Stephanie Rondina

When workplace injuries occur, early action is essential. With proactive contact between workers and employers, alongside safe, transitional work, recovery and reintegration can happen on a timeline that works for everyone. That’s good news, because we have a long way to go. Workers in Nova Scotia currently lose more work time per capita than almost anywhere else in Canada. We’re all part of the solution—let’s champion early planning and communication for resilient workplaces and better outcomes. Read more about our proactive approach: https://lnkd.in/gNUnAX26

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The provincial government's recent decision to reduce the apprenticeship ratio from 2:1 to 1:1 poses significant challenges for the construction sector. As the industry knows, apprenticeship programs are essential for sustaining the workforce. Without a steady influx of new workers to fill the gaps in our already tight labour market, projects will be delayed and costs will continue to rise. For over a year, the Winnipeg Construction Association has raised concerns about the negative impact this altered ratio could have. These include a decreased number of skilled journeypeople in the future and a concerning trend of young Manitobans leaving the province in search of better prospects. Keep reading to learn how this policy change misses the mark and is counterproductive to the industry's long-term interests ⬇️ #Construction #Apprenticeship #ApprenticeshipPrograms #Manitoba #News

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@mhrc.rsmc put out some data outlining those most impacted by workplace bullying. 🚫 Bullying and harassment have no place in the workplace! At SHE Innovates Employment Solutions, we are committed to creating a culture of psychological safety and respect for all staff and volunteers. To tackle bullying and harassment, we start by examining our workplace culture and building positive environments where everyone feels valued and supported. This includes: Promoting open communication: Encouraging employees to speak up about any issues they encounter and providing channels for confidential reporting. Training and education: Providing workshops and training sessions on bullying and harassment prevention, bystander intervention, and fostering inclusivity. Leading by example: Modeling respectful behaviour from the top down and holding all employees accountable for their actions. Implementing clear policies: Establishing zero-tolerance policies for bullying and harassment and ensuring that employees understand the consequences of such behaviour. Creating support systems: Offering resources such as counselling services, peer support groups, and HR assistance for employees who experience or witness bullying. Together, let's build a workplace where everyone feels safe, respected, and empowered to do their best work. #EndBullying #WorkplaceCulture #PsychologicalSafety 🤝💼

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Trainability education series: Recent Changes to OHSA Under Ontario's Working for Workers Act 2 of 4 Streamlining Communication with Electronic Postings Simplifying Access to Health and Safety Information The Working for Workers Five Act has modernized the OHSA by allowing employers to post essential health and safety information electronically. This includes: Workplace health and safety policies. A copy of the OHSA and explanatory materials. Details about Joint Health and Safety Committee (JHSC) members, including their names and work locations. This change makes it easier for employees, especially in hybrid and remote work settings, to access critical safety information anytime, anywhere. What should employers do? Transition to digital formats while ensuring accessibility for all workers, including those without easy access to technology. Review your health and safety policies to ensure they are up-to-date and comprehensively address both physical and virtual workspaces. Tip: Electronic postings not only simplify compliance but also demonstrate a commitment to transparency and worker engagement. Contact us for support in implementing these changes. Next up: Post 3: Expanded Workplace Harassment Protections Stay Tuned

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🚨 Saskatchewan employers, are you prepared for the new Workplace Violence Prevention Regulations? 📝 With amendments to The Saskatchewan Employment Act, effective May 17, 2024, all organizations must have a robust Workplace Violence Policy Statement and Prevention Plan in place. 🛡️💼 Our latest article breaks down the key requirements, from policy development to compliance training, ensuring your company meets these critical mandates. Read the full guide now: https://lnkd.in/e-ceGen3 #WorkplaceSafety #RegulatoryCompliance #ViolencePrevention #EmployeeTraining #WorkplaceSafetySaskatchewan #ComplianceTraining #SaskatchewanRegulations #SaskatchewanTraining #Saskatchewan #RegulatoryTraining

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Keeping workers and workplaces healthy and safe is the ultimate goal of the Prevention Initiative for Alberta’s Occupational Health and Safety (OHS) System (the Prevention Initiative): https://lnkd.in/gARxGBX8 A psychosocial hazard exists when the conditions related to the design, organization, management, or social context of work, are likely to become detrimental to the employee's mental, emotional, or physical well-being. There are 13 factors related to the design and management of work, and its social and organizational contexts that impact the experience of work. The CCSA has adapted Alberta OHS bulletins and resources to support the OHS Prevention Initiative as a partner in health and safety, and to be more applicable to the continuing care industry: https://lnkd.in/ghvxMyEe #psychosocialhazard #stigma #mentalhealth #albertacanada

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Small Businesses, take charge of safety regulations with our Small Business Orientation Handbook Generator! This free tool helps you create a health and safety handbook in minutes, giving you an overview of Ontario legislation. Define the roles of employer, supervisor, and worker as per OHSA, covering essential topics like: ✔️Workplace duties ✔️Violence and harassment ✔️Emergency procedures ✔️And common hazards. Click on the link and start crafting your personalized handbook. Simplify Safety Now: https://wsps.news/3Umkx45 #SafetySimplified #SmallBusiness #ComplianceMadeEasy

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Is social isolation a workplace issue? 🤔 Check out the latest episode of the Psych Health and Safety Podcast where our Canadian host Kim MacDonald sits down with Dr. Leah Ringwald, Ph.D. to discuss further. 🎧 Tune in now! [https://hubs.ly/Q02L3Q0_0] 📺Or watch it on our YouTube channel! [https://hubs.ly/Q02L3T_j0] #healthandsafety #workplacementalhealth #psychologicalhealthandsafety

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Implications for Employers Policy Updates: Revise sick leave and harassment policies to align with the ESA and OHSA amendments. Develop procedures for documenting job posting and interview-related communications. Employee Communication: Inform employees about updated workplace harassment definitions and electronic posting of safety information. Training: Conduct training on the application of OHSA to remote work and virtual harassment. Future Readiness: Prepare for upcoming washroom facility and firefighter-related provisions by monitoring new regulations.

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Are people on your team new to Canada or speak English as a second language? When OHS training is provided only in English, this can impact their safety at work. Learn ways to overcome communications barriers in your manufacturing business at a free webinar. The next session is September 26 - save your seat! https://wsps.news/3Rmeg6I #ESL #training #communication

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Our priority is ensuring workers in Ontario are healthy and safe. From April 1, 2024 - March 31, 2025, inspectors are conducting an inspection initiative to raise awareness of material handling hazards in industrial workplaces. The key sectors will include retail, farming, automotive and more. Small businesses may lack the understanding of hazard identifications and have limited financial resources to implement health and safety programs to keep workers safe, so stay tuned to our channels for upcoming compliance assistance resources. Learn more: https://lnkd.in/gU4rkFs #Ontario #Inspectors #Workers

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Bill 149, the Working for Workers Four Act, 2024, has received Royal Assent, introducing new requirements for employers in Ontario. Key provisions coming into force on June 21, 2024, include: - Pay Transparency Requirements: Employers must disclose expected compensation in job postings to support pay transparency for job seekers. - Disclosure of AI Use in Hiring: Job postings must indicate if AI is used in the hiring process to promote transparency in recruitment. - Ban on Canadian Experience Requirements: Employers are prohibited from requiring Canadian work experience unless essential for the position. - Tip Protection: New regulations aim to safeguard workers' tips in the hospitality industry. - Vacation Pay Agreements: Employers must have a written agreement for alternative vacation pay distribution methods. - Prohibition on Unauthorized Deductions: Employers cannot make unauthorized deductions from employees' wages, enhancing worker protection. These changes aim to enhance worker protections, promote pay transparency, and address industry-specific issues. Employers should ensure compliance with the new requirements by June 21, 2024. #bill149 #newamendments #Canadahiring #immigration

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Pause. Reflect. Remember. Renew. This Sunday, April 28th, is National Day of Mourning. It is not only a day to remember and honour those lives lost or injured due to a workplace tragedy, but also a day to collectively renew our commitment to improve health and safety in the workplace and prevent further injuries, illnesses, and deaths. Ways to maintain this commitment and awareness are to: - Insist on effective workplace prevention programs developed with full worker participation. - Educate others about health and safety rights, responsibilities, and prevention measures. - Evaluate your site and parameters of your job for hazards. - Insist on training that supports the identification, assessment, and control of workplace hazards. - Always follow procedures and policies. - Wear required PPE. - Be fit for duty. We will also commit to awareness of safety at home and in the community. - Assess your home for hazards. - Maintain safe housekeeping and fire prevention measures. - Be prepared for emergencies. #NationalDayofMourning #DayOfMourning #CBO #CanadianBaseOperators #HealthandSafety #SafetyFirst #WorkplaceSafety

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The rapid increase in employment among young women in has translated into the highest participation of women in the construction industry since the first release of the Labour Force Survey in 1976. Learn more in our June blog. https://lnkd.in/gDFr3W3P #WomenInConstruction

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As an organization that honours and strives to advance the rights of Indigenous peoples in all facets of our business, today reminds us that there is still so much work to be done. May 5th is National Day for Awareness of Missing & Murdered Indigenous Women and Girls (MMIWG), also known as “Red Dress Day.” Indigenous women and Two-Spirit people are life-giving caregivers and pillars of strength in their communities. However, Canada has a long history of systemic and ongoing violence against Indigenous women, girls, and 2SLGBTQIA+ people that continues to persist. The reality is: - Indigenous women and girls are five times more likely to experience violence than any other population in Canada. - Indigenous women make up 16% of all female homicide victims, and 11% of missing women, even though Indigenous people only make up 4.3% of the population of Canada. On May 5, we honour the lives of MMIWG by raising awareness and holding space for the immense grief and loss families and communities across Canada continue to experience. Everyone has a role to play in ending the violence. We can start by: 1. Wearing red to show support 2. Informing ourselves about MMIWG and the National Inquiry (https://bit.ly/3UqHNwL) 3. Responding to the following calls to action for Indigenous Allies: - Beyond Red Dress Day 7 Calls to Action for Indigenous Allies ( https://bit.ly/3UiTFAM) - Indigenous Ally Tool Kit: Tips on How to be an Indigenous Ally (https://bit.ly/4a0fESV) 4. Finding out what’s happening in our local communities to commemorate this day. #MMIWG #MMIWG2S #RedDressDay #NoMoreStolenSisters

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“Quality isn’t something we bring in after work has been completed, that’s too late,” says Adam Makino, Vice President, Quality, Construction Sciences. The EllisDon Quality team was created from our Construction Sciences Division, a group of in-house technical experts and engineers tasked with developing solutions for our most complex projects. “Our Quality Program not only identifies the high-risk elements of our projects, but also develops and implements the most effective solutions and mitigation strategies,” says Makino. How are we doing it: 🛠️ Quality as a Core Agenda Item: We've embedded quality discussions into every level of project management, enhancing accountability and underscoring its significance. 📚 The KnowlEDge Hub: Our rigorous technical training platform offers over 150 courses, empowering our team with the skills to excel and mitigate project risks. 💧 Water Damage Prevention: We've implemented project-specific water damage prevention plans, leveraging our expertise to safeguard against one of the most prevalent construction risks. ❄️ Winter Planning Initiative: Our Winter Planning Toolkit and training sessions prepare our sites for winter, optimizing safety and environmental outcomes. Learn more, https://shorturl.at/BCg1z Adam Makino P.Eng.

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