Injury & Illness & Workplace Violence Prevention Program

Injury & Illness & Workplace Violence Prevention Program

 

Employee Access to the Injury & Illness Prevention Program 

 

Our Associates – or their designated representatives - have the right to examine and receive a copy of our IIIPP. The method to accomplish this is checked below: 

 

  • Contact safety@sasrlink.com to receive a copy.  A copy of the program will be provided within a reasonable time, but not later than five (5) business days after the request is received from an employee or designated representative.   

  • An updated copy of the IIPP can be accessed at all times through the SASR Mobile app Knowledge Base.  

 


Table of Contents 

Injury & Illness Prevention Program 

Cal/OSHA Injury and Illness Prevention Program Requirements 2 

Company Safety Policy/ Safety Coordinator 4 

Safety Training and Communication 5 

Safety Meeting Record 6 

New-Hire Training Checklist 7 

Safety Training Log 8 

Safety Communication Log 9 

Hazard Identification and Correction 10 

Safety Inspection Checklist 11 

Safety Policy Enforcement/Disciplinary Procedures 12 

Accident Investigation and Reports 13 

Sign-In Sheet w/ Accident Investigation Form QR Code 14 

Injury & Illness Prevention Program Review 15 

Workplace Violence Prevention Program 

Program Access 16 

Policy Statement 17 

Definitions 18 

Responsibility and Accountability 19 

Compliance 20 

Hazard Assessment 21 

Record Keeping & Review 21 

Workplace Survey 22, 23, 24 

Training and Instruction 25 

Violence Incident Log               26 

Company Safety Policy 

The management of SASR Workforce Solutions recognizes that workplace safety is an essential element in our business for humanitarian, economic and legal reasons.   

Management has dedicated itself to providing the active leadership and support necessary to develop and maintain a successful Injury and Illness Prevention Program (IIPP) with these objectives: 

  • Provide a safe and healthy work environment for all employees. 

  • Minimize the risk of human and economic losses resulting from unnecessary personal injury or property damage.   

  • Ensure the security, protection and well-being of the personnel and property of our company. 

  • Comply with all existing safety and health laws that apply to the workplace.   

The success of our Injury and Illness Prevention Program requires the full, earnest cooperation of each employee.  Safety must be considered a vital part of every job in our company.   

We welcome your safety suggestions and feedback.  Please contact our Safety Coordinator at safety@sasrlink.com. We will always maintain confidentiality when requested.  

Our goal is zero incidents and the best way to achieve this is through encouraging employees to be observant, offer their suggestions, and to foster a safety culture that eliminates unsafe acts and conditions to create an optimally safe and efficient work environment.   

 

___________________________________ 

Senior Safety Manager  

___________________________________ 

Associate VP, Human Resources  

Safety Rules 

Safety begins on day one.  All Associates have access to a copy of the IIPP, Safety Manual through the WURKNOW knowledge base and acknowledge their commitment to maintaining a safe work environment through the SASR Safety Pledge. It is the responsibility of the Associate to watch the general safety rules video attached to every job posting inside of WURKNOW.  

SASR led projects require the Project Coordinator is on-site ongoing training will occur to begin every Field Associates work shift. The expectation is the Project Coordinator will follow the 3 step SASR Huddle below. Training will be documented and submitted daily with the sign in sheets.  

  1. The Project Coordinator will cover the scope of work for the shift. 

  1. The Project Coordinator will cover a relevant safety topic utilizing the safety training moments in the knowledge base. 

  1. The Project Coordinator will lead every Field Associate through the stretching program located in the knowledge base.  

Safety Communication 

Effective safety communication between management and employees is paramount to the company’s success.  The following methods will be used: 

  • Employee safety meetings conducted by on-site leadership as part of the SASR Huddle 

  • New employee safety pledge occurs at time of hire 

  • Employee newsletter distributed monthly with safety messages 

  • Participation in or communication from the Safety Committee.  The committee will meet all Cal/OSHA requirements including: 

  • Members from field management and internal management 

  • Meets no less than quarterly 

  • Reviews worksite inspection reports and Field Associate suggestions  

  • Reviews accident investigations and develops plans for corrective action 

  • Prepares and makes available written records of issues discussed at meeting  

All safety communication efforts will be documented using one of the following: 

  • Basic safety rules videos   

  • Safety Communication Log 

  • Safety Committee Meeting Records 

 

Safety Meeting Record 

  • A follow up email containing the meeting Power Point PDF will be sent to all safety committee participants with the following information:  

  • Date of meeting 

  • Topics discussed 

  • List of attendees  

  • Suggestions  

  • Follow up  

  • The records must be retained for 5 years inside one drive.  

  

SASR Basic Safety Rules Video 

* If you are unsure how to do a task safely, ask your project coordinator or store personal leading the project.  

*  The following personal protective equipment (PPE) is required to be worn or used with consistency.  

 Example: Box Cutter.            _______________________.    ______________________.  

*   Report all accidents or injuries to your project Coordinator or Talent Consultant immediately, no matter how minor.   

* Do not operate any machines or equipment on which you have not been formally trained. 

*  Report any safety hazards or defective equipment to safety@sasrlink.com immediately.   

* Do not remove, tamper with, or override any guard, safety device or interlock. 

* Never use equipment with inoperative or missing guards or interlocks. 

* Being under the influence of alcohol or legal/illegal substances while on the premises is strictly prohibited. 

* Never engage in horseplay or fighting. 

* Use lifting techniques described in the employee knowledge base. Use a cart, hand truck or two-person lift for heavy or awkward loads.    

* Use a ladder when accessing high stock or tasks.  Never stand on chairs, boxes, or racks.   

* After dark, exit the facility in pairs. Report any suspicious behavior.   

* Ask the Project Coordinator or store personal leading the project for the location of the Chemical Safety Data   Sheets (SDS). 

* Understand emergency preparedness plans as posted. These are normally located in the client breakroom. 

* Attend all client or SASR lead safety meetings.  Read/understand written & posted safety messages. 

_________________________________________________________________________________________ 

_________________________________________________________________________________________ 

_________________________________________________________________________________________ 

 

 


Safety Communication Log 
 

 

Newsletter Topic and or campaign topic 

 

Date Distributed 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Hazard Identification and Correction 

 

Informal safety inspections, to include evaluation of the facility, equipment, and processes will be completed by the Safety Manager, Account Manager, and Field Managers on an ongoing basis. The form will be completed electronically and retained in ZOHO. The information will be utilized to proactively to address trends.  

Field Associates are encouraged to report unsafe conditions or practices by informing their Field Manager, Project Coordinator or Talent Consultant, or via email to safety@sasrlink.com. 

Formal safety inspections will be conducted using the Safety Inspection Checklist after every accident.  Any deficiencies identified on the checklist will be immediately addressed and communicated to safety@sasrlink.com. The deficiencies will be reported to the sales and account management to for follow up with the client.     

Safety Inspection Checklist 

 

 

Yes 

No 

Comments /Corrective Action 

Floors dry and in good repair? 

 

 

 

Non-slip mats in good repair and used effectively? 

 

 

 

Aisles and corridors kept clear? 

 

 

 

Good housekeeping standards?  Stock neatly arranged? 

 

 

 

Exits marked and free of obstruction? 

 

 

 

Emergency lighting packs in place and functional? 

 

 

 

Ample lighting? 

 

 

 

Only authorized safety cutters in use? 

 

 

 

Ladders in good repair? 

 

 

 

Employees lifting safely? 

 

 

 

No leaning shelving? 

 

 

 

Electrical panels unobstructed? 

 

 

 

Emergency evacuation routes posted? 

 

 

 

Fire extinguishers mounted where identified? 

 

 

 

Fixtures stacked neat and safely? 

 

 

 

First-aid kits on hand and well stocked? 

 

 

 

Eye wash station in place & tested?  Unobstructed? 

 

 

 

Chemicals safely stored and labeled?  SDS’s on hand? 

 

 

 

Personal protective equipment (PPE) being used? 

 

 

 

Hand trucks, pallet jacks and carts in good repair? 

 

 

 

Field Associates trained to use gondola move equipment? 

 

 

 

Gondola moving equipment in working order? 

 

 

 

Product being secured or removed prior to gondola move? 

 

 

 

Employees wearing appropriate footwear? 

 

 

 

Are entrances and exits under observation? 

 

 

 

Chemicals safely stored and labeled?  SDS’s on hand? 

 

 

 

Outside lighting is sufficient at entrance/exits doors and parking lot for overnight shifts? 

 

 

 

Is the worksite located in a high crime area? 

 

 

 

Are restrooms for employees only or also for public use? 

 

 

 

Employee restrooms equipped with lockable doors? 

 

 

 

Is there a designated safe area for employees to go during a workplace violence incident? 

 

 

 

Are employees working in overcrowded spaces? 

 

 

 

Do employees know how to report any and all safety concerns? 

 

 

 

Inspection Completed By: 

Date: 

Safety Policy Enforcement/Disciplinary Procedures 

Compliance with the company Injury and Illness Prevention Program (IIPP) is mandatory and shall be considered a condition of employment. 

The failure to adhere to safety policies and procedures established by our company can have a serious impact on everyone concerned. Unsafe acts cannot only threaten the well-being of the individual involved, but of his/her co-workers. 

The following actions will be used to assure employee compliance with safety policies and procedures: 

  • Supervisor evaluation of employee practices 

  • Retraining 

  • Disciplinary action 

Just as SASR Workforce Solutions has specific disciplinary measures for general employment rules, policies and procedures, it also utilizes these same disciplinary measures for the enforcement of safety rules, policies and procedures.   

Information on disciplinary measures, termination/suspension policies and procedures, grievance procedures, and applicable staff member laws can be found in the Employment Policies and Practices Section of the Employee Handbook. 

 

Accident Investigation 

An accident investigation will be completed to determine the cause of any workplace accident.  Corrective action will be implemented to prevent future recurrence.    

The assigned investigator will interview the injured worker and witnesses using open ended questions. Photos will be taken, and possible surveillance video reviewed to accurately understand the event.   

The Accident Investigation Form will be completed, and corrective actions implemented as soon as possible following the incident. 

Accident Investigation Report 

The accident investigation report is on-line and can be accessed through the QR code located on every sign in sheet. The form must be filled out by the Project Coordinator, Field Manager, or Talent Consultant within 24 hours of a reported incidence.  

 

Injury & Illness Prevention Program Review 

 

Effective program implementation, regular revisions/updates and recordkeeping are required for this program to conform with state standards.  The Injury & Illness Prevention Program will be reviewed annually and revised as necessary.  Any significant changes will be communicated with the employees. 

Employee Access to the Workplace Violence Prevention Program 

 

Our Associates – or their designated representatives - have the right to examine and receive a copy of our WVPP. The method to accomplish this is checked below: 

 

  • Contact employeerelations@sasrlink.com to receive a copy.  A copy of the program will be provided within a reasonable time, but not later than five (5) business days after the request is received from an employee or designated representative.   

  • An updated copy of the WVPP can be accessed at all times through the SASR Mobile app Knowledge Base.  

  

POLICY STATEMENT (July 2024) 

 

SASR Workforce Solutions is committed to our employees' safety and health. We refuse to tolerate any form of violence in the workplace and will make every effort to prevent violent incidents from occurring by implementing a Workplace Violence Prevention Program (WVPP). We will provide adequate authority and budgetary resources to responsible parties so that our goals and responsibilities can be met.  

All managers, leads, supervisors and employees are responsible for implementing and maintaining our WVPP Program. We encourage employee participation in designing and implementing our program. We require prompt and accurate reporting of all violent incidents whether or not physical injury has occurred. We will not discriminate against victims of workplace violence.  

A copy of this policy statement and WVPP Plan is readily available to all employees and from Employee Relations and the Knowledge Base. 

Our plan ensures that all employees, including supervisors and managers, adhere to work practices that are designed to make the workplace more secure, and do not engage in verbal threats or physical actions which create a security hazard for others in the workplace.  

All employees, including managers, leads and supervisors, are responsible and accountable for using safe work practices, for following all directives, policies and procedures, and for assisting in maintaining a safe and secure work environment.  

Any concerns and/or incidents should be sent directly to speakup@sasrlink.com 

The management of our establishment is responsible for ensuring that all safety and health policies and procedures involving workplace security are clearly communicated and understood by all employees. Managers, leads and supervisors are expected to enforce the rules fairly and uniformly. The WVPP Plan will be reviewed and updated annually.  

 

DEFINITIONS 

  

Emergency - Unanticipated circumstances that can be life threatening or pose a risk of significant injuries to employees or other persons. 

    

Serious injury or illness - Any injury or illness occurring in a place of employment or in connection with any employment that requires inpatient hospitalization for other than medical observation or diagnostic testing, or in which an employee suffers an amputation, the loss of an eye, or any serious degree of permanent disfigurement, but does not include any injury or illness or death caused by an accident on a public street or highway, unless the accident occurred in a construction zone. 

  

Threat of violence - Any verbal or written statement, including, but not limited to, texts, electronic messages, social media messages, or other online posts, or any behavioral or physical conduct, that conveys an intent, or that is reasonably perceived to convey an intent, to cause physical harm or to place someone in fear of physical harm, and that serves no legitimate purpose. 

  

Workplace violence - Any act of violence or threat of violence that occurs in a place of employment. 

  

Workplace violence includes, but is not limited to, the following: 

  

  • The threat or use of physical force against an employee that results in, or has a high likelihood of resulting in, injury, psychological trauma, or stress, regardless of whether the employee sustains an injury. 

  

  • An incident involving a threat or use of a firearm or other dangerous weapon, including the use of common objects as weapons, regardless of whether the employee sustains an injury. 

  

  • The following four workplace violence types: 

  

Type 1 violence - Workplace violence committed by a person who has no legitimate business at the worksite and includes violent acts by anyone who enters the workplace or approaches employees with the intent to commit a crime. 

  

Type 2 violence - Workplace violence directed at employees by customers, clients, patients, students, inmates, or visitors. 

  

Type 3 violence - Workplace violence against an employee by a present or former employee, supervisor, or manager. 

Type 4 violence - Workplace violence committed in the workplace by a person who does not work there but has or is known to have had a personal relationship with an employee. 

  

Workplace violence does not include lawful acts of self-defense or defense of others. 

 

 

RESPONSIBILITY AND ACCOUNTABILITY 

The Workplace Violence Prevention Program Administrator is the Sr. Employee Relations Manager and (he/she) has the authority and responsibility for implementing the provisions of this program for SASR Workforce Solutions. All managers, leads, supervisors and employees are responsible for implementing and maintaining the WVPP in their work areas and for answering employee questions about the program.  

In addition, a WVPP Planning Group will be established to assess the vulnerability to workplace violence at our establishment and reach agreement on preventive actions to be taken. This group will be responsible for developing employee training programs in violence prevention and plans for responding to acts of violence. They will also audit our overall Workplace Violence Prevention Program.  

 

The Workplace Violence Prevention Group will consist of:  866-867-5571

Name:__Elyse Jameson__ Title:_Sr. Mgr Employee Relations_      

Name:__Duane Rash__ Title:_Sr. Mgr Safety____________      

Name:__Adam Foster_____       Title:_AVP HR__________________   

Name:    Brandon Smith___ Title:_National Sales Mgr___________

Name:__Lindsay Blackford___ Title:_National Account Manager__

Name:__Bradley Cooper___ Title:_AVP, Technology___________

Name:__Jason Effinger__ Title:_Sr. Mgr Recruiting__________  

 

 

 

COMPLIANCE 

All employees are responsible and will be held accountable for using safe work practices, for following all directives, policies and procedures, and for assisting in maintaining a safe and secure work environment.  

Managers, supervisors and employees will comply with work practices that are designed to make the workplace more secure and will not engage in threats or physical actions which create a security hazard for others in the workplace. Managers and supervisors will:  

  • Inform employees, supervisors and managers about our Workplace Violence Prevention Program.  

  • Evaluate the performance of all employees in complying with our establishment's workplace security measures.  

  • Recognize employees who perform work practices which promote security in the workplace.  

  • Provide training and/or counseling to employees who need to improve work practices designed to ensure workplace security.  

  • Discipline employees for failure to comply with workplace security practices.  

  • Follow established workplace security directives, policies and procedures.  

Managers and supervisors will maintain an open, two-way communications system on all workplace safety, health and security issues. Our establishment has a communication system designed to encourage a continuous flow of safety, health and security information between management and our employees without fear of reprisal and in a form that is readily understandable. Our communication system consists of the following items: 

  • New employee Onboarding includes our establishments workplace security policies, procedures and work practices. 

  • Periodic review of our Workplace Violence Prevention Program with all personnel.  

  • Training programs designed to address specific aspects of workplace security unique to our establishment.  

  • Regularly scheduled safety meetings with all personnel that include workplace security discussions.  

  • A system to ensure that all employees, including managers and supervisors, understand the workplace security policies.  

  • Distributed workplace security information.  

  • A system for employees to inform management about workplace security hazards or threats of violence.  

  • Procedures for protecting employees who report threats from retaliation by the person making the threats. 


HAZARD ASSESSMENT 

The Workplace Violence Prevention Group will perform workplace hazard assessment for workplace security in the form of record keeping and review, periodic workplace security inspections, and a workplace survey. The assessment group will identify workplace violence and security issues and make recommendations to management and employees. (Form on page 10-11).  

RECORD KEEPING AND REVIEW 

Note: Care must be taken to ensure appropriate confidentiality of medical and personnel records, as required by the ADA (Americans with Disabilities Act) and other applicable regulations or policies.  

Periodic updates and reviews of the following workplace violence reports and records will be made:  

  • Occupational Safety and Health Administration (OSHA) 300 logs  

  • Workplace violence incident reports  

  • Information compiled for recording assault incidents or near-assault incidents (i.e. Threat & Assault Log)  

  • Insurance records  

  • Police reports  

  • Workplace survey  

  • Accident investigations  

  • Training records  

  • Grievances  

  • Inspection information  

  • Other relevant records or information  

The records review will be performed on the following schedule: ____Annually___________. 

 

Workplace Security Inspections Periodic inspections to identify and evaluate workplace security hazards and threats of workplace violence will be performed by the following observer(s) in the following areas of our workplace:  

Observer Area  

FM/AM/HR Job Locations 

Periodic inspections are performed according to the following schedule: 

  • As locations are visited by appropriate personnel / Post Incident______________  

  • When we initially established our Workplace Violence Prevention Program;  

  • When new, previously unidentified security hazards are recognized;  

  • When occupational injuries or threats of injury occur; and  

  • Whenever workplace security conditions warrant an inspection.  

Periodic inspections for security hazards consist of identification and evaluation of workplace security hazards and changes in employee work practices and may require assessment for more than one type of workplace violence. Our establishment performs inspections for each type of workplace violence by using the methods specified below to identify and evaluate workplace security hazards.  

Inspections for workplace security hazards from violence by strangers (Type 1) include assessing: 

  • The exterior and interior of the workplace for its attractiveness to robbers.  

  • The need for security surveillance measures, such as mirrors or cameras.  

  • Posting of signs notifying the public that limited cash is kept on the premises.  

  • Procedures for employee response during a robbery or other criminal act.  

  • Procedures for reporting suspicious persons or activities.  

  • Posting of emergency telephone numbers for law enforcement, fire and medical services where employees have access to a telephone with an outside line.  

  • Limiting the amount of cash on hand and using time access safes for large bills.  

  • Staffing levels during evening hours of operation and at other high-risk times.  

  • The use of work practices such as "buddy" systems, as appropriate, for identified risks (e.g., walking employees to their cars or mass transit stops at the end of the workday).  

  • Adequacy of lighting and security for designated parking lots or areas.  

  • Other: ______________________________________________________ 

 

 

 

Inspections for workplace security hazards from violence by customers or clients (Type 2) include assessing:  

  • Access to, and freedom of movement within, the workplace.  

  • Adequacy of workplace security systems, such as door locks, security windows, physical barriers and restraint systems.  

  • Frequency and severity of threatening or hostile situations that may lead to violent acts by persons who are service recipients of our establishment.  

  • Employees skill in safely handling threatening or hostile service recipients.  

  • Effectiveness of systems and procedures to warn others of a security danger or to summon assistance, e.g. alarms or panic buttons.  

  • The use of work practices such as "buddy" systems, as appropriate, for identified risks (e.g., walking employees to their cars or mass transit stops at the end of the work day).  

  • Adequacy of lighting and security for designated parking lots or areas.  

  • The availability of employee escape routes.  

  • Other: _______________________________________________________ 

 

Inspections for workplace security hazards from violence by co-workers (Type 3) include assessing:  

  • How well our establishment's anti-violence policy has been communicated to employees, supervisors and managers.  

  • How well our establishment's management and employees communicate with each other.  

  • How well our employees, supervisors and managers know the warning signs of potential workplace violence.  

  • Access to, and freedom of movement within, the workplace by non-employees, specifically recently discharged employees.  

  • Frequency and severity of employee-reported threats of physical or verbal abuse by managers, supervisors or other employees.  

  • Any prior violent acts, threats of physical violence, verbal abuse, property damage or other signs of strain or pressure in the workplace. 

  • Employee disciplinary and discharge procedures.  

  • Other: _____________________________________________________  

 

Inspection for workplace security hazards from violence by personal relations include assessing:  

  • Access to, and freedom of movement within, the workplace by non-employees, specifically personal relations with whom one of our employees is having a dispute.  

  • Frequency and severity of employee-reported threats of physical or verbal abuse which may lead to violent acts by a personal relation.  

  • Adequacy of workplace security systems, such as door locks, security windows, and physical barriers.  

  • Any prior violent acts, threats of physical violence, verbal abuse, property damage or other signs.  

  • The use of work practices such as "buddy" systems, as appropriate, for identified risks (e.g., walking employees to their cars or mass transit stops at the end of the workday).  

  • Adequacy of lighting and security for designated parking lots or areas.  

  • Warnings or police involvement to remove personal relations of employees from the worksite and effectiveness of restraining orders. 

WORKPLACE SURVEY 

Under the direction of the Workplace Violence Prevention Administrator & Group, we distributed a survey among all of our employees to identify any additional issues that were not noted in the records review or the security inspection. 

**Phone:  (919) 861-6964  email: speakup@sasrlink.com 

 

TRAINING AND INSTRUCTION  

We have established the following policy on training all employees with respect to workplace violence and security.  

All employees, including managers and supervisors, shall have training and instruction on general and job-specific workplace security practices. Training and instruction shall be provided when the Workplace Violence Prevention Program is first established and periodically thereafter. Training shall be provided to all new employees and to other employees for whom training has not previously been provided. It shall also be provided to all employees, supervisors, and managers given new job Exercises for which specific workplace security training for the job Exercise has not previously been provided. Additional training and instruction will be provided to all personnel whenever the employer is made aware of new or previously unrecognized security hazards.  

General workplace violence and security training and instruction includes, but is not limited to, the following:  

  • Explanation of the Workplace Violence Prevention Program including measures for reporting any violent acts or threats of violence.  

  • Recognition of workplace security hazards including the risk factors associated with the four types of violence.  

  • Measures to prevent workplace violence, including procedures for reporting workplace security hazards or threats to managers and supervisors.  

  • Ways to defuse hostile or threatening situations.  

  • Measures to summon others for assistance.  

  • Employee routes of escape.  

  • Notification of law enforcement authorities when a criminal act may have occurred.  

  • Emergency medical care provided in the event of any violent act upon an employee.  

  • Post-event trauma counseling for those employees desiring such assistance.  

In addition, we provide specific instructions to all employees regarding workplace security hazards unique to their job Exercise, to the extent that such information was not already covered in other training.  

We have chosen the following items for training and instruction for managers, supervisors and employees:  

  • Crime awareness.  

  • Online training module for WVPP 

  • Communication procedures.  

  • Proper work practices for specific workplace activities, occupations or Exercises, such as late-night retail sales, taxi-cab driver, security guard, law enforcement, health care, public transportation, etc. 

  • Self-protection.  

  • Dealing with angry, hostile or threatening individuals.  

  • Using the "buddy" system or other assistance from co-employees. 

  • Awareness of indicators that lead to violent acts by service recipients.  

  • Employee assistance programs.  

  • Review of anti-violence policy and procedures.  

  • Managing with respect and consideration for employee well-being.  

  • Pre-employment screening practices.  

  • Role playing a violent incident.  

 

INCIDENT INVESTIGATION  

Our procedures for investigating incidents of workplace threats of violence and physical injury include:  

  • Reviewing all previous incidents.  

  • Visiting the scene of an incident as soon as possible.  

  • Interviewing threatened or injured employees and witnesses.  

  • Examining the workplace for security risk factors associated with the incident, including any previous reports of inappropriate behavior by the perpetrator.  

  • Determining the cause of the incident. 

  • Taking corrective action to prevent the incident from recurring.  

  • Recording the findings and corrective actions taken. 

 

 

 

 

 

 


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