1. Safety Audit and Workwell Service:
How does your Health and Safety Program stack up?
- Do you have a health and safety policy? Have your employees been trained on this policy?
- Do you set goals and objectives for Health and Safety, reviewed yearly by senior management?
- Have your employees been trained to work safely, completed hazard assessment and issued standard operating procedures?
- Do you have a formal disciplinary program?
- Do you keep records of training for all employees?
- Are managers and supervisors held accountable for health and safety?
- Do you have a JHSC or worker safety representative who completes monthlyinspections, makes corrections are issues follow-ups?
- Do you have a formal hazard reporting program?If you answered no to any of these questions, you are at risk of a Health and Safety Violation. We can help by providing a gap audit, formal management system or a workwell management system.Complimentary Breakfast Seminar: “Passing the Workwell Audit” Wednesday July 28th, 7-8am. Advanced registration is required. Contact us to inquire or sign up.
2. Bill 168 Reminder:
Just a reminder that Bill 168 is now in affect. Our May Bulletin covered the changes effective June 15th (complete bill found here) concerning violence and harassment prevention in the workplace as well as the responsibilities of employers. Contact us and have our lawyers help you to design, review or implement your violence assessment policy.
3. Young Workers Updates:
With the onset of summer comes an influx of young employees into the workplace. Workers under the age of 25 are significantly more likely to be injured and require special consideration in your company’s policy design.
One notable example is the Ministry of Labour issuing orders to employers requiring that they have made adequate provisions to accommodate the transportation needs of young workers after work. Be sure have available information on your workers transportation arrangements if they’re working afternoons, midnights and take into account your city’s public transit system.
WSIB Flyer for young workers: 7 Things You’d Better Know! (link)
4. Heat Related Illness:
Section 25(2)(h) of the Occupational Health and Safety Act requires that employers take every precaution reasonable in the circumstances for the protection of a worker. This includes developing policies and procedures to protect workers in hot environments due to hot processes or hot weather.
Important facts to remember:
- Factors affecting a worker’s ability to adapt to temperature: Dehydration, general health, age, body weight, fitness, alcohol consumption, caffeine intake, use of prescription medications and a history of heat-related-illness.
- The average worker requires 4-14 days to acclimatize to hot weather.
- Early signs include: headache, muscle cramps and fatigue.
- Serious symptoms include: Unusual behaviour, nausea, vomiting, weakness, rapidpulse, excessive sweating or hot, dry skin, seizures and loss of consciousness.
- Heat stress can exacerbate underlying medical conditions.In workplaces where heat is a factor, employees must be trained to prevent heat-related illness and recognize heat hazards. Management and employees must work together to ensure adequate hydration is available in the workplace.
We recommend reviewing the Construction Safety Association of Ontario’s manual on heat stress found here.
1. First Aid CPR Sale:
With new employees, warmer weather and earthquakes adding to the list of workplace hazards, learning to prevent emergencies and respond with skill and confidence is a necessity for all of us.
Over the summer months we’re offering Canadian Red Cross First Aid, CPR, and Defibrillator training at a discount to all of our contacts. Our trainers are certified Healthcare Professionals and they’ll customize your course to best suit your workers, work environment, and top hazards.
Don’t hesistate to contact us for pricing and registration information.
2. Complimentary Form 7 Review
Fax or email your Form 7 to our team and we will review the wording to ensure that you obtain the best decisions for your company and to protect your future interests in the event of an appeal at a later date.