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New Faculty Orientation 2016

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Office of Human ResourcesThunder Bay Campus Office§ University Centre, Room - 0003§ Phone: (807) 343-8334§ Fax: (807) 346-7701§ E-mail: human.resources@lakeheadu.ca§ Website: http://hr.lakeheadu.ca/

Orillia Campus Office§ Room - OA 2012§ Phone: (705) 330-4008 ext. 2011§ E-mail: orhumres@lakeheadu.ca

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Meet the TeamName PositionJason MarchandSecondary contact: Laura Rovere, Administrative Assistant

Associate Vice President (HR)

Christina (Chris) BrassardSecondary contact, Trudy MacKinnon, HR Analyst

HR Partner, Academic and Research

Sherry HerchakSecondary contact, Laura Wark HR Associate

Assistant Director

Ursula MacDonald HR Officer – Health and Safety

Tiffany Moore Laboratory and Biosafety Specialist

Cindy Tindal HR Associate

Karen Ramsdale Human Resources Assistant

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Responsible for• Health & Safety • Professional Development• Labour Relations • Moving & Travel • Employee Relations • Return to Work Programs• Recruitment & Selection • Employee Database• Pension & Benefits • Contract Administration• Salary Administration• Policy Development• Harassment & Discrimination• Collective Agreement Interpretation

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Harassment & Discrimination Policy & Procedures

All members of the University Community are expected to contribute to creating an environment that is free from Harassment and Discrimination.

You have the right to be free from harassing/discriminatory behavior.

You have the responsibility to complain about harassing/discriminatory behaviour.

Be aware of the procedures under the policy.

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Harassment

§ is a course of comments or conduct consisting of words or actions that disparage (belittle, ridicule) or humiliate (put down, disgrace) a person in relation to a prohibited ground contained in the Ontario Human Rights Code that is known, or ought reasonably to be known, to be unwelcome.

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Personal Harassment (Bullying)§ is behaviour that generally involves a course of comments or

conduct directed towards a person or persons:

a) which serves no legitimate educational or work-related purpose; or

a) which is known or ought reasonably to be known, to have the effect of creating an intimidating, humiliating, or hostile educational or work environment.

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Sexual Harassment

§ includes unwanted physical contact, unwanted attention, invitations, leering, solicitation, demands, implied or express promise of reward or benefit in return for sexual favours, implied or express threat or act of reprisal if sexual favours are denied.

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Discrimination

§ means action(s) or behaviour(s) that results in the unfavourable or adverse treatment or preferential treatment of individuals or groups related to the prohibited grounds of the Ontario Human Rights Code.

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Prohibited Grounds

• Race • Place of origin• Family status • Age• Disability • Sexual orientation• Marital Status • Citizenship• Sex (gender identity) • Ethnic origin (cultural)• Record of offenses • Colour (assoc. with race)• Family status • Creed (religious conviction, belief, faith)• Ancestry (heritage, lineage, origin)• Gender Identity/Gender Expression

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Policy Guidelines§ Behaviours of harassment or discrimination shall not be tolerated.§ Supervisors shall not condone or ignore activities within their areas

that violate the rights of students, faculty or staff. They are expected to make those responsible aware that it is prohibited and that any complaints will be attended to promptly and effectively.

§ Individuals who believe they have been harassed or discriminated against shall have the right to complain and receive due process under the policy.

§ Complaints of harassment and discrimination should be directed to the Harassment and Discrimination Coordinator in Human Resources.

§ Formal and Informal resolution.

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Employee Code of Conduct Policy§ Covers 6 categories - Standards of Ethical Conduct

include:1) Personal Integrity2) Respect for Others3) Compliance with Law and Policy4) Diligence and Efficiency5) Protection of University Assets and Records6) Community Involvement and Public Communications

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Employee Code of Conduct Policy§ Staff and faculty have the responsibility to uphold

the code§ Violations are to be reported to the supervisor in the

area in which the violation occurred within 10 working days

§ Supervisor will conduct an investigation§ Appeals process

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Collective Agreement Entitlements

§ PER eligible expenses may include:

§ Membership fees; § Subscriptions to journals; § Equipment, supplies, etc. related to teaching

activities; § Conference expenses including travel; § Page and reprint charges of manuscripts.

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Occupational Health & Safety

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Occupational Health and Safety Act (OSHA) In Your Workplace (OHSA)§ Duties of the workplace parties (Employer, Supervisor, Worker)§ Right to Refuse or Stop Work§ Right to Participate§ Right to Know§ Enforcement (Ministry of Labour)§ Regulations§ Concept of Due Diligence and Internal Responsibility System (IRS)

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§ A supervisor must ensure that all workers:§ work in the manner and with

the protective devices; measures and procedures required by the Act and the regulations;

§ use or wear the equipment, protective devices or clothing that the worker’s employer requires to be used or worn

Duties of Supervisor (Section 27)

§ is advised of the existence of any potential or actual danger to the health or safety of the worker;

§ where so prescribed, provide a worker with written instructions as to the measures and procedures to be taken for protection of the worker;

§ take every precaution reasonable to protect the worker

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Duties of the Worker (Section 28)

§ Work in compliance with the Act and Regulations (OHSA)

§ Use protective devices that the employer requires

§ Report defects in equipment or protective devices that may endanger anyone

§ Use or operate a device a machine in a way that endangers themselves or others

§ Report unsafe acts to their supervisor

§ Report contraventions of the Act or Regs. to their supervisor

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Right to Refuse or Stop Work§ Guarantees the right of the worker to be able to refuse unsafe work§ Includes workplace violence; physical and verbal§ Very specific description of the procedure to be followed by worker,

supervisor, employer, certified member of JH & SC

The Right to Know§ Legal obligation of employers and supervisors to inform workers of any

hazards to which they might be exposed and to train them in how to work safely with such hazards

The Right to Participate§ OHSA Sect. 9 provides for worker participation in a Joint Health and Safety

Committee in a workplace where there are 20 or more workers

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Joint Health & Safety Committees§ Labs & Studios§ Offices & Classrooms§ Retail & Physical Support Services

§ Departmental Health and Safety Representatives§ see website for details

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Enforcement

§ The Ministry of Labour Inspector has the right to:§ Inspect the workplace, (no prior notice required);§ Talk to workers;§ Inspect equipment or documents;§ Investigate accidents;§ Issue tickets directly to the employee ($200) and/or supervisor

($300);§ Charge an individual (Fines up to $25,000 and/or incarceration 1

year); and§ Charge an employer (Fines up to $500,000)

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Regulations & Standards (Some)

§ Reg.851 – Industrial Establishments§ Reg.860 – WHMIS§ Reg.168 – Violence and Harassment in the workplace§ Reg. 297/13 – Occupational Health and Safety Awareness and Training § Reg.833 – Control of Exposure to Biological or Chemical Agents§ Designated Substances Regulations (mercury, lead, asbestos, etc.)§ Reg. 67/83 – Health Care & Residential Facilities§ First Aid Requirements – Regulation 1101§ Workplace Safety and Insurance Act§ Ontario Building Code/ Electrical Code§ Ontario Fire Code§ Company Safe Work Procedures§ Human Pathogens and Toxin Act / Biosafety Guidelines

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Due Diligence

§ Ontario OHSA defines due diligence: “taking every reasonable precaution” in the circumstances to protect the health and safety of all workers

§ Legal duty to at minimum comply with all applicable legislation and it requires employers to look beyond legislation

§ Applies equally to employers and supervisors

§ Important to know your own responsibilities and your duties (clearly defined by OHSA)

§ Supervisors – don’t have to be “management” to be one

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§ While the risks will vary from job to job there are a number of measures which can be implemented to bring “Due Diligence” to the workplace

§ appropriate instruction, training and orientation programs§ conduct and document regular inspections§ hold safety meetings with workers§ investigate accidents/incidents and implement corrective/preventive measures§ keep daily journal and document all safety violations and occurrences§ communicate regularly with workers, supervisors and senior management§ establish policies, practices and procedures to protect workers against risk§ exercise Progressive Discipline when required§ apply hazard identification and risk assessment§ be informed

§ All Due Diligence Actions must be recorded to “prove” that they actually occurred.

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Internal Responsibility System

§ Principal that workplace hazards can be best dealt with through communication and cooperation between employers, supervisors and workers

§ Workplace parties share the responsibility for occupational health and safety and must strive to identify hazards and develop strategies to protect workers

§ Everyone has a responsibility

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H&S Administrative Info

§ Report work related injuries (as soon as possible) to your supervisor and when necessary (i.e. medical aids/lost time) to Human Resources – Health & Safety

§ Critical Injuries – must be reported to MOL immediately, scene must be frozen until investigation by MOL and others (Fire Marshall, Police, University) completed

§ Written record of training provided to employees and/or students

§ Reporting Health & Safety concerns to first immediate supervisor, when necessary to Chair/Dean/VP

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H&S Administrative Info

§ Mandatory Training

§ Introduction to Health and Safety Law § New Hire Orientation § WHMIS (Via D2L)§ AODA (Accessibility for Ontarians with Disabilities Act) (Via D2L)§ Biosafety (Via D2L)

§ For more information - http://hr.lakeheadu.ca/wp/?pg=140 or § Ursula MacDonald – (807) 343-8671§ Tiffany Moore – (807) 343-8806§ Cindy Tindall– (705) 330-4008 ext.2011

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Health and Safety – We Are Here to Help You

· WHMIS· New Hire Orientation· Fire Safety· First Aid

· Ergonomic· Laboratory Safety· Biosafety/Biosecurity

· Work-related Accident / Incident Reporting (On-campus and Fieldwork)

· First Aid Kits and replacement supplies.

· Dealing with Difficult People· Health, Safety and the Law· Slips, Trips and Falls· Supervisor Training

· Radiation Safety· Chemical Safety· Fire Safety

· Health and Safety Video Library· Select Health and Safety Signage

· WHMIS labels· Liaison for Health & Safety Committees

Training

Consultation

Resources

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Questions