Donald Speers, Controller, Arrow Hose & Tubing Inc.

bh IN BRIEF

Arrow Hose, a small manufacturer, has taken a lead in developing its pandemic flu plan. Driven by a customer inquiry, it used external resources to create the plan and integrate it with an overall business continuity plan. The plan will be kept current through its ISO quality management procedures. Arrow assists its employees with a traditional benefit plan, but also through innovations like personal financial planning, and using webinars for additional training. A smoking cessation program and a keen focus on safety round out the offering, proving you don’t have to be big to take care of your employees, so they can take care of your business. Arrow Hose & Tubing Inc. is a manufacturer located in Guelph, Ontario with 54 employees.

Q: The majority of smaller businesses have been slow in developing plans for pandemic flu. What motivated Arrow ?

The subject came up in a management meeting about two years ago, but it wasn’t until some of our customers started asking us about what we were doing that we really took notice. Not only did we begin seeing this as a potentially serious business issue in continuing to supply our customers, but as an employee issue in continuing to provide work and income for our employees.

Q: What steps did you take to get started? Where are you now, and how do you plan to keep it current in the future?

As the champion for this initiative, the first thing that I did was some reading. I attended a pandemic planning symposium geared to small business in November 2006, where I got connected to resources and more information. We then contracted with a Human Resources consultant to help us develop a draft plan. We have now completed our second draft plan which includes the need to ensure our vendors have their plans in place. The plan will then be communicated to our employees and tested to make sure it works. Management will review the plan semi-annually, and it will become part of our ISO procedures to help ensure we include new or updated information.

Q: Was planning done as part of an overall ‘business continuity’ plan, or specific to pandemic flu? How does it link back toyour customers?

This project was part of our ‘business continuity’ plan, and the systems we have set up cover several emergencies. Our customers will be made aware of our pandemic plan, and they can request a copy. We hope this will give them confidence that their interests will be safeguarded in an outbreak. Planning was time consuming but information and feedback from outside agencies was very helpful.

Q: What workplace health issues are you facing over the next few years? What plans do you have to deal with them?

We are lucky to have a relatively young workforce, but we really don’t know what some of their future health issues will be. That’s why we are looking at contracting with a firm to do some health screening. Most of our employees are men, and as such not big on regular doctor visits. We think screening will uncover issues before they actually impact an employee’s health and the cost of our benefit plan.

A large percentage of our employees smoke. We have a smoking policy in place, and we may add coverage for smoking cessation products. The new provincial smoking legislation was the catalyst for us to plan and implement those requirements six months before the law was enforced.

Safety is also of paramount importance. As of March 2007, we have a record of 863 days of no lost time injuries. This is something that any company would be proud of! We have worked closely with a safety group to help us implement several safety initiatives that will reduce our WSIB claims exposure, and keep us current on legislative changes. We are also creating an ergonomics committee.

Q: It sounds like Arrow Tube has a strong focus on the wellbeing of its employees. What role has management played ?

From day one, 17 years ago, the owners and management have been strongly committed to our employees. Even in the early days when the owners needed to take money out of their own pockets, every employee received an annual bonus. We have added EAP [Employee Assistance Plan] services, which include financial counselling.

We set up RRSPs, help with personal budgeting issues, and provide access to additional training through webinars or university or college courses. Arrow Hose believes that what is good for our employees is good for the company.