August 2024 TogetHR Times
Hot yet? Are you ready?
by Kim Keene
The Occupational Safety and Health Administration (OSHA) rolled out the details on the proposed Federal mandated heat standard on July 2nd. This proposed standard will apply to almost all employers in almost all industries!
Please note: It is not yet in effect. It will appear in the Federal Register for 120 days as OSHA gathers comments and concerns. Comments may be submitted electronically to www.regulations.gov, Docket No. OSHA-2021-0009. The final heat standard most likely will have some revisions to it.
Here is an overview on the proposed standard:
It covers all employers that are covered under OSHA
It covers both outdoor workers AND indoor workers.
All employers will be required to have a Heat Injury and Illness Prevention Plan, referred to as HIIPP, which must contain a heat emergency response plan.
Additionally, there are several other key requirements of the proposed standard. They are:
Heat Triggers: Employers will need to implement specific control measures if the temperature reaches an Initial Heat Trigger (which is a heat index of 80°F) with additional controls required when the temperature reaches a High Heat Trigger (which is a heat index of 90°F).
If the initial heat trigger is hit, employers must provide the following:
Drinking water that is suitably cool, in readily accessible locations and of sufficient quantity (which is one quart of water per employee per hour)
Paid rest break in an area or areas with cooling measures that can be taken
Indoor work area controls (such as fans or air conditioning)
Plan for acclimatization of new employees or returning employees during their first week
Regular and effective two way communication
Person Protective Equipment (PPE) with cooking PPE that is maintained at all times during use
If the high heat trigger is hit, employers must provide the following, in addition to all requirements of the initial heat trigger:
Mandatory, paid 15 minute rest breaks every two hours in break area or areas with cooling measures
A system for observing employees for signs and symptoms of heat related illness, such as a buddy system with coworkers
Hazard alert reminding employees to drink water and take breaks
HIIPP Requirements:
The HIPP must be in writing if the employer has 10 or more employees
There must be an identified Heat Safety Coordinator that has authority to ensure compliance
There must be a comprehensive list of the types of work activities covered under the HIPP
The HIPP must contain all policies and procedures that are adopted by the employer to comply with the standard
Procedures detailed on how to obtain input and involvement of nonmanagerial employees in the development and implementation of the HIPP and any time there or changes or reviews of the HIPP
Procedures on how the employer will review and evaluate the effectiveness of the HIPP on an annual basis or as necessary
Emergency contact information and procedure for responding to an employee experience signs and symptoms of a heat related illness or a heat emergency must be contained in the HIPP
Heat Emergency Response Plan as part of the HIPP:
Listing of emergency phone numbers
Describing how employees can contact a supervisor and contact emergency medical services
Designated employees to ensure heat emergency procedures are involved when appropriate
Procedures on how employees can be transported to a place where an emergency medical provider can reach them
Providing clear and precise direction to the worksite; address
Implement procedures to respond when an employee is experiencing signs and symptom of heat related illness including suspected heat stroke.
If this occurs there need to be additional procedures included as to how to relieve the employee of duty, monitoring them, ensuring they are not left along, offering onsite first aid and providing them with ways to reduce their body temperature
Training:
Employees, supervisors and a designated heat safety coordinator must be provided with initial and annual refresher training. Employers must also provide supplemental training when charges occur to the standard, to the HIPP and after a heat injury or illness.
Training provided must be in a language and at a literacy level each employee, supervisor and heat safety coordinator understands. Employees must be given an opportunity for questions and answers about the training.
Recordkeeping requirements:
For indoor worksites, the temperature monitoring data is required to be maintained for a minimum of six months. These can be electronic or written.
Now what?
OSHA will let us know what the new standard looks like sometime this fall, probably October. If you are interested, please comment on the proposed standard at the website mentioned above. Many of the requirements of the proposed plan were taken from California’s regulations, Cal/OSHA, which is considered one of the strictest state/federal jurisdictions. We will keep you posted on this new proposed standard.
Embracing the Multigenerational Workforce! Building a Unified Team:
by Christine Muller
In today’s dynamic workplace, we find ourselves in a unique and exciting situation: for the first time in history, five distinct generations are working side by side. This diversity spans the Traditionalists, Baby Boomers, Generation X, Millennials (Y), and Generation Z. Each generation brings its own strengths, experiences, and perspectives, contributing to a rich and varied workplace culture. Understanding these differences and leveraging them effectively can transform potential challenges into opportunities for growth and innovation.
Distinguishing Factors between Generation Groups
Bridging the Generational Gap
1. Foster Open Communication: Encourage a culture of open and respectful communication where every voice is heard. Utilize various communication channels to cater to the preferences of different generations. Regular team meetings and feedback sessions can help bridge the gap and foster mutual understanding.
2. Promote Cross: Generational Mentoring: Implement mentorship programs that pair employees from different generations. Traditionalists and Baby Boomers can share their experience and knowledge, while Millennials and Gen Z can offer insights into new technologies and trends.
3. Embrace Flexibility: Recognize that different generations may have different work preferences. Offering flexible working arrangements, such as remote work and flexible hours, can help accommodate these differences and enhance productivity and satisfaction.
4. Encourage Collaboration and Teamwork: Create opportunities for cross-generational collaboration on projects. Diverse teams can leverage the strengths of each generation, leading to more innovative solutions and a stronger team dynamic.
5. Provide Training and Development: Invest in ongoing training and development opportunities that cater to all generations. This includes both traditional training programs and modern e-learning platforms. Encourage a culture of lifelong learning.
6. Recognize and Celebrate Diversity: Acknowledge and celebrate the unique contributions of each generation. This can include tailored recognition programs that appreciate the different motivations and achievements of employees.
Embracing a multigenerational workforce is not just about managing differences; it's about harnessing the diverse strengths that each generation brings. By fostering a culture of respect, communication, and collaboration, organizations can create a harmonious and productive workplace where all employees feel valued and empowered to contribute their best. As we navigate this multigenerational landscape, let’s focus on building bridges and working together to achieve our common goals.
Sources:
Forbes on Multigenerational Workforce
Benefits of Cloud Disaster Recovery (CDR) & Cloud Storage
By Rhonda Anderson
Cloud disaster recovery (CDR) is a cloud-based solution or managed service that helps you quickly recover your organization’s critical systems after a disaster and provides you remote access to your systems in a secure virtual environment.
Cloud storage is off-site storage that’s maintained by a third party and an alternative to storing data on premises. Cloud storage safely and securely saves your important files and documents to a remote database, so you don’t have to store it on your computer hard drive or other storage devices. Cloud storage has many advantages over hard drive storage. First, you don’t have to physically possess the storage device as you would with a flash drive, for example, so you don’t run the risk of losing irreplaceable content. Second, cloud storage makes it easy to share content. Another great reason is the cost savings. It’s much more affordable – and smart – to buy as much cloud storage space as you need for a nominal fee rather than buying and maintaining lots of hard drive storage space.
In cloud computing, cloud storage services work as a network of connected data servers collectively used to share and access your files across devices. Cloud storage providers own and maintain the offsite servers that make up this network at their data centers. Users can upload files to the servers and access their cloud data via website, desktop app or mobile app.
The benefits of cloud storage include easily storing, accessing, and protecting your content via the internet. You can streamline work and outdated storage systems by uploading nearly any file and accessing it from multiple devices. You can also rest easy knowing all your important files are stored in a safe, off-site location. This is especially useful in times of disaster recovery and if your hard drive lets you down.
If your device is lost or stolen, rest easy knowing your data’s safe. Remote wipe lets you clear all files and folders from your missing device’s account. All of your files are securely saved in cloud storage and easily retrievable. Over the past few years, cyber attacks have been on the rise. In fact, research shows that for every one hour of operational downtime; small and medium sized businesses incur an incremental financial loss of over $8,000 while large organizations incur over $74,000.
Questions to Ask Potential Cloud Service Providers
Is service work outsourced – Confidentiality, insurance, change of business
Where will my date be located – sensitive data should not be stored on a third party server
Insurance to cover data loss & power outage – coverage of data destruction or inaccessibility
Typical total downtime for your services – anticipated downtime should be provided
Re-sell cloud services – responsible party for support and service
Data security policies documented – highly detailed formal security policies
Internet bandwidth requirements – crucial to know the figure per user
Rackwareinc.com, Dropbox.com, Kelsercorp.com
