Safety

ASA Midwest Council Safety Committee

The ASA Midwest Council Safety Committee is tasked with keeping abreast of all current safety issues that affect our members, and the construction industry as a whole.
The Safety Committee conducts quarterly Safety Training at either a significantly reduced rate or for FREE to ASA Subcontractor Members.

Annual Safety Awards are presented at the ASA Midwest Council Awards Gala, that takes place each April.
Only ASA Subcontractor Members are eligible to receive the annual awards, which include recognition for ZERO INJURIES,
as well as 6 Different categories, based on man hours completed in the previous year.

If you have questions regarding the ASA Midwest Council Safety Program, please contact Safety Co-Chairs Rose Kastrup, CSA Advisors-[email protected] OR
Steve Williams, Bell Electrical Contractors [email protected]

Please check back often for current Safety articles and guidelines, to help your company remain Always Safety Aware!

JULY 2019 TOOL BOX TALK TOPICS

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Safety

CLICK BELOW TO DOWNLOAD TOOL BOX TOPICS PROVIDED BY THE ASA MWC SAFETY COMMITTEE!

Heat Stress

Hydration The Importance of Water

Struck By Incidents

Task Planning

Three Way Communication

JUNE 2019 TOOL BOX TALK TOPICS

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Safety

CLICK BELOW TO DOWNLOAD TOOL BOX TOPICS PROVIDED BY THE ASA MWC SAFETY COMMITTEE!

Asbestos JUNE

Housekeeping in Construction JUNE

Hydrogen Sulfide JUNE

Stopping Work JUNE

MAY 2019 TOOL BOX TALK TOPICS

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Safety

CLICK BELOW TO DOWNLOAD TOOL BOX TOPICS PROVIDED BY THE ASA MWC SAFETY COMMITTEE!

May-Dust (Construction)
May-Elimination of Hazards
May-Ground Personnel and Mobile Equipment
May-Lifting and Rigging
May-Manual Handling Injury Prevention

APRIL 2019 TOOL BOX TALK TOPICS

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Safety

CLICK BELOW TO DOWNLOAD TOOL BOX TOPICS PROVIDED BY THE ASA MWC SAFETY COMMITTEE!
Check back each month for new topics!

Backing Up (Motor Vehicle Safety) April

Electrical Safety-April

Hand Safety-April

Ladder Safety-April

MARCH 2019 TOOL BOX TALK TOPICS

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Safety

Basic Excavation Safety March

Bloodborne Pathogens March

Concrete Work March

Dangers of (Crystalline) Silica Dust March

SAFETY EXPO RAFFLE WINNER

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Safety

Congrats to our GC EXPO Safety Committee Raffle Winner-ASA Member Nathan House with Archview Metal Systems!
(Safety Jacket donated by Nu Way-Everything for the Contractor)

Pictured from left to right at the ASA Meet the GC Expo 1.30.19.
Steve Williams, Bell Electrical; Nathan House, Archview Metal Systems; Rose Kastrup, CSA Advisors

FEBRUARY 2019 TOOL BOX TALK TOPICS

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Safety

CLICK BELOW TO DOWNLOAD TOOL BOX TOPICS PROVIDED BY THE ASA MWC SAFETY COMMITTEE!
Check back each month for new topics!

Dangers of Lead Paint
Distracted Driving (Cellphone Use)-Feb
Dropped Objects-Feb
Dump Truck Operation-Feb

JANUARY 2019 TOOL BOX TALK TOPICS

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Safety

CLICK BELOW TO DOWNLOAD TOOL BOX TOPICS PROVIDED BY THE ASA MWC SAFETY COMMITTEE!
Check back each month for new topics!

Carbon Monoxide Safety

Cold Stress

Falls on the Same Level

Fire Extinguishers Use and Inspection

Muddy Work Areas

OSHA DRONE MEMO

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Safety

CLICK BELOW TO DOWNLOAD THE ENTIRE MEMO FROM OUR SAFETY FEATURE IN THE JANUARY 2019 NEWSLETTER

US Department of Labor Memorandum-OSHA use of Unmanned Aircraft Systems (UAS or Drones) during Inspections

ASA MWC Safety Report October 2018

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Safety

Is your Company Proactive or Reactive?
Michael Sicking, Safety International

When it’s time to project next year’s costs and revenues are you including safety as a budget line item? Quite simply, is your view on safety spending proactive or reactive? Many contractors always seem to find the money if the General Contractor has a last minute requirement after the job starts or an accident happens that forces you to take additional safety precautions and buy equipment.

I have been doing safety long enough to know that the companies who operate a proactive approach to safety are often the most profitable and most sought after contractors in the area.

They almost without exception enjoy greatly reduced worker’s comp insurance from a lower than average EMR and have an OSHA incident rate that is well below the NAICS code average for their trade.

This translates in to real dollars saved and earned. In today’s work environment a company’s EMR and OSHA incident rate is like a credit score. If your score is poor you are not even allowed to bid on projects, thus giving up valuable revenue for you and your employees.

Another great benefit of being proactive is that your employees will develop a sense of increased safety culture emphasis on the job. They may not thank you every time you go out to the job, but I have personally heard many comments from workers that they actually appreciate the visits from the “safety guy”. They say that they work around a lot of other contractors who never have a safety professional come out to the job. They know you care about their wellbeing and it translates into increased productivity, time saved, increased profits, and advertising for your company that you are a strict safety culture company.

One last thing to consider. Have a periodic safety/company meeting with your employees at your shop and directly ask the employees how they feel about safety and what ideas do they have to make the job task safer? You would be amazed at the great ideas your employees have to help your company grow!

American Subcontractors Association - Midwest Council

conflict of interest policies for board of directors

Adopted by The Board of Directors August 17, 2005

There exists between the Board of Directors and members of ASA a fiduciary relationship that carries with it a strict and unbending duty of loyalty. Directors are responsible for administering the Association’s affairs honestly and economically, and exercising their best care, skill and judgment for the sole benefit of the Association. The giving of this service, because of the varied interests and backgrounds of the Directors, may result in situations involving a dual interest that might be interpreted as a conflict of interest. However, this service should not be rendered impossible solely by reason of possible conflict of interest.

Potential conflicting interests exist between the Association and any organization or firm with which the Association does business, and between the Association and any organization or firm providing services similar to those services offered by the Association to its chapters, individual members, nonmembers, and other organizations and firms. It is, of course, impossible to list every circumstance giving rise to a possible conflict of interest; however, they may include:

A position of material financial interest in an outside concern from which ASA secures services, goods, or which provides services competitive with ASA;
Any services of a consultative, managerial or directive nature provided to any outside concern that does business with or provides services competitive with ASA;
Any gifts, excessive or unusual entertainment or other favors received from any outside concern that does, is seeking to do business with ASA, or is a competitor of ASA.

If a Director becomes aware that he/she has a possible conflict of interest or that another Director has a possible conflict of interest, he/she should immediately notify the President and the Executive Director. The President and the Executive Director shall review the situation and inform the Board of Directors of a potential conflict of interest situation. The Board of Directors shall obtain an opinion from an outside independent counsel with respect to real or potential conflicts of interest in order to prevent a conflict that could operate to the detriment of the Association.

If the Board of Directors determines that a conflict exists, the Director with the conflicting interest will not be prevented from participating fully in discussions related to the issue or from answering pertinent questions of other Directors. However, the Board of Directors may request the interested Director to abstain from voting on matters related to the conflicting activity or Association. Such vote shall be duly recorded.

This policy will be reviewed annually for the information and guidance of Directors at an annual orientation or at the first Board of Directors’ meeting of the fiscal year. New Directors will be advised of the policy upon election.

Code of Conduct Policy

Adopted by The Board of Directors June 21, 2006

The Midwest Council is a not-for-profit organization dedicated to representing the construction industry through advocacy, leadership, education and networking. The Midwest Council traditionally has demanded and received the highest ethical services from its volunteers and paid staff. In an effort to maintain the high standard of conduct expected of the Midwest Council with respect to the management of its own affairs and to enable the Midwest Council to continue to serve the construction industry, the Midwest Council adopts the following Code of Conduct applicable to all volunteers and paid staff.

The Midwest Council volunteers and paid staff shall strive to be continually aware of the Association’s mission, values, and ethical standards and operate in a manner consistent with them.
The Midwest Council volunteers and paid staff shall treat each person in a caring and respectful fashion mindful of individual differences and cultural and ethnic diversity. This includes avoiding unwarranted negative criticism of colleagues.
The Midwest Council volunteers and paid staff shall continually strive to increase their professional knowledge and skills and apply them in practice. They should aspire to contribute to the knowledge base of the Association and the construction industry.
The Midwest Council volunteers and paid staff should be alert to and avoid conflicts of interest that interfere with impartial judgment. They should inform appropriate leadership (i.e., officer or senior staff) when a real or potential conflict of interest arises and take reasonable steps to resolve the issue.
The Midwest Council volunteers and paid staff shall not accept or seek on behalf of any person, any financial advantage or gain of other than nominal value offered as a result of the volunteer or paid staff member’s affiliation with The Midwest Council.
The Midwest Council volunteers and paid staff should provide services and represent themselves as competent only within the boundaries of their education, experience, training, or other relevant professional experience.
The Midwest Council volunteers and paid staff shall not disclose any confidential Midwest Council information that is available solely as a result of the volunteers or paid staff member’s affiliation with The Midwest Council to any person not authorized to receive such information or use to the disadvantage of The Midwest Council any such confidential information.
The Midwest Council volunteers and paid staff shall not authorize the use of or use for the benefit or advantage of any person, the name, logo, endorsement, services or property of The Midwest Council, except in conformance with Association procedures.
The Midwest Council volunteers and paid staff should not take unfair advantage of their affiliation with The Midwest Council to further their personal, religious, political or business interests.
The Midwest Council volunteers and paid staff shall strive to operate and act in ways that are in the best interests of The Midwest Council and its members.
The Midwest Council volunteers and paid staff shall not operate or act in any manner that is contrary to the best interests of The Midwest Council.
The Midwest Council volunteers and paid staff shall fully comply with all laws, rules and regulations applicable to the Association in the locations in which it operates.

Equal Employment Opportunity and Anti Discrimination Policy

Adopted May 21, 2008

A. Statement of Policy. The Association provides equal employment opportunities to each employee and applicant for employment without regard to race, color, religion, national origin, ancestry, age, sex, marital status, handicap or disability, unfavorable discharge from military service, status as a Vietnam-era or special disabled veteran, or citizenship status in accordance with applicable law. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

B. Prohibition Against Unlawful Harassment. The Association expressly prohibits any form of unlawful employee harassment based on race, color, religion, national origin, ancestry, age, sex, marital status, handicap or disability, unfavorable discharge from military service, status as a Vietnam-era or special disabled veteran, or citizenship status in accordance with applicable law.

C. Specific Policy on Sexual Harassment. With respect to sexual harassment, the Association prohibits:

Unwelcome sexual advances; requests for sexual favors; and all other verbal or physical conduct of a sexual or otherwise offensive nature, especially where:
a. Submission to such conduct is made either explicitly or implicitly a term or condition of employment,
b. Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’ s employment, or
c. Such conduct has the purpose or effect of creating an intimidating, hostile, or offensive working environment;
Offensive comments, jokes, innuendos and other sexually oriented statements.

D. Complaint Procedure. An employee who believes she/he has experienced any harassment based upon race, color, religion, sex, sexual orientation, national origin, ancestry, age, marital status, handicap or disability, unfavorable discharge from military service, or status as a Vietnam-era or special disabled veteran or who believe they have been treated in an unlawful, discriminatory manner, should promptly report the matter to the President of the Association for investigation or if to do so would be in appropriate, to the Vice President of the Association. The Association promptly will conduct a thorough, objective investigation of the complaint and attempt to resolve the situation. If the Association determines that unlawful discrimination has occurred, the Association will take appropriate action. The Association will not tolerate any retaliation against an employee for filing a complaint in good faith.

ASA Midwest Council is a construction trade association of specialty contractors and suppliers serving the construction industry and the community. Our purpose is to improve the construction process through education, advocacy, and collaboration.

ASA Midwest Council Safety Committee

Please check back often for current Safety articles and guidelines, to help your company remain Always Safety Aware!

JULY 2019 TOOL BOX TALK TOPICS

JUNE 2019 TOOL BOX TALK TOPICS

MAY 2019 TOOL BOX TALK TOPICS

APRIL 2019 TOOL BOX TALK TOPICS

MARCH 2019 TOOL BOX TALK TOPICS

SAFETY EXPO RAFFLE WINNER

FEBRUARY 2019 TOOL BOX TALK TOPICS

JANUARY 2019 TOOL BOX TALK TOPICS

OSHA DRONE MEMO

ASA MWC Safety Report October 2018

American Subcontractors Association - Midwest Council

Whistle-Blower Policy

conflict of interest policies for board of directors

Dues Collection & Policy

Antitrust Policy

Code of Conduct Policy

Equal Employment Opportunity and Anti Discrimination Policy

Upcoming Events

COMMITTEE MEETING-GOLF

ASA MWC Board of Directors Meeting

August 2019 Membership DINNER Meeting

September 2019 Membership LUNCH Meeting

Seminar

ASA's GOLF TOURNAMENT