Health & Safety Refresher
PART 1
USC Health and Safety Training
November 24th and 25th, 2011
Agenda
 USC Health & Safety Policy
 Discrimination, Harassment and Violence Prevention Policy
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& Program
Health & Safety Responsibilities of Workers (including
Supplied Labour) Policy
Injury/Illness Reporting Policy
Emergency Preparedness Policy
Health & Safety Work Refusal Policy
Ergonomic & Musculoskeletal Disorder Prevention Policy
Joint Health & Safety Committee Terms of Reference
USC HEALTH & SAFETY POLICY
 Overriding Policy for the Health & Safety Program at the
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USC
Provides responsibilities under the OHSA from workers all
the way up to the General Manager who is the ultimate
authority
Requires the participation of all workplace parties in the
USC Health & Safety Program
This policy is posted on all USC Health & Safety Boards and
on the USC Health & Safety Website
Reviewed on an annual basis
DISCRIMINATION, HARASSMENT &
VIOLENCE PREVENTION POLICY &
PROGRAM
DISCRIMINATION
 “Discrimination” means any action which denies, or has the effect of denying,
any goods, services, benefits, opportunities, and/or facilities provided by the
USC on the basis of a prohibited ground of discrimination and includes any act of
communication, whether oral, written, electronic, or non-verbal, which lacks
any redeeming artistic, intellectual, or literary merit and which promotes
disrespect or intolerance for any person(s) based on a prohibited grounds of
discrimination. Discrimination may be either constructive or direct.
“Prohibited grounds of discrimination” includes race, ancestry, place of
origin, colour, ethnic origin, citizenship, creed, sex, age, marital status, same-sex
partnership status, record of offences, sexual orientation, family status, and
handicap.
DISCRIMINATION, HARASSMENT &
VIOLENCE PREVENTION POLICY &
PROGRAM
HARASSMENT
 “Harassment” Means engaging in a course of vexatious comment or conduct
that is know, or ought reasonably to be known, or to be unwelcome on the basis
of any characteristics referred to by any prohibited grounds of discrimination.
Conduct and/or behaviour which creates an intimidating, bullying, demeaning or
hostile working environment also constitutes harassment.
 Harassment can also be sexual in nature it can be manifested in a poisoned work
environment.
 “Members” (as defined under this policy) Includes a commissioner,
coordinator, councillor, volunteer, committee member, employee, officer,
member of the Board of Directors, and USC agent or representative. Individual
members of USC ratified clubs are governed by the University of Western
Ontario’s regulations.
DISCRIMINATION, HARASSMENT &
VIOLENCE PREVENTION POLICY &
PROGRAM
WORPLACE VIOLENCE
 “Workplace Violence” means:
(1) The exercise or attempted exercise of physical force by a person against a
worker, in a workplace, that causes or may cause personal injury to the worker.
(2) A statement or behaviour that is reasonable for a worker to interpret as a
threat to exercise physical force against the worker, in a workplace, that could
cause physical injury to the worker; or
(3) Domestic Violence in the workplace
 “Domestic Violence” is a delicate and purposeful violence, abuse and
intimidation perpetrated by one person against another in an intimate
relationship. It occurs between two persons where one has power over the other,
causing fear, physical and/or psychological harm. It may be a single act or a
series of acts forming a pattern of abuse. Children and young people may
experience harm by being exposed to violence in adult relationships, being the
direct victims of violence, or a combination of the two.
DISCRIMINATION, HARASSMENT &
VIOLENCE PREVENTION POLICY &
PROGRAM
WORPLACE VIOLENCE PREVENTION PROGRAM
Workers Shall:
(1) Report any incident of workplace discrimination, harassment or violence to
their Manager/Supervisor. Immediately, and complete an Injury/Illness
Reporting Form as directed by the procedures of the USC Injury/Illness
Reporting Policy
(2) In the event of an emergency, to report a threat of violence or to seek
assistance for individuals may contact Campus Police at ext. 911 or ext. 83300.
For non-emergencies, employees should report to their immediate
Manager/Supervisor, and,
(3) Not ignore threatening or violent behaviour. If you witness or experience
violence or threats of violence, or feel that a colleague, student or visitor is
likely to become violent, report the situation to a Manager/Supervisor, person
in authority or Campus Police.
DISCRIMINATION, HARASSMENT &
VIOLENCE PREVENTION POLICY &
PROGRAM
WORPLACE VIOLENCE PREVENTION
PROGRAM
Managers and Supervisors shall:
(1) Report any incident of workplace discrimination,
harassment or violence to Human Resources Generalist as
soon as possible.
(2) Work with the Human Resources Generalist to come up
with a plan to address the safety of all employees affected.
(3) If you are unsure of how to handle a situation involving
workplace discrimination, harassment or violence, contact
the Human Resources Generalist for assistance and support.
HEALTH & SAFETY RESPONSIBILITIES
OF WORKERS (INCLUDING SUPPLIED
LABOUR) POLICY
USC Worker Responsibilities
USC Workers are responsible for section 28 of the OHSA:
Duties of workers
28. (1) A worker shall,
(a) work in compliance with the provisions of this Act and the regulations;
(b) use or wear the equipment, protective devices or clothing that the
worker’s employer requires to be used or worn;
(c) report to his or her employer or supervisor the absence of or defect in
any equipment or protective device of which the worker is aware and
which may endanger himself, herself or another worker; and
(d) report to his or her employer or supervisor any contravention of this
Act or the regulations or the existence of any hazard of which he or she
knows.
HEALTH & SAFETY RESPONSIBILITIES
OF WORKERS (INCLUDING SUPPLIED
LABOUR) POLICY
USC Worker Responsibilities
USC Workers must understand the consequences of health and safety rules and
procedures violations:
(2) No worker shall,
(a) remove or make ineffective any protective device required by the
regulations or by his or her employer, without providing an adequate
temporary protective device and when the need for removing or making
ineffective the protective device has ceased, the protective device shall be
replaced immediately;
(b) use or operate any equipment, machine, device or thing or work in a
manner that may endanger himself, herself or any other worker; or
(c) engage in any prank, contest, feat of strength, unnecessary running or
rough and boisterous conduct.
HEALTH & SAFETY RESPONSIBILITIES
OF WORKERS (INCLUDING SUPPLIED
LABOUR) POLICY
USC Worker Responsibilities
Violations of this policy will be disciplined progressively as per article 12
of the collective agreement between the USC and CUPE Local 2820
INJURY/ILLNESS REPORTING
POLICY
USC Injury/Illness Reporting Procedure
 Report all injuries and illnesses, regardless of the nature or severity of the event,
including: fatality; critical injury; lost time injury; health care; first aid; property
damage; near miss; fire; environmental release; and occupational illness.
 “Injury” is physical harm to an employee
 “Illness” is a deviation from the normal, healthy state of the body
Workers:
1) Must report an injury or illness to a supervisor or manager
Immediately;
2) Or, if the nature of the injury or illness makes an employee unable
to report, then whomever happens upon the individual must
promptly report the situation to a supervisor.
INJURY/ILLNESS REPORTING
POLICY
Managers/Supervisors:
 Upon being notified of an injury or illness,
1) Promptly ensure that first aid is administered;
2) Ensure the affected worker is given subsequent medical treatment if
necessary; and that such treatment is recorded;
3) Notify additional rescue / response teams as necessary; and,
4) Notify appropriate company personnel promptly. (The Health & Safety
Coordinator)
INJURY/ILLNESS REPORTING
POLICY
First Aid Provider:
1) Record given treatment and advice in the first aid log; and,
2) Assist in ensuring that an injured or ill worker receives subsequent
medical treatment as required
Procedures
Reporting and injury or illness must be done:
1) Immediately verbally and using the Injury/Illness Reporting Form (see
policy package for example). This form will be available at all USC Health
& Safety Boards as well as on the USC Health & Safety Website.
2) By the Supervisor/Manager with the assistance of the Worker, who
will:
a) Rate the incident
b) Form an action plan
c) Implement the action plan
d) Notify the necessary parties through the Health & Safety
Coordinator
EMERGENCY PREPAREDNESS
POLICY
USC EMERGENCY PROCEDURES
 “Emergency” means an urgent and/or critical situation, temporary in
nature, which threatens or causes harm to people, the environment,
property of the USC or UWO or disrupts critical operations
 The USC Emergency Response Team is comprised of the members
of the Organizational Management Team (OMC)
The USC shall:
(1) Report to Campus Policy (911) any emergency situation
(2) Report any other hazard or potential hazard as follows:
Fire Hazard: ext 88263 – UWO Fire Prevention
Weather, Ice, Snow: ext 83304 – UWO Facilities Mgmt
General Safety Concerns: ext 80371/82616 - USC HR Dept
Violence & Medical Emergencies: 911 – UWO Campus Police
Gas Leak, Chemical Spill, Fall Arrest/High Angle Rescue, Entrapment,
Motor Vehicle Incidents, and all other emergencies: 911 – UWO Campus
Police
EMERGENCY PREPAREDNESS
POLICY
USC EMERGENCY PROCEDURES
 UWO dictates many emergency procedures for the entire campus
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community. Please see links to detailed UWO policies in the USC
Emergency Preparedness Policy.
The USC will declare an emergency and/or close regular operations in
the case that UWO does so
The USC will collaborate with UWO’s Emergency Response Team
All USC employees will display emergency numbers by all USC
telephones. Laminated cards have been provided to all employees. Please
see a member of the USC HR Dept if you require additional copies.
Greeting of emergency response services will be done by the UWO
appointed Building Emergency Coordinator, as per the UCC’s Building
Fire Safety Plan.
The UWO Fire Safety Service will maintain emergency equipment as
per the UWO Fire Safety Procedures.
EMERGENCY PREPAREDNESS
POLICY
USC EMERGENCY PROCEDURES
USC Managers will:
(1) Ensure all of their employees are trained on operationspecific emergency and evacuation plans as part of their job
specific orientation, incorporating each operation’s individual
emergency plan.
(2) Post operation specific emergency evacuation plan on Health &
Safety Board or other high traffic area.
EMERGENCY PREPAREDNESS
POLICY
USC EMERGENCY PROCEDURES
In Case of Fire/Evacuation:
(1) Raise fire alarm from a safe area on your way to evacuate the
building;
a) Use stairwell to evacuate (not elevator)
b) Persons unable to exit by stairwells should find a safe
area and contact UWO Police to share their location
(2) Close any doors or window in the area before exiting if it is safe
to do so
(3) Remain outside until authorization to re-enter the building is
given by the London Fire Dept, UWO Police or UWO Emergency
Response Team
HEALTH & SAFETY WORK REFUSAL
POLICY
Health & Safety Complaint
 In the event that a worker raises a health and safety concern or complaint to
their Supervisor, the Supervisor shall:
(1)
Investigate the presence of the worker and establish with the worker whether a health &
safety issue exists and if it is a complaint or work refusal.
(2)
If determined to be a safety complaint and the task is unsafe the Supervisor shall
undertake immediate corrective action
A worker may refuse to work or do particular work where he or she has reason
to believe that,
(a) any equipment, machine, device or thing the worker is to use or operate is likely to
endanger himself, herself or another worker;
(b) the physical condition of the workplace or the part thereof in which he or she works or is
to work is likely to endanger himself or herself; or
(c) Workplace violence is likely to endanger himself or herself; or
(d) any equipment, machine, device or thing he or she is to use or operate or the physical
condition of the workplace or the part thereof in which he or she works or is to work is in
contravention of this Act or the regulations and such contravention is likely to endanger
himself, herself or another worker.
Work Refusal Flowchart
Employer Reprisals
No employer or person acting on behalf of an employer shall,
(a) dismiss or threaten to dismiss a worker;
(b) discipline or suspend or threaten to discipline or suspend a worker;
(c) impose any penalty upon a worker; or
(d) intimidate or coerce a worker, because the worker has acted in compliance with
this Act or the regulations or an order made thereunder, has sought the enforcement
of this Act or the regulations or has given evidence in a proceeding in respect of the
enforcement of this Act or the regulations or in an inquest under the Coroners Act.
R.S.O. 1990, c. O.1, s. 50 (1).
ERGONOMIC AND MUSKULOSKELETAL
DISORDER PREVENTION POLICY
ERGONOMICS
 “Ergonomics” is the science of fitting the task to the worker by balancing the
job demands with the capabilities of the human. The profession applies theory,
principles, data, methods and analysis to design in order to optimize human wellbeing and overall system performance.
 An Ergonomic Blitz will be conducted in August of each year in order to
assess the ergonomic state of employees’ and assess the need for the purchase of
assistive devices in order to prevent injury.
 USC Employees will participate in the ergonomic blitz and complete all
necessary assessments as well as report any unsafe tasks related to ergonomics to
your supervisor. Report any incident, accidents and near misses related to
ergonomics to your supervisor immediately and cooperate with any investigation
as required
 USC Managers/Supervisors shall encourage all staff to report MSD
symptoms early and respond to any complaints of MSD’s promptly. Please
contact the USC Health & Safety Coordinator to access assistance in
implementing MSD controls when solutions are not immediately identified.
ERGONOMIC AND MUSKULOSKELETAL
DISORDER PREVENTION POLICY
ERGONOMICS
Ergonomics Assessments:
 Will be conducted by the UWO Ergonomist in order to determine the
appropriate ergonomic modifications.
 Input from the employee along with the information from the ergonomic
assessment should be considered when making a purchase related to ergonomic
equipment or furniture.
 Whenever possible, items should be trialed for no less than 1 week’s time to
ensure compatibility with MSD risk reduction.
 All costs associated with ergonomics will be absorbed by the individual operation
unless it is part of the ergonomic blitz process.
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JHSC Terms of Reference
 The Joint Health & Safety Committee is a Committee made
up of both Management and Worker Representatives and is
required at a workplace at which 20 or more workers are regularly
employed”
 The Administrative JHSC is the governing committee
responsible for all decisions related to health & safety at the USC
and represents all USC Operations.
 All USC JHSC Member Information is posted on your Health &
Safety Board
JHSC Terms of Reference
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To identify, evaluate and recommend solutions on matters pertaining to the health
and safety of the workplace to members of Management;
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To review educational and training programs, provided by the Employer, to ensure
that they are sufficient. These educational and training programs will ensure that all
Employees are thoroughly knowledgeable of their duties, responsibilities, restrictions
and rights under the Ontario Occupational Health and Safety Act and the Workplace
Safety and Insurance Act;
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To create and maintain an active interest in health and safety concerns;
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To make written recommendations to Management on the continuous improvement
of the Safety program and any hazards present in the workplace;
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To complete workplace inspections
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To review any accident/injury record summaries on an annual basis, and,
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To identify a Worker Representative to investigate any critical injury, fatality, work
refusal or any Ministry of Labour visit to the workplace.
This is your current USC JHSC
and their contact information -
Tanee Edwards
Karla Pacheco
Worker Rep
Management Rep
Purple Door Promos
Ext. 82615
Human Resources
Ext. 80371
Jeff Stemmler
Nick Vassiliou
Worker Rep
Management Rep
The Spoke
Ext. 83590
InfoSource
Ext. 83572
Cheryl Forster
Andrea Klooster
Worker Rep
Management Rep
InPrint
Ext. 83581
Government Services
Ext. 82616
This JHSC poster can be found on
every Health & Safety board in every
USC operation. Please feel free to
contact any of these Committee
members regarding any health and
safety concerns you might have. You
can also contact a member regarding
Committee membership. There is
always room for student volunteers on
the Committee!
JHSC minutes and inspections can be
found at the following address:
http://www.usc.uwo.ca/human_resources
Questions