The Leader - Winter 2020: Mental Health

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CONTENTS VOL 7 | NO 1 | WINTER 2020 FEATURES You can read about Frank King (pictured below) on page 24. 10 20 SECTIONS National Guidelines Reasonable Suspicion for Workplace Suicide Drug Testing: Prevention: Take the Signs to Look for and Pledge to Make Suicide When to Implement Prevention a Health and Safety Priority By Tarrah Martinez, DISA Global Solutions, Inc. By Sally Spencer-Thomas, Psy.D., Co-Chair, 24 Workplace Suicide Prevention and Postvention Committee, Breaking the Stigma and American Association Silence: Suicide in the of Suicidology Safety Industry 16 By Frank King, The Mental Health Comedian Building Behavioral Health in the 28 Construction Industry Five Ways to Improve By Lisa Desai & Bryan Kohl, Employee Mental Health MindWise Innovations By Anita Hawkins, Safety Pros 32 Suicide Prevention: The Next Step in Construction Safety By Greg Sizemore and Michelle Walker, CIASP COLUMNS 35 Infographic Corner 36 VPPPA Best Practices 4 A Message from the VPPPA Chairperson 40 Membership Corner 6 Global Safety and Health Watch 41 State-Plan Monitor 8 From the Perspective of a First Responder 43 Regional Round-Ups 47 Calendar of Events

A Message From the www.vpppa.org VPPPA Chairperson VPPPA National Board of Directors W elcome to the Winter issue of (6264). To support, VPPPA is offering the award-winning Leader additional copies of this Leader magazine Chairperson magazine. In this issue, we for only $5 per issue and will donate 100 J.A. Rodriguez, Jr., CSP, SGE, Raytheon are focused on mental health, a topic that percent of these proceeds to NAMI. We will Company, LLC affects all of us in one way or another. also match each purchase or charitable Mental illness is often a difficult subject to contribution made through VPPPA up to Vice Chairperson discuss. There is no single answer, no single $5,000. Spread the word. Let’s do this! Terry Schulte, NuStar Energy, LP approach, and no easy pathway to solve Together, anything is possible. this complicated social and personal crisis. Treasurer All we can do is allow compassion and the In keeping with our number one strategic Chris Adolfson, Idaho National Laboratory sense of urgency to guide us toward helping priority, demonstrating value, we are those in need. There are many stories of diligently working on an impactful 2020. Secretary triumph where support, understanding Our VPPPA Body of Knowledge (BOK) Dan Lazorcak, CSP, Honeywell International and purpose have transformed lives. There mobile app is up and available in the various are also many stories of consequential app store platforms. This is your resource. Director from a Site With a Collective destruction where everything went terribly Please let us know how we can make it even Bargaining Unit wrong. As you read each of our articles, better by identifying what we should keep, Jack Griffith, CH2M Hill Plateau consider what can be done, how you can delete, and include. Remediation Company help a loved one or someone in need, and how we can join hands to assist those who We are also steadfast in our resolve Director from a Site Without a Collective need it most. to deliver a different kind of learning Bargaining Agent experience at our Safety+ Symposium in Johnathan “JD” Dyer, Shermco Industries I am inspired to announce that VPPPA is Orlando. We are building on last year’s partnering with the National Alliance on innovations, incorporating your suggestions, Director from a DOE-VPP Site Mental Illness (NAMI), to support finding increasing our partnerships, and focusing Stacy Thursby, Navarro—DOE Legacy solutions to addressing mental health. on our educational content, all in a fun and Management Support NAMI is the nation’s largest grassroots engaging environment. mental health organization dedicated Director from a VPP Contractor/ to building better lives for the millions Back at the National Office we are looking Construction Site of Americans affected by mental illness. to upgrade our website and IT systems Brad Gibson, S&B Engineers & Constructors NAMI is an association of more than 600 so we can better serve you. Innovation is local affiliates who work in communities to at the forefront of all that we do. We are Director-at-Large raise awareness and provide support and daring to think differently and working on Kristyn Grow, CSP, CHMM, SGE education that was not previously available. a platform for our early career members Cintas Corporation Need help? Contact the NAMI Help Line at to engage, be mentored, and have an input www.nami.org/helpline or 800-950-NAMI into where we are headed. It is the voices Director-at-Large of tomorrow that will make us greater Sean D. Horne, Valero Energy today. We are redefining what it means to partner with like-minded organizations Director-at-Large and joining forces on common interests. We Alice Tatro, Acushnet Company—Ball Plant II are questioning what we do, why and how we do it. This approach introduces organic Director-at-Large improvement opportunities in the provision Shelly Ettel, PCAPP of our services. Director-at-Large As always, if you have any thoughts, Bill Linneweh, CSP, Hendrickson International comments, questions or ideas, please reach out to me, our amazing National Office Director-at-Large Staff, the National Board of Directors or Andy Youpel, SGE, Brandenburg Industrial your Regional Board. Everything we do is Service Company for you, our members. My absolute resolve for the success of our association is best Editor expressed by Steve Jobs, “I want to put a Kerri Carpenter, VPPPA, Inc. ding in the universe.” Associate Editor We are truly transforming tomorrow Jamie Mitchell, VPPPA, Inc. together. EDITORIAL MISSION —J.A. Rodriguez Jr., CSP, SGE 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 Leesburg Pike, East Building, Suite 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. 4 Leader—Winter 2020 vpppa.org



Global Safety and Health Watch Finding Space to Breathe A s organizations and meeting new people, schedules, but that you welcome become more attending workshops, walking attendees to bring their full, cognizant and throughout a large exhibit authentic selves to events.” empathetic to hall—while also attempting Many conferences are now mental health concerns and to balance your job and family utilizing quiet rooms, adding a employees’ stress levels, many life back home—can be a tough major benefit for attendees. workplaces are taking steps week. The VPPPA wanted to set toward creating opportunities aside some designated space Another annual conference, aimed at helping employees for attendees to relax and called Experient EnVision, find space to breathe. For the unwind for a few minutes each provided a Mindfulness Centre 2019 Safety+ Symposium, we day (and we were thrilled that at their event. PCMA describes installed a Relaxation Room for the room was quite popular). it as “the first half of the room our attendees that was dimly was a quiet room—including lit, outfitted with massage According to the Professional an intermediary area where chairs, playing soft music and Convention Management attendees could ask questions even had infused waters and Association (PCMA), “Allocating about the meditations—which healthy snacks. We understand quiet spaces or private rooms at then flowed into the meditation that attending a conference events for meditation or prayer space, where attendees could can be hard work and not only demonstrates that you participate in 20- to 30-minute mentally taxing. Networking recognize the value of providing guided meditation sessions.” breaks from hectic program VPPPA’s Communications “Allocating quiet spaces or private rooms at events for meditation or prayer not only demonstrates that you recognize the value of providing breaks from hectic program schedules, but that you welcome attendees to bring their full, authentic selves to events.” 6 Leader—Winter 2020 vpppa.org

By Jamie Mitchell Special Announcement Communications Coordinator, VPPPA, Inc. Manager, Kerri Carpenter, quiet room for meditation and The Leader Magazine also attended Social Media relaxation. Their ‘Wellbeing’ Charity Campaign Marketing World in 2019, which zone offers four sections for featured “a quiet room, as well connecting, snacking, stretching, W e are so excited to announce that the sales as a room to do short bursts and resting.” of this issue of the Leader magazine will of stretching and yoga led by raise money to support the mental health certified instructors. They also In addition, according to charity, National Alliance on Mental Illness offered informal meetups in the MarketWatch.com, “companies (NAMI). Charity Navigator gives this organization a four- morning for attendees to get like Salesforce, Google, Yahoo, star rating (out of four) for financial and transparency together and go on 30-minute Nike, Pearson, and HBO have reasons. The website offers free 24/7 support via text walks. Not only did this give all added designated official and phone. They also offer courses online to support attendees an opportunity to meditation spaces in their your mental health and those around you, among other network, but it started the day corporate offices. Google and resources. They have a page of resources dedicated to off with exercise.” Yahoo employees now have veterans and active duty military individuals. access to on-site meditation These quiet rooms are an spaces, and at Google they can NAMI is the nation’s largest grassroots mental health excellent idea during the hustle take free meditation courses. organization. They are dedicated to improving the lives and bustle of an annual event, HBO and Nike offer group of millions of Americans affected by mental illness. NAMI however, they are also the next meditation workshops and strives to create a better tomorrow—a tomorrow where trend employees want in their classes for their employees. all people affected by mental illness can experience hope, day-to-day workplace. In Jeff When Salesforce opened its new recovery and wellness in a world free of stigma. Pochepan’s article on Inc.com, San Francisco office in 2016, it he states: “Much of the reason offered employees a meditation How will this work? offices cater to the comfort of room on every floor—a move employees lies in a mountain that the CEO said at the time • This issue will be sold as a separate standalone issue for $5. of data showing tired, mentally was ‘really important to • All profits generated from the individual sale of each copy drained, and unhappy staff are cultivating innovation.’” not at their creative, productive of the Winter 2020 Leader will go to the National Alliance best; are more likely to switch Interested in creating a quiet on Mental Illness. jobs; and generally have a room/relaxation room/wellness negative impact on company center for your employees? First, • This campaign does not draw donations from existing culture.” Pochepan continues find an empty room or space with, “The idea is to unwind, get that can be the dedicated area subscriptions to the Leader or complimentary issues away from the stresses of the job for the project and be sure it is provided to VPPPA members. long enough that the brain resets, free of work-related distractions and when the batteries are fully (computers, televisions, printers, • VPPPA will match each copy donation, up to $5,000. recharged, the employee emerges phones). A few other nice touches • The special $5 rate for this issue does not require an ready to tackle even the toughest could include dimmable lighting, projects with renewed energy. tranquil music, serene décor, individual to subscribe for the full year of the Leader. If For example, Unilever offers a soothing aromas, bean bag chairs an individual would like to subscribe for the full year, and pillows. they can pay the standard $25 for the full year/ four-issue subscription. SOURCES: Thank you for the support and for helping us give back to www.inc.com/jeff-pochepan/recharge-rooms-are-next-trend-your- this great organization! employees-need-in-office.html A special shoutout to VPPPA’s Senior Event Advertising and Sales www.pcma.org/quiet-spaces-prayer-meditation-rooms-conferences/ Coordinator, Heidi Hill, for thinking of this awesome idea and creating the proposal. vpppa.org You can download the subscription form on our website: vpppa.org/advancement/the-leader-magazine. Leader—Winter 2020 7

From the Perspective of A FIRST RESPONDER The Ticking Time Bomb of PTSD Non-Profit charity supporting A s first responders Although it took 24 years for it your responsibility as a manager first responders: or emergency to come out of hiding, when it to ensure your team members response team did, it was something I never have the available resources www.brotherhoodofheroes.org members it has saw coming until it was too to help those in need. We will been ingrained into us that late. I thought I was immune discuss options and ideas to you do not show emotion or and mentally tough, and that implement, not just for those weakness when it comes to a PTSD only happened to the who respond to emergencies, horrific call. It is ground into weak-minded. Afterall, I was but for those individuals who you from the beginning (at a fireman. I ran into the chaos witness events as well. With least when I started nearly when everyone else ran out. that, let’s get started on what three decades ago) that you I was wrong. exactly PTSD is. will see some horrible things. I was told, “Suck it up. You Luckily for me, I had an Post-traumatic stress signed up for this. If it bothers amazing cast of people who disorder (PTSD) is a mental you that much, then maybe supported me through my dark health condition that’s this isn’t the job for you.” For times. From my incredible wife, triggered by a terrifying event, the majority of my career, a small group of trusted close by either experiencing it or which accounts for well over friends and a therapist who witnessing it. Symptoms may 20,000 calls, I buried and specialized in treating first include flashbacks, trouble locked away the mental trauma responders. The unfortunate sleeping, anxiety, nightmares, because that is what you are part is that my department depression, uncontrollable supposed to do. Now, I can tell only offered free professional thoughts about the event, as you how incredibly wrong that help through the city well as other issues. Symptoms advice was. psychologist. Nobody trusted usually appear within a few this psychologist because we months of the event, but in For most of my career I was all knew he had the power to do some cases, it may take years able to compartmentalize and the one thing first responders for them to surface. This can bury all of the horror I had seen dread the most: take us off the be from a single event, or for while working the streets. When truck, away from our station first responders it tends to it came to working on another family and from helping people. be cumulative events over human being who was either I was on my own to find the help years and years of seeing or dead, or had died while in my I needed. experiencing traumatic events. care, it became normal for me to mentally remove myself Fortunately, I had the mental Each person is unique in emotionally. Or so I thought. fortitude to acknowledge that how they manage fear and I needed help, so I sought out stress, so it can vary as to the I became so accustomed to a therapist who understood time and severity of potential seeing mangled and burned first responders and more PTSD people may experience. bodies, homicides, violence importantly, one that I trusted. In cases where PTSD develops, and fatal car accidents, that my Today I am healthy, happy and the usual treatment involves mind became numb to seeing passionate about making sure psychotherapy and, in some it. What I didn’t realize was other first responders get the instances, medication combined all of that cumulative mental help they need. with therapy. The good news trauma I was experiencing is that there are studies that would eventually rear its ugly How does this relate to suggest PTSD may be prevented head and come back to bite me. you as a manager, or to your with early intervention. emergency response team? It is 8 Leader—Winter 2020 vpppa.org

By Lee Vernon Code3 Medical Services A single call or multiple calls can initiate a PTSD event. Having a peer support group is key to the healing process. Communication punitive consequences. It is also Open-Door Policy continue to be lost by those imperative that this closed-door affected with severe PTSD, A first and easy step that can be discussion remains confidential Lastly, have an open-door and innocent lives are left to implemented after a traumatic in order to ensure trust among policy when it comes to helping deal with those repercussions. incident is talking about it. The those who have been affected. every employee. This is not just In many cases we see people key to this type of discussion If word gets out about personal for management but should who don’t know what to do is to ensure that it is neutral feelings, then you run the risk encompass everyone within the when PTSD begins to affect and open. This is not the time of losing trust with the peer company. There will always be them, so they self-medicate to finger point or play the support group. people in non-management with alcohol, drugs, self- blame game. It should include positions that employees are destructive behavior and in those who were involved in or Professional Resource going to feel more comfortable some cases, suicide. This has witnessed the event, as well talking to about emotional negative consequences for as a neutral third party who Next, there should be a issues. Those individuals need to a company as many of those can bring a constructive and professional alternative option have a process to follow to share destructive behaviors affect independent perspective. It is in place. After the initial peer with management or human employee morale, time away even better if that third party has support group discussion, resources. If the only option from work, increase liability, and experienced a similar event, as you may have individuals who is management, then you will in the worst-case scenarios, they may understand and relate need additional help with the prevent many from seeking help. results in the death of an to the emotions that the others emotional process of dealing That is just the cold hard reality employee. As a company, are experiencing. This is where with what they experienced. in most cases. When it comes management or employee, we having a small peer support These individuals may want the to addressing PTSD or mental owe it to our co-workers and staff group would be beneficial to help immediately, or it could be health, there must be significant to address a silent, destructive expediting this process. something that arises weeks or care to ensure it is done right. illness that is a reality amongst months later. Either way this If management gives serious a profession where people are This initial discussion needs is where having a professional thought and genuine effort to routinely hurt or killed. As safety to happen as soon as possible, therapist is crucial to assisting setting up avenues for help, that professionals, this is one area and no later than 24 hours those who need the additional will help build confidence and that routinely gets ignored or after the initial incident, while help. If your business or trust within a company, which forgotten. We can do better, feelings and details are fresh. company cannot afford such a goes a long way. because one day you could be This short timeline also aids service, then at a minimum have the one who needs help. Don’t in the prevention of emotions a list of qualified professionals I want to conclude with the think you are immune to PTSD— based off inaccurate or false that an employee can choose in hard reality of PTSD. If this because you are not. Take it from details. Again, this is the time order to receive the emotional continues to be a subject that me, I know firsthand. to talk about what they saw and mental help they need. is ignored and not addressed and how they feel without any properly, then lives will vpppa.org Leader—Winter 2020 9

National Guidelines for Take the Pledge WORKPLACE to Make SUICIDE Suicide PREVENTION Prevention a Health “The workplace is the last crucible of sustained and Safety human contact for many of the 30,000* people who Priority kill themselves each year in the United States. A co-worker’s suicide has a deep, disturbing impact By Sally Spencer-Thomas, Psy.D., on work mates. For managers, such tragedies pose Co-Chair, Workplace Suicide challenges no one covered in management school.” Prevention and Postvention Committee, American —S ue Shellenbarger (2001), Impact of Colleague’s Suicide Is Strongly Association of Suicidology Felt in Workplace, Wall Street Journal *In 2017, 47,173 people died by suicide vpppa.org 10 Leader—Winter 2020

Why Suicide die” is not always considered The goal of the Guidelines is to increase Prevention is a Health when the death scene looks workplace mental wellness and and Safety Priority like an accident, many resiliency while reducing the incidence probable suicides are likely of potentially lethal consequences of Because most suicide deaths miscategorized as unintentional toxic job strain and undertreated mental do not occur at a worksite, injury. Knowing that fall and health concerns. suicide has not historically motor vehicle fatalities are been “on the radar” of safety common ways people think Solution: National workplaces become proactively professionals. When a workplace about killing themselves, it Guidelines for involved in suicide prevention in fatality happens, the cause is would not be surprising to Workplace Suicide the workplace.2 almost always determined to learn that a good number of Prevention be “accidental” and a more workplace fatalities are indeed The creation of the guidelines thorough investigation is not suicides and not accidents. On World Mental Health Day was prompted after the undertaken. Since a deeper 2019, the American Association nation’s first Workplace Task inspection is not done, the People living with intense of Suicidology (AAS), American Force was formed in 2010 to only remedy suggested is more suicidal thoughts and feelings Foundation for Suicide determine what role workplaces safety training. While safety can also be unsafe to work Prevention (AFSP), and United might have in assisting in the training will help those who did in jobs that require quick Suicide Survivors International implementation of the National not intend self-harm, it will not decisiveness to prevent (United Survivors), announced Strategy for Suicide Prevention. benefit those whose death is dangerous outcomes. their collaboration and release Now named the “Workplace intentional. Suicide prevention Overwhelming emotional of the first ‘National Guidelines Committee for Suicide efforts are needed. pain can be highly distracting. for Workplace Suicide Prevention and Postvention,” Understandably, despair and Prevention.’ These Guidelines— this cross-disciplinary team of When a suicide occurs at agitation can interfere with built by listening to the national experts is housed under a job site, the work is halted decision making and problem- expertise of diverse groups like the umbrella of the American indefinitely as law enforcement solving ability. Often sleep human resources, employment Association of Suicidology. conducts an investigation, disturbances are tied to suicide law, employee assistance The purpose of this initiative and traumatized workers are intensity, causing fatigue professionals, labor and safety was to develop an interactive, unable to function. Companies during working hours. For leaders, and many people who accessible and effective tool to that experience on-site suicide these reasons, people who are had experienced a suicide crisis help employers implement best deaths can completely stop experiencing suicidal despair while they were employed—are practices to reduce suicides. operation for hours and even should be given support, designed to help employers and Some of these best practices are days, while the company necessary mental health remains responsible for services and accommodations continued payment for all until they have stabilized and employees and deliverables can return to work safely. to clients. Because “intent to Table 1. Fatal Occupational Injuries by Major Event, 20171 Injury Type Number of Fatal Injuries Transportation incidents 2,077 Falls, slips, trips 887 Violence and other injuries by persons or animals 807 Contact with objects and equipment 695 Exposure to harmful substances or environments 531 Fires and explosions 123 Total 5,147 Table 1. Fatal occupational injuries in the United States in 2017. More fatal work injuries resulted from transportation incidents than from any other event in 2017. Roadway incidents (N=1,299) alone accounted for about one out of every four fatal work injuries. 1 Census of Fatal Occupational Injuries. Census of Fatal Occupational Injuries (CFOI)—Current and Revised Data. Bureau of Labor Statistics. 2017. stats.bls.gov/iif/oshcfoi1.htm#2017 Accessed April 8, 2019. 2 www.WorkplaceSuicidePrevention.com. vpppa.org Leader—Winter 2020 11

12 Leader—Winter 2020 about supporting despairing or grieving employees and others are about fixing psychosocial hazards at work that can drive people to suicidal despair. The goal of the Guidelines is to increase workplace mental wellness and resiliency while reducing the incidence of potentially lethal consequences of toxic job strain and undertreated mental health concerns. The Guidelines help workplaces focus in a comprehensive and strategic way—going beyond a one- off mental health training or awareness day and looking at “upstream, midstream, and downstream” tactics. • Upstream: Build Protective Factors: to prevent the problems from happening in the first place by promoting life skills, community, and mental health/suicide prevention literacy and reducing environmental psychosocial hazards. • Midstream: Early and Effective intervention: to identify problems early in the course of their development, course correct environmental hazards and connect people who are suffering to qualified supports efficiently. • Downstream: Safe and Compassionate Responses to the Aftermath of Mental Health and Suicide Crises: to follow best practice guidelines to reduce the impact of suicide, suicide attempts and other mental health crises while promoting dignity and empowerment for all impacted. The Guidelines go on to recommend the following Nine Specific Practices: UPSTREAM Leadership Cultivate a Caring Culture Focused on Community Wellbeing: Create a healthy and caring community and foster vpppa.org

genuine community support and Leader—Winter 2020 13 a sense of belonging. Engage leadership around a mindset that mental health and suicide prevention are important pieces of the overall health and safety concerns of the community. Assess and Address Job Strain and Toxic Work Contributors Reduce certain environmental aspects of job strain, stress, trauma and life disruption that negatively impact employee vibrancy. Communication Increase Awareness of Understanding Suicide and Reduce Fear: “Bake in” messaging around suicide prevention, mental health promotion and resilience wherever health and safety messaging is happening. Share stories of recovery, resilience, making meaning and support to create a more powerful tale and humanize the issues. MIDSTREAM Self-Care Orientation Self-Screening and Stress/ Crisis Inoculation Planning: Help people self-detect emerging suicidal thoughts or mental health concerns (e.g., depression, anxiety, anger and substance use issues) early in the development of these problems and link people to helpful resources and supports. Teach people to plan for crisis before they are in crisis. Training Build a Stratified Suicide Prevention Response Program: Offer a tiered approach to training that builds skills and confidence at different levels of intensity. Develop specialized training by role for people in a position to offer advanced intervention. Provide on- going training on skills like emotional regulation, conflict resolution, stress management, vpppa.org

communication skills, financial and support and a range of Psychosocial Hazards • Low job control—lack of planning, goal setting, etc. evidence-informed treatment and Harm Reduction options. Promote these decision-making power Peer Support and Well- resources through multiple Toxic work demands along with Being Ambassadors distribution channels negative employee perceptions and limited ability to try frequently over time. of the work environment Informal and Formal Initiatives: have been historically new things Enroll peers, ombudsmen Mitigating Risk: Access underappreciated in the and ambassadors to increase to Lethal Means and conversation about suicide • Lack of supervisor of awareness of and comfort Legal Issues prevention; however, research with mental health and suicide connects a number of job collegial support—poor prevention resources, improve When potential for suicide is stress-related factors to risk positive co-worker assistance, high, remove access to guns, of suicide death and attempts, working relationships and normalize help-seeking pills, and other suicide means. even when controlling for and help-giving behavior with Address workplace legal mental health problems. • Excessive job demands and an emphasis on least restrictive concerns with issues like ADA, Researchers are clear, however, peer support, collaboration FMLA, privacy, liability, risk factors in the workplace constant pressure/overtime and empowerment. and others. can contribute to many health concerns—including suicide • Effort-reward imbalance— DOWNSTREAM Crisis Response: risk—previously considered Mental Health and Accommodation, unrelated to work. Many related to perceived Crisis Resources Re-integration and workplace well-being hazards Postvention and “job strain” put workers at insufficient financial Evaluate and Promote: Provide risk for suicide and significant highly trustworthy mental Follow crisis management emotional distress. These compensation, respect/ status health services well-versed procedures and longer-term hazards include, but are not in state-of-the-art suicide support in the aftermath of a limited to: • Job insecurity—perceived risk assessment, management suicide or mental health crisis. threat of job loss and anxiety about that threat • Bullying, harassment and hazing at work • Prejudice and discrimination at work • Work-related trauma • Work-related sleep disruption • Toxic work-design elements (exposure to environmental aspects that cause pain or illness) 14 Leader—Winter 2020 vpppa.org

• Work culture of poor self- Thus, our most effective as a society-determined cost perspective and from a method of suicide prevention phenomenon in which the role social responsibility perspective. care and maladaptive coping may be to mitigate psychosocial of work played a significant Awareness has been slow to turn (e.g., alcohol and drug use) hazards. In other words, role. Durkheim argued that to action because employers are it’s not enough to connect when working well, work not sure where to begin, how • Lack of job autonomy “troubled workers” to mental fosters social relationships much they need to do and when • Lack of job variety health services, safety- and offers people a place they have satisfied their ability • Work-family conflict conscious workplaces must also of purpose and solidarity. in promoting and protecting consider how best to reduce According to Durkheim, the employee well-being. (i.e., work demands make environmental harm. place of employment sets a family responsibilities social structure, moral values Because suicidal thoughts more difficult) Specific Industries at and a sense of identity for an are usually invisible, employers Heightened Risk individual—all of which helps usually assume “it doesn’t • Family-work conflict (i.e., give the individual meaning happen here”—until it does. While self-reliance is often and reasons for living. When Co-workers then are often family demands make work valued as a sign of strength social structures like work forgotten grievers after a role challenging) and mental stability, it is disintegrate, the individual suicide. Rarely, until now, did paradoxically one of the suffers, and sometimes suicide employers consider their role in • Heightened job strongest predictors of poor can be a consequence. When suicide prevention. Workplaces mental health and suicide workers are only seen as a have begun to shift their dissatisfaction and the feeling risk; thus, industries that source of profit or an obstacle perspective on suicide from of being “trapped” value self-reliance are often to profit, suicidal despair may “not our business” to a mindset at heightened risk. Attitudes result due to the disconnection that makes suicide prevention a • Work that was not meaningful and beliefs like “I can solve my people feel. health and safety priority. own problems” and “others do or intrinsically rewarding not need to worry about me” Over 150 years later, Across the United States, are often a major barrier to employers across the workplaces are taking a closer Of these, job security has seeking support from family, United States are becoming look at mental health promotion been associated with higher peers or professionals. increasingly aware of the need and suicide prevention 24/7. odds of suicidal thinking and for and benefit of addressing No longer is it good enough to issues with job control appear Conclusion mental health promotion get people from work to home to be more connected to a and suicide prevention in the safely, workplaces must also get risk of suicide attempt and Over a century ago, Emile workplace, both from a business their people from home back to death. Prospective evidence Durkheim considered suicide work safely. also exists that workplace bullying, especially physical Call to Action: learn more and take the pledge at intimidation, can lead to www.WorkplaceSuicidePrevention.com and follow on all social suicide intensity. media platforms for latest updates. Thus, improvements in the Sally Spencer-Thomas is a clinical psychologist, inspirational international keynote speaker, podcaster psychosocial conditions of and an impact entrepreneur. Dr. Spencer-Thomas was moved to work in suicide prevention after work may improve well-being her younger brother, a Denver entrepreneur, died of suicide after a difficult battle with bipolar and prevent suicide. Adapting condition. Known nationally and internationally as an innovator in social change, Spencer-Thomas NIOSH’s Hierarchy of Controls, has helped start up multiple large-scale, gap filling efforts in mental health including the award- workplaces striving to prevent winning campaign Man Therapy (www.ManTherapy.org) and was the lead author on the National Guidelines for suicide can eliminate threats Workplace Suicide Prevention (www.WorkplaceSuicidePrevention.com)/ In her recent TEDx Talk she shares her to psychological safety (e.g., goal to elevate the conversation to make mental health promotion and suicide prevention a health and safety bullying, toxic management priority in our schools, workplaces and communities. practices, etc.) and substitute Connect with Sally at www.SallySpencerThomas.com and on Facebook (@DrSallySpeaks), Instagram/Twitter these unsafe practices with (@sspencerthomas) and LinkedIn and on her “Hope Illuminated” podcast wherever you listen to podcasts. those that promote mental health and protective factors RESOURCES (e.g., cultivating a sense of belonging, volunteering, etc.). National Suicide Prevention Lifeline; 1-800-273-8255 Redesigning work culture Crisis Text Line; text TALK to 741 741 for optimal well-being might include making access to Veterans Crisis Line; 1-800-273-8255, press 1 quality mental health care (e.g., EAP services) easier, A Manager’s Guide to Suicide Postvention in the Workplace: 10 Action Steps for Dealing with the Aftermath of or changing the process of Suicide: suicidology.org/wp-content/uploads/2019/07/Managers-Guidebook-To-Suicide-Postvention.pdf performance review to be more collaborative and mindful of National Guidelines for Workplace Suicide Prevention: workplacesuicideprevention.com/ how psychological distress impacts work abilities. At the bottom of the hierarchy we find training for psychological safety and encouraging individual practices of self-care and treatment. vpppa.org Leader—Winter 2020 15

BUILDING BEHAVIORAL HEALTH IN THE CONSTRUCTION INDUSTRY 16 Leader—Winter 2020 By Lisa Desai & Bryan Kohl, MindWise Innovations vpppa.org

A national poll of United States employees found that 76 Impact by percent of workers struggled with at least one issue that the numbers: affected their mental health. Behavioral health problems, including substance abuse, can harm employee performance Workers with opioid and wellbeing in significant ways. use disorders miss In the construction industry, of construction workers have an extra the risks are far greater. abused drugs or alcohol or A recent study, published prescription medications. Some 18.5 days by the Centers for Disease of the most abused prescription Control and Prevention (CDC), drugs include OxyContin, of work per year found that 20 percent of all Percocet, and Vicodin. The (three work weeks) men who died by suicide in contribution of substance compared to the the United States were in the misuse to high-risk behavior is general workforce. construction or extraction highlighted when we consider industry. In its November 16 that opioid use is associated with Workers in Morbidity and Mortality Weekly a 40 to 60 percent increased construction Report, the CDC identified likelihood of suicidal thoughts, experience the construction and extraction and a 75 percent increased highest rates as the occupational group likelihood of suicide attempt. of substance with the highest rate of male use disorders, suicide among American Starting the workers. Mental health is an Conversation 15.6 aspect of overall wellness and percent it is imperative that employers The CDC has recommended recognize the need for equal specific actions to decrease of employees on access to behavioral health suicide risk, which include average living information and access to fostering social connections, resources. The Massachusetts facilitating access to appropriate with a substance Taxpayers Foundation report mental health and substance use disorder. on the Opioid Crisis cited that misuse resources and providing absenteeism, presenteeism and postvention responses when An estimated excessive healthcare costs total possible. The first step, $4.8 billion dollars. however, is talking more openly $74 billion about the problem. Why is it Those in construction are so hard to talk about mental is lost every year one of the highest risk groups health issues? In some ways, we in reduced work for suicide risk and substance may speak more openly about misuse. Why the increased alcohol abuse and substance productivity risk? Studies cite that the misuse but less easily talk due to alcohol short-term, transient nature about anxiety and depression. consumption, from of the job resulting in financial Stigma, the fear of being absences, reduced instability and lack of workplace judged and considered less output, premature community, as well as the able, perpetuates the silence retirement or death, physically demanding nature surrounding mental health of the job contribute to risk. issues. Awareness campaigns or reduced Specifically, workplace injuries such as Stamp Out Stigma by the earning potential. can result in use of prescribed Association for Behavioral Health medication which might be and Wellness (ABHW) highlight —National Survey on abused. More than 15 percent Drug Use and Health vpppa.org Leader—Winter 2020 17

personal stories so that voices of counted stress as a major issue These questions, as well courage and survival are heard. interfering with productivity. as many others, can be used In the construction industry, The good news is that clinical to check in with employees conversations need to be initiated interventions work: 80 percent and oneself. Accessible via and continued at a systemic level of treated employees report smartphones, the screening tools to encourage change. improvements (Bustle.com, can be taken privately and easily. 2017). Early identification of Stereotypes perpetuate behavioral health challenges Data Matters false information and myths, facilitates improved health and can best be combatted outcomes and reduced Gathering information about by accurate information. For healthcare costs. Mental health behavioral health trends can example, research shows that and substance abuse screenings guide administrators in their depression, anxiety, alcoholism, are an effective way to provide decisions about behavioral and even eating disorders have education about symptoms so health and wellness purchases. contributing biochemical factors. that individuals might identify The investment in health So, while many individuals signs early and access care. and wellness materials continue to think of mental While hospitals provide health can be best informed by health struggles as personal screenings for cholesterol, blood employee population data. weaknesses, biochemical and sugar and the like on a regular For example, the aggregate— genetic factors, in concert basis, the utility of mental nonidentifying—data from the with environmental stressors, health screening has been less MindWise screening program contribute significantly to recognized. Healthcare systems reflects utilization according behavioral health. are now addressing the need to to demographics selected by conduct mental health screening a given company. In this way, The incidence of mental as a way to address overall human resource professionals health in the population is health and refer individuals to and those in relevant staggering. 50 percent of specialized, intensive care when leadership positions can Americans will experience a needed. MindWise Innovations, determine what information mental health issue during a division of Riverside needs to be collected. their lifetime. Yet, less than half Community Care, a preeminent Awareness campaigns and of Americans with diagnosed behavioral healthcare provider education about mental health mental health conditions in Massachusetts, has long and substance misuse needs received treatment (NAMI recognized the need to provide to accompany behavioral by the numbers). Barriers to population-based behavioral health screening for full and seeking treatment include health screening via a public comprehensive impact. stigma and access to healthcare. health model. The MindWise Consider also that health screening platform consists of Thinking about mental and benefits are being underutilized twelve validated, web-based emotional wellness as a health by employees; for example, a tools accessed privately on issue is central to opening the 2014 Towers and Watson study any device and is completely door to conversations which showed that only five percent anonymous and confidential. need to take place at various of employees were using stress Individuals using the screening levels in construction and reducing services offered by tools can identify signs and other industries. Leadership Employee Assistance Programs. symptoms of various behavioral teams, managers and Underutilization of mental health problems and connect to employees need to hear unified, health treatment can be related resources as identified by their consistent messaging which to stigma, lack of time, and organization or community. emphasizes a holistic view of perceived or real barriers to Mental health and substance health, inclusive of physical, treatment options. Education misuse screening in the cognitive and emotional about the reality of the mental construction industry provide well-being. Referring to work health treatment process and the the language to engage in in the construction industry, short and long-term impact of conversations about mental MindWise Senior Vice President effective intervention is needed. health. For example: Bryan Kohl states, “For decades, we’ve been focused Behavioral Health Are you feeling down? on what happens outside Screening and the hardhat. It’s time to pay Early Intervention Are you having trouble sleeping? attention to what’s happening inside the hardhat.” This can A recent article in Human Are you feeling nervous all and will be accomplished by Resource Executive stated the time? addressing mental wellbeing as that 72 percent of employers 18 Leader—Winter 2020 vpppa.org

Lisa K. Desai, Psy.D. is the Director SOURCES of Mental Health Screening and Research at MindWise. www.cdc.gov/mmwr/volumes/67/ She leads the development wr/pdfs/mm6745-H.pdf of new screening tools and innovative programs with the www.assp.org/news- goal of reaching underserved and-articles/2019/03/11/ populations. In her role, Lisa suicide-in-the-construction- regularly consults with MindWise industry-breaking-the-stigma- partners. She has been a and-silence practicing, licensed psychologist for 25 years, providing www.ehstoday.com/ behavioral health services to construction/suicide- youth, adults, and families. Lisa is construction-industry- fluent in Gujarati. silent-killer Bryan Kohl is our Senior Vice www.nami.org/learn-more/ President, leading MindWise mental-health-by-the-numbers Innovations. After more than 20 years in companies like Tiffany www.addictioncenter.com/ and Co., Bose Corporation, and addiction/addiction-and-suicide/ Dell Technologies he decided it was time to offer a non-profit hbr.org/ideacast/2019/01/ the benefit of his experience in creating-psychological-safety- organizational development, in-the-workplace educational technologies, a part of overall safety—both the message was loud and innovation. Bryan’s role is physical and psychological and clear: a call-out for to ensure MindWise reaches safety. Psychological safety is communication, empathy as many people as possible a concept first recognized by and support in the workplace. across the globe by meeting experts studying organizational The active role of leadership the behavioral health needs of dynamics in the 1960s and at all levels in construction communities, organizations, was revived in 1999 when is paramount to creating a and industries. behavioral scientist Amy foundation which can support Edmundson highlighted behavioral health initiatives. MindWise Innovations is a not for \"For decades, applications of psychological profit organization that equips we’ve been safety in the workplace. Managers and team schools, workplaces, colleges, focused on what members who contribute to a and communities with tools happens outside A psychologically safe psychologically safe, trusting to help them address mental the hardhat. environment is characterized work environment give space health issues, substance use, It’s time to pay as trusting with open for employees and workers and suicide risk—enabling their attention to what’s communication, respect, the to speak openly, provide members to live healthier lives. happening inside ability to give and receive constructive feedback and try Powered by the behavioral the hardhat.\" constructive criticism and new skill-building challenges. health professionals at Riverside admit mistakes. In our work Training and education to Community Care, our suite of at MindWise, we recently better inform construction products includes online tools conducted numerous focus workers, regardless of and trainings that provide groups through all job ethnicity and gender, is guidance to those struggling categories in construction crucial in decreasing suicide with depression, opioid and and heard firsthand the risk and substance misuse. substance use, anxiety, trauma, desire for a workplace that Building a culture of resilience eating disorders, and more. fosters trust and genuine and support through We use technology to inform relationships. Whether it is behavioral health education, community members by bridging communication from screening and access to providing access to tools that blue to white collar workers resources is a sustainable connect them with quality or knowing one’s boss cares solution for those working at treatment options. Additionally, about you as an employee, all levels in construction. organizations can gain insight into the behavioral health trends affecting their communities. Through informing, identifying, and connecting individuals with quality resources, MindWise empowers organizations to promote the well-being their community members deserve— and ultimately saves lives. vpppa.org Leader—Winter 2020 19

To combat drug abuse in the workplace, employers have several ways to secure a safer working environment. A clear, concise, and comprehensive drug testing policy is critical, but employers also need to ensure their management is trained to identify drug and alcohol abuse on the job as soon as it begins. Reasona SUSPI DRUG TESTING By Tarrah Martinez, DISA Global Solutions, Inc. 20 Leader—Winter 2020 vpppa.org

able PICION Signs to Look for and When to Implement vpppa.org Leader—Winter 2020 21

When building a A ccording to the they can pose a great risk for When to Implement company drug National Institute on themselves, employers, as well a Reasonable testing policy, Drug Abuse, “Many as the employees around them. Suspicion Drug Test it’s vital that individuals who develop To determine if an employee employers include substance use disorders (SUD) has used drugs or is under If an employee is suspected reasonable are also diagnosed with mental the influence while at work, to be under the influence, suspicion testing disorders, and vice versa. employers can implement the then a trained supervisor or so that employees Multiple national population procedures associated with manager may observe the fully understand surveys have found that about reasonable suspicion drug employee using the signs the rules and so half of those who experience a testing. Reasonable suspicion below to help them determine that employers mental illness during their lives testing, or for cause drug if a reasonable suspicion drug know how to will also experience a substance testing, is performed when test should be administered. address such use disorder and vice versa.” supervisors have evidence or Any time an employer feels issues when Due to this link, it is imperative reasonable cause to suspect an it is necessary to administer they arise. that companies work to prevent employee of drug use. When a reasonable suspicion drug substance abuse by their building a company drug test, all information should be employees and assist them in testing policy, it’s vital that documented to meet compliance getting the help they need. employers include reasonable standards. The following are suspicion testing so that valid reasons to conduct a Reasonable suspicion drug employees fully understand reasonable suspicion test: testing is often included as part the rules and so that employers of a company’s comprehensive know how to address such • Physical signs—Bloodshot drug testing policy, allowing issues when they arise. A proper employers to drug test an drug testing policy will ensure eyes/dilated pupils, employee based off of evidence that certain supervisors or slurred speech, unsteady of drug use, (e.g., signs, employees are trained to detect walk, shakes or tremors, symptoms, and behaviors) drug use in the workplace, as unexplained sweating or under direct observation. This well as how to implement the shivering, fidgeting/inability is an added level of protection steps to reasonable suspicion to sit still, sleeping at work or that remains in effect long after itself: observing the employee, difficulty staying awake the initial pre-employment how to confront the employee, screening to continue to deter properly documenting the • Behavioral signs— employees from using in the incident, and implementing the first place. drug testing procedures. Attendance problems/ tardiness, a pattern of What is Reasonable • Observe—Employers must absences or excessive Suspicion absenteeism, a decline in Drug Testing? decide which supervisors performance/productivity, or employees will receive acting withdrawn from others If an employee is under the reasonable suspicion training. influence while on the job, • Psychological signs— • Confront—Individuals Unexplained changes in should also be trained personality or attitude, on how to confront the sudden mood changes, angry employee in a professional outbursts or inappropriate and discrete manner. laughing, inability to focus or concentrate • Document—Employers should What Can prepare a way for supervisors Employers Do? to properly document the incident to further prevent When creating and litigation risks. implementing a comprehensive drug testing policy, employers • Implement testing— should include reasonable suspicion testing to prevent Employers should have drug abuse in the workplace. a clear and concise drug This should be in addition to testing policy that includes other methods of testing, such reasonable suspicion as pre-employment, random, testing and implementation post-accident, and Return-to- procedures if an employee is Duty (RTD). required to do so. 22 Leader—Winter 2020 vpppa.org

“Employers have the Best Practices drive themselves (especially a Founded in 1987, DISA is the opportunity to customize their company car). This increases industry-leading provider company drug testing policy to Here are a few best practices your liability because you of employee screening ensure safe hires and prevent already believe they may be and compliance services. accidents from happening. your company can follow under the influence. Headquartered in Houston, An insufficient policy can with more than 30 offices compromise your company and when implementing Creating an all-encompassing throughout the U.S. and employee’s safety, which is truly drug testing policy helps to Canada, DISA’s comprehensive not worth the risk.” —Frank reasonable suspicion drug decrease absenteeism, scope of services includes Bernard VP of Compliance at accidents and turnover, while drug and alcohol testing, DISA Global Solutions testing in the workplace: increasing company morale background screening, and productivity. occupational health, and DISA offers reasonable • Include and implement transportation compliance. DISA suspicion training to help Tarrah Martinez is the Digital assists employers in making companies maintain a safe reasonable suspicion drug Marketing Content Strategist informed staffing decisions working environment by for DISA Global Solutions, an while building a culture of safety ensuring that your Designated testing in a clear and concise industry-leading drug testing in their workplace. Employee Representative (DER), company for over 30 years. DISA along with other managerial staff company drug testing policy. helps companies make more Are you an employer and are fully prepared to address drug informed staffing decisions by still have questions regarding abuse and use in the workplace. • Notify all employees offering a broad array of industry- employment screening? Get When paired with other drug leading methodologies to make answers directly from DISA’s testing methodologies, proper that they are subject to employee screening faster and subject matter experts with ‘Ask documentation, and properly more accurate. Tarrah has over DISA’. Visit www.askdisa.com trained supervisors, reasonable reasonable suspicion drug seven years of professional writing to ask your questions today! suspicion drug testing will experience and uses her expertise For more information about strengthen a company’s drug testing according to the to educate readers on the drug how we can help you as a testing policy. testing industry and compliance strategic compliance partner company policy. with the DOT regulations. and an informed employer, call 1-800-752-6432 or email • Ensure the right personnel [email protected]. at your company receives reasonable suspicion drug testing training. • Always document all signs and symptoms leading up to and during a reasonable suspicion drug test. • If an employee is sent off-site for a reasonable suspicion drug test, do not allow them to OSHA VPP Excellence VPP Certificate Program Program Description OSHA’s Voluntary Protection Program (VPP) is one of the most highly Totally Online sought after and respected cooperative programs available today. The Six Courses University of Alabama at Birmingham’s OSHA VPP Excellence Certificate Program provides students with the tools and knowledge necessary to develop and maintain a safety and health program which conforms with or exceeds OSHA’s rigorous requirements to achieve VPP Certification. Program Details Peer-to-Peer Learning This certificate program is strategically aligned with the VPPPA’s mission For Working Professionals to promote the VPP Program and support member organizations who have achieved, or are in the process of preparing for, admission to the VPP Program. The program will also equip students with the leadership skills Live Lectures needed to guide transformational change within the safety culture and enable them to lead from behind or to manage from the middle. Upon completion of this certificate program, students can expect to be fully prepared to manage through the VPP process, using the knowledge gained to achieve OSHA VPP Certification or Re-certification. uab.edu/asem | 205.975.3891 | [email protected] vpppa.org Leader—Winter 2020 23

SUICIDE IN THE SAFETY INDUSTRY vpppa.org By Frank King, The Mental Health Comedian 24 Leader—Winter 2020

A suicide occurs every 11 bullying or harassment, minutes in the United States. and other workplace and environmental stressors. These incidents touch every industry. However, some industries in particular have felt the impact of suicide in Preventing Suicide recent years—construction, extraction, mining, fishing, farming and forestry. A CDC study found that in 2012 and With all of this in mind, what 2015, suicide rates were highest among males, ages 45–64, in can safety professionals, these industries, which tend to be male-dominated. supervisors and employers do to help prevent suicide and These male- The Perfect Storm hearty workers, but it also get workers the resources and dominated of Risk Factors increases risk for suicide in assistance they need? industries are a that this occupational group kind of perfect storm of all That perfect storm that Sally is least likely to reach out A major roadblock to the risk factors that we know spoke of involves several when there’s a problem,” says addressing this issue is the contribute to suicide risk,” factors that may contribute to Spencer-Thomas. stigma that has surrounded says Sally Spencer-Thomas, such a high suicide rate among the issues of depression and lead of the Workplace Task men. First, workers in these Furthermore, the often- suicide and the reluctance Force within the National high at-risk industries, in the transient nature of the highest to talk about it. For many Action Alliance for Suicide U.S. are predominantly white, at-risk workforces can create years, these have been Prevention (you can read middle-aged males, who have an environment in which unmentionable subjects, Sally's article on page 10). the highest rate of suicide workers are not as connected making it all the more Sally Spencer-Thomas is among the general population. to a workplace community. difficult for those who may be a rock star in the world of Having a consistent workplace contemplating suicide to get suicide prevention in the In addition to this can increase the sense of the help they need. After all, workplace, my mental health demographic data, elements belonging and provide big boys don’t cry, much less mentor, good friend and a within these industries can consistency in pay and access share their feelings. co-author with me and Sarah play a role in workers not to healthcare. W. Gaer in the book on men’s talking about issues that can One of the most effective mental health, “Guts, Grit lead to suicide or not seek help Sally Spencer-Thomas ways to do this is to simply talk and the Grind, a Men’s Mental if they need it. emphasizes that when to workers about what is going Mechanical Manual.” (Go to discussing suicide with your on in their lives so that they feel www.gutsgritgrind.com “The culture of risk-taking, workforce, it’s important to they have an outlet to discuss for details.) stoicism and self-reliance look beyond mental health issues they are experiencing. in the construction industry to other factors that can and the mining or extraction contribute to suicide, including “There’s an enormous industry for example, certainly job strain, sleep disruption, taboo around this topic that makes for courageous and is extremely unhelpful,” says Norman Ritchie, director, VPSI Group LLC. “The only way to break through that is to talk about it with your workforce and make it the subject of safety meetings and company communications.” vpppa.org Leader—Winter 2020 25

Ritchie encourages emphasizes that it is important who may be at risk for contractors, supervisors, for leadership to set the tone suicide and how to start workers and safety professionals around this issue by making a conversation. to remember that everyone suicide prevention a health and 2. Ask direct questions. on their workforce is a human safety priority. Difficult as it may be, it’s being with their own issues and important to be direct difficulties, and to do everything “We don’t know that this about the topic of suicide they can to connect with them is happening with a person and to approach it in a way on a personal level. unless we have conversations that is compassionate and about it. There’s no X-ray, empowering, to let the “You have to look at the there’s no diagnostic test, no person know that someone humanity of the workforce,” he check engine light (wouldn’t is there for them to provide says. “By starting a conversation that be convenient) that tells partnership and support and being aware of those types us, the only way in is through throughout their struggle. of things, if there are people conversation,” she says. “For 3. Direct them to qualified who are in a difficult situation, it workers to feel they can open resources. Once you’ve provides an opportunity to bring up about it, we have to have a started the conversation and that to the surface.” certain level of trust.” brought underlying issues to the surface, the important Along with the danger Developing that trust is one next step is to put the person that workers may pose area where Spencer-Thomas in touch with the appropriate to themselves, Ritchie sees the potential for safety resources. Organizations emphasizes that unless these professionals to have a big such as the National issues are discussed, these impact. The environments where Suicide Prevention Lifeline, situations can present hazards she has seen safety cultures Construction Working Minds in the workplace as well. thrive are those in which workers and the Substance Abuse are actively looking out for each and Mental Health Services “The worse you’re doing other’s safety and well-being. Administration provide tools personally, the more risk Like a scuba diving partner or and treatment resources for you present to yourself, your a battle buddy, you watch each those in need of assistance. colleagues and to the work,” he other’s back, and in this case For those organizations says. There’s a concept called brain as well. with employee assistance presenteeism, meaning that programs, Spencer-Thomas the person is physically present By applying that same emphasizes the need for at work, but mentally absent, mentality into psychological employers to ensure that which often makes them a risk safety and well-being, safety suicide prevention resources to themselves, and given the professionals can help create are accessible, and personnel particular work environment, a a culture in which workers are trained in state-of-the- risk to coworkers as well. are comfortable starting art suicide intervention skills. conversations with each other Spencer-Thomas echoes the about the personal issues they According to Suicide need for better communication are facing. Awareness Voices for about this issue and creating Education, 80 to 90 percent an environment where workers When having a conversation of those who seek treatment are comfortable discussing with a colleague about for depression are treated personal difficulties and are personal difficulties, keep successfully through therapy provided a supportive network these three keys in mind to and/or medication. By taking that will guide them to the work toward a positive result. these steps and being proactive resources they need. She 1. Listen. Be a good listener in the way they approach issues like depression and “We don’t know that this is happening for your colleagues. Often, suicide, employers, workers all a co-worker may need and safety professionals can with a person unless we have is for someone to listen help stem the tide of suicide in and understand what they the construction, extraction, conversations about it. There’s no are going through. During mining, fishing, farming, the process of talking forestry, and other industries, X-ray, there’s no diagnostic test, no through the problems they while providing individuals the are facing, people may be assistance they need. check engine light (wouldn’t that be able to find a solution. The QPR Institute, safeTalk convenient) that tells us, the only way in and Construction Working Minds offer guidance on is through conversation.” training personnel on what to look for in someone 26 Leader—Winter 2020 vpppa.org

Mental Protective Equipment NOTE FROM THE AUTHOR: Frank King, Suicide On a personal note, part of Prevention and Finally, a word about the active shooter drill. It’s not prevention, the proceeds from the sale Postvention (the it’s mitigation. of each copy of this edition period immediately will go to a wonderful following a suicide) The active shooter drill training is a good idea, and given the mental health nonprofit Speaker and Trainer, was a current climate of gun violence, particularly in the United States, called the National Alliance writer for The Tonight Show for where there is one mass shooting a day, every day, I believe on Mental Illness (NAMI), 20 years. that every company of any size should provide the training. that is near and dear to my Depression and suicide run (A mass shooting is identified as one shooter and at least four heart. They provide all sorts his family. He’s thought about victims.) However, as we say in the mental health business, it’s of mental health resources, killing himself more times a downstream solution. The purpose of the active shooter drill is peer counseling, family- than he can count. He’s fought simply to keep the body count as low as possible. By the time you to-family counseling a lifetime battle with Major are having to employ the skills you learned in an active shooter and classes for families Depressive Disorder and Chronic drill, the horse has left the barn, the train has left the station, struggling to deal with Suicidality, turning that long dark that ship has sailed, pick your metaphor. It’s too late. a loved one with mental journey of the soul into five TEDx illness, among others. All Talks and sharing his lifesaving As safety professionals we are all about prevention. What if that they do, they do for insights on Mental Health we applied that prevention to mental health just as we do for free. I was introduced Awareness with associations, physical health? Currently, we’re all about personal protective to them by a friend who corporations and colleges. equipment, (PPE) for our physical wellbeing. There is no end is a State Farm agent, He uses his life lessons to to protective clothing, helmets, goggles, or other garments or who heard me speak start the conversation giving equipment designed to protect the wearer’s body from injury about mental illness, and people permission to give voice or infection. The hazards addressed by protective equipment of my struggles. As often to their feelings and experiences course include physical, electrical, heat, chemicals, biohazards happens, after I shared surrounding depression and airborne particulate matter. my story, he had one and suicide. for me—even though I’d And doing it by coming out, What if we had a similar push on Mental Protective known him for six years, I as it were, and standing in his Equipment (MPE)? What if in addition to the active shooter was not aware about. He truth, and doing it with humor. training, we go, as we say in the mental health business, way told me his son lives with He believes that where there upstream, and bring me (www.thementalhealthcomedian. schizophrenia, that he and is humor there is hope, where com) or another Suicide Prevention as a Workplace Health and his wife were struggling to there is laughter there is life, Safety Issue Speaker and Trainer, in to teach all of the managers, help their son in any way nobody dies laughing. The right supervisors, union stewards, human resources professionals and they could, that they had person, at the right time, with the other stakeholders on how to spot the signs and symptoms of just about reached the right information, can save a life. depression and suicide? We already teach them to spot the signs end of their rope, and it of alcoholism and drug abuse. And we taught them all what to appeared that it might be RELATED RESOURCES & say, and what not to say, what to do, and what not to do. the end of their marriage LINKS TO ABOVE MENTIONED and their family, as they RESOURCES In QPR (www.QPRinstitute.com,) which is the curriculum had known it. Then they I offer as a keynote or a one to three-hour training, it’s heard about a 12-week, one *Risk-Taking Behavior: The Role called Gatekeeper Training. Everyone is charged with being a night per week class for the Emotions Play Gatekeeper, someone who watches the comings and goings of family of a schizophrenic everyone in the workplace, knows what to look for and what to at NAMI. They took the *Peer-to-Peer Safety Feedback: listen for, when someone is struggling. classes, and though their Engaging in Effective Safety son still struggles, as do Conversations And what if, after they, as Gatekeepers, identify a worker who they, he believes those is struggling, they took it one step farther, and sought to find out classes saved his son, *Emotional Intelligence: if the depression and thoughts of suicide, are being generated by marriage, and their family. Assessing Its Importance in someone else in the workplace. He encouraged me to Safety Leadership volunteer, which I do at And what if, as a midstream solution, management brought the county and state level *Safety & Job Burnout: in a conflict resolution speaker and trainer, who schooled all the in Oregon where we live. Understanding Complex managers, supervisors, union stewards, and human resources Please buy a copy. You Contributing Factors professionals, and other stakeholders on peacefully resolving a might just help save a conflict? In other words, as Barney Fife used to say, “Nip, nip, marriage, a family, and www.opm.gov/policy-data- nip it in the bud.” perhaps a life. oversight/worklife/employee- assistance-programs/ Is it possible that if we started upstream with Suicide suicidepreventionlifeline.org/ Prevention Training, and in midstream, followed up with training in Conflict Resolution, such problems might never www.samhsa.gov/ progress to downstream, and workplace violence? www.constructionworking To paraphrase the old saying, “perhaps an ounce of prevention minds.org/ is worth a pound of mediation.” And after all, prevention, not mitigation, is our business. www.livingworks.net/safetalk vpppa.org qprinstitute.com/ *These resources are available as PDFs online. Search for the titles in your preferred search engine. Leader—Winter 2020 27

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vpppa.org Ways to Improve Employee Mental Health By Anita Hawkins, Safety Pros Mental health is a difficult topic to address in the workplace. Pretending that mental health concerns are not something affecting your workplace could end up costing you money. Studies show that when left untreated, mental health issues cause people to miss 5 percent more days from work. Considering mental health issues affect one in four people, according to the World Health Organization, this is probably affecting your office—whether you know it or not. T hat’s why it’s so important to make sure that your work environment is one that’s open and understanding of mental health needs. Right now, your employees could be dealing with anxiety, depression, or other mental health issues in the workplace, and it could be affecting their work. For the most part, your employees will have a disorder and not disclose their diagnosis but still maintain positive behavior and high level of productivity. But there are those instances where an employee may show signs of mental illness that are disruptive and counterproductive. In these situations, it is important for employers to consider the health and safety of all their employees. So how can employers make their office a safer and healthier place? Here are a few suggestions. Leader—Winter 2020 29

Employers should consider providing health care plans that include mental health services, such as counseling or therapy. You can also partner with local businesses to create an employee discount plan. Speak to businesses, such as fitness gyms, counseling centers, and massage therapists, to create a program that allows employees access to these services at a reduced cost. 1 Break the your employees about their 4 Inform Silence mental health. While hosting Employees of whole company events to Time-Off Policies and Your employees may be hesitant educate employees and open Lead by Example to discuss their mental health communication about concerns concerns. As an employer, you helps create a supportive Your employees are working can help break the stigma of atmosphere, it is inappropriate long, hard hours. Many of them mental health in the workplace to single out employees or task their bodies physically by creating a welcoming and force people to discuss their throughout the day to complete supportive space for your private health concerns. their jobs. It can be draining on employees. They shouldn’t be That’s where an Employee the mind and body to work day afraid of repercussions if they Assistance Professional (EAP) in and day out without a break. speak up about their concerns comes in. As licensed mental It is crucial that you, as an for their own or someone else’s health counselors and trained employer, encourage workers mental health. Work with your professionals, they can teach to take time off from work and human resources department to supervisors about mental not work longer hours than host a discussion about mental health and how to handle necessary. If you’re noticing health within the company; or sensitive employee issues. that an employee is regularly host a seminar that provides Proper training and research overworking themselves, it’s employees with education are essential to addressing time to check in to see how on how to manage mental mental health in the workplace they’re handling their workload health. Employees will see your and fostering a positive and and if there are ways that you dedication to improving mental supportive community. can help. health in the workplace and begin to help build a culture of 3 Offer Keep in mind that employees openness and education around Resources often look to their bosses to mental health topics. set the tone when it comes The best thing an employer to taking time off and being 2 Get can do to accommodate mental accessible when away from Training health is to offer a range the job site. If you are always of resources for employees calling to check on job progress As someone’s supervisor, to utilize should they have or coming to work when you it can be difficult, or even questions or concerns. aren’t well, your employees will inappropriate, to speak with feel they have to do the same thing. Be transparent about the company’s time-off policies and allow employees the time they need to recharge and relax. 5 Follow Up Managing employee health and safety is already an essential part of your day- to-day activities at work. Be 30 Leader—Winter 2020 vpppa.org

If you’re worried about an employee who appears to be struggling, it’s crucial to set up a meeting to identify possible issues and find ways to better the situation. sure you are maintaining open out to your human resources to educate, communicate, and surveys at times they are most lines of communication by department to get connected to reward employees for observing comfortable. Having these regularly following up with your other resources. safe practices. features in a safety engagement employees. One way to do this program helps to lift the stigma is to poll your employees about The health and safety of Setting up a safety about mental health and whether they’d be interested in your employees rely heavily on engagement program is not encourages open discussion that regular check-ins, and to ask their mental health. Employees difficult. The Safety Pros helps people find the help and how often they’d like them; need to be alert and focused specializes in developing safety resources they need to care for one employee may welcome a to perform many of their jobs engagement programs for their own mental and emotional weekly meeting while another safely. While you may never businesses in any industry. Since health. Employees who are part may find it to be too much and know which of your employees each workplace is different, of a safety engagement program too overwhelming. is experiencing a mental health programs are tailored with report being happier, more issue, it is essential to do what features that meet the specific proactive in safety, and are Be sure to watch for you can to help prevent burnout safety needs of each company. excited to receive rewards for employees who seem to dip and incidents related to mental A safety engagement program being part of the program. in productivity or are losing health concerns. Of course, offers a hands on experience focus performing job tasks. Be not everyone is going to want for both company leaders Anita is the Digital Marketing wary that their behavior could to open up about their mental and employees. Interactive Specialist and Blogger for be a sign that they are dealing health with their boss. Make programs encourage employees Safety Pros located in Tampa, FL. with burnout or mental health sure that your employees don’t to participate in safety training, Under the direction of company issues. An employee who is feel obligated to open up, but forum discussions, and even owner, Michele Adams, Safety not fully focusing on their that they also know there are test their knowledge with safety Pros develops comprehensive job tasks could inadvertently resources available to them if quizzes. For participating, online safety incentive programs cause harm to themselves or they need them. employees receive points that for companies of all sizes. As someone else. are banked and later cashed in part of the Safety Pros team, Use Your for incentives and awards. Anita educates clients on the If you’re worried about Engagement Platform importance of safety while also an employee who appears to Programs are cloud-based helping them discover effective be struggling, it’s crucial to Make communicating and mobile responsive, so safety recognition solutions for set up a meeting to identify important health and safety employees can log in and their workplace. As members possible issues and find ways to messages simple with a safety participate from jobsites, of VPPPA for 30 years, Safety better the situation. Consider engagement program. Work home, or anywhere. Employees Pros has established a strong changing their workload, with a company that specializes can respond to discussions reputation as experts in the allowing them to work from in creating custom safety on mental health through safety incentive industry. home, or helping them to reach programs that allow employers forums, social posts, and vpppa.org Leader—Winter 2020 31

SUICIDE vpppa.org PREVENTION The Next Step in Construction Safety 32 Leader—Winter 2020

By Greg Sizemore and Michelle Walker, CIASP In today’s construction industry, the safety and wellbeing of our workers is our priority. We know it is our responsibility to make sure our employees go home in the same—or better—condition than when they arrived on the jobsite in the morning. Delivering on that commitment has been part of a larger cultural shift over the last 25 years and, while we’ve seen progress, even one fatality is one too many. A focus on physical health according to the U.S. Department As an industry, we know from and safety—from of Veterans Affairs. years of managing jobsite safety the use of personal that safety of all kinds is better protective equipment to safety The U.S. workforce spends baked in, rather than bolted on. education and planning, as many hours at the workplace There are many touchpoints well as identifying new safety each week, making it a vital where we can incorporate technologies—has naturally touchpoint for providing access suicide prevention measures. been at the forefront as to mental health resources for Importantly, we need strong construction companies work to working-age adults. In fact, leadership from management, assess, address and implement the Surgeon General’s 2012 safety professionals and human jobsite improvements. And National Strategy for Suicide resources to acknowledge that while these are essential to Prevention specifically targets this devastating statistic about world-class safety performance, employers prevention of our industry is a public health we need to expand that focus to suicide. Across the construction crisis. And that it is up to us to address mental health and the sector, we must rise to meet identify and assess our weak risk of suicide. this challenge by incorporating points, and then get to work. mental health and wellness as As leaders in our field, it’s core business values. To start, we need to focus not just our job to make sure on access by instituting our workers get home safe, it’s While there is much about comprehensive mental health also our job to ensure they safely the nature of the construction and suicide prevention polices, return the following morning. sector that we can’t change— including employee assistance like night work, traveling to and treatment programs and Statistically, construction jobsites away from loved ones crisis intervention education. employees are at a higher risk and strenuous physical labor— because men, who make up there are many things we can We can also assess our 91 percent of the construction change. We can build protective business practices to see what workforce, are more likely factors around stressors to practical steps we can take to die by suicide. In addition, help minimize impact. We can to reduce overall suicide risk the industry employs a large educate teammates to recognize factors, like putting together population of veterans, who are signs of mental distress. We can crews that consistently work at a 1.5 times greater risk for fund mental health benefits. together. This allows workers to suicide compared to nonveterans, We can view asking for help as develop relationships with their brave, instead of shameful. colleagues (especially when vpppa.org Leader—Winter 2020 33

ABOUT CIASP working out of town) which policy and strong interpersonal reduces isolation, one of the top communication. We need to The Construction Industry Alliance for Suicide Prevention non-mental illness-related risk empower employees to create a was born out of necessity in response to the CDC study factors for suicide. In addition, compassionate workplace culture that ranked construction as the number one industry the crews know each other well that encourages people not just for deaths by suicide. Established by the Construction enough to not only recognize to look out for themselves, but Financial Management Association in 2016 to shatter warning signs but care enough also the wellbeing and safety the stigma surrounding mental health issues, CIASP to take action. of others. A simple “how are became a stand-alone 501(c)(3) organization in 2018 to you doing?” can be a lifeline to raise awareness about suicide prevention and provide Next, we need to focus someone who is struggling. resources and tools to create a zero-suicide industry by on information-sharing. uniting and supporting the construction community. Contractors can take several And just like any employee steps to ensure their workers can stop work on a jobsite for Learn more, donate or get involved at have the information and a safety issue, workers need to resources they need to ask have the same confidence to preventconstructionsuicide.com. for and receive help: promote voice concern about suicide risk. employee assistance programs Suicide prevention needs to be NATIONAL SUICIDE and other mental health part of top-down and bottom-up PREVENTION LIFELINE services; improve mental health safety messaging that everyone literacy by educating workers is responsible for their own Call the National Suicide Prevention Lifeline, a national about psychological safety in safety and the safety of others. network of local crisis centers that provides free and the same way we do physical confidential emotional support to people in suicidal crisis safety; provide wellness In short, we need to shatter or emotional distress 24 hours a day, seven days a week. workshops; and post resources, the stigma around mental health For immediate help, call such as the National Suicide problems and put in place mental Prevention Lifeline phone health safety measures with the (800) 273-TALK (8255). number (1-800-273-8255). same steadfastness that we do for physical health and safety. While TAKE THE PLEDGE We also need to educate and this is a tall order, we all need to empower. It is so important to be part of the solution and stand CIASP is dedicated to changing the statistics by educating train leadership to be able to up for suicide prevention. It is and equipping organizations, industry service providers identify and address signs of our responsibility not just on and construction professionals to STAND up for suicide mental distress. To have difficult construction jobsites, but also prevention and address it as a health and safety priority. conversations. And then to take in our schools and workplaces, action through suicide prevention and with our families, friends Now is the time for the industry to STAND up for suicide programs such as LivingWorks, and communities. prevention and address it as a health and safety priority by which educates people on creating safe cultures, providing training to identify and how to identify warning signs Again, our industry is help those at risk, raising awareness about the suicide crisis and approach someone at risk experiencing a public health in construction, normalizing conversations around suicide of suicide and connect them crisis—and one we must and mental health and ultimately decreasing the risks to support. We also need to proactively address to do better associated with suicide in construction. Join the movement. educate and equip supervisors for our workers and their families. with positive management and Through strong leadership and 34 Leader—Winter 2020 communication techniques to commitment, we can create a motivate their staff. cultural shift in our industry to incorporate suicide prevention There is emotional work, and reduce risk factors with the too. We must stop the societal same dedication and success as shame surrounding mental physical safety and health. And health issues, especially in male- that leadership and commitment dominated, physical industries needs to start today. Together such as construction. We need we can reach the only acceptable to foster a caring environment number of construction workers that includes an open-door dying by suicide: zero. Greg Sizemore, vice president for health, safety, environment and workforce development for Associated Builders and Contractors is the vice chair of the Construction Industry Alliance for Suicide Prevention, and Michelle Walker, vice president of finance and administration for SCC Underground, is the chair of CIASP. vpppa.org

Infographic Corner A suicide occurs Veterans are at a 1.5 times every 11 greater risk minutes for suicide compared to in the United States. nonveterans, according to the U.S. Department of Veterans Affairs. A CDC study found that from 2012–2015, Mental health issues affect suicide rates one in four were highest people, among males, according to the ages 45–64. World Health Organization. Opioid abuse 1-800-273-8255 is the National is associated with a Suicide Prevention 75 percent Lifeline. increased likelihood of a suicide attempt. vpppa.org Leader—Winter 2020 35

VPPPA Best Practices By Jessica L. Richardson, CSP, CIT Professional and Organizational Advancement Manager, BCSP Clinton Wolfley, CSP, CHST, STSC Safety Systems and Services Manager, UCOR-AECOM J.A. Rodriguez, CSP, ASP, SGE VPPPA Chairperson A Case Study of Safety Leadership at Every Level VPPPA Overview • Innovation sharing be more challenging than implementing one. To achieve The Voluntary Protection across industries safety success, the supervisor Programs Participants’ role must include building Association, Inc. (VPPPA)—The • Mentoring programs for relationships with workers, Premier Global Safety and which strengthens the Health Organization™, is the organizations looking to organization’s commitment leading organization dedicated take their performance to to safe operations (Carrillo, to cooperative occupational the next level 2010). Through safety safety, health and environmental education and training, management systems. VPPPA, • Use of the VPPPA Body of supervisors become equipped a nonprofit 501(c)(3) charitable to make risk-based decisions organization, is a member-based Knowledge phone app, in the field, reducing errors association providing a network which offers workers a ready and building credibility within of more than 2,300 companies reference on a variety of topics the organization. Supervisors and worksites that have achieved, and regulatory structures who place a high value on or are striving for, occupational safety achieve greater levels of safety and health excellence— Accredited safety compliance from their including the Occupational Safety Certifications: and Health Administration’s STS and STSC (OSHA) or the Department of Energy’s (DOE) Voluntary Maintaining and sustaining Protection Programs (VPP). an organizational culture of safety in the workplace can It is notable that VPPPA Best Practices nearly two-thirds of all STSCs in the VPPPA members drive state of Tennessee are sponsored by continuous improvement by UCOR. UCOR has sponsored the developing and sharing best attainment of 273 STSC certifications practices. These practices since 2012. begin and end with worker involvement. Workforce buy- in is the magic behind the sustainability and superior performance of any protective safety management system. VPPPA best practices include: • A focus on learning from injuries and events • A focus on worker involvement programs designed to encourage participation and ownership • A focus on process changes, rather than worker discipline, for reports of injuries 36 Leader—Winter 2020 vpppa.org

workers than do supervisors UCOR CASE STUDY who are perceived to place a low value on safety UCOR: Safety is UCOR management • Promote environment, safety, (Kapp, 2012). at the Forefront demonstrates commitment to and health as a constant The Board of Certified Safety UCOR is an AECOM-led value in training, designing Professionals (BCSP) offers partnership with Jacobs leadership through a variety of planning, and executing work Safety Trained Supervisor® under contract with the U.S. (STS®) and Safety Trained Department of Energy (DOE) means, including: • Enhance worker awareness Supervisor Construction® to clean up areas within (STSC®) certifications, DOE’s Oak Ridge, Tennessee, • An open-door policy to an involvement to spread intended for leaders at all Reservation. Since beginning ownership for environment, levels, as all workers have the its contract on August 1, all workers safety, and health throughout responsibility for contributing 2011, UCOR has built an the workforce to a safe working environment. exemplary safety culture, • Provision of safety and The STS and STSC are intended which embraces the principal • Demonstrate that UCOR for executives, directors, tenets of the Voluntary health-related personnel, managers, supervisors, Protection Program (VPP)— is dedicated to safety superintendents, and workers. Management Leadership, programs, materials, excellence thorough These individuals may not Worker Engagement, Work Site continuous improvements have safety as their primary Analysis, Hazard Prevention, equipment, and supplies job duty, but their knowledge and Control and Safety and While many of UCOR’s safety of safety practices ensures Health Training. • Field presence and interaction policies and practices are safer and healthier worksites, prescribed and apply equally and their competency UCOR was awarded VPP Star through monthly walk downs to everyone, workers also have strengthens the foundation status in 2015. Subsequently, the the opportunity to take their of safety in the organization company received the VPP Star • The Voluntary personal commitment to the (BCSP, 2019). BCSP’s Safety of Excellence—the highest level next level through voluntary Continuum graphic positions of recognition awarded by the Protection Program professional certifications. the STS and STSC certifications program—and was re-certified at the center of sustaining an as a VPP Star site in 2019. • A safety-conscious Workers are encouraged to effective safety culture, with obtain professional credentials leaders at every level earning As its top-level safety work environment offered by various industry professional certifications. designations attest, safety groups, including BCSP. Those is at the forefront of every • Establishment of teams who wish to pursue BCSP’s The best organizations are UCOR activity—whether it is STSC certification, for example, built upon supervisors who demolishing aging hazardous to pursue excellence such are given paid time off to are qualified, experienced, and nuclear facilities, operating study for the certification. This trained. The STS and STSC set environmental facilities that are as the Electrical Safety is yet another way worker standard baseline knowledge well beyond their design life, engagement plays a key role in across the organization. These managing thousands of tons Excellence Team establishing and maintaining an certifications are accredited of low-level nuclear waste, or exemplary safety culture. through the ANSI/ISO/IEC reclaiming contaminated land • Support of Local Safety 17024 standard for personnel for economic development The program requires certification programs, which is purposes. Protecting workers, Improvement Teams (LSITs) applicants to meet minimum the yardstick for acceptance of the public, and the environment education and experience a certification by many federal, is UCOR’s highest priority. • Questioning Attitude requirements and demonstrate state, and local agencies. knowledge of basic health and Supervisors who achieve the Safety: Commitment Recognition Program (QARP) safety standards and practices STS and STSC certifications through a rigorous examination may experience increased UCOR’s commitment to • Conservative decision making process. Companies that employ self-image, a sense of safety starts at the top with • Monthly Stewards meeting STS and STSCs generally accomplishment, an enhanced the CEO and every level • Monthly Safety experience a decrease in technical confidence level, and of senior management accidents, incidents, and the opportunity to compete and extends to each of the Advocate meeting injuries, a greater participation for leadership opportunities company’s 1,900 workers in safety programs, and (Greer, 2012). regardless of position, length • President’s Accident improvements in productivity of service, or job assignment. and quality. Successful Prevention Council candidates are recognized in company publications, social Worker Engagement media posts, and internal TV information monitors. Worker engagement is a central tenet of UCOR’s robust safety culture and is the foundation upon which the company’s exemplary record of success is built. Worker engagement is demonstrated daily through comprehensive training programs, involvement in work package development, and the uncompromising ability to stop work without retribution when a safety concern arises. In its quest for safety and operational excellence, and with full management support, UCOR workers and subcontractors embrace these objectives: • Strive to eliminate all injuries, illnesses, and adverse impacts to the environment vpppa.org Leader—Winter 2020 37

Best Practices UCOR workers who complete STSC Award of Excellence since concrete structure, so too ending challenge—one that these courses bring their the award’s inception in 2011. do UCOR’s qualified STSCs requires constant vigilance advanced knowledge to the reinforce the safety culture and continuous improvement. workplace each day, along Building on its success, willingly embraced by As the future unfolds, UCOR with a heightened sense of UCOR’s emphasis on nearly 1,900 workers. The personnel will continue to pride for having earned a professional development voluntary commitment of examine and emphasize valuable industry credential and technical excellence these credentialed experts the personal need for each that will serve them well now continues to grow. In the spring goes above what is required. It individual to demonstrate and in the future. Recipients of 2018, UCOR supervisors helps make the safety culture caring for their own safety report increased confidence joined candidates across the even stronger, more enduring, and the safety of their in carrying out their daily country in taking an extensive and less susceptible to failure coworkers. The UCOR team tasks. They also appreciate examination in pursuit of due to complacency or lack of remains engaged, prepared, the respect this certification a new BCSP certification— situational awareness. and committed to a culture of engenders among safety- the Safety Management excellence that will ensure a conscious coworkers. It is Specialist® (SMS®). Four Mission Ready safe and strong finish to the an individual achievement UCOR workers obtained this end of the cleanup contract. that benefits the entire certification demonstrating Professional certifications are organization—a personal the management and safety also viewed as part of being VPPPA, UCOR, and BCSP reinforcement of UCOR’s core skills needed to assure safe Mission Ready. To bolster recognize that worker value that safety is always operations. Exam topics safety awareness among the involvement and ownership paramount on every job. included defining and workforce, UCOR management are paramount to safety utilizing the organization’s launched a Mission Ready performance success. The desire to be recognized safety management systems, program in 2019. This new Organizations that sponsor as an STSC is contagious risk management, incident 12-month program is designed STS and STSC certifications within the UCOR workforce. investigation, and emergency to help all UCOR workers for workers at all levels have Building on coworker success, preparedness. The certification understand when unsafe a distinct advantage in safety the number of successful also confirms knowledge challenges may compromise performance, as workers candidates grows each of safety, health, and their ability to perform their have the competence and year, not only improving environmental concepts and duties safely for the day. confidence to take ownership the individual worker’s regulations and identifying the of the risk-based decisions value to the organization, business case for safety. The Mission Ready initiative being made in the field. UCOR but also strengthening the underscores UCOR’s belief that empowers workers on the front commitment to safety of the In 2019, industrial hygienist all accidents are preventable. line by investing in BCSP’s entire workforce. It is notable technicians demonstrated The goal is to reduce injuries STS and STSC certifications, a that nearly two-thirds of all their occupational safety and and illnesses on the job to best practice in attaining the STSCs in the state of Tennessee health knowledge and skills zero. To do that, every person VPP Star of Excellence and are sponsored by UCOR. UCOR by taking BCSP’s Occupational must be physically, mentally, maintaining VPP Star status. has sponsored the attainment Hygiene and Safety Technician® and emotionally ready to do of 273 STSC certifications (OHST®) certification exam. what needs to be done. Those REFERENCES since 2012. The exam consists of questions who aren’t are asked to voice related to worksite assessment, their concerns, with the Board of Certified Safety Credentialed UCOR workers hazard control, loss prevention, understanding that supervisors Professionals (2019). STSC. help spread the word about and disaster planning. It also will seek an alternative task for Retrieved from: the value of professional addressed emergency response, that worker. http://bcsp.org/STSC certification. During the latest professional responsibility, and VPPPA national conference, other health and safety topics. To be Mission Ready Carillo, R. (2010). Positive Safety UCOR provided presentations physically, workers are Culture: How to Create, Lead and on topics including, “Safety Undergirding the required to be able-bodied, Maintain. Professional Safety, 55 Trained Supervisors Safety Culture acclimated, properly nourished, (5), 47–54. Certifications: STS and STSC” hydrated, and stretched. For and “Safety Culture Training In one sense, UCOR proper mental and emotional Greer, E. (2012). Want to Improve for Front Line Leaders.” In management views readiness, workers should Construction Safety? Invest addition, Michelle Keever, a professional certifications be focused, managing stress, in Supervisor Credentials. UCOR safety manager, was as a critical part of the mindful, and trained. Industrial Safety & Hygiene News, recognized by BCSP as the first undergirding of its robust Vol. 46 (5), 60–62. individual to qualify for the safety culture. Just as rows UCOR recognizes that of steel rebar reinforce a ensuring a safe work Kapp, E.A. (2012). The Influence environment is a never- of Supervisor Leadership Practices and Perceived Group Safety Climate on Worker Safety Performance. Safety Science, Vol. 50 (4), 1119–1124. 38 Leader—Winter 2020 vpppa.org

At the end of the day, you’ll be... Only $25/year The Leader : VPPPA’s award-winning magazine SUBSCRIBE TODAY! STAY SAFE! Discounts available on bulk orders. Email [email protected] to learn more. [email protected] | 703-761-1146 vpppa.org

Membership Corner Like us on Facebook & Follow us on Twitter: @VPPPA & Instagram: @VPPPA_Inc Meet the VPPPA Team Name: Sara Taylor As VPPPA members, you talk to Job Title: Director of Operations National Office Staff members on the phone, chat with us via Length of Time with VPPPA: email and sometimes see us at Seven years this time regional and national events. around—13 years total. But we want our members to be able to more easily put Favorite Parts of Working for names with faces. Check back VPPPA: The food, we love a here in future issues to see good potluck in the office. I also more VPPPA National Office have a huge amount of respect staff member profiles. and greater awareness for safety and health. I recently attended an SGE course and my new goal Winter Members of the Month is to get VPP Star status for the VPPPA National Office. Congratulations to our Winter (December 2019, January, February) Members of the Month: Rob Deery, Maureen Hometown: Naha, Okinawa/ Kamphaus and Ashleigh Pope. Want to submit someone wherever the Army sends you/ to be considered as a VPPPA Member of the Month? Email deep in the Shenandoah Valley. [email protected]. You can also check out all of the previous Members of the Month on our website. Alma Mater: Longwood University, GO LANCERS! I’m Enter the VPPPA Roster Contest kidding, I was never into sports. I did work in the dining hall To ensure each of our members are receiving the benefits they for four years but a shoutout deserve, we need your site rosters to be updated. Send your to food service seems odd. But updated roster to [email protected] by July 1 for a chance hey, GO DHall! to win an Amazon gift card. If you need another copy of your site's roster, please contact the Membership Department via Fun Facts About Me: I’ve visited the email address above or call (703) 761-1146. If you have more than 40 countries, I have already submitted your site's roster, you are entered into our several tattoos, I have 27 first random drawing. The winner will be chosen by July 6. cousins, my parents have been married for 43 years, I have Congratulations to All of Our VPPPA broken my ankle three times, Trivia Winners while I am tall, I have zero athletic ability, and I love the Thank you to all of our 2019 Trivia Contest winners for World Series Champions—the celebrating our 35th Birthday: Washington Nationals! Sheri F., Cintas; Kim B., Acushnet Golf; Vanessa K., Nucor; Brian B., Shermco; Joshua H., Prairie State Generating Favorite Food: Chocolate or Company; Elisa C., Huber; Keenan M., Solvay; Nevena anything covered in chocolate S., Sherwin; Neha S., Honeywell; Leischen N., Alstom (except oranges because I’m Group; Jake V., Occidental Chemical Corporation; Tonya highly allergic, so I’ll die). W., Firestone Industrial Products/Bridgestone; Lesli Trahan, Chevron Phillips Chemical; Scott Slie, Westlake Favorite Movie: Robin Hood Chemical; Donald B., Aerojet Rocketdyne; Zach G., Morton Prince of Thieves, all of the Salt; Elsy P., Multi-Plastics Extrusions, Inc.; Tiffany H., Harry Potter & Hunger Games Entergy; Eric S., PROTEC Coating Company, Jennifer T., films, Finding Dory and Arrival. Nuclear Waste Partnership; Tonya W., Firestone Industrial Products/Bridgestone; Guillermo D., Phillips 66; Eric D., Dream/Next Vacation Spot: University of Notre Dame; Jeff B., Fiberteq. Bhutan, Maldives, Mauritius or anywhere else I haven’t been yet. Favorite Musician/Band: Linkin Park and Loreena McKennitt. 40 Leader—Winter 2020 vpppa.org

State-Plan Monitor Compiled By Katlyn Pagliuca Membership Manager, VPPPA, Inc. IOWA New VPP Star Site Hudson to discuss the MVPP participant successfully achieved application process. MNSTAR status in FY 2019. In Lone Worker Program The following site was approved addition, four employers had at NuStar Energy for participation: An MVPP initial onsite review recertification visits completed. has been conducted at Robert Iowa OSHA VPP has been focused • Cardinal IG—Greenfield Bosch, LLC, Plymouth, and a The following site achieved on employees working alone in Star onsite review has been MNSTAR status in FY 2019: remote or hazardous locations. (October 2019) conducted at Cintas Cleanroom Recently, NuStar Energy’s Resources, Westland. • Monsanto—Redwood Falls VPP Star sites in Iowa have Reapproved VPP implemented a lone worker Star Site An MVPP Star award Pre-Commercial—(Redwood program that requires lone celebration was held at Falls, MN) was recommended workers to wear a device that • Collins Aerospace—Bellevue Marathon TT&R, Lansing. and certified as a full provides routine status checks, MNSTAR site GPS location and incapacitation (October 2019) Applications currently alerts. Bruce Myers, Senior pending for the MVPP/C: The following sites were Manager Area Operations, reports MICHIGAN visited in FY 2019: that the program is working well. • Robert Bosch, LLC, Plymouth There are currently 33 sites • Marvin Windows Iowa Hosts VPPPA in the Michigan Voluntary Initial Approvals Conference Protection Program (MVPP), (Reapproved)—Warroad with 28 Star, two Rising Sites recently approved for • 2020 Region VII VPPPA Star (Merit), two MVPP/C participation in the MVPP: • Aptim Services LLC (construction), and one MVPP/C Midwest Safety and Health Rising Star site. • Cintas Fire Protection— (Reapproved)—Rosemount Conference and Expo April 27–29, 2020 The following is a quick update D26, Troy • Danfoss Power Solutions Downtown Marriott of MIOSHA MVPP activities. Des Moines. • Honeywell, Muskegon (Reapproved)—Plymouth The annual Region VII VPPPA Promotion Reevaluation • Sysco Asian Foods Conference is the premier The Fall 2019 MVPP/C Approvals forum for occupational safety Mentors Meeting was hosted (Reapproved)—St. Paul and health and environmental by the DTE Milford Sites recently reapproved for professionals, hourly workers Compressor Station. continued participation in MNOSHA Workplace Safety and business leaders from the MVPP: Consultation continues to sites seeking VPP approval The MVPP/C Advisory Group receive inquires and has begun and organizations striving to met on November 7, 2019. • Herman Mill Hickory, visiting employers that have improve their safety and health indicated they will be submitting management systems. MVPP triennial onsite Spring Lake an application in FY 2020. reevaluations have been Iowa VPP Site Update conducted at: • PotlatchDeltic, Gwinn FY 2020 will see 11 reapproval visits at existing There are 43 VPP Star sites in • Herman Miller Midwest Upcoming Events MNSTAR employers. Iowa. The following is an update of Iowa OSHA VPP activities. Distribution, Holland • MVPP/C Mentors meeting— Having a dedicated MNSTAR team has allowed us to build • OxyChem, Ludington April 6, 2020 strong working relationships with our partners and has helped MVPP/C Specialist, • MVPP/C Advisory group open lines of communication Doug Kimmel met with from site to site. Our MNSTAR representatives from Reith- meeting—TBD sites share best practices from Riley Construction, Petoskey site to site which allows all and Atlas Copco, New “Like” us on Facebook, employers to strive to be better. follow us on Twitter and Cardinal IG hosted a VPP flag ceremony on December 11, 2019. subscribe to our YouTube: In addition, the annual vpppa.org www.youtube.com/c/MIOSHA_MI Minnesota Safety Council Annual Safety Conference will For further details on the be held at the Mystic Lake MVPP, contact Doug Kimmel, Center May 12–13, 2020. MVPP specialist at 517-719-7296, or visit the MIOSHA website at If you would like further www.michigan.gov/miosha. information about the MNSTAR Program, please visit MINNESOTA www.dli.mn.gov/business/ workplace-safety-and-health/ The Minnesota OSHA (MNOSHA) mnosha-wsc-minnesota-star- Workplace Safety Consultation mnstar-program or contact (WSC) unit currently has 35 Marnie Prochniak, MNSTAR/ STAR sites participating in VPP Coordinator at marnie. the MNSTAR program. Of the [email protected], 35 STAR sites, 33 are general 651-478-8193. industry locations and two are resident contractors. One new Leader—Winter 2020 41

SPM contacting each state TENNESSEE Alaska New Mexico Christian Hendrickson Melissa Barker On September 17, TDLWFD Deputy Commissioner Steve VPP Manager VPP Coordinator Hawkins presented the employees of Honeywell International in [email protected] [email protected] Memphis, TN, with the Volunteer Star Award. This was the first Phone: (907) 269-4946 Phone: (505) 222-9595 time the company has received the award. Arizona North Carolina On October 16, TOSHA VPP Manager, David Blessman, Jessie Atencio LaMont Smith presented the employees of Performance Pipe in Knoxville with Assistant Director Recognition Program Manager the Volunteer Star Award. This was the fourth time the company [email protected] [email protected] has received the award. Phone: (520) 220-4222 Phone: (919) 807-2909 Successful on-site evaluations were recently conducted at California Oregon ITW Dynatec in Hendersonville, TN, and Owens Corning in Iraj Pourmehraban Mark E. Hurliman, CSHM Springfield, TN. Cal/VPP & PSM Manager VPP/SHARP Program Coordinator [email protected] [email protected] OREGON Phone: (510) 622-1080 Phone: (541) 776-6016 Since the Autumn edition of the Leader, Oregon has conducted Hawaii Puerto Rico three more VPP evaluation audits and has scheduled four more Nicole G. Bennett Judith M. Cruz Concepción to be completed by April 2020. We have reapproved three sites OSH Program Specialist Puerto Rico VPP Manager and have another working on their 90-day items. SGEs continue Administrative & ​PR OSHA Voluntary Programs to play an important role in audits, as the SGEs have proven Technical Support Manager Division themselves to be valued team members. [email protected] [email protected] Phone: (808) 586-9081 Phone: (787) 754-2172 ext 3343 Oregon OSHA would like to publicize the following scheduled conferences throughout the state: Indiana South Carolina Beth A. Gonzalez Sharon Dumit • Oregon SHARP Alliance Region I Training Session, January VPP Team Leader VPP Coordinator [email protected] [email protected] 14, 2020, Sustaining and Improving Safety Management, in to Phone: (317) 607-6118 Phone: (803) 896-7788 be held in Portland/Metro. Iowa Tennessee • Mid-Oregon Construction Safety Summit, January 27–28, Shashi Patel David Blessman VPP Coordinator VPP Manager 2020, Riverhouse on the Deschutes, Bend. [email protected] [email protected] Phone: (515) 281-6369 Phone: (615) 253-6890 • Cascade Occupational Safety & Health Conference, March 2–3, Kentucky Utah 2020, Graduate Hotel, Eugene. Brian Black Jerry Parkstone VPP Program Administrator VPP Coordinator • Oregon SHARP Alliance General Training Session, March 12, [email protected] [email protected] Phone: (502) 564-3320 Phone: (801) 530-6901 2020, Improving Your Safety Program, Taking Safety to the Next Level, Durham. Maryland Vermont Allen Stump Daniel Whipple • Oregon SHARP Alliance Region I Training Session, April 14, VPP Manager VPP Coordinator [email protected] [email protected] 2020, topic and site TBA in Portland/Metro. Phone: (410) 527-4473 Phone: (802) 828-5084 • Northwest Safety & Health Summit by Region X VPPPA, May Michigan Virginia Sherry Scott Milford Stern 12–14, 2020, The Grove Hotel & Boise Centre, Boise, ID. MVPP Manager VPP Manager [email protected] [email protected] WASHINGTON Phone: (517) 322-5817 Phone: (540) 562-3580 x 123 The Washington State Plan VPP program currently has 32 VPP Minnesota Washington sites (31 Star and 1 Merit). Tyrone Taylor, MBA John Geppert Director of Workplace Safety VPP Manager Since the last issue we have completed evaluations for two new Consultation MN [email protected] participants and 1 recertification, approval reports are in process. Dept. of Labor & Industry Phone: (360) 902-5496 Occupational Safety & For 2020 our program will be performing 11 reapproval Health Division Wyoming evaluations and at least one evaluation for a new participant. [email protected] Clayton Gaunt Phone: (651) 284-5203 VPP Manager For 2019 Washington VPP staff had 11 outreach interactions [email protected] at employer worksites who expressed interest in VPP. Nevada Phone: (307) 777-7710 Information about the program and workplace safety and Jimmy Andrews health information was provided. VPP staff also conducted VPP Manager check-in audits of five existing VPP sites who were either [email protected] mid-certification cycle or noted changes in leadership, Phone: (702) 486-9046 processes or procedures in their annual self-evaluation. For additional information and up-to-date contacts, please visit 42 Leader—Winter 2020 www.vpppa.org/chapters/contacts.cfm vpppa.org

Regional Round-Ups Compiled by Jamie Mitchell Communications Coordinator, VPPPA, Inc. REGION I There are currently three Pictured above: Veolia ES Technical Solutions, LLC in Charlestown, scholarships available to MA, celebrating a flag-raising ceremony. vppregion1.com workers and their families in Region I. The scholarships Pictured above: Honeywell UOP—Tonawanda, NY; Oxyv Vinyls— Region I is preparing for its are awarded to students who Pedricktown, NY; Ultra Electronics/Flightline Systems—Victor, NY annual conference happening meet the criteria mentioned June 15–17, 2020, at the in the scholarship guidelines Killington Resort in Killington, which can be found on the VT. We are looking for speakers, Region I website. Applicants exhibitors and sponsors. Anyone are encouraged to read all the interested in any of these, or qualifications and to supply interested in helping the Region the needed paperwork prior I Board of Directors with any to the due date in ordered to be conference activities, please considered for one of reach out to any board member. the scholarships. More information can be found on the Region I website. The Region I website has a new look and contains Region I is planning on information the Region I holding a VPP application pre- membership may find useful, conference workshop at the such as: a current list of annual conference in Killington, Region I SGEs; Best Practices VT, on June 15–17, 2020. The from Region I VPP sites; and Region will also be having an information about upcoming SGE Training at GE Healthcare conferences, meetings, in Westborough, MA, on scholarship opportunities September 15–17, 2020. For and trainings. more information about either of these events, please keep Contributed by Karen Girardin, checking the Region I website Region I Chairperson for updates, or ask any of the Region I Board of Directors. REGION II Updates vppparegion2.org • A new mentor/mentee match Region II currently has six upcoming VPP evaluations with up in Region I: VPP Star site spots open for SGEs. Contact Huber Engineered Woods, Ms. Greta Olsson, Olsson.greta@ LLC in Easton, ME, mentoring dol.gov, if you are interested in Irving Forest Products in volunteering for any of these Ashland, ME. SGE opportunities. More details on our website. • A recent flag-raising Our next SGE class will be held ceremony took place at Veolia March 31–April 2, 2020, at VPP ES Technical Solutions, LLC Star Site Bartell Machinery. in Charlestown, MA, on October 30, 2019. Lockheed Martin in Owego, NY, celebrated a ceremony on 2020 Board of Directors November 12, 2019, marking their elections will be held at the 25 years as a VPP participant. annual Region I Conference in OSHA sent Deputy Regional Killington, VT, on June 16. The Administrator Steve Kaplan and positions up for election are: Area Director Jeff Prebish to make Vice Chair, Secretary, Hourly some congratulatory remarks. Representative from a Site with The Region II Chairperson, a Collective Bargaining Unit, Robert Brynes, was also in and three Director-at-Large attendance and spoke. positions. Anyone interested in applying can check the Region I website for more information. vpppa.org Leader—Winter 2020 43

RRU Recent flag-raising ceremonies Conference which will be held also hosts the monthly (pictured on page 43): April 27–May 1, at the Kalahari board meeting minutes Resorts & Convention Center and conference mobile app • OxyVinyls—Pedricktown, NJ in Pocono Manor, PA. Visit our instructions which are clear website to register, become a and user friendly for everyone. (Star Reapproval) sponsor, volunteer, presenter, vendor, and download our Contributed by John Dyer, • Johns Manville Roofing mobile app. The Region III Region III Secretary Board’s vision is, “To be the Systems—Plattsburgh, NY most respected safety and REGION IV health association through • Honeywell UOP— the innovation and regionivvpp.org advancement of the Voluntary Tonawanda, NY Protection Programs.” The 29th Annual Region IV VPPPA Safety and Health • Ultra Electronics / Flightline There will be a SGE class Excellence Conference was prior to our conference on April held June 18–20 in historic Systems—Victor, NY (Merit) 27. When visiting the website Chattanooga, TN. Keynote use the easy-to-follow links Speakers were Steven Hawkins Finally, we currently to register or sign up to be a and David Sarkus. There were have an open position for vendor, sponsor, presenter, 440 in attendance, with 56 Vice Chairperson. view the monthly board meeting exhibitors presenting a wide minutes or become a volunteer. array of products and services. Contributed by Grace Irby, Region II Media Coordinator The Region III Board of The conference began Directors just held a face to with 25 VPP site employees REGION III face meeting in Hershey, PA, completing training and to discuss plans for their 2023 being sworn in as Special vppparegion3.org conference and review if the Government Employees Hershey Hotel would be a (SGEs). SGEs are valuable The Region III Board of match to host a conference. assets to OSHA and the VPP Directors is very hard at work We also held elections for Program as a whole. We planning the 2020 Region III several open positions (Chair, congratulate these individuals Secretary) which were voted on and thank them for their and announced. Mike LaPradd service to the VPP Program. Huber Engineered Woods, The conference offered a LLC will serve another term number of pre-conference as Chair and John Dyer Veolia workshops which were well Environmental Solutions & attended by a number of Services will serve another conference participants. The term as Secretary. All of the conference opening session board members are listed included an inspirational and on our website if anyone has motivation message from questions or needs to contact a Steven Hawkins (Tennessee Region III board member. Department of Labor and Workforce Development— The Region III Board of Deputy Commissioner of Directors has an excellent Employment Safety and website thanks to the Security). Mr. Hawkins dedication, commitment and has long been an avid expertise of our “IT” member, supporter of VPP and of Rob Deery from Cintas. Rob Region IV VPPPA. It was an has made the Region III enlightening experience to website very user-friendly hear Mr. Hawkins’ perspective and paperless, with links for on workplace safety and registering, sponsorship, the humorous real-life vendors, breakout speakers experiences he shared during and volunteers. The website 44 Leader—Winter 2020 vpppa.org

the session. The conference Oshkosh Defense, LLC, celebrating their flag raising ceremonies at their E-Coat Facility and offered 48 individual breakout West Plant Facility. sessions, three paid workshops and five free pre-conference REGION V Oshkosh Defense safe workplace for all Oshkosh workshops on a variety of Achieves VPP Star team members.” health and safety topics. www.vppregionv.org Status at Two Facilities Board of Directors Every year the Region IV Conference planning is in full Oshkosh Defense, LLC, an Update Board of Directors hosts a swing for the 2020 VPPPA Oshkosh Corporation company, networking event during our Region V Conference. The 2020 earned VPP Star status at both Currently, there is one Director- conference. We get a great deal conference will be held in Lake the E-Coat Facility and its West at-large position open. If of feedback that those who Geneva, Wisconsin. This is Plant Facility. interested, please reach out choose to attend greatly enjoy our second conference at this to Eric Siefker at siefkeej@ the opportunity to network as location, and we are back for a A representative from proteccoating.com. well as have a little fun. This reason! The feedback from our Oshkosh said, “VPP Star status year’s event took the group to conference attendees was great embodies Oshkosh’s core Contributed by Jimmy Jacquez, an Aquatic Adventure at the when we were in Lake Geneva in values—our team members are Region V Director Ex-Officio Tennessee Aquarium where 2017. We are looking forward to always at the forefront of what heavy hors d’oeuvres and a great turnout with awesome we do. At Oshkosh, we continue REGION IX incredible views of the creatures speakers and presentations. to focus on caring for our of the aquarium were enjoyed. people and improving our work regionixvpppa.org The VPP Application environment, so they can go Concluding the conference Workshop, registration and the home safely to their families. Well, here we are again. The this year was closing keynote Opening Reception will be on Oshkosh Defense is proud to holidays are over, Christmas speaker David Sarkus, MS, April 28. The official conference have earned this recognition came and went, (in a flash, I CSP. Mr. Sarkus’ message will be from April 29–30. by creating and maintaining a might add), and the New Year of the importance of being has arrived, can you believe “your brothers’ keeper” it . . . we are smack-dab in combined with his enlightened coaching methodology, prepared the group to return to their respective workplaces refreshed and renewed to push their health and safety programs to an even higher level of safety excellence. The Region IV Board of Directors are busily working to Plan the 30th Annual Region IV VPPPA Safety and Health Excellence Conference. This year’s conference will be held June 9–11 at the Birmingham– Jefferson Convention Complex. The conference is already shaping up to be a stellar event, with incredible speakers, engaging keynotes and a conference event at the TopGolf located adjacent to the conference hotel. Registration is now open, so please visit www.regionivvpp.org to register. Contributed by Christopher Colburn, Region IV Vice Chairperson vpppa.org Leader—Winter 2020 45

RRU 2020! With the holidays gone am sure they would welcome want to join us for the Post workforce (construction) VPP. it seems we have nothing to your assistance in any way. Conference Workshop on Keep up the good work, Brandon! look forward to for a while. Ok, What could be better than April 24, 2020. Join in and ok, don’t get upset, I have just hundreds of like-minded be better prepared for your California what you need. What about the professionals, sharing tried onsite re-assessment. Wait! 2020 Regional Safety Summit and true methodologies, Did I mention we even have an Iraj Pourmehraban continues in Las Vegas, NV, April 21–23, best practices, and a whole opportunity if you’re looking to grow the Cal VPP program, 2020. That’s right, I said Las bunch of knowledge, all aimed to become an SGE? We've got it which boasts an impressive 64 Vegas; “Winner, Winner, at making our collective all! From April 18–20, there is sites according to the website. Chicken Dinner.” Sorry, I got workforce, safer, healthier, an SGE workshop just for you. Cal OSHA has a comprehensive carried away! stronger and happier. Come Again, just go to the website link, from which you can obtain join us and learn from those for additional information. additional information on This year’s venue lands us who have taken the challenge. their VPP efforts throughout at the spectacular, M Resort So what’s happening in California, including a new Spa & Casino. The Region IX Those of you who are new the region? link, which shows workshops VPPPA Board of Directors to the process may want to and events related to VPP as and their team of volunteers, take advantage of the Pre- Arizona well as other events designed have feverishly been working Conference VPP Application to improve safety and health to deliver yet another stellar Workshop on April 20, 2020. It seems The Arizona Division management within your experience. If you haven’t signed If your company is past the of Occupational Safety & organization. More information up, no worries, you can do so, application point, and you’re Health (ADOSH), and the can be obtained at this link: just by going to our website. anxiously waiting for the Industrial Commission of www.dir.ca.gov/dosh/cal_vpp/ auditors to come back for Arizona (ICA), the agency cal_vpp_index.html. If you want to get involved, your re-evaluation, you may ADOSH is housed under, have let the Region IX team know, I put themselves to the test, and Hawaii they have been recommended as a VPP STAR site. They Hawaii continues to seek will become the fiftieth additions to the VPP family site in Arizona to achieve and currently their website the VPP STAR recognition. shows three sites who are In conversations with the recognized as VPP Star sites. If states VPP Manager, Brandon you would like to connect with Stowell, a team consisting a representative of the Hawaii of SGE’s from Raytheon, VPP program, contact Nicole Kitchell, Special Devices Inc., Bennett at 808-586-9100. United Technologies and Central Arizona Project were Nevada onsite for a three-day VPP assessment and made the Nevada VPP Stars make up an recommendation to recognize impressive list of 10 companies the agency as a VPP STAR site. who have taken the challenge Brandon indicated the audit and accomplished the coveted team was impressed with VPP STAR recognition. Nevada both, best practices within the SCATS continues to educate organization and the Arizona the community on the benefits Management System. They of the VPP program and the were also impressed by the way improvements, participation in which the culture of safety can bring, to your organization! was embraced. Congratulations For more information go to: to the ICA and to ADOSH for www.4safenv.state.nv.us/ this milestone achievement! consultation/recognition- programs/voluntary- Additionally, Brandon protection-program. explained, in the upcoming months he will be busy with Contributed by Mark Norton, as many as eight re-approval Region IX Ambassador visits and submission of two new applications for the mobile 46 Leader—Winter 2020 vpppa.org

More events to come! Check VPPPA Regional websites for up-to-date information. Calendar of Events February April 27–May 1 27–29 25 10 Region II & III Region VII Conference Conference Safety+ Symposium Early bird rate ends Pocono Manor, PA Des Moines, IA registration opens for the Safety+ Symposium 27–30 27–May 1 25–27 20–24 Region V Region VIII National Board of Conference Conference Directors Meeting Region IX Lake Geneva, WI Denver, CO & Congressional Conference Outreach Las Vegas, NV August May June July 25–27 12–14 9–11 10 Orlando, FL Region X Region IV Regular rate Conference Conference ends for Safety+ Boise, Idaho Birmingham, AL Symposium 19–22 15–17 Region VI Region I Conference Conference San Antonio, TX Killington, VT VPPPA contacts To reach the VPPPA National Office, call (703) 761-1146 or visit www. vpppa.org. To reach a particular staff member, please refer to the contact information below. Sara A. Taylor, CMP Jamie Mitchell Sierra Johnson Director of Operations Communications Coordinator Special Projects Coordinator [email protected] [email protected] [email protected] Natasha Cole Heidi Hill Bryant Walker, CIOS, CSIS Events Coordinator Senior Event Sales & Information & Data [email protected] Advertising Coordinator Analyst Manager [email protected] [email protected] Kerri Carpenter Communications Katlyn Pagliuca Courtney Malveaux, Esq & Outreach Manager Membership Manager Government Relations Counsel [email protected] [email protected] [email protected] vpppa.org Leader—Winter 2020 47

7600 Leesburg Pike, East Building, Suite 100 Falls Church, VA 22043-2004 Tel: (703) 761-1146 Fax: (703) 761-1148 www.vpppa.org VPPPA, a nonprofit 501(c) (3) charitable organization, promotes advances in worker safety and health excellence through best practices and cooperative efforts among workers, employers, the government and communities. SCAN QR CODE TO LEARN MORE ABOUT VPPPA, INC. http://bit.ly/jVQcBo PRINTED ON RECYCLED PAPER ® • Keeps extension ladders from Ladder falls – slipping on slick surfaces such as 2nd leading cause of composite decking work-related • Unique design of foam creates tiny injur ie s! * suction cups that grip the surface, even when wet * https://www.cdc.gov/niosh/ nioshtic-2/20034690.html • Light weight for easy use, weighs less than 6 pounds Working Concepts, Inc. • Works on smooth surfaces, plastic, 888-456-3372 • www.softknees.com • [email protected] wood, concrete, etc., even when wet Patent Pending • Prevents marring and scratches to deck caused by ladder feet • Attaches to the bottom ladder rung, with adjustable strap, for easy movement of ladder along wall • Fits most extension ladders, up to 21” wide • Replaceable self-adhesive foam pad