Revised May 2017 1

Safety is everyone’s responsibility and the GMCH and the GHVA are committed to providing a safe and healthy environment for volunteers and staff. All reasonable steps will be taken to reduce or eliminate any foreseeable risks that could result in a personal injury or illness to a volunteer.

Volunteers are responsible for carrying out their assigned activities in a safe and healthy manner and assume the risk in the event of a personal injury.

Revised May 2017 2

Volunteers are not paid employees and are not covered by the Occupational Health and Safety Act or Workplace Safety and Insurance Act in the event of a workplace-related injury. The GHVA carries Blanket accident insurance for all volunteers if they are injured ‘on the job’ as they carry out their duties of the GHVA and would receive reimbursement for expenses such as massage /physio therapy, and walking casts.

Revised May 2017 3

The GHVA maintains liability insurance to protect the GHVA and its volunteers from third party bodily injury or property damage claims that might occur while a volunteer is carrying out their assigned activities on behalf of the GHVA. Third Party Liability Insurance Coverage: • Applies only to volunteers who are acting within

the scope of their assigned activities and who are participating in an approved volunteer assignment or program.

• Does not cover private property owned by the volunteer.

• Does not cover personal injury to a volunteer.

Revised May 2017 4

Every effort is made to provide a safe environment with policies and procedures in place in order to protect staff, volunteers, patients and visitors from harm. Volunteers have the right to know about dangers they may face while carrying out their assigned activities and the right to refuse work that they feel is unsafe. During on the job training, volunteers will be made aware of the potential risks they may face while carrying out their assignments.

Revised May 2017 5

Volunteers are expected to maintain a dress standard that presents an image appropriate and safe for their assigned environment and convey respect to the recipients of service.

The GHVA uniform is a jade green vest that must be worn at all times while performing volunteer activities.

Consistent and appropriate tops (No straps) under vests.

Clothing should contain no graphic images, slogans or messages that could be offensive to others.

Footwear must be safe, clean and appropriate to the work environment (closed toe and heel , unless certain footwear is deemed medically necessary.

Revised May 2017 6

If a volunteer believes that the activities assigned to them are unsafe, volunteers have the right to refuse that work. If a volunteer believes their activities are unsafe, they should report their concerns to their program Coordinator, Manager or Manager of Volunteer Services who will deal with any questions, concerns or suggestions about safety.

Revised May 2017 7

If a volunteer ever feels threatened by a visitor, they should move away from the visitor and find a staff member who will deal with the situation.

If you hurt yourself while volunteering

• Tell someone

• Get first aid if required or further assistance as required

• Notify your Manager who will complete an accident/incident report.

Revised May 2017 8

All staff members as well as volunteers, contractors, students medical and professional staff, patients, visitors, suppliers, consultants and vendors of the GMCH and GHVA are expected to treat one another with respect and professionalism and refrain from engaging in violence of any form, unlawful discrimination or any harassment contrary to the Ontario Human Rights Code.

Conduct that adversely affects other staff members, volunteers, clients or the public is cause for corrective action up to, and including immediate release.

Failure to comply with the Violence in the Workplace & Harassment Policy, Code of behaviours and/or Code of conduct, may result in disciplinary action up to and including dismissal from your volunteer duties.

Revised May 2017 9

Violence is any actual, attempted or threatened act of aggression that causes or is likely to cause physical or psychological harm including behaviours known, or ought to be known to be unwelcome of threatening and perpetrated by anyone. Violence includes but is not limited to:

Aggression or assault

Harassment, including Sexual Harassment

Bullying

Disruptive Behavior

Threats

Verbal, physical or sexual abuse

Damage to property

Domestic Violence

Revised May 2017 10

Workplace harassment means engaging in a course of inappropriate comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.

Revised May 2017 11

Promptly report all known or observed incidents of workplace violence to your delegate(Coordinator/Manager)

Follow appropriate resolution procedures to facilitate an early resolution of any issues.

Seek out supportive and available assistance, such as Employee Assistance Program, Occupational Health Nurse, Human Resources, family physician etc. following exposure to incidents of workplace violence when needed.

Revised May 2017 12

Participate in work site hazard assessments and implementation of procedures to eliminate hazards of workplace violence.

If you seek medical attention, or you are sent home for the remainder of your shift, you must notify the Occupational Health Nurse (or Human Resources Department in their absence) immediately.

Complete mandatory training and orientation applicable to assignment/placement.

Revised May 2017 13

Volunteers will model the substance and intent of the policy by demonstrating in their words and actions a commitment to intolerance of violence in the workplace of any kind.

Participate in any required workplace violence prevention training programs.

Revised May 2017 14

At all times employees/volunteers are empowered to inform other individuals(s) that their behaviour is unwelcome and must stop.

Immediately report and document any and all incidents where you or another employee/volunteer are subjected to, witness or have knowledge of workplace violence, or have reason to believe that workplace violence has or may occur. The policy prohibits any action being taken against anyone who, acting in good faith, reports an incident of workplace violence.

Revised May 2017 15

In keeping with Ontario Legislation, all volunteers must be provided instruction regarding WHMIS. It is important to keep in mind that we are in an environment where potentially hazardous materials and substances exist. Although it is the expectation that volunteers will not handle WHMIS controlled products, we all have a responsibility to be cautious and knowledgeable of potentially hazardous materials.

Revised May 2017 16

The FOUR components of WHMIS are:

1. Hazard Identification and product classification

2. Label

3. Material Safety Data Sheets (MSDS)

4. Worker education and worksite specific training

Revised May 2017 17

Revised May 2017 18

All containers of potentially hazardous materials must have one of two WHMIS labels:

A Supplier Label or a Workplace Label

Revised May 2017 19

MSDS are supplied by the manufacturer of the product

Details the safe handling, use and storage of hazardous materials used in the work area including first aid/precautions etc.

MUST be updated every 3 years.

Revised May 2017 20