Canadian Occupational Safety

6 Canadian Occupational Safety | www.cos-mag.com WORKPLACE NEWS Alberta introduces bill to protect fuel, convenience store workers T he government of Alberta has introduced a bill that would require pre-payment for fuel as well as violence prevention plans at convenience stores and gas stations. Over the past three years, "gas-and-dash" incidents and rob- beries at both urban and rural locations in Alberta have resulted in five worker deaths and serious injuries to three other workers. "Our hearts break when we see incidents of violence involving workers. That's why we are taking action to increase safety for retail fuel and convenience store workers… This legislation would better protect workers and prevent violent incidents from happening in Alberta," said Minister of Labour Christina Gray. If passed, the new measures are expected to go into effect June 1. Where pay-at-the-pump technology is not available, retailers can institute other options such as requiring customers to deposit cash or a credit card with the cashier before fuelling begins. Several fuel retailers in Alberta have already established, or are working to establish, mandatory fuel pre-payment polices. "Pre-payment eliminates the risks associated with fuel payments and we applaud the government for taking this important step to protect attendants and the public. We believe this is the right thing to do — and so do the people working at our stations," said Lawrence Richler, vice-president, Canadian products marketing, Husky Energy. Fuel theft and violent incidents at gas stations and convenience stores are a significant concern for law enforcement. The rates of fuel theft incidents reported to police in Alberta rose between 2011-15. The Alberta Association of Chiefs of Police estimates there were over 4,000 incidents across the province in 2015, an average of 12 fuel thefts per day. Alberta's occupational health and safety legislation requires employers to take all reasonable steps to protect the health and safety of their workers. Violence prevention plans help employers reduce the potential for violence through a combination of physical and procedural control measures, said the Alberta government. Among the proposed violence prevention plan requirements is safe cash-handling procedures, a minimal amount of cash available to workers, video monitoring and good visibility within and outside the premises. The government also recommends visible signs indicating to the public that the retailer has video monitoring, uses time-lock safes that can't be opened between 11 p.m. and 5 a.m. and carries limited quantities of certain items, such as cash, lot- tery tickets and tobacco. Employers will also be required to provide personal emergency transmitters for employees working alone and train workers in all aspects of the violence prevention plan. More chief safety officers needed across Canada: Speaker C hief safety officer is a title that is rarely seen — and this has to change, according to a speaker at the annual Canadian Societ y of Safety Engineering's professional development conference. There may be executive vice-presidents of environment, health and safety, but it's just not the same, said Regina McMichael, president of The Learning Factory, speaking at the conference in Halifax on Sept. 20. "As an industry, we have not been able to gather as an organization and say, 'Wait a minute, we should have a 'C' just like the rest of them,' even if it's just symbolic," she said. "We do not have people who are sitting at the table right up front automatically as an assumption in the cor- porate world... We have not demanded that place." Safety is not at the C-suite because safety professionals don't think like executives — but this isn't their fault, said McMichael, who is based in Clemson, S.C. It's only in the last few years that management skills and executive-level concepts have been a part of the vision for the future of the safety professional. In the past, most individuals would have said that technical knowledge is what makes a great safety professional — which is true, but they need much more than that, McMichael said. Safety professionals also don't act like leaders, she added. Part of the reason for this is because no one has taught them how. "If no one has coached you on that, we can't just roll into the room and plop down on the seat and say, 'You need to be safe and do it my way because I said so because I have the technical knowledge.' They will boot us out of the room," she said. "Before we can get to the table, we need to learn how to behave like the rest of the people at the table." As a whole, safety professionals don't understand the business goals of the company. If they work for a public company, a great first step is to read the annual report, McMichael said. Additionally, safety professionals are too compliance- driven. Many have been mentored to be "safety cops" and have "auditor" or "compliance" in their titles. "How do we get out of being looked at like someone who checks off a list or shakes their finger at you when you do something wrong? How do we get away from that reputation when it's in our title?" McMichael asked. Safety managers also do not leverage influencing tech- niques. In order to have influence in an organization, you need to understand what power dynamics exist and how to talk to people in different ways, McMichael said. First, identify the right target — you might be going after the wrong one. For example, if every time you go to your boss with a new idea and he asks, "What does Larry think of this?" Then you know you have to get Larry's buy-in before taking the idea to your boss. The second step is to learn people's motivators and styles. For example, the CFO might be the person who ultimately decides whether or not new safety programs are given the green light. She is the number cruncher and might not respond to the moral imperative, McMichael said. Now, the safety professional needs to figure out how to communicate effectively with her. Showing her the numbers and the return on investment is likely a good place to start. If safety professionals want a seat at the C-suite, they have to look within and be adaptable. "You're not going to be able to change other people. The only person you have power over is yourself, so you have to change you if you want to move forward in your career," McMichael said. "They're not just going to say, 'Here's a hand; let me pull you up to the executive level because you're awesome.' You need to make that change." Upcoming regulations in New Brunswick aim to prevent violence T he government of New Bruns- wick is working with stakehold- ers to develop new workplace regulations under the Occupational Health and Safety Act, aimed at prevent- ing workplace violence. It intends to have the changes in place by April 28, the National Day of Mourning for those who have suffered injury, illness or death on the job. "(The) government is committed to ensuring that all New Brunswick- ers can work in healthy, respectful and inclusive workplaces where all people are valued," said Labour, Employment and Population Growth Minister Gilles LePage. "Education and awareness are crucial and we will continue to educate the public, workers and employers on the importance of creating safe and healthy workplaces that are free from discrimination and harassment." The provincial government has estab- lished a joint steering committee made up of government and labour represen- tatives to advance workers' priorities, including workplace violence. The gov- ernment is also working closely with WorkSafeNB in developing the new reg- ulations, as well as the Muriel McQueen Fergusson Centre for Family Violence Research and Workplace Abuse to better understand the issue. "I am pleased that, after years of advocating for protection under the law, the provincial government has committed to amend regulations to recognize workplace violence as a workplace hazard," said New Bruns- wick Nurses' Union president Paula Doucet. "This is a complex issue that requires a multi-faceted approach by government, labour, employers and the public. Public education is essential to successfully reducing rates of violence in the workplace." Violence in the workplace is con- sidered a problem that goes beyond physical aggression. It can include threatening behaviour (such as throw- ing objects), threats (oral or written), harassment, sexual harassment, bully- ing and verbal abuse (such as the use of condescending language). While certain occupational groups, such as health-care workers, tend to be more at risk of workplace vio- lence, these regulations will impact all workplaces. "All workers deserve to be treated with dignity and respect," LePage said.

• Cover