Category: OHS Updates

Article By: Heather Matthews, AWARE-NS OHS Specialist
Any guess as to the top 10 body parts injured in Healthcare and Community Services workplaces? If you were to ask anyone in these sectors what is the number one body part injured, most would get it right. Backs are the number one body part injured in all six groups (Hospitals, Special Care Homes, Nursing Homes, Ambulance Services, Homecare and Family & Social Services) within our sector. We have developed a chart of the
“Top 10 Body Parts Injured” for each of the six groups that make up Health and Community Services. Shoulder injuries are number two in all groups except Special Care Homes and Homecare, where Multiple Body Parts is their number two.
If we look at the top three body parts injured (back, shoulder and multiple body parts) they make up 69% -74% of all injuries in all six group except for Family and Social Services where their top three only comprise 57% of the body parts injured.
Although we have a huge range of workplace settings (facility based, mobile workplaces and client homes) within our sector the injury result outcomes are much the same. These statistics clear identity the problem but getting to the root cause is much more challenging. There are many factors that may lead to these injuries, one of which is hazard identification and elimination.
The level of hazard identification may vary greatly from organization to organization throughout our sector but most understand the risks that are leading to injuries within their own organizations. We may understand what the hazard is and the outcome results from the identified hazard but are unclear as to how to eliminate it. The inability to eliminate identified hazards that are identified is again a multifaceted issue. There are many contributing factors such as resources (human and mechanical), education, training and workplace culture.

What can you do?

Hazard risk assessments for all units or work areas
There are many links to tools are available in our current newsletter
JSA (Joint Safety Analysis) perform a JSA for each tasked performed
Four basic stages in conducting a JSA are:
- selecting the job to be analyzed
- breaking the job down into a sequence of steps
- identifying potential hazards
- determining preventive measures to overcome these hazards
Review incident reports and near misses and follow through on corrective action
Develop a continuous improvement plan with a focus on elimination of hazards

Top Ten Body Parts Injured By Group in Health Care and Community Services

top 10 body parts

About The Author

Heather Matthews is AWARE-NS’s Occupational Health & Safety Specialist. She received her Bachelor’s degree, majoring in Housing and Facility Management from Mount Saint Vincent University (1989). In 2010, she completed her Certificate in Occupational Health and Safety from Ryerson University. Most recently was the Corporate Health and Safety Manager for Ocean Nutrition Canada a Global Bio Science company where she was responsible for the development and implementation of the Health and Safety program. Developing a strong safety culture though leadership, training and education has been her primary focus.

Tags heather matthews, workplace injuries

The province’s goal is to make Nova Scotia the safest place to work in Canada. Nova Scotia’s government, employers and employees each have a role to play in helping us achieve this, and we have to act.
Since January 2010, administrative penalties have been used by government as one of many tools to help promote and ensure workplace safety across the province. Some aspects of the program have been effective in ensuring occupational health and safety (OHS) laws are followed in our workplaces; however, we have also heard from employers and workers that some parts of the system need to be improved.

We heard the system was unfair and inconsistent, and at the same time, employers did not want to back away from ensuring safety in workplaces throughout the province.
A discussion paper was released in February 2013 outlining the proposed direction of the new system. Employer and employee consultations were held to gather feedback on the new direction, with written responses and stakeholder workshops providing insight into what a new system should look like.
This next phase of the review will provide insight into the feedback government received from stakeholders and outline the key changes being proposed to the administrative penalties system.

Overview of proposed solution

The discussion paper released in February outlined the high level framework of the proposed system. It suggested the administrative penalties system be a graduated system with three levels – education, order, and penalty. This approach would also include a clear and consistent fine schedule and a streamlined appeal process to give clarity and predictability to stakeholders. This framework has guided the detailed development of the new proposed system.
To view the paper, please click on this link. http://novascotia.ca/lae/policy/docs/Discussion_paper_en.pdf

Tags proposed new system

Labour and Advanced Education

July 29, 2013 11:38 AM

The province wants to get tougher on employers who put workers at risk, and promote education and prevention for less serious infractions.
This means fines for employers who break serious workplace safety rules or repeat offenders. For less serious infractions, inspectors will educate employers and employees to help ensure compliance with health and safety regulations.
Labour and Advanced Education Minister Frank Corbett today, July 29, released a discussion paper that outlines proposed solutions for administrative penalties, which are fines for employers and employees who break safety laws.
“We are committed to protecting this province’s workers,” said Mr. Corbett. “Hundreds of Nova Scotians have given us great ideas on how to improve the administrative penalty system.
“They want us to focus more on prevention, while sending a clear message to employers that there is zero tolerance for rule breakers who risk the lives and health of workers, or who are repeat offenders.”
The province launched a review of administrative penalties system after employers said that fines were issued inconsistently and, sometimes, unfairly. The review led to an approach that ensures proper education of workplace safety for employers and employees and assigns penalties for the right types of offences.
“We are very pleased to see the proactive stance of government on workplace safety in Nova Scotia,” says Rick Clarke, president of the Nova Scotia Federation of Labour. “Not only do we now have stronger workplace health and safety regulations and enforcement, but we also now have a strong emphasis on public education, which is key.”
Employers will have a clearer understanding of consequences. A structured fine schedule will outline penalty amounts for infractions and how penalties will escalate with repeat offences.
“As co-chair of the Minister of Labour and Advanced Education’s Occupational Health and Safety Advisory Council, I represent employers across the province,” said Harris McNamara, health and safety director at Emera. “Employers are depending on me to ensure their voice is heard. From what I’ve seen to date, it looks as though government has listened and that the system will be improved to become more fair and consistent.”
The new system also proposes a streamlined appeal process for compliance orders and administrative penalties managed by the Labour Relations Board.
The deadline for comments on the discussion paper is Sept. 26.
To view the full consultation package, visit
http://novascotia.ca/adminpenalties .

To view this release on the government of Nova Scotia website, please visit: http://novascotia.ca/news/release/

Tags alerts, new penalty system

We Want Your Opinion!
We asked Heather Matthews, OHS Specialist with AWARE-NS and Carol Rhynold, RN, BScN, RN Supervisor for Guysborough County Home Support Agency their opinion on what traits make a good Safety Manager, and the best places to obtain OHS resources in Nova Scotia. Be sure to weigh in and add your opinion to the “comments” section below this article.
What are the best characteristics in a safety professional?

Knowledge/experience
Good communication skills
Positive attitude
Integrity
Persistence
Patience

What are the top tools/sites you would direct a new safety professional to?

Department of Labour and Advanced Education
Applicable Industry Association (Construction Safety Association, Safety Services NS, COSP, etc)
Safety Associations (AWARE-NS)
WCB
Networking with as many safety professional as you can
The Canadian Center for Occupational Health and Safety (resources rich) http://www.ccohs.ca/

Chris Goudge, a Canadian Registered Safety Professional in the health care sector went on to add that “the OHS pro needs to not only have a well rounded and current knowledge of safety regulations, rules and best practices but they must also have knowledge of their workplace and the process within. The connection must be made between the OHS requirements and the process. Another important skill is their ability to build and maintain relationships. OHS pros are required to interact with people at all levels of an organization, from the front line worker to the board of directors and everyone in between. Being able to establish relationships will assist in developing credibility, increase organizational knowledge and challenges and aid in obtaining buy in for safety initiatives. Communication Skills are likely the most important skill of a successful safety professional. All of the knowledge and expertise is useless unless you can effectively share this with the people that need to know. Having the ability to adjust your language and approach depending on the audience is critical and being able to connect with staff is essential in creating a safety culture”.

Help build this resource and and post your tips in the comments section below!

Tags best tools, best traits, OHS, safety managers

The Eight P’s of Good Safety Management

Passion – really believe in what you do, and be strongly committed to improving the safety culture.
Patience – be prepared to answer lots of questions from those who don’t share your vision (well, not just yet).
Professional – be sought by management for your input and advice, be respected for your knowledge, act as a role model, and link OHSE strategies to business (value-adding). Credibility is one of the keys to effective management. The Safety Officer needs to be someone whose advice is appreciated at all levels of the organization because it is practical and improves outcomes.
Priority – act with urgency, and complete tasks.
Persistence/Perseverance – challenge non-compliance, and do not let the actions of others slip by.
Performance/Proactive – get things done/take action/have a go, pursue best practice, have good ideas (problem solving), and be reliable.
People Person – influence behavior, be a good listener, and be an excellent communicator.
Personality/Profile – be seen around the site, and have a sense of humor

What are the skills required to manage the role of Safety Officer?
The key skills are political, interpersonal, problem solving, finance, and marketing skills. Safety Officers needs to have political savvy to influence change. They need to understand the business and know who’s in a position of influence. They need to spend time in management committees, and on the floor talking to people. Good interpersonal skills can influence a change in the behavior of staff. People do what gets noticed, rewarded, and measured. They want to be managed by principles not endless rules and regulations, and they want purposes and principles that inspire them, empower them, and encourage them to do their best. Safety management is about leading people to good ideas and so a proactive not a reactive person is needed in the job. Safety Officers need to decide what behavior is needed and to encourage it by giving positive reinforcement each and every time they see that behavior exhibited. They need to structure their language, discussion, and interface with other managers in such a way that they speak their language and can explain issues in a way that motivates others in the ordinary course of business.
Influence Others
To solve problems, Safety Officers need to use the power and pervasiveness of information to make everyone aware of the problem. They need to be able to use problems to find practical solutions. They need to shift from hazard spotting, which is a negative activity, to developing positive strategies to highlight safety performance successes. They need to use their knowledge to educate and train people to view safety as a value-adding component, not as an additional problem.
Source File: http://danieljames.webs.com/

Tags featured

Effective June 12, 2013

Summary of recent amendments to the Occupational Safety Regulations and the newly enacted Workplace Health And Safety Regulations.
To view the full text can be found at http://gov.ns.ca/just/regulations/rxam-z.htm#ohs

Consultation period for compensation for psychological injuries extended to October 31, 2013.

The WCB has decided to further extend our consultation with Nova Scotians about compensation for psychological injuries. Feedback on our position paper will now be accepted until the end of October.

This will allow more time for Nova Scotians to consider and provide their perspectives on this issue. Stakeholder groups and individuals have expressed a keen interest thus far, and the extended deadline will provide an opportunity for more research and conversation about the proposals.

Policy Change: Compensability of Psychological Injury Caused by Workplace Stress

AWARE-NS is looking for feedback from its stakeholders in regards to policy changes by WCB on Compensability of psychological injury caused by workplace stress.
We are asking the stakeholders to review the links below and respond back to [email protected] by October 31, 2013.
We will collect the responses and submit them to WCB by their deadline.
Consultation on compensation for psychological injuries
http://www.wcb.ns.ca/wcbns/index_e.aspx?DetailID=1928
Policy 1.3.5 – Criteria for psychiatric conditions: occupational stress
http://www.wcb.ns.ca/policy/index_e.aspx?DetailID=1510
Policy 1.3.6 – Compensability of Stress as an Injury Arising out of and In the Course of Employment – Government Employees Compensation Act (GECA)
http://www.wcb.ns.ca/policy/index_e.aspx?DetailID=1511
We understand that this is a short consultation period for a major policy change. “Given some relatively recent legal developments in various jurisdictions across Canada, a concern arose in 2011 about whether certain aspects of Nova Scotia regime might become the subject of legal or constitutional challenge” WCB has opted for a one stage consultation process as opposed to the normal two stage process. Therefore this is the one time that the stakeholder will be able to provide there feedback to the board.
For your convenience below we have highlighted some of changes to the two policies affected.
Policies Affected
Policy 1.3.5-Criteria for psychiatric conditions: Occupational Stress
Policy 1.3.6-Compensability of stress as an injury arising out of and in the course of employment-Government Employees Compensation Act(GECA)
Highlights- Policy 1.3.5-Criteria for psychiatric conditions: Occupational Stress
Background
The existing policy in the Nova Scotia Workers’ Compensation Act does not outline entitlement criteria for psychological injuries outside of those that are secondary to a compensable physical injury. The new policy could elaborate upon the phrase “acute reaction to traumatic event” and provide the phrase including a cumulative reaction to multiple traumatic events. This would provide a middle ground between claims of gradual onset stress and the current narrow interpretation of an acute reaction to a single event.
Changes to Policy 1.3.5
Preamble
From
1. To determine the existence and degree of a worker’s permanent impairment due to compensable mental or behavioral (psychiatric) disorders, the Board relies on the American Medical Associations “Guidelines to the Evaluation of Permanent Impairment – Fourth Edition” (the “AMA Guidelines”).
2. Section 2 (a) of the Workers’ Compensation Act states that the definition of accident does not include stress other than that which is an “acute reaction to a traumatic event.” The following provide guidelines used by the Board in adjudicating stress claims.
To
“The purpose of this policy is to establish criteria for the individualized adjudication of psychological injury claims under the Nova Scotia Workers’ Compensation Act.”
Added Section: “Definitions”
1. The “DSM” is the most current edition of the Diagnostic and Statistical Manual of Mental Disorders, which is a compendium of psychiatric diagnoses produced by the American Psychiatric Association. The manual codes and describes all recognized psychiatric diagnoses and is regarded as the definitive work on the subject. (Source: The Canadian Health Care Glossary).
“Traumatic Event(s)” is defined as a direct personal experience of an event or directly witnessing an event that, reasonably and objectively assessed, is:
• Sudden;
• Frightening or shocking;
• Having a specific time and place; and
• Involving actual or threatened death or serious injury to oneself or others or threat to one’s physical integrity.
Examples of Traumatic Events may include, but are not limited to:
• A direct personal experience of an event that involves actual or threatened death or serious injury;
• An actual or threatened violent physical assault;
• Incident(s) of extreme workplace harassment;
• Witnessing or experiencing a horrific accident;
• Witnessing or being involved in a hostage taking; and
• Witnessing or being involved in an armed robbery.
Policy statement
From
An emotional reaction following an industrial injury is usually nothing more than a “startle reaction”, or a short period of anxiety or depression which subsides very quickly.
4. This initial emotional reaction, although minor in most cases can, however, increase depending on several factors. Every worker reacts differently to stressful situations, according to his or her individual personality. Factors include:
a) the severity of the injury;
b) whether or not the accident was of a frightening nature; and
c) the prior emotional stability of the worker.
5. The reaction to the injury may be aggravated as a result of prolonged medical treatment. Other factors, such as extended disablement and/or severe functional limitations, may also increase the emotional reaction to the point that the worker’s ability to carry out the activities of daily life is affected.
6. The emotional reaction is generally a temporary condition and the worker is left with no permanent psychiatric impairment. In considering cases of permanent impairment, for claims purposes, a clear causal relationship must be established between the injury and the emotional reaction (i.e. the injury must be shown to be a significant contributing factor).
To
The WCB will consider claims for compensation under the Nova Scotia Workers’ Compensation Act when the condition results from stress that is a reaction in response to one or more Traumatic Events and the specified criteria outlined below are satisfied. More specifically, the WCB will consider claims for compensation in respect of both: (a) acute response to a Traumatic Event; and (b) cumulative response to Traumatic Events. For greater certainty: (a) an acute response to a Traumatic Event is the most easily identified type of stress, which involves witnessing or experiencing a single event that is objectively traumatic. (b) a cumulative response to Traumatic Events involves a response to multiple Traumatic Events. Possible examples would include a paramedic who develops Post Traumatic Stress Disorder after responding to a number of fatal traffic collisions, or a drugstore pharmacist after multiple robberies.
• There must be one or more Traumatic Event(s) as defined herein;
Criteria Claims for psychiatric or psychological injuries resulting from Traumatic Events may be compensable if all of the following four criteria are satisfied:
• The Traumatic Event(s) must arise out of and in the course of employment;
• The acute or cumulative response to the Traumatic Event(s) has caused the worker to suffer from a mental or physical condition that is described in the DSM; and
• The condition is diagnosed in accordance with the DSM and by a health care provider being either a psychiatrist or a clinically trained psychologist registered with the Canadian Register of Health Service Providers in Psychology.
Non-Compensable Work-related Events Mental or physical conditions are not compensable when caused by labour relations issues such as a decision to change the worker’s working conditions; a decision to discipline the worker; a decision to terminate the worker’s employment or routine employment related actions such as interpersonal relationships and conflicts, performance management, and work evaluation.
Highlights-Policy 1.3.6-Compensability of stress as an injury arising out of and in the course of employment-Government Employees Compensation Act(GECA)
Background
GECA policy allows for claims of both acute and gradual onset stress. This policy was last updated in 2005, and could benefit from some minor wording changes to bring it in line with current environment.
Changes to Policy 1.3.6
Preamble
From “stress” to “psychological injury”
Definition
From
“American Psychiatric Association’s Diagnostic and Statistical Mental Disorders-4^th edition (DSM IV)”
To
“The “DSM” is the most current edition of the American Psychiatric Association’s Diagnostic and Statistical Mental Disorders”
Under “examples of Traumatic Event(s) may include, but are not limited to:
“Incident(s) of extreme workplace harassment” was added
Policy
Omitted first paragraph (general discussion on stress)
From “reaction in response to a traumatic event”
to “reaction in response to one or more traumatic event” (this statement was change though out the policy)
Under “Gradual onset Stress” the following Paragraph was added
An accumulation , over time, of a number of work-related stressors that do not fall within the definition of Traumatic Event(s), or a significant work-related stressor that has lasted for a long time but does not fall within the definition of traumatic Events
For more information please contact:
Heather Matthews
Occupational Health & Safety Specialist
AWARE-NS
[email protected]
902-832-3537
Toll Free 877-538-7228 (LETS ACT)

Tags Compensability of psychological injury, wcb, workplace stress

Deaths, injuries, work-related illnesses, risk to life and limb are not part of the job. No family should suffer a lost loved one. No worker a debilitating injury or illness at work. No workplace should bear the loss. When all Nova Scotians believe every workplace injury or illness can be prevented – and when prevention is engrained in every workplace culture – Nova Scotians will be safe at work. A culture of workplace safety is growing in Nova Scotia. It must be nurtured and expanded until all Nova Scotians are aware of and care about the safety performance of their workplace and work to improve that performance. Everyone should feel safe at work. Nova Scotia has many examples of workplace safety excellence.
Unfortunately, it has as many examples where risk and injuries are “part of the job.” Tragedy at sea, for instance, should become part of Nova Scotia’s history.
Nova Scotia is a safer place to work today than 10 years ago. Workers’ compensation claims declined 18 per cent and the number of time loss injuries fell about 30 per cent over the past decade. But Nova Scotia still lags other Canadian jurisdictions and is in the middle of the pack in most workplace injury measures.
Some still see workplace safety as a cost. Safety leaders report the opposite. Safety pays, through less time lost, but more importantly, through increased productivity, enhanced morale and loyalty. A safer province is a more productive and prosperous province. Over the next decade, the nature of work in our province will change. New economic developments like the shipbuilding contract, changing demographics and new technologies will bring new challenges but also new opportunities to improve workplace safety.
Click to learn more about Nova Scotia’s strategy for workplace safety!

Tags workplace safety strategy

As part of the development of the Human Pathogens and Toxins Act (HPTA) program and regulatory framework, the Public Health Agency of Canada is conducting research and analysis to identify areas of potential overlap and duplication with existing provincial and territorial (P/T) programs, including workplace health and safety and the accreditation of medical and diagnostic laboratories.

This information will allow the Agency to identify areas where there may be opportunities to collaborate with P/Ts to support the full implementation of the HPTA. This consultation will provide OHS regulators and professionals with an overview of the Agency’s preliminary research findings as a starting point for Federal/Provincial/Territorial dialogue.

The consultation will take place Wednesday, March 20, 2:30-3:45pm at the Seaport Room in the Westin Nova Scotian hotel in Halifax. The consultation is NOT part of the regular program for Safety Services NS 31^st Annual HSE Conference and Safety Showcase (March 20-21, 2013).

You’re invited to participate in this consultation (limit 2 persons per organization).

Please RSVP to Cheryllynn Walsh, Safety Services Nova Scotia, by Friday, March 8. 902-454-9621, x233 or [email protected]

Admission (for this event only) is a badge which can be picked up at the conference registration desk, just above the Westin Lobby floor, on Wednesday, March 20. Conference staff will provide directions to the consultation room.

Tags nova scotia, public health agency

Situation

The Nova Scotia Department of Labour and Advanced Education has embarked on a review of the administrative penalty program which has been in place in the province since January 2010. The Department is seeking input from employers and has published a discussion document to facilitate this process.
Background
An administrative penalty is a monetary penalty that can be issued directly to an employer, manager or front line employee for a violation of an OHS law. It is separate from a fine as a result of a charge and conviction under the OHS Act. In order for an administrative penalty to be levied a compliance order from an OHS officer with the Department of Labour OHS Division must first be issued. All compliance orders have a chance to have an administrative penalty levied and this is determined by an administrator who reviews the order and determines if a penalty should be issued and to whom. Fines can range from $100-$2000 per offense which is determined by an apparently random process. Roughly 25% of all compliance orders result in an administrative penalty.
Assessment
To date, 95% of the 2635 penalties issued province wide over the past three years have gone to the employer, 2% to managers/supervisors and 3% to employees. The average fine amount was $665.00 Roughly $1.6 million has been issued in fines since the inception of the program. These funds are direct to general revenues of the Department of Labour. An appeals process is available and in 2011-12 there were 170 appeals filled.
There have been several concerns with this program such as the impression that the Department is moving to a disciplinary model from an educational model, that the funds collects are not reinvested directly in OHS prevent strategies and the relationship between the employers and the Department are negatively impacted.
Recommendation
The Department of Labour has provided some optional models for which they are seeking feedback. The three models proposed are: a progressive system where the Department provides education, then warnings then penalties; a predictive system where the Department establishes set penalty values to specific infractions; and a simplified system which focuses on the appeals process.
We recommend that all stakeholders review the discussion paper and the proposed model and formulate a response to ensure our voices are heard.