Leader - Winter 2016 Health Issue

VOLUME 3, ISSUE 1, WINTER 2016HEALTH ISSUE Obesity in the Workplace— Let’s Talk about it



infographic corner According to the Pew ResearchAccording to the Centers for Center, nearly half (49Disease Control and Prevention percent) of Americans(CDC), one in every three say they have triedAmerican adults is now marijuana, andconsidered obese, which 12 percent in the past year,is defined as having a body which the 2012 National Survey on Drug Use andmass index (BMI) of 30 or Health reports is the mosthigher, and another commonly used illicit drug in the U.S. The government40 percent survey showed thatare overweight. 18.9 million The CDC notes that Americans 12 or older the rise in the (7.3 percent) had used obesity rate has marijuana in the prior month.implications for the overall According to the most recenthealth of Americans and the statistics from the AmericanU.S. health care system. Diabetes Association, 29.1The burden on the country’s 9.3million Americans, ormedical resources and the percent of thedirect and indirect financial population,costs are estimated at about have diabetes.$147 billion Of that 29.1 million,a year and rising. 8.1 million are undiagnosed. THE LEADER vpppa.org 3

LTHEEADER CONTENTSVOL 3. ISSUE 1 WINTER 2016cover18Obesity in the Workplace—Let’s Talk about itThe baby boomers know. They remembera slimmer America. They remembera workforce of healthier people. Theyremember the oddity of obesity in our societyand our workforce. Now, there is a newworkforce of younger people who knownothing but the “normality” of obesity inschool children and in people walking themalls, the perpetual and never achievedgoal of dieting, the constant barrage of adsrecommending ways to lose weight andeat “healthy.” The truth is, obesity affects theway we work, how we work and how muchwork we can do. Obesity affects the safetyof the worker and fellow workers. It is an issuethat must be addressed by each person, bysociety and by workplaces.features8 What will Legal legalization states comply with federal 22How Can a Mediator Marijuana Cost law that maintains marijuana is illegal no Affect your Site?Employers? matter what states say? Cooperative safety programs are builtSome 23 states have legalized medical 14Remaining Drug-Free on communication and trust. Throughmarijuana, four plus the District of in Colorado—How initiatives like the Occupational SafetyColumbia have legalized the drug for a VPP Site is Handling and Health Administration’s (OSHA)recreational use, and more are likely to Marijuana Legalization Voluntary Protection Programs (VPP),follow. Both kinds of legalization have worksites experience unparalleledgiven rise to a powerful commercial The legalization of marijuana in the state involvement from labor as sites developindustry that is pursuing more customers of Colorado changed the construction employee-driven safety and healthto make more money. This creates two industry. Some companies have management systems. However,sets of problems for employers: increased determined that they will not allow the sometimes safety concerns are broughtmarijuana use—and all the costs this legalization to affect the corporate into the debate over other topics. Beforebrings in the form of accidents and lost drug policies, while others have felt the communication breaks down entirely,productivity—and costly litigation. How pressure of recruiting with a shortage of bringing in an impartial mediator cancan companies with workers in multiple trade workers and have modified their help parties find the primary sources ofstates comply with conflicting laws from drug policies. disagreement and find compromise thatstate to state? How can employers in begins to rebuild trust.4 THE LEADER vpppa.org

features continued www.vpppa.org26Diabetes Impact in work practices and providing ongoing VPPPA National Board of Directors the Workplace safety and health training and resources for all employees. ChairpersonIf you happen to be one of the 29.1 Mike Maddox, NuStar Energy, LPmillion Americans with diabetes, it may 32Chemical Hazardsnot matter to you that it is one of the most and the Workplace Vice Chairpersoncommon chronic health conditions in the Mike Guillory, SGE, The Brock GroupUnited States; it already is a very real part Thousands of workers use a variety ofof life every day at work, home and play. chemicals each day in their workplaces TreasurerBut what if you are one of the 8.1 million and at home. At work, chemicals Chris Adolfson, Idaho National Laboratoryundiagnosed cases and you are going to are used for a number of processeswork? Are you in even more danger? throughout the day, and at times can be Secretary very hazardous due to the demands of Terry Schulte, NuStar Energy, LP30Maintaining Health the processes involved. Many people are and Wellness at Big aware that some chemicals can cause Director from a Site With a CollectiveCajun II acute and chronic short and/or long-term Bargaining Agent health problems. Acute problems happen Don Johnson, Phillips 66Safety, health and wellness are key immediately after an exposure whileelements of NRG’s “STRIVE” values: chronic, long-term health problems come Director from a Site Without a CollectiveSafety, Teamwork, Respect, Integrity, from repeated chemical exposure over Bargaining AgentValue Creation and Exemplary a period of days, weeks, months or even Rob Henson, LyondellBasellLeadership. In these values, safety always years. As a result of long-term exposure,comes first as the company and the chronic health problems may not be seen Director from a DOE-VPP Siteplant embrace safety with an ultimate for years because of the time required for Stacy Thursby, Washington Closure Hanfordgoal of zero injuries and a focus on damage to develop.preventative practices. As part of their Director from a VPP Contractor/commitment to this goal, Big Cajun Construction SiteII promotes safe and healthful work Richard McConnell, Austin Industrialenvironments by communicating about at LyondellBasellsafety and health issues, utilizing safe Director-at-Largesections Bill Harkins, Chevron Phillips Chemical CompanyINFOGRAPHIC CORNER 3 Look for these topics highlighted in the top right corner of each section. Director-at-LargeGLOBAL SAFETY AND 6 J.A. Rodriguez, Jr., CSP, SGE , Raytheon HEALTH WATCH G overnment Technical Services Company LLC M embershipWASHINGTON UPDATE 7 H ealth Director-at-Large Business Kristyn Grow, CSP, CHMM, SGEMEMBER SPOTLIGHT 34 Outreach Cintas CorporationMEMBER INFO CORNER 37 Director-at-Large Kimberly Watson, SouthwireSTATE-PLAN MONITOR 38 Director-at-LargeVPPPA CHAPTER ROUND-UPS 40 Bill Linneweh, HendricksonCALENDAR OF EVENTS 43 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

global safety and health watchPlanes, Trains and Automobiles BY: BENJAMIN MASSOUD, W e begrudgingly put up with the developing a PE, it’s imperative to seek immediate COMMUNICATIONS COORDINATOR, various annoyances of travel to get treatment. Anticoagulants, or blood thinners, are VPPPA, INC. where we need to go. Delayed flights, often prescribed as treatment, more specifically undeniably frustrating, but in the whole scheme warfarin and heparin. These medications decrease6 THE LEADER vpppa.org of things, not too harmful. Bumper-to-bumper blood’s ability to clot and also stop existing traffic for a long stretch? We could all learn to blood clots from getting bigger. According to be more patient. But when traveling has the the National Heart, Lung and Blood Institute potential to affect health, that’s when action needs (NHLBI), treatment typically lasts about six to be taken, especially when it’s preventable. months, but varies from case-to-case. Of all the potential travel hazards we worry Up to 900,000 people in the U.S. could be about—inexperienced drivers, inclement weather, affected by DVT each year, according to the faulty mechanics—one would never think that Centers for Disease Control and Prevention simply remaining seated could possibly be the (CDC). Furthermore, each year, 60,000 to most harmful. Deep vein thrombosis (DVT), 100,000 people die of DVT/PE. Older-aged a blood clot that forms in a vein deep in the travelers, obese travelers and those that have body, usually in the lower leg or thigh, can pose suffered a recent injury are more at risk. However, a serious health risk to long-distance travelers. for some, it’s totally out of their control; those Caused by sitting still for a long period of time, with genetic risk factors, known as inherited DVT is experienced mostly by flight passengers thrombophilias, can also develop DVT. Long- but can also be developed riding in cars, buses distance travelers who are at risk for DVT and trains. If not treated promptly, a deep vein are recommended to talk with their doctor thrombosis can break loose and travel to the about precautionary measures including taking lungs and block bloodflow, causing a pulmonary medication and wearing properly-fitted medical embolism (PE). Common symptoms of DVT compression stockings. include warmth and tenderness over the vein, pain or swelling in the part of the body affected Because movement is crucial in avoiding and skin redness, according to the National DVT, it’s important to occasionally stand Institutes of Health (NIH). If DVT develops into up and walk around during a long flight. If a PE, unexplained shortness of breath, chest pain, you’re not permitted to stand at a given time, faster than normal heartbeat, lightheadedness or or are stuck in traffic on the road, the CDC fainting can occur. To treat DVT and to avoid advises passengers exercise their calf muscles and stretch their legs while seated. Raising and lowering the heels while keeping the toes on the floor (and vice versa), and tightening and releasing leg muscles are beneficial exercises. Most long-distance travelers don’t enjoy making pit stops on the way to their destination; the focus is on getting from point A to point B in the shortest amount of time. But the next time you’re on the road, you may want to focus more on your health and incorporate more of those stops. That may not make the ride quicker, but it will likely make it safer. References: • wwwnc.cdc.gov/travel/page/dvt • www.nhlbi.nih.gov/health/health-topics/ topics/dvt/treatment • www.nlm.nih.gov/medlineplus/ deepveinthrombosis.html#summary

washington updateBY CHARLIE DOSS, 2015, Amtrak derailment. Another change Long-Haul Trucking SafetyFORMERLY THE GOVERNMENT AFFAIRS requires information on hazardous materials Report from NIOSHMANAGER, VPPPA, INC. transported through a jurisdiction be shared with first responders before a shipment’s A National Institute for Occupational Safety andSupplements Responsible for arrival. Currently, sharing that information is Health (NIOSH) study analyzing long-haul truck23,000 ER Visits Annually only required after an incident involving the drivers in the U.S. has found cause for concern materials occurs. in an industry that employs 1.7 million people.A study led by experts from the Food and While only 2.6 percent of drivers surveyedDrug Administration (FDA) and the Centers FAA to Require Drone experienced a crash in 2010, nearly one quarterfor Disease Control and Prevention (CDC) Registration reported a near-miss within just the past week.has found that dietary supplements, including Nearly five percent reported injuries unrelated tovitamin, mineral and herbal supplements, The Federal Aviation Administration (FAA) crashes, of which more than two-thirds were notare responsible for approximately 23,000 has created an online registration process for reported to employers. Three-quarters found theiremergency room (ER) visits in the U.S., small unmanned aircraft (UAS) weighing schedules to be unrealistic in their expectationsannually. These ER visits resulted in an more than 0.55 pounds/250 grams and less at least some of the time. Additionally,estimated 2,152 hospitalizations each year. than 55 pounds/about 25 kilograms. Owners approximately one quarter of drivers admitted of such aircraft have until February 19, 2016 to continuing to drive when fatigue, weather or Unsupervised children accounted for 21.2 to register. Any UAS purchased after traffic conditions should require them to stop.percent of visits. However, the largest cohort December 21, 2015 must have been registered More information can be found at: www.cdc.gov/was 20–34 year olds. Outside of children, prior to its first flight. Online registration can niosh/updates/upd-12-11-15.html.approximately two-thirds of ER trips were be found at www.faa.gov/uas/registration.attributed to herbal or complementary Hoverboard Safety Investigationsupplements, many taken for weight loss or NTSB Warns of Oversize Loadimproved energy. These were often responsible for Vehicle Crashes The Consumer Product Safety Commissionevents including chest pain and heart palpitations. (CPSC) has launched a probe into reports ofFor those age 65 and older, the most common National Transportation Safety Board hoverboards, self-balancing motorized scooters,reason for the visits was choking or pill-induced (NTSB) has put out a safety alert for catching fire due to their lithium batteries. Thedysphagia (difficulty swallowing). motor carriers in the wake of partial bridge agency has warned consumers to take caution collapses caused by oversize load vehicle when purchasing and using the devices. Their The supplement industry is valued at $35 crashes. The agency stresses that obtaining popularity has led to many competing productsbillion per year, and more than half of U.S. proper permits and reviewing routes that coming to market quickly to take advantageadults take supplements. Under the Dietary oversize loads will be traveling can prevent without proper testing. Three major U.S. airlinesSupplement Health and Education Act of 1994, further deaths, injuries and destruction of have already banned the devices from beingsupplements are not regulated in the same infrastructure. Further information on the transported on their aircraft due to the potentialmanner as other drugs, which face much stricter alert can be found at www.ntsb.gov/news/ risk of fire. CPSC asks consumers to be sure thetesting and approval requirements. The research press-releases/Pages/PR20151209.aspx. products they purchase have been properly testedwas funded by the U.S. Department of Health with the batteries that come with the device.and Human Services and published in The NewEngland Journal of Medicine. THE LEADER vpppa.orgSafety Provisions inTransportation BillIn December 2015, President Obama signeda five-year bill for transportation funding,the first long-term bill of this type in adecade. In addition to allocating billions formaintaining the nation’s roads and railways,the legislation also includes some safety-related provisions. The maximum penalty the NationalHighway Safety Administration (NHTSA)can assess on manufacturers increased from$35 million to $105 million. Additionally,the rail liability cap for incidents grew from$200 million to $295 million with annualadjustments for inflation put in place, and wasapplied retroactively to include the May 12, 7

BY SUE RUSCHE An extended, free version of this white paper can beAND KEVIN SABET, PHD found on the home page of the National Families in Action website: www.nationalfamilies.org/. HardNATIONAL FAMILIES IN ACTION, ATLANTA, GA copies are also available. The original white paper covers additional areas including productivity and flexibilitySUMMARIZED BY SARAH NEELY factors in addition to extended discussion of the topics discussed on the following pages. Summarized withVPPPA COMMUNICATIONS MANAGER the permission of Sue Rusche, President and CEO, National Families in Action.8 THE LEADER vpppa.org

WHAT WILLLEGALMARIJUANACOSTEMPLOYERS? Some 23 states have legalized medical marijuana, and four plus the District of Columbia have legalized the drug for recreational use and more are likely to follow. Both kinds of legalization have given rise to a powerful commercial industry that is pursuing more customers to make more money. This creates two sets of problems for employers: increased marijuana use—and all the costs this brings in the form of accidents and lost productivity—and costly litigation. THE LEADER vpppa.org 9

I t is impossible to predict how much use will never been afforded to other addictive drugs, such is legalized for medical or recreational use go up since no modern jurisdiction has ever as alcohol, other intoxicants or tobacco. in various states. As litigation in these states allowed for-profit companies to produce unfolds and begins to build case law, we ask and promote recreational marijuana before In short, employers face a multitude of several questions employers must answer Colorado, Washington, Alaska, Oregon and complications in states that partially or fully now and in the future, questions that involve the District of Columbia did so. legalize marijuana. How can companies litigation, safety and compliance. with workers in multiple states comply with But at least we have experience with conflicting laws from state to state? How can Litigation marijuana use and the workplace. Fifteen employers in legalization states comply with percent of past-month users admit in the federal law that maintains marijuana is illegal There is no doubt employers will face National Survey on Drug Use and Health no matter what states say? How can employers increasing litigation costs as employees try to that at some point within the last 30 days, accommodate medical marijuana use if a drug assert rights to use marijuana on the job or they didn’t show up for work because they test reveals an employee’s protected status as after hours, even though research suggests they “just didn’t want to be there.” That is far per some state laws and the employee demands may be impaired at work the next day.2 more than for the population overall (7.4 accommodation of his or her medical use? How percent) or for alcohol users (7.9 percent).1 much is it going to cost employers to sort all this The U.S. Supreme Court held in Gonzales v. The new and potentially more troubling out through litigation? Raich that possession of marijuana is illegal under problem is marijuana-related litigation that the U.S. Controlled Substances Act whether or could undermine labor flexibility and efforts On the one hand, they face costs to defend not a state legalizes the drug for medical use. to keep the workplace drug-free, in some their obligation under federal laws to maintain Further, in Casias v. Wal-Mart Stores, Inc., cases possibly even with regard to safety- safe environments and drug-free workplaces. On the Sixth Circuit held that “private employees sensitive positions. the other, they face costs to respond to lawsuits are not protected from disciplinary action as a from employees and the general public if they result of their use of medical marijuana, nor are The crux of the problem is that even though knowingly jeopardize public safety through private employers required to accommodate the legalization advocates claim they want to “regulate negligent hiring or discrimination as pressure to use of medical marijuana in the workplace.”3 marijuana like alcohol,” in reality they are writing accept marijuana use by employees intensifies. Since 2008, California, Montana, Oregon laws that give marijuana and marijuana use and Washington state supreme courts have protected status in the workplace—status that has This white paper examines the complexities upheld employers’ rights to terminate medical employers are facing, or will face, as marijuana10 THE LEADER vpppa.org

marijuana users who fail drug tests.4 However, “reasonable and necessary medical care,” and How long employeesall of these findings have been based on the fact that Ben’s Automotive Services must reimburse who use marijuanathat marijuana is illegal under federal law no Mr. Vialpando for his medical marijuana during off hours arematter what states do. Members of Congress have through its insurance company, Redwood Fire impaired is a critical,introduced bills to remove marijuana from the Casualty. Both companies argued in lower unresolved question.U.S. Controlled Substances Act to allow states courts that buying marijuana for Mr. Vialpando Litigants maintain theyto “experiment” with marijuana policy. Should would force them to break federal law. The are not impaired, butthis happen, the basis for these decisions will no New Mexico Court of Appeals disagreed, and some research suggestslonger be valid. the state Supreme Court allowed that decision otherwise. Typical to stand.7 Unless or until appealed to federal marijuana smokersDoes firing an employee who tests courts, this means New Mexico employers must experience a “high”positive for marijuana violate anti- cover medical marijuana costs for employees that lasts about twodiscrimination laws? who use it due to job-related injuries. hours. Behavioral andA new case in New Mexico seeks protective physiological effectsstatus for medical marijuana use based on that It should be noted here that in the 1980s, generally return tostate’s Human Rights Act, which prohibits the U.S. Food and Drug Administration baseline three to fivediscrimination against people with serious (FDA) approved two medicines made of hours after use beginsillnesses. A woman with a state-issued medical synthetic THC for treating chemotherapy- but some memorymarijuana card lost her job when she failed a related nausea and AIDS wasting. Further, impairments, such asdrug test at Presbyterian Health Services. cannabinoids, alone or in combination, the ability to filter out extracted from marijuana and purified, are irrelevant informationAre employees who use marijuana currently in clinical trials in the U.S. Such and the speed withoff the clock impaired when they medicines are perfectly appropriate for which people processcome to work? employers to include in their formularies information, can last upSome studies indicate they are, but no scientific because they have met the rigorous safety and to 24 hours after use.6measure of impairment similar to that of efficacy requirements of the FDA.alcohol has been established, and experts predict THE LEADER vpppa.orgnone will be.5 How long employees who use Must employers pay unemploymentmarijuana during off hours are impaired is a compensation to employees firedcritical, unresolved question. Litigants maintain for failing a marijuana drug test?they are not impaired, but some research Another decision handed down by thesuggests otherwise. Typical marijuana smokers Michigan Court of Appeals in late Octoberexperience a “high” that lasts about two hours. 2014 found that employees approved by theBehavioral and physiological effects generally state to use medical marijuana are entitled toreturn to baseline three to five hours after use unemployment compensation if they were firedbegins but some memory impairments, such as for failing a drug test.8the ability to filter out irrelevant informationand the speed with which people process Safetyinformation, can last up to 24 hours after use.6 Various federal laws require all employers toMust employers pay for employees’ provide a safe and healthy work environment,medical marijuana if they are and those with certain safety-sensitive jobsinjured on the job? or who have federal contracts or grants, toIn New Mexico, the answer is now “yes.” By maintain a drug-free workplace. Employersdeclining to hear an appeal in October 2014, the whose businesses are related to public safetyNew Mexico Supreme Court allowed a landmark and security must be able to ensure theircase to stand. In Vialpando v. Ben’s Automotive employees are not impaired while at work.Services, employee Gregory Vialpando suffered Otherwise, employers face litigation of aan accident that severely injured his back in 2000. different sort: lawsuits caused by impairedThirteen years later, he filed an application with employees that involve injuries or deathsa workers’ compensation judge claiming that among fellow employees or the general public.his former employer should pay the cost of themedical marijuana he uses for pain as part of his The need for drug testing to keep employeesworkers’ compensation benefits. drug-free originated from an aircraft accident on the USS Nimitz in 1981 that killed 14 people, The workers’ comp judge ruled that New injured 48, destroyed 7 planes and damagedMexico’s medical marijuana program constituted 11 more at a cost of $150 million. Marijuana was a contributing factor: six of those who died had metabolites of the drug in their bodies. 11

Most of the new A Department of Defense (DOD) survey of now that the drug is legal, employees should be marijuana legalization military personnel the year before had shown able to use medical marijuana every day11 and laws have not been that 28 percent of service members used an recreational marijuana off the clock throughout tested. Employers are illegal drug in the past 30 days; in some units, the week. A handful of well-funded national in for several years use was as high as 38 percent. The military began organizations are not just working to get of legal challenges developing and implementing drug-testing rid of marijuana laws. They are also helping on many different programs to reduce use among service members. marijuana users file lawsuits to expand the right fronts as legalization By 1985, past-30-day drug-use among military to use the drug before and after work, even in advocates attempt personnel had dropped to 10 percent; by 1988, workplaces required by federal law to drug test to assert heretofore to 5 percent. Based on this unfolding success in employees in safety-sensitive positions.12 prohibited “rights” in the military, President Reagan issued an executive the workplace. An order that mandated drug testing for all federal Alaska proponents placed a provision in emerging marijuana civilian employees in 1986.9 their 2014 recreational marijuana legalization industry will intensify initiative stating that employers would not have such efforts, as it tries Two years later, Congress passed legislation to accommodate marijuana. That was one of the to expand the market requiring contractors and grantees that main talking points they used to persuade voters to increase its profits. receive federal money to maintain drug-free to adopt the measure. But less than a week after workplaces. The Drug Free Workplace Act the initiative passed, sponsors began expressing12 THE LEADER vpppa.org does not require drug testing; however, various “concerns over workers being unfairly punished federal agencies do. For example, the DOD for using marijuana recreationally,” saying that and the U.S. Department of Transportation “they [the sponsors] hope a dialogue can be (DOT) require drug testing for employees in started about how to protect workers’ freedoms safety-sensitive jobs in the military and the outside of the workplace.”13 transportation industry.10 How can employers ensure safety Must employers required by DOT and if they must show impairment rather other agencies to drug-test workers than the presence of marijuana in in safety-sensitive jobs, exempt those the body? using medical marijuana? Proponents have put language in some state This is a question currently being litigated in laws that require employers to demonstrate New Jersey. New Jersey Transit is required by impairment,14 rather than the presence of the Federal Railroad Administration (FRA) and marijuana in one’s system, before taking action the Federal Transit Administration (FTA) to against the employee. Again, with no scientifically randomly drug test all employees in safety- acceptable test available to determine when sensitive positions to ensure they are drug-free. an employee is impaired by marijuana and no agreement on what level of THC in the blood Charlie Davis was bumped from his denotes impairment, proponents are opening desk-job at New Jersey Transit and applied another battle in their war against drug testing, for a position as block operator in the transit this one, at least at present, unwinnable from the company’s railroad division. A few months employers’ perspective. earlier, he obtained a state-issued medical marijuana card to use the drug for relief of Challenges to drug-free workplace programs, leg pain he suffered. When he applied for the if successful, will endanger all kinds of block operator position, he had to take a drug workers, thinkers as well as doers, who must test, which came back positive. He had told the be clearheaded on the job to avoid accidents or medical officer he might fail the drug test and mistakes that can hurt fellow workers and the had shown her his medical marijuana card, but general public. Construction industry workers, it was too late. As per its policy, the company heavy equipment operators, utility company suspended him without pay and sent him to linemen and linewomen, nuclear power rehab, which it financed. New Jersey’s medical plant workers, security-industry employees, marijuana law specifically states that nothing accountants, stockbrokers and a host of in the act requires employers to accommodate others face elevated risks to safety from fellow the medical use of marijuana in any workplace. marijuana-impaired employees. Nonetheless, Mr. Davis is suing the company for discrimination. Until scientists determine what level of THC in the brain and body denotes impairment Advocates are challenging the very precept and invent a test to detect it, the solution of a drug-free workplace. Once they persuade for employers remains a positive drug test, a state to legalize marijuana, they insist that ensuring abstinence.

Compliance federal law, it will take many years to undo this www.stopdruggeddriving.org/pdfs/How can employers with case law. This gives employers time to bring HCommentaryMarijuanaandDruggedDriving their policies up-to-date while the legalization 61013.pdf. Accessed December 5, 2014.employees in multiple states battles are fought on several fronts. 6. See National Highway Traffic Safetycomply with marijuana laws that Take Action to Protect Administration, Marijuana. www.nhtsa. your Workplace gov/people/injury/research/job185drugs/differ from state to state and with cannabis.htm. Accessed November, 2014. Become aware of the safety risks associatedfederal law? with marijuana use and develop strategies to 7. Milan Simonich. “Insurer, business mustIt is clear that employers should have a standard control the risk. At some companies, the risks cover medical pot for injured worker.”drug testing policy regardless of differing state will be greater due to the nature of the work The New Mexican, October 6, 2014.laws. In Seafreeze Cold Storage v. Teamsters being performed. Employers whose workers www.santafenewmexican.com/news/local_Local No. 117, a union employee who tested operate motor vehicles or machinery and those news/insurer-business-must-covermedical-positive for marijuana after a random drug test who must rely on employees’ clear-headedness, pot-for-injured-worker/article_1b550cc8-was not terminated because there was no drug coordination and concentration, could face 1be4-5873-a033-c807b7edb865.html.testing policy in place. Since the employee, then, an increased risk of injury or costly mistakes Accessed December 5, 2014.could only be terminated for “just cause,” and if their employees are under the influence ofthe employer could not prove impairment, the marijuana. Impaired workers who operate 8. Bill Laitner, “Appeals Court: Medical Potemployee was not fired. heavy machinery or handle hazardous materials Users Can Get Unemployment,” Detroit Free could cause even more serious harm: they Press, October 24, 2014. www.freep.com/ But this gets complicated when state laws may be more likely to jeopardize the health story/news/local/michigan/2014/10/24/differ on employee protections. In Connecticut, and safety of coworkers and the public. Once medical-marijuanamichigan-unemployment-Maine, Rhode Island and Illinois, for example, risks are identified, employers are expected to compensation/17866619/. Accessedemployers cannot terminate an employee simply minimize risk under the general duty of care December 5, 2014.for being a medical marijuana patient. So there requirements of the Occupational Safety andis a potential scenario where one employee of a Health Administration (OSHA) Act. 9. Office of the Under Secretary for Personnelmulti-state business would be allowed to work and Readiness, “Military Drug Programwhile holding a medical marijuana card, while Make management decisions about how to Historical Timeline.” prhome.defense.gov/another employee of that same business in a handle various scenarios that could arise as new MilitaryDeputy/PRRO/DDRP/Timeline.aspx.different state would not be allowed to do so. situations unfold in the future. Revise your drug- Accessed December 5, 2014.And if the protected employee tests positive for free workplace policy accordingly. Be flexible andmarijuana, even more complications arise. adapt your policy to changing circumstances. 10. National Drug Screen Manual, Train your managers about your new policies www.nationaldrugscreen.com/What Can Employers Do? and subsequent changes you may have to make dfmanualcompliance.html. Accessed depending on the shifting marijuana landscape. December 5, 2014.Most of the new marijuana legalization laws Have your managers inform your workforcehave not been tested. Employers are in for about each change, explain why each is necessary, 11. Indeed, Americans for Safe Access bases itsseveral years of legal challenges on many and explain how each protects workers, their advocacy on the belief that “safe accessdifferent fronts as legalization advocates families and the public. to medical cannabis is a human right” andattempt to assert heretofore prohibited “rights” vows to achieve safe and legal access toin the workplace. An emerging marijuana References: medical marijuana for all Americans.industry will intensify such efforts as it tries to www.safeaccessnow.org/about_asa.expand the market to increase its profits. 1. The specific wording of the question is, Accessed December 5, 2014. “During the past 30 days, that is from To protect themselves, employers must keep [DATEFILL] up to and including today, how 12. The National Organization for the Reform ofabreast of changing laws and the changing many whole days of work did you miss Marijuana Laws (NORMLhttp://norml.org/),marijuana landscape as new marijuana products because you just didn’t want to be there.” the Drug Policy Alliance (DPA-www.and services are developed that threaten drugpolicy.org/), and the Marijuana Policyworkers, their families and the public. A good 2. Leirer VO1, Yesavage JA, Morrow DG. Project (MPP-www.mpp.org/) are the threeplace to start is National Families in Action’s Marijuana carry-over effects on aircraft pilot largest national organizations advocatingThe MarijuanaReport.org, which tracks daily performance. Aviat Space Environ Med. for the full legalization of marijuana and,marijuana news nationwide and publishes 1991 Mar;62(3):221-7. eventually, all illicit drugs. Accessed“The Marijuana Report,” a weekly e-newsletter December 5, 2014.featuring the top stories posted to the website 3–4. Barbara L. Johnson, Edward Cadagin,the previous week. and Peggah Sadeghzadeh. “Out of Joint: 13. “Municipalities have authority to ban pot How the Growing Disconnect Between businesses,” Anchorage KTUU TV, November Remember that no matter how many states Federal and State Marijuana Laws Impacts 6, 2014. www.ktuu.com/news/news/legalize some form of marijuana, the drug is Employers.” Daily Labor Report: The Bureau municipalities-have-authority-toban-pot-still illegal under federal law. Case law creating of National Affairs, Inc., 2013. businesses/29593820.safe and drug-free workplaces that protectemployers as well as employees and the general 5. Says Dr. Robert DuPont, MD, “The science 14. Arizona and Delaware, for example, barpublic, has been developed over more than a on this issue is clear: it is not possible to employers from discriminating againstquarter of a century. Unless Congress changes identify a valid impairment standard for medical marijuana users solely based on use. marijuana or any other drug equivalent Employers in these states can only act on to the 0.02 g/dl limit for alcohol.” a positive drug test if the employee “used, possessed or was impaired by marijuana on the premises of the place of employment or during the hours of employment” or failing to do so would jeopardize an employer’s “monetary or licensing related benefit under federal law or regulations.” See ARS 36-2813 and Del. Code Title 16, § 4905A. Accessed December 5, 2014. THE LEADER vpppa.org 13

DREMRAUINIGNG-FREE IN COLORADO How a VPP Site is Handling Marijuana Legalization14 THE LEADER vpppa.org

BY A VPPPA-MEMBER SITE IN COLORADO THE LEADER vpppa.org 15

Some of the lesser-known For legal reasons and to protect anonymity, the make everyone feel better about the changes aspects of the laws name of the VPPPA-member site that contributed being made. However, it was not all as depicted include that it is illegal this article is not being revealed, nor is its author. on the news. to purchase, possess Many VPP sites are grappling with the issue of or use marijuana if you legal marijuana and maintaining safety in the While the general news seems to depict are under the age of 21 workplace but none more so than the four states a free-for-all, there are some modified laws (similar to alcohol), it is and the District of Columbia where recreational associated with the legalization. Some of illegal to use marijuana use has been legalized. The federal government is the lesser-known aspects of the laws include in public and it is illegal handling this issue in a simple way: marijuana that it is illegal to purchase, possess or for the marijuana to use is still illegal at the federal level, therefore; it is use marijuana if you are under the age of leave the state. still illegal for employees to use the drug under any 21 (similar to alcohol), it is illegal to use circumstances. This approach may work for some marijuana in public and it is illegal for the16 THE LEADER vpppa.org companies, especially those employing workers in marijuana to leave the state. safety-sensitive positions. The issue remains that marijuana use is legal on a state level and any Even with these rules in place, many instances of litigation brought to a state court are employers felt that they were exposing their going to be subject to state laws and likely subject employees to unnecessary risks during this to multiple appeals. Additionally, finding people time of transition. Many were unsure if they who are drug-free in a state where marijuana has could hold their drug policies in place, if been legalized is proving to be a challenge for sites they would have to allow marijuana within committed to maintaining a drug-free workplace. their tolerances or if the medicinal marijuana would have to be allowed. T he legalization of marijuana in the state of Colorado changed the construction Within construction, this proved to be industry. Some companies have a potential game-changer. Most general determined that they will not allow the contractors and major subcontractors are legalization to affect the corporate drug notorious for a no-tolerance policy when it policies, while others have felt the pressure of comes to drugs. What these companies do recruiting with a shortage of trade workers, for a living is extremely dangerous and the and have modified their drug policies. overall consensus was that it would further endanger employees if drugs were a factor. During the initial time of legalization, many Furthermore, the most “readily available” employers were unsure if they would have to technology for drug screening has been urine modify their policies. There were many cases of analysis (UA). Most drugs can be detected employees stating that they had the “right” to long after the “high” through a UA. This is use marijuana because it was legal and that it especially true for marijuana. was “none of the company’s business what they do in their free time.” While watching the legalization process unfold, these were factors that our corporation There was a surge of new residents to the had to consider. Our ownership strongly state. The tax revenue looked great. The money believed that marijuana would not be was promised to schools and that seemed to legalized, and then believed that because it was still against federal law, we did not have to acknowledge the legalization. However, many

employees expressed their distaste for this organization’s newsletter, through benefit Through statistics inpolicy remaining in place. explanations from human resources and our state, we have through communication in orientation and seen an increase in Last year, a major company in the state site specific orientation, the policies are being crime, an increasewas sued by an employee who had failed a reiterated in order to ensure that employees in homelessness,drug test for marijuana. The employee had are well informed that the organization does an increase in “no-a prescription for medicinal marijuana and not allow marijuana use. longer-seeking-work,”the employer had a “no-tolerance” policy. unemployment numbersEmployers held their breath as his case Currently, pressure is coming from other and an increase inwas heard by the Supreme Court. It was states as well. Colorado has been sued by suicide attempts.determined by the Supreme Court that while Oklahoma and Nebraska because of themarijuana is legal in Colorado, you can legalization and the increased “bootlegging”still be fired for using it. This empowered that they have seen. Although the Supremeorganizations to decide how to proceed with Court has not yet heard the case, thetheir drug enforcement policies. potential of additional inter-state feuding could add pressure to employers and to the Marijuana is still against federal law. As a government to clearly outline the policiesfederal contractor and an OSHA VPP site, associated with the legalization of marijuana.our organization decided to maintain its drug While the litigation at the federal level ofpolicies and to not make any alterations after marijuana and states’ rights continue tothe legalization of marijuana. While this has evolve, it has become increasingly importantbeen a challenge from a recruiting point of for the organization to remain flexible in ourview, the organization has determined that they communication of policies and proceduresdo not want to endanger their employees or and in updating our employees.lose their federal contracts. 䬀䔀夀吀刀伀䰀䰀䔀刀 Because of the potential issues that wecould face in recruiting and retention, 匀䴀䄀刀吀䤀 䬀倀㄀ 眀眀眀⸀欀攀礀琀爀漀氀氀攀爀⸀挀漀洀     㠀㄀㌀⸀㠀㜀㜀⸀㐀㔀　　there have been some policy changes withinhuman resources. Drug testing policies may 吀栀攀 圀漀爀氀搀ᤠ猀 䴀漀猀琀 䄀搀瘀愀渀挀攀搀 䤀渀挀椀搀攀渀琀 䌀愀洀攀爀愀 not have changed, but the organization hasimplemented a strong employee assistance ㌀䜀⼀㐀䜀⼀圀椀䘀椀 嘀椀搀攀漀⼀䐀愀琀愀 吀爀愀渀猀昀攀爀⨀ ⨀伀瀀瀀漀渀愀氀 ⠀洀漀搀甀氀攀 渀漀琀 椀渀挀氀甀搀攀搀⤀program to assist employees with counselingor other needs should they feel that they 䈀甀椀氀琀ⴀ椀渀 䜀倀匀are suffering from addiction to marijuana.Additionally, the organization now works 䈀甀椀氀琀ⴀ椀渀 䴀椀挀 ☀closely with a clinic in order to utilize a ㌀ⴀ䄀砀椀猀 䜀ⴀ匀攀渀猀漀爀saliva test to find out if the employee is highat work or if the identified marijuana is from 㜀㈀　瀀 䠀䐀Ⰰ ㌀　䘀倀匀previous use. 㘀㐀䜀䈀 匀琀漀爀愀最攀 䌀愀瀀愀挀椀琀礀 ㈀渀搀 䌀愀洀攀爀愀 伀瀀瀀漀渀 ☀ Through statistics in our state, we have 䄀氀愀爀洀 椀渀⼀伀甀琀 吀爀椀最最攀爀猀seen an increase in crime, an increase inhomelessness, an increase in “no-longer- 嘀椀搀攀漀 䄀挀挀漀甀渀琀愀戀椀氀椀琀礀℀seeking-work,” unemployment numbers andan increase in suicide attempts. For these 䤀洀愀最椀渀攀 愀渀 愀戀甀猀椀瘀攀 漀瀀攀爀愀琀漀爀 猀洀愀猀栀椀渀最 爀愀挀欀猀 漀爀 猀瀀攀攀搀椀渀最 琀栀爀漀甀最栀 礀漀甀爀 昀愀挀椀氀椀琀礀℀ 圀椀琀栀 琀栀攀 匀䴀䄀刀吀䤀Ⰰ reasons, we have increased our benefits to 礀漀甀 眀椀氀氀 爀攀挀攀椀瘀攀 愀 氀漀眀 爀攀猀漀氀甀甀漀渀 挀漀瀀礀 漀昀 琀栀攀 攀瘀攀渀琀 琀漀 礀漀甀爀 挀攀氀氀 瀀栀漀渀攀 漀爀 攀洀愀椀氀 愀挀挀漀甀渀琀㬀 眀椀琀栀 琀栀攀 our employees for mental health and we have 漀瀀瀀漀渀 琀漀 爀攀焀甀攀猀琀 愀 昀甀氀氀 爀攀猀漀氀甀甀漀渀 瘀椀搀攀漀⸀ 吀栀攀 匀䴀䄀刀吀䤀 䬀倀㄀ 眀椀氀氀 愀氀氀漀眀 礀漀甀 琀漀 瘀椀攀眀 愀 ᰠ氀椀瘀攀 昀攀攀搀ᴠ 漀昀 increased our “wellness program” benefits 琀栀攀 挀愀洀攀爀愀 眀椀爀攀氀攀猀猀氀礀℀to encourage healthy lifestyles. We haveencompassed spouses and children into the 吀栀攀 匀䴀䄀刀吀䤀 䬀倀㄀ 栀愀猀 漀渀攀 椀渀琀攀爀渀愀氀 愀渀搀 攀砀琀攀爀渀愀氀 挀愀洀攀爀愀 眀椀琀栀 ㌀㘀ⴀ栀漀甀爀⨀⨀ 挀漀渀渀渀甀漀甀猀 愀渀搀 猀愀瘀攀搀 eligibility for these programs as a belief that 椀洀瀀愀挀琀⼀猀瀀攀攀搀 愀戀甀猀攀 攀瘀攀渀琀 瘀椀搀攀漀⸀ 䤀洀瀀愀挀琀 愀渀搀 猀瀀攀攀搀椀渀最 攀瘀攀渀琀 瘀椀搀攀漀猀 愀爀攀 琀爀愀渀猀洀椀椀攀搀 眀椀爀攀氀攀猀猀氀礀 瘀椀愀 home-life and work-life are related. A healthy ㌀䜀⼀㐀䜀 漀爀 圀椀䘀椀 ⠀愀搀搀椀椀漀渀愀氀 洀漀搀甀氀攀 爀攀焀甀椀爀攀搀⤀⸀lifestyle at home leads to a healthy lifestyleat work. ⨀⨀ 刀攀挀漀爀搀椀渀最  洀攀猀 眀椀氀氀 瘀愀爀礀 戀愀猀攀搀 甀瀀漀渀 匀䐀 䌀愀爀搀 猀椀稀攀 愀渀搀 昀爀愀洀攀爀愀琀攀 During this period of change, it has been 眀眀眀⸀欀攀礀琀爀漀氀氀攀爀⸀挀漀洀      猀愀氀攀猀䀀欀攀礀琀爀漀氀氀攀爀⸀挀漀洀      ⠀㠀㄀㌀⤀ 㠀㜀㜀ⴀ㐀㔀　　critical to keep workers informed on whatthe organization’s policies are and whythese decisions have been made. Throughconsistent communication utilizing the THE LEADER vpppa.org 17

OBESITY IN WORK18 THE LEADER vpppa.org

THE BY BRENDA WIEDERKEHR, CSC OWNER OF ACCESS COMPLIANCE, VICE PRESIDENT OF ACCESS HEALTHPL ACE—SYSTEMSANDVPPPAREGIONIICHAIRPERSONLet’s Talk about it The baby boomers know. I n the midst of this situation, why talk about They remember a slimmer the workplace? After all, what we eat and America. They remember a how we eat is a personal matter. The truth workforce of healthier people. is that the adult worker spends the majority They remember the oddity of of his or her waking hours at work. Obesity obesity in our society and our affects the way we work, how we work and workforce. Now, there is a new how much work we can do. Obesity affects the workforce of younger people safety of the worker AND fellow workers. It is who know nothing but the an issue that must be addressed by each person, “normality” of obesity in school by society and by workplaces. children and in people walking the malls, the perpetual and What are the facts? never-achieved goal of dieting and the constant barrage of The United States transformed over a period ads recommending ways to lose of about 35 years from the mid 1970s to the weight and eat “healthy.” beginning of this decade, to the overweight nation. The average U.S. inhabitant is now 24 pounds heavier than their counterparts in the 1960s. The obesity rate in the United States doubled over this period of time. The rate is now rising at a slower rate, likely due to a combination of the knowledge we have about the existing problem and the genetic THE LEADER vpppa.org 19

From a health pool of our society. In 2011–2012, we, as a • In addition, if the BMI is greater than 40, standpoint, 80 nation, had an obesity rate of 34.9 percent. it is referred to as extreme obesity or morbid percent of obese This year, it is predicted to be about 40 obesity, also known as Grade 3 obesity. adults suffer from percent. In addition, 68.6 percent of the diabetes, coronary population is considered overweight which So how does this translate, and artery heart disease, means that they don’t have a normal body what does it mean for us and for elevated cholesterol, weight. Of those individuals, 34.9 percent is the workplace? hypertension, gall considered to be obese. Of those considered bladder disease or to be obese, 6.9 percent is considered to be From a health standpoint, 80 percent of obese osteoarthritis. morbidly obese. What was once a medical adults suffer from diabetes, coronary artery heart oddity is now commonplace. The problem is disease, elevated cholesterol, hypertension, gall20 THE LEADER vpppa.org more prevalent for women than men. bladder disease or osteoarthritis. Forty percent have two or more of these conditions. It is Let’s define these terms. We use a tool to estimated that obesity causes approximately look at the relationship of sex, height, weight 400,000 premature deaths each year. The and age called the Body Mass Index, or BMI. impact of obesity on a person is estimated as the In 1995, the World Health Organization same as adding 20 years of aging. (WHO) adopted this as the tool to measure body status. The BMI does not distinguish From a financial standpoint, one estimate whether someone stores their fat under the cited that obesity is responsible for 27 skin or internally under the muscle. It is percent of our healthcare costs, a significant calculated knowing the person’s age, sex, portion of health insurance premiums being height and weight with a specific formula. paid and obese individuals are calculated One can easily find BMI calculators online or to have 37 percent higher healthcare costs via apps, many of which are available for free. than non-obese individuals. In one study, workplace absenteeism rates of severely obese The Centers for Disease Control and women (BMI >40) were more than double Prevention (CDC) offers the following the rates of women who are in the healthy interpretation levels: weight range. Workers with a BMI > 35 • If your BMI is less than 18.5, it falls within suffered the greatest number of work-related limitations. Statistical calculations estimate the underweight range. that this results in a 4.2 percent decrease • If your BMI is 18.5 to 24.9, it falls within in productivity due to health issues, which calculates out to $506/worker due to loss in the normal or healthy weight range. productivity. In aggregate, the estimated cost • If your BMI is 25.0 to 29.9, it falls within of obesity in the workplace is calculated in one study as: the overweight range. • If your BMI is 30.0 or higher, it falls within the obese range

• For men: $322 for the overweight worker, distorted. There is a great deal of emphasis committees should be expanded to include $6,087 for grade 3 obese levels on eating healthy foods. There are many topics about walkability of the workplace foods marketed as low-fat, far-free or low- and about providing lower calorie food for• For women: $797 for the overweight worker, cholesterol. It is true that many of these employees as well as a myriad of strategies $6,694 for grade 3 obese levels. foods may have less chemical content, less that employees and management should This results in a total cost to the U.S. processing and even less or no fat, but the implement to lower obesity rates as one would message for obesity is actually a story about try to lower accident rates by promoting aeconomy of 73.1 billion dollars. In fact, calories, not these other heavily-touted healthy weight culture in the workplace. Thisworkers with a BMI>35 make up 37 percent qualities of our food. The number of calories may be the most powerful way of dealing withof the population but cause 60 percent of the we take-in each day minus the number we a vulnerable workforce.excess costs. burn or excrete is a major determinant of our weight. So if you eat a “healthy” energy After all, what do you do with the EMT What about safety? One study found that bar with 180 calories in it, believing that it who was hired at 25-years-old with a BMI ofseverely obese truckers had a 50 percent higher is making you healthier, if it results in excess 23, is now 45 with a BMI over 40 and haschance of getting into an accident in the first calories, this energy bar is hurting you and trouble carrying a stretcher down the stairstwo years on the job than drivers of a normal will cause your weight to increase. If you or running out to get equipment? Do weweight. In another study of 69,515 public eat a no-fat item that has 320 calories in begin to set minimal physical capacity levelssector employees, the overall occupational it, and this is over your daily requirements for job descriptions as part of hiring withinjury rate was 21 percent higher in the based upon the other foods that you eat, it ongoing annual assessments? Do we establishobese population versus the normal weight will cause you to gain body fat. Trying to rehabilitation programs rather than wellnesspopulation. Clearly, there is significant risk in get past the marketing hype for selling food, programs to get workers back to a standardthe presence of an obese-aging workforce that to understanding how our bodies deal with of fitness for duty? These are discussionswas not there a few decades ago. what we eat must emphasize calorie intake for safety committees. These are discussions for the obese population. for labor management meetings. These areHow can we deal with this? discussions for focused, action-planning What else can be done, meetings. These are things we have not talkedThe first thing to do is recognize that new particularly in the workplace? about, and what was once rare is now normalemployees just entering the workforce in our workplaces and our homes.consider obesity to be a normal state of During the latter-half of the last century, thereexistence, but not a normal state of health. was a truly outstanding effort to promote a The message is this: obesity affectsSocial norms and political correctness have positive safety culture in the workplace. During not only the individuals, but also thosemade the problem much more difficult to that time, the concepts of workplace-safe that surround them. Wellness programsaddress. Social pressures are far less intense behaviors, safety audits, safety committees, are vehicles to promote information andand personal. Restructuring of what is management buy-in, peer review, safety practices establish goals, but have had very limited“normal” should be considered in any and equipment purchase for safety engineering impact. It is time to alter the workplaceattempt to address this problem. of workplaces were among a few of the ideas “culture.” The strategy should be a business used in an attempt to lower accident and matter. From boardroom to lunchroom, One approach that has been used in and illness rates in the workplace. They were largely each company should incorporate theoutside of the workplace has been to promote successful. A safety officer, and even the average hazards of obesity into every level of policywellness. There have been waves of wellness employee, would cringe at the workplaces of and behavior. One of the best ways to doprograms and products marketed to employers the 60’s due to all of the advancements made this is to re-examine your safety programsto create a healthy workforce. They may in creating a safe workplace for today’s worker. and redevelop them to include an obesityinclude classes, personal instruction, personal Employers and employees both learned that component. Human resources’ involvementtrainers, gym memberships, online education preventing an accident was far less costly that in wellness management has significantprograms, online monitoring programs, treating one. limits if the culture in the company is notincentives and goal programs, rewards modified. Redefining what is normal andprograms and negative incentives such as What has entered into the conversation acceptable for a job is the key to helpingpenalties for certain lifestyle habits. People are now, regarding the “obesity in the workplace” turn back this tide, not just for the oldergiven meters to measure footsteps or distances discussion, is to adapt this program, to piggy- workers who already suffer from obesity, butwalked. There are even work stations built back it to encompass obesity as a particular more importantly, for the younger workerson treadmills. The CDC offers various tools. safety hazard of interest. This means getting who do not remember what a fit workforceThey developed the 2008 Physical Activities management and labor buy-in to address looked like.Guidelines for Americans as part of what they the issue of obesity as a workplace hazard, torefer to as the Healthier Worksite Initiative. consider obesity as a factor in post-accident Brenda Wiederkehr, CSC, has been a VPPPA analysis, to consider obesity in administrative Wellness programs have been around for and engineering controls and to make member since 2002 and is currently theover 30 years. We are often bombarded by weight loss a focal issue in the safety culturethem, and yet, the hard reality is that studies of an organization. Discussion from safety vice president at Access Health Systems, theperformed to identify their effectivenesshave found little to offer for results. People Owner of Access Compliance and the VPPPAmay have some initial enthusiasm, but oftenlose interest. Sometimes the message is Region II Chairperson. THE LEADER vpppa.org 21

BY CHARLIE DOSS AND THE VPPPA LABOR MANAGEMENT COMMITTEE22 THE LEADER vpppa.org

MediatorHOW CAN A AFFECT YOUR SITE? Cooperative safety programs are built on communication and trust. Through initiatives like the Occupational Safety and Health Administration’s (OSHA) Voluntary Protection Programs (VPP), worksites experience unparalleled involvement from labor as sites develop employee-driven safety and health management systems. However, sometimes safety concerns are brought into the debate at the expense of other topics. Before communication breaks down entirely, bringing in an impartial mediator can help parties find the primary sources of disagreement, and find compromise that begins to rebuild trust. THE LEADER vpppa.org 23

Worksites shouldn’t T he Voluntary Protection Programs listen to both sides,” Johnson says. “One thing delay when debating Participants’ Association (VPPPA) I always try and do is to get the sides separated mediation. The sooner offers mediation services to its members first. Meet with one and then the other. Because an outside perspective as a resource. Members of its Labor and when they sit together, there seems to more of a is sought, the better. Management Committee have been trained contentious attitude.” by the Federal Mediation and Conciliation24 THE LEADER vpppa.org Service and other organizations to foster Jack Griffith, union safety/Hanford Site dialogue and resolve disputes between VPP representative for CH2M Hill Plateau employers and employees. In the following Remediation Company in Richland, WA., pages, a couple members of the committee has gone through different trainings related to share their experiences with mediation and mediation throughout his career. He agrees that why bringing in a mediator could break a listening is key to that training, “A lot of the stalemate in negotiations. training deals with different types of scenario and how you respond. The biggest thing they’re Don Johnson, chairperson of the VPPPA going to teach you? Listen. Listen to both sides. Labor and Management Committee, is a Take notes. Let them work out the resolution. member of Operating Engineers Local 399 and Don’t try to be the person that’s giving the works with Phillips 66 in Roxana, IL. He went recommendation, but let them work it out. In a through mediation training at VPPPA’s national nutshell, that’s what they’re trying to get you to conference in 2008, and received conflict do in mediation training.” resolution training through a prior employer. He shared that his experience with mediating “And that is why the mediation, if it is for a worksite begins with one step: listening. handled right, forces them to listen to both “The first thing that you do, you sit there and sides,” Johnson declares. “And it’s like anything else, in union and management or any type of relationship, there has to be “give” on both sides. Neither one can stay at their farthest point, they’ve got to meet somewhere in the middle if they’re going to do this.” Worksites shouldn’t delay when debating mediation. The sooner an outside perspective is sought, the better. Adds Griffith, “When you hear a union officer saying we’re considering pulling out [of VPP], you need to start intervening. Don’t wait for a ‘no’ vote to take place. The union leadership is letting you know what the membership is communicating to them. The sooner you can intervene at that point, the better.” “I think you are right on with that,” Johnson says. “As long as people are talking with each other, even if they are mad at each other, it’s better than if they weren’t. If you can, head it off when the threats start coming. That’s when you need to start this intervention, and it is going to be hard for either party. If there hasn’t been a formal vote yet, that’s when you have lucked out because there is still some damage control to be done. Once you let the one side vent, whether they have been offended or feel there’s inequity or whatever the problem may be, it gives you the opportunity to get that side of the story before you go to the other side.” Johnson recalls an example of a mediation he was involved in: “This will sound trivial on the surface, but at one mediation, the reason these guys were not going to sign an agreement was that the company sent down an underling

to speak with them; they didn’t send the plant are naturally unsure of an outsider’s intent. That’s be reaching out to avoid just what you’re talkingmanager. They sent someone a few steps lower, part of our mission as mediators to show, yes, about, where sites had an issue that could haveto come down and ask these guys to sign this we are objective, that we want to hear from both been resolved, but they didn’t search outsideagreement. They were deeply offended by that. sides. There’s been a few times where we’ve been of their worksite for help. If we can’t arrangeThat was kind of the crux of the whole thing. called in by the company precisely because they location visits, we can also work with peopleThat resentment builds as you sit around break knew we were union. We would talk their unions’ remotely. Our VPPPA Labor and Managementrooms and control rooms, with 12 hours a language, and we’d be on the same page. Whether Committee members have done a lot of greatday to let things sit there and simmer. Other we get them together or not, that may still be a work to help worksites going through a periodconcerns are brought into things, and all of a tossup, but it would give us a head start.” of disagreement. I want to particularly thanksudden, poor communication or outreach from Steve Gauthier, our Region I chapter chair, fromthe company has grown into something way “And it’s important that we let them know General Electric in Lynn, MA. He has workedout of proportion, something that doesn’t have we’re a neutral party,” Griffith adds, “Yes I’m with many sites personally and has dedicatedanything to do with VPP or its principles.” union. Yes I support unions in general, but himself to helping sites join and stay in VPP.” here I can’t side with the union. We’ve got to “And it comes back to the fact that you hear both sides. We want you, as the parties “It’s simpler than people think. Peoplereally shouldn’t ever use your safety programs involved, to put all of your issues on the table should not hesitate to bring in outside help ifas leverage,” Johnson warns. “That’s the and work through them one at time. Let’s find they think it is needed. It boils down to findingopportunity where we need to come in as that happy medium. If we take a side, the other out what the biggest issue is. Try to resolve themediators with cool heads and very objectively can easily tell and we’ll have lost all credibility.” true sticking points and the minor stuff fallspresent the program again for what it’s worth. into place, to the point where many of themLet them see how this has nothing to do with VPPPA members should not hesitate to take don’t even exist anymore,” Griffith advises.some of these side disagreements or some of advantage of this benefit, Johnson says, “We arethe personal offenses that have been taken. And trying to put the word out there that this type of VPPPA offers complimentary mediationthose are legitimate, I’m not saying that they service is available through the organization, that services to its members. For furtherdon’t matter—they do, but are they legitimate it won’t cost anything. We have people available information, or to request mediation,enough to say they are ready to step out of VPP?” to help who are experienced and trained in simply email [email protected]. mediation or conflict resolution. We’re going to Griffith adds, “And that just seems like it’s THE LEADER vpppa.orga normal thing in our world. There’s alwayssomebody unhappy and they want to ‘pull theplug’ so to speak. “You’ve got to reel them back. Alot of it is emotion attached to contractual stuff.We haven’t had anybody yet totally withdraw.We’ve been able to keep them in the program.Part of what we’re up against is that we often findout about organizations that wanted out or gotout of VPP and we find out about it after the fact,and then it is too late to intervene.” “With either side of the disagreement, itshows you where they are putting their prioritiesover their values. Is it safety? Is it truly there?When things are cut back, why is safety one ofthe first areas we go to? I think it is because it is aperipheral area. It does not show on the bottomline as easily as keeping a piece of equipmentrunning. I think in the long run it does. Thisprogram’s evidence of that.” Johnson underlines how VPPPA is well-positioned to help with mediation for itsmembers: “The good thing is that our committeeconsists of management and labor members fromsites that have a collective bargaining unit andthose without one. I don’t believe any particularsite will have trouble with us from the outset forfear of being biased. The thing is, even if you’refrom another outside union and you’re cominginto a place you haven’t been before, there’s stillsome hesitation. I know I’d have some. People 25

IN THE If you happen to be one of the 29.1 million Americans with diabetes, it may not matter to you that it is one of the most common chronic health conditions in the United States; it already is a very real part of life every day at work, home and play. But what if you are one of the 8.1 million undiagnosed cases and you are going to work? Are you in even more danger?26 THE LEADER vpppa.org

BY: KAREN KELLY, MSN, APRN-C, COHN-SWORKPLACET ake for example Sam, who had never nurse tries to tell him he needs to see a doctor vitally important. The American Association been diagnosed with diabetes. He goes but he doesn’t listen. His supervisor is unaware of Occupational Health Nurses (AAOHN), to his health center and has a wellness that Sam is at risk for health problems. in embracing total worker health, wantsscreen that shows his blood glucose is elevated to ensure that its nurse members have theand his A1C (blood sugar levels) is 8.2 percent. Compounding the diabetes issue even latest information related to diabetes and itsHe learns that an A1C percent would be less further, according to 2009–2012 data from the prevention and treatment, and has launchedthan 5.7 percent if he did not have diabetes. Centers for Disease Control and Prevention a year-long educational program calledSam doesn’t have a family physician and doesn’t (CDC), 37 percent of people in the United “Managing Diabetes at Work.”have time to deal with this now because he is States age 20 and older have prediabetes. Thisvery busy. He doesn’t have time to go to the equates to an estimated additional 86 million Studies show that maintaining a healthydoctor so he figures he will just eat less sugar Americans.1 Individuals who have prediabetes workforce can lower direct costs suchfor a few nights and maybe this will make have blood glucose levels that are more elevated as insurance premiums and workers’it go away. What Sam doesn’t understand than normal, but not high enough to be compensation claims, as well as indirect costsis that silently, his elevated blood glucose is considered diabetes. If this condition is ignored like employee productivity, absenteeism andputting him at risk for heart disease, blindness, over a few years, the person will most likely presenteeism. The concept of presenteeism,numbness in his hands and feet, problems develop diabetes. rather than absenteeism, impacts employeeswith his kidneys and general day-to-day who come to work while suffering fromsluggishness. Sam has high blood glucose, A high percentage of individuals with physical or mental health problems thator hyperglycemia, due to undiagnosed and diabetes and prediabetes are actively working. prevent them from working at their fulluntreated diabetes. His occupational health As an employer, you may not be aware of an potential. A workplace approach to diabetes employee’s medical history. The untold impact management can help an employee learn to of this ignorance is not blissful. According be more empowered and proactive about their to the American Diabetes Association’s health and learn to self-manage their disease, (ADA) 2012 economic report, the burden therefore indirectly having a positive influence of diagnosed diabetes costs are estimated to on productivity and costs. be a total of $245 billion with $176 billion attributed to direct medical costs and $69 A CDC initiative, the National Healthy billion attributed to reduced productivity. Worksite Program (NHWP) (www.cdc.gov/ This is a 41 percent increase from the 2007 nationalhealthyworksite/index.html), provides estimates.2 The prevailing trends indicate employers with tools that can help them adopt a significant challenge for both employees workplace-health improvement programs that and employers. Employers and occupational can address diabetes. This program can be health professionals who assist employees with accessed online at the CDC website. diabetes and prediabetes help to defray the $245 billion expense. In addition, here are some steps that employees and employers can take to manage Since the average employee spends about emergencies related to diabetes and tips eight hours per day at work, a proactive to help employees improve their disease approach to a healthy work environment is management at work. THE LEADER vpppa.org 27

Hypoglycemia: • Know the time of medication peaks so that hyperglycemia. Many people refer to this shift work, meals and physical activity can elevated blood glucose of diabetes as “sugar.”Hypoglycemia, the deprivation of glucose to correlate with dosing Debilitation from hyperglycemia, or abnormallythe brain, is a complication of diabetes that high levels of glucose, as is the case with Sam,can have serious consequences such as seizures, • Carry a blood glucose meter to spot check can be more subtle and have a slower onsetunconsciousness or death. According to a study and detect hypoglycemia early over time. Hyperglycemia, over time, is oneby the ADA, 52 percent of glycemic episodes of the risk factors associated with cognitiveoccurred during sleep but 15 percent occurred The employer can: decline, primarily, processing speed and verbalat work.4 Mild hypoglycemia may result in • Provide for the provision of healthy food memory. According to a study done by Novolittle lost work time (30 minutes), while an Nordisk with 906 participants, two-thirds ofepisode of severe hypoglycemia can result in options, flexible meal times, frequent, participants reported having missed work duelost work time of 1–2 days. If a hypoglycemic shorter breaks, and facilities for storage of to hyperglycemia and 75 percent reported thatevent occurs while working in isolation, it medication and safe needle disposal. it affected work productivity. In this study, 519can be very dangerous, and can result in • Have a glucose solution or another form participants reported being employed, withimpairment of cognition. of sugar readily available in a first aid kit, 68 percent of them reporting that they had located near the work area. hyperglycemia, 27 percent of them having it Determining if a person with diabetes can • Provide first aid training or use posters in three or more times per week.5perform the duties of a safety-sensitive job should common areas advising what actions to takeinclude assessing their incidence of hypoglycemic • Call 911 if an employee becomes Steps to take in the managementevents and the severity of these events. A matrix unresponsive and report to the emergency of hyperglycemia:for risk assessment created by the ADA can be providers how long the employee was The employee should be encouraged to:used by occupational health professionals who unresponsive. • Measure his/her blood glucose two hoursare involved in this decision-making process. • Make provisions for the employee to beThe decision to allow an employee to work in a evaluated afterwards by medical personnel after meals. If higher than 180 mg/dL often,safety-sensitive job is best made by a health care before a return to work. then treatment revisions are neededprofessional familiar with diabetes and with the • Support education in the prevention and • Consult with a medical practitioner ifemployee’s functional job expectations. care of diabetes hyperglycemia occurs frequently • Provide flexible time off for medicalSteps to prevent and treat appointments The employer can:hypoglycemia at work: • Provide a place to rest until blood glucose • Allow for blood glucose testing to be doneHypoglycemia is a risk of immediate concern returns to normal and the employee isfor employees with diabetes and can be an feeling stronger at workemergency situation. To prevent this, the • Provide a private area for testingemployee should be educated to: Hyperglycemia: • Use basic life support training if needed for• Notify co-workers of their risk for When you have diabetes, your body either emergencies and call 911 for assistance hypoglycemia doesn’t make enough insulin or can’t use its• Wear an identification bracelet own insulin as well as it should. This causes The Impact of Shift Work: sugars to build up in your blood, known as According to the CDC, 15 million Americans work permanent or rotating night shifts. Shift work has been found to have an impact on health, which varies from insomnia or stomach complaints, to a worsening of chronic disease such as diabetes. A study done at Harvard Medical School with 70,000 women enrolled in the Nurses’ Health Study, found that a woman’s risk of developing diabetes when rotating shifts was increased by approximately 60 percent. The longer these shifts were, the greater the risk. Specifically, there is a 58 percent increase in risk when these shifts were worked for more than 20 years. This is possibly due to the effects of weight gain, often associated with night shift work.7 Take steps to decrease the impact of shift work: The employee should: • Be aware of the risk for increased obesity and diabetes.28 THE LEADER vpppa.org

• Take steps to improve diet and lifestyle • Schedule work in the cooler part of the day without worry about negative impact on• Know when medications work the best and • Acclimatize workers, exposing them performance. The payback for employees will be increased health and wellness. The when they have peak action in order to make progressively payback for employers will be increased needed adjustments to dosing times. • Provide heat stress training productivity, improved presenteeism and a• Learn the best times to eat, sleep and decrease in lost-work days due to illness. exercise according to the shift worked Worker Lifestyle Tips:• Keep records of the times when sleeping, Find more resources from the National eating and exercising as well as when taking Healthy eating is important for job performance Diabetes Education Program, a joint CDC and medications and blood glucose levels for and for good health. This should be a priority National Institutes of Health (NIH) project, at your physician to make needed adjustments every day at home and at work. Employees can www.diabetesatwork.org. according to shift demands be encouraged to: • Eat breakfast. This is an easy meal to eat on References:The employer should:• Provide access to, or encourage physical the run if necessary. Try: 1. Centers for Disease Control and Prevention. • Dry cereal with fruit (2015) National Diabetes Statistics Report, 2014. activity at work with short intervals of • Pre-planned and prepared egg muffins walking or stair climbing 2. American Diabetes Association. (2013).• Provide information on the benefits of a to microwave Economic Costs of Diabetes in the U.S. 2012. healthy lifestyle • A protein shake Diabetes Care.• Avoid rotating shifts if possible, to decrease • Cheese stick and fruit the negative impact on sleep and stress • Boiled eggs with fruit 3. Wolf, K.. (2010) Making the Link between involved with frequent changes in sleep • Plan ahead and prepare food the day before, health and Productivity at the Workplace— patterns and wakefulness especially if the only access to food on the A Global Perspective. Industrial Health. job is fast food or vending machines. Prepare 48. Pgs 251–255Heat Stress: a healthy lunch at home and take it to work. This allows more control over choices and 4. Leckie, A.M. et al. (2005) Frequency, Severity,Summer heat and temperatures above 80 degrees, portion sizes and Morbidity of Hypoglycemia Occurring inespecially if humidity is above 40 percent, can • Healthy snacks can be included as part of the the Workplace in People with Insulin-Treatedimpact medication, testing supplies and health daily meal plan such as fruit, nuts or yogurt Diabetes. Diabetes Care. Vol.28. No. 6. Pgs.especially in persons over 65 or if the employee • If eating off-site is the only option, aim for 1333–1338has a chronic disease. simple foods that are low in fat and sugar, such as a grocery store salad bar or deli 5. Nikolajsen, A. et al (2015) PostprandialSteps to take in the management of counter selections Hyperglycemia Interferes with Workheat stressors: Productivity. Presented at EASD 2015.The employee can: Employers can:• Check all of package literature to see if heat • Make nutrition facts available in the cafeteria 6. Lee, M.S. et al. (2011) Diabetes Management • Stock vending machines with healthy options and Hypoglycemia in Safety Sensitive Jobs. affects the product. This would include Safety and Health at Work 2; 9–16 meters, insulin pumps and all testing supplies Employers can also encourage exercise at work as well as medications. Most meters work including walking meetings, walking during a 7. Fennell, D. (2011). Rotating Shift Work between temperatures of 50 to 104 degrees lunch break and taking the stairs. Ten-minute Linked to Increased Type 2 Risk. Diabetes• Store all products away from heat such as exercise sessions, for a total of 30 minutes per day, Self-Management direct sunlight or a hot car are recommended to meet activity goals and to• Use a cooler or gel pack for storage if heat offset elevations in blood glucose. 8. Centers for Disease Control and Prevention. cannot be avoided (2014) National Diabetes Statistics Report:• Stay hydrated The impact of any chronic disease is Estimates of Diabetes and Its Burden in the• Avoid sugary sweet drinks difficult to measure. As the workforce ages, United States. U.S. DHHS.• Know the signs of heat-related illness the challenges become a business issue as well• Wear loose clothing that’s light in color as a health issue for the employees. Diabetes• Exercise in the morning when temperatures is a disease that can be treated and managed are cooler by healthy eating, regular physical activity• Keep an emergency kit with a three-day and medications to lower blood glucose supply of all medication and diabetes supplies levels. With some simple workplace changes to use if an emergency situation occurs. and education and self-care practices, people with diabetes can stay healthy andThe employer can: live productive lives. Regularly scheduled• Provide a means of hydration visits to a family doctor or endocrinologist,• Allow use of personal coolers onsite to store podiatrist and optometrist can prevent complications and reduce costly risk-factors. medications and supplies Employers should allow for these visits to• Monitor workers at-risk for heat-related illness be incorporated into an employee’s schedule THE LEADER vpppa.org 29

BY GERALD NICHOLSREGIONAL SAFETY MANAGER AT BIG CAJUN IIMAINTAINING HEALTHAND WELLNESS ATBIG CAJUN II S afety, health and wellness are key by Louisiana’s electric cooperatives. With a guide them through the stretches they need elements of NRG’s STRIVE values: workforce of approximately 175 employees, Big to keep from injuring themselves during their Safety, Teamwork, Respect, Integrity, Cajun II established a safety ethic of “We do the physical day at work,” says VPP coordinator Value creation and Exemplary Leadership. In right things the right way for the right reasons Connie Carrier. “The video also encourages these values, safety always comes first as the because safety is paramount.” Reinforcing its them to repeat the stretches throughout the company and the plant embrace safety with an strong commitment to safety across the plant, the day after periods of rest.” ultimate goal of zero injuries, and a focus on facility became a VPP Star site in 2012. preventative practices. Employees are also encouraged to participate It is important to maintain a safety and in NRG’s company-wide wellness program As part of their commitment to this goal, wellness program that benefits all employees, “Power Up My Life.” The program encourages Big Cajun II promotes safe and healthful work and with an aging workforce, it is imperative employees to know their health numbers, such environments by communicating about safety to encourage team members to stay active. as blood pressure, blood sugar, cholesterol and and health issues, utilizing safe work practices Big Cajun II implements various programs weight, and gives employees the opportunity and providing ongoing safety and health and procedures to boost health awareness, to identify potential health problems and take training and resources for all employees. including daily exercises. steps to address them before they become an issue. “Power Up My Life” also encourages an NRG’s Big Cajun II operates 24 hours a day, “The first thing we do every morning is exercise regime and provides information on 365 days a year, providing reliable, economic start our day with a 15-minute stretch. Each power to more than one million homes served department has an instructor-led video to30 THE LEADER vpppa.org

how to manage stress, eat healthier and prevent massages, hand strength testing, foot exams, access to the screening and healthcare providers.sleep deprivation. home gardening, oral health information, cancer If anything is discovered during the screening, screening and mammography education. employees are encouraged to follow up with The facility sponsors several activities their primary care physician,” Miletello advises.throughout the year to bolster the program’s At the fair, employees are given completeefforts to educate employees on healthy access to a variety of specialists, which in Regularly-held, all-hands meetings arelifestyle practices and help them understand the past have included general practitioners, another type of group effort that are a partthe importance of their own personal pharmacists, physical therapists, massage of the health and wellness program at Bighealth. Activities include a health fair, therapists, chiropractors, nurses, nutritionists, Cajun II. The meetings are sponsored by theinformative meetings, appreciation events ophthalmologists, cardiologists and urologists, as site safety team and guest speakers from theand digital newsletters. well as local law enforcement officers who assist healthcare industry present a specific wellness with tobacco-free living and driving under the topic to employees. The topics vary and have Gwen Miletello, health fair and wellness influence simulations. included vaccinations, heat stress awareness andcoordinator, works with a team to organize prevention, heart health, diabetes, nutrition,an annual health fair where employees and “Valuable information and screenings exercise, eye care and safety, chiropractic care,contractors can be screened by more than 30 are provided, which benefits not only the sleep deprivation and how to provide care todifferent health and wellness vendors including employees, but also their families. It takes a aging parents or an ill family member. Theones that offer services for holistic living, team effort, but it is important that these types healthcare professional remains onsite after theBMI checks, EKGs, eye exams, neck and back of events are held onsite so employees have meeting to answer any questions employees may have in a group or one-on-one setting. Along with these meetings, the facility routinely organizes appreciation activities. One example is a meet and greet, where the plant manager and site safety team members greet each employee as they enter the site for the day and thank them for working safely. Employees also receive a healthy snack such as a bottle of water and fresh fruit, and either a heat stress prevention or cold weather item such as hand warmers or a knit cap. Healthy meals are another routinely sponsored appreciation activity that includes nutritious items like grilled chicken, vegetables and fruit. Employees also receive newsletters with health and wellness information from organizations such as Occupational Athletics, WebMD and the American Heart Association through their company email. The Big Cajun II team is keenly aware of how hard it can be for employees to maintain a balanced lifestyle between work, family and other obligations. To provide opportunities for physical activity for those in sedentary positions at the plant, employees also have access to tread mills and a walking track that can be used during lunch breaks. By providing these valuable resources as part of Big Cajun II’s safety and health program, NRG ensures that the facility’s team members have access to the tools needed to maintain safe and healthy lifestyles so that the “joie de vivre”—or “joy of living”—attitude can continue to prevail in Cajun country. “Laissez les bon temps rouler!,” which is a Cajun expression meaning “Let the good times roll!” THE LEADER vpppa.org 31

BY STEVE GAUTHIER HEALTH AND SAFETY REPRESENTATIVE, GE AVIATION, AND VPPPA REGION I CHAIRPERSON32 THE LEADER vpppa.org

Thousands of workers use chemicals in their workplaces and homes every day. At work, chemicals are usedfor a number of processes throughout the day and at times, can be very hazardous due to the demands ofthe processes involved. Many people are aware that some chemicals can cause acute and chronic shortand/or long-term health problems. Acute problems happen immediately after an exposure, while chronic,long-term health problems stem from repeated chemical exposure over a period of days, weeks, months oreven years. As a result of long-term exposure, chronic health problems may not be seen for years becauseof the time required for damage to develop. Both acute and chronic health effects can result in permanentinjuries such as skin damage, respiratory or nervous system ailments and even cancer.F or years, companies have continued using Man-made chemicals are not only a problem • Types of chemical hazards found in the many of the same chemicals, neglecting in the wider environment, they are more often workplace to source other chemicals that may be closer to the workplace and home. Everyday uses safer for their employees. Some are concerned of consumer items such as cleaning products, • How chemicals can harm you that altering a process could affect the quality of cleaning solvents and metalworking fluids, as • How to obtain and understand information work, or that the product will be less-effective. well as items that might appear less likely to contain hazardous substances, such as adhesives, about chemicals used at work With today’s resources, it has become easier sealants and work clothes, can all be hazardous to • Workers’ right-to-know policy to seek alternatives. In Massachusetts, the a person’s health if used improperly, or if used in • The role of the health and safety Toxics Use Reduction Act (TURA) drives a way that the manufacturer never intended for a the issue and offers a wide range of services chemical to be used. representative in ensuring the safe use of for employers and employees to help them chemicals found in the workplace reduce their use of toxic chemicals. The There is a growing Addressing chemical-related health and businesses that take advantage of TURA concern about the effects safety issues shouldn’t be seen as a regulatory program services often find ways to reduce of chemicals on workers’ burden; it offers significant opportunities to toxic chemical use while saving money, health and the environment improve your worksite by reducing short and improving product quality and getting ahead because of the unknown long-term healthcare costs of your workers, of the regulatory curve. The Massachusetts long-term effects of reduction in injuries and illnesses, reduction in Office of Technical Assistance (OTA) provides chemicals seen as safe. productivity loss and an increase in morale. onsite confidential assistance free of charge An effective way to begin is by creating to Massachusetts businesses. The Toxics Use Oftentimes, warning labels and instructions a chemical review committee, a group Reduction Institute (TURI) provides training, do not anticipate that cleaning product A and of people that will focus on the work grants and other resources. sealant B will be used in the same space at the environment and applying the hierarchy of same time. Unfortunately, this unwittingly control to a site. The hierarchy of control The role of workers in defining safer exposes people to the negative effects of consists of the elimination, substitution, alternatives is a very important part of using different safe chemicals together. Even engineering controls, administrative controls bringing a new perspective to the table and if employees are taking every precaution and personal protective equipment (PPE) understanding just how chemicals are used in recommended by the manufacturer and may be related to standard processes involved in the workplace, sometimes in a manner that working safely, a chemical interaction may occur reducing hazards. isn’t suggested. Benefits for companies range that was never anticipated because the intent By reviewing the many chemicals in use from improved worker health, to the overall was never for these chemicals to be used at the today, your company will help create a more bottom line, impacting productivity and cost. same time. Many major illnesses can be caused sustainable environment. by interacting exposures. We all have a responsibility to make sure There is a growing concern about the that our actions do not harm others or our effects of chemicals on workers’ health and the The most helpful ways to avoid health-related shared environment. Whenever possible, the environment because of the unknown long-term issues from exposures is to engage the workforce employer should set goals for reducing and/ effects of chemicals seen as safe. The health of in the education of chemical-related health or eliminating toxic chemicals. The rewards people is determined by their circumstances as and safety programs by offering meaningful achieved are far-reaching and beneficial. much as it is their environment. It’s understood ways for them to be part of the effort to that the world cannot be risk-free, but we mitigate improper and unintended chemical Steve Gauthier, CMFS, is a health and safety know that there are safer alternatives to many use. Training should provide employees with of the toxic chemicals and products in use background information including: representative at GE Aviation in Lynn, MA. today. Industrial progress has brought us many advantages but we can work toward a healthier Steve got involved with VPP in 2006 when the environment by following toxic use reduction policies and by developing policies to reduce the Lynn GE Aviation site achieved VPP status. use of toxic chemicals. He is a member of the National Society of 33 Tribologists and Lubrication Engineers (SLB) and is a founding member of the Alliance for a Healthier Tomorrow (AHT). THE LEADER vpppa.org

member spotlightHill Air Force Base’s 309th ElectronicsMaintenance GroupBY BENJAMIN MASSOUD, W ithin government work, there are namely operating on aircraft generators andCOMMUNICATIONS COORDINATOR, a plethora of short-lived programs, ground support equipment, and repairingVPPPA, INC. including what Craig Buelo, the electrical components of military aircraft. To first full-time VPP program manager at the avoid heavy lifting, hydraulic carts, lifts and Hill Air Force Base, refers to as “flavor of the cranes are utilized to move the heavy parts. month” programs. So when it was announced EXMG must be wary of the potential for in 2006 that VPP would be implemented at exposure to various chemicals in the form of Air Force sites in an effort to combat their cadmium and chromates, which are contained steadily increasing injury rates, naturally, in the primer used to paint military aircraft. the employees weren’t exactly thrilled about Additionally, some of the cleaning chemicals can having to adhere to another program. What be harmful to the workers. To avoid exposure, they had yet to learn was VPP isn’t just information and guidance about proper “another program.” handling of chemicals, and the importance of wearing personal protective equipment (PPE) Acclimation through Education is stressed. Dealing with such a wide range of potential hazards, it was only logical EXMG Hill Air Force Base’s 309th Electronics was determined to achieve VPP status to keep Maintenance Group (EMXG), located in its workers safe. Of course, as many sites have Ogden, UT, completes a variety of work, EXMG’s VPP committee members accept the VPP flag as part of their VPP Star recognition.34 THE LEADER vpppa.org

gone through VPP can attest to, achieving VPP divided between three support sections and Throughout the weekly andstatus isn’t easy. And with employees feeling three squadrons, each having a primary and monthly safety meetings,dubious about VPP, and with no support from alternate VPP rep. The reps for the squadrons supervisors and VPPmanagement, something needed to be done to hold monthly VPP meetings with the VPP reps continually preparechange opinions. It’s not uncommon to fear the reps and management to discuss VPP goals the employees for theunknown. What better way to change minds and objectives and to review safety and Commander Safe Siteabout VPP than through education? health concerns. The three support sections program by briefing them include the business office, which focuses on on crucial safety, health Information packets were developed, administrative tasks and analytics, a quality and VPP information.educational VPP games were created that team and an engineering team. There’s alsooffered prizes and perhaps most notably, the a group VPP committee containing a VPP THE LEADER vpppa.org 35“Commander Safe Site Challenge” program program manager, chairman, co-chair and eachwas adopted. The program awards recognition of the squadron/section primary and alternateto safe sites, with bronze, silver and gold representatives. The committee meets everylevels, based on the amount of knowledge sites two weeks to review concerns and to passacquire about VPP, and the efforts made to information to the VPP reps to share withimplement safer work practices. Throughout workers within the squadrons and supportthe weekly and monthly safety meetings, sections during the weekly tier board meetings.supervisors and VPP reps continually preparethe employees for the Commander Safe Site In an effort to improve daily operationsprogram by briefing them on crucial safety, EXMG developed a VPP SharePoint that allowshealth and VPP information. Featuring workers to report hazards and near-misses. Inchecklists for each level, the program requires the report, the worker gives a description of theemployees to complete various safety tasks incident, and once submitted, an email alert isto advance. Among other responsibilities, sent out to the VPP program manager and theemployees must pull-up a safety data sheet squadron VPP primary and alternate rep. The(SDS) and be informed of all the information worker is guaranteed a response from a VPP rep.the sheet contains, answer questions about within 48 hours, but is usually contacted withinVPP and its elements, create VPP goals one to two hours. After submission, workers canand objectives for the year and develop and access the SharePoint file to review its status andimplement a site-specific safety program. receive updates on the mitigation of the hazard or near-miss. “Once employees got involved and The “VPP Passport” program has been started identifying and reporting hazards in theanother successful avenue to increase employee VPP SharePoint we created, management beganinvolvement in VPP. The VPP Passport tracking the hazards and made the effort toconsists of 22 action items that can be checked spend the money to fix the hazards. This helpedoff by supervisors. Workers are required to the employees feel they had a voice in theirperform at least 12 tasks including presenting safety and health program, and the culture tooka safety briefing in a meeting, leading a group off,” Craig notes.discussion on a chosen safety topic, receivingand maintaining a CPR card and participating It was clear the safety culture was graduallyin a near-miss investigation. As of December improving, but the path of any VPP2015, 72 percent of employees had completed journey is filled with hurdles. In 2011, thethe program. maintenance complex at Hill AFB received 75 citations from OSHA, 15 written againstA Strong Foundation EMXG paint and blast facilities. While this would discourage most sites, EXMGOver time, all levels of management came remained motivated in its pursuit of VPP Starto accept VPP, and encouraged employees to status. By forming a team of subject matterbecome involved. The American Federation experts and engineers to develop solutions,of Government Employees (AFGE) local EXMG was able to close the citations within1592 became an active partner, showing full 18 months. Installing a new air handlingsupport and encouraging bargaining unit system and closing gaps in the booths thatemployees to become involved in improving had allowed cadmium and chromium tosafety and health in all work centers. As VPP escape and by changing cleaning and materialbecame more embraced by the staff, employees handling processes, EXMG successfullyvolunteered as VPP representatives. Composed lowered the affected areas’ sample limits ofof 45 supervisors or “safe sites,” EXMG is

member spotlightEXMG assembles into a VPP Star formation for a team picture.cadmium and chromium to near zero. It • Ergonomics: Consists of four smaller teams, from one of the SGE’s on the evaluation team:certainly helped that they had a dependable, discusses ergonomics with employees and “They looked more like a site that was doingknowledgeable mentor in URS/Battelle, trains them on the guidelines. their first re-inspection three of four yearswho shared with them, among many other down the road.” The decision was obvious: arecommendations, the “employee element VPP Bound couple months later, EXMG received its VPPteam” concept. Utilizing the concept allowed Star recognition letter, signed by Assistantthe site to delegate responsibility for each After becoming the first group at Hill AFB to Secretary of Labor for Occupational Safetyaspect of work by separating workers into complete the Commander Safe Site Challenge, and Health Dr. David Michaels. “With VPPdifferent teams: EXMG submitted its VPP application to OSHA Star recognition, employees know EMXG is a• Hazard Identification and Analysis: Meets Region VIII in September 2014. A few months place where they can feel safe coming to work later, in January 2015, OSHA Region VIII VPP each day. The safety culture has become a 24/7 with employees in work areas to identify manager Brad Baptiste completed his review of culture, with employees making their homes hazards, and works with management to the site. After submitting further clarification safer and sharing their knowledge on safety mitigate hazards and documentation, EXMG was notified of its with families and friends,” Craig proudly• Personal Protective Equipment (PPE) and application’s acceptance in April 2015, with an declares. “The journey to an improved safety Machine Guarding: Ensures employees are onsite evaluation set for early June. culture and VPP Star is not something you can using the proper PPE and that all machine do overnight. The culture change takes a lot guarding equipment is identified Employee involvement within VPP is not of time and energy by many people to make• Readiness team: Prepares staff through drills only important to the success of the program, it happen,” he acknowledges. A program that so they’re ready to handle any emergency it’s also crucial to scoring well on a VPP experienced much initial doubt and skepticism situation, including fire drills, active evaluation, as employee interviews comprise and took two years for management to get shooters, earthquakes and chemical spills 80 percent of a site’s score. “For first time Star behind, is now one that has helped identify• Industrial Shelving Team: Identifies and labels evaluations, we expect 60 percent of employees and mitigate over 800 hazards, reduced all industrial shelving throughout the facility to buy-in to the program, but you guys injuries by 98 percent over the last four and certifies the correct shelf and rack blew us away! You were well within the 90th years—with only one recordable injury this weight limits percentile with participation and support,” year—and impacted employees’ safety habits• Vidmar Securing Team: Detects all vidmars reported Brad, the team leader of EXMG’s even off the job. Perhaps VPP is not just in use and secures them from tipping per VPP evaluation. Most first-time sites have “another program.” manufacturer’s instructions one or two best practices, some have none. EXMG was told it had six; prompting praise36 THE LEADER vpppa.org

member info cornerRenew Your VPPPA MembershipI t’s that time of year—your membership entry will receive a two-page spread in the • VPPPA has all rights and ownership to with VPPPA is up for renewal. An email summer issue of The Leader; the left side the submissions containing your invoice was sent out in will include your artwork and the right side December, as well as a hard copy in January. will include an explanation (500 words) • VPPPA reserves the right to make any You can easily renew your dues by clicking of the pictures, company background minor edits on the “renew” tab located on the left side information and contact information. This of VPPPA’s home page at www.vpppa.org. is a great chance for members to share their • Images must be in high resolution If you have forgotten your password, simply experiences and promote themselves and (300 dpi or higher) no clip art please click on the option that allows you to reset their company’s achievements! your password and follow the directions. • No nudity, graphic language or content, Once logged in, you will be able to seamlessly The rules and requirements to enter this firearms or alcohol, may be shown in renew your membership. contest are as follows: any artwork • Must be a member of VPPPA We would like to thank our members for • Artwork must be designed to fit 8.5 x 11 inches • Submit your entry, including your name their support over the past year. Member • You must have the rights to the photos used and member ID number, by April 8, 2016 participation and dedication to the safety and • If using original artwork, it can be by email to [email protected], or health industry facilitated our association’s by dropbox. many accomplishments. We urge you to computer-generated or a drawing You can also mail your entry to recommit your support to the association and • VPPPA is not responsible for any lost/ to the safety and health industry by renewing VPPPA’s National Office at your membership. damaged artwork or photos VPPPA Inc., Attn: Membership, 7600-E Leesburg Pike, Suite 100, If you have any questions regarding your Falls Church, VA 22043 membership or dues, contact membership@ vpppa.org or call (703) 761-1146. THE LEADER vpppa.orgVPPPA’s Got Talent The voting for VPPPA’s Got Talent ends Feb. 26! To vote, visit our YouTube page at www.youtube.com/user/VPPPA and click the “thumbs up” icon located directly below the video on the right. The contestant with the most “likes” will receive complimentary national conference registration, free airfare and lodging at the Gaylord Palms.Illustrated Journey Contest If you have pride in your company and its journey through VPP, VPPPA’s Illustrated Journey Contest is for you! Depict your journey through VPP by using original pictures and artwork. In portraying your journey, be sure to represent the following: • Show others how your company got involved with VPP. • On a more personal level, where did you begin and how did you get to where you are now? • What does VPP, and your involvement with VPPPA, mean to you and your company? No words are necessary, simply use your own artwork and photos. The most creative 37

state-plan monitorCOMPILED BY New MexicoCHARLIE DOSS, FORMER GOVERNMENTAFFAIRS MANAGER, VPPPA, INC. New Mexico has held steady with 12 VPP Star sites in its state-plan. Two applications Federal OSHA States have been submitted for new sites. The state State-Plan States has started using federal special government Public Sector Only employees (SGE) and has found the change to be very positive, both from a technical expertise standpoint and as a supplement to resources. Interested locations are encouraged to contact Melissa Barker at (505) 222-9595 or [email protected]. Tennessee In November 2015, Steve Hawkins, Administrator of Tennessee OSHA, presented two Star re-approval awards. The honored companies were Marvin Windows and Doors of Ripley, TN, and ABC Inoac Company in Livingston, TN. This was the third re-approval for both sites. Marvin Windows and Doors celebrates its third re-approval.38 THE LEADER vpppa.org

contacting each state >>Alaska Michigan South CarolinaBill Nickerson Doug Kimmel Sharon DumitVPP Coordinator MVPP Specialist VPP [email protected] Phone: (231) 546-2366 [email protected]: (907) 269-4948 Sherry Scott Phone: (803) 896-7788www.labor.state.ak.us/lss/ MVPP Manager www.scosha.llronline.comoshhome.htm [email protected] Phone: (517) 322-5817 TennesseeArizona www.michigan.gov/mvpp David BlessmanJessie Atencio VPP ManagerAssistant Director Minnesota [email protected]@dol.gov Ryan Nosan Phone: (615) 253-6890Phone: (520) 220-4222 MNSTAR VPP Coordinator www.state.tn.us/labor-wfd/www.ica.state.az.us/ [email protected] vppStar.htmlADOSH/ADOSH_main.aspx Phone: (651) 284-5120 www.doli.state.mn.us/ UtahCalifornia mnStar.html Karla StakerIraj Pourmehraban VPP ManagerCal/VPP & PSM Manager Nevada [email protected]@hq.dir.ca.gov Jimmy Andrews Phone: (801) 530-6494Phone: (510) 622-1080 VPP Coordinator www.laborcommission.www.dir.ca.gov/dosh/cal_ [email protected] utah.gov/divisions/UOSH/vpp/cal_vpp_index.html Phone: (702) 486-9020 VPPprogram.html www.dirweb.state.nv.usHawaii VermontClayton Chun New Mexico Daniel WhippleManager Melissa Barker VPP [email protected] VPP Coordinator [email protected]: (808) 586-9110 [email protected] Phone: (802) 828-5084labor.hawaii.gov/hiosh Phone: (505) 222-9595 www.labor.vermont.gov/ www.nmenv.state.nm.us/ voshaIndiana Ohsb_Website/ComplianceBeth A. Gonzalez Assistance/VPP.htm VirginiaVPP Team Leader Milford [email protected] North Carolina VPP CoordinatorIndiana Dept. of Labor LaMont Smith [email protected]: (317) 607-6778 Recognition Program Phone: (540) 562-3580www.in.gov/dol/vpp.htm Manager www.doli.virginia.gov/vosh_ [email protected] coop/vosh_vpp.htmlIowa Phone: (919) 807-2909Shashi Patel www.nclabor.com/osha/ WashingtonVPP Coordinator osh.htm John [email protected] VPP ManagerPhone: (515) 281-6369 Oregon Phone: (360) 902-5496www.iowaworkforce.org/ Mark E. Hurliman, CSHM www.lni.wa.gov/safety/labor/iosh VPP/SHARP Program topics/atoz/vpp/default.asp ManagerKentucky [email protected] WyomingJoe Giles Phone: (541) 776-6016 Karin SchubertVPP Program Administrator www.cbs.state.or.us/osha/ Consultation [email protected] subjects/vpp.htm [email protected]: (502) 564-4089 Phone: (307) 777-7710labor.ky.gov/dows/ Puerto Rico www.wyomingworkforce.oshp/doet/partnership/ Ilza Roman org/employers-and-pages/VPP---Voluntary- Director businesses/osha/Pages/Protection-Partnership.aspx [email protected] safety-and-health- Phone: (787) 754-2171 compliance.aspxMaryland www.dtrh.gobierno.prAllen StumpVPP Coordinator For additional information and up-to-date contacts,[email protected] please visit www.vpppa.org/chapters/contacts.cfmPhone: (410) 527-4469www.dllr.state.md.us/labor/mosh/vpp.shtml THE LEADER vpppa.org 39

chapter round-upsCOMPILED BY BENJAMIN MASSOUD, Region I former chairperson of Region II and a formerCOMMUNICATIONS COORDINATOR, national board member.VPPPA, INC. The region continues to grow the special government employee program (SGE). We Don’t miss out on conference sponsorship recently held an SGE training session at General opportunities; visit our website at Electric Aviation, Lynn, MA. There were 27 new www.vppregion1.com for information. SGEs sworn in by Tony Covello, area director of If you would like to exhibit at the 2016 the Boston area office and Lynnda Ignacio, VPP Region I VPPPA Chapter Conference, please coordinator. The instructors were Brian Sullivan visit our website for an exhibitor contract or of Maine OSHA, Dan Whipple of Vermont contact Michael Avery at (413) 526-2336 or OSHA and Steve Gauthier, an SGE from GE. [email protected]. Following the training, a fourth quarter chapter meeting took place and GE provided a tour of We are always looking for new workshops the Jet Engine Museum. at our conference to highlight best practices. You can make it interesting and fun by If you missed our regional conference sharing your site’s successes. If you are last year, plan to join us on May 2–4, 2016; interested in presenting a workshop at the you will be glad you did as 2016 marks the 2016 conference, please contact Jack Popp 20th anniversary of VPPPA Region I. The at (413) 526-249 or via email at conference will be held in Manchester, NH, [email protected]. If you wish at the downtown Radisson. The opening to be part of the conference planning speaker, professional climber Jim Davidson, committee, please contact Steve Gauthier will reflect on his epic experiences and share at [email protected]. The Region I his critical lessons of resilience, and how he board would like to extend our appreciation survived a snow bridge collapse that dropped to the Region I OSHA offices for their him and a partner into an 80-foot crevasse support over the years; we can always count on Mount Rainer, forcing him to climb out on their participation. alone. The closing speaker, Cindy Mahoney from GE, will provide a corporate perspective Contributed by: Steve Gauthier, on VPP and its benefits. Cindy is also the Region I Chairperson Region III The Cintas operation in Baltimore, MD, recently received VPP Star approval from Maryland Occupational Safety and Health (MOSH). “We are proud of the local management team and front-line partners working together toward the common goal of eliminating workplace injuries,” stated Rick Gerlach, senior director of safety and health. The Baltimore location, which employs 180 people, is the 33rd Cintas facility in the U.S. to receive VPP Star designation since 2011. Contributed by Kristyn Grow, Region III Director-at-Large Cintas, Baltimore, MD., recently received VPP Star approval. Region IV40 THE LEADER vpppa.org The 2016 Region IV VPPPA Safety and Health Excellence Conference will be held June 21–23 at the Lexington Hyatt Hotel and Convention center in majestic Lexington, KY. Region IV will host an OSHA SGE Training session (June 19–21) and an OSHA 10-Hour General Industry

Class (June 20–21) as pre-conference circuit. A tragic accident took the life of his Congratulations to our new Star sites:workshops. Registration is now open and brother, as well as the life of the pilot. This • Safeway Services LLC at Phillips 66 Alliancecan be completed at www.regionivvpp.org. significant event in Odie’s life ignited the sparkPre-conference workshop space is limited, so that helped create what Target Leadership Refinery—Belle Chasse, LAattendees are encouraged to register now to is today. From those humble beginnings in • Solvay Specialty Polymers Borger Plant—ensure desired placement. All participants in 2003, Odie and his team have grown Targetthe SGE training must be registered by April Leadership into a well-recognized brand for Borger, TX15, 2016. culture leadership safety training among the • Total Safety IPSC at Phillips 66 Sweeny nation’s top Fortune 500 companies including The winner of the 2016 Region IV Logo ExxonMobil, The Southern Company, John Refinery—Old Ocean, TXContest is Donnie Baggs of the Marine Corps Deere and Chevron. • Turner Industries Group at Phillips 66Logistic Base in Albany, GA. CongratulationsDonnie, and thank you to all those who SGEs Wanted Allican Refinery—Belle Chasse, LAsubmitted logos for consideration. You all did If you’re an SGE and looking to participate • Valero Services Inc.—San Antonio, TXa great job! on an assessment in 2016, be sure to review the VPP OSHA lead contact list as soon as Congratulations to the following sites onContributed by Chris Colburn, possible. For the VPP assessment schedule and their re-approvals:Region IV Director-at-Large OSHA contacts, please visit our website at • 3M Company Research Boulevard— www.vppregionv.com/region-v-sgesRegion V Austin, TX Contributed by Steve Washburn, • Akzo Nobel Polymer Chemistry—The 2016 Region V Conference will take Region V Director-at-Largeplace May 24–26, 2016, at the Hyatt Regency Battleground Site—Deer Park, TXO’Hare in Rosemont, IL. Be sure to save the Region VI • Austin Industrial at LyondellBasell Bayport—dates! This year’s keynote speaker is USAFfighter pilot, and the founder and CEO of Region VI board members Haney Robertson, Pasadena, TXTarget Leadership, Jeff “Odie” Espenship! Kirk Crandall and Johnny Collazo recently • Austin at Equistar Channelview—Odie attended the University of Georgia had an outreach event at the 2nd Annual DiValfor his higher education and enrolled in the Safety Summit in Pasadena, TX. They also Houston, TXprestigious Air Force ROTC program. Due presented a workshop and answered questions • Chevron Phillips Chemical Company—to his demonstrated leadership and officer about getting into VPP. Additionally, Regionship skills in cadet corps officer training, Odie VI board members Haney Robertson, Johnny La Porte Eng.—La Porte, TXwas awarded a full academic scholarship and Collazo and Dan Aleksandrowicz attended • Entergy Texas—Beaumont Transmissiona USAF pilot training slot. After receiving the Louisiana Governor’s Safety Conferencehis Bachelor’s degree in political science, in Baton Rouge, LA, manning the Region VI Service Center—Beaumont, TXOdie spent a year cheating certain death and outreach booth. Haney Robertson also attended • Evergreen Packaging Cadron Creekdestruction earning his USAF pilot wings. the NASA Johnson Space Center Safety Day,Demonstrating enormous success, he won the operating the Region VI outreach booth. Woodyard—Menifee, ARcoveted “Commanders Trophy” as the overall Region VI board member Danny Barrett has • Raytheon Mission Capability & Verificationtop graduate of his pilot training class. recently started to mentor Cintas Uniforms in Conroe, TX, and Kirk Crandall began Center—White Sands Missile Range, NM Odie became a USAF fighter pilot flying mentoring Tenaska Frontier in Shiro, TX.the venerable A-10 Thunderbolt, also known Contributed by Kirk Crandall,as the “Warthog.” He was stationed with the So far, Region VI has four SGE training Region VI Director-at-Large18th Tactical Fighter Squadron at Eielson AFB sessions scheduled for 2016:in Fairbanks, AK. While there, he qualified • March 15–17, 2016: SGE training held at Region VIIas one of the youngest 4-ship flight leaders inthe entire squadron. He won numerous “Top USPS—OK District Office in OKC, OK Region VII is preparing for our regionalGun” awards for air-to-ground bombing and • May 14, 2016; SGE training held at Omni conference, which will be held on May 16–18gunnery. Odie was selected to attend The Air at the Downtown Marriott in Des Moines, IA.Force’s formal leadership training college for Hotel Fort Worth, Fort Worth, TX The 2016 conference will have retired New Yorkyoung officers, Squadron Officers School. • July 12–14, 2016; SGE training held at Fire Department Lieutenant Joe Torrillo as theAfter six years of dedicated service in the Air keynote speaker. Buried alive twice on SeptemberForce, Odie decided to fulfill another lifelong Valero, San Antonio, TX 11, Lieutenant Torrillo will share his amazingdream by becoming an airline pilot. • September 15–17, 2016; SGE training stories and inspiring messages that attendees will never forget. Lieutenant Torrillo travels the world Amid his tenure as an airline pilot, Odie held at NASA—Johnson Space Center, as a professional speaker with a quest to makealso flew a 1943 T-6 “Texan” on the airshow Houston, TX our country the “Re-United States of America,” For more information and deadline dates, visit resurrecting patriotism, trumpeting the men www.osha.gov/dcsp/vpp/sge/sge_training.html. and women of the armed services, mentoring adolescents and inspiring audiences of all sizes to embrace change and never give up on their dreams. For more information on Lieutenant Joe Torrillo and the 2016 Region VII VPPPA Conference, please visit www.regionviivpp.org Region VII mentors have been reaching out to VPP companies who are up for their re-approvals in 2016. Mentors are THE LEADER vpppa.org 41

chapter round-upsvolunteering their time to visit sites and Region VIII had three recent VPP Star We then kick into high gear on April 26,provide another set of eyes before site audits Ceremonies: 2016, with the opening session. In additiontake place. Region VII has received many • 309th Electronics Maintenance Group at Hill to an inspirational kickoff from our keynoterequests for mentors, including Collins speaker, you can participate in networkingBus, Hutchinson, KS, who is taking its first Air Force Base in Ogden, UT events throughout the week. On April 27–28,steps toward VPP. Employees at NuCor • NuStar Energy in South Dakota 2016, you will be able to choose from, andSteel, Norfolk, NE, are mentoring their • MillerCoors Barley Elevator in Monte participate in, dozens of breakout sessions,resident contractor, Tube City IMS. Jarden with over 48 different safety topics offered.Plastics, Springfield, MO and CBRE and Vista, COGuckenheimer, MO, both from the St. Louis We have received requests from two Utah The regional board listened to allarea, are being mentored as well. companies regarding mentorship. Morton your excellent feedback following last Salt is facilitating matches and/or becoming year’s successful event in Reno, NV, and Springfield Remanufacturing Corp. (SRC), the mentor. Make sure to visit our website they are bringing back the ever-popularSpringfield, MO, just celebrated its fifth VPP www.region8.webnode.com/, or follow us executive panel session. This year’s topicStar approval. SRC has been a VPP Star site for on Twitter and Facebook for up-to-date of discussion asks the question: “Are we20 years, making them the longest active VPP announcements and information. leading the organization towards continuousStar site in Region VII. OSHA’s area director improvement?” Come hear from corporatefrom the Kansas City office, Barbara Theriot and Contributed by Mark Moya, executives as they explain just how importantRegion VII’s Secretary/Historian Alicia Hardacre Region VIII Chairperson the safety and health initiatives are withinwere onsite during the re-approval celebration their own organization, while sharing theirand flag raising ceremony to present them with a Region IX vision of safety excellence.plaque commemorating the 20-year event. As the 2015 calendar year came to an end, The regional board has been working non-Contributed by Bill Turner, your Region IX VPPPA representatives stop since the end of last year’s safety summit, allRegion VII Vice Chairperson found themselves working hard to deliver in order to improve this highly anticipated safety yet another stellar safety summit for 2016. event. Final works are still underway and if youRegion VIII The venue for the “Future So Bright” 2016 should want to get involved, there is a way to Regional Summit will be the Sheraton make that happen. Feel free to visit the regionRegion VIII’s “Make it Safe, Make it Home” Wild Horse Pass Resort in Phoenix, AZ. IX website at www.regionixvpppa.org so youSafety Summit will take place April 26–28, Mark your calendar now for April 26–28, can sign up as a volunteer or obtain information2016, in the Denver, CO area. Keynote 2016, as this promises to be a great learning about the location and register for the summit.speaker Lisa Haen will lay the foundation opportunity. The event starts with a VPP We look forward to seeing you there, as thefor a sustainable safety culture, while application workshop on April 25, 2016 for future is so bright!Dawn Kaiser will inspire and refuel your those just venturing into the process. Therecommitment to safety excellence. will also be an opportunity to “hit the links” Contributed by Mark Norton, for those wanting to get some time on the Ambassador to the Region IX Board. Two board members were able to participate greens during our annual golf tournament.in the November congressional outreach. Wejoined forces with approximately 40 otherVPPPA members from across the U.S., andit proved to be the most successful one ever held!It is truly amazing that we had meetings with205 offices in two days. Furthermore, the lettersin support of H.R. 2500 that were provided viaemail were hand-delivered to Senator Bennet’sD.C. office. Thank you, Region VIII, you rock! Region VIII would like to thank ChampionHealth (Active Release Techniques—ART)in Colorado Springs, CO., for hosting ourlast “What’s Gr8 in R8” event. Last year, welaunched four outreach and networking eventsand it was a huge success as we experiencedinterest, as well as growth, over the quarterlybenchmarking activities. SGE training willtake place April 5–7, 2016, at Hellman &Associates, Inc in Wheat Ridge, CO. Additional2016 events will be announced soon.42 THE LEADER vpppa.org

calendar of events May VPPPA ContactsFebruary May 16–18, 2016 To reach the VPPPA National Office, call (703) 761-1146 or visit www.Feb. 1–26, 2016 Region I VPPPA Chapter Conference vpppa.org. To reach a particular staff Radisson Hotel member, please refer to the contactVPPPA’s Got Talent Voting Manchester Downtown information below. Manchester, NHFeb. 18, 2016 R. Davis Layne May 16–18, 2016 [email protected] 1-0-Wait, What? Webinar Senior Advisor1 p.m. EDT Region VII VPPPA Chapter Conference Sara A. Taylor, CMPFeb. 25, 2016 Des Moines Marriott [email protected] Des Moines, IA Director of OperationsVPP 1-0-Wait, What? Webinar Ext. 1071 p.m. EDT May 16–19, 2016 Amanda McVickerApril Region VI VPPPA [email protected] Chapter Conference Senior Conference CoordinatorApril 8, 2016 Fort Worth Convention Center and Ext. 112 Omni Fort Worth HotelVPP Illustrated Journey Contest Fort Worth, TX Sarah NeelyArtwork Due [email protected] May 17–19, 2016 Communications ManagerApril 12–14, 2016 Ext. 121 Region X VPPPARegion II SGE training session Chapter Conference Benjamin MassoudAccess Health Systems, Latham, NY Boise Centre and the Grove Hotel [email protected] Boise, ID Communications CoordinatorApril 15, 2016 Ext. 117 May 23–25, 2016VPP Illustrated Journey Contest Tom WebbWinner Notified Region II VPPPA [email protected] Chapter Conference Strategic Development & MemberApril 26–28, 2016 Tropicana Casino Services Manager Atlantic City, NJ Ext. 114Region VIII VPPPAChapter Conference May 24–26, 2016 Katlyn PagliucaHilton Denver Tech Center, [email protected] Village, CO Region V VPPPA Member Services Coordinator Chapter Conference Ext. 115April 26–28, 2016 Hyatt Regency O’Hare Rosemont, IL Heidi HillRegion IX VPPPA [email protected] Conference June Event Sales & Advertising CoordinatorSheraton Wild Horse Pass Ext. 111Resort & Spa June 21–23, 2016Chandler, AZ Marianne Trinh Region IV VPPPA [email protected] 26–29, 2016 Chapter Conference Senior Accountant Lexington Convention Center and Ext. 106Region III VPPPA Hyatt Regency LexingtonChapter Conference Lexington, KY Michael KhosrofianDover Downs Hotel & Casino [email protected], DE Accountant Ext. 104 Bryant Walker [email protected] Information & Data Analyst Manager Ext. 110 Courtney Malveaux, Esq [email protected] Government Relations Counsel Ext. 105 THE LEADER vpppa.org 43