Beyond Rewards Inc.

Ministry of Labour New & Young Workers Safety Blitz

2011-06-17T12:00:00.006-04:00

It is that time of year again, when we think about hiring new and young workers. Take the time to ensure that your training programs, policies, procedures, orientation program and your health and safety bulletin board are current and up to date before recruiting new workers.

The Ministry of Labour will be out in full force enforcing health and safety regulations to ensure your workplaces are safe for young workers entering your workforce, beginning May 1, 2011. Ministry of Labour Health and Safety Inspectors will be looking to make sure that:

1. new and young workers are protected on the job with safety measures in place

2. new and young workers have proper orientation programs,

3. that new and young workers are trained and supervised on the job, and

4. that new and young workers meet minimum age requirements.

Under the OHSA Employers must:

 Ensure that all equipment, materials and protective devices (guards, PPE etc) are provided, maintained in good condition, and always used as required by law.

 Ensure that workplace health and safety policies, programs, measures and procedures are current and workers have received training.

 Provide ongoing information, instruction and supervision to protect workers.

 Ensure you have competent supervisors for the job.

 Conduct a hazard assessment of your workplace ensuring that workers and their supervisors are aware of the hazards they face.

 Cooperate with health and safety committees or representatives as required by law.

 Comply with sector-specific minimum age requirements in your province

 Take every precaution reasonable in the circumstances to protect all workers

Under the OHSA Supervisors must:

 Be competent

 Ensure that workers perform their jobs safely in a manner prescribed by law, using equipment, protective devices in a safe manner and as prescribed by law and by the employer.

 Identify to the worker all actual and potential, general and job-specific, workplace hazards.

 Provide all workers with written policies, procedures and programs for their protection as prescribed by law.

Designate one week per year as your safety review week. Conduct a complete facility audit to identify hazards and risks, worker first aid and other training requirements. Update all policies, procedures and programs. Hold a yearly worker safety meeting. BE PREPARED!

Video is from WorkSafe BC but is still relevant to accidents in Ontario!

Lynne Bard
President/Senior Consultant
Beyond Rewards Inc
Human Resource & Safety Experts
www.beyondrewards.ca

Beyond Rewards Inc.: Reporting Every Incident: ‘Person’ vs. ‘Worker’ in...

2011-06-14T16:29:00.000-04:00

Beyond Rewards Inc.: Reporting Every Incident: ‘Person’ vs. ‘Worker’ in...: "Ontario’s Occupational Health and Safety Act (OHSA) is set up to outline the rights and duties of all parties in Ontario workplaces. Typical..."

Reporting Every Incident: ‘Person’ vs. ‘Worker’ in the OHSA - Person vs. Worker

2011-06-10T16:54:00.000-04:00

Ontario’s Occupational Health and Safety Act (OHSA) is set up to outline the rights and duties of all parties in Ontario workplaces. Typically when one thinks of “workplace parties” the employer, managers/supervisors, and employees come to mind. As such, most employers consider the OHSA to protect only workers of the workplace, but based on some of the specific wording in the act this may not be the case. Under subsection 51 (1) of the OHSA, the Ministry of Labour (MOL) must be notified immediately after the occurrence of a death or injury at the workplace. The belief has been that this only relates to deaths or injuries of a person employed by the workplace, but a recent OLRB case involving Blue Mountain resort reveals that in fact is not the case.

In December of 2007, an unsupervised guest at the Blue Mountain resort drowned in the indoor swimming pool. When the incident occurred, no workers were present in the pool area. Blue Mountain decided not to report the fatality to the Ministry of Labour since the incident did not involve a worker. Four months later a Ministry of Labour inspector visited the resort to conduct workplace compliance audit, and soon found out about the drowning. As a result Blue Mountain was issued an order under subsection 51 (1) of the OHSA which states that:

Where a person is killed or critically injured from any cause at a workplace, the constructor, if any, and the employer shall notify an inspector, and the committee, health and safety representative and trade union, if any, immediately of the occurrence by telephone or other direct means...

Based on the literal wording of the act, Blue Mountain was given an order since they failed to notify an inspector of the death of a person. Blue Mountain appealed the order to the Ontario Labour Relations Board (OLRB) and further sought judicial review, but both the board and the Court upheld the order.

Subsection 51 (1) is not the only instance of the use of the word “person” in the OHSA. While the term person is not defined in the act, “worker” is defined as “a person who performs work or supplies services for monetary compensation...” therefore the OLRB held that the term “person” was more expansive than “worker” and that the OHSA wouldn’t have used the word “person” if they only meant “worker.” The main reason for why the MOL requires non-worker fatalities and injuries to be reported is that the workplace hazards that injure non-workers may also endanger workers.

The other aspect of the order that Blue Mountain took issue with was the fact that they believed the incident did not take place at the workplace since no workers were present. Both the OLRB and the Court agreed as well that despite the absence of a Blue Mountain worker at the time of the incident, the swimming pool area was in fact a “workplace.”

What does this mean for Employers?

While the responsibility under the OHSA to report deaths or injuries hasn’t changed or been revised, the outcome of the Blue Mountain case has broadened the understanding of OHSA’s definitions. This new understanding runs the risk of turning almost any place into a workplace, and any injury or fatality as an incident to report. What is and isn’t a reportable injury to the MOL under the OHSA? Currently the answer really can only be left to, “it depends on the circumstances.”

What employers need to do is take every precaution when dealing with any type of workplace accident. This should include when a non-worker accident occurs or when an accident occurs “off-site” of the workplace. Proper accident and incident reporting procedures should be developed and in place complete with employer, employee, manager/supervisor, and Health and Safety representative responsibilities in order to ensure OHSA and MOL compliance. Proper reporting procedures should instruct Human Resources or the Manager/Supervisor to immediately contact a MOL inspector to inquire as to whether or not the MOL requires any notice. Generally by phoning the MOL toll free number (1-877-202-0008), representatives will be able to quickly inform employers of their obligations for specific incident circumstances. It’s always better to be safe than sorry, especially when dealing with legislation.

Proper accident and incident procedures should also outline appropriate written reporting procedures and reporting forms. For any incident that occurs, a report needs to be completed stating the circumstances of the incident with a copy to be given to the MOL.

When dealing with any type of incident there are some basic steps to follow to help ensure that every organization has complied with their responsibility:

1. Provide medical assistance to the injured person.

2. Preserve the scene of the accident.

3. Notify the MOL for any critical or fatal injuries.

4. Determine whether reporting is required (can double check with MOL by calling).

5. Complete reporting requirements, if applicable.

6. Co-operate with the MOL during any investigations.

7. Complete an internal investigation of the incident.

8. Obtain independent expert advice if necessary.

9. Take necessary steps to prevent similar incidents from reoccurring.

Tanya Walesch, H.B.A.

Human Resources and Safety Consultant

Beyond Rewards Inc.

WHMIS after GHS

2010-11-14T12:02:00.001-05:00

WHMIS: The ‘Globally Harmonized System’ and What It Means to You

The next review in the process of legislating the Globally Harmonized System of Classification and Labeling of Chemicals, also known as GHS, will take place Dec. 7-9, 2010, in Geneva.

According to Health Canada, the GHS is expected to:

• Protect human health and the environment by providing an internationally comprehensive system for hazard communication;
• Promote regulatory efficiency and facilitate compliance;
• Provide better and more consistent information about hazardous chemicals;
• Reduce the need for duplicative testing and evaluation of hazardous chemicals;
• Eliminate barriers to international trade in chemicals whose hazards have been properly assessed and identified internationally; and,
• Provide a recognized framework for countries that don’t currently have their own hazardous substance communication systems.

How will the GHS impact regulations in Canada?
When the GHS regulations are applied to WHMIS, there will be new rules for classification and labeling of chemical products, and the preparation of safety data sheets (SDS), as amended under the Good Government Act, 2010, from Material Safety Data Sheets (MSDS). WHMIS will not be replaced by GHS; however, WHMIS will incorporate GHS elements.

There will be new guidelines for the following:
• Classification rules
• Label requirements
• Safety Data Sheets formerly known as material safety data sheet (MSDS) will have a format change (16 sections instead of 9)and additional content will be required.
• Some hazard classes will have more specific names
• Some new classes may be added to WHMIS (i.e. explosives – currently covered by other legislation)
• Hazard pictograms to be used instead of symbols

How will the GHS in Canada Impact Your Company?
The impact of the GHS on your company will depend upon its industry. If it manufacturers chemicals, it will have to reclassify those chemicals under the GHS rules, and generate GHS-compliant labels and SDSs. In contrast, if your company uses such chemicals, you’ll have to get updated SDSs for those chemicals and ensure that new GHS-compliant labels are on them. Although the GHS doesn’t include specific training requirements for workers who handle chemicals, under Canadian law, the employer must provide training to workers on the GHS, including:
• The new hazard classes and categories;
• The new format for SDSs;
• Understanding the information on the GHS-compliant labels and SDSs.

How to Prepare Your Company for Impact?
There are several things you can to do prepare for a GHS implementation. These include:

• Get rid of old, redundant documents;
• Set up processes to ensure outreach to suppliers occurs on an ongoing basis; and,
• Assemble raw materials in a spreadsheet or database application;
• Begin indentifying the benefits of the GHS; and,
• Conduct your own research to keep informed on GHS progress.

Canadian GHS implementation objectives include harmonization to the greatest extent possible amongst the sectors within Canada, and harmonization, as well as synchronization, with Canada`s trading partners. Be sure to stay tuned into this newsletter for future updates. New regulations coming into effect prior to 2011 will have a significant impact on your organizations. Keeping current and informed will assist your company in making a smooth transition from WHMIS to GHS in the near future.
Shawna Mullen is a volunteer of Beyond Rewards Inc, a preeminent human resources, risk management, health and safety and training consulting firm based in Guelph, Ontario. Contact Shawna at info@beyondrewards.ca.

Strengthening Communication to Enhance Your Workplace

2010-10-01T13:57:00.000-04:00

Communication is one of the basic functions within an organization and its importance can hardly be overemphasized. Effective communication is a requirement for successful businesses, yet poor communication remains a barrier for many. In fact, poor communication accounts for a multitude of workplace difficulties including interpersonal conflict, poor productivity, legal exposure, low morale, high turnover and wasted time, efforts, and money.

Communication problems that develop in an organization are almost always solvable. Despite the fact that not everyone is born a great communicator, most of us are capable of learning. Here are some basic tips that will help strengthen relationships and enhance communication in your workplace:
1. Personal contact is important.
Face-to-face interaction enhances communication by motivating people to observe non-verbal cues. By simply observing a listener’s body language, one can often determine whether the message has been interpreted as it was intended to be. If personal contact is not possible, the next best way to connect is by talking on the telephone.

2. Give clear instructions.
You will save time in the long run by taking the time to provide clear instructions that are easy to understand. Allow time for people to ask for clarification or invite them to do so. In a workplace setting, it is much more productive when the task is understood from the beginning rather than having to go back and redo a task because it was done incorrectly the first time.

3. Be clear and consistent.
Consistent communication patterns help managers and employees build trust in one another. Ask reflexive questions such as, “Did I explain this clearly?” on a consistent basis to ensure that others clearly understand what you have said.

4. Be constructive, not critical.
Supervisors, bosses, and co-workers can all too often become overly critical to those who try to organize their work or solve workplace problems. People who have been severely criticized often become reluctant to organize or resolve anything again. On the other hand, offering constructive feedback empowers employees to make more productive and effective decisions in the future.

5. Be an active listener.
Active listening can be difficult for some people but its utility in the workplace is essential as it provides a foundation of trust and respect. When someone is speaking to you, be aware of your nonverbal behaviour and the message that this behaviour may be conveying to the speaker. To illustrate active listening, try paraphrasing or summarizing the message back to the speaker to show that you have received their message. If the message is unclear, ask questions for clarification.

6. Pay attention to non-verbal communication.
Sometimes our actions speak louder than words. Non-verbal communication can be quite powerful and it is important that we understand how we communicate nonverbally, as well as how to correctly interpret the nonverbal messages that others send to us. When communicating electronically, be aware of how you deliver the message—sometimes the way a message is worded can be interpreted in a much different manner than it was intended it be. Sometimes punctuation, or lack thereof, can relay a completely different message than was intended. Simply keep in mind the fact that the receiver may be unable to detect sarcastic or humorous remarks due to a lack of verbal cues such as pitch or tone of voice.

7. Think before you speak.
Effective communication involves planning what you want to say before actually saying it. This helps to enhance the communication process so that you are able to communicate your message exactly as it was intend to be received.

8. Provide meaningful feedback.
While the annual performance evaluation is a valuable communication tool, do not limit feedback to a once-a-year event. Most people do not like surprises and would prefer an opportunity to improve throughout the year as well. Try to provide continual, constructive, on-the-job evaluations, focusing on situations as they arise so they are still fresh in everyone’s mind. Remember to highlight both the positive and the negative. You may also want to consider soliciting feedback from employees to determine if there is anything that you can do as a manager to make their jobs easier or to improve the overall performance of the department.

9. Be available.
It is easy as a manager to get so caught up in your own heavy workload that you forget that an important part of being a manager involves managing your employees. As a manager, it is critical that you make time for your employees. Although it is totally appropriate to inform employees of your time pressures, it is extremely important that during a meeting with an employee or group of employees, you offer your complete undivided attention to convey to your employees that you consider their concerns a priority.

Regardless of the industry or the organization, every workplace will consist of people with different needs and personalities whom will respond differently to various communication styles utilized throughout the workplace. In order to enhance communication in your workplace, you must experiment with different approaches and styles to determine best communication practises within the organization. Incorporating the nine tips identified above will assist your organization to develop more effective communication skills which will enhance the functioning and overall success of the business.

Source:
de Janasz, Suzanne C. et al. (2009). Interpersonal skills in organizations Canadian edition. Toronto, ON: McGraw-Hill Ryerson.

Lussier, Robert. (2009). Organizational Structure and Communication. In Human Relations in Organizations: Applications and Skill Building (Pp. 188-234). United Kingdom: McGraw-Hill.

Health and Safety Corporate Responsibility Enforcement

2010-09-15T13:51:00.000-04:00

Many of us have Corporate Responsibility Statements as part of our corporate philosophy, mantras, in our vision, missions and value statements, but do we live up to our corporate responsibilities when it comes to health and safety?

The provincial governments across Canada have or are in the process of redesigning and evaluating their health and safety legislations, compliance mandates and enforcement of legislative requirements. Many provinces such as Ontario and Nova Scotia have recruited new health and safety inspectors with the hope of education and enforcement of compliance, reducing the number of injuries and deaths across their respective provinces. Ontario and Nova Scotia after extensive studies have not only hired many new inspectors but are enforcing new and existing, revised and updated legislative requirements across the provinces; one being the Internal Responsibility System.

What is the Internal Responsibility System or IRS as it is so often called? No, it is not the US Internal Revenue Service we so often here about in the news and in the movies; it is Government Legislated, mandatory across the country with a Health and Safety focus and it is everyone’s corporate responsibility in the workplace.

The important question is; have you heard of it, do you understand your obligations under the IRS, do you know who is responsible under the IRS and therefore are you in compliance? If you answered no to any of these questions, I suggest you continue reading this article; then again, even if you are in compliance – you might find the information to be a helpful guide.

Outlined below are just a few of the definitions of IRS – Internal Responsibility System across Canada. Each province has a slightly different twist on the definition, but all-in-all they are basically stating the same thing – it is everyone’s legal responsibility to ensure workplace health and safety.

The internal responsibility system (IRS) is a health and safety philosophy. It is based on the principle that every individual in the workplace is responsible for health and safety. That includes the CEO, executives, management and workers. Giving workplace parties responsibilities and authority is the driving force of an effective health and safety management system. Ontario WSIB’s definition

The Internal Responsibility System (IRS) is a system, within an organization, where everyone has direct responsibility for health and safety as an essential part of their work. Government of Nova Scotia’s Definition

Internal responsibility system is a phrase often used when referring to the work place and policy health and safety committees or health and safety representative. In reality it goes further, and is actually the collaborative approach taken by an employer and the employees to resolve health and safety concerns in the work place or when performing work activities. Human Resources and Skills Development Canada Definition

The internal responsibility system is an underlying philosophy of the occupational health and safety legislation in all Canadian jurisdictions. The IRS is the very foundation of health and safety in the workplace, establishing workers and employers responsibility for his or her own safety, for the safety of their co-workers and for development of your Health and Safety Management System for your organization. Although the acts and regulations in your province may not impose or prescribe the steps you must take to comply, it holds employers, supervisors and workers responsible for determining the best practice steps for their operation and industry to ensure health and safety of all workers in the workplace.

Across provinces there are similarities in legislative requirements for Occupational Health and Safety; for example, the rights and responsibilities of workers, responsibilities of employers, supervisors, etc. are similar in all the jurisdictions across Canada and in the United States. Occupational Health and Safety legislation and how the laws are enforced however will vary from one province or state to another. It is therefore imperative that you understand your province or state’s legal requirements in compliance with OH&S Legislation in your area.

In developing your IRS processes, procedures and overall Management System, we have provided a few tips to ease the burden using the PDRC Method (Plan, Do, Check & Review):

1. The Planning Stage:
This is the most critical stage in the process. Document all steps in the process development of your Health and Safety Management System (HSMS), Processes and Procedures; always getting the approval of senior management (owner, president or CEO of the company).

2. The Do Stage:
a) During this stage in the process you will establish policy, procedures, protocols and training; establishing timelines, strategy and performance measures.

b) Establish your management system processes, procedures and check systems.
By establishing your HSMS philosophy in everything you do, you will increase productivity, reduce costs and build a sustainable, reliable and cohesive workplace and above all a healthy safe workplace.

3. The Check Stage:
During this stage in the process you will audit/check the system to ensure it is functioning properly: efficiently and effectively.

4. The Review and Change Stage:
The review and change stage creates the cyclical nature of the H&S Management System. It is critical that you review and update procedures, policies, and training; establishing new system procedures with additions and changes to the operations of your business minimally annually but more frequently as changes occur in the organization.

What to do - The Ministry of Labour is at the door.

2010-09-01T12:05:00.008-04:00

Originally printed in the Guelph Business Venture Magazine September 2010
A visit from a Ministry of Labours Health and Safety Inspector can happen at any time and not only because of a workplace accident or complaint against the organization. Inspectors today are making proactive visits to educate employers and ensure safe workplaces for all workers in Ontario.

Inspectors are authorized to conduct workplace inspections and investigations to determine whether employers are in compliance with the provincial Occupational Health and Safety Act.

Should an inspector come knocking on your door:

Politely invite them in and ask if they would like a cup of coffee while they wait in a private area (do not panic);
Ask to see their credentials – Inspectors carry a badge which serves as their warrant to investigate your organization, an ID Badge with their picture on it and a business card;
Ask the inspector to state the purpose of the visit (employee complaint, targeted inspection, investigation, accident, etc.).
Contact your company Health & Safety Representative to respond to the situation;
A company the inspector, make detailed notes of their visit and photocopy any document they take away;
Should your organization receive an order from the ministry, it is essential that it is promptly complied with. Many charges arise because an organization fails to comply.

The best proactive measure to ensure a positive Ministry of Labour inspection is to ensure a good health and safety program is in place before the inspection takes place. Ensure you have a health and safety representative or committee, required postings are posted in the workplace, relevant health and safety policies are in place and that your organization has complied with all requirements of the Occupational Health and Safety Act.

Safety at Home!

2010-08-16T07:02:00.003-04:00

Did you know that 44% of critical injuries occur at home? Did you know that you are 10 times safer at work than at home?

Safety is often forgotten when we walk through our doors to our homes. Home is our safety net, our safe haven; but when it comes to working safely and thinking about protecting ourselves, we often forget about safety measures around the home.

How often have you or someone you know or have seen cutting the grass with sandals on and no protective equipment; using a chain saw without protective equipment and proper clothing; or working in the garden without a hat and sunscreen to protect you from the sun.

How many of you conduct a safety audit on our homes monthly, annually or at all?

 Are your halls clear of obstacles?
 Are your hallways and walkways well lit? Do your light bulbs need to be changed?
 Do you have a Carbon Monoxide Detector? If yes, is it old and needs replacing?
 Do you have functioning smoke detectors?
 Do you have safety measures set up in your home such as alarm systems, secure windows, proper lighting outside around entrances, driveways etc.?

These are just a few things on a check list or audit of your home that should be checked regularly. You also need to check your appliances and pipes regularly to ensure appliance are safe and gas pipes are safe – no leaks etc.

Outside of general maintenance and checks around your home, are you prepared for an emergency at home?

You need to be prepared in case of:
 Earthquakes
 Floods
 Power Outages
 Forest Fires
 Evacuation Alerts
 Tornados
 Pandemic

Beyond Rewards safety team can assist you with home safety. We can come onsite to your home and complete a home safety inspection/audit. For more information about our home audits, to purchase our home inspection guide book or to receive a checklist of safety for your home, email us at: info@beyondrewards.ca

Pandemic or Panic

2010-08-15T08:08:00.003-04:00

Over a year has transpired since we started hearing about the H1N1 and the devastating effects it could have on our society. Was it as devastating as we first thought it might be? The WHO is admitting to not communicating the threat of the H1N1 clearly; identifying the communication issues due to the many unanswerable questions of a new virus. These unanswerable questions lead to uncertainty, creating a void that lead to fear and confusion around the globe. Our questions and concerns were not addressed as we would have expected neither from our health agencies nor from our government bodies.

Scientists noted that the virus was spreading quickly around the globe but as it was a new strain, they could not predict how it would behave, how deadly or virulent it would become. Predictions are expected to be instantaneous in today’s society. People want immediate answers – this was not evident in the communications around the H1N1 Virus.

As we all know, there is much room for improvement in the processes, communications and immediate responses expected when an international organization such as The WHO (World Health Organization) announces a pandemic of this magnitude as a “threat to all humanity”. So, how can it be improved?

That said, if The WHO did not announce the H1N1 as a “threat to all humanity” and the recommendations around international travel to Mexico and other hotspots had not been identified and actions taken to quarantine those who did travel had not taken place, would the virus have been much worse? Would we all have continued to travel to Mexico and other hotspots around the world, taking the risk and spreading the virus had they not been so quick to communicate the unknown skepticism about the H1N1 Virus?

The WHO is conducting research through a Toronto based firm to find out if warnings such as these not only impacted on trade, but if they were effective in preventing the spread of disease. The study will also assist governments in development of improved quarantine measures and screening measures in airports and boarder crossings.

The H1N1 has but merely vanished in Canada. There have been very few cases of late – 14 cases since the beginning of 2010 and two deaths. In total as at April 12, 2010 there were 428 deaths in Canada from the H1N1 Virus; worldwide there were a total of 17,700 deaths. Will it come back with a vengeance – again unanswered questions that can only be speculated?

There is widespread concern as to whether this virus really existed as a pandemic or a scare tactic to increase revenues for large pharmaceutical companies – creating panic. With any international crisis comes skepticism. Although our governments are not perfect, neither are we. We put our trust and faith in those who surround us, who govern us – if we elected them or not into the seats of power within our countries. That said, whether it is a pandemic or another international or local catastrophic event, planning and preparing for the worst is not only the responsibility of our governments, but of each one of us on the face of this earth.

It is important that we all take part in ensuring that the processes are improved upon by being prepared ourselves. Don’t put off preparing your businesses and families for the next Pandemic that scientists predict will happen again in the near future! In preparing take into account any unforeseen catastrophe – be it a flood, fire, tornado, pandemic or hurricane. A business continuity plan should address all of these things and more, as should a personal response plan for your families.
Our society tends to be reactive and not proactive. If another pandemic was to hit and this time more virulent than the H1N1 of 2009/2010, would it not be better to be prepared? If you were to have a flood or fire in your place of business are you prepared to continue business despite the set backs – do you have a plan in place? It is up to each one of us as business owners to ensure the success of our own businesses, the safety of our own staff by having policies, procedures and plans in place to address matters of safety and business continuity in the workplace. It is the responsibility of each of us as parents, as responsible citizens to prepare and address issues in a proactive manner.

No one knows for sure when the next influenza pandemic will strike. It's always better to have the controls for preparation of an international pandemic at an early stage because whole populations are vulnerable and it is not possible to halt the spread of a pandemic. Slowing to minimize the casualties is worth the efforts and possible panic to save lives.

ARE YOU PREPARED?

By Lynne Bard, President and Senior Consultant
Beyond Rewards Inc

Do You Have an Emergency Response Plan for Your Organization

2010-08-15T08:00:00.006-04:00

On the wake of the earthquake that shook Ontario on June 23rd, 2010 many of you may be asking – what is this; why are we getting earthquakes, when we never have before! According to the CBC, the 5.0 magnitude earthquake hit Ontario with shaking and tremors felt in Montreal, Toronto, Kitchener and even Boston and Cleveland. Apparently, earthquakes are not uncommon to Canada with some 5000 per year – minor that they are, this is one of the largest we have had in Ontario. Weather is more dramatic with severe tornado’s that are more intense than ever before, sink holes are appearing all over the country (around the world); earthquakes are more intense and more dramatic in nature than they ever have been. What is this world coming to? No I don’t think the world will end in 2012, but we certainly need to understand the severity of the changes that are occurring and how to prepare and respond.

Definition of an Emergency: An emergency is any unplanned event that can cause deaths or significant injuries to employees, customers or the public; or that can shut down your business, disrupt operations, cause physical or environmental damage, or threaten the facility's financial standing or public image. Obviously, numerous events can be "emergencies," including:

Fire
Hazardous materials incident
Flood or flash flood
Hurricane
Tornado
Winter storm
Earthquake
Communications failure
Radiological accident
War
Loss of key supplier or customer
Explosion

Definition of Emergency management: Emergency Management is a dynamic process of preparing and planning for, mitigating, responding to and recovering from an emergency; providing proper training, conducting drills, testing equipment and coordinating activities with the community are other important functions and areas of your organization.

How can we address this or do anything about it you say? First, we need to look at safety, security and sustainability.

It is every employers responsibility to provide a safe workplace – it is called “due diligence”. Employers should also be mindful of their obligation to provide information to employees under Occupational Health and Safety Act, which could extend to the obligation to inform employees about the potential risk of an emergency situation from a natural disaster in the workplace and steps the employer will take to mitigate this risk. Develop your emergency plan to ensure the safety of your employees and continued work availability after an emergency occurs.

The following items should be addressed (but is not exhaustive) when preparing your emergency response plan.

hazard identification/assessment
emergency resources
communication system
administration of plan
emergency response procedure
communication of procedure
debriefing and post-traumatic stress procedure

For more information on Creating an Emergency Management and Response Plan for your organization, contact us at:

mailto: info@beyondrewards.ca

To purchase our Emergency Management Planning Toolkit or Guide go to:

http://www.beyondrewards.ca

Young and New Workers - Focus of Safety Blitz

2010-07-15T11:59:00.004-04:00

Originally printed in the Guelph Business Venture Magazine June 2010

With the school year over and many young and new workers anxious to make extra money, it is no surprise that the focus of the Ministry of Labour safety blitz over the next three months is the safety of young and new workers.

Health and Safety inspectors will be stopping by workplaces to ensure young and new workers are properly oriented, trained and supervised on the job, that the workers meet minimum age requirements and safety measures are in place to prevent injuries.

Orientation, training and supervision:

Have workers received proper workplace orientation?
Have they received proper workplace safety training, such as Workplace Hazardous Materials Information System (WHMIS)
Are they aware of their right to know, right to participate and right to refuse unsafe work?

Minimum age requirements:
Under the Occupational Health and Safety Act. Workers must be at least:

14 to work in industrial establishments - offices, stores, arenas and restaurant serving areas;
15 to work in most factories, including restaurant kitchens, automotive service garages, and shipping and receiving areas in grocery stores and warehouses; and
16 to work in logging operations and on construction projects.

Safety measures:Are measures in place to prevent workplace injuries?
For example:

Safe practices to prevent ergonomic and musculoskeletal injuries.
Procedures for specific equipment such as using guarding devices on machinery, the safe use of lifting devices and the use of personal protective equipment.

The Ministry of Labour states that all workers have a right to come home each day to their families, safe and sound. Though young and new workers may only be with your company for a short time, the lessons and best practices taught now will stay with them throughout their career.

Bill 168 Violence and Harassment in the Workplace

2010-07-15T09:21:00.005-04:00

Originally published in HazMat Magazine - Summer 2010

In a development that should be of interested to readers in all provinces, Ontario is playing catch0-up with the other provinces and jurisdictions such as the federal sphere (federal legislation governs transportation companies, banks, airlines and other federal undertakings), British Columbia, Alberta, Saskatchewan, Manitoba and Nova Scotia who have all directly addressed that problem of workplace violence as a health and safety issue for years.

Violence and harassment issues in the workplace and how we handle these matters have been drastically changed by Bill 168 as of December 15, 2009 when this new legislation received Royal Accent. Workplaces across Ontario are required to develop measures to address violence and harassment in the workplace, develop policies, procedures, conduct risk assessments of their organization, and put programs and training in place for their staff.

Statistics from the Ministry of Labour, Statistics Canada and WSIB directly identify the need for Ontario to address workplace violence and harassment issues:

In 2009 the Ministry of Labour (MOL)issued 351 fines related to harassment in the workplace;
The Workplace Safety and Insurance Board (WSIB) identified in 2007 that there were 2,150 lost time claims related to assaults, violent acts, harassment and acts of war or terrorism in Ontario
Individuals who have been bullied at work waste 10-52% of their time on the job – lost time ratio.
Statistics Canada, 2007 identified from the General Social Survey, 2004 that 17% (356,000 incidents) of all self-reported incidents of violent victimization, including sexual assault, robbery and physical assault happen in the workplace.
Organizations have identified an increase of 66% in aggressive acts within their workplaces over the past 5 years.

Effective June 15, 2010 organizations in Ontario must have met the new guidelines and legal requirements as set out in the amendment to the Health and Safety Act in addition to their obligations under the existing legislation of the Human Rights Act. This legislative act will remain in force addressing a more victim-focused complaints process than the new occupational health and safety legislation.

This amendment now places an explicit duty on employers to protect employees from workplace violence and harassment and places a positive obligation to take precautionary measures should violence appear likely to occur within the workplace. All employers must have policies and procedures in place on workplace violence, including harassment and bullying.

Following are steps employers must take to meet compliance by the June 15th deadline:

Conduct a Risk Assessment:
Employers must complete an evaluation of their operations to ensure that the vulnerabilities to violence are identified and addressed; update and/or develop policies to control the risks identified and communicate the results of the assessment to the joint health and safety committee, a health and safety representative or to the workers where no committee or representative exists.

Make Necessary Changes to the Workplace:Using the information gathered in the risk assessment, employers must make the necessary changes to reduce the vulnerability to violence in the workplace

Review Policies with respect to Workplace Violence & Harassment: Employers must ensure that policies are in place to address findings of the risk assessment and to address the procedure for the reporting and investigating workplace violence and harassment complaints. Employers must post these policies (in the case of employers with more than five employees) and review them on an annual basis.

Develop and Maintain Programs to Implement those Policies:
Develop a program for the implementation and maintenance of workplace violence and harassment policies. Employers must include in the program as outlined in the act, measures and procedures that:

to control the risks identified in the assessment required under subsection 32.0.3 (1) as likely to expose a worker to physical injury;
for summoning immediate assistance when workplace violence occurs or is likely to occur;
for workers to report incidents of workplace violence to the employer or supervisor;
set out how the employer will investigate and deal with incidents or complaints of workplace violence; and
include any prescribed elements.

Train Employees
Employers must provide information and instruction to their employees on the contents of the policies and programs; how to report violence and/or harassment, domestic violence or bullying in the workplace.

Ministry of Labour Video - Workplace Violence and Harssment

2010-07-01T13:48:00.014-04:00

"Everyone should be able to work without fear of violance and harassment in a safe and healthly workplace. Violence and harassment in the Workplace are not tolerated in Ontario"

Minister of Labour

The Hon. Peter Fonseca
Ministry of Labour

Strengthening Employee Engagement

2010-06-30T12:05:00.005-04:00

Originally printed in the Guelph Business Venture Magazine - April 2010
While employee satisfaction and engagement has been a topic on many human resources professionals’ minds over the past few years, it is only now starting to be considered by company owners and operators. Many employers are starting to see that successful organizations are the ones that ensure employee growth and satisfaction, not just those that hire the right candidates.

Effective human resource management and planning is required throughout the employees’ life cycle with the organization to encourage employee growth and success. Satisfying and engaging employees not only encourage critical thinking and heightened creativity; it also produces a higher quality of work and optimized performance. Organizations that are able to effectively engage employees experience lower employee turnover, see increased customer satisfaction, have a stronger team based culture with improved performance and commitment to the values and objectives set out by the organization.

If your organization is thinking about employee engagement and how to integrate it into your culture, now is the time to do it. Above all look at the employees need to understand the organizations direction and the significance their role plays in reaching the objectives and goals of the organization. Additional questions to consider are: do employees take pride in the company? Are there opportunities for growth and is there an effort to develop employees? Do employees value their manager, and is there trust and integrity in the senior management group? Is there balance in the team and mutual respect?

Accessibility Customer Service Standard – it’s the law

2010-06-15T12:12:00.003-04:00

Originally printed in the Guelph Business Venture Magazine - February 2010

Does your company provide goods or services to the public or other third parties within Ontario? Does your company have one or more employees? If you answered yes to both these questions, then the Accessibility for Ontarians with Disabilities Act (AODA) - Accessibility Customer Service Standard applies to you and you are legally required to comply with the requirements. The Accessibility Standard became law on January 1, 2008, with public sector companies required to comply by January 1, 2010 and private and non-profit organizations required to comply by January 1, 2012.

What does this mean to you and your organization? There are set requirements set out to ensure you are providing accessible customer service to people with various kinds of disabilities, in summary all companies must:

Establish policies, practices and procedures on providing goods or services to people with disabilities and with reasonable effort ensure they are aligned with the core principles of independence, dignity, integration and equality.
Allow people to use their own personal assistive devices to access your goods and use your services.
Take into account a person’s disability when communicating with them
Allow the use of guide dogs or services animals in the areas that are open to the public.
Permit the use of a support person, while accessing a good or service. Where admission fees are charged, provide advanced notice on what admission is charged for a support person of a person with a disability.
Provide notice when facilities or services that people with disabilities rely on to access or use your goods or services are temporarily disrupted.
Train staff, volunteers, contracts and any other people who interact with the public on your companies behalf on how to assist people with disabilities
Establish and make available a process for providing and responding to feedback on your companies’ accessibility.

There are additional requirements for public sector organizations with 20 or more employees. I encourage all Human Resource Professionals, business managers and company owners to keep up to date on the developments of the AODA and the next set of standards coming into force over the next few years. Take advantage of free lunch and learns, training and other local information sessions as well as information provided by the government on-line.

Hazards Often Missed

2010-06-01T12:07:00.002-04:00

Originally printed in the Guelph Business Venture Magazine - December 2009

As recommended by the Conference Board of Canada, businesses that wish to succeed and prosper in today’s economy need to start to include psychosocial issues in their policies and programs. Organizations that identify and correct the psychosocial issues in the workplace will experience fewer injuries, less sick time, less benefit claims, and will see an increase in productive, healthy and happy employees.

Psychosocial hazards are workplace stressors or work organizational factors that can threaten the mental or physical health of employees. Examples your organization may identify with include; work overload and time pressures, lack of influence or control over job, lack of social support from supervisor or co-workers, lack of proper training or lack of any training to properly perform the job, to little or too much responsibility, ambiguity in the job responsibilities, lack of status, rewards and appreciation, discrimination, harassment or bullying by co-workers or supervisor, poor communication, lack of respect for the employee and the work they do.

Two of the most significant job stressors seen today are high job demands and low job control. In today’s fast paced society, businesses cannot be successful without making high demands on employees occasionally; but organizations must remember that with the high demands needs to come appropriate control over how an employee performs their job and appropriate rewards, appreciation and support for a job well done.