HRdownloads Blog

Unforeseen health and safety incidents can happen in any work environment. It doesn’t matter whether you work in an office, a retail store, or a warehouse—every worker is at risk of injuries in the workplace. Many times, however, we don’t think about reviewing or making changes to the health and safety program until after an incident happens.

As an employer, it’s your duty to protect your workers from workplace injuries and provide a safe environment, no matter what the job, and that begins with taking the steps to prevent incidents and proactively manage health and safety hazards. You may have heard the term “due diligence” used about health and safety in the workplace, but what does it actually mean?

An employee asks to speak with you. They are sweating, having trouble breathing, and teary-eyed. They disclose they're having an anxiety attack, and they feel as though their heart will jump out of their chest. What would you do?

Not all leaders or employees can confidently say how they would respond in this situation. However, with the increased visibility of mental illness in the workplace and chronic mental stress changing the adjudication of workers' compensation board claims, employers need to be proactive and prepared to respond immediately if an employee has a mental health crisis in the workplace.

Every employer should be aware that protecting the health and safety of employees is not merely best practice, it is a legal requirement. With changes to health and safety legislation occurring all the time, more and more responsibilities are placed on employers to ensure their employees’ safety in the workplace. These responsibilities are enforced through disciplinary measures which vary across jurisdictions but can include fines and even jail terms. Under health and safety legislation, employers must evaluate, determine, and remove risks of injury in the workplace. However, despite best efforts, workplace injuries still occur, and when they do, employers need to know how to react.

A natural disaster is one of the worst crises any company can face, especially when one prompts a prolonged office closure. The recent wild fires in British Columbia or the flooding in New Brunswick are major examples of this scale of disaster. When natural disasters strike, they can affect every facet of people’s lives, including their work. For many, getting back to work as soon as possible is essential to their personal recovery; your employees need to know when it’s safe to go to work, and need to trust their employers are managing the situation. In the face of a natural disaster, what will your organization do? Do you have a plan for the first minutes? What about the first hours? What happens if the disaster lasts for days, or your workplace is seriously affected?

Alberta employment and health and safety legislation has had a big year. In less than twelve months, significant changes have occurred to the Alberta Employment Standards Code and the Occupational Health and Safety Act, making major updates for the first time in more than thirty years. For employers, great change often comes with great responsibilities. With these changes already in effect, policies should be updated, procedures should be changed, training should be assigned, and employees should be informed.

A natural disaster is one of the worst crises any company can face, especially when one prompts a prolonged office closure. The recent weeks-long flooding across Canada is a dramatic example of just such a disaster. When natural disasters strike, they can affect every facet of people’s lives, including their work. For many, getting back to work as soon as possible is essential to their personal recovery; your employees need to know when it’s safe to go to work, and need to trust their employers are managing the situation. In the face of a natural disaster, what will your organization do? Do you have a plan for the first minutes? What about the first hours? What happens if the disaster lasts for days, or your workplace is seriously affected?

Family violence is a serious problem in Canada. The most recent edition of Statistics Canada’s profile on family violence states that over one quarter of all violent crimes that were reported to police resulted from family violence. According to the Department of Justice, family violence is any form of abuse, mistreatment, or neglect that a child or adult experiences from a family member, or from someone with whom they have an intimate relationship. It can include physical, sexual, emotional, or financial abuse, and also neglect, and rarely occurs in singular instances but instead as a pattern of behaviour.

The goal of every organization should be to eliminate any and all workplace accidents, injuries, and fatalities. Workers should enter into their workplace knowing that their organization does everything it can to eliminate the hazards that may cause harm, and no workplace is exempt. Health and safety risks are present, no matter the type of workplace. It is the unfortunate reality that hazards pose risks to workers each and every day.

Are you familiar with behaviour-based safety (BBS) programs, or have you considered implementing one in your workplace? Never heard of BBS or not sure if a BBS program is right for you? Let’s take a look.