Canadian Occupational Safety

6 Canadian Occupational Safety www.cos-mag.com HEALTH & SAFETY NEWS New Brunswick updates OHS act O n June 1 amendments to the New Brunswick Occupational Health and Safety Act came into force. Employers with more than 20 employees throughout N.B. (as opposed to a single workplace) are now required to establish a written safety policy. They also must develop a written health and safety program. This program must include: • health and safety training and supervision of employees • preparing written work procedures and codes of practice • identifying the types of work for which work safety procedures should be implemented, including a hazard identifi cation system that establishes protocols for inspection, timely reporting and prompt followup and control • a system for the investigation of hazardous occurrences that determines the causes and identifi es strategies to prevent recurrences • a record management system that includes reports of employee training, accident statistics, work procedures, health and safety inspections, maintenance, followup and investigations • monitoring the implementation and effectiveness of the program. oRientation Under the updated act, new employees are required to receive orientation and training specifi c to their position or place of employment before beginning work. A new employee includes those who: • hold a new position • are new to the place of employment • are returning to a position or place of employment in which the hazards have changed • are under 25 years old and returning to a position or place of employment after an absence of six months • are affected by a change in hazards of a position or place of employment. Orientation must include any rights, liabilities and duties of an employee as stipulated within the OHS act. It must review health and safety procedures and codes of practice related to the new employee's job tasks, fi rst-aid facility locations and how to obtain fi rst aid, procedures related to reporting illness and injuries and the use of personal protective equipment. reporting Under the new act, employers must immediately notify the New Brunswick Occupational Health and Safety Commission where an injury results in a loss of consciousness, amputation, a fracture to any part of the body except fi ngers or toes, a burn that requires medical attention, a loss of vision, a deep laceration, admission to hospital as an in-patient or death. Employers will also have to inform the commission if a catastrophic event or a catastrophic equipment failure occurs that either results, or could have resulted, in an injury. Manitoba to crack down on workers' compensation offenders By Sabrina Nanji W orkers' compensation offenders in Manitoba could soon be facing stiffer penalties after the government passed legislation designed to bolster illness and injury prevention. Bill 65, which received royal assent in June, increases fi nes for violations under the Workers Compen- sation Act — such as false claims or failure to report injuries. Maximum fi nes for workers will be $5,000 (previously $1,500) and employers can face fi nes of up to $50,000 (up from $7,500). The maximum jail term will be extended to six months, up from three months. The legislation will also make compliance and prevention amendments to the act. One change is to broaden and clarify the offences of claim suppression and discriminatory action, as well as a reverse onus for discriminatory action on employers, said Erna Braun, Manitoba's labour minister. "Bill 65 will help ensure a level playing fi eld for the vast majority of Manitoba employers who willingly comply with their obligations, and will also protect vulnerable workers by promoting compliance and raising awareness," Braun said. The legislation supports compliance activities by requiring employers to provide records and allows the Workers Compensation Board of Manitoba to inspect workplaces. It also safeguards rights by establishing an appeal process for administrative penalties. The legislation also trumpets a SAFE Work Manitoba service dedicated to prevention, and provides incentives for employers who take genuine prevention activities. Since 1999, Manitoba has doubled the number of safety offi cers as well as the number of annual workplace inspections. Last year, more than 14,000 inspections spawned 8,000 improvement orders, 700 stop-work orders and 17 adminis- trative penalties. Kevin Rebeck, president of the Manitoba Federation of Labour, applauded the legislation as it prohibits an employer from discriminating against an employee for exercising her rights — and instead puts the onus on the employer. "If someone claims there is discriminatory action related to their making a claim or exercising their rights, it is now the employer that has to prove that's not the case," he said. "It's often people who are fairly intimidated already that are putting themselves out there to raise a concern — and subjecting them to prove it is tough on them, while they're trying to do their regular work life." Establishing a designated prevention arm (with a bigger mandate than that of SAFE Work) would increase health and safety for Manitoba workers, he said. "To actually fi nd a way to award safe behaviours and safety investments — if we do that, there will be less accidents overall, it makes a lot of sense," he said. "I think the employer community isn't 100 per cent clear what that would look like and, as a result, are fearful as people are often fearful of change. They're clinging to a system that is broken." Sabrina Nanji writes for Canadian Safety Reporter, a sister publication of COS. Saskatchewan implements mandatory fl u shot policy S askatchewan health-care workers will be required to either get a fl u shot or wear a mask while deliv- ering care and services to patients during fl u season this fall. Following the strong recommendation of Sas- katchewan's medical health offi cers and other health system leaders, health regions are proceeding with an "immunize-or- mask" policy for staff during the 2014-15 fl u season. Health-care staff who are not immunized for infl uenza this fall will be required to wear a mask in patient or client care areas. "Health regions are committed to pro- tecting the health of our patients and making health-care environments as safe as possible for patients and staff alike," said David Fan, CEO of Prairie North Health Region. "This policy is another way to prevent the s pread of infl uenza among patients and staff in our facilities." Currently, only about 50 per cent of health-care staff and physicians in Saskatchewan voluntarily get an annual fl u shot. The Saskatchewan Medical Association supports the new policy. Its president Dalibor Slavik noted fl u shots and masks are effective methods of preventing the spread of the disease. The Saskatchewan Registered Nurses' Association also backs the policy. "We support this immunization initiative and encourage all (nurses) to protect your patients, your family, your co-workers and yourselves by getting your seasonal fl u shot or by wearing a mask," said executive direc- tor Karen Eisler. Saskatchewan will be the second prov- ince in Canada, after British Columbia, to introduce an immunize-or-mask policy. The policy is being fi nalized as discussions continue with health-care provider organizations and unions.

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