BEST PRACTICES TO IMPROVE WORKPLACE ENVIRONMENT & WORKING CONDITIONS

FIWEC
Project co-funded by the European Commission

>> CONTENTS >> >> >> >> >> >> >> >> >> >> >> >>
Occupational health & safety ...................................................................................................................................................... 4 EU & national legislation : common requirements & differences ........................................ 10 Best practices & success stories .......................................................................................................................................... 15

>> INTRODUCTION

In the furniture industry in the European Union, health and safety are one of the major concerns of both employers and workers. This is reflected in the work program of the social partners of the European Social Dialogue Committee Furniture which year after year includes actions to support and

Financial aid for preventive healthcare and safety at work ...................................................... 15 BFM Nasal cancer service .......................................................................................................................................................... 17 Furniture industry acquis communautaire transfer system ...................................................... 19 New risk inventory in the Netherlands .................................................................................................................. 22 Regional safety representatives boost health and safety in the furniture industry ............................................................................................................................................................ 23 Prevention fund in Denmark an innovative way to improve OHS ................................ 25

ameliorate the situation in the field. Legislative authorities have enacted a whole series of legislative measures to create a legal framework to assure the health and safety of the workers in many different areas. On national, regional and local level, organizations of employers and workers, national and local authorities, schools, technical centers and last but not least companies dedicate a lot of effort to comply with these legislations and to continuously improve the health and safety on the work floor. This year the social partners therefore decided to collect and exchange best practices of how organizations or authorities help and assist the companies and the workers reaching this goal. They are being presented in this booklet and during a European seminar on the subject.

Organisational social capital - a new concept for improving psycho-social health at company level .................................................................................................................... 27 Improving the psychosocial health in the wood and furniture industry.................. 29 Wood without risk ................................................................................................................................................................................ 30

The project has also allowed to assemble some information on the variations in the health and safety legislation in the different EU member states, specifically concerning certain exposure limits that differ in certain countries, or also on other exposures that in the absence of specific EU legislations are illegal in one country but not in another. The steering committee made a selection of nine best practices that vary from information support given to companies to help them comply with the EU acquis, to financing possibilities created though the social security system, or to the formulation of psychosocial health and safety recommendations. It is the hope of the project partners that the best practices contained in this booklet will be continued in their countries and followed in many others and contribute to the health and safety in the furniture sector.

Bart De Turck FIWEC project manager UEA secretary general

Frederik Lauwaert EFIC secretary general

Sam Hgglund EFBWW secretary general

>> OCCUPATIONAL HEALTH AND SAFETY AT WORK (OHS)

FROM 1986 TO 1989

On the basis of Article 137, the EU encourages improvements in the working environment in order to protect workers' health and safety by harmonising working conditions. To this end, minimum requirements are laid down at EU level, allowing Member States to introduce a higher level of protection at national level if they wish so. An Advisory Committee on Safety, Hygiene and Health Protection at Work to assist the Commission in drawing up and implementing measures relating to the working environment was set up. Beside this Advisory Committee also EU- and national Social Partners are consulted by the European Commission before starting legislative initiatives. Since the introduction of Article 138 into the Treaty by the Single European Act (SEA) of 1986 measures in the field of health and safety at work can be taken by qualified majority vote in the Council. The introduction of Article 138 had four main objectives: greater effort to improve workers' health and safety at work; harmonising conditions in the working environment; preventing 'social dumping' as the internal market was completed; preventing companies from moving to areas with a lower level of protection simply to gain a competitive edge.

This brochure aims to provide you with good examples for improving working conditions in the different countries and cultures in the EU and to encourage your activities on occupational health and safety (OHS). The examples will help you to develop ideas for an improved health and safety organisation at your workplace/in your company; to protect against specific risks; to initiate appropriate training and to provide you with material on some other aspects of prevention management at the workplace. You may ask yourself, why this brochure also contains a chapter on the EU-legislation on Occupational Health and Safety ? There are three simple reasons for including this informative chapter: EU-legislation increasingly influences national laws. Over 60% of all national legislation is directly or indirectly initiated by the EU. The area of OHS is even more influenced by the EU. Having some basic information about EU-legislation will help you understand developments at national level. Being informed about EU-legislation will allow you to find paths to other EU-information sources. Following the discussion, initiatives and activities at EU-level will allow you to anticipate the developments at national level. It will also allow you to evaluate the national implementation of EU-legislation. The mobility of workers, goods, capital and new technologies will still increase. Against the background of different national traditions and cultures in working practices, working conditions and prevention cultures the EU-level can be used as a point of common reference and common understanding. Therefore, in this chapter you will find some basic information on the history of EU-legislation and its structure. Furthermore, in this part we briefly portrait some EU-directives with importance for the furniture sector.

GENERAL PROVISIONS

Improving the health of workers (the so called framework Directive 89/391) Communication on the practical implementation of directives on health and safety at work Community strategy on health and safety at work (2007-2012) European agency for health and safety at work European foundation for the improvement of living and working conditions (EUROFOUND) European schedule of occupational diseases Organizing working time with a view to protecting the health and safety of workers

OBJECTIVES
Although the European Union in its Lisbon strategy is focusing to create employment through growth and jobs, it also tries to ensure that these new jobs are of a higher quality. Healthy workplaces allow people to stay at work till their retirement and also allow people to have an active life after retirement. This is an important aspect of sustainability and contributes to increasing productivity and saving costs for ill health. Occupational Health and Safety was and still is one of the most important and most advanced areas of EU social policy. Community action in this area is not limited to legislation. The European institutions carry out several activities providing information and guidance and promoting a safe and healthy working environment in cooperation with the European Agency for Health and Safety at Work and the European Foundation for the Improvement of Living and Working Conditions. However, legislation is the core aspect of Europes activities and is very much influencing the national conditions. For that reason it is worthwhile for all actors dealing with this issue to have an idea of the structure and contents of the EU-legislation in the area of OHS. A possible structure for the EU legislation is the following: GENERAL PROVISIONS THE WORKPLACE EQUIPMENT, SIGNS AND LOADS PROTECTION OF SPECIFIC GROUPS OF WORKERS CHEMICAL, PHYSICAL AND BIOLOGICAL AGENTS In this chapter you will find links to the main directives in accordance with the above titles in small frames.

Directives adopted under Article 138 lay down minimum requirements concerning health and safety at work. EQUIPMENT, SIGNS AND LOADS Directives underUse of work equipment Article 95 are intended to ensure the placing on the market of safe products including machi nes and personal protective equipment for professional use. Member States are not permitted to set higher require Use of personal protective equipment Work with than screen equipment ments for their products displaythose laid down by the directives.

AFTER

Provision of health and safety signs at work Manual handling of loads involving risk 1989

The 1980 Framework Directive This Directive is toOF SPECIFIC GROUPS OF WORKERS ensure a higher degree of workers protection at work through the implementation of preventiPROTECTION ve measures to guard against accidents at work and occupational diseases, and through the information, consulta Protection of self-employed workers tion, balanced participationtemporary workers workers and their representatives. This framework Directive serves as Protection of and training of Protection of young covering, inter a basis for individual Directives people at work alia, the areas listed in the Annex. Protection of sectors of activity, both have recently private, and the exception of certain The Directive applies to all pregnant women, women who public and given birthwithwomen who are breastfeeding specific activities in the public and civil protection services. It includes definitions of the terms "worker", "employer", "workers' representative" and "prevention".
THE WORKPLACE

>> OCCUPATIONAL HEALTH AND SAFETY AT WORK (OHS)

CHEMICAL, PHYSICAL AND BIOLOGICAL AGENTS

Minimum safety and health requirements for the workplace Temporary and mobile work sites Equipment and protective systems intended for use in potentially explosive atmospheres

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Exposure to electromagnetic fields Exposure to noise Exposure to mechanical vibration

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Risk of explosive atmospheres Exposure to chemical agents Dangers arising from ionising radiation

EQUIPMENT, SIGNS AND LOADS

>> OCCUPATIONAL HEALTH AND SAFETY AT WORK (OHS)

In a way this directive is the constitution of the European philosophy of OSH. This philosophy is: proactive prevention risk assessment substitution of dangerous substances a hierarchy in prevention activities information, consultation and training. According to this directive employers are obliged: to ensure the safety and health of workers in every aspect related to the work, primarily on the basis of the specified general principles of prevention, without involving the workers in any financial cost; to evaluate the occupational risks, inter alia in the choice of work equipment and the fitting-out of workGENERAL PROVISIONS places, and to make provision for adequate protective and preventive services; Improving the health of workers (the so called framework Directive 89/391) to keep a list of, and draw up reports on, occupational accidents; Communication on the practical implementation of directives on health and safety at work to take the necessary measures for first aid, fire-fighting, evacuation of workers and action required in the Community strategy on health and safety at work (2007-2012) event of serious and imminent danger; European agency for health and safety at work to inform and consult workers and allow them to takefor the in discussions on and working conditions (EUROFOUND) European foundation part improvement of living all questions relating to safe European schedule of occupational diseases ty and health at work; adequate working time with a view to protecting the health and safety of workers to ensure that each worker receives Organizing safety and health training throughout the period of employment.
EQUIPMENT, SIGNS AND LOADS

Use of work equipment Use of personal protective equipment Work with display screen equipment Provision of health and safety signs at work GENERAL PROVISIONS Manual handling of loads involving risk Improving the health of workers (the so called framework Directive 89/391) Communication on the practical implementation of directives on health and safety at work Community strategy on health and safety at work (2007-2012) European agency for health and safety at work PROTECTION OF SPECIFIC GROUPS OF WORKERS European of self-employed improvement of living and working conditions (EUROFOUND) Protection foundation for theworkers European of temporary workers Protection schedule of occupational diseases Protection of young time with a view to protecting the health and safety of workers Organizing working people at work Protection of pregnant women, women who have recently given birth and women who are breastfeeding
EQUIPMENT, SIGNS AND LOADS

Use of THE WORKPLACEwork equipment Council Regulation (EC) No 2062/94/EEC established the European Agency for Health and Safety at Work in Use of personal protective equipment Bilbao Minimum safety and health requirements forMember States and those involved in this area with technical, scien(Spain) which provides EU bodies, the the workplace Work with and mobile work sites Temporarydisplay screen equipment tific and economic of health and safety safety and health at work. On the Agencies webpage you will get access to the Provision information on signs at work Equipment and protective systems intended for use in potentially explosive atmospheres National Focal Points of the Agency which give a wide range of information about your national system of preven Manual handling of loads involving risk tion and other practical information.
Community strategy onGROUPS and safety at work (2007-2012) PROTECTION OF SPECIFIC health OF WORKERS Exposure to electromagnetic fields The aim of this strategy, presented by the European Commission in February 2007, is to facilitate the application of Protection of self-employed workers Exposure to noise Protection safety at work legislation and to come up with new ideas for the period in question. It is based existing health andto mechanicalworkers Exposure of temporary vibration Protection of young people at work on an Risk of of the current situation, on the basis of which the Commission reiterates prerequisites for a safe inventory explosive atmospheres Exposure to chemical agentsplace a modern and effectivebirth and women who are breastfeeding and healthyProtection of pregnant women, women who have recently given legislative framework, encouraging the development workplace: putting in Dangers arisingnational strategies and promoting changes in behaviour. and implementation of from ionising radiation
CHEMICAL, PHYSICAL AND BIOLOGICAL AGENTS

Use of work equipment Use of personal protective equipment Work with display screen equipment Provision of health and safety signs at work Manual handling of loads involving risk

Exposure to artificial optical radiation Exposure to carcinogens and mutagens THE WORKPLACE Exposure safety and health requirements for the workplace Minimum to biological agents Exposure toand mobile work sites Temporary asbestos

Equipment and protective systems intended for use in potentially explosive atmospheres

Workers are obliged: PROTECTION OF SPECIFIC GROUPS OF WORKERS to make correct use of machinery, other meansself-employed workers Protection of of production, personal protective equipment and safety devices; Protection of temporary workers Protection of young people and immediate danger and of any shortcomings to give warning of any work situation presenting a seriousat work Protection of pregnant women, women who have recently given birth and women who are breastfeeding in the protection arrangements; to cooperate in fulfilling any requirements imposed for the protection of health and safety and in enabling the employer to ensure that the working environment and working conditions are safe and pose no risks. THE is an proactive The philosophy of the whole directive WORKPLACE approach. The consultation of workers and their representati Minimum safety and Participation. for the workplace ves is expressively formulated in Article 11, Consultationand health requirementsIt is aimed to ensure that opinions and Temporary and mobile work sites proposals of workers have to be considered by the employers before taking a decision concerning the topic in ques Equipment and protective systems intended for use in potentially explosive atmospheres tion. The directive covers all workers in the EU, employed by private companies and public institutions/organisations. Self-employed and domestic servants are not covered by the framework directive. CHEMICAL, PHYSICAL AND BIOLOGICAL Based on this framework directive (Article 16) the Council will AGENTS individual Directives on specific adopt Exposure to electromagnetic fields aspects/hazards to which the provisions of this Directive will apply in full, without prejudice to more stringent Exposure to noise and/or specific provisions contained inthe individual mechanical vibration to most of those directives can be found in Directives. Links Exposure to the single frames in this article. Risk of explosive atmospheres

Among others, the strategy is focussing on the following subjects: CHEMICAL, PHYSICAL AND BIOLOGICAL AGENTS Reducing the number of accidents by 25% Exposure to electromagnetic fields Identification noise risks among others psychosocial risks, MSD, dangerous substances of new Exposure to Changes in to mechanical vibration Exposure work organisation Risk of explosive atmospheres Demographic changes Diversification of forms of employment Exposure to chemical agents National strategies for a better application of the institutional framework Dangers arising from ionising radiation Exposure to artificial optical radiation Mainstreaming of health and safety at work in other Community policies Exposure to carcinogens and mutagens Developing a culture of prevention Exposure to biological agents Promoting of health and safety at international level. Exposure to asbestos Voluntary agreements concluded within the Social Dialogue The Social Dialogue is institutionalized in the Treaty and encompasses the possibility for the European Social Partners to take over the rule setting role (framework agreements) in some specific policy areas, i.e. among others OSH. This path provides opportunities for tackling the specific risks and problems of particular occupations and sectors. They often lead to the drafting of good practices, codes of conduct or even framework agreements. However,

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Exposure to chemical agents Dangers arising from ionising radiation Exposure to artificial optical radiation Exposure to carcinogens and mutagens Exposure to biological agents Exposure to asbestos
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PROTECTION OF SPECIFIC GROUPS OF WORKERS

Protection of self-employed workers Protection of temporary workers Protection of young people at work Protection of pregnant women, women who have recently given birth and women who are breastfeeding

THE WORKPLACE

Minimum safety and health requirements for the workplace Temporary and mobile work sites Equipment and protective systems intended for use in potentially as the the FIWEC the Social Dialogue mainly focuses on practical activities, such explosive atmospheresproject which resulted in the brochure you are currently reading.

Council Directive 89/656/EEC: Use of personal protective equipment (PPE)

SUMMARY This Directive lays down minimum requirements for the assessment, selection and correct use of personal protective equipment. Priority must be given to collective safety measures. Definition of the term "personal protective equipment": equipment designed to be worn or held by the worker to protect him against hazards encountered at work. Such equipment must be used when the existing risks cannot be sufficiently limited by technical means of collective protection or work organization procedures.

CHEMICAL, PHYSICAL AND BIOLOGICAL AGENTS

Exposure to electromagnetic fields Exposure to noise Exposure to mechanical vibration

Risk of explosive atmospheres Exposure to chemical agents Dangers arising from ionising radiation Exposure to artificial optical radiation Exposure to carcinogens and mutagens Exposure to biological agents Exposure to asbestos

Council Directive 90/269/EEC: Manual handling of loads

SUMMARY Definition of the term "manual handling of loads": any transporting or supporting of a load which, by reason of its characteristics or of unfavourable ergonomic conditions, involves a risk to workers. The Annexes of the directive contain reference information on the characteristics of the load and the working environment, the physical effort required, the requirements of the activity and the individual risk factors. All these aspects have to take into consideration if one is planning work with loads.

>> SOME SPECIFIC DIRECTIVES

In the following paragraphs, are described some of the most important so-called single directives. All of these directives have a similar structure and they are based on the requirements of the aforementioned Framework Directive. The small frame-boxes, included in this chapter, provides you with links to web pages where you can find the original documents in all the existing languages.

Council Directive 89/654/EEC: Health and safety at work

SUMMARY The aim of this Directive is to introduce minimum measures designed to improve the working environment, in order to guarantee a better standard of safety and health protection. Definition of the term "workplace", meaning the place which houses workstations and any other place within the area of the undertaking to which the worker has access in the course of his or her employment. One main aspect is the atmosphere at the workplace (light, air, temperature and ventilation). But the directive not only covers the workplace itself but also the premises, including routes to emergency exits, the equipment and devises, rest and sanitary rooms and so on.

Council Directive 89/655/EEC: Use of work equipment

SUMMARY To implement minimum practical measures with a view to encouraging an improvement in the health and safety of workers when using work equipment. Employers have to base their choice of work equipment on the specific working conditions and hazards existing for workers in order to eliminate or at least minimise those hazards. Use, maintenance or repair of work equipment involving a specific risk may only be carried out by the workers who have been specifically designated to the task. Employers also have to provide for the consultation and participation of workers on matters covered by the Directive.

Directive 2004/37/EC: Exposure to carcinogens and mutagens

SUMMARY This Directive sets out the minimum requirements for protecting workers who have been exposed to carcinogens and mutagens. In order to reduce the risks associated with such exposure to workers' health and safety, it lays down exposure limit values as well as preventive measures. All routes of exposure must be taken into account, including absorption into and/or through the skin. Employers must reduce the use of a carcinogen or mutagen, particularly by replacing it, as far as is technically possible, with a substance, preparation or process that is not dangerous or is less dangerous. The directive also includes provisions concerning the participation of workers, their training, on documentation as well as some other aspects.

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EU & NATIONAL LEGISLATION : >> COMMON REQUIREMENTS & DIFFERENCES

2. OHS training for specific groups of workers or for specific situations

The social partners have identified various training practices to improve the working conditions. In general the European framework directive (Article 12) obliged the employer to provide its workers with appropriate training - on recruitment, - in the event of a transfer or a change of job, - in the event of the introduction of new work equipment or a change in equipment, - in the event of the introduction of any new technology. However, the practise varies widely between the EU countries. training is not mandatory but employers have to provide workers with clear work instructions so that they can perform their jobs in a safe manner. The quality of these instructions depends from country to country and from company to company. In France, all the workers are trained including temporary workers and the apprentices. For a change in a position or when new machines or technology are used, training is guaranteed to the personnel that will have to adapt to new working conditions. The training contents information and instructions on exposure to risks when circulating in the factory, when working (behaviour to adopt, functioning of protection and first aid plans, ) and what to do in case of accident or poisoning. The training intensity depends on the company size, the activities, the potential risks and the types of workplaces. The UK regulations always state that suitable and sufficient training must be undertaken with regard to any subject area such as machinery, manual handling, noise etc. This would apply to employees, apprentices, There is no set syllabus and it is left to the company to decide how far to go. In the Netherlands, it is mandatory to appoint at least one specially trained safety advisor per 50 employees. A safety advisor is granted an extra allowance of 3,49 weekly. Apprentices often get a special risk training before starting their job. In Denmark, education in workplace environment is part of all formal occupational training for apprentices. There are normally two weeks of instruction. Likewise, some elements of education in workplace environment are included in most on-the-job training for skilled workers, as well as shorter courses for unskilled workers (some courses are just a few days long). In the Czech Republic, it is mandatory to train both employees and apprentices using instructions to minimize the risks to which are exposed the employees. In Bulgaria, the employees have a short training every three months whilst an employee that will have to use new machines/technologies must be trained at least one month before using the new machines.

The occupational health & safety (OHS) directives have been gradually transposed in the national legislation. In the case of new member states, their transposition was an essential condition to join the European Union. The social partners in the furniture sector have conducted an enquiry using a short questionnaire: to assess the knowledge of national partners about OHS legislation but also to have an overview of all the national or regional exposure limits, training activities, financial or technical support to comply with the OHS legislation. to identify best practices or examples that can be used by other countries/regions or companies by the social partners.

1. Knowledge about OHS legislation

The social partners have identified 14 major directives on occupational health & safety that have been transposed in the national legislation. Most of the social partners (both from management & labour sides) know the general legislation or much of the different pieces of itknowledge. This show that the social partners give a priority to this kind of legislation, that the monitor the evolution of the legislation but also provide some legal and technical advice to their members for a better understanding and a better implementation. The OHS legislation is a horizontal legislation that covers activities at the workplace in companies in all the manufacturing sectors. In the case of the furniture industry, OHS legislation can set specific exposure limit for the sector: the protection of workers from risks related to hardwood dusts is a typical example.

OCCUPATIONAL HEALTH & SAFETY LEGISLATION

Minimum H&S requirements for the workplace Minimum H&S requirements for the use of work equipment

3. Mandatory use of Personal Protective Equipment

Minimum H&S requirements for the use of personal protective equipment Minimum H&S requirements for the manual handlings of loads Minimum H&S requirements for the work with display screen equipment Minimum requirements for the provision of H&S safety signs at work Protection of H&S of workers from risks related to chemical agents at work Protection of H&S of workers from risks related to explosive atmospheres Protection of H&S of workers from risks related to hardwood dusts Protection of H&S of workers from risks arising from vibrations Protection of H&S of workers from risks arising from noise Limitation of the emissions of volatile organic compounds due to the use of solvents Improvement of H&S of pregnant workers Chemical agents Protection of young people at work Masks/special clothes/eyeglasses

The use of personal protective equipment (PPE) is mandatory when the risks exists and when a global protection is not available to also include an individual protection of the health and safety of the worker. In general, PPE is used for activities where there is a risk for health and safety that cannot be prevented by using other technical means. If there are technical means which are not being used, then personal protective equipment shall be used until the technical means are put in place. In the furniture sector, specific PPE (mandatory or not) are used when workers are exposed to the risks listed in the following table:

Risks
Noise

Personal Protective Equipment/Measures

This is left up to the company to decide on the basis of their risk assessment, except for noise under which hearing protection is compulsory: >85dB for the working day or >137 dB peak levels Masks/special clothes/eyeglasses. Measures to reduce wood dusts if the limit value of 5 mg/m3 is exceeded. Gloves/guards Masks/special clothes/eye protection

Wood dust

Cutting/sawing Solvents when gluing/finishing Obstacles/heavy loads Explosive atmospheres Vibrations

Gloves/safety shoes/helmets Fireproof and anti-static clothes Safe working times to keep below vibration exposure limits

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4. Specific activities that require mandatory technical equipment to eliminate/ reduce/eliminate exposure to risk
For all activities where there is a risk to health and safety, if technical equipment is available, it should be used to eliminate or reduce or eliminate the risks. If technical equipment or solutions are not available, the risk shall be prevented or reduced by other means. It is recommended that risk assessments are conducted for each of the main machines with the priority being to eliminate risks at source and then to contain them, e.g. through the improvement of physical measures. Work instructions can be less effective as operators can choose to could ignore them. In all EU- countries, based on the European Framework Directiveitve, a hierarchy on prevention measures is implemented. This is: sSubstitution/elimination; as much as possible reduction by technical means; collective protection; personal protection. Regulations and best practice guidance are available in many countries, but the use of the choice of specific equipment is typically left up to the company to decide on the basis of its risk assessment. Exceptions and thus mandatory use of technical equipment to reduce/eliminate the risks include: Wood dust: extraction of wood dust at the workplace (all EU countries) Solvents and coatings: extraction at the workplace (all EU countries) Emergency stops and braking on machinery (almost all EU countries). Chip limited (or limited cutter projection) tooling for hand fed cutter blocks (UK) Braking for machinery where the normal stopping time is >10 seconds (UK) If one employee lifts more than 25 kilograms, lifting device is compulsory (Netherlands).

6. EU and national exposure limit values

The EU legislation sets up exposure limit values for some specific exposures (see second column in next table). When the directive is transposed in the national legislation, the national value can be stricter. The table shows the national values if they are different from the EU ones. The country is also indicated.

HEALTH & SAFETY (H&S) LEGISLATION

Minimum H&S requirements for the manual handlings of loads

EU limit values to take measures

30 kg/load

National values
25 kg/load (Denmark, Sweden; Netherlands; females in France) 1.00 mg/m3 (Denmark / France) 2.00 mg/m3 (Germany / Netherlands / Sweden) 4.00 mg/m3 (Czech Republic)

>> EU & NATIONAL LEGISLATION : COMMON REQUIREMENTS & DIFFERENCES

Protection of H&S of workers from risks related to hardwood dusts

5.00 mg/m3

Protection of H&S of workers from risks arising from vibrations Protection of H&S of workers from risks arising from noise Limitation of the emissions of volatile organic compounds due to the use of solvents

5 m/s_ (hand-arm)

875 dB

80 db (Denmark; Netherlands)

15 tons/year of solvents

5 tons/year of solvents (UK /; Czech Republic)

7. Specific national or regional limit values for certain exposures.

Some national/regional authorities set limit values for some exposure to risk other than those identified and listed in the EU legislation. Among these exposures to risks are exposure to formaldehyde; to diesel emissions; (it is considered either carcinogenic France- or a dangerous chemical agents), to softwood dusts; , to dichloromethane; isocyanates and other to specific chemical agents., The following table presents some exposure to risks/agents and their respective limit in the countries where such limits are set.
0,15 mg/m3 (Netherlands) 0,60 mg/m3 (Sweden) 0.30 ppm (Denmark) 1.00 mg/m3 (France) 2.00 mg/m3 (Sweden) 5.00 mg/m3 (UK)

5. Support provided by the public authorities/institutions to comply with the legal requirements
In general all over the EU27, the support from public authorities is very limited. Usually, the regulator does provide some best practice guidance but no financial support. However, in some countries, support is available, especially if the furniture manufacturer invests to reduce the level or risk much lower than requested by the legislation. In France, the employers association (UNIFA) and the Health Insurance national fund (Caisse national dAssurance maladie) have signed a national agreement on objectives. The public authorities can provide a furniture company with grant(s) if the company commits itself to markedly improve working conditions of certain activities that are listed as top priorities: the advance payment becomes a grant if the company reduces the risk at a lower level than requested by the legislation (a contact is signed between the company and the regional health insurance fund. see French example). In the Netherlands, the employers organisation (CBM) and the employees organisationstions (among which CNVN) have carried out an enquiry to clearly identify occupational health and safety risks. The inquiry was partly financed by the Ministry of social affairs. The outcome (Het Arboconvenant) was meant to make an inventory on the H&S risks and possible solutions to be provided by the social partners with the support of the Ministry. Some extra funding or reduction in taxation is also possible when manufacturers reduce risks of noise and/or of chemical agents exposure. In Denmark, support is available for the development of guidelines and other information regarding the fulfilment of legal requirements. This support should be sought in partnership by the social partners involved. The Danish Working Environment Authority instructs companies when they conduct inspections. The Authority develops directives which, in an easy to understand manner, explain how the legal requirements can be met. Companies can apply for financial support from the publicly supported Risk Prevention Fund to institute preventative measures for groups that are in particular danger of being worn out. Companies in the furniture industry receive only a small portion of these 40-million fund. Businesses can also receive, by purchase, support from firms that specialise in workplace environmental issues. Businesses can be required by the Danish Working Environment Authority to use these services (OHS Services) to solve concrete problems in the workplace environment, or to have this work developed in the safety organisations.
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Formaldehyde

Softwood dust (in addition to hardwood dust)

Vast range of solvent limits set xylene, limit depends on the particular toluene, isocyanates solvent 35 ppm (Danmark) 100 ppm (Germany) 100 ppm (UK) 88 mg/m_ (Poland) 50 ppm (France)

Dichloromethane

8. Procedures for risk assessment

By law, the furniture manufacturers are required to assess the risks inherent to a series of activities. The objective is to clearly identify the risks and to reduce them in order to improve the working conditions. The ultimate objective is to eliminate the risks at source. If the risks cannot be eliminated, clear instructions are provided to the workers, protective equipment can be mandatory and exposure times are reduced. To conduct risk assessment for various workplaces, the authorities have developed generic methodologies that can be used by in-house staff or external consultants. These methodologies can be slightly adapted by the social partners. They are often available with the Ministry of social affairs and/or of labour.
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>> BEST PRACTICES & SUCCESS STORIES

For instance, companies must conduct a risk assessment to identify the presence of potentially explosive atmospheres. Controls must be implemented to minimize the likelihood of the formation of relevant atmospheres. Explosive atmospheres can potentially form at furniture factories and especially in wood dust extraction equipment during start-up and shake-down. In France, the MEDEF has developed a generic risk assessment tool that was completed by UNIFA by integrating a sector-based approach with specific risks in the furniture industry. In the UK, the social partners advise subject-specific assessments (rather than generic) and thus, the content varies according to the topic. In the Netherlands, the employers are obliged to fill out an electronic questionnaire which provides them with specific information about risks and possible solutions and recommended actions to minimize risks. A sector risk assessment methodology is also available (RI&E Meubelindustrie 2008). In Denmark, the workplace evaluation (risk assessment), shall include risk evaluation, an action plan, and a time schedule for solving the problems identified. In Sweden, the Work Environment Authority publishes regulations which provide guidance on how to conduct assessments. The third part is dedicated to the presentation of programs that assist companies to comply with the mandatory H&S legislation at national levels.

FINANCIAL AID FOR PREVENTIVE HEALTHCARE AND SAFETY AT WORK IN FRANCE

The Regional Health Insurance Funds (CRAM) grants financial aid to firms that wish to improve health and safety conditions for their workers. The firm has to sign a prevention contract with its local CRAM. Signature of this contract is only possible if the owners organisation within the relevant sector has previously signed an agreement of objective with the National Health Insurance Fund for Employees (CNAMTS).

9. Main problematic hazards in the furniture industry

The large majority of the social partners agree on the following list of major problematic hazards for the workers in the furniture factories. Machine safety (saws, planers, ) Faulty ergonomics Exposure to volatile organic compounds due to the use of solvents Chemical agents Risks related to hardwood dusts Risks related to hardwood dusts Risks arising from noise Physical pressure & manual loads Internal transport & traffic Risks arising from noise Chemical agents Risks of fires & of explosions Exposure to volatile organic compounds due to the use of solvents Faulty ergonomics In addition to these traditional risks already identified by the legislation, the questions of psychological-sociological aspects of the workplace environment are not included in this questionnaire, even though they are very relevant questions for businesses. Employees who are not doing well will reduce or affect all other aspects of a firms competitiveness. This issue must always be seen in relation to the concrete work situation that the individual employee is in. For example, an employee might be exposed to turpentine, UV light, or electromagnetic radiation. It is also possible that the employee feels pressed for time, feels bullied or stressed, or is not appreciated by his/her boss. It should be possible to conduct risk assessment to determine what course of action to take.

The national agreement on objectives (NAO)

The national agreement on objectives is an agreement signed for 4 years between CNAMTS and one or more professional organisation. It is specific to one business activity or sector of activities. It allows small and medium enterprises in the sectors concerned to sign prevention contracts with their CRAM. These professional organisations keep firms informed and mobilise them. Next, the CRAM take charge of the implementation of agreements, by drawing up prevention contracts directly with firms. UNIFA (French furniture industry union) has signed a 4th National Agreement on Objectives with the National Health Insurance Fund for Employees (CNAMTS). This agreement came into force on 15 September 2008 for a period of four years. This National Agreement on Objectives lays down a programme of initiatives for prevention and the improvement of working conditions specific to the field of furniture manufacturing. The chosen themes are: - the prevention of physically harmful substances - the prevention of chemically harmful substances - the prevention of mechanical risk - the prevention of risk on installation sites - the improvement of handling conditions - the prevention of musculo-skeletal problems - the prevention of risk on the roads - the prevention of psycho-social risks. This National Agreement on Objectives allows firms with fewer than 200 employees to benefit from financial aid from the Regional Health Insurance Fund (CRAM), namely advances that may be transformed into subsidies. In order to benefit from this financial aid that may add up to between 15 - 70% of the total amount of material investment, technological innovations, information and training necessary for the completion of the programme aiming at improved control of occupational risk, the firm must conclude a prevention contract with the CRAM covering its region.

10. Involvement of management and labour

For companies employing more than 50 persons, an OHS committee is set up to monitor OHS issues and to propose prevention measures and activities.

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>> BFM NASAL CANCER SERVICE

Report on the 3rd Furniture Industry NAO January 2004/January 2008

>> FINANCIAL AID FOR PREVENTIVE HEALTHCARE AND SAFETY AT WORK IN FRANCE

- signature of 150 prevention contracts, therefore almost 56% of furniture manufacturing firms - all regions involved - 3200 employees concerned

- subsidies of 5000 K

for investments of 23000 K , ie. aid totalling nearly 22% for firms Introduction

- principal preventive measures implemented: handling, movement, storage, noise, wood-dust, etc

The prevention contract

The prevention contract is concluded between the CRAM and the firm subscribing to a national agreement on objectives. The latter sets out a programme of prevention specific to its own sector of activity. These contracts define the objectives to which the firm is making a commitment, and the aid, in particular of a financial nature, that the CRAM is to provide.

Being exposed to certain chemicals or dust in the workplace can increase the risk of developing nasal cavity cancer.
Risk factors for nasal cavity cancer include the following: Being exposed to certain workplace chemicals or dust, such as those found in the following jobs: Furniture-making. Sawmill work. Woodworking. Being male and older than 40 years. Smoking.

Conditions for obtaining a prevention contract:

In order to benefit from a prevention contract, the firm must: - fall within the field of application of a national agreement on objectives, - have an total workforce of fewer than 200 employees, - be up to date in terms of its social obligations, especially with regard to URSSAF (social security) contributions, - have a prevention plan.

Possible signs of nasal cavity cancer include sinus problems and nosebleeds.
These and other symptoms may be caused by paranasal sinus and nasal cavity cancer. Other conditions may cause the same symptoms. There may be no symptoms in the early stages. Symptoms may appear as the tumor grows. A doctor should be consulted if any of the following problems occur: Blocked sinuses that do not clear, or sinus pressure. Headaches or pain in the sinus areas. A runny nose. Nosebleeds. A lump or sore inside the nose that does not heal. A lump on the face or roof of the mouth. Numbness or tingling in the face. Swelling or other trouble with the eyes, such as double vision or the eyes pointing in different directions. Pain in the upper teeth, loose teeth, or dentures that no longer fit well. Pain or pressure in the ear. Nasal Cancer Surveys started in High Wycombe in 1969, following the local E.N.T Consultant becoming aware of a spate of patients attending with Nasal cancer symptoms. It was agreed a survey of wood workers in the local furniture industry should be carried out. Other employees such as Sewing Machinists , Upholsterers , Polishers could attend if they wished. At the original survey 3100 people were checked. In excess of 50 furniture firms were in the district at that time. From the survey findings it was established that Hardwood Machinists were most at risk to nasal cancer. This led to the creation of a nasal cancer service in the High Wycombe area.

Stages of implementation:
1st stage: Drawing up of a contract by the Fund and the firm on the basis of a diagnosis of risk, which specifies: - the initial situation with regard to risks, - the intended final objectives, - the programme of initiatives to be implemented, - the investments to be made, - the deadlines for completion, - the total contribution of the CRAM or CGSS (General Social Security Fund), - the conditions for the evaluation of results and the acquisition of advances. 2nd stage: Consultation of the Committee on Health, Safety and Working Conditions (CHSCT) or staff representatives. 3rd stage: Consultation of the Regional Directorate of Work and Professional Training (DRTEFP) and the Occupational Risks Department of CNAMTS. 4th stage: Signature of the contract between the firm and the CRAM.

Financial provisions:
The advances provided for in the prevention contracts are under those conditions (criteria, payment dates and amounts) defined jointly by the CRAM and the firm. The said advances are to remain in the hands of the firm transformed into subsidies if, and only if, the firm has fulfilled all its commitments.

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>> FURNITURE INDUSTRY ACQUIS COMMUNAUTAIRE TRANSFER SYSTEM

BFM Nasal Cancer Service
The Nasal Cancer Service was introduced in 1969 and was financed partly by High Wycombe Society of Furniture Manufacturers Association and partly by the National Body, when first carried out, with enthusiastic co-operation from Trades Unions The scheme is administered by a Nasal Cancer Secretary. The survey is carried out annually, seeing those over 35 years of age with 15 years or more in the trade. Arrangements are made for retirees to attend a special retirement clinic once a year. The majority continue to visit, some into their 90s. During the time since the survey started the number of furniture firms has declined locally. We continue to visit 12 companies. A clinic is held for the wood working lecturers at the local college. Also over 100 retirees are invited each year.

Admin
Book a date for the clinic. Advise list of employees to be seen. If any new white forms must be filled in with name, address, date of birth, year entered furniture industry. Year joined present company. Name and address of doctor. History of all companies worked for, if applicable.

Clinic
Equipment required nose specula, tongue depressors, ear specula and Hydrex sterilising liquid. At clinic for new employees further questions such as Smoke pipe or cigarettes. Take snuff. Problems with ears, nose, suffer from asthma, hay fever, throat trouble or serious illnesses. Then pass to consultant.

Consultant

Asks further questions sneezing, nasal obstruction, headaches, discharge, epistaxis (nose bleeds) anosmia (loss of smell) deafness. He then uses a head light to check nose, throat and mouth, ears If anything unusual is detected ie. Polyps, nose bleeds, bent septum, then a possible referral is made to the local ENT department at hospital

Claims
Our involvement to date has I believe, only been to provide relevant information as to regular nasal clinic inspections, or confirm history of companies worked for

Cases
Since our involvement originally in 1969, one gentleman had his right eye removed to operate then had a prosthesis fitted. He did very well. One case was dealt with by insurers? Outcome unknown 3 possible cases from original findings two Ca Ethemoid 1974 and 1977, one Adenoca 1972. 1983 one adenoca One Ca in 1980, one in 1989, one in 1993 type unknown. Two other unconnected cases. One a shop fitter. The other collected sawdust from factories.

In its more than fifty years of existence, the European Union has enacted a large volume of legislation on every subject that falls under its responsibility according to the different European Treaties. New Member States and candidate countries take over this acquis and transpose it to their own national legislations for immediate application or for application after to a negotiated transition period. To succeed in the transposition of this vast body of EU legislation into national legislation in a timely and correct way is one of the major challenges for New Member States and candidate countries and the European Commission has and is providing all possible assistance to help them achieve this goal. The application of this in many cases new legislation is proving even more of a headache. Here also the European Commission has put in place many assistance programs that help prepare the national authorities of the new Member States and candidate countries to control the application. Also towards the companies many efforts are being made to inform and prepare them to deal with the requirements of this legislation. One such program developed by the European Commission is the Business Support Program which specifically addresses the problem of the transfer of the EU legislative acquis to companies and business representative organizations. In this program, the FACTS projects proposed by the Union Europenne de lAmeublement have been selected. The UEA and its member organizations consider the integration of new Member States and candidate countries in the EU as a priority for the European furniture industry. The projects consist of two parts: assistance to companies in learning about and applying the EU Community Acquis as concerns health and safety in furniture production and secondly helping the industry federations in the furniture industry in the candidate countries assist their own members in dealing with the acquis. Activities developed concerned among other the development of (self) auditing tools, the organization of information seminars, the performance of information and in-depth audits in companies. In this case companies receive a detailed report and a repeat visit to evaluate the progress. The projects also foresee in the training of personnel of the industry federation to perform information audits on the EU acquis. The projects are co-financed by the EC and the companies participate without any costs. The self auditing tool developed by the UEA and its partners contains an overview of the mandatory legislation that furniture manufacturers have to comply with mainly in the area of health and safety and of environment. After a summary of the directives, there is each time a (self)auditing questionnaire and a list about the safety requirements of sector specific machinery. The tool can be used for a first exposure to the many requirements of the EU sector acquis or to make in depth audits that result in an action plan to assure compliance. The tools have been translated in 12 languages for each of the languages of the candidate countries where the projects took place. Over the years it was of course updated as new EU legislation developed. Electronic versions were posted on the internet.
UEA

>> BFM NASAL CANCER SERVICE

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>> FURNITURE INDUSTRY ACQUIS COMMUNAUTAIRE TRANSFER SYSTEM

In the course of the projects over 50 information seminars took place in 12 countries. Over 600 information audits and more than 30 in depth audits have been performed in companies. Participating companies were guaranteed full anonymity and confidentiality. The results have been impressive. In some cases they brought to light a sometimes scaring ignorance of the most basic safety legislations and in other countries control certificates testified to the lack of seriousness with which local authorities assumed their tasks. The most frequently encountered problems concern exposure to wood dust, noise, machine safety of older machines, exposure to chemicals in finishing or gluing. From the beginning the projects were enthusiastically received by the industry and the representative organizations. Demand for the audits always passed the capacity of the projects. But also the authorities in the different member states or candidate states have reacted very positively. In some cases the results have even given rise to the organization of alternative funding possibilities for non productive investments to deal with health and safety matters. Year by year the UEA experts have seen the situation improve as companies learn and deal with the problems. It is even so that in some of the information audits performed this year in candidate countries we have for the first time run into companies that were already completely compliant with the EU legislation in health and safety.

List of sector specific directives

Directive 76/464 Pollution caused by certain dangerous substances discharged into the aquatic environment of the Community Directive 89/106 Construction Product Directive 89/654Minimum health and safety requirements for the workplace Directive 89/655 Minimum health and safety requirements for the use of work equipment by workers at work Directive 89/656 Minimum health and safety requirements for the use by workers of personal protective equipment Directive 90/269 Minimum health and safety requirements for the manual handling of loads where there is a risk particularly of back injury to workers Directive 90/270 Minimum health and safety requirements for work with display screen equipment Directive 91/689 Hazardous waste Directive 92/58 Minimum requirements for the provision of safety and/or health signs at work Directive 92/59 - 01/95 General product safety Directive 92/85 Measures to encourage improvements in the safety and health at work of pregnant workers Directive 94/33 Protection of the young people at work Directive 94/62 Packaging and packaging waste Directive 96/61 Integrated Pollution Prevention and Control (IPPC) Directive 98/24 Protection of health and safety of workers from risks related to chemical agents at work Directive 99/13 Limitation of emissions of volatile organic solvents in certain activities and installations Directive 99/31Landfill of waste Directive 99/92 Minimum requirements for improving the safety and health protection of workers potentially at risks from explosive atmosphere Directive 00/76 Incineration of Waste Directive 01/95 on General Product Safety Directive 02/44 Minimum health and safety requirements regarding the exposure of workers to the risk arising from physical agents (vibration) Directive 03/10 minimum health and safety requirements regarding exposure of workers to the risks arising from physical agents (noise) Directive 04/37 Council Directive on the protection of workers from the risks related to exposure to carcinogens and mutagens at work Directive 2006/121/EC Registration, Evaluation and authorization of Chemicals legislation Directive (REACH) Annexes to the Directive 89/655

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>> THE NETHERLANDS: NEW RISK INVENTORY

The basis of a good policy on working conditions is to make a regular inventory and assessment of occupational risks. Every plant has an obligation to prepare a risk inventory. Unfortunately, experience has taught us that not all enterprises by any means actually (are able to) do so. Conducting a risk inventory and assessment is often an expensive and time-consuming activity. And if they decide to carry this out themselves very often they do not know 'where to begin'. What is more, the standard checklists are often inadequate to apply to the specific situation in the plant.

>> REGIONAL SAFETY REPRESENTATIVES BOOST HEALTH AND SAFETY IN THE FURNITURE INDUSTRY

60 regional safety representatives are promoting OHS work in SMEs in the Swedish furniture sector. In 2007, more than 900 furniture companies were visited. The OHS of more than 12.000 workers were dealt with. The social partners in the Dutch furniture industry have therefore developed a digital risk inventory specifically for their own sector. This comprises a checklist which is relevant to the plants concerned which, for this reason alone, ties in more closely with actual practice. But there are also other advantages. In the Netherlands it is compulsory to have a risk inventory and assessment checked by a certified occupational health and safety body. Some years ago an exception to this rule was introduced by law. Where the social partners in a particular sector have developed a good list specifically for that sector then the smaller enterprises are 'exempted' from being checked. Consequently, the collective agreement for the furniture industry and furniture enterprises establishes that, 'For employers who are affiliated to the Verzuimsteunpunt Meubelindustrie (furniture industry support service for reintegration of absent workers), where they make use of the risk inventory and assessment for the furniture industry 2006 they are covered by the following provisions regarding checks on the outcome of this exercise: - for employers with 0 - 10 employees, no checks are necessary; - for employers with 11 - 25 employees, a basic check by a certified principal expert is sufficient; - for employers more than 25 employees, a basic check by a certified principal expert is sufficient provided that the health and safety officer has followed the relevant health and safety officer training for the furniture industry. Where the officer has not followed this training, an in-depth inspection by a certified principal expert is required.' The questionnaire for recording risks is based on a company profile. The user creates this profile at the start of the risk inventory and assessment. Accordingly, questions are asked such as, 'do you have a machining department?' or 'do you have a spraying/dipping department?'. If the answer to this last question is 'no' then there are, for example, far fewer questions asked about 'solvents'. This means that each plant has only to reply to those questions which are really relevant to it. The questions are next grouped according to department and/or risk. When answering the questions, the user can also opt to defer an answer where, for example, it is necessary to do further research. The deferred questions can then be answered later on. When answering the questions, a 'bar' in the top right-hand corner of the questionnaire shows users how far they have progressed with this section of the list. This avoids the impression of having to wade through an endless list of questions. In the preamble to what is known as the Arboconvenant (Covenant on Working Conditions) in the sector, the social partners have specified those risks which require particular attention in the new Risk Inventory. Separate questionnaires have also been formulated to obtain a clear picture of the situation for the risk concerned in the plant. For the occupational risk 'physical stress factors', for example, the FysiMeubel measuring method has been devised. Once all the risks have been recorded, the computer program carries out a risk assessment. The employer can then immediately see which problems need to be resolved quickly. This digital risk inventory and assessment is also useful for producing a Plan of Approach. The plant can immediately decide when it will tackle which risks. The final outcome of whole exercise is a sound report.
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Since 1974, the system with RSR (regional safety representatives) has been a fundamental part of the safety work in Swedish SMEs. The RSRs deal with companies without joint OHS committees and with 1-49 employees. Most RSRs are workers in companies who put an extra effort into the improvement of health and safety at workplaces in other companies. Actually, the RSR has the same obligations and rights as safety reps in other companies. If a joint safety committee already is established in a company, the RSR has no access.

What do the RSRs do?

In their work, the RSRs are meant to inspect the OHS conditions support the OHS activities in small workplaces and make suggestions for improvements in OHS matters support the election of traditional workplace safety representatives RSRs try to make workers and employers more active in detecting and abating their own OHS risks, i.e. to comply with the regulation on internal control. The main topic of the RSRs is to support the so called systematic OHS work in the companies. By law, the employer of every company is obliged to do systematic OHS work, which includes doing risk assessment on a systematic and continual manner. The RSRs do also take part in safety rounds in the companies and give them support to self-support. On top on this, some RSRs support the training of other safety reps and managers being responsible for OSH in the furniture industry. In other words; the RSR is an OHS resource for the SMEs in the furniture industry.

Supportive employers
It is the general experience, that cooperation between RSRs and small firm owners/managers is surprisingly good. Almost always the employers are pleased with the visits of RSR, because they are assisted to improve the OHS of the companies. Sometimes, employers call RSRs and ask them to give support, after Labour Inspectorate has told the employer to take action in the workplace. In such situations, the RSR may be able to present suggestions for practical solutions to the problems identified. The regional safety reps and the Swedish Labour Inspectorate meet on regular basis to discuss OHS problems in the furniture sector and to see if cooperation is needed. Is it important, that the companies of a region have knowledge about the furniture RSRs in the particular region, so the employers can contact the RSR and then benefit from the RSR services? Often employers choose to call in the RSR, when the Labour Inspectorate inspects a company.
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>> PREVENTION FUND IN DENMARK AN INNOVATIVE WAY TO IMPROVE OHS

Increased importance
The importance of RSR has increased during the last years, as the number of field inspectors in the Labour Inspectorate has been reduced. Without the RSR system the OHS work in many small companies in the furniture sector would be very poor. No doubt, that RSR is a key to the OHS work in SMEs in the Swedish furniture sector. RSRs are a main channel for supporting the OHS activities of the companies.

The financial model

From the Government, funding is allocated to the trade unions affiliated to LO (the Swedish trade union federation). In 2008, the trade union of the furniture industry, Skogs-och Trfacket, received approximately 350.000 to fund the 60 RSRs (approximately half of this sum goes to RSRs visiting companies in the furniture sector). In theory the trade unions are supposed to be compensated for the full RSR costs, but caused by increasing demand and increasing coverage of the RSR system, the compensation is now down to approximately 60%. This means, that the trade unions co-finance the RSR system in Sweden.

The Prevention Fund offers financial support for companies providing a better and more inclusive working environment. The object of the Fund is to finance activities with a view to prevent the premature withdrawal of Danish workers from the labour market due to physical and mental attrition. An amount of up to approximately 40M in 2008 and in the following years can be allocated from the capital of the Fund. The Fund is financed by means from the Danish state.

1. Background for the establishment of the Fund

The establishment of this Fund is an element of a political agreement concerning initiatives to ensure the future welfare in Denmark in connection with a higher retirement age from the labour market. There is a need to increase the labour force and it has therefore been decided to adjust the Danish system so that the Danish citizens will postpone their retirement from the labour market. In order to make it possible to ensure a longer active working life for more people, extra efforts must be made to reduce labour market attrition and to improve the working environment in Danish enterprises.

For more information, please contact: Trade Union Official Lennart Gunnarsson Skogs-och Trfacket lennart.gunnarsson.fk@skogstrafacket.org

2. Support from the Fund

Support from the Fund may be granted to enterprises, municipalities, associations and organisations for the purpose of implementation of a specific project.

3.1. Recipients of support

The enterprises are the focal point for activities that are necessary to achieve the social objective of preventing and reducing attrition and ensuring that fewer persons withdraw prematurely from the labour market. The workplace is thus the central entry as regards activities targeted on employees. It is thus a condition for obtaining financial support from the Fund that the project is implemented in an enterprise or involves one or several enterprises. The enterprises thus assume responsibility for extraordinary efforts to reduce attrition among employees and to avoid that employees are leaving the labour market prematurely. Financial support may be granted to: private and public enterprises municipal authorities and to some extend also to organisations and associations. Projects that are carried out by an enterprise with support from the Fund must be implemented in a committing cooperation between the employees and the management of the enterprise.

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>> ORGANISATIONAL SOCIAL CAPITAL - AATNEW CONCEPT FOR IMPROVING PSYCHO-SOCIAL HEALTH COMPANY LEVEL
3.2. Requirement of an extraordinary effort
The activities of the Fund must be of an extraordinary nature and are thus supplementary to the activities that the enterprises are already required to carry out in relation to their employees, for instance compliance with the working environment legislation. For this reason, financial support will not be granted to projects that should under all circumstances be implemented. In order to be eligible for support, the project must involve new initiatives for the specific purpose of preventing physical and mental attrition. In this way, the Fund will contribute to the creation of incentives to make an extra effort to prevent and reduce attrition on the Danish labour market. The Fund will influence the conduct of enterprises by offering special incentives to increase their efforts to prevent and reduce attrition on the Danish labour market and thus contribute to increasing the total labour force.

>> PREVENTION FUND IN DENMARK AN INNOVATIVE WAY TO IMPROVE OHS

The social partners of the Danish Furniture Industry do agree that organisational social capital (OSC) may be a fruitful concept for the furniture industry. OSC can be seen as a lever to increase the well-being and the productivity of the workers. Still, the OSC concept is under construction. In order to support reflections on OSC, the Danish Social Partners and the Danish National Research Centre for the Working Environment tabled a white paper on OSC in 2008 (see www.arbejdsmiljoforskning.dk/upload/boeger/hvidbog_socialkapital.pdf) In the abstract of the white paper the OSC concept is presented in English. Based on this abstract, the following can be said: Organisational social capital (OSC) may be defined this way: Organisational social capital is the ability of the members of the organization to collaborate when solving the key tasks of the organisation. The concept of organisational social capital gives us a new way to understand what constitutes a healthy psychosocial work environment. Social capital is seen as a resource which a network or a group builds together and which the members subsequently benefit from. Social capital is established building relationships that are mutually binding. In order to solve the key tasks of the specific organisation, it is necessary that members master collaboration and that this collaboration is based on a high level of trust and justice. The key elements of organisational social capital are trust, justice and collaboration. Social capital makes sense at the level of the company In the white paper it is concluded, that there is a correlation between the organisations social capital and productivity, work environment and health. Productivity is greater when the level of social capital is high. Employees perform better when they experience justice. Procedural justice and interactional justice are the most important: procedures have to be viewed as fair, and the people involved must be treated with respect. Trust is important for satisfaction and involvement. These two factors, in turn, must be assumed to affect productivity. Justice and trust are correlated: Justice creates trust. Trust can serve as a buffer when a person faces high quantitative demands. The correlation between social capital and health is fairly well documented. Social capital is a collective dimension at the departmental level. Justice and trust affect health. Studies also indicate a correlation between absenteeism and social capital and justice.

3.3. Activities eligible for support

Financial support may be granted within the following main fields: 1. Support to projects in enterprises that prevent routines and work functions that lead to attrition. 2. Support to the development of new technologies for prevention of routines and work functions that lead to attrition. 3. Support to projects for better retraining and vocational rehabilitation of sick and disabled persons. 4. Support to projects to increase awareness about risks in connection with smoking, alcohol, physical inactivity and obesity.

4. The organisation of the Fund

The Fund is organised with A Board A number of professional committees A secretariat

5. Example of a wood company which has received funding from the Fund:
Title Target Group Main activities Prevention of physical attrition of workers Approximately 42 un-skilled and semiskilled workers

The aim is to eliminate the physical loads and repetitiveness and to improve the work remaining work tasks. The project also includes Documentation of muscular skeletal pain , mental health and absence due to illness Studies of solutions and modeling of solutions Implementation of solutions

More information about the Prevention Fund: The trade union federation BAT OHS Policy Advisor Ulrik Spannow ulirk.spannow@batkartellet.dk or www.forebyggelsesfonden.dk (in Danish only) E-mail: kontakt@forebyggelsesfonden.dk
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>> IMPROVING THE PSYCHOSOCIAL HEALTH IN THE WOOD AND FURNITURE INDUSTRY
Each company has the possibility to make a difference. Companies with good organisational social capital also have a good psychosocial work environment and high performance, i.e. high productivity and good quality. According to the white paper there is a clear correlation between social capital and stress: The higher the level of social capital in the company, the lower the stress level among the employees. OSC is a phenomenon that relates directly to a specific company rather than to a company type or size or to specific industries. It is also evident that there is greater satisfaction among employees in companies with high OSC. Health (measured as self-rated health, vitality and/or stress) is better in companies with high social capital. The company can make a difference Many people see work environment and productivity as conflicting. OSC gives a new angle on this by describing a number of characteristics of a workplace which are important to the work environment as well as to productivity.

>> ORGANISATIONAL SOCIAL CAPITAL - AATNEW CONCEPT FOR IMPROVING PSYCHO-SOCIAL HEALTH COMPANY LEVEL

It is important to be aware of OSC because it is the basis of everything that takes place in the company. OSC can serve as a buffer in difficult times, but it can also be eroded, and then it takes time to rebuild. It is therefore necessary to make the OSC visible. Companies must be aware of their own OSC: what are its characteristics and how can it become strengthened? It is necessary to think of this when collaborating on a daily basis: this is where relationships, trust and justice are created. It is necessary to invest time in the process if organisational social capital is to grow. Time during which the employees can meet each other and their managers to develop the collaboration concerning the way they carry out their core tasks, based on trust and justice. For this to happen, it is necessary for the employees to feel that they are being listened to. This is a way of acknowledging their competences and experiences. The management must show trust and delegate responsibility to employees. It is necessary to meet regularly and establish a forum where employees and management can speak openly and honestly about their expectations and can explain their actions to each other. In order to improve collaboration, management and employees must enter into a reflective dialogue that supports a productive collaboration in which both parties contribute to a process where words and deeds are in accordance with the mutually binding norms. Companies have to develop OSC on their own, but the system around them can support them in this effort. Organisational social capital is a broad concept and therefore it will be necessary to collaborate across different sectors. A partnership with employers associations and employees unions could focus on OSC by supporting companies that are interested in strengthening their own OSC. Source: Virksomhedens sociale kapital, Hvidbog", Arbejdsmiljrdet & Det Nationale Forskningscenter for Arbejdsmilj (NFA), written by Kristian Gylling Olesen et. al, 2008

The social partners of the Danish Furniture Industry agree that the improvement of psychosocial health is an area which deserves full attention at company level. The following case deals with the improvement of the well-being at work. The trade union of the Danish furniture industry, Union of Wood-Industry-Building in Denmark, offers support for improving the safety culture in companies of the wood and furniture sector. Interviewing the employees is seen as a basic tool for collecting information about the state of the art and the needs for improvements of the psychosocial health. This approach is used not only when focus is put upon the psychosocial health but also when improvements are needed with respect to absenteeism, interpersonal conflicts and accident prevention. The based idea of this approach is that the key to the solutions at work place level already exists within the actual workplace if the workers and managers involved have the time to reflect about the situation. By using an external partner (trade union officials) for making the interviews, it is possible to ensure privacy about the given information. Findings Good colleagues and good social relations are considered to be the key to good psychosocial health, interviews of all the workers and their managers showed in one company. A good tone is seen as key and indicator of the social relations and general well-being at work. The tone is seen as the most important single factor when describing the assessment of what really matters. From findings to improvements Based on the interviews, the trade union officials go into dialogue with the workers and the managers of the single department of the workplace. The intention is to facilitate a constructive dialogue dealing targeting the improvement of the well-being at work. On top of this, commitment is secured by having discussions in the works council and the central joint safety committee of the company. The dialogue is based on a written report, which the management from the very start has promised to pay attention to. In the written report, interview based recommendations can be found, including: The workplace culture is a common issue of all parties Managers play a key role when improving the workplace culture managers shall take the lead showing good examples During training and instruction of workers, attention must be paid to the workplace culture bad habits should not be passed on to young or new colleagues Culture campaigns have to be executed at regular basis Risk assessments must include possible psychosocial risks An action plan shall be tabled by the joint safety committee in order to improve the safety culture, including the well-being at the workplaceFor more information, please contact: Kjeld Srensen, Trade union official kes@tib.dk

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>> WOOD WITHOUT RISK!

Q Electric risk Q Fire
I

Risks associated with the tasks or processes: Q Cut or catching Q Projection of particles Q Contact with chemicals

The project "Wood without Risk" was born as a result of an action agreed by the members of the Health and Safety Committee in the Wood and Furniture Sector, these are CONFEMADERA, and the most representative Spanish Trade Unions FECOMA-CC.OO and MCA-UGT. This Committee comes from the Collective Agreement at National level, and since its creation, in 1996, has worked on the adaptation of the Spanish Law on Prevention of Occupational Hazards in the Wood and Furniture Industry. In 2005, after some projects developed together, the Committee decided to create an audio-visual of the timber industry to collect, by means of real film at the working places, the risks inherent in the different processes within the first and second transformation industry and the preventive measures to be undertaken in each case.

ERGONOMICS I Loads I Micro injuries I Preventive measures HYGIENE I Physical working environment Q Noise Q Vibrations Q Temperature Q Lighting I Exposure to biological products Q Wood Dust

DVD "WOOD WITHOUT RISK"

The objective of the project from the beginning was to develop a practical tool that would allow workers to visualize how they should work in a safe manner avoiding risks and accidents. This has been made with real scenes filmed in carpentries, wood panels companies, sawmills, etc. The DVD is easy, practical, enjoyable and extremely educational: "Wood without risks" shows employees how to work safely and pretends employers to become aware of the necessity of integrate health prevention in the management of the company. The key features that have greatly enriched the project are: Interactive menu from which you can access any of the audiovisual submenu. Wealth of content: 120 minutes of prevention of risks in the sector. Eligible duration determined by the training needs of the user, who can select the part of the menu he/she is interested in. The novelty of "Wood without risk" is that it uses the power of the image to show hazards and demonstrate techniques for preventing them, and an image has an incalculable value to improve the retention of the content and display a great capacity awareness of employer / employee spectator. Throughout nearly two hours, users will recognize the risks of different productive processes grouped under three main areas in terms of prevention: SECURITY I Risks associated with the workplace: Q Fall of height Q Fall at the same level Q Fall of objects by crash Q Running over

Wood without Risks! was an ambitious project also at promoting legislation. Being an action that covers most of the jobs in the first and second transformation wood industry means talking about nearly all of the laws existing in the field of prevention and that are applicable to our industry. Through the DVD, in the scenes that are happening in the specific sections within the areas of Security, Hygiene and Ergonomics, there is a storyteller setting out the legislation of interest to be considered in each case, but also in those cases where it is necessary to emphasize their application in the sector (such as wood dust, noise, loads, etc...) there are graphics showing the Royal Decree referred in order that the user has time to write it down and go into it in depth if necessary. The development of the DVDs has involved: Advice and documentation: work developed with specialists in occupational medicine, security and hygiene, ergonomics and Psycho-sociology. Technical personnel for recording at working centers. Review of preventive legislation applicable to the wood and furniture sector. Preparation of the Script: prevention experts and the Health and Safety Committee have worked together in the elaboration of the script. Postproduction: special and technical rooms, producer, etc. Sound: audio post-production room, technical director and presenter. Graphics and computing: graphic design, visual effects and DVD authoring. Displacement: First transformation scenes filmed in Galicia and 2nd transformation in Valencia. 3D animation 4500's edition DVD: DVD covers, support and screen-based individual.

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The mix of narration, graphics and image intensify the message of the DVD: employers and employees must join efforts in the fight of the reduction of accidents at work fulfilling the minimum legal requirements taken to ensure safety at work. DVD:

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