Occupational Health and
Safety Committees
Joint Training Initiative
1
Introduction





Your name?
Your workplace?
Member of OHS
Committee for how
long?
Your role as a
committee member?
Previous OHS training
or experience?
2
Action Objective

To provide participants
with a clear
understanding of
workplace committee’s
members duties in
order to be able to
effectively perform
those duties to reduce
or eliminate workplace
hazards.
3
Learning Objective

a) Participants will be
able to understand the
purpose and legal
requirement of Policy
and Workplace
committees (including
Representatives) under
the NT/NU Acts
4
Learning Objectives

b) Participants will be
able to assume the
functions and
responsibilities of
workplace committees
5
Learning Objective

c) Participants will be
able to will be able to
use effective
communication
methods to render their
committee efficient
6
Learning Objectives

d) Participants will be
able to develop and
implement a work plan
aiming at the reduction,
elimination and control
of workplace hazards
7
8
Legislative Framework

This module will
introduce the concept
of Occupational Health
and Safety Laws and
Regulations:
Understanding and
interpreting laws and
regulations is essential
for workplace health
and safety committee
members.
9
Legislative Framework

ACT:


State general duties,
requirements and
principles
REGULATIONS:


Provide specific rules
for many circumstances
Cannot exceed the
general authority of the10
ACT
Reading Legislation

Punctuation:

And vs. Or

May vs. Shall

As prescribe: as
prescribed in
Regulation
11
Reading Legislation

157. (3) (b) (i)

157: section

(3): subsection

(b): paragraph

(i): subparagraph
12
Legislative Framework



Canada Labour Code,
Part II (For Federal
Workers)
NT/NU Occupational
Safety and Health
Regulations
Criminal Code
13
Legislative Framework


Collective Agreements
Corporate Policies,
Codes of Practice,
Guidelines, Workplace
Procedures
14
NT/NU WSCC ACTS

Those members who
do not fall the under
the Canada Code are
covered by our Acts
which have similar, if
not in some cases
higher more stringent
regulations.
15
WSCC General Safety
Regulations
Overview of Sections in the Northwest and
Nunavut Territorial WSCC Acts
16
WSCC General Safety Regulations

Part I – INTERPRETATION


Definitions of some of the terms used throughout
the regulations
PART II – Personal Protective Equipment
17
WSCC
Part 1
 Interpretation. 1(1)
 Application. 2
 Accident Prevention. 3 (a-h)

18
WSCC General Safety Act

PART III – First Aid Service Requirements

PART IV – Office Safety
19
WSCC General Safety Regulations

PART V – Construction and Maintenance

Schedules of Threshold levels
20
WSCC General Safety Regulations







Program. 4-37
Accident prevention program. 4-8
Instructions to Workers. 9-10
Equipment and Work Process. 11-12
Improper Conduct. 13
Persons Working Alone. 14
Impaired Persons. 15-16
21
WSCC Safety Regulations








Entry and Exit from Work Areas. 17
Illumination. 18-19
Restricted Visibility. 20
Housekeeping. 23-29
Noise Hazards. 30-31
Radiation Hazards. 32-34
Reporting of Accidents. 35
Confined spaces. 36-37
22
WSCC Part 111









Personal Protective Equipment
General. 38-40
Foot ware. 41-42
Headgear.43- 45
Hand Protection.46- 47
Eye Protection. 48-50
Flotation. 51
Ventilation. 52-54
Respiratory. 55-56
Safety Belts Harnesses, Lanyards and Lifelines. 57-59
23
WSCC Part IV
Office Safety


Employers Responsibility. 80
Work Areas. 81-87
24
WSCC General Safety Act










Construction and Maintenance
Safe Building Construction. 88
Handrails and Guard rails. 89-96
Guards and Protective Guards. 97-139
Maintenance of Machinery and Equipment 141-149
Miscellaneous Requirement. 150-153
Welding and Burning. 154-167
Explosive actuated tools. 168-199
Mobile Equipment. 200-214
Rollover Protection Structures. 215-242
25
WSCC General Safety Regulations
PART V continued









Transporting Materials. 243-245
Ladders. 246-259
Stages and Scaffolding. 260-327
Trestles. 328-344
Boatswains Chairs. 345-348
Work on roofs. 349-352
Construction Procedures. 353-361
Industrial chimney and Hoists. 362-378
Electrical Installations. 379
26
Legislative Recourse OVERVIEW

Overview of the
Legislation that covers
all workers in the
NWT/NU
27
Need to Know
You need to:
 know the laws your
co-workers, and your
employer must
follow;
 know your legal
rights in the
workplace; and
 know what to do if
you are in an unsafe
work situation.
28
What is Workplace Health and Safety
Legislation?
The main laws concerning
workplace health and safety
are:
 NWT and NU Safety Acts
and Regulations;
 NWT and NU Mine Health
and Safety Acts and
Regulations;
 Canada Labour Code;
29
Legislation



NWT Employment Standards and NU Labour
Standards Act;
NWT and NU Human Rights Acts; and
Regulations covering Workplace Hazardous
Materials Information System (WHMIS)
Most laws in Canada are called Acts.
30
The NWT and NU Safety Acts and
Regulations
The Acts set out the basic rights and
responsibilities of both workers and employers
and include the:
 right to know about workplace hazards;
 right to participate in workplace health and
safety; and
 right to refuse any unsafe work.
31
The NWT and NU Safety Acts and Regulations
continued…
Other areas covered by
the Safety Acts are:



Duty of Employer;
Duty of Worker;
Joint Worksite
Occupational Health
and Safety
Committees;
32
The NWT and NU Safety Acts and
Regulations continued…


Offences by
employers, workers
and the penalties
imposed.
Powers and duties of
WSCC Safety
Officers;
33
The NWT and NU Safety Acts and Regulations
continued…
The Regulations cover broad subjects like:







Workplace Hazardous Materials Information
System;
Environmental tobacco smoke;
Personal protective clothing and equipment;
Incident reporting;
First Aid service requirements;
Office safety; and
Construction and maintenance.
34
What happens if the Safety Acts and
Regulations aren’t followed?
If a WSCC Safety Officer finds an employer
or worker not following the Acts and
Regulations, they have the power to:



order them to comply with the law;
issue a stop work order; and/or
begin legal proceedings.
35
What happens if the Safety Acts and
Regulations aren’t followed? continued…
Employer, supervisor, or manager:


fined up to $500,000 and/or
imprisoned for up to 1 year
Worker:


fined up to $50,000 and/or
imprisoned for up to 6 months
Condoned:


if a worker knew about an offence and didn’t report
it, they can be fined up to $25,000 and/or
imprisoned for up to 1 month
36
Harassment Protection
POLICIES, GUIDELINES
AND LEGAL PROVISIONS
THAT PROVIDE US WITH
THE RIGHT TO AN
HARASSMENT-FREE
WORKPLACE
37
NWT Human Rights Act
http://nwthumanrights.ca/wp-content/uploads/2010/01/NWT-Human-Rights-Act-2009.pdf
Prohibited Grounds of Discrimination
5. (1) For the purposes of this Act, the prohibited
grounds of discrimination are race, colour, ancestry,
nationality, ethnic origin, place of origin, creed,
religion, age, disability, sex, sexual orientation, gender
identity, marital status, family status, family affiliation,
political belief, political association, social condition
and a conviction for which a pardon has been granted
38
NWT Human Rights Act
http://nwthumanrights.ca/wp-content/uploads/2010/01/NWT-Human-Rights-Act-2009.pdf
Employment
7. (1) No person shall, on the basis of a prohibited
ground of discrimination,
(a) refuse to employ or refuse to continue to
employ an individual or a class of individuals; or
(b) discriminate against any individual or class of
individuals in regard to employment or any term
or condition of employment.
39
NWT Human Rights Act
http://nwthumanrights.ca/wp-content/uploads/2010/01/NWT-Human-Rights-Act-2009.pdf
Harassment
Harassment 14. (1) No person shall, on the basis
of a prohibited ground of discrimination, harass
any individual or class of individuals
(a) in the provision of goods, services, facilities or
accommodation;
(b) in the provision of commercial premises or
residential accommodation; or
(c) in matters related to employment.
40
NWT Human Rights Act
http://nwthumanrights.ca/wp-content/uploads/2010/01/NWT-Human-Rights-Act-2009.pdf
(2) In subsection (1), "harass", in
respect of an individual or class of
individuals, means engage in a
course of vexatious comment or
conduct that is known or ought
reasonably to be known to be
unwelcome by the individual or class
41
Collective Agreement
Article 32.01 Discrimination
The Employer and the Union agree that there shall be
no discrimination, interference, restriction, harassment
or coercion exercised or practiced with respect to any
employee by reason of age sex, race, colour, creed,
national or ethnic origin, marital status, family status,
sexual orientation, disability, gender identity,
conviction for which a pardon has been granted,
religious or political affiliation, or any other grounds
proscribed by applicable legislation, by reason of
Union membership or activity, nor by exercising their
rights under the collective Agreement.
42
Collective Agreement
Article 51 Sexual Harassment
51.01 …Every employee has the right
to freedom from harassment in the
workplace because of sex by his/her
Employer or agent of the Employer
or by another employee.
43
Collective Agreement
Article 40 Safety and Health
40.01 …The Employer shall continue
to make all reasonable provisions for
the occupational safety and health of
employees…
44
NWT and NU Safety Acts
and Regulations
The duty of the employer is to:
a)Maintain the workplace so the health and
safety of workers and others is not likely to be
endangered;
b)Take all reasonable precautions, and adopt and
carry out all reasonable techniques and
procedures to ensure the health and safety of
every person in the workplace;
45
NWT and NU Safety Acts
and Regulations
The Duty of the worker is to:
a) Take all reasonable precautions
to ensure his or her own safety
and the safety of other persons in
the workplace.
46
NWT NU
Workers’ Compensation Act
Policy 03.09 – Psychiatric and Psychological Disability –
 outlines how the WCB will accept and compensate for
claims for psychiatric and psychological disability.
 A worker may experience an event or series of events
which leads to mental stress and psychiatric or
psychological disability.
 The event must satisfy criteria of work-relatedness,
trauma and objective verification.
 To be compensable, the psychiatric or psychological
disability must result from physical or emotional
reactions to workplace trauma and be diagnosed by a
psychiatrist or psychologist.
47
NWT NU
Workers’ Compensation Act

Work-related traumatic events do not include the
usual pressures and tensions reasonably expected by
the nature of the worker’s occupation and duties.

Section 12(b) of the Workers’ Compensation Act
states that no person is entitled to compensation for
mental stress arising out of labour relations between
the worker and employer, including mental stress
caused by wrongful dismissal, unless the act or
omission was made with intent to harm the worker.
48
GNWT Harassment Free and
Respectful Workplace Policy
Scope
1) This Policy applies to every employee in the
public service of the GNWT, except the NWT
Power Corp. The Policy applies to workplace
harassment that occurs at or away from the work
place during or outside working hours within the
context of the employment relationship.
2) This policy and resolution process does not apply
to complaints from clients or public …
49
GNWT Harassment Free and
Respectful Workplace Policy
Policy Statement
The GNWT recognizes the diversity
of the Northwest Territories’ public
service and is committed to providing
work environment where every
employee is treated with fairness,
dignity and respect. …
50
GNWT Harassment Free and
Respectful Workplace Policy
Policy Statement cont ..
The Northwest Territories’ Human Rights Act
provides every person in the workplace the right
to freedom from harassment that is related to …
(re: grounds of discrimination in the Act)
The GNWT also recognizes other types of
workplace harassment that affect an employee’s
dignity, not covered by prohibited grounds under
the Human Rights Act.
51
GNWT Harassment Free and
Respectful Workplace Policy
Policy Statement cont …
Harassment in any form is unacceptable
behaviour and will not be tolerated. The
GNWT is committed to providing a work
environment where there is respect
amongst employees and to facilitating the
resolution of workplace harassment
complaints.
52
GNWT Harassment Free and
Respectful Workplace Policy
Principles
The GNWT will adhere to the following principles
when implementing this Policy:
1) All employees in the NWT public services have the
responsibility to respect the rights of others and
prevent incidents of harassment in the workplace.
2) Nothing in this policy reduces the responsibility of
employees and managers to address inappropriate
conduct in the workplace, regardless of whether or
not a complaint has been made.
53
GNWT Harassment Free and
Respectful Workplace Policy
4. Definitions / Workplace Harassment
Means any behaviour that satisfies one or more
of the following definitions as defined in this
policy (see page 4 of Policy)
 Abuse of Authority …
 Harassment …
 Personal Harassment …
 Sexual Harassment …
54
GNWT Guide to Applying the Harassment
Free and Respectful Workplace Policy
Introduction
The GNWT is committed to creating
and maintaining a respectful
workplace free of harassment and
where all individuals are treated with
fairness, dignity and respect…
55
GNWT Guide to Applying the Harassment
Free and Respectful Workplace Policy
Workplace Harassment
The GNWT recognizes that conflicts occur, and
the Harassment Free and Respectful Workplace
Policy is not meant to interfere with everyday
work interactions where some conflict is normal.
Every employee is expected to demonstrate
behaviour that creates and maintains a respectful
workplace and to resolve issues in a manner that
contributes to a healthy, productive, workplace.
56
Workplace Hazardous Materials
Information System (WHMIS)
WHMIS is a Canadawide information
system that:

deals with the
handling, use,
storage, and disposal
of hazardous
materials.
57
WHMIS

applies to employers
and workers that
store, handle, and
dispose of controlled
products at a
workplace.
58
WHMIS



It is important to note that the WHMIS and
Dangerous Goods protocols are being revised.
This was to be done last year but has been
delayed.
Once in place retraining will be required for
all workers.
59
60
Rights and Responsibilities

This module will
introduce the concept
of Accountability and
Responsibility in OHS
Roles and
Responsibilities within
Organizations. It will
also outline OHS
Responsibilities in the
Organization.
61
Some key statistics

World:



Canada:




270 million - workplace accidents / year
160 million - occupational diseases / year
Close to 1 million claims / year
Close to ½ include lost time
1000 fatalities / year
Social impact

Lifes changes for ever

Health, family, social, career
62
Internal Responsibility System

Canadian OHS law
rests on the Internal
Responsibility System

What does it mean?
63
How is the IRS suppose to work?

Workplace parties are more knowledgeable and
have a greater vested interest regarding hazards
that may exist in the workplace
64
IRS

The Internal Complaint Resolution Process must
be used before other legal redress found in the OHS
Legislation.
65
IRS and the Employer :



Provide a healthy workplace
Set up programmes and procedures
Provide all workers with:






Information
Instruction
Training
Supervision
Fix problems
Work with joint workplace committee
66
IRS and the Worker :






Look after our OHS
Look after co-workers’ OHS
Follow established procedures
Report
 Hazards
 Symptoms
Use our rights
Take action to get problems fixed
67
IRS and the Government :

Regulator: Enforce Law

Prepare and implement new laws through a
consultation process

Take those disobeying the law to court
68
Rights and Responsibilities
Employer Obligations

Workshop A: Employer Responsibilities Hand out 2 from PSAC Learning activity 5 –
Part I Article 3-37 WSCC Safety Regulations:
Duties of Employers.
69
Duties of Employers
Provide Employees with:
 Information – hazards
 Training
 Instruction
 Supervision
 Safety Materials – P.P.E. – Maintenance
 Investigating – Recording – Reporting
 Comply with Directions
70
Rights and Responsibilities
Duties of Employees

Workshop B: Hand out 3 from PSAC Learning
activity 5 – Section 5 (a-b) WSCC Act: Duties of
Employees
71
Employee’s Obligations







Use Safety Materials & P.P.E.
Follow Procedures
Reasonable precautions for their safety – anyone
else
Cooperate
Report Hazards: Work Place & Work Activity
Report Accidents
Report Contravention
72
73
Workplace Participation

This module will introduce the concept of
joint participation in workplace occupational
health and safety issues. The role and
responsibilities of Workplace committees are
addressed. Participants will understand that
workers and employers must participate
together to identify, communicate and resolve
occupational health and safety issues.
74
Workplace Participation

Workshop C:
Handout Scenario (Enforcement) 1 to 3 in chapter 5,
learning activity La1 (CLC course), create three (3)
small groups and ask each group to answer all three
(3) scenarios. Each group to identify a reporter who
will report back to the whole group.
75
H&S Policy Committees

It is the pivot of the Internal Responsibility
System and the commitment towards a joint
decision making mechanism

The objective of the Committee is to ensure
that H&S issues be settled by the head of the
organization.
76
Policy Committee







Assist in the development of Policies and Programs
Deal with matters raised by members and referred by a
Work Place Committee – Representative
Participate in the development and monitoring:
prevention and education
Participates in inquiries, studies, investigations and
inspections
Monitor data on work accidents, injuries and health
hazards
Participate in the development and monitoring: P.P.E.,
Clothing, Devices, Materials
Participates in the planning of the implementation, and
the implementation, including work processes and
Procedures
77
Workplace Participation



Workshop D
Distribute Handout 3 from PSAC learning activity 7 for workplace
committee: workshop.
Option a) if large group, create small groups who will work on a few
paragraph each. Have a reporter to report on a few paragraphs and
move to the next.
Option b) is small group, have the whole group work together and
ask participants to report back after having time to work together.
78
Workplace Participation




Workshop E
Distribute Handout chapter 3 –LA2 (CLC course).
How: Facilitate a group discussion. Ask a
participant to read out loud Scenario 1: facilitator to
read the questions. Ask participants to take five (5)
minutes to read the Canada Labour Code sections
identified under this scenario and to discuss with the
person sitting next to them (facilitator identifies (1,2;
1,2; 1,2; etc.)).
Then facilitate a group discussion
on the scenario using scenario 1 discussion sheet as a
guide.
Repeat same process for all three (3) scenarios.
79

Responsibilities Health and Safety
Committee members

Consider and address all Health & Safety Complaints
80
Responsibilities H & S Committee
Members

Participate in the implementation and monitoring of
prevention of work place hazards, including training
81
Responsibilities H & S Committee
Members

Participate in the implementation and monitoring
of a program for the provision of personal
protective equipment (PPE), clothing, devices, or
materials
82
Responsibilities H&S Committee
Members

Participate in all inquiries, investigations, studies,
and inspections (Health & Safety), when appropriate
gets the assistance of professionals or technically
qualified people for advice
83
Records

Ensure records are maintained on work accidents,
injuries and health hazards relating to the health and
safety of employees
84
Responsibilities H&S Committee
members

Assist the employer in investigating and assessing
the exposure of employees to hazardous
substances
85
Responsibilities H&S Committee
members

Inspect the work place, at least once a year
86
Responsibilities H&S Committee
members

Participate in the implementation of changes that
might affect occupational health and safety,
including work processes and procedures and,
where there is no policy committee, shall
participate in the planning of the implementation
of those changes
87
Compensation and Return to Work

This module will introduce the concept,
legalities and processes to follow to be
compensated in case an employee suffers
from a workplace injury or illness and will
address the challenges a person with a
functional limitation who returns to work may
live.
88
Workers Compensation Awareness
89
1918
1952
90
When injured at work!
91
STEPS WHEN A WORKER IS
INJURED
1)
2)
3)
4)
5)
6)
7)
8)
First Aid
Control of accident scene
Plan investigation
Interview Witnesses
Gather Physical Evidence
ANALYSIS
Report and Make recommendations
FOLLOW-UP
92
How to get a claim approved by the
Board?
93
How to get a claim approved by the
Board?

Claiming Workers Compensation





When?
How?
What should I say / not say?
What if I need accommodation?
Where can I get help?
94
How to get a claim approved by the
Board?

Definition of Acccident includes:

A chance event occasioned by a
physical or natural cause; or


The biggest reason for the denial of these
claims is a lack of proof that an injury
happened
A disablement arising out of and in
the course of employment

The major reason for the denial of these
claims is lack of proof that the work
caused the injury
95
Review and Appeals





If you disagree with a decision that we make, you have two levels of appeal:
Level 1 - Review Committee - an internal committee which hears your review.
The Review Committee can confirm, reverse or vary the original decision.
Level 2 - Appeals Tribunal - an external body made up of members appointed
by the Minister responsible for the Workers' Safety and Compensation
Commission. It can only hear appeals of decisions the Review Committee makes.
The Appeals Tribunal can uphold, reverse or vary the Review Committee’s
decision.
Review Committee
To request the review of a decision by the Review Committee, follow the Review
Procedure and complete a Request for Review form.
Please note, effective April 1, 2011, as per section 115 of the NWT and Nunavut
Workers' Compensation Act(s), a request for review of a Commission decision
must be made within three (3) years of the day of the original decision
96
WSCC Review Procedure |









Download and complete the Request for Review form, or write a letter to the
Registrar of the Review Committee. Your letter should include:
Your claim number or employer number
Date of the decision letter you want reviewed
Reason(s) why you disagree with the decision
What you feel the decision should be
If you want an oral hearing or a documentary review
For an in-person hearing, you are responsible for your travel and
accommodations costs.
Send your Request for Review to:
Review Committee Registrar
Workers' Safety & Compensation Commission
Box 8888
Yellowknife, NT X1A 2R3
Or Fax Toll-free to: 1 866 277-3677
97
The Review Committee Registrar will:







Send you a letter of receipt;
Confirm the type of herain granted;
Schedule your hearing date.
The Review Commitee will:
Hold the hearing within 30 business days of receiving your
request;
Make a decision within 20 business days of the hearing;
Send you the final decision.
Deferred reviews may take longer than 50 business days.
98
Appeals Tribunal



To appeal a Review Committee decision, complete an
Appeals Application Form and send it to the Appeals Tribunal
Registrar:
Appeals Tribunal Registrar
NWT and Nunavut Workers' Compensation Appeals Tribunal
Suite 1002 - 10th Floor Precambrian Building
Box 20 - 4920 52nd Street, Yellowknife NT X1A 3T1
Phone:(867) 669-4420
Toll Free: 1-888-777-8167
Fax: (867) 766-4467
You can receive help with your review at any time by
contacting the Workers' Advisor. There is no charge for their
services.
99
How to get a claim approved by the
Board?
Personal injury by an accident and/or disease
arising out of and in the course of employment:
Example:
Do not say: I fell and hurt myself.
Say: I was walking through the office in the scanning
division. I stepped on a marker that was on the
floor. My right leg went forward and I lost my
balance. I fell backwards. I hit my shoulder on
the fax machine. I hurt my right shoulder on the
machine. When I landed on the floor, I hurt my
right wrist, my neck, and my right hip.
100
OTHER COMPENSATION
OPTIONS
101
OTHER COMPENSATION
OPTIONS



Sick leave credits
Sick leave advances
Employment Insurance sickness benefits (first 15
weeks)

max. 42 300$ / 55% (23 265$ annual)
102
OTHER COMPENSATION
OPTIONS

Release for Incapacity / Resignation / Medical
Retirement





Disability Insurance (after 13 weeks) 70% /
66% / top up
Canada Pension Plan Total Disability
Benefits
Public Service Superannuation Act
(2% X # years)
Impact on Severance Pay
103
OTHER COMPENSATION
OPTIONS

Social Services

WSIB: max. 75 100$ annual / 85%
CSST: max. 62 000$ annual / 90%


If you apply for these benefits you must let them
know that you are also applying for WCB benefits.
They will ask you to sign a form which is a promise
to pay back the money you may receive from WCB.
104
WSCC Appeal Process






Review and Appeals
If you disagree with a decision that we make, you have two levels of appeal:
Level 1 - Review Committee - an internal committee which hears your review.
The Review Committee can confirm, reverse or vary the original decision.
Level 2 - Appeals Tribunal - an external body made up of members appointed
by the Minister responsible for the Workers' Safety and Compensation
Commission. It can only hear appeals of decisions the Review Committee makes.
The Appeals Tribunal can uphold, reverse or vary the Review Committee’s
decision.
Review Committee
To request the review of a decision by the Review Committee, follow the Review
Procedure and complete a Request for Review form.
For an in-person hearing, you are responsible for your travel and
accommodations costs.
105
WSCC Appeal Process








Please note, effective April 1, 2011, as per section 115 of the NWT and
Nunavut Workers' Compensation Act(s), a request for review of a
Commission decision must be made within three (3) years of the day
of the original decision.
WSCC Review Procedure English | Français |
Download and complete the Request for Review form, or write a letter to
the Registrar of the Review Committee. Your letter should include:
Your claim number or employer number
Date of the decision letter you want reviewed
Reason(s) why you disagree with the decision
What you feel the decision should be
If you want an oral hearing or a documentary review
106
107
Hazards and Danger

This module will introduce the concept of
Right to Know, the Right to Participate and
the Right to Refuse Dangerous Work. It will
address the impact of the Internal
Responsibility System in managing OHS
issues and in the Regulator’s enforcement
strategy.
108
Internal Complaint Resolution
Process
127.1
 Worker believes contravention or accident likely
 Complaint to supervisor
 Supervisor & Worker: resolve issue – case Closed &
Documented
 Chairperson Work Place Health & Safety Committee
 Joint Investigation – writing complaint justified or not – Make
recommendation
 Employer respond in writing – when and how to be resolved –
if danger must stop work
 WSCC NT/NU Safety Dept – writing – justify – Directive
110
 Appeal Process
Right to Refuse Dangerous Work
Inform Employer
 Employer agrees, takes action
 Employer informs Work Place Committee of danger +
actions
If parties disagree:
 Inform Employer + Union Representative
 Joint investigation – outcome
 If no agreement between parties, notify Labour Health &
Safety Officer
 Alternate Work – Safe Place
 WSCC Safety investigates – all parties
 WSCC Safety – writing

Appeal Process

111
Right to Refuse Dangerous Work
128.
 Not a normal condition of employment – Danger
 Use or operation of a machine
 Condition
 Activity
112
Danger

Means any existing or potential hazard or condition
or a current or future activity that could reasonably
be expected to cause injury or illness to a person
exposed to it before the hazard or condition can be
corrected, or the activity altered, whether or not the
injury or illness occurs immediately after exposure
to the hazard, condition or activity, and includes any
exposure to a hazardous substance that is likely to
result in a chronic illness (+ reproductive system).
113
Right To Refuse













(2) A worker may refuse to do any work
where the
worker has reason to believe that
(a) there exists an unusual danger to the
health or safety of the worker;
(b) the carrying out of the work is likely
to
cause to exist an unusual danger to the
health or safety of the worker or of any
other person; or
(c) the operation of any tool, appliance,
machine, device or thing is likely to
cause
to exist an unusual danger to the health
or
safety of the worker or of any other
person.
114
Right To Refuse











Reporting
refusal
to work
(3) On refusing to work, the worker shall
promptly
report the circumstances of his or her
refusal to the
employer or supervisor who shall
without delay
investigate the report and take steps to
eliminate the
unusual danger in the presence of the
worker and a
representative of the worker's union, if
there is such, or
another worker selected by the worker
who shall be
made available and who shall attend
without delay.
115
PREVENTION PROGRAM

What is a hazard prevention program?

A program developed for the prevention of hazards in the work place through
either the elimination of hazards, the reduction of hazards and finally the use of
personal protective equipment

The prevention program also applies to workers who work outside of the
workplace – their work activities are covered to the extent that the employer
controls the activity

The prevention program should tie together all of the preventative measures
found in the Acts and Regulations

Provides for an all-encompassing prevention system in the work place that deals
with all hazards, including hazards not directly referred to in existing
regulations
116
LEGISLATIVE AUTHORITY






7. (1) The Chief Safety Officer may direct that
a Joint
Work Site Health and Safety Committee be
established
at any work site and where the Chief Safety
Officer so
directs
(a) the employer of the workers at the work
site, or
117
LEGISLATIVE AUTHORITY






(b) the principal contractor, where the
workers of two or more employers are
employed at the same work site, or the
owner of the project, where there is no
principal contractor,
shall ensure that a Committee is established
118
RELATED LEGISLATIVE
LANGUAGE








recommendations
to the principal contractor, the owner or the employer,
as the case may be, and the workers for the
improvement of the health and safety of workers at the
work site, and for this purpose, the Committee may seek
the advice of a safety officer and shall notify a safety
officer of any unsafe or unhealthy situation on which it
is unable to make a
119
Workplace Inspection & Hazardous
Occurrence Investigation

This module will introduce the concept of
Workplace Inspections and Hazardous
Occurrence Investigation (accident
investigation).
120
Workplace Inspection
121
Workplace Inspection






Every part of the
workplace inspected at
least once a year
Inspect on a monthly basis
Develop a checklist
specific to work location
Focus on hazards
Divide workplace into
distinct Sectors
Record and Identify
Corrective Actions
122
Workplace Inspection
1)
2)
3)
4)
5)
6)
7)
Walking and working
surfaces
Stairs and ladders
Exits
Fire prevention and
evacuation procedures
Safety Devices
Design
Ergonomics
123
Workplace Inspection
8)
9)
10)
11)
12)
13)
14)
Machine functioning
Electrical equipment
Lighting
Temperature
Physical layout
Housekeeping
Work clothes
124
Workplace Inspection
15)
16)
17)
18)
19)
20)
21)
22)
23)
Sanitation and wellness
Bulletin board
Job training and job
description
Confined spaces
Ventilation
P.P.E.
Storage of materials (incl.
Hazardous)
Specific rules
First Aid
125
Hazardous Occurrence Investigation

Workshop F
Hazardous Occurrence Investigation. Create two
teams, distribute the two (2) Hazardous Occurrences
Investigation Scenarios, review questions with
participants and ask participants to break into two
teams for 15 minutes. They must assign a reporter
who will report back to the group. Ensure the reporter
reads the scenario to the group before reporting back
the work of the small group
126
Investigation







Legal Requirement – Accountability
Joint Investigation - Responsibility
Cause of Accident
Corrective Measures
Prevention Actions
Cost
Worker’s Compensation
127
Investigation
1)
2)
3)
4)
5)
6)
7)
8)
First Aid
Control of accident scene
Plan investigation
Interview Witnesses
Gather Physical Evidence
ANALYSIS
Report and Make recommendations
FOLLOW-UP
128
Investigation

WHY:







Causes – Direct and Indirect
Combination of factors
Cycle, timing, speed
Supervision or lack of
Training or lack of
Work procedures or lack of
Toxic substances
129
Investigation
Investigation Team:
ANALYSIS & REPORTING
Causes:





Tasks
Material
Environment
Personnel
Management
Collection of Facts:
- Witnesses
- Phys. Evidence
- Background
130
Getting the most out of your OHS
Committees

This module will
introduce the concept
of how efficient
committees function.
131





Participate in the implementation and monitoring of
a program for the provision of personal protective
equipment (PPE), clothing, devices, or materials,
and if No Policy Committee, participate in the
development of the program
Ensure records are kept
Assist the employer in investigating and assessing
the exposure of employees to hazardous substances
Inspect the work place, at least least once a year
Participate in the development of Health and Safety
Programs (if there is no Policy Committee)
133
Getting the most out of Workplace
H&S Committees










Key functions of WOHS committees
Meet regularly
Inspect workplace
Investigate accidents
Develop guidelines and procedures
Seek information from workers
Analyse information
Aks for further information
Make H&S recommendations to employer
Intervene


ICRP
Follow-up
134
Co-Chairpersons







Help establish and formalize the Committee
mandate
Establish the Calendar of Meetings
Chair Meetings
Keeping on track with agenda
Delegate Responsibilities
Ensure the Committee respects its obligations
Ensure that appropriate follow-up measures are
taken
135
Sample Agenda

Agenda:

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








Date
Time
Location
Name of Co-Chairs, Members, Secreatary
Previous Minutes
Inspections Reports
Hazardous Occurrence Reports
Policies, Procedures, Guidelines – new or revised
Training
New Business
Next Meeting
136
Type of Issues










Information
Hazardours Substances Inventory
Hazardours Situations
Right to Refuse Dangerous Work
Internal Complaint Resoultion Process
Workers Compensation
Analysis Report
Sanitary Reports
Inspections – Participation
Plans for the introduction of changes
137
138
CULTURE
Culture Changing Behaviour
 Hear an idea: 10%
 Consciously decide: 25%
 Decide when you will do it: 40%
 Plan how you will do it: 50%
 Commit to someone else: 65%
 Have a specific appointment and report
whether you have done it: 95%
Franklin Covey Company – Dr. Nancy Moore
139
Sources of Conflict

Facts: differentiate between perception,
knowledge, interpretation

Methods: how to achieve objectives

Goals: what is it each side trying to achieve

Values: principles and motivation
140
Handling a Conflict

Competing: power oriented excellent mean to
become enemies

Accommodating: individual neglects his
concerns to satisfy the concerns of another
group. Useful when other point of view is
superior
141
Handling a Conflict

Compromising: mutually acceptable
solution; often a middle ground position;
practical but all parties give up something

Avoiding: usually a useless tactic; can be use
as a temporary measure (emotions)
142
Handling a Conflict

Collaborating: collaboration and
commitment to resolve differences. It means
digging into an issue to identify all concerns
and to find alternatives which meets both
side’s needs. Trying to find a creative
solution to deep-seated differences of opinion
on goals, values, procedures or roles. It
settles the issue.
143
Legislated Problem Solving
Approach
CONSENSUS







Collect Facts
Determine Problems
Determine Causes
Determine Solutions
Retain One Solution
Develop Action Plan
Follow-up
144
Decision Making

Individual Decision: The supervisor makes
the decision and others who are involved in
the issue are expected to abide by the decision

Minority Decision: A few of those involved
meet to consider the issue and they make a
decision which is binding for all concerned
145
Decision Making



Majority Decision: More than half of those
involved in an issue make a decision that is
binding for all concerned
Consensus Decision: Each member of a
group expresses a view and a decision is made
to which all can commit themselves at least
partly
Unanimous Decision: each member fully
agrees on the decision
146
Meeting Review
Did we achieve what matters most
 What could have been done better
 How did we establish and maintain focus
 Did we use effective meeting methods
 How could we improve
 Were the right people at the meeting
 Are there clear actions items or next steps to take
Accountability: what reputation do you want your
committee meetings to have?

147
Making Workplace OHS Committee
Efficient







An Action Plan based on Strategic Thinking
Planned in advance
Flexible
Takes people’s experiences into account
Requires a commitment from people
Realistic
Maintains interest
Must have substance
148
Making Workplace OHS Committee
Efficient
Elaboration of a strategy
1.
2.
3.
4.
5.
6.
7.
8.
Set a goal
Identify pertinent actitivities
Identify human resources available an required
Identify material resources available
Distribute tasks and responsibilities
Put in place a communications system as well as a
decision making process
Set timelines
Evaluate and report
149
Making Workplace OHS Committee
Efficient
What does an OHS
Activist do?
150
Making Workplace OHS Committee
Efficient

What does an OHS
Activist do?
151
Making Workplace OHS Committee
Efficient
The Activist:









Represents members
Pushes for problems to be solved
Looks for problems (hazards or symptoms)
Take complaints and questions and gets answers
Organise workers when there is a common problem
Caucus with other union members
Liaise with other H&S Activists
Connects the causes of injuries and illnesses to workplace
conditions that need fixing
Encourages members to file complaints, use their rights
152
Making Workplace OHS Committee
Efficient
The Activist:






Learns about OHS issues important to the local
Knows the demography of the workplace
Reports to membership regularly
Makes recommendations about OHS bargaining issues
Keeps records
Organises information and training sessions or do other
awareness-building activities
153
Making Workplace OHS Committee
Efficient
So:
Learn about H&S
 Show up for all meetings
 Act! Do not just react
 Talk to members
 Talk to the union
 Talk to our allies in the labour movement
 Educate and mobilize
 Delegate
 Do not back down
154
Workshop - G

1- What are the barriers which limit your
influence on OHS decisions in your
workplace?

2- What tools do you have to influence
health and safety decisions in your
workplace?

3- Which role can the Union and the Employer
OHS Committee Representatives assume to
improve OHS in the workplace. Do they play
opponent, complementary or equal roles as OHS
committee members?
155

Be ready to report back to the group
Workshop - H

Regroup participants in small groups, ask each group to
identify a reporter

Develop three objectives for your OSH workplace
committee. They must be precise, realistic, and measurable
(objectives, planned results, timelines and resources). They
must be attained by the end of the next fiscal year. Use
action verbs and identify challenges we may encounter.
Identify a body within the organization where the plan
developed will be presented and where the committee will
report back on the challenges which lead to attaining (or not)
the objectives.
156
Debrief

Challenge I


Each committee should develop three objectives,
they must be precise, realistic, and measurable and
they must be attained at the end of the year.
Use action verbs, identify planned results and
explain challenges which you may encounter
Identify a body within the organization where the
plan developed will be presented and where
the committee will report back on the
challenges which lead to attaining (or not) the
objectives.
157
?
Thank you!
158