CMHR A+ OH&S FINAL EXAM. INSIGHTFUL QUESTIONS
AND ANSWERS.
There are three basic rights that apply to all Canadian employees:
The right to know about hazards in the workplace
The right to refuse unsafe work
The right to participate in keeping workplaces safe
Right to Know:
Workers have the right to know about the dangers associated with their work task or
activity. All these rights can be associated with worker training, in terms of awareness
and how to deal with the dangers of their work.
Right to Refuse:
Workers have the right to refuse unsafe work that they believe to be dangerous to
themselves or another worker. Workers have a right to refuse unsafe work if they are
asked to perform a task that they deem to be unsafe, or are asked to use equipment
that is not in good working order. There are some exceptions, e.g., if the hazard is a
normal part of the job and/or if the refusal would put another life at risk.
Right to Participate:
Workers have the right to actively take part in the protection of their own health and
safety. This involves reporting unsafe work practices and conditions to their supervisor.
A general model of the training process incorporates three parts.
Needs analysis
Training design and delivery
Training evaluation
Needs analysis
> intended to identify employee and organizational deficiencies that can be addressed
with training
> intended to recognize potential challenges to the success of a training program.
> This is where all the needs are identified, and they are analyzed for how to effectively
address them.
> ob/task analysis. This is where jobs and specific job tasks in need of training are
identified and studied.
,Training design and delivery
based on the needs analysis. Training is designed based on the needs identified. The
training is then delivered to the appropriate staff.
Training evaluation
> assessing the effectiveness or the accomplishment of the training. The effectiveness,
or accomplishment, or even the success of the training really depends on what needs
the training was meant to address.
Kirkpatrick's 1994 evaluation model suggests four important training outcomes
1. Did the trainees have positive reactions to the training?
2. Did the trainees learn the material covered in the training?
3. Did the trainees apply what they learned and realize a change in work behaviour?
4. Did the organization see positive organizational results following training?
Organizational results can be assessed by looking at_____ , _________ AND
__________. One would anticipate experiencing a reduction in _________,
__________ AND _________.
incident, injury, and fatality rates
accident rates, injury rates, and incidence of close calls.
There are a number of common safety training initiatives that are applicable to
organizations of all sizes and sectors. Three of these initiatives include:
Safety orientation
WHMIS training
First-aid training
Safety orientation is a
program that ensures employees are provided with a base level of health and safety
training.
General orientation may include:
Fire and emergency response
Accident prevention and reporting policies
Workplace hazards recognition
WHMIS training
, Housekeeping
General health and safety awareness
WHMIS training:
Workplace Hazardous Materials Information System (WHMIS) is the standard for the
communication of information about hazardous materials.
First-aid:
Provincial health and safety legislation determines first-aid requirements based on the
numbers of workers per shift.
Motivating Safety Behaviour at Work
> Ensure employees utilize knowledge and skills gained during training and consistently
perform their work duties in a safe manner
Facilitate the organization's role in supporting _____________________
employee safety efforts
Focus on _______________
prevention
Categories of Health and Safety Programs Include: (3)
Engineering interventions
Administrative interventions
Behavioural interventions
Engineering Interventions May Involve: (CRR)
> Changing the physical environment to reduce exposure to hazards (e.g., installing a
guarding system)
> Redesigning physical workplace (e.g. changing the layout of equipment in a
warehouse motivated by ergonomics solutions)
> Removing or eliminating hazards (e.g., installing a local exhaust ventilation system to
remove toxic contaminants away from a worker’s breathing zone)
Administrative Interventions May Involve:
> Written procedures (e.g., a written workplace inspection procedure)
> Job rotation (e.g., working on one production line with the left hand then switching to
work on a line with the right)
> Scheduling work during less hazardous periods (e.g., doing rooftop repair with
AND ANSWERS.
There are three basic rights that apply to all Canadian employees:
The right to know about hazards in the workplace
The right to refuse unsafe work
The right to participate in keeping workplaces safe
Right to Know:
Workers have the right to know about the dangers associated with their work task or
activity. All these rights can be associated with worker training, in terms of awareness
and how to deal with the dangers of their work.
Right to Refuse:
Workers have the right to refuse unsafe work that they believe to be dangerous to
themselves or another worker. Workers have a right to refuse unsafe work if they are
asked to perform a task that they deem to be unsafe, or are asked to use equipment
that is not in good working order. There are some exceptions, e.g., if the hazard is a
normal part of the job and/or if the refusal would put another life at risk.
Right to Participate:
Workers have the right to actively take part in the protection of their own health and
safety. This involves reporting unsafe work practices and conditions to their supervisor.
A general model of the training process incorporates three parts.
Needs analysis
Training design and delivery
Training evaluation
Needs analysis
> intended to identify employee and organizational deficiencies that can be addressed
with training
> intended to recognize potential challenges to the success of a training program.
> This is where all the needs are identified, and they are analyzed for how to effectively
address them.
> ob/task analysis. This is where jobs and specific job tasks in need of training are
identified and studied.
,Training design and delivery
based on the needs analysis. Training is designed based on the needs identified. The
training is then delivered to the appropriate staff.
Training evaluation
> assessing the effectiveness or the accomplishment of the training. The effectiveness,
or accomplishment, or even the success of the training really depends on what needs
the training was meant to address.
Kirkpatrick's 1994 evaluation model suggests four important training outcomes
1. Did the trainees have positive reactions to the training?
2. Did the trainees learn the material covered in the training?
3. Did the trainees apply what they learned and realize a change in work behaviour?
4. Did the organization see positive organizational results following training?
Organizational results can be assessed by looking at_____ , _________ AND
__________. One would anticipate experiencing a reduction in _________,
__________ AND _________.
incident, injury, and fatality rates
accident rates, injury rates, and incidence of close calls.
There are a number of common safety training initiatives that are applicable to
organizations of all sizes and sectors. Three of these initiatives include:
Safety orientation
WHMIS training
First-aid training
Safety orientation is a
program that ensures employees are provided with a base level of health and safety
training.
General orientation may include:
Fire and emergency response
Accident prevention and reporting policies
Workplace hazards recognition
WHMIS training
, Housekeeping
General health and safety awareness
WHMIS training:
Workplace Hazardous Materials Information System (WHMIS) is the standard for the
communication of information about hazardous materials.
First-aid:
Provincial health and safety legislation determines first-aid requirements based on the
numbers of workers per shift.
Motivating Safety Behaviour at Work
> Ensure employees utilize knowledge and skills gained during training and consistently
perform their work duties in a safe manner
Facilitate the organization's role in supporting _____________________
employee safety efforts
Focus on _______________
prevention
Categories of Health and Safety Programs Include: (3)
Engineering interventions
Administrative interventions
Behavioural interventions
Engineering Interventions May Involve: (CRR)
> Changing the physical environment to reduce exposure to hazards (e.g., installing a
guarding system)
> Redesigning physical workplace (e.g. changing the layout of equipment in a
warehouse motivated by ergonomics solutions)
> Removing or eliminating hazards (e.g., installing a local exhaust ventilation system to
remove toxic contaminants away from a worker’s breathing zone)
Administrative Interventions May Involve:
> Written procedures (e.g., a written workplace inspection procedure)
> Job rotation (e.g., working on one production line with the left hand then switching to
work on a line with the right)
> Scheduling work during less hazardous periods (e.g., doing rooftop repair with
