Newsletter: April 2012

VSRA has a Job Board exclusively for ship repair industry positions. Starting in May we will be launching a year long media campaign about our industry, including information on careers and opportunities. We encourage companies to post any available positions they have to increase the exposure of our companies to the workforce. Visit the Job Board!

How do you know if you have a problem with alcohol and drug use in the workplace?  It goes without saying that leaving this issue to guesswork is not an option.  No matter what size or type of business you own or run, you are responsible for the safety of your workforce and its operations, which is clearly defined via state and federal regulations.  National Alcohol Awareness Month is the perfect opportunity to shine the high beams on the importance and the benefits of a Drug Free Workplace Program. 

Drug testing is a huge component of occupational health and medical care services.  After 16 years of serving businesses throughout the mid-Atlantic region and beyond, we know that there are devastating consequences to ignoring drug and alcohol use in the workplace.  According to the U.S. Department of Labor, the vast majority of illicit drug users in our country are employed and are bringing their problem to your doorstep.  The bad news for industries at high risk for occupational injuries—construction, mining, manufacturing and wholesale are some key examples—is that they also top the list for the highest rate of drug and alcohol use in the workplace.  Worse, it’s estimated that between 10 and 20 percent of workers who die on the job test positive for alcohol and other drugs.  The best defense is prevention and prevention begins with a Drug-Free Workplace Program that effectively and efficiently protects the health and wellness of your company and your employees.

The good news about where we are in prevention is that more and more companies are committed to doing their part and want to provide employees with a safe, drug-free environment.  Small businesses, however, are most challenged by the prospect of this course of action and are understandably wary of the cost and resources needed to implement a Drug-Free Workplace Program.  Our advice is to take one step at a time to get to your goal.  Consult with an experienced occupational medical service provider who will first review current policies and procedures to ensure they are following regulatory guidelines which are periodically updated.  In the hundreds of meetings we have had with owners, safety managers and even government agencies, we often find that education and awareness is a good place to start in developing your company’s plan.  Other essential components generally include written policies and procedures, testing, an employee assistance program and most important…stiff consequences.

Small businesses are further challenged because drug and alcohol abusers know that they are the least likely to have a plan in place so they are naturally going to gravitate to those jobs where they are least likely to be tested.  This is one reason we recommend that companies require pre-employment drug testing.  Random drug testing is also absolutely essential, but must be reasonable, follow regulatory guidelines, and take into consideration employee rights to privacy.  Random drug testing by law may require that testing take place at least once monthly or on a quarterly basis, depending upon the number of employees you have.  A provider that understands the demands on small business resources in implementing this aspect of a Drug-Free Workplace Program can also often provide services and tools, such as computerized programming to randomly select quarterly, monthly or even weekly testing.

We also recommend high visibility in offering employment and at the job site in communicating your Drug-Free Workplace Program.  Make it clear in your help-wanted advertisements that “Employment is subject to passing a drug test,” or “We drug test all new hires,” as examples.  Post signs for all job candidates to clearly see at the entrance and inside hiring facilities that say “We Drug Test to Keep Our Company a Drug-Free Workplace.” These are cost effective measures that will educate job applicants and send a potent drug-free workplace message.  Our message is that every business or employing agency has the power to reduce occupational injuries and illnesses and improve the safety, health and wellbeing of your employees by implementing a drug-free workplace program that will best fit your needs.

Caroline Taylor is an RN and President of Taylor Made Diagnostics, a leader in providing occupational medical services in Hampton Roads.  TMD is located at the Gateway at SoNo, 801 Poindexter Street, Suite 218 in Chesapeake, Va. 23324, 757-494-1688, www.tmdoccmed.com. Ms. Taylor is a 2011 Inside Business “Women in Business Achievement Award” honoree. 

Workplace Violence Prevention: Tips for Frontline Employees

 Dealing with workplace violence-related issues begins first by understanding workplace violence and its potential causes. According to the Department of Human Resource Management’s Workplace Violence Prevention policy, workplace violence is defined as any physical assault, threatening behavior or verbal abuse occurring in the workplace by employees or third parties.

It also includes homicide, assault and battery, harassment, threats of violence, threats of suicide, rape, road rage and psychological trauma as a result of a workplace violence event.

What causes workplace violence and how do we recognize potentially violent individuals? There are many reasons why individuals may act violently in the workplace. Some triggers that cause individuals to act violently in the workplace include terminations, layoffs, domestic issues, work related conflicts, and high levels of stress. There may be some behavioral indicators that will give clues, but in many situations, the victims never see it coming. The best way to protect frontline employees is through planning, documentation and communication.

In FY 2002, the Commonwealth of Virginia experienced 2,241 claims relating to workplace violence at an estimated cost of $1,833,393. The cost of workplace violence, however, is more than just dollars and cents. Decreased or lost productivity; medical, legal, overtime costs; increased workload for co-workers; employee counseling; and a tarnished public image add an incalculable amount to the overall cost.

What risks do employees face?

 Violence by strangers may be random, depending on the surrounding environment of the agency. Overall, the type of risk for the agency depends on the type of agency and agency clientele. Frontline employees may be exposed to four categories of perpetrators: strangers, clients/customers/former clients/former customers, employees/former employees, and relatives/friends.

Some risks, however, appear to be more common than others. Examples include:

•Violence by employees or former employees because of:

◦Ineffective termination techniques-studies show that people were more prone to act violently not because they were fired but because of the way they were fired

◦Inconsistent disciplinary procedures

◦Information transfer breakdown-not communicating vital information to front-line employees immediately regarding terminated employees who may no longer access the facility

•Domestic violence because of

◦Unstable personal lives

◦Office romance

◦Stalking and obsessive behaviors

 Co-workers and frontline employees are sometimes the first to identify a situation or behavior that is on the verge of becoming violent. An effective control plan includes a means of reporting and investigating potentially violent individuals.

 What can you do? Have a plan!

•Develop and enforce a workplace violence prevention policy.

•Have adequate security measures in place.

•Conduct periodic risk and hazard assessments.

•Don’t over-rely on physical security measures.

•Reconfigure office spaces to make it easier for an employee who is threatened to escape to a safe area.

•Have visitor procedures in place.

•Notify frontline employees immediately of terminations.

◦Establish a list of "restricted visitors" for previous employees, relatives and patients with a history of violence.

•Enforce the importance of privacy and discretion with frontline employees regarding victims of domestic violence.

◦Limit the information given about victims of violence.

•Have specialized training for frontline employees.

•Routinely drill according to what you want to happen in a violent situation.

•Form a team to evaluate the policy and the outcome of each drill and improve where needed.

•Have employees report every incident.

Tips for handling potentially violent individuals

 When dealing with potentially violent individuals and escalating situations, train frontline employees to de-escalate the situation by using the following strategies:

 •Stay calm

•Listen attentively

•Make eye contact

•Be courteous and patient and try to maintain control of the situation

•Signal a co-worker or supervisor that help is needed

◦Activate a duress alarm

◦Use signal or code words

•Walk away from the person under the pretense of "getting assistance"

•If there is a weapon:

◦Never attempt to disarm a person

◦Watch for an opportunity to escape to a safe area

◦Notify local law enforcement

•Threats by phone:

◦Write down exactly what is said

◦Pay attention to background noises and note details about the caller’s voice

◦Ask the caller for important information like name, location and telephone number

◦Keep the person on the phone as long as possible

Resources for assistance:

 There are many different resources employees can use either before a situation becomes violent or to assist with recovery and transition after an incident has occurred. This information should be readily available to all employees in the event of an emergency.

•Employee Assistance Programs

•Local law enforcement

•Community resources

•Other agencies in the vicinity

The Human Resources Professional Development Seminar is scheduled for Wednesday, April 25, 2012, 9:30 a.m. to 1:00 p.m., at the offices of Willcox & Savage, P.C., 440 Monticello Avenue, Norfolk, VA  23510.  This is a 1/2 day seminar sponsored by the VSRA Human Resources Committee.  It is exclusively offered only to VSRA members. Topics include:  Workplace Misconduct; Social Networking Policy; and Employing Veterans.  The cost is $60.00.  A light breakfast and lunch is provided in the cost of admission. 

Please click here for more information and to register

For questions, please call Sylvia Bell at 757.233.7034, or e-mail: sbell@VirginiaShipRepair.org

We need Career Day Volunteers for the following Career Day events:  Chesapeake Public Schools, Wednesday, April 4, 2012; and 21^st Annual Career Expo – Suffolk Public Schools, Tuesday, April 24, 2012.   Please contact Sylva Bell, at (757)233-7034, e-mail:  sbell@VirginiaShipRepair.org

Communications Committee

The Communications Committee met on March 22, 2012.  The committee is working on the VSRA Media Policy.  The committee reported  they now have capabilities to accept regular news articles.  The committee meets the Thursday following the General Membership Luncheon meeting at 9:00 a.m. at QED Systems, Inc. at 4646 N. Witchduck Rd, Virginia Beach, VA 23455.  The next meeting will be on April 19, 2012.

Contracts Committee

The Contracts Committee met on March 8, 2012.  The committee discussed the results from the National Ship Repair Coalition meetings in DC.  If you would like to review the materials, they are on the VSRA  website in the Contracts Committee meeting minutes for March.  The Contracts committee meets the 1st Thursday of every month at the Norfolk offices of Troutman Sanders, Sixteenth Floor, 150 West Main Street, Norfolk, Virginia.  The next committee meeting will be on April 5, 2012.

Environmental Committee

The Environmental Committee met on March 8, 2012.  Some of the topics included:  EPA’s online Enforcement  History; an EPA document released in December on PCB TMDL’s; Yearly HAZWOPER Refresher training; Local Emergency Response organizations and their role in disaster response; and a Coast Guard requirement for AERIAL TRACKING of oil spills that affects fixed facilities. The committee meets the second Thursday of the odd numbered months at 10:00 a.m. in the United Coatings Corp. Training Room, 650 Chautauqua Avenue, Portsmouth, VA 23707.  The next meeting will be on May 10, 2012.

Human Resources Committee

The Human Resource Committee met on March 7, 2012.  The guest speaker was Leigh Kennedy, SFO with Earl Industries, who provided a presentation on Rapid Gate by EID.  The Human Resources Seminar is scheduled for April 25, 2012 at the Norfolk offices of Wilcox & Savage.  Please click here for more information and to register,  or call Sylvia Bell at (757)233-7034.  The next regularly scheduled meeting will be held at the Norfolk offices of Wilcox & Savage – 22nd Floor, 440 Monticello Avenue, Suite 2200, Norfolk, Virginia, at 11:00 AM on Wednesday, April 4, 2012.  Greg Giordano, a Labor lawyer with Willcox & Savage and also teaches Labor Law at William & Mary's law school, will be the guest speaker addressing the topic of "What Every Employer (Including those WITHOUT a Unionized Workforce) Needs to Know About Labor Law."

Quality Assurance Committee

The Quality Assurance Committee met on Tuesday, March 13, 2012.  The committee reviewed the QA Audit Database.  They addressed the issue of Auditees who still need access to the QA Audit Database.  The Draft MOA for Transferring Welder/Brazer Qualifications was reviewed.  Feedback has been requested.  The goal is to have the MOA finalized and signed by the next meeting in April.  The committee reviewed the Quarterly NSSA Data from all contractors.  Blanking and tagging was the number one issue.  EPCP's were discussed.  If a company starts to use EPCP's, NSSA will be available to meet with them to review the process.  The committee meets the 2^nd Tuesday of the month at 10:30 a.m. at Q.E.D. Systems, Inc., 4646 North Witchduck Road in Virginia Beach.  The next meeting is scheduled for Tuesday, April 10, 2012.

Safety Committee

The Safety Committee met on Thursday, March 8, 2012.  There were no First Quarter Safety Suggestions submitted.  The VSRA SSARAC subcommittee reported on their discussion of re-writing verbiage of the proposed 009 74 FY 13 Standard Item.  The committee is requesting members to sign up for the subcommittee, and for members to attend the annual SSARAC meeting in Florida.    The 2012 17th Annual Safety & Health Seminar is scheduled for September 26, 2012 at the Ted Constant Convention Center at ODU.  Members are encouraged to register early to reserve their seating since there is a maximum attendance  of "200" participants.  Sponsors for the Safety & Health Seminar are still needed.  The committee meets the second Thursday of the month at 9:00 a.m. in the United Coatings Corp. Training Room, 650 Chautauqua Avenue, Portsmouth, VA 23707.  The next meeting is on April 12, 2012.

Security Committee

The Security Committee met on March 13, 2012.  The committee reported on the Solid Curtain/Citadel Shield Exercise that was scheduled the week of 19-24 March 2012.  NNSY will no longer accept faxes for a 14 day pass, however they will honor the faxes for a couple of weeks longer.  The committee meets the second Tuesday of the month at 10:00 a.m. in the United Coatings Corp. Training Room, 650 Chautauqua Avenue, Portsmouth, VA 23707.  The next meeting is on April 10, 2012.

Worker’s Comp Committee

The Worker’s Comp Committee did not meet in March.  The committee meets the second Thursday of the even numbered months at 10:00 a.m. in the United Coatings Corp. Training Room, 650 Chautauqua Avenue, Portsmouth, VA 23707.  The next meeting is on April 12, 2012.

VSRF

The Virginia Ship Repair Foundation met in March.  The VSRF 6th Annual Tradesmen of the Year Awards are now open for nominations! You may find the Word document nomination forms on our website at http://www.virginiashiprepair.org/VSRF.aspx .  Please click here for more information:   2012 Tradesmen of the Year Flyer .  The Lego Preliminaries for the Peninsula were held on Tuesday, March 27, 2012 and on the Southside, Thursday, March 29, 2012.  The VSRA Board approved VSRA's membership in the National Maritime Council which has been newly formed to develop the national maritime curriculum.  VSRA is a leader in Workforce development nationwide.

2012 6^th Annual Jr. & Sr. Tradesmen of the Year Awards: Call for NOMINATIONS!

Nomination forms for the 2012 Tradesmen of the Year awards were released March 15, 2012, The final submissions are due no later than Friday April 27, 2012  Download the Form HERE Each year we find that companies who have an internal program for recognizing exceptional performance among employees submit the best nominations. We encourage our members to consider a plan that gives your top employees the best chance for receiving this award. Please refer questions, and/or to receive sample documents to Michelle Tomaszewski at 757.233.7034.

Upcoming VSRA Courses!

We are pleased to offer the following courses:

NAVSEA Cableway Certification

Date/Time: April 23-27 (8am-4pm)

Price: $975.00 per individual

The Cableway program is a week long course providing NAVSEA Cableway Training and Inspector Certification to students made available by AMSEC and is the only endorsed and certification course available. Focal areas include safety and knowledge needed for inspecting cableways plus identification and corrective action procedures for Category 1 & 2 discrepancies to include:

• Removal of Dead-end Cables
• Repair of Wire ways
• Fire Zone Insufficiencies
• Watertight Issues

Completion earns card endorsement and authorization to Inspect, Install and Repair: Stuffing Tubes, Equip. Penetration, MCP’s, Hangers, Banding, Chafing, Cable Pulling, Planning Cable Routes, Dead Ending Cables, Cable Jacket Repair, Splicing and Testing Cables, Conduct Inspections.

Blueprint Reading and Technical Drawing

Date/Time: TBA

Price: $475.00 per individual

This course is designed for rising welders, pipefitters, ship-fitters, electricians and workers who need a working knowledge of blueprint technology, symbols and design features specific to ships.

The course provides 28 hours of instruction with take-home activities, quizzes and a final exam. Attendees will receive critical drawing analysis experience, as well as hands-on blueprint activities.

 Emergency First Response Certification

Date/Time: May 16 (7:30am-4:00pm)

Price: $135 per individual

This certification is a step beyond Red Cross certification and is more oriented to industrial environments. This one day course provides comprehensive instruction in CPR and First Aid, as well as Automated External Defibrillator (AED) use, emergency oxygen administration and conscious choking management skills. Plus! Blood Borne Pathogen Training!

Emergency First Response Refresher

Date/Time: May 17 (7:30am-11:30am)

Price: $100.00 per individual

This is a 1/2 day refresher from 7:30am to 11:30am for those who were certified in 2010, and their certification will expire in 2012. The EFR course meets OSHA Guidelines 29 CFR 1920.151 compliance standards for workplace safety.

If you would like more information or want to register for any of the courses listed above please contact Bahar Davis (757) 223-7034 BDavis@VirginiaShipRepair.org or visit www.VirginiaShipRepair.org

NBPI Prep

Date/Time: May 9-11 (8:00am – 3:30pm)

Price: $320.00 per individual

Preparing your students for the NBPI course saves your company time and money. The VSRA NBPI Prep course focuses on the areas students have the most difficulty in learning and passing on the Inspector exam. These areas are math, Standard Items 009-32 and applicable portions of 009-04, proper use of instruments and specific complex coatings documentation. Students will receive a copy of all materials in class; however they are HIGHLY encouraged to pre-read the applicable Standard Items prior to class to maximize their learning experience.

Navsea Basic Paint Inspector (NBPI)

Date/Time: May 21-25 (7:00am – 5:00pm)

Price: $795.00 per individual

VSRA is one of the few organizations authorized to instruct this very specialized course.  NBPI prepares Inspectors specifically for work on Naval vessels and includes a heavy concentration of Standard Items 009-32/04. VSRA has the highest pass rates in the country. This is partially because we also offer a Prep course focusing on instrument usage, math, and Standard Items 009-32/04 and partially because our Instructors do an excellent job of making sure students fully understand the content. In addition, our Instructors have decades of Navy coatings and QA specific experience.

OSHA 10hr Maritime Course #7615

Date/Time: June 1-2 (Fri 5pm-9pm) (Sat 8am-4pm)

Price: $195 per individual

The OSHA 10-hour course awards the 10-hour certification card and meets all of the mandated regulations for Maritime Industry (OSHA Code of Federal Regulations 29 CFR 1915) course 7615 in a format that specifically addresses the challenges and  environmental conditions specific to shipyards.   In addition, ship yard specific      regulations and issues are covered in depth. Instructors are authorized by OSHA   endorsed certification programs.  The completion card is valid for 5 years at which time the course must be repeated. Our instructors are OSHA accepted certified to   conduct this class and grant the award of certification cards. Cards are issued through the Instructor’s certifying body. All books, material and certification costs are covered in the course fee.

**Please note, you must be logged in to receive the discounted VSRA price for seminars.**

Refund & Cancellation Policy: VSRA offers courses at a greatly reduced rate to our members. Cancellations must be made within 4 business days of the course date to receive full credit contingent on slots being filled.  Late cancellations will be given a 50% credit towards future training or 100% if open slot is filled.  No-shows WILL BE CHARGED the course fee, and no refunds will be made.  Substitutions are welcome; however, please contact the VSRA office as soon as possible.  If VSRA has to reschedule or cancel a course, we will work with your company to place employees in a future training course.