Health and Safety in the Workplace Chapter 12 Flashcards
How were workplace health and safety attitudes different in the 1900s?
1) Assumption of Risk: Workers accepted customary job risks.
2) Self-Protection: Employees were responsible for protecting themselves from hazards (e.g., extreme heat, sharp metal).
3) Cultural View: Workplace scars were seen as badges of honor, not as failures in safety.
What are the two workplace safety models, and how do they differ?
Careless Worker Model: Early safety approach blaming accidents on workers’ carelessness.
Shared Responsibility Model: Modern approach emphasizing cooperation between employers and employees to ensure workplace safety.
What are the costs and impacts of workplace injuries and health hazards?
Direct cost of injuries: Lost wages, medical treatment, rehabilitation, etc.
Indirect costs: Lost production, recruiting, training, etc.
What are the three main categories of workplace health hazards?
1) Physical Agents: Noise, extreme temperatures, or radiation affecting hearing, comfort, or safety.
2) Biological Agents: Contact with organisms like viruses, bacteria, or fungi, posing infection risks.
3) Ergonomic-Related: Poor workplace design causing repetitive strain, musculoskeletal issues, or discomfort.
What are the fundamental employee rights under federal and provincial safety regulations?
Regulation: Health and safety laws are detailed at both federal and provincial levels.
1) Right to Know: Employees must be informed about workplace hazards.
2) Right to Participate: Employees can contribute to identifying and correcting hazards.
3) Right to Refuse: Employees can refuse dangerous work without fear of reprisal.
What is the role of the Workplace Health and Safety Committee?
1) Handles health and safety complaints.
2) Participates in investigations, inquiries, and studies.
3) Maintains records and conducts annual workplace inspections.
What is the purpose of the Hazardous Products Act?
Protects consumers by regulating the sale and labeling of dangerous products.
What does the Transportation of Dangerous Goods Act regulate?
Ensures the safe transport of hazardous materials to prevent accidents and environmental harm.
What is the Canadian Centre for Occupational Health and Safety Act?
Establishes national standards for workplace health and safety.
Provides resources to improve workplace safety practices.
What is the Workplace Hazardous Material Information System (WHMIS)?
The Workplace Hazardous Materials Information System (WHMIS) is a national communication standard in Canada designed to ensure the safe use of hazardous materials in the workplace. It establishes clear guidelines for identifying, labeling, handling, and storing hazardous products, protecting workers from potential health and safety risks.
Employers are required to provide training to employees, enabling them to:
Recognize hazardous materials.
Understand the risks associated with these materials. Take proper safety precautions, such as wearing protective equipment or following safe handling protocols.
WHMIS aligns with the Hazardous Products Act, ensuring that: All hazardous products are clearly labeled with standardized symbols and warnings.
Safety Data Sheets (SDS) are provided for each hazardous material, detailing safe usage, storage, handling, and emergency response instructions.
Here is the purpose of WHMIS…
1) Worker Protection: Minimizes workplace accidents, injuries, and long-term health risks by improving awareness and safety practices.
2) Legal Compliance: Ensures employers and suppliers meet regulatory requirements under the Hazardous Products Act and related safety laws.
3) Education and Empowerment: Provides employees with the knowledge to make informed decisions about their safety when working with hazardous materials.
What are HR’s key responsibilities in maintaining workplace health and safety?
1) Consistent Enforcement: Apply health and safety policies uniformly to all employees to prevent compliance gaps and ensure fairness.
2) Due Diligence: Prove all reasonable steps were taken to prevent risks and comply with safety laws to avoid liability.
3) Health and Safety Audit: Regularly assess hazards, policy effectiveness, and compliance to reduce risks and liability.
4) Safety Climate: Foster a positive safety culture through training, promoting safety awareness, and encouraging reporting of unsafe conditions.
5) Downsizing and Safety: Address increased safety risks for overburdened or undertrained staff during downsizing while maintaining safety standards.
What are symptoms of workplace stress?
Symptoms of stress can harm employee performance and lead to:
1) Nervousness; chronic worry; easily provoked– Unable to relax
2) Stress-related physical ailments (e.g., stomach) upsets, cardiovascular disease
3) Musculoskeletal disorders (e.g., back injuries)
4) Psychological disorders (e.g., depression)
What are the main causes of workplace stress?
1) Factors Unique to the Job: Workload, pace, autonomy, shift work, physical environment, and isolation.
2) Role in the Organization: Role conflict, role ambiguity, and level of responsibility.
3) Career Development: Under- or over-promotion, job security, and overall job satisfaction.
4) Relationships at Work: Interactions with supervisors, coworkers, or subordinates; threats of violence or harassment.
5) Organizational Climate: Participation in decision-making, management style, and overall organizational culture.
What is burnout, and how does stress impact job performance?
Burnout: Mental, emotional, and physical exhaustion caused by prolonged stress.
Presenteeism:
Employees are present but not fully productive due to stress or burnout.
Stress and Job Performance:
Low stress: Lacks challenges, leading to low performance.
Moderate stress: Can enhance focus and productivity.
High stress: Overwhelms employees, reducing performance.
HR Role: Train supervisors to recognize stress.
Provide resources like counseling to prevent burnout.
What are the three methods HR can use to reduce stress?
1) Curative Methods:Alleviate stress outcomes after they occur.
Examples: Exercise programs, counseling, and wellness initiatives.
2) Preventive Measures: Address root causes to prevent stress. Examples: Stress management training, workload adjustments, and fostering supportive relationships.
3) Stress Audit: Diagnoses workplace stress triggers.
Methods: Employee surveys, interviews, or focus groups to develop targeted interventions.
