Canadian Occupational Safety

5 2019 FEBRUARY/MARCH WORKPLACE NEWS Tailored support effective for young workers with disabilities Y oung adults today have difficulty entering the labour market, especially those with chronic dis- abling conditions. According to Statistics Canada, 44 per cent of young adults with a disability cur- rently participate in the labour market, compared to 61 per cent of those without. Additionally, young adults (ages 18 to 35) with a disability are more likely to be employed on a part-time basis. "There's a clear need for interventions — both policies and programs — within the workplace… as young people are starting their careers," said Arif Jetha, associate scientist at the Institute for Work and Health in Toronto. Jetha conducted a systematic review of the rel- evant research and found success with tailored supported employment interventions for helping young individuals with chronic disabilities succeed on the job. Examples include: • a work placement • tailored vocational coaching • multi-disciplinary support team (rehab profes- sionals, family, employer) • workplace disability awareness training • individualized support. When considering why these interventions are successful, Jetha believes it's due to their multi- dimensional nature. "It involved access to competitive employment, health care management and a work environment intervention," he said. "(This) may be helpful in enabling young people to address some of the psycho- social and physical workplace barriers that they face." Jetha and his colleague surveyed 155 young adults with disabilities and asked what types of support they needed to succeed at work. They identified a signifi- cantly greater need for extended health coverage early in their career. The survey also found there was a clear need for soft accommodations (such as scheduling modifica- tions, workplace social support and modified job duties) over hard accommodations (such as acces- sible work spaces and assistive technologies). "Building a supportive workplace environment tended to mean more for these young people," Jetha said. "That's a really important point… It's these minor adjustments to the work environment that might have the most significant effect in terms of meeting their perceived needs at the early stage of their career." The survey also identified the perceived barriers young people faced with receiving workplace sup- port. The most common were communicating one's needs, a perceived high cost to the employer and assuming a job cannot be modified. It's important to help these young people have a positive experience upon entering the labour market, otherwise it could have a "scarring effect," said Jetha. "Employment experiences during this period can shape one's career trajectory," he said. "Those who face challenges early on in their career are more likely to report underemployment and unemploy- ment later on in their working lives." Alberta banning mandatory high heels in the workplace T he Government of Alberta has announced amendments to the Occupational Health and Safety (OHS) Code that explicitly prohibit employers from requiring workers to use footwear that may pose health and safety risks. "I have heard from many Alberta women in the hospitality industry that this change needs to happen. It's clear that forcing women to wear high heels at work is a bad idea," said Minister of Labour Christina Gray. "This is an important change that will help create healthy work environments where workers can do their jobs safely and not be forced to use footwear that creates potential hazards." The change will provide clarity and prohibit employers from requiring servers and bar- tending staff to wear high heels. Prolonged high heel use is associated with workplace trips, slips, falls, painful foot conditions and musculoskeletal injuries, the government said. "I worked under a mandatory high heel policy and now surgery is the only option to correct the damage done to my feet," said Lisa Caputo, owner, Cibo Bistro in Edmonton. "Working in an environment that prioritizes safety and comfort over looks creates a welcoming workplace. This change will protect women's safety and will help to change the way women are viewed in the workplace." In 2017, Ontario and British Columbia passed laws banning mandatory footwear poli- cies that potentially create hazards for workers. In 2018, Manitoba passed a similar law. CFL, hockey unions calling for more protection for players P rofessional athletes deserve the same health and safety protections as other workers, notably workers' compensation coverage, according to various players' unions. Currently, professional athletes are excluded from such coverage across Canada. Late last year, the group representing more than 3,500 professional athletes met with ministers of labour from British Columbia, Alberta and Saskatchewan. Led by representatives from the Canadian Football League Players' Association (CFLPA), alongside representatives from the Professional Lacrosse Players' Association (PLPA), Professional Hockey Players' Association (PHPA) and the National Hockey League Players' Association (NHLPA), the group outlined their case in support of appropriate workers' compensation coverage for all professional athletes, saying the current policy "has serious flaws that require immediate review." "The current exclusion policy is based on a number of assumptions that may have been valid decades ago when they were drafted, but are no longer relevant or applicable," said Brian Ramsay, executive director of the CFLPA. The group also said the exclusion of professional athletes unfairly restricts them from the standard protections available in every workplace and allows employers to sidestep their full safety responsibilities. "Medical care and rehabilitation services should be the full responsibility of the team that employed these players when the injury occurred," said Ramsay. "Right now, too many of our members are being abandoned by their teams after an injury, and those players are forced to fend for themselves." A 2016 B.C. Supreme Court ruling, and later a Supreme Court of Canada decision, involving a former CFL player precluded professional athletes covered by existing collective agreements from accessing the court system when their injuries are no longer covered by team-supplied medical care and rehabilitation. "We hope to achieve an outcome that brings fairness, balance and most of all, real accountability on the part of team owners in professional sports who need to demonstrate care and respect for the players who work for them," said Ramsay. WCB coverage expanded for Saskatchewan firefighters S askatchewan firefighters will receive presumptive coverage for six cancers, as per a recently announced amendment to the Workers' Compensation Act. Firefighters will be able to file a claim for prostate, skin, breast, cervical and ovarian cancer, as well as multiple myeloma under the occupational disease presumption. This addition makes Saskatchewan a leader in Canada for presumptive coverage for fire- fighters, the government said. "Firefighters are running toward danger as others run away, and face great risks when performing their duties in often challenging situations," said Don Morgan Labour Relations and Workplace Safety Minister. "They also face the potential of dealing with occupational diseases related to their chosen profession." The newly-added cancers also recognize the changing demographics among fire- fighters, with one-half primarily or only impacting women. "This is an important day for firefighters across Saskatchewan," said Lloyd Zwack, president of the Saskatchewan Professional Firefighters Association. "We appreciate the government continuing to recognize the haz- ards we face every day and to know that they are just as committed to our long-term health as we are to keeping the province safe." To apply for workers' compensation, applicants will need to provide a diagno- sis and other required information from a medical professional to support their claim.

• Cover