By Travis Halsted, ARM, COSS, Loss Control Consultant

The Future is Here

As we look outside every morning, we see that the weather is improving, and we are starting to shake that cabin fever. The sun hits our faces on the way to work, and optimism fills us for the upcoming day. Regardless of the industry that you work within, most of us are all met with the same issue once we arrive in our parking spots. That issue is simply people, or the lack thereof. The ability to not only find people willing to work, but to secure them for a period of time that extends past the first day is quite a feat as of late. Very few places have been able to combat this issue, but some of the manufacturing facilities have found a possible resolution. This resolution is simply re-placing the position in which an employee would be with a collaborative robot, or often referred to as “cobots”. As labor costs continue to rise, as does the need for flexibility in automation, mixed with the aforementioned shortage of qualified workers, employers are finding these cobots to not only be an option, but more so as their only option. The sales of these robots had grown to $400 million in 2017 but is expected to climb as high as $7.5 billion by the year 2027.

By Ruth Kiefer, Vice President of Loss Control

When you have a new hire, or you need to renew your employee’s industrial truck licenses have you ever wished you had a little assistance? Or a place for them to turn to have the class training? Well, I’m here to tell you, we have that assistance for you!

By Ruth Kiefer, Vice President of Loss Control

This year our Loss Control department has completed accident investigations for more fork truck related injuries than any other year I have seen in my 17 years at MTM.We have had crush injuries from running over other persons feet, dropping loads on others, being ejected from the fork truck, and pedestrians being struck by fork trucks. So I am here to remind you of some safe travel practices that your operators should take when driving the industrial truck.

By Donna Motley, Vice President of Claims

Before setting goals, you need to evaluate the past. I’m not referring to New Year Resolutions – I’m referring to behavioral changes. Review the work related injuries that occurred at your facility this past year. If you count “zero” – keep up the good work – something is working in your favor! Is it your safety program? Safety meetings? Safety training? A Safety reward program? Open communication with your employees? Work place culture? All of the above?

Did your facility record a “near miss” or two? If so, consider a near miss to be a “warning” of what could have happened. Review the near miss scenario to de-termine what could have happened, i.e. the worst case scenario. Then review and implement corrective actions to avoid another such incident. Michigan is a “no-fault” system. Workers’ Compensation benefits are not deter-mined based on whether or not the employee was “at fault”, resulting in the injury. The only exception is if the employee is injured as a result of their intentional and willful misconduct, (i.e. – the employee punched the wall in anger).

By Travis Halsted, ARM, COSS, Loss Control Consultant

In the upcoming year of 2023, I will be celebrating my 10 year anniversary with MTMIC. I have met some amazing people and been through incredible facilities that complete processes that truly change the world. Regardless of the type of facility, I am often met with the question of “what else can we do”. That facility may have a strong safety culture within their employees, and a proactive management commitment to health and safety, but they still want to do more. I can answer them quickly and with certainty. I simply tell them to find the third leg of their triangle of success. With that answer I often get a unique look, but they are usually intrigued and want to hear more.

By Donna Motley, Vice President of Claims

When someone tells you they have “good news” and “bad news” – which news do you want to hear first? For me, it depends on what kind of mood I’m in at the moment. As we all know, we are still feeling the aftershock of COVID-19 – and maybe will for a long time to come. One of the negative events was termed “The Great Resignation”. Employees resigned from their employment in record numbers. A large segment of those ending their employment were of, or nearing, retirement age. This resulted in a large loss of “experienced and skilled” employees. This loss of experience has a major impact on the employer, regardless of the industry; industrial, hospitality, construction, trucking, etc. This is bad news for employers.

After two years, The Great Resignation has morphed into “The Great Reshuffle”, meaning a significant number of employees that resigned (or were let go) are now working their way back into the workforce. Some workers returning to the same industry they worked in the past; some workers are attempting new career paths. Reports indicate that in May 2020, 54% of workers 55 and older were either working remotely or unable to work at all (in their particular industry). Today, that figure has decreased to 15%. The U.S. Bureau of Labor Statistics indicates that by year 2030, one in four U.S. workers will be 55 or older. That is the good news!

By Ruth Kiefer, MSc, ARM, Vice President of Loss Control

Heat Illness Prevention Plan

Last month MIOSHA issued a new SEP regarding a Heat Illness Prevention Plan, I’ve been getting a few phone calls regarding what’s in this plan and what you need to do as employers to comply with this new emphasis plan. Yes, this does cover both inside and outside employees, new workers, temporary workers, full-time, part-time, basically, any worker who is exposed to hot and humid conditions. These conditions are becoming a bit more common than we’d like. Special attention should be placed on new and returning employees since they will need to build up a tolerance to your warm environments again.

By Chris Demeter, Senior Loss Control Consultant

Starting a new job is often filled with a variety of training. From learning the nitty-gritty of everyday life at the company – like how to access your email or where to find supplies – to sessions about the company culture, your first days on the job are typically spent learning more about what you will be doing than actually doing it. Often wedged somewhere between sessions about your company’s history and how to use your vacation hours are training sessions about safety.

While safety training is prioritized in certain fields like construction, it’s not always given the level of attention it deserves in other industries. Even though workplace injuries are three times more likely to occur in employees who have held their job for three months or less, safety training is often limited. In many cases, this is the only time that on-the-job safety is mentioned, at least until an accident happens or the company prepares for an audit.

By Donna Motley, Vice President of Claims

It has been two years since the start of COVID; and COVID continues to impact our daily lives. As the virus continues to linger and spread, albeit with “variations”, our lives have had to adjust. As we attempt to regain our independence and sense of “normalcy”, society has been attempting a Return to Work. Our department has seen an increase in work injuries, primarily injuries to workers with less than a year of seniority with the employer.

For multiple reasons, injuries to employees of less than a year on the job is common. During and post COVID, employers have been faced with an exodus of employees. Now that people are having to return to work, they may attempt work in a field entirely new to them. Commencing new employment of any kind requires a certain amount of training. The work environment may be foreign to a new hire, the pace may be different from that of their previous employment. Management’s structure most likely is different from what they were previously familiar. Expectations may be different. The actual “tools of the trade” may be new to them. Maybe the new employee hadn’t worked in a year or more and they now have to be at work by 7:00 A.M.

By Ruth Kiefer, MSc, ARM

As the pandemic created a bit of a challenge for us during the past two years, it also created a fiscal challenge for MIOSHA compliance. In review, pre-pandemic era of 2019, MIOSHA issued 543 safety related violations and collected $1.38 million in fines. In 2020, they issued 352 and collected $1.07 million in fines. I have yet to find the 2021 data, so we have a gap year of 2021. With this said, you can see that they were still out conducting some visits in the 2020 year but have a lot to make up. I would like to take this opportunity to contrast the two years to show you that some of these safety violations remain a top priority in MIOSHA’s enforcement efforts and should be a top priority to address in your facilities prior to a compliance visit.

As a reminder, this is only a partial list of possible things they can look at, the above is just some of their top SERIOUS violations. These were the most common violations between the two years and with the most for you to lose in penalties. As enforcement is increasing their efforts to address their fiscal short fall, I would highly recommend that you contact your Loss Control Representative and invite them in. We can take a proactive approach to address some of the safety items that may have creeped back into your facilities over the last two years. The pandemic shifted the way we did business and ran our facilities, as we migrate back to normal, so must we all in complying with the MIOSHA standards of safety. We’d love to help you!

By Travis Halsted, ARM, COSS

June is often a month of attending graduation open houses, weddings, spending time opening pools and just enjoying the warm weather. What few realize is that June is also National Safety Month. This month is meant for people to focus on how they can keep their environment safe and free from unsafe and unhealthy conditions. This can include your home, social and/or work environments.

During many of my recent visits with policyholders, I have heard quite a few fantastic ideas on how companies are not only using National Safety Month as a way to catch up on trainings, but also as a chance to celebrate their workplace health and safety accomplishments. While many of the topics are serious in nature, and vital to learn, nothing says that we cannot make these learning opportunities fun.

By Chris Demeter, Sr. Loss Control Representative

If I inspect a tool & die shop, I would more than likely find at least one bench or pedestal grinder. If you went into my garage, you would find a pedestal grinder that comes in handy when I need to sharpen my lawnmower blades, mine has three. These grinders come in many styles, sizes, and designs. Typical bench and pedestal grinders often have two abrasive wheels, or one abrasive wheel, and one specialpurpose wheel such as a wire brush, a buffing wheel, or a sandstone wheel.

Grinders operate at very high speeds – the wheels often rotate at several thousand RPMs. If a grinding wheel shatters while in use, the fragments can travel more than 300 mph, so there’s a risk for serious injury from flying fragments and the rotating wheel assemblies (including the flange, spindle end, and nut). Abrasive wheels used on bench and pedestal grinders must be equipped with safety guards. The safety guard encloses most of the wheel — covering the flange, spindle end, and nut projection — while allowing maximum exposure of the wheel periphery. The exposed surface of the wheel should not exceed 90 degrees or one-fourth of the periphery.

By Ruth Kiefer, Vice President of Loss Control

With manufacturing in full swing, and limited employee resources, I am sad to say that in recent months, we have had a few severe amputation injuries resulting from employees not using safety die blocks when any body part (fingers, hand, arms, torso, etc.) reaches into a mechanical or hydraulic press. These safety die blocks are required when any body parts are in between the die set, punches, and bolster plates. During these injury events, employees were either making adjustments, troubleshooting, removing parts, or doing die repair and were not using die blocks.

By Travis Halsted, ARM, COSS
Loss Control Consultant

I hope that we are all getting excited about the holidays coming up, and that we are able to take a few moments to be thankful for positive aspects of our daily lives. I know that I am truly thankful for all of the efforts that our wonderful policyholders have done during these tough times to make safer workplaces.

By Chris Demeter, Senior Loss Control Consultant

Over the years, I have been in more fab shops than I can remember. The equipment in these shops may vary, but most are equipped with different types of saws, welders, and various pieces of metalworking equipment. One of the most common pieces of metalworking equipment is the power press brake. These metalworking machines bend and form parts through the use of tooling (dies) attached to a ram or slide and a bed. Metal working occurs by placing stock, primarily sheet metal, on a bottom die and pressing it with a top die attached to the movable ram. Press brakes are mechanically or hydraulically powered, or both (hydra-mechanical brakes combine both). Mechanical (flywheel) press brakes use either mechanical friction or air friction clutches that can be disengaged at any point before the crankshaft has completed a full revolution and the press slide has completed a full stroke. By inching and slipping the clutch, these presses allow the operator to drop the slide to the work piece and stop, adjust, or align the work piece, and then complete the stroke. Hydraulic press brakes can normally be stopped at any point in their cycle and the force exerted by the dies can be varied. Operating speeds are normally slower than mechanical presses; however, because of their slower operating speeds they are normally not fully automated. Hydra-mechanical press brakes combine hydraulic and mechanical operations into one system.

By Donna Motley, Vice President of Claims

We have received many requests in relation to whether or not employers can mandate COVID-19 vaccinations for their employees. I reached out to one of our attorneys, William Buie of Conklin Benham to provide information that could be shared with our policyholders. Below is the information that I received from him:

The U.S. Equal Employment Opportunity Commission (EEOC) recently issued guidance stating that employers can generally mandate Covid-19 vaccines for employees who physically enter the workplace without violating federal antidiscrimination laws. However, employers requiring employees to get vaccinated need to consider religious and disability related objections and explore reasonable accommodations that may be required under the Americans with Disability Act.

By Ruth Kiefer, MSc, ARM

As my team and I continue to assist you with the most recent COVID-19 rules and regulations, we are still fielding questions regarding outbreaks and what to do if an employee tests positive. Awhile back, MIOSHA dialed back their requirements for protecting your employees from COVID-19 and are now highly recommending that employers follow the updated CDC guidelines due to the Delta variant.

Recently, MIOSHA has rescinded their Emergency Order and dialed down their requirements. They are strongly encouraging businesses to follow the CDC and OSHA guidance concerning protecting your workers from COVID-19 and allowing you to use your judgement in continuing using your COVID-19 Response Plans. What does that mean exactly? What are your obligations to your employees? Will they fine you? The good thing is, you are already prepared to follow the CDC/OSHA guidelines, you have your COVID-19 Response Plan, you are completing your health screenings, and you are protecting your unvaccinated employees by social distancing and/or requiring them to wear masks when they can’t maintain six feet of distance from others.

As referenced by OSHA, the CDC’s Interim Public Health Recommendations for Fully Vaccinated People explain that under most circumstances, fully vaccinated people need not take all the precautions that unvaccinated people should take. For example, CDC advises that most fully vaccinated people can resume activities without wearing masks or physically distancing, except where required by federal, state, local, tribal, or territorial laws, rules and regulations, including local business and workplace guidance. OHSA is recognizing the vaccination status of your employees, so if 100% of your employees are fully vaccinated, then you may stop reading and go about your life as if there is no pandemic, this is the carrot of the governing agencies. However, if you have employee’s that are not fully vaccinated, then continue on with the read. Remember, MIOSHA does have the duty to protect Michigan workers and has the flexibility to rule under OSHA.

By Donna Motley, Vice President of Claims

I didn’t grow up in a wealthy family. I received an allowance for weekly chores. Chores were not gender specific – my sisters and I did everything. We were expected to learn to budget our money. I can remember specifically receiving 25 cents per week and saving up to buy a record album that cost $3.50. Once I started to babysit (at age 12), I no longer received an allowance nor did my mother buy me clothes other than for birthday or Christmas. I was expected to buy my own clothes with the exception of an occasional purchase of material by my mother so I could sew my clothing. My best friend had the identical situation. I couldn’t wait to start working, which I did while in high-school at the age of 17. And yes, I would still babysit (at 25 to 75 cents an hour)! Right or wrong, it sure motivated me! I couldn’t wait to start working and earning money.

The point of my story – “COVID” Unemployment insurance and all the extras, is due to end – or least be substantially reduced. Theoretically, that should put a flood of people back in the workforce. I know employers are screaming for employees. It seems EVERYONE needs help! Bless the first responders and front line workers, but I think they are suffering from “burn out”. I drove past a cemetery last week that had a sign out front indicating “Help Wanted – $15.00 per hour”. The $15.00 per hour seems to be the magic number. I’m sure the cemetery is not looking for someone to dig holes in the ground – that would be a heavy equipment operator earning much more per hour. How hard could the job be? Picking up pine cones dropped by the trees? Trimming around headstones? Picking up trash? Painting a gate? While it might not be a career choice, it would certainly put money in your pocket.

So, if and when applicants are at your door, (assuming they will be), there are a few things you should consider:

The Michigan Occupational Safety and Health Administration (MIOSHA) this week issued updated COVID-19 workplace rules that all employers must follow. The rules supersede the Emergency Rules (“Rules”) filed on Oct. 14, 2020, and extended by the Governor in April through October 2021.

These rules have been scaled back for those who are vaccinated and are designed to be more aligned with the new Centers for Disease Control (CDC) guidance and the Michigan Department of Health and Human Services (MDHHS) Epidemic Orders (current and new as of June 1). The new Rules require employers to: