OSHA proposes safety changes to eye and face protection

Keep your employees safe by implementing new OSHA safety guidelines.

Keep your employees safe by implementing new OSHA safety guidelines.

According to the Federal Register, OSHA has proposed changes to it’s eye and face safety protocols. These changes would affect general industry, shipyard employment, longshoring marine terminals and construction.

The changes to these standards are expected to fix inconsistencies within different job sectors, as well as clarify the language of already imposed rules. With these proposed revisions, OSHA is focusing on American National Standards Institute (ANSI) changes made in 2010 including hazard awareness and the specific appropriate equipment available to protect against them. Some of these hazards include dust, splash and impact.

Prior to this change, focus was only on the protective gear available to prevent contact against hazards in general, without a focus on specific types of hazards.

As of January 1, employers must report the loss of an eye due to work-related injuries within 24 hours of the incident.

According to OSHA, eye injuries cost more than $300 million dollars per year in loss of production time, worker compensation and medical expenses.

There are many eye-related hazards at work sites. Some common causes of injury include:

  • Chemicals: Risk of splash and vapor or mist irritants.
  • Dust: Floating dust particles.
  • Heat: Extreme heat vapors or air.
  • Impact: Flying objects or sand and dust particle dangers.
  • Radiation: Intense glare or energy release.

Eye and facial protection must be chosen based on ANSI standards and the type of material a worker may be at risk of exposure to. Training is also required by OSHA including:

  • How to effectively use the protective gear provided in daily and emergency situations
  • How to inspect, wear and remove gear
  • Limitations of protection
  • Maintenance and storage
  • Recognition of the medical distress signs that can occur while using gear.

Ensure your company is up to date with OSHA compliance training and regulations. For other safety training courses, visit Mastery’s website.


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Are employee training incentives the next big thing?

Increase worker happiness and engagement with small incentives.

Increase worker happiness and engagement with small incentives.

According to a recent Fortune article, paying employees a small stipend upfront for taking training classes resulted in employees taking more of the offered courses.

The study, conducted at the University of California, Berkeley, concluded it is not exactly how much money is given to employees, but rather, how they are told the reasons why it is being given to them.

One group of workers was given a one-time cash “reimbursement” of $60 for attending two classes over a four-month period. They were then asked to sign a contract to attend two sessions, something another group was not required to do. In contrast, the second group was also given $60, but was told the money was an “incentive” for attending the classes, and not a reimbursement.

Those that were told the cash was an incentive went on to take six times the amount of training courses as the other employees. This difference could indicate an employee’s willingness to invest in their own future, when employers make the first move in asking what they would like to learn, achieve or accomplish.

This created an overall long-term mindset toward their future, something the “reward” didn’t do for the other employees.

Workplace incentives don’t always have to be cash. Employees appreciate a multitude of incentives because it depicts an environment of both production and reward. Make changes in your employees workday such as free courses, a catered lunch or paid for outside excursions.

Happier, more engaged employees will often remain longer in a company and move up the corporate ranks as well.

To learn more about employee development visit our website.

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Tap into the high-potential workforce with employee development programs

Train your employees to become high-potential workers.

Train your employees to become high-potential workers.

According to The Huffington Post, life expectancy in the U.S. has increased by almost 30 years within the last century. This increase in life expectancy has had a direct impact on the age of the current labor force.

Between 1990 and 2010, workers age 65 and older have increased by four percent, according to the Bureau of Labor Statistics. To remedy this increase in the amount of workers capable of one particular job, employers should target high-potential employees.

High-potential employees are a small selection of current workers that exhibit some or all of the following traits:

  • Ability to deliver strong, credible company results
  • Ability to master already in place techniques while infusing new and innovative ideas
  • Trusted by current coworkers and potential new employees
  • Strong desire to move upward in company management
  • Strong mentorship capabilities.

Implement these four keys to high-potential employee success:

  • Cultivate consistency, and a confident workplace culture.
  • Develop training methods that instill meaningful experiences and real life situations.
  • Ensure performance reviews have actual areas where employees can understand what they are doing correctly and what they need to improve on.
  • Motivate employees to strive for leadership positions and moving around in the company for a vested and lasting interest in work affairs.

For employee training, check out our website. Some of our training courses include: public speaking techniques, OSHA safety training, and leadership and management skills. Mastery Technologies courses can help train your employees for a more succinct, productive work ethic.


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5 public speaking tips you need to know before your next presentation

Understanding your audience is only one step in a path to improved public speaking.

Understanding your audience is only one step in a path to improved public speaking.

Public speaking is an essential part of many jobs. Employees must be able to deliver information in an efficient, easy to understand manner. Even if you don’t give speeches to packed auditoriums often, pulling these tips into your every day routine or employee training programs could make a difference in how you’re perceived and how well information is relayed.

  • Allow listeners to ask questions: Engaging the meeting room or those in the audience can only strengthen the message you are trying to get across. Allow questions to be asked during or after the presentation so everyone is on the same page.
  • Be yourself: You can only prepare so much for a speaking event or meeting. If you stumble or lose your train of thought, take a pause and regroup. Don’t pretend to be something you’re not.
  • Don’t read to your audience: Using cue cards or short-hand notes is fine, but don’t read PowerPoint slides or a full paper to your employees. They want to hear you speak, not recite.
  • Have a backup plan or goal: If you’re not getting to the point of your presentation, or the audience seems disengaged, switch it up. Don’t be afraid to change the overall goal halfway through if the one you had before isn’t actually what you needed.
  • Know your audience: Knowing your employees or audience beforehand is key. Understand what you want them to take from the talk and what they want to be able to learn.

Mastery Technologies has a wide range of courses in its catalog to help spur employee development and growth, including a selection on communication skills, like public speaking. For other tips, OSHA changes or news keep visiting our blog.


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The real importance of internal networking for leadership growth

People gathering to network to increase work production and social relationships.

Networking can increase work production and social relationships within a company.

Don’t let your networking skills become stale just because you think you don’t need them now that you have a job. In reality, networking within your company is just as important, if not more important than outside opportunities.

According to the Harvard Business Review, there are three basic forms of networking, including:

  1. Operational: Building and maintaining work relationships can foster a sense of community and help achieve work goals.
  2. Personal: Joining a professional group, association or community can help you gain experience that can then be used to advance in your career.
  3. Strategic: Knowing the right people at the right time and place can only serve to help you in your future leadership aspirations.

If you’re a little rusty on networking, or are unsure of where to start, try some of the following four tips to point you in the right direction.

  • Ask for help: According to Forbes, help could be as close as a boss or fellow employee. Ask them to make an introduction for a smooth, natural meeting.
  • Be a team player: Don’t be afraid to congratulate people on their accomplishments. This signifies you can work collectively with people and that you’re paying attention to what goes on beyond your desk.
  • Make a list of people you would like to meet: Keep a running list of management and other employees you would like to connect with one day.
  • Understand why you want to meet these people: You know who you want to meet, but why? Don’t get stumped during your meeting if asked why you wanted to connect. Let them know why you admire them and explain how you would like to implement some of their traits into your own work day.

You might also find a course on interpersonal communication, to be the push you need start networking. Check out Career Development: Strengthen your Personal Network or Inclusion: Getting to Know Your Fellow Team Members to get started.

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3 job search tips for recent college graduates

Implement these three job search tips to avoid the stress that can build after college graduation.

Implement these three job search tips to avoid the stress that can build after college graduation.

Graduating from college can be an overwhelming lifestyle change, but your job search doesn’t have to be.

The job sector for recent college grads hasn’t been this stable since the Great Recession, and according to Marketplace Economy:

  • Engineering graduates will make an average of $63,000 in their first job.
  • The number of hired college graduates will increase by 16 percent through 2015.

The industries hiring the highest number of people right now include:

  • Business and scientific services
  • Finance and insurance
  • Government
  • Information services
  • Manufacturing
  • Non-profits.

If you’re graduating this spring, or recently graduated this winter, implement these three tips into your job search routine.

  1. Create an innovative multimedia portfolio representation of your resume: With all the technological and social advancements made in the past decade, a simple resume on a piece of paper isn’t going to cut it. Employers want to see something different. Many expect an updated online portfolio and website. Others may want to see a short video about yourself and current documentation of past experience in that field. If your resume isn’t different from all the others in their pile, you will be passed over.
  2. Maintain an active and professional online presence: Use social media to your advantage. Make sure you’re utilizing and adding connections on LinkedIn, following those in your field on Twitter and periodically scrolling your Instagram for the latest changes. If you’re not sure if you’d want a potential boss to read a tweet aloud at a meeting, think before you hit send.
  3. Tailor resumes and cover letters to specific jobs: Resumes and cover letters must be specific to the job you are applying for. Generic bullet points and skills that have nothing to do with the position you want will only impede your success.

Also consider taking online training to learn more about the jobs and industries you want to hire into. Mastery.com offers a selection of training courses you can use to supplement your formal education, to make yourself the perfect candidate for the jobs you apply for. Check our the full course catalog here.

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5 reasons to implement social media into employee development programs

Use social media components to your advantage!

Use social media components to your advantage!

Social media is everywhere you look. People are constantly refreshing their Twitter feeds, reloading their Instagram and updating their Tumblr dashboards. Social media can be an asset for your company’s growth and output, if you’re using it the right way. These are just five of the many ways you can use social media in your future employee training program:

  • Check out the competition: To succeed in life, oftentimes the first step is understanding where you stand in relation to where you want to be. Check out what your competition or dream companies are doing on social media. Implement changes or continue what is working best for you.
  • Expand horizons: Using the correct social media tools can change who you interact with. Schedule a virtual meeting space with employees across the globe using Skype or Oovoo. Mobile innovations now allow employees to connect on the move as well, increasing the playing field of social media and overall potential outreach.
  • Increase employee collaboration: According to Tech Republic, using social media can enhance and motivate employee relationships. Using social messaging systems like Google chat can allow employees to ask questions, seek clarification and mingle with ease.
  • Innovate your technology: A multifaceted approach such as videos, written examples and direct demonstrations can expedite the employee development process. The use of social media brings your company into the 21st century as well as your means of production.
  • Retain and attract new generations of employees: Companies spend between $15,00 and $25,000 on time and resources for replacing employees that decide to leave. Attract and retain your millennial workforce with the newest and most efficient means of social media usage.

With Mastery’s VOD platform, employees can access training courses from their mobile devices, and easily switch over to social media apps in order to continue the discussion on what they learned. For more training tips, OSHA news or LMS system innovation continue reading our blog.

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OSHA releases five-part program for combating workplace violence for healthcare and social workers

Health and social care workers are more likely to suffer from workplace violence than other industries.

Health and social care workers are more likely to suffer from workplace violence than other industries.

According to The National Law Review, OSHA has created a five-step program for protecting healthcare and social service workers.

This five-step program consists of:

  1. Management commitment and worker participation: Compliance begins with management. Supervisors should be trained on the signs of factors associated with violence. They then must pass this information along to employees.
  2. Worksite analysis and hazard identification: All employees must work together to assess records, existing procedures and job operations to understand what works and what may need improvement.
  3. Hazard prevention and control: After worksite analysis, employers must take appropriate steps toward prevention and control of hazards. Periodic evaluation and updates of this information should also be made.
  4. Safety and health training: All workers must undergo training in the workplace prevention program and understand what to do in a high-risk setting.
  5. Recordkeeping and program evaluation: OSHA logs on work-related injuries and illnesses, injury reports, violent patient information and other related documents should be studied for evaluation and improvement of chosen plans.

More than 23,000 serious injuries occurred in 2013 due to assaults at work, according to the Bureau of Labor Statistics. More than 70 percent of these assaults took place in healthcare or social service settings.

According to The Hill, those at the greatest risk for assault include social workers in relation to gang members, those who transport patients and clients, and people with a history of drug and alcohol abuse.

These workers are almost four times more likely as other average private sector workers to be injured due to a workplace assault.

Mastery has a range of courses available for employee training in workplace violence scenarios. Search our catalog for e-learning on workplace violence. Other OSHA-related courses can be found on our website.

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Are you an exceptional leader?

Growing up, everyone wanted to be a leader. Let’s reflect, think back to when you were in elementary school. Everyone wanted to be the leader of the line, to lead your class out to lunch, recess or even art class. Or, how in high school, you may have wanted to be the vice president, president or just hold a position on your student council, lead the popular club or be the captain of a sport team.Blawg-Leadership

Regardless of where you fit in, everyone wants to be a leader. Everyone desires in some point of their lives to be the leader. The one that sets the example for others, walks with integrity, shows empathy, provide confidence and accountability.

Even in the workplace, the desire to be in leadership still resides. Leaders within the workplace are known for leading by example. Just like growing up throughout elementary to high school, employees can still to be in a  position where they can lead others and showcase integrity. Leaders within the workplace display empathy, provide confidence and accountability to others. A great leader within the workplace produces other great leaders.

From courage, effective communication, authenticity and humility, Forbes’ “12 Habits of Exceptional Leaders” shares with readers elements of leadership that will assist them in becoming great leaders within the workplace.genyyoungvsolder

Mastery wants to help your employees become great leaders with our 10 Behaviors of An Ethical Leader course. The course explores how to exhibit honor and reliability within the workplace.

For a complete list of leadership courses by Mastery, click here.

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OSHA: Hospital injuries to go public

"In 2011, hospitals had 6.8 work-related injuries for every 100 employees, according to the Bureau of Labor Statistics," said Modern Healthcare.

“In 2011, hospitals had 6.8 work-related injuries for every 100 employees, according to the Bureau of Labor Statistics,” said Modern Healthcare.

Hospital workplace injuries are more common than the public knows. According to Modern Healthcare, hospital employers don’t have to release information related to injuries and illnesses in the workplace. However, keeping internal records is required.

OSHA is set to finalize a ruling later this year to report work-related illnesses and injuries in hospitals. These reports will then be made public through an online OSHA system that will enable anyone to search a specific work site or agency. The search engine would include:

  • How many injuries and illnesses occur in each place.
  • The title of the affected employee.
  • The circumstances related to each incident.

Hospitals are one of the most hazardous places to be employed. U.S. hospitals recorded 253,700 work-related injuries and illnesses in 2011, OSHA statistics state. Hospital injuries and illnesses are still double the rate of private industries. They are also higher than construction and manufacturing.

The most common hospital worker injuries include (listed most common to least):

  • Sprains and strains
  • Bruises
  • Soreness/pain
  • Fractures
  • Multiple trauma
  • Cuts and punctures

Worker injuries cost an estimated $2 billion per year in worker’s compensation claims.

Injuries outnumber illnesses in this field with 93 percent of the total attributed to them. Hospital fatalities are more rare in comparison to the national scale, though about 24 fatalities do occur each year.

According to OSHA, a “culture of safety” in hospitals has six key elements:

  • Education and training.
  • Employee participation.
  • Hazard identification and assessment.
  • Hazard prevention and control.
  • Management leadership.
  • Program evaluation and improvement.

Although hospitals are not required to keep a record of “near misses” or almost accidents, implementing such an initiative could be one way to track what exactly is causing harm to employees.

For more OSHA compliance information and training featuring the healthcare environment visit the Mastery Technologies website.

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