VOL7/NO1/ WINTER 2 02 0
THE MENTAL HEALTH ISSUE
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CONTENTS FEATURES
10
National Guidelines for Workplace Suicide Prevention: Take the Pledge to Make Suicide Prevention a Health and Safety Priority By Sally Spencer-Thomas, Psy.D., Co-Chair, Workplace Suicide Prevention and Postvention Committee, American Association of Suicidology
16
VOL 7 | NO 1 | WINTER 2 0 2 0
You can read about Frank King (pictured below) on page 24.
20
Reasonable Suspicion Drug Testing: Signs to Look for and When to Implement By Tarrah Martinez,
DISA Global Solutions, Inc.
24
Breaking the Stigma and Silence: Suicide in the Safety Industry By Frank King, The Mental Health Comedian
Building Behavioral Health in the Construction Industry By Lisa Desai & Bryan Kohl, MindWise Innovations
28
Five Ways to Improve Employee Mental Health By Anita Hawkins, Safety Pros
32
Suicide Prevention: The Next Step in Construction Safety By Greg Sizemore and
Michelle Walker, CIASP
SECTIONS
COLUMNS 4 6 8
A Message from the VPPPA Chairperson Global Safety and Health Watch From the Perspective of a First Responder
35 36 40 41 43 47
Infographic Corner VPPPA Best Practices Membership Corner State-Plan Monitor Regional Round-Ups Calendar of Events
A Message From the VPPPA Chairperson (6264). To support, VPPPA is offering additional copies of this Leader magazine for only $5 per issue and will donate 100 percent of these proceeds to NAMI. We will also match each purchase or charitable contribution made through VPPPA up to $5,000. Spread the word. Let’s do this! Together, anything is possible. In keeping with our number one strategic priority, demonstrating value, we are diligently working on an impactful 2020. Our VPPPA Body of Knowledge (BOK) mobile app is up and available in the various app store platforms. This is your resource. Please let us know how we can make it even better by identifying what we should keep,
W
delete, and include. elcome to the Winter issue of the award-winning Leader magazine. In this issue, we
are focused on mental health, a topic that affects all of us in one way or another. Mental illness is often a difficult subject to discuss. There is no single answer, no single approach, and no easy pathway to solve this complicated social and personal crisis. All we can do is allow compassion and the sense of urgency to guide us toward helping those in need. There are many stories of triumph where support, understanding and purpose have transformed lives. There
We are also steadfast in our resolve to deliver a different kind of learning experience at our Safety+ Symposium in Orlando. We are building on last year’s innovations, incorporating your suggestions, increasing our partnerships, and focusing on our educational content, all in a fun and engaging environment. Back at the National Office we are looking to upgrade our website and IT systems so we can better serve you. Innovation is at the forefront of all that we do. We are daring to think differently and working on a platform for our early career members to engage, be mentored, and have an input
are also many stories of consequential
into where we are headed. It is the voices
destruction where everything went terribly
of tomorrow that will make us greater
wrong. As you read each of our articles,
today. We are redefining what it means to
consider what can be done, how you can
partner with like-minded organizations
help a loved one or someone in need, and
and joining forces on common interests. We
how we can join hands to assist those who
are questioning what we do, why and how
need it most.
we do it. This approach introduces organic
I am inspired to announce that VPPPA is partnering with the National Alliance on Mental Illness (NAMI), to support finding
improvement opportunities in the provision of our services. As always, if you have any thoughts,
solutions to addressing mental health.
comments, questions or ideas, please reach
NAMI is the nation’s largest grassroots
out to me, our amazing National Office
mental health organization dedicated
Staff, the National Board of Directors or
to building better lives for the millions of Americans affected by mental illness. NAMI is an association of more than 600 local affiliates who work in communities to raise awareness and provide support and education that was not previously available. Need help? Contact the NAMI Help Line at www.nami.org/helpline or 800-950-NAMI
4
Leader—Winter 2020
www.vpppa.org
VPPPA National Board of Directors Chairperson J.A. Rodriguez, Jr., CSP, SGE, Raytheon Company, LLC Vice Chairperson Terry Schulte, NuStar Energy, LP Treasurer Chris Adolfson, Idaho National Laboratory Secretary Dan Lazorcak, CSP, Honeywell International Director from a Site With a Collective Bargaining Unit Jack Griffith, CH2M Hill Plateau Remediation Company Director from a Site Without a Collective Bargaining Agent Johnathan “JD” Dyer, Shermco Industries Director from a DOE-VPP Site Stacy Thursby, Navarro—DOE Legacy Management Support Director from a VPP Contractor/ Construction Site Brad Gibson, S&B Engineers & Constructors Director-at-Large Kristyn Grow, CSP, CHMM, SGE Cintas Corporation Director-at-Large Sean D. Horne, Valero Energy Director-at-Large Alice Tatro, Acushnet Company—Ball Plant II Director-at-Large Shelly Ettel, PCAPP Director-at-Large Bill Linneweh, CSP, Hendrickson International Director-at-Large Andy Youpel, SGE, Brandenburg Industrial Service Company Editor Kerri Carpenter, VPPPA, Inc. Associate Editor Jamie Mitchell, VPPPA, Inc. EDITORIAL MISSION
The Leader (ISSN 1081-261X) is published quarterly for VPPPA members. The Leader delivers articles from members for members, safety and health best practices, developments in the field of occupational safety and health, association activities, educational and networking opportunities and the latest VPP approvals. Subscriptions are available for members as part of their membership benefits and at a 50 percent discount beyond the complimentary allotment. The nonmember subscription rate is $25 a year.
your Regional Board. Everything we do is
Ideas and opinions expressed within The Leader represent the independent views of the authors.
for you, our members. My absolute resolve
Postmaster >> Please send address changes to:
for the success of our association is best
VPPPA, Inc. • 7600 Leesburg Pike, East Building, Suite 100 • Falls Church, VA 22043-2004
expressed by Steve Jobs, “I want to put a ding in the universe.” We are truly transforming tomorrow together. —J.A. Rodriguez Jr., CSP, SGE
VPPPA, Inc., the premier global safety and health organization, is a nonprofit 501(c)(3) charitable organization that promotes advances in worker safety and health excellence through best practices and cooperative efforts among workers, employers, the government and communities.
vpppa.org
Global Safety and Health Watch
Finding Space to Breathe
A
s organizations
and meeting new people,
schedules, but that you welcome
become more
attending workshops, walking
attendees to bring their full,
cognizant and
throughout a large exhibit
authentic selves to events.”
empathetic to
hall—while also attempting
Many conferences are now
mental health concerns and
to balance your job and family
utilizing quiet rooms, adding a
employees’ stress levels, many
life back home—can be a tough
major benefit for attendees.
workplaces are taking steps
week. The VPPPA wanted to set
toward creating opportunities
aside some designated space
called Experient EnVision,
aimed at helping employees
for attendees to relax and
provided a Mindfulness Centre
find space to breathe. For the
unwind for a few minutes each
at their event. PCMA describes
2019 Safety+ Symposium, we
day (and we were thrilled that
it as “the first half of the room
installed a Relaxation Room for
the room was quite popular).
was a quiet room—including
our attendees that was dimly
According to the Professional
Another annual conference,
an intermediary area where
lit, outfitted with massage
Convention Management
attendees could ask questions
chairs, playing soft music and
Association (PCMA), “Allocating
about the meditations—which
even had infused waters and
quiet spaces or private rooms at
then flowed into the meditation
healthy snacks. We understand
events for meditation or prayer
space, where attendees could
that attending a conference
not only demonstrates that you
participate in 20- to 30-minute
can be hard work and
recognize the value of providing
guided meditation sessions.”
mentally taxing. Networking
breaks from hectic program
VPPPA’s Communications
“Allocating quiet spaces or private rooms at events for meditation or prayer not only
demonstrates that you recognize the value of providing breaks from hectic program schedules, but that you welcome attendees to bring their full, authentic selves to events.”
6
Leader—Winter 2020
vpppa.org
By Jamie Mitchell Communications Coordinator, VPPPA, Inc.
Manager, Kerri Carpenter,
quiet room for meditation and
also attended Social Media
relaxation. Their ‘Wellbeing’
Marketing World in 2019, which
zone offers four sections for
featured “a quiet room, as well
connecting, snacking, stretching,
as a room to do short bursts
and resting.”
of stretching and yoga led by
In addition, according to
certified instructors. They also
MarketWatch.com, “companies
offered informal meetups in the
like Salesforce, Google, Yahoo,
morning for attendees to get
Nike, Pearson, and HBO have
together and go on 30-minute
all added designated official
walks. Not only did this give
meditation spaces in their
attendees an opportunity to
corporate offices. Google and
network, but it started the day
Yahoo employees now have
off with exercise.”
access to on-site meditation
These quiet rooms are an
spaces, and at Google they can
excellent idea during the hustle
take free meditation courses.
and bustle of an annual event,
HBO and Nike offer group
however, they are also the next
meditation workshops and
trend employees want in their
classes for their employees.
day-to-day workplace. In Jeff
When Salesforce opened its new
Pochepan’s article on Inc.com,
San Francisco office in 2016, it
he states: “Much of the reason
offered employees a meditation
offices cater to the comfort of
room on every floor—a move
employees lies in a mountain
that the CEO said at the time
of data showing tired, mentally
was ‘really important to
drained, and unhappy staff are
cultivating innovation.’”
not at their creative, productive
Interested in creating a quiet
Special Announcement
The Leader Magazine Charity Campaign
W
e are so excited to announce that the sales of this issue of the Leader magazine will raise money to support the mental health charity, National Alliance on Mental Illness
(NAMI). Charity Navigator gives this organization a fourstar rating (out of four) for financial and transparency reasons. The website offers free 24/7 support via text and phone. They also offer courses online to support your mental health and those around you, among other resources. They have a page of resources dedicated to veterans and active duty military individuals. NAMI is the nation’s largest grassroots mental health organization. They are dedicated to improving the lives of millions of Americans affected by mental illness. NAMI strives to create a better tomorrow—a tomorrow where all people affected by mental illness can experience hope, recovery and wellness in a world free of stigma.
How will this work?
• This issue will be sold as a separate standalone issue for $5. • All profits generated from the individual sale of each copy of the Winter 2020 Leader will go to the National Alliance
best; are more likely to switch
room/relaxation room/wellness
jobs; and generally have a
center for your employees? First,
negative impact on company
find an empty room or space
culture.” Pochepan continues
that can be the dedicated area
with, “The idea is to unwind, get
for the project and be sure it is
away from the stresses of the job
free of work-related distractions
long enough that the brain resets,
(computers, televisions, printers,
and when the batteries are fully
phones). A few other nice touches
recharged, the employee emerges
could include dimmable lighting,
an individual would like to subscribe for the full year,
ready to tackle even the toughest
tranquil music, serene décor,
they can pay the standard $25 for the full year/
projects with renewed energy.
soothing aromas, bean bag chairs
four-issue subscription.
For example, Unilever offers a
and pillows.
SOURCES: www.inc.com/jeff-pochepan/recharge-rooms-are-next-trend-youremployees-need-in-office.html www.pcma.org/quiet-spaces-prayer-meditation-rooms-conferences/
on Mental Illness.
• This campaign does not draw donations from existing subscriptions to the Leader or complimentary issues provided to VPPPA members.
• VPPPA will match each copy donation, up to $5,000. • The special $5 rate for this issue does not require an
individual to subscribe for the full year of the Leader. If
Thank you for the support and for helping us give back to this great organization! A special shoutout to VPPPA’s Senior Event Advertising and Sales Coordinator, Heidi Hill, for thinking of this awesome idea and creating the proposal. You can download the subscription form on our website: vpppa.org/advancement/the-leader-magazine.
vpppa.org
Leader—Winter 2020
7
From the Perspective of
A FIRST RESPONDER
The Ticking Time Bomb of PTSD
A
s first responders
Although it took 24 years for it
your responsibility as a manager
or emergency
to come out of hiding, when it
to ensure your team members
response team
did, it was something I never
have the available resources
members it has
saw coming until it was too
to help those in need. We will
been ingrained into us that
late. I thought I was immune
discuss options and ideas to
you do not show emotion or
and mentally tough, and that
implement, not just for those
weakness when it comes to a
PTSD only happened to the
who respond to emergencies,
horrific call. It is ground into
weak-minded. Afterall, I was
but for those individuals who
you from the beginning (at
a fireman. I ran into the chaos
witness events as well. With
least when I started nearly
when everyone else ran out.
that, let’s get started on what
three decades ago) that you
I was wrong.
exactly PTSD is.
will see some horrible things.
Luckily for me, I had an
Post-traumatic stress
I was told, “Suck it up. You
amazing cast of people who
disorder (PTSD) is a mental
signed up for this. If it bothers
supported me through my dark
health condition that’s
you that much, then maybe
times. From my incredible wife,
triggered by a terrifying event,
this isn’t the job for you.” For
a small group of trusted close
by either experiencing it or
the majority of my career,
friends and a therapist who
witnessing it. Symptoms may
which accounts for well over
specialized in treating first
include flashbacks, trouble
20,000 calls, I buried and
responders. The unfortunate
sleeping, anxiety, nightmares,
locked away the mental trauma
part is that my department
depression, uncontrollable
because that is what you are
only offered free professional
thoughts about the event, as
supposed to do. Now, I can tell
help through the city
well as other issues. Symptoms
you how incredibly wrong that
psychologist. Nobody trusted
usually appear within a few
advice was.
this psychologist because we
months of the event, but in
all knew he had the power to do
some cases, it may take years
able to compartmentalize and
the one thing first responders
for them to surface. This can
bury all of the horror I had seen
dread the most: take us off the
be from a single event, or for
while working the streets. When
truck, away from our station
first responders it tends to
it came to working on another
family and from helping people.
be cumulative events over
human being who was either
I was on my own to find the help
years and years of seeing or
dead, or had died while in my
I needed.
experiencing traumatic events.
For most of my career I was
care, it became normal for me
8
Leader—Winter 2020
Each person is unique in
to mentally remove myself
fortitude to acknowledge that
how they manage fear and
emotionally. Or so I thought.
I needed help, so I sought out
stress, so it can vary as to the
a therapist who understood
time and severity of potential
seeing mangled and burned
first responders and more
PTSD people may experience.
bodies, homicides, violence
importantly, one that I trusted.
In cases where PTSD develops,
and fatal car accidents, that my
Today I am healthy, happy and
the usual treatment involves
mind became numb to seeing
passionate about making sure
psychotherapy and, in some
it. What I didn’t realize was
other first responders get the
instances, medication combined
all of that cumulative mental
help they need.
with therapy. The good news
I became so accustomed to
Non-Profit charity supporting first responders: www.brotherhoodofheroes.org
Fortunately, I had the mental
trauma I was experiencing
How does this relate to
is that there are studies that
would eventually rear its ugly
you as a manager, or to your
suggest PTSD may be prevented
head and come back to bite me.
emergency response team? It is
with early intervention. vpppa.org
By Lee Vernon Code3 Medical Services
A single call or multiple calls can initiate a PTSD event.
Having a peer support group is key to the healing process.
Communication
punitive consequences. It is also
Open-Door Policy
continue to be lost by those
implemented after a traumatic
discussion remains confidential
policy when it comes to helping
and innocent lives are left to
A first and easy step that can be incident is talking about it. The key to this type of discussion is to ensure that it is neutral and open. This is not the time to finger point or play the blame game. It should include those who were involved in or witnessed the event, as well
imperative that this closed-door in order to ensure trust among those who have been affected. If word gets out about personal feelings, then you run the risk of losing trust with the peer support group.
Professional Resource
Lastly, have an open-door every employee. This is not just for management but should encompass everyone within the company. There will always be people in non-management positions that employees are going to feel more comfortable talking to about emotional
affected with severe PTSD, deal with those repercussions. In many cases we see people who don’t know what to do when PTSD begins to affect them, so they self-medicate with alcohol, drugs, selfdestructive behavior and in some cases, suicide. This has negative consequences for
Next, there should be a
issues. Those individuals need to
can bring a constructive and
professional alternative option
have a process to follow to share
independent perspective. It is
in place. After the initial peer
with management or human
even better if that third party has
support group discussion,
resources. If the only option
experienced a similar event, as
you may have individuals who
is management, then you will
they may understand and relate
need additional help with the
prevent many from seeking help.
in the worst-case scenarios,
to the emotions that the others
emotional process of dealing
That is just the cold hard reality
results in the death of an
are experiencing. This is where
with what they experienced.
in most cases. When it comes
employee. As a company,
having a small peer support
These individuals may want the
to addressing PTSD or mental
management or employee, we
group would be beneficial to
help immediately, or it could be
health, there must be significant
owe it to our co-workers and staff
expediting this process.
something that arises weeks or
care to ensure it is done right.
to address a silent, destructive
months later. Either way this
If management gives serious
illness that is a reality amongst
to happen as soon as possible,
is where having a professional
thought and genuine effort to
a profession where people are
and no later than 24 hours
therapist is crucial to assisting
setting up avenues for help, that
routinely hurt or killed. As safety
after the initial incident, while
those who need the additional
will help build confidence and
professionals, this is one area
feelings and details are fresh.
help. If your business or
trust within a company, which
that routinely gets ignored or
This short timeline also aids
company cannot afford such a
goes a long way.
forgotten. We can do better,
in the prevention of emotions
service, then at a minimum have
based off inaccurate or false
a list of qualified professionals
hard reality of PTSD. If this
the one who needs help. Don’t
details. Again, this is the time
that an employee can choose in
continues to be a subject that
think you are immune to PTSD—
to talk about what they saw
order to receive the emotional
is ignored and not addressed
because you are not. Take it from
and how they feel without any
and mental help they need.
properly, then lives will
me, I know firsthand.
as a neutral third party who
This initial discussion needs
vpppa.org
I want to conclude with the
a company as many of those destructive behaviors affect employee morale, time away from work, increase liability, and
because one day you could be
Leader—Winter 2020
9
National Guidelines for
WORKPLACE SUICIDE PREVENTION
Take the Pledge to Make Suicide Prevention a Health and Safety Priority By Sally Spencer-Thomas, Psy.D., Co-Chair, Workplace Suicide Prevention and Postvention Committee, American Association of Suicidology
“The workplace is the last crucible of sustained human contact for many of the 30,000* people who kill themselves each year in the United States. A co-worker’s suicide has a deep, disturbing impact on work mates. For managers, such tragedies pose challenges no one covered in management school.” — Sue Shellenbarger (2001), Impact of Colleague’s Suicide Is Strongly Felt in Workplace, Wall Street Journal
*In 2017, 47,173 people died by suicide
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Leader—Winter 2020
vpppa.org
Why Suicide Prevention is a Health and Safety Priority
die” is not always considered
do not occur at a worksite,
miscategorized as unintentional
Because most suicide deaths suicide has not historically
been “on the radar” of safety professionals. When a workplace fatality happens, the cause is almost always determined to be “accidental” and a more thorough investigation is not undertaken. Since a deeper inspection is not done, the
when the death scene looks like an accident, many probable suicides are likely injury. Knowing that fall and motor vehicle fatalities are common ways people think about killing themselves, it would not be surprising to learn that a good number of workplace fatalities are indeed suicides and not accidents. People living with intense
The goal of the Guidelines is to increase workplace mental wellness and resiliency while reducing the incidence of potentially lethal consequences of toxic job strain and undertreated mental health concerns. Solution: National Guidelines for Workplace Suicide Prevention
workplaces become proactively
nation’s first Workplace Task
involved in suicide prevention in the workplace.2 The creation of the guidelines
only remedy suggested is more
suicidal thoughts and feelings
safety training. While safety
can also be unsafe to work
training will help those who did
in jobs that require quick
2019, the American Association
not intend self-harm, it will not
decisiveness to prevent
of Suicidology (AAS), American
benefit those whose death is
dangerous outcomes.
Foundation for Suicide
intentional. Suicide prevention
Overwhelming emotional
Prevention (AFSP), and United
efforts are needed.
pain can be highly distracting.
Suicide Survivors International
Understandably, despair and
(United Survivors), announced
a job site, the work is halted
agitation can interfere with
their collaboration and release
Now named the “Workplace
indefinitely as law enforcement
decision making and problem-
of the first ‘National Guidelines
Committee for Suicide
conducts an investigation,
solving ability. Often sleep
for Workplace Suicide
Prevention and Postvention,”
and traumatized workers are
disturbances are tied to suicide
Prevention.’ These Guidelines—
this cross-disciplinary team of
unable to function. Companies
intensity, causing fatigue
built by listening to the
national experts is housed under
that experience on-site suicide
during working hours. For
expertise of diverse groups like
the umbrella of the American
deaths can completely stop
these reasons, people who are
human resources, employment
Association of Suicidology.
operation for hours and even
experiencing suicidal despair
law, employee assistance
The purpose of this initiative
days, while the company
should be given support,
professionals, labor and safety
was to develop an interactive,
remains responsible for
necessary mental health
leaders, and many people who
accessible and effective tool to
continued payment for all
services and accommodations
had experienced a suicide crisis
help employers implement best
employees and deliverables
until they have stabilized and
while they were employed—are
practices to reduce suicides.
to clients. Because “intent to
can return to work safely.
designed to help employers and
Some of these best practices are
When a suicide occurs at
On World Mental Health Day
was prompted after the Force was formed in 2010 to determine what role workplaces might have in assisting in the implementation of the National Strategy for Suicide Prevention.
Table 1. Fatal Occupational Injuries by Major Event, 20171 Injury Type
Number of Fatal Injuries
Transportation incidents
2,077
Falls, slips, trips
887
Violence and other injuries by persons or animals
807
Contact with objects and equipment
695
Exposure to harmful substances or environments
531
Fires and explosions
123
Total
5,147
Table 1. Fatal occupational injuries in the United States in 2017. More fatal work injuries resulted from transportation incidents than from any other event in 2017. Roadway incidents (N=1,299) alone accounted for about one out of every four fatal work injuries. 1
2
Census of Fatal Occupational Injuries. Census of Fatal Occupational Injuries (CFOI)—Current and Revised Data. Bureau of Labor Statistics. 2017. stats.bls.gov/iif/oshcfoi1.htm#2017 Accessed April 8, 2019. www.WorkplaceSuicidePrevention.com.
vpppa.org
Leader—Winter 2020
11
about supporting despairing or grieving employees and others are about fixing psychosocial hazards at work that can drive people to suicidal despair. The goal of the Guidelines is to increase workplace mental wellness and resiliency while reducing the incidence of potentially lethal consequences of toxic job strain and undertreated mental health concerns. The Guidelines help workplaces focus in a comprehensive and strategic way—going beyond a oneoff mental health training or awareness day and looking at “upstream, midstream, and downstream” tactics.
• Upstream: Build Protective Factors: to prevent the
problems from happening in the first place by promoting life skills, community, and mental health/suicide prevention literacy and reducing environmental psychosocial hazards.
• Midstream: Early and Effective intervention: to identify
problems early in the course of their development, course correct environmental hazards and connect people who are suffering to qualified supports efficiently.
• Downstream: Safe and
Compassionate Responses to the Aftermath of Mental Health and Suicide Crises: to follow best practice guidelines to reduce the impact of suicide, suicide attempts and other mental health crises while promoting dignity and empowerment for all impacted. The Guidelines go on to
recommend the following Nine Specific Practices:
UPSTREAM Leadership
Cultivate a Caring Culture Focused on Community Wellbeing: Create a healthy and caring community and foster
12
Leader—Winter 2020
vpppa.org
genuine community support and a sense of belonging. Engage leadership around a mindset that mental health and suicide prevention are important pieces of the overall health and safety concerns of the community.
Assess and Address Job Strain and Toxic Work Contributors
Reduce certain environmental aspects of job strain, stress, trauma and life disruption that negatively impact employee vibrancy.
Communication Increase Awareness of
Understanding Suicide and Reduce Fear: “Bake in� messaging around suicide prevention, mental health promotion and resilience wherever health and safety messaging is happening. Share stories of recovery, resilience, making meaning and support to create a more powerful tale and humanize the issues.
MIDSTREAM Self-Care Orientation Self-Screening and Stress/
Crisis Inoculation Planning: Help people self-detect emerging suicidal thoughts or mental health concerns (e.g., depression, anxiety, anger and substance use issues) early in the development of these problems and link people to helpful resources and supports. Teach people to plan for crisis before they are in crisis.
Training
Build a Stratified Suicide Prevention Response Program: Offer a tiered approach to training that builds skills and confidence at different levels of intensity. Develop specialized training by role for people in a position to offer advanced intervention. Provide ongoing training on skills like emotional regulation, conflict resolution, stress management, vpppa.org
Leader—Winter 2020
13
communication skills, financial
and support and a range of
planning, goal setting, etc.
evidence-informed treatment
Peer Support and WellBeing Ambassadors Informal and Formal Initiatives: Enroll peers, ombudsmen and ambassadors to increase awareness of and comfort with mental health and suicide prevention resources, improve positive co-worker assistance, and normalize help-seeking and help-giving behavior with an emphasis on least restrictive peer support, collaboration and empowerment.
DOWNSTREAM Mental Health and Crisis Resources
Evaluate and Promote: Provide
options. Promote these
Psychosocial Hazards and Harm Reduction
Toxic work demands along with
resources through multiple
negative employee perceptions
distribution channels
of the work environment
frequently over time.
have been historically
Mitigating Risk: Access to Lethal Means and Legal Issues When potential for suicide is
underappreciated in the conversation about suicide prevention; however, research connects a number of job
• Low job control—lack of decision-making power
and limited ability to try new things
• Lack of supervisor of
collegial support—poor working relationships
• Excessive job demands and
constant pressure/overtime
• Effort-reward imbalance—
stress-related factors to risk
related to perceived
high, remove access to guns,
of suicide death and attempts,
insufficient financial
pills, and other suicide means.
even when controlling for
Address workplace legal
mental health problems.
concerns with issues like ADA,
Researchers are clear, however,
FMLA, privacy, liability,
risk factors in the workplace
and others.
can contribute to many health
Crisis Response: Accommodation, Re-integration and Postvention
concerns—including suicide risk—previously considered unrelated to work. Many workplace well-being hazards and “job strain” put workers at
compensation, respect/ status
• Job insecurity—perceived
threat of job loss and anxiety about that threat
• Bullying, harassment and hazing at work
• Prejudice and discrimination at work
• Work-related trauma • Work-related sleep disruption • Toxic work-design elements
Follow crisis management
risk for suicide and significant
health services well-versed
procedures and longer-term
emotional distress. These
in state-of-the-art suicide
support in the aftermath of a
hazards include, but are not
aspects that cause pain
risk assessment, management
suicide or mental health crisis.
limited to:
or illness)
highly trustworthy mental
14
Leader—Winter 2020
(exposure to environmental
vpppa.org
• Work culture of poor self-
as a society-determined
cost perspective and from a
care and maladaptive coping
method of suicide prevention
phenomenon in which the role
social responsibility perspective.
(e.g., alcohol and drug use)
may be to mitigate psychosocial
of work played a significant
Awareness has been slow to turn
hazards. In other words,
role. Durkheim argued that
to action because employers are
it’s not enough to connect
when working well, work
not sure where to begin, how
“troubled workers” to mental
fosters social relationships
much they need to do and when
(i.e., work demands make
health services, safety-
and offers people a place
they have satisfied their ability
family responsibilities
conscious workplaces must also
of purpose and solidarity.
in promoting and protecting
more difficult)
consider how best to reduce
According to Durkheim, the
employee well-being.
environmental harm.
place of employment sets a
• Lack of job autonomy • Lack of job variety • Work-family conflict
• Family-work conflict (i.e.,
family demands make work role challenging)
• Heightened job
dissatisfaction and the feeling of being “trapped”
• Work that was not meaningful or intrinsically rewarding
Of these, job security has been associated with higher odds of suicidal thinking and issues with job control appear to be more connected to a risk of suicide attempt and death. Prospective evidence also exists that workplace bullying, especially physical intimidation, can lead to suicide intensity. Thus, improvements in the psychosocial conditions of work may improve well-being and prevent suicide. Adapting
Thus, our most effective
Because suicidal thoughts
social structure, moral values
are usually invisible, employers
and a sense of identity for an
usually assume “it doesn’t
individual—all of which helps
happen here”—until it does.
While self-reliance is often
give the individual meaning
Co-workers then are often
valued as a sign of strength
and reasons for living. When
forgotten grievers after a
and mental stability, it is
social structures like work
suicide. Rarely, until now, did
paradoxically one of the
disintegrate, the individual
employers consider their role in
strongest predictors of poor
suffers, and sometimes suicide
suicide prevention. Workplaces
mental health and suicide
can be a consequence. When
have begun to shift their
risk; thus, industries that
workers are only seen as a
perspective on suicide from
value self-reliance are often
source of profit or an obstacle
“not our business” to a mindset
at heightened risk. Attitudes
to profit, suicidal despair may
that makes suicide prevention a
and beliefs like “I can solve my
result due to the disconnection
health and safety priority.
own problems” and “others do
people feel.
Specific Industries at Heightened Risk
not need to worry about me”
Over 150 years later,
Across the United States, workplaces are taking a closer
are often a major barrier to
employers across the
look at mental health promotion
seeking support from family,
United States are becoming
and suicide prevention 24/7.
increasingly aware of the need
No longer is it good enough to
for and benefit of addressing
get people from work to home
mental health promotion
safely, workplaces must also get
Over a century ago, Emile
and suicide prevention in the
their people from home back to
Durkheim considered suicide
workplace, both from a business
work safely.
peers or professionals.
Conclusion
NIOSH’s Hierarchy of Controls, workplaces striving to prevent suicide can eliminate threats to psychological safety (e.g., bullying, toxic management practices, etc.) and substitute these unsafe practices with those that promote mental health and protective factors (e.g., cultivating a sense of belonging, volunteering, etc.). Redesigning work culture for optimal well-being might include making access to quality mental health care (e.g., EAP services) easier, or changing the process of performance review to be more collaborative and mindful of how psychological distress impacts work abilities. At the
Call to Action: learn more and take the pledge at www.WorkplaceSuicidePrevention.com and follow on all social media platforms for latest updates. Sally Spencer-Thomas is a clinical psychologist, inspirational international keynote speaker, podcaster and an impact entrepreneur. Dr. Spencer-Thomas was moved to work in suicide prevention after her younger brother, a Denver entrepreneur, died of suicide after a difficult battle with bipolar condition. Known nationally and internationally as an innovator in social change, Spencer-Thomas has helped start up multiple large-scale, gap filling efforts in mental health including the awardwinning campaign Man Therapy (www.ManTherapy.org) and was the lead author on the National Guidelines for Workplace Suicide Prevention (www.WorkplaceSuicidePrevention.com)/ In her recent TEDx Talk she shares her goal to elevate the conversation to make mental health promotion and suicide prevention a health and safety priority in our schools, workplaces and communities. Connect with Sally at www.SallySpencerThomas.com and on Facebook (@DrSallySpeaks), Instagram/Twitter (@sspencerthomas) and LinkedIn and on her “Hope Illuminated” podcast wherever you listen to podcasts.
RESOURCES National Suicide Prevention Lifeline; 1-800-273-8255
bottom of the hierarchy we
Crisis Text Line; text TALK to 741 741
find training for psychological
Veterans Crisis Line; 1-800-273-8255, press 1
safety and encouraging individual practices of self-care
A Manager’s Guide to Suicide Postvention in the Workplace: 10 Action Steps for Dealing with the Aftermath of Suicide: suicidology.org/wp-content/uploads/2019/07/Managers-Guidebook-To-Suicide-Postvention.pdf
and treatment.
National Guidelines for Workplace Suicide Prevention: workplacesuicideprevention.com/
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Leader—Winter 2020
15
BUILDING BEHAVIORAL HEALTH IN THE CONSTRUCTION INDUSTRY
By Lisa Desai & Bryan Kohl, MindWise Innovations
16
Leader—Winter 2020
vpppa.org
A national poll of United States employees found that 76
percent of workers struggled with at least one issue that
affected their mental health. Behavioral health problems,
including substance abuse, can harm employee performance and wellbeing in significant ways.
I
n the construction industry,
of construction workers have
the risks are far greater.
abused drugs or alcohol or
A recent study, published
prescription medications. Some
by the Centers for Disease
of the most abused prescription
Control and Prevention (CDC),
drugs include OxyContin,
found that 20 percent of all
Percocet, and Vicodin. The
men who died by suicide in
contribution of substance
the United States were in the
misuse to high-risk behavior is
construction or extraction industry. In its November 16 Morbidity and Mortality Weekly Report, the CDC identified construction and extraction as the occupational group with the highest rate of male suicide among American workers. Mental health is an aspect of overall wellness and it is imperative that employers recognize the need for equal access to behavioral health information and access to resources. The Massachusetts Taxpayers Foundation report on the Opioid Crisis cited that absenteeism, presenteeism and excessive healthcare costs total $4.8 billion dollars. Those in construction are one of the highest risk groups for suicide risk and substance misuse. Why the increased risk? Studies cite that the short-term, transient nature
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highlighted when we consider that opioid use is associated with a 40 to 60 percent increased likelihood of suicidal thoughts, and a 75 percent increased likelihood of suicide attempt.
Starting the Conversation
The CDC has recommended specific actions to decrease suicide risk, which include fostering social connections, facilitating access to appropriate mental health and substance misuse resources and providing postvention responses when possible. The first step, however, is talking more openly about the problem. Why is it so hard to talk about mental health issues? In some ways, we may speak more openly about alcohol abuse and substance misuse but less easily talk
of the job resulting in financial
about anxiety and depression.
instability and lack of workplace
Stigma, the fear of being
community, as well as the
judged and considered less
physically demanding nature
able, perpetuates the silence
of the job contribute to risk.
surrounding mental health
Specifically, workplace injuries
issues. Awareness campaigns
can result in use of prescribed
such as Stamp Out Stigma by the
medication which might be
Association for Behavioral Health
abused. More than 15 percent
and Wellness (ABHW) highlight
Impact by the numbers: Workers with opioid use disorders miss an extra
18.5 days
of work per year (three work weeks) compared to the general workforce. Workers in construction experience the highest rates of substance use disorders,
15.6 percent
of employees on average living with a substance use disorder. An estimated
$74 billion
is lost every year in reduced work productivity due to alcohol consumption, from absences, reduced output, premature retirement or death, or reduced earning potential. —National Survey on Drug Use and Health
Leader—Winter 2020
17
personal stories so that voices of
counted stress as a major issue
courage and survival are heard.
interfering with productivity.
as many others, can be used
In the construction industry,
The good news is that clinical
to check in with employees
conversations need to be initiated
interventions work: 80 percent
and oneself. Accessible via
and continued at a systemic level
of treated employees report
smartphones, the screening tools
to encourage change.
improvements (Bustle.com,
can be taken privately and easily.
Stereotypes perpetuate
2017). Early identification of
false information and myths,
behavioral health challenges
and can best be combatted
facilitates improved health
by accurate information. For
outcomes and reduced
example, research shows that
healthcare costs. Mental health
depression, anxiety, alcoholism,
and substance abuse screenings
and even eating disorders have
are an effective way to provide
contributing biochemical factors.
education about symptoms so
So, while many individuals
that individuals might identify
continue to think of mental
signs early and access care.
health struggles as personal
While hospitals provide health
weaknesses, biochemical and
screenings for cholesterol, blood
genetic factors, in concert
sugar and the like on a regular
with environmental stressors,
basis, the utility of mental
contribute significantly to
health screening has been less
behavioral health.
recognized. Healthcare systems
The incidence of mental health in the population is
conduct mental health screening
staggering. 50 percent of
as a way to address overall
Americans will experience a
health and refer individuals to
mental health issue during
specialized, intensive care when
their lifetime. Yet, less than half
needed. MindWise Innovations,
of Americans with diagnosed
a division of Riverside
mental health conditions
Community Care, a preeminent
received treatment (NAMI
behavioral healthcare provider
by the numbers). Barriers to
in Massachusetts, has long
seeking treatment include
recognized the need to provide
stigma and access to healthcare.
population-based behavioral
Consider also that health
health screening via a public
benefits are being underutilized
health model. The MindWise
by employees; for example, a
screening platform consists of
2014 Towers and Watson study
twelve validated, web-based
showed that only five percent
tools accessed privately on
of employees were using stress
any device and is completely
reducing services offered by
anonymous and confidential.
Employee Assistance Programs.
Individuals using the screening
Underutilization of mental
tools can identify signs and
health treatment can be related
symptoms of various behavioral
to stigma, lack of time, and
health problems and connect to
perceived or real barriers to
resources as identified by their
treatment options. Education
organization or community.
about the reality of the mental
Mental health and substance
health treatment process and the
misuse screening in the
short and long-term impact of
construction industry provide
effective intervention is needed.
the language to engage in
Behavioral Health Screening and Early Intervention A recent article in Human
18
Leader—Winter 2020
are now addressing the need to
conversations about mental health. For example: Are you feeling down? Are you having trouble sleeping?
These questions, as well
Data Matters
Gathering information about behavioral health trends can guide administrators in their decisions about behavioral health and wellness purchases. The investment in health and wellness materials can be best informed by employee population data. For example, the aggregate— nonidentifying—data from the MindWise screening program reflects utilization according to demographics selected by a given company. In this way, human resource professionals and those in relevant leadership positions can determine what information needs to be collected. Awareness campaigns and education about mental health and substance misuse needs to accompany behavioral health screening for full and comprehensive impact. Thinking about mental and emotional wellness as a health issue is central to opening the door to conversations which need to take place at various levels in construction and other industries. Leadership teams, managers and employees need to hear unified, consistent messaging which emphasizes a holistic view of health, inclusive of physical, cognitive and emotional well-being. Referring to work in the construction industry, MindWise Senior Vice President Bryan Kohl states, “For decades, we’ve been focused on what happens outside the hardhat. It’s time to pay attention to what’s happening inside the hardhat.” This can
Resource Executive stated
Are you feeling nervous all
and will be accomplished by
that 72 percent of employers
the time?
addressing mental wellbeing as vpppa.org
Lisa K. Desai, Psy.D. is the Director of Mental Health Screening and Research at MindWise. She leads the development of new screening tools and innovative programs with the goal of reaching underserved populations. In her role, Lisa regularly consults with MindWise partners. She has been a practicing, licensed psychologist for 25 years, providing behavioral health services to youth, adults, and families. Lisa is fluent in Gujarati.
a part of overall safety—both
the message was loud
physical and psychological
and clear: a call-out for
safety. Psychological safety is
communication, empathy
a concept first recognized by
and support in the workplace.
experts studying organizational
The active role of leadership
dynamics in the 1960s and
at all levels in construction
was revived in 1999 when
is paramount to creating a
behavioral scientist Amy
foundation which can support
Edmundson highlighted
behavioral health initiatives.
applications of psychological safety in the workplace. A psychologically safe
Managers and team members who contribute to a psychologically safe, trusting
environment is characterized
work environment give space
as trusting with open
for employees and workers
communication, respect, the
to speak openly, provide
ability to give and receive
constructive feedback and try
constructive criticism and
new skill-building challenges.
admit mistakes. In our work
Training and education to
at MindWise, we recently
better inform construction
conducted numerous focus
workers, regardless of
groups through all job
ethnicity and gender, is
categories in construction
crucial in decreasing suicide
and heard firsthand the
risk and substance misuse.
desire for a workplace that
Building a culture of resilience
fosters trust and genuine
and support through
relationships. Whether it is
behavioral health education,
bridging communication from
screening and access to
blue to white collar workers
resources is a sustainable
or knowing one’s boss cares
solution for those working at
about you as an employee,
all levels in construction.
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Bryan Kohl is our Senior Vice President, leading MindWise Innovations. After more than 20 years in companies like Tiffany and Co., Bose Corporation, and Dell Technologies he decided it was time to offer a non-profit the benefit of his experience in organizational development, educational technologies, and innovation. Bryan’s role is to ensure MindWise reaches as many people as possible across the globe by meeting the behavioral health needs of communities, organizations, and industries. MindWise Innovations is a not for profit organization that equips schools, workplaces, colleges, and communities with tools to help them address mental health issues, substance use, and suicide risk—enabling their members to live healthier lives. Powered by the behavioral health professionals at Riverside Community Care, our suite of products includes online tools and trainings that provide guidance to those struggling with depression, opioid and substance use, anxiety, trauma, eating disorders, and more. We use technology to inform community members by providing access to tools that connect them with quality treatment options. Additionally, organizations can gain insight into the behavioral health trends affecting their communities. Through informing, identifying, and connecting individuals with quality resources, MindWise empowers organizations to promote the well-being their community members deserve— and ultimately saves lives.
SOURCES www.cdc.gov/mmwr/volumes/67/ wr/pdfs/mm6745-H.pdf www.assp.org/newsand-articles/2019/03/11/ suicide-in-the-constructionindustry-breaking-the-stigmaand-silence www.ehstoday.com/ construction/suicideconstruction-industrysilent-killer www.nami.org/learn-more/ mental-health-by-the-numbers www.addictioncenter.com/ addiction/addiction-and-suicide/ hbr.org/ideacast/2019/01/ creating-psychological-safetyin-the-workplace
"For decades, we’ve been focused on what happens outside the hardhat. It’s time to pay attention to what’s happening inside the hardhat." Leader—Winter 2020
19
To combat drug abuse in the workplace, employers have several ways to secure a safer working environment. A clear, concise, and comprehensive drug testing policy is critical, but employers also need to ensure their management is trained to identify drug and alcohol abuse on the job as soon as it begins.
Reasona
SUSPI DRUG TESTING By Tarrah Martinez, DISA Global Solutions, Inc.
20
Leader—Winter 2020
vpppa.org
able
PICION Signs to Look for and When to Implement
vpppa.org
Leader—Winter 2020
21
they can pose a great risk for themselves, employers, as well as the employees around them. To determine if an employee has used drugs or is under the influence while at work, employers can implement the procedures associated with reasonable suspicion drug testing. Reasonable suspicion testing, or for cause drug testing, is performed when supervisors have evidence or reasonable cause to suspect an employee of drug use. When
A
building a company drug ccording to the National Institute on Drug Abuse, “Many
individuals who develop substance use disorders (SUD) are also diagnosed with mental disorders, and vice versa. Multiple national population surveys have found that about half of those who experience a mental illness during their lives will also experience a substance use disorder and vice versa.” Due to this link, it is imperative that companies work to prevent
When building a company drug testing policy, it’s vital that employers include reasonable suspicion testing so that employees fully understand the rules and so that employers know how to address such issues when they arise.
22
Leader—Winter 2020
substance abuse by their employees and assist them in getting the help they need. Reasonable suspicion drug testing is often included as part of a company’s comprehensive drug testing policy, allowing employers to drug test an employee based off of evidence of drug use, (e.g., signs, symptoms, and behaviors) under direct observation. This is an added level of protection that remains in effect long after the initial pre-employment screening to continue to deter employees from using in the first place.
testing policy, it’s vital that employers include reasonable suspicion testing so that employees fully understand the rules and so that employers know how to address such issues when they arise. A proper drug testing policy will ensure that certain supervisors or employees are trained to detect drug use in the workplace, as well as how to implement the steps to reasonable suspicion itself: observing the employee, how to confront the employee, properly documenting the incident, and implementing the drug testing procedures.
• Observe—Employers must decide which supervisors
or employees will receive reasonable suspicion training.
• Confront—Individuals should also be trained
on how to confront the employee in a professional and discrete manner.
• Document—Employers should prepare a way for supervisors to properly document the
When to Implement a Reasonable Suspicion Drug Test If an employee is suspected to be under the influence, then a trained supervisor or manager may observe the employee using the signs below to help them determine if a reasonable suspicion drug test should be administered. Any time an employer feels it is necessary to administer a reasonable suspicion drug test, all information should be documented to meet compliance standards. The following are valid reasons to conduct a reasonable suspicion test:
• Physical signs—Bloodshot eyes/dilated pupils,
slurred speech, unsteady walk, shakes or tremors, unexplained sweating or shivering, fidgeting/inability to sit still, sleeping at work or difficulty staying awake
• Behavioral signs—
Attendance problems/ tardiness, a pattern of absences or excessive absenteeism, a decline in performance/productivity, acting withdrawn from others
• Psychological signs—
Unexplained changes in personality or attitude, sudden mood changes, angry outbursts or inappropriate laughing, inability to focus or concentrate
What Can Employers Do? When creating and
incident to further prevent
implementing a comprehensive
litigation risks.
drug testing policy, employers
• Implement testing—
should include reasonable
Employers should have
suspicion testing to prevent
a clear and concise drug
drug abuse in the workplace.
testing policy that includes
This should be in addition to
reasonable suspicion
other methods of testing, such
testing and implementation
as pre-employment, random,
If an employee is under the
procedures if an employee is
post-accident, and Return-to-
influence while on the job,
required to do so.
Duty (RTD).
What is Reasonable Suspicion Drug Testing?
vpppa.org
“Employers have the opportunity to customize their company drug testing policy to ensure safe hires and prevent accidents from happening. An insufficient policy can compromise your company and employee’s safety, which is truly
Best Practices
drive themselves (especially a
your company can follow
your liability because you
Here are a few best practices when implementing reasonable suspicion drug testing in the workplace:
• Include and implement
not worth the risk.” —Frank Bernard VP of Compliance at DISA Global Solutions DISA offers reasonable
decrease absenteeism, accidents and turnover, while
company drug testing policy.
increasing company morale
testing according to the company policy.
• Ensure the right personnel at your company receives
along with other managerial staff
reasonable suspicion drug
are fully prepared to address drug When paired with other drug
testing training.
• Always document all signs
testing methodologies, proper
and symptoms leading up
documentation, and properly
to and during a reasonable
trained supervisors, reasonable suspicion drug testing will strengthen a company’s drug
suspicion drug test.
• If an employee is sent off-site
testing policy.
VPP
Creating an all-encompassing drug testing policy helps to
testing in a clear and concise
reasonable suspicion drug
working environment by
abuse and use in the workplace.
under the influence.
and productivity.
that they are subject to
companies maintain a safe
Employee Representative (DER),
already believe they may be
reasonable suspicion drug
• Notify all employees
suspicion training to help
ensuring that your Designated
company car). This increases
for a reasonable suspicion
drug test, do not allow them to
Tarrah Martinez is the Digital Marketing Content Strategist for DISA Global Solutions, an industry-leading drug testing company for over 30 years. DISA helps companies make more informed staffing decisions by offering a broad array of industryleading methodologies to make employee screening faster and more accurate. Tarrah has over seven years of professional writing experience and uses her expertise to educate readers on the drug testing industry and compliance with the DOT regulations.
Founded in 1987, DISA is the industry-leading provider of employee screening and compliance services. Headquartered in Houston, with more than 30 offices throughout the U.S. and Canada, DISA’s comprehensive scope of services includes drug and alcohol testing, background screening, occupational health, and transportation compliance. DISA assists employers in making informed staffing decisions while building a culture of safety in their workplace. Are you an employer and still have questions regarding employment screening? Get answers directly from DISA’s subject matter experts with ‘Ask DISA’. Visit www.askdisa.com to ask your questions today! For more information about how we can help you as a strategic compliance partner and an informed employer, call 1-800-752-6432 or email sales@disa.com.
OSHA VPP Excellence Certificate Program
Program Description OSHA’s Voluntary Protection Program (VPP) is one of the most highly sought after and respected cooperative programs available today. The University of Alabama at Birmingham’s OSHA VPP Excellence Certificate Program provides students with the tools and knowledge necessary to develop and maintain a safety and health program which conforms with or exceeds OSHA’s rigorous requirements to achieve VPP Certification.
Program Details This certificate program is strategically aligned with the VPPPA’s mission to promote the VPP Program and support member organizations who have achieved, or are in the process of preparing for, admission to the VPP Program. The program will also equip students with the leadership skills needed to guide transformational change within the safety culture and enable them to lead from behind or to manage from the middle. Upon completion of this certificate program, students can expect to be fully prepared to manage through the VPP process, using the knowledge gained to achieve OSHA VPP Certification or Re-certification.
Totally Online Six Courses Peer-to-Peer Learning For Working Professionals Live Lectures
uab.edu/asem | 205.975.3891 | asem@uab.edu
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Leader—Winter 2020
23
SUICIDE IN THE SAFETY INDUSTRY By Frank King, The Mental Health Comedian
24
Leader—Winter 2020
vpppa.org
A suicide occurs every 11 minutes in the United States. These incidents touch every industry. However, some
industries in particular have felt the impact of suicide in recent years—construction, extraction, mining, fishing,
bullying or harassment, and other workplace and environmental stressors.
Preventing Suicide
With all of this in mind, what can safety professionals, supervisors and employers do to help prevent suicide and
farming and forestry. A CDC study found that in 2012 and
get workers the resources and
these industries, which tend to be male-dominated.
addressing this issue is the
2015, suicide rates were highest among males, ages 45–64, in
assistance they need? A major roadblock to stigma that has surrounded the issues of depression and
The Perfect Storm of Risk Factors
hearty workers, but it also
suicide and the reluctance
increases risk for suicide in
to talk about it. For many
That perfect storm that Sally
that this occupational group
years, these have been
kind of perfect storm of all
spoke of involves several
is least likely to reach out
unmentionable subjects,
the risk factors that we know
factors that may contribute to
when there’s a problem,” says
making it all the more
such a high suicide rate among
Spencer-Thomas.
difficult for those who may be
These maledominated industries are a
contribute to suicide risk,” says Sally Spencer-Thomas,
men. First, workers in these
lead of the Workplace Task Force within the National Action Alliance for Suicide Prevention (you can read Sally's article on page 10). Sally Spencer-Thomas is a rock star in the world of suicide prevention in the workplace, my mental health mentor, good friend and a co-author with me and Sarah
Furthermore, the often-
contemplating suicide to get
high at-risk industries, in the
transient nature of the highest
the help they need. After all,
U.S. are predominantly white,
at-risk workforces can create
big boys don’t cry, much less
middle-aged males, who have
an environment in which
share their feelings.
the highest rate of suicide
workers are not as connected
among the general population.
to a workplace community.
ways to do this is to simply talk
One of the most effective
Having a consistent workplace
to workers about what is going
demographic data, elements
can increase the sense of
on in their lives so that they feel
within these industries can
belonging and provide
they have an outlet to discuss
play a role in workers not
consistency in pay and access
issues they are experiencing.
talking about issues that can
to healthcare.
In addition to this
lead to suicide or not seek help
Sally Spencer-Thomas
“There’s an enormous taboo around this topic that
emphasizes that when
is extremely unhelpful,” says
discussing suicide with your
Norman Ritchie, director, VPSI
stoicism and self-reliance
workforce, it’s important to
Group LLC. “The only way to
in the construction industry
look beyond mental health
break through that is to talk about
Mechanical Manual.” (Go to
and the mining or extraction
to other factors that can
it with your workforce and make
www.gutsgritgrind.com
industry for example, certainly
contribute to suicide, including
it the subject of safety meetings
for details.)
makes for courageous and
job strain, sleep disruption,
and company communications.”
W. Gaer in the book on men’s mental health, “Guts, Grit and the Grind, a Men’s Mental
vpppa.org
if they need it. “The culture of risk-taking,
Leader—Winter 2020
25
emphasizes that it is important
who may be at risk for
contractors, supervisors,
Ritchie encourages
for leadership to set the tone
suicide and how to start
workers and safety professionals
around this issue by making
to remember that everyone
suicide prevention a health and
on their workforce is a human
safety priority.
being with their own issues and
“We don’t know that this
difficulties, and to do everything
is happening with a person
they can to connect with them
unless we have conversations
on a personal level.
about it. There’s no X-ray,
“You have to look at the humanity of the workforce,” he says. “By starting a conversation and being aware of those types of things, if there are people who are in a difficult situation, it provides an opportunity to bring that to the surface.” Along with the danger that workers may pose to themselves, Ritchie emphasizes that unless these issues are discussed, these situations can present hazards in the workplace as well. “The worse you’re doing personally, the more risk you present to yourself, your colleagues and to the work,” he says. There’s a concept called presenteeism, meaning that the person is physically present at work, but mentally absent, which often makes them a risk to themselves, and given the particular work environment, a risk to coworkers as well. Spencer-Thomas echoes the need for better communication about this issue and creating an environment where workers are comfortable discussing personal difficulties and are provided a supportive network that will guide them to the resources they need. She
there’s no diagnostic test, no check engine light (wouldn’t that be convenient) that tells us, the only way in is through conversation,” she says. “For workers to feel they can open up about it, we have to have a certain level of trust.” Developing that trust is one area where Spencer-Thomas sees the potential for safety professionals to have a big impact. The environments where she has seen safety cultures thrive are those in which workers are actively looking out for each other’s safety and well-being. Like a scuba diving partner or a battle buddy, you watch each other’s back, and in this case brain as well. By applying that same mentality into psychological safety and well-being, safety
26
Leader—Winter 2020
Difficult as it may be, it’s important to be direct about the topic of suicide and to approach it in a way that is compassionate and empowering, to let the person know that someone is there for them to provide partnership and support throughout their struggle. 3. Direct them to qualified resources. Once you’ve started the conversation and brought underlying issues to the surface, the important next step is to put the person in touch with the appropriate resources. Organizations such as the National Suicide Prevention Lifeline, Construction Working Minds and the Substance Abuse and Mental Health Services Administration provide tools and treatment resources for those in need of assistance. For those organizations with employee assistance
professionals can help create
programs, Spencer-Thomas
a culture in which workers
emphasizes the need for
are comfortable starting
employers to ensure that
conversations with each other
suicide prevention resources
about the personal issues they
are accessible, and personnel
are facing.
are trained in state-of-the-
When having a conversation with a colleague about personal difficulties, keep these three keys in mind to work toward a positive result. 1. Listen. Be a good listener for your colleagues. Often, all a co-worker may need
“We don’t know that this is happening with a person unless we have conversations about it. There’s no X-ray, there’s no diagnostic test, no check engine light (wouldn’t that be convenient) that tells us, the only way in is through conversation.”
a conversation. 2. Ask direct questions.
is for someone to listen and understand what they are going through. During the process of talking through the problems they
art suicide intervention skills. According to Suicide Awareness Voices for Education, 80 to 90 percent of those who seek treatment for depression are treated successfully through therapy and/or medication. By taking these steps and being proactive in the way they approach issues like depression and suicide, employers, workers
are facing, people may be
and safety professionals can
able to find a solution. The
help stem the tide of suicide in
QPR Institute, safeTalk
the construction, extraction,
and Construction Working
mining, fishing, farming,
Minds offer guidance on
forestry, and other industries,
training personnel on
while providing individuals the
what to look for in someone
assistance they need. vpppa.org
Mental Protective Equipment
Finally, a word about the active shooter drill. It’s not prevention, it’s mitigation. The active shooter drill training is a good idea, and given the current climate of gun violence, particularly in the United States, where there is one mass shooting a day, every day, I believe that every company of any size should provide the training. (A mass shooting is identified as one shooter and at least four victims.) However, as we say in the mental health business, it’s a downstream solution. The purpose of the active shooter drill is simply to keep the body count as low as possible. By the time you are having to employ the skills you learned in an active shooter drill, the horse has left the barn, the train has left the station, that ship has sailed, pick your metaphor. It’s too late. As safety professionals we are all about prevention. What if we applied that prevention to mental health just as we do for physical health? Currently, we’re all about personal protective equipment, (PPE) for our physical wellbeing. There is no end to protective clothing, helmets, goggles, or other garments or equipment designed to protect the wearer’s body from injury or infection. The hazards addressed by protective equipment of course include physical, electrical, heat, chemicals, biohazards and airborne particulate matter. What if we had a similar push on Mental Protective Equipment (MPE)? What if in addition to the active shooter training, we go, as we say in the mental health business, way upstream, and bring me (www.thementalhealthcomedian. com) or another Suicide Prevention as a Workplace Health and Safety Issue Speaker and Trainer, in to teach all of the managers, supervisors, union stewards, human resources professionals and other stakeholders on how to spot the signs and symptoms of depression and suicide? We already teach them to spot the signs of alcoholism and drug abuse. And we taught them all what to say, and what not to say, what to do, and what not to do. In QPR (www.QPRinstitute.com,) which is the curriculum I offer as a keynote or a one to three-hour training, it’s called Gatekeeper Training. Everyone is charged with being a Gatekeeper, someone who watches the comings and goings of everyone in the workplace, knows what to look for and what to listen for, when someone is struggling. And what if, after they, as Gatekeepers, identify a worker who is struggling, they took it one step farther, and sought to find out if the depression and thoughts of suicide, are being generated by someone else in the workplace. And what if, as a midstream solution, management brought in a conflict resolution speaker and trainer, who schooled all the managers, supervisors, union stewards, and human resources professionals, and other stakeholders on peacefully resolving a conflict? In other words, as Barney Fife used to say, “Nip, nip, nip it in the bud.” Is it possible that if we started upstream with Suicide Prevention Training, and in midstream, followed up with training in Conflict Resolution, such problems might never progress to downstream, and workplace violence? To paraphrase the old saying, “perhaps an ounce of prevention is worth a pound of mediation.” And after all, prevention, not mitigation, is our business.
vpppa.org
NOTE FROM THE AUTHOR: On a personal note, part of
the proceeds from the sale
of each copy of this edition will go to a wonderful
mental health nonprofit
called the National Alliance on Mental Illness (NAMI),
that is near and dear to my
heart. They provide all sorts
of mental health resources, peer counseling, familyto-family counseling
and classes for families struggling to deal with
a loved one with mental
illness, among others. All that they do, they do for free. I was introduced
to them by a friend who is a State Farm agent, who heard me speak
about mental illness, and my struggles. As often
happens, after I shared my story, he had one
for me—even though I’d
known him for six years, I
was not aware about. He told me his son lives with
schizophrenia, that he and his wife were struggling to
Frank King, Suicide Prevention and Postvention (the period immediately following a suicide) Speaker and Trainer, was a writer for The Tonight Show for 20 years. Depression and suicide run his family. He’s thought about killing himself more times than he can count. He’s fought a lifetime battle with Major Depressive Disorder and Chronic Suicidality, turning that long dark journey of the soul into five TEDx Talks and sharing his lifesaving insights on Mental Health Awareness with associations, corporations and colleges. He uses his life lessons to start the conversation giving people permission to give voice to their feelings and experiences surrounding depression and suicide. And doing it by coming out, as it were, and standing in his truth, and doing it with humor. He believes that where there is humor there is hope, where there is laughter there is life, nobody dies laughing. The right person, at the right time, with the right information, can save a life.
they could, that they had
RELATED RESOURCES & LINKS TO ABOVE MENTIONED RESOURCES
end of their rope, and it
*Risk-Taking Behavior: The Role Emotions Play
the end of their marriage
*Peer-to-Peer Safety Feedback: Engaging in Effective Safety Conversations
help their son in any way just about reached the
appeared that it might be and their family, as they had known it. Then they
heard about a 12-week, one
night per week class for the family of a schizophrenic at NAMI. They took the
classes, and though their son still struggles, as do they, he believes those classes saved his son,
marriage, and their family. He encouraged me to
volunteer, which I do at
the county and state level in Oregon where we live. Please buy a copy. You
*Emotional Intelligence: Assessing Its Importance in Safety Leadership *Safety & Job Burnout: Understanding Complex Contributing Factors www.opm.gov/policy-dataoversight/worklife/employeeassistance-programs/ suicidepreventionlifeline.org/ www.samhsa.gov/ www.constructionworking minds.org/ www.livingworks.net/safetalk
might just help save a
qprinstitute.com/
perhaps a life.
*These resources are available as PDFs online. Search for the titles in your preferred search engine.
marriage, a family, and
Leader—Winter 2020
27
28
Leader—Winter 2020
vpppa.org
Ways to Improve Employee Mental Health By Anita Hawkins, Safety Pros
Mental health is a difficult topic to address in the workplace. Pretending that mental health concerns are not something affecting your workplace could end up costing you money. Studies show that when left untreated, mental health issues cause people to miss 5 percent more days from work. Considering mental health issues affect one in four people, according to the World Health Organization, this is probably affecting your office—whether you know it or not.
T
hat’s why it’s so important to make sure that your work environment is one that’s open and understanding of mental health needs. Right now, your employees could be dealing with anxiety, depression, or other mental health issues in the workplace, and it could be affecting their work.
For the most part, your employees will have a disorder and not disclose their
diagnosis but still maintain positive behavior and high level of productivity. But there are those instances where an employee may show signs of mental illness that are disruptive and counterproductive. In these situations, it is important for employers to consider the health and safety of all their employees. So how can employers make their office a safer and healthier place? Here are a few suggestions.
vpppa.org
Leader—Winter 2020
29
Employers should consider providing health care plans that include mental health services, such as counseling or therapy. You can also partner with local businesses to create an employee discount plan. Speak to businesses, such as fitness gyms, counseling centers, and massage therapists, to create a program that allows employees access to these services at a reduced cost.
4
Inform Employees of Time-Off Policies and Lead by Example Your employees are working
long, hard hours. Many of them task their bodies physically throughout the day to complete their jobs. It can be draining on the mind and body to work day
1
Break the Silence
Your employees may be hesitant to discuss their mental health concerns. As an employer, you can help break the stigma of mental health in the workplace by creating a welcoming and supportive space for your employees. They shouldn’t be afraid of repercussions if they speak up about their concerns for their own or someone else’s mental health. Work with your
your employees about their mental health. While hosting whole company events to educate employees and open communication about concerns helps create a supportive atmosphere, it is inappropriate to single out employees or force people to discuss their private health concerns. That’s where an Employee Assistance Professional (EAP) comes in. As licensed mental health counselors and trained
employer, encourage workers to take time off from work and not work longer hours than necessary. If you’re noticing that an employee is regularly overworking themselves, it’s time to check in to see how they’re handling their workload and if there are ways that you can help. Keep in mind that employees often look to their bosses to set the tone when it comes to taking time off and being
supervisors about mental
accessible when away from
health within the company; or
health and how to handle
the job site. If you are always
host a seminar that provides
sensitive employee issues.
calling to check on job progress
employees with education
Proper training and research
or coming to work when you
on how to manage mental
are essential to addressing
aren’t well, your employees will
health. Employees will see your
mental health in the workplace
feel they have to do the same
dedication to improving mental
and fostering a positive and
thing. Be transparent about the
health in the workplace and
supportive community.
company’s time-off policies
host a discussion about mental
and allow employees the time
begin to help build a culture of openness and education around mental health topics.
2
Leader—Winter 2020
It is crucial that you, as an
professionals, they can teach
human resources department to
30
in and day out without a break.
Get Training
3
Offer Resources
The best thing an employer can do to accommodate mental
they need to recharge and relax.
5
Follow Up
health is to offer a range
Managing employee health
As someone’s supervisor,
of resources for employees
and safety is already an
it can be difficult, or even
to utilize should they have
essential part of your day-
inappropriate, to speak with
questions or concerns.
to-day activities at work. Be vpppa.org
If you’re worried about an employee who appears to be struggling, it’s crucial to set up a meeting to identify possible issues and find ways to better the situation.
sure you are maintaining open
out to your human resources
to educate, communicate, and
surveys at times they are most
lines of communication by
department to get connected to
reward employees for observing
comfortable. Having these
regularly following up with your
other resources.
safe practices.
features in a safety engagement
employees. One way to do this
The health and safety of
Setting up a safety
is to poll your employees about
your employees rely heavily on
engagement program is not
whether they’d be interested in
their mental health. Employees
difficult. The Safety Pros
regular check-ins, and to ask
need to be alert and focused
specializes in developing safety
how often they’d like them;
to perform many of their jobs
engagement programs for
one employee may welcome a
safely. While you may never
businesses in any industry. Since
weekly meeting while another
know which of your employees
each workplace is different,
may find it to be too much and
is experiencing a mental health
programs are tailored with
too overwhelming.
issue, it is essential to do what
features that meet the specific
you can to help prevent burnout
safety needs of each company.
employees who seem to dip
and incidents related to mental
A safety engagement program
in productivity or are losing
health concerns. Of course,
offers a hands on experience
focus performing job tasks. Be
not everyone is going to want
for both company leaders
wary that their behavior could
to open up about their mental
and employees. Interactive
be a sign that they are dealing
health with their boss. Make
programs encourage employees
Be sure to watch for
with burnout or mental health issues. An employee who is not fully focusing on their job tasks could inadvertently cause harm to themselves or someone else. If you’re worried about an employee who appears to be struggling, it’s crucial to
sure that your employees don’t feel obligated to open up, but that they also know there are resources available to them if they need them.
Use Your Engagement Platform
to participate in safety training, forum discussions, and even test their knowledge with safety quizzes. For participating, employees receive points that are banked and later cashed in for incentives and awards. Programs are cloud-based
Make communicating
and mobile responsive, so
set up a meeting to identify
important health and safety
employees can log in and
possible issues and find ways to
messages simple with a safety
participate from jobsites,
better the situation. Consider
engagement program. Work
home, or anywhere. Employees
changing their workload,
with a company that specializes
can respond to discussions
allowing them to work from
in creating custom safety
on mental health through
home, or helping them to reach
programs that allow employers
forums, social posts, and
vpppa.org
program helps to lift the stigma about mental health and encourages open discussion that helps people find the help and resources they need to care for their own mental and emotional health. Employees who are part of a safety engagement program report being happier, more proactive in safety, and are excited to receive rewards for being part of the program. Anita is the Digital Marketing Specialist and Blogger for
Safety Pros located in Tampa, FL. Under the direction of company owner, Michele Adams, Safety
Pros develops comprehensive
online safety incentive programs for companies of all sizes. As
part of the Safety Pros team,
Anita educates clients on the
importance of safety while also
helping them discover effective safety recognition solutions for their workplace. As members of VPPPA for 30 years, Safety
Pros has established a strong reputation as experts in the safety incentive industry.
Leader—Winter 2020
31
SUICIDE PREVENTION The Next Step in Construction Safety 32
Leader—Winter 2020
vpppa.org
By Greg Sizemore and Michelle Walker, CIASP
In today’s construction industry, the safety and wellbeing of our
workers is our priority. We know it is our responsibility to make sure our employees go home in the same—or better—condition than when they arrived on the jobsite in the morning. Delivering on that commitment
has been part of a larger cultural shift over the last 25 years and, while we’ve seen progress, even one fatality is one too many.
A
focus on physical health
according to the U.S. Department
and safety—from
of Veterans Affairs.
the use of personal
The U.S. workforce spends
that safety of all kinds is better
protective equipment to safety
many hours at the workplace
baked in, rather than bolted on.
education and planning, as
each week, making it a vital
There are many touchpoints
well as identifying new safety
touchpoint for providing access
where we can incorporate
technologies—has naturally
to mental health resources for
suicide prevention measures.
been at the forefront as
working-age adults. In fact,
Importantly, we need strong
the Surgeon General’s 2012
leadership from management,
National Strategy for Suicide
safety professionals and human
Prevention specifically targets
resources to acknowledge that
employers prevention of
this devastating statistic about
suicide. Across the construction
our industry is a public health
sector, we must rise to meet
crisis. And that it is up to us to
this challenge by incorporating
identify and assess our weak
mental health and wellness as
points, and then get to work.
construction companies work to assess, address and implement jobsite improvements. And while these are essential to world-class safety performance, we need to expand that focus to address mental health and the risk of suicide. As leaders in our field, it’s not just our job to make sure our workers get home safe, it’s also our job to ensure they safely return the following morning. Statistically, construction employees are at a higher risk because men, who make up
core business values. While there is much about
To start, we need to focus on access by instituting
the nature of the construction
comprehensive mental health
sector that we can’t change—
and suicide prevention polices,
like night work, traveling to
including employee assistance
jobsites away from loved ones
and treatment programs and
and strenuous physical labor—
crisis intervention education.
there are many things we can
We can also assess our
change. We can build protective
business practices to see what
factors around stressors to
practical steps we can take
help minimize impact. We can
to reduce overall suicide risk
to die by suicide. In addition,
educate teammates to recognize
factors, like putting together
the industry employs a large
signs of mental distress. We can
crews that consistently work
population of veterans, who are
fund mental health benefits.
together. This allows workers to
at a 1.5 times greater risk for
We can view asking for help as
develop relationships with their
suicide compared to nonveterans,
brave, instead of shameful.
colleagues (especially when
91 percent of the construction workforce, are more likely
vpppa.org
As an industry, we know from years of managing jobsite safety
Leader—Winter 2020
33
ABOUT CIASP The Construction Industry Alliance for Suicide Prevention was born out of necessity in response to the CDC study that ranked construction as the number one industry for deaths by suicide. Established by the Construction Financial Management Association in 2016 to shatter the stigma surrounding mental health issues, CIASP became a stand-alone 501(c)(3) organization in 2018 to raise awareness about suicide prevention and provide resources and tools to create a zero-suicide industry by uniting and supporting the construction community. Learn more, donate or get involved at
preventconstructionsuicide.com.
working out of town) which
policy and strong interpersonal
reduces isolation, one of the top
communication. We need to
non-mental illness-related risk
empower employees to create a
factors for suicide. In addition,
compassionate workplace culture
the crews know each other well
that encourages people not just
enough to not only recognize
to look out for themselves, but
warning signs but care enough
also the wellbeing and safety
to take action.
of others. A simple “how are
Next, we need to focus on information-sharing. Contractors can take several
Call the National Suicide Prevention Lifeline, a national network of local crisis centers that provides free and confidential emotional support to people in suicidal crisis or emotional distress 24 hours a day, seven days a week. For immediate help, call
(800) 273-TALK (8255).
someone who is struggling. And just like any employee
steps to ensure their workers
can stop work on a jobsite for
have the information and
a safety issue, workers need to
resources they need to ask
have the same confidence to
for and receive help: promote
voice concern about suicide risk.
employee assistance programs
Suicide prevention needs to be
and other mental health
part of top-down and bottom-up
services; improve mental health
safety messaging that everyone
literacy by educating workers
is responsible for their own
about psychological safety in
safety and the safety of others.
the same way we do physical
NATIONAL SUICIDE PREVENTION LIFELINE
you doing?” can be a lifeline to
In short, we need to shatter
safety; provide wellness
the stigma around mental health
workshops; and post resources,
problems and put in place mental
such as the National Suicide
health safety measures with the
Prevention Lifeline phone
same steadfastness that we do for
number (1-800-273-8255).
physical health and safety. While
We also need to educate and
this is a tall order, we all need to
empower. It is so important to
be part of the solution and stand
train leadership to be able to
up for suicide prevention. It is
identify and address signs of
our responsibility not just on
mental distress. To have difficult
construction jobsites, but also
conversations. And then to take
in our schools and workplaces,
action through suicide prevention
and with our families, friends
programs such as LivingWorks,
and communities.
which educates people on
Again, our industry is
how to identify warning signs
experiencing a public health
and approach someone at risk
crisis—and one we must
of suicide and connect them
proactively address to do better
to support. We also need to
for our workers and their families.
educate and equip supervisors
Through strong leadership and
with positive management and
commitment, we can create a
communication techniques to
cultural shift in our industry to
CIASP is dedicated to changing the statistics by educating and equipping organizations, industry service providers and construction professionals to STAND up for suicide prevention and address it as a health and safety priority.
motivate their staff.
incorporate suicide prevention
Now is the time for the industry to STAND up for suicide prevention and address it as a health and safety priority by creating safe cultures, providing training to identify and help those at risk, raising awareness about the suicide crisis in construction, normalizing conversations around suicide and mental health and ultimately decreasing the risks associated with suicide in construction. Join the movement.
TAKE THE PLEDGE
34 Leader—Winter 2020
There is emotional work,
and reduce risk factors with the
too. We must stop the societal
same dedication and success as
shame surrounding mental
physical safety and health. And
health issues, especially in male-
that leadership and commitment
dominated, physical industries
needs to start today. Together
such as construction. We need
we can reach the only acceptable
to foster a caring environment
number of construction workers
that includes an open-door
dying by suicide: zero.
Greg Sizemore, vice president for health, safety, environment and workforce development for Associated Builders and Contractors is the vice chair of the Construction Industry Alliance for Suicide Prevention, and Michelle Walker, vice president of finance and administration for SCC Underground, is the chair of CIASP.
vpppa.org
Infographic Corner
A suicide occurs
every 11 minutes
in the United States.
A CDC study found that from 2012–2015,
suicide rates were highest
among males, ages 45–64. Opioid abuse is associated with a
75 percent increased likelihood of a suicide attempt.
vpppa.org
Veterans are at a 1.5 times greater risk
for suicide compared to nonveterans, according to the U.S. Department of Veterans Affairs.
Mental health issues affect
one in four people,
according to the World Health Organization.
1-800-273-8255 is the National Suicide Prevention Lifeline.
Leader—Winter 2020
35
By Jessica L. Richardson, CSP, CIT Professional and Organizational Advancement Manager, BCSP Clinton Wolfley, CSP, CHST, STSC Safety Systems and Services Manager, UCOR-AECOM J.A. Rodriguez, CSP, ASP, SGE VPPPA Chairperson
VPPPA Best Practices
A Case Study of Safety Leadership at Every Level VPPPA Overview
The Voluntary Protection Programs Participants’ Association, Inc. (VPPPA)—The Premier Global Safety and Health Organization™, is the leading organization dedicated to cooperative occupational safety, health and environmental management systems. VPPPA, a nonprofit 501(c)(3) charitable organization, is a member-based association providing a network of more than 2,300 companies and worksites that have achieved, or are striving for, occupational safety and health excellence— including the Occupational Safety
• Innovation sharing
be more challenging than
• Mentoring programs for
safety success, the supervisor
across industries
implementing one. To achieve
organizations looking to
role must include building
take their performance to
relationships with workers,
the next level
which strengthens the
• Use of the VPPPA Body of
organization’s commitment
Knowledge phone app,
to safe operations (Carrillo,
which offers workers a ready
2010). Through safety
reference on a variety of topics and regulatory structures
Accredited Certifications: STS and STSC
education and training, supervisors become equipped to make risk-based decisions in the field, reducing errors and building credibility within the organization. Supervisors
Maintaining and sustaining
who place a high value on
an organizational culture of
safety achieve greater levels of
safety in the workplace can
safety compliance from their
and Health Administration’s (OSHA) or the Department of Energy’s (DOE) Voluntary Protection Programs (VPP).
VPPPA Best Practices VPPPA members drive
continuous improvement by developing and sharing best practices. These practices
It is notable that nearly two-thirds of all STSCs in the state of Tennessee are sponsored by UCOR. UCOR has sponsored the attainment of 273 STSC certifications since 2012. 36
Leader—Winter 2020
begin and end with worker involvement. Workforce buyin is the magic behind the sustainability and superior performance of any protective safety management system. VPPPA best practices include:
• A focus on learning from injuries and events
• A focus on worker
involvement programs designed to encourage participation and ownership
• A focus on process changes,
rather than worker discipline, for reports of injuries
vpppa.org
workers than do supervisors who are perceived to place a low value on safety (Kapp, 2012). The Board of Certified Safety Professionals (BCSP) offers Safety Trained Supervisor® (STS®) and Safety Trained Supervisor Construction® (STSC®) certifications, intended for leaders at all levels, as all workers have the responsibility for contributing to a safe working environment. The STS and STSC are intended for executives, directors, managers, supervisors, superintendents, and workers. These individuals may not have safety as their primary job duty, but their knowledge of safety practices ensures safer and healthier worksites, and their competency strengthens the foundation of safety in the organization (BCSP, 2019). BCSP’s Safety Continuum graphic positions the STS and STSC certifications at the center of sustaining an effective safety culture, with leaders at every level earning professional certifications. The best organizations are
UCOR CASE STUDY UCOR: Safety is at the Forefront
UCOR management
UCOR is an AECOM-led
leadership through a variety of
partnership with Jacobs
means, including:
under contract with the U.S. Department of Energy (DOE) to clean up areas within
demonstrates commitment to
• An open-door policy to all workers
• Provision of safety and
health-related personnel,
DOE’s Oak Ridge, Tennessee,
programs, materials,
Reservation. Since beginning its contract on August 1, 2011, UCOR has built an exemplary safety culture, which embraces the principal tenets of the Voluntary Protection Program (VPP)— Management Leadership, Worker Engagement, Work Site
equipment, and supplies
• Field presence and interaction through monthly walk downs
• The Voluntary
Protection Program
• A safety-conscious work environment
• Establishment of teams
to pursue excellence such
Analysis, Hazard Prevention,
as the Electrical Safety
and Control and Safety and Health Training. UCOR was awarded VPP Star status in 2015. Subsequently, the company received the VPP Star of Excellence—the highest level of recognition awarded by the program—and was re-certified as a VPP Star site in 2019. As its top-level safety designations attest, safety is at the forefront of every UCOR activity—whether it is demolishing aging hazardous
•
Excellence Team Support of Local Safety Improvement Teams (LSITs)
• Questioning Attitude
Recognition Program (QARP)
• Promote environment, safety, and health as a constant
value in training, designing planning, and executing work
• Enhance worker awareness an involvement to spread
ownership for environment, safety, and health throughout the workforce
• Demonstrate that UCOR is dedicated to safety excellence thorough continuous improvements While many of UCOR’s safety policies and practices are prescribed and apply equally to everyone, workers also have the opportunity to take their personal commitment to the next level through voluntary professional certifications. Workers are encouraged to obtain professional credentials
• Conservative decision making • Monthly Stewards meeting • Monthly Safety
offered by various industry
• President’s Accident
are given paid time off to
groups, including BCSP. Those who wish to pursue BCSP’s
Advocate meeting
STSC certification, for example,
Prevention Council
study for the certification. This
Worker Engagement
is yet another way worker engagement plays a key role in
Worker engagement is a central
establishing and maintaining an
nuclear facilities, operating
tenet of UCOR’s robust safety
exemplary safety culture.
environmental facilities that are
culture and is the foundation
well beyond their design life,
upon which the company’s
applicants to meet minimum
across the organization. These
managing thousands of tons
exemplary record of success
education and experience
certifications are accredited
of low-level nuclear waste, or
is built. Worker engagement
requirements and demonstrate
through the ANSI/ISO/IEC
reclaiming contaminated land
is demonstrated daily through
knowledge of basic health and
17024 standard for personnel
for economic development
comprehensive training
safety standards and practices
certification programs, which is
purposes. Protecting workers,
programs, involvement in work
through a rigorous examination
the yardstick for acceptance of
the public, and the environment
package development, and the
process. Companies that employ
is UCOR’s highest priority.
uncompromising ability to stop
STS and STSCs generally
work without retribution when
experience a decrease in
a safety concern arises. In its
accidents, incidents, and
UCOR’s commitment to
quest for safety and operational
injuries, a greater participation
may experience increased
safety starts at the top with
excellence, and with full
in safety programs, and
self-image, a sense of
the CEO and every level
management support, UCOR
improvements in productivity
accomplishment, an enhanced
of senior management
workers and subcontractors
and quality. Successful
technical confidence level, and
and extends to each of the
embrace these objectives:
candidates are recognized in
the opportunity to compete
company’s 1,900 workers
for leadership opportunities
regardless of position, length
(Greer, 2012).
of service, or job assignment.
built upon supervisors who are qualified, experienced, and trained. The STS and STSC set standard baseline knowledge
a certification by many federal, state, and local agencies. Supervisors who achieve the STS and STSC certifications
vpppa.org
Safety: Commitment
• Strive to eliminate all injuries,
The program requires
company publications, social
illnesses, and adverse impacts
media posts, and internal TV
to the environment
information monitors.
Leader—Winter 2020
37
Best Practices
UCOR workers who complete these courses bring their advanced knowledge to the
STSC Award of Excellence since
concrete structure, so too
ending challenge—one that
the award’s inception in 2011.
do UCOR’s qualified STSCs
requires constant vigilance
Building on its success,
reinforce the safety culture
and continuous improvement.
workplace each day, along
UCOR’s emphasis on
willingly embraced by
As the future unfolds, UCOR
with a heightened sense of
professional development
nearly 1,900 workers. The
personnel will continue to
pride for having earned a
and technical excellence
voluntary commitment of
examine and emphasize
valuable industry credential
continues to grow. In the spring
these credentialed experts
the personal need for each
that will serve them well now
of 2018, UCOR supervisors
goes above what is required. It
individual to demonstrate
and in the future. Recipients
joined candidates across the
helps make the safety culture
caring for their own safety
report increased confidence
country in taking an extensive
even stronger, more enduring,
and the safety of their
in carrying out their daily
examination in pursuit of
and less susceptible to failure
coworkers. The UCOR team
tasks. They also appreciate
a new BCSP certification—
due to complacency or lack of
remains engaged, prepared,
the respect this certification
the Safety Management
situational awareness.
and committed to a culture of
engenders among safety-
Specialist® (SMS®). Four
conscious coworkers. It is
UCOR workers obtained this
an individual achievement
certification demonstrating
that benefits the entire
the management and safety
organization—a personal
skills needed to assure safe
reinforcement of UCOR’s core
operations. Exam topics
value that safety is always paramount on every job. The desire to be recognized
included defining and utilizing the organization’s safety management systems,
as an STSC is contagious
risk management, incident
within the UCOR workforce.
investigation, and emergency
Building on coworker success,
preparedness. The certification
the number of successful
also confirms knowledge
candidates grows each
of safety, health, and
year, not only improving
environmental concepts and
the individual worker’s
regulations and identifying the
value to the organization, but also strengthening the commitment to safety of the entire workforce. It is notable
business case for safety. In 2019, industrial hygienist technicians demonstrated their occupational safety and
that nearly two-thirds of all
health knowledge and skills
STSCs in the state of Tennessee
by taking BCSP’s Occupational
are sponsored by UCOR. UCOR
Hygiene and Safety Technician®
has sponsored the attainment
(OHST®) certification exam.
of 273 STSC certifications
The exam consists of questions
since 2012.
related to worksite assessment,
Credentialed UCOR workers
hazard control, loss prevention,
Mission Ready
Professional certifications are also viewed as part of being
involvement and ownership
workforce, UCOR management
are paramount to safety
launched a Mission Ready
performance success.
program in 2019. This new
Organizations that sponsor
12-month program is designed
STS and STSC certifications
to help all UCOR workers
for workers at all levels have
understand when unsafe
a distinct advantage in safety
challenges may compromise
performance, as workers
their ability to perform their
have the competence and
duties safely for the day.
confidence to take ownership
The Mission Ready initiative
being made in the field. UCOR
all accidents are preventable.
empowers workers on the front
The goal is to reduce injuries and illnesses on the job to zero. To do that, every person must be physically, mentally, and emotionally ready to do what needs to be done. Those who aren’t are asked to voice their concerns, with the understanding that supervisors will seek an alternative task for
addressed emergency response, professional responsibility, and
VPPPA national conference,
other health and safety topics.
physically, workers are
Undergirding the Safety Culture
acclimated, properly nourished,
that worker. To be Mission Ready required to be able-bodied, hydrated, and stretched. For
In one sense, UCOR
proper mental and emotional
and “Safety Culture Training
management views
readiness, workers should
for Front Line Leaders.” In
professional certifications
be focused, managing stress,
addition, Michelle Keever, a
as a critical part of the
mindful, and trained.
UCOR safety manager, was
undergirding of its robust
recognized by BCSP as the first
safety culture. Just as rows
ensuring a safe work
individual to qualify for the
of steel rebar reinforce a
environment is a never-
38
Leader—Winter 2020
of the risk-based decisions
underscores UCOR’s belief that
certification. During the latest
Certifications: STS and STSC”
VPPPA, UCOR, and BCSP
safety awareness among the
the value of professional
Trained Supervisors
end of the cleanup contract. recognize that worker
and disaster planning. It also
on topics including, “Safety
safe and strong finish to the
Mission Ready. To bolster
help spread the word about
UCOR provided presentations
excellence that will ensure a
UCOR recognizes that
line by investing in BCSP’s STS and STSC certifications, a best practice in attaining the VPP Star of Excellence and maintaining VPP Star status.
REFERENCES Board of Certified Safety Professionals (2019). STSC. Retrieved from: http://bcsp.org/STSC Carillo, R. (2010). Positive Safety Culture: How to Create, Lead and Maintain. Professional Safety, 55 (5), 47–54. Greer, E. (2012). Want to Improve Construction Safety? Invest in Supervisor Credentials. Industrial Safety & Hygiene News, Vol. 46 (5), 60–62. Kapp, E.A. (2012). The Influence of Supervisor Leadership Practices and Perceived Group Safety Climate on Worker Safety Performance. Safety Science, Vol. 50 (4), 1119–1124.
vpppa.org
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Membership Corner
Meet the VPPPA Team
As VPPPA members, you talk to National Office Staff members on the phone, chat with us via email and sometimes see us at
Name: Sara Taylor Job Title: Director of Operations Length of Time with VPPPA: Seven years this time
regional and national events.
around—13 years total.
But we want our members
Favorite Parts of Working for
to be able to more easily put names with faces. Check back here in future issues to see more VPPPA National Office staff member profiles.
VPPPA: The food, we love a good potluck in the office. I also have a huge amount of respect and greater awareness for safety and health. I recently attended an SGE course and my new goal is to get VPP Star status for the VPPPA National Office. Hometown: Naha, Okinawa/ wherever the Army sends you/ deep in the Shenandoah Valley. Alma Mater: Longwood University, GO LANCERS! I’m
Winter Members of the Month
Congratulations to our Winter (December 2019, January, February) Members of the Month: Rob Deery, Maureen Kamphaus and Ashleigh Pope. Want to submit someone to be considered as a VPPPA Member of the Month? Email membership@vpppa.org. You can also check out all of the previous Members of the Month on our website.
kidding, I was never into sports. I did work in the dining hall for four years but a shoutout to food service seems odd. But hey, GO DHall! Fun Facts About Me: I’ve visited more than 40 countries, I have several tattoos, I have 27 first cousins, my parents have been married for 43 years, I have broken my ankle three times, while I am tall, I have zero athletic ability, and I love the World Series Champions—the Washington Nationals! Favorite Food: Chocolate or anything covered in chocolate (except oranges because I’m highly allergic, so I’ll die). Favorite Movie: Robin Hood Prince of Thieves, all of the Harry Potter & Hunger Games films, Finding Dory and Arrival. Dream/Next Vacation Spot: Bhutan, Maldives, Mauritius or anywhere else I haven’t been yet. Favorite Musician/Band: Linkin Park and Loreena McKennitt.
40 Leader—Winter 2020
Enter the VPPPA Roster Contest
To ensure each of our members are receiving the benefits they deserve, we need your site rosters to be updated. Send your updated roster to membership@vpppa.org by July 1 for a chance to win an Amazon gift card. If you need another copy of your site's roster, please contact the Membership Department via the email address above or call (703) 761-1146. If you have already submitted your site's roster, you are entered into our random drawing. The winner will be chosen by July 6.
Congratulations to All of Our VPPPA Trivia Winners
Thank you to all of our 2019 Trivia Contest winners for celebrating our 35th Birthday: Sheri F., Cintas; Kim B., Acushnet Golf; Vanessa K., Nucor; Brian B., Shermco; Joshua H., Prairie State Generating Company; Elisa C., Huber; Keenan M., Solvay; Nevena S., Sherwin; Neha S., Honeywell; Leischen N., Alstom Group; Jake V., Occidental Chemical Corporation; Tonya W., Firestone Industrial Products/Bridgestone; Lesli Trahan, Chevron Phillips Chemical; Scott Slie, Westlake Chemical; Donald B., Aerojet Rocketdyne; Zach G., Morton Salt; Elsy P., Multi-Plastics Extrusions, Inc.; Tiffany H., Entergy; Eric S., PROTEC Coating Company, Jennifer T., Nuclear Waste Partnership; Tonya W., Firestone Industrial Products/Bridgestone; Guillermo D., Phillips 66; Eric D., University of Notre Dame; Jeff B., Fiberteq.
vpppa.org
Compiled By Katlyn Pagliuca Membership Manager, VPPPA, Inc.
State-Plan Monitor
IOWA
Lone Worker Program at NuStar Energy
Iowa OSHA VPP has been focused on employees working alone in remote or hazardous locations. Recently, NuStar Energy’s VPP Star sites in Iowa have implemented a lone worker program that requires lone workers to wear a device that
New VPP Star Site
The following site was approved
• Cardinal IG—Greenfield (October 2019)
Reapproved VPP Star Site
• Collins Aerospace—Bellevue (October 2019)
GPS location and incapacitation alerts. Bruce Myers, Senior
in the Michigan Voluntary
Manager Area Operations, reports
Protection Program (MVPP),
that the program is working well.
with 28 Star, two Rising
Iowa Hosts VPPPA Conference
• 2020 Region VII VPPPA
Midwest Safety and Health
participant successfully achieved
application process.
MNSTAR status in FY 2019. In
An MVPP initial onsite review
for participation:
MICHIGAN
provides routine status checks,
Hudson to discuss the MVPP
There are currently 33 sites
Star (Merit), two MVPP/C (construction), and one MVPP/C Rising Star site. The following is a quick update of MIOSHA MVPP activities.
has been conducted at Robert Bosch, LLC, Plymouth, and a Star onsite review has been conducted at Cintas Cleanroom Resources, Westland. An MVPP Star award
pending for the MVPP/C:
• Robert Bosch, LLC, Plymouth Initial Approvals
Sites recently approved for participation in the MVPP:
•
Cintas Fire Protection— D26, Troy
• Honeywell, Muskegon
continued participation in
The annual Region VII VPPPA
by the DTE Milford
the MVPP:
Conference is the premier forum for occupational safety and health and environmental professionals, hourly workers and business leaders from sites seeking VPP approval and organizations striving to improve their safety and health management systems.
Compressor Station. The MVPP/C Advisory Group met on November 7, 2019. MVPP triennial onsite reevaluations have been conducted at:
• Herman Miller Midwest Distribution, Holland
• OxyChem, Ludington MVPP/C Specialist,
Pre-Commercial—(Redwood Falls, MN) was recommended MNSTAR site
Applications currently
Mentors Meeting was hosted
The Fall 2019 MVPP/C
• Monsanto—Redwood Falls and certified as a full
Des Moines.
Downtown Marriott
The following site achieved MNSTAR status in FY 2019:
Marathon TT&R, Lansing.
Promotion
April 27–29, 2020
recertification visits completed.
celebration was held at
Reevaluation Approvals
Conference and Expo
addition, four employers had
Sites recently reapproved for
• Herman Mill Hickory, Spring Lake
• PotlatchDeltic, Gwinn Upcoming Events
• MVPP/C Mentors meeting— April 6, 2020
• MVPP/C Advisory group meeting—TBD
“Like” us on Facebook,
The following sites were visited in FY 2019:
• Marvin Windows
(Reapproved)—Warroad
• Aptim Services LLC
(Reapproved)—Rosemount
• Danfoss Power Solutions
(Reapproved)—Plymouth
• Sysco Asian Foods
(Reapproved)—St. Paul MNOSHA Workplace Safety
Consultation continues to receive inquires and has begun visiting employers that have indicated they will be submitting an application in FY 2020. FY 2020 will see 11 reapproval visits at existing MNSTAR employers. Having a dedicated MNSTAR team has allowed us to build strong working relationships with our partners and has helped open lines of communication from site to site. Our MNSTAR
Iowa VPP Site Update
Doug Kimmel met with
follow us on Twitter and
sites share best practices from
There are 43 VPP Star sites in
representatives from Reith-
subscribe to our YouTube:
site to site which allows all
Iowa. The following is an update
Riley Construction, Petoskey
www.youtube.com/c/MIOSHA_MI
employers to strive to be better.
of Iowa OSHA VPP activities.
and Atlas Copco, New
For further details on the
In addition, the annual
MVPP, contact Doug Kimmel,
Minnesota Safety Council
MVPP specialist at 517-719-7296,
Annual Safety Conference will
or visit the MIOSHA website at
be held at the Mystic Lake
www.michigan.gov/miosha.
Center May 12–13, 2020.
MINNESOTA
information about the
The Minnesota OSHA (MNOSHA)
www.dli.mn.gov/business/
Workplace Safety Consultation
workplace-safety-and-health/
(WSC) unit currently has 35
mnosha-wsc-minnesota-star-
STAR sites participating in
mnstar-program or contact
the MNSTAR program. Of the
Marnie Prochniak, MNSTAR/
35 STAR sites, 33 are general
VPP Coordinator at marnie.
industry locations and two are
prochniak@state.mn.us,
resident contractors. One new
651-478-8193.
If you would like further
Cardinal IG hosted a VPP flag ceremony on December 11, 2019. vpppa.org
MNSTAR Program, please visit
Leader—Winter 2020
41
SPM
contacting each state
TENNESSEE
On September 17, TDLWFD Deputy Commissioner Steve Hawkins presented the employees of Honeywell International in Memphis, TN, with the Volunteer Star Award. This was the first time the company has received the award. On October 16, TOSHA VPP Manager, David Blessman, presented the employees of Performance Pipe in Knoxville with the Volunteer Star Award. This was the fourth time the company has received the award. Successful on-site evaluations were recently conducted at ITW Dynatec in Hendersonville, TN, and Owens Corning in Springfield, TN.
OREGON
Since the Autumn edition of the Leader, Oregon has conducted three more VPP evaluation audits and has scheduled four more to be completed by April 2020. We have reapproved three sites and have another working on their 90-day items. SGEs continue to play an important role in audits, as the SGEs have proven themselves to be valued team members. Oregon OSHA would like to publicize the following scheduled conferences throughout the state:
• Oregon SHARP Alliance Region I Training Session, January
14, 2020, Sustaining and Improving Safety Management, in to be held in Portland/Metro.
• Mid-Oregon Construction Safety Summit, January 27–28, 2020, Riverhouse on the Deschutes, Bend.
• Cascade Occupational Safety & Health Conference, March 2–3, 2020, Graduate Hotel, Eugene.
• Oregon SHARP Alliance General Training Session, March 12, 2020, Improving Your Safety Program, Taking Safety to the Next Level, Durham.
• Oregon SHARP Alliance Region I Training Session, April 14, 2020, topic and site TBA in Portland/Metro.
• Northwest Safety & Health Summit by Region X VPPPA, May 12–14, 2020, The Grove Hotel & Boise Centre, Boise, ID.
WASHINGTON
The Washington State Plan VPP program currently has 32 VPP sites (31 Star and 1 Merit). Since the last issue we have completed evaluations for two new participants and 1 recertification, approval reports are in process. For 2020 our program will be performing 11 reapproval evaluations and at least one evaluation for a new participant. For 2019 Washington VPP staff had 11 outreach interactions at employer worksites who expressed interest in VPP. Information about the program and workplace safety and health information was provided. VPP staff also conducted check-in audits of five existing VPP sites who were either mid-certification cycle or noted changes in leadership, processes or procedures in their annual self-evaluation.
42
Leader—Winter 2020
Alaska Christian Hendrickson VPP Manager Christian.hendrickson@alaska.gov Phone: (907) 269-4946
New Mexico Melissa Barker VPP Coordinator melissa.barker@state.nm.us Phone: (505) 222-9595
Arizona Jessie Atencio Assistant Director jessie.atencio@azdosh.gov Phone: (520) 220-4222
North Carolina LaMont Smith Recognition Program Manager lamont.smith@labor.nc.gov Phone: (919) 807-2909
California Iraj Pourmehraban Cal/VPP & PSM Manager ipourmehraban@hq.dir.ca.gov Phone: (510) 622-1080
Oregon Mark E. Hurliman, CSHM VPP/SHARP Program Coordinator mark.e.hurliman@oregon.gov Phone: (541) 776-6016
Hawaii Nicole G. Bennett OSH Program Specialist Administrative & Technical Support Manager nicole.g.bennett@hawaii.gov Phone: (808) 586-9081
Puerto Rico Judith M. Cruz Concepción Puerto Rico VPP Manager PR OSHA Voluntary Programs Division Cruz.Judith@dol.gov Phone: (787) 754-2172 ext 3343
Indiana Beth A. Gonzalez VPP Team Leader bgonzalez@dol.in.gov Phone: (317) 607-6118
South Carolina Sharon Dumit VPP Coordinator sharon.dumit@llr.sc.gov Phone: (803) 896-7788
Iowa Shashi Patel VPP Coordinator patel.shashi@iwd.iowa.gov Phone: (515) 281-6369
Tennessee David Blessman VPP Manager david.blessman@tn.gov Phone: (615) 253-6890
Kentucky Brian Black VPP Program Administrator brian.black@ky.gov Phone: (502) 564-3320
Utah Jerry Parkstone VPP Coordinator jparkstone@utah.gov Phone: (801) 530-6901
Maryland Allen Stump VPP Manager allen.stump@maryland.gov Phone: (410) 527-4473
Vermont Daniel Whipple VPP Coordinator dan.whipple@vermont.gov Phone: (802) 828-5084
Michigan Sherry Scott MVPP Manager scotts1@michigan.gov Phone: (517) 322-5817
Virginia Milford Stern VPP Manager milford.stern@doli.virginia.gov Phone: (540) 562-3580 x 123
Minnesota Tyrone Taylor, MBA Director of Workplace Safety Consultation MN Dept. of Labor & Industry Occupational Safety & Health Division tyrone.taylor@state.mn.us Phone: (651) 284-5203
Washington John Geppert VPP Manager gepp.235@lni.wa.gov Phone: (360) 902-5496
Nevada Jimmy Andrews VPP Manager jimmy.andrews@business.nv.gov Phone: (702) 486-9046
Wyoming Clayton Gaunt VPP Manager clayrton.gaunt1@wyo.gov Phone: (307) 777-7710
For additional information and up-to-date contacts, please visit www.vpppa.org/chapters/contacts.cfm vpppa.org
Compiled by Jamie Mitchell Communications Coordinator, VPPPA, Inc.
Regional Round-Ups
REGION I vppregion1.com
Region I is preparing for its annual conference happening June 15–17, 2020, at the Killington Resort in Killington, VT. We are looking for speakers, exhibitors and sponsors. Anyone interested in any of these, or interested in helping the Region I Board of Directors with any conference activities, please reach out to any board member. More information can be found on the Region I website. Region I is planning on holding a VPP application preconference workshop at the annual conference in Killington, VT, on June 15–17, 2020. The Region will also be having an SGE Training at GE Healthcare in Westborough, MA, on September 15–17, 2020. For more information about either of these events, please keep checking the Region I website for updates, or ask any of the Region I Board of Directors.
Updates
• A new mentor/mentee match up in Region I: VPP Star site Huber Engineered Woods, LLC in Easton, ME, mentoring Irving Forest Products in Ashland, ME.
• A recent flag-raising
ceremony took place at Veolia ES Technical Solutions, LLC in Charlestown, MA, on October 30, 2019. 2020 Board of Directors
elections will be held at the
There are currently three scholarships available to workers and their families in Region I. The scholarships are awarded to students who meet the criteria mentioned in the scholarship guidelines which can be found on the Region I website. Applicants are encouraged to read all the qualifications and to supply the needed paperwork prior to the due date in ordered to be considered for one of the scholarships. The Region I website has a new look and contains information the Region I membership may find useful, such as: a current list of Region I SGEs; Best Practices from Region I VPP sites; and information about upcoming conferences, meetings, scholarship opportunities and trainings. Contributed by Karen Girardin, Region I Chairperson
REGION II
vppparegion2.org
Region II currently has six upcoming VPP evaluations with spots open for SGEs. Contact Ms. Greta Olsson, Olsson.greta@ dol.gov, if you are interested in volunteering for any of these SGE opportunities. More details on our website. Our next SGE class will be held March 31–April 2, 2020, at VPP Star Site Bartell Machinery. Lockheed Martin in Owego,
annual Region I Conference in
NY, celebrated a ceremony on
Killington, VT, on June 16. The
November 12, 2019, marking their
positions up for election are:
25 years as a VPP participant.
Vice Chair, Secretary, Hourly
OSHA sent Deputy Regional
Representative from a Site with
Administrator Steve Kaplan and
a Collective Bargaining Unit,
Area Director Jeff Prebish to make
and three Director-at-Large
some congratulatory remarks.
positions. Anyone interested in
The Region II Chairperson,
applying can check the Region I
Robert Brynes, was also in
website for more information.
attendance and spoke.
vpppa.org
Pictured above: Veolia ES Technical Solutions, LLC in Charlestown, MA, celebrating a flag-raising ceremony.
Pictured above: Honeywell UOP—Tonawanda, NY; Oxyv Vinyls— Pedricktown, NY; Ultra Electronics/Flightline Systems—Victor, NY Leader—Winter 2020
43
RRU
Conference which will be held
also hosts the monthly
April 27–May 1, at the Kalahari
board meeting minutes
Resorts & Convention Center
and conference mobile app
in Pocono Manor, PA. Visit our
instructions which are clear
website to register, become a
and user friendly for everyone.
sponsor, volunteer, presenter, vendor, and download our mobile app. The Region III Board’s vision is, “To be the most respected safety and health association through the innovation and
REGION IV regionivvpp.org
advancement of the Voluntary
The 29th Annual Region IV
Protection Programs.”
VPPPA Safety and Health
There will be a SGE class
Excellence Conference was
prior to our conference on April
held June 18–20 in historic
27. When visiting the website
Chattanooga, TN. Keynote
use the easy-to-follow links
Speakers were Steven Hawkins
to register or sign up to be a
and David Sarkus. There were
vendor, sponsor, presenter,
440 in attendance, with 56
view the monthly board meeting
exhibitors presenting a wide
minutes or become a volunteer.
array of products and services.
The Region III Board of
The conference began
Directors just held a face to
with 25 VPP site employees
face meeting in Hershey, PA,
completing training and
to discuss plans for their 2023
being sworn in as Special
conference and review if the
Government Employees
Hershey Hotel would be a
(SGEs). SGEs are valuable
match to host a conference.
assets to OSHA and the VPP
We also held elections for
Program as a whole. We
several open positions (Chair,
congratulate these individuals
Secretary) which were voted on
and thank them for their
and announced. Mike LaPradd
service to the VPP Program.
• OxyVinyls—Pedricktown, NJ
Huber Engineered Woods,
The conference offered a
LLC will serve another term
number of pre-conference
• Johns Manville Roofing
as Chair and John Dyer Veolia
workshops which were well
Environmental Solutions &
attended by a number of
• Honeywell UOP—
Services will serve another
conference participants. The
term as Secretary. All of the
conference opening session
• Ultra Electronics / Flightline
board members are listed
included an inspirational and
on our website if anyone has
motivation message from
questions or needs to contact a
Steven Hawkins (Tennessee
Region III board member.
Department of Labor and
Recent flag-raising ceremonies (pictured on page 43): (Star Reapproval)
Systems—Plattsburgh, NY Tonawanda, NY
Systems—Victor, NY (Merit) Finally, we currently
have an open position for
The Region III Board of
Workforce Development—
Directors has an excellent
Deputy Commissioner of
website thanks to the
Employment Safety and
Contributed by Grace Irby, Region II Media Coordinator
dedication, commitment and
Security). Mr. Hawkins
expertise of our “IT” member,
has long been an avid
Rob Deery from Cintas. Rob
supporter of VPP and of
REGION III
has made the Region III
Region IV VPPPA. It was an
website very user-friendly
enlightening experience to
and paperless, with links for
hear Mr. Hawkins’ perspective
The Region III Board of
registering, sponsorship,
on workplace safety and
Directors is very hard at work
vendors, breakout speakers
the humorous real-life
planning the 2020 Region III
and volunteers. The website
experiences he shared during
Vice Chairperson.
vppparegion3.org
44 Leader—Winter 2020
Contributed by John Dyer, Region III Secretary
vpppa.org
the session. The conference offered 48 individual breakout sessions, three paid workshops and five free pre-conference workshops on a variety of health and safety topics. Every year the Region IV Board of Directors hosts a networking event during our conference. We get a great deal of feedback that those who choose to attend greatly enjoy the opportunity to network as well as have a little fun. This year’s event took the group to an Aquatic Adventure at the Tennessee Aquarium where heavy hors d’oeuvres and incredible views of the creatures of the aquarium were enjoyed. Concluding the conference this year was closing keynote speaker David Sarkus, MS, CSP. Mr. Sarkus’ message of the importance of being “your brothers’ keeper” combined with his enlightened coaching methodology, prepared the group to return to their respective workplaces refreshed and renewed to push their health and safety programs to an even higher level of safety excellence. The Region IV Board of Directors are busily working to Plan the 30th Annual Region IV VPPPA Safety and Health
Oshkosh Defense, LLC, celebrating their flag raising ceremonies at their E-Coat Facility and West Plant Facility.
REGION V
www.vppregionv.org
Conference planning is in full swing for the 2020 VPPPA Region V Conference. The 2020
Excellence Conference. This
conference will be held in Lake
year’s conference will be held
Geneva, Wisconsin. This is
June 9–11 at the Birmingham–
our second conference at this
Jefferson Convention
location, and we are back for a
Complex. The conference is
reason! The feedback from our
already shaping up to be a
conference attendees was great
stellar event, with incredible speakers, engaging keynotes and a conference event at the TopGolf located adjacent to the conference hotel. Registration is now open, so please visit www.regionivvpp.org to register. Contributed by Christopher Colburn, Region IV Vice Chairperson vpppa.org
when we were in Lake Geneva in 2017. We are looking forward to
Oshkosh Defense Achieves VPP Star Status at Two Facilities
team members.”
Oshkosh Corporation company,
Board of Directors Update
earned VPP Star status at both
at-large position open. If
Oshkosh Defense, LLC, an
the E-Coat Facility and its West Plant Facility. A representative from
Currently, there is one Directorinterested, please reach out to Eric Siefker at siefkeej@ proteccoating.com.
Oshkosh said, “VPP Star status embodies Oshkosh’s core values—our team members are always at the forefront of what we do. At Oshkosh, we continue
a great turnout with awesome
to focus on caring for our
speakers and presentations.
people and improving our work
The VPP Application
safe workplace for all Oshkosh
environment, so they can go
Contributed by Jimmy Jacquez, Region V Director Ex-Officio
REGION IX regionixvpppa.org
Well, here we are again. The holidays are over, Christmas
Workshop, registration and the
home safely to their families.
Opening Reception will be on
Oshkosh Defense is proud to
April 28. The official conference
have earned this recognition
has arrived, can you believe
will be from April 29–30.
by creating and maintaining a
it . . . we are smack-dab in
came and went, (in a flash, I might add), and the New Year
Leader—Winter 2020
45
RRU
2020! With the holidays gone
am sure they would welcome
want to join us for the Post
workforce (construction) VPP.
it seems we have nothing to
your assistance in any way.
Conference Workshop on
Keep up the good work, Brandon!
look forward to for a while. Ok,
What could be better than
April 24, 2020. Join in and
ok, don’t get upset, I have just
hundreds of like-minded
be better prepared for your
what you need. What about the
professionals, sharing tried
onsite re-assessment. Wait!
2020 Regional Safety Summit
and true methodologies,
Did I mention we even have an
to grow the Cal VPP program,
in Las Vegas, NV, April 21–23,
best practices, and a whole
opportunity if you’re looking
which boasts an impressive 64
2020. That’s right, I said Las
bunch of knowledge, all aimed
to become an SGE? We've got it
Vegas; “Winner, Winner,
at making our collective
sites according to the website.
all! From April 18–20, there is
Chicken Dinner.” Sorry, I got
workforce, safer, healthier,
an SGE workshop just for you.
Cal OSHA has a comprehensive
carried away!
stronger and happier. Come
Again, just go to the website
join us and learn from those
for additional information.
This year’s venue lands us at the spectacular, M Resort
who have taken the challenge.
Spa & Casino. The Region IX
Those of you who are new
VPPPA Board of Directors
to the process may want to
and their team of volunteers,
take advantage of the Pre-
have feverishly been working
Conference VPP Application
to deliver yet another stellar
Workshop on April 20, 2020.
experience. If you haven’t signed
If your company is past the
up, no worries, you can do so,
application point, and you’re
just by going to our website.
anxiously waiting for the
If you want to get involved, let the Region IX team know, I
auditors to come back for your re-evaluation, you may
So what’s happening in the region?
California
Iraj Pourmehraban continues
link, from which you can obtain additional information on their VPP efforts throughout California, including a new link, which shows workshops
Arizona
and events related to VPP as
of Occupational Safety &
to improve safety and health
It seems The Arizona Division Health (ADOSH), and the
well as other events designed management within your
Industrial Commission of
organization. More information
Arizona (ICA), the agency
can be obtained at this link:
ADOSH is housed under, have
www.dir.ca.gov/dosh/cal_vpp/
put themselves to the test, and
cal_vpp_index.html.
they have been recommended as a VPP STAR site. They will become the fiftieth
Hawaii
Hawaii continues to seek
site in Arizona to achieve
additions to the VPP family
the VPP STAR recognition.
and currently their website
In conversations with the
shows three sites who are
states VPP Manager, Brandon
recognized as VPP Star sites. If
Stowell, a team consisting of SGE’s from Raytheon, Kitchell, Special Devices Inc., United Technologies and Central Arizona Project were onsite for a three-day VPP assessment and made the recommendation to recognize the agency as a VPP STAR site. Brandon indicated the audit team was impressed with both, best practices within the organization and the Arizona Management System. They were also impressed by the way in which the culture of safety was embraced. Congratulations to the ICA and to ADOSH for this milestone achievement! Additionally, Brandon
you would like to connect with a representative of the Hawaii VPP program, contact Nicole Bennett at 808-586-9100.
Nevada
Nevada VPP Stars make up an impressive list of 10 companies who have taken the challenge and accomplished the coveted VPP STAR recognition. Nevada SCATS continues to educate the community on the benefits of the VPP program and the improvements, participation can bring, to your organization! For more information go to: www.4safenv.state.nv.us/ consultation/recognition-
explained, in the upcoming
programs/voluntary-
months he will be busy with
protection-program.
as many as eight re-approval visits and submission of two new applications for the mobile
46 Leader—Winter 2020
Contributed by Mark Norton, Region IX Ambassador
vpppa.org
More events to come! Check VPPPA Regional websites for up-to-date information.
Calendar of Events February
April
25
Safety+ Symposium registration opens
25–27
National Board of Directors Meeting & Congressional Outreach May
10
Early bird rate ends for the Safety+ Symposium
Des Moines, IA
Region VII Conference
27–May 1
Las Vegas, NV
Lake Geneva, WI
Denver, CO
Region IX Conference
June
Region V Conference
Region VIII Conference
July
Boise, Idaho
Birmingham, AL
Region IV Conference
19–22
15–17
San Antonio, TX
Killington, VT
VPPPA contacts
Pocono Manor, PA
Region II & III Conference
27–30
9–11
Region VI Conference
27–29
20–24
12–14
Region X Conference
27–May 1
10
August
Regular rate ends for Safety+ Symposium
Region I Conference
25–27
Orlando, FL
To reach the VPPPA National Office, call (703) 761-1146 or visit www. vpppa.org. To reach a particular staff member, please refer to the contact information below.
Sara A. Taylor, CMP Director of Operations staylor@vpppa.org
Jamie Mitchell Communications Coordinator jmitchell@vpppa.org
Sierra Johnson Special Projects Coordinator sjohnson@vpppa.org
Natasha Cole Events Coordinator ncole@vpppa.org
Heidi Hill Senior Event Sales & Advertising Coordinator hhill@vpppa.org
Bryant Walker, CIOS, CSIS Information & Data Analyst Manager bwalker@vpppa.org
Katlyn Pagliuca Membership Manager kpagliuca@vpppa.org
Courtney Malveaux, Esq Government Relations Counsel cmalveaux@vpppa.org
Kerri Carpenter Communications & Outreach Manager kcarpenter@vpppa.org
vpppa.org
Leader—Winter 2020
47
7600 Leesburg Pike, East Building, Suite 100 Falls Church, VA 22043-2004 Tel: (703) 761-1146 Fax: (703) 761-1148 www.vpppa.org VPPPA, a nonprofit 501(c) (3) charitable organization, promotes advances in worker safety and health excellence through best practices and cooperative efforts among workers, employers, the government and communities.
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