2011 Wellness Reminder and Race Teams

Last year, every issue of Beyond the Cab was devoted to the subject of driver wellness. You’d think a new topic would accompany a new year, but not so. Why? Quiet simply, driver wellness is such a pervasive and challenging safety issue that several years could be devoted to the topic and never make the impact that is needed. The most compelling reason to dedicate at least one more year is the fact that, as stated in January 2010, no other safety issue in trucking presents both a direct cause for driver injuries and a factor that increases the costs of recovery. It’s certainly not the author’s intent to sound like a broken record, however this matter is one of central importance and one of the biggest reasons trucking companies cannot ignore the risk associated with failing to address driver wellness.

   Driver Wellness                                          Other Safety Issues

A central theme of the 2010 series was to encourage trucking companies to make their wellness efforts more than mere information campaigns. While this theme is still ever present in 2011, this year’s BTCs will provide information and strategies for trucking companies to put into action. In this issue, one specific ideais provided for trucking companies to help drivers and other employees keep – or still make – a New Year’s fitness resolution.

RACE TEAMS: GOAL ORIENTED, TEAM FITNESS ACTIVITIES

The very mention of “group fitness” probably has many in the trucking industry rolling their eyes with skepticism because it’s difficult enough to get drivers together for a safety meeting. However, there are trucking companies who are taking advantage of this type of wellness strategy through driver teams being entered in distance races such as 5Ks, 10Ks, half and even full marathons. Most of the larger cities within the main distribution of BTC, such as Indianapolis, Louisville and Nashville, have multiple races each year where organizations can enter teams consisting of four to five individuals. An additional incentive for trucking companiesto undertake this strategy is that a notable portion of the entry fee for a teamusually goes to a local charity. Team entry fees usuallyrange between $200 and $300.

There aremultiple purposes and underlying strategies for driver teams in local races; and no, transforming your drivers into world-class runners racing for the cash prizes is not one of them. First, being part of a team creates accountability within the team and within the team members themselves. Particularly whena team can train together, the members of the team feel more obligated to pull their weight and certainly don’t want to be absent when the team meets for a group training run. Peer accountability is certainly one of the more proven strategies for improving wellness.

Secondly, race participants, and particularly those competing in races that are ten milesor further, have to stick to a training regimen if they intend to reach their finishing goal. In most cases, race organizers provide free training and diet plans that are fantastic. These plans become an instant recipe for improved driver wellness and employer coaching.

Thirdly, but certainly not least nor last, is the fact that simply completing a race creates contagious motivation. Directly, members of a race team gain aninternal sense of accomplishment that fuels their fire to continue on their journey of health and fitness. Whena team’s accomplishment is celebrated within the company, quiet often other employees are indirectly (or arguably directly) motivated to get in on the action. When a coworker accomplishes a goal such as completing a half-marathon, the “if she / he can do it so can I” factor takes over and pretty soon there are multiple employees wanting to get in on the race. Your author took up running through a team activity in 2008, and at the time of this publication at least four other people have stated that they have taken up running after seeing the weight loss (which was over 50 pounds) and overall fitness improvements. Nothing motivates like someone you can relate to displaying visible results!

Running is just one group or team fitness activity that a company can sponsor. However, running and races certainly take the least amount of equipment and present a pure and simple form of exercise. Furthermore, because most folks can individualize their goals, running allows for a wide variety of individual circumstances and limitations when it comes to participation. Nonetheless, individuals should get medical clearance from a doctor before engaging in race training – just as they should for any type of exercise.

Watch for more information from Midwestern Insurance Alliance about get drivers fit in 2011.

FYI:5K=3.1 miles; 10k=6.2 miles; ½ Marathon=13.1 miles

Nutrition 411- Part II

Nutrition 411 – Part II

The WHY behind the Nutrition Info

As promised in Part I, this issue intends to detail some key information relating to common nutrition terminology. The purpose of this information is to help drivers understand why making certain nutrition choices bring about particular consequences.

It is an arguably well established fundamental of adult learning that when adults know “why” taking a certain action produces a particular result, they are much more likely to take that action. It is one thing to say cut calories or decrease carbs, it’s another thing to equip drivers to evaluate a nutrition label and adjust their own 24-hour caloric or carb intake and make a healthy plan. The following exemplifies some of the foundational, nutrition education that may be necessary to assist drivers in understanding “why” their eating choices produce certain results

Calories and Caloric Intake

· Calories themselves aren’t bad. You need them to fuel your physical activities and body functions that go on behind the scenes. Taking in more calories than you need is bad.

· You can get calories from bad food sources (i.e., refined sugars; fatty meats, etc.) and good food sources (whole grains, lean proteins).

· Approximately 3500 Calories equate to one pound of fat. So, you need to burn 3500 calories more than you intake over a prescribed period of time to loose one pound.

· Most health coaches and fitness information sources suggest taking in calories over the course of the day (fiver or six small meals) as opposed to one or two meals in order to maintain keep metabolism rates and glycemic indexes in check.

Fiber

· Fiber does so much more than simply prevent constipation; it helps us digest our food. Fiber isn’t digested and basically passes through your digestive system and out of your body.

· Fiber can make you feel full for longer periods of time, thus decreasing hunger. Eating the proper amount of fiber reduces temptations to eat ill- advised snacks or oversized meals.

· Identify the fiber content of food by looking under the carbohydrates line (usually marked “dietary fiber”) on nutrition labels. Fiber occurs naturally in fruits, vegetables, nuts, beans, etc.

· Men need 30 to 38 grams of dietary fiber per day, and women need between 21 and 25[i].

Carbohydrates (Carbs)

· Carbs are basically sugars, and serve as the main source of energy for your body. The high protein, or all protein diets that eliminate carbs altogether are not advisable unless your doctor orders you to undertake one.

· As was said with calories, there are good carbs and bad carbs. Stay away from refined sugar products (candy bars, regular sodas, etc.) and get your needed carbs from as many natural sources of as possible.

· Carbohydrates impact your body’s glycemic index (blood sugar levels), and when these levels are not maintained other health problems arise.

The information provided in this issue is intended to provide a brief example of foundational information that should be given in addition to telling drivers generalized nutrition tips such as, “watch your calories”, “reduce your carbs”, etc. This type of information lets the driver understand “why” they need to make proper food choices. Granted, there are many drivers who already know some of this information; but seldom doo you find anyone – even those considered “health conscious” – who know it all. By making the foundation of background knowledge as solid as possible, you increase the odds of your educational and information campaigns changing dietary behavior.

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[i] Source: http://www.mayoclinic.com/health

Get a 10-4 On the Nutrition 411 – Part I Make Sure Drivers Fully Understand Nutrition Information

A common theme of this newsletter series is that wellness programs and campaigns must do more than simply present information. However, the intention has never been to say that a company should completely avoid or abandon the practice of disseminating health and wellness information. To the contrary, it is particularly imperative for employers to provide understandable and actionable information to fill gaps in the driver nutrition knowledge base. Furthermore, it is very likely that many of the companies that already distribute great nutrition information could benefit by further explaining foundational terms necessary to understand some nutrition labels and ingredient lists.

Like all other business communications, in order for health and wellness information to make an impact, those receiving it must understand it to the point they can use it. Understanding involves more than simply recognizing words; it means that the receivers must have at least a functional understanding of the various terms and concepts. Specifically, employees must know how their nutrition choices impact the way their bodies function. Too often, very general and / or generic nutrition tips are given to employees who lack a foundational understanding of the terminology necessary for them to most effectively use and apply the well-intentioned tips. For example, drivers may be told – possibly in a few more words – to “watch” their carbohydrate intake. However, in order for a driver to make the most of a tip such as this, he or she should first understand what carbohydrates are, how the body uses them, the various forms of carbohydrates, how to distinguish good carbohydrates from bad ones, etc. Consistent with what we know about adult learning, when individuals understand why they make certain food choices, they are more apt to buy-in to a suggestion and act in the desired fashion.

It is not the intention of the author to say that drivers should become dieticians or food scientists in order to improve their nutrition. However, in order for drivers to see remarkable change in their nutrition, they will have to have a little more detailed understanding of why certain foods are good choices. Knowledge is power, and having a more detailed understanding of how something works makes managing any task much easier.

There are many terms used in the world of nutrition, and there are just as many philosophies on how to approach educating a workforce on those terms. However, it this author’s suggestion for trucking companies to identify a few, key terms (approximately five or six) that are high-impact (most important for seeing visible and objective results such as weight loss, cholesterol reduction, etc.) and then focus on getting drivers proficient with those terms. This approach is preferred to that of providing just a little information on a litany of topics. While each company should evaluate the type of nutrition information it is providing, and customize its list of priority terms, the following are some suggested, foundational terms for trucking companies to consider in their efforts to increase their drivers’ nutrition IQs: caloric intake, serving size; carbohydrates, fiber, protein, and fats.

Next month, Part II of this article will detail some key components of each of these terms that should be communicated to employees, and provide some internet resources to aid in providing drivers with a foundational understanding of nutrition label terminology. Beyond the Cab readers may even want to distribute Part II to all their drivers. Keep in mind that this article is, by no means, taking the focus off of action and putting it back on information. It simply is shedding light on an information foundation that should exist in order for drivers to properly use the nutrition information that is provided to them.

Remember to email success stories and best practices to bsspurlock@miains.com.

Measuring Wellness Part II: What and How

 

In the last issued, it was said that trucking companies must measure a wide variety of health related metrics to realize notable success with their wellness initiatives. It was also emphasized that there should be individual as well as company wide measures. This issue will provide some of the measures and metrics mentioned last month, and also offer some guideposts for obtaining the data. Largely, this issue will not read like a narrative in order to maximize the information on metrics within the scope of this newsletter.

Wellness Measures and Metrics

Program Participation

Company Metrics – % employees participating; % participation improvement

Individual Metrics – length of time participating to goal; (This metric is sometimes best served by giving drivers the option to pick one aspect they wish to participate in, and then incenting active engagement.)

Blood Pressure Improvement

Company Metrics – # of employees participating to goal; % company wide improvement in blood pressures; # of employees who are able to discontinue medications to goal (The goals should obviously be adjusted to encompass the employees who need to improve blood pressure.)

Individual Metrics – % improvement in individual blood pressure; success in reducing or eliminating medication; (obviously approved by physician); # of other health improvements made by reducing blood pressure

Smoking Cessation Success

Company Metrics – # of smokers participating to goal; % reduction in smoking; employee $ saved by not smoking

Individual Metrics – % (or time) progress toward quitting; # of other individual health problems linked to smoking that improves; individual $ saved through quitting. (Companies may wish to offer incentives for continuing to be engaged, even if immediate success is not achieved.)

Exercise Goals

Company Metrics – # of employees participating in exercise programs; hours per week exercising to goal; overall usage of exercise clubs or facilities; total hours drivers spend exercising while on the road to goal (Yes this will involve some self-reporting and reliance upon the honor system. However the benefits outweigh the number of erroneous reports that may come in.)

Individual Metrics – hours exercising per week to goal; walking or running distance to goal; time spent exercising at target heart rate; (Obviously this may involve some education on how to calculate target heart rate.) % improvement in other health measures that correlate to exercise progress.

Weight Loss

Company Metrics – pounds lost to goal; % employees reporting on weight loss; % body fat improvements to goal; (There should be a system to maintain a degree of anonymity in order to encourage reporting).

Individual Metrics – pounds lost to goal; # or % improvement in related health problems to goal;

Nutrition Improvements

Company Metrics -# of employees reporting on nutritional choices to goal; ratio of healthy food choices to unhealthy choices made on the road (again an honor system reporting consideration); # of employees participating in nutritional educational campaigns to goal.

Individual Metrics – The individual metrics for nutrition are the same as company metrics, however they should be tailored to individual goals and correlations with improvements in other areas of health.

Measures for alcohol use reduction, sleep apnea resolution, cholesterol improvement, and diabetes control are structured similar to their related counterparts; i.e., blood pressure, smoking cessation, etc.

Working with the Data

Obviously obtaining and analyzing the data for the metrics provided here is easier said than done. Also, not all of the measures given here will be practical for every company. Therefore, companies should start with a strategic few measures, and then gradually grow the program. This key strategy will help maintain the integrity of the program and keep its coordinator from pulling his or her hair out.

Because the information necessary for some of these measures have confidentiality concerns, it can, and should be obtained and maintained in a legally sound manner. It can be tricky to get employees to participate in screenings that are not essential to evaluating fitness for duty or compelled by regulation. So, it is always a good idea to consider making participation in screenings and surveys as voluntary as possible. Employees should have assurance (beyond a verbal promise) that the system limits information on their individual wellness to the program’s gatekeeper (a person that is not involved in making hiring, firing and promotion decisions).

Employee surveys, routine health fairs where screenings are conducted, DOT physicals, and even new clinics being setup at truck stops around the country are all potential sources for generating the necessary data.

Measuring Wellness Success: Multi-Dimensional Data Needed

Last month this newsletter focused on trucking companies making their wellness initiatives purposeful, action oriented and systematic rather than being mere passive, educational campaigns. This issue marks the start of setting forth the strategic components of an action-oriented wellness campaign.

Being action oriented naturally implies that companies will have to exert some effort and resources. To ensure that those efforts and resources are truly impacting the health of the workforce, measures must be taken. In order for companies to properly measure the progress that their wellness initiatives are yielding, there are two imperatives: 1) companies must determine what aspects of driver (and non-driver) health should be measured; and 2) companies must have strategy for tracking and communicating progress.

The Dimensions of Health: Determining What to Measure

Companies all over are creating their own versions of the hit, weight loss reality show, The Biggest Loser. Some companies have experienced success with these campaigns, while others have experienced mediocre results at best. For those companies who have at least taken the initiative to sponsor a weight loss campaign and impacted at least one employee’s health for the good- hats off to you and your efforts. However, one thing should be noted about wellness campaigns centered entirely on weight loss – their measures are one dimensional. Granted weight loss is a HUGE measure when it comes to evaluating overall health, but it is still only one measure of health. By only evaluating weight loss, many companies’ intentions of having a wellness campaign result only in a weight loss campaign. Unfortunately, there are folks who are not overweight but still suffer from health problems such as hypertension, diabetes, cardiovascular disease, etc.

In order for a company’s wellness initiative to be more than a weight loss campaign, it must track and measure a wide variety of health related measures to determine success. Here are several categories of health measures that trucking companies should consider including in their wellness program measures:

· Blood Pressure Improvement

· Smoking Cessation Success

· Cholesterol Improvement

· Diabetes Control

· Exercise Goals

· Program Participation

· Weight Loss

· Nutrition Improvements

· Alcohol Use Reduction

· Sleep Apnea Resolution

While the above list is certainly not exhaustive, it does provide a primer from which companies can begin to think about the many dimensions of health that can be measured to gauge wellness initiative impact. Notice though, all of these measures are leading measures as opposed to the traditional lagging measures of health insurance premiums, worker’s compensation claims, etc. If improvements are seen in these leading areas of health, the lagging measures should naturally experience a similar, positive correlation.

Each company should work with their healthcare provider to define specific measures within these categories and design a mechanism that tracks the data and communicates to the employer in a legally sound, yet useful manner.

Communicating Progress

The most important reason that health data is tracked and measured is so that progress can be communicated to employees. There is no better motivator than success itself. It has been shown that when companies start realizing success with their health initiatives, participation is contagious and progress can expand exponentially. Measures on individual driver health should be shared only with its owner (for obvious legal reasons) however collective data that shows how the company is doing as a whole should be communicated throughout. Employees will be motivated by both the company-wide and individual improvements. Next month, we’ll explore some specific measures within the categories mentioned as well as strategies for sharing the measures throughout the company and with individuals.

Formula for Wellness Success

Action

——– over ———

Education

Trucker driver fitness was recently featured in one of the most unsuspecting publications; Runner’s World magazine. The December 2009 issue contained the story of Jeff Clark, an OTR driver who proudly displays a large 26.2 decal on the side of his truck to commemorate the six marathons he has ran over the past five years[1]. (He has also completed six half-marathons during the same period.) Clark has not always been a runner though; in fact his marathon journey didn’t start until five years ago when he realized that his health was headed in a dangerous direction. Clark’s love for running was born as a result of incorporating regular walks at rest stops into his driving routine. Clark is not the only trucker who has changed lanes with his health, but he is certainly among an impressive, select group.

Countless corporations have invested vast amounts of cash and other resources into funneling health facts, figures and tips to their employees under the guise of a “wellness program”. Sadly, many of these companies have been sorely disappointed in their efforts when they see no notable results from their efforts. While it’s not certain how much wellness knowledge Clark had prior to his change in lifestyle, one thing is certain; he turned what knowledge he had into action! Furthermore, Clark’s formula was very simplistic and probably didn’t come from “information” his employer provided. Clark’s story is one that shouts to employers that the focal point of wellness initiatives must be promoting ACTION, not education.

The formula for wellness success must be action over education. This is not to say education is unimportant, but to emphasize that education alone produces very minimal, measurable impact. Experienced safety professionals know that safety training only addresses two problems: 1) lack of knowledge; 2) lack of skill. If employees have the necessary knowledge and skill, subjecting them to further training will not fix an at-risk behavior problem. To analogize this illustrate to wellness, consider smoking. One would have to be totally removed from society to be unaware of the harmful health effects of smoking. Nonetheless, people continue to smoke or, worse yet, pick up the habit. Therefore, it’s not the lack of knowledge that causes people to continue smoking; it’s that the risk of getting lung cancer, heart disease, etc., is easier to deal with than the pain of breaking the addiction. The same principle holds true for poor dietary choices and lack of exercise.

Realizing Success By Overcoming the Pain

A wise saying reads, “Persons will remain the same until the pain of remaining the same is greater than the pain of change.” Jeff Clark had finally had enough of poor health choices and chose the pain of change over the alternative. Unfortunately, too many drivers have become numb to the pain of remaining the same, and many never decide to change before it’s too late. Therein is the next frontier of trucking wellness “education.” Education efforts should be focused on individuals, rather than broad groups, so that those who’ve grown numb to their present state of health can wake up and smell the coffee.

So, what are trucking companies to do with the action over education formula? Trucking companies must make their wellness initiatives be more than mere education campaigns. Obviously providing wellness facts and tips is better than doing nothing, however to realize success, trucking companies must strategically find ways to increase the numerator of this equation. They must find ways to decrease the pain of change by making healthy choices convenient. As we go forward in 2010, we’ll address how wellness campaigns must: 1) have an individual focus, 2) provide health measures that motivate, and 3) promote action. The pain of action must decrease, so that wellness may increase.

Don’t forget to email success stories to:

bsspurlock@miains.com .

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[1] Morfit, Cameron. Road Warrior. Runner’s World. December 2008, p.17.

Reminder to Post OSHA 300A – Annual Summary of Work-Related Injuries and Illnesses

Many trucking companies have a misconception that OSHA regulations do not apply to their operations – at all.  While it is true that DOT regulations are the pervasive concern to many trucking company safety directors, they must remember that trucking companies are still employers, and there’s plenty of OSHA regulations that apply to them.  One particular OSHA standard that applies to virtually all types of organizations (even construction, maritime, etc.) is the recordkeeping [sic] standard -29 CFR § 1904.

The previous paragraph comes as no surprise to many trucking companies, but to some it’s an epiphany. No matter which of those situations describe your company, you will still appreciate friendly reminders.  Therefore, keep in mind that it’s that time of year again for employers to be completing and posting the OSHA 300A, Annual Summary of Work-Related Injuries and Illnesses, for the calendar year of 2009.  This form, or an appropriate equivalent, should be posted in a conspicuous location at each establishment beginning February 1st and remaining through April 30th.  This requirement covers many employers in the U.S., however there are some exceptions.  Organizations with 10 or fewer employees, or those that have a particular industrial classification (i.e., insurance agencies, real estate agencies, car dealerships, etc.) are considered partially exempt from OSHA’s recordkeeping [sic] standards, and are not required to keep the forms unless OSHA has specifically told them, in writing, that they must.   Unfortunately the common, trucking standard industrial classification codes, 4212, 4213, 4214, 4226, 4213 and 4289, are NOT on this list.  A list of the partially exempt industries can be found at the following site:  Standard Industrial Classification Codes for Partially Exempt Industries. 

The process and regulatory requirements for completing the 300A are outlined in OSHA’s Standard on Recordkeeping [sic]; specifically at 29 CFR § 1904.32 .   Access to OSHA Recordkeeping [sic] forms can be found at OSHA Recordkeeping Forms .

Keep in mind, if you organization is not partially exempt, you are required to post the 300A even if there were no OSHA recordable injuries for 2009.  OSHA still wants the zeros posted!

So, if you have more than 10 employees and your business is not listed as one of the partially exempt industrial classifications, you need to get your OSHA 300 log completed, totaled and the necessary information transferred to the 300A.  If you’re not partially exempt, and you don’t know what an OSHA 300 log is, then you’ve got some work to do.

Wellness: A Resolution for Trucking Company Survival

For years, Midwestern Insurance Alliance has been providing trucking companies injury prevention or claims management strategies with each issue of this newsletter. In most instances, injury prevention and claims management strategies are distinct, and have little overlap. However, there is one topic that is equally important and powerful to both injury prevention and claims management efforts; the topic is wellness. Because wellness is so important to both aspects of controlling workers’ compensation costs, and managing wellness is such a challenging task, each 2010 issue of this newsletter will be part of a series devoted to impacting wellness in trucking.

Impact on Prevention

There is an abundance of information and statistics providing evidence that employees in poor physical condition suffer work related injuries at a higher rate than their more fit co-workers. One doesn’t have to look hard to find some very simple illustrations of how fitness – or lack of- can contribute to injury causation in trucking. They appear in numerous cases associated with the task where most truck drivers are injured; getting in and out of the cab. Falls due to loss of balance, shoulder strains while “swinging out,” and knee injuries from the impact of simply stepping down are all examples of common claims which can be at least indirectly caused by a driver being overweight.

Impact on Claims

Despite even the best prevention efforts, injuries do occur and the only remaining hope of controlling workers’ comp costs is managing the claim. The amount and type of treatment an injured employee receives is many times a direct function of the employee’s overall health. Furthermore, the degree of success achieved by most all post-injury management initiatives, such as early return to work programs, is either limited or enhanced by an injured worker‘s ability to participate in rehabilitation efforts (i.e., physical therapy).

Work related injuries can sometimes exacerbate or aggravate pre-existing health conditions, thus making what would ordinarily be a very simple claim become one of catastrophic proportions. For example, there have been numerous cases where an employee who sustained a simple laceration has been hospitalized because they developed a severe case of cellulitis (a serious, bacterial infection involving the skin‘s deep layer). Individuals with diabetes or other conditions attributed to poor health choices are exponentially more prone to developing conditions such as cellulitis. In most all cases, treatment of ancillary health problems set in motion by a work related injury must be covered through worker’s compensation.

Going Forward

To be successful in any wellness initiative, a trucking company MUST do more than simply disseminate information. It must make purposeful, strategic efforts to tear down barriers and remove temptations so drivers can more easily make good health choices. Midwestern Insurance Alliance will be working throughout 2010 to not only bring trucking companies information on wellness, but also strategies and tools for making wellness initiatives have substantial impact. Readers should frequently check the Midwestern Insurance Alliance trucking resources website and the interactive version of Beyond the Cab for more extensive information and additional resources:

http://www.mialosscontrol.com/trucking

Finally, because all trucking companies suffer when worker’s compensation costs escalate within the industry, there should be no “trade secrets” when it comes to wellness. Therefore, Midwestern encourages all companies to share their success stories and strategies with other companies. Recognizing companies that have been successful with wellness is a key focus of this 2010 initiative. Please email Barry Spurlock if you’d like to share your company’s success story (no matter how small), recognize a particular employee’s accomplishments, or even share your own wellness story: bsspurlock@miains.com .

Intexticated Drivers

Over the course of the past several decades, technology has done a great deal to advance safety within the trucking industry. Air-bags, antilock brakes, and a host of other technological advancements have no doubt contributed to making the trucking industry safer. And as new technological innovations continue to enter the market and become more main-stream, we can expect trucking to become an even safer profession. However some technology has had the exact opposite impact upon the trucking industry.

 

Blackberrys, iPhones, and their counterparts are now commonplace. In fact, you will be hard-pressed to find a new cell phone without the capability to text and surf the Internet. Whereas texting was once popular only with teens, it is taking over as a fairly common means of communicating by many – including many truck drivers. Add to that thousands of available cell phone “apps” designed to entertain the user and it is easy to see how these gadgets, if used while driving, can have a dramatically negative impact upon driver safety. Now add Netbooks to the mix. These pint-size laptops have much of the same functionality as home computers, but are ready to connect to the Internet via a cell signal virtually anywhere. Safety directors are naïve if they think that these devices are not impacting employee job safety in a seriously negative way.

 

Of course truck drivers are professionals and do not engage in dangerous tasks while behind the wheel, right? Wrong. Truck drivers are human and occasionally do ill-advised things endanger themselves and others. We all do. On October 21^st a Northwest Airlines flight bound for Minneapolis overshot its destination by 150 miles because the pilots (highly trained professionals) were paying more attention to working out crew schedules on their laptops than they were to flying the plane. Whereas those pilots made national headlines, professional truck drivers who text, surf or play with their cell-phone applications while driving present an even greater risk to themselves and others. After all, if a driver is traveling 55 mph and looks down to text for six seconds, he will have traveled the entire length of a football field – which is plenty of time to drift out of his lane without realizing it.

 

Earlier this year Federal legislation was introduced aimed at banning texting while operating a vehicle. The proposed legislation is named “Avoiding Life-Endangering and Reckless Texting by Drivers Act of 2009.” Under the measure, states would have two years to outlaw the sending of text and e-mail messages by drivers or lose 25 percent of their Federal highway money. Of course, several states have already enacted bans on cell phone texting while driving.

 

But it takes more than laws to change behaviors. Ban texting while driving. Routinely talk with your drivers about the hazards of using any handheld electronic gadget while driving. Get personal. Ask them if they text or have a handheld device with Internet connectivity. Talk to them about when they use it. Ask them to sign a pledge not to use these devises while driving. Do anything except ignore the problem.

 

 

CELL PHONE TASK IN HEAVY VEHICLE/TRUCKS	Risk of Crash or Near Crash event
Dialing Cell phone	5.9 times as high as non‐distracted driving
Talking/Listening to Cell Phone	1.0 times as high as non‐distracted driving
Use/Reach for electronic device	6.7 times as high as non‐distracted driving
Text messaging	23.2 times as high as non‐distracted driving

Virginia Tech Transportation Institute, Press Release, “New Data from VTTI Provides Insight into Cell Phone Use and Driving Distraction,” July 27, 2009

Don’t Let Your Drivers “Fall” Victim to Winter Weather

Listen to those who predict the weather and you will find a majority of them anticipating a doozey of a winter for 2009/10. Unless your trucking company has dump trucks that are used to salt roads and plow snow, talk about record-low temperatures and above-average snow falls is definitely not welcome conversation. But whether or not this winter turns-out to be as bad as many anticipate, trucking companies need to prepare… and that preparation needs to start NOW!

Start by making a plan for how you will protect your most valuable asset (your drivers) from whatever winter throws at them. Certainly, this should include providing a refresher about winter driving safety. But whatever you do…. don’t let it stop there. Although there is an increased rate of truck accidents during the winter months, that increase pales in comparison to the spike in workers’ compensation claims among truck drivers during the winter months – many of which are attributable to slips and falls on ice.

Once a driver steps on the ice and begins to fall, it is merely a matter of luck that determines whether he will get back on his feet with only his pride being hurt; or if it he will receive serious injuries that keep him from driving for months. Since you have no control over the severity of the injury, what will be your plan for preventing drivers from slipping on ice this winter? At a minimum you are encouraged to do the following.

1. Encourage drivers to order their own pair of strap-on traction aids right away. For $30/pair drivers can go a long way towards preventing slips/falls on ice and packed snow. Have them look at the products at www.YakTrax.com, or better yet invest in their safety by providing each driver with one pair.
2. If you own one or more lots where employees park their trucks or personal vehicles, fill-in any holes and ruts now. Don’t let them accumulate water and become patches of ice this winter.
3. Assign responsibility for keeping your lots free of ice and snow, and make sure that whoever is responsible gets to work before others. Definitely these employees should wear traction aids such as those recommended above.
4. Ensure that you have an ample supply of ice-melt and snow shovels, and place them where employees will be encouraged to use them.
5. Put down mats inside the entrance doors of your office and garage buildings to absorb melted snow and provide traction.

    

Although falls on ice can result in very serious injuries even when on a flat-level surface, it is almost a guarantee that a serious injury will result when a driver slips and falls from an elevation as a result of ice. For that reason, talk to drivers about preventing these type of winter-related incidents. At a minimum you are encouraged to do the following.

 

1. Ensure that drivers know how to safely remove built-up ice from their windshield wipers. Stepping onto a wet tire or placing a foot on the truck hood while reaching across the windshield is an invitation for a fall.
2. Repeatedly remind drivers to look for ice that may have formed on their truck steps while they were driving or parked before stepping onto the on their truck’s running-board of their

Lastly, ice under-foot can cause slip/fall injuries but ice overhead can be just as hazardous. More than a few drivers have received serious head injuries from being struck by a large piece of ice. For that reason, train your drivers to anticipate ice falling while opening swing-type trailer doors, and how to open trailer doors in a manner that prevents them from being struck.