Canadian Occupational Safety

OCTOBER/NOVEMBER 2018 23 EMPLOYERS SAFEST 2018 CANADA'S While Niagara Casinos has done biometric screening in the past, it really wanted have a better gauge of the population, so it offered a two-week clinic last year with a variety of dates and times for employees to attend. "(Employees) could consult with the nurses there that were doing the test- ing, so if they were identified as high risk, then they were receiving additional resources in the community but also through our benefits provider on what they could access," says Rebecca Rooney, health promotion and wellness co-ordinator. The clinic included full biometric screening and immediate feedback for employees. An aggregate report was provided to human resources at the end of the screenings so it could tailor the company's wellness program accordingly. The screenings provided information on employees' risk areas, looking at things like waist circumference, blood glucose, total cholesterol, body mass index and body fat percentage. "It gives us a really good snapshot of what our population's health is, how it's measuring up right now," says Rooney. "So maybe every other year we would like to do that and then we can continue to compare on prior years, see where we're trending — are we getting better, are our programs targeting the right things?" Niagara Casinos has an on-site registered kinesiologist, as well as a safety and prevention supervisor specializing in ergonomics, who completes ergonomic assessments for employees. This is particularly important given that the average worker age at Niagara Casinos is around 50, says Palmer. In November 2017, the company launched a targeted ergonomic program for its table games dealers due to this position being at higher risk for develop- ing musculoskeletal disorders. This involved ergonomic training, train-the-train programs and individualized ergonomic coaching. Niagara Casinos is also working with its food and beverage department to look at positions that have higher rates of musculoskeletal claims. "We're looking at working with some of our second cooks, some of our serv- ers and bus people, some of our kitchen workers... Looking at both behavioural activities, biomechanics for those people, but also workflow and design changes that we can do in the area to improve ergonomics," says Palmer. Looking ahead, Niagara Casinos will also be introducing a 30-day fitness challenge, with a focus on hydration, nutrition, steps, exercise, active breathing and mindfulness. A t the Borger Group of Companies, one of the big projects this year has been to ensure everyone understands the company's policy on cannabis. "That's one thing we see as a major potential risk area for our company: When people think 'legal' means it's allowed on the job site," says Bill Borger, president and CEO of the Calgary-based construction company. Borger Group developed three mandator y online courses on cannabis awareness. The course for field workers seeks to drive home the message that no worker can be under the influence of drugs (even if for medical use) and operate machinery. It reminds workers of their obligation to refuse work if they suspect a colleague is impaired. They can "play" their S.O.S. (Speak Out for Safety) card, requiring the supervisor to shut down a work site. Courses for foremen and supervisors explain how to recognize and test for impairment. Anyone who tests within a set limit is considered impaired. "Now, we've curbed that one, and our guys are all educated," Borger says. The Borger App is the central hub for safety communication and education. After downloading the app onto their personal and corporate phones, all 410 employees can receive the Borger Broadcast, a weekly broadcast from the CEO. The broadcast reinforces safety messages and often draws attention to a safety hot topic; for example, an incident that's trending. The winners of the company's various safety awards are also announced on the Borger Broadcast. Through the app, workers can access Borger University, where they find their online courses in safety, environment and operational best practices. When a course is done, they get a certificate of completion, credits towards Borger's internal degree, a master and doctor of construction and, sometimes, monetary rewards. The safety team can use the app to send out impromptu training courses. An alert prompts workers to follow a link to Borger University and watch a training video, which may be followed by an exam, on how to use a new piece of equipment. Borger University plays a big role in creating the company culture, says Hassan Hussein, safety manager. "We call it the Borger ideology or the Borger way of life," he says. In addition to training on safety, courses cover a range of topics on company values, from personal behaviour to the environment. To standardize training for equipment operators, Borger Group introduced an equipment operator licensing program. No person can run a machine with- out a proficiency licence. First, the worker takes a 45-minute online training course. Then, the worker and instructor go out on the job and perform a proficiency test to see at what level the worker is able to perform. Workers are assigned responsibilities based on skills. As their skills grow, they are assigned more complicated tasks and their proficiency licence is updated. "That licence is a 'live' document," Hussein says, explaining supervisors can access the licence and know exactly which tasks a worker can and cannot be asked to perform. "That's really helping reduce incidents on the job site." To promote mentorship, all workers have a sticker on their hard hats indicat- ing through a colour-coded system how many years they have been at Borger. To keep workers engaged in safety, Borger Bucks are always up for grabs for safety participation and achievements. Workers can redeem them for gift cards, event tickets and safety gear. At the annual Innovation Fair, workers can showcase their ideas on approaching existing challenges with new solutions. This year, four of the winning submissions were related to safety. The winners are awarded scholar- ships, cash prizes and trophies. "If you want to make safety part of your culture, make it fun," Borger says. BUILDING AND CONSTRUCTION GOLD Group of Companies Kenaidan Contracting Walsh Canada Silver Silver

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