safety is dish served warm

8/8/2019 Safety is Dish Served Warm

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Safety is Dish Served Warm

WIFM(WHATS IN IT FOR ME)

Because reports sound Cold

Who pushing the baby

P bar Y Safety Consultants Alberta Canada


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DO WE FIT TOGETHER?

HUMAN

RESOURCES

HEALTH

AND

SAFETY



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EVOLUTION AND CHANGE

All Management Systemswithin a company must

follow the path ofevolution ifthey are to continue to

contribute to a companysgrowth and success.



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THE DRIVERS OF EVOLUTION

The drivers of the Evolution process include:

technology,

global markets, the current values of society, and

the need for organizational

efficiency and/ or effectiveness.

EVOLUTION = CHANGE



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CHANGE MANAGEMENT

Strategic planning what do you want to change?

Set objectives, goals, targets

Create commitment champions and stakeholders

Turn objectives/targets into measurable projects

Evaluate (pilot the project first!)

Implementation have a plan that is consistent & robust

Communication and feedback from the customers or

users affected by the change. Program measurement and evaluation to support

continuous improvement.



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PERCEPTION

One of the most powerful factors

that can influence the creation or

destruction of a safety culture is

PERCEPTION

Perception can also drive Change



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WHAT DO WE HAVE IN COMMON?

HEALTH

AND SFETY

Roles and Responsibilities ( OHS Act & Regs)

Employee rights (OHS Act)

Training and Competency (OHS Regs/Code) Job/Position Requirements that identify:

Safety Sensitive (OHS Act)

Potential risk levels (OHS Code Part 2)

Increased risk from exposure (OHS Code Part 4, 14

and 20)



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WHAT DO WE HAVE IN COMMON?

HEALTH

AND SFETY

Emergency Preparedness and Response

(OHS Code Part 7) which includes, Workplace Violence ( OHS Code Part 27)

Working Alone (OHS Code Part 28)



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ROLES AND RESPONSIBILITIES

HEALTH

AND SFETY

Obligations of employees, workers, etc.

(OHS Act, Section 2)

Every employer shall ensure, as reasonably

practicable to do so:

a) The health and safety ofworkers engaged in work for

the employer

b) The health and safety of workers not engaged in thework of the employer but present at a work site at

which work is being carried out.



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ROLES AND RESPONSIBILITIES

HEALTH

AND SFETY

Obligations of employees, workers, etc.

(OHS Act, Section 2)

Every worker shall while engaged in an occupation:

a) Take reasonable care to protect the H&S of themselves

and other workers present while they are working;

b) Cooperate with the employer for the purposes of

protecting the H&S of themselves, other workersengaged in work for the employer and other workers

present at the work site when work is being conducted.



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EMPLOYEE RIGHTS

HEALTH

AND SFETY

THE RIGHT TO REFUSE UNSAFE WORK

(Existence of imminent danger, OHS Act, Section 35)

Definition

Danger that is not normal for that occupation, or

Danger, under which a person engaged in that occupation would not

normally carry out the work.

Obligations

Workers must not perform work that could create imminent danger;

Employers must investigate & take action to eliminate imminent

danger;

Disciplinary action may result in charges against the employer.



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EMPLOYEE RIGHTS

HEALTH

AND SFETY

THE RIGHT TO PARTICIPATE

(Hazard Assessment, Elimination & Control,

OHS Code Part 2)

Worker Participation If reasonably practicable, an employer must involve affected

workers in the hazard assessment and in the control or elimination

of the hazards identified.

An employer must ensure that workers affected by the hazardsidentified in a hazard assessment report are informed of the hazards

and the methods used to control or eliminate the hazards.



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EMPLOYEE RIGHTS

HEALTH

AND SFETY

THE RIGHT TO KNOW(WHMIS, OHS Code Part 29)

Applies to workers who work with or near a controlled product or

who perform work involving the manufacture of a controlled

product.

Training in how to create and read labels, find and interpret Material

Safety Data Sheet information and apply procedures for storage,

use, and handling a controlled product must be provided by the

employer. May also apply to office staff!

Must be specific to the products used by the employer!



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How am I protected at work?

Workplace Safety Law

Rights & Responsibilities


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Worker Rights and Responsibilities


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Workers: Key Safety Responsibilities!

Responsible to reportunsafe acts and conditions

Responsible to follow safe-workrules in your workplace

Responsible to use equipmentproperly

Responsible to work safely andnot endanger others


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Hmmmmm

How are Rights and Responsibilities different?

Whats harder: understanding or exercising safety rightsand responsibilities? Why?

What sorts of things stop us from exercising our safetyrights?

What sorts of things stop us from meeting our safetyresponsibilities?

What could be done to improve these things?


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Ensure the health and safety of personsat or near the workplace

Inform workers of hazards in theworkplace

Follow safety law, and make sure that

workers do so as well!

Make sure workers have properequipment and correct safety gear to

work safely; and maintain equipment safely

Employers: Key Responsibilities


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Hmmmmm

Its ten years from now and youre running your ownbusiness! What could it be? Discuss:

- What are some of the hazards your workers will need toknow about?

- What types of training will they need to do their jobssafely?

- What type of training will you and your supervisors need torun the business safely?

- In what ways can workers and employers come together forworkplace safety?

- If something bad happens at one of your job sites, howcould it impact your business?


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Does Nova Scotia have health and safety law?Yes. The OHS Act and OHS officers work to keep us safe at work!

Do you have a legal responsibility to help keep co-workers safe?

Yes. Workplace safety is also about your behaviour toward others!

Do you have the right to know about the hazards that could affect you at work?Yes. All jobs have risks! Your employer has to tell you how to protect yourself.

Do you have the legal right to refuse to do work that you feel will endanger you?

Yes. If youre not given information to do a hazardous task safely, dont do it.

Could you be fired for not following your workplaces safety rules?Yes. Take your employers safety rules seriously and follow them!

Is your boss responsible to make sure you have safe-work training?

Yes! By law! Training can give you the power to safely meet workplace risks!

How are we doing?


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EMPLOYEE RIGHTS

HEALTH

AND SFETY

THE RIGHT TO KNOW(Chemical Hazards, Biological Hazards & Harmful

Substances, OHS Code

The employer must ensure that a worker who may be exposed to a

harmful substance at a work site is informed of the health hazards

and assessments/measurements taken of the harmful substance.

Training in procedures developed to minimize the workers exposure

must be provided; verification of understanding is required.

Health assessments and health records must be managed to meet

privacy laws (FOIP/PIPA) but information on potential hazards and

exposure must be communicated to affected workers.



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TRAINING AND COMPETENCY

HEALTH

AND SFETY

Competent in relation to a worker, means adequatelyqualified, suitably trained and with sufficient experience to

safely perform work without supervision or with only a

minimal degree of supervision. (OHS Regulations,Definitions)

Duties of workers (OHS Regs, Section 14)

A worker who is not competent to perform work that may

endanger the worker or others must not perform the work

except under the direct supervision of a worker who is

competent to perform the work.



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TRAINING AND COMPETENCY

HEALTH

AND SFETY

Safety Training (OHS Regs, Section 15)

An employer must ensure that a worker is trained in the

safe operation of the equipment the worker is required to

operate.

Minimum training considerations/requirements detailed.

Affirms that workers must participate.

Multiple sections of the OHS Code specify trainingrequirements for equipment, activities or hazardous

situations.



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JOB / POSITION REQUIREMENTS

HEALTH

AND SFETY

Safety Sensitive Positions

Evolved from the OHS obligation of the employer to ensure the

health and safety of workers at an employer worksite and the

Human Rights obligation not to discriminate against protected

groups.

Bona fide requirements for each position must be documented

and communicated.

Testing that is linked to these requirements is accepted.

Discrimination challenges occur when personal assessments

(biometrics data for personal identification) /function fit tests) and

testing (drug/alcohol)occurs without clear justification,

rationalization and communication.



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HEALTH

AND SFETY

Risk level of each position

(OHS Code, Part 2 Hazard Assessment, Elimination and Control.)

An employer must assess a work site and identify existing and

potential hazards before work begins at the work site . . .

Hazard assessments are to be completed when a new work

process is introduced, when work processes or operations change,

before construction or alterations/additions to a work site and as

needed to prevent the development of unsafe and unhealthy

working conditions.

Conduct a periodic Task or Job Hazard Assessment; methods are

referenced in the OHS Code interpretation guide or Partnerships/

COR program.



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HEALTH

AND SFETY

Workers with increased risk due to exposure

(OHS Code, Part 4 Chemical Hazards, Biological Hazards and

Harmful Substance, Part 14 Lifting and Handling Loads, Part 20 -

Radiation.)

Reproductive and mutagenic hazards for male and female workers

must be clearly identified and managed in cooperation with these

workers.

Actions taken to isolate, remove, demote or alter a workers duties

who are exposed to these hazards may result in discriminationcharges. (i.e. preventing or removing a women of reproductive

age, or a woman who becomes pregnant, from a high risk position,

without worker agreement, is discriminatory).



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HEALTH

AND SFETY

Workers with increased risk due to exposure

Physical demands and repetitive strain (musculoskeletal) hazards

for male and female workers must be clearly identified and

managed in cooperation with these workers.

Actions taken to isolate, remove, demote or alter a workers duties

who are exposed to these hazards may result in discrimination

charges. (i.e. a worker is denied a position based upon perceived

physical ability or previous medical history; bona fide physical

requirements have not been defined.) Return to work programs must be managed under the duty to

accommodate mandate.



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EMERGENCY PREPAREDNESS

HEALTH

AND SFETY

Emergency response plan(OHS Code, Part 7 Emergency Preparedness & Response)

1) An employer must establish an emergency responseplan for responding to an emergency that may requirerescue or evacuation.

2) An employer must consult with affected workers inestablishing the emergency response plan.

3) An employer must ensure that an emergency responseplan is current.

WHAT EMERGENCIES CAN THE HR GROUP FACE?



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HEALTH

AND SFETY

Workplace Violence (OHS Code, Part 27 Violence) Conduct a hazard assessment (potential violence

situations and security risks). Resources: CCOHS

Violence in the Workplace Prevention Guide.

Develop a policy and response procedures.

Train your workers on:

How to recognize workplace violence;

What has been implemented to minimize or eliminateworkplace violence, including how to respond to workplace

violence and how to obtain assistance;

How to report, investigate and document an incident.



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HEALTH

AND SFETY

Working Alone (OHS Code, Part 28 Working Alone) Identify working alone situations and positions exposed

to this hazard. Resource: Working Alone Safely AlbertaWorkplace Health and Safety.

Identify and implement an effective method ofcommunication (radio, telephone, other electronicmethods) between the lone worker and persons whocan respond to an emergency or medical situation

(worker injury or illness). Direct contact at regular intervals may be required if

effective communication methods are not available.



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PERCEPTION: A DOUBLE EDGED SWORD

How people perceive something will dictate

how they respond to it.

Positive Perceptions = Positive Responses

Negative Perceptions = Negative Responses

Where do we start looking for the real

perceptions of the people?



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COMPLIANCE VS. CULTURE

Lack of management time commitments to H&Sactivities. (Support & Resources)

No active or visible support (management tours,

participation, walk the talk, etc.). Employee apathy towards health and safety

initiatives.

Document gaps (missing or vague informationon records); records only completed to meetminimum standards.



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Auto pilot approach to H&S responsibilities.

The Committee has difficulty in attractingchampions and effective members.

(Sustainability) Negative enforcement is common to meet

compliance requirements; positive recognitionis non existent. (Emotional Intelligence)

SILENCE (which is not golden in Health andSafety ! ).

COMPLIANCE VS. CULTURE



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FROM COMPLIANCE TO CULTURE

THE STICK OR THE CARROT

Whats in it for me? (WIFM)

Buy in by the champions

Treat Others as you want to

be treated (El)

Resources for

Sustainability

Compliance

through

ReactiveFear

Policeman attitude

Negative feedback &recognition

Fire- Fighting



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CREATING SUSTAINABLE CULTURE

PEOPLE INITIATIVES PROCESS IMPROVEMENT

Communication

Focus

Measurement

C/A Management

Training & Competency

System Integration



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PEOPLE INITIATIVES: COMMUNICATION

Strategic Planning

what is our focus,

what do we want to achieve and,

how will we know when we get there?Implement at all levels of the organization andinvolve key stakeholders.

Communication Standards Identify who communicates what and when



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PEOPLE INITIATIVES: COMMUNICATION

Communication Tools Perception Surveys what do the people truly

believe?

Identify how people can communicate & receive

feedback (meetings, committees, electronic tools).These must be easy to access and effective or theywill be abandoned.

Information with substance how does this affect orapply to me?

Promote goals that have meaning to the people theyaffect; develop buy-in before implementation.



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PEOPLE INITIATIVES: FOCUS

Shift the focus from strictly Health and Safetyto a broader Wellness focus, and introducesocial topics to communication exercises.

Personal home safety and security

Health and Safety while traveling / vacations

Recreational Health and Safety

Financial education or social well being issues

WHATS IN IT FOR ME?



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PEOPLE INITIATIVES: MEASURE

Shift emphasis to measure progress towardsproactive goals, rather than negative events.

Involve all levels of the organization in setting

goals and targets to meet the strategic plan. Link measurement information to the

performance management system (all levels).

Provide constructive and timely feedback;

Focus on improvement activities and meetingcultural standards.



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PEOPLE INITIATIVES: MEASURE

Collect relevant data;

Measure how quickly problems arecorrected and evaluated, as well as how

often they occur. Make the measurements more meaningful

to the actual work site, not just a VagueStatistical number.

Measure efforts to improve, not failures tosucceed.



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PROCESS IMPROVEMENT: C/A MGMNT

How well a Corrective Action is managed is as

important as the corrective action itself.

Standardize and centralize the corrective action

management process.

Assign responsibility, implementation dates and

accountability by management to follow up.

Verify that actions have been addressed and

CLOSED!



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PROCESS IMPROVEMENT: C/A MGMNT

Use Corrective Action (C/A) Management

to move past a basic reaction stage to

incidents or losses.

CORRECTIVE ACTIONS

LEAD TOPREVENTATIVE ACTIONS.



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TRAINING is not just teaching how to do a task, but alsois a tool to set standards and mold attitudes.

Add real structure and validation to on the jobtraining. TELL SHOW TEST.

Move away from reactive training. Use Adult learning techniques; teach to establish

understanding and comprehension. Foster a sense ofI am performing a key task on the part of the

trainee. Develop and introduce career training plans to

develop a sense of importance.

PROCESS IMPROVEMENT: TRAINING



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The integration of the Health and Safety andHuman Resource disciplines can:

Can allow for the blending of resources and efforts

towards a common goal. Blend technical and people expertise vital to meeting

compliance and conformance requirements.

Validate people strategies owned by Human

Resources.

Advance H&S initiatives that may not be on theexecutive priority list.

PROCESS IMPROVEMENT: INTEGRATE



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MOVING FORWARD

ACCEPT the reality of your resources & limitations.

PLAN what you want to do and do it.

COMMUNICATE on all levels.

MEASURE the results of what you do.

Resist the document trap! An effective and

successful H&S program is not based upon the

quantity of documents & records kept.



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MOVING FORWARD

CELEBRATE small successes as this can instill

confidence, demonstrate commitment

and foster a We can do this belief in the

culture.

Avoid trying to do it all at once.

small successes celebrated in a big waycan pave the path to large achievements.



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ARE WE GOING THE SAME DIRECTION?

HEALTH

AND SFETYQuestions


safety is dish served warm

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