FULL TIME STAFF HEALTH AND SAFETY

REFRESHER

2013

Health & Safety

 

The USC’s Health & Safety Policy

The USC is committed to the health and safety of all its employees

The USC Health and Safety Policy outlines the commitment, roles, and responsibilities of managers/supervisors and employees in maintaining a healthy and safe workplace

The Policy is reviewed and updated annually and signed off on by the USC General Manager

A current copy of the Policy can be found on every Health and Safety board in every USC operation. The Policy can also be found at the following link – http://www.usc.uwo.ca/health_and_safety/policies.asp

OCCUPATIONAL HEALTH AND SAFETY ACT (OHSA)

The USC Health and Safety Policy is based on the Ontario Health and Safety Act (OHSA) . The Act is a legal document monitored by the Ministry of Labour. It sets out the rules and regulations in regards to health and safety in Ontario workplaces, regardless of their size.

There is a current copy of the Act on every Health and Safety board in every USC operation. Please make sure that you know where yours is located.

The OHSA is based on an Internal Responsibility System that includes the rights and responsibilities of supervisors and employees and the roles that everyone has in contributing to a safe workplace.

THE USC JOINT HEALTH AND SAFETY COMMITTEE (JHSC)

The OHSA dictates that every Ontario workplace with more than ten employees create a Joint Health and Safety Committee (JHSC) made up of an equal number of management and worker representatives. The JHSC is responsible for the following –

Conducting monthly workplace inspections Meeting monthly to review any health and safety concerns (i.e. accident/injury

reports, hazard reports etc.) and review inspection findings Recommending solutions to Management for any hazards found in the workplace Reviewing training programs to make sure that they are compliant with the

Ontario Occupational Health and Safety Act Investigating any injuries or work refusals and attending any Ministry of Labour

visits to the workplace

The JHSC Terms of Reference can be found online at:

http://www.usc.uwo.ca/health_and_safety/policies.asp

This JHSC poster can be found on every Health & Safety board in every USC operation. Please feel free to contact any of these Committee members regarding any health and safety concerns you might have. You can also contact a member regarding Committee membership.

JHSC minutes and inspections can be

found at the following address:

http://www.usc.uwo.ca/health_and_safety/jhsc.asp

EMPLOYEE RIGHTS:All employees have three specific

rights in regards to health and safety according to the OHSA. They are -

THE RIGHT TO KNOW

THE RIGHT TO REFUSE

THE RIGHT TO PARTICIPATE

EMPLOYEE RIGHTS:

THE RIGHT TO KNOW

Each Employee has the right to know about the specific hazards

in their workplace.

EMPLOYEE RIGHTS:

THE RIGHT TO REFUSE

A worker may refuse to work if:

o A piece of equipment, a machine, or a device that the worker is to use or operate is likely to endanger himself, herself or another worker

o The physical condition of the workplace is likely to endanger himself or herself or another worker

WORK REFUSAL FLOWCHART Please review the following flowchart for the process to refuse unsafe

work:

EMPLOYEE RIGHTS:

RIGHT TO PARTICIPATE

All Employees have the right to

participate in the Corporation’s Health and Safety Program,

including membership on the JHSC.

EMPLOYEE RIGHTS CONT’D

Employers are not allowed to dismiss, threaten, discipline,

intimidate, coerce, or suspend a worker for acting in compliance

with the Occupational Health and Safety Act (i.e. refusing unsafe work, reporting hazards, etc.)

DUTIES OF A WORKER

Under the Occupational Health and Safety Act workers must:

o Work in a safe mannero Use or wear the equipment, protective devices or clothing that the

worker’s employer requires to be used or worno Report to his or her employer or supervisor the absence of or

defect in any equipment or protective device of which the worker is aware and which may endanger himself, herself or another worker

o Report to his or her employer or supervisor any contravention of the Act or the regulations or the existence of any hazard of which he or she knows

USC HAZARD REPORTING FORM

If you observe a hazardous condition or behaviour in your work environment make sure that you complete a USC Hazard Reporting Form and submit it to your Supervisor immediately

USC Hazard Reporting forms can be found in the bins by each operation’s Health and Safety Board

DUTIES OF A SUPERVISORSupervisors are also employees and therefore are responsible for their own duties as workers but they

also must ensure that the workers that they supervise are doing the following:

 o Working in a safe manner as outlined in the Occupational

Health and Safety Acto Using or wearing the equipment, protective devices or

clothing that the employer requires to be used or worn

DUTIES OF A SUPERVISOR CONT’D

Supervisors also must:

o Advise a worker of the existence of any potential or actual danger to the health or safety of the worker

o When required, provide a worker with written instructions as to the measures and procedures to be taken for protection of the worker

        o Take every reasonable precaution in the

circumstances for the protection of a worker

PENALTIES

If an individual is found guilty of an offence under the Occupational Health and Safety Act, they can be fined up to $25,000 or imprisoned for a term of up to twelve months, or

both.

If a corporation is convicted of an offence under the Occupational Health and Safety Act, the maximum fine that

may be imposed upon them is $500,000.

If you are fined as an individual, it is against the law for the corporation that you work for to

pay the fine.

IF YOU ARE INJURED ON THE JOB

1. Get First Aid Immediately if Needed

First aid kits are located in each USC operation. Your Supervisor will inform you of its location during operation specific training. Each USC operation has at least one certified first aider on each shift.

2. Tell your Supervisor about the Injury Immediately and Complete an Injury/Illness Reporting Form

Whether it is a burn, cut, scrape, slip trip and fall, etc. ensure that your Supervisor is aware of your injury as soon as possible. Your Supervisor will arrange and cover the cost of transportation to get you medical care if needed. Student Health Services and SERT are the first line of care for all USC Employees. Injury/illness Reporting Forms can be found in the bins beside each operation’s Health and Safety Board . Complete the top part of the form and submit it to your Supervisor.

IF YOU ARE INJURED ON THE JOB

3. Your Wages Will be Paid for the Day

If you are not able to return to return to your regular duties following your injury, your wages will be paid for that shift. If you are still unable to return to your regular duties on your next scheduled shift, the USC will find you modified work through our Early and Safe Return to Work Program.

4. Your Injury Will be Reported to the WSIB Within 2 Days if it Involves:

o Healthcareo Time away from worko Lost wages

* An accident investigation will be conducted by members of the JHSC in order to gather all necessary information

THE USC’S EARLY & SAFE RETURN TO WORK PROGRAM

The USC has an Early & Safe Return to Work Program designed to assist employees who have sustained a work related injury or illness with respect to returning to work.

The USC is committed to providing appropriate modified duties to employees who are restricted due to a workplace injury or illness.

The USC will investigate any potentially fraudulent claims and upon a thorough investigation, any claim deemed fraudulent will result in progressive discipline up to and including termination and will be reported to the WSIB immediately.

Musculoskeletal Injuries & Safe Lifting

WORKPLACE INJURY STATISTICS

85.5% of workers in the Province of Ontario will suffer a work-related back injury over the course of their life.

The average claim cost per year is roughly $55,000.00

WHAT IS A MUSCULOSKELETAL INJURY (MSI)?

It is an injury or condition that involves the nerves, tendons, muscles, and supporting structures of the body. Some examples of MSI’s are:

o Carpal Tunnel Syndromeo Tendonitiso Back Paino Bursitis

SYMPTOMS OF MSI’S Pain Stiffness Early fatigue or lack of endurance Decreased strength/weakness Tingling, numbness, burning, loss of

sensation Heaviness Sensation of instability

RISK FACTORS Repetitive movements with lack of rest/recovery time

(i.e. computer work) Using excessive force (i.e. using a hammer) Awkward/Incorrect posture when lifting (i.e. when

moving dish racks in the kitchens) Bending, twisting, overhead reaching (i.e. moving high

storage items) Sustained or static working positions (i.e. standing at

the cash) Inadequate warm-up and preparation Improper lifting technique (i.e. lifting with the back

instead of the legs)

IN THE EVENT OF AN MSI

In the event that you feel that you are at risk of sustaining a MSI, please report your situation and

the unsafe condition to your supervisor immediately.

SAFE LIFTING TECHNIQUE – WHEN LIFTING AN ITEM, THE FOLLOWING SAFE LIFTING TECHNIQUES SHOULD BE EMPLOYED -

Use a handcart whenever possible Size up the weight and shape of the object to

determine if it is a one or two person job Have a firm grip on the object Keep the back as straight as possible (tuck in

chin, no twisting) Lift with leg muscles, not back muscles Keep the load as close as possible to your

body Get help for heavy or awkward loads and lift

in tandem. Make sure that there is a ‘coordinator’ for all team lifts

WORKPLACE VIOLENCE AND HARASSMENT

BILL 168

Changes to Ontario’s Occupational Health and Safety Act

(OHSA) – effective June 15, 2010 – strengthen protections for workers from

workplace violence and address workplace harassment. They define workplace violence

and harassment and describe employer duties, and will apply to all workplaces

covered by the OHSA

WORKPLACE VIOLENCE: HARASSMENT

Harassment is defined as: Engaging in a course of vexatious

comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.

Harassment can include the following: Bullying, intimidating, offensive jokes or

innuendos, displaying or circulating offensive pictures or materials, offensive or intimidating phone calls, social medias posts, e-mails etc.

WORKPLACE VIOLENCE: EXAMPLES

Some examples of Workplace Violence as defined under Bill 168 are:

o Physical attacks such as hitting, shoving, pushing or kicking, rape, or murder.

o Rumours, swearing, verbal abuse, pranks, arguments, property damage, vandalism, sabotage, theft, psychological trauma, and arson.

WORKPLACE VIOLENCE: DOMESTIC VIOLENCE

Employers who are aware, or ought reasonably to be aware, that domestic violence may occur in the workplace must take every precaution reasonable in the circumstances to protect a worker at risk of physical injury.

 

The USC’s Discrimination, Harassment, and Violence Prevention Policy

The USC is committed to providing a harassment, discrimination, and violence free environment for its employees. This commitment and the expectations and responsibilities of USC management and workers are outlined in the Policy. The Policy can be found at the following link under ‘Human Resources Policies’ –

http://westernusc.ca/usc-documents/

Copies of the Policy can also be found on all USC Health and Safety boards

POTENTIAL SOURCES OF WORKPLACE VIOLENCE

Employees Former Employees Customers Suppliers Vendors Employee Family members/friends

AREAS WHERE WORKPLACE VIOLENCE CAN OCCUR

Workplace Customer location Workplace function outside of work Telephone Email Social Media Parking lot

WORKPLACE VIOLENCE: RISK FACTORS The risk of workplace violence is greater in

jobs that involve:

1. Handling cash 2. Protecting or securing valuables 3. Transporting people and goods 4. A mobile workplace (such as a vehicle) 5. Public or community contact 6. Working with unstable or volatile people 7. Working alone, or with just a few people 8. Working late nights or very early mornings9. Working where alcohol is served

WORKPLACE VIOLENCE PREVENTION

What are some things that we can do to prevent workplace violence from occurring?

Install physical barriers (gates, card access, front desk, keypads etc.)

Employ security personnel Install electronic surveillance Ensure there are clear sightlines Ensure there is adequate lighting Ensure employees have access to

communication

WHAT DO I DO IN A POTENTIALLY VIOLENT SITUATION?

Don’t argue or make accusations Speak normally and do not raise your voice Apologise for any inconvenience – either real or

imagined Sympathise with the person’s situation – even if it

seems strange Ignore insults Leave the area and get help as soon as possible

CALL CAMPUS POLICE IF…

Workers whose physical safety is threatened by violence, in any form, in the workplace

should contact the police immediately.

Always call the police when an act of violence has occurred or someone is

threatened with violence in the workplace.

Ext. 83300Or 911

REPORT POTENTIAL VIOLENCE

A worker should report to his or her employer or supervisor the existence of any situation that has the potential for violence. An Injury/Illness Reporting Form (found on all health and safety boards) should also be completed as per the USC Violence and Harassment Policy.

The most qualified/experienced person should always deal with any incidents of potential violence.

CONSEQUENCES

The consequences of participating in any type of Workplace Violence as defined in this

presentation, may be cause for discipline up to and including termination for cause.

ACCESSIBILITY FOR ONTARIANS

WITH DISABILITIES

AODA: THE LAW

The Accessibility for Ontarians with Disabilities Act (AODA) was introduced in 2005. The core

principles of the Act are:

Independence Dignity

Integration Equal Opportunity

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AODA: THE LAW

Customer Service is the first standard in the Act that has been made law

All businesses were to be compliant as of January 1, 2012

Additional standards are expected in the areas of transportation, information and communications, employment, and the built environment

The Act, lays out the goal of an accessible Ontario by 2025

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USC ACCESSIBILITY FOR CUSTOMER SERVICE POLICY

Purpose of the Policy:

To ensure we respect all our customers, regardless of their abilities.

Responsibilities Outlined in the Policy:

The USC is committed to recognizing the dignity and independence of all staff, students, faculty and visitors and seeks to ensure that persons with disabilities have genuine, open and unhindered access to USC goods, services, facilities, accommodation, employment, buildings, structures and premises.

The USC will allow anyone using assistive devices, a support person, or a service animal into any of its operations. It will also ensure that any disruptions to services are made public as outlined in the Standard

THE AODA CUSTOMER SERVICE STANDARD

What are Assistive Devices?

A tool, technology or other mechanism that enables a person with a disability to do everyday tasks and activities such as moving, communicating or lifting (cane, wheelchair, telecommunications devices, oxygen tanks etc.)

Helps the person to maintain their independence at home, at work and in the community.

THE AODA CUSTOMER SERVICE STANDARD

What is Support Person?

A person who accompanies a person with a disability in order to help with communication, mobility, personal care or medical needs or with access to goods or services.

Could be a paid personal support worker, a volunteer, a friend or a family member.

Does not necessarily need to have special training or qualifications.

THE AODA CUSTOMER SERVICE STANDARD

What is a Service Animal?

An animal is a service animal for a person with a disability: If it is readily apparent that the animal

is used by the person for reasons relating to his or her disability; or

If the person provides a letter from a physician or nurse confirming that the person requires the animal for reasons relating to the disability.

Includes guide dogs, hearing or signal animals, seizure response animals, therapeutic assistance animals etc.

AODA: SERVICE AND SUPPORT

Serving People with Disabilities Treat people with disabilities with respect and

consideration. Smile, relax, keep in mind people with disabilities want

to experience helpful customer service. If you’re not sure how to help a person with a disability,

ask, “May I help you?” “How can I best help you?” Speak directly to the person. If you can’t understand

what the person is saying, politely ask them to repeat it. Don’t make assumptions about what type of disability

or disabilities a person has.Above all … be patient and respectful.

AODA: SERVICE AND SUPPORT

Service Animals Allowed in areas open to the public except

in areas where otherwise prohibited by law (e.g. Food preparation areas).

Service animals are working animals Do not touch, call or make eye contact with the

animals Do not offer food to a service animal You may ask the owner if a dish of water would

be useful

SERVICE AND SUPPORT

Notice of Disruptions in Service As per the AODA, the USC will

provide as much notice as possible of any planned or unplanned disruption in service, or availability of accessible products / services

Notice of service disruptions will be posted in writing at all entrances, and at the point of disruption

Where possible, the USC will make every effort to provide notice to customers over the phone and on the website