Reporting incidents, including near misses, is just as important as reporting injuries. The next time, the same hazard that once caused a near miss could result in an injury or fatality if it goes unreported. Identifying and Monitoring Hazards New hazards can appear at any time… even after hazards have been identified, assessed, and controlled. For example, equipment and Personal Protective Equipment (PPE) will wear out over time. Workers may not return equipment to its proper place. So, checking for hazards must be ongoing. A workplace safety program must include regular checks for workplace hazards. Types of Hazards Some examples for each of the five types of hazards include: Physical Hazards Most injuries are the result of physical hazards, such as: Noise – Noisy equipment or a noisy workplace can lead to hearing loss. Temperature extremes – Working in cold or hot conditions can lead to freezing/ loss of heat or burning/too much heat. Radiation – The rays from the sun or other radioactive materials can cause cancer and other illnesses. Vibration – Shaking movements from equipment, such as jack hammers, can lead to many kinds of injuries. Pressure – Changes in air pressure, such as working with power tools, or working as a diver, or mountain climbers can result in injury. Mechanical – Any type of equipment, machine or tool can be a mechanical hazard. Workers can be caught in, pinned between, or run over. Electrical – Any type of electrical equipment can become a hazard and cause injury or death. Gravitation – Objects or people falling and being pulled to the ground by gravity (the earth’s pull). Biological Hazards Biological hazards include:
A worker is any person working at a job. Who is Covered by the OH&S Act? The OH&S Act covers most workers and employers, except: Domestic workers, such as nannies or housekeepers Federal government workers Workers in industries regulated by the federal government (banks, national transportation companies, television and radio broadcasters) Farmers and other agricultural workers. You May Be a Worker or an Employer? The OH&S Act is important because: If you work for someone else, you are a worker. You need to know your rights and what can be expected of you. If you decide to start your own business and hire others, you are an employer. If you are paid for mowing lawns or painting a house, you are What the OH&S Act Says About Employers Section 2(1) of the OH&S Act states that every employer shall ensure, as far as it is reasonable for him/her to do so: the health and safety of workers engaged in the work of that employer, and that the workers are aware of their responsibilities and duties under this Act and the regulations. In other words, your employer must look after your safety. The OH&S Act also states that employers must: make sure workers are competent. In other words, they must make sure workers have the training to do their job well.
If workers are injured, they will be covered no matter what their age. The WCB also covers workers no matter how they are paid. If wages are paid in cash, goods or labour sharing (barter) instead of by cheque or direct bank deposit, the WCB will cover workers if they can show they reported this pay to the Canada Revenue Agency in the tax year they earned it. Employer An employer is an individual, firm, association or company that has one or more workers in his/her or its service. In other words, if people are working for another person or for a company, the person or company is an employer. People who are working for themselves and hire no other workers are NOT employers. They are self-employed. For example, if a person starts their own painting company but does not hire anyone, they are not an employer. Under the Workers’ Compensation Act, employers in some industries are required by law to provide workers’ compensation coverage for their workers. This is known as compulsory coverage. If employers do not pay their premiums for their workers are still covered when a workplace injury happens. Workers do not have to suffer if their employers do not get workers’ compensation insurance. All injured workers still receive benefits until they are fit to return to some type of work. The WCB will make employers pay premiums they owe. It is illegal for employers that must have coverage to refuse to file an injury claim with the WCB. Employers can be fined if they tell and reward a worker to not report an injury. Workers employed in industries that do not require coverage are NOT covered by the WCB. If workers are injured in a workplace, they will not receive benefits from the WCB unless their employers buy Voluntary Coverage. Most industries and businesses must open an account with the WCB. For example: Primary Industries: Forestry, mining, petroleum development, logging, oil well drilling
EMPLYOMENT STANDARDS The following information has been accessed and modified from ) Employment Standards identify the minimum standards of employment for adults, adolescents and young persons. An adult is anyone over the age of 18 years. A young person is anyone aged 15 – 17 years. An adolescent is anyone aged 12 – 14 years. Know the minimum wage for each age group. Know their rights to holidays, holiday pay, and leave. Jobs in construction, heavy lifting occupations and working with moving equipment are not considered appropriate for adolescents. Persons under 16 years of age cannot be employed during normal school hours. mployment standards define minimum standards of employment for employers and workers in the workplace. In Alberta, our employment standards are contained in the and the . Through these laws, minimum standards of employment have been established. Workers under age 18 and their employers share rights and responsibilities under Alberta’s employment standards and laws. Minimum standards such as general holidays, vacations, minimum wage and termination apply to all workers regardless of age. There are some restrictions placed on workers under 18 years old. Under the legislation, Adolescents are persons aged1 2, 13, and 14. Under the legislation, Young Persons are those aged 15, 16 or 17. Persons 18 years or older are classified as Adults. Where legislated standards do not fit the unique circumstances of a workplace, it may be necessary to obtain a permit for a variation or relief from a standard.