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Health & Safety Issues: Heat Stress

Health & Safety Issues: Heat Stress

Unifor Heat Stress Fact Sheet – 2024 – Short

Unifor Heat Stress Fact Sheet- 2024 – Detailed

The text from the brief version of the Heat Stress Fact Sheet is below. Both the brief and detailed versions of the fact sheet are available to download at the links above. Click here to read the detailed version online.

OCCUPATIONAL HEALTH & SAFETY ISSUES: HEAT STRESS

The hot summer weather has finally arrived. Our summer temperatures vary across the country, but in most areas, heatwaves and hot spells can really create a temporary heat-related hazard in our workplaces. This hazard can become so severe that it can become a matter of life and death.

Here is brief primer on some of the key points to remember when dealing with this serious workplace hazard.

WHAT IS HEAT STRESS?

Heat stress is an environmental and occupational hazard, resulting from physical activity in hot or humid environments capturing a spectrum of heat-related illnesses, including heat stroke, which can lead to death.

Just like you can’t let a car engine overheat or it shuts down, you don’t want your body to get too hot. Working in the heat puts stress on our body’s cooling system. High temperatures and high humidity, stress the body’s ability to cool itself and heat illness can become a deadly concern.

WHAT AFFECTS HEAT STRESS?

There are four environmental factors that affect the amount of stress a worker faces in a hot work environment:

  • temperature
  • humidity
  • radiant heat (such as from the sun or a furnace) and
  • air velocity.

THE PRECAUTIONARY PRINCIPLE AND HEAT STRESS

We do not have to wait for certainty before we take reasonable steps to reduce heat stress risk. We need to “feel safe” and if we do not feel safe we must take the necessary steps to create changes in the workplace to address the causes of health and safety insecurity. Your JH&SC should have heat stress on their agenda long before the heat arrives and employers are responsible to ensure a healthy and safe work environment exists.

 

In other words, we do not need to be certain that we are correct when we take action to protect ourselves when dealing with an occupational hazard such as heat stress.

ACCLIMITIZATION

Acclimatization is the result of beneficial physiological adaptations (such as increased sweating efficiency) that occur after gradual increased exposure to a hot environment. This process of building tolerance is called heat acclimatization. Not being used to working in the heat can be a major problem. Many workers who die from heat stroke are often in their first few days on the job or were working during a heat wave. If you haven’t worked in hot weather for a week or more, your body needs time to adjust. You will need to take more breaks and not do too much strenuous work during your first weeks on the job.

FIRST AID

  • Treat a worker suffering from heat exhaustion by: Stopping activity
  • Moving the person out of the heat and into a shady or air-conditioned place
  • Laying the person down and elevating the legs and feet slightly
  • Removing tight or heavy clothing

Having the person drink cool water or other non-alcoholic beverage without caffeine Cooling the worker with cold compresses or have the worker wash head, face, armpits, and neck with cold water

Seeking medical treatment

Call 911 or your local emergency number if the person’s condition deteriorates, especially if the worker experiences:

  • Fainting Agitation Confusion
  • Seizures Inability to drink
  • A core body temperature of 40 C (104 F) (heatstroke)

EMPLOYER RESPONSIBILITIES

Employers have a legal duty to take every precaution reasonable in the circumstances for the protection of workers. This includes developing policies and procedures to protect workers in hot environments due to hot processes or hot weather (or both). Employers must provide training to workers so they understand what heat stress is, how it affects their health and safety, and how it can be prevented

WARNING- PPE MAY INCREASE EFFECTS OF HEAT STRESS!

When combined with other physiological problems, it is vitally important that employers take the wearing of PPE into consideration when formulating a heat stress plan. Some strategies for PPE use during hot weather include keeping PPE as cold as possible (through refrigeration) before being worn, as well as using other engineering or administrative controls. Ideas to mitigate the heat hazard include, portable canopies or pop up tents to create shade, portable fans, additional cool water availability, ice shirts, neck coolers, bandannas, hats, sunscreen and cooling stations.

Ultraviolet (UV) radiation exposure causes non-melanoma skin cancers. Ultraviolet (UV) radiation due to sun exposure is one of the most common causes of work-related skin cancers. When working outdoors, shade structures (portable canopies or pop-up tents) are better than enforcing PPE on workers when possible.

REFUSING UNSAFE WORK

IN ALL CIRCUMSTANCES WHEN YOU ARE CONCERNED ABOUT YOUR HEALTH AND SAFETY, OR UNSURE OF WHAT TO DO WHEN ENCOUNTERING AN UNCONTROLLED HAZARD, DO NOT BE AFRAID TO EXERCISE YOUR RIGHTS TO KNOW ABOUT HAZARDS, TO PARTICIPATE BY RAISING CONCERNS AND BY EXERCISING YOUR RIGHT TO REFUSE UNSAFE WORK!

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Unifor urges Senate to pass anti-scab bill and government to implement it without delay

Unifor flags in front of Parliament buildings in Ottawa.

 

OTTAWA—Unifor applauds Members of Parliament for unanimously passing the amended Bill C-58, otherwise known as anti-scab legislation, today, but now urges the Senate to approve so the law can be implemented as soon as possible.

“This legislation is about protecting the right to fair and free collective bargaining, including the right to strike,” said Unifor National President Lana Payne. “Workers have fought for generations to get to this day, but there is still a final step.”

“C-58 modernizes Canada’s labour relations system to reflect the current social and economic context of this country, where increased corporate power and wealth requires an effective counter-balance. We call on the Senate to pass C-58 as soon as possible and put it to work without delay,” Payne added.

Bill C-58: An Act To Amend The Canada Labour Code would restrict federally-regulated employers, including airlines, banks, and telecom companies from using scab labour during strikes or lock-outs or face fines of $100,000 a day.

Unifor has long been advocating for anti-scab legislation in every jurisdiction across Canada in hopes every worker’s Constitutional right to free and fair collective bargaining will be upheld. Federally, Bill C-58 will reduce the frequency and duration of labour disputes, restore balance in collective bargaining and create safer and less acrimonious picket lines.

It passed second reading in the House of Commons with all-party support on Feb. 27, 2024.

Quebec and British Columbia both have provincial anti-scab legislation to prevent employers from undermining the entire collective bargaining process.

Learn more about Unifor’s Anti-Scab campaign here and show your support by sharing this graphic on your social media networks.

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Shame on Bell…contact the board have your voice heard

https://www.shameonbell.ca/

shamebell1

Shame on Bell.

Established 144 years ago, Bell has evolved into Bell Canada Enterprises Inc. (BCE Inc.), commanding the helm as Canada’s leading communications conglomerate. Now the company has been tarnished by the irresponsible and callous decisions by the Bell Board of Directors.

BCE’s systematic reduction of telecommunication jobs, outsourcing practices, offshoring endeavors, and the relentless downsizing of TV and radio newsrooms across the nation have cast a shadow over its legacy. Meanwhile, payouts to shareholders and executive board members have soared, exacerbating the growing chasm between corporate wealth and worker stability.

In a stunning blow to its workforce, February 2024 saw Bell axing an additional 4,800 jobs – a staggering 9% of its employees. More than 800 Unifor members, comprising 700 in telecommunications and more than 100 in media, found themselves abruptly terminated, casualties of a corporate ethos that prioritizes shareholder dividends over employee livelihoods.

Bell is a communications company with no moral fibre. While BCE points fingers at governmental policies, it cannot escape accountability for its actions.

Bell, Canadians demand that you:

  • Cease contracting and offshoring work, prioritize local employment and support Canadian workers.Bell must halt the practice of outsourcing jobs to foreign countries and prioritize employing Canadians. Offshoring work not only diminishes local job opportunities but also undermines the quality of service provided to Canadian customers. By investing in local jobs, Bell can contribute to the growth and prosperity of communities across the nation.
  • Stop slashing newsrooms and invest in local journalism to ensure accessible and diverse coverage for communities.The continuous reduction of TV and radio newsrooms across Canada limits the diversity and depth of news coverage available to citizens. Bell must cease the downsizing of newsrooms and instead commit to bolstering local journalism. Investing in newsrooms ensures that communities receive comprehensive and unbiased reporting, vital for informed civic engagement and democracy.
  • Reduce dividend payouts to prioritize reinvestment in employee well-being, job security, and infrastructure development.Excessive dividend payouts to shareholders and executive board members come at the expense of workers’ well-being and job security. Bell should reconsider its dividend policies and allocate a larger portion of profits towards employee benefits, training programs, and infrastructure improvements. Prioritizing reinvestment in its workforce and infrastructure ensures the long-term sustainability and success of the company.

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Workers at Amazon win the right to vote on forming a union with Unifor

A group of people posing for a selfie wearing Unifor gear and holding Unifor flags.

 

VANCOUVER—Workers at the Amazon facility in Delta can vote this week to join Canada’s largest union in the private sector after the B.C. Labour Relations Board (BCLRB) dealt with Unifor’s application on May 27, 2024.

“The power of union representation is within reach for Amazon workers at Delta,” said Unifor National President Lana Payne. “The best way to have a strong voice at work is to vote to join our union and send your employer a clear collective message.”

After hundreds of workers at the facility signed confidential union cards, Unifor made an application to the BCLRB to certify the unit. Following a hearing yesterday, the Board has issued an order for a confidential vote.

Voting will take place between 3 p.m. PT May 28 and 12 noon on May 31. A simple majority of votes cast will make Unifor their official bargaining representative.

“Thousands of warehouse workers across Canada are already represented by Unifor and enjoy the higher wages, extended benefits, and job security of a union,” said Unifor Western Regional Director Gavin McGarrigle. “Workers at Amazon deserve a union.”

Workers at an Amazon facility first formed a union in April 2022 at the “JFK8” distribution centre on Staten Island in New York State and were joined recently by workers at the “DXT4” warehouse in Laval, QC.

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Unifor Statement on National Indigenous History Month 2024

June marks National Indigenous History Month, a time to celebrate the rich and diverse cultures, art, and music of Indigenous peoples. This month is an opportunity to honour the resilience, achievements, and contributions of First Nations, Inuit, and Métis communities, and to reflect on the importance of their traditions and heritage.

With the election of Canada’s first First Nations premier, Wab Kinew, there is lots to celebrate.

Throughout June, Unifor encourages members to actively engage with local Indigenous culture and history. Attend local events, support Indigenous artists, and participate in community celebrations. Promoting and participating in these activities not only fosters understanding and respect but also strengthens the bonds between Indigenous and non-Indigenous communities.

Reflecting on the lands occupied and the history they hold is a vital part of reconciliation. In June 2023, Unifor celebrated National Indigenous History Month by sharing resources for improving territorial acknowledgement practices at local union events and meetings.

Territorial acknowledgements are more than formalities—they are acts of recognition and respect for the enduring relationship between Indigenous peoples and their lands. Members are urged to consider their own practices of territorial acknowledgment and engage with local Indigenous communities.

Meaningful engagement goes beyond acknowledgment. It involves dialogue and building relationships, learning about the history and current realities of Indigenous peoples, and supporting their efforts for cultural recognition and preservation.

Coming up on June 21, National Indigenous Peoples’ Day, Unifor will be hosting a webinar discussing the diversity of Indigenous communities and traditions in the union context. The session will explore the practice of Indigenous performances at events and how to appropriately receive them as a host.

Unifor remains steadfast in its commitment to ongoing reflection, learning, and action. This June, celebrate the past, present, and future of Indigenous peoples in Canada and help work towards a shared path of reconciliation and respect.

In solidarity,

Lana Payne
Unifor National President