Category: Workplace

Adapting Your Workplace to the COVID-19 Outbreak

In our previous article, Preparing the Workplace for the Coronavirus (COVID-19), we explained what the novel coronavirus is, the danger it poses, and some steps local government employers could take to prevent COVID-19 infections in their workplace. 

Since then, the pandemic landscape in the USA has shifted significantly. 

The purpose of this article is two-fold: 

  1. To give you an overview of some of the notable regulatory changes that have occurred in response to COVID-19.
  2. To provide valuable tips for your local government on how to respond to potential disruptions in day-to-day operations/services that could occur, given that more cases of COVID-19 are expected to arrive.

State and Local Government Responses to COVID-19

It’s said that 3/4ths of Americans are now living in lockdown with 38 states having issued stay at home orders. 

Over 425 executive actions have been issued in 50 states and American territories, these actions including but not limited to declarations of state emergencies, school closures, and retail and business closures. A few notable actions have been listed below: 

California

  • Executive Order No. N-35-20 — “…Allows local governments more flexibility to utilize the skills of retired employees and reinforces the importance of the delivery of food, medicine, and emergency supplies.”
  • Executive Order N25-20 — “…The order allows local or state legislative bodies to hold meetings via teleconference and to make meetings accessible electronically. The order allows local and state emergency administrators to act quickly to protect public health.”

Louisiana

  • COVID-19 Task Force — “Governor John Bel Edwards (D) has established a COVID-19 task force. The taskforce will lead the state’s planning for different scenarios relating to the spread of coronavirus, offer guidance to the Governor’s Office and the Unified Command Group, and to agencies, local governments, businesses, and organizations.” 

Indiana

  • Executive Order 20-09 — “…Governor Eric Holcomb (R) has issued an order relating to government body meetings, government purchasing, and continuity of government.” 

Nevada

  • Executive Order 006 — “Governor Steve Sisolak (D) issued an order allowing virtual meetings for government bodies.”

Puerto Rico

  • Legislative Action RCC 659 — “Allocates $500,000,000 to various government agencies to finance a portion of the first phase of the Strategic Plan to Reactivate Our Economy, Support Our Merchants, and Protect Our Workers, in response to the emergency due to the COVID-19 pandemic.”

How Your Local Government Can Respond as Employers

As mentioned in our previous article, the ways in which your local government agency can mitigate health risks to your employees are numerous. 

Some of the more standard strategies involve encouraging sick employees to stay home, upholding hygienic practices in the workplace, and taking advantage of teleworking options. 

Below are some additional considerations that were brought up both by OSHA’s Guidance on Preparing Workplaces for COVID-19 and King County’s coronavirus pandemic guide for businesses and organizations. 

Social-Distancing

The majority of Americans are already practicing social-distancing in public, but there are other ways in which the practice can translate into the workplace beyond maintaining a minimum of 6-feet between yourself and others. 

As an employer, you can take measures to allow telecommuting wherever possible. However, not every individual has the necessary tools for remote work, so taking steps to ensure the availability of the relevant tech and infrastructure for telecommuting could go a long way. 

Depending on the structure of your organization, it may be worth permitting staggered shifts as another method of reducing person-to-person interaction. 

Prepare for Absenteeism 

Local government organizations should anticipate employee absences. These absences may result from an employee getting sick, having to care for a sick family member, or having to watch over children now that many have been dismissed from schools and daycare centers. 

Some employees may have family members who are immunocompromised and thus prefer to stay home lest they bring the disease back from work, while others still may remain home for fear of possible exposure to the virus. 

The loss of an employee who performs an essential function in your organization could bottleneck your day-to-day operations, so to prepare for this possibility, consider cross-training employees to perform these essential roles.

Keep your Workforce Educated on Treatment and Prevention

We shared some advice on this subject in our previous post, but its importance warrants reiteration. 

Your local government organization should be actively encouraging disease prevention behavior such as hand washing, sanitizing surfaces, avoiding the touching of the face, and staying home if feeling sick. 

Establishing Communication Protocol

During this period, it’s more important than ever to uphold high standards of communication in your workforce. 

A failure in communication could become the catalyst for breakdowns within your organization, the growth of false rumors, and even disintegration of trust and morale between team members.  

As an employer, it might be worth asking: 

  • How can you increase awareness of and support employees that are currently experiencing anxiety and fear during this health crisis?
  • What part can you play in the prevention of false rumors and misinformation circulating in your local government organization?
  • What can you and your leadership team do to keep your employees adequately informed regarding the latest health updates about the outbreak?

As a local government organization, it’s vital that you feel capable of handling this crisis to maintain the greater health and welfare of your local communities. We hope that the implementation of these provided strategies will bring you one step closer to that goal.

Adjusting to New Work Circumstances

The modern workplace has been shifting in significant ways for the better part of a decade due to innovations in technology, among other things. 

The current health crisis caused by COVID-19 has accelerated the pace at which organizations of all shapes and sizes have had to adapt to said innovations. 

If your local government agency has been struggling with the transition to remote work, we can assist you with our suite of cost-effective packages. 

Whether you’re working remotely for the first time or want to operate more efficiently in your current virtual workplace environment, our courses provide everything you need to thrive so that your agency can come out of this crisis in better shape than when it arrived.

Experience the proven, easy-to-use, and cost-effective benefits of online training by scheduling your free online training consultation today!

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Preparing the Workplace for the Coronavirus (COVID-19)

Since its troubling December outbreak in Wuhan, China, the Coronavirus has gained more and more public awareness as it continues to spread across the world. 

The virus was declared a “public health emergency of international concern” by the World Health Organization on January 31st, and the CDC, as well as other public health organizations, are expressing increasing concern regarding the disease. 

As a result, the CDC has henceforth issued travel notices encouraging people to take the necessary precautions when traveling to Hong Kong, Iran, and Italy, given the rise in COVID-19 cases within these countries. 

What is COVID-19 and how dangerous is it?

To be clear, the virus itself is called Severe Acute Respiratory Syndrome Coronavirus 2 (SARS-CoV-2), and it is responsible for the illness now known as the Coronavirus disease (COVID-19). 

Coronaviruses are part of a larger group of viruses that are typically common among animals, and it is rare for them to spread from said animals to humans. Regardless, it has certainly found its way to our species. So, how do you know if you have it?  

Patients to date have typically expressed certain symptoms that range from mild to severe. 

Mild:

  • Fever
  • Tiredness
  • Dry cough

Severe:

  • Difficulty breathing
  • Organ Failure

It’s worth noting that some people infected with the virus have only experienced a runny nose or sore throat, while others still haven’t shown any symptoms at all. 

Why? It’s likely because those individuals have stronger immune systems.

It was also reported that, among the 82 deaths that were linked to COVID-19 in Wuhan, 80% of the victims were over the age of 60, and 75% of them had health disorders that made them more vulnerable to the virus (high-blood pressure, heart disease, cancer, etc).

Strategies Employers can use to Prevent COVID-19 Infections in their Workplace

COVID-19’s impact hasn’t yet reached the levels of China or Italy in the U.S. but there’s still a concern that it could reach a pandemic stage here. Rather than trying to hastily react to the problem as it continues to spread, it’s best to take preventative steps to minimize risk as much as reasonably possible. 

Here are some steps that employers of local government organizations can take to keep their workplaces free of the outbreak:

Encourage sick employees to remain home

If any employees show signs of acute respiratory illness, it is recommended that they stay home and return only after their symptoms are gone. 

This may sound like common sense, but a recent Accountemps survey reported that 90% of employees will go into the office despite being unwell. 

Encourage clean hygiene in the workplace

We don’t mean simply bringing up clean hygiene during a Monday team meeting, but rather taking proactive steps to make it easy for members of the workplace to keep things clean.

This looks like providing tissues and no-touch disposal receptacles, providing alcohol-based hand rubs around the office, and doing routine wipe-downs of the most germ-ridden objects like keyboards, doorknobs, etc. 

Advise employees who are traveling to take preventative measures

It’s advised that employers ask their employees to check themselves for symptoms of acute respiratory illness before and after traveling. 

Consider Teleworking Options

If the cause for concern is great enough in your area, it’s worth investigating the viability of teleworking options for your employees. Remote work is already gaining popularity in modern work culture, so for many, telecommuting wouldn’t be too drastic of a change. 

Attending meetings via video calls would allow employees who are showing symptoms of COVID-19, but still feel well enough to work, to interact with their coworkers and attend important discussions. This way, no one gets left behind. 

Reacting Appropriately in Light of the COVID-19 Outbreak

It is always important as employers of local government organizations to remember the rights of your employees and to protect them when necessary. One unfortunate impact of the spread of COVID-19 is the rise of anti-Chinese sentiments. 

People in countries including Malaysia, the United Kingdom, South Korea, and Canada have all reported instances of anti-Chinese racism. A British citizen named Sam Phan wrote in the Guardian: 

“This week, my ethnicity has made me feel like I was part of a threatening and diseased mass. To see me as someone who carries the virus just because of my race is, well, just racist.”

For this reason, local government organizations should make sure that Chinese employees and American-Chinese employees are not discriminated against during this time of heightened tension. 

Because of these unfortunate incidents, it may be a good time to cover the anti-harassment policies of your organization or re-conduct the relevant training altogether.

If you don’t currently have the proper training materials or simply need some help getting started, our enterprise training solutions may come in handy. 

Our online courses provide a slew of convenient features that allow employees to go through training without slowing down their day-to-day. 

Does this sound like something you could use? If so, don’t hesitate to explore our available compliance and risk management courses here.

Experience the proven, easy-to-use, and cost-effective benefits of online training by scheduling your free online training consultation today!

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Exploring State Anti-Sexual Harassment Laws in the Wake of #MeToo

It has been a few years since the #MeToo movement went viral across the United States. In response to the outcry for change, many states took action by passing legislation aiming to prevent future cases of sexual harassment in the workplace. 

The impact of these legislative measures varies, ranging from laws that curtail the use of non-disclosure agreements to requiring sexual harassment prevention training within businesses. 

The purpose of this article is to inform you of which states are making changes now and in the near future so that employers can properly prepare local government organizations appropriately, and in so doing, avoid any hefty fines that follow noncompliance.  

Let’s take a look at the states which have made the most significant changes to their legislation.

Illinois 

On January 1st of this year, it became required for businesses in Illinois to provide annual training on how to identify and prevent acts of sexual harassment in the workplace as part of an omnibus bill called The Workplace Transparency Act. 

Companies that don’t comply with these legislative changes will be hit with potentially severe fines, ranging anywhere from $500 to $5000.

While it was initially required that businesses with at least 15 workers adhere to the law, on July 1st of 2020, it will change so that even a business limited to one worker will need to comply. 

Understandably, many employers have been caught in a panic trying to fill this training gap before the July 1st deadline. 

California

On January 1st, 2019, California passed three laws: SB 820, AB 3109, and SB 1300.

The stated purpose of these laws was to limit any employers’ efforts to prevent business disclosure information, especially when relating to unlawful acts and sexual harassment cases in the workplace. 

It’s also required that any employer that has five or more employees must provide preventative sexual harassment training to their staff.

The law was initially going to go into effect on January 1st, 2020, but that deadline has since been delayed to January 1st, 2021 in response to the business community voicing their need for more time.

Unlike its Illinois counterpart, this law will not require the training to occur on an annual basis. Instead, employers must repeat the training once every two years.

New York

Recent anti-sexual harassment laws prevent employers from including non-disclosure provisions in settlement agreements as a way to resolve claims of sexual harassment. 

The recent legislation also prohibits New York employers from including provisions that mandate pre-dispute arbitration claims of sexual harassment within employee contracts.

The law also declares that any clauses in existing contracts that mandate arbitration of sexual harassment claims are null and void.  

As in Illinois, New York employers will be required to provide training annually.

Delaware

On January 1st, 2019, the Deleware law H.B. 360 went into effect, requiring employers with 50 or more employees to provide interactive sexual harassment training and new employees must receive said training within one year of employment. 

The training would thereafter need to be repeated once every two years. Also as of January 1st, 2019, all Deleware employers are required to distribute sexual harassment notices to current employees and new employees at the beginning of employment. 

Maine

Although Maine has required employers to provide sexual harassment training for quite some time now, this state like others made a point to update its training laws in 2018, though the requirements are slightly different from other states that share similar laws. 

Maine’s anti-sexual harassment training laws require that employers with 15 or more employees must provide training to new employees subsequent to one year after hire.

Employers are also required to use a provided checklist during the training as a way to help define sexual harassment and to summarise the topics that each training covers.

Additional States

Although the states listed above have made the most substantial changes to their legislation regarding sexual harassment laws, there’s a total of 15 that have made initiatives in that direction.

  • 13 states have made laws that limit or prohibit employers from making it a requirement that employees sign a non-disclosure form as a condition for employment or as part of a settlement agreement.
  • Five states expanded the reach of workplace harassment protection to include interns, graduate students, and even independent contractors. 
  • Connecticut, Maryland, New York, and Oregan extended their statute of limitations for filing a harassment claim. 
  • 11 states enacted anti-sexual harassment measures such as mandatory training and policy requirement for employers. 

Takeaways for Employers & Future Outlook

While the #MeToo movement may not be getting as much coverage as it did when it went viral in 2017, its impact is still present across the country.

A report created by the NWLC in July 2019, stated: 

“In October 2018, on the one-year anniversary of #MeToo going viral, nearly 300 organizations aligned against sexual harassment and sexual violence came together to call for strengthened protections against sexual harassment and violence at work, and schools, homes, and communities–demanding concrete advances in “20 states by 2020.”” 

For employers, this means that even if your state has yet to update its anti-sexual harassment laws, you can likely expect these changes to arrive at your doors in the near future. 

However, instead of waiting to change your policies in reaction to new legislation, why not take preemptive action? 

While each state will have its own requirements regarding anti-sexual harassment policy and training, we’ve created relevant courses that go above and beyond most minimum requirements for both management and employees. 

Like much of our quality online training material, these courses conveniently provide you with an assignment due-date configuration, email reminders, as well as full course completion status reporting whenever you need it. 

If this sounds like something you could use at your local government organization, feel free to view our available compliance and risk management courses.

Experience the proven, easy-to-use, and cost-effective benefits of online training by scheduling your free online training consultation today!

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Top Government Facilities Management Trends in 2019

The Government facilities management trends in 2018 will encourage new technologies and responsibilities for FMs

Editors note: We’ve updated our trends list for 2019.

From the public sector to the private, facilities managers roles and responsibilities are changing.

It used to be about simple building maintenance.

Now it’s about construction planning, energy management, and workforce efficiency.

We’ll help you navigate the changing face of facilities management by going over the top Government facilities management trends in 2019.

But before we do, let’s clearly define facilities management.

What is Facilities Management?

According to the International Facility Management Association (IFMA), facilities management is:

A profession that encompasses multiple disciplines to ensure the functionality of the built environment by integrating people, place, process, and technology.

A facilities manager (FM) is responsible for making sure the building and everything in it (people and objects) function properly and harmoniously.

IFMA has laid out 11 core competencies that every facilities manager should acquire:

  1. Communications – Management and oversight of the development and use of the facility communications plan
  2. Quality – Development and management of the creation and application of standards for the facility organization
  3. Technology – Ability to plan, direct and manage/oversee facility management business and operational technologies
  4. Operations and Maintenance –  Ability to assess and manage the conditions and operations of the facility
  5. Human Factors – Development and implementation of practices that support the performance and goals of the entire organization
  6. Finance and Business – Management and oversight of the financial management of the facility organization
  7. Emergency Planning and Business Continuity – Plan, manage and support the entire organization’s emergency preparedness program
  8. Leadership and Strategy – Ability to lead the facility organization, plan strategically, and assess the services needed to meet organizational requirements
  9. Real Estate and Property Management –  Ability to develop and implement the real estate master plan
  10. Project Management – Ability to plan and oversee projects
  11. Environmental Stewardship and Sustainability – Ability to plan, manage and support the entire organization’s commitment to protecting the environment

With these skills, a facilities manager can ensure the successful operation of the building and everything in it.

Beyond these skills, there are new tools and methods for facilities management that are being developed every year.

Below, you’ll find the newest emerging facilities management trends in 2018 for the public sector (although they apply to the private sector as well).

Government Facilities Management Trends in 2019

1. Outsourcing Continues to Rise

According to CBRE, by 2025 the outsourced market in FM services will be worth $1 trillion globally – making this a major trend that must be noted.

As more private companies move advisory and transaction services, facilities management and project services to one supplier and point of control, services vendors are increasingly adding outsourcing services to their portfolios.

According to Ian Entwisle, CEO of  EMEA Global Workplace Solutions, beyond cost savings their clients “increasingly choose their supplier with the intention of building a partnership and platform for collaboration and innovation; the focus is long-term.”

Should this trend carry over into the public sector, smart Facilities Managers would do well to look to organizations like EMEA to build these partnerships.

How?

Entwisle suggests starting at the beginning of the supplier relationship.

“Rather than the outdated RFP and presentation process, we are increasingly co-solutioning alongside our prospects and clients.”

2. IoT Continues to Take Over

Especially as mobile carriers begin their 5G rollouts this year, providing the infrastructure to support a growing Internet of Things market, IoT will gain a strong foothold in facilities management over the next four years.

According to analyst firm Gartner, a total of 20.4 billion connected “things” will be in use by 2020.

For facilities managers, this ultimately means “smart buildings” with lights, sensors, HVAC units, windows, doors, and CCTV all integrated into a building’s network will soon become the norm.

Beyond the convenience for employees that can be found in devices like Amazon’s Echo, IoT devices will also be generating data that can be used to increase productivity and efficiency – meaning data analytics and network security and infrastructure expertise will become necessary compontents of a complete facilities management team.

3. Cloud-Based Integrated Facilities Management Systems are Becoming the Norm

As part of the management and analysis of all that data, facilities managers are increasingly choosing cloud computing and storage over in-house infrastructure, as the benefits in security, stability, and cost efficiency continue to rise.

According to a senior analyst at market research company Technavio, 

“The cloud-based facility management solutions allow securing hosting of critical data along with advantages such as improved security and scalability and quicker disaster recovery. Cloud computing provides a cost-effective solution, which allows the companies to recover critical server data from backups stored on a shared or private cloud host platform.”

For facilities managers, the cloud computing trend comes in the form of Integrated Workplace Management Systems.

While facilities data has traditionally been siloed, allowing managers to focus on a single aspect of the workplace at a time, today workplaces have too many interrelated data sources for this to be effective.

The new cloud-based integrated approach allows facilities management teams to make better decisions by understanding how one aspect of a work environment affects another.

For example, open floor plans affect space utilization on the one hand and employee productivity on the other.

By viewing workplace factors like this from both lenses, facilities managers can make better decisions for both employees and cost management.

4. Employee Experience is Being Emphasized

As modern companies raise the bar for what employees expect from a workplace, smart facilities managers know they need to consider the employee’s perspective when making decisions in order to cultivate a talented workforce.

A chief trend this year is a wider adoption of the concept of the “experiential workplace.”

From individual workstations to collaborative group spaces, personal areas and recreational spaces, every part of the modern workplace is being designed to address the question “how does this benefit employees to maximize engagement and productivity?”

The key idea behind this: employees who feel valued and accommodated will produce better work.

At the same time, rising real estate costs are driving organizations to make better use of their existing workspace. Tools like hot desks, agile spaces, and activity-based workstations enable facilities managers to better utilize their square footage – while improving the employee experience.

5. Increased Regulatory Focus on the Implementation of “Green Technology”

47 states and a few territories and cities use the International Energy Conservation Code (IECC) as a model for operating their facilities. It’s adopted in accordance with the regions Governmental codes, but sets a standard by which regions can regulate effective facilities managers.

The 2019 IECC focuses much more on energy-efficient technologies and systems – emphasizing ease of use and conservation.

This facilities management trend towards greener technology means that FMs will be required to track their buildings energy inefficiencies, and consider newer, better upgrades and installations for less costly energy emissions.

6. The Need for Government Leadership Development and Government Succession Planning is Rising

According to Jones Lange LaSalle, the average age of facilities managers is 49, while the general working population average mean age is 43.

Here’s the worst part:

Less than 1% of millennials are planning a career in facilities management.

This means facilities managers are creeping toward retirement and no one will fill their positions.

To counteract this trend, you should increase your Government leadership development and implement a strong Government succession plan.

Government Facilities Management Requires Cutting-Edge Training

If you’re a budding Government facilities manager or in charge of developing facilities managers, then you know that training is essential.

All Government FMs must be Federal Buildings Personnel Training Act (FBPTA) compliant.

We can help you do that.

From the basics of facilities management to sustainable energy efficiency, we provide authorized training to help you or your employees become FBPTA trained.

We’ll even provide LEED certification and completion certificates.

If you want to keep up with Government facilities management trends, then check out Enterprise Training below.

Experience the proven, easy-to-use, and cost-effective benefits of online training by scheduling your free online training consultation today!

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Top OSHA violations: the 10 Most Frequently Cited in 2019

Keep your workplace safe by knowing and avoiding the top OSHA violations for 2017

 

Editor’s Note: Top violations listed updated for 2019.

Late last year the list of top OSHA violations for 2018 was released at the National Safety Council’s annual Congress & Expo.

The list comprises the most frequently cited violations observed by OSHA’s inspectors during Fiscal Year 2018.

The list remained largely unchanged from 2016 and 2017 reports, so while we’re still a few months away from the latest report to be issued during this year’s NSC Congress, managers can expect these issues to largely remain a priority this year.

Here’s the full list including the number of violations for each:

  1. Fall Protection – General Requirements (1926.501):  7,216 violations
  2. Hazard Communication (1910.1200): 4,537
  3. Scaffolding (1926.451): 3,319
  4. Respiratory Protection (1910.134): 3,112
  5. Lockout/Tagout (1910.147): 2,923
  6. Ladders (1926.1053): 2,780
  7. Powered Industrial Trucks (1910.178): 2,281
  8. Fall Protection – Training Requirements (1926.503): 1,978
  9. Machine Guarding (1910.212): 1,969
  10. Personal Protective and Life Saving Equipment – Eye and Face Protection (1926.102): 1,528

As Patrick Kapust, deputy director of OSHA’s Directorate of Enforcement Programs, said during his 2017 presentation:

“One thing I’ve said before in the past on this is, this list doesn’t change too much from year to year. These things are readily fixable. I encourage folks to use this list and look at your own workplace.”

In that same spirit, here are the top 10 OSHA violations you should know about to make your workplace safer for all employees.

Top OSHA Violations #1: Fall Protection – General Requirements

The Fall Protection section sets forth requirements for employers to provide fall protection systems.

According to OSHA:

“The employer shall determine if the walking/working surfaces on which its employees are to work have the strength and structural integrity to support employees safely. Employees shall be allowed to work on those surfaces only when the surfaces have the requisite strength and structural integrity.”

Make sure you provide your employees with proper fall protection gear every time they’re working at unsafe heights.

Top OSHA Violations #2: Hazard Communication

The Hazard Communication section attempts to “ensure that the hazards of all chemicals produced or imported are classified, and that information concerning the classified hazards is transmitted to employers and employees,” according to OSHA.

OSHA designed their requirements to match those of the United Nations Globally Harmonized System of Classification and Labelling of Chemicals (GHS).

OSHA suggests that you create “comprehensive hazard communication programs, which are to include container labeling and other forms of warning, safety data sheets and employee training.”

Top OSHA Violations #3: Scaffolding

The Scaffolding section outlines how a scaffold ought to be constructed for optimal safety.

For example, part 1926.451(a)(1) says “each scaffold and scaffold component shall be capable of supporting, without failure, its own weight and at least 4 times the maximum intended load applied or transmitted to it.”

Top OSHA Violations #4: Respiratory Protection

The Respiratory Protection section involves the “control of those occupational diseases caused by breathing air contaminated with harmful dusts, fogs, fumes, mists, gases, smokes, sprays, or vapors, the primary objective shall be to prevent atmospheric contamination,” according to OSHA.

It applies to general industry, shipyards, marine terminals, longshoring, and construction.

You’re required to provide appropriate environmental controls (like ventilation systems) and/or effective respiratory protection devices (like respirators) when your employees are working around hazardous airborne pathogens.

Top OSHA Violations #5: Lockout/Tagout

The Lockout/Tagout section covers the servicing and maintenance of machines and equipment in which the unexpected energization or start up of the machines or equipment, or release of stored energy, could harm employees,” according to OSHA.

Your role in protecting employees here is to train them to shut down machines properly, or quickly shut down a machine if it starts up accidentally. You should also conduct periodic inspections of equipment to ensure everything is in working order.

Top OSHA Violations #6: Ladders

The Ladders section outlines requirements for all ladders, including job-made ladders.

For example, part 1926.1053(a)(1)(i) says that each self-supporting portable ladder must sustain “at least four times the maximum intended load, except that each extra-heavy-duty type 1A metal or plastic ladder shall sustain at least 3.3 times the maximum intended load. The ability of a ladder to sustain the loads indicated in this paragraph shall be determined by applying or transmitting the requisite load to the ladder in a downward vertical direction.”

Top OSHA Violations #7: Powered Industrial Trucks

The Powered Industrial Trucks section “contains safety requirements relating to fire protection, design, maintenance, and use of fork trucks, tractors, platform lift trucks, motorized hand trucks, and other specialized industrial trucks powered by electric motors or internal combustion engines.”

Any trucks that you use that are designated in this section must adhere to the standards laid out in the American National Standard for Powered Industrial Trucks, Part II, ANSI B56.1-1969.

Top OSHA Violations #8: Fall Protection – Training Requirements

The Fall Protection – Training Requirements section requires employers to “provide a training program for each employee who might be exposed to fall hazards,” according to OSHA.

Your role is to help all of your employees understand the hazards of falling and train each of them in the procedures outlined in this section to minimize the danger of falling.

Top OSHA Violations #9: Machine Guarding

The Machine Guarding section details these requirements:

“One or more methods of machine guarding shall be provided to protect the operator and other employees in the machine area from hazards such as those created by point of operation, ingoing nip points, rotating parts, flying chips and sparks. Examples of guarding methods are-barrier guards, two-hand tripping devices, electronic safety devices, etc.”

Your job is to protect your employees from injuring themselves by guarding all unsafe and dangerous objects, machines, or points in your workplace.

Top OSHA Violations #10: Personal Protective and Life Saving Equipment – Eye and Face Protection 

These standards address personal protective equipment for workers exposed to face and eye hazards including chemical gases, vapors, and flying particles.

The top section cited (accounting for 1,474 violations) was 1926.102(a)(1), which reads:

“The employer shall ensure that each affected employee uses appropriate eye or face protection when exposed to eye or face hazards from flying particles, molten metal, liquid chemicals, acids or caustic liquids, chemical gases or vapors, or potentially injurious light radiation.”

How to Comply with the Top OSHA Violations

If you want your agency to comply with OSHA’s requirements and not violate any of their mandates, then you’re going to need top-of-the-line training from an organization that specializes in Government Elearning.

You can use our safety health programs to quickly and effectively train your employees to adhere to OSHA’s standards.

From fall protection to hazard communication, we have all the courses you need to stay compliant and keep your workplace safe.

Experience the proven, easy-to-use, and cost-effective benefits of online training by scheduling your free online training consultation today!

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How the National Safety Council is Reducing Workplace Deaths

Workplace deaths are traumatizing.

For both the agency and the worker’s family.

Those wounds take a long time to heal.

That’s why a commitment to workplace safety, injury reduction, and smarter technology is the way forward if you hope to protect your employees.

The National Safety Council (NSC) recently announced their plans for creating safer workplaces, and we cover their initiative later in this article.

But before we see the solution, let’s examine the problem.

Below we’ll take a look at fatal workplace injury statistics so you understand the gravity of the situation workers and workplaces are facing.

Workplace Deaths Statistics

According to the Bureau of Labor Statistics (BLS), there were a total of 5,147 fatal work injuries recorded in the United States in 2017, down slightly from the 5,190.

Transportation issues were the leading cause of workplace fatalities, accounting for 40% of workplace fatalities, totaling 2,077 deaths.

The second-leading cause of death were fatal falls, totaling 887.

But as bad as these are, we do have good news.

The Silver Lining in Workplace Fatal Injuries

While those statistics prove that there is a lot of work still to do to protect workers and continually reduce workplace deaths, there is a silver lining.

The number of workers dying from fatal injuries as part of their job has been radically reduced.

According to data collected by various sources and presented by the CDC:

  • The National Safety Council (NSC) estimates that in 1912, between 18,000 and 21,000 workers died from work-related injuries.
  • The Bureau of Labor Statistics, in 1913, found that approximately 23,000 workers died in the industrial industry at a time when the workforce was made up of 38 million people. That means there were 61 deaths per 100,000 workers.

However…

  • According to a different report from the National Safety Council, between 1933 and 1997, deaths from “unintentional” work-related injuries declined by 90%, from 37 per 100,000 workers dying to 4 per 100,000.

That’s incredible.

What’s more, the actual number of deaths decreased from 14,500 to 5,100. And while this was happening, the workforce tripled from 39 million to 130 million.

What made the difference?

The National Safety Council would say it’s a mix of various organizations such as unions, government agencies, and advocacy groups.

But they would go on to say that another big factor is technology.

Which is why they’ve launched Work to Zero.

What is Work to Zero and How Will They Reduce Workplace Deaths?

The NSC recently received a $500,000 grant from the McElhattan Foundation to launch Work to Zero 2050, an initiative to “eliminate death on the job by the year 2050.”

Their goal is to not stop until all fatalities have been “eradicated.”

How do they plan on achieving this ambitious goal?

By accelerating the development of essential technologies and training programs, and piloting and evaluating them for efficacy.

These technologies include:

  • Wearables
  • Robotics
  • Virtual and augmented reality
  • Automation and artificial intelligence

Plus much more.

The plan for the future is for Work to Zero 2050 will accumulate and execute actionable knowledge needed to implement the best technology for saving lives.

What You Can Do Now to Improve Workplace Safety and Decrease Workplace Deaths

The NSC has a lot of work to do and it’s going to benefit your organization or agency in big ways.

But you don’t need to wait until 2050 to put better workplace standards into place.

You can start today using our flagship Workplace Safety course.

It will show you:

  • The chief responsibilities for agency heads under OSHA.
  • The responsibilities federal employees have relative to workplace safety in a given scenario.
  • The kind of safety and health training various types of employees should receive.

And much more.

Get the Workplace Safety course as part of your free trial of Enterprise Training below.

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11 Major Issues Women in Trades Face and How to Solve Them

Women in trades cutting sheet metal
In a male-dominated workplace, women in trades face extra hazards that men don’t.

Most of the trades, like carpentry or cement masonry, are extremely dangerous to the average worker.

Some cities are even taking steps to ramp up their safety procedures, like New York City with Local Law 196.

But women in trades are especially vulnerable for a number of reasons and we need to be aware of these risks in order to mitigate them and provide a suitable work environment for women and men alike.

In this post, we’ll dive into the major problems women in trades often face and look at a few ways to solve these pressing issues.

Health and Safety Risks for Women in Trades (Based on SHEWT Research)

SHEWT was the study that broke open the door and shone a light on the issues women face in trades like construction.

It stands for Safety and Health Empowerment for Women in Trades.

According to their website, SHEWT was:

“A collaboration between the University of Washington Department of Environmental and Occupational Health Sciences and community partners Washington Women in Trades, the Washington State Labor Education and Research Center, the University of Oregon Labor Education and Research Center, and the Washington State Building Trades Council’s Pre-Apprenticeship Construction Education (PACE) program.”

The purpose of SHEWT was two-fold:

  • Expose the harms and dangers that women in particular face in the trades.
  • And promote understanding of these unique risks in order to reduce them and replace them with better health and safety standards.

It should be obvious to anyone that construction workers face many dangers while on the job, such as slips and falls, contaminants, and potentially harmful machinery.

But what’s not obvious are the dangers women face in these male-dominated workplaces, such as stress resulting from harassment or discrimination, protective gear that wasn’t designed for the female physique, and even unclean facilities.

Here are the top problems women in trades face according to surveys conducted by SHEWT:

  1. Sexist stereotypes
  2. Physical limitations
  3. Discrimination
  4. Harassment
  5. Under-representation
  6. Having to prove selves
  7. No respect
  8. Poor work/life balance
  9. Poor training Inadequate
  10. Inadequate personal protective equipment (PPE) and tools
  11. Women who set a bad example for everyone else

Now let’s take a look at the actual results of SHEWT.

Statistical Results of SHEWT

SHEWT surveyed almost 300 male and female workers, asking them questions regarding health and safety hazards in their respective workplaces.

The demographics were:

  • 68% women
  • 32% men
  • 43% were in an apprenticeship
  • 57% were on the journey level

And the majority of trades represented in the study were laborers, electricians, pipe trades, and carpenters.

Here are the results of SHEWT:

  • Women reported higher levels of perceived stress compared to men.
  • Over half of women surveyed said they pushed themselves past their physical comfort level at least half of the time in order to complete their work.
  • Almost half of women felt discriminated against at work due to their gender.
  • Women were more likely than men to report at least one injury at work in the past year.
  • Women were less likely to report their injuries because they were afraid of being laid off.
  • Women were more likely than men to report PPE not fitting properly.

Solutions to Hazards for Women in Trades

According to the women in trades surveyed, these are the solutions they see for the hazards they face:

  • More women
  • Education
  • Improved training
  • Treat women and men equal
  • Mentoring

Hannah Curtis, one of the lead researchers of SHEWT, was recently interviewed and largely agreed with the solutions these women laid forward.

Here’s what Hannah had to say about getting more women into trades:

“If you can get more women into the trades, if you can get more women into leadership positions especially, you can create more of a demand for PPE, you can make men more comfortable working with women, you can change the training so it’s more friendly for women’s ergonomics, just change the culture so it’s more supportive of women in general.”

On the topic of leadership, Hannah said:

“Having supervisors involved is really essential, especially having them set the tone in terms of anti-harassment. Making that a priority, and having it trickle down.”

And in regards to mentoring, Hannah said:

“I think [mentoring] is just such a wonderful way to help women deal with the stress resulting from the workplace stressors that they are experiencing. It can also be a form of prevention. If you give women the skills they need to navigate that culture, to work safely, to advocate for their safety on the job, you’re going to prevent them from getting into situations where things become overwhelming and they want to leave the industry.”

Next Steps for Improving Conditions for Women in Trades

It’s up to all of us to help women feel more comfortable in the workplace, get along well with their male counterparts, and get access to equipment that works with their physique.

You can’t do it all, but as a start, you can help educate yourself and your employees on these issues.

And we can help you do it.

We can give you access to guides and courses such as:

  • Developing Women Leaders: A Guide for Men and Women in Organizations
  • Career and Family Challenges for Women Leaders
  • The Gender Communication Handbook: Conquering Conversational Collisions between Men and Women

If you want access to these and many more resources, get your free trial of Enterprise Training below.

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15 Tips on Writing Effective Harassment Policies

harassment policies bully poster
Writing an effective harassment policy will help keep employees safe and create a friendlier culture

Only 26% of employees believe their organization can swiftly handle workplace harassment complaints, according to the report “Reality of the Modern Workplace: Understanding Employee Empowerment.”

The report also found that 1 in 6 American employees avoid reporting an issue, most likely out of fear of repercussions.

Then again, maybe they simply don’t know what to do since 48% of employees don’t even have an employee handbook, and 76% of employees have no way of submitting an anonymous complaint.

If your agency has similar issues, it’s time to fix them.

The first step? Designing better harassment policies.

We’ll give you 15 tips for writing effective harassment policies in today’s post.

But first, let’s look at why harassment policies are so important.

The Purpose of Harassment Policies

First and foremost, effective harassment policies help employees be treated equally and feel safe in the workplace.

When employees know the behaviors that aren’t allowed in the workplace, and they know exactly how they’ll be punished if they engage in prohibited behavior, they’re less likely to harass fellow employees.

It will also protect your agency from lawsuits.

One of the first things judges look at is if agencies in a harassment suit provided adequate care, resources, and training to prevent harassment from occurring in the workplace.

And ultimately, a well-written harassment policy will help create a culture of respect and civility – dramatically lowering the instances of harassment.

15 Tips on Writing Effective Harassment Policies

Harassment policies need to be written so that people can easily identify harassment and they know precisely what will happen to them if they harass coworkers.

To help you write your own harassment policy, here are 15 tips for making it clear and effective:

  1. Expand your harassment policy beyond sexual harassment and make sure it includes race, ethnicity, age, national origin, disability, and religion.
  2. Provide a crystal clear definition of harassment and a detailed list of prohibited behavior, including harassment that could occur at work-related functions or online.
  3. Explicitly grant protection from retaliation to employees and bystanders who file harassment complaints.
  4. Describe your process for anonymously filing complaints.
  5. Let employees file complaints with someone outside of their chain of command to avoid unnecessary conflict or fear of retaliation.
  6. Ensure that you will protect the identity and confidentiality of the employees who file harassment complaints, especially if complaints can’t be filed anonymously.
  7. Allow for an impartial investigation into harassment complaints, either from within your organization or from a 3rd party.
  8. Pledge to your employees that you will take immediate corrective action when harassment occurs.
  9. Detail the specific penalties and consequences for harassing employees, including termination.
  10. Do not take any action involving an alleged victim of harassment without first receiving their consent.
  11. Include emotionally-charged language that helps your employees viscerally understand your policies and the seriousness of harassment (i.e. say “target” instead of victim and “predator” instead of perpetrator).
  12. Post your harassment policy throughout your organization, on your website, and inside your employee handbook and orientation materials.
  13. Train all managers and supervisors in appropriately handling harassment complaints, and outline their roles and responsibilities when a complaint is filed.
  14. Emphasize that employees are protected from discrimination when it comes to employment decisions, such as hiring, firing, and transfers.
  15. Require that someone in a position of authority must give employees who file harassment complaints updates about the status of their investigation and the punitive action taken against the harasser if they’re found guilty.

Want a Complete Guide to Effective Harassment Policies?

While the harassment policy tips we just gave you are helpful, they’re often not enough.

If you want to give your harassment policies a complete overhaul (or finally create your first harassment policy), then you need in-depth guides that show you how to do it.

We can give them to you.

We provide a series of books, videos, and courses on sexual and non-sexual harassment policies and best practices, such as:

  • Harassment Prevention for Employees – State and Local Government Edition
  • Harassment Prevention for Managers – State and Local Government Sector Edition
  • Investigating Workplace Harassment: How to Be Fair, Thorough, and Legal
  • The Sexual Harassment Handbook
  • The Workplace Law Advisor: From Harassment and Discrimination Policies to Hiring and Firing Guidelines: What Every Manager and Employee Needs to Know

Start using these resources and many more to design an effective harassment policy by getting your free trial of Enterprise Training below.

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Everything You Need to Know About Fitwel and Fitwel Certification

Fitwel-certification-building
Fitwel and the Fitwel certification is used around the world for healthier buildings

Fitwel is actively becoming the leader in healthier building construction.

In fact, it’s gaining international traction. Through a partnership with well-known global safety science leader UL, the Fitwel certification system is being rolled out in China where the demand for healthier buildings is rising.

But what is Fitwel? Why does it matter? What are its strategies for improving buildings? And why should you get your building certified through Fitwel?

All these questions and more will be answered in today’s post.

Let’s dive in.

What is Fitwel?

Fitwel is a certification system for optimizing buildings to support human health.

It was developed by the Center for Disease Control and Prevention (CDC) alongside the General Services Administration (GSA).

The Center for Active Design (CfAD) is the licensed operator of Fitwel. They were granted an exclusive license to lead future development within the private and public sectors by the Federal government.

CfAD was started by Mayor Bloomberg in New York City in 2011 and since then, they’ve helped inform the design of buildings and public infrastructure in over 180 countries.

The Fitwel certification system is the next step for CfAD to provide a proven standard for health-promoting strategies and building development.

Fitwel seeks to accomplish 7 goals:

  1. Impact Community Health
  2. Reduce Morbidity + Absenteeism
  3. Support Social Equity for Vulnerable Populations
  4. Instill Feelings Of Wellbeing
  5. Provide Healthy Food Options
  6. Promote Occupant Safety
  7. Increase Physical Activity

Why is Fitwell Important?

According to Fitwel, there are 3 major reasons buildings should consider getting Fitwel certified:

  1. Approximately 49% of building owners are willing to pay more for buildings demonstrated to have a positive impact on health.
  2. Approximately 45% of investors own impact investments (investments centered around environmental, social, and governance performance) or are interested in owning them.
  3. Approximately 97% of users report ease of use, and 84% understand how their buildings support health thanks to access to the information and performance data needed to certify a project.

What are Fitwel’s Strategies for Improving Buildings?

Becoming Fitwel certified means you adhere to specific strategies laid out by Fitwel.

There are 2 types of buildings they focus on:

  • Workplace buildings.
  • Residential buildings.

Let’s take a look at the strategies they propose for each.

Strategies for Workplace Buildings

Here are some of the strategies Fitwel proposes for creating healthier workplace buildings:

  1. Location – optimizing transit access and walkways to support greater opportunities for physical activity, social equity and foster positive impacts on community health.
  2. Building Access – offering support for carpools, bikes, and pedestrians to support multi-modal access to buildings and opportunities for regular physical activity.
  3. Outdoor Spaces – creating provisions and policies for outdoor amenities, such as walking trails and smoke-free spaces to support mental and physical health.
  4. Entrances & Ground Floor – building entryway systems and appropriate lighting to promote improved air quality and access to health-promoting amenities.
  5. Stairwells – developing accessible, visible, and well-designed stairwells to present a convenient way for building occupants to add physical activity to their day.
  6. Indoor Environment – implementing smoke-free building policies and providing an asbestos-free interior to limit prolonged exposure to harmful airborne substances and pollutants in indoor environments

Strategies for Improving Workplaces:

Here are some of the strategies Fitwel proposes for creating healthier residential buildings:

    1. Dwelling Units – providing daylight, views, and operable shading at workspaces to assist in reducing morbidity and increasing comfort, while also instilling feelings of well-being.
    2. Shared Spaces – building kitchen facilities and an exercise room to promote health outside of the individual workspace.
    3. Water Supply – providing an ADA compliant water supply on every floor to allow residents access to fresh water.
    4. Restaurants & Groceries – establishing standards for healthy food and beverages that must be met by all on-site sit-down restaurants to increase access to healthier restaurants and food choices.
    5. Vending Machines & Snack Bars – offering pricing incentives for healthy snacks to help reverse the negative health impacts of traditional vending machines.
    6. Emergency Procedures – providing an Automated External Defibrillator and associated testing schedule to improve coordination and timeliness of emergency response.

What are the Benefits of Becoming Fitwell Certified?

There are 4 big benefits of getting Fitwel certified:

  1. Signal to employees, residents, investors, and others that you prioritize wellness within the design, development, and operations of buildings.
  2. Integrate the best strategies that science has to offer to optimize health within a building.
  3. Ensure that your company is leading the industry on the next frontier of sustainability.
  4. Improve the health of your employees or residents as well as the surrounding community.

How Do You Get Fitwel Certified?

To get Fitwel certified, go here.

You’ll pay $500 annually to use Fitwel’s portal and $6,000 per project you want to be certified.  

What Are Other Ways You Can Optimize Your Building for Health?

If you’re concerned about improving your building design for health and wellness beyond Fitwel certification, we can give you a variety of books, videos, and courses you can use, such as:

  • Creating Healthy Workplaces: Stress Reduction Improved Well-being and Organizational Effectiveness
  • The Corporate Wellness Bible: Your Guide to Keeping Happy Healthy and Wise in the Workplace
  • Healthy Organizations Win: How to Harness Your Organizations Maximum Potential

If you want these resources and many more, schedule your free consultation with Enterprise Training below.

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Sustainable Development in Government: 5 Strategies for Implementing EO 13834

sustainable development government
Sustainable development in government is achievable with the right strategies for implementing EO 13834

Is your government agency sustainable?

If not, it should be.

President Trump signed Executive Order (E.O.) 13834 on May 17th, 2018 and it “directs Federal agencies to manage their buildings, vehicles, and overall operations to optimize energy and environmental performance, reduce waste, and cut costs.”

The Federal government is leading the way on this initiative for sustainable development in government and has achieved substantial energy savings (which we’ll review later in this post).

To help you meet the standards outlined in EO 13834, we’ll tell you what outcomes your agency is expected to achieve, when you’re expected to achieve them, and a few easy ways to begin developing a sustainable government agency.

What Are the Goals of Executive Order 13834?

EO 13834 sets forth 8 goals that the head of each federal agency is expected to meet in the most cost-effective way possible.

These are the goals of EO 13834:

  1. Achieve and maintain annual reductions in building energy use and implement energy efficiency measures that reduce costs.
  2. Meet statutory requirements relating to the consumption of renewable energy and electricity.
  3. Reduce potable and non-potable water consumption, and comply with stormwater management requirements.
  4. Utilize performance contracting to achieve energy, water, building modernization, and infrastructure goals.
  5. Ensure that new construction and major renovations conform to applicable building energy efficiency requirements and sustainable design principles; consider building efficiency when renewing or entering into leases; implement space utilization and optimization practices; and annually assess and report on building conformance to sustainability metrics.
  6. Implement waste prevention and recycling measures and comply with all Federal requirements with regard to solid, hazardous, and toxic waste management and disposal.
  7. Acquire, use, and dispose of products and services, including electronics, in accordance with statutory mandates for purchasing preference, Federal Acquisition Regulation requirements, and other applicable Federal procurement policies.
  8. Track and, as required by section 7(b) of this order, report on energy management activities, performance improvements, cost reductions, greenhouse gas emissions, energy and water savings, and other appropriate performance measures.

When Do You Need to Achieve the goals of EO 13834?

Unlike Obama’s sustainable development in government policies, which was supposed to carry through 2025 (but was rescinded to make way for EO 13834), President Trump didn’t set deadlines for his energy-saving executive order.

Without concrete timetables, federal agencies are free to meet the goals of EO 13834 on their own time, in a way that best suits their budget and other needs.

How’s the Federal Government Doing in Sustainable Development?

The Office of Federal Sustainability has compiled a “scorecard” on federal agency performances regarding energy efficiency and sustainability.  

Every agency had their fiscal year 2016 performance assessed according to the goals set forth by Obama’s sustainable development executive order.

The Office of Federal Sustainability will update their metrics to conform to President Trump’s Executive Order 13834 proposals when assessing these agencies for fiscal year 2017.

Even still, these scorecards give a good indication of how well the federal government is doing in regards to sustainable development.

For example, here’s how the U.S. Department of Energy did on their scorecard:

  • For Scope 1&2 GHG Reduction Target of 50.0% by 2025: 42.3% reduction in 2016 and on target
  • For Scope 3 GHG Reduction Target of 25.0% by 2025: 19.3% reduction in 2016 and on track
  • Reduction in energy intensity in goal-subject facilities compared with 2015: 9.4% and on track
  • Use of renewable electricity as a percent of facility electricity use: 24.1% from renewable sources and on track for 30% by 2025
  • Use of clean energy as a percent of facility energy use: 22.6% of federal building electric energy and thermal energy is clean energy and on track
  • Reduction in potable water intensity compared with 2007: 29.3% and on track for 36% in 2025

While not all government agencies have achieved as much progress in sustainable development as the U.S. Department of Energy, they’re all undertaking initiatives to meet their sustainable development goals – which should inspire you to do the same.

Strategies You Can Implement for Sustainable Development in Government

The U.S. General Services Administration (GSA) recently announced their Strategic Plan for Fiscal Years 2018-2022 which emphasizes saving taxpayer money through the more efficient management of federal real estate.

They revealed a few of their strategies for successfully reducing energy and increasing efficiency, such as:

  • Monitoring temperature settings, operating schedules, and routine maintenance.
  • Installation of LED lights and low-flow water fixtures as part of smaller renovations.
  • Disposal and congressionally-funded renovation of older buildings and construction of more-efficient new buildings.

In addition to GSA’s strategies, we’ve compiled a few more below that you can implement today to kickstart (or embolden) your government sustainability development initiatives.

Create a Team

You can’t turn a government agency green on your own. You’re going to need the help of a dedicated team of individuals who share the same goals and vision for an eco-friendly office and organization.

Plus, one of the biggest benefits of creating a “green” team is employees can better inspire fellow employees than a top-down announcement or memo from management can.  

Reduce Consumption of Office Supplies

Once you have a team, you can implement projects for them to oversee, such as the reduction in office supplies consumption.

Tiny changes like this are a great way to begin a sustainable development program and can substantially decrease the amount of waste that would otherwise end up in a landfill.

Use Energy-Efficient Lighting

According to the U.S. Department of Energy, By 2027, widespread use of LEDs could save about 348 TWh (compared to no LED use) of electricity: This is the equivalent annual electrical output of 44 large electric power plants (1000 megawatts each), and a total savings of more than $30 billion at today’s electricity prices.

If you want to cash in on those savings, you can easily swap your incandescent light bulbs for LED, halogen, or compact fluorescent light bulbs.

But before you toss your inefficient light bulbs in the trash, make sure to recycle them at a local Batteries Plus store or other light bulb recycling facility.

Dispose of Electronic Waste

Light bulbs aren’t the only thing in your office you should dispose of properly, almost all of your electronics, inks, and toners should be recycled as well.

The EPA has a handy list of all the places that will accept your electronic waste and Earth 911 allows you to search your area for the nearest ink and toner recycling facility.

Go as Paperless as Possible

According to the EPA and the Clean Air Council, The average office worker in the U.S. uses 10,000 sheets of paper.

While going completely paperless is probably impossible for your government agency, you can take the following steps to get closer to a paperless office:

Sustainable Development in Government Beyond EO 13834

The goals of Executive Order 13834 are admirable, and should absolutely be pursued.

But the sustainable development of government shouldn’t just be about following a mandated set of policies. It should be about striving to use the taxpayer’s money wisely, decreasing your carbon footprint, and actually caring about preserving the environment.

You’ll need more education and information beyond the tips we provided here to meet the expectations of EO 13834 and to pursue sustainability goals beyond them.

We’ve created a number of courses, ebooks, and videos to help you implement an optimal sustainability development plan.

Some of these include:

  • Sustainable Development for Public Administration
  • Sustainable Logistics and Supply Chain Management: Principles and Practices for Sustainable Operations and Management
  • Advanced Sustainable Lighting Design – Reports
  • Sustainable Building Technology
  • Characteristics of a Sustainable Organization

And much, much more.

If you want to get your hands on these resources and many others, then sign up for a free 14-day trial of Enterprise Training below.

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