News & Updates

1 in 5 Canadian workplaces have no safety programs for new workers, survey suggests

Fri, 22 Apr 2022 18:10:15 GMT

Published by Vanessa Balintec of CBC News - April 20, 2022

A new survey suggests almost 20 per cent of Canadian businesses do not offer safety and orientation programs that are legally required for new workers in much of the country — a finding one labour law expert calls "shocking" and evidence of "widespread lawbreaking."

The research, conducted by Angus Reid and commissioned by Threads of Life, a group that advocates for workplace safety, reflects a reality Cynthia Kathleen "C.K." DesGrosseilliers knows all too well.

Her brother Tim was killed by falling equipment while on the job in downtown Toronto five years ago. She's been fighting to raise awareness about workplace safety ever since.

"Tim would say that we need employers and supervisors that make safety priority one," the Toronto resident told CBC News.

DesGrosseilliers says she can point to three major factors that led to his death: he was assigned the job at the last minute, he wasn't given a spotter while working and he didn't have up-to-date training.

Her brother's death is one of more than 3,800 that occurred in Canadian workplaces from 2017 to 2020, according to the Association of Workers' Compensation Boards of Canada. DesGrosseilliers, who's a member of Threads of Life, says the results show many employers still need to be held accountable so new workers don't meet her brother's fate.

"I think he would think of his nephews and nieces and he would think they deserved all the support that they can be given," said DesGrosseilliers.

"It really is the most important thing for people to come home at the end of the day."

545 companies surveyed

The survey was conducted from March 23 to 25 with hiring managers at 545 companies who are members of the Angus Reid Forum. The poll has a comparable margin of error of plus or minus 4.2 percentage points, 19 times out of 20.

A total of 102 of those managers said their companies offer no orientation, onboarding, safety, emergency, hazard or illness and injury protocol training. Companies that have 29 employees and under make up 52 per cent of the firms that had none of these programs in place.

Shirley Hickman, the executive director of Threads of Life, says her group wanted to understand how businesses are approaching workers' safety and hiring after two years of the COVID-19 pandemic.

"Young workers didn't have jobs because of the pandemic. And then coming out of the pandemic, was that going to lead to more employers hiring more than normal?" said Hickman, whose son died at 20 years old in a 1996 workplace explosion in London.

"And that proved to be true," she says.

The survey suggests 27 per cent of companies in high-risk sectors, such as agriculture and resources, construction, energy, manufacturing and transportation, plan to hire more young workers than in the previous two years.

Hickman says despite the growing awareness of occupational health and safety over the past few years, she's worried about young people going back to dangerous workplaces like construction sites and farms as pandemic restrictions ease. She hopes they'll learn about their rights and demand safe working conditions.

"There's work to be done until there's no injuries, no illnesses, no deaths," she says.

Eric Tucker, a labour law expert and professor at York University's Osgoode Hall Law School in Toronto, says each province has different regulations, but health and safety legislation generally imposes a duty on employers to provide instruction and training to workers. In Ontario, the home of almost 40 per cent of the businesses Angus Reid surveyed, those responsibilities are outlined in the Occupational Health and Safety Act.

For companies to admit openly that they don't offer training that's mandated by legislation shows there is "widespread lawbreaking" taking place — partly due to weak enforcement by the province, Tucker says.

"Every employer is required to have a safety program of one sort or another, so the admitted absence of those programs is really a shocking finding."

A spokesperson for the Ontario Ministry of Labour told CBC News the province is "proud to support Threads of Life" in its effort to make workplaces safer.

"Ontario has one of the best safety records in Canada. Our preventative, proactive approach emphasizes safety first, preventing or correcting workplace hazards to protect workers," Ciara Nardelli wrote in an email statement.

"Our focus is on improving health and safety awareness and practices in small businesses and ultimately helping to lower number of workplace injuries, fatalities and illnesses."

A 2019 report by the Auditor General of Ontario put forward 27 recommendations for the Ministry of Labour to strengthen enforcement of workplace safety. The office's follow-up report in 2021 said 11 per cent of the recommendations have been implemented, 52 per cent are in the works, and 33 per cent have shown little to no progress.

Tucker says until the legislation catches up with the reality of the province's workplaces, businesses won't have any incentive to create safe environments.

"The lack of good health and safety does not drive companies out of business."

Ontario Adding New Resources To Protect Workers

Mon, 27 Sep 2021 20:53:32 GMT

Safety plan builder and 100 new health and safety inspectors will be crucial in educating businesses and keeping people safe from COVID-19

Ontario Newsroom - News Release

September 27, 2021

TORONTO – The Ontario government is continuing to protect workers and people from COVID-19 by providing businesses with new tools and educational resources, including a new safety plan builder and additional inspectors. More than 100 new health and safety inspectors are graduating today and will be visiting workplaces in construction, industrial and health care settings. With the support of provincial offences officers, the inspectors will be deployed to help educate workers and businesses about the newly-launched vaccine certificate.

“As we fight the fourth wave of COVID-19, we need all hands on deck,” said Monte McNaughton, Minister of Labour, Training and Skills Development. “With 100 more inspectors, these boots on the ground across our province will help keep workers safe and support businesses to remain open. Our government’s inspectors will be patient, lead with education, and be reasonable to business owners and frontline workers implementing the vaccine certificate.”

The addition of these graduates means Ontario now has a total of 507 labour inspectors , the largest ever number in provincial history. Over the coming weeks, in consultation with local public health units, Ministry of Labour, Training and Skills Development inspectors and other provincial offences officers will continue conducting inspection and education campaigns to ensure businesses are following COVID-19 safety requirements.

To help businesses stay on top of health and safety guidance, the province has also launched the new Workplace Safety Plan Builder , a free interactive tool making it easier for workplaces to create and update their COVID-19 safety plans. The tool was developed specifically to support small businesses and was designed with their input.

The safety plan builder will lead employers through an easy process to create and update an online safety plan that is right for their workplace. It also allows for easy customization and employers who sign up for updates will be notified when information is changed, allowing them to stay up to date with current guidance and requirements.

“Running a small business during COVID-19 is a challenge unlike any other,” continued Minister McNaughton. “Our safety plan builder is here to help our local merchants and shopkeepers create and adjust their plans with the click of a button, having confidence they’re following the latest health and safety measures for their employees and customers.”

Having a written safety plan is mandatory for businesses permitted to be open under the Reopening Ontario Act.

Since March 2020, provincial inspectors have conducted more than 65,000 COVID-related workplace inspections, issuing 79,200 orders and stopping unsafe work 102 times. Data from the most recent visits, conducted over the summer, shows the education assistance provided by inspectors helped double the number of businesses who were fully compliant with their responsibilities under the Reopening Ontario Act.

Roles, Rules and Responsibilities of Workplace Health and Safety

Tue, 27 Jul 2021 15:01:00 GMT

Workers need to be trained on potential and actual hazards associated with their job, provided with written instructions on the measures and procedures taken to protect them, and use all appropriate personal protective equipment and devices.

Published by the Canadian Centre for Occupational Health and Safety

July 12, 2021

Maintaining and promoting health and safety in the workplace is important throughout the employee journey.

Whether they’re a new worker or a seasoned professional, training (and retraining) is a key factor that can help staff stay safe while on the job.

In addition to providing training, employers must abide by a number of occupational health and safety responsibilities. Many of these elements, worker rights and employer responsibilities are similar across jurisdictions in Canada.

However, the specifics around occupational health and safety legislation and how these laws are enforced can vary from one jurisdiction to another.

Although rules and regulations vary, these three rights apply to all workers in Canada:

The right to know about health and safety matters.
The right to participate in decisions that could affect their health and safety.
The right to refuse work that could affect their health and safety, and that of others.

Workers also have health and safety responsibilities. They must work in compliance with occupational health and safety legislation, and use personal protective equipment and clothing as directed by the employer.

Employees also have a duty to work in a safe manner, use the prescribed safety equipment, and report workplace hazards and dangers to their supervisor or employer.

To carry out their responsibilities, workers need to know what these are, and that’s where managers, supervisors and employers come in.

Managers and supervisors act on behalf of their employer. Therefore, they’re required by law to take every reasonable precaution to protect their workers, and they must ensure that workers are performing their jobs safely and are following occupational health and safety legislation.

This means that workers need to be trained on potential and actual hazards associated with their job, provided with written instructions on the measures and procedures taken to protect them, and use all appropriate personal protective equipment and devices.

Here are some ways you can implement health and safety measures at work:

Implement and Communicate a Policy

A health and safety program is a requirement in any workplace, and having a written policy is key to its success.

Think of a policy as a plan of action. It indicates the degree of the employer’s commitment to health and safety and should reflect the special needs of your workplace.

The policy should also be explained and understood by any and every worker and provided in written form in the language of staff. It should be positive in tone (for example, focus on what the worker should do rather than what they should not), and periodically reviewed to evaluate its effectiveness.

The policy should be signed by leadership, and include items and statements such as the employer’s duty to give health and safety education and training to all employees, the development and maintenance of health and safety roles and procedures, and planned programs that support the commitment to workers’ health.

It should make clear that co-operation on the part of all employees is vital to the success of the health and safety policy and should be actively incorporated into the workplace and regular workplace duties and actions.

To start, it’s important to make sure all employees are aware of it and understand the policy. Workplaces can achieve this by incorporating it as part of employees’ job descriptions, and then reinforcing the commitment to health and safety by holding regular safety talks, posting signs at the workplace, by writing articles about the policy in company newsletters, posting on the internal website, and sending emails.

Create a Committee

Most workplaces are legally required to have a health and safety committee or representative.

Among other things, the role of a health and safety committee or representative is to recognize and evaluate workplace hazards and participate in the development and implementation of programs to protect the employees’ safety and health.

They will respond to employee concerns and suggestions about safety and health and can create and promote programs to improve employee training and education.

Consult the most up-to-date applicable legislation in your province or territory to find out the requirements for your workplace.

Implement Control Measures

To help identify hazards in your workplace, perform risk assessments of specific job tasks.

During this process it is important to consult with the health and safety committee or representative, workers that perform the tasks being evaluated, and supervisors.

Once the hazards and risks have been identified, determine the appropriate control measures to protect workers.

When selecting control measures, consider the hierarchy of controls, which includes elimination/substitution controls, engineering controls, administrative controls, and personal protective equipment.

Risk assessments will also help identify the specific training needs of your workers.

Provide Ongoing Training

The process of training workers can help keep everyone safe on the jobsite.

While training is incredibly important for new staff, keep in mind that workers who are returning after an absence or are taking on new roles or responsibilities need to go through this process, too.

When training, be sure to cover topics like worker rights and responsibilities, your organization’s specific safety rules and policies, and who to ask for help. Tour each work area in the facility to review potential hazards and safe work practices.

Don’t forget to also review emergency and evacuation procedures and the locations of first aid kits, fire extinguishers, emergency exits, and fire alarm pull boxes.

Have all employees complete an emergency notification form which can be submitted to human resources or their supervisor. Provide staff with a contact list of the health and safety committee members or representatives.

They should also know how to participate in the health and safety process, like how to report hazards. Depending on the nature of work and the potential hazards (for example: working at heights, confined spaces, mobile equipment), specific training may be required.

Consult the applicable legislation in your province or territory to ensure your workers are provided with the necessary training.

What about WHMIS?

If you mention health and safety, you might think of WHMIS, which stands for Workplace Hazardous Materials Information System.

WHMIS is a comprehensive system that provides health and safety information on hazardous products that are intended for use, handling, or storage in Canadian workplaces.

The main components of WHMIS include hazard identification and product classification, labelling, safety data sheets, and worker education and training.

Not sure if you need to include WHMIS in your staff training? You do if you have hazardous products in your workplace.

All Canadian jurisdictions require that employers develop, implement, and maintain a worker WHMIS education and training program.

Include Mental Health as Part of Safety and Health

Although workplaces have traditionally looked at workplace health from a strictly occupational health and safety perspective, mental health should be integrated in your occupational health and safety policy.

Research has shown that employees who feel they have psychological support have greater job attachment, satisfaction, involvement, and performance, and more positive work moods.

To help keep your employees psychologically safe, make mental health a priority.

Promote work-life balance and encourage staff to take their earned breaks. Show compassion and understand that priorities come up outside of work.

Check in with employees. Even a simple “How are you?” can go a long way.

Worker Safety is a Two-Way Street

Worker safety isn’t just one tip, tool, or training process. It’s a journey.

And just like any journey, there are many different routes you can take.

But no matter which way you go, don’t go it alone. By involving your staff and clearly communicating the path forward, you’ll get there together, safe and sound.

New Ontario Regulation Streamlines OH&S Reporting, Notice Requirements

Wed, 14 Jul 2021 21:29:08 GMT

Published by Sherrard Kuzz LLP

July 8, 2021

On July 1, O. Reg. 420/21: Notices and Reports under Sections 51 To 53.1 of the Act – Fatalities, Critical Injuries, Occupational Illnesses and Other Incidents under the Ontario Occupational Health and Safety Act (“Regulation 420/21”) came into effect, to streamline the notice and reporting requirements under the Occupational Health and Safety Act (“OHSA”).

Regulation 420/21 incorporates the definition of “critical injury” from its former regulation:

places life in jeopardy
produces unconsciousness
results in substantial loss of blood
involves the fracture of a leg or arm but not a finger or toe
involves the amputation of a leg, arm, hand or foot but not a finger or toe
consists of burns to a major portion of the body
causes the loss of sight in an eye.

It also consolidates the notice and reporting obligations formerly found in various industry-specific regulations under the OHSA. As such, the notice and reporting requirements in the following regulations have been revoked:

Regulation 851: Industrial Establishments
Regulation 854: Mines and Mining Plants
Regulation 855: Oil and Gas – Offshore
Regulation 859: Window Cleaning
Regulation 861: X-Ray Safety
Regulation 213/91: Construction Projects
Regulation 67/93: Health Care and Residential Facilities
Regulation 629/94: Diving Operations
Regulation 414/05: Farming Operations

The regulation prescribes the content of the written report or notice to be provided by an employer or constructor under Sections 51-53.1 of the OHSA.

The regulation requires an employer or constructor to retain for at least three years a copy of any written notice or report required under Sections 51 to 53.1 of the OHSA.

The regulation permits an employer or constructor to file a written report or notice electronically with the Ministry of Labour, Training and Skills Development, through an Ontario Government website (with forms available shortly).

An employer governed by the OHSA should review its accident reporting policies and protocols to ensure they comply with the requirements of Regulation 420/21.

Ontario brings on More Inspectors to Assist in COVID-19 Blitz

Fri, 05 Mar 2021 15:59:42 GMT

Published by OHS Canada

March 4, 2021

The Ontario government has hired over 100 new occupational health and safety inspectors to support business inspection campaigns.

The new inspectors have begun a condensed training program, and will begin making field visits with a mentor within five weeks of their start date, according to a news release. They are scheduled to be fully trained and deployed by July 1.

“As the province continues to reopen, we need businesses of all sizes to do better as there are no shortcuts to safety,” said Monte McNaughton, Minister of Labour, Training and Skills Development.

“With a new total of more than 500 inspectors, our government is building the largest team of inspectors in Ontario’s history to educate business owners, enforce public health measures and keep workplaces safe now, and for many years to come.”

To date, Ontario’s provincial offences officers have conducted more than 13,374 COVID-related workplace inspections and investigations across the province since the beginning of 2021, issuing 9,480 orders and 373 tickets, and stopping unsafe work 15 times.

These inspections have demonstrated that the majority of businesses are learning how to operate safely during COVID-19 and appreciate the support and guidance from the province, according to the government.

Workplace inspections continue to focus on educating small businesses across the province to help them reopen from lockdowns safely.

Over the past week, 110 provincial offences officers in Eastern Ontario, Durham Region, and Wellington-Dufferin-Guelph visited 1,081 workplaces, the majority of which were small businesses with fewer than 25 employees.

The two-stage inspections provide COVID-19 education and guidance for small businesses in the first round — particularly those that were closed during the provincial shutdown — followed by more enforcement-oriented inspections on follow-up visits.

Over the coming weeks, officers will return to businesses that have already been visited in Eastern Ontario, Durham Region and Wellington-Dufferin-Guelph, shifting toward enforcing COVID-19 safety requirements, and issuing orders and tickets, if necessary.

Additional two-stage campaigns, focusing on small businesses, are scheduled to take place in York Region on March 5 and 6, Windsor Essex on March 6 and Waterloo Region from March 11 to 16.

One Year Later: Navigating Through COVID-19

Mon, 25 Jan 2021 20:12:31 GMT

Has the "New Normal" become The Normal at your Workplace?

Published by HSE Consultant Amanda Faucher of WD Safety Resource Inc.

January 25, 2021

It’s been a year full of change, uncertainty and adaptability. This year has challenged all areas of society from how we interact with one another, to how we perform our work from day to day. It’s been one year since the day we started hearing murmurs about a growing “pandemic” referred to as the novel coronavirus – COVID-19. By March, the government had declared at State of Emergency Order. Work was halted, streets empty, and thus began “a new normal.” Fast-forward a year later – Ontario remains in a State of Emergency and a Stay at Home Order is in place. With anxiety and mental burn out mounting, all aspects of this pandemic must be considered – including the fall-out of isolation and other protective measures and how a company can achieve success during these uncertain times.

Adaptability is Key

While navigating through this pandemic, employers were left to consider many different challenges before re-opening their doors – daily changes to legislation, adhering to ever-changing recommendations and guidelines, implementing protective barriers into the workplace to protect workers.

Implementing and monitoring the internal Infection Disease Emergencies Safety Plan is the most logical way to review the success or failure rates of the plan in place. It is important to stay current and informed during high transmission times to ensure the workplace is ready for any potential exposure.

Speak to your workers! These individuals are performing their jobs daily – they will have some of the best insight to help enhance barriers and measures in place. If your workplace has a Joint Health Safety Committee (JHSC) or Health and Safety Representative (HSR) then utilize their expertise when reviewing the plan in place.

If something isn’t working, change it. No plan will ever be perfect, and no barrier will ever be flawless. It is so important to review and assess all aspects of the workplace and identify processes or barriers that could be improved.

The Human Aspect

Another aspect to consider is workers who are working from home. As humans, we require socialization to thrive and grow. These measures have restricted our abilities to connect in a manner we are use to, or may be comfortable with. People are isolated from their fellow workers, their families and friends – leading to a decline in mental stability and a rise in anxiety, depression, and addiction.

Another frustration is implementing new technology into a work process; not everyone is computer savvy which creates a whole other level of frustration and anxiety. Others view technology as a “distraction” and may see this implementation as a negative move. Remind your workers to be patient during these changes, and that everyone is learning these new processes together.

Reassuring workers that their feelings are both valid and shared will instill confidence within the workforce.

Preparing and maintaining a solid training program, along with flexible Work from Home and Return to Work procedures are just a few critical ways employers can show that these changes implemented, while challenging at first, are a positive force in maintaining a work-life balance. It should also be noted that while these procedures are in place to help integrate new work strategies, that workers are encouraged to contribute to these programs by providing feedback – this allows the workers to feel they contributed to the development of an equitable plan.

New Normal….or Just Normal?

This “new normal” shifted the way society operates as a whole. Not one individual hasn’t been affected by the pandemic – but we need to continue to adapt and be flexible. Chances are, the way things were may never return as it once was.

Employers have a duty to protect their workers under the Occupational Health and Safety Act. Employers must ensure they are training their workers on all new policies, procedures and safe work practices implemented at the workplace.

Implementing a solid Infectious Diseases in the Workplace Safety Plan – this should be all-encompassing to any pandemic that may impact socio-economic growth – will reiterate to the workforce that not only does the employer care about their well-being, they are actively prepared to protect it.

Employers must remember to connect with their workforce who are isolated at home and communicate their importance to the work process, regardless where it is being performed. It is important to reiterate with all workers, no matter where they report from, that they are critical to the success of the workplace – all in this together starts with including everyone in the process.

Let us Help

At WD Safety Resource Inc. , we have been navigating this pandemic alongside small and medium sized businesses across Ontario since the beginning. We understand just how overwhelming everything may feel right now – training moving to virtual platforms, training certification expires, implementing and updating existing policies and procedures…it’s a lot !

Our expert Health, Safety and Environmental team is ready to help take the stress off of internal training needs (generic or site specific), manual maintenance and risk assessments to help identify gaps/deficiencies in the existing workplace. Click here to contact us – we are all in this together!

Testing, Enforcement, Sick Leave Needed to Slow Workplace Spread: Experts

Fri, 22 Jan 2021 21:29:38 GMT

Hundreds of people have been infected in recent outbreaks linked to workplaces in Ontario

Published by Holly McKenzie-Sutter of The Canadian Press

January 22, 2021

TORONTO — As Ontario struggles to beat back a dire wave of COVID-19, workplace spread has been singled out by public health experts, mayors and top health officials as a major source of infections.

Experts and workers say government measures so far haven’t directly targeted the issue, but fairly simple practices would help track and reduce infections.

Epidemiologist Colin Furness at the University of Toronto’s Dalla Lana School of Public Health said there should be clear consequences for employers that don’t take proper precautions at this point in the pandemic.

“We know from contact tracing data and outbreak investigations what some of the most risky environments are. We should be coming down on them like a ton of bricks,” Furness said.

Hundreds of people have been infected in recent outbreaks linked to workplaces, including at least 121 workers at a Canada Post facility whose cases were reported this week and more than 140 people at a Cargill-owned meat processing facility in Guelph, Ont., last month.

Hundreds of migrant workers tested positive on Ontario farms last summer, and more than 5,000 long-term care staff have been infected to date.

But observers said there isn’t consistency when it comes to penalties for employers, or even naming workplaces where outbreaks happen.

Traditionally, workplaces have been challenging for public health because harsh enforcement might mean future issues are covered up, Furness said.

There are some signs of change, however, led by Toronto Public Health. The health unit said this month it would name employers with significant outbreaks and enforce reporting of cases among workers, a move Furness called “revolutionary.”

Considering Sick Leave

Putting pressure on employers is also important to make sure other measures are effective, Furness said, including paid sick leave, which has become a prominent political issue in Ontario. Mayors from province’s largest cities have been calling for months for accessible, universal paid sick leave so workers don’t come to work sick over fear of losing income — an argument supported nearly universally by public health experts.

Janice Mills, who has a job in auto manufacturing, said sick leave is the biggest issue at the Glencoe, Ont, plant where she works with about 50 other people per shift.

Workers can apply for the Canada Recovery Sickness Benefit introduced to support people missing work over a COVID-19 diagnosis or exposure, but they’re only eligible if they miss 50 per cent of the workweek.

That’s an issue for hourly workers at Mills’ plant, she said, because if someone falls ill on Thursday or Friday, they can’t make use of the benefit until the following week.

“That’s very difficult for people to wrap their heads around,” Mills said.

Labour Minister Monte McNaughton said Ontario isn’t looking to implement its own sick leave policy because there are still millions of dollars available through the federal benefit.

He said the program is sufficient, but workers may not know about it, and he’s asking federal ministers to ensure there isn’t a delay in getting money out to people.

“I feel strongly that we shouldn’t duplicate this program,” McNaughton said in an interview.

Furness said sick leave is important, but it doesn’t guarantee workers won’t face repercussions for accessing it — so employers should be held accountable if people are pressured into working while sick.

Tim Sly, an emeritus professor of epidemiology at Ryerson University, pointed to regular asymptomatic testing as another key measure that would help assess workplace spread.

He noted other regions have made use of rapid tests to find the virus among people who may not know they’re infected, but Ontario has until recently been reluctant to introduce the practice.

“Why we’ve delayed it so often, I have not a clue,” he said. “It costs so little, it’s easy to do, and if you repeat it, you’re getting up to really good standards of screening.”

Usage of Rapid Tests

Some industries in Ontario, such as film and television production, are already regularly testing employees for COVID-19, and the government plans to ramp up asymptomatic testing in the coming months by sending rapid tests to hard-hit sectors like farms, manufacturing and long-term care.

McNaughton said an asymptomatic testing pilot has already begun on construction sites in the Greater Toronto Area, and he said there will be “huge emphasis” on testing workers going forward.

He also pointed to the government’s recent “inspection blitz” of big-box stores, which is expanding to more industries. Most fines have been relatively small, at less than $1,000 per infraction, but McNaughton said some larger investigations are underway, and employers should be aware of the potential for fines up to $1.5 million.

“I hope my message was clear to every big corporation out there, every shareholder, that if they’re not having a safe work environment for their workers, and for customers, I won’t hesitate to shut them down,” he said.

Meanwhile, frontline workers say appreciation for their work isn’t often reflected in the province’s official pandemic response.

Brittany Nisbett, who works at a group home for disabled adults in the Niagara Region, said new restrictions announced this month haven’t changed anything in her working life — in fact, she said new limits on store hours have made it harder to complete errands during time off.

She said it’s been an emotionally taxing year, especially when co-workers and clients have tested positive for the disease, but one silver living has been growing public acknowledgment of the work she does.

She’d like to see that reflected with a permanent wage increase, paid sick days and more staff for support.

“If you’re going to call us heroes, then I think that we need to be treated like heroes,” Nisbett said.

Ontario-Wide COVID-19 Lockdown Set to Begin Boxing Day

Mon, 21 Dec 2020 20:11:38 GMT

Elementary School School Scheduled to Return on Jan.11

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Are you Compliant?

Thu, 05 Nov 2020 18:52:44 GMT

With changes occurring daily, are you remaining compliant?

Published by HSE Consultant Amanda Faucher of W D Safety Resource Inc.

November 5, 2020

At W D Safety Resource Inc. we assist workplaces in enhancing the internal Health and Safety culture at the workplace. We provide a variety of services including risk assessments, auditing, training, and assisting the Joint Health and Safety Committee (JHSC) or Health and Safety Representatives (HSR's) as they navigate this new world. Our consultants are equipped with industry experience and provide sound, up-to-date recommendations while following new and existing legislation, as it's enforced.

Let us help you get your business back on track!

As COVID-19 continues to alter our way of living, Employer's are grappling with trying to revive their business in a stunted economy and ensuring their workforce and clients are following suggested guidelines and legislative instruction to keep safe, all while trying to maintain their own personal life and mental stability.

Mental fatigue is now at the forefront of this pandemic - whether it stems from isolation, or continued work as an essential business, Canadians are feeling the impact in a number of ways. The Canadian Mental Health Association is reporting a drastic decline in Canadians mental health all directly related to the pandemic. Canadians are experiencing high levels of anxiety, depressions, isolation and substance abuse at a rate not yet experienced.

So how are Employer's supposed to focus on reviving their business, implement new safety protocols, ensure workers and clients are safe and following legislated guidelines, potentially even having to hire a new workforce and train them, and ensuring their workforce is not suffering from the effects of mental burnout...without burning out themselves? Impossible.

Let us help you! Our consultants are constantly reviewing newly released legislation, and observing upcoming legislation as it flows through the pipeline. Employers cannot....and should not have to do this alone. We have developed contingency plans and infectious disease policies, improved return to work programs, enhanced Health and Safety programs, and have assisted essential businesses throughout this pandemic...as an essential business, we have been working alongside these Employers and understand how stressful this has been for everyone.

We have compiled a list of new and amended legislation impacting workplaces across Ontario.

Keeping up to date on ever changing legislation is your first step in compliance!

Keeping Ontario Safe and Open - This framework is developed in consultation with public health experts, and will serve as an early warning system to restrict regions whose cases are surging in hopes to avoid broader closures that paralyze our economy. Download the PDF to learn more.

O. Reg. 228/20 Infectious Disease Emergency Leave - This regulation was introduced on May 29, 2020. This all encompassing regulation was initiated by the COVID-19 pandemic, but includes all forms of the novel coronavirus (SARS, MERS, COVID-19) and outlines and adjusts the meaning of a leave. For more information, click here.

O. Reg. 364/20 Rules for Areas in Stage 3 - This regulation was enforced as of July 13, 2020. Updates are made as the pandemic continues. Latest update is the pre-screening process for workplaces under section 2(3) of this regulation. Click here for more information.

COVID-19 Self Assessment - Adjustments are made as we begin to understand more about COVID-19. Screening Questions are often updated to reflect public health guidance. Click here to learn more.

Effective January 1, 2021 - The Government of Canada has released SOR/2020-130 - Workplace Harassment and Violence Prevention Regulation. Click here for more information.

AODA Compliance Report - The deadline to file an Accessibility Compliance Report has been extended to June 30th, 2021 due to COVID-19. Businesses and non-profits with 20 or more employees and public sector organizations must follow these steps to complete an accessibility compliance report. Click here to learn more.

Safety Statistics Reveal ‘Disappointing’ Trends on Workplace Fatalities, Injuries

Thu, 15 Oct 2020 14:32:07 GMT

1,027 Canadian workers died of work-related causes in 2018

Published by Marcel Vander Weir

October 13, 2020

Canadian workplaces are becoming less safe, according to the latest data on occupational health and safety across the country.

Released April 27, the 2020 Report on Work Fatality and Injury Rates in Canada indicates 1,027 workers died of work-related causes in 2018, marking an increase of 76 from 2017.

The report is based on data from 2018 — the latest available statistics. Comparable 2019 statistics will not be available until early 2021.

In 2018, most jurisdictions also reported higher injury rates, with Ontario and New Brunswick leading the way at 15 per cent, among provinces with 100,000 employees.

“That is noteworthy because for the last couple of decades at least, we’ve seen pretty consistent declines in our injury rates across Canada,” said Sean Tucker, business professor at the University of Regina and the report’s main author. “Now we’re seeing that bottom out and the trajectory may be upward. So that’s of concern.”

“Another concern is that the injury related fatality rate increased in many jurisdictions in Canada,” he said. “You put those two together — increasing rate of injuries, increasing rate of injury fatalities — it suggests that in relative terms, workplaces are getting less safe for workers in Canada.”

Seeing the needle move the wrong way in 2018 is tough to swallow, said David Johnston, chair of the Board of Canadian Registered Safety Professionals (BCRSP) in Mississauga, Ont.

“It’s not getting better really,” he said. “It is extremely disappointing to see this happening because there’s so much effort being made and so much money being spent. And it doesn’t seem that we’re able to have any impact.”

“It is extremely disappointing because of the effort that’s being made.”

The data also spotlights continued issues in Canada’s Arctic, in terms of workplace safety, said Tucker.

Northwest Territories and Nunavut had the highest five-year average injury fatality rate (8.1 deaths per 100,000), according to the report.

“This is a very small jurisdiction population-wise, but their injury fatality rate of 8.1 deaths per 100,000 really is significantly higher than other jurisdictions in Canada,” he said, noting attention should be paid to this issue.

Together with co-author Anya Keefe, Tucker examined statistical data on two types of work fatalities.

Injury related deaths include motor vehicle incidents, electrocution and falls from height, while occupational disease fatalities could be due to exposure to asbestos or succumbing to mesothelioma, he said, noting the current COVID-19 pandemic will no doubt have an effect on 2020 statistics.

Call to Improve Data

Statistics for this annual report are drawn from data provided by the Association of Workers’ Compensation Boards of Canada (AWCBC) in Toronto.

The data originates from provincial workers’ compensation boards, each of whom collect it independently and publish it annually — usually between April and September of the following year, said Tucker.

The AWCBC then standardizes the data and publishes it online. The resulting timing lag is of issue for those attempting to identify current safety trends.

“Here we are talking about 2018 data — that’s over a year and a half ago,” he said. “We’re limited in terms of the timeliness of the data.”

“From a prevention perspective and public awareness perspective, having timely data is so important.”

While companies are able to track progress through provincial ministries of labour, access to interprovincial comparisons are not typically available, said Tucker.

“That’s just really important for prevention and awareness. And then likewise having more granular, timely statistics is helpful to identify which sectors of industry are experiencing relatively more injuries and deaths than other sectors,” he said. “That, too, will inform prevention activities.”

AWCBC CEO Cheryl Tucker declined a request for comment on this report.

“The AWCBC is not mandated to speak on behalf of our members, nor do we provide any analysis of data,” she stated.

Data harmonization has been on the agenda for decades now as general data is “almost non-existent,” according to Johnston.

“We keep talking about this,” he said, noting gathering data is specifically onerous for organizations that operate across provincial borders. “It’s not only a good thing for trying to understand what’s happening, but it’s a good thing for business.”

Transparency and clarity in workplace health and safety statistics would be of benefit for all, said Sean Tucker.

“I don’t think it’s any deliberate attempt to hide statistics whatsoever,” he said. “It’s just we have a particular structure in Canada — due to our constitution — where provinces have primary responsibility for OH&S and WCBs, and these lags are just built in.”

For this to change, provincial boards would need to take the lead, said Tucker, as they are in the best position when it comes to publishing more timely information.

Even the release of key statistics prior to the annual Day of Mourning held each April could be a major step forward for public awareness, he said.

“I think there’s an opportunity there to do that,” said Tucker. “Public awareness is really important to prevention.”

The AWCBC should take the lead on improving data availability, according to Johnston, who noted a national data bank should exist where statistics can be extracted and broken down by various search terms.

“It’s a mess — there’s no other word for it,” he said. “It takes a very long time to get these reports and then the reports together are at such a very high level, that you can’t really set any plans or objectives based on (them).”

“We need to come up with not only harmonized reporting, but we also need to take that information that we get so that we can analyze it and understand what the trends are. It’s too late when somebody’s died.”

How to Utilize your Joint Health and Safety Committee

Mon, 28 Sep 2020 22:03:29 GMT

Keeping current can be hard...

Posted by HSE Consultant Amanda Faucher

September 28, 2020

In March of 2020, the world was faced with an economic closure as the COVID-19 pandemic swept from country to country, inevitably landing in Canada. Most businesses not deemed "essential" were forced to lock their doors, and workers confined to their homes.

During this time, many items that would normally be pertinent to the Ministry of Labour were paused, including training, re-certification and workplace audits. Below are a couple of important items (not all encompassing) to remember:

Over the last 7 months, Ontario businesses have been left picking up the pieces and re-structuring their business model to accommodate these unprecedented and ever changing times. Workers have slowly returned to work with new protocols in place and very little time to adjust. In workplaces with 20-49 workers, a Joint health and Safety Committee (JHSC) is required to be established. Many important functions that the JHSC performs were also halted, but none as important as workplace inspections . Inspections are to be conducted on a scheduled basis and help identify hazards, or potential hazards in the workplace.

If your workplace has a JHSC in place... utilize their knowledge! Talk to the committee about reviewing all internal policies, procedures and protocols and rate their success, or have the committee talk to workers and get their point of view on new/developing protocols. Ask the committee to provide recommendations to help identify potential gaps.

It is important that the JHSC work closely (figuratively, of course!) with the Employer to help enhance and improve the internal Health and Safety program. The Ministry of Labour is currently in the process of onboarding 98 new inspectors to ensure compliance is met...this means that Employers must ensure that their workplace is compliant with any and all existing and newly emerging legislation regardless of the pandemic...not an easy task!

The following posters should be located on your Health and Safety Board:

The following poster must be provided to new hires within 30 days of hire:

Employment Standards Ontario Version 9.0

Our Health, Safety and Environmental consultants closely monitoring the COVID-19 pipeline to ensure our clients remain compliant. We are actively assisting workplace Joint Health and Safety Committee's in the Hamilton, Stoney Creek and Toronto areas utilizing both Zoom and in-field visits. Each consultant has many years of experience serving on Health and Safety Committees in varying sectors. Let us help you strengthen your internal Health and Safety Program. Contact us today to learn more!

Ontario Hiring 98 More Labour Inspectors to Speed up Pandemic Workplace Response

Wed, 23 Sep 2020 17:59:41 GMT

Recruitment drive will cost $11.6 million

Published by The Canadian Press

September 23, 2020

TORONTO — Ontario says it will hire 98 new labour inspectors this fall as part of efforts to prevent the spread of COVID-19 in workplaces.

Labour Minister Monte McNaughton says the government will begin to recruit the workers in October.

The hiring blitz will increase the number of government inspectors from 409 to 507 and will cost $11.6 million.

McNaughton says the inspectors will allow the government to respond faster to situations that may arise during the pandemic.

Labour inspectors investigate workplace hazards, injuries, fatalities and work refusals.

They also have the power to stop unsafe work, order employers to comply with the law, and initiate prosecutions.

Minimum Wage in Ontario set to Increase

Tue, 22 Sep 2020 17:44:50 GMT

Minimum wage rates adjust on October 1, 2020

Posted by Ontario.ca

Minimum wage is the lowest wage rate an employer can pay an employee. Most employees are eligible for minimum wage, whether they are full-time, part-time, casual employees, or are paid an hourly rate, commission, piece rate, flat rate or salary.

New

Minimum wage rates in Ontario will increase on October 1, 2020. Under the Making Ontario Open for Business Act this increase is tied to the Ontario Consumer Price Index for 2020.

The increase to the general minimum wage will be 25 cents, which will bring the new rate to $14.25 an hour.

On October 1 of every year starting in 2020, the minimum wage rates may increase annually. The new rates to come into effect on October 1 will be published on or before April 1 of every year, beginning in 2020.

If a change to the minimum wage rate comes into effect partway through an employee’s pay period, the pay period will be treated as if it were two separate pay periods and the employee will be entitled to at least the minimum wage that applies in each of those periods.

Ontario Limits Gatherings Provincewide

Mon, 21 Sep 2020 14:44:22 GMT

Indoor social gatherings capped at 10; outdoor at 25

Published by The Canadian Press - Michelle McGuigge

September 21, 2020

TORONTO — Ontario took a step back in its COVID-19 recovery on Saturday as Premier Doug Ford reimposed restrictions on social gatherings across the province in a bid to curb what he described as an “alarming growth” in new cases.

In rolling back limits on the number of people who can assemble both indoors and out, Ford said he was responding to a recent surge in new diagnoses that continued into the weekend. Ontario reported 407 new diagnoses of COVID-19 and one new associated death on Saturday, marking the second day in a row that the provincial tally topped 400 and representing the highest level seen since early June.

“Folks, the alarm bells are ringing,” Ford said at a rare weekend briefing alongside Health Minister Christine Elliott and Dr. Barbara Yaffe, the province’s associate chief medical officer of health.

“Too much of (the increase) is being tied to people who aren’t following the rules. People who think it’s OK to hold parties; to carry on as if things are back to normal. They aren’t.”

Saturday’s announcement of provincewide restrictions built on the regional measures the government introduced earlier this week in the three regions where the bulk of new cases have been identified.

Increased restrictions

Ford said indoor gatherings must now be capped at 10 people across Ontario, down from 50 under relaxed measures that took effect under Stage 3 of the province’s pandemic recovery strategy. Outdoor gathering limits, previously at 100, are now set to 25.

The government also set minimum fines of $10,000 for gathering organizers and $750 for those who attend.

The tighter restrictions take effect across the province immediately and will be in place for at least the next 28 days, Ford said. They do not apply at staffed businesses, schools or places of worship.

Ford imposed lower gathering limits on Toronto, Ottawa and peel Region on Thursday and had previously stated he intended to take a regional approach to pandemic-fighting efforts.

But as case numbers surge, Ford said anxiety was mounting outside of the three primary hotspots.

“Medical officers are out there, they’re concerned,” Ford said. “We follow the advice we’re getting off them.”

Yaffe said the recent numbers are in keeping with some Health Canada projections about how an anticipated spike in COVID-19 cases could play out.

She said the federal agency offered three prospective models — a large, sustained second wave of new cases; several smaller waves; or a steady but “slow burn.”

Yaffe said it’s too soon to tell which of the first two models applies to Ontario, but said recent data suggests the third scenario is not in play.

“I think when people hear ‘second wave,’ they assume we’re talking the big wave,” she said. “We’re hoping we’re not, but we are in a wave.”

Record amount of tests

Saturday’s announcement came as Ontario processed a record-high number of COVID-19 tests, saying nearly 39,000 were processed in the past 24 hours.

Ford said he hopes to involve the province’s pharmacies in testing of asymptomatic patients, possibly as soon as next week, but offered no other details. The plan has been met with concern from health-care unions who fear such a move would accelerate the spread of the virus.

Ford also called on the federal government to make approving new testing methods a “number-one priority.”

Meanwhile, word of the tightened social gathering limits drew praise from the mayor of a community bordering one of the major provincial hotspots.

Markham, Ont., Mayor Frank Scarpitti, who oversees the city north of Toronto and not far from Peel Region, had been calling for stricter gathering limits as numbers began to climb.

“This is welcome news after we asked the province to make this necessary change,” Scarpitti said in a statement. “Strict protocols have to remain in place to ensure the safety and protection of everyone. We all have a responsibility to do what is right and to avoid a false sense of security.”

But New Democrat deputy leader Sarah Singh said Saturday’s announcement demonstrates poor planning from the government, saying officials should have had a more robust plan to cope with future waves of the virus.

Singh also argued the lower social gathering limits should also be applied in the province’s recently reopened schools.

“We need to see a provincewide rollback on class sizes,” she said in a statement. “How could Doug Ford believe it’s not safe to have more than 10 people in a gathering, but that it’s safe to have 30 kids in a classroom and 70 kids on a school bus?

Ford said Saturday the province would keep a “sharp eye” on the situation in schools, where 72 cases of COVID-19 had surfaced in 60 facilities as of Friday.

Bracing for a Second Wave

Thu, 17 Sep 2020 13:47:19 GMT

Employers adjust to new normal in workplace operations

Published by OHS Canada - Grant Cameron

September 15, 2020

In March, a sucker punch from COVID-19 knocked the wind out of the Canadian economy as much of the country’s commerce ground to a halt.

Today, business owners are dusting themselves off and preparing to get into the ring for another round. This, as the country itself braces for a second wave of the novel coronavirus.

To resume business operations in the middle of a pandemic, employers will have to get used to a new normal which includes lowering expectations, being flexible and — above all — making sure workplaces are safe for employees.

“Employee safety has to be paramount,” according to Laurie Jessome, partner in the employment and labour group at Cassells Brock and Blackwell in Toronto. “ Employers must make sure that they are up to date on our best understanding of how the virus is transmitted and then apply that knowledge to their own workplace to ensure that they are taking every reasonable precaution to provide their employees with a safe work environment.”

“If your employees can’t work safely and you are faced with a COVID outbreak, productivity is impacted,” she said.

Generally speaking, it’s the employer’s responsibility to take every reasonable precaution to protect their workers, said Jessome, so they should review guidelines issued by their provincial ministry of labour.

“I recommend that every employer designate a key point person or team within their workplace to take the lead on COVID mitigation and planning. It is critical to ensure that someone is actually responsible for making sure that appropriate safety measures are considered and, where necessary, implemented.”

Seek input from Workers

When putting together a reopening plan, business owners must be flexible and consider input from workers, said Troy Winters, senior health and safety officer at the Canadian Union of Public Employees (CUPE) in Ottawa.

“I haven’t talked to a business yet that said, ‘We set a plan and never changed a thing and it worked 100 per cent,’” he said. “From dentists to hair salons and barbers, to municipal operations, they all set goals, started with a plan and made modifications once they received feedback from workers on how their jobs were impacted by the various control measures.”

“But the good news is that when they listened, while still keeping the key goals of infection prevention at the top of list, they were able to implement controls that allowed their business to re-open successfully with workers who felt confident about the safety of their work.”

While much of the country has opened up, employers still must be considerate to the needs of workers because many have lost access to supports and were shut off from family and friends for months.

“Combined with the added pressure of precarious employment, government subsidy plans ending and all the other factors that are weighing on people, I think we will start to see the effects of peoples’ mental resiliency being run into the ground,” said Winters. “While much of this isn’t under the employers’ direct control, employers need to recognize that some workers simply will not be able to maintain the same output.”

Consider expanding Policy

To help — and ultimately keep their businesses operating — employers should adopt policies that permit workers to stay home with pay to care for a sick family member and abolish attendance-management programs, according to Winters, while workers who exhibit flu-like symptoms should also be sent home with pay.

Depending on the workplace, employers should consider engineering controls like installing barriers, changing furniture layout so workers are distanced and ensuring HVAC systems are running well, he said.

Further considerations include administrative controls, such as screening people who enter an office or worksite, and routinely cleaning all frequently touched surfaces such as workstations, elevator buttons and doorknobs.

PPE should be used as an added layer of protection when other control measures are not completely effective, said Winters, noting the placing of markers on the floor and setting hallways for one-way travel will limit unnecessary interactions. Disposable wipes, hand-sanitizing liquid and masks for workers close to each other are also suggested.

Mitigating Workplace Hazards

Employers must get a handle on what workers do day-to-day and task-to-task to mitigate all hazards, figure out the level of risk that is attached to the work and then put control measures in place, said Jan Chappel, senior technical specialist at the Canadian Centre for Occupational Health and Safety in Hamilton, Ont.

“In general, you would want to quickly do a walk-through of the workplace. You want to think about how people do their work. So, not just where they sit but where they stand, where they walk to. Do you have a point where people collect — like a kitchen or a bathroom, a photocopier, cash register… and how you would help guide people to stay two metres apart in each of those situations.”

If workers must be at desks in an office or a cash register at a store, they must be at least two metres apart in all directions, she said, and if that can’t be done, other steps must be taken to protect workers.

For outdoor work like construction, it might be best to create small teams for workers who are on-site so they stay within their bubble, said Chappel.

Employer Duties

“In general, employers have a duty to provide a safe and healthy workplace, so developing a plan is part of it,” she said. “Developing a return-to-work COVID plan is important. You want to make sure that people understand about the virus and steps that the workplace has taken to prevent the spread and what actions you need to take.”

“You want to do everything you can under the circumstances to implement your control measures, provide enough information, education and training, cleaning, disinfection and any personal protective equipment as well.”

When a case of COVID-19 is confirmed in the workplace, Jessome says that employers should disinfect any surfaces that the worker might have touched and alert customers, clients and suppliers.

“If the employee in question has come into contact with co-workers, then you need to make sure you get a good understanding of everyone who may have come into contact with them and then let those people know.”

Workplace violence is rampant in Canada – here’s how to stop it

Tue, 25 Aug 2020 12:22:22 GMT

Leaving workplace harassment, violence risk assessments to managers will lead to flaws

Published by Bill Howatt, president of Howatt HR located in Ottawa and Kelly VanBuskirk, a partner with Lawson Creamer in Saint John, N.B.

Published on August 24, 2020

As a country, we’ve been a bit naïve when it comes to workplace violence. For many Canadians, the notion that we could be aggressive and even violent in our workplaces seems far-fetched.

Americans? Maybe. Canadians? Not so much.

Yet, ever since the International Labour Organization (ILO) tagged us as the fourth-worst country for workplace violence in 1998 (even worse than our southern neighbours), we’ve been trying to overcome our collective state of denial so that we can constructively address this problematic behaviour.

Now, federally-regulated companies in Canada have a new legal obligation to establish workplace anti-harassment and anti-violence policies and programs to eradicate this misconduct. An important step in this process involves a workplace risk assessment.

Think you’re self-aware? Odds are you’re not

Our ability to accurately assess our leadership skills is lower than we think. In an article published in Harvard Business Review, Dr. Tasha Eurich found that while most people believe they’re self aware only a handful of us — 10 per cent to 15 per cent — are. [“What Self-Awareness Really Is (And How to Cultivate It). Harvard Business Review, January 2018.)

If workplace harassment and violence risk assessments are left solely to managers, they’re likely to be flawed. A good example might be the susceptibility of managers to social dominance orientation, which can generate harassing behaviours and might not be self-identified as a concern.

For that reason, Regulation SOR/2020-130 under the Canada Labour Code requires federally regulated employers to collaborate with “applicable partners” such as a policy committee, a workplace committee or a health and safety representative to thoroughly evaluate harassment and violence risks.

What you’re assessing

The new regulation offers clear directions regarding the types of risks to be assessed:

The culture, conditions, activities and organizational structure of the workplace.
External circumstances, including domestic violence, that could cause harassment or violence in the workplace.
Reports or records of harassment and violence in the workplace.
Risks posed by the physical design of the workplace.
Measures to protect physical and mental health and safety in the workplace.

Through a simple examination of workplace harassment and violence risk factors, it’s possible to reduce these health and safety concerns. This has been shown by several studies that illustrate heightened workplace violence risks in industries such as social assistance, health care, hospitality, retail trade and education.

Further, interpersonal risks relating to the mental health of co-workers and other individuals with whom contact is made at work provide warnings.

What to examine

A thorough workplace risk assessment should examine a variety of safety subjects, including:

training in the recognition and reporting of risks and violence incidents or threats
provisions for accessing security and policing assistance
workplace movement patterns
procedures concerning elevated violence risks such as money handling, working alone and travel
facility design, including access points, lighting, locks, exits, washroom safety and communication systems
signage
protocols for field workers

Workplace violence is a significant risk in Canadian workplaces and employers are required to take measured steps to reduce incidents of aggression toward employees.

A straightforward assessment of your workplace violence risks is not only a legal requirement but an opportunity to improve the health and safety of your employees. By adopting a well-designed approach to this problem, you’ll be minimizing an all-too-frequent danger.

Preparing your workplace for a second wave of COVID-19

Mon, 24 Aug 2020 15:56:39 GMT

Staff should be educated on all elements of COVID-19 plan and receive training where necessary

Peninsula Canada - Kristina Vassilieva

Published August 20, 2020

Now that most workplaces have opened and children are set to return to schools across the country this September, some experts are warning of a potential second wave of COVID-19.

Businesses have already endured their share of challenges throughout the past several months and will no doubt continue to be affected if the number of new cases of the virus begin to rise.

Learning from past mistakes, business owners can assess their initial response at the start of the pandemic to better protect their workplace health and safety going forward.

Moving forward, employers should consider the strengths and weaknesses of how they managed health and safety in their workplace this past spring, according to Hope McManus, head of health and safety at OH&S consultancy Peninsula Canada in Toronto.

“Due to a lack of initial government guidance on COVID-19, some businesses may have been slow to implement new health and safety measures, train employees or (send) their employees to work from home where this was possible,” she said.

“This is understandable, given how unprecedented the situation was and the uncertainty around it. However, if a second wave of COVID-19 does occur, employers will be able to draw from past experiences when determining how to respond this time around.”

Assessing health and safety policy

Assessing whether existing health and safety measures would be sufficient — if risk to employees and visitors were to increase — will help employers determine what further changes need to be made, said McManus.

“Employers may want to assess their staffing requirements to see if they can bring down capacity in their workplace,” she said. “Reducing physical contact with the help of technology, such as contactless payment, self-serve options, automation and other virtual services, is also encouraged.”

If a second wave does hit, now is the time for businesses to be preparing their workplaces and employees, said McManus.

Employers can start by updating their COVID-19 plan, ordering enough hygiene supplies and personal protective equipment, and providing updated and ongoing education to staff.

“Every workplace should have a COVID-19 plan,” she said. “This should state how risks have been assessed and mitigated, how new work procedures will be implemented, what will be done if an employee contracts the virus and the workplace’s plan for contact tracing, among other information.”

Staff should be educated on all the elements of the plan and receive training where necessary, advised McManus.

“It is important that all workers know how to physically distance, use protective equipment and practise increased hygiene. Making sure employees are following these rules should be a top priority for management.”

Considering further supports

Employers should also consider that some workers may require other forms of support. As the pandemic continues, some individuals might experience poor mental health, fear or anxiety.

Encouraging workers to give input on health and safety practices in the workplace can be helpful in reducing their worries and help management in mitigating risks.

“As an example, creating a feedback system where employees can anonymously express their concerns can help employers understand their workforce better,” said McManus. “Some workers might be worried by their co-workers not following health and safety practices correctly, or they might think existing health and safety measures in the workplace are not enough.”

“This kind of channel will encourage employees to speak out and can help their mental well-being by making them feel considered and giving a sense of control over their working conditions.”

Mental health resources — such as employee assistance programs — can also be a helpful for employers in support their employees’ well-being.

Employers should initiate the conversation on mental health in their workplace and encourage staff to make use of all resources and programs available.

This type of support will be important as businesses continue to prepare for and adjust to more potential changes in the coming months.

Doctors brace for viral overload between cold and flu season, COVID-19

Wed, 19 Aug 2020 21:10:05 GMT

Continued hygiene habits necessary to reduce risk of contraction

The Canadian Press

Published August 19, 2020

The president of the Canadian Medical Association is warning that the collision of COVID-19 and cold and flu season could bring a new host of health-care challenges when the cold weather sets in.

Dr. Sandy Buchman says given the overlap in symptoms, it can be hard for doctors to distinguish the sniffles from the deadly disease.

Buchman says COVID-19 testing centres could be overloaded this winter between a rise in cold and flu cases and a possible second wave of the novel coronavirus.

Canada’s chief public health officer Theresa Tam told reporters last week that officials are working to help hospitals prepare for an anticipated convergence of viral activity.

Buchman says many COVID-19 hygiene habits — such as hand-washing, physical distancing and wearing masks — can reduce people’s risks of contracting the common cold or flu.

He says it’s all the more important that Canadians get their flu vaccine this year, but patients should expect longer wait times given that capacity will be limited by COVID-19 restrictions.

COVID-19 could have a lasting, positive impact on workplace culture

Fri, 14 Aug 2020 12:40:17 GMT

Working from home provides bird’s eye view into personal lives of colleagues, clients

The Conversation - Erica Pimentel

Published August 11, 2020

The COVID-19 lockdown has become synonymous with working from home for many people.

While some research has suggested that remote work can be isolating, it also makes the competing priorities that workers are juggling very visible — even sometimes literally so due to the popularity of video calls.

This has the potential to unite workers with the feeling that they are in this struggle of balancing work and personal responsibilities together.

Whether it’s kids or pets that are popping up onscreen during Zoom calls, remote work has caused a relaxation in the traditional rules of professional presentation and resulted in a virtual workplace that is not only more flexible, but also more humane.

My preliminary research on how remote work has impacted professionals at accounting firms across Canada suggests that working from home has important implications for how accountants, or any professional working from home for that matter, communicate their expertise and credibility in a virtual workplace.

My survey of these workers suggests that what it means to behave “professionally” has changed, and that the pandemic has made clear the necessity of being able to bring one’s authentic self to work.

According to a recent survey by Statistics Canada, nearly one-third of businesses report that their employees are working remotely during the pandemic lockdown.

That’s almost twice the level reported before the lockdown began. The survey also found that just over one-quarter of employers said they’re likely to offer more employees the chance to continue remote work once the COVID-19 pandemic has passed, with almost 15 per cent saying they plan to make it mandatory.

The accounting firm workers I interviewed suggested that almost all of their companies will allow employees at all seniority levels to work from home, at least part-time, going forward. Remote work is here to stay, and will likely have a lasting impact on how work is conducted.

Making the personal visible

Working from home provides a bird’s eye view into the personal lives of our colleagues, clients and even our bosses. With every Zoom call, we find ourselves being allowed into the private spaces of our co-workers in unprecedented ways.

Zoom meetings have made the personal lives of our colleagues visible. Take for instance a British professor’s now-famous on-air intrusion, when her daughter interrupted her while she was being interviewed by the BBC. But Clare Wenham, a working mother at home with her child, is not the exception but rather the rule during the COVID-19 pandemic.

My research suggests that rather than detracting from how one is perceived professionally, these glimpses into co-workers’ personal lives can improve workplace interactions.

Seeing a colleague’s cat or meeting their child on-screen provides a sense of community that people used to get at work and are now desperately craving. These on-camera interactions allow workers to reconnect or get to know one another in a new way.

They also enable employees to see their colleagues as human beings with competing priorities, and they consequently become more flexible and understanding as work and personal lives overlap. This may mean being more tolerant of a missed deadline or more understanding of an unconventional work schedule.

Workwear increasingly casual

There’s lots of tips available on how to dress when working from home, but my research suggests that since the beginning of the lockdown, workwear has become increasingly casual.

While a minimal level of formality is maintained during video calls with clients, respondents are increasingly casual with their colleagues. Some respondents even report hosting virtual “Pyjama Mondays” as a fun team-building activity.

The decision to dress more casually is not only a desire for comfort, but also reflects both how employees feel about themselves and how they want others to perceive them.

In the book You Are What You Wear: What Your Clothes Reveal About You , clinical psychologist Jennifer Baumgartner explains that clothes often reflect how you feel about yourself. For harried employees who are juggling multiple personal and professional commitments, being seen in a hoodie and yoga pants illustrates the challenges they’re facing during the pandemic.

But this can be a double-edged sword. Activities like Pyjama Days could undermine perceptions of expertise, maturity and competence.

According to one study on dressing for success:

“After just a three-second exposure to pictures of one man in a bespoke suit and one in a suit that is off-the-rack, people judged the man in the bespoke suit more favourably. Experiment participants also rated him as more confident, successful, flexible and a higher earner.”

Focus on competence, not presentation

But my respondents suggest that remote work removes the focus from what people are wearing to what they say and what they can do. Remote work provides the opportunity to level the playing field and emphasize talent and expertise over how employees present themselves.

Altogether, my study reveals the potential positive benefits of working from home during a global pandemic.

But will this represent a permanent shift in work attitudes?

While my respondents tell me that their firms are implementing permanent plans to allow all employees to work remotely, I certainly hope that the positive changes I’m observing in the workplace continue whether people are at home or in the office.

Erica Pimentel is a PhD Candidate in accounting, Concordia Public Scholar, at Concordia University in Montreal. This article was originally published on The Conversation, an independent and non-profit source of news, analysis and commentary from academic experts.

Potential Explosion in Mental Illness could last years after Pandemic: study

Thu, 13 Aug 2020 14:09:34 GMT

Mental health will be front and centre
post-COVID

The Canadian Press - Joan Bryden

Published: August 5th, 2020

OTTAWA — A new study suggests Canadians, especially women, will face a potentially explosive increase in mental illness for years after the COVID-19 pandemic is finally over.

Over the long term, the Deloitte study estimates that visits to emergency rooms for stress and anxiety-related disorders will increase one to three per cent from pre-pandemic rates.

Moreover, the study estimates that 6.3 million to 10.7 million Canadians will visit a doctor for mental health issues — a whopping 54 to 163 per cent increase over pre-pandemic levels.

The consulting firm says governments should be funding mental health services, providers should be getting ready for the demand and insurance companies should look at revising coverage options.

The estimates are based on an analysis of what transpired in the years following the Fort McMurray wildfire in 2016, which forced the evacuation of 88,000 people and destroyed more than 2,400 homes in Alberta.

It’s also based on an analysis of the long-term impact on Canadians of the “great recession” of 2008-09, a global economic crash that was nowhere near as deep or as long-lasting as the expected impact of the COVID-19 crisis.

‘Human crisis’ could be lengthy

The country is still gripped by the pandemic-induced health crisis and the resulting economic crisis but the study warns that “a third-order crisis” is simmering.

“This is a human crisis. Our previous research on the impact of natural disasters on humans shows that once the public health and economic crises have subsided, the human crisis will endure for months, if not years,” Deloitte says.

The human crisis includes poorer educational outcomes, increased substance abuse and crime, as well as a hike in the incidence of mental illness. The study focuses strictly on mental health because there was not enough data available to analyze the other social impacts, said co-author Matt Laberge, Deloitte’s senior economic advisory manager.

“We did expect obviously some human impacts from COVID-19, especially around mental health,” Laberge said in an interview.

“But the sheer magnitude of them were pretty surprising to us.”

Laberge said the statistics from Fort McMurray suggest that the mental health impact will linger for years. Visits to mental health professionals and prescriptions for antidepressants shot up in the months following the May 2016 wildfire “and as of the most recent data of late 2018, there’s no sign of coming back to the pre-disaster normal.”

The message, Laberge said, is that once the pandemic-induced health and economic crises subside, “the third crisis of human impacts will still be with us for quite some time and people will need help.”

He noted that factors the study did not analyze — such as the disruption in education opportunities and potential increase in substance abuse — could have a lifelong impact on some Canadians.

Impact on women

Particularly “heartbreaking” is the impact on women, he said.

Whereas the 2008-09 recession hit the goods-producing sector hardest, resulting in mostly men being thrown out of work, the COVID-19 pandemic has hit the retail and services sectors hardest, with women bearing the brunt of job losses.

The study says women — who were already disproportionately represented among low-income Canadians, especially single mothers — account for 68 per cent of the jobs lost due to the pandemic.

It notes that a Statistics Canada survey conducted in April and May found that women were more likely than men to report that their mental health was somewhat or much worse since the pandemic began in March (57 per cent versus 47 per cent). And they were more likely to report that their mental-health needs were not being met.

“Women are the epicentre of the human impact of COVID-19,” the study concludes.

The study urges governments to mobilize school and daycare networks to identify people who need mental-health support and to direct them to available resources. It also urges mental health professionals to prepare their facilities to handle an influx of patients.

Ontario Implementing Additional Measures at Bars and Restaurants to Help Limit the Spread of COVID-19

Fri, 31 Jul 2020 20:48:24 GMT

Measures to Further Protect the Health of Ontarians as the Province Continues to Re-open Under Stage 3

News Release - Ministry of Health

July 31, 2020 9:00 A.M.

TORONTO — The Ontario government, in consultation with the Associate Chief Medical Officer of Health, has amended orders O. Reg 364/20 : Rules for Areas in Stage 3 and O. Reg. 263/20 : Rules for Areas in Stage 2, under the Reopening Ontario (A Flexible Response to COVID-19) Act, 2020, implementing additional measures for restaurants, bars, and other food or drink establishments, as the province carefully and gradually reopens.

"Protecting the health and well-being of all Ontarians has always been our top priority," said Christine Elliott, Deputy Premier and Minister of Health. "These additional measures will help reduce close contact between individuals in these settings, and support case and contact tracing, thereby limiting the spread of COVID-19."

In order to keep patrons of restaurants, bars, and other food or drink establishments safe, the amended orders will implement the following measures:

All patrons will be required to be seated at all times, in both indoor and outdoor areas, with limited exceptions; and
Bars and restaurants (and also tour boat operators) in Ontario will be required to keep client logs for a period of 30 days and to disclose the client logs to the medical officer of health or an inspector under the Health Protection and Promotion Act on request, which will support case and contact tracing.
Complementary changes are being made in respect of existing provisions relating to tour operators and tour boat operators.

The Chief Medical Officer of Health and other public health experts continue to closely monitor the evolving situation to advise when public health measures or restrictions can be further loosened or if they need to be tightened.

It remains critically important for everyone to continue following public health advice as more businesses and services reopen in Stage 3. This includes practicing physical distancing with those outside your household or social circle, wearing a face covering when physical distancing is a challenge or where it is mandatory to do so, staying home when ill, and washing your hands frequently and thoroughly.

COVID Alert Available for Download Beginning Today

Fri, 31 Jul 2020 19:45:30 GMT

Privacy-First, Made-in-Ontario App Notifies Users of Potential Exposure to COVID-19

News Release - Office of the Premier

July 31, 2020 1:00 P.M.

TORONTO — As Ontarians continue to do their part to help stop the spread of COVID-19, the Ontario government is encouraging everyone to download the new COVID Alert app on their smart phone from the Apple and Google Play app stores. This app, which is available beginning today, lets users know if they may have been exposed to the virus. It is free, easy and safe to use. The more people who download the app, the more effective it will be in stopping the spread of COVID-19.

Work on COVID Alert was initiated in Ontario by the Ontario Digital Service and volunteers at Shopify, and was the foundation of the work by the Government of Canada. The app was developed in consultation with the Privacy Commissioners of Canada and Ontario to ensure the highest level of privacy for everyone using it.

"This important, made-in-Ontario COVID Alert app will be a critical part of our case and contact management strategy as more regions in Ontario enter Stage 3 today," said Premier Doug Ford. "This innovative tool was developed by some of the best and brightest minds in our province, working in partnership with Ottawa. As businesses open their doors and schools prepare for September, we need to help stop the spread and keep others safe by downloading this COVID Alert app."

The COVID Alert app uses Bluetooth technology to detect when users are near each other. If a user tests positive for COVID-19, they can choose to let other users know without sharing any personal information. Ontarians who receive an exposure alert can then get tested and take action to help keep themselves, their families, and their friends from spreading COVID-19 throughout the community. The app does not collect personal information or health data, and does not know or track the location, name, address, or contacts of any user.

"Built with a privacy-first approach, COVID Alert is a safe and easy-to-use tool that Ontarians can download to protect themselves, their loved ones and their community from COVID-19," said Christine Elliott, Deputy Premier and Minister of Health. "This Ontario-made app keeps people informed about being potentially exposed to the virus and allows them to act quickly to stop the spread of the virus. It is a key tool in our case and contact management strategy. I encourage all Ontarians to download the app, as early detection of cases will be important as we continue to carefully reopen more of the province."

COVID Alert is a key tool to strengthen Ontario's comprehensive case and contact management strategy, Protecting Ontarians through Enhanced Case and Contact Management . The app supports the efforts of public health units, allowing the province to quickly test, trace and isolate cases of COVID-19 to stop the spread of the virus and prepare for any potential outbreaks ― without sharing any personal information.

"As Ontario safely and gradually re-opens, we continue to take a digital-first approach to delivering simpler, faster, better services to support Ontarians, including the COVID Alert app, which will leverage technology to protect the health and safety of the people of Ontario," said Peter Bethlenfalvy, President of the Treasury Board. "By making it easier for Ontarians to protect themselves, their loved ones and their communities, we continue to deliver on our commitment to build a smarter government that works for you."

If an app user receives a message from COVID Alert that they may have been exposed to the virus, they should follow the public health advice given on the app and get tested. To notify other people if an app user has tested positive for COVID-19, they can enter their one-time key from Ontario's test results website ( Ontario.ca/covidresults ) into the app. A message will then be sent to other app users who have been within two metres of them for at least 15 minutes within the past 14 days, without sending any information that identifies the user, or the time and place of exposure.

To stay safe as more of the province reopens, Ontarians should continue to follow public health guidelines including physical distancing with people not in their social circle, wearing a face covering if physical distancing is a challenge, washing hands thoroughly and frequently, and if anyone thinks they have COVID-19 or have been in contact with someone who has COVID-19, get tested.

Quick Facts

COVID Alert is available for free use and download from the Apple and Google Play app stores.
All aspects of COVID Alert are completely voluntary. Ontarians can choose whether to download the app, whether to use the app after downloading it, and whether to notify others if they test positive for COVID-19.
COVID Alert does not collect any personal information, health information, or location data. It uses Bluetooth technology to send out encrypted codes to other nearby app users and was built using the Apple/Google framework for exposure notification to ensure that it leverages global best practices to protect privacy.
COVID Alert is a Digital First Smart Initiative , one of many cross-government projects that focus on better outcomes and improving the customer experience.
The Government of Canada is also working with the other provinces and territories to get their jurisdictions on board with the app in the coming weeks and months.
In addition to his responsibilities as President of the Treasury Board, Minister Peter Bethlenfalvy is now overseeing Ontario’s efforts to lead digital and data transformation for the people of Ontario, including oversight of the Ontario Digital Service.

Gyms, theatres among those cleared to reopen as much of Ontario enters Stage 3

Mon, 20 Jul 2020 13:18:39 GMT

Approved restaurants permitted to return to indoor service

July 17, 2020 - The Canadian Press

A large swath of Ontario will be moving on to the next phase of the provincial government’s COVID-19 recovery plan today.

Stage 3 of the reopening effort takes effect across 24 out of 34 public health units, though the jurisdictions that will keep operating under Stage 2 rules are among the busiest in the province.

Earlier this week, the government announced Stage 3 rules would allow restaurants to resume indoor service, as well as businesses such as bars, gyms and theatres to start welcoming patrons again.

The rules also raise the limits on the size of indoor gatherings to a maximum of 50 people, while as many as 100 people are allowed to congregate outdoors.

Some regions remain in Stage 2

The new rules don’t yet apply in the greater Toronto and Hamilton areas, the Niagara region and Windsor-Essex, all of which are still trying to reduce the numbers of local COVID-19 cases.

But Premier Doug Ford says the next phase of economic recovery suggests the province is turning a corner after feeling the ravages of the global pandemic.

“All of Ontario is now on the path to recovery,” Ford said Thursday at a news conference in Chatham, Ont. “I won’t stop until every person, every worker, every community and every farmer in Ontario is back on their feet.”

Ford has not yet offered a timeline as to when the rest of Ontario can enter Stage 3, but has promised weekly updates on the issue. The province’s Chief Medical Officer of Health, Dr. David Williams, previously said he hopes to see the entire province entering the next phase of reopening by the end of July.

Choosing to remain closed

But not all businesses cleared to open their doors will be greeting customers on Friday.

Cineplex Entertainment, Canada’s largest chain of movie theatres, announced it does not plan to resume operations immediately.

“We are still reviewing what’s being proposed by the province, so as a result we aren’t in a position to open our theatres in Ontario on Friday,” spokeswoman Sarah Van Lange said in a statement. “While we are certainly excited for the day our operations can resume, our top priority has always been the health and safety of our employees and guests and ensuring that their time with us is safe, comfortable and welcoming.”

Van Lange did not indicate when theatres may reopen.

The Cine Starz chain, however, has said its locations in Ottawa and Orleans will be open for business. A company statement indicated locations west of Toronto would reopen as soon as Stage 3 rules take effect in the region.

The government rules for Stage 3 state that any businesses resuming operations must maintain physical distancing measures for the safety of both patrons and staff.

Ontario Releases Guide on How to Develop a Workplace Safety Plan

Fri, 19 Jun 2020 14:08:41 GMT

Toolkit will help employers prevent spread of COVID-19

OHS Canada - published June 16, 2020

The Ontario government is providing employers with a new general workplace guide, which will help them develop a safety plan to better protect workers, customers and clients.

The downloadable toolkit offers tips on how to help prevent the spread of COVID-19 as more people get back on the job during Stage 2 of the reopening of the province.

“As more regions enter Stage 2 of reopening, we want to give businesses the tools and resources they need to adapt and succeed in this new environment,” said Premier Doug Ford.

“By providing this guide on COVID-19 workplace safety, employers, employees and customers can have the confidence they need to resume business as usual with the right health and safety measures in place.”

The new guide will help each employer create a safety plan that is right for their own unique workplace, according to a government news release.

It includes information on the use of face coverings, as well as applying controls in the workplace, from most important to least important. It also includes information on what personal protective equipment may be needed for workers.

The government’s first general workplace guide is accompanied by a template that employers can fill in to develop their own unique COVID-19 safety plan.

The materials will help employers:

Identify the risksfor transmitting the virus through person-to-person contact and actions such as touching faces with hands that have been contaminated by contact with surfaces and objects
Determine what controls are needed to help mitigate risk, such as engineering controls like the installation of Plexiglas to separate workers from customers, administrative controls limiting the number of workers in a space at one time and personal protective equipment including face and eye protection
Create a workplace safety plan based on the identified risks and appropriate controls specific to the employer’s workplace
Implement the plan in the workplace, and review and update it as the situation evolves
Communicate the actions being taken to workers and other people entering the workplace.

The new guide is supported by 121 workplace resources available at Ontario.ca/covidsafety to help protect workers from the virus.

They include safety guidelines and helpful posters with tips for 28 distinct sectors such as construction, food, agriculture, manufacturing and long-term care. These materials were developed by the Ministry of Labour, Training and Skills Development in consultation with provincial health and safety associations.

“Nothing is more important than protecting the health and safety of workers and others during these unprecedented times,” said Labour Minister Monte McNaughton. “As more businesses reopen, we want to ensure they are able to adapt to this new environment quickly and efficiently.”

Inspectors from the Ministry of Labour, Training and Skills Development have inspected 10,716 workplaces as of mid-June. They have issued 6,405 orders, including 23 stop work orders, related to COVID-19.

Any worker who thinks they are working in unsafe conditions should report their concerns to Ontario’s Health and Safety Contact Centre, at 1-877-202-0008.

Living Through a Pandemic

Tue, 09 Jun 2020 16:39:24 GMT

COVID-19 has turned all of our lives upside-down

What a time to be alive.

At time of writing, Torontorians have been living the quarantine life for 11 weeks. And while we and other Ontario citizens remain under fairly strict social-lockdown procedure, it is with great hope that we watch other provinces and territories begin the cautious process of reopening.

I can speak for all Canadians in saying we will never forget these past few months. From a full-blown panic in March to a national lockdown through April, the COVID-19 pandemic has turned all of our lives upside-down.

Professionally, it has been a blur.

On March 12, shortly after the NBA lockdown was announced, OHS Canada’s website traffic exploded as employers and safety pros around the nation began looking for the answers to a pandemic very few saw coming. Over the next weeks and months, the news came fast and furious and we worked hard to keep our readership up to date.

This all happened as our parent company, Annex Business Media, quickly deployed a work-from-home solution that gave the majority of our staff the opportunity to continue business from our home offices. It’s been interesting and memorable times watching my wife teach her Grade 6 class via Zoom, and splitting the duty of helping my son finish out his year in senior kindergarten.

Like all of you, my family has endured a roller-coaster of emotions through this incredible time. So far, we’ve managed to hang on through the difficulties of self-isolation, and have found increased joy in the simple pleasures such as eating breakfast, lunch and dinner together as a family. We have maintained our health through the pandemic, and are grateful and thankful for that.

Saluting those who Helped

Not everyone has been so fortunate.

By late May, COVID-related deaths in Canada had surpassed 6,000, and the situation in certain long-term care homes appeared to be downright frightening. But Canadians are a resilient bunch, and have — mostly — remained cooperative in enduring this challenge together.

Stories in our May/June issue detail the work of organizations and OH&S professionals who helped Canada battle back against a global pandemic. To those who shifted operations to assist in building much-needed personal protective equipment, and those who worked day and night to ensure your workers were safe — you are the ones we salute.

To all health and safety workers, government leaders and essential employees who continue to serve on the front lines — thank you, from the bottom of our hearts for your service and bravery.

This pandemic landed unexpectedly on the world’s doorstep. Thank you for helping to push it back.

For the occupational health and safety profession, the COVID-19 pandemic could prove to be a watershed moment. Workplace safety is firmly entrenched as the No. 1 conversation all across Canada.

For those who know the annual statistics of injury and death for Canadian workers, let’s hope safety remains on the forefront of our discussions in the years to come.

This editorial was published in the May/June 2020 issue of OHS Canada and written by Marcel Vander Wier.

Guarding Minds Through a Pandemic

Mon, 25 May 2020 15:22:41 GMT

Experts reveal mental-health risks, solutions associated with Quarantine.

OHS News Canada - Sam Speziale, Intern.

Publishing Date: May 22, 2020

Navigating through a pandemic in a safe manner requires more than guarding one’s physical well-being.

Workers are also highly susceptible to mental health risks, according to experts.

In early May, Canada had more than 50,000 confirmed cases of COVID-19 and counting, at a time when all citizens were expected to quarantine in their primary residence until further notice — unless working a job which requires them to be exempt from this regulation.

And spending extended periods of time at home due to isolation has links to mental stresses.

“During any type of uncertainty, it’s natural for people to experience stress and potential mental-health issues,” says Emma Ashurst, manager of inquiries and technical services for the Canadian Centre for Occupational Health and Safety in Hamilton, Ont.

“We’re all facing different challenges. And it’s not just (on the) work front, (but) a personal front, too.”

The lack of choice behind isolation for COVID-19 has a major impact, she says.

“When you’re choosing to work alone, it’s very different than being told you have to work alone and in isolation, so that can play on your mind a little bit,” said Ashurst.

Battling loneliness

Isolation and loneliness correlate, according to Bill Howatt, workplace productivity research chief with the Conference Board of Canada in Ottawa.

“The amount of objective isolation — where people are asked to stay away from each other and create new social norms — has an impact on people’s psyche which we will not know until we go back to work,” he says.

It’s important to note that even before the mass isolation incurred as a result of COVID-19, loneliness was already a major issue — just discussed less openly, says Howatt.

“COVID-19 has shined a light on a social epidemic that has not been addressed,” he says.

The general uncertainty behind COVID-19 also takes a toll on those working in isolation, adding to stress levels, says Ashurst.

“For the workers who are still working, if that work environment is not safe — or mentally safe — that can play a factor into all this as well. And if people already have pre-existing conditions, that could be heightened moreso.”

Physical well-being also has an impact on how the mind handles stress, says Ashurst.

“If you’re fatigued, not getting outside or eating right, that can also play into the effects of the overall negative well-being of the individual.”

Best practices for Employers

Ensuring a supportive work environment as an organization is the best strategy for employers to help mitigate mental-stress issues, says Ashurst.

To create a supportive work environment, proper workplace values like respect should be promoted, enabling workers to feel comfortable talking about concerns with isolation or ask for help in balancing responsibilities, she says.

Personality characteristics differ with all individuals — introvert or extrovert, said Ashurst.

“I don’t want to say that if you are good at working alone, you’re going to ride this out better. I’m just saying that some people might be more comfortable — based on the type of work they do — that they can work alone.”

What is missing from the solution is the inability for employers to educate workers on developing authentic relationships, says Howatt.

A critical way for employees to combat loneliness stemming from isolation is for employers to educate them on ways to move through certain cognitive-behavioural barriers through digital solutions, he says.

Canadians Cite Drinking More During Pandemic, Poll Shows

Fri, 15 May 2020 21:10:06 GMT

Canadians Cite Boredom, Stress During Lockdown as Reason for Drinking More

Ottawa Citizen - Bruce Deachman

Publishing date: April 15, 2020

The “quarantini,” a portmanteau drawn from the words “quarantine” and “martini,” is more than just a bit of idle cleverness resulting from having too much time on our hands during the COVID-19 crisis.

It turns out it’s also a side-effect of the pandemic itself, as Canadians have increasingly turned to alcohol during their hours of self-isolation and distancing. That’s the conclusion of a Nanos Research survey commissioned by the Canadian Centre on Substance Use and Addiction.

The survey of 1,036 Canadians, conducted between March 30 and April 2, shows that fully one-quarter of Canadians aged 35-54, and one-fifth of those aged 18-34, say they have increased the amount of alcohol they’ve consumed while largely confined to their homes during the pandemic. Only 10 per cent of Canadians over 54, meanwhile, say they’re drinking more.

Overall, 18 per cent of Canadians indicated they are drinking more, while 12 per cent said they are drinking less

The report also showed both smaller increases and decreases in cannabis use during the pandemic, with six per cent reporting greater use, and four per cent saying their cannabis use declined.

The survey noted, too, that 94 per cent of Canadians reported they are currently staying home more due to the pandemic. Ontario, at 96 per cent, is the region with the highest self-isolation rate.

Numerous determinants are responsible for the increase in drinking, with the report identifying a lack of a regular schedule (51 per cent), boredom (49 per cent), stress (44 per cent) and loneliness (19 per cent) as the top four. Among women whose drinking has increased, stress was the main factor, at 57 per cent, while only 32 per cent of men offered the same reason. Boredom, at 54 per cent, was the chief reason men cited for drinking more.

Of those who are drinking less, 61 per cent pointed to fewer social gatherings and other opportunities as the reason for the decline, while 36 per cent cited an interest in maintaining their health in case they get COVID-19.

Dr. Catherine Paradis, senior research and policy analyst at CCSA, points to a blurring of the line between people’s work and leisure as a possible explanation for the increase in alcohol consumption. “The Canadian drinking is one where alcohol use serves as a boundary between weekday and weekend, work and leisure,” she says. “It marks a time-out – ‘At the end of the day, I’ll have a drink. On Friday, at the beginning of the weekend, I’ll have a drink.’ That’s usually how we decide at what moment we’ll have a drink.”

Alcohol in Canadian society, she adds, is also a social object we consume at out-of-the-ordinary events, such as weddings and funerals. “It really had this symbolic component to it.

“But with the ongoing threat of COVID-19, all those boundaries have been blurred, so it has become difficult for individuals to gauge when work and related activities end and leisure time begins, much like during the holidays. And the line between what is ordinary and what is extraordinary is blurred.”

Paradis says she’s concerned that many people who have increased their alcohol consumption will have a difficult time returning to their customary levels once this crisis passes.

“Don’t underestimate how addictive alcohol is,” she says. “After six, seven or eight weeks of daily drinking, going back to your pre-COVID drinking patterns, that were perhaps two or three times a week, might not be as easy as we expect it to be. People need to be aware of that.”

Contact one of our Health and Safety Experts today to manage or establish a Substance Abuse in the Workplace Program for your organization today!

Ontario Expands Virtual Mental Health Services During COVID-19

Fri, 15 May 2020 19:03:17 GMT

Free Internet-Based Programs Help People Cope with Unprecedented Situation

NEWSROOM

May 5, 2020 1:00 P.M. - Office of the Premier

TORONTO ― Starting today, the Ontario government is expanding virtual mental health services to help thousands of Ontarians experiencing anxiety and depression, including frontline health care workers, during the COVID-19 outbreak. These Internet-based Cognitive Behavioural Therapy (iCBT) programs were developed in partnership with MindBeacon and Morneau Shepell and will be provided at no out-of-pocket costs to Ontarians across the province.

The details were provided today by Premier Doug Ford, Christine Elliott, Deputy Premier and Minister of Health, and Michael Tibollo, Associate Minister of Mental Health and Addictions, during National Mental Health Week.

"Even though this virus has taken a heavy toll on our everyday lives, we are doing everything we can to keep people healthy, physically and mentally," said Premier Ford. "By expanding access to free virtual and online mental health supports, I want those who are struggling to know that we are here to support and help you cope with the stress, isolation and anxiety during these extraordinary times."

As part of the government's $12 million commitment to mental health during COVID-19, the emergency funding is helping mental health agencies hire and train more staff, purchase the necessary equipment and technology they need to help patients, and support the creation and enhancement of virtual and online supports for mental health services including:

Internet-based Cognitive Behavioural Therapy (iCBT): Clients can self-refer to programs through the various service providers listed and be guided through their client journey to find the appropriate supports they need. Online iCBT is supported by therapists and available in English and French.

Supports for frontline health care workers: Online iCBT is available to frontline health care workers experiencing anxiety, burnout or post-traumatic stress disorder. Those requiring intensive levels of care could be referred to virtual face-to-face care, as well as weekly online peer discussion groups and access to confidential support from a clinician.

Virtual mental health support services: These include BounceBack telephone coaching and workbooks, and Kids Help Phone for children and youth.

"In order to help stop the spread of this deadly virus our frontline workers are working long hours in stressful situations and people across the province are doing their part by staying home, in many cases alone," said Minister Elliott. "We know these actions are not easy and can cause stress, anxiety and other mental health issues. That's why we are providing virtual mental health supports, allowing people to get the help they need while still physically distancing."

The province has also established a Mental Health and Addictions COVID-19 Response Table, led by the Mental Health and Addictions Centre of Excellence at Ontario Health, to mitigate the impact of COVID-19 on access to public mental health and addictions services. Its members include representatives from across Ontario's mental health and addictions sector, who are working collaboratively to focus on maintaining services during the outbreak. The Response Table is identifying concerns and implementing quick solutions, supporting virtual care strategies, sharing best practices, and connecting with other COVID-19 regional and provincial tables to ensure any issues impacting the province's mental health and addictions system are quickly resolved.

"Ontario's mental health and addictions organizations are working around-the-clock to ensure individuals and families have access to the critical mental health and addictions supports they need," said Minister Tibollo. "I applaud these mental health professionals for their commitment, dedication and compassion during these unprecedented times."

At Ontario.ca/coronavirus , people can find information about the different virtual mental health and wellness options that meet their unique needs, including online therapy.

Quick Facts

This week is National Mental Health Week, Maternal Mental Health Week and Children's Mental Health Week, which coincides with National Child and Youth Mental Health Day on May 7.
Five hospitals have partnered with the Ministry of Health and the Mental Health and Addictions Centre of Excellence at Ontario Health to provide specific services for frontline health workers: Centre for Addiction and Mental Health, Ontario Shores Centre for Mental Health Sciences, St. Joseph’s Healthcare Hamilton, The Royal Mental Health Centre, and Waypoint Centre for Mental Health Care.
Mental health and addictions challenges affect over one million Ontarians each year.

Additional Resources

Ontario’s Action Plan: Responding to COVID-19
Visit Ontario’s website to learn more about how the province continues to protect Ontarians from COVID-19.

What if someone dies at work? 4 areas to consider

Mon, 20 Apr 2020 16:25:50 GMT

The COVID-19 outbreak is forcing employers to look at the possibility that their employees or contractors may infect co-workers — and some may die.

This type of pandemic has not happened in our lifetime, but workplace tragedies are certainly not new. In 2017, 951 Canadian workers died from work-related injuries and illnesses.

Now is the time for executives to carefully examine their internal policies to make certain their company has a strong plan in place for workplace fatalities — no matter the cause. Of course, your first priority is always to make sure your employees are safe but you also have an obligation to protect your company from financial disaster.

While the value of human life is incalculable, the Occupational Health and Safety Act (OHSA) contains rules and penalties that apply when regulations are violated. Fines can reach up to $1.5 million per offence for corporations, plus fines of up to $100,000 per violation and jail time up to one year for individual company directors.

Executives should review their company’s workplace fatality plan to see if it provides enough direction in the following four areas:

Immediate steps after a worker dies

Your plan should include protocols for contacting emergency medical technicians, police and other applicable OHS options.

The workers’ compensation requirement directs employers to notify appropriate government officials within 72 hours after becoming aware of an injury or illness.

Dealing with potential negligence

The plan should include details for allowing authorities to inspect your business, requiring drug tests for all employees and removing any hazardous elements at the workplace.

Assisting the family

Identify people who can notify family members in a caring and mature manner and require it be done in-person.

The company should provide for funeral expenses, flowers, food and additional support for the family. The plan should note that executives and all interested employees are allowed to attend the funeral.

Workers’ compensation, insurance

Protocols should be in place to contact insurance companies and workers’ compensation carriers. These procedures should make sure employees have direct access to claims adjusters to speed up the process.

Managers should be aware of the laws related to providing information as well as their own rights. They also need information to be prepared to assist with interviews and documentation, such as certifications and training logs.

A recent study co-sponsored by Avetta, a global supplier of online supply chain risk management, found 11 per cent of respondents were able to avoid citation or fine by providing proof that an offending contractor had been sufficiently audited and passed. Avetta created a white paper from the research.

Managers have traditionally kept track of certifications, training logs and insurance coverage with spreadsheets and physical files, making it difficult to ensure all records are up to date. Companies should consider digitization to make sure these critical records are online or on a computer.

We are living at a time when we should be acting with a sense of urgency to get ready — before it’s too late.

Workplace Compliance Initiatives in Ontario

Mon, 20 Apr 2020 16:25:49 GMT

In response to COVID-19, the Ministry of Labour, Training and Skills Development plans to adjust the current 2020-21 health and safety compliance initiative schedule. Further updates will be provided as necessary.

Each year the Ministry of Labour schedules compliance initiatives in specific sectors to protect workers' rights under both the Occupational Health and Safety Act and the Employment Standards Act, and enhance employers' awareness of their responsibilities.

They announced the focus of the initiatives ahead of time. However, individual workplaces that will be inspected are not notified in advance.

View the initiatives here

Emergency management planning helps organizations brace for disaster

Mon, 20 Apr 2020 16:25:49 GMT

COVID-19 experience shows employers need to be ready

Wildfires, floods and blizzards have been wreaking havoc on workplaces across the country in recent years.

Most recently, coronavirus has taken a grip of the world with governments trying to contain the spread of COVID-19 by encouraging social distancing and work-from-home policies.

Additionally, cities and towns across Canada continue to declare climate emergencies, following the lead of the House of Commons, who declared a national emergency in June of last year.

Employers are taking notice, according to Plamen Petkov, vice-president for Ontario and business resources at the Canadian Federation of Independent Business in Toronto.

“There is certainly an increased focus over the last few years on instances where there is more frequent fires, floods, other natural disasters that could be related to climate change,” he says.

“You cannot predict all of these things, but perhaps potentially you could prepare a little bit better in terms of how to respond to a specific incident.”

Sometimes all an employer can do is react, says Petkov, recalling the tornado that ripped through Goderich, Ont., in 2011.

But where preparations are possible, they should be made, he says.

“That adds some predictability in situations where things are not really predictable. You don’t know what kind of natural disaster you will be experiencing.”

Disaster preparedness

In small businesses, responsibilities for disaster preparedness and emergency response typically fall to the business owner, says Petkov.

“It is very difficult — especially for a small business owner — to compile all that information on their own,” he says.

In an effort to assist, CFIB has established a five-point plan to help workplaces deal with natural disasters such as fires, floods and earthquakes.

Steps include:

• assigning responsibility for managing a crisis

• identifying threats to your business

• reducing identified risks, when possible

• preparation of an emergency plan

• practising and testing the plan annually.

Prevention and preparation measures should be communicated to employees in advance when possible, says Petkov, noting that disaster response often becomes an employer’s No. 1 priority “after the fact.”

Business continuity strategies such as enabling staff to work remotely in case of a disaster is worthy of preparatory consideration, as are the effects an incident would have on client and government relationships, he says.

When it comes to climate change, the effect it is having on workers is still a “really new topic,” according to Ariane Adam-Poupart, specialized scientific advisor with Quebec’s public health institute in Montreal — Institut National de Santé Publicque du Quebec (INSPQ).

Climate-change hazards including heat waves, an increase in UV radiation exposure and a bump in extreme climate events are rising in occurrences, she says, noting outdoor workers across sectors can expect to be impacted alongside employers through rising compensation claims for work-related injuries as a result of heat exposure.

Emergency management

Business continuity policy goes a step past typical emergency planning, according to Thushara Jayasooriya, technical OHS specialist at the Canadian Centre for Occupational Health and Safety in Hamilton, Ont.

“It ensures that personnel and assets are protected so that they are able to function quickly in the event of a disaster or an emergency,” she says.

Ensuring an emergency management plan is in place is a requirement for employers, says Jayasooriya.

“Employers must plan for a well-thought-out and well-organized emergency response plan so that they can be ready for any emergency,” she says.

The four elements of an emergency management plan include:

• Prevention: policies and procedures to minimize the occurrence of emergencies

• Preparation: activities and procedures to make sure your organization is ready to effectively respond

• Response: the action to be taken when an emergency occurs

• Recovery: practices to resume to normal business operations.

“In all these situations, communication, training and periodic trials is a key component in the success of a program, because they will help make sure the plan is executed well when the time comes,” says Jayasooriya.

Workplace risks will vary depending on geographic location and sector. Employers should consult with local emergency personnel and insurance agencies to ensure they know what to do in case of a situation, she says.

“It would help broaden the knowledge of both technological and natural hazards.”

Those with an OHS management system are “in a better position than other workplaces,” says Jayasooriya, noting these systems are updated regularly to encompass new environmental issues.

For employers with a system in place, the next best thing to do is follow Edwards Deming’s Plan-Do-Check-Act cycle towards continuous improvement.

“If you follow that approach, then you are covering all the elements of the process,” she says. “It enables the employer to identify and surface any potential issue early and also analyze and identify how it is impacting the workplace. Then they can prepare for mitigation and response plan, and finally monitor and review the process for further improvement.”

Constant documentation is also advised, as it strengthens the review process, according to Jayasooriya.

Employers should be considering climate change as they develop infrastructure and projects, and organize their workforce, says Adam-Poupart.

“To take that into account when we want to plan the work of our workers would be a good thing.”

This was originally published as the cover story in the March/April issue of OHS Canada.