The long period of Trade Union decline is over

Introduction
Trade unions are an important aspect in championing for the workers rights and improvement of working conditions of the worker. For the worker to be well represented the unions must have the interest of the workers at heart. For many years trade unions have been on the decline because of the various issues including discouraging legislations formulated by different governments, uncaring employers were are more concerned about making profits and more so bad management policies of the trade unions which was managed by un-responsive managerial policies. However, today trade unions are more organized than before, and they have higher bargaining power compared to previous days. This is probably because the unions have developed better structures and policies. Today, the challenges the trade unions have, is how to gain better bargaining power at the same time balance the political powers and influences that the trade unions have.

To address this subject: the long period of union decline is over, the study paper will carry on, along the following field: trade union will have to be defined for reasons of theoretical clarity; trade union functions will be underscored; challenges of the trade unions will mentioned and the various factors which have made the trade unions become successful in the recent past, the centre of the paper, will be discussed at length; and lastly "the way forward" in terms of a conclusion will be provided.

What is trade union?
Trade union is a union formed when individuals related through employment organize themselves together to form a group that will safeguard their interests as workers. The individuals may be unskilled workers, skilled, professional or even unemployed. The major purpose of a union is to maintain and or improve the prevailing conditions of employment. The unions are used as a tool by which employees and their companies relate in the working place to create rules and regulations of employment. Good working relationships are required from both parties to maintain high production in the working place. (Arkers and Payne 1998)

Main objectives of trade union
There are several objectives of trade union; we shall examine only the first four. The main objective of trade union is:

1. To protect the interest of workers and the management by providing common understanding between the workers and the industry management

2. Is to evade industrial disagreements or conflicts and enhance good relations which are an important factor in workers' productivity and progression of the industries.

3. to create and develop the growth of democracy in the industries that is founded on labour partnership that promotes sharing of profits and also management decisions to foster individual growth of workers and at the same time benefit the industry and the country as a whole

4. Provide collective bargaining for employees in terms of better wages and improved working conditions

5. Take industrial actions by organizing strikes and lockouts to further their objectives.

Those are the main objectives although trade unions are also have more duties which they perform.

Changing fortunes
Studies on the subject of increased fortunes of the trade unions indicates that from 1980s to the 1990s transformations in the domestic industry, increase of globalization, high competition in market and international companies force for incessant innovative employment practice has improved the capability for trade unions to raise pay and also champion for better working conditions through the use of collective bargaining (Kochan and Lansbury 1997).This model of collective has become more important to counter the competitive labour market and the uncompromising companies which are ever seeking to reduce costs and increase profits. As a consequence, trade union has become more successful amongst employees (Heery 2002).

Likewise, another issue which has contributed to the increase in trade unions is the degree and range of the legal support which is needed for the workplace union membership. The case at this point is that, the scope statutory stipulations complemented by legislation, supports unionization activities of employees in a place of work. For instance in the England the modern policies put in place by the conservative administration was meant on strengthening trade union power in the place of work and in creating situations where by the employees may get a great say within an organization (Waddington 2003). In the same why the trade unions have been able to increase their political powers and thus be able to influence political decisions and policy formulation in their favour. Bach (2002) clearly observes that the current fortune of trade unions has a bearing in the influence on the political arena which has continued to increase, since more workers are increasingly becoming aware of their net worth.

In addition Hoffman (1993) makes a suggestion that, the variation in the level of unionisation amongst men and women that arise from segregation or discrimination at the work place can account for the recent past shift to better fortunes for the trade unions. In the earlier times women were greatly segregated by both the employers and the trade unions themselves. Women were not given equally opportunities as men, while at the same time those few who were in formal employment were denied chances to join in the trade unions as members. However, with a change in the employment practices through many companies offering equally opportunities more women have been able to get into formal employment. Similarly, trade unions have also embraced a principle of open membership allowing women to join these trade unions. The result has been increased membership which has translated to strong trade unions.

More so Hoffman (1997) also adds that younger workers have also increased their membership in the unions in the recent past. With the outcomes that younger people are being more and more employed in the workplace. They seem to be more susceptible of being unfairly treated in the workplace if they do not get into collectivism. This in itself has strengthened the trade unions. In addition to add to his argument, Hoffman (1997) stresses that the reduction of trade union formalities practices which to some extent hindering younger people in joining the trade unions has reduced, which has seen more younger people getting into the trade unions. These younger people tend to inject new blood in the trade unions and make them more effective and much more aggressive in their duties.

There has been improved relationship between many organizations and the trade unions which has also enhanced the fortunes of the trade unions. In improving the trade union relations, the management of organizations has undertaken several measures which includes among others the following. The management together with the union has developed constructive feelings towards each other. Managements have tried to formulate clear industrial relations policies and procedures that everybody in the union understands and agrees with. In addition in the recent past the many organizations have tried to enhance the trade unions in the ways of improving their leadership structures through not interfering with trade unions elections, this aspect has build stronger unions which can effectively articulate the needs and requirements of workers.

Looking at the most of these examined underlying issues has led in trade unions becoming more effectual in the place of work and in the wider society as a whole. The main consequence of this new drift is that trade unions membership in the recent past has become more attractive to prospective members who have increased in their numbers. As such the degree of the increase in the trade unions membership, besides the comparative increase of trade union representatives in the place of work has increased the level of the trade unions. More so in the recent past the unions have been joining together in order to improve their structures and improve their status and also their bargaining power. According to Kelly and Heery (1994), the trade unions have been undergoing transformations in revitalizing the way they work, and their structure which has resulted in the trade unions being more accountable and thus more sufficient.

Better organisational and partnership concepts undertaken by the trade unions
To further examine why the trade unions have increased in fortunes we shall examine two aspects which are better organising and also partnership which is the present argument as to why the unions have become successful. (Heery, 2002)

The standards of organising concept involves adjustment in trade union concerns, in that at present the trade unions have committed more resources in recruiting more members which have become the main objective or purpose of the trade unions against offering service to already registered union members (Heery 2002).This expansion of unionism membership to non conventional employed groups has involved inspiring activism amongst the union workforce which has allowed for liberty to determine different trade unions issues through the use of external union representation or without using the external representation (Heery 2002). This new way to unionism indicates new organising techniques which have been installed by trained trade union organisers in devoted structured promotions. Heery (2002) conjecture that this organising techniques comprises

(i) Formulating of targeted workers to spot prospective members and campaigners

(ii) using representative trade union's organising working group to persuade workers to get into the crusade of trade union

(iii) dependence on actions to make the trade union an evident basis for work recognition

(iv) individual to individual enrolment

(v) The using of adverts and the media to put pressure on resistant workers who were not willing to join the union.

In general the model behind this concept strategy is founded on the motivation that; the power of trade union is well sustained through successful place of work organisation.

On the contra the Partnership concept is connected to the approach that employment relationship that entails mutual benefit relation among the trade union and the management. The concept stresses that there are organisations which finds it equally morally responsible and also economically efficient in sharing with the trade unions matters on strategic issues of the organisational transformation (Martinez, Lucio and Stuart, 2002). In the perspective of trade union concern, partnership idea is seen to offer a chance for the trade union to press on their traditional concerns in ensuring that the rights of the workers in relation to the working conditions, for example, training, safety at the work place and other non-work associated issues are improved by employers. This has emerged from a broad wish to widen political and also social situation of the workers at their work place through having the workers get into a new relationship with their organisation's management, a relationship founded on a rightful and autonomous voice (which is not managerial directed) which permits risks at the workplace to be shared between the management and the workers, and mutual approaches taken against the challenges affecting the organisations (Martinez, Lucio and Stuart, 2002).

The partnership created then has resulted in the trade unions being more successful in their operations and more so increasing their importance in management. because of the management incorporating the trade union's contributions in their management strategies, the trade unions influence and relevance in the organisations have increased and trade unions have been seen as partners who ca assist the organisations in achieving their goals and objectives instead of the previous perceptions that trade unions are antagonists of organisations. As such the trade unions have increasingly enhanced their status and significance in the organisation, ultimately improving their fortunes and workers fortunes too.

From the above stated observations, the political opening position for both concepts of organisational and partnership undertaken by the trade unions was to seek feasible answers on the manner the trade union were to redefine themselves in changing the previous approaches where the trade unions were not successful. The trade unions have of now changed and as discussed earlier incorporated better organisation structures and enhanced partnership with employers. The organisation concepts involved redefining the trade union managerial structures and putting an emphasises on

Workers' self organisation as opposite to the organisation management being the primary organising body (Kelly1996; Heery 2002).This involved efforts in organising workers by a bottom up system of organising, and also depending on a collective strength in securing workers' recognition (Herery, 2002).This effort undertaken by the employers has entailed the organisations offering training to employees and giving them some other supportive services in making them more effective in management. Managing workers in the organisation usually extends to providing precious service to employees such as supporting training activities in their specific fields, career advancement. This is undertaken by methodical planning through the use of specialist methods. Through such trainings and support the trade unions have been able to improve their organising structure and the leadership abilities to create effective trade unions. When you look at the aforementioned measures critically, one may argue that the trade unions officers may fell threatened if the organisations start training their members, however, the issue is on improving organisation in the trade unions. Though to an extent this concept has of course created some discomfort to some union leaders, Kelly (2003) notes that the internal structure of trade unions have been able to be improved which has contributed to the trade unions being able to represent the workers in a more professional manner.

In this same regard, Carter (2000) observes that restructuring the past practice of trade unions have been the key in comprehending the importance of their members who are workers being trained. In addition Carter (2000) makes an argument following his observation that, a deliberately determined change in an organisation and the trade unions have been able to achieved through the trade unions becoming more flexible and also the organisations becoming more willing to offer better training to its employees. The change in management policies and largely played a big role in changing the fortunes of the trade unions and making them be more effective. In the complex modern world trade unions restructuring and repositioned have really helped the unions in improving their fortunes (Stirling, 2005).

Several scholars have pointed out that the continued importance of collective bargaining has been a reason for members joining trade unions especially in this competitive labour market. Stirling (2005) provides strong confirmation that new trade union members join the unions for collective grounds connected to being supported when faced with problems at their work place, whereas Waddington and Whitson (1997) made a conclusion that, individualisation features of the employment relations (for example service for employment) do not essentially imply the desertion of supporting the collective agenda of trade unions. More so in a more critical point William (1997) throw doubt in the issue of validity of the idea of individualisation among modern workers generally, he has argued that the perception of employees becoming less collective and solidarity do not discourage the trade unions in pursing their historical objectives of fighting for better working conditions of the employees. As such Stirling (2005) points out that the trade unions importance in the modern world have increase as more workers wants to be represented in the trade union to get better employment terms.

Another issue that has made the trade unions to improve their growth and power is the willingness of members to contribute to the trade unions generously and continuously. This has ensured that the trade unions have economic power required to successful represent the workers in pursing their goals.

Going back to the expression of the trade unions management partnership or collaboration concept as a strategic reason to improved trade unions, a great deal of the discussion is based on the fundamental observations which have been going on in the recent past in some sectors. For example in the UK national organisations such as "Department of Trade and Industries- Partnership Fund", has offered fine support and also technical resources to position fresh management-trade union relationships within a paradigm of a wider range of interests. Through using this system of partnership the UK is able to play as a third party and also as a major sponsor of partnership and more so, as a catalyst of the system and learning procedure applicable to the partnership (Rainbird, 2004).

In the industrial relationships, policies and the continuous difficulties management of organisations come across in responding to ever changing external environmental alterations, beside the probable effect of a possibly more trade union responsive political atmosphere. Authors such as Arkers and Payne (1998), argues that the management can not carry on advancement change without involving trade unions in regards to decision making in the organisation. Thus, Partnership has afforded the trade unions an apparent chance for increasing trade union's economic and social influence.

Conclusion
In the general Trade unions are unions formed when individuals related through employment organize themselves together to form a group that will safeguard their interests as workers. The trade unions have several objectives which they purse, but all these objectives are aimed at ensuring that the workers rights are addressed and that the working conditions of the employees are improved. In the recent past the fortunes of the trade unions have become better because of several factors which include increased need of collectivism by the employees, improved and better laws to government and protect workers, improved trade unions structures, improved working relationship between the trade unions and management leading to partnerships among other factors. As noted by Stirling (2005) trade unions will continue being vital in the workplace and their importance and influence is bound to increase.


Reference:
Arkers.P and Payne.J (1998): British Trade Unions and Social Partnership: Rhetoric, Reality and Strategy. International Journal of Human Resource Management, 9(3)

Carter.B (2000): Adoption of the Organising Model in British Trade Unions: Some Evidence From Manufacturing Science and Finance (MSF). Work, Employment and Society, Vol14 (1),

Heery.E (2002): Partnership Versus Organising: Alternative Future for British Trade Unionism. Industrial Relations Journal, Vol33 (1)

Heery.E; Kelly.J et al (2003): Union Revitalization in Britain. European Journal of Industrial Relations, Vol9(1),

Hoffman.J (1997): Globalization: Risk and Opportunities for Labour Policy in Europe .European Trade Union Institute, Brussel

Kelly.J and Heery.E (1994): Working For the Union: British Trade Union Officers, Cambridge University Press.Cambridge.

Kochan .T and Lansbury.R (1997): Lean Production and Changing Employment Relations in the International Auto Industry. Economic Industrial Democracy,Vol18,567-579.

Martinez Lucio.M and Stuart .M (2002): Testing Times: Remaking Employment Relations through Partnership in Britain. Employment Relation .Routledge,London

Rainbird.H (2004): Assessing Partnership Approaches to Lifelong Learning : A New and Modern Role For Trade Unions ? In: Stuart.M and Martinez Lucio .M (eds) Partnership and Modernisation in Employment Relations .Routledge.London.

Stirling.J (2005): There is a New World Somewhere: The Rediscovering of Trade Unionism. Capital and Class, Vol (87)

Williams .S (1997): The Nature of Some Recent Trade Union Modernization Policies in the UK. British Journal of Industrial, Vol35, (4),

Waddington.J and Whitson.C (1997): Why do People Join Union in a Period of Membership Decline? Journal of Industrial Relation, Vol35, (4),

Video Source: Youtube

Construction Project Safety Plans For Your Site

It's important to note that any construction work you do requires a construction project safety plan. It's that simple. It's also worthy of writing that no job you do is more important than the safety of those working on your site. In essence, what a construction project safety plan does is ensure that if you are ever doing a job that in anyway poses a threat to the safety of your workforce, every effort is made to reduce that threat. Similarly, it ensures that no shortcuts are made in the procedures on site, in planning or execution.

The most important factor of a Construction Project Safety Plans is that if a job cannot be done safely, it shouldn't be done. If it breaks this rule it is ruining any safety procedures you have on site, no matter how good they are.

A construction project safety plan is a way of a designated person or persons to assess and deal with any hazard on any construction site. You need to make sure that there is a qualified person doing this. Parts of this may include chemical hazards, confined spaces, working at heights or personal protective equipment usage.

What's most important here, however, is that your construction project safety plan allows for the proper co-ordination between the workforce and the Safety Management. This means you will have to ensure proper lines of communication as well as appropriate recording of any accidents, safety tests and other documentation showing due diligence.

Training your workforce is a key area where construction project safety plan comes into effect. Remember that the most important thing about planning safety is that you avoid dangers on site. If this means additional training, then so be it. Inspectors often find great joy in assessing training levels of workers, as it's often the best way to assess the general awareness of the site.

So what about the person involved in this process? What kind of a person are we looking at to ensure the smooth running of a construction project safety plan? This person not only has to have the organizational skills to run a project like this, but needs to be particularly knowledgeable in safety procedures, particularly those relating to the safety of your site particularly. This could include working at heights, or demolitions, depending on your site. They must ensure compliance with safety and health standards throughout the course of the construction project safety plan, and therefore must be well versed in those. Similarly, they must make safety inspections, and correlate safety data with the appropriate persons on site.

Going back to the original point, if a job cannot be done safety, then it should not be done. The whole point of a construction project safety plan is that we make these jobs possible by making them safer.


------

Ensafe Planning Solutions provides a downloadable construction health and safety plan for construction contractors who are unable to write their own due to lack of time, money or knowledge. The plan is compliant with current US OSHA legislation and can be easily and promptly customized to any construction site in the United States.

Chopper's Work Safety Tips

You can find additional info at the following links:

Click Here for more information
Click Here for more information

Who is responsible for your safety at work?

"Since my accident, I am a little more mindful of the suffering of other people" by George C. Wallace, portrays the outcome of accidents which inflicts great pain on individuals and their family. Accident at work is a common phenomenon in which individuals are hurt due to negligence and inadequate safety.



First-aid and medical treatment eliminate some side-effects of workplace injuries. Michael Servetus insists that "man becomes weak or ill by accident as a consequence of lack of resources. Even the most severely-ill patients must be treated with the aim of restoring their health".



The administration is responsible for safety concerns in the organisation therefore if workers are injured while at work, the administration is responsible for reparation.



Work pressure, tension, personal problems, improper maintenance of safety equipments, negligible communication and longer duration at work are some common reasons for work-related injuries. When an employee works continuously for a longer duration, especially during nights, he loses interest in the job and this creates fatigue, a frequent cause of major workplace accidents.



Late-night and early morning working hours were responsible for some catastrophes like Chernobyl, Bhopal, etc.



Several thousands of people were affected due to some workers' exhausted from irregular sleeping hours. Hence employers must ensure that their staff get sufficient relaxation and take short breaks during working hours. Employers can relieve workers from greater workloads and provide them with proper communication facilities, flexible working-hours, etc.



Security arrangements should be frequently discussed with the management to reduce accident risks.



Workers and supervisors should exploit technological advancement in safety using shoes, helmets, goggles, gloves, bright jackets, etc. There are additional procedures to aid workplace injury victims. Some of them are:



• Victim should obtain first-aid treatment and medical care, at the earliest, provided by the management.



• To obtain compensation claims, the injured person or colleagues must report about the accident to the management, insurance and police.



• Photographs or video proof should ideally accompany the complaint.



• Identify the reason behind the accident



• Make precautionary arrangements to prevent such potential accidents.



• Control panic reactions among staff



Accident claims to insurance companies' help victims emerge from the financial burden and displacement imposed due to workplace injuries. The worker is entitled to receive personal injury claims, wages, medical-care and permission for absenteeism from work. The time-frame for applying for compensation claims are variable in different countries, processed by legal professionals, who charge fees depending on the successful completion of litigation.

--

Have you been injured at work? Are you now struggling to make payments? Is your home at risk? Don't delay click on Irwin-Mitchel.com today - and get your due compensation! The quicker you act - the quicker your claim is completed and the compensation in your bank!

Goals of the Human Resources Department

The goals of the human resource management department may vary widely from organization to organization, but there are some key goals that should be the same, regardless of industry or company size. The human resource department should be strongly linked to the strategic goals of the organization and any activities should contribute to achieving those goals.

The first goal of the human resource management department is increasing productivity. Organizations that are focused on increasing productivity will make sure that the human resource department participates in all decisions that affect the implementation of strategies that will result in better productivity. Resources are devoted to the human resource management department in order to resolve current issues before new issues are presented. In addition, the human resources personnel in these organizations develop programs that contribute to productivity increases and communicate with line managers to assess program effectiveness. Finally, the organization's staff members all share responsibility for developing policies and administering programs that allow for increases in productivity.

The second goal of the human resource management department is increasing the quality of work life for an organization's employees. Many employees want more challenging work and more control over the way their work is performed. It is up to the human resource management department to develop policies and programs that increase the quality of work life for employees. Policies that may contribute to a high quality of work life include extended vacation policies, sick policies that offer extended time off for emergencies, and compensation policies that give not only cash compensation, but stock options, profit sharing, and incentive opportunities. Programs that contribute to a high quality of work life may include departmental awards programs, sales incentives, employee day care services, and job sharing.

Legal compliance is another goal for the human resource management department. Because of the legislation that affects employers and employees, the human resource management department must be careful to maintain appropriate documentation of all compliance activities and follow each piece of legislation carefully. Recruiting professionals must be careful not to discriminate based on age or gender. Organizations must be careful not to structure compensation plans based on any protected status. Organizations must also be careful to respond to all complains of sexual harassment, workplace violence, and safety concerns to ensure that these issues do not become the basis for costly litigation by employees.

Finally, gaining competitive advantage within an industry or region is also a goal of the human resource management department. Because organizations must allow the human resources department to participate in strategic decision-making, gaining competitive advantage becomes a priority of the department. The human resource management department must respond to this challenge by structuring policies and programs to encourage employees to maintain a high level of productivity and to develop creative solutions to competition-related issues.

The human resource management department has come a long way since it was known as the personnel department and performed basic functions such as recordkeeping and distributing employee paychecks. With the transformation into a strategic business unit, the human resource department must strive to meet these goals while developing policies and programs that meet the needs of employees.

Video Source: Youtube

Sexual Harassment: Gender Discrimination in the Workplace

Almost every endeavor where men are engaged in (this includes athletics, employment, politics, and academics), women also possess the skill to perform equally and succeed.



However, gender or sex discrimination has a very long history and until now, discrimination still exists, even in the workplace.



Although women are the ones that are usually discriminated because of gender, there are still some cases where men are being discriminated upon. Discrimination on the basis of gender is prohibited in a number of state and federal laws.







What is Gender Discrimination?



Gender discrimination is unequal and unfair handling based on a person's gender or sex.



The Law on Sexual Discrimination



The main federal law that prohibits sex discrimination is the Title VII of the Civil Rights Act of 1964. The act protects individuals from discrimination on employment based on a person's sex. It also includes protection from employment discrimination based on color, religion, race, and national origin.



Title VII states that it is illegal to discriminate against any applicant or employee based on his/her gender regarding the following:



• Hiring



• Promotion



• Termination



• Job training



• Compensation



• Other terms and conditions of employment



Under the Title VII, it is unlawful for any employer to do any of the following:



1. Segregate, limit, or classify applicants or employees for employment in whatever way that would deny employment opportunities to any person or affect his/her status as an employee because of a person's gender



2. Refuse or fail to discharge or hire any person, or discriminate against any person in regards to his/her terms, compensation, or employment privileges because of a person's gender



Forms of sex-based discrimination that is also covered by Title VII:



• Sexual Harassment



• Pregnancy Based Discrimination



Sexual Harassment in the workplace



Under Title VII, it is the responsibility of an employer who have 15 or more employees (this includes local and state governments)to maintain a workplace for employees that is free of any forms of sexual harassment.



What is Sexual Harassment?



Sexual harassment is defined as any unwanted or undesirable sexual conduct or advance on the job that creates a hostile, intimidating, or offensive working environment. Any behavior of a sexual nature that makes an employee feel uncomfortable may already be considered as sexual harassment.



Some examples of sexual harassment in the workplace:



• A clerk makes humiliating comments to his coworkers about female customers



• A worker sends emails to his/her coworkers containing jokes and language that are sexually explicit



• A supervisor demands to a worker that he/she must sleep with the supervisor to keep a job



• A number of workers post on an office intranet bulletin board some jokes that are sexually explicit



• An employee fondles and pinches a co-employee against his/her will



• A secretary's co-employee demeans her and refers to her by humiliating or sexist terms.



Tips for Prevention



Below are some tips for employers on how to lessen the risk of sexual harassment in the workplace:



• Implement a clear policy on sexual harassment



Employee handbooks should have policies with regards to sexual harassment. The policy should be able to:



• Clearly define sexual harassment



• State in no indefinite terms that sexual harassment will not be tolerated



• State that wrongdoers will be disciplined or fired



• State that any complaints received will be fully investigated



• State that retaliation against any person who complains about sexual harassment will not be tolerated



• Specify a clear procedure for ways on filing complaints about sexual harassment



• Train workers



Carry out training sessions for workers about sexual harassment.



• Train managers and supervisors



Carry out training sessions for managers and supervisors separate from the sessions of employees. These sessions should teach them all about sexual harassment and educate them on how to deal with employee complaints.



• Observe the workplace



Keep the lines of communication between employers and employees open. Periodically talk to employees regarding the work environment. Check for yourself if there are any forms of sexual harassment in the workplace.



• Seriously take all complaints



Immediately do some investigation if anyone complains about sexual harassment. Respond swiftly and effectively if the complaint turns out to be true.





Gender Discrimination Attorneys



If you are one of the people who experience discrimination in the workplace because of your sex or gender, you should seek legal assistance from skilled gender discrimination attorneys. They will help you in finding justice for your case.



Our expert Los Angeles employment lawyers handle gender or sex discrimination and other employment issues. Visit our website and avail of our free case analysis.

Safety Features That Prevent Escalator Accidents

Escalators have made moving through different levels so much easier and convenient to a lot of people. It’s faster and requires less effort to reach higher and lower floors. It does not even have the long waiting time you usually experience with elevators and it can be installed in most places that you can place a stair.

However, there are still inherent dangers from riding an escalator. People must remember that they are riding a moving piece of steel machinery with thousands of small and not so small moving parts.

According to the Consumer Product safety Commission (CPSC) around 17,000 people get injured and another 30 people die every year as a result of escalator accidents.

To avoid escalator accidents, all escalators in the United States and Canada are required to abide by the standards set by the American Society of Mechanical Engineers (AMSE) Standards.

The standards to be followed are the following:

• ASME A17.1 – Standard for new elevators

• ASME 17.3 – Standard for old/historic elevators

As per the ASME 17.1, the following safety features are recommended to be placed on every installed escalator.

• Anti-slide devices – These are raised circular objects that are often found on the escalator balustrade. They are designed to prevent objects and sometimes people form sliding down the smooth and sometimes slippery metal surface.

• Combplate impact switches – It stops the escalator automatically if a foreign object is caught between the steps and the comblate.

• Deflector brush – This refers to the long brush made of stiff bristles that runs up the side of escalators. It is designed to deflect objects like garments, shoes and other things away from the gap between the steps and the skirt board.

• Emergency stop button – A large red button at the end of each escalator that can be pressed to stop the machine during an emergency.

• Extended balustrades – These allows the riders to grasp the handrail before stepping into the escalator.

• Flat steps – These refers to the first two or three steps of the escalator that are flat and parallel to each other. These helps the riders maintain equilibrium or a sense of balance before the step moves up.

• Handrail inlet switches – These are sensors placed at the bottom and top of the unit that guards the handrail that automatically stops the escalator if something gets caught on those locations.

• Handrail speed sensors – Usually optical, it monitors the speed of the handrail in comparison to the speed of the steps. It sounds an alarm and automatically stops the escalator if it sees a difference in each other’s speeds.

• Missing step detector – It automatically stops escalator in case there is a missing step.

• Raised step edges – In some models, there is a difference in thread height to keep passengers’ feet from the skirt board.

• Safety instructions - Safety sign usually posted near the entrance landing platform of the escalator.

• Sensor switch – It automatically turns on the escalator when someone is detected on the first step. It automatically shuts off when there are no detected riders.

• Step demarcation lights/lines – It marks the division of each steps.

Escalator accidents may be caused by negligent actions of other people. Possible liable parties may include:

• Building owner

• Manufacturer

• Third party maintenance

If you sustained injuries because of an escalator related incident, you should get help from an experienced escalator accident attorney to help you determine who is liable for your injuries.

EPIC FAIL - Old School Safety Video - ORIGINAL!

You can find additional info at the following links:

Click Here for more information
Click Here for more information

EPIC FAIL - Old School Safety Video - ORIGINAL!

You can find additional info at the following links:

Click Here for more information
Click Here for more information