Soctek Edible Oil Sdn. Bhd.

Johor Bahru

Author
Dr. Huda Zainuddin
BMedSci; MD, MPH (Occupational Health)
Assistant Director

Occupational Health Unit, Disease Control Division

Ministry of Health Malaysia

December 2003
Table of contents

Acknowledgement iv

1. Background 1

2. Introduction

2.1 Definition 1

3. The Project 2

4. Chronology of Events 3

5. Initial Collaborating Committee 4

6. Company Profile 5

6.1 Manufacturing Flow Chart 6

6.2 Employment Data 9

7. Activities 9

8. Methodology 10

9. Needs Assessment 10

10. Prioritizing Needs 23

10.1 Plan of Action 23

11. Implementation of Action Plan 27

12. Limitations 31

13. Discussion 31

14. Recommendations 32

15. Conclusion 33

ii
List of Appendices

Annex 1: Letter of Agreement 36

Annex 2: SOCTEK Safety and Health Committee 37

Members

Annex 3:SOCTEK Safety Training Program 2003 38

Annex 4: Bulletin Healthy Workplace Project 39

Annex 5: Check List of Factory Inspection 41

Annex 6: The Questionnaire – Program Kesihatan 58

Tempat Kerja Soal Selidik Untuk
Pekerja

Annex 7: Personal Biodata of SOCTEK Safety 68

and Health Officer

Annex 8: Personal Biodata of SOCTEK Personnel 69

and Administration Officer

Annex 9: Photograph 73

iii
 ACKNOWLEDGEMENT

I would like to extend my deepest gratitude to Dr Daud Abd Rahim, Deputy Director of

Disease Control Division, Ministry of Health Malaysia and Dr P. Doraisingam, Deputy

Director (Special Programme), Disease Control Division, Ministry of Health, Malaysia for

their guidance and advice on this report writing. I would also like to thank Miss Gowrie,

SOCTEK Manager for her hospitality; Staff Nurse Mehroon Bee Bee, Mr Eng Aik Chew,

SOCTEK Safety and Health Officer and En Isjamal Naser Nordin, SOCTEK Personnel

and Administration Officer for their assistance and cooperation during my visit to the

factory. Finally, I would like to thank Dr Stephen Ambu and Mrs Asmaliza from the

Environment Health Research Centre (EHRC), Institute of Medical Research Malaysia

for their cooperation and assistance regarding documents related to this project. Without

the help of the above persons this report might have not been possible.

iv
 REPORT

HEALTHY WORKPLACE:
SOCTECK EDIBLE OIL SDN BHD
JOHOR BAHRU

1. Background

The Western Pacific Regional Office for the WHO, has developed Regional Guidelines
for Healthy Workplaces. Released in December 1999, they were the first of their kind to
address workplace settings and while trailed in a number of countries, they had not been
fully implemented as of the commencement of this project. The recent introduction of
WHO’s ‘healthy settings’ approach has shed new light on the application of health
promotion in the workplace. The workplace, like other settings, can have a very positive
impact on the health and well-being of workers, their families, communities and society
at large. It is not the aim of the Healthy Workplace process to replace the many important
statutory occupational health and safety (OHS) requirements laid down by governments
but to complement them with a process that provides all stakeholders, including workers with a voice.

2. Introduction

2.1 Definition

A healthy workplace is a place where everyone works together to achieve an agreed

vision for the health and well-being of workers and the surrounding community. It
provides all members of the workforce with the physical, psychological, social and
organizational conditions that protect and promote health and safety. It enables managers

1
and workers to increase control over their own health and to improve it, and to become
more energetic, positive and contented.

A healthy workplace aims to:

• Create a healthy, supportive and safe work environment
• Ensure that health promotion and health protection become an integral part of
management practices
• Foster work styles and lifestyles conducive to health
• Ensure total organizational participation
• Extend positive impacts to the local surrounding community and environment

The development of a healthy workplace can be achieved by an eight-step process:

1. Ensure management support
2. Establish a coordinating body
3. Conduct a needs assessment
4. Prioritize needs
5. Develop an action plan
6. Implement the plan
7. Evaluate the process and outcome
8. Revise and update the programme

3. The Project

The objective of the project is to create a workplace environment that practses a

comprehensive, participative and empowering collaboration through a multi-sectoral and
multidisciplinary approach to ensure that such practices are sustainable and compliant to
the necessary legislation.

2
The principles that guide the development of healthy workplaces must be comprehensive,
participatory and empowering. The healthy workplace initiative must encourage
multisectoral and multidisciplinary cooperation, promote social justice and be
sustainable.

The project has been designed to be a collaborative action research process. This
approach encourages professionals at the local level to be researchers and be the ones
to initiate change guided by the framework outlined in the Regional Guidelines. However,
the action to test out the applicability of the guidelines is being explored by those
working at the local level with the community.

Workplaces were selected as pilot projects to ascertain the feasibility of the WHO
Regional Guidelines for the Development of Healthy Workplaces under the ‘healthy
settings’ concept in local situation. Selection of companies was based on their willingness
to participate actively, cooperation, collaborative partnership and sense of ownership of
the project. In Johor Bahru, SOCTEK Edible Oils Sendirian Berhad was one of the 4
selected companies for this pilot project.

4. Chronology of Events

18 July – 20 July 2000 : National meeting on the pilot project for ‘Healthy
Settings- Healthy Workplace’
26 February – 1 March 2001 : Healthy Workplace workshop
7 March 2001 : Meeting at Johor Bahru District Health Office
10 March 2001 : Briefing to staff of Pasir Gudang Health Clinic
13 March 2001 : Meeting of Clinic team members to embark on the project
15 March 2001 : Handing over of the WHO Regional Guideline to
SOCTEK Health and Safety Officer

3
20 March 2001 : Meeting and briefing to factory management and her team
4 April 2001 : Signature of agreement by the company manager and medical
Officer Pasir Gudang Health Clinic
23 July – 26 July 2001 : Walkthrough survey and needs assessment done

5. Initial Collaborating Committee

Dr Daud Abdul Rahim : Johor Bahru District Health Office

Dr Thilaka : Masai Health Clinic
Dr Stephen Ambu : Environment Health Research Centre
Dr Brent Powis : World Health Organization Collaboration Committee
Dr Zina O’Leary : World Health Organization Collaboration Committee
Mr Javed Ahmedi : World Health Organization Collaboration Committee
Puan Asmaliza Ismail : Environment Health Research Centre
SOCTEK team members:
Eng Aik Chew : Health and Safety Officer
Nor Isjamal Naser Nordin : Human Resource Executive
Munisamy A/L Ragawan
Teo Kok Leong
Shahril Mohd Yusof
Hamka Md Zakariya
Norhisham Afandi

Pasir Gudang Health Clinic team:

Dr Sariah Hj. Muda : Medical and Health Officer Pasir Gudang
Abu Said Ahmad : Medical Assistant
Mehroon Bee Bee : Staff Nurse

4
Robiaah Sahaari : Staff Nurse
Hashim : Health Inspector, Masai Health Clinic
Samsul Ariffin : Health Inspector, Pasir Gudang Port Health Office

6. Company Profile

Name of factory : SOCTEK Sdn. Bhd.

Factory address : SOCTEK Edible Oils Sdn. Bhd.
PLO 8 & 9 Jalan Timah
81700, Pasir Gudang,
Johor Bahru,
Johor.
Ownership : Singaporean
Year of establishment : 1979 – SOCTEK Sdn Bhd
1987 – SOCTEK Edible Oils
Factory area : 21 acres – 17 acres operational area
4 acres empty land
Raw materials used : Crude palm oil
Crude palm kernel oil
Soya bean oil
Corn oil
Coconut oil
Rape seed oil
Products manufactured : Cooking oil
: Ice-cream fat
: Margarine
: Shortening

5
6.2 Employment Data
Category Male Female Total
Executive 20 10 30
Supervisor 35 5 40
Technician 100 20 100
Contract workers
Bangladeshi 8 0 8
Indonesian 92 0 92
Total 255 35 290

Trade union : None

Absenteeism : Sickness absence 5 working days per month
(monthly average) Injuries absence 7 working days per month
Other absence 2 working days per month

Safety and Health Committee : This committee is active and hold meetings monthly.
The meetings are frequently chaired by the company’s
manager, Miss Gowrie.

Accident report

Days lost due to accidents / injury in 1999 and 2000 was 99 days.
Lost time injury was 0.02% (136 hours) in 1999 and 0.10% (656 hours) in 2000.

7. Activities
Healthy workplace research project meeting at workplace by SOCTEK committee
members
13 December 2001 Setting up of committee and task determination

9
16 January 2002 Review progress of hazard control
28 May 2002 Review implementation progress
29 August 2003 Review progress and their targets; further planning

8. Methodology

Hazard identification and the existing risk management measures carried out were
documented during the walk-through survey. A pre-designed questionnaire for managers
and employees based on the WHO Regional Guidelines for the Development of Healthy
Workplaces was used to identify the needs.

9. Needs Assessment
The needs assessment conducted at SOCTEK followed the methodology provided in the
WHO Regional Guidelines for Healthy Workplace. The team used 3 major tools:
a) Walk Through Survey (WTS)
b) Questionnaires
c) Focus Group Discussion

a) Main Findings of WTS

Welfare facilities
Working hours for administration staff is 8.30am to 5.00pm. However, the plant operates
24 hours, as such three shifts are in place (duration of each shift is 8 hours).

For both male and female employees, various facilities are provided including:
• Rest room
• Change room
• Lockers

10
 • Factory canteens
• Recreation based facilities (sports club, indoor and outdoor activities)
• Accommodation is provided for some staff

Sanitary facilities
The number of toilets for both males and females are 16 and 8 respectively. The
cleanliness of the female toilets was not satisfactory.

Occupational Health Service

SOCTEK has a comprehensive policy / procedure document. A first aid box is available
and items are checked / replenished monthly. Supervisors and some workers are trained
in emergency management and first aid. However, emergency room and sick / minor
accident facilities are not provided. There is a trained Safety and Health Officer. Medical
treatment is obtained at Pasir Gudang Health Centre or panel clinics. Pre-employment
medical examination is a requirement in this factory.

Safety Provision
Adequate. Safety committee is available and regular monthly meeting is held, chaired by
the manager (annex 1). A safety manual is available for reference.

Issues of concern
Within the warehouse, various hazards were identified in relation to the general
occupational environment. Firstly, poor ventilation was noted being compounded by the
absence of fan and exhaust ventilation systems. Secondly, poor lighting was noted - the
mercury based lighting system was continually dim and a source of heat.

In the texturing plant, the provision of various ceiling fans and the industrial ventilation

11
system do not appear to be sufficient and are considered to be contributing to high
humidity levels.

In the fractional plant, hazards identified are the slippery floor around the conveyor and
press table due to spillage of palm oil and the sharp ends of the polypropylene plate.
Generally, it was also noted that ergonomics/ manual handling was an issue, specifically
relating to the time, in which workers would stand and conduct their duties.

Noise Monitoring (done by competent person)

Noise level in the factory ranges between 75 dB(A) and 93 dB(A). Main sources of noise
came from the Pumps and Electric Motors at the Desmet Plant, Hydrogenation Plant,
Margarine Plant and CPKO Fractionation Plant.

Workers exposed to noise level at or above the Action Level of 85 dB(A) but below the
Permissible Exposure Limit of 90 dB(A).
Section Margarine Plant (Filling and Packing Machine)
Job Category Operator
Noise Sources Filling and packing and pneumatic pressure

Workers exposed to impulsive type of noise exceeding peak level of 140 dB(A)
Section Margarine Plant
Job Category Operator
Noise Sources Electric motor

Section Margarine Plant (Filling and Packing Machine)

Job Category Operator
Noise Sources Filling and packing and pneumatic pressure

12
Section Warehouse (Forklift)
Job Category Driver
Noise Sources Engine’s noise and rattling sound on uneven road

b) Questionnaire
Questionnaire for employees provided in the Regional Guideline were distributed to all
workers. The questionnaire was translated into Bahasa Malaysia before administration
(annex 2). Results are shown in annex 3. Some of the relevant issues / responses by the
workers are shown below.

1. Health promotion issues:

Exercise
Based on questions 11, 12 and 13 in the questionnaire, 42% workers exercised regularly
and 58% did not.
Reasons for not exercising regularly:
45% - Lack of time
23% - Lack of facilities
22% - Other reasons
5% - Little interest in exercise
5% - Health problems
Of the 58% who initially noted that they do not exercise regularly, 91% stated that they
would exercise if facilities were provided at the workplace. However, 9% said that they
would not exercise regardless of the facilities.

Smoking
Out of 90 employees, 51% were smokers, 39% non-smokers and 10% ex-smokers.

13
Among smokers (70 workers) 94% expressed the desire to stop smoking and 6% did not
want to stop the habit.
Among the smokers, 87% would be interested in joining a smoking cessation club while
13% were not interested.

2. Rating of own health

Job and Life

Referring to questions 17 and 18 in the questionnaire.
Among 94 workers sampled, 20% felt very good about job and life, 74% felt rather good
and 5% were having difficulties with their job and life.
Factors that workers think would improve their quality of life:
32% Removal and management of stress
16% Eating better
16% Exercise would improve their health
12% Checking and control of blood pressure
11% Quit or reduce smoking
9% Medical treatment
3% Change home situation
2% Change job

14
Majority of the workers agreed that they are satisfied with their involvement in decision
making.

Q19e. I am satisfied with involvement I

have at work in decision making

80
60 Legend
%

40
20 NS : Not sure
SA : Strongly
0
Agree
A : Agree
A
SA
S

SD
D

ng
N

si
D : Disagree

is
M SD : Strongly
Disagree

Most workers agreed that their employer has sincere interest in wellbeing of employees.
However, a high percentage (30%) of workers were not sure.

Q19f. My employer has sincere

interest in wellbeing of employees

50
40 Legend
30
%

20 NS : Not sure
10 SA : Strongly
0 Agree
A : Agree
D
A
S

SD

g
SA

D : Disagree
in
N

s
is

SD : Strongly
M

Disagree

15
Most (45%) employees were satisfied with the fairness and respect they receive on their
job. However, a high percentage of employees (34%) were not sure.

Q19g. Satisfied with fairness and

respect I receive on job

50
40
30 Legend
%

20
NS : Not sure
10
SA : Strongly
0 Agree
A : Agree
A
SA
S

SD
D

ng
N

D : Disagree
si
is
M
SD : Strongly
Disagree

Most workers (42%) were not sure whether they were satisfied with the reward they
receive for the effort they put on their job.

Q19h. I am well rewarded for level of

effort I put into my job

50
40
30
Legend
%

20
NS : Not sure
10
SA : Strongly
0
Agree
A : Agree
A
SA
S

SD
D

g
N

in

D : Disagree
s
is
M

SD : Strongly
Disagree

16
Almost similar proportion of employees agreed (38%) and was not sure (35%) whether
they could find another job as satisfying as the present one.

Q19i. I could find another job as

satisfying as this one

40
35
30
25 Legend
%

20
15
10 NS : Not sure
5 SA : Strongly
0 Agree
A : Agree
A
SA
S

SD
D

ng
N

D : Disagree
si
is
M

SD : Strongly
Disagree

Almost 20% of the employees agreed that they had to make decisions at work that are
bad for their health however, 24% workers were not sure.

Q19j. I have to make decisions at work

that are bad for my mental or physical
health Legend
Legend
50
40 NS : Not sure
30 SA : Strongly
20 Agree
A : Agree
10
D : Disagree
0 SD : Strongly
NS SA A D SD Missing Disagree

17
Majority (72%) of the employees agreed that they like their job.

Q19k. On the whole I like my job

80
70
60
50
%

40 Legen Legend
30
20
10 NS : Not sure
0 SA : Strongly
Agree
A
SA
S

SD
D

ng
A : Agree
N

si
is
D : Disagree

M
SD : Strongly
Disagree

Almost 50% of the workers thought that their job challenge them too much.

Q20. How does your job challenge

you?

60
50
40
%

30
20
10
0
Too little Just Too Much Missing
enough

18
 %
To
o J
m
an ob
y Ch

0
2
4
6
8
10
12
jo
b ang
c
Di han e
sli ge
Un k
sc tim e h s
he e ou
du p r r
le ess s
Du d o ure
v
To Co ties ert
o m im
m flic not e
uc t in c l
h
m g ear
Du
an
ag tie
e O s
To La me the
o ck nt c rs
Un muc of on
re h in tr
al re flue ol
ist sp
ic on nce
ex si
pe bil
job, unscheduled overtime and job insecurity.

ct ity
a

19
La D tio
ck ea ns
of dli
Tr fee nes
d
months?

ea
te ba
Ph Jo d un ck
ys
ica b in fair
s ly
M lly e ecu
en xh rit
ta y
l e aus
xh tin
W au g
s
Co ork tio
Di nf Bo n
ffi La lic r
La cult ck t a ing
ck y w of tw
o it co Is ork
Tr f co h w mm ola
yin nt rit u tio
g rol ten nic n
Q21. What caused you worry or stress in the last six

to ov in ati
co er s o
pe pa truc n
wi ce tio
th o ns
in f w
ju
ry ork
/ill
n
M ess
iss
in
g
The main worries of the employees for the last 6 months were too many changes in their
 % %

0
1
2
3
4
5
6
7
8

10
12
14
16
18

0
2
4
6
8
To To
o o
H H
ot To ot
To o
o C
C ol
ol d
d B
B ad
ad
ai
ai
r r
N N
oi o
V se V ise
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ib r
ra
W tio W atio
n
or n or
ks
ks pa
pa
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Li Li
U gh U gh
ns tin ns tin
af
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Fi w Fi e w
re or re o
La /E k La /E rk
xp xp
ck lo ck lo
of L si of Li s io
S itte on S t
af af ter/ n
et r/M et M
y e y es
Tr ss Tr s
a
figures for Q22 and Q23 below.

P P ain
hy inin hy in
si g si g
ca ca
ls ls
tra tra
in in
E E
ye ye
st st
B C a C a
io he in B
lo m io he in
gi ic lo m
ca al gi
la s ca ica
l a ls
ge ge
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To ts To ts
xi
c xi
c
ga ga
s s
U U
ns du d
M a st ns
an fe M af ust
e
ua Pl an P
l H an ua la

20
an t lH nt
work?

an
R L dl
i L
ad ack ng R dl
ia ad ack ing
tio of P ia o
n ti fP
E E on P
le ha PE le
ct za ct haz E
ric rd ric ar
al s al d
ha
S ha s
lip za S z
P s rd lip ar
d
er
T
an s P s
so d er an s
na rav Tr so T d
ls el i na rav Tr
af ha ps ls e ip
et z af l ha s
y& ard et
s s y& zar
To ecu s ds
ba rit To ecu
W y ba rit
or cco W y
ks sm or cco
ta ok ks sm

Q23. What are your two greatest concerns?

tio ta
P n e t ok
oo d P ion e
r q esi oo d
ua gn r q es
lit ua ign
y lit
fo
o y
S fo
od
La hi d S
O ft h
ck
ut w La
of si or ck O ift w
he de k of uts o
al
th w he ide rk
or al
D f k th wo
is aci
ab D fa rk
lit is
le ie ci
d s ab lit
ie
a le s
Q22. What are you very concerned about at

d
To cce
ile s a
tf s To cce
ac ile ss
ili tf
tie ac
s ili
N tie
ot s
hi
ng N
ot
hi
O ng
th
er O
th
M s er
is
si M s
ng is
si
ng
Responses for question on main concerns of the employees were inconsistent as shown in
Majority of the employees would not do any task that they thought dangerous even if told
by their supervisor.

Q24. What would you do if your

supervisor told you to do
something you thought was
dangerous?

100
90
80
70
60
%

50
40
30
20
10
0

e
it

ng
n

ur
..

do
ai

si
p.

s
pl

is
om

ot

ot
m

m
N

N
co
tc
no

it,
o
it,

D
o
D

Majority (>90%) of the employees would like to participate in Health Promotion

Program but about half of them were not willing to pay for it (Q25 and Q26).

Q25. Would you participate in Health

Promotion Program?

100
80
60
%

40
20
0
Yes No Missing

21
 Q26. Would you be willing to pay for a
Health Promotion Program?

60
50
40
%

30
20
10
0
yes No Missing

Areas of health promotion that the workers were most interested were exercise, nutrition
and stress management.

Q27. Which of the following are

you interested in?

16
14
12
10
%

8
6
4
2
0
n

ng
t

se
e

s
s

es
he
ol

ds
er
en
io

in

er
or

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er
is

oh

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ea

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et

ai
rit

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ea

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ab
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xe

ca
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sm

so
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an

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ac

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is

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ar

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re

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do

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ar

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az
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22
10. Prioritizing Needs

Based on the results of the worker survey and the walk through survey, several issues of
concern have been identified:

1. Physical – temperature, lighting, floor (slip risk), air quality

2. Ergonomics
3. Stress

Prioritization was based on the seriousness of issue and the feasibility of improvement. A plan
of actions was drafted for each specific issue.

10.1 Plan of Action

10.1.1 Temperature
Areas with problems were the margarine plant, warehouse and CPKO plant.

Objective Activity Agency Time Frame

Determine heat Assessment of Pasir Gudang (PG)

stress levels workers at risk – Health team
body temperature /
dehydration

Determine Survey of DOSH / NIOSH /

temperature / temperature and EHRC
humidity levels in humidity levels
target areas 6 months

23
Determine heat Survey of plant SOCTEK
sources

Identify Liaison with DOSH SOCTEK / EHRC

management options / 3M / EHRC
Improve situation Implement change SOCTEK
Evaluate outcome Monitor site and PG health team / DOSH
workers / EHRC

10.1.2. Ergonomics

Objectives Activity Agency Time frame

Identify risk groups Walk through survey SOCTEK / DOSH
Assess risk Interview workers, PG health team /
conduct health SOCTEK
assessment – health
diary Not stated
Determine Review workstation / DOSH / SOCTEK
management options job design / rotation
Situation improvement Implement change SOCTEK
Evaluation Interview / health PG health team
assessment

24
10.1.3 Air quality
Areas concerned were the margarine plant, warehouse and CPKO plant

Objective Activity Agency Time frame

Assess levels Conduct dust / DOSH / EHRC
airflow monitoring
of selected areas
Assess health Determine physical PG health team /
impact effects EHRC Not stated
Situation Seek advise, SOCTEK / EHRC
improvement options and
implement
Evaluation Monitor impacts SOCTEK / DOSH /
EHRC

10.1.4 Lighting
This problem was identified in the warehouse and the margarine plant.

Objective Activity Agency Time frame

Assess levels Light level survey EHRC / DOSH
Assess risk Health assessment PG Health team /
EHRC 6 months
Situation Identify options SOCTEK / DOSH
improvement and implement
Evaluation Light level survey EHRC / DOSH

25
10.1.5 Smoking program

Objective Activity Agency Time frame

Gain Call for SOCTEK
commitment participation /
conduct behaviour
survey
Identify program Design dedicated PG health team / Not stated
program SOCTEK
Implement Counseling PG health team /
program Medication SOCTEK
Onsite support
Evaluation Conduct survey PG health team /
SOCTEK

10.1.6 Improving Baseline Data

Objective Activity Agency Time frame

Medical assessment Blood pressure, blood PG health team
investigations
Assess perceived Questionnaire / health PG health team
health diary / focus groups 1 year
Improve Review and improve PG health team /
information health and accident EHRC / Panel
management data sources doctors / SOCTEK

26
10.1.7 Other areas of possible improvement identified were:
a) Slip risk due to slippery floor at the margarine plant and CPKO plant.
b) Sharp edges of the poly-propylene plates in the CPKO fractionating plant
c) Unsatisfactory female toilets
d) No emergency room / sick or minor accident facilities
e) Stress management

11. Implementation of Action Plan

Since the project was embarked, the necessary actions were taken by the management
through the company’s safety committee and Pasir Gudang health team.

11.1 Temperature
Temperature gauge was installed in each of the sections affected to monitor the
temperature.
In the margarine plant (average temperature 29 – 310C), high temperature was due to hot
pipe and tank. They were insulated to minimize heat radiation.
In the CPKO, temperature was measured and monitored. It was found that the
temperature was within normal limits i.e. 30.50C.
In the warehouse (average temperature 29 – 310C), 2 fans were installed and spot light /
high bay lighting used previously was replaced by chemical resistance fluorescent lamp
fittings to reduce heat generated.
Further plan is to measure humidity and get recommendation from the experts.

11.2 Ergonomics
To minimize the effect of prolong standing, workers are given 10 minutes break for every
hour of their work. Another option for the workers is to work by rotation i.e. to change
their work at intervals.

27
11.3 Air quality
Exhaust fans have been installed in the respective sections. The management will refer to
consultants to monitor the dust level in the workplace and the associated health risks and
thus consider areas of improvement.

11.4 Lighting
In the warehouse, 6 flourescent lamps were installed along the wall at the carton
receiving area where the warehouse operator works. The highbay lighting was replaced
by metal Hilide lamp.
In the margarine plant, the spot light / high bay lighting used previously was replaced by
chemical resistance fluorescent lamp fittings. Further plans are to measure the
illumination and seek advice from a consultant.

11.5 Smoking Program

Quit smoking program is done in collaboration with Pasir Gudang Health Clinic team.
Quit smoking campaign was held in July 2002 and August 2003. Posters have been
placed at strategic places, pamphlets and brochures distributed to workers. Workers were
also given motivation to quit smoking. To date only 2 workers have quit smoking.
successfully. Designated smoking area allocated in a vacant space outside the factory. No
shelter is provided in the area.

11.6 Improving Baseline Data

Workers were sent to Pasir Gudang Health Clinic for medical assessment and blood
investigation in February and March 2002. Parameters checked were blood pressure,
body mass index (BMI), blood glucose, blood urea and serum electrolytes, serum uric
acid, total cholesterol, fasting triglycerides and serum uric acid. Workers with abnormal
results were referred to the medical & health officer at PG Health Clinic for counseling

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and management. They are referred to the Family Medicine Specialist if necessary.
Follow-up medical examination was done in July 2003.

Parameter No. with abnormal result (%)

Blood Pressure 3 (1.9)
Blood Glucose 3 (1.9%)
Serum Creatinine 1 (0.6%)
Serum Uric Acid 35 (22.2%)
Blood Cholesterol 65 (41.1%)
Triglycerides 35 (20.9%)
Body Mass Index (BMI) 41 (25.9%) overweight
11 (6.9%) obese

11.7 Slip risk due to slippery floor at the margarine plant and CPKO plant.
The source of spillage was identified and further spillage controlled to overcome this
problem. Trays have been installed at various pumps to prevent spillage. In the margarine
plant, industrial mop and pail for cleaning and mopping the floor to prevent oiliness were
provided. Shoe cleaning machine was installed at the margarine plant entrance. Rubber
mats have been installed at the De’Smet Plant staircase to prevent slipping.

11.8 Sharp edges of the poly-propylene plates in the CPKO fractionating plant
Handle was installed on torn plates and damaged plates were replaced.

11.9 Other areas were:

Unsatisfactory female toilets –
Exhaust fans, soap dispenser and dustbins have been provided in all toilets
Toilets are routinely cleaned and washed
Rearrangement / relocation of male and female toilets

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No emergency room / sick or minor accident facilities
An emergency / first aid room is provided
All first aid kits were updated

11.10 Safety & Health Program (In-house training)

1) Workplace safety talks on 17, 24 February and 10, 17 March 2003 for foreign
workers.
2) How to carry out workplace safety audit – 7 March 2003
3) OSH regulation for safety committee – 21 March 2003
4) Safe work at confine space – 10 April 2003
5) Safety and health talk by NIOSH – 20 June 2003
6) Respiratory protection awareness
The full list of training program for the year 2003 is showed in annex 4.

11.11 Safety and Health Committee meeting and safety audit program have been carried
out monthly.

11.12 Audiometric test have been carried out every year. Boundary noise level test was
done by external consultant in June in 2003.

11.13 Chemical Health Risk Assessment (CHRA) was done in July 2003.

11.14 Future Plans of the Company:

To hold a seminar / talk on how to select healthy and good food.
To carry out medical examination on employees who handle chemicals.
To practice morning exercise in the factory before starting work daily.

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12. Limitations
1. This report is written based only on secondary data, reports and interview with the
safety and health officer, personnel and administration officer and staff nurse
from Pasir Gudang Health Clinic. Accuracy and precision of data cannot be
verified, the content of this report depends much on the completeness of available
information and data.
2. The writer was not involved in this project at all thus; it takes time for the writer
to understand what was going on. Critical judgments made could be biased since
it is based on secondary information and the writer’s impression.
3. Some of the resource persons e.g. Dr Thilaka could not be contacted and some
documents were no longer available.
4. Raw data on the questionnaire for employees were not available, comments will
be made only on the pre-analyzed data and were only descriptive statistics were
available.
5. The questionnaire administered was in Bahasa Malaysia version but no back to
back translation was done and reliability / validity of the translated questionnaire
is questionable.
6. Questionnaire for the management is not available.
7. No focus group discussion was done for needs assessment as suggested in the
Regional Guideline.

13. Discussion
13.1 Regarding the questionnaire for employees, it was not mentioned in any of the
available documents whether the translated questionnaire used was piloted. As stated
above, there are 100 foreign workers that constitute 34.5% of employees in this factory.
Therefore, their understanding on the questions posed is questionable. This might be the
explanation on why some responses to questions were inconsistent with high proportion
of ‘not sure’ response for example, questions 19f, 19g, 19h, 19i, 19j.
13.2 For question 23, more than 15% of the employees did not respond. This could be
due to lack of understanding on the question and its answer options or confusion.

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13.3 Generally, cooperation and commitment of the factory management and employees
are very good and they are most willing to get more recommendations for improvement.
However, at present, almost all the members of the initial collaborating committee,
especially Dr Daud the District Medical Officer of Health, Dr Sariah the Medical and
Health Officer of Pasir Gudang Health Clinic and Dr Thilaka the Medical and Health
Officer of Masai Health Clinic, are no longer available in Johor. This project need key
players and professionals who are really interested to maintain.

13.4 From the noise monitoring done, it was found that workers in the margarine section
and warehouse are exposed to noise above action level. However, during my visit there
was no signage and workers did not use any personal protective equipment.

14. Recommendation
14.1 Walk through survey and needs assessment should be done by experts in
Occupational Health so as to ensure that important needs are prioritized accordingly.
Similarly, the evaluation of findings and recommendation should be done by
Occupational Health Specialist. A proper walk through survey involves interview with
management, site visit and worker interview at random.

14.2 Questionnaire for management should be administered so as to assess the knowledge

of managers and indirectly increase their awareness.

14.3 Regarding the questionnaire for employees, the translated questionnaire used need
to be piloted. Back to back translation must be done. Reliability and validity analysis
should also be done before embarking on the questionnaire.

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14.4 Answer choices for questions 21, 22 and 23 should be reduced or categorized so that
the employees can decide on the response better. This would also enable more conclusive
analysis.

14.5. With regards to key players and responsible persons, the Johor Bahru Medical
Officer of Health should elect new members especially those with expertise so as to
ensure the sustainability of this project.

14.6 Although noise exposure was not included in the action plan, noise monitoring was
done by a competent person. It was reported that operators in the margarine plant and
drivers in the warehouse were exposed to noise above action level (85dBA). Action needs
to be taken to prevent further exposure. The Occupational Safety and Health Committee
should suggest usage of Personal Protective Equipments to the management besides other
possible engineering methods.

14.6 Effectiveness of this healthy workplace program can only be assessed after a certain
period of time. This can be done through continuously monitoring indicators such as
absenteeism rate, lost time injury rate and accident rate. Other indirect indicators are
increased workers’ morale, productivity, and lower health care and insurance cost. It is
recommended that after 5 years all the mentioned indicators are reviewed.

15. Conclusion
This project has increased awareness among the management and workers regarding the
importance of workplace health and safety. Management and workers are more conscious
about their health and well-being. It indirectly improves cooperation between government
(health) and private sector (SOCTEK). However, to maintain its sustainability, efforts
need to be made by both parties to sit down and discuss progress of the project regularly.

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