Heat Safety Detasseling gets hot! However we will not work in dangerous heat conditions. If heat index reaches 100 and is forecast to reach 105, supervisors will determine whether we need to leave the field for the day. Supervisors are constantly monitoring the OSHA heat index app. On hotter days longer and more frequent breaks will be taken in the shade. Occasionally, on high heat index days, the last hour of work of the day will be voluntary. Workers are encouraged to bring Gatorade type sports drink and frequent water and drink breaks are taken throughout the day. Workers are encouraged to continue hydrating at home and in the morning!
Storm Safety We work in the rain but not in thunderstorms or if there is lightning in the area. If storms are visible or in the forecast, supervisors will be monitoring radar and the sky. If a storm does roll up while we are working, stay with your crew, and wait for instructions. If we need to exit the field due to lighting in the area, the field supervisor will be in contact with the crew bosses and field bosses via radio to give them instructions. If it becomes necessary, workers will exit the field as a crew in an orderly manner at a brisk walk. DO NOT RUN. In an emergency, supervisors will sound the air horn to alert workers to hurry to the bus. Workers will be counted and accounted for as you board the bus. We will shelter on the bus until the storm threat has passed. Workers are paid for the time they wait on the bus for a storm to pass. Usually we will wait out the storm and return to work.
At least 1 first aid trained person will always be with each bus. Each truck and bus will have a first aid kit.
Current certified 1st responders are:
Wibben Detasseling strives to create a safe and inclusive workplace environment. We do not tolerate harassment or discrimination of any kind. If you feel that you have been a victim of harassment or discrimination, please report it immediately. Employees can make reports directly to our HR contact, 217-671-2723.
Wibben Detasseling strives to create and maintain a work environment in which people are treated with dignity, decency and respect. The environment of the company should be characterized by mutual trust and the absence of intimidation, oppression and exploitation. Wibben Detasseling will not tolerate unlawful discrimination or harassment of any kind. Through enforcement of this policy and by education of employees, Wibben Detasseling will seek to prevent, correct and discipline behavior that violates this policy.
All employees, regardless of their positions, are covered by and are expected to comply with this policy and to take appropriate measures to ensure that prohibited conduct does not occur. Appropriate disciplinary action will be taken against any employee who violates this policy. Based on the seriousness of the offense, disciplinary action may include verbal or written reprimand, suspension, or termination of employment.
Managers and supervisors who knowingly allow or tolerate discrimination, harassment or retaliation, including the failure to immediately report such misconduct to human resources (HR), are in violation of this policy and subject to discipline.
Prohibited Conduct Under This Policy
Wibben Detasseling, in compliance with all applicable federal, state and local anti-discrimination and harassment laws and regulations, enforces this policy in accordance with the following definitions and guidelines:
It is a violation of Wibben Detasseling's policy to discriminate in the provision of employment opportunities, benefits or privileges; to create discriminatory work conditions; or to use discriminatory evaluative standards in employment if the basis of that discriminatory treatment is, in whole or in part, the person's race, color, national origin, age, religion, disability status, gender, sexual orientation, gender identity, genetic information or marital status.
Discrimination in violation of this policy will be subject to disciplinary measures up to and including termination.
Wibben Detasseling prohibits harassment of any kind, including sexual harassment, and will take appropriate and immediate action in response to complaints or knowledge of violations of this policy. For purposes of this policy, harassment is any verbal or physical conduct designed to threaten, intimidate or coerce an employee, co-worker, or any person working for or on behalf of Wibben Detasseling.
The following examples of harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:
Sexual harassment is a form of unlawful employment discrimination under Title VII of the Civil Rights Act of 1964 and is prohibited under Wibben Detasseling's anti-harassment policy. According to the Equal Employment Opportunity Commission (EEOC), sexual harassment is defined as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature ... when ... submission to or rejection of such conduct is used as the basis for employment decisions ... or such conduct has the purpose or effect of ... creating an intimidating, hostile or offensive working environment."
Sexual harassment occurs when unsolicited and unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature:
Sexual harassment may take different forms. The following examples of sexual harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:
Courteous, mutually respectful, pleasant, noncoercive interactions between employees that are appropriate in the workplace and acceptable to and welcomed by both parties are not considered to be harassment, including sexual harassment.
No hardship, loss, benefit or penalty may be imposed on an employee in response to:
Lodging a bona fide complaint will in no way be used against the employee or have an adverse impact on the individual's employment status. However, filing groundless or malicious complaints is an abuse of this policy and will be treated as a violation.
Any person who is found to have violated this aspect of the policy will be subject to discipline up to and including termination of employment.
All complaints and investigations are treated confidentially to the extent possible, and information is disclosed strictly on a need-to-know basis. The identity of the complainant is usually revealed to the parties involved during the investigation, and the HR director will take adequate steps to ensure that the complainant is protected from retaliation during and after the investigation. All information pertaining to a complaint or investigation under this policy will be maintained in secure files within the HR department.
Wibben Detasseling has established the following procedure for lodging a complaint of harassment, discrimination or retaliation. The company will treat all aspects of the procedure confidentially to the extent reasonably possible.
a) the severity, frequency and pervasiveness of the conduct;
b) prior complaints made by the complainant;
c) prior complaints made against the respondent; and
d) the quality of the evidence (e.g., firsthand knowledge, credible corroboration).
If the investigation is inconclusive or if it is determined that there has been no violation of policy but potentially problematic conduct may have occurred, the HR director may recommend appropriate preventive action.
Alternative legal remedies
Nothing in this policy may prevent the complainant or the respondent from pursuing formal legal remedies or resolution through local, state or federal agencies or the courts.
Emergency Action Plan Created using OSHA's Emergency Action Plan Expert System
Company Name: Wibben Detasseling Company Address: PO Box 117 Emden, IL 62635
Company Contact: Name: Cale Wibben Title: Owner Telephone/Cell: 217-671-2724
Alerts: In the event of an emergency, employees are alerted by:
The Sounding of an alarm
Identify the emergency signal for each emergency situation (i.e. earthquake, fire, general evacuation)
: Weather related emergency:
In the case of an emergency, the field supervisor will contact each field boss by radio, who will in turn contact each crew boss individually with instructions. In an extreme emergency, such as an imminent tornado, an air horn will sound.
Policy: The policy of this establishment in the event of fire or other emergency is: In the event of a weather related emergency all employees will evacuate the field in an orderly manner and regroup to be counted at the bus. In the event of a fire all employees will evacuate and regroup at the water truck or other designated location. In the event of an individual health emergency people directly involved will be evacuated to the bus or other shaded and sheltered location to await medical personnel.
Routes: In the event of an emergency, employees shall evacuate: Once a crew boss is contacted by a field boss, employees will evacuate the field in an orderly manner, walking at a brisk pace but never running. As a unit, each crew will take the shortest or safest route to the bus. Crews will exit the field as a unit, walk quickly and directly to the bus, and regroup at the bus to be counted and checked against the worker roster.
Extinguishers: In the event of a fire, the following individuals are authorized to use portable fire extinguishers to attempt to extinguish fires before evacuating: Bus drivers or field supervisors may use fire extinguishers at their discretion. All other employees will evacuate the area immediately and regroup at the water truck or other designated area to be counted against the roster.
Operations: In the event of an emergency, the following employees are to remain in the workplace to shutdown or monitor critical operations before they evacuate:
Field supervisors and field bosses will be the last to evacuate after all other employees are evacuated and accounted for.
Duties: The following employees are to perform rescue or medical duties during an emergency: Field supervisors and other designated first responders who are certified in CPR may render assistance in the event of a medical emergency.
Assembly: After an emergency evacuation, employees are to gather in the following location(s): In the event of any emergency requiring evacuation, employees will regroup at the bus. Crews will exit the field as a unit and make their way to the bus as a unit.
Accounting: After an emergency evacuation, the procedure for accounting for all employees is: As each crew reaches the bus as a unit, employees will be accounted for by a head count and roll call from the daily employee roster.
Additional Evacuation Plan and Procedures: In the event of any emergency, contact field supervisor immediately. Field supervisor will contact Cale Wibben and Sarah Nowlen. One of these 2 will call 911 if necessary and contact seed corn companies. Another individual may be designated to call 911 and wait at the field entrance with a radio to direct emergency response vehicles. The field supervisor will wear a hi viz yellow vest to be easily identifiable as the person in charge to the emergency responders. Workers will remain on the bus or in other safe location until the situation is resolved. If necessary, parents and emergency contacts will be notified by field supervisor or office personnel.