Write a safety checklist for Ai Compaions

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# Recognition and Reward (cont.) ## What are other issues in the workplace that may affect mental health? (cont.) - harassment - any behaviour that demeans, embarrasses, humiliates, annoys, alarms or verbally abuses a person and that is known or would be expected to be unwelcome. This act includes words, gestures, intimidation, bullying, or other inappropriate activities. - verbal abuse - swearing, insults or condescending language - physical attacks - hitting, shoving, pushing or kicking - bullying - repeated, unreasonable or inappropriate behaviour directed towards an employee (or group of employees) that creates a risk to health and safety - mobbing - ongoing, systematic bullying of an individual by his or her co-workers - this includes rudeness and physical intimidation, as well as more subtle and possibly unintentional behaviour involving social ostracism and exclusion Most jurisdictional occupational health and safety acts have been expanded to include harm to psychological well-being. Organizations should not tolerate any violent behaviour including aggression, harassment or threats of violence. Violent or aggressive behaviour hurts the mental health of everyone in the organization and creates a psychologically unsafe work environment filled with fear and anxiety. For more information on workplace violence, see the OSH Answers Violence and Harassment in the Workplace. Substance Use, and Problematic Substance Use at Work - Substance use, problematic substance use, and coping strategies can have a significant impact on mental health at work. Addictions and mental health conditions are often coupled (called a concurrent disorder). However, it is often the addiction that first gets noticed, especially in the workplace. Generally, substance use becomes a problem when an individual has lost control over their use or continues to use despite experiencing negative consequences. Employers should look for warning signs that indicate an employee may be struggl…

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# OCCUPATIONAL HEALTH AND SAFETY CODE AR 191/2021 ## Part 26 Ventilation Systems <table><tr><th>386</th><th>Application</th></tr><tr><td>387</td><td>Design</td></tr><tr><td>388</td><td>Safety</td></tr><tr><td></td><td>Part 27</td></tr><tr><td></td><td>Violence and Harassment</td></tr><tr><td>390</td><td>Violence and harassment prevention plan</td></tr><tr><td>390.3</td><td>Domestic violence</td></tr><tr><td>390.7</td><td>Review of violence and harassment prevention plan</td></tr><tr><td>391</td><td>Training of workers</td></tr><tr><td>391.1</td><td>Investigation and reporting of incidents</td></tr><tr><td>391.2</td><td>Treatment or referral</td></tr><tr><td>392</td><td>Entitlement to pay</td></tr><tr><td>392.1</td><td>Application of sections 392.2, 392.5</td></tr><tr><td>392.2</td><td>Additional requirements for violence and harassment prevention plan</td></tr><tr><td>392.5</td><td>Personal emergency transmitter</td></tr><tr><td>392.6</td><td>Mandatory fuel prepayment</td></tr><tr><td></td><td>Part 28</td></tr><tr><td></td><td>Working Alone</td></tr><tr><td>393</td><td>Application</td></tr><tr><td>394</td><td>Precautions required</td></tr><tr><td></td><td>Part 29</td></tr><tr><td></td><td>Workplace Hazardous Materials Information System (WHMIS)</td></tr><tr><td>394.1</td><td>Definitions</td></tr><tr><td>395</td><td>Application</td></tr><tr><td>396</td><td>Hazardous waste</td></tr><tr><td>397</td><td>Training</td></tr><tr><td>398</td><td>Label required</td></tr><tr><td>399</td><td>Production or manufacture</td></tr><tr><td>400</td><td>Decanted products</td></tr><tr><td>401</td><td>Placards</td></tr><tr><td>402</td><td>Transfer of hazardous products</td></tr><tr><td>403</td><td>Laboratory samples</td></tr><tr><td>404</td><td>Safety data sheet - supplier</td></tr><tr><td>405</td><td>Safety data sheet - employer</td></tr><tr><td>406</td><td>Information current</td></tr><tr><td>407</td><td>Availability of safety data sheet</td></tr><tr><td>408</td><td>Claim for disclo…

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# Mental Health - How to Address and Support (cont.) ## All employees (cont.) To gain support and participation from all employees: - Help employees understand the purpose of the initiatives and how the initiatives might impact their experience at work - Clearly demonstrate senior leaders', managers', and supervisor's support - Assure everyone that initiatives are about assessing and minimizing workplace factors that are associated with negative mental health outcomes rather than identifying personal strengths and weaknesses or asking for personal medical status ## What else can employers do? Below are eight strategies that employers can use to encourage positive mental health: 1. Encourage active employee participation and decision making 2. Clearly define employees' duties and responsibilities 3. Promote work-life balance 4. Encourage respectful and non-derogatory behaviours 5. Manage workloads 6. Allow continuous learning 7. Have conflict resolution practices in place 8. Recognize employees' contributions effectively (Adapted from Canadian Mental Health Association's Workplace Mental Health Promotion, A How-To Guide.) Additionally, employers can: - When implementing a new process or procedure, always consider the psychological impact of the change. - Assess psychological safety in your workplace and develop a plan to address it. See Guarding Minds @ Work or the CSA Standard "Z1003-13 (R2022) Psychological health and safety in the workplace - Prevention, promotion, and guidance to staged implementation" for more information. - Develop a policy statement that reflects your organization's commitment to making workplace mental health a priority. A policy demonstrates leadership and commitment. Additionally, your health and safety policy should address commitment to addressing psychosocial risk factors as well as other hazards Mental Health - How to Address and Support CCOHS

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# What should you report and investigate when an incident occurs? (cont.) ## How do you establish first aid programs? (cont.) Under no circumstances should the reduction of severity ratings be a reason for initiating a "modified work" program. ## How do you prevent violence and harassment in the workplace? All jurisdictions in Canada have legislation specific to harassment and violence (note that the legislation in the Yukon will be in force in September 2021). Please see the OSH Answers on Violence and Harassment in the Workplace - Legislation for more details. All jurisdictions specify elements required in harassment and violence prevention policies and programs. While there are variations between jurisdictions, there are many common elements such as: - Defining violence and harassment. Some definitions include bullying formally - Conducting a workplace assessment (a hazard identification and risk assessment) specific to harassment or violence - Developing and implement preventative measures - Developing a policy and program, implement the program, and corresponding procedures for reporting of an incident - Developing a reporting and resolution process, including how to report an incident or occurrence - Providing worker instruction, education, or training - Determining procedures to ensure confidentiality and privacy - Listing supports that are available (internally, externally) - Requiring record keeping - Using continual review and improvement processes to update the policy and programs - Reporting to the jurisdiction, as necessary - Including additional requirements for situations such as family (domestic) violence, or working late night hours in retail, gas stations, convenience stores, etc. ## How do you promote worker involvement in health and safety programs? Once the health and safety program has been set in place and the program appears to be running smoothly, effort is still required to maintain compliance, enthusiasm and interest. S…

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# Workplace mental health, suicide prevention Suicide is a leading cause of death among working age adults in the United States. It deeply impacts workers, families and communities. There were approximately 1.2 million suicide attempts in America in 2020. Tragically, more than 45,000 of these attempts were fatal, according to the Centers for Disease Control and Prevention (CDC). ¹ The construction industry has one of the highest rates of suicide among all occupations - four times higher than in the general population. According to the National Institute of Mental Health, nearly one in five adults are living with a mental health condition, such as anxiety, depression or post-traumatic stress.² In June 2020, the CDC found that 40% of U.S. adults were struggling with mental health or substance abuse and 11% seriously considered suicide.³ Work-related stress can have an impact on mental health and, without proper support, could lead to substance abuse or even suicide. Workers in the construction industry are generally at higher risk for suicide due to work-related stress factors, including seasonal or temporary employment, demanding work schedules and serious injuries, which are sometimes treated with opioids. Not addressing the underlying stressors or injuries can exacerbate mental health symptoms and may increase the risk of substance abuse or even suicide. By demonstrating their commitment to a safe and healthy workplace, employers can play an important role in reducing stigma and promoting mental health. In return they may experience benefits such as improved workplace safety, higher morale, increased productivity, reduced turnover and decreased operating costs. Learn how to develop mental health and safety programs to help workers get the resources they need, which are available at osha.gov/preventingsuicides. For example: • Strive to create a workplace environment that fosters open communication and a sense of belonging. • Implement a workplace safety and …

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# Identifying Mark of Approved Equipment (cont.) ## Harassment (cont.) (d) a commitment that the employer will take corrective action respecting any individual who subjects any worker to harassment; (e) an explanation of how harassment complaints may be brought to the attention of the employer; (f) a statement that the employer will not disclose the name of a complainant or an alleged harasser or the circumstances relating to the complaint to a person unless disclosure is (i) necessary for the purposes of investigating the complaint or taking corrective action with respect to the complaint, or (ii) required by law; (g) a description of the procedure that the employer will follow to inform a complainant and alleged harasser of the results of an investigation; and (h) a statement that the employer's harassment policy is not intended to discourage or prevent a complainant from exercising other legal rights. (5) An employer shall make readily available to workers a copy of the policy required under subsection (4). ## Violence 35. (1) In this section, "violence" means attempted, threatened or actual conduct of an individual that causes or is likely to cause injury, such as a threatening statement or behaviour that gives a worker a reasonable belief that he or she is at risk of injury. (violence) (2) For the purposes of this section, work sites where violence may reasonably be expected to occur include work sites that provide the following services or activities: (a) - services provided by health care facilities as defined in section 463; (b) pharmaceutical dispensing services; (c) educational services; (d) police services; (e) corrections services; (f) other law enforcement services; (g) security services; (h) crisis intervention and counselling services; (i) financial services; (j) the sale of alcoholic beverages or the provision of premises for the consumption of alcoholic beverages; (k) taxi services; (1) transi…

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# Mental Health - Introduction (cont.) ## How do psychosocial risk factors in the workplace affect employee health? (cont.) - Positive influences can make you feel energized, positively challenged, motivated, and engaged. - Negative influences can make you feel frustrated, burnt-out, unmotivated, and disengaged. See the OSH Answers Mental Health - Psychosocial Risk Factors in the Workplace for more information. ## Where can I find more information? Mental Health Commission of Canada Funded by Health Canada, the Mental Health Commission of Canada (MHCC) has been developing programs and tools to support the mental health and wellness of Canadians since 2007. The MHCC offers resources on psychological health and safety topics including action guides, videos introducing the psychosocial factors, and case studies. ## Guarding Minds at Work (GM@W) A set of free tools (surveys, automated scorecards, audit forms, evidence-based recommendations and evaluation methods) that can be used to assess and address the psychosocial risk factors (PSRs) in your workplace. CSA Standard "Z1003-13 - Psychological health and safety in the workplace - Prevention, promotion, and guidance to staged implementation" CAN/CSA-Z1003-13 (BNQ 9700-803/2013) is a voluntary standard intended to provide systematic guidelines for Canadian employers that will help enable them to develop and continuously improve psychologically safe and healthy work environments for their employees. The standard is currently available for free from the CSA website. ## Canadian Mental Health Association The Canadian Mental Health Association (CMHA) is a non-profit organization that has been providing services to persons with mental health issues since 1918. The CMHA offers information on understanding your mental health and information on mental illness ## Government of Canada: Mental Health and Wellness Information from the Government of Canada about mental illness, its risk factors, symptoms, treatment and…

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# Occupational Safety and Health Administration (cont.) Additionally, some OSHA standards, such as the Hazardous Waste Operations and Emergency Response (HAZWOPER) standard, 29 CFR §1910.120, and electric power generation, transmission, and distribution, 29 CFR §1910.269, require site and/or job specific training. Sole reliance on online or virtual reality-based training programs may not provide such site and/or job specific training. Therefore, the adequacy and effectiveness of safety and health training provided by an employer to his or her employees may only be determined based on the facts of each particular case. Thank you for your interest in occupational safety and health. We hope you find this information helpful. OSHA's requirements are set by statute, standards, and regulations. Our letters of interpretation do not create new or additional requirements but rather explain these requirements and how they apply to particular circumstances. This letter constitutes OSHA's interpretation of the requirements discussed. From time to time, letters are affected when the agency updates a standard, a legal decision impacts a standard, or changes in technology affect the interpretation. To assure that you are using the correct information and guidance, please consult OSHA's website at www.osha.gov. If you have any questions, please feel free to contact the Directorate of Enforcement Programs at (202) 693-2100. Sincerely, Patrick J. Kapust, Acting Director Directorate of Enforcement Programs OSHA Standards Enforcement Topics Media Center Contact Us DEPARTMENT BOR F NITED STATES C AMERIC # U.S. DEPARTMENT OF LABOR Occupational Safety and Health Administration [redacted street address] NW Washington, DC [redacted postal code] 1-800-321-OSHA 1-[redacted phone] www.osha.gov FEDERAL GOVERNMENT OCCUPATIONAL SAFETY & HEALTH ABOUT THE SITE+ White House Frequently Asked Questions Freedom of Information Act Disaster Recovery Assistance A - Z Index Disclaimers Disaste…

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# Health and Safety Legislation in Canada - Injury Reporting (cont.) ## What do I do in the event of a serious incident or workplace fatality? (cont.) - If the government agency or police gives you permission to do so. - To provide first aid or to prevent further injuries or death. - To protect property endangered by the incident. As soon as they are aware of the incident, the employer would call the 24-hour phone line of the government agency having authority. In the event of a fatality, emergency services would also be called which would include the police. The police will likely conduct a preliminary investigation and determine if the death was unintentional. Once it is determined that it is a workplace fatality, the government agency will conduct an investigation. This investigation will include interviewing witnesses, gathering information, reviewing work procedures, and more. The employer must assist with the investigation and cannot threaten or reprimand workers for providing witness statements. The employer may be able to conduct their own investigation at the same time, as long as they have coordinated these efforts with the authority having jurisdiction. There may be additional requirements depending on the industry and jurisdiction. It is a good practice to create a document or procedure which includes: - The definitions of a critical or serious incident, injury, and workplace fatality. - The 24-hour number to call in the event of a serious incident, injury, or fatality. - The process to secure the scene to prevent it from being disturbed before emergency services and the government agency arrives. - The forms that must be completed to inform the government agency within a certain timeframe and the follow-up report that is required after the investigation. ## How can an employer provide support after a serious incident or critical event? Incidents, injuries, and near-misses can increase stress and anxiety among workers, whether they are dir…

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# How is a risk assessment done? (cont.) ## How are the hazards identified? (cont.) Hazard mapping is a method of hazard identification that is performed by employees themselves. All of the employees from a work area, including supervisors and managers, get together and mark hazard locations on the building's floor plan. Later, the group discusses how to control these hazards and which ones should be dealt with first. This approach makes use of employees' knowledge and experience, empowers employees, and encourages involvement and cooperation. More information is also available in the OSH Answers on Hazard Identification. ## How do you know if the hazard will cause harm (poses a risk)? Each hazard should be studied to determine its level of risk. Understanding how likely it is that a hazard will cause harm and how severe that harm could be. To research the hazard, you can look at: - Product information and the manufacturer documentation. - Past experience (knowledge from workers, etc.). - Legislated requirements and applicable standards. - Industry codes of practice and good practices. - Health and safety material about the hazard, such as safety data sheets (SDSs), research studies, or other manufacturer information. - Information from reputable organizations. - Results of testing (atmospheric or air sampling of the workplace, biological swabs, etc.). - The expertise of an occupational health and safety professional or other technical experts. - Information about previous injuries, illnesses, near misses, incident reports, etc. - Observation of the process or task. Remember to include factors that contribute to the level of risk, such as: - The work environment (layout, condition, weather, etc.). - The procedures for performing a task. - The range of foreseeable conditions. - The way the source may cause harm (e.g., inhalation, ingestion, etc.). - How often and how much a person will be exposed. - The interaction, capability, skill, and ex…

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# Mental Health - How to Address and Support (cont.) ## Are there any specific issues in the workplace that affect employee mental health? (cont.) - Organizational Culture - Protection of Physical Safety - Psychological Competencies and Demands - Psychological Protection - Psychological and Social Support - Recognition and Reward - Workload Management Workplace issues that can also affect mental health include: - stigma and discrimination - demand/control and effort/reward relationships - presenteeism - job burnout - harassment, violence, bullying and mobbing - problematic substance us For more information about these issues, please see the OSH Answers Mental Health - Psychosocial Risk Factors. ## What can workplaces do to support mental health? A psychologically safe and healthy workplace is one that promotes workers' mental well-being and does not harm employee mental health through negligent, reckless or intentional ways. For example, a psychologically safe workplace would be free of excessive fear or chronic anxiety. An organization's commitment should start at the top. One way to achieve a psychologically safe workplace is to create and implement a Comprehensive Workplace Health and Safety (CWHS) Program. This program is a series of strategies and related activities, initiatives and policies developed by the employer, in consultation with employees, to continually improve or maintain the quality of working life, health, and the well-being of the workforce. These activities are developed as part of a continual improvement process to improve the work environment (physical, psychosocial, organizational, economic), and to increase personal empowerment and personal growth. What can be done to gain support and participation across the organization? Mental Health - How to Address and Support CCOHS

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CCOHS CCHST Canadian Centre for Occupational Health and Safety Centre canadien d'hygiène et de sécurité au travail Mental Health # Mental Health - Psychosocial Risk Factors in the Workplace ## On this page What are Psychosocial Risk (PSR) factors? What are these psychological risk factors in more detail? What are other issues in the workplace that may affect mental health? ## What are Psychosocial Risk (PSR) factors? Several psychosocial risk (PSR) factors have been identified by researchers at Simon Fraser University "based on extensive research and review of empirical data from national and international best practices. The factors were also determined based on existing and emerging Canadian case law and legislation." These factors are discussed in detail on the Guarding Minds at Work (GM@W) website. GM@W is a free, evidence-based strategy that helps employers protect and promote psychological safety and health in their workplace. The same factors are used in the CSA Z1003-13 (R2022) "Psychological health and safety in the workplace - Prevention, promotion, and guidance to staged implementation" which is available for free from the CSA Group website. These organizational factors that impact organizational health, the health of individual employees and the financial bottom line, including the way work is carried out and the context in which work occurs, are: - Balance - Civility and Respect - Clear Leadership and Expectations - Engagement - Growth and Development - Involvement and Influence Mental Health - Psychosocial Risk Factors in the Workplace CCOHS