May - June GVCA Journal - The Health & Safety Issue

VOLUME 10 • ISSUE 3

MAY // JUNE 2021

THE OFFICIAL PUBLICATION OF THE G RAND VALLEY CONSTRUCTION ASSOCIATION

THE

HEALTH &

SAFETY ISSUE

In this issue we look at the latest trends in health & safety, including the significance of health & safety management programs—like COR—for contractors, as well as the Ministry of Labour’s forthcoming safety strategy. Also, learn more about GVCA’s programs for HSEP and COR, and meet our facilitator!

+ PLUS GVCA EVENTS AND EDUCATION CALENDAR

LACBuilt #C

est. 52 19

CANADA’S MULTICRAFT CONSTRUCTION UNION Learn more at clac.ca

THE OFFICIAL PUBLICATION OF THE GRAND VALLEY CONSTRUCTION ASSOCIATION

www.gvca.org • @GVCANews

VOLUME 10 • ISSUE 3 MAY - JUNE 2021

THE

HEALTH &

SAFETY ISSUE

PUBLISHER Martha George EDITOR James Raiswell

CONTRIBUTORS Ted Dreyer

Paul Knowles

Craig Lesurf

Katherine Salis

Uyen Vu

LAYOUT & DESIGN Janet Day

14

18

25

25

FEATURES

DEPARTMENTS

14 OCS SURVEY: CONTRACTORS’ ATTITUDES ABOUT WORK VOLUMES FOR ’21 VARY

5

WELCOME

Messages from the Chair and the President

18 BUSINESS CASE FOR HSEP, COR CERTIFICATION HAS NEVER BEEN STRONGER

6

CRYSTAL BALL REPORT

Waterloo Region LTC Facilities Get 281 Additional Beds

7

SAFETY WEEK 2021

8

SAFETY

ADVERTISING SALES Lana Lang-Nagle lana@gvca.org

519-622-4822 x128 SUBSCRIPTION INQUIRIES & LETTERS

TO THE EDITOR

editor@gvca.org

GVCA Journal is published six times yearly by the Grand Valley Construction Association ©2021. All rights reserved.

Canadian Publications Mail: Product Sales Agreement #42259531; ISSN 2368-2930; in Canadian Periodical Index.

GVCA Journal subscription is a benefit of Grand Valley Construction Association membership and is included in membership fees.

Magazine Subscription: Canada $28/yr (incl. 13% HST).

US/International $32/yr (CDN).

Return undeliverable addresses to: Grand Valley Construction Association 25 Sheldon Drive, Cambridge, Ontario N1R 6R8

©2021 Grand Valley Construction Association. ll rights reserved. The contents of this publication A may not be reproduced by any means, in whole or in part without prior written consent of the publisher

21 BUILDING EFFECTIVE

STRATEGIES TO MANAGE

WORKER SAFETY 23 CPO REVEALS FRAMEWORK FOR NEXT H&S STRATEGY 25 EXAMINING THE LONG-TERM IMPACT OF ON-THE-JOB INJURIES 27 STATSCAN SURVEY: 21% OF CANADIANS SCREENED POSITIVE FOR MENTAL DISORDER DUE TO COVID-19 28

IWH STUDY: AT-WORK CANNABIS USE LINKED TO WORK FACTORS, INCLUDING SOME NOT EXPECTED

Sun Safety 10 FINANCIAL Is Smart PPE a Smart Investment?

13 LEGAL Why Did Adjudication Start with a Whimper?

30 GVCA EVENTS &

EDUCATION CALENDAR 30 ADVERTISERS’ INDEX

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

3

Building confidence together For over 90 years, the insurance professionals at Gallagher have partnered with our clients to help them navigate the evolving challenges of construction insurance and risk management.

Your success is our success.

Proud supporters of the GVCA. For more information go to ajg.com/ca or call 519.772.0972 © 2021 Arthur J. Gallagher & Co. | Arthur J. Gallagher Canada Limited Strassburger ad 7.125x4.675 GVCA print.pdf

C

M

Y

CM

MY

CY

CMY

K

4

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

1

2020-03-31

10:08 AM

WELCOME TO JOURNAL A MESSAGE FROM THE CHAIR

LET ME BUY YOU A BEER This August we are bringing back the annual GVCA Chairman’s barbeque.

Like many of you, the pandemic has given me occasion to consider the value of being together. Recently, my partners and I debated whether we should bring our lawyers and staff back to the office when the pandemic is over. Remote work has worked out better than we expected.

Some of my partners are convinced that we are more productive working from

A MESSAGE FROM THE PRESIDENT

home. I am not going to try and turn back the tide. Some degree of remote work is here to stay, at least for us. However, I have come to believe that being together is important. Every organization is the sum of its separate parts, and being apart tends to pull at its divisions. Trust and camaraderie are the connective tissue that bind organizations together. I

Edward (Ted) Dreyer

suspect that, over time, being apart will gradually wear away that connective tissue.

The GVCA, too, has been apart for too long. Join me this summer to help restore the connective tissue that binds our association. And if I am possibly overstating the importance of being together, at least there will be beer.

TAKE A MOMENT FOR MINDFULNESS One of the side-effects I’ve felt after a year of life under COVID is how fragmented my focus can be at times. Because I’m always on and always available, my mind is flitting back and forth between a hundred things all the time.

That’s not necessarily a good thing.

One of the things I think we all need to practice more often is mindfulness.

You’ve heard people speak about this a lot lately, and I’m here to tell you it’s not some new-age, “out there” approach to changing your mind. It’s simply the act of taking some time to stop thinking and worrying about all the things in front of you at a given moment, and just to focus your attention on the present moment.

Martha George, GSC

Sit quietly and comfortably for a few moments and be aware of the environment around you and the thoughts in your head.

Allow them to come and go, all while focusing on your breathing.

Why do this? Because it’s relaxing. It allows you to refocus your thoughts and your energy and strip away the chatter in your head that can take you away from the actions and the functions that really matter.

The great thing about taking time for mindfulness is that it doesn’t have to be time-consuming. A few moments scattered across your workday can help clear your mind of the clutter and make you a more productive and more focused person.

Give it a try.

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

5

CRYSTAL BALL REPORT

Crystal

Ball

PRE-BID REPORT

UNMATCHED CONSTRUCTION INTELLIGENCE

GVCA’s Crystal Ball Report is a unique and insightful member service. Updated daily by GVCA staff, the report tracks planned projects during the pre-bidding phases, following them from concept to design to prequalification, construction and completion.

Waterloo Region LTC Facilities Get 281 Additional Beds On March 18, the provincial government announced nearly $1 billion in funding for 80 long-term care projects across the province, including four projects in Waterloo Region.

The funding is part of the province’s plan to create 30,000 more LTC spaces over the next 10 years. Locally, • peopleCare (Kitchener) has been allocated 80 new spaces to create a 192-bed home through the construction of a new building in Kitchener.

• Trinity Village Care Centre has been allocated 60 new spaces. The project will result in a 210-bed home through the construction of a new building in Kitchener.

• Cambridge Country Manor has been allocated 33 new spaces. The project will involve renovations and an addition resulting in a 128-bed home in Cambridge.

•F airview Mennonite Homes has been allocated 108 new spaces.

This project will involve renovations and an addition resulting in a 192-bed home in Cambridge as part of a campus of care. The home will offer services to Francophone and Mennonite residents. The home is planning to operate a behavioural support unit.

In addition to modernizing the longterm care sector, these projects will help reduce waitlists and end hallway medicine. Province-wide, these investments also support key government priorities, including eliminating threeand four-bed ward rooms, creating campuses of care and providing new

RENT IT HERE.

spaces for Indigenous, Francophone and other cultural community residents.

“This historic expansion and modernization of long-term care by the provincial government will directly benefit Waterloo Region residents,” said Kitchener-Conestoga MPP Mike Harris.

“This announcement today will ensure that new and upgraded spaces in safe environments are soon available for those in our community that need them most.”

From the biggest machines to the smallest tools, all it takes is one call to Battlefield Equipment Rentals and it’s done.

1-800-RENT-CAT www.BattlefieldEquipment.ca

6

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

SAFETY WEEK 2021

By Craig Lesurf, chair of the League of Champions

Construction Health and Safety Week 2021 is being celebrated across North America between May 3 and 9 with a focus on fit for duty.

The theme this year is Be Present. Be Focused. Be Safe. The League of Champions, of which GVCA is a member, is encouraging our membership to plan virtual or on-site events to highlight health and safety initiatives and celebrate team and industry success.

In the past, Safety Week has been the perfect time for the industry to reconfirm their commitment to working safely, educating workers and demonstrating leadership. Pre-COVID, the League of Champions organized physical events with an open invitation to members to gather and support the movement. The pandemic did not allow the League the same opportunity in 2021, so we are eagerly anticipating Safety Week 2021.

The League of Champions, together with GVCA and several other leading associations, is designating the full month of May for safety focused activities – so we are all Fit for Duty.

Each week in May, there will be a focus on one category: May 3–9 May 10–16 May 17–23 May 24–30

Mental health Physical health Emotional health Competency

Note that May 3–9 Mental Health focus also coincides with the Canadian Mental Health Association – Mental Health Week #GetReal.

Learn more about Construction Health and Safety Week at www.constructionsafetyweek.com, and join the movement!

Check out the League of Champions at www.theloc.ca.

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

7

SAFETY

SUN SAFETY IN CANADA People who work outdoors are vulnerable to the sun’s rays. Exposure to ultraviolet radiation (UV) can cause sunburn, premature skin aging, eye damage and skin cancer. Skin cancer is the most common cancer in Canada and the rate continues to rise, yet it is one of the most preventable.

This infographic outlines ways employers can support outdoor workers, including the development of a sun safety policy, and tips to reduce the risk when working outside.

8

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

Editor’s note: this infographic was created by the Canadian Centre for Occupational Health and Safety. For more information, visit www.ccohs.ca.

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

9

FINANCIAL

IS SMART PPE AN

INVESTMENT?

Has your company considered the financial benefits of sound health and safety practices?

10

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

Health and safety trends

There are several ways to improve health and safety for employees, from policies and training that prevent accidents to ensuring workers have access to the best personal protective equipment (PPE).

Many of the current trends within the construction industry relate to worker safety, sustainability and technology that incorporates real-time collaborative systems. One such trend that aims to protect worker safety through the use of technology is smart PPE.

What is smart PPE?

Smart PPE is wearable technology such as eyewear, helmets, gloves and shoes equipped with sensors that monitor data and interact with the wearer in order to enhance safety and protection.

Personal protective gear is available in various forms. Some equipment is aimed at preventing accidents; others seek to reduce errors. Some smart protective equipment monitors the wearer’s health data including blood

pressure, steps walked, heart rate, blood oxygen levels and vital signs.

Smart helmets can detect impact, free falls, temperature, humidity and brightness. Some smart PPE is also equipped with GPS tracking to map workers’ locations on large or remote sites should injury occur when working alone.

Benefits of smart PPE

Most smart PPE is designed with the general purpose of protecting workers in real-time and proactively identifying errors in an effort to reduce the number and severity of accidents. When the data obtained is monitored, it can be analyzed and used for investigative purposes and in a preventative way to foresee any possible future concerns. This allows the employer to act accordingly to prevent accidents from happening.

In addition to better protection and worker safety, smart PPE improves productivity, performance and efficiency. Along with the sense of increased protection, comes happier,

CONTRACT REVIEW PROCUREMENT/TENDER DISPUTES CONSTRUCTION LIENS CONSTRUCTION LITIGATION/ADJUDICATION

Providing legal and business solutions for over 150 years 45 Erb Street East, Waterloo, ON | www.kwlaw.net | Tel: (519) 886-3340

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

11

cost savings stemming from the investment in smart PPE.

more motivated employees. This boosts employee performance and in turn helps workers feel confident in their work, which engages them more in the work they are performing.

• Lost hours worked, productivity losses, paid sick leave and potential legal fees are all examples of immediate costs associated with workplace accidents and injuries. The preventative nature of smart PPE could reduce these potential costs both immediately and in the long-term with the reduction of accidents occurring.

Financial costs

There are several factors to consider when weighing the pros and cons of upgrading from traditional to smart PPE. First, there is the cost of the investment in wearable technology. The cost of such equipment can vary significantly depending on the gear desired, as there are several options available now that the trend has gained traction. Your company can take a customized approach to the investment in smart PPE, utilizing the gear that best meets your workers’ needs.

• The investment in smart PPE could help to reduce the necessary long-term, recurring costs associated with worker safety such as insurance and WSIB remittances.

• Other financial benefits include improved profitability realized over time resulting from increased efficiency and productivity, and reduced errors.

Financial benefits

Keeping employees safe and happy is a common goal no matter what industry your business is in. It is important to keep abreast of technological advancement and industry standards when it comes to the protection of worker safety. There are many factors to consider before adopting new equipment advances, and the financial costs and benefits should not be overlooked in making this decision.

Written by Katherine Salis, CPA, CA of RLB LLP’s Construction Team. Contact her at 519-822-9933 or visit rlb.ca.

• Reduced employee turnover is another

It is important to consider the potential

INTEGRITY

factor to consider, as improved safety, comfort and engagement are benefits of smart PPE that could help attract and retain workers and reduce turnover costs over the long-term.

SERVICE

QUALITY

Delta Elevator is pleased to announce that it has received the Certificate of Recognition 2020 (COR™ 2020) from the Infrastructure Health & Safety Association (IHSA) www.aclsteel.ca 519.568.8822 2255 Shirley Drive Kitchener, ON, N2B 3X4

sales@delta-elevator.com

12

1-800-265-6348

www.delta-elevator.com

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

ISO 9001: 2015 Registered

LEGAL

WHY DID ADJUDICATION START WITH A WHIMPER? Here we are almost 18 months into the era of adjudication and there have been only 60 adjudications so far in Ontario.

Of those cases, more than half were in the residential sector.

To put that in perspective, more people have been appointed to act as adjudicators than there have been adjudications to date.

There is something of a parlour game going on amongst adjudicators about why the uptake for adjudication so far has been so low. Some have speculated that awareness of adjudication within the industry is too low. I suspect that is the main problem in the home renovation segment of the industry. Others have suggested that contractors and subcontractors are avoiding adjudication because they want to avoid damaging their relationships by going legal.

Call me a cynic, but I doubt that.

To me the obvious culprit is the transition provisions in the legislation. Most of the ICI work that has been done in Ontario since October 1, 2019, is pursuant to contracts and subcontracts that were grandfathered under the old rules and to which prompt payment and adjudication do not apply.

THE TWO-STEP TEST At the risk of oversimplifying, there is a two-step test to decide whether your contract or subcontract is grandfathered under the old rules.

The first step concerns the project as a whole: If a contract for the project you are working on was entered into before July 1, 2018, then prompt payment and adjudication do not apply to your work, period.

If you make it past step one, then go to step two: If the

contract between the contractor and the owner was entered before October 1, 2019, then, again, prompt payment and adjudication do not apply to your work.

If you are a subcontractor, then, arguably, there is a third step: If you are a subcontractor who is working, directly or indirectly, for a contractor who entered into its contract with the owner before October 1, 2019, then prompt payment and adjudication do not apply to your subcontract regardless of when your subcontract was signed.

There are some further nuances dealing with procurement dates and leasehold improvements, but, for most of you, the two or three step test is all you need to know.

BLAME THE ARCHITECT! In my view, the reason that we have seen so few adjudications in Ontario in the ICI sector so far has to do with step one of the test. Owners hire the architect or engineer to design ICI projects years before a contractor ever breaks ground. For most of the projects that have broken ground in the last 18 months, the architect or engineer was hired sometime before July 1, 2018, and the entire project is grandfathered under the old rules.

The industry fought a long time to get prompt payment legislation passed. Let’s hope 2021 is the year that they finally start to see the benefit of the legislation.

Ted Dreyer is a lawyer and adjudicator at Madorin, Snyder LLP in Kitchener. This article should not be relied on as legal advice.

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

13

FEATURE

OCS Survey:

Contractors’ Attitudes About Work Volumes For ’21 Vary

14

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

The annual survey of contractors’ attitudes prepared by the Ontario Construction Secretariat shows that companies see mixed fortunes in store for 2021.

Across Ontario, contractors’ attitudes about work volumes for the year ahead are varying considerably.

The latest edition of the Ontario Construction Secretariat’s (OCS’s) contractor survey shows that 41 percent of those surveyed say they expect work volumes to stay the same for 2021, while 29 percent expect to do more business, and 24 percent expect to do less business.

The survey includes input from 500 contractors in the non-residential sector—including union and non-union firms. OCS collected data for the survey between January 26 and February 12.

CONTRACTORS ARE OPTIMISTIC ABOUT THEIR PROSPECTS FOR THE COMING YEAR, HOWEVER THERE IS STILL A GREAT DEAL OF UNCERTAINTY / Katherine Jacobs

Top 3 Contractor Concerns

THE IMPACT OF SUPPLY CHAIN DISRUPTIONS

ECONOMIC IMPACT OF THE LATEST INDUSTRY SHUTDOWN

PROJECT DELAYS OR CANCELLATIONS CAUSED BY THE LATEST INDUSTRY SHUTDOWN

Top Contractor Concerns 4.9

Supply chain disruptions

4.9

Project delays or cancellations caused by the latest industry shutdown

4.9

Economic impact of the latest industry shutdown

4.7

Ensuring health and safety of workers and staff

4.7

How quickly your workers will be able to get the COVID-19 vaccine

4.5

Ability to get skilled labour for existing work

4.5

Maintaining productivity while meeting physical distancing requirements

4.3

The availability of new work in 2021

4.1

Business cash flow and/or debt

Q “How much of a concern are the following on a 7-point scale where 7 means a major concern, and 1 means not a concern at all?” (N=500)

Difficulty in Accessing Skilled Labour in 2021 Compared to Last Year “Contractors are optimistic about their while also addressing Ontario’s infraprospects for the coming year, however structure needs.” there is still a great deal of uncertainty,” Attitudes varied across regions. Most says OCS director of research, Katherine in the MORE in SAMEoptimistic were LESScontractorsDON’T Jacobs. “Government investment Eastern Region, 43 percent of whom DIFFICULT DIFFICULT KNOW infrastructure and shovel-ready projects said they expected to do more work “Thinking the availability of skilled labour to yourby firm in 2021, do you expect that accessing skilled labour will be more difficult or will allayofsome of that uncertainty inmore 2021.

A third of contractors in the less difficult compared to 2020, on a 7-point scale where 7 means much difficult, and 1 means much easier?” (N=500) creating immediate job opportunities Northern region expect more work

56% 15 % 25% 4%

Percentage of Contractors Employing Apprentices in 2021

UNION

78

54

%

%

NON-UNION Ted Dreyer

Be confident in the resolution of yourContractors dispute.

Employing Apprentices in Ontario Overall

Certified Adjudicator

Q “Does your firm employ apprentices?” (N=500)

edreyer@kw-law.com

Ted Dreyer has been certified by the Ontario Dispute Adjudication for Construction Contracts (ODACC) as an adjudicator for the purpose of the Construction Act.

2020 Serving Clients Throughout Ontario C O N S T R U C T I O N L I T I G AT I O N

|

C O R P O R AT E L A W

68

519-744-4491

%

61

%

226-339-3714

2021

55 King Street West, 6th Floor, Kitchener, Ontario

|

EMPLOYMENT AND HUMAN RIGHTS

|

A D J U D I C AT I O N

|

k w - l a w. c o m

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

15

in 2021, while 35 percent in the Southwestern region anticipate more work.

Sources of Work in 2021 PRIVATELY-WON/ SOLE-SOURCE

By comparison, 27 percent of Central region contractors expect to do less work in 2021, and 28 percent in the GTA expect to do less work. In last year’s survey, those regions’ contractors had the most optimistic outlooks. They are the only regions in this year’s survey where the number of contractors expecting less work in the year outnumbers those expecting more work.

The survey found that, for the most part, contractors’ sources of work in 2021 did not change since 2020. The only noteworthy change in the sources of work is that contractors are anticipating more work will be won privately or sole-sourced (55 percent) as opposed to work won through bidding (45 percent). In 2020 the forecasted split was 46 percent privately won/sole-sourced and 54 percent bidding.

NEW CONSTRUCTION

50%

71 %

55% 45

50%

%

BIDDING

INSIDE REGION

REPEAT CUSTOMERS

82%

29%

MAINTENANCE

18 %

NEW CUSTOMERS

OUTSIDE REGION

Q “Thinking about your work picture for 2021, what percentage of your work do you expect will be from each of the following?” (N=500)

Difficulty in Accessing Skilled Labour in 2021 Compared to Last Year

56% 15 % 25% 4% MORE DIFFICULT

SAME

LESS DIFFICULT

DON’T KNOW

“Thinking of the availability of skilled labour to your firm in 2021, do you expect that accessing skilled labour will be more difficult or less difficult compared to 2020, on a 7-point scale where 7 means much more difficult, and 1 means much easier?” (N=500)

Health & Safety Training Programs Implemented as a Result of the Pandemic As a result of the pandemic:

61

%

OF FIRMS PROVIDED SUPERVISORS WITH INCREASED HEALTH AND SAFETY TRAINING

69

%

PROVIDED WORKERS WITH INCREASED HEALTH AND SAFETY TRAINING

FOR ALL YOUR

ALUMINUM and GLAZING

Q “As a result of the pandemic, has your firm increased health and safety training programs for any of the following types of employees?” (N=250)

Impact of Coronavirus on Supply Chains CORONAVIRUS CONTRACTOR

SURVEY 1

(APRIL 22-29, 2020]

CORONAVIRUS CONTRACTOR

SURVEY 2

(MAY 11-15, 2020)

CORONAVIRUS CONTRACTOR

SURVEY 3

(JUNE 16-19, 2020)

CORONAVIRUS CONTRACTOR

SURVEY 4

(SEPTEMBER 8-18, 2020)

2021 CONTRACTOR

SURVEY

8%

26%

34%

9%

24%

43%

9%

26%

50%

30%

41%

6% 6%

20%

DON’T KNOW

519.650.5433

16

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

NEEDS

29% 23% 16% 23%

46% NO IMPACT AT ALL

LOW

www.tricountyglass.ca

27% MEDIUM

Q “How much of an impact is the coronavirus economic disruption currently having on your firm’s supply chains?” (N=500)

HIGH

“Thinking of the availability of skilled labour to your firm in 2021, do you expect that accessing skilled labour will be more difficult or less difficult compared to 2020, on a 7-point scale where 7 means much more difficult, and 1 means much easier?” (N=500)

Health & Safety Training Programs Implemented as a Result of the Pandemic As a result of the pandemic:

61

%

69

OF FIRMS PROVIDED SUPERVISORS WITH INCREASED HEALTH AND SAFETY TRAINING

%

PROVIDED WORKERS WITH INCREASED HEALTH AND SAFETY TRAINING

Q “As a result of the pandemic, has your firm increased health and safety training programs for any of the following types of employees?” (N=250)

Impact of Coronavirus on Supply Chains CORONAVIRUS CONTRACTOR

SURVEY 1

(APRIL 22-29, 2020]

CORONAVIRUS CONTRACTOR

SURVEY 2

(MAY 11-15, 2020)

CORONAVIRUS CONTRACTOR

SURVEY 3

(JUNE 16-19, 2020)

CORONAVIRUS CONTRACTOR

SURVEY 4

(SEPTEMBER 8-18, 2020)

2021 CONTRACTOR

SURVEY

8%

26%

34%

9%

24%

43%

9%

26%

50%

30%

41%

6% 6%

20%

DON’T KNOW

29% 23% 16% 23%

46% NO IMPACT AT ALL

LOW

27% MEDIUM

HIGH

Contractors also said they expect to do 82 percent of their work inside their regions and 18 percent outside their regions.

Asked about their principal concerns for the year ahead, contractors pointed to the ongoing impacts of the COVID-19 pandemic. Top on their lists of concerns were supply chain disruptions, project delays or cancellations caused by shutdowns relating to the pandemic, ensuring the health and safety of workers, and the economic impacts of the latest shutdown.

More than half (56 percent) of contractors anticipate having a harder time accessing skilled labour this year compared to 2020; 25 percent said they thought it would be less difficult.

Q “How much of an impact is the coronavirus economic disruption currently having on your firm’s supply chains?” (N=500)

Building Partnerships as a Mechanical Contractor in Bid Specification and Specializing in Design/Build since 1985

227 VICTORIA STREET, NEW HAMBURG, ONTARIO N3A 2K5 519-662-9900 www.dordanmech.com

Working together to ensure the growth and continuous improvement of our Health and Safety Management System.

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

17

FEATURE

BUSINESS CASE FOR

HSEP, COR CERTIFICATION HAS NEVER BEEN STRONGER

With so many elements of the Health and Safety Excellence Program and Certificate of Recognition program aligning with one another, and financial incentives aplenty in both, there’s no reason for companies not to consider bolstering their health and safety programs. GVCA can help.

There’s never been a better time for your company to join GVCA’s Health and Safety Excellence Program (HSEP) or Certificate of Recognition (COR) work groups, and the business case for upgrading your health and safety program has never been stronger.

Many companies, especially smaller ones, that haven’t gone down the road of joining the HSEP or signing on to become certified under the COR program expect that either requires a deep commitment of time and money, and that the outcome isn’t always worth the effort.

That couldn’t be further from the truth, say experts.

“It just makes good business sense for your company to become COR certified in this day and age,” says Paul Casey, vice president of programs & strategic development with the Infrastructure Health 18

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

and Safety Association (IHSA), the agency that administers COR in Ontario. “As COR becomes a condition of contract for more public purchasers, the certification unlocks doors to procurement opportunities. And now there’s also a financial incentive to take away any perceived barriers around the cost to complete the program.”

in HSEP, for example, pay between about 1.4 percent and 2 percent of a company’s WSIB premiums—per topic. Companies earn a minimum of $1,000 in premium rebates per completed topic to a maximum of 75 percent of their WSIB premiums, and up to a maximum of $50,000 per completed topic.

The Workplace Safety and Insurance Board (WSIB) administers the HSEP, and has worked with IHSA to stage the programs in such a way that they dovetail together strongly. In other words, work done to complete elements of HSEP can be counted toward the elements needed for COR certification. In fact, between about 80 to 90 percent of the elements required for COR can be developed through HSEP.

WSIB introduced HSEP as a replacement of sorts for the Safety Groups program in November 2019. Since then, about 300 companies have signed on to work in the program. HSEP is different from Safety Groups in a number of ways.

For one, it’s more flexible and more individualized than Safety Groups.

Where companies previously signed on for Safety Groups at the beginning of a calendar year, they can now slip into the program almost every month,

What’s more, there’s financial incentive to work on the programs. Elements completed

IT JUST MAKES GOOD BUSINESS SENSE FOR YOUR COMPANY TO BECOME COR CERTIFIED IN THIS DAY AND AGE. AS COR BECOMES A CONDITION OF CONTRACT FOR MORE PUBLIC PURCHASERS, THE CERTIFICATION UNLOCKS DOORS TO PROCUREMENT OPPORTUNITIES. / Paul Casey

and are awarded rebates for completed elements quarterly.

What’s more, success in the program is entirely dependent on a company’s own work, rather than the work of the group as a whole.

GVCA is a provider of training for HSEP and COR. Helping to deliver that service to members is Monica Szabo, a health and safety professional who has worked in the industry for more than 25 years (see bio). In addition to leading information and update sessions for members, Szabo also provides one-on-one coaching for companies to help them succeed.

“I’m here to coach organizations to make sure they succeed in their elements,” she

says. “I can provide them with templates to get them started, and help them shape those materials into documents that fit within their workplace cultures, help them develop achievable action plans, and give them ideas on developing successful evidence stories.”

“People always ask about the cost to participate in HSEP,” she adds. “My answer is that if you work at it, you’ll get more back in rebates than you’ll ever pay in fees, and I’m working right by your side to help you progress.”

Once your company completes elements of HSEP, it’s on its way to achieving COR certification—and COR is recognized as one of the standards recognized under the Ministry of Labour Training and Skills

EXPERTS FOR YOUR BUILDING ENVELOPE BUILT-UP ROOFING MODIFIED BITUMEN SINGLE-PLY MEMBRANE SUBGRADE MEMBRANES TRAFFIC COATING CONESTOGA ROOFING

COMMERCIAL, INDUSTRIAL, INSTITUTIONAL FLAT ROOFING TF:

1-888-518-7663 • conestogaroofing.com

CONESTOGA WATERPROOFING (a division of Conestoga Roofing)

COMMERCIAL, INDUSTRIAL ABOVE/BELOW GRADE WATERPROOFING T:

519-620-1515 • conestogawaterproofing.com

331 Sheldon Dr, Cambridge, ON N1T 1B1

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

19

Meet

Monica Szabo Monica Sazbo, the principal of Szabo Safety & Operations Solutions, is a senior health and safety professional who has successfully built and developed innovative and results-oriented health and safety programs for employers in Ontario.

She has experience in various industries including mining operations, wood industry, foam extrusion, metal fabrication, construction and municipal operations, and has successfully coached organizations to prepare health and safety programs that were ready for assessment by a third party.

Monica is a Registered Occupational Hygienist, a Canadian Registered Safety Professional and an ABIH/BCSP Certified Occupational Health and Safety Technologist. She is the past chair of the board of the Canadian Registered Safety Professionals and sits on the board of directors for Ontario Workplace Health Coalition.

Development’s Supporting Ontario’s Safe Employers (SOSE) program.

The government launched SOSE in mid-November 2019 as its long-anticipated accreditation program. Ongoing participation in SOSE earns companies rebates that can reach into the tens or even hundreds of thousands of dollars.

It also gives firms the right to say they’re one of the province’s safest employers.

“That’s an important distinction,” says Casey. “Think about how many companies in construction advertise about their great reputations and great work. SOSE participation is confirmation of that high standard by the provincial government.

It also shows potential workers that your firm is serious about health and safety, and given how tight labour markets are these days, that standing is proof positive of your commitment to your people.”

the reality is, it’s something that companies should aspire to,” adds Szabo. “The bonus for GVCA members is being able to work with like-minded companies to solve problems, and to draw on online resources and coaching from me to achieve your goals.”

“The way I look at it, most companies are already working on their COVID-19 policies and procedures, so why not earn rebates for that work through HSEP?” As the number of benefits to achieving HSEP, COR and SOSE increases, and the number of downsides stays at nil— there’s no penalty for failing to achieve an element—both Casey and Szabo say there’s no excuse for any company not to at least start their safety journeys.

“Those who succeed will have a competitive advantage over their peers,” says Casey.

“Working on either of these programs— HSEP and COR—is a commitment, but

NEW PERSPECTIVE: FROM PANDEMIC TO PERFORMANCE As a global leader in the commercial real estate (CRE) industry, Cushman & Wakefield offers clients a new perspective on COVID-19’s impact on CRE and beyond, preparing them for what’s next.

For more information, visit:

www.cushwakewr.com/insights

20

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

519.585.2200 www.cushwakewr.com

Cushman & Wakefield Waterloo Region Ltd., Brokerage

FEATURE

BUILDING EFFECTIVE STRATEGIES TO MANAGE WORKER SAFETY The best strategies for managing worker safety come from within a company and are embedded in the organization’s culture.

That was the key take-away from a webinar hosted on March 19 by the Ontario General Contractors Association (OGCA) as part of its Annual Leadership Conference. Presenting at the session were Joel Melloul of Melloul-Blamey Construction and current OGCA chair, past OGCA chair Raymondo Mollica of REMO General Contracting and Ontario’s Chief Prevention Officer Ron Kelusky. Ken Rayner, vice-president of customer relations for the Infrastructure Health and Safety Association (IHSA), moderated the discussion.

Melloul-Blamey Construction earned its Certificate of Recognition (COR) designation in 2013. Rayner asked what the company is doing now to ensure the ongoing safety of its workers.

Part of Melloul-Blamey’s success has been strong support for COR certification and a rigorous safety culture in general from the company’s management team, Melloul said. That means standing up and being open about the need for such programs and communicating with staff to understand what they’re experiencing and what they need to improve.

The company’s passion for health and safety wasn’t born out of a mandated

requirement, he explained. Rather it came from the organization’s core culture which has always been about looking out for one another, and treating everyone as family members.

“If you don’t have a strong corporate culture in place, I think it would be difficult to make a strong safety culture succeed,” said Melloul. “We had that culture, and we wanted to make investments in our operations to make sure everyone looked out for one another.”

Part of the reason for taking the plunge into the rigorous COR certification process was to demonstrate the company’s commitment to health and safety to its peers and its employees.

“We’ve taken a lot of small steps to get to where we are with COR and our LTI record,” Melloul said. “COR is now a planning tool for us for the year ahead.

We pick a subject and focus on that while also working on our elements. There’s always something we can work on.”

REMO has a much smaller workforce than Melloul-Blamey, and about a third of its

employees are family members. Mollica explained that his firm’s journey to COR certification is proof that a small general contractor can pull off the exercise, and that there is value to the certification for smaller companies.

“We struggled with the decision to pursue COR. We asked whether it was the right path for us, given our size, and whether we could afford the time and the cost to maintain it,” he said. “In retrospect, we were mistaken to doubt our need for it.”

COR has become an integral piece of REMO’s safety culture by placing an emphasis on communication in site safety and even productivity. It changed the notion of work on the company’s sites to one that was much more collective, rather than everyone-for-themselves.

Mollica admits it was a challenge to get to the certification, but now that it’s in place and being maintained, he says it was worth every penny.

“We noticed huge changes in behaviour: more cooperation, discussion and GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

21

Rayner asked Kelusky about the ways in which government is incenting businesses to do more with their health and safety programs. One of the keys that emerged from the Dean report, which also created the prevention office within the then Ministry of Labour, was the need to encourage employers to be better with their health and safety programs. That’s something that government has acted upon, Kelusky said.

The Supporting Ontario’s Safe Employers program, for example, is closely linked to occupational health and safety management programs like COR and with the Health and Safety Excellence Program (HSEP) from the Workplace Safety and Insurance Board.

A safe workplace is no accident.

It starts with strong leadership, comprehensive health and safety policies, and ongoing training.

Even then, accidents can happen.

Thankfully, our industryleading health and safety expertise means our clients are always prepared and never alone.

If you’re an employer, we’re the only call you need to make.

24 HOUR 416.420.0738

sherrardkuzz.com | 416.603.0700 | 24 Hour 416.420.0738 250 Yonge St #3300, Toronto, ON M5B 2L7 | @sherrardkuzz

22

interaction when it comes to safety.

Those were discussions that weren’t happening before.”

elevated our sites to much higher levels—for cleanliness, organization, even relations with subs.”

“We don’t even think about the cost or the energy needed to maintain COR,” Melloul added. “It’s the way we do business now. It’s the commitment we’ve made to care for our employees, and the commitment they’ve made to the company to show they care. It’s

The key, both men agreed, to the success of COR and health and safety strategies more generally lies in ownership of the strategy. Everyone in an organization has to see themselves as part of the strategy. That inclusion creates buy-in.

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

“As much as 90 percent of the requirements for COR are embedded in the 36 elements of the HSEP, meaning that companies can be paid thousands of dollars in premium rebates as they work toward their COR designation,” he said.

“What’s more, for those companies that earned COR 2014 and need to transition to COR 2020, they can take those five additional modules through HSEP and again earn rebates. And once you obtain COR, you’re eligible for the Supporting Ontario’s Safe Employers program, and you are further rewarded for your good work.”

“Everything is linked together and works in parallel to make things easier for companies,” he concluded.

Going forward, the men suggested that the best strategies for managing worker safety come from making the investments in programs such as COR that demonstrate an organization’s commitment to its workers.

The industry has proven through the COVID-19 pandemic that it is resilient and can adapt quickly and fully to change.

That, said Kelusky, is proof that it can make even further changes to its ongoing safety record—provided the will is there.

“The more we share our best efforts with each other, the better we can all be,” he said.

FEATURE

CPO REVEALS

FRAMEWORK FOR NEXT H&S STRATEGY Ontario’s next five-year strategy for health and safety is in development and should be released soon.

That was the message from Chief Prevention Officer Ron Kelusky during a presentation on prevention strategies hosted by the Ontario General Contractors Association (OGCA) in March.

Kelusky admitted that the provincial government has been without an updated health and safety strategy since he assumed leadership of the prevention office in March 2018. Kelusky’s office intended to release its updated strategy in 2019—in line with expectations from the newly-elected Ford government at the time—but was delayed by four significant developments.

“The first was the inquest into the Metron accident in Toronto, and since that was the genesis of the province’s new prevention direction, it was important to us to include findings from that in the strategy,” he explained. “We were also expecting to update with the findings of the Speer/Dykeman operational review of the Workplace Safety and Insurance Board, the study on occupational cancers led by Dr. Paul Demers, and

the auditor general’s planned review of the occupational health and safety system.”

He indicated that the strategy was amended to include all those findings, and was ready for release in the spring of 2020. And then the COVID-19 pandemic hit.

“How could we compete with that?” he said. “We used the pandemic to understand what worked about our risk assessments and our hierarchy of controls. It’s good that we waited. We learned a lot about the strengths and weaknesses of our system, and where we needed to focus our efforts.”

WE LEARNED A LOT ABOUT THE STRENGTHS AND WEAKNESSES OF OUR SYSTEM, AND WHERE WE NEEDED TO FOCUS OUR EFFORTS. / Ron Kelusky Going forward, he said that the new strategy will place an emphasis on cooperation among government and employers, and will focus on outcomes.

“Our aim is to incentivize employers to improve their performance, such as through COR, the Health and Safety Excellence

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

23

Program and the Supporting Ontario’s Safe Employers program,” he said. “We want employers to adopt these programs and to influence their supply chains to do the same thing.”

The other element he described is to make it easier for employers and workers to access the information they need to boost their health and safety performance. Part of this effort will be to take Google out of the province’s health and safety system, and to make it easier for workers and employers to find the information they need.

The strategy also places a heavy emphasis on evidence and measured performance. It aims to understand why workers get hurt, including what occupations get hurt the most and what injuries they suffer.

Construction Insurance and Surety Specialists Local Knowledge and Expert Advice Industry Specific Programs Tailored Insurance and Surety Solutions

cowanconstruction.ca

24

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

“We know, for example, that companies that are members of the OGCA have a stellar record on their lost-time injury rates, but the rate is higher in demolition and renovation.

Why is that?,” he said. “We’ll also look at businesses of 20 or fewer employees to see where the patterns are and why, and we’ll make sure our teaching aligns with those findings.”

Also included in the strategy will be different methods of delivering training materials—in recognition of the fact that one-size-fits-all approaches to training are not always successful. The strategy will also include elements on occupational diseases, as well as mental health issues such as violence, harassment and racism. Studies have shown that as much as 60 percent of injuries have at least some degree of a mental-health component, he added.

Ontario’s curve is flattening, he concluded. Construction in 2011 had a lost-time injury rate of 1.42; by the end of 2019, that figure was down to 1.14.

“A flattening curve shows that we have a plan and it’s working,” he said. “We need to stick to that plan going forward and be vigilant.”

FEATURE

EXAMINING THE LONG-TERM IMPACT OF

ON-THE-JOB INJURIES Suffering a workplace injury is a life-altering experience for a significant number of workers.

By Paul Knowles

That is a conclusion that can be drawn from the extensive Ontario Life After Workplace Injury Study, conducted by the Institute for Work & Health (IWH).

Cameron Mustard is the president and a senior scientist at the IWH, and a professor at the Dalla Lana School of Public Health at the University of Toronto. He presented the findings of the study in a webinar in February.

As the basis for the study, IWH surveyed 1,100 workers who had suffered workplace injuries. About 8 percent of those were employed in the construction industry—a figure roughly in line with Ontario’s overall employment demographic, Mustard said.

In general, the study indicated that a significant number of workers who suffered workplace injuries have ongoing challenges in areas ranging from finding appropriate employment to maintaining their physical and mental health.

Concerning employment, 36 percent of

the workers surveyed were no longer working at their pre-injury jobs. Two thirds had chosen to leave those jobs, and more than half of these because of concerns about their health as well as worries about workplace safety. For others, their employment had been terminated or the job eliminated.

Eighteen months after an injury, 61 percent said they were still working with their pre-injury employers while 16 percent had different jobs. However, almost a quarter of injured workers were not working, 18 months after the injury.

was a correlation between the length of time injured workers were receiving benefits, and their overall health. Those on longer-term benefits reported more health challenges.

Mustard said that compared to working adults in Canada in general, post-injury employees “skew to the negative” when it comes to the state of their physical and mental health.

One specific, long-term effect is that almost half of those with an active injury benefits claim 12 to 18 months post-injury report problems sleeping, a far higher percentage than among Canadian adult workers, who come in at about 15 percent.

Of those who had returned to work, a third found that return to be stressful.

Fully half of those not working said they were suffering from stress. A major cause, not surprisingly, was financial difficulty faced by those not working.

A significant number of injured workers report that pain interferes with their normal activities. Again, the percentage rises as the benefit period lengthens— from 19 percent of workers who received benefits for a period ranging from five days to three months, to 50 percent from injured workers who were on benefits from 12 to 18 months.

Many post-injury workers also reported ongoing physical and mental health issues. As might be expected, there

Mustard said that the study indicated that some disorders increased dramatically among post-injury workers. “The

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

25

prevalence almost doubles,” he said, when it comes to “mood disorder, migraine, back problems, arthritis…. The conditions where the incidence went up dramatically over the 18 months were primarily conditions related to the muscular-skeletal system.”

The study took a hard look at the possible relationship between mental

health struggles affecting post-injury workers, and their interactions with the Workplace Safety and Insurance Board (WSIB).

“Poor mental health is a common occurrence among workers recovering from a work-related injury or illness,” said Mustard. “Do poor [WSIB] case manager interactions increase the likelihood of

On the Surface Aesthetics Below the Surface

Strength

experiencing a serious mental illness following a physical workplace injury or illness?”

Mostly, the study found, there was not a problem. Eighty percent of respondents felt the manager had treated them politely and with dignity and respect.

However, fewer (60 percent) believed their situation was understood. Ten percent rated their “quality of interaction” with the WSIB manager as “low.”

Participants who were in the longerduration sample groups were more likely to report unsatisfactory interactions with WSIB, added Mustard.

Looking specifically at respondents who are not working, post-injury, Mustard said 45 percent report they are unemployed because their health is poor; 20 percent have retired, which he suggested might largely be a result of the injury; 20 percent are looking for work; and the remainder are unemployed for “a composite of different personal reasons.”

Later in the webinar, Mustard suggested that the percentage of people who have not returned to work would be higher in the essential services sector, because of the additional stresses engendered by the pandemic.

Perimeter Protection Products With the ANNT Hostile Vehicle Mitigation (HVM) K12 bollard a full-size, speeding vehicle is brought to a dead stop.* •Versatile Operation: choose from fixed, removable, semi-automatic or automatic bollards. * Just one ANNT K12 rated bollard will stop a 6,800 kg vehicle moving at 80km/h.

•A Reliable Sentry: a single 275 K-rated bollard is certified to K/M standards.

•Easy to use: operated by key fob, RFID card, keypad or smart phone.

•Blend in: with your urban landscape with brushed stainless steel or powder coated in any RAL colour.

Ontario Bollards, 53 Armstrong Ave., Unit 1, Georgetown ON L7G 4S1 844-891-8559 info@ontariobollards.com www.ontariobollards.com

26

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

The book is not closed on this particular survey. Mustard reported that the same group (96 percent have agreed to be re-interviewed) will be asked about their cannabis use during long-term recovery.

There is also a study planned in which 700 Ontario workers with an accepted lost-time compensation claim which was approved before COVID, will be surveyed about “the shadow cast” by COVID 19 concerning their recovery and return to work.

Mustard pointed out that the post-injury findings, and subsequent studies, are not purely academic exercises. “We want to know more about what we’re seeing here,” he said, with the goal of improving benefits programs.

FEATURE

StatsCan Survey:

21% of Canadians Screened Positive for Mental Disorder due to COVID-19 The results of a survey conducted by Statistics Canada in the last quarter of last year are a stark reminder of just how hard the COVID-19 pandemic is affecting Canadians.

The survey showed that one in five Canadians, or 21%, screened positive for at least one of major depressive disorder, generalized anxiety disorder and posttraumatic stress disorder (PTSD) as a result of the COVID-19 pandemic.

Examining each disorder separately, major depressive disorder was the most prevalent, with 15% of Canadians screening positive based on symptoms in the previous two weeks. Almost as many Canadian adults (13%) screened positive for generalized anxiety disorder in the previous two weeks, which is characterized by symptoms related to excessive, ongoing anxiety and worry that are difficult to control. PTSD is a disorder that may develop in some people after exposure to one or more potentially psychologically traumatic events. Based on symptoms experienced in the previous month, 6% of Canadians screened positive for probable PTSD. Although the findings may surprise, Statistics Canada is quick to point out that those events that triggered respondents’ symptoms could have occurred at any point in their lives, and may not be related to the pandemic.

For those experiencing mental health problems prior to the pandemic, pre-existing symptoms may have intensified during the pandemic. Of those who screened positive for a disorder, 68% reported that their mental health had worsened since the start of the pandemic.

The fact remains however that the pandemic has significantly altered the daily lives of most Canadians. There has been ongoing concern that the impacts of the pandemic, such as increases in social isolation, job and income loss, and difficulties meeting financial obligations, could be affecting mental health.

Young adults and women most affected Positive signals for major depressive disorder, generalized anxiety disorder and probable PTSD were more than three times higher among young adults than among older adults.

For example, 27% of young adults aged 18 to 24 screened positive for major depressive disorder compared with 7% of adults aged 65 and older. The survey saw similar findings in the proportions of positive screens for generalized anxiety disorder (21% versus 7%) and probable PTSD (11% versus 3%).

Overall, almost one in four women (24%) screened positive for at least one disorder, compared with 17% of men. The higher rates for women compared with men were consistent across all three disorders when these were considered individually as well.

Loneliness, isolation and financial hardship Almost 38% of Canadians reported that, due to the COVID-19 pandemic, they experienced feelings of loneliness or isolation. Those

reporting this impact had more than four times higher prevalence of major depressive disorder (29% versus 6%), generalized anxiety disorder (25% versus 6%), and probable PTSD (13% versus 2%), compared with those who did not report experiencing this impact.

What’s more, 15% of respondents reported difficulty meeting financial obligations or essential needs (e.g., rent or mortgage payments, utilities and groceries) due to the COVID-19 pandemic.

Almost one-third of those who reported financial difficulties due to the pandemic also screened positive for major depressive disorder (32%) or generalized anxiety disorder (29%). By comparison, among those who did not experience financial difficulties due to the pandemic, 12% screened positive for depression and 10% screened positive for anxiety.

As well, 17% of Canadians who reported experiencing financial difficulties screened positive for probable PTSD, compared with 5% of those who did not experience financial difficulties due to the pandemic.

This pattern is consistent with pre-pandemic findings of an association between higher rates of mental disorders, and low income and financial strain. Those who reported job or income loss due to the COVID-19 pandemic also had much higher rates of screening positive for each of the mental disorders compared with those who did not experience that impact due to the pandemic.

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

27

FEATURE

IWH STUDY:

AT-WORK CANNABIS USE LINKED TO WORK FACTORS, INCLUDING SOME NOT EXPECTED

In a study that found one in 12 workers used cannabis during or just before a work shift, researchers took a close look at the factors linked to workplace consumption.

Editor’s note: this article was written by Uyen Vu, Senior Communications Associate and Editor of At Work, at the Institute for Work & Health. The article was originally published in the winter 2021 edition of At Work. We reprint it here with permission.

They found all were related to job characteristics and workplace environments— some in ways the researchers expected (e.g., the factors made cannabis use less likely to be detected) and others in ways they did not.

The study was conducted by the Institute for Work & Health (IWH) in the months before recreational cannabis was legalized in Canada. It examined the factors linked to cannabis use and, in particular, cannabis use at work (defined in the study as using cannabis within two hours before or during a work shift).

Whether they used cannabis at work or not, workers who used cannabis in the past year (compared to those who did not) tended to be younger and male. They also had lower incomes and less education, and were more likely to smoke cigarettes and drink alcohol more frequently.

Among these workers who used cannabis in the past year, what set apart those who 28

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

used cannabis at work from those who did not were work-related factors. That is, the differences between the two groups were related to the types of work people did and the work environments they worked in.

Specifically, people who used cannabis during or just before a shift were more likely to work: • i n jobs that were away from other people, • i n environments with fewer on-site smoking restrictions, •w ith supervisors perceived to be less skilled at identifying workers using drugs or alcohol at work, • i n firms that had a drug testing program, • i n safety-sensitive jobs, or • in supervisory roles.

Many of these findings are consistent with prior theories on the workplace factors that discourage workplace substance use. Formal workplace social controls

such as smoking restrictions, as well as informal controls such as greater job visibility and supervisor ability to detect use, have been found in earlier studies to be associated with a decreased use of alcohol and illicit drugs in the workplace, says IWH Associate Scientist Dr. Nancy Carnide, who led the study. Our findings suggest that workplace cannabis use is more likely in workplaces that lack the type of controls that increase the chances of detection.

Carnide notes, however, that the results aren’t entirely consistent. For example, the study also asked workers how often they were in contact with their supervisor during a workday, how willing their supervisors were to address workers’ on-the-job alcohol and drug use once detected, and whether their employer had a formal cannabis use policy. No statistically significant associations were found between these factors (all potentially

related to likelihood of detection) and cannabis use at work.

Most surprising were the findings that workers were more likely to use cannabis at or just before work when they were in supervisory roles, safety-sensitive jobs or workplaces with a drug testing program, says Carnide.

were recruited from a pre-existing panel of 100,000 households held by EKOS Research Associates. A small sample was also recruited via random dialing.

Although the overall research project is set up to be a longitudinal or follow-up study, findings shared in this paper are based on a cross-sectional or “moment in

time” analysis. In addition to this baseline survey, two follow-up surveys have been conducted. The first followup survey, which took place in the summer of 2019, found more people used cannabis after legalization, but the percentage of people who used at work did not increase.

Carnide has a potential explanation for the finding about drug testing programs: their presence may simply reflect the very reason a workplace may want such a program. It may be the case that companies with drug testing programs were those that already knew they had a substance use issue in their workplace and wanted to address it, she says.

Less readily explained is the link between cannabis use at work and holding a supervisory role. This is not a common finding in the literature, Carnide says. Could it be that people in supervisory roles feel their use will likely go undetected? Could it be a way of coping with the stress and work demands involved in their job?

Similarly, the association between workplace use and safety-sensitive jobs is also hard to explain, although it, too, may reflect workers coping with stress and pain. These jobs are often physically demanding, she points out. These are potential reasons, but they’re all speculative at this point, Carnide says.

Overall, the body of research on cannabis use at work is still new, and longitudinal research is needed. Much of the literature in the past has looked at alcohol use and, more generally, illicit drug use, says Carnide. We need to unpack a lot of nuance with regards to why people use cannabis at work and what work factors promote and deter problematic workplace use.

The study, published in January 2021 in the journal Drug and Alcohol Dependence, was based on a study of about 2,000 Canadian workers, conducted in June 2018. Most of the participants

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

29

EDUCATION & EVENTS MAY - JUNE 2021

Our education courses happen in an online forum with Virtual Instructor-Led Training (VILT). Working at Heights training takes place at the GVCA office, with COVID-19 safety precautions in place. Visit our online calendar at www.gvca.org for times, or give us a call.

Managing Change in Construction

1&2

Project Planning for Success

1, 3, 8 & 10

Construction 101 & Beyond

2

Earned Value Management

2&9

Excel BASIC

3&4

Construction Industry Ethics

8

Approved Working at Heights

9 & 10

Trade Contracts: A Double-Edged Sword

4, 6, 11 & 13

MS Project for Construction

6, 7 & 10

Responding Successfully to a Request for Proposal

11

Approved Working at Heights

11, 12 & 13

Construction Management

12

Field Productivity 101 (last class until September!)

14

Working at Heights Refresher

18, 20, 25 & 27

Construction Job Site Management

18 & 19

Effective Planning for Foreperson & Crew

11

Working at Heights Refresher

19 & 20

Trade Contracts: A Double-Edged Sword

16 & 23

Excel ADVANCED

19 & 26

Excel BASIC

17, 18 & 21

Responding Successfully to a Request for Proposal

26

Field Scheduling 101 (last class until September!)

23

Getting Paid and Managing Cash Flow

26 & 27

Closeout of a Construction Project

25

Working at Heights Refresher

27

Getting Paid & Managing Cash Flow

30

Risk Management Plan for Construction

3-9

Construction Health and Safety Week 2021 – “Fit for Duty” May is the League of Champions Safety Month with weekly themes

17

GVCA Annual Golf Tournament* - Conestoga Golf & Conference Centre

May 3-9: Mental Health May 10-16: Physical Health May 17-23: Emotional Health

12

SR&ED Executive Bootcamp

ADVERTISERS’ INDEX ACL Steel Ltd..............................................12 Battlefield Equipment Rentals................6 Baywood Interiors....................................24 CLAC............................................................... 2

Conestoga Roofing.................................. 19 Cowan Insurance Group..........................24 Cushman Wakefield................................ 20 Delta Elevator Co. Ltd..............................12 Dordan Mechanical....................................17 Duncan Linton.............................................11

GVCA Journal // VOLUME 10 • ISSUE 3 // MAY-JUN 2021

EDUCATION • JUNE

Construction 101 & Beyond

May 24-30: Competency

30

1

4, 5, 6 & 7

9, 16, 23 & 30 Construction 201

EVENTS • JUNE*

EVENTS • MAY

EDUCATION • MAY

WSIB Health & Safety Excellence Program: Registration is always open for this incentive program – contact us for details.

Leadership: Personal Productivity & Time Management: This is a self paced course available at any time. Call Katie Bell at our office or email katie@gvca.org.

UPCOMING EVENTS – MARK YOUR CALENDARS! July 15

LinC Annual Golf Tournament* - Conestoga Golf & Conference Centre

September 2

WinC Annual Golf Tournament* - Galt Country Club

* Please note: Due to the ever-changing COVID-19 safety restrictions mandated by the province and the region, there may be modifications to the structure of our golf tournaments and the number of players allowed on the course. We appreciate your understanding.

Gallagher.......................................................4 Gowling LLP...............................................29 JDI Cleaning Systems Inc...................... 30 Knells............................................................29 Link2Build...................................................32 LiUNA ...........................................................31

Madorin Snyder LLP ................................15 Ontario Bollards........................................26 Petrela Winter............................................ 19 Sherrard Kuzz............................................22 Strassburger Windows & Doors.............4 Tri-County Glass........................................ 16

­

­