Frequently Asked Questions

Many employers have communicated their OSSE concerns in relation to 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.

WorkSafeBC reply: All audits that are underway should follow good hygiene practices (i.e. social/physical distancing during interviews) and continue as normally as possible. We understand that some employers are scaling back operations, or changing their current work process flows, and as such, auditors need to be flexible in their ability to observe and conduct interviews. Document reviews should not be affected as directive documents and records should still be available.

Many employers have communicated their OSSE concerns in relation to 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: Due to the COVID-19 (coronavirus) outbreak, WorkSafeBC is granting COR audit waivers on any COR certificates that are due to expire by August 31, 2020. Employers will need to contact their certifying partner (CP) to request an audit waiver. Visit https://www.worksafebc.com/en/about-us/covid-19-updates

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, audits for employers with COR certifications expiring between September 1, 2020, and December 31, 2020, while we are sensitive to the concern that employers may not be in ‘normal operating mode’ (NOM), or may not be operating in the latter half of the year, we are intending on moving forward with the program as normal for those certificates expiring after September 1, 2020.

We will be reviewing the COVID-19 outbreak over the summer and if there are continuing or additional restrictions we may extend the waiver program or take other action.

Have a gradual return to work process. For example, consider increasing frequency of task rotation, frequency breaks of less duration, and access to drinking water. This will allow workers to return to pre-absence physical conditioning levels.

Not necessarily – it depends on the task. Our bare hands equally protect us from COVID-19 as would gloves. If only bare hands are used, you need to follow the hand hygiene protocols (hand sanitizer, frequent hand washing etc.). With gloves, the same might apply. In addition, workers should be trained on correct donning and doffing of the gloves as well. Carry out a risk assessment to see whether or not gloves are warranted in your workplace.  

If would like to discuss with an advisor, please contact the Alliance for additional guidance.  

Yes they are safe to use.  

A mask or face covering can be homemade or purchased, and should: 

  • be made of at least 3 layers 
  • 2 layers should be tightly woven material fabric, such as cotton or linen 
    the third (middle) layer should be a filter-type fabric, such as non-woven polypropylene fabric 
  • be large enough to completely and comfortably cover the nose, mouth and chin without gaping 
  • allow for easy breathing 
  • fit securely to the head with ties or ear loops 
  • be comfortable and not require frequent adjustments 
  • be changed as soon as possible if damp or dirty 
  • maintain its shape after washing and drying 

Source: https://www.canada.ca/en/public-health/services/diseases/2019-novel-coronavirus-infection/prevention-risks/about-non-medical-masks-face-coverings.html#a2  

There is no prerequisite for taking the Intermediate First Aid training. Competency will be assessed throughout the duration of the 2-day course by the course instructor.
  • On the first workday of the week, employees complete a medical questionnaire and submit it to their Supervisor prior to starting work. Employees are asked to be mindful of fever symptoms (cold body, hot head) and to take their temperature at home, if possible. If fever symptoms are noted, the employee is asked not come to work.
  • If all answers are NO on the questionnaire, the employee can proceed to work.
  • If any answers have a YES, the employee is asked to submit their questionnaire to their Supervisor and Safety Co-ordinator right away. The questionnaire is then forwarded to a third party medical clinic as soon as possible for secondary assessment to determine if the employee is able to remain at, or come into, work that day.
  • On subsequent days of the work week (Tuesday – Friday), employees are only required to self-monitor for flu-like symptoms; if free of symptoms, employees do not need to re-submit the questionnaire.
  • At this point, we are trusting people and not requiring a doctors not unless they have been off for a long period of time and have tested positively for COVID. Then we ask for doctors approval to be healthy enough to return to work (panelist 1)
  • We use a third-party medical service.  We require that all employees that report flu-like symptoms submit a questionnaire and take direction from this clinic. (panelist 2)
Employee Assistance Programs (EAP) are in place to support employees in navigating challenges and promoting overall well-being. A key aspect of the success of an EAP is the expectation of confidentiality and ensuring a safe space for employees to seek support and assistance. The EAP is designed to provide a supportive and non-judgmental environment where employees can discuss their personal and professional challenges freely. Confidentiality is a critical aspect of an EAP. In addition, EAP counsellors are bound by strict ethical guidelines and legal regulations to maintain confidentiality. No information disclosed during counselling sessions is shared with supervisors, managers, or anyone else within the organization. An employee’s utilization of an EAP will not have any impact on an employee’s job status or performance evaluations. The only exception to confidentiality occurs under the following circumstances.
  • When a counsellor determines that there is a substantial risk of serious imminent harm being inflicted by the client on themselves.
  • When there is a substantial risk of serious imminent harm being inflicted by the client on another.
  • When there is a need to protect an identifiable minor or vulnerable adult consistent with applicable law.
  • Finally, if it is in accordance with any other lawful requirement to do so, such as a court subpoena.
In such cases the appropriate authorities are contacted and not the employer.
Teresa (WorkSafeBC): I am not sure if that has been a consideration, as it is outside of my department, but if you would like to know, please send an email so that I can forward it to the appropriate department and try to find an answer for you.
Confirmation of health checks is needed, as per WorkSafeBC guidance. See below: Employers must ensure that every worker performs a daily health check before entering the workplace. Health checks are mandatory self-assessments conducted by workers and include confirming with their employer, in a written or verbal format, that they have reviewed the complete list of entry requirements (included on this entry check poster) and that none of the prohibited criteria apply to them. Employers can use a number of methods to confirm that this self-assessment has taken place. Some examples include:
  • A written health check declaration completed by workers before entry.
  • An online health check form completed by workers before entry.
  • A verbal check-in, done either in person, virtually, or by phone with every worker, confirming that the worker has completed their daily health check.
  • Other forms of a supervised daily health check process based on the above.
Source: https://www.worksafebc.com/en/about-us/covid-19-updates/health-and-safety/health-checks