WorksiteNews Sept2014

Worksite NEWS

VOLUME 22 NUMBER 9

Canada’s premier occupational health, safety and environment E-Magazine

September 2014

Dark side of the Comic The world has become a lot less funny:

By Lakeland Simms Worksite News Service The recent suicide death of comedic icon Robin Williams has raised questions about the mental health of those who choose a career path of making people laugh. Depression has become the dark side of the comic, and like in other professions can go undetected and untreated- until it is too late.

Williams, who was 63 when he was found hanged at is Northern California home Aug. 4 , suffered bouts of depression and substance abuse throughout his long career as a stand-up comic, tv's funniest alien Mork, and later as both comedic and dramatic actor on the big screen.

Williams has been open in recent years about his depression, but it was his early years as a stand-up where the dark side became cloaked by some of the greatest live comedy routines of all time.

Mark Breslin, founder of Canada's foremost comedy club Yuk Yuk's, witnessed William's genius first hand when the rookie improve artist appeared on stage at Yuk Yuk's Toronto Club in 1978. "He had the entire crowd convulsing in laughter," Breslin told CBC News. "When you do improv like that you are putting yourself on the line. It's like being naked in front of an audience."

Breslin says comedians are vulnerable to many types of mental health issues including depression, but do not reveal or discuss their problems fearing their reputations would be tarnished. "The fear is that people will not believe the comedy is real or genuine," Breslin said. "They believe it threatens their credibility."

Like Williams, many comedians have several personalities within them which allow them to pull together material as if coming from other sources. It is like sparing with your own mind, Breslin explains.

Depression is rampant within the comedic industry, Breslin says, noting that comedians die more from suicide than any other means. "We have to remember that the funny person on the outside suffers from a darker side within."

Williams was found dead at his Tiburon, CA home near San Francisco. Police confirmed the actor/comedian hanged himself.

Dr. Zul Merali, CEO of The Royal's Institute of Mental Health Research, said Williams appeared on the surface to have everything to live for.

“When you look at people who you think should be happy based on everything they have, it doesn't necessarily translate to happiness within themselves,” he said. “If you have a condition like depression those things don't mean as much.”

Those who work in the comedy industry said William's death is a reminder of the darker side of the business. "It's not surprising; this is a gladiator type of art form. It's the only one that's like that,” said Lamont Ferguson, a comic from California who met Williams twice and is in Ottawa to perform.

Robin Williams hanged himself with a belt after his wife had gone to sleep that Sunday night. Speaking from prepared notes, Marin Sheriff's Lt. Keith Boyd said that Williams's wife, Susan Schneider, went to bed at 10:30 p.m. on Sunday. Williams later retired in a different bedroom of their home in Tiburon, California, a small town in the San Francisco Bay area. In the morning, Schneider left the home, thinking Williams was still sleeping.

His assistant later came to the house and, concerned about the actor, went into the bedroom and discovered his lifeless body at about 11:45 a.m.

Williams died as a result of death by asphyxia, said Boyd. The actor was partially clothed and suspended from a belt that was wedged between a closet door and the door frame.

The assistant told officials he was cold to the touch and rigor mortis had begun to set in.

The iconic comedian was pronounced dead at 12:02 p.m. Monday, August 4.

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LETTERS TO THE EDITOR Death by your own hand

Victim and perpetrator

By Peter Langston Suicide is a confronting, confusing long term solution to a short term problem. It's an action often described as selfish and weak, yet the truth is it is far from that.

People who suicide don't "take the easy way out after a few bad days", yet on the day Robin Williams died, the group of four beside me in a local cafe all agreed that was so. People with depression, they said, were slackers looking for an easy way out, an excuse for everyone to feel sorry for them.

Ignorance can be conversational bliss it seems. The unusual nature of their comments is that with one in five people suffering from depression it was a wonder none of them had at least second hand experience of depression or it's final solution. Perhaps I was their fifth. After a few minutes, that was my reasoning for talking with them.

The problem us remaining passengers on life's train have is that when someone we care about - perhaps care for - dies by suicide, they are both the victim and the perpetrator. Or so we sometimes think. The latter stems from a society that believes someone is always to blame and if we can proportion blame and follow it with disapproval, disgust, hate, loathing ... then our healing can begin.

There is no doubt healing is necessary. The truth of course is something different. If you are reading this and have lost someone to suicide, you know the healing never really takes. The pain is always under the surface, waiting to twist and taunt. It never goes away, it's just that on most days you can conduct an uneasy truce.

People who chose death, do so because it seems the only escape. Most don't want to die. All just want the pain, the confusion, the hurt they are causing others to stop but see no other options. This despite the greatest of love, of medical attention, of care that can be offered in support. In the end, that's the most of what we can offer. Offer, because there is

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Published by Morrow Communications Inc. Toll Free: 1-888-430-6405 HEAD OFFICE 3216 - 108A Street Edmonton, Alberta Canada T6J 3E2 Ph: 587-412-0173 Publisher/Editor Jeff Morrow publisher@worksite-news.com Associate Editor J.D. Greene Contributing Writers Lakeland Simms Barbara Semeniuk, Erik David Kristian Jay

no guarantee it will be accepted. A drowning man can be seduced by the depths and ignore the clutching hand, no matter how desperately it is offered.

I have attempted suicide six times. I'm well enough to know I probably wouldn't make it through a seventh. As a young bloke, the attempts were about not knowing how to ask for help; how to delist the evil secret a pedophile kept me from spilling by the threat of a cut throat. Fifteen years ago, it was in frustration that depression would not lift, disgust at side effects and a belief it was better to inflict short term agony on my family than a life time of walking on egg shells. Eight years ago, it was because bipolar had infected my children and I felt like filth: I nightmared the horrific and became delusional I would become my childhood attacker.

All of which was untrue, now. All of which was my reality, then.

I was acting to protect my family. In the cost/benefit analysis, I saw them, eventually, finishing in front.

For those left to pick up the pieces, the conflicting emotions which invade every moment are the most confrontational.

Anger, guilt, sorrow, disbelief and questions. More. Insert you own set list here. So many bloody questions and the only source of answers isn't answering the phone.

Each and every one of those emotions, every single question, is justified, real and painful. I can't tell you how to answer them, what to do. What is clear and truthful, is that you shouldn't repress them or feel disloyal for expressing them but as you do, try and hold on to better days when you knew you were loved, when it was said, when it was shown and know that nothing changed between then and now.

Don't try and balance some emotional commitment ledger with the action taken to escape. In all likelihood, love and desperation exist in equal shares when a person suicides.

Let's be very clear: suicide is not the act of a selfish person. It is the ultimate expression of loneliness, of desperation. It is not seen by the victim as defeat but as victory.

You may not agree. My wife doesn't.

When I cried last night as I watched Hook, my film of

choice through which to grieve Robin Williams, I cried for the pain I had caused my children, my wife and for the helplessness that had allowed bipolar to mistreat me like a rag doll. Mostly though, I cried for the memory of the desperation and agony of a decision Williams took and for that moment, that lonely moment just past the fear when he knew it was done.

There is no glory in suicide. It's an ugly, undignified end engulfed in a physical and emotional mess. I would urge anyone contemplating it to seek help. Set aside your problems and look instead for solutions. Decide to live. Tell someone. Someone you trust to love you, to protect you, to hold your hand with a tight grip through recovery. You can make it. I have and I have no more special ability than you do.

Forgive me though one reflection which is a hope, not an encouragement. In that moment, that final moment when Williams could no longer be saved ... I hope he found freedom.

Peter Langston is a former teacher and school principal who was medically retired following a breakdown which preceded multiple suicide attempts. He is now a successful and published poet, who represents Australian Poetry as a Cafe Poet. He is also a voluntary community presenter for the Black Dog Institute, who delivers presentations on mood disorders to raise awareness and an understanding of depression and bipolar disorder. He was diagnosed with bipolar in 2001.)

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SAFETY IN THE OILSANDS

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MENTAL HEALTH AWARENESS

Depression Is No Laughing Matter, Especially for Employers Laughter might be the best medicine for what ails us, but depression – as we've learned – is no laughing matter. It's true that there can be a fine line between mental illness and creative genius, and Robin Williams is not the first entertainer who struggled to negotiate that line. But depression isn't a problem that only affects Hollywood's elite.

Depression, bipolar disorder and other depressive illnesses affect nearly one in five adults at some point in their lifetimes, according to the University of Michigan Health System's Depression Center.

We've come a long way in our understanding and awareness of mental illness. These days, when we hear of someone struggling with a mental disorder, it doesn't conjure images of “One Flew Over the Cuckoo's Nest.” And unlike the fictional gangsters in “The Sopranos,” most people don't consider it a sign of weakness when a loved one or colleague visits a therapist.

Still, I bet many people would be shocked to learn that depression ranks as the No. 1 contributor to disability in the United States and Canada, and among the top five causes of disability throughout the world, according to the University of Michigan Health System.

Here's where employers should be concerned.

Depression is linked to more than $44 billion per year in lost workplace productivity. Why? Because employees with depression lose approximately 2.3 workdays per month. And even when they're at work, they might struggle to accomplish as many tasks or perform at the same level as their colleagues (a situation known as presenteeism).

In fact, employers bear the brunt of the costs of depression. According to the University of Michigan Health System, nearly 63 percent of the $83 billion in annual economic costs associated with depression annually come from workplace losses. (That number includes direct costs of health care services and indirect financial costs.)

So, like it or not, employers are on the front lines.

What can employers do, and what should they know? At the bare minimum, they should be aware that it's illegal to discriminate against employees and job applicants because of mental disabilities (real or perceived), as Robin Paggi explains in a recent column in the Bakersfield Californian.

Because major depressive disorder is so prevalent, Paggi also urges employers and supervisors to learn “what to do if employees reveal they have the disorder (or something similar) or if it appears that they do.”

Citing the book “How to Talk to a Depressed Employee” by Joni Johnston, Psy.D., Paggi recommends a seven-step process: 1. State your concern for the employee.

2. Talk about observable behavior. “You missed several important deadlines over the past two weeks.”

3. Acknowledge the change in behavior. “That's just not like you.”

4. Encourage action. (If the company does not have an employee assistance program, encourage the employee to seek professional help.)

5. Be sympathetic, but limit the conversation if the employee begins to reveal personal information.

6. Reinforce your concern. “I really want to help you get back on track.”

7. Reinforce the need for performance improvement. “It's up to you whether you seek professional help or not, but I still need for you to meet your deadlines.”

The good news is that effective treatment can help reduce depressive systems and improve workplace outcomes such as productivity.

“Depression can be devastating,” Paggi says. “However, with the right treatment, it can be managed and worked around. Getting the right treatment is up to the employee. Helping the employee work around it (with reasonable accommodations and performance discussions) is up to the employer.”WSN

Dealing with workplace depression You've likely seen the symptoms in some of your co-workers and staff: decreased productivity, irritability, absenteeism, low energy, withdrawal and possibly even anger and anxiety.

By Doctors Donna LaMar and Betsy Laney Although workplace depression may seem like a topic to be avoided at all costs (after all, personal problems don't belong at work, right?) the facts are startling. Depression affects more than 19 million American adults and costs companies $12 billion in lost work and $11 billion in decreased productivity. And since 80 percent of people suffering from depression can be helped and recover, it is definitely worth an employer or manager's time to help a depressed employee.

In fact, by addressing depression at work, companies can increase the bottom line and decrease many everyday problems, such as tardiness, co-worker conflict, customer complaints and poor quality of work, just to name a few. The key is to get past the perception that depression is only a “personal” problem that should be ignored at work.

What exactly is depression? Depression is a person's reaction to an event or experience that interferes with healthy functioning. It involves body, mind and spirit – feelings, thoughts and behaviors – and may be one time or recurrent. Sometimes it comes in a manic-depression with both high and low swings.

Ultimately, depression occurs when the person is experiencing life changes that are difficult to handle or that have no perceived resolution.

If you notice that certain employees seem to have “checked out” at the office, realize that depression may be to blame. Use the following suggestions for being proactive and helping your employees through this time.

1. Learn about and educate your staff about depression.

As an employer or manager, one of your top priorities is caring for your employees. Therefore, empower your staff so they understand and can recognize depression. One initial step is to create a simple brochure about workplace depression and hand it out to each staff member. If creating a brochure seems too daunting of a task for you, find an existing brochure from a local depression support group and customize it to your company.

To take the message a step further, bring in a speaker or consultant to teach your staff about depression and how to deal with it. Remember, all employees need to know about this topic, not just management. In many companies, management does not have daily in-depth contact with every employee. That's why you want all employees to be able to recognize the signs so they can bring it to management's attention.

2. Set up resources for those suffering with depression.

Resources include once-a-year depression screenings, telephone contacts to support those struggling with depression, referrals to help (EAP, counseling/psychotherapy, human resources, etc.), or even just being available to those who need to talk. While larger companies might want to invest in written assessments, even smaller companies can be proactive by providing simple human contact that says, “Hey, you look a little down. Let's talk. I'm here for you. Can I help you get to counseling?” Small compassionate gestures can go a long way toward helping someone deal with depression.

3. Talk to your staff early, but don't diagnose.

Remember that you're an employer, not a psychologist. You're not trained to diagnose, nor should you.

It's your job to meet the needs of the business by helping your people become better employees for the business. With that said, you can be supportive and concerned by saying things like: “I am concerned that recently you've been late to work… that you aren't meeting your performance objectives... that you seem depressed. I would like to help you get back on track.”

Realize, too, that there's a lot of help available for employers. You can call a counseling center or psychotherapist and run things by them. You can say, “Here's what's going on with one of my employees.

Does this sound like something I need to address or refer out?” Develop that kind of relationship with someone or some organization in your area that can offer you support so you can take that first step to dealing with workplace depression.

4. Create good working conditions by using ecotherapy techniques.

Ecotherapy is well researched and proven to work because humans are part of nature. Things that contribute to creating a healthy work environment include: * Live plants – Research indicates that the color of green and the fresh oxygen plants give help us in many ways, including raising our alpha brainwaves. * Animals – Research says that even something as simple as fish reduces stress and improves mood.

Watching fish swim relaxes the brain and gives people a lift. * Full spectrum light bulbs – Lighting that mimics natural sunlight lifts our mood and helps the body make the minerals and vitamins we need to feel well, such as Vitamin D, which combats depression and increases our energy level. * Personalized workspace – Cubicles often reinforce isolation and depression. The more personal items a person brings to the office, the less depressed he or she will be. overall health.

5. Be prepared to act quickly if necessary.

Be aware that depression, if it has lasted long enough and stems from past traumas, may become life threatening. Therefore, be ready to move immediately: take the person to the hospital, call the employee's family or doctor, contact the police, etc. Do not hesitate if there is even the slightest chance of someone hurting him or herself (don't worry…depressed people usually do not hurt someone else).

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ELECTRICAL SAFETY

Power Line Safety Training that’s gaining in the Oil & Gas Sector Power line safety is an increasingly important consideration in Alberta's deadline-driven, highly-competitive oil and gas industry.

“We've always done a lot of safety training, but we're starting to see a lot more electrical and power line safety training,” said Tom Morin, Staff Electrical Safety Technologist at Cenovus –one of the industry's first safety managers dedicated solely to electrical safety.

The basic principles of workplace safety include awareness, identification, assessment and control of hazards. Awareness of power lines leads to their identification as a hazard, which triggers workers to assess potential dangers and set up safety controls.

“We're trying to build a few triggers, so workers who drive onto one of our leases are more conscious that they're driving under a power line, and might start noticing our Caution High Voltage signs a little more because we've talked about it,” Morin said. “If you don't realize your life is in danger, you aren't going to care. A lot of people are not aware of the consequences of getting too close. You don't have to touch a power line to be injured or killed,” Morin added.

With contractors comprising approximately 20% of Alberta's oil and gas workers, the demand for consistent and informative power line safety education is increasing. “One of the challenges we face is the changing demographics of the workforce. There's an influx of new workers and we've got to do our best to make sure those workers are aware of the power lines in the workplace,” Morin said. “An employee can get injured the same way a contractor can.

As an ethical operator, we want to ensure the safety of all people on our worksites, whether they're visiting, working, or people in the community,” Morin said.

Penn West Exploration has also elevated the importance of this issue, partnering with electric utilities to coordinate full-day power line safety training sessions. According to Thane Jensen, Senior Vice President of Operations Engineering, the goal is to “drive home the importance of never becoming complacent in the workplace.”

Penn West is invested in their contract workers' safety, regularly attending external safety meetings and sharing the company's safety expectations. The company's senior management team frequently visits worksites to host “Stand Down” activities, where all work is stopped and everyone onsite observes that safety is everyone's top responsibility.

Jensen notes that a positive trend can be attributed to increased emphasis on power line safety. “Through our increased awareness of critical issues in our industry, we are seeing a decline in incidents and we now have processes in place to reduce negative trends and consequences,” he said.

Power line safety programs thrive in a corporate culture of safety.

“The reason we are able to work so hard on power line safety in the workplace is because we have support from the highest levels of management at Cenovus,” Morin said.

Complacency is the enemy of power line safety, and ongoing education is necessary. Morin suggests maintaining awareness of changes, improvements, technology and best practices to sustain a high-calibre safety program. “Talk to your peers, get to know who in other organizations is doing a similar job, see if you can exchange some ideas. Because you definitely don't want to try to manage this hazard on your own,” he said.WSN

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TRUCK DRIVER SAFETY

TRUCKERS TEACH TEENS DRIVER SAFETY AROUND THE BIG RIGS The U.S. trucking industry has put safety in high gear by ensuring future drivers are comfortable sharing the road with the big rigs.

Trucker Buddy International has launched a new program aimed at high school students and soon to be commuters.

The program called Trucking Mentors, directed at teaching high school students to drive safely around transport trucks.

Trucking Mentors matches professional drivers with a high school located either locally or along the route of the driver. The driver then visits the high school once or twice a year to talk about safe highway driving and help build a positive image of the trucking industry among teenage drivers.

Many local and short-run regional drivers can't participate in Trucker Buddy, a program that helps mentor elementary school students through a pen-pal relationship with a professional driver, but they can help their communities through the Trucking Mentors program.

The current 2,600 Trucker Buddies will have the opportunity to be both a Trucker Buddy to elementary students and a Trucking Mentor to high school students. Other drivers will be recruited to help as well. There will be no charge to be a Trucking Mentor and background checks will be done on all mentors. Drivers can contact their local school or can be matched with one of the high schools that sign up.

"I believe that as an industry we have a responsibility to help our communities understand how to be safe around a truck and continue to improve our image," says Randy Schwartzenburg, executive director, Trucker Buddy International. "That is especially important for teens beginning to take the responsibility of driving a car. Trucking Mentors will not only save lives but will increase respect between all the parties.

"Having both Trucker Buddies and Trucking Mentors teaching students about our industry not only helps the students drive more safely but helps everyone understand our industry's impact on our nation," Schwartzenburg says. "Saving lives, im

Trucker driver saves life

By Garry Crawford SafetyDrive The other driver probably doesn't even know it.

Recently, the province raised the speed limits in designated areas, as well as stipulate that driving below the speed limit (especially in the passing lane) and impeding other drivers could result in fines.

We are all aware (or should be by now) that distracted driving has become a huge issue, which means we should also know better than to be talking or texting on a cell phone, shave, primp etc., while driving.

Yet, just the other day I was traveling south along highway 99 and as I came through the tunnel I noticed vehicles ahead switch from the passing lane to the right lane so they could pass a little red Volkswagen Jetta (the passing lane is the left lane).

Upon driving up beside her, and matching her speed for a brief moment (70 km/h in the fast lane), I glanced over. Now I can't say for sure, but she might have been texting, reading or talking on her mobile, or perhaps just caught up in her thoughts. Whatever it was, she was definitely distracted.

Resuming my speed I continued to follow a truck, ensuring I could see his mirrors, confident he could see me, when I saw a red streak fly past me, (it was the red Jetta) and disappear beside the truck. Apparently she had hung up or woke up and realized she was not keeping pace, and was going to rectify the situation.

Suddenly the trucks brake lights came on and the truck and trailer swerved dangerously towards the shoulder of the road, and then came back into the driving lane, with the trailer swaying back and forth, somehow the driver got it straightened out and under control.

It was then that I noticed the same red car traveling off the exit ramp. It was clear to me that having realized her exit was quickly approaching, she had cut in front of the truck, leaving the driver little choice but to take drastic evasive action, and thereby putting himself in a potentially life threatening situation.

I drove beside the truck and gave a big wave of thanks to the driver for his actions in possibly saving a life. He just shrugged and waved back. Now that was one true professional.

For those of us non-professional drivers, we have to understand that large commercial trucks are not sports cars. They cannot maneuver like a sports car, they can't turn on a dime, and with their large size and weight, they need a lot more time and distance to stop.

With the promise of beautiful sunny weather for the upcoming BC Day long weekend, the roads are going to be crowded, and may offer plenty of temptation to cut in front of that large truck.

Keep in mind, just because you can stop in time doesn't mean they can. Give them the respect and distance they need, and arrive safely at your destination.

Have a great long weekend, and if you are in the area drop by and see the To learn more about SafetyDriven go to http://www.safetydriven.ca About Garry Crawford Garry joins the SafetyDriven team with a strong background in OH&S program development, training and implementation. proving our image and building respect are why launching Trucking Mentors is so important."

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SUBSTANCE ABUSE IN THE WORKPLACE

Bridge accident no indicator of truckers’ Substance Abuse TORONTO-- The Ontario Trucking Association has attempted to downplay the use of drugs and alcohol use on the job by its members in the aftermath of a horrific crash on the Burlington Bridge recently.

It was called an unfortunate occurance by OTA Senior Vice President Stephen Laskowski, who says the association wants to “ensure the motoring public that the actions this individual is accused of in no way reflect the professionalism of the hundreds of thousands men and women who operate their trucks in a safe and courteous manner every day.

He said substance abuse among its members is not common.

“The fact that truck drivers are involved in zero percent of fatal collisions where alcohol or drugs is a factor speaks volumes to the professionalism of Ontario's truck drivers and the companies that employ them,” Laskowski said.

Ensuring drivers are fit for duty—and that includes not operating under the influence of drugs or alcohol—has become an industry standard, Laskowski says.

Operators of large commercial vehicles are much less likely to be impaired by alcohol or drugs than all other motorists and alcohol is very rarely a factor in North American driver out-of-service rates.

Courtesy of the OTA, here are some rebuttals you can use if you find yourself defending the safety record the industry: · Alcohol was involved in zero percent of all fatal collisions involving heavy trucks. · According to the most recent Ontario Road Safety Annual Report (ORSAR 2011), Ontario's drinking-and-driving rate was 0.12 per 10,000 licensed drivers (all classes of licences), the lowest fatality rate compared to, for example, every US State. ·According to ORSAR, large truck drivers are also less likely to be impaired by alcohol or drugs than all other drivers. ·In the U.S., in only 0.23 percent of unannounced inspections in 2013, a commercial driver licence holder

(CDL) was immediately placed out-of-service and cited for violating federal regulations governing alcohol consumption. ·In only 0.13 percent of unannounced inspections, a CDL holder was placed immediately out-of-service and cited for violating federal regulations governing controlled substances. · In addition to random testing, truck and bus companies are further required to perform drug and alcohol testing on new hires, drivers involved in significant crashes, and whenever a supervisor suspects a driver of using drugs or alcohol while at work.

The Federal Motor Carrier Safety Administration (FMCSA), along with the Department of Transportation (DOT), requires that all persons, regardless of nationality, subject to the commercial driver's licence (CDL) requirements and their employers follow alcohol and drug testing rules. These rules include procedures for testing, frequency of tests, and substances tested for. These rules have been in place since 1995.

If a commercial driver never operates in the United States, Canadian employers of commercial drivers are legally permitted to develop a policy that would allow for preemployment and random alcohol and drug testing for commercial bus operators and truck drivers, provided employees who are drug dependent are accommodated. In Canada, a 2004 court decision and 2009 Human Rights Tribunal guidance document have provided employers with the guidelines to put these programs in place.

Major crash on heavily travelled highway renews calls for drug and alcohol testing Drug and alcohol testing of long haul truck drivers has been the norm for certain cross-border commercial drivers in Canada since the U.S. Department of Transportation (D.O.T.) made it mandatory. And even though employers of certain drivers who don't cross the border are legally permitted to develop a policy that would allow for testing, the majority of our clients to this day are D.O.T. regulated

only. But in the wake of yesterday's crash on a heavily travelled highway, there are renewed calls from the public for testing of all commercial truck drivers.

The driver involved in the crash on the Toronto-bound Burlington Skyway in Ontario yesterday was allegedly impaired at the time. Reports say the truck's bed was raised when it plowed into the scaffolding and the bridge itself.

Fortunately, no one was seriously hurt. Eye witnesses say the construction workers who were doing scheduled bridge maintenance were able to get off the scaffolding in time.

But the longer the bridge stays closed for repairs, the bigger the economic impact – potentially slowing down the delivery of 480 million dollars' worth of goods that move across the highway each day.

The big questions that arise out of a crash of this magnitude are: If the driver was impaired, why didn't the company know about it? Why was the driver allowed to get behind the wheel?

That's where prevention comes into play. Drug and alcohol testing programs for employers involve training supervisors on their legal obligations and on how to identify performance problems and potential crisis situations. This training allows for a supervisor to order a drug and alcohol test on a truck driver if they have sufficient reason to believe that the driver is under the influence of alcohol or drugs.

Random testing is also a deterrent, as reflected in the statistics from the DOT-regulated transportation industry.

Statistics compiled by DriverCheck show that over a period of 14 years and more than 237,000 tests, random testing has helped reduce positive rates among drivers in the trucking industry by 80 percent.

These statistics demonstrate the importance, value, and benefits of introducing pro-active, professionally designed and managed programs into the workplace. The benefits of these policies and programs far outweigh the costs, especially given their potential to help prevent much more costly consequences that stem from crashes like this one.

Addiction Sucks - What Every Recovering Person Needs to Know About Joyful Living

LifeExtension. These are typically not insurance reimbursed & test for many things that are not covered in traditional, doctor related blood tests. The use of addictive substances causes gut imbalance, hormonal imbalance, brain abnormalities, neurological and sexual problems. How else can you heal those physical imbalances if you don't know what they are?

4. If you have abused opioid painkillers, both legal or illegal, get your blood tests for adrenal, testosterone & vitamin D deficiencies or glucose dysregulation. Understand that erectile dysfunction, depression & sleep apnea are related to these painkillers. (And guys, you may have thought you were much more of a stud while you were using - please re-think that one.) Information taken from Journal of General Internal Medicine.

5. Depression is a direct result of the use of addictive substances. Therefore, what if you questioned the use of antidepressants and considered them only after all addictive substances and their effects have been removed from your body? And, removal can often take up to 6 months depending on what drugs you abused. (Many doctors are unaware of the above information; you need to take charge of your recovery and be accountable for the choices you make.)

6. Stop smoking cigarettes. They keep you in a smoke screen that prevents you the full, authentic experience of your feelings and emotions. (Your emotions are already messed up from your use.)

7. Discontinue drinking carbonated, popular sodas with high fructose corn syrup and brominated vegetable oils. How could the chemicals in these drinks possibly support your intestinal health when these very same drinks are used by your local police to clean up road kill and highway blood caused by deathly, gorey accidents?

8. Allow yourself to get extra sleep. Your body needs it to regain its health. Stop judging yourself as lazy - sleep is needed for healing & you've ignored your body's needs for too long.

9. Lay off the caffeine in coffee. It gives you a false boost in energy and is also addictive. Why trade one addiction for another?

10. Pamper yourself. Learn to love and enjoy your body again. (When you were acting out your addiction, your preferred substance became your love relationship and therefore your body was neglected.) Take yourself on a vacation, buy something you really desire (something that does not harm your current finances), relax in a nice, hot tub, go to a spa, get a massage, prepare a gourmet meal for yourself or get one at a fabulous restaurant, and make love, with or without a partner - it's about you & expressing the love that you truly are.

11. Clean up your food intake. Stay away from processed foods. Avoid those fast food, quick fix, chemically-laced (not nutritionally based) meals. Organic fruits and veggies will help to strengthen your weakened immune system and provide you with more strength and energy. If you choose to eat animal protein, select free-range chickens and local, farm raised beef, pigs and bison.

By Jude A Allbright The following strategies will dramatically increase the quality of your recovery and bring health and joy into your life - now. But you still need to practice them. That's done uniquely by a process called DO IT. It's the single biggest thing that helped me return to health and joy.

Everything is Energy What if addiction literally sucks your life force energy, depletes you energetically? And, what if you can reclaim that energy by following a few simple energy action steps? They are presented below. These steps are simple but may sound confusing. What if you let go of any "addictive righteous indignation" and go for this energy change?

Energy Action Steps: (These steps are simple but may sound overwhelming. You can deal with them, individually, one at a time.)

1. Drink plenty of distilled water throughout the day. It pulls toxins from your body. (Alcohol and prescription or illegal drugs have helped put those toxins in your body.)

2. Find an acupuncture physician who uses needles or lasers to assist you in reducing cravings and getting your body metabolism rebalanced. (Acupuncture has a clearly recorded history of about 2,000 years, but some authorities claim that it has been practiced in China for some 4,000 years.) And, we call it alternative?

3. Purchase a blood/urine test from companies like

And What About Love?

Addiction is limitation. It blocks you from experiencing you as the great, infinite being you truly are. What if you choose to take this opportunity to open up to love? What is it in you that needs love - that is in pain - that is hurting? Will you love that part of you?Love means no judgment. Judgment blocks love. Judgment is also fear. Could you stop judging addiction as right or wrong and simply accept it as an experience?

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September 2014

Page 10

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Page 11

WORKPLACE IN FOCUS

AT GENERAL ELECTRIC:

Vice President corporate programs Ann Klee

The future of safety is spelled H.O.P. Worksite News Service Ann Klee summarized General Electric Co.'s new approach to workplace safety and health by comparing stop signs with traffic circles.

Stop signs create a rules-based system in which motorists “come to a stop, look both ways and move forward.” On the other hand, traffic circles – also known as “roundabouts” – force motorists to be engaged in the process of moving through an intersection.

“Everyone is engaged, everyone is alert, everyone has a role to play,” said Klee, who is GE's vice president of corporate environmental programs. “They're bringing their skillsets, their own observational powers, their judgment” to bear.

Klee, who cited data showing that accidents and fatalities are less frequent in traffic circles, said the concept is the premise of GE's “HOP” approach to workplace safety and health.

“The key to HOP is accepting that human error is inevitable,” Klee told attendees of the 2014 National VPPPA Conference in National Harbor, Md., during her opening-day keynote address. “Once you recognize that you can't eliminate human error, you can start to focus on risk.

People are going to make mistakes. So you have to focus on fixing the systems and not on trying to fix the people.

HOP – an acronym for Human and Organizational Performance – is based on a “fairly simple” principle, Klee explained.

“People work in the context of systems. People are going to make mistakes. So you have to focus on fixing the systems

and not on trying to fix the people.”

Fresh Perspective Over the past few years that GE has been applying the HOP philosophy to EHS, the iconic manufacturer already has enjoyed a number of wins, Klee noted.

In one GE appliance plant that was concerned about a spate of forklift mishaps in its warehouse, plant management initially believed that the best remedy was to install GPS tracking systems and impact detectors on forklifts and to require incident-prone drivers to get more training. After applying the HOP philosophy to the problem, however, the company came to the conclusion that “our approach was wrong.”

“During one of our reviews of the business, we came in – thinking about HOP – and asked forklift drivers, 'Where are the best drivers in the appliance business?'” Klee explained. “Every single employee said the best drivers were in the warehouse. If that was true, why were we trying to fix the drivers and send them back to forklift driving school?”

HOP is now the way we work, and we're seeing the results in our EHS performance.

With the HOP approach in mind, the plant used the data from the GPS units and impact detectors to identify problem intersections, and then fixed them. Lo and behold, the number of forklift incidents went down dramatically, Klee said.

“That's how HOP works. You fix the system. You put

defenses in place, but you don't try to fix the employees.”

'Program Fatigue' From the get-go, GE decided that HOP wasn't a new initiative, program or procedure, Klee emphasized, “because we had program and procedure fatigue.”

“It was a philosophy, and we started building it from the grassroots up,” Klee said.

GE developed eight-hour and 32-hour training sessions on the HOP philosophy, and the EHS professionals who completed the training “came out of it as enthusiastic advocates.” Since then, leaders from operations and other functions have asked to be trained on HOP. “HOP is now the way we work, and we're seeing the results in our EHS performance,” Klee said.WSN

Worksite NEWS

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Page 12

VIOLENCE IN THE WORKPLACE PSYCHOPATHS AMONG US

Workplace Violence Prevention: Policy Development Glenn French President/ The Canadian Initiative on Workplace Violence Following my earlier article entitled Workplace Violence: A Roadmap for Prevention, I will over the next few months, focus on each one of the critical components of a Violence Prevention Program. Keep in mind when drafting your policy that you should consult the legislative requirements in the jurisdiction where your operations are located be they provincial, federal or territorial. cument is the foundation of an employer's violence-prevention program. The policy should—at a minimum—communicate an organization's commitment to preventing workplace violence, provide an overview of its violence-prevention program, and establish clear standards of behaviour that apply to all employees, managers, contractors and clients.

At a minimum, your company policy should include: 1. The purpose of the policy.

2. A definition of workplace violence in precise, concrete language, keeping in mind that violence can come from customers, students, co-workers to name just a few 3. A statement reflecting the organization's zero tolerance for any acts of violence.

4. The scope and application of the policy, covering employees at all levels including contractors, customers, students, and other individuals pertinent to your circumstance.

5. Outline in clear terms the responsibilities of all stakeholders under the policy.

6. Outline the processes in place to both prevent and report incidents of violence.

7. Emphasize the importance of reporting of all incidents, ensuring confidentiality, and protection from reprisals.

8. Reinforce the organization's commitment to advise employees of potential risks.

9. Outline procedures for investigating and resolving complains.

10. Reinforce the organization's commitment to support victims of violence in the form of protection and support services.

11. Clearly outline the consequences of policy violations.

12. Make a commitment to violence prevention training and education for employees at all levels of the organization.

13. Where appropriate, cross-reference other related policies, such as sexual harassment, and disability management, etc.

Once you have established you policy, most jurisdictions require that you post it in a conspicuous location, such as an Occupational Health and Safety Bulletin Board, or some other location where it is easily accessible. Further, we strongly recommend that you develop your policy in consultation with your Occupational Health and Safety Committee, or Safety Representative. Employees should be involved in the prevention program from the very beginning to ensure their buy-in and cooperation.

Remember, your Workplace Violence Prevention Policy is the foundation of your Violence Prevention Program. We will next look at how to conduct a workplace hazard assessment which will form the basis of your procedures.

For further information on Violence Prevention, visit us on line at www.workplaceviolence.ca. We always like to hear from you

5 ways to prevent workplace bullying

By Jeff Mandel A staggering 27 percent of U.S. workers report experiencing abusive conduct at work; 21 percent report witnessing such conduct. And bullying is four times more common than harassment in the workplace, with 65.6 million people reporting to have been affected.

Bullying in the workplace is defined as actions by an individual or group that are unreasonable, physical or psychological, repeated, and cause an intentional impact on the target, such as humiliation, degradation, offense, intimidation or cause dangerous results to the target, such as risk to safety and/or mental or physical health issues. In short, bullying is considered a form of violence.

And the impacts of workplace bullying have a ripple effect. Not only does workplace bullying impact the target of the bullying, but it leaves a lasting impression on others in the workplace as well. Workplace bullying often results in high turnover, low productivity, lost innovations, difficulty hiring quality employees and even customer retention.

See Also * 5 after-work activities that could cost you your job * 5 top concerns for employers as health reform rolls out * Defining internships: The difference between interns and trainees * How to design a summer dress code that keeps employees cool and professional Here are five tips for employers wanting to be proactive in the fight against workplace bullying: * Develop and enact workplace bullying and violence policies that define workplace violence and bullying behavior. Get out in front of the issue. Put policies into writing that every employee can review and ask questions about. * Provide a well-defined reporting procedure. And create an environment that fosters openness and empathy so employees who report being harassed or bullied feel supported and comfortable enough to report any violations. * Clearly communicate the impacts of policy violation.

Similar to making the policies readily available and clear, so too must employers help make every employee aware of the ramifications of bullying or harassment in the workplace.WSN

www.workplaceviolence.ca

Employee cited for ‘you want to die’ comment: Psychiatrist assigned to assess the Red Flags The Human Rights Tribunal of Ontario has ruled that the City of Toronto was justified in requiring an employee to obtain a psychiatric assessment because of “red flags” which included a comment, “Do you want me to die?”

The employee's handling of a tense security-related incident involving anti-poverty activists was questioned. When asked by a City security supervisor for more information about the incident, the employee said, “Do you want me to die?” The supervisor testified that he found the comment, “Do you want me to die?” to be concerning and that he felt that he had an obligation to follow up for health and safety reasons. He testified that he was concerned as he did not know what was going on in the applicant's mind.

Shortly afterwards, the City told the employee that it had made an appointment with a psychiatrist for him to obtain an assessment. The employee testified that he felt humiliated, but that he decided to go for the psychiatric assessment to prove that he was “mentally fit”, but that he also filed a complaint with the City's Human Rights office due to the “coercive” act of sending him for a psychiatric assessment. The employee's supervisors did not receive the assessment report, but were simply told that the employee was fit to return to work without any restrictions from doing the tasks of the job.

The Tribunal decided that the referral to the psychiatrist was reasonable given that there were “red flags” present, as the City representatives were acting in good faith out of concern for health and safety and had determined that it would not be appropriate to impose discipline on the employee for his actions if they were related to a disability. Also, there was no evidence that the City had broken confidentiality.

With respect to the “red flags”, the City's Manager of Security and Life Safety had testified that there are “red flags”, which are relevant in assessing a workplace violence threat, which include “a lack of an immediate support system, a preceding event . . . and a change in character.” He said that the “red flags” that the City had identified were: “the applicant lived alone, was emotional, had stated 'Do you want me to die?' . . . and he had been uncharacteristically insubordinate.”

This decision suggests that where an employee's behaviour raises “red flags” about his or her mental health such that the employee's – or other employees' – safety may be at issue, an employer may be justified in requiring the employee to submit to a psychiatric assessment. In general, the employer is not entitled to receive the assessment report but is entitled to receive the assessor's determination as to whether the employee is fit for work and able to work safely.WSN

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DON’T DO A HOMER

Worksite NEWS September 2014

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SAFETY IN THE OILPATCH

CAPP must answer the call Mine spill prompts investigation CALGARY - Canada's energy sector must step up efforts to transport its products safely across Canada, according to a major oilpatch association.

The industry must “bear down” in its efforts to make the shipment of crude oil by rail as safe as possible, the Canadian Association of Petroleum Producers (CAPP) said following the release of the Transportation Safety Board's final report into the deadly Lac Megantic train derailment.

Brad Herald, CAPP's vice-president of western operations, said there were few surprises in the TSB report, which — rather than pointing the blame at one individual or group — identified 18 contributing factors that led to the fiery explosion that killed 47 people in July 2013.

But while Herald said the energy industry has been working for a year already on addressing some of the safety risks flagged in the report, he said the document is still an important step that should lead to a safer regulatory and handling system for crude oil riding the rails.

“This is a sombre milestone for us to look and say, 'we need to bear down and make sure the system is absolutely as safe as possible and there's public faith in that system,” Herald said.

When the Montreal, Maine and Atlantic Railway train derailed and exploded in downtown Lac Megantic, it was carrying highly combustible crude oil from the Bakken formation in North Dakota. The accident and its tragic aftermath shattered public complacency about the growing volumes of crude oil that travel daily on North American rail line, driven by booming shale oil production as well as a pipeline bottleneck that has forced oil companies to seek alternative routes to market.

In its final report, the TSB targeted Montreal, Maine and Atlantic Railway, accusing them of having a weak safety culture, poorly trained employees, and tanker cars that didn't offer enough protection.

But the TSB also placed some of the blame on Transport Canada, saying it failed to recognize MM&A had urgent safety problems and was not following the rules. The report says the department failed to audit safety procedures at the railway and didn't do enough inspections.The report makes two brand-new recommendations: that additional “physical defences” be set up to prevent runaway trains, and that there be more thorough audits to ensure railways are effectively managing safety.

In 2013, according to figures from the Railway Association of Canada, 160,000 carloads of crude oil were moved by rail in this country — up from a mere 520 carloads in 2009.

Similar increases have occurred south of the border, where the Association of American Railroads estimates the U.S. total for 2013 at 400,000 carloads of crude, compared to 234,000 in 2012 and just 9,500 in 2008.

A CAPP forecast in June predicted that the volume of oil moving by rail in Canada would increase from 200,000 barrels a day in 2013 to about 700,000 by 2016 as producers find ways around persistent pipeline bottlenecks.

Herald said there's nothing in the TSB's Lac Megantic report that should inhibit producers from continuing to ship their product this way.

“Rail's still an important aspect and will continue to be and we'll see that growth,” he said.

Earlier this year, the federal government gave shippers a three-year deadline to replace or retrofit older, DOT-111 tank cars. Herald called that time frame “aggressive,” but said progress is being made and CAPP continues to work with its members toward that goal.WSN

VANCOUVER - A toxic spill from a British Columbia mine has prompted the country's nuclear watchdog to request a series of checks at uranium facilities.

The Canadian Nuclear Safety Commission will discuss the failure of the tailings pond at the Mount Polley gold and copper mine during a meeting recently.

In the interim, the commission has asked the uranium mining and milling operations it oversees to ensure that all necessary inspections and monitoring are in compliance with licence conditions.

"The recent tailings dam breach that occurred at the mine in British Columbia on Aug. 4, 2014, has raised awareness of issues associated with tailings impoundments," said a letter sent to Areva Resources, Cameco Corp. Rio Algom, Willet Green Miller, P.J. Brugger and Associates, EWL Management Ltd. and Denison Mines Inc. "This is a reminder that vigilance must be maintained by ensuring that tailings dams continue to be properly designed, constructed, operated, maintained and monitored to prevent such occurrences."

The companies were asked to confirm that mitigation measures are in place in the event of a tailings breach.

They're also asked to confirm the safety of tailings facilities and report any identified gaps to the commission by Sept.

15.

Canada — once the world's largest producer of uranium — has four active uranium mine sites, all in Saskatchewan.

There are also several closed or decommissioned uranium mines in Saskatchewan, Northwest Territories and Ontario.

Gord Struthers, spokesman for Cameco, said all active uranium operations store tailings in mined-out pits. They're below ground level and do not require dams to contain the slurry.

There are decommissioned operations that did use above-ground tailings storage, but those tailings are dry so there is no volume of water that could leak, he said.

"There's not possibility of that type of accident. None whatsoever," Struthers said. "That's not to say we're complacent about it."

Cameco will have no difficulty meeting the requests of the federal regulator, he said, adding that uranium mining has justifiably rigorous oversight.

The B.C. mines minister ordered all mining companies in the province to inspect their own tailings ponds.

Bill Bennett also ordered an independent investigation into the failure of the earthen dam forming the tailings pond at the mine owned by Imperial Metals.

The breach sent 10 million cubic metres of waste water and 4.5 million cubic metres of silt into a network of salmonbearing lakes and rivers near Likely, 600 kilometres northeast of Vancouver.

The reason for the failure at Mount Polley is not yet known.

Jessica Draker, spokeswoman for the Mining Association of Canada, reiterated Tuesday that the incident is a concern for the entire industry.

"Like everyone else, we'll be paying close attention to the outcome of the investigations in B.C.," she said.

As part of the next round of inspections at uranium sites, nuclear commission staff will conduct "walk-down" inspections of above-ground.WSN

Worksite NEWS September 2014 Page 15

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ABORIGINAL APPRENTICESHIP TRAINING

BC Training authority sharpens focus B.C.'s Industry Training Authority is in the midst of a transformation that focuses on delivering skilled workers when and where they're needed while giving industry a greater role in planning training programs, says its new chief executive officer. A key focus of the newly announced inititaive is on the skills and trades training among the province's aboriginal community.

“It's really all about creating the right CEO Gary Herman skills in the right place at the right time to ensure that B.C. has the necessary skills it needs going forward,” Gary Herman said. He is bullish on the new two-year construction craft trade, B.C.'s 48th Red Seal trade, announced last month.

“They are the most populous job positions on any construction site,” Herman said, adding this position is in demand in the LNG sector. “We are going to be kicking off training programs, hopefully by the end of December, with training providers and opening the door for this trade in B.C.” Once someone earns credentials in a skilled trade, that opens more opportunities. “So if you are building an LNG plant and when that work eventually runs out, you can switch over and build condos in Vancouver because you're used to working on job sites and all the things that go with that.” The construction craft trade is one route for First Nations members to learn a skilled trade, Herman said.

“Especially in the north, with this upcoming work.” It is the ITA's job is to run and co-ordinate B.C.'s skilled trades system. It works with companies, unions and 14 publicly backed universities and colleges, as well as 29 private training agencies. That includes union training schools and for-profit schools.

The authority's new focus follows a review of its operations, including recommendations, along with the announcement of the B.C. Skills for Jobs Blueprint. One key part of the transition is an LNG action trades training plan to marry regional and sectoral demands. Others include realigning training investment and enhancing industry engagement. This means creating nine advisory groups for different sectors to counsel government and the ITA on industry-specific issues. Four industry-relations managers have been hired.

In addition, 15 apprenticeship advisers will have joined the ITA by the end of the year. So far, four are on the job; another six are to start Sept. 8. Five advisers will have aboriginal expertise. This is taking place as B.C. predicts more than one million job openings between 2010 and 2020. Of those, twothirds will be openings due to retiring baby boomers, with the remainder resulting from growth in sectors such as LNG, mining and shipbuilding, Herman said. “There are only three places to get skilled trades from,” he said.

“You either grow your own through apprenticeship, or you poach them from others, or you import them. That's it.” Shortages of workers can dramatically increase construction costs, Herman said. All of the post-secondary institutions the ITA works with are “very flexible and very enthused about doing whatever it takes to meet the upcoming demand for skilled trades,” he said. One challenge is getting employers to hire apprentices, he said.

“Employers don't necessarily want to hire, without the work. So it's a bit of a chicken-egg scenario.” With the economy picking up, he said, “now is the time for employers to take a look at their succession planning of their skilledtrades workforce and hire apprentices. That is what we need.” Tax incentives exist for employers and apprentices, Herman said. WSN

Former welder turned businessman now has passion for helping native youth gain skills When Doug Golosky trained as a welder in the early 1960s in Fort McMurray, the trade was the job of the moment.

“It's what the companies were looking for and it seemed a good place to start,” said the 64-year-old, a successful businessman with assets in the multimillions.

Golosky, who is Metis, has collected many awards over the years and was inducted into the Alberta Business Hall of Fame in 2012.

He earned his journeyman certification at the Northern Alberta Institute of Technology, and went on to work for various companies, driving his truck from job site to job site, and working his way into supervisory roles.

In 1984, Golosky started Clearwater Welding and Fabricating Ltd. He has owned 28 companies since then, including hotels, restaurants and fishing lodges, most of which he sold between 2007 and 2010.

Golosky continues to own real estate throughout Alberta and the United States. He presently owns Sunset Recycling and Sales, which recycles commercial products.

“I always reinvested profits in my own businesses and was able to expand because of that. That is one of the main reasons for my success,” Golosky said.

In 2007, he built the largest hangar in Fort McMurray for his twin engine Navajo and Citation jet. The rest of the space is leased.

He is starting a charter business to provide services to isolated communities and owns the aviation maintenance division, where aviation mechanical engineers train.

“We need everybody working. We have one female co-pilot and we would like to encourage female aboriginal youth to get into the trade,” he said.

Married to wife Carol for 43 years, Golosky has one daughter and one grandson.

His grandfather emigrated from Romania in the 1890s and his grandmother was Cree from northern Saskatchewan. The Golosky family has been in Fort McMurray for 110 years. His father had a trapline that Golosky still operates with his brothers and grandson.

“I spent my childhood fishing and trapping, and these survival instincts helped me in the trades and business,” said Golosky, a modest man who is most passionate when talking about the potential of aboriginal youth. “Over 20 years, we trained over 200 apprentices from scratch to journeyman.”

Golosky was a founding member of the Northeastern Alberta Aboriginal Association in 1993, a nonprofit organization with approximately 230 members. NAABA creates opportunities for aboriginal businesses in the Wood Buffalo region through networking, jobs and training.

President Mitch Mercredi said that Golosky continues to be a strong member of the organization.

“He has vision and is a force at the annual general meetings,” said Mercredi, adding that Golosky continues to support training aboriginal youth in the trades.

We need to train people in our own communities. We have a tremendous workforce with opportunity and challenges. We need to rise to meet the demand,” Golosky said. “Training aboriginal youth is the key to Alberta's future. I am a firm believer in that.WSN

Fort Mcmurray tradesman turned businessman Doug Golosky spear heads aboriginal training program designed to help moud cooperation and motivation among native communities to help youth gain skills and experience in the trades

AFE

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HEALTH CONSTRUCTION & WELL-BEING SAFETY

FALL Protection Equipment:

By Daniel Bertos

Contrary to popular thinking, it's not too difficult for employers to provide workers with a safe environment for working. In the construction industry, while there are many instances where workers can get injured, slip, fall or cut themselves, it's only with a good fall protection equipment and system that you can avoid any of those hassles. If elevated heights are normal in your workplace, you can also provide fall arrest systems for your workers to stay safe while on the job.

F all arrest systems come in many forms. You can provide good protection for your employees if you have snug harnesses as part of the equipment. You might also like to buy warning line systems that you can install on roofs to keep your workers from working too close to the edges. It's as simple as providing covers for holes on various working surfaces that you prevent falls.

Before you even start a construction project, make sure you already have the right fall protection equipment for your workers. You must take time training them on fall protection. This can never be emphasized enough. It's not so much that they keep forgetting to take these precautions but it's a way for you to keep safety fresh in their minds. It has to be one of your major concerns.

Even the work is about to start, you have to ensure that guardrails are already installed and that they're securely installed. The best guardrails are those made with a top rail, a mid rail and a floor. The top rail should be at least 42 inches above the floor rail. You can also put mesh or screens that run from the floor rail to the top rail as one of the fall protection equipment you provide your employees with.

As for these systems like fall arrest systems, snug body harnesses come under this. If you have a complete harness, it's going to have a body harness, a lanyard, a lifeline and a connector. It should also have an anchorage point that can support 5000 pounds or more. There are only a few things to remember with fall arrest systems and not strictly adhering to it could mean your life.

For more info: www.snugharness.com

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Taking measures to save lives

By James W Carter Each year several workplace hazardous accidents are noted, which occur due to lack of proper workers' safety systems. As per the records of Bureau of Labor Statistics records of 2007, more than 250,000 not-fatal falls and more than 800 fatal falls have been recorded at workplaces. These accidents can easily be avoided using apt fall protection safety systems and giving the right nature of training to the employees.

Construction sites generally make up for risky workplaces, where there are high chances of accidents occurring due to fall from ladders, higher elevations, roofs, moving buses, etc. several falls accidents occur due to slipping or losing balance from ladders or roof -tops or due to unbalanced ladders and other similar situations. We can clearly not expect to have great body balance at all times, while at work.

But these fatal and disabling fall hazards can definitely be avoided using apt fall protection safety gadgets.

Fall Prevention Methods By merely using a safety hat or a harness, one cannot be 100% protected against all possible fall hazards. To make the workplace completely secure, it is essential first to identify the sensitive areas of the building like the roof holes, floor openings, beams, open stair wells and shafts, etc. these openings should be guarded aptly using guard rails, handrails and covers and parapets.

At the same time, it might also help by training your employees thoroughly about fall protection safety features. This can be done by simply launching a fall protection program including a weekly safety measure meeting, where in simple yet important issues like need of different safety gadgets and its quick usage tips are discussed openly.

Discussion of dealing with emergency situations should be encouraged. If your fall protection systems need updating, the same should be done on emergency basis.

Five Pointer Fall Protection Program With the help of above discussion, we can easily set-up a fool proof 5 pointer program, which can make your workplace completely safe. Safe working environments not only render safety of workers but also bring more positivity in their work and hence benefiting the company indirectly. * Implement strict rules of using safety equipments like guardrails, parapets, grills and covers at sensitive and elevated areas of the building. * Encourage use of personal fall protection safety gadgets like snug harnesses, hats and similar safety devices as essential for the job. * Put up signs of potential danger at high risk zones as a cautionary measure. * Train the workers on handling emergency situations and proper usage of safety gadgets. * Hold weekly safety meetings and encourage frank discussions of practical issues faced while using safety gadgets and make the necessary improvements in the safety systems.

Increasing number of fatal accidents at places of work has increasingly drawn the attention of employers towards making the workplace more secure.

More employers have started using fall protection safety systems that match the OSHA standards. Such accidents cannot be predicted, but with right measure of safety gadgets and imparting good training, they can surely be avoided. By doing this, one cannot only make their place of work secure, but render a hand a saving a person's life as well.

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September 2014 Page 17

WORKPLACE IN FOCUS Safety investigators looking into fire that closed down Deep Panuke gas well HALIFAX - An electrical fire on the Deep Panuke natural gas platform off Nova Scotia is being investigated by the regulator for the offshore oil and gas industry.

The platform has stopped operations while Encana and the Canada-Nova Scotia Offshore Petroleum Board investigate the cause of the fire.

Board spokeswoman Kathleen Funke said a transformer caught fire and a sprinkler system extinguished the blaze.

The platform operated by Dutch-based SBM Offshore had an electrical fire on Jan. 19, 2013, that also resulted in a temporary shutdown of its operations.

Safety reports obtained by The Canadian Press said a failure to conduct annual maintenance inspections was the underlying reason behind that fire.

The report was one of three that flagged electrical problems aboard Deep Panuke, located about 250 kilometres southeast of Halifax.

Funke said it is too early to determine whether there is any link between the fires and the earlier electrical problems.

A spokesman for Encana also said it is too early to comment on whether the latest fire was similar to the previous incident.

Jay Averill said no one was injured in the fire, there was no risk to the environment and no personnel were evacuated.

He said in an email the company is doing its own investigation to determine the exact cause of the fire.

"All system checks have been completed and, in consultation with the regulator, we have begun the start-up process to get Deep Panuke back on line," he wrote.

Funke said the decision on when to bring the platform back into operation rests with Encana.

"However, the board can supersede this decision if our chief

Different Types of Hoists for Industrial And Engineering Use

safety officer and CEO do not believe it is safe to operate.

The board does not permit unsafe operations at any time," she added in an email.

SBM couldn't be reached for comment.

The investigation into the 2013 fire concluded that annual testing of electrical equipment using heat-detection equipment was needed.

Last year, a spokeswoman for Encana said the company had worked closely with SBM to "drive home the importance of prevention first."

Other reports obtained under access to information say there were underlying quality assurance problems and in some instances installation problems with electrical equipment aboard Deep Panuke prior to the fire.

www.workplacestrategiesformentalhealth.com

By Wil Beilert Hoists are great engineering marvels that are a valuable piece of material handling equipment available today. They are sturdy as well as powerful and significantly contribute in streamlining your construction project. A hoist is basically a device that is used for lifting or lowering a load by means of a drum or lift-wheel around which a rope or chain wraps. The weight is attached to the hoist by means of a lifting hook. It is available in manually operated and electrically or pneumatically driven models, and may use chain, fiber or wire rope as its lifting medium.

The various types of hoists that find their application in diverse industrial and engineering scenarios are given as follows: Harrington Hoist: It is an extremely powerful device that is used for loading and lifting bulky goods. It provides a great help in moving of hefty objects which are otherwise impossible to move manually in a little time. Harrington is a well-known manufacturer of sturdy and heavy duty hoists which include air chain hoists, electric chain hoists and also manual hoists.

Electric Chain Hoists: These hoists are remarkably efficient in loading and lifting heavy equipment.

Electric chain hoist is basically a mechanical device that uses a system of sheaves and pulleys, sturdy chain and electrical power to accomplish various heavy duty loading and lifting tasks easily.

JD Neuhaus Air Chain Hoists: These hoists are one of the most popular hoists that find their application in hazardous explosion areas as the air does not generate any sparks. They are exceptionally efficient in their working and are driven by compressed air.

They have a long service life and also do not require much maintenance.

Compressed Air Chain Hoists: Such incredible hoists are powered by a compressed air feed, and do not require a constant electric power supply for its smooth and break-free operation. They are 100% duty cycle, meaning that the pneumatic lifting chain hoists are suitable for continuous use, such as, in a production environments.

They are apt for particularly long lifts where an electric motor would generally overheat. They are available in various lifting speeds and one can easily choose the one that best fits their business applications.

Explosion Proof Hoists: Such hoists are specifically designed to meet electrical standards required in diverse hazardous working environments. In order to reduce the possibility of accidental sparking during normal lifting operations, these hoists usually feature dependable spark resistant properties.WSN

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WORKSAFE BC

Disability Employment Month Declared For the workforce, employers and communities VICTORIA - B.C. has declared September Disability Employment Month to celebrate people with disabilities in the workforce and the employers and communities throughout the province who pave the way to support them.

Social Development and Social Innovation Minister Don McRae, along with recently appointed Parliamentary Secretary for Accessibility Linda Larson, will spend the month encouraging employers to make disability hiring a priority.

Disability Employment Month follows the recent release of Accessibility 2024, a 10-year action plan to make B.C. the most progressive place for people with disabilities in Canada by 2024.

Working with the business community, represented by the Presidents Group, and the disability community, represented by the Minister's Council on Employment and Accessibility, B.C. aims to have the highest labour participation rate for people with disabilities by 2024.

Said Don McRae, Minister of Social Development and Social Innovation, “One of the things we heard loud and clear during our recent disability consultation is that many people with disabilities are able to work and want to work. It is time to raise the profile of people with disabilities as employees through education and leadership using examples of success to lead the way.”

Parliamentary Secretary for Accessibility Linda Larson chimed in: “This September, as we recognize Disability Employment Month, it is important to reflect on what we, as consumers, employers and community members can do to support employment for people with disabilities. This is an opportunity to raise the employment bar for business in B.C.” Tamara Vrooman, president and CEO, said, “Disability Employment Month is an opportunity to inform B.C. businesses that the hiring of people with disabilities is core to our business objectives and an important part of building a healthy community where all succeed.”

Quick Facts: * There are more than 546,000 people in B.C. over the age of 15, who identify as having a disability—that's almost 15%. * The employment rate for people with disabilities (aged 15 to 64 years) is 18 percentage points lower than for people without disabilities. * On average, the total cost to accommodate an employee with a disability is under $500. * Consumers with disabilities in Canada spend $25 billion a year and growing. * Since April 2012, the Employment Program of BC and associated local WorkBC Employment Service Centres have helped nearly 8,000 people with disabilities reach their employment goals. * Since 2012, more than $1.34 million has been spent assessing technology needs and providing assistive technology to almost 600 job seekers with disabilities through the Employment Program of BC. Learn More: For more information about WorkBC services and supports for people with disabilities, visit: www.ow.ly/ASEbX For more information about Accessibility 2024, visit: http://ow.ly/ASEha For more information about the Minister's Council on Employment and Accessibility, visit: http://ow.ly/ASEla Media Contacts Joanne Whittier/ Communications Manager Ministry of Social Development and Social Innovation 250 387-6490

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CAREERS AND EMPLOYEMENT

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Tips for avoiding electrocution hazards www.worksite-news.com

CAREERS & EMPLOYMENT

We offer challenges and prospects both in Canada and internationally. So whether you’ve just started your studies, have recently graduated or you're an experienced professional - discover what we have to offer and how you can apply. www.shell.ca/home/content/can-en/aboutshell/careers

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Worksite NEWS

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PRODUCTS & SERVICES New Programs to Educate Employees on Industrial Cranes and Machines Guarding Belleville, Ontario– Two new programs have been released to educate employees on two important safety topics.

Safe Use & Operation of Industrial Cranes was developed to help educate employees in safe crane operation. Cranes come in a wide variety of sizes, configurations and capacities to lift and transport various products and materials used in industry. Because of the serious hazards presented by crane operation, crane operators must be fully qualified and 100 percent committed to the safe operation of their crane.

That is the purpose of this program—to review the safety rules, precautions and safe operating practices common to all cranes in order to help crane operators work safely with the specific cranes they operate.

Machine Guarding & Operator Safetydiscussesvarious types of machine guarding and safety devices which allow machine operators to perform their jobs safely and efficiently. Unfortunately, many operators choose to cheat, defeat or override these types of safety devices, often resulting in severe injury or death. This is why operators have a responsibility to respect the power of their equipment and the hazards it can present. This program explains these hazards and discusses how injuries can be avoided through the proper use of machine guarding, safety devices and safe work practices.

These programs are available in DVD and streaming media formats.

Additional information is available by callingElectrolab Training Systems at 1-800-267-7482 or emailing safety@electrolab.ca About Electrolab Limited Operating in Canada for over 35 years, Electrolab provides health and safety, human resources and technical skills training products to businesses and industry across Canada.Electrolab is a global leader in workplace safety training as the creator, sole proprietor and international representative of SafeStart. Website: www.electrolab.ca About ERI Safety Videos ERI Safety Videos of Lexington, SC, is a leading producer of health and safety training and has been creating employee training products for more than 25 years. Website: www.eri-safety.com

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w w.hlbouton.com www.mcrsafety.com www.acornsafety.com

www.ansellpro.com www.51tactical.com www.radians.com

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www.moldex.com

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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 www.safestart-safetrack.com 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 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

www.albertaspecialtyservices.com Canadian Industrial Training

River City Centre Mall 620B 8600 Franklin Avenue Fort McMurray, Alberta T9H 4G6 Contact: Lori Burke

Get listed: worksite01@shaw.ca

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 www.TurningTechnologies.ca Contact Us: www.TurningTechnologies.ca/contact

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

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