Letteratura scientifica selezionata sul tema "Petrol station employees, Workplace safety"

The oil crisis in recent years has pressurized petrol stations and associated service providers to improve efficiency and effectiveness. The accidents caused by human error and other technical incompetence lead to fatalities and environmental pollution. This paper analyses the role of Artificial Intelligence (AI) and Machine Learning (ML) in reducing the risk by various factors at retail oil and gas filling stations. The use of technology can help retail outlets in the oil and gas industry to reduce risks. This survey explores how to reduce workplace hazards at oil and gas filling stations to reduce fatalities, injuries, and other adverse health outcomes, which may be due to inhalation of toxic fumes, fire accidents, electrostatic charges, or any other artificial or natural reasons. Moreover, this review is done on how AI and ML can be used to reduce electrostatic discharges at the nozzles along with the automated replacement of human resources in hazardous situations. Therefore, the purpose includes the exploration of AI and ML technology to enhance safety at petrol and gas stations. This paper is a literature review of the articles published at different times.

Introduction: Occupational hazards are the risks to life or functioning of an individual that is inherently associated with his occupation or working environment which can have deleterious effect on the individual’s health and his working efficiency. Petrol pump attendants are one such category of workers who are constantly exposed to various hazards at their workplace. Methodology: A cross sectional study was conducted from November- December 2018 among 7 petrol pumps located in the Panjim city. Census method was used for sampling. Ethical approval was obtained from the Institutional Ethics Committee. Data was collected using pre-designed semi structured questionnaire. Data was collected using Epicollect 5 mobile app and analyzed using SPSS version 22. Result: Musculoskeletal pain was the most common health problem perceived by the study participants (49.3%) followed by frequent headaches (26.7%), eye irritation (22.7%) and stuffy nose (18.7%). Fuel spillage over skin (68%), extreme weather conditions (37.3%), fuel spillage in the eyes (32%) were the common hazards reported by the participants. None of the study participant was seen wearing goggles, mask or gloves for their personal safety. 73% of the study participants felt that the Personal Protective Equipment (PPE) should be made available for their safety. 22.7% of the study participants had high blood pressure (>140/90mmHg) at the time of interview. Conclusion: This study highlights the most common illnesses experienced by the study subjects at their work place. Provision of PPE to every worker working on the petrol station with periodic medical checkups is required.

Workplace violence is a major health and safety phenomenon. We investigate whether body-worn cameras (BWCs) can achieve a cost-effective reduction of assaults. We conducted a randomized controlled trial with train stations exposed to the highest recorded assault rates against staff in England and Wales. Treatment members of staff were equipped with BWCs and control staff were unexposed to BWCs. Official records of assaults against treatment and control staff as well as against any employee at the station complexes are used as outcome measures. Results suggest 47% significant overall reduction in the odds of assaults against BWCs-equipped staff at treatment versus controls locations—or approximately two versus four assaults, on average, per station. In addition, we found a 26% significant reduction in assaults against all employees in the treatment versus control station complexes—9 versus 12 assaults, on average, per station—suggesting that BWCs have a spatial diffusion of benefits effects. We estimate that BWCs can reduce at least 3,000 working days per year lost because of physical violence at work. We conclude that BWCs provide substantial benefits for staff health and safety to those who are equipped with the devices as well as to staff in the vicinity of BWC-equipped employees.

Abstract Ensuring work safety in manufacturing enterprises is one of the employer’s basic obligations under legal provisions. Actions taken in this area translate into a reduction in the number of registered accidents at work, occupational diseases or potentially accidental events. Limiting these types of events is possible by implementing preventive solutions to reduce the risk, employers ‘and employees’ cooperation in the field of occupational health and safety. These activities may take the form of technical solutions, but above all organizational. Enterprises use various management concepts that have an impact on improving work safety. One of the solutions eliminating or reducing hazards occurring at workplaces is the TWI (Training Within Industry) program. The TWI program is the foundation of a management culture based on continuous improvement and a continuous learning process. It is considered the starting point to implement the Lean Manufacturing concept. One of the TWI modules is aimed to creating a safe workplace, i.e. TWI-Job Safety (TWI-JS). The publication presents the results of the analysis of operations performed at a selected workstation in the production enterprise in the aspect of identifying and eliminating or limiting possible direct and indirect causes of hazards that may lead to accidents at work. For this purpose, a four-step TWI-JS method was used.

he job that gets much exposure to gasoline is selling gasoline, exposed to gasoline fumes quite often. Workers are significantly at risk of DNA damage due to the genotoxic nature of these substances. Currently, there are still many gas station workers who do not use PPE when working. Workers do not seem to pay attention and maintain personal hygiene while working. After holding the gas station and holding the money directly, eat food. Protective equipment in the workplace is often neglected by workers or employees, even by workplace management. Therefore, this study aims to analyze the characteristics of individuals using PPE at Public Fuel Filling Station (SPBU) workers. Method: This type of research is cross-sectional. The population is 46 people; using Saturated Sampling, that is the whole population. Results: the results of the study found that there was a relationship between Age, Education, Marital Status, and Period of Service with the Use of Personal Protective Equipment (PPE) at Public Fuel Filling Station (Spbu) Workers in South Aceh Regency as evidenced by a value > 0.0 00. The group that completed PPE was more dominant than the female sex group as many as ten people (62.5%), aged 30 years ten people (71.4%), secondary education 12 people (63.2%), marital status 11 people (68.8%), 11 people (64.7%), the p-value for each indicator is less than 0.05, so there is a significant relationship between each characteristic: gender, age, education, marital status, and years of service with the use of Personal Protective Equipment (PPE). Female gender, age group more than or equal to 30 years, married status, secondary education, and working period of more or equal to 2 years are more aware of completing PPE. It is recommended that male workers under 30 years, unmarried, with primary education, and working period of under two years must use complete PPE when working. Companies and the government pay attention to the safety and health of workers.

Occupational Health and Safety (K3) is a branch of science and application that studies how to prevent accidents in the workplace. One of the companies closely related to this program is PT. Swabina Gatra. Where this company is engaged in the manufacturing business in the form of "Packaged Drinking Water (AMDK)" with the brand "SWA". The problem that often occurs in this company is that the number of work accidents is still quite high. From the results of the study, the highest accident rate (incidence rate) occurred in 2018 with a figure of 5.67% for the last five years. Thus the proposed improvement that can be given using the 55 method in the kaizen concept is Seiri (Concise/Sorting) that is by applying sorting to items that are no longer used to make it easier to search when they will be reused. Seiton (Neat/Arrangement) that is by arranging things according to their place so that they are not scattered and look neat. Seiso (Cleaning/Cleaning) is by implementing a routine cleaning schedule for workers at each work station. Seiketsu (Treatment/Consolidation) is by applying employee discipline at work and implementing the appropriate Kaizen system. Shitsuke (Diligent / Refraining) is by enabling employees to consult when working with supervisors and the company should have a periodic schedule to conduct 5S/5R audits.

Fatigue is an important component for screening for “Fit for Duty” at work place. The main objective of this research paper is to identify a novel deep learning technique that can be used to screen fatigue in workplace setting. In order to achieve personal and professional goals, enhance the structure of the organization and to sustain one’s living conditions in an appropriate manner, it is necessary to take into consideration the aspects of health and safety of the employees. This research paper outlines our work on the importance of detecting health, safety and fatigue in the workplace with state-of-art technology before even starting a job. This paper proposes a real-time comprehensive employee fatigue detection algorithm based on different facial landmarks to improve the detection accuracy, which detects the employee’s fatigue status by using facial video sequences without equipping them with sensor devices. The facial area is analyzed including detection of left and right eye along with the mouth region. In this paper we are proposing a novel deep learning technique to classify high, mid and low levels of fatigue. We are performing this activity at a safe entry station (SES) which also measures other vital parameters such as Body Temperature, Eye Redness, Heart Rate and Respiration Rate. The focus of the current study is on fatigue detection and our AI pipeline achieved 91% accuracy on data points collected at various sites in identification of fatigue levels.

In the contemporary urban environment of mass transit, it falls to a small group of public officers to keep large number of travellers safe. The small size of their force and the often limited powers they exert mean that these public safety ‘transit officers’ must project more authority and control than they really have. It is this ambience of authority and control which, in most situations they encounter and seek to influence, is enough to keep the public safe. This paper examines the ambience of a group of transit officers working on the railway lines of an Australian capital city. We seek to show how transit officers are both influenced by, and seek to influence, the ambience of their workplace and the public spaces they inhabit whilst on duty, and here we take ambience to apply to the surrounding atmosphere, the aura, and the emotional environment of a place or situation: the setting, tone, or mood. For these transit officers to keep the public safe, they must themselves remain safe. A transit officer who is disabled in a confrontation with a violent offender is unable to provide protection to his or her passengers. Thus, in the culture of the transit officers, their own workplace safety takes on a higher significance. It affects not just themselves. The ambience exuded by transit officers, and how transit officers see their relationship with the travelling public, their management and other organisational work groups, is an important determinant of their work group’s safety culture. Researching the Working Lives of Transit Officers in Perth Our discussion draws on an ethnographic study of the working lives and communication cultures of transit officers (TOs) employed by the Public Transport Authority (PTA) of Western Australia (WA). Transit officers have argued that to understand fully the challenges of their work it is necessary to spend time with them as they undertake their daily duties: roster in, roster out. To this end, the research team and the employer organisation secured an ARC Linkage Grant in partnership with the PTA to fund doctoral candidate and ethnographer Christine Teague to research the workers’ point of view, and the workers’ experiences within the organisation. The two-hundred TOs are unique in the PTA. Neither of the other groups who ride with them on the trains, the drivers and revenue protection staff (whose sole job is to sell and check tickets), experiences the combination of intense contact with passengers, danger of physical injury or group morale. The TOs of the PTA in Perth operate from a central location at the main train station and the end stations on each line. Here there are change lockers where they can lock up their uniforms and equipment such as handcuffs and batons when not on duty, an equipment room where they sign out their radios, and ticket-checking machines. At the main train station there is also a gym, a canteen and holding cells for offenders they detain. From these end stations and central location, the TOs fan out across the network to all suburbs where they either operate from stations or onboard the trains. The TOs also do ‘delta van’ duty providing rapid, mobile back-up support for their colleagues on stations or trains, and providing transport for arrested persons to the holding cell or police lock up. TOs are on duty whenever the trains are running–but the evenings and nights are when they are mainly rostered on. This is when trouble mostly occurs. The TOs’ work ends only after the final train has completed its run and all offenders who may require detaining and charging have been transferred into police custody. While the public perceive that security is the TOs’ most frequent role, much of the work involves non-confrontational activity such as assisting passengers, checking tickets and providing a reassuring presence. One way to deal with an ambiguous role is to claim an ambience of power and authority regardless. Various aspects of the TO role permit and hinder this, and the paper goes on to consider aspects of ambience in terms of fear and force, order and safety, and role confusion. An Ambience of Fear and Force The TOs are responsible for front-line security in WA’s urban railway network. Their role is to offer a feeling of security for passengers using the rail network after the bustle of the work day finishes, and is replaced by the mainly recreational travels of the after hours public. This is the time when some passengers find the prospect of evening travel on the public transport rail network unsettling–so unsettling that it was a 2001 WA government election promise (WA Legislative Council) that every train leaving the city centre after 7pm would have two TOs riding on it. Interestingly, recruitment levels have never been high enough for this promise to be fully kept. The working conditions of the TOs reflect the perception, and to an extent, the reality that some late night travel on public transport involves negotiating an edgy ambience with an element of risk, rubbing shoulders with people who may be loud, rowdy, travelling in a group, and or drug and alcohol affected. As Fred (all TO names are pseudonyms) comments: You’re not dealing with rational people, you’re not dealing with ‘people’: most of the people you’re dealing with are either drunk or under the influence of drugs, so they’re not rational, they don’t hear you, they don’t understand what you’re saying, they just have no sense of what’s right or wrong, you know? Especially being under the influence, so I mean, you can talk till you’re blue in the face with somebody who’s drunk or on drugs, I mean, all you have to say is one thing. ‘Oh, can I see your ticket please’, ‘oh, why do I need a fucking ticket’, you know? They just don’t get simple everyday messages. Dealing with violence and making arrest is a normal part of this job. Jo described an early experience in her working life as a TO:Within the first week of coming out of course I got smacked on the side of the head, but this lady had actually been certified, like, she was nuts. She was completely mental and we were just standing on the train talking and I’ve turned around to say something to my partner and she was fine, she was as calm as, and I turned around and talked to my partner and the next thing I know I ended up with her fist to the side of my head. And I went ‘what the hell was that’? And she went off, she went absolutely ballistic. I ended up arresting her because it was assault on an officer whether she was mental or not so I ended up arresting her.Although Jo here is describing how she experienced an unprovoked assault in the early days of her career as a TO, one of the most frequent precursors to a TO injury occurs when the TO is required to make an arrest. The injury may occur when the passenger to be arrested resists or flees, and the TO gives chase in dark or treacherous circumstances such as railway reserves and tunnels, or when other passengers, maybe friends or family of the original person of concern, involve themselves in an affray around the precipitating action of the arrest. In circumstances where capsicum spray is the primary way of enforcing compliance, with batons used as a defence tool, group members may feel that they can take on the two TOs with impunity, certainly in the first instance. Even though there are security cameras on trains and in stations, and these can be cued to cover the threatening or difficult situations confronting TOs, the conflict is located in the here-and-now of the exchanges between TOs and the travelling public. This means the longer term consequence of trouble in the future may hold less sway with unruly travellers than the temptation to try to escape from trouble in the present. In discussing the impact of remote communications, Rubert Murdoch commented that these technologies are “a powerful influence for civilised behaviour. If you are arranging a massacre, it will be useless to shoot the cameraman who has so inconveniently appeared on the scene. His picture will already be safe in the studio five thousand miles away and his final image may hang you” (Shawcross 242). Unfortunately, whether public aggression in these circumstances is useless or not, the daily experience of TOs is that the presence of closed circuit television (CCTV) does not prevent attacks upon them: nor is it a guarantee of ‘civilised behaviour’. This is possibly because many of the more argumentative and angry members of the public are dis-inhibited by alcohol or other drugs. Police officers can employ the threat or actual application of stun guns to control situations in which they are outnumbered, but in the case of TOs they can remain outnumbered and vulnerable until reinforcements arrive. Such reinforcements are available, but the situation has to be managed through the communication of authority until the point where the train arrives at a ‘manned’ station, or the staff on the delta vehicle are able to support their colleagues. An Ambience of Order and Safety Some public transport organisations take this responsibility to sustain an ambience of order more seriously than others. The TO ethnographer, Christine Teague, visited public transport organisations in the UK, USA and Canada which are recognised as setting world-class standards for injury rates of their staff. In the USA particularly, there is a commitment to what is called ‘the broken windows’ theory, where a train is withdrawn from service promptly if it is damaged or defaced (Kelling and Coles; Maple and Mitchell). According to Henry (117): The ‘Broken Windows’ theory suggests that there is both a high correlation and a causal link between community disorder and more serious crime: when community disorder is permitted to flourish or when disorderly conditions or problems are left untended, they actually cause more serious crime. ‘Broken windows’ are a metaphor for community disorder which, as Wilson and Kelling (1982) use the term, includes the violation of informal social norms for public behaviour as well as quality of life offenses such as littering, graffiti, playing loud radios, aggressive panhandling, and vandalism.This theory implies that the physical ambience of the train, and by extension the station, may be highly influential in terms of creating a safe working environment. In this case of ‘no broken window’ organisations, the TO role is to maintain a high ‘quality of life’ rather than being a role predominantly about restraining and bringing to justice those whose behaviour is offensive, dangerous or illegal. The TOs in Perth achieve this through personal means such as taking pride in their uniforms, presenting a good-natured demeanour to passengers and assisting in maintaining the high standard of train interiors. Such a priority, and its link to reduced workforce injury, suggests that a perception of order impacts upon safety. It has long been argued that the safety culture of an organisation affects the safety performance of that organisation (Pidgeon; Leplat); but it has been more recently established that different cultural groupings in an organisation conceive and construct their safety culture differently (Leith). The research on ‘safety culture’ raises a problematic which is rarely addressed in practice. That problematic is this: managers frequently engage with safety at the level of instituting systems, while workers engage with safety in terms of behaviour. When Glendon and Litherland comment that, contrary to expectations, they could find no relationship between safety culture and safety performance, they were drawing attention to the fact that much managerial safety culture is premised upon systems involving tick boxes and the filling in of report forms. The broken window approach combines the managerial tick box with managerial behaviour: a dis-ordered train is removed from service. To some extent a general lack of fit between safety culture and safety performance endorses Everett’s view that it is conceptually inadequate to conceive organisations as cultures: “the conceptual inadequacy stems from the failure to distinguish between culture and behavioural features of organizational life” (238). The general focus upon safety culture as a way of promoting improvements in safety performance assumes that compliance with a range of safety systems will guarantee a safe workplace. Such an assumption, however, risks positioning the injured worker as responsible for his or her own predicament and sets up an environment in which some management officials are wont to seek ways in which that injured worker’s behaviour failed to conform with safety rules or safety processes. Yet there are roles which place workers in harm’s way, including military duties, law enforcement and some emergency services. Here, the work becomes dangerous as it becomes disorderly. An Ambience of Roles and Confusion As the research reported here progressed, it became clear that the ambience around the presentation of the self in the role of a TO (Goffman) was an important part of how ‘safety’ was promoted and enacted in their work upon the PTA (WA) trains, face to face with the travelling public. Goffman’s view of all people, not specifically TOs, is that: Regardless of the particular objective which the individual has in mind and of his motive for having this objective, it will be in his interests to control the conduct of the others, especially their responsive treatment of him. This will largely be through influencing the perception and definition that others will come to formulate of him. He will influence them by expressing himself in such a way that the kind of impression given off will lead them to act voluntarily in accordance with his own plan. (3)This ‘influencing of perception’ is an important element of performing the role of a TO. This task of the TOs is made all the more difficult because of confusions about their role in relation to two other officers: police (who have more power to act in situations of public safety) and revenue project officers (who have less), as we now discuss. The aura of the TO role borrows somewhat from those quintessential law and order officers: the police. TOs work in pairs, like many police, to support each other. They have a range of legal powers including the power of arrest, and they carry handcuffs, a baton and capsicum spray as a means of helping ensure their safety and effectiveness in circumstances where they might be outnumbered. The tools of their trade are accessibly displayed on heavy leather belts around their waists and their uniforms have similarities with police uniforms. However, in some ways these similarities are problematic, because TOs are not afforded the same respect as police. This situation underlines of the ambiguities negotiated within the ambience of what it is to be a TO, and how it is to conduct oneself in that role. Notwithstanding the TOs’ law and order responsibilities, public perceptions of the role and some of the public’s responses to the officers can position these workers as “plastic cops” (Teague and Leith). The penultimate deterrent of police officers, the stun gun (Taser), is not available to TOs who are expected to control all incidents arising on duty through the fact that they operate in pairs, with capsicum spray available and, as a last resort, are authorised to use their batons in self defence. Furthermore, although TOs are the key security and enforcement staff in the PTA workforce, and are managed separately from related staff roles, they believe that the clarity of this distinction is compromised because of similarities in the look of Revenue Protection Officers (RPOs). RPOs work on the trains to check that passengers have tickets and have paid the correct fares, and obtain names and addresses to issue infringement notices when required. They are not PTA employees, but contracted staff from an outside company. They also work in pairs. Significantly, the RPO uniform is in many respects identical to that of the TO, and this appears to be a deliberate management choice to make the number of TOs seem greater than it is: extending the TO ambience through to the activities of the RPOs. However, in the event of a disturbance, TOs are required and trained to act, while RPOs are instructed not to get involved; even though the RPOs appear to the travelling public to be operating in the role of a law-and-order-keeper, RPOs are specifically instructed not to get involved in breaches of the peace or disruptive passenger behaviour. From the point of view of the travelling public, who observe the RPO waiting for TOs to arrive, it may seems as if a TO is passively standing by while a chaotic situation unravels. As Angus commented: I’ve spoken to quite a few members of public and received complaints from them about transit officers and talking more about the incident have found out that it was actually [RPOs] that are dealing with it. So it’s creating a bad image for us …. It’s Transits that are copping all the flak for it … It is dangerous for us and it’s a lot of bad publicity for us. It’s hard enough, the job that we do and the lack of respect that we do get from people, we don’t need other people adding to it and making it harder. Indeed, it is not only the travelling public who can mistake the two uniforms. Mike tells of an “incident where an officer [TO] has called for backup on a train and the guys have got off [the train at the next station] and just stood there, and he didn’t realise that they are actually [revenue protection] officers, so he effectively had no backup. He thought he did, but he didn’t.” The RPO uniform may confer an ambience of power borrowed from TOs and communicated visually, but the impact is to compromise the authority of the TO role. Unfortunately, what could be a complementary role to the TOs becomes one which, in the minds of the TO workforce, serves to undermine their presence. This effect of this role confusion is to dilute the aura of authority of the TOs. At one end of a power continuum the TO role is minimised by those who see it as a second-rate ‘Wannabe cop’ (Teague and Leith 2008), while its impact is diluted at the other end by an apparently deliberate confusion between the TO broader ‘law and order’ role, and the more limited RPO revenue collection activities. Postlude To the passengers of the PTA in Perth, the presence and actions of transit officers appear as unremarkable as the daily commute. In this ethnographic study of their workplace culture, however, the transit officers have revealed ways in which they influence the ambience of the workplace and the public spaces they inhabit whilst on duty, and how they are influenced by it. While this ambient inter-relationship is not documented in the organisation’s occupational safety and health management system, the TOs are aware that it is a factor in their level at safety at work, both positively and negatively. Clearly, an ethnography study is conducted at a certain point in time and place, and culture is a living and changing expression of human interaction. The Public Transport Authority of Western Australia is committed to continuous improvement in safety and to the investigation of all ways and means in which to support TOs in their daily activities. This is evident not only in their support of the research and their welcoming of the ethnographer into the workforce and onto the tracks, but also in their robust commitment to change as the findings of the research have progressed. In particular, changes in the ambient TO culture and in the training and daily practices of TOs have already resulted from this research or are under active consideration. Nonetheless, this project is a cogent indicator of the fact that a safety culture is critically dependent upon intangible but nonetheless important factors such as the ambience of the workplace and the way in which officers are able to communicate their authority to others. References Everett, James. “Organizational Culture and Ethnoecology in Public Relations Theory and Practice.” Public Relations Research Annual. Vol. 2. Eds. Larissa Grunig and James Grunig. Hillsdale, NJ, 1990. 235-251. 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Pidgeon, Nick. “Safety Culture and Risk Management in Organizations.” Journal of Cross-Cultural Psychology 22.1 (1991): 129-140. Shawcross, William. Rupert Murdoch. London: Chatto & Windus, 1992. Teague, Christine, and David Leith. “Men of Steel or Plastic Cops? The Use of Ethnography as a Transformative Agent.” Transforming Information and Learning Conference Transformers: People, Technologies and Spaces, Edith Cowan University, Perth, WA, 2008. ‹http://conferences.scis.ecu.edu.au/TILC2008/documents/2008/teague_and_leith-men_of_steel_or_plastic_cops.pdf›. Wilson, James, and George Kelling. “Broken Windows.” The Atlantic Monthly (Mar. 1982): 29-38. WA Legislative Council. “Metropolitan Railway – Transit Guards 273 [Hon Ed Dermer to Minister of Transport Hon. Simon O’Brien].” Hansard 19 Mar. 2009: 2145b.