We can all agree that safety is a huge concern in the construction industry. Out of every 5,000 private-industry worker fatalities, 20% are in construction. Contractors and subs alike are constantly looking for ways to improve their safety protocols to be more time efficient, cost effective and proactive in keeping everyone safe and healthy.

Sure, smart phones and Wi-Fi have helped. But to really address OSHA’s Fatal Four Hazards (falls, struck-by, electrocution and caught-in/between), it appears that we need to dive even deeper than just a phone or internet access. Here are some of the technology apparatuses you may see implemented, or even required, sooner than later:

WEARABLES: There are lots of companies out there developing wearable devices. Some are a small device that slips into a Velcro armband. Some consist of a safety vest and hard hat that integrates wearable computers, sensors, GPS and real-time locating systems. These can even have inflatable airbag collars should a worker fall. Some can detect and monitor vital signs or temperature. Others have a press and record button so voice messages can be recorded for the jobsite supervisor. We’ve seen some wearables that also detect a push or pull motion in excess of what is considered strenuous to prevent injury. It’s amazing what these devices can do, all the while being portable.

While to a worker, it may feel a bit like Big Brother, it does not invade their privacy by recording video, sound or personal information. And from an employer’s perspective, keeping an extra watchful eye on the jobsite altogether can help predict an accident before it occurs.

DRONES: Currently, drones are being used on jobsites for everything from site surveying and inspections to creating promotional or training videos to taking daily progress photos. Drones can also be used to quickly identify potential hazards each day. They can also be used to monitor workers throughout the day to ensure everyone is working safely and wearing the proper PPE.

TELEMATICS: Telematics refers to technology such as front facing cameras, sensors, GPS, and vehicle engine diagnostics. These devices can effectively monitor driving behaviors such as location, hard braking, rapid acceleration, speeding and hard cornering. Identifying these habits is an important element of commercial auto insurance, especially given the increasing rates lately.

The results of these telematics can help determine the risk, along with appropriate pricing and proactive loss control. Some of the technology can even alert the driver itself in real-time of any unacceptable driving behaviors to prevent an accident or injury. Devices like these can be used on commercial autos or even heavy equipment on site.

SITE SENSORS: Some companies have developed site sensors that can be deployed across a construction site to monitor things like temperature, noise levels, dust particulates and volatile organic compounds to help limit exposure to workers.

The sensors are mounted throughout the site to alert workers immediately when they are at risk from permissible exposure levels being reached. Data from the sensors are collected and can be analyzed to mitigate exposure levels and keep workers safe and stay compliant with OSHA regulations.

What technology tools have you implemented on your job sites to ensure your workers are protected and keeping safety a top priority? You probably devoted a lot of time and energy in to finding good help so it’s worth the investment in technology to keep them around and well.

Across the country, students are getting back in the groove of classes, whether in-person or virtually. It’s been five months since there’s been a real routine with school, making this yet another transition period for parents and business owners.

The Department of Labor released a compilation of Frequently Asked Questions regarding employee leave under the FFCRA that may be helpful to you as your workplace and workflows are affected by this. Here are some examples or you can view the full list here.

– If I am home with my child because his or her school or place of care is closed, or child care provider is unavailable, do I get paid sick leave, expanded family and medical leave, or both how do they interact?
You may be eligible for both types of leave, but only for a total of twelve weeks of paid leave. You may take both paid sick leave and expanded family and medical leave to care for your child whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons. The Emergency Paid Sick Leave Act provides for an initial two weeks of paid leave. This period thus covers the first ten workdays of expanded family and medical leave, which are otherwise unpaid under the Emergency and Family Medical Leave Expansion Act unless you elect to use existing vacation, personal, or medical or sick leave under your employer’s policy. After the first ten workdays have elapsed, you will receive 2/3 of your regular rate of pay for the hours you would have been scheduled to work in the subsequent ten weeks under the Emergency and Family Medical Leave Expansion Act. *Please note that you can only receive the additional ten weeks of expanded family and medical leave under the Emergency Family and Medical Leave Expansion Act for leave to care for your child whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons.

– My child’s school or place of care has moved to online instruction or to another model in which children are expected or required to complete assignments at home. Is it closed?
Yes. If the physical location where your child received instruction or care is now closed, the school or place of care is closed for purposes of paid sick leave and expanded family and medical leave. This is true even if some or all instruction is being provided online or whether, through another format such as distance learning, your child is still expected or required to complete assignments.

As many businesses return to work after the stay-at-home order from the COVID-19 pandemic and even as essential businesses continue to work amidst the quarantine business owners may question how they should handle symptoms or positive cases in the workplace. The following protocol has been recommended by Employment and Business Law attorney Terin Cremer of Barbas Cremer, PLLC:

If an employee is confirmed to have COVID-19, employers should inform fellow employees of their possible exposure to COVID-19 in the workplace BUT maintain confidentiality as required by the Americans with Disabilities Act (ADA). Those who have symptoms should self-isolate and follow CDC recommended steps:

– Employees should not return to work until the criteria to discontinue home isolation are met and cleared by healthcare provider

– Pre-screen employees (e.g., measuring the employee’s temperature and assessing symptoms of COVID-19 prior to starting work) and perform regular medical monitoring (e.g., the employee should self-monitor for symptoms or follow up with the employer’s occupational health program) of exposed workers.

– Consult with an occupational health provider and state and/or local health officials to ensure that medical monitoring is conducted appropriately.

Maintaining open, honest communication will assist with keeping everyone as healthy as possible and the workplace as safe as can be, which also limits a business owner’s liability exposure. Stay tuned for updates and additional tips on how to handle these types of situations and be safe!