Humaniqa HR Blog
Ergonomics: Good for your Business and Employees February 16 2022
As defined by the Canadian Centre for Occupational Health and Safety, an ergonomics program is a systematic approach and management system that is designed to reduce risk from ergonomic hazards in the workplace. An ergonomic approach may be useful as studies show that office workers spend 65-75% of their work day sitting down, leading to numerous health implications. This can result in rising health insurance premiums and absenteeism due to illness.
In order to combat the serious health consequences that may arise from prolonged sitting, ergonomists recommend various modifications to the workday such as the following:
- Proper adjustment of seats, desks, and computer monitors for each individual employee
- Allowing employees to take short walking breaks
- Providing standing workstations for employees
- Incorporating more standing based work into the work day
- Educating employees on the dangers of prolonged sitting
Not only can this approach lead to healthier employees and increased productivity, but it is also a great opportunity to attract and retain top talent.
Source: Canadian Centre for Occupational Health and Safety
L’ergonomie : bénéfique pour votre entreprise et vos employés
Tel que défini par le Centre canadien d'hygiène et de sécurité au travail, un programme d'ergonomie est une approche systématique et un système de gestion conçus pour réduire les risques liés à l’ergonomie dans les lieux de travail. Une approche ergonomique peut être utile, car des études montrent que les employés de bureau passent de 65 à 75 % de leurs journées de travail assis, entraînant de graves conséquences pour la santé, une augmentation des primes d’assurance et un absentéisme pour cause de maladie.
Afin de lutter contre les conséquences graves que peut avoir sur la santé une position assise prolongée, les ergonomes recommandent diverses modifications à la journée de travail, telles que :
- Ajuster adéquatement le siège, le bureau et l’écran d’ordinateur de chaque employé
- Permettre aux employés de faire de courtes pauses pour se dégourdir les jambes
- Fournir des postes de travail en position debout
- Intégrer davantage de travail debout dans la journée de travail
- Sensibiliser les employés aux risques de demeurer assis pendant de longues périodes
Cette approche peut non seulement se traduire en des employés en meilleure santé et à une productivité accrue, mais elle représente également une excellente opportunité d’attirer et de maintenir en poste les meilleurs talents.
Source : Centre canadien d'hygiène et de sécurité au travail
Quebec – Mandatory COVID-19 Vaccination of Health and Social Service Workers October 27 2021
All health and social service workers are to be fully vaccinated against COVID-19 by November 15, 2021, unless they have a contraindication.
Source: Government of Quebec
For more information, please visit: https://www.quebec.ca/en/health/health-issues/a-z/2019-coronavirus/progress-of-the-covid-19-vaccination/mandatory-vaccination-covid-19
Québec - Vaccination contre le COVID-19 obligatoire pour tous les travailleurs de la santé et des services sociaux
D'ici le 15 novembre 2021, tous les travailleurs de la santé et des services sociaux devront être entièrement vaccinés contre le COVID-19, à moins qu'ils ne présentent une contre-indication.
Source : Gouvernement du Québec
Pour plus d'informations, veuillez consulter le site : https://www.quebec.ca/sante/problemes-de-sante/a-z/coronavirus-2019/deroulement-vaccination-contre-la-covid-19/vaccination-obligatoire-covid-19
WSIB Mental Health Claims February 09 2018
Purpose: The purpose of the HR Minute is to provide clients with timely information about human resources issues. Please take a moment to read this important information.
On May 17, 2017 the Government of Ontario passed Bill 127, the Stronger, Healthier Ontario Act (Budget Measures), 2017. This Act amended several provisions of the Workplace Safety and Insurance Act, 1997 (WSIA), including section 13 which provides a worker the entitlement of benefits under the insurance plan for chronic or mental stress arising out of and in the course of the worker’s employment.
The Workplace Safety Insurance Board (WSIB) drafted two stand-alone policies covering Traumatic Mental Stress and Chronic Mental Stress in this regard. These policies came into effect on January 1, 2018.
Chronic and Traumatic Mental Stress
Chronic Mental Stress
A work-related stressor will be considered substantial if it is excessive in intensity and/or duration in comparison to the normal pressure experienced by workers in similar circumstances. Examples of such stress can be a result of incidents including, but not limited to, workplace harassment, interpersonal conflicts, or having a job with a high degree of routine stress.
Traumatic Mental Stress
As defined by the WSIB, a traumatic event may be a result of a criminal act or a horrific accident, and may involve actual or threatened death or serious harm against the worker, a co-worker, the worker’s family member, or others. In all cases, the event(s) must occur in the course of the employment and be clearly and precisely identifiable and objectively traumatic. Examples of such events include, but are not limited to, witnessing a fatality or horrific accident, being the object of physical violence or death threats, or being the object of workplace harassment that includes being placed in a life-threatening situation.
Eligibility
To be eligible, chronic mental stress must be predominantly caused by a substantial work-related stressor. Workers must satisfy the following three conditions:
- A diagnosis must be made by an appropriate regulated health professional based on the Diagnostic and Statistical Manual of Mental Disorders (DSM);
- The employee must experience a substantial work-related stressor(s);
- The stressor(s) must have caused or significantly contributed to the chronic mental stress.
A worker is not eligible to file a claim under this policy for chronic mental stress caused by decisions or actions of the worker’s employer related to their employment including termination, demotion, a decision to change the work performed, or discipline.
Application Date
This policy applies to all accidents on or after January 1, 2018.
Workers can also apply for benefits under this policy if they have a chronic mental stress which occurred on or after April 29, 2014 and have not yet submitted a claim with the WSIB for this purpose before January 1, 2018. In this case, the worker may file a claim for chronic mental stress with the WSIB as long as such claim is submitted on or prior to July 1, 2018.
For more information on WSIB Mental Health Claims and Bill 127, please refer to the Laws tab on our website.