4th Edition Monday Morning Newsletter

Good morning! We're shaking things up this week with a brand new section that we hope will make your reading experience even better. We've added a handy highlight section below, letting you know all the valuable tips we have in store for you, in this edition. We're thrilled to bring you this new feature and hope it enhances your enjoyment of our newsletter. As always, we appreciate your continued support and can't wait to share all the exciting content we have lined up for you. So grab your favorite mug, fill it with your favorite morning drink, and let's dive into this week's edition together!

THIS WEEKS TIPS

Tips you’ll find in this weeks edition:

• Slip and Fall Prevention Guidelines

• Protection for Loan Workers

• Mental Health and Burnout protection

• Heat Protection

• Hand Safety

MENTAL HEALTH
Smell that? It’s burnout and it’s burning cash!

This past week the CDC’s National Institute for Occupational Safety and Health launched, Impact Wellbeing, the first national effort to combat burnout in healthcare. The goal is to provide hospital administrations with evidence based resources to help prevent staff burnout. To help hospital leaders take actionable steps for quality improvements, new workflows, and staff support, promoting incremental and sustained impact in healthcare operations, Impact Wellbeing provides these resources:

• NIOSH Worker Well-Being Questionnaire (WellBQ): Understand how your workforce is doing and identify ways to improve healthcare worker wellbeing.

• Leadership Storytelling Guide: Help hospital leaders talk publicly about getting help for their own mental health concerns and encourage staff to do the same, using this guide from the Health Action Alliance.

• Total Worker Health® Strategies: Train front-line supervisors to help their staff balance their work and home responsibilities using supportive supervision.

Move over Chuck, it’s time for the Great Gloom

Workplace trends have taken us on a wild rollercoaster ride, filled with exhilarating highs and disheartening lows. But now, a dark cloud looms over us, as the Great Gloom descends upon employee engagement. It's a gloom that spreads rapidly, ten times faster than in previous years and has already costs the global economy a reported $8.8 trillion dollars.

So why are employees feeling so glum? It's not just a lack of motivation that plagues them, but a deep sense of resignation and apathy. They no longer experience the highs and lows that once fueled their enthusiasm. Instead, they find themselves disconnected from the very purpose of the organization they work for. Once the “gloom” sets in an employees willingness to speak up and voice concerns they notice decreases. And like we reported on in last week’s newsletter, “Top Gun’s” Maverick sees this as a safety problem.

Let’s be honest this “Great Gloom” is just code for an overbearing issue that has already plagued everyone’s place of business. Sometimes we call it being burned out, other times gloom but, ultimately it is a mental health struggle. And it’s something OSHA is talking about.

While it’s easy to see this as just another problem you have to deal with, maybe this is a great opportunity to collaborate with your company’s leadership to address this not only an EHS problem but a company problem. After all it is effecting everything and everyone, including the bottom line. Want to get that conversation started? Use these stats provided by OSHA:

• 83% of workers report suffering from work-related stress.

• Work-related stress has been reported to cause 120,000 deaths each year.

• For every $1 spent on ordinary mental health concerns, employers see a $4 return in productivity.

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CONSTRUCTION
Construction is “Nailing it”, sometimes.

Construction contractors have made progress in addressing worker safety and health issues, but there is still room for improvement, according to a new study. The report, conducted by Dodge Construction Network and CPWR, highlights the need for more action in areas such as heat-related illnesses and mental health. While 52% of contractors have made changes to prevent heat-related illnesses, smaller companies are lagging behind, with only 21% implementing measures. Additionally, 52% of contractors expressed a desire for more resources on managing mental health, suicide, and opioid use. The study also emphasizes the benefits of pre-project and pre-task engagement, with 94% of contractors reporting increased worker engagement and 84% reporting a reduction in injury rates. The findings underscore the need for continued efforts to prioritize worker safety and well-being in the construction industry, especially in smaller companies that don’t have dedicated safety managers.

How hot is too hot?

According to OSHA, your hot, my hot and someone else’s hot are not the same thing. “Although you may be exposed to similar levels of heat and engaged in the same type of work as your co-workers,” personal risk factors play a role, such as:

• Diabetes

• High blood pressure

• Heart disease

• Obesity

• Mental health conditions

• Respiratory diseases such as asthma or chronic obstructive pulmonary disease

• Blood pressure medications

• Muscle relaxants

• Sedatives

“Ultimately, it is the employer’s responsibility to ensure the workplace is safe and healthful for workers; however, a heat injury and illness prevention plan needs the meaningful participation of workers and their representatives to be effective.”, says OSHA, while providing some tips to keep workers protected from the heat:

• Discuss with your medical provider how to best prepare to work in hot conditions.

• Drink 8 ounces of water every 15-20 minutes, even if you aren’t thirsty.

• Notify your supervisor if you feel ill and move to a cool space.

• Take rest breaks in air-conditioned spaces or cool or shaded areas.

• Check on co-workers regularly and, when necessary, report signs of heat illness to a supervisor and provide water or ice while remaining with them until help arrives.

• Wear loose-fitting, light-colored clothing comprised of breathable fabric, like cotton.

• Know your employer’s emergency response plan; when in doubt, call 911.

• Gradually acclimatize to the heat when returning to work after time away.

Drugs, Mental Health and Suicide Help

Results from a recent study highlight that stress, long hours, and job insecurity are major contributors to mental health issues among construction workers in Australia. After interviewing 15 workers with diverse roles in the industry, researchers identified additional themes linked to "suicidal ideation and distress," including family and relationship problems, social disconnection, financial hardships, perceived lack of support, alcohol and drug use, child custody/access and legal issues, and mental health challenges or trauma.

Study co-author Simon Tyler, a doctoral candidate at the University of South Australia, emphasized that workers identifying job-related stressors noted an increase in intensity over time, attributing them to significant experiences of suicidal thoughts and distress. The researchers advocate for enhanced support from colleagues and managers, social connections, engagement in non-work activities, and increased awareness of mental health and suicide prevention.

And that’s exactly what Researchers, like Dr. Brad Evanoff from Washington University School of Medicine and Don Willey, retired laborer and former-LIUNA business manager based in St. Louis are working on with initiatives like LEAN STL (Laborers Escaping Addiction Now – St. Louis) and MATES in St. Louis. The aim is to tackle addiction, mental health, and suicide by providing peer support.

LEAN STL

Lead by Don Willey, LEAN STL has recently hired two support workers with extensive backgrounds not only in construction but also in dealing with addictions and mental health issues. Originating in Massachusetts with a focus solely on addictions, LEAN STL takes a holistic approach, addressing addiction, mental health, and suicide. According to Don Willey, these issues are interconnected. Recognizing that people often self-medicate for up to 10 years before seeking professional help for mental health issues like depression and anxiety, Willey emphasized the need for specialized peer support to help assist LIUNA members during challenging times, guiding them through rehab, maintaining sobriety, and facilitating their return to the job site. This support is crucial, especially during the high-risk transition period following treatment.

MATES in St. Louis

Meanwhile, Dr. Evanoff is leading the MATES program, another peer-support initiative that has been imported and adapted from Australia. The decentralized MATES program and centralized LEAN STL offer complementary approaches. Dr. John Gaal, a health and safety advocate with the Missouri Carpenters’ Union, contrasts the LEAN and MATES programs. LEAN is described as centralized, involving two support workers reaching thousands of LIUNA workers at various sites. In contrast, MATES is decentralized, utilizing field officers to support workplace volunteers and fostering peer support networks across different worksites.

While, there has been national progress in mental health support over the past five years, with support from contractors, national unions, and recognition by health agencies like NIOSH and OSHA. Funding for research remains a challenge. While attitudes are changing, there's still a journey to reach a tipping point. Dr. Gaal advocates for LEAN and MATES programs, acknowledging room for improvement. Despite ongoing efforts in opioids awareness and suicide prevention, the numbers are rising, but significant progress has been made since 2016.

INJURY PREVENTION
Maybe not those shoes…

Considering last week’s announcement that for the 10th straight year, we have continued to fall a lot at work, we decided it would be a great idea to talk more about this.

Slip and fall incidents, the sneaky culprits of workplace accidents, have been wreaking havoc on workers' compensation claims. These mischievous accidents, responsible for a whopping 85% of claims, often arise from treacherously slick or slippery floors. The hazards that lie in wait? Spills of mysterious substances, mats that refuse to stay put, debris conspiring to trip the unsuspecting passerby, and let's not forget the unsuitable footwear that can turn a simple stroll into a disastrous tumble. It seems that no workplace is safe from these misadventures, as we've all encountered situations that, if left unattended, could lead to a most unfortunate slip and fall incident.

So, if you’re tired of falling at work these tips are for you:

Employers Responsibilities:

• Conducting regular inspections of the work environment to identify and rectify unsafe conditions.

• Establishing and enforcing control measures promptly when risks are identified.

• Ensuring continuous maintenance and the proper functioning of equipment and protective gear.

• Educate and inform employees of proper procedures to prevent slips and falls, such as the proper storage of equipment, use of devices, and adequate handling.

Employee Responsibilities: 

• Be attentive to signs of issues, such as slip and fall risks.

• Report any observed problems promptly to your supervisor, including defective devices or the absence of equipment.

• Wear personal protective equipment consistently.

• Take precautions during tasks and follow established procedures to ensure safety for yourself and those around you.

Protecting Loan Workers

With the increasing number of lone workers, the issue of their safety has become a growing concern. Thankfully, the National Safety Council (NSC) has come to the rescue with new info on how to ensure the protection of these employees who often find themselves operating in isolation. Technology.

The study analyzed data from various academic databases and examined two case studies to specifically appraise the application of worker monitoring technologies. These technologies encompassed fall detection devices, proximity sensors, mobile apps, and panic alarms, particularly in remote settings. The report not only affirmed the suitability of these technologies for lone workers in high-risk sectors like construction, mining, or agriculture but also highlighted three key advantages applicable to any isolated work environment, as identified by the NSC:

• Enabling two-way communication. The majority of lone workers report frequently working outside of cell phone coverage areas. Monitoring devices, many of which are equipped with GPS capabilities, address this gap enabling employers to stay connected to their workers to take immediate action in the event of an emergency.

• Enhancing safety capabilities. Many monitoring devices available to employers are packaged with additional EHS functionalities that can detect and alert the wearer to hazardous situations, such as gas emissions, thermal exposure and proximity to dangerous machinery.

• Increasing cost-savings. Monitoring devices may help streamline the otherwise cumbersome task of checking in with lone workers through email, phone calls or calendars, and ultimately increase overall efficiency.

Fortunately, the monitoring technology marketplace has experienced exponential growth, offering employers unparalleled access to innovative safety solutions. In light of this, the following guidance has been outlined to assist safety managers in selecting the most fitting solution for the unique lone work requirements of their organizations:

• Identify industry and associated risk for workflow (e.g., healthcare for workplace violence). Choose discreet alarms for covert situations and audible alarms for outdoor work.

• Consider scalability by evaluating potential users and integration with existing technology. Larger organizations can opt for turnkey mobile applications, while smaller ones should weigh the benefits and cost-effectiveness of additional capabilities.

• Utilize technology holistically. Off-the-shelf solutions offer quick implementation but may lack customization for seamless integration across the organization or addressing diverse hazards.

Despite its numerous advantages, current lone worker monitoring technology has limitations. The NSC discovered that these monitoring capabilities don't completely eliminate workers' exposure to hazards. Recommending that employers conduct a thorough audit of their operations to address the root causes of employee risk. Regular drills are also encouraged to ensure adequate training and information on emergency responses for both lone workers and leaders.

Additionally, widespread adoption of monitoring technology faces a challenge due to persistent concerns about worker and data privacy. While monitoring devices provide potentially life-saving data on worker activity and location, some employees may perceive it as surveillance. To address these concerns, experts suggest involving workers in the adoption process, educating them on the technology's benefits and limitations, and maintaining transparency about how their data will be used, stored, and encrypted.

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Compliance training online is the way to go because they've got the best content and customer service in the biz. With over 30K trusted clients, including government agencies and universities, their certificates are accepted on a federal level. Trust us, we've been in business since 2008.

NEWS
Your Virtual Water Cooler

• At this insurance startup, every manager is a well-being officer, not just a figurehead. Mental health and burnout are top priorities.
  

• Leading With Workplace Psychological Safety: Tips For Managers.

• At Gildan, they take care of our 45,000 employees worldwide by prioritizing their well-being through their ergonomic care program.

• Amazon's high-speed warehouses have left almost half of its U.S. employees injured, forcing some to take unpaid leave for recovery.

• Tips on How to Create a Hand Safety Culture.

• Expert urges HSE auditors to embrace digitalization to improve health & safety in the workplace.

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