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Learning objectives:
Summarize the common elements of federal and provincial occupational
health and safety legislation.
Describe the measures managers and employees can take to create a safe
work environment.
Identify ways to control and eliminate various on-the-job health hazards.
Describe the programs organizations utilize to build better health among
their workforces.
Indicate the methods for coping with stress.
Occupational illness: Any abnormal condition or disorder, other than one resulting
from an occupational injury, caused by exposure to environmental factors
associated with employment
Duty for Employees: required to comply with all applicable acts and
regulations, to report hazardous conditions or defective equipment, and to
follow all employer safety and health rules and regulations, including those
prescribing the use of protective equipment.
Workers’ compensation: injured workers can receive benefits in the form of a cash
payout (if the disability is permanent) or wage loss payments (if the worker can no
longer earn the same amount of money).
Industrial disease: A disease resulting from exposure to a substance
relating to a particular process, trade, or occupation in industry
Proactive Safety Training Program: certain occupational areas, safety and health
training is legally required. When training is mandated, employers must keep
accurate records of all employee education. Violations can incur criminal penalties.
Enforcing safety rules: communicated through supervisors, bulletin board notices,
employee handbooks, and signs attached to equipment. Safety rules are also
emphasized in regular safety meetings, at new-employee orientations, and in
manuals of standard operating procedures.
Stress: Any adjustive demand caused by physical, mental, or emotional factors that
require coping behavior
Sources of Job-Related Stress
High demand: having too much to do in too short a time
High effort: having to expend too much mental or physical energy over too
long a period
Low control: having too little influence over the way a job is done on a day-
to-day basis
Low reward: receiving inadequate feedback on performance and no
recognition for a job well done