Happy New Year 2012! Workwell is still alive!

Another year has quickly passed and 2011 was a busy year, however fasten your seatbelts as 2012 should have lots in store for Health and Safety professionals!

Some things are speculation and others are a surety.

We no longer need to speculate as to whether Workwell will still be around and continue to be managed by WSIB in 2012. With all of the Bill 160 amendments last year, coupled with the shift of injury prevention from WSIB to the MOL, we have recently been assured that the Workwell program for 2012 is alive and will remain under the direction of WSIB. This month the Board will commence its selection process of employers, from across all work sectors in Ontario, who have experienced a higher than normal injury frequency rate in 2010 than their Rate Group average and these employers may be targeted for a Workwell Audit in 2012. The revised WSIB Workwell Core Health and Safety Audit of June 2011 is tougher than ever before and employers who receive their notice from the Board in the first quarter of this year would be well advised to consider sourcing help from a health and safety provider in order to achieve a passing score. The cost of this service is far outweighed by the benefits of using a professional service. We still continue to offer you an absolutely FREE WSIB Workwell Audit Gap Analysis consisting of 4-hours for any client facing a Workwell Audit, again, absolutely FREE with NO obligation to use our services.

Another item that needs no speculation is the continuation of the MOL Blitz program for 2012. The first Blitz this year is scheduled for February 1-29 on Musculoskeletal Disorders (MSD) across all 4 work sectors, Industrial, Health care, Construction and Mining. This program has proven to be very successful in reducing injuries in Ontario according to the MOL and therefore will not be going away anytime in the near future.

The Construction Sector, Trade Specific, is the target of the March 1-31 Blitz so contractors beware!

This still leaves us with an area of speculation as to WHAT else will/may happen and exactly WHEN it will/may happen. This is in direct reference to the implementation of the many recommendations made by the Dean panel, some of which came into effect June 1, 2011 as Bill 160 and others which will take place in the future and some as soon as April 1, 2012.

The new Chief Prevention Officer (CPO), Mr. George Gritziotis, was appointed in October and as such has the responsibility to establish the province’s occupational health and safety strategy. Here are some of the planned improvements:

• A proposed regulation to provide more support to workers and small businesses regarding Reprisals (section 50 of OHSA).
• A consultation process for a new poster outlining the basic rights and responsibilities of the workplace parties under the Act has begun. This may (likely will) become a mandatory posting for all workplaces in the near future.
• A Health and Safety awareness workbook for workers and an employer guide to the program has been prepared for consultation as well. Since there is mention of an Equivalency Guideline for Employers in their document we would guess that this minimum entry level training requirement may (likely will) become mandatory and will be enforced throughout all workplaces in the near future.
• More powers given to JHSC co-chairs with regard to submitting written recommendations when the committee has failed to reach a consensus.
• Mandatory training requirements for Health and Safety Representatives.
• A full review and update of the certification training requirements for JHSC Certified Members, including the possibility of establishing a 3-year expiry.

Sounds like a rather fun-packed year ahead!

We are fully committed to providing our clients with the level of experience, expertise and service they have come to expect from Busch Training throughout this New Year.

If you haven’t tried us then please feel free to contact us through this website, we’ll setup a meeting, provide you with a quote and commit to providing the services we offer, to your satisfaction.

If you receive the dreaded WSIB Workwell notice over the next few months, do NOT panic, simply contact us and we’ll provide you with a 4-hour consultation and gap analysis absolutely FREE of charge! You have our personal guarantee.

NEW Workwell Audit for April 2011 Now Available

Approximately May 1^st the new WSIB Workwell Core Health and Safety Audit became available on the Board’s website. Just follow our link on our Home page and it will take you directly there. You can download this pdf file immediately.

This new audit will be used for any employers who are scheduled for the audit as of February 14^th this year.

There are some changes we would like to mention and as well it appears there are some misprints and errors.

First note the change in the titles for the audit element matrix (pg. 12) from what used to be known as “Guidelines” to “Requirements”. This simply means that rather than a non-compulsory guideline these items are now enforced by the auditor as being required by the audit. This is very serious.

Element 1.2 is new as it deals with the posting of the Workplace Violence and Harassment Policies, Bill 168.

Element 3.1(f) insists that the Employer post the MOL Guide to the OHSA, which interestingly is no longer available in print as a small booklet and must now be downloaded as a pdf from the MOL website, printed and posted as a 8.5×11 – 79 page document.

Element 4.2(c) Emergency response has had a few more situations added which appear to reflect some current trends such as, fall arrest/high angle rescue, entrapment and motor vehicle incidents.

Be sure to read Element 4.2(f) Lockout and 4.2(g) Confined Space very carefully as there are some changes.

Element 4.2(i) is conspicuous due to its absence. Don’t know yet whether this was intentional or a mistake. The elements go from ‘h’ to ‘j’ so it was missed however the total scoring for Element 4 includes 10 points for this section, so maybe the Board doesn’t audit their own work as they do their clients?

A similar situation applies to Element 5.2(b) where the scoring is missing altogether, so maybe the Board really doesn’t audit their own work?

Element 11.1(c) has changed significantly. This used to simply ask if the employer responds to written recommendations from the JHSC within 21 days. Since most employers have never received a written recommendation the answer was a “no brainer” of course they do! Now the question is “does the employer actively support the activities of the JHSC” which is a far more involved and interesting question.

These are the major changes that we found however you would do well to study each “requirement” very carefully when modifying your procedures as there are some minor word changes in other elements of the document. 

And above all don’t forget that at Busch Training we offer you an absolutely FREE WSIB Workwell Audit Gap Analysis consisting of 4-hours for any client facing a Workwell Audit, again, absolutely FREE with NO obligation to use our services. 

Check it out, to the best of our knowledge, no one else will give you that!

FREE WSIB Workwell Audit Assistance!!!

Need assistance with your Workwell Audit?

It can be a very costly process?

We have the solution!

At Busch Training we have been helping clients to prepare for their WSIB Workwell Audit for over 12 years and for FREE!

Sounds too good to be true?

What do you get for FREE?

You will get a four, YES, 4-HOUR GAP ANALYSIS, based on a unique Excel spreadsheet format.

You will have your current Health and Safety Program documentation scored against all 12 elements of the WSIB Workwell Audit.

You will receive pre-audit tips and suggestions as you guide us through your entire facility.

You will receive, upon your request only, a very competitive written quotation on the spot, but only if you believe you will be requiring more assistance beyond these 4-hours.

Remember, there is absolutely NO OBLIGATION whatsoever to use our services after you have received your FREE 4-hours!

At Busch Training it is our firm intention to do whatever we can to help you pass your Workwell Audit on your 1^st attempt, so that you can focus your attention on the day to day operations of your business while at the same time meet or exceed your obligations under the Occupational Health and Safety Act.

If you have been selected for a Workwell Audit, why wouldn’t you take advantage of this FREE offer, see our ‘Workwell Audit Preparation’ page under ‘Services’

WSIB Workwell Audit 2011!!!

March 1^st is here! This day is not only the deadline for purchasing your RSP but it also marks the beginning of the WSIB annual Workwell Audit season. The Board has recently selected a list of businesses, covering all sectors across Ontario, for their Workwell Audit and notification letters are being received by clients as we speak.

What does this process involve, if you have met their selection criteria?

An auditor has been assigned to your file and will contact you to set a date for the first phase of this evaluation process. On that date the auditor will meet with the employer and the Worker Health and Safety Representative or a Worker Member of your JHSC. The auditor will examine all of your documents pertaining to your Health and Safety policies and procedures. They will make observations in your facility and interview workers on the job. They will conduct an inspection of the workplace looking for specific requirements. Keep in mind that the auditor is NOT a MOL Inspector and therefore has no authority to write compliance or stop-work orders. All of their findings will be scored against the Workwell Audit standard. The Workwell Audit involves 12 basic elements with each element divided into sub-elements. The scoring has been established for each of these sub-elements and is based on achieving either full marks or NO marks. There are no part marks. The pass is 75%. WSIB Workwell Audit statistics reveal that less than 20% of businesses pass the first audit. Our experience over the past 22 years shows that clients generally score 20% to 30% at best on this first audit. The auditor will follow-up by sending you the first Workwell Audit report within 2 weeks. Should you pass this first audit take a big sigh of relief and pat yourself on the back! Should you fail, your auditor will schedule a second evaluation after 6 months. At this second visit the auditor will score only those elements you had failed and hopefully you will pass. By the way the Board’s statistics on second audits are much more encouraging with only about a 20% fail rate. A failure would result in an additional charge being assessed to your account. We at Busch Training have never experienced a failure on a second audit with any of our clients.

To read more about the Workwell Audit process, follow the link on our ‘Home’ page to WSIB’s ‘Prevention’ page.

HOW CAN WE HELP?

We have successfully developed an Occupational Health and Safety Management System to suit the needs of the WSIB Workwell Audit. This system of procedures along with our training will not only provide you with a passing grade on the audit but will also ensure you meet your ‘Due Diligence’ obligations as an employer in Ontario, thereby meeting or exceeding the needs of the Occupational Health and Safety Act.

 If you have been selected for a Workwell Audit, we offer you a four (4) hour audit preparation consultation and it is absolutely FREE with NO OBLIGATION whatsoever!

 Why not take advantage of this FREE offer, see our ‘Workwell Audit Preparation’ page under ‘Services’.

WSIB Workplace Injury Summary Report

Through the past 12 years we have developed Health and Safety Programs for many clients, whether it was in response to a WSIB Workwell Audit or a MOL Compliance Order or simply because you wanted to have a more in depth program to ensure your Due Diligence as an employer. During this process we established both responsibilities and accountabilities for any contractors that perform any services for you at your organization i.e. electrical, landscaping or cleaners. We recommended that you request certain documents from these companies on either an annual basis or in the case of a WSIB Clearance Certificate every 60 days. By the way check out the WSIB website Clearance Certificates will be valid for 90 days instead of 60. One of the annual documents would be a CAD7 report if this company would actually be registered with WSIB as a Contractor, or a NEER or MAP report for any other providers. However these reports often provide dollar figures and even names of injured workers and of course these companies are often reluctant to provide these reports to you. Now you can request that they provide you with a new WSIB form “WSIB Workplace Injury Summary Report” This form provides you with the information you really need to know in order to keep current with the safety statistics of these service providers, but without any of the information you really don’t need due to privacy concerns. As well if your customers are asking you to provide such documentation you can simply request that WSIB provide this form to you so that you in turn can provide it to your customers.

While we are speaking about WSIB Workwell Audits another selection process is currently taking place and letters will be sent out to any clients meeting the Board’s criteria. Should you receive such a letter DO NOT PANIC, simply give us a call or email. Don’t forget we have offered an absolutely FREE 4-hour consultation (gap analysis) to any employer notified of a pending audit by the Board and we continue to make this offer year after year. There is NO OBLIGATION to use our services but please give us the opportunity to provide this service to you, we do the same for dozens of new clients each year.

MOL Blitz on MSDs Continues

Fall is here and where did the summer go! It was great but now back to the reality of MOL Blitzes.

The current MOL Blitz focuses once again on MSDs (musculoskeletal disorders) as it did in April 2009. It will continue until November 15^th so if you haven’t been selected yet don’t get too complacent. Inspectors will be looking at any job tasks or activities that require workers to exert force, fixed or awkward postures or repetition. MDSs are injuries and disorders of the muscles, tendons and nerves that can develop as a result of continued exposure to repetitive work, awkward postures and other factors.

MOL statistics show that in 2008, 43% of all lost time injuries involved MSDs, amounting to more than 33,000 injured workers.

What will any of the 430 MOL inspectors look for?

Your first concern should be “does your company have a written policy/procedure/program dealing with MSDs”?

In our commitment to be your Health and Safety provider we are well equipped to assist you with this initial step and can also help you with implementation of your program.

The “Spring Blitz” resulted in 4,541 orders being issued across the province, 601 of these orders were regarding MSD issues.

Be prepared for this “Fall Blitz”! 

We can help! 

For more information on “Blitzes” use our link to the MOL website and search under “blitzes”.

Spring is here!

One of the first signs of Spring, other than the return of the robins, is the playing of the Masters in Augusta Georgia. And even if you are not a golfer you can’t help but notice that Tiger Woods is back!

However Spring is also a time when the new Carswell edition of the OHSA is produced and this year this publication is full of new amendments to both the Act and some Regulations. It is always a good time to replace the green book that is posted in your workplace but even more so this year.

The amendment to the Act is of course the introduction of Bill 168 which comes into force June 15, 2010. Also the MOL’s Guideline to Workplace Violence and Harassment is now available on their website as a free download, so get your copy now. If you have 6 or more workers you must have a policy and program in place by mid-June.

The 11 Designated Substance Regulations have been consolidated into one regulation which really makes more sense.

The Ministry has revised the exposure limits for 23 substances and added 2 new substances to Regulation 833 Control of Exposure to Biological or Chemical Agents.

There are also some changes to the Construction Regulation 213/91 which may affect those employers in the construction sector.

All in all Bill 168 is the single most important change that will dramatically affect most employers in Ontario. The MOL guide will be helpful in assessing the hazards, writing the policy and developing the program however many of you will require some direction and don’t forget about communicating this information to the workforce.

Help is only a phone call away and we are here to be of assistance so simply give us a call or send us an email. Meanwhile watch the Masters and enjoy your weekend!

MOL Blitz on Lift Trucks

The MOL has just announced their monthly blitz for February regarding a focus on lift trucks.

They will check for inspection and maintenance records, that this equipment is being operated by “well trained employees” and that it is being used in a “safe work environment”.

 Just what does this mean?

1. You should have annual inspection records of your lifting equipment available and have the provider’s stickers clearly identified on the masts of the trucks, including the date of inspection (must be dated within the last 12 months). Maintenance records should be up to date, whether you perform this work in-house on an “as required basis” or if you have an outside provider perform this work as a Preventative Maintenance Program.
2. Training records must be up to date. The current standard CSA B335-04 requires that training and retraining must be conducted every 3-years and as well a practical evaluation of the operator’s driving skills performed at the 18-month interval. We would interpret the MOL’s use of the phrase “well trained employees” to include the selection and use of a competent, proven, third party provider as opposed to in-house training. Also that workplace specific rules for the operation of lift trucks be in place and that these are being enforced by supervisory staff knowledgeable in the safe operating practices and procedures.
3. What constitutes a “safe working environment”? In reality there is no such thing as a “safe working environment”, there is and always will be a risk, however employers are expected to make every attempt to reduce the risk to a more tolerable level. The tool used to accomplish this is “Hazard Assessment”. We would therefore suggest that you are able to demonstrate that you have performed a hazard assessment of your facility, in particular to all areas to which lift trucks have access. As well a hazard assessment of the lift truck operator’s job position such as a “Job Task Analysis” or a “Job Safety Analysis” should be completed. This process will identify the hazards, rate these hazards for severity and make recommendations to implement specific control measures. These measures will reduce or eliminate any hazards, in particular those rated as being major and moderate, to a more tolerable and acceptable risk level. The end result is “Safe Operating Procedures” for these operators. Without these SOP’s how can these workers be held accountable?

We can be of assistance to you!

Although we do not perform the required annual inspections and preventative maintenance we can make recommendations for a qualified third party provider.

We certainly can provide the training your operators need, please click on our lift truck on our Home page for more information.

We can also assist you in the hazard assessment process and the development of SOP’s.

Please don’t hesitate to contact us for more information and assistance. We wish all of you success with any MOL visit now or in the future.

Get Your Cell Phone & Electronic Device policy here!

The Highway Traffic Act has been amended and Regulation 366/09 has been passed to clarify exemptions to the ban on cell phone and electronic device use in Ontario.

This new law took effect October 26^th however the police have said they will give motorists a period of grace until Feb. 1^st 2010 to focus on driver education.

Employers should make use of this time period to focus on the education of their workers by getting a policy in place for their employees. Don’t leave this task up to the police or the government.

They won’t do it!

The potential for vicarious liability by employers for any tragic circumstances arising out of a situation where their employee is driving while distracted by the use of any of the prohibited hand-held devices should be enough to cause every employer to act quickly to ban the use of such devices.

Such a policy cannot be overly simple as the KISS (keep it short and sweet) method would suggest. Consideration must not only be given to what is legally acceptable but also to what behavior is acceptable from the viewpoint of the corporate culture of the organization.

We have developed a basic policy for employers that can be adjusted to suit a variety of circumstances including enforcement and consequences for non-compliance.

We can be of assistance, simply contact us, but don’t wait too long and be sorry.

“Do you have your hands-free device yet?”

According to reliable news release sources, October 26^th is the date for the introduction of the ban on the use of hand-held devices while driving a vehicle in Ontario.

This would ban the use of BlackBerrys or any other electronic device to talk, email or text while operating the vehicle.

We’ve heard that police will give us a three-month period to become educated in this requirement but that by next February we could expect to be ticketed. Fines could range from $60-$500 but with no demerit points attached to the penalty.

Hands-free devices are exempt so far, provided they allow voice-activated dialing.

Be careful though as authorities can still charge any driver with careless driving, if they have sufficient evidence. Careless driving really means ‘driving a vehicle on a highway without due care and attention’ and carries a maximum fine of $1,000 and can involve a jail term as well as a license suspension. Serious stuff eh!

If you have started watching the new TV series “Trauma” you were recently shown just what can happen when someone gets so involved with texting while driving at higher speeds on a freeway. The driver caused a very serious crash involving a number of vehicles one of which was a tanker loaded with a flammable liquid which eventually exploded causing even more injuries to innocent parties. It was a very realistic sequence of events with devastating consequences. All of the statistical evidence acquired by the authorities, legal, insurance, medical and others would certainly support the fact that distracted drivers cause accidents.

This new law deals with only one of the means of distraction that we are faced with on a daily basis while driving a vehicle. The real question is “do we have to have everything legislated?” Drivers must be responsible and always held accountable for their actions.

Remember the old 60’s hit parade song “keep your eyes on the road and your hands on the wheel!”