Smart Thinking
Companies find that workplace literacy is key element of worker safety and employee morale
by Larry Aylward, managing editor
Ramiro Cuevas is living proof that workplace literacy plays an integral role in worker safety, as well as success in life.
In 1986, the 37-year-old Cuevas was hired as a member of the cleaning crew at Los Angeles-based Alpha Meat Packing Co., a processor of case-ready meats. At the time, the Mexican-born Cuevas spoke and comprehended little English.
"We could see he had much potential by his general working habits," says Steve Sayer, plant manager at Alpha. "He cared."
Today, Cuevas is supervisor of the cleaning crew, whose members include Alpha's top workers, Sayer claims. His proficiency in English has improved. He is a more composed and confident employee. Because Cuevas understands his responsibilities, his work environment has become safer for him and those around him.
"I'm very confident in the work I do," Cuevas says. "Any assignment is regarded as another challenge to be won. The educational benefits expanded my overall ability to work safely with chemicals."
Cuevas is a product of the Berlitz School of Languages, an international program that utilizes a simplified pronunciation system, eliminating confusing marks, signs and symbols. Alpha instituted the program in 1990.
Sayer is sold on the Berlitz School of Learning and workplace literacy in general. In the meat industry, if plant employees don't understand their roles, they can physically hurt themselves and others, Sayer believes.
Sayer has facts to support his claim. At Alpha, an employer of 75 percent minorities including Mexicans and other Latin Americans, injuries are on the decline. "We had 69 injuries in 1990 with about 300 lost working days," Sayer says. "Last year, we had 14 reportable injuries with only 37 lost working days."
Figure in large rebates in worker's compensation since 1990, and the proof is in workplace literacy.
The program has been a positive experience for Cuevas-twofold. As he improved his English, he has assisted his family-a wife and three kids-in improving their language skills.
More than the basics
As the world turns and technology spins more intricate, U.S. industry tends to the needs of its work force. Workplace literacy is a need that requires constant tending.
"If individuals don't understand what they are dealing with and they get hurt, not only do the employees suffer-which is first and foremost-the company suffers," says Steve Moyer, director of human resources for Hatfield Quality Meats.
Studies from the Bureau of Labor Statistics indicate that many workers are injured because they did not receive proper safety training. That is especially true in the meat industry, which is regarded as one of the most hazardous U.S. industries.
"It is essential, therefore, that employers develop, implement and maintain at the workplace a written comprehensive training program for all employees," according to USDA's Safety And Health Guide for the Meatpacking Industry. "A comprehensive, well-organized training program helps the employer to educate workers in safe work practices and techniques, and helps demonstrate the employer's concern for, and commitment to, safe work practices."
Workplace literacy is more than learning to read, write and add, points out Alice Sems, supervisor of the Greater Cleveland Literacy Council. It is about comprehending the nuances involved in one's employment environment. And the nuances change with technology.
Sems claims that U.S. businesses in all industries are finding that hard-working, reliable employees may be having problems adapting to modern technology.
For instance, a processing plant that institutes a Hazard Analysis and Critical Control Point program, complete with record-keeping procedures and computer methodology, may find that some of its most reverent employees have trouble grasping certain concepts of HACCP.
"What is going on in workplace literacy is that companies are discovering they have good workers but either the standards of the industry are changing, technology is changing or the workplace environment is changing," Sems says.
International Organization for Standardization (ISO) is gaining prominence in many industries, including the food industry. But ISO certification could be in jeopardy if a company has an ineffective workplace literacy program, Sems points out.
"A lot of business people don't realize that for a small investment in workplace literacy they could probably bring their companies further along," Sems says. "It would really pay off."
Hatfield Quality Meats has no formal on-site workplace literacy program set in motion. However, the Hatfield, Pa.-based company, one of the nation's largest meat packers, is not sidestepping the issue. Hatfield utilizes the many resources provided in its community.
If an employee requires education and training that is applicable to his or her job, the employee will get that chance to learn, Moyer says, citing the community's many volunteer programs, church and civic programs, and other outlets dealing with literacy.
"We are in a community that is blessed with many organizations that run evening programs," Moyer says. "We will work with employees in getting them into one of those programs or with tutors, if necessary."
Moyer claims Hatfield is committed to developing its employees.
"We have a strong promote-from-within philosophy," he says. "In order to do that, you need to nurture and develop what you have. That is crucial in helping people move forward, take on additional responsibilities and feel comfortable about it."
Columbus, Ohio-based Bob Evans Farms does not have a formal workplace literacy program in place, but the company encourages employees to improve their learning capacity by taking classes offered in various institutions and programs. Bob Evans offers encouragement partly through tuition reimbursement.
"We give employees the opportunity to take classes that they are interested in," company spokeswoman Tammy Roberts points out. "We do hope employees [take courses] that would be useful to them on the job."
Employees at Bob Evans' Springfield, Ohio, plant receive 100 percent tuition reimbursement if they receive "C" grades or better in classes.
Madison, Tenn.-based Odom's Tennessee Pride Sausage encourages its employees to pursue general equivalency diplomas (GEDs) and higher education. Odom's will reimburse an employee up to $1,500 annually in tuition.
Model program
Red meat packers and processors may want to take notice of the workplace literacy program offered by Mount Olive, N.C.-based Carolina Turkeys.
Workplace literacy is a component of Carolina Turkey's managing total quality program, points out Dennis Pittman, Carolina Turkey's president of human resources.
"We need people who can read and write at a level that would allow them to understand the managing total quality process, including statistical process control, quality management skills and analytical skills," Pittman says.
Carolina Turkeys employs a diverse work force, including South Koreans, Filipinos and Hispanics from Venezuela, Honduras, Paraguay, Puerto Rico and Mexico.
The company has teamed up with a local community college to provide adult basic education and a GED program. The college also offers English as a second language to the company's Spanish-speaking employees. In turn, Carolina Turkey management personnel are taught Spanish in beginner and intermediate courses.
"We're trying to get it so our management people can better communicate with our Hispanic associates," Pittman notes.
But the main focus of the program shines on the nearly 2,200 plant employees.
"Our emphasis is aimed at more associate involvement in the operation of the company," Pittman says. "Management-wise, we are a very thin company with one president and five vice presidents."
Workplace literacy is extremely important to worker safety, Pittman points out.
"All of our signage is in Spanish and English," he says. "But in order for employees to truly understand the safety factor, they need basic reading skills.
"And we have found that by investing in these people from a training aspect that it does help to prevent accidents."
The human touch
Alpha's Sayer has a simple philosophy: "My main objective is to train, train and train again," he says.
Plant employees at Alpha must be safety certified by verbal and written means before they can begin a new job task. They are often subjected to written tests.
No, Sayer wasn't a college professor in his previous life. Ultimately, he just wants to see his employees succeed in the job of life, in and outside Alpha.
Sayer realizes that the morale of his employees will soar if they realize they are cared for by the company they work for. Because they are offered the chance to improve their mental capacities, Alpha employees sense they are important contributors to the company.
"There's a human factor involved," Sayer stresses. "You instill confidence in people and treat them as human beings. You show that you have a genuine concern for their welfare."
If Ramiro Cuevas ever decides to leave Alpha, Sayer knows he will be losing a diligent employee. And Sayer will know that Alpha played a major role in educating Cuevas through its workplace literacy program.
But Sayer would wish Cuevas the best. He would probably throw Cuevas a good-bye bash.
"We have lost people here. They have moved on after we have taught them," Sayer says. "But I just smile and say, 'Right on. You found someone else that can pay you more than I'm capable of paying you right now.'
"But I know those people have kind words for Alpha. We are all here to help each other."
Teach your employees well
Companies do not need to rely solely on in-house workplace literacy programs to provide sufficient training to employees. According to Agency Sales Magazine, companies can help curtail costs of a full-fledged program but still get the job done by utilizing the following procedures:
-- Cooperate with other small businesses within the industry and local community colleges, four-year colleges or universities to provide basic training skills.
-- Provide on-site, job-specific training through joint programs with community colleges or local libraries.
-- Help workers pay tuition if they enroll in adult education classes at colleges or universities during non-working hours.
-- Work with state and local governments to increase programs for adults who desire to upgrade their learning skills.
-- Utilize technical specialists to assist in the teaching process.
-- Utilize the area's board of education and literary services to provide on-the-job training.
-- Utilize local community colleges, four-year colleges and universities in instituting in-house programs.