Supervisor HS Awareness

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Welcome to the Supervisor Health and safety awareness course

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Introduction

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The Metron incident in 2009 lead to the death of 4 workers. The Expert Advisory Panel reviewed the incident and 11 key recommendations were made, including one on training for supervisors. This course will help you to understand your role in health and safety as a supervisor, so accidents like this can be prevented.

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According to the OHSA, a supervisor is a “person who has charge of a workplace or authority over a worker.”
But what does this mean? Although it is not directly defined, it can be inferred that this applies to anyone who manages the work of others.
If a company is small, this may mean the owner will perform the duties of supervisor.
Because of the importance of health and safety in Ontario, the OHSA requires that a person who is competent is in the role of supervisor.
We will explore what the OHSA requires in this course.

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The course is comprised of the following modules:
1.	The Importance of the Supervisor;
2.	Working within the Internal Responsibility System;
3.	Hazards in the workplace;
4.	Obtaining Assistance and
5.	Motivating and Leading Others

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By the end of this presentation you will be able to:
•	  Identify the importance of the supervisor
•	  Explain the legal duties of the supervisor
•	  Explain workers’ rights under the law
•	  Identify common workplace hazards
•	  Recognize where to obtain assistance

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Module 1: The Importance of the Supervisor

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There are many challenges for a supervisor to face on a day to day basis. You will be dealing with people with their happy and unhappy days. You may be working with individuals that do not hold the same standards as you when it comes to their actions and practices. You will be looking at production and quality in addition to your roles involving people and their behaviour.

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There are many reasons why a supervisor is important in the workplace. Workers need assistance to do their work. They may need direction and support for daily tasks and how they are to be completed. Supervisors also have legal responsibilities that they must fulfill, which includes high expectations from the Occupational Health and Safety Act (OHSA).  They are considered the “front-line guardians of the health and safety of the worker.” They are responsible for introducing and maintaining the expectations of safe practices in the workplace.

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According to the MOL Supervisor Awareness Workbook, supervisors play many roles in the workplace from coach, instructor, captain and referee to cheerleader.

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You are acting as a coach when you provide guidance to those that work with you.  You are measuring the workers’ performance and identifying any opportunities to improve it. You also guide the improvement in performance with feedback and encouragement.

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You are acting as an instructor when you identify training that is required for your workers. You provide them safety information on the tasks they are to perform, as well as general training and instruction on daily tasks. You also monitor and review training to ensure it is effective and up to date.

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You are acting as a captain when you plan and assign the work to be done in your area. Workers look to you for direction and feedback on managing work to be completed. As a supervisor, you make critical decisions on the work that will need to be carried out in line with the company’s goals, and you take action based on these decisions.

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Sometimes you will act as a referee in the workplace. Work that is performed must be held to company and external standards. Procedures must be followed by workers, and you will assess the workers and their compliance to the standards. Workplace issues like conflict and differing opinions will need to be resolved, and you will be in charge of these activities. You will need to take charge when there is an issue, investigate it and follow the solutions through to completion so that work can continue.

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Sometimes as a supervisor you will be a cheerleader. Your workers may need a little extra motivation to complete a tough task, or meet a strict deadline. You can give them that positive feedback that allows them to work through a hard day, and meet their goals. You can help create a supportive work environment where workers are happy to be there every day and give their best.

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As a supervisor, you have a huge opportunity to make a difference to your workers every day. You have the chance to ensure that new and young workers are fully informed on their work and how it is to be performed. You will help workers know what kind of questions they need to ask about new work, so that they can maintain their personal safety.  You will be ensuring that hazards are identified in your areas and that instruction and communication is provided effectively to workers.

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Even though supervisors have a special set of rules to follow from OHSA, you are also considered a worker like everyone else in terms of basic health and safety rules. .  If you are out in a manufacturing area, be sure to model the correct behaviours and wear your PPE. You are not above the law and must follow workplace rules, wear PPE and report hazards and dangers just like everyone else

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Supervisors have legal duties under the OHSA.  You must inform your workers of the hazards and dangers, and instruct them on how to work safely. You will train them on their work. Supervisors are required to monitor and enforce the policies and procedures that are in place. Reasonable precautions and measures are required to protect workers.

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As a supervisor, you will have a direct role to play in the creation and implementation of a health and safety program.
You will be involved by:
•	Knowing the applicable legislation;
•	Ensuring workers use & wear PPE;
•	Informing workers about hazards;
•	Planning safety into the job task and
•	Ensuring workers know and follow rules.

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A competent supervisor knows the laws and regulations that apply to the specific geographical location and type of workplace and workers can now be directed on how to comply.  If there is a set of regulations that applies to your type of industry, you should be knowledgeable about it. You may require specific training on the rules in order to fully understand them.

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Supervisors must ensure that workers are provided PPE that is specific to the task being performed, that they know how it is worn, and that they wear it.

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If a supervisor is aware of a hazard, he or she must advise the workers that it exists. Once a hazard is identified, the supervisor must provide written instructions on what measures are required to protect the worker.

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In order to maintain a safe workplace, you must use your knowledge and experience to help other workers plan safety as a crucial element of all work tasks.  For example, if you have worked in a metal foundry, you will want to share anecdotes about any safety incidents you may have seen over the years. You will use that experience to create procedures that eliminate risks.

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As a supervisor, you will need to take regular “walk-arounds” to monitor the activity occurring in the workplace. This will allow you to remind workers of their duties, and to model, demonstrate and enforce safe work activities. A supervisor that does not leave the office cannot be effective!

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Why is it important to carry out duties as outlined in the OHSA? Your workers have a visible point of contact when they need assistance. By following the Act, you will be able to prevent incidents from occurring and show that you are diligently attempting to improve health and safety in your workplace.

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Although supervisors have a great deal of power in the workplace, they cannot succeed without the help of the employer and the workers.  Safety is not the work of one individual in the workplace.

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Employers are legally required to hire a supervisor that is competent.
What does competent mean for a supervisor?
If you are competent you:
•	Have knowledge, training and experience;
•	Are able to organize the work and its performance;
•	Are familiar with the OHSA and applicable regulations and
•	Have knowledge of actual and potential danger
You are able to perform your work with the bigger picture in mind, including business needs and health and safety.

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Employers have specific duties under the Act.
Employers must:
•	Have specific policies and programs in place;
•	Post and review the policies;
•	Inform workers and supervisors about hazards and
•	Develop methods to eliminate and controls hazards

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Additionally, employers must provide instruction, supervision and PPE to workers, so that they can adequately protect themselves from workplace hazards. Once the PPE is provided, employers must ensure that the workers are maintaining and using it properly.
Ontario regulations specify that a Health and Safety Representative or Joint Health and Safety Committee is in place, and these individuals can help with the last duty, which is take reasonable precautions to protect workers.

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Employers and supervisors are not the only ones that have responsibilities under the Act.
Workers must:
•	Follow the law and established safe work practices;
•	Use and wear PPE;
•	Work in a safe manner;
•	Report hazards and dangers and
•	Not engage in horseplay

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Everyone must work together to create a safe working environment. This is a demonstration of the internal responsibility system (or IRS) in action.
Examples of this are:
•	Employers must support the efforts of the supervisor by providing you training and education;
•	Supervisors must inform workers of hazards and dangers and
•	Workers must follow the direction of the supervisor

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In this module you learned about the importance of a supervisor, and their roles and duties. You also learned about the duties of all parties in the work place, in regard to health and safety.
Let’s follow up with a short quiz.

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Module 2: Working Within the Internal Responsibility System (IRS)

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The Internal Responsibility System or IRS describes the way that workers, supervisors and employers must work together, communicate and cooperate for a safe environment.

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The IRS defines the roles and responsibilities of all parties and how they work together, are accountable for their actions and help each other to solve safety issues internally.

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Communication is not always easy. Supervisors need to communicate effectively, which takes good listening and speaking skills.

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While working within the IRS, all members of the workplace must understand what information needs to be shared with others. Information must be communicated, such as workers concerns and issues. The supervisors and employer then need to understand the issues and support the workers with action that supports a safe workplace.

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Support is not just the responsibility of one party. Supervisors, workers and upper management must all support each other in the IRS.

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What are the 3 basic rights of the Act?
•	Right to know;
•	Right to participate and
•	Right to refuse unsafe work

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As a supervisor, you have to understand these rights, support them in the workplace and identify what part they play in your daily role.

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The employer must support the 3 rights by:
•	Ensuring workers are informed of dangers and hazards;
•	Providing training and information and
•	Providing competent supervision

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What does it mean to “support” the 3 rights? A supervisor does this by informing your workers about the hazards and dangers in the workplace. You will provide written work instructions to the workers and monitor conformance to them.
For example, if a worker comes to you and asks a question about the safety of their work, you will need to find the answer and communicate this to him or her. You may need to physically demonstrate the activity, or draw diagrams or show pictures in order to provide a higher level of clarity. You also may need to schedule an updated training session with other workers to ensure that they receive the same benefit of clarification. Once the workers are back in their areas, you will want to physically visit them with work in progress to verify the information was understood and they are performing the activity as desired.

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All workers have the right to participate in the health and safety process. A worker can become a Health & Safety Representative. Under the Act, the HSR performs inspections, makes safety recommendations and participates in injury and work stoppage investigations.  The JHSC has the same responsibilities.
Employers must make sure the workplace has either a JHSC or HSR that meets legal requirements.
Inspections and meetings must be held as required.

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Supervisors support the right to participate in JHSC or H&S Rep duties. They also should be discussing health and safety concerns on a regular basis, and constantly provide positive reinforcement for workers.

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The JHSC must:
•	Identify hazards;
•	Make recommendations for improvements and
•	Monitor the workplace for improvements

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Recommendations from the JHSC must be acted upon in order to be effective. Once they are presented, the employer must respond to them in writing within 21 days. If the fixes are not immediately possible, the employer must include a timetable for compliance within their response. Once the controls are selected, the supervisor must ensure that they are implemented.

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Supervisors can encourage and support the workers right to participate by making sure to discuss the roles and functions of the JHSC/HSR often. This can occur during orientation and as any new safety decisions are rolled out in the workplace.

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Workers may exercise their right to refuse unsafe work. But what does a supervisor do to support this? First, you must address the concern. Utilize the HSR/JHSC to work together and find a solution to the problem, internally if possible.

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There are 2 steps or stages to a workers right to refuse unsafe work.  Stage 1 is where the employer, supervisor and worker attempt to solve the issue with internal or hired resources like a consultant. Stage 2 is where the Ministry of Labour is called in for assistance in solving the issue.

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A worker may refuse work when there is a likelihood of endangerment from various situations in the workplace. This may involve a piece of  unsafe equipment or machinery or the physical condition in the workplace such as uncontrolled chemical vapours or leaks.
Workers may be concerned that they will be exposed to workplace violence, and feel unsafe coming to work.
They may also feel that a piece of equipment, device or thing and the way in which it is operated,  or some physical condition in the work area is a contravention of the law, likely to endanger themselves or other workers, and they do not want to participate.

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Case study
A worker comes to you with information about a situation that they feel is dangerous. A saw is missing its guard and it needs repair. The worker refuses to use this saw in this condition.
You have a very important deadline coming up, and this saw is needed to complete the work.
What are your responsibilities in regard to this report? [Pause for 5 seconds]
The answer- you are required by your position to respond to this report, and correct the situation. You must also support the workers right to refuse to do this work until it is safe again. The guard for the saw must be repaired or replaced before the work can continue.

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When a worker wishes to refuse unsafe work, he or she should notify their supervisor. Then you, as supervisor, must clarify that a refusal is actually taking place. A worker may simply need further instruction or tools to perform a task. Clear communication between the worker and supervisor is key.

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Once a refusal is clear, the worker should be kept in a safe work location until the situation can be investigated. Once personal safety is ensured, the team can investigate the issue further to see if there is a likelihood of endangerment by completing the work.

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The investigation process may lead to an easy or reasonably fast fix to the problem at hand. If this is not the case, the process continues to Stage 2. During this time,  you will contact the MOL for assistance in the matter. The worker who refused the unsafe work will need to be assigned another reasonable alternative type of work until the issue is resolved. You may also offer the work to another employee- this is called the Supervisor Option.

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The Supervisor Option can be exercised, but only if the new worker is informed of the refusal and the reason it is occurring. A workers representative will need to be present during this notification.  If possible, involve the refusing worker in this process.
In the case of the report of the broken saw- what if you did not feel that the saw was a danger to health or safety? Could you exercise the Supervisor Option? Yes. You could, assuming you followed the requirements under the Act.

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When the Ministry of Labour comes to the site during an unsafe work refusal, they will be investigating the issues presented by the original worker.  They will examine the area in question, interview applicable workers and review any written or posted procedures. At the end of the investigation, they will offer a written decision on what action is suggested, and they may issue orders for compliance.

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In some cases, a workplace issue may be so dangerous or serious that a bilateral work stoppage may need to occur. Generally speaking, in order for this process to begin, the JHSC is involved. As a supervisor, you may be involved in the investigation of the issue, correction of the process and the implementation of any fixes needed to remedy the hazard. The bilateral work stoppage process will usually take place with a certified member that represents the workers, and a certified member that represents the employer deciding together that the work must stop.
Cases like this involve:
•	A contravention of the Act or regulation;
•	A contravention that poses a danger or hazard; and a
•	Delay in controlling the danger poses imminent risk

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The certified members will work together to determine how serious the circumstance is, issue a stop work order and then ensure that work will not begin again until the dangerous circumstance is remedied.

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As a supervisor, you will can support your workers’ rights by frequent and effective communication.  You must listen to their concerns and try to encourage and motivate them with positive reinforcement of desired behaviours and attitudes.

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In this module you learned about the Internal Responsibility System. You learned about how communication and support are important for the IRS. You learned about the 3 rights of workers, and what the process is for a bilateral work stoppage.
Let’s follow up with a short quiz.

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Module 3: Hazards in the Workplace

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As a competent supervisor, you are knowledgeable and have experience in your line of work. These skills will help you plan and organize work with safety in mind.

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Planning safe work means that you have knowledge of job hazards and how to eliminate them. You then can monitor the health and safety program to ensure it is effective.

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Here are some examples of common workplace hazards:
•	Musculoskeletal Disorders or MSD’s, repetition;
•	Slips, trips and falls;
•	Motorized vehicles;
•	Using or working near machinery and
•	Workplace violence

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MSDs involve injuries of the:
•	Muscles, tendons and ligaments;
•	Nerves;
•	Bursa (fluid filled sacs);
•	Blood vessels and
•	Joints and/or spinal discs
Carpal tunnel syndrome is a very common MSD that can occur in the workplace. This involves pressure on the median nerve in the wrist. A worker suffering from this can experience weakness, tingling, numbness and muscle damage. We can see causes of carpal tunnel  syndrome in the next slide.

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MSD’s are typically caused by activity that involves repetition, force, poor body position, or contact stress. When you combine these actions with poor rest and recovery, an MSD can easily occur.
Looking at carpal tunnel again, we may see office workers who type on a keyboard for hours on end with this issue. If they are not informed on the proper postures while performing their work, workers can experience the pain and damage from carpal tunnel syndrome.

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Slips, trips and falls are involved in many workplace injuries. These involve falls to the same or lower levels.
Some examples include:
•	Tripping over improperly stored objects;
•	Improper scaffolding setup/use;
•	Unsafe portable ladder use and
•	Roofing hazards
Workers may encounter many hazards on floors in the workplace if proper housekeeping is not enforced. Tools, power cords, packaging material and discarded debris can all be the cause of a slip, trip or fall.

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Motorized vehicles can be a hazard in the work place.
Some common examples include:
•	Collision with other equipment, objects;
•	Failure to train pedestrians;
•	Poorly maintained loading docks and
•	Congestion, blind corners
Forklifts and other powered mobile vehicles can contribute to deadly accidents when workers are not properly trained to operate them. As a supervisor, you need to be aware of the requirements and set expectations regarding safe operation of all motorized vehicles in your work areas.

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Working around machinery can expose your workers to hazards such as:
•	Crushing hazards;
•	Struck by waste stock;
•	Contact with rotating parts and
•	Contact between objects
Workers may use a metalwork lathe similar to this one in your workplace. The rotating parts can pose a hazard if the workers do not place the product on properly and utilize machine guards to protect themselves from the rotating parts. Hair, clothing, and body parts can become entangled in these rotating parts and cause serious injury or even death.

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Workplace violence is a possible hazard for many workers.
Some common triggers for workplace violence include:
•	The nature of the workplace;
•	Conditions present in the workplace;
•	Role uncertainty or role conflict and
•	Internal or external stressors

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Here is a list of common hazards found in the workplace:
•	Confined spaces;
•	Working with live energy;
•	Poor stacking and storage of material and
•	Thermal conditions or processes (heat and cold)
Can you think of any other common workplace hazards?

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Supervisors must also be aware of other possible hazards in the workplace, even if they are less apparent. Chemicals, and their byproducts, bacteria and viruses may be present, but less obvious to workers.

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Employers have the responsibility to support you and ensure you have training and knowledge to help keep your workers safe.

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Supervisors need knowledge and experience to properly inform workers about safety and health hazards on the job.  As a supervisor you need to understand the work being done in your area, and how it is to be performed properly. It is difficult to inform workers if you do not understand their work! Maintain your knowledge with frequent visits to the area. Keep up to date on technology and processes.

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Workers have  responsibility to react, respond to and report any workplace hazards that they become aware of.  A worker that brings you information is providing a valuable service to you. They are your extra set of eyes and ears in the work areas.

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RACE is a commonly used process that is used to deal with hazards. RACE stands for- Recognize, assess, control and evaluate.

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As a supervisor, your role in RACE involves the following:
•	Looking and listening for hazards;
•	Looking at how workers perform their job task;
•	Listening to worker concerns;
•	Using your experience to deal with hazards and
•	Implementing controls

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Sometimes you may find that hazards are not easy to resolve. You may seek assistance from your employer and the workers who are most familiar with the task. It is also helpful to utilize the HSR or JHSC for their ideas and resources. Refer to legislation on the topic, consult best practices and other work standards, or bring in a third party to help. It is probable that someone else has had a similar issue and can assist you.

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The R in RACE represents the way in which you recognize hazards. You must observe workers, inspect their areas and discuss their activities with them. You must review reports and records that are generated such as incident reports or accident trends. A supervisor must always listen to and support the workers.

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The A in RACE refers to the way in which you assess the likelihood and severity of injuries from a hazard.
There are a few questions you can ask to help guide you through the process:
•	How does the hazard compare to legislation?
•	How does the hazard compare to best practices?
•	How can the worker come to harm?
•	How likely will the hazard affect health or safety?
•	How severe could the loss be?

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C represents the controls of the hazards. There are 3 areas where controls can be placed- the source, the path and the worker.  You may choose to place controls at all 3 locations if the hazard requires it. An example of a control you can use is ventilation. This can be used for temperature control, such as when a process creates and overly warm environment for workers. Exhaust fans can remove the excess heat to keep workers more comfortable.

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The Hierarchy of Controls gives you an idea of the various types of controls you may need to protect a worker from a hazard. Elimination is the most sustainable and most effective control, and PPE requires increased supervision and participation in order for it to be effective. You will want to choose from the top of the hierarchy first, and work your way down to ideally control hazards. If a chemical you use is toxic, you can eliminate it from your work, or possibly use a substitute chemical that is less toxic. Your least preferable control is PPE.

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Controlling hazards is about finding ways to reduce the risk at the source:
•	Eliminate the hazard;
•	Substitute materials for less hazardous ones;
•	Distance the worker from the hazard;
•	Re-design equipment or processes and
•	Engineering controls

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Administrative practices along the path include:
•	Policies and procedures;
•	Preventive maintenance;
•	Training;
•	Signage and
•	Job rotation

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PPE may be required when other controls are not effective or available. The PPE offered should meet CSA standards, and training is needed to understand how it is used, and for what purpose. This is the last resort when it comes to offering protection from hazards.

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As a supervisor you must ensure that controls are in place to protect your workers. You need to verify that everyone is working to their procedures and that they are wearing the PPE that is provided.

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The E in RACE represents the way in which you evaluate the adequacy of controls. Once these are communicated, you must monitor workers performing their tasks, and continue to proactively improve health and safety. Monitoring work can be as simple as going into the work area and watching what the workers are doing. Talk to workers, and ask questions if you are unsure about any actions they are taking that seem unfamiliar or inappropriate.
You can also utilize a Job Hazard Analysis tool to help apply the RACE process in the workplace.

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As a supervisor, you must monitor the work in your area to ensure that the workers understand what is required and that it is implemented correctly. Watch what they are doing, listen to the activity and equipment and make notes if you need to. It is also important that the new controls are monitored in case they have introduced a new hazard into the process inadvertently.

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Case Study
You are the new supervisor for a parts cleaning operation. A worker has gone home sick because he does not feel well. He has not reported any workplace issues to you.  Another worker has reported that the sick worker was not wearing his respirator while cleaning a piece of equipment while working with a corrosive chemical. The next day, the worker returns and appears fine.
What should you do? [Pause for 5 seconds]
As a new supervisor, you may not be aware of the training or coaching that the sick worker has received. You will want to speak to him, and observe his activities in the area. He may need additional information or new equipment to perform this task safely. To prevent this from occurring, you will want to ensure a robust training program is in place, and you will want to visit that area often and monitor the activity to ensure that the training has achieved the proper results.

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Even if safe work practices are defined, some workers may not perform them as required. In this case, you may need to enforce the policies. If enforcement is not a practice, the workers may engage in undesired behaviours, unsafe work practices and engage in conflict with you or other workers. Injuries or illness may be a result for that worker or others. Additionally, penalties from regulatory agencies may occur.

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As a supervisor in your organization you must lead by example. Workers will bring you concerns to help and support you, help to look for a solution and also to fulfill their obligations under the Act.
When workers report hazards, incidents, near misses, these are typically indications of bigger problems. There are a few things you should do when you receive a report:
•	Address the concerns immediately with the worker;
•	Implement temporary controls immediately;
•	Try and identify a permanent control and
•	Report these issues to the employer

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There are a variety of internal documents that can assist you with the identification and control of hazards. The JHSC or HSR will have inspection reports and their follow up documents for your review. Incident investigations, first aid reports, and hygiene reports can provide insight into the issues that have occurred over the past few years, and where your focus should lie. If the Ministry of Labour has issued any orders for your site, you will want to review these as well.

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There are very specific steps that must be followed in the event that a worker is killed or critically injured in the work place.  The MOL must be notified and a report must be sent to them within 48 hours.

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What does the Act consider to be a critical injury?
This is an injury of a serious nature that:
•	Places life in jeopardy
•	Produces unconsciousness
•	Results in substantial loss of blood
•	Causes a fracture of a leg or arm but not a finger or toe
•	Results in the amputation of leg, arm, hand, foot but not finger or toe
•	Causes burns to major portions of the body
•	Causes loss of sight in an eye

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In the event of a critical injury in your workplace, first aid should be administered as soon as possible, by qualified individuals. Then the scene should be secured so no one else is injured, and the investigation can occur. As a supervisor, you will need to actively participate in this investigation.

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In order to perform a thorough investigation, you will want to try to preserve the location of the incident to the best of your ability, keeping the health and safety of others in mind.  Some instances where you may need to disturb the scene would be to help a worker, or maintain utilities, transportation or to prevent further equipment or property damage.

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If the employer does take reasonable steps to protect the workers, then orders, tickets, legal charges and even jail time can be issued.

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In this module you learned about common hazards that are present in the workplace, what the responsibilities are for hazards for all parties, and how to deal with them. You learned about monitoring work, enforcement, safety concerns and how to respond to events.
Let’s follow up with a short quiz.

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Module 4: Obtaining Assistance

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A supervisor needs to have certain characteristics in order to succeed. They need to know the job they are doing, how to problem solve and know how to work safely and efficiently with others.

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Supervisors require guidance and assistance to fully understand what it means to be competent under the Act. Your employer should have a training process that will all you to achieve competency and then monitor and evaluate it.

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Part of the way that an employer assists you, is by providing training, helping you to improve your people skills, communication and leadership qualities.

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In your role, you may sometimes be brought a safety concern that you cannot deal with. It may be out of your control, cost too much to repair or affect more than you own workers. However, you must still bring these concerns to the attention of your employer so they can be addressed.
You should also keep the affected workers and the JHSC/HSR involved.

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Solutions to health and safety problems can be found both internal and external to your workplace. Internal sources of information can be found in policies, procedures, MSDS, and site manuals. There may be records that contain recommendations from internal audits or from consulting reports.

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There are a variety of external resources that are available to you:
•	Ministry of Labour website;
•	Workplace Safety and Insurance Board (WSIB);
•	Standards, best practices, guidelines and
•	Involvement of a third party

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The MOL is responsible for setting, advising, communicating and enforcing legal health and safety standards.
They do this through the:
•	Development and communication of standards;
•	Implementation of strategies to prevent injury and illness and
•	Setting of standards for training

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WSIB is Ontario’s no fault insurance system, funded by employers.  It is responsible for motivating and supporting workplaces to become self-reliant for their own health and safety programs. Additionally, they provide compensation to injured workers, and communicate best practices through written materials and the web. They are a resource for you when you have injured employees, and before injuries occur with the outreach that they provide.

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The Occupational Health Clinics for Ontario Workers (OHCOW) provides health services and health and safety information.  They maintain 6 medical clinics that are equipped to perform medical, ergonomic, hygiene health assessments as well as assessments for individual workers. The OHCOW also can provide educational presentations in the workplace on a variety of topics. This can be very helpful to you when you need to present new regulations or health concepts to your workers, but you are not yet the expert on the specific information.

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Health and Safety Associations and private providers are a source of training, education and consulting to your workplace. As a supervisor, you are tasked at being an expert in a lot of different areas, but it is certainly not expected for all topics. Obtaining outside assistance from these providers will help you round out the areas where you are not the expert.

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Other Ministry agencies that may be able to assist you may include the Ministry of Health, Environment, Transportation and Community and Social Services. Each agency has a special focus, but they all can cover some aspects of health and safety that may be a resource for your issues.

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There are many other good sources of information outside of your workplace, half the battle is knowing where to go when you have an issue. You can research at the following sources:
•	Canadian Centre for Occupational Health and Safety;
•	E-laws;
•	CSA Standards and
•	Health and Safety Ontario
These sources will provide information on regulations and rules, and often they will provide interpretations, case studies and background information that can help you apply the information to your workplace.

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In this module you learned about training and assisting the supervisor, as well as health and safety solutions that are available internally and externally to you.
Let’s follow up with a short quiz.

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Module 5: Motivating and Leading Others

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Changing safety behaviour requires a change in a worker’s attitude. To change attitude you, as a supervisor,  must be able to motivate workers to want to change.
Attitude greatly influences behaviour and safe work behaviour is the most critical factor to safety implementation.
Changing safety behaviour does not happen overnight; it’s a process, and can be difficult!

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As a supervisor, you must be committed to, and believe that safety is as equally important as all other business factors that may require your attention from day to day. Production needs, improvements to efficiency, quality concerns and providing good customer service are all important issues, but must be balanced with health and safety concerns.

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A supervisor can really set the tone in the workplace. Safety leadership is more than a saying! Be clear what you expect from your workers, and this usually involves communication that is to the point and frequent.
The following behaviours can help you to motivate your workers to work safely:
•	Be a safety leader;
•	Communicate effectively;
•	Set high standards;
•	Involve employees and
•	Do not place blame

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Here are some additional elements to help you succeed in motivating your workers.
You can:
•	Provide proper tools/equipment;
•	Provide a safe work environment;
•	Provide safety training;
•	Recognize and reward and
•	Keep up the intensity
Workers need very specific tools in order to do their work properly. This is a physical requirement such as hammers and screwdrivers, but also it manifests itself in training, and motivational tools. If workers do not have what they need to do their work, they will lose motivation and not perform well.

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Be a safety leader. Workers watch what supervisors do. If the expectation is for workers to be safe, than you need to lead by example, every time you are in the work area. If you are not consistent in your behaviour and approach, then workers will experience role conflict, confusion about the working requirements and will generally lose trust in your ability to lead them,

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Case study
Once again you find yourself being promoted into a new area as the supervisor. As you enter your new work area, you note that there are many signs that indicate that PPE is required for the area, but all of the PPE dispensers are empty, dusty and in some cases damaged. The workers are not wearing the required PPE. The first worker you encounter casually tells you that the old supervisor didn’t care about safety.
What do you do?[pause for 5 seconds]
 You will need to convince the workers that you are concerned about their safety, and demonstrate this with positive action. You need to retrain your workers on the expectations and provide the required PPE. After the expectation is set, you will need to enforce the requirements. You need to let them see you checking the PPE stock often, making sure the dispensers are in good repair and most importantly they need to see you using the PPE.

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Leading by example also includes having “the rules” applied evenly, including for yourself. You cannot ignore behaviours that are unsafe or substandard for your work environment. You must act quickly and consistently when there are safety infractions. Workers observe each other, and will notice if you do not act appropriately.  Wear your PPE, and make sure your workers do as well.

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Sending the right message is sometimes hard, we all have “influencing factors” that affect our day. You may be stressed and fatigued from a higher work load. You may be experiencing scheduling and production issues, and are being pulled in a million directions at once. Workers may not be working to their potential. Management may be pressuring you for numbers, costs, schedules. All of these can change the way you communicate with workers.

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Messages that workers receive are more than just what you say. It is the way in which you behave and what activity you are engaged in. The manner in which you communicate also sends a message. As a supervisor, you must be very aware of how your messages are being sent. Even if you have a barrage of negative influencing factors in your day, you cannot forget the role you play. Your workers look up to you. They look to you to be open and guide them to make good choices, especially regarding health and safety.

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Safety communication is an important part of your job.  It can come in the form of documented safety huddles and weekly meetings. These are perfect opportunities to keep workers informed and up-to-date on any safety messages as well as production needs. This time can be used to publicly address shared or individual concerns and to educate workers about changes that affect their job

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In order to keep safety at the forefront of worker’s minds, it is helpful to incorporate it as widely as possible. Some workplaces have a standard company required meeting format, with safety as the first topic. Starting meetings with a safety update, message or other related message will keep the concepts familiar. Take every opportunity to promote “the safety message.” One of these messages should be encouraging the workers to report hazards and injuries.

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Safety should not always be a message of injury and hazards. Try to keep a positive attitude and convey positive messages such as successful hazard abatement efforts.  Keep your workers interested by valuing their input and praising their good work. You do not want to over supervise or micromanage the process, but guide it to success.  When you see a worker following lockout procedures, thank them, or mention to them that you noticed that they did the activity safely. Other workers will see this and follow.

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Here are some additional guidelines that will help you communicate effectively:
•	Ensure workers are aware of emergency procedures;
•	Keep current on safe work practices;
•	Keep up-to-date on equipment/machinery and
•	Document your communication

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It is unfortunate, but as a supervisor you must understand the purpose of progressive discipline and how to apply it. Using this process will help encourage a change in the behaviour and attitude of workers that may need a little extra attention. This will ensure compliance to rules and procedures, set a standard for behaviour and motivate workers to follow the requirements.

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There are many ways to implement discipline in the workplace, but to be successful, there are some common factors.
Discipline has to be based on facts and not gossip or speculation. It has to be fair- in that the “punishment fits the crime” so to speak. A minor infraction should not result in termination, while a very serious one might.
The supervisor’s motivation can make the difference between success and failure when disciplining. If the discipline feels biased to workers in any way, they will lose faith in the process.
The disciplinary process must be documented and shared with workers, and applied consistently across the workplace.

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Everything you do as a supervisor can affect the worker. As a supervisor, workers must be held accountable for safety performance in the same way they are for all other business aspects. You must set high standards and lead by example. If you are not following procedures and wearing your PPE,  no one else will be motivated to. Monitor your workers and their performance, and insist that they comply fully with all safety rules and policies.

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You are not doing enough to just show your compliance every day. You need to actively communicate the expectations as well. Training workers is the best way to achieve this. Then you monitor the performance to ensure that the message was received properly. Workers want to be involved, and to succeed!

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What can you do to get your workers involved and even excited about safety? Getting them engaged in the process is key.  Ask for suggestions, and involvement and be sure to follow up on everything, whether it is implemented or not. If a worker makes a suggestion, and does not get feedback, it is certain they will not be motivated to do this again.  Be honest in your responses, and genuine in your efforts to incorporate their ideas.

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If you are performing a job hazard analysis as part of your RACE implementation, involve your workers. They will see that you understand the task being performed, and have confidence that you can properly identify hazards and controls. If you do not work with them, they may feel you are forcing controls on them without all of the applicable information, and you will not win their buy-in. Consequently, morale will suffer.

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During investigations of incidents or non-compliance, it is important not to place blame on a worker for any actions or inactions that they might have taken. Be aware of how you are speaking and what language you are using when investigating. You do not want the worker to feel like you are accusing them of a wrong doing.
 In many cases, there are a string of occurrences or situations that contributed to the incident aside from one worker’s actions.  You must consider each factor, and investigate a control for each of them in order to prevent a reoccurrence.

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No matter what the reason, if you do not provide the proper safety tools to complete a worker’s task, they will not take safety seriously. If PPE is stated as a requirement, and then it is not provided, it sets a bad precedent.  Workers will assume that you are not interested  in their well-being or even in the job itself. It is a very negative message to receive as a worker.

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Most people do not consider it, but housekeeping is a key safety control. By providing clean walkways, shiny equipment and organized materials, workers can safely navigate their work areas without fear of slips, trips and falls or chemical exposures. This also give workers pride in their areas, keeping morale high. By recognizing worker’s efforts you demonstrate the importance of this.  Can you have different departments compete for the cleanest areas? You can provide “gold stars” to the winners. It is surprisingly effective.

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Safety training is crucial to providing a safe work environment. It conveys the knowledge required to work safely and compliantly, but it also sets the tone for the site’s safety attitudes and behaviours. If safety is not a focus in training, it will not be in the work area either.

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In order to recognize the success of a safety program, goals must be set and communicated to the workers. Since their participation is required to succeed, you should formally implement a recognition system so that this can be shared to motivate others. A reward or bonus encourages a personal interest in the success of the shared goals. It always takes time for a safety process to be fully implemented, so be sure to allow for this in your goal setting. Once you have achieved a goal, be sure that everyone knows about it, and why the success occurred.

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Although some workers may not consider it, going home safely every day should be the most motivating factor of all.
But if they need additional motivation consider:
•	Making safety a core value;
•	Allowing workers to set their own goals;
•	Providing verbal praise
•	Posting company/personal safety achievements
•	Making motivation a priority
•	Management commitment

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In this module you learned about how safety is a behaviour. You learned about safety motivation and leadership. You learned about how to communicate and discipline effectively.  Finally, you learned about setting high standards, including employees and common supervisor practices.
Let’s follow up with a short quiz.

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Course Summary

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In this course, you learned about the importance of the supervisor, working within the Internal Responsibility System. You learned about hazards in the workplace, obtaining assistance with them and motivating and leading others.

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Congratulations on completing the supervisor health and safety awareness course. We hope you will use what you learned to stay safe and healthy on the job.