Workplace training standards are developed from the activities defined in occupational standards, and they include learning objectives to ensure that the necessary skills and knowledge are developed by a person to enable him or her to function at occupation with achieving a level of competency.
The meaning of competency is simple. A person found to be competent must have knowledge, experience and training, knowledge of current and updated policies, procedures, legislation and regulations pertaining to the work they do, and be able to identify all hazards associated with the work they perform.
Competency vs Competent can be defined as though both having similar meanings, competence and competency are used in different contexts. Competence refers to a person’s ability or skills and knowledge that he or she possesses. Competencies of a job refer to description of how things have to be done, how they need to be completed safely.
Trainers are to develop a hazard control program which consists of all steps necessary to protect workers from exposure to a substance or system, the training and the procedures required to monitor worker exposure and their health to hazards such as chemicals, materials or substance, or other types of hazards such as noise and vibration.
When a worker is expected to perform their duties and responsibilities in a safe and healthy manner, the employer needs to ensure proper training is being conducted. The employer is responsible to hire or contract a training facilitator that is competent, is in possession of a designation providing authorization to train, as well as being held accountable for their training program.
Instructors that provide inadequate training which does not meet or exceed the training requirements, are known as incompetent. Not only are instructors cheating the participants out of knowledge and training. They are not providing the participants the ability to identify hazards. These hazards if left unidentified through inadequate and substandard training, could result in a critical injury, or even a life threatening event.
Participants and employers that are dependent on these competent instructors, must ensure that the instructor is in fact also trained to perform the scope of work being instructed. They must also have proof of competent training themselves.
Employee training and development is a broad term covering multiple kinds of employee learning. Training is a program that helps employees learn specific knowledge or skills to improve performance in their current roles. The instructor has the most responsibility verifying that the participant is knowledgeable.
A professional instructor will be liable for the information and training provided throughout the term of the certification provided. The employer needs to determine if the instructor is in fact prepared to take on this liability.
Ensure that your workers, sub – contractors, are being trained with the most up to date program, ask the instructor to provide a detailed summary of the program, and the ask if they will be liable for the training delivered. If they answer yes to the above, you have a competent instructor. If they answer no to any of the above, then you need not bother asking them to provide the training. They are not competent and will increase your liability.
Consolidation Period: From July 1, 2018 to the e-Laws currency date.
No amendments.This is the English version of a bilingual regulation.
- (1) In this Regulation,
“accumulated demerit points” has the same meaning as in Ontario Regulation 339/94 (Demerit Point System) made under the Act; (“points d’inaptitude accumulés”)
“escort” means an over-dimensional vehicle escort as defined in subsection 110.5 (10) of the Act. (“accompagnateur”)
(2) A reference in this Regulation to a class of driver’s licence is a reference to the class of licence as prescribed in Ontario Regulation 340/94 (Driver’s Licences) made under the Act.
- The Registrar of Motor Vehicles is designated as an appointing authority for the purposes of section 110.5 of the Act.
Appointment as an escort
- (1) An applicant shall satisfy the following eligibility requirements to be appointed as an escort:
- The applicant has successfully completed a course for escorts approved by the Registrar.
- The applicant holds a valid Class A, B, C, D, E, F or G driver’s licence, or an equivalent licence from another jurisdiction, and has held any such licence for at least four years.
- The applicant does not have more than six accumulated demerit points.
- If the applicant has previously been appointed as an escort, the applicant has, during such appointments, complied with the Act and this Regulation.
(2) An applicant who is a resident of another jurisdiction is exempt from the eligibility requirement described in paragraph 1 of subsection (1) if,
(a) the applicant is authorized by another province or territory of Canada or a state of the United States of America to perform functions comparable to those performed by an escort in Ontario;
(b) the applicant completed a training course that is comparable to a course for escorts approved by the Registrar before he or she was authorized as described in clause (a); and
(c) the jurisdiction referred to in clause (a) grants an exemption for Ontario residents who have been appointed as escorts that is similar to the exemption set out in this subsection.
(3) The Registrar may revoke or refuse to renew an appointment if the escort,
(a) fails to maintain a valid Class A, B, C, D, E, F or G driver’s licence or equivalent licence from another jurisdiction at any time during his or her appointment;
(b) has more than six accumulated demerit points; or
(c) contravenes the Act or this Regulation.
Identification as escort
- (1) An escort, while carrying out duties under his or her appointment, shall have in his or her possession his or her certificate of appointment and shall produce such certificate upon request.
(2) An escort, while carrying out duties under his or her appointment, shall wear a garment that covers at least his or her upper body and has the following features:
- The garment shall be fluorescent blaze or international orange in colour.
- On the front and the back, there shall be two yellow stripes that are 5 centimetres wide. The yellow area shall total at least 500 square centimetres on the front and at least 570 square centimetres on the back.
- On the front, the stripes shall be arranged vertically and centred and shall be approximately 225 millimetres apart, measured from the centre of each stripe. On the back, they shall be arranged in a diagonal “X” pattern.
- The stripes shall be retro-reflective and fluorescent.
(3) If an escort uses a hand-held sign to direct traffic, the following requirements apply to the sign:
- It shall be octagonal in shape, measure 450 millimetres between opposite sides and be mounted on a pole that is 1.2 metres long.
- It shall be high-intensity retro-reflective grade red in colour, with the word “STOP” written in legible high-intensity retro-reflective grade white letters 150 millimetres high in a central position on the sign.
- It shall be maintained in a clean and legible condition.
(4) An escort’s vehicle shall,
(a) display signs with the words “OVERSIZE LOAD” either on the front and the rear or on the roof facing both the front and back of the vehicle;
(b) display signs with the words “Certified Escort” on both sides and the rear;
(c) display orange coloured flags on each side;
(d) have amber lighting on its roof visible on a 360 degree basis consisting of either a rectangular bar positioned across the width of the vehicle or two warning lamps, one on each side of the roof, that qualify as Class 1 warning lights according to Standard J845, published on June 10, 2013 by SAE International, as amended from time to time; and
(e) not have any sign or other object affixed to it that would block the view of the warning lamps from any position around the vehicle.
Closure of highways
- (1) An escort shall not close a highway unless the permit issued under section 110 or 110.1 of the Act for the vehicle or combination of vehicles that is being escorted by the escort authorizes the escort to close highways.
(2) An escort who closes a highway under subsection (1) shall do so in accordance with the methods set out in Regulation 599 of the Revised Regulations of Ontario, 1990 (Highway Closings) made under the Act.
- Omitted(provides for coming into force of provisions of this Regulation).
Update on Ontario’s Certified Superload Escort ProgramThe Ministry of Transportation has amended sections 110 and 110.1 of the Highway Traffic Act to allow a certified person who is not a police officer to direct traffic when escorting an over-dimensional superload. Supporting Ontario Regulation 215/18 details the requirements regarding the appointment, training, vehicle appearance, identification, signage, and communications for Certified Superload Escorts (CSE). Effective July 1, 2018 persons wishing to become certified to direct traffic for movement of superloads will be required to successfully complete an MTO-approved training course before being eligible for appointment. There are now training organizations approved to deliver the Certified Superload Escort Program. A small number of Certified Superload Escorts have completed the training but there is a need to have all potential Superload Escorts trained and certified by the end of the year. Consequently, effective January 1, 2019 the Ontario Provincial Police will cease to provide paid duty escorts to assist in the movement of Oversize/Overweight Superloads. Please contact the Business Innovation Team at BIT@ontario.ca for questions on the Certified Superload Escort Program. Carrier Safety Enforcement Branch Business Innovation Team
In the 2017 year, there was a total of 22 reported workplace fatalities in Ontario which is almost double the fatality rate of 13 in 2016.
So far in 2018, the fatality rates are also not off to such a great start. From January 1-June 15, 2018 there have been 11 recorded fatalities in Ontario, which is a rise from the 7 recorded for the same time period of the previous year.
A continuing trend seen in these statistics is the amount of fatalities due to falls from height. In 2017, 7 of the 22 recorded fatalities were due to falls from heights; while in 2018, 8 of the 11 fatalities were due to falls from heights… that’s a whopping 72% of the total recorded fatalities for the first 6 months of 2018.
Falls from heights continues to be the leading cause of fatalities and critical injuries in the construction industry in addition to being the #1 Health and Safety Violation in Construction, as reported by the Ministry of Labour. In 2017, the M.O.L issued 8,850 violations for fall protection with 7,438 for the lack of PPE and 4,224 for improper use/maintenance of ladders or scaffolding.
In the July 2018 M.O.L Report to the Labour Management Network, the current data for workplace critical injuries and fatalities are posted. The total year-to-date critical injuries are at 79, which is a decrease from 100 at the same time in 2017.Workplace place accidents are preventable, however it requires commitment from all workplace parties.
Employers must ensure that workers are adequately trained on how to perform their jobs safely and in accordance with regulations, that all equipment, devices and materials are maintained in good working order and used in accordance with the manufacturers guidelines. Most importantly, that employers are taking every precaution reasonable in the circumstances for the protection of the workers.
Supervisors must do the same, ensure that all workers work in compliance with the Act and regulations, equipment is used and worn properly, workers are provided with the information on any potential and existing hazards in the workplace and every precaution reasonable is taken in the circumstances for the protection of the workers.
Workers must work in compliance, inspect and use their equipment properly, report any unsafe conditions/acts, injuries and near-miss incidents and exercise their three basic rights.The common mindset of “it won’t happen to me” will not make you immune from the risk of an injury or fatality. Just because it hasn’t happened yet, does not mean it won’t happen in the future.
The most important job, is ensuring you arrive home at the end of each day- safe and sound.
Ontario’s Minimum Wage is Now $14 an Hour
Effective January 1, 2018Increased paid vacations and new personal emergency days also in effect starting today, people across Ontario will see their wages rise $14 an hour as the new general minimum wage takes effect. This change will help workers and their families who are struggling to get ahead in a changing economy. s part of Ontario’s Fair Workplaces, Better Jobs Act, 2017, the minimum wage will increase again to $15 an hour on January 1, 2019, to be followed by annual increases at the rate of inflation. Other provisions of the new provincial legislation that come into effect on January 1, 2018, include:
- Ensuring workers are entitled to at least three weeks’ vacation after five years with the same employer, bringing Ontario’s vacation time in line with the national average.
- Expanding the 10 days per calendar year for personal emergency leave to employees in workplaces with fewer than 50 employees, with at least two paid days per year for employees who have been employed for at least a week.
- A new domestic or sexual violence leave of up to 10 individual days and up to 15 weeks of job protected leave; the first five days of leave in every calendar year would be paid.
- Increased family medical leave from 8 to 28 weeks per year.
- A new child death leave from any cause up to 104 weeks, and increased crime-related disappearance of a child leave from 52 to 104 weeks.
- Changes to make forming a union and reaching a first collective agreement easier.