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  • Workplace Violence: Identifying, Preventing and Responding

    Workplace Violence: Identifying, Preventing and Responding

    Workplace violence is an unfortunate reality that affects countless organizations and their employees. It encompasses a range of behaviors, from physical altercations and harassment to more subtle forms like bullying or intimidation. A study by Jackson Lewis, a national employment law firm, found that nearly 2 million American workers report being victims of workplace violence.  This blog post explores the different aspects of workplace violence, including its definition, prevention strategies and how to respond to incidents.

    Understanding Workplace Violence

    Workplace violence is defined as any act or threat of physical violence, harassment, intimidation or other disruptive behavior occurring at the worksite. This may include remote work locations. It can manifest in various forms, such as verbal abuse, property damage, physical assaults and even fatalities. The impact of workplace violence is not limited to the immediate victims; it can also have far-reaching consequences for an organization’s productivity, morale and reputation.

    Types of Workplace Violence

    Understanding the different types of workplace violence is crucial for prevention and intervention. They include:

    • Criminal Intent: Acts committed by individuals with no connection to the organization, such as robberies or break-ins.
    • Customer/Client Violence: Acts involving customers, clients or patients, including verbal or physical abuse toward employees.
    • Co-Worker Violence: Acts of violence initiated by a current or former employee directed at work colleagues.
    • Personal Relationship Violence: This occurs when a personal relationship conflict spills over into the workplace.

    Preventing Workplace Violence

    Prevention is the first line of defense against workplace violence. Here are some strategies to consider:

    • Create a culture of respect by encouraging open communication and respect among employees. Promote tolerance and diversity to reduce the risk of discriminatory behaviors.
    • Provide employee training on ways to recognize early warning signs of workplace violence, conflict resolution and de-escalation techniques.
    • Invest in safety measures such as security systems, access control and visitor management to minimize external threats.
    • Establish a zero-tolerance policy that clearly articulate the company’s stance on workplace violence prevention and response, including reporting procedures and consequences for offenders.
    • Support employee assistance programs (EAPs) and other support services and counseling opportunities for employees dealing with personal issues that might lead to workplace violence or who are the victims of domestic abuse.

    Responding to Workplace Violence

    When an incident of workplace violence occurs, a timely and appropriate response is vital. Here are five recommendations:

    1. Report the incident: Encourage employees to promptly report any incidents or concerns about workplace violence to HR or management.
    2. Investigate thoroughly: Conduct a comprehensive investigation to determine the facts and take appropriate actions.
    3. Provide support: Offer professional resource such as counseling to victims and witnesses to ensure that they feel safe and valued.
    4. Legal considerations: Consult legal experts to ensure compliance with applicable laws and regulations.
    5. Learning and improvement: Use any perceived threats or incidents as opportunities for organizational learning, and to improve security and prevention measures.

    Resources

    To further your understanding of workplace violence and prevention, consider these sources:

    Occupational Safety and Health Administration (OSHA) – Workplace Violence

    Centers for Disease Control and Prevention (CDC) – Workplace Violence Prevention

    American Society for Health Care Risk Management (ASHRM) – Workplace Violence Resources

    Workplace violence is a serious concern that impacts the health, safety and productivity of employees who are victims, their co-workers and the organization as a whole.  A collaborative approach is needed to reduce the risk of violence in the workplace.. If you would like assistance in implementing preventive measures, contact us at info@workcare.com and read more health and safety content like this on our blog page.

  • Exploring Occupational Connections to Breast Cancer

    Exploring Occupational Connections to Breast Cancer

    October is Breast Cancer Awareness Month. In the U.S., there are an estimated 3.8 million breast cancer survivors thanks to screening, early detection and effective treatments. Breast cancer is diagnosed in one of every eight American women sometime during their lifetime. Men also get breast cancer, but at much lower rates than women.

    Occupational exposure risk factors for breast cancer include age, family history/genetics, breast density, menstrual cycle and reproductive history, low physical activity, being overweight/obese, having had hormone replacement therapy, past exposure to ionizing radiation and drinking alcohol. Potential occupational exposure risks associated with breast cancer have also been identified in a variety of industries and occupations.

    This indicates that the bottom line for employers is to be familiar with cancer research findings linked to occupations, and to support the promotion of breast cancer awareness year-round as part of employee wellness outreach efforts. As always, it is incumbent on employers to take steps to ensure consistent use of the hierarchy of controls, including personal protection measures, to help prevent exposures to substances or environmental conditions that may be associated with the development of cancer or any other type of illness.

    What We Know About Occupational Exposure Risks

    Research on work-related breast cancer risks often results in recommendations for further study. This is partly attributed to the complex interconnections among contributing non-occupational factors. In addition, occupational cancer studies, in general, have historically focused more on men working in industries that have traditionally employed more men than women.

    Occupational causes of breast cancer have long been the subject of scientific research. In the early 18th century, Bernardino Ramazzini, referred to as the father of occupational medicine, found breast cancer prevalence was higher among nuns than it was in the general population. (He associated this with their lifestyle, including celibacy.)

    Exposure to endocrine-disrupting chemicals used in the production of many products and work in high-temperature environments have been the subject of evidence-based breast cancer studies. The American Cancer Society reports that links between breast cancer and genetics, lifestyle and environmental conditions are undergoing scientific investigation. Chemicals in the environment that have estrogen-like properties reportedly are of special interest.

    Meanwhile, findings from ongoing research on associations between anti-depressants, fertility drugs, parabens and stress are not strong enough to say whether they are truly related to breast cancer; more research is needed, according to Susan G. Koman, a non-profit organization supporting breast cancer research and other prevention initiatives.

    Research Notes

    Here are three studies that help illustrate the nature of links between occupation and breast cancer:

    • A 2023 review of Occupational Cancers Among Employed Women suggests that with the ratio of men to women in the workforce narrowing (refer to Department of Labor Women’s Bureau statistics), it’s possible that occupational exposure risks to hazardous agents, such as organic solvents, increasingly contributes to breast cancer incidence. However, most of the studies that were reviewed did not consider potential confounders such as reproductive history or hormone use. “Since the epidemiological research on occupational cancers in males has always been quantitatively superior to that reserved for females, we should expand our knowledge of occupational exposure risks among women both through future specific studies on this focus and through more complete analyses where data are already available,” the authors concluded.
    • A longitudinal study of breast cancer among Taiwanese women in different occupations that was published in 2022 found “slightly significant” breast cancer risk in manufacturing; wholesale and retail trade; information and communication; financial and insurance activities; real estate; professional, scientific and technical activities; public administration, defense and social security; education; and human health and social work activities. Researchers recommended further investigation of “the possible risk factors among female workers in those industries with slightly higher incidence of breast cancer.”
    • A 2020 literature review of 40 articles found “significant evidence” to support an association between breast cancer and exposure to some chemical products (certain pesticides, solvents and plastics), exposure to ionizing radiation and night-shift work, which disrupts the body’s circadian rhythm and may affect hormone production. However, researchers concluded that “most studies have difficulty establishing a causal relationship between these variables, pointing to the need for further investigation of these issues.”

    Why Wait to Find Out?

    Screening and early detection of breast cancer saves lives. Breast cancer cells may form a tumor that can be seen on an X-ray before it might be felt as a lump. When cancer is caught in an early stage, the five-year relative survival rate is 99 percent. Only 5-10 percent of people diagnosed with breast cancer have a family history of it. When there is a family history, testing may be recommended to identify or rule out a gene mutation.

    It’s important to be vigilant. Monthly self-checks and periodic mammograms based on a woman’s age and health history are recommended. In men (read the Better Health Campaign for Men) and women, noticeable changes such as a lump in the breast or armpit, thickening or swelling, skin dimpling, or discharge, inversion of or pain in the nipple should be checked by a doctor.

    After a diagnosis and during treatment, there are many local and online resources available for physical and emotional support. Employers can do their part by facilitating temporary job accommodations for an employee undergoing breast cancer treatment, for example, flexible schedules, remote work, modifying physically demanding tasks or providing ergonomic tools to help reduce upper body exertion. Giving survivors a chance to talk about ways breast cancer has affected their life can also be helpful. Here are some related resources:

    For a one-page Healthful Workplace breast cancer prevention and early detection handout for employees, please send a request to communications@workcare.com.

  • Get Ready for Reporting on ‘Forever Chemicals’

    Get Ready for Reporting on ‘Forever Chemicals’

    The U.S. Environmental Protection Agency (EPA) has finalized a reporting and recordkeeping rule that applies to any U.S. manufacturer or importer of per- and polyfluoroalkyl substances (PFAS) and “articles” containing PFAS, which are also called “forever chemicals.”

    To comply with the Toxic Substances Control Act (TCSA) under provisions of the 2020 National Defense Authorization Act, the EPA is requiring all covered entities to submit information on PFAS environmental or health effects and data on uses, production volumes, byproducts, disposal and exposures that occurred at any time since Jan. 1, 2011. Violators may be subject to penalties under the TSCA.

    Large, covered entities will have 18 months and smaller companies that are mainly importers will have 24 months from the date the final rule is published in the Federal Register to submit their reports to the EPA (Refer to the pre-publication version). In addition to manufacturing, other industries expected to be affected by the rule include construction, wholesale and retail trade, and waste management and remediation services.

    Unlike specific chemicals with potentially toxic health effects, OSHA does not regulate PFAS as a class of chemicals. In its guidance on PFAS exposures, testing and clinical follow-up, the National Center for Biotechnology Information reports that PFAS are comprised of more than 12,000 different compounds with various chemical properties.

    PFAS are characterized as “forever chemicals” because they can persist in the human body and the environment. They are widely used in industrial applications and a broad range of products because of distinct properties such as resistance to water, oil, grease and heat, and their ability to reduce friction.

    Community exposure to PFAS may occur through drinking water, air, soil, food or consumer products. (The EPA has proposed related drinking water regulations.) The National Institute for Occupational Health and Safety reports that workers might be exposed to PFAS in ways that are different from the general public, such as by touching concentrated products or breathing fumes containing PFAS. Occupations with high exposure risk include chemical manufacturing and firefighting.

    How Will the Data Be Used?

    In a press release, the EPA said the rule will produce actionable data that can be used to craft policies and laws that protect people from exposure to PFAS that are defined in the final rule by their chemical structure. At least 1,364 substances meet the agency’s structural definitions.

    The EPA has evaluated costs and benefits and provided an economic analysis of potential impacts of the rule. The Federal Register pre-publication notice states:

    “The primary benefit of this rule is providing EPA with data on PFAS which have been manufactured, including imported, for commercial purposes since 2011; the agency is not currently aware of any similar source of information for these substances of interest. Subsequently, EPA will use these data to support activities addressing PFAS under TSCA, as well as activities and programs under other environmental statutes. The additional data on the production, use, exposure, and environmental and health effects of PFAS in the United States may allow EPA to more effectively determine whether additional risk assessment and management measures are needed. This information may lead to reduced costs of risk-based decision making and improved decisions concerning PFAS.

    According to the Centers for Disease Control and Prevention, research on the cause-and effect relationship between measurable levels of PFAS in blood and harmful health effects in people suggest that high levels of certain PFAS may increase risk for liver disorders, kidney or testicular cancer, and high level of cholesterol, which increases risk for hypertension and other cardiovascular conditions. It is also linked to immune system effects, high blood pressure in pregnant women and lower than average infant birth weights.

    What to Do

    The reporting rule will produce the largest-ever dataset of PFAS and PFAS-related materials manufactured imported into and used in the U.S. Collecting and reporting retrospective data is expected to be a daunting task for some covered entities.

    Attorneys with the national business law firm Morgan Lewis recommend getting started now to understand what is required. They advise covered employers to begin collecting and organizing necessary data and planning for foreseeable next steps after their report is submitted.

    “In addition to informing potential PFAS-related regulation and enforcement actions, publicly accessible reports (apart from redactions of business-sensitive information), may influence public perception of products and businesses. Responding to these challenges will require careful consideration and preparation to mitigate both legal and business risks,” Jeremy Esterkin and Stephanie Feingold, partners at Morgan Lewis, write in an Oct. 3 Lawflash post.

    WorkCare’s occupational health clinicians and industry subject matter experts are monitoring these developments and are prepared to advise clients on next steps. Contact us: info@workcare.com.

  • How PPE Has Evolved to Keep Workers Safe

    How PPE Has Evolved to Keep Workers Safe

    This guest blog was submitted by All Seasons Uniforms.

    It is estimated that nearly 40 percent of occupational diseases and injuries could be prevented with the proper use of personal protective equipment (PPE).

    The Occupational Safety and Health Administration (OSHA), which regulates the use of PPE in high-hazard industries, has created PPE guidelines and standards for different types of exposure risks, occupations, job tasks and affected body parts. PPE has come a long way from when it was first introduced hundreds of years ago, according to an article published by Universal Class.

    Here are some highlights in the evolution of PPE that are relevant in the modern workplace.

    Technology

    PPE technology has advanced dramatically in recent years, including notable improvements made in response to the COVID-19 pandemic. The advent of the Internet of Things (IoT) has accelerated the development of smart personal protective equipment. For example, newer protective gear, such as hearing protection and helmets, features sensors that can detect and alert the wearer of a specific hazard. Wearable technology, such as smartwatches and other devices with sensors, can provide real-time data analysis and updates to alert the wearer about potential exposure risks, such as chemicals at unsafe levels, heat exposure or overexertion that could cause a sprain or strain.

    Materials

    New materials make PPE safer and more durable. Here are some examples:

    • Kevlar: A high-strength synthetic material known for being bulletproof while also being lightweight and durable.
    • Gore-Tex: A breathable, waterproof material that is resistant to abrasions and ideal for body and foot protection.
    • Nomex: A heat-resistant fabric that is helpful to those who are frequently exposed to flames and high heat.
    • Tyvek: A lightweight, durable, abrasion- and liquid-resistant material often used in laboratories and health care environments.

    Augmented Reality

    Some types of PPE, including helmets, are equipped with augmented reality (AR) technology. AR enhances or augments the real world with computer-generated images, sounds and other types of stimuli. With AR, it becomes easier for PPE wearers to understand their surroundings and the potential hazards they face. Some AR-enabled PPE can also provide safety training and guide the wearer through risky situations.

    Gender-Neutral and Inclusive PPE

    Many PPE manufacturers are now designing gear for women, and new products are coming on the market to better meet gender-neutral and inclusive personal protection needs.

    Women, in particular, have been a focus of PPE manufacturers. The Bureau of Labor Statistics reports that women comprised 78.2 percent of the health care industry workforce, 29.3 percent of the workforce in manufacturing and 25.8 percent in warehousing and storage in 2022. However, women say it is often difficult to find PPE that fits them properly. For example, items like flame-resistant clothing, face masks, headgear and eye protection have been designed to fit men. As a result, even the smallest size may not afford adequate protection for women or men with smaller statures. In addition, clothing and equipment that is too tight restricts movement. When it is too loose, it increases risk of exposure to hazardous substances, getting caught in machinery, and tripping or falling.

    Importance of Comfort

    Discomfort is one of the main reasons why workers don’t wear required PPE. Comfort-related issues can be resolved by wearing clothing designed with the employee’s body type and job tasks in mind. However, certain items like face masks and eye protection can still be uncomfortable, even if they technically fit well.

    PPE manufacturers have improved certain products by making them adjustable. They are also producing more breathable and flexible materials to make it easier for workers to move around and maintain a stable body temperature (to prevent cold or heat stress).

    Sustainable and Eco-Friendly Equipment

    Manufacturers have also taken steps to improve the sustainability and eco-friendliness of various PPE products. For example, some manufacturers have switched to making equipment with recycled or recyclable materials (such as recycled plastic).

    Other Considerations

    Noise-induced hearing loss is a prevalent occupational injury. Earmuffs or earplugs are essential to shield employees from the harmful effects of sudden or prolonged exposure to noise. Respiratory protection (including masks and respirators) is required in insufficient oxygen environments, and when employees may be exposed to hazardous dust, fog, smoke, mist, gas, sprays, vapors or infectious particles. In some industries, certain types of gloves must be worn to protect the hands and reduce the risk of burns, abrasions, cuts, bacteria and viruses, and other work-related hazards. Last but not least, protective footwear helps prevent injuries caused by dropped objects and stepping on sharp objects or molten metal, and when electrical hazards are present.

    As industries continue to evolve their workplace practices, so will the PPE manufacturers who strive to keep pace with developments and protect employees from exposure to existing and emerging hazards.

    Nick Warrick, sales manager at All Seasons Uniforms, has over 15 years of experience in the uniform business and has worked with over 100 clients across 20 different industries.

  • Managing Stress in High-Pressure Work Environments

    Managing Stress in High-Pressure Work Environments

    Stress associated with high-pressure work environments like doing a physically demanding job, working on tight deadlines or completing a mentally challenging assignment can quickly take a toll on an employee’s health and productivity.

    Common signs of stress include increased restlessness, irritability, and difficulty concentrating. Physical symptoms can range from headaches, muscle tension and fatigue to digestive issues like stomachaches and nausea. Sleep disturbances, such as insomnia or frequent waking, are also prevalent. Additionally, employees in high-pressure settings often experience a sense of time pressure and a constant need to meet demanding deadlines, leading to heightened levels of exhaustion and burnout.

    Here are five tips for employers to help employees working in high-pressure work environments better manage stressors, reduce their risk for occupational injuries and work absences, and improve their overall well-being.

    1. Identify Stress Triggers: A stress trigger may be associated with deadlines, excessive workload, demanding clients or lack of autonomy. Employers can help employees manage stressors by being aware of root causes and taking steps to address them.
    1. Prioritize Tasks: Effective time management is crucial in high-pressure work environments. Tasks should be prioritized based on their urgency and importance to operations as a whole. When tasks are categorized as least to most urgent, it’s possible to allocate resources accordingly. Managers can delegate tasks to relieve pressure and promote efficient and timely completion of tasks.
    1. Set Realistic Goals: High-pressure work environments tend to produce unrealistic goals that lead to burnout and stress. It’s advisable to establish goals that are challenging yet achievable and reasonably based on employees’ capabilities. Rather than take on too much at once, breaking a complex project into smaller, manageable tasks with clear deadlines reduces stress and increases employees’ sense of accomplishment as each task is completed.
    1. Promote Stress-Relief Techniques: Incorporating stress-relief techniques into daily routines helps employees stay calm and focused. Encourage employees to get regular exercise, take short breaks during the workday and eat a healthy diet. In the high-pressure work environments, deep breathing exercises and mindfulness meditation have been shown to significantly reduce stress levels. Refer to our blog post on supporting remote and onsite employee health for valuable tips on incorporating mindfulness practices into daily life.
    1. Seek Support and Resources: Encourage employees with stress-related physical symptoms or behaviors to seek professional support. Discussing challenges and seeking advice can provide fresh perspectives and potential solutions. Read our blog post on Effective Workplace Communication for related insights.

    Managing stress in high-pressure work environments is crucial for long-term well-being and success. By identifying stress triggers, prioritizing tasks, setting realistic goals, practicing stress-relief techniques, and seeking support and resources when needed, employees can thrive in demanding situations. Stress is unavoidable. With the right strategies, it’s possible to navigate high-pressure work environments with confidence and resilience.

    Visit our blog and resource page for even more workplace tips and insights.

     

  • COVID Booster the Latest Disease Prevention Measure

    COVID Booster the Latest Disease Prevention Measure

    Recent spikes in COVID-19 cases and the rapidly approaching respiratory infectious disease season are compelling some employers to contemplate the possibility of re-introducing symptom screening, covid boosters  and testing for infection to protect employee health.

    WorkCare’s occupational health team helps employers evaluate the need for onsite and virtually monitored COVID-19 screening, testing and other potential protection measures in the context of industry type, work environment, workforce composition and company culture. However, fundamental airborne infectious disease prevention recommendations apply to everyone at risk of exposure to coronavirus disease, influenza (flu) and respiratory syncytial virus (RSV), which have the potential to create a “tripledemic” if precautions are not taken.

    Recommendations include:

    • Getting vaccinated to develop antibodies that fight infection
    • Avoiding crowded indoor places, especially during a local outbreak
    • Wearing a mask when there is high risk/health vulnerability
    • Frequently washing hands or using hand sanitizer
    • Staying home when feeling sick
    • Testing for COVID and avoiding others when positive

    Vaccination helps the body build immunity to viruses, reducing the chance of getting sick or developing symptoms serious enough to require hospitalization, public health officials say. With regard to long COVID, vaccination may reduce the likelihood of developing persistent symptoms such as fatigue, joint pain, chronic cough, neurological deficits and digestive problems.

    In addition to the COVID booster, flu shots and vaccination against RSV, especially for older adults and children, is recommended before the winter respiratory infection season kicks into high gear. (Refer to WorkCare’s fact sheet on flu prevention in the workplace.)

    COVID Booster

    This week the U.S. Food and Drug Administration approved Pfizer and ModernaTx COVID-19 mRNA booster vaccines that the Centers for Disease Control and Prevention recommends for everyone over six months old. (The same age recommendation applies to flu shots, with some exceptions for specific conditions). Recipients who have already received one or more doses of COVID vaccine will get a “boost” of protection to compensate for waning immunity over time.

    The booster is particularly recommended for people with weakened immune systems, who have medical conditions such as diabetes, kidney disease, chronic lung disease or obesity, who are pregnant and those who are over age 65. The COVID booster is directed at XBB.1.5, an omicron subvariant that represented about 12 percent of cases in early August. Since then, other variants, including BA.2.86, have emerged, but the booster shot is expected to be effective against them, as well.

    Research conducted in Israel that was published Sept. 8 in JAMA Network Open suggests COVID-19 and flu vaccines can be safely administered together without a significant decline in antibody response. The researchers, who analyzed the co-administration of last year’s flu vaccine and bivalent COVID-19 booster among health care workers, said giving the shots together could help increase adherence, especially in more vulnerable populations. Some experts recommend getting the RSV vaccine separately.

    It’s considered safe for people who had their last COVID vaccination more than two months ago to get boosted. People who recently had COVID can wait at least three months before getting the booster shot because their body developed immunity while they were infected. Employees who are unsure about their vaccination eligibility should be advised to consult their medical provider or a pharmacist.

  • 22 Years Later: Reminder of Occupational Exposure Risks After 9/11

    22 Years Later: Reminder of Occupational Exposure Risks After 9/11

    Today marks the 22nd anniversary of the Sept. 11, 2001, terrorist attacks. On this day, Americans remember those who lost their lives and the sacrifices made by first responders, survivors, clean-up crews, medical providers and others who were exposed to serious occupational exposure risks. Many of these people continue to suffer from physical and mental health conditions due to exposure to toxins and trauma in the aftermath of the passenger jet crashes into the World Trade Center in New York City, the Pentagon in Arlington, VA, and into a field near Shanksville, PA.

    Last week the New York City Fire Department added the names of 43 firefighters who died of illnesses related to their work in the rescue and recovery efforts at the World Trade Center to its Memorial Wall. It was the second-largest group to be added to the memorial wall since it was created in 2011, when 55 names were added, according to a press release.

    The World Trade Center (WTC) Health Program administered by the National Institute for Occupational Safety and Health (NIOSH) provides medical monitoring and treatment for health conditions affecting qualified responders who were at the three sites as well as WTC survivors. There are more than 125,000 people enrolled in the program. In a related effort, the New York City Department of Health and Mental Hygiene has been tracking the effects of 9/11 on more than 71,000 responders and survivors via the World Trade Center Health Registry since 2003.

    Chronic rhinosinusitis is the most commonly occurring 9/11-related health condition, with 37,370 cases reported. More than 33,000 WTC Health Program members have been found to have some form of cancer. Other leading confirmed conditions include GERD, asthma and sleep apnea. Exposures have also been linked to cardiovascular disease. Among all program members, seven in 10 have multiple certified conditions.

    Best practices for the diagnosis and treatment of people with suspected 9/11-related conditions are available via the WTC Health Program website. Topics include respiratory and digestive conditions, cancer, depression, suicide prevention, post-traumatic stress disorder, substance use disorders and smoking cessation.

    Many studies have been conducted on post-9/11 health effects. The findings highlight the value of disaster preparedness, medical surveillance programs, consistent use of personal protective equipment and accessible mental health interventions. A disaster the magnitude of the 9/11 attacks is a rare occurrence. However, workers are at risk of exposure to toxic substances, overexertion, repetition, extreme temperatures, storms, noise, infectious diseases, emotional trauma and other job-related hazards every day on the job. Employers have a duty to protect these employees from harm.

    WorkCare believes that work matters, health counts and prevention saves. Visit our services webpages and contact us to learn more about our occupational health, wellness and absence management solutions.

  • Honoring Workers on Labor Day

    Honoring Workers on Labor Day

    WorkCare’s mission is to protect and promote employee health. Our commitment to occupational health, workplace safety and personal wellness is especially poignant on Labor Day.

    Labor Day is associated with a three-day weekend and the rite of passage from summer to fall, but its origins are traced to workers’ rights and the labor union movement of the late 19th century. Regardless of one’s political views or opinions of organized labor, the holiday is a time to reflect on how work impacts quality of life, and to recognize the achievements of the American workforce.

    A public opinion poll released by Gallup on Aug. 30 shows that 67 percent of Americans approve of labor unions because of a “strong belief in the benefits they offer workers, businesses and the economy.” Along political party lines, 88 percent of Democrats and 47 percent of Republicans surveyed said they approve of unions.

    U.S. Treasury Reports on Unions

    It’s worth noting on this Labor Day that the U.S. Treasury Department’s Office of Economic Policy last week released Labor Unions and the Middle Class, a first-of-its-kind report on ways labor unions may impact the U.S. economy and “improve the well-being of middle-class workers.”

    In a related press release, the Treasury Department reports that “unions play an important role in addressing long-standing challenges faced by the middle class, including stagnant wages, high housing costs and reduced intergenerational mobility. In doing so, unions contribute to a more robust and resilient economy.” A companion article on Labor Unions and the U.S. Economy notes that unionization has the potential to close wage gaps, broaden health care benefits coverage, and promote workforce diversity and equality.

    The economic policy report includes this historical perspective:

    In 1935, the National Labor Relations Act (NLRA) provided federal protections to most private-sector workers seeking to improve working conditions by forming or joining unions. Union membership spiked following passage of the NLRA, from 11 percent of the non-agricultural labor force in 1934 to 28 percent in 1939. Unionization rates continued to rise through the 1940s and then leveled off through the mid-1950s at around a third of U.S. workers.

    Since the 1950s, union membership has steadily declined. In 2022, the private sector unionization rate was lower than it was in 1935 due to several factors, including changes in the legal framework protecting workers’ rights. Now, a growth trend appears to be occurring: In 2022, union election petitions bounced back from COVID-19 pandemic levels to their highest level since 2015.

    What’s on the Agenda?

    According to the Treasury press release, the Biden Administration’s agenda includes prioritizing passage of the Protecting the Right to Organize (PRO) Act and the Public Sector Freedom to Negotiate Act. Other actions include, but are not limited to:

    • Signing Executive Order 14063, which requires the use of project labor agreements on federal construction projects of $35 million or more.
    • Signing Executive Order 14003 to promote the rights of federal employees to collectively bargain.
    • A rule to raise construction industry wage standards by updating regulations to require payment of locally prevailing wages and fringe benefits to workers.
    • Requiring employers to abide by apprenticeship requirements to claim the full value of clean energy tax incentives in the Inflation Reduction Act.

    With the national election on the horizon, labor relations are expected to remain a topic for debate.

    WorkCare wishes you a thoughtful and restful Labor Day!

  • Root Causes of Workplace Injuries and Illnesses

    Root Causes of Workplace Injuries and Illnesses

    Workplace injuries and illnesses that resulted in at least five days of absence cost U.S. businesses more than $1 billion per week in medical expenses and lost productivity in 2020, according to the newly released 2023 Liberty Mutual Workplace Safety Index. That amount doesn’t include the incalculable physical and emotional toll occupational injuries have on employees, their dependents, and the communities where they live and work.

    Top Causes

    The annual index identifies the top-10 causes of the nation’s most serious workplace injuries and illnesses. For the 2023 index, Liberty Mutual blended its workers’ compensation claims data with other data obtained from the U.S. Bureau of Labor Statistics and the National Academy of Social Insurance (NASI). Events were ranked by workers’ compensation costs and scaled to NASI results to determine total costs.

    The top-10 causes listed in order by cost in billions of dollars per year are:

    1. Overexertion involving outside sources ($12.84B)
    2. Falls on same level ($8.98B)
    3. Falls to lower level ($6.098B)
    4. Struck by object or equipment ($5.14B)
    5. Other exertions or bodily reactions (awkward postures) ($3.67B)
    6. Exposure to other harmful substances (3.35B)
    7. Roadway incidents involving motorized land vehicles (vehicle crashes) ($2.58B)
    8. Caught in or compressed by equipment or objects (running equipment or machines) ($1.98B)
    9. Slip or trip without fall ($1.92B)
    10. Pedestrian vehicular incidents ($1.61B)

    In a related analysis, Liberty Mutual reports that:

    • “Overexertion involving outside sources,” (e.g., sprains and strains related to manual material handling), consistently retains the number-one spot on the index year after year.
    • “Falls on the same level’’ have held the number-two position for at least the last five years.
    • Two causes made the list for the first time: “Exposure to other harmful substances,” which includes COVID-19 and other contagious diseases, and “pedestrian vehicular accidents.”
    • Eight types of industries accounted for 87 percent of workers’ compensation losses, with construction topping the list.
    • Back injuries were the most costly, followed by incidents involving multiple body parts and injuries to the torso, shoulders or knees.
    • “Repetitive motions involving microtasks” and “struck against an object or equipment” both fell off the top-10 list.

    Some Lessons

    What lessons have WorkCare’s occupational health and safety professionals gleaned from this information? Here are some thoughts:

    1. Even with the best efforts to prevent them, workplace injuries and illnesses still occur. That’s why we encourage immediate employee reporting of any non-emergency, work-related injury, illness or physical discomfort to our telehealth triage team. When our experienced occupational health practitioners can evaluate an employee’s condition and provide care guidance at onset, outcomes improve, costs decline and absence rates decrease. (Refer to our Incident Intervention program.)
    2. A comprehensive understanding of exposure risk is essential to workplace injuries and illness prevention. You may have noticed that the leading causes of the most costly injuries have intertwined roots. A cause may be easy to identify, such as not wearing recommended protective equipment, or it may involve a complex web of environmental, behavioral, cultural and personal health factors. WorkCare’s expert team helps employers identify root causes, schedules industry-specific medical surveillance exams and drug testing services, and provides fitness-for-duty and return-to-work evaluations performed by occupational physicians. (Refer to Medical Exams & Travel.)
    3. Efforts to prevent and relieve musculoskeletal discomfort caused by overexertion during material handling are worth the investment. Consultations with WorkCare’s industrial injury prevention specialists who are trained in sports medicine, first aid, ergonomics and wellness have been shown to reduce recordable injuries and expedite recovery while improving employee satisfaction and quality of life. (Refer to our Industrial Athlete Program.)
    4. The findings suggest that interventions aimed at preventing musculoskeletal disorders (MSDs) associated with repetitive micro-tasks and compliance with certain worksite safety controls have a favorable effect. Conversely, efforts to prevent MSDs caused by overexertion, fall-related injuries, sickness due to exposure to viruses, and safeguards for people working in close proximity to moving vehicles could be more robust. (Refer to WorkCare’s Onsite Services & Clinics and Consulting M.D. teams.)
    5. Preparedness is a justifiable use of resources. Contagious disease outbreaks, extreme weather, natural disasters, wars and economic upheaval can occur at any time. We support clients who employ workers in public safety, health care, power/utilities, communications, oil and gas, food production, water supply, waste management and other essential occupations. (Refer to Wellness Solutions to learn more about how we support first responders.)
  • Choosing the Right Backpack for School and Work

    Choosing the Right Backpack for School and Work

    It’s back-to-school time in most parts of the U.S. You may be shopping for a new backpack – it might be a child’s very first one, a replacement for a teenager’s thrashed pack or one for yourself.

    Studies also indicate that the design of a backpack can make a difference in terms of balance, muscle activation and energy expenditure. Studies show there is a statistically significant relationship between wearing a backpack and the prevalence of musculoskeletal injuries and pain among adolescents. When comparing an ergonomically designed backpack with side pockets and extra straps to commercially available backpacks worn by college students, researchers found the ergonomic design reduced force on the shoulders and back.

    We asked Kála Earley, a certified athletic trainer and regional Industrial Athlete Program manager at WorkCare, for some tips to select a backpack that support good posture and helps prevent musculoskeletal discomfort. The same principles apply to children and adults, including employees who routinely wear packs. Here’s what she advises:

    1. Choose an ergonomically designed model with the wearer’s height, weight and what they will be carrying in mind. The pack should be the same length as the person’s torso.
    2. A backpack full of books, lunch, a jacket and other stuff is heavy, especially for a smaller child. Have the user try different packs on in the store and walk around with some weight added. A rule of thumb for a loaded backpack is no more than 15 percent of a child’s body weight.
    3. The backpack should have:
      • A padded back to increase comfort and reduce the likelihood of being poked by objects in the pack.
      • Wide, padded shoulder straps that rest comfortably on the shoulders and can be adjusted for a comfortable fit against the back – neither too loose nor too tight.
      • A wide hip belt with an easy-to-use slide release buckle to shift weight from the shoulders to the hips and reduce strain on the back. Hips should carry most of the weight.
      • Chest strap with release buckle to prevent shoulder straps from sliding down, distribute weight across the upper body and improve overall stability.
    1. When loading the pack, put heavier objects at the bottom of the bag and toward the back. Put lighter items on top and toward the front. Select a pack with compartments and/or pockets with zippers.
    2. When putting on, wearing and taking off a full pack:
      • Bend the knees and lift with the legs; try to avoid bending or twisting at the waist.
      • Use both shoulder straps. Do not carry the pack on one shoulder.
      • Check to make sure the pack is centered and not sagging low or riding high. The bottom should rest in the curve of the lower back. If the fit is not right, adjust the straps. This also help prevent the load from swaying back and forth.
      • When taking off the pack to get into or exit a vehicle or toss it onto a seat or in the trunk, be aware of awkward movements.
    1. Over time, adjust the straps as the backpack stretches with use.

    It’s important to take time to adjust a backpack to ensure the right fit for comfort and safety. If you’re unsure, it’s advisable to ask an authorized retailer or medical professional for guidance. WorkCare’s Industrial Injury Prevention Specialists are available to clients to advise them on all types of ergonomic solutions to reduce risk of injury and physical discomfort.