Organizational Development

Only by commiting to a process of continual improvement can an organization achieve its stated occupational health, safety and environmental objectives.

Flourishing safety cultures are driven by well led, and sufficiently motivated and trained people.

In the end the need to control costs, minimize corporate liablity exposures and achieve organizational due dilligence goals all depend upon one thing - great results in safety performance can only be achieved where a durable and vibrant corporate culture in safety has been established.

Knaack and Associates can help your firm get back on track with all of its health, safety and environmental needs. Achieving better outcomes depends on the ability to establish the fundamentals of a workable safety and business culture that promotes health and safety to the benefit of all including shareholders.

Knaack and Associates

Have the ability to assit you with all of your health, safety and environmental compliance needs.

Our assistance and intervention service offering is tailored to your needs. Working with your staff we can help locazlize workable solutions that will ensure that all your organization's health and safety programs remain founded upon a solid knowledge based footing.

When faced with unexpected health and safety challenges look no further than Knaack and Associates. We can guide your team how to appropriately respond to a work refusals.  We can help you  short cut the process of outsourcing new safety titles and expertise.  Leverage our experience in investigating hazardous occurrences in the case your require assistance with the investigation and consequence management  associated with a workplace mishap.



A few Common Organizational Development Performance Measures: 

The President or Chief Executive has attended at least one health and safety committee meeting during the past year;

All staff, supervisors and nanagers have been trained to the level of proficiency and compliance required by legislation, industry best practice guidelines and individual job requirements;

There has been a measurable decrease in number of productive days lost as a result of injury;

There has been a measurable decrease in the the number and frequency of workplace injuries resulting in intervention beyond first aid;

Corporate Worker's Compensation (WCB) Rates could be reduced over the past six months resulting in a net profit and productivity gain to the organization;

The organization has been FREE of occupational Injuries and Illnesses as expressed in ongoing WCB claims administration statistics;

The organization has not been issued with regulatory inspection orders or charges under fire, life or environmental regulations, statutes or guidelines;

High safety performance by teams and individuals has been recognized by the corporation.


Professional Development

Health and safety cultures are never static. Compliance horizons change because people change. Employee turnover often is the natural outcome of market pressures. Sometimes, though, employee turnover is the direct result of dissastisfaction with the cultural dynamics at work.

The emergence of a solid corporate health and safety culture can often assist the human resources professional with two of the key concerns organizations must face today, presenteeism as well as the retention of qualified but quietly dissatisfied staff in key positions.  

The essence of professional development from a health, safety and environmental perspective is to ensure that complacency never has the chance to take hold within the organizational dymantics of a corporation. Complacency represents the greatest danger to any established health and safety program. In the end the only way to reign in those factors that can lead to an increasingly complacent workplace is through the establishment of a vibrant process of vigilance and continual improvement that is embraced by everyone within the organization.

Workplace Safety and Health

According to Health Canada three basic factors have a strong bearing upon occupational health and safety:

Environmental Factors

• Physical conditions of the workplace (noise, indoor air quality, ergonomics,)
• Work schedules (shift work, overtime); and,
• Distribution of responsibilities and relationships between co-workers and supervisors

Personal Resources

• Employees' sense of control over their health;
• Employees having a say in decisions that impact them in the workplace; and,
• Social support from co-workers, family and friends

Health Practices are Lifestyle Choices

• Physical Activity;
• Eating habits; and,
• Amount of sleep

Safety Process Development

Health, safety and environmental management has become a highly regulated field. The legal requirements of the Internal Responsibility System (IRS) in Canada and the related concept of due diligence now demand that an organization be able to fully understand and define all of their compliance and employment standards requirements.  

In Ontario, occupational health and safety legislation requires employers to complete a so-called "Pre-start Health and Safety Review" prior to setting up any new production procedures, equipment or machines or in advance of making any modifications to existing production tools and infrastructure.

These new rules for "Industrial Establishments," that have been in place since the year 2000, require a formal technical review to be conducted by a qualified person or persons typically in the form of a certified professional engineer, (PENG) a certified industrial hygienist, (CIH) or registered occupational hygienist (ROH).

As such, the Government of Ontario has effectively enshrined in statute the concept that the most cost-effective and proactive way to prevent workplace illness or injury in the first place is through the integration of solid health and safety concepts and practices within the design stage before production operations are actually initiated. 

A Pre-Start Health and Safety Review includes the generation of a written report on the construction, addition or installation of a new apparatus, structure, protective element or process, or where modifications are to be applied to an existing apparatus, structure, protective element or process. A Pre-Start Health and Safety Review report must detail the intended corrective action or engineering controls that will be necessary to ensure any new construction, addition, installation or modification remains compliant with the Act as well as any applicable regulations, standards or industry best practice guidelines.  

HR and Industrial Relations Support

The interests of labour and management are not always properly aligned. Divergent concepts such as the belief in an ability to contract our of existing legal rights and responsbilities exist on both sides of the labour management divide. Often the real barriers to coming to a proper understanding is a basic lack of knowledge amongst the parties of the most recent case law examples and how existing statutes and regulations including the latest human rights rulings are to be interpreted.

With a few exceptions, most workers in Canada bear a right to refuse work that they perceive to be dangerous to their health. This inherant "right to refuse" also places strict limits upon the ability of an employer to terminate an employee that has refused to complete a task that they believe to be dangerous to their health and continued well being at work. The final arbitator for unresolved work refusals is either the provincial or federal regulator having jurisdiction who must become involved where ever a work refusal cannot be amicably resolved by the parties within the workplace.

Many safety related industrial relations problems are in essence disagreements about the science and methodologies involved in determining everthing from new or existing safety controls to the establishment of equitable protocols for assigning shift work and the enforcement other similar potentially contentious corporate employment standards.

Knaack and Associates can assist you to break through the mythology that often accompanies industrial relations disputes whether the arguments made go in the direction of the "assumption of risk" or the "dignity of risk" being postulated at either end of the labour managment divide. Our firm can provide a neutal sounding board that allows the parties of a workplace dispute to constructively resolve their occupational health and safety concerns in an informed and amicable way.

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