MSHA Part 46 and Part 48 Certification Classes

August 22nd, 2013

Safety Training Resources is now offering MSHA Part 46 and Part 48 classes. These classes meet the training requirements set forth by MSHA using approved training plans and are conducted by Jeff Viehmann, a certified MSHA instructor.

Dates for the classes are: September 24-27, 2013 and October 29 – November 1, 2013. Classes will be held in Old Monroe, Missouri, located west of St. Charles County off Interstate 70 and Highway 79.

Class size is limited and the cost per person per day is $125.00. For more details and to download a Course Registration Form, go to www.safetytrainingresources.com or call 314-808-3502.


What Is Workplace Violence?

January 22nd, 2013

Workplace violence is defined as violence or the threat of violence against workers. The violence or threat can occur at or outside the workplace and can range from threats and verbal abuse to physical assaults and homicide, one of the leading causes of job-related deaths. No matter how it comes about, violence in the workplace is a growing concern for employers and employees across the nation.

Workplace violence can strike anywhere and at anytime. There are some professions that are at increased risk. Among them are workers who exchange money with the public; deliver passengers, goods, or services; or work alone or in small groups, during late night or early morning hours, or high crime areas. Other groups that are considered more vulnerable are health-care and social service workers; gas and water utility employees, workers that install phone and cable equipment, letter carriers, retail worker and taxi drivers.

There are measures that employers can take to help protect employees. Employers should implement a zero-tolerance policy towards violence in the workplace to safe guard employees. An employer should establish a workplace violence prevention program that is included in the employee manual of standard operating procedures. Additional protections to include are: safety education for employees; ensure a secure workplace; limit amount of cash on hand (if applicable); equip field staff with cell phones, hand-held alarms or noise devices; instruct employees not to enter a location where they feel unsafe or threatened.

Nothing can guarantee that an employee will not become a victim of workplace violence. While we hope that situation does not occur, there are ways employees can protect themselves as well. Learn how to recognize, avoid, or diffuse potential violent situations through safety training meetings; alert supervisors to any concerns and report incidents immediately; avoid traveling alone whenever possible; carry minimal money and required identification into community settings (high-crime areas).

Safety Training Resources has developed a Violence Prevention Training Program along with a Workplace Threat Assessment to help you identify and evaluate workplace security hazards and possible threats. Contact us at 314-808-3502 for a no-fee consultation.


Workplace Violence Prevention and Training Program

January 21st, 2013

Violence in the workplace is emerging as a significant workplace hazard. Employees become victims of violent acts that may result in substantial physical or emotional harm.

Workplace violence can lead to medical treatment, missed work, lost wages and decreased productivity. Violence at work can take many forms: intimidation, threats, theft, stalking, assault, hostage-taking, kidnapping, suicide and homicide. Homicide is the second leading cause of all job-related deaths and the leading cause of such deaths for women.

Safety Training Resouces has developed a comprehensive Workplace Violence Prevention Training Program along with a Threat Assessment Audit to augument your existing safety and health program.

The course includes an initial risk assessment and review, development of a written workplace violence policy statement, designing prevention proceduces, education and training, incident reporting and analysis along with follow-up and procedures and evaluation techniques.

At the end of the day, it does not appear that violence is decreasing in our society. Ultimately and unfortunately, this violence is being played out in the workplace. For legal, and more importantly, human reasons, businesses can no longer choose to ignore this important issue.

The Workplace Violence and Prevention Trainng Program was created to help you in planning how your organization can address this issue. We hope you never need to implement it, but we believe that a performance-oriented approach of this program provides employers an opportunity to maintain a safe and healthful workplace.

Contact Safety Training Resources for a no-cost consultation at 314-808-3502.


Addition of AWO RCP Auditor to Safety Training Resources

March 13th, 2012

Safety Training Resources announces the addition of an American Waterways Operators (AWO), Responsible Carrier Program (RCP) Auditor. An AWO-certified auditor develops unique and specific safety and environmental programs tailored to the barge and towing industries and with the upcoming flood season compliance has never been more important.

“For the first time the St. Louis and St. Charles barge and towing industries will have a local AWO auditor available to develop and hone their operational processes. Having been a part of a river business for over 30 years, the opportunity to have a local contact to ensure safety and process compliance is an invaluable source,” says president of Safety Training Resources, Jeff Viehmann. As an RCP certified auditor for the AWO, we are trained to incorporate best industry practices in the towing industry that includes company management policies, vessel equipment and human factors.

The American Waterways Operators is the national trade association representing the owners and operators of tugboats, towboats, and barges serving the waterborne commerce of the United States. Once certified, AWO Auditors are able to conduct compliance audits in all 50 states.

Safety Training Resources is an independently owned and operated company with expert knowledge of safety practices across a range of trade industries. Training and Auditing certifications include: OSHA Authorized Trainer, OSHA Construction and General Industry Trainer, MSHA Certified Trainer Part 46 and 48, ISO 9001 Lead Auditor, and a range of personal health and safety certifications. No matter the size of the business, they will develop customized, flexible programs with the goal of protecting your employees; reduce losses and insurance costs that will ensure company profitability.


Are You Providing Adequate Training?

September 15th, 2011

Failure to adequately train employees concerning job safety is a serious omission that can get an employer into a lot of trouble. Following is a lawsuit that makes the point.

A worker, who was not wearing work gloves when he was injured, sued his employer, claiming that the employer did not instruct him that wearing leather gloves was a mandatory safety precaution. This same employee passed a written test before he could work on railroad tracks for the company. He was taught how to set railroad track spikes during the on-the-job training.

At the pre-shift meeting that day, his assignment was discussed. He would be using a 10-pound steel maul head to manually set .8-pound steel spikes into railroad ties. An independent contractor was delegated as foreman in charge of the jobsite, but the employee’s supervisor, from the worker’s company, was ultimately responsible for safety.

The Accident
A steel spike shot out of the tie, striking and cutting the back of the employee’s wrist. No one was there to witness the accident. The employee’s supervisor was in a worksite trailer about 5 miles away. Even though the company had provided PPE to all employees, including leather work gloves, the employee was not wearing them when he was injured. The injury resulted in major surgery to repair tendons and nerves.

The company conducted an accident investigation and concluded that the injury was solely the employee’s fault because he had not followed the company’s safety rules and procedures, which contained expressed and repeated instruction that employees were responsible for complying with all safety rules and instructions, including wearing assigned PPE and following specific rules for using spike maul and setting and driving spikes.

The employee charged that the company was at fault because it did not make him aware that wearing the gloves was mandatory. And while he noted that 6 months earlier, his supervisor initiated a practice of training new employees by having them watch a series of safety videos, he had been working for the company for over 2 years, and therefore did not view these same videos until after his accident.

Keep in mind that the employee did admit to receiving a copy of the company’s safety rules and procedures, he argued that the rules did not address setting spikes or the use of gloves and the company did not have written rules regarding the use of gloves.

Eventually the employee filed suit against the company, alleging it had violated the Federal Employers’ Liability Act (law applicable to railroads). He sought compensatory damages for his injuries, past and present medical care, past and future mental and emotional distress, and post and future lost earnings.

So how do you think the court ruled?
The railroad company requested the court to dismiss the claims, which was denied saying that a jury should decide the matter and that there was sufficient evidence from which the jury could reasonably conclude that the employer was negligent for failing to define and enforce its own safety rules and for failing to properly train employees.

What Can You Do To Prevent Negligence Claims

First, make sure all employees are adequately trained. This includes all new hires and more importantly, existing employees who may be doing a job for the first time. Just because you have an employee working for you for years doesn’t negate the fact that they may not have performed a certain task and as such must be properly trained on the requirements of the task.

Second, provide PPE and require its use. It’s the responsibility of the employer to instruct employees about when and how to use PPE. Make sure they know they must wear it. And make sure you monitor that they are actually using the required PPE. This means that the site supervisor or foreman needs to be available to check in on the job and the employees.

Third, institute a company-wide Disciplinary Program and enforce it. The program should define the company’s policy of enforcing safety practices and the penalties that will be in place if an employee chooses to disregard them.

Finally, continuous learning through on-going safety training enforces a culture of safety and fosters good behaviors. Safety Training Resources in St. Charles, Missouri  is committed to helping companies institute a strong safety culture and can help bring all levels within an organization to work on a  common goal – Worker Safety and Health. Call us today to schedule an on-site safety consultation. Have you included safety training in your budget for 2012?


MSHA Releases “Rules to Live By” Initiative

August 25th, 2011

In an effort to prevent fatalities in the mining industry (metal/nonmetal & coal), MSHA recently released the top frequently cited standards (11 in coal mining and 13 in metal/nonmetal) that cause or contribute to fatal accidents in the mining industry in 9 accident catagories.

The goal of this initiative is to prevent miners from losing their lives in preventable accidents. From 2000-2009, 623 miners lost their lives. As a result, MSHA analyzed data from these accidents to identify conditions and practices that contributed to these deaths.

The 13 frequently cited standards for the Metal/Nonmetal industry that resulted in a fatality are as follows:

Operating speeds and control of equipment
Work on power circuits
Brake performance
Procedures during repairs or maintenance
Seat belts shall be worn by equipment operators
Seat belts shall be provided and worn in haul trucks
Machinery, equipment, and tools used beyond design
Parking procedures for unattended equipment
Safety belts and lines
Bins, hoppers, silos, tanks, and surge piles
Persons shall stay clear of suspended loads
Barricades and warning signs
Ground support use

The nine accident categories are:
Falls from Elevation
Falls of Roof and Rib
Operating Mobile Equipment (Surface)
Operating Mobile Equipment (Underground)
Maintenance
Lockout/Tagout
Struck by Mobile Equipment (Surface)
Struck by Mobile Equipment (Underground)
Blocking Against Motion

There is no doubt that compliance with safety and health standards should be the focus of mine operators. Safety Training Resources supports MSHA and their efforts to provide education on ways the mining industry can improve mine safety and health. There is no reason why one more family has to hear that their loved one has been killed while on the job.

To read the complete “Rules to Live By” Initiative visit www.msha.gov/focuson/RulestoLiveBy.


Safety Training Resources is Prepared to Assist VPP Sites with Training and Guidance

July 19th, 2011

Jeff Viehmann, president of Safety Training Resources, recently participated in OSHA‘s most innovative on-site evaluation training for its Voluntary Protection Program. Mr. Viehmann was allowed to join qualified applicants from VPP sites to complete the required training to become a “Special Government Employee” (SGE). 

The 3-day SGE training class was held at Monsanto’s Creve Coeur facility and hosted by Jon Alexander.    The SGE training was conducted by Matt Gaines (OSHA’s Region VII VPP Manager), Mike Minicky (OHSA’s Region VII Compliance Assistant Specialist), Bob Sander (SGE – United States Postal Service), and Jon Alexander (SGE – Monsanta). 

The SGE Program was established to allow industry employees to work alongside OSHA during Voluntary Protection Programs‘ (VPP) on-site evaluations.  Not only does this innovative program benefit OSHA by supplementing its on-site evaluation teams, but it gives industry and government an opportunity to work together and share views and ideas.

As VPP grows, the support of SGEs will continue to be a critical component of the programs. The SGE Program encompasses the spirit of VPP – industry, labor, and government cooperation. This cooperation embodies the idea of continuous improvement, which allows SGEs to bring a unique perspective to the team effort and take back to their sites ideas and best practices to further improve worker protections.

As part of a VPP onsite evaluation team, a Special Government Employee (SGE) contributes to the typically week-long assessment of a VPP applicant’s or participant’s safety and health management system. The team duties include but are not limited to:

  • Reviewing the written safety and health management system and supporting documents
  • Conducting a site walkthrough to observe working conditions and to verify that:  hazards have been appropriately controlled, and a comprehensive safety and health management system has been successfully implemented
  • Conducting formal and informal employee interviews.
  • Helping to prepare the written VPP Onsite Evaluation report and sharing finds and recommendations.

All SGEs are initially appointed to a three-year term of service. SGEs serve at the pleasure of the Assistant Secretary for Occupational Safety and Health. Service as an SGE is contingent upon proper ethical conduct.  Mr. Viehmann participated and completed the SGE Training alongside 10 qualified applicants from VPP sites.  Due to Safety Training Resources not being an approved VPP site, Mr Viehmann was not sworn-in as an SGE

Safety Training Resources is prepared to leverage this very exclusive training experience  to assist companies  prepare for their initial VPP evaluation.  In addition, Safety Training Resources is prepared to assist MERIT sites improve their safety and health management systems as they strive for STAR recognition and support STAR sites as they prepare for their recertifications.


Safety Training Resources Prepares Missouri Employers for New National Standard – I2P2

July 14th, 2011

A dozen states currently require employers to have an Injury & Illness Prevention Program (IIPP or I2P2) in place, and both OSHA and MSHA are working around the clock to enact a new national standard that will make them mandatory for employers nationwide.

I2P2s encompass everything from a management commitment to a safe and healthful work environment to formalizing the system by which an employer communicates safety policy, informs employees of hazards, and encourages workers to report safety risks without fear of reprisal.

Fortunately, many of the required components may already be in place at your worksite in some form. But most organizations – even those with solid safety programs – will have to do some serious work to get into full compliance with the new requirement. You don’t want to put it off and face a last-minute scramble (which could leave you less than fully compliant with the new rules).

 Safety Training Resources believes that the I2P2 rule will include the following elements:

1. Management duties (including items such as establishing a policy, setting goals, planning and allocating resources, and assigning and communicating roles and responsibilities);

2. Employee participation (including items such as involving employees in establishing, maintaining and evaluating the program, employee access to safety and health information, and employee role in incident investigations);

3. Hazard identification and assessment (including items such as what hazards must be identified, information gathering, workplace inspections, incident investigations, hazards associated with changes in the workplace, emergency hazards, hazard assessment and prioritization, and hazard identification tools)

4. Hazard prevention and control (including items such as what hazards must be controlled, hazard control priorities, and the effectiveness of the controls);

5. Program evaluation and improvement (including items such as monitoring performance, correcting program deficiencies, and improving program performance).

Safety Training Resources will:

  • Explain what OSHA and MSHA are proposing in terms of an I2P2 requirement, and how it will affect your business
  • Educate you on the steps you must take to prove your commitment to controlling workplace hazards and correcting dangerous conditions
  • Explain the 5 key components of a written I2P2 plan
  • Help you determine how to assign responsibilities for on-site and job site safety
  • Assist you in creating a system that assures employee compliance with your I2P2 plan and regulations
  • Identify what needs to be included in your safety communications - including meetings, training, notifications, and postings – and how to readily communicate to every worker what they need to do to operate safely in your workplace

Safety Training Resources is scheduling free consultations to discuss how to get prepared.

Act Now!!!


Safety Training Resources Monitors OSHA’s LEP on Worksites with Elevated Exposure to Respirable Dust

June 30th, 2011

US Labor Department’s OSHA cites Granite and Marble Company for exposing workers to excessive levels of respirable silica, other hazards

The U.S. Department of Labor’s Occupational Safety and Health Administration has cited Delta Granite and Marble Inc. with 10 serious and one other-than-serious violation. Proposed penalties total $42,000.

OSHA‘s Region VI Office initiated a health inspection on Feb. 23 at the company’s facility where employees were fabricating marble and granite countertops and associated products. The inspection was part of the agency’s National Emphasis Program for Crystalline Silica, which was developed to reduce occupational exposure to respirable silica.

Serious violations include failing to ensure that airborne levels of crystalline silica met established health standards, to provide an effective hearing conservation program, to ensure employees wore protective footwear, to ensure that appropriate hand protection such as gloves were utilized and to ensure compressed air used for cleaning did not exceed 30 pounds per square inch. A serious violation occurs when there is substantial probability that death or serious physical harm could result from a hazard about which the employer knew or should have known.

“Exposure to respirable silica above OSHA‘s established limits can lead to serious long-term health conditions such as silicosis and other pulmonary function disorders,” said Jeff Funke, OSHA‘s Region VI area director.

The other-than-serious violation was cited for failing to ensure that audiograms contained information on employee job classifications. An other-than-serious violation is one that has a direct relationship to job safety and health, but probably would not cause death or serious physical harm.

According to the U.S. Department of Labor, approximately 5 million workers are required to wear respirators to protect against harmful particulates, low oxygen areas, vapors, gases, and toxic or hazardous materials. This means that approximately 1.3 million workplaces in the U.S. need to worry about complying with OSHA‘s respiratory protection rule. Is yours one of them?

OSHA’s requirements are clear: Employers must develop an effective respiratory protection program along with training that includes teaching workers when and how to use their respirators.   Missouri employers are often cited for noncompliance with the standard. In addition, OSHA recently amended its PPE and training enforcement practices to allow per-employee citations for violations, which could mean an enormous increase in your potential liability.

Don’t take a chance with employee safety or OSHA penalties.  Contact Safety Training Resources for a free safety consultation.


Safety Training Resources Connects Cultures with Residential Construction Fall Protection Training and Guidance

June 26th, 2011
Latino Roofing Crew

Residential Construction Fall Protection Training and Guidance

On June 21st,  Safety Training Resources hosted a Residential Construction Fall Protection training and guidance class for St. Louis area Latino roofing crews.  Jeff Viehmann, President of Safety Training Resources, organized a training opportunity for several Latino roofing crews that featured Robert Robles, an OSHA Safety Compliance Officer, and Dave Barklage, President of Midwestern Safety Equipment.  The safety meeting also provided an opportunity for Eileen Wolfington, Lead Promoter, to introduce Casa de Salud (House of Health www.casadesalud.org) to those in attendance.

The majority of the information was presented in Spanish and plenty of handouts were provided in support of the fall protection trainingOSHA’s Robert Robles provided training and guidance on the new Residential Construction Fall Protection Standard.  He was also instrumental in fascilitating open discussions about the standard and the responsibiliies of General Contractors, Sub-contractors, and the crews themselves.

Dave Barklage provided expertise in the area of personal fall arrest systems.  He demonstrated how to select, fit, and utilize anchors, harnesses, ropes, and lanyards.  He also provided insight into the various options available to the crews when implimenting best practices to the jobsite. 

Safety Training Resources is actively pursuing additional opportunities to connect safety training with those who need it most.  Safety Training Resources will continue its efforts to improve workplace safety and health conditions while simultaneously providing assistance to Spanish-speaking workers and employers.

Latino Roofing Crews Receive Residential Construction Fall Protection Training and Guidance