Wherever your career and business endeavors are headed in the new year, please consider us in your development. We look forward to assisting you! We wish each and everyone of you a Happy Holidays and prosperous New Year!

With 2014 only a few days away, have you completed your workforce planning? While many organizations put pencil to paper on budgets, sales projects, and business expansions; many forget how their workforce allows them to meet these goals. Don’t be one of them!

Entering 2014 many experts are projecting a continued shortage of talent for skilled and professional level positions, that will only continue to worsen with the attrition of the baby boomers. Protect your human capital and ensure that you have the staff in place to keep your business running smoothly in the new year. Here are a few quick tips:

·         Take roll call. Who do you have on staff that is planning to retire or may cut back to part time? Look to your current staff to see if you have the human capital to absorb these responsibilities or whether you may need to add to back fill these roles.

·         Locate your unrealized talent. We all have it. While we tend to focus on unrealized sales or potential business, sometimes we forget that we have unrealized talent already available in our organization. How can these individuals help you meet your goals for the new year? Have you met with them to ensure that they are happy and plan to stay with the organization? If not, now is the time!

·         Plan and plan again. While most organizations plan to fill future openings on their own, in today’s talent shortage that isn’t always possible. As many as 90% of companies partner with a staffing agency to help them locate talent. If this is a possibility for your organization in the upcoming year be sure to account for these costs when budget planning and begin meeting with potential recruiters before your need is to arise. Locating the right recruiter for your organization is imperative. Hiring the wrong recruiter could result in weeks of down time, unrealized sales, and missed opportunities.

Trillium is excited to be entering our 30^th year of business in 2014 and is truly grateful to our over 5,000 clients nationwide that count on us to deliver them the talent they need to excel in their industries. We appreciate the opportunity to help you locate your greatest asset, your team!

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

While temporary and contract labor have long been a part of the design of most skilled workforces, traveling contract labor has given many contractors their competitive edge in recent years. After establishing a credible resource, having a pool of traveling contract labor to provide skilled and unskilled workforce solutions for your projects in remote locations can be as easy as a phone call or email.

Attrition has been a growing battle for several industries and is a continuous battle for drivers, heavy industrial workforce, and environmental remediation staff.  Locating staff on short notice and in remote areas of the country only increases the difficulty to have a qualified and safe workforce to staff your projects. Access to a mobile workforce of skilled and unskilled labor can reduce your overhead, delays in scheduling, and allow your organization to take on additional projects above what your current workforce is able to complete.

While many contractors focus on locating a local staffing provider in areas that they do not typically do business, they may open themselves up for unnecessary liabilities and costly mistakes. Industrial and environmental contractors often require temporary staff that are trained, certified, and screened to perform specific duties in unique environments and conditions. Many staffing companies and day labor providers are unable to locate a workforce capable of these type of duties quickly. Having the wrong staff in place can often end up worse than having no staff in place. Mistakes made by unqualified help can result in costly scrap materials, overtime, and injuries. In addition to the initial costs the effects on your OSHA log, EMR rates, and overall job site moral can be long lasting. Completing due diligence to find the right provider for talent, can have a large impact on the success of your individual projects and your organization as a whole.

A company who excels in providing a mobile workforce should be able to provide you with testimonials from other clients, an outline of where they have offices and satellite branches for employee recruitment and screening, and be well versed in handling employment issues that come with a mobile workforce. Traveling workforces present their own set of challenges to an inexperienced recruiter. Inquire with potential partners on what their biggest challenges are managing a traveling workforce, what resources they make available to their staff, and how they have handled challenges in the past.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today! If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

“We have time-tested and battle-proven processes with a very specific niche focus on the industrial cleaning and environmental services industries. We have experienced incremental growth every year and don’t anticipate that to change any time soon.” stated Regional Vice President, Steve Rosenberger.

Whether you are in search of hydroblasters, tank cleaners, or vacuum truck operators; let the experienced team at Trillium Industrial Services provide you with safe, reliable, and proven resources. Trillium is proud to be recognized in the Top 25 Largest U.S. Industrial Staffing Firms, as determined by Staffing Industry Analysts. For more information contact Trillium Industrial at 877-833-5313.

This revision includes two major changes; being the required use of new labeling elements and a standardized format for Safety Data Sheets replacing Material Safety Data Sheets. These changes were set forth to improve worker understanding of the hazards associated with the chemicals present in their workplace. OSHA has phased the new requirements in from December 2013 through June 2016.

The minimum required training topics to be completed by December 1, 2013 according to OSHA’s website include:

Training on label elements including information on:

• Type of information the employee would expect to see on the new labels, including the

1. Product identifier: how the hazardous chemical is identified. This can be (but is not limited to) the chemical name, code number or batch number. The manufacturer, importer or distributor can decide the appropriate product identifier. The same product identifier must be both on the label and in Section 1 of the SDS (Identification).
2. Signal word: used to indicate the relative level of severity of hazard and alert the
   reader to a potential hazard on the label. There are only two signal words, “Danger” and “Warning.” Within a specific hazard class, “Danger” is used for the more severe
   hazards and “Warning” is used for the less severe hazards. There will only be one
   signal word on the label no matter how many hazards a chemical may have. If one
   of the hazards warrants a “Danger” signal word and another warrants the signal word
   “Warning,” then only “Danger” should appear on the label.
3. Pictogram: OSHA’s required pictograms must be in the shape of a square set at a
   point and include a black hazard symbol on a white background with a red frame
   sufficiently wide enough to be clearly visible. A square red frame set at a point
   without a hazard symbol is not a pictogram and is not permitted on the label. OSHA
   has designated eight pictograms under this standard for application to a hazard
   category.  OSHA3491QuickCardPictogram
4. Hazard statement(s): describe the nature of the hazard(s) of a chemical, including,
   where appropriate, the degree of hazard. For example: “Causes damage to kidneys
   through prolonged or repeated exposure when absorbed through the skin.” All of the applicable hazard statements must appear on the label. Hazard statements may
   be combined where appropriate to reduce redundancies and improve readability. The
   hazard statements are specific to the hazard classification categories, and chemical users should always see the same statement for the same hazards, no matter what the chemical is or who produces it.
5. Precautionary statement(s): means a phrase that describes recommended measures that should be taken to minimize or prevent adverse effects resulting from exposure to a hazardous chemical or improper storage or handling.
6. Name, address and phone number of the chemical manufacturer, distributor, or importer.

• How an employee might use the labels in the workplace. For example:

1. Explain how information on the label can be used to ensure proper storage of hazardous chemicals.
2. Explain how the information on the label might be used to quickly locate information
   on first aid when needed by employees or emergency personnel.

• General understanding of how the elements work together on a label. For example:

1. Explain that where a chemical has multiple hazards, different pictograms are used to
   identify the various hazards. The employee should expect to see the appropriate
   pictogram for the corresponding hazard class.
2. Explain that when there are similar precautionary statements, the one providing
   the most protective information will be included on the label.

Training on the format of the SDS must include information on:

•  Standardized 16-section format, including the type of information found in the various sections.

1. For example, the employee should be instructed that with the new format, Section 8 (Exposure Controls/Personal Protection) will always contain information about
   exposure limits, engineering controls and ways to protect yourself, including personal protective equipment.

• How the information on the label is related to the SDS.

1. For example, explain that the precautionary statements would be the same on the label and on the SDS.

For more information on the revisions visit OSHA’s website here.

Want to learn more about how you can gain access to Trillium’s national network of top level talent? Contact us today!  If you are a stand out in your profession and seeking contingent or long term career opportunities, visit our job seekers section for more information!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.