activity. The regular recordable injury rate is
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also a good general indicator, but is limited because it gives equal weighing to both minor
and major injuries.
Maintaining incident rates allows a company to benchmark their safety program with like
operations within the maritime industry. The incident rates can also help companies
know where they should concentrate their time and efforts to reduce injuries.
FREQUENTLY ASKED QUESTIONS: Calculating Incident Rates
Question: How can I use my numbers to compare our operation with other similar
operations?
Answer: On the AWO statistics report, your numbers would be the first at the top. If
you reported your company as an ―Inland Dry‖ company for example, you would go
down the list until you find the inland dry numbers and go across to determine the
average recordable, lost-time, and overboard rates for that group, which would enable
you to benchmark with other companies.
Question: How can I compare my company’s incident rates with other companies of like
size and trades?
Answer: Actually you can’t compare your numbers with other companies the size of
your operation using the AWO report due to privacy issues. Although you could contact
companies of similar size and trade and see if they would be interested in a friendly
statistics exchange with you.
Question: Are there other ways to compare our numbers to those of others in our
industry?
Answer: Yes, the Bureau of Labor Statistics (BLS) collects data from a statistical sample
of employers in all industries and across all size classes, using the data to compile the
occupational injury and illnesses statistics for the nation. The problem with these
numbers is that they are only from a sample of operations.
Question: How can I find the Bureau of Labor Statistics numbers for my operation?
Answer: If you are looking for your BLS numbers, you will find these numbers in the
Major Group 48 – 49 for Water Transportation in the North America Industry
Classification System (NAICS) at http://www.bls.gov/iif/oshwc/osh/os/ostb1917.txt.
The old Standard Industrial Classification (SIC) was Major Group 44. Once you find
your Major Group, go down the page until you find the one that best describes your
operation.
Question: If I submit my numbers to the AWO third-party agent, is there any way
another company could figure out my incident rates?
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No. There is no way another company could figure out what anyone else submitted to
the agent. The following is a copy of the report:
As you can see from this 2008 report, it is impossible to identify any company.
Fatalities Recordable Injuries Lost Time Injuries Fall Overboards Manhours Number Rate Number Rate Number Rate Number Rate 0.18
Coastal East Quarter 1,490,830.25 0 0.00 23 3.09 14 1.88 2 0.27 YTD 6,199,457.00 0 0.00 80 2.58 48 1.55 7 0.23
Coastal Harbors Quarter 1,913,517.00 0 0.00 12 1.25 10 1.05 0 0.00 YTD 7,094,740.00 0 0.00 64 1.80 48 1.35 1 0.03
Coastal West Quarter 949,518.00 0 0.00 20 4.21 15 3.16 0 0.00 YTD 4,365,353.00 0 0.00 78 3.57 49 2.24 0 0.00
Fleets Quarter 1,005,900.25 0 0.00 18 3.58 4 0.80 4 0.80 YTD 3,709,599.72 0 0.00 97 5.23 31 1.67 21 1.13
Inland Dry Quarter 7,320,572.00 0 0.00 74 2.02 38 1.04 4 0.11 YTD 27,461,647.00 1 0.01 298 2.17 154 1.12 17 0.12
Inland Liquid Quarter 5,483,962.00 0 0.00 45 1.64 21 0.77 1 0.04 YTD 21,111,962.05 0 0.00 163 1.54 80 0.76 12 0.11
All Participants Quarter 19,537,050.00 0 0.00 203 2.08 109 1.12 11 0.11 YTD 75,446,742.77 1 0.00 818 2.17 423 1.12 63 0.17
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V. AWO Safety Statistics Reporting
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V. AWO Safety Statistics Reporting
Background
On November 1, 2002, a Working Group of the Interregion Safety Committee contracted
with the Hile Group, an independent contractor, to work with members of AWO to
collect safety statistics in four areas: crew fatalities, recordable injuries, lost-time
injuries, and man-overboard incidents. The Hile Group receives reports from
participating companies and produces summary reports on a quarterly basis. These
reports include quarterly and year-to-date totals in a format that can be used to compare a
company’s fatality, fall-overboard, and injury rates to companies of similar size engaged
in like operations and against the universe of participants as a whole. Participating
companies receive data from their own companies and aggregate totals based on
information reported by other participants. The chief method to distribute the data and
communicate with the participants is via email.
Reporting Process
Registration for this valuable, industry-wide data-gathering project is simple and
voluntary. To maintain confidentiality, AWO employs Hile Group as a trusted but
neutral third-party clearinghouse for gathering and analysis of these safety statistics.
Step One
Request a registration form by sending an email message to Hile Group
([email protected]) or calling them at 309-888-4453. Hile Group will forward four
documents to you including a registration form (Appendix A), Frequently Asked
Questions (Appendix B), an explanatory Job Tool (Appendix C), and a description of the
Operating Sectors (Appendix D).
Step Two
Fill out the registration form, which asks for the following information: your company
name; the name of the person who will submit data and receive reports; complete contact
information for that person, including address, phone number, fax, and email; and the
sector for which data is submitted. (Appendix D)
Step Three
Return the registration form to Hile Group; they will confirm receipt via email. Hile
Group’s message will include your randomly chosen confidential identification number,
additional details about how to submit data each quarter, and a schedule of deadlines for
the year.
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Step Four
Companies submit data each quarter by emailing, faxing or mailing the completed Data
Submission Form shown as –Appendix C of this manual– to Hile Group. Contact them
via email at [email protected] or via fax at 309-888-4454 or via U.S. Postal Service
to 1100 N. Beech St., Building 15, Normal, IL 61761. Hile Group is available by
telephone at 309-888-4453.
The Safety Statistics Submission Form requests the following five criteria be submitted,
by Division, on a quarterly basis:
Employee hours
Total number of crew fatalities
Total number of recordable injuries
Total number of lost-time injuries
Total number of falls overboard
This information is then entered in an analysis system, stripped of identifying information,
and compiled into timely, industry-wide reports offering a verifiable view of the health of
our maritime safety.
Corrections
You may submit corrections to your company data by emailing updated information to
[email protected] or calling the office at (309) 888-4453. Corrections will only be
accepted during the same calendar year. A final annual report will be released in May of
the following year, and no corrections will be accepted after that date.
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V. Appendices
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Appendix A.
AWO SAFETY STATISTICS PROGRAM REGISTRATION FORM
To register for the AWO Safety Statistics Program, follow these three easy steps:
1. Complete the following information:
Company name:
Name of person who will submit data/receive reports:
Contact person’s information:
Address:
Phone:
Fax:
Email:
Operating Sectors for which data is submitted (please choose one): Fleets, Inland
Dry, Inland Liquid, Coastal East, Coastal West, Coastal Harbors
2. Submit information to Hile Group
You can submit the above information to Hile Group:
Email to Hile Group associate Lora Ferraro at ([email protected]).
Fax at (309) 888-4454.
Mail to Hile Group, ATTN: Lora Ferraro, 1100 N Beech, Building 15 Normal IL
61761.
3. Receive confirmation from Hile Group:
After you register, Hile Group will send a reply email confirming registration. We
will do the following:
Randomly assign each company a confidential identification number.
Provide details on how to submit data each month.
Supply a schedule with all deadlines for current year.
Please see the Frequently Asked Questions (FAQ) sheet for more information on the
program. For a copy, contact Lora Ferraro at Hile Group—email:
[email protected] or phone: (309) 888-4453
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Appendix B.
FREQUENTLY ASKED QUESTIONS (FAQ): AWO SAFETY STATISTICS PROGRAM
How to Register to Participate and Submit Data
Q: How do I register for the first time?
Email Hile Group associate Lora Ferraro ([email protected]) the following
information:
Company name.
Name of person who will submit data/receive reports.
Contact person’s information: address, phone, fax, and email.
In return, Hile Group will send a reply email confirming registration. We will:
Randomly assign each company a confidential identification number.
Provide details on how to submit data each month.
Supply a schedule with all deadlines for current year.
007AQ: How do I submit my monthly data?
You will submit data by emailing, faxing, or mailing the completed form to Lora Ferraro
at [email protected], fax number (309) 888-4454, or 1100 N. Beech St., Building 15,
Normal, IL 61761.
Q: What are the “Operating Sectors” referred to in the introductory email?
You can submit monthly data in one or more of the following Operating Sectors:
Inland Dry, Inland Liquid, Fleets, Coastal East, Coastal West, Coastal Harbors.
Q: What do I need to submit?
There are five criteria that need to be submitted, by division, on a monthly basis:
Employee hours
Total number of crew fatalities
Total number of recordable injuries
Total number of lost-time injuries
Total number of falls-overboards
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Appendix C.
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Appendix D.
Operating Sectors
AWO Vessel Operating Sectors
Canal This sector is eliminated as few companies routinely operate on this waterway.
Data should be reported Inland Liquid or Inland Dry as applicable.
Coastal East This sector operates ocean and coastwise vessels departing from ports on the
Atlantic and Gulf Coasts on routes from Maine to the Texas Gulf Coast and on
International Voyages originating from Atlantic and Gulf Coast ports.
Coastal Harbors This sector operates vessels on Coastal Harbors such as New York, Baltimore,
Miami, Mobile, Los Angeles, Seattle, and Anchorage. Vessels generally perform
ship-assist, bunkering, and misc. harbor services. A Coastal Harbor is a protected
body of water with direct access to international waters.
Coastal West This sector operates ocean and coastwise vessels departing from ports on the
Pacific Coast on routes from San Diego to Alaska and Hawaii, and on International
Voyages originating from Pacific Coast ports.
Fleets This sector is for vessels operating exclusively or primarily in areas located on the
inland river system and Gulf Intercoastal Waterway (GIWW) designated as barge
mooring areas popularly known as fleets. Vessels in this sector generally operate
in a defined geographic area, often on a 12-hour schedule, and shift barges to make
up larger tows. Operations often include meeting line haul vessels and picking up
or dropping off barges that make up large tows.
Inland Dry This sector operates line haul vessels transporting dry cargos such as agricultural
products, coal, and construction materials on inland river routes such as the
Mississippi, Ohio, Columbia/Snake Rivers, Gulf Intercoastal Waterway (GIWW),
and Atlantic Intercoastal Waterway. These vessels generally operate on longer
voyages often transiting several states.
Inland Liquid This sector operates line haul vessels transporting liquid cargos such as petroleum,
chemicals, and fertilizer on inland river routes such as the Mississippi, Ohio,
Columbia/Snake Rivers, Gulf Intercoastal Waterway (GIWW), and Atlantic
Intercoastal Waterway. These vessels generally operate on longer voyages often
transiting several states.
Determining
Sectors
Companies that operate in different sectors may chose to report in all applicable
sectors but should not count the same injury data in more than one sector. Since
sectors are for comparison only, companies should determine which sector they
wish to compare their data against and report in that sector. Companies operating
construction equipment should report in either of the Coastal sectors or Inland
Fleets. Great Lakes Operators should report in the Coastal East sector.
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Appendix E.
Useful Links
U.S. Coast Guard Reporting Requirements (46 DFR 4.05-1) & (46 CFR 4.05-10):
http://edocket.access.gpo.gov/cfr_2008/octqtr/46cfr4.05-1.htm
OSHA Recordkeeping Handbook:
http://www.osha.gov/recordkeeping/handbook/index.html#roadmap
Bureau of Labor Statistics data:
http://www.bls.gov/iif/oshwc/osh/os/ostb1917.txt
Merchant Marine Act of 1920 (Jones Act):
http://www.insuremarine.com/WC/jonestext.html
AWO Safety Statistics
Instruction Manual 2010
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AWO Safety Statistics
Instruction Manual 2010
46
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