Bryan Cater

Abstract
Pre-employment / Post-offer medical and fitness testing has become standard in many industries within Canada. Typically, companies are performing pre-employment testing with a Physician, Nurse, Physiotherapist, etc to establish a potential employees physical attributes; in order to compare them to specific physical work demands and requirements. These assessments are designed to protect the candidates health, ensure workplace safety, and confirm their ability to perform job-related tasks effectively.

No different than performing physical Pre-employment tests, employers should also be considering Psychological suitability for work demands. Depending on the job tasks, different jobs require differing psychological, psychosocial, and cognitive skills. Assessing an individuals ability to complete the Psychological demands for Pre-Employment screening is just as important as assessing their ability to complete the Physical demands. This is especially true for high stress jobs and jobs where there are high cognitive requirements. However, currently, most employers just perform pre-employment testing for physical fitness and physical attributes (vision, hearing, etc). Ensuring potential employees are a match to the specific psychosocial demands of that position, such as stress tolerance, interpersonal skills, attention to detail, etc will be just as important in protecting the candidates health, ensuring workplace safety, and confirm their ability to perform job-related tasks effectively.

Learning Objectives

• Improve understanding of the importance of pre-employment fitness screening.

• Improve understanding of how Psychological and Cognitive traits impact work performance, and why to include them in pre-employment screening.

Joshua Bates

Jennifer MacDonald

Abstract
Safety equipment is only as good as ones will to upkeep it. Even completely new equipment can have faults that require repair. For introductory university laboratories with a high throughput of novice learners, the time spent to ensure that safety equipment is performing at its best, significantly reduces the risk of a compound injury for an individual who needs to use this emergency equipment.

In this session, Drs. MacDonald and Bates (winners of the Dalhousie University 2024 Environmental Health and Safety Award) share how they endeavour to prevent accidents in the laboratory though evidence-based methods. Recording weekly data on laboratory eyewash infrastructure for over a year has led to potential hazards being proactively remedied such as blocked access, missing covers, water outside of tepid range, and failures of newly installed equipment. They will outline their usage of incident/near miss reporting (for example: illness, cuts, heat, tripping/slip hazards) to guide modifications to safety/laboratory infrastructure/protocol and staffing patterns to minimize risk of future incidents. Lastly, they will share some light-hearted approaches they have used to mark hazard areas as well as how a children’s inflatable swimming pool became the newest member of their safety team.

Learning Objectives

• Explore the importance of routine eyewash testing and incident reporting through current case study in a university laboratory setting.

• Describe concepts and approaches that can be integrated within a safety program or your classroom/laboratory to improve safety culture over time.

Abstract
This seminar highlights the differences between the general leadership and the safety leadership. Safety leadership is a relatively new subject. Even though, I will be using applicable research articles I will cover the following topics from a practitioner point of view in this presentation:

• Leadership Models  Styles

• Leadership Principles

• Safety Leadership and its importance from legal perspective

• Safety Leadership Model

• Safety Leadership Skills

• Leadership Assessment, Benchmarking and Development

• Professional Ethics

• Tips to become a great safety leader

Learning Objectives
Upon the successful completion of this seminar, participants will be able to:

• State the differences between the general leadership approaches and safety leadership

• Apply leadership principles and approaches to the management of OHSE

• Conduct leadership assessment and benchmark their career growth

• Apply ethical principles to the management of OHSE

• State the key factors which influence safety culture within an organization

Alison Butler

Abstract
Did you know that those experiencing workplace burnout are at 180% increased risk of depression? Burnout is a real mental health concern that continues to show up in our workplaces and affects (on average) 1 in 3 employees. This session will help you understand the risks of burnout (for yourself, your team and your workplace) and youll leave with practical strategies to support burnout prevention.

Learning Objectives

1. Understand burnout warning signs and risks.

2. Understand the role of boundaries in burnout prevention and practical examples of boundaries.

3. Leave the session with 3 personalized strategies to bring back to the workplace.

Abstract
The workplace is evolving, highlighting the critical role of psychological health and safety. A key element often overlooked is the integration of diverse perspectives in addressing these concerns. Our Occupational Health and Safety student cohort embodies this missing piece, drawing from various fields such as toxicology, psychology, disability management, and naval operations. Each member brings unique insights to the table and the industry.

Educators provide foundational knowledge about behavioural and environmental factors, while psychologists emphasize the importance of mental health support. Those with experience in high-stress environments, like navy personnel and tradespeople, offer valuable perspectives on resilience and stress mitigation. Our safety consultants and telecommunications experts ensure effective communication and robust safety protocols. By leveraging our interdisciplinary backgrounds, we aim to deliver innovative solutions that address the complex nature of psychological health and safety, fostering a more resilient and supportive work environment.

Learning Objectives

• Educate on the NSCC Occupational Health and Safety program. This presentation will showcase the power of diverse professional collaboration in advancing the field of Occupational Health and Safety.

Karen Dean

Abstract
In todays high-pressure work environment, psychological health and safety starts with personal resilience. In this engaging session, Karen Dean, a resilience expert and inspiring speaker, will guide attendees through practical strategies to strengthen their own mental resilience, so they can better support their teams. Drawing from personal experience and proven tools, Karen will share insights on managing stress, improving mental well-being, and fostering open communication. Attendees will leave empowered with the ability to not only enhance their own resilience but to lead by example, cultivating a more mentally strong and safe workplace for their teams.

Learning Objectives

• Develop personal resilience strategies to better handle workplace stress and challenges.

• Learn how to model resilience and mental health practices for your team.

• Understand how personal mental strength contributes to fostering psychological safety at work.

• Gain tools to create a resilient, supportive work environment by leading with openness and positivity.

Abstract
Nutritionists say that if you want to get your kids to each more vegetables, you should sneak vegetables into the foods they know and love, like blending cauliflower into spaghetti sauce. Kate and Wendy will show you how to blend psychological health safety (PHS) best practices into the health and safety activities that you’re already doing in the workplace - the things employees are already used to doing.

Well explore how to embed PHS into hazard assessments, OHS incident reporting, and workplace inspections. This presentation will be interactive, using virtual polls to identify and control psychological hazards.

Learning Objectives

• Explain how to see PHS hazards in the workplace and incorporate PHS into common OHS practices, like hazard assessments and inspections.

Nadine Wentzell

Abstract
Whatever we call it cannabis, marijuana, THC we have a problem. Since the legalization of cannabis in Canada in 2018, its use has surged, leading to a cultural shift where consumption has become increasingly normalized. We often walk down a street and smell the familiar odour of someone enjoying a joint. The rise of the use of discreet edible products adds complexity, often masking the affects until it is too late. Despite its legality, cannabis poses significant health and safety risks, especially with THC concentrations up to 95%. Daily use affects at least 30% of the population, yet its impact on workplace safety remains largely unexamined.

Employers face a challenging landscape. Traditional drug testing methods have become murky, raising questions about privacy rights, the legality of use, and the ability to effectively assess safety risks. How can employers fulfill their responsibility to maintain a safe workplace while navigating these concerns?

This session offers essential insights into balancing employee rights with workplace safety. By leveraging the Internal Responsibility System (IRS), we will explore how every employee plays a role in maintaining safety. Education emerges as a critical component for employees, supervisors, and management alike.

Join us to discover a roadmap for integrating practical, proven best practices that uphold health and safety priorities while respecting individual rights. This is not just about compliance; it is about fostering a safe and informed workplace culture in the face of evolving norms.

Learning Objectives

1. Identify the primary areas where cannabis use impacts workplace safety.

2. Determine your top 3 priorities to address the safety-related cannabis use concerns.

3. Devise a plan to implement your priorities.

Fred Jeffers

Don Hartt

The Nova Scotia Department of Labour, Skills and Immigration will provide an update on everything that is happening at the Safety Branch. Updates will be provided by the leads of each division including Technical Safety, Occupational Health and Safety as well as Engineering and Science Division.

Louise Trotter

Abstract
Occupational Health and Safety (OHS) professionals excel in managing physical hazards, but psychological health and safety can feel like uncharted territory. With rising awareness of the need to protect both physical and psychological well-being, OHS professionals face a pressing question: How do we apply our expertise to psychosocial risks?

This session introduces the GRO Framework—a practical, step-by-step approach to navigating the complexities of psychological health and safety. With a focus on the foundational "Guard" principle, we will explore how to identify, assess, and control psychosocial hazards while aligning with legislative requirements and organizational goals.

Session Overview
1. Guard Against Harm: The First Step in the GRO Framework

• Learn to identify common psychosocial hazards, including harmful behaviors such as violence, bullying, harassment, toxic relationships, poor physical safety, and chronic stressors (e.g., traumatic events).

• Discover tools to assess risks, focusing on severity, frequency, and duration of exposure.

• Apply the hierarchy of controls to mitigate psychosocial hazards effectively.

2. Practical Takeaways

• Equip yourself with actionable strategies to integrate psychosocial risk management into existing safety practices.

• Gain clarity on legislative requirements and their application in the workplace.

Why Attend?
This session is designed to empower OHS professionals with the tools and confidence to address psychosocial hazards using their existing skills. By focusing on the Guard principle, you’ll gain a clear, actionable starting point for improving workplace psychological health and safety.

Abstract
Get ready for a fast-paced session to level-up your return-to-work program. In just 60 minutes, this session will deliver a jam-packed lineup of 60 actionable, proven tips to help you tackle the toughest return to work challenges. From quick wins and innovate strategies to essential tools and resources, well cover everything you need to know to improve outcomes and streamline your return to work process. Whether you’re a seasoned pro or new to managing return-to-work, you’ll walk away with practical insights to implement right away.

Learning Objectives

• gain practical and actionable return to work strategies

• enhance efficiency and effectiveness of RTW program

• improve employee support and engagement

• optimize communication

• foster an inclusive RTW culture

• build a toolkit of RTW resources

Todd Leader

Abstract
The terms management and leadership are often used interchangeably. When someone advances to a manager job, we hear people say they are now in a leadership role. We also hear individuals themselves being referred to as leaders simply because theyve moved upward into certain positions. This conflation of leadership and management, and the habit of referring to people as leaders simply based on their position/title, are problematic for workplace mental health. In our workplaces, it is important that we get better at making these distinctions in our words, as well as in our hiring and orientation processes, because they directly affect the roles people play in establishing or undermining a psychologically healthy workplace. In this presentation, Todd Leader will explore how mental health can be affected by the way we apply our conceptualizations of leadership and management. It will include reflections and examples related to how we hire, promote, and oversee the work of everyone from supervisors to CEOs. Participants will be challenged to think differently about the very distinct roles that must be played by those in leadership versus management, in order to ensure a psychologically-healthy workplace.

Learning Objectives

• Participants will be better prepared to hire leaders and managers with workplace mental health in mind.

• Participants will be better prepared to improve precision in their use of leadership and management language, especially when dealing with issues of workplace mental health.

Abstract
Isn’t it Ironic, don’t you think? Often times safety leaders and professionals in our industry are deploying the strategies and tactics that we think help to drive outcomes, without getting any feedback or advice on what should be the focus instead. Challenges in the Operations, an Organizational culture and mindset, and scrambling to develop a plan are often barriers to driving meaningful safety improvements.

This presentation will turn those bad practices on their heads and challenge the assumptions that most safety professionals are deploying—either because they have to in their organization, or they don’t know what else to do—with better, practical solutions that can change perspective and serve as an action plan for the safety professional or other safety stakeholder that can be used at their workplace.

Learning Objectives

• Leadership Skills for the Safety Professional;

• Practical Tips on how to Re-Think their role and their plan

Abstract
Our presentation will be on the risks associated with bringing contractors to work at a university with our large community of over 18,000 students, 6,000 faculty and staff, and numerous visitors on campus. Given that we cannot halt research and teaching activities during construction or maintenance, its crucial that we work around these ongoing operations while managing various hazards that may arise from nearby projects.

It’s important to highlight the complexity of Dalhousie University, where nearly 500 research laboratories operate, each with its own focusakin to managing 500 individual businesses. This, combined with all the other activities happening on campus, creates a dynamic environment that requires careful consideration with construction activity, and the importance of student and worker safety.

We will also focus on our Safety Auditing programs that highlight how the implementation of Dalhousies Contractor Safety Policy has aided us in completing many different projects, with different complexities, in occupied or non-occupied building settings. We will present examples of lessons learned, and demonstrate improved communication with facility occupants, coordination with Operations and project stakholders.

Learning Objectives

• Who is FM

• Who is EHS

• Working Together: Discussion of relationship between EHS and FM. How EHS is involved in the Project Process.

• Contractor Safety Policy Integration: Key Components, Policies/Procedures, ETC.

• Contractor Safety Audit Tool: Review of Tool Dashboard, Report Generation

• Project Case Study 1

• Project Case Study 2

Abstract
Wireless risks is intended to inform employers about the often overlooked risks of Radio Frequency (RF) Radiation exposure in workspaces near cellular antennas. As wireless technology evolves and demand for wireless access increases, many workers, especially those in building services, construction, telecommunications, or building maintenance are unknowingly exposed to potentially harmful levels of RF radiation. This session will provide a clear understanding of what RF radiation is, how it can impact worker health, and the specific risks faced by employees working in close proximity to cellular and broadcasting infrastructure.

We will review Health Canadas Safety code 6 which sets the limits for safe RF exposure and (ISED) Innovation, Science and Economic Development Canadas access control documents. Employers will learn how to identify RF hazards, implement effective safety procedures, interact with Safety Code 6 controls and how to communicate with cellular/broadcasting carriers when required.

Learning Objectives

• Understand the basics of RF radiation with wireless technologies: Participants will gain a foundational understanding of wireless technology, RF radiation and electromagnetic waves as well as how they are measured in Hertz.

• Differentiate between ionizing and non-ionizing radiation and the effects of non ionizing radiation on the human body: Learn the difference between ionizing and non-ionizing radiation and understand the way RF spectrum interacts with the human body, reviewing the health risks associated with exposure.

• Safety Code 6: Participants will review Health Canada’s Safety Code 6 and learn how exposure to RF is calculated.

• Identify potential RF radiation sources: Gain the ability to recognize RF-emitting devices such as Cellular antennas, broadcasting equipment, and Micro cells.

• Implement Safety Measures: Learn how to develop strategies for controlling RF radiation exposure, how to read Safety Code 6 signage and how cellular carriers deploy engineering and administrative controls where cellular and broadcasting equipment is present.

Dave Elniski

Abstract
Whats more important: character or competency? Safety professionals need both. While competency defines our ability to perform tasks effectively, character embodies the values and integrity that guide our choices—especially under pressure. Yet, it is common to invest far more in competency than character. Training programs emphasize technical skills, while character often goes unaddressed or is loosely approached through the odd ethics course or through company values that may not align with individual and/or societal values—or even with professional codes of ethics. Furthermore, the stressful ethical quandaries safety professionals experience at times are a psychosocial hazard that warrants discussion when contemplating professional development and career opportunities.

This session explores why building and maintaining character is critical to safety professionals: both for the integrity of the work we do and to mitigate the risk of harm we may experience from stress related to ethical dilemmas. Safety professionals must not only be skilled, but they must also be deliberate in upholding their ethics and values—and be willing to challenge values, too, as new information becomes available.

Attendees will be invited to be introspective of their own work to see if what they do—or want to do, for those just starting out in safety—is directly related to maintaining and improving safe working conditions or if it serves a less-noble purpose. Active participation will be encouraged for those who want to share and contribute (though this is not a requirement if attending).

Learning Objectives
Attendees will learn to:

1. Distinguish between character and competency as they relate to careers in workplace safety.

2. Understand how character relates to ethics-related psychosocial hazards.

3. Evaluate their own work in terms of character versus competency.

Abstract
This session will guide employers on creating a strategy to manage gradual onset psychological injury claims. Key areas will include why a strategy is needed, a step-by-step process for development, where to start, case management strategies, return to work, and additional considerations such as legal requirements and manager training. Attendees will leave with practical takeaways to build an effective plan to manage these cases that support employees towards the best outcomes while meeting Workers’ Compensation Board requirements.

Learning Objectives

• differential between traumatic psyc injury claims and gradual onset claims

• exploring WCB requirements

• developing a comprehensive strategy

• implementing early intervention and best practices in case management and return to work

• measuring outcomes

Eduardo Lan

Abstract
This presentation explores how embracing the principle that error is normal is foundational to integrating Human and Organizational Performance (HOP) into operational settings. Often, human nature drives us to assign blame when things go wrong, leading to a cycle that can hinder organizational learning and growth. Shifting from blame to curiosity can foster a resilient and innovative workplace by encouraging a deeper understanding of systemic drivers of errors. The session will highlight the importance of moving beyond individual blame, using curiosity to explore underlying causes, and adopting a systemic approach for sustainable improvements. Practical examples from industries like manufacturing, nuclear power, construction, oil and gas, and mining will be shared, showcasing how a mindset shift from blame to learning can improve safety, quality, and productivity.

This talk will provide actionable insights for leaders and safety professionals aiming to transform their organizational culture, fostering continuous learning, growth, and operational excellence.

Learning Objectives

• Understand the foundational principle of "error is normal" and its role in Human and Organizational Performance (HOP) integration.

• Recognize how shifting from blame to curiosity fosters organizational learning and growth.

• Identify systemic drivers of errors and explore how addressing them leads to sustainable improvements.

• Analyze case studies from key industries to see practical applications of Human and Organizational Performance approaches.

• Learn strategies for leaders and safety professionals to generate engagement, learning, and sustainable improvement.

Abstract
In a world where forklifts and AGVs are now commonplace in warehouses and manufacturing facilities, there is a positive approach we can take to ensure pedestrians are safe as well. In this session we will discuss forklifts, AGVs, and pedestrian needs and the tools and training we can use to ensure a safe workplace for everyone involved.

Learning Objectives

• engage attendees with a better understanding of the tools and a clear planning path for next steps for safety

Sterling Kendall

Blaise MacNeil

Abstract
Free resources get peoples attention and it is no different when it comes to workplace health and safety awareness and training. Join Sterling Kendall and Blaise MacNeil in an interactive session about the resources available from the Safety Branch of Nova Scotia Labour, Skills and Immigration. They will walk you through some of the guides, templates and tools developed by the Awareness and Outreach unit and demonstrate how to use these to develop and implement a safety management system to help make your workplaces safe.

Learning Objectives

• know what OHS tools and resources are available

• where to find them, and

• applying them to your workplace

Jessica Dawson

Abstract
ISO is the International Organization for Standardization. It is one of the oldest non- governmental international organizations in the world. The ISO Council is the core governance body of the ISO organization and reports to a General Assembly. The Council has direct responsibility over a number of bodies (each with their own specialty-such as conformity, or consumer issues) and these bodies report to the Council.ISO is an organization made up of experts that determine industry best practices. ISO standards are created by the people who use them. ISO doesnt create a standard for the sake of creating the standard. Standards are created when there is a request from industry or consumer groups. ISO 9001:2015-Quality Management Systems-focuses on risk-based thinking. Risk based thinking is necessary not only to prevent hazards and incidents in the workplace but also to achieve an effective quality management system. Its a preventative action to eliminate potential nonconformities, to analyze nonconformities that occur, and to take appropriate actions to prevent reoccurrence of these nonconformities. ISO 45001:2018-Occupational Health and Safety Management Systems- is an international standard that specifies requirements for an occupational health and safety (OHS) management system. It provides a framework for organizations to manage risks and improve OHS performance. Adopting the standard shows employees and external stakeholders that the organization is committed to worker health, safety and wellbeing. This boosts reputation, morale and retention. ISO 45001 enables organizations to better protect their workers and manage OHS risks, making it an essential standard worldwide.

Learning Objectives

• Learn what role ISO plays in OHS

• Become more familiar with the 9001

• Quality Management System Standards, and ISO45001

• Safety Management Systems.

Abstract
Workplaces in Canada have a responsibility to take all reasonable precautions to protect their employees from both actual and perceived threats to their health and safety, encompassing mental and physical well-being. As climate change intensifies, the frequency and severity of natural disasters pose significant challenges for organizations and their safety programs. This session will explore the critical intersection between climate change and emergency response planning, emphasizing the necessity for innovative strategies to safeguard both mental and physical well-being in the workplace.

Attendees will gain insights into developing comprehensive emergency preparedness plans that address climate-related risks, fostering resilience within their organizations. We will discuss key considerations, such as risk assessment, resource allocation, and communication strategies, to effectively manage emergency situations. Furthermore, we will discuss the psychological impact of climate change and explore ways to support their employees amidst the uncertainties of a changing climate. Join CCOHS as we discuss what considerations can be considered when crafting an emergency preparedness plan, how climate change may impact your workplace, and how to help your teams navigate health and safety in times of climate crisis.

Learning Objectives

• gain insights into developing comprehensive emergency preparedness plans

• effectively manage emergency situations

• psychological impact of climate change

Abstract
Everyone is aware that a number of changes came into effect for CSA Z432: safeguarding of machinery in 2023, but you might not be aware of their impact. In this session, we will review the changes that took place and how they impact manufacturing and production in the Atlantic provinces.

Learning Objectives

• updated understanding of standards changes motivation to make necessary changes

Shelly Meadows

Martin Franchi

Abstract
Addressing workplace harassment and bullying is a cornerstone of having a psychologically healthy and safe work environment. While Nova Scotia’s OHS Act does not explicitly consider psychological injuries, like workplace harassment, there is increasing recognition that psychological health and safety is a key component to overall health and safety of our workers. More work needs to be done to incorporate this critical element into our workplaces as we strive to improve.

In July 2024, the Nova Scotia Department of Labour, Skills and Immigration published What we heard - engagement on preventing workplace harassment which serves as a great springboard to invigorate a dialogue on this important health and safety issue. Join us, two season harassment investigators, as we explore best practices in how to identify, prevent, and address harassment in the workplace and leave ready to tackle this critical health and safety issue head on!

Learning Objectives

1. Understand what constitutes workplace harassment and what doesn’t

2. Explore some of the challenges in addressing workplace harassment

3. Develop an actionable approach for creating a strategic framework to address workplace harassment

Stephen Vigneau

Abstract
How can you develop and implement a timely and safe return to work (TRSTW) program that is both supportive to the employer and the employee?

This session will highlight the tips for employers to plan and prepare your TSRTW program and how to be prepared for challenges or barriers.

Learning Objectives

• Develop or improve an TSRTW program that is action ready

• Understand how a collaborative return to work plan will meet the needs of the worker and the workplace

• Identify and communicate the important roles for leaders and coworkers in TSRTW

• Understand mental health barriers to accommodation & return to work

Ryan Conlin

Abstract
Due diligence is a term that goes hand in hand with occupational health and safety programs. As organizations or joint occupational health and safety committees, we regularly consider if due diligence has been met. But do we truly understand how its defined by the courts and how it can be demonstrated? Oftentimes it can feel like or be seen as creating paper for the sake of covering. This presentation will discuss what it entails to be able to create, implement, and monitor an effective program that truly demonstrates your due diligence.

Learning Objectives

• Understand the Legal Definition of Due Diligence: Attendees will gain a clear understanding of how due diligence is defined by the courts and its legal implications in occupational health and safety.

• Differentiate Between Paper Compliance and Genuine Due Diligence: Attendees will learn to distinguish between merely creating documentation and demonstrating authentic due diligence in their health and safety programs.

• Apply Best Practices for Demonstrating Due Diligence: Attendees will explore practical examples and best practices for demonstrating due diligence in various organizational context.

• Understanding how due diligence applies to subcontractors and the lessons from the seminal Supreme Court decision in the Sudbury case

Eduardo Lan

Abstract
This presentation explores the practical implementation of Human and Organizational Performance (HOP) principles to improve safety, quality, and overall operational excellence in various industries, including manufacturing, oil and gas, construction, and mining. HOP challenges the traditional blame-centered approach to safety by focusing on systemic drivers of human error and recognizing that error is normal. By using a task-based system and error-reduction tools, organizations can better identify and mitigate factors leading to incidents and operational failures.The session will emphasize the importance of leadership in shifting organizational culture towards one that values learning over punishment, using models like the Essential Leadership Cycle to enhance communication, trust, and accountability. Real-world examples will demonstrate how integrating HOP concepts improves employee engagement, reduces errors, and fosters continuous improvement. Attendees will gain insights into how to implement these principles effectively, leading to safer, more productive workplaces where human performance is optimized.

Learning Objectives

• Understand the core principles of Human and Organizational Performance (HOP) and their application in operational settings.

• Identify how systems and context influence behaviour, driving human error and impacting safety outcomes.

• Explore the use of the Task-Based System and error-reduction tools to mitigate risks in high-hazard environments.

• Recognize the importance of leadership in fostering a culture of learning, accountability, and continuous improvement.

• Apply the Essential Leadership Cycle to enhance engagement, trust, and organizational performance.

Johanna LeRoux

Eugene Gutierrez

Abstract
Adhering to industry standards and regulations, specifically around required PPE and safety processes, can be a challenge for many workplaces. From worker complacency to management that is less assertive about enforcement, issues can occur that have lasting, if not fatal, impacts on workers. Johanna LeRoux’s son Micheal, a roofer, was normally safety conscious but one day he climbed a ladder “just for a second” to test his nail gun without wearing his fall protection equipment. He slipped at the top of the ladder and sustained serious head trauma. Micheal was described by his co-workers as being very safety conscious, but all it takes is one missed step for an injury or fatality to occur. Micheal’s death had a devastating impact on Johanna as a mom; she talks about the importance of having the proper procedures and protective equipment in place - and it being used at all times. She emphasizes the danger of taking shortcuts and encourages employers and H&S professionals to enforce PPE and safety processes despite the challenges they may face. Johanna is joined by Eugene Gutierrez, Executive Director at Threads of Life. Eugene shares how their organization supports individuals and families after an injury, fatality, or occupational disease; support that Johanna and her family received after Micheal’s death. Find out the different ways individuals and businesses can engage with Threads of Life to build professional development and corporate safety cultures.

Learning Objectives

• Provides personal insights into the use and opposition to PPE use by a sheet metal worker and former business owner.

Abstract
This seminar focuses on how to implement CSA Z1003 in a workplace. The mental health challenges have significantly increased after the pandemic. I will be using applicable research articles, and I will cover the following topics from a practitioner point of view: - Introduction - Psychological safety - Legal requirements - CSA Z1003 standard requirements - Methods and approaches to meet the requirement - Available resources - Questions and answers

Teaching Method: The teaching methods used in this seminar include interactive lecture, PPT, suggested readings, and reflective journal.

Learning Objectives
Upon the successful completion of this seminar, participants will be able to:

• Define psychological safety

• Understand and state the applicable laws

• State the 13 factors affecting psychological safety

• Develop the required policies and procedure

• Implement the CSA Z 1003 standard in their organization.

• Reduce incidents of workplace violence and harassment in the workplace.

Susan Power

Abstract
This session seeks to explore the profound impact professional coaching can have on an individual’s leadership skills and career development. The key objective is to detail the ways professional coaching can guide individuals to identify their career goals, develop essential leadership competencies, navigate through workplace challenges, and ultimately achieve their full potential. The session will begin with an overview of the current leadership development landscape, emphasizing the challenges faced by professionals in various stages of their careers. From there, we will delve into the specifics of how professional coaching supports leadership and career growth. The session will also include compelling case studies and testimonials exemplifying how targeted coaching interventions have facilitated remarkable career transformations. Interactive elements will involve the audience in discussions on personal experiences with coaching and its effects on their careers. Additionally, the session will introduce the Bridging the Leadership Gap: Identifying Opportunities for Effective Leadership survey, aimed at uncovering leadership effectiveness gaps within organizations. In closing, the session will reiterate the transformative power of professional coaching in career development, and encourage participants to embrace coaching as a vital tool in their professional journey. The session aims to leave the audience with actionable insights, inspired and equipped to seek coaching relationships that can drive their careers forward. This session is designed for professionals across all levels seeking to deepen their understanding of the role coaching can play in propelling them toward their career goals, as well as for safety professionals and leaders looking to integrate coaching strategies within their organizations for talent development.

Learning Objectives

• Increase understanding of the power of coaching to accelerate leadership development

• Share case studies that illustrate real situations where coaching fostered strong leadership development

• Highlight the connection between leadership effectiveness and safety performance

• Include a coaching demo to apply the key competencies of coaching so the audience can observe the power of coaching

• Present insights from the Bridging the Leadership Gap survey to identify leadership improvement opportunities

Corrie Melanson

Abstract
This interactive workshop will explore an accessibility confident leadership model to facilitate accessibility and equity buy-in across your organization. Set the tone for your organizations accessibility and equity mindset, and make it easier to create inclusion, belonging, and psychological safety.

Explore creating safer spaces for disability disclosure, proactive and responsive accommodations, and individual, interpersonal, and structural accessibility leadership actions.

Learning Objectives

• Define accessibility mindset and why it’s a powerful force for change.

• Explore creating safer spaces for disability disclosure.

• Practice proactive and responsive accommodations.

• Identify individual, interpersonal, and structural actions for leaders.

Darrel Nickerson

Abstract
Risk is an important element of a Safety Management System and getting Risk Treatment right is crucial to reducing the risk to your business.

We know we cannot eliminate all risk, so we need to use Controls effectively to reduce the risk of the hazards we face every day from becoming an injury tomorrow.

Using the Hierarchy of Controls as a framework, this session will discuss how to identify when controls are needed and when to use them.

Learning Objectives

• Understand the importance of Risk Treatment.

• Learn how to apply the Hierarchy of Controls.

Tracey Newman

Fred Jeffers

Fred and Tracey will lead a discussion with WCB and LSI on the future of safety prevention in Nova Scotia.

Shelly Meadows

Martin Franchi

Abstract
Worker mental health is at the heart of psychological health and safety which is increasingly being recognized as an essential element of overall worker health and safety, even though it is not explicitly stated in the OHS Act. Mental health can be impacted by both the workplace and individual factors. Since it is impossible to eliminate stress completely, individuals do need to have a degree of personal resilience in order to deal with the day-to-day stressors of life.

In todays fast-paced work environment, resilience isn’t just a buzzword, its a necessity when it comes to fostering a productive, healthy and safe workplace and is a cornerstone for the mental health of your people. Join us as we dive into the heart of personal resilience and equip you with practical strategies to thrive, even when the going gets tough.

Learning Objectives

• Understand what resilience is & the benefits of personal resilience for yourself and your team

• Explore key success factors & approaches for combatting the stress response

• Discuss approaches to build & maintain resilience with the understanding that there is not a one size fits all approach

Robin Angel

Abstract

• Practical application of ERM for OHS management systems

• Leverage the principles of ERM to create robust risk assessments.

• Applied to violence risk assessment, standard operating procedures, legislative compliance, risk management key operating indicators for strategic decision making.

Presentation will include:

• practical real application of tools used to develop a enterprise risk management program

• overview of ERM risk quadrants and how OHS is assessed

• examples of risk registries

• best practices that can be tailored to individual businesses

• how to harness the strengths of ERM and leverage the outputs to enhance business outcomes, regulatory compliance, continuous improvement, employee engagement

Learning Objectives

• Risk management principles

• Integration of OHS into ERM Risk priority tracking and management

Jennifer MacDonald

Abstract
Changes in workforce culture means that many organizations are encountering challenges associated with high turnover. This raises the question of how to effectively provide safety training and orientation in a short time frame while continuing to move the safety culture forward.

This session focuses on these challenges in a university where over 1600 students go through a first-year chemistry course each year. The approach taken can be applied to companies experiencing a transient workforce. This session will take attendees through multiple iterations of training consistent with the Plan Do Check Act (PDCA) cycle. This includes collaborative planning between Environmental Health and Safety, and the First Year Chemistry Team to improve access to Workplace Hazardous Materials Information System (WHMIS) training, use risk assessments to navigate reduced laboratory staffing, and create new learning modules targeting novice participants. We will also demonstrate the use of 360 image technology to explore lab safety features before entering the lab to improve psychological safety.

Learning Objectives

• Identify common safety training challenges that may be encountered in high turnover workplace/learning environments.

• Identify opportunities for continuous improvement in training and orientation programs.

• Describe concepts, tools and solutions which can be modified to support iterative improvements to safety training programs.

Abstract
Contractor OHS is a growing concern for many organizations. Starting in 2023, the Nova Scotia Provincial Housing Agency took an aggressive stance to upgrade its contractor occupational health and safety program.

With the help of a dedicated team of professionals, we now have a leading program which not only offers the Sgency assurances regarding its due diligence, but is serving to educate our contracting partners.

Learn from our experience about how we took this program from its bare bones to its present state, and where we hope to go from here.

Learning Objectives
Attendees will learn:

• challenges of managing Contractor OH&S and ways to overcome them

• areas where contractors need our support

Abstract
No workplace is immune from these (psychological) risks and we cannot afford to limit our definition of occupational health and safety to only the physical. - Mental Health Commission of Canada

Recent changes to OHS and WCB legislation in Nova Scotia have raised the profile and importance of psychological health and safety at workplaces in Nova Scotia and beyond. Now more than ever, an emphasis on good leadership is essential to ensure psychologically safe workplaces.Promoting a culture of acceptance of mental health and helping prevent psychological harm at work is an emerging, essential leadership skill for leaders at all levels of your organization.

Participants will gain an understanding of how leaders at all levels can best influence their organizational culture to help ensure everyone is psychologically safe at work. They will leave the session with practical tools from recognized organizations such as the Mental Health Commission of Canada, Canadian Centre for Occupational Health and Safety and included in the CSA standard on Psychological Health and Safety in the Workplace. These tools can be used immediately upon returning to work to improve their leadership, assess risks to psychological health and safety, and contribute to better mental health of all employees.

Learning Objectives

1. Participants will improve their leadership skills particular to psychological H&S in the workplace

2. Participants will assess risk of PH&S using tools provided

3. Participants will be prepared to positively contribute to better mental health at their workplaces

Ryan Davis

Abstract
So you are collecting near-miss reports, behaviour observations, and conducting more inspections Now what?

Many companies have started gathering information to show indicators, but few are using this information to make better decisions. This presentation will examine the topic of leading indicator data, but more importantly: what to do with it.

Using basic tools (e.g. Microsoft Excel(c), calculator) this presentation will demonstrate how companies can better track and measure their leading indicator data and what to do with the results.

This presentation is directed towards health and safety practitioners that are new to the world of statistics, and also small to mid-size companies that don’t have the resources for expensive analytics software.

Learning Objectives
Participants of this session will be able to:

1. Classify different types of data (e.g. nominal, ordinal, ratio).

2. Use common software tools to categorize and organize leading indicator data.

3. Execute simple functions in data sets and identify trends.

David Deveau

Abstract
Preventing psychological injury is a priority that is at long last getting the focus and attention is requires. However, what may not be fully appreciated by organizations and safety professionals is that in addition to prevention in the context of this new class of injury, a broader approach to psychological safety can transform safety culture and safety outcomes much more broadly. Join David as he explores a wider perspective on workplace psychological safety, from its early beginning s to why it is perhaps the most important topic in safety today. Psychological safety—a win-win scenario.

Learning Objectives

• Broaden understanding of psychological safety