training – Trillium Staffing

Tips for Staying Cool & Safe During Extreme Heat

Chris Smith — Thu, 30 Jun 2022 19:38:21 +0000

Even as the effects of the pandemic begin to wane across the U.S. a new crisis is emerging—that of brutal heatwaves across the country. According to The National Weather Service, the already blistering temperatures experienced by as much as 70% of the U.S. population in June of 2022 are likely to continue, with a hotter-than-average July, August, and September on the horizon.

For those who make a living driving trucks, heatwaves can be problematic. According to a 2018 study published in Temperature, cars parked in the sun on a hot day can go from 85 degrees to 116 degrees in just an hour due to the way heat and humidity can become trapped inside an enclosed space. This means that just being inside of a vehicle without the air conditioning on can be a dangerous prospect, even with the windows open.

Of course, most truck drivers do much more in the course of their busy days that can cause harm to their bodies in extreme heat such as securing a load, inspecting the truck, or parking in a no-idle space without shade, not to mention manual labor tasks such as loading and unloading freight with a pallet jack, hand cart, etc. Due to the nature of the occupation, drivers may find themselves at a higher risk of heat-related health complications such as heat exhaustion or its more serious cousin, heatstroke.

How to recognize heatstroke

In the summer months, drivers should remain aware of symptoms of heatstroke so they can recognize the signs and seek immediate the medical attention required by this condition. Without treatment, heatstroke can lead to serious health complications and cause damage to your heart, brain, muscles, and kidneys, and can even lead to death. The damage increases over time without proper medical treatment, so do not delay seeking treatment if heatstroke is suspected.

The most common heatstroke symptoms include the following and can happen suddenly—within 10-15 minutes if body temperatures rise above 106 degrees.

Throbbing headache
Nausea and/or vomiting
Racing heart rate
High body temp (over 104 degrees F)
Strange behavior such as disorientation or confusion
Lack of sweating despite the heat
Muscle weakness or cramps
Rapid breathing

Preventing heatstroke

The best treatment for heatstroke is obviously to avoid it altogether. Here are a few ways to keep cool during high temps.

Wear lightweight, light-colored clothing with a wide-brimmed hat if possible.
Use a sunscreen with SPF 30 or higher
Drink extra fluids. It is recommended to drink 6-8 glasses of water, fruit, or vegetable juice a day to stay hydrated. However, in extreme heat you should aim to drink 8oz of water every 20 minutes
Avoid high-caffeine beverages such as coffee, soda, or energy drinks as these can worsen dehydration
Choose a beverage with extra electrolytes such as Liquid IV or coconut water. These beverages not only keep you hydrated, but they also prevent a dangerous drop in electrolytes that contributes to health problems
Take frequent breaks in a shaded or air-conditioned space

Extreme heat is the deadliest weather condition and should be taken seriously. Be aware that health conditions such as obesity, heart disease and diabetes, as well as certain medications can increase your risk of an extreme reaction to heat. Make sure to take proper precautions when working in high temps to keep yourself safe and healthy. If heatstroke is suspected, seek professional medical attention immediately so you can continue to enjoy all the other perks of summertime for many years to come.

More Than 40% of U.S. Workers Suffer From This. Are You One of Them?

Jenna Mathieu — Mon, 28 Dec 2020 13:42:26 +0000

As if the holidays weren’t a whirlwind enough on their own, the new year always brings with it a renewed list of projects, tasks and responsibilities no matter what your line of business is. So it shouldn’t come as a surprise that more than 40% of U.S. workers are sleep deprived. What’s worse? Nearly 13% of all workplace injuries in the U.S. may be attributed to fatigue. With stats like that, here’s what you need to know to stay safe in the workplace and help your colleagues do the same.

Some quick stats on the impact of workplace fatigue:

Workplace accidents/injuries are 30% more likely to occur on night shifts than day shifts.
Working 12 hour shifts? Your risk factor increases by 37% of accident or injury.
Fatigue accounts for an estimated loss to employers of $136 billion in health related lost productivity.
More than 70 million Americans suffer from a sleep disorder.

So what can we do to help ensure safety in the workplace?

Increase headcount to lower the need for extended hours worked during a shift.
Whenever possible, schedule employees on a regular and predictable schedule that can help build healthy sleep patterns.
Evaluate the work environment for opportunities to increase alertness such as lighting, temperature and bright aesthetics.
Offer regularly opportunities for employees to collaborate or work with others for interaction.
Provide employees with education pieces on healthy sleep patterns and how to identify the symptoms of fatigue that may impact safety and performance.

Are you a stand out professional, technical professional, driver, or skilled worker seeking contingent, temporary, or long term career opportunities? Visit our job board for more information! Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 22,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

15% of All Accidental Deaths Start With This

Jenna Mathieu — Tue, 13 Oct 2020 15:03:20 +0000

While it’s no shocker that motor vehicle accidents are the leading cause of accidental deaths, did you know that something as simple and often times preventable as slips, trips and falls are the second leading cause of accidental death? Unless you work in a Safety or Risk Management role, you probably don’t give a lot of thought to this topic. Here’s why you should.

The good news? While one of the most frequently reporting injuries, it’s also one of the most preventable type of accident or injury that occurs in the workplace. Here’s little insight into the most frequent causes as well as some tips for prevention:

Causes:

Dirty, freshly waxed, wet, poor conditioned or transitioning walking surfaces
Uneven or irregular surfaces
Mounting or dismounting from equipment, vehicle, ladders or platforms
Weather hazards
Uncovered hoses, wires or cluttered walking surfaces
Poor lighting conditions, improperly fitting safety equipment, poor hazard signage
Fatigue, poor visibility, impairment due to drugs or alcohol, carelessness
Carrying objects improperly, distracted employees, rushed employees

Prevention Tips:

Good housekeeping and regular maintenance of surfaces and work environments
Training on safe lifting, carrying and safe fall techniques
Wearing proper footwear and PPE
Maintain all equipment to prevent leaks, spills, and drips
Install slip-resistant floors in high risk areas
Make sure all loose hoses, wires or cords are properly secured and marked

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 22,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

2016 FLSA Changes: Are You Prepared?

Jenna Mathieu — Mon, 10 Oct 2016 20:14:38 +0000

On May 18, 2016 President Obama and Secretary Perez announced the publication of the Department of Labor’s final rule updating the current overtime regulations, which will automatically extend overtime pay protections to approximately 4 million workers. While many employers had awaited this final ruling after President Obama signed a Presidential Memorandum back in 2014 directing the DOL to update the existing regulations, many are still scrambling to make sense of what the final rule means for their employees and their business.

The key provisions of the final rule are as follows:

Determines the standard salary level at the 40th percentile of earnings of full-time salaried workers in the lowest-wage Census Region at $913 per week or $47,476 annually for an employee who works all year.
Sets the total annual compensation requirement for highly compensated employees (referred to as HCE) subject to a minimal duties test and to the annual equivalent of the 90th percentile of full time salaried workers nationally at $134,004.
Establishes a mechanism for automatically updating the salary and compensation levels every 3 years to maintain the levels at the above percentiles and to ensure that they continue to provide useful and effective tests for exemption.

The final rule also amends the salary basis test to allow employers to use discretionary bonuses and incentives to satisfy up to 10 percent of the new standard salary level. These changes take effect on December 1, 2016, leaving many employers to make determinations on how to handle their current staff who may be effected by the changes in standard salary level which previously was set at $23,660 annually.

Employers are building plans to accommodate the potential increases in overtime costs and base salaries, the re-classification of employees, changes in timekeeping, and any additional business ramifications. If you have not addressed these changes for your organization, The Department of Labor offers additional information at www.wagehour.dol.gov or by calling 1-866-4-USWAGE.

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 22,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Dealing With Death In The Workplace

Jenna Mathieu — Mon, 03 Oct 2016 18:46:43 +0000

One of the more difficult issues you may face as a manager or employee is the loss of a co-worker. While these occurrences may seem rare and there is little training on the topic, a 2003 report by The Grief Recovery Institute found that deaths of co-workers, friends, and extended family members cost U.S. businesses $7 billion annually in loss productivity.

Whether the loss of your team member is due to natural causes, an accident, or a workplace accident; there is likely to be a large impact in the workplace. Here are a few ways to assist yourself and your staff progress:

Acknowledge the loss. Ignoring the loss will not make it go away and can lead to additional emotions from your staff. Be respectful of their emotions and understand that many things will serve as constant reminders of their loss. An unfinished project, an empty office, and a quiet break room will all serve as reminders that someone is missing and can bring up emotions.
Make resources available. Does your organization offer an EAP or other benefits that are designed to assist with grief or depression? Now may be an appropriate time to remind your employees of those resources. Consider offering a break room or private area for staff to talk or grieve. Work with department managers to make arrangements for those staff members who wish to attend memorial services available to do so.
Remain vigilant. Do you notice a particular person who is struggling long term or more so than others? Have a member of HR meet with them to discuss their options and resources independently.

Supervisors and HR personnel should establish protocol for such unfortunate events ahead of time. Having a protocol in place can assist department managers with executing resources quickly and efficiently.

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 22,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

Employers and Staffing Firms Share in Responsibilities to Protect Workers

Jenna Mathieu — Wed, 06 Jan 2016 15:27:11 +0000

While agreements between employers and their partnering staff firms often vary, most often the responsibility for Worker’s Compensation claims falls on the staffing firm for contract or temporary placements. However, if you partner with staffing firms to provide you with contract or temporary workers you share in the responsibility for their safety. Not sure what your responsibilities may be? Here’s what OSHA has to say!

“While the extent of responsibility under the law of staffing agencies and host employers is dependent on the specific facts of each case, staffing agencies and host employers are jointly responsible for maintaining a safe work environment for temporary workers – including, for example, ensuring that OSHA’s training, hazard communication, and recordkeeping requirements are fulfilled.” – OSHA.gov

In order for both parties to have clear and concise expectations for protecting the safety of workers, responsibilities should be clearly outlined in a service agreement or contract. Having this language settled on early on helps prevent any confusion as occurrences happen in the future. While both the host employer and the staffing firm share in control over the worker, neither party should rely solely on the other to ensure the health and safety of the employee. Clear communication between the host employer and the staffing firm regarding job specific training, appropriate PPE, skillset required to safely perform the job duties and workplace hazards training.

Here are a few tips from OSHA on the topic:

The key is communication between the agency and the host to ensure that the necessary protections are provided.
Staffing agencies have a duty to inquire into the conditions of their workers’ assigned workplaces. They must ensure that they are sending workers to a safe workplace.
Ignorance of hazards is not an excuse.
Staffing agencies need not become experts on specific workplace hazards, but they should determine what conditions exist at their client (host) agencies, what hazards may be encountered, and how best to ensure protection for the temporary workers.
The staffing agency has the duty to inquire and verify that the host has fulfilled its responsibilities for a safe workplace.
And, just as important: Host employers must treat temporary workers like any other workers in terms of training and safety and health protections.

Because staffing firms often do not visit the workplace daily they should be sure to communicate openly with workers and encourage workers to report any hazards, changes in workplace safety, or other concerns quickly so they may be addressed accordingly.

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.

Common FMLA Violations

Jenna Mathieu — Tue, 10 Mar 2015 14:04:31 +0000

While most FMLA processes are handled by a trained member of the HR department, have you thought about the impact that supervisors may have on your FMLA qualifying employees? Some of the most common FMLA violations could occur without HR ever being a part of the decision or process. Take a quick look at the some of the most common cited FMLA violations:

Failure to notify employee of FMLA rights. Have your supervisors or department leaders been trained on when an employee would qualify for FMLA? If not, you’re at risk of never being notified that an employee may qualify; preventing you from even beginning the process.
Failure to notify employee that leave counted towards 12 week FMLA entitlement. Do your supervisors understand what time does and does not count towards the allotted leave for an employee on FMLA? Making sure they are aware and can provide documented reminders to employees can save a lot of confusion and potential violations down the road. This can be especially important when an intermittent or reduced schedule FMLA leave is taking place.
Counting FMLA leave against the firm’s absentee policy for disciplinary purposes. Do supervisors in your facility address attendance concerns without discussing it with HR first? If so, providing them with clear guidelines and instructions can prevent violations of this rule.
Taking disciplinary action against an employee for using FMLA. Whether being short staffed, working overtime, or other disruptions to the workplace have frustrated a supervisor, it is imperative that they do not take disciplinary action against an employee for using approved FMLA. Work with your supervisory team to provide solutions, options, and ideas to ease the frustration and additional work load on the rest of the team.
Failure to grant leave to provide physical care or psychological comfort to a seriously ill parent. Be sure to remind your supervisory team that FMLA doesn’t just apply to the employee themselves, but may include parents and children. Understanding what circumstances that may warrant beginning the FMLA process can quickly avoid an FMLA violation.
Failure to reinstate employee to same or equivalent position, including same shift. Understandably, supervisors may need to make changes to their team in order to adequately staff their department during an employee’s absence. Work with your supervisors ahead of time to make sure they are aware of the employee’s rights when returning to work. This may prevent undue issues when arranging and rearranging staff.

Understandably, departments may experience larger workloads, more overtime hours, productivity decreases, and other hardships when an employee is off of work for an extended period of time. Providing additional support and leadership to supervisors and managers who are experiencing a period where they have a staff member missing, can help prevent added frustrations, FMLA violations, and a negative impact of morale in the workplace. Here are a few quick ways to support supervisors and managers before, during, and after an FMLA leave:

Provide ongoing education on FMLA regulations, processes, and procedures.
Work with other supervisors to assist in cross training other employees to assist in covering duties while one area is short staffed.
Consider hiring a temporary employee to ease the burden of the increased workload.
Keep the lines of communication open between HR and the supervisor. Often times an employee will communicate updates to a supervisor who may not realize the information needs to be reported, certified, or requires further action.
Remind supervisors not to disclose confidential information with anyone other than necessary privacy officials. In addition, frustrations regarding any additional hardships should not be communicated to other employees.

Eligible employees are entitled to FMLA leave and should not experience undue negativity from supervisors, co-workers, or others in the workplace. Providing clear and concise procedures with all members of your management team can greatly reduce the risk of FMLA violations, HIPPA violations, and other issues in the workplace.

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.

Construction and the Fatal Four

Jenna Mathieu — Mon, 03 Nov 2014 18:51:34 +0000

As reported by OSHA and the U.S. Department of Labor, the construction industry saw the highest number of workplace deaths in 2013 with a total of 796 deaths reported. A drastic 57% of those deaths were attributed to what is referred to as the “Fatal Four” which includes falls, being caught between objects, electrocutions, and being struck by objects.

“There really are no accidents, awareness is the key! You don’t get injured because you are aware of the hazard,” commented Jamie Ellis, Safety Manager for Trillium.

Federal OSHA reports that eliminating the “Fatal Four” would have saved 468 lives in America in 2013 alone. Coincidentally enough, included in the top 3 most frequented cited violations for fiscal year 2014 for Federal OSHA included was Fall Protection and General Requirements for Scaffolding.

Several ways to reduce risk of injury and death in the work place due to the “Fatal Four” includes:

Employing a Risk Management team.
Having a structured safety program that includes training, refreshers, enforcement, and incentives.
Safety committees dedicated to identifying hazards and ensuring jobsite safety.
Screening potential hires for knowledge and commitment to safety protocol.
Hiring only those who are qualified to perform the work safely.

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.

The Unseen Costs of Overtime

Jenna Mathieu — Fri, 19 Sep 2014 20:51:29 +0000

Has being understaffed cost you a bundle in overtime? The increased costs of wages may be the least of your concerns if you are consistently running overtime or extended shift hours. Statistics show that prolonged overtime can cause serious health and performance issues for employees.

Overtime including extended shifts and work weeks extending beyond 40 hours worked, are common in many industries including construction, manufacturing, healthcare, and administration. Some industries including the logistics industry, have set forth strict policies to protect employees from the dangers of overtime. What do they know that others don’t? The undeniable costs.

A University of Massachusetts Medical School study found that those working with overtime schedules were associated with a 61% higher injury rate in comparison to those with a standard work schedule excluding overtime. Over 54% of the work related injuries that were observed during the 13 year study, included extended weekly hours, extended commute times, extended working hours in a day, or overtime.

In addition to work related injuries, those working extended shift hours or extended hours in a work week are more likely to experience the following:

Hypertension
Stress
Depression
Cardiac Issues
Fatigue
Chronic Infections
General Health Issues

Reducing the amount of overtime and extended shifts that your staff works can greatly decrease their risks for injury and illness. Adding temporary staff, decreasing overtime hours, and encouraging healthy lifestyles can reduce the chances of your staff experiencing serious health issues and injuries.

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.

Building An Employment Brand From The Top Down!

Jenna Mathieu — Fri, 19 Sep 2014 20:49:29 +0000

Whether you have struggled to retain or attract talent to your organization, you understand the role that your competitors play in your recruitment strategies. Whether their employment brand is strengthened by fringe benefits or a flexible work schedule, maintaining a competitive edge can be critical to obtaining and retaining the top talent in your industry.

As employment branding has gained popularity in the recent years, many organizations are finding that their time and investments in building a positive employment brand can crumble if unsupported by the organization as a whole. Advertising that your company offers a fun and exciting work environment may assist you in attracting talent however, if the talent you attract is truly seeking that type of environment and finds that isn’t what you offer in the long run your struggle will turn from a recruitment to a retention struggle.

In order to build a lasting employment brand that is true to your organization, you have to start at the top. Involving your owners and leaders down to your entry level employees will help provide you with a well rounded idea of who you are as an organization and where you are going. Those who lead strongly by example are often the best at helping you build an employment brand and work environment that you can be proud of. Consider assembling a team of brand ambassadors who feel passionate about their workplace. A team collaboration can give you a strong idea of why people value working for the organization, a team to bounce ideas off of, and a group to help push your brand consistently.

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.