Now the 490 with Gretchen de Bakker might kill them.

And Kevin Mullin, Welcome to the 419.

It's a wellness Wednesday edition here.

The 419.

I'm Kevin Mullen.

Gretchen de Bakker.

I kill him.

The 419, of course, powered by presented by Retro Wealth Management.

We're diving in on wellnes today, courtesy of our friends at work.

Spring.

And we'll be talking with Teagan Alexander, from Terp.

Stop.

We'll have, Rich Barkham from Cardinal, compliance and then, our good friend Roy Cherry from the Epilepsy Center will join u at the end of the show as well.

So it should be, should be a good one.

That's right.

I appreciate that.

As we tackle wellness, the reality is there's so many different layers to this and different ways for us to approach it.

And what I enjoy about kind o this segment is an opportunity for us to take a deeper approach that isn't always just about, are you exercising?

What are you eating?

But there's a lot of different layers especially when we talk about, wellness in the workplace.

Right.

The vacillating between macro and micr I think is interesting.

Right.

So there is, a, very personal approach to this.

And I think we've had people that have made that practical and approachable.

But then from to your point, Kevin, how this affects the vast majority of our lives, which is at work.

Right?

And the people that have t oversee us and we ever see them.

And the duality of that relationship, I think, has been interesting.

So we'll have that conversation with Teagan and Rich coming u here, on our Wellness Wednesday edition, courtesy or presented by Work Spring.

I saw there's a new show coming out.

They are all in on local.

Yeah.

And another cool way that they are, leaning into that kind of local brand and sort of telling cool stories that are right now is they've got a new show coming out on the 21st, called sessions, and it's local bands, so it's local bands playing a couple of songs at Danny's and Rossford is where they've taped it.

The promo, shout out, to Nathan and the team here.

I mean, it is Austin City Limits.

It looks great.

I missed this.

Oh my gosh, it's so good.

I think it's in the spreadsheet.

Yeah.

Oh, man.

No, it it looks so good.

So, the 21st, the first episode will release on.

Do they need a. Third engaging host that makes the show entertaining?

Because I could do it.

Let me sho and let me know if you know me.

Maybe I could carry another show.

Yeah, yeah.

You're good.

You're probably good.

Up to.

Three.

It's going to release every week.

They've got five bands, so it's just a quick kind of release.

So five weeks, they.

Come on i play or this is live at Danny's.

So it's taped, but yes.

Taped live at dance.

Okay.

And then they'll do two songs on every sort of that episode that comes out, released on digital, on the web at that org and then on the new app as well, some.

Of the same bands that are going to be playing at the whole party.

Part of the park that we just kicked off on Friday.

Right.

So yeah, so a lot of, a lot of great local bands, but they're local bands playing originals.

So it's also a really cool, kind of cool vibe.

So, definitely, be o the lookout for that on the 21st when sessions drops here at gt.org on YouTube and of course, on the new, GT app.

That's how you can find this show as well.

7 a.m.

on YouTube, 3 p.m.

on FM 91, 6 p.m.

on GT connects and of course, on YouTube.

That August the for one ninth or on the new and improved GT app.

When we come back, we'll kick off our Wellnes Wednesday with Teagan Alexander from Tarp.

Stop talking about all things workplace wellness, where we are back on the 419.

Support for the 419 comes from We True Wealth Management, where we understand tha your financial path is personal.

Advisory services are offered through Capital Investment Advisory Services LLC, securities offer through Capital Investment Group member Finra and SIPC.

More information at Retro advisors.com.

The 419, powered by CTE is made possible in part by supporters like you.

Thank you.

Introducing the local Fred, a community news series uniting voices and storytellers from across the region in partnership with La Prensa, the Toledo Free Press, the Sojourner Truth, Toledo Public Schools and Rethinking Jails justice.

The local thread brings you stories and conversations that connect our community here at weeknights at seven on FM 91, with early access on podcast platforms each morning.

It's a local thread only on GTV.

Welcome back into the 419.

It's a wellness Wednesday presented by Work Spring, and we're diving into a different layer of wellness today as we're joined now by Tegan Alexander.

Sorry for getting the name wrong in the first segment, but nobody would have known if I hadn't just drawn attention.

So it's better to ge a handle ahead of time, right?

That's right.

Well, what?

Sometimes you make mistakes and the right thing to do is fix them.

So, you're joining us here coming from Tarp.

Stop.

You work in air?

Correct.

I'm there.

Air and safety director.

What?

So we had this conversation.

I think Gretche was not familiar with Tarp spot.

Tarp.

Stop.

I actually am from some work I did in the Perrysburg area or Perrysburg schools.

And I know your owner is a bi supporter of Harrisburg schools.

But tell me, what is tarp?

Stop.

Yeah.

So we make, rolling tarp systems for flatbed trailers amongst of other variety of tarpaulin solutions.

And our current headquarters is actually based off of Lasky Road in Toledo.

How long has it been in business?

We've been in business for over 20 years now.

What, that.

Yeah.

When you were a little boy on your name was originally Tiguan, and you changed the taking?

Which was a bold move.

I congratulate you, and I cannot wait for the Netflix documentary in your own.

But the second part of it is there's another extension being made, with, Did you have dream of being in the Tarp business?

Did you play with Tarp as a kid?

Talk to me about how you got to where you are today.

The only times I played with that as a kid are actually the ones that people think we make, but we don't.

It's the blue tarp stuff.

But he thinks about you as a as a farm kid.

I played with those.

You were a farm kid.

Where'd you grow up?

I actually grew up a bit in Dundee, Michigan.

Yeah, sure.

On a ten acre horse farm up there.

You're kidding me.

Yeah.

Okay.

Family owned horse farm.

Yep yep, yep.

For a little bit.

And we've moved all over of Texas, Kentucky, Michigan.

And now I live with my family in Ohio.

And or anything.

It has to be less work than working on a farm.

But what a love of horses.

To where now, can you not standing around them?

That's the duality of getting off the farm.

I really most of our time, even on the farm, was with, with dogs.

And I do have to have a passion with those.

But do you have a dog now?

Yes.

Currently they've had to stay with the parents.

You know, it's my, my famil and I, we've been moving around until we finally found our house and everything, but, yeah, a Beagle lab rescue and a, border collie.

Oh two.

Yes.

Bullet and swift.

Yeah, I love it.

Oh, and you have a favorite.

Like when they got the dogs to watch the show.

You have a favorite of the two dogs.

The, obedient border collie.

Okay, good for you.

That's the favorite.

Many of them.

So back, that to the business, of 20 years.

That doesn't happen by accident.

Gretchen was, informed about the business today.

It is a not a known agency in town, but these are everywhere.

Yeah.

So you see the a million times on the highway.

They come from our area.

Give us a little background on the company.

We'll get back in the air.

Yeah.

I know that our two owners, you know, they started it, working out of, working ou of a garage, and then, you know, it was our Perrysburg location, that I most familiar with.

And then when I started with the company, we were still in that Perrysburg location.

But we've also got facilities one in Gary, Indiana.

Taylor, Michigan, and then North Jackson, Ohio.

And then, we we you made that.

Vacation in North.

Jackson?

I do, I have a home there.

Yeah.

So, what what, what are some what's your favorite season in North Jackson?

Tarp season?

That was good.

First, every season.

That's right.

Yeah.

I can't argue with it.

Yeah, that's good.

You could also do a little sales.

Yeah.

But, What?

So what are these tarps?

Tell tell us about how this came to be and what they actually are.

Yeah.

So the main purpose is, you know, when you're trying to loa different things onto a trailer, your traditional trailer that everybody thinks of, you know, you've got the fixed, have, you know, everything's enclosed.

You got to load it from the rear.

But that doesn't work for the the need of every driver.

So to be able to load it in multiple directions, you need one that can you know, roll back and forth.

And that's the solution we provide.

With this weather that we've been having in the last week in these high winds.

Does this caused panic in th hearts of people at Tarp stop?

Because of these trucks and the tarps out on the roads is a desert.

Have you had any extra anxiety the past couple of days?

We're there to help them.

So I mean, if anything, it helps us.

I mean, that's our.

Need, right?

Let's check.

This out.

That there.

Tarp season.

Yeah it's great Tarp in absence of the tarp right.

That load is that's true all over the highway.

Yeah.

So tell us a little bit about your role.

In air.

How long have you been with the company?

I've been with the company.

It was actually four years this weekend.

Oh, wow.

Yes.

Yeah, we got to cake.

We thought you were on last week, and it was an ice cream cake.

Oh, yeah, I'm sorry about that.

But you would have really liked it as long as you ate in my honor.

Yeah.

We did.

We were passing a Tiguan the entire time.

Yeah.

So it's my.

Honor.

We.

W sang Happy Birthday, and it was.

Yeah, it was great.

A total wasted trip.

Yeah.

But anyway, how many employees?

We have roughly 120.

That's across all locations.

Yeah.

And you started out in the air.

How did you find your way into this realm?

Yeah, I was, actually, an air specialist.

I was working for the Walgreens distribution center over there in Oregon, Ohio and Oregon Road.

And, then I decided to take a chance on me.

I was fresh I had about a year of experience in my bachelor's in HR, and, where'd you go to school?

I mean, Waldorf University.

I did it online.

There for city, Iowa.

Yeah.

How about that?

So we're talking about taking Alexander, an air from tarp.

Tarp.

Stop talking about all things wellness.

We made some jokes, around the studio.

There's some additional safet measures that they put in place.

But but you're a you're a fan of that.

Yeah.

You know, one of the things when it comes to wellness is, is risk mitigation.

And just making sure that you're kind of putting all the things in place to keep employees safe.

Talk to me about wha that looks like at Tarp stuff.

Yeah, I joke with them regularly that they pay me to be paranoid.

Yeah.

Which I just happen to be pretty good at.

And really, it just is.

Teaching people to be aware, I think is, is one of the biggest thing is to look at things that you take for granted.

You know, bringing in.

And that's the thing in you everyday life even, is just to look at the things that you take for granted.

You know, as fa as how you drive, for example.

And, you know, same thing with my forklift drivers, you know, hey, you take for granted that may be a pedestrian, you know, i or even the pedestrians, right?

Yeah.

Or the pedestrian you know, takes in consideration that every Lyft driver is, you know, something 100%.

And so but.

Right, exactly.

And that's why, you know, it's important for everybody to be alert and aware in, in the, in the workplace there.

You seem like a comparatively young person.

How challenging is it to oversee corrective if your from a spectrum of people?

Really, I have to thank Tarp staff.

They've, they've really done a lot to that.

We focus so much on what the individual themself brings into the table, regardless of age or any other factor.

And Tarp stuff is really lived up to that with my career.

I mean, I started as an HR journalist there, and then they brought me up to a director.

And the biggest thing is it's about merit there and just having honest conversations with people and treating people with respect.

And I think that goes a long way.

So when you're when you treat people, for example, me, a lot of people are, you know, older than me.

That's that's the nature of my age.

And one of the shows or the.

And that's, you know, just approaching anyone with respect, understanding that they've put in time at the company that I haven't put in even that' just from a tenure perspective.

But you could be older than me.

And you come in there and you do your first, you know, 1 to 2 years, and especially when you come into safety because safety, you're talkin about making all these changes.

So you have to approach it from respect, ask why things are the way they are because maybe you're wrong, right?

You're new, you're coming in there.

There might be a safety reason why this is this way, and you don't understand that coming in.

And that's why I think the biggest thing is just to approach i from a place of understanding.

And respect in your company or in, in this in the risk managemen or air safety world writ large, or is there are other incentive need to be provided to employees to care about safety other than maybe not in drinking themselves?

I mean, is there, like you just said, having to explain it to people why this is a certain way?

Or is there some, some other incentive structure that's given to employees or should be?

Yeah, I think it can.

I think it can help.

But really, I feel like I've noticed and it can vary from different compan cultures, have different things.

And at the end of the day, when somebody wants to do something a certain way, sometimes, you know, a gift card isn't enough to sway them.

And it really doe come down to just communicating.

And I think at the end o the day, people want to go home the same or better than how they came there.

And I think communicating that and then how they can help ensure that everyone else gets to is is a big thing for us.

And that really helped.

Motivates so much of the manufacturing like and I think in most companies.

Right.

Like speed matters and and so I think it's this fine line between get it done fast and get it done safely.

How do you guys, strike that balance, that Tarp stuff and what recommendations do you have for for other workplaces and other employees on finding that own balance within, you know, like my bos wants me to get this done fast.

But I also know tha I've got to get it done safely.

How do I find that middle ground?

I feel like in most instances, you never want to say like a top down approach in almost everything, right?

But safety is one of those ones that you do want to be top down.

If you have that to where the head of your company, like ours, is passionate about safety, right?

Our whole executive board, they're very passionate about safety.

And when that's communicated to the supervisors and then that's communicated to the employees, the supervisors aren't worried about when the managers abov the supervisors aren't worried about pushing the employees beyond what is safe, because they know that their managers aren't pushing them to that end.

So I think that's an important thing, is making sure that leadership is on board with what's safe and ultimately best for the company, and that's employees.

Talk to me about your home.

Is are the sockets safety?

Yes, actually.

Tell me tell me about how you've lived your life, in a risk free.

Do you go into your folks and friends homes and say, you know, you can't.

This is a trip hazard.

That's right.

That actually walks around with the, the neon tape and puts it.

Yeah.

A stair.

You got the dinner like, oh my God.

Yeah.

So really, I blame credit my mother, as a very paranoid person I never broke a bone growing up.

Okay.

You know, I willing I never will going forward, but I have a very similar mentality of preservation and with a little daughter and another one on the way.

Oh, congratulations.

Thank you.

What's your daughter's name?

Ruby.

I have a ruby.

Oh.

That's great.

I I'm sure I'm fine.

If you talk about risk mitigation.

Yeah, yeah, yeah, 100%.

Do you hav the other name picked out yet?

Yes.

Gwen.

Yeah.

Beautiful.

Yeah.

What is a winner win?

Technically.

Gwendolyn.

Okay.

All right.

Yep.

Make sure you say technically, that's very warm.

Right?

It's her first name.

Is technically.

I think, going to.

Yeah, well, that you did.

So.

Yeah.

No, but I do mean that sincerely, is difficult.

This is serious, man.

So how do you do you do you find yourself, in constant risk management space?

Do you go to other places?

Do you go out to dinner, you go to a fair and say, yeah, these courts are.

Yeah, a true this.

Whole place got blown.

Up, really.

Especially when your friends and family know that you're in safety.

Everyone starts making the jokes about, you know, OSHA and things like that.

Oh, you know, I'm doing this on the ladder and I'm going, yes, but, well, you know, you're only supposed to be up to that stuff on the ladder.

This could be the last letter you're ever on.

Right.

And that's one of the most common.

Yes, workplace sources of injury is falling off of a ladder.

Right.

So really?

Yes.

And so, you know, don't stand on that top part.

It's not for standing up.

You want to have that, you know, last step to kind of brace yourself.

That's what I do.

No home and.

No I don't own a ladder.

It's safe.

I know that the number of social media channels that are dedicated to like, people.

Falling off.

Social violations, right like you're guy painting a wall.

And he just ha I think it was a dozen ladders leaned up against the wall, and he would just literally step from ladder to ladder.

No.

And he I was like, yeah this is a he's you're panicking.

Yeah.

Yeah.

But he's saying like this would be an OSHA violation.

But OSHA is, protecting employees.

And I'm self-employed so I can do whatever I want.

But it also doesn't is you could just as a person looking for work, if you're looking for a job and you show up someplace and you see, you know, the people are hig or that they're stepping across ladders or that, you know, the place is unkempt or there's cords everywhere, you should be very concerned about working there, right?

Yes, yes.

Yeah.

If you notice those signs, that's, generally a good sign to not seek employment there.

Yeah.

It's interesting from a wellness perspective, how much is sort of, you know, like second hand wellness, right?

Then, you know, you might see a coworker doing something that's unsafe or unhealthy.

And it starts to build some of that culture of, of un wellness.

You know, how do you guys build that culture?

So I get how you build the culture for you to be in charg and then to listen to you and, and listen to can and the other owners and, you know, focus on that.

But how do you build a culture where colleagues can hold each other accountable and say, well, no, that's not how we use the ladder.

Yeah.

And again, I just like most things, it just comes down t communication and understanding.

Like, look if you see that that person can I mean, you work in manufacturing, you can have very severe injuries in your manufacturing field.

And so it's communicating the severity of that and going, look, you want your both of you guys are friends with each other.

You you you're here more than you are at a lot of other places.

That's the nature of employment.

Right.

And do you really want to see that person go home injured or whatever?

And, you know, approach it from a place of respect, you know, don't start yelling at them or whatever, but point out and help them so that you know, they can go home healthy and whole to their families.

What kind of involvement d you guys have with, work spring?

Do you participate?

Yep.

Yeah.

So I actually got introduced to them when, my former boss who was workin at Tarp stop as their manager, was unable to make i to one of their annual events.

And so I had, hey, where you can just go in my place, and, you know, I went there I loved it, I love going there.

I love, you know, hearing all of the different, you know, technical HR stuff.

And then the, the employment law, you know it's that's fascinating to me.

And they've been really, welcoming and supportive of me and, and to stop, you know, if I have questions or things like that.

And so it's been great.

What is the hobby of a risk management HR person other than, being a dad?

What do you like to do when you get to choose what you're doing?

I like to I like to read a lot.

I also like to, write.

I like to do, like, I' trying to work on doing, like, worldbuilding for, like, a sc fi fantasy novel at some point.

You know, one of those things that take forever because I get way too expansive and.

What's your favorite sci fi?

Either book or movie of all time or show?

Really probably branching a little bit more into fantasy and comics.

I grew up, I'm a big fan of Batman The Animated Series from the 90s.

It was a big part of my childhood.

The idea that, you know you take the things in your life and you allow those to shap who you are, and you can either just kind of internalize it.

You make much of yourself, or you can take the things in your life, good and bad, and use them to help people.

That was a big inspiration.

Very cool.

We're talking with Tegan Alexander with Time stop.

I know you guys d a lot of stuff in the community.

What are some of the, the major sort of initiatives that are important to you guys as a company?

Yeah, a lot of it is really whereve the owners see a need, you know, I'm, you know, involved too much in their, in the committees for the decisions with that comes down to the executive group.

You know, I've know they helped anything from the know like the city of Perrysburg to helping like, you know, like schools and things of that nature, all throughout their time.

And it's really in a lo of times of helping employees.

I mean, that's a big thing that I have seen as an individual in HR is employee has a need.

I've seen the company come together from employees to top level management to help them out and ensuring that they can, you know, afford to be offered to handle some things in other matters.

Sounds like a great place to work.

Tegan, thank you so much.

I appreciate your time.

So.

When we come back we'll be joined by Rich Barkham from Cardinal Compliance.

Continue our conversations around wellness here on a Wellness Wednesda presented by Works Bring to me.

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Welcome back into the 419 It's Wellness Wednesday, presented by Work Spring.

We're continuing our conversation about, workplace wellness and, taking the steps necessar to keep yourself safe at work.

We're joined now by Rich Barkham from Cardinal Compliance.

Rich, thanks for being with us.

Hey, thanks for having me today, I appreciate it.

Rich, it's, sor of a similar story to take in.

And first of all, thank yo for not having an unusual name.

Because we can.

I don't think Rich his parents came up with anything.

Yes.

That's right.

Nothing to do.

It.

But you kept it.

Okay, but it's a slight a difference from, Mr.

Alexander's, you have a vast amount of agencies or people that you work with.

Talk a little bit about, Cardinal.

What it does in your job role specifically.

Well.

What we do is we provide you know, kind of a breadth of, you know, environmental health and safety, you know, solutions to, to companies, you know, throughout north northwest Ohio, you know really throughout the country.

And, you know, we go in and, you know, we come i in a variety of different ways.

We can either come in for the, you know, the small and medium companies that you know or are basically too small to have, like a tag and or myself as a full time person.

And we kind of bridge that gap for them to, to make sure that their employees are taken care of, that, you know, not just a compliance needs are met, but that that their employees are taken care of from a, from a health and safety perspective, that they have the right programs, they have the right training, that, you know, facility conditions are taken care of on a regular basis, that type of stuff.

But we also come in on, you know, on larger projects where if, you know, new processes being put in or if there's an upset condition.

Or what's an upset condition.

Let's just say something's going wrong with the process or they're getting an employee, you know, concerns or complaints about a smell or, irritation.

You know, we can come in and we can do the air monitoring.

We can do investigations, you know, things like that.

Well, if, you know, OSHA comes in and is doing an investigation, you know, a lot of times you know, that's intimidating for for employers, right?

You know, it's the federal government now.

Well, we've established a really good relationship with with those folks.

You know, to the point where, you know, they'v actually become friends of ours, so we can kind of go i and we can represent the company and kind of take that stress away from them and, you know, let them let them build build widgets, which is what they're really good at, and let us do safety, which is what really we're really good at.

And, and kind of hel take some of that stress away.

So I got to believe tha the, the, the general assumption is that every employee goes into work with a goal of, of, you know, leaving and coming home.

Absolutely.

But somewhere that that breaks down.

Well, absolutely.

Well, you know, and we talk about that all the time is, is nobody gets up in the morning and says, you know, I think I'm going to do something, you know, today to really, you know, screw up the rest of my life.

Right?

It's just it's just not the general process are the thought process.

So we, you know, we kind of break it down.

And this is how we communicate to our to our clients is, there's a couple of very basic thing that I think lead to lead people to, to put themselves in a situation where they do get themselves hurt.

One is, you know, risk tolerance, where we all have a different, you know, view of risk.

You know, you know, some people, you know, love to skydive, you know, you know, for me, I have no desire to jump out of a perfectly functional good airplane.

Right.

So to me.

You set that up.

If it wasn't functional, you might jump.

Exactly.

Right.

So, I. Mean, I'm.

We, We need to.

Yeah.

So what's the likelihood that this thing will land, right?

Better than I was.

Exactly.

Right.

So, you know, so for some people, though, that's an acceptable risk for me.

It's not.

Yeah.

You know, for some folks, you know, driving 150 miles an hour in a car, not a big deal for me.

I'm not doing it.

So that's a risk tolerance.

So we view risk different.

And then the other piece of i is they don't really understand consequences and they don't unde you know, s taking that approach where we, we try to marry those two and understand and it's not some, you know, a lot of times we're here now that I've told them a million times, you know, what are they stupid?

They you know, they should know that it's common sense.

You know, we kind of take that thought process out and kind of break it dow to the very, you know, the very, granular, granular level.

And it's a either they don't understand or they just look at things different.

And, well, the two there's tw different assessments going on.

You have the employer risk assessment and then you have the employees risk assessment.

And so those could be very different.

It's so interesting to me to think about the decisions that the individual employee would make to maybe what they think is fixing a system or making it better.

I had a friend that got injured on the job because he was, couldn't grip something he was supposed to grip at a machine, and so he put a glove on.

He wasn't supposed to wear the glove, and it pulled his hand an he got very seriously injured.

But it was just a decision that he made, fixing up the problem that he.

Tried to do the right thing.

Right.

And so how what what do yo teach people or what is the way what is the mechanism to make sure that, individuals aren't making decisions like that?

Well, when we look at a safety, a safety program and this could really be any, any program, it could be a quality program, it could be a biker, a human resource program.

You know, anything in your in your facility, you know any type of management system.

You have to have a good program in place.

So you have to have written rules, right?

You have to, you know, basic blocking and tackling.

People have to know what you expect of them.

You have to have good communication of the rules.

So, you know, they you have to tell them what you expect of them.

You have to, inspects.

Right.

So you have to verify that the rules are effective.

And the you have to enforce the rules.

So you have to have accountability.

Right.

So in a situatio like that, it's the verification of what you have in place is actually effective.

So is my training good is my are the rules that I have in place.

You know effective is you know are you know, what are we missing here.

So, you know, I think you know, it, you know, very granular level you know, at a molecular level, if you have those four things in place, your you're going to get 95% of it.

And I'm not talking about compliance.

You know, I'm not talking about OSHA or the EPA or Dot.

I'm talking about safety for the for the for the pure sake of, you know, we care about our employees.

We want them to be safe.

You know, you know, I don't want to have to live with the fact that I could have done something different, or I could have said something.

To to to.

Save somebody, you know, you know, life or could you know, to prevent them from having a serious accident.

So I think if you just do those, those basic things, I think you.

Would, you would you characterize the United States as manufacturing as safest in the world, or are there other people, other countries that are doing better work than me?

I don't know that I would consider it safest.

It definitely be better than than a lot.

You know, if you if you go over into, I think Europe, you know, there' a lot of international standards that I thin are a lot more forward thinking.

You know, we do ou we do a good job of trying to, you know, bring those those, you know, international standards in you know, the issue that I see.

And just again, this is just my opinion that we have with, with our, our standards is, is that the the system to get rules change right is just very cumbersome.

Right.

Has to go through the review process, has to go through, you know, literally g it's an act of Congress, right?

It's got to go through that.

Right.

So I'll give you a great example.

One of the biggest, you know, high risk things that we deal wit right now is electrical safety, right?

It's not a whole lot of eithe you he's or you do it right, or you're going to get hurt.

By their injuries.

Right.

So, you know, and if you, you know, there's a thing that we we deal with, it's called arc flash.

You know, it's our you know, it's that it's that big boom.

You know when you when something goes wrong.

Right.

And it's if you look in the OSHA regulations, there's, there's no reference to you have to do an arc flash analysis.

But there's, you know, industry standard, there's industry guidelines that say, hey, you know what, you need to do this, you should do this.

And in order to get there, you have to be a little you have to really you know, know how to get there.

For example, OSHA says that yo have to do a hazard assessment and your people have to be qualified if they're working live electrical above 50V.

So you have to know ho to get there and and understand how OSHA will will use these, these guidance documents as a tool to ensure compliance and assist.

It just makes it overly cumbersome.

Right.

And it's just it just makes it just makes it hard.

Yeah.

We're talking with Rich Barco from Cardinal Compliance here on a Wellness Wednesday addition to the 419 presented by Work spring.

Rich, you walk into a workplace for the first time.

What's the first kind of most common red flag that you see to go?

Okay, today is going to be a bad.

Day for me.

And for somebody else.

I'm going to answer that in two ways.

From a from a physical perspective, housekeeping.

If if they're if it' a place looks like a mess, it's the management system is going to be a mess.

So, you know, so you know that whole first perception right.

You got it.

You got to go based on that first.

You know, tha first impression is someplace.

So if we go in and the place is a wreck.

It's just kind of shak your head and say, oh boy, here we go.

And then, it's it's that subjective conversation that you have with leadership and just kind of get that feel with, you know, do they care?

Do they do they really do they really care about their employees or are they doing this as a necessary evil?

You know, that type of thing.

So that those are the two pieces that we really looked.

At talking about, just some of the data behind, safety and profit.

Right?

I mean, I got to believe that, you know, I don't kno if there's a metric out there, you know, invest a dollar in this and you say, oh.

It depends again.

And I know I'm saying that a lot because there are a lot of different variables.

And that really does it depends on what you're what you're looking at.

But I'll tell you a story from my experience and going back to when I first moved to Toledo and, about 25, 27, about 27 years ago, 1999, I was working for a small you know, contracting company, general contractor with the federal government and we I was having and, having a hard time getting through to one of our, one of our owners, okay.

They they cared, but they didn't understand why they cared.

Right.

And he wasn' I wasn't speaking his language.

Right.

And I always come back to th book, The Five Love Languages.

Right.

That, and it's a great book, but I turn that towards safety is like, okay, if if my wife has a language that I need to speak to her in our relationship, you know, I'm dealing with people at work.

That's a relationship, right?

So I need to learn how to spea that person's language at work.

So how did you buy them gifts?

No, I did not.

She just went around touching everybody.

Their language was money.

Okay.

Okay, okay.

Not at the service.

Not that quality time.

It was.

It was money.

So what I did in that case is I went back to about three years about three years worth of data.

And I looked at profit, I looked at schedule, I looked at quality, and I looked at safety and quality as far as reward.

And I found that in about 90 of the time when we had issues with safety, one of thos other three where we had issues.

So if we were to project what's behind schedule, we need to look at safety.

If the project was over budget, we need to look at safety.

If we are having a lot of rework, which means the client's not happy.

You know, we need to look at safety because all of those things speak to we got to speed up.

All right?

We got to keep going.

We got to speed up.

We got to speed up.

And which lends itself to major danger.

Right.

And then conversely, after I talked with this, with this owne about it, this vice president, the the the light bulb went off, it's like, hey, you know what?

If we're having problems with safety, maybe I need to look at this other stuff as well.

So at that point, because of that, we were able to form kind of a partnership.

I'm having issues with safety.

I can go to him and say, hey, hey, Bob, you know, we might want it you might want to look at this or some other stuff.

And, you know, also then, you know, he's looking at it from a financial perspective and he's kicking over to me and saying, yeah I need you to get somebody out there to go take a look at this, because we got problems.

And so it becam more of a systematic approach.

So that's that's my metrics that I tend to look at.

So that's my return on my investment.

So it's not a 1 to 1 a 2 to 1 a 3 to 1.

So that's where it really depends.

But there is a direct correlation to that.

But to the safety professionals that are looking at that man, you have to do the homework.

You have to dig in and it's going to be you know, for my it was different for my company then than it would be for Tegan's company, than it would b for every one of my companies.

It's different because your profit margins different, your your cost of goods sold, your client acquisition costs, all of that stuff is is so different from industry to industry.

What do you like about this?

I mean, you've been doing this fo it sounds like almost 30 years.

35 years.

What is what at the risk of overshooting this and making you feel uncomfortable, what is the love language fo you that associates this occur?

You know, it's it's when if for me, the thing I love the most about all of this, all the stuff I do is, I love the training part of it.

Okay?

I love, I love I love being able to get up and and seeing that light bulb go off.

Where especially when I get these old guys that have been in this training class a million times and they're just here.

I've been through this million times.

Why do I have to be here?

And I'm able to present the same material a different way and it's like, I never thought of it that way.

Right?

So I'm able to change again, going back to I'm able to change that, that hazard recognition.

I'm able to change that risk tolerance too.

Okay.

I never thought about i that way.

I never could.

Teach.

I love to teach.

Yeah, I love to teach.

I it's just it's just for me.

That's where I get, you know, that's where I get my energy, exhaust me.

It's hard to push performance.

It's very much so.

But, but yeah, I just I absolutely love it.

A few seconds left.

Tell us what brought you to Toledo back in 1999.

A little bit about your wife and family.

Work.

Work.

And my my, my wife, my wife's name is Heidi.

We've been married, for about eight years now.

I certainly wish I would have found her a lot younger in my life.

We have, four kids.

My daughter Mikayla, who is, positioning herself to take over the company.

Oh, nice.

Hopefully sooner rather than later.

Yeah.

My, daughter Grace who also works for the company.

I have a daughter, Hannah.

And then our son, Dylan, who works down at B and BG as a mechanic.

How to spell Dylan.

Dylan.

All right, so.

Yeah, good for.

You.

So.

Yeah.

So it's, it's definitely a family business.

And, it's been that way the whole time.

And all the kids have worked in the business at some, at some point in time, so it's awesome.

Congratulations.

People want more information on Carlisle Compliance Consultants.

Where can they find it?

Go to Cardinal HS dot net.

Or they can, give us a call.

My direct line is (419)318-8112.

I'll be barking with car.

Thank you.

Thank you very much I appreciate it.

Thank you so much.

My pleasure.

When we come back, we will be joined by Roy Cherry from the Epilepsy Center of Northwest Ohio.

Stick with us.

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Welcome back into the 419 Powered by.

We're joined now by Roy Cherry executive director of Epilepsy Center of Northwest Ohio, president and CEO, chief.

Leader on Call Me.

Yeah.

Engineer, bottle washer, all the things.

Roy, thanks so much for joining us.

Thanks for.

Having me.

What is the Epilepsy Center?

Well, the center of northwest Ohio.

We've been around.

Next year will be our 50th anniversary in 27.

And, we spread awareness and education and outreach around epilepsy.

And we also provide a lot of services for people in developmental disabilities, too.

So in either in the community or a day program or transportation.

So we do a lot of that as well.

How did the start?

Wow.

So back in 1977.

Right.

A group of parents got together and decide that they wanted to provide a, an environment for their children who have epileps and developmental disabilities.

So they got together created our Pepsi Center that, spread it awareness and education, but also provided care for them.

And it just has grown since.

Absolutely.

And one of the services that the epilepsy Center is other than advocacy, provide in the community.

Sure.

We so we have about 130 employees, 100 of them are direct suppor professionals that provide care for peopl in developmental disabilities.

So we're really the lifeblood of any agency like us, that care for these individuals that otherwise wouldn't have anybody to do that and allows them to live independently.

And they live in and in the community, they live at home.

They go out and do, you know, outings.

They, they, they work, but they needed some help.

And so we have people that provide that service.

We also have a day programs.

We have three different day programs, where they come and do different, projects and education and outings, as well as a vocational training and, work in the community.

We have a custodial, group of individuals that go out and clean our building, but then they also clean a couple of their offices out there.

You know, those aren't necessaril individuals with epilepsy.

No.

No.

You don't necessarily have to have epilepsy for our services.

But excuse me, but we do provide a lot of education outreach around epilepsy.

Right You're a recovering accountant.

Yes I am.

Talk to me about how this has become a not normal for almost a decade.

Tell me how we.

Known each other.

That long.

It's been a nightmare for me.

It seems.

Longer.

Oh, okay.

Definitely.

For me.

This has been the show.

Thanks for coming in.

But how?

This has become more than just a career for you.

How does it start and how.

So I'm a bit of a calling.

Yeah.

So I spent 12 years, before this, and I've been at the center for 17 years now, which is crazy.

But before that, I spent 1 years as an accountant CPA firm.

And my clients were, agencies like the Epilepsy Center and Grady Center.

Sunshine.

Those guys.

And I really enjoyed that part of it.

I enjoyed I felt like I had an indirect impact on people's lives with disabilities.

And this this position came open about 17 years ago.

And I was like, well, let me, let me try to make more o a direct impact on people lives.

And the rest is history for you.

Can you tell us a little bit about epilepsy itself?

Characterized or not mistaken by seizures, but what is the current state of of the disease?

Now what about research?

What about anything like that?

I mean, it's what we really try to do is educate people about that, perhaps.

I don't know that it will ever be fully cured.

Right.

And there's a lot of factors that, feed into somebody who has epilepsy.

Sure.

And but we want to do is make sure that people are educated about epilepsy.

If somebody has epilepsy, they could be, you know, just as normal as you and I. And we want to make sure that if there's a seizure, what people need to do and, educate either workplaces or schools, making sure schools have the seizure action plans that, tha they're supposed to have.

And, that's really what we're.

Well, let's talk about that.

What what would that be?

If I'm out, if I'm at the grocery store and someone adjacent to me is having a seizure.

What What should a person do to help?

Well depends on the type of seizure.

But if they are, you know, having a, you know, full-on seizure, you know, to clear the area, make sure that there you know, there's no obstructions.

If you can turn them on their side, you want to make sure they're on their side.

If if you have a pillow o a blanket or maybe a sweatshirt for their head.

So you know, so it's not, you know, they're not hurting themselves on the floor.

And and usually they'll, they'll come out of it and just be there for when they start to come out of the seizure.

Now for the last, all over, you know, a few minutes, then you might need to call 911.

Everybody like, for school they have a seizure action plan.

And so each student who has epilepsy that the teachers will know, like if they should call nine one 1 or 9, or if they're going to come out of a pretty quickly and then, you know, everything will be okay.

How pervasive or common is epilepsy?

About 2 to 3% of people in Americ have are affected by epilepsy.

One.

Yeah.

Yeah.

1 in 10, will have a seizure.

What's the difference between having seizures and having epilepsy?

Yeah, that's a great that's a great question.

I didn't hear what you said.

That's a great.

Question.

Thank you.

Right.

I need that affirmation.

I have no idea.

You know, So, typically you might have a seizure, but you might not have epilepsy.

Okay.

Basically, if you have more than one seizure you might have up Leipsic.

Okay.

And so then you would go in and get tested and you'll get an EEG and the, the, monitor the brainwaves, and then they can determine if you have epilepsy.

Okay.

Like a lot of babies, or they have a high fever, they might have a seizure, bu that's not necessarily up to us.

That's right.

So, you know, sometimes parents say, oh my gosh, if I have a child has epilepsy, but I may not necessarily.

Tell us a little bit about, Purple Day, which is coming up on March 26th.

Full day, March 26th.

We are having an eg hunt out at the Epilepsy Center.

You'll love it.

And, we do it on March 26th, because that is Purple Day.

And Purple Day is a, basically a world wide recognition of epilepsy was started by a girl in Nova Scotia, and, she reached out t an epilepsy center in New York.

And they created this day that they wanted to make sure that they spread awareness about epilepsy.

And so a lot of epilepsy centers and foundations all across the country in the world celebrate this day.

I've got to commend you.

I know that you have a deep rooted hatred for Canada.

So overcoming that hatred, I'm not.

Sure where that came.

From, but, well, your words, my.

My kids were just talking this past weekend.

They were just talking about the Easter egg hunt that they did out of the city center.

I know the answer to this, but I'm going to ask just for everybody else.

Again you don't have to have epilepsy to participate in Purple Day, right?

No, it's just open to the public, everyone to come out.

We're going to have all kinds of stuff out there.

We're going to music.

We're going to have a, How many eggs do you had?

Oh my gosh, thousands.

There's so many eggs.

It's a. Lot.

That's so fun.

And and they they win prizes.

So you got two different age groups and they win prizes.

Is there an age limit Because I think that wants to.

Yeah, I know he does.

Yeah.

Unfortunately it's 12 and under.

Oh yeah.

Great.

So then I. Consent at my.

Age or IQ.

Yeah, sure.

Yeah.

So I the same from age that I don't think anyone would.

All right.

So so Purple Day coming up, March 26th.

You've also got, coming up this summer.

One of my favorite nonprofit events.

I love, participated in it.

I had a chance to work with the Epilepsy Center for a couple of years.

And kind of helping with this event.

But it is, pgti.

Practically golf.

Yes.

Yeah.

Talk about what?

It what is practically golf?

Yeah.

That's one of our, premiere events, for sure.

And, practically, the golf is an 18 hole golf tournament, but it is miniature golf.

So we have these holes that were built by local builders, career center.

And we set them all u this year we're actually having at Promenade Park.

So we're going to be down there for our party in the park on Friday, June 26th.

And, so we're super excited about having it down there.

And, we'll have a tournament during the day.

It's like a corporate tournament that, you know, businesses can participate in.

And, you should do it.

You guys should.

Absolutely.

I would come down.

I would.

Win, and then we'll.

Have open play in the evening.

But it's, we're we're we're all excited to be down there for part in the park as well.

It's great.

Yeah.

And certainly and worthwhile.

It's our biggest fundraiser that we do.

And that helps us do all the stuff that we can for epilepsy.

Yes.

Awareness and education.

And the holes are.

I mean, they're so unique and so much fun.

Yeah.

Local.

There's.

There's a baseball field.

We got the, Cleveland Cliffs that used to be the the the Boyer show.

Right?

Yeah.

We got a lot of really cool holes out there.

Yeah.

So we'll do it again for the.

The holes are designed by local institutions.

I don't know if that that really came out.

So they're all unique and cool.

Yeah.

Do you have a favorite hole that's ever been made?

That's a good question.

Yeah, sure.

Yeah.

You're you'r you're killing us all.

Surprise!

It was a good question.

I'm equally surprised.

Well I mean, there's one easy hole.

We call it a swirly hole.

Okay, you just hit it and it goes right in.

Yeah, it's a pretty much if you don't get a hole in one in there.

Matt, you.

I mean.

You should just walk Yeah, you should just walk away.

Okay.

Fair enough.

All right.

I know, because I'm not sure I've gotten a hole in one on any of that.

I am trying.

To get a hole in one on every hole when I. When we have it And I've yet to get there.

Cool.

Do you bring your own clubs to this game?

We.

Have putters, but you can bring your own putter.

A lot of some.

Some people do.

We have a we have a bag full of putters both left.

But you also a golfer in real in real time.

Let's use a loosely, would you not?

Yes, yes, I do enjoy playing golf.

I know the epilepsy thing doesn't do this work alone.

You guys partner so well with other organizations.

Talk to us about some of those other partner organizations that you guys kind of work together in this disability space.

Well, I mean, we definitely work together well with, well, I'd say a lot of industries and Grady Center, the three of us are collaborating actually.

And the three of us are creating a, an LLC that is going to provide work opportunities for people in development in the small cities.

Yeah.

You want to talk any more in detail about that?

Sure.

So you got a let's do it.

I can if this is all right.

Like I actually say, this is this organization so much and this is I mean, this is really.

This is my most exciting part.

This is really organization leadership.

On the full display year.

And it's and you've got three great organizations that are very much thinking outside the box.

So I am hyping up this announcemen because it is such a huge deal.

So we are all, In it for the right reasons.

Right.

So we're all there carin for people down on disability.

And what we have created.

This LLC is actually called Hop Ability Brewing.

And we are creating a brewery.

Yeah, that is going to employ peopl with developmental disabilities.

So we've already got the LLC created.

We got some, architects that are coming in looking at the drawings.

So a lot of industries and Grady in the Epilepsy Center joined together.

So Tim McKee from Light Industries, Steve King from and Grady Center and myself, we all work really good together.

Yeah, sure.

And we all like beer.

Yeah.

So?

So we have, partnered together, and the idea is to, you know, develop a really good beer, but provide work opportunities for people with developmental disabilities and may not necessarily be there.

And our research shows tha there's nobody doing this type.

Of very inventive.

Where would the location be?

Do you know.

That?

Yeah.

It's actually going to be on Helen Byrne at Lot of Industries.

Oh, great.

They got a beautiful corner of their building.

They have garage doors and we're going to make glass garage doors.

We're going to make another big garage door.

And he's got an urban farm back there.

So it's a beautiful setting.

You probably know well about it because they they're doing a whole wetland restoration out there.

That's going to be really cool.

That's very cool.

What's the opening time frame, do you think?

I thin we're looking probably in 2027.

Okay.

Well, yeah, it's going to take a little bit of time.

Yeah.

Everything takes a lot longer than you expect.

It takes time.

But.

But the collaboration of that is is really incredible.

Yeah.

Three, three nonprofits coming together.

All right.

So we're going to put you on the spot here.

Rapid fire.

We're going to do.

Gretchen, it's about time for Gretchen.

This wacky.

Quiz.

That was so lame, you guys.

Yeah, we're getting we're getting worse at it.

I'm going to ask you for rapid fire questions.

Right.

Okay.

She's going to ask for your favorite thing in or about Toledo.

And then you and matter can describe Toledo in exactly nine words.

I'll hold your hand.

This is the thing I should have prepared you for.

But I did.

It's Kevin's fault.

Which bad habits annoy you the most?

Not driving the speed limit.

If you want $1 million, what would you buy?

Is golf course.

Described last weekend?

In one.

Word.

Oh.

Debauchery.

Nice.

That's her last name.

What are you most likely to be famous for?

Affability brewing.

Nice.

Love it.

What is your number one most favorite thing, or what you consider to be the best thing about the city of Toledo or the region?

Mud hens.

Nice.

All righty.

Okay.

All right.

So describe the city and or region in nine words.

You've already said collaborative.

You've already said mud hands.

I'm gonna give you two words for that.

So you just have.

7.

To 7 to go.

That's right.

All right.

While I'm downtown learning the.

Park, I love it.

Feel free.

Mentioned Metro parks.

Oh, yeah, the metro park.

Oh, yeah.

I can forget about that.

The city center.

Last one there.

When was that last one?

We nailed the brown noser.

Right?

First person to say that.

With the Epilepsy Center.

Roy, thank you so much.

Thanks for being here.

Thanks for.

All.

Nice to.

Meet you.

Thank you.

And, March 26th is Purple Day.

Practically golf June 26th.

For more information.

You can find it at Epilepsy Center Board.

Don't worry.

We got.

Some.

Roy cherry thank you so much.

We come back.

Thank you.

We'll wrap up this Wellness Wednesday edition of the 419.

Introducing the local Fred, a community news series uniting voices and storytellers from across the region in partnership with LA Prensa, the Toledo Free Press, the Sojourner Truth, Toledo Public Schools and Rethinking Jails Injustice.

The local thread brings you stories and conversations that connect our community.

Here at weeknights at seven on FM 91, with early access on podcast platforms each morning.

It's a local thread only on.

Welcome back into the 419 powered by.

You just.

Yeah we are.

We have some.

Cleaning over here.

Gretchen, why do you keep everything?

I just like to have it.

Okay.

I got a couple things.

There's.

There's so much stuff for those.

Who are just listening.

Gretchen has a Ziploc bag of her fingernail clippings.

It is.

I like to keep my DNA protected.

Oh.

My goodness.

What a fun show.

Well, in this Wednesday a couple of great guests talking about, wellness and compliance and risk management.

I think we should all jump out of a plane based on what Rich said.

No.

So you're saying no, we should not.

No, no, I would you would you would you skydive?

I would do it one time.

Yes.

Cause I've never done.

No.

No, no.

That, that the older I've got, the more fearful of heights I've gone.

Yeah.

I said I'm not afraid of heights.

I'm afraid of falling.

Okay.

Like I'm fine.

I'm finding a plane.

I'm finding a building.

But the moment I start to feel like I or someone else could fall.

Yeah.

Nope.

It's over.

Yeah.

I'm going to crush the fear.

Yeah.

That's right.

And then.

Good point.

Right.

Charity, the Epilepsy center guide coming up.

March 26th, PGT.

You got to put it on your calendar.

It is so much fun.

I think.

We should.

We should.

Yeah.

Yeah.

For women who are fourth is going to be is it going to be Shane.

Is it going to be rich.

Is it going to be Nate.

Or is it going to be tricky.

Yeah.

All right.

Now that's a good idea.

Okay.

All right.

Let's make that happen.

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