Printlandia - The Blog
Posted Tuesday, February 21, 2017 by Jules VanSant.
PPI Members, WCP Solutions, donates The Thorniley Collection, one of the largest private collections of type, to the University of Puget Sound and Pacific Lutheran University.
Source: WCP Solutions
Kent, WA- February 9, 2017 – Pacific Lutheran University, with a little help from The University of Puget Sound, is resuscitating the Thorniley Collection of Antique Type, a Northwest graphic arts community treasure, thanks to its donation to the two universities by WCP Solutions.
The Thorniley Collection is one of the largest private collections of pre-1900 type in the United States. It features 64 wood and over 1,000 metal fonts (variations of the alphabet by size and style), eight presses, reference books, and many associated tools dating from as early as the revolutionary war.
“When we began to look for a new home for the Collection, we had four objectives in mind: keep it in the Pacific Northwest, keep it intact, preserve it for future generations, and place it in the hands of experts who would convert it from a mostly hands-off ‘museum’ into a working and teaching treasure,” said Teresa Russell, Chairperson for WCP Solutions. “I am thrilled to be achieving these four objectives and to be putting the collection into very enthusiastic and capable hands.”
WCP purchased the core of the collection from William “Bill” Thorniley in 1975. Thorniley had been collecting type since his birthday in 1909 when he turned ten. After considering a sale to the Smithsonian, Thorniley realized that he would rather see the collection stay in the Northwest. This thought was shared by his friend, Dick Abrams, then Chairman of WCP. Abrams named John DeNure as curator and WCP purchased Thorniley’s life work of collecting. Over the course of the next several decades, WCP expanded and rounded-out the collection through direct investments and with items from over 60 donors.
The type ranges from the oldest in the collection, Union Pearl cast in 1690, to one used to print Gold Rush papers in Alaska, to Antique Pointed which was once hidden from Sherman’s troops during the Civil War. The type collection also includes many borders, ornaments, and etchings. R.Hoe & Co. Washington Hand Press, circa 1868 “Carl Montford, a local wood engraver and proprietor of the private Montford Press, was a tremendous help. His passion for the collection and for placing it at an academic institution ignited efforts at Pacific Lutheran and at Puget Sound to find space large enough to hold the collection,” according to Russell. “Happily, those efforts paid off.” On January 24th and 25th, thebulk of the collection was moved into The School of Arts + Communication in Ingram Hall atPacific Lutheran University and a few pieces were moved into the Collins Memorial Library atThe University of Puget Sound.
Events and opportunities for staff, students, and the public to view and work with the collection are being planned by Pacific Lutheran University and will be announced in spring 2017.
About WCP Solutions®
Formerly known as West Coast Paper Company, WCP Solutions is a privately-held wholesaledistributor serving customers in the manufacturing and service industries since 1930. Thecompany offers a wide range of products and services, including paper, packaging, facilitiessupplies, and equipment. The company serves customers in Alaska, Washington, Oregon, Idaho,Montana, Wyoming, and Northern California from twelve distribution facilities.
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Posted Monday, February 20, 2017 by Jules VanSant.
Source: Printing Industries of America
Warrendale, Pennsylvania—Printing Industries of America (PIA) is now accepting nominations for the 2017 Naomi Berber Memorial Award. This award honors outstanding women for their exceptional record of accomplishments in graphic communications, significant contributions toward the development of the industry, and for having furthered the interests of the field. Nominations are due on June 16, 2017.
Why Nominate Someone?
Recognize a woman who has displayed outstanding dedication to the industry. Berber Award recipients join over thirty years of outstanding women from the graphic communications industry, such as Laura Lawton-Forsyth, Diane Romano, Sue Baylin, Laura Gale, and Betty Maul. An engraved plaque is presented to the recipient to commemorate her accomplishments.
The Berber Award will be presented at Printing Industries of America’s Fall Administrative Meetings, November 18-20 in Kansas City, MO. This forum hosts an impressive audience of industry leaders, including boards of directors and committee members from Printing Industries of America, its Ben Franklin Honor Society, and the Print and Graphics Scholarship Foundation (PGSF).
Eligible candidates must have worked in the graphic communications industry for ten years or more and have an outstanding record of accomplishments that demonstrate her remarkable contributions toward the development of the graphic communications industry. Such contributions could be in the form of extraordinary leadership, direction, and/or support of programs or projects that have furthered the interests of the industry. A candidate’s activities must also have extended over a period of time, and her contribution should not be confined to a single project, development, or program.
More consideration will be given to candidates with significant volunteer work in the graphic communications field or whose accomplishments have been outside of their job description. Previous winners are not eligible for a second award. Candidates do not have to be Printing Industries of America members.
To make a submission, follow the instructions on this nomination form. The Berber Award will be presented at Printing Industries of America’s Fall Administrative Meetings on November 10–12 in Concord, NC. Previous winners are not eligible for a second award. Candidates do not have to be Printing Industries of America members.
For more information on PIA’s Naomi Berber Memorial Award, visit www.printing.org/berberaward.
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Posted Wednesday, February 15, 2017 by Jules VanSant.
Source: Federated Insurance
Good Reasons to Have a Drug- and Alcohol-Free Workplace Program
In its simplest form, managed care describes a variety of techniques that, when properly deployed, can help support an effective risk management program. These strategies can be most effective when they concentrate on both injury prevention and post-injury techniques.
Testing May Equal Savings
One effective managed care strategy is a drug-free workplace program, which, when used where appropriate, often includes pre-employment, random, or post-incident drug testing. An appropriately utilized and compliant program can help monitor and prevent drug and alcohol use. A drug-free workplace program can also offer benefits over and above its initial intent.
Direct savings may come in the form of premium credits. Some states offer work comp discounts for a certified drug-free workplace program. Insurance carriers in other states may have discretionary underwriting credits available.
Indirect savings are those realized by simply reducing the negative consequences of workplace drug and alcohol use. Intuitively, it makes sense that employees who are under the influence of drugs or alcohol are more likely to experience a workplace injury. These workers jeopardize their productivity, safety, and the safety of others. Estimates indicate more than 70 percent of illegal substance users are employed. Few businesses are immune from this issue.
What Can a Drug/Alcohol Policy Impact?
An effective drug-free workplace program can have an impact on your business in a few different ways.
Pre-employment drug testing can help sidestep the risk before you hire it into your business.
Random drug testing sends a strong message to employees that workplace substance abuse will not be tolerated. It may also help you identify and manage employees with risky behavior.
Post-incident drug testing can be a critical component of claims management. The mere presence of this type of test may result in fewer claims.
The End Result
When using any of these drug testing measures, a worthwhile goal is to help eliminate negative consequences of drugs and alcohol. You’re not testing to “catch” anyone; in fact, it could be argued that the best testing program is one that catches no one. Success can be defined by the absence of these substances.
Taking appropriate measures to help reduce the number of claims could create a distinct competitive advantage, not to mention the overall positive effect on your business. A compliant and well-managed program is a technique you can use to enhance your work environment. It is important to note, however, that legal rules and restrictions may apply to policies that involve workplace drug use or testing; therefore, be sure to seek qualified legal counsel before developing and implementing a policy.
Federated Insurance offers clients access to vendors who provide drug and alcohol testing resources. For more information, contact your local Federated representative or log in to Federated’s Shield Network®.
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Posted Friday, February 10, 2017 by Jules VanSant.
Here are some tips from PayNW on establishing cybersecurity policies with your employees to avoid cybercrime.
In an era of hyper-connectedness and a burgeoning global cybercrime industry, you can’t afford to hope you’ll just be lucky and avoid a successful attack. It’s essential to establish policies and procedures to minimize risk and train employees on how to protect your company.
The basic kinds of criminal acts you need to guard against are:
- Theft of proprietary or sensitive business data that could be sold to competitors or other hackers,
- Installation of “ransomware” that locks you out of your own data until you pay the cybercriminals’ demands,
- Malicious damage to your system, such as crashing your website to prevent customers from accessing it (often referred to as a “denial-of-service attack,” under which hackers overwhelm your site with data requests), and
- Theft of employees’ personal information to eventually steal from them.
Building a defensive strategy starts with recognizing that, even with the best technical external barriers in place, you could fall victim to an employee who goes rogue, or even joins your organization specifically with cybercrime as a goal.
While unlikely, it’s essential for your hiring managers to be mindful of these risks when reviewing employment applications — particularly those for positions that involve open access to sensitive company data. It’s just another checklist item when reviewing applicants with unusual employment histories. Checking references and conducting background checks is also a good idea.
In the same way, it’s generally advisable to include a statement in your employee handbook informing employees that their communications are stored in a backup system, and that you reserve the right to monitor and examine their company computers and emails (sent and received) on your system.
When such monitoring systems are in place, prudence or suspicious activity will dictate when they should be ramped up.
DHS Tips for Employees and IT Staff
It can also be useful to establish a policy encouraging employees to report any suspicious computer-based activities they observe around them. Of course, you don’t want to foster employee paranoia or promote the spread of baseless accusations. But deploying more eyes and ears can serve both to forestall cyber bad behavior and detect it, if it occurs.
The largest threat isn’t that employees may intentionally commit cybercrime, but that they might inadvertently open the door to external cybercriminals. That’s why the Department of Homeland Security (DHS) considers cybercrime serious enough to offer eight tips for employers to pass along to their employees:
Read and abide by the company’s Internet use policy.
Make passwords complex — use a combination of numbers, symbols, and letters (uppercase and lowercase).
Change passwords regularly (every 45 to 90 days).
Guard user names, passwords, or other computer or website access codes, even among coworkers.
Exercise caution when opening emails from unknown senders, and don’t open attachments or links from unverifiable sources.
Don’t install or connect any personal software or hardware to the organization’s network or hardware without permission from the IT department.
Make electronic and physical backups or copies of critical work.
Report all suspicious or unusual computer problems to the IT department.
Employees that follow these steps faithfully can serve as an additional layer of protection against cyberattacks.
For those people who are charged with the responsibility to maintain a secure system, the DHS offers the following advice:
Implement a layered defense strategy that includes technical, organizational and operational controls,
Establish clear policies and procedures for employee use of the organization’s information technologies,
Coordinate cyberincident response planning with existing disaster recovery and business continuity plans across the organization,
Implement technical defenses, such as firewalls, intrusion detection systems and Internet content filtering,
Update the existing anti-virus software often,
Follow organizational guidelines and security regulations,
Regularly download vendor security patches for all software,
Change the manufacturer’s default passwords on all software,
Encrypt data and use two-factor authentication where possible,
If a wireless network is used, make sure that it’s secure, and
Monitor, log and analyze successful and attempted intrusions to the company’s systems and networks.
What else can be done? It’s often a good idea for businesses to protect their computer systems further by buying cybercrime insurance. Alone, this won’t prevent victimization, but it can offset some of the financial damage in case of a successful attack.
In addition, most insurers perform a rigorous risk assessment before issuing a policy and setting premiums. The results of such an assessment can be quite eye-opening for business owners.
If you decide against buying insurance, it might be useful to have a consultant conduct a cybercrime exposure risk assessment anyway. The growth, ubiquity and high cost of cybercrime has spawned a large industry of cybersecurity consulting firms. And, unless your company already has a robust IT staff with expertise in cyber-risk mitigation, you’ll likely save time and money engaging a third-party vendor.
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Posted Thursday, February 9, 2017 by Jules VanSant.
Have you posted your OSHA 300 Log yet? Here are a few common mistakes to avoid before you submit your form.
Source: JD Supra - Eric Conn
This is your annual reminder about the important annual February 1st deadline to prepare, certify and post your OSHA 300A Annual Summary of workplace injuries and illnesses, for all U.S. employers, except those with ten or fewer employees or those whose NAICS code is for the set of low hazard industries exempted from OSHA’s injury and illness recordkeeping requirements, such as dental offices, advertising services, and car dealers (see the exempted industries at Appendix A to Subpart B of Part 1904).
Specifically, by February 1st every year, employers must:
- Review their OSHA 300 Log(s)
- Verify the entries on the 300 Log are complete and accurate;
- Correct any deficiencies identified on the 300 Log;
- Use the injury data from the 300 Log to calculate an annual summary of injuries and illnesses and complete the 300A Annual Summary Form; and
- Certify the accuracy of the 300 Log and the 300A Summary Form.
The Form 300A is a summation of the workplace injuries and illnesses recorded on the OSHA 300 Log during the previous calendar year, as well as the total hours worked that year by all employees covered by the particular OSHA 300 Log.
Four Common 300A Mistakes that Employers Make
We see employers make the following four common mistakes related to this annual injury and illness Recordkeeping duty:
- Not having a management representative with high enough status within the company “certify” the 300A;
- Not posting a 300A for years in which there were no recordable injuries;
- Not maintaining a copy of the certified version of the 300A form and
- Not updating prior years’ 300 Logs based on newly discovered information about previously unrecorded injuries or changes to injuries that were previously recorded.
Certifying the 300 Log and 300A Annual Summary
The 300 Log and the 300A Annual Summary Form are required to be “certified” by a “company executive.” Specifically what the company executives are certifying is that they:
- Personally examined the 300A Annual Summary Form;
- Personally examined the OSHA 300 Log from which the 300A Annual Summary was developed; and
- Reasonably believe, based on their knowledge of their companies’ recordkeeping processes that the 300A Annual Summary Form is correct and complete.
A common mistake employers make is to have a management representative sign the 300A Form who is not at a senior enough level in the company to constitute a “company executive.” As set forth in 1904.32(b)(4), company executives include only the following individuals:
- An owner of the company (only if the company is a sole proprietorship or partnership);
- An officer of the corporation;
- The highest ranking company official working at the establishment; or
- The immediate supervisor of the highest ranking company official working at the establishment.
Posting the 300A Annual Summary
After certifying the 300A, OSHA’s Recordkeeping regulations require employers to post the certified copy of the 300A Summary Form in the location at the workplace where employee notices are usually posted. The 300A must remain posted there for three months, through April 30th.
Another common mistake employers make is to not prepare or post a 300A Form in those years during which there were no recordable injuries or illnesses at the establishment. Even when there have been no recordable injuries, OSHA regulations still require employers to complete the 300A form, entering zeroes into each column total, and to post the 300A just the same.
Maintaining the 300A for Five Years
After the certified 300A Annual Summaries have been posted between February 1st and April 30th, employers may take down the 300A Form, but must maintain for five years following the end of the prior calendar year, at the facility covered by the form or at a central location, a copy of:
- The underlying OSHA 300 Log;
- The certified 300A Annual Summary Form; and
- Any corresponding 301 Incident Report forms.
In this technology era, many employers have transitioned to using electronic systems to prepare and store injury and illness recordkeeping forms. As a result, another common mistake employers make is to keep only the electronic version of the 300A, and not the version that was printed, “certified” typically by a handwritten signature and posted at the facility. Accordingly, those employers have no effective way to demonstrate to OSHA during an inspection or enforcement action that the 300A had been certified.
Finally, another common mistake employers make is to put away old 300 Logs and never look back, even if new information comes to light about injuries recorded on those logs. However, OSHA’s Recordkeeping regulations require employers during the five-year retention period to update OSHA 300 Logs with newly discovered recordable injuries or illnesses, or to correct previously recorded injuries and illnesses to reflect changes that have occurred in the classification or other details. This requirement applies only to the 300 Logs; i.e., technically there is no duty to update 300A Forms or OSHA 301 Incident Reports.
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