Adapting Global Strategies in Alberta Health and Safety

Improving workplace health and safety is one of the major issues for business owners and the only important task forAlberta Health and Safety services. According to statistics, around 45% of the world’s population and 58% of the population over 10 years of age belong to the global workforce. In the past few years, there have been a lot of changes in the OHS Alberta services for the productivity and the well-being of the employees at workplace. There are still a lot of places where health and safety are not given utmost importance and this is where the challenge lies. One of the most important challenges is to adhere to new industries such as information technology, bio-technologies, automation, and ageing of working employees, these areas arise new OHS concerns that need to be taken care of. Following are the trends that are followed by Alberta Health and Safety for improved safety at workplace.

1. Development of healthy working environment

2. Improvement in health work practices and promoting health and work

3. Organization of health support services for employees

4. Strengthening of OHS in Alberta

5. Development of human resource policies for OHS Alberta

According to International health and Safety Standards, every company should start the health and safety program by recognizing the health and safety requirements that are essential for an organization. This will help organizations to identify what they exactly need to follow to have healthy OHS practices in Alberta.

Doubtful Construction Site Safety.

“How many fatalities?” seems to be an outdated question but “to what extent construction site safety is safe?” makes sense. Despite piles of safety documents, construction companies are not able to cope with the industry standards. Workplace safety rests unsafe due to unknown gaps that make us restless. Why not? Simply pasting posters does not solve the purpose. Safety ownership is the fix to fix. Construction Company or safety services provider or employees whom to blame? At last, none can fight with uncertainty. But does that mean we leave the hot topic?
Have a glance over this real construction site safety case:
A worker got hit on head from the unexpected breakage of glass pane from the domed ceiling, while standing on the scaffold for maintenance task on the fourth floor food court at TD Square in Calgary. The person survived after the 30-minute rescue procedure. OHS is still investigating about it.
Now, we have some construction site safety questions to ponder over:

• Who is responsible for this incident?
• Can employee ask for claims?
• Who should take the issue, OHS or Labor Ministry?

I would like to know your answers, but definitely would be interested to express my perspective of workplace safety. In this particular case, either Construction Company or employee is at mistake. Neither employee worn a helmet nor even company insisted. Such claims should not be entertained. And, the case must be handled by labor ministry strictly. Penalties always play major role in workplace safety enforcement. What is your opinion? Don’t forget to leave your reply!

Workplace Safety Settlement Sums to $1.46 Million

Safety Procedures get a newer dimension with a heavy compensation to a former employee of WalMart Canada Corp. Case sounds stinky, but addresses the major workplace safety issue, i.e. bullying & harassment. Instance from Windsor (Ontario) in which Meredith Boucher filed a petition against Jason Pinnock, the manager in WalMart Canada Corp., in September, 2012 took nearly three-four months to settle. Her allegations were the same that we listen every day but simply lodge into the air for no purpose; maybe we don’t know how to go about such workplace safety issues. Let us study her allegations:

• She suffered mental abuse from her former manager Jason Pinnock.
• She was forced to resign from her position in November, 2009.
• She used to be degraded in front of her team members whom she used to supervise.
• Pinnock used to speak disrespectfully with her.
• Sexual harassment along with mental abuse.
• Physical attack as the manager punched her arm for many times.

Such allegations blemish the reputation of the great WalMart Canada Corp. in lieu of poor safety procedures at workplace. It is agreed that mental hazard standards were not the components of workplace safety manuals then, but the physical harm to the employee is disgusting. We suppress such mental abuse to make both ends meet. I think raising voice for harder safety procedures against such devils would pay you much better. The company is liable to pay $1.46 million to Meredith Boucher. Government finds penalty as an easier way to enforce the law. Employers need not act like wild animals that need to be tamed with the stick of heavy fines against such mental abuse. C’mon, be professional in your terms with employees. Be humane, that’s it! Follow this simple workplace safety philosophy – “A safer you is a safer me”.

What Fatality means to Occupational Health and Safety in Alberta ?

Health & Safety Program is a criterion for 1,50,000 employers of Alberta. Either they do it themselves or hire a safety services company for the purpose. The law demands each company (irrespective of size) to have an independent occupational health and safety program. The procedure allows employers to put occupational fatality information on the bench of Workers Compensation-Alberta (WCB) after the in-depth investigation by OHS workplace police. Under the umbrella of Alberta Worker’s Compensation Act, WCB renders calculated compensation to the victim or victim’s family. But compensation finds its way with the green signal of the WCB committee as it abides by the specific definition of occupational health and safety fatality. Let’s see their outlook:

• Death of a worker caused from a workplace related accident constitutes the fatality definition of WHS.
• Occupational Health and Safety fatalities are categorized into three classes:
  • Workplace Accident- In case a person dies while working on heavy equipment, machinery or otherwise, the person is entitled to compensation by WCB.
  • Occupational Disease- In case a person dies of a disease caused from the work environment (like bronchitis, silicosis, etc), the person is entitled to compensation by WCB.
  • Occupational Motor Vehicle Fatality- In case a person dies while driving or travelling on employer’s vehicle, the person is entitled to compensation by WCB.

The above entitlement is enforced if the employer’s health and safety program complies with the Occupational Health and Safety Act, not otherwise. Documentation and dually filled safety manuals must support each fatality.
As Canadian government is all set to introduce mental health stands for workplace, I’m eagerly waiting to know the newer definitions of fatality in this category. If you have any clues, do share with me.

Regulatory Effectiveness of Alberta Safety Programs

Alberta Safety Program follows the universal OSHA guidelines. The state employers as well as employees are well versed with the workplace safety procedures. The country outshines other provinces like Ontario, British Columbia, Saskatchewan, etc. in terms of OHSA with a score of 4.8. The average score is appreciative, but could have been just more than average. The flaw rests in regulatory effectiveness that is poor as evident from the statistics. Recently, Canadian government has introduced the mental health standards in occupational health & safety programs. The same issue may affect the overall progress of Alberta Safety procedures. To bridge the gaps, it is essential to understand different parameters of regulatory effectiveness like:

• Alertness of Operating Organization: The process starts from enterprise. It is the duty of entrepreneur to comply with the regulatory norms of safety programs and manuals. At the same time, it is must for the regulatory body to supply the safety compliance list.
• Evaluation: It is the regulatory entity that ensures if organization abides by the latest & upgraded procedures.
• Audit: It is the responsibility of regulatory body to ascertain a specific count to safety issues at a particular workplace.
• Time Period: There should be no delay from the regulatory body in prosecution of safety program files.

If regulatory body fails to perform above, then the safety program is said to be regulatory ineffective. Alberta Safety Program can become more effective if:

• It communicates openly with the organization (for it to explain the follies & the reasons too).
• It introduces easy procedures for organizations to implement.
• It declares minor to major changes in safety programs effectively.
• It delegates the work to expert safety companies.

Hope, Alberta safety would score high for physical as well as psychological health & safety of employees in the next study.