Heat Stress in the Workplace

From University of Texas-

Heat stress includes a series of conditions where the body is under stress from overheating.  It can include:
– Heat Rash
– Heat Cramps
– Heat Exhaustion,
– Heat Stroke.
Each produces bodily symptoms that can range from profuse sweating to dizziness to cessation of sweating and collapse.  Heat stress can be induced by high temperatures, heavy work loads, the type of clothing being worn, etc.

The victim often overlooks the first signs of heat stress.  The employee may at first be confused or unable to concentrate, followed by more severe symptoms such as fainting and/or collapse.  If heat stress symptoms occur, move the employee to a cool, shaded area, give him/her water and immediately contact the supervisor.

At-risk Employees

Some employees are more likely to have heat disorders than others.  Younger employees and those more physically fit are often less likely to have problems.  Employees with heart, lung or kidney disease, diabetes and those on medications are more likely to experience heat stress problems.  Diet pills, sedatives, tranquilizers, caffeinated drinks and excessive alcohol consumption can all exacerbate heat stress effects.

It often takes two to three weeks for employees to become acclimated to a hot environment.  This acclimation can subsequently be lost in only a few days away from the heat.  Thus employees should be more cautious about heat stress after coming back from a vacation, when beginning a new job, or after the season’s first heat wave.  In short, precautions should be taken anytime there are elevated temperatures (approaching 90 degrees F) and the job is physically demanding.

Other Factors

Other heat stress factors are also very important.  In addition to temperature, increased relative humidity,  decreased air movement or lack of shading from direct heat (radiant temperature) will all affect the potential for heat stress.

Prevention of Heat Stress – SUPERVISORS:

– Allow time for employees to adjust to the summer heat. It often takes two to three weeks for an employee to become acclimated to a hot environment.
– Adjust the work schedule, if possible. Assign heavier work on cooler days or during the cooler part of the day.
– Reduce the workload. Increase the use of equipment on hot days to reduce physical labor. Also, reduce the use of equipment that produces excess heat.
– Establish a schedule for work and rest periods during hot days.
Go over with employees how to recognize signs and symptoms of heat stress disorders and be prepared to give first aid if necessary.
– Avoid placing “high risk” employees in hot work environments for extended time periods. Realize individual employees vary in their tolerance to heat stress conditions.

Prevention of Heat Stress – WORKERS:

– Be able to recognize the signs and symptoms of heat stress. Pace the work, taking adequate rest periods in shade or cooler environment.
– Use adequate fans for ventilation and cooling, especially when wearing personal protective equipment (PPE) or working around equipment that is hot.
– Wear light colored, loose (unless working around equipment with moving parts) clothing.
– Keep shaded from direct heat where possible, for example, wear a hat and apply sunscreen.
– Also avoid heavy protien laden meals.  Eat lighter, smaller meals spread apart and avoid filling up on food. 

It is of utmost importance to drink plenty of water. In hot environments the body requires more water than it takes to satisfy thirst. Drink BEFORE you are thirsty. Sports drinks are not necessary, plain water works well but eat a little also for electrolytes.

5 Ways to Relax at Work

Almost by definition, work is stressful — that’s why God (and/or HR) created vacation days. And these days, workplace anxiety is being felt at record high rates. “People, no matter what income levels, are feeling pinched,” says relaxation expert Darren Zeer, who has worked with companies like Maidenform and Del Monte Foods to ease employee stress. “Between the bad economy, smaller staffs and employment insecurity, it’s a brutal combination.”

From crazy clients to time-consuming conference calls, it’s easy to get worked up at work. Here are some great tips that will help you instantly feel better on the job, so you’ll be healthier and more productive:

Sip Chamomile Tea

A coffee break might put a pep in your step, but herbal tea will keep you calmer – and chamomile extract, in particular, has been shown to reduce anxiety. Bonus points if you take a quick walk to the corner deli to pick it up while getting some fresh air.

Clear Out Clutter

How clean is your desk? An organized workspace can keep you focused. “Having a clutter-free workspace means there’s no stress hunting down needed items, so time is spent more productively,” says professional organizer Sally Allen, CEO of A Place for Everything. Her advice: Keep the things you work on daily on top of your desk, the things you work on weekly in your desk, and the things you work on monthly around your desk. Everything else? Toss it.

Do a Desk Stretch

You can treat tension instantly with office yoga — but no need to go straight into Downward-Facing Dog. Zeer says a client favorite is his “Kick-back Log-on Pose.” To try: Interlace your fingers behind your head. Relax your elbows and shoulders. Smile, breathe, and stretch your elbows back. Let the tightness release slowly, and repeat throughout the day.

Feng Shui Your Bag or Briefcase

At a meeting and looking for your notes? If your bag is filled with old receipts, wrappers and other refuse, you are more likely to get distracted and make mistakes — and that’s certainly stressful. It’s time to start thinking of your purse or briefcase as a field bag, says Zeer: “Make sure you are well equipped for your meetings, and have your briefcase fully stocked with extra cell-phone batteries, a snack, and water. Empty out old material that is not needed,” he says. Another way to stay relaxed and motivated? “On the inside of your briefcase you can tape a picture of loved ones or an inspiring message for reassurance on the road,” he says.

Watch a Silly YouTube Video

Remember when The Office’s Michael Scott called himself the “King of Forwards”? That might actually have been good business sense, say some experts. Laughter — like the kind that comes after watching a dog skateboarding on YouTube — can improve mood and immune function and even lower blood pressure and cholesterol levels, according to researchers from Loma Linda University. “Go online and look up jokes for a minute or two. This allows for a change in your physiology,” says study author Lee Berk, DrPH

Jobless rates up in Dayton, Montgomery County

By William Hershey, Columbus Bureau

Updated 10:34 AM Tuesday, July 26, 2011 

COLUMBUS – Unemployment increased for a second straight month in both Dayton and Montgomery County in June, but both rates were down from a year ago, the Ohio Department of Job and Family Services reported on Wednesday. The jobless rate for the Dayton metro area, which includes Miami, Montgomery, Preble and Greene counties, also increased in June for a second consecutive month, although that rate, too, was down from a year ago. The June rate for Dayton was 11.4 percent, up from 10.3 percent in May but down from 12.4 percent in June 2010. The Montgomery County rate for June was 10.2 percent, an increase from 9.4 percent in May but lower than the June 2010 rate of 11.1 percent. The Dayton metro jobless rate for June was 10 percent, up from 9.3 percent but lower than the 10.8 percent rate in June 2010. Across Ohio, the rate for June increased in 84 of 88 counties. The lowest rate was 6.6 percent in Delaware, Geauga and Mercer counties. The highest rate was 15.4 percent in Pike County in southern Ohio. While the June jobless rates appear to indicate that the economic recovery has slowed down, it does not change the trend that Ohio slowly is recovering and that the job market slowly is recovering, said Ben Johnson, ODJFS spokesman. In a recovery, there are some months when the jobless rate goes back up, Johnson added. Among Dayton-area counties, Preble County’s 10.8 percent rate was the highest, while Warren County’s 8.1 percent was the lowest. Among area cities, Trotwood’s 12.2 percent rate was the highest, while Mason’s 7 percent rate was the lowest. The unemployment rates for cities and counties are not seasonally adjusted. The not-seasonally-adjusted rate for Ohio in June was 9.2 percent, down from 10.1 percent in June 2010. The state’s seasonally adjusted rate for this June was 8.8 percent, also down from 10.1 percent in June 2010. Unemployment rates for Dayton-area counties for June 2011 and June 2010 County June 2010 June 2011 Butler 9.5 9.8 Clark 9.6 10.3 Darke 9.4 10.1 Miami 9.4 10.4 Montgomery 10.2 11.1 Preble 10.8 10.6 Warren 8.1 8.7 Unemployment rates for Dayton-area cities for June 2011 and June 2010 City June 2010 June 2011 Beavercreek 8.3 8.9 Dayton 11.4 12.4 Fairborn 10.4 11 Hamilton 10.5 11.1 Huber Heights 9.5 10.5 Kettering 9.1 9.9 Mason 7 7.5 Middletown 10.7 10.9 Riverside 10 11.3 Springfield 10.2 11 Trotwood 12.2 12.9 Contact this reporter at (614) 224-1608 or whershey@DaytonDailyNews.com.


Detailed Job Descriptions are critical in finding the perfect employeeFinding the perfect employee is not like ordering a Big Mac and fries at the local McDonald’s, but some job descriptions might lead you to believe that!Recruiters and HR staff are often tasked with finding the perfect employee for a company with less details than they would have if they were taking a lunch order for the office. “I need a sales person with 3-5 years experience in the software industry” is not going to get you what you need!Here are five questions you should answer in creating a great job description: 

  1. What is the job’s primary purpose or contribution to the department or organization? 
  2. What are the essential duties and responsibilities? You should include all important aspects of the job – whether performed daily, weekly, monthly or annually; and any that occur at irregular intervals. 
  3. Does the job have supervisory responsibilities? Are there subordinate supervisors reporting to this job? If yes, how many? 
  4. What education and/or experience is needed to successfully accomplish the essential duties of the job? 
  5. What licenses, certificates or registrations are required?

And last, but definitely NOT least, is why would the job seeker want to work there? Do you have a fund to allow each employee to pursue their personal development through seminars, books, or college courses? Do you provide on-site day care centers? Play lunch time volleyball? Tell them what’s in it for THEM!Writing your job description in this manner will increase your chances of finding the perfect employee for YOU. 


The Dog Days of Summer

By Scot Feldmeyer
BarryStaff of Cincinnati Weekly Newsletter 7/19/2011

Well folks it looks like we are in it for sure. “In what?” you ask. Why we are in the Dog Days of Summer.  That’s the hottest time of the year.  Called Dog Days because those star-watching Romans called this time of year, “diēs caniculārēs” which means Days of the Dog.  The name comes from the ancient belief that the constellation Sirius, also called the Dog Star, in close proximity to the sun, was responsible for the hot weather.  The Dog Days usually last between early July and early September. They are known as the hottest and most sultry days of the year.  Dog Days can also define a time period or event that is very hot or stagnant, or marked by a dull lack of progress.

Dog Days were popularly believed to be an evil time “when the seas boiled, wine turned sour, Quinto raged in anger, dogs grew mad, and all creatures became languid, causing to man burning fevers, hysterics, and phrensies” according to Brady’s “Clavis Calendarium”, 1813.    Don’t you just hate that when that happens? Especially that part about wine turning sour.  Wall Street even got into the Dog Days act.  With summer being a time when the stock market is typically slow, stockbrokers coined the phrase “dogs” for poorly performing stocks with little future potential.

Well, despite the heat, there is no “dull lack of progress” here at BarryStaff. We’ve been interviewing job candidates all day every day and we have lined up some exceptional candidates who are going to make terrific employees for some of our clients. If we don’t have the person or people you need, our professional recruiters know how to find them.   Just give us a call.

In a tribute to this week’s weather, we have from Jay Leno and David Letterman:

“Top Ten Signs It’s Too Hot”

10.) It’s so hot everybody on Facebook has updated their status to “sweaty.”
9.) It’s so hot, Meredith Vieira left The Today Show for a job at Dairy Queen
8.) It’s so hot, drug dealers are selling something called “Iced Crackuccino”
7.) It’s so hot, Jennifer Lopez just got engaged to Mister Softee.
6.) It’s so hot, Courtney Love has an excuse for being disoriented and unintelligible.
5.) “It’s so hot mob informants are actually looking forward to getting dumped in the river”
4.) “It’s so hot the Statue of Liberty is holding a slurpee
3.) “It’s so hot, Exxon is charging $4 a gallon for ice”
2.) “It’s so hot that Rupert Murdoch has been tapping kegs instead of phones (Jay Leno)
And the number one way to tell it’s too darn HOT
1.) “It was so hot in California today that Arnold Schwarzenegger’s clothes were out on the lawn setting themselves on fire.” –Jay Leno

Please stay cool, keep yourself hydrated and let BarryStaff do all of that hard recruiting work for you this summer.

The end of the 40-hour workweek?

Salaried workers are asked to do much more. Meanwhile, lower-level jobs are being turned into part-time positions with irregular schedules.

The era of a 9-to-5 workday appears to be coming to an end.

Higher-level workers are increasingly being asked to put in 50 hours or more a week, effectively working an 8-to-6 day at the very least, while lower-income workers are often forced to work fewer hours but at jobs with irregular schedules, according to a comprehensive report from the Center for American Progress (.pdf file), which reviewed dozens of studies from the previous 30 years to understand the changing work/life struggles of the country’s labor force.

Driving these changes, as the center explains it, are companies turning lower-level full-time jobs into part-time employment to cut costs, savings that come at the expense of workers — and their families — losing the traditional schedules and financial benefits that come with full-time employment.

At least 50 hours

Some 38% of men in professional and management positions worked at least 50 hours a week between 2006 and 2008, up from 34% who worked those hours 30 years prior, based on government studies cited in the report. Women in higher-level positions experienced an even steeper change, with 14% working 50 hours or more in 2006-2008 compared with just 6% who did between 1977 and 1979.

These longer work schedules, which the center describes as being “ramped-up versions” of what full-time employment once meant, were found to be particularly common on the higher end of the income ladder.

“Many of the highest-paying and highest-status professional jobs require very long hours — and, in today’s ‘winner take all’ economy, turning them down can extract a sharp wage penalty,” the researchers write in the report.

Much has been written about the number of Americans forced to work longer hours in the aftermath of the recession, as companies cut their payrolls, but as the literature reviewed in this report shows, many higher-level professionals were in danger of becoming workaholics long before that. One Harvard study published in 2006, for example, found that a fifth of those in the top 6% of income earners actually worked 60-hour weeks on average.

On the other hand, lower-level workers are facing the opposite problem. The percentage of men in low-income professions who worked 50 hours a week was cut in half during the previous 30 years, despite the fact that these workers often want to put in more hours to build up their income. To make matters worse, though they work fewer hours, their schedules tend to be more irregular, with two-thirds of couples who earn less than $50,000 a year having at least one spouse who works hours outside the traditional 9-to-5 schedule (i.e., nights and weekends).

This change in schedules for high- and low-level employees not only has the potential to cause added stress while at work but, according to the report, it also has the potential to cut into the time these people would otherwise spend taking care of their households.

Companies lose
Even the companies themselves may not benefit in the end from pushing more inconvenient work schedules. As the center points out, one survey found that workers would be 30% less likely to quit their job within the first two years if they had flexible schedules. However, since their schedules are getting worse, not better, companies may have to confront higher turnover and the added financial burden that comes with replacing employees.

Despite the changes to the nation’s overall work experience, there are plenty of companies that do provide flexible schedules and other perks to lighten the burden of a heavy workweek.

Giving Back to the Community

By Scot Feldmeyer

BarryStaff of Cincinnati Weekly Newsletter

  An important part of being a business in a community is giving back to that community.  I’ve worked for different companies in my career but I’ve never worked at a company that seems to believe that more than BarryStaff.  I know that among our employees we have members of Rotary Clubs, Boy Scout Leaders, Youth Sports Coaches, Animal Shelter Volunteers, and people who are unselfish in donating their time to all kinds of charitable groups and churches.  They really are a great bunch of individuals.

 But BarryStaff is the first company I’ve worked at that actually stood up and VOLUNTEERED to give back to the communities by sponsoring youth sports teams.  As someone who coached when my kids were little I know it usually took a lot of begging, pleading, and arm twisting to find team sponsors.  Yet BarryStaff has made it company policy to sponsor teams.   Just check out the “Sports” tab on our web site at www.barrystaff.com.  You’ll see pictures of the teams and the names of the kids.  They love going online to read about themselves.

 Do you have a fall youth team looking for a sponsor?  Soccer?  Football?  Girls full-contact kick boxing?  We are sponsoring 5 teams again this fall.  Sorry, but we don’t sponsor select or traveling teams.  We do like for our logo to be on the shirts and we really like for the coaches to stay in touch and provide team updates for the web site.  If you have a question, please contact Doug Barry in our Dayton office at (937) 461-9732.


Two brothers from West Virginia hear there is work in Ohio so they come to Cincinnati and go to BarryStaff.

 The recruiter thinks the best way to get things going is to ask about their past work experience.

So, he asks the first brother,  “So what kind of work are you used to doing.”

 “Well, for years now I’ve been working as a pilot.”

“Really!  A pilot?  Well I think we won’t have a lot of trouble finding work for you, have a seat and fill out this application.”

 He then turns to the other brother

“So what kind of work have you been doing lately?”

“Well, mostly I’ve been a woodcutter.”

“A woodcutter, huh?  That’s going to be a tough one.  We haven’t had much call for woodcutters lately.”

“I don’t understand,” says the second brother.  “You said you could find my brother work.”

“Well yes, but he’s a pilot.”

“But how in the heck is he supposed to pile it if I don’t cut it first? 

 And they wonder why recruiters need to be medicated.


Marketing Slogans- 12 Simple Words

Here are a few marketing slogans—12 simple words—for organizations to use internally, with their customers and the public. Give them meaning and these brief phrases will keep nightmares where they belong—in the realm of bad dreams, not reality.

Explore don’t ignore. Before catastrophes, individuals see warning signals—a statistical uptick in bad outcomes, diminishing attention to quality, customer complaints, anonymous tips and other signs—that there is some problem that may be surfacing. Too often, the natural reaction is to ignore the issue and assume it’s not serious rather than to recognize that a serious hazard might be surfacing. Getting people to explore rather than ignore is the key to changing this pattern.

Share it, don’t bury it. Sometimes, even after individuals find out about a serious problem, they keep it to themselves. They don’t want to be seen as a troublemaker and are more fearful about their fate, or that of others, than the harm to the public and their organization, which their silence can enable. Unless people share what they learn, their knowledge is useless.

We’ll fix, not nix. Individuals know their organizations will act when problems surface. Their fear is that they will act in the wrong way by covering up problems, ignoring them or punishing the persons who brought concerns forward. There’s a reason why the phrase “shooting the messenger” has a common meaning.

It’s vital to give employees at all levels the core solid belief that identifying problems and bringing them forward is as important as any other routine business responsibility from safely testing and manufacturing foods, beverages and medicine to delivering high-quality health care and pastoral services.

Just 12 words can help do that, provided they’re backed up by leadership support, commitment and principled follow through at every level.

Jobless Claims Fall Last Week

July 7 (Bloomberg) — Initial jobless claims in the U.S. fell to a level that shows the labor market will take time to heal.

Jobless claims fell by 14,000 to 418,000 in the week ended July 2, Labor Department figures showed today in Washington. The median forecast of economists in a Bloomberg News survey called for a drop to 420,000. The number of people on unemployment benefit rolls and those getting extended payments also declined.

Supply-chain disruptions from Japan’s March earthquake, European default concerns and gasoline prices that neared $4 a gallon prompted some companies in recent weeks to fire workers, further weighing on the consumer spending that makes up two thirds of the economy. Economists surveyed by Bloomberg forecast the Labor Department will report tomorrow that the unemployment rate in June held unchanged at 9.1 percent.

“It’s still not low,” said Robert Brusca, president of Fact & Opinion Economics in New York. “The moving average has been stuck in this 420,000 to 430,000 range. It’s basically been doing the same thing for the last six, seven weeks. The supporting data about the job market suggest last month’s weak jobs report was not a one-off, that job growth is actually weaker than previously thought.”

Stock-index futures held gains and Treasury securities fell after the report. Futures on the Standard & Poor’s 500 Index increased 0.8 percent to 1,346.00 at 8:47 a.m. in New York. The yield on the 10-year Treasury note, which moves inversely to prices, rose to 3.16 percent from 3.11 percent late yesterday.

BarryStaff Business Image

Look professional is a skill that can easily be achieved by anyone who wants to learn it. This guide has been developed by BarryStaff Inc. to assist you in remembering the key factors in creating a positive impression.
Image Factors
There are certain characteristics that work together to create your image, whether it is good or bad.
1. The purpose of CLOTHING is to enhance you. Wear clothes that complement you physically, express your individuality, and are appropriate for the situation.
2. POSTURE. Practice standing tall. Walk confidently with a strong stride. Use open gestures.
3. EYE CONTACT is a sign of confidence. You want to maintain it 80% of the time when dealing with people.
4. SHAKING HANDS is an important business custom. Don’t hesitate to offer yours first. Make it firm and web-to-web.
5. FACIAL EXPRESSIONS such as a smile, go a long way in establishing rapport with others.
7. PERSONAL STYLE refers to your personality and approach to situations that are unique to you.
8. Your ATTITUDE supports all the image factors. Without a positive attitude all the other factors mean nothing.
Your clothing should be:
APPROPRIATE for the situation
QUALITY more so than quantity
CLASSIC in style vs. trendy
PLANNED instead of purchased on an impulse. Know what is right for you.
FOR WOMEN, they include
SUITS/DRESSES: Make it conservative, knee length or longer.
TOPS: Again, keep it conservative, nothing low-cut or sleeveless.
SHOES: Should be as dark as your suit or dress. Pumps or low heeled shoes are preferable.
HOSE: Should be worn for interviews.
JEWELRY: Stay away from glitzy, evening or dangling styles. Limit pierced jewelry to ears only, and no more than 2 or 3 per ear.
MAKEUP: Keep it simple and not too heavy.
HAIR: Make sure it is clean, combed and conservative. Strange colors are not accepted in most office settings.
FOR MEN, they include:
SUITS: Make it a solid suit in navy or gray. A coordinating sports coat and pants is also acceptable. Trousers should come to the instep and have a slight break.
SHIRTS: Select standard or button down collars in white, light blue, light gray or subtle stripes.
NECKTIES: Ties should provide a contrast to the suit or jacket color and point attention to the face. Select traditional patterns that won’t go out of style.
SHOES: Pick dark, leather shoes that enhance your look. Lace-ups, tassel loafers or plain-toed slip-ons are excellent. Dark plain colored socks complimenting your suit should be worn.
JEWELRY: Anything other than a wedding band, watch or tie pin may work against you. Leave chains, rings and bracelets for after hours.
Questions to ask myself before going out on assignment.
• Does my outfit represent a professional look? Is it appropriate for business?
• Do my accessories complement me and what I’m wearing?
• Do I present a neat and clean look?
• Are my clothes pressed?
• Do I know where I’m going and do I have a contact name when I get there?
• Have I allowed enough time to arrive early on my first day?
• Did I remember NOT to use perfume or cologne?
• Have I turned off my cell phone or pager?
Before leaving your home for your assignment or interview, look at yourself in the mirror. WOULD YOU HIRE “YOU”?