Tanya’s Introduction
Welcome to the Skills Link Web Page. We are a twenty-six weeklong program comprised of twelve youth that are working to promote health and safety in the workplace. Our coordinators are workers from Teen Health Centre who have extensive experience working with the Windsor community. We are funded by Human Resources Development Canada and sponsored by Teen Health Centre. We are located in the same building as the Occupational Health Clinic for Ontario Workers (OHCOW) and Windsor Occupation Health Information Services (WOHIS). Other partners include the Canadian Auto Workers: Local 195, the Ministry of Labour and the Workers Safety and Insurance Board. To promote health and safety in the Windsor Community, we do presentations and display booths at various schools, the mall, workplaces and other organizations that are interested in the program. Our main focus is to give young workers, as well as youth preparing to enter the workplace, knowledge of their rights, proper training and hazards they may face. We have developed our own brochures, business cards, t-shirts, frisbees, surveys, displays and even this very web page while in the program. The twelve of us involved in Skills Link are provided with thorough training on occupational health and safety and law as well as other skills. We have received these and many other certifications, such as C.P.R and first aid, which will be useful when we are done the program. We get to view presentations and participate in activities by various organizations such as United Way, Teen Health Centre, WSIB and many others. Other days we do team building activities, career and education planning and community work. An exciting activity we had the opportunity to do was the Challenges for Success Ropes Course. We look forward to doing it again as well as other entertaining and educational activities. We have a great deal of fun here at Skills Link and we learn plenty of useful information (the kind of things they do not teach you in school. It is a great opportunity to have fun, learn and educate other people in our age group. It is also great that we are getting paid to do it. If you are a youth out of school and unemployed, I encourage you to look out for future Skills Link projects. Please, explore the Web Page, learn and have fun!
Sam’s Thoughts On …
7 Things You’d Better Know
Prior to the skills link project (Youth Health and Safety in the Workplace), if someone were to ask me what the 7 things are I would probably say sleepy, dopey, grumpy, and oh well, I forget the rest. After months of training and research I found that the 7 things are just as important as breathing. Youths today are not getting the proper training and lack experience to be left alone or unsupervised on the job. Young workers are being killed and injured at an alarming rate! Over 5,400 are injured every week. To me this isn’t right, so this is why Skills Link is speaking up. We have taken on the responsibility to inform as many youths as we can about their rights, and job safety. The 7 things outline the general safety precautions and gives direction to better workplace ethics. There are 7 steps you should know that just might save your life or the life of your co-workers.
1) What you don’t know can hurt you
The youngest of the working population are especially at risk of injury or even possible death. There are so many different types of hazards and they are found in every workplace. Hazards aren’t always visible; there are ergonomic, chemical, and biological hazards that might not affect you for 20 or more years. You need to know what kinds of hazards are present in your place of employment. Employees must know the type of personal protective equipment (See Jordan’s Thoughts). Workers also must know their 3 basic rights (See Lances Thoughts) because what you don’t know can hurt you.
2) What you do know can save your life
Knowledge is power. Knowledge is the key to our safety. Knowing what the hazards are gives you, the worker, the power to save your life and the lives of others. Workers should be able to identify the hazards in your workplace and know when something is wrong. When you, the worker, feel that something is unsafe you can refuse to perform the unsafe duty until it is fixed. Nobody can second-guess your judgment. You as a worker need to know your rights, they just might save your life.
3) The law protects workers and provides their 3 basic rights
The law sets out rights and regulations for all workers, supervisors, and employers to comply with. The Canadian law states that you as a worker have the legal right to protect yourself, using your 3 rights. You have the right to proper and thorough training and understanding of the hazards around you, workers have the right to participate in health and safety committees or being involved with your health and safety representative, and you have the right to refuse: what feels like it could be unsafe. These laws are enforced in the Occupational Health and Safety Act. There are specific Acts for different types of jobs.
4) The Employer, Supervisor(s), and Workers all have Responsibilities
Employers, workers, supervisors, C.E.O.’s and everyone else in any workplace are required by law to do everything they can to make the workplace safe and keep it safe. By law employers and supervisors are required to inform all workers about the hazards and chemicals relative to that workplace. When a worker is not trained and sent into the job, it is like your boss sent you out to walk across a minefield without informing you. Sooner or later you’re going to loose an arm or leg. Supervisors must provide and train workers on how to use personal protective equipment. Workers are not required to use PPE, but it would be in their best interest to know how to use and to wear it properly. Workers must comply with workplace rules, safety precautions, and whatever the law sets out.
5) The Employer Must
The employer must train their employees on workplace hazards, personal protective equipment, MSDS (See Tina’s thoughts), and WHMIS. Employers must train you on WHMIS specifics depending on where the job is and they are required to tell you about all chemicals and any biological dangers. All employers must tell you these things before you start any job.
6) You the Worker Must
You as a worker must do your duty in keeping your workplace safe and clean. Workers should report any hazards or potential hazards to your employer. Any injuries sustained on the job must be reported, no matter how big or small. Even if injuries do not seem that serious you should still report it, if not to receive compensation for your injury, then for workplace injury statistics. Injuries should always be reported right away even if “someone” suggests you not report it as a work injury. It will be a great benefit to you in the long run. Workers must participate in these guidelines not only is it a part of your job it just might save your life or limbs.
7) Don’t Gamble With Your Life
Work is not a game, you need a job to make money, and you need money to live. You shouldn’t have to go to work just to die. Everyone needs to work so make your workplace safe, so you can enjoy your life after work.
’s
Did you know that you have three rights in the workplace that you can use to keep you and any other workers safe?
You have the
ight to know!
Section 25 (2) of OHSA*
You have the right to know the hazards in your job. Your employer or supervisor must tell you about anything in your job that can harm you in any way, whether it is ergonomically, chemically or biologically. Your employer must provide you with the information you need to work safe in your workplace.
You have the
ight to
participate!
Section 28 (1)(2) of OHSA*
You have the right to participate and take part in keeping your workplace clean, healthy and safe for all employees. Depending on the size of the company, you can be a part of the Joint Health and Safety Committee (JHSC), or be a Health and Safety Representative.
ight to Refuse
Unsafe WorkOntario Regulation
This is the most important and useful of all your rights. You have the right to refuse any work that you feel or know is unsafe. If you believe the job is likely to endanger you or fellow co-workers, you can refuse to do the job and have someone come in to inspect the job to search for any problems that could harm you or any other workers.
What are repetitive strain injuries?
Repetitive strain injuries, or RSI, are a term given to any of a number of different conditions that is mainly caused by:
1.) Repetitive movements
2.) Repeated use of force and;
3.) Working in an unnatural body position
Symptoms such as discomfort can occur when these actions strain muscles, tendons, nerves and other soft tissues of the body. Damage and pain may occur if strained body parts are not given time to rest and recover.
RSI’s are not new to the workplace. These kinds of injuries have been called “strain,” “overuse of the body,” and “wear and tear injuries”.
RSI’s most often affect the hands, wrists, elbows, shoulders, neck, and back. RSI’s in lower body parts such as the feet, ankles or hips are less common.
Workers whose jobs are routine and repetitive are at most risk. High-risk jobs include those where the worker must hold certain body parts in one position for a long period of time, and those jobs where the worker repeatedly uses forceful or awkward movements.
What causes RSI?
- frequent and repetitive actions
- repeated forceful movements
- over standing
- use of badly designed tools and machinery
- contact with sharp edges or hard objects
- use of tools and machines that vibrate
- awkward or fixed postures
- working in cold temperatures
- poor job training
- work pace and overtime
There are several things in the workplace that can lead to RSI’s. There are many different ways to prevent RSI’s from occurring. Workplace design and work methods are one of them.
1.) Adjust the workstation so that the worker is in neutral posture and moves in a neutral range of movement for as much time as possible. Neutral posture is the natural healthy arrangement of bones, joints, and muscles when they are in their most balanced position. It’s the position in which the body is most comfortable and circulation is at its best. In this posture, you can do the most amount of work with the least amount of strain. The following steps can be taken to use neutral posture:
- the head should be directly over the shoulders and face straight ahead as much as possible;
- shoulders should not be raised;
- avoid repeated twists and turns of the back and other body parts;
- when bending joints often, do not bend more than 25% past neutral posture;
- minimize the amount of force needed to do a job.
2.) If forceful hand/arm movements are needed, then the work level should be a little below elbow level. General assembly work should be done at elbow level. The height of a workstation should be adjustable, especially if more than one worker is using it.
3.) Having to reach too far repeatedly can strain the muscles of the shoulder, neck, and back. Forward reaches can be minimized by:
-tilting bins and work surfaces;
- removing objects that block easy access to the workspace;
- leaving room for foot space underneath a table or machine;
- moving shelves, parts, control and equipment closer to the worker.
4.) Place regularly used supply bins so that reaching, bending, and twisting are minimized.
5.) If the worker must sit for long periods of time the workstation should be adjusted in the following way:
- elbows are kept at the side of the body and the arms and shoulders are relaxed;
- knees are at the same level as the hip;
- The chair should be adjustable, well padded and made to support the lower back, (use a lumbar support) and the leg shouldn’t press against the front edge of the chair.
6.) Arm supports can reduce the stress of holding arms in one position for a long time. Supporting the wrists can make sure the wrists are not bent.
7.) Avoid resting elbows on hard surfaces while working.
8.) Allow space in and around your work area so that you can change positions to stretch muscles and to keep your circulation running well.
Another key factor is movement and posture:
1.) Physical problem such as wear and tear of muscles and tissues, circulation problem and muscle imbalance can happen if:
- muscles are strained by repetitive work;
- muscles become weak from overuse;
- the worker must stay in one position too long.
2.) Develop good posture and understand neutral posture.
- Workstation design, tools, habits, and body type can influence posture;
- check your posture for bad habit such as, slouching shoulders, or holding chin out;
- don’t let yourself get used to uncomfortable and unnatural postures;
- minimize repetitive twisting, bending and reaching;
- practice good lifting techniques.
3.) Try not to use more force than is needed to get the job done.
4.) Rest breaks give muscles and other tissues time to recover. Stretch breaks improve circulation and loosen tight muscles.
- recognize and listen to warnings from tight muscles need to be stretched;
- Frequent, short rest breaks are better than longer less frequent breaks.
Some of the most common repetitive strain injuries are:
1.) Carpal Tunnel Syndrome (CTS)
Symptoms - tingling, numbness and burning felt mainly in first two fingers and thumb.
- loss of strength, function and feeling
- pain often involves the arm, shoulder and neck
- symptoms can interfere with sleep
- wasting of thumb muscles in advanced stages
Risk Factors - repeated, awkward, or forceful hand-wrist actions
- working with a bent wrist
- repeated pressure on the palm
- prolonged of highly repetitive arm or neck postures or movements
2.) Tenosynovitis
Symptoms - pain
- swelling
- difficulty lifting and holding
Risk Factors - rapid, repetitive hand or shoulder movements
- repeated use of force
-working with bent wrists
- using jerky movements instead of smooth
3.) Tendonitis
Symptoms - pain and swelling
- inflammation may restrict movement
- bumps may develop on the tendon
Risk Factors - rapid, repetitive movements
- repeated use of force while working
- working repeatedly with joint in an unnatural position
- repeated tensing of muscles
- repeated lifting or reaching
4.) Rotator Cuff Tendonitis
Symptoms - painful shoulder
- pain also at night and when at rest
-may not be able to raise arm over head
Risk Factors - repeatedly holding the shoulder in one place
- reaching repeatedly
- twisting the arm inward and outward repeatedly
5.) De Quervain’s Disease
Symptoms - grating sensation and/or pain when thumb is moved
- in severe cases, thumb seem to lock in place
- swelling and/or pain at base of thumb, wrist or further up the arm
Risk Factors - overuse of thumb
- forceful gripping or pinching and twisting the wrist
- repeatedly holding awkward positions of the shoulder and elbow
So as you can see, injuries at work do not always happen in big factories around moving equipment, they can happen anywhere, so always make sure to pay attention to what you are doing on the job.
***All of this information was found in When Aches Become Injuries written by the London Occupational Safety and Health Information Service***
Lynnsey’s Thoughts On …
I personally feel that harassment is no joke. It creates feelings of humiliation, discomfort and uneasiness, which can be very bothersome. Harassment usually occurs because the harasser feels superior over another person. The victim usually has very little or no control of a matter such as to their sex, race, creed, sexual preference or orientation, disability and political or religious affiliation. Victims of harassment can experience emotional and physical reactions. Often victims have feelings of self blame or fear blame from others. Immediate action should be taken when you feel you are being harassed, and you should not be afraid to speak up.
Harassment is also known as a threat with the intent to inflict physical or any other type of harm to a person or their property. There are two different types of harassment- abuse and assault. There is psychological abuse, which is an act of another trying to provoke fear or diminish self worth and dignity. Sexual abuse is an unwelcome verbal or physical advance, which is sexually explicit such as a joke, pinching, unwanted touching, or leering. This is not to be confused with sexual assault, which is the use of a threat of violent force to one person from another to touch, kiss, fondle or have sexual intercourse. Did you know that nine out of ten women are subject to harassment in their workplace? This is extremely high knowing that only about five percent of these cases are actually reported and that forty-three percent of women who are subject to harassment quit their job.
There is also racial harassment, which can be unnecessary comments about one’s race as a slur, joke, or whatever the case may be. Even if the information is found in a book, newspaper, or any other means of information it should not be talked about, because of the way someone else may perceive it.
These violent outbursts could be caused by social and economic conditions outside of the workplace, as well; it may be the result of an illness or substance abuse problem.
Dealing with harassment can be complex. What one person may consider proper behaviour, another person may feel is harassment. In a case of harassment you must be able to deal with a sense of discretion, promptness and sensitivity. Open communication and early intervention are essential in prevention and resolution.
Expectations
Employees
a) Employees are expected to act towards other individuals professionally and respectfully.
b) Employees who believe they have been treated in an improper and offensive manner are expected to communicate to the offending party, as soon as possible, directly or through a supervisor/manager, their disapproval or unease. They can get help or guidance from the supervisor, the person designated by the department/organization, or the union.
c) They can expect to be informed of the Treasury Board Policy
d) They can expect prompt action if they report an incident of harassment to their supervisor/manager or if necessary, to another appropriate manager.
e) They can expect to be treated without fear of embarrassment or reprisal when dealing with a harassment situation or involved in the resolution of a complaint.
f) They will be encouraged to participate in a problem resolution process before proceeding with the complaint process.
Managers
Managers are expected to lead by example and to act respectfully in dealing with other persons working for the Public Service.
a) They can expect to have access to learning opportunities on the prevention and resolution of harassment and in conflict resolution.
b) They are expected to ensure that employees are aware of the policy and to remind them of its contents as deemed necessary.
|
What Generally Constitutes Harassment |
What May Constitute Harassment |
What Does Not Constitute Harassment |
|
Þ A serious or repeated rude, degrading, or offensive remark, such as teasing about a person’s physical characteristics or appearance, put downs or insults.
Þ Displaying sexist, racist or other offensive pictures, posters, or sending e-mails related to one of the eleven grounds prohibited under the Canadian Human Rights Act. |
Þ Criticizing an employee in public. |
Þ Allocating work. Þ Following-up on work absences. Þ Requiring performance to job standards. Þ Taking disciplinary measures. Þ A single or isolated incident such as an inappropriate remark or abrupt manner. |
|
Þ Repeatedly singling out an employee for meaningless or dirty jobs that are not part of their normal duties. |
Þ Exclusion for group activities or assignments. |
Þ Exclusion of individuals for a particular job based on specific occupational requirements necessary to accomplish the safe and efficient performance of the job. |
|
Þ Threats, intimidation or retaliation against an employee, including one who has expressed concerns about perceived unethical or illegal workplace behaviours. |
Þ Statements damaging to a person’s reputation. |
Þ Measures taken against someone who is careless in his or her work, such as in the handling of secret documents. |
|
Þ Unwelcome social invitations, with sexual overtones or flirting, with a subordinate. Þ Unwelcome sexual advances. |
Þ Making sexually suggestive remarks. Þ Physical contact such as touching or pinching. |
Þ A social relationship welcomed by both individuals. Þ Friendly gestures among co-workers such as a pat on the back. |
And Kelly Toughill
Toronto Star
Refusing to remain silent about unwanted sexual advances cost one Kingston woman her job, her home and some of her closest friends.
The woman, who recently received a settlement of $20,000 from K.B. HOME INSULATION LTD., says she became a pariah in the eyes of employers after filing a human rights complaint. She soon found herself so desperate for money she hocked her wedding gifts and begged for work in Laundromats.
But the most horrifying part of her four-year ordeal, she said, was enduring the hurtful accusations of friends, neighbours and even casual acquaintances.
“People would ask me: ‘what were you wearing? What did you do? What did you say to bring it on yourself’?”
If she had to make the choice again, she says, she doesn’t know if she would now have the strength to file a complaint against the man she says harassed her on the job.
Nothing goes quite to the heart of the debate over sexual harassment and the misunderstanding of the issue as the topic of why women so rarely lodge formal complaints when it occurs.
It is the question that men most often ask, why, if women are as hurt and intimidated by sexual comments or overtures as they claim, don’t they do something about it?
But for many women the answer is absurdly obvious: they don’t complain because the consequences of coming forward can be worse than those of doing nothing at all.
Even those in powerful positions hesitate before breaking the taboo against naming the problem. Even Sheila Copps, deputy leader of the federal Liberal Party, was urged not to complain when Tory MP Bill Kempling called her a “slut” in the House of Commons.
“Some of my own colleagues told me not to raise it,” Copps says.
“They told me not to defend myself because I would come across as looking shrill, that it would reinforce all the old stereotypes.”
A story that may help people to understand why women so often bite their tongues rather than confront a tormentor is the story of a Kingston woman whose life turned inside out after she asked for protection against a boss she said was making unwanted sexual advances.
She filed the complaint in 1987 against company president Bert Olthof and sales manager. Olthof denies he harassed her and claims he is the victim, not her.
The woman asked that her name not be used in this story because she was receiving threatening phone calls since details of the settlement became public.
She says she felt as if a huge burden had been lifted when she finally went to the Ontario Human Rights Commission and it agreed to investigate her complaint.
But her relief was short lived. It took four years for the woman’s complaint to wind its way through the cumbersome legal process- a time during which she lost money, friends and even her own self esteem.
She says she was completely unprepared for the reaction of her former employer, who went so far as to hire a private investigator to look into her past.
Olthof defends the decision to hire a detective, saying he was trying to find out whether the woman had made similar allegations against other employers in the past.
“What else are you supposed to do when you being viciously attacked like that? You use all the resources at your disposal,” he said in the telephone interview from Kingston.
Asked whether he found the information he was looking for, he said: “ Not specifically. But she had an awful lot of jobs.”
The woman said she was stone walled in her search for employment as company after company she applied to in Kingston rejected her.
“Everything seemed okay until they called to check my references. Then their whole attitude changed.”
Olthof says he didn’t try to blackball her in the business community; he simply didn’t give her good references if someone asked.
The search for secretarial work became so difficult that the woman started applying at convenience stores and laundry mats, where she was told she was over qualified.
“This is very humiliating, but I remember begging at a laundry mat for a job. I didn’t get it.”
Finances became so tight that she and her husband were forced to sell their customized home two years ago.
“When I filed my complaint, a counsellor at the commission told me: ‘the experience either brings couples closer or it finishes the relationship.’”
She has this warning for anyone who decides to blow the whistle on a sexual harasser: “Be prepared to evaluate a lot of your relationships, especially those who are closest to you. People who you think you can count on are going to disappoint you. I learned that the hard way.”
Sexual Harassment and its Aftermath
Toronto Star
June Larkin is the co-coordinator of the sexual harassment caucus at her academic institute, but it took her more than six weeks after she was terrorized by a drunken professor before she responded in any way.
“If I tell someone a professor called me baby and leaned over my shoulder, some people would consider that trivial,” she said. “But what was going through my mind at the time was, ‘is the next step rape? How can I get out of this room in one piece?’”
Sexual harassment is often the first step in an ugly process that ends in sexual assault. Many women let it go by because they are afraid if they don’t, it will get worse.
Graduate students are particularly vulnerable to sexual harassment because advisers often have almost complete power over their academic careers. One Canadian study showed that up to 75% of all female graduate students have been sexually harassed in school.
Larkin was working late one night when a drunken stranger-a professor from another department- stumbled into the room and began to insult her.
“ I froze. I couldn’t even physically move I was so terrified.”
She did nothing, pretending to ignore him while she planned her escape and eventually another professor drew the man away.
Larkin wanted to forget the incident, but felt her responsibility to protect other women. However, her friends disagreed.
One said the issue was the professor’s drinking, not his treatment of Larkin. Another said Larkin should rework her schedule so that she was never in the building after dark.
“ That paralysed me for a long time and made me think I didn’t have the right to do anything. After all, if that was the response of women I had expected to be supportive, what would the larger response be?”
After talking to more women, she decided to write a letter telling the professor how his actions made her feel and insisting that he never do such a thing again. But she didn’t send the letter for another month, until the term was over and she was sure she was safely out of his way.
She never saw or heard from the professor again.
“ For him, it was just an instant. For me, it was a devastation.”
The man was her mentor, a brilliant professor whom she admired, but had never considered in a sexual way. They were both married.
When she went to his office, she expected to discuss culmination of her years of work. Instead she found herself warding off his unwelcome advances.
“ It was suddenly obvious that my work was of no interest to him. It was just awful. It was really a dreadful experience.”
WORK SITED
Toronto Star Sunday Oct. 20 1991
The Windsor Star Monday Apr. 18 1983
Occupational Health and Safety Workbook
Occupational Health and Safety Second Edition Text
Sexual Harassment At Work A Training Workbook. Produced by The Labour Institute
Tina’s Thoughts On …
WHMIS stands for Workplace Hazardous Material Information System. Which is a comprehensive national system for safe management of hazardous chemicals. WHMIS is legislated by the Provincial and Federal jurisdictions. The WHMIS legislation is provided to workers to inform them about there safety while working with any hazardous chemicals. As well receiving appropriate training to promote a safe and healthy workplace.
On October 31, 1988 WHMIS became the law. Through series of complementary federal, provincial, and territorial legislation, WHMIS training became mandatory in all worksites that handled any chemicals or hazardous substances. To implement WHMIS in Ontario the legislature amended the Occupational Health and Safety act by means Bill 79 passed June 29, 1987.
WHMIS training is mandatory as part of the basic training on the job. As an employer they are responsible to ensure that all safety training is provided before you start any job.
More Of Tina’s Thoughts …
Material Safety Data Sheets
The Material Safety Data Sheet (MSDS) provides information on every hazardous ingredients, properties and potential hazards of the substances. As well the MSDS explains how to use a product safely and what actions to take during an emergency. The WHMIS legislation states that all chemicals or hazardous substances must be labelled and have a symbol for safety reasons. The MSDS must have all information or the MSDS is not valid.
The Material Safety Data Sheet is an important source of information for the employee at the worksite. It’s some of the three basic elements of the right to know system. In many workplaces it’s mandatory to complete WHMIS training. The training will cover hazardous materials, chemicals, the MSDS, spills, labels and what all the symbolic symbols mean while working with chemicals. As well WHMIS training covers emergency methods and what to do. Once you successfully complete WHMIS training you will receive a certificate of completion.
New WHMIS training is to be given every three years; your employer must retrain WHMIS as part of your training. If you obtain new employment you are obligated to do WHMIS training again as part of your new job. Under the Occupational Health and Safety Act an employer must provide their employees with proper and adequate training. If for any reason the employee feels that the training they received is not safe they have the right to tell their employer or go to a member of the joint Health and Safety Committee. You have the right to refuse unsafe work as part of your 3 rights.
The material safety data sheets (MSDS) are part of a safe and healthy workplace. Every worksite that involves chemicals and hazardous substances are required to have them. The MSDS are located close to the employees often by where the chemicals are used, so it’s in reach for reference. For safety reasons every time you use a chemical that you are not familiar with, you should look the chemical up in the MSDS. The MSDS is an important source of information for the employee’s health and safety.
Under the Occupational Health and Safety Act it is the employers duty to update the MSDS at least every 3 years. When new chemicals or hazardous materials are new to the employees. The law states that the employees must be trained and informed about all new chemicals in the MSDS. Any new ingredients must be added to the MSDS to ensure the safety of the user. Your joint health and safety representative has all the information on your safety dealing with training and chemical safety.
Through the years WHMIS became one of the most effective safety training procedures. Focusing on various topics dealing with work safety and training. To ensure all employers and employees have the knowledge and proper training on hazardous materials and chemicals, employees are more informed on their rights and safety as workers.
In conclusion, as an employee you have the right to refuse unsafe work. It’s your right to protect yourself while you are at work. If you feel uneasy about the training you received tell your supervisor or employer about any concerns. If for any reason you don’t feel safe talk to your health and safety representative. Your health and safety rep. will discuss any matter as well as ensure your safety. Until you receive the training you need to feel safe, your health and safety rep. will discuss the procedures you need to take. It’s your right to be safe!!
There are 9 categories of information required on the MSDS. These must be on the MSDS in order for it meet the requirements of the legislation. WHMIS symbols must be located on all chemical substances used in the workplace. All symbols must be located in the MSDS.
WHMIS Symbols
The WHMIS symbols tell you the kind of hazard in the container the WHMIS symbols are on. You should be able to recognize each of these symbols and know what they mean.
Class
A- Compressed Gas
Class B- Flammable and Combustible Material
Class C- Oxidizing Materials
Class D1- Poisonous and Infectious Material (Division 1)
Class D2 – Poisonous and Infectious Material (Division 2)
Class D3 – Poisonous and infectious Material (Division 3)
Class E - Corrosive Material
Class F – Dangerously Reactive Material
All these symbols are on the containers of any hazardous materials and chemicals. If there is no symbol that indicates what class it is notify your employer, supervisor or health and safety rep. Do not use any chemical that you are not familiar with.
Jordo’s Thoughts On …
Personal Protective Equipment
Many people have been known to say that personal protective equipment (PPE ) should be considered a control of last resort, to be used only in exceptional circumstances:
The reality for workers is that PPE is frequently the only method used to control common workplace hazards. The strongest argument against PPE is that, in too many instances, it simply does not provide protection.
Personal Protective equipment includes gloves, glasses, and clothing designed to protect workers from exposure to physical damages to their body, like chemical radiation and other workplace hazards. This clothing should provide complete protection from exposures to fine dust particles that could easily penetrate cloth, wool and other types of materials. These types of clothing must be made carefully. Protective gloves and other clothing must protect workers from chemicals exposure can be made of many materials.
The choice of material depends on what kind of workplace conditions. The type of application, temperature, the duration of exposure, amount of an abrasion, and the potential for tearing are all important consideration.
Special precautions must be taken for chemical hazards because no one kind of clothing or gloves will protect workers from all chemicals. Chemicals react to clothing in different ways. For example, toluene can easily penetrate rubber gloves. For some chemicals, there is no glove or clothing that will provide more than a few hours protection following exposure. It is important, there fore, to document all of the workplace chemicals and determine what clothing should be worn for the required for protection.
Protective gloves and clothing should not be allowed to substitutes for engineering controls that eliminate exposure hazards at the source. Gloves and other clothing are often bulky; they can restrict the movement, flexibility, and sensitivity of workers in their workplace environment, and make them more vulnerable to accidents. They should be used at all time when you are at work because it’s not fun if somebody loses a body part.
The Canadian Standards Association (CSA), sets standards for some types of PPE. These standards require that hard hats, for example, withstand a certain impact or voltage. The CSA also tests and certifies protective devices, namely headwear, footwear, fall-arresting safety belts, line workers’ body belts, and personal-lowering devices to name a few.
Respirators, gloves, clothing and other kinds of protective equipment are symbols of a company’s failure to protect the health of the worker. Workers should insist that any problems of hazardous substance exposure be solved with proper engineering controls.
*All information from the article was found in “Occupational Health and Safety: A Training Manual” Second Edition*
Chris’s Thoughts On …
DNA (Deoxyribonucleic acid) controls both the growth of cells, causing one cell to divide to form two identical new cells, and the specialization of cells, causing some to become blood cells, others to be liver cells, and so on. Cancer occurs when the DNA of one cell –be it a liver cell, or a blood cell- is damaged. This damaged cell would normally kill itself, but the part of the DNA damaged by whatever caused the cancer disables that mechanism. A cancerous cell will also no longer perform its intended function, and will reproduce at alarming rates, replacing other good cells around the cancer as they die naturally, or reproduce normally. This is why in liver cancer, for instance, the liver eventually stops functioning, and no longer really is the liver at all, but a huge growth of cancer cells –a tumour. Your physician can detect cancer during your yearly check-up. Research suggests that cancer can be fought off by stuff in fruits, vegetables, or pills called antioxidants. The highest amount of antioxidants is found in oranges, cauliflower and peas.
There are specific substances, and kinds of radiation that cause cancer. These substances, or kinds of radiation are called carcinogens (cancer-forming agents). Some common carcinogens include: