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  • What Purpose Is the Knowledge Without the Ability to Act? Building the Confidence in Your Workplace’s First Aiders

    There are countless programs available that offer first aid training, especially for the workplace. Although many first aid trainers have the knowledge to share, they don’t necessarily have the experience to go beyond teaching the technical know-how about what to do in an emergency situation. When staff members take first aid training, they are “learning” the technical skills, but how they are taught and by whom can make the difference between absorbing the information or forgetting it. Subsequently, when one does not remember what they have learned because they’ve been taught in a non-engaging or complicated manner, they will lack the confidence to act on these skills.

    Last year, an Ipsos survey revealed that 25% of Canadians admit they are not confident that they would know what to do in an emergency first aid situation. Knowing the skills can save someone’s life, but having the confidence to act and not “freeze” is vital to making the difference in getting the help needed. With so many first aid programs available, how can employers be sure that their workplace receives not only the required first aid skills, but also the confidence to respond in an emergency?

    Providing employees with the framework or as we call it, “the approach,” to develop the confidence to respond is the most important part of any first aid course, as it enables employees to put their technical knowledge into practice when the time calls for it. An employee may have the technical know-how, but if they don’t have the confidence, they may not respond in an emergency situation.

    Here are some ways you can provide your employees with a first aid training approach that will equip them with the confidence to respond:

    Keep It Simple – Regulated content needs to be provided in a context that is easy to understand, so the takeaway feeling is that the information was not as difficult as it was anticipated to be when staff walked into the training. Instructors need to engage participants so the confidence is felt during the training, with an “I can do this” feeling being the result at the end of the session.

    Customize the Training – Courses that are taught on-site allow employees to learn and practice scenarios in their own workplace, reviewing likely injuries that may occur with their first aid equipment, and knowing the location of the first aid kits and AEDs in their work environment. This avoids using “hypothetical” environments and scenarios that will be more difficult for an employee to recall in an emergency situation.

    Teach to React – First aid training courses need to focus on what a person can do as part of the chain of survival in ways that can make a huge difference in someone’s life. In an urban workplace setting, the majority of people will call 9-1-1 knowing EMS are close by, however acting in the first 3 minutes of a medical emergency is key to a successful outcome. Giving training attendees the tools to remember not only what to do in these initial minutes, but also the tools to provide the confidence to act on them is the ideal training system.

    WMC’s first aid training courses have been used to train thousands of employees every year at their worksites, focusing strongly on ensuring employees not only have the technical knowledge, but more importantly the confidence to respond to emergency situations.

    Jon Burtenshaw

  • Raising Awareness of Hearing Loss Effects On Your Employees

    The World Health Organization celebrated World Hearing Day 2017 earlier this month, a day dedicated to raising awareness and promoting ear and hearing care around the world. This year’s theme was “Action for hearing loss: make a sound investment.” Investment in your staff’s health care, as we know, is also an investment in your business, through absentee reduction, higher production and retention, and subsequently a better bottom line. Currently, the leading cause of occupational disease is noise-induced hearing loss (NIHL). The commitment employers have to their employees to keep them safe from damaging levels of noise exposure on the job is one that can be made easily and thus make NIHL preventable. Unlike other occupational health risks, NIHL can go unnoticed for some time and therefore remains a leading cause of injury in the workplace for the following reasons:

    1. The noise is insidious
    2. Damage to the ears occurs at 85dB, but pain is not felt by individuals until 100dB
    3. It doesn’t affect all hearing

    “White noise” in some workplaces consists of a hum, from such sources as overhead lighting, computers, refrigerators, and traffic outside the windows. But for the majority of workers, the constant sounds of equipment whirring, tools blasting or cranes squealing allow for acclimatizing to these noises, especially if they remain consistent in their sound levels.  Consequently, workers can become accustomed to damaging noise levels and yet not realize the impact on their hearing until it’s too late. NIHL is a devastating and irreversible impairment that affects more than just hearing capabilities. In addition to hearing loss, workers affected by NIHL experience non-audiological symptoms associated with the impairment including stress, fatigue, and isolation.  Often, the embarrassment tied to hearing loss can be so debilitating that staff does not necessarily wish to come forward, truly suffering in silence. When an employee’s quality of life begins to decrease as a result of these psychological and social impacts, so too does their productivity at work.  As a result, employers often notice an increase in absenteeism. It is at this point when employers tend to take note of the risks involving noise exposure, once the employee has already submitted a claim. NIHL is 100% permanent, but it is also 100% preventable. Through a hearing conservation program, employers are able to screen for early identification of hearing loss, provide rehabilitation support to those affected by work-induced hearing loss, and implement safety measures to eliminate any future cases of NIHL in the workplace. A robust hearing conservation program incorporates the following steps:

    1. Creates policies involving exposure to certain noise levels and safety requirements
    2. Evaluates work environments through sound surveys and maps
    3. Conducts individual evaluations of workers to identify their risks
    4. Reduces noise through various suggested methods
    5. Recommends hearing protection, if required
    6. Conduct annual audiometric screening on noise exposed workers to deduct early signs of noise induced hearing loss
    7. Educates individuals on the potential risks of excess noise and how to take care of themselves
    8. Provides earplug fit-testing services
    9. Evaluates company on an annual basis

    Prevention is key to reducing and eventually eliminating NIHL. With a hearing conservation program, employers not only invest in a safe work environment for its employees, but they are also investing in their overall wellness. Do you think your employees are working with hearing loss? Would you know if they were? There is no better time than now to see how your organization can incorporate a program that can make NIHL preventable. Call Workplace Medical today to discuss the implementation of a hearing conservation program that suits your needs.

    Download this infographic for more information on the effects of noise-induced hearing loss.

    Jon Burtenshaw

  • Absenteeism: The “Real” Costs

    Absenteeism is one of the biggest killers of corporate profitability, costing Canadian companies over $16 billion per year. When companies think about saving money, and cutting costs from here and there, they often miss the huge issue of absenteeism, and how it ultimately affects their bottom line.

    When employees are absent, companies may consider the cost of replacing the absent staff member, as well as the “cost” of reduction in productivity and quality when staff regularly trying to cover for the absentee also have to still perform their own job. The unseen “true” costs of absenteeism are often overlooked, but by digging deep to find the leakage, the savings can be tremendous.

    When a typical Human Resources department evaluates case management costs, they may end up nickel-and-diming by shopping around to save some percentage off the cost of the solution. The “cost of the cost” now becomes the issue. For example, if the cost of an absent employee is determined by how much it costs the company per case, then that tends to be the focus. It’s like comparing prices of different sizes of bandages when we don’t know anything about the wound. The questions remain as to how often staff members are absent, how long they are off work, and the real reason they are absent. When we find the root causes, we can find appropriate solutions.

    When the financial impact on the business is calculated, too often companies fail to realize that absenteeism may be a significant reason their business is losing money. Have you considered adding absenteeism to your profit and loss statement? Let’s face it: if absenteeism appears to be a reason for large profit loss within your company, absence management should be considered a C-level initiative. Absence management costs should therefore be undertaken by the CFO. Once absenteeism is put on the CFO’s agenda, it can be more appropriately targeted and reduced within your company.

    It is unfortunate that absenteeism remains a hidden cost within so many companies, especially when it can easily be lowered. It simply comes down to developing a better understanding of the costs through an absence management audit to uncover the data, which often can produce surprising results. Once laid bare, the frequency, duration and reasons for absences can be addressed and reduced through the implementation of a successful absence management plan.

    Have you had an absence management audit? Were you surprised by the results?

    Jon Burtenshaw

  • Why Do You Need A Mental Health Support Plan In Your Organization?

    Mental health issues can affect us all – regardless of our age, economic standing, race, or gender – and if we are living with a mental health issue, we know the importance of seeking help. When we consider how many of us spend hours a day at work, it is imperative that our workplace is a supportive one. There has been much said in the news lately about Post-Traumatic Stress Disorder (PTSD) and stress-related work incidences that are leading some to ask that work related stress be covered by WSIB. Some positions have inherent stress, such as first responders. They are the first emergency person to arrive at the scene of a traumatic or medical situation, and because of their experiences on the job, first responders are at least twice as likely compared to the general population to suffer from PTSD, due to the risk of frequent exposure to traumatic stressors. Considering that it is not just first responders, but rather everyone in the workplace that are susceptible to work related stress, organizations need to have a mental health plan in place to deal with these issues and provide a supportive work environment for their employees.

    Taking a preventative approach when preparing a mental health strategy should provide for better support and response for all employees, and could involve building on existing workplace programs, such as workplace harassment and bullying. A successful mental health support plan has several components:

    • It includes strategies that are integrated and inclusive of employees, their families, the WSIB, unions, and management.
    • It aims to change the organizational culture to reduce stigma.
    • It provides ongoing resiliency training, from the hiring stage to refresher training.
    • It is flexible and considers individual circumstances.
    • It is in place prior to incidents occurring, and should include regular follow-ups if workers go off work, with a plan to reintegrate workers when they return and normalize the return-to-work process.



    The benefits of a mental health support plan are numerous. They include stress reduction in staff, an increase in productivity, and can reduce absences in the workplace. Accessing psychological services, such as EAP counselling, should be simple and affordable through health care benefits, as early intervention is crucial for getting workers the support they need after any type of incident.

    Does your organization have a mental health support plan?  If so, does it incorporate awareness, understanding, empathy and education? WMC can help your organization develop a wellness plan that is preventative, responsive, and effective. Contact us to find out how to get started.

    Jon Burtenshaw

  • Earplug Fit Testing Has Arrived

    New Technology Helps Prevent Noise Induced Hearing Loss Before It’s Too Late

    Did you know that many workers receive less than half of the hearing protection they should be getting from their earplugs? It’s hard to believe, but because you can’t tell if earplugs are fitting properly just by looking at the person wearing them, they may not be aware that they haven’t achieved the correct fit. There are a few reasons why this can happen:

    • Improper choice of earplugs:
      • The model chosen will not provide the right fit for the individual
      • The NRR rating is insufficient for the noise level in the work area
    • Improper use of earplugs:
      • They are not being properly worn
      • They are not being worn at all

    Regardless of the reason, an effective solution is clearly required. The fact is that once the worker develops a noise-induced hearing loss, it’s too late and permanent damage has already been done. Many people that aren’t wearing their earplugs properly simply haven’t been adequately educated. They don’t understand the health risk, why it’s in their best interest to protect themselves, and how to properly protect themselves. Well, there’s great news. Quantitative earplug fit testing is now available. These proprietary hardware/software systems offer a significant advancement in earplug fit training.The method is similar in concept to a hearing test that would be conducted using an audiometer. The key difference is that the fit-testing system measures the amount of noise reduction the worker is getting from the earplugs based on the way they have fitted the earplugs themselves.

    What makes these systems so effective?

    • They’re generally very quick, no more than 10 minutes, and in some cases, quite a bit less
    • They provide instant feedback to the user in an easy to understand printout
    • If the results indicate that the plugs didn’t achieve the desired results, the trainer can re-instruct and re-test the worker until the required noise reduction is achieved
    • If an acceptable fit can’t be achieved after a certain number of attempts, it likely means that their choice of earplug cannot be made to fit (which is more common than you think) and they should try a different make/model
    • At the end of the process, the employee will have the right model of earplugs and will know how to wear them properly

    With over 25 years experience developing hearing conservation programs for industry, I strongly recommended that every employee that wears earplugs be fit-tested, not just the employees with known hearing problems. As previously mentioned, there’s no way of knowing if a person is wearing their earplugs properly just by looking, or by the NRR rating on the product packaging. Why wait until they develop a permanent hearing loss? Doesn’t that defeat the purpose? Fit tests should be done as soon as a worker is provided with their earplugs, and any time they change to a different type. Similar to audiometric testing, it’s also recommended that earplug fit testing is conducted on a periodic basis in order to monitor for inconsistencies and to conduct re-testing as needed.

    Jon Burtenshaw

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  • Why We Are Canada’s Mobile Hearing Testing Leader

    Hearing Loss Prevention Programs – We’re Canada’s oldest and largest hearing conservation specialists, testing thousands of employees every year across all provinces. NIHL, or Noise Induced Hearing Loss, is the leading cause of workman’s compensation claims in North America. Yet, with effective hearing loss prevention programs from Workplace Medical, NIHL can be completely eliminated. Here’s how:

    Canada’s Leader for Hearing Loss Prevention Programs

    The World Health Organization says that hearing loss is the most common permanent – but preventable – on the job injury in the world. The good news is: with Workplace Medical, you can prevent and even eliminate noise induced hearing loss. With our state-of-the-art mobile testing units, we bring hearing testing to you. At your location, our mobile centers can test as many as 250 employees per day. We provide consulting services, including noise surveys, designed to identify noise hazard areas and help you to reduce excess noise. And we offer a complete range of custom-fitted hearing protectors that provide superior effectiveness when compared to traditional models. Find out more by visiting our Hearing Loss Prevention site, or just contact us.

    Jon Burtenshaw

  • Absence Management – How Our Advanced Software Tools Can Save You Money

    Avoidable absences in Canada cost companies over $16 Billion per year. But many of these absences – and these costs – can be avoided, if you have the right tools. At Workplace Medical, we utilize a three-step process (Prevent – Respond – Return to Work) as well as a unique software solution (called ATOMS) to keep your employees safe and productive. And our call centre is available 24 hours a day, seven days a week.

    Customized software solutions for absence management: Fighting Absenteeism and Improving Productivity

    Loopholes and “leaks” in your internal processes can cost your organization thousands, if not hundreds of thousands, each year. Absence management software helps you streamline your internal processes and policy implementation, while closing costly loopholes that can affect your productivity. At Workplace Medical, we partner closely with our customers to help make sure that avoidable absences – also known as absenteeism – are under control. We offer an easy-to-implement web-based software that works in conjunction with a central call centre service.

    The approach is high-tech, and high-touch – giving your team the personal attention you need, with an automated process that’s always working for you. Trained operators receive your employee absence calls around the clock, avoiding messages received too late or missed entirely through voicemail. With each call, the operator knows the right questions to ask and enters the information into the system. This information is then pushed out to the relevant supervisors and HR staff to ensure timely notifications, allowing you to cover shifts quickly for maximizing productivity. One of the most beneficial aspects of absence management software is that it can be tailored to work with your absence management program. You specify what information call centre operators will collect, and rules can be set to automate communication and reporting immediately as incidents occur. From capturing and communicating information tailored to your policies, to scheduling and reporting, absence management software addresses the needs of everyone in your organization as well as the challenges you face in implementing attendance policies.

    Find out more today.

    Jon Burtenshaw

  • Disability Management

    By expediting the claims process, Workplace Medical was able to dramatically reduce turnaround time – from 53 days to 7 days, for complex claims. How can we help you to reduce processing times from seven weeks to seven days? The answer may surprise you.


    Insurance Claims Process More Quickly, Across All Provinces


    Removing the red tape associated with traditional short-term disability case management can be a challenge. Workplace Medical uses a three part process for strategically handling each of your claims – dramatically reducing cycle time. And our services are delivered completely via telephone – making it easy for you and your employees to get the disability case management services you need. Employee absences are reported directly to us eliminating the 3 part application process. An in-depth interview is conducted via telephone by a professional case manager who handles detailed medical information – getting the process moving faster. If we require more comprehensive medical information, our unique Doctor-to-Doctor Conference is utilized instead of requesting written information from the treating provider.

    The direct approach results in less time handling paper and more time actually managing your employee absence! Our unique approach provides you with:



    • Professional case managers with an average of 10 years experience
    • Disability case management of employee absences from day “0” to claim closure
    • Comprehensive management of a gradual Return-to-Work plan through to claim closure
      • Validation of medical necessity for employee absences
    • Separation of medical from non-medical employee absences

    • Doctor-to-Doctor Conference contact rather than written request for information
    • Functional abilities evaluation prevents independent medical assessments
    If you’d like to assess your disability case management program, please contact us today.

    Jon Burtenshaw

  • Workplace Chemicals Can Contribute To Hearing Loss: Study

    Noise Induced Hearing Loss (NIHL) is not the only cause of work-related hearing loss. A recent article written by Stefan Dubowski, published in COS magazine, is shedding light on how exposure to certain chemicals, known as Ototoxic chemicals can cause hearing loss, as well. This is referred to as Chemical Induced Hearing Loss (CIHL).

    Ototoxic Chemicals


    Ototoxic chemicals can affect the auditory vestibular nerve, which transmits sound and balances information to the brain. They can harm the auditory cortex as well, the part of the brain that processes sound. And because the inner ear is also part of the body’s balance control center, ototoxicity can result in disturbances to the balance sense, as well. Damage from the various types of ototoxic substances can result in different types of hearing difficulties such as:

    1. Hearing loss
    2. Tinnitus (permanent ringing in the ear)
    3. Difficulty with comprehension of spoken phrase
    4. Exacerbation of the effects of noise induced hearing loss

    Ototoxic solvents include such common workplace chemicals as:

    • Styrene
    • Toluene
    • Xylene



    Ototoxicity is a concern for workers across numerous industries, including printing, boat builders, welders, construction, manufacturing and more.

    The Research


    A study the articles references, conducted by researchers from the University of Queensland in Australia, found that members of the Australian Defense Force who were exposed to four or more ototoxic substances were two to four times more likely to experience moderate or severe tinnitus (ringing of the ears) compared to members of the force who were less exposed to the hazardous materials. Another recent study has found that exposure to styrene-a material used to make plastic containers and metal products may also harm people’s comprehension of spoken phrases. Some other substances that may contribute to ototoxicity include ethyl benzene, n-hexane, and carbon monoxide. Unfortunately, it can be difficult to prove that an individual’s hearing loss resulted from ototoxic exposure, especially when exposure to the substance coincided with exposure to noise. Since some chemicals work synergistically with noise to exacerbate hearing loss, it isn’t easy to tell how much of the damage resulted from the noise, and how much from ototoxicity. However, researcher Thais Morata, member of the hearing loss prevention team at the National Institute for Occupational Safety and Health (NIOSH) in the United States, says “The harmful effects of ototoxicity can appear 2 to 3 years earlier than what is usually seen with noise exposure,” but she adds, “the onset, site, mechanism and extent of ototoxic damage from these toxicants vary according to risk factors that include the type of chemical, interactions, and exposure level.”

    Possible Solutions


    Researchers are working to strengthen evidence of the connection between hearing loss and exposure to ototoxic substances. The good news is that the CSA is working on a new standard (CSA Z1007) that identifies ototoxicity as a potential hazard and includes information for anyone whose job involves exposure to ototoxic substances and noise. The draft of the standard says managers in such workplaces should submit employees to hearing tests at least twice per year. It also recommends the right PPE for reducing the exposure but PPE’s should only be used when the noise or chemical source can’t be reduced to safe levels. It should be noted that in addition to ototoxic workplace chemicals, there are also a number of ototoxic medications that can cause hearing loss and/or tinnitus (ringing in the ear), such as ibuprofen and naproxen, at higher doses. These effects are usually reversible.

    What you can do

    1. Understand what chemicals are in your work place. An industrial hygiene report is the starting point.
    2. Understand the risk. Fortunately, there is a significant amount of information available online on both ototoxic workplace chemicals and medications.
      (http://www.hlaabq.com/ototoxicdrugs.html)
      (http://www.workplaceintegra.com/hearing-articles/Ototoxics-in-Workplace.html)
    3. Eliminate the hazardous chemical altogether, if possible.
    4. Encourage workers to take a proactive role in their hearing health. Advising workers to see a Doctor if they suspect a hearing problem, whether your organization provides the service or not.
    5. Provide regular hearing testing and education for your workers. If you have exposure to ototoxic chemicals, tell your hearing testing provider.


    Jon Burtenshaw

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  • Is Your Organization Worried about The Wrong Virus?

    Fever? Headache? Muscle aches? Many Canadians feel these symptoms in the coming months. This illness can’t be treated with antibiotics, will usually affect people for a week or more and will cost the Canadian economy billions of dollars. Many will die. If you’ve been paying attention to recent, terrifying headlines, you may assume the illness is the Ebola virus. Instead, the above description refers to seasonal flu. That’s one reason why doctors say this year it’s especially important for your employees not to get caught up in Ebola hysteria and forget to get their flu shots.

    The Impact of Flu on your organization

    Organizations will lose approximately 111 million workdays annually due to the flu, equalling $7 billion per year in sick days and lost productivity. This year is different for two reasons: First is the Ebola epidemic in West Africa that spread into the United States. The second is the late summer outbreak of enterovirus D68, a respiratory illness that has sickened more than 1,100 people in 46 states since August, the US Centers for Disease Control and Prevention said. The prospect of facing all three illnesses in a single season has led the CDC to start a public education campaign to help people understand the risks and to remind people to get their annual flu vaccine.

    Proactive Steps For Employers To Take

    Organizations can use this time of worry, confusion, and fear over the Ebola virus to educate their employees, help them identify the true risks and show them that you are invested in their well-being by hosting a flu clinic.

    “The important thing is to try and quell employee fear and panic and encourage employees to get a flu shot”  advices Dr. Craig Karpilow, Workplace Medical Corp.’s Occupation Health Director.

    On site flu clinics are a great choice for organizations big and small because:

    • On-site flu clinics are a convenient, quick and affordable way to get all your employees immunized at one time, in one place, without having them leave the work site or lose worker productivity.
    • On-site flu clinics ensure your employees are vaccinated and lessen the risk of spreading the virus to family and other high-risk groups.
    • On-site flu clinics ensure that your employees are protected if exposed to the virus from outside sources.
    • Many employees intend to get to the clinic and get their flu shot, but life gets in the way and they just never get around to it. Others know they should get to the clinic, but the thought of sitting in a packed waiting room is not appealing and they decide to wait until they’re not so busy – a time that never comes.
    • On-site clinics could mean fewer Ebola false alarms.
    • On-site flu clinic show your employees you are invested in their and their family’s health and well-being.

    Vaccinated employees experience:

    • 13 – 44% fewer doctor visits;
    • 18 – 45% fewer lost work days;
    • 18 – 28% fewer days with reduced productivity

    In addition to receiving the vaccine, public health officials urge people to practice the “3 Cs:” cover coughs and sneezes with a tissue or sleeve, contain germs by staying home when sick and clean hands often to stop the spread of flu germs.

    The Difference between Ebola and The Flu

    Statistically, seasonal flu viruses pose a much greater public health threat than the scary and highly covered, but relatively contained, Ebola. And unlike Ebola, a vaccine is widely available to protect people from seasonal flu viruses. Many symptoms of the flu are similar to the Ebola virus. However, there are big differences, too. Influenza causes cough, sore throat and runny nose, while Ebola does not. Ebola is far different from influenza, or “flu,” virus, in that the flu virus is transmissible through airborne droplets and is much more contagious, and therefore much more worrisome than Ebola, which can only be spread through bodily fluids. In the coming months, almost none of us will catch the Ebola virus. However, unlike Ebola, flu contributes to thousands of North American deaths each year and many more hospitalizations. And unlike Ebola, there’s a vaccine to protect against the flu, recommended annually for adults, teens, and children starting at 6 months of age. Protect your employees, their families, your community and your organization by making sure your employees are vaccinated this flu season.

    Jon Burtenshaw

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