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Occupational Health & Safety Orientation
Information Sheet (Room Attendant)
The purpose of this document is to assist you in completing the checklist accurately and
effectively.
Supervisor Name and Contact Information
Provide employees with written contact information for their supervisor. If possible,
introduce them immediately.
Rights and Responsibilities
Review the responsibilities of employee/supervisor/department head/executive
member, whichever applicable.
You are responsible for:
carrying out all duties in accordance with local occupational health and safety
legislation;
complying with all company policies, procedures and safety guidelines, as
outlined by your supervisor;
reporting all hazards, unsafe practices or defective equipment to your supervisor;
reporting and seeking treatment for all injuries or illness sustained in the
workplace, no matter how slight they may seem, as soon as possible but always
within 8 hours;
using the right tools and equipment for the job, and operating equipment in a
way that will not pose a risk to you or other employees;
not engaging in any unnecessary running, horseplay or reckless behaviour;
properly using and caring for all required Personal Protective Equipment
provided;
preventing slips and falls
o watching for spills or loose objects on floors;
o cleaning spills immediately and using wet floors signs;
o not allowing cords to extend across doorways, aisles or other walkways;
o using the handrail while ascending or descending stairs;
lifting properly, keeping your back straight and squatting down to reach the
object being lifted
o do not twist your body when lifting. Shift your feet to turn, if necessary;
o do not attempt to lift exceptionally heavy objects by yourself.
always following good housekeeping practices; not leaving tools or equipment in
hallways, keeping your work area clean and organized;
discussing any questions or concerns regarding your safety with your supervisor
asking for help; and
performing a quick risk assessment upon entering a guestroom. For example,
never put yourself in a vulnerable position for risk of assault.
Your supervisors and managers are responsible for ensuring the health, safety and
security of their employees at all times. They are responsible for:
taking every reasonable precaution to protect their employees;
ensuring their employees comply with all applicable provincial health and safety
legislation and regulations;
ensuring that all employees understand their right to refuse unsafe work without
fear of reprisal;
requiring that all employees immediately report any injury or accident sustained
by them, or by any other person in their area, and they complete the required
forms;
ensuring that employees use the proper equipment, protective devices and
protective clothing, as required by legislation and/or company policy;
ensuring that safe work practices and procedures are adhered to at all times;
advising employees of any potential or actual dangers to health, safety and
security, of which the supervisor is aware;
identifying, controlling and immediately remedying hazards;
ensuring that all employees receive proper training and instruction and have a
full understanding of all job tasks;
ensuring that proper maintenance is carried out on all equipment and facilities;
conducting regular departmental inspections and training as a preventative
measure; and
investigating all accidents, and reporting the investigation results to Human
Resources within 24 hours.
It is the Executive Committee’s responsibility to communicate the purpose and goals
of the program to all employees. The Executive Committee at the company will
champion the company’s Health & Safety Program, and ensure that:
local Occupational Health and Safety legislation is understood and complied with;
workplace copies of the Occupational Health and Safety legislation are posted on
bulletin boards within the property;
a safe working environment within the company is adopted at all times;
training, instruction, information and supervision are provided to all employees to
protect their health and safety;
responsible management and supervisors are appointed to monitor a healthy and
safe working environment;
Health & Safety Committees are allowed to and assisted in freely carrying out
their respective functions;
work place hazards are identified and safe work practices are established and
communicated to all employees;
safety responsibilities are communicated to all department heads/supervisors and
employees, as well as on-site contractors;
regular health and safety inspections are conducted as a preventative measure;
all external contractors are provided with training and information on the
company’s Health & Safety program, which includes emergency contact
information and all emergency procedures.
The responsibilities specified in this section are also outlined in the Workers
Compensation Act and the Occupational Health and Safety Regulations, which can be
further reviewed online by accessing www.worksafeBC.com.
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Workers’ Right to Refuse Unsafe Work
Inform the employee of their duty to refuse to perform work, without fear of reprisal,
if they have reasonable cause to believe such work may pose a legitimate risk to
their safety, as well as the safety of others.
Conditions for Refusal - An employee may refuse to perform work if he or she has
legitimate reason to believe:
1. The equipment to be used is likely to endanger himself or herself, or
another employee.
2. The physical condition of the work environment is likely to endanger
himself or herself, or another employee.
3. Performing such work is in direct contravention of the Act.
Procedure
1. The employee must immediately notify his or her Supervisor of the
refusal to work.
2. The Supervisor must immediately investigate the situation in the
presence of the employee, as well as one of the following:
Health & Safety Committee Member
Health & Safety Representative
Union Representative, where applicable
3. If the employee is not satisfied with the results of the investigation,
he/she may continue to refuse to work.
4. If the employee continues to refuse to work, the Supervisor will notify
the General Manager and the local authority (Ministry of Labour,
Safety Officer, etc.) of the work refusal and seek assistance in
remedying the situation.
During this process, the employee will be assigned to other duties and may
not leave the workplace without permission. Another employee can be
assigned to the refused duties provided they are made fully aware of the work
refusal and the reasons thereof. Retaliation for the work refusal will not be
condoned.
Direct the employee to the online copy of the Workers Compensation Act and the
Occupational Health and Safety Regulation at WorkSafeBC.com. They should also
find access this information in the Employee Orientation handbook.
Workers’ Responsibility to Report Hazards
Hazards should be reported immediately to a supervisor/Department Head. If unable
to locate either, please report to the Health & Safety Coordinator.
Hazardous Materials and WHMIS
Employees are required to be informed and trained on the proper use and disposal of
hazardous products, such as paints, solvents and cleaning products.
They must also be trained on how to properly read information provided on product
labels and Material Safety Data Sheet (MSDS) .
If employees are uncertain about proper procedures, they should always talk to a
supervisor.
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Employees have access to MSDS at all times. They are located in either the First Aid
room or Human Resources office.
Fire
Explain evacuation procedures.
Show employees emergency exits, meeting points, locations of fire alarms and fire
extinguishers, and how to use a fire extinguisher (pull, aim, squeeze, sweep)
First Aid
Make sure employees know what to do if they or someone else is injured. They need
to know where to find first aid supplies and whom to report the injury to (all injuries
must be reported). A list of certified individuals is found in the main First Aid Room.
Personal Protective Equipment (PPE)
If employees need to use PPE (i.e., goggle, gloves, and respirators), tell them what
equipment to use and teach them how to use it properly. List the PPE on the
checklist.
Known Hazards and how to deal with them
Inform employees of any known hazards that apply to them and how to safely deal
with these hazards. Hazards have been identified and points have been listed to
remind the trainer of what to cover.
Safe Work Procedures - Physical
Demonstrate specific tasks and safe work procedures. The key here is to physically
demonstrate the technique, not just a verbal description.
General
Basic content of the Occupational Health & Safety Program
Explain what an occupational health and safety program is and go over it briefly with
the employee. Tell them where they can find a written copy of the program.
o For the Occupational Health & Safety program to be effective it must include:
o A mission statement of the employer’s (and Occupational Health & Safety
Committee’s) aim and the responsibilities of the employer, supervisor and
employee;
o Regular inspections of premises, equipment, work methods and work
practices;
o Regular management meetings to review health & safety activities and
incident trends;
o Prompt investigation of incidents;
o Maintenance of records and statistics;
o Provision by the employer for the instruction and supervision of employees
in the safe performance of their work.
To further your knowledge on the requirements of a successful Occupational Health &
Safety program, you may find a written copy of it online via www.worksafeBC.com.
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Measures to reduce the risk of violence in the workplace and procedures for
dealing with violent situations
Educate employees on the potential of violence in the workplace. Tell them how to
prevent incidents (for example, remain calm with verbally abusive customers) and
how to deal with potentially violent incidents (for example, do not attempt to restrain
shoplifters or robbers).
Occupational Health and Safety Regulation 4.27 – 4.31: Violence in the
Workplace
4.27 Definition
In sections 4.28 to 4.31
"violence" means the attempted or actual exercise by a person, other than a worker,
of any physical force so as to cause injury to a worker, and includes any threatening
statement or behavior which gives a worker reasonable cause to believe that he or
she is at risk of injury.
4.28 Risk assessment
(1) A risk assessment must be performed in any workplace in which a risk of injury
to workers from violence arising out of their employment may be present.
(2) The risk assessment must include the consideration of:
(a) previous experience in that workplace,
(b) occupational experience in similar workplaces, and
(c) the location and circumstances in which work will take place.
4.29 Procedures and policies
If a risk of injury to workers from violence is identified by an assessment performed
under section 4.28 the employer must:
(a) establish procedures, policies and work environment arrangements to eliminate
the risk to workers from violence, and
(b) if elimination of the risk to workers is not possible, establish procedures, policies
and work environment arrangements to minimize the risk to workers.
4.30 Instruction of workers
(1) An employer must inform workers who may be exposed to the risk of violence of
the nature and extent of the risk.
(2) The duty to inform workers in subsection (1) includes a duty to provide
information related to the risk of violence from persons who have a history of
violent behavior and whom workers are likely to encounter in the course of their
work.
(3) The employer must instruct workers who may be exposed to the risk of violence
in:
(a) the means for recognition of the potential for violence,
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(b) the procedures, policies and work environment arrangements which have
been developed to minimize or effectively control the risk to workers from
violence,
(c) the appropriate response to incidents of violence, including how to obtain
assistance, and
(d) procedures for reporting, investigating and documenting incidents of
violence.
Blood Borne Pathogens / Sharp Object Waste Disposal
During the course of your duties, you may encounter “biohazardous waste materials”;
the most common forms of these materials are used syringes, needles or broken glass
with blood on it. These items can be hazardous to your health if they are not handled
properly. Should you discover items such as these, please follow the procedures outlined
below:
When a used syringe or broken glass with blood on it is discovered, it must NOT be
handled under any circumstances.
Call Housekeeping and they will send a trained co-worker with the appropriate
personal protective equipment, forceps and a “Waste Sharps Container” to dispose of
the item SAFELY.
Under NO circumstances are these items to be placed in the garbage.
Procedure for Working Alone or in Isolation
Tell employees about person check procedures for working alone or in isolation. Teach
them safety strategies such as keeping back door locked.
Occupational Health & Safety Regulations 4.21 – 4.23: Working Alone or in
Isolation
4.21 Procedures
(1) The employer must develop and implement a written procedure for checking the
well-being of a worker assigned to work alone or in isolation under conditions
which present a risk of disabling injury, if the worker might not be able to secure
assistance in the event of injury or other misfortune.
(2) The procedure for checking a worker's well being must include the time interval
between checks and the procedure to follow in case the worker cannot be
contacted, including provisions for emergency rescue.
(3) A person must be designated to establish contact with the worker at
predetermined intervals and the results must be recorded by the person.
(4) In addition to checks at regular intervals, a check at the end of the work shift
must be done.
(5) The procedure for checking a worker's well-being, including time intervals
between the checks, must be developed in consultation with the joint committee
or the worker health and safety representative, as applicable.
(6) Time intervals for checking a worker's well being must be developed in
consultation with the worker assigned to work alone or in isolation.
Note: High risk activities require shorter time intervals between checks. The
preferred method for checking is visual or two-way voice contact, but where such a
system is not practicable, a one-way system which allows the worker to call or signal
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for help and which will send a call for help if the worker does not reset the device
after a predetermined interval is acceptable.
4.22 Training
A worker required to work in the circumstances described in section 4.21(1) and any
person assigned to check on the worker must be trained in the written procedure for
checking the worker's well-being.
4.23 Annual review
The procedure and system for checking a worker's well-being must be reviewed at
least annually, or more frequently if there is a change in work arrangements which
could adversely affect a worker's well-being or a report that the system is not
working effectively.
In the interest of yourself, your co-workers and our guests, remember Safety
First!
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