When you hear the phrase workplace hazards, your mind is normally drawn to images of heavy equipment accidents, falls from heights, or exposure to dangerous chemicals. Rarely do people think immediately of ergonomic-related hazards that may cause musculoskeletal disorders (MSDs). It’s a surprising disconnect, because according to the WSIB (Workplace Safety and Insurance Board), MSDs are the most common type of workplace injury. Identification of hazards in the workplace that have the potential to cause an MSD is a key component in an effective health and safety program.
Carpal Tunnel is numbing, tingling, and weakness, and other problems in the hand and grip. Repetitive wrist motions and pressure on the median nerve in the wrist generally cause it. Poor ergonomic job design is a major contributing factor, especially jobs that require the wrist to be bent downward.
Tendonitis is the inflammation of a tendon. It is also known as or referred to as tennis elbow or runner’s knee. Tendons are the strong, flexible yet inelastic, fibrous collagens that connect muscles to bones. Tendonitis results from overuse of the tendon.
Bursitis is the inflammation of the bursa, which is the fluid-filled sac located between tissues, such as bones, muscles, tendons, and skin. Repetitive motions, particularly motions that are not ergonomically designed for the job, cause bursitis. Bursitis affects the elbow, hip, knee, shoulder, and Achilles tendon.
Under the Ontario Health and Safety Act, Sections 25(2)(h), employers are expected to take reasonable precautions to protect worker safety — and that means protecting them from ergonomic hazards.
Ultimately, employers lose 2.5 million days of production time from employees due to MSDs. Ensuring that ergonomics and MSD prevention is part of your health and safety program will result in better productivity from workers, less lost-time days and dollars, and an overall more efficient, effective, and happy work environment. You simply can’t afford NOT to address ergonomic hazards in your workplace!
According to the Ministry of Labour (the “MOL”), approximately thirty (30) percent of all work-related traumatic fatalities and occupational disease fatality claims occur in Ontario’s construction sector. However, Statistics Canada has confirmed that construction sector jobs account for less than seven (7) percent of employment in Ontario. According to the WSIB, thirty-six (36) percent of traumatic fatalities allowed by WSIB were due to falls from heights because of inappropriate fall protection.
In 2015, the Ontario legislature presented Minister of Labour Kevin Flynn with a mandate letter stating that the province’s chief prevention officer would be working with the construction sector on improving workplace safety. After consulting with industry stakeholders, Mr. Flynn indicated that the number of deaths and serious injuries in the construction sector continued to be “unacceptably high”.
Reduce the allowed lost-time injury rate per 100 workers by 10% over five years (through robust education, training and certification programs and enforcement).
Reduce traumatic fatalities per 100,000 workers by 2% over five years (through education, training, certification programs and enforcement).
Increase number of businesses engaged by the H&S system in Ontario by 15% over four years.
The MOL has made it clear that strict enforcement and deterrence will continue to be the its principal strategy with respect to ensuring that each of the aforesaid KPIs is satisfied. We anticipate that the MOL will continue to issue substantial fines against construction industry employers who are found to have breached the OHSA.
We anticipate that the MOL will continue to publish interim reports indicating whether the above recommendations have resulted in a decrease in work related injury and disease in the construction sector. We will provide continuing coverage of this topic as and when further information is provided by the MOL and/or the WSIB.
Comments have flooded social media, thanking and applauding Parker for being so vulnerable and open. Others have commented that they would be fired if they brought up their mental health at work. Employees should not have to fear being honest with their employer; however, the reality is that open and supportive organizational cultured do not exist at every workplace, especially with the stigma still associated with mental health.
Individuals suffering from mental health issues may find it difficult to put in words what they are going through when trying to explain it to another person. It can be incredibly scary to experience an episode or an attack. Dark, negative thoughts flood your mind, you don’t feel like yourself without understanding why, or your heart races. Going through an episode, having an attack, or experiencing some symptoms can not only negatively affect your personal life, but also your productivity at work. So, how do you know when to take a day for your mental health?
Whether you have had lack of sleep, haven’t been eating, or you are not maintaining personal hygiene, it’s time to take a day for yourself to get caught up on these daily routines. Self-care is important in reducing stressors and maintaining a healthy balance.
Sometimes it’s best to take the entire day off to re-set your mind. If you’re going to see a counsellor or therapist, or even re-filling a prescription, it can be very emotionally and physically draining. Take the time to address your needs to get yourself on the mend.
When you experience an attack or episode, you may not feel safe being around others, especially in a work setting. You may feel judged, or crowded by others trying to help you when you just need to be alone. Sometimes you need time by yourself to recharge. Practice some deep breathing, have a bubble bath or hot shower, and rest.
Each year, employers lose billions of dollars due to absenteeism, sick days, and presenteeism (at work, but not overly productive) . Though employees do not have to disclose their diagnosis to their employer, they may choose to share that they are enduring health challenges. With this in mind, below are some ways employers can create a supportive workplace culture to help reduce stressors and promote healthy minds and happy workers.
Though employees are hired to perform and fulfill daily tasks, to meet and exceed goals, and to be innovative and productive, caring for workers extends beyond an employee’s job performance. It includes caring for the employee as a whole. Support their work-life balance, instil trust and respect, be understanding and thoughtful – employees are more than work resources.
Trust is the foundation for any relationship and one of the most important things employers, supervisors, and employees can instil to creative a positive work environment. Exemplifying that you are honest, responsible, and accountable demonstrates trustworthiness and reliability, which will encourage workers to be open and honest in return.
Having an open-door policy assists in creating a positive work environment as it encourages interaction where employees can share their concerns and opinions. However, with open communication, you have to remember to be receptive and positive when employees come to you, otherwise trust will be diminished and two-way communication will dissolve.
When there’s mutual trust and open communication in a relationship, giving employees more independence is be easier. When employees have autonomy, they feel empowered and less micromanaged, thus encouraging productivity and creativity, which results in a more positive self-perception and increased job satisfaction.
At OSG, all of our staff are Health and Safety Leaders. This month we are featuring two outstanding leaders: Mohamed Soliman and Russ Bamsey.
Mohamed is OSG’s IT Manager. He joined the team 1.5 years ago, and we struggle to imagine what we ever did without him! Mohamed does it all — including looking after the little things, like ensuring everyone’s email is working and setting up new equipment. Mohamed holds a Master’s Degree in Software Engineering (M.Eng) and is a Certified Project Manager (PMP), and it’s a good thing he is, because Mohamed’s role extends far, far beyond the day-to-day. He uses his education, training, and vast experience to manage OSG’s ambitious large-scale projects with an aim to improve work flow and efficiency through better processes and innovative and advanced IT solutions. Mohamed’s passion is apparent in all of his work, and he enjoys finding solutions to IT challenges as they present themselves. Around the office, Mohamed is known for always having a listening ear, and for his enthusiasm toward new projects and ideas. Outside of work, Mohamed is a dedicated family man who enjoys getting in some world travelling — when he can! He has practiced both karate and Kung-Fu extensively in the past, and these days he’s working on mastering nunchaku and ping-pong!
Russ Bamsey is an OSG trainer and consultant. He has been part of the OSG training team for almost eight years. Russ is an experienced and knowledgeable confined space consultant, having completed many confined space assessments and reports for various clients. Russ finds satisfaction in helping people and organizations overcome safety challenges with accessible training and consulting. Russ enjoys spending his free time at his cottage in Northern Ontario, and he has his eye on spending his eventual retirement there. He looks forward to the long days of summer and watching the trees turn colour from the front porch. If you asked him, Russ might tell you he doesn’t like change much; however, I think that the change from the hustle and bustle of the training life to the relaxed cottage life is a change that will suit Russ just fine when the time comes!
Next time you are in OSG’s London office, say hello to Mohamed or Russ. They are OSG Safety Leaders who embody safety culture in the workplace.
Effective July 1, 2014, Ontario employers have to ensure that all workers and supervisors have completed a basic occupational health and safety awareness training program. The first of its kind in North America, the new regulation mandates basic safety awareness training for all Ontario workers and supervisors.
Expectations placed on a supervisor are always high. Our interactive workshop breaks down the responsibilities outlined in the Occupational Health and Safety Act and how those responsibilities directly relate to the health and safety of the workers you supervise.
Learn more about our Supervisor Competency Training course now!
Combined Metal Industries (CMI) is a successful full-service metal distribution and recycling corporation. Since 1996 CMI has deal in both ferrous and non-ferrous markets across North America. CMI is proud member of both ISRI (Institute of Scrap Metal Recyclers) and its Canadian counterpart, CARI. Most recently CMI has been invited to be part of ISRI’s Circle of Safety Excellence. Their Environmental Health and Safety Manager, Wendy Sanche, has described the biggest health and safety opportunity at CMI as keeping training up-to-date, relevant and interactive while the business experiences rapid growth and expansion. To address the opportunity, the EHS Department has implemented a software program that tracks training for all staff and proactively sends reminders before training is due. CMI invests in its workers and Supervisors by providing JHSC training and certification even if they are not members of the JHSC. CMI feels that this will help everyone develop an understanding of hazard recognition, assessment, and control, rights and responsibilities, how to interpret the legislation within the Act, and conducting efficient and effective job hazard analyses.
Combined Metal Industries is proud to be this month’s health and safety champion because they are using the training they received in OSG’s Train-the-Trainer programs to train smaller groups more frequently. This method of training allows for flexibility and greater frequency and higher engagement taking into consideration 24/6 production schedules. Training flexibility ensures that all workers receive proper training that does not just meet but exceeds current legislation. Wendy states that, “Our Leaders have a greater awareness of their roles and responsibilities, and they perform duties with more confidence. Developing in-house trainers raises the level of awareness, which decreases the likelihood of accidents.” Since completing JHSC, Overhead Crane Train-the-Trainer, Lift Truck, and Transportation of Dangerous Goods training, CMI leaders have noticed an increase in the number of team members taking on the responsibility of conducting training. This investment is in line with the personal growth of the worker and the overall growth of CMI. In addition to coordinating health and safety training with OSG, the team at CMI remains committed to implementing IT solutions to ensure that no worker is left untrained as the company continues to grow and employ more talented people. By using OSG’s Train-the-Trainer programs and implementing software solutions, CMI is able to maintain accurate training records and effectively manage CMI’s health and safety program.
For more information on Combined Metal Industries, please visit them on the web at www.combinedmetal.com.