Webinar Replay #7: How to Get the Buy-in For Your Safety Program to Succeed

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Craig Hart: Good morning everybody and welcome to the seventh edition of our Fast Forward Webinar Series here Looking Ahead with Industry Experts. My name is Craig Hart. I’m the product manager at Infinit-I Workforce Solutions.

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Craig Hart: And we’re very happy to have you with us today. We’re very excited about

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Craig Hart: what we’re going to talk about today, because it’s a little bit different than traditionally how we approach these and it really came about as a conversation that we were having with some new organizations that were looking at safety training. They

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Craig Hart: Had challenges that they were trying to surmount within their organizations. They understood the

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Craig Hart: value of safety training, they wanted it, they’re the ones that had gone through the most recent audit or dealt with the recent accident.

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Craig Hart: They wanted to make sure that that didn’t happen again, or put in steps to prevent it, but they were having a hard time with getting the ownership on board.

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Craig Hart: Or they had ownership on board or the ownership said, hey, you have to have these other departments in line for this to be a winner for us. And also they were having challenges, getting their drivers to

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Craig Hart: participate they were scared that their drivers would

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Craig Hart: Push back if they were asked to do anything additional when it came to safety training.

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Craig Hart: And I know for some of the people on this call today it’s gotten to the point where it’s so bad that there are people within your organization to say, hey, there’s nobody out there in trucking that does this, and that’s just not true.

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Craig Hart: There are people that have put in place very successful safety programs that have managed to get the buy in of all these different groups to make their program a success.

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Craig Hart: And we felt it would be very helpful for those of you competing against that push back to hear some of those folks today, listen to them. Let them share the things

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Craig Hart: That worked for their organizations that elevated their safety program. And without further ado, I wanted to introduce our panelists.

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Today,

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Craig Hart: First on the call. We have Bryce Allickson, who is the safety and compliance coordinator with Magnum Limited out of Fargo, North Dakota.

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Craig Hart: We also have Larry Finley who is the environmental health and safety manager of White Arrow, LLC out of the Los Angeles area. And last, and certainly not least,

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Craig Hart: Is Jonathan Richardson, the director of corporate training with Martin Transport out of Kilgore, Texas. Thank you all for being on the call today, everybody.

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Jonathan Richardson: Thank you. Yeah, thank you. Good morning.

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Bryce Allickson: Awesome.

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Craig Hart: But I’d like to help set the stage a little bit for our audience and give you

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Craig Hart: Guys just

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Craig Hart: A couple minutes, starting with Bryce

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Craig Hart: Just to talk a little bit about Magnum, just to let

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Craig Hart: People know who they are, what you guys do, what you all haul, how big you are, and where you operate.

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Bryce Allickson: Sure. Well, I’m. My name is Bryce Allickson and I’m the safety and compliance manager at Magnum.

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Bryce Allickson: We are based out of Fargo, North Dakota, just a little bit about our company. So we have five different divisions within our company. We have an a Ltd company, which is our over the road.

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Bryce Allickson: We have around 250 drivers within that company or LPL which is less than truckload is our local and regional division right around 300 drivers, maybe 800 to 100 freight handlers.

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Bryce Allickson: were mostly based out of Minnesota, North Dakota, South Dakota, Iowa, Nebraska, and Montana. We also have a dedicated division which only hauls for certain companies.

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Bryce Allickson: Right around 100 drivers, we have four warehouses, where we also have about 100 employees employed and then we have a logistics division as well. So overall, we’re

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Bryce Allickson: Just over a little over 1000 employees company wide.

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Craig Hart: Excellent, excellent.

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Craig Hart: All right.

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Craig Hart: Jonathan. Tell us a little bit about Martin.

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Bryce Allickson: Absolutely. Martin.

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Jonathan Richardson: pretty diverse company Martin Transport is actually one of the business units under that corporate umbrella.

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Jonathan Richardson: And it’s, again, important to know the the rest of the company and why that transport division is actually there Martin is comprised of businesses.

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Jonathan Richardson: from coast to coast from California to Florida, and as far north as as Omaha and our expertise really is in chemical in petroleum. So we have refineries and we have fertilizer facilities and everything in between.

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Jonathan Richardson: Our transport division helps us obviously move that product among products also for other customers that are out there. And within that MTI umbrella.

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Jonathan Richardson: It’s a host of things molten sulfur is one of the things that we do along the Gulf Coast, of course, that fertilizer and anhydrous acid was the petroleum products, you name it. So if it’s a hazmat type load.

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Jonathan Richardson: Petroleum chemical that’s where we’re at.

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Craig Hart: Gotcha. Excellent. All right, and then Larry Tell us about White Arrow.

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Larry Finley: Yeah, well before the California. I’m actually in the area of New York, New Jersey, Portland, Oregon area.

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Larry Finley: Massachusetts

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Jonathan Richardson: And

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Larry Finley: East Coast to West Coast, we are actually haul produce and

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Dry

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Larry Finley: Commodities

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Larry Finley: We’re over 100 drivers

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Larry Finley: We’re have warehousing in every location that we deal with.

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Larry Finley: And the amount of California. So I run the show from the east coast.

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Craig Hart: Excellent. So awesome. Alright, well I know

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Craig Hart: That safety training doesn’t just come from a vacuum that you have to start someplace.

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Craig Hart: And I know that it’s a process that has to be addressed year over year with ownership, because it is a I know with least with our model is a yearly contract sometimes multi a yearly

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Craig Hart: When you all are approaching ownership or when you were putting this process in place, because I know, Jonathan, it’s been a couple years that you guys have been working with us. And you probably remember what it was like to have that initial discussion.

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Craig Hart: How did you approach this with ownership. What did you tell them to get them on board with why this was a necessity. And I’ll start with you, Jonathan.

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Jonathan Richardson: Absolutely. I think it’s a multi faceted question honestly and when we started in phases.

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Jonathan Richardson: For us as a company, there’s a place in apex that we want to shoot for. And like any dream or goal that moves. So when you get close to that it moves a little further down the road and you keep shooting for that.

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Jonathan Richardson: This company realizes the value of training and the value of people and their safety so I’m fortunate to be able to work for a company like that.

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Jonathan Richardson: And the way that this really get started for us is, yes, we can run KPIs. We can run crashing incident statistics and data and we can see where training can have direct influence on that. But that’s only if everybody gets buy in.

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Jonathan Richardson: You know if everybody doesn’t have buy in, then it may not move those numbers like you would like them to move. So, so we’ve started or implemented executive management here.

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Jonathan Richardson: And operational excellence system. And that’s all about culture for us, our core values. What we want to do.

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Jonathan Richardson: The whole philosophy is do it right and do it safe and treat everybody like a leader, because honestly, regardless of what some position is you’re in that position because you’re the best.

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Jonathan Richardson: You’re the leader at that. And so we want to take that approach. And so for us training was one of those things that came naturally to drill down on that the problem that we ran into is, you know,

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Jonathan Richardson: That by nature.

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Jonathan Richardson: MTI that the transport side has employees has drivers and they have the mechanics and those people in those shoppers are pretty easy to be able to train

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Jonathan Richardson: But from the transportation only side as far as the drivers are concerned, they’re very transient.

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Jonathan Richardson: You know, we were trying to catch up with these people and provide training from an instructor led type methodology.

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Jonathan Richardson: Even with the instructors that we had on staff multiple. It was very difficult to do that.

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Jonathan Richardson: So our whole goal. There was to reach them will looking at it from that standpoint, there was three things that we approached them with when we started talking about let’s let’s go towards an online platform.

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Jonathan Richardson: To try to reach them with a portion of this training.

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Jonathan Richardson: One was a whole distance thing. What the efficiency, you know, do we have an instructor that goes out and tries to catch drivers, but he may miss one because of a special run he had to go do

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Jonathan Richardson: And so we got to send people back and forth and with us being spread across the country that leaves some gaps, at least some concerns.

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Jonathan Richardson: So, you know, you can you can see the value of being able to reach them, you know, in an online delivery and doing that more efficiently.

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Jonathan Richardson: The other item that was a selling point for us going towards an online platform for transportation. Was that a lot of times there’s training out there, but it’s not specific training.

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Jonathan Richardson: Its industrial safety. Well, it’s not specific to transport, and that’s something that Infinit-I allowed us to do their content was designed and pointed towards this type of industry, transportation.

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Jonathan Richardson: Not to mention you allow us, the Infinit-I allows us to be able to cook company specific information. So we have a group here in house that can design and develop content.

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Jonathan Richardson: It’s were able to load that specific information up and give a specific message, message that maybe executive management wants kind of the point of need, if you will.

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Jonathan Richardson: And so for us, it was vault around efficiency, people less travel, and more impact, and being able to give a specific message training content to individuals that are out on the road.

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Craig Hart: Excellent, excellent know I’ve actually seen some of your in house content. And I know that you guys are fortunate to have that unit in house that is able to build those things for you and they do very good work. So I have been very impressed. But I also understand the the

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Craig Hart: Need that you all have because some of the things that you are working with

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Craig Hart: On a daily basis so that your drivers are hauling, you know, then it could literally kill you in 30 seconds. If you don’t know what you’re dealing with. And because I have gone through your anhydrous ammonia training and so I can attest to that. But no, that’s great. That’s great.

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Craig Hart: Larry

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Craig Hart: What, what did you use, how did, how were you able to get, get the buy in from ownership and leadership.

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Larry Finley: Well,

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Larry Finley: When I first came to White Arrow, I’m actually a little bit of background is in

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Jonathan Richardson: Law enforcement.

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Larry Finley: A safety directory for when I was in the military. Also, when I was in work, law enforcement agency. Our their safety person and thats what got me into White Arrow and part of the reason they wanted to use a system. They had JJ Keller at first.

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Larry Finley: JJ Keller to me, is is only useful one thing only which is trucking industry. In our case, we have warehousing, trucking and we have other people.

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Larry Finley: So the one we put the program together to see how do we train everyone is not one person, but we need to train one person on what the other person doesn’t understand what drivers do. A lot of people understand drivers do.

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Larry Finley: Exactly, much old men that drive trucks with a attitude. So my thing is I look for a training for around for dispatching which you guys (Infinit-I) are the only ones I know that has a very good dispatcher training on how to train a dispatcher to talk to a driver.

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Larry Finley: Once I went to Infinit-I it was just a weekend or a couple days program. I came back to the company. I gave him some of your references and asked me how I felt about it. They were very easy to get on board with you guys.

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Craig Hart: Excellent, excellent. Oh, I know that dispatcher training is that that’s the Dan Baker training that you have everyone to

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Craig Hart: work through.

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Larry Finley: The week

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Craig Hart: And you’re not lying you you train everybody at your company. I mean, it’s not just drivers. It’s the lady that answers the phone at the front desk, it’s shop maintenance. It’s everybody

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Larry Finley: Its the mechanics, to the dispatcher, customer service, to the accounting, because everybody has to know everybody has to understand the industry. If you don’t understand industry, then you will have communication issues, back and forth, and then

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Larry Finley: Another company calls us for something.

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Larry Finley: Accounting don’t understand what they are talking about then you have a problem. So your guys’ platform integration with my training and also I go out every three months and do training.

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Larry Finley: With the whole staff because I’m OSHA certified. So if I’m an OSHA trainer. So I combine that with that and it work out great for me. I mean, and then I our insurance even picks up the tab, because

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Larry Finley: We show our insurance that we train our people. It’s about getting pop chasing me and pay for our training there was about get forth, and then a lot of these companies are realized they had that training for women in their insurance. They just don’t utilize. So think about that too.

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Craig Hart: Absolutely, absolutely. Now, Bryce, what, how did, how did you approach that with Magnum

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Bryce Allickson: Yeah, so it’s funny. It’s kind of silly, but I think about it now. But when I first came out with Magnum

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Bryce Allickson: What we’re doing in this just kind of shows how far the technology has come, we would do our own

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Jonathan Richardson: Safety content, but we would

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Bryce Allickson: You know, burn into CDs.

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Bryce Allickson: send it out to our terminals or, you know, our over the Road Truckers we would make sure they would come into either a farmer facility or one of our other facilities and complete training that way.

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Bryce Allickson: Wasn’t very good process.

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Bryce Allickson: You know, I kind of lucked out I didn’t have a ton of pushback from, you know, upper management on this day we taught our upper management to help with our insurance companies.

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Bryce Allickson: We knew the importance of providing continual training.

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Bryce Allickson: So we started looking around for platforms and and Infinit-I was by far the best we found because of how specific it was to the trucking industry.

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Bryce Allickson: But for us to go along with what Larry was talking about. We provide training for every employee. So Infinit-I also helps, you know we can upload our own content.

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Bryce Allickson: PDFs, if I find a PDF if I think everybody should be reading or looking at. We’re able to upload that and everybody’s getting some sort of content.

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Bryce Allickson: Not going to be the same for everybody, but we’re able to get in front of everybody with continual training.

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Craig Hart: Excellent.

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Craig Hart: Now, I think that’s actually key because

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Craig Hart: When drivers feel like they’re being singled out for something which many of them can potentially consider a punishment or punitive

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Craig Hart: And you know they can’t go back to the company and talk to someone in dispatcher operations that are even HR payroll, what have you.

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Craig Hart: That it’s not experiencing the same thing they do feel left out versus when they can call in and know that somebody else has gone exactly through the same thing that they have gone through

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Craig Hart: And knows where they’re coming from and what they’re talking about. It’s, it’s another point.

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Craig Hart: That they have in common with the company.

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Craig Hart: And with the home office staff.

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Craig Hart: And I do think that’s important because

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Craig Hart: It does lend itself to

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Craig Hart: The culture that everybody does it.

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Craig Hart: Everybody is participating. This is not just something we’re singling

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Craig Hart: Certain kinds of employees for so that is great. Now, Larry. When you were rolling this out since I know that you

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Craig Hart: provide this training to

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Craig Hart: Literally everybody in the company. Was there any department that pushed back. Was there anybody that said

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Craig Hart: I don’t want to do this and if they

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Craig Hart: Did what did you do to get them on board.

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Larry still there.

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Craig Hart: I think we may have lost, Larry. All right, I’ll kick it to you, Bryce.

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Craig Hart: For those folks, since you do

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Craig Hart: train everyone wasn’t

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Craig Hart: Anybody ended.

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Okay.

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Craig Hart: Excellent.

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Craig Hart: All right, I was wearing a watch a show.

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Larry Finley: No our company,

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Larry Finley: They just, they go with the flow, because I feel the more training they got  the better, but you guys did you know

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Larry Finley: I was trying to talk to him about your company because they they like to get a report on what your company can do for us. But in your district, you guys.

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Larry Finley: You know,

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Larry Finley: The upgrades and certain things you guys actually do it.

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Bryce Allickson: Sold

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Larry Finley: A company where

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Larry Finley: Anytime you have a message on the CEO or the CEO or the

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Larry Finley: CFO wants to give a message out to all the floors, you can go to your company and you guys are broadcasting, I think.

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Larry Finley: We should you really

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Larry Finley: Really good fella for us. Are you guys

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Larry Finley: Have and we can also use our platform and put into your system log to be on the platform.

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Bryce Allickson: And returning that we also this

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Larry Finley: We can do with JJ killer or any other company.

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Larry Finley: Very, very easy to sell everyone if the can. You had a special training. When a year, I can give you can be acted on PDF uploading your system. Make sure your, you know,

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Larry Finley: Your team.

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Larry Finley: Also with the codec thing, you know, we can shoot out messages to everyone, even though we may not everyone, but everybody does their monthly training.

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Larry Finley: They get it done a double whammy Nick I understand what we want to do.

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Larry Finley: You know,

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Larry Finley: We’re calling it so your, your, your guys’s. The main thing I really like about the company now there’s not that training for the training is excellent and

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Larry Finley: It integrates with our system, but it’s depressing a service.

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Bryce Allickson: You guys get to take that

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Larry Finley: One person didn’t want company.

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Larry Finley: Along, it only need, you know, you can approach it in a post it note, though, you know, the closer you get to like a you know your own personal person to help you out throughout the time

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Craig Hart: You know that your client success rep. So yours is Leslie

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Craig Hart: Jonathan’s yours Aaron reiser’s is Leslie, but we have a team of gosh right now. I think we’re at 16

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Craig Hart: CS ours. And for those of you on the call not familiar with that we don’t do the the faceless customer service we assign a Client Success representative to every one of our accounts.

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Craig Hart: And some of the relationships that that the CSRS are able to afford them can be very long standing upwards of several years and they and they basically function as an adjunct

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Craig Hart: For your organization on our end. So if you find yourself in a situation where you need help putting together some training for a particular month or

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Craig Hart: You go on vacation and forget to assign something out for a given month, you can call them email them go hey, I need to put together training on this particular subject.

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Craig Hart: Can you help me out. And then we’ll find out a couple of details about what you’re looking for when it needs to go out and then Nick, can make recommendation.

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Craig Hart: Of course work that you can use to save you the time and trouble from having to do that.

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Craig Hart: So I know that the the relationships that our three panelists have on this call. I mean, they are participating in this call as a direct result of relationships they have with their CSR.

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Craig Hart: Because they’re CSR is know how these these groups all operate and how successful they are at what they do that when I asked for.

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Craig Hart: Recommendations of people that would be great speakers, these, these were absolutely handpicked folks by their, their Client Success reps, so

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Craig Hart: I can’t stress that enough. We don’t believe in doing the faceless version where you call in and have to talk to someone new. Every time you have a challenge because

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Craig Hart: You have to restart your conversations. Every time you do that over and over and over again. And that’s just not good for your

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Craig Hart: safety training continuity. We want to know what you’re trying to fix. We want to know what you’ve done in the past and how we helped previously, so we can build on these things over time.

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Craig Hart: Number ice since you do also train for

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Craig Hart: All employees. Was there any pushback when you guys were trying to implement this system and move away from those CDs.

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Bryce Allickson: Yeah.

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Bryce Allickson: Particularly are over the road division, it was, it was difficult at first with them.

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Bryce Allickson: Still kind of can be

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Bryce Allickson: But that is lawyer you constantly explain the importance of it, why we do it.

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Bryce Allickson: How it can improve them as drivers.

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Bryce Allickson: How it helps the company just you can’t be you have to be on wavering with it. You just have to be relentless and be continuous.

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Bryce Allickson: And we’ve our are buying has really increased. I think the first year we started doing this, you know, we’re probably around 50 to 60% completion.

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Bryce Allickson: Second year we were in the 80s and then and so far this year. We’re hovering right around 92 to 93% completion rate company wide every month I want. I want you to repeat that, because they’re going

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Craig Hart: To be people that are on this call today that don’t believe that that

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Craig Hart: Can happen.

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Craig Hart: They think they get

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Craig Hart: 50% they are doing awesome. But

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Craig Hart: I actually allegedly and I audited. Your participation last month, you had 94 this month you’re already up to

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Bryce Allickson: 95% yeah and then it’s just staying consistent together you know a lot of people don’t understand why you do this and you know another group, you might see the more the most pushback from if you do do a company wide are going to be your office employees.

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Bryce Allickson: They can look at it as well. You know, it’s pointless and nothing’s going to happen to me. I’m at my desk. Everything’s fine but

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Bryce Allickson: I think it’s also important, you need to mix up the content. If you can do the same thing every month or even decide, well, these are the topics I’m going to cover

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Bryce Allickson: Every month for the next 12 months and just kind of repeat that stuff that’s when you start to get people to not become interested in it. I’m always changing stuff up. They never know what I’m going to cover from month to month

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Craig Hart: Okay, keeps them interested that way.

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Bryce Allickson: Excellent know I do.

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Craig Hart: We do encounter people that have that kind of fatigue topics, fatigue, I guess you kind of call it and that is one of the things that we’re constantly having to work against internally putting out new content.

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Craig Hart: Different ways to say the same information because the information is still valid. It’s just how can we talk about speeding and speed management in a way that doesn’t become a droning voice in the background that they still pay attention to.

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So,

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Craig Hart: Jonathan when you were implementing this, was there anyone internally department wise that was was not on board or that you had

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Craig Hart: To get by and I know sometimes people have challenges with HR

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Craig Hart: Challenges with groups that think well, hey, this is not the way that we’ve always done it. We want to continue doing it, how we are our same patterns because that’s what we’re comfortable with. I didn’t know if you had any experience with that.

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Jonathan Richardson: There, I wouldn’t call challenges there was lots of questions, concerns about delivery and you know with drivers, the whole hours of service. How are they going to do it, you know, and not exceed this the way we count things timelines and

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Jonathan Richardson: But the beautiful thing here was, you know, with the whole micro learning content that fear kind of goes away.

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Jonathan Richardson: We’re throwing those short segments out there, those, those key points, we want to make impact with and it’s not moving into a lot of time.

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Jonathan Richardson: So, so with that delivery, you know, MTI was the Martin transport was the last business unit that we brought on to training in the industrials they do industrial training, too, but

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Jonathan Richardson: The reason. Listen, was the last because, you know, normally those online deliveries are somewhere between

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Jonathan Richardson: 30 minutes to 60 minutes that those training segments. It’s just not conducive to the atmosphere that the driver is working with him so so micro learning was one of those sway points that was really the concerns that they had was time of training, how long is it going to take

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Jonathan Richardson: I don’t know how do we deliver that and break it up so that was, that was the fix for that solution or for that issue.

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Craig Hart: Excellent. Excellent. Now,

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Craig Hart: So we’ve got we’ve talked about ownership. How do we get the

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Craig Hart: Person that signs to check on board. We’ve talked about how do we get all the additional stakeholders on board within an organization.

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Craig Hart: Your HR your business services, your shop your maintenance getting everybody to participate. And then, of course, last but not least is

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Craig Hart: Drivers drivers are the group that is the end user, the recipient of all this training and they tend to be conservative, not in a political sense, but in a sense that they don’t like change they they are adverse to sometimes things that are new or forced upon them.

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Craig Hart: But they’re also the group that is the highest risk because they’re the ones behind the wheel in the equipment.

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Craig Hart: Is traveling along now we do have groups that have varying degrees of participation. I know with with Magnum Bryce your group is exceptional is very much on the high end of participation.

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Craig Hart: In terms of companies that even we work with an encounter that is that is great because it means that at that point.

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Craig Hart: And you’ve probably experienced this, that if you don’t assign out training one time does your email blow up with people going, hey, where’s my training now because you’ve made it that habitual yeah

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Bryce Allickson: Yeah there. I usually and so I set up the training.

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Bryce Allickson: So everybody received their training for sure by the first of every month.

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Bryce Allickson: I may forget to send an email out reminding everybody it’s on there. And yeah, was that first week I usually get a bunch of emails or phone calls, asking if the trainings up. So yeah, down to the point to where people just. No, no. That’s awesome. Now that

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Craig Hart: Is ideal because it means that in some respects the ownership of this

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Craig Hart: Program has shifted from you to them and and then they care, they’re paying attention and that’s that’s really all safety is about is are you paying attention to what’s going on. Do you know how to respond.

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Craig Hart: And I think that’s wonderful. And do you have any kind of incentive program that you use, or I guess how

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Craig Hart: Do you get people to participate. Is it a carrot.

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Craig Hart: Or is it a stick.

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Craig Hart: Is it a job expectation something that’s in their

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Craig Hart: Their job agreement, how do you get that hive of participation.

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Bryce Allickson: Yeah we. Well, I mean,

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Bryce Allickson: For our faculty and dedicated divisions. They’re i mean they’re paid our the anyways so

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Bryce Allickson: They’re kind of not given given the choice.

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Bryce Allickson: If they’re going to be at the terminal. It’s just something that in that that that has come from our managers within those departments within those divisions. They’ve just been really good at making sure that you’re not going to have a choice. This is what you’re going to do.

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Bryce Allickson: Ltd, which, which was a little bit more of a struggle for us. We do have, they have an incentive bonus every month. And it’s an all or nothing bonus and

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Bryce Allickson: Part Infinit-I training as part of that. Okay.

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Bryce Allickson: So they could make a pretty significant bonus every month.

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Bryce Allickson: Doing a number, a number of things. But if they don’t complete their Infinit-I training. Everything else they did.

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Bryce Allickson: It’s not gonna matter gotcha, gotcha. Okay.

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Bryce Allickson: Now, Larry with your folks do

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Craig Hart: You have any kind of, I guess, how do you drive participation of your folks completing the trainings.

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Larry Finley: Where my drivers, they know it, they will

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Bryce Allickson: They went from 20 minutes

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Larry Finley: 25 minutes training video from just a challenger a three to four minute training every month for you guys.

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Larry Finley: It’s just required by law to be had to be training. So, I mean, they take it to us. We, you know, our case, which I love your platform is because I do a year training I give Leslie

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Larry Finley: Here’s my yearly training for the new system and automatically every month on the first of every month. Regardless, because Sunday or Saturday issues out an email to all my jewelry and then

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Larry Finley: When you get towards the end of the month issues on let me know you have that, you know, done your training and then I’ll take that report, and we have a chitchat with drivers.

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Larry Finley: Your trainers for the my orientation we couldn’t orientation is in your system. So the drivers already know about it. They know how to get into your system, we do or occasion from our company that we put in here.

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Larry Finley: And they know they give training once a month. Well, they got it because it’s my from 45 minutes 25 minute videos to three to four minute videos you doing I’m sitting at a terminal lean on the Libyan pickup and drop off. So I don’t have too much of an

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Larry Finley: Issue. You know, I think I’m going to have an issue with some time to do the negative, you know,

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Larry Finley: You’re the CEO, like you know if he was he was pretty good. He does. He does the train with the dispatcher driver. So, but in some time. I feel my vice president have a tendency of the game and

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Larry Finley: They get written up just like everyone else. So

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Like

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Larry Finley: They shared or the blame. So everybody works together when it said like him, but it’s introduced at the beginning of orientation, which is great because

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Larry Finley: There were there, you don’t have to worry about anything. Just tell us this is what I got. Who’s orientation and she takes care of it. I’m done.

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Craig Hart: Now, I love that because they can’t say, Oh, I’ve never done this before, because they didn’t orientation. You set the table already for what they can expect and they can’t push back on that now. So that’s all

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Larry Finley: We do yearly training so

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Larry Finley: The yearly training of view because most of the year. We have to do lagging trucking trafficking. Now I’m came on.

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Larry Finley: The right we have to do so.

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Larry Finley: On a setup for every month on month, you may have two or three videos, you have to do so much, you may just have one

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Larry Finley: But it’s set up in a year in advance and every year we have the same training chicken. I think we have to do my law. And then we switch off that stuff to even with the mechanic in in the warehouse personnel also can tease out HR

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Larry Finley: Tom, when do we use for HR so

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Larry Finley: My legacy. I had to roll out thinking, what do I train the trainer. This is done, the yearly. Yes, he has this he shoots it out on Dan, all I can to get have all times, or whatever. But that whole year, because I know that

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Larry Finley: trains are you back. So I can work on something though.

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Larry Finley: It’s a big help.

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Craig Hart: Now that’s an that’s huge. And

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Craig Hart: We recommend setting up training in advance because the system can be set up so that it hits different trigger dates but 12 months of training. I mean, that’s a huge time saver for you.

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Craig Hart: Because that means you’re not having to figure out month to month. Oh, what am I going to train out. You’ve already got that planned out the contents already been selected and then it just kicked off automatically the system so that. That’s great. That’s great.

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Craig Hart: All right.

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Craig Hart: Now, Jonathan comes to you on drivers, so

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Craig Hart: What kind of, I guess, how do you drive by in there at Martin, how do you get people to participate. Obviously, there’s the seriousness of of some of what they’re hauling contributes to their desire to participate, I’m sure. But, but, but I know that you definitely get a lot of buying as well.

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Jonathan Richardson: Absolutely, absolutely. We kind of goes some multiple cars, but some of it goes back to the whole management system. And I was talking about earlier and vision that we have and yes 100% compliance is an expectation, but

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Jonathan Richardson: from a management standpoint, we have to look at that from a systems perspective as well, you know what, what do we do to to aid in that process.

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Jonathan Richardson: And so we do have an incentive program each month we push out training on the first we try to make sure that it’s out on the first

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Jonathan Richardson: For consistency, because you know the whole change thing is is hard on people, you know, if it’s structured that way. It seems to work a lot better for us.

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Jonathan Richardson: We push that on a month and then about a 10th of the following month we’ll run a report and that report will show if there’s any outstanding people that need

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Jonathan Richardson: To finish their training. So we have a little bit of a grace there over 30 day their incentive program works on quarters. So by the end of that quarter.

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Jonathan Richardson: All that training has to be completed and the way it’s set up is that each manager at the terminal has all of his drivers that he’s responsible for and we direct it to that terminal.

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Jonathan Richardson: All of those people management, including including that are eligible for an incentive. The training, along with other atoms that are in our metrics.

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Jonathan Richardson: Are weighed in that process. Training is like more heavily than others in that it’s either again like I said it’s an all or none. So if all your drivers.

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Jonathan Richardson: Have not completed all their training than that not only affects their incentive that affects the manager of that terminals incentives as well.

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Craig Hart: Oh you roll it up. OK.

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Jonathan Richardson: So the manager has even more incentive to make sure that he’s providing you know guidance and oversight to those drivers to make sure they’re getting their they’re trained as well.

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Jonathan Richardson: One of the, the other items that I’ve seen that we had with drivers that was a concern. Now again, I wouldn’t say it was it was a pushback, but it was a bias participation is

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Jonathan Richardson: Most of those drivers that we talked to early on if we were talking computer based training online training. It was the whole idea of I’ve got to use the computer part

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Jonathan Richardson: One Infinit-I allowed us to do was use things that they’re already familiar with. So, so we have the cell phone, they can take their training on the add the kiosks they take their training on that. Well, that’s equipment they use every day.

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Jonathan Richardson: So that in itself, etc. Through that transition and gained a lot of buy in from those drivers. Just, just to be able to leverage the technology that they’re already comfortable with.

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Craig Hart: Excellent. Now you said kiosk of those something that’s set up on in each one of your locations that the drivers have access to

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Jonathan Richardson: We do. We have kiosk, and each terminal as well. So they’re their first day for any length of time they can log into those kiosks and they can take your training all those as well.

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Craig Hart: Excellent. Excellent. Now just kind of throw this out to the panel.

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Craig Hart: I know some folks have the training assigned out and it’s viewable on their end. Do any of you have drivers that view their training on ELD

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Jonathan Richardson: I do not. Okay.

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Bryce Allickson: We are. We’re currently transitioning that we’re transitioning all of our ELD to tablets. Okay.

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Bryce Allickson: Company wide so all our trucks lab tablets, and that’s one of the features that we’re adding to it as well as their option to complete the training from the excellent

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Excellent.

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Bryce Allickson: All right here now.

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Craig Hart: A couple questions that I’ve been writing down as you guys have been sharing these things with us and thank you again so much for doing that each one of you all talked about custom content. You talked about the the items you’re either building in house or the things that you find

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Craig Hart: That’s something that we always recommend that people take advantage of for a couple reasons. One is that it makes the training more yours.

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Craig Hart: And less

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Craig Hart: Infinit-I and I always joke that nobody signs up for safety training to go through my videos, they’re signing up to safety training so they can work with your company.

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Craig Hart: When it comes to custom content. Um, I guess.

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Jonathan Richardson: What kinds. Do you use is it

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Craig Hart: Is it always safety specific, do you do any kind of internal messaging. With that, I know.

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Craig Hart: At least one of you had mentioned that I think it was Larry talked about how or maybe it was Bryce talked about the messages going out from

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Craig Hart: Leadership that they send out periodically about the organization about the coronavirus response, I guess, let’s start with you, Larry, what kind of custom content ideas do you use in your system right now.

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Larry Finley: Yeah, we use that

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Larry Finley: We

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Larry Finley: Use castor oil, you’ll see, okay, you’re a manager just kind of can do messaging, or we can come into your brain when they’re going out a message to which is great.

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Larry Finley: The Texas.

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Larry Finley: We utilize it for a Corvette we’re utilizing what we need to get a message out to them, you know, also use this for every month, you know, every day for training for orientation training. We’ve got to have my file that I put in there because you guys keep proof that they did it so tempted

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Larry Finley: To date on it. So, I mean,

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Larry Finley: It’s a good bottle of wine off the world. I know my data service.

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Bryce Allickson: When you hide your servers.

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Larry Finley: For the information to be stored and it’s also good before you go outside with my driver ever gets

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Larry Finley: Into a accident very serious actor, the

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Larry Finley: First day on a journey to do is go look if you have trying to do what he training, you know,

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Larry Finley: My case, although we’re trying to have to get 100% only training diagnosis to go somewhere.

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Bryce Allickson: And have the accident get 100% so

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Larry Finley: It’s a good database.

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Larry Finley: To have and in your case.

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Larry Finley: You know you have

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Larry Finley: A guarantee that

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Larry Finley: Talk to us, you know, with the truck.

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Craig Hart: You have, we have had a couple guest speakers.

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Craig Hart: Some lawyers on our calls in the last couple months here. So, and actually I think those have been some of our most helpful webinars that we’ve done because they’ve talked about some of those legal challenges that that this world is now presenting us so

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Craig Hart: So, Bryce. When it comes to custom content.

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Bryce Allickson: Yeah we you know somebody was Larry was saying, we will use it for

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Bryce Allickson: Push, no company messages you know the other nice thing about this is

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Bryce Allickson: For example, our drug and alcohol policy we want everybody to sign it every year. Well, I can put it on the website and buy them answering the have they reviewed into they understand. Yes, that’s their signature.

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Bryce Allickson: So you can get a lot accomplished, you didn’t like that. I also like to

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Bryce Allickson: Between safe driving and injury prevention. I tried to do about a 5050 split each month with training so

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Bryce Allickson: You know all upload a lot of stuff that is

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Bryce Allickson: In you into injury prevention specific

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Bryce Allickson: So that’s

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Craig Hart: That’s

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Bryce Allickson: helped us a lot with that as well. No, I’m wondering why the

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Bryce Allickson: Angle that rank.

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Craig Hart: I love the company policies that you put on there, those, those are great because

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Craig Hart: There isn’t a an insurance agent alive that would not give you a giant sloppy kiss. If you made sure that you had your distracted driving your cell phone policy.

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Craig Hart: Your drug and alcohol policy all

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Craig Hart: Available to be reviewed by an employee and logged and signed and dated on when they acknowledge that they read it and

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Craig Hart: No, that’s, that’s great.

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Craig Hart: That’s great and Jonathan, I know you do.

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Craig Hart: I’ve seen some of your hazmat training that you guys have done internally.

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Craig Hart: Do you also send out training for

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Craig Hart: Other reasons beyond that, in terms of, I guess, non safety topics.

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Jonathan Richardson: We’ve had some customers request various things to be pushed out there that were more cultural related not necessarily safety related. And so we’ve pushed those out among the things that the other gentleman have talked about as well policies and so on so forth. We’ve also

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Jonathan Richardson: Taken some of those

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Jonathan Richardson: If we have or have had an incident or something like that, you know, we run a cause map them and answer them. Then we can we can basically build an LLC learning from an incident around that particular

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Jonathan Richardson: Incident around the circumstances of it and push that back out. So it’s kind of, it’s a circumstance, but it’s a circumstance we all could encounter. This is how we’re going to mitigate and how we’re going to work around that that searching, so almost kind of like a broad

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Craig Hart: Corrective or or pre corrective action, if you will. So not

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Craig Hart: Not fixing a problem that’s happened yet, but one that definitely has the potential to impact. Everybody okay

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Jonathan Richardson: Yeah, excellent.

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Excellent.

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Craig Hart: One of the questions I know we’re going to get on our Q AMP a feedback is

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Craig Hart: Owner operators. Do any of you work with owner operators.

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Craig Hart: Indeed, okay.

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Craig Hart: Jonathan. How do you get them to participate.

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Craig Hart: How do you, how do you compete against the

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Craig Hart: I’m my own business man or woman I do what I want.

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Jonathan Richardson: You know it’s again it’s one of those expectations, you know,

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Jonathan Richardson: Part of the team you’re part of the team. And so we expect that that train be done and those managers and enforced lab. And so far, honestly, you know,

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Jonathan Richardson: We may have heard some verbal push back but everybody has participated that we’ve not run into any issues owner operators not completing that task.

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Jonathan Richardson: It’s such an important to them to get it there safely. No problems as it is. So at the end of the day, the value of the training speaks for itself. And I think that’s an attitude that

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Craig Hart: That is dying out because the, the number of organizations that are doing safety training is dwarfs. Now the number that don’t

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Craig Hart: And I think there has always been a threat previously that oh, we’ll just go someplace where they don’t require this well the list of places they can go is diminishing as trucking companies more and more

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Craig Hart: Embracing safety training to protect themselves and protect their drivers.

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Craig Hart: See here.

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Craig Hart: Bryce, Larry. The either of you work with owner operators.

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No.

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Craig Hart: Company driver.

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Bryce Allickson: Gotcha. Yeah, we knew we got a handful of them.

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Bryce Allickson: They’re, they’re included in the artist and safety bonus that we have with our company drivers and we’ve, I’ve never heard of any pushback from our owner operators. Okay.

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Craig Hart: Excellent. Excellent. Now,

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Craig Hart: Larry, I know you’ve shared a little bit about what you do every month because you’ve got your new hire orientation for you, anybody walking in the door. You’re having monthly training go out every month.

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Craig Hart: 12 months a year and

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Craig Hart: Typically usually sign out with those monthly assignments two or three videos. I know you like that. They’re short

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Craig Hart: Do you have like a timeframe that you look at for monthly training is like, hey, I want to do 15 minutes total or 10 minutes total

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Larry Finley: Yeah, I just picked a category, I need to train on whatever the top guys Habanero. I do that.

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Craig Hart: Gotcha. Okay.

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Craig Hart: And then, Bryce. I know that you’re doing monthly training as well.

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Craig Hart: And then you also do corrective action.

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Craig Hart: So that when there are challenges.

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Craig Hart: Tickets violations that come up, you’re able

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Craig Hart: To assign out individualized training.

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Craig Hart: To specific drivers to address those issues. Do you have a system, put in place for how you manage that.

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Bryce Allickson: That is there. I mean, it’s just kind of the, the teamwork of the safety department.

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Bryce Allickson: You know, we have people who, you know, work with our forward facing cameras, who are going to identify on safe drivers.

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Bryce Allickson: We have our claims department that’s going to work with, with crashes or with injuries. So

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Bryce Allickson: It’s he will, you know, we don’t have anything set in stone. It’s just kind of

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Bryce Allickson: Each case is going to be different, you know, not every night and not every crash is going to be the same. You know what, what led up to a what what happened during it, so

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Bryce Allickson: It’s just kind of more of a feel. Once we get to talk to an individual what we feel they should be provided with after that. Gotcha. Okay.

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Craig Hart: And then, Jonathan, I know you guys do quarterly training like clockwork.

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Craig Hart: On on the safety side. I know that’s specific to various kinds of chemicals that you guys are hauling right there.

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Craig Hart: So that’s

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Craig Hart: All great stuff do you typically have like an amount of content that you shoot for when you’re doing that quarterly training.

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Jonathan Richardson: What we have is a matrix out there that says you know in this timeframe we have to cover these topics, either that’s regulatory regulatory driven or customer driven or we we’ve seen a deficiency in house and we drive it ourselves. And so

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Jonathan Richardson: We try to say hey you know

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Jonathan Richardson: This month we won’t

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Jonathan Richardson: Have this kind of where we do quarterly training, but we said

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Jonathan Richardson: We break it down by month so you know in this month, we want to cover these particular topics and those topics may be geared towards the driver, the manager so so forth mechanic in the shop, it’s just it’s we can push it to all of them depending on what the topic is and the need. Gotcha.

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Craig Hart: All right.

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Craig Hart: All right, we did have a question come through that I think is valuable, is how do you convince the CEO to implement and incentive bonus program.

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Craig Hart: When their philosophy is that safety requirements are part of the compensation package that drivers already being paid. So, Bryce. I will let you take a crack at that first. How do you see, oh, to do an incentive

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Craig Hart: Yeah.

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Bryce Allickson: This probably won’t be good answer, or I’m not going to be able to answer it very well. So it’s, you know, part of what I talked about earlier with our LPL and dedicated

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Bryce Allickson: Divisions demand for it is, you know, come on, said you’re going to do it. So it’s just it’s it’s expected of the drivers are expected to have all those employees to just get it done because that’s part of their job in that

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Jonathan Richardson: Boat with over the role and

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Bryce Allickson: The reason we moved to that is because we were having we were struggling a little bit with getting full participation with

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Bryce Allickson: With our over the road drivers. So you just have to come, you have to try to come up with different ideas.

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Bryce Allickson: We used to do monthly drawings. So I’d pick

411
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Bryce Allickson: Random employees who

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Bryce Allickson: Finished the training for the month and we’d give them

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Bryce Allickson: $5 visa gift card at the end of the year, we would do.

414
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Bryce Allickson: Bigger drawings, where they get anywhere from 100 to $500

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Larry Finley: Yeah, you might just have to kind of

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Bryce Allickson: Kind of start off small and

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Bryce Allickson: Then see where where you can develop it from there.

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Craig Hart: And I think it also probably helps. Once you have the program.

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Craig Hart: Up you can demonstrate

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00:46:44.070 –> 00:46:45.690
Craig Hart: What has improved over time.

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Craig Hart: And most improvements in safety for trucking do have $1 amount attached to them. I mean, anything that you don’t have to repair or replace

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Craig Hart: Any time you don’t have to end up in court. I mean, all of that is

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00:47:00.570 –> 00:47:02.160
Craig Hart: Is financial all of that.

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Craig Hart: Is things that count against the bottom line.

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Craig Hart: I know that we talked about ROI calculators, when we are

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00:47:09.660 –> 00:47:12.030
Craig Hart: Talking to prospective clients. We’re trying to figure out, okay, what’s your

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Craig Hart: Main point and then how can we help you address that. So at the end of the year.

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Craig Hart: You go, okay, we were trying to solve for accidents. We’ve reduced our number of accidents by this many and it saved this this amount of dollars, so that’s that’s good to go. So now, now, Larry. I did was your incentive program at white arrow. Was that something that you put in place, or was

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00:47:33.750 –> 00:47:36.870
Craig Hart: That you had to sell the CEO on or was that something that they

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00:47:36.960 –> 00:47:38.340
Craig Hart: They came on board with pretty quickly.

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Larry Finley: Well yeah, I forgot my brother was actually

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Larry Finley: It wasn’t because of training is actually do you want me to send a program

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00:47:46.680 –> 00:47:47.700
Larry Finley: Obligated to way.

434
00:47:48.030 –> 00:47:50.310
Larry Finley: To avoid a joke drive them into an accident.

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00:47:50.970 –> 00:48:01.200
Larry Finley: And how to avoid a truck driver from knocking off the turtle. A door. So will we be able to put a single program together and she healed and CEO Bob offline because

436
00:48:02.790 –> 00:48:04.470
Larry Finley: They have to work as a team. Each terminal.

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00:48:05.700 –> 00:48:11.970
Larry Finley: Has work as a team. I didn’t work and working as individuals. So if it’s time if they have no infinite that month.

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Larry Finley: And

439
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Larry Finley: Each team making certain bonus amount

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Larry Finley: For that and making it easy to 12 times a year.

441
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Larry Finley: Or you can get it.

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Larry Finley: Once a year and a half minutes. The rest of the year.

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Larry Finley: Once I implement that they got went down maybe one incident every other month and all the terminals was turned out to be good and say that the whole lot of it.

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00:48:31.020 –> 00:48:32.940
Larry Finley: Was all the money that came in.

445
00:48:33.270 –> 00:48:34.980
Larry Finley: That we kept that we don’t use

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Larry Finley: And ran a report from like maybe

447
00:48:38.760 –> 00:48:44.010
Larry Finley: 80,000 a year for accidents or a trailer doors and then when I started the program and drop from

448
00:48:44.130 –> 00:48:45.480
Larry Finley: 80,000 a year to

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Larry Finley: Basically around maybe less than 25,000 a year.

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00:48:50.580 –> 00:48:54.720
Larry Finley: So we don’t have a lot of money, so you can put a difference in the foreground.

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Larry Finley: It depends on

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Larry Finley: What issues do you have

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Larry Finley: You know,

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Larry Finley: For us training wise, though, it affects their KPI so

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00:49:01.260 –> 00:49:03.660
Larry Finley: If they don’t do to train a detriment API.

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Larry Finley: And I think integrating their

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Craig Hart: Wide tracking the progress as well so that you could demonstrate, hey, this was our before result. This is our after result. This is I think sometimes

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Jonathan Richardson: With

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Craig Hart: With CEOs, they can sometimes get bogged down in the, oh my gosh, this is costing me how much this is costing me how much, but when you

460
00:49:21.150 –> 00:49:22.080
Craig Hart: Can show them.

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00:49:22.230 –> 00:49:24.300
Craig Hart: Hey we implemented this for real this is

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Craig Hart: A real amount of money that we spent last year on this problem. And this is the new significantly lower amount that we spend this year.

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Craig Hart: Than it, then it’s a no brainer.

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Larry Finley: So yeah, they talk. They talk money.

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Larry Finley: You know, see retina civil but the for the my pocket.

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Craig Hart: So yep

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Larry Finley: Come on down. I can see you.

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Larry Finley: Hundred thousand a year didn’t start listening to you. Do they want to hire you to do it. Well, the first met you wanted to put out

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Larry Finley: A SHOW THEM, HEY, OKAY. We had no interest in

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Larry Finley: Mysore Lassie the same if you get $20 so here I think 20 bags so it goes on from that point forward, it’s easy to do.

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Larry Finley: You just have to be able to willing to do it.

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Craig Hart: Absolutely. And then, Jonathan. I’m assuming sets the culture that you’ve been talking about on this call and in the buy in that you’ve had from the highest level. I’m assume it was it was not a challenge to talk incentives with your CEO to drive that point home.

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Jonathan Richardson: You know incentives have been a part of the company, even before I and we critique those consistent incentives, but

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Jonathan Richardson: Here’s the way that that I viewed it, it’s very hard to prove incentive skin actually be economical for the company that’s that’s disco and can be beneficial. From a safety standpoint, and the way that that you know I have an other places and would approach that here is is first off,

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Jonathan Richardson: Look at your turnover rate this industry specifically has a very, very high turnover rate argued crashes related

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Bryce Allickson: To those new employees. Is that where

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Jonathan Richardson: Your greatest number is that, and if that’s the case, you know, in some programs and only did they help us with

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Larry Finley: Particular for taking information.

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Jonathan Richardson: From

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Jonathan Richardson: The employee and typically the longer tenure employees at one

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00:51:10.500 –> 00:51:12.480
Jonathan Richardson: Of our list incidents.

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Jonathan Richardson: You know with with that data secured, because if you go towards anybody in the C suite. They’re going to want to be able to see data and numbers and

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Jonathan Richardson: And be able to just find verify what you’re what you’re showing. So that’s one way you could go approach that C suite and have some justifiable information to present

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Craig Hart: Absolutely. Absolutely. All right, then dig it another question coming in from the audience here. Thank you, all of you for taking the time to share this information is greatly appreciated.

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Craig Hart: Do all of you only have forward facing event recorders. Have any of you considered inward facing event recorders and Jonathan, I’ll go and start with you on that. Do you have

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Craig Hart: A

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Craig Hart: Question or not inward facing cameras outward facing cameras on your trucks.

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Jonathan Richardson: We, we do not, we only have the forward facing and we’ve deliberated over that back and forth and honestly that’s between

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Jonathan Richardson: The MTS safety.

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00:52:15.180 –> 00:52:30.180
Jonathan Richardson: Person that we have over that part of the safety program and you know I’m overtraining content, but I’m part of those conversations you know there’s a concern about you know the value of that inward facing camera and the values

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00:52:31.470 –> 00:52:32.100
Jonathan Richardson: Enables that to

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Jonathan Richardson: protect privacy, if you will. So, so, as it stands today we have stuck with just just forward facing cameras. Okay.

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Craig Hart: Now, Bryce Do you all have cameras.

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00:52:45.810 –> 00:52:46.890
Craig Hart: Thinking and we’re network.

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Bryce Allickson: Now we just have the over facing cameras and all of our trucks right now.

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Bryce Allickson: We did a

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00:52:56.370 –> 00:53:00.210
Bryce Allickson: Test in we’re facing with a few a couple years ago, but

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00:53:01.530 –> 00:53:03.720
Bryce Allickson: Kind of the same reasons. Jonathan brought up, it’s

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00:53:05.130 –> 00:53:06.330
Bryce Allickson: It’s a tough sell.

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00:53:07.350 –> 00:53:08.190
Bryce Allickson: For drivers.

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00:53:10.830 –> 00:53:15.570
Bryce Allickson: To have them on board with that and understand that you’re not spying on them.

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00:53:17.370 –> 00:53:17.910
Bryce Allickson: But

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00:53:18.990 –> 00:53:28.050
Bryce Allickson: I think it’s I think it’s the direction the the trucking industry is going to be moving in. I think within the next year or two, you’re going to see you’re gonna see a lot of it.

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Craig Hart: Awesome, awesome. And then, Larry. Do you all have inward and outward facing or just outward

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00:53:35.730 –> 00:53:36.660
Larry Finley: Now we have both.

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00:53:37.710 –> 00:53:40.380
Larry Finley: We Jamie just mentioned, it will be a non date.

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00:53:40.680 –> 00:53:42.270
Larry Finley: In the field with insurance companies.

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00:53:42.270 –> 00:53:43.440
Bryce Allickson: Because if

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00:53:43.530 –> 00:53:44.070
Larry Finley: Trust me.

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00:53:44.580 –> 00:53:49.020
Larry Finley: If save your company a lot of money. You know, I mean time to camera and we’re then I would say, but

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00:53:49.890 –> 00:53:51.540
Larry Finley: Can I just add one other day

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00:53:52.020 –> 00:53:53.220
Larry Finley: Method we get him and

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00:53:53.370 –> 00:53:55.350
Larry Finley: Put a comma. He hit off so

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00:53:56.130 –> 00:53:58.560
Larry Finley: The forest feedback from the job you want to get

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00:53:58.560 –> 00:54:00.060
Larry Finley: That at the beginning when we started

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00:54:00.180 –> 00:54:04.530
Larry Finley: Over six years ago. We’re camera facing and we’re on the 95%

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00:54:04.860 –> 00:54:06.060
Larry Finley: For this going crazy.

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00:54:06.540 –> 00:54:07.170
Bryce Allickson: But

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Larry Finley: We use it for two reasons. One, to make sure the safety of our drivers.

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00:54:11.640 –> 00:54:12.600
Larry Finley: And to to cover

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00:54:12.870 –> 00:54:14.460
Larry Finley: Their behind an hour behind when

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00:54:14.460 –> 00:54:15.540
Larry Finley: It comes to lawsuit is

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00:54:15.690 –> 00:54:16.860
Larry Finley: In the case of the accident.

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00:54:17.370 –> 00:54:19.230
Larry Finley: That maybe you can use it for training.

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00:54:19.230 –> 00:54:19.620
Bryce Allickson: To

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00:54:20.010 –> 00:54:21.930
Larry Finley: You know, not wearing a seatbelt.

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00:54:22.110 –> 00:54:22.500
You know,

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00:54:24.330 –> 00:54:28.230
Larry Finley: Falling to close or far, Tom. Tom Brady

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00:54:28.980 –> 00:54:31.710
Bryce Allickson: Was the driver. See that you use for training.

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00:54:31.770 –> 00:54:32.730
Larry Finley: Period on que

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Larry Finley: La

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Craig Hart: vie of ready made training videos for those of you that have those types of cameras. You have now the footage you can create

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00:54:41.550 –> 00:54:42.840
Craig Hart: A training piece around

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00:54:43.110 –> 00:54:44.400
Craig Hart: Specific to your folks.

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00:54:45.060 –> 00:54:45.870
Larry Finley: What we do is we

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00:54:46.290 –> 00:54:48.690
Larry Finley: Have you know different states. We use it another state.

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00:54:48.780 –> 00:54:50.160
Larry Finley: Camera to show that

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00:54:50.220 –> 00:54:53.640
Larry Finley: With the person who had made you don’t more off their face. You don’t show your face, we

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00:54:54.090 –> 00:54:54.600
Larry Finley: Even more

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00:54:54.630 –> 00:54:58.320
Larry Finley: To say, but it’s good for training and then once you guys know that.

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00:54:59.550 –> 00:55:01.080
Larry Finley: You use it for training and then

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00:55:01.110 –> 00:55:17.700
Larry Finley: It becomes the everyday thing. I mean, but you’re going to get that kicked back at the beginning and you start using cameras cameras, we did in my chain 95% plane. And so, and we had a serious incident one time and that intimacy that button you know drivers, talk to each other to states.

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00:55:18.180 –> 00:55:21.510
Bryce Allickson: And they all except for that. Oh, that’s been helping all like even like and check the

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00:55:21.510 –> 00:55:23.370
Larry Finley: Camera we provide this happened that happened.

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00:55:23.700 –> 00:55:24.120
Larry Finley: So,

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00:55:24.270 –> 00:55:25.980
Larry Finley: It takes a while. It’s like anything, you know,

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00:55:26.400 –> 00:55:26.670
Bryce Allickson: Any

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00:55:26.910 –> 00:55:36.810
Larry Finley: Any, any kind of training. We did it on a big under your bed, but there is a good tool for our company and you know it can be mandated. Pretty soon with assurance that if they use just a lot of medical out

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00:55:37.200 –> 00:55:40.530
Craig Hart: Oh yes, insurance companies love camera footage that they can

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00:55:40.710 –> 00:55:43.320
Craig Hart: Pull a niche shows that your drivers were doing the right thing.

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So,

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00:55:45.570 –> 00:56:00.420
Craig Hart: Awesome. Well guys, we are at the end of our time today I wanted to thank you all for participating. Again, I think we had a ton of helpful information shared, I hope that pens were flying furiously with our audience because you guys had a lot of great perspectives.

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00:56:00.480 –> 00:56:08.280
Craig Hart: And a lot of great steps that you all have taken that have worked and have been successful. I do know that some of the folks on this call.

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Craig Hart: Do not currently use our platform, we are running a complimentary 30 day trial. This was something that we had started

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00:56:16.500 –> 00:56:19.650
Craig Hart: As part of our coronavirus response to provide

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00:56:19.710 –> 00:56:28.560
Craig Hart: Groups that needed the ability to communicate out to their team. The rules that had changed for the organization as part of Corona we’ve decided to continue that.

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00:56:29.190 –> 00:56:33.960
Craig Hart: As a way for other organizations that are still trying to find their way forward in our new normal.

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00:56:34.680 –> 00:56:52.590
Craig Hart: Where we’re still have social distancing expectations and things like that. And if that’s something that you would like to learn more about please contact us at 972-232-7305 that is the phone number that’s on the screen right now. Or you can visit us at Infinit-I Workforce.

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Craig Hart: solutions.com for more information.

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Craig Hart: And if you have any additional questions that come up after the webinars over as I know sometimes do feel free to email me, [email protected]

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Craig Hart: If you also have questions for any of our panelists and would like to follow up with them specifically

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00:57:13.950 –> 00:57:19.410
Craig Hart: We can certainly get you in touch with them and just let me know when you send me the email if there’s someone in particular.

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Craig Hart: That you wanted to pick their brain a little bit more about how they did something so that you can be successful on your end,

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00:57:26.220 –> 00:57:36.090
Craig Hart: Feel free. And we’ll make sure that you get connected and get those answers that you need. But otherwise, appreciate you all joining us here today. Thank you again to our panelists.

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Bryce Allickson: And I hope that everyone

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Craig Hart: Out there has a safe day Drive safe, stay safe. That’s what it’s all about, folks. Thank you again.