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To Train or Not To Train | Why are New and Young Workers at a Higher Risk? | What's the Law? | What Does the Occupational Health and Safety Act Say? | Due Diligence and Liability | What Coverage is Available for Workers? | Hazard Identification | Hiring and Training | Why Train? | Creating a Positive Work Environment | Organizing Your Orientation and Safety Training Program | How Does a Person Learn? | Making Safety Part of the Plan | Sample Orientation and Safety Training Checklist | Resources | Disclaimer | Acknowledgements
To Train or Not To Train
Is that a even question?
Training of new employees is good business and an important area of risk management on any farm. Well trained, safe and healthy employees are essential for the smooth functioning of your operation. The loss of an employee due to an accident can have a severe ripple effect and create many more hidden costs than you as the operator may realize. As well as the usual compensation and medical costs, there is down time in production, training time for replacement employees, repairs to damaged equipment plus the psychological effect an accident has on other employees and families.
The worker needs to be well trained and to understand their job tasks and the importance of their job to the larger picture. Never assume that someone has the “common sense” to work safely. Making an assumption like that can be dangerous, especially where a young or new worker is concerned.
There are some basics to a good training program that all owner/operators can use to make their operation efficient and safe for optimum production. You can help create a future workforce that is well trained and safety conscious. A first job experience can shape a young person’s attitudes and behaviors for the rest of their lives. You want their first job experience to be rewarding and safe.
This guide will provide information on proper employee orientation and training as it relates to ensuring a safe and healthy workplace.
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Why are New and Young Workers at a Higher Risk?
Young worker health and safety is a major workplace challenge in any sector of Alberta’s workplace. According to the Workers’ Compensation Board, workers under 25 are one-third more likely to be injured than older coworkers. Over 50 per cent of accidents involving young workers occur during their first six months on the job. Employers of this age group need to recognize the vulnerability of youth in the workplace and ensure the time and effort is taken to ensure their safety.
Supervision and training of youth needs to be higher than older workers as they may be in their first job and will have few job skills and little training. They’re often willing to take risks, are loath to admit that they don’t know something, and don’t listen well to instructions. They don’t like to ask questions and would rather “learn on the fly". Youth often have an attitude of invincibility and don’t believe they could get hurt or killed.
By providing all new and young workers with orientation and safety training, you will ensure that all your workers are trained and capable and thereby decrease the chances of workrelated accidents on your operation.
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What's the Law?
In general, Alberta farms and ranches are exempt from the provincial Occupational Health and Safety Act that governs safety in the workplace. This includes any operations directly or indirectly involved in the production of crops and the raising of livestock. The areas of agriculture that are not exempt include food processors, greenhouse operators, mushroom farms, nurseries, sod farms, landscaping and pets.
If your operation is exempt, but you have a number of employees and tasks that could lead to injury, you should use the Occupational Health and Safety (OHS) Act as a guideline to make your operation a safe workplace. The OHS Act will help to ensure you are providing a safe and healthy workplace for all employees.
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What Does the Occupational Health and Safety Act Say?
For Alberta workplaces not exempt under the OHS Act (including the Regulation and Code), there are a number or
requirements placed on employers to ensure:
- the safety of workers employed or present at the worksite
- work is being done by a competent worker or the worker is being supervised by a competent worker
- workers have safety training and are familiar and competent in the use of safety equipment and safety procedures
- processes are in place to protect workers from harmful substances.
The OHS Act also places responsibility on the worker to:
- protect their own health and safety and that of others present
- cooperate with the employer to protect the health and safety of all workers on site
- not perform dangerous work if they are not competent
- report any equipment that is not safe or is not being used safely.
The above is a general listing of responsibilities under the OHS Act. For more details or copies of the OHS act, go to http://employment.alberta.ca.
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Due Diligence and Liability
Whether your operation is covered under the OHS Act or not, you need to show due diligence by offering sufficient training for the job to all your employees as well as providing a safe work environment.
Orientation to a new workplace is very important for safety. The workers need to be oriented when they arrive at the workplace. They need to know the facilities, the equipment, the do’s and don’ts and they need to be trained properly. This means more than handing the new worker a manual – time must be spent with the new worker to ensure that they are properly oriented and trained before starting any tasks.
It may be a good idea to speak to your lawyer about your responsibilities and liabilities regarding due diligence. If an employer is not covered by a compensatory act such as the Workers Compensation Act, they are at risk of being held liable for injuries or deaths at their worksite.
The standard of due diligence simply stated means taking all “reasonable care” to protect the well-being of employees or coworkers while at work. What constitutes due diligence will vary from case to case depending on the nature of each workplace, the degree of risk, the size of the operation and the means available for controlling the risk.
There are several issues considered when assessing “reasonable care” in a court case.
- Were the employer’s/operator’s actions fair/proper/just/suitable under the specific circumstances?
- Did the employer do all that a “reasonable person” would do in the same circumstances?
- Have all legislative or regulatory requirements been complied with?
- Was the gravity of potential harm and likelihood of injury taken into consideration?
- Did those asked to perform the task have the degree of knowledge or expertise required and expected to perform the task?
- Did the supervisor or employer have sufficient control in the situation?
- What was the degree of difficulty involved in removing or eliminating the hazard?
- Were all safeguards and personal protective equipment (PPE) in place or available?
Due diligence can be an important legal defense. It is important to keep a record of all safety related actions and training in your operation. Due diligence is not static – it is important to keep pace with changing laws and regulations. You must be active in identifying hazards relating to work practices on your operation and implement specific preventative measures.
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What Coverage is Available for Workers?
In Alberta, The Worker’s Compensation Board (WCB) provides no-fault insurance coverage for employers and employees on a voluntary basis. The WCB provides disability benefits for workers injured on the job and liability insurance for employers. This means that as an employer you will be protected from court action by injured workers. More information on WCB coverage can be found at www.wcb.ab.ca.
Private sector insurance is available for self-employed individuals and small businesses through private insurance companies. For example, Cooperators Insurance can provide life, accident insurance and other benefits as an add-on to farm insurance. However, stand-alone life or disability products are more expensive. Farm cooperatives may also offer their members group insurance at a discounted rate.
It is important that employees are made aware of what coverage they have. If you, as the employer, decide against WCB coverage, or your farm insurance does not cover employees, they need to be aware of the situation and encouraged to look into individual coverage options.
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Hazard Identification
Every workplace has potential hazards. As an employer or supervisor, you need to know what these potential hazards are so that you can communicate them to your workers. Over the years, you may have become accustomed to some of the hazards on your operation and it can take a “new pair of eyes” or a tool such as a checklist to remind you of their existence.
There are many good safety audits available on line or through Alberta Agriculture and Food. These audits or checklists can be used to formally document your hazard identification process.
- Farm Safety Association Agricultural Safety Audit Program, www.farmsafety.ca/ohsatools/ASAP.pdf
- Prince Edward Island Farm Safety Code of Practice at www.peifa.ca/farmsafety
- Farm Safety It’s No Accident CD and DVD are available through Alberta Agriculture and Food by calling 780 427-4309.
This process will go a long way in helping you to make your operation safer and to make sure staff are aware of potential hazards.
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Hiring and Training
Frustration often occurs when n employee spends one or two days on a new job and decides it isn’t the right job. Likewise, the employer may suddenly realize that the person hired is not working out. In order to hire the right person, be sure to outline the requirements of the job and the specific skills required. A concise job description will help both you and the prospective employee decide if the job is right for them.
When looking for the “right person” for the job, ensure they are both physically and mentally capable of handling the job. Be prepared to train new workers even if they are experienced. They will need to become familiar with your rules, processes, machinery and premises.
New and young workers will need extra time and attention during the training period. They are often afraid to ask questions for fear of looking incompetent or stupid. It is important to put them at ease and create an environment where they will feel free to ask questions. You must emphasize that asking questions can make all the difference in preventing an injury or even death.
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Why Train?
Proper orientation and training of new employees is one part of good human resource management in your operation. With good training the employee should:
- know the reason for the job they are doing
- know more about the process than they did before
- understand something not previously understood
- develop new skills
- know where to go for assistance if required
- know how to do the job safely and correctly.
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Creating a Positive Work Environment
When developing your orientation and training plan for your employees,keep the following in mind in order to create a positive learning environment:
- All employees can learn
- Those learning, want and need direction and guidance
- Learning should be an active, ongoing process
- Employee learning should be sequential and ordered
- Vary the learning to avoid boredom and complacency.
- Learners should get a feeling of satisfaction from their learning.
- Correct behaviors should be reinforced in a positive manner.
- Learning does not occur at a steady rate.
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Organizing Your Orientation and Safety Training Program
Training new employees will be much more efficient and less time consuming if the basic outline is down on paper. This will also help to show due diligence if you ensure that every new employee receives the same training even if different managers are in charge.
Training programs will vary in complexity depending on the nature and size of the operation. For some operations, a simple checklist will suffice, while others will need a more complex plan. It may seem difficult to find enough time to orient and train new workers and tempting to let it slide. Yet, proper job training is recognized as being fundamental to reducing potential for accidents and injuries in the workplace.
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How Does a Person Learn?
Humans tend to learn and remember based on their involvement. It is not enough to give verbal instructions and expect that a worker will understand and remember when it comes time to do the task.
A learner tends to remember:
- 20% of what they hear (your verbal instructions)
- 30% of what they see (while they watch the task demonstrated)
- 50% of what they see and hear (having the task explained and demonstrated at the same time)
- 70% of what they say (verbally repeating steps of the task)
- 90% of what they say and do (telling you the steps while performing the task themselves)
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Making Safety Part of the Plan
Every year, too many new and young employees are injured on the job. Many of the injuries can be directly linked to a lack of worker knowledge. Never assume that a worker knows what to do; it could prove fatal. When a worker is trained to perform a task in the correct manner, benefits include less frustration, improved morale, increased productivity and a safer workplace.
All workplaces should have a safety policy, a simple statement of intent to provide a safe workplace. The safety policy should be top priority in the training program and discussed with all new workers. Using the orientation and safety training checklists as the basis you can expand your written safety policy to include a written safety plan. Hazard management information from the many sources listed under resources will help to complete your plan.
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Sample Orientation and Safety Training Checklist
Before the new employee arrives on the worksite:
- Meet with the new employee before their first day to cover some of the basic questions. You may have some written information on the operation that they can familiarize themselves with prior to starting work.
- Let them know what information is required for your records and payroll so they can bring it with them on the first day.
- Discuss dress code requirements and any safety equipment which they need to purchase before starting ( e.g., work boots).
- Tell them where to park their vehicle when they arrive and where they can find you or the supervisor in charge.
- Inform other employees of the new hire so they can be prepared to welcome the new person and assist with training as necessary.
Once the new worker arrives:
- Give tour of farm and facilities – introductions to other employees.
- Review general safety rules and reasons for each.
- Make employee aware of specific hazards in their working environment. Risk of exposure to hazards such as dusts, noise, and toxic materials.
- Explain the importance of using the personal protective equipment (PPE) supplied. Ensure there is always appropriate and well maintained PPE available.
- Show location of all fire extinguishers and provide training on how to use a fire extinguisher.
- Show location of emergency exits and marshalling area.
- Show location of first aid kits.
- Provide instruction on proper lifting techniques to prevent back injuries.
- Provide in-depth training on equipment operation or other complex tasks the worker will be responsible for. Include a review of operator manuals and maintenance schedules along with hands-on training.
- Explain general housekeeping rules
- Describe personal hygiene (e.g., after working with livestock or toxic materials).
- Explain how to handle unsafe conditions and who to report unsafe conditions or near-misses to.
- Discuss specific training that will be provided (e.g., WHMIS, fall prevention, confined spaces).
- Outline vehicle safety rules (e.g., speed regulations, preoperational checks, appropriate operating license).
- Discuss personal work habits (e.g., horseplay, smoking, inattention).
- Review disciplinary action.
______________________________
Employee Name
______________________________
Employee Signature
____________
Date
______________________________
Employer Name
______________________________
Employer Signature
____________
Date
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Resources
There are many great resources available to employers looking for information on safety training for new workers. The resources listed below are a sample of what is available.
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Online
http://www.agriculture.alberta.ca/farmsafety
http://www.agriculture.alberta.ca/greencertificate
http://employment.alberta.ca
http://www.worksafealberta.com
http://www.farmsafety.ca
http://www.casa-acsa.ca/
http://www.ccohs.ca/
http://www.farsha.bc.ca/
http://www.gov.mb.ca/agriculture/farmsafety/index.html
http://www.peifa.ca/
Alberta Agriculture and Rural Development, Farm Safety Program Resources
The Quick ‘n Dirty, A Short Guide to Farm Survival
Farm Safety It’s No Accident CD and DVD/manual
Safety Up factsheet series – written for new and young farmers
Make It Safe- Make it Visible- Safe Transport of Farm Equipment on Alberta’s Highways
To order resources contact Cindy Kremer at 780 427-4309 or fax 780 422-7755.
Alberta Agriculture and Rural Development Training Opportunities
Ag Safety Solutions – One-day safety training workshops provided in cooperation with Safecom Training Services. For more information call Laurel Aitken at 780-980-4230.
Green Certificate Agricultural Training Program - apprenticeship style farm training provides an opportunity for young people to gain experience in the agriculture sector of their choice. It is also an approved complementary program of studies available to all Alberta high schools in which students can earn 16 credits. For more information call Raelene Mercer at 780 427-4183.
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Disclaimer
While every effort has been made to ensure accuracy, Alberta Agriculture and Rural Development does not accept responsibility for errors or omissions. It remains the responsibility of the readers to keep abreast of and follow legislative requirements and recommended best practices for safety. The publisher, editors and all contributors to this publication cannot be held responsible for publication errors or any consequence resulting from the use of this publication. ©Copyright 2008. Alberta Agriculture and Rural Development This publication may be used for educational purposes and not for resale. Please give credit to Alberta Agriculture and Rural Development.
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Acknowledgements
Alberta Agriculture and Rural Development would like to thank Farm Safety Association Inc, for providing the source material for this document.
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