Program Development and Support

Policies are instrumental in setting an organizations' position on important topics. Policies should be concise, regularly updated, and posted in workplaces for customers and employees to read. Depending on the size of the organization and jurisdiction, some policies are required to be posted in the workplace, including:

• Health and safety
• Prevention of violence
  
• Prevention of workplace harassment and sexual harassment
  

Other policies may be required by official program certifications, or to address a particular risk. PandRS has written many custom policies including those for:

• Environmental protection
• Substance use / Fit for duty
• Personal protective equipment
  
• Chemical hazard protection
  

Procedures are required when specified by legislation and when important details of key H,S, & E topics are required. PandRS has crafted many procedures including:

• Accident reporting
• Contractor management and rules
• Confined space programs, assessments and permits
• Emergency preparedness
• Control of environmental emissions
• Health and safety rules for employees & visitors
• Hearing protection and conservation
• Integration of H,S, & E with other site programs
• Lockout procedure and methods
• Office safety
• Respiratory protection and respirator fit testing
• Spill control and reporting
• Substance use / Fit for duty
• Chemical safety and WHMIS 2015

Risk assessments are an effective tool to help organizations understand the degree of risk and relative priorities for any given situation. Some types of risk assessments are specified by legislation and safety standards. Others may be customized for any risk or compliance situation:

• Federal hazard prevention program (HPP)
• Workplace violence
• Respiratory protection
• Confined space entry
• Machine safeguarding
• Designated substances
  
• Emergency planning
  
• Environmental aspects
• Safety sensitive positions
• Substance testing protocols
• Wastewater characterization and testing
• Personal protective equipment requirements
• WHMIS knowledge check

Substance use among employees may have significant implications for health and safety, especially for workplaces with potential to expose workers to hazards. Federal and provincial legislation contains general duty clauses that require employers to do everything reasonable to keep workers from getting hurt or sick in the workplace.

Employers are advised to assess the requirements for substance use programs to ensure that it meets the needs of the organization. Elements may include the following content:

• Assessment of safety-sensitive functions and work environment
• Substance use / fit for duty policy stating basic expectations of all workplace parties
• Substance use / fit for duty program defining substances, responsibilities, testing (if required), and support for substance use disabilities
  
• Training sessions for workers and supervisors
  

Having policies and procedures does not necessarily ensure compliance. A deeper dive into the workings and effectiveness of an E,H&S program builds true due diligence.

PandRS audits and assessments are customized to meet the client's risks and needs.

• Relevant statutes and regulations, or internal / external standards are identified in advance of the audit to ensure clarity of purpose.
• Compliance audits are recommended for clients who are required to perform external audits to maintain certifications or to achieve a good corporate rating.
  
• Gap assessments are recommended for clients who require a "snap shot" of a particular operation or subject matter, or information on comparative risks between different divisions. Gap assessment reports have point-form findings and are less formal than full compliance audits.