2015 Winter Leader - Responding to the Needs of an Aging Workforce

VOLUME 2, ISSUE 1, WINTER 2015



chairman’s messageWe are looking forward Dear Members,to having a strongcongressional outreach W ith Federal OSHA being caught up on recertification audits and backcampaign throughout conducting new application audits, interest in VPP is very high.the year, starting with Requests for mentors and application workshops have greatly increased.the February 25–26 I also want to thank our state-plan OSHA partners for continuing to conduct newcongressional meetings. applications audits during 2014. With numerous changes in Congress, 2015 will be an important year as we will need to educate new senators and representatives on VPP and the need for codification and OSHA providing necessary resources to grow the program. We are looking forward to having a strong congressional outreach campaign throughout the year, starting with the February 25–26 congressional meetings, followed by additional meetings June 10–11 and November 18–19. Anyone who is interested in participating, please contact me, as additional help is needed. These meetings with Congress are not only fun, but valuable in letting congress know about VPP and its importance in improving safety and health for employees. Additionally, it is important for you to contact your members of Congress back in their district offices to let them know what VPP does for all employees at your company. Membership information was sent out in December, and I urge you to make sure your site’s membership is current, as strength is in numbers. An important part of VPP’s continued growth is from the states that have their own OSHA. A state-plan VPP managers meeting was conducted at the 2014 national conference and we look forward to conducting regular meetings during 2015 with these important partners. Regional conference planning is in full swing, so check out the dates for your regional conference. Additionally, the national Conference Planning Committee is working to make the 2015 conference at the Gaylord Texan, which is located between Dallas and Ft. Worth, even bigger and better. We recognized the issues with the opening general session at the 2014 conference and want to assure you steps have been taken to correct the issues. Feedback from the attendees was greatly appreciated. Thank you and remember the best is yet to come. MIKE MADDOX Chairman VPPPA Board of Directors THE LEADER vpppa.org 3

LTHEEADER CONTENTSVOL 2. ISSUE 1 WINTER 2015cover10Responding to features 20Extending the Life the Needs of an of your WorkforceAging Workforce 6 Letter to —Ergonomic Design for the Editor Aging WorkersThe physiological changes associatedwith aging occur from the moment 16Trends in Resource Addressing the issue of the agingwe are born. Fast forward to age 45 Management workforce with workplace ergonomicsand the body begins to change more programs, education and trainingsignificantly. Depending on primary There is an inherent and shared is becoming necessary. A focus onfactors such as health, fitness and reluctance to recognize or even accept proactive efforts to accommodategenetics, all of us age differently with the physical changes associated with the “seasoned” and gifted workforcevarying degrees of impact on our aging. The groans become louder when today will result in a safer, healthier,ability to function in the workplace. reaching for those reading glasses or more productive and more competitiveWith age comes decreased muscle when periodically complaining of stiff business tomorrow and down the road.strength, lower dexterity, reduced fitness joints. The physical changes associated Losing the expertise of these workers couldlevel and aerobic capacity, poorer with aging eventually affect us all; have a drastic and negative impactvisual and auditory acuity and slower however, it does not necessarily appear on your company’s operations. It is vitalcognitive speed and function, to name in an equal way. Some of us weigh a to accommodate aging employees,a few. All of these changes can have a little more, some lift a little more and who represent some of your mostdramatic impact on the aging worker. some of us stand a little more, resulting in knowledgeable and most productiveIn addition to physical changes, older different wearing of our joints. workers, to ensure their continued, safeworkers are at increased risk of disease and productive work performance.and other ailments. These include theincreased risk of obesity associatedwith aging, diabetes, heart diseaseand cancer, among others. Individualand organizational structures need tobe engaged with prevention initiativesin order to support the aging workerso that an effective, comprehensivestrategy is developed.4 THE LEADER vpppa.org

features continued the last four years and 78 percent agreed www.vpppa.org that Congress should enact stronger age24Time has Caught discrimination protections. VPPPA National Board of Directors Up with Us 32Local ChairpersonYou walk into a room of workers—at Outreach Mike Maddox, NuStar Energy, LPa conference, a safety meeting, on aconstruction site, a union hall meeting Congressional outreach has proven to Vice Chairpersonor even the cafeteria. If this worksite be an extremely valuable method of Mike Guillory, SGE, The Brock Groupis anything like the vast majority of educating members of Congress onworkplaces in the developed countries the benefits and success of VPP. During Treasurerof the world, what you will notice is a sea this year’s outreach efforts, several Chris Adolfson, Idaho National Laboratoryof grey hair. The aging workforce is here, congressional members expressedand for many of us, we are it. The “Silver interest in seeing firsthand how VPP has SecretaryTsunami” is rushing in and we will be riding benefited employees, employers and Anthony Stoner, Integrity Windows and Doorsthe crest for the next 15–20 years. So, OSHA within their own districts and states.we go full speed ahead with business as Director from a Site With a Collectiveusual? Well, not quite. A 65 or 70 year old 34VPP Excellence Bargaining Agentworker is an entirely different entity than a in Safety Kent Lang, Clearwater Paper Corporation20 or 30 year old worker. Certificate Program Director from a Site Without a Collective28As More Workers Look for these topics highlighted in the Bargaining Agent Age, Bias and top right corner of each section. Rob Henson, LyondellBasellInsecurity Persist G overnment Director from a DOE-VPP SiteWhile the share of older adults employed M embership Stacy Thursby, Washington Closure Hanfordhas been rising for three decades,despite setbacks like the Great H ealth Director from a VPP Contractor/Recession, this trend has emerged Construction Sitedespite evidence of persistent age bias. Business Richard McConnell, Austin IndustrialIn a 2012 AARP survey of voters ages 50 at LyondellBaselland older, 64 percent said older workers Outreachface age discrimination at work, 34 Director-at-Largepercent reported that they or someone Bill Harkins, Chevron Phillipsthey know, faced age discrimination in Chemical Companysections Director-at-Large J.A. Rodriguez, Jr., CSP, SGE , RaytheonGLOBAL SAFETY AND 8 Technical Services Company LLC HEALTH WATCH 9 Director-at-LargeWASHINGTON UPDATE 35 Terry Schulte, NuStar Energy, LPMEMBER SPOTLIGHT 36MEMBER INFO CORNER 37 Director-at-LargeINFOGRAPHIC CORNER 38 Kristyn Grow, CSP, CHMM, SGESTATE-PLAN MONITOR 42 Cintas CorporationCHAPTER ROUND-UPS 46CALENDAR OF EVENTS 47 Director-at-LargeCROSSWORD PUZZLE Don Johnson, Phillips 66 Editor Sarah Neely, VPPPA, Inc. Editorial Mission The Leader (ISSN 1081-261X) is published quarterly for VPPPA members. The Leader delivers articles from members for members, safety and health best practices, developments in the field of occupational safety and health, association activities, educational and networking opportunities and the latest VPP approvals. Subscriptions are available for members as part of their membership benefits and at a 50 percent discount beyond the complimentary allotment. The nonmember subscription rate is $25 a year. Ideas and opinions expressed within The Leader represent the independent views of the authors. 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. THE LEADER vpppa.org 5

letter to the editor New!Dear Editor,I enjoyed the article by David Hesher, “Life worried about cost of safety, not the culture Tell us what you think! Safety Solutions,” in your autumn 2014 of it. It sounds to me like that refinery is issue. Working in the refining business, it serious about keeping its employees safe and is Do you have feedback about The Leader? “Letter is easy to see that many employers are only committed to finding a way to do so no matter to the Editor” is a new section of the magazine the cost. Where there’s a will, there’s a way. that gives VPPPA members a platform to provide Kudos to their achievement! feedback on the topics covered, feature articles, chapter round-ups and other magazine sections. I also really like the layout of the magazine. Tell us what you want to see more of! Help us It is easy to read and you have great articles. continue to improve our publication by providing Having articles that bring up issues like slips your opinions, both positive and negative, so that and falls, (autumn 2014 issue, page 26) and we can tailor content to your interests and needs. then having advertisements for safety products that are designed to mitigate such hazards on Printed letters may be anonymous and will the previous pages to the article is a good idea. not be edited for content but will be edited for It’s like saying, “Here are some well-known spelling and grammar. Avoid using profanity hazards, and here are a few solutions that you or derogatory, inflammatory language in your may want to look into to try to prevent the response. Lastly, please provide feedback relevant hazards to begin with.” to the most recent issue of the magazine. Keep up the good work! Send letters to the editor to Sarah Neely at [email protected] by March 19, 2015, Sincerely, for an opportunity to see your letter in our Midwestern Oil worker spring issue. We want to hear from YOU!THERE’S NO ROOMFOR POOR JUDGMENT.MEET ALISON LEVINE. World-renowned adventurer,former team captain of the first American Women’s EverestExpedition, and the Opening Session speaker at AIHce 2015,where she will share her experiences and provide leadershipprinciples you need to protect worker health. REGISTER TODAY! May 30 — June 4 + Salt Lake City, Utah + www.AIHce2015.org6 THE LEADER vpppa.org



global safety and health watchHear Me Out BY BENJAMIN MASSOUD, According to to emphasize growth and industrialization, COMMUNICATIONS the World Health therefore, protection of workers is given little COORDINATOR, VPPPA INC. Organization, importance. The lack of protective measures of the 250 million is the biggest factor leading to noise-induced I f you were asked to list some of the most individuals affected hearing loss. prevalent occupational health concerns, by hearing loss chances are, noise-related hearing loss worldwide, 16 So how can a worksite prevent workers probably would not be one of them. That percent attribute from developing hearing loss? OSHA advises is understandable. Losing one’s sense of their hearing loss to companies to monitor all facets of the way hearing is a gradual process in which daily occupational noise. a company is run. For example, a worksite’s exposure to loud noise over long periods of administration has a responsibility to provide time can lead to deafness. Unlike falling off productivity, cause physical and psychological safe permissible exposure limits; a company’s of a ladder and breaking a bone, the impact stress, interfere with communication and procedures and guidelines for how work is is not felt immediately. However, according concentration and contribute to workplace executed can play a major part in reducing noise to the World Health Organization (WHO), accidents and injuries by making it difficult to exposure. Employing administrative controls can of the 250 million individuals affected by hear warning signals. Additionally, the WHO include limiting the amount of time each worker hearing loss worldwide, 16 percent attribute has reported that exposure to excessive noise can spends utilizing loud machines, instituting or their hearing loss to occupational noise. adversely affect one’s health. High blood pressure, enforcing educational and training sessions or Additionally, of 17 noise exposure studies difficulty sleeping and reduced performance are a programs based on noise and following through performed in 12 countries in South America, few of the health problems that can develop. on evaluations of workers’ hearing ability. As Africa and Asia, high occupational noise a matter of fact, having an effective hearing exposure levels, which lead to hearing loss, How loud is your worksite? OSHA’s conservation program is required by OSHA for were found in occupations ranging from permissible exposure limit (PEL) is 90 dBA employers whenever noise exposure is equal to or the production and manufacturing of metal (A-weighted decibels) for all workers for an greater than 85 dBA for an eight hour day. products, printed materials and mining eight hour day, while the National Institute for products, to name a few. Occupational Safety and Health (NIOSH), Furthermore, the Centers for Disease recommends that noise levels not exceed Control and Prevention (CDC), recommend As if losing your hearing was not bad 85 dBA. What if you are not sure how loud implementing engineering controls, which enough, the Occupational Safety and Health your worksite is? OSHA suggests that if you include modifying or replacing equipment Administration (OSHA) warns that prolonged experience anything that is on the list below, and making changes to the worksite, such exposure to loud noise can also reduce you are at risk for permanent hearing loss. as building an acoustic barrier or installing a • You have to shout to be heard by a coworker muffler, in order to best reduce noise exposure.8 THE LEADER vpppa.org When complete noise reduction is not possible, an arm’s length away. simply wearing the proper ear protection, • You hear ringing or humming in your ears including earplugs and ear muffs, is advised. when you leave work. Not only is hearing loss an obstacle to • You experience temporary hearing loss when the individual, it can also be devastating to a company’s bottom line. In a world where leaving work. communication is so vital to the success of business and relationships, both professional While developed countries are gradually and personal, maintaining a safer noise starting to implement some protective environment ought to be a priority. measures, the average noise levels in developing countries are well above the occupational level Can you hear me now? recommended. Developing countries tend For more information, visit OSHA.gov and WHO.int. References • www.who.int/quantifying_ehimpacts/ global/6noise.pdf • www.osha.gov/SLTC/ noisehearingconservation/index.html

washington updateBY CHARLIE DOSS, high number, it is easy to focus on the only requires 30 minutes. It is offeredGOVERNMENT AFFAIRS MANAGER, headline and miss the trend line. We are at no cost at www.cdc.gov/niosh/emres/VPPPA, INC. encouraged that the rates continue to decline longhourstraining/. over the past few years, even during thisWorkplace Injuries Resume period of healthy economic growth when Ergo Guide for RetailersDecline in 2013 we would expect the rate of injuries to rise. The decrease in the injury rate is a product NIOSH issued a guide for preventingNonfatal workplace injuries and illnesses of tireless work by those employers, unions, manual material handling injuries at retailin the private sector declined to more than worker advocates and occupational safety locations ahead of the holiday shoppingthree million, or 3.3 cases per 100 equivalent and health professionals all coupled with season. Sixty percent of injuries at retailfull-time workers, according to the Survey the efforts of federal and state government businesses are due to overexertion. Theof Occupational Injuries and Illnesses organizations that make worker safety and booklet, entitled, “Ergonomic Solutions forreleased by the Bureau of Labor Statistics health a high priority each and every day.” Retailers,” is available at www.cdc.gov/niosh/(BLS). Before an increase in 2012, reported docs/2015-100/pdfs/2015-100.pdf.injuries had seen declines in the preceding Resource for Emergency11 years. Injuries composed the vast majority Responder Fatigue FAA Approves More Drone Uses(94.9 percent) of these totals. The goods-producing side of the economy continues The National Institute for Occupational The Federal Aviation Administrationto be overrepresented among reported Safety and Health (NIOSH) has released an (FAA) has approved four companies to useinjuries. While such industries employ only online training program to aid emergency unmanned aircraft systems, commonly17.6 percent of individuals in the private responders facing long hours in disaster referred to as drones, for commercial use tosector, they suffer 24.5 percent of injuries. situations including disease outbreaks, monitor construction sites, inspect oil rigsIllness rates for skin diseases or disorders, extreme weather and natural disasters. and for aerial surveying. As reported in therespiratory conditions, poisonings and The training covers information on proper Summer 2014 issue of The Leader, regulatoryhearing loss were all flat from 2013 figures. sleep and the dangers of fatigue as well as requirements for the use of such vehicles areHowever, the category of “all other illnesses,” information on managing work to prevent unsettled and likely to rapidly evolve. Otherwhich BLS specifically notes includes strain and overwork in such situations. companies in the film, television and tourismmusculoskeletal disorders, experienced a NIOSH estimates the online course industries were granted exemptions to thesignificant drop in its case rate from 11.0 to ban on commercial drone use.10.2 per 100 equivalent full time workers. THE LEADER vpppa.org Agriculture, forestry, fishing and huntingindustries led the goods-producing sectorswith a rate of 5.7 per 100 equivalent fulltime workers, compared to rates for 4.0 formanufacturing, 3.8 for construction and2.0 for mining. Arts, entertainment andrecreation topped the service industries witha rate of 4.8, followed by health care andsocial assistance in addition to transportationand warehousing, both with rates of 4.7.Finance and insurance industries reportedthe lowest figure at 0.7 cases per 100equivalent full-time workers. Assistant Secretary of Labor forOccupational Safety and Health Dr. DavidMichaels commented on the figures througha press release alongside the report, “Todaywe learned that, in 2013, approximatelythree million private sector workers inAmerica experienced a serious injury orillness on the job. In this extraordinarily 9

BY JOE GALUSHA VICKI MISSARMANAGING DIRECTOR—RISK CONTROL, ASSOCIATE DIRECTOR—CLAIMS, AND ENGINEERING PROPERTY CASUALTY RISK CONSULTING,AND CASUALTY RISK CONTROL, AON GLOBAL RISK CONSULTINGAON GLOBAL RISK CONSULTING RESPONDING TO AN AGINGTHE NEEDS OF WORKFORCE10 THE LEADER vpppa.org

Understanding the IssueAccording to the U.S. Department of Labor, over the past decade, workers in the 45 year-old and overcategory have increased 49 percent and now make up 44 percent of the workforce. The age group over55 has grown to 21 percent of the workforce. As a glimpse into the future, a 2013 Gallup poll revealed that37 percent of working age respondents indicated they expect to work beyond age 65. Gallup reported thatonly 22 percent responded the same way in 2003 and only 16 percent in 1995. Given this projected “aging”of America’s workforce, are America’s employers prepared to effectively address the associated increasein workers’ compensation claims?The Future is Now manufacturing industry group’s average claim Department of Labor and Industries, published cost was 52 percent higher than 25–35 year materials on the topic in 2005, stating “a randomThe time to discuss these trends as “having old claimants. This trend varied in degree by sample of Washington workers’ compensationpotential impact in the future” has actually industry, but only by the pitch of the slope, claims from 1987–89 found that workers overpassed. We need to reorient our thinking of leaving us to look deeper into the issue and age 45 were at risk of longer term disability.”the aging workforce as a new constant and attempt to identify what was driving this cost. The study concluded that older age is the mostas “today’s reality.” As shown in table 1, the important and consistent influence on themedian age in most industries is over 42, This issue has been under study for duration of disability. While we are not breakingwhich indicates a need to act. quite some time. Heather Grob, Ph.D, and new ground on identifying the issue, what seems senior economist with the Washington State At Aon, we have been studying andquantifying the impact of aging on TABLE 1: Percent of workforce over 45 years of age, by industry.our clients. Based on our client research, it isimperative to quantify the impact of this issue, Total, all industries % of Employees over 45 Median Agewhich in turn provides key input and metrics 44% 42.3for helping mitigate the problem. As one client Agriculture, forestry, fishing, 55% 47.5asked when shown the injury trend related to and hunting 53% 46.7an age band of workers and the type of injury 42% 41.5driving a considerable portion of their loss time Crop production 44% 42.6injuries, “Are you saying that by prioritizing 50% 44.7the identification and potential for shoulder Mining, quarrying, and oil and 39.3injuries, I could get more return on investment gas extraction 43.8from my ergonomics efforts?” The response 37.9was a simple but definitive, “yes.” Construction 46.3 41.4The Impact on Manufacturing 43.9Work-Related Injuries Wholesale and retail trade 39% 42.6Over the past three years, Aon casualtyspecialists have been monitoring the impact Wholesale trade 47% 43.7of work-related injuries to aging workers by 31.4examining the workers’ compensation claim Retail trade 38% 43.1costs of our clients. From this research, we haveidentified some rather compelling trends. Transportation and utilities 54% One of the most concerning trends is the Information 41%current impact of this age group on the costof workers’ compensation. We studied $2.5 Financial Services 48%billion in workers’ compensation claims from2007 through 2012 and found a consistently Professional and 44%higher average cost for workers compensation business services 47%claims for older claimants across all industrygroups. For example, as shown in Figure 1 (see Education and health servicespage 12), the 45–55 year old claimants in the Leisure and hospitality 26% Other services 46% THE LEADER vpppa.org 11

We studied $2.5 billion in to be missing is the socialization and acceptance within which they fall. Aon analyzes theworkers’ compensation of the impact as well as an understanding of what trends, from short-term disability (STD),claims from 2007 we should be doing about it. long-term disability (LTD), workersthrough 2012 and found compensation (WC), casual absences (CA)a consistently higher The Birth of Ageonomics in and Family Medical Leave Act (FMLA)average cost for workers Workers Compensation absences (Figure 2) to understand claimcompensation claims for volume, average claim duration, average costolder claimants across all In 2011, Joe Galusha, managing director per lost day, average cost per claim, total costsindustry groups. of Aon’s Casualty Risk Consulting practice and the ultimate cost projections. In addition and Vicki Missar, Aon Board Certified to the financial output, Aon calibrates the Ergonomist, began to compare notes on leading absence causes by program type to the issue and coined the term “ageonomics” understand what is driving the aging employee to address the phenomenon of the aging absenteeism. This insight provides a clearer workforce and the strategies that can help diagnosis on which program(s), STD, LTD, address increased costs and worker safety. etc., are impacting the organization most, and Missar defines ageonomics as the scientific which absenteeism causes are being reported discipline concerned with the interaction with the most frequency. Internal programs among aging humans and other elements of were also reviewed to understand how the the system within which they work. framework aligns with the organization’s aging worker initiatives. Ultimately, ageonomics applies theoretical principles to designing age-specific systems to By looking at absenteeism trends optimize the wellbeing of the aging worker associated with aging workers, as well as the while improving overall system performance. framework within which these programs Ageonomics leverages the differentiated function, organizations can then develop a expertise of professionals spanning such targeted, age-specific strategy to help prevent disciplines as ergonomics, wellness, benefits or reduce the duration of lost work days and safety to deliver comprehensive and associated with the respective absences and powerful solutions to the aging workforce implement pre-emptive programs to help challenges most employers are facing. keep aging workers healthy and optimize their individual work productivity. This approach uses a precise methodology for calibrating the absenteeism trends for the aging workforce, regardless of the bucketFIGURE 1: Results from Aon Laser report■ < 25 years ■ 25 to 35 ■ 35 to 45 ■ 45 to 55 ■ 55 to 60 ■ > 60 years$25,000$20,000$15,000$10,000$5,000$0 Leisure and Manufacturing Natural Professional Trade, All industries— Education and Hospitality Resources, and Business Transportation considered Health Services Mining & together Construction Services and Utilities12 THE LEADER vpppa.org

Changes Associated with Aging reduce manual lifting that would be fatigue- FIGURE 2: Various causes of inducing for the aging worker, which could absenteeism analyzed by Aon’sThe physiological changes associated with potentially result in injury or absence. Ageonomics programaging occur from the moment we are born.Fast forward to age 45 and the body begins In the course of the diagnostic research, the Short Termto change more significantly. Depending on two leading loss causes of injuries to knees Disabilityprimary factors such as health, fitness and and shoulders stem from strain and sprainsgenetics, all of us age differently with varying and slips, trips and falls, which can be directly Family Aging Long Termdegrees on our impact to function in the attributed to reduced mobility and reduced Medical Worker Disabilityworkplace. Researchers in Finland (Ilmarinen, strength, which can be related to an older Leave Act Absenceet. al. 1997)1 found a decline in workability, physiology. By understanding the physical Trendswith 51 years of age being the most critical changes of an aging human and linking thesepoint at which workability started to decrease. changes to loss-producing trends in the data, Casual Workers’In addition, researchers noted that workability, we can develop a thoughtful strategy for Absence Compensationwas shown to have a high predictive value increasing workability and reducing age-for work disability (e.g. lower workability specific exposures in the workplace. be done when each program is assessed andequals higher disability days). This means refined for the aging workforce (Table 2) (seethat we must now focus on the individual to Rethinking the page 14).understand age-related risk factors, modifiable Work Environmentand non-modifiable, in order to really address Rethinking Wellnessthe challenges facing the aging workforce. After some research and discussions with other benchmarking groups such as the As the U.S. workplace continues to age, it isPhysiological Changes that can National Council on Compensation critical to rethink wellness programs. BerryImpact Work Performance Insurance (NCCI) and the Integrated et. al. (2010) state the following in a recent Benefits Institute (NBI), we can begin issue in the Harvard Business Review:With age comes decreased muscle strength, to make some educated assumptionslower dexterity, reduced fitness levels and surrounding drivers of these increased costs. “Wellness programs have often been viewed asaerobic capacity, poorer visual and auditory Physical changes can influence solutions to a nice extra, not a strategic imperative. Neweracuity and slower cognitive speed and function, reduce injury risk and prevent absenteeism. evidence tells a different story. With taxto name a few. All of these changes can have With the onset of saropenia—loss of muscle incentives and grants available under recenta dramatic impact on the aging worker. For mass—comes decreased strength. Many federal health care legislation, U.S. companiesexample, aging is related to the loss of muscle physically demanding jobs do not factor can use wellness programs to chip away atmass beginning at the age of 50, becoming this into the equation when developing their enormous health care costs, which aremore dramatic at the age of 60 (Deschenes production standards or production demands only rising with an aging workforce.”2004). In addition to physical changes, older for the workforce. By age-adjusting the The article continues to point out six keyworkers are at increased risk of disease and demands, we can reduce the risk of injury pillars of an effective wellness program that,other ailments. These include the increased and improve the long-term workability and once implemented, can help significantlyrisk of obesity associated with aging, diabetes, productivity of the workforce in general. lower healthcare costs. As part of Aon’sheart disease and cancer, among others. Thus, For example we may perform an ergonomic ageonomics practice, we analyze theseindividual and organizational structures need risk assessment using a tool like the NIOSHto be engaged in prevention initiatives in Work Practice Guide. We could add aorder to support the aging worker so that an multiplier to account for the aging workereffective, comprehensive strategy is developed. which would reduce the recommendedFor example, if we know that muscle strength weight by a small percent to account for thedeclines with age, organizations need to older worker.consider implementing proactive safety,ergonomics and wellness programs to help The ultimate objective is to developbuild individual strength while working to strategies geared towards optimizing the performance of the aging worker. This can only FIGURE 3: Various elements of aging drive the aging strategies in the workplace.Physical Cognitive Disease Absenteeism WorkplaceChanges Changes Processes Trends Aging Strategy THE LEADER vpppa.org 13

The ultimate objective key pillars, including leadership, program Conclusionsis to develop strategies quality, accessibility and communication ofgeared towards not only wellness, but safety, ergonomics As with any workplace program, measuringoptimizing the and other programs to understand gaps for success includes not only healthcare costs,performance of the aging workers. By reviewing age-specific but workers’ compensation costs, safetyaging worker. data and wellness program statistics, we program incident rates, absenteeism and can probe deeper and ultimately develop presenteeism and turnover rates, among strategies to better align these programs for other leading and lagging indicators. It the aging worker. Researchers at Harvard is now essential to align traditional silo found that participants in wellness programs programs into a synergistic, thoughtful are absent less often and perform better at approach to optimize any program that work than their nonparticipant counterparts. touches an aging worker. Structuring a wellness program around aging workers can become a way for organizations References: to retain aging workers and ensure their workability does not decline to levels • link.springer.com/ that result in disabilities and/or workers’ article/10.2165/00007256-200434120-00002 compensation claims. • onlinelibrary.wiley.com/doi/10.1111/j.1365-TABLE 2: Programs and specific strategies for Ageonomics 2648.2006.04118.x/abstract;jsessionid =4FAD93511B84EB709749640CD1DBC06Program Ageonomic Work Environment Strategy C.f01t02?deniedAccessCustomisedMessage=&Safety Program • Refine training programs around aging workers userIsAuthenticated=falseErgonomic Programs • Target high risk exposures for aging workings (e.g. fall • www.arbeitsfaehigkeit.uniwuppertal. prevention, musculoskeletal, etc.) de/picture/upload/file/Concept_and_Benefits Programs Assessment.pdfWellness Programs • Refine on-boarding programs for aging workers to includeHuman Resource preceptor programs • www.bls.gov/news.release/osh2.nr0.htmPrograms • Align safety programs with age-specific absenteeism trends Endnote: • Assess fatigue and work-rest cycles 1 A ccording to the Finnish researchers Ilmar- • Evaluate signage and work instructions for aging workers inen&Tuomi (2004), “workability” may be understood as “how good is the worker at • Adjust ergonomic tools for age present, in the near future, and how able is he/ she to do his/her work with respect to the work • Conduct age-specific evaluations demands, health and mental resources.” This definition is based on a so called “concept • Time-motion study for aging workers of workability” (Ilmarinen, 2004) according to which, workability is the result of the interaction • Workload assessments of the worker and his or her work. Workability • Align with age-specific data trends may also be described as the balance of the workers’ resources and the work demands. • Support WC, STD, LTD trends Joe Gulasha—Joe currently leads Aon’s US • Align with your safety and ergonomics program Casualty Risk Consulting organization. His responsibilities include leading the more • Understand and develop strategies for casual absence for than 100 Aon consultants who focus on the aging workers’ (e.g. care taker programs, flex schedules, etc.) development and delivery of casualty related pre and post-loss mitigation strategies for US • Align wellness programs with injury trends on the WC side Clients. Joe also serves on the Aon Global Risk Consulting America’s Board. • Deliver innovative and meaningful solutions to meet aging workers’ needs Vicki Missar—As an associate director at Aon, she works closely with clients to deliver and • Assess workforce profile and age stratification execute services that strive to reduce the total cost of casualty risk spend. She is a thought leader • Understand production demands and review jobs for at Aon and has spoken in the USA and abroad age-appropriateness on the topic of ageonomics. Vicki is joining the faculty at Harvard in 2015 to present ageomics and • Understand absenteeism and structure work in ways that integrated health, safety and wellness strategies at reduce fatigue and improve retention an upcoming professional development course at the School of Public Health. • Create synergist program within the organization14 THE LEADER vpppa.org



TRENDS IN RESOURCE WMTAHNOEARGAEKMGEFNIOTN: RGCE16 THE LEADER vpppa.org

BY DR. PATRICK CARLEY PROFESSOR, SCHOOL OF HEALTH SCIENCES AT AMERICAN INTERNATIONAL COLLEGEThe art of managing human resources ismaximizing the human form and function, whichbecomes especially important when consideringthe aging workforce. Collectively, we experiencegreat satisfaction when our mental and physicalparticipation achieves success during work,hobbies or recreational activities, even as weage. It is beneficial to understand the agingprocess and make the necessary adjustmentsfor a safer and more productive workplace. Thebenefits to employees and organizations areconceivable by exploring concerns with agingand possible solutions for today’s workforce.What was around the corner is already here!There is an inherent and shared reluctance to recognize or evenaccept the physical changes associated with aging. The groansare becoming louder when reaching for reading glasses or whenperiodically complaining of stiff joints. The physical changesassociated with aging eventually affect us all. However, it does notnecessarily appear in an equal way. Some of us weigh a little more,some lift a little more and some of us stand a little more, resulting indifferent wearing on our joints. There are also repeated injuries, tightmuscles and different lifetime events that cause cartilage to get a littlethinner, stiffer joints, and painful feet from flatter arches. It seemsmost pronounced in cold temperatures or even cool workplaces thattend to wreak havoc on the worn parts. An extensive 2011 report from the National Council onCompensation Insurance (NCCI) noted that, “medical severitywas more than 50 percent higher for older workers’ lost-timeclaims” with temporary payments closed within 24 monthsof the date of injury. It was also noted in data from 1996 to2007, that older workers are more likely to experience rotatorcuff and knee injuries and lower back nerve pain (lumbosacralTHE LEADER vpppa.org 17

There is no real surprise neuritis) while younger workers are more can be a decline in muscle strength of that strength begins likely to have sprains and lower back pain. 10–25 percent by age 65. Stronger muscle to diminish with age These findings paralleled an Ohio Bureau fibers, such as the quadriceps, calves, gluteal but depending on the of Workers’ Compensation study which muscles and deltoids, begin to atrophy more muscle group, there can found that the top four injuries by age range quickly due to reduced muscle use or lack be a decline in muscle between 1998 and 2002 were lumbar disc, of strengthening exercises. As a result, the strength of 10 percent to lumbar sprain, finger wounds and knee ability to recover from slips, near falls or 25 percent by age 65. sprains for those workers under the age of stumbles decreases significantly, resulting in 40 years old. In comparison, workers 45 to a potentially significant injury.18 THE LEADER vpppa.org 70 years old reported the same two lumbar injuries but the next two highest reported Muscle endurance and earlier fatigue injuries included shoulder strains and knee noted in work activities will also have a cartilage tears. The difference in reported slower recovery time. This lowered “fatigue injuries is evidence of more chronic wear and threshold,” in combination with reduced tear on the body, over time making older recovery, induces a chronic overload on workers more susceptible to musculoskeletal muscles and tendons in older workers, disorders. The effects of static loading, complicated by cardiovascular concerns. prolonged standing and awkward postures There is a 50 percent decline in heart filling bring attention to the need to change between 20 and 80 years of age, with a positions and modify worksite designs. reduction in aerobic capacity beginning at age 40 in individuals not regularly Aging effects on motor control participating in a cardiovascular exercise program. This begins in the twenties and A more noteworthy result of aging is the continues declining at a rate of 10 percent change in motor function and level of each decade with a potential 40 percent muscular strength. There is no real surprise reduction by age 65. that strength begins to diminish with age, but depending on the muscle group, there Workplace balance concerns Balance reactions depend on sensory-input from our leg joints and the pads of our feet, and slow down as we age, affecting information exchanged between the brain and muscles. Nerve conduction slows down during exposure to lower temperatures further affecting information speed from the periphery and then back out to control muscles. To help with balance reactions, computerized force plate studies and levels of electrical activity of leg muscles suggest that placing the cushioning close to the foot surface will improve balance reactions. As such, insole programs can address multiple issues related to standing, muscle fatigue, foot pain and the aging workforce. Improve the productivity and safety of the aging workforce In addition to common ergonomic and workplace redesign, vision changes in old age require different backgrounds for greater contrast perception or adding higher illumination to work areas. However, increasing illumination should avoid increasing glare by allowing for diffusers from light sources, indirect lighting or a larger number of lower power and adjustable light sources. There should also be

limitations on the need to adapt to light and achieve that unique balance between Dr. Patrick Carley, DHA, MS, PT is a professordark conditions or visual changes associated safety and productivity in the near future. in the Doctorate of Physical Therapy Programwith color change, such as shades of blue Contemporary safety directors need to at American International College. Dr. Carleyor blue on black backgrounds. Companies be aware of the genuine, physiological has been actively involved in practicing physicalshould plan to use larger print sizes and fonts alterations challenging today’s aging therapy over the past 37 years in the Boston, MA,in work areas whenever possible but certainly workforce. Increasing that understanding and Springfield, VA, areas. Dr. Carley taught part-for important postings and warnings. and awareness will afford organizations time at Northeastern University and Springfield realistic ergonomic opportunities to College before starting his full-time academic Contemplate auditory changes, since optimize that fruitful balance through many career at American International College in 1996.higher frequency sounds can be unnoticed cost effective approaches. The fact is that For the past 25 years, his research emphasisby older workers. Use sound-absorbing collectively, we are all living longer. We has been on ergonomic modifications, workconstruction materials in areas where may want to reconsider lifespan as more performance and effects of prolonged workplacecommunication is important and avoid of a healthspan as we stay active, safe and standing. He has worked on projects with smallroom designs or work areas that create productive beyond those 39th birthdays. and large corporations such as LEGO, Merrillechoes, e.g. squared rooms, tunnels or those Lynch Financial, Hasbro Games, Vibram—with machine background noises. Consider Reference Quaboag Shoes, Lenox Saw, ATP Manufacturing,smaller conference tables and circular seating US Postal Service, Equipois, Honda and thearrangements to encourage older workers to • National Council on Compensation Insurance Boeing Company.sit closer to speakers or presenters. Inc. (2011). www.ncci.com/documents/2011_ Aging_Workforce_Research_Brief.pdf. The human body is a wonderful biologicalstructure that is constantly changing andadapting to new conditions or environmentseven as we age. Progressive stretching ofjoints will optimize muscle performance,improve the internal structural health oftendons and help improve overall circulation.Muscles can increase strength and enduranceregardless of age if exercises become part ofa weekly routine. Lifting weights for exerciseshould focus more on repetitions (20 to 30reps per set) rather than progressively higherweights. Shifting towards higher repetitionswill also reduce fatigue while decreasingthe potential work related aches and pains.Plyometric exercises at low levels are worthexploring to balance responses, musclerecruitment and endurance.ConclusionOlder workers have a wealth of experiencesto offer that benefit organizations. Applyinglearned skills in different applications mightlead to enhanced cognitive problem solvingabilities and a heightened sense of well-beingand improved job performance. Cognitivelosses in older workers are not typical signsof aging. Learning new tasks and approachesmay offer better productivity expectationsthan machine-paced work environments.Older workers, by empirical research, usuallyfind ways to compensate for deficiencies andoften still outperform younger workers bytheir learned skill sets. Based on the changing demographicsand recently recovering economic events,a greater awareness of options that blend amultigenerational workforce can successfully THE LEADER vpppa.org 19

BY KEITH OSBORNE ERGONOMIST FOR SEATTLE CITY LIGHTERGODNEOSMIGINCEXTENDING THE LIFEOFYOURWORKFORCE— FOR AGING WORKERS20 THE LEADER vpppa.org

Unless you have been living somewhere without internet or cable service, you’ve probably heard that theU.S. workforce is aging. In fact, you’re probably witnessing it firsthand—and now you’re the one tasked withcreating a safe and productive work environment that accommodates an aging workforce.Y ou might have also read these and more competitive business, tomorrow and will develop at an even higher rate. A statistics on the web or heard them down the road. proactive process can assist in keeping your in the boardroom: workforce healthier and more productive.• In 2008, there were 28 million workers Losing the expertise of these workers could have a drastic and negative impact Individual Risk Factors: Some individual over age 55. By 2016, that number is on your company’s operations. It is vital to risk factors that come into play are poor expected to be almost 40 million, an accommodate aging employees, who represent work habits developed over time, poor fitness increase of 43 percent. some of your most knowledgeable and most habits and poor health habits.• Starting in January 2011, 10,000 people productive workers, to ensure their continued, turn 65 every single day and this will safe and productive work performance. Physical Changes: As people age, they continue through 2030. begin to lose strength, flexibility, balance,• By 2020, an estimated 25 percent of Characteristics of the sight, reaction time, speed, hearing, manual the labor force will be 55 and older and Aging Workforce dexterity and feedback and body fat. almost 17 percent will be 65 and older.• 79 percent of baby boomers say they don’t As workers age, their physical, physiological Physiological Changes: Aging leads to plan on retiring at age 65. and psychosocial capabilities and limitations a decrease in maximum oxygen intake, rising• The average age of a high-skilled U.S. change. The more we understand these changes, systemic blood pressure, fatigue and greater manufacturing worker today is 56. the better we can accommodate employees. We susceptibility to extreme temperatures. must be proactive in our processes to ensure These demographics represent not actionable engineering and administrative Psychosocial Changes: As workersonly challenges, but also opportunities controls are in place to ensure ergonomic and age, they have different shift preferences,throughout industry today. At the very least, individual risk factors are addressed to keep our training and learning styles and employeesthe changing demographics of the U.S. workplace moving forward seamlessly with the sometimes experience disenfranchisementworkforce deserve careful consideration as chronology of our workers. and disengagement with their work.companies develop safety programs movingforward. In today’s business environment, it Here is a brief summary of those risk factors These characteristics of the aging workforceis vital for companies to engage their aging and changes: put them at a higher risk of developing aworkers in a job that promotes healthy and WMSD and other injuries. It is paramountsafe work performance. Ergonomic Risk Factors: Force, that reduction or elimination of these risk repetition and posture are ergonomic risk factors occur to ensure a safer workplace. Addressing the issue of the aging workforce factors that become magnified as we agewith workplace ergonomics programs, because the body has had those factors So what can you do to help? Build aeducation and training is becoming necessary. impacting it over time, even in the best of comprehensive WMSD prevention processA focus on proactive efforts to accommodate conditions. If these are not addressed within that will identify and remove WMSD riskthe “seasoned” and gifted workforce today, will a proactive ergonomics process, workplace factors. An essential component to anresult in a safer, healthier, more productive musculoskeletal disorder (WMSD) issues effective WMSD prevention process is ergonomics. BY 2020 BABY 2008 28 MILLION BOOMERS 2016 40 MILLION25 PERCENT of the labor force will be 55 and older and almost 17 79 PERCENT of baby boomers say In 2008, there were 28 million WORKERS PERCENT will be 65 and older they don’t plan on retiring at age 65. OVER AGE 55. By 2016, that number is expected to be almost 40 million, an INCREASE OF 43 PERCENT. THE LEADER vpppa.org 21

By designing jobs and Ergonomics—Designing • Reduce static standing time tasks with aging workers the Workplace for an • Remove clutter from control panels and in mind, you’re making Aging Workforce the jobs and tasks safer computer screens and use large video displays and more productive Ergonomics is the science of designing the • Reduce noise levels for everyone. workplace to fit the worker while keeping in • Install skid resistant material for flooring and mind the capabilities and limitations of the22 THE LEADER vpppa.org worker. The goal is to design jobs and tasks to especially for stair treads to help reduce falls remove incompatibilities between the work and • Install shallow-angle stairways in place of the worker that impact safe work performance, while maintaining productivity. This allows ladders when space permits, and where any you to prevent injuries, illnesses and mistakes daily elevated access is needed to complete a while improving overall worker health and task, to help reduce falls business performance. Here are some tips to • Utilize hands free volume adjustable help with the designing of the workplace: telephone equipment • Improve illumination and add color contrast • Incorporate speech recognition software for • Design the workplace with easily adjustable those who have difficulty typing • Increase task rotation which will reduce the surfaces to allow employees with different strain of repetitive motion body types to complete work, especially in • Lower sound system pitches, such as on alarm shared spaces systems, as they tend to be easier to hear • Eliminate heavy lifts, elevated work from • Lengthen time requirements between steps ladders and long reaches in a task • Design work floors and platforms with • Increase the time allowed for making smooth and solid decking while still decisions allowing some cushioning • Consider necessary reaction time when assigning older workers to tasks • Provide opportunities for practice and time to develop task familiarity In other words, ergonomics is about fitting the work to fit the worker. When considering how to accommodate the aging workforce, it is as important as ever to match job demands to worker capabilities. Ergonomics and the Aging Workforce Ergonomically correct design accounts for workers from the 5th percentile female to the 95th percentile male. By designing jobs and tasks with aging workers in mind, you’re making the jobs and tasks safer and more productive for everyone. Follow these basic ergonomic principles to help accommodate an aging workforce: • Work in neutral postures. Working with the body in a neutral position reduces stress and strain on your musculoskeletal system. • Allow for posture changes. Working in the same posture or sitting for prolonged periods of time is bad for you. Your body’s musculoskeletal (or movement) system is designed to move. Arrange workstations and tasks to allow for changing postures. Movement at any age is especially important to allow muscles and the body to refresh. • Work from the “power zone.” The power zone is also referred to as the “hand shake

ERGONOMICS AND THE AGING WORKFORCE Work in Allow for Work from the Provide Have aNEUTRAL POSTURES POSTURE CHANGES “HAND SHAKE ZONE” GOOD LIGHTING GOOD GRIP zone”—this is an easy way to remember the you to identify ergonomic risk factors early and improves business performance. Be optimal location to perform work. and then proactively mitigate their affects proactive in your approach.• Provide good lighting. A common issue by implementing both engineering and • Designing jobs and tasks for aging workers with older workers is lighting. Visual acuity administrative controls to the work process. benefits all! You keep your knowledge base deteriorates with age, so make sure work longer! areas are properly lit. The typical OSHA Education and training programs motivate • A comprehensive approach that includes guidelines for lighting may not be enough as employees to accept responsibility for adopting ergonomics, education and early your workforce ages. healthier work habits and lifestyle choices. intervention is needed to remove all• Have a good grip. Providing “power Implement programs that emphasize stretching WMSD risk factors. grips” instead of pinch grips for jobs and and fitness/wellness initiatives that will enhance tasks is another ergonomics “low hanging the overall wellbeing of the worker. The more Keith Osborne is currently the ergonomist for fruit” to help accommodate aging workers. fit the “workplace athlete,” the more efficient Seattle City Light. Previously, he worked as Ensure issued PPE also addresses this. Use the work product produced, the higher the an HSE Site Lead for Honeywell in Colorado gloves with additional grip built in to allow quality with reduced errors and the better the Springs for 11 years where he built two employees whose grip strength may be health status of the employee due to lower OSHA best practice programs (ergonomics waning, the ability to perform certain tasks. injury rates. and wellness) that were responsible for proactively saving HTSI over $23M in four Following these ergonomic principles will Early intervention focuses on improving years. He is responsible for the office andsignificantly reduce ergonomic risk factors that employee health through proactive industrial ergonomics/biomechanics programscontribute to WMSDs. However, removing management of WMSD signs. When early at Seattle City Light and has consulted onall risk factors that contribute to these injuries action is taken to address an employee’s corporate ergonomics and health and wellnessrequires a comprehensive approach. report of fatigue or discomfort, causative risk programs on numerous occasions. Keith is a factors can be identified and principles of Certified Ergonomic Assessment SpecialistDevelop A prevention can be employed to resolve the I/III, Certified Wellness Specialist, MasterComprehensive Approach employee’s discomfort. Fitness Trainer, Six Sigma Greenbelt, published author and OSHA Certified ErgonomicsIf your goal is to prevent musculoskeletal Conclusion Program Manager. He is also the recipientinjuries and to promote maximum safe of the HTSI HSE President’s Award and thework performance, you need to identify If you’re preparing for an aging workforce (or 2014 Honeywell Aerospace Outstandingand remove WMSD risk factors as early as you already have one), it is as important as Engineer and Innovator Award. Keith holdspossible. Companies that understand this ever to be proactive and remember the basics two Bachelor of Science degrees in Appliedhave proactive processes that assess job of WMSD prevention. The wave of an aging Management and Business Administration.tasks and get workers involved before work workforce is already here and it is building. Keith has spoken numerous times at theis done to proactively mitigate issues. To Region VIII VPPPA Conferences and VPPPAremove all WMSD risk factors, you need Here are some key takeaways to remember: national conferences as well as the Nationala comprehensive process that includes an • The demographics of the U.S. workforce Ergonomics Conference and Exposition.ergonomics improvement process, education/training and early intervention. are changing rapidly: 10,000 workers turn 65 every day! The ergonomics improvement process • Older workers are valuable workersshould be a proactive one that will allow and represent a large portion of your organization’s knowledge and skills. • The ergonomics process removes barriers to safe work performance, prevents injuries THE LEADER vpppa.org 23

TIME HA UPBY BRENDAWIEDERKEHR, CSCACCESS HEALTH SYSTEMS You walk into a room of workers at a conference, a safety meeting, T he aging workforce is here, and for many on a construction site, a union hall meeting or even the cafeteria. If of us, we are it. The “Silver Tsunami” is rushing in and we will be riding the this worksite is anything like the vast majority of workplaces in the crest for the next 15–20 years. So, do we go developed countries of the world, what you will notice is a sea of grey full speed ahead with business as usual? Well, not quite. A 65 or 70 year old worker is an hair. You might not see this at an internet startup, a tech company or entirely different entity than a 20 or 30 year a research facility, but in businesses that have been around for the last old worker. 20 years or longer, this is clearly the case. An employer could say, let’s just hire young people and maybe push the old guys out. This24 THE LEADER vpppa.org

S CAUGHT WITH USwon’t work because there are not enough In addition, for many workers, pension is it about these aging bodies that can changeexperienced, trained and skilled workers to plans are a thing of the past and the self- the dynamics of a company and its abilities?replace them. To function effectively, we retirement plans and Social Security are not In order to understand the impact, we needneed to hold onto the older, experienced providing the lifestyle many people need or to look at the physiological, the mentalworkforce. This crisis spreads across several want. The idea of retiring at 62 or 65 is rapidly health and the social changes at play.industries that go beyond laborers. There is an disappearing. However, workers are findingimpending shortfall of staffing for qualified that they now want to stay on the job until 70 A full discussion of the effects of aging inand experienced doctors, engineers, upper or beyond. the workforce would require a book; for themanagement personnel and a wide range of sake of framing the discussion, let’s look attechnical specialists. The questions arise: How does this impact a couple of major factors such as changes in the health and safety of the workplace? What vision, mobility and the threat of disability. THE LEADER vpppa.org 25

The aging workforce is Vision sometimes with bleeding in the eye. Ask here, and for many of yourself how important the ability to see us, we are it. The “Silver To put it simply, every aspect of our visual objects clearly in your workplace is, and then Tsunami” is rushing in and abilities deteriorates. If underlying medical think about your workforce. we will be riding the crest conditions exist, this can be markedly worsened. for the next 15–20 years. The most obvious loss is in the ability to see Another vision issue is the ability to transmit clearly, known as visual acuity. When you are light. Light does not pass through the lens and26 THE LEADER vpppa.org young, you might need glasses because of the other structures of the eye and the pupil may be shape of the eye being too long or short to focus smaller in an older eye. Therefore, if you have a the light transmitted through the lens. It is the room where both the younger and older workers shape of the eyeball that we develop growing up. are working together, the lighting set for an older When you reach your 40s, most people begin to workforce may be too bright and intense for the have trouble reading. This is actually related to younger worker and cause discomfort, headaches, the ability to stretch the lens of the eye, which has malaise and fatigue with visual activities. On the muscles to pull on it to flatten it and change the flip side, if the workplace is set up for a younger place where the light falls. As we get older, our worker, the older worker might have some fluid filled tissues, such as the lens of the eye, the difficulty discerning detail if the lighting is not disks of the back, the skin and many others, lose adequate for their visual needs. water content and become stiffer and shrink. This is true of the lens as well, resulting in the need for The next aspect is the eye’s ability to adapt to reading glasses to compensate. changes in light. You know how after you pass through a dark long tunnel and come out into With time, you might also need various the light, there is a moment of vulnerability strengths of correction for distance. when you have not adjusted to the glare? An Unfortunately, many workers do not have older worker takes much longer to make this proper visual correction and often do not adjustment. Consider a workplace with two see an eye specialist. Older workers are often rooms, one bright and one dark, which an unable to visualize things adequately. In employee has to drive between with a forklift addition, the lens of the eye can often develop at a good pace. The hazards are greater with a cloudy deposit in it, called a cataract, which contrasting light levels for the older worker than actually fogs up the vision. There may be a for the younger worker. Assigning tasks to older whole host of eye diseases that appear in the workers might be affected by these constraints older worker, such as macular degeneration and should be taken into consideration or, a affecting the central vision, or glaucoma change in lighting might be in order. in which peripheral vision may go first, or sudden loss from diabetes related conditions, Glare is also difficult on the older eye. Lighting or outside light which produces direct or reflected glare can markedly diminish the visual abilities of the older eye. Uncovered windows may cause light that decreases visual abilities. Beyond the visual challenges, there is the relationship between the eye and the brain. Data show that the ability to work with objects in a cluttered or complex workplace, with many different kinds of objects, requires good visual scanning and interpreting skills. It is much harder for an older worker than a younger one. The older worker does much better in an environment with a limited number of discrete objects, less clutter and more definition between objects. We are all aware of the deterioration of static vision as we get older. Static vision, the ability to see an object, begins to significantly deteriorate at age 60. However, the ability to deal with and process the information about moving objects starts to deteriorate much earlier. Take for example the worker who drives for a living, such as a school bus driver, a pilot or a fork lift

operator. The ability to process visual information worker 18–24 years old, the rate of disability Now, think of the peopleis significantly diminished, and this is made worse is 9.4 percent. For ages 45–54, it is roughly 20 you work with and wonderduring activities at night or in dark areas, such percent. For age 65 and older, it is a whopping who, if almost half of them,as a warehouse. Nighttime legibility for distant 42 percent. Now, think of the people you work will suffer a disability beforehighway signs for those over age 60 is 65–77 with and wonder who, if almost half of them, will they leave the workforce.percent of the distance for younger drivers. Turn suffer a disability before they leave the workforce.on that flashlight to see something on a map This does not even begin to discuss the shifting of retain new information, just to mention awhile driving at night, and that 70 year old truck healthcare costs for handling wear and tear items, few. The effects of having an older workforcedriver might not be able to see clearly on the such as total knee replacements, neck surgeries are cropping up everywhere. Hopefully,highway again for quite a while. Is 20 seconds at for arthritis, or many other age-related medical adjustments, accommodations and65 miles per hour a reasonable time frame to be conditions, from health insurance to workers’ engineering and administrative controls canunable to see the road or objects around it? compensation—only because the employee is help to soften the impact and assist in safely still in the workplace. The impacts of this shift accommodating the workforce that we have.Mobility are phenomenal. First, we have to recognize that the wolf is at the door.The biggest challenge to an aging workforce, Conclusioneven if we do not succumb to being couch Brenda Wiederkehr, CSC, has been a VPPPApotatoes, is that as we get older our muscle This was only an introduction to the aging member since 2002 and is currently themass decreases. You won’t find a 60 year old workforce. We did not discuss issues such as vice president at Access Health Systems, theplaying in the NFL regardless of how much changes in reaction time and speed, hearing Owner of Access Compliance and the VPPPAexperience he has! Our muscle mass peaks deficits, manual dexterity, increasing body fat Region II Chairperson.between the ages of 25 and 35, and it’s all and chronic illness, maximum endurance asdownhill after that. Between 50 and 60 years manifested by drops in the ability to supplyold, we are left with only 75–80 percent of the oxygen to the body, drops in cardiovascularstrength that we had at our peak condition. performance, changes in blood pressure and rates of fatigue, the impact of shift work In addition, we become stiffer; and our and time of day or the ability to learn andflexibility disappears. Osteoarthritis, commonin aging, limits the use of joints and createsmore stiffness and pain. We have cartilagebetween the bones in joints that wears away,and elastic tissues in tendons and throughoutthe body lose their elasticity. Once things startto hurt, the older worker self-limits their rangeof motion and further reduces their flexibilityas things stiffen up at the lesser range ofmotion. By age 65, the average person has lost18–20 percent of their flexibility. Another major concern is the naturaldeterioration in our balancing abilities.Nine percent of people at age 65 experiencesignificant balance issues. This may be relatedto the balance centers of the inner ear, or toposition sensors in the neck, back, spine andextremities; or it may be related to deteriorationin the balance centers of the brainstem or thecerebellum or even vision changes. The impactis felt in workplace falls. An astounding one-third of individuals 65 or older fall each year.A fall in old age can have markedly differentconsequences than for the younger worker.DisabilityLooking for a moment at the bottom line withregard to the physical impact of the older worker,the rate of disability is a major problem whichonce was looming on the horizon, but now israpidly becoming an immediate issue. For a THE LEADER vpppa.org 27

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BY DANIEL B. KOHRMAN The American Society on Aging grants permission to VPPPA, Inc. to print unknown number of copies of/ or post electronically, the following: As more workers age, bias and insecurity persist, by Daniel Kohrman, from the November/December 2013, issue of Aging Today, vol. 34, iss.6. This updated article is reprinted with permission from Aging Today 34:6 November/December 2013. Copyright © 2013. American Society on Aging, San Francisco, California. www.asaging.org. THE LEADER vpppa.org 29

Most older adults are T oni Strength, a 53-year-old commercial percent agreed that Congress should enact convinced that age property manager, says she lost her job stronger age discrimination protections. discrimination in the when the new CEO judged her to be American workplace is “old and ugly” and unlikely to attract new Data from the U.S. Equal Employment alive and well. tenants. Phillip Swafford, age 48, asserts Opportunity Commission confirms that that he fell short in a bid to return to work age discrimination is a growing problem. In30 THE LEADER vpppa.org as an oil company scheduler after the firm’s fiscal year 2008, charges of age bias spiked site director told his hiring manager that 25 percent from the prior year, and in fiscal Swafford was too old, and spent too much year 2013, it remained 15 percent higher than time caring for his wife’s cancer and his own before the onset of the Great Recession. ailments. Marjorie Tramp, a 71-year-old insurance customer service representative, Laborforce statistics show huge job found herself unemployed in a reduction losses among older workers since 2007, in force that her employer said was focused and suggest, in this and other respects, on its “oldest and sickest employees.” These very uncertain economic terrain. Though are all recent U.S. court cases of alleged age unemployment levels among older workers discrimination at work. are somewhat lower than for younger workers, according to AARP Senior Strategic Age Discrimination Thriving Policy Advisor Sara Rix, in December 2012, Post Recession nearly 1.1 million more workers ages 55 and older were unemployed than at the outset For most older workers, the notion that of the recession. Twice as many older than we’re living in a post-civil-rights era has little younger jobseekers—nearly half of older credence. While the share of older adults jobseekers—were “long-term unemployed” employed has been rising for three decades, (looking for work 27 weeks or more); and despite setbacks like the Great Recession, almost five times more older persons were this trend has emerged despite evidence of classified by the U.S. Department of Labor persistent age bias. Most older adults are as “discouraged workers” (people who want a convinced that age discrimination in the job, are available to work, but have dropped American workplace is alive and well. In a out of the workforce because they think that 2012 AARP survey of voters ages 50 and no work is available or that employers think older, 64 percent said older workers face age they are too old). discrimination at work, 34 percent reported that they, or someone they know, faced age Yet the most powerful hint of age bias discrimination in the last four years and 78 may be the greater average duration of unemployment for people ages 55 and older, which is roughly 50 percent longer than for younger people. This unemployment age penalty has increased in recent years. On average, AARP data show, in 2012, workers ages 55 and older had been out of work more than a year (55.1 weeks), and workers younger than age 55, on average, just 36.5 weeks. Since then, AARP data show little change, and if anything, growing disparity in the experience of older and younger workers. As of May 2014, persons age 55 and above spent nearly twenty more weeks out of work, on average (52.5 weeks), than their younger counterparts (32.8 weeks). Discrimination vs. Reliability, Loyalty and Engagement The last seven years have seen the worst economic conditions in eight decades. For countless people ages 40 and older—those protected by the federal Age Discrimination in Employment Act, and by similar state and local laws—the best-paying jobs of their lives are

gone and health insurance has vanished with bias, is irrational and bad for business, does As older workers rise totheir paychecks. They now may fall behind not mean it will disappear on its own. Just ask these challenges, manyon rent or a mortgage, and may be unable to Toni, Phillip and Marjorie. encounter age bias. Jobpay taxes or fend off foreclosure. And with interviews can be rare,few years left to earn significant income, their Kohrman is a senior attorney with AARP and older candidatesretirement savings may have been wiped out or Foundation Litigation (AFL), AARP Foundation’s considered promising onreduced to a pittance. Unless the labor market legal advocacy arm, in Washington, D.C. He paper may experience swiftadjusts to offer these older workers robust handles employment (and voting) rights cases dismissal when they presentearnings, the U.S. social safety net—including for Americans age 50+, usually involving themselves in person.new health insurance subsidies, Social Security discrimination on grounds of age and/orand Medicare—will see further strain. disability. Dan and colleagues have represented older workers terminated in reductions-in-force As older workers rise to these challenges, at Ford Motor Co., Goodyear Tire & Rubber,many encounter age bias. Job interviews Sprint, and credit card issuer Capital One,can be rare, and older candidates considered brought other age bias claims against Allstate,promising on paper may experience swift Seagate Technologies, 3M, and Wellpoint, anddismissal when they present themselves in for years, represented Hollywood writers in ageperson. Online applications often require age- discrimination suits against various TV networks,related data irrelevant to job qualifications, movie studios and talent agencies. Dan recentlyand refuse submissions if leaving such helped persuade national bus firm, CoachUSA,queries blank. Offers of pay commensurate to refine its qualification standards for buswith experience are also rare. Even offers drivers with diabetes to reflect current medicalof reduced pay can be scarce, as employers knowledge. He also files appellate amicus briefsassume—usually without asking—that favoring rights of older workers or voters inthese will be rejected by applicants deemed federal and state courts.“over qualified.” Older applicants reportconfronting “ageist” stereotypes held by WE DO RESCUEyounger—and worse, by older—managers(e.g., that older workers cannot adjust to TRAINING SERVICES EQUIPMENTtechnology or are generally resistant tochange). Nevermind that smart phones, email RocoRescue.com | 800-647-7626and texting are ubiquitous, and Internet useis growing fastest among older Americans,according to a 2012 Pew Research Centerstudy, “Older Adults and Internet Use.” There is a pressing need in this countryfor more employers to realize that one waythey can outpace competitors is by attractingand retaining high-performing older workersvia flexible work schedules, regular skillsupgrades and “reasonable accommodation” ofdisabilities. Most such employers benefit fromthe loyalty, reliability and engagement forwhich older workers are known. Even the Supreme Court has tipped thescales, ruling in 2009 that a higher standard ofproof applies to age discrimination claims thanto job bias claims based on sex or race. It is ironic that age discrimination persists atthe same time employers confront the reality ofan aging workforce. If employers do not focuson hiring and holding onto older workers,many will face staff shortages and a loss ofinstitutional memory, skills and experience.But market forces and the business case forage-friendly policies have not swept away ageprejudice. Just because age bias, like otherVPPtheLeader_Roco14OCT.indd 1 9/22/14 4TH:5E4 PLMEADER vpppa.org 31

BY BILL LINNEWEHOULTORCEAALCH2014 marked another very successful year for VPPPA’s congressional outreach efforts. In all, more than fiftyrepresentatives from VPP Star worksites participated in 229 congressional outreach visits in Washington, D.C.Of these, 26 outreach meetings were completed within the Senate and 203 were completed in the U.S.House of Representatives.U.S. Representative Bob Gibbs, OH-7th C ongressional outreach has proven Steve Limberg, plant manager for a siteDistrict, (left) meets with Perry Bahr, VP of to be an extremely valuable method in Mitchell, SD, spoke about a recent localTrailer Commercial Vehicle Systems (right) for educating members of Congress outreach event. “Senator John Thune visited on the benefits and success of VPP. Meeting our operations in Mitchell, SD, in September with re-elected, as well as newly elected, 2014. He’s very down to earth, and we were congressional members helps ensure VPP is very impressed during the plant tour as he on the minds of Congress and their staffs. personally knew several of the employees on During this year’s outreach efforts, several the production floor,” Limberg said. congressional members expressed interest in seeing, firsthand, how VPP has benefited Limberg and his team first provided Senator employees, employers and OSHA, within Thune with a historical overview of the their own districts and states. One company, operations and the importance of safety and Hendrickson Trailer Commercial Vehicle VPP. “We discussed our VPP journey—how Systems, agreed to share their experiences I was hesitant at first, about entering the on how to conduct local outreach visits program but after having met with OSHA, we and provide insight on how to engage local realized how great the program was and how congressional members. They also shared valuable VPP would be to our employees,” their beliefs with local leaders as to why VPP Limberg recounted. is so important to employees. The Mitchell facility was recommended for Star status in November 2008 and again32 THE LEADER vpppa.org

in 2012. Limberg explained to the senator, During the tour, it’s best to introduce Top: Hendrickson Canton Safety Team“OSHA conducted some pre-audits at our site congressional members to personnel and ask that receiving their VPP flag and plaqueand helped educate all our employees on VPP employees share their insights on the importance Bottom: Senator John Tune-SD (left)as well as the importance of workplace safety. of VPP. Employees can highlight success stories hears from Grant Derdall (weldingPursuing and attaining VPP was a very good such as improved safety practices or elaborate on fabricator) and Plant Manager Steveteam approach for us, and our employees are how they have achieved greater involvement and Limberg (right) about the importancevery proud to be a VPP Star site.” ownership of the safety programs. of VPP Congressional outreach at the local VPP sites have a great story to sharelevel can come about in a variety of ways. with elected officials, and hosting a localOnce the decision has been made to invite congressional visit is a fantastic way to showcongressional members to the facility, the support for the program.next step is to formally invite them to visityour site so that you and your team can If you are interested in hosting a localprovide a firsthand look into VPP. Some congressional outreach visit or would like morereasons to invite congressional members to information on how to interact with youryour facility may include: representatives, contact the Government Affairs• Participation in the site’s VPP Star Department at [email protected] or (703) 761-1146. recognition ceremony.• Joint outreach meeting held in conjunction with another outreach effort such as sustainability or community outreach.• Coordinated visit with VPPPA, following a congressional outreach event in Washington, D.C. Once scheduled, it’s recommended thesite safety team put together talking pointshighlighting the success of VPP at your site.Whether shared via a formal presentation,provided in a handout or discussed byemployees during the facility tour, highlightinghow VPP and the safety efforts have benefitedemployees and their families is an enlighteningway to demonstrate the value of the program. Another local outreach visit resulted fromthe June 2014 congressional outreach event inWashington, D.C. During the D.C. outreach,Kristyn Grow, VPP manager for Cintas anddirector-at-large on the national VPPPA Boardof Directors, met with U.S. Representative BobGibbs (OH-7). After providing an overview ofVPP, including highlighting its benefits, Kristynencouraged the congressman’s aides to visita VPP site within the district. Soon after theevent, Kristyn and the national VPPPA officecoordinated a site visit with the HendricksonTrailer R&D Center located in Canton, OH. A formal visit took place in August 2014,following a presentation to Representative Gibbsabout VPP and its benefits to Hendrickson.Perry Bahr, vice-president of Trailer CommercialVehicle Systems, emphasized the value of VPP,“VPP has been instrumental in our safetyefforts. We have seven VPP Star sites located inIllinois, Indiana, South Dakota, Tennessee andOhio. With VPP, safety has become a core valueat Hendrickson.” THE LEADER vpppa.org 33

EXCELLENCEIN SAFETY CERTIFICATE PROGRAMIntroducing the First Ever, VPPPA-Endorsed Safety Education Program Who should enroll? Program Highlights Program Co-Author & Instructor Anyone involved in safety within • Completely Online “Christopher J. Colburn, MEng, CSP, your organization • Self-Paced possesses almost 20 years’ experience in the • Six courses for completion field of safety and health management. He O SHA’s Voluntary Protection Programs • CEUs offered has worked at companies such as Hunter (VPP) are one of the most highly • Leading Industry Instructors Douglas, Norbord and is currently the recognized and respected cooperative North American Environmental, Health and programs aimed at improving occupational The goal of the VPP Excellence in Safety Safety Manager for the AGCO Corporation. safety and health by establishing rigorous Certificate Program is to provide students with He has been instrumental in leading performance-based criteria. No safety education the tools they need to drive risk reduction, reduce and mentoring a number of worksites in program has ever received the VPPPA’s official incident frequency and severity and ultimately significate improvements in safety and health endorsement, until now! The University of achieve VPP approval. Students gain the performance including VPP Star status. Chris Alabama at Birmingham’s VPP Excellence in knowledge necessary to develop and implement also sits on the Region IV VPPPA Board of Safety Certificate Program is the new standard a world class, VPP Star level, safety and health Directors as a director-at-large. Chris has an in safety education, in both curriculum and in management system at their respective worksites. associate’s degree in occupational safety and delivery: a fully online, on-demand learning health management, a bachelor’s degree in experience with seasoned professionals from all Successful completion of all courses will result environmental safety and health management over the world. The collaboration between UAB in the VPP Excellence in Safety Certificate. and a master’s degree in advanced safety and VPPPA follows the rigorous criteria of the engineering and management from UAB.” OSHA Voluntary Protection Programs, which Course Topics encourage corporations to meet a much higher Visit our website or contact us directly for standard of safety than mere compliance with • Introduction to System Safety additional information! OSHA’s mandatory standards. • Management Plans • Hazard Identification and Control www.uab.edu/online/vpp The program, comprised of six courses, is • Worksite Analyses an opportunity for professionals in the safety • Management Leadership and [email protected] field to quickly learn the fundamentals of best safety practices in a self-paced, totally online Employee Involvement (205) 934-7217 environment under the instruction of recognized • Advanced Safety and safety and health leaders. Health Training34 THE LEADER vpppa.org • Continuous Improvement

member spotlightKatelyn Girouard2014 June Brothers Scholarship Recipient Katelyn Girouard, prevent injury or to assist them in being as Additionally, my participation in SkillsUSA from Dedham, independent as possible. Massachusetts as an alumni member has actually MA, is the had the biggest impact on my life. These recent winner You’ve got your whole life ahead organization and leadership conferences have of the VPPPA of you! What are your plans after taught me how to be a leader as well as a team June Brothers graduation from Worcester State? Do member, to effectively communicate with my Scholarship. you have a dream job? peers and to effectively work as a team for a Graduating from I am set to graduate in Dec. 2015, upon which common goal. I was involved in this organization a vocational, I will receive my Master of Science Degree as a high school student and I have been a part oftechnical high school in 2010, Katelyn in occupational therapy. I want to become the alumni organization for the past five years.attended Worcester State University an occupational therapist, hopefully with thein MA, where she graduated in 2014 opportunity to help young children. Ever since Who has had the biggest impact on you?with a Bachelor of Science degree I was little, whether it was in teaching or in My dad has had the biggest impact on my lifein Occupational Studies. Currently, occupational therapy, I’ve dreamed of working because he has instilled in my brother and I aKatelyn is attending Worcester State’s with children. I also would like to pursue a strong work ethic. My dad has always workedgraduate school where she continues doctorate degree in occupational therapy. so hard, so growing up, I always admired himto study occupational therapy. for what he was able to accomplish each day. Honestly, my dream job is what I plan Throughout my college career, I have lookedWhy did you decide on occupational on doing after graduation: working as an to him for guidance when I was faced with thetherapy for your degree? occupational therapist, helping young children challenge of maintaining multiple classes each with disabilities. Like I mentioned, I have semester and putting in the hard work andI decided on occupational therapy because I want always had an interest in bettering the lives of dedication required to succeed in each course.to help people with disabilities reach their highest children and I knew from a young age that Ipotential. At first, I wanted to become a teacher. would one day accomplish this. I actually got He leads by example and is always willingI have always loved the field of mathematics and the opportunity to work as a teacher of infants to help others. The word “no” is not in hisI thought that I would become an elementary and toddlers. I saw how the children grew from vocabulary. I have admired him for this, and Ischool math teacher. Up until high school, I what I had taught them and seeing them go to am striving to be just like him. I was also taughtthought this was what I wanted to do for the rest preschool with the strong values that I instilled by him to learn from others’ mistakes and pay itof my life. I always enjoyed teaching others but as in them made all the hours that I put into forward by sharing with others. Over the years,I started looking at college programs, I knew that making my students succeed worthwhile in the I have been told of so many stories where thingsI wanted to help children with disabilities and end. I have had the opportunity to work with that went wrong could have been prevented.becoming a general education teacher would not young children with disabilities and witnessing For this reason, he is a big proponent of usingallow me the opportunity to assist these students. how they can overcome the struggles they are protective equipment during the work day and inMy mom then suggested the field of occupational faced with each day, puts a smile on my face. the home environment and enforces it regularly.therapy. I researched the field and fell in lovewith it. I would still be able to teach others but I You mentioned your experience as a What motivates you to succeed?would be able to provide individualized treatment teacher of infants and toddlers. Are Seeing how I can change the lives of others forand attention to all of my clients. I would also there any skills and knowledge that you the better is my ultimate motivator. I had thebe able to help many different populations, not acquired or any lessons you learned opportunity to volunteer at leadership conferencesjust children. At that time, I knew occupational from that experience that you will utilize each fall as a mentor to high school students. Thetherapy was the career for me. I am very thankful in your future education or career? students that attend these conferences are shy theto my mom for this because I am now pursuing I actually received my certification as an infant, first day that they arrive and many do not want tothe career that I was meant to do. toddler and preschool teacher for the state of complete the activities that we have planned for Massachusetts. The experience taught me that them. Throughout the conference, you are able I know I made the right choice. My intro to every child has different needs and that you have to see the students come out of their shell andoccupational therapy course taught me to treat to tailor your instructions to meet their needs. Not realize they can be the future leaders of tomorrow.each patient with respect and dignity. It taught all children are able to complete the lesson plan On the last day of the conference, when studentsme that everyone, no matter what their abilities, that you set up for the class. I have had experiences come up to you and thank you for all you havedeserves to be included in the community. where I needed to modify my lessons for each done for them, it makes me feel proud, and IMy favorite course was assistive technology. child in the classroom. These opportunities will cannot wait for the next conference to change theThis course taught me the different tools that assist me when I am creating individualized lives of even more students.individuals can use throughout their day to treatment plans for my clients in the future. THE LEADER vpppa.org 35

member info cornerMembership Renewals &Upcoming ContestRenew Your VPPPA Membership Scholarship and the VPPPA William “Sully” members to market and promote themselves Sullivan Scholarship. and their company!The bad news is that if you haven’t renewed yourVPPPA membership for another year, then it has If you would like to renew your The deadline to submit is April 10, 2015.expired. The good news is that it’s not hard to membership or have any questions, please The rules and requirements to enter thisrenew! Don’t miss out on all of the benefits that contact VPPPA’s Membership Department contest are as follows:VPPPA membership provides to you! Also, while by email, [email protected], or by • Must be a member of VPPPAyou renew for another year, consider helping calling (703) 761-1146. • You must have the rights to the photos usedout future generations of safety professionals • We’re looking for original artwork, computerby donating to VPPPA’s scholarship fund. Member’s Illustrated Journey generated or a drawingDonations to the fund will benefit the VPPPA • VPPPA is not responsible for any lost/June Brothers Scholarship, the VPPPA Stephen A picture is worth a thousand words. damaged artworkBrown Scholarship, the VPPPA Sargeant Safety Fortunately, you don’t have to use any words. • VPPPA has all rights and ownership to the Enter VPPPA’s Illustrated Journey competition artwork that is submitted and depict your journey through VPP by using • VPPPA reserves the right to make any only original pictures and artwork. In your minor edits illustrated journey, show us how your company • Photo or graphic must be high resolution got involved with VPP. Where did you begin (300 dpi) and how did you get to where you are now in • No nudity, graphic language or imagery, VPP? What does VPP and your involvement firearms or alcohol may be shown in within VPPPA mean to you? any artwork No words. Just your own pictures and Submit entries by April 10, 2015, by email drawings. The person with the most creative at [email protected], or by dropbox. illustrated journey will receive a two page spread in The Leader; the left side will include You can also mail your entry to VPPPA’s your artwork and the right side will include National Office: an explanation (500 words) of the pictures, company background information and VPPPA, Inc. contact information. This is a great chance for Attn: Membership 7600-E Leesburg Pike, Suite 100, Falls Church, VA 22043 CROSSWORD ANSWERS FROM THE LAST ISSUE ACROSS; 3. Owner of Access Compliance, Brenda_______ (Wiederkehr); 6. Recognizing something valuable and enhancing it further, in order to meet a particular need (Leadership); 7. Rather than blame the individual worker, leaders should seek to identify _______ within the work system (Deficiencies); 9. Subject of the 2014 Voluntary Protection Programs Participants’ Association Innovation Award - Mobile ________ Simulator (Slip); 12. In response to problems such as personal injuries and cardiovascular issues, Marathon Petroleum Company developed this for their workers (Panicbutton); 14. To reduce slips, trips and falls, MoveSMART developed a ______ module (Balance); 15. Duration, in years, of World Health Assembly Executive Board members’ terms (Three); 16. The location of the school that completed the VPP Excellence in Safety Certificate Program (Alabama); 18. Cooperation across countries focusing on treatment and prevention, led to the eradication of this disease in 1979 (Smallpox); 19. __________ River Remediation , LLC, established at the initiation of the liquid waste contract with the government, in the summer of 2009 (Savannah); 20. Organization headquartered in Geneva, Switzerland (WHO); 22. Jess Lankford was recently appointed as chief administrative officer of this state’s OSHA section (Nevada); 24. Most common work injury types from 2009-2010 (Falls); 25. Second technique for building a safety culture, Measured ________ (Accountability); 27. Name of the book/movie based on Keni Thomas’ elite special operations unit (BlackHawkDown) DOWN; 1. Percent of fall-related injuries that occur as a result of falls from same-level-walking surfaces (Sixtyfive); 2. City in Texas where 31st Annual National VPPPA Conference will be held (Grapevine); 4.Third technique for building a safety culture, strategic ________ (Visibility); 5. Type of work site where Life Safety Solution was implemented (Refinery); 8. Location of Region I, “The Best of the Northeast” Conference” (Capecod); 10. The “M” in MRO Products (Maintenance); 11. State that welcomed in a new VPP Participant, Loven Contracting, Inc, into the Star Program (Arizona); 13. NIOSH released a guide on improving sleep quality for these workers (Truckdrivers); 15. NIOSH and OSHA released a recommended practices document for staffing agencies and host employers, in order to better protect this type of workers (Temporary); 17. New competition for 31st Annual National VPPPA Conference, VPPPA’s ________ (Gottalent); 21. Maximum amount of a substance allowed in the air. Permissable ______ limits (Exposure); 23. Leadership is more of a _______ than an inherited trait (Mindset); 26. Number of recognized VPP sites in the state of Washington (Thirty)36 THE LEADER vpppa.org

infographic cornermore thanWorkers 65 and older are Workers in the 45 year-old andfour times over category have increased byas likely to sustain fatal on-the- 49 percentjob injuries asworkers in their and now make up 44 percent20s, according to a of the workforce. The age groupnew report from over 55 has grown tothe Bureau of LaborStatistics. 21 percent Last year, of the workforce. 21,396 A 2013 Gallup poll revealed that age discrimination 37% claims were recorded. of working ageOlder workers tend to respondents indicated they expect to workexperience longer unemployment beyond age 65. Gallup reported thatthan their younger counterparts.In 2012, adults aged 55–64, on only 22 percent responded theaverage, were unemployed for 54.6weeks, compared to 36.4 weeks for same way in 2003 and onlyworkers aged 25–34. The lack ofjobs for those older Americans cost 16 percent in 1995.the United States some Starting in$245 January of 2011,billion 10,000in lost output. people turn 65 every single day, and this will continue through 2030 THE LEADER vpppa.org 37

state-plan monitorCOMPILED BY Alaska the VPP process is to share the knowledge soCHARLIE DOSS, GOVERNMENT that other organizations can learn from theAFFAIRS MANAGER, VPPPA, INC. On Nov. 4, 2014, Barkley Lloyd, president path you have forged. and general manager of Alaska Clean Seas Federal OSHA States (ACS) of Prudhoe Bay, received notification Jessie Atencio, VPP coordinator for State-Plan States from Dianne Blumer, commissioner for ADOSH, has seen very good growth in the P ublic Sector State Plan/Private the Department of Labor and Workforce Safety and Health Achievement Recognition Sector Federal OSHA Development, of their renewal approval as a Program (SHARP) as well. He is also Star site in Alaska’s Occupational Safety and working on a program that will enable Health (AKOSH) VPP. “While adherence to employers in the construction industry to our core value of safety is a top priority of work through a mobile workforce SHARP, every member of the ACS team, our safety eventually growing their programs to move specialists, Randy Pittman, CSP, and Eben towards the construction VPP. ADOSH McWilliams, RSP, are a key force behind our continues to use SGEs and does not VPP renewal and safety record, including anticipate that slowing down, especially going 13 years without a lost time accident. given the amount of re-approvals that are They support a world-class team of spill still to come. Jessie and his staff in the responders to prevent incidents, eliminate consultation and training department will risk where possible and seek improvements continue to educate stakeholders throughout to our processes to protect the ACS family at the state on the advantages of the Voluntary work and at home,” said Lloyd. Protection Programs as part of several Safety Summit meetings held at varying times ACS is a not-for-profit oil spill response during the upcoming year. cooperative, whose current membership includes oil and pipeline companies that Iowa engage in or intend to undertake oil and gas exploration, development and production Iowa OSHA is proud to announce that three or pipeline transport activities on the North resident contracting companies achieved Star Slope of Alaska. Originally formed in 1979, status recently: Thompson Construction, ACS was restructured in 1990 from an Inc., Clausen Supply Company and J. W. equipment cooperative into a full-response Koehler Electric, Inc. Each is a resident organization. ACS is now poised to respond, contractor at LyondellBasell, a PSM-covered similar to a professional fire department, to chemical plant, in Clinton, which has been a spill emergencies with trained responders Star site since 2002. A celebration was held and over $50 million worth of arctic-based on Oct. 14, 2014, which included all three response equipment, including a fleet of contracting companies, their employees and over 100 vessels and over 60 miles of oil spill the LyondellBasell partners. Iowa Labor boom, strategically in place across their area Commissioner Michael Mauro presented of operations. each company with a plaque and a flag to recognize how each company went above and Arizona beyond OSHA minimum requirements to achieve VPP Star status. Arizona’s state OSHA program is pleased to add Loven Contracting, Inc., to the list LyondellBasell fully integrates their of VPP participants, bringing their total to contractors into their safety and health 35 active sites, with at least three pending management systems and their leadership applications in the works. The Arizona was one aspect that contributed to the Division of Occupational Safety and Health successes of their contracting partners. (ADOSH) has been extremely active working One small, but powerful, example of safety to complete re-approvals with companies leadership was demonstrated when the VPP such as McCarthy Construction, Hunter celebration began with a safety moment, Douglas’s Horizontal Blinds Division, Frito shared by Clausen hourly employee, Jeremy Lay Distribution Center, Johns Manville, Lemon. Safety moments are part of the Raytheon Missile Systems (multiple sites) LyondellBasell philosophy of making safety and more recently, Central Arizona Project, personal. Every meeting throughout the who has once again been re-approved. Great facility begins with someone sharing a work everyone! Remember, the philosophy of personal story about safety. At the conclusion38 THE LEADER vpppa.org

of the VPP ceremony, LyondellBasell J.W. Koehler Electric, Inc., is the first On Aug. 15, 2014, Monsanto Cornagain demonstrated leadership when they electrical contracting company to achieve Star Research-Independence celebrated their Starchallenged the group to continue to improve status is Iowa. Koehler Electric has been an approval. The audit process was completed inand create an even safer workplace, as electrical contracting company at LyondellBasell phases since seasonal activities vary. This siteachieving the Star is only the beginning of for over five years, performing industrial employs nine people full time, supplementedtheir safety journey. electrical design, installation and maintenance. by many seasonal workers. Everyone in the They began their journey to achieve the Star core group is deeply involved in safety and All three contracting companies worked over three years ago, with full support from is responsible for different safety programsclosely together to prepare for the rigorous the International Brotherhood of Electrical and activities. Monsanto supports safetyVPP audit process, just as they do when Workers (IBEW) Local 145, out of Rock Island, and health in the community as well andperforming work at LyondellBasell. That IL. The company’s motto is “Always Striving everyone in the core group was also heavilyclose communication was another key to for Excellence in Whatever We Do.” Koehler involved in outreach activities. The Starachieving Star status. All resident contractors Electric has approximately 124 employees, with celebration was unique in that familybelong to the Contractor Safety Council, 32 employees (varies with projects) located members were also invited and recognized.an effective tool to promote close, positive at LyondellBasell site. Their three-year totalcommunication and the sharing of best incident rate at the site is 0.0 and the company’s Please join us in honoring andpractices between contracting partners. overall Insurance Modification Rate is the lowest congratulating Iowa’s four new Star successes. possible, demonstrating their commitment to For more information about the Iowa VPP Thompson Construction, Inc. offers safe work throughout their company. program, contact VPP Team Leader, Shashia comprehensive menu of general labor Patel at (515) 281-6369.services at LyondellBasell and has beenworking at the site for 38 years. The services Top: Thompson Construction displays its VPP flag and plaqueinclude utility locating, excavation and Bottom: Clausen Supply Company displays its VPP flag and plaquerepair of underground piping, concrete flatwork, gravel work, snow removal, bicycleinspection and maintenance and generalmaintenance of grounds and buildings. Theircompany motto is “Forging Into The FutureCommitted To Safety, Quality, And Health.”Thompson Construction has less than 10employees, and they are a shining exampleof how a small company can implementa comprehensive safety and healthmanagement system effectively, includingbehavior-based safety and performing jobhazard analyses for every task. For the last18 years, the company has worked with zeroOSHA recordable injuries. Clausen Supply Company is alsoa resident general labor contractingcompany at LyondellBasell. The servicesperformed include general labor, scrapyard management, janitorial support, trainhopper car wash, PEX boxing and loading,warehouse coordination, fire watch, confinedspace entry support and air monitoring forexcavations. Their company motto is “SafetyFirst, Quality Always.” Approximately 29employees work at the LyondellBasell site.Their three-year total incident rate at the siteis 0.0. Clausen Supply Company is anotherLyondellBasell contractor that trains theiremployees that they not only have the rightto stop a job if it appears unsafe, they havethe obligation to do so. THE LEADER vpppa.org 39

state-plan monitorcontacting each state >>Alaska Michigan South Carolina MinnesotaBill Nickerson Doug Kimmel Sharon DumitVPP Coordinator MVPP Specialist VPP Coordinator Minnesota has 38 Star sites and twoPhone: (907) 269-4948 Phone: (231) 546-2366 Phone: (803) 896-7788 Merit sites within the Minnesota VPPwww.labor.state.ak.us/lss/ Sherry Scott www.scosha.llronline.com (MNSTAR) program. Of the 38 Staroshhome.htm MVPP Manager sites, 36 are classified as general industry Phone: (517) 322-5817 Tennessee and two are resident contractors at ourArizona www.michigan.gov/mvpp David Blessman MNSTAR approved refinery. MinnesotaJessie Atencio VPP Manager OSHA (MNOSHA) and the MNSTARAssistant Director Minnesota Phone: (615) 253-6890 Program were very strong in 2014. SincePhone: (520) 220-4222 Ryan Nosan www.state.tn.us/labor- the beginning of the year, we continued towww.ica.state.az.us/ MNSTAR VPP Coordinator wfd/vppStar.html process our re-approval audits in a timelyADOSH/ADOSH_main. Phone: (651) 284-5120 manner and completed four new siteaspx www.doli.state.mn.us/ Utah approvals into MNSTAR. In addition, one mnStar.html Holly Lawrence site was recommended to participate in aCalifornia VPP Manager Merit status. One site is currently under theIraj Pourmehraban Nevada Phone: (801) 530-6494 90-day deferral period and upon successfulCal/VPP & PSM Manager Jimmy Andrews www.laborcommission. completion of the hazard items, theyPhone: (510) 622-1080 VPP Coordinator utah.gov/divisions/UOSH/ will be recommended as a full MNSTARwww.dir.ca.gov/dosh/cal_ Phone: (702) 486-9069 VPPprogram.html participant. The MNSTAR team continuesvpp/cal_vpp_index.html www.dirweb.state.nv.us to receive applications from interested Vermont employers. This year will see 12 re-approvalHawaii New Mexico Daniel Whipple visits among existing MNSTAR employers.Clayton Chun Melissa Barker VPP CoordinatorManager VPP Coordinator Phone: (802) 828-5084 Having a dedicated MNSTAR teamPhone: (808) 586-9110 Phone: (505) 222-9595 www.labor.vermont.gov/ has allowed us to build strong workinglabor.hawaii.gov/hiosh www.nmenv.state. vosha relationships with our partners and has helped nm.us/Ohsb_Website/ open lines of communication from site to site.Indiana ComplianceAssistance/ Virginia Our current stakeholders continue to promoteMichael Gaskill VPP.htm Milford Stern the program to their clients which has led toManager VPP Coordinator an increase of inquiries into the program. OurPhone: (260) 373-2860 North Carolina Phone: (540) 562-3580 MNSTAR sites share best practices from sitewww.in.gov/dol/ LaMont Smith www.doli.virginia.gov/ to site which allows all employers to strive to Recognition Program vosh_coop/vosh_vpp.html be better.Iowa ManagerShashi Patel Phone: (919) 807-2909 Washington The following sites achieved MNSTAR orVPP Coordinator www.nclabor.com/osha/ John Geppert Merit status in 2014:Phone: (515) 281-6369 osh.htm VPP Manager • Nyco, Incorporated—(Rosemount, MN)www.iowaworkforce.org/ Phone: (360) 902-5496labor/iosh Oregon www.lni.wa.gov/safety/ was recommended and approved as a full Mark E. Hurliman, CSHM topics/atoz/vpp/default.asp MNSTAR siteKentucky VPP/SHARP Program • Delta Air Lines—MinneapolisJoe Giles Manager Wyoming Reservations Customer EngagementVPP Program Phone: (541) 776-6016 Karin Schubert Center—(Minneapolis, MN) wasAdministrator www.cbs.state.or.us/osha/ Consultation Supervisor recommended and approved as a fullPhone: (502) 564-4089 subjects/vpp.htm Phone: (307) 777-7710 MNSTAR site.labor.ky.gov/dows/ www.wyomingworkforce. • Firmenich—(New Ulm, MN) wasoshp/doet/partnership/ Puerto Rico org/employers-and- recommended and approved as a fullpages/VPP---Voluntary- Ilza Roman businesses/osha/Pages/ MNSTAR site.Protection-Partnership. Director safety-and-health- • Bosch Security Systems—(Burnsville, MN)aspx Phone: (787) 754-2171 compliance.aspx was recommended and approved as a full www.dtrh.gobierno.pr MNSTAR site.Maryland • Sysco Asian Foods—(St. Paul, MN)Cynthia L. Wheeler has been recommended and approved toVPP Coordinator participate as a Merit—MNSTAR Site.Phone: (410) 527-4473www.dllr.state.md.us/ Also in 2014, we completed successful re-labor/mosh/vpp.shtml approval visits at:For additional information and up-to-date contacts, please visitwww.vpppa.org/chapters/contacts.cfm.40 THE LEADER vpppa.org

• Danfoss Power Solution— Washington Our (Minnesota) (Plymouth, MN) MNSTAR sites share There are currently 30 recognized VPP sites best practices from site• Aveda Midwest Distribution Center— in the Washington State program. Initial to site which allows all (Blaine, MN) approval onsite visits were held at MA employers to strive to Mortenson Construction in University Place, be better.• Marvin Windows and Doors— NuStar Energy in Tacoma and Starbucks (Warroad, MN) Roasting Plant in Kent. Onsite evaluations THE LEADER vpppa.org 41 for continued participation were conducted• Monsanto Corn Research— at GE River Road Generating Plant in (Olivia, MN) Vancouver and Monsanto in Othello. The sites most recently re-approved were• CB & I—(Rosemount, MN) Intermech in Richland, Simmons Bedding in Sumner and Schweitzer Engineering The MNSTAR Team continues to Laboratories in Pullman. Celebrations werereceive inquires and has visited with held for Veolia Environmental in Vancouver,multiple employers that have an interest WA, and Cascades Sonoco in Tacoma. Anin the MNSTAR Program. The small team initial approval onsite visit was scheduled inapproach has allowed MNOSHA to remain January for Trident Seafoods in Seattle.consistent from site to site and helpedalleviate any scheduling conflicts. The Washington State Voluntary Protection Programs will hold its 3rd Annual If you would like further information about Safety Excellence Seminar on March 19,the MNSTAR Program, please visit www.doli. 2015, in Tumwater. The focus of the seminarstate.mn.us/WSC/Mnstar.asp or contact Ryan this coming year will be Safety Culture.Nosan, MNSTAR VPP coordinator, at [email protected] was noted in the last issue of The Leader,Nevada’s State OSHA program VPPCoordinator, Jess Lankford, vacated his roleto take the helm as chief administrativeofficer. We have learned that the positionof VPP coordinator has now been filled byJimmy Andrews. We want to congratulateMr. Andrews on his new appointment and arelooking forward to working with him withinRegion IX. Mr. Andrews is already activelyinvolved in the program as they continueto work to add to the nine active VPP siteswithin Nevada. In fact, there are four re-approvals already slated for the 2015 calendaryear and 2014 saw one new site added to theroles of the VPP family. Keep up the goodwork and welcome aboard, Mr. Andrews!OregonOregon had two sites re-approved duringthe quarter. Boise Packaging and Newsprint,a wholly owned subsidiary of PackagingCorporation of America, underwent theirevaluation in October and was re-approved as aStar site in November 2014. Covanta Marion,Inc. went through their evaluation in Novemberand was re-approved as a Star site in December2014. Three evaluations are scheduled for thefirst quarter of 2015, and two new applicationsare anticipated in the near future.

chapter round-upsCOMPILED BY Region I manager, Karen Girardin, presenting an overviewBENJAMIN MASSOUD, of the facility. The facility employs 360 peopleCOMMUNICATIONS Hello from Region I, where New England who support operations, the manufacturing ofCOORDINATOR, VPPPA, INC. sparkles in winter. Blanketed in snow, white new products and the refurbishing of Maine church steeples stand out against the deep Hunting Shoe and Bean Boots. blue sky. Whether it’s winter, spring, summer or fall, it’s a great place for a vacation. If Chapter Chair, Steve Gauthier, welcomed you haven’t visited New England, plan everyone and provided a chapter report. Steve on attending one of our annual safety also informed the membership about the Feb. conferences. With that said, Region I is 10, 2015, chapter meeting which will be held planning for our spring conference, held on at United Technologies Aerospace Systems- beautiful Cape Cod, at the Sea Crest Beach UTC, Windsor Locks, CT. Hotel in Falmouth, MA, May 18–20, 2015. As always, we are planning an all-out event Following the chapter report, OSHA gave by providing keynote speakers that you’ll a regional report. We’d like to thank the remember long after the conference. The vast OSHA representatives in attendance; their number of workshops, along with various participation continues to demonstrate the exhibitors and their products, will present a strong relationship our members have with host of information. Don’t miss this event! their regional OSHA representatives. Early registration is recommended. Visit www.vppregion1.com for more information. Region I’s Tim Irving, assistant regional administrator for cooperative and state We recently held our fall chapter meeting, programs, Robert Sands, Region I VPP hosted by L.L. Bean at their Brunswick manager, Lynnda Ignacio, VPP coordinator, Manufacturing facility in Brunswick, ME. Maryann Medeiros, area director Maine, and The chapter meeting opened with the facility’s Brian Sullivan, compliance specialist, were manager, Rick Bohan, and safety program on hand to answer questions about the most recent national initiatives. The chapter meeting was adjourned, and L.L. Bean then provided a tour of their facility. Thanks to L.L. Bean for hosting. Contributed by Steve Gauthier, Region I Chairperson Region III The Region III VPPPA Board of Directors is excitedly preparing for our 18th Annual Conference, scheduled for March 4–6, 2015, at The Homestead in Hot Springs, VA. It is time to register! The registration link (www. vppparegion3.org/2015RegistrationForm.pdf ), is available on the Region III website. Be prepared to absorb all that The Homestead has to offer, including natural hot springs, mountains with skiing on the property, hiking trails and two championship golf courses. You can book your hotel reservation online or directly with The Homestead. Don’t miss out on the discounted conference hotel rate of $135. Be sure to visit The Homestead’s website for more information on the Conference: www.thehomestead.com/ VPPPARegionIII2015AnnualMeeting.Sea Crest Beach Hotel, location of Region I’s conference42 THE LEADER vpppa.org

Congratulations to Region III Director- Some Conference Highlights are: Region VIat-Large, Kristyn Grow, (Cintas) for her Keni Thomas will be this year’selection to the National VPPPA Board keynote speaker. In the summer of Region VI is gearing up for our 2015of Directors during this year’s national 1993 Sergeant Keni Thomas was conference, “Hooked on Safety,” held at theconference! Also, the Region III Board deployed to Mogadishu, Somalia. American Bank Center in Corpus Christi,would like to welcome Carol Hash of Keni and his fellow rangers TX, May 4–7, 2015.Kennametal, to the Board of Directors.Carol will be filling our hourly union distinguished themselves in an eighteen hour fire- Workshop proposals are now being acceptedrepresentative position. fight that would later be recounted in the highly as well as sponsorships and registration for successful book and movie “Black Hawk Down.” exhibitors. All this can be completed via the In addition to following Region III Region VI website, www.regionvivpp.org.VPPPA on our website (vppparegion3.org/ A powerful speaker, Keni captivates audienceshomepage.html), you can also keep up with from beginning to end as he tells the incredible Once again, OSHA will be offering anour activity by becoming a Facebook “friend” story of extraordinary individuals and how they SGE class on the days leading up to the 2015of Region III VPPPA. fought to bring each other home. Drawing from Region VI VPPPA Regional Conference. his experiences on the battlefield, Keni inspires The dates of the class are May 2–4. TheContributed by Bob Schroeder, people to achieve greatness by stressing the application Deadline was Jan. 15, 2015.Region III Secretary importance of outstanding leadership at every level. Attendees can also look forward to: The future SGE training schedule is asRegion IV • Over 40 Outstanding EH&S Workshops follows: July 14–16, 2015—McKee Foods, • Raffle Prizes Gentry, AR. Application deadline AprilThe 2015 Region IV Safety & Health • Great Networking 15, 2015. Sept. 15–17, 2015—NASA-JSCExcellence Conference, held June 16-18, • VPP Application Workshop (Gilruth Center), Houston, TX. Application2015, will be in Orlando, FL, at the fabulous • Pre-conference Tour at Nucor Steel in deadline is July 15, 2015.Caribe Royale. New for the 2015 conference,adding to the vast educational opportunities, Marion, OH To register, please go to www.osha.gov/five free pre-conference workshops will be dcsp/vpp/sge.html. If you have any questions,offered. For more conference and registration For more information on becoming an please contact Chantel Sollers at sollers.information, visit www.regionivvpp.org. exhibitor, contact Eric Siefker at (419) 943- [email protected] or at (202) 693-2237 or Bill 1183 or [email protected]. The Klingbeil at [email protected]. L.E. Meyers is hosting an SGE Training Class Region V Conference provides an excellentin Chattanooga, TN, April 7–9, 2015. For more opportunity to create new, and strengthen Have you recently celebrated a success atinformation on the SGE program within Region existing relationships and reinforce your your site? Share your story with the rest ofIV, visit www.regionivvpp.org/sge. services and products to companies who the VPP community. Let’s hear what’s going continuously strive for safety excellence. on at your site. Send us your stories with Looking for assistance from another VPP photos and brag a little about what you’resite on the complexities of navigating through Would your organization like to sponsor doing well and how it has impacted yourthe process? Region IV has many VPP sites or donate items for the 2015 conference? site and safety program. Send your storiesthat are eager to help other sites achieve We are looking for items such as cups, ID and photos to Kirk Crandall, kirk.crandall@VPP status. Learn from those who have lanyards, notebooks, etc. All sponsors will have nrgenergy.com. Visit the Region VI websitebeen through the process. The Region IV their company name, logo and the level of at www.regionvivpp.org for more details.website has an online form for those looking sponsorship provided to all attendees and willto mentor others and for those looking for a be prominently displayed at all the Opening Region VI recognizes Connie Pritchard:mentor. Visit www.regionivvpp.org/mentoring and General Session events. Additional An outstanding andfor more information or to submit a mentor/ information about sponsorship opportunities is accomplished employee of thementee request. available on the Region V website. NASA Johnson Space Center (JSC) for 30 years, ConnieContributed by Phil Walsh, Region IV The 2015 VPP assessment schedule for Pritchard is an advocateChairperson Region V has been posted on our website. If you’re an SGE and looking to participate on an and mentor for both VPP, and the OSHARegion V assessment in 2015, be sure to review the VPP Challenge Program. schedule and contact the OSHA lead as soonThe 2015 Region V Conference will take as possible. For the VPP assessment schedule Her support for VPP and the JSCplace May 19–21, at the Great Columbus and the OSHA contacts, please visit www. grew when she transferred into the SafetyConvention Center in Columbus, OH. Be vppregionv.com/region-v-sges. & Test Operations Support Divisionsure to save the dates! in 2009. She is actively involved in Contributed by Bill Linneweh, supporting JSC’s VPP Star program by Region V Chairperson educating employees and contractors on the importance of maintaining JSC’s safety and health excellence. THE LEADER vpppa.org 43

chapter round-ups Connie presents VPP information at Mike Minicky, Mike Murphy and Terry Bass are switching to a feedback-based conference.pre-proposal conferences, an important early for leading the workshop. We are hoping to establish regional committeesstage in the NASA procurement process. to meet the needs of all six states, while focusingShe coordinates and implements safety The Region VII VPPPA BOD is very busy on mentorship, outreach and growth.requirements in request for proposals and preparing for this year’s conference in St.evaluates safety and health plans and safety Louis, MO, at the Chase Park Plaza, May Region VIII is on the verge of somethingpast performance reviews on all support 18–20, 2015. We are very excited to announce great and understands we are part ofcontracts at JSC. She also supports JSC’s that we have dynamic speaker, singer and something bigger. As we press on together,annual VPP self-evaluation by providing song writer, Keni Thomas, presenting at the the synergy is unstoppable. Change isdocumentation on several critical elements opening session. Keni is an American country inevitable, but our region is worth thefor the report and assists in the development music singer and a former United States Army work. This year the goals were to develop aof the report. She provides one-on-one Ranger. Keni was a member of Task Force regional mission statement, define roles andmentoring to several contractors for the Ranger as a part of Operation Restore Hope, in responsibilities for the board, support ourChallenge Program. Somalia, and served in the Battle of Mogadishu OSHA regional VPP manager, maintain our that was later immortalized in the book current VPP sites and look for opportunitiesRegion VI recognizes Kimberly Cooper “Black Hawk Down” and its subsequent film to expand outreach. I am happy to report(Written by Kimberly) adaptation, for which he served as a consultant. that all of these were carried out in 2014.In February 2012, I became VPP site This year’s goals also include a Governmentcoordinator for Chevron Phillips Chemical We would like to congratulate Jeff Relations Committee while continuingOrange Plant. To familiarize myself with VPP Klinksick, chairperson, and Randy Bickford, to focus on member relations, increasingand my role, my manager suggested that I take vice chairperson, on their retirement and we membership and participation and improving“learning journeys” and to network at our sister wish them the best of luck in their future conference attendance and workshops. Isites. Each time I visited a new site, I learned plans. We also want to thank them for believe that with everyone’s dedication andsomething new. their dedication, passion and leadership support, we can master all of these items and they have had for VPP and the VPP develop an even better region. At the 2014 VPPPA national conference, I Participants’ Association.attended a pre-conference workshop presented This year, four board positions will be openby OSHA, about possible upcoming changes With their retirements, the BOD has for election: chair, treasurer, site representative-to the Annual Self-Evaluation and PSM elected Mike Murphy, Ply Gem and Bill union and director-at-large #2. I urge you toSupplement B questions. Since I was the Turner, NuStar Energy, as chairperson and get out and vote and get involved in shapingonly Chevron Phillips Chemical employee in vice chairperson, respectively, and Alicia the future of the region.attendance, I invited all our domestic VPP Hardacre, Tyler Pipe, has stepped into thesite coordinators and our OSHA area VPP role of secretary/historian. With the new It has been an honor to serve as the interimcoordinator to a two day networking meeting. leadership, we look forward to maintaining chair for 2014. Rest assured, we still have work the same level of quality and conferences, to do, and I am up for the task. I sincerely We have three coordinators who have been while at the same time increasing interest in want to thank the Board of Directors for theirin their positions for less than a year, and they employee safety, VPP and VPPPA. patience, willingness to change and mostfound these meetings to be very beneficial. importantly, trust.It gave them a chance to ask questions and We hope to see you all this May at thelearn from more seasoned VPP coordinators, conference in St. Louis. I wish for health and happiness for you all inlearn how each site prepares and submits the upcoming year. Thank you for being suchtheir self-evaluations, as well as learn OSHA’s Contributed by Bill Turner, a supportive group of hard working individualsexpectations and best practices from their Region VII Vice Chairperson committed to health and safety excellence.counterparts. As a result, we now have anestablished VPP Coordinators Best Practice Region VIII Contributed by Mark. A. Moya,Team in our corporation. Region VIII Chairperson Planning for the 2015 conference, scheduledContributed by Kirk Crandall, for May 5–7, 2015, in the Denver area, is in Region IXRegion VI Director-at-Large full swing. We are currently working with the DoubleTree to relocate exhibitors to a friendlier Reaching the summit in any endeavor, simplyRegion VII environment. Additionally, we are generating put, implies that you have arrived; you are a “Things to Do in Denver” flier so our guests the best! But what does it take to get there? ItThe Region VII VPPPA Board of Directors enjoy the “Mile High City.” Our keynote doesn’t just magically happen. It takes work,would like to thank everyone that attended speakers have not been confirmed, but we have commitment, engagement and education,the VPP Application Workshop in October in narrowed it down to three top choices. We just to name a few. Then there is the issue ofDes Moines, IA. A big thanks to Matt Gaines, are focusing on speakers that will bring a fresh making sure that once we achieve those lofty undertone to the opening and closing sessions. goals designed to get us to the pinnacle of In order to improve the conference each year, we success in safety, that we remain at the top,44 THE LEADER vpppa.org

that we don’t fall off the ledge! These are all is performed safely, you demonstrate that Top: (Back Row, left to right) Jack Kerns,areas that each and every VPP participant zero injuries is achievable, and you not only Steve Sailors, Chace Thomas, Richardstruggles with on a daily basis and the Board know how to do it, but also take personal Hobbs, Spencer Sorensen, Jordan Burnsof Directors for Region IX VPPPA are accountability for your actions while looking (Front Row, left to right) Mike Granillo, Rickcommitted to helping you get the answers. out for your colleagues.” Hieb, Stephanie Johnson, Scott Vail, MarkYou will find that help at the 2015 Regional Payne, Todd Hale, Greg Roggentine, notSafety Summit in Reno, NV, April 14–16, Employees of Tessenderlo Kerley Inc. pictured Daryl Scott2015. Learn from people who have already (TKI), of Burley, ID, celebrated Star Bottom: Employees of Tessenderlo Kerleyforged a path to the peak: management and re-approval on Oct. 9, 2014, for their celebrate Star re-approvalemployees, who in the interest of saving continued excellence in safety and health.lives and enhancing safety within their The TKI manufacturing plant sits onvaried organizations, have already scaled the approximately 40 acres. The site is locatedmountains, eliminating the obstacles placed five miles south of Burley, ID, and isbefore them, eventually to discover there is surrounded by farmland. It employs 12such a thing as safety excellence. Come learn workers who produce soil fumigant forfrom corporate executives, charged with the distribution to agricultural product retailers.day-to-day decisions affecting and shaping the Production time is limited to six to eightvery direction of their journey to excellence months a year, depending on demand.as they explain what it means to them! In Generally, production times are fromaddition, you can discover new methods and mid-February to the end of April and frombest practices utilized by those organizations, the first of June to the end of November.all of whom have successfully maintained that During extended downtime periods,engagement and level of success year after facility maintenance and improvements areyear, demonstrating continuous improvement completed. OSHA initially approved thethe entire time. Learn how VPP saves lives, facility’s VPP Star status in February 2006.saves money and builds success into an The facility has an injury and illness rateorganization. Join region IX VPP participants 100 percent below the national average forat the 2015 Safety Summit. If you want to its industry.get involved and contribute to our success bydoing a presentation, volunteering to help Congratulations to the employees ofwith conference duties or in some other way, the URS E&C office in Boise, ID, for thesimply go to the Region IX website, successful renewal of their VPP Star. Thewww.regionixvpppa.org/ and discover the Boise office first received OSHA VPP Starways in which you can contribute to our status in 2006 and is the first URS officejourney to success! to receive the recognition. This important achievement was marked at a ceremony onContributed by Mark Norton, Tuesday, Oct. 14, 2014.Ambassador to the Region IX Board “This is a significant achievementRegion X and places the Boise office among the safety elite,” said Brad Giles, energy &On Oct. 1, 2014, Idaho Cleanup Project construction (EC) senior vice president of(ICP) President and CEO, Tom Dieter, safety. “Less than 0.03% of workplaces incongratulated employees for achieving one the United States have achieved this levelmillion hours without a recordable injury of health and safety performance.” A thankfor the fourth time. In recognition of this you is extended to the Boise employees andgreat achievement, employees were treated the safety committee that assisted in the re-to a special safety appreciation lunch. In approval process.his message he praised his workers: “As youknow, most companies tout how many hours In addition, celebrations also took place atthey’ve gone without a ‘lost workday injury,’ the following sites: Potlatch Land & Lumberbut we took the challenge to take safe work of St. Maries, ID, and Everett Naval Stationmetrics to a new level of achievement. in Everett, WA.Through your dedication to ensure work Contributed by Jack Griffith, Region X Communications Committee Chairman THE LEADER vpppa.org 45

calendar of events may VPPPA Contacts february May 4–7, 2015 To reach the VPPPA National Office, call (703) 761-1146 or visit www. Jan. 12–Feb. 23, 2015 Region VI VPPPA Conference vpppa.org. To reach a particular Omni Bayfront Hotel, staff member, please refer to the VPPPA’s Got Talent Voting Corpus Christi, TX contact information below. march May 5–7, 2015 R. Davis Layne [email protected] March 2015 Region VIII VPPPA Conference Senior Advisor Doubletree Hotel Denver Tech, Registration open for the 31st Greenwood Village, CO Sara A. Taylor, CMP Annual National VPPPA Safety [email protected] & Health Conference May 13–14, 2015 Director of Operations Ext. 107 March 3–5, 2015 Region X VPPPA Conference Red Lion on the River, Portland, OR Amanda Buckner Region III VPPPA Conference [email protected] OMNI Homestead Resort, May 18–20, 2015 Senior Conference Coordinator Hot Springs, VA Ext. 112 Region I VPPPA Conference april Sea Crest Beach Motel Sarah Neely Falmouth, MA [email protected] April 14–16, 2015 Communications Manager May 18–20, 2015 Ext. 121 Region IX VPPPA Conference Grand Sierra Resort & Casino, Region VII VPPPA Conference Benjamin Massoud Reno, NV Chase Park Plaza Hotel, [email protected] St. Louis, MO Communications Coordinator46 THE LEADER vpppa.org Ext. 117 May 19–21, 2015 Charlie Doss Region V VPPPA Conference [email protected] Hilton Columbus Downtown, Government Affairs Manager Columbus, OH Ext. 113 june Tom Webb [email protected] May 30–Jun 4, 2015 Strategic Development & Member Services Manager American Industrial Hygiene Ext. 114 Conference and Expo (AIHCE) 2015 Salt Lake City, UT Jenna Shay [email protected] June 1–3, 2015 Member Services Coordinator Ext. 115 Region II VPPPA Conference Taj Mahal, Atlantic City, NJ Laura S. Rotzler, CMP [email protected] June 16–18, 2015 Advertising & Sponsorship Coordinator Region IV VPPPA Conference Ext. 111 Caribe Royal, Orlando, FL Marianne Trinh [email protected] Senior Accountant Ext. 106 Bryant Walker [email protected] Information & Data Analyst Manager Ext. 110 Courtney Malveaux, Esq [email protected] Government Relations Counsel Ext. 105

crossword puzzleFill out this crossword puzzle featuring clues on VPP, the association and content from this issue! Answers to this puzzle willappear in the spring issue of The Leader. Do not include spaces for multiple-word answers. To submit a crossword puzzleclue/answer in the next issue of The Leader, contact [email protected]. 1 2 345 67 8 9 10 11 12 13 14 1516 17 19 18 22 20 21 23 24 25 26Across Down 11. Repetition, posture and _______ are ergonomic risk factors that become 2. One of Region VIII’s goals; Government 1. The term for workers who want a job, are magnified as we age because the body _______ Committee available to work, but have dropped has had those factors impacting it over out of the workforce because they think time even in the best of conditions 6. Theme of the 2015 Region VI that no work is available or believe that Conference, “ _______ on Safety” employers think they are too old 12. Representative from Ohio’s 7th Congressional District, Bob _______ 10. To help prevent serious injuries on 2. Older workers can provide many the job, you need a comprehensive benefits, including loyalty, engagement 14. Number of completed outreach process that includes an ergonomics and _______ meetings with the Senate in 2014 improvement process, education/ training and early _______ 3. Cloudy deposit that can develop in the 15. This type of program can address lens of an eye multiple issues related to standing, 13. Limits the use of joints and creates muscle fatigue and foot pain stiffness and pain 4. By 2020, an estimated _______ percent of the labor force will be 55 and older 17. Idaho Cleanup Project President and 16. At this age, workability starts to CEO, Tom decrease at its most critical point 5. The optimal location to perform work 18. City where 2015 Region VII Conference 20. The belief that older workers cannot 7. City where the 2015 Region IV Safety will be held adjust to technology or are generally and Health Excellence Conference will resistant to change” is an example of be held 19. According to Aon’s Ageonomics an _______ stereotype diagnostic research, the two leading 8. The scientific discipline concerned with causes of injuries to knees and 21. Periods of _______ last about 50 percent the interaction among aging humans shoulders, strains/sprains and slips/trips/ longer for older people and other elements of the system within falls, can be attributed to reduced which they work strength and _______ 22. By looking at _______ trends associated with aging workers, organizations can 9. A person’s fatigue _______ is lowered if 20. The U.S. Supreme Court ruled in 2009 that develop a targeted, age-specific they experience reduced recovery time a higher standard of proof applies to strategy to prevent or reduce the for muscle endurance and get tired _______ discrimination claims than to job duration of days that older workers miss earlier in work activities bias claims based on sex or race 23. Plant manager for Hendrickson Trailer 24. The science of designing the workplace Commercial Vehicle Systems, in to fit the worker while keeping in mind the Mitchell, SD, Steve _______ capabilities and limitations of the worker 26. A proper ergonomics program can help 25. Utilizing diffusers of light sources, indirect prevent workplace _______ disorders lighting and installing a larger number of lower power and adjustable light sourcesSee page 40 for Crossword Answers from last issue. can help reduce this in a worksite THE LEADER vpppa.org 47

7600-E Leesburg Pike, Suite 100Falls Church, VA 22043-2004Tel: (703) 761-1146Fax: (703) 761-1148www.vpppa.orgVPPPA, a nonprofit 501(c) (3) charitableorganization, promotes advances in worker safetyand health excellence through best practices andcooperative efforts among workers, employers, thegovernment and communities.SCAN QR CODETO LEARN MOREABOUT VPPPA, INC.http://bit.ly/jVQcBo PRINTED ON RECYCLED PAPER Work shouldn’t hurt. Save your knees with our ergonomic products!Soft Knees Knee Pads Disposable Knee Pads Ergokneel Handy Mats Pak•A•Ladder Garden Kneeling StripExtreme Standing Mats Ergokneel Ergomotion Soft Top Aircraft Mats Pocket Kneeler Ground Blankets Surgical Lift Mat with Lanyard 888-456-3372 • www.safeworker.com