Staff Report #10
August 28, 2019
To All Commissioners
Re: 2019 Work Program – Human Resources – Second Quarter Update
The report be NOTED and FILED.
The following report is provided as an update on major projects as set out in the 2019 Work Program that were scheduled to commence and/or be completed in the second quarter, with the lead on same being the primary responsibility of Human Resources.
Occupational Health and Safety Work Program
The following provides an update on activities scheduled and/or completed from the Occupational Health and Safety Work Program for the second quarter of 2019:
Assess Musculoskeletal Disorders for the Operator’s Position
In the last two years, work-related injuries that resulted in some type of musculoskeletal disorder accounted for 51% of injuries in the Operator classification. A working group was established to assess how to effectively reduce these types of injuries in the workplace. It was found that musculoskeletal disorders were found to be primarily a result of three categories:
- Securing mobility devices
- Driver’s seat adjustment
- Opening/closing windows
The analysis of the injuries and causes identified an enhanced communication and re-education program was required concerning proper ergonomic principles and best practices to reduce same. The initiative will reinforce the use of proper ergonomics when performing tasks related to the Operator position, and to make sure that Operators are aware of the exertion required to perform those tasks, and the risk of injury if proper ergonomics are not used. The program will be rolled out over the remainder of 2019.
London Transit has a program in place to ensure the safety of all staff who are responsible for the safe handling and disposal/clean-up of biohazard materials and sharps. To ensure the program continues to meet best practice, specifically in relation to illicit drugs and related drug paraphernalia and the potential dangers associated with coming into contact with same, a review was undertaken and the related procedures and training were updated to enhance the protection for staff responsible for these job tasks. The training is currently being rolled out and will be delivered to all affected staff.
Slips, Trips and Falls
In the last year, work-related injuries as a result of “slips, trips and falls” accounted for 17% of all employee work-related injuries, up slightly from 2017. A Working Group was established to assess the incidents and determine how best to reduce future related injuries. The working group recommended the roll-out of an employee education program; focusing on employee training, use of proper footwear, three-point of contact, and scanning the area for a safe walk path. The program will be rolled out over the remainder of 2019.
Assessment of Motor Vehicle To Determine Any Causal Relationship Between Incidents and Line of Sight
Through the Committee, a concern was raised that blind spots on the bus may have resulted in an increased number of motor vehicles accidents. As such, an assessment was undertaken into same, specifically, blind spots caused by mirrors and windshield pillars in the driver’s area. An analysis of motor vehicle collisions from 2016-2018 was undertaken to determine whether the data supported the concern.
The assessment determined that a small number of collisions fell into categories where blind spots may have been an issue, however there is no evidence from the analysis to support that blind spots are a significant cause of collisions at London Transit. Notwithstanding, it is recognized that there are numerous objects that limit visibility in vehicles. Mobile Data Terminals (MDTs), mirrors, structural components such as windshield frames, cameras, etc. are all objects that can present visibility challenges for Operators. All of these items are necessary either for the structural integrity and safety of the bus, or for other operational or monitoring requirements, and are present industry-wide.
London Transit has in the past and continues to provide training to Operators to be aware of blind spots and to change their head and body positioning (“rock and roll”) while in the seat to minimize the impact. London Transit is not alone in employing this type of training; it is standard in the transit sector and wider transportation industry. This training is provided in conjunction with LTC’s defensive driving program.
Training in this area will continue to focus on making Operators aware of impediments to visibility, and techniques to mitigate same. The success of such training is demonstrated by the virtual absence of blind-spot related collisions at London Transit.
Digital Recording Surveillance System Usage Policy & Procedures
The following provides an update on key activities scheduled and/or completed from the Training and Development Work Program for the second quarter of 2019:
Mental Health Resiliency
The development of LTC’s Mental Health Resiliency Program is now complete, and the internal facilitators have completed the necessary training program to effectively deliver the half-day (4 hour) program. To recap; Human Resources, the LTC Wellness Committee with the assistance of external resources designed a custom training program with embedded videos on the topic of mental health resiliency (i.e. tips and strategies to manage mental health) tailored to address issues experienced by the London Transit employee group. The curriculum focuses on the following:
- Mental Health and Wellbeing introduction, “the continuum of mental health”
- Self-awareness /understanding your mental health/self-assessment of the level of mental health
- Recognizing stressors
- Who to call when you’re not OK
The training program is being rolled out beginning in the third quarter of 2019 with the objective to have all employees complete same within 36 months. Feedback from training participants thus far has been extremely positive.
Problem Resolution/Investigation Process
Management staff and the ATU Local 741 Executive members jointly completed Workplace Investigation training in late February. The training was conducted by an external consultant, with expertise in the subject matter. Key aspects of the training focused on characteristics of a competent investigator, steps in an investigation, interviewer skills, questioning skills (i.e. what not to ask), active listening, and consideration of evidence and credibility.
Joanne Galloway, Director of Human Resources
Concurred in by:
Kelly S. Paleczny, General Manager