William Charles, Ltd.

1
William Charles, Ltd.

• Smart Hiring Protocol

2
Why smart hiring?

• In 2003 William Charles had an employee who
  worked for us for 27 hours..his back injury claim
  closed out in 2004 for 175,000, almost 6,500
  per hour for a pre-existing condition
• Increase in median age of the workforce-by 2010,
  51 of the labor force will be age 40 or older.
  78 Million Baby Boomers with oldest turning 57
• Declining health-prevalence of obesity and
  diabetes have significantly increased

3

• Declining workforce-10 decrease in 35-44 year
  old labor force between 2000 and 2010
• Decrease in retirement certainty-causing people
  to work longer
• Increase demand for productivity-with employers
  giving equal emphasis to cost savings
• Increasing health care costs
• Increasing workers compensation costs-both direct
  costs and indirect costs

4

• The question becomes..how can we hire the right
  people?

5
Steps William Charles has taken to minimize
exposure1. Post-Offer MVR Review
6
Post Offer MVR Review - Driver Evaluation Form

• Company _________________________________________
  __________________________________
• Name ___________________________________________
  Date _____________________________
•  
• Instructions
•  
• 1.      Review the employee's MVR and assign
  appropriate points for each violation in the
  score box.
•  
• A. Number of Accidents (within the last 3
  years) Points Score
• _____ None 0 _____
• _____ 1 1 _____
• _____ 2 2 _____
• _____ 3 5 _____
•  
• B. Major Violations (within the last 3 years)
• _____ None 0 _____
• _____ Hit and run, leaving the scene of an
  accident 6 each _____
• _____ Driving under the influence of alcohol or
  drugs 6 each _____
• _____ Any felony, homicide, or manslaughter
  involving 6 each _____

7
Rockford Blacktop Construction Company  

• Hiring Flow Chart

8
DIVISION MANAGER Tim Bridges (Operators)
509-3789 Wendy Stine (Laborers/Teamsters 509-4755
Joe Perkins (Residential) 509-3615 Butch Taylor
(Shop) 654-4744 Sean Rafferty (MMI) 509-3735 Mar
k Read (REP) 509-3637 ECI 654-4726
Names of People? Position?
LYNN ULRICH 654-5254 Office 985-1400 Cell
JULIE VERNETTI 397-8262 Office 985-5956 Cell
Backup
Brookside will send results to Julie / Lynn
ORS - Lynn will set up apps.
Negative Go to ORS. ORS will call Lynn / Julie
Positive No Hire Go Home
Lynn Ulrich Call Division Manager Failed Test
Division Manager Pass or Fail
9
Post-Offer Continued

• 2. Post Offer Drug Test
• 3. Post Offer CDL Physical (if required)
• 4. Post offer Comprehensive Test
• WorkSTEPS
• This is a 1.5 to 2 hour test. Medical questions
  and several medical tests are included to
  objectively quantify pre-existing conditions and
  cumulative traumas to determine their effect upon
  significant and impending risk as it relates to
  the position in question.

10
WorkSteps Program

FUNCTIONAL JOB DESCRIPTION/ANALYSIS     Company
Name William Charles Rockford Blacktop
Date of Analysis 11-2004 Analysis by Rex
D. Brown, MS EP Company Representatives Casey
Long, Safety Coordinator   EMPLOYER AGREEMENT
The information in this analysis is an accurate
representation of the physical demands of this
specific job.   __________________________________
_____ _____________________________________ Employ
er Representative Date Provider
Representative Date Job Title Small Paver
Laborer Composite Crew   Training
Requirements No experience required, on the job
training Does job require team members? Yes
work with crew of laborers, operators,
drivers Rotation of shifts? No Rotation of
duties? No Work/Shift hours
1 shift 9 hours per day, 45 hours per
week Number of days/week 5 days per
week Overtime? Yes, 5 hours per week May
thru Thanksgiving Breaks Taken at slow-down
in work or when traveling Structure Hourly
wage     Skill Requirements (ie.
Reading/writing, math, language, time management/
meeting deadlines, meeting standards, etc.)
   1.        Must be able to communicate with
other laborers, operators, and the foreman
regarding placement of hot-mix in the appropriate
areas 2.        Must be able to estimate the
appropriate amount of hot mix to shovel or rake
into position 3.        Must be able to
communicate with the use of a radio in the
truck 4.        Must understand and demonstrate
driving rules of the road and general
traffic 5.        Must have basic understanding
of numerical order for determining/finding
addresses 6.        Must be able to understand
and read maps for specific locations 7.       
Must meet production deadlines and the
application of hot mix within the appropriate
time 8.        Must be aware of traffic, workers,
and moving equipment 9.        Must follow all
rules of safety as defined by the employer and
required by all applicable regulations  
11
(No Transcript)
12
Page 3 Job Description Rockford Blacktop,
Small Paver Laborer Composite Crew   Work Pace
Description (include terms like consistent,
variable, etc.) The work pace can vary from
continuous working to taking several short breaks
waiting for trucks to bring hot-mix. Traveling
also varies from driving/riding for a few minutes
to up to 1-2 hours. Machinery/Tools/Equipment
(include safety equipment and apparel)
ITEM (weight in pounds)
R O F C Equipment/Tools Shovel (lt 5
lb.) X Rake (lt5 lb.) X Broom (lt5
lb.) X Tamper (20 lb.) X Compactor (120-158
lb.) X Fuel Cans (40 lb.) X Diesel Sprayer
(lt25 lb.) X Propane Tank (lt25 lb.) X Water
Hose (lt10 lb.) Safety Equipment Heavy Boots
(wt. negligible) X Safety Vest (wt.
negligible) X (Rrare O-occasional
Ffrequent Cconstant) Work Environment
SITUATION specifics
N R O F C Unprotected heights X Moving
Equipment trucks, paver, roller, skid loader,
general roadway traffic X Changes in
Temperature outdoors early Spring thru late
Fall X Humidity outdoors early Spring thru
late Fall X Dust road dusk from gravel,
dirt, etc. X Fumes/odors hot-mix and heavy
equipment/traffic exhaust X Gases exhaust
from heavy equipment/traffic X Chemicals
hot-mix and diesel fuel X Radiation
NA X Toxic waste NA X Explosives NA X Working
indoors (include of day) 0 X Working
outdoors ( )
100 X (Eessential Mmarginal Nnever
Rrare O-occasional Ffrequent Cconstant)  
13
Page 4 Job Description Rockford Blacktop,
Small Paver Laborer Composite
Crew   Driving/Transporting NA/Yes/No Explain/Des
cribe Does worker load/unload? Yes Equipment out
of light truck Is regular job long or short
hauls? NA Travel from a few minutes to lt1
hour Typical driving hours without
interruption? lt 1 hour Seat type Bench style
pick-up seat Automatic transmission? Yes Power
steering? Yes Team Driving? Yes Driver for the
crew may vary
Material Handling

Percentage of the Workday (8
hr.) Material Handling Item/Describe/Weight
Capacity in Pounds Rt/Lt 0 1-5 6-33 34-66 67-100
(Eessential / Mmarginal) Floor to waist 2-arm
lift X Floor to waist 1-arm lift Right X Left X
12 to waist lift 60-79 lb. 25 lb. Rare lift
would include team lift of compactor
Occasional lift is for sprayer/fuel
cans Waist-level lift X Front carry lt5
lb. Carry shovel, rake, broom Shoulder
carry X Side 1-arm carry Right Up to Fuel
can, sprayer, propane tank Left 25 lb. Waist
to shoulder lift X Above shoulder lift
X Pushing 35 lb. Push force when using
rake to push hot-mix into position
push compactor Pulling 5 lb. Pull
force when using rake to pull hot-mix
into position pull compactor
KEY Never Not at all (0 hr.) Rarely
(maximum) 1- 5 of the work day (0.5 hr)
Occasionally (heavy) 6-33 of the work day
(3 hr.) Frequently (moderate) 34-66 of the
work day (5.5 hr) Continuously (light)
67-100 of the work day (8 hr)
14
Page 5 Job Description Rockford Blacktop,
Small Paver Laborer Composite Crew
Functional Positions/Activities Percentage
of the Workday (8 hr.) Functional
Positions 0 1-5 6-33 34-66 67-100 Specific
Task Repeated squat X Shoveling Sustained
deep squat X Repeated forward bend in
stand X Shoveling, raking, sweeping,
tamping Sustained forward bend in
stand X Shoveling, raking, sweeping Repeated
forward bend in sit X Sustained forward bend in
sit X Twist/Rotate in stand X Shoveling in
limited space Twist/Rotate in sit X neck Drivin
g, watching for traffic Sustained
kneel X Crawl X Step up/step down X Back of
truck, curb, uneven surface Climb
X Truck Climb ladder X Shoveling/scooping X
Hot-mix Throwing X Hot-mix with
shovel Reach forward X Shoveling, raking,
sweeping, tamping Reach to side X Reach
overhead X Sustained elevated reach X Repetitive
reach with shoulder(s) X Shoveling, raking,
sweeping, tamping Balance X Walking,
standing, climbing Sit continuously X Sit
intermittently X Stand continuously X Stand
intermittently X Walk continuously X Walk
intermittently X Walk uneven/slippery
ground X Unfinished pavement,
curbing Talking/communicating X Hearing X Tas
ting/Smelling X Seeing - Far (gt20 feet) X
Near (lt20 inches) X
Mid Range X Depth
Perception X Field
Viewing X
15
Page 6 Job Description Rockford Blacktop,
Small Paver Laborer Composite Crew
Hand/Wrist/Upper Extremity Use Specific
Function Left Right Specific Task Simple
grasp Yes Yes Handling tools Fine
manipulation No No Medium dexterity Yes Yes Handli
ng tools Forearm/Wrist rotation No No Power
grip Yes Yes Handling tools Palm-down
Grasp No No Push/pull Yes Yes Shoveling to sides,
raking, sweeping Bi-manual dexterity Yes Yes Handl
ing rake and shovel Use of power tools No No Use
of non-power tools Yes Yes Shovel/rake, broom,
tamper Pounding or Vibration Yes Yes Tamping Repet
itive Actions/ Reaches Yes Yes Handling tools
16
Post-offer WorkSTEPs

• Ask medical questions
• Perform medical and functional evaluations
• Baseline Full Body Musculoskeletal Eval
• Computerized Joint Test
• Compares strength
• Compares endurance
• Identifies ligament tears
• Checks consistency of effort
• May look at any joint in body

17

• Expand scope of evaluation and refer if needed
• Require safe performance of job related functions
• Give capable/not capable recommendations

18

• August 29, 2005
•   
• William Charles Rockford Blacktop, Small Pavers
  Crew
• 4920 Forest Hills Rd.
• Loves Park, IL 61111
•  
• RE Joe Doe (Composite Crew Laborer)
• Completed evaluation at 1045am
•  
• Dear Lynn Ulrich,
•  
• Summary of Test Results
•  
• We offer you the following opinion concerning the
  individuals present abilities to safely and
  successfully perform the essential functions of
  the position for which he/she was tested
• _X__ IS CAPABLE of performing the essential
  functions of the position sought and does not
  have any present or past medical
  condition/impairment that we believe would pose a
  significant risk to him/herself or others should
  he/she be placed in the position sought.
• ____ NOT CAPABLE of performing the essential
  functions of the position sought and does not
  have any present or past medical
  condition/impairment that we believe would pose a
  significant risk to him/herself or others should
  he/she be placed in the position sought.
• ____ NOT CAPABLE of performing the essential
  functions of the position sought because
  applicant does have a present or past medical
  condition/impairment that we believe would pose a
  significant medical risk to him/her or others
  should he/she be placed in the position sought.
•  
•  

19
August 29, 2005 Page 2     Summary of Test
Procedures and Principles   As part of the test,
we obtained a medical history of the individual
and collected baseline data concerning the
individuals physical conditioning and specific
functional limitations. The primary purpose of
the test, however, was to evaluate 1) the
individuals ability to successfully perform the
job related essential functions of the position
sought and 2) whether there was objective
medical evidence that performance of the job
related essential functions would pose a risk to
the health or safety of the individual or others.
The test was conducted based on our
understanding of the job related essential
functions of the position sought by this
individual and the traditional physical demands
associated with performance of those essential
job functions.   Our test is designed to assist
employers in making an individualized assessment
as to applicants and employees qualifications
consistent with legal principles set forth in the
Americans with Disabilities Act (ADA). The ADA
prohibits covered employers from denying
employment opportunities to otherwise qualified
individuals with disabilities who can perform,
with or without reasonable accommodation, the job
related essential functions of the positions
sought or held. The ADA also permits employers
to adopt qualification standards that employees
not pose a direct threat of harm to themselves or
others. Currently, the U.S. Equal Employment
Opportunity Commission defines direct threat as
a significant risk of substantial harm that
cannot be eliminated or reduced through
reasonable accommodation.   If necessary,
appropriate, and requested, we are available to
engage in further examination, testing, or
discussion with the individual noted above, to
ensure that you have accurately assessed his/her
qualifications for employment with your company.
For example, in assessing whether a direct threat
exists, the ADA requires employers to consider
the duration of the risk, the nature and severity
of the potential harm, the likelihood that the
potential harm will occur, and the imminence of
the potential harm. Depending on the nature of
the medical condition/impairment identified in
our test, the risks posed by the position sought,
and the scope of protection afforded by state
law, it might be appropriate and/or necessary for
your company to engage in an interactive dialogue
with the individual being tested to explore
potential reasonable accommodations that would
facilitate safe and successful performance of
essential job functions.   We hope this
evaluation has been helpful. Please contact me
if you have any questions.   Sincerely,   Rachel
K. Viel, M.S., P.T., C.W.C.E.
20

• June 13, 2005
•  William Charles Marengo Disposal
• 4920 Forest Hills Rd.
• Loves Park, IL 61111
•  
• RE John Doe (Residential Driver)
• Completed evaluation at 530pm
•  
• Dear Lynn Ulrich,
•  
• Summary of Test Results
•  
• We offer you the following opinion concerning the
  individuals present abilities to safely and
  successfully perform the essential functions of
  the position for which he/she was tested
• ____ IS CAPABLE of performing the essential
  functions of the position sought and does not
  have any present or past medical
  condition/impairment that we believe would pose a
  significant risk to him/herself or others should
  he/she be placed in the position sought.
• _X__ NOT CAPABLE of performing the essential
  functions of the position sought and does not
  have any present or past medical
  condition/impairment that we believe would pose a
  significant risk to him/herself or others should
  he/she be placed in the position sought.
• ____ NOT CAPABLE of performing the essential
  functions of the position sought because
  applicant does have a present or past medical
  condition/impairment that we believe would pose a
  significant medical risk to him/her or others
  should he/she be placed in the position sought.
•  
•  
• Basis for conclusion

21

• June 13, 2005
• Page 2
•  
• Summary of Test Procedures and Principles
•  
• As part of the test, we obtained a medical
  history of the individual and collected baseline
  data concerning the individuals physical
  conditioning and specific functional limitations.
  The primary purpose of the test, however, was to
  evaluate 1) the individuals ability to
  successfully perform the job related essential
  functions of the position sought and 2) whether
  there was objective medical evidence that
  performance of the job related essential
  functions would pose a risk to the health or
  safety of the individual or others. The test was
  conducted based on our understanding of the job
  related essential functions of the position
  sought by this individual and the traditional
  physical demands associated with performance of
  those essential job functions.
•  
• Our test is designed to assist employers in
  making an individualized assessment as to
  applicants and employees qualifications
  consistent with legal principles set forth in the
  Americans with Disabilities Act (ADA). The ADA
  prohibits covered employers from denying
  employment opportunities to otherwise qualified
  individuals with disabilities who can perform,
  with or without reasonable accommodation, the job
  related essential functions of the positions
  sought or held. The ADA also permits employers
  to adopt qualification standards that employees
  not pose a direct threat of harm to themselves or
  others. Currently, the U.S. Equal Employment
  Opportunity Commission defines direct threat as
  a significant risk of substantial harm that
  cannot be eliminated or reduced through
  reasonable accommodation.
•  
• If necessary, appropriate, and requested, we are
  available to engage in further examination,
  testing, or discussion with the individual noted
  above, to ensure that you have accurately
  assessed his/her qualifications for employment
  with your company. For example, in assessing
  whether a direct threat exists, the ADA requires
  employers to consider the duration of the risk,
  the nature and severity of the potential harm,
  the likelihood that the potential harm will
  occur, and the imminence of the potential harm.
  Depending on the nature of the medical
  condition/impairment identified in our test, the
  risks posed by the position sought, and the scope
  of protection afforded by state law, it might be
  appropriate and/or necessary for your company to
  engage in an interactive dialogue with the
  individual being tested to explore potential
  reasonable accommodations that would facilitate
  safe and successful performance of essential job
  functions.
•  
• We hope this evaluation has been helpful. Please
  contact me if you have any questions.
•  
• Sincerely,
•  
• Lester Walt Rebman, P.T.

22
Results to Date

• WC Waste Group October 2004-present
• 44 tested
• 5 Not Capable
• WC Construction Group April 2005-present
• 51 tested
• 2 Not Capable
• Within the WorkSteps program, 7 fail Job
  performance criteria, the further north you go
  the higher the is due to colder weather

23
Immediate Benefits/Future Benefits

• Hiring capable person for specific position
• Detailed Job Descriptions used for hiring,
  modified r-t-w and r-t-w
• Prevention of pre-existing injury exposure
• Injury management if injury does occur, early
  intervention
• R-T-W program/Fit for Duty /Modified Duty
• Baseline information
• Less exposure for medical costs, disability

24
(No Transcript)
25
(No Transcript)
26
(No Transcript)