EXECUTIVE SUMMARY
Tourism & Hospitality Industry OHS Summit
Industry OHS Trends & Stats & Announcement of 2015 Industry Base Rate
WorkSafeBC released the 2015 Preliminary Classification Unit (CU) Base Rates, which are as
follows:
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The average base premium rate for BC employers as a whole is projected to remain
unchanged at $1.70 per $100 of employers’ assessable payroll.
The rates for the key classification units in the tourism & hospitality industry are:
o CU 761056: Overnight and Short-term Accommodation
 Preliminary 2015 Base Rate: $2.05 (from $1.96 in 2014)
o CU 761038: Ski Hill or Gondola Ride
 $4.98 (from $4.10)
o CU 761035: Restaurant or Other Dining Establishment
 $1.08 (from $1.05)
o CU 761034: Pub, Bar, Night Club, or Lounge
 $1.08 (from $1.05)
o CU 761054 Casino or other Gaming Operations
 $0.95 (from $1.03)
o CU 761031 Golf Course, Driving Range, Pitch & Putt, or Lawn Bowling Facility
 $1.26 (from $1.14)
o CU 761028 Outdoor Sport Tour
 $2.68 (from $2.85)
For a copy of the full WorkSafeBC presentation, including all the trends and stats, please
click here.
go2hr IHS & COR Program Updates
go2hr presented an overview of the IHS and COR programs with the following highlights:
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go2hr Tourism & Hospitality OHS Resource Library will be added to the website in the
next few weeks. In this section of our website, you'll find a myriad of free, sector-specific and
customizable resources that will assist you in making your workplace healthier and safer.
These resources range from OHS program templates, toolkits, forms, checklists, videos,
posters and articles.
OHS Program Fundamentals Training & Contest: To celebrate the official launch of our
Occupational Health & Safety Program Fundamentals training, we are offering tourism and
hospitality employees a chance to win 1 of 10 $50 Visa Gift Cards or an Apple iPad Air.
www.go2hr.ca/OHScontest
NAOSH Week: The North American Occupational Safety and Health (NAOSH) Week is an
annual, continent-wide event where employers, workers, and all partners in occupational
EXECUTIVE SUMMARY
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health and safety collaborate to promote injury and illness prevention in the workplace.
www.go2hr.ca/NAOSH Attend the NAOSH Week BC Awards Luncheon Oct. 23rd to
congratulate the winner of the BC Tourism & Hospitality category.
COR Program: www.go2hr.ca/COR Since its inception in 2010, we have had 72 companies
register with go2hr, 45 of which have already achieved certification, including the following
since the last Summit: Compass Support Services / Marquise Group, Grouse Mountain
Resort, Oak Bay Beach Hotel, Whistler Sports Legacies, Aramark Canada, Aramark
Entertainment, Club Intrawest & Sodexo Canada.
Return to Work COR: Only the OHS COR is available at the moment. The RTW COR has
been put on hold for review, and will return in Spring 2015. The program will be a more
holistic focus and is provisionally titled “Work Disability Prevention”, and will include three
key components: Stay at work, Return to work, and Remain at work
Small Employer COR (SECOR): The current COR Program is open to organizations that
have more than 20 Full Time Equivalent (FTE) employees. A Working Group will be
recruited to develop the SECOR audit tool, internal auditor training, and resources this fall.
COR Internal Auditor Training: One of the key steps to becoming COR-certified is to
identify an internal COR champion who will lead the process for your organization and
become a knowledgeable resource about the COR process. This in-class session is one full
day of interactive, workshop-style learning that provides an overview of the COR program,
how to prepare for and conduct a COR audit, and how to write and submit a completed
report. The skills gained by completing this session will also enable certified internal auditors
to conduct an internal gap analysis and perform their own internal maintenance audits,
rather than having an external auditor perform this function every year. The next session is
on Oct. 3, 2014.
OHS Program Gap Analysis/OHS Advisor: go2hr provides organizations registered in the
COR program with an option to schedule a one-day, complimentary gap analysis
consultation.
COR Element of the Quarter: In order to help employers in our industry to better
understand and implement different aspects of their occupational health & safety (OHS)
program, go2hr introduced an initiative called “COR Element of the Quarter”. Approximately
every 3 months go2hr organizes a one-hour webinar looking closely at one element of your
OHS program and its link to the COR audit. Each session will provide you with the
opportunity to learn something new, connect with colleagues from different industries, and
ask questions related to the topic that are relevant to your operation.
For a copy of the full go2hr presentation, please click here.
The Changing Demographics of the Industry
An overview of the feature topic was presented, including the following context related to the
demographics of the tourism industry:
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There are an estimated 17,943 tourism/related businesses across the province, employing
about 260,000 workers, or 10.8 percent of BC’s total labour force.
The tourism & hospitality industry is the largest employer of 15-24 year olds (representing
30.3 per cent of its workforce), is nearly twice as reliant on young workers as other sectors
in the province and is often the first employer for youth.
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EXECUTIVE SUMMARY
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The projected job growth will be highest in food & beverage services, recreation &
entertainment and accommodation services, when compared to transportation and travel
services.
The occupations that will be in the highest demand include Food Counter Attendants &
Kitchen Helpers, Chefs & Cooks, and F&B Servers.
Life expectancy has been increasing, and it is projected that individuals will work for
approximately 23 years after the age of retirement.
By the end of the decade, youth will represent around 10% of the population, while those
45+ will reflect nearly half of the population.
The industry is a big employer of youth; however, the workforce is aging.
Employers need to develop strategies to effectively prevent and manage injuries to these
two groups.
Understanding the dynamics between age and workplace health and safety
WorkSafeBC presented an overview of how health and safety affects two key demographics:
Youth 15-24 and Baby Boomers.
Youth:
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Injury Trends
o The most common injuries are being struck by and exposure to heat/cold. E.g. Being in
a hurry and running into things, being cut by a knife, and burning themselves or staying
in the fridge too long.
o Injury rate decreasing.
o Duration remaining stable.
o Job and workplace factors -- working with more hazards, more physical tasks, newness
on the job, lack of training and supervision -- are more directly attributable to young
worker injuries.
Prevention strategies
o Ensure that young (and new) workers receive orientation and training before starting
work
o Supervise and observe young and new workers closely. If they are not working safely,
retrain if requested
o Provide ongoing supervision, consider a mentorship program.
o Eliminate or at least reduce hazards
o Encourage young workers to participate in workplace health and safety programs
o Encourage questions.
o When training: demonstrate, repeat, repeat, repeat!
Baby Boomers:
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Injury Trends
o The most common injuries are falls on same level and overexertion.
o Injury rate increasing
o Duration increasing.
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EXECUTIVE SUMMARY
Workers over the age of 45 have a lower rate of “sick time” than workers between the
ages of 17-44 years
o Mature workers have an 88 percent lower turnover rate than younger workers, and stay
on the job twice as long as workers between the ages of 25-34.
o Time has forced older workers to successfully evaluate more information, solve tougher
problems and make more critical job related decisions than most younger workers; older
workers tend to be more capable, make better decisions, and take less risks than
younger workers.
o Mature workers have had to accept job related changes such as new co-workers, new
supervisors, increased workloads, new technologies and new pay scales throughout
their working life. 85% of employers say older workers are open to, and adapt to change
very well.
o Age is not directly linked to memory. Factors that affect memory are consistent through
the lifespan, including poor nutrition, emotional upsets, poor health and depression.
o In an Australian survey, 68% of employers reported that mature workers are more
reliable, 69% said they have a better work ethic, and 77% said mature workers are more
committed to the work.
Prevention strategies
o Ensure you have a good fall prevention strategy ie. Mark risers on stairs, provide antislip flooring, eliminate slip and trip hazards.
o Reduce or eliminate the need for physical strength and endurance. Reduce the weight of
items being handled, provide opportunities for part time.
o Conduct ergonomic risk assessments to reduces risks. Consider implementing exercise
and healthy living programs.
o Use contrasting signage, appropriate lighting, handrails on stairs
o Increase volume, use high signage for instructions
o Increase print size and contrast. Provide adequate lighting
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Return to Work (RTW) Programs were discussed with the following key messages:
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Disabled workers off work 12 weeks or more have only a 50% or less chance of ever
returning to work.
RTW Program Benefits:
o Helps the injured worker recover more rapidly and more completely
o Reduces financial uncertainty for the injured worker and their family
o Keeps the injured worker involved in the workplace
o Facilitates early intervention, and avoids unnecessary absenteeism or recovery delays
o Helps maintain a positive workplace connection for the injured worker
A timely and appropriate response is crucial as soon as an illness/injury begins in order to
increase and employee’s chances of returning to work whether it be at full capacity or to
modified duties.
For a copy of the full WorkSafeBC presentation, please click here.
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EXECUTIVE SUMMARY
Industry Panel on Feature Topic
A panel of industry experts, WorkSafeBC, and Employer’s Advisors Office participated in a
panel discussion on the feature topic. Key learnings included:
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What makes young workers more vulnerable?
o Lack experience
o Risk takers
o More easily distracted
o Sense of invincibility
o They don’t want to appear incompetent by asking too many questions
o Managers can help by promoting an open door policy, and encouraging young workers
to ask question if they are not sure
What are some strategies employers can use to prevent injuries to young workers?
o Ensure there is a proper orientation done before the worker starts the job
o Put some thought into who is doing the training. The choice of trainer is critical in it’s
success
o Provide ongoing training
o Provide safety talks
o Emphasize that there are no stupid questions, and educate them on the importance of
safe work
o Correct unsafe work practices immediately so it does not become a habit
o Posters and handouts
o Partner young workers with a “buddy”, or mentor, to help guide them through the first
weeks on the job
What makes the aging workforce vulnerable?
o Aging workers have physical limitations that they tend to ignore, and end up pushing
themselves too hard
o Have a tendency to ignore minor aches and strains which later become serious injuries
o Work on auto pilot
o Set in their ways, less open to new training, and policies
What are some strategies employers can use to prevent injuries to their aging workers?
o Provide adaptable workplace policies that meet the demands for options such as flex
time, part-time, job sharing, etc.
o Provide tools and equipment that take pressure off of the body e.g. extendable poles,
small step stools, dust pans with long handles, etc.
What are the employers rights regarding their duty to accommodate?
o Duty to accommodate is a legislatively mandated through Human Rights. The
requirement is separate from WorkSafeBC in that they do not determine whether or not
the duty was met. Remember, the duty to accommodate applies to permanent injury.
What are some changes to board policy regarding age of retirement for injured workers and
permanent disability benefits that an employer should be aware of?
o Policy 41.00 - Determination of Retirement Date for Permanent Disability Awards was
amended to provide:
- A definition of retirement;
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EXECUTIVE SUMMARY
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That the decision on the date of retirement is generally made as part of the
determination for permanent disability award benefits and based on circumstances at
the time of injury; and
- Expanded guidance on the evidence considered in situations where a worker may
retire later than at age 65.
- The policy amendments come into effect on June 1, 2014 and apply to all decisions
on or after that date.
This policy change will benefit everyone with more clarity around retirement age and
entitlement to benefits. In past this proved very difficult especially for appeal bodies
when the worker was already in the workforce past the age of 65. How do you
determine when they would have “retired”. For workers who weren’t 65 yet but claiming
they would have worked forever, very scant evidence like discussions had with a coworker about not retiring until they past 65 was accepted as evidence. Given that
current reality is a workforce that works beyond 65 or employers hire “older
workers” Freedom 55 is really in these days is a dream and not the goal it once was.
What can employers expect when they have an injured worker whether they are a young
worker or an older worker when they have pre-existing injuries?
o This speaks to some common misconceptions particularly around the expectation if they
are older they must have pre-existing conditions. It’s actually not really all that
uncommon that your workforce is able to work despite disclosed or non-disclosed preexisting conditions. As you know you are not able to ask them about prior claims
during the recruitment process.
o However, WorkSafeBC does recognize through legislation and policy that there are
times when a worker does have a pre-existing condition that prolongs or enhances the
recovery. If that occurs and the claim is extended beyond 10 weeks, WorkSafeBC will
consider applied a percentage of cost relief to the employer that will be excluded from
their claims costs used to calculate their experience rating. If you are not sure about a
decision surrounding cost relief, please feel free to contact our office and we will have a
look at the decision and the claim file evidence surrounding the decision and advise on
the merits of requesting a review or not.
o For example, Degenerative Disk Disease is a common condition identified in xrays which
really speaks the condition and aging of the spine. If it is more than mild it indicates that
the spine of that person is aging more rapidly than expected and depending on the
initiating incident and effect it is having on recovery it may be considered for relief of cost
If an employer brings on a new or young worker on a trial bases to “try them out” in say a
kitchen to see if they are going to be suitable, what should they consider?
o Consider that any worker regardless of age, new to an organization requires a new
worker orientation BEFORE they commence any work for the employer regardless if
they are on a trial period.
o Also keep in mind that if you bring someone in to “try out” and if they are hurt in the
process regardless of whether you are paying them for the time they can be considered
your worker, as they are doing something for the benefit of the employer. RSCM Policy
14.00 addresses the factors looked at to determine whether the incident arose out of and
in the course of employment.
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