The Leader - Spring 2017

VOLUME 4, ISSUE 2, SPRING 2017

Featured Products pg. 30

RETAIN

INSTEAD OF

RETRAIN

LEADER THE

VOL 4. ISSUE 2 SPRING 2017

cover

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CONTENTS

Retain Instead of Retrain

Can you call it safety “training” when the information provided is not being retained? The definition of training is the act of teaching a particular skill or type of behavior, and for those who tend to sleep or zone out during the presentation, the chances of them recalling what was covered during the session is low. Even for those that do pay attention during the training, the Ebbinghaus’ Forgetting Curve demonstrates how information is lost over time unless something is done to retain it.

features

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Training in Safety and Health

Aside from the obvious regulatory obligations to train employees on health and safety matters, what do most companies hope to achieve through training efforts? If you ask many employers they will tell you their primary goal is to raise employees’ awareness concerning health and safety issues through training. However, what seems to be elusive to most employers is that effective training should also achieve positive behavioral change. In our opinion, effective training should always result in a change to positive behavior.

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Overexposed and Underrated: The Electrical Safety Paradox Facing Today’s Workers and How to Succeed Using Service and Care Standards It may seem obvious, but it is worth stating, that nearly every single aspect of our lives relies on energy. Electricity is one of the most dominant forms of energy, and when properly harnessed, powers the modern industrial age and enables us to function efficiently both at work and home. However, when neglected or not respected, electricity can cause serious personal injury and death—especially when your job requires constant exposure to its many hazards.

vpppa.org

www.vpppa.org

features continued

VPPPA National Board of Directors Chairperson Mike Guillory, SGE, The Brock Group

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Microlearning is Reducing Accidents and Saving Organizations Millions: Why Are You Waiting?

Vice Chairperson Rob Henson, LyondellBasell Treasurer Chris Adolfson, Idaho National Laboratory Secretary Terry Schulte, NuStar Energy, LP

Does this sound familiar? An organization’s “safety numbers” are flat and you have tried everything to gain more traction in developing and maintaining the safety culture.

Although the organization has better than average numbers for the industry, the company goal is still zero. But nothing seems to help. The company has utilized a handful of standard training approaches—awareness posters, brochures, increased classroom training, pre-shift toolbox talks, an LMS for e-learning and more.

Also, to make it more challenging, locations are nationwide, and even worldwide, so a consistent message is almost impossible. Perhaps, it’s time to make a major change.

Director from a Site With a Collective Bargaining Agent Don Johnson, Phillips 66 Director from a Site Without a Collective Bargaining Agent Richard McConnell, Austin Industrial at LyondellBasell Director from a DOE-VPP Site Stacy Thursby, AECOM

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Regulating Hand Protection: Collaboration is the Key to Improvement When you’re in the business of hand protection, there are data points that keep you awake at night. For example, according to the U.S. Bureau of Labor Statistics, 70 percent of workers who suffered hand injuries were not wearing gloves when they suffered the injury.

That’s frustrating. The other 30 percent were wearing gloves that were inadequate, damaged or the wrong type of glove for the hazard. That may be worse.

sections

Director from a VPP Contractor/ Construction Site Jamie Robey, CSP, SGE, The Brock Group Director-at-Large J.A. Rodriguez, Jr., CSP, SGE , Raytheon Technical Services Company LLC Director-at-Large Kristyn Grow, CSP, CHMM, SGE Cintas Corporation Director-at-Large Kimberly Watson, Southwire Director-at-Large Carey West, The Mundy Companies Director-at-Large Jack Griffith, CH2M Hill Plateau Remediation Company Director-at-Large Dan Lazorcak, CSP, Honeywell International Editor Kerri Carpenter, VPPPA, Inc. Associate Editor Jamie Mitchell, VPPPA, Inc.

MEMBER SPOTLIGHT

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FEATURED PRODUCTS

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M embership

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.

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Ideas and opinions expressed within The Leader represent the independent views of the authors.

STATE-PLAN MONITOR

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Business

VPPPA REGION ROUND-UPS

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Outreach

CALENDAR OF EVENTS

39

GLOBAL SAFETY AND HEALTH WATCH

6

INFOGRAPHIC CORNER

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vpppa.org

Look for these topics highlighted in the top right corner of each section.

G overnment

Postmaster >> Please send address changes to: VPPPA, Inc. • 7600-E Leesburg Pike • Ste. 100 Falls Church, VA 22043-2004 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.

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global safety and health watch

What Happened to Zika?

BY JAMIE MITCHELL, COMMUNICATIONS COORDINATOR, VPPPA, INC.

L

ast summer, the Zika virus was all over the news, especially surrounding the 2016 summer Olympic Games in Brazil. While the stories regarding Zika have taken a bit of a backseat in the news, (due to the winter season, the United States presidential election and more) they have not disappeared—and neither has the threat of the virus. A few key facts that we know about Zika include: • Zika is spread mostly by the bite of an infected mosquito—it is estimated that there are 35 types of mosquitos that can spread the virus, seven of which are native to the U.S. It can also be spread through sex.

• Zika can be passed from a pregnant woman to her fetus. Infection during pregnancy can cause certain birth defects—the most common defect is called microcephaly.

• There is no vaccine or medicine for Zika.

• Local mosquito-borne Zika virus transmission has been reported in the continental U.S. Those locations include Brownsville, TX and South Florida.

In recent months, Recife, Brazil, the heart of the Zika epidemic, has seemed to grow more optimistic. A February 2017 Washington Post

article stated, “The scary government posters with giant mosquitoes have mostly come down.

Fertility clinics are busy again. At one public hospital that has delivered 1,700 newborns over the past five months, doctors haven’t seen a single case of Zika-related birth defects . . .

A year after U.N. health officials declared Zika a global emergency, the city that produced some of the outbreak’s most terrifying and indelible images of badly deformed infants feels like a place that has mostly moved on.”

While the prevalence of Zika has decreased throughout the Western Hemisphere, it is still a health concern to be aware of as warmer weather, and mosquitos, return.

So far this year (as of March 2017), no U.S. residents have contracted the virus from a local mosquito, however hundreds of people are still contracting Zika through sexual intercourse and international trips. In February, the public was made aware that scientists at Washington, D.C.’s public health lab botched Zika tests for more than 400 people from July to December 2016. This error led to people receiving negative test results that could have been infected with the virus, including 294 pregnant women. Two of these pregnant women were infected with Zika, but initially told otherwise—a heartbreaking discovery.

Unfortunately, as the results are being retested, more have come back with positive Zika results.

With the 2017 summer season approaching, mosquitos will surely be abundant in the air soon, but the best way to combat Zika

is simply through prevention. The Center for Disease Control (CDC) has determined that Miami-Dade, Broward and Palm Beach counties are at an increased risk for transmission of the virus. According to a news release from the Miami-Dade County Mayor’s Office, they are preparing for the summer season by “spreading pesticide and larvicide, doing on-the-ground inspections and keeping up with their ‘mosquito surveillance network’ of more than 130 bug traps across the county.” The CDC has also issued a variety of international Zika travel warnings. Some of the most recent countries include, Angola, Guinea-Bissau, Maldives and the Solomon Islands. Finally, a few recommended tactics for preventing mosquitos in and around your home are: • Remove standing water where mosquitos can lay eggs.

• Use outdoor insect spray.

• Install/repair window and door screens to prevent mosquitos entering your home.

• Use indoor insect fogger/spray to kill mosquitos and treat the areas where they rest.

• Know where mosquitos rest: dark humid places, i.e. under the sink, in closets, under furniture or in laundry rooms.

References:

1. ohsonline.com/articles/2017/03/15/ cdc-identifies-zika-risk-in-miamidadebroward-and-palm-beach-counties. aspx?admgarea=news 2. www.statnews.com/series/zika-update/ 3. www.fox5dc.com/news/ local-news/237682460-story 4. www.washingtonpost.com/world/ the_americas/the-panic-is-over-at-zikasepicenter-but-for-many-the-strugglehas-just-begun/2017/02/07/a1f15178e804-11e6-acf5-4589ba203144_story. html?utm_term=.5b7eb2d285c1 5. www.washingtonpost.com/local/ dc-politics/dc-lab-botched-zika-testsinvolving-pregnant-women/2017/02/16/ ff068150-f46e-11e6-b9c9-e83fce42fb61_story. html?utm_term=.7922a43266ab 6. www.cdc.gov/zika/prevention/controllingmosquitoes-at-home.html 7. www.huffingtonpost.com/entry/washingtondc-lab-messed-up-hundreds-of-zika-tests_ us_58a72a27e4b07602ad543206

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vpppa.org

infographic corner

U.S. businesses spend over

Studies show that

$160 billion

employees forget

80 percent

annually on employee learning and training.

30 days.

One CEU equals

Continuing education is the way

by a qualified instructor.

career transition.

of what they learned in

10 contact hours of participation in organized continuing education classes to develop new skills or knowledge necessary for a and/or training conducted

Obtaining

additional education increases one’s marketability.

vpppa.org

Poorly trained employees are a danger to

themselves and those they work with.

Many workplace accidents are the result of

inadequate safety training.

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BY TIM PAGE-BOTTORFF, CSP, CET SENIOR SAFETY CONSULTANT, SAFESTART

Can you call it safety “training” when the information provided is not being retained? The definition of training is the act of teaching a particular skill or type of behavior, and for those that tend to sleep or zone out during the presentation, the chances of them recalling what was covered during the session is low. Even for those who do pay attention during the training, the Ebbinghaus’ Forgetting Curve demonstrates how information is lost over time unless something is done to retain it. The curve shows that over half of the information delivered on day one is forgotten within a couple of days.

W

hen you consider the potential differences in outcomes between providing effective and ineffective training it easily becomes apparent that you should invest your time up front to create a learning experience that sticks with the participants.

Let’s say you have 200 people to train on Hazard Communication and you do the bare minimum in providing them with the required information. For example, 10 one-hour classes for 20 people. You stumble your way through the first couple of classes and manage to complete the rest slightly less ineffectively through your live practice sessions with the first few “test subjects.”

You tick the box and you’re done.

Except a week later something happens, an employee cannot find a Safety Data Sheet after a chemical exposure occurred. Thankfully nobody was seriously harmed, but it was serious enough that now you have to fill out an incident report and retrain that person, or potentially retrain everyone if this incident, or maybe another subsequent issue, leads you to believe that what you communicated during the training has been lost.

Now, not only has your ineffective training cost you time, money and production delays, it has seriously increased the risk of injury or illness.

How receptive will your participants be when you have to do the training a second time . . . or a third? And how frustrated will you be

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having to do all of this extra work? Supervisors will become frustrated with the disruption and having to regularly remind people of the proper process. It will also be more difficult to achieve employee buy-in, budget and time from everyone when you try to implement a safety initiative that isn’t required by law. (I could go on and on with all of the downsides and negative outcomes of delivering ineffective training.)

As a trainer, I don’t want to waste my time delivering training to a brick wall. And employees don’t want to sit through the same boring training time and time again.

But the good news (for both the trainer and the participants) is that there are ways to improve retention and it’s all in how you present your training.

Before you’re even in the classroom, the first hurdle safety professionals need to overcome is the bad reputation that safety training has earned. Most people don’t like to be told what to do and since safety training is necessary, it often feels like it is being forced onto employees— creating the urge to resist it. Before delivering training, you need to know your audience.

Make the training appeal to what’s important to them (their family, their position within the company, their goals, etc.) and don’t focus on the benefit to the company (or spend less time discussing it). The training also needs to be relevant and immediately applicable in order for them to consider the material.

RE vpppa.org

TAIN RETRAIN Instead of

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Visuals are a great way to demonstrate what you can’t convey in words. A picture is worth a thousand words, a drawing or chart will illustrate a concept and a video can speak beyond any point you’re trying to explain.

Once you’re in front of your audience, the first thing you need to do is get their attention.

Start with an upbeat, dynamic introduction that will demonstrate two things: that this isn’t going to be the same-old safety training class and that you’ve clearly invested some time in preparing something special for them. Show them you’re engaged first, if you have any hope of getting them engaged too. Follow this with some clear objectives and expectations for what they’re about to experience.

Help people focus by minimizing distractions.

Ask people to put their cell phones away, turn off the audible alarms and discreetly go out of the classroom if they have to take an urgent call. Don’t have unnecessary materials on their tables and hand out printed resources as they are needed. If applicable, ask supervisors ahead of time to set the example, come early and stay for the whole class.

Next, you want to start building engagement with your audience. I remember my high school history teacher dropping a few well-placed curse words, and every ear in that classroom perked up and paid attention for the remainder

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of the class. He taught me a lot about keeping people engaged and delivering what the audience doesn’t expect. I often use humor in my presentations because people don’t expect safety training to be funny. Not only does this technique grab their attention, but it keeps their attention and gets them talking about the training after the class is over.

Another effective technique that teachers use includes asking direct questions. By addressing people directly, you set the expectation for them to pay attention to what you’re saying. Or take it to the next level and try reverse teaching. Ask the employees to teach you. This is a great form of hands-on training that goes beyond observing the participants performing a task.

Visuals are a great way to demonstrate what you can’t convey in words. A picture is worth a thousand words, a drawing or chart will illustrate a concept and a video can speak beyond any point you’re trying to explain.

People naturally learn by doing. Active participation is so effective because it gets employees to think through things themselves, and in doing so they begin building new habits and commit information to their long-term memory. For example, get participants to share a story related to the training, relating their personal experience to the training topic is a great way to ensure the topic lasts in the mind. SafeStart uses stories as a key element to training. Most people can reflect in hindsight after an incident occurs and pinpoint what they could have done differently. Telling their SafeStart story puts things into perspective.

Make a game from the topic. Most people, whether they’re competitive or not, want to win. Even if there isn’t a big prize on the table, that sense of accomplishment from winning is prize enough. When it comes to safety training, they need to know the topic in order to win and the best part is—they don’t even realize they’re learning in the process.

Use a bit of neuroscience in developing your message and delivery format. It’s a complex subject I won’t be able to cover here, but there are a lot of resources available to give you a basic understanding of how the brain works, how adults learn and how best to structure your teachings to improve knowledge retention and behavior change.

Break things down into bite-sized chunks of information and teach one learning point at a time or a small series of points relating to one

thing. Ask for confirmation of understanding throughout with little questions like, “Does that make sense?” or, “Is that clear for everyone?” and look for head-nods (or at least the absence of confusion on their faces) before moving on to the next point.

Think beyond the classroom as well. Leave them with some clear and simple takeaways that they can apply immediately after the class to help solidify what they’ve learned. Also, ensure that their supervisors are well-versed in the topic beforehand so they can also monitor and help ensure that the knowledge you’ve delivered is being retained and turned into regular practice in their jobs.

Overall, safety training needs the right mix of various elements to keep the training fresh.

Use every trick in the book, but only if it makes sense—people aren’t very tolerant of their time being wasted with gimmicks. Planning your training presentation to incorporate these elements is the only recourse to ensure the information will be retained. Avoid relying too heavily on one thing, and be sure to practice the delivery of the presentation until you’re comfortable. It’s easy to spot when someone is winging a presentation, and their credibility is often shot down along with the presentation, which does not bode well for the retention.

This sounds like a lot of work—and it is. A study of instructional designers1 showed a ratio of 43 hours of development per one hour of classroom instruction. Though this depends on a lot of factors relating to the material and the person creating the learning, it is generally understood in all types of presentations that you should be spending far more time developing and practicing the session than the duration of the class itself—starting with clear objectives and finishing with a very critical eye for eliminating unnecessary information and refining your message, visuals and delivery.

But when you consider the amount of risk you’re exposing your workers and your company to and how much more time you’ll spend fixing things afterward, it is well worth the upfront investment of doing things right the first time to deliver an engaging, multifaceted learning experience for your participants.

Reference:

1. Time to Develop One Hour of Training, Association for Talent Development www.td.org/Publications/Newsletters/ Learning-Circuits/Learning-CircuitsArchives/2009/08/Time-to-DevelopOne-Hour-of-Training

vpppa.org

IN SAFETY AND HEALTH Aside from the obvious regulatory obligations to train employees on health and safety matters, what do most companies hope to achieve through training efforts?

I

f you ask many employers they will tell you their primary goal is to raise employees’ awareness concerning health and safety issues through training. However, what seems to be elusive to most employers is that effective training should also achieve positive behavioral change. In our opinion, effective training should always result in a change in positive behavior. So what is an example of positive behavior in the arena of safety? Positive behavior should be exhibited via fewer at-risk behaviors and overall workers exhibiting better and safer day-to-day decisions. Hence, how do you engage workers with effective training that results in a positive behavioral change? We have found that it is important to teach in a manner consistent with how most adults, and certainly our workforce, learn.

Most adults are either kinesthetic learners or visual learners, which holds true for our

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workforce. We have found very few of our workers are auditory learners. As such, we present educational material in a manner that allows the workers to touch and feel the items.

This has a strong appeal to our kinesthetic learners. In our training center, we have them actually set up ladders, use the National Institute of Occupational Safety and Health (NIOSH) app to determine the proper angle on the ladder and don fall protection harnesses. In addition, we pass out information in classes, which clearly illustrates step-by-step procedures. Since adults want to know how any training will immediately benefit them we make a concerted effort to engage them in class. An example of this type of engagement is to ask a volunteer to remove his or her work boot. We then explain to them how to read the American Society for Testing and Materials (ASTM) label and exactly what hazards their boot is designed to protect them from. We also distribute damaged fall protection harnesses to the workers so they can touch and feel the areas that have been compromised via chemical burns, U.V. radiation, etc.

To reinforce and diversify our training methods we also invite our vendors to conduct classes on rigging. The instructors use a hands-on method by bringing various types of rigging as exhibits. This allows the workers to actually touch and feel damaged rigging,

as well as perform inspections on different types of rigging. The workers also learn how to properly rig various items common on the site. This method reinforces our approach for both visual and kinesthetic learners. We have found this to be extremely effective in lieu of a PowerPoint presentation as they also provide solutions for real applications. As adults, this answers the questions for them, including how does this benefit me? In addition, how will I use this information?

How does all of this equate to actual positive behavioral changes in the workforce? We have found by utilizing the aforementioned techniques that workers will consistently produce more comprehensive Job Hazard Analysis, work in a safer manner and apply the buddy system via watching out for fellow co-workers.

It is of critical importance that safety managers take the time to understand how their workforce learns and what means and methods produce the best results. At the end of the day, this helps secure a solid path to VPP. It also gives you employee involvement and great feedback from your workforce and building those relationships. With this, employees are not afraid to come up to a supervisor or safety professional and ask for help or feedback when they run into an unsafe condition.

vpppa.org

BY DEBORAH HAMPTON CPCU, ARM, CRM, CSHO, CHST & DWAYNE JEFFERY CSHO, CHST

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AND

Overexposed Underrated: The Electrical Safety Paradox Facing Today’s Workers and How to Succeed Using Service and Care Standards

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vpppa.org

BY RICHARD RIVKIN PRESIDENT AND CEO, SAF-T-GARD INTERNATIONAL, INC.

It may seem obvious, but it is worth stating that nearly every single aspect of our lives relies on energy. Electricity is one of the most dominant forms of energy, and when properly harnessed, powers the modern industrial age and enables us to function efficiently both at work and home. However, when neglected or not respected, electricity can cause serious personal injury and death—especially when your job requires constant exposure to its many hazards. Additionally, and even more importantly, electricity can be largely harmful when you don’t realize there is an actual threat on your job. Electrical safety is not only a concern for utility workers or contractors. In reality, nearly every single facility has a need for electrical safety, whether the company is a larger facility with building engineers overseeing distribution, or a smaller facility with maintenance staff working around floor or wall sockets.

Nowadays, maintenance workers, janitorial staff, facilities staff and equipment operators (not just electricians) all risk exposure to electrical shock. There are quite a large number of possible end users. The truly shocking news is that many don’t know that they need arc and/or voltage protection and/or that they can (and should) retest in-service rubber insulating gloves (electrical gloves) for continued use instead of needlessly spending more money on a new pair. As such, education and awareness is crucial. Not only about the requirements for use, but also about the requirements for in-service inspection and testing of rubber insulating equipment.

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Numerous experts and training programs are available to provide guidance on how to keep workers safe and compliant in terms of conducting a proper hazard assessment and selecting the proper PPE.

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The Burn Anywhere from five to 10 arc explosions occur in electric equipment every day in the United States and as many as 10 workers in the U.S. are killed or injured, according to CapSchell Inc., a Chicago-based research and consulting firm. Additionally, the National Fire Protection Association (NFPA) reports that more than 2,000 people annually are treated in burn centers with severe arc flash injuries.

Arc flash can also lead to shocks and electrocutions, and oftentimes it does. In fact, OSHA estimates that 80 percent of electrically-related accidents and fatalities involving “qualified workers” are caused by arc flash/arc blast; and between 2007 and 2011, more than 2,800 fines were assessed for not meeting OSHA 1910.132(d) (1.5 fines a day on average). The Bureau of Labor Statistics (BLS) lists electrocution as the fifth leading cause of workplace fatalities in the U.S. with more than 2,000 fatal and more than 24,000 non-fatal electrical injuries reported in the last 10 years. Since the BLS counts arc flashes as burns rather than in its electrical shock statistics, the true rate of electrical shocks is even higher. That said, these statistics don’t address business expenses. All in all, the National Safety Council estimates work-related injuries can cost businesses more than $30 million in fines, medical costs, litigation, lost business and equipment costs.

While the best way to prevent arc incidents from happening is to de-energize equipment before beginning work, there are instances where turning off the power could create an even greater hazard. As such, employers and facility owners must establish safe practices to protect their workers against arc flash incidents including the use of personal protective equipment (PPE).

The NFPA along with the Occupational Safety and Health Administration (OSHA) mandates and enforces safer electrical work practices under the NFPA 70E standard.

Numerous experts and training programs are available to provide guidance on how to keep workers safe and compliant in terms of conducting a proper hazard assessment and selecting the proper PPE. However, one topic that is often not discussed in detail is the need for rubber insulating gloves where a shock hazard exists from exposure to energized equipment.

Showing Your Hands Some Glove Rubber insulating gloves are the only protective gear designed for constant contact with, and protection from, energized conductors and equipment. Arc-rated work gloves alone provide no protection from live voltage. OSHA rules and the NFPA 70E standard make the use of rubber insulating products mandatory when even the smallest possibility of contact with 50 volts AC or higher exists.

Rubber insulating gloves are an essential element in protecting workers that are exposed to high-voltage currents. Shock protection is the primary benefit. However, rubber insulating gloves also provide significant burn protection in the event of an arc flash.

Electrical gloves are manufactured using proprietary materials and manufacturing processes with 100 percent testing to provide the highest possible level of protection. To be effective, electrical gloves must incorporate high dielectric and physical strength, along with comfort, flexibility and durability. To help ensure safety and performance, they should meet and/or exceed the requirements of the American Society of Testing Materials (ASTM) D120-14a—Standard Specification for Rubber Insulating Gloves.

According to the OSHA 29 CFR 1910.137 standard, rubber insulating gloves must be rated for the voltage to which a worker will be exposed (phase to ground or phase to phase) and marked to indicate their rating.

For in-service use, the maximum use voltage must be above the actual exposure, but it is important to take note of the proof test voltage as well. All rubber insulating gloves are tested by the manufacturer at the specified proof test voltage. Manufacturers also perform a dielectric breakdown test at an even higher voltage to validate the dielectric strength of the rubber material. The result is a significant margin of safety between the test voltages and the maximum use voltage. Each specific hazard assessment will help in determining which class of gloves is appropriate for the application.

Take care to choose the correct rubber insulating glove for the task at hand and level of electrical exposure. Rubber insulating gloves are typically manufactured in sizes 8–12, often in half sizes, and some manufacturers also offer gloves as small as size 7 and as large as size 13. In addition, rubber insulating gloves are available in different cuff lengths of 11, 14, 16 and 18 vpppa.org

inches depending on the glove class. Rubber insulating gloves are available in six specific voltage classes (Class 00–Class 4) categorized by the level of voltage protection they provide and whether or not they are resistant to ozone. Voltage protection is broken down into the following classes, and each class of gloves is clearly marked with the maximum use voltage on the permanent color-coded label: PROOF TEST VOLTAGE AC/DC

MAX. USE VOLTAGE AC/DC

00 Beige

2,500/10,000

500/750

0 Red

5,000/20,000

1,000/1,500

1 White

10,000/40,000

7,500/11,250

2 Yellow

20,000/50,000

17,000/25,500

3 Green

30,000/60,000

26,500/39,750

4 Orange

40,000/70,000

36,000/54,000

CLASS COLOR

inspection tool or roll the glove cuff tightly to trap air inside. Then, apply pressure to areas of the glove to inspect for escaping air.

Repeat the procedure again with the rubber gloves turned inside out.

Testing is also a critical and required component to maintaining arc and electrical safety. ASTM Manufacturing and Acceptance standards mandate the testing of the rubber insulating products by the manufacturer or supplier prior to the first delivery to the end user. Users also have the option of performing or requiring an acceptance test upon receipt of the goods and prior to placing rubber insulating products into service. The interval between the date of issue and electrical testing should be based on work practices and test experience. For gloves, the interval shall not exceed six months except for industries such as telecommunications that utilize insulating gloves as precautionary protection, in which case the maximum interval may be increased to nine months. However, do not place rubber

Understanding the hazards first and then identifying the proper PPE is important, and understanding the difference between an arc-rated glove and a voltage-rated glove is critical.

These are all AC voltages. The ASTM standards also include DC test and maximum use voltages.

For gloves, ozone resistance is covered by the “Type” designation. A Type I glove is not ozone-resistant, while a TYPE II is ozone-resistant and is manufactured from a synthetic polymer that is also more resistant to many chemicals.

Inspect, Test and Retest for Continued Compliance, Cost Savings and Safety Success!

ASTM F496-08 In-Service standards require the regular inspection of in-service equipment. Visually inspecting rubber gloves identifies physical, chemical or ozone damage. Direct light is recommended because it enhances the ability to see surface imperfections on the rubber. Inflating the gloves with air or otherwise stretching the surface helps identify age and ozone damage as well as other physical damage such as snags, rope burns, deep cuts and punctures.

Expand gloves no more than 1.5 times their normal size for Type I rubber and 1.25 times normal for Type II rubber. Listen for escaping air to detect holes. If a portable inflator is not available, use a rubber glove vpppa.org

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When selecting a test lab for use, make sure that it is a NAIL-accredited test lab. NAIL stands for National Association of Independent Laboratories for Protective Equipment Testing (www.nail4pet.org). It incorporates the only Laboratory Accreditation for the electrical equipment test labs program in North America. NAIL4PET helps develop uniformity in testing and works in close association with the American Society of Testing Materials (ASTM International).

Conclusion

With several workers required to wear rubber gloves and so many different testing intervals to consider, it is easy to see how compliance can fall through the cracks.

insulating products into service unless they have been tested electrically within the previous 12 months. These in-service retest intervals are the maximum permitted and in addition to the daily field care and inspection. It is quite common for users, including power utilities and contractors, to specify shorter intervals.

Periodic retesting of rubber insulating gloves should be performed at the proof test voltage to ensure that they are still safe using specialized equipment designed to gradually

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increase the voltage to the desired test level.

The dielectric test is two-fold: pass/fail on the ability to withstand the rated test voltage and, for gloves, quantitative on the ability to prevent electric current from passing through the rubber goods above the maximum contained in the specifications. Products passing the inspection and test procedures can then be returned to service. If you do not have the equipment required to perform these electrical tests, there are independent testing facilities that can perform the acceptance and in-service testing on behalf of end users. At a minimum, ASTM standards require that the inspection and testing process include the following steps: 1. Check-in 2. Removing previous testing marking 3. Washing using cleaning agents that will not degrade the insulating properties 4. Visual inspection of all services (inside and out) 5. Electrical test 6. Final inspection 7. Recordkeeping 8. Marking 9. Packing in appropriate containers for storage or shipment (meaning boxes, or similar sturdy packaging materials to prevent folding, creasing or similar loose storage that can cause stress on the rubber)

In summation, there are thousands of people, processes, policies and procedures that have resulted in today’s electrical workers having the safest rubber insulating products and work practices available. However, they can only be effective if the worker realizes the need for electrical protective equipment and uses the safety industry standards for regular inspection and retesting. Understanding the hazards first and then identifying the proper PPE is important, and understanding the difference between an arc-rated glove and a voltage-rated glove is critical. With several workers required to wear rubber gloves and so many different testing intervals to consider, it is easy to see how compliance can fall through the cracks.

Consider partnering with an electrical test lab that can test your rubber goods and manage the rubber goods change-out process for you. Keeping these services bundled together under one roof will minimize out-of-service time and save money by delivering a startto-finish solution that includes cleaning, visual inspection, electrical testing, markings according to your safety protocols and shipment to your warehouse or jobsite so that you can focus on other work priorities while staying safe, productive and compliant!

Richard A. Rivkin is President and Chief Executive Officer of Saf-T-Gard International, Inc., a privatelyheld family-owned and operated global supplier of industrial safety products based in Northbrook, Illinois. Founded in 1936 as Latex Glove Company, Saf-T-Gard carries on the tradition that was started more than 80 years ago: bringing customers the products, training and service they need to keep employees safe in the workplace. Saf-T-Gard actively operates the VoltgardÂŽ Test Lab, one of the largest, independent, NAIL4PET-accredited test labs for rubber insulating products in the United States.

To learn more, please visit www.saftgard.com or call 1 (800) 548-GARD (4273).

vpppa.org

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vpppa.org

BY DR. ISABEL PERRY OWNER, 21ST CENTURY SAFETY, CORP.

“Insanity: doing the same thing over and over again and expecting different results” —ALBERT EINSTEIN

Does this sound familiar? An organization’s “safety numbers” are flat and you have tried everything to gain more traction in developing and maintaining the safety culture. Although the organization has better than average numbers for the industry, the company goal is still zero. But nothing seems to help. The company has utilized a handful of standard training approaches—awareness posters, brochures, increased classroom training, pre-shift toolbox talks, an LMS for e-learning and more. Also, to make it more challenging, locations are nationwide, and even worldwide, so a consistent message is almost impossible.

P

erhaps, it’s time to make a major change. Deploy disruptive training methods and use 21st century safety technology to reduce safety incident rates, improve compliance, drive consistency of knowledge across the organization and improve learner motivation.

Ironically, technology is moving faster than organizations have adopted it. The competitive advantage of being at the front of the curve can help you leap over the competition.

It is time to rethink how we conduct safety training so that is consistent, cost-effective and has greater retention. There are three drivers of this major shift in training: 1. Today’s workforce wants information quick and at their fingertips. This is increasingly evident with each generation.

2. Advancements in science and technology (brain studies) continually demonstrate that more information is retained with spaced repetition rather than hours of classroom learning. This dilemma is no one’s fault—the problem arises from the overload of information the brain receives.

3. As years pass there are increased knowledge demands on employees, and it will only soar in the future.

vpppa.org

Microlearning Bite Size Learning is Right Size Microlearning is valuable in the training and development profession. Regardless of the topic, microlearning is characterized by small units of learning, short time commitment, a small amount of effort and a very narrow topic.

However, all the modules together make it complex. Plus, the benefits are music to any organization’s ears because it is cost-effective, flexible and learner-driven.

Safety training can be delivered via microlearning in all stages of an employee’s knowledge cycle. Usually, learning happens in three phases: orientation, content and reinforcement. The orientation phase is when the employee is first introduced to a situation, and there is a desire to learn.

The content phase is when they learn the skill and the reinforcement phase is for retention of the material or “making the learning stick.”

• The Orientation Phase In the orientation phase, before the actual training program, microlearning bites can be motivational, accident reviews, micro JSA’s (job safety analysis), etc. This sets the stage for the importance of safety training and creates

awareness and interest about the training program. Each safety nugget can be in the form of short animated videos, question/ answer, or infographics on a safety topic.

• The Content Phase In the content phase, the actual skills training is conducted. These microlearning nuggets are short (5 to 10 minutes) training modules on safety guidelines. Full course content is segmented into small modules to not overwhelm the employee— remember, attention spans are limited.

These microlearning modules can be brief how-to videos.

• The Reinforcement Phase In the reinforcement phase, employees are given brief job aids to recollect the information taught in the first two phases.

Studies show that employees forget 80 percent of what they learned in 30 days.

With safety, we cannot afford this loss of information. Microlearning at this phase can be in the form of quizzes, infographics, flow charts or other gamified information that will improve information retention.

Case Studies Deliver Outstanding Results Logistics Centers at a Large Box Store Case Study The Problem: The vice president of safety knew that if he could achieve a five percent reduction in OSHA recordables, this could save the company millions of dollars each year. The goals included: reduce safety incidents, build a world-class safety culture, improve employee knowledge and retention about safety practices, engage multi-generational staff, keep safety top of mind and predict at-risk behaviors.

Microlearning as the Solution: 75,000 employees in more than 150 distribution centers across the United States participated in the microlearning safety training program. During each shift, these associates logged onto the computer platform and spent three to five minutes playing a fun game while answering safety questions.

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FIGURE 1: Technology Adoption Lifecycle

Innovators

Early Adopters

Early Majority

Late Majority

Laggards

Area under the curve represents number of customers

“The Chasm”

25 percent of employees leave their job because there aren’t enough learning opportunities.

—IBIS WORLDWIDE

Instantly, employees knew which questions they answered correctly and where they needed improvement. Safety training has become a “continuous loop,” driven by good behaviors and fed by the corporate culture, rather than a one-way, top-down approach.

The Results: • 54 percent reduction in recordable incidents, morale has been elevated and injury expenses mitigated • 96 percent of behavior observations have been positive, meaning employees are applying their knowledge on the job • 91 percent voluntary participation on the program based on its “fun factor” • 15 percent increase of knowledge levels on topics around safety

Upscale Retail Store Case Study The Problem: The retailer already had a low rate of safety incidents, but like many organizations, they were not satisfied with being below industry standards. The goal was zero accidents and traditional training methods were no longer providing results, making their numbers flat.

The vice president of safety stated, “I understood that a direct link existed between effective and continuous safety training and the likelihood employees would follow proper procedures, which would reduce injury rates. And enhancing employee knowledge was the starting point. Our workforces are tech-savvy, multigenerational, and are required to learn more information than ever before.” He set out to find a learning solution to reach this modern group of

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employees in a manner that would excite them about learning, help them retain information longer and increase the likelihood of translating that learning into action on the job.

The goal was to locate a cutting-edge approach solution that would: • Integrate into associates’ regular workday without taking them off the floor • Appeal to a diverse and multi-generational workforce • Offer flexibility to meet the unique challenges in different departments and stores • Provide a way to measure learning progress and tie it back to business outcomes Microlearning as the Solution: Microlearning and gamified learning nuggets on the topic of workplace safety were delivered to more than 10,000 employees. They received three to five minute long training bursts during their shifts—either through the point of scale system or tablets on the store floor. Safety training was integrated into their day as a constant reminder of the importance to work safely. As a result, since employees participated in training on an ongoing basis, the information they learned was reinforced and embedded into their memory, allowing them to apply it in their real work environment.

The Results: • 41 percent reduction in safety claims • $2.2 million savings in one year • 86.6 percent of associates reported their job confidence increased • 83 percent said they believed this training helped reduce shortage and prevent accidents • 72 percent said they prefer this type of training to other forms of learning In conclusion, the vice president of asset protection and risk management noted, “In my 40 years of experience, this is probably the most innovative program I’ve put in place in any of the positions that I’ve been in for retail safety and loss prevention.”

Healthcare Case Study The Problem: Board-certified family physicians were trained on stroke prevention and atrial fibrillation.

Due to the seriousness of the topic, there was a strong desire to have the highest retention rate possible for the information.

Microlearning as the Solution: Physicians attended a three-hour-long classroom session where an atrial fibrillation vpppa.org

expert introduced concepts and presented two video-based cases with scenario-based questions. While discussing the video-based cases, learners were asked to specify a course of action, based on the case. Learner performance in the classroom was captured. After the classroom session, physicians returned to their regular workplaces. Using the data captured in the classroom, they were assigned one or more personalized microlearning nuggets, four weeks after the classroom session.

The Result: By providing personalized microlearning nuggets after an in-class learning experience, learning results improved drastically. Pretest to posttest improvement was 38.5 percent and performance improved from 40 percent to approximately 80 percent.

Sales Case Study The Problem: A pharmaceutical firm with over 5,000 sales people and 200 drugs wanted its sales reps to be well-informed about the different aspects of its drugs such as their composition, dosage, pharmacokinetics, pharmacodynamics, adverse effects and clinical applications. Training sales reps on 200 drugs was an enormous task.

Microlearning as the Solution: To surmount this barrier, the firm implemented microlearning. They developed a curriculum of bite-sized modules for each drug. Each module dealt with one aspect of the drug. At the end of each drug-related module, a quick, scenario-based quiz was delivered to the reps. These scenarios consisted of possible queries that could be posed by doctors in real-time. The firm also ensured the microlearning modules were mobile-compatible so that learners could access them anywhere, anytime.

The Result: The pharmaceutical firm achieved a record 98 percent course completion rate.

Follow-Up Action The above scenarios are only a few of the many positive stories organizations have attained with the use of microlearning.

Bite-sized learning is significantly faster, easier and less expensive to produce than traditional training methods. It has consistently achieved higher rates of improvement in performance. vpppa.org

Organizations have two choices: build their micro-learning modules or outsource this project to professionals to create their new training program. If the first option is chosen, remember that the training needs to be: • Highly engaging • Micro/tight topic • Brief • Holistic in its total • Builds on former learning • Uses bullets, lists, and is highly visual • Rapidly produced • Recursive The second option (outsource the project) may be less expensive due to the ability to turn the project around quickly and begin to see positive results.

Regardless of how you intend to proceed, learn from others. The time for micro-learning is now.

U.S. businesses spend over $160 billion annually on employee learning and training.

Clients worldwide seek Dr. Isabel Perry for her expertise on solid safety solutions and future trends. Her career started on the manufacturing floor and soared to the executive boardroom of a

References:

Fortune 50, where 60 percent of accidents were

1. National Center for Biotechnology Information, U.S. National Library of Medicine, The Associated Press 2014

safety experience at all levels and advanced

reduced in three years. Combining front-line degrees in safety, “The Safety Doctor” currently

2. The Association for Talent Development State of the Industry Report 2015

serves as a safety keynote speaker, consultant

3. Brown, Roediger, McDaniel, “Make It Stick: The Science of Successful Learning,” 2014

21st Century Safety helps organizations advance

4. Wall Street Journal, “So Much Training, So Little To Show For It” 2012 5. en.wikipedia.org/wiki/ File:Technology-Adoption-Lifecycle.png

and safety software developer. Her latest venture, their safety programs with microlearning, mobile training and communication solutions with costeffective mobile apps. Connect with Dr. Perry at info@21stCenturySafety.com or (321) 287-7771.

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23

REGULATING

HAND PROTECTION:

Collaboration is the Key to Improvement

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vpppa.org

BY STEVE GENZER PRESIDENT AND GENERAL MANAGER, INDUSTRIAL SOLUTIONS GLOBAL BUSINESS UNIT, ANSELL

When you’re in the business of hand protection, there are data points that keep you awake at night. For example, according to the U.S. Bureau of Labor Statistics, 70 percent of workers who suffered hand injuries were not wearing gloves when they suffered the injury. That’s frustrating. The other 30 percent were wearing gloves that were inadequate, damaged or the wrong type of glove for the hazard. That may be worse.

T

hink about that for a second. Thirty percent of the workers who suffered hand injuries on the job were wearing gloves, but those gloves were damaged, wrong for the job or just not good enough. That’s not acceptable, and yet should we be surprised?

According to a 2014 Ansell brand study, 43 percent of workers do not know if the gloves they wear adequately protect their hands. How is that possible when there are gloves designed specifically for protection against various workplace risks—from cut to chemical to fire, and everything in between?

It’s a complicated issue, and there is plenty of responsibility to be shared when it comes to increasing employee awareness around personal protective equipment (PPE).

Glove manufacturers, like Ansell, must be more vigilant in working to deliver the right gloves to the right workers. Employers must improve educational programs around PPE so employees are better informed and fully understand the risks associated with improper glove selection and use. Further, regulatory agencies around the world must continue to work toward more effective regulations and comprehensive compliance programs that incentivize best practices as well as discourage and reprimand poor behavior.

There are no easy answers. But let’s look at some of the weak spots in the existing system and try to identify some ways we as safety professionals can do better.

Regulations, Standards and International Differences Before we dive into a discussion of glove regulations, understand this: In most countries, vpppa.org

“regulations” might be more accurately called “suggestions.” They aren’t laws, and they usually are not enforceable. There are exceptions, of course. Some of the most stringent regulations in the European Union call for manufacturers’ PPE product recertification every five years.

Along with manufacturing process variations, manufacturers often produce large batches of product and a small sampling of gloves for testing purposes may not be fully representative.

Considering the rapid evolution of glove technologies that does little more than nudge manufacturers to keep pace with the state of the art. There’s value there, but it’s limited. Also, importantly, regulations and standards vary from country to country. Some of the differences are minor, some more significant.

Still, it’s important to remember that, while complicated, regulations are there to provide consistency around testing and grading in order to ensure industrial environments are safe for workers. With that in mind, let’s break this down in two ways: 1. Glove manufacturers; 2. Employers/workers.

Manufacturers: The landscape is different around the world, but manufacturers generally are guided more by standards; yet there are no penalties for failing to meet industry standards. Some countries may have regulations on the books—Russia and Brazil are good examples—but, even there, enforcement and market controls are uneven and sporadic at best.

More commonly, the industry—usually with the help of manufacturers—establishes standards related to certain types of protection. Gloves are tested and, if they meet the established standard, are free to reference

that in marketing to customers. If they fail to meet the standard, that does not stop them from marketing a glove with unverified claims—it just means the manufacturer cannot claim the glove meets the industry standard. Remember that, because we’ll come back to it.

Whatever the country, there are gaps in these standards. Take, for example, cut and abrasion tests in the U.S. that measure against the American National Standards Institute (ANSI) cut and abrasion levels. These tests require testing on three to five samples out of the thousands of gloves some manufacturers make every year. Additionally, most testing requirements allow manufacturers to throw out a bad sample and retest a new one. So you’re testing three gloves out of thousands produced, you get a do-over if one of those three fails, (and the test itself has repeatable variability in the range of 25–35 percent). It’s better than no tests at all and certainly indicative of cut protection, but it’s far from a perfect method.

And yet, there are manufacturers that market gloves for cut protection that aren’t tested even to these imperfect standards or are tested and fail. That’s why employers must be diligent when selecting gloves. Reputable manufacturers test against current standards to ensure their gloves can deliver the protection promised. If a cut protection glove isn’t labeled with an ANSI cut level, the glove probably was not tested or didn’t pass the test.

Employers/workers: Regulatory bodies like OSHA set PPE regulations for employers, and those regulations can have some teeth. Employers in violation of these types of regulations can face stiff fines, and repeat offenders can face further THE LEADER / SPRING 2017

25

When 43 percent of workers can’t say for sure if the gloves they wear actually protect their hands from the risks of the job, it’s clear our existing educational programs aren’t working.

sanctions. Unfortunately, not all regulations are created equal—they vary by country, by industry and organization and even by equipment.

In North America, for example, regulations around respiratory PPE equipment can be strict.

The compliance and performance requirements address specific concerns regarding designated pollutants or chemicals. In these cases, the protective gear must be tested, certified and recertified, and that gear often is assigned to an employee who is responsible for maintaining the equipment. Respiratory protection is taken seriously, as it should be.

Gloves are a different matter. They usually fall under the umbrella of general PPE, and the associated regulations are far less stringent.

Instead of training from a safety professional, employees typically receive mandatory training from a generalist, and the quality of that training reflects the difference. And whereas an employee receiving respiratory equipment will be fitted precisely and issued the exact equipment needed, those seeking hand protection often are directed to generally available gloves and left to their own devices for final selection and fitting. The organization is meeting its regulatory requirements, but the requirements are lacking.

Again, regulations and adherence to those regulations varies from country to country.

Generally speaking, mature markets are ahead of emerging markets, but we do see some interesting trends in that respect. Some emerging markets are catching up on regulatory trends by modeling after some of the more stringent requirements— usually from the EU—and tweaking those to increase their effectiveness. That may mean they increase testing frequency or add a chemical to be tested against or something similar; overall it encourages regulatory improvements.

Emerging markets still fall short in two important areas, however: First, and most importantly, is around education and training related to safety. In these markets, we still see many workers not wearing gloves at all—often due to a lack of awareness or understanding of hand protection practices and solutions. Second is in application. Regulations may be in place, but the cost of gloves can limit compliance. That’s a deeper economic challenge, but it’s important.

Cost should not be a limiting factor when it comes to worker safety.

The Importance of Education Even the best regulatory programs will fail if workers aren’t educated about workplace safety

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THE LEADER / SPRING 2017

and PPE expectations and best practices. Safety education around the world is something of a mixed bag. In most regulated countries, employee safety/PPE training is mandatory as it aligns with a workplace risk assessment. That’s good, but the right level of training remains largely subjective, so the real effectiveness of these educational programs often falls short of best practices. When 43 percent of workers can’t say for sure if the gloves they wear actually protect their hands from the risks of the job, it’s clear our existing educational programs aren’t working. Fortunately, we’ve seen gains in recent years, and more and more employers are mandating safety training and constantly improving those programs.

As we’ve discussed, when it comes to gloves, most companies rely on generalists for training, and their knowledge of current solutions, materials, trends and applications varies considerably. This is a real gap in the workplace safety culture, and improved certification processes that evaluate and certify employer educational programs could make a significant difference. There are models for this. In the medical space, doctors, nurses and manufacturers work collaboratively on educational programs that keep workers in that space well informed on personal and patient safety practices. There is no reason we can’t apply the same rigor to industrial and manufacturing environments.

These are serious issues demanding serious study, discussion and more effective and nuanced solutions from everyone involved.

As a manufacturer, it’s up to Ansell and our competitors to demand better from ourselves and from the standards against which our products are measured. Regulatory bodies must relentlessly review new materials and solutions and update their regulations accordingly and promptly. Employers must commit not only to providing appropriate hand protection, but safety managers need to provide better training about workplace risks and selecting and choosing the right gloves for the application.

Hand protection is a significant issue—if we’re going to make significant changes, we need to do it together. If we can successfully work together toward notable progress and adaption, we’ll all reap the benefits of significant improvements— consistency and commitment to glove testing and qualification, ensuring a safe work environment for all.

vpppa.org

Join us for Safety+ August 29 – September 1, 2017 New Orleans, LA Register today at www.vpppa.org

NEW NAME, SAME GREAT EVENT.

AN INTEGRATED SAFETY & HEALTH MANAGEMENT SYSTEMS SYMPOSIUM

Be a part of our safety and health community!

Join thousands of the EHS industry’s most dedicated and ambitious professionals for four days of learning and networking

PRESENTED BY VPPPA

Be inspired to reinvigorate and improve your safety excellence programs Meet and network with others from your region and OSHA and DOE representatives Choose from more than 100 workshops and a dozen educational tracks Visit hundreds of safety and health exhibitors who feature the most up-todate products available to the EHS community

93%

of 2016 attendees recommend this symposium

EDUCATE. COLLABORATE. ADVOCATE.

member spotlight

Steve Gauthier

BY JAMIE MITCHELL, COMMUNICATIONS COORDINATOR, VPPPA, INC.

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THE LEADER / SPRING 2017

S

teve Gauthier is known throughout the VPPPA as an accomplished and innovative safety professional, a great colleague and as a dear friend. Before starting his career with General Electric (GE) in 1978 as a machinist, he worked as a heavy equipment operator, homebuilder and an auto mechanic. When his plant achieved VPP approval in 2006, Steve approached GE and his workers’ union expressing his interest in VPPPA—and they agreed that he should get involved with the association. Initially, Steve joined the Labor and Management Committee and was eventually elected as the Chair of the committee, serving for two years.

In addition, for the last 12 years, Steve has served as an active member of the Region I Board of Directors, first as Vice Chair and then as the Regional Chair.

Steve has quite an impressive list of accomplishments within his career at GE, which he credits to the great people he has met, whether it was on the shop floor of a factory or in a laboratory. A few of the accomplishments he is most proud of include: becoming a licensed heating, ventilation and air conditioning specialist; becoming a Six Sigma Green Belt at his company; participating as an ad hoc committee member of the Society of Tribologists and Lubrication

Engineers, writing the only Certified Metalworking Fluids Specialist Exam; serving for six years on the Massachusetts Toxic Use Reduction Advisory Committee; assisting in the creation of “ChemHAT” (a searchable database for workers); serving as a founding committee member of the Alliance for a Healthier Tomorrow to promote the reduction of hazardous chemicals in the community and workplace—and many more.

Steve’s work will surely continue to help and inspire others for countless generations.

When asked about his experience with the association, Steve noted that, “it’s hard to express the many ways which VPPPA has helped me. Being part of an organization like VPPPA brings great things, whether it’s a best practice or just something new. The most important thing is the people I have met, learning from these pioneers that came before me has inspired all my efforts.” In addition, Steve believes one of the most valuable things he has gained from the association is his experience and passion for safety. “This is not learned from a text book, intellectually yes, but it must be learned by experiencing it and by being able to work with people always willing to teach me.” While it is hard to single out specific people, Steve mentioned he pulls his inspiration and guidance from a variety of individuals, “I have worked side-by-side with so many people, and whether it was running a machine or working in an office, they have all inspired me by what they do. Everyone has such talent.” One piece of advice Steve would offer his peers includes, “Environment health and safety professionals, activist or committee member, be open-minded and willing to be creative by providing solutions to problems and not just fixate on the problem. I believe EHS impacts everyone, and we must keep in mind who is being protected.”

Finally, Steve hopes his legacy will be one that encompasses his passion for safety and that he was an example to those that know him.

Steve is a huge part of the success of VPPPA and he will be truly missed by everyone. The VPPPA wishes you a wonderful, fun and relaxing retirement!

vpppa.org

Happy Retirement! “ Steve has been a key player in the Labor and Management Committee and one of the keystones to its success. His unwavering tenacity on any project he undertakes, along with attention to detail has made him an asset to the organization and the union he represents. He will be greatly missed. Best wishes Steve for a long and happy retirement!”

—DON JOHNSON, VPPPA NATIONAL BOARD OF DIRECTORS

“ I was the Chairman when Steve was joining our VPPPA Region I Board of Directors nearly 10 years ago, and I had the opportunity to read his incredible biography. I knew from his accomplishments in many settings that he would be a great Chairman and I was glad he agreed after some gentle convincing.

I was (and I still am) truly amazed at the vast number of contributions he has made to improve worker safety and labor management relations, to educate small businesses and the academic community on safety, to promote and support OSHA VPP and VPPPA and his ability to bring all parties together (whatever the cause) as a passionate leader.

Steve pioneered safety education advancements associated with metalworking fluids and oil mists, and he has educated thousands of people on green chemistry opportunities and safer alternatives to chemicals.

It has been a real honor for me to serve on the VPPPA Region I Board of Directors and participate in OSHA, VPP and VPPPA activities with Steve.

I will miss his friendship, his get-it-done spirit and his Region I leadership.

Congratulations, Steve, on your well-deserved retirement. Best wishes for a long and healthy one!”

—JACK POPP, VPPPA REGION I BOARD OF DIRECTORS

vpppa.org

THE LEADER / SPRING 2017

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FEATURED PRODUCTS Booth 318

DENTEC SAFETY SPECIALISTS, INC.

GLOVE GUARD

Comfort-Air® 130M Full Face Respirator

OktoLock™ clip

Claudio Dente dentec@dentecsafety.com / 1 (888) 533-6832 www.dentecsafety.com Dentec Safety introduces the new Comfort-Air® 130M Full Face Respirator made from a new special composite silicone material. This new silicone material offers the best combination of comfort and durability.

Melissa Slimp melissa@gloveguard.com / (832) 217-0657 www.gloveguard.com The OktoLock™ clip safely secures your cords to mitigate potential trip hazards. The clip is designed to fit hand railing or pipes up to 2-inch in diameter and the 3-inch diameter lower loop holds cords, hoses, welding leads or stingers.

Booth 809

Booth 446

GAS CLIP TECHNOLOGIES

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Booth 831

HELLMAN & ASSOCIATES, INC.

Multi Gas Clip Simple

EHS Consulting

Jeremy Majors (972) 775-7577 www.gascliptech.com The non-charging portable 4-gas detector for H2S, CO, O2 and combustible gases (LEL) provides continuous assurance of protection 24/7 for two years—requiring no battery or sensor replacement! Visit our booth and learn how low-power photometric infrared technology makes 4-gas detection simple!

Bobby Lewis blewis@ehscompliance.com / (970) 381-7465 www.ehscompliance.com AssuredCompliance Software™ enables you to manage compliance across operations by assigning and tracking tasks. You can view the big picture of your EHS operations, drill down on outstanding compliance issues, and know what needs to be resolved and who is accountable.

THE LEADER / SPRING 2017

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AN INTEGRATED SAFETY & HEALTH MANAGEMENT SYSTEMS SYMPOSIUM

PRESENTED BY VPPPA

Booth 655

KEYTROLLER, LLC

Booth 521

TICK KEY PRODUCTS, LLC

KEYCHECK

Original Tick Key

Terry Wickman twickman@keytroller.com / (813) 877-4500 www.keytroller.com KEYCHECK: Equipment checklist app supplied in rugged Andriod 7-inch tablet. Mounted on only one machine or programmed with different checklist items for variety of vehicles. Data sent via WiFi or cellular to cloud portal where user views fleet checklist data.

Donna Lucente donna@tickkey.com / (860) 618-3072 www.tickkey.com The easiest-to-use tick removal device on Earth. 99.9% effective in the removal of all sizes & types of ticks. Field workers need a Tick Key for proper tick removal. 19 great colors. Private label available.

Booth 911

ROCO RESCUE

Booth 707

WORKING CONCEPTS, INC.

CMC/Roco FreeTech Harness

Stop-A-Ladder

Teresa Wilson twilson@rocorescue.com / (800) 647-7626 www.rocorescue.com The FreeTechâ„¢ Harness allows the user to safely and easily transfer their body weight from the dorsal connector on the upper back to the front waist location of the harness to reorient the user into a seated position.

Leslie Brassard leslie@softknees.com / (888) 456-3372 www.softknees.com Stop-A-Ladder stops your extension ladder from slipping on smooth surfaces such as synthetic decking. Simply set your extension ladder on top of the Stop-A-Ladder with ladder feet against the stop slip. If moving ladder sideways, attach strap to bottom rung.

vpppa.org

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Na

tion Nom al B ina oard tion s

member info corner

If you believe that you can help shape the national agenda and set the association’s priorities for the future, then join a VPPPA committee!

inations Board Nom hips Scholars rds and a w A A P VPP ontest Roster C e ommitte ational C N a n oi J d Job Boar reach ional Out Congress

National

National Board Nominations It’s that time of year again! In conjunction with Safety+, taking place Aug. 29–Sept. 1, 2017 in New Orleans, Louisiana, elections will be held for VPPPA National Board of Directors’ positions. This year there are six open positions: • Vice Chair • Secretary • Director from a Site with a Collective Bargaining Agreement • Director from a DOE-VPP site • Director-at-Large (three positions available) To be elected to the VPPPA National Board of Directors, a nominee must be an employee of a full or corporate member site in good standing with the association. If you wish to nominate yourself or someone else for a position, please complete and submit the following materials: • Nomination form • Signed election protocols • Management commitment letter • A platform statement of no more than 300 words • Your head shot All materials are due to the nominating committee by May 26, 2017. Nomination forms may be found online on the homepage of the website. The exact address is: www.vpppa.org/advancement/news/ nominations-open-for-2016-vpppa-nationalboard-members. Send submissions to Kerri Carpenter, 2017 Nominating Committee Liaison, at kcarpenter@vpppa.org.

VPPPA Awards and Scholarships Although you don’t do your job solely to receive praise, wouldn’t it be nice to be recognized for

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your hard work, while also inspiring your peers?

VPPPA features a number of programs, including awards, scholarships and an achievement program to recognize the extraordinary efforts of member sites and individuals who go above and beyond in their efforts to improve safety and health for the American workforce. Below are the available recognition programs to apply to by June 2: • The VPPPA Annual Awards for Outreach and Innovation recognize member sites and individuals that have made exceptional contributions to the mission of VPPPA during the previous year.

• Have you initiated best practices? The VPPPA Safety & Health Achievement Program provides special acknowledgement to non-managerial employees at member sites who have taken the initiative to learn and apply safety and health best practices.

• Or maybe you’d like to further safety and health education for a family member or yourself?

VPPPA’s scholarships will help achieve that goal.

Winners will be announced at the national symposium during a special reception on Monday, Aug. 28.

Roster Contest We couldn’t make this contest any easier if we tried! To ensure each of our members are receiving the benefits they deserve, we need your site rosters to be updated. Please update the roster that was included in our membership mailing with all of your current employees. After we receive your faxed or emailed updated roster, we will randomly select one prime contact to win a gift card.

By helping us update our rosters, you’re also helping yourself and your co-workers receive vpppa.org

the benefits they deserve. Send your updated roster to membership@vpppa.org by July 1, for a chance to win. 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 already entered into our random drawing.

Join a National Committee There’s still time to express interest in one of the national committees, but you’ve got to act quickly! Would you like to facilitate the improvement and growth of the mentoring program? Maybe you want to advocate for improved communication between labor and management. If you believe that you can help shape the national agenda and set the association’s priorities for the future, then join a VPPPA committee!

Express your interest in a committee by submitting a committee interest form online

by May 26 to be considered for a position on a national committee at the next board meeting, taking place June 6.

As a member of a committee, you will take part in a monthly conference call with the other committee members. The call will discuss upcoming events and opportunities taking place within that committee and the members will explore ways to help advance the association.

There are committees that fit all schedules (approximately a two-hour time commitment per month) and interests: • Awards • Conference Planning • Construction • Education • Labor and Management • Legislative and Regulatory • Member Services • Mentoring • Marketing • Nominating Learn more about each committee on our committee page: www.vpppa.org/ about-vpppa/committees. vpppa.org

Job Board Calling all employers and employees!

VPPPA’s Job Board provides a vast database of professional opportunities available throughout the EHS industry. Constantly updated with new job openings, the VPPPA Job Board is a great resource for those looking to make a professional move.

Employers—do you have any jobs you would like to post? Please email communications@ vpppa.org with the following: • Job title • Company name • Location • Description/requirements of the position • Expiration date for the posting • How to apply

Get Involved in Congressional Outreach: You Can Make a Difference VPPPA’s next congressional outreach is taking place June 7–8 in Washington, D.C. following the National VPPPA Board of Directors meeting. We are looking for volunteers from VPP sites to educate and spread awareness of the impacts of VPP. This is your opportunity to meet with Senators and Representatives from all over the United States and share your personal VPP experiences, accomplishments and concerns.

We’ll provide training and materials for these visits—all you need is your passion for VPP. For more information, or to volunteer, email Katlyn Pagliuca at kpagliuca@vpppa.org.

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state-plan monitor

COMPILED BY KATLYN PAGLIUCA, MEMBERSHIP AND OUTREACH MANAGER, VPPPA, INC.

Federal OSHA States State-Plan States Public Sector Only Employees of AJ Oster employees celebrate Cal/VPP Star ceremony, February 10, 2017.

Tennessee On December 15, 2016, TDLWD Commissioner, Burns Phillips, presented the employees of Bridgestone Warren County in Morrison with their Volunteer STAR award as part of the site’s fifth certification effort.

On January 24, TOSHA Administrator Steve Hawkins presented the employees of SI Group in Newport with their Volunteer Star award as part of the site’s second certification effort.

Successful onsite evaluations were recently conducted at WestRock in Lewisburg, Olin Chemical in Charleston, The Chemours Company in New

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Johnsonville and Energy Solutions Bear Creek Operations in Oak Ridge.

Wyoming Black Hills Energy, Cheyenne Prairie Generating Station, has started the VPP process. Their goal is to accomplish VPP within approximately one year.

Virginia There are currently 44 active sites (43 Star and one Merit) in the Virginia VPP. We have completed two re-approval evaluations at GE Drives & Controls in Salem, VA and Cargill Feed Mill in Harrisonburg.

There were over 150 attendees at the February 2 NASA Langley Best Practice Day. Future Best Practice days include: • Machine Guarding—September 13 at Goodyear, Danville, VA. • Electrical Safety—November 8 at GE Drives & Controls, Salem, VA. To register for these events, go to www.Ticketbud.com and search under Virginia VPP events.

Three workshops were presented to instruct aspiring VPP sites on how to use the Challenge OCTPS Gap Tool. Finally, plans are forming for the 22nd Annual VOSH Conference at the Virginia Beach Conference Center. This event takes place from October 16–20. vpppa.org

contacting each state >> California On February 10, 2017, AJ Oster-West Yorba Linda held their Cal/VPP Star ceremony. Kevin Bense, President of AJ Oster-West, congratulated all the employees for the Cal/Star achievement.

Richard Fazlollahi Cal/OSHA Santa Ana Enforcement District Manager, welcomed the site to Cal/Star program.

This AJ Oster site was mentored by Nichole Peters and Loren Brewster from Toyota North American Parts Center in California. The Cal/VPP team included Elisa Villanueva, Team Leader; Barry Blodgett, VPP Consultant and Jason Quon and Cesar Moreno as Special Team Members from Northrop Grumman. One of the site’s best practices that the team identified was the employee recognition program which encourages employees’ participation in proactive safety activities and discourages hiding minor injuries. Plant Manager, Jorge Nieve, and EHS Coordinator, Hai Nguyen, attended the recent Special Team Member (STM) training and are working with Cal/VPP Coordinator, Haxhi Shala, at Sherwin Williams-Moreno Valley to perform a pre-visit.

New Mexico The New Mexico Occupational Health and Safety Bureau approved Raytheon Missile Systems, Raytheon Ktech for participation in the New Mexico Zia Star Voluntary Protection Program. Raytheon Ktech is the first research and development facility to be approved by the New Mexico State Plan.

Alaska Michael Bowles VPP Manager michael.bowles@alaska.gov Phone: (907) 269-4948

Michigan Sherry Scott MVPP Manager scotts1@michigan.gov Phone: (517) 322-5817

South Carolina Sharon Dumit VPP Coordinator sharon.dumit@llr.sc.gov Phone: (803) 896-7788

Arizona Jessie Atencio Assistant Director jessie.atencio@azdosh.gov Phone: (520) 220-4222

Minnesota Ryan Nosan MNSTAR VPP Coordinator ryan.nosan@state.mn.us Phone: (651) 284-5120

Tennessee David Blessman VPP Manager david.blessman@tn.gov Phone: (615) 253-6890

California Iraj Pourmehraban Cal/VPP & PSM Manager ipourmehraban@ hq.dir.ca.gov Phone: (510) 622-1080

Nevada Jimmy Andrews VPP Manager jimmy.andrews@ business.nv.gov Phone: (702) 486-9046

Utah Jerry Parkstone VPP Coordinator jparkstone@utah.gov Phone: (801) 530-6901

Hawaii Clayton Chun Supervisor/VPP Coordinator clayton.g.chun@hawaii.gov Phone: (808) 586-9110

New Mexico Melissa Barker VPP Coordinator melissa.barker@state.nm.us Phone: (505) 222-9595

Indiana Beth A. Gonzalez VPP Team Leader bgonzalez@dol.in.gov Phone: (317) 607-6118

North Carolina LaMont Smith Recognition Program Manager lamont.smith@labor.nc.gov Phone: (919) 807-2909

Iowa Shashi Patel VPP Coordinator patel.shashi@iwd.iowa.gov Phone: (515) 281-6369 Kentucky Brian Black VPP Program Administrator brian.black@ky.gov Phone: (502) 564-3320 Maryland Allen Stump VPP Manager stump.allen@dol.gov Phone: (410) 527-4473

Left to Right: Christopher Patscheck, Dave Artery, Steve Downie, Josh Montano, Susan Kelly, Hyte Johnson, Keena Trujillo, Mary Clum, Tina Decker, Jennifer Hayes, NM OHSB’s Melissa Barker and Ronald Walser.

vpppa.org

Oregon Mark E. Hurliman, CSHM VPP/SHARP Program Coordinator mark.e.hurliman@ oregon.gov Phone: (541) 776-6016 Puerto Rico Ilza Roman Director roman.ilza@dol.gov Phone: (787) 754-2171

Vermont Daniel Whipple VPP Coordinator dan.whipple@vermont.gov Phone: (802) 828-5084 Virginia Milford Stern VPP Manager stern.milford@dol.gov Phone: (540) 562-3580 x 123 Washington John Geppert VPP Manager gepp.235@lni.wa.gov Phone: (360) 902-5496 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

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regional round-ups

COMPILED BY JAMIE MITCHELL, COMMUNICATIONS COORDINATOR, VPPPA, INC.

Region I

Region III

Region I continues to support the national legislative outreach initiative, codification of VPP. The bipartisan Voluntary Protection Program (VPP) Act H.R 1444, was reintroduced on March 9, following the outreach by VPPPA and its member companies. We are proud to say, Region I had two representatives on hand that visited with several of the New England delegates. During these visits, it was nice to see an interest regarding the importance of workplace safety and health.

The region continues to thrive with our outreach mentoring initiatives and there are still many companies which have expressed an interest in becoming an elite VPP/VPPPA member company. One company that has gone above and beyond is Cartamundi (previously Hasbro) with Region I director-at-large, Jack Popp and others providing mentoring to several of the companies in the pursuit of VPP. Cartamundi has received the 2017 Region I mentoring award.

Also, thanks to the many companies that have been supportive of these mentoring outreach efforts. The Region I companies are remarkable and always willing to step up and support the region’s needs whether it’s a location for a quarterly region meeting or taking part in the annual conference.

Finally, we want to welcome the new Regional Administrator, Galan Blanton.

Region III Larry Shaffer Memorial Scholarship

Contributed by Steve Gauthier, Region I Chairperson

Region III awarded three $500 scholarships in 2017. The fund was created to assist children, grandchildren, spouses and employees of member companies within region III that are working to improve their education, and meet the criteria of the scholarship. The winners include: • Laura Palmer Daughter of Timothy Palmer Alban CAT Myersville, MD • Laura Bailey Daughter of David Bailey, GE Drives Salem, VA • Emilee Kale Daughter of Deb Kale, Alban CAT Baltimore, MD

Region Election/ Nomination Information We are currently soliciting for open positions on the board; especially a director-at-large (hourly from a non-represented site).

Region III Federal Update The Region III VPP from the federal perspective continues to be very active. In 2016, we conducted 24 reapprovals and approved eight new sites. This year, we are on track to conduct around 33 reapprovals and at least 10 new sites. Applications continue to be submitted to the VPP Manager on a steady basis. We regularly receive inquiries regarding the program and are always pleased to explain the process. Special Government Employees (SGEs) are also very supportive of our program.

Virginia Activities for 1Q 2017 Plans are forming for the 22nd Annual VOSH Conference at the Virginia Beach Conference Center October 16–20, 2017. We hope you can join us.

Contributed by Michael LaPradd, Region III Secretary

Region IV The Region IV VPPPA Safety and Health Excellence Conference is scheduled for June 20–22 at the Sheraton-Atlanta Hotel in Atlanta, GA. Learning opportunities during the conference include the following paid Pocono Mountain, PA

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Continued on page 38 vpppa.org

regional round-ups

Leigh Jackson, Region IV VPP Manager, recently shared that Region IV OSHA is working hard to meet their goal of scheduling and conducting seven preapproval evaluations and stay on target to conduct 44 reapproval evaluations in fiscal year 2017. SGE’s are an integral part of the process, and critical to the achievement of their goals. OSHA is very appreciative of the SGE assistance and support they receive.

Atlanta, GA

Contributed by Christopher J. Colburn, Region IV Treasurer

Region V SGEs Wanted

OSHA is very appreciative of the SGE assistance and support they receive.

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Continued from page 36 pre-conference workshops: 1) OSHA 10-Hour for General Industry, 2) OSHA Recordkeeping Rules, 3) VPP Application Workshop and 4) Strengthening Star Quality Workshop. Free Pre-Conference Workshops topics include: 1) VPP 101, 2) Safety Leadership: Conventional Wisdom and Unintended Consequences, 3) When Your Body Wears Out—Where are you Going to Live, 4) Preparing for your First VPP Audit, 5) Conference First Timers Orientation Workshop, and 6) Risk Reduction Programs in Healthcare—Improving Costs: Are They Worth It. In addition to these Pre-Conference activities, 54 Conference Breakout Sessions will be offered during the conference. Region IV will also be hosting an OSHA Special Government Employee (SGE) Workshop prior to the start of the conference (June 18–20).

Region IV VPPPA is also now facilitating periodic webinar learning opportunities. The webinars are open to anyone for $75 per participant, but have been deeply discounted for VPPPA members to $45 per participant.

The most recent webinar was, “Why You Can No Longer Afford to Ignore the Worst Drug Epidemic in U.S. History,” presented by the Psychemedics Corporation. Please visit the Region IV VPPPA website (www.regionivvpp.org) for more information.

The 2017 VPP assessment schedule for Region V has been posted on the website. If you’re a SGE and looking to participate on an assessment in 2017, be sure to review the VPP schedule and contact the OSHA lead as soon as possible. For the VPP assessment schedule and the OSHA contacts, please visit the website www.vppregionv.org/region-v-sges.

Contributed by Steve Washburn, Region V Director-at-Large

Region X The Region X board of directors experienced many changes since November of 2016. Michelle Steeler stepped down as the chairperson.

Rocky Simmons of Mission Support Alliance located in Richland, WA, was appointed to the chair position with Max VanValey of Carlisle Construction Material located in Puyallup, WA as Vice Chairperson. The board filled the vacant director-at-large position with Cliff Butler of Purdy, located in Portland, OR. In addition, Michael Bowles of Alaska Occupational Safety and Health (AKOSH) announced he’s no longer with AKOSH. Christen Hendrickson is his replacement.

A Special Government Employee (SGE) training course took place January 10–12, in Keyport, WA. Fourteen graduates are now eligible to assist OSHA to perform onsite reviews and other assigned tasks as needed.

Federal OSHA is scheduled to perform two Star reapprovals with Oregon OSHA. Contributed by Jack Griffith, Region X Chairperson and National Board Director-at-Large

vpppa.org

VPPPA Contacts

calendar of events

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.

Mike Maddox mmaddox@vpppa.org Executive Director Ext. 103 Sara A. Taylor, CMP staylor@vpppa.org Director of Operations Ext. 107 Amanda McVicker, CMP amcvicker@vpppa.org Conference & Education Manager Ext. 112

June June 1, 2017 #HowISafety Contest Deadline

June 7–8, 2017 Congressional Outreach following the VPPPA National Board of Directors Meeting

June 23–26, 2017 Region II VPPPA Chapter Conference Tropicana Casino & Resort Atlantic City, NJ

June 20–22, 2017 Region IV—2017 Safety & Health Excellence Conference Sheraton Atlanta Atlanta, GA

July July 1, 2017 Roster Contest Deadline

August August 29–September 1, 2017 33rd Annual National VPPPA Safety & Health Conference, now called Safety+ Ernest N. Morial Convention Center New Orleans, LA

Kerri Carpenter kcarpenter@vpppa.org Communications & Outreach Manager Ext. 121 Jamie Mitchell jmitchell@vpppa.org Communications Coordinator Ext. 117 Katlyn Pagliuca kpagliuca@vpppa.org Membership Manager Ext. 115 Natasha Cole ncole@vpppa.org Member Services Coordinator Ext. 113 Heidi Hill hhill@vpppa.org Event Sales & Advertising Coordinator Ext. 111 Michael Khosrofian mkhosrofian@vpppa.org Accountant Ext. 104

AN INTEGRATED SAFETY & HEALTH MANAGEMENT SYSTEMS SYMPOSIUM

Bryant Walker bwalker@vpppa.org Information & Data Analyst Manager Ext. 110 Courtney Malveaux, Esq cmalveaux@vpppa.org Government Relations Counsel Ext. 105

vpppa.org

THE LEADER / SPRING 2017

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7600-E Leesburg Pike, 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.

SCAN QR CODE TO LEARN MORE ABOUT VPPPA, INC.

http://bit.ly/jVQcBo

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