Workplace Fairness

Menu

Skip to main content

  • print
  • decrease text sizeincrease text size
    text

As Covid Surges, Doctors Are Striking Against “Retail Health”

Share this post

We’re back with Sea­son Four of Work­ing Peo­ple! In this urgent episode, we talk with Dr. Amir Atabey­gi, a physi­cian at Mul­ti­Care Indi­go Urgent Care in Thurston Coun­ty, Wash­ing­ton. On Novem­ber 23, amid a ter­ri­fy­ing surge in COVID-19 cas­es around the coun­try, Dr. Atabey­gi joins his fel­low physi­cians, physi­cian assis­tants, and advanced reg­is­tered nurse prac­ti­tion­ers on the pick­et line as they strike for the basic safe­ty mea­sures their employ­er refus­es to pro­vide. We talk to Dr. Atabey­gi about what he and his cowork­ers face on the job, the rise of ?“retail health” com­pa­nies like Mul­ti­Care Health Sys­tems, and the grow­ing labor con­scious­ness of tra­di­tion­al­ly non-union­ized health­care workers.

This blog was originally published at In These Times on November 23, 2020. Reprinted with permission.

About the Author: Maximillian Alvarez is a writer and editor based in Baltimore and the host of Working People, “a podcast by, for, and about the working class today.” His work has been featured in venues like In These Times, The Nation, The Baffler, Current Affairs, and The New Republic.


Share this post

Think about who doesn’t get a Thanksgiving, and who’s to blame, this week in the war on workers

Share this post

We’re heading into Thanksgiving week, and we’re hearing a lot of discussion of how people are—or aren’t—staying safe, from solitary living to plans for large gatherings and everything in between. We also need to be talking about how this holiday season kicks off after 35 straight weeks of a million or more people applying for unemployment insurance, and with Republicans still blocking the aid working people need in the COVID-19 economy.

Coronavirus rates are rising and it’s more important than ever for people to stay home as much as they can. But that would mean paying them so they could afford to do so, rather than being driven out to scrounge for whatever work they can find, however unsafe it may be. Congress won’t do that, and major companies are showing how little they value their workers. So on Thanksgiving, think about the people who can’t have a holiday not just because they can’t see family and friends, but because they are struggling to buy food and stay housed. And, just as important, think about why that is and who’s to blame.

This blog was originally published at DailyKos on November 21, 2020. Reprinted with permission.

About the Author: Laura Clawson is labor editor at Daily Kos.


Share this post

Lawsuit over meatpacking worker’s COVID-19 death alleges truly grotesque abuses

Share this post

This is sickening. We’ve known that the meatpacking industry has acted with callous disregard for its workers’ lives in the coronavirus pandemic, keeping them on the job in unsafe conditions. But according to a lawsuit by the family of the late Isidro Fernandez, it’s worse than that. At the Tyson pork processing plant where Fernandez worked in Iowa, the family alleges, supervisors and managers placed bets on how many workers would get COVID-19.

That winner-take-all betting pool rooting against the health of workers in the plant was organized by one manager, Iowa Capital Dispatch reports. Another manager called COVID-19 a “glorified flu” and “not a big deal,” and said “everyone is going to get it.” He did his part to make sure everyone got it, too, by at one point ordering a sick supervisor to skip testing and stay at work, because “We all have symptoms—you have a job to do.”

Managers offered attendance bonuses, giving sick workers an incentive to stay on the job, and lied about COVID-19 cases in the plant. At the same time, Tyson and other meatpacking companies were lobbying state governments as well as the Trump administration to get support in staying open and fending off lawsuits.

We shouldn’t have to hear about betting pools to understand how badly the meatpacking industry has treated its workers—its largely immigrant, vulnerable, underpaid workers. The numbers tell the story: tens of thousands of coronavirus cases and hundreds of deaths, at a minimum, and lawsuits and complaints describing disgusting, unsafe practices in the plants. But when you think about it, it makes sense that the managers carrying out policies disregarding the health and safety of their workers and communities would also be putting that contempt into words directed at individuals. A policy that people should keep working even if they’re sick and pressure on individuals to skip testing and work sick go hand in hand. It’s not a giant step from taking it as your job to make people work sick and spread the virus to their coworkers to betting on how successful your push to infect large numbers of people will be.

And all of this was enabled by the Trump administration again and again, with top officials blaming workers for getting sick rather than pointing a finger at managers and forcing the companies to improve safety measures and, in case of serious outbreaks, shut down plants.

This article originally appeared on Daily Kos on November 18, 2020.  Reprinted with permission. 

About the Author:  Laura Clawson is the labor editor at Daily Kos


Share this post

Meatpacking Workers Say Attendance Policies Force Them to Work With Covid-19 Symptoms

Share this post

In April, despite his fever, a meat­pack­ing work­er con­tin­ued to carve neck bones out of pig car­cass­es at a JBS plant in Iowa.

Two weeks lat­er, he would test pos­i­tive for COVID-19. But in the mean­time, he said, he kept clock­ing in because of a puni­tive atten­dance sys­tem wide­ly used in meat­pack­ing plants: the point system.

Under the pol­i­cy, work­ers usu­al­ly receive a point or points for miss­ing a day. If they gain enough points, they’re fired.

For a few months ear­li­er this year, as case counts swelled, Tyson Foods sus­pend­ed its point sys­tem, and Smith­field Foods said it has halt­ed its ver­sion for the time being.

How­ev­er, the point sys­tem has endured at Tyson and JBS plants through­out the pan­dem­ic, and it has con­tin­ued to coerce peo­ple with poten­tial Covid-19 symp­toms into show­ing up to work, said plant employ­ees, their fam­i­ly mem­bers, activists and researchers.

“Peo­ple are afraid now to lose points, and they start to go to work even when they’re sick,” Alfre­do, a machine oper­a­tor in a Tyson poul­try plant in Arkansas, said through an inter­preter. He asked to be iden­ti­fied only by his first name out of fear of retribution. 

“If they see that you can walk, they’ll tell you to keep work­ing,” he con­tin­ued. ?“If you can’t stand on your own, they’ll send you home.”

Spokes­peo­ple for the country’s two biggest meat pro­cess­ing com­pa­nies said employ­ees are encour­aged to stay home while ill.

“Our cur­rent atten­dance pol­i­cy encour­ages our peo­ple to come to work when they’re healthy and instructs them to stay home with pay if they have symp­toms of Covid-19 or have test­ed pos­i­tive for the virus,” Tyson spokesman Gary Mick­el­son said. 

“Regard­less of our atten­dance pol­i­cy, at no point dur­ing the pan­dem­ic have we assessed atten­dance points against team mem­bers for absences due to doc­u­ment­ed ill­ness,” JBS spokes­woman Nik­ki Richard­son said.

Still, the point sys­tem has like­ly con­tributed to the virus’s spread, said Jose Oli­va, co-founder of the HEAL Food Alliance, a non-prof­it that orga­nizes food indus­try workers.

“It’s prob­a­bly one of the bet­ter prop­a­ga­tors for the coro­n­avirus that we’ve seen,” he said. ?“It’s absolute­ly dis­as­trous to have a point sys­tem in the midst of a pandemic.”

Work­ers at one Tyson plant and two JBS plants said the only way they can stay home with­out penal­ty is if they test pos­i­tive for the dis­ease. They are required to go to work if they’re wait­ing for test results, they said. 

Once he test­ed pos­i­tive, the Iowa work­er, 50, was allowed to miss work with­out rack­ing up points, he said. He request­ed anonymi­ty because he fears los­ing his job.

Com­pli­cat­ing the sit­u­a­tion is that many work­ers strug­gle to access test­ing or avoid Covid-19 tests due to the cost, wait times and fear of being tar­get­ed by immi­gra­tion author­i­ties, work­ers and advo­cates said.

The point sys­tem varies from plant to plant.

At the JBS plant in Gree­ley, Colo., where about 300 work­ers have con­tract­ed the virus, employ­ees can rack up six points before they’re fired, accord­ing to a doc­u­ment shared by the local chap­ter of the Unit­ed Food and Com­mer­cial Work­ers union. 

At a JBS plant in Mar­shall­town, Iowa, it’s sev­en points, and at a Tyson poul­try plant in Arkansas, where hun­dreds of work­ers have fall­en ill, it’s 14 points, accord­ing to screen­shots and pho­tos shared by meat­pack­ing work­ers in those plants. 

At the Tyson plant, the company’s gen­er­al atten­dance pol­i­cy notes that ?“approval of pre­arranged absences is based upon the busi­ness needs of the Com­pa­ny.” Even if work­ers give the plant prop­er noti­fi­ca­tion that they’ll miss a day, they receive a point, accord­ing to a copy of the atten­dance pol­i­cy.

Mick­el­son said the doc­u­ment did not accu­rate­ly reflect the company’s atten­dance pol­i­cy dur­ing the pan­dem­ic, as work­ers have been encour­aged to remain home if they’re sick. 

The point system’s enforce­ment can also depend on the super­vi­sor. They can bend the rules for employ­ees with whom they have a good rela­tion­ship, work­ers said.

While requir­ing employ­ees to wear masks and installing plas­tic bar­ri­ers between work­ers can reduce the trans­mis­sion of the virus, the dis­ease will keep spread­ing if plants don’t iso­late and quar­an­tine sick work­ers, said Shelly Schwed­helm, exec­u­tive direc­tor of emer­gency man­age­ment and bio­pre­pared­ness at the Uni­ver­si­ty of Nebras­ka Med­ical Center.

To curb the virus’s spread, ?“get rid of the point sys­tem and don’t deter peo­ple from call­ing in ill,” she said.

After the Iowa meat­pack­ing work­er test­ed pos­i­tive, he stayed home for two weeks before return­ing to the plant. 

Dur­ing the day, he did jump­ing jacks in his base­ment in hopes of strength­en­ing his body enough to fight the virus and recit­ed gasp­ing prayers over the phone with his pas­tor. At night, he walked alone through his desert­ed neigh­bor­hood, wor­ried he wouldn’t wake up again if he fell asleep.

He said the com­pa­ny is ?“mak­ing us go back to work because some damn hogs got to die. But they don’t care about human life. They care more about the damn hogs than they do about people.”

New sys­tem for the pandemic

Before the pan­dem­ic, the JBS plant in Gree­ley allowed 7.5 points before a fir­ing. Now, it’s six, said Kim Cor­do­va, pres­i­dent of UFCW Local 7, the union that rep­re­sents the plant’s 3,000 workers.

“The atten­dance pol­i­cy became even more restric­tive,” she said.

Six work­ers died at the plant, mak­ing it one of the dead­liest pub­licly report­ed meat­pack­ing plant out­breaks in the coun­try, accord­ing to Mid­west Cen­ter track­ing.

Sick employ­ees can only recoup points at the Gree­ley plant if they have a doctor’s note and if they call into an Eng­lish-only atten­dance hot­line, a prob­lem for a work­force that speaks more than 38 lan­guages, Cor­do­va said.

To remove points from their record, work­ers must sub­mit to the union screen­shots of their call his­to­ry to the hot­line. Many work­ers find it to be a con­vo­lut­ed process, Cor­do­va said.

“They’ll give the point, and then the work­er has to fight to have it removed,” she said. ?“They make it real­ly dif­fi­cult to call in while sick, so work­ers are com­pelled to come into work even if they’re symptomatic.”

Richard­son, JBS’s spokes­woman, said their new point sys­tem is more for­giv­ing now because it allows work­ers to miss mul­ti­ple days in a row. The com­pa­ny reset all its employ­ees’ points to zero in late July, she said.

Tyson tem­porar­i­ly relaxed its point sys­tem in March but brought it back in June, even as case counts swelled.

The tim­ing of Tyson’s deci­sion was no coin­ci­dence, said Don Stull, a pro­fes­sor at the Uni­ver­si­ty of Kansas who has researched meat­pack­ing for 35 years.

“As that ini­tial atten­tion being focused on the indus­try began to wane, they start­ed try­ing to run as near to pre-pan­dem­ic lev­els as they could. So they need­ed as many work­ers as they could get,” he said.

Mick­el­son, Tyson’s spokesman, said Stull’s claim was not true.

Few oth­er opportunities 

Large meat­pack­ing plants are often in rur­al areas with­out many jobs oppor­tu­ni­ties. That leaves work­ers in a bind when deal­ing with the point sys­tem, work­ers and advo­cates said.

Eric Lopez, a sales man­ag­er at U.S. Cel­lu­lar, said his moth­er works at the JBS plant in Mar­shall­town. A Mex­i­can immi­grant with no for­mal edu­ca­tion who doesn’t speak Eng­lish, she had few jobs avail­able to her in Mar­shall­town oth­er than the pork plant, he said. 

She knows peo­ple with symp­toms have con­tin­ued show­ing up to work, he said, and it’s caused her to break down after com­ing home from work because she fears catch­ing the virus.

For decades, the meat­pack­ing indus­try has relied on immi­grant, minor­i­ty and poor work­ers, a demo­graph­ic that activists and researchers said the pri­mar­i­ly white meat­pack­ing exec­u­tives have exploited. 

“Com­pa­nies are run by old, white guys who think of work­ers as a piece of machin­ery,” said Joe Hen­ry, the polit­i­cal direc­tor for the League of Unit­ed Latin Amer­i­can Cit­i­zens of Iowa, a His­pan­ic civ­il rights orga­ni­za­tion. ?“They see them as peo­ple with dif­fer­ent skin col­ors and dif­fer­ent lan­guages that they can just go ahead and treat like animals.” 

Tyson and JBS strong­ly denied this characterization.

“That is com­plete­ly untrue,” said JBS’s Richard­son, whose response echoed Tyson’s. ?“We have done every­thing pos­si­ble to both pro­tect and sup­port our team mem­bers dur­ing this chal­leng­ing time.”

This blog originally appeared at In These Times on November 11, 2020. Reprinted with permission.

About the Author: Heather Schlitz is a senior at the Uni­ver­si­ty of Illi­nois at Urbana-Cham­paign where she stud­ies jour­nal­ism, glob­al stud­ies and East Asian lan­guages and cul­tures. Pre­vi­ous­ly, Heather report­ed on cli­mate change and the envi­ron­ment as a Dow Jones Data Jour­nal­ism intern at AccuWeath­er and has spent three years writ­ing about sci­ence news for the stu­dent news­pa­per and the Uni­ver­si­ty News Bureau.


Share this post

What the workplace will look like under a Biden White House

Share this post

The U.S. workplace will look much different with Joe Biden in the Oval Office — with some significant changes possible even if Republicans maintain a majority in the Senate.

“Biden, who won the endorsement of almost every major union in the country, has made labor reform a fundamental part of his program and is widely expected to name at least one union leader to his Cabinet,” your host reports. And “as the coronavirus pandemic continues to stoke permanent job losses and compromise worker safety, the case for structural change may be stronger than ever.”

What Biden can do will to some extent depend on which party controls the Senate, which won’t be determined until a pair of key Georgia runoffs in early January. “Still, the transition will be a sharp turn from the Trump White House, under which union membership has droppedpay inequity has widened and enforcement has dwindled.”

Here’s some of what you can expect:

— Heightened worker safety enforcement: One of the first things a Biden administration will likely do is instruct the Occupational Safety and Health Administration to step up worker safety enforcement by enacting an emergency temporary standard, or a set of guidelines governing how employers must protect their employees from Covid-19. He’s also likely to ramp up penalties for violators.

— A reversal of Trump executive orders: Biden will be able to immediately rescind some of President Donald Trump’s executive orders — including those restricting employment-based visasbanning diversity training in the federal government and peeling back civil service protections — as well as reinstate Obama-era executive orders that Trump had undone.

— A more labor-friendly NLRB: The former vice president is widely expected to appoint more Democrats to the National Labor Relations Board, the agency responsible for settling disputes between unions and employers. Right now, it’s three Republicans, one Democrat — and an empty seat.

— Pursuit of progressive labor policy: Biden campaigned heavily on enacting Democratic labor legislation similar to that passed out of Speaker Nancy Pelosi’s House in 2020 and 2019, including a measure to hike the federal minimum wage to $15 and the Protecting the Right to Organize Act, or PRO Act, which would strengthen workers’ ability to unionize. This, of course, will hinge on the balance of power in the upper chamber, as many of the provisions are opposed by Republicans.

Union leaders rejoice: “Joe Biden and Kamala Harris’ victory in this free and fair election is a win for America’s labor movement,” AFL-CIO President Richard Trumka said in a statement. Said AFSCME President Lee Saunders: “[C]ome January 20, we will have a White House that honors our work, respects our sacrifice and fights for the aid to states, cities and towns that we need.”

WHO WILL BE BIDEN’S LABOR SECRETARY? There are already several names in rotation as Biden’s transition team gets to work, our Megan Cassella reports.

“Biden is widely expected to choose a more progressive candidate to lead the Labor Department, one that would help balance out more moderate nominees he’s expected to place at other agencies,” she writes.

“Rep. Andy Levin (D-Mich.), a former union organizer who also has Labor Department experience, is high on the list of potential nominees, as is California Labor Secretary Julie Su. Levin comes from a potentially vulnerable district, however, and Democrats may be wary of a special election there, given their unexpectedly narrow control of the House.”

“Other possibilities for Biden’s Labor secretary include DNC Chairman and former Obama Labor Secretary Tom Perez, AFL-CIO Chief Economist Bill Spriggs and Sen. Bernie Sanders (I-Vt.), who POLITICO reported is interested in the position.”

CALIFORNIA’S PROP 22 GIVES GIG COMPANIES A NEW ROAD MAP: The success of a California ballot measure allowing Uber, Lyft and other gig companies’ drivers to be independent contractors — while still enjoying a few employee-like perks — may provide employers with a model to use across the country, Bloomberg’s Josh Eidelson reports.

Proposition 22 promises drivers “a guaranteed minimum pay rate while they’re assigned a task; a review process for terminations; and health stipends if they work enough hours,” he writes. “A University of California at Berkeley analysis concluded that after accounting for full expenses and wait times, the proposition’s pay guarantee is worth less than $6 an hour. (The companies dispute this.)”

“The companies spent hundreds of millions of dollars on ads … [and] it was money well spent. Uber and Lyft alone gained more than $10 billion in market value after the vote, and defanged a recent state court injunction that would have required them to reclassify their drivers as employees.”

“The companies don’t plan to stop there,” Eidelson writes. “‘You’ll see us more loudly advocate for new laws like Prop 22,’ Uber Chief Executive Officer Dara Khosrowshahi said on a Nov. 5 earnings call. DoorDash CEO Tony Xu said in a statement: ‘We’re looking ahead and across the country, ready to champion new benefits structures that are portable, proportional, and flexible.’”

This blog originally appeared at Politico on November 9, 2020. Reprinted with permission.

About the Author: Rebecca Rainey is an employment and immigration reporter with POLITICO Pro and the author of the Morning Shift newsletter.


Share this post

What a Biden victory will mean for the American workforce

Share this post

With Joe Biden about to enter the Oval Office, the American workplace is going to look much different.

The former vice president and U.S. senator has four decades of relationships with union leaders behind him, setting him up to potentially be the most labor-friendly president the U.S. has ever had.

Biden, who won the endorsement of almost every major union in the country, has made labor reform a fundamental part of his program and is widely expected to name at least one union leader to his Cabinet.

“I don’t think [Obama] ‘got’ labor. And I think Biden gets it,” said Bill Spriggs, the AFL-CIO’s chief economist. “When Biden walks in a room with labor leaders, he feels like ‘Oh, I’m at home.’”

As the coronavirus pandemic continues to stoke permanent job losses and compromise worker safety, the case for structural change may be stronger than ever.

“The coronavirus has raised public consciousness and awareness about the plight of the working class in America, including low-wage workers and the kind of people who used to be unionized, and revealed the utter lack of worker protections,” former Labor Secretary Robert Reich told POLITICO.

The scope of what Biden can accomplish could be limited by the Senate, where two crucial races — both in Georgia — won’t be decided until runoffs take place in January. If Republicans maintain control of the chamber, that could curtail many of Biden’s plans.

Still, the transition will be a sharp turn from the Trump White House, under which union membership has droppedpay inequity has widened and enforcement has dwindled. Some of the Democrats’ highest priorities will be counteracting action taken — or in some cases, not taken — by the current administration.

“There’s a litany of things the Trump administration has done that we have to undo,” said Rep. Andy Levin (D-Mich.), who serves on the House Education and Labor Committee.

Here are some things lawmakers and experts say workers and employers can expect from a Biden White House:

1. Heightened worker safety enforcement

One of the first things a Biden administration will likely move to do is instruct the Labor Department’s Occupational Safety and Health Administration to step up worker safety enforcement, including by enacting an Emergency Temporary Standard, or a set of guidelines governing how employers must protect their employees from Covid-19, and ramping up penalties on violators.

With an estimated 72,015 workers having tested positive for coronavirus and 315 fatalities in the food system alone, Democrats and labor advocates have become increasingly vocal in criticizing the Labor Department for what they say is leniency. Despite having received more than 10,000 complaints since the pandemic started, the agency hasn’t proposed a penalty greater than $30,000 for coronavirus-related risks, even in cases where workers died. And Republicans have shot down an emergency standard, insisting that employers need extra flexibility during the recession.

Biden’s campaign advocated to “immediately release and enforce an [ETS] to give employers and frontline employees specific, enforceable guidance on what to do to reduce the spread of COVID” and “double the number of OSHA investigators to enforce the law and existing standards and guidelines.”

2. Pursuit of progressive labor policy

Biden campaigned on enacting much of the Democratic labor legislation passed out of Speaker Nancy Pelosi’s House in 2020 and 2019. He said in July that he would push to raise the federal minimum wage to $15 an hour and eliminate the so-called tipped wage, which allows employers to count tips toward servers’ mandated wages — both provisions included in the House-passed Raise the Wage Act. The federal minimum wage hasn’t gone up since 2009, when it was hiked to $7.25.

Biden also pledged he would sign the House-passed Protecting the Right to Organize Act, or PRO Act, which would strengthen workers’ ability to unionize, including by allowing them to form unions via card-check elections, where employees sign forms authorizing the union to represent them.

“The PRO Act would be the most important labor law reform since the Wagner Act itself in 1935 or the National Labor Relations Act,” Levin said.

Passing these bills will be highly unlikely if Republicans control the Senate. And even if some of the measures made it through, signing them would be an uphill battle for Biden, who will have to balance unions’ demands with competing business interests and some of the more moderate voices that helped win him the office.

“The business community is going to place a lot of demands on Biden and the Biden administration,” Reich said. “It’s not going to like his tax increases on the wealthy and on big corporations; it’s not going to like his environmental regulations and laws he has promised.”

“And there’s only a limited amount of political capital that a new president has.”

3. A boost to manufacturing via trade

Biden has been outspoken against Trump’s trade war with China, labeling some of the White House’s tariffs “damaging” and “disastrous.” Were he to lift some of the Trump administration’s trade restrictions, it could provide an immediate boost to the manufacturing workforce. Despite gaining 66,000 jobs in September, factory employment is still down 647,000 jobs from February because of the pandemic, according to Labor Departments statistics.

In his manufacturing plan, Biden advocates for “a Pro-American worker tax and trade strategy to fix the harmful policies of the Trump Administration and give our manufacturers and workers the fair shot they need,” along with a series of tax credits and executive actions. Although Biden could in theory lift any tariff as soon as he took office, he must also answer to business and other interests that might want the restrictions to stay in place for months as he forms a plan. A top trade adviser said his administration wouldn’t rule out imposing new tariffs on imports.

Unions including the United Steelworkers, which represents over a million workers and retirees across several manufacturing industries, say they have confidence in Biden’s plan whatever it may entail.

This blog originally appeared at Politico on November 7, 2020. Reprinted with permission.

About the Author: Eleanor Mueller is a legislative reporter for POLITICO Pro, covering policy passing through Congress. She also authors Day Ahead, POLITICO Pro’s daily newsletter rounding up Capitol Hill goings-on.


Share this post

5 Safety Tips To Remember When Managing A Construction Site

Share this post

One of the places where one cannot err on the side of caution is at a construction site. Danger looms around a construction site. Falls, hits from dropping items, the collapse of the edifice, and slipping off are all potential hazards of construction sites. Although unforeseen circumstances make it impossible to declare a construction site completely safe, there are still safety tips that will minimize the risk to the nearest minimum. Here are 5 tips to remember when managing a construction:

Note: These tips will include construction safety tips, their importance, and how to avoid injuries.

1. Personal protect equipment

Every personnel must have a PPE. Personal protective equipment will include:

  • Hard hat
  • Industrial boots
  • Gloves
  • Goggles
  • Mask

Hard hat  

Possible impact to the head due to falling objects obligates everyone at a construction site to put on hard hats. A hard hat is well reinforced to shield the head from fatal hits.

Industrial boots

Industrial boots protect the feet from sharp objects on a worksite. Additionally, industrial boots are designed to be non-slip to reduce slips and falls.

Gloves

Construction projects involve several fields. While the concrete and carpentry sections seem to need gloves to lift heavy objects, electricians also use insulated gloves to ensure safety. Tilt wall construction using an insulated concrete form(ICF) will require the use of gloves during installation as well as similar protective equipment.

Goggles

A pair of goggles is a protective gear worn to protect the eyes from debris while at work. It’s mandatory even for all workers to protect the eyes from sparks and other attendant hazardous materials present at a construction site.

Mask

A nose mask is essential to shield the noise from dust and debris in the construction of concrete based things like tilt-wall construction, drilling into bricks, flooring, etc.

2. Danger assessment and precautions

Managing a construction site requires a thorough assessment of the work area to spot danger zones and put safety measures in place. One such example is to fix fire extinguishers in strategic places to curb the spread of fire should it arise. For example, when fixing handrails along the stairs, the right safety guards must be in place to prevent accidents.

 Additionally, first aid must be available and easily accessible in the event of an emergency. This way, quick care can be administered before a transfer to a medical facility will suffice.

3. Appropriate use of equipment

Equipment must be used the right way, and for the purpose for which it was designed. For example, a ladder must be constantly checked to fix damages, and also importantly, it mustn’t carry more than the stipulated weight it can bear. Another instance is the use of proper hand gloves by electricians. Electricians do well to use insulated gloves only!

4. Remove dangers to reduce risks

All workers must be alert to their work areas. This enables everyone to spot hazards and get rid of them. For example, despite the use of handrails, spilled liquids should be promptly dried, ladders should always be dry, avoid overreaching for objects, and more. The eradication of risks from the work site makes it a safer place.

5. Proper spacing

Proper spacing is often overlooked at construction sites. Sadly, disregarding this often increases exposure to injuries which may be fatal at times. When a large machine is at work, only the personnel in charge should stand near. Others who are not part of the group should not become spectators amusing themselves with the view. Added to that, when a worker is busy with a large work tool, enough space is necessary to avoid risk; so, others should stay back.

All of the analyzed safety tips are essential to keep a construction site safe and prevent all forms of injuries that can hamper the wellbeing of workers or may result in death.

About the Author: Matt Lee is the owner of the Innovative Building Materials blog and a content writer for the building materials industry. He is focused on helping fellow homeowners, contractors, and architects discover materials and methods of construction that save money, improve energy efficiency, and increase property value.


Share this post

Health and Safety Standards for Frontline Healthcare Workers

Share this post

America’s frontline healthcare workers have rightly been called our country’s real superheroes. But the truth is that the US healthcare system is falling far short in its obligation to protect these essential workers in the face of the worst global pandemic in more than a century.

A Failure to Protect

It should perhaps come as no surprise that frontline healthcare workers are at extreme risk for contracting communicable illnesses, particularly when we are dealing with a pathogen as infectious as COVID-19. And with a new flu season looming in the northern hemisphere, the increased influenza risk incurred by nurses and other frontline healthcare workers only serves to amplify the threat.

Worse, more than eight months after the advent of the virus, healthcare workers are still facing a significant shortage of personal protective equipment (PPE). This lack of access to adequate PPE may well be the single most significant source of danger for doctors and nurses working with COVID patients.

When infected persons are asymptomatic, for example, the impulse to relax PPE standards by rationing equipment may well lead to potentially preventable disease transmission.

The Significance of Training

Because COVID-19 is a novel virus, there is still much about the disease that is unknown. Safety, prevention, and treatment guidelines continue to evolve. Healthcare systems, however, must be highly proactive in ensuring that frontline healthcare workers are up to date on the latest disease information and safety protocols.

This must include rigorous training in pre-appointment patient screening, treatment room sanitation, and risk mitigation and infection containment processes.

Job Losses and Furloughs

Perhaps one of the less-discussed but potentially most harmful risks facing today’s frontline workers is the risk of job losses and furloughs. Current research suggests that system mismanagement is pervasive across the US healthcare system, resulting in tens of thousands of job cuts, despite billions of dollars being allocated to US hospitals and healthcare systems from the emergency CARES act.

Thus, America’s frontline workers are not only confronted today by the threat of the virus, but they are also faced with the possibility of layoffs, furloughs, and termination. In the wake of a national crisis not only to public health but also to the economy, this may well leave frontline workers facing the loss of not just their health but also their income, their home, and their security.

The Takeaway

The COVID-19 pandemic has had a devastating effect across the US, but few people have been more affected than America’s frontline healthcare workers. The risk of infection for these workers is particularly great, amplified by an ongoing shortage of PPE.

In addition, due to the novelty of the virus, healthcare providers may still be uninformed on best practices in risk mitigation and disease prevention. Efforts to ensure up-to-date training and support must be made to ensure that workers are prepared to protect themselves, their families, and their patients. Perhaps worst of all, the healthcare system is challenged with massive layoffs, putting frontline workers’ jobs and livelihoods at risk.

This means it is incumbent on the public whom these workers care for to help care for and protect them in return. If you are able, donate to your local organizations that are now providing equipment, financial assistance, and other resources to frontline workers. If you own a business, consider offering these heroes freebies and discounts, special operating hours, or other perks to show your appreciation and offer support.

Help relieve the burden on these healthcare workers by always remaining vigilant about your own health and the health of your community, adhering to public health guidelines to help prevent the spread. Above all, reach out to your local, state, and government officials to demand they make caring for these care providers priority number one, which must include not only financial support but also employment protection and access to quality healthcare, child and elder care, and other resources they may need to weather this crisis.

After all, our frontline workers are saving lives day in and day out. The least we can do is anything and everything we can to return the favor.

About the Author: Luke Smith is a writer and researcher turned blogger. Since finishing college he is trying his hand at being a freelance writer. He enjoys writing on a variety of topics but business and technology topics are his favorite. When he isn’t writing you can find him traveling, hiking, or gaming.


Share this post

Workers Fired, Penalized for Reporting COVID Safety Violations

Share this post

When COVID-19 began making headlines in March, Charles Collins pulled out a protective face mask from the supply at the manufacturing company in Rockaway, New Jersey, where he was the shop foreman and put it on. The dozen or so other workers at the facility followed suit. There was no way to maintain a safe distance from one another on the shop floor, where they made safety mats for machines, and a few of the men had been out sick with flu-like symptoms. Better safe than sorry.

Management was not pleased. Collins got a text message from one of his supervisors saying masks were to be used to protect workers from wood chips, metal particles and other occupational safety hazards. “We don’t provide or for that matter have enough masks to protect anybody from CORVID-19 [sic]!” If workers didn’t stop using the masks for that purpose, the supervisor texted, “we’ll have to store them away just like the candy!”

“I was shocked,” said Collins, 38. “They weren’t taking it seriously.”

Shortly after that, Collins left for a planned vacation. When he returned a week later, the company told him to quarantine at home for two weeks because he’d been traveling.

But when the quarantine ended, Collins didn’t want to go back to work. Co-workers, he said, told him that recommended safety measures such as wearing masks and maintaining social distancing hadn’t been implemented. When he told human resources that he feared becoming infected and endangering his mother and his 8-year-old nephew who live with him, he said, he got an ultimatum: Return to work or resign.

Collins stayed home and says he was fired. He hired a lawyer and filed a complaint in the Superior Court of New Jersey under the state’s whistleblower law, the Conscientious Employee Protection Act. The law prohibits employers from firing, demoting or otherwise retaliating against workers who refuse to take part in activities they believe are incompatible with public health and safety mandates.

As many employers, with the strong encouragement of the Trump administration, move to bring employees back, a growing number of workers are resisting what they feel are unsafe, unhealthy conditions. In recent months, a few states have passed laws specifically aimed at protecting workers who face COVID-related safety risks and retaliation for speaking up about them. Some states, like New Jersey, have whistleblower protection laws already. But advocates say stronger federal protections are needed.

The Occupational Safety and Health Administration, part of the U.S. Department of Labor, is responsible for enforcing 23 federal whistleblower statutes that protect workers from retaliation if they report workplace safety violations, among other problems.

But according to a new analysis, the agency isn’t up to the task. The National Employment Law Project, a workers’ advocacy and research group, found that of 1,744 COVID-related retaliation complaints filed with OSHA between April and mid-August, 20% were docketed for investigation and 2% were resolved. More than half were dismissed or closed without investigation.

“Even before COVID, workers had a really bad track record of getting any justice for their concerns if they were retaliated against,” said Debbie Berkowitz, director of the worker health and safety program at the National Employment Law Project and a former senior OSHA official.

The numbers are growing. Whistleblower complaints filed with OSHA increased by 30% between February and May, to 4,101, according to an August report by the Department of Labor’s Office of the Inspector General that criticized the agency’s handling of the complaints.

Nearly 40% of the complaints — 1,618 — were related to COVID-19, the report found, filed primarily by workers who claimed they were punished for reporting workplace safety violations. Those could include, for example, not having appropriate personal protective equipment or sanitation materials, or a lack of social distancing on the job.

While complaints rose, the number of whistleblower investigators decreased from the previous year, according to the report. The average time it took to close an investigation at the end of March was roughly nine months.

Worker whistleblower protections under the Occupational Safety and Health law are “incredibly weak” compared with whistleblower statutes that protect employees who report other types of wrongdoing, Berkowitz said. If OSHA dismisses a complaint, workers have no right to appeal the decision, and once they file a complaint with OSHA they aren’t permitted to take their case to court on their own, she said.

Consumer advocates would like to see those provisions changed.

Advocates have urged OSHA to adopt mandatory COVID safety standards for workplaces, but the agency has declined to do so, maintaining that its “general duty clause,” which requires employers to maintain a workplace free from hazards likely to cause death or physical harm, is sufficient.

“The Administration has remained committed to providing the Whistleblower Protection program with the resources it needs to fulfill its mission,” a spokesperson for the Department of Labor wrote in an email to KHN. “In fiscal year 2020, OSHA asked for and received five new full-time employees and requested an additional ten in the President’s budget for fiscal year 2021.”

If workers don’t pursue a whistleblower complaint through OSHA, they can file a state lawsuit claiming “wrongful discharge” or use a state’s whistleblower law, as Collins did.

According to a COVID employment litigation tracker by Fisher Phillips, an employment law firm, since the beginning of the year 169 retaliation/whistleblower lawsuits have been filed across the country — the second-biggest category, behind suits related to remote work/leave, with 206 cases. An additional 27 lawsuits have been filed for wrongful discharge.

Juan Carlos Fernandez, the Morristown, New Jersey, attorney representing Charles Collins, said he’s seen a significant uptick in inquiries from workers about safety concerns in recent months. Before the pandemic began, he typically received one or two such calls per month. Now, he gets three or four a day.

Many callers say they were terminated after they asked for protective equipment on the job, Fernandez said. Others had asked for time off to care for a family member or a child whose school had closed because of COVID-19 and then were told not to come back to work.

In addition to reporting safety violations, Collins’ lawsuit claims, he was fired for asking to take time off. Under the federal Families First Coronavirus Response Act, employees are generally entitled to two weeks’ paid leave if they’re quarantined, and another two weeks’ paid sick leave at two-thirds pay to care for a child whose school has closed, as well as expanded family and medical leave. Collins has cared for his nephew since his sister died two years ago in a car accident. His nephew’s school closed in March because of COVID-19.

Collins said his employer, ASO Safety Solutions, paid him for only the first week of his company-ordered quarantine. Any additional time off would come out of his accrued sick and vacation time, he was told.

ASO Safety Solutions didn’t respond to requests for comment, nor did the law firm representing the company.

In his response to the complaint submitted to the court, the lawyer representing the company denied that ASO had retaliated against Collins for whistleblowing, asserting he had resigned. The response, by John Olsen, with Ferdinand IP Law Group, also said that the provisions of the Families First Coronavirus Response Act do not apply to the company. The lawyers have exchanged requests for discovery, Fernandez said, which should be answered in the next several weeks.

A few states and cities have stepped in to help whistleblowers. Virginia was the first to put in place statewide workplace safety standards related to COVID-19, spurred by concerns from workers in poultry plants, said Rachel McFarland, a staff attorney at the Legal Aid Justice Center in Charlottesville. The standards include specific provisions protecting workers from retaliation for raising safety concerns or refusing to work in a location they believe is unsafe.

Colorado and the cities of Philadelphia and Chicago likewise passed laws prohibiting employers from retaliating against workers who raise COVID-related safety concerns, refuse to work in unsafe conditions or take time off to minimize the transmission of the virus.

But these laws are the exceptions, said Brent Newell, a senior attorney at Public Justice in Oakland, California, who has represented the interests of workers in meatpacking plants. “Many states haven’t done that and won’t do that,” he said. “For the federal government to put it on the states to protect workers is wholly and fundamentally inadequate.”

This blog originally appeared at KHN on October 23, 2020. Reprinted with permission.

About the Author: Michelle Andrews is an award-winning journalist with more than 20 years of experience conceiving, reporting, writing and editing features, analyses, commentary and news for leading print and digital publications, including Kaiser Health News, the New York Times, the Washington Post and NPR. 


Share this post

4 Overlooked Workplace Safety Hazards and What You Can Do About It

Share this post

According to The Bureau of Labor Statistics, in 2018, there were 2.8 million injuries in the workplace. On average, a worker injury costs a company between $38,000 and $150,000. As a facility safety manager, your job is to minimize hazards and save the company money by decreasing injuries in the workplace.

However, that’s often easier said than done. This is especially true if you work in a warehouse or factory, where hazardous equipment is part of the job. You probably already follow the standard advice, like cleaning up spills or enforcing safety training. But you might be overlooking some hidden hazards.

Here’s a look at four commonly overlooked workplace safety hazards with some tips to overcome them.

1. Overworking Employees

Every company has quotas, minimums, and costs to cut. Unfortunately, this often leads to overworked employees. Overworked employees are often suffering from severe fatigue. According to the National Sleep Foundation, sleepy workers are 70% more likely to have a workplace accident.

Aside from fatigue, overextended employees are often burnt out and suffering from a lack of motivation. This not only hurts company efficiency, but it can lead to these employees being more lackadaisical about safety precautions or take more shortcuts.

Tips to Decrease the Risk: Be sure that workers aren’t working too many hours. Foster an environment that encourages a work-life balance. A happy and rested staff leads to more focused work.

2. Too Much Clutter

Keeping your facility clean is crucial, but it’s not just about deep cleaning. Clutter and disorganization can be more disrupting than a stain on the floor. If workers have to navigate machinery around a maze of clutter, the chance for an accident increases exponentially.

Inventory, trash piles, and general stuff can pile up quickly. Additionally, liquids and standing puddles can cause catastrophes. It’s not uncommon for facilities to allow standing water or liquids because their existing solutions aren’t cutting it.

Tips to Decrease the Risk: Work on developing cleaning routines for your workers and promote an environment of cleanliness. Encourage workers to keep their work areas clean and clutter-free. If there are areas that lack organization, get in, and organize them. If your facility is struggling with spills and standing water, be sure to upgrade your solutions. Consider using an industrial pre sloped trench drain system versus a standard grate drain. Or, if standing water in the parking lot is an issue, look into permeable paving.

3. Not Accounting for Comfort

While this one aligns with overworked employees, worker comfort can also become a safety hazard. If your employees work in confined spaces, uncomfortable temperatures, or in environments laden with pollutants and toxic air, they aren’t going to be comfortable.

Why does this matter? The Workers’ Compensation Board wrote an entire book on the hazard of confined spaces. Workers who work in tight areas are at higher risk of toxic fumes, low levels of oxygen, falling objects, poor visibility, and more. It’s uncomfortable, but it’s also dangerous.

Temperature extremes have obvious consequences like heat exhaustion and hypothermia. Beyond that, if it’s too hot or too cold, your workers are going to feel demotivated, exhausted. As we’ve already talked about, an exhausted and unmotivated worker can lead to dangerous situations. 

Tips to Decrease the Risks: Take inventory of your workers’ comfort level. If they’re complaining about discomfort, the chances are that those uncomfortable working conditions have more serious implications. If confined spaces, temperatures, and toxic fumes are unavoidable, allow for more frequent breaks. Additionally, to combat dust build-up (which accounts for 12% of serious employee lung issues), invest in an industrial vacuum cleaner. These vacuums also ensure that the air stays breathable while minimizing the risk of combustion.

4. Ignoring Ergonomics

You probably had your employees watch a training video or read a manual about ergonomics. If they have to do any heavy lifting or maneuvering, ergonomics is crucial. According to The National Safety Council, the second leading cause of injury in adults is overexertion. It’s also the cause of 35% of workplace injuries. Additionally, it’s the most significant contributor to workers’ compensation, and it’s the primary reason for missed workdays.

It’s the simple things, like lifting with your legs and taking breaks. It’s avoiding repetitive motions. Taking ergonomics into account is all about thinking about people’s efficiency and body movements in the workplace.

Tips to Decrease Risks: Encourage proper maneuvering habits with your employees. That one-time training when the company hired them isn’t enough. Instead, ergonomic training should be ongoing and enforced. Consider regular assessments of your workers’ form to make sure that they know how to safely and effectively do their jobs. 

Creating a Safe Work Environment

Eliminating safety hazards is an ongoing and ever-evolving process. It requires diligence and attention to detail. Facility safety managers often overlook these four hazards. However, ignoring them could be dangerous and costly.

Do yourself and your company a favor by being proactive and taking action to avoid these common hazards. Moreover, be diligent about stopping any problematic behaviors or habits in their tracks. Your job isn’t an easy one, but it’s necessary for the safety of your employees and the posterity of your company.

About the Author: Matt Lee is the owner of the Innovative Building Materials blog and a content writer for the building materials industry. He is focused on helping fellow homeowners, contractors, and architects discover materials and methods of construction that save money, improve energy efficiency, and increase property value.


Share this post

Follow this Blog

Subscribe via RSS Subscribe via RSS

Or, enter your address to follow via email:

Recent Posts

Forbes Best of the Web, Summer 2004
A Forbes "Best of the Web" Blog

Archives

  • Tracking image for JustAnswer widget
  • Find an Employment Lawyer

  • Support Workplace Fairness

 
 

Find an Employment Attorney

The Workplace Fairness Attorney Directory features lawyers from across the United States who primarily represent workers in employment cases. Please note that Workplace Fairness does not operate a lawyer referral service and does not provide legal advice, and that Workplace Fairness is not responsible for any advice that you receive from anyone, attorney or non-attorney, you may contact from this site.