Most of us have heard of cold-related illnesses such as frostbite, hypothermia, chilblains, and trench foot. All are illnesses related to cold stress. But the cold is insidious and works its way deep into the body where it indirectly causes cold-related problems.
Workers with chronic diseases such as asthma or arthritis are more likely to suffer flare-ups in cold weather.
Cold stress also decreases the worker’s dexterity, coordination, mental skills, and causes an overall decline in performance that negatively affects worker safety. Workers are more prone to accidents.
Also, working in the cold increases the likelihood of employee sprains and strains. This turns up as a health issue such as a low back strain. However, all muscles and tendons have less resistance to harm when exposed to cold weather.
What is Cold Stress?
Cold stress is the way your body responds cold temperatures stemming from heat escaping from part of your body, such as hands, limbs, feet, and/or head. When the body has prolonged contact with cold, lengthy exposure is a physical and mental challenge to your body.
Humans lose heat four ways:
The best way to avoid cold weather stress leading to cold weather illness or injury involves changing work habits and wearing the right clothing.
Changing Work Habits
How long an employee works in cold weather depends on wind and air temperature. The colder the temperature and the stronger the wind, the shorter work periods are. The following table, adopted by the American Conference of Governmental Industrial Hygienists (ACGIH) as Threshold Limit Values (TLVs) for cold stress is an excellent guide for management in establishing the length of a work period.
Forklifts have revolutionized the construction industry. However, using them creates the risk of serious injury and death for drivers, other employees, and pedestrians.
Although following the rules for forklift operation – safety checks, maintenance inspections, and so on –are time consuming, they’re essential for workplace safety.
To help ensure that your construction projects stay productive and accident-free, we’d recommend these guidelines:
Designate walking and driving paths.
Many accidents happen because a worker was in the wrong place at the wrong time. Help prevent such incidents by clearly marking paths for foot traffic and forklift lanes. Yellow tape is easier to notice than signs, and won’t become covered with dirt or debris like floor marks.
Have the right tires.
A blowout could cause an accident or halt productivity. The type of tire is perhaps the most important difference between forklifts that only operate indoors and those used indoors. While indoor forklift-tire sizes relate to truck weight, aisle and lift height, tires for outdoor lifts aim to prevent punctures.
Identify gradient inconsistencies.
The floor gradient is an important consideration because slight changes can cause a tip-over. This is the number one cause of death and serious injury to forklift operators.
Because forklift designs vary significantly, choose the appropriate model. The first factor to consider is the maximum load. Trying to lift a load that exceeds this capacity can damage the arms or cause a tip-over. When possible, assign drivers who have experience with the model you’re using. If this isn’t an option, make sure the driver understands the limitations of this forklift and can do pre- and post-operation maintenance checks.
Our agency’s specialists would be happy to help keep your staff and equipment safe on the job.
A preventable electrical injury occurs in the workplace every 23 minutes.
Jim White, training director for Shermco Industries, Inc., a Dallas-based electrical power systems test and maintenance company, has developed this list of 10 tips for keeping workers safe from shocks, burns, and electrocution on the job:
Develop a zero-tolerance policy toward energized work.
Get serious about “no hot work.” This includes conducting an electrical hazard analysis for energized work. Fine and discipline violators.
Get out in the field or plant and see what your workers are doing.
(aka “management by walking around”).
Develop checklists or other ways to track who is qualified to perform which tasks.
Some businesses use job-task analyses to provide a blueprint of employees’ activities.
Train your employees.
To be qualified to perform any task, workers must know the construction, operation, and hazards associated with the equipment they’re using. Make supervisors responsible for knowing what employees can – and can’t – do safely.
Develop safe work practices and procedures.
Practices such as energized electrical work permits, clearance procedures, and switching orders can help prevent accidents and can help document that the right steps were taken. These precautions become especially important in case of an accident.
Perform periodic safety audits.
When workers know that they’ll be subject to random audits, they’ll try to maintain safe work procedures and practices. Remember: what gets measured, gets done.
Conduct job briefings
any time the scope of the work changes significantly and when new or different hazards are present.
Be cautious about implementing safety awards programs
, especially if they might discourage accident reporting.
Become familiar with industry standards.
Examples include with NFPA 70E and the IEEE (Institute of Electrical and Electronics Engineers) Guide for Performing Arc Flash Hazard Calculations.
If you don’t have it in writing, you never did it. Show a good-faith effort; OSHA will notice – and compliance could save you big dollars and legal penalties.
Although many women work through their pregnancies without difficulty, some of them with physically demanding jobs or complicated pregnancies might seek accommodation at some point. However, the Americans with Disabilities Act (ADA) does not define pregnancy as a disability or disorder, but as a natural process related to reproduction.
If pregnancy is not a disability, are pregnant women entitled to accommodation? What about women with pregnancy-related impairments? Are they covered by the ADA Does the Pregnancy Discrimination Act (PDA) entitle pregnant women to the accommodations they need to continue working during pregnancy? Are there state laws that entitle pregnant women to accommodation? These are the types of questions are being examined by the National Women’s Law Center (NWLC) and other women’s legal organizations. According to NWLC, both the ADA and the PDA often require reasonable accommodation for pregnancy.
Let’s start with the ADA. The regulations interpreting the ADA Amendments Act (ADAAA) state that pregnancy-related impairments can meet the definition of disability if they substantially limit a major life activity. Pregnant employees with impairments that meet the definition of disability will be entitled to an accommodation under the ADA. Because the ADAAA has broadened the definition of disability to include many temporary and less severe impairments, more workers with pregnancy-related impairments will now qualify for direct coverage.
In addition, the interaction between the PDA and the ADA will often result in a heightened duty to accommodate even pregnant employees who do not meet the ADA’s definition of disability. NWLC argues that the PDA requires employers to treat pregnant women at least as well as other employees with similar limitations in their ability to work. Because the ADA requires employers to accommodate a wider variety of medical conditions, pregnant women will often have similar limitations to people who are entitled to accommodations under the act – which means that they’ll be entitled to accommodations as well. For example, the Equal Employment Opportunity Commission (EEOC) has made it clear that the ADA requires reasonable accommodation of a temporary back injury that leaves an employee unable to lift 20 pounds for a few months. Because pregnant workers must be treated as well as employees with similar work limitations, a worker who has been instructed not to lift weights of more than 20 pounds because of her pregnancy must also be accommodated, according to NWLC.
To ensure that employers’ legal obligations to provide accommodations are unmistakable, the NWLC and a broad coalition of groups from the health, disability, and women’s rights communities are urging Congress to pass the Pregnant Workers Fairness Act (PWFA) – draft legislation which states that pregnant women are entitled to reasonable accommodations that can be provided without undue hardship to an employer. These are the same types of accommodations that are available to people with disabilities under the ADA. In addition, some state laws already give pregnant workers’ rights to workplace accommodations, as described in a recent report by Equal Rights Advocates.
Accommodating pregnant employees is also in the financial interest of employers. The NWLC provides several sound business reasons why employers should accommodate their pregnant employees in the same way that they do for workers with disabilities. Data show that the costs of these accommodations are likely to be minimal, and that providing them will have bottom- line benefits to the employer: including reduced workforce turnover, increased employee satisfaction and productivity, and lower Workers Compensation and other insurance costs.
Despite the legal and financial arguments, some employers are still not accommodating pregnant employees. This is why the EEOC recently identified “accommodating pregnancy-related limitations under the ADAAA and the PDA” as a priority area for itsenforcement efforts through 2016.
If you are an employee who was not accommodated during your pregnancy or you believe you were discriminated against on the basis of pregnancy, the NWLC would like you to share your story. Employers interested in sharing their experiences accommodating pregnant employees or in consulting about best practices are also invited to contact NWLC, at firstname.lastname@example.org.
Keep in mind that when it comes to providing accommodation ideas, Job Accommodation Network (JAN) consultants will brainstorm accommodation ideas for anyone with any type of limitation, including limitations related to pregnancy, whether or not the ADA covers the condition. So, if you’re an employer trying to accommodate pregnant employees, or a pregnant employee looking for accommodation ideas to offer your employer, feel free to contact JAN for assistance!
-Linda Carter Batiste, J.D.,
Principal Consultant with comments from the National Women’s Law Center
P.S. Speaking of job accommodations, HRThatWorks members can join us for a joint webinar with JAN on Providing Accommodations for Employees with Mental Health Impairments, to be held March 20th at 1PM EST by going tohttps://www1.gotomeeting.com/register/324256449.
Combine concern about the performance of the marketplace with an increasing number of options under 401(k) plans and the importance of employee education about these plans becomes obvious.
An increasing number of employers see the best way to provide such education is through one-on-one counseling, according to the latest Annual Survey of Profit Sharing and 401(k) Plans, released by the Profit Sharing/401(k) Council of America.
Although holding seminars and using Web sites to offer information and access to frequently asked questions remain popular, the survey found that employees – particularly at smaller companies – were more likely to take advantage of and learn more from one-on-one interaction. For smaller employers (fewer than 49 plan participants), 56.6% obtain advice. For employers with 50-199 participants, only 27.5% sought advice. The number for larger employers (more than 200) dropped to a measly 13.5%.
One advantage that smaller employers enjoy is the ability to offer one-on-one counseling more efficiently. Obviously, an advisor or team of advisors can meet with employees at one or two locations more easily than at dozens or hundreds of job sites. What’s more, the fewer employees and advisors, the more confident the employer can be that the advice offered is consistent.
To make it more convenient for employees to get information about your 401(k) plans, why not let our retirement planning professionals help by providing one-on-one counseling at your workplace? You’ve provided the opportunity; let us help your employees create the reality.
Workers, shaken by the woes impacting the economy, have adjusted their visions of retirement according to a recent nationwide study.
The 13th Annual Transamerica Retirement Survey, based on responses from 3,600 American workers, found that the majority of respondents (56%) plan to work past age 65 and to continue working after they retire, (54%) despite workers’ demonstrated commitment to saving, fewer than two in five (39%) believe that they’re building a secure nest egg – thus reinforcing the need to redefine “retirement readiness” in a way that reflects financial reality.
According to the survey, although more than half of workers polled (57%) have a retirement strategy, only 12% have put their plan on paper. Of those with any form of strategy, fewer than one in six (15%) have factored in contingency plans for retiring sooner than expected and/or a shortfall in savings. What’s more when, asked how they estimated their savings needs for retirement, nearly half of respondents (47%) admitted to guessing.
Many workers (44%) expect to rely on savings from 401(k) or similar plans as their primary source of retirement income An overwhelming 90% cited an employee self-funded plan as important; more than half (53%) would be likely to leave their current employer for a similar job that provided better retirement benefits.
More than three in five respondents (62%) wanted information and guidance about retirement planning from their company. When asked what would motivate them to learn more about saving for retirement a majority (52%) cited a good starting point or educational materials that are “easier to understand.”
We’d be happy to help you provide your employees with effective financial planning guidelines for their retirement – just give us a call.