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Does Your Facility Need to File an Annual Community Right to Know Survey?

Community Right to Know (CRTK) Surveys must be completed and submitted by March 1 of each year by all industries with a listed NAICS code. A listing of applicable NAICS codes can be found at the following url: http://www.nj.gov/dep/enforcement/opppc/rtknaics.pdf.

The New Jersey Department of Environmental Protection (NJDEP) is initiating an enforcement effort against all entities that have not filed their 2015 CRTK Survey and did not receive an exemption from filing. If your company has not filed a CRTK Survey for 2015 and has not received an exemption, the NJDEP is encouraging entities to file. Filing before being forced to do so by the NJDEP may reduce the risk of a monetary fine.

If you are unsure whether you should file a survey or file for an exemption, here are the basics:

Requirements for Filing a CRTK Survey

1. Your facility is in a regulated NAICS Code

2. Your facility stored reportable quantities of regulated substances as listed in:

http://www.nj.gov/dep/enforcement/opppc/crtk/ehsalpha.pdf and

http://www.nj.gov/dep/enforcement/opppc/crtk/ehscasno.pdf

For an Exemption:

You must submit a CRTK Reporting Exemption Form which you can find at: http://www.nj.gov/dep/opppc/crtk/crtkrptexemptfm.html , if your facility meets one of the following criteria:

1. Your facility is in a regulated NAICS Code however NO environmental hazardous substances (as

listed in:) were present in 2015

2. Listed substances were present but below the applicable reporting thresholds;

3. Your facility is in a regulated NAICS Code and you meet the definition of an unstaffed site

(“Unstaffed site” means a remotely operated site, not contiguous to any other staffed sites and at which no full-time or part-time employees are assigned at any time except for maintenance or emergency repair – N.J.A.C. 7:1G1.2 (h)); or

4. If you determine that your facilities are in a regulated NAICS Code and ALL FACILITIES YOU OWN IN NJ conduct administrative office functions only.

Emilcott professionals are here to help if you determine that your facility needs to file a 2015 CRTK Survey or file for an exemption. Emilcott can also act as a liaison between your organization and the New Jersey Department of Environmental Protection.


Determining Recordability

Employers are responsible for recording all work-related injuries and illnesses. If you are unable to determine if an injury or illness is recordable after you have completed the investigation, and evaluated all available documents, it is recommended that you contact the OSHA area office nearest you.


Incident Investigations and Learnings

With the amount of time that our Emilcott associates spend on different sites, they have seen just about everything when it comes to incident investigations. We thought we would share some of our incident investigation lessons learned, so that you don’t experience similar situations. Here are a couple of example “learnings” from Emilcott’s staff:


Thankful for Safety Lessons Learned

“Safety lessons” are usually “learned” as part of the accident investigation after an injury. The health and safety professional community refers to these investigations as incident investigations – following the logic that almost all worksite fatalities and injuries, along with illnesses, are not accidents – but rather they are preventable incidents.


Fire Safety Prevention and Preparation

Regardless of the industry or type of business you conduct at your work facility, fire safety should always be a main concern. Too often we get wrapped up in our work and do not take the conscious steps needed to prevent work fires. The best way to ensure the safety of your staff is through fire prevention and preparation. Talk with your staff about the following precautions they can take to be aware of their surroundings in the facility to prevent future fire emergencies.


Planning for a Fire in the Workplace is Key!

Nobody ever expects an emergency or disaster to occur in their workplace. Yet the basic truth is that emergencies can strike even in the least expected places, such as work. When it comes to workplace fires, the best way to protect yourself, your workers and your business is to develop a well-thought-out emergency action plan as a guide for when instant action is essential.


Fire Safety In the Workplace

While October is generally recognized as Fire Prevention Month, the National Fire Protection Association (NFPA) and most fire departments designate the second week of October as Fire Prevention Week.  This has roots dating date back to the Great Chicago Fire of 1871 that killed more than 250 people and left more than 100,000 homeless. The purpose of this focused effort is simple—fire safety is serious business.  It deserves a month long effort to underscore the importance of fire safety in the home, in schools and at work.  


Planning and Responding to Workplace Emergencies

September is Emergency Preparedness Month. Considering that many of us spend a good portion of each day at our jobs, being prepared at work is essential. In addition to its long list of regulations, the OSHA website has all types of information, resources and tools available to employers to help prepare for emergencies and keep employees safe, should an emergency or disasters strike. Obviously, preparedness is key, since no one can predict a fire, earthquake, explosion, etc., so employers must establish and implement effective safety and health management systems that will prepare their workers.


Acclimatizing Workers to Heat

Susceptibility to temperature-related disease may differ widely between individuals. When confronted with warm conditions for many days, individuals become gradually acclimatized. Physical improvements in blood vessels along with perspiration work to dissipate body heat more effectively. In working conditions where the heat index is large, special precautions are needed to protect un-acclimatized individuals while they acclimatize to the conditions. These precautions are especially important during the first couple days on the job.

Develop a heat acclimatization program and plans that promote individuals to work continuously at a sustainable rate during times of high heat. With working with new employees or workers who have recently taken prolonged time off from work, each individual must start with 20% of a normal work load for the first day. Each of the following days after the first, the employee is allowed to receive a work increase is no more than 20% daily.  When weather patterns lead to a quick change into excessively hot weather, all workers, including very experienced ones, should work at 50% of the normal work load in the first day of the heat wave, increasing to 60% on the second day, 80% on the third day and 100% by the fourth day. Complete acclimation may take up to two weeks for some employees. Acclimation time can change depending on an individual’s susceptibility for heat illness, medications they are taking, medical limitations, or the heat intensity of the environment they work in.