Author Archives: EHS Today Staff

What Does Generation Z Value?

If you thought you had figured all you need to know about how to attract and retain millennials, well there is another generation you must master. Generation Z, which are early 20 year-olds and teenagers, has their own ideas about what they want from employers. “If you want to be an employer of choice for Gen Z, compensate them fairly, ensure that they genuinely care about the job you're hiring them for and provide them with the necessary training and flexibility so they can succeed without sacrificing their personal lives,” said Dan Schawbel, research director at Future Workplace. “Managers that are supportive of Gen Zers’ needs, mentor them, and allow them to bring their full selves into the workplace will hold onto their workers longer and inspire them to do their best work,” Schawbel added. To learn about this generation the Workforce Institute at Kronos Incorporated, conducted a study and offers some insights on how to hire, develop and most importantly how to inspired Gen Z.  How to recruit Gen Z: Prioritize pay, flexibility, and stability Money talks: More than half of Gen Zers worldwide (54%) – including 62% in the U.K. and 59% in the U.S. – say pay is the most important consideration when applying for their first full-time job. Money becomes increasingly important the older the Gen Zer, with 57% of 22- to 25-year-olds agree that nothing outweighs pay, compared to 49% of the 21-and-under crowd. Flexible-yet-stable schedules are a must: One in 5 Gen Zers say they want a consistent and predictable schedule (21%) yet also expect employers to offer flexibility (23%). Not all benefits are equal: Employee perks like free snacks, happy hours, and gym reimbursements are enticing, but traditional benefits (e.g. healthcare coverage, retirement plan, life insurance) are preferred by a 2-1 ratio by Gen Z, regardless of age or stage of life. Red flags for Gen Z prospects: A delayed response from a recruiter is a major turn-off for 44% of respondents, especially in Mexico (55%) and India (52%). The same goes for negative employee reviews online (41%), application portals that are not mobile-friendly (29%), and workplaces that have a “dated” feel (24%). Customer success matters in recruiting: One in 4 Gen Zers say that having a negative customer experience with an organization would deter them from even applying to work there. Help Gen Z advance: One in 5 say training and development is the top employee benefit Bring out the best in Gen Z: To get their best work, Gen Zers say they need direct and constructive performance feedback (50%), hands-on training (44%), managers who listen and value their opinions (44%), and freedom to work independently (39%). With advancement on the mind, Gen Z is looking for leaders to help them chart a path to promotion: One in 4 expect managers to clearly define goals and expectations (26%) and say regular check-ins during their first month makes for an ideal onboarding experience (25%). Empowering leaders to meet these baseline expectations is critically linked to retention: Nearly 1 in 3 Gen Zers worldwide (32%) would stay longer at a company if they have a supportive manager, while respondents in Australia/New Zealand (51%), Canada (49%), and the U.K. (45%) would “never” tolerate an unsupportive manager. Motivate with meaning: Money talks, but doing enjoyable work is just as important When asked what would make them work harder and stay longer at a company, Gen Zers say doing work that they enjoy or care about is as important as a paycheck, which are the top two motivations cited by about half of respondents worldwide (both 51%). Forming connections at work inspire Gen Z: Strong relationships with their teams will motivate nearly 2 in 5 Gen Zers (36%), especially part-time employees (40%). A stressful work environment will do the opposite: Nearly half (48%) say stress at work would directly impact performance, and 1 in 3 (33%) would “never” tolerate a dysfunctional team. Engage and reward: 1 in 3 Gen Zers say they perform best when working on projects they care about (37%) and when they are rewarded for a job well done (32%) – but make it a cash bonus, says 43% of Gen Zers. Financial insecurity – i.e. the fear of being broke – motives Gen Z to enter the workforce, most prominently in the U.K. (63%), U.S. (57%), Australia/New Zealand (56%), France (55%), and Canada (52%). Make sure your payroll system and processes are in check: 39% of Gen Zers would never tolerate paycheck errors, with those in the U.S. (46%) and Mexico (45%) being least tolerant. “No matter how successful an employer is in developing and motivating their workforce, working at the same company for your entire career is conceptually a thing of the past,” explained Joyce Maroney, executive director of the Workforce Institute. “Gen Z is just starting out professionally and feel they have much to gain from testing the waters at multiple companies and different industries. Yet, while few today will employ a single worker from hire to retire, organizations can certainly engage Gen Z from hire to re-hire. By creating a working culture where employees feel supported, inspired, and equally empowered to enjoy life in and outside of work, employers can encourage their best people to “boomerang” back or otherwise create brand ambassadors for the future.” Let's block ads! (Why?)

OSHA Awards Truck Driver in UPS Freight Retaliation Case

In March 2019, managers at a UPS Ground Freight facility in Londonberry, N.H. suspended a truck driver and harassed him for refusing to use an electronic logging device (ELD). Now, the company must pay thousands of dollars in back wages plus interest following an OSHA investigation. “Truck drivers are protected from retaliation when they refuse to violate laws put in place to protect their safety and health,” said Galen Blanton, OSHA regional administrator. “This order underscores the agency's commitment to protect workers who exercise their right to ensure the safety of themselves and the general public.” Agency investigators found that the driver refused in good faith to drive the truck without the ELS or a mounting device for a portable ELD because he believed doing so would violate the Federal Motor Carrier Safety Regulations (FMCSR). FMCSR required the driver to use an ELD, and the company to provide a vehicle with either a permanent ELD or a portable ELD mounted in a fixed position during his assigned route. UPS Freight violated the Surface Transportation Assistance Act (STAA) when managers retaliated against the driver. ELDs automatically record an operator's driving time and facilitate the accurate recording of a driver's hours of service. FMCSR required the driver to use an ELD, and the company to provide a vehicle with either a permanent ELD or a portable ELD mounted in a fixed position during his assigned route. Investigators also determined that the driver's supervisor was not trained on FMCSR's requirements for ELDs, and that company managers attempted to coerce the complainant into violating the regulation. When he refused, the company terminated him for “gross insubordination.” The investigation revealed that the company later modified the driver's termination to a suspension and engaged in post-reinstatement harassment. OSHA ordered UPS Freight to pay the driver $15,273 in compensatory damages, $30,000 in punitive damages, and approximately $2,700 in back wages plus interest. The company also needs to take additional corrective actions to resolve violations of the whistleblower provisions of STAA, including: Clear the driver's personnel file of any reference to the issues involved in the investigation; Post a notice informing all employees of their whistleblower protections under STAA; Refrain from firing or discriminating against any employee who engages in STAA-protected activity; and Not use a driver's refusal to drive because of a good faith concern that doing so would violate a FMCSR as a contributing factor in any termination decision. Let's block ads! (Why?)

Department of Labor Schedules NACOSH Meeting

A meeting of the National Advisory Committee on Occupational Safety and Health (NACOSH) will take place on Thursday, Dec. 12, 2019 in Washington D.C. The agenda includes an update on key OSHA initiatives from Principal Deputy Assistant Secretary of Labor for Occupational Safety and Health Loren Sweatt and remarks from National Institute for Occupational Safety and Health Director John Howard. WHAT:          NACOSH Meeting WHERE:       U.S. Department of Labor’s Frances Perkins Building                        200 Constitution Avenue, NW                        Room N-5437, Conference Rooms A-D                        Washington, DC 20210 WHEN:          Thursday, December 12, 2019                        9:30 a.m. to 4:00 p.m. EST Comments and requests to speak may be submitted electronically at, the Federal eRulemaking Portal, by mail, or facsimile. See the Federal Register notice for details. The deadline for submitting comments and requests to speak is December 5, 2019. Let's block ads! (Why?)

Amazon, NSC Team Up for Women in Safety Scholarships

With only 19% of safety industry workers are women. The National Safety Council (NSC) and Amazon are seeking to shift that needle with a bolster in scholarship programs. Amazon has given $125,000 to the safety organization to support three NSC initiatives: the Council’s Marion Martin Award, Women in Safety Scholarship program and Women’s Division. "Innovation in the safety industry thrives when diverse people, including women, bring their voices to the table," said Heather MacDougall, vice president of Worldwide Workplace Health and Safety at Amazon. "From hourly associates to upper management and leadership, women have critical roles at Amazon and significantly strengthen our safety program. We're proud to support the NSC mission to recognize and provide resources to women in the safety industry." Women in safety tend to earn less than their male colleagues, and they account for only 22% of those who have earned the certified safety professional designation from the Board of Certified Safety Professionals, which is considered the gold standard of safety certifications. “Data shows that an organization with a diverse workforce is more likely to outperform those without diversity,” said Lorraine M. Martin, NSC president and CEO. “We know women are an important part of that equation. We are thrilled to partner with Amazon to ensure women are involved and supported at all levels of the safety profession. We celebrate those already working to save lives.” Funds from the Amazon sponsorship will go toward supporting three NSC programs: Marion Martin Award: The NSC Marion Martin Award celebrates women in safety who have achieved professional excellence in their area of specialty and helped pave the way for other women in the profession. Women in Safety Scholarship: Awarded for the first time in 2018, the NSC Women in Safety Scholarship provides a renewable scholarship for women studying safety in the workplace, with the number of awards varying per year. In addition to the tuition scholarship, funding also is provided to attend NSC Congress and Expo – the world’s largest annual gathering of safety professionals. Women’s Division: Formerly the NSC Women’s Caucus, the NSC Women’s Division provides an opportunity for women to network with top female safety professionals worldwide. To date, about 275 individuals participate in the NSC Women’s Division. Those interested in recognizing an outstanding female safety professional can learn more about NSC awards here. Nominations for the Marion Martin Award will be accepted until March 27. Let's block ads! (Why?)

Cal/OSHA Affirms Court Ruling Against Home Depot

In April 2015, Cal/OSHA investigators cited Home Depot for multiple violations following a serious work injury at warehouse in Mira Loma, Calif. The employee's foot was seriously injured during a collision between two pallet jacks in 2014. The home improvement retailer appealed the citations, which California's Court of Appeals affirmed on October 17. “This is the first California Court of Appeal decision on the issue of protective footwear in warehouses and it sends a strong message on the need to protect workers,” said Cal/OSHA Chief Doug Parker. “Cal/OSHA has investigated a number of serious foot injuries related to forklifts and rider pallet jacks in the warehousing industry. In many cases, injuries could have been avoided with protective footwear.” Investigators found the warehouse workers were not provided protective footwear such as steel-toed shoes in an area where industrial vehicles were operating. The investigation found that at the warehouse, which functions as a distribution center for retail stores, employees exposed to foot injuries wore sneakers and were not required to wear protective footwear. Investigators also identified violations with the safe operation of industrial trucks. The 4th District court ruling also affirms an earlier lower Superior Court decision that the citations were correctly applied following an accident investigation. Home Depot appealed the citations and the Occupational Safety and Health Appeals Board (OSHAB) affirmed both, finding that employees were exposed to foot injures when manually lifting loads and when working in close proximity to industrial trucks. The board ruled that Home Depot’s lifting safety policy and prohibition of open-toed or open-heeled shoes were not adequate to protect workers from the realistic hazard of serious foot injuries. After the board’s decision, Home Depot filed a writ of mandate with the local superior court asking for relief of the footwear citation, but the court denied the writ. The employer subsequently took the case to the Court of Appeal which ruled on October 17 to uphold OSHAB’s decision and Cal/OSHA’s citations. Foot injuries from being struck or run over by industrial trucks are the single leading cause of foot amputations and other serious foot injuries among workers in California. In the last five years, Cal/OSHA has opened over 70 investigations with home center employers engaged in retailing home repair and improvement materials. OSHAB is a three-member judicial body appointed by the Governor and confirmed by the Senate which handles employers’ appeals of citations issued by Cal/OSHA for alleged violation of workplace safety and health regulations. The mission of the appeals board is to fairly, timely and efficiently resolve appeals and to provide clear, consistent guidance to the public, thereby promoting workplace safety and health. Let's block ads! (Why?)

NSC Reminds Americans to Get Extra Sleep

The National Safety Council (NSC) is urging employers to address fatigue in the workplace. Nearly every working American (97%) has at least one risk factor for fatigue, such as sleep loss or working long hours, and fatigue costs the U.S. economy more than $400 billion annually, according to the organization. Just as Daylight Savings time ends, the results also indicate that only 43% of Americans believe they "frequently" get enough sleep. A probability-based survey found 70% of Americans are concerned that their sleep habits impact their physical health, and 67% are worried about the effects on their mental wellbeing.  November 3 also marks the start of Drowsy Driving Prevention Week. Losing just two hours of sleep from a normal eight-hour sleep schedule can have the same effect as drinking three beers. Tips for getting enough sleep include: Avoid alcohol, caffeine and screens (TV, smart phones and tablets) before bedtime Use blackout curtains and turn down the temperature in your bedroom to create an ideal sleep environment Go to bed at the same time each night To address fatigue in the workplace, the NSC encourages employers to assess their organization’s unique risks by using the NSC Fatigue Cost Calculator, which provides custom reports on the benefits and losses of a tired workforce. In addition, employers should implement a sleep health program at work using the Fatigue at Work Employer Toolkit, which includes sample policies, implementation guidance, 5-minute safety talks, research and educational materials for employees. Let's block ads! (Why?)

Drone Market Takes Flight, Fueled by Safety Applications

According to Fact.MR's Drone Market report, the sector is expected to showcase stellar growth with a CAGR of ~ 23.5%  over the forecast period of 2019-2029. The continued investment in futuristic R&D initiatives is proving to be a significant driver in this evolving market. As drone manufacturers seek opportunities within new market sectors, having payload capabilities is surfacing as a primary demand. Existing opportunities Construction. Highly sophisticated drone cameras are gaining favor when conducting aerial surveys for construction companies. This provides insights and vital information about the construction lifecycle, enable key stakeholders to fulfill project deliverables in a timely manner. Emergency Response. Equipping drones with emergency resuscitation capabilities such as defibrillators, can prove instrumental in assisting with medical emergencies. Furthermore, adding thermal imaging cameras will allow disaster recovery teams to identify victims during natural disasters like floods or earthquakes. Defense. Nano drones, also known as black hornets, provide military units with highly advanced and analytical imaging functionalities. These drones are poised to provide rapid enemy force penetration and will give a massive boost to the drone market in the foreseeable future. The drone market is also witnessing significant breakthroughs in the defense sector with drone technology targeted at providing precision based, guided missiles. The lethal combination of stealth capabilities and advanced video imaging is equipping the military in developed countries with drones that are capable of wreaking extensive damage on enemy territory.  Of course, the market's continued expansion depends heavily on the ramifications of civil liability including a strict regulatory framework. Drone manufacturers will need to find ways to navigate these waters.  Let's block ads! (Why?)

Keep Child Labor Out of Your Kid’s Halloween Candy

Before deciding which Halloween candy to purchase, consumers should conusults the recently released Green America Chocolate Scorecard. It ranks major chocolate companies on their sustainability and human rights efforts in cocoa supply chains. The three lowest graded companies Godiva (F) and Ferrero and Mondelez (both Ds) performed even worse than Lindt, Hershey (both C), Mars and Nestle (C+). Chocolate maker Guittard received a B+ rating. Alter Eco, Divine, Endangered Species, Equal Exchange, Shaman, Theo Chocolate, and Tony’s Chocolonely were all given As. It is estimated that over 2 million children are working in cocoa fields in West Africa. In addition, cocoa-growing has decimated forests in the Ivory Coast and Ghana. Companies were rated on the steps they are taking on child labor, deforestation, and whether they have meaningful programs to address farmer poverty. “This Halloween and every day, children should be able to enjoy candies that aren’t made by child laborers, and those child laborers should be enjoying their childhoods, rather than being forced to work in dangerous conditions,” said Charlotte Tate, labor justice manager at Green America, which provides the economic strategies, organizing power and practical tools for businesses and individuals to solve today’s social and environmental problems.. Tate added: “However, companies continue to make that a difficult task by not adequately addressing child labor in their supply chain. Big brands must do more to tackle these issues and buying ethically sourced chocolate is one way for consumers to put pressure on brands to change their practices.” The goal of the group's Green America Chocolate Scorecard to help consumers identify and purchase chocolate that is ethically made, so that they can help in the fight against child labor by supporting those brands making the biggest efforts. “When bombarded with endless choices, it can be difficult to know which chocolate brands are having a positive impact on the world,” said Todd Larsen, executive co-director of Consumer and Corporate Engagement at Green America. “The aim of Green America’s scorecard is to help consumers feel confident about choosing chocolates that are ethically sourced with high-quality ingredients.” The Green America Chocolate Scorecard provides a resource to consumers to help identify and purchase chocolate that is ethically made so that consumers can help in the fight against child labor through supporting those brands making the biggest efforts. Let's block ads! (Why?)

Report: Autonomous Vehicles Gaining Favor Over Car Ownership

Many car owners would consider giving up car ownership in the future in favor of autonomous mobility solutions, such as self-driving buses or taxis, according to a new report, ”Mobility Services: The Customer Perspective,” from Accenture. And this true of those who see themselves owning a car in the future.  Of the 96% of car owners said they think they will own a car in the future, nearly half (48%) said they would consider giving up car ownership if autonomous mobility solutions were available. Perhaps somewhat surprising, owners of premium-brand cars were more likely than owners of non-premium brands to say they’d be willing to give up car ownership for autonomous mobility solutions. Among owners of premium-brand cars, those in China were twice as likely than those in the U.S. to say they’d consider giving up car ownership (78% vs. 39%), with those in Europe falling in between (55%). “The transition from car ownership to mobility-as-a-service seems inevitable, so traditional auto manufacturers will be at great risk of losing customers to new mobility service providers that can establish mature offers,” said Brian Irwin, managing director at Accenture who leads its Automotive and Mobility practice in North America and the Industry X.0 Consulting practice, in the announcement.   “Traditional car companies need to begin fully embracing alternatives to the ownership model — becoming brokers of mobility solutions rather than just car manufacturers,” Irwin added. “And given the greater willingness among the Chinese for autonomous mobility solutions, manufacturers might consider China as a blueprint for their efforts before rolling out solutions to Europe and the U.S.” The report also noted that revenues from mobility services are projected to reach nearly €1.2 trillion by 2030, with the exponential growth in the market for mobility as a service driven by constant improvements in autonomous vehicle technologies. Brand Value in Danger Another key finding of the report: Vehicle brand is losing its importance. When asked to rank their top criteria for both car purchasing and car-sharing from among more than a dozen factors — including price, speed, flexibility, comfort, environmental impact, brand and privacy — respondents overall ranked brand as the sixth-most-important factor in terms of car buying but tenth in terms of car-sharing. “While brand clearly enables some auto manufacturers to charge a premium for their products, the importance of brand will likely fade for the product and shift to the service as the popularity of car-sharing services and autonomous vehicles grows,” said Irwin. High Interest for Add-on Services The survey findings indicate a strong desire for add-on services to autonomous mobility trips — such as music and video streaming, wellness (e.g., massage seats), food and hotel services — with 89% of all respondents, and 97% of those between 18 and 37 years old, expressing interest in such services. Yet the report notes a large difference between the geographies, with respondents in China far more likely to say they’d pay for such services. “There is clearly great interest — and therefore significant revenue potential — for add-on services in the future of autonomous mobility,” Irwin added. “To get a jump on the competition, car companies should start piloting and refining these services to be ready once autonomous vehicles hit the market.”Untapped Potential for Autonomous Vehicles Outside Cities The study also found that almost half (45%) of respondents said they’d be willing to change their place of residence if their daily commute could be facilitated by autonomous vehicles. Respondents in China were the most likely to cite this willingness to relocate, at 55%, compared with 42% of European respondents and 37% of U.S. respondents. In addition, one-third (34%) of all respondents said they’d consider moving to a suburb or rural area when autonomous vehicles become reality. While most auto manufacturers focus their autonomous driving activities on urban areas, the report suggests that they expand their focus to suburban and rural areas, since more than one-third (37%) of urban premium customers said they would consider moving to those areas if their daily commutes could be facilitated by autonomous vehicles there. Let's block ads! (Why?)

NHTSA Targets Drunk Driving with New Partnership Funding

Five new cooperative partnerships between non-governmental organizations and the National Highway Traffic Safety Administration (NHTSA) are aimed at providing critical support for highway safety projects. The NHTSA has provided the organizations with $1.8 million to combat impaired driving, support the 911 network, enhance safety messaging for young drivers, and give technical assistance to state officials on a wide range of traffic safety issues. "This funding will help NHTSA and our partners improve highway safety for all, and will provide critical leadership for reducing the incidence of driving under the influence of drugs and alcohol," said James Owens, NHTSA's acting administrator. "Together with our partners, we can create change and make traveling safer for everybody." The following entities are eligible to receive an additional $6.4 million in the future: National District Attorneys Association: A five-year agreement ($590,536 in FY19, $3 million total) with NDAA to support its National Traffic Law Center. NTLC will develop or update prosecutor training and technical assistance in traffic safety areas such as toxicology, Drug Recognition Experts, Standard Field Sobriety Testing, crash investigation, and alcohol breath testing devices. Community Anti-Drug Coalitions of America: A three-year agreement for $300,000 with CADCA to reduce alcohol- and drug-impaired driving through development of a best-practices report providing strategies for communications and outreach at the local level. National Association of State 911 Administrators: A five-year agreement ($500,000 in FY19, $1.7 million total) with NASNA. This project will enable NASNA to provide technical support and best practices to improve the effectiveness of the 911 network.   National Organizations for Youth Safety: A two-year agreement for $150,000 with NOYS to develop and disseminate social media messaging targeting 16- to 24-year-olds during the times of the year most dangerous for young drivers: the winter holiday season, prom/graduation, and summer. National Conference of State Legislatures: A five-year agreement ($241,289 for FY19, $1,247,172 total) with NCSL to provide information and technical assistance related to reducing traffic crashes, injuries, and fatalities. Let's block ads! (Why?)