Not a Member? Get access to HR news and resources that you can trust.
Standing desks and other innovative workstations can help counterbalance the negative health effects of sitting.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
Elevate Your Talent Strategy. Join us in Chicago, IL – April 24-26, 2017.
Thousands of accidents occur in workplaces throughout the United States every day. Conducting witness interviews at the scene of an accident is a crucial part of the investigatory process, as these accounts provide important information that can help explain what caused the accident.
When accidents are investigated, the emphasis should be on finding the root cause, not on finding fault, according to the
Occupational Safety and Health Administration’s (OSHA) Safety & Health Program Management Guidelines.
About the investigation process, OSHA says:
“Although a first look may suggest that ‘employee error’ is a major factor, it is rarely sufficient to stop there. A thorough analysis will generally reveal a number of deeper factors, which permitted or even encouraged an employee’s action. Such factors may include a supervisor’s allowing or pressuring the employee to take shortcuts in the interest of production, inadequate equipment, or a work practice which is difficult for the employee to carry out safely.”
Click the link for OSHA’s
accident/incident investigation guidelines.
Among the reasons to investigate workplace accidents are to:
Incidents that involve no injury or property damage should still be investigated to determine the hazards that should be corrected, said OSHA. The same principles apply to both minor and serious accidents, the agency said.
Witnesses may be under severe emotional stress or afraid to speak openly, making the interview a real challenge. OSHA advises that investigators interview witnesses as soon as possible and do this alone, not in a group, to ensure that accounts are accurate and truthful. The interview itself can occur at the scene of the accident, to better establish the positions of each person involved, or away from the scene, where the witness may feel more comfortable and secure.
Investigators should inform witnesses that the primary purpose for taking their statements is to prevent future accidents. However, witnesses need to know that confidentiality is not assured.
If unionized employees request representation, stop the interview until a representative arrives, OSHA said.
Interviewing Do’s and Don’ts
Interviewing is an art. You want to elicit as much information as possible while putting the witness at ease. Some considerations to remember when conducting an interview:
Tactics to avoid:
General, open-ended questions to ask:
After the Interviews
The employer should analyze each witness’ statement at the conclusion of all interviews. Although there may be inconsistencies in the statements, investigators should assemble the given testimony and analyze the information along with data from the accident site.
The primary purpose of accident investigations is to prevent future occurrences, as OSHA stresses in its investigation guidelines: “The information obtained through the investigation should be used to update and revise the inventory of hazards and/or the program for hazard prevention and control. Implications from the root causes of the accident need to be analyzed for their impact on all other operations and procedures.”
Roy Maurer is an online editor/manager for SHRM.
Follow him on Twitter
SHRM OnlineSafety & Security page
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies