2015 Pinstripes "Have a Ball " Event Video

"Have a Ball" at Pinstripes Bowling, Bocce & Bistro
100 West Higgins Road, South Barrington, IL
Thursday, October 22, 2015

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Happy Thanksgiving from the RCEC

Happy Thanksgiving!

Wishing you the best of everything always. Cathy Kirin Executive Director Residential Construction Employers Council One Tower Lane, Suite 1700; Oakbrook Terrace, 60181 V. 630.512.0552 - F. 630-812-0442 www.rcecusa.org cathyk@rcecusa.org

2015 Annual Economic Conference

September 24, 2015

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Safety Training & Education - On the job Tool Box Talks

Download the RMA Sign In Sheet. DOC Format

Download the RMA Sign In Sheet. PDF Format

 Good construction site safety not only protects your company's assets, it also protects you, your tools, and your job. You are an important player in job site safety. The simplest of tasks such as: placing trash where it belongs, coiling up extension cords when they are not being used, and stacking lumber out of the way, may seem unimportant and unnecessary, until someone gets hurt.
 
Your employer is responsible for training you in the recognition, avoidance, and prevention of unsafe conditions and in the regulations applicable to your workplace. This training should allow you to better control or eliminate any hazards or other exposure to illness or injury.

OSHA has listed some things you need to be specifically trained on. [READ MORE]

Download the full article.

This information is provided by: Assurance Agency.

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Workplace Violence - On the Job Tool Box Talks

What is workplace violence?

Workplace violence ranges from threats and verbal abuse to physical assaults and even homicide. It can affect and involve employees, clients, customers and visitors. Workplace violence includes but is not limited to:

·        Physical violence

·        Harassment

·        Intimidation

·        Other threatening disruptive behavior that occurs at the work site

How can workplace violence hazards be reduced?

Behaviors of concern can help workers recognize potential problems with fellow employees. If a coworker begins acting differently, determining the frequency, duration, and intensity of the new, and possibly troubling, behavior can prove helpful. Specific behaviors of concern that should increase vigilance for coworkers and supervisors include:

·        Sadness or depression
·        Threats
·        Menacing or erratic behavior	·
·        Aggressive outbursts	·
·        References to weaponry        Verbal Abuse        Inability to handle criticism        Hypersensitivity to perceived slight          Offensive commentary or jokes referring to violence

These behaviors—when observed in clusters and coupled with diminished work performance (as manifested by increased tardiness or absences, poor coworker relations, and decreased productivity)—may suggest a heightened violence potential. It must be pointed out, however, that no single behavior is more suggestive of violence than another. All actions have to be judged in the proper context and in totality to determine the potential for violence.

Care must be taken when dealing with what can be highly charged situations. Certain signs that may help determine if a coworker is experiencing such difficulties include:

·        Disruptive phone calls and e-mails	·
·        Anxiety
·        Poor concentration
·        Unexplained bruises or injuries          Frequent absences and tardiness         Use of unplanned personal time           ·        Disruptive visit from current or former partners

Remember that all incidents are different and must be viewed on their own individual merits.

What is the process if I witness or experience workplace violence?

Report concerns regarding workplace violence to your supervisors or Human Resources Department.

Your employer will investigate all threats, incidents of actual violence, and suspicious individuals or activities.

The identity of the individual making a report will be protected as much as possible. Your employer will not retaliate against employees making good-faith reports of threats, violence, or suspicious individuals or activities.

Following an investigation, disciplinary action may be taken, up to and including termination of employment. 

This information is provided by: Assurance Agency