Frequently Asked Questions

  • 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
A National Lifeguard designation will not be considered equivalent to an Intermediate or Advanced first aid certificate unless the National Lifeguard course has been submitted, reviewed, and accepted by WorkSafeBC as an equivalent first aid course. If/when the National Lifeguard courses are submitted for acceptance by WorkSafeBC and align to the CSA Z1210-17 and B.C. Plus, WorkSafeBC will provide equivalency at that time. First aid attendant certification - WorkSafeBC
“Normal travel conditions” should be determined by the average time it takes to drive to (or from) the nearest ambulance station by a motor vehicle following the rules of the road, during the normal working hours of the employer’s workplace. Employers must consider known barriers that may affect BC Emergency Health Services (BCEHS) response time, such as road conditions which may make a workplace inaccessible to BCEHS or other barriers such as train crossings, lift bridges, temporary road closures, construction zones, etc. Where barriers to transport are identified, the employer should take all reasonable measures to eliminate or otherwise minimize the impact of these barriers on the time it may take to transport a worker to medical treatment.
This depends on your risk assessment and internal policies in terms of having visitors on site. In regards to restrictions — see below: Coming from outside of B.C. At this time, people travelling to B.C. from another province or territory within Canada should only come for essential reasons. If you do travel, you are expected to follow the same travel guidelines as everyone else in B.C. Flights to and from B.C. The order does not restrict flights entering and leaving B.C. Source: https://www2.gov.bc.ca/gov/content/safety/emergency-preparedness-response-recovery/covid-19-provincial-support/restrictions#travel-precautions

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Photochromic lenses (such as the brand Transitions) are allowed by the CSA and ANSI standards, but whether or not the use of them would cause an additional safety hazard is something that must be determined with a site hazard assessment. Our program has begun offering basic photochromic safety eyewear "testers" for use during these hazard assessments, which we have received positive feedback for. In general, photochromic lenses have made significant improvements in transitions speeds for both darkening and lightening, and in most cases if the worker is not operating heavy machinery as they move from high sunlight to low light spaces, there should not be an issue.
Public Health no longer conducts contact tracing for all cases of COVID-19. If an employee has tested positive for COVID-19 or been told that they have COVID-19, they will need to self-isolate, manage their symptoms, and let their close contacts know. However, contact tracing is important to help identify people who may have COVID-19 sooner and prevent the virus from spreading in the community. Notifying close contacts helps protect people in the community.
Close contacts of a COVID-19 positive worker will need to self-monitor for symptoms of COVID-19 and self-isolate IF they are not fully immunized. If your worker is fully vaccinated or has had COVID-19 in the last 90 days, they are not required to self-isolate and can continue to participate in routine activities, such as work or school, as long as they do not have any symptoms. Those who are NOT fully vaccinated are required to self-isolate for 10 days from the day they last had contact with the person who has COVID-19, even if they do not have symptoms.
Employers will not receive notification from their local health authority if a worker with COVID-19 has recovered and can return to work. Fully vaccinated workers can return to work when at least 5 days have passed since their symptoms started. They should wear a mask, even in settings where a mask isn't required and avoid higher-risk settings.