1. Health & Safety for Managers and Supervisors
Presented to: Ontario Land Trust Alliance
March 5, 2015

2. Objectives
To overview the obligations of the employer, and the responsibilities of the manager/supervisor in Health & Safety
Map out the process to meet your obligations

3. Introduction
Every business in Ontario, regardless of the type, size or insurance coverage MUST COMPLY with the Occupational Health and Safety Act (OHSA) and its regulations.

4. Occupational Health & Safety Act (OHSA) Legal Framework
Assigns responsibilities/rights to workplace parties
Promotes active participation of all workplace parties for H&S
Provides for enforcement of the OHSA provisions where compliance has not been achieved
The Occupational Health & Safety Act (OHSA) is the overarching piece of legislation that governs H&S in all Ontario workplaces. This Act is the foundation or the framework to achieve workplace safety.
The OHSA sets out:
rights and duties of all workplace parties
establishes procedures for dealing with workplace hazards
provides for enforcement of the law where compliance hasn’t been achieved voluntarily
The various Regulations made under the OHSA set out in detail how the duties assigned in the OHSA are to be carried out in the workplace. Regulations build on the framework provided by the OHSA. There are separate specific regulations for: Industrial Establishments; Construction Projects; Health Care and Residential Establishments; Farming Operations; Mines and Mining Plants.
MOL Inspectors refer to the Regulations for enforcement purposes since the regulations are more specific.
The OHSA and the Regulations made under the Act are minimum legal requirements. You may find you need to do more to ensure the safety of your workers. You can’t do less than the requirements outlined in the OHSA and Regulations.
OHSA does NOT apply to:
Work done by the owner or occupant, or a servant, in a private residence or on the connected land
Workplaces under federal jurisdiction, such as: post offices, airlines and airports, banks, telecommunication companies, interprovincial railways

5. Regulations Some of the Regulations made under the OHSA include:
Industrial Establishments
Construction Projects
WHMIS
These regulations set the minimum legal requirements for workplace health and safety
They set objectives for compliance, rather than specifying solutions to problems.
There is also legislation that may/does apply to your workplaces e.g. Transportation of Dangerous Goods Act, Highway Traffic Act, First Aid Regulations Reg. 1101, Fire Code, Building Code, Workplace Safety and Insurance Act, Ontario Human Rights Code.

6. What’s New…
The basis for hazard classification and communication in WHMIS is changing. With the incorporation of the Globally Harmonized System of Classification and Labelling for chemicals (GHS) in WHMIS, the hazard classification and communication requirements of WHMIS have been aligned with those used in the United States and other Canadian trading partners. WHMIS is in a period of transition between two hazard communication regimes - WHMIS 1988 and WHMIS 2015 (which incorporates the GHS). Full transition to new GHS to be completed by December 1, 2018.

7. Who is Responsible for Health & Safety?
The OHSA establishes formal roles and responsibilities for the three workplace parties: employers, supervisors and workers. It is the employer’s responsibility to make health and safety roles and responsibilities clear to ALL workplace parties.
Provide Handout “Quick Tips: Roles and Responsibilities in Health and Safety”

8. Internal Responsibility System
Under the OHSA everyone in the workplace has a shared responsibility for health and safety:
Workers
Supervisors
Employers
This concept of an internal responsibility system is based on the principle that the workplace parties themselves are in the best position to identify health and safety issues and develop solutions. One of the key ways in which the IRS is supported in workplaces is through Health and Safety Representatives and Joint Health and Safety Committees.
Under the OHSA everyone in the workplace has a shared responsibility for H&S.
This concept of an Internal Responsibility System often called IRS is based on the principle that the workplace parties are in the best position to identify H&S issues and develop solutions. The employer of the Land Trust is the most senior person in the management capacity. This means that as each Land Trust office is an independent business, EMPLOYER duties in sec. 25 and 26 of OHSA are delegated to Directors, Manager, Supervisors.
One of the key ways in which the IRS is supported in workplaces is through H&S Rep/JHSC. More on that in a moment.
It is important that communication of hazards and controls takes place within the line of authority i.e. Employer, Supervisor, Worker.
The employer is required to ensure that hazards are communicated to workers and that controls are implemented for those hazards.
The supervisor is required to communicate the hazards to the workers and to train the workers (or to ensure that the workers are trained) so that the controls are used properly.
The supervisor must ensure that the workers are using the controls at all times.
The worker is required to report hazards to the supervisor so that controls may be put in place/fixed if broken. If the supervisor is unable to put a control in place (i.e. perhaps because of fiscal constraint) then the supervisor must take this issue to the employer.
If the supervisor does not deal with the hazard reported by the worker then the worker may take the issue to the JHSC or may refuse to work if the situation is likely to endanger. Communication is necessary to ensure worker health & safety.
Eg. Worker must wear a hard hat for a particular job (i.e. mowing grass in an open picnic area). Worker reports to the supervisor that it is hot. Supervisor determines that there is no risk for head injury. A broad brimmed hat (tilly) would be better for heat stress and UV protection. If supervisor does not deal with the workers concern the worker may then go to JHSC/H&S Rep who would present recommendation to the employer.
The OHSA is based on the concept of the Internal Responsibility System (IRS), in which
everyone in the workplace shares responsibility for health and safety according to their
authority and ability. Since the employer has the greatest authority and ability, the employer
bears the greatest responsibility for health and safety.
The employer can delegate but cannot transfer overall responsibility to other workplace parties.

9. Workplace Parties Key Players in the Workplace: Employer Supervisor
Worker
Other Roles or Parties include:
Joint Health & Safety Committee (JHSC)
Certified Member of JHSC
Health and Safety Representative
Constructor
Owner
Supplier
As we discussed in our review of the ‘Internal Responsibility System’ or IRS, there are a number of parties, who have a role to play in keeping the workplace healthy and safe.
Chief among them are the employer, the supervisor, and the worker. You can see others listed on this slide but we will focus on the three main roles right now.
The Act provides definitions for a variety of subjects, including the workplace, and these key roles. Let’s look at the definitions in the Act, to understand the workplace and the workplace parties, better. 9

10. Definitions
Employer
Means a person who employs one or more workers or contracts for the services of one or more workers and includes a contractor or subcontractor who performs work or supplies services and a contractor or subcontractor who undertakes with an owner, constructor, contractor or subcontractor to perform work or supply services.
Among the responsibilities of the employer, is the appointment of COMPETENT SUPERVISORS.
In many small businesses, the employer is the supervisor. 10

11. Definitions (continued)
Supervisor
Means a person who has charge of a workplace or authority over a worker
A supervisor directs the work of others. 11

12. Competent person means a person who,
Is qualified because of knowledge, training and experience to organize the work and its performance
Is familiar with this Act and the regulations that apply to the work, and
Has knowledge of any potential or actual danger to health and safety in the workplace
When an employer appoints a supervisor, the employer must appoint a competent person.
Much of the Act depends on the notion of a “competent person” and that they will see this term used throughout the Act
Have a brief discussion about “competent person”
There is competency for Managers and competency for workers under the OHSA. The definition of “competent worker” is in the Construction Projects Regulation. 12

13. Definitions (continued)
Worker
Means a person who performs work or supplies services for monetary compensation but does not include an inmate …
A person who receives money for the services they perform is a worker under the OHSA. 13

14. What’s New…
Effective immediately, the new definition of worker expands coverage of the OHSA to unpaid co-op students, certain other learners and trainees participating in a work placement in Ontario.
Specifically, the new definition of worker now includes:
Unpaid secondary school students who are participating in a work experience program, authorized by the school board that operates the school in which the students are enrolled,
Other unpaid learners participating in a program approved by a post-secondary institution, and,
Any unpaid trainees who are not employees for the purposes of the ESA because they meet certain conditions.
Volunteers are not covered by this new definition of worker.
VOLUNTEERS
· Volunteers participating should sign an acknowledgement of risk form and waiver of liability.
· Written documentation should be prepared for the project: describe the work; when, where, who is involved; expectations, names and addresses of club volunteers responsible for the project.
· The leaders should keep a permanent record of the project documenting who, what, where, why, and when.
· Volunteer leaders should be qualified to lead. Qualified or COMPETENT under the Occupational Health & Safety Act
· Volunteers should be properly trained for the task.
· Volunteers include trail building and maintenance crews, committee members, and
those assisting with a club function (e.g. club open house) or public activity (e.g.
staffing a club exhibit)
In Ontario, auxiliary members of a police force, members of a volunteer ambulance brigade and members of a volunteer fire brigade are workers and covered under the WSIA. All other volunteers are not covered.
This means that there is no Worker Compensation coverage for volunteers, but doesn't mitigate your responsibility for ensuring their safety if you are directing the work they perform.
As an “employer’ for Volunteers what do I do to ensure their safety?
Provide training How to do it. Show them. What things to look out for.
Teach how to do the job safely. Orient in the policies, procedure and rules and enforce them. Explain what to do when there's an emergency.
Supervise wherever possible. Watch to see that the job is performed correctly. If you're not near where they’re working and they have a question, who should they ask?
Provide the gear or refuse volunteers that don’t provide their own. Visors, gloves, aprons, safety glasses, ear plugs, hard hats, sun screen, whatever. If they're a requirement, ensure the volunteers know how to use them properly and that they wear them.
Explain the job thoroughly and identify risks before they start it. Inform that any unsafe practices and situations they see must be reported.
Ensure they know to ask, ask, ask,. There are no stupid questions, just stupid excuses when something happens because they weren’t clear on the instructions. Communicate!
Inform them not to do anything that they haven't been instructed to do safely and not to do anything they've been told not to do, for anyone! If one is in place, the supervisor rules.
Ensure the rules are followed. Every safety rule is in place because someone paid a price.
Remind them to tell you or the supervisor if they see anything hazardous that may hurt them or someone else. Or, if they see someone else doing something that they know could injure them, make sure they report it. Who is doing it is not as important as what is being done. This isn't ratting, it's a mature move to prevent unnecessary injuries.
If they do get hurt, no matter how minor it may seem, have them report it to you or the supervisor. Remind them that they are not being asked to give until it hurts.
Talk to them and let them know what type of tasks you'll be doing and the training you received. Let them know of any concerns you have or things you see that you don't think are right. Sometimes your parents know things you don't.
Tell them to be honest. If you think the task is beyond their personal capabilities, let you know right away. Ensure they don't take on anything that they can't handle.
Don't assume they can do something they haven't done before without some guidance, instructions or supervision and ensure they never do anything more than what they were actually told to do without checking with you or the supervisor first.

15. VOLUNTEERS
As an “employer’ for Volunteers what do I do to ensure their safety?
Provide training On how to do it. Show them. What things to look out for.
Teach how to do the job safely. Orient them in the policies, procedure and rules and enforce them. Explain what to do when there's an emergency.
Supervise wherever possible. Watch to see that the job is performed correctly. If you're not near where they’re working and they have a question, who should they ask?
Provide the gear, or refuse volunteers that don’t provide their own. Visors, gloves, aprons, safety glasses, ear plugs, hard hats, sun screen, whatever. If they're a requirement, ensure the volunteers know how to use them properly and that they wear them.
A volunteer does not receive money for his/her services and therefore is not a worker under the OHSA. If you are giving money to volunteers for their food or gas, etc. then do not give them the money up front. Have the volunteer complete a “Non OLTA Expense Form” and then reimburse them. If you give them money up front then they can use the money for anything they want (it doesn’t have to be for the purpose it was intended such as food or gas) and then they would be considered workers under the OHSA.
Volunteers however, are directed by you to complete tasks for the betterment of the Land Trust. As a volunteer directed by you, you have the same responsibility to protect them as if they are your employee, including the possibility of a lawsuit should they be injured on the job.

16. VOLUNTEERS
As an “employer’ for Volunteers what do I do to ensure their safety?
Explain the job thoroughly and identify risks before they start it. Inform that any unsafe practices and situations they see must be reported.
Ensure they know to ask, ask, ask,. There are no stupid questions, just stupid excuses when something happens because they weren’t clear on the instructions. Communicate!
Inform them not to do anything that they haven't been instructed to do safely and not to do anything they've been told not to do, for anyone! If one is in place, the supervisor rules.

17. VOLUNTEERS cont’d
As an “employer’ for Volunteers what do I do to ensure their safety?
Ensure the rules are followed. Every safety rule is in place because someone paid a price.
Remind them to tell you or the supervisor if they see anything hazardous that may hurt them or someone else. Or, if they see someone else doing something that they know could injure them, make sure they report it. Who is doing it is not as important as what is being done. This isn't ratting, it's a mature move to prevent unnecessary injuries.
If they do get hurt, no matter how minor it may seem, have them report it to you or the supervisor. Remind them that they are not being asked to give until it hurts.

18. VOLUNTEERS cont’d
As an “employer’ for Volunteers what do I do to ensure their safety?
Talk to them and let them know what type of tasks you'll be doing and the training you received. Let them know of any concerns you have or things you see that you don't think are right. Sometimes your parents know things you don't.
Tell them to be honest. If you think the task is beyond their personal capabilities, let you know right away. Ensure they don't take on anything that they can't handle.
Don't assume they can do something they haven't done before without some guidance, instructions or supervision and ensure they never do anything more than what they were actually told to do without checking with you or the supervisor first.

19. What Does the Law Require
Under the OHSA, employers who employ more than five workers are required to take measures to ensure a safe workplace, such as: 1. Develop and review annually a health and safety policy and a program. 2. Develop and review annually a workplace violence and harassment prevention policy and program. 3. Know their responsibilities. 4. Communicate to workers their rights and responsibilities.

20. What Does the Law Require cont’d
5. Ensure that a health and safety representative (HSR) is selected, or joint health and safety committee (JHSC) established, to perform inspections and audit the health and safety program. 6. Recognize hazards that exist in the workplace and assess and control all hazards that have the potential to cause injuries or illness. 7. Inform workers about hazards and provide training and equipment for workers to follow safe work practices and procedures at all times.
When calculating the number of workers in the workplace, include both part-time and full-time staff.
Organizations employing five or fewer employees must comply with items 2, 3, 4, 6 and 7 in the above list, unless otherwise directed. OHSA s. 8(2), 9(3), 25(4) and

21. OHSA Enforcement What happens if I don’t comply?
Non-compliance with the OHSA or regulations may result in orders, fines and/or penalties. If convicted of an offence under the Act, an individual can be fined up to $25,000 per offence and/or imprisoned for up to 12 months. The maximum fine for a corporation convicted of an offence is $500,000. OHSA s. 66
If a charge is laid against a business or a person, the onus is on that business or person to PROVE that they took every reasonable precaution in the circumstances to prevent the accident/injury or illness from occurring. This is referred to as due diligence and an employer can demonstrate this by KNOWING the obligations under the OHSA and showing that there was and is a functioning health and safety program in place.

22. OHSA Enforcement cont’d
Ministry of Labour Orders
Copies of Orders and Reports shall be:
Posted in the workplace;
Given to the JHSC or H&S Representative; and
Given to a complainant (by the Inspector if requested)
If an Order is issued, a Notice of Compliance shall be:
Submitted to MOL within 3 days of compliance;
Signed by Employer or Constructor
Accompanied by a statement by a worker representative; and
Posted in the workplace
If you receive a MOL Order, you are required to do the following:
Post them in the workplace
Give them to JHSC or HSR
Provide to a MOL Inspector if requested
Order may have “Notice of Compliance”. In this case, you are required to do the following:
Submit to MOL within 3 days of compliance;
Sign the order;
Ensure the statement of a worker representative is attached;
Post the Notice of Compliance in the workplace
Appeals of MOL Orders may be filed within 30 days of receipt at the Ontario Labour Relations Board
OLRB may suspend the Order, pending the appeal hearing. All OLRB decisions are final.

23. Due Diligence Establishing a Due Diligence Defense
To establish a due diligence defense, a proper OHS system designed to protect the health and safety of workers must be in place and operating effectively before an offence occurs.
Factors examined by courts in determining due diligence includes:
Identification and assessment of all workplace hazards
Corrective action to minimize hazards
Written policies, programs and procedures
Information, education, and training
Monitoring to ensure compliance
Ongoing program evaluation and improvement
Ways of proving due diligence
To exercise due diligence, an employer must appoint competent supervisors as defined in the OHSA
Implement a plan to identify possible workplace hazards and carry out the appropriate corrective action to prevent accidents or injuries arising from these hazards including worker training
In the court case where the defence of due diligence was initially recognized for public welfare statutes (R. v. City of Sault Ste. Marie, 1978) the Supreme Court of Canada stated that the “reasonable care branch of the defense would be met if the employer could show that it had developed a proper system to prevent commission of the offence” and that “ reasonable steps [had been taken] to ensure the effective operation of the system.”
All the elements of a “due diligence program” must be in effect before any accident or injury occurs otherwise the defense of due diligence won’t hold up in court.

24. Common Misconceptions in Small Businesses
Serious hazards do not exist in small businesses
Formal health and safety programs are not necessary
Because our resources are limited, we are not required to put health and safety programs in place

25. How am I doing now?
Let’s review and check those that apply for your organization:
I am familiar with the OHSA and Regulations.
I have a written health and safety policy posted in my workplace.
I have a written violence and harassment policy posted in my workplace
I have trained my workers in the hazards of the job, and what they should do to prevent injury.
I have a reporting system in place so that employees can notify me of hazards and injuries.
I have a process in place to return injured workers safely back to work
I have emergency procedures in place, and employees are aware of their role.

26. 7 Steps to Building your H&S Progam
STEP 1: ESTABLISH A HEALTH AND SAFETY REPRESENTATIVE/ JOINT HEALTH AND SAFETY COMMITTEE STEP 2: POST DOCUMENTS STEP 3: ESTABLISH A HEALTH AND SAFETY POLICY AND PROGRAM STEP 4: WORKPLACE INSPECTIONS AND HAZARD CONTROL STEP 5: INJURED OR ILL WORKER AND EMERGENCY PLANS STEP 6: INCIDENT/ACCIDENT REPORTING AND INVESTIGATIONS STEP 7: TRAINING AND EDUCATION

27. Step 1: Establish HSR/JHSC
Businesses that have 6-19 employees must have a HSR; businesses with 20 or more employees must have a JHSC
HSR/JHSC worker member must be non-management, selected by the workers (or trade union)
The primary functions of the HSR/JHSC are to identify workplace hazards and to make recommendations to the employer regarding ways to control the hazards.
Depending on the size of your organization or the substances in use, you may need to have a health and safety representative selected or establish a joint health and safety committee.
Businesses that have 6-19 employees must have an HSR; businesses with 20 or more employees must have a JHSC
A JHSC shall have at least two members in a workplace with fewer than 50 workers, and at least four members in a workplace with more than 50 workers OHSA 9(6)(a)(b)
HSR/JHSC worker member must be non-management, selected by the workers or a trade union OHSA s. 8(5) & 9(8)
The JHSC member names and work locations must be posted in a place where all workers have access OHSA s. 9(32)
The HSR/JHSC is responsible for:
Inspecting the workplace monthly
Identifying health and safety hazards and making recommendations
Assisting in critical or fatal incident investigations
Making written recommendations for improvements

28. Step 2: Post Documents
In addition to the items listed, it is also considered best practice to post:
Workplace Inspection Reporting Forms
Minutes of the JHSC meetings
Emergency procedures and evacuation plan

29. Step 3: Establish H&S Policy and Program
Policy Statement:
Policy states a commitment to the health and safety of its employees. The policy is to protect and promote employees health and safety, and to take every reasonable precaution to provide workplaces that are safe, healthy and free from harassment and violence.
Purpose:
Establish an enterprise framework for occupational health and safety by providing strategic direction;
Provide direction regarding compliance with statutory requirements for occupational health and safety;
Requirement under section 25(2)(j) of the OHSA
Provide copies of Policy Statements

30. Step 4: Workplace Inspections & Hazard Control
A worker member or members of a JHSC, or a HSR must inspect the physical condition of the workplace at least once a month
If this is not practical, the OHSA allows for a portion of the workplace to be inspected each month, resulting in the entire workplace being inspected each year
The timing of the inspection will be mutually agreed upon between the supervisor of the workplace, and the worker member
The members of the committee must designate a member representing the workers to inspect the workplace.
If possible, the member designated shall be a certified member.
It is not required to designate the same member to perform all inspections or to perform all of a particular inspection

31. Hazard Assessment
Is the process for determining if a worker is at risk of potential or actual exposure to workplace hazards. A workplace hazard is any condition, situation or thing that has the potential to cause injury or illness to a worker, or damage to property. Risk is the chance or probability that a worker will be harmed if exposed to the hazard.
For example:
A workplace may have asbestos insulation, which is a known hazard having the potential to cause harm to a worker. If the asbestos insulation is maintained in good condition there is no potential for worker exposure to friable asbestos fibers. In this case the asbestos “hazard” does not represent a “risk” to the health of a worker.
The following are factors that influence the degree of risk:
The amount of level of exposure
The duration of exposure
The routes of exposure
The strength or potency of the agent
The part of the body exposed

32. Step 5: Injured or Ill Worker and Emergency Plans
Emergency Plans are procedures for dealing with such sudden unexpected situations as fires, explosions, violent occurrences or natural hazards
The objective of the plan is to minimize fatalities, injuries and damage
Emergency plans should include evacuation plans, emergency contact information, and first aid information

33. Step 6: Incident/Accident Reporting and Investigations
Employers must report ALL incidents causing injury at the workplace.
It is considered “best practice” to also document “Near Misses” as these provide insight into potential hazards.
Incidents that result in medical aid or lost time from work must be reported to the WSIB using Form 7, the HSR/JHSC (and union if any)
Incidents involving occupational illness, critical injury, or fatality require reporting to the MOL in addition to the bodies listed above
Incident reporting procedures should be developed and reviewed with employees
• All employees should be encouraged to immediately report any hazardous conditions that they observe, as this is an effective method of preventing incidents and injuries.
Reviewing and analyzing reported hazards and incidents can indicate trends that are occurring in your workplace, as well as injury-prevention opportunities.
What do I need to report externally?
Incidents that result in medical aid or lost time from work must be reported to the WSIB using Form 7, the HSR/JHSC and the union, if any.
Incidents involving occupational illness, critical injury (as defined by regulation 834) or fatality require reporting to the Ministry of Labour in addition to the HSR/JHSC, union, if any, and WSIB.
A thorough and timely investigation of a hazard or near miss establishes root cause before an injury occurs. At that point, controls can be put in place to prevent further damage to a person, equipment or property.
All too often, investigations occur only after an injury has been sustained. In addition, supervisors conducting investigations are often doing so without having received the appropriate investigation training. This makes it difficult for them to sufficiently establish root cause. The result is often the identification of immediate rather than root cause. For most incidents, the best person to conduct the investigation is the supervisor or employer. However, the HSR/JHSC should be part of the investigation of critical injuries or fatalities. OHSA s. 8(14) & 9(31) As a result, the HSR/JHSC would also benefit from training.
In Ontario, auxiliary members of a police force, members of a volunteer ambulance brigade and members of a volunteer fire brigade are workers and covered under the WSIA. All other volunteers are not covered.
This means that there is no Worker Compensation coverage for volunteers, but doesn't mitigate your responsibility for ensuring their safety if you are directing the work they perform.
As an “employer’ for Volunteers what do I do to ensure their safety?
Provide training How to do it. Show them. What things to look out for.
Teach how to do the job safely. Orient in the policies, procedure and rules and enforce them. Explain what to do when there's an emergency.
Supervise wherever possible. Watch to see that the job is performed correctly. If you're not near where they’re working and they have a question, who should they ask?
Provide the gear or refuse volunteers that don’t provide their own. Visors, gloves, aprons, safety glasses, ear plugs, hard hats, sun screen, whatever. If they're a requirement, ensure the volunteers know how to use them properly and that they wear them.
Explain the job thoroughly and identify risks before they start it. Inform that any unsafe practices and situations they see must be reported.
Ensure they know to ask, ask, ask,. There are no stupid questions, just stupid excuses when something happens because they weren’t clear on the instructions. Communicate!
Inform them not to do anything that they haven't been instructed to do safely and not to do anything they've been told not to do, for anyone! If one is in place, the supervisor rules.
Ensure the rules are followed. Every safety rule is in place because someone paid a price.
Remind them to tell you or the supervisor if they see anything hazardous that may hurt them or someone else. Or, if they see someone else doing something that they know could injure them, make sure they report it. Who is doing it is not as important as what is being done. This isn't ratting, it's a mature move to prevent unnecessary injuries.
If they do get hurt, no matter how minor it may seem, have them report it to you or the supervisor. Remind them that they are not being asked to give until it hurts.
Talk to them and let them know what type of tasks you'll be doing and the training you received. Let them know of any concerns you have or things you see that you don't think are right. Sometimes your parents know things you don't.
Tell them to be honest. If you think the task is beyond their personal capabilities, let you know right away. Ensure they don't take on anything that they can't handle.
Don't assume they can do something they haven't done before without some guidance, instructions or supervision and ensure they never do anything more than what they were actually told to do without checking with you or the supervisor first.

34. Step 7: Training and Education
A successful health and safety program requires the participation and support of all workplace parties.
Effective July 1, 2014 all workers and supervisors must receive “Mandatory Health and Safety Awareness Training”
Free training resources can be found at the MOL website
Training for staff to also include:
Job specific hazard awareness
Overview of health and safety program
Information about rights and responsibilities

35. Home Office Safety Issues with telework arrangements:
home office becomes the workplace
workstation design and arrangement (ergonomics)
working alone
safe work environment
workers compensation and occupational health and safety laws

36. Home Office Safety Checklist
Fire Protection
Is there a smoke alarm?
Is there clear access to a fire extinguisher?
Is there a carbon monoxide detector in
areas where there are fuel-burning
appliances?

37. Home Office Safety Checklist
Emergency Procedures
Has an evacuation plan been established?
Are the first aid supplies adequate?
Are emergency contact numbers posted near the telephone?
Has a periodic contact schedule been established?
Does your office contact know how to reach someone near you in the event of an emergency?

38. Home Office Safety Checklist
Electrical Safety
Are extension cords in good condition and positioned properly?
Are cords and cables causing a tripping hazard?
Are outlets grounded and not overloaded?
Is there surge protection for electrical equipment?
Is there sufficient ventilation for electrical equipment?

39. Working From Home
develop a policy which outlines what work can be done from home
determine how the home office (workplace) will be inspected
determine what areas are considered the workplace when at home (bathroom, kitchen?)
worker must report injuries
how will you investigate accidents and injuries?

40. WSIB
If you have employees you must register with the WSIB within 10 days of hiring your first worker.  If you are required by law to register, private coverage is not a substitute.
Almost all businesses need to register, whether their workers are full-time or part-time.
Self-employed persons have the option to carry coverage
If you are not sure about whether or not your business needs to be registered, call the Registration Hotline at

41. WSIB
Employer is responsible to check with WSIB, preferably in writing, to determine if you must register
Employer will be charged prior unpaid premiums, plus interest and penalties.
A corporation may be fined up to $100,000 for each offence.
Individuals (executive directors) may also be charged with an offence, and if found guilty may be fined up to $25,000 or sentenced to six months imprisonment or both for each offence.

42. WSIB
There are a few industries that do not have to register. These include:
Banks, trusts and insurance companies
Computer software developers
Private health care practices (such as those of doctors and chiropractors)
Trade unions
Private day cares
Travel agencies
Clubs (such as health clubs)
Photographers
Barbers, hair salons, and shoe-shine stands
Taxidermists
Funeral directing and embalming

43. In Summary
Supervisors must take every reasonable precaution for worker protection:
Understand their obligations and ensure compliance with the OHSA, its regulations and other relevant legislation
Support all workplace parties to prevent accidents and promote a safe and healthy workplace
Advise workers of actual or potential workplace hazards
Provide training in safe work practices and protective devices
You as the Supervisor/Manager are a Safety Leader.
You lead by actively demonstrating that safety is important, every day, through your actions.
While some responsibilities and authority can be delegated, accountability cannot. The supervisor is accountable for see that the duties and responsibilities under the OHSA and the Regulations made under it are carried out in the workplace.
A Supervisor’s Work Readiness Means:
I am knowledgeable of legislation, policies, procedures which pertain to the work
I planned the work according to equipment, materials, process, environment, staff
I know the hazards of the work
I anticipated hazards which could occur
I considered ways of eliminating hazards
I developed hazard controls
I trained and instructed the workers
I considered the actions in case something goes wrong
No matter how good or well intended a program is, the critical ingredient for success is you, the supervisor and manager.

44. Questions?