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Is the Air Quality in Your Favorite Hotel Hazardous to Your Health?
I’m on the road again traveling for business. I looked back in my calendar and over the last year I have spent 45 nights in a hotel. I’m in a hotel in Pittsburgh PA as I am writing this blog. We’ve all seen the exposés demonstrating the use of black lights in hotel rooms and the commercials with the hotel guest climbing into bed for the evening wearing the hazmat suit. My room looks very clean, but how clean is the indoor air? Indoor Air: The Lodging Sector What are lodging properties and why should they reduce air pollution? What are the health effects of air pollutants that come from lodging properties? How can lodging properties reduce air pollution? What is a "green" lodging property? What are lodging properties and why should they reduce air pollution? The hospitality industry encompasses a wide range of services and activities such as lodging, restaurants, food services, and convention centers. The lodging sector consists of hotels, motels, resorts, and bed and breakfasts. Maintenance and operations activities within the lodging sector may release pollutants into the air and may contribute to health concerns at lodging properties and in the community. What are the health effects of air pollutants that come from lodging properties? Lodging properties emit pollutants such as hazardous air pollutants (HAPs), volatile organic compounds (VOC), and ozone-depleting substances (ODSs). These pollutants can contribute to health problems that may affect employees, guests, and the community. Cleaning supplies, synthetic materials, paints, and pesticides can release HAPs and VOC. ODSs such as chlorofluorocarbons may be released by improperly maintained heating, ventilation, and air conditioning (HVAC) units, refrigeration units, and fire extinguishers. For more information on the toxicity of these pollutants, check out information in EPA's Health Effects Notebook and on the Integrated Risk Information System (IRIS). EPA also has more information available at its Air Toxics Web site. How can lodging properties reduce air pollution? Making changes in how lodging properties maintain their facilities can stop pollutants at the source and improve indoor air quality. By evaluating and improving work practices, lodging properties can decrease emissions, reduce operating costs, and protect employee and public health. Examples of changes in work practices that help reduce air pollution include: 1. Changing Cleaners Choose non-toxic products such as baking soda, vinegar, and lemon oil. Purchase cleaners with less than 10% VOC by weight and those that have low HAP content. Choose pump-style sprays instead of aerosols. These sprays emit fewer HAPs. Increase cleaning power of low toxic substances by combining, for example, baking soda and vinegar. 2. Modifying Building Maintenance Practices Use water-based, or other less toxic paints and coatings to maintain floors and walls. Reduce the amount of refinishing needed for hardwood floors by regularly inspecting floors to determine where the most wear occurs. Refinish only those portions. If possible, use indoor furniture made of wood instead of pressed wood products. If that isn't possible, then use pressed wood products that contain phenol resin instead of urea resin, which is more toxic. 3. Controlling Emissions of HAPs and ODSs Limit idling of tour buses around HVAC intake vents and entrances to prevent high concentrations of diesel vapors from entering the building. Use "good housekeeping" measures, such as checking for leaks in piping, to avoid loss of ODSs during HVAC unit and refrigeration equipment maintenance and operation. Recover and reuse ozone-depleting substances after dismantling HVAC and refrigeration equipment for service. Retrofit existing HVAC and refrigeration units to avoid leakage and loss of existing ODSs. Phase out chemicals that deplete the ozone by retrofitting HVAC units and refrigeration units to use chemicals with low or zero ODS content. There are financial benefits to phasing out these chemicals that help offset the expense of retrofitting. The cost savings will result from the prevention of chemical leakages and from the improved energy efficiency offered by many of the newer, zero-ODSs and units. At the end of equipment service life, replace with new and more efficient equipment that does not use ODSs. Reducing ODS Emissions from Fire Extinguishers At the end of its service life, replace halon-containing fire extinguishers with alternative, non-halon equipment. Inspect halon-containing fire extinguishers frequently for leaks. Repair or replace if leaks are discovered. What is a "green" property? A "green" lodging property is a property that is managed to be environmentally friendly by making a conscious effort to reduce pollution. Many people prefer to stay at a hotel that follows "green" principles; this may result in increased income. Being a "green" hotel, which includes improving indoor air quality, tells the world that the environment is important to the owner or operator of the lodging property. Being a "green" hotel also raises staff and guest awareness about the need to be as environmentally friendly as possible. When guests learn about a hotel's environmental activities, they provide positive feedback, indicating increased customer satisfaction. Several associations, including the "Green" Hotels Association and Green Seal may have indoor air quality certification standards or suggestions on how to "green" hotels in general. Problems with indoor air quality could lead to a host of problems, including complaints from customers, employees, low employee morale, lost productivity, workman’s compensation claims, regulatory agency fines, embarrassing publicity, and civil and criminal liabilities and law suits. Because my professional associates include Certified Industrial Hygienists (CIH) and other certified safety professionals with a wide range of disciplines, Total Environmental&Safety; has the knowledge, experience, and qualifications not only to identify the causes of poor indoor air quality, but, also to develop and implement corrective actions. Other Green Hotel Resources v http://www.greenhotelier.org/ v http://greenhotels.com/members.php v http://environmentallyfriendlyhotels.com/ v http://sustainabletravel.org/
HURRICANE PREPAREDNESS TIPS FOR BUSINESSES
The meanest stretch of hurricane season, when the tropics burst with activity, has arrived, and right on cue two disturbances were brewing on Tuesday, one in the Caribbean and one in the Atlantic. Have you ever considered the catastrophic effects a hurricane may have on your business, your employees and your life? Almost every business is required to have an emergency action plan (EAP). If fire extinguishers are required or provided in your workplace, and if anyone will be evacuating during a fire or other emergency, then OSHA's 29 CFR 1910.38 requires you to have an EAP. Businesses would be wise to add a section to their emergency action plan on hurricane preparedness. DEVELOP A WRITTEN PLAN Developing a written preparedness plan and training employees to implement it is critical. The following guidelines are provided to assist you in the development of your plan. When you develop your written plan, make sure to address the following major areas: Make plans for the protection of plant and equipment. Develop a staffing policy that identifies essential employees and which of them, if any, must remain at the facility during the hurricane. The policy should identify when employees will be released from work as well as when they are expected to return. Businesses may predetermine that employees will return to work when employees are ordered to return, in case telephone service is out. Develop procedures and policies for all phases of hurricane operations: Pre-Season Preparedness Hurricane Watch Hurricane Warning After the Hurricane Identify and protect vital records such as accounts receivable, customer records, tax records, and other personnel and administrative documents. Review insurance policies to ensure that there is adequate coverage.Questions to ask include: Is the facility in a high hazard, evacuation area? Does the insurance package include wind/storm coverage? Is the facility located in a flood prone area and is the flood insurance adequate? Does insurance cover damage to contents, including vital records and office equipment? Does the package include liability coverage for injury to employees as well as potential lawsuits from customers? BEFORE Compile an Emergency Contact List with 24-hour telephone contact numbers of essential employees. Identify vital records and make back-up copies/and or transfer them to microfilm. Identify a safe storage level area within the facility where records can be relocated, if necessary. This area should be above ground level and away from windows and exterior walls, which may leak. In a one-story facility, file cabinets and boxes may be placed on pallets up off the floor. Consider moving vital records off-site, particularly if the business is in a storm-surge vulnerable area. Determine responsibility for maintaining the facility. Ensure that the following items are addressed: Patch roofs and windows. Check security and flood lighting. Identify lightweight, loose items in outside storage areas that may be blown around in the wind. Identify emergency power requirements and determine if generator is available. If facility must be operational during a hurricane and a generator is not available, rent or purchase a generator. Test generator monthly during the hurricane season. Determine if computer support will be available for primary/ critical computer users who need to remain operational during a hurricane. Verify that communications equipment is operational. Determine the type and amount of hurricane emergency supplies necessary. All hurricane emergency supplies should be clearly marked and stored in a secure area that is accessible in an emergency. Recommended supplies include: A battery-operated radio or TV (test reception in building). One flashlight per person working during the hurricane. Extra batteries for both radio and flashlights. First-Aid kit. Emergency tool kit, if necessary. Food and water supplies for staff assigned to the facility during the hurricane. Be sure to include needed utensils. Provide employees with hurricane preparedness information. HURRICANE WATCH Secure all doors, windows, and other openings against wind and water. Tie down or bring indoors any objects which may be blown about by hurricane winds. Installhurricane shutters, cover windows with boards, or close drapes. If a room must be occupied during the hurricane and window protection is not available, windows may be crisscrossed with tape to slightly reduce flying glass. Verify that vital records are in a safe storage area. Files, records, and storage cabinets may be wrapped in plastic for moisture protection. If necessary, temporarily relocate records to a safe storage facility off-site. Confirm availability of necessary computer support. Ensure that all vehicles are serviced and fueled. Determine where they can be stored to safely weather the storm. Inventory hurricane emergency supplies and restock if necessary. Dismiss essential employees temporarily so they can secure their personal property before returning to duty. HURRICANE WARNING Move desks, files, equipment and furniture away from un-shuttered windows. Papers, drawings, etc. should be placed inside files or desks. Wrap office equipment, such as copy machine and computers, in plastic to protect against water damage. Dismiss all non-essential personnel. Turn off all air conditioners, disconnect electrical equipment, turn off lights. AFTER THE HURRICANE Assess basic damages at work site including roof, water, damage and broken windows. Initiate clean-up of work-site. Do not turn on computer equipment if there are indications of low voltage power fluctuations, low air conditioning output, water under raised floor, broken windows or damaged equipment. Employees return to work according to staffing schedule. Total Environmental&Safety, LLC̢۪s(Total) professional associates have a proven track record of not only writing usable friendly site specific safety programs, but, also to continually work with companies to implement the programs so that they have a long-lasting positive effect.
Diversity Through “Set-Asides”
As business men and women, we often find ourselves involved with subject matter that we have no personal knowledge or experience. To perform the task at hand and successfully reach our goals, we must rely on our ability to properly research the subject matter and tap into the knowledge and success of those people around us. It is through diverse opinions that better decisions are made,problem solving is improved, creativity and innovation are gained, which leads to enhanced product development, and more successful marketing to different types of customers. The topic of this month’s blog,Diversity through “Set-Asides”, will hopefully inspire our readers to make comment and share their personal insights and opinions with us. Let me start by saying that a business is in business to make money – the goal is to make sure that the business continues to make money and stays in business. Let me follow by saying that both a level playing field and survival of the fittest have both been among my core values, especially in the business world. The federal rules for the Woman Owned Small Business (WOSB) contracting program were published in the Federal Register on Oct. 7, 2010. The rules are designed to get federal contracts to women-owned businesses in 83 industries. Specifically, the program allows contracting officers, for the first time, to set aside specific contracts for certified WOSBs and economically disadvantaged WOSBs to help federal agencies achieve the existing statutory goal of five percent of federal contracting dollars being awarded to WOSBs. The program's effective date was February 4, 2011. While barriers to entry exist in many markets and industries in the United States, the gender bias barrier has some interesting facts I would like to share with you. · As of 2013, it is estimated that there are over 8.6 million women-owned businesses in the United States, generating over $1.3 trillion in revenues and employing nearly 7.8 million people(“The State Of Women-Owned Businesses, 2013”, American Express Open) · Despite the fact that the number of women-owned firms now accounts for 29% of all enterprises, women-owned firms only employ 6% of the country’s workforce and contribute just under 4% of business revenues—roughly the same share they contributed in 1997(“The State Of Women-Owned Businesses, 2013”, American Express Open) · Fewer than 3% of women-owned businesses gross one million dollars or more each year(National Women’s Business Council, www.nwbc.gov) · 3/4 of women owned businesses are not able to grow their businesses past $50,000 in annual gross revenue(Forbes, May 2012) We can see from these statistics that the number of women jumping into the entrepreneurial pond isn’t the issue. The issue is their ability to turn these businesses into large, sustainable, business operations. Additionally, research from the Center of Women’s Business Ownership notes nine out of ten women business owners want to expand their businesses and four in ten want their businesses to become as large as possible. So, we know the number of women-owned firms is exploding, and we also know that many want to grow and expand their business. So, it is dismaying to see that, despite all this progress, on average, women-owned business are still small compared with businesses owned by men. There are those who will say that these numbers substantiate what they always knew: Women just don't have what it takes to start and run a substantial, growing business. But I don't buy that: More than a quarter of a million women in the U.S. own and lead businesses with annual revenue topping $1 million—and many of these businesses are multimillion-dollar enterprises. Clearly, many women have the vision, capacity and perseverance to build thriving companies. So what's holding back so many women business owners? Sharon Hadary, Former Executive Director and Founder of the Center for Women's Business Research, has spent decades conducting research, studying the data and interacting with all the players involved—entrepreneurs, researchers, educators, bankers and others. In the January 2013 issues of the Wall Street Journal she says she is convinced that the problem is twofold. First, you have women's own self-limiting views of themselves, their businesses and the opportunities available to them. But equally problematic are the stereotypes, perceptions and expectations of business and government leaders. Understand: she is not arguing that all entrepreneurs, all bankers, and all policy makers are guilty of such limited thinking. But she has talked to enough of them, and studied enough of the research, to know that these problems are pervasive, and they are having a big impact—on both individual entrepreneurs and in turn on the health of the overall economy. In that spirit, here's a closer look at how she believe these factors are preventing so many women entrepreneurs from fulfilling their potential. ACCESS TO CAPITAL:Women often come to entrepreneurship with fewer resources available to them than men. The result is that they are more likely to go into industries such as retail or personal services where the cost of entry is low—but so is the growth potential. Why the lack of resources? Again, women must accept part of the responsibility. Research shows that women tend to view debt as a "bad thing" to be avoided. Research from focus groups and seminars shows that many women business owners, especially those of color, believe they would not get credit even if they applied. So they don't even bother to try. And when they do apply for credit, they are often cautious, asking for as little as possible. This only feeds the perception that they are not serious about growth. Having said that, it's also true that women business owners' perception that they are not welcome at banks is not without cause. Despite highly publicized bank initiatives at the headquarters level to attract women business owners, Sharon Hadary’s experience is that many bankers in local communities still operate with the perception that women-owned businesses do not have the capacity to grow and are not good credit risks. ACCESS TO MARKETS:The greatest potential for growth is in the business-to-business and business-to-government sectors. However, in the lucrative corporate-purchasing programs, many women business owners believe there is an unspoken perception that women-owned businesses do not have the capacity to perform, and that holds back their ability to win those contracts. Data confirm that women-owned businesses do not win a representative share. What's more, as corporate purchasing has moved to relying on "bundling"—consolidating purchasing through a limited number of large suppliers—women-owned companies are increasingly left out, according to women business-owner associations that focus on corporate and government contracting. That's because these large prime contractors, which are usually men-owned, include women-owned businesses as subcontractors in their bids in response to corporate requirements to have women- and minority-owned businesses on their team. But after winning, women consistently report, the prime contractor never gives them any of the work. The same thing also happens in government contracting. For more than 15 years, federal agencies have been required by legislation to set a goal of awarding 5% of all procurement dollars to women-owned businesses. However, that goal has never been achieved on a government-wide basis. Similar to the private sector, government contracting has moved to bundling for efficiency, which can close the doors to smaller women-owned businesses. ACCESS TO NETWORKS:Networks are a vital source of business and industry knowledge, leads on contracts, and access to decision makers in finance, purchasing and the community. Based on focus groups and seminars and Sharon Hadary’s own personal experience, she finds that most women don't have the connections for credible introductions into industry associations, chambers of commerce, venture-capital groups and other key networks. When women venture into diverse networks, they too often are not taken seriously and frequently are shut out of conversations and deals. My longtime friend and business partner, Joan Morvay, has experienced many of these struggles throughout her 25 years in the business world. Joan and I recently made the decision to support diversity in the business world by piggybacking on the Total Environmental&Safety; brand withTotal EH&S,LLC, a certified Woman Business Enterprise by the State of New Jersey. If your project includes matters involving environmental and/or safety regulatory compliance, please tap intoTotal Environmental&Safety’s30 years of experience in this field. If your project or company goals include helping women owned business reach their full potential, contact Joan atTotal EH&S,LLC.Totalis here to help you navigate through the complex maze of regulatory compliance and will undoubtedly prove to be invaluable to you in successfully reaching your environmental, safety, and diversity goals.