- Workshop addresses issues of safety incentives & discipline During the safety conference, national safety council chairman Bob Patterson and second vice chair Les Veale unveiled the new I.W.A.’s safety manual, a condensed pocket book version of the union’s policies, and guide for occupational health and safety committee members. The manual was produced by the I.W.A.’s national safety department and distributed to each delegate in The first portion of the manual deals with a brief history of the 1.W.A.’s involvement in health and safety since 1987 to present. The union’s policies, program structure and duties of OH&S committees are laid out along with tips on developing safety programs The middle material deals with safety management-like issues, such as how to deal with noise, hazardous chemicals, accident investigation, job safety analysis, workplace inspections, emergency and lockout procedures, etc. It also has an appendix with sample programs and resources. “Basically our manual is the I.W.A’s safety management system in brief form,” said Patterson. “Companies have them too and they audit them.” Brother Veale pointed out that the manual is designed to deal with safety issues in all types of I.W.A. workplaces, in all parts of Canada. “Some of this stuff may be what you need, some of it might not be relevant, but in terms of ‘one size fits all’ — it’s a tough task given the multiple jurisdictions that our members work in,” said Veale. The workshop briefly went over the history and policies that the union has worked on over the year, including the election of committees, jurisdiction over OH&S matters, the right to refuse unsafe work, the “walking wounded,” the elimination of hazards, and the investigation of injuries and diseases. But two important policies — on safety incentive programs and disciplinary procedures for safety infractions, became the subjects of workshops for conference delegates. Patterson told the participants that these policies were chosen because they are emotionally charged issues. “As committee members, we are constantly getting dragged into these topics,” he said. “Often we get into problems with the membership and many may not know which way to go. Hoatelha groups tackled case studies and had spirited discussions, some in support of discipline for safety infractions and safety incentive programs and others not. The union’s policy is that it is opposed to most safety incentive programs, especially for those that encourage workers to stay on the job when it’s unsafe to do so because of some prize they or a group will get. It is also against the under- reporting of injuries. Patterson said that workers must be encouraged to report first-aid incidents and that proper first-aid is designed to keep people in the workplace. He also said there have been many studies over the past thirty to forty years that show some incentive programs are effective depending on how they are set up. The union’s policy however, says that providing rewards for those who don’t report accidents and punishing those who do is unethical and bad policy. On the topic of discipline for safety infractions, Patterson said there are huge opportunities for com- panies and the union to work together to create joint efforts in educating and training workers but that it draw a lines at disciplining its own members. He said the union will defend its members, through the grievance procedure if necessary, against unfair discipline. The union’s policy is clear, it is management’s role to hand out discipline and not the union’s. In fact, nowhere in Canadian OH&S laws or regulations is a union or any of its members designated to participate in disciplinary procedures.@ Fight Bill 57 Cont.from page twenty-eight floor plans for the workplace. ° it allows the WSIB to take legal action against employee for supposed false statements whenever it wants to, eliminating the two-year statutory limit. Mr. Glibbery encouraged I.W.A. members in Ontario to get active and oppose Bill 57. He reminded workers that it took thousands of deaths and years of struggle to get t-to-refuse legislation in place. e said activists should write letters, try to get on the radio, contact their] 's and get a campaign eeealth and safety is a community . It’s not strictly a workplace issue,” he said. PHASE Il HAZARDOUS TRAINING The delegates were also told by Mr. Glibbery that employers and workers have until December 31, ious '1 to complete Phase II Hazard ing under the WSIB. He pointed out that employers and workers must agree on what hazards exist in their workplace. Worker reps on joint OH&S committees must agree to what poses a significant risk and sign off ‘orms sent to the WSIB. All workers must take the courses agreed-upon, of which dozens of modules with sub-sections exist. There’s a legal obligation for employers to do hazard analysis in consultation with workers. If things are not moving on time, Glibbery suggested workers or union reps pick up the phone and call the WSIB. “If you don’t agree with the employer, don’t sign the paper,” he added. The speaker said that the Level IT training will likely get busy, in the fall for many I.W.A. members as forest industry workers return from shutdown and/or vacations. The Worker’s Health and Safety Centre provides training and certified instructors, some of whom are I.W.A. members that can efficiently deliver the training modules.a ws e National safety council second vice chair Les Veale co-facilitated workshops using the new I.W.A. safety pocket book. ¢ The CAW's Tashlynn Chase (r.) and Mervin Van Steinberg of the United Way's Labour Committee, co-facilitated a workshop on safety issues in the aging workforce. * Local 2995's Gaetan Carrier facilitated a workshop on Strategies for Change, one of four bilingual presentations. LUMBERWORKER/SEPTEMBER, 2001/29