OHS Canada July/August 2013 by Annex Business Media

C A N A D Aâ&#x20AC;&#x2122; S O C C U PAT I O N A L H E A LT H & S A F E T Y M A G A Z I N E J ULY/ AU G U S T 2013

C A N A D A

Stitch Stitch Weaving safety into the garment industry

DEEP DOWN

Fracking opens up a rift of concerns

BEYOND THE NAKED EYE

Understanding the dark side of nanotechnology

PEOPLE POWER

Putting ergonomic interventions in context

MIND OVER MATTER

Workplace safety goes mental

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C A N A D A’ S O C C U PAT I O N A L H E A LT H & S A F E T Y M A G A Z I N E

FEATURES

O U T S O U R C IN G 22

CC A A NNA AD DA A

The Search is Over

J U LY / A UGU S T 2013 Volu m e 2 9 , N u m b e r 5

The factory collapse in Bangladesh has cast a spotlight on work conditions in overseas factories. What is an outsourcing company’s oh&s obligations towards workers abroad? BY JEAN LIAN

H Y DRAU LIC F R AC TUR IN G 28

Breaking New Ground

In spite of criticisms over hydraulic fracturing, oil and gas companies say the process is safe and hazards are no different than those found on other worksites in the industry. BY WILLIAM M. GLENN

NANO T EC HN OLOGY

Small is Big

Nanotechnology has wide commercial applications, but the effects of nanoparticles on worker health are not well understood. What can be done to keep potential harm at bay? BY SAMUEL DUNSIGER

DEPARTMENTS

S AF E T Y GEAR

Hear Today, Hear Tomorrow

Choosing an appropriate hearing protective device requires an understanding of the workplace. Eliminating or reducing noise exposure at the source is equally important. BY SABRINA NANJI

E RG O NOM IC S

Change from Inside Out

Letting employees who understand their work environment drive ergonomic changes makes good sense. It can also benefit a company’s bottom line.

BY SABRINA NANJI

IN THIS ISSUE ED ITORIA L

Drawing the Line

Moves to Mental Health

4 6

OH &S UPD AT E

ACCI DE NT P R EV EN TION 4 8

Pins and Needles

Summer is here, but so are the bugs. Taking the necessary precautions can help protect outdoor workers from attracting the unwanted attention of stinging insects. TIME OUT

Headless chicken; birds of a feather; officer in distress; just for laughs; crappy retribution; too pretty for the office; and more.

D ISPATCHES

OTTAWA S U MMIT P R OFESS IO N A L D IR EC T O RY P R ODUC T S HO W C A S E AD IN D EX/ R EA D ER S ERV I CE I NF O

50 51 52 53

Washington bridge is falling down; guilt trip; new flight centre tackles forest fires; wellness through fitness; and more.

Providing a psychologically safe workplace is increasingly being viewed as an employer’s responsibility and can help firms avoid the consequences of mental injury. BY KIM TOEWS

PAN ORAMA

Flight recording system needed; flaw in pipe cause of explosion in British Columbia; rail car claims worker in Alberta; Saskatchewan amends workers’ comp act; charges laid in Ontario stage collapse; Nova Scotia beefs up workplace safety; and more.

S PE CI AL R EP ORT

Working safely may get old, but so do those who practice it.

– AUTHOR UNKNOWN

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EDITORIAL

C A N A D A’ S O C C U PAT I O N A L H E A LT H & S A F E T Y M A G A Z I N E

C A N A D A

Vol. 29, No. 5 JULY/AUGUST 2013

Drawing the Line W

orkplace mental health has been in the spotlight of late. The Canadian Mental Health week, which ran from May 6 to 12, and the release of a study on worker’s mental health on June 19, have highlighted the issue of psychological distress in the workplace. The study, undertaken by researchers at the Université de Montréal, Concordia University and Université Laval in Quebec, interviewed in excess of 2,100 employees from more than 60 companies. Results of the questionnaire were compared with measurements of cortisol levels in saliva samples obtained from participants. Cortisol, a hormone found in saliva, is an indicator of a person’s stress level. The study — which claims to be the largest ever in Canada to evaluate mental health risk factors in the workplace and compares the results of behavioural questionnaires with physiological testing — found that a quarter of the employees surveyed reported a recent episode of psychological distress. Job insecurity, work-life balance and workplace conflicts were cited as key factors contributing to burnout. While the study may be extensive, it is not saying something that many of us don’t already know. It was not too long ago that I lent a listening ear to a close friend who shared her struggle with depression stemming from an overwhelming workload, coupled with a psychologically abusive relationship with her supervisor. The passing of Bill 168 in 2009, which requires employers to develop policies that address workplace violence and harassment, speaks to the importance of creating a respectful work environment. An indiscretion or impulsive demonstration of temper — depending on the severity of the behaviour and the situation — can be potentially construed as workplace bullying or harassment. Ontario’s Occupational Health and Safety Act defines workplace harassment or bullying as “engaging in a course of vexatious comment or conduct against a worker in any workplace that is known, or ought reasonably to be known, to be unwelcome.” The description is a fairly big umbrella that can cover a myriad of work-related conflicts or misconduct. It also brings to my mind Maslow’s hierarchy of needs. Like a pyramid, physiological needs — which occupy the bottom layer — must first be met before one can scale to the greater heights of safety, love/belonging, esteem and self-actualization at its peak. This holds true in both our personal and professional lives. For employees to give their very best at work, basic needs must first be satisfied. And that means having job security (think physiological needs) and a safe and respectful work environment. The fact that most of us spend the bulk of our time at our place of employment underlines the importance of a mentally healthy workplace. Maintaining a good relationship with colleagues positively influences team dynamics, which have a direct impact on productivity and employee well-being. While demands of the job can create stress by posing challenges to work-life balance, dealing with the mental anguish presented by a toxic work environment is often more debilitating and has spillover effects into one’s private life. Human relationships — especially those built in a professional setting — are tenuous at best. There is a saying that conflict is inevitable, but combat is optional. In face of the daily grind of work and its associated frustrations, it would serve us well to remember that mutual respect and a cool head can go a long way in avoiding ugly confrontations that can irreparably damage a work relationship built over the years. Because sometimes, sorry is not enough. Jean Lian

EDITOR JEAN LIAN jlian@ohscanada.com MANAGING EDITOR JASON CONTANT jcontant@ohscanada.com SABRINA NANJI EDITORIAL ASSISTANT snanji@ohscanada.com EDITORIAL ASSISTANT BRIAN MOSKOWITZ bmoskowitz@ohscanada.com ASSOCIATE EDITOR WILLIAM M. GLENN Hazardous substances ART DIRECTOR PRINT PRODUCTION MANAGER PRODUCTION MANAGER MARKETING SPECIALIST CIRCULATION MANAGER ASSOCIATE PUBLISHER PUBLISHER PRESIDENT, BUSINESS INFORMATION GROUP

ANNE MIRON PHYLLIS WRIGHT GARY WHITE DIMITRY EPELBAUM BARBARA ADELT badelt@bizinfogroup.ca SHEILA HEMSLEY shemsley@ohscanada.com PETER BOXER pboxer@ohscanada.com BRUCE CREIGHTON

EDITORIAL ADVISORY BOARD MEMBERS

DAVID IRETON, Safety Professional, Brampton, Ont. ALLAN JOHNSON, Director of Construction, Hospitality, Oil and Gas, Workers’

Compensation Board of B.C., Vancouver, B.C. JANE LEMKE, Program Manager, OHN Certification Program, Mohawk College, Hamilton, Ont. DON MITCHELL, Safety Consultant, Mississauga, Ont. MICHELE PARENT, National Manager, Risk Management and Health and Wellness, Standard Life, Montreal, Que. TERRY RYAN, Workers’ Compensation and Safety Consultant, TRC Group Inc., Mississauga, Ont. DON SAYERS, Principal Consultant, Don Sayers & Associates, Hanwell, N.B. DAVID SHANE, National Director, Health and Safety, Canada Post Corporation, Ottawa, Ont. HENRY SKJERVEN, President, The Skjerven Cattle Company Ltd., Wynyard, Sask. PETER STRAHLENDORF, Assistant Professor, School of Environmental Health, Ryerson Polytechnic University, Toronto, Ont. JONATHAN TYSON, Association of Canadian Ergonomists/Association canadienne d’ergonomie, North Bay, Ont.

OHS CANADA is the magazine for people who make decisions about health and safety in the workplace. It is designed to keep workers, managers and safety professionals informed on oh&s issues, up to date on new developments and in touch with current thinking in the oh&s community. WEBSITE: http://www.ohscanada.com INFORMATION AND RECOMMENDATIONS contained in this publication have been compiled from sources believed to be reliable and to be representative of the best current opinion on the subject. No warranty, guarantee, nor representation is made by Business Information Group as to the absolute correctness or sufficiency of any representation contained in this publication. OHS CANADA is published eight times per year by BIG Magazines LP, a division of Glacier BIG Holdings Ltd., a leading Canadian information company with interests in daily and community newspapers and business-to-business information services. The yearly issues include: January/February, March, April/May, June, July/ August, October/November, and December. Application to mail at P eriodicals Postage Rates is pending at Niagara Falls, N.Y. 14304. U.S. Postmaster, Office of Publication, send address corrections to: OHS Canada, 2424 Niagara Falls Blvd., Niagara Falls, NY 14304-0357. ADDRESS: OHS CANADA MAGAZINE, 80 Valleybrook, Toronto, ON, M3B 2S9. TELEPHONE: Customer Service: 1-866-543-7888; Editorial: 416-510-6893; Sales: 416-510-5102; Fax: 416-510-5171. SUBSCRIPTIONS: Canada: $110.50/year; USA: $132.50/Year; foreign: $137.50. (Prices include postage and shipping; applicable taxes are extra.) SINGLE COPIES: Canada: $6.00; USA: $8.00; foreign $10.00 Bulk subscription rates available on request. Indexed by Canadian Business Periodicals Inc. ISSN 0827-4576 OHS Canada (Print) • ISSN 1923-4279 OHS Canada (Online) Printed in Canada. All rights reserved. From time to time we make our subscription list available to select companies and organizations whose product or service may interest you. If you do not wish your contact information to be made available, please contact us via one of the following methods: Customer Service: (Tel) 416-510-5189; (Fax) 416-510-5167; (E-mail) asingh@bizinfogroup.ca; (Mail) Privacy Officer, Business Information Group, 80 Valleybrook Drive, Toronto, ON M3B 2S9 Canada. The contents of this magazine are protected by copyright and may be used for your personal, non-commercial purposes only. All other rights are reserved and commercial use is prohibited. To make use of any of this material, you must first obtain the permission of the owner of the copyright. For further information, please contact the editor. “We acknowledge the financial support of the Government of Canada through the Canadian Periodical Fund (CPF) for our publishing activities.”

POSTAL INFORMATION: Publications mail agreement no. 40069240. Postmaster, please forward forms 29B and 67B to Business Information Group. 80 Valleybrook Drive, Toronto, ON, M3B 2S9, Canada. Date of issue: JULY/AUGUST 2013

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ohs canada

panorama $250,000 Total fine issued to Essar Steel Algoma in Ontario for three separate incidents involving worker injuries.

Source: Ontario Ministry of Labour

2 3

3,000 kg

1. Big Five: WorkSafeBC’s board of directors has approved the release of five proposed amendments to the Occupational Health and Safety Regulation for consultation. Stakeholders will have until September 27 to provide feedback on the proposed amendments before they are heard at a public hearing in May/June 2014. The five areas under review are chemical and biological agents; substance specific requirements; ladders, scaffolds and temporary work platforms; construction, excavation and demolition; and rope access. Source: WorkSafeBC 2. Year in Review: A 2012 annual report released in June by the Workers’ Compensation Board of Alberta says worker satisfaction with the fairness of decisions rose slightly to 84 per cent from 80 per cent in 2011. The lost-time claim volume of 28,300 was up 1.4 per cent, while accepted fatality claims rose 18 per cent. Source: Workers’ Compensation Board of Alberta

3. Ready for Repeal: A meeting on new licensing requirements for engineering work was held on June 4 in anticipation of the Ontario government’s repeal of section 12.(3)(a) of the Professional Engineers Act, scheduled to take place on September 1. The repeal will require all professional engineering work on industrial equipment and machinery to be under the oversight of a licensed professional engineer. To date, Professional Engineers Ontario has met with more than 500 employers and workers from the manufacturing sector. Source: Professional Engineers Ontario

4. Testing

Time: The Supreme Court of Canada has ruled that the random alcohol testing policy unilaterally administered by Irving Pulp and Paper Ltd. in Saint John is unjustified due to a lack of evidence of an existing problem with alcohol use in the workplace. The decision, released on June 14, stemmed from a grievance filed by the union challenging the mandatory testing policy for employees in safety-sensitive positions.

The weight of a metal plate that killed a worker after it dislodged from a crane near Sudbury, Ontario on May 21. Source: Ontario Ministry of Labour

223

Additional number of workplace inspections conducted by Nova Scotia’s safety inspectors in 2012-2013, compared to the year before. Source: Labour and Advanced Education Department

Source: Supreme Court of Canada

5. Safety

Lessons: The government of Nova Scotia has partnered with the Canadian Centre for Occupational Health and Safety to give residents of the Atlantic province free access to oh&s e-learning courses. More than 60 courses on various workplace safety topics will be made available.

Source: Canadian Centre for Occupational Health and Safety

360°

INFERNO YIELDS HIGH TOLL Initial investigations into the deadly fire that killed at least 119 workers at a poultry slaughterhouse in northeastern China point to ammonia gas leaks, flammable building materials, poor design of escape exits and insufficient fire prevention equipment as contributing factors. The locking of doors and fire exits during operation was reportedly a common practice to prevent workers from wandering out. Source: Reuters

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ohs canada

19 %

Percentage of Canadian organizations indicating that they have banned smoking from their property in a survey conducted by the Conference Board of Canada. Source: Conference Board of Canada

OH&S UPDATE

FEDS AND PROVINCES PARTNER UP FEDERAL — The federal government, Nova Scotia and Newfoundland and Labrador have launched concurrent legislative amendments aimed at enhancing safety for offshore energy workers. The amendments will allow for the creation of a new occupational health and safety regime and regulations that apply specifically to the offshore oil and gas industry, including the transit to and from those workplaces. The offshore petroleum boards will be responsible for administering the new oh&s legislation. “The proposed amendments introduce measures that will further enhance Canada’s offshore industries’ ability to operate safely and to the highest environmental standard,” Joe Oliver, federal natural resources minister, said on May 2. Amendments to the federal and provincial Accord Acts seek to accomplish the following: • Place authority and the fundamental

principles of oh&s within the Acts; • C larify the roles and responsibilities of all offshore oil and gas stakeholders, including government, regulators, employers and employees; • Grant the Canada-Nova Scotia Offshore Petroleum Board and the Canada-Newfoundland Offshore Petroleum Board the authority to disclose information to the public related to occupational health and safety; and • Provide clear and specific enforcement powers for oh&s officers, including the authority to inspect and investigate, warrant provisions and order measures where dangerous situations may arise. Marshall adds that the amendments tailor workplace safety policies to the offshore working environment. They include a workers’ right to refuse unsafe work, participate in safety committees, enjoy protection from reprisal and jointly allocate responsibility among operators, employers, workers and suppliers on matters related to health and safety.

“It’s important that as we do this, we go from what can best be described as a patchwork quilt of different regulations into one modern, single comprehensive oh&s regime and place that right in the Accord legislation,” Marshall says.

RECORDING SYSTEMS NEEDED: TSB FEDERAL — A mysterious plane crash has prompted the Transportation Safety Board of Canada (TSB) to call for mandatory lightweight flight recording systems on all small commercial aircraft. On May 14, the TSB wrapped up its investigation into a Yukon plane accident with inconclusive results. The de Havilland Canada DHC-3 Otter, owned by Black Sheep Aviation and Cattle Co. Ltd., lost control and broke up in flight. The pilot, who was the sole occupant in the plane, died in March of 2011. “In Canada, 91 per cent of commercial aircraft accidents in the last 10 years involved these operators and together,

FLAW IN PIPE A KEY FACTOR IN EXPLOSION BRITISH COLUMBIA — A report released on June 4 by the Transportation Safety Board of Canada (TSB) has fingered a pre-existing flaw in a pipe as the primary cause of a pipeline explosion last summer near Buick, British Columbia. The investigation found that certain types of pipe — welded using a low-frequency electric resistance welding technique — have a higher likelihood for defects such as cracks, which increases the risk of failure. On 28 June, 2012, gas escaping from Westcoast Energy Inc.’s 16-inch Nig Creek pipeline ignited and the resulting fire spread to the surrounding forested area. About half an hour later, the 6.625-inch Bonavista Energy Corporation pipeline — located three meters away in the same rightof-way— ruptured due to its exposure to the fire, causing another explosion. A laboratory analysis of the failed sections of the Nig Creek pipeline determined that a pre-existing hook crack was created in the original electric resistance weld when the pipe was manufactured. Prior to the explosion, the pipeline experienced a gradual increase in pressure as sour gas accumulated when the McMahon gas processing plant was temporarily shut down. Westcoast Energy Inc.’s pipeline integrity management program that was in effect at the time of the incident did not consider cracks and crack-like defects to be a significant potential hazard to the integrity of the Nig Creek pipeline.

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While the Guidance Notes for the Onshore Pipeline Regulations provide direction in developing a pipeline integrity management program, companies have the flexibility and discretion to develop the content of their pipeline integrity management program. After the incident, the National Energy Board (NEB) directed Westcoast Energy Inc., a wholly-owned subsidiary of Spectra Energy, to conduct integrity assessments and repairs before seeking approval to return the pipeline into service. Gary Weilinger, vice-president of strategic development and external affairs (Canada West) with Spectra Energy Transmission in Calgary, says a number of safety measures around corrosion detection, pipeline integrity digs, pressure testing and visual inspections have since been put into place. “We do now X-ray all the wells and pipes that go into service for new construction,” Weilinger says. The energy company has conducted a successful pressure test on the entire Nig Creek pipeline and filed a monitoring and verification plan for the pipeline’s fitness for service with the NEB. It has also commissioned additional metallurgical analysis of other segments of the pipeline and scheduled an extensive inspection of the pipeline from the inside. A pipeline control room management review has begun and the resulting changes are expected to improve response times during an emergency, the report adds. — By Jean Lian

these accidents accounted for 93 per cent of commercial aviation fatalities,” Wendy Tadros, chair of the TSB, says in a statement. Tadros notes that for decades, recorded flight data has been instrumental in advancing safety for larger operators, something that could be used for smaller carriers. In this case, a lightweight flight recorder would have provided investigators with more information as to what caused the pilot’s death. A long-standing concern has been the misuse of cockpit voice recorders for punitive or litigation purposes, TSB notes. As the use of voice and video recordings are against the law, developing a way to use the information for safety improvement purposes as opposed to meting out disciplinary actions must be found to enhance safety, the TSB recommends. “Some lightweight recording systems can have restrictions built in so that voice and video recordings can only be accessed by authorized company officials, leaving open access to aircraft performance and flight data for monitoring or quality assurance staff,” the TSB says.

CONVEYOR BELT CLAIMS TEEN VERNON — A workplace accident that took place at a planer mill near Vernon, British Columbia, has claimed the life of a young worker. In the early morning of June 15, 18-year old clean-up crew employee Bradley Haslam became entangled in a conveyer belt at Tolko Industries Ltd. in Lavington. He was discovered by the clean-up shift supervisor, who freed him from the equipment and, along with two others, administered emergency first aid until medical services arrived on scene. Bradley was transported to Vernon Jubilee Hospital where he succumbed to his injuries. The company says it will have its Employee Family Assistance Program (EFAP) provider on site to offer support and encourage those who need help to seek out these services. “This tragedy serves to remind us of the vital importance of safety in our workplace,” Brad Thorlakson, president and chief executive officer of Tolko In-

dustries Ltd. says in a statement. “When something goes terribly wrong, as it did on Saturday morning, we have to stepback, re-evaluate and move forward with a strong resolve to make sure a tragedy like this doesn’t happen again.”

WORKER KILLED BY RAIL CAR CALGARY — A worker was killed in an incident involving moving rail cars. On June 3 at 7.20 am, a 57-year-old employee of Arrow Reload Systems Inc. in Calgary was fatally injured when a group of workers were using a loader to join three railcars with one that was empty. As the rail cars were being moved, the worker was coming off a ladder on one of the moving cars to engage the handbrake when he fell under the moving rail car. The employer voluntarily stopped work and no orders have been issued, says Brookes Merritt, spokesperson for Alberta Human Services in Edmonton. The movement of railcars by mechanical methods such as loaders, cables and

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pulleys requires the development of safe work procedures specific to each operation, notes a 2012 safety handbook by the British Columbia Safety Authority. Railways must develop, document and train their employees in safe car movement. A movement shall not commence until the proper signal or instruction is received by the locomotive engineer or car moving equipment operator. Employees whose duties may require them to give hand signals must have the proper appliances, keep them in good order and be ready for immediate use, the handbook adds. Other key requirements that must be considered when setting procedures for railcar movement include the following: • Outline the method of controlling and signalling to be used during car movement activities, including keeping someone in a position to observe the leading end of the movement and relay signals to the equipment operator; • Ensure that no car can be moved while people are working in or around that equipment as indicated by a blue light or flag; • Walk around, inspect and remove all dock plates, loading or unloading equipment, connecting hoses or cables and loose debris of any kind; and • Outline radio or communication procedures and establish standards for brief, to-the-point conversations for instructions and information between crew members.

MACHINIST PINNED BY LATHE EDMONTON — A 59-year-old worker in Edmonton sustained life-threatening injuries after an accident involving a lathe. Brookes Merritt, spokesperson for Alberta Human Services in Edmonton, says the incident took place at about 5 pm on May 24. The machinist, employed by BP Machine Ltd., was operating a computer-controlled lathe the size of a truck when his upper torso was crushed between the lathe turret and a rear door. A stop-work order was issued on the lathe while Alberta Human Service investigates the incident.

OIL WORKER FOUND DEAD EDMONTON — A 58-year-old oil worker in Alberta was found dead beside his all-terrain vehicle three days after he last reported for work.

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Alberta’s occupational health and safety department says the employee of Husky Energy in Calgary was discovered on June 4, north of Lloydminster. Brookes Merritt, spokesperson for Alberta Human Services in Edmonton, says the worker had been travelling on an ATV to inspect a number of oil well sites, but did not check in as scheduled. Husky Energy deployed a search team and using a helicopter, found him next to his overturned vehicle. The worker was not wearing a helmet or a locator at the time of the incident. “The reason that is important — specifically the portion about the helmet — is that by oh&s law out here, if you’re using an ATV as part of your work with your employer, you’re required to wear a helmet,” Merritt says. In a statement issued on June 5 by the RCMP which is also investigating the incident, Constable Larry Macdonald confirms from Athabasca that an early investigation revealed that the worker had not been wearing a helmet at the time of the crash. Alcohol is not believed to be a factor. Further complicating the matter is the fact that the safety regulator was not notified until June 5. That leaves unanswered questions, in particular, with regards to when the search for the worker began. “For a fatality, we require a notification immediately, but there is a threshold,” Merritt explains. “If your worker is going to be absent for 48 hours or in the hospital for two days or more, then it’s classified as ‘reportable’.” For the oil worker who has been missing for three days before being found, “there’s that three-day window in there that we don’t have clarified.” Husky Energy says they are conducting a comprehensive review and working closely with authorities.

NURSES WIN APPEAL GRAND PRAIRIE — A group of nurses in Alberta is celebrating their victory after winning a long fight for the right to a safe workplace. The decision in late May from the province’s Oc cupational Health and Safety Council ruled in favour of the nurses who were suspended for refusing to treat a violent patient in 2011. The nurses filed an appeal of that decision, which they won, effectively overturning the original suspension.

Lisa Hein, president of the local 37 chapter of the United Nurses of Alberta, says the victory is a vindication of workers’ right to a safe workplace. “This has been very stressful for all the nurses involved,” Hein says. “Nurses face the threat of violence every day on the job. Patients threaten to harm staff as well as bite, hit, kick and spit at nurses.” The incident dates back to almost three years ago when nurses at the Queen Elizabeth II Hospital in Grand Prairie, Alberta, refused to treat an unruly patient who had been removed from the psychiatric ward and was awaiting a court hearing. Hein says the patient had previously broken out of a locked seclusion room, injured three security guards and threatened to kill all staff. She adds that the nurses were concerned that the seclusion room would not hold the patient. As a result, they refused to treat him and were subsequently suspended without pay. As part of the ruling from the council, Alberta Health Services was ordered to reimburse the nurses for all lost wages and remove any mention of the events from employment records.

CLAIMANT SENTENCED FOR FRAUD REGINA — A former pipeline technician was sentenced on May 24 in Regina Provincial Court for defrauding the provincial workers’ compensation board of $28,279. On February 8, a jury found the former claimant guilty of going back to work while he was still receiving income replacement. He was sentenced to an 18-month conditional sentence, of which the first six months are to be served under house arrest, notes a statement from the Saskatchewan Workers’ Compensation Board. The sentence also requires him to complete 100 hours of community service and provide full restitution to the board.

CITY GETS HELPING HAND WINNIPEG — People with disabilities in Winnipeg are getting a helping hand to secure employment. The federal government announced on May 31 that it will assist people with disabilities develop the skills, knowledge and experience they need to find jobs. FASD Life’s Journey, a not-for-profit agency that provides gender specific services for

adolescents and adults affected by fetal alcohol syndrome disorder, will receive more than $51,000 from the Opportunities Fund for Persons with Disabilities. Participants will develop job skills such as problem solving and effective communication, and gain on-the-job experience with employers to help them adapt to the work environment.

WORKER STRUCK BY CRANE

Ontario Concerts GP Inc., Optex Staging & Services Inc. and Bolton, Ontario engineer Domenic Cugliari with violating the Occupational Health and Safety Act (OHSA). Among other charges, the companies are alleged to have failed to ensure that the concert stage was able “to support or resist all loads and forces to which it is likely to be subjected without exceeding the allowable unit stress,” the ministry

says in a statement. Cugliari faces one charge for “the offence of endangering a worker as a result of his advice that is given or his certification that is made negligently or incompetently.” On June 16, 2012, the centre section of the overhead portion of the stage came crashing down about three hours before the English rock band was set to perform to a sold-out crowd of 40,000.

TORONTO — An industrial accident that took place on June 3 northwest of Toronto has claimed a worker. The Ministry of Labour (MOL) was notified of a workplace fatality at approximately 11.40 am at Equipment Sales and Supply. Matt Blajer, spokesperson for the MOL, reports that a worker lying on a tractor trailer was crushed between the truck and the counterweights of the truck-mounted crane. The employer, Equipment Sales & Service 1968 Ltd., was ordered to submit a written report of the circumstances leading to the event. Two requirements relating to securing the scene of the accident for the purpose of investigation and producing various documentation and company records have also been issued. A statement from the company says it is saddened by the loss of one of its longest-serving employees. “Our sympathies and prayers go out to his family and colleagues. Senior managers attended with the police to break the tragic news to his family,” the statement notes. Morgan Cronin, general manager with Equipment Sales & Service 1968 Ltd., says grief counsellors were available to speak with those who need counselling. “It is premature for us to say how what happened will change our safety procedures, but I am confident that we will all learn something from this. We have to find out precisely how this happened,” Cronin adds.

CHARGES LAID IN STAGE COLLAPSE The Ontario Ministry of Labour has laid 13 charges against two concert promoters, a staging company and an engineer almost one year to the day a Radiohead stage technician was killed shortly before the band was scheduled to perform at North York’s Downsview Park. On June 6, the ministry charged Live Nation Canada Inc., Live Nation

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PROVINCE AMENDS WORKERS’ COMP ACT REGINA — Saskatchewan has passed amendments to its Workers’ Compensation Act, 2012 — changes that it says will improve service to injured workers while making the system more fair, efficient and accountable. “A lot of changes are policy to help improve the system and information getting to workers if they want access to their files,” says Pat Parenteau, director of policy with the Ministry of Labour Relations and Workplace Safety in Regina. “We have done a lot of those types of policy changes that we hope will make things easier for injured workers to file claims, receive compensation and get back to work as they are able to.” The amendments to the Act passed on May 8 will bring about the following changes: • Increase the maximum wage rate to $59,000 from $55,000 for workers injured after the legislation comes into effect; • Index the maximum wage rate for current and future claimants, adjusting benefits with the inflation rate; • Apply administrative penalties to those who breach their obligations under the Act, with penalties for transgressions up to $10,000; • Enable workers with less than $25,000 in their annuity account to choose how they access the funds, giving them an option of receiving a lump-sum payment or an annual annuity; and The band’s drum technician, 33-yearold Scott Johnson who was pronounced dead at the scene, was working on the stage when the scaffolding and beams gave way. Three other workers in the area were injured. Ministry spokesperson Matt Blajer says the presence of multiple employers at the concert site complicated the case. He adds that safety guidelines for construction and industrial work within the live performance industry are being finalized by the ministry. “We will vigorously defend ourselves and we are confident that through this process, the facts will come to light and we will be exonerated,” Live Nation says in a statement. Fines for the companies could reach as high as $500,000 per convicted charge, Blajer notes. Cugliari faces a $25,000 fine or up to a year in prison if convicted.

FATALITY PROMPTS FINE TORONTO — A developer of condominiums and residences in Toronto was fined $125,000 after a worker fell while working on a balcony.

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• M ake employers responsible for assisting an injured worker’s return-to-work program. “This provides some recognition of the change in the cost of living for those individuals who are receiving compensation themselves,” says Parenteau. He adds that the administrative penalty can apply in cases such as a doctor failing to submit information in a timely manner, or an employer not filing the proper paperwork within the first five days of an injury. “We’ve taken the advice of workers and employers and improved the workers’ compensation system,” Labour Relations and Workplace Safety Minister Don Morgan says in a statement. “We have increased the maximum wage rate for new claimants, increased benefits for current claimants and introduced measures that support the transition back to work.” The ball started rolling on the changes in 2010 when the government struck a committee to review the workers’ compensation system. A report was submitted in December of 2011 and consultations were held with stakeholders all through last year. “There was pretty good buy-in from the community. People understand generally that this had been well-consulted,” Parenteau says, noting that the compensation overhaul was expected to carry a total cost of $85 million. The amendments are expected to come into effect on January 1, 2014. — By Greg Burchell

On August 28, 2012, workers employed by sub-contractor, Excel Masonry Inc., were installing limestones at the construction site owned by VHL Developments Inc. when one of the workers fell more than 2.4 metres from the scaffold and sustained a fatal head injury. The provincial labour ministry reported on June 5 its investigation revealed that the scaffold did not have a guardrail system to prevent access to the perimeter. VHL Developments Inc. pleaded guilty to failing, as a constructor, to ensure that every employer and worker performing work on the project complies with measures and procedures under section 26.3(1) of Ontario Regulation 213/91.

COURT HEARS SEX WORK SAFETY TORONTO — The country’s top court is debating whether or not the Criminal Code violates a sex worker’s right to a safe and secure work environment. Last year, the Ontario Court of Appeal struck down the ban on bawdy houses — otherwise known as brothel — arguing that it endangered sex workers who were forced to work on the streets. An appeal of the decision was filed and

the case went to the Supreme Court of Canada this June, where it was being debated at press time. “The prostitution laws violate human rights and threaten safety of sex workers of all genders in all sectors of the industry,” Emily Symons, chair of Prostitutes of Ottawa-Gatineau Work, Educate and Resist (POWER), says in a statement. “Criminalizing sex work directly or indirectly, or even criminalization of clients as they have done in Sweden, does nothing to stop it from happening, but rather puts sex workers in harm’s way.” In contrast, New Zealand decriminalized sex work in 2003, allowing sex workers to access police and human rights protection. It gives sex workers more control over their work conditions and allows them to take measures to protect themselves. “We’d like to see Canada do the same,” Symons adds. Concerns surrounding the safety of sex workers were raised last year before the Attorney General of Canada by three sex workers, including prominent Toronto-based retired dominatrix TerriJean Bedford and sex worker advocate Valerie Scott. “The respondents, former and current sex trade workers, challenged the

constitutional validity of S. 210 (keeping common bawdy houses) as it relates to prostitution, S. 212(1)(1) (living off the avails of prostitution), and S. 213(1)(c) (communicating for the purpose of prostitution) of the Criminal Code. The trial judge held that these provisions breach the respondent’s right to security of the person under S. 7 of the Charter of Rights and Freedoms,” notes information from the Supreme Court of Canada.” “It will be a chance for us to explain the direct, negative impact these laws have on the lives and working conditions of sex workers, and to invite participants to join us in calling for the removal of all prostitution laws, allowing sex workers to work in safety and dignity,” says POWER’s Fred Chabot who sits on the board of directors.

Dagenais,” Ornge spokesperson James MacDonald says. On May 31, a 33-year-old Sikorsky S76 helicopter crashed within approximately 850 metres of the takeoff site just after midnight as the crew departed for Attawapiskat to pick up a patient. Daryl Collins, lead investigator for the Transportation Safety Board of Canada (TSB), says he is conducting interviews at Ornge headquarters in Mississauga,

going over documentation with the company and gathering information relevant to the investigation which could take a year to complete. “We have completed our field phase of the investigation,” Collins says. “We have had a chance to listen to the cockpit voice recorder and the rest of the investigation is in a fact-finding phase right now.” This latest incident is one of several

FORKLIFT OPERATOR FINED NORTH BAY — A forklift operator was fined $2,000 for the improper operation of a forklift resulting in the injury of a young worker. On June 11, the Ontario Ministry of Labour found the worker guilty of operating equipment or working in a manner that endangered himself or other workers. The incident took place in August, 2010 when both workers were cleaning a drywall warehouse in North Bay, using a forklift to organize materials. The labour ministry says the young worker was walking behind the forklift as it was backing up. The young worker was struck by the forklift and sustained bone fractures and nerve damage. Last year, Rona Cashway was charged for failing to ensure that barriers, warning signs or other safeguards were in place to protect workers in an area where vehicular traffic may endanger a worker, and was fined $65,000.

AMBULANCE CRASH CLAIMS FOUR MOOSONEE — Against the backdrop of an ongoing investigation into a helicopter crash at Moosonee, Ontario, a memorial service to honour the four victims of an Ornge air ambulance was held at Toronto Police College on June 18. “At Ornge, we are all deeply saddened by the accident that claimed the lives of Captain Don Filliter, First Officer Jacques Dupuy, flight paramedic Chris Snowball and flight paramedic Dustin

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EXPANSION OF PRESUMPTIVE COVERAGE PROPOSED VAUGHAN — Firefighters in Ontario may see an expansion in their presumptive coverage if a private member’s bill calling for the inclusion of six additional types of cancers is passed. Vaughan MMP Steven Dul Duca presented his second private member’s bill, Workplace Safety and Insurance Amendment Act (Presumptions for Firefighters), 2013 in the Ontario legislature on May 30. If passed, the bill will amend the Act by adding testicular, breast, skin, multiple myeloma and lung and prostate cancer to the list of those presumed to be job-related for the purpose of WSIB benefits if they were diagnosed on or after January 1, 1980. “I am extremely proud to have brought forward a bill that supports those who risk their lives for our communities while in the line of duty,” Duca says in a statement from his office. A statement from the Ontario Professional Firefighters Association in Burlington says the proposed legislation will bring Ontario in line with the occupational disease coverage that exists for professional firefighters in other provinces. “Presumptive legislation is a matter of fairness for firefighters and our families, and we welcome legislation that strives to recognize more of the cancers that studies have linked to our profession,” says Mark McKinnon, a Toronto firefighter and president of the 11,000-member firefighters association. He adds that the bill reflects the reality that firefighters

are exposed to numerous toxic substances in the course of their duties and face higher risks for certain cancers. The proposed legislation builds on presumptive legislation passed in 2007 that deemed brain, bladder, kidney, ureter, esophageal and colorectal cancers, Non-Hodgkin’s lymphoma, leukemia, and heart injury within 24 hours after fighting a fire to be occupation-related. It also calls for the coverage for skin, lung and prostate cancers to be phased in at the beginning of 2014, 2015 and 2016 respectively. Christine Arnott, spokesperson for the Workplace Safety and Insurance Board in Toronto, says the decision of whether or not to expand presumptive legislation for firefighters rests with the government. She adds that the compensation board has taken steps to ensure the effective implementation of decisions under the current presumptive legislation, including establishing a dedicated team to adjudicate claims. All firefighter claims that are potentially allowable under the regulations have been reviewed going back to 1960. “The WSIB allows entitlement in cases meeting the requirements of the regulations and continues to investigate additional cases to determine entitlement,” Arnott says. She adds that the board works closely with the firefighters association to identify cases and bring forward new claims. — By Jean Lian

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dozen airborne accidents that have occurred since 2008 when a Sikorsky S76 medivac helicopter crashed at Temagami, Ontario, seriously injuring three of four occupants. Without the necessary light needed to recognize features of a landscape, pilots find themselves in a kind of “black hole,” leading them to perform what the board refers to as “controlled flight into terrain.” A report published by the TSB in the wake of the Temagami crash noted the Sikorsky S76 had been equipped with an enhanced ground proximity warning system (EGPWS) meant to assist pilots in conditions with little or no visibility. However, the EGPWS did not prevent the pilot from misjudging the distance between the helicopter and the ground. Collins says the Sikorsky S76 which crashed on May 31 did not have EGPWS and that Transport Canada does not require smaller aircraft to be equipped with the warning system.

WORKER FATALLY STRUCK BY BEAM OTTAWA — A steel fabricator in Ottawa was fined $75,000 after a worker was fatally struck by a beam. On June 4, 2012, two employees of Encore Steel were loading steel beams onto a truck at an industrial facility. After the truck was loaded, one of the workers climbed up onto the load of beams to help strap them down. The worker instructed his colleague to use a forklift to move a beam closer to the middle of the truck. However, the beam that was being moved slipped off the forks and struck the worker standing on the load, resulting in a fatal fall, the labour ministry reported on June 3. Encore Steel pleaded guilty to failing to ensure that materials were lifted, carried or moved in a way that did not endanger a worker.

REPORT ON HERBICIDE USE RELEASED PETERBOROUGH — An independent fact-finding panel formed by Ontario’s Ministry of Natural Resources in 2011 has released a report on how and under what circumstances 2,4,5-T herbicide was used from the 1950s to 1970s. Findings of the report, issued on June 13, indicate that the herbicide was used for weed and brush control during those decades by government ministries and agencies, notes a statement from the ministry. Exposure may have had potential health impacts on those workers who might have come into contact with 2,4,5-T. As a result, the government has established a phone line and a Workplace Safety and Insurance Board (WSIB) call-in line for past and present workers who might have concerns about any possible exposure. “The health and safety of our current and former employees of the Ontario Public Service and of all Ontarians, is vitally important. That’s why the WSIB is also reviewing the report as part of its work to adjudicate claims from workers who have health issues that may have been caused by workplace exposure to herbicides such as 2,4,5-T,” the statement notes.

worker fatality. Jean-François Morin, employed by Aluminum B. Bouchard Inc., was killed in October of 2012 when a platform operator accidentally moved the machine backwards instead of forwards, a CSST statement noted on May 2. The platform had been swung around the axle and there was nothing on the machine to warn workers that the controls would be reversed. Morin was pinned against a fence and succumbed to his injuries. The CSST says a security perimeter was not maintained while the platform was moving. It has also informed the Canadian Standards Association of its findings associated with drive control reversal on lifting platforms. The company could be fined up to $154,200.

FISHERMEN KILLED WHEN SHIP CAPSIZED TABUSINTAC — Three fishermen in the Maritimes were killed after their ship was dragged onto a sandbar and overturned. The body of 23-year-old Samuel-René Boutin was recovered from the shoreline near Tabusintac wharf on May 19, while the bodies of 32-year-old Alfred Rousselle and 35-year-old Ian Benoit were recovered a day later about five kilometres from where their ship went down. “What I sense and the pulse we got from the community was it was shocking for them to have the loss of three young fishermen,” says Corporal Guy Paul Larocque of the Acadian Peninsula RCMP. The Marie J fishing vessel was only a few

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kilometres from the shore when the New Brunswick RCMP says it capsized at about 5.30 am on May 18. “The vessel was coming into the gully, and a breaking wave picked up the vessel and pushed it sideways until it landed in the sandbar,” reports Pierre Murray, manager of regional operations for the Atlantic region with the Transportation Safety Board of Canada. Laroque says the search and rescue efforts were called off about 12 hours after the men were thrown overboard as the odds of finding anyone alive dwindled. The search involved air, ground and water teams from the RCMP, the Canadian Coast Guard, departments of national defence and fisheries and oceans, local volunteers and ground search and rescue teams from nearby communities. The water near the sandbar is only about a metre deep in many places, but the wind was gusting between 37 to 75 kilometres per hour and creating threeto four-metre swells at the time of the incident, Murray says. He adds that the investigation is expected to take about a year.

COURT OVERTURNS DISMISSAL HALIFAX — A decision from the Supreme Court of Nova Scotia has ruled in favour of a worker who refused to comply with his employer’s drug testing policy. A truck driver employed by the city’s transportation and public works department, which is part of Halifax Regional Municipality, was asked to submit a drug test after the supervisor allegedly smelled marijuana in the worker’s truck. The worker refused, but admitted to being a recreational user of the substance. He was terminated shortly afterwards for not co-operating with the city’s substance abuse prevention policy. The supreme court justice Gerald R.P. Moir ruled that there was not enough evidence to suggest the worker had used or been impaired while on the job, Moir noted in his decision on May 28. He concluded that the refusal to take a drug test was not a ground for termination. “There is no information the drug test could give the employer which could confirm whether the [worker] smoked

marijuana at work on [that day]. This finding was supported by evidence that marijuana smoked on the weekend could test positively on the work days that follow,” Moir argues. The worker was reinstated by the courts and is currently an employee with the city. The Canadian Union of Public Employees representing the worker says the employer still has the option to begin an appeal process. Halifax Regional Municipality has 25 days from the decision date to file an appeal. Brendan Elliott, senior communications advisor with the city of Halifax, says he is disappointed with the decision. “The city’s substance abuse policy does allow for drug testing and all employees are made aware of this when they are hired,” he contends. “It’s always about measuring risk and taking preventative action accordingly,” Elliott notes, adding that there is a strong emphasis on the policy among employees who hold safety-sensitive positions. “We should also note that at no time was this employee’s privacy infringed. The city sent him for a confidential sub-

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SAFETY INSPECTORS NEEDED: UNION LABRADOR CITY — The president of the union representing workers at a mine in Labrador City is calling on the provincial government to fill vacant oh&s inspector positions in the region. Ron Thomas, president of Local 5795 of the United Steelworkers union representing about 1,500 workers at the Iron Ore Company of Canada (IOC), cites dust collection and silica concerns at the mine and a new mining project as reasons to have workplace safety officers stationed in Labrador. “There’s definitely a need for it. Can you imagine a town with no cops?” Thomas questions, citing the rapid expansion in town and the Labrador City-based Alderon Iron Ore Corp. mine, which is expected to start production in 2015. Vanessa Colman-Sadd, director of communications for Service NL, says the department is aware of the union’s concerns. She confirms that two safety inspector positions in Labrador West — which encompasses Labrador City and neighbouring Wabush — have been vacant for about two years. “Service NL has gone through several unsuccessful rounds of recruitment to fill these positions,” Colman-Sadd reports. “However, we will be starting the process again soon to start recruitment to fill these positions.” Although Service NL has offices in St. John’s, Grand Falls-Windsor, Corner Brook and Wabush, officers — regardless of their physical locations — provide inspection services across the province, including regular inspectors in Labrador West. Service NL has 28 field staff positions comprising oh&s officers, industrial hygienists, an ergonomist, stance abuse assessment. The city would never know any details from what was said in that meeting,” Elliott stresses. “In good faith, we believed there was a safety risk.”

PROVINCE BEEFS UP SAFETY HALIFAX — Nova Scotia is beefing up workplace safety with the introduction of new health and safety regulations. A statement from the labour and advanced education ministry says the changes, which came into effect on June 12, include increased protection from falls on the job and improved safety for highway workers. Companies whose worksites pose the risk of falling from a height of more than three metres must show proof of adequate fall protection training. Road construction companies are also required to have hazard assessments and written safe-work procedures. “The province’s workplace safety record has been improving and many employers are working hard to do their part,” Labour and Advanced Education

an engineer and a radiation analyst. Colman-Sadd says the majority of the positions are based in St. John’s as they offer a provincial service. Thomas cites workload as an issue. “The officers that are doing the job today are doing a really good job, but I think they are overwhelmed with all the work that they’ve got to do.” He adds that the main safety concerns necessitating safety inspectors in the region revolve around old dust collectors at the IOC, which he says require remediation as they can pose silicosis and asbestosis hazards. Several months ago, the provincial government announced that it would conduct a study on the effects of silica dust on about 2,000 workers. “We have a brand new building put out there, an expansion that has no running water and any personnel would know that if you keep water on dust, it keeps it down,” Thomas says. “If you can’t clean up an area, you’re going to have piles of dust and that’s going to float in the air.” He adds that within the past couple of years, there have been two fatalities at the IOC. In December, the company was handed the highest penalty in the province — more than $350,000 — in connection with a worker’s fall from an engineered platform. In April of 2011, the IOC and a supervisor were charged in connection with the death of a worker at the mine. A contractor working for the company has been hired to install poles and related equipment for a new power line at the site when he came into contact with an energized power line. — By Jason Contant

Minister Frank Corbett says in the statement on June 11. “But everyone needs to do more.” Follow us on Twitter @OHSCanada Many of the preceding items are based on stories from our sister publication, canadian news,

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DISPATCHES

Truck with oversized load brought down bridge By Sabrina Nanji

n Alberta truck driver carrying an oversized load was cited in the collapse of a bridge south of the border. On the night of May 24, the trucker was driving along the Interstate-5 bridge running along the Skagit River in Washington State, near Mount Vernon when he reportedly struck the steel supports critical to the structural integrity of the bridge, causing it to collapse. Deborah Hersman, chairman of the National Trans portation Safety Board (NTSB) which is investigating the incident, reports that the truck — carrying a 40,000-pound shed — was overweight. The trucker had obtained an overhead permit to carry such a load from the Washington Department of Transportation. The height of the vehicle sat at 15 feet and nine inches on the overhead permit, while the height clearance for the bridge was approximately 14 and a half feet. However, that permit from the state transportation department does not guarantee height clearances. Further complicating the matter is the fact that the trucking company had hired a pilot car meant to proceed ahead of the truck and alert the driver should there be any upcoming obstructions on the road. But Hersman reported that an interview with the driver indicated that he did not receive any call from the pilot car on their two-way radio. Mullen Trucking, which owns the car operator in Calgary, says the company conducted an in ternal investigation and is cooperating fully with the NTSB’s investigation. Ed Scherbinski, Mullen’s vice-president of operations, says he is relieved that there were no serious injuries. The 41-year-old driver was unharmed. Three occupants in other cars travelling along the bridge at the time of the incident sustained minor injuries. Don Wilson, executive director of the Alberta Motor Transportation Association in Rocky View, Alberta, says the company has a clean safety record and that training drivers is inherent to the safe and smooth operations in the trucking industry. He adds that most companies like Mullen do not

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put new or inexperienced drivers on those runs. “They have been out there trucking in some form for many years.” A statement from the office of the governor of Washington, Jay Inslee, says the bridge is undergoing reconstruction. A temporary four-lane bridge will be installed to ferry traffic across the interstate highway at a reduced speed and capacity. The permanent bridge is expected to be ready this fall. Sabrina Nanji is editorial assistant of health and safety news (cohsn).

canadian occupational

Guilty of time off? Verdict: You are a workaholic By Jean Lian

aking a break from work is something that many of us eagerly look forward to. But for some people, going on vacation is nothing short of a guilt trip, according to a recent study out of the Florida State University in Tallahassee. The study, which looked at more than 400 employees in professional and administrative occupations, found that about 60 per cent of workers who identified themselves as workaholics feel guilty taking time off. While they may put in more effort than other workers, they also experienced higher tension and are more likely to view their co-workers as feeling entitled. They also report higher levels of frustration and exhaustion despite experiencing great job satisfaction and creativity. “We found that there is an optimal level of workaholism for job effectiveness and positive health,” Wayne Hochwarter, Jim Moran professor of business administration at Florida State’s College of Business, said in a statement on May 21. “However, when in excessively low or high ranges, both the company and the employee are likely to suffer.” Identified workaholics were divided into those who had access to resources such as personnel, rest, equipment and social support at work, and those who did not. Workaholics who had access to resources report experiencing the following emotions: • 40 per cent higher rate of job satisfaction; • 33 per cent lower rate of burnout;

• • • •

30 per cent higher rate of perceived job importance; 30 per cent lower rate of exclusion from others; 25 per cent higher rate of career fulfillment; and 20 per cent lower rate of work frustration. However, there are ways to channel workaholics to positive directions. Supervisors should meet with workaholics to determine what physical and social resources they need and help increase their accessibility to those resources in fair and reasonable ways, the study recommends. Although workaholics may often be perceived as individualists, most of them want to contribute to the company and achieve personal success. It also helps if managers have more realistic expectations as workaholics are often a company’s most productive employees. They also serve as a manager’s ‘go-to’ worker when an important project surfaces or a deadline looms. As a result, managers have a tendency to run workaholics into the ground, promising a future chance to recharge that often never happens. “Having realistic expectations that take into account both the work and the person doing the work is essential,” research associate Daniel Herrera with the university says. He cautions that ignoring the warning signs of burnout can lead to undesirable outcomes such as declining performance. “Given the volatility in today’s work environment, the ability to work hard, contribute long hours and demonstrate value is at a premium,” Herrera says. “Thus, workaholism will likely remain alive and well for years to come.”

Jean Lian is editor of

ohs canada.

Prevention week takes a bite out of dog attacks By Jason Contant

os Angeles is renowned for its abundance of sunshine, but it also takes the unwelcome designation of being the United States Postal Service’s (USPS) highest ranking city for dog attacks. As a prelude to National Dog Bite Prevention Week that ran from May 19 to 25, the USPS released its rankings for the 2012 fiscal year on May 15. Los Angeles took top spot with 69 attacks last year, followed by San Antonio, Texas and Seattle, Washington, with 42 apiece. The postal service reports that nearly 5,900 letter carriers were attacked by dogs in the United States last year. “If our letter carriers deem your loose dog to be a threat, you will be asked to pick up your mail at the post office un-

til it’s safe to deliver,” Ken Snavely, acting postmaster of Los Angeles, says in a statement. In situations where a dog roams the neighbourhood, Snavely points out that delivery to the owner’s neighbours could be curtailed as well. When letter carriers come to a customer’s door, pet owners are asked to keep their dogs in a separate room and close the door as some dogs have been known to jump through screen doors. Some Canadian jurisdictions also observe National Dog Bite Prevention Week. The City of Edmonton — in partnership with Canada Post, utility company EPCOR, the Edmonton Humane Society, Pitbulls for Life and Dogspaw, a facility for dog boarding and training — emphasized that dog ownership requires owners to be responsible for their pets at all times. The City of Edmonton recommends the following precautions be taken: • keep a dog on a leash when outside; • keep the dog controlled at all times, especially in designated off-leash areas, multiuse trails and around children; • don’t put the dog in situations where it might be prone to bite. Learn to recognize the warning signs that the dog might chase or attack another dog or person; • be conscientious of services workers who need to go onto somebody’s property; • get appropriate dog training from qualified trainers; and • know that a dog can chase or attack another dog or person regardless of its size. Dogs bite out of fear, to protect something, to establish their dominance or simply because they are in pain or injured. “If a dog is crouching, growling, baring teeth or circling you, it may be preparing for an attack,” a statement from the city notes. It adds that any sudden movements — particularly to the dog’s head — should be avoided. Jason Contant is managing editor of

ohs canada.

Attendance and feeling good goes hand in hand By Jean Lian

requenting a workplace wellness centre helps contribute to a greater sense of well-being, a new study published in the American Journal of Health Promotion finds. Employees who frequently use a workplace wellness center report an improvement in their overall quality-of-life, while those that use the center less often indicate no improvements in their physical quality-of-life — and even a decline in their mental quality-of-life. While previous studies have explored health-specific benefits of workplace wellness centers such as weight loss and

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fitness, other benefits associated with participating in these programs have not been well documented, a statement from Health Behavior News Service, part of the Centre for Advancing Health in Washington, D.C noted on May 8. “While fitness is a key domain of wellness, wellness is also relationships, spirituality, quality of life, nutrition, resiliency, stress management and financial well-being,” lead author Matthew Clark, professor of psychiatry and psychology at the Mayo Clinic in Scottsdale, Arizona, says in the statement. “To examine wellness, we need to include more domains than just fitness,” he adds. The study surveyed more than 1,100 members of employee wellness center. Participants, whose average age is 39, were grouped into low-, below-average-, above-average- and highfrequency users. Low-frequency users attended less than once every two weeks, while high-frequency users showed up two or three times a week. The percentage of above-average frequency users reporting a high physical quality-of-life increased 10 per cent in a follow-up one year later, compared to a 20 per cent hike among high-frequency users. There was no improvement in physical quality-of-life scores among those with low attendance, while the number of low-frequency users reporting a high mental quality of life decreased from 51 per cent to 35 per cent. The study says providing a wider range of features, such as those that reduce stress, can help improve the quality-of-life benefits of wellness programs. Adjusting one’s expectations can also cushion against disappointment and discouragement that arises when unrealistic expectations are not met. Understanding that motivation can fluctuate due to life circumstances also helps in moderating one’s expectations. “When life is super stressful, the motivation for wellness probably takes a big hit,” Clark says, noting the importance of not engaging in negative self-talk or beating oneself up over irregular attendance.

New flight training centre opens doors in Ontario By Sabrina Nanji

ome pilots based in Ontario will no longer have to travel far and wide to train for forest fire battles, fol lowing the establishment of an inaugural flight training centre in the province. On May 23, the Ministry of Natural Resources announced the establishment of a training centre for water bomber pilots in northern Ontario. “This new flight simulator and training centre in Sault Ste. Marie is the first of its kind in the province,” David Orazietti, Ontario’s minister of natural re-

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sources, says in a statement. The facility will house a simulator that mimics the sights, sound and motions of a CL-415 water bomber aircraft used by firefighters to douse forest fires. “It is equipped with one of the most advanced flight training devices available,” the statement notes. Providing pilots with hands-on experience and training close to home will enable them to better perform their duty when the situation calls for it. “By eliminating the need to send pilots out of the province for training, the centre will provide a long-term, cost-effective solution for managing forest fires,” the statements says, adding that it will recruit pilots and firefighters from other provinces. The CL-415 fleet is an amphibious, high-wing flying boat that uses integral tanks for water bombing. Typically, it would take the water bombers an average of four hours to be at the scene of the fire. The announcement came at the peak of forest fire season. Last year, there were a total of 1,619 forest fires in Ontario. Those who battle forest fires are exposed to risks associated with high-heat environments. WorkSafeBC, the workplace health and safety regulator in Richmond, British Columbia, notes that heat can cause exhaustion, stroke, cramps and sweating, among others. Donning personal heat protective clothing, staying hydrated, scheduling work to minimize heat exposure and acclimatizing workers by gradually exposing them to heat and demands of the job are among the safety precautions that can be taken. “Workers who are required to work in hot conditions must be adequately prepared to deal with heat stress. Outdoor work activity often increases during the hot summer months, particularly in construction, roofing, forestry, forest fire fighting, and road construction,” notes a heat stress health and safety tip sheet from WorkSafeBC. The tip sheet adds that workers exposed to hot environments must be trained on how to protect themselves from heat stress and recognize the early symptoms of heat stress in themselves and among their co-workers.

Manitoba’s seasonal farm workers get health care By Greg Burchell

exican and Caribbean workers participating in the federal Seasonal Agricultural Worker Program will soon receive healthcare coverage similar to other workers, the provincial government announced on May 15. “Our government recognizes the hard and physically de-

manding work done by seasonal agricultural workers and we have heard the challenges they have faced with accessing healthcare,” Christine Melnick, minister of immigration and multiculturalism, says in a statement. The minister adds that as Manitoba competes with other provinces to attract seasonal agricultural workers, “we’re changing our health coverage to be in line with that already offered in Saskatchewan.” The coverage for the 300 to 400 seasonal agricultural workers in the province will take effect this summer, meaning that the workers will no longer have to make out-of-pocket payments to a private insurer. Previously, only migrant workers on work permits longer than a year were eligible for healthcare coverage, which excluded seasonal workers. The United Food and Commercial Workers (UFCW) union commended the provincial government for its efforts. “Seasonal agricultural workers work hard to grow the food that Manitoba families enjoy and as taxpaying residents of Manitoba, they deserve the same public health care that other taxpayers already receive,” says Jeff Traeger, president of UFCW Local 832. The decision came just a day before the Canadian Council for Refugees issued a series of report cards rating the provinces and federal government on their treatment of migrant workers in the Temporary Foreign Worker Program. The report cards graded the 10 provinces in seven categories, namely legislative protection of workers; enforcement of employment standards and related legislation; access to permanent residence; welcoming migrant workers (settlement and support services); access to information for migrant workers; raising awareness of responsibilities among employers; and access to healthcare services. Manitoba was the highestranked province on the report card for raising awareness of responsibilities among employers and its settlement and support services. The report card adds that the province’s Worker Recruitment and Protection Act sets a precedence on improving migrant worker and sharing information with the federal government.

Treatment of mental injuries in the military goes high-tech By Sabrina Nanji and Greg Burchell

ilitary personnel struggling with mental health issues have something to smile about with the federal government’s announcement of two new

programs for soldiers suffering from combat-related mental health injuries. The announcement by Minister of National Defence Peter MacKay came on the heels of the Mental Health Week, which ran from May 6 to 12. The first program — Telemental Health Network — features a system of 90 desktop video conference stations which provide Canadian Forces members living in remote areas access to mental health professionals across Canada. “The network will help overcome the barriers of distance and travel time that many military members experience when seeking care,” MacKay said in a statement on May 6. He adds that the system offers diagnosis, counselling, consultation and education to soldiers suffering from mental health issues such as post-traumatic stress disorder (PTSD) and operational stress disorder. Access to these mental health services is also extended to the soldiers’ families. Trials of the network are underway and MacKay says it has been well accepted by clinicians and patients. The second program, the Virtual Reality Initiative Bravemind, helps soldiers suffering from PTSD deal with traumatic experiences in a safe and secure virtual reality environment. “It speaks to a younger demographic that has traditionally had a higher drop-off rate with traditional treatment,” MacKay notes. General Tom Lawson, chief of defence staff, says the changes will also help the families of soldiers. “We will continue to work with our partners in the civilian and professional sectors to care for our personnel, and all Canadians alike by reducing stigma or any other kind of barrier that prevents access to needed care.” The initiatives, developed with an additional $11.4 million to enhance mental health programs for military personnel and their families in 2012, brings the total mental health care spending up to $50 million annually. “Our government recognizes our duty to support those facing mental health challenges and the need to foster an environment that helps to increase awareness, reduce stigma and change behaviours and attitudes about mental health,” MacKay says. Dr. Suzane Renaud, president of the Ottawa-based Canadian Psychiatric Association, welcomes the new initiatives. “We hope it will continue to stimulate dialogue between government, health professionals, allied professionals and consumer organizations about what can be done to improve access to evidence-based mental health services and treatments for Canadians.” Sabrina Nanji is editorial assistant of canadian occupational health and safety news (cohsn); Greg Burchell is former assistant editor of cohsn.

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OUTSOURCING

THE

OVER IS

BY JEAN LIAN

Do the clothes on our backs leave blood on our hands? Hope has faded as the search for survivors came to an end some three weeks after a garment factory building in Savar, Bangladesh, collapsed on April 24, claiming more than 1,100 workers. Some of the photographs that have emerged depict images that are at once horrific and beautiful. Probably the most indelible image is the one showing a man and a woman in a final embrace, with half their contorted bodies buried in rubble. The surreal tranquility on the man’s face seems to suggest a post-mortem deliverance from the hardship of labouring long hours in a sweatshop. As the dust from the collapse begins to settle, international furor — spurred by moral outrage over corporate accountability — begins to stir. This workplace disaster not only resulted in a massive death toll, but also exposes the deplorable working conditions in many of these overseas factories producing garments for brand names, some of which are well-known in — and hail from — Canada. 22

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IMAGE: PAUL ZWOLAK

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CANADIAN TO CANADIAN Following the collapse of Rana Plaza which houses a factory producing goods for as many as 30 international apparel brands — including a small number of Joe Fresh apparel items for Loblaws Inc. — Loblaws chairman Galen Weston says in a statement that he is “troubled that despite a clear commitment to the highest standards of ethical sourcing, our company can still be part of such an unspeakable tragedy.” While several audits did not suggest a problem, their scope does not cover structural integrity. If they did, they might have discovered that several storeys were added onto the building illegally. On April 29, Loblaws joined other retailers and the Retail Council of Canada in an urgent meeting of its Responsible Trade Committee to address the situation. It also engaged the federal government and several organizations, including activist group the Maquila Solidarity Network and international audit companies, to look for potential solutions. The homegrown supermarket chain has offered compensation to the families of victims who worked for its supplier and signed the Accord on Fire and Building Safety in Bangladesh, a multi-stakeholder initiative that seeks to improve worker safety in the country’s garment industry. A new standard will also be developed to ensure that all of Loblaws’s control brand products are made in facilities that respect local construction and building codes. “This decision reflects our company’s pledge to stay in Bangladesh and underscores our firm belief that active collaboration by retail and manufacturing industries, government and non-governmental organizations, is critical to driving effective and lasting change in Bangladesh,” Julija Hunter, vice-president of public relations with Loblaw Companies Limited, says from Toronto. The company also pledged to put its own people on the ground in Bangladesh. “They will report directly to the company, Canadian to Canadian, reflecting Canadian values,” the statement adds. In spite of these moves, worker rights groups such as the Canadian Labour Congress (CLC) are scathing in its criticism of the supermarket chain and Canada’s foreign trade policy. Ken Georgetti, president of the CLC, charges that Canada has chosen to promote a five-fold increase of merchandise imports from Bangladesh since 2005 — now valued at $1.6 billion per year — and has remained silent on previous labour violations in that country. “There was no trade union in any of the four companies involved in the Bangladeshi factory,” Georgetti says. “They felt powerless to refuse company orders to re-enter the site after an initial evacuation, despite obvious signs of danger.” NEVER AGAIN While the incident may have served as a wake-up call for Loblaws to review and tighten the checks and balances in its supply chain, it has also highlighted the repercussions that global outsourcing can have on workplace safety, especially in countries that serve as popular sourcing destinations. On May 16, several workers were killed when the ceiling 24

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of Wing Star shoe factory in Phnom Penh, Cambodia caved in. Less than a week later, an external structure at the Top World Factory in the Cambodian capital collapsed, injuring some 23 workers, notes information from Better Factories Cambodia, an independent assessor of factory conditions in the country. If any good can possibly come out of incidents like these, it is the phenomenon called regulation by disaster, in which long term regulatory changes are brought about by the occurrence of horrific incidents. “My first thought was this might be one of those events,” says Dr. Kernaghan Webb, associate professor with the department of law and business at the Ted Rogers School of Management at Ryerson University in Toronto. “As sad as the situation is in Bangladesh, it’s an eye-opener to the public,” says Jim Wright, national representative of the United Food and Commercial Workers union in Toronto. “The fact of the matter is if you are manufacturing something at a very reduced cost, something has to suffer.” COUNTING PENNIES To better understand why countries such as Bangladesh, China and India are global outsourcing hotspots, one needs to look at the push factors that make manufacturers look overseas for cost-efficient locations. Bob Kirke, executive director of the Canadian Apparel Federation in Ottawa, says Canadian companies have a significant tariff advantage to source from Bangladesh. “The rate of duty on most clothing is 18 per cent and for Bangladesh, it is zero.” Add on to that low labour costs and the pull factor becomes stronger. However, low wages is only half the story. “There are many other additional costs that you incur because if you are operating in Bangladesh, there will be delays,” Kirke says, citing interruptions in delivery and other operational challenges. “They don’t have electricity two days in a week and they can’t run their dye houses.” Kevin Thomas, director of advocacy with the Maquila Solidarity Network in Toronto, is critical of this business model, commonly referred to as footloose production. “It’s the model in which a buyer feels they can pull production from one factory and move it to another overnight practically without any repercussions,” Thomas says, citing a lack of commitment to suppliers to ensure that they improve working conditions. “That kind of instability, the precarious nature of orders in this business really creates problems for any kind of sustainable improvements,” Thomas charges. “And what it sets up is a system in which suppliers compete for orders by offering the lowest price, the fastest turnaround time and knowing that if they don’t, another supplier or another country for that matter will take up that business.” Compounding the problem is the fact that many of the costs that these suppliers have are fixed. “They can’t change the cost of energy they are taking, they can’t change the cost of the textile, so what they do is drive down wages and cut corners on other issues like health and safety,” he argues.

Last November, a report by Clean Clothes Campaign, an alliance of organizations in 15 European countries that seeks to improve working conditions in the global garment and sportswear industries, described the safety record of the Bangladesh garment industry as “one of the worst in the world.” Between 2006 and 2009, 414 garment workers were killed in at least 213 factory fires. In 2010, 79 workers perished in 21 separately recorded incidents, notes the report, Hazardous Workplace: Making the Bangladesh Garment Industry Safe. Many of these factories are housed in substandard buildings with poor emergency procedures, overcrowded workplaces and inadequate and blocked fire exits. Workers, the majority of which are young women who remain the lowest paid garment workers in the world, have been killed while producing clothing for brands and retailers in Europe and North America. The rapid expansion of the industry has also led to the conversion of many buildings — built for other purposes — into factories, often without the required permits. Others, like Rana Plaza, have put up extra floors or increased machinery to levels beyond the safe capacity of the building, with many factories running round the clock to meet production targets. “The establishment of factories or the conversions of other buildings into garment factories has often been done as quickly and as cheaply as possible, resulting in widespread safety problems including faulty electrical circuits, unstable buildings, inadequate escape routes and unsafe equipment,” the report concludes. However hazardous many of these 4,000 garment factories might be, they provide a living for four million employees. The ready-made garment sector in Bangladesh has become the backbone of the country’s economy, exporting more than US$17 billion worth of clothing in 2011, notes the report by Clean Clothes Campaign. For Kirke, the million-dollar question is how can this growth so critical to a developing country be sustained without compromising worker safety? “We don’t want to kill the goose that lays the golden eggs,” he says. “But no one has signed up for a situation where you would be subject to an industrial calamity. So where do you need to take action along that continuum?”

try to non-governmental organizations — to converge and form a system that promotes workplace safety. Firstly, the incident in Bangladesh reveals the need to address the building integrity of suppliers’ production facilities, which had not been a significant part of safety codes or audit standards. Secondly, unaffiliated third-party organizations, such as independent consultants and worker groups, should be involved to point out non-compliance, procedural inadequacies or corruption that may be overlooked by a contract auditor or consultant. “That represents a whole other level of checks and balance,” Dr. Webb says. Thirdly, improving transparency and accountability by establishing a requirement for disclosure — which can include

Canadian companies have a significant tariff advantage to source from Bangladesh.

DOUBLE STANDARDS That is a big question with no easy answer. It will require several fronts — from the local government, workers and indus-

publishing on the retailer’s website the name and location of its supplier factories, audit results and how well the company is meeting the required health and safety standards — is another measure. “When you combine all these things together with a properly functioning regulatory regime, this contributes to the creation of a healthy, robust ecosystem that leads to better conditions for health and safety,” Dr. Webb suggests. “And that I believe would create the sort of accountability and pressure that would ultimately lead to improvements on the factory floor.” Thomas concurs. “You can bet that a company that is linked to a factory quite publicly will do its best to make sure their factories are safer. As long as it is hidden, invariably there are going to be problems.” In most cases, there is no requirement for companies to publicize their audit results. Nor does an established standard for auditors exist. “The quality of audits varies considerably,” Thomas suggests. “One problem that has clearly been identified about audits is that they are often either faked or bribed.” A case in point is the deadly fire that broke out in the Ali Enterprises garment factory in Karachi, Pakistan on September 11, 2012, which claimed an estimated 300 workers. Just a month before the blaze, RINA — a global certification body based in Genova, Italy — issued an SA8000 certification to the very same factory. SA8000 is an auditable certification standard that measures social compliance in workplaces across all industrial sectors. Social Accountability Accreditation Services (SAAS), a New York City-based accreditation agency that oversees the certification aspects of the SA8000 system, investigated the circumstances surrounding the certification of Ali Enterprises. In December of 2012, it was announced that a guidance document was being reviewed and would include consultations with multi-stakeholders. Thomas cites independence as a key challenge to ensuring the integrity of auditing practices. “The money that they [auditors] make comes from the company and so, there is a certain incentive not to rock the boat too much,” he suggests. “So you need workers to be able to speak out freely to correct

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problems on a day-to-day basis.” But before workers can point out safety violations on the factory floor, they must first be given a voice and freedom of association to organize and bargain collectively, Thomas stresses. This is why he regards the Accord on Fire and Building Safety in Bangladesh, which has already netted more than 40 signatories from major retail companies as of the end of May, as a major step forward. “It brings together a whole range of buyers so that each one of them on its own may not have the power to compel factories to improve standards but together, they represent a significant force both within factories and within Bangladesh,” Thomas notes. While no retailer should work in a silo, Adriana Villasenor, senior adviser with J.C. Williams Group in Toronto, thinks that a firm’s public image is the strongest incentive to prevent workplace accidents in vendor facilities. “All retailers are interested in having a good image and this kind of thing obviously hurt the image of retailers.” THE RIGHT PRICE “We underestimate the kind of power sometimes that these companies have when they go into a country like Bangladesh,” Thomas says. “If they represent such a huge part of that country’s exports, they have substantial power to make change. And I think where they have power, they have a responsibility to use it in a right way.” But Kirke cautions against prescribing a one-size-fits-all approach to remedying the oh&s challenges created by global outsourcing. Of the 150 companies in Canada that import from Bangladesh, many are smaller firms with a net worth of five to $10 million. “They have almost no influence over the factories in which they produce their goods,” Kirke contends. “If you ask a small company to do what H&M is doing, they won’t source in Bangladesh at all. They will just go to Cambodia or somewhere else.” While the bigger companies may have the clout to dictate terms to their suppliers and publicize details about them, many smaller importers will have a real problem if required to live up to the same level of transparency. Rather, companies should take incremental steps — whether on oh&s matters or other management oversight issues — and do it in a way that supports the production rather than undermine it. Retailers would also be well-advised to look at the bigger picture and encourage major brands and retailers to take health and safety considerations into account when pricing their goods. “They can’t keep bouncing around from factory to factory looking for the lowest cost,” Kirke says, adding that retailers should not expect their vendors to install new fire escapes and reinforce structural columns if they are not prepared to pay more. “You need to do both sides,” he notes. The race to the bottom is not a sustainable model but one that will create more workplace safety problems in the long

run. Thomas recommends that global buyers manage their production and commit to working with medium-grade factories that meet international standards. That also means paying a right price so that suppliers do not have to cut corners on things like wages or worker safety. “If a company has not adjusted its purchasing practices and not taking into account how they might impact worker rights at the shop floor level, then they are going to be responsible for what happens next,” Thomas cautions. PERKS AND PITFALLS The saying that the grass is always greener on the other side holds water not only in life, but also in business. In the search for competitive advantage, many companies have turned to developing countries that offer a lower cost of production or service delivery, in addition to other factors such as availability of resources, accessibility to target markets, the quality of work provided by the vendor, local regulations and culture. Perks aside, the stumbling blocks of operating in a foreign, albeit cost-efficient environment, are numerous. Take as an example Loblaws, which was thrown into a reel by the workplace calamity in Bangladesh — even though the workers at Rana Plaza are not technically employed by the company. The supermarket chain indicates that it has vendor standards which spell out the standard requirements to ensure that products are manufactured in a socially responsible way. Audits are conducted on a regular basis and Loblaws reports that it only works with those companies that pass the audits and commit to correction action plans addressing those concerns. “Since the inception of the Joe Fresh brand, we have worked tirelessly to ensure that we adhere to a high standard of social compliance and workplace policies whenever sourcing our products,” Hunter of Loblaws says. “However, like the industry at-large, those measures did not include testing the integrity of the building structure. Specific to Rana Plaza, the factory was one of many tenants inside the building complex and we understood that all of our manufacturing was done in a safe environment,” she adds. A statement in April from Worldwide Responsible Accredited Production (WRAP), a not-for-profit organization promoting ethical

The race to the bottom is not a sustainable model.

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and lawful practices in manufacturing facilities around the world, revealed that none of the five factories in Rana Plaza were certified by WRAP. One of the factories, New Wave Style Ltd., had been certified, but their first certificate expired in 2007 and was not renewed until 2011. An unannounced audit and follow-up conducted at the facility by a WRAP auditor last March found that the facility failed to maintain compliant practices. Their certification expired in October of 2012 and was not renewed as the factory failed to appropriately address the issues. The obstacles to enforcing oh&s standards in vendor facilities overseas lies not only in the geographical distance, but also the lack of a health and safety law that applies to foreign jurisdictions. While companies like Loblaws do not have direct legal liability for what happened to their supplier factories in Bangladesh, it is nevertheless difficult for them to evade moral responsibility, says Norm Keith, a lawyer with Fasken Martineau, DuMoulin LLP in Toronto. “The big concern is really are they treating those workers as if they were their neighbours or ignoring them if they don’t directly employ them in a contract in a different country with lower standards? Are they satisfied with their conscience?” That sense of camaraderie with overseas workers producing goods for brands like Joe Fresh is aptly described in a statement in May by Wayne Hanley, national president of Canada’s largest private sector union. “The products made by workers in the Rana Plaza were handled by United Food and Commercial Workers Canada members every day and we feel an especially strong connection to these workers and their families.” Thousands of the union’s members work at Loblaws selling many products, including Joe Fresh items which were once made at the now-defunct factory, the statement adds.

LEGAL LIABILITY Moral responsibility aside, Keith also points to the Corruption of Foreign Public Officials Act (CFPOA) as something that companies operating overseas should keep in mind. Under the Act, bribing foreign public officials to gain a commercial advantage is an indictable offence that can carry a jail term of up to five years. Using the recent incident in Bangladesh as an example, Keith explains the CFPOA means that Canadian companies and individual business leaders could be prosecuted in Canada if there is evidence to suggest that they knew or ought to have known that lower safety standards were used in another country and they were facilitated or allowed by a foreign public official who received some bribery advantage. The penalties of violating the Act have become tougher with the passing of Bill S-14, An Act to Amend the Corruption of Foreign Public Officials Act, on March 26. A legislative summary dated May 28 from the Library of Parliament notes that the maximum custodial sentence for offences under the CFPOA will be raised from five to fourteen years. Keith thinks the positive message coming out of the Rana Plaza collapse is that there is going to be more pressure for co-operation between countries to prevent similar occurrences. “There should be more international consensus on the importance of health and safety in the workplace,” he notes, stressing the need for an international convention that sets basic health and safety standards for workers. “Once you have got those in place, the local jurisdictions really need to enforce the laws. Beyond that, it is a foreign country.” Follow us on Twitter @OHSCanada

Jean Lian is editor of

ohs canada.

On the Side The Corruption of Foreign Public Officials Act (CFPOA) came into force in 1999 to meet Canada’s obligation under the Organization for Economic Co-operation and Development’s (OECD) Convention on Combating Bribery of Foreign Public Officials in International Business Transactions. The convention seeks to create a level playing field by removing corruption as a non-tariff barrier to trade. In a review of the CFPOA by members of the OECD working group on bribery in March of 2011, several objections were raised in relation to the limits placed on the Act’s jurisdictional reach, the lack of investigators to uncover such Acts and lax penalties imposed upon conviction. As a result, the report made recommendations to bring Canada into compliance. To date, three Canadian companies have been convicted under the CFPOA. One of them is Niko Resources Ltd, a publicly-traded company based in Calgary, which pleaded guilty to one count of bribery in June of 2011 and

was fined $9.5 million. According to a statement of facts, the company sought to influence through its subsidiary, Niko Bangladesh, the Bangladeshi State Minister for Energy and Mineral Resources to ensure that Niko was able to secure a gas purchase and sales agreement and that the company was dealt with fairly in relation to compensation claims following two blowouts in gas fields owned by the oil company. On January 7, 2005, an explosion occurred when Niko Bangladesh was conducting drilling operations in the Tengratila gas field in northeastern Bangladesh. Although no one was killed, it caused significant damage to the surrounding village. Barely five months later on June 24, a second explosion took place during the drilling of a relief well to seal off a gas leak caused by the first blowout. Source: Library of Parliament Legislative Summary, May 28, 2012.

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HYDRAULIC FRACTURING

BREAKING

NEW

GROUND BY WILLIAM M. GLENN

IMAGE: THINKSTOCK

ith most of the country’s conventional — and readily accessible — pools of oil and gas already drilled or under development, the extraction industry is turning to unconventional supplies trapped far below the surface in complex shale formations, tight sands or coal beds. Today, more than a dozen high-tech Canadian companies are tapping into these reserves using advanced hydraulic fracturing technologies, more commonly known as “fracking.” “Our members have been practising hydraulic fracturing in the gas and oil fields of Canada for more than 60 years,” says Mark Salkeld, president and chief executive officer of the Petroleum Services Association of Canada (PSAC) in Calgary. The association represents nearly 250 members in the upstream petroleum industry, including high-pressure pumping companies operating in the hydraulic fracturing sector in Canada. “We are very good at what we do and have become world leaders in developing this technology. A lot of our members are doing their own R&D, and these wells are their laboratories.”

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Typically, a well into one of these unconventional “plays” is drilled straight down, up to 3,000 metres deep, before the bit is turned horizontally to cut into the oil- or gas-bearing strata. Once the drilling is completed and the wellbore properly lined and cemented to prevent groundwater contamination, speciallyblended hydraulic fluids are pumped under high pressure into the well to fracture the bedrock far below. A “proppant,” usually sand, is forced into the resulting cracks to keep the fissures open and allow the gas or oil to flow out and back into the well. These hydrocarbons, together with some of the fracturing fluid and any geological saltwater liberated during the operation, are drawn under negative pressure back into the wellbore and up to the surface, notes information from Natural Resources Canada. Salkeld says made-in-Canada innovations — refinements to the multi-stage fracturing and horizontal drilling techniques used today — are providing “economical access to reserves that were previously out of our reach.” While fracking technology was used originally to stimulate oil wells, it has been adapted to coax natural gas — “a much more efficient and cleaner fuel,” Salkeld says — out of shale plays. However, when the price for natural gas tanked, PSAC’s members were well-positioned to go after oil again. “Today, some 70 per cent of wells drilled are drilled horizontally,” Salkeld estimates. AVANT-GARDE Canada’s gas-bearing shale gas beds stretch from the Yukon and Northwest Territories, down through northeastern British Columbia, across Alberta and Saskatchewan, and into southwestern Manitoba. Separate formations can be found in southwestern Ontario, through the St. Lawrence basin and into New Brunswick and Nova Scotia. While geological mapping continues, the Western Canada Sedimentary Basin appears to contain much of Canada’s proven unconventional reserves and has attracted the greatest interest to date. Innovative technologies for recovering these resources are being used to safeguard worker health while protecting the environment. “Our company’s liquid petroleum gas (LPG) process is a totally sealed system,” explains Bob Copeland, senior vice-president of GASFRAC Energy Services Inc. in Calgary. “There are absolutely no silica dusts or other emissions released in the well pad area.” GASFRAC’s proprietary LPG gel fracturing technology employs a mix of liquid propane and butane. That means no water is used — and no wastewater flows back after fracturing is complete. The liberated gas, together with the butane and propane, is piped directly to the client’s processing plant where the LPG components are recovered for reuse. Before fracturing, GASFRAC positions up to 20 lower exposure limit monitors in the “hot zone”

“

There is no grey area when it comes to safety. It’s either black or white.

around the well, together with closed circuit and infrared cameras. The company also conducts low-pressure leak tests using inert liquid nitrogen. Once the system is ready, all staff are cleared from the hot zone and the monitoring data is fed back to a dedicated safety trailer where an experienced operator oversees all the pressurized lines and equipment during fracturing. “We very rarely have a meter going off,” Copeland says. “But if one does, the operation is shut down immediately and everyone is evacuated to a pre-arranged assembly point off the lease site.” Two firefighters and two foremen are then masked up with hazmat gear and sent back in to investigate. “We have an extremely firm safety process, whether we are operating in the United States or Canada, we employ the same rigorous procedures,” Copeland stresses. “There is no grey area when it comes to safety. It’s either black or white.” SPRAIN STRAIN Generally speaking, the most common health and safety hazards on a fracking site are the same risks that one might expect to see on any oil and gas drilling rig. They include falls, sprains and strains, pinch injuries, temperature extremes, working long, exhausting hours and traffic accidents. “Sprains and strains accounted for over 30 per cent of the total number of injuries sustained by our employees in the past 18 months,” says Rod Kuntz, vicepresident of health, safety and environment for Calgary-based Calfrac Well Services (CWS). Founded in 1999 to supply fracturing and coiled tube services in western Canada, CWS has since expanded its multistage fracturing operations to unconventional oil and gas plays across North America and around the world. To mitigate manual handling risks, CWS provides detailed, hands-on manual lifting and handling training for all field employees, using the actual equipment they will be working with on the job. “This is a combination of teaching lifting techniques and providing a biometric/ergonomic understanding of how our employees’ bodies work and how best to perform manual tasks in the safest manner,” Kuntz says. Prior to each operation, the company also holds multiple job safety analysis sessions with the crews to identify and review all hazards and their respective control and mitigation measures. This year, CWS will complete the redesign and implementation of an integrated health, safety and environment management system. “Part of this implementation will include a complete review [and] technical risk assessments of all work tasks and processes,” Kuntz says. “This will en-

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“

Even at the lowest OEL, there is an excess risk of silicosis well above that for the general population. able us to focus efforts and continue to move closer to our goal of zero occupational injuries and illnesses.” STORM CLOUDS BREWING In addition to the more common strains, sprains and traffic accidents, non-conventional oil and gas operations also present some unique occupational challenges. Clouds of fine dust can exceed workplace standards for crystalline silica, while the air around the drilling pad may be contaminated with toxic air pollutants and carcinogens, including diesel exhaust, benzene, hydrogen sulphide, acid gases, metals, biocides and volatile organic compounds (VOCs). Hydraulic fracturing can also release radium and other naturally-occurring radioactive materials trapped in the bedrock; fugitive releases of natural gas can pose an explosive fire risk. In a paper published in the May, 2012 issue of Science of the Total Environment, Dr. Lisa McKenzie and her team from the Colorado School of Public Health monitored the gases released during fracking operations in Garfield County, Colorado, and extrapolated their potential health impacts on downwind residents. The highest exposures were measured during the flowback period that follows hydraulic fracturing, when the fracking and geologic fluids, liquid hydrocarbons and liberated natural gas are drawn back to the surface, collected and processed. While natural gas is composed primarily of methane, it also contains a rich mix of toxic and oft-times carcinogenic compounds, including benzene and ethylbenzene, xylene, alkanes and other aromatic hydrocarbons. Add to that the VOC emissions of dozens of trucks, pumps and diesel generators, and contaminant levels immediately downwind of the well pad in the study reached as high as 69 micrograms per cubic metre (μg/ m3) of benzene, 230 μg/m3 of ethylbenzene, 320 μg/ m3 of toluene, 880 μg/m3 of xylene, and 2,700 μg/m3 for various aliphatic hydrocarbons. Although samples were not taken in the workers’ breathing zone, these readings are well within permissible occupational exposure limits. While Dr. McKenzie says that the results cannot be extrapolated to workers because of differences between residential and worker exposure, short-term exposure to higher levels of these petroleum hydrocarbons can cause headaches and dizziness, irritate the eyes, nose and throat, and trigger asthmatic symptoms. Chronic

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exposure can be linked to various forms of leukemia, immunological and neurological effects, impaired lung function, and anemia and other blood disorders, Dr. McKenzie adds. The short-term health impacts are “driven principally by exposure to trimethylbenzenes, aliphatic hydrocarbons and xylenes, all of which have neurological and/or respiratory effects,” she concludes, while “benzene and ethylbenzene were the primary contributors to [the] cumulative cancer risk.” Dr. McKenzie recommends that those who are involved in fracking operations “improve the monitoring of air pollutants during completion and flowback activities, and that they capture and reduce fugitive releases through the use of low- or no-emission flowback tanks.” She also calls for additional exposure studies to be conducted to better understand the impacts of nonconventional gas development. SIZING UP SILICA By focusing on environmental exposures, the Colorado research likely underestimates the occupational risks involved. For example, a number of hazardous air pollutants one might expect to find in fracking operations were not measured in the study. These include formaldehyde, acetaldehyde, naphthalene, polycyclic hydrocarbons and, perhaps the biggest oversight, particulate matter. In most cases, hydraulic fracturing relies on large amounts of silica. This sand is trucked onto the site, unloaded and transferred by sand movers or on conveyer belts to hoppers, where it is blended with the hydraulic fracturing fluids and then injected under high pressure into the bore hole. At each stage in the loading or unloading and transfer process, clouds of very fine, respirable crystalline silica can be released into the air. Chronic exposure to excessive levels of this fine silica dust — or shorter term exposures to extremely high levels — can cause silicosis, an irreversible respiratory condition marked by shortness of breath, coughing, weakness and fatigue. While symptoms can take up to 20 years to fully manifest, higher levels can lead to disablement, respiratory failure and death in a much shorter timeframe, NIOSH reports. There is also strong evidence that crystalline silica is an occupational lung carcinogen and inhalation can cause chronic obstructive pulmonary disease, kidney disease and various autoimmune diseases. In 2010 and 2011, NIOSH conducted extensive air sampling at 11 hydraulic fracturing sites in Arkansas, Colorado, North Dakota, Pennsylvania and Texas. The results shocked most observers. Seventy-nine per cent of the samples exceeded NIOSH’s recommended exposure limit (REL) for crystalline silica, which is set at a 0.05 mg/m3. Almost one-third of samples, collected over the course of a full shift in the employee’s breathing zone, exceeded the NIOSH REL by more than ten-

fold. One sample was 137 times the REL. The occupational exposure limits (OELs) for silica in Canada vary by province, from a high of 0.1 mg/ m3 (averaged over an eight-hour workday and 40-hour work week) in Ontario, Quebec and New Brunswick, to 0.05 mg/m3 in Saskatchewan, to a low of 0.025 mg/ m3in British Columbia, Alberta, Manitoba, Nova Scotia, Prince Edward Island and Newfoundland. But even at the lowest OEL, there is an excess risk of silicosis well above that for the general population. To address the issue of silica exposure, Calfrac Well Services has conducted extensive quantitative air quality studies, improved its respiratory protection program and implemented significant engineering solutions to dramatically reduce the amount of respirable silica present at the work site. “Calfrac Well Services has also been working for some time on a completely new method of handling sand,” Kuntz reports. “Recent industrial hygiene air monitoring on a site equipped with the new handling system found there was no silica exposure risk on site, eliminating the need for respiratory personal protective equipment (PPE).” Until these mechanical handling systems become widely available, a lot of older equipment out in the field can be retrofitted. Points where dust may be released can be shrouded or enclosed, unused fill ports on sand movers should be capped, transfer belts may be replaced with screw augers and misting systems can knock down the dust in the air. In addition, operator cabs should be enclosed and equipped with HEPA filtration and air conditioning. A number of companies use alternative proppants, such as sintered bauxite, ceramics or resin-coated sand where feasible. And as a last resort, staff can be given the appropriate PPE. “Issues related to worker exposure to quartz silica have been raised by trade associations and in response, we have provided information and guidance on our website on safety procedures,” says Cameron MacGillivray, president and chief executive officer of Enform, the safety association for Canada’s upstream oil and gas sector. “We are also working collaboratively with stakeholders, regulators and other health and safety associations in Canada as well as the United States to develop and disseminate information on the handling of such products,” he adds. Enform has produced a detailed information bulletin that describes various exposure scenarios and recommended controls and PPE for each. It also suggests interim steps that can be taken immediately to minimize employee exposure until engineering and management controls can be developed. These measures include posting signage and limiting non-essential workers in potential exposure zones, providing the correct certified respirator based on exposure, implementing hygiene practices prior to eating, drinking or leaving the site, and cleaning silica-

contaminated trailers and other “enclosed worker congregation areas” using HEPA vacuum or wet-based cleaning methods. TOXIC FLUSH Silica is not the only dangerous compound in fracking fluids. Emma Lui, a water campaigner with The Council of Canadians — a citizen’s organization that focuses on clean water and other social and economic issues — says there are concerns over worker exposure to many of the toxic chemicals added to hydraulic fracturing fluids, as well as the wastewaters that are flushed back to the surface following fracking. “The industry says it is looking for less toxic alternatives, but we know you have to use certain biocides, surfactants, corrosion inhibitors, gelling agents and other chemicals to make the fracking process work,” Lui says. “We don’t know how successful they can be in reducing exposures.” Lui is also concerned that the federal government’s recent budget bill has dismantled the Hazardous Materials Information Review Commission (HMIRC), an arm’s length safety watchdog, which assessed compliance with the Workplace Hazardous Materials Information System and ensured that material safety data sheets (MSDSs) were complete and accurate. “The HMRIC played a really important role in educating workers about the safe and proper handling, storage, transportation and disposal of hazardous materials,” Lui

DANGEROUS MIX January 2013 A worker is guiding a sand truck into location at a gas fracking site when the truck slams into the rig mat, pushing it back and crushing the worker’s leg against the flange on the wellhead. January 2013 While disassembling a blowout prevention device attached to a wellhead, a young worker is overcome and falls sick following exposure to hydrogen sulphide gas. January 2013 A worker was attempting to tighten a connector on a high pressure flow line when the hammer union fails, releasing the gas and propelling a block of wood across the site, striking and seriously injuring another employee. December 2012 A water tanker truck veers off the roadway and into a ditch. The water tank breaks free and crushes the cab, killing the driver. Source: WorkSafeBC accident reports.

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says. “In 2011-2012, 90 per cent of the MSDSs the Commission reviewed were not in compliance.”

DRIVING FACTOR While strained shoulders and backs are considered to be the most likely cause of long-term disabilities, the driving process may well be the most likely activity to result in a fatality, says Rod Kuntz, vice-president of health, safety and environment for Calfrac Well Services in Calgary. The oil and gas fracking sector employs thousands of trucks of all sizes and descriptions, which travel tens of millions of kilometres every year — often at night and in foul weather. And with dozens of pumpers, fuel trucks and support vehicles on a typical fracking site, traffic safety is always an issue. The National Institute for Occupational Safety and Health (NIOSH) tracked fatalities in the oil and gas extraction sector in the United States from 2003 through 2009. It found that nearly half of all deaths could be attributed to highway motor vehicle crashes (29 per cent) or workers being struck by tools or equipment (22 per cent). These were followed by explosions (eight per cent), being caught in moving machinery (seven per cent) and falls to lower levels (six per cent). The statistical trends seem to hold true north of the border. In 2012, four oilfield workers in Alberta died in separate traffic accidents while travelling to or from worksites, accounting for 40 per cent of the fatalities in the sector last year. And in 2010, the oilfield trucking services sub-sector had the highest injury rate at 1.55 per 100 person-years worked — more than three-times the overall average for the upstream oil and gas sector in the province. According to data from NIOSH, about 60 per cent of vehicle accidents in the sector are single-vehicle incidents — striking stationary objects, roll-overs or jackknife accidents — and 40 per cent are multi-vehicle highway collisions. About half of all fatal accidents involved pickups or delivery trucks and in almost 40 per cent of cases, the worker killed was not wearing a seatbelt. To address these kinds of risks, Calfrac has implemented a comprehensive driver training and safety program, which includes competency certification on a variety of vehicle types and ongoing refresher training on defensive driving. “We also have a journey management program in place, which requires all supervisors to conduct trip and convoy planning, route selection, fatigue management, vehicle inspections and other measures to minimize the amount of driving and the hazards associated with the trip,” Kuntz says.

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REGULATORY ACTION While the federal government offers some general oversight, the primary responsibility for regulating the gas and oil sector lies with the individual provinces and territories. In the face of rising concerns over the environmental impacts of fracking, both the Energy Resources Conservation Board (ERCB) in Alberta and the Department of Energy and Mines in New Brunswick are revamping their regulatory regimes for unconventional gas and oil extraction. The ERCB has released a discussion paper setting out a new performance-based approvals process focused on specific outcomes in public safety, water protection, air quality, waste management, surface impacts [and] resource conservation. At the same time, New Brunswick has developed new rules for the oil and gas sector relating to water quality, wellbore integrity, wastewater management, air emissions, public safety and emergency planning. Both agencies will be soliciting public and stakeholder input in the months ahead. “Although I’m sure it could be argued that any regulatory change that enhances public safety would, by extension, also enhance worker safety, that is not one of the factors we specifically consider,” says ERCB media spokesperson Bob Curran. In the meantime, Alberta Human Services, which oversees occupational health and safety in the province, is reviewing its silica standard to determine current exposures (both in fracking and other sectors), reported health issues, compliance levels, and any issues with the current legislation and policy that need to be addressed. The oil and gas sector is also taking responsibility. To address local opposition to hydraulic fracturing operations, based primarily on purported environmental impacts such as water contamination and air pollution, PSAC announced its “Working Energy Commitment” program. To date, ten of Canada’s largest fracking service providers have signed on, and PSAC president and CEO Mark Salkeld expects the rest to follow shortly. “We’ve started with an overriding statement of principles — companies must operate safely and responsibly, they must meet or exceed all environmental standards, and so on,” Salkeld says. “Next, we are going to drill down and draft a formal code of conduct.” The code will outline standard practices for sound technical and environmental performance when fracturing a well and define mutual expectations for working with stakeholders, he adds. In the months ahead, PSAC will consult with local residents, land owners and elected officials to enhance the transparency in its members’ operations throughout Alberta, British Columbia and Saskatchewan and build greater public trust. “In the end, safety is going to be a prime factor in developing the code of conduct,” Salkeld says. “Our ultimate goal is to get everyone home at the end of the shift.” Follow us on Twitter @OHSCanada

William M. Glenn is a writer from Toronto.

For over 12 years, OHS CANADA has provided the opportunity for our readers to sample products and receive information from the worldâ&#x20AC;&#x2122;s leading manufacturers of health & safety products and services. Go to http://www.ohscanada.com/summer-of-safety/2013/ to see this yearâ&#x20AC;&#x2122;s participants.

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NANOTECHNOLOGY

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SMALL BY SAMUEL DUNSIGER

i s BIG

The increasing use of nanotechnology has created a wealth of opportunities for many industries. According to the Washington, D.C.-based Project on Emerging Nanotechnologies (PEN) — established in 2005 to address the possible risks associated with the advancement of nanotechnology — manufacturers have identified more than 1,300 consumer products containing nanomaterials that entered the global marketplace between 2006 and 2011. “The use of nanotechnology in consumer products continues to grow on a rapid and consistent basis,” David Rejeski, director of PEN said in a statement in March of 2011. “If the current trend continues, the number of products could reach 3,400 by 2020.” Nanotechnology is big and going places, but many questions have yet to be answered. What are the health effects associated with exposure to nanoparticles? And what measures can protect workers from particles that are too small to be seen by the naked eye?

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ori Sheremeta, spokesperson for the National Institute for Nanotechnology (NINT) in Edmonton, says nanomaterials are used in a wide range of products that include drugs, cosmetics, shampoos, integrated circuits, computer memory and pest control products. “We have used nanomaterials forever,” she says. One such example is gold and silver particles found in stained glass windows of medieval churches. “What we are seeing is the evolution of making the products we use better.” While research and scientific data surrounding the use of nanomaterials has increased, Sheremeta points out that much remains unknown about the possible health effects associated with exposure to nanomaterials, which can put factory workers, engineers and scientists at risk. She describes our understanding in this field as merely “the tip of the iceberg.” A study published in the European Respiratory Journal in August of 2009 reported that seven female employees of a printing factory in China where nanoparticles were reportedly used in paint fell ill within a 16-month period. From January of 2007 to April of 2008, the workers were admitted to hospital with a range of symptoms that included respiratory

“Fundamentally, it is all about small stuff.” problems, shortness of breath and pleural and pericardial effusion. Two of them subsequently died from respiratory failure, the study notes. “These cases arouse concern that long-term exposure to some nanoparticles without protective measures may be related to serious damage to human lungs,” notes the study conducted by a team of researchers led by Yuguo Song from the Occupational Disease and Clinical Toxicology Department at Chaoyang Hospital in Beijing. “It is impossible to remove nanoparticles that have penetrated the cell and lodged in the cytoplasm and caryoplasm of pulmonary epithelial cells, or that have aggregated around the red blood cell membrane. Effective protective methods appear to be extremely important in terms of protecting exposed workers from illness caused by nanoparticles,” the study concludes. However, it did not identify which nanoparticles were involved or how much was inhaled by the workers. “There are so many parameters that had to be included in the study,” says Srikath Nadadur, director of the Nanotechnology Environmental Health and Safety research program at the National Institute of Environmental Health Sciences (NIEHS) in North Carolina. The study also did not provide any data on the 36

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characterization of the nanoparticles used in this facility, or indicate if the nanoparticles or other chemicals used in the factory caused the reported ailments and fatalities. Nevertheless, Nadadur, who oversees the NIEHS Centers for Nanotechnology Health Implications Research consortium of more than a dozen researchers across the United States, says the fatalities at the printing factory in China are disturbing. Chuck Geraci, co-ordinator of the Nanotechnology Research Center with the National Institute for Occupational Safety and Health (NIOSH) in Cincinnati, concurs. “It caused a bit of a stir by implying there was a nanomaterial-based application in these fatalities.” While the actual presence of nanomaterials is unconfirmed, Geraci points out that it was nevertheless a “wake-up call” and that preventive measures are needed to protect those who work in nanotechnology-related sectors. SMALL STUFF Just what exactly is nanotechnology and how is it relevant to our daily lives? Nanotechnology, also called molecular manufacturing, is the engineering of functional systems at the molecular scale. As a branch of engineering that manipulates structures between one nanometer and 100 nanometers in size, nanotechnology has applications across a swath of industries that include chemistry, biology, aerospace and materials science. Sheremeta describes nanotechnology as the ability to see, manipulate and understand matter at the nanoscale. To better understand how nanotechnology engineers new structures through controlling features on an infinitesimal scale, try visualizing the size of one nanometer, which is a billionth of a meter. “Fundamentally, it is all about small stuff,” she says. Dr. Greg Goss, professor with the Department of Biological Sciences at the University of Alberta in Edmonton and fellow of NINT, likens the use of nanotechnology to Lego bricks. “You build (materials) atom by atom, block by block,” he illustrates. “When you get to really small scales, then you start to see unique properties like quantum effects,” which can include electrical conductivity. “You can put things together that were never together. It is a revolution in manufacturing.” In line with the PEN findings, recent strides made in nanotechnology are making researchers take notice.

“Nanotechnology is now a part of almost everything we use and consume,” says Don Ewert, vicepresident of field services for nanoTox Inc., an Austin, Texas-based company specializing in the safety and toxicology of nanomaterials. Ewert cites printing inks, coatings, flexible coverings, electronics, structural materials and filtration systems as among the nanotechnology-based consumer products. Geraci points out that many applications require nanomaterials to be manufactured in the workplace and companies are buying and using nanomaterials for incorporation into their products. “A company making laptop computer cases might develop an improved product that uses carbon nanofibers (CNFs) as an additive that makes the case much stronger and lighter,” he cites by way of example. But protecting those who work with nanotechnology, such as nanomaterial manufacturers and employees who integrate them into products, is easier said than done. “The biggest challenge is that we don’t understand the behavioural changes as size increases, and how they interact with and impact biological systems at different size ranges,” Sheremeta contends. “Understanding the complexity that we have unleashed is an enormous challenge.” The fact that nanoparticles are unimaginably small and invisible to the naked eye presents unique challenges, says Lloyd Tran, president of the International Association of Nanotechnology in Moffett Field, California. As such, expensive equipment like scanning electron microscopes is required to detect the presence of nanoparticles and examine them so that workers know what they are dealing with. HERE, THERE, EVERYWHERE The increasing use of nanomaterials across sectors means a greater potential for exposure, Ewert cautions. Handling nanomaterials during production and processing can put laboratory staff and technicians at risk. “During the production of nanoparticles, workers commonly interact with the equipment and systems that produce, collect and package these materials,” he observes. Some of the safety concerns relate to the manufacturing process of nanoparticles during which workers are potentially exposed to airborne nanoparticles, Tran adds. Consider Raymor Nanotech, a division of Raymor Industries Inc. in Boisbriand, Quebec, which manufactures carbon nanotubes (CNTs). “When nanoparticles are in powder form, they can be released into the air,” explains Jens Kroeger, director of

technology with Raymor Nanotech. They can also be released when the reactor is opened to harvest the nanoparticles, or when the reactor is being cleaned and maintained. “Any worker involved in the making or using of nanomaterials has the potential for exposure,” Geraci cautions. Dispensing, packaging or unloading nanomaterials are among the tasks that heighten exposure risk. “The primary concern is the free or unbound particle and the primary pathway is [through] inhalation.” NEW LIGHT Recent research on nanotechnology and nanotoxicology — the study of the toxicity of nanoparticles — has shed some light on the harmful health effects associated with exposure to nanoparticles. Ewert says the scientific community has demonstrated that nanoscale materials can be 10 to 1,000 times more toxic than their parent bulk material. “The size of the particle allows it to enter into the deep lung where it isn’t expelled as easily,” Ewert says. Sheremeta likens nanoparticles to chemicals. “Some chemicals are benign and some are toxic. It’s the same thing across the nanomaterial space.” For instance, recent animal studies from the NIOSH indicate that CNTs and CNFs may pose a respiratory hazard. “A number of research studies with rodents have shown adverse lung effects at relatively low-mass doses of CNTs and CNFs, including pulmonary inflammation and rapidly developing, persistent fibrosis,” a bulletin from the NIOSH noted in April. “Although it is not known whether similar adverse health effects occur in humans after exposure to CNTs and CNFs, the results from animal research studies indicate the need to minimize worker exposure.” A study published last May by the NIEHS NanoGo Consortium also found a link between inhalation of nanomaterials and lung inflammation. “This research provides further confirmation that nanomaterials have the potential to cause inflammation and injury to the lungs,” Kent Pinkerton, study co-author and director of the Center for Health and the Environment with the University of California in Davis, says in a statement. “Although small amounts of these materials in the lungs do not appear to produce injury, we still must remain vigilant in using care in the diverse applications of these materials.” Within Canada, NanoQuébec and the Institut de recherche Robert-Sauvé en santé et en sécurité du travail (IRSST) in Montreal are jointly investing $525,000 to fund three new research projects on worker exposure to engineered nanoparticles. “The three new studies will promote innovation and growth in the nanotechnology sector by fostering a better understanding of the risks involved in exposure to nanoparticles in work environments, and of the verification

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methods designed to avoid these risks,” a statement from the IRSST noted in April. “Some particles are more toxic when they are at the nanosize,” says IRSST researcher Claude Ostiguy. “For some nanofibres which are very bio-resistant, if you inhale them, your lungs can’t get rid of them.” And most health effects, which include cardiovascular and lung problems, are chronic, Ewert adds. Similar to the NIOSH and NIEHS findings, Ostiguy says CNTs in particular are most worrying among toxicologists. An IRSST study, Engineered Nanoparticles: Current Knowledge about OHS Risks and Prevention Measures — updated in July of 2010 — echoes the concern. “It should also be noted that at the present time, attention is particularly focused on CNTs which seem to show, in different animal studies, toxicity similar to that of asbestos and consequently causing great concern in the international scientific community, mainly relating to prevention.” However, researchers have reservations indicating which nanomaterials may be particularly harmful and which may not be. “It really is unfortunately dependent on the material,” explains Renzo Dalla Via, an occupational health and safety consultant in Brampton, Ontario. “Some of these materials are going to be water-soluble while some are bio-resistant, and may very

well linger in the body’s systems and accumulate,” he adds. What is certain is the need to reduce workers’ exposure, although nanoparticles are not likely to pose a risk once they have been integrated into products such as plastics or sunscreen. “It is when you are working with them in the factory that you have to be really careful,” Kroeger says. SPREADING THE WORD In recent years, efforts have been made to reduce the risk of exposure to nanomaterials by disseminating related occupational health and safety information and standards to employers, workers and safety professionals across sectors. After the International Organization for Standardization (ISO) published an international guideline on oh&s standards relating to nanotechnology in 2008, the Canadian Standards Association (CSA) Group determined that Canada needed its own standard and established the nanotechnology standards committee.

PRIORITIZING NANO-SAFETY As with any new technology, a greater understanding is needed on the health risks associated with nanomaterials. In view that workers in nanotechnology-related industries are at risk of being exposed to engineered materials with unique properties, the National Institute for Occupational Safety and Health (NIOSH) in Washington, D.C., has identified the following priorities when addressing knowledge gaps and developing strategies for using nanomaterials: 1. Toxicity and internal dose: Identify the characteristics of nanomaterials, like shape and size that contribute to its potential toxicity, and effects on the lungs and other organs. 2. Risk assessment: Examine the likelihood that exposureresponse data — human or animal — can be used to identify and assess potential occupational hazards, develop a framework for evaluating potential hazards and predict exposure risk. 3. Epidemiology and surveillance: Evaluate existing workplace studies where nanomaterials are used, identify knowledge gaps and integrate health and safety issues into existing hazard surveillance methods. 4. Engineering controls: Evaluate the effectiveness of controls in reducing occupational exposure, improve personal protective equipment, develop recommendations to reduce exposure and assess the effectiveness of alternative materials.

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5. Measurement methods: Evaluate the methods of measuring mass of particles in the air and determine if they can be used to measure nanomaterials, develop practical methods to accurately measure airborne nanomaterials in the workplace, and test evaluation systems to compare and validate sampling instruments. 6. Exposure assessment: Analyze factors that influence the production, dispersion, accumulation and re-entry of nanomaterials into the workplace. 7. Fire and explosion safety: Identify physical and chemical properties that contribute to dustiness, combustibility, flammability and conductivity of nanomaterials. Develop alternative work practices to reduce workplace nanoparticle exposure. 8. Recommendations and guidance: Recommend occupational health and safety practices while producing and using nanomaterials. Evaluate occupational exposure limits for mass-based airborne particles to ensure that precautionary measures are taken. 9. Communication and information: Develop partnerships to facilitate identification and sharing of research needs, approaches and results, and disseminate training materials to workers and safety professionals. 10. Applications: Identify and disseminate applications of nanotechnology to workers and safety professionals.

“It was recognized by the industry that there was a need for standards in nanotechnology as it evolved,” Dalla Via says. “The issue in the workplace is whether these new and different materials are presenting new or unforeseen hazards.” Last September, about 40 members from across sectors in Canada, including Dalla Via who chaired the committee, created the country’s first guideline on oh&s standards relating to nanotechnology. In 2009, the IRSST — along with NanoQuébec and the Commission de la santé et de la sécurité du travail — released a best practices guide on the safe handling of nanomaterials, which is currently being updated. “Good industrial hygiene practices are well-known and should work efficiently with nanoparticles,” Ostiguy notes. Good practices aside, prevention measures are developed based on the approximated risk. “Do companies correctly evaluate the nanoparticle’s toxic risks?” Ostiguy wonders. Amongst a host of precautionary measures that can be taken, he recommends controlling the potential for exposure to the lowest possible level by working with nanoparticles in suspension rather than in powder form, and in a closed vessel as opposed to an open reactor. At Raymor Nanotech, workers are trained to produce and handle CNTs in enclosed areas with negative pressure. “The ventilation systems suck air into these enclosed rooms to prevent leakage (of nanomaterials) out of these spaces,” Kroeger explains. The air is changed 15 times per hour in these rooms and the purged air is filtered with HEPA filters. Workers are also protected with hooded suits, gloves, masks with P100 filters and personal pumps that pump the air out of the mask. “Sometimes, you will need personal protective equipment,” Ostiguy suggests, adding that procedures may also need to be modified accordingly. “It’s just good sense. Nanoparticles can be controlled.” Geraci advises employers who engage in nanotechnology conduct a hazard assessment of their processes and determine if current controls and practices are adequate, based on what is known about nanomaterials. “Are they adequately addressing the containment and control of a material that represents a respiratory hazard?” Simple devices such as glove bags, low flow cabinets and enclosures can also help minimize exposure, he adds. However, no human health effects reported from

workplaces can be directly attributed to nanomaterial exposures to date. “In some ways, this makes sense for several reasons,” Geraci says, noting that nanotechnology is still in the early stages of development. The new forms of materials it creates tend to be high value and the practices for using them are carefully controlled. “As more of these materials become more affordable and the applications increase in volume, good hazard assessment and risk management practices will need to be implemented,” Geraci notes. For Dalla Via, asking the right questions is the first step. This means looking into material safety data sheet requirements and assessing how workers might be exposed. “Is it a powder? Is it a liquid? Can it be inhaled? What happens when they enter the lung? Do they

“Some particles are more toxic when they are at the nanosize.” translocate to other organs, such as the brain? These are all valid questions and there aren’t many answers,” Dalla Via says. ON THE MARK In spite of the limited understanding of the behavior of nanomaterials and the associated risks, Dr. Goss is of the mind that our current knowledge of nanotechnology has increased by leaps and bounds over the years. “The explosion in the use of engineered nanomaterials as components in diverse consumer products, including children’s toys and as coating materials for food storage, has increased our concern to get clear understanding and scientific basis for potential health effects,” Nadudur says. He adds that this has led to an increased scientific inquiry and funding from the federal government. Consider studies conducted by institutions such as the IRSST and the NIEHS and NIOSH south of the border, in addition to the development of national and international standards by the CSA Group and the ISO respectively. “Society is starting to understand the effects of these particles on the body,” Dalla Via suggests. “Standards and protocols are being written. There is a ton of interactivity.” The challenge of all these developments is compiling the data and understanding it, Sheremeta notes. Dr. Goss believes that almost every industry is poised to use nanomaterials in the next five years. “It is a balancing act,” he says. “We accept some risks for rewards. We know there are risks of mid-level toxicity for some nanomaterials and we have to manage those risks to reap the benefits.” Follow us on Twitter @OHSCanada

Samuel Dunsiger is a writer in Toronto.

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SAFETY GEAR

HEARING PROTECTION

Hear today, hear tomorrow By Sabrina Nanji

ending an ear takes on a whole new meaning when it comes to hearing protection. Whether a worker finds himself toiling away on a noisy runway at an airport or assembling a car on the factory floor, safeguarding one’s ears can help prevent hearing loss. To ensure that workers are not only protected from noise, but are able to hear their surroundings, choosing the appropriate hearing protective device is key to striking a balance between the two. The industries that are traditionally The process considered noisy are the heavy industry and manufacturing sectors, says Bev of choosing Borst, 3M Canada’s technical service specialist in London, Ontario. She cites a hearing transportation, manufacturing, forestry, mining and construction as among protector the industries where hearing protection can be a is required.

daunting MAP IT OUT Before looking at certain safety gear task. such as earplugs and earmuffs, employers should first try to reduce noise levels at the source rather than going straight to the protective equipment, advises Emma Nicolson, an occupational health and safety specialist with the Canadian Centre for Occupational Health and Safety in Hamilton, Ontario. “Hearing protection is typically the last line of defence that we look for, so we encourage employers to look at your workplace and identify your noisy areas, so you can do sound mapping,” Nicolson says. She advises employers to go through their hierarchy of controls and try to eliminate the noise or isolate it. She cites the examples of putting in sound barriers or moving certain equipment to a different room. This is followed by reviewing administrative controls such as putting in a preventative maintenance schedule. “Maybe it’s just loose bolts on a machine that is causing it to vibrate and rattle. So we could tighten those up, then that eliminates the noise source,” she says. If employers determine that workers do require hearing protective gear after conducting an extensive survey to put in engineering and administrative controls, the next step is to assess the environment and conduct a hearing conservation program. Nicolson says that will include noise assessment, employee training and education, audiometric testing, maintenance, inspections and hearing protector selection. But the process of choosing a hearing protector can be a daunting task. The gear must comply with regulatory standards, be comfortable to wear and offer a first line of defence against noise exposure. Without a barrier, workers across in40

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dustries — especially those in construction, mining, military, manufacturing and oil and gas — face a number of risks. “But musicians and flight attendants can also be exposed to hazardous noise,” says Theresa Schulz, hearing conservation manager for Honeywell Safety Products in College Station, Texas, which manufactures Howard Leight hearing protection devices. “A good measure of whether a noise is potentially hazardous is whether you must raise your voice over the noise to talk to a person about an arm’s length away from you,” she suggests. Prolonged exposure to high noise levels over time can damage a worker’s hearing which, in some cases, can lead to hearing loss. Schulz adds that a loud bang or an explosion can be major enough to cause a concussion, inhibit balance or even cause a traumatic brain injury. TRICKLE-DOWN EFFECT The most common health hazard associated with noise exposure is hearing loss. But the side-effects of noise exposure also include stress, fatigue, tinnitus (a ringing in the ears) and interference with communication and speech. In fact, Nicolson reports that some studies have established a link between cardiovascular health and noise exposure, while other studies have cited psychological impact to be one of the effects resulting from constant exposure to noise. “If you’re working and not expecting a loud noise, you can jump, so it can have a trickle-down effect,” Nicolson says. “So it can impact your productivity and your performance.” It should therefore come as no surprise that once an employer has determined that hearing protection is required, they must choose the right equipment for the job — a task that is trickier than it looks. “You can’t make one recommendation,” Borst contends. “You should offer a selection that fits the worker, that is comfortable for the worker and that works with their other personal protective equipment.” Firstly, the worker’s environment must be evaluated to determine the type of equipment that suits the conditions of the workplace. For instance, if the job site is hot, an earplug would be a better option compared to an earmuff, which has a tendency to get warm after being worn for an extended period of time. Most hearing protective devices can be grouped into two modes: passive and active. While a passive hearing protection device does not have any electronics ingrained (think foam earplugs), an active device comes with electronic connections and can be used for communication or entertainment, such as listening to music. Borst suggests that a foam earplug or an earmuff with no electronics is probably the most popular hearing protection device out there. For those who want a connection to gadgets such as a radio or a cellphone, active devices are the way to go. “So no matter what noise there is or if they need to communicate,

LOOKING AHEAD

PHOTOS: CLOCKWISE FROM TOP TO BOTTOM - HONEYWELL SAFETY PRODUCTS; DENTEC SAFETY SPECIALISTS; 3M CANADA.

This is an exciting time for hearing protection as the Canadian Standards Association (CSA) is overhauling its literature on hearing protective devices, reports Dave Shanahan, a project manager with CSA Group in Toronto. “We have configured our whole noise control and hearing protection area,” he says, adding that the association has now grouped together noise control, noise and exposure measurement, audiometry, hearing assessment and hearing protection under one umbrella. “We’re updating our old tried-and-true standards, bringing them up to date with modern technology and products being offered that are in place today,” Shanahan says. For example, the CSA will be updating the Z94.2 standard — something which has not been done since the 1970s. Under the new standards, information on selection, care and use, and programs to eliminate noise exposure will be made available to employers. “That tells the employer how to assess the exposure, how to reduce exposure to noise and then on that basis, select [a device] given the nature of the noise, as well as the severity of the exposure,” Shanahan says. The changes are slated to be finalized in early 2014.

worn for longer periods of time. “The thing with earplugs is that they have to be worn consistently in order to be useful,” Nicolson stresses. “You have to make sure there are good hygiene practices,” she notes, citing reusable earplugs that need to be cleaned, maintained and stored properly because of the risk of infection. The downside to an earplug is that they are often used improperly. “The problem with an earplug is [that] 80 per cent of the people don’t take the time — even after they’re trained — to insert it properly,” Dente says. Some workers find earplugs uncomfortable as they have to be inserted into the ear canal, creating pressure in the ear canal and discomfort, he adds. For any hearing protection program, Dente recommends that a company offer a variety of styles: an earplug, an earmuff and an ear band.

APPLES AND ORANGES Compared to earplugs, earmuffs are significantly bigger and more visible. One advantage of this is that an employer, supervisor or inspector doing a walkthrough of a workplace can see almost immediately if employees are complying with safety codes and wearing the appropriate equipment. However, this also means that muffs tend to be heavier. As earmuffs raise the wearer’s body temperature after being there are options there for workers,” Borst says. worn for a period of time, they are not Claudio Dente, president of Dentec Safety Specialists in ideal in work environments that can beNewmarket, Ontario, says determining the right equipment come hot. for the right job also plays a vital role in that equipment’s Moreover, earmuffs are less comperformance. Once employers understand the amount of patible with personal protective gear noise they are dealing with and have done metric testing to — such as helmets, eye goggles, hard determine the average threshold limit value exposure level, hats and respiratory equipment, to Dente advises that “they should sit down with their supplier name a few — than earplugs. and safety committee to identify the most appropriate hearDente cautions that end users should ing protection for the environment.” ensure they do not overprotect themselves as that will curtail their ability to FOR AND AGAINST hear sounds in their surroundings and create As with most safety gear, ev- Earplugs (top) use low-pressure secondary dangers, such as not ery type of hearing protection foam for worker comfort, while being able to detect warning comes with pros and cons that earmuffs (right) offer a low signals or oncoming vehicles. must be considered before profile, behind-the-neck fit. A “So the problem with that making a selection — whether headset (bottom) allows workers is number one, they become that be an earplug, earmuff to communicate using isolated and number two is or semi-insert earplug, which two-way radio systems. that they can’t hear machinconsists of two plugs held over ery or equipment breaking,” the ends of the ear canal by a Dente notes. “If you can’t hear head band. a piece of equipment break, it Some employers may opt for dual could cause an injury to the person hearing protection such as an earor someone else.” muff and earplug combination, Dente One way to avoid the above scenario is to adds, citing a worker who is required assess the equipment’s noise reduction rating to wear a hard hat. (NRR) — an international standard rating system Nicolson says the advantages and derived from laboratory data independent of the drawbacks of hearing protection not only manufacturer. The NRR is expressed in A-weighthave a direct impact on worker safety, but ed decibels (dBA) and lets a user know the level of also on performance and productivity. The protection that the equipment provides from the noise inability to hear one’s surroundings and inin their surroundings. teract with colleagues makes communication As an example, the noise exposure limit in Ontario is in noisy workplaces a challenge, she cites by 85 dBA, meaning that a piece of hearing equipment must way of example. protect the worker for at least that level of sound. For their part, earplugs are convenient as they are porAnd when it comes to the price of hearing protective detable, small and usually disposable, allowing them to be vices, size does matter. Typically, the bigger the device, the www.ohscanada.com

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more expensive it will be. But it is important to note that in the grand scheme of safety gear, hearing protection runs at a comparatively low price. Schulz estimates that the most basic earplugs can go for pennies, while Dente says earmuffs can go for up to about $35 to $40. Certainly, there are products for everything in between. However, Dente says a site evaluation is the only way to determine exactly what equipment will best suit the job at hand. Spending more money does not necessarily translate into getting more bang for your buck. THE RIGHT FIT Custom-fit hearing protection is another option, but it tends to be expensive, Dente notes. One emerging area is Field Attenuation Estimation Systems (FAES), a program that is gaining traction amongst manufacturers and employers alike. Dave Shanahan, project manager with the Canadian Standards Association (CSA) Group in Toronto, says FAES uses real life scenarios to determine the most efficient form of hearing protection. The program allows for the assessment of individual hearing protection performance, developed in accordance with the amount of conservation a person is getting from the device. The attenuation ratings are then tested and taken to a laboratory, which emulates real work conditions. “Of course, it can’t emulate everything and so they have come up with this system for estimating the actual level of protection in a given work environment by certain people that do certain jobs,” Shanahan says. “FAES is a means by

which experts who do this sort of work can make an estimation of the actual level of protection that’s being realized by the wearer.” It is essential that each and every piece of hearing protective equipment complies with the regulations set out by the CSA Z94.2 standard, which is being updated for its next edition in early 2014, Shanahan adds. Another emerging trend is the 3M™ EARfit™ Validation System, which is a quantitative method of fit-testing earplugs, Borst reports. This fit-testing system involves the use of proprietary algorithms to analyze ear data to provide a personal attenuation rating and fit variability for individual workers. “It demonstrates that the person has the right level of protection for their noise levels,” she explains. “You don’t know how much protection your worker is getting unless you fittest them.” If results of the fit-test reveal that the protection they are getting is not adequate, “then you train, re-fit or switch to another style of earplug. It is a preventative measure to help prevent hearing loss because you are ensuring they have the right protection,” Borst explains. Whether or not an employee is working behind the engine of a jet or is constantly exposed to loud noises, adopting a comprehensive approach to protecting one’s auditory faculty will help ensure that one’s ability to hear the music of life does not get drowned out by the cacophony of work. Follow us on Twitter @OHSCanada

Sabrina Nanji is editorial assistant of

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ERGONOMICS

PARTICIPATORY ERGONOMICS

Change from Inside Out By Sabrina Nanji

hen it comes to health and safety at work, no one would have a better understanding of how to enhance a job site than the employees who work there. This cannot be more true for a textile plant in Ontario, which saved more than a quarter-of-a-million dollars after implementing a participatory ergonomics (PE) program. Unlike traditional ergonomics programs which engage a third-party professional ergonomist to evaluate the problem and implement solutions in the workplace, a PE program enlists workers, supervisors and managers from all levels of employment at a specific workplace to drive health and safety The problem changes. This approach maximizes the involvement of workers in identifying with the and correcting factors that negatively traditional affect their physical health, work conditions and productivity. According to an economic evaluation ergonomics performed by the Institute for Work and Health (IWH) in Toronto, the PE pro- approach is gram has proven to be beneficial to the the lack of bottom line of an Ontario manufacturing firm. Findings of the study, published context. in the May, 2013 issue of Applied Ergonomics, analyzed a PE program at the clothing manufacturer in southwestern Ontario that employed up to 295 workers. Over a four-year period, the company realized a net benefit of almost $295,000. Dr. Emile Tompa, an IWH scientist who led the study, says PE was worth the investment for both firms, considering that the ergonomics interventions were typically low-cost and low-tech. “Most of the costs were for ‘people time,’ rather

than tools and workstation changes,” Tompa adds. The study dates back to 2001 when the shirt manufacturer implemented a PE program using the process outlined in the how-to guide, Participative Ergonomic Blueprint, developed by the University of Waterloo. A worksite ergonomics change team was set up, which included management and union representatives from the plant, and two expert ergonomists not employed by the company. Team members were trained to use PE principles to identify jobs for improvement, assess the ergonomic risk factors and develop solutions. As a result, the team implemented ergonomics changes for 97 workers in 27 different types of jobs. Most of the changes, which ranged from equipment and workstation adjustments to process improvisations, were made by the plant’s mechanics and maintenance staff. Although numerous studies have been conducted on PE practices, few investigate the costs and benefits of these programs. Tompa says in a statement that the demand to have access to this kind of information is huge. “Resources are limited, so organizations want to know which health and safety alternatives provide the best value for their money.” POWER TO THE PEOPLE Participatory ergonomics is based on the premise that employees are in the best position to develop safety solutions that befits their work environment. By harnessing the experience and knowledge of frontline workers to address oh&s concerns — be that making minor adjustments to keyboards and desk chairs or modifying machinery and equipment — it builds upon the knowledge and the context expertise that the workers already possess. “I like to think of it as empowerment, engagement and harnessing of employees,” says David Antle, a researcher at McGill University in Montreal, Quebec. He has applied PE

BODY AND MIND While participatory ergonomics (PE) interventions can improve health outcomes, it can also generate benefits to the psychosocial aspects of a workplace. That includes boosting job satisfaction, improving design effectiveness at the workplace, inspiring confidence and competency, and reinforcing worker safety and performance, notes information from the Public Services Health and Safety Association (PSHSA). But there are always two sides of a coin as numerous obstacles can undermine this intervention. They include the lack of a clear mandate, budget and time constraints, lack of management support, perception of extra work for participants, conflicts with job duties, lack of worker participation or interest and an ineffective internal responsibility system. To help provide guidance, the PSHSA has developed

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the Employees Participating in Change (EPIC) program, designed specifically for Ontario’s healthcare and community care sector. Its purpose is to help employers adopt a PE approach to reduce musculoskeletal disorders and slip, trip and fall injuries. The EPIC Program is built on a PE framework that encourages the transfer of knowledge in injury prevention, and provides an organization with the necessary skill and ability to systematically assess and control musculoskeletal disorders and slips, trips and fall hazards. A proactive approach is critical to the program’s success as an organization considers facility design, physical demands and descriptions of job tasks, workplace assessment and prevention training.

theories at EWI Works, which develops customized ergonomic intervention programs for workplaces. “It is building upon knowledge that employees have, and building and respecting the value that they bring and the context expertise that they have,” he says. Antle points out that the problem with the traditional ergonomics approach is the lack of context. Workers rarely have an opportunity to provide input or offer solutions on the matter, but are often required to follow the instructions laid out by that ergonomist. “Particularly if that [ergonomist] is outside of the workplace, because there is no way that they can understand all the elements that make up the work,” Antle suggests. “What participatory ergonomics does is it changes the role of the ergonomist from being the be-all expert to being more of a facilitator.” Many PE programs are in the experimental phases, but case studies throughout the country have yielded interesting results. Research from Health and Safety Ontario indicates that a PE program enhances worker safety, job satisfaction, performance and competency, amongst others. “The key part of it is to have the worker — that person who knows his or her job well enough — to have an impact on the solutions that they need to work more safely,” says Dwayne Van Eerd, associate scientist with IWH who worked on the project. This approach allows workers and their knowledge of the job to aid in the quicker identification of both the hazards and solutions. “Increasing productivity is also a direct desire of participatory ergonomics, so you tend to get more productivity with less hazard or injury,” Van Eerd adds, citing reduced symptoms of musculoskeletal disorders, lower lost-time claims, decreased absenteeism due to illness and an upswing in productivity as among the benefits of a PE program. It also helps to boost morale and provides a sense of ownership — something that Dan Dubblestyne, health and safety global director at The Woodbridge Group, a foam manufacturing company in Mississauga, Ontario, observed as part of a study with the University of Waterloo. “It’s employee engagement and influence in its truest form. It’s getting everyone involved in ergonomic improvements, not just management,” Dubblestyne suggests. Apart from raising safety awareness on the plant’s floor, employee buy-in ensures that there is support for the changes made, as opposed to accepting whatever is given to them. “And that goes a long way and it just makes for better employee relations as well,” Dubblestyne adds.

suggests. “It is difficult to maintain the interest levels on a long term basis, especially when you have picked all the low hanging fruit.” Derek Morgan, regional consultant at the Public Services Health and Safety Association which runs the Employees Participating In Change (EPIC) program in Toronto, thinks that the ends justify those means. After implementing an EPIC program at a health care facility, he says he observed that training is a major influencing factor of a program’s success. “It takes a little a bit of time to develop that process internally,” Morgan advises, noting that maintaining the momentum and sustaining interest in the program is key. By engaging the frontline staff and harnessing their familiarity with work processes and the associated risks, “it improves the way that they work,” Morgan says. “On a much broader scale, it encourages that everyone is responsible to reduce risk within the organization as well.” Before a company determines if it should adopt a participatory approach to workplace ergonomics, the three Cs — commitment, capacity and competency — will serve as a good guide, advises Kathy Kawaja, consultant at Human Factors North in Toronto. “First of all, you need to think strategically,” Kawaja advises. “Get ready to be committed. You have got to have resources dedicated.” Follow us on Twitter @OHSCanada

Sabrina Nanji is editorial assistant of

ohs canada.

A LONG ROAD Although the overall outcome of PE programs is positive, the process is not without its kinks. It requires a high level of commitment from all levels of workers and significant internal resources to facilitate an overall cultural change. For example, a disconnect between management and workers can potentially derail the program. As workers themselves are the change agents, they must devote time to engage in PE programs on top of their day-to-day duties. As such, Dubblestyne advises employers to be prepared to invest the time and energy needed to maintain the program’s momentum, which will influence its outcome. However, keeping the momentum going may prove to be the most challenging task. “The concerns we still have in the end is that it is certainly difficult to sustain it,” Dubblestyne www.ohscanada.com

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SPECIAL REPORT

MENTAL INJURY

Moves to Mental Health By Kim Toews

s the Canadian Mental Health Association (CMHA) kicked off its 62nd annual Mental Health Week from May 6 to 12, the stresses of life and its impact on mental well-being are brought into focus once again. Peter Coleridge, national chief executive officer of CMHA, describes mental health as more than just the absence of mental illness. “It is a state of overall mental and physical health and well-being,” he said in a statement on May 6. However, maintaining good mental health in today’s hectic society can be a tall order. So to what extent is the workplace responsible for its employees’ mental health? It is widely accepted that the workplace can affect all aspects of health, but Mental is it really business owners’ responsibility to ensure that employees are workhealth injury ing in an environment that is psychologically safe? at work is The answer is becoming increasingly affirmative. In recent years, Canaincreasingly dian judges and arbitrators are making bolder statements related to businesses’ being viewed responsibilities toward protecting the mental health of their employees. Psyas a safety chological well-being in the workplace is a topic that Canadian corporations are issue. examining with interest and motivation. By definition, a psychologically safe workplace is one that strives to protect the mental health of its employees. Significant progress has been made in our workplaces to address physical safety, but more attention and action is needed to ensure psychological safety. RISING TIDE According to the Mental Health Commission of Canada (MHCC), one in five Canadians is experiencing a mental illness at any given time. This statistic indicates that a high proportion of men and women within their prime working years is affected by mental illness. Many of the problems associated with mental illness are directly related to the workplace. Mental health injury at work is increasingly being viewed as a safety issue that businesses can no longer ignore. In addition to the moral obligation of providing a psychologically safe environment are the legal implications related to mental injury at work. Information from the MHCC points to a rising tide of liability related to mental health injury in the workplace. Legal precedence has been set for workplaces to be held accountable for not providing an environment that is physically and psychologically safe. In recent years, increasing litigation has ruled in favour of the employee when it is determined that a 46

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workplace is not providing a mentally safe environment. In the last five years, there has been 700 per cent increase in court awarded settlements due to mental health injury. Workplaces are increasingly acknowledging that healthy, strong and resilient individuals may be brought to the brink of mental illness by the conditions of their work. Protecting and promoting the mental health of staff is increasingly being viewed as an employer’s moral and legal duty. Most adults spend the majority of their waking hours at work. An individual’s capacity to function as a productive, effective and socially connected employee is profoundly affected by one’s overall sense of mental well-being in the workplace. The factors that contribute to mental health problems in the workplace are varied. Stigma has far-reaching effects on those who suffer from mental illness and affects an individual’s capacity to reach out to others, including one’s manager. Too often, managers and colleagues misunderstand affected individuals and respond inappropriately. A lack of understanding of mental health problems or low mental health literacy is often the root cause of stigma. It has a profound effect on workplace culture and can lead to discriminatory actions that have a dehumanizing effect on afflicted individuals. Even the most resilient of individuals may experience mental distress when stress is excessive in the workplace. Factors that contribute to excessive work stress include high demands of work, low control over tasks, a lack of reward or acknowledgement of a job well-done, lack of equity or perceived fairness and a lack of support at work. STUMBLING BLOCKS The inability or outright refusal to accommodate those affected by mental illness also contributes to psychologically unsafe workplaces and exacerbates the difficulties in the recovery process of individuals who wish to return to their productive self. A general lack of support for affected individuals adds to the stress and misunderstanding of colleagues. Many toxic environments discourage feedback and opinions by staff. Given that individuals invest a great deal of their self-worth into their work persona, their well-being suffers when their opinion is discounted. Bullying is another factor that contributes in a very significant way to mental health problems as it has the potential to create a toxic work environment. Very often, victims report becoming anxious and depressed during and following this form of abuse. Sadly, the most common bullies identified in the workplace are managers, which is an extremely difficult problem for workplaces to acknowledge and eradicate. Often, the personality constructs of the bully are such that the individual is collegial when amongst other managers, creating a “Jekyll -and-Hyde” presentation. People with mental health problems are often the first to suffer in economic downturns and the last to benefit when

A GUIDING HAND To help employers develop a psychologically healthy workplace, the Mental Health Commission of Canada and Simon Fraser University created the Psychological Health and Safety: An Action Guide for Employer. The guide is based on a comprehensive implementation model, the P6 Framework, which describes the following components that assist in bringing about positive change: • Policy: Senior management promotes the need for adopting a Psychological Health and Safety Management System (PHSMS). An action team will be created, a champion identified and employees will be engaged by communicating the policy. • Planning: Collecting data to establish a baseline of functioning in relation to the mental health of the organization to measure the workplace’s readiness for change. • Promotion: Offering resources and training programs aimed at promoting mental health.

the economy improves. The economic recession in recent years has affected workplaces in both private and public sectors. Some people believe that the real impact on personal and professional lives has yet to be uncovered. Debt levels of Canadians have never been higher, resulting in increased stress levels for individuals, families and communities. TURNING THE TIDE In spite of the challenges, there are a number of steps that organizations can take to ensure that their workforce is employed in a psychologically safe environment. Research by the MHCC has led to the development of resources to help workplaces establish psychologically safe practices and environments. Insurance companies have taken proactive steps to offer workplaces evidence-based tools needed to create their own Psychological Health and Safety Management System (PHSMS). On January 16, a National Standard of Canada entitled Psychological Health and Safety in the Workplace — Prevention, Promotion and Guidance to Staged Implementation, was released. This voluntary standard — designed for use by small, medium and large organizations from all sectors — is the first of its kind and offers an opportunity for organizations to adopt its framework. If the goal is for employees to become more engaged and productive, providing a mentally healthy environment is critical. Businesses that promote the mental health of their staff will see improvements in productivity, recruitment, retention and decreased absenteeism. In short, taking measures to support the mental health of individuals will result in an engaged workforce and create economic spin-offs for the company. A company that takes measures to value the mental health of its workforce also gives rise to organizational excellence and integrity. This will help address the growing issue of an employer’s legal liability towards employee mental health and mitigates the risk of litigation against companies. PILLARS OF HEALTH The voluntary national Standard on Psychological Health and Safety identifies three main pillars of a PHSMS. Firstly, the environment must take steps to prevent mental

• Prevention: There are several ways in which workplaces may offer services designed to prevent mental health distress. An example of primary prevention would be a campaign that addresses the need to create a balance between work and home life. Secondary prevention relates to activities that assist individuals experiencing mental health problems. Managers would benefit from training on how to support these individuals. • Process: This stage requires honest and ongoing evaluation of the PHSMS. This will measure the short-term and long-term outcomes of the implemented changes. • Persistence: The success of a new practice, such as the implementation of a PHSMS, will increase when a workplace is persistent. This quality will create and support an organization of psychological safety. Supporting the champion of change with tools and regular contact is recommended.

injury. Secondly, it must promote the psychological health of its workforce. Once the gaps in safety are addressed, health promotion will reach further success. Finally, resolution of concerns related to psychological safety must take place. Buy-in from senior management is necessary in the successful establishment of a psychological health and safety management system. This commitment will offer the leadership essential for adopting psychologically safer practices in the workplace. The next step will involve gathering data to analyze current practices related to psychological safety. At this stage, the organization is establishing a baseline of their current state. Tools such as employee surveys help identify gaps in a firm’s ability to maintain a psychologically safe environment. A willingness to honestly assess its current state is critical. Reducing or eliminating hazards to the psychological health of staff will follow once the baseline has been established and meaningful actions for improving psychological support will be offered. They include accommodating staff with identified mental health needs, increasing the mental health literacy of staff through education, eradicating disrespectful practices of management and staff, and offering management training and anti-stigma campaigns. As with any new practice, measuring outcomes of the new practice is necessary to determine if the plan may be altered or improved upon. A psychological health and safety management system can be implemented with very little cost to organizations. Apart from making improvements to workers’ well-being, engagement, self-esteem and fulfillment, it is also beneficial to the bottom line and the integrity of a business. The release of Canada’s national standard on Psychological Health and Safety in the Workplace earlier this year is timely and progressive. The adoption of this standard will result in the advancement of the well-being of the workforce, as well as the advancement of the well-being of the workplace. Follow us on Twitter @OHSCanada

Kim Toews is a psychiatric nurse who is pursuing her Master’s in psychiatric nursing at Brandon University in Manitoba. She has 28 years of experience as a mental health professional and lives in Morris, Manitoba.

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ACCIDENT PREVENTION

INSECT STINGS

Pins and Needles HOT AND BOTHERED: As we get into the dog days of summer, outdoor workers not only have to contend with humid, sticky weather, but with stinging insects such as hornets, wasps and various ant species. Any worker who spends time outside can be at risk, whether that person be a farmer, forestry worker, landscaper, groundskeeper, gardener, painter, roofer, paver, construction worker, labourer or mechanic.

STING LIKE A BEE: Stinging insects have a stinger at the posterior end of their abdomen. They include honey bees, bumblebees, wasps, hornets, yellow jackets and certain species of ants like the fire, army and harvester ants, notes the Canadian Centre for Occupational Health and Safety (CCOHS) in Hamilton, Ontario. While each species may have its favourite type of nesting spot, in general, nesting places can be anywhere, some examples of which are as follow: • Inside hollow trees, walls or attics; • Nests that hang from branches or overhangs; • In shrubs, bushes, hedges or on tree limbs; • In rubber tires, crates or abandoned vehicles; • Under shrubs, logs, piles of rocks and other protected sites; and • Inside rodent burrows or holes in the ground.

DEADLY DOSE: The health effects of being stung by insects range from mild discomfort or pain to a lethal reaction for those who are allergic to the insect’s venom, notes the National Institute for Occupational Safety and Health (NIOSH) in Washington, D.C. Anaphylactic shock is the body’s severe allergic reaction to a bite or sting and requires immediate care. The CCOHS notes that symptoms of anaphylactic shock can appear immediately, within minutes or up to 30 minutes after being stung. Symptoms to watch for include the following: • Hives, itching and swelling in areas other than the sting site; • Swollen eyes and eyelids; • Wheezing; • Tightness in the chest and difficulty breathing; • Hoarse voice or swelling of the tongue; • Dizziness or sharp drop in blood pressure; and • Unconsciousness or cardiac arrest. Most people experience local effects like pain, swelling, itching and redness around the sting site; some will experience swelling in a larger area, not just beyond the immediate sting site. They may also experience a mild allergic reaction that can last a few days, such as hives or a sore and an uncomfortable feeling around the affected area, the CCOHS notes.

DÉJÀ VU: Although most deaths resulting from insect bites are caused by severe allergic reactions, some are triggered by the toxicity of the insect venom. Of those who suffer from a fatal reaction to a sting, half die within 30 minutes while threequarters perish within 45 minutes. For those who have suffered a severe reaction to an insect sting in the past, they will likely experience a similar or worse reaction if stung again. Doctors will prescribe a bee sting kit — a self-injectable syringe containing epinephrine — for people who are allergic so that they can carry it with them at all times. For individuals who are hypersensitive to stings, wearing a medical alert bracelet will enable first aiders to respond promptly and appropriately if the sting victim is unconscious. Employers should be notified if a worker, especially one who works outdoors, is allergic to insect stings. Co-workers should also be trained in emergency first aid, be aware of the signs of a severe reaction and know how to use the bee sting kit. 48

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TAKE HEED: There are many ways to avoid stinging insects. Health information website HealthLinkBC lists the following precautionary measures that can be taken: • Avoid wearing scented cosmetics, deodorants, hair sprays, lotions, aftershave and floral perfumes which may attract stinging insects; • Unfold and inspect any clothing that has been left outdoors before donning or taking it indoors; • Refrain from engaging in sudden or rapid movements, swatting and flailing the arms; and • Be cautious when working outdoors, especially in areas such as the woods, orchards, flower gardens, picnic areas or places that are in close proximity to trash containers or old buildings.

SWEET SCENT: Management of outdoor food sources is another consideration. For example, yellow jackets look for different types of food at different times of the year, the CCOHS notes. In spring, they require more protein for new larvae and may be more attracted to meat and pet food, while foods with high sugar content such as fruit, candy and soft drinks are appealing to yellow jackets in late summer.

BUDDY SYSTEM: If a worker is stung by a bee, wasp or hornet, the NIOSH recommends washing the site with soap and water, and having someone stay with the worker to ensure that he does not suffer from an allergic reaction. Do not squeeze or use tweezers to remove the stinger. Instead, wipe a gauze over the area or scrape a fingernail over it. Applying ice may also help reduce swelling. Refrain from scratching the wound as this may increase swelling, itching and the risk of infection.

BURNING SENSATION: Although ants are not usually associated with stings, there are several species with stingers that can injure a worker. One example is the European fire ant found on the west coast of British Columbia, southern Ontario and the Maritimes. Information from the British Columbia Ministry of Forests, Lands and Natural Resource Operations says these ants swarm rapidly and aggressively if disturbed, especially when it is warm and humid. Although the sting is not as painful as that of a wasp, many of these ants can sting one person multiple times. The ministry reports that a fire ant typically injects venom under the skin, creates a burning sensation for 30 minutes — hence the name fire ant — then itches for several days to a week.

POUND OF CURE: To prevent stings and bites from fire ants, the NIOSH advises workers to avoid disturbing or standing on or near ant mounds. Be careful when lifting items, including animal carcasses, off the ground and examine the area before starting work as fire ants may also be found on trees or in water. If a worker is stung or bitten by a fire ant, he or she should rub the ants off briskly as they will attach to the skin with their jaws, the NIOSH adds. Antihistamines may also help, although drowsiness may occur. A worker should be taken to an emergency medical facility immediately if a sting causes severe chest pain, nausea, loss of breath, severe sweating, slurred speech or serious swelling.

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Ottawa hosts safety summit for Chinese delegation By Jean Lian

he first Ontario, Canada-Guangdong China Occupational Health and Safety Summit 2013 was held in Ottawa from May 27 to 31. A delegation of 14 Chinese officials, comprising senior government officers and representatives from state-owned enterprises from the utilities and energy sectors, explored issues relating to occupational health and safety. Federal labour minister Lisa Raitt, Ontario’s labour minister Yasir Naqvi and Ottawa mayor Jim Watson met the delegation led by Tiansui Lin, vice-inspector from the Administration of Health and Safety from Guangdong province to learn about Canadian models and gain insight into oh&s management systems in Canada. A summary report by Willis College of Business, Health and Technology, which hosted the summit, says the genesis of this week-long event dates back to 2007 when the China Ministry of Health and Safety asked the college to organize a summit to learn about Ontario’s workplace health and safety system. In 2012, subject matter expert John Mihailov, president of Rogue Data, provided specific training on Canadian public policy and programs to 300 members of Guangdong’s oh&s administration staff. In addition to a brief overview by Minister Raitt on Canada’s safe work practices both nationally and internationally, the summit included a presentation by the Infrastructure Health and Safety Association, a review of the Canadian Standards Association standards by the Canadian Centre for Occupational Health and Safety and a half-day session by Workplace Safety and Prevention Services on programs and trends related to workplace safety in Ontario. While the public policy framework between China and Canada share many similarities, there are differences related to inspection, compliance and enforcement. One of the recurring themes at the summit was the challenge posed by occupational disease and disease prevention. Pneumoconiosis, chemical poisoning and workplace accidents were cited

as among the major workplace safety problems and key concerns among Chinese government officials. Rapid economic growth also creates significant risks as it makes it challenging for government policies and skills development programs to keep pace with the massive expansion in the number of workers and workplaces across Guangdong province. Competitive demands on price place pressure on manufacturers in Guangdong to loosen safety standards. The summit highlighted the need for both government and employers to strike a balance between quality products, safe work and best pricing. Like Canada, China has in place workplace safety systems, worker-management safety committees, regular health and safety inspections, oversight and supervision. There is also a prevailing safety culture that regards accidents as avoidable. Participants were introduced to positive examples of best practices and focused on how Canadian models might be emulated in workplaces throughout Guangdong, which is under great pressure from competitive domestic and global forces to relax its workplace safety standards, the report notes. There was also a preliminary examination of CSA CZ1000 standard for structuring oh&s systems for organizations. With an emphasis on prevention, highlights at the summit included developing policies, programs and tools to help address the needs of people, equipment, facilities and hazards through oh&s systems. Mining is one industry that has been identified as mutually important to both nations. Motor vehicle accidents in the construction sector is cited as another area of concern. The delegation has expressed interest in focusing on industryspecific practices and hazard management in Ontario’s mining industry in the next summit. Examining the specifics of vehicular accidents in the construction sector and exchanging lessons learned were also identified as collaborative projects for the future, the report concludes. Follow us on Twitter @OHSCanada

Jean Lian is editor of

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The delegation was received by Lisa Raitt, Minister of Labour for Canada. Minister Raitt provided a brief overview of Canada’s commitment to sharing ideas and practices on safe work, both nationally and internationally.

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TIME OUT

POETIC JUSTICE: There is artistic freedom and then

there is artistic freedom. When an art student in Alberta decided to decapitate a chicken with a knife and then pluck and clean it in the school’s cafeteria as part of a performance art project, other students were understandably shocked. Shortly after the performance was delivered, the teacher in charge of the class at the Alberta College of Art and Design in Calgary was fired, the National Post reported in May. The instructor, who had been with the school for 32 years, argued that it was unfair to punish him for what a student did and was reinstated not long after. The college says it hopes to develop clear policies around academic responsibility and artistic freedom.

and the employee’s Facebook friends said they were trashed. Taco Bell says it believes the incident was a prank and that it is investigating the actions of the employee from Ridgecrest, California. It was reported that the employee no longer works at Taco Bell and the shells, which had expired, were headed for the garbage. Bon appétit.

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TOO HAPPY: Sometimes, a well-intentioned message can go a little too far. The Brazilian health ministry was criticized for doing just that when it developed an online campaign aimed at raising awareness about sexually-transmitted infections and reducing prejudice against sex workers. The ministry was forced to drop its online campaign following a backlash on its title, “I’m happy being a prostitute,” BBC News reported in June. Critics charge that the campaign glorified prostitution, but the government says the message was being tested on the ministry’s website and was not meant to be published. The ministry says it will continue with the campaign, albeit with a new title: “Not ashamed of using a condom.”

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PARLIAMENTARY THRILLS: Everybody has come down with a case of the giggles at an inopportune time, but for Israel’s education minister, it happened in parliament during a proposed law against smuggling cell phones into prisons. Not exactly laughable material, but a reference to “penetration” in the text of his speech was too much for the minister to handle, sending him into a fit of laughter, Reuters reported on June 4. The minister, who is also a rabbi, briefly recovered but broke down again when the word came up in the text for the second time. He eventually went back to his seat, unable to read on. I guess you had to be there.

an unusual twist after planes were delayed at the MontrealTrudeau airport. The presence of a large numbers of worms that had gathered in the area attracted a flock of birds, the Toronto Sun reported on June 4. An airport spokesperson says intense bird activity on May 31 resulted in planes being delayed as falcons were released to scare the birds away. If unchecked, bird activity can pose a danger to planes landing and taking off. In 2009, a US Airways flight crashed in the Hudson River in New York after a flock of Canada geese were sucked into the engines of the plane.

a ticket for not wearing a seatbelt, but a 55-year-old armless man plans to do just that after he was pulled over by police in Saskatoon. The man, who drives a custom-fitted truck with his feet, was slapped with a $175 fine after officers discovered he could not put on a seatbelt, the Canadian Press reported in May. As a result of the fine, the man discovered that he has to get an updated exemption to the seatbelt law — something that was not in place 28 years ago when he lost his arms. While he argues that he does have a seatbelt exemption from the Saskatchewan government, the rules have since changed and he is required to carry special paperwork. Who says cops aren’t there when you need them?

OFFICER UP: A police officer in New York who tried to rescue a cat stuck in a tree ended up needing to be rescued himself. On May 13, the New York Police Department officer was urged by schoolchildren in the Oakland Gardens neighbourhood of Queens to rescue a stray cat when he became caught after trying to reach the cat which was playing hardto-get, the New York Post reported. Firefighters who arrived at the scene reportedly stood at the bottom of the tree and enjoyed the humour of the situation for a bit before putting up a ladder and extended an olive branch to the officer. FINE DINING: Horror stories involving food preparation

at fast foot outlets are nothing new, and social media sites are certainly not helping in keeping these stories low profile. Visitors to Taco Bell’s official Facebook page in early June were greeted with a photo of a young man licking a stack of shells, the Toronto Sun reported on June 3. It is not clear whether or not the shells were given to customers, but the restaurant

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UNWANTED DELIVERY: There is nothing like a little public shaming. In the Spanish town of Brunete, west of Madrid, the Telegraph reports that a postal campaign recruited volunteers to follow locals who do not clean up after their dogs and engage them in conversation with the intention of finding out the names of their canine friends. Armed with the information, details of the owners were tracked down through a registered pet database and boxes containing the dog excrement were couriered to the offending locals, complete with a warning note and the threat of a future fine. The campaign has so far proven to be a success, with 147 crappy deliveries being made as of June 5. A 70 per cent decline in dog waste in public places has since been reported. SIMPLY STUNNING: Of all the reasons to quit a job, one woman in London, England says she is simply too pretty to work. The 33-year-old former scientific researcher claims that she was constantly hounded for dates, was the target of romantic gifts and notes from men, and being subjected to hostility from jealous women. The psychological impact of going to work was so intense that she had to quit, The Huffington Post reported in May. The pretty lady, who has been unemployed for two years, lives with her parents who pay for her apartment, shopping and hairdressing bills. Follow us on Twitter @OHSCanada

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