Frequently Asked Questions
I have heard from a friend in another food processing plant that they called Fraser Health to enquire about vaccination for their EEs. Sounds like they made their point and got their staff all vaccinated although they did not had any outbreak or specific reason to be on the priority list. Do you know if there is any such opportunity?
The Alliance is collecting information from employers actively seeking immunization for their workers and will share this information with the health regions as they request it to support their programs. To register your interest in a future phase of workplace immunizations, please send an email to [email protected] with your company name, production facility address(es), number of employees at each facility, and key contact name, and email, and phone for each facility.I have heard that the rise in numbers is because of the vaccination, that case numbers are rising because of the vaccine and not separating the new cases vs cases created because of vaccine reaction. Are the counts showing this? Where can we find affected cases after vaccine vs non vaccinated cases?
None of the authorized and recommended COVID-19 vaccines cause an immunized person to test positive on viral tests, which are used to see if you have a current infection. If a recently-immunized person tests positive, it means that they were infected just before, or possibly after, receiving the vaccine. No vaccine is 100% effective in preventing the virus, but they have been shown to substantially reduce the incidence of asymptomatic infection and have demonstrated a high level of efficacy in preventing symptomatic and severe disease.I have not found information on how maximum room capacity is affected by ACH during COVID. For example, if a 120 cubic meter room has 1 ACH, how do I calculate my maximum occupancy? How long can people can stay in a shared space?
Occupancy limits are set as per floor space area rather than ACH. Generally, you would want to give ~5 square meters of unencumbered floor space per person to establish occupancy limits. The BC Building Code dictates the determination of occupancy limits. See this link: https://www2.gov.bc.ca/gov/content/safety/emergency-preparedness-response-recovery/fire-safety/legislation-regulations-codes/occupant-load. As specified in the Industrial Ventilation — A Manual of Recommended Practice, "Air changes per hour" or "air changes per minute" is a poor basis for ventilation criteria where environmental control of hazards, heat, and/or odors is required. Air changes per hour are calculated by taking the supply airflow into the room (in units of cubic feet/min) times 60, and divided by the volume of the room. Occupancy limits are set accordingly with the area of the room, as well as intended use of the room. See attached PDF for this formula to determine relationship between ACH and Occupancy limit. From the numbers that provided, further information is needed for the calculation (Area of the room and acceptable area/person).I want to certify in 2020. Can I still do it?
Many employers have communicated their OSSE concerns in relation with COVID-19. As a certifying partner (CP), we have been working closely with WorkSafeBC in getting answers on how to remain safe and trying to work around COVID-19.
According to WorkSafeBC, all net “new” 2020 COR employer certifications need to follow current, normal processes and requirements. If that is not possible, these employers must defer pursuing COR certification until the requirements can be satisfied.
If a company has multiple sites that all fall under the same class category, would the employer be required to do a separate assessment for each site? And what about the sites that might be in the same class category, but would have additional (unhoused) concerns?
Separate first aid assessments would be required at each worksite because each site may have a different number of workers present, and a different distance to/from an ambulance station. To determine the workplace class for that site, a first aid assessment must be conducted. The second part of an employer’s 2-part duty is to determine and list any additional first aid services that may be required at that site – this would be documented on page 4 of the First Aid Assessment Worksheet.If a drill has not yet been held before Nov 1st, does that imply that the first drill is due Nov 1, 2024?
Drills should be conducted as soon as practicable after the implementation of the updated regulations on November 1st, 2024.If a worker has a previous WorkSafeBC claim from their previous employment due to an injury and the same injury is aggravated at the new worksite, how does this factor into their current claim at the new worksite when they may also be on a probation?
Amanda (TeksMed Services): Being on Probation does not bar a worker from claim, however the Duty to Maintain employment only applies to workers who have been employed for at least 12 months. Many workers have underlying or pre-existing conditions, the Board can consider accepting this as only an aggravation to a pre-existing condition and/or may also consider granting the Employer Relief of Costs in such cases if an underlying or pre-existing condition is enhancing the injury or prolonging the recovery.If a worker is not cooperating with return to work based on their personal preference (not based on medical reason) what are the next steps for the employer? For example, if suitable work is available but the worker does not like the work being offered, how far does the employer have to go to accommodate?
Teresa (WorkSafeBC): The duty to cooperate requires workers to “not unreasonably” refuse suitable work when it is made available by an employer with whom the worker has an existing employment relationship. If a worker refuses work duties that are suitable and available, WorkSafeBC will investigate to determine the reasonableness of the worker’s refusal. If WorkSafeBC decides the worker unreasonably refused an offer of suitable work, the worker’s wage-loss or wage-loss equivalency benefits may be reduced effective the date the work was suitable and available, as determined by WorkSafeBC. Amanda (TeksMed Services): Accommodations are based on medical clearances and abilities, not worker preference. If the suitable/modified work or accommodation is being declined due to preference, WorkSafeBC can deem the offer suitable and conclude benefits or suspend wage loss for the worker failing in their Duty to Cooperate.If an employee has symptoms and is advised by Public Health to self quarantine but is not tested, does the employer have an obligation to inform that employee’s co-workers?
No. There are many possible scenarios. It may be wise to engage the services of an occupational health expert to address individual cases to ask for detailed medical specifics in strict confidence so as to advise the employer of appropriate steps to be taken in the workplace or regarding the eventual return to work of the employee.
If an employee is asked to self-isolate as a contact of someone who is COVID-19 positive, what is the protocol for other employees who may have been in contact with the employee?
If the employee is not COVID-19 positive, there is no requirement for other staff who may have been in contact to self-isolate. Direct contacts of an asymptomatic employee are not at significant risk.
If I am not a resident of B.C., can I still be vaccinated?
Yes, everyone living in B.C. will have the opportunity to be immunized, as long as the vaccine is recommended for them. That means that groups such as temporary foreign workers, international students, people who are not permanent residents of Canada, and people who recently moved to B.C. will be able to get the COVID-19 vaccine.If people say they feel sick, or are sick and we send them home, should we request that they get tested for COVID-19?
Refer them to their health care professional, and they can decide if further testing is required. Follow doctor's recommendation.