Page 22 - OOHNA Spring-Summer 2017
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Practice n Working with Unions – Benefits, Challenges and Tips for the OHN
unions and unionized workplaces agencies such as oSHa or NioSH oHNs identified several benefits
may do a better job educating and interact with unions around to working with a unionized work
workers in on the-job hazards and standard setting, field enforcement force. First, a union’s mandate is
occupational health and safety and outreach efforts, we could find to provide a strong voice and
rights (e.g., toolbox talks). “unions no equivalent role in ontario (Baker support for workers’ concerns,
may be more effective in chang- et al., 2000). the occupational and if necessary, fight for work-
ing construction worker behavior Health clinics for ontario Work- ers’ rights. this may be especially
through educational and training ers (oHcoW) and Public Services helpful in rtW or attendance sup-
programs” (amick et al., p. 1339). Health & Safety association (PSHSa), port meetings where there may be
While some sources question the health and safety partners under the many employer representatives.
superiority of unionized workplace Ministry of labour Prevention Sys- union input is often instrumental
safety records (Ben-ami, 2012), tem, employ oHNs who function in supporting rtW by providing
research in canada has identified as consultants to workplace parties, specific recommendations about
the benefits of worker involve- which include unions. job accommodation and process.
ment (Hall et al., 2006; lewchuk et Second, representatives are often
al., 1996). terri aversa, Health and Nurses’ Experience Working eager to be involved in workplace
Safety officer, oPSEu, notes that with a Unionized Work Force wellness and health and safety
there are many challenges to con- the roles of the oHN vary amongst programs that include their mem-
ducting this type of research and workplaces and within workplaces, bers. they can be an ally to ensure
highlights efforts in the uK and as does their interactions with the buy-in from the membership.
australia which support improved union. Some of the more common third, health and safety represen-
health and safety findings across roles at the oHN–union interface tatives are generally well trained
sectors where worker representa- include: and can be an asset in bringing
tion and consultation exists (Mar- • Health assessments including (occupational) health concerns
key, 2007; Nichols et al., 2007). pre-placement and health sur- forward. and lastly, most collective
according to the canadian veillance agreements specify workers’ rights
labour congress, today’s unions • Disability management, return and responsibilities and often the
work to protect the rights they’ve to work (rtW), work accommo- employers’ rights and responsi-
won and to win new rights for all dation and case management bilities as well. this provides clear
workers as well as contribute to • WSIB/incident reporting and guidance for both the employee
the larger community. to quote communication and the employer to exercise their
the united Food and commercial • Health promotion and wellness respective rights, which is very
Workers canada (2017): programming useful for the oHN.
“We are social unions, focused • Educating workers and man- While the predominant experi-
not just on the gains we can agement about hazards, per- ences were positive, there were
make in bargaining, but the sonal and workplace safety, frustrations as well. these might
gains we can make for society health issues, resources and arise when representatives were
as a whole … to win workers services seen to have hidden agendas, are
compensation, public pensions • Collecting and managing per- inflexible in their approach, may
and social programs that help sonal health information not be willing to be creative in
•
people keep working, like Member of the Joint Health finding a successful solution for
health care and child care”. and Safety committee the employee(s) and may be quick
• Analyzing injury and health/ill- to file a grievance instead of try-
Occupational Health Nurses ness trends ing to work through an issue with
Roles with Unions • Developing prevention strat- management. one oHN indicat-
in ontario, oHNs for the most part egies to address hazards or ed that on occasion, she felt that
the union was putting up resis-
interact with unions when working respond to trends tance to oHN efforts in order to
with a unionized work force. in some • Monitoring OHSA compliance
demonstrate their work and prove
instances, oHNs are members of a When oHNs were asked how
their value to the members.
union and in other situations, they they would describe their experi-
may work for organizations that con- ences working with unions, their OHN Challenges
sult in unionized environments. in responses included: “very produc-
contrast to the uS landscape, where tive and positive”, “beneficial”, oHNs are challenged to balance
oHNs are employed by government “respectful” and “challenging”. employer needs and the needs of
20 OOHNA JOURNAL n spRiNg/sUmmeR 2017
unions and unionized workplaces agencies such as oSHa or NioSH oHNs identified several benefits
may do a better job educating and interact with unions around to working with a unionized work
workers in on the-job hazards and standard setting, field enforcement force. First, a union’s mandate is
occupational health and safety and outreach efforts, we could find to provide a strong voice and
rights (e.g., toolbox talks). “unions no equivalent role in ontario (Baker support for workers’ concerns,
may be more effective in chang- et al., 2000). the occupational and if necessary, fight for work-
ing construction worker behavior Health clinics for ontario Work- ers’ rights. this may be especially
through educational and training ers (oHcoW) and Public Services helpful in rtW or attendance sup-
programs” (amick et al., p. 1339). Health & Safety association (PSHSa), port meetings where there may be
While some sources question the health and safety partners under the many employer representatives.
superiority of unionized workplace Ministry of labour Prevention Sys- union input is often instrumental
safety records (Ben-ami, 2012), tem, employ oHNs who function in supporting rtW by providing
research in canada has identified as consultants to workplace parties, specific recommendations about
the benefits of worker involve- which include unions. job accommodation and process.
ment (Hall et al., 2006; lewchuk et Second, representatives are often
al., 1996). terri aversa, Health and Nurses’ Experience Working eager to be involved in workplace
Safety officer, oPSEu, notes that with a Unionized Work Force wellness and health and safety
there are many challenges to con- the roles of the oHN vary amongst programs that include their mem-
ducting this type of research and workplaces and within workplaces, bers. they can be an ally to ensure
highlights efforts in the uK and as does their interactions with the buy-in from the membership.
australia which support improved union. Some of the more common third, health and safety represen-
health and safety findings across roles at the oHN–union interface tatives are generally well trained
sectors where worker representa- include: and can be an asset in bringing
tion and consultation exists (Mar- • Health assessments including (occupational) health concerns
key, 2007; Nichols et al., 2007). pre-placement and health sur- forward. and lastly, most collective
according to the canadian veillance agreements specify workers’ rights
labour congress, today’s unions • Disability management, return and responsibilities and often the
work to protect the rights they’ve to work (rtW), work accommo- employers’ rights and responsi-
won and to win new rights for all dation and case management bilities as well. this provides clear
workers as well as contribute to • WSIB/incident reporting and guidance for both the employee
the larger community. to quote communication and the employer to exercise their
the united Food and commercial • Health promotion and wellness respective rights, which is very
Workers canada (2017): programming useful for the oHN.
“We are social unions, focused • Educating workers and man- While the predominant experi-
not just on the gains we can agement about hazards, per- ences were positive, there were
make in bargaining, but the sonal and workplace safety, frustrations as well. these might
gains we can make for society health issues, resources and arise when representatives were
as a whole … to win workers services seen to have hidden agendas, are
compensation, public pensions • Collecting and managing per- inflexible in their approach, may
and social programs that help sonal health information not be willing to be creative in
•
people keep working, like Member of the Joint Health finding a successful solution for
health care and child care”. and Safety committee the employee(s) and may be quick
• Analyzing injury and health/ill- to file a grievance instead of try-
Occupational Health Nurses ness trends ing to work through an issue with
Roles with Unions • Developing prevention strat- management. one oHN indicat-
in ontario, oHNs for the most part egies to address hazards or ed that on occasion, she felt that
the union was putting up resis-
interact with unions when working respond to trends tance to oHN efforts in order to
with a unionized work force. in some • Monitoring OHSA compliance
demonstrate their work and prove
instances, oHNs are members of a When oHNs were asked how
their value to the members.
union and in other situations, they they would describe their experi-
may work for organizations that con- ences working with unions, their OHN Challenges
sult in unionized environments. in responses included: “very produc-
contrast to the uS landscape, where tive and positive”, “beneficial”, oHNs are challenged to balance
oHNs are employed by government “respectful” and “challenging”. employer needs and the needs of
20 OOHNA JOURNAL n spRiNg/sUmmeR 2017
