Canadian Safety Reporter

canadian SAFETY reporter Improving safety management systems begins with workers Strengthening internal responsibility system sets solid safety foundation | By Guy Chenard | Most organizations Revise their safety management policies and procedures annually, making appropriate changes that have been identified through reviews or audits. They often call this process a continuous improvement plan. This approach is typically focused on assessing the organization's safety model — which can be a behaviour- or risk-based system — and then correcting any deficiencies preventing them from achieving their goals. But what about the people involved with the safety management system? Organizations that want to improve safety performance must not overlook the people factor. An organization can have the best health and safety management system on paper, but without employee interactions, it will not meet its objectives or goals. The people component of the man- on the knowledge and participation of everyone in the organization to address safety in the workplace. The main purpose of the IRS is to build upon the safety management system by delineating the necessary level of authority, responsibility and accountability for all employees in the organization. This enables the organization to incorporate the required people skills that will support its management system. If the workers are to make a difference in improving the overall safety performance, the organization must ensure the workers understand their roles and "Organizations... must not overlook their people factor." agement system is called the organization's internal responsibility system (IRS). It's a duty-based system that relies Continued on page 8 Find new strategies and tools to manage your disability and accommodation issues New PubliCATioN HuMAn ResouRces GuiDe AnD ToolkiT: THe DuTy To AccoMMoDATe AnD DisAbiliTy MAnAGeMenT BarBara G. HUMpHrey, B.a., LL.B. Meeting your disability and accommodation obligations is a constant and growing challenge. From managing absenteeism to making adjustments in work demands, you will find the up-to-date support you need in Human Resources Guide and Toolkit: The Duty to Accommodate and Disability Management. oRDeR # 804613-65203 $79 Softcover + USB key approx. 800 pages January 2013 978-0-88804-613-0 Shipping and handling are extra. Price subject to change without notice and subject to applicable taxes. Building on the classic text Human Resources Guide to the Duty to Accommodate, this guide and toolkit covers the new challenges involved in managing disability-related absenteeism; the significant growth of non-physical disability issues and non-evident disabilities; the updated perspective on "undue hardship"; and evolving accommodation issues surrounding family status, religious observance, and age. Doctors' forms and sample letters are provided in print and electronically on a USB key that makes them simple to use and adapt. Tools AnD ResouRces incluDe: • Guidelines – to deliver substantive knowledge on key issues • Protocols – outlining effective processes • Manager's Q&A Guide – reference tool for the front line • Forms, letters and Questionnaires – to support effective processes • Model Policies – to support legal compliance AvAilAble Risk-FRee FoR 30 DAys order online: www.carswell.com Call Toll-Free: 1-800-387-5164   in Toronto: 416-609-3800 CANADA lAw book® Canadian HR Reporter, a Thomson Reuters business 2013 3

• Cover