The SafetyPro Podcast
Education • News • Business
This community is all about safety professionals supporting each other. I wanted to create a space for us to support each other, share our thoughts, ideas, and resources confidentially - with trust and integrity. Join me in the SafetyPro Community TODAY!
Interested? Want to learn more about the community?
ENV: The "Tesla" of Farm Equipment

Being the total geek that I am, I saw this article from Bloomberg and had to share it.

Wente Vineyards typically picks its grapes late summer and fall, but it harvests its complaints months earlier.

Like most vinyards, Wente sprays its grapes with fungicide in the spring. But its vines crawl around a dense patchwork of neighborhoods in Livermore, Calif., about 30 miles east of San Francisco Bay. If Wente crews dust the plants after 6 a.m. on a weekday, they run afoul of laws regulating air quality around schools and daycares. Dust before 6 a.m., and the phone starts ringing with calls from people who prefer a traditional alarm clock to the rumble of a diesel tractor.

“If harvest is the Super Bowl, fungicide season is the playoffs,” says Niki Wente, viticulture manager at the five-generation wine producer.

Next season, however, Wente hopes to be more simpatico with its neighbors, thanks to two new electric machines from Monarch Tractor. The 12-foot long vehicles would start crawling the property at four a.m., with their battery-driven motors making about as much noise as a toaster. What’s more, the rigs would drive themselves, so Wente’s field hands can chaperone far from the cloud of fungicide, which tends to irritate skin and eyes.

“It’s really fitting the bill on a number of fronts in terms of making everybody’s lives better,” Wente says.

Electric vehicle technology has finally arrived in heavy machinery, thanks to battery breakthroughs, a small crop of startups like Monarch, and investors hungry for the next new thing on wheels. The future of transportation is about to hit the Heartland.

The tractor market lives and dies on huge machines. Corn, wheat, and soybeans comprise roughly half of U.S. farm revenue, and those crops are best planted and picked by something called a combine harvester, which looks like a utility shed on wheels and carries a massive rake-like implement that can swallow up to 32 rows of corn at a time. A fully kitted combine fetches low seven figures these days, and commercial farming operations seldom hang onto them for more than five seasons, lest they risk a breakdown in the 20 or so days a year that they are running almost nonstop.

The business model at a contemporary tractor company is essentially elephant-hunting. These 25-ton machines are to an outfit like Deere & Co. what jumbo jets are to Boeing or pickups are to Detroit; they largely carry the company. At CNH Industrial, a global conglomerate that makes big machines including tractors, roughly one in 10 revenue dollars — some $2.3 billion — came from combines last year.

But while honking combines is where big money is, the market is quickly moving downscale. According to Deere, of the 305,000 tractors bought in North America last year, some 68% were models with less than 40 horsepower. The big rigs, meanwhile, are fallow. The market for tractors with over 100 horsepower peaked in 2013. Last year, Americans bought just 6,605 combines.

Tractors and other vehicles in the $292 billion global market for machinery equipment are playing an outsized part in climate change. According to the Environmental Protection Agency, in the U.S. alone, tractors burn 5.3 billion gallons of fuel a year, and agriculture accounts for 10% of the country’s greenhouse gas emissions — about one-third as much as the country’s planes, trains, and automobiles. That, increasingly, is creating more incentive to throw R&D money at a small machine with fresh, perhaps fussy technology.

Mark Schwager is best known for designing and building Tesla’s Gigafactory in Nevada. Today, as Monarch’s co-founder and president, he oversees a more modest 30,000-square foot building not far from the Wente grapes that serve as the company’s headquarters, R&D lab, and beta factory.

In a V-neck sweater and jeans, with a face mask pulled over his bicep and Apple AirPods perched in his ears, Schwager hops on Facetime from the Monarch nerve center. Behind him, a massive American flag hangs from the rafters, and a crowd of workers carrying laptops swarms one of the company’s first complete machines. It looks, well, like a tractor. The controls are similar to those found on any similar-sized rig, and it’s tooled to hook up to most farm implements, from trailers to plows.

“That’s very intentional,” Schwager says. “Farmers are familiar with tractors. We have to fit in the existing farm ecosystem.” The seat, however, is designed to be less than cushy, a subtle nudge to encourage the human to hop off and let the robots do the work.

The rig’s battery — packed into a block rather than a flat, Tesla-style skateboard — is carried up front, counter-balancing the weight of anything hitched to the rear. Monarch declined to disclose the size of its battery but said it could power about 10 hours of average work, like spraying, or 5 hours of heavier tasks, such as plowing.

Monarch has a simple solution to the range-anxiety rife on roads; its machine is engineered to swap batteries easily. With two batteries and a relatively fast charger, Monarch says its rig can run 24/7. The vehicle also doubles as a giant rolling generator, a feature that Ford Motor Co. uses as a major selling point for its all-new electric pickup.

Cameras on the sides feed a continuous stream of images that inform where and when to plant. Farmers call this ground-truthing. Right now, it requires a hands-on approach and hours of bumpy pickup rides to far-flung corners of an ag empire.

The machine’s brains are wired into the roof, where algorithms process sensor data. When Wente sprays its grapes, for example, the tractor's roof is steering the rig, aiming the nozzles, and adjusting in real-time based on wind and weather.

The only visible hint of the rig’s high-tech guts is an iPad-sized screen bolted to the pillar of the cockpit. While a farmer can fiddle with the old-fashioned levers, a few taps on the touch-screen accomplishes the same tasks and more. Bumping through an orchard, the operator can order spare parts, tweak a charging schedule or decide which recent field photos to upload to shoppers cruising the produce section of a grocery store. “It’s eventually going to be a tool that allows farmers to tell their story,” Monarch co-founder and CEO Praveen Penmetsa explains, “and get more value for their crop.”

post photo preview
Interested? Want to learn more about the community?
What else you may like…
Videos
Podcasts
Posts
Articles
Coffee Topic: More Cal/OSHA Fun...

Happy Wednesday! Check out this story. Can you imagine a scenario where ANYONE can grant OSHA access to your site? 👇

00:08:37
Coffee Topic: When is your safety fix good enough?

Happy Tuesday! Ok, here is another one for you...👇

00:11:25
Coffee Topic: Rental Scooters! Ugh

Happy Monday! Here is my old man rant for this week. Let me know what you think. 👇

00:05:04
California Outdoor Heat Illness Regulations: Key Measures for Summer Heat Inspections

This Ogletree Deakins podcast episode delves into the California outdoor heat illness standard, focusing on implementation and Cal/OSHA enforcement.

Kevin Bland and Karen Tynan discuss effective outdoor heat illness training practices for supervisors and employees, the benefits of onboarding training, and water and shade access requirements, and also offer best practices for employers implementing high-heat procedures.

California Outdoor Heat Illness Regulations: Key Measures for Summer Heat Inspections
Dirty Steel-Toe Boots, Episode 10: Corporate Counsel’s Role Managing OSHA Compliance

In this episode of Dirty Steel-Toe Boots, host Phillip B. Russell has an enlightening conversation with Lori Baggett, an in-house corporate counsel with responsibility for legal issues related to workplace safety and health and Occupational Safety and Health Administration (OSHA).

Lori discusses how her experience as a former outside counsel helps her add value to her role as vice president and assistant general counsel. She offers practical tips for in-house counsels responsible for OSHA matters, including those with limited experience in this area.

Lori also shares some tips for in-house safety professionals on best working with their legal departments to improve safety and manage liability. Phillip and Lori have a candid and insightful discussion about diversity, equity, and inclusion in the legal profession.

Dirty Steel-Toe Boots, Episode 10: Corporate Counsel’s Role Managing OSHA Compliance
EP 116: Safety and the Younger Workforce

A comprehensive public health strategy is needed to protect younger workers, Centers for Disease Control and Prevention researchers say after their recent study showing that the rate of nonfatal on-the-job injuries among 15- to 24-year-olds is between 1.2 and 2.3 times higher than that of the 25-44 age group. Have a listen and join in on the conversation - what has been your experience working with younger workers and safety?👇

EP 116: Safety and the Younger Workforce
North Carolina Expanding Workplace Violence Prevention Act?

North Carolina’s Senate Bill (SB) 484, sponsored by Senators Timothy Moffitt, Warren Daniel, and Danny Britt, would amend the Workplace Violence Prevention Act by allowing employers to seek restraining orders against “mass picketing” that blocks access to businesses and public roads.

  • North Carolina is one of several states that have specific workplace violence prevention laws.
  • North Carolina’s Workplace Violence Prevention Act, N.C. Gen. Stat. Chapter 95, Article 23 (WVPA) allows employers to pursue certain protections on behalf of their employees who face “unlawful conduct” (i.e., physical violence or threats thereof), including by obtaining civil no-contact orders, and to prevent discrimination and retaliation against employees who miss work because of domestic violence or other harassment.
  • Recently introduced legislation would amend the WVPA’s definition of “unlawful conduct” to include mass picketing that would hinder or prevent the “pursuit of any lawful work or ...
Memorial Day Remembrance 🇺🇸

For those that gave all they had, we remember you on this day, and all other days. 🫡

Happy Mother’s Day! 🌹

Happy Mother’s Day to all the amazing moms in our community! Your love, grit, and guidance shape more than just families—you shape our society. From raising the next generation to leading by example, your impact is immeasurable. Today, we honor and thank you for everything you give. ❤️

post photo preview
post photo preview
The Leadership Shadow
Leading by Example - Leaders Eat Last

Summary of Key Point:

People don’t follow words; they follow actions. A leader’s behavior creates the foundation of the team’s culture. If you expect accountability, trust, and excellence, you must embody those values yourself. By consistently demonstrating the behaviors you want to see, you establish trust and set clear expectations without relying solely on directives or policies.

Application in Your Life:

Leadership by example means embracing the habits and attitudes you wish to see in others. For example, if you want your team to prioritize safety, ensure you’re always following safety protocols yourself—even when it’s inconvenient. If you value open communication, regularly share your own thoughts and listen actively when others speak. Over time, your actions become a benchmark for the team, shaping their daily decisions and attitudes.

Reflection Points:

  1. How closely do my actions align with the values I talk about?
  2. Are there instances where I’ve sent mixed signals through my behavior?
  3. What’s one small change I can make today to better model the values I expect from my team?

Teaching Approach:

  • Explain the Concept: Use the “parent-child” analogy—children watch their parents’ actions more closely than they listen to their words. In the same way, team members internalize the behavior their leader demonstrates.
  • Activity: Ask participants to identify a specific behavior or value they want their team to adopt, such as punctuality, attention to detail, or respectful communication. Then have them outline one practical way they will consistently model that behavior in their daily work.
  • Follow-Up: Encourage participants to track their efforts for a week and note any changes in their team’s behavior, sharing observations in the next meeting. This can lead to a group discussion on what worked, what was challenging, and how modeling behaviors can create lasting cultural shifts.
Read full Article
post photo preview
Daily Leadership Topic: The Johari Window
Building Self-Awareness Through Feedback

Summary of Topic:
The Johari Window is a tool that helps individuals understand themselves better through feedback and self-disclosure. It’s divided into four quadrants:

  1. Open Area (known to self and others) – What you’re aware of and others see too.
  2. Hidden Area (known to self but not others) – What you choose not to share.
  3. Blind Spot (not known to self but known to others) – What others see but you don’t realize.
  4. Unknown Area (not known to self or others) – What hasn’t yet been discovered.

The goal is to expand the Open Area by giving and receiving feedback, fostering trust, and promoting personal growth.

Application in Your Life:
Identify a trusted colleague or mentor and ask for constructive feedback. Start by sharing something about yourself (reduce the Hidden Area) and ask for insights into how you’re perceived (reduce the Blind Spot). Over time, this transparency improves communication and strengthens relationships.

Reflection Points:

  1. What’s one piece of feedback I’ve received that helped me see my blind spots?
  2. How can I create a safe environment for open feedback with my team?
  3. What steps can I take to increase the Open Area and improve my self-awareness?

Teaching Approach:

  • Explain the Concept: Use a simple analogy—like cleaning a foggy mirror, honest feedback helps us see ourselves more clearly.
  • Activity: Have participants pair up and share one strength they feel confident about and one area they’d like feedback on. Then, discuss how the Johari Window helps them expand their Open Area.
  • Follow-Up: Encourage them to seek feedback regularly and track how it impacts self-awareness and performance over time.
Read full Article
post photo preview
OSHA Ends COVID-19 ETS for Healthcare Workers
Should they simply update existing Standards?

From the Federal Register:

OSHA issued the healthcare ETS under section 6(c) of the Act (29 U.S.C. 655(c)) ( Occupational Exposure to COVID-19; Emergency Temporary Standard,86 FR 32376 (June 21, 2021), codified at 29 CFR 1910.502, 1910.504-.505, and 1910.509). Under section 6(c)(3) (29 U.S.C. 655(c)(3)), an ETS initiates rulemaking proceedings under section 6(b) and the ETS "as published shall also serve as a proposed rule for the proceeding."

When the COVID-19 pandemic started in 2020, OSHA initially responded to COVID-19 in the workplace by creating guidance documents and using its existing enforcement tools. The agency pursued a two-pronged strategy: (1) enforcing existing standards such as those for Personal Protective Equipment (PPE), Respiratory Protection, and Bloodborne Pathogens, as well as the General Duty Clause of the OSH Act (29 U.S.C. 654(a)(1)), and (2) working proactively to assist employers by developing guidance documents addressing how to reduce occupational COVID-19 hazards.

On January 21, 2021, President Biden issued Executive Order 13999 directing OSHA to consider whether "any emergency temporary emergency standards on COVID-19" were necessary (86 FR 7211). On June 21, 2021, the agency promulgated the COVID-19 ETS applicable to healthcare. Because, under the OSH Act, this ETS also served as a proposal for a final standard, OSHA received 481 unique public comments on the ETS during the first open comment period between June 2021 and August 2021 (Docket OSHA-2020-0004).

Following the issuance of the ETS, OSHA received petitions urging the agency to adopt a permanent standard to protect healthcare workers from COVID-19 from the American Nurses Association, the International Association of Fire Chiefs, the Service Employees International Union (SEIU), and National Nurses United (NNU) (Document ID 1518; 1519; 1521; 1522; 1524; 2175). Over forty unions and organizations supported the NNU petition urging OSHA to adopt a permanent standard for COVID-19 in healthcare establishments and issue a separate, broader Infectious Diseases standard.

On December 27, 2021, OSHA announced on its website that it would be unable to finalize a COVID-19 standard for healthcare "in a timeframe approaching the one contemplated by the OSH Act" and since the end of December 2021, OSHA has not enforced the ETS beyond the recordkeeping and reporting requirements in 29 CFR 1910.502(q) and (r). Instead, OSHA has relied on existing standards and the General Duty Clause of the OSH Act (29 U.S.C. 654(a)) to protect workers in workplaces previously covered by the ETS. OSHA emphasized in the website announcement that the agency "continues to work expeditiously to issue a final standard that will protect healthcare workers from COVID-19 hazards and will do so as it also considers its broader infectious disease rulemaking."

On January 5, 2022, several labor organizations, including NNU, filed a petition with the United States Court of Appeals for the District of Columbia Circuit seeking a writ of mandamus compelling OSHA to issue a permanent COVID-19 standard for healthcare within 30 days and to continue enforcement of the ETS in the meantime. On August 26, 2022, the court issued a decision denying NNU's petition in part and dismissing it in part for lack of jurisdiction, while also noting that the ETS would continue to serve as a proposed rule for the rulemaking proceedings (In re National Nurses United,47 F.4th 746, 754 (D.C. Cir. 2022)). The court determined that while the OSH Act created an obligation for OSHA to follow the issuance of an ETS with a notice and comment rulemaking process, "that process may result in a determination that no permanent standard is necessary."

While the NNU case was ongoing, OSHA continued its efforts to finalize a permanent COVID-19 standard for healthcare. However, after the ETS comment period closed on August 20, 2021, the available COVID-19 scientific literature, approaches to controls, and CDC guidance evolved significantly, based in part on the emergence of the Delta and Omicron variants. OSHA determined that it needed to re-open the record to ensure that the agency relied on the best available evidence and that the public could provide and comment on new data and information. On March 23, 2022, OSHA published a Federal Register notice announcing a limited re-opening of the comment period for 30 days (until April 22, 2022) and public hearings beginning on April 27, 2022 (87 FR 16426, March 23, 2022).

The re-opening of the comment period and the hearing and post-hearing comment period allowed OSHA to revise and provide notice of potential changes to policy options and regulatory provisions to reflect up-to-date science, control approaches, and perspectives, as well as supporting analyses required for a final standard. At the closing of the comment period on April 22, 2022, OSHA had received approximately 250 additional comments.

The public hearings were held April 27-29 and May 2, 2022. Participating stakeholders included labor organizations, workers, employers, industry/trade groups, professional associations, public health experts, and concerned individuals, with some 39 organizations or individuals presenting their perspectives in the hearings (Document ID 2153; 2156; 2168; 2171). The presiding Administrative Law Judge permitted stakeholders to submit post-hearing comments and briefs until May 23, 2022. OSHA received nearly 150 additional comments from stakeholders during the post-hearing comment period. Over the three different comment periods, OSHA received 873 timely public comments on this rulemaking.

OSHA submitted a draft final COVID-19 rule to the White House Office of Management and Budget (OMB) on December 7, 2022. On April 10, 2023, President Biden signed House Joint Resolution 7 into law, which terminated the national emergency related to the COVID-19 pandemic. While the draft remained under review at OMB, OSHA developed an Infectious Diseases standard for healthcare workers.

Basis for Terminating the Rulemaking

OSHA always intended for an infectious diseases standard for healthcare workers to supplant any COVID-19 standard, and a COVID-19 standard would be an interim measure pending the completion of the infectious diseases standard. OSHA concludes that the most effective and efficient use of agency resources to protect healthcare workers from occupational exposure to COVID-19 and other infectious diseases is to focus on completing an Infectious Diseases rulemaking for healthcare rather than a disease-specific standard.

In addition, even if OSHA were to finalize a separate COVID-19 standard at this time, the agency would need to conduct an additional review and possibly supplement the record before issuing a final rule to ensure the rule reflects the most current science. For example, guidance from the Centers for Disease Control and Prevention and other experts has changed since OSHA submitted its draft rule to OMB. Moreover, focusing on a separate COVID-19 standard would likely consume agency staff time and other agency resources in a way that would inhibit the promulgation of a more broadly protective Infectious Diseases healthcare standard. For these independently sufficient reasons, OSHA is terminating this rulemaking. The agency will have a more significant impact by adopting a standard protecting healthcare workers from occupational exposure to infectious diseases, including COVID-19 and future variants.

Final Thoughts...

According to critics, OSHA attempted to use its rulemaking authority to influence public health policy in the workplace. While many still argue the pros and cons of this approach, one thing is clear: emergency temporary standards may not always equate to the need for permanent standards, especially when the hazard itself is likely temporary. 

What do you think? Be sure to join in on the conversation by sharing your comments.


Blaine J. Hoffmann, MS OSHM

Blaine J. Hoffmann, MS OSHM has been in the occupational safety & health industry for over 28 years and author of Rethinking SAFETY Culture and Rethinking SAFETY Communications. Blaine is the producer and host of The SafetyPro Podcast and founded the SafetyPro Podcast community site.

Read full Article
See More
Available on mobile and TV devices
google store google store app store app store
google store google store app tv store app tv store amazon store amazon store roku store roku store
Powered by Locals