Page 38 - GBC summer 2016

CREATInG A ‘SAfETy CulTuRE’
Due to recent changes to Health and Safety legislation, the expectation is for employers, with the help of their management and supervisors, to build and maintain a “Safety Culture.”
A Safety Culture is one in which the employer, supervisors, and workers co-operate to create a safe and healthy workplace; a workplace where employees feel empowered to contribute to the culture without fear of reprisal. Open two-way communication is the key to develop this type of environment and the following information can be used to build a framework.
Employers must also update training materials prior to beginning the hiring season. It is important to check if there are any new legislated updates or changes that the club needs to be aware of.
For example, WHMIS has changed to WHMIS 2015 throughout Canada, and Bill 132 has been added to the Workplace Violence and Harassment requirements in Ontario. There are also new requirements for Joint Health and Safety Committees that you must be aware of.
InfoRMATIon And oRGAnIZATIon
As part of the hiring process employees must understand that following all safety measures and HR requirements is a part of their job description. Develop an Employee Orientation Agreement document that outlines your facility’s rules regarding safety, chain of command, violence, harass- ment, and mandatory attendance for training sessions.
This Agreement must be included in every employee’s file, including long term experienced workers, and be signed by both the employee and management.
Other documents your hiring package should include:
• Job Description
• Training Documentation Sheet (each department should have its own
sign off sheet with the equipment being utilized specified, and with
General training included on each)
• Minor Youth Parental Consent Form (if applicable)
• Employee Unsafe Work Refusal Document (as required by law)
• Supervisor’s Duties (if applicable)
• Non-Disclosure Agreement as needed
Make a hard copy of all documents and forms prior to the start date and create a folder for each employee.
TRAInInG And doCuMEnTATIon
Before starting their first shift, every employee should be trained as to their duties, informed of all poten- tial hazards by their supervisor or trainer, be provided with personal protective equipment, and trained in its use.
Training, while the most im- portant way of keeping new and young workers safe, is important for all staff, including experienced returning workers. As an employer you must be able to show due diligence if an accident occurs, and as any labour lawyer will tell you, “if it is not written down, it did not happen.” There are three different levels of training:
• General (all employees must
have)
• In-depth (new and young workers) • Refresher (returning experienced
workers)
General training is the basic training that all employees must have and it includes, WHMIS, Violence and Harassment in the Workplace, Worker/Supervisor Safety Awareness, and in Ontario, the Accessibility for Ontarians with Disabilities Act (AODA). This train- ing should occur prior to the employee’s first shift, if possible. Document the attendance and have employees print their names on a sign in sheet to confirm participation. Supervisors should photocopy the sign in sheet and hang it on the Employee Notice Board.
In-Depth and Refresher training differ in the amount of information required before sign off on the training documentation. You should highlight the training required by each employee, and ensure that the department Manager or Supervisor is competent to conduct the required training.
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