Worksite NEWS
VOLUME 23 NUMBER 3
Canada’s premier occupational health, safety and environment E-Magazine
March 2015
Safety Awareness on the farm Vital to the success of the agricultural sector www.agsafetyweek.ca
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Worksite NEWS March 2015
SAFETY IN THE OILSANDS
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PRODUCTS & SERVICES
Infrared Detector Tetra gas monitor Get continuous monitoring of methane, propane, and other combustible gases with the Ultima Open Path Infrared Detector. The system consists of an IR source and receiver which continuously monitor for methane in both the 0 to 5000 ppmmeter and 0 to 5 LELmeter range. A 0 to 2000 ppmmeter and 0 to 1 LELmeter range is also available for monitoring propane. The Ultima OPIR-5 Detector provides two 4 to 20 mA analog signals proportional to each of the above ranges, in addition to a digital display and relay contacts. This infrared detector is calibrated at the factory and needs no further calibration. It also requires little maintenance except for a periodic visual inspection, test gas film check, and cleaning of the windows to assure dependable performance. Sensor data and status information from the receiver can be transmitted up to 9,000 feet to any industrial analog to digital (A/D) converter for use in multipoint computer-based monitoring. With multiple communication outputs, automatic gain control that compensates for dirty optics, and performance approval for harsh environments, this detector is a great solution for many applications such as compressor stations, drilling and production platforms, fence line monitoring, and fuel loading facilities to name a few. The Ultima OPIR-5 Detector is easily aligned using the digital display and adjustable mounting arms, therefore it does not require any bulky setup equipment (e.g. digital volt meters, handheld alignment aids). There is a short instructional video that demonstrates simple steps to follow to ensure accurate alignment and detection, and is available at www.MSAgasdetection.com Keyword – OPIR5. visit www.MSAgasdetection.com or call 1-800-MSA-INST.Contact: CeCe Weber 724.776.8721 cece.weber@MSAsafety.com
CEA Instruments has introduced Tetra, a new portable multi-gas monitor. Tetra monitors from one to four gases with a single button that controls all functions. A backlit "at-aglance" display provides simultaneous viewing of all gas readings, alarm conditions and battery life. Tetra units are very rugged despite their compact size and low weight of around 1 pound. The shatterproof plastic housing is over-moulded with rubber and incorporates a flexible internal architecture to resist shock and vibration. The unit is water and dust resistant to IP65, floats in water and is UL, CSA and ATEX approved for use in hazardous areas. Tetra gives rapid and effective warnings of the presence of gas when hazardous levels are detected. The user is alerted by extremely bright blue and red LED beacons and a powerful 90 dBA alarm. Alarm tones are adjustable to ensure easy discrimination from noisy machinery. An integral vibrating alarm is also a standard feature. Tetra is easily customized for different applications with intelligent, user-changeable sensor modules that are pre-calibrated for a wide range of gases to allow "plug and play" operation. Sensors are available for oxygen, flammable gas and a full range of toxic gases, including all hazards commonly encountered in confined spaces. Two versions of the instrument are available including a rechargeable unit using lithium-
ion batteries for 12 hours' operation from one charge, and a version powered by three conventional AA alkaline batteries. For testing confined spaces prior to entry, Tetra can be specified with an optional built-in electric sampling pump or used with a separate manual aspirator. www.ceainstr.com
Metal-free safety work boot Michelin's metal-free safety workboots are made with the company's exclusive Star Tread design, which is inspired by Michelin's tire technology. The metal-free safety work boot is great for giving the wearer traction and higher slip resistance, as the outsole is specially designed to evacuate any fluid from under foot. The boots have a metal-free protective toe for extra protection and also boast a Lprotection integrated insole. The safety boots have been rated at top levels, with a rating of CSA Grade 1, and are also ESR approved. The metal-free safety workboots are designed to be waterproof and resistant to minerals, oleic acids from animal and vegetable fats and oils, disinfectants and also various animal manures. The metal free safety workboots are specifically engineered with the wearer's comfort in mind, while also offering peace of mind with the strength and durability of the boots' construction. www.michelinlifestyle.com
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LETTERS TO THE EDITOR
SLIP SLIDING AWAY
I
think it was somewhere about the time that my feet arrived at the 6 foot level, rapidly trading places with the airspace normally occupied by my head. I realized I was going to land hard. I was not doing anything special, nothing unusual, nothing brave, note worthy or “cowboy adventurous”, nope just a guy walking across a very slight slope with a skiff of snow on it and a layer of ice underneath … I hit about as hard as I thought I would, laid there, took inventory and realized that I had two good bruises, one to my left buttock, and the other to my aging, diminishing but ever present ego. Looking about I took stock of my audience, several of the ranch border collies had seen my acrobatics and I swear that one was wearing a big black and white grin. A couple of the more compassionate ones made their way over and began to offer aid in the form of facial lapping. Having observed their recent consumption of the freshly available horse “Tim Bits” I must admit their licking did motive a rapid rise to my still slipping and sliding feet. As I brushed off I thought of how quick that happened, how one thing that was pretty common place, walking, had in a real hurry become something that was potentially disabling. I hate statistics but every once in a while in an effort to increase my understanding and to determine particular
trends I need to examine them to help me, and all of us, understand how and why people are being hurt in our industry. It came to my attention a number of months back, that a lot of times the common denominator in the varied and weird ways that cattlemen and cowboys manage to hurt themselves is hurry. I asked our FARSHA statistician to let me know how many injuries are related to hurry in some way. The numbers are still coming in but it would appear that “hurriedness” is a factor in a huge percentage of our injuries. That extra minute or second that we think we are saving is quickly consumed in the time spent lying in a hospital bed, in the truck or ambulance on the way to town, on the barn floor or, I hate to say it, on the ice. I began to think, what if we just slowed down, just a bit? What if we took just that extra second and thought through what we were about to undertake? Could it really make a difference? Could it make that much of a difference? It would seem that it could, and it is sure worth a try, after all it does seem to be borne out “statistically” that being in a hurry is listed as a contributing cause in just about any reportable incident, lost time injury or fatality. Stats aside, all of us can think of a time when we were in a hurry and we had a narrow miss or were hurt in some way, perhaps if we had just taken that extra second. I know, I hear that all the time when I am speaking with an injured rancher at his home or in the hospital. It usually starts out something like this … “You're looking pretty sore, how are you doing?” “Better now, still hurts to get around.” “What happened?”
“Ah well I was running late and …” or something to that effect.Lying there on the ice, I was thinking of other close slips within in the past week and how really viable, cheap and valuable those slip on stud boot traction dealios were looking. Picking up a calf that was newborn but not wanting to get up and laying there on the snow (insert hard packed snow/ice here), I slipped a bit as I headed to the barn, mom mooing intently and following us in. Calf in arms, elbows extended is not how you want to hit the ground, besides, it does nothing for the calf trusting you when his newly form chops hit the ice with a clunk! Getting out of the truck on a slippery yard site without taking that little bit of a second to set your feet before you start moving. Seems like simple enough things, but it also seems like we are getting hurt doing simple things. I guess what I am on about here is the need for us to recognize that there is a common factor that keeps coming up when ranchers are getting hurt and killed, and that is “hurriedness”. The great news is that this is a fixable deal, it is cheap to fix and it is within everyone's ability to do so. If we can just slow down, just a little bit, it would seem that we can work safer and still get the job done in an efficient manner. I can see my wife smiling now as she reads this, but hey if I can do it so can you. At least we ought to try, I mean statistics don't lie, ask any politician … ok never mind that but there is a trend that we ought to pay attention to. Reg Steward is a B.C. Provincial Ranch Safety Consultant
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MENTAL HEALTH AWARENESS
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FARM & RANCH SAFETY
Wavering on farm safety Leg CASA Week of Safety Worksite News Service Alberta premier Jim Prentice is putting the province's farm workers at risk by refusing to recognize them under the Occupational Health and Safety Act, according to the leader of Alberta largest labour group. Gil McGowan say it could also be a violation of theirs rights. “There shouldn't be any industries exempted from basic workplace safety regulations. Period,” said McGowan, president of the Alberta Federation of Labour. “Agricultural workers deserve more than empty talk, they deserve action.” Prentice told media recently he may consider extending occupational health and safety legislation to farm workers at large-scale corporate farming operations — but he is still unconvinced. Prentice said he needs to see more research and debate on the issue. Currently, Alberta is the only province to exclude agricultural workers from its occupational health and safety legislation. Only operations that are involved in the primary production of agricultural products (producing crops, raising and maintaining animals or birds and keeping bees) are excluded. Those involved in the processing activities are covered by the Occupational Health and Safety Act (OHSA). However, excluded farm workers account for about 98 per cent of Alberta's farm workers, according to Statistics Canada. There have been 306 farm-related fatalities in Alberta from 1997 to 2013, according to the province's Farm Safety Centre. Labour groups have been trying to convince the government to amend the legislation for years, but to no avail.
New research from the University of Calgary might help their case. Students in Jennifer Koshan's constitutional clinical class conducted extensive research of labour laws and found excluding workers — including agricultural workers — from occupational health and safety legislation violates the Canadian Charter of Rights and Freedoms. “It means that they do not have a right to know about workplace hazards. They have no right to refuse unsafe work, and their employers do not have to ensure that their health and safety is a priority,” wrote Koshan's students on the university's faculty of law blog. “Overall, their exclusion from OHSA protection means that they are more likely to be injured or put at risk at work.” Farm workers are faced with a variety of hazards, including hazardous chemicals, heavy machinery, long hours, physically demanding work, repetitive tasks and working alone. To help reduce farming injuries and risks, the Canadian Agricultural Safety Association (CASA) has launched a new online tool that gives farmers an opportunity to express their concerns about possible hazards with farm equipment. The “Speak Up For Safer Equipment” tool is intended to provide a way for farmers, manufacturers and standards organizations to talk about safety concerns with agricultural equipment manufactured within the past five years. Once a farmer has filled out the online form, CASA will review the safety concern and either forward the issue directly to the appropriate manufacturer or, if the concern is a universal issue, forward it to the CSA Group.WSN
Ottawa, ON- This month, the Canadian Agricultural Safety Association (CASA) and the Canadian Federation of Agriculture (CFA) are encouraging all Canadians to become farm safety champions as a part of Canadian Agricultural Safety Week 2015 presented by Farm Credit Canada (FCC), which runs from March 15 to 21, 2015. Canadian Agricultural Safety Week (CASW) is an annual public education campaign focusing on the importance of safe agriculture. This year's theme is Be the Difference, and organizers want to inspire all Canadians to become farm safety champions through feature champion testimonials, farmer resources and a social media contest. “This year, we are focusing on the power of the positive. We know that we need to engage with all Canadians to make farms safer places to work and live,” says Marcel Hacault, Executive Director of CASA. “We're encouraging all Canadians to become farm safety champions. Health care providers, teachers, agri-business leaders, community members and farmers all play an important role in promoting farm safety.” “As a farmer myself and in the role as President at the CFA, I see the importance of farm safety firsthand – on my farm and for farms across Canada,” says Ron Bonnett, CFA President. “Injuries on the farm are no joke, and they happen much more often than they should. We need to work together so that farm safety is acknowledged as important and change ensues.” “Our commitment to Canadian agriculture extends beyond financing by helping those in the industry successfully manage risks on their farms or agribusiness operations,” says Brenda Stasuik, FCC Director, Strategy, Government Relations and Corporate Social Responsibility. “We're pleased to partner with CASA for Canadian Agriculture Safety Week to empower producers with the information and resources they need to make their operations safer.” As a part of CASW 2015, CASA and CFA are working with the PEI Federation of Agriculture to host Be the Difference launch activities in Charlottetown, Prince Edward Island on March 16th, 2015. Activities include a luncheon with speeches from farm safety champions and halfday training on hazard and risk assessment; Workplace Hazardous Materials Information System (WHMIS) or CPR. “The PEI Federation of Agriculture is pleased to see this year's CASW launch on Prince Edward Island soil,” says Charlotte Crooks, Farm Safety Coordinator. “We are proud of our farm safety initiatives in the province and we look forward to seeing what others are doing to “Be the Difference” in their areas. This event is a wonderful way to share knowledge and bring awareness to farm safety nationwide.” Canadian Agricultural Safety Week takes place every year during the third week of March. This year, CASW runs from March 15th to 21st. For more information about CASW or PEI launch activities, or to access CASW media kits, please visit: www.agsafetyweek.ca Media kits include press releases, feature safety champion articles, safety advice articles, psas, graphics and more. CASW 2015 is presented by Farm Credit Canada and brought to you by the Canadian Agricultural Safety Association and the Canadian Federation of Agriculture with assistance from the Government of Canada through Growing Forward 2, a federal, provincial and territorial initiative. In 2015, CASW sponsors include long-time corporate sponsor Farm Credit Canada, Imperial and their Esso Branded Resellers, Ag for Life, Canadian Fertilizer Institute, Dupont Pioneer, Viterra and Brandt. For more information contact: Robin Anderson, CASA Communications Tel: 877 452 2272 Email: randerson@casa-acsa.ca Jessica Goodfellow, CFA Director of Communications, Tel: 613 236 3633 ext. 2322 Email: jessica@canadian-farmers.ca
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ELECTRICAL SAFETY
Three steps to an Electrical System Recovery
Every day, 2 to 3 Albertans needlessly risk their lives by coming into contact with a Powerline
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TRUCK DRIVER SAFETY
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TRAFFIC SAFETY
ROAD SAFETY AT WORK WEEK Richmond, BC - Motor-vehicles incidents are a leading cause of worker fatalities in British Columbia. To bring attention to this critically important workplace safety issue, Road Safety at Work is launching the first annual Road Safety at Work Week awareness campaign, March 2 – 6, 2015. Distracted driving — specifically the use of mobile phones while driving — is a contributing factor in many motor vehicle incidents and is the focus this year's Road Safety at Work Week. Employers are responsible for the safety of their employees, even when they are behind the wheel. Road Safety at Work Week is an opportunity for employers, managers and workers to improve road safety awareness and adopt safe occupational driving practices. B.C.'s Minister Responsible for Labour Shirley Bond promoting safe driving should be considered a workplace issue. "It is a priority for our Government to ensure that employees have a safe work environment so that they can return home safely at the end of the day," she said. "Road Safety at Work week is a great opportunity for employers to promote safe and smart driving practices and improve road safety awareness so that dangerous driving situations can be avoided." - On average 23 workers a year are killed in British Columbia and another 1,290 are injured due to motor vehicle crashes while driving for work. - Of the 269 people killed in motor vehicle crashes in 2013 in BC, distraction was a contributing factor in 77 (29%).
(Source: ICBC Quick Stats) - It is estimated that texting while driving increases crash risk by up to 23 times. Allowing phone use or other distractions while driving creates a serious hazard and could result in property damage, injuries or deaths. Join the growing trend among employers, managers and workers, and pledge to drive phone-free. To make your pledge and get more information about safe driving practices visit www.roadsafetyatwork.ca Road Safety at Work Week is an initiative of WorkSafeBC, the Justice Institute of BC, and a team of road safety and occupational health and safety professionals from around BC representing various industries. Adds WorkSafeBC Industry and Labour Services Manager, Mark Ordeman: “Road Safety at Work Week is an awareness campaign addressing various road safety hazards that can have a significant impact on employers and workers. This year the focus is distracted driving – specifically distractions caused by mobile phone use, and employers, managers and workers are encouraged to take this opportunity to commit to safety driving practices in the workplace. Specifically, pledge to drive phone-free.” Road Safety at Work Week Steering Committee Members: The Road Safety at Work Week Steering Committee is a group of individuals representing employers and associations from across British Columbia. Members provide ideas and feedback to guide the development of Road Safety at Work Week campaigns.
About WorkSafeBC: WorkSafeBC is an independent provincial statutory agency governed by a board of directors that serves about 2.2 million workers and more than 215,000 employers. WorkSafeBC was born from the historic compromise between B.C.'s workers and employers in 1917 where workers gave up the right to sue their employers and fellow workers for injuries on the job in return for a no-fault insurance program fully paid for by employers. WorkSafeBC is committed to safe and healthy workplaces and to providing return-to-work rehabilitation and legislated compensation benefits. For further information, contact: Lennea Durant Lennea.durant@roadsafetyaswork.ca PH: 604-875-1182 Trish Knight Chernecki trish.chernecki@worksafebc.com PH: 604-232-5814
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SUBSTANCE ABUSE IN THE WORKPLACE
Addicts quit with paid work and near-daily drug tests Therapeutic workplaces offer frequent cash paydays and bonuses in exchange for staying clean Holding down a steady job is tough enough. Being high on drugs can be extra risky. Yet many experts believe that having a steady income is key to helping addicts quit- and could even help their mental wellbeing. To that end, psychiatrist Kenneth Silverman of the Johns Hopkins University School of Medicine and his colleagues created “therapeutic workplaces.” The technique features frequent drug tests, unlimited second chances and cash bonuses to addicts who keep clean. Research in recent years has suggested that Silverman has indeed homed in on a winning strategy. In a therapeutic workplace, full-time employees agree to be tested at least three times a week to see if they are clean or becoming cleaner. If not, they are sent home—but they can return the next day to try again. If clean, they can work full-time for an hourly wage until the next drug test. Paychecks come frequently, and cash bonuses are a constant possibility if workers meet drug- or jobrelated goals, such as staying clean for a certain period or performing, say, a data-entry task more proficiently. In early trials, researchers worried that giving addicts cash would tempt them to buy drugs, but results showed the opposite—workers who got cash bonuses stayed clean longer than those who simply drew their hourly wage. The researchers' theories about therapeutic workplaces have now been validated in a series of randomized controlled trials using data-entry training regimens or jobs at a business that served the Johns Hopkins research community. Some trials enrolled cocaine users; others tested opiate addicts with medication-assisted treatment such as methadone or naltrexone. The studies consistently showed that around 80 percent of subjects in the therapeutic workplace regimen remained clean and refrained from other addictive behaviors, compared with 50 percent of the groups that worked without financial incentives. A 2012 review of therapeutic workplaces concluded that this method is highly effective to ensure long-term abstinence, perhaps because it acknowledges the nuanced reality of addiction recovery—relapses are to be expected, but if sobriety continues to offer immediate rewards, addicts will move toward abstinence. In 2014 the federal Office of National Drug Control Policy honored Silverman for his concept of therapeutic workplaces, although it has not widely spread throughout the addiction community. The intense monitoring required prevents most businesses from being able to embrace the model. Silverman has now teamed up with American Substance Abuse Professionals, the organization behind the “Drug-Free Workplace” campaign, to try to figure out how to bring this technique to the masses.
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MENTAL HEALTH AWARENESS
RCMP recognizing mental trauma of its officers Assistant RCMP Commissioner Gilles Moreau admits the RCMP has a problem when it comes to recognizing how much seasoned officers suffer in silence from the traumatic scenes that play over and over in their minds, “Mental illness is something that was, and is still, to this day, an issue in the organization,” he says. Last year the RCMP unveiled a new five year strategy to combat the stigma that stops officers from seeking the help they need. Moreau says the number one priority is talking about it, and that things are changing. But critics like former RCMP member Jeff Morley say there's not much “new” in the RCMP's new strategy. Morley retired from the RCMP in June of last year and now, as a psychologist, treats first responders suffering from PTSD. He says there is very little research available on the rates of PTSD in the force, so the RCMP doesn't even know how many of its members have it, or if its programs are working. “I think the RCMP still sticks its head in the sand by not doing epidemiological research to determine what the rates of mental health issues are in its ranks,” he says. “Are programs working? Are they effective? Do they need to be designing and offering and testing programs for early intervention for treatment, so that we can develop best practices? And I see none of that in the current strategy.” Moreau admits the organization doesn't know how many of its members have PTSD, and there are currently no plans to research that question, despite the fact that 32 active and retired members of the RCMP have committed suicide in the last eight years – some, with documented links to PTSD, others for reasons unclear. And it's not only RCMP members who are taking their own lives. Police, firefighters, paramedics and correctional officers are among the sad ranks of at least 30 Canadian first responders who have committed suicide. Paramedic Rob Ichelson has considered it. The Vaughan, Ontario resident says he struggled with trauma from responding to mass shootings and countless other horrific calls, and was ready to end his life. “It got to the point in early January that I tucked my son in, and I said goodbye…I was gonna end my life because I couldn't take the sounds and the smells and I didn't know what was happening.” Like many others, Ichelson struggled with feelings of isolation and shame, and says there was no help, and no support from his employer. He has been away from work for months on several occasions to seek psychiatric help. Ichelson has had difficulty getting covered by Ontario's workplace insurance board, WSIB. Now, his benefits are running out, and his family is close to bankruptcy. Even though PTSD is a recognized mental health disorder, Alberta is the only province where workplace insurance coverage is presumptive, meaning a diagnosis of PTSD is sufficient to accept a claim. Morley says it's time for every Canadian province to recognize PTSD as an occupational hazard. “We know the work has risk and that it takes a toll. So when a first responder comes forward, overcomes their own stigma and fear to say 'help'… I think we need to presume that it's legit.” “It affects us, and it destroys us,” says Ichelson. “These are the people there to protect you and they won't be there to protect you… we need help to help you. Help us.”
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CONSTRUCTION SAFETY PSYCHOPATHS AMONG US
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SAFETY IN THE OILPATCH
Striking Oil Workers in the U.S. Fighting Deadly Working Conditions Worksite News Service efinery workers across the U.S. have walked of the job en mass demanding improved working conditions and better treatment by the petroleum sector, which hasn't been called out the issues in more than 30 years. More than 40,000 members of the United Steelworkers (USW) took to the streets in February in a nationnwide protest to showcase their health and safety concerns which they say are not being addressed by their employers. The union says that its members are engaged in an unfair labor practices (ULP) work stoppage as a result of oil companies' bad-faith bargaining, refusal to discuss safety improvements, and other non-wage issues. that it is seeking in national contract negotiations (though a USW spokesperson says that no ULPs have yet been filed). The Steelworkers' current contract expired on February 1. The last work stopage of its kind occurred in 1980. USW members staged rallies at more than 60 refineries across the country last month as part of a national day of action meant to spur oil companies to settle an agreement with U.S refinery owners, led by Royal Dutch Shell. The union rejected a new contract offer, saying it made “minimal movement” on key concerns. USW and Shell resumed meeting recently, but an update sent to union members reported that "little progress" had been made in negotiations. Among the changes the union is seeking are lower out-ofpocket healthcare costs, a reduction in the use of non-union contractors and adequate staffing and protections to address what workers call a “fatigue policy”: contiguous 12-hour shifts for up to two weeks at a time. Gas and oil workers are more than six times more likely to die on the job than the average American, and the union asserts that forced overtime and industry corner-cutting drive up fatalities. At a rally at the Golden Eagle refinery, now owned by Tesoro, striking workers were joined by their counterparts from nearby Chevron and Shell plants, as well as members from several local unions and community groups. Workers at other Bay Area-refineries are still on the job, but could
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join the stoppage if no resolution is reached. The strike widened to include two BP refineries in Indiana and Ohio, bringing the total number of workers involved to nearly 5,000 at 11 refineries and chemical plants nationwide. BP said in a statement that it was “disappointed” that the union is launching a strike at the two refineries. Oil companies have kept most of these refineries operating in spite of the work stoppage. As reported by Reuters, refinery owners are expected to reprise some of the same measures used during the 1980 strike, such as sending managers to fill union positions. That strike lasted more than three months. Some members committed suicide but ultimately, the strike led to important gains in workers' wages and benefits, Jones says, as well as a stronger hand in designing workplace safety measures. Today, Tesoro workers say that they are excluded from decisions that impact their health and safety. The Tesoro plant has gained a reputation as one of the most dangerous workplaces in the industry since four workers died in a 1999 explosion, and Jones fears that safety could deteriorate further in the wake of the company's 2012 decision to cancel an accident prevention and investigation program administered by the union and to back out of another safety program run by the California Occupational Safety and Health Administrations. Unions representing oil companies use a process known as “pattern bargaining,” under which negotiations proceed at two levels. “National Oil Bargaining” talks take place between Shell and the USW and focus on establishing a pattern of wages, benefits and working conditions. Bargaining by union locals proceeds simultaneously, but excludes issues being discussed at the national table. Bay Area refineries, represented by the USW Local 5, are contending with a host of safety issues specific to each plant, as well the establishment of a civil and human rights committee to concentrate on increasing the number of women and people of color hired at the plant. Angelina Salinas, who works at the Chevron refinery in Richmond, California, rallied Saturday with a sign reading, “Women and Minorities Matter.” She emphasized that all
union members at her plant share a common set of issues, but that women in particular “have to fight for fair treatment.” At the Shell plant in Martinez, the union says that management has not released figures on how many women and minorities are employed at the plant. In August 2012, Richmond was the site of a devastating refinery fire that landed more than 15,000 area residents in the hospital with injuries like smoke inhalation. There were no fatalities, but the blaze was a near-miss for 19 workers enveloped in a vapor cloud that was released when a corroded pipe ruptured. An investigation by the U.S. Chemical Safety Board (CSB) concluded that Chevron had known about the corrosion for 10 years but had ignored a series of dire reports from its own technical personnel. In January, the CSB released a final report, outlining a “flawed safety culture” that exerted pressure on employees to maintain operations even in the face of leaks and other serious hazards. Though Chevron maintains that employees already have a “stop work authority” to shut down operations in case of problems, the union says that managers often second-guess or punish workers who use it, and is seeking a stronger codification of stop work authority in local bargaining. WSN
Handheld Satellite system offers safety services to remote workers DeLorme Offers Satellite Group Tracking, Messaging and SOS Alerting for Remote Workers Yarmouth, Maine– DeLorme has announced the availability of new enterprise plans and services that will make it easier for business and government customers to track, monitor and communicate with workers in remote locations using inReach personal satellite communicators. DeLorme's inReach handheld devices provide interactive SOS alerting, GPS tracking and locating and two-way text messaging, anywhere on the face of the Earth through the global Iridium satellite network. When coupled with DeLorme's enterprise portal, inReach satellite communicators provide an ideal solution for oil and gas, mining, forestry, utilities and telecommunications companies, as well as disaster relief, law enforcement, medical teams and government agencies with operations over wide areas beyond cellular coverage. “Safety and security of workers in the field is an increasing concern,” said Jim Skillings, vice president of commercial products for DeLorme. “Despite the growth in terrestrial wireless networks, there are still many open spaces that are off the grid. Our inReach satellite communicators provide a vital lifeline for workers wherever they go, and our enterprise plans provide a wealth of value-added features for companies and organizations with inReach users around the world.” Networking, Team Tracking and Two-way Messaging Features The DeLorme secure enterprise portal provides convenient centralized management and networking of deployed
inReach devices. A DeLorme enterprise customer can track hundreds of inReach users simultaneously from multiple locations, organize groups of users, initiate or switch off remote tracking for any unit, adjust response intervals, ping device locations, communicate via two-way text messaging with inReach individuals or groups and record tracks, locations and messages. System admin can manage groups, customize user IDs and monitor data usage for each group or device. Encrypted messaging is also possible as an option. The inReach team-tracking feature allows users to view the locations and communicate directly with other users. DeLorme also provides a convenient Web-based API tool for enterprise software developers, enabling each organization to customize the system for its specific needs. inReach differs from other emergency satellite transmitters, in that it provides full two-way communication. When an SOS call is initiated from the inReach, the message goes through the Iridium satellites to an international search-and-rescue (SAR) coordination center. Within minutes the user gets a text message acknowledging the SOS message and asking for more information. This allows the SAR authorities to determine if it is an accidental false alert and to assess the nature of the emergency so they can respond with appropriate resources. Throughout the rescue process, the user and SAR responders can engage in continuous text messaging back and forth. Users in the field can pair the inReach wirelessly via Bluetooth with a smartphone or tablet, to provide a dashboard control panel for the unit and facilitate easier
typing and messaging. Topographic cartography can also be loaded onto the mobile device, so the user can see GPS location and tracks and follow other team members on a detailed map display. The inReach or mobile device can also be loaded with custom forms for data collection in GIS applications. The inReach SE and inReach Explorer The inReach satellite communicators are offered in two versions: inReach SE and inReach Explorer. The Explorer model has additional built-in navigation features, including a digital magnetic compass, altimeter and accelerometer. With the inReach Explorer, the user can navigate from point to point, create waypoints and routes, retrace the “bread-crumb” trail to a previous location and view statistics such as trip distance and speed of travel. The rugged handheld devices have a water rating of IP67, and are dustproof, impact resistant and weigh just 6.7 ounces. They provide up to 30 days of battery life in 30-minute extended tracking mode with ideal conditions. The communicators consistently achieve GPS accuracy within five meters and 99.9 percent successful transmission rates — even under dense tree cover, in valleys and other locations where satellite visibility is restricted. Since the initial launch of the first inReach satellite communicators in 2012, over 70,000 units have been deployed, primarily for outdoor enthusiasts involved in hiking, climbing, skiing, paragliding, hunting, fishing, boating and flying. More than 40 million messages and track points have been sent through the devices.WSN
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HAZARDOUS GOODS
Canada’s adoption of GHS and WHMIS Webinar set to tackle the though questions CHICAGO-- MSDSonline, the leading provider of cloud-based chemical management solutions, today announced it will host a free webinar at 11 a.m. Eastern Standard Time (EST) on Wednesday, March 4, 2015 to help educate businesses on, and answer questions related to, Canada's recent adoption of the Global Harmonization System (GHS). Canada became the most recent country to implement GHS — the model hazard communication system developed by the United Nations — when it published its Hazardous Products Regulations (HPR) in the February 11, 2015 edition of the Canada Gazette II. The adoption brings significant changes to Canada's hazard communication standard known as the Workplace Hazardous Materials Information System (WHMIS). OHS professionals and employers affected by the new law (which Health Canada is calling WHMIS 2015) can register for the webinar at.www.info.msdsonline.com/20150304-webinar-registration.html Webinar topics will include a WHMIS and GHS review, chemical classification, changes to hazard symbols, safety data sheets and chemical labels. “Canada's adoption of GHS is a big deal for every chemical manufacturer, importer, supplier and employer operating in North America, not just for Canadian companies," said Glenn Trout, president and CEO of MSDSonline. "WHMIS 2015 is designed to align with OSHA's recent GHS adoption in the United States. The two countries had a goal to coordinate their respective hazcom regulations to make it easier for chemical products to move between countries and to improve the transfer of critical safety information to employees." According to the Canada Gazette II announcement, the transition in Canada will involve a gradual phase-in of the HPR, culminating in the complete adoption of a GHS-aligned system by December of 2018. The Gazette text stated: "Applying the GHS to Canada's
hazard communication system for workplace hazardous chemicals, and doing so in alignment with the approach being taken by the United States, Canada's major trading partner, not only reduces costs for industry and facilitates trade, but also keeps Canada on pace with the global standard for such systems." To make its case, the report cites trade statistics showing that the Canadian chemical manufacturing industry imported more than $28 billion in chemical products from the U.S. in 2013, and exported more than $24 billion to the U.S. in that same year. Since the HPR was published last week, MSDSonline has been fielding questions from customers and interested stakeholders about how WHMIS 2015 might affect chemical management choices from an operational and compliance perspective. The March webinar will cover some of the most urgent questions, such as: what does GHS adoption mean for the WHMIS "three year rule" guidance for updating safety data sheets; what will happen to WHMIS Hazard Symbols; and what steps employers can take now to ensure future compliance? Trout said, "Publishing the HPR was just the beginning. It kicked things off at the federal level, now the provinces and territories need to weigh in and go through their own legislative process. Nevertheless, there are important steps employers and chemical suppliers can take now to bring their organizations into alignment with WHMIS 2015." To learn more about MSDSonline, its Toronto based partner KMI, or their suite of environmental health and safety solutions (including the leading chemical management platform — perfect for managing GHS compliance), visit www.msdsonline.com or call us toll-free 1-888-362-2007 from the United States and Canada. About MSDSonline Founded in 1996 and based in Chicago, MSDSonline is a leading provider of cloudbased EH&S compliance solutions, offering products and services for managing safety data sheets, reporting workplace incidents, training employees and administering other critical EH&S information. The company's mission is to provide sustainable solutions that help customers improve employee safety, streamline compliance recordkeeping and reduce potential exposures to workplace hazards and risks. MSDSonline has been recognized for six years on Inc. magazine's list of America's 5,000 fastest-growing
WHMIS HAS CHANGED TO ADOPT THE GHS!
Canada's national hazard communication standard, is changing to incorporate the Globally Harmonized System of Classification and Labelling of Chemicals (GHS) – an internationally recognized standard for hazard classification and communication. On February 11, 2015, the Government of Canada published the Hazardous Products Regulations (HPR). The new WHMIS, called “WHMIS 2015”, is based on the new requirements contained in the HPR and HPA, as amended in 2014. The original WHMIS, which remained virtually unchanged since 1988, is not being replaced but rather updated to align as closely as possible with the United States Hazard Communication Standard (2012). The Government of Canada expects WHMIS 2015 to help strengthen worker health and safety, facilitate trade with the United States, and enhance the competitiveness of Canadian suppliers of workplace chemicals. While WHMIS 2015 includes new harmonized criteria for hazard classification and requirements for labels and safety data sheets, the roles and responsibilities for suppliers, employers and workers have not changed. Health Canada and the federal, provincial and territorial occupational health and safety agencies will also retain the same roles and responsibilities established with WHMIS 1988. A multi-phase transition period provides time to adapt to the regulatory changes. At the outset, manufacturers, importers and distributors of hazardous chemicals can comply with either the original WHMIS 1988 or the newly revised WHMIS 2015, incorporating the GHS. Health Canada has worked in partnership with the Canadian Centre for Occupational Health and Safety (CCOHS) to develop and release helpful resources about WHMIS 2015. By visiting the CCOHS website, you may register and freely view fact sheets and e-courses entitled “WHMIS after GHS: An Introduction”, “WHMIS after GHS: How Suppliers Can Prepare”, and “WHMIS (After GHS) for Workers”. Information may also be found on Health Canada's website at WHMIS.gc.ca or at a new, nationally coordinated information portal WHMIS.org. Now that GHS is adopted in Canada, what do I need to do? Beginning March 1st, you can start training with the GHS legislation. If you purchased online training credits from us, the outstanding credits will be automatically updated with our new GHS-WHMIS online training course when it becomes available. We expect our entire GHS-WHMIS product line to be released within 60 days. To keep up to date with important product and regulatory announcements, check our website frequently and be sure to sign up for our Danatec Safety Bulletin newsletter.
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ERGONOMICS & THE HEALTHY WORKPLACE
Employer helps to improve function for workers suffering with arthritis Study finds not everyone needs accommodation, and that different accommodations meet the needs of different individuals
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t's often a struggle for people with arthritis to manage their health condition and not let it interfere with work. Although treatment options have improved, and symptoms of pain and stiffness are often intermittent, the chronic condition can result in missed meetings, late starts, and unproductive or missed days when flare-ups occur. Without workplace support, a diagnosis of arthritis can even end up forcing people out of a job. However, a new study about workplace supports for people with arthritis suggests that many affected workers don't feel they need frequent help. The study, conducted by the Institute for Work & Health (IWH), also finds that the benefits and accommodations needed—ranging from extended health benefits to flexible working hours—are generally already being offered by employers and that people who are able to access them often report better outcomes at work. That can mean less job disruption, greater ability to concentrate on tasks and fewer changes to work hours. “Our study suggests that providing benefits and accommodations to workers improves work participation," says Dr. Monique Gignac, an IWH senior scientist and lead author of the study. “It also suggests that providing such support is unlikely to drain company resources.” The study, entitled “Availability, need and use of work accommodation and policies,” has been accepted for publication in the journal Arthritis Care and Research. It's the first to look in detail at what workers with arthritis need in terms of benefits and accommodations at work, what is available and what is actually used. Even more tellingly, the study provides a glimpse into whether the need, availability and use of specific supports may actually help people do their work. Workers surveyed The study involved interviews with 219 working individuals who were 25 years or older, living in Ontario or British Columbia, and had a diagnosis of osteoarthritis or inflammatory arthritis. The sample contained a broad range of individuals in terms of the types of jobs and industries they worked in. The participants also varied in their health conditions; though all had arthritis, some experienced no disability whereas others experienced a fair amount of pain, fatigue and functional limitations. The study asked participants about their access to and
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use of benefits (i.e. extended health benefits and short-term leave) and accommodations (i.e. flextime, modified schedules, equipment adaptations and work-at-home opportunities). Overall, only a small proportion reported not being offered any benefits or accommodations (5.5 per cent). That's a positive indication of the level of support that Canadian workplaces are already providing . Also noteworthy is that one quarter to nearly two thirds of respondents said they didn't need various types of benefits or accommodation for their arthritis—a sign that not everyone with arthritis finds the condition disabling. Gignac's team found that no single benefit or accommodation was seen by everyone as the best. “A menu of policies and accommodations is going to be more useful in the long run,” says Gignac. “Each of these supports may be helpful at least some of the time. There's not one benefit or accommodation where we can say, 'Well, employers shouldn't bother with that.' ” The greatest gap between need and availability was in extended health coverage, in which employer-paid health-care programs offer services not usually available through provincial health-care plans, such as physiotherapy, massage and some additional drug coverage. This benefit was the one needed by the largest proportion of respondents (three out of four), but also the one not used by the largest share (one in four) because it was not available. Looking at the characteristics of respondents who said they needed and used benefits, the team found no difference in terms of age, gender, job tenure or part-time/full-time status. However, college- or university-educated respondents were more likely to use benefits and accommodations, as were those who had told supervisors about their arthritis. In general, people who worked in the sales and service sector or the trades, transportation and equipment operation sector had fewer benefits and accommodations available to them than people in other industries. Improved work outcomes The study also analyzed the work outcomes of people who used their workplace supports compared to those who said they would have liked to use supports but they were unavailable. The study found different benefits and accommodations were related to positive workplace outcomes in different ways . Among the notable findings were: * While most people didn't need short-term leave, those who needed it and used it reported fewer work limitations, job disruptions, productivity losses and reduced hours, compared to people who needed short-term leave but didn't use it. * Supports such as special equipment, work-at-home arrangements, extended health benefits and short-term leave were associated with people less likely to reduce their working hours. * Flexible hours were related to fewer job disruptions but made little difference to other types of outcomes. * People who needed and used work-at-home arrangements reported less job disruption, productivity loss and reduced hours compared to those who would have liked these arrangement but couldn't use them, largely because they were unavailable. What's more, using work-at-home arrangements seemed to put people on par with healthier participants who reported not needing these arrangements. “When people with disabling arthritis were able to work at home, it appears their work productivity levels were just the same as people with arthritis who said 'I'm fine,' ” says Gignac. * Although it looks like none of the accommodations examined were associated with reduced absenteeism, that may have been due to how absenteeism was measured. It was a yes or no question asking respondents whether they were absent even for a day in the previous six months. If respondents were absent for just one day, that shouldn't necessarily be seen as undesirable, adds Gignac. “People with arthritis often tell us that to manage their disease, they need occasional absences for treatment and ongoing medical monitoring and tests. We need to better understand this 'good' absenteeism because it may help people remain working in the long term.” Because symptoms of arthritis tend to “flare” (i.e. come and go), Gignac notes that many people will not use benefits and accommodations all of the time, but having these policies available can make an important difference. “There are things employers can do to help, and they're not things that employers have to design from scratch,” says Gignac. “A lot of these things are policies or practices that companies are doing for other employees, especially as people age and start to have health problems. But what we're finding is they can make a difference for people with arthritis as well.”WSN
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WORKPLACE HEALTH & WELLNESS HEALTH & WELL-BEING Spending time in a safe and healthy work environment By Garrett Richardson, Alberta Health Services As adults, the majority of us spend a lot of time at work. From the time you get your first part-time job while still in school, to the day you retire, you are going to spend one-third to two thirds of your waking hours at work. But have you thought about how spending that much time at work affects your health? Any environment you spend a significant amount of time in will affect your health. From what foods you eat to the amount of physical activity you get every day, the workplace plays a significant role in your health. Healthy employees are a great benefit to employers. They will be more productive, be sick less often, and make fewer worker compensation claims. All of these benefits help employers save money. All workplaces must have an occupational health and safety program. These programs typically look at the safety of the physical environment and create rules about how to do specific tasks in order to stay safe and prevent injury. But few of these occupational health and safety programs look at the voluntary health and wellness decisions employees make at work every day. These voluntary health and wellness decisions include things like food choices, physical activity options, tobacco use, or addictions. Employers can support their employee's voluntary health decisions in several different ways: Have a tobacco free workplace and offer support to quit for employees who use tobacco products. This can be through information and/or health benefits covering nicotine replacement therapies Follow the Alberta Nutrition Guidelines for Adults when choosing foods for company events Organize after work sports teams or physical activity options, like a walk/run club Implement the National Standards for Psychologically Safe Workplace to promote positive wellbeing in the workplace These are just a few options that employers can take to improve the health of their employees. It's always good to take stock of what the business is currently doing to promote health and wellness in the workplace. Then ask employees what they think would help them improve their health behaviours. Wellness programs aren't effective when employees do not support the initiatives available. In Alberta, there are resources for businesses looking at improving the health and wellness of their employees. Healthy U is an Alberta Health website with many articles on healthy workplaces. Visit them at www.healthyalberta.com. Also, Alberta Health and Alberta Blue Cross partnered on creating the website www.workplacewellnessonline.ca
Whiplash costs in British Columbia are more than $850 mil ion a year Whiplash is the most common vehicle injury. It occurs during rear-end or side impacts when the dynamic backwards motion of the head is not sufficiently limited by properly adjusted head restraint devices. AUTO21 Network of Centres of Excellence researchers have spent the past five years researching and developing a new position estimation system that would help spare vehicle occupants the pain – and the costs to society – incurred from whiplash and associated neck injuries. Integrated in an automatic restraint system, it would eliminate whiplash or lessen its severity by adapting the restraint to the proper position prior to a collision. Capacitive proximity sensing and vision techniques are applied to estimate details of the occupant's head. Machine vision and image processing algorithms allow automatic inspection and analysis of digital images acquired in real time from sensory devices such as cameras and optical transducers. The optical sensors are accompanied by other electronic components such as capacitive sensors and infrared lighting modules, making them more robust and accurate in, for example, automotive applications where temperature, humidity and lighting conditions are variable. If the technology is proven to be effective, vehicle occupants won't have to worry about properly positioning their headrests. Field-testing the technology NZ Technologies Inc., a Vancouver-based advanced technology start-up launched in 2009, is developing these solutions for various industries within the automotive, residential, and clinical sectors. It intends to commercialize the technology, but first it will collaborate with seat and head restraint manufacturers to field-test the performance and the accuracy of the final system in advanced automotive facilities. The company has also joined the People and Planet Friendly Home Initiative (PPFH) headed by TELUS and the University of British Columbia (UBC) Institute for Computing, Information, and Cognitive Systems, which enables collaboration with UBC researchers to develop innovative, sustainable technologies. It's adapting the vision and sensing technology for other uses, one being as an aid for seniors prone to falls. WSN
STD’s on the rise in the oilpatch The surge in STD's among Alberta's energy workforce has health officials encouraging industry leaders to keep their sexually active workers under control. The rise in positive HIV tests among oilpatch workers could soon outpace the other Sexually Transmitted Diseases (STD) that have sounded alarm bells earlier last year. Employers should help educate their workers on safesex practices, heath officials say. Alberta Health's report on notifiable sexually transmitted infections shows HIV rates have increased for the third year in a row. With the exception of syphilis, overall infection rates were highest in Edmonton and northern Alberta. The report notes immigrants, foreign workers and refugees from countries where HIV is prevalent can impact rates across the province. Dr. James Talbot, chief medical officer of health, said officials need to more closely study the rates of HIV infection in northern Alberta, which features a large population of men and transient workers. “I think understanding the situation in the north better and understanding the opportunities that we have to intervene and prevent transmission are very important,” he said. Sue Belcourt-Rothe, executive director of the Grande Prairie-based HIVNorth, said her organization is also concerned about rates among transient workers. “One of our big goals is to try to get condoms into the camps in the Fort McMurray area, and indeed in all work camps throughout Alberta,” she said. “A condom can prevent HIV. It's that simple, and yet folks don't use them.” Employers in the areas may need to include behaviours outside work hours in discussions about safety in the workplace, Talbot said. The number of HIV cases in the province increased from 204 in 2010 to 255 in 2013. The highest number of new cases was reported among men who have sex with men, a trend in the rates that has increased each year since 2008. Talbot noted the rate of HIV among aboriginal Albertans remains higher than for non-First Nations populations, but has remained stable. “That's a significant positive,” he said. One troubling trend revealed in the report was an increase in the number of new sexually transmitted infections reported in people after they've received an HIV diagnosis. Talbot said the data suggests that a specific subset of HIV-positive people are engaging in high-risk sexual behaviour, a trend, the report notes, that began in 2007. WSN
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NEWS & EVENTS
ONTARIO TO IMPLEMENT WORKINGAT-HEIGHTS TRAINING STANDARD Training standard aims to curb injuries and fatalities in construction industry
Featuring guest speaker Mississauga, Ontario- Canada's largest and longestrunning health and safety conference and trade show, Partners in Prevention 2015, returns April 28 and 29, 2015 at The International Centre in Mississauga, Ontario. Partners in Prevention 2015 includes two days of celebrated keynote speakers, cutting-edge sessions, workshops and professional development courses. With the theme, Where Discoveries Begin, Partners In Prevention 2015 will feature over 60 presentations, professional development courses, e-learning labs and over 400 booth and interactive experiences on the Trade Show floor. Celebrated keynote speakers will include: * Chris Hadfield, First Canadian Commander of the International Space Station (2013), “The Sky is Not the Limit” * Dr. Joe MacInnis, Renowned Explorer/Leadership and Teamwork Expert, “Leadership Lessons from the James Cameron-National Geographic 7-Mile Dive into the Mariana Trench” * Michael Landsberg, Host of TSN's Off the Record, “Darkness and Hope: Depression, Sports and Me” Conference Registration opens January 28, 2015. Participants can choose from two-day, one-day and trade show only (free until April 17) registrations, as well as individual pricing for professional development courses. For more information or to register, visit PartnersinPreventionConference.com or contact the WSPS Customer Care Department: toll-free at 1-877-494-9777 or customercare@wsps.ca Workplace Safety & Prevention Services (WSPS) is a leader in providing impactful risk management solutions that drive lasting business success for our customers. WSPS offers unparalleled health and safety expertise, insight and solutions for creating healthy work environments where employees thrive and businesses prosper. WSPS is a dynamic $43-million organization servicing 154,000 member firms. WSPS is primarily focused on the agricultural, industrial/manufacturing and service sectors. For more information, please contact: Edye Rome, Edye Rome Communication Services (416) 785 6213, edyerome@sympatico.ca or Helen Kampfmuller (416) 694 5640, hkampfmuller@gmail.com; Sherry Kirkpatrick, WSPS, 905-614-1400 ext 2415 or sherry.kirkpatrick@wsps.ca.
Government of Canada helping Canadians with disabilities in the Greater Toronto Area gain job skills ETOBICOKE, ON- The Government of Canada is helping Canadians with disabilities gain the skills and experience they need to find jobs. The announcement was made recently by the Honourable Kevin Sorenson, Minister of State (Finance), on behalf of the Honourable Candice Bergen, Minister of State for Social Development. The YMCA of Greater Toronto is receiving over $331,000 from the Opportunities Fund for Persons with Disabilities for its project to help 45 people with disabilities in the Greater Toronto Area overcome barriers to employment. Project participants will benefit from group workshops and one-on-one training to learn or improve employment skills, such as teamwork and effective communication, and assist them with career decision-making. They may also gain work experience with local employers in areas such as office administration and the service industry. To help them achieve their employment goals, participants may also attend additional training programs offered through educational or training institutions to further upgrade their skills. Since 2006, the Opportunities Fund has helped 40,000 people with disabilities across Canada. This is part of the Government of Canada's overall strategy to equip all Canadians with the skills and training they need to connect with available jobs. "Our Government's top priorities are creating jobs and economic growth. To support Canada's longterm prosperity, we must ensure that everyone who wants to work has the opportunity to do so. The project announced today will help Canadians with disabilities get the skills needed to obtain jobs and enable employers to benefit from their skills and talents," said The Honourable Candice Bergen, Minister of State for Social Development. "Canadians with disabilities deserve every opportunity to participate in the job market, and that's why partnerships with organizations like the YMCA of Greater Toronto are so important. Through this project, people with disabilities in the Greater Toronto Area will gain the skills and experience they need to succeed in the workforce." The Honourable Kevin Sorenson, Minister of State (Finance) said: "Last year, YMCA employment programs helped more than 34,000 people gain access to employment services, which includes individuals with disabilities. The Opportunities Fund will allow the YMCA to assist these individuals in preparing for, obtaining and maintaining meaningful employment."WSN
The Ministry of Labour (MOL) for Ontario has announced a new training standard for the province's construction sector, aimed at preventing injuries and fatalities associated with those who work at heights. The Working at Heights Training Program Standard, which goes into effect on April 1, will be mandatory for all provincial worksites that fall under the Regulations for Construction Projects. Part of the government's four-part economic plan, the new standard is designed to ensure that construction employees are sufficiently familiar with hazard identification, ladder safety, the proper use of personal protective equipment (PPE) and the rights and responsibilities regarding working at heights. “Falls are the number one cause of critical injuries and fatalities of workers at construction projects in Ontario,” Labour Minister Kevin Flynn said in a Dec. 9 press release. “We need to fix that, and the new mandatory working-atheights standards are one step we're taking to ensure workers are safe on the job.” Ministry spokesperson William Lin told COHSN that the standard would actually be a two-part requirement: one part to ensure that workers are trained properly, the other for “providers,” setting out requirements for companies who train employees. “The Training Program Standard is a standard that sets up the minimum criteria that must be achieved by working-at-heights training programs, to attain Chief Prevention Officer approval,” said Lin. “The goal in standardizing and approving training is to have programs available for workers to achieve a common baseline of basic knowledge and skills for working safely at heights.” Lin added that there would be two modules to the standard. One will consist of theory, based on knowledge and awareness, and the other will be a practical module consisting of hands-on demonstrations of procedures and PPE, including instruction on how to use and take care of fall protection gear. The standard applies immediately to all Ontario construction workers who have not already been trained under the Regulations for Construction Projects. Those who already have this training have until April 1, 2017 to qualify for the new requirements. Although the new standard will be mandatory only for the construction industry, the MOL is considering expanding it to other sectors too. “Right now, we're focusing on construction because, as you know, the construction sector has a large and disproportionately high number of fatalities involving falls,” said Lin. The Infrastructure Health and Safety Association (IHSA) — a Mississaugabased group that works with the Ontario construction industry, among other sectors, to implement health and safety solutions — supports the initiative. “These new standards will assist Ontario construction workers in their jobs and ensure more of them are able to come home safely at night to their friends and family,” said IHSA president and CEO Al Beattie. “It will also provide the highest level of training Ontario can supply. Training agencies will have to be prepared to have their programs evaluated by the province for quality and consistency. IHSA is ready for that challenge.” The organization announced in a Dec. 10 communiqué that it would be releasing information about how its own Working at Heights — Fundamentals of Fall Prevention training would be adapted to meet the new standard. One out of four lost-time injuries that IHSA member firms reported in 2013 had resulted from falls, the association said, while 10 construction workers died from falls in Ontario during that same year. “The new training requirements will better protect construction workers and keep them safe,” said Lin. “We believe that employers, supervisors, workers, all workplace parties will all benefit from the implementation of these training standards, because they set us a baseline for high-quality, consistent training.”
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EMPLOYEE TRAINING Six Emerging Trends for Business Collaboration in 2015 By James Watson The Concept of Collaboration technology has come a long way since then and is one of the hotbeds of technology innovation today. Organizations recognised the potential of Collaboration technology and they bring it to their employees to increase business performance and productivity. It is predicted that by 2016, around 50% of large organisations will have internal Facebook-like collaborative networks, and 30% of these will be considered as essential as email and telephones are today. 2015 is considered as the year when collaboration teams come into its own, as organizations seek to unlock the untapped knowledge held within its ranks and email inbox. Keeping these points in mind, here are six emerging trends for business collaboration: 1. March of the Millennials: Now, a large number of millennial employees are entering the workplace. As the collaborative technology is second nature to this generation of workers, organizations have to cope with them by creating
their own social networks and other forms of collaboration if to get data in and out of collaboration tools, creating a richer experience for employees. they don't exist. This can create a serious headache for IT and security 5. A great user experience: Now a days, employees expect managers as these self-created forums can become difficult to workplace technology to be comparable to that used in their monitor and manage. So to address this, companies will take personal lives. So, collaborative tools need to reflect the same a more proactive and hands-on approach in 2015 to create and ease of use, employees are familiar with, in order to encourage participation. own collaboration networks. 2. It is a strategy, not an initiative: Today, collaboration is 6. Become more vocal: Extending the platform choice and taking in-depth looks at how their businesses currently device concept for collaboration further, 2015 will bring operate and how improved collaboration can help teams work greater integration of voice technology into the collaborative to meet business goals and objectives. So, in 2015, more process. Although voice technology is not new, but collaboration programs will roll out to ensure optimum integrating it into collaboration tools means that the conversation can be recalled and accessed in the same way as success. 3. Mobile matters: Tablet shipments will continue to rise, and the written word. the growth and demand for these devices will further enable Today, we have reached a turning point in how organisations will foster more collaborative teams in the workplace. With employees to consume and create content with ease. But from a mobile matters, there will be further uptake of the more proactive and strategic approach, we will see Bring Your Own Device (BYOD) or Choose Your Own collaborative tools tailored to reflect the specific needs of Device (CYOD) approach across organizations and 2015 will individuals, business and teams. AlturaCS is one of Avaya's authorized Platinum Business see more cross-platform integration. 4. Integrate, Integrate, Integrate: In 2015, we will see Partners and a leading Collaboration provider of collaboration embedded into existing business processes and communication-enabled solutions and managed services to structured systems such as content management, ERP, CRM small and big enterprises. Altura Communication Solutions, with offices nationwide, is and external social news sources. Having a collaborative element with existing business tools one of Avaya's largest authorized Platinum Business ensures that the knowledge of the crowd can be harnessed in Partners and a leading Collaboration provider on the right context at the right time. As we enter a new era of communication-enabled solutions and managed services to collaboration, there'll be easier and more powerful methods enterprises
Meeting the needs of HR and safety Written by Glyn Jones ompany departments are often thought of as being in silos. This unfortunately creates isolation and unnecessary duplication in many efforts, including training. The relationship between the safety group and the human resources (HR) department is extremely important in developing employee knowledge, skills and abilities. Organizations need to break down the barriers and avoid isolation by ensuring training assessment and development needs are a shared effort by HR and safety. Education, training and career development are all traditionally part of HR's responsibility. It is common that HR Glenn Jones maintains a matrix of training and career development for all employees. It is also true all new employees spend some time with HR when they first join the company, even if it is just to sign up for payroll. On the other hand, the safety group may drive a program of training around confined space, respiratory protection, joint workplace health and safety committee and WHMIS, to name a few. Imagine the multiplier effect if these two groups got together and assessed training needs and co-operatively developed an employee education, training and competency development and assessment process. A co-operative effort would likely result in reduced risk, greater corporate efficiency and improved safety performance. The traditional HR driver for training development and implementation is new hire orientation and the need for ongoing career development. A seasonal hiring spree or significant changes in workforce numbers should be a driver to examine what you have been doing with respect to new hire training and creates an opportunity to make change for the better. A noted change in employee demographics may also provide the need for a new training program. As the demographic mix of the workforce changes there is a need to look carefully at the modes and methods of training offered. The expectations of the veterans, baby boomers, gen-X and millenials are different. The safety drivers for training include keeping up with changes in occupational health and safety regulations. A serious incident or a rash of no-loss incidents may indicate a need to review work process or procedure and this drives the need for training. A pattern of similar deficiencies noted during workplace inspections may also be indicative of a training deficiency. Production problems or quality issues would be similarly linked to a training improvement opportunity. Further, these production and quality issues are leading indicators of a faulty work process that may put workers at risk of injury. Finally, technological change continues to accelerate and drive change in every workplace. Technology is changing how we work and the machines we use at work. With each major upgrade in equipment or technology there is an opportunity to reset the training
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standards. The starting point of this corporate process improvement is an integrated training needs assessment. This serves as a diagnostic tool for determining what training needs to take place. So many companies offer a program of training without ever having completed a needs assessment. The starting point is a survey to determine what is being done by HR and the safety group and what gaps exist. This survey gathers data to determine what training needs to be developed to help individuals and the organization accomplish their goals and objectives. The basic steps in a training needs assessment process follow the common plan-do-checkact or Shewhart cycle. Plan: Undertake the needs assessment, collect the data, engage the stakeholder group and begin the analysis. A report of findings will be the result of this activity. Do: Design the new program and its objectives and measures of success, develop the content and implement the program (consider using a prototype test to create a fast feedback loop before fully rolling out the program). Check: Evaluate the outcomes and compare them to the objectives. Survey the learner, the supervisors and the management team to obtain their feedback. Act: Review the feedback and any other data collected, start the process again by reengaging the stakeholders and re-evaluating their needs. Often the most difficult part of the whole process is assessing the training needs. One of the most common tools used for this is an employee needs assessment questionnaire. This may be used in conjunction with employee interviews. Often a compilation of information gathered from employee performance appraisals, employee exit interviews and employee complaints or grievances can provide some valuable insight. Incident reports, inspection reports, quality reports and audit findings will also provide valuable data. Managers and supervisors can offer insight and also engage in specific job observation as a means of collecting valuable “real-time� data. Finally, and often most valuable, is the use of a focus group of a collection of managers and supervisors brought together to brainstorm a new training, education and competency development process. These survey tools provide the data needed to complete an analysis. The analysis of the survey data can be performed jointly by the management team and supervisors who are able to observe their staff and make recommendations for training based on performance issues or gaps between performance and objectives. This analysis should also be performed on an organization-wide level by HR and the safety group who can survey the organization to further identify needs. Glyn Jones is a partner at EHS Partnerships in Calgary. He is a consulting occupational health and safety professional with 25 years of experience. He also provides program design and instructional support to the University of New Brunswick's OHS certificate and diploma programs. He is also the regional vice-president of Alberta, NWT & Nunavut for the Canadian Society of Safety Engineering. He can be reached at gjones@ehsp.ca
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UFV benefits from new trades training equipment CHILLIWACK - The University of the Fraser Valley (UFV) will receive $325,274 to buy new trades training equipment that supports students entering in-demand occupations critical to the economy. UFV is using the funds to keep up with industry and curriculum requirements. New trades training equipment includes a steam cleaner, HVAC recovery program, and drill press for heavy duty mechanic trades students; a saw for carpentry students; a power threading machine for plumbing students; and new technology welding machines for welding students. Government based funding for new equipment on consultations with educational institutions and the Industry Training Authority, as well as the most-recent labour-market data. The trades training equipment funding for 2014-15 is part of a B.C.'s Skills for Jobs Blueprint commitment of $185 million over three years for trades training infrastructure and equipment at public post-secondary institutions. It builds on the announcement in July 2014 of 194 additional critical trades training seats for UFV. Advanced Education Minister Andrew Wilkinson, said the trades training initiatve is key to the success of the future of B.C.'s business sector and communities. “Our investment means that University of the Fraser Valley trades students will continue to get hands-on experience to develop skills needed by employers. A skilled workforce is critical to our economy.” The money spent is well worth financing such projects, says Chilliwack MLA John Martin. “We want British Columbians to be first in line for the million job openings expected in the coming years. New trades equipment for the University of the Fraser Valley will give more students the chance to get the skills they need to succeed.” Quick facts: * B.C.'s Skills for Jobs Blueprint was launched in April 2014. * The Blueprint outlines how the province is re-engineering the education system - from kindergarten through to postsecondary training and beyond - to align education and training with high-demand occupations. * There are expected to be one million job openings in B.C. by 2022 - more than 78% of jobs will require some form of post-secondary education, and 44% of jobs will be in skilled trades and technical occupations. The region has an obligation to train those who seek the right skills to succeed, says Abbotsford South MLA Darryl Plecas. “B.C.'s Skills for Jobs Blueprint is committed to a trained workforce that is ready for jobs in LNG and other industries. A career in the trades can provide individuals with the opportunity for long-term, well-paying jobs that strengthen our families and communities.” Chilliwack-Hope MLA Laurie Throness: “We're committed to helping students succeed in a growing economy. New equipment will give them hands-on training that will position them for future career success.” Adds Abbotsford-Mission MLA Simon Gibson: “This trades training equipment funding will help the University of the Fraser Valley continue its great work in helping our residents get the skills B.C. industries need. Ensuring sectors, including LNG, have skilled workers is just one way we're supporting our growing economy.”WSN
Students, staff and faculty at the University of the Fraser Valley met Advanced Education Minister Andrew Wilkinson when he visited the Chilliwack campus (left)
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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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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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