Worksite NEWS
VOLUME 23 NUMBER 2
Canada’s premier occupational health, safety and environment E-Magazine
February 2015
Hard Worker; Hard Drinker New research draws parallels
A
newly released study examined the correlation between hours worked each week and drinking habits and found that -- worldwide -- individuals who work longer weeks than their peers were prone to heavier alcoholic drinking tendencies. The study, published in the British Medical Journal (BMJ), examined data on over 330,000 people living in 14 different countries. It found that employees who worked longer than the average work week (defined in the study as 48 hours or more) were 11 percent more likely to engage in heavy drinking than their colleagues. The parameters used by the BMJ researchers to conduct this study defined heavy, or "risky" drinking as over 14 drinks a week for women and over 21 drinks per week for men. The results showed that approximately two million hard-working men and women in countries all around the globe have innate tendencies to drink heavily due to their long hours in the office. The authors of the study made it clear that no difference in the results were seen between men and women or by age, socioeconomic status or region. The results are seemingly allencompassing. "Although the risks were not very high, these findings suggest that some people might be prone to coping with excess working hours by habits that are unhealthy, in this case using alcohol above the recommended levels," said Marianna Virtanen, a researcher at the Finnish Institute of Occupational Health and a co-author of the study. "Although with this type of study, you can never fully prove the cause and effect relationship." One conclusion that was definitively reached was that the level of heavy drinking being looked at is deemed risky. Risky alcohol use is an issue in the workplace because it can have adverse and serious side effects on employees, including absenteeism, inefficiency, poor performance, impaired decision making, damaged customer relations and injuries at work, according to the researchers. World Tech Today pointed out in a report that prior studies have shown that increased working hours can also be linked to diabetes risks, stress among other things. Also, alcohol use has been linked in other studies to diabetes, blood pressure problems, sperm quality issues, memory impairment, loss of self-control and more. Another conclusion drawn from this study is that the results that were found support a long held theory that many workers may be using alcohol as a mental and physical painkiller and also to ease the transition between work and home, according to Cassandra Okechukwu, assistant professor at Harvard School of Public Health and co-author of the report. The researchers involved with this study point out that the workplace is an important setting for the prevention of alcohol misuse because more than half of the adult population are employed.WSN
SEE: Substance Abuse in the Workplace .........pages 10-11
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Worksite NEWS
February 2015
SAFETY IN THE OILSANDS
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February 2015
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EQUIPMENT SAFETY
Important safety tips for industrial ladders and lifts Confined Spaces By Dean Novosat Regardless of the type of industrial job or the ladder/lift being used, it is essential that employees be provided with safety tips. In fact, any employee that will use ladders and lifts for work should also understand current regulations. After all, not following safety rules and regulations not only puts the employee at risk for injury but it also puts the company at risk for fines from OSHA. The following information could be shared with employees at your company so productive goes up and injuries go down. Lifts We will first look at lifts for industrial purposes. This type of equipment is large, heavy, and potentially dangerous. Once employees operating lifts are properly trained, they should not fear the equipment but they should respect it. For many companies, lifts are essential to run business, allowing employees to reach places where ladders cannot go. For starters, the person operating the lift should always do a pre-safety check before using a lift. This means looking for any broken or damaged parts, making sure the mechanisms have no signs of wear and tear, that the lift does not have areas that are cracked or rusted, and most importantly, all controls should be checked for proper operation. Additionally, lifts always need to be parked on an even surface. That way, employees would have a flat and stable surface from which to work without worrying about slanting or even materials or supplies slipping. If the lift would be used outside, it would also be important that the ground be secure, especially if there is rain or snow on the ground. Finally, anyone authorized and trained to run industrial lifts should understand what to do in an emergency. For
instance, if the equipment were to malfunction or an employee was lifted high and something were to happen, the operator needs to have 100% confident in making the right decision. Ladders Just as it is important to understand safety for industrial lifts, the same applies to industrial ladders. Sadly, some 300 people in the US die each year from a ladder-related accident and another 130,000 people experience injury. Because of this, safety is always the number one focus. The most common hazards specific to ladders includes instability, electrical shock, and fall but with the right information, this can be avoided. For one thing, employees need to be working on the right type of ladder for the job. If you have to invest in a new ladder, then this would be the right decision to avoid potential danger. For one thing, always use a fiberglass ladder if possible, especially around any electrical source since this is the only material that does not conduct electricity. Additionally, the ladder needs to be approved for weight capacity for the person but also equipment and supplies. In addition to choosing the right industrial ladder, employees need to be taught to place the ladder correctly so they never have to overextend when reaching. The ladder should have rubber feet to avoid slippage, but also placed on a flat surface. If an extension, folding, or telescoping ladder is used, employees need to make sure the locks are securely in place. A few simple decisions will allow employees to get the job done efficiently but also safely. Dean Novosat writes www.ladders-lifts-tools.com Ladders And Lifts [http://www.ladders-lifts-tools.com] which has buying tips, safety info, and all the latest info for contractors and D-I-Y.
Master Lock Safety Solutions has introduced three new confined space cover models that are designed to protect affected employees from various dangers of confined spaces. This best practice solution is available in four different sizes (small to extra large) and is available to fit standard man-ways ranging in diameter from 20-39 inches. The covers exceed the OSHA 29CFR 1910.146 standard for permit required confined space by providing required signage and effective barrier protection. These covers clearly display OSHA required “Danger� signage to alert workers of the confined space and the dangers that reside within. They work well in extreme environments and help protect against animal infestation and guard against litter and debris, said Master Lock. Manufactured from UV-treated polyester or silicone coated fiberglass materials, these durable covers can easily be cleaned and stored. www.masterlock.com
www.e-zeelockouts.com
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LETTERS TO THE EDITOR
How to Communicate Workplace Safety Messages By Marie-Claire Ross Effective communication is vital to get staff and contractors aligned and working towards a positive safety culture. Yet, just providing training to work safely is not always enough. How we communicate about safety influences whether or not people will accept or reject our safety messages. The main objective of any safety communication program is to change behaviour. But how does a safety or human resources professional change attitudes towards safety or improve the way people undertake procedures? The secret to developing highly successful safety communication programs is to use marketing-based tactics. Key marketing tactics to consider for marketing safety are: * Plan your safety messages like a mini advertising campaign -Define your target audience and work out the best ways to communicate to them. For example: male workers aged 25 - 55 years tend to prefer a more visual communication style. * Consistent, clear messaging (includes branding) Always promote the same standardized safety message
and ensure that all departments are aligned with the message and do not send out conflicting information (eg: safety officer tells people to work safely and cautiously, but production manager pushes for speed). * The consequences of poor safety - One of they key messages is to get employees to really understand that poor safety behaviour not only puts their own health and safety at risk, but also the safety of co-workers. Let them know what effect this will have on their personal life and their family. * Multiple message placement - This means you have a consistent safety message or theme and you repeat it in multiple places. It is like the glue that holds the tactics together and is essential in successful advertising. Most safety training programs fall short when it comes to frequency of message. Yet, there are many simple and cost effective ways to do this. By getting workers to engage in your safety message in different ways (watching it, hearing it, reading it), supervisors can better ensure that more workers receive the information. Consider including a training video that is supplemented with matching posters, email newsletter campaigns, key rings, employee handbooks and toolbox talks. Treating safety messages as a mini-marketing campaign will provide better safety performance, communication and camaraderie in the workplace. Marie-Claire Ross is the Director at Digicast Productions and author of T " ransform Your Safety Communication."
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MENTAL HEALTH AWARENESS
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February 2015
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SAFETY FOR EMERGENCY RESPONDERS
Call to action in wake National conference: focus on mental health of front-line workers of paramedics’ suicides Worksite News Service Since the tragic suicide deaths of four Alberta paramedics the past month, the emergency response community is calling on the government to take more action in treating mental health issues for its members. The Alberta Paramedic Association is calling for changes in how its members are debriefed after a "critical stress incident." The call comes after the suicide last month of Edmonton paramedic, Greg Turner. Turner was on shift early one morning, when he was found by fellow first responders inside the Kildare neighbourhood dispatch station. Colleagues were unable to resuscitate him. His suicide appears to be part of a troubling national trend. At least four Canadian paramedics have committed suicide this month alone, 34 in the past nine months. “The services that are available, the critical incident stress debriefing, is an old sort of practice that developed in the 1980s,” said Kendall Verhulst, vice-president of the Alberta Paramedic Association. Verhulst said he'd like to see more professionals helping paramedics following stressful situations instead of peer-led support groups that are currently in place. He also said the current set up is actually a barrier for people wanting help. The news of Turner's death has hit the close-knit paramedic community hard. Colleagues described him as upbeat and positive with a 16-year record as a paramedic. Rick Wennerstorm worked with Turner when the two were stationed with Parkland Ambulance. They were hired at the same time in 2003. “He was an incredible teacher, a mentor,” he said. “It didn't matter to me how he died, he's gone and that's what struck me the most.” He recalls running into Turner in hospital hallways after he left Parkland County, the two men's paths crossing from time to time, often exchanging a hug and catching up. “It's hard to think that will never happen again,” Wennerstorm said. Now, like many of Turner's colleagues and friends, Wennerstorm is determined to stop the stigma surrounding post traumatic stress disorder (PTSD). “I had to seek help due to stress, post traumatic stress, there are times you just don't know what's happening to you,” he said. The Alberta Paramedic Association said it intends to fund PTSD and critical stress research with the hopes of devising a better strategy for connecting paramedics and other emergency workers with professionals.WSN
Low morale issues under review: AHS The President and C-E-O of Alberta Health Services is responding to an unfavourable survey that shows the morale level for paramedics is dropping. Vickie Kaminski says it's disappointing to hear the results, but adds steps are being taken to better manage the system, like providing more ambulances. “We also know that ambulance offloading, being able to get ambulances back out on the road, is an issue right across the province and something that we have to pay attention to for all kinds of reasons. Not just employee morale, but patient satisfaction, patient safety, and reducing the number of red alerts in the province and we are working towards that.” Kaminski also says AHS has established a provincial staff engagement workforce team that includes front-line staff and appointed a chief paramedic, whose role includes fostering a positive work environment. AHS officials are also having more face-to-face meetings with front-line staff in all zones to discuss issues and concerns. According to the union for EMS workers, 81 percent believe morale is lower now than it was two years ago when a similar survey was taken. The Health Sciences Association of Alberta is out with a new report, highlighting the findings of a survey of members. The organization says 81-percent of workers believe morale is worse than it was two years ago when a similar survey was done. President Elisabeth Ballermann says progress seemed to have been made with reports from the Health Quality Council of Alberta, but the recommendations haven't been fully implemented by the province yet. She says what has been done is just like putting a “bandaid on an arterial bleed.” Ballermann adds it seems to be province-wide, meaning the management problems are “entirely systemic.”WSN
British Columbia — He didn't expect to experience nightmares, pursue isolation or contemplate suicide. JP was a warrior. He was tough. He wasn't someone who visited Dr. Summer Off. Mental illness was not going to happen to him. But it did. JP Phaneuf, veteran, former paramedic and law enforcement officer, was hit hard by a cumulative mental stress injury. Like many front line workers, JP didn't receive the appropriate care and assistance from his various employers. Instead he just moved on from one front line role to another. When the same damaging experiences began to unfold with his current employer, a series of successful interventions created an environment where JP was able to return to work. JP will share his experience and his learnings at the Canadian Mental Health Association's Bottom Line Conference on February 24, 2015 in Vancouver. “I really want to connect with the decision makers and leaders and management of organizations to let them know that the old adage of managing the employee number, not the employee has to change,” says JP. ”Think about the bigger picture, to try to connect from a humanity point of view rather than just strictly a financial standpoint.” JP, who is based in Chilliwack, will be joined by Lt General Roméo Dallaire who will also talk about his own struggles with Post Traumatic Stress Disorder. The 12th annual Bottom Line Conference will offer a venue for front line workers, unions, employers, not for profit organizations and governments to come together to talk about lessons from the front line and answer the question: How can we better protect the psychological health of our front line workers? It's a question not enough people are asking. Mental illness is hitting our front line workers like a sledgehammer. Between 2004 and 2014, 160 soldiers died by suicide. Last year, in a six month period, over 24 first responders took their own lives. It seems every month we are looking at headlines about a police officer who has died by suicide. It's time to start asking difficult questions. It's even more important to start listening to those who have answers. We need to better protect those who commit their lives to protecting us. “The primary reason [I share my story] is so that someone that is going through it quietly on their own knows that there’s help out there. I wish 20 years ago someone would have shared their story when I was starting down this path and I may have gotten treatment sooner. I didn't ask for this to happen to me, I didn't ask, my family didn't ask, all we want to do is get help and move forward.” To learn more, visit www.bottomlineconference.ca For more information and interviews: Jennifer Quan, Marketing and Communications Manager Canadian Mental Health Association, BC Division 604-688-3234 ext 224 or jennifer.quan@cmha.bc.ca
Worksite NEWS
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February 2015
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ELECTRICAL SAFETY
Three steps to an Electrical System Recovery
New research illuminates dangers of an Arc Flash- which can be fatal
By David Dini
An arc flash is one of the most serious electrical hazards that can occur in a workplace. The immense energy released – heat up to 35,000 degrees Fahrenheit1 – is an alarming danger to people close to the flash and can even be fatal. An arc flash can occur when an electrical current leaves its intended path and travels through air to another conductor or to the ground. Dropped tools, equipment failure, bad installation or even dust and condensation near an energized electrical conductor can cause an arc flash incident.2 To address this, the Institute of Electrical and Electronics Engineers (IEEE) and the National Fire Protection Association (NFPA) began a collaboration 10 years ago to better understand arc flash phenomena. The two organizations, both pioneers in the advancement of workplace electrical safety, agreed that there were weaknesses in previous measurements of arc flash thermal effects and little study had been done to measure the nonthermal effects. The project began in 2008 and was designed to improve the IEEE 1584 Guide for Performing Arc-Flash Hazard Calculations, providing methods to determine arc flash incident energy and protective boundaries. The IEEE 1584 guide then could be better used to calculate workplace safety standards, such as the 2015 NFPA 70E Standard for Electrical Safety in the Workplace and new OSHA arc flash regulations, which began Jan. 1. The hazards of these terrifying accidents are mainly dependent on three factors: workers' proximity to the arc flash, the energy of the arc fault, and the length of time the flash occurs before some protection device interrupts the current. On average, five to 10 arc flash incidents occur each day in the United States, resulting in 7,000 burn injuries a year3. Even when their injuries are not fatal, many arc flash victims never regain their prior quality of life. Arc flash victims' injuries are not limited to the burns from the intense heat, but can be a consequence of other non-thermal characteristics, such as pressure, sound, and intense light produced by the blast. However, precise data regarding these phenomena was incomplete and deserved more study. Research Data Will Help Predict Hazards Analyses of injuries from arc flash incidents indicated that its blast pressure can damage internal organs. Other injuries to people can be caused by flying shrapnel when equipment explodes or by the blast pressure forcing them into hard
objects or the ground. However, air pressure measurement proved to be a significant challenge. The intense environment surrounding the arc flashes precluded the use of conventional pressure sensors. Using special instruments developed by the researchers, several psi (pounds-per-square-inch) of pressure were measured in the vicinity of a person who could be standing near the arc blast. Analysis of the light produced by an arc flash gave researchers a better understanding of flash blindness, when the eye's retinal cells are affected but not permanently damaged by thermal energy. The wavelengths for visible light range from about 400 to 700 nanometers (nm), but an arc blast typically produces light in the 200-600 nm range4. The shorter wavelengths are in the ultraviolet radiation range, and the damaging effects of UV rays on eyesight are well known. The blast pressure from an arc flash also produces plenty of noise, enough to cause hearing loss even if a person is shielded from other effects. OSHA regulations in the U.S. state any workplace noise should not exceed a peak 140 decibels, even with special hearing protection worn by workers. Yet tests showed that sound levels 3 feet away from the source of the blast measured between 150 and 170 decibels5. Sound is perceived by people to double in intensity every 10 dB, so a 170 dB noise is eight times louder than the 140 dB OSHA limit. The results provided a new data set for the many of the hazardous characteristics of arc flash incidents. The new comprehensive model for arc-flash calculations generated by this research is helping to strengthen the IEEE 1584 Guide for Performing Arc-Flash Hazard Calculations. The research also pointed to the importance of personnel protective equipment (PPE) in mitigating the adverse effects of an arc flash. This importance is echoed in new OSHA safety requirements requiring employers provide the proper PPE to protect electrical workers against the hazards associated with the dangers of an arc flash. David Dini is a research engineer and Corporate Fellow in the Research & Development Department at UL's global headquarters in Northbrook, Ill., and has been with UL since 1974. Dini presently serves as chair of the NFPA 70E Technical Committee for Electrical Safety in the Workplace, and is also a member of an NFPA NEC Code Making Panel. His special research interests include technology for electricalsafety in the home and in the workplace.
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Every day, 2 to 3 Albertans needlessly risk their lives by coming into contact with a Powerline
Worksite NEWS February 2015 Page 8
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TRUCK DRIVER SAFETY
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February 2015
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TRAFFIC SAFETY
Driver impairment A problem an employer can not ignore By Shannon Euverman Impairment can come from many sources and is often further exacerbated by drugs or alcohol. Fatigue, stress, physical pain, grief, diagnosed or undiagnosed medical conditions, over-the-counter medications, and prescription medications can affect a worker's judgment, mood, risk-taking behavior, motor skills, memory, concentration, and ability to perform work safely. The issue of impairment in the workplace is one that no employer can ignore. Some of the specific challenges that face the trucking and transportation industry include long hours, shift work, working alone, monotony, sleep deprivation and fatigue, poor road conditions, traffic, time constraints and negative environmental and climate challenges. As well, long hours away from home and family and lack of down time takes its toll on individual health and wellness. On March 1, 2012 at 8:30 am, a tractor trailer rear ended a small car at a busy highway intersection in Prince George. The driver of the car smelled a strong presence of alcohol on the truck driver as he was providing his personal details. The driver of the car called RCMP on her way to hospital. The truck driver was located as he was leaving the city and detained. He provided two breath samples, each more than twice the legal limit. In another instance at 7:00 am on September 20, 2012, a logging truck driver in Grand Prairie was charged with drunk driving after rear ending a pick up truck that had slowed to pass a stopped police car. The driver of the logging truck did not notice the vehicles ahead of him had reduced their speed and rear ended the one travelling in front of him, knocking it off the highway—but not before it struck the vehicle ahead of it as well. The logging truck then careened along the highway for some distance before it came to rest in the ditch on the opposite side of the road. The driver was charged and the logging truck was seized for three days under Alberta impaired driving legislation. Would drug testing pre-employment or testing on a random basis have prevented these incidents? It seems unlikely. Testing for cause (when impaired behavior is observed)obviously can't be implemented for the person working alone unsupervised. In the situations provided above, it is probable that both drivers drank heavily the evening before and didn't realize the amount of time it actually takes for the effects of alcohol to wear off. All companies and organizations, regardless of size or industry are compelled to have a drug
a n d a l c o h o l p o l i c y. T h e Wo r k e r s Compensation Act calls for all employers to take all reasonable measures to ensure the safety of their workers. Occupational Health and Safety Regulation specifically prohibits workers from remaining at a workplace while their ability to work is impaired by drugs or alcohol, and further states that employers cannot knowingly permit an impaired worker to remain at the workplace. Some may be under the impression that a drug and alcohol policy automatically includes drug testing. This is not the case. There are many things to consider when including a drug testing component and legal advice should be obtained. Testing may serve as an additional tool for an employer, however drug and alcohol testing alone cannot effectively create a safety culture when dealing with the complex issue of impairment in the workplace. It may be that pre-employment and a drug testing program discourages the occasional or recreational drug user from illicit substance use. However, it is unlikely to discourage the worker who may already have serious substance abuse issues or dependency. Currently, testing is generally allowed for safety sensitive positions in Canada and there are restrictions as to how and when this testing is carried out—primarily due to Canadian human rights and drug testing limitations which currently may indicate use, but not impairment. There are several cases regarding random testing currently before the courts. The laws continue to evolve in this area. If you do utilize drug and alcohol testing—this must be just one part of your overall health and safety program for your employees and you must give your employees advance warning of your policy implementation. The drug testing component has to include logistics that ensure the timely testing and integrity of the samples, and you will need to contract a reputable drug testing company to assist you with this. Shannon Euverman is a director of the BC Council on Substance Abuse. For more information about building a safe, healthy, productive workplace that is free from impairment by substance use, visit www.workdrugfreebc.com
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SUBSTANCE ABUSE IN THE WORKPLACE
Worksite NEWS
February 2015
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Would you know what to do? Good company polices are essential to your operation
Jason was a personable young guy who worked on the clean up crew for a large employer in the manufacturing industry. He had been with his employer for four years and regularly spent time with both coworkers and management personnel in his off work hours; golfing and fishing during the summer months and sledding and playing hockey in the winter months. Alcohol and recreational drugs were a part of his life, yet no one singled him out as having a problem. When a couple of incidents came up at work, Jason's supervisors chose to downplay them. A complaint from a co-worker however had to be addressed and Jason received a verbal warning. A shoving match a few weeks later resulted in a suspension pending investigation. Clancy, on the other hand, had always been a difficult employee. He was known to have alcohol and drug problems and his personnel record included every kind of discipline imaginable - including a termination fifteen years earlier. He was also considered one of the large sawmill's best employees. He knew every job on site and did them all well; he could step into any position on a moment's notice and often did - including looking after shifts on multiple occasions. His chronic lateness and ongoing absences soon came to the attention of a new HR manager who could only stare at the file and ask why Clancy was still employed with them. She proceeded to terminate him. Even then, the supervisors agreed that with Clancy gone, their jobs were going to be a lot more stressful. It took about a month before Clancy realized he wasn't going to get his job back and after talking with his union rep, Clancy ,opened up to the employer about his drug and alcohol use. The company offered assistance and requisitioned an Independent Medical Exam that confirmed acute addiction and Clancy entered treatment. Oscar was a 55 year old long term heavy duty equipment operator who did his job and kept to himself. He had an unblemished personnel record and his supervisor rarely saw or spoke to him. He only came to the forefront after a series of unexpected incidents took place. A number of truck drivers in the warehouse complained about his attitude and lack of attention while unloading them; one of the trucks had been damaged and Oscar and the driver had argued about who was at fault. Oscar was found sleeping in a supply shed on two separate occasions and when Oscar caused major damage to his machine he was finally brought to the HR manager's attention. Everyone knew that Carla, a normally reliable and well liked employee in the payroll department of a busy office was going through a rough time. Her mother had passed away after a lengthy illness, one of her young twins had been diagnosed with autism and she and her husband had recently separated under very contentious conditions. She had become quiet and withdrawn, sitting by herself in the lunch room, or even leaving the building. She did not seem aware that her personal appearance and hygiene had slipped and she had been found crying in the washroom on a couple of occasions. She broke down when her supervisor called her into the office to discuss a general payroll problem, sobbing that she was being harassed, her co-workers hated her and everyone wanted her fired. All of these scenarios confirm a problem either developing or in full force by the time someone finally had to act upon them. Would you know what to do? Supervisors carry a tremendous amount of responsibility to ensure the safety of their team and the public, and manage employee performance fairly and promptly. How are your communication skills? Are you confident to act when drugs or alcohol may be a factor in behaviour, or do you tend to shy away from dealing with the problem? All employees (including supervisors and managers) have a responsibility to be fit for work for the duration of their shift. Is everyone on the same page in your organization? Good company policies are an essential step towards a healthy company culture that prioritizes safety, productivity and employee health and wellness. Do your employees know their rights and responsibilities regarding substance use and abuse? Have you, as an employer ensured that all your employees have been educated on company policies; and understand the consequences of not following them? Impairment on the job can come from many sources and is a complex human issue. If you are not sure of the answers to the above questions – attend the occupational health and safety conference: Drugs & Alcohol in the Workplace – Wrestling with the Elephant in the Room taking place March 10 – 12th at the Coast Capri Hotel in Kelowna, BC. This event is a comprehensive examination of workplace impairment, addiction and mental health, occupational health and safety requirements, and effective techniques to intervene and manage employee health and wellness.
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February 2015
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SUBSTANCE ABUSE IN THE WORKPLACE
Impairment at work; the conversation continues “Wresting with the Elephant in the Room” Impairment in the workplace is one of the most complex issues facing Canadian Employers today. There are many competing interests that impact the rights and responsibilities of both the employer and the employee, including human rights, occupational health and safety regulations, employment and privacy legislation and labour agreements. Impairment by any source in a workplace including illegal drugs, alcohol, over-the-counter medications, prescription drugs, and so-called “legal highs” are a problem on multiple levels for both employee and employer. It's worth noting that Canada is the 2nd highest per capita consumer of opioids (prescription pain killers) in the world. Additionally, 10% of Canadians at any given time will have an issue with substance use and it's generally accepted that 70% of employees with addictions are functioning and in the workplace. Productivity, decision making, employee morale and retention, absenteeism, disability and insurance claims, errors and accidents, and company reputation can all be affected when an employee is troubled. Early intervention is key. Navigating this road demands excellent communication and the implementation of fair and understandable company policies that bring everyone on to the same page. Effectively managing impairment requires a healthy corporate culture where everyone walks the talk, looks out for each other and places the highest priority on safety and health and wellness. Not only is occupational health and safety mandated, but it also makes excellent business sense. The Workers Compensation Act requires BC's 200,000+ employers to take all reasonable measures to ensure the health and safety of workers. The Occupational Health and Safety Regulation specifically prohibits workers from remaining at a workplace while their ability to work is impaired by drugs or alcohol. The Regulation also states that employers cannot knowingly permit an impaired worker to remain at the workplace. To address these concerns, the BC Council on Substance Abuse is hosting their 10th Conference on Drugs and Alcohol in the Workplace, entitled Wrestling with the Elephant in the Room, at the Coast Capri Hotel in Kelowna March 10 – 12th, 2015. WorkSafeBC is a gold sponsor at this event and recognizes that drug and alcohol use, abuse and addiction is an important issue that affects all aspects of society — including
www.workdrugfreebc.com
workplaces. Leaders from all over Western Canada will be joining the conversation that is often avoided. “Wrestling with the Elephant in the Room is an apt name”, says Lorne Gosick, President, BC Council on Substance Abuse. “Drugs and alcohol are a difficult topic for most of us. However, what we really are discussing is impairment; taking responsibility to be fit for work; education and looking after each other.” This comprehensive event is centred around 4 pillars that the BC Council on Substance Abuse believes Builds Better Workplaces: 1. Company Policy 2. Supervisor Training 3. Employee Training and Ongoing Education 4. Treatment, Return to Work and Aftercare The workplace is a very powerful setting to intervene to help the troubled individual. Feature Speaker, Dr. Rob Baker, will present on “The Nature of Addiction” and will also speak to the better outcomes that are achieved by medical monitoring of chronic diseases – which includes addiction. Field experts will examine the legal requirements for employers, the costs of substance abuse in the workplace, the role of pharmaceuticals, mental health and well-being, industry leadership, the value of Employee Family Assistance programs and much more. Neal Berger, who has over 25 years' experience in the areas of addiction treatment and employee assistance, and Kim Skeath, Manager of Workplace Health and Wellness for Seaspan ULC, will present on “A New Mental Model” and the need to think differently about how we treat addiction disorders in the workplace. “Given the epidemiology of addiction, we know that every workplace will have a prevalence of addiction disorders of a certain rate. We will explain how Seaspan, using a collaborative approach with unions, workers, and management, began managing this disease like any other disease,” says Kim Skeath. Supervisor training is an important component to any employee health and wellness program and this event offers a full day of pre-conference training to effectively manage impairment in the workplace. The Council's “Start Where You Stand – Wrestling with the Elephant in the Room” 4-hour workshop will be facilitated by Karen Maeers, Training Manager at WCG International Consultants. Participants will gain personal perspective and walk away with solid strategies to enhance their workplace culture and supervisory effectiveness. “In today's workplace, pressure on managers has never been greater, especially around the area of alcohol and drug abuse. Managers often know that substance misuse can be linked to absenteeism, low productivity, on-the-job accidents, and more. What managers need to know is the steps they can take within their organization to reduce the impact,” says Joan Deeks, Advantis Consulting Group founder and facilitator of the pre-conference workshop “HR Road Map and Resources”. Employee and Family Assistance Plans are uniquely positioned to provide preventative screening and early identification of substance use issues along with short-term counseling and referral to specialty treatment programs. Deb Gooding of Optum Canada, and Council Director, will lead a session highlighting the value of Employee Family Assistance Programs in your workplace. Sessions on Employee Awareness and Values Based Leadership are part of the training day. There is something for everyone at this conference, including a 28 booth market place that will feature information on insurance, safety associations, addiction services, medical monitoring, professional development and more. Are you up to date? Join the conversation and invest in your team by registering today.
Worksite NEWS
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February 2015
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CONSTRUCTION SAFETY PSYCHOPATHS AMONG US
Creating a safety culture On a construction site, safety is as important as having the right tools on your tool belt. This is a concept many construction companies are starting to understand. Showing up to a roofing job without your fall protection harness isn't any different than forgetting the nails to put down the shingles — without it, the job can't be started. The same goes for safety. Whether we realize it or not, we all have attitudes and beliefs when it comes to safety. Most of us accept that some incidents and injuries are a part of life, but when we can, we also do everything in our power to stop them from happening. We ensure our home is safe for our children, we buckle up when we get in the car, and we watch out for our friends and family so they won't get hurt. Creating a culture of safety starts by taking these basic instincts and applying them at home, at play, and at work. A safe workplace is just as important as having a safe home for your children. If we create a healthy workplace, one where we put our safety and that of our workmates before anything else, we would prevent workers from workplace injury or death, saving resources, and sending our workers safely home to their families. How do we create a culture of safety? It starts with you and me. We share the message that our safety attitudes don't have to change the minute we step onto the work site. It starts with knowing that we can all make a huge difference in helping to keep each other safe. For many construction workers, safety is a strongly held value. Workers want to do their job well and go home to their families in one piece, and so do you. Providing the resources to do their job well is a great way to start. Ensuring tools our workers use are safe and appropriate for the task. It's also important to train workers before they operate unfamiliar machinery, and watch out for everyone's safety on site. Keep the dialogue of your safety culture going with regular safety checkpoints and updates; engage your workers in the discussion. Utilize the free tools available at www.worksafebc.com/safetyatwork to update your safety culture.
LNG group forecasts thousands of B.C. construction jobs By Peter Caulfield The B.C. LNG Alliance (BCLNGA) is forecasting a jobs bonanza for the British Columbia construction industry if one of the liquefied natural gas (LNG) projects that has been proposed for B.C. gets the green light from its proponents. "If just one project goes ahead, it would create thousands of construction jobs over four to five years, between 4,000 and 7,000 at peak construction," said BCLNGA president David Keane. "On top of that, there would be 3,000 to 4,000 pipeline construction jobs over two to three years. Not to mention thousands of spin-off jobs. It would be the largest investment in B.C. ever." So far 18 LNG proposals have been announced in the province, although none of these ventures has yet made the final investment decision (FID) to forge ahead. Keane said that although no construction work has started on any of the projects, some of the proponents have been gathering soil samples and doing environmental work, as they prepare for a possible positive FID. The BCLNGA was formed in May 2014 "to foster the growth of a safe, environmentally responsible and globally competitive LNG industry in British Columbia." The industry organization has seven members, whom it represents to the federal and provincial governments on matters of industry regulation and cost. "We are committed to developing a regulatory and fiscal framework that sets the right conditions in place to establish a globally competitive and thriving LNG sector in B.C.," Keane said. BCLNGA is a member of the The Premier's LNG Working Group, which was formed in 2013 to outline the provincial government's vision for the LNG industry. The group, which has representatives from organized labour, industry, First Nations and the provincial government, reviews skills training and workforce planning associated with the development of LNG in the province. "We have been identifying all the different jobs and skills that will be needed in order to staff the projects," Keane said. "When all of the research is complete, the information will be delivered to the executive committee of the working group." The most recent member of the BCLNGA is ExxonMobil LNG Market Development Inc., an affiliate of ExxonMobil, which joined the organization in late 2014. ExxonMobil has been granted an export license for up to 30 million tonnes of LNG per year for its WCC LNG project at Tuck Inlet, which is near Prince Rupert on the northern coast of British Columbia. It is proposing up to six floating barges along the edge of Tuck Inlet. As well as the barges, plans call for land-based camps, administration building and control room structures directly across from the Seal Cove seaplane base. A final investment decision for the project isn't expected to be made until early 2018. Should the project proceed, construction would last five years starting in 2018, with the facility beginning operation in 2023. The other six members of the Alliance are Petronas-led Pacific NorthWest LNG, Royal Dutch Shell PLCled LNG Canada, Chevron Corp.-led Kitimat LNG, BG Group's Prince Rupert LNG and two small-scale projects, Triton LNG and Woodfibre LNG. LNG is natural gas chilled to about -162° Celsius, the temperature at which the substance condenses to liquid. The cooling process takes place in a facility which is like a large refrigerator. LNG is non-explosive, non-toxic, non-corrosive and does not mix with water or soil. If there is a spill, LNG reverts to its gaseous state and mixes with the atmosphere instead of soaking into the ground. WSN
GRB COLLEGE OF WELDING Training & Testing Since 1983 Pressure Welder Re-Certification CWB Welder Test Centre Pre-Employment Welding (396 Hours) SMAW/GMAW/GTAW Up Hand/Down Hand/Roll Welding We care about HEALTH Fresh air exchange every three minuties 9712 - 54 Ave., Edmonton, AB Phone: (780) 436-7342 Fax: (780) 436-7344 Email: grb@grbwelding.com Webpage: www.grbwelding.com
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ERGONOMICS & THE HEALTHY WORKPLACE
Desk-bound workers need more options for health and comfort By Michael Conroy Mounting evidence that sitting for too long is unhealthy is putting pressure on employers to give staff seating options. The software engineer in Austin, Texas, used parts from Ikea for a makeshift desk to prop up his keyboard and monitor, letting him avoid the excessive sitting he had heard was bad for him. Other co-workers did the same. His employer at the time, HomeAway Inc., has since relented, converting the office's more than 800 desks so they're now adjustable. Employers are under increasing pressure to give desk-bound workers more options to get out of their chairs as evidence mounts that sitting for long periods is unhealthy — even for people who are otherwise in good shape. While the desks can cost thousands of dollars apiece, companies have to weigh the expense against showing concern for employees' health. An analysis just published in the Annals of Internal Medicine is likely to give concerned workers more ammunition. Researchers dug through data in 47 separate studies to conclude that longer sitting time was associated with higher risk for death, heart disease, cancer and Type 2 diabetes. This can lead to life expectancies that are years shorter, according to David Alter, the paper's lead author and a researcher at the Toronto Rehabilitation Institute. Sitting for hours every day was correlated with bad health even for people who exercised frequently, he said. The study didn't find that sitting caused people to die or get sick, and didn't seek to explain why there was an association. “Sitting time was an independent marker of bad health and it was such that sitting time was hazardous to somebody's total survival,” Alter said in a phone interview. “We need to get off our rear ends and stand up.” While the studies in the analysis varied in their definition of prolonged sitting time, Alter concluded that fewer than four hours a day is optimal and more than eight is bad, he said. It's enough to give any cubicle occupant pause, but workers like Tyrrell sometimes run into obstacles when they try to persuade employers to purchase equipment to stand at the office. “They said, 'Well, if we get it for you then we'll need to get it for 100 people,'” Tyrrell said in a phone interview. After switching to adjustable desks in its Austin office early last year, HomeAway is now planning on making them available at some other locations, said Christina Song, a spokeswoman for the online vacation-rental company. While 13 per cent of companies offered subsidies for standing desks in 2013, that figure reached 20 per cent last year and is set to expand, according to the Society for Human Resource Management. Tyrrell is now working from home for another company.
Work Ergonomics 101: Tips for Improved Posture and Reducing Strain At some point in our lives, we have likely been reminded to 'sit up straight.' Whether you sit most of the day or are continually moving and lifting, proper work ergonomics and posture may prevent or decrease your neck and back pain. Why is posture important? Good posture reduces strain on your muscles and joints. What is ergonomics? Ergonomics “deals with designing and arranging things so that people use them easily and safely” (Merriam-Webster Dictionary). Posture and ergonomics in the workplace A good ergonomic office chair should be adjustable, support your hips and back and be tailored to your specific needs. When sitting, try to keep your feet flat on the floor with your back supported and shoulders relaxed. Adjust the height of your chair so that your knees are at or below your hip level. Keep your head aligned with your spine. When sitting for a prolonged period of time, take regular breaks to walk around and stretch. If your job requires you to be on the phone much of the day, consider using a headset. It is important to take ergonomics into account when doing any lifting at work: -Keep your back straight and bend with your knees. - Keep the load close to your body and turn by moving your feet, not twisting your back. Get assistance if the load is too heavy or awkward to lift alone. If you are experiencing a work related injury, back or neck pain, Aim Rehabilitation Centre can help. Services include chiropractic, physiotherapy, massage therapy, acupuncture, kinesiology and more. Aim Rehabilitation Centre is located at 25 Redmond Dr., just off Stonechurch Road on the Hamilton Mountain. Free parking is available. For more information, call 905-383-0123 or e-mail aimrehabilitation@gmail.com
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February 2015 Page 14
WORKPLACE IN FOCUS
Work injuries have dipped: IWH report
More than 2,000 police officers, including 860 Mounties in their traditional red serge and 450 officers from the municipal police force in nearby Edmonton, gathered on the streets of St. Albert recently to say a final farewell Const. David Wynn. A riderless horse, with a pair of brown boots turned backward in the stirrups, led the black hearse carrying Wynn's coffin. Wynn died after he and auxiliary Const. Derek Bond were shot during a struggle with a suspected car thief at a casino in St. Albert, just outside of Edmonton, earlier last month. His family, friends and neighbours came to pay their final respects a day earlier.
Manitoba NDP promises a safer workplace for the province NDP leadership candidate Theresa Oswald is promising to make work a safer place for Manitobans. "There's more for us to do to support injured workers and indeed, to make workplaces more safe," Oswald said. "In 2013, there were over 30,000 reported workplace injuries — 34 workers lost their lives. This is unacceptable. Our top priority, of course, always must be a focus on preventing injuries." Towards that end, Oswald promised three changes to Manitoba NDP leadership the system, if elected: Making workplace safety and hopeful Theresa Oswald injury-prevention part of the school curriculum; hiring five new Workplace Health and Safety inspectors; and developing mandatory independent reviews into every workplace death. I t would cost $400,000 over two years to hire the inspectors and about $100,000 to fund the school's Safe Workers of Tomorrow program, said a spokesperson for Oswald. "Kids coming out of high school are a very high-risk group for injury in workplaces," said Rob Hilliard, former president of the Manitoba Federation of Labour. "Keeping our young people safe when they first start in the workplace is a very important thing." Oswald would also ensure that back-to-work protocols are fair, expand the WCB to include more than the 75% of workers now covered, extend PTSD coverage and address the concern that too many employers suppress injury claims. Not one employer has been prosecuted for injury-claim suppression since the WCB started about 100 years ago, Hilliard said.
By Lindsey Cole A study conducted by the Institute for Work and Health (IWH) shows work-related injuries in Ontario declined by 30 per cent from 2004 to 2011, reaffirming the efforts made by employers to make the workplace safe, states Patrick McManus, chair of the Ontario Construction Employers Coalition (CEC). The results are in sharp contrast to non-work injury rates, which did not change, states the IWH. "That's been a CEC position since 2010, so seeing this in an independent third party report really reaffirms that these declines are very real and they are largely a result of this employer investment," adds McManus. One of the study's authors, Dr. Cameron Mustard, who is also president and senior scientist at IWH, says the reason for the analysis was to see if what was coming across from workers' compensation reports was indeed accurate. "We think we've known through the view of the registration of workers' compensation clients, in every province, that year over year in Canada work looks like it's getting safer because the number of compensation claims is going down," explains Mustard. "But there are concerns that maybe that's not a true story. It may be that what's happening...for various reasons, workers and employers are choosing not to report injury and illness. So it was valuable to look at two other sources of information." The two pieces of data analyzed included the record of all emergency department visits, which Ontario hospitals have been required to report since 2000, and a series of health interview surveys that Statistics Canada conducts on a sample of working-age adults. "Both of those data sources...it's the same story," Mustard adds. "It gives us more confidence that what we are seeing is true. It tells us that the effort on the part of regulators and employers to make work safer is working. The bad news is from a public health perspective...we're not making the same progress. Our non-work activities have not improved at all." According to the study, the five leading causes of occupational injury among patients who went to the emergency department were: inanimate mechanical force (an injury caused from a machine, a tool for example, or being struck) at 52 per cent; falls at 16 per cent; overexertion with 14 per cent; electricity, fire, and hot objects at three per cent; and poisoning at two per cent. The five leading causes of non-occupational injury were inanimate mechanical force at 29 per cent; falls at 23 per cent; overexertion at nine per cent; intentional injury with six per cent; and motor vehicle collisions at five per cent. "For a few types of injuries, the researchers found parallel declines in both work-related and non-work injuries," the statement reads. "These included injuries due to motor vehicle collisions, natural or environmental causes, and intentional self-harm. However, for many other injury categories, the researchers found either no reduction in non-work injuries, or reductions that were substantially smaller than those achieved at work." Mustard states that employer investment is clearly starting to pay off.
Healing centre for vets opens in the East Canada's first Trauma Healing Center for veterans and first responders has opened in Cole Harbour, N.S. “Nobody expected the high demand and we're just another tool in the toolbox for veterans to get the care they deserve,” says Trevor Bungay, the vice-president of veteran relations for the centre. The centre is open to Canadian veterans, first responders and their families to cope with post-traumatic stress disorder, or PTSD, and chronic pain. The privately-funded facility fills a void in government services and offers a new approach. “What sets us apart is the fact we have multiple services under one roof, so you really have a trusted place to go,” says Kyle Atkinson, president of the Trauma Healing Centre. Clients can access traditional therapies, like counselling, medical advice and massage therapy, as well as alternative treatments, like medical marijuana. Veteran peer counsellors are also available. “I've had three tours,” says volunteer peer counsellor David McCormick. “I went from Ethiopia, Haiti and Afghanistan, so I lost quite a few buddies on my own personal deployment and previous deployments before and after me.” Those experiences led to his own personal battle with PTSD – a vicious aftermath that has now claimed more Canadian soldiers to suicide than the entire mission to Afghanistan. “We don't want to see more men and women taking their lives because of stigma on PTSD or any other injury and losing your life because you don't want to show you're weak and broken,” says McCormick.WSN
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MANAGING DANGEROUS GOODS TSB assesses Transport Canada's response to Lac-Mégantic investigation recommendations: significant progress made, more work required GATINEAU, QC- While recognizing significant positive action taken by the regulator, the Transportation Safety Board of Canada (TSB) remains concerned about Transport Canada's (TC) response to outstanding recommendations stemming from its investigation into the Montreal, Maine & Atlantic Railway (MMA) train that derailed on 6 July 2013 in Lac-Mégantic, Quebec. "Transport Canada continues to take important steps to address the rail safety deficiencies we identified in our Lac-Mégantic investigation," said Kathy Fox, Chair of the TSB. "With respect to preventing runaway trains, TC has introduced multiple layers of defences that, if fully implemented, will significantly reduce risks. But with respect to TC auditing and oversight activities, we are concerned that the department has not yet put in place an effective oversight regime that guarantees all railways will be audited in sufficient breadth and frequency to ensure safety issues are addressed in a timely manner." Prevention of runaway trains: Unattended equipment (R14-04) The investigation determined that more robust defences are required to prevent runaways. Even if they have a low probability of occurrence, these events can have extreme consequences, particularly if they involve dangerous goods—as was seen in LacMégantic. For this reason, the Board recommended that TC require Canadian railways to implement additional physical defences to prevent runaway equipment. In October 2014, TC issued an Emergency Directive (which expires 29 April 2015) that addresses many of the weaknesses in the Canadian Rail Operating Rules pertaining to the securement of equipment. Along with a standardized hand brake chart and explicit instructions for hand brake effectiveness testing, additional physical securement measures must be used. TC also said it will hire additional specialized staff to strengthen oversight related to train securement and to monitor compliance with these additional levels of defence to prevent runaways. If the proposed measures are fully implemented on a permanent basis, the risk of runaway equipment will be significantly reduced; therefore, the Board assesses the response as having Satisfactory Intent. Safety management systems audits and essential follow-up (R14-05) Until Canada's railways make the cultural shift to safety management systems (SMS), and TC makes sure they have effectively implemented SMS, the safety benefits will not be fully realized.
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Enhanced safety data sheet application New, improved and high-tech Carlsbad, Calif.-3E Company, a leading provider of environmental health and safety (EH&S) compliance and information management services, has released the 3E Online®SDS 9.0, an enhanced version of its chemical and safety data sheet (SDS) management application. The latest edition features enhancements designed to improve the accessibility and usefulness of compliance information stored within the platform. 3E Company is a Verisk Analytics (VRSK) business. 3E Online-SDS 9.0 includes a new dashboard to give a "visual face" to information stored and actions taken within the platform. Metrics tracked - and available from the home page include the volume of United Nations` Globally Harmonized System for the Classification and Labelling of Chemicals (GHS) SDSs per location; the volume of Registration, Evaluation, Authorisation and Restriction of Chemicals (REACH) extended safety data sheets (eSDSs) per location; and the volume of new products added or removed per month. Additional new metrics will be added during 2015. With hazard classification information changing rapidly across the world to GHS, 3E has also enhanced navigation to ensure all employees can easily access classification information. To assist administrators in evaluating the changes, new reports have been added to compare hazard classification systems side by side (GHS/CLP, US HMIS/NFPA/SARA, US Waste, EU DPD, and Canadian WHMIS), along with reports to review GHS updating progress by manufacturer and at the SDS level. Other improvements include new export options for product data, streamlined report pages, and enhancements to the Chemical Approval and Revision Alert modules to track SDS information changes. "3E Online-SDS 9.0 offers a host of new features to simplify compliance management," said Louise Bernstein, product development manager, 3E Services, 3E Company. "3E Online contains a wealth of important information about a company`s products and user activity. Its new dashboard and GHS awareness tools offer quick access to this information, allowing people to more easily identify areas of attention or performance satisfaction." 3E Company, a Verisk Analytics (VRSK) business, offers a comprehensive suite of data and solutions for environmental health and safety (EH&S) compliance management. This solutions suite addresses the entire chemical life cycle and includes regulatory research; SDS authoring, distribution, and management; transportation; emergency response; training; regulatory reporting; and hazardous waste management. . For more information on 3E Company, visit www.3ecompany.com
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MENTAL AWARENESS HEALTH HEALTH & WELL-BEING
The dark side of work 4 of 10 workers keep their mental troubles hidden Nearly four out of 10 workers would not tell their managers that they had mental health issues, says a survey by the Centre for Addiction and Mental Health (CAMH) in Toronto. Half of the respondents, however, said that if they knew a co-worker had a mental illness that the respondents would want to help them. The study was announced on January 26, 2015, and published in International Journal of Occupational and Environmental Medicine. "A significant number of working people have mental health problems, or have taken a disability leave related to mental health," said Dr. Carolyn Dewa, head of CAMH's Centre for Research on Employment and Workplace Health (CREWH). Nearly three percent of employees are on a short-term disability leave annually because of mental illness. CAMH surveyed 2,219 employed adults in Ontario. The two key questions were: “Would you inform your manager if you had a mental health problem?” and “if a colleague had a mental health problem, would you be concerned about how work would be affected?” More than half of the respondents who said they would not tell their manager about their mental health issues were afraid that the disclosure would affect their positions. Others did not admit their mental health condition because they feared losing friends, heard bad experiences about others who disclosed, or did not share for both reasons.
Three out of 10 respondents said they would not tell because their mental health would not affect their work. Stigma is another factor. "Stigma is a barrier to people seeking help," said Dr. Dewa. "Yet by getting treatment, it would benefit the worker and the workplace, and minimize productivity loss." Dr. Dewa's past research found that workers with depression who were in treatment were more productive than those who were not. Seeking treatment without disclosing is difficult, however, because employees must explain absences due to doctor's appointments and counselling sessions. The key reason that people said they would reveal that they had mental health issues was a positive relationship with their manager. Another reason that half of the respondents were willing to disclose their condition was supportive company policies in the workplace. An example of When the respondents were asked if they were concerned about the mental health of a co-worker, 64 percent said yes. One in five respondents said they were wanted to help a co-
A primer on workplace stress & mental health
AFE By Dr. Donna Ferguson, Psychologist with the WSIB Psychological Trauma Program The relationship between stress and mental illness is complex, but stress can certainly exacerbate mental illness for some people. Individuals who suffer from mental illness may, at times, hide away from work – using physical illness as an excuse. Others will go to work sporadically but won't engage with colleagues or supervisors, or do so sparingly. On any given week, more than 500,000 Canadians will not go to work because of mental illness. Mental illness can be a heavy burden for someone struggling with a mental health issue, regardless of what he/she has been diagnosed with. There are a number of disorders that are common and can be quite difficult for people to deal with particularly while trying to work – primarily depression and anxiety disorder. Depression Some people diagnosed with depression may have difficulty with task performance – a depressed mood can make it hard to manage work responsibilities, including sustaining effort over time and dealing with change. Other factors may come into play when someone is dealing with depression. Sadness, irritability or emotional numbing can make it harder to do the job and tolerate or even enjoy it. Thinking and rumination can make it difficult to concentrate and make decisions, negatively impacting accuracy and confidence on the job. This can lead to avoidance of coworkers or frequent conflict, preventing successful teamwork and making the workplace
worker with a mental illness, but they were worried that they make the situation worse. A positive example of a manager supporting a worker with a mental illness helps managers to address the situation. More than four in 10 expressed concerns about their safety and the reliability of the co-worker. Dr. Dewa said that safety issues can be addressed by company policies and procedures, and a having a trusting relationship with a supervisor. "The manager's position is so important, and it's really important to invest in training them," says Dr. Dewa.
less supportive. Finally, physical health factors like reduced energy level and disrupted sleep make it difficult to keep up with job demands. Physical symptoms may further undermine workplace performance and attendance. Anxiety Disorder Having an anxiety disorder will impact performance in similar, but slightly different ways. An individual diagnosed with social phobia, for example, may turn down a promotion or other growth opportunities because it involves travel or public speaking. Due to anxiety, they may make excuses to get out of office parties, staff lunches, and other events and meetings with coworkers. For many of us, deadlines are an important part of the workplace environment, but also a source of stress. Someone dealing with an anxiety disorder may have irrational thoughts about performance or quality of work when under extreme duress, which may cause them to miss these deadlines. People who have been diagnosed with panic disorder may find it especially challenging, as symptoms can be difficult to manage while you are at work – and the thought of having a panic attack in front of your coworkers, your boss or supervisor might make things worse. Taking steps to facilitate a healthy workplace for yourself If you are returning to work after a leave related to mental illness, consider negotiating a graduated return-to-work with your employer. This may mean returning only two to three days a week, for shorter workdays. Be clear with your employer about what workplace situations cause stress, and how they can be addressed. For example, if you find long meetings difficult, tell your employer that you may have to leave the room periodically, and you will sit close to the door so you don't disturb others. Employers and employees benefit from fostering a psychologically healthy and inclusive work environment as well as knowledge and support. How do we deal with a colleague who opens up about mental illness? It is important to be as supportive as possible. If they opened up to you, ask if there is anything they might need or if he/she wants to talk. Sometimes they may just need to talk about it – and it's possible to do so without delving too much into his/her business. It is also important not to judge or stigmatize your colleague. Try to be understanding, and if the individual decides to divulge issues to you, offer some potential resources if you aware of any. Encouraging the individual to see his/her family physician for support, advice and a possible appropriate referral is an appropriate recourse if they not yet done so. It is important to find out what the standards and protocols are in the workplace. If a person leaves work on a mental health leave/medical leave, are you able to contact them at home or through your social networks? And if so, how much can you ask the individual? Knowing this, it's also important to give someone the privacy they deserve, especially if you weren't very close to the colleague to begin with. Mental illness in the workplace is a growing topic, and we're at a point where its effects are only beginning to be studied in detail. As we continue to drive the conversation forward, the need for workplace mental health strategies to be put into place will become more apparent. But as the saying goes, “It takes a village…”, and by familiarizing ourselves with the basics, employees and employers alike can begin to shape healthier, happier places of employment.
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February 2015 Page 17
MENTAL HEALTH AWARENESS FOR FIRST RESPONDERS
Positive attitude protects police at high risk of PTSD Personality traits play a role in dealing with disaster: Study By Carol Nolan Worksite News Service olice officers who respond to natural disasters seem to have better coping skills if their personalities possess resilience, life satisfaction and a positive disposition, according to a new environmental health study at the University of Buffalo. This is the case even though repeated exposure to traumatic events has been found to provoke PTSD and police officers are exposed repeatedly to traumatic events. These are the conclusions of the research that looked at emergency personnel in the New Orleans area during and in the immediate aftermath of Hurricane Katrina. The results suggested that they were shielded from PTSD by the protective qualities not only in the immediate aftermath of the hurricane, but years later as well. “We found that symptoms of PTSD significantly decreased among subjects as resilience, satisfaction with life and gratitude increased,” says researcher John Violanti, PhD, professor of epidemiology and environmental health at the University at Buffalo and an internationally known expert on police stress. “This also was true among officers — excluded from the study — who did not work during the hurricane. “This study extends our understanding of how positive factors are associated with reduced PTSD symptoms, and can inform and guide treatment modalities for PTSD,” Violanti says. The research was conducted using a grant from The National Institute for Occupational Safety and Health (NIOSH), part of the Centers of Disease Control and Prevention (CDC). Violanti and several NIOSH researchers are among the authors. The recent cross-sectional study, “Positive Psychological Factors are Associated with Lower PTSD Symptoms in Police Officers: Post Hurricane Katrina,” is published online in a December special issue edition of the Journal Stress and Health. The authors point out that the severity of symptoms and risk of PTSD are associated with such factors as the severity of the disaster, degree of exposure, personal losses and even how one behaved during the event. Following Katrina, the study says, police officers faced a number of physical and psychological challenges and many reported having to conduct their duties – crowd control, looting control, rescuing victims in flooded areas, body retrieval – while facing open hostility from the citizens they were trying to aid, sometimes in the form of assault and being shot at. “About 50 percent of the general population in the U.S. has been exposed to at least one traumatic event involving actual or threatened death, serious injury or other terrifying situations,” Violanti says. “Five to six percent of them will develop PTSD while others will cope pretty well. “Police officers, however, are at significantly higher risk than the general public because PTSD is more likely among those repeatedly exposed to trauma,” he says, “and between 9 and 19 percent of police will develop PTSD, indicating both a higher rate of occurrence than in the general public and greater variability in risk.” In one survey, eight weeks after the hurricane, 19 percent of the officers reported symptoms that met the criteria for PTSD. The aim of this new study was to find out if personal qualities found to protect the general public from PTSD also mitigated symptoms in this high-risk population. The protective personal qualities under consideration here were resilience, the capacity to recover quickly from difficulties; satisfaction with life; post-traumatic personal growth, that is, psychological shifts in thinking and relating to the world that contribute to deeply meaningful change; and a grateful disposition, which is associated with positive affect and well-being, prosocial behaviors and other qualities.
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“About 50 percent of the general population in the U.S. has been exposed to at least one traumatic event involving actual or threatened death, serious injury or other terrifying situations,” Violanti says. “Five to six percent of them will develop PTSD while others will cope pretty well.” The 114 study participants were 84 male and 30 female police of?cers in the New Orleans area who worked as officers during and after “In this sample, unlike in studies of civilian populations, an experience of posttraumatic personal growth did not appear to mitigate PTSD symptoms in police officers, though the other three protective characteristics we studied did,” Violanti says. He elaborates on the study's results: “As in previous research, resilience scores decreased as the level of alcohol intake increased in the officers. “Gratitude scores were highest among African American officers, followed closely by Caucasians, with the lowest scores reported by Hispanic, Native American and Japanese officers. Officers with high and very high life satisfaction reported fewer PTSD symptoms, although given the cross-sectional nature of the study, it is difficult to say whether experiencing PTSD symptoms results in dissatisfaction with life or vice versa. The authors conclude that longitudinal research should be conducted to continue the assessment of how protective factors alone and in combination play a role in protecting against or reducing negative conditions that result from exposure to traumatic events. In addition to Violanti, study authors are Erin C. McCanlies, PhD; Anna Mnatsakanova, PhD; Michael E. Andrew, PhD, and Cecil M. Burchfiel, PhD, Biostatistics and Epidemiology Branch, Health Effects Laboratory Division, NIOSH/CDC.
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POST TRAUMATIC STRESS DISORDER (PTSD)
True American Sniper revealed his true story to TIME Magazine In 2011 — shortly after his book American Sniper's release — Chris Kyle sat down with TIME Magazine to discuss his life and experiences while on tour in Iraq. Some portions of the interview have not been detailed until now. Kyle — who was shot and killed by a fellow military man suffering from Post Traumatic Stress Disorder (PTSD) in 2013 — is at the center of the controversial, record-breaking film American Sniper, starring Bradley Cooper. The Clint Eastwood film is smashing previous box office records for January, and is now the biggest earner in history for this month, but this success has come with a lot of controversy, even as it continues to rule the box office for the second week in a row. There are many things Chris Kyle had to say about his life and why he decided to write a book — even against the military's wishes. The now-famous American sniper says his goal was to show, not only what the men that fight in the front lines have to go through, but most importantly how much their families sacrifice. Thanks to the film and the book, we know that Chris and his wife Taya had a very close relationship and share two beautiful kids. The late Navy SEAL wanted readers to know about all the anonymous soldiers that have not received the Medal of Honor or written a book, but made the ultimate sacrifice to protect the American way of life
ANCIENT WARRIORS SUFFERED FROM BATTLE TRAUMA: STUDY It had been thought that the first record of PTSD was in 490 BC, during the Greco-Persian Battle of Marathon, but researchers at Anglia Ruskin University have found that it could have existed more than 3,000 years ago. Evidence was discovered of trauma suffered by warriors in Mesopotamia, or modern-day Iraq, under the Assyrian Dynasty, which ruled from 1300-609 BC. Texts from the period refer to how King Elam's mind “changed”, meaning that he was disturbed, or suffering from PTSD. Soldiers in Assyria were required to fight in battles every third year of their compulsory military service and this is believed to be the cause of the condition. The paper states that while modern technology has increased the effectiveness and types of weaponry, "ancient soldiers facing the risk of injury and death must have been just as terrified of hardened and sharpened swords, showers of sling-stones or ironhardened tips of arrows and fire arrows." It added: "The risk of death and the witnessing of the death of fellow soldiers appears to have been a major source of psychological trauma. "Moreover, the chance of death from injuries, which
Former SEAL Sniper Chris Kyle and whose families have to move on without them. “…But then also stories about my guys who deserve to be out there. They didn't get the Medal of Honor so you don't know about them, but they died heroes and people should know about them.”
Additionally, much has been talked about how Kyle apparently looked down on the Iraqis he was fighting and the movie seems to showcase that aspect of the conflict. In this particular interview, the American Sniper tells TIME exactly what he thinks about those — he calls them “savages” in his book — who he was sent to fight four times. “They're crooked. No matter how bad you think of our politicians, those people over there are worse. It's honorable to lie to someone's face instead of to look bad.” Kyle discusses how he almost failed sniper school, as he calls it, and explains what it takes to be a “good shot.” It is clear that he is not looking for added attention and plays down his credentials, since his much publicized number of kills — 162 confirmed and many more suspected — didn't make it in the book. The first kill he details in his book was that of a woman carrying a baby in one arm, while clutching a grenade in the other. Chris Kyle went into great detail in this fascinating interview, explaining for our benefit, what it feels like to be an American sniper and kill unsuspecting human beings. It is clear that to him, it was his job and he was doing it to the best of his ability. To read the complete interview go to the TIME website.WSN
can nowadays be surgically treated, must have been much greater in those days. All these factors contributed to post-traumatic or other psychiatric stress disorders resulting from the experience on the ancient battlefield." Professor Jamie Hacker Hughes, director of the Veterans and Families Institute at the university and co-author of the paper, said that the research shows that PTSD was first witnessed far earlier than previously thought. “This paper, and the research on which it is based, demonstrates that post traumatic psychological symptoms of battle were evident in ancient Mesopotamia. Well before the Greek and Roman eras, before the time of Abraham and the biblical Kings, David and Solomon, and contemporarily with the time of the Pharaohs,” he said. "Especially significant is that this evidence comes from the area known as the cradle of civilisation and, of course, the site of much recent conflict including the recent Gulf and Iraq Wars in which many British service personnel were involved." The paper is entitled “Nothing New Under the Sun: Post-Traumatic Stress Disorders in the Ancient World” and was co-authored with Dr Walid Abdul-Hamid of Queen Mary University of London.WSN
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WORKSAFE BC
High angle workers required to have two new training standards By Worksafe BC It's a line of business not for the faint of heart: painters, window washers and maintenance workers who do their jobs suspended hundreds of feet in the air, dangling off bridges or highrise buildings. Now some Vancouver companies are heralding new regulations being introduced by WorkSafeBC in February, which they say will improve worker safety. But they're also calling for more action on a method of suspension – bosun's chair, often used by window washers – they say is archaic and unsafe. “Window cleaning sort of has a history of being a cowboy occupation,” said Vadim Pokotilo, owner of Pacific Sky Services, who recalled nearly falling out of his bosun's chair as a newbie window washer. Like several other Lower Mainland window washing companies, Pokotilo has moved to a system called rope access. Already common in Europe and the United Kingdom, rope access is growing in popularity in North America, say its adherents. The method, which incorporates a two-line system, a harness and special training, can be used not just for highrise maintenance but also for engineering, inspection and maintenance work on bridges, hydro dams and oil and gas facilities. Companies that use it say it's safer because training is standardized and rescue methods and planning are emphasized. “It's a lot faster, it's more efficient and there's the safety aspect,” said Tim Zagiel, general manager of Pacific Ropes Contracting in Richmond. “We've seen big growth over the past eight years we've been in business.”
He added that rope access companies based in the United Kingdom or the United States are now looking at Western Canada as a growth opportunity. The system is safer than using scaffolding, a crane with a basket or other methods for working in high places, Zagiel said. The new WorkSafeBC regulations require rope access workers to be certified in one of two internationally recognized certification standards. It's a good first step, said Greg Korpela, general manager for Canadian Rope Access Specialists, but his company is actively lobbying WorkSafeBC to take a hard look at bosun's chair. “Anybody that is using a traditional classic bosun's chair system, they can continue to do what they're doing,” Korpela said, adding that current regulations do not specify whether a specific standard of training is required before workers can use a bosun's chair. “The bosun's chair system is entirely unsafe and, in our opinion, unjustifiably so, and should not be allowed.” Pacific Ropes and Canadian Rope Access Specialists consulted with WorkSafeBC before the new regulations were drafted. Both companies also offer rope access training. Andre Genesse, owner of Skywalker High-Rise Services, said several of his workers have been trained on rope access. But he plans to continue to use the bosun's chair because rope access is very expensive for window washing. While a bosun's chair platform costs about $125, a rope access harness costs around $1,600 and the per-person
training is around $2,000. “In 12 years that I've used it I've never had one [accident], not even a close call,” Genesse said. “There's nothing unsafe about the bosun's chair.” In an email, WorkSafeBC said the bosun's chair method is legal and that workers must wear a “personal fall protection system.” Regulations also require new workers to be trained and for extra training to be provided if workers request it. Pokotilo said for his company, rope access has been worth it. “If everyone started demanding rope access, it would mean that [anyone] working on ropes in any capacity would have to have that certification, which to me makes sense.”
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CAREERS AND EMPLOYEMENT
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PRODUCTS AND SERVICES
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WORKSITE DIRECTORY Acorn Safety P.O. Box 3527 City of Industry, CA 91744 Contact Robert Bowles Ph: (775) 284-7212 Fax (626) 961-2200 bbowles@acorneng.com Alberta Construction Safety Association (ACSA) Head office: #101, 225 Parsons Road SW Edmonton, AB T6X 0W6 Tel: 780-453-3311 or 1-800-661-2272 Fax: 780-455-1120 or 1-877-441-0440 Executive Director: Dan MacLenna edmonton@acsa-safety.org Calgary: #101, 292060 Wagon Wheel Link Rocky View, AB T4A 0E2 www.safestart-safetrack.com Tel: 403-291-3710 or 1-800-661-6090 Fax: 403-250-2852 or 1-877-258-5881 calgary@acsa-safety.org Fort McMurray: Nomad Inn Hotel 10006 MacDonald Avenue Fort McMurray, AB T9H 1S8 Tel: 780-715-2157 Fax: 780-715-1684 fortmcmurray@acsa-safety.org Alberta Employment, Immigration and Industry 9th Flr, 10808-99 Avenue Edmonton, Alberta T5K 0J5 Ph: (780) 427-5585 Fax: (780) 427-5988 Alberta Motor Transport Association (AMTA) 3660-Blackfoot Trail S.E. Calgary Alberta T2G-4E6 Ph: (403) 214-3428 Alberta Specialty Services Ltd. Rear Bay 4, 2705 5 Ave NE Calgary, AB T2A 2L6 Ph: (403) 225-2759 Toll Free: (877) 347-5588 Fax: (403) 253-4560 info@albertaspecialtyservices.com
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Canadian Industrial Training
River City Centre Mall 620B 8600 Franklin Avenue Fort McMurray, Alberta T9H 4G6 Contact: Lori Burke Ph: (780) 791-1230 cict@telus.net www.cict.ca Christian Labour Association of Canada (CLAC) 14920-118 Ave Edmonton, Alberta T5V 1B8 Ph: (780) 454-6181 Fax: (780) 451-3976 www.clac.ca BC Construction Safety Alliance #400, 625 Agnes Street New Westminster, BC V3M 5Y4 Ph: (877) 860-3675 Fax: (604) 636-3676 Contact: Alicia Brady abrady@bcsa.ca www.bccsa.ca Creative Wellness Solutions PO Box 3061 Tantallon, NS B3Z 4G9 Ph: (902) 820-3096 Toll Free: (877) 480-9355 Fax: (902) 820-3097 Contact: Dr. Lydia Makrides info@wellnesssolutions.ca CTK Safety Consulting 79 Eastbrook Way E Brooks, Alberta T1R 0H9 Ph: (403) 501-5686 Cellular: (403) 363-9304 Fax: (403) 793-8030 ctksafety@telus.net Electrical Contractors Association of Alberta 11235 120 Street Edmonton, AB T5G 2X9 Ph: (780) 450-1777 Contact: Pat Barnes bpbarnes@telus.net Electrolab Training Systems PO Box 320 335 University Ave Belleville, ON K8N 5A5 Canada Ph: (800)267-7482 Fax: (613) 962-0284
Contact: Claire Stewart cstewart@electrolab.ca Enform Safety and Training 1538 - 25 Avenue NE Calgary, Alberta T2E 8Y3 Ph: (800) 667-5557 Fax: (403) 250-1289 Contact: Tanya Plimmer tplimmer@enform.ca Grant MacEwan University PO Box 1796 Edmonton, Alberta T5J 2P2 Ph: (780) 497-5796 Fax: (780) 497-4593 GRB College of Welding 9712—54 Avenue Edmonton, Alberta Ph: (780) 436-7342 Fax: (780) 436-7344 grb@grbwelding.com www.grbwelding.com Institute for Work & Health 481 University Avenue Suite 800 Toronto, ON M5G 2E9 Canada Phone: (416) 927-2027 x 2131 Fax: (416) 927-4167 gpalloo@iwh.on.ca www.iwh.on.ca ITF Association 40 Scenic Drive NW Calgary, Alberta T3L 1C2 Ph: (403) 241-8443 Contact: Tes Bewick KnowledgeWare Communications #204, 20475 Lougheed Hwy Maple Ridge, B.C. V2X 9B6 Contact: Ron McNutt Ph: (800) 893-9333 info@kccsoft.com Manufactures Health & Safety Association (MHSA) #201 292060 Wagon Wheel Link Rocky View, Alberta T4A 0E2 Fax: (403) 279-1993 Toll Free: (888) 249-2002 Contact: Lorne Kleppe lorne@mhsa.ab.ca Moldex-Metric Inc. 10111 West Jefferson Boulevard Culver City, CA 90232
Contact: John Ambrosio Ph: 800-421-0668 Fax: (310) 837-9563 Team -1 Academy 780 Pacific Road, Unit 19 Oakville, ON L6L 6M5 Ph: (905) 827-0007 X 26 Fax: (905) 827-0049 www.team1academy.com The Checker by Dectra Inc. CA - PO Box 265, 146 Lakeshore Rd W, Oakville, ON L6K 0A4 US - 2316 Delaware Ave, # 611, Buffalo NY 14216-2687 Ph: 800.291.4719 Fax: 905.469.8831 shawn@thechecker.net www.thechecker.net Turning Technologies Canada 35 Cedar Pointe Drive, Suite 39 Barrie, ON, L4N 5R7 Toll Free in Canada: 1.888.522.8689 x 212 Ph: 705.726.8876 x 212 Fax: 1.866.552.8935 Contact: Peter Ferreira National Sales Manager pferreira@TurningTechnologies.ca Unique Products (E-Zee`Lock Outs) 16865 - 110 Avenue Edmonton, Alberta T5P 1G8 Contact: Pat Hanlon Ph: (780) 974-7039 Fax: (780) 444-0807 pat.hanlon@shaw.ca Work Authority 415 Thompson Drive Cambridge, ON N1T 2K7 Canada Ph: (416) 896-3525 Fax: (519) 740-6096 mike.thomas@workauthority.ca Worksafe B.C. Toll Free: 1-800-663-9509 www.worksafe.bc.com YOW Canada Inc. 1306 Algoma Road Ottawa, Ontario K1B 3W8 Contact: Marie-Chantale Perron Ph: 1-888-288-0489 Fax: 1-613-248-0711
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