February 11, 2008

Working alone and combating violence in the workplace are concerns for many workers in British Columbia, and definitely for IUOE members.  It’s important that health and community social services workers-and their employers- know about changes to WorkSafeBC regulations governing these areas so that our workplaces can be made safer.

“Working alone” will be safer with regulation changes

Motivated by the killing of Maple Ridge gas attendant Grant Depatie in 2005, there are new regulations protecting employees who work alone or in isolation – and these pertain to all B.C. workers and all sectors.

Now, new language defines “to work alone or in isolation” as working in circumstances where assistance would not be readily available to the worker in case of emergency or in case the worker is injured or in ill health.

For IUOE members who work alone, the combination of the new and current regulations means that the employer, after taking every practicable step to minimize risk(s), must tell the worker what hazards remain. And the employer must develop a written procedure in consultation with the worker and the Joint Occupational Health and Safety (JOHS) committee. While this will not eliminate working alone, particulary in the community health and community social services sectors, we can use these changes to encourage employers to minimize the practice.

Workers will be better informed about potentially violent situations.

Health care workers know that the facilities where they work are among the most dangerous job sites in the province, especially when it comes to incidents of abuse and violence.

Under a new regulation, disclosure of workplace hazards, including potentially abusive or violent, the employer must tell the worker.

There are several other WorkSafeBC regulation changes dealing with “new” and “young” workers, chemical and biological agents, and fume hoods in laboratories that went into effect on or before February, 1 2008.

To read more about all the changes, check out the WorkSafeBC website.

As the Vancouver Island Health Authority prepares to introduce its new care delivery model for all directly administered residential care facilities, the union is concerned that changes will not result in significant improvements to long-term care delivery.

The new model, to be implemented February 8, involves some increases in hours of direct care per resident, per day, and new schedules for some care staff.

Contrary to VIHA’S public statments that the new model will improve “quality and consistency of care,”staffing level increases, where they exist, are minimal.

And while the model provides for one day of employer-paid education for care staff, there are no substantial initiatives to address workload challenges that continue to be on the rise.

Over the last several years, long-term facilities have seen a significant increase in the acuity levels of their residents, “but even though many residents are older and sicker when they enter a care facility, staffing levels have not risen to meet the challenging and complex needs of today’s resident population.

Our seniors have a right to quality care, and that means government and their health authorities must ensure there are appropraite numbers of staff available to meet residents’ needs. The union is also concerned that the privatization of support services has resulted in lower staffing levels in housekeeping and food services which generates more work for the direct care staff.

HEALTHCARE EARLY INTERVENTION PROGRAM

FACILITIES BARGAINING ASSOCIATION

WHAT IS EIP?

EIP, the Early Intervention Program, is a collaborative program to assist regular employees who are ill or injured return to work.

THE EIP TEAM

• You

• Your Employer

• Your Union

• Your doctor and other healthcare providers

• The EIP Early Intervention Coordinator (EIC)

• The EIP Medical Case Manager (MCM)

The EIP team works together to design a customized return to work plan for you based on your medical condition, your requirements for returning to work, your skills and potentially your employer’s ability to accommodate your return to work.

WHO IS THE EIC?

The EIC (Early Intervention Coordinator) is part of a team of health professionals at the EIP provider, the Healthcare Benefit Trust (HBT).

The EIC is responsible for coordinating your return to work plan by:

• Contacting you, explaining the program, and assessing your need for EIP.

WHO IS THE MCM?

The MCM (Medical Case Manager) is a Registered Nurse and/ or an Occupational Health Nurse.  As a member of the EIP team, the MCM provides a planned approach to managing cases by:

• Reviewing your medical care plan and your response to treatment.

• Referring you to medical providers and/ or rehabilitation service providers for treatment as required.

• Developing a customized plan that will accommodate your limitations and capabilities.

• Working with your employer to accommodate your return to work.

• Following up with you to ensure your return to work is successful.

HOW DOES THE PROGRAM WORK?

Getting Started

• If you have been ill or injured for 6 scheduled shifts or 10 calendar days, whichever occurs first, your employer will refer your name to the EIC.

• The EIC will contact you to discuss EIP and determine if the program can assist you.

 Data Collection

• Once you are in the program, you and your doctor will be required to complete a confidential Occupational Fitness Assessment (OFA) form that provides information relating to your illness or injury and an assessment of your anticipated return to work.

Plan Development

• The MCM, in consultation with you and other representatives from your EIP team, will assess your situation and recommend a plan tailored to your individual circumstances.

• Your plan may include ensuring that you receive prompt medical care, such as referrals to medical specialists when appropriate.

• Your plan may include integrating you back into your workplace with graduated or modified duties.

• Your plan may include the provisions of job accommodation by your employer at your workplace.

Implementation & Follow Up

• Once your plan is approved by your healthcare provider, it will be put into action.

• The MCM will monitor your progress and make adjustments to the plan as needed to ensure that your return to work is successful.

WHAT AM I REQUIRED TO DO?

This program is included in your collective agreement.  You are strongly encouraged to work with the MCM, your employer, your union and your healthcare provider to facilitate your return to work.  Employees may self-refer to EIP.

HOW DOES MY UNION ASSIST ME?

Your union acts as your representative on the EIP team and advocates on your behalf for successful early return to work/ accommodation plans.

Your EIP union representative reviews progress reports on your return to work plan and maintains a dialogue with other EIP team members throughout the process.

WHAT ABOUT THE PRIVACY OF MY INFORMATION?

HBT is an independent service provider that is bound by the BC Personal Information Protection Act (PIPA).  As such, information that is provided to the EIC and MCM is considered strictly confidential.

For Further Information

Please Contact

Your IUOE Representative at:

www.iuoe882.com

• Lower Mainland:     604-294-5266

• Toll Free (in BC):     1-888-668-1606