Health & Safety, JHSC & Lock Training Programs & Procedure Manuals
Online Health and Safety Training Sessions
In-House Health and Safety Training Sessions
Health and Safety Products
Company Profile Injury Prevention Medical Management - WSIB-WCB-Insurance Claims Management and Workers Compensation Labour Management Education and Training - Management and Workers
Contact APCM View Cart
Canada US Ireland


Join our mailing list and sign up for our monthly newsletter to learn more about current trends and industry related news that could save your company time, money, and headaches.

Below you will find a listing of up to date news covering the US, Canada, and Ireland.

Website Home Members Home   Course Catalog   Safety Products   Manuals   In-House Training   Corporate Training   Login

Current News | News Page 2 | News Page 3 | News Page 4 | News Page 5


March 24, 2014

Industry News

Employers are you aware of the changes to Occupational Health and Safety Ministry of Labour Act and Regulations as it affects your company.  Commencing July 1st, 2014 all Ontario Employers are required to complete Health and Safety Awareness Prevention Training Program for all workers.
After January 1st, 2014, anyone hiring Independent Operators in Construction in Ontario, are required to receive WSIB valid certificate of clearance before any work begins or will face prosecution and/or penalties.  For individuals $25,000.00 penalty and for company's (Corporations) $100,000.00.
In addition to penalties, premiums will be retroactively assessed to the date the independent operators should have registered with WSIB, which is January 1, 2013.
Call us at 905-891-3474 or e-mail for more information.

September 9, 2013

GHS - Globally Harmonized System

The new GHS is an internationally agreed system created by the United Nations that now sets out Universal rules for classifying hazards. Universal content and format for labels and with new safety data sheets which has started to replace material safety data sheets as we know them as MSDS, the sheets will be known as SDS. United Nations expects the system to be used around the World to help make it easier. Businesses and workers that handle day to day hazardous chemicals to understand what the dangers are when handling hazardous chemicals.  The current way chemical manufacturers and importers communicate hazard information on labels and safety data sheets in whatever format they choose, there is no real standard.  GHS standards provides a single set of harmonized criteria for classifying chemicals according to their health risks and physical hazards and specifies hazards through communicating the type of labeling required on chemical products and the preparing of safety data sheets. MDS, this on-line information about GHS is an eight session, one per week starting September 9, 2013 - QUESTION ? - For your company are you ready for the new globally harmonized system that will change WHMIS as we know it today, it is known as GHS.

What is globally harmonized system?

GHS now stands for the globally harmonized system of classification and labeling of chemicals. GHS is the new system that defines and clearly classifies the many hazards of all chemical products which are used worldwide; it will communicate health and safety information not through material safety data sheets but will provide hazard information through the newly named safety data sheets through the world, SDS in the GHS.

As our program sessions go on-line and you have any questions e-mail we will answer all your questions.

June 4, 2013

West Nile Virus Alert

The West Nile Virus is here much earlier than is expected each year - with results showing more people are being infected with the Virus in many parts of Canada. People who work out side should take the following steps to reduce exposure to the Virus:

  • Protect yourself and your family from mosquito bites; and

  • Eliminate mosquito breeding sites around your home and vacation property.

  • When going outdoors, use insect repellents that contain DEET or other approved ingredients

  • Wear protective clothing such as long-sleeved shirts, long pants and a hat. Light coloured clothing is best because mosquitoes tend to be attracted to dark colours.

  • Make sure that door and window screens fit tightly and have no holes that may allow mosquitoes indoors.

May 13, 2013


Health and Safety information is not only for the Health Care Industry, Home Care Industry, it is for all industries to study Culture Control committing to safe and healthy workplaces and the safe and sustainable management of unsafe conditions and chemicals. Hazards in health care may be considered under the headings - Physical - Chemicals - Biological - Psychosocial Hazards.

Hazards include Manual Handling activities involving heavy, awkward or hard to reach loads which is a risk of injury. Vehicle movements whether in the workplace or on the road which could cause serious injury or death to people who come in contact with them. Slipping and tripping hazards such as wet or poorly maintained floors, sidewalks, stairs, roads and cross walks.

Chemical Hazards - These include cleaning, disinfecting or sterilizing agents.

Biological Hazards - These include any virus and/or bacteria that can cause infection, allergies or toxic effects. Harmful exposure to blood and body fluids or exposure to air borne pathogens such as tuberculosis and legionnaires disease, psychosocial hazards, bullying at work, dealing with aggressive behavior which can affect psychological health and its result in work related to stress.


Home Care – Nursing Home – Retirement Home – Hospitals

1.  Workplace Hazards and Controls

Listed below are key work related hazards which can occur in residential care facilities and some of the control measures to avoid or reduce the risk. This will assist the employer and employees in the preparation of risk assessments and identification of controls for their workplace and work activities. There is more information on each topic on the HSA website at

2.  Manual Handling

The Safety, Health and Welfare at Work (General Application) Regulations 2007, Chapter 4 of Part 2, also known as the Manual Handling of Loads Regulations, outline the requirements that must be fulfilled for manual handling. The term manual handling includes lifting, putting down, pushing, pulling, carrying or moving a load, which due to characteristics of the load or unfavorable ergonomic conditions, involves a risk of injury to workers, (particularly to the back).

The Regulations relating to manual handling of loads require an employer to avoid manual handling of loads where there is a risk of injury and if this is not possible to access the risk and reduce the risk of injury to create a safe working environment.

The term manual handling is used here to mean both the manual handling of inanimate loads, such as laundry cages and catering trolleys, and people handling involving residents with restricted mobility.

3.  Employers must ensure that there are procedures in place to manage the risk from manual handling at work, taking account of the following:

  • The avoidance of manual handling where possible, by changing the work design or by the use of technology;

  • The minimization of manual handling tasks to the greatest extent possible: for example, introducing manual handling aids such as trolleys, patient hoists and sliding sheets;

  • The identification of roles and responsibilities with regard to ensuring safe manual handling at work;

  • The risk management process and need to undertake manual handling risk assessments and the means of communicating this information;

  • The need for a balanced approach that considers the wishes and needs of the resident and the provision of quality care, while providing a safe working environment;

  • The arrangements in place to ensure employees have the information and training required;

  • The arrangements in place for the procurement and maintenance of suitable equipment and furniture;

  • The resources and competence required to ensure safe manual handling;

  • The arrangements in place for reporting and follow up on work related incidents and near misses;

  • The arrangements in place for absence management and rehabilitation of employees;

  • The process of review of the controls implemented to ensure they are effective.

4.  Risk Assessment

  • Identify the activities which involve manual handling and the risk of injury. Consult with employees when doing so. Collect technical details on the activity. Take account of:

    • The Task;

    • The individual (i.e. person carrying out the manual handling activity);

    • The Load; and

    • The Environment

Analyze any accident report data and take account of the findings when carrying out the risk assessment.

The Task

Collect information on how the task is carried out and identify the key stages of the task: describe how the task is carried out for example, the number of lifts required.


Take the individual's capabilities into account. Does the task require unusual strength, height or other characteristics or put those who are or were recently pregnant at risk? Does the employee have the knowledge and training required to carry out the task safely?


Loads can consist of:

  • Inanimate objects such as boxes, bags, laundry bundles or equipment; or

  • Residents.

When dealing with inanimate objects, consider the load weight, size and dimensions, and modify where possible to reduce the risk.


The environment can affect manual handling activities, for example:

  • Space constraints or the physical dimensions of the work area;

  • Uneven, slippery or obstructed floors;

  • Inadequate lighting-too dim or causing glare;

  • Non-adjustable beds and trolleys; or

  • The presence of resident's attachments such as drips or catheters which can restrict movements or access.

5.   People Handling

Residents should initially be assessed to see if they are capable of independent movement. Where manual handling is required to assist the resident a more detailed risk assessment is required.

6People Handling Risk Assessment

In carrying out the detailed people handling risk assessment consider:

  • How much help does the resident need? Is the resident's inability to move independently short term (e.g., post-surgery), medium term (e.g., orthopedic injury) or is it a permanent physical disability?

  • What is the weight and height of the resident?

  • Does the resident have any condition which may affect the people handling activity such as poor eyesight, skin conditions, seizures, pain, etc?

  • What level of ability does the resident have to understand instruction and communicate?

  • Does the resident manifest any behavior which may affect the moving and handling activity? (E.g., is the resident anxious or unco-operative?)

  • Any medication which may affect the moving and handling activity.

  • History of falls: does a falls risk assessment need to be carried out?

  • Does the method used encourage independence

  • What type of handling equipment was used before admission?

  • What therapy plan if any is in place for the resident?

Identify what improvements are required to avoid or reduce the risk form the activity. Where the task cannot be avoided, can the work activity be organized to allow the use of mechanical aids to avoid or reduce the need for manual handling?

7.  Controlling the Risk

Controls indentified will be based on the results of the risk assessment. Controls may include the following:

  • Avoiding manual handling if possible:

  • Minimizing manual handling: encourage residents to move themselves (where appropriate); use handling aids; reorganize or redesign the task; change the system of work (e.g., take the treatment to the resident). Seek to address the root cause of the resident's immobility (e.g., referral of resident to physiotherapist for assessment);

  • Reducing the risk; use mechanical aids;

  • Distributing unavoidable manual handling tasks throughout the working period;

  • Ensuring employees have the information, training and supervision required to perform the task safely.

The introduction of control measures such as a handling aid or a new work layout means the introduction of a new work activity. So each new work activity will need to be assessed to ensure that any new hazards are identified and controlled.

Document the risk assessment including the controls required and ensure that the relevant and appropriate information is communicated to the employees who undertake the manual handling or people handling activity.

Lifting and handling needs should be included in resident's care plans. Care plans should include details of:

  • The recommended method of movement for the relevant task such as bathing, sitting, and so on;

  • The equipment to be used;

  • Any factors such as weakness, pain, challenging behavior or dementia that may impact on the effective manual handling techniques; and

  • The minimum number of employees required to assist.

Care plans should also allow for changes in the resident's condition and mobility.

8.   Instructions, Training and Supervision

Employees involved in manual handling must be appropriately trained in safe techniques and be advised of the correct use of manual handling aids.

There should be a system in place to manage the training requirements of employees, to ensure that their training is kept up to date.

Training should be specific to the work tasks of the healthcare worker and informed by the manual handling risk assessments. Supervision in necessary to ensure that the lessons learned are being applied in the work setting.

Records of employee training should be kept.

Consider training a number of employees as manual handling and people handling instructions so that there is expertise on site. Additional expertise may be required for difficult situations.

Instructors should have a FETAC level 6 Award for Manual Handling or People Handling Instruction.

March 8, 2013

Behavior Based Safety

Psychology tells us that much of our behavior is learned and then subsequently reinforced through our daily interactions in the various social environments we operate in – at home, at work, while driving, when on holidays........everywhere, all the time.

So, how can what psychology tells us help us change our own or other's behavior?

1.  In the workplace we cannot underestimate, on a daily basis, the degree to which our behavior is influencing (positively or negatively) the behavior is an important mechanism to influence behavior change at work, or anywhere else. That might be, for instance, to concentrate on one of these:

  • Do things safer (more thoughtfully/slowly/etc).

  • To do things in a less chaotic way,

  • To relate in a more calm and convivial way to those we find hard to communicate with.

Then others will change in reaction to that.

2.   All human behavior is dynamic. In every organization people behave in ways influenced by attitudes, thoughts, ruminations (thinking about thoughts) and the context (or culture) in which they exist.

3.  The propensity to take risks differs across the lifespan (according to age) and across gender; older workers, or male workers, in certain contexts, will be more or less likely than younger works or females, to behave safely. Don't ignore this just to be 'politically correct.' Be correct and include a consideration of this in your assessment of things – people are not machines.

4.  People behave differently when the same decision is presented a different way. Look at how you present the issue – if you want someone to, for instance, stop doing something, or you want them to – as in Supervisors roles – influence others to stop doing something, it's often better to concentrate and use language which involves actively doing something else, rather than just using language of not doing the forbidden thing.

5.  In their personal lives or at work, people tend to have their little habits and ways of doing things which makes up their comfort zone. In a change process, it is important to help people understand why you want them to do something differently. If they see where you want to go, you will have a better chance of getting them on board to bring about change more successfully.

6.  Psychology tells us that people are hugely driven by social relations, by what others do and think and say. Although they may be 'working', people are also listening, seeing and passively as well as actively engaged in the social world at work; this is a real and important mechanism to influence behavior change at work.

7.  Brief Line Managers to recognize and reward publicly any attempt (even if not perfect) to carry out the new behaviours by employees in the initial stages of the change implementation. This will encourage repetition of those behaviours by those rewarded; commencement of desired behaviours by others who witness the reward; and if carried out with additional coaching where behavior has not quite reached the new standard, will result in shaping behavior to meet the objectives.

8.  Communicate, Communicate, Communicate!
Over communication if necessary at the beginning but allow employees to feel they can ask any question at any time.........otherwise questions and fears will be answered by the rumors mill.

9.  The 'carrot and stick' approach to motivating behavior change doesn't work for sustained change. Psychology tells us that individuals are motivated most be activities that they enjoy, find interesting, and have ownership over. Hence, in order to change behavior, employees need to have a reason to change, believe that they are capable of the required change, and feel positive about the behavior change.

10.  Change is a way of life and we are never ready for it; choose to join the change and encourage others to do likewise and let them become a co-creator of the change as opposed to being a victim of it.

October 18, 2012


The Ontario legislature recently passed amendments to the Ontario Human Rights Code which prohibit discrimination and harassment on the grounds of "gender identity" and "gender expression", signifying an increased awareness of issues facing Ontario's trans-gendered community. Employers and service providers alike are advised to review their current policies and procedures to ensure continued compliance with Code requirements.


The Court affirmed that while section 2(d) of the Charter protects the right of employees to associate collectively to effect change in the workplace, this protection does not extend to: (1) ensure a particular or desired outcome in a labour dispute; (2) guarantee access to any particular statutory scheme or preferred bargaining regime; or (3) provide job security or protect future employment opportunities.

September 6, 2012


Did you know West Nile Virus is a compensable injury and workers should be protected by following our West Nile Virus Alert?

The West Nile Virus is here much earlier than is expected each year – with results showing more people are being infected with the Virus in many parts of Canada. People who work outside should take the following steps to reduce exposure to the Virus:

  • Protect yourself and your family from mosquito bites; and

  • Eliminate mosquito-breeding sites around your home and vacation property.

  • When going outdoors, use insect repellents that contain DEET or other approved ingredients.

  • Wear protective clothing such as long-sleeved shirts, long pants and a hat. Light coloured clothing is best because mosquitoes tend to be attracted to dark colours.

  • Make sure that door and window screens fit tightly and have no holes that may allow mosquitoes indoors.

August 28, 2012


This is a weekly series to reduce the risk of Hepatitis "A" or "B". The series will run for 12 weeks on-line to help all understand how to protect ourselves.What is Hepatitis?

Viral hepatitis is usually caused by a number of different viruses that have one thing in common – they attack your liver. Hepatitis A, B, C, D, E and G are all known to exist, but A and B are the most common in Canada.


Both types of hepatitis are considered serious liver diseases. Both hepatitis A and B can result in:

  • No noticeable symptoms at first so that you may inadvertently infect other people, or

  • Symptoms such as weakness, headache, fever, malaise, stomach cramps or other gastro-intestinal symptoms, diarrhea and jaundice (yellowing of the skin or whites of eyes).

Hepatitis A specifically can result in:

  • A lengthy recovery, sometimes lasting up to 6 months and absence from school or work.

  • Hospitalization in about 25% of adult cases; possible death, although rare.

Hepatitis B specifically can result in:

  • Several months of recovery; possible death.

  • Up to 10% of those infected may develop long-term (chronic) infection – placing them at risk for cancer and cirrhosis of the liver later in life.


Hepatitis is transmitted orally, most commonly through the things we eat and drink. Just because food or water "looks great," it is no indication as to whether the virus is not present.

You may be at risk if, it is washed in water that has been contaminated, and then not cooked thoroughly.

You may also contact the disease through unprotected sexual contact with another person.


People travelling to developing regions, including some popular vacation destinations, are at risk. Resorts do not offer protection and avoiding potentially contaminated food or drink is difficult.

Other examples of those at risk include residents of communities with high rates of infection, staff and residents of long-term care facilities, members of the armed forces, health care workers, public safety workers, frequent travelers, recreational oral or intravenous drug users, and those engaging in unprotected sex with an infected partner.


Hepatitis B may be transmitted through close contact with other people where there is some exchange of blood or other bodily fluids. Sexual contact is therefore the most common way it spreads, but it is not the only way.

Transmission can occur through voluntary activities like unprotected sex, medical treatment, tattooing or body piercing, or through involuntary accidents allowing contact with scratches, cuts, syringes, razors or objects that contain trace amounts of blood or bodily fluids. Mothers can also pass this disease to their children during pregnancy.


People who engage in unprotected sex are at greatest risk. Residents of communities with high rates of infection, health care and emergency personnel, children and staff at day-care centres in which there is a hepatitis B – infected child, staff and residents of long-term care facilities, blood product recipients, and injection drug users are also at risk.

As with hepatitis A, people travelling to, or working in underdeveloped countries, are also at risk because the number of infected people in these countries is much higher. Immigrants to Canada, including adopted children may be chronic carriers of the disease.


Once you know how the diseases spread, you can take appropriate precautions. Nevertheless, it's difficult to guarantee your safety. Almost 50% of individuals who contract hepatitis "A" and 35% who contracted hepatitis "B" have no known risk factors. One of the most effective preventive measures is immunization.


Like many people, you may be uncertain about what vaccinations you've received during your lifetime. Although hepatitis B vaccination is part of school programs today, it hasn't always been that way. There is no problem in "starting over" when it comes to keeping a record of which diseases you have been protected against through vaccination. Some patients can receive vaccination twice for the same disease, without significant health risk. Individual vaccines are available for hepatitis A and B or there also is a more convenient combination vaccine offering dual protection for both. You and your doctor can decide which option is best for you.


Twinrix is a combination vaccine for hepatitis A and hepatitis B. Like other vaccines, it works by strengthening your body's own immune system to fight off disease.


Vaccine efficacy is measured by how well the body's immune system has responded with the antibodies it needs to protect you. It doesn't take long for almost 100% of the people who have received Twinrix to be protected.


Twinrix offers long-term protection. The complete length of protection has not yet been established. However you can expect many years of protection.


Compared to separate vaccinations for each type of hepatitis, Twinrix means fewer trips to the doctor's office. You only need three visits in total – your initial dose, another at 1 month and the final at 6 months following your first dose. Just as it is important to finish taking all the pills in an antibiotic prescription, you need to receive all your doses for maximum protection.


Sometimes yes, but they tend to be mild and don't last long. Between 0.3% and 10% of adults in clinical trials reported mild reactions that were possibly related to Twinrix: fever, headache, malaise, fatigue, nausea and vomiting. Adults reported injection site reaction in a proportion of 1.5%.


In general, the cost of vaccination is not covered and is the responsibility of the individual. However some private or employer plans do cover this cost so it is wise to check your coverage.

As Twinrix is a dual vaccine it costs less than two separate vaccines. However you look at it, vaccination is a small price to pay for the peace-of-mind of long term protection.


Preventing disease through immunization is one of the most effective things you can do to stay healthy. Many adults are unaware that vaccinations are available and part of healthy lifestyle choices. If you're uncertain about you or your family's immunization status, please see your doctor. A number of diseases are preventable through vaccination and new vaccines are constantly developed. You should have an up-to-date record of your vaccinations, so you can rest assured that you're doing everything you can to maintain your health.

End of series information.

July 4, 2012


We should watch out for this type of equipment in Canada Bakeries

A night shift cleaner got caught-up in the unguarded machinery of a moving conveyor belt at a Cornish bakery and had to be released by co-workers.

Wioletta Drozdz, 27 from Newquay, had both forearm bones broken in her right arm when the incident happened in the early hours of 10 December 2010.

Bodmin Magistrates fined Ms. Drozdz's employer, Crantock Bakery Ltd, of Indian Queens, a total of ฃ14,000 and ordered them to pay ฃ15,000 in costs in a case brought by the Health and Safety Executive (HSE) today (29 June).

The court was told that Ms. Drozdz was part of a team cleaning the production equipment at the company's bakery. Ms. Drozdz had been instructed to clean the 'No.2' conveyor production line by the previous shift cleaning supervisor, who had left site a few hours before the incident.

The line was running when Ms. Drozdz began working on the conveyor. She started cleaning dough from a moving steel pressure roller on the end of the conveyor using a metal scraper blade. The scraper slipped and her gloved right hand and arm were drawn into the nip or 'pinch point' between the steel roller and the rubber belt of the conveyor.

The HSE investigation revealed that the fixed guard that should have been in place on the equipment had been missing for a considerable period of time, at least a year before the incident happened. Ms. Drozdz had also not received training on how to clean the conveyor safely, nor had she seen the machine's cleaning instructions.

HSE found that Crantock Bakery's training systems, staff training records and cleaning instructions were inadequate, inconsistent and confusing. While some staff cleaned the 'No 2' conveyor when it was stopped, others cleaned the roller in the same manner as Ms. Drozdz.

Magistrates heard there had been a previous incident and a number of near-misses relating to the unguarded rollers, which, management was not aware of. The cleaning staff had been exposed, over many months, to a serious risk due to the missing guard and incomplete training procedures.

Speaking after the investigation, HSE Inspector David Cory, said:

"This serious incident at the bakery was a classic 'accident waiting to happen'.

"Machinery such as conveyors should be fitted with a guard to prevent this sort of accident happening. There is plenty of well established guidance from the HSE and the industry on how machinery can still be properly cleaned with appropriate guards in place.

"HSE produced specific guidance on flat belt conveyor safeguarding as this causes over 30 percent of all food industry machinery accidents – more than any other type. Many of these accidents happen during normal activities like cleaning, as in this case.

"Ms. Drozdz had surgery on her broken arm and has experienced a great deal of pain and discomfort through her ordeal. It has taken a considerable period of time since the accident for her to recover to a more normal situation with her injured right arm. The company has provided physiotherapy and supported the rehabilitation of Mrs. Drozdz and she remains an employee.

"Employers should avoid the risks of serious accidents by ensuring appropriate guards are fitted and used along with safe working procedures. Good training for all staff is vital and should ensure tasks can be done safely. Crantock Bakery fell short of what their health and safety responsibilities required."

Crantock Bakery Ltd of Lodge Way, Indian Queens, pleaded guilty to a breach of Section 2(1) of the Health and Safety at Work Act 1974 and guilty to breaching Regulation 11 (1) of the Provision and Use of Work Equipment Regulations 1998.

June 1, 2012

Coming soon from Advantage Preventage Claims Management Inc. Training On-Line - Changing Workplace Occupational Health and Safety Behaviour and Culture that will reduce the risk of workplace injuries, helping workers and supervisors work as a team, treating each other with respect, bringing back workplace loyalty.

March 14, 2012

Advantage Prevention Claims Management Inc. offers the following workplace safe work site Occupational Health and Safety Inspections for both Industrial and Construction Sites to reduce the risk of injury to workers and ensure compliance with Ministry of Labour Act and Regulatory Requirements in Ontario.


Onsite Industrial and Construction locations Inspections

An onsite safety inspection involves an Advantage Prevention Claims Management Safety Consultant conducting a comprehensive inspection in your workplace. On completion a written report will be issued with notes on what course of action needs to be taken.

The safety inspection will reduce workplace risks and hazards, signage requirements, personal protective equipment requirements, Safe Work Procedures, Work Statements and Standard Operating Procedures.


The Silver Inspection is designed for small businesses with up to eight employees and is generally completed with half a day. Advantage Prevention Claims Management safety Consultant will assess a range of Safety Management issues, and the more compliance your company has, the greater the detail that the consultant will cover. A detailed report with recommendations and references is provided with 7 days.


The Bronze Inspection is for larger companies and generally takes a full day on site. Safety Consultants will look for risks, hazards and compliance in accordance with the relevant OHS legislation in your state. A detailed report with recommendations and references is provided with 7 days.

Email or call 905-891-3474 for pricing and/or more information.

March 1, 2012

Making Construction Sites Safe For Workers

McGuinty Government Committed to Preventing Workplace Injuries

Ontario is working to improve safety in high-risk construction trades with a targeted, month-long blitz to protect workers from preventable workplace injuries.

Beginning March 1, inspectors from the Ministry of Labour will visit construction projects employing workers in high-rise formwork, low-rise formwork and masonry, siding and built-up roofing work. The inspections will help ensure that:

  • Work areas are safe from hazards that cause dangerous slips, trips or falls

  • Workers are using fall protecting systems properly and equipment such as ladders, platforms and scaffolds.

The blitz will be in addition to regular inspections already undertaken by the Ministry of Labour.

Protecting construction workers is part of the McGuinty government's continued commitment to preventing workplace injuries through its Safe at Work Ontario strategy, while creating jobs.


  • In 2010, six workers died and 159 workers were seriously injured in the five targeted trades as a result of falls. Of those injured, nearly half were young workers.

  • Since 2008, ministry inspectors have conducted more than 266,000 field visits, 36 inspection blitzes and issued more than 426,000 compliance orders.

  • The blitz is part of the province's Safe at Work Ontario strategy to increase compliance with the Occupational Health and Safety Act and its regulations.

February 22, 2012

Firm up your future, let a proven record of success continue with Advantage Prevention Claims Management Inc., known as APCM.  If you want an accurate and reliable evaluation of your Occupational Health and Safety and WSIB/WCB Workers Compensation Policies – Programs – Procedures, if you are looking for a stronger Health and Safety/WSIB/WCB platform for your business, your first move is to speak with APCM at or call 905.891.3474.

January 17, 2012

Announcement by the Canadian Federal Government today January 16, 2012, to reduce food inspection services makes it even more important to train food service workers on how to ensure that they follow food safety practices – that means both food manufacturing and restaurants need to provide food safety handling training courses on-line 24/7 at for all its workers. e-mail or call 905-891-3474 – click on Canada Safety On-Line Health and Safety Training.

Coming to live and work in Canada come prepared, go on-line 24/7 at and take our Occupational Health and Safety Industrial and Construction training courses which will help when you start work – you will be prepared to work safely – call 905-891-3474 – e-mail

January 16, 2012 is pleased to announce that we now offer Occupational Health and Safety WHMIS Online Training in French, the first of many on-line training courses in French.  APCM On-line Health and Safety training courses are available 24/7 – 365 days a year.  Disability access on-line training is also available to meet Minister of Health to ensure Canadians with disabilities are treated with respect.  APCM offers food safety handling courses to help reduce the risk of food illnesses.  APCM also offers Sanitation Safety Training Booklet for use in both food manufacturing and restaurants 24/7.  APCM provides on-line health and safety for nursing homes and retirement homes to meet health and safety regulations.  All these are available at

October 17, 2011

Advantage Prevention Claims Management Inc., now offers 24/7 reporting of workplace injuries to reduce workers compensation costs.  By reporting workplace injuries the same day,  the sooner worker receives health care and medical management treatment, the sooner modified work can be arranged which will lower workplace insurance costs.   Take advantage of this service and increase the employers bottom line producing a higher (ROI) return on investment.  Call 905-891-3474 for this new 24/7 service.

September 26, 2011

Emergency Preparedness

Emergency preparedness starts with you.  In the event of an emergency everyone should be fully prepared to take care of themselves and families for up to seven days.  Make sure that your emergency survival kit has the following: flashlight, batteries, radio/crank radio, spare batteries, first aid kit, candles, matches, extra car keys, cash, important papers (identification), food, bottled water, clothing/footwear, blankets/sleeping bags, medication, toilet paper and other personal items, playing cards and a whistle to attract attention.  Be Prepared!  Not Scared!

September 26, 2011

Workplace Occupational Health and Safety

Workplace - Near Misses - First Aids -Serious Injuries - Employers must put recording procedures in place to ensure compliance with the Law - Documents must be up to date and properly completed - investigation of all incidents will reduce all incidents from reoccurring -employers in the world today must protect their companies, big and small, from the law by ensuring that reporting systems are up to date and fully documented for workplace injuries - near misses and first aids are properly investigated - near misses require investigation as would a serious injury reducing the risk by preventing them from occurring - first aids should be recorded in a first aid log book allowing the health and safety supervisors and managers to audit monthly the types of first aid incidents, to look for such first aids as back pain, arm and shoulder issues which should be followed up to find the causes - Employers must put in place procedures and steps to prevent more serious injuries.

August 19, 2011

Reduce workers compensation (WSIB) and (WCB) costs by good communication with your employee's.  Teach your employee's how to work safely, ensure your Supervisors and Forman are good communicators in many ways, it is the only way to reduce workplace injuries.  Today Advantage Prevention Claims Management Inc. makes it so easy, employees and supervisors can email about ways to improve their communication skills, you can also call 905-891-3474.   Advantage also known as APCM,  our clients have the lowest frequency and severity in their work sectors, click onto our on-line occupational health and safety training e-learning courses – employees, supervisors and managers can take prevention on their Ipads, smart phones, laptops and you can take training while out in shopping malls, eating places, sitting in hospitals , in fact any public place, while receiving  treatment, on buses, planes, at airports and even on trains.  We said at the start it was easy to be trained on how to do your job as well as being trained to work safely.  Call or e-mail 905-891-3474 –

May 25, 2011


Dear Employer,

Changes you are not aware of at WSIB - take steps to change your hiring practice.

The employer is told in writing the SIEF Award may be taken back or reduced to a lower amount.  Example; WSIB SIEF Team Awards 50% SIEF and the employer Appeals the Decision, WSIB tells the employer try it and you may not even be allowed to keep the 50% already awarded.  Employers are the stake holders paying all of the WSIB premiums to allow WSIB to pay benefits to claimed injured workers - WSIB knows that 37% of all injured workers have a pre-existing medical condition from either a vehicle accident and/or a workplace injury from another employer.  Why should employers be penalized and forced by WSIB to pay 100% of all benefits which they had no control over - WSIB's new return to work integration program is trying to force employers to create jobs at any cost causing financial hard ship. There are more WSIB claimed injuries allowed today which did not happen in the workplace - workers who slip and fall at home, workers who do not follow employer health and safety procedure, workers who refuse to co-operate with employer return to work modified work program - at one time it was called "WCB"  Worker's Compensation Board now it's called "WSIB" Workplace Safety Insurance Board - this was done to help make employers feel that this change would mean more control over fairness.  We are the insurance board and it's time employers who are losing business to others, and employers outside Ontario, should stand up and "Vote" for a Government change, make it an issue in the upcoming election.

John Hennessy

March 14, 2011



Ontario is proposing evidence based changes to OHIP coverage for certain health care services as well as proposed changes for OHIP-funded out-of-country procedures.  The public is invited to comment on the proposed changes which are posted on Ontario's Regulatory Registry until March 13, 2011.

Ontario consulted with experts, including the Ontario Medical Association, in developing these proposed changes.


  • New fee codes for CT (virtual) colonoscopy and CT cardiac angiography that will clarify when the procedure is covered by OHIP.

  • Removal of payments for sinus ultrasound as this procedure has proven to be ineffective.

  • Restriction of payments for pre-operative testing prior to certain procedures, such as colonoscopy, cystoscopy, carpal tunnel release, and arthroscopy, as evidence indicates it is not effective.


  • Aligning out-of-country drug funding with the Ontario Public Drugs Program.

  • Restricting approval of out-of-country coverage if an identical or equivalent service is performed in Ontario by an available Ontario doctor who can perform that service within their scope of practice;

  • Requiring the support of a specialist when applying for funding of an out-of-country health service.

  • Ensuring other provinces are considered before sending a patient for an out-of-country service.

  • Clarifying the funding rules for out-of-country laboratory services, including genetic testing.


This proposal is part of Ontario's Excellent Care for All strategy which ensures that funding for health care is supported by evidence based practices.  It also makes sure that funding is directed where the evidence shows the greatest value, without compromising access to health care services that are deemed medically necessary by experts.


  • The proposed changes to OHIP payments for health services would save $5.1 million annually.

  • Funding of the out-of-country services has grown at an average rate of 21.2 per cent over the past six years.  The proposed changes to the Out-of-Country Prior Approval Program would save $28.5 million annually.


Ontario is focusing on medical evidence to ensure funding is provided for services that improve patient care.  After consulting with experts, Ontario is proposing a number of changes to OHIP coverage.  As well, Ontario is bringing more services to Ontarians closer to home by making improvements to the Out-of-Country program.

These changes will be posted on the Regulatory Registry until March 9, 2011 and are expected to save $33.6 million annually if implemented.


A CT (virtual) colonoscopy is a test for viewing the colon by computed tomography (CT) when a standard colonoscopy cannot be performed.  Some patients have difficulty undergoing a colonoscopy due to previous surgery or scarring.  The virtual colonoscopy provides access to patients for testing who would otherwise have difficulty undergoing a colonoscopy.

Ontario is proposing a new fee code that describes when virtual colonoscopy is insured.  The service will not be insured when used as a general screening tool.


Sinus ultrasound is an older technology to view facial sinus cavities of patients with chronic sinusitis.

Ontario is proposing to remove payment for this service because it is an effective technology for sinuses and has been replaced by CT or sinus endoscopy.


Pre-operative testing is routine testing (ECG and chest x-ray) prior to surgery.  Hospitals have historically required tests for all surgeries, but evidence from medical studies does not support the practice.

Ontario is proposing to restrict pre-operative testing for colonoscopy, cystoscopy, carpal tunnel release, and arthroscopic surgery.  In medically necessary cases (e.g., if patient has a constant cough or an abnormally high hear rate), doctors would still receive payment for these tests if the ordering doctor can demonstrate the need for the test and obtain approval from the Ministry.

Changes to Funding for Insured Services Received Out of Country


The Ontario Public Drugs Program, which has a rigorous drug review process, is responsible for determining which drugs receive public funding in Ontario through programs including the Ontario Drug Benefit Program, the New Drug Funding Program and the Exceptional Access Program.

Historically, out of country (OOC) drug therapy may be funded where the drug is not available in Ontario.  However, the decision process for OHIP funding of OOC drug therapy currently is not aligned with the decision process under the Ontario Public Drugs Program.  Ontario is proposing an amendment that would align OOC drug therapy with the Ontario Public Drugs Program.


Prior approval from the Ministry of Health and Long Term Care is required in order for patients to receive OHIP funding for out-of-country hospital and medical services.  Approval is not granted for out-of-country services when an Ontario doctor can perform an identical or equivalent procedure without critical delay.

Ontario is proposing an amendment that would ensure that an identical or equivalent service is performed in Ontario, rather than out-of-country, if there is an available Ontario doctor who can perform the service.  This amendment would enhance patient safety and eliminate the need for Ontarians to unnecessarily travel-out-of-country for health services.  It would also support development of expertise within Ontario which benefits all Ontario patients.


Current regulations require that an application for prior approval of funding of an out-of-country health service be submitted by a practicing Ontario doctor.

Ontario is proposing a regulation requiring that an application for funding be endorsed in writing by a specialist.  This measure will ensure that applications are assessed by specialists who can ensure that the requested services are medically necessary, appropriate and not experimental.  The specialist would also be able to confirm that the services are either not performed in Ontario or cannot be obtained without medically significant delay.

All other provinces (except Alberta) have this requirement for out-of-country services.


There is currently no mechanism for the province to redirect patients who have applied for funding for out-of-country services to other provinces when those services are not available in Ontario.
Ontario is proposing to promote providers in other provinces over out-of-country providers for select services when other provinces may have the capacity that Ontario lacks.

Health services obtained in other provinces generally cost one-third to half to as much as the same services obtained out-of-country, and usually can be billed in whole or part at rates established by inter-provincial agreements.  All other provinces in Canada have this requirement for out-of-country services.


The out-of-country funding for laboratory testing currently does not align with in-province funding or the prior approval process for all other out-of-country services.  The proposed amendments would align the funding with the services, including:

  • Require that an application for payment of an out-of-country laboratory test be endorsed by an Ontario doctor with a designation as a Fellow of the Canadian College of Medical Geneticists.

  • Require that an out-of-country laboratory test including a genetic test must be for the purpose of diagnosis, prevention or treatment.

  • Clarify that the funding of out-of-country lab testing is to be determined under the lab provisions of the regulation and not under the more general out0of-country hospitals and health facilities provisions.

This proposal would help to ensure that genetic tests funded out-of-country provide necessary information to make meaningful decisions on the management of the specific patient.


Transitional provisions would ensure that patients whose out-of-country treatment was approved prior to the effective date of these amendments would not be adversely affected.  This measure ensures that existing approvals for these services will not be affected by these proposed changes.

December 15, 2010


A carpenter who was given a false negative cancer result at an Eastbourne hospital died of an occupational tumour, an inquest has heard.  The carpenter died at his home on Christmas Day 2009 from cancer of the nose.  As an inquest at Eastbourne Magistrates Court into the death of the 67-year old, the coroner was told the deceased had been transferred to the hospital by his doctor after complaining of sinus problems.  After various examinations and tests, samples from the tumour were sent for analysis.  The tests came back as benign but two-and-half months later the carpenter was diagnosed with cancer.  The Coroner recorded a verdict of industrial disease.


A CARPENTER who was given a false negative cancer result at Eastbourne DGH died of industrial disease, an inquest has heard.

Roy Taylor, of Bourne Street, died at his home on Christmas Day 2009 from a tumour on his nose.

An inquest into the death of the 67-year-old was held at Eastbourne Magistrates Court on Thursday afternoon (November 18).  Coroner Alan Craze was told that Mr. Taylor had been transferred to the hospital by his doctor after complaining of sinus problems.  After various examinations and tests by the ear, nose and throat team at Eastbourne DGH, samples from the tumour in Mr. Taylor's nose were sent off for analysis.

The tests came back as benign but two-and-a-half months later Mr. Taylor was diagnosed with cancer.

Dubba Reddy, associate specialist of otolaryngology, said he took samples from the abnormal area and was relieved when it came back as benign.

He added, 'I have done hundreds and not had this before.  It is very, very rare.'

The benign result was reported to Mr. Taylor on August 10 but it wasn't until October 27 that he found out, after suffering from headaches and double vision, that the tumour was malignant.

Nick Violaris, an ear, nose and throat consultant, said 'No-one knows and an early diagnosis is always best, but looking at the rapid growth in Mr. Taylor's case I don't think it would have made much difference.

Wife Ann Taylor said her husband had worked as a carpenter for much of his working life.  She said he had worked with hardwoods such as oak and mahogany.  The pathologist said there was a well-documented link between carpentry and the type of cancer Mr. Taylor had suffered.

Coroner Alan Craze asked the hospital to find and keep the samples which led to the false negative biopsy and suggested Mrs. Taylor may wish to make a claim against Mr. Taylor's previous employers.

Mr. Craze recorded a verdict of industrial disease and told the family the delayed diagnosis and any civil action that might be taken was out of his remit.

Speaking after the inquest, Mrs. Taylor said she hoped the case would highlight the dangers of working with wood.

November 4, 2010


Slips and Falls in both the Fall and Winter can be reduced as follows:

One slip/fall can cost your company as much as $50,000.00 and this does not include fines and charges in some cases.  Take on-line slip/fall training on our website

As the temperature drops, the number of slips and falls rises in Fall and Winter with wet and icy conditions which are dangerous and workplaces need to take the right precautions.


  • Keep parking lots and walkways clear of mud, snow and ice.

    • Don't get caught by surprise - monitor the weather and expect slippery conditions

    • Clear ice and snow before workers need to get into or out of the parking lot

    • Use salt, sand or another proven anti-slip material to keep parking lots and walkways clear

    • Have shovels and gloves available before icing conditions appear

    • Ensure workers wear appropriate footwear for conditions

    • Leaves on road ways are slippery for driving during Fall

    • Leaves when wet make conditions for driving very bad

    • Wet leaves and ice together increase the risk when driving in these conditions.

  • Provide good lighting and clear path markings in parking lots and walkways

  • Clearly identify parking lots, walkways, steps, ramps and other elevation changes.

Build a falls program that will work.......

  • Set Standards

    • Maintenance for the condition of your parking lots and paths

    • Maintenance for appropriate footwear and safety gear

  • Define everyone' s role in preventing slips and falls.

  • Communicate roles and standards to all staff

  • Train workers responsible for keeping lots and walk ways clear.

  • Audit standards to see program is working

  • Acknowledge success and make improvements

September 9, 2010


This document will help you know what new rules mean as of September 1, 2010.

TORONTO – Millions of Ontario drivers will face an array of new choices when they renew their auto insurance policies because of new rules that kick in September 1, 2010, but critics say the changes introduced by the Liberal government won't benefit consumers.

One key difference in the new standard auto insurance policy will be a 50 per cent cut in medical and rehabilitation benefits, from $100,000 to $50,000, and a corresponding drop in attendant care benefits, from $72,000 to $36,000.

Income replacement coverage will fall from 80 to 70 per cent of gross income, to a maximum of $400.00 a week.  Housekeeping expenses and caregiver benefits currently available to all accident victims will be only for those with catastrophic injuries.

However, consumers will be able to purchase additional levels of coverage in the same way they've been able to pay higher premiums to lower deductible levels.

Giving consumers a choice is always the best way to go, especially if it can keep premiums down, said Finance Minister Dwight Duncan.

"This will enable people to decide what's in their best interests, what they want to pay, and I just think choice is a good thing whenever you're shopping," said Duncan.

"I think when you give people choice in the coverage they get they will respond well."

August 16, 2010

As an "Advantage Prevention Claims Management Corporate Client",
you have experts in all these areas. 

 Visit our website

Any corporate client with eight million plus in revenue or over 35 employees requires a Corporate Loss Prevention Manager just as they require Corporate Lawyers and Auditors.

However, few corporations are able to justify the costs to maintain such a department.  As an APCM Corporate Client, you are able to meet all your corporate due diligence needs, cost effectively producing profit and increasing share value.

The Loss Prevention Department must not only solve problems such as due diligence and corporate compliance issues; it must be pro-active in all areas of loss prevention.

APCM is your corporate choice, as it is for many of Canada's USA and Irish clients.  We provide service in many diverse business sectors:

  • Agriculture

  • Auto Industry

  • Bakeries

  • Banking

  • Chemical

  • Computer

  • Construction

  • Distribution

  • Financial

  • Fishing Industry

  • Flour Mills

  • Forklift Industry

  • Hospitals

  • Hydro Company's

  • Insurance Industry

  • Internet Services

  • Lawyers

  • Management Consulting

  • Manufacturing

  • Marinas

  • Municipal Government

  • Radio Stations

  • Retail

  • School Boards

  • Security Services

  • Service Industry

  • Software

  • Steel Industry

  • Temporary Agencies

  • Tourism Industry

  • Trucking

  • TV Industry

  • Waste Recycling

  • Textile Industry

May 7, 2010


Some signs that a workplace may be unsafe...

  • Other employees are getting injured on the job

  • You work without direct supervision

  • You have not been trained properly

  • Equipment is unguarded or broken

  • Chemical containers aren't labeled

  • Shortcuts are used to save time

  • Poor housekeeping and maintenance e.g. floors are slippery and electrical cords are frayed

How to protect yourself...

  • Learn to do the job safely.  Are you in any danger?

  • Think the job through.  Know what to do when there's an injury or emergency situation.

  • Ask, Ask, Ask – There are no stupid questions.

  • Get help especially if you have to lift something heavy.

  • Wear the gear – Find out what to wear to protect yourself, how to wear it and how to maintain it.

  • Inform your supervisor if you see anything unsafe that may hurt you or someone else.

  • Report injuries – If you get hurt, it's your job to tell your supervisor.

  • Talk to your family about your job.  Sometimes they know something you don't know!

Minimum Age Requirements for Working in Ontario

14 years old

  • Establishments such as offices, stores, arenas, restaurant serving areas.

15 years old

  • Factories (other than logging operations) including restaurant kitchens and warehouses.

16 years old

  • Construction, surface mine (except the working face); logging operations; mining plants.

18 years old

  • Underground mining or a working face of a surface mine; window cleaning.

If you think your job is unsafe, do something about it.


Lead by Example...

Listed below are ways in which you can lead by setting a good example for young workers.

  • Attend the training sessions being provided for your workers.

  • Use and wear safety equipment when it's required to be used by your employees.

  • Participate in fire drills and any other emergency response training.

  • Treat every young worker with the same care and respect you would want bestowed on your teen.

  • Include health and safety in your company's strategic plan.

  • Personally encourage young workers to report health and safety problems they may encounter.

Tell your young workers everything they need to know about workplace health and safety before they have to ask.

Bright Ideas

  • Attend new worker welcoming get-togethers to celebrate their arrival.

  • Make yourself available during new worker orientation sessions.

  • Introduce new young workers to key people in the organization.  This may include the Health and Safety Manager, Joint Health and Safety Committee Members or Health and Safety Representatives.

  • Turn every interaction with a young worker into an opportunity to reinforce your company's health and safety values and priorities.

  • Encourage young workers to come forward with ideas and suggestions.

  • Make health and safety a part of all workplace communications.

  • Pair up young workers with experienced, safety conscious workers.

  • Encourage supervisors to periodically take young workers on health and safety inspections to spot hazards and unsafe practices.



Questions to ask your teen:

  • Was safety orientation training and information on rules of the workplace provided by your boss?

  • Does your supervisor work in or near your work area?

  • Does your supervisor provide on-the-job performance feedback, including information and advice on how to work safely?

  • Do you report concerns to your supervisor and do you feel comfortable in doing so?

  • What tasks do you normally perform at work?
    Familiarize yourself with the place they work, the people and the jobs they perform.  Ask around and make sure you're comfortable that it's a safe place to be. (You wouldn't be the first parent to show up at your teen's workplace)

  • Are you tired at work?
    Keep an eye on the balance in your teenager's life.  It's a fact that teens develop cognitively and physically into their early 20's, so they have an increased need for sleep.  A hurried cycle of full-time school, homework, social life and work (especially more than a few hours on the weekend) combined with a lack of rest can create fatigue, leading to poor performance in school and an increased risk of injury at work and while driving.

  • Do you have to climb or work at heights? Do you lift and carry heavy objects?
    If the answer is yes, ask how they were trained and what equipment they use to do these things safely.

  • Do you know what kind of protective equipment to wear and have you been trained to use it properly?
    You wouldn't let your kids out the door to play hockey without full gear, so don't let them go to work without safety equipment the employer requires them to wear or bring to work (safety shoes, protective eyewear, a hairnet).

  • Do you work with chemicals?  Have you received training in their proper use?  WHMIS training must be provided to workers using chemicals.  Ask if they know about labels and material safety data sheets.

  • Do you know that it is important for you to report to your supervisor any injury you receive?
    If your teen is injured on the job, know that compensation for injured workers isn't only for older workers.  Check with the Workplace Safety and Insurance Board at or 1-800-387-0750 to find out about your teen's rights

April 27, 2010

Workplace Violence Ontario Bill 168

Workplace Violence Ontario Bill 168 becomes Law on June 1st, 2010.  Employers are required by this new Bill 168 to have in place for the protection of workers – Company Workplace Violence Policy posted in the workplace – Copies of this should be provided to all workers – Reporting Obligations to the JH&SC within four days of an occurrence – Bill 168 requires the Employer to assess the risk of violence – implementing a workplace violence prevention program – Employers should know that the Ministry of Labour take the position that Section 25 (2)(H) of the of the Act (OHSA) includes assessing the risk – e-mail or call 905-891-3474.

April 26, 2010

BILL 168

An act to amend the Occupational Health and Safety Act with respect to violence and harassment in the workplace and other matters.

Explanatory Note

This Explanatory Note was as a reader's aid to Bill 168 and does not form part of the law.  Bill 168 has been enacted as Chapter 23 of the Statutes of Ontario 2009.

The Bill adds Part III.).1 (Violence and Harassment) to the Occupational Health and Safety Act.  Subsection 1 (1) of the Act is amended to include definitions of workplace violence and workplace harassment.

Section 32.0.1 of the Act requires an employer to prepare policies with respect to workplace violence and workplace harassment, and to review the policies at least annually.

Section 32.0.2 of the Act requires an employer to develop a program to implement the workplace violence policy.  The program must include measures to control risks of workplace violence identified in the risk assessment that is required under section 32.0.3, to summon immediate assistance when workplace violence occurs, and for workers to report incidents of workplace violence.  The program must also set out how the employer will deal with incidents and complaints of workplace violence.

Section 32.0.3 of the Act requires an employer to assess the risks of workplace violence and to report the results of the assessment to the joint health and safety committee or to a health and safety representative.  If there is no committee or representative, the results must be reported to the workers.  The risks must be reassessed as often as is necessary to protect workers from workplace violence.

Under Section 32.0.4 of the Act, if an employer is aware or ought to be aware that domestic violence that is likely to expose a worker to physical injury may occur in the workplace, the employer must take every reasonable precaution to protect the worker.

Section 32.0.5 of the Act clarifies that the employer duties in section 25, the supervisor duties in section 27 and the worker duties in section 28 apply, as appropriate, with respect to workplace violence.  Section 32.0.5 also requires an employer to provide a worker with information and instruction on the contents of the workplace violence policy and program.

Section 32.0.6 of the Act requires an employer to develop a program to implement the workplace harassment policy.  The program must include measures for workers to report incidents of workplace harassment and set out how the employer will deal with incidents and complaints of workplace harassment.  Section 32.0.7 requires an employer to provide a worker with information and instruction on the contents of the workplace harassment policy and program.

The Bill amends section 43 of the Act which deals with a worker's right to refuse work in various circumstances where health or safety is in danger, to include the right to refuse work if workplace violence is likely to endanger the worker.

The Bill adds sections 55.1 and 55.2 to the Act, authorizing inspectors to make orders requiring policies under section 32.0.1 and assessments and reassessments under section 32.0.3 to be in writing or to be posted in the workplace.

The Bill provides for authority to make regulations, including the following:

1.    Requiring an employer to designate a workplace co-ordinator with respect to workplace violence and workplace harassment.

2.    In the case of workers with a limited right to refuse work under section 43 of the Act, specifying situations in which a danger to health or safety is inherent in the workers' work or a normal condition of employment.

3.    Varying or supplementing subsections 43 (4) to (13) of the Act with respect to workers with a limited right to refuse under section 43 and workers to whom section 43 applies by reason of a regulation made for the purposes of subsection 3 (3) of the Act.

4.    Governing the application of the duties and rights set out in Part III.0.1 to the taxi industry.

Note:  This Act amends the Occupational Health and Safety Act.  For the legislative history of the Act, see the Table of Consolidated Public Statutes – Detailed Legislative History on

Her Majesty, by and with the advice and consent of the Legislative Assembly of the Province of Ontario, enacts as follows:

  1. Subsection 1 (1) of the Occupational Health and Safety Act is amended by adding the following definitions:

"workplace harassment" means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome;

"workplace violence" means,

(a)   The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker,

(b)  an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker,

(c)  A statement or behavior that is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.  ("violence au travail")

  1. Section 25 of the Act is amended by adding the following subsection:


(3.1)  Any explanatory material referred to under clause (2) (i) may be published as part of the poster required under section 2 of the Employment Standards Act, 2000.

3.  The Act is amended by adding the following Part:




Policies, violence and harassment

32.0.1  (1) An employer shall,

(a) Prepare a policy with respect to workplace violence;

(b)  Prepare a policy with respect to workplace harassment; and

(c)  Review the policies as often as is necessary, but at least annually.

Written form, posting

(2) The policies shall be in written form and shall be posted at a conspicuous place in the workplace.


(3) Subsection (2) does not apply if the number of employees regularly employed at the workplace is five or fewer, unless an inspector orders otherwise.

Program, violence

32.0.2  (1) An employer shall develop and maintain a program to implement the policy with respect to workplace violence required under clause 32.0.1 (1) (a).


(2) Without limiting the generality of subsection (1), the program shall,

(a)  include measures and procedures to control the risks identified in the assessment required under subsection 32.0.3 (1) as likely to expose a worker to physical injury;

(b)  include measures and procedures for summoning immediate assistance when workplace violence occurs or is likely to occur;

(c)  include measures and procedures for workers to report incident of workplace violence to the employer or supervisor;

(d)  set out how the employer will investigate and deal with incidents or complaints of workplace violence; and

(e)  include any prescribed elements.

Assessment of risks of violence

32.0.3  (1) An employer shall assess the risks of workplace violence that may arise from the nature of the workplace, the type of work or the conditions of work.


(2) The assessment shall take into account,

(a) circumstances that would be common to similar workplaces;

(b) circumstances specific to the workplace; and

Any other prescribed elements.


(3) An employer shall,

(a)  advise the committee or a health and safety representative, if any, of the results of the assessment, and provide a copy if the assessment is in writing; and

(b)  if there is no committee or health and safety representative, advise the workers of the results of the assessment and, if the assessment is in writing, provide copies on request or advise the workers how to obtain copies.


(4)     An employer shall reassess the risks of workplace violence as often as is  necessary to ensure that the related policy under clause 32.0.1 (1) (a) and the related policy under clause 32.0.1 (1) (a) and the related program under subsection 32.0.2 (1) continue to protect workers from workplace violence.


(5)     Subsection (3) also applies with respect to the results of the reassessment.

Domestic violence

32.0.4  If an employer becomes aware, or ought reasonably to be aware, that domestic violence that would likely expose a worker to physical injury may occur in the workplace, the employer shall take every precaution reasonable in the circumstances for the protection of the worker.

Duties re violence

32.0.5 (1) For greater certainty, the employer duties set out in section 25, the supervisor duties set out in section 27, and the worker duties set out in section 28 apply, as appropriate, with respect to workplace violence.


(2) An employer shall provide a worker with,

(a)  information and instruction that is appropriate for the worker on the contents of the policy and program with respect to workplace violence; and

(b)  any other prescribed information or instruction.

Provision of information

(3)  An employer's duty to provide information to a worker under clause 25 (2) (a) and a supervisor's duty to advise a worker under clause 27 (2) (a) include the duty to provide information, including personal information, related to a risk of workplace violence from a person with a history of violent behavior if,

(a)  the worker can be expected to encounter that person in the course of his or her work; and

(b)  the risk of workplace violence is likely to expose the worker to physical injury.

Limit on disclosure

(4) No employer or supervisor shall disclose more personal information in the circumstances described in subsection (3) than is reasonably necessary to protect the worker from physical injury.

Program, harassment

32.0.6  (1) An employer shall develop and maintain a program to implement the policy with respect to workplace harassment required under clause 32.0.1 (1) (b).


(2)  Without limiting the generality of subsection (1), the program shall,

(a)  include measures and procedures for workers to report incidents of workplace harassment to the employer or supervisor;

(b)  set out how the employer will investigate and deal with incidents and complaints of workplace harassment; and

(c)  include any prescribed elements.

Information and instruction, harassment

32.0.7 An employer shall provide a worker with,

(a)   information and instruction that is appropriate for the worker on the contents of the policy and program with respect to workplace harassment; and

(b)   any other prescribed information

4. (1) Clause 43 (1) (a) of the Act is amended by striking out "clause (3) (a), (b) or  (c)" and substituting "clause (3) (a), (b), (b.1) or (c)".

    (2) Subsection 43 (3) of the Act is amended by striking out "or" at the end of clause (b) and by adding the following clause:

(b.1) workplace violence is likely to endanger himself or herself; or

(3) Subsection 43 (5) of the Act is repealed and the following substituted:

Worker to remain in safe place and available for investigation

(5) Until the investigation is completed, the worker shall remain,

(a) in a safe place that is as near as reasonably possible to his or her work station; and

(b) available to the employer or supervisor for the purposes of the investigation.

 (4) Subsection 43(6) of the Act is amended by striking out "or" at the end of clause (b) and by adding the following clause:

(b.1) workplace violence continues to be likely to endanger himself or herself; or

(5) Subsection 43 (8) of the Act is repealed and the following substituted:

Decision of Inspector

(8) The inspector shall, following the investigation referred to in subsection (7), decide whether a circumstance described in clause (6) (a), (b), (b.1) or (c) is likely to endanger the worker or another person.

(6) Subsection 43 (10) of the Act is repealed and the following substituted:

Worker to remain in safe place and available for investigation

(10) Pending the investigation and decision of the inspector, the worker shall remain, during the worker's normal working hours, in a safe place that is as near as reasonably possible to his or her work station and available to the inspector for the purposes of the investigation.


(10.1) Subsection (10) does not apply if the employer, subject to the provisions of a collective agreement, if any,

(a)  assigns the worker reasonable alternative work during the worker's normal working hours; or

(b)  subject to section 50, where an assignment of reasonable alternative work is not practical, gives other directions to the worker.

5.  Subsection 52 (1) of the Act is amended by striking out "or fire" in the portion before paragraph 1 and substituting "fir or incident of workplace violence".

6.  The Act is amended by adding the following sections:

Order for written policies

55.1  In the case of a workplace at which the number of employees regularly employed is five or fewer, an inspector may in writing order that the policies with respect to workplace violence and workplace harassment required under section 32.0.1 be in written form and posted at a conspicuous place in the workplace.

Order for written assessment, etc.

55.2  An inspector may in writing order that the following be in written form:

  1. The assessment of the risks of workplace violence required under subsection 32.0.3 (1).

  2.  A reassessment required under subsection 32.0.3 (4).

7.  Subsection 70 (2) of the Act is amended by adding the following paragraphs:

         15.  prescribing elements that any policy required under this Act must contain;

                     .           .           .           .

         33. prescribing restrictions, prohibitions or conditions with respect to workers or  workplaces relating to the risks of workplace violence;

                  .           .           .           .

         50. requiring an employer to designate a person in a workplace to act as a workplace co-ordinator with respect to workplace violence and workplace harassment, and prescribing the functions and duties of the co-ordinator;

          51.  in the case of a worker described in subsection 43 (2), specifying situations in  which a circumstance described in clause 43 (3) (a), (b), (b.1) or (c) shall be  considered, for the purpose of clause 43 (1) (a), to be inherent in the worker's work or a normal condition of employment;

         52.  varying or supplementing subsections 43 (4) to (13) with respect to the following workers, in     circumstances when section 43 applies to them:

              I.       Workers to whom section 43 applies by reason of a regulation made for the purposes of subsection 3(3), and

              II.      Workers described in subsection 43 (2).

 8.  The Act is amended by adding the following section:

Regulations, taxi industry

71.  (1) The Lieutenant Governor in Council may make regulations governing the application of the duties and rights set out in Part III.0.1 to the taxi industry.


(2) Without limiting the generality of subsection (1), the Lieutenant Governor in Council may make regulations,

(a) specifying that all or any of the duties set out in Part III.0.1 apply for the purposes of the regulations, with such modifications as may be necessary in the circumstances;

(b) specifying who shall be considered an employer for the purposes of the regulations and requiring that person to carry out the specified duties;

(c)  specifying who shall be considered a worker for the purposes of the regulations;

(d) specifying what shall be considered a workplace for the purposes of the regulations.


9.  This Act comes into force six months after the day it receives Royal Assent.

Short title

10.  The short title of this Act is the Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace), 2009.

February 26, 2010

Focus On Fall Hazards At Construction Sites

McGuinty Government Heightening Awareness Around Workplace Hazards

Ontario Ministry of Labour inspectors will check for hazards involving suspended platforms at construction sites during an enforcement blitz starting in mid-January
and is reminding industry parties to protect workers from hazards that cause workers to fall.

The ministry has issued a hazard alert on the fundamental safety procedures for suspended platforms.  Inspectors will also begin a heightened enforcement campaign targeting fall hazards in the construction sector. As part of regular inspections, they will look for compliance with fall protection requirements, including appropriate fall-related equipment and adequate worker training.
Ministry inspectors will have zero tolerance for non-compliance. The review will be completed within 90 days.
This initiative is part of the province's Safe At Work Ontario strategy.  The strategy  takes a broad approach to improve workplace health and safety practices through
education, training, and enforcement of provincial legislation and regulations.

Since 2005 Ontario has doubled the number of full-time occupational health and safety inspectors, bringing the total to 430.

A 2008 falls blitz visiting 704 construction projects resulted in 3,262 orders, 336 stop-work orders and 1,455 forthwith orders.

February 24, 2010

Stronger Protection For Workers
McGuinty Government Updating Hazardous Chemical Substance Regulations
Ontario is strengthening worker protection by updating occupational exposure limits (OELS) for 36 hazardous chemical substances such as polyvinyl chloride and ethanol.
OELs restrict workers' exposure to hazardous biological and chemical substances on the job such as those used in manufacturing and repair operations.
The changes follow consultations in 2008 and 2009 with stakeholders, including with employer and worker groups. The Ministry of Labour is committed to reviewing and updating OELs on a regular basis.
In addition, the government is consolidating 11 designated substance regulations into one regulation while maintaining worker protections for exposure to these substances. The consolidation will make it easier for employers to access and comply with the regulations.
All of the changes will take effect on July 1, 2010.

  • Ontario currently has OELs for more than 725 hazardous biological and chemical substances.

  • In 2004 the McGuinty government began annual reviews of Ontario's OELs.

  • Under this review, more than 170 limits have been updated.

  • OELs were first adopted into regulation in Ontario in the 1980's.

  • Current limits are primarily based on standards recommended by the American Conference of Governmental Industrial Hygienists (ACGIH).

February 18, 2010


Ministry of Labour has a blitz on forklifts/scissor lifts and all ride on equipment.  Take your forklift/scissor lift ride on equipment theory on-line training, and call to make an appointment to arrange practical safe operation training.

January 25, 2010

Dear Employer,

This is a very important change that will cost your company's bottom line:

SIEF change at WSIB that will cost – if you do not put job requirements in place today.

Employers in Ontario should know that SIEF given to Companies when the pre-existing condition slows the recovery is now not a decision for the Claims Adjudicator, it is a decision that is now made by the new SIEF review committee.

In the past employers who did not carry out background checks and the new hired worker aggravates a pre-existing condition that the employer was not aware of, the Claims Adjudicator would review the medical information on file and if it was slowing recovery of the injured worker, the employer would receive SIEF, not any more, most of the requests sent in for review in the past 4 months where a pre-existing condition was known, requests were denied.

What has not happened during the decision process is the Claims Adjudicator before allowing a claim is not reviewing the workers medical file, leaving it up to the Employer to investigate the medical condition himself.  We now have a new approach at WSIB that if you appeal a decision of the specialty team you will receive a letter (attached) that tells the Employer as much as to shut up and take what we have been given, even though in some of the cases he may have evidence which clearly tells WSIB that the medical pre-existing is major.

We are not a company that will accept these kinds of chances and/or decisions as can be seen in this WSIB letter for one of our claimed injured workers.

We know more than 37% of claimed injures have pre-existing conditions and if the Claims Adjudicator would read the medical before allowing a claim and apply the SIEF, the Employer would not need to go looking for relief, but WSIB does not apply SIEF unless pushed to do so.
Employers need to set out job requirements to avoid finding out after you hire that there is a pre-existing condition and now you pay – LOE – NEL – FEL and/or LMR.  Employers wake-up before you end up paying for the next three years and if you are on CAD-7, paying for six years.

Example of a WSIB change that can cost Employers millions and millions of dollars is attached.

WSIB sends out letters to Employers once a year stating WSIB are going down, when in fact WSIB changes the rules which allow Employers costs to go up.

Workplace Safety & Insurance Board

Subject:  Letter to our office from Workplace Safety & Insurance Board

This is what you can expect if you hire a worker with a pre-existing medical condition, that did not happen on your worksite:

Dear Employer:

Your request to review the amount of Second Injury and Enhancement Fund (SIEF) cost relief in this claim has been referred to my attention.

I am writing to advise you that beginning in September 2009 an SIEF Specialty Team was established for the purpose of considering all new SIEF applications and requests for adjustments such as is the case in this claim.  The purpose of the specialty team is to focus decision making expertise, promote consistency and fairness in decision making, and improve timeliness.

To date, some reviews have agreed with the existing SIEF decisions or found that the amount of SIEF relief should be increased.  However, some reviews have found the SIEF relief previously granted should be reduced or removed altogether.  Before I conduct the SIEF review requested in this case, I wanted you to be aware of the above, and to give you the opportunity to make any further submissions you may have to support your request.  Also, given the possibility that the SIEF relief may be reduced or removed altogether, you have the option of withdrawing your request.

Please let me know in writing within 21 days of the date of this letter whether you wish to proceed with your request.  If you have any additional information it should be attached to your written response.  If you would like to withdraw your request, I would also appreciate written confirmation that this is your preference.  Please identify your request as:  CONFIRMED SIEF REQUEST FOR REVIEW or WITHDRAW FURTHER SIEF REVIEW.

If I have not received a written response from you within 21 days of the date of this letter I will consider your request withdrawn.

Lastly, you have received this notice so that you will be aware of the change in process regarding SIEF decisions.  The notice is a temporary measure meant to assist parties with their understanding of the change in process for SIEF reviews.  In the future, any information you have to support a request for SIEF relief should be attached to the original request as a follow-up prompt will not be forthcoming.

If you have any questions regarding the above please call John Hennessy. 

January 22, 2010

Occupational Health and Safety On-Line Training

Go to "Canada Safety" click on the green bar – take Occupational Health and Safety  on-line training courses to ensure compliance with Health and Safety Regulatory Requirements to help reduce workplace injuries.

December 9, 2009

Fall Prevention

A fall could seriously injure or even kill someone working:
• On a roof without a guardrail or fall arresting harness,
• Near an unguarded floor opening or skylight,
• On a cluttered or slippery construction/renovation site,
• On an unsecured ladder.

Tell your Supervisor/Foreman if not safe, YOU HAVE THE RIGHT TO REFUSE!

For your information and action to reduce falls:
• In recent years, there have been on average, more than 16,000 workplace injuries in Ontario due to work-related falls every year.
• In construction work, a high percentage of fatal falls involve falling from ladders or from areas with no guardrail.  Workers in construction trades occupations have had an average of 6 fatal workplace falls annually in recent years, more than any other occupational group.
• Companies in Ontario have been heavily fined in recent years due to work-related fall injuries and fatalities involving situations such as using unstable ladders, lack of fall arrest equipment or unguarded openings.
• Go to our on-line training, reduce the risk of injury and have safer working conditions.  Click on the green bar – Canada Safety to take training course.

Falls can be prevented by:
• Installing guardrails
• Securing ladders
• Covering floor openings
• Cleaning up your site
• Clearing off ice and snow
• Tying off

Check out our Fall Arrest On-Line Training, it is so easy to do and it will make you work more safely!

October 30, 2009

We're online!

ServiceOntario is making it easier for you to access government services.  Visit to:

  • Renew your licence plate sticker for passenger and light commercial vehicles, motorcycles and snowmobiles

  • Purchase and receive an electronic driver or vehicle abstract

  • Order a personalized plate for a passenger vehicle, commercial vehicle or motorcycle (except limited-speed motorcycles)

  • Order a Used Vehicle Information Package (UVIP)

October 23, 2009


Does my vehicle need a Drive Clean test?

Ontario's Drive Clean program requires emissions tests for vehicles every two years for registration renewal starting when vehicles are five years old. Resale vehicles require emissions tests for ownership transfer when they are one year old or older. Vehicles that are model year 1987 and earlier are exempt from Drive Clean testing.

If your vehicle requires a test before its registration can be renewed, there will be an asterisk (*) beside the vehicle information in the Vehicle License Renewal Application.

Model years due to be tested in 2009: 2004, 2002, 2000, 1998, 1996, 1994, 1992, 1990, 1988

Model years due to be tested in 2010: 2005, 2003, 2001, 1999, 1997, 1995, 1993, 1991, 1989

Drive Clean, administered by the Ministry of the Environment, reduces smog-causing pollutants by identifying grossly polluting vehicles and requiring them to be repaired. The repair cost limit, available ONLY through Drive Clean facilities, may allow you to defer some repairs while obtaining a conditional pass for registration renewal only.

A Drive Clean pass is valid for ONE YEAR from the date of issue. It must be valid on the expiry date of the license plate, or on the date of the transaction for a late renewal or ownership transfer.


October 16, 2009

Should my child use a booster seat or a seatbelt?

Booster seats are required for children under the age of eight, weighing 18 kg (40 lbs) or more but less than 36kg (80 lbs), and who stand less than 145 cm (4'9") tall.

A child can start using a seatbelt once any one of the following criteria is met:

  • Child turns eight years old;

  • Child weighs 36 kg (80 lbs);

  • Child is 145 cm (4'9") tall.


October 9, 2009

Frequently Asked Questions

What should I do when I approach a stopped police vehicle with its lights flashing?

To increase safety, Ontario's Highway Traffic Act requires motorists to slow down and pass with caution when approaching a police, fire or ambulance vehicle, with its red lights flashing, stopped in the same direction of travel. If the road has two or more lanes, the motorist must move over into the other lane, if it can be done safely.

For a first offence, the fine is $400 to $2000, plus three demerit points upon conviction. For a second offence (within five years), the fine is $1000 to $4000, with possible jail time up to six months and possible suspension of a driver's license for up to two years.


October 2, 2009

You should know:
Recent Changes to Driving Laws and Driver Licensing in Ontario

Ontario's Drinking and Driving Law has Changed

Starting May 1, 2009, if you've been drinking and your blood alcohol concentration (BAC) registers from 0.05 to 0.08 on a roadside breath test, you will lose your driver's license:

         First time: three days

         Second time: seven days

         Third time: 30 days

Drivers caught more than once face mandatory alcohol education programs and ignition interlock.

Did you know?

You don't need to have a 0.08 BAC to be impaired. Statistics show that drivers who have a BAC between 0.05 and 0.08 are about SEVEN TIMES more likely to be in a fatal collision than someone who has not been drinking.

For more information visit


As of June 1, 2009, travelers to the U.S. by land or water must show either a passport or an accepted alternative document at the border.

Ontario's ENCHANCED DRIVER'S LICENSE is a convenient, affordable, secure alternative to a Canadian passport – a good choice for drivers who frequently travel to the U.S. by motor vehicle.*

Applying for an Enhanced Driver's License is easy. To get started, visit

*Important: An Enhanced Driver's License cannot be used for air travel to the U.S.

Kid's On Board? It's a Smoke-Free Zone

As of January 21, 2009, smoking in motor vehicles with passengers under 16 is illegal and the fine is up to $250.

Did you know?

Children who breathe second-hand smoke are more likely to suffer health problems like Sudden Infant Death Syndrome, asthma, and later in life, cancer and cardiac disease.

July 30, 2009

See news article below in reference to message on APCM Scroll.


A Brampton telecommunications firm once headquartered in Mississauga was fined more than $200,000 Tuesday for violations under the Occupational Health and Safety Act (OHSA) that led to two workers being killed.

The Wesbell Group of Technologies Inc., located on Matheson Blvd. E. at the time of the double fatality back on June 28, 2007, pleaded guilty in Burlington court under the OHSA to failing, as an employer, to ensure that a written plan had been prepared and implemented to protect workers from the dangers of entering a confined space.

The fine was imposed by Justice of the Peace Richard LeDressay.

Court heard the two male workers, a 33 year-old from Brampton and a 52-year old from Binbrook, entered an underground vault in Oakville to inspect ducts and feed fibre optic cables between manholes.  The vault's air was short of oxygen, court heard.  The workers quickly passed out, fell into a metre of water at the bottom of the vault and drowned.

A Ministry of Labour investigation found the vault's oxygen level measured as low as nine percent.  Safe, breathable air requires a concentration of 18 to 21 percent oxygen by volume.  The workers entered the vault without protective devices or ventilation measures in place for their protection, court heard.

July 6, 2009

Heat Stress Requirements for Safety in the Workplace

Introduction to the Legal Requirements:

Employers have a duty under section 25(2)(h) of the Occupational Health and Safety Act to take every precaution reasonable in the circumstances for the protection of the worker. This includes developing hot environment policies and procedures to protect workers in hot environments due to hot processes or hot weather. For compliance purposes, the ministry of Labour recommends the Threshold Limit Values (TLVs) for Heat Stress and Heat Strain published by the American Conference of Governmental Industrial Hygienists (ACGIH). These values are based on preventing unacclimatized workers' core temperatures from rising above 38C.

This Guideline is intended to assist employers, workers and other workplace parties in understanding heat stress, and in developing and implementing policies to prevent heat-related illness in the workplace.

What is Heat Stress?
Working or playing where it is hot puts stress on your body's cooling system. When heat is combined with other stresses such as hard physical work, loss of fluids, fatigue or some medical conditions, it may lead to heat-related illness, disability and even death.

This can happen to anybody – even the young and fit. In Ontario, heat stress is usually a concern during the summer. This is especially true early in the season, when people are not used to the heat.

Heat exposure may occur in many workplaces. Furnaces, bakeries, smelters, foundries and heavy equipment are significant sources of heat inside workplaces. For outdoor workers, direct sunlight is the main source of heat. In mines, geothermal gradients and equipment contribute to heat exposure. Humidity in workplaces also contributes to heat stress.

How We Cope With Heat

Your body is always generating heat and passing it to the environment. The harder your body is working, the more heat it has to lose. When the environment is hot or humid or has a source of radiant heat (for example, a furnace or the sun), your body must work harder to get rid of its heat.

If the air is moving (for example, from fans), and it is cooler than your body, it is easier for your body to pass heat to the environment.

Workers on medications or with pre-existing medial conditions may be more susceptible to heat stress. These workers should speak to their personal physicians about work in hot environments.

Controlling Heat Stress


The longer you work hard in the heat, the better your body becomes at adjusting to the heat. If you are not used to working in the heat then you should take a week or two to get used to the heat. This is called "acclimatization." If you are ill or away from work for a week or so you can lose your acclimatization.

There are two ways to acclimatize:

1. If you are experienced on the job, limit your time in hot working conditions to 50 per cent of the shift on the first day, 60 per cent of the shift on the second day, and 80 per cent of the shift on the third day. You can work a full shift the fourth day.

If you are not experienced on the job (if you are, for example, a summer student), you should start off spending 20 per cent of the time in hot working conditions on the first day and increase your time by 20 per cent each subsequent day.

2. Instead of reducing the exposure times to the hot job, you can become acclimatized by reducing the physical demands of the job for a week or two.

If you have health problems or are not in good physical condition, you may need longer periods of acclimatization. Hot spells in Ontario seldom last long enough to allow acclimatization. However, exposure to workplace heat sources may permit acclimatization.

Modifying Work and the Environment

Heat exposures may be reduced by several methods. Selection of appropriate workplace controls will vary, depending on the type of workplace and other factors. Some measures may include:

Engineering Controls

  • Control the heat at its source through the use of insulating and reflective barriers (e.g. insulate furnace walls).

  • Exhaust hot air and steam produced by operations.

  • Reduce the temperature and humidity through air cooling.

  • Provide air-conditioned rest areas.

  • Provide cool work areas.

  • Increase air movement if temperature is less than 35C (fans).

  • Reduce physical demands of work task through mechanical assistance (hoists, lift-tables, etc.).

Administrative Controls

  • The employer should assess the demands of all jobs and have monitoring and control strategies in place for hot days and hot workplaces.

  • Increase the frequency and length of rest breaks.

  • Schedule strenuous jobs to cooler times of the day.

  • Provide cool drinking water near workers and remind them to drink a cup every 20 minutes or so.

  • Caution workers to avoid direct sunlight.

  • Assign additional workers or slow down the pace of work.

  • Make sure everyone is properly acclimatized.

  • Train workers to recognize the signs and symptoms of heat stress and start a "buddy system" since people are not likely to notice their own symptoms.

  • Pregnant workers and workers with a medical condition should discuss working in the heat with their doctor.

  • First Aid responders and an emergency response plan should be in place in the even tof a heat-related illness.

  • Investigate any heat-related incidents.

Personal Protective Equipment

  • Light summer clothing should be worn to allow free air movement and sweat evaporation.

  • Outside, wear light-coloured clothing.

  • In a high radiant heat situation, reflective clothing may help.

  • For very hot environments, air, water or ice-cooled insulated clothing should be considered.

  • Vapour barrier clothing, such as chemical protective clothing, greatly increases the amount of heat stress on the body, and extra caution is necessary.

Managing Heat Stress from Process Heat

For an environment that is hot primarily due to process heat (furnaces, bakeries, smelters, etc.), the employer should follow the guidance of the American Conference of Governmental Industrial Hygienists (ACGIH) as outlined in its booklet and documentation for the recommended Threshold Limit Values (TLVs), and set up a heat stress control plan in consultation with the workplace's joint health and safety committee or worker health and safety representative.

Further information on the ACGIH TLVs, and on the development of heat stress control plans, may be found at the following websites:


U.S. Occupational Safety and Health Administration (OHSA)

Managing Heat Stress Induced by Hot Weather

Most workplaces don't have "hot processes" but working in hot weather can pose health risks to their workers. For hot work environments due to hot weather, a hot weather plan is appropriate. A hot weather plan is a simplified heat stress control plan. A hot weather plan should establish the implementation criteria, or "triggers," to put the plan into effect. The criteria may include:

Weather/environmental indicator triggers such as:

  • Humidex reaching or exceeding 35 degrees Celsius

  • Environment Canada Humidex advisory (air temperature exceeding 30 degrees Celsius and Humidex exceeding 40 degrees Celsius) or Ontario Ministry of the Environment smog alert;

  • Environment Canada weather reports; and/or

  • Heat waves (three or more days of temperatures of 32 degrees Celsius or more)

Generally, plans related to hot weather should be in place between May 1 and September 30 of each year.

Note: Remember that while complying with occupational health and safety laws, you are also required to comply with applicable environmental laws.

June 19, 2009
















May 28, 2009

The new rules support workers more in our opinion than the employers:

  • It can now take up to 3-4 days and longer to receive a return call from Claim Adjudicators.

  • The Return to Work Specialist are being sent out to work places without any information about the workers medical condition – no FAF – no return to work offer of modified duties letter sent to the worker and Claims Adjudicators – they come to workplaces and say "well what do we have here"?

  • Claim Adjudicators do not request the availability of the parties such as time and date for the meeting, the Return to Work Specialist will call , I am coming on ( gives date and time), no doctor information about the claim, having to ask the worker to go and get more information.  In the mean time the worker stays on modified work, costing the employer while the company waits for the worker to bring the new information.  The Claims Adjudicator has the latest medical in the WSIB office.

All we hear from Return to Work Specialists is they are sent all over the place without information, and not given any time to go get medical information before showing up at the employers door.

After the last two Return to Work Specialists meetings which I, the writer was involved in, the worker was still finding ways of not following rules that were agreed to by all parties, and in one case we sent out an investigator to do surveillance and found the worker who could not drive to work, was supplied a taxi, but was seen driving all over the area.  When will WSIB get it?  35% of claimed injuries are fraudulent and employers pay while WSIB looks on.

February 24, 2009




February 18, 2009

Did you know that……

  • Each year there are about 17,000 lost time injuries due to falls in the workplace.

  • "Same level falls" like slips and trips account for 65% of all fall-related injuries.

  • Falls from heights that range from a few centimeters to 120 stories accounts for 34% of fall-related injuries – and many of the work-related deaths that occur in Ontario.

  • On-line Health and Safety Training Courses will reduce Workplace Occupational Injuries.

September 2008

Advantage Prevention Claims Management working with clients over the past 23 years has our clients reducing the risk of injury by providing the following:

  • Strong Client Health & Safety Policies

  • Strong Client Health & Safety Programs

  • Strong Client Health & Safety Procedures

  • Strong Client Health & Safety Employee Involvement

  • Strong Client Health & Safety

  • Communication – with all levels of both employees and management.

However, even with a 20% injury reduction in Ontario, WSIB keeps going up -  one area of concern for all companies is the even increase in workplace health care costs, not to mention the benefits cost increase over three years from 85% to 90.5% in 2008 for workers.

August 13, 2008



Propane is a colourless gas with a faint odour at high concentrations.  Fuel grades contain mercaptans which have a disagreeable odour.  Propane is an EXTREMELY FLAMMABLE GAS.  The gas is heavier than air and may spread to distances and distant ignition and flashback are possible.  It is a COMPRESSED GAS.  It is also a simple asphyxiant which means the gas may reduce oxygen available for breathing.  When there is rapid evaporation of liquid from cylinder frostbite may occur.


Household and industrial fuel; solvent; refrigerant; aerosol propellant; production of ethylene and other petrochemicals.


Is there a unique identifier for this chemical?

Its CAS Registry Number is 74-98-6.  This number is assigned by the Chemic Abstracts Service (CAS) in the United States and is used as a unique identification number world-wide.


Propane is also known as dimethylmethane, liquified petroleum gas, and pro hydride.


Contains trace amounts of ethane, propylene, isobutene, and n-butane.

June 23, 2008


Ensure that all exit fire doors are clear and free, not blocked by boxes, skids, food supplies, forklifts or drums – also ensure fire exit doors are not locked or chained stopping the exit doors from opening.  Ensure that fire exit doors are not blocked from the outside.

June 6, 2008

U.S.A. Clients the time to review APCM's On-line OSHA Occupational Health and Safety Training – ensuring OSHA compliance.

EU Countries check out our on-line hazardous material safety training to ensure workers are trained to reduce their risk to serious injury – by using our world class on-line training courses.

APCM is not just a worker's compensation claims management company that appeals claims, it is a company that manages each workplace injury from the day the injury occurs, helping workers return to pre-injury work through early safe return to work programs and procedures that starts with modified work and/or work hardening medically managed programs.  Workers Compensation is there to help both the company's and workers recovery from all workplace injures – you can trust APCM to help your company – help workers get back to regulator work duties – call us at  905-891-3474 or e-mail

April 25, 2008

This is the time of year when contractors do most of the laying of pipes, wires and roofing.  Ensure before you enter the hole to lay a pipe or wire that it has proper shoring-up panels in-place, not having panels can injure or kill workers – you have the right to refuse roofing – if you are not trained and/or not provided with the proper Fall Arrest Harness, do not go up on the roof – YOU HAVE THE RIGHT TO REFUSE!

Think about industries that have the most worker deaths – WEAR your protection and equipment that should be supplied by your employer!

If you have a question, call 905-891-3474, e-mail or click "Ask Resource" – We will answer your question within hours.

April 16, 2008

We believe that it is about time that not only do workers tell there stories but employers do too:


For misleading and dishonest information reported to the WSIB Workplace Safety and Insurance Board, as well as the WCB – Worker Compensation Boards.


How about when a worker refuses modified work and is seen working for another company and WSIB pays the worker.

How about a worker who receives from the Appeal Hearing part of what was requested and the employer offers the balance in modified work hours, which the Appeals Branch agrees with in the decision, and the worker is a no show for over one year.

When a worker claims exposure to chemical and WSIB benefits and then we find the worker on the first day of work, going out buying a new truck and starts two days after his own business doing brick sidewalks – cutting without a mask.  In this case, the employer had to spend over $10,000.00 in surveillance before the Claims Adjudicator denied the claim.  Who pays back the employer his $10,000.00 dollars?  We do not see the Toronto Star talking to companies like ours to see the other side of the problem.

Here's another worker who claims a work related injury, reported to work first day on the job, works 12 hours and goes home, no report of claimed injury and comes in on his next shift after one hour and tells his supervisor "I do not like this job" and leaves work.  Two days after he wants to know how he reports an injury at work, has told no one he hurt himself – next thing we know is that he is calling directors at WSIB about not getting WSIB benefits and now the Claims Adjudicator is requesting a Form 7.  We do not see the "Toronto Star" talking about issues like this that employers have to deal with every day.

Worker is trained in the use of Fall Arrest, the worker when working on a roof fails to wear the harness and falls 15 feet.  The worker received an 87% pass mark and did not wear his protection – who pays for this, the employer?  The employer paid for the training – employer paid for the time in training and paid all the taxes.  The worker paid not one thing for his violation of not doing what he was told when working on the roof.

April 1, 2008















March 31, 2008

"Workplace Safety Rules"
 Saturday Star, February 16, 2008

Temporary Agencies that carry out a Client Profile before taking a new client should know what the Company's Occupational Health and Safety Policy, Program and Procedures are like.

Temporary Agencies who have the sales people properly trained in the use of Client Profiles do in fact have much lower levels of workplace injuries.

Knowing Client Profile allows Temporary Agencies to develop the right health and safety training for its workers before the workers start his/her new job.

Clients in the Temporary Agency Business which before using a Client Profile, had very high injury frequencies, but knowing the client's program were able to with our help, in Health and Safety in-house and/or on-line training programs, in many cases reducing injuries by as much as 70% to 80% in less than two years.  We have developed a Health and Safety New Worker Orientation Program which when reviewed by many Ministry of Labour Inspectors as resulted in no orders been written, in-fact Workwell Auditors who have audited Temporary Agencies had good comments about our Client Profile.

So you can see, not all Temporary Agencies send workers out to their Clients without proper training.

Based on experience more than 37% of all reported injuries by workers from temporary agencies working in manufacturing, shipping, warehouse and offices abuse the WSIB system, and most importantly are accepted by WSIB with little or no proper investigation of the claimed injury, and more than 55% of all workers have pre-existing medical conditions which Temporary Agencies must spend millions and millions out of their bottom line to pay for WSIB LMR programs.

It is now time to also look at how WSIB Claims Adjudicators are properly trained in how to properly manage each claim that comes before them for a decision, and not wait till the Temporary Agency spends millions of dollars on investigators and finds the workers either managing his/her own company or baby sitting, receiving full benefits or has been found like this last summer, out playing two full 18 holes of golf in one week while on WSIB Benefits with hurting wrists.

The Star should also look at what workers are doing driving companies to go to temporary agencies, just look at the penalties, MOL Inspectors – Experience Rating – CAD -7 – High Risk and including Workwell Audits with penalties from 10% to 80% of the Employers WSIB cost per 100% dollars of payroll.  Come on, the Star be fare, look at both sides!

March 17, 2008

APCM wishes everyone a Happy St. Patrick's Day!

February 29, 2008




February 27, 2008




WSIB catches over 16,000 unregistered business owners sine 2005!

January 23, 2008

Manual Handling:  Anatomy

The Lumbar Spine

The lumbar spine is made up of the last five vertebra of the spine.  The vertebrae are the bones of the spine; their function is to provide support and protection to the spinal cord.  Each vertebra is composed of a large piece of bone called the body, which is attached to a bony ring.

When the vertebrae are stacked one on top of the other, they form a column on the front and a bony tube in the back.  The tube formed by the rings in the back is where the spinal cord and nerves run.

The facet joints allow them to be linked like a chain, they provide mobile connections between each vertebra and shift and slide as we bend and twist our backs.

Purpose of the Vertebrae

The vertebrae are composed of many elements that are critical to the overall function of the spine, which include the intervertebral discs and facet joints.

Invertebral Disc

An Invertebral disk sits between each individual vertebra, and the disc is a large round ligament that connects the vertebra together.

The disc is made up of two parts, the annulus is the outer ring; it is the strongest part and is responsible for connecting the vertebrae.

The nucleus pulposus is the soft, inner portion.  This has the consistency of crabmeat and is responsible for the shock absorption properties of the spine.  The nerve roots of the spine carry information between the lower extremities and the brain.


Many of the problems that cause back pain are the result of injury and degeneration of the intervertebral disc.  Degeneration is a process where wear and tear causes deterioration.  The disc is subjected to different stresses and acts as a shock absorber.

Bending over results in compression of the disc, and may also cause the disc to bulge backwards towards the spinal canal and nerves.  Twisting and bending together is perhaps the greatest stress on the spine, especially the disc.  The earliest changes that occur in the disc are tears in the annulus portion of the disc, which is a large round ligament.  These tears will heal by scar formation.

Scar tissue is not as strong as normal tissue; the repeated cycle of many annular tears leads to damaged scar tissue, which means that the disc finally begins to degenerate.  As the degeneration progresses the nucleus loses some of its water content, it becomes stiff and loses the ability to act as a shock absorber.

Examples of risk factors that can contribute to back injury include:

  • Gradual wear and tear caused by frequent or prolonged periods of manual handling activity

  • Increased wear and tear or sudden damage caused by intense or strenuous manual handling or awkward lifts.

  • Bending or reaching forward puts strain on the back

  • Movement which may result in injury to the lumbar spine during handling include repetitive back bending, pulling and lifting from overhead, forward bending and twisting.

January 21, 2008


Element 1:  Develop a Manual Handling Policy

Occupational Health and Safety literature stresses management commitment as a key and perhaps controlling factor in determining whether any workplace hazard control effort will be successful (NIOSH 1997).  Management commitment can be expressed in a variety of ways but essentially a management policy statement should include statements that:

  • Treat management of manual handling as furthering the
    company's goals of maintaining a health and safe work environment.

  • Commitment to implementing a risk assessment process to avoid or reduce manual handling activity.

  • Expect full co-operation of the entire workforce at all levels including contractors and suppliers in working towards ergonomic improvements to avoid or reduce manual handling activity, which involves risk.

  • Assign lead roles to appropriate trained and competent staff or external contractors.  A number of Health Trusts in the U.K. have appointed Back Care Advisors.  These are highly qualified professionals who advise on compliance with legislation, develop effective manual handling policies, implement risk assessment, provide more equipment and improved training programmes.  The advantage of designating lead roles to appropriate, trained and competent staff within organizations would be that such individuals could drive manual handling programmes from within.  This situation would be the norm for larger organizations.  In the case of small and medium enterprises, it would not be expected that such an approach would be implemented.  However, it is reasonable to expect that they would seek competent advice where necessary to assess manual handling tasks, which may pose a risk.

  • Give the management of manual handling priority with other cost reduction, productivity and quality assurance activities.

  • Have the support of all parties.

A management policy on Manual Handling could have a set structure, which could include the following:

  • Introduction
    This can make reference to injury rates, the need to integrate manual handling into the safety management system, the purpose of the document, the approach that will be taken in terms of resources, risk assessment and training.

  • Manual Handling Policy
     This can make reference to the key objectives (e.g. To avoid and reduce risk associated from manual handling).  It can reference the relevant legislation and outline the scope of the policy.

  • Definitions
    This section clearly defines key word or phrases used in the policy

  • The Policy
    Responsibilities – This will outline the key responsibilities necessary to support the implementation of the manual handling policy which include:

  1. Employee Responsibilities

  2. Management Responsibilities

  3. Record Keeping

  • The Procedures

  1. Risk Assessment:  This section makes reference to the risk assessment process, who should carry out the assessments, what should be included, how the assessments should be recorded, what controls should be considered and how they should be implemented.

  2. Training:  The policy on manual handling training should be detailed and it should include a section on the selection of staff to become instructors and arrangements to provide in-house training for staff.

  3. Accident Reporting and Accident Investigation:  This section should outline steps to take when an accident occurs and should consider the initial reporting of the accident, organizing proper care for the injured party including provisions for organizing modified early return to work and a procedure to follow, for the accident investigation.  The accident report should include a drawing of the layout of the workplace where the accident happened with a clear description of the task and any equipment used.

  4. Procurement of Equipment:  This section should underline the need for the development of procurement policies that routinely include consultation and appropriate audit procedures when purchasing new equipment or making changes to existing systems of work which could affect the way manual handling tasks are carried out. This could include the introduction of a new mechanical aid, which needs to be compatible with the work surroundings, other equipment and mechanical devices, and is easily maintained.  It is important that a training plan is put in place to ensure that staffs are given appropriate training in the safe use of equipment.  (e.g. Safe use of hoists for handling patients)

Element 2:  Consultation

The manual handling regulations place a duty on the employer to assess manual handling activities, to identify those activities, which involve risk, and to put effective measures in place to avoid or reduce risk.  To be effective this process needs to be carried out in consultation with the people who do this job.  Worker involvement through consultation on health and safety issues will allow the worker to give feedback on problem tasks and suggested solutions to avoid or reduce risk.  This consultation should occur at the planning stage for the introduction of new systems of work, at the planning stage for identifying jobs to be assessed and when reviewing alternative control measures to address a problem job.

Element 3:  Risk Assessment and Implementation of Controls

Employers must asses their manual handling operations and take steps to avoid or reduce the risk of injury.  The risk can be avoided or reduced through the introduction of appropriate organizational measures such as improved layout of work area to reduce unnecessary long carrying distances; or the use of appropriate means, in particular mechanical equipment.

Risk assessment is a process which involves gaining a detailed understanding of a task being carried out, collecting all relevant technical details of the task, identifying if there are risk factors/hazards and putting a plan in place to introduce the agreed control measures.

Element 4:  Training

It cannot be overstated that the primary objective in avoiding or reducing the risk of injury should always be to optimize the risk assessment process.  As a complement to a safe system of work, effective training has a part to play in reducing the risk of manual handling injury.

The manual handling training needs to be specific to the tasks involved.  It should aim to ensure that the employee understands the reasons for doing the job with least risk, can recognize the risks and decide the best way to go about it and can perform the task in that way.

There are a wide variety of manual handling tasks, which make it impossible to set down a specific training course, which in content would be appropriate for all situations.  The objective of a training programme must be to ensure that the training received is put into effect in the work situation.  The training should be supplemented by appropriate supervision.

Also the results of the risk assessment process should be presented at a training course.  The instructor should outline the control measures put in place to avoid or reduce risk of injury related to specific work activities at the site.  The instructor should outline the control measures put in place to avoid or reduce risk of injury related to specific work activities at the site.  The instructor should ensure that all participants understand and can apply good handling techniques.  Manual handling skills and the review of the findings of the risk assessment process should be an integral part of the training programme.

Element 5:  The Role of Ergonomics in the design of work activity

Proactive Ergonomics emphasizes the prevention of work related musculoskeletal disorders through recognizing, anticipating and reducing risk factors in the planning stages of new systems of work or workplaces.

The elements already discussed offer a plan for identifying manual handling and tasks, risk factors and control measures to avoid or reduce risk of injury.  In contrast, proactive approaches are geared to preventing these kinds of problems from developing in the first place.

Proactive Ergonomics emphasize efforts at the design stage of work systems to recognize the need for avoiding risk factors that can lead to musculoskeletal problems.

The essential considerations in ensuring a proactive approach include:

  • Designers should have appropriate training in ergonomics awareness and have appropriate information and guidelines regarding risk reduction

  • Manual handling issues are identified and resolved in the planning process

  • Management commitment and employee involvement in the planning process

  • Decision-makers planning new work processes must become aware of manual handling risk factors and principals.  Designers must have appropriate information and guidelines about risk factors

  • Design strategies emphasize fitting job demands to the capabilities and limitations of workers.  For example, for tasks requiring heavy materials handling, use of mechanical assist devices to reduce the need for manual handling would be designed into the process

  • Other aspects of design that can be considered include the load design, the layout of the workplace to allow for ease of access when using mechanical aids, to eliminate unnecessary lifting activities or to improve housekeeping.  The arrangement of materials can be considered to allow for more efficient movement of materials and the risks associated with the task can be reduced by the use of mechanical assistance.

January 15, 2008

Example Risk Assessment Template

This document outlines examples of the type of information, which can be collected when putting together a risk assessment.  Each risk assessment is unique and not all information is applicable in each situation.

However, the headings given should act as an aid in trying to follow a structure in the risk assessment process.

Note:  This is not an exhaustive list

1.  Task Description

This would involve obtaining description of the job and a breakdown of the key stages of the job.

2.  Technical Description

This really involves collecting all relevant technical data.  Examples include:

•  Information on physical heights of workstations, reach distances, load weights and load dimensions and environmental  aspects such as temp/humidity/noise etc.
• Information on equipment used, this would include the
type of guarding, availability of an instruction manual or the training  needed to operate the equipment safely.
•  Information on duration of task, frequency and number of
staff involved.
•  Photos of critical aspects of the job and video analysis
of stages of the job.

3.  Photographs/Drawings/Schematics

Photographs should demonstrate the activities in each stage of the job.  Drawings/Schematics should be clear and simple and detail the physical dimensions of the work area.

4.  Assessment of the Task

This is where the job is analyzed in detail to identify relevant risk factors at each stage of the task.

5.  After risk factors are identified

Once risk factors are identified it is then necessary to ask:
Can they be avoided?

If risks can be avoided then one needs to detail how they can be avoided and also determine if the control measures will introduce new risks.  The controls measures need to be assessed to avoid or reduce the likelihood of new risks.  E.g.:  Provide training in use of machinery, ensure machinery is guarded and its use is supervised, also ensure maintenance of the machinery.

If the risk cannot be avoided it is then necessary to explore if the risk factors can be reduced?

If the risks can be reduced one needs to identify suitable controls and assess any risks, which might result from the introduction of such controls.

Manual Handling training must be provided for relevant staff and must meet the requirements as set out previously in this guidance.

Other factors to consider include the role of designers, manufacturers/suppliers in providing control measures to avoid or reduce risk factors.

6.  Solution Development and Plan of Action

The appropriate solutions need to be assessed and approved prior to developing a plan of action.  Once the appropriate solutions are identified one needs to document clearly all the actions needed to implement the solution.  This should identify who is responsible and what is the expected completion date.

Communication and consultation is critical in dissemination of information such as; specifications of changes needed, training needs, maintenance requirements for equipments, instructions for in-house purchasers of equipment, instruction to designers/engineers on issues raised and information supplied to medical people.

7.  Review of Effectiveness of Changes

This involves checking to ensure changes are in place and working well, there is need for regular supervision.

January 8, 2008

Manual Handling Risk Assessment

The risk assessment process should ideally be completed at the design stage of a project so that efforts can be made at that stage to put appropriate measures in place to eliminate potential risk factors.  The process below incorporates hazard identification, assessment of risk and implementation of control measures.

It supports the view that to effectively assess manual handling activity; it is necessary to study the task in detail, collect relevant information, identify and assess the risk factors/hazards having regard to the Schedule in the Regulation and then implement appropriate solutions or control measures.

The Risk Assessment Process

Step 1: Task Observation and Description

The objective is to gain a detailed understanding of how the task is performed and to identify the sub tasks that contribute to the completion of the overall task.  Invariably it is these sub tasks, which will give valuable information about any manual handling activity component in the task.

A study of the task should be a team effort and should include input from the worker as well as those conducting the assessment.  Workers have first hand knowledge and a unique understanding about particular aspects of the task.

In most cases employers should be able to carry out the assessment themselves or delegate it to others in their organization.  A meaningful assessment can only be based on a thorough practical understanding of the type of manual handling tasks to be performed.  Employers and managers should know about the manual handling, taking place in their organization.

While one individual may be able to carry out an assessment in a straightforward case, it may be necessary to draw on the knowledge and expertise of others.  The team conducting the risk assessment must be properly trained in the performance of manual handling risk assessments, be familiar with key Ergonomic principles, understand the legislation, be able to recognize risk factors and be able to decide on appropriate control measures.

Where expertise is not available within the company to assess manual handling tasks or to decide on the most appropriate control measures, the employer is obliged to obtain the services of a competent person while maintaining an involvement in the risk assessment process.

Step 2:  Collect Task Data

A well-documented manual handling risk assessment will have good quality information about the task, which will include both technical information and general information.  It is likely that much of this data will already be available as a result of the task observation stage.

Examples of technical information include data on load weights, physical measures of a work area, dimensions of load, number of manual lifts in a task, light levels, noise levels, frequency of activity (lifts per min/hour/day) and duration.  It is not an exhaustive list and a good understanding of the task will produce good quality technical information about the task.

Examples of other information that can be collected include the type of personal protective equipment provided, level of consultation with workers, postures observed (bending, reaching or twisting), quality of work surface, number of staff performing the task, types of aids provided if any, and drawings of the layout of work area.

The quality of information collected at this stage of the risk assessment process will depend on how well the process was planned and what procedures were used to collect information.  Procedures for collecting such information include direct observation of workers performing the task, special questionnaires or interviews, use of video recorders or camera, and direct measurement of key data with appropriate equipment including weighing scales, noise meters, light meters and tape measure.

Photographs of key sub tasks should be documented in the risk assessment documentation as this will assist during the process of identifying risk factors.

Step 3:  Identification of Risk Factors

The Schedule in the Manual Handling of Loads regulation details the unfavourable ergonomic conditions of risk factors, which should be considered as part of the risk assessment process.  These risk factors are explained in detail in the HAS publication titles "Management of Manual Handling in the Workplace".  Examples of risk factors include awkward posture, forceful exertion and repetitive motions.

Step 4:  Solution Development and Action Plan

The risk factors, which are inherent in the task that has been assessed, need to be documented and evidence of each risk factor, should be outlined.

The development of solutions is the process of eliminating or reducing assessed risk factors.  The employer in consultation with the workers doing the task should carry it out.

It is necessary to evaluate the controls that are feasible for each problem.

The rationale for deciding on a control measure must be clearly documented in that is should outline why other control measures were not possible and how the suggested control measure will avoid or reduce risk of injury.

The introduction of any control measure such as mechanical air or a new work layout means the introduction of a new system of work.  Therefore a new system of work must also be assessed to ensure that any new hazards are identified and controlled.

Finally a plan of action must be put in place to identify what changes are planned, to allow people time to adjust to the changes, and to communicate all the changes to all relevant personnel.  Consultation is necessary at this stage to ensure that all parties are working together to determine the recommended control measures are practical, to solicit feedback on other possible controls and to ensure the effective implementation of the plan of action.

Step 5:  Review of Effectiveness of the Control Measures

Effectiveness is the degree to which the control measures have avoided or reduced the risk of injury.  This will depend on how timely the changes were implemented and the level of worker acceptance.  The timeliness is the time before the risk factors are reduced or eliminated.  This is usually the time it will take to fully implement a control measure, including the time required for the control measure to effectively work (e.g., with a work methods change, the workers may not fully embrace the new method).

Whether or not the workers accept and use the solution is a key measure of the effectiveness of a control measure.

January 7, 2008

Causes of Accidents and Our Behaviour

Whatever system of work is operating, whether it's in a manufacturing plant, an airplane, a school or a building site, people are usually involved.  They are involved in either a managerial capacity, an operational capacity or a maintenance capacity.

Even in systems which are highly automated, people will play some role, in terms of using the machinery, setting in train the machinations of the system, keeping it going, monitoring it and closing it off.

Different Tasks

There are, obviously, different types of task required of different people at work, each relying to some extent on the other.

For example, in a control room setting, one person needs to request of a machine that the temperature be raised by 3 degrees.  He or she could do this perfectly, or with an error.  The error may be that he presses the wrong button – a slip type error, or that he makes a mistake – the right button was pressed but he wrongly assumed what that button would result in, or a violation – he intended to press that button (not the correct one) as it's a quicker but more inaccurate way of taking the temperature down.

Human Error

When considering human behaviour and performance, we acknowledge that people are not perfect and we all make mistakes.  At certain times of the day (towards the end of a shift, for instance) we may be more likely to make a mistake as we are tired, or focused on getting home.  If we have stresses coming from outside the workplace or within it, we are more likely too make mistakes – our minds are not 'on' the job in hand.

In order to address and prevent mistakes – as mistakes can sometimes lead to accidents – the type of error being made needs to be addressed.

This usually involves coming at the issue from two perspectives:

•   The individual and his or her characteristics, age gender, type of  learning style, risk taking tendencies etc, and
•  The perspective of the wider, organizational culture, m
anagement systems and prevailing climate,  training given and reward
systems in place.

Ask yourself: is safety given priority?  Is it a status issue or a lowly add-on?  Does the MD care about safety purely as a way of forestalling litigation or actually as an ethical and life-or-death issue?

Bullying at Work

Bullying in the workplace has been described in various ways.  The Health and Safety Authority's definition is that it is:

"repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual's right to dignity at work."

An isolated incident of the behaviour described in this definition may be an affront to dignity at work but as a once off incident is not considered to be bullying.

(Code of Practice on the Prevention and Management of Workplace Bullying, 2007)

Destructive Behaviour

Bullying is a form of destructive behaviour, aimed at a person or group, usually by one person, whose aim is to undermine and abuse the target, to make him or her look and feel inferior to others.

It is done for various reasons, not all known or readily observable to us.  It's usually done subtly, as the perpetrator realizes that if others see him or her behaving in a bullying way, it will have the reverse effect of making him or her (perpetrator) look bad.

The intention is to focus negative attention on the target individual.  It is a type of passive aggression, in that is seldom involves physical acts of violence, but instead relies on indirect acts which will ultimately hurt the target, psychologically and emotionally.


Examples of behaviour that may constitute bullying are as follows:

•  Purposely undermining someone;
•  Targeting someone for special negative treatment;
•  Manipulation of an individual's reputation,
•  Social exclusion or isolation;
•  Intimidation;
•  Aggressive or obscene language;
•  Jokes that are obviously offensive to one individual by
    spoken word or email;
•  Intrusion by pestering, spying and stalking;
•  Unreasonable assignments to duties which are
    obviously unfavorable to one individual;
•  Repeated requests with impossible deadline or
   impossible tasks

A Health and Safety Issue

Bullying is a workplace issue and a human relations issue.  Therefore it comes under the authority of various agencies and is on the agenda of many interested parties.  It is a health and safety issue in so far as bullying has been identified as hazardous or dangerous as it can lead to both safety problems and health problems.

Employers have a Duty of Care to all employees, to ensure they are both mentally and physically safe at work and that their health is not adversely affected by work.

HAS's Role

The role of the Health and Safety Authority is to promote and encourage the prevention of accidents and injury to health, encourage activities which promote safety, health and welfare, provide information and advice on these matters, undertake and publish research relevant to safety and health at work and make provision for enforcement of relevant statutory provisions.

Therefore they have to make sure that the system of work is not one where bullying is facilitated or tolerated.  Employers should have a proper system to deal with bullying complaints, when they are made.

A template for doing this and an outline of proper procedures both informal and formal can be found in our Code of Practice on the Prevention and Management of Workplace Bullying.

Rights and Responsibilities

At the same time, employees have the rights and responsibilities.  Employees have a duty to their colleagues not to bully them, and have rights if they are accused of bullying, which must also be defended.  This is where bullying departs from other hazards at work, as people who are accused have employment rights which mean that they cannot simply be removed if they are harming others, but the issue must be progressed fairly and transparently so that everybody's rights are simultaneously met.

Where a bullying culture has been identified, (through a number of complaints being received) employers must take reasonable measures to prevent incidents of bullying occurring (through awareness raising and training as well as reacting speedily to resolve issues early) and also when and if they do occur, prevent the risk of injury to the health of employees worsening by providing and implementing support and assistance throughout the process, and reviewing and monitoring the environment afterwards.

Managers and supervisors have a particular responsibility to promote dignity in the workplace for all.  They should be alert to the possibility of bullying behaviour and be familiar with the policies and procedures for dealing with allegations of bullying, as bullying has been identified as a workplace hazard.

December 31, 2007

APCM can provide your Company with WSIB/WCB and Health & Safety Administration for any of your special projects, sick leave, maternity/parental leave, vacation coverage or workload increases and surge requests.  APCM can ensure your on site services continue just as there were no changes.  This allows you to keep your indispensable employees allowing them to have time to look after family, knowing their jobs will still be there when they come back.


APCM boasts an experienced and motivated team of Consultants who provide end to end comprehensive Claims Management for WSIB/WCB and Health & Safety Services.  By developing long-term relationships with APCM, we understand the cultures to consistently meet and exceed the control of cost increases, at the same time increasing profits.  With APCM, you gain a partner who invests the time to understand your business and core values.


December 27, 2007


December 27, 2007

Now is the time to take advantage of our Occupational Health and Safety On-Line Training Courses – as well as many more on-line training courses.  If you have or are about to be required to take the WSIB Workwell Audit, save your company 70% - 80% on your Occupational Health and Safety On-Line Training Courses and Programs.  APCM has all the required programs to meet your needs.  Our system is booked marked allowing courses to be taken at your own pace.  Students who answer 75% or more of the questions will receive on-line through your printer a certificate for each course with your name and pass mark.  If you have any questions or information you would like, call or e-mail We answer within 24 hours. Our on-line training system is open 24/7.

November 28, 2007


Areas of Concerns with Workplace Injuries for Employers

  • Do you have worker living in one town and working in another?

  • Do you have workers receiving a ride to work from another person?

  • Do you have workers with two jobs?

  • Do you know when the employer can let an injured worker go?

  • Do you carry out client profile?

  • There is a WSIB policy for each of the concerns raised.  If you do not know how to handle the questions, call or e-mail or "Ask Resource" and get the answer within 24 hours - 24/7.

November 20, 2007

Weekly Food Service Program on our Industry News Page

Good Personal and Sanitary Practices

Shipping Department

• Maintain an 18-inch wall clearance.
• Store product at the recommended stacking height.
• Prior to loading, note the condition of the trailer.  If strong
  unusual odors or damage is evident, it must be rejected.
• Trailers must be swept prior to loading.
• A closed door policy should apply to all doors when not in use.

ฎ Advantage Prevention Claims Management Inc.
Telephone: 905.891-3474


November 12, 2007

Weekly Food Service Program on our Industry News Page

Good Personal and Sanitary Practices

Maintenance Cleaning

  • Debris created during repairs or alterations shall be promptly removed and cleaned up be maintenance employees carrying out the task.

  • Excess lubricants should be removed from equipment by the employee applying them.

  • Maintenance personnel must observe proper hygienic practices including:

    • Do not stand, walk, or sit on product contact surfaces such as belting, raw materials, packing materials, etc.

    • Do not store tools, electrical cords, etc. on food contact surfaces.

    • Use adequate screens and floor coverings when welding, grinding, using a torch, etc.

    • Use only containers approved for the use.

    • Clean up any spills- dry or liquid.

    • Use only food grade lubricants on or near product surfaces.

    • Maintenance, sanitation employees must ensure that all equipment, tools, parts, etc. are accounted for after a job is finished and before production starts.

ฎ Advantage Prevention Claims Management Inc.
Telephone: 905.891-3474

November 5, 2007

Weekly Food Service Program on our Industry News Page

Good Personal and Sanitary Practices

Warehouse and Receiving

  • Inspect incoming shipments of raw materials and packing materials.  Reject, discard or advise your supervisor of any out of condition, damaged, leaking, dirty or infested items.

  • Report items that may have been contaminated by water, condensation, pests, dirty pallets, evidence of rodent activities.

  • Store items in the warehouse maintaining an 18-inch wall clearance.

  • In storage, ensure that bags, boxes, etc, are kept closed.

  • A closed door policy should apply to all doors when not in use.

  • Spills and damaged containers, bags should be attended to promptly.

  • Ensure that caps are on and locked on inlet lines when not in use.

  • Ensure that transfer hoses are off the floor, on racks and capped when not in use.

ฎ Advantage Prevention Claims Management Inc.
Telephone: 905.891-3474

October 30, 2007

Outsource your Workers Compensation Administration to APCM as WSIB/WCB cost increases are on the move.  See your overhead costs go down within one year and at the same time see your work place injuries reduced by using some of your savings to build a strong – smarter Health and Safety Program.

APCM can also provide you with the administration tools to let you manage all your Workers Compensation – APCM can provide the Policies – Procedures and Programs needed to control WSIB/WCB costs in your company.

October 30, 2007

Beginning 2007, Daylight Saving Time will start on the second Sunday in March and end on the first Sunday in November 2007.

October 24, 2007

Weekly Food Service Program on our Industry News Page

Good Personal and Sanitary Practices

Containers and Utensil Use

  • Food handling utensils, scrapers, scoops, pails, brushes,  various batch cans, trays, etc. must be kept clean, stored off the floor and/or in appropriate receptacles.  They must be used in such a way as not to contaminate product or equipment.

  • Batch cans and trays should be washed as per schedule or as needed and stored in an inverted position off the floor.  If stacked ensure that they are dry.

  • Containers and utensils must be used for their designated and intended purpose only.  When damaged they should be replaced.  Incoming ingredient containers should not be reused unless labels are removed and the containers are washed.  By size or color they must fit with the plant container code.

  • Metal detector bins are to be used for metal detector rejects only.

  • Brooms, brushes, dust pans, shovels and other equipment are supplied by the Company for housekeeping purposes.  This equipment must be maintained, used, and stored in such a ways as not to contaminate product or product surfaces.  They must never be used in direct contact with product.

  • Glass containers must not be brought into production areas.
    Make sure that you are completely familiar with the plant container use policy.

ฎ Advantage Prevention Claims Management Inc.
Telephone: 905.891-3474

October 22, 2007


Now that the new numbers for productivity by Country are available and Canada is way down the list for output per hour per person, maybe we should start looking at the reasons.

Here are some things I would change to increase output:

  1. REDUCE ROAD REPAIRS - to a night shift from a day shift increasing the movement of traffic.

  2. This would increase the time employees have to work.

  3. This would also increase movement of goods and services.

  4. This would reduce time off work by employees.

  5. It would reduce stress making for a happier employee

  6. Families would spend more time together.

  7. Employees would spend more time at home.

  8. Added benefits - It would reduce the amounts of fuel used while sitting in our cars and trucks on our parking lot roads going to and coming from work.

  9. All of the above would increase output per man hour helping Canada to gain its rightful place in the world for output.

October 12, 2007

Weekly Food Service Program on our Industry News Page

Good Personal and Sanitary Practices

Sanitary Work Practices

  • It is every employees responsibility to maintain their working area in an orderly and sanitary condition.

  • Do not walk, sit or stand on raw materials or food contact surfaces.  Unhygienic practices such as spitting are strictly prohibited.

  • Keep all raw materials, packing materials and food containers off the floor.

  • Keep all food contact machinery parts off the floor when not in use.

  • All unscreened doors and windows must be kept closed.  Report missing or broken screens or windows to your supervisor.

  • Product or packages fallen on the floor should be regarded as factory waste.

  • Product in trays, in process, when stored must be covered, properly identified and dated.

  • Preformed containers and bags should be kept covered and off the floor.

  • Do not use labeled finished product containers for anything other than the intended product, the only exceptions are well -marked test cartons for check weighers and metal detectors.

  • Containers, bottles, etc., must identify the contents.  Do not use or store in production areas' containers or bottles that are unlabeled.

  • Pre-weighed minor ingredients containers must be properly identified and covered.

ฎ Advantage Prevention Claims Management Inc.
Telephone: 905.891-3474

October 10, 2007

Safety Alert- From the Irish Safety Authority

The Health and Safety Authority is issuing an urgent warning to the construction industry on 'Roll Over Protection Systems' (ROPS).  It has come to the Authority's attention that ROPS have been supplied to the market that do not comply with the relevant standards.  A Roll Over Protection System or ROPS is designed to reduce the possibility of a seat belted operator being crushed should the machine roll over.  Failure to provide a Roll Over Protection System on earth moving machinery can lead to serious injury or death for the operator.

The Safety, Health and Welfare at Work Act 2005 and Safety, Health and Welfare at Work (Construction) Regulations 2005, require that all ROPS comply with Machinery Directive 98/37 and subsequent revisions.  The Machinery Directive requires that all ROPS be designed, manufactured and tested to recognized standards,  ROPS must comply with BS EN 474-6:2000, BS EN 13510:2000 and ISO 3471:1994.

What Do I Look For?

ROPS must be labeled in accordance with the above standards.  The label should be of a permanent type and permanently attached to the structure.  The label should hold the following detail:

• Name and Address of ROPS manufacturer
• ROPS Identification number (if any)
• Machine Make/ Model that ROPS is suited to
• Machine Mass that ROPS is designed for
• Other information as deemed appropriate

If your ROPS does not have this label and information attached, you should contact the supplier immediately.  Employers must satisfy themselves that the ROPS is compliant with the above standards.

October 10, 2007

Read our News Scroll - Health and Safety Protection

Winter is not far away "RED DEER ALBERTA HAS JUST HAD IT'S FIRST SNOW FALL" - Start thinking about what needs to be done.  Call APCM - for your Health and Safety Training On-Line.

October 9, 2007


Occupational Health and Safety Training at our offices for $25.00 per person, per session - five (5) days a week - why not take advantage of our training from the world's provider of Health and Safety Training - Call Today - Email Today - and book your training requirements.

APCM'S Occupational Health and Safety Training Programs will ensure compliance with all Acts and Regulations - reducing the risk of both injuries and WSIB/WCB costs.

October 1, 2007

Weekly Food Service Program on our Industry News Page

Good Personal and Sanitary Practices
Personal Cleanliness

  • Properly wear clean Company issued uniforms. No personal hats, sweaters, jackets, etc. are permitted to be worn over the company uniform. Such items should not be brought into or stored in production areas.

  • No jewelry, including earrings, watches, nail polish or false nails are permitted to be worn in production areas.

  • A Company issued hair net and beard cover must be worn properly at all times in production areas. Hair nets must be tight and of tight weave or fine mesh construction. Worn properly means covering the ears and that there are no hairs left uncovered. Hair ties that are not allowed, even if kept under the hair net, include:

  • Hair accessories containing pieces that may detach (eg pearls, flowers, shells, colored balls, etc.)

  • Bobby pins

  • Combs

  • Hair accessories made of brittle plastic that may break.

  • Only the following hair accessories, without decorative pieces, may be worn in production areas:

  • Barretts

  • Pony tail ties

  • Head bands

  • No food, beverages or personal belongings are to be brought in or stored in production areas.

  • No food or beverages, including gum, candy or product that may be consumed in any working area. The only exception authorized is consumption for product inspection.

  • Alcohol and non-medical drugs are not allowed in any part of the plant.

  • Smoking is only permitted in designated areas.

  • Items must not be stored in pockets above the waist, to eliminate the potential of such items falling in the product or equipment.

ฎ Advantage Prevention Claims Management Inc.
Telephone: 905.891-3474

September 24, 2007

Advantage Prevention Claims Management Canada's Leading Worker's Compensation Consulting Firm with over 20 years of serving Canada - Ireland and all European Countries, is taking this space to thank our many small and large firms for their support these past 20 years - it's always not only price that counts for clients, it's quality service and results, and APCM has provided this for 20 years. Thank you for your support.

September 24, 2007

Weekly Food Service Program on our Industry News Page
Good Personal and Sanitary Practices

Personal Cleanliness

  • Every employee engaged in a food handling area should maintain a high degree of personal cleanliness while on duty.

  •  Employees aware that they may be carrying a disease likely to be transmitted through food must report their condition to the Employer.

  •  Employees handling non-food-contact materials may wear cloth gloves

  •  Employees handling either product or a food contact material may wear a latex glove or a closely woven cloth glove.

  •  Any open wound should be securely covered with a water proof bandage, should the wound be on a hand, a latex glove must also be worn.

  •  Employees using tape or bandages to prevent injury must also wear a latex glove.

  •  If gloves are required, ensure that they are maintained in a clean, sanitary manner. The wearing of gloves does not exempt the employee from washing the hands.

  •  Employees handling or in direct contact with exposed ingredients or product shall:
    Wash the hands thoroughly before each work period, immediately after using the lunchroom, washroom facilities, after handling contaminated materials and at any other time after coming in contact with any dirt.
    Hand sanitizer stations are available in production areas and employees are encouraged to use them. However, they are not a substitute for hand washing.

ฎ Advantage Prevention Claims Management Inc.
Telephone: 905.891-3474

September 17, 2007

Slips and Falls in both the Fall and Winter can be reduced as follows:


As the temperature drops, the number of slips and falls rises in Fall and Winter with wet and icy conditions which are dangerous and workplaces need to take the right precautions.


  • Keep parking lots and walkways clear of mud, snow and ice.

    • Don't get caught by surprise - monitor the weather and expect slippery conditions

    • Clear ice and snow before workers need to get into or out of the parking lot

    • Use salt, sand or another proven anti-slip material to keep parking lots and walkways clear

    • Have shovels and gloves available before icing conditions appear

    • Ensure workers wear appropriate footwear for conditions

    • Leaves on road ways are slippery for driving during Fall

    • Leaves when wet make conditions for driving very bad

    • Wet leaves and ice together increase the risk when driving in these conditions.

  • Provide good lighting and clear path markings in parking lots and walkways

  • Clearly identify parking lots, walkways, steps, ramps and other elevation changes.

Build a falls program that will work.......

  • Set Standards

    • Maintenance for the condition of your parking lots and paths

    • Maintenance for appropriate footwear and safety gear

  • Define everyone' s role in preventing slips and falls.

  • Communicate roles and standards to all staff

  • Train workers responsible for keeping lots and walk ways clear.

  • Audit standards to see program is working

  • Acknowledge success and make improvements

August 20, 2007

Outside Workers Be Aware
It Is Safe Work - Not Work At Any Cost


  • Always have Bear Deterrent Pepper Spray in its holster ready for immediate use.

  • Be alert where recent bear activity has been documented by park officials, Fish and Game, and other public service people. Some common areas where bears like to frequent are: stream beds, dense edge cover and, in late summer, berry patches.

  • Use extreme caution when traveling on trails at night or at either end of day.

  • Be careful with food smells - never cook close to camp. Store all foods in plastic away from camp when camp is unattended. We suggest at least 100 yards from camp and at least 14 feet up a tree away from the trunk.

  • Watch for fresh bear signs (scat or bear tracks) on the trail or near possible camp sites.

  • If possible, make plenty of noise on the trail, especially on blind curves, in dense vegetation with limited vision.

  • Be conscious of the wind - bears have an excellent sense of smell. If the wind is at your back a bear will smell you and leave the area well before you reach it. If the wind is blowing in your face an encounter greatly increases. Also, in high wind situations or along creeks and streams, a bear can hear you coming where you might not hear it.

  • Dead animal carcass - If you come upon a dead animal carcass, immediately leave the area. Bears will feed on a carcass for days and also stay in the area to protect their food.

  • Bear cubs - If you see a bear cub, chances are the sow is not far away. Female bears will fiercely defend their young, so it is best you leave the area and find an alternative route.

  • Keep dogs under control - dogs can lead an angry bear back to you.

  • We advise not to travel alone in bear country. Invite a friend or co-worker. It is always safer to travel in groups.

August 20, 2007


Moose have evolved defenses to keep them from becoming easy prey. Unfortunately for humans, moose sometimes perceive us as threats. When a moose feels threatened it has only two choices, either to flee or attack. Normally it will flee, and we can feel glad or apologetic, but when a moose decides to be aggressive, we can find ourselves in a dangerous situation.
Moose can become aggressive in winter when they are hungry, tired of walking in deep snow, and being harassed by dogs and people. During mating season bull moose may be aggressive towards other bulls and humans.


First and most important to avoiding confrontations is to give moose plenty of room. DO NOT APPROACH THEM. Moose, like other animals, have a distance around them, that if entered by another animal--wolf, dog, bear, or human--causes them to react. Biologists call this area "personal space" or "critical distance."

Moose calves, because of their size and lack of experience, are particularly susceptible to predation. Thus cow moose have evolved some very strong defensive behaviors. If one perceives a threat to its calf, it may attack. A cow moose can defend itself against a full-grown grizzly. If you are out walking and see a calf but not a cow, be very careful; you may have gotten between them and will want to remove yourself without drawing their attention. Calves themselves can also be dangerous. Weighing 200 to 400 pounds by their first winter, they are fully equipped to injure a predator--or a human.


Moose use body language as a method of communication. Understanding this language will help keep both you and the moose out of harmi way. The first thing you might notice is that a moose has stopped feeding, walking, or resting, and is looking at you. Its ears will be up and it will be listening as well as looking for clues as to what you are, and what you may be up to. You can stay where you are, or increase the distance between you and the moose. The moose can move towards you, stay put, or move away. What you do influences what the moose does. You should be thinking: Does the moose have room! Does it have a safe escape route! Could it consider me as a threat!

If the moose puts down its head, lowers its ears, and the hair on its back and neck go up, it' s time to start worrying and looking for your own escape route. The moose may
begin to lick its lips and walk towards you. The moose is telling you very clearly in moose language that either you have gotten too close and are a threat, or, in urban areas where it may have been hand-fed by humans, it may think you have something for it to eat. Regardless of the reason, you are too close and in a dangerous situation. Back off and look for something to get behind.


Fortunately most moose charges are bluffs--warnings for you to get back. They should nevertheless be taken seriously. If a moose chases you, get behind something solid. You can run around a tree faster than a moose can. If a moose knocks you down, it may continue running or start stomping and kicking with all four feet. Curl up in a ball, protect your head with your arms, and lie still. Don' t try to move until the moose moves a safe distance away or it may renew its attack.

Feeding moose either at your house, dumpster, or haystack is against the law. Moose quickly become habituated, and can be very aggressive when they expect to be fed. It may seem harmless to feed a hungry moose out of your car window. However, when the same moose charges a child on the way to school, with the hope of a handout, the outcome can be tragic. A moose with a history of unprovoked attacks will be shot by enforcement officers to protect public safety. By feeding a moose, you are likely contributing to its death.

Every year people find "abandoned" moose calves. In most cases the mother has moved off for one reason or another and will return. If you find a calf remember that its best chance for survival is to be left alone. After early July calves are weaned and capable of surviving on their own, although they remain very vulnerable to predation.


If for any reason you have to get close to a moose, ALWAYS MAINTAIN AN ESCAPE ROUTE.

August 7, 2007


The West Nile Virus is here much earlier than is expected each year - with results showing more people are being infected with the Virus in many parts of Canada. People who work out side should take the following steps to reduce exposure to the Virus:

  • Protect yourself and your family from mosquito bites; and Eliminate mosquito breeding sites around your home and vacation property.

  • When going outdoors, use insect repellents that contain DEET or other approved ingredients

  • Wear protective clothing such as long-sleeved shirts, long pants and a hat. Light coloured clothing is best because mosquitoes tend to be attracted to dark colours.

  • Make sure that door and window screens fit tightly and have no holes that may allow mosquitoes indoors.

August 1, 2007

Chemicals can kill!

Thousands of chemicals are used in Ontario workplaces everyday. Health effects can range from mild irritation to death.\

Getting Started - How does your workplace stack up?

  • Have all chemicals been identified and the risks assessed?

  • Do you know what regulations apply to your chemicals such as for designated substances?

  • Are adequate chemical control programs in place?

  • Are supplier and workplace labels used to identify the chemicals at work?

  • Are up-to-date material safety data sheets (MSDSs) available to workers for the chemicals in the workplace?

  • Is WHMIS (Workplace Hazardous Materials Information System) training provided for all employees and reviewed annually?

  • Are written procedures for the use, handling, storage and disposal of chemicals available to, understood and followed by workers?

  • Does everyone know what to do in a chemical emergency such as a spill or a fire?

  • Is personal protective equipment in good condition and used properly?

  • Are incidents, injuries and illnesses investigated to find and eliminate the root cause?