Tag Archive for: benefits of online training

Legislation Passed to Improve U.S. Highways

The Federal Aid Highway Act of 1956

The Federal Aid Highway Act of 1956, signed into law by Dwight D Eisenhower, allowed $25 billion to construct a roadway system to efficiently connect the states. The bill is also known as the National Interstate and Defense Highways Act; its purpose to allow access for military defense during war.

While most drivers are aware and appreciative of this action, most do not know it was inspired by Eisenhower’s personal experiences in the Army. Lieutenant Eisenhower was a participant in the Transcontinental Motor Convoy in 1919, long before his presidency or the interstate system we know today.  The convoy left Gettysburg, Pennsylvania via the Lincoln Highway and headed to San Francisco.

They experienced numerous infrastructural challenges along the way. The convoy damaged bridges, became stuck off-road, and damaged equipment as a result of roadway conditions. The trip across the country took two months.

Because of this experience, Eisenhower was an advocate of constructing an interstate highway system to support national defense. In times of conflict, the US Army will be able to efficiently move troops and supplies across the country in just a few days, rather than months.

While truck drivers, along with the American public, still reap the benefits of this interstate system, it is aging and in need of major reconstruction.

2021 Budget Appropriations for the Department of Transportation

 

On July 14, 2020, the House Appropriations Committee voted on a $158 billion legislation to support the Department of Transportation, among others. The bill, passed in a vote of 30 to 22, will focus in part on the country’s aging transportation system.

 

“The departments and programs funded by the THUD bill are integral to our way of life – housing and transportation connect us to jobs, services, and education.”

-Chairman David Price, House Appropriations Subcommittee on Transportation, Housing and Urban Development, and Related Agencies.

The Secretary of Transportation received $1 billion for highway infrastructure program. From the full committee print, the allocation requests are listed below.

In the coming years, we are likely to see major reconstruction of interstates across the country. With improved highways, trucking companies will experience increased fuel efficiency and lower mechanical maintenance costs.

For You

As long as we have highways, however, we will always have construction. You do not have to wait until this project is complete to benefit from increased fuel efficiency and lower maintenance costs. Infinit-I Workforce Solutions can help you get a jumpstart on those issues and improve your bottom line now.

Over the course of two years after implementing our system, American Central Transport experienced a fleetwide increase of almost 1 MPG. The Director of Safety states it was because of continual training and counseling through the Infinit-I Workforce Solutions platform.

You can do it too. We will show you how. We are offering free demonstrations of our system to anyone interested in enhancing driver performance. Give us 30 minutes to demo. If you like the program, and you will, we will give you 30 days to utilize the system absolutely free.

Further Reading

8% of Truck Drivers Could Lose Their Job if their Employers Do This To Save Money

More New Content Coming Soon! Check out these new additions to our library.

Out-perform, Out-shine, and Out-grow your Current Safety Culture

Why A Positive Dispatcher & Driver Relationship is Key

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Coming Soon! Check out these additions to our library.

We’ve been hard at work! Now, we are giving you a sneak peek at our August 2020 releases. We have put together a series of updated video content to ensure your drivers have the latest information.

Not only are we creating and releasing new content; we are also updating our existing content. Experience the new look and feel of our brand new, up-to-date, Hours of Service, and School Bus training videos.

Your Client Success Representative will gladly introduce this new content to you. Give us a call and we will assign it to your fleet immediately.

Trucking – Hours of Service Series

Introduction to Hours of Service

A quick intro discussing who must comply with the new HOS regulations.

Video Length: 2:38

The 14-Hour Window, 11-Hour Limit, 60- 70-Hour Limit

Detailed explanation about the three maximum duty limits under the house of service regulations for commercial motor vehicle operators.

Video Length: 3:28

The Thirty Minute Break and 34-Hour Restart

We take a close look at the hours of service regulations regarding the 30-minute break and 34-hour restart.

Video Length: 2:08

On-Duty Time, Travel Time, and Off-Duty Time

This session details the differences between on-duty, off-duty, and travel time according to FMCSA hours of service regulations.

Video Length – 3:36

The Sleeper Berth Provision

We focus on the nuances of using the sleeper berth to serve required hours off-duty while on the road.

Video Length – 5:05

The Driver’s Daily Logbook

Even if drivers utilize the updated ELD method of tracking hours of service, they should still know how to manually fill out a paper logbook. This video covers the details on:

  • – What a logbook looks like
  • – What information is required
  • – How to record this information properly
  • – How long to keep the logs and where

Video Length: 4:06

Interstate Truck Driver’s Guide to Hours of Service

The FMCSA provides this guidebook that covers specifics of the hours of service rules. Learn about:

  • – Regulations
  • – Who must comply
  • – Time limits
  • – On-duty vs. off-duty
  • – Rule exemptions
  • – How to record hours served

Length: 28 pages 

Hours of Service ELD

This module teaches how ELDs work, who must use them, and why they are an improvement on how drivers track their hours.

Video Length: 4:25

Exemptions/Exceptions

Driving situations where hours of service may not apply or may function a little differently. This section discusses some hours of service exceptions and their corresponding rules.

Video Length: 2:57

Hours of Service Changes in 2020

Information regarding the recent changes made to the FMCSA hours of service regulations.

Video Length: 2:08

 

Schools

School Bus – Security

Learn Basic procedures for coping with security hazards on your school bus. These include:

  • – Reacting to suspicious persons or devices
  • – Suspected use of a weapon
  • – Bomb threats
  • – Hostage or hijacking situations

Video length: 7:55

 

Spanish Videos

Lane Restrictions: Restricciones de Carril

Aprenda cuándo y dónde el conducir en el carril izquierdo es aceptable para vehículos comerciales grandes.

Learn when and where driving in the left lane is acceptable for large commercial vehicles.

Video Length: 5:22

 

Future Clients:

Right now, we are offering complimentary access to our system for 30 days. No money down, no contract, no obligation.

Run us side-by-side with your current learning management system. Why not? It’s free for you! And we love a good challenge.

Infinit-I Workforce Solutions wants to give you 30 days. Because that’s all it takes to prove our value and earn your trust. Click here to sign up today!

 

 

Additional Resources:

It’s a Trap! Safe Driver Week – Speeding Blitz.

Gearing Up for Safe Driver Week; Preparing Drivers for Speeding Blitz

Out-perform, Out-shine, and Out-grow your Current Safety Culture

Why A Positive Dispatcher & Driver Relationship is Key

Why You Should Be Focused on Your Employee’s Cultural Relationships Now More Than Ever

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It’s a Trap! Safe Driver Week – Speeding Blitz.

Guest Speaker Spotlight

Safe Driver Week is upon us once again; this year’s focus is speeding. The industry expects to see an increase in the number of citations and warnings issued this week compared to normal. Especially since excessive speeds have become common during the pandemic.

Infinit-I Workforce Solutions is working to support trucking companies throughout speed week by getting advice directly from the source. We assembled a panel of experts whose advice will drive us to success.

A live webinar will take place July 9th, 2020 at 10:30 am CT featuring the following speakers:

Mark Rhea, CDS  

  • Truck Transportation Executive, 34 years
  • Certified Safety Director (NATMI and TXTA)
  • Licensed CDL and CMV Inspector, Texas DPS
  • Freight/Logistics Advisory Board, Council of Governments for North Texas/Cedar Valley College
  • Commissioned Officer, U.S. Army
  • Trucking Industry Consultant

Christopher J. Turner, Esq.

  • Director of Crash and Data Programs, Commercial Vehicle Safety Alliance
  • Past President, CVSA
  • Former Kansas Highway Patrol Officer

Major Chris Nordloh

  • Commercial Vehicle Enforcement Coordinator, Texas DPS
  • 20+ years in the Commercial Vehicle Enforcement Service of the Texas Highway Patrol
  • Secretary, CVSA

Their credentials alone should be more than enough to prove that you need to be here.

But if you need more proof, here you go:

Speeding

Looking for the most efficient way to slow your drivers down without sacrificing profitability? Keep talking about it.

Speed is a constant factor that takes continual adjustment. Your drivers must be hard-wired to think about speeding as soon as they climb in the tractor. There are two main reasons why a truck driver feels the need to operate at an excessive speed:

  • Indifference or Lack of training – Some drivers out there just don’t care about speed limits. And they will admit as much. When they see their speedometer reaching the upper limits, the only thing on their mind is, “more miles, more money.”

However, they fail to recognize that being pulled over for speeding or a traffic accident will slow them down. A severe accident could slow them down for days, if not forever.

  • Pressure from Dispatcher – The relationship between a driver and dispatcher requires a delicate balance of management, cooperation, and friendship. When the balance is disrupted, you may have drivers or dispatchers intentionally underperforming.

Are your dispatchers and drivers friends or simply acquaintances? It is difficult to maintain a healthy relationship over the phone or through dispatch messages. A healthy relationship will not only improve employee morale but will also enhance your safety culture. You will experience an increase in productivity when everyone is committed to working together.

And Infinit-I Workforce Solutions has two solutions:

  • – Our 850+ training videos are an effective way to drive the right behaviors over time. It has been proven that frequent and consistent training keeps safety top-of-mind.
  • – Infinit-I Workforce Solutions offers a 52-week course that focuses directly on improving the relationship of your drivers and dispatchers. You will see immediate results in communication and cooperation with The Dan Baker Cultural Relationship Program. Learn more here.

Seatbelts

Is there ever an excuse to operate sans-seatbelt?

Simple answer: NO!

We know it’s illegal. We know it’s unsafe. We know the likelihood of injury or death is much higher without one. So why do some drivers choose to go without? Accountability.

“I didn’t know I was supposed to wear a seatbelt.”

How well do you think that would go over with a DOT officer, especially during Safe Driver Week? The good news is: Infinit-I Workforce Solutions recognizes this as a real, conquerable issue. We have training ready and available to be assigned today.

Our learning management system will allow you to assign training videos based on the areas of your company you would like to strengthen. We will automatically track all training, testing, and acknowledgment in our database. You will have immediate access to all your training records anytime, anywhere.

Cellphones

Since the adoption of touch screen technology, large truck occupant fatalities have maintained an upward trend. Correlation, in this case, may not necessarily mean causation. We do know, however, that mobile phone usage is a huge problem.

Officers will be on the lookout for “cellphone drivers” during the blitz. Make sure your drivers are aware of your company’s cell phone/mobile device policy as soon as possible.

Ideally, you would like to have their signature on file as proof of acknowledgment of your policy. This practice not only encourages safe driving, but also reduces your company’s liability in case of an accident. Readily available documentation will prove your due diligence and mitigate risk.

You MUST prepare for Safe Driver Week. Infinit-I Workforce Solutions already has a process in place to help you accomplish these goals. Don’t worry about developing a training plan, getting it approved, and maintaining participation after deploying it to your fleet.

We’ll do it for you.

An enhanced safety culture is just a few minutes away. Call today. We’ll walk you through it.

Keep Reading…

Gearing Up for Safe Driver Week; Preparing Drivers for Speeding Blitz

7 New Social Responsibilities of Truckers; COVID-19 + July 4th

Out-perform, Out-shine, and Out-grow your Current Safety Culture

Why A Positive Dispatcher & Driver Relationship is Key

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Gearing Up for Safe Driver Week

 

The Commercial Vehicle Safety Alliance (CVSA) is an international effort between industry participants, focused on improving roadway safety. They maintain efforts to educate all drivers in several categories, including International Roadchecks, Brake Safety, Hazardous Materials, etc.

The Operation Safe Driver Program was created by the CVSA to bring awareness to the significance of proper driver behaviors.

Safe Driver Week takes place July 12-18 this year with speeding as the main target. Officers will especially be looking for drivers who are operating at excess speeds. Last year, over 17,500 speeding tickets were issued to commercial and passenger vehicles during the weeklong blitz.

Last year during the same week, CMV drivers received more speeding tickets than the following, combined:

  • – Failure to Wear a Seatbelt
  • – Using a Handheld Phone/Texting
  • – Improper Lane Change
  • – Possession/Influence of drugs or alcohol

Why is it important?

Most accidents involving a CMV are caused by driver behavior, but most often, it wasn’t the trucker’s fault. With crowded highways, speeding four-wheelers, and governed big rigs, traffic accidents are inevitable. Proper training and awareness can significantly reduce the likelihood of an accident involving you or your drivers.

Speed-related issues cause 9,378 crash fatalities in 2018.

9,378 people are dead because someone was driving too fast. Excessive speed is always avoidable and always unacceptable.

No load is worth your life or the lives of others around you.

What are we doing?

Infiniti Workforce Solutions is sponsoring an exclusive webinar for all safety personnel. We will be discussing CVSA’s Safe Driver Week focused on speeding. Three industry experts will be giving best practice advice to help you prepare your fleet.

Here’s the lineup of guests:

-Mark Rhea, Industry Consultant, Infinit-I Workforce Solutions

-Chris Turner, Director of Crash and Data Programs, Commercial Vehicle Safety Alliance

-Major Chris Nordloh, Commercial Vehicle Enforcement Coordinator, Texas Department of Public Safety

If you want to be proactive during the weeklong blitz, do not miss this webinar. Registration is free. Sign up here.

Infinit-I Workforce Solutions is offering a 30-Day Complimentary Trial to new users.

Absolutely free, no-obligation. Because 30 days is more than enough to prove our value.

And if not, you’ve had access to transportation’s #1 learning management system for free. No cost, whatsoever!

Here’s what you’ll gain:

Automatic Documentation – A rock-solid LMS that captures training and tests your employees on what they learned

Content Library – More content than any other transportation LMS. 850 training videos.

Unmatched Service – Dedicated Client Success Rep who works for you.

Enhance your safety culture today, click here to learn how.

 

Additional Resources:

7 New Social Responsibilities of Truckers; COVID-19 + July 4th

Out-perform, Out-shine, and Out-grow your Current Safety Culture

Why A Positive Dispatcher & Driver Relationship is Key

Why You Should Be Focused on Your Employee’s Cultural Relationships Now More Than Ever

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Out-perform, Out-shine, and Out-grow your Current Safety Culture

Infinit-I Award-Winning Training Platform

Through the first half of 2020, the trucking industry has made major adjustments to a “new normal.” Our procedures have evolved to maintain efficiency in a wounded economic environment. And yet, we survived.

Resistance to change is common, as amendments to the status quo can be challenging. Stepping outside our comfort zone, however, is an opportunity for personal and professional growth. We were motivated, because of the pandemic, to protect our greatest assets.

You, as a client, are our most valuable asset.

For us, it really wasn’t much of a stretch. We pride ourselves on our unrelenting customer service. The pandemic has allowed us to prove it to a broader audience who, amid the crises, sought affirmation.

For the past six months, our clients continued their success through our training and communication software. To achieve our goal, we stuck by one rule: keep it simple.

Because they have always been top-notch, our Client Success Team was instructed to maintain business as usual. We strive to transcend your expectations, provide superior communication, and employ a problem solver mentality. We provide these through our stellar Client Success Representatives.

Transcend Expectations

We specialize in training. It’s no surprise our Client Success Reps are thoroughly prepared to handle sticky situations. Their abilities will consistently transcend your expectations.

Our Client Success Reps are here to see you out-perform, out-shine, and out-grow your current safety culture.

Out-perform, Out-shine, and Out-grow your Current Safety Culture.

Superior Communication

A key indicator of employee satisfaction is communication. Ask any truck driver, office employee, or shop worker, etc. They will agree.

Infinit-I Workforce Solutions has reformulated the traditional customer service model. Instead of waiting for you to call us with problems, we proactively seek out potential issues in a bi-monthly check-in.

No need to dial a call center, select your prompts, and wait for the next available representative. Our Success Team reaches out to you, saving you time while simultaneously driving you to success.

Problem Solvers’ Mentality

Infinit-I Workforce Solutions not only created the Five Leadership Principles, we employ them. During your chat, let them know which areas of your company you would like to improve. We will show you what it means to “Propel the Psychology of a Problem Solver.”

Our Client Success Reps are well versed in the content of our resource library. They will happily recommend and assign training courses to your employees.

While other companies are scaling back their client support, we are expanding. Where they are cutting availability, we’re building ours. Where they have you on hold for 30 or 60 minutes, we respond as quickly as always.

In addition to your own dedicated CSR, you can now take advantage of our learning management system for free. Get to know us during your 30-Day Complimentary Trial, our gift to an industry under stress.

Our success model is proactive. It is effective. And most importantly, it is personal. We call them Client Success Reps for a reason. You will win! Let us prove it to you.

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Why A Positive Dispatcher & Driver Relationship is Key

WHY A POSITIVE DISPATCHER & DRIVER RELATIONSHIP IS KEY

Dispatcher & Driver Relationship

Dispatching truck drivers is a challenging yet rewarding career path. The relationship between the two can be maintained in a healthy way through constant coaching and communication.

Dispatchers must be trained to manage any situation a driver might face over the road. They must be competent enough to walk the driver through sticky situations according to company policy. Not add to the stress of an already intense situation.

A dispatcher is the trucker’s first line of communication when encountering difficult situations. They are the first phone call when a trucker realizes their load might be late, or their trailer is overweight.

But these are minor inconveniences that happen daily, with relatively simple solutions. When a driver becomes injured, however, the dispatcher must be equipped to oversee the crisis.

Proactive vs. Reactive

In the simplest terms, being reactive means responding to situations that have already happened. Being proactive means having a plan in place before a situation occurs.

When a driver realizes their load might be late, there are certain stresses that exist when reporting to the dispatcher. They might be afraid they will get written up or lose their bonus.

While a written warning from a dispatcher is anxiety-inducing, it is nothing compared to the stress that can be caused by injury. Truck drivers are at high risk for some nasty injuries. From broken bones to lost limbs, even death, each is a potential risk of the job.

When a driver calls in to report an accident, the dispatcher must be trained to keep calm. They must also readily recall company policy in order to properly report the incident.

To achieve this, training should occur for dispatchers. Not only on the proper procedures, but also how to effectively communicate with a truck driver after a traumatic incident has occurred.

 

Driver Risks

Work-related injuries can happen anytime, anywhere. For truck drivers, the consequences of a work-related injury could be life or death.

As with any physically demanding job, truckers encounter many risks:

  • – Entering and Exiting the Tractor Trailer
  • – Slinging Chains or Tarps
  • – Loading and Unloading freight
  • – Adjusting Heavy Equipment (sliding tandems)
  • – Back Injury from Extended Driving
  • – Heat-Related Injuries
  • – Hazardous Material Exposure
  • – Accidents and Incidents

Each of these poses a threat to the driver’s health, up to serious injury or death. They could also be put on medical hold if deemed not qualified to operate a commercial vehicle, which can lead to financial struggles for the company and/or the driver.

In addition to truck driver training, dispatchers should be trained on the proper procedures before an event occurs. Knowledge that is frequently and consistently trained will be readily available during a time of crisis.

The Dispatcher & Driver Relationship Program

A healthy relationship is a fundamental motivator for hard work.

Encouraging a positive company culture is essential to achieving top performance. Your dispatchers and drivers are the heart and soul of your company. The health of their relationship is a key indicator of employee morale. A healthy relationship is a fundamental motivator for hard work.

The Dan Baker Cultural Relationship Program offered by Infinit-I Workforce Solutions teaches dispatchers the importance of communication and cooperation with their drivers.

In addition to Dispatcher Driver Relationship training, The Dan Baker Cultural Relationship Program focuses on:

  • – Employee Development
  • – Improve Communications
  • – Encourage Cooperation
  • – Foster Professionalism

The entire Dan Baker Cultural Relationship Program is available on the Infinit-I Workforce Solutions platform.

 

 

Additional Resources:

5 Intangible Must-Haves that Truckers Crave in the Job Market

Why You Should Be Focused on Your Employee’s Cultural Relationships Now More Than Ever

Why your Safety Culture will Die without Buy-In. And how to get it.

 

 

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5 Intangible Must Haves that Truckers Crave in the Job Market

5 Intangible Must Haves that Truckers Crave in the Job Market

Wow! Dan Baker, what an insightful thinker!

We can’t stop talking about the inspiring webinar this week featuring Dan Baker, so we decided to blog about it.

His wisdom and knowledge and overall-attitude about truck drivers are downright infectious! (Bad choice of words during a pandemic?)

The trucking industry moves fast. If you’ve never seen the inside of an operations department, you may not realize the stress and anxiety that exists. One might compare the energy level to the trading floor of the stock exchange, or the stress of air traffic control.

All of this with a solitary purpose, deliver consumer goods on time.

What is a Cultural Relationship?

Research states that employee satisfaction is one of the most important factors in retention. One employee’s attitude can change the feeling of an entire workspace, either positively or negatively.

Bright HR introduces the concept of a psychological contract between employers and employees. The idea states that employers have an obligation to recognize the mental state of their employees and identify potential issues that may arise.

A company’s culture has become a prevalent topic in the working world. Leadership is focused on creating solid cultural relationships between employees.

Employee dissatisfaction leads to a higher turnover. High turnover leads to lower profitability.

The cost of replacing an employee can be thousands of dollars, depending on their position. Creating a workspace where employees feel respected and valued can support one of the best cost-cutting tools; retention.

Why is it important?

Turnover is an ever-present pain point, especially in the trucking industry where average driver turnover hovers north of 90%. The current driver shortage means there are many options for most drivers to easily find another trucking job.

Most of the time, it’s not about the equipment. Or the sign-on bonus. Or the size of the fleet.  While those are factors in the decision-making process, there are other, non-tangible perks that truck drivers are looking for.

With that in mind, employers are focusing on how to make their company the place drivers want to be.

5 Intangibles Truck Drivers Crave

Honesty

From day one, truck drivers just want to hear the truth. Recruiting, especially in transportation, has become a sales position.

Recruiters are trained in sales tactics. They are instructed to ask open-ended questions to identify value points. Then use those value points to entice the drivers. Sometimes, this can feel like a sales pitch to the driver instead of the beginning of a working relationship.

From the moment a driver posts a resume on a job board, their phone starts ringing nonstop. It is easy to get overwhelmed with all the interviews, emails, and screening they have to participate in.

Remove the vail of the sales pitch. Be honest. If you value that driver, tell them.

Communication

After they are employed, you must be able to carry that through to the operations side. One of the most frustrating things for an employee is lack of communication.

Imagine what it’s like to be sitting in a tractor-trailer, waiting for an assignment. Being told, “I’m working on something for you.” Only to wait hours and hours to be dispatched with absolutely no idea when they might get to start rolling.

That driver, or any employee for that matter, would much rather hear, “I won’t have an assignment for you for another 3 hours.”

They may not be happy about the situation, but setting the expectation is always better than leaving your driver hanging.

Respect

Truck drivers are the ultimate boots on the ground, front-line, in-the-know resources of the industry. And they deserve to be treated as such.

Even though they are not sitting in a cubicle at the terminal every day, they are still just as much a part of the workforce. Dispatchers, safety officers, managers, executives, truck drivers, and everyone in between should see themselves as coworkers.

This is where your company culture determines your employees’ cultural relationship. Do they see themselves as a team with a common goal? Or is it every man for himself?

To create a positive experience for everyone involved, focus on enhancing that relationship. Explore training options to encourage a workforce that shows respect to each other.

Fast Orientation

Since turnover is so high in the trucking industry, drivers can move companies often. They have been involved in every type of orientation available. And most of the time, they flat out don’t want to be there.

They’ve heard the presentations, they’ve filled out the paperwork, they’ve taken tests repeatedly.

With the latest technological advances, the practice of in-person orientation has become all but obsolete. Infinit-I Workforce Solutions allows trucking companies to virtually conduct online orientation from the comfort of their own home.

Orientation begins immediately after a job offer is made. The short, Netflix style videos or new hire paperwork get sent directly to your new driver’s computer, tablet, or smartphone. They can participate in all your regular “class-room style” orientation activities before they even arrive at the terminal.

Truck drivers just want to get on the road. For some, sitting through 3+ days of repetitive orientation is an eternity. We can change that.

To drive

Enough said.

Empty asphalt road in summer.

As previously mentioned, Dan Baker is an expert at creating positive and encouraging cultural relationships, specifically in the trucking industry. His Cultural Relationship Program was born of a need for connection and change.

One thing has become palpably apparent during the national emergencies recently: truck drivers are essential. And they should be treated that way. A strong cultural relationship is mutually beneficial for everyone from the front lines all the way up the ladder.

The Dan Baker Cultural Relationship Program will help you evaluate your business structure and allow you to eliminate weak points and solidify your strengths.

Click here for more information.

Additional Resources:

Why You Should Be Focused on Your Employee’s Cultural Relationships Now More Than Ever

Why your Safety Culture will Die without Buy-In. And how to get it.

HOT HOT HOT! Sunshine Threatens Truckers. Here’s What Your Fleet Needs to Know

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Why your Safety Culture will Die without Buy-In. And how to get it.

What is Buy-In?

One of the most used and sought-after business phrases in the workplace today: Buy-In. When you have a project idea, but you are not a decision-maker, you must get the approval of higher-ups to go ahead.

Before the pitch, you must begin campaigning, gathering support from like-minded co-workers who share your vision for the future. Their support is called “Buy-In.”

Think about the process of starting a business. Most likely, you would need the financial support of investors. The first investor is usually the hardest to convince. Once you have a board of supporters, it is easier to get new ones to sign on.

Selling points

As with any business proposal, the pitch must include the top benefits of the product you wish to implement. Find the aspects of the product that will benefit your company the most and bring those to the presentation.

For instance, your decision-makers may be concerned about the additional workload with this new product. Focus on the redistribution of work that is offered by Infinit-I Workforce Solutions.

They may say the budget doesn’t call for an additional product. In that case, look for all the returns offered by the investment. For example, Infinit-I Workforce Solutions has been proven to reduce the number of accidents for clients.

One prevented accident could save a company thousands of dollars. In that case, the system pays for itself.

When the issue is budget-related, ask yourself what factors you examine when putting a price on your driver’s safety. How are those factors weighted?

Of course, this is a silly question. There is nothing more important than the safety of your fleet. When the return on investment is life or death, establishing a solid safety culture is paramount.

Push Back

When faced with changes, people naturally look for reasons to push back. Humans respect a routine. We feel most at ease when there are no surprises or new tasks to learn. Stepping out of one’s comfort zone is scary to some.

So, when pitching a new project, you will run into some nay-sayers who are not interested in advancing their skills but would rather coast through another day. Your safety culture, however, should never be diluted just so it appeals to those who are complacent.

“We wanted a well-rounded training program. Training dispatchers how to talk to drivers. Everyone has to understand the industry or there will be communication issues back and forth.”

-Larry Finley, Environmental Health & Safety Manager, White Arrow, LLC

As with any profession, employers tend to get the most push back from veterans of the industry. They will hear things like…

“We’ve never had to do this before.”

“I’ve never had an accident.”

Handling Objections

Of course, neither of these are qualifiers to skimp out on training. Accidents and incidents can happen at any moment, to anyone.

Experience managers plan for negative feedback. Try to think of every reason an employee might not want to participate. Prepare a rebuttal for each of them.

“I’ll quit before you make me do more training.”

This is, perhaps, the most challenging form of push back. Take a moment to realize the implications of this statement and how it threatens the quality of your safety program. If you have an employee that does not support the improvement and future direction of your company, you should reevaluate their position.

“There is an apex we want to shoot for. Value of training and the value of people and their safety. Do it right, do it safe, and treat everyone like a leader.”

-Jonathan Richardson, Director of Corporate Training, Martin Transport, Inc.

Mission Critical

Above all, you must prepare to counter uncertainties within your target audience. If your goal is to ensure the safety of your fleet, focus on frequent and consistent safety training.

Now, you can do it for free. Infinit-I Workforce Solutions is offering a Complimentary 30-Day Free Trial to help you gain the Buy-In you need to improve your safety culture.

“Safety training doesn’t just come from a vacuum; you have to start someplace… It’s a process that has to be addressed year-over-year with ownership…”

-Craig Hart, Product Manager, Infinit-I Workforce Solutions

Further resources and expert advice are available in the Infinit-I Workforce Solutions Fast Forward Webinar Series.

In other news: 

7 Steps to Get Safety Ideas Out of the Boardroom and Implemented Into Safety Culture

Why Enhanced Safety Culture is Your #1 Money Saver

Premier Safety Culture Advice

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HOT HOT HOT! Sunshine Threatens Truckers. Here’s What Your Fleet Needs to Know

Sunshine Threatens Truckers

Its that time of year again. HOT! And it won’t be getting better any time soon. Heat-related illnesses affect truck drivers often due to the nature of the job.

Loading, unloading, throwing tarps, strapping, etc. all cause extended exposure to the heat. Operations managers must be aware of the risk their drivers are taking by working in the sun and extreme temperatures.

While assessing the risk, managers should create a response plan to be followed in the event of a heat-related illness. Familiarize yourself with the following information so you can create a solid plan to be deployed between your operations staff and drivers.

Truck Drivers are some of the hardest working people in the country. Along with road safety, we here at Infinit-I Workforce Solutions would like to offer some health safety tips.

Please be mindful of the following challenges you or your drivers might face as the temperatures continue to rise:

Sun Related Illnesses

Heat Stroke

If you suspect you or someone near you are suffering from a heat stroke, call 911 or local emergency services. Heat Stroke (or sunstroke) is a medical emergency that causes lasting damage to the victim.

A person can suffer from heatstroke without prior symptoms. It strikes hard and fast from high-temperature exposure. Your body loses its ability to control its temperature, classified by a core temperature of more than 104. This syndrome can cause damage to internal organs.

Check here to study the symptoms before it happens to you.

Heat Exhaustion

Heat Exhaustion is a less severe issue, but if left unchecked, it can lead to heatstroke. It is usually caused by exposure to high temperatures and either dehydration or salt depletion.

Obviously, if you don’t drink enough water, your body will not stay hydrated. It is less known that if your sodium levels get too low, your body can not retain the water you do take in.

Dehydration

Dehydration occurs when your body loses more fluid than you are drinking. Watch for the warning signs before it happens. Vomiting and diarrhea can often lead to dehydration if you can’t adequately replace fluids lost.

Heat Cramps

High temperatures lead to dehydration. Dehydration leads to cramps.

Be mindful of your nutrition and hydration levels, especially if you are loading/unloading, throwing tarps, or performing truck maintenance. Exerting yourself in the hot weather can lead to severe cramps.

Heat Rash

Heat Rash is marked by blisters or red bumps that often occur when sweaty skin meets friction. It is especially common in areas that aren’t able to breathe, like armpits, elbow crease, or chest.

While this condition is less severe than the above, it can cause much discomfort to the sufferer. If this happens to you, try to remain in a cool, dry place. You can use powder or antiperspirants to keep the rash dry.

Sun Burn

The pain of a fresh sunburn is all too familiar. It is always a good idea to wear sunscreen, even on a cloudy day.

All skin types are susceptible to sunburn, some may be more vulnerable at lower UV rates. If your skin starts to feel tight or retains heat, it is time to move to a shady area.

Repeated exposure to sunburn can also lead to skin cancer. If you work a job that constantly has you out in the weather, always wear some sort of skin protection.

Use this CDC chart to become familiar with the Warning Signs and Symptoms of Heat Illness.

Sun Related Illness Prevention

To Operations:

Check on your drivers daily. Watch their logs and make sure they are moving. If you see a driver has been idle for an unusual amount of time, be sure to get in contact with them immediately.

If contact cannot be made, you may have to employ an emergency intervention. Speak with your management about a plan before this becomes an issue.

Drink water

Drink water on a timer and consistently throughout the day, not just when you’re thirsty. Often, thirst is not a warning sign of dehydration, but a sign it’s too late.

Avoid alcohol

Obviously, if you’re a professional driver, you should avoid alcohol altogether. Alcohol can function as a diuretic, causing your body to get rid of the fluids that you need. That’s partly why people suffer from hangovers; alcohol causes dehydration.

Avoid sugary drinks

Sugary sodas, juices, and teas are also diuretics and can cause your body to lose fluids more rapidly than normal. In extreme temperatures, it is best to drink low- or no-caffeine, unsweetened drinks.

Idle time

Your employer probably has a policy in place about the amount of time you can idle. Running your air conditioner to stay cool is an important factor in your health and safety. Ask your Operations how often you can idle during the summer months, so you don’t put yourself at risk.

Take Breaks Indoors

During your pre-plan, check your shipper and receiver for a driver lounge. Do not stay in your tractor if it is not required.

Cool Showers

In extreme heat, it is best to avoid scouring shower temperatures if possible. Extended hot water exposure can raise your body temperature. If it is hot outside, your body has to work overtime to cool you back down.

Sunscreen

Make sunscreen a part of your daily routine to protect you from sunburn in the short term and skin cancer in the long term.

Friendly reminder: Drink water.

We have a responsibility to take care of each other. During the summer months, it is critical to know the warning signs of heat-related illness and be able to respond appropriately.

Make sure you have a specific plan in place for heat-related illness and a proper way to communicate that plan to all your drivers and operations staff.

If you do not have the ability to communicate a safety plan immediately, contact Infinit-I Workforce Solutions at 866-904-5087 to learn how we can help. Or request a free demo.

Other Helpful Articles:

Minimize Mistakes To Maximize Your Most Valuable Resource – Your Drivers

Driver Safety Tips for the Summer

5 Tips for Truck Driver Fatigue Management

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28 Things Employers Should Do While Employees Are Heading Back

After a very informative webinar this week, we’ve decided to dive deeper into your strategic reopening. In case you missed the meeting, check it out here.

We spoke with Attorney Monica Narvaez about all the things employers should consider as employees return to work. While all her suggestions were thought-provoking, some were downright surprising.

Our expert advisory board has developed a checklist for Strategic Reopening. Use the checklist to determine which of these issues could be a potential threat or opportunity for your business and plan accordingly.

Here’s a breakdown and explanation of some things to consider while planning your reopening strategy.

CDC Flowchart

Download the CDC flowchart to determine if opening is an option for your business, school, or public space. This document asks yes or no questions to help you decide if reopening too soon will put your customers or employees at risk of infection.

OSHA Requirements

Research Osha requirements to determine your responsibilities in reopening. You are now liable for the health of your employees regarding COVID-19. Research your states employer requirements in sanitization, documentation, monitoring, and response planning.

Develop a Reopening Playbook

Have a plan in place before issues arise. Impromptu response can lead to emotional decisions.

Include Communication Plan – What information and how often will you communicate with your employees? The goal is to eliminate fear and doubt they may feel as not to hinder their work performance.

Determine Reassignment Structure – Does your business need to maintain its previous staffing structure? Many companies have focused on productivity and efficiency. In streamlining, they realized the cost-cutting potential of downsizing.

Identify Unemployment Triggers – If you do decide to reduce your workforce, check the Fair Labor Standards Act’s Fact Sheet regarding furloughed employees and pay reductions.

Work from Home Options – WFH options have the potential to drastically reduce your overhead costs. If employees are still as acceptably productive, it is worth looking at remote workstations as a permanent solution.

Health and Safety Considerations

Sanitization Plan – Before the mass return of employees, it is recommended to sanitize all office equipment, surfaces, floors, and bathrooms to limit the spread of germs.

PPE Requirements – Decide whether or not employees will be required to wear gloves, masks, etc. when returning to work. If you deem PPE necessary, your state may require you to provide it to your employees.

Cleaning Protocols – Determine what items need to be cleaned and how often. Think about commonly touched surfaces such as coffee pots, doorknobs, copy machines, time clocks, etc.

Health Requirements – Will you check your employees’ temperatures daily before they enter the building? What will you do if they have symptoms of COVID-19? Make sure you document all data and keep the information private.

Social Distancing Effort – To keep employees as comfortable as possible, make necessary accommodations to comply with social distancing protocols. Do not require employees to maintain a distance closer than 6 feet if it is not their choice. You can allow employees to spread apart their workstations or provide plexiglass barriers to protect them from airborne spread.

Employee in Contact with Positive Test – The CDC recommends that anyone in contact with a positive COVID-19 patient should stay at home and practice social distancing. Employers should notify everyone there has been a potential for contact so they can self-monitor for symptoms.

Employee Tests Positive – According to the CDC, that employee should self-isolate and follow the CDC recommended steps. Employers must inform their employees of possible exposure to COVID-19. You may not, however, reveal the identity of the employee who tested positive.

Develop a Response Plan

Staffing Level Changes – Assess the level of productivity achieved after layoffs and furloughs. Adjust your staffing level accordingly

Re-instate vs. Re-hire – Furloughed employees can simply be reinstated. Laid-off employees will need to be re-hired.

Decrease/Increase Wages – Some employees are currently making more money on unemployment benefits than they did when working. It may be necessary to increase wages to encourage them to come back to work.

Refusal to Return to Work – Know your rights as an employer. If you offer a laid-off employee their job back and they refuse, they may no longer be eligible for unemployment.

Re-establish Benefits Level – Will employees that are hired back be eligible for the same health insurance, retirement plan, paid time off plan as before?

Create Rationale to support Layoffs – Use what you learned to base your rationale on what job duties are still necessary. Some job duties may no longer be necessary.

Determine Severance Payouts – Consider whether WARN or COBRA apply. By state, some employees have a right to severance or paid leave accrual payouts.

Moving Forward

Preparation for Second Wave – If you did not have a business continuity plan before the pandemic, create one now. If you did have a continuity plan, examine what worked and what needs to be improved.

Shelter in Place #2 – You now have a better idea of what positions in your company are essential and which ones are not. If the country is hit with a second shelter in place order, act quickly to transition essential employees back to remote work.

New Essential Employees – Do your essential employees have the technology required for extended remote work. Make accommodations for data storage, cybersecurity protections, and any other reasonable requests.

Renegotiating Contracts – Consider any employment contracts to consider, renegotiate, or terminate. There may be collective bargaining agreements in place that need to be followed.

Legal Precautions

COVID-19 Worker’s Comp – Employees are still covered for injuries at home under Workers Compensation and OSHA. In some states, if an employee contracts COVID-19, it will be immediately assumed to have been contracted at work. They will be entitled to Worker’s Comp.

OSHA – Negligence – You must be aware of all state requirements. Know your liability, follow guidance and torts for negligence.

Whistleblower Response – Create a response plan if you are accused of not providing the required PPE, requiring non-essential employees to work, or having previous knowledge of known hazards.

Extras

For more information, replay the Infinit-I Workforce Solutions webinar entitled Navigating the Unknown.

You can download this easy-to-read checklist that will help you keep track of your strategic reopening. Use it for your business or send it to your manager.

 

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