Your Rights as a Canadian Employee

Posted on

Your Rights as a Canadian Employee

Every person that is employed in Canada has the right to a safe work environment. No matter where you work or what your occupation is, it is important to know and understand the three fundamental rights that every employee has. This knowledge will assist you in taking charge of your own health and safety at work and provide you with the confidence to perform your job safely.


The Right to Know…about health and safety matters.

  • You have the right to be informed by the employer about hazards, or potential hazards, in the workplace.
  • You have the right to be given the information, training, education, supervision, and instructions necessary to protect your health and safety. Examples include:
    • Written safe work policies, procedures, and practices.
    • Product labels and safety data sheets.
    • Results of workplace inspections.
    • Health and safety boards.
    • In-class or online training.

The Right to Participate…in decisions that could affect your health and safety.

You have the right to have input on what would make the workplace safer. You can do this by:

  • Participating as a member of the health and safety committee (if your workplace requires one) or becoming a health and safety representative for the workplace.
  • Making suggestions to the committee/representative or employer on how to make the workplace safer.
  • Your employer, supervisor, or manager must act promptly on health and safety concerns identified by employees.
  • Reporting incidents, illnesses, or near-misses that could cause harm to you or your co-workers.
  • Providing input during workplace inspections.
  • Participating in training sessions.

The Right to Refuse… work that you have reason to believe is dangerous to your health and safety, or that of others.

  • This right is usually exercised when the first two rights fail to ensure your health and safety. This right is serious and should not be done as a routine method of solving workplace issues.
  • You must report the refusal and the reasons for it promptly to a supervisor, manager, or employer. As much as possible, you must ensure your refusal does not endanger others.
  • Work cannot resume until the hazard has been investigated, remedied, or determined that there is no hazard.

Remember, you cannot be disciplined for exercising any of these rights.


Dealing with impairment at work

Posted on

Dealing with impairment at work

Dealing with impairment at work

We often think of impairment as a result of substance use or in terms of addiction or dependence to alcohol or drugs (legal or illegal). However, impairment can be the result of various situations, such as side-effects from prescribed medication.

Impairment commonly refers to an altered state of physical and/or mental functioning. In a workplace context, someone who is impaired may have difficulty completing tasks in a safe manner and may put themselves, their co-workers, and the public in danger.

There are many potential causes of workplace impairment

  • Substance use, including alcohol or other drugs (legal or illegal)
  • Medication(s) with side-effects
  • Personal problems or crisis
  • Conflicts, harassment, bullying or violence at work
  • Fatigue (working more than one job, shift work, long hours, new infant at home, etc.)

What are Employers’ responsibilities?

Currently, there is no specific provision addressing impairment in the workplace (in some provinces there are provisions for specific sectors). However, employers are required to develop and implement Hazard Prevention Programs to protect employees from workplace hazards, which may include policies related to impairment.

Because impairment may be the result of various circumstances, employers should clearly communicate expectations and fit for duty standards in their workplace policies and should provide training on those policies and expectations.

Remember that it is not the role of the employer to diagnose a medical issue, or possible substance use or dependency problem. Their role is to identify if an employee is impaired, and to take the appropriate steps as per the organization’s policy. Wherever possible, employers should rely on observation, supervision, and frequent face-to-face conversations as a way to recognize when an employee is impaired. However, when it comes to safety-sensitive* positions, employers must always use a safety-first approach.

*Safety-sensitive positions might include forklift operators, drivers, electricians, nurses, warehouse clerks, customer service representatives, maintenance personnel, etc. where impaired performance can cause direct and significant damage to property, and/or injury to the employee and others around them.

What should be done if impairment is suspected?

Since an employer can be found liable for irresponsible and negligent actions of employees who may be under the influence of a substance, it is important to understand what impairment looks like, and how to address impairment related issues when they arise in the workplace. If impairment is suspected, employers should consider if there is a risk to the individual’s safety or the safety of others. For example, while impaired:

  • Does the person have the ability to perform the job or task safely (for example, driving, operating machinery, use of sharp objects, etc.)?
  • Is there an impact on cognitive ability or judgment?

Employers must assess each situation on a case-by-case basis and consider if there are other side-effects of a medical condition or treatment that needs to be considered.

Random testing of employees in safety-sensitive positions may be permissible if the employer is able to show that there is a demonstrated alcohol or drug abuse problem and the safety benefits of testing outweigh potential intrusion into employee privacy. The employer must also meet its duty to accommodate employees who test positive.

signs and symptoms of impairment

Signs and symptoms may be different from person to person. Keep in mind that when used alone or in combination, they do not necessarily mean that the employee has a substance use problem.



Client Coordinator Position

Posted on

Client Coordinator Position

F.A.S.T. Rescue Inc. is looking for a dynamic individual to join our growing team in the role of ‘Client Events Coordinator.’

Established in 1989, F.A.S.T. Rescue (FR) is a leader in the Workplace Health & Safety sector. We attribute much of our success to the strength and entrepreneurship of our small but mighty team made up of approximately 10 full time employees and 30 independent contractors, delivering client training and consulting services and the development of eLearning programs.

To build on this momentum, we are searching for a highly qualified coordinator to work closely with our dynamic team. This role will grow with the individual over time. From day one, this individual will engage in the planning and coordination of training and consulting events, while assisting with the development of new initiatives and processes aligned with company and client goals.

The ideal candidate will have prior experience with training coordination and project management functions, including planning, scheduling, communications, and customer & resource liaison. The Client Events Coordinator is a people-person able to build and maintain productive ‘client-supplier’ relationships, an organized multi-tasker able to support multiple diverse projects at once, quickly pivot as client event requirements change and meet tight deadlines, no matter what.

Job Responsibilities:

  • Answer phone and emails, schedule and confirm events with clients and internal / external resources (staff, consultants, contractors & resellers). Maintain existing and establish new external resource relationships.
  • Organize workflow and events by reading and routing correspondence, collect event information and manage assignments with resources. Owns entire client event chain-of-custody.
  • Manage overall department master schedule by maintaining event calendars with resources.
  • Arrange in-person and virtual group events, meetings, and conferences.
  • Input scheduling data into company systems; maintain client training records, client confidence and protect operations by keeping information current and confidential.
  • Maintain department assets and replenishable inventory (i.e. training aids, training manuals and course handbooks), following established procedures. Manage assembly and distribution of event support materials. Manage and maintain in-house training facility.

Qualifications & Skills:

  • Scheduling & logistics management
  • Highly organized with demonstrated project management skills
  • Strong English business language communication skills – verbal and written
  • Microsoft Office Suite – intermediate level
  • Ability to make sound judgement decisions; problem analysis and problem-solving skills – highly creative and adaptive
  • High level of professionalism and confidentiality
  • Ability to work independently & in a shared team project setting

Education and Experience Requirements:

  • High school diploma
  • University degree or college diploma an asset
  • Previous administrative & scheduling experience
  • Experience with instruction or training
  • Knowledge of adult instructional learning theory, principles and training methodologies
  • Experience with an LMS (learning management system) an asset
  • Experience with Oracle NetSuite, similar application, or CRM system an asset

Interested qualified candidates should email a resume accompanied with a cover letter and resume to quoting “Client Events Coordinator Role” in the subject line.

We thank all those who apply in advance. Due to the anticipated high volume of applications, we will ONLY be responding to applicants who are short-listed.

Waiting List

Posted on

Waiting List

Training Waiting List

Please note:

  1. All asterisked (*) fields are mandatory.
  2. We will contact you via email as soon as courses become available.

Thank you!


Posted on


Special Webinar Invitation

Making Safety A Way Of Life!

Manage your building safely and easily!

Join us for a 1 hour complimentary webinar on SafeBuildings,
our mobile app for recording your building’s code compliance

  • Replace missing or lost pens and clipboards – and digitally track your compliance.
  • Take photographs during inspections – digitally date and time stamped.
  • Track both your occupational health and safety and fire code requirements.
  • Never miss an inspection again with instant reminders and escalations
  • Roll out safety procedures via secure, mobile app – with instantly updates when the code change.
  • Complete your first aid kit and AED checks online.
  • Know the current compliance status…to the second!

SafeBuildings allows you to digitally track your code compliance in REAL TIME!

If you would like to attend this session, please click here and fill out the Registration Form.

Date: July 9, 2020
Time: 12 pm to 1 pm EST
Cost: Complimentary to invited guests

Spaces are limited so please book early! 

COVID-19 Online Training Courses

Posted on

COVID-19 Online Training Courses

Limited Offer

Making Safety A Way Of Life!

Online Training Courses

Learn how to manage your home and workplace and protect yourself, your family and your co-workers during this period of COVID-19.

If you have the Business or Enterprise Edition of Systems 24-7, these courses are included in your subscription. Contact us for more information.

Pick from the list of courses listed below or click here to view all courses:

COVID-19 Organizational Considerations

Employers have a general duty to take every precaution reasonable in the circumstances to protect workers from hazards in their workplaces, including preventing the spread of a contagious illness or disease, such as COVID-19.

Click here for more information.

COVID-19 The Basics of Protection

This course will walk you through the basics that may be in your workplace or should be considered when you return to your workplace. As always we will be guided by the Government experts leading us through the COVID-19 protocols as we do return to “the new normal.”

Click here for more information.

COVID-19 and Personal Protective Equipment

Workplaces can contribute to the transmission of respiratory pathogens, such as the virus that causes COVID-19. It is important for these settings to implement appropriate measures to prevent and reduce the spread of COVID-19 amongst employees, contractors, and clients.

Click here for more information.

COVID-19 Signage and Screening

Workplaces may contribute to the transmission of respiratory pathogens, such as the virus that causes COVID-19. It is important for all employers to implement appropriate measures to prevent and reduce the spread of COVID-19 amongst employees, contractors, and clients. Signage and screening are two important methods of communication and visual reminders of the controls that are being implemented.

Click here for more information.

COVID-19 and Material Handling

Workplaces may contribute to the transmission of respiratory pathogens, such as the virus that causes COVID-19. It is important for these settings to implement appropriate measures to prevent and reduce the spread of COVID-19 amongst employees, contractors, and clients. This module will cover material handling guidelines and handwashing.

Click here for more information.

COVID-19 and Protecting Yourself Outside of Work

In order to stay safe from contracting or passing on the COVID-19 virus, it is important to protect yourself effectively in public and in your home.

Click here for more information.

Controlling the Spread of Infections and Viruses

This course covers the most effective methods of controlling the spread of viruses and infections.  Learn about common types of infections and viruses, the types of transmission, how to slow the spread, controls and proper waste disposal

Click here for more information.