Is your workplace prepared for a surprise safety inspection?

Do the rules change when an employee is working remotely?

BY Emily Douglas 21 Jul. 2022

As more and more employers recall workers to their offices, HR leaders are facing yet another threat - impending health and safety inspections. Staying on top of workplace safety is an ongoing and ever-evolving process – one in which HR isn’t necessarily trained in. However, as Catherine Bergeron, Health and Safety Services Manager at Peninsula told HRD, in order to avoid hefty fines employers need to get on top of their workplace standards.

“Under every Occupational Health and Safety (OHS) legislation in Canada, employers must take all reasonable precautions to ensure the health and safety of their employees,” she explained. “Workplace inspections are meant to help prevent incidents, injuries, and illnesses. These inspections help to identify and record hazards for corrective action to ensure employees in the province are staying safe while working.”

As Bergeron went on to explain, the types of hazards at work can vary from sector to sector – and so understating the specific incidents that pose a threat to your employees is essential.

The major hazards can be broken down into the following categories;

Chemical hazards caused by gas, liquid, or solids.
Biological hazards such as viruses, bacteria, fungi, and parasites.
Safety hazards caused by inadequate machines, unsafe workplace conditions, unsafe work practices.
Physical hazards caused by heat, electricity, or radiation.
Psychosocial hazards that can affect mental health or well-being such as stress, bullying, or violence.
Ergonomic hazards that can cause damage to the human musculoskeletal system.

Employers have a legal duty to protect the safety of all employees in the workplace. And now, as many offices transition to a hybrid model, that workplace could extend to an employee’s home. According to advice form the Government of Canada, employers should look at creating a written agreement that outlines the expectations of both parties.

“For employees who are asked to work from home or work remotely due to emergency circumstances such as severe weather or public health orders (e.g., due to a epidemic or pandemic), there may not be a formal agreement in place,” the site reads. “Consult with your employer about what options are available. This information can also be added to the organization’s business continuity plan

From a health and safety viewpoint, employers and employees should consider a few important points when agreeing to a telework or work at home arrangement. These include:

Workstation design and arrangement (ergonomics and home work environment).
Work scheduling and distribution.
Working alone.
Who will provide what items (e.g., chairs, desks, computer, monitor, office supplies, etc.).
Who will pay for utilities (e.g., hydro, water, home or cell phone, Internet, etc.).
Any impact to or from workers compensation and occupational health and safety laws.