As Director of Technology and Industry Research for PMPA, Miles brings 38 years of hands-on experience in areas of manufacturing, quality and steelmaking. He helps answer "HOW?","WITH WHAT?" and "REALLY?"
Why does the federal government insist that private industry guard privacy rights, when it is the biggest offender regarding the publication of private data?
As employers, we agree that injuries and illnesses should be tracked and reported to officials for official purposes. We disagree that the data reported for statistical and enforcement purposes should be broadly disseminated and made accessible for those with no regulatory need.
The president famously said, ”If you can’t trust government, we’re going to have some problems.”
Telling employers that, “The proposal does not add any new requirement to keep records, it only modifies an employer’s obligation to transmit these records to OSHA” is disingenuous at best.
OSHA will hold an informal public meeting on the improved tracking of Workplace Injuries and Illnesses proposed rule on January 9, 2014, in Washington D.C. A Federal Register notice announcing the public meeting will be published shortly.
We need to tell them that we object to this proposal. An agency that says the only thing that changed is how we transmit the records to OSHA while it intends to publish them online is not telling the whole truth.
We agree with the president. “If we cannot trust the executive branch with our data, we’re going to have some problems.”
OSHA just added and published a new chapter addressing noise to the OSHA Technical Manual. This chapter provides technical information and guidance to help compliance safety and health officers (CSHOs) evaluate noise hazards in the workplace.
The content is based on currently available research publications, OSHA standards and consensus standards. The chapter is divided into six main sections:
Introduction and background information about noise and noise regulations and an overview of noise controls.
Worksite noise evaluations, including noise measurement equipment, noise evaluation procedures and noise sampling.
Investigative guidelines (including methods for planning the investigation) and outlines a strategy for conducting noise evaluations.
Noise hazard abatement and control, including engineering and administrative controls, hearing protection, noise conservation programs, cost comparisons between noise hazard abatement options, and case studies.
References used to produce this chapter and resources for obtaining additional information.
Appendices provide a glossary of terms, sample calculations, and expanded discussion of certain topics introduced in the chapter.
We made links available to the OSHA Field Technical Manual PDF in March of 2012 at our blog here.
PMPA takes our responsibility to help our members intelligently manage the risks of regulation burden. How do you stay on top of all of the new regulations emerging from Washington D.C. regulators these days?
There is no reason that the vast majority of new manufacturing jobs have gone to men, but they have. Why has women’s representation in manufacturing dropped for two decades?
PMPA President Darlene Miller testified before the Senate Joint Economic Committee recently on the topic of Women in Manufacturing. As a shop owner, STEP Women in Manufacturing honoree, and member of the president’s Job Council, Darlene has some real-world insight into the issue.
Here are her four steps to encourage women to seek manufacturing careers:
1. It is absolutely essential that businesses engage with local community colleges to ensure relevant skills sets are being taught.
2. Equipment needs to be current, not old and outdated. We have high-tech $400,000-$500,000 equipment per machine.
3. We really need really excellent math and problem solving skills; we need to tell the schools what those are.
4. We need to get into middle schools to engage female students at a younger age in potential careers.
Recent veterans have a demonstrated ability to work in teams and perform under pressure; they understand that showing up on time is important; they have experience acquiring data and acting on it; they have demonstrated their ability to follow directions, respond appropriately to challenges, and work well with others. In many cases, their lives and the lives of their comrades depended on it.
I can’t think of someone more qualified to make a human safety critical component for your car’s anti-lock braking system or for the airbag system.
For more info on Get Skills To Work for Employers, click here.
For more info on Get Skills To Work for Veterans, click here.
Here are seven key reasons they say the U.S. should be developing apprenticeship programs:
1. The United States is on the verge of a manufacturing comeback.
2. There are too few workers with the skills needed
3. The skills gap is real
4. U.S. unemployment remains at 7.5 percent
5. Only one out of two African American men in their early 20s has a job
6. There are an inadequate number of skilled workers for intermediate-level technical occupations
7. There is a dearth of skilled machinists, welders, robotics programmers and those who maintain equipment
The central answer to the mismatch between jobs and employment is a 21st-century apprenticeship program.
Apprenticeships have grown rapidly in other countries, tripling in Australia since 1996 and jumping tenfold—to more than 500,000 entrants last year—in England since 1990.