ALTA ANNOUNCES FULL INTEGRATION INTO ALTA MATERIAL HANDLING

from Northeast 10, May 12, 2021

BOMAG BM 500/15-2, BM 600/15-2 Compact Cold Planers

208 Holland Road Brimfield, MA 01010 Sales Contact: R.J. Poirier rjpoirier@rjpoirier.com 413-245-3882

Fax: 413-245-3522

www.rjpoirier.com

(2) 2010 CAT 773F, Good Tires, Dual Slope................CALL (2) 2015 CAT 988K, 9 Yd, High Lift, 50% Tires..........CALL (2) 2016 CAT 980M, Agg Handler, GP, Low Hrs..........CALL 2011 CAT D8T, 8U w/Twin Tilt, S/S Ripper..................CALL 2016 CAT D9T, 9SU....................................................CALL 2013 CAT 980K, GP, 80% L-5’s..................................CALL

Skyjack Presents ABLE Equipment With Charity Gift, Certificate of Appreciation

Eliza Laganas, ABLE Equipment Rental’s general counsel, accepts a check for $1,000 and a Certificate of Appreciation from Joe Guerino, Skyjack’s territory sales manager.

Skyjack recently presented ABLE Equipment Rental with a check for $1,000 and a certificate of appreciation.

The charitable gift was awarded to ABLE for its community support and submission to Skyjack’s “WE RISE” campaign. This program sheds light on the positive contributions rental companies have made during the pandemic.

ABLE donated a Skyjack scissor lift to the Island Harvest Food Bank in Long Island, N.Y. The lift helped warehouse food bank volunteers create 15,000 family meal boxes that were distributed to the most vulnerable in the community to combat the ongoing effects of COVID-19.

ABLE donated the check to LICADD — The Long Island Council On Alcoholism and Drug Dependence. LICADD is a provider of substance abuse services and evidence-based prevention programs offering screening, brief interventions and referrals to treatment to those struggling with addiction.

For more information, visit www.ableequipment.com. 

2016 Cat 287D

#170-13056, 1,523 hrs, Cab, air, two speed, elect QC, High Flow aux hyd, 17.7in tracks, rear cwt, GP bucket w/BOCE..$47,500

2011 Cat M316D

#130-15109, 5,520 hrs, Cab, air, aux hyd., Wain-Roy hyd. QC, rear outriggers, front blade, 10.00x20 dual tires, digging and ditching buckets................$92,500

2016 Cat 246D

#170-13052, 2,378 hrs, Cab, air, two speed, electric QC, High Flow XPS aux hyd., ride control, rear cwt., 12-16.5 tires, GP bucket w/BOCE.. ............................$34,500

Farmington (Rochester), New York Fax: 585-924-7624 Email: jfinlon@americanequipmentllc.com 585-466-4902

Alta Industrial Group Announces Full Integration Into Alta Material Handling

As of June 1, 2021, The Alta Industrial Group is officially migrating its various businesses in the Materials Handling industry into Alta Material Handling — one brand with the focus of “delivering tomorrow’s promise, today.” Alta is looking forward to working with all its current customers and moving forward with new ones with the hope of fostering customers for life.

Alta has been operating as one corporation for a while and will now have all its brands together while still holding itself to the highest standards of customer service and expanding offerings throughout the country.

With more than 86 years of combined industry experience and providing customer service that fosters customers relationships, Alta has consistently been recognized by the HysterYale Group and other equipment manufacturers as one of their top-performing dealers in the country. Alta intends to bring the same level of service to its business. Headquartered in Livonia,

Mich., with 55 various locations across 11 states in the Midwest,

Northeast and Florida, the company looks forward to this transition. Its construction division will remain Alta Equipment but will still operate as part of the

Alta family. For more information, visit altaequipment.com. 

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VACCINE from page 36

to host a vaccination clinic for employees and their families.

Local health departments and hospitals, as well as labor union partners, can help arrange access, suggested AGC.

“The easiest part of running an onsite clinic was organizing the clinic,” said Turmail of an AGC member who hosted a vaccine clinic.

A “whole host of vendors” can provide the clinic itself in training rooms or on job sites with success, he said.

“Some employers are considering incentives to encourage employees to get vaccinated. But these efforts appear to be subject to HIPAA and EEOC rules regarding wellness programs,” continued the AGC guidance.

Employers should confirm with counsel before implementing incentives, stressed the guidance.

that you recommend, but do not require.” health emergency. for the extreme disruption wrought by Design-build firm Clayco Construction, “It does not change any of employers’ COVID-19,” said Devjani Mishra, on headquartered in St. Louis, Missouri, other responsibilities under OSHA’s record- Littler’s COVID-19 task force. announced in April it was mandating both keeping regulations or any of OSHA’s inter- But the reality is “they are just one arrow worker coronavirus vaccinations and a pretations of those regulations.” in the quiver for employers,” who must conreturn to offices. Finally, the National Law Review noted tinue existing safety protocols, including CEO Bob Clark said the company’s goal that this answer applies to a variety of sce- symptom screenings, travel restrictions, face was to set an example and “step out from the narios where employers recommend but do masks and distancing, said Mishra. shadows, but he’s changed his mind since not require vaccines. “Especially in the transition period — OSHA updated the guidance. Where the employer makes the COVID- when some workers are vaccinated, and oth“We, sadly, had to back off our mandate 19 vaccine available to employees at work, ers are not — organizations must remain hypervigilant in enforcing these policies as a matter of workplace safety, “Some employers are considering incentives to while being mindful of employee morale.” encourage employees to get vaccinated.” Positive Peer Pressure AGC Guidance Clayco Construction CEO Clark told employees that workers must come back to the office by May 10. He notified employees that with because OSHA did something I don’t under- where the employer makes arrangements for their increasing availability vaccinations stand at all,” Clark said in an ENR Critical employees to receive the vaccine at an off- would be mandatory, with time off available Legal Ramifications Path podcast site location and where the employer offers to get them.

Turmail said whether contractors mandate The National Law Review analyzed the vaccine as part of a voluntary health and He’s allowing exceptions for medical reaor encourage vaccinations may be dictated OSHA’s latest coronavirus FAQs and noted wellness program at the workplace are three sons, pregnancies and “sincerely held” reliby jobsite owners or clients. that for this discretion to apply, the vaccine examples. gious beliefs.

Though not aware of any AGC member must be truly voluntary. “In other words, the method by which Clark said only a handful of employees contractors who have mandated their “For example, an employee’s choice to employees might receive a recommended of the Chicago-based company had employees get vaccinated, he said many are accept or reject the vaccine cannot affect vaccine does not matter for the sake of this applied for exceptions. anticipating insistence on it. “They see a future where project owners will insist every worker on the project be vaccinated,” he said. “It doesn’t help that OSHA came out with guidance put in place with disincentives for mandating vaccinations,” added Turmail. OSHA recently stated that if the vaccine is mandated and the vaccinated worker has an adverse reaction to the vaccine, that reportable incident is the responsibility of the employer. In an updated series to answers to its COVID-19 Frequently Asked Questions (FAQs), OSHA has addressed rules for recordable incidents. If an employer requires an employee to get vaccinated as a condition of employment, any adverse reaction to the vaccine is work-related, stated OSHA. “The adverse reaction is recordable if it is a new case under 29 CFR 1904.6 and meets one or more of the general recording criteria in 29 CFR 1904.7.” Adverse reactions to recommended coronavirus vaccines may be recordable if the reaction is work-related, a new case and meets one or more of the general recording criteria in 29 CFR. However, “OSHA is exercising its their performance rating or professional advancement,” reads the analysis. An employee who chooses not to receive the vaccine cannot suffer any repercussions from this choice, it continues. “If employees are not free to choose whether or not to receive the vaccine without fearing adverse action, then the vaccine is not merely ‘recommended.’” The analysis also notes that exercise of this discretion is intended only to provide clarity regarding OSHA’s expectations as to the recording of adverse effects during the question.” There will inevitably become a split in the workforce among those who have and have not been vaccinated, noted the Littler survey summary. Some 72 percent of survey respondents were concerned about providing reasonable accommodations to those who cannot or who refuse to get vaccinated. Littler believes this concern may explain why most respondents appear to be separating remote work policies from vaccinations. “It’s tempting to see vaccines as a cure-all Among several safety precautions in place, Clayco will still require employees to wear masks. Clark said Equal Opportunity Employment Commission rules allow the vaccine mandate. He believes Clayco is not as efficient when employees work from home, though it grew revenue during the pandemic as work at job sites continued. “Anybody who says they can be completely remote I think will suffer the consequences of not being efficient and not being able to recruit effectively,” he said. “One of the most important things about Clayco is the people culture, and we can’t continue to keep our culture the way that we are working remotely.” Plus, he said, some 10,000 field workers continued to report to job sites across the United States, many via commercial flight, with no virus cases directly attributable to the travel. So, it’s not fair, Clark said, to expect those employees to report to work in person and not expect the same of support staff. The slow pace of companies returning workers to offices frustrates Clark, according to the Business Journal article, especially in industries he works with.enforcement discretion to only require the “If we don’t all come back, how do all ofrecording of adverse effects to required vac- the businesses that rely on all of us comecines at this time,” reads the FAQ response. Employers must decide whether to mandate or encourage workers to get vaccinat- back, survive?” he continued. “We have to

“Therefore, you do not need to record ed for the coronavirus, and how to overcome vaccine hesitancy on the part of draw a line. The vaccine is available, safe, adverse effects from COVID-19 vaccines employees. incredibly effective and it’s time.”  CEG