October 2005

The new expanded Workwell Program: a kinder, gentler approach?
Yes and no. Kinder and gentler, perhaps, for those employers that in spite of a temporary bad patch can demonstrate a commitment to occupational health and safety through robust policies and practices. But employers that have failed to embrace an effective health and safety culture can expect the same rigorous escort down the path of audits, re-audits and surcharges.

How has the Workwell program managed to grow in a climate of cutbacks? By building an impressive business case on its success. Workwell reduces injuries, targets firms that drain the system, and contributes to system savings. For every dollar the program spends, it returns $7.00 in revenue and savings (thereby modelling the very business case for prevention that health and safety-minded service-sector firms can pursue for their bottom line).


Here's a snapshot of how the program has changed, including some surprises.

•	WSIB now requires firms selected for Workwell to complete a self-assessment within a set timeframe (every firm will be visited, regardless of how it completes the form).
•	Firms will be visited according to priority, which is based on lost-time injuries, severity and costs.
•	Firms now fall into one of three different service options: º Audit: no commitment to health and safety demonstrated; evaluator launches audit. º Action: progress underway toward a health and safety program, and relationship established with designated health and safety association; evaluator works with firm to develop an action plan, then follows up. º Monitor: commitment to health and safety robustly evident; evaluator visits periodically to monitor progress.
•	And, surprise: º If you're on the MOL High Risk list, you can now also be targeted for Workwell. º WSIB has doubled its resources (two teams of one manager and ten evaluators), giving it greater geographic reach. º More than twice as many service sector firms have been targeted this year (368) over last year (179).

Have you been notified to expect Workwell? Here's what you can do:

1.	Contact your WSIB manager: find out why your firm was selected, and what you'll need to do to emerge with a win.
2.	Fill out the WSIB self-assessment thoroughly and honestly: its accuracy will help determine which service option your evaluator applies to your firm.
3.	Call your designated health and safety association: the Ontario Service Safety Alliance (OSSA) assists service sector firms facing a first or second audit, or who just want information on requirements.

New 2006 changes to the NEER experience rating program

The 2006 average rate will be $2.26 for every $100 of insurable earnings: a three percent increase, compared with the current rate of $2.19. You can determine your premium rates using tools and information posted on the WSIB Web site; e.g. premium rates table for 2006, the stakeholder letter, and the funding framework.

WSIB announces final premium rates for 2006

Changes to the NEER program in 2006 will improve fairness by rewarding firms with good health and safety performance, and increasing surcharges for those with poor records. Call WSIB Prevention Hotline at 1-800-663-6639 for your NEER impact statements. More details available.

"No law needed for late-night workers," says Premier McGuinty

The body of teenager Jennifer Teague was found on Sunday, September 18, days after she finished her late-night shift and walked out the door of the suburban fast-food outlet that employed her. It’s the kind of tragedy that reverberates through the halls of commerce. Restaurants, hotels, convenience stores, cineplexes: employers of young adult workers everywhere must have heard the news and turned uneasily to face the questioning eyes of parents. "No law needed for late-night workers," responded Premier McGuinty. He could be right. Ontario already has legislation mandating that every Ontario workplace put policies and procedures in place to protect employees, not only in late-shift circumstances but many others. Criminal violence has no favourite time of day.

Part of the solution is designing a program that gets beyond paper (call OSSA for information on its violence prevention program); the other part is having the will and the attention span to routinely implement it. What may be needed is more legal, social and economic motivators to ensure the policies are consistently and conscientiously applied. (Check out MOL’s resources on "young and new workers: are yours ready?")

MOL High Risk and Last Chance initiatives: how to avoid surprises

A good news story! A few firms might be grumbling, but most are bellying up to the bar and readily engaging with OSSA to reinvigorate their health and safety programs. Interestingly, one lament we hear regularly is from firms who had no idea how they compared with others in their rate group. They thought they were doing a good job and were shocked to learn that their performance lagged behind their peers in the industry. Know at all times where you stand: call your WSIB account manager and ask for your average frequency rate, compared with your rate group. Forewarned is forearmed.

The MOL initiatives represent one use of your increased premium dollars. The value they add means they'll be part of the health and safety system for years to come; however, they do place a significant resource strain on OSSA.

Hazard alert: young worker dies, two critically injured while dismantling a tent
The Ministry of Labour is currently investigating an incident where one young worker died and two were critically injured while dismantling a rented tent when a tent pole contacted an overhead power line. The MOL is now involving provincial specialists when a fatality or critical injury occurs to help get the word out about previously unknown and unique hazards. Here are helpful tools for firms employing maintenance workers, third-party contractors working outside, gardeners, or indeed anyone who works outside:

•	OSSA’s Certification Part II Module on Electrical Energy Hazard Kit
•	MOL alert re-working in proximity to live electrical installations.
•	Electrical & Utilities Safety Association energy hazard checklist.
•	Construction Safety Association guidelines for working around electricity (see pages 139 and 140)

Also, check out the legislation, regulations and guidelines that apply to electrical work:

1.	Ontario Regulation 213/91 -- Construction Projects (Sections 181-195)
2.	Regulations 851 -- Regulations for Industrial Establishments (Sections 40-44 and 60)

Isocyanates: if you can't pronounce it, you might not be protected

Organizations continue to be unclear about whether or not they even have isocyanates in their workplace. That won't save you when MOL or WSIB inspectors visit. Isocyanates (pronounced eye-so-sigh-en-eights) are the raw materials from which all polyurethane products are made, and are a recognized and legislated health and safety problem. Firms are expected to understand their obligations and practices for safely managing and controlling this potentially cancer-causing substance. OSSA has developed an accurate and consistent interpretation of the legislation for the service sector. Check out page 11 of the fall edition of Safety Mosaic , the OSSA's official publication, for an article called "Negative Reactions--what you need to know to protect your body shop and your painters from isocyanates," or call Deborah Thompson at 416-250-2187 for a copy. The article addresses how to recognize and assess this hazard, and provides a step-by-step process to establish a control program. All in plain English.

The OSSA won the Canadian Award for Training Excellence for its "Certification Part II - Chemical Hazards" training module, from the Canadian Society for Training and Development (CSTD). This National Training Award is Canada's most prestigious training and development award and winners come from every industry.

Following the path of your premium dollars

The designation standards that shape the relationship between your health and safety association (OSSA) and the WSIB are changing. Understanding those standards provides you with a direct line of sight to the structure of this legislated relationship, as well as to OSSA's capacity to make a difference with the precious dollars you pay in premiums. Proposed revisions include:

•	Governance: more comprehensive and explicit expectations for accountability, stewardship, risk management, Board competency;
•	Objectives: more detailed expectations for strategic planning, stakeholder engagement, value for money;
•	Functions: more specific responsibilities for effective program design, delivery and evaluation; increased focus on customer needs;
•	Operations: more explicit terms re business planning, performance measurement / management, continuous improvement.

Send your thoughts and ideas to Elizabeth Mills, President and CEO, OSSA.

The latest MOL convictions for service-sector health & safety violations

•	Capital Environmental Resource Inc., Kitchener, fined $160,000: worker fell off riding step on a reversing rear-end loader garbage truck (serious foot, knee and neck injuries).
•	Alliance Labelling and Decorating Inc. (bottle labelling plant), Oakville, fined $30,000 and supervisor fined $1,500: unlocked or damaged machine guards on intersleeve machine; summons previously issued related to improper guarding.
•	Ace Automotive (automobile repair), Burlington, sentenced to seven days in jail and six months' probation, for preventing MOL inspectors for conducting a routine, unannounced inspection.
•	Satisfied Brake Products Inc., Cornwall, fined $65,000: young worker's arm drawn in between guide roller and rubber apron on conveyor belt's underside; also, firm did not preserve and secure scene of the injury (broken arm)

Advocate Past Issues

•	July 20, 2005 Issue.
•	March 30, 2005 Issue.
•	December 7, 2004 Issue.

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