Tuesday, April 30, 2024
HEATSTROKE AT WORK - by Nik Zafri
Source : https://www.weather.gov/images/wrn/Infographics/2022/heat-symptoms-2022-final.png
#Heatstroke is a severe heat-related illness that occurs when the body's temperature regulation system fails due to prolonged exposure to high temperatures and humidity. It's a medical emergency and can be life-threatening if not treated promptly.
I fully support NIOSH Malaysia initiative and recommendations on the need to address the issue more seriously.
Workers who are exposed to extreme heat or work in hot environments may be at risk. Exposure to extreme heat can result in occupational illnesses and injuries. Heat stress can result in heat stroke, heat exhaustion, heat cramps, or heat rashes. Heat can also increase the risk of injuries in workers as it may result in sweaty palms, fogged-up safety glasses, and dizziness. Burns may also occur as a result of accidental contact with hot surfaces or steam.
Workers at risk of heat stress include outdoor workers and workers in hot environments such as firefighters, bakery workers, farmers, construction workers, miners, boiler room workers, factory workers, and others.
Workers at greater risk of heat stress include those who are 65 years of age or older, are overweight, have heart disease or high blood pressure, or take medications that may be affected by extreme heat.
(CDC/NIOSH US)
Prevention of heat stress in workers is important. Employers should provide training to workers so they understand what heat stress is, how it affects their health and safety, and how it can be prevented.
In Malaysia - 2 deaths among 45 heatstroke cases reported 2024, says Director General of Health Malaysia. This trend is should raise enough redflags that the issue of heatstroke must be prevented and recognized as an occupational safety and health problem.
In the construction industry, I encourage fully that clients, consultants and contractors to include heatstress and heatstroke as part of the Occupational Safety and Health and Environment Plans or part and parcel of contract requirements, Job Safety/Hazard Analysis, Risk Assessment and Method Statements.
A) ROOT CAUSES
There are several factors can contribute to heatstroke in occupational settings :
1) High Temperatures
Working in environments with high temperatures, especially in industries like construction, agriculture, and manufacturing, can increase the risk of heatstroke.
2) High Humidity
High humidity reduces the body's ability to cool itself through sweating, leading to increased risk of heat-related illnesses.
3) Physical Exertion
Strenuous physical activity without adequate breaks and hydration can lead to heatstroke, as the body generates more heat and requires more cooling.
4) Lack of Hydration
Not drinking enough fluids, particularly water, can lead to dehydration, making it harder for the body to regulate its temperature.
The impact of heatstroke can be severe and even fatal if not treated promptly. Symptoms include high body temperature (above 104°F or 40°C), altered mental state or behaviour, nausea and vomiting, flushed skin, rapid breathing, and a rapid heartbeat. Without intervention, heatstroke can lead to damage to the brain, heart, kidneys, and muscles, and it can ultimately result in death.
B) PREVENTION
To reduce the risk of heatstroke in occupational settings, employers and workers can take several preventive measures :
1) Provide Adequate Training
Educate workers about the signs and symptoms of heat-related illnesses, including heatstroke, and train them on preventive measures.
2) Modify Work Practices
Schedule strenuous tasks for cooler times of the day, if possible, and provide frequent breaks in shaded or air-conditioned areas.
3) Hydration
Encourage workers to drink plenty of water throughout the day, even if they don't feel thirsty, and provide easy access to water sources.
4) Provide Shade and Ventilation
Ensure that workers have access to shaded areas or air-conditioned spaces where they can take breaks to cool down.
5) Use Personal Protective Equipment (PPE)
Lightweight, breathable clothing can help workers stay cool, and wearing hats with wide brims can provide protection from the sun.
6) Monitor Workers
Supervisors should regularly monitor workers for signs of heat-related illnesses and encourage them to take breaks as needed.
7) Emergency Response Plan
Have a plan in place for responding to heat-related emergencies, including heatstroke, and ensure that all workers know what to do in case of an emergency.
8) Job Safety Analysis
A job safety analysis (JSA) is a great hazard assessment that can be beneficial to mitigating heat stress. Heat conditions can change rapidly and management commitment to adjusting heat stress controls is critical to prevent heat illness. An individual at the job site should be responsible for monitoring conditions and implementing the employer's heat plan throughout the workday. This individual can be anyone with the proper training, which includes knowing how to
- identify and control heat hazards;
- recognize early symptoms of heat stress;
- administer first aid for heat-related illnesses; and
- activate emergency medical services quickly when needed.
(JSABuilder)
By implementing these measures, employers can help reduce the risk of heatstroke and create safer working environments for their employees.
INITIATIVE AT GLOBAL SCALE
Control of Heatstress and Heatstrokes at work are also related generically to Sustainable Development Goals and for companies practicing proper control, assessment, having the necessary documentation should be given incentives. tax reliefs or any other benefits. These perks should also be extended should the control covers the surroundings such as the community as part of their social responsibility program.
Thursday, April 11, 2024
Give more chances to Bumiputera companies in the RE field
Tuesday, April 9th, 2024 at Business | News
Numerous Bumiputera companies possess the necessary qualifications and capabilities to complete the project effectively
by SHAUQI WAHAB & VEISHNAWI NEHRU
AS MALAYSIA endeavours to strengthen its renewable energy (RE) capacity, the discourse surrounding integrating Bumiputera companies into this sector has grown increasingly prominent.
This article delves into the ramifications of excluding Bumiputera entities from significant RE contracts against the backdrop of Solarvest Energy Sdn Bhd’s recent appointment to install solar power systems at over 300 Petroliam Nasional Bhd (Petronas) petrol stations nationwide.
While some argue for selecting companies purely on merit, others question how inclusive the procurement process really is. The debate highlights the push for Bumiputera involvement, concerns about the economic effects and the challenge of balancing merit with inclusivity in Malaysia’s RE contracts.
Advocacy for Bumiputera Inclusion in the RE Sector
Malay Chamber of Commerce Malaysia (DPMM) president Norsyahrin Hamidon said Petronas has consistently provided significant opportunities to Bumiputera companies in the oil and gas (O&G) industry over the past several decades.
“While we are not aware of the financial and commercial aspects of the Petronas petrol stations’ solar power contract awarded to Solarvest, the technical aspects of it from design to installation, commissioning and maintenance are straightforward.
“Numerous Bumiputera companies possess the qualifications necessary to bid successfully for such projects and deliver them effectively,” he told The Malaysian Reserve (TMR).
Norsyahrin explained that, as is generally known, 30% of the list of turnkey or engineering, procurement and construction-rated companies in the country is Bumiputera-owned and including those Sustainable Energy Development Authority-registered (SEDA) solar photovoltaic (PV) service providers, there would be at least 60 companies.
“In other words, there are many Bumiputera companies that have the merits and capabilities necessary to be included in the bid process.
“What DPMM takes into consideration is that in the long run, Gentari Renewables Sdn Bhd will be a major player in the renewable energy sector, in particular the solar PV power installations.
“Gentari Renewables, a subsidiary of Gentari Sdn Bhd, is planning to plant up to 30 gigawatts-peak (GWp) of solar plants globally,” he added.
Norsyahrin stated that Petronas’ self-consumption requirements (not just the petrol stations but all Petronas plants within the petroleum industries) are already large, and in the next few decades may hit some 15GWp to 20GWp capacity requirement in Malaysia alone.
“It is, therefore, important for Bumiputera players in the energy sector and solar PV industry, in particular, to closely follow, monitor and meaningfully participate in all Gentari Renew- ables’ present and future projects.
“We would like to see that Gentari Renewables also act like the Japanese ‘sogo shosha’ to facilitate Malaysian companies especially Bumiputera to penetrate and have a strong foothold in the global RE and solar energy markets,” he said.
Commenting further, Norsyahrin said DPMM is hopeful that after several rounds of discussion between DPMM and Gentari, there may be a better form of collaboration between Gentari Renewables and Bumiputera players in the industry including improving Bumiputera technical, commercial and financial capacities to participate in Gentari Renewables various energy transition projects in the future.
“We are positive that through the proposed collaboration framework being pursued now any unfair challenges and obstacles. If there are any it can be effectively addressed.
“DPMM will be facilitating and coordinating with Persatuan Industri Tenaga Boleh Baharu dan Alam Sekitar and Malaysian Energy Professionals Association as well with other associations in the RE industry to maximise their members’ participation in Gentari,” he explained.
Norsyahrin further stated that DPMM proposes a specific allocation for solar power works within the National Energy Transition Roadmap’s (NETR) target of 60GWp including what’s planned by Petronas or Gentari Renewables.
“The gap in business activity, productive capacity and profitability (measured by gross operating surplus) between Bumiput- era and non-Bumiputera is simply too big and is dangerously unsustainable.
“Addressing this gap is essential, otherwise, continued inequality could jeopardise the sustainability of the Malaysian economy as a whole and create political challenges,” he said.
Addressing the issue, a representative from United Solar Energy (M) Sdn Bhd said the company was not invited to be part of the Bumiputera candidates for the contract.
The representative also commented that a minimum equity by Bumiputera should be incorporated if they are serious about supporting Bumiputera businesses.
“Also, those who participated in the tender should be ensured to have Bumiputera equities only then sufficient opportunities for Bumiputera companies able to compete fairly for the said contract,” the representative said.
TMR tried to get comments from other Bumiputera industry players but was unable to get a response at press time.
Bumiputera Exclusion’s Economic Impact on RE Contracts
Universiti Teknologi MARA Faculty of Business and Management Department of Economics and Financial Studies senior lecturer Dr Mohamad Idham Md Razak said Gentari Renewables merit-based appointment of Solarvest Energy for their RE project can have a positive ripple effect on Malaysia’s competitiveness in this sector.
“By prioritising qualifications over ethnicity, they set a precedent for attracting the most skilled and experienced firms, fostering innovation, efficiency and ultimately driving down project costs.
“This not only benefits Gentari Renewables with a potentially successful project but also sends a strong signal to other players, encouraging them to focus on building strong technical capabilities to compete effectively in the growing RE market,” he told TMR.
Besides, Mohamad Idham said the exclusion of Bumiputera players from the solar power system installation contract at Petronas’ stations could have detrimental effects on the socioeconomic development and inclusivity goals set by the government.
By excluding them from such contracts, he said it would cause risks of widening the economic gap and impede their progress toward economic empowerment.
“Furthermore, this exclusion undermines the government’s commitment to fostering inclusivity and diversity in economic opportunities, hindering efforts to build a more equitable society and achieve sustainability,” he said.
Commenting further, Mohamad Idham stated Gentari Renewables’ decision could potentially have significant economic repercussions across various fronts within the RE sector.
He believed that in terms of employment opportunities, the exclusion of Bumiputera players might lead to a loss of jobs and hinder the development of skilled labour within these communities, thereby impacting overall employment rates and exacerbating socioeconomic inequalities.
“Secondly, regarding revenue distribution, the absence of Bumiputera involvement may concentrate wealth and economic benefits within certain segments of society, potentially leading to disparities in income distribution and hindering broader economic development.
“Finally, in terms of industry growth, excluding Bumiputera players could impede the sector’s expansion by limiting diversity
and innovation, ultimately slowing down the pace of technological advancement and market competitiveness within the renewable energy industry as a whole,” he said.
Balancing Merit and Inclusivity
Meanwhile, weighing in on the matter, Noma SWO Consult associate partner and Gerson Lehrman Group’s (GLG) council member Nik Zafri Abdul Majid highlights the advantages and potential drawbacks of such a move.
One of the key points raised by Nik Zafri is the ambiguity surrounding the term “merit” which he questioned what criteria are used for that.
“While turnkey has been known for several advantages such as streamlined project management and reduced client responsibility, there are several disadvantages as well along the way,” he noted.
Nik Zafri said although turnkey contracts streamline project management, reduce client responsibility and offer convenience, they also pose challenges such as limited client control over project execution and potential disputes over project scope and performance standards.
He emphasised that awarding contracts solely based on merit could have unintended consequences.
“If merit criteria are narrowly defined or perceived as preferential treatment favouring large firms, it could be of disadvantage to smaller or local companies, including Bumiputera companies.
“Furthermore, if merit is not inclusive of diverse perspectives, backgrounds and expertise, it could result in a lack of diversity among contractors and suppliers,” he commented.
To address these concerns and promote inclusivity and competitiveness in the RE sector, Nik Zafri suggested implementing transparent and inclusive tender processes which include setting higher quotas for Bumiputera participation, providing incentives for Bumiputera companies and fostering partnerships between small and large firms to transfer knowledge and build capacity within the Bumiputera industry.
While the decision to award contracts based on merit aims to promote fairness and efficiency, it also raises questions about inclusivity and socioeconomic impact.
Hence, Nik Zafri believed that balancing these considerations is crucial for fostering a vibrant and competitive RE sector in Malaysia.
“If DPMM believes that tender processes are biased or unfair, they may be less inclined to participate, leading to reduced competition for contracts,” he said.
Nik Zafri added that Bumiputera small and medium enterprises (SMEs) are particularly vulnerable to the effects of perceived preferential treatment.
“If tender processes are seen as favouring established players, Bumiputera SMEs may struggle to compete, limiting their growth opportunities and stifling entrepreneurship in the sector.
“Thus, to mitigate these economic implications, it’s crucial for governments and organisations overseeing tender processes to prioritise transparency, accountability and fair competition,” he commented.