Health and Safety

5.2 — The Occupational Health and Safety Act (OHSA)

The Occupational Health and Safety Act (OHSA) is Ontario's primary workplace health and safety legislation. It establishes the rights and responsibilities of employers, supervisors, and workers to maintain safe and healthy workplaces. Security guards should familiarize themselves with the OHSA and its regulations — commonly referred to as the "Green Book" (the 2020 Ontario OHSA and Regulations for Construction Projects).

5.3 — Three Fundamental Worker Rights

Every worker in Ontario is entitled to three fundamental rights under the OHSA:

5.4 — The Right to Refuse Unsafe Work: Detailed Procedure

• Definition of "imminent danger": A danger that is not normal for that type of work, or a danger under which a worker would not normally carry out the work.
• The worker is still entitled to receive pay during the investigation period.
• The worker may be assigned alternate tasks that are safe while the refusal is being investigated.
• If the worker believes the situation is still unsafe after the supervisor's investigation, they can file a complaint with the Health and Safety Representative.
• A Health and Safety Officer will investigate and issue a written decision.
• The worker has the right to appeal to the Occupational Health and Safety Council.

5.5 — Workplace Hazardous Materials Information System (WHMIS 2015)

WHMIS 2015 is Canada's national hazard communication standard. It provides workers with information about hazardous materials in the workplace through labels, Safety Data Sheets (SDS), and worker education. Key hazard classes include:

5.6 — Eight WHMIS Hazard Symbols (GHS Pictograms)

Under WHMIS 2015, the following hazard symbols must be recognized by all workers. Employers are legally required to train workers to recognize and respond appropriately to all WHMIS hazard symbols.

5.7 — Safety Data Sheets (SDS)

A Safety Data Sheet (formerly MSDS) provides critical information about hazardous materials:

Employers must provide training to workers on:

• Reading WHMIS labels
• Accessing and reading the Safety Data Sheet
• Safely using hazardous materials
• Storing and disposing of hazardous materials
• Emergency procedures for spills, releases, fires, and poisoning
• Using personal protective equipment

5.8 — Other Workplace Hazards

Security guards may be exposed to a variety of workplace hazards:

5.9 — Working Alone Hazards

Many security guards work alone, which presents unique hazards. Employers must inform workers who work alone about their specific risks. Workers who commonly work alone include taxi drivers, retail workers, home care workers, security guards, and custodians. Employers must develop procedures to check on the well-being of lone workers at regular intervals.

5.10 — Workers' Compensation (WSIB)

The Workplace Safety and Insurance Board (WSIB) provides compensation and support to workers injured on the job:

• If injured at work or sick from a work-caused disease, you may qualify for benefits.
• WSIB decides eligibility and compensation.
• Worker's Report of Injury Form — Send to WSIB as soon as possible.
• You can have another person help fill in the form.
• You can contact WSIB to learn about your compensation status at any time.

5.11 — In Case of Injury at Work: Step by Step

1. 1
   WorkerGet first aid immediately if needed.
2. 2
   WorkerTell your employer about the injury.
3. 3
   EmployerArrange and pay for transportation to medical care.
4. 4
   EmployerPay wages for the day of injury.
5. 5
   EmployerReport injury to WSIB within 1 day if it involves health care treatment, time away from work, or lost wages.

5.12 — Reporting Injuries: Detailed Procedure

• Get first aid and report to your supervisor immediately.
• See a doctor; let them know it is a work injury.
• At workplaces without first aid facilities, see a doctor immediately.
• Employer pays travel costs to the doctor or hospital.
• Tell the doctor how the injury is work-related — give a detailed account.
• Report main and minor injuries — some injuries develop over time.
• Always report the accident to your employer even if there is no apparent injury at the time.
• The employer may be required to report to WSIB within 72 hours.

5.13 — While Off Work Due to Injury

• Speak with WSIB before changing doctors.
• Keep in contact with your doctor, attend all appointments, and follow all medical instructions.
• Talk with your doctor about a return-to-work timeline.
• Take detailed notes on all conversations with doctors.
• Keep in contact with WSIB, take notes, and keep copies of all correspondence.
• Take notes on conversations with your employer; keep records of all time off.
• Tell WSIB about plans to leave the province — benefits might stop.

5.14 — Appealing WSIB Decisions

• You can appeal and ask WSIB to change its decision if you disagree.
• The Appeals Commission provides free assistance with the appeals process.
• You can get a copy of your WSIB file from the Access to Information unit.

5.15 — Module 5 Review Questions

Test your understanding of Module 5. The correct answer for each question is highlighted.

1. 1. Which of the following is NOT one of the three fundamental worker rights under the OHSA?

   • A.The Right to Know
   • B.The Right to Participate
   • C.The Right to Refuse Unsafe Work
   • D.The Right to Leave Work Early

2. 2. What does a Safety Data Sheet (SDS) provide?

   • A.Payroll information for the worker
   • B.Detailed information about hazardous materials and emergency procedures
   • C.The worker's job description and duties
   • D.Building floor plans and evacuation routes

3. 3. Within how many days must an employer report a work injury to WSIB if it involves health care treatment?

   • A.Within 7 days
   • B.Within 3 days
   • C.Within 1 day
   • D.Within 30 days

4. 4. What does the blue section of the NFPA diamond represent?

   • A.Fire hazard
   • B.Instability hazard
   • C.Health hazard
   • D.Specific hazard

5. 5. Can a worker be fired for exercising the right to refuse unsafe work?

   • A.Yes, at the employer's discretion
   • B.Yes, but only if the work is considered normal for that job
   • C.No, the worker is protected from reprisal under the OHSA
   • D.No, but the worker will not be paid during the investigation