CSPs gain certification from the Board of Certified Safety Professionals, which is commonly referred to as the BCSP. The Council of Engineering and Scientific Specialty Boards and the National Commission for Certifying Agencies are responsible for accrediting Certified Safety Professionals in the United States. The ISO/IEC is responsible for international accreditation. To become a CSP, an individual must have a bachelor’s degree in any field or an associate’s degree in health and safety. They must also satisfy the following requirements:

• Pass the Comprehensive Practice and Safety Fundamentals exams.
• Provide the BCSP with proof of maintaining competency by re-certifying every five years.
• Have at least four years of professional safety experience.

Why Companies Should Hire CSPs. Companies that hire CSPs enjoy an enhanced reputation. CSP certification is one of the most coveted credentials in the United States today. Having an individual who is certified in environmental positions, health and safety is an asset. Employers in many fields seek these professionals. They work with not-for-profit organizations, government agencies, businesses, various industries and consulting firms. In addition to this, many lawyers have started using CSPs as expert witnesses in trials where expert testimonies in health and safety are required. They have been involved in cases with OSHA citations, Workers Compensation, injury lawsuits and several other types of court proceedings. Many government and private agencies require CSPs in their contracts for assurance of experience and knowledge.

Employer Benefits of Hiring a CSP. Employers enjoy many benefits from hiring a CSP. The following are some of the most desirable advantages:

• The company name is associated with a prestigious global certification.
• An individual is identified as a source of expertise by extensive examination.
• Company relations with environmental, health and safety communities are improved.
• Enhances company reputation by keeping an individual certified in safety, health and environmental positions on staff.
• Establishes an examination basis for assessment of employee competency.
• Offers easy access to current information on applicable laws, regulations, consensus standards and licenses.
• Demonstration to other parties that certificate holders have been tested and deemed competent under the highest standards.
• Recognition of the highest level of professionalism in certified health, safety and environmental executives.
• Standards of practice for certification maintenance exemplify enhanced professional credibility.

EPA and OSHA standards show recognition of CSP certification in regulations, standards and laws. Many local and state government contracts require CSP services. These professionals continue to grow in value through government, public and employer recognition. They also continue growing in value because of the national accreditation benefit and the high standards they must abide by.

Shift workers tend to be more tired than the general population, which can lead to difficulty concentrating and slower reflexes. As a result, shift workers are more likely to make errors on the job or be involved in accidents. The stress of shiftwork might also cause such employees to acquire certain health conditions.

When an individual works at night, he or she is unable to get enough restorative sleep. Sleep following a night shift is usually shorter and less regenerative than sleep during the night would have been. During nighttime hours, body functions and brain activity slow down. Because the individual is already lacking sleep, he or she is likely to exhibit performance problems. Individuals who work rotating schedules will experience additional problems each time they must switch between day and night shifts.

In addition to fatigue and concentration problems, shiftwork can also lead to serious health problems. Research has shown that employees who work rotating shift schedules are more likely to experience digestive problems, such as nausea, constipation, and stomach ulcers. Heart conditions are also more common among shift workers than in the general population.

Because shiftwork is often unavoidable, it is important to design the work schedule so that it minimizes the stress of shiftwork as much as possible. A properly designed work schedule can prevent accidents, improve worker morale, and decrease the likelihood of employee health problems.

All workers have a natural circadian rhythm that tells their bodies when to sleep and be awake. For this reason, employees who must be at work during late night and early morning hours are likely to have more trouble focusing. Certain shift times might also prevent workers from seeing family and friends. To prevent problems that might result from unusual shift times, many employers avoid scheduling the same worker for late night or early morning shifts during all work periods.

Though it might seem like it would be easier for workers to adapt to an unusual shift if it were a permanent assignment, most workers readjust to a normal schedule on their days off. For this reason, the majority of employers assign shiftwork on a rotating schedule. Rotating schedules prevent a worker from constantly experiencing the stress associated with the night shift. However, rotating schedules require workers to make changes to readjust to new sleep patterns regularly. To prevent serious health problems, it is advisable to rotate a worker’s shift every few weeks, rather than weekly or after only a few days.

Another important factor to consider in shiftwork is the amount of time an employee has to rest. Employees who work eight-hour shifts have more hours in the day remaining for rest than employees who work 12-hour shifts. Unfortunately, the other tasks employees must perform after their shift will not decrease when they work overtime, so employees who work long shifts must often sacrifice sleep in order to make ends meet. To prevent a buildup of fatigue, employers of employees who must work long hours should avoid scheduling too many consecutive workdays for the same employee.

Employers who require workers to perform shiftwork should also teach employees effective coping skills to deal with the stress of the schedule. Employees working rotating shifts can improve their situations by getting as much sleep as possible during their time off. They should also make an effort to spend time with family and friends, exercise, and eat a balanced diet.

This creates an especially challenging situation for employers attempting to communicate benefit issues with their employees. It also means that employers need to develop benefit communication presentations that employees don’t dismiss instantly and discard if they want to communicate benefit matters effectively. One way to do this is by considering your specific employees when developing communications. By identifying various employee groups, you can then work to target or customize the communications toward them.

It’s important to first understand that topic interest is going to strongly vary from generation to generation, as each will have different current needs and goals for the future. The current work force consists mainly of three generations: Those born after 1980, Generation Y; those born from 1965 to 1980, Generation X; and those born before 1965, the Baby Boomer Generation.

Generation Y are those that are relatively young and still in the beginning stages of their career. This group isn’t very likely to be contemplating their retirement or the importance of retirement savings. As most of us not in this generation can remember, the fallacies of youth might include a feeling of infallibility and an assumption that bad things only happen to others. So, this group might not pay much attention to health benefit information. This generation is accustomed to fast-paced media imagery and usually don’t have very long attention spans. Therefore, this group is more likely to be receptive if the communication is concise and visually catching and received through electronic portals, such as email.

On the other hand, those in Generation X are at a much different point in their lives. Children, a mortgage, contributing to a child’s college education, caring for an elderly parent, and contributions to a future retirement are all common financial responsibilities of this age group, and these responsibilities often compete with one another. This group is usually established enough to know the importance of a retirement plan, but still might not be sufficiently contributing, if at all, due to balancing other financial obligations. Knowing what affects this group can be the perfect gateway to communication. For example, a retirement plan communication that has a budgeting tool as a highlight could serve to gain viewer attention. An EAP (Employee Assistance Program) with a resource and referral service to get elderly care and childcare services might also be something this group would find useful. So, EAP availability could be a highlight of a communication and gateway to discussing other benefits.

Baby Boomers are at the end of their careers and quickly nearing retirement. Many are scrambling to account for bad financial decisions or lapses in savings and preserve whatever they’ve managed to accumulate thus far. Age also brings an increasing concern about health care issues. Any communication that targets these issues is usually very well received by this generation. Many in this generation aren’t very computer savvy and respond better to non-electronic communications.

The bottom line on targeted communications is quite simple: Whatever is interesting and applicable to us now is what we are most likely to read and pay attention to now. It only makes sense that effective communication is best achieved by knowing what’s important and when it’s important, and then developing and presenting communications accordingly.

This is a fun one!

Everyone hates the Yankees, right? Even if you don’t, this is still fun.

Here is a chance to score a pair of Boston Red Sox tickets playing those dastardly Yankees (dastardly, I say) and help the Scottish Rite division of Vermont Masons help others.

Currently, our primary sponsored charities are: ‘Feed the 1000’’s; the ‘Warm Hands, Warm Heart Winter Clothing Project’; and the ‘Camp for Kids Program’.

We are happy to support this raffle for 2 tickets- July 8th at Fenway Park!

CLICK HERE TO GET STARTED

CLICK HERE TO VIEW OUR FLYER

Your support is greatly appreciated and will go a long way with these projects.

Thank you,

Robert Fagge

P.S       If you want to learn more about these programs; just e-mail me

Dear Business Owner,

Here at Campbell & Boyd, we support Vermont businesses; we reach out to almost 13,000 small and large businesses every month throughout our fair state. While we do not presume that all Vermont companies are exactly the same, look the same, or are even in the same business, there are many commonalities – most either want to make money or save money – and all want to protect themselves!

Our intent is to provide you with smart, intelligent and financially prudent ideas that could make you more successful; now, we know that ‘success’ means different things to different people, but usually, it’s always financial.

Each of our e-mails is designed to highlight a specific facet of business for you to consider. Our aim is to keep you informed of ‘best practices’ that other companies (many in your very same field) are doing to enhance theirs.

As you review our featured topics, and if you need further elaboration, we sincerely invite you to contact us; let’s discuss the merits of the topic and how we can help you and your business flourish.

Please review or discussion on Critical Illness. Many of our clients are purchasing Critical Illness coverage for themselves, spouses and even for certain ‘key-man’ employees.

Attachment- What is Critical Illness Insurance

Attachment- Critical Illness Coverage-My Story

Sincerely,

Robert L. Fagge

Senior Business Specialist

Thank you for the support!

James W. Winchester, NH

“Kathy and I have been with your agency for 25 years and have always been satisfied with your service and products we have needed. You have been of great help in claims and with just plain general questions. Thank you for being there for us over these many years. Blessings to you all and say hi to Don Campbell for us!”

Leave us your comments and testimonials simply by filling out this simple survey here!

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http://aom.imms.com/promotions/startpage.aspx?id=45

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CAMPBELL & BOYD

20 Technology Dr, Ste 4

PO Box 1260

Brattleboro, VT 05302

tel: 802-257-9500

email: ddboyd@campbell-boyd.com

Protect Your Clients From Financial Exposure In Litigation.

Now you can help guard your clients against excessive financial exposure in litigation, while raising your standard of care to a new level. All you need to do is recommend that they consider obtaining a Contract Litigation Insurance policy through Campbell & Boyd Insurance Services, Inc.

This innovative and affordable insurance is specifically designed to protect litigants from having to pay their adversary’s attorneys’ fees in a contract dispute.

Benefits To Your Clients At A Glance:
-Underwritten by AM Best rated A+ carrier
-Closes a gap in existing coverage
-Provides improved budget certainty
-Strengthens your settlement leverage

By making your clients aware of Contract Litigation Insurance, you are helping them feel more secure about the uncertainties of litigation and satisfying your responsibility to protect them in every possible way.

After all, you and your clients can be right and still lose.

To learn more about Contract Litigation Insurance call us.

tel: 802-257-9500

email: customerservice@campbell-boyd.com

Please read reviews of customers in Business Review 360°.

Here is one of our testimonials of a happy customer!

Elizabeth A. West Chesterfield

Campbell and Boyd Our Insurance company was always ready to assist us especially during storms they where there to help answer any question or fears we had about the policy. Luckily we have never had to use any of their services on our home.

CAMPBELL & BOYD

20 Technology Dr, Ste 4

PO Box 1260

Brattleboro, VT 05302

tel: 802-257-9500

email: ddboyd@campbell-boyd.com

When can a Litigant Purchase or Apply for a Policy?

Any litigant in a breach of contract lawsuit may purchase or apply for a CLI policy. The most cost effective time for a plaintiff to apply for a CLI policy is within the first 60 days of the initial filing of the lawsuit. The most cost effective time for a defendant to apply for a CLI policy is within 60 days of service of the complaint. After these optimal purchase periods have expired, an applicant may still apply for CLI coverage but the price to procure coverage may increase and the ability to place coverage may decrease.
What is Required for a Policy Application?

Applications are evaluated on an individual basis. The requirements include:

1. A “file stamped copy” of the complaint displaying the date on which the complaint was filed;

2. A copy of the underlying contract;

3. A completed one page CLI policy application

What is the Appropriate Amount of Coverage?

It is impossible to know how much your adversary will spend on litigation. However, it is usually safe to assume that your opposing party hires comparable counsel they will spend roughly the same amount on legal fees as you do. Contact us for a list of typical questions to consider when evaluating how much
coverage you need.
What is the Duration of the Coverage?

The coverage lasts the duration of the covered litigation. When the covered litigation terminates, the policy expires. What Triggers the Policy?

At the close of a trial or contested summary judgment, the opposing party must be found to be the prevailing party. The policyholder will then be ordered by the court to pay attorney’s fees for the opposing party.

Do I Already Have Coverage From My Existing Policies?

No. You may already have a commercial general liability policy (“CGL”), errors and omission policy (“E&O”), or other insurance that can cover certain defense costs. However, these coverages do not protect against the financial exposure of having to pay an adversary’s attorneys’ fees.

For more information Please Follow us on Facebook or LinkedIn!

CAMPBELL & BOYD

20 Technology Dr, Ste 4

PO Box 1260

Brattleboro, VT 05302

tel:  802-257-9500

email: ddboyd@campbell-boyd.com