Problem: With experience working around the same type of machinery and equipment while working for a home improvement store, I know first hand how vital it is for people to always been engaged in their work instead of distracted. I witnessed someone loose a foot on a forklift as it collided with another forklift. The forks entered the other vehicle and severed the drivers foot just above the ankle. While conducting the accident review, and watching the videos, it came to light that BOTH drivers were in the process of checking their phones at the time of the accident. Taking that into consideration, I would make sure that all employees know that policy of zero tolerance. I would conduct an after incident review and training class that focuses on how it could have been prevented. I would emphasis the zero tolerance policy to each employee. Once the training was complete, I would have a secondary training for all leaders, managers and supervisors where I would again emphasis the zero tolerance policy for the company and their it becomes their responsibility to education and train their departments to not only follow the policy but why. It would be important to identify the hazards that comes with distracted driving of any machinery, the need for completely evolvement in the equipment and not a distracted mentality. The liability that comes with knowing there is a zero tolerance policy and how violation could lead to termination but could also lead to anything as much as death.
When it comes to senior management, I would discuss with them different ways of enforcing it without causing due harm. Maybe implement a "no phones on the floor" which essentially means phones will need to be kept in their lockers, desks or other personal location other than the working floor. I would discuss the liability aspect of how a major incident could result in a lawsuit or financial implications. I would suggest at strict policy from the senior leadership down that if someone is caught, regardless of who they are, there will be held to a disciplinary action that could involve a verbal counseling, written counseling, write up, suspension and up to firing. I would even go as far as to implement a policy that needs to be signed by each employee to include new employee packets that would show knowledge of the policy and any violation becomes the responsibility of the individual.
What are your thoughts on the comment above?