ad diets have been around for decades. New ones surface regularly while some older weight-loss solutions fall in and out of popularity.
Popularized by the promise of quick and dramatic weight-loss results, fad diets need to be fully researched before trying. Generally, diets or diet products can be considered a fad if they fit any of the following criteria:
Claiming to help you lose weight very quickly, more than 1-2 pounds per week.
Promising you will lose weight and keep it off without giving up fatty foods or starting an exercise program.
Basing their claims only on “before and after” photos.
Offering testimonies from clients or “experts” in weight loss, science or nutrition who are usually being paid to promote the diet plan.
Drawing simple solutions from complex medical research.
Limiting food choices and not encouraging you to get balanced nutrition by eating a variety of foods.
Requiring you to spend a lot of money on things such as seminars, pills or prepackaged meals in order for the plan to work.
Instead of turning to a fad diet to achieve weight-loss results, try implementing lasting lifestyle changes. Contact a health care professional to get started
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April is Sexual Assault Awareness Month, and your workplace must be safe for employees, vendors and customers. Make time this month to refresh your understanding of sexual harassment as you prevent sexual assault and create a safe work environment.
Define Sexual Harassment
Sexual harassment includes any unwanted sexual advances such as offering a work benefit in exchange for sexual favors, inappropriate touching, unwelcome or intimidating behavior, offensive jokes, and inappropriate decor. Federal and state laws prohibit any form of sexual harassment.
Know Your Role
As an employer, you have the responsibility to prevent sexual harassment and create a safe work environment for all employees. A harassment-free work environment improves morale and productivity, and it reduces liability.
Write a Clear Anti-Harassment Policy
Your employee handbook should include a comprehensive anti-harassment policy that outlines:
- The definition of sexual harassment
- Your zero-tolerance policy
- Reporting procedures
- Investigation process
- Disciplinary action
- Anti-retaliation details
Consult your attorney to ensure the policy meets or exceeds federal and state requirements and covers all your bases.
Conduct Frequent Training Sessions
Schedule annual or more frequent training sessions to ensure all your employees understand the definition of sexual harassment, your company’s official policy, how to report it, and ways to prevent it. These trainings should be mandatory for all your employees, including supervisors.
Ensure Leadership Complies with the Zero-Tolerance Policy
All supervisors and managers must comply with your zero-tolerance policy as they prevent sexual harassment. Leaders set the bar for everyone else’s behavior and must be trusted to handle cases appropriately.
Monitor Employees
You can monitor email and other electronic communications as well as behavior as you look for and stop inappropriate behavior. Encourage your employees to monitor and report inappropriate behavior, too.
Clarify the Reporting Procedure
Despite your efforts, sexual harassment may occur, and you will need to clarify the reporting procedure and empower victims and onlookers to report improper actions. While employees should tell the perpetrator to stop, they should also know who to report to, what information to share and how to report harassment perpetrated by their direct supervisor.
Define Consequences
Every employee should know the consequences of sexual harassment. They should also be confident that the consequences will be applied consistently to all employees.
Create a Safe Culture
While you need and want to prevent sexual harassment, the company’s culture should also support your stand. No crude or offensive jokes, inappropriate activities during after-work events or other improper actions should be tolerated, encouraged or allowed.
Your company must be safe for everyone. This April, improve sexual assault awareness and prevent sexual harassment as you follow the law and improve your company and culture.
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Whether you stand all day, operate heavy machinery or handle chemicals, you need to protect your feet as you work. Several foot safety tips reduce injuries and help you maintain a safe work environment.
When to Wear Safety Footwear
Safety footwear protects your feet against numerous injuries, including punctures, impacts, electrical shock and compression. If you work in any hazardous work environment, you probably need to wear safety footwear as part of your daily uniform. Protective shoes also protect your feet if you suffer from weak ankles or other medical conditions.
Available Types of Safety Footwear
Depending on your job and preferences, you may select safety boots or sneakers. Available in a variety of styles and colors, the best safety shoes include a CSA certification and may include:
Safety-toe – features a special toe covering that protects the foot from dropped objects
Steel insole – stabilizes feet and protects them from joint and bone injuries or problems
Metal instep – provides a barrier against glass, nail and other sharp object punctures
Metatarsal protection – reduces injuries to your upper feet and internal bones
Electric protection – absorbs shock through specially made soles
Heat resistant – resists heat-related injuries
Water resistant – repels water and keeps feet dry
Nonslip – improves traction on various surfaces
Where to Purchase Safety Footwear
Your employer may provide strict guidelines and limitations about exactly which safety shoe you may wear, including where you may purchase this gear. If you can select the safety shoes you wear, check specialty footwear stores or online retailers. Because you want to protect your feet, select only the right shoes for your job and feet. Price should be secondary as you promote safety.
How to Fit Your Safety Footwear
When trying on safety footwear, ensure a proper fit.
- Try on shoes in the afternoon to accommodate swelling that occurs naturally during the day.
- Wear your regular work socks and any special supports.
- Ensure ample toe room since the shoes typically do not stretch with wear.
- Check for snugness around the heel and ankle.
- Walk around a bit to check for comfort.
Care Instructions
Most safety footwear requires ongoing care and maintenance. Before you wear them for the first time, apply a water-resistant coating. Every day, inspect your shoes for damage, including sole cracks, leather breaks or toe cap exposure. Always replace your safety footwear if you notice signs of wear or damage that you cannot repair and after a puncture, impact or other event that may compromise the shoe.
Protect your feet at work when you wear the right safety footwear. Talk to your employer and check OSHA resources as you purchase, maintain and wear shoes that protect your feet every day.
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Eating a well-balanced diet is a key component in living a long, healthy life. Many Americans think that eating healthy means they have to empty their wallets, which isn’t necessarily the truth. Keep the following money-saving tips in mind next time you’re grocery shopping:
- Make a weekly meal plan. Before you go to the store, think about what meals and snacks you want for the week. Read recipes thoroughly so you can make an accurate list of everything you need, reducing the risk that you’ll have to run back to the store later in the week.
- Create a list—and stick to it. Make a detailed list of what you need to buy before you go to the store. When you get to the store, don’t buy anything besides what’s on the list.
- Plan where you’re going to shop. Many grocery stores run sales or offer coupons on various healthy foods. Check out the ads and plan your grocery list around what’s on sale.
- Shop seasonally. Fresh fruits and vegetables that are in season are usually easier to get and may be a lot less expensive. Click here for a list of what’s in season.
- Cook at home as often as possible. Many foods prepared at home are cheaper and more nutritious. Go back to the basics and find a few simple and healthy recipes that your family enjoys.
One Pan Potatoes & Chicken
4 medium potatoes
1 pound chicken breast (boned and skinned)
2 Tbsp. oil
1 cup salsa
1 15-ounce can whole kernel corn (drained)
PREPARATIONS
- Cut potatoes into ¾-inch cubes.
- Cook potatoes over medium-high heat until fork-tender. Remove from pan.
- Heat the oil in a skillet over high heat. Brown the chicken for 5 minutes.
- Add the potatoes back into the pan and cook until lightly browned.
- Add salsa and corn. Cook until heated through.
- Serve warm.
Makes: 6 servings
Nutritional Information (per serving)
|
Total Calories |
285
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Total Fat
|
7 g
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Protein
|
21 g
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Carbohydrates
|
35 g
|
|
Dietary Fiber
|
4 g
|
|
Saturated Fat
|
1 g
|
|
Sodium
|
316 mg
|
|
Total Sugars
|
3 g
|
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The Occupational Safety and Health Administration (OSHA) recently unveiled its top 10 most frequently cited violations. The agency reports the leading causes of workplace injuries during its fiscal year (October through the following September).
The 2017 top 10 list of most frequently cited standards did not change significantly from 2016, with fall protection violations remaining at the top of the list. In fact, the top five most cited violations remained the same.
- Fall Protection (29 CFR 1926.501): 6,072 citations
Falls from ladders and roofs still account for the majority of injuries at work. Identifying fall hazards and deciding how to best protect workers is the first step in eliminating or reducing fall hazards. This includes, but is not limited to, guardrail systems, safety net systems and personal fall protection systems in conjunction with safe work practices and training.
- Hazard Communication (29 CFR 1910.1200): 4,176 citations
In order to ensure chemical safety in the workplace, information must be available about the identities and hazards of all chemicals in use. OSHA standard 1910.1200 governs hazard communication to workers about chemicals that are both produced or imported into the workplace. Both the failure to develop and maintain a proper written training program for employees, as well as the failure to provide a Safety Data Sheet for every hazardous chemical, top the citation list.
- Scaffolding (29 CFR 1926.451): 3,288 citations
According to the Bureau of Labor Statistics, the vast majority of scaffold accidents can be attributed to the planking or support of the scaffold giving way, or to employees slipping or being struck by falling objects. The dangers associated with scaffold use can be controlled if employers strictly enforce OSHA standards.
- Respiratory Protection (29 CFR 1910.134): 3,097 citations
Standard 1910.134 provides employers with guidance in establishing and maintaining a respiratory inspection program for program administration, worksite-specific procedures and respirator use. Respirators protect workers from oxygen-deficient environments, harmful dusts, fogs, smokes, mists, gases, vapors and sprays. These hazards could cause cancer, lung impairment, and other diseases or death.
- Lockout/Tagout (29 CFR 1910.147): 2,877 citations
Lockout/tagout (LOTO) refers to specific practices and procedures that safeguard employees from the unexpected startup of machinery and equipment, or the release of hazardous energy during service and maintenance activities. Workers who service mechanical and electrical equipment face the greatest risk of injury if LOTO is not properly implemented. Workers injured on the job from exposure to hazardous energy lose an average of 24 workdays for recuperation.
- Ladders (29 CFR 1926.1053): 2,241 citations
These types of violations typically occur when ladders are used for purposes other than those designated by the manufacturer, such as when the top step of a stepladder is used as a step, when ladders are not used on stable and level surfaces, or when defective ladders are not withdrawn from service. Most employee injuries can be attributed to inadequate training and a disregard for safe operating procedures.
- Powered Industrial Trucks (29 CFR 1910.178): 2,162 citations
Each year, tens of thousands of injuries related to powered industrial trucks (particularly forklifts) occur. Many employees are injured when lift trucks are driven off of loading docks or when they fall between docks and unsecured trailers. Other common injuries involve employees being struck by lift trucks or falling from elevated pallets and tines. Most incidents also involve property damage, including damage to overhead sprinklers, racking, pipes, walls and machinery.
- Machine Guarding (29 CFR 1910.212): 1,933 citations
When left exposed, moving machine parts have the potential to cause serious workplace injuries, such as amputations, burns, blindness, and crushed fingers or hands. The risk of employee injury is substantially reduced by installing and maintaining the proper machine guarding.
- Fall Protection Training Requirements (29 CFR 1926.503): 1,523 citations
Because falls represent such a serious risk, employers must train employees to identify potential fall hazards and follow procedures in order to minimize the chance of a fall. According to OSHA, employees should be trained to use fall protection methods, such as guardrails, safety nets and personal fall arrest systems, and employers should verify that employees have been trained by preparing written certification records.
- Electrical—Wiring Methods (29 CFR 1910.305): 1,405 citations
Electricity has long been recognized as a serious workplace hazard. OSHA’s electrical standards are designed to protect employees exposed to dangers, such as electric shock, electrocution, fires and explosions. Electrical wiring violations that top the electrical citation list include the failure to install and use electrical equipment according to the manufacturer’s instructions, failure to guard electrical equipment, failure to identify disconnecting means or circuits, and not keeping workspaces clear.
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It costs nearly 20 percent of an employee’s annual salary to replace a current employee. If you are experiencing high turnover, chances are you are experiencing high losses as well. The costs of reviewing applications, processing candidates, conducting interviews, training and purchasing equipment for new hires aren’t only monetary – they also cost time and lost productivity.
Given the high cost of losing an employee, retention should be a top priority for every organization. If you do not already have a retention strategy, now is the time to make one. The first step in curbing turnover is figuring out why employees are leaving.
Why Employees Leave
Employees leave organizations for a variety of reasons, depending on their unique circumstances. However, there are some common reasons that may help determine the best retention strategy for your organization. Below are some of the most common reasons employees leave:
- Stagnation – Employees are often looking for career and personal growth. If they have no upward mobility at your company, they may look for it elsewhere.
- Pay – Compensation needs to be competitive to attract the best talent. Likewise, good pay is needed to retain top talent.
- Workplace culture – Expectedly, co-workers matter to employees. If they feel ostracized or marginalized by co-workers (or management), they will want to leave that environment.
- Better opportunities – Like with stagnation, employees leave when they believe they have better prospects elsewhere. This could be due to a higher-paying position or simply a job more aligned with their interests.
How to Retain Employees
Retention strategies are not universal. It is possible that techniques and strategies that work for some organizations will not work for yours. This means you need to analyze why your employees are leaving and strategize how to combat those reasons.
Exit interviews are a great way to analyze why employees are leaving. During exit interviews, managers ask questions to employees who are on their way out of the company. Questions should be related to the employees’ time with the company, such as what they enjoyed, what they disliked and what prompted their resignation. Exit interviews will only be useful with employees who resign or leave voluntarily, not those who have been terminated.
Depending on the responses from the exit interviews, you can begin crafting a retention strategy. For instance, if a main catalyst for employee turnover is a lack of upward mobility, think about how to change that. It could mean creating new roles or, if roles already exist, making a clear guide for career pathing at the organization.
Creating a retention strategy does not need to be solely reactive. Consider creating a survey to gauge employee satisfaction with the company. Include questions about what people like and what they do not like about their job.
Retaining employees is critical for any business an falling short on retention can be devesating to your bottom line. It costs nearly 20 percent of an annual salary to replace an employee, so implementing proactive retention straties is key to mainitning your workforce.
Answer the questions below to determine if your orginzation has a high turnover risk.
| INSTRUCTIONS: Begin by answering the questions below. Each response will be given a numerical value depending on the answer. After completeing the questions, total your score using the scale at the bottom of the page. |
| YES: 0 points |
NO: 2 points |
UNSURE: 2 points |
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| QUESTION |
ANSWER |
SCORE |
| Have you reviewed pay scales within the last three years? |
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| Do you survey employees career groth desires each year? |
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| Have you compared your health insurance against similar companies in your industry? |
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| Do you routinely survey employees to ensure they feel comfortable and included in the workplace environment? |
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| Do you track top employee performers? |
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| Do you monitor the market to ensure top performers are appropriately compensated? |
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| Have you surveyed employees in the past to guage their workplace satisfaction? |
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| Do you have a retention strategy in place for when a top performer comes to you with another offer? |
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| Do you offer incentives beyone health benefits to employees? |
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| Have you implemented employee engagement strategies to curb turnover proactively? |
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| TOTAL SCORE: |
|
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|
| Low Risk |
Moderate Risk |
High Risk |
| 0 – 6 |
7 – 13 |
14 – 20 |
|
There is no hard and fast rule for successful employee retention. Creating a retention strategy for your organization requires you to analyze both your company and its industry. Contact Scurich Insurance for more information on retention and for materials to help you craft your strategy.
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