New JHSC certification training now in effect in Ontario.

Starting March 1, 2016, the certification requirements for members of Joint Health & Safety Committee (JHSC) in the workplace has significantly changed.  Employers with 20 or more employees in a workplace must ensure that 2 members of the JHSC committee – one worker and one manager – have completed MOL approved certification training.  JHSC certification training includes information about Health & Safety law, and the identification, assessment and control of hazards.

The new certification training is a 2-part process that must be provided by a Ministry of Labour authorized trainer. This training involves the following time commitments:  Part 1 takes a minimum of 19.5 hours (3 days) and Part 2 takes 13 hours (2 days). Re-certification training is required every 3 years and this is a 6.5 hour (1 day) session.

Individuals previously certified using the old 1996 training standard must submit their proof of JHSC member certification training to the Ministry of Labour by April 30 to avoid having to complete the new training and re-certification process. To submit proof of JHSC certification, read more here.   It is important for employers to remember that previously certified individuals who do not need to attend re-certification sessions should continue to educate themselves about changes in health and safety law and workplace hazards.

Joint Health and Safety Committees have an important role in workplaces by facilitating communication between workers and employers about workplace safety issues. All businesses should ensure they have a Health & Safety group that includes employee involvement and meets the legislated requirements.  Businesses and workers benefit from the communication, collaboration and Health & Safety improvements that occur due to workplace safety committee initiatives.

Read more about Ontario JHSC member certification requirements here.

Winter Blues workplace wellness activities can help employees with seasonal depression. 

Winter blues, seasonal affective disorder, SAD, depression, fatigue, loss of interest and decreased enthusiasm are all ways to describe a phenomenon that affects many workers in northern countries like Canada.  Winter blues can cause worker productivity to decrease and absenteeism to increase.  Employers who plan winter blues workplace wellness  activities can reduce the pain of employees who experience this seasonal mental health problem.

In the winter months, changes in activity levels, nutritional habits and the environment (less sun) are thought to be some of the reasons why people experience changes in their energy levels and mood. An employee affected by winter blues may show symptoms of depression such as insomnia, anxiety, irritability, weight gain or loss, and social withdrawal. Though these mental health problems are usually short lived, they can impact the individual’s ability to work effectively.

Employers can help employees afflicted with the winter blues with simple workplace wellness strategies. Directly acknowledging the reality of winter blues is a key way to support those affected by seasonal affective disorder.

Interesting activities to look forward to can improve the mood of employees battling winter blues at work. Incorporating opportunities to socialize and exercise into the work day is helpful. Encouraging employees to go outside during day is a good strategy to improve energy and mood. Flexible work scheduling in the winter months can make things easier such as later start times or shortened work weeks. Scheduling special workplace events during the winter months is another idea, such as exercise and relaxation sessions, healthy snacks or lunch days or inviting a wellness speaker to the workplace. For those in need, making available EAP or distress centre contact information is also a good idea.

Workplace wellness strategies that optimize activity, nutrition, socialization and stress management do not replace the need for professional help from a doctor or counsellor for people experiencing severe symptoms of depression. Professionals may prescribe medication, psychotherapy and light therapy to individuals who cannot manage symptoms on their own. But, employers who do implement a few wellness activities create a more positive and healthy work environment for those workers who continue going to work while struggling with seasonal affective disorder.

Read more about Seasonal Affective Disorder.

Is enforcement by penalizing supervisors for safety violations the solution to preventing injuries at work? Health & Safety experts say yes.

Last week’s criminal conviction of a supervisor for criminal negligence related to the death of four workers in Ontario is an example of a severe penalty that enforces health & safety law. Workplace supervisors are in a unique position of power.  If they don’t take supervision duties seriously, negative consequences can occur.

All workplace parties can be punished in some way if safety procedures are not used while working. It is important that employers, supervisors and employees remember that they all have a legal responsibility to work together to maintain a safe work environment. Penalties for workplace safety violations include work stoppages, repair and re-training orders, employee discipline, fines, and, in extreme situations, criminal charges and jail time.

Research supports enforcement of workplace health & safety laws by using penalties for safety violations . Recent research done by the Institute of Work & Health (IWH) shows that penalties lower workplace injuries. Penalties are an effective way to motivate people to be safe and comply with safety procedures at work.

Supervisors need to remember that they can be personally punished if an employee does not follow safety procedures. Supervisors and managers must commit to providing proper supervision and training to workers.  They must also effectively communicate with the employer so safety problems can be identified and solved. Employers and workers should see supervisors as safety advocates.

To learn more about recent convictions related to breaches of employment and workplace health & safety laws in Ontario, read the court bulletins on the Ontario Ministry of Labour Website.

Each Year Employers are required to Review their Corporate Health and Safety Policy – This is also a great time to Celebrate Your Health and Safety Success!

The Ontario Occupational Health and Safety Act (OHSA) requires employers to review their organization’s Health & Safety policy annually. This review process allows employers to reflect on their organization’s Health & Safety goals and procedures and make improvements as necessary.

The OHSA requires employers to operate a safe and healthy workplace and to do everything reasonable to protect the health and safety of their workers. This includes establishing health and safety policies, setting workplace health and safety goals, approving an annual budget, demonstrating commitment of senior management, assigning responsibility for the health and safety program, communicating with staff and posting policies in the workplace.

The Corporate Health and Safety Policy should be:

• A reflection of management’s commitment, support and attitude to the health and safety program.
• A statement outlining management’s commitment to the protection of workers.
• Signed by the employer and the highest level of management at the workplace.
• Reviewed, updated and signed annually.
• Posted in the workplace in a visible location for all staff to see.

The end of the year is a good time to reflect on the health and safety program and to celebrate your success! Some metrics you might use to review your health and safety performance include:

• Training Hours Completed
• Results and Actions Taken from Employee Surveys
• Programs implemented
• Wellness Program Participation  
• Number of Days / Months with no incidents / injuries
• Hazards identified, corrected and managed
• Incident Rate up or down over last year (including Workplace Violence and Harassment)
• Lost Time Injury Rate up or down over last year
• Inspections completed
• Safety Meetings held

For a sample policy have a look at the Fusion Career Services Health and Safety Policy.

The Ontario Ministry of Labour offers helpful resources to create and review your corporate Health and Safety Policy and Program.  

Fusion Career Services Staff Update First Aid and CPR Skills – Workplace Training

The Fusion Career Services and Labour Source team spent some time this past week updating our emergency first aid and CPR skills. It was a fun day! Even though it was a long day, it was worth it.  We all learned and practiced some important, potentially lifesaving skills while sharing a few laughs.  

What we Learned?

Our emergency first aid training taught us:

• How to assess and respond to an emergency situation.
• When and how to perform CPR.
• When and how to use an AED (Automated External Defibrillator).
• When and how to help someone choking.
• How to bandage serious wounds.

Why First Aid training is Important for Everyone?

Everyone will eventually encounter an emergency situation – at work, at home, while commuting, traveling or in the community. The first aid skills you will learn could potentially save someone in your family, a co-worker, someone in your community or a stranger. If you have children, aging parents or if someone in your family has health issues that put them at risk of heart attack or stroke you will want to seriously consider becoming first aid certified.

I Don’t Have Time to Get Trained

One reason first aid training is time consuming is because training requires practice. It takes time and effort to learn a new skill. Even if you have been trained in the past, if you do not use the skills you quickly forget them. A typical emergency first aid course is about 8 hours. A significant portion of the class will include performing CPR, actually using the AED machine and bandaging a wound. This is time well spent practicing what you have learned.

First Aid in the Workplace – What does the Law Say?

All employers covered by the Workplace Safety and Insurance Act (WSIA) are required to have first aid equipment, facilities and trained personnel in all workplaces. The equipment, facilities and type of training required depends on the size of your workplace. Details are outlined in the WSIA Regulation 1101 – First Aid Requirements.