Frequently Asked Questions

  • The illusion of control. The belief that I and I alone or my partner and I are the only ones that are running this company: I have realized that we can’t be in control of everything, and the load of running a business needs to be shared to the best of everyone’s ability across the whole organization. (panelist 1)
  • Having assurances that work can occur as efficiently at home as at work was a bit of a leap of faith for me.  While there is still evidence to suggest that our employees aren’t as efficient at home as they are in the office, the main reasons are attributable to hardware limitations, internet speed, and incomplete systems that were created in such a short amount of time.  As these issues are resolved and improved, I think the efficiency level will be on par and then it will be a matter of what cultural implications there will be as more people choose (or are mandated) to work from home more often. (panelist 2)

For the purpose of COVID-19 self-monitoring, constitutional symptoms are the ones listed by the Public Health Office.

When it comes to recognition, I believe it needs to be authentic, timely, and tailored to the individual. We try to celebrate even the small wins—for example, something as simple as saying, ‘Great job cleaning that spill up quickly before it became an issue.’ That kind of real-time acknowledgment reinforces positive behaviour and helps build a strong safety culture. We also recognize that not everyone wants to be in the spotlight. Some employees appreciate a public shout-out, while others prefer a quiet thank-you. It’s important to know your team and understand how each person prefers to be recognized. The goal is to make people feel valued, not uncomfortable. There’s no one-size-fits-all approach. We’re exploring ideas like bi-weekly company emails or newsletters that include a “shout-out” section, especially for safety contributions, to help formalize recognition while keeping it inclusive and culture-driven. Personally, I’m cautious about over-relying on physical rewards like gift cards. While they can be a nice gesture, I never want recognition, especially around safety, to feel transactional. The goal is for employees to take pride in working safely because they understand the value and importance of it, not because there’s a prize attached.
Ale WorkSafeBC: keeps a record of the phone calls throughout a claim. Case Managers often summarize conversations after speaking to a worker or an employer. You can find this under the “Communications” tab via the online claim portal. The call centre may also “log” a message that you leave for the Case Manager, Vocational Rehabilitation Consultant or Long Term Disability Officer. This is helpful for claim management purposes. For example, if a new Case Manager is assigned to the claim, they can review previous correspondence with the worker to pick up where they left off. Phone memos can also be used as evidence in Review Division and WCAT appeals. An employer or worker may use these logged messages to confirm that the Duty to Cooperate was not/complied with. Amanda (TeksMed Services): All claim communication (calls, correspondence, emails, etc.) is logged on a claim by WCB and may appear in claim disclosure.

Ensure attendants receive training and education on how they should protect themselves, and proper disinfection protocols. Recommended PPE when attending an emergency includes mask, face shield, and gloves. Do a risk assessment to determine what other controls and PPE may be required in specific situations.

Teresa (WorkSafeBC): In response to your question, it seems that you are asking about the DTME and how to communicate to the employer that they cannot terminate an employee who may not meet the DTME because they were recently hired. The DTME applies to employers who regularly employ 20 or more workers and workers who have been employed with the employer for at least 12 months. If the worker in question meets these criteria, the employer has an obligation to maintain their employment, which may require making changes to the work or workplace to accommodate the worker. Additionally, the DTC is still there. The worker should be contacted at the first moment practicable and suitable work should be identified. If you are firing someone just because of an injury, you are still subject to Employment Standards and other legislation 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.

For those businesses that are permitted to remain open, the Provincial Health Officer (PHO) has required the physical distancing of two metres where possible between workers.

Employers may need to assess those parts of a production area where this is a challenge and may need to modify their operations accordingly (i.e., temporarily shutting down areas of non-critical operations where physical distancing is not possible).

Employers are expected to implement all reasonable steps to ensure physical distancing practices are implemented in their workplace in accordance with the PHO’s direction.

See: http://www.bccdc.ca/health-info/diseases-conditions/covid-19/employers-businesses

Except where work is subject to specific regulatory requirements around personal protective equipment (PPE), such as are in place for exposure to silica, mould, etc., WorkSafeBC is not advising employers in general at this time about specific use of PPE.

PPE should be selected and used as set out in OHSR s. 8.3, and in consultation with the joint health and safety committee at your workplace. To discuss your specific situation with a safety advisor, please (contact the Alliance by email)[mailto:[email protected]] or call 1-604-795-9595.

At this time, it is unlikely that WorkSafeBC would consider exposure to COVID-19 in a manufacturing setting to be a high-risk violation that could result in a stop-work order, and they have stated that they will not issue stop-work orders against essential services. It is possible, however, that other regulators could. For example, Black Press reported on March 29, 2020 that the Canadian Food Inspection Agency temporarily halted production at a Calgary beef processing plant after a worker tested positive for the virus until the plant could demonstrate that it had a plan in place to ensure the safety of both employees and inspectors.

The regulators recognize that achieving 2m physical distancing may not be possible in some facilities. To mitigate the risk, refer to {Canada's public health guidelines for risk-informed decision-making during the COVID-19 pandemic)[https://www.canada.ca/en/public-health/services/diseases/2019-novel-coronavirus-infection/guidance-documents/risk-informed-decision-making-workplaces-businesses-covid-19-pandemic.html].

According to WorkSafeBC's The Certificate of Recognition Program: Standards and Guidelines, page 36:

We recognize that employers may not be in NOM currently. Maintenance audits can be performed at any time of the year, and our S&G requires that they are completed prior to December 31. Therefore, employers have until the end of the year to complete their maintenance audit.

Please keep in mind, however, that the Manufacturing Safety Alliance of BC is now forecasting a backlog of audits in Q3 and Q4. Therefore, we recommend that employers try to work with their normal anniversary date for the maintenance audit. If this is not possible, please contact the OSSE Department to discuss a time-frame for your maintenance audit that will be suitable to both parties to ensure a timely QA process.

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: As per our policy, an employer with a valid COR is eligible to receive a financial incentive for each year they hold a COR and where none of the exceptions to COR financial incentive eligibility apply. Employers approved by WorkSafeBC and provided one-year certifications under the waiver program will be considered to have valid certificates for 2020. As such, they will be considered for a 2020 financial incentive in May of 2021.

Ale (KSW Lawyers): WorkSafeBC can adjudicate whether the worker is expected to remain in the accommodated role and whether they are entitled to wage loss benefits in these cases. Since the Duty to Maintain Employment poses a positive duty on the employer to find alternate work, exploring alternate accommodation/position may be required if the current position is not working out. Teresa (WorkSafeBC): A return to suitable work does not require medical clearance from the worker’s treating clinician or any other health care provider. In many instances, the worker can confirm their functional abilities directly with the employer and they can collaborate on developing a suitable RTW plan. If there are any concerns about the worker’s ability to perform the work safely, the physician or other health care provider can be helpful in identifying the worker’s abilities and any restrictions
Job safety is always the number one priority for everyone in the workplace. When an employee is in a safety-sensitive role and not willing to address mental health concerns that impede their ability to work safely, it is essential to address the situation promptly. If an employee is not willing to take action to address their mental health concerns, it can be a challenging situation for both the employee and the organization. As an employer, it's essential to approach this situation with sensitivity and empathy while also considering the safety and well-being of the employee and their coworkers. Encourage the employee to utilize the resources available, such as the Employee Assistance Program (EAP), visit their family doctor, and seek support and guidance from professional counsellors. It's crucial to communicate the importance of mental health and the potential impact it can have on their overall well-being and job performance. However, it's important to remember that an employee's mental health is ultimately their responsibility. If the employee continues to be unwilling to seek help or take steps to improve their situation, the organization cannot force them to do so. In this scenario, the organization should follow its established safety protocols and policies. Steps to address the issue might include:
  • If necessary, temporarily reassign the employee to a less safety-sensitive role until they can meet the required safety standards. This should be done with care and support.
  • Encourage the employee to discuss their concerns openly and honestly with their supervisor or HR representative. Having a supportive conversation can lead to understanding the nature of the concerns and exploring possible solutions.
  • Conduct a safety assessment to determine if the employee is fit for their safety-sensitive role.
  • In extreme cases where the employee's ability to work safely is severely compromised, a medical evaluation might be required to assess their fitness for their current role.
It is essential to handle these situations with confidentiality and respect for the employee's privacy while also ensuring the safety of the workplace and the well-being of everyone involved. If concerns persist, seeking legal or medical advice might be necessary to navigate the situation appropriately.
Hopefully the vaccination status of the co-worker was from the co-worker and not the organization to minimize privacy concerns. If your organization is not willing/able/feel it is necessary to have a mandatory vaccination policy then it will need to continue to be 100% reliant on the measures that we are all used to now: barriers, physical distancing, masks, etc. to ensure the health and safety of all employees – vaccinated and unvaccinated. A vaccine mandate is just one tool that can be used to keep your employees safe. Communication is key to ensure both the vaccinated and unvaccinated are aware of the steps that are being taken to keep everyone safe at work.