OCCUPATIONAL

INJURIES &
ACCIDENTS
 HAZARD CONTROL

◼SOURCE (Pre-contact): Engineering control

◼PATH: Administrative Control

◼RECEIVER (Point of Contact): PPEs

 MOST COMMON TYPES OF
ACCIDENTS
1. Being struck by hand tools, machines or
falling, rolling or flying objects
2. Caught by moving equipment/objects
3. Exposed to toxic substances
4. Falls
COSTS OF OCCUPATIONAL INJURY/
DISEASE
 Direct Costs for the Worker

❖ Pain and suffering of the injury or illness

❖ Loss of income
❖ Possible loss of a job
❖ Health-care costs
 Direct Costs for Employers

❖Payment for work not performed

❖Medical and compensation payments
❖Repair or replacement of damaged machinery and
equipment
❖Reduction or a temporary halt in production
❖Increased training expenses and administration costs
❖Possible reduction in the quality of work
❖Negative effect on morale in other workers
 Indirect Costs for Employers

▪Injured/ill worker has to be replaced

▪New worker has to be trained and given time to adjust
▪Time devoted to obligatory investigations, to the
writing of reports and filling out of forms
▪Arouses the concern of fellow workers and influence
labour relations in a negative way
▪ Poor health and safety conditions result in poor
public relations
 OCCUPATIONAL ACCIDENTS

◼98% - preventable

• 88%- unsafe act

• 10%- unsafe condition
◼■ 2% - non- preventable
 UNSAFE ACTS

• The human action that departs from a standard or

written job procedure or common practice, safety
rules, regulations or instructions.
• Operating Equipment without Authority
• Disregard of SOP or instruction
• Removing Safety Devices
• Using Defective Equipment
• Improperly/non-use of PPE
• Horseplay
• Willful intent to injure
• Working while under the influence
of alcohol or drugs
UNSAFE ACTS
 UNSAFE CONDITIONS

◼The physical or chemical property of a

material, machine or the environment which
could result in injury to a person, damage or
destruction to property or other forms of
losses.
• Inadequate guards/protection
• Defective tools, equipment
• Congestion
• Inadequate warning systems
• Fire and explosion hazards
• Absence of warning devices
UNSAFE CONDITIONS
COMMON REASONS FOR ACCIDENTS

◼“oras na niya”
◼“Malas lang siya”
◼“Tanga Kasi”
◼“Kasama sa trabaho”

NOT REAL CAUSES…....ONLY EXCUSES

 OCCUPATIONAL ACCIDENT

◼refers to an unexpected and unplanned

occurrence, including acts of violence
arising out of or in connection with work
which results in one or more workers
incurring personal injur y, disease or death.
 OCCUPATIONAL INJURY

◼refers to any personal injur y, disease or

death resulting from an occupational
accident.
 Employee’s
Compensation Program

◼Designed to provide employees and

their dependents with income and
other benefits in the event of a work-
connected injur y, sickness, disability
or death.
◼Assures workers total protection
through a comprehensive benefit
package
Agencies involved in the implementation of
the Employees Compensation Program.

The Employees’ Compensation Commission (ECC) which

is mandated to initiate, rationalize and coordinate
policies of the ECP and to review appealed cases from
the administering agencies of the ECP.

Government Service Insurance System (GSIS)

Social Security System(SSS).

 WORK CONTINGENCIES 

COMPENSABLE UNDER THE ECP
◼The following are compensated under the
new ECP:
▪Work-connected injury or accident;
▪Work-connected sickness; and
▪Any disability or death resulting from any
work-connected accident or work-
connected sickness.
 COMPENSABLE SITUATIONS

Injuries or death resulting from accident -

▪ which happened at the workplace

▪ which happened while performing his official function

▪ Which happened outside of the workplace while

performing an order of his employer

▪ while the employee was performing an act within the

time and space limits of his employment to minister to
personal comfort
 COMPENSABLE SITUATIONS

Injuries or death resulting from accident –

▪while going to or coming from place of work

▪while the employee is inside a company shuttle

bus or vehicle

▪which occurred during a company-sponsored

activity

▪Death due to assault when it occurred in the

course of performance of official functions
 COMPENSABLE OCCUPATIONAL
DISEASE

◼Listed Occupational disease

◼If not listed as Occ. disease, the employee can show
evidence or proof that the risk of contracting such
sickness was increased by working conditions
◼However, this does not include aggravation of pre-
existing illness.
 COMPENSATION BENEFITS

◼Medical services, appliances and supplies for

injury or sickness
◼Rehabilitation services for permanent
disability
◼Carer's allowance for permanent disability
 COMPENSATION BENEFITS

◼ Daily cash income benefit for temporary

total disability (TTD)

◼Monthly cash income benefit for permanent

total disability (PTD) on a lifetime basis
 COMPENSATION BENEFITS

◼Monthly cash income benefit for permanent

partial disability (PPD)

◼Monthly cash income benefit for death, also

on lifetime basis, except for benefit paid to
secondary beneficiaries, which is a monthly
pension not to exceed 60 months but not less
than fifteen thousand pesos (P15,000.00)
 PERMANENT TOTAL DISABILITY

◼ Temporar y total disability lasting continuously for more

than one hundred twenty days, except as otherwise
provided for in the Rules

 
◼ Complete loss of sight of both eyes

 
◼ Loss of two limbs at or above the ankle or wrist 

◼ Permanent complete paralysis of two limbs 

◼ Brain injur y resulting in incurable

imbecility or insanity
 
SUSPENSION OF INCOME BENEFITS

◼Recovers from the permanent disability

◼If employee becomes gainfully employed

◼Failed to present himself for examination at

least once a year
 PERMANENT PARTIAL DISABILITY

◼Shall mean any injur y or illness which results in the

loss or loss of use of any member or par t of a
member of the body regardless of any pre-existing
disability of the injured member or impaired body
function
 PERMANENT PARTIAL DISABILITY

◼ One thumb - 10
 ◼One arm - 50


One index finger - 8
 One hand - 39

One middle finger - 6
 One foot - 31

One ring finger - 5
 One leg - 46

One little finger - 3
 One ear - 10

One big toe - 6
 Both ears - 20

One toe - 3
 Hearing of one ear - 10


 Hearing of both ears - 50

Sight of one eye - 25
 PERMANENT PARTIAL DISABILITY

▪A loss of a wrist shall be considered a loss of the

hand
▪ A loss of an elbow shall be considered a loss of the
arm
▪ A loss of an ankle shall be considered a loss of the
foot
▪A loss of a knee shall be considered a loss of the leg
▪A loss of more than one joint shall be considered a
loss of the whole finger or toe
▪ A loss of only the first joint shall be considered a
loss of one-half of the whole finger or toe
 TEMPORARY TOTAL DISABILITY

◼Shall mean any injur y or illness which does not

result in death or permanent total or permanent
par tial disability but which results in disability from
work for a day or more
 WHEN IS DEATH COMPENSABLE?

◼Death is compensable when it resulted from

a work-connected injury or sickness.
◼In case an employee dies, his beneficiaries
are entitled to receive the income benefit.
The status of the beneficiaries shall be
determined at the time of employee's death.
 When is an injury, sickness, disability or
death not compensable? 


When these are due to:

❖ employee's intoxication under the influence of
liquor or prohibited drugs

❖ willful intention to injure or kill himself or

another

❖ notorious negligence, deliberate act to

disregard own safety or ignored established
warning or precaution
WORKPLACE HEALTH
POLICIES AND
PROGRAMS
◼Mang Ben, 53 years old, has been working as a
stevedore in Manila North Harbor for 25 years. Under
extreme heat and sometimes harsh rains, Mang Ambo
worked his way to complete his task to earn his daily
wage. “No work, no pay” is a common practice in
stevedoring operations in North Harbor.
◼ He lives in a nearby slum in one-bedroom makeshift
house under harsh living conditions.  Mang Ben
contracted Pulmonary Tuberculosis (PTB). Because
of the infection, Mang Ambo’s employer terminated
his services.

Was termination of Mang Ambo the proper

and just course of action take?
 TB PREVENTION AND CONTROL IN THE
WORKPLACE

DEPARTMENT ORDER 73-05



Guidelines for the Implementation of Policy and Program on
Tuberculosis Prevention and Control in the Workplace

▪COMPONENTS:
1. PREVENTIVE STRATEGIES:
- TB Awareness program
- DOTS
2. MEDICAL MANAGEMENT
- TB Case finding
- Case Holding (treatment)
- Reporting and Recording of cases
- Referral to DOTS centers
3. SETTING UP A DATABASE
 TB PREVENTION AND CONTROL

IN THE WORKPLACE

4. SOCIAL POLICY
- Non-discrimination
- Work accommodation
- Restoration to work
5. ROLES AND RESPONSIBILITIES OF WORKERS WITH TB
OR AT RISK FOR TB
6. ROLES AND RESPONSIBILITIES OF EMPLOYERS
7. IMPLEMENTATION AND MONITORING
 POLICIES OF CASE FINDING

1. Sputum Smear examination is the preferred method for the

diagnosis of TB prior to initiation of treatment (3 sputum
specimens)

2. If smear negative he shall be made to undergo X-ray, culture

and others, if necessar y.

3. No diagnosis of TB shall be made based on the result of X-

ray examinations alone.

4. PPD skin test should not be used

as a basis for diagnosis.
 POLICIES OF CASE HOLDING
(TREATMENT)

1. Directly Obser ved treatment (DOT) – a

strategy developed to ensure treatment compliance.

2. Treatment shall consist of at least 3 anti-TB drugs during the

intensive phase and 2 drugs in
the maintenance phase.

3. Complete drug regimen shall be provided for each patient

once star ted on treatment.

4. Sputum follow-up examination shall be done as scheduled

to monitor treatment response.
 DRUG-FREE WORKPLACE POLICIES AND PROGRAMS 

FOR THE PRIVATE SECTOR 

D O L E D E PA R T M E N T O R D E R 5 3 - 0 3

Guidelines for the implementation of Drug-free workplace in

accordance with Article V R.A. No. 9165 Comprehensive Dangerous
Drugs Act of 2002

◼ COMPONENTS
1. Advocacy, education and training
2. Drug testing program for officers and employees
▪ Random drug test
▪ Strict confidentiality shall be observed
▪ Utilize accredited testing centers
▪ Use screening and confirmatory test
▪ Drug test valid for 1 year
▪ All cost of testing shall be borne by the employer
3. Treatment, rehabilitation, and referral
▪ Also to include assistance and counseling programs
4. Monitoring and evaluation
▪ Health and safety committee may be tasked for this purpose
 H I V / A I D S AWA R E N E S S A N D P R E V E N T I O N P R O G R A M 

IN THE WORKPLACE

R.A. 8504.THE PHILIPPINE AIDS PREVENTION AND
CONTROL ACT OF 1998

▪ This act promulgates policies and prescribes

measures to prevent and control the spread of
HIV/AIDS on the Philippines

1. Education in the Workplace in all offices both government (CSC)

and private (DOH)
2. Only DOH accredited centers are qualified to do HIV/AIDS testing
3. Complusory HIV testing is not allowed. However, voluntary
testing is encouraged for high risk individuals.
4. It is unlawful to require HIV testing as a precondition for any
employment or admission to a school.
5. There are provisions to protect confidentiality of medical
information regarding identity and status of persons with HIV.
6. Free pre-test and post-test counseling must be provided by all
testing centers, clinics and laboratories.
 DISCRIMINATION POLICIES

◼Prohibited in any form from pre-employment to

post-employment, this includes hiring, promotion, or
assignment based on actual, perceived or suspected
HIV status.
◼Unlawful to terminate anyone from work solely on
this basis.
◼Punishable with imprisonment 6 mos.-4 yrs. With
fine > 10,000 and revokation of license of offending
agency.
HEPATITIS B WORKPLACE POLICY AND PROGRAM 

D E PA R T M E N T A D V I S O RY N O . 0 5 S E RIE S O F 20 1 0

Prevention of Hepatitis B infection in the workplace shall be achieved

through the implementation of the following strategies:
1. All establishments are encouraged to provide Hepatitis B immunizations
for all its workers.
For those occupations with conceivable risk of Hepatitis B transmission
in the workplace such as health care workers and other workers whose
occupation involves the potential for exchange of body fluids, Hepatitis B
vaccination is required.
2. Measures to improve working conditions, such as adequate hygiene
facilities, containments and proper disposal of infectious and potentially
contaminated materials shall be provided.
3. Personal Protective Equipment shall be made available for all workers in
high risk occupations at all times.
4. Workers should be given training and information on adherence to
standard or universal precautions in the workplace.
 HEPATITIS B WORKPLACE POLICY AND
PROGRAM 

DEPARTMENT ADVISORY NO. 05 Series of 2010

Non-discriminatory Policy and Practices 


1. There shall be no discrimination of any form against workers on the basis of
their Hepatitis B status consistent with international agreements on non-
discrimination ratified by the Philippines (ILO C111).
2. Individuals found to be Hepatitis B positive shall not be declared unfit to work
without appropriate medical evaluation and counseling.
3. Workers shall not be terminated on the basis of actual, perceived or suspected
Hepatitis B status.
4. Persons with Hepatitis B-related illnesses should be able to work for as long as
medically fit.

Confidentiality
Job applicants and workers shall not be compelled to disclose their Hepatitis B
status and other related medical information. Access to personal data relating to
a worker’s Hepatitis B status shall be bound by the rules of confidentiality and
shall be strictly limited to medical personnel or if legally required.
HEPATITIS B WORKPLACE POLICY AND
PROGRAM 

DEPARTMENT ADVISORY NO. 05 Series of 2010

Work Accommodation and Arrangement

1.Employers shall take measure to reasonably accommodate workers who are
Hepatitis B positive or with Hepatitis B-related illnesses.
2.Through agreements between management and workers’ representatives,
measures to support workers with Hepatitis B are encouraged through flexible
leave arrangements, rescheduling of working time and arrangement for return to
work.  

Screening, Diagnosis, Treatment and Referral to Health Care

Services
1. Workplaces shall establish a referral system and provide access to diagnostic
and treatment services for its workers for appropriate medical evaluation/
monitoring and management.
2. Adherence to the guidelines for healthcare providers on the evaluation of
Hepatitis B positive workers is highly encouraged
3. Screening for Hepatitis B as a pre-requisite to employment shall not be
mandatory
ZERO ACCIDENT PROGRAM (ZAP)

◼The Zero Accident Program or ZAP is one of the

flagship programs of the DOLE led by the
Occupational Safety and Health Center.

◼The ZAP aims to promote the safety and health of

Filipino workers across industries and companies in
the Phil. workplaces.

◼The building blocks of ZAP are advocacy, compliance,

training. Networking linkages, program monitoring and
evaluation and productivity link-up.