Health & Safety

At HR Performance & Results, we specialize in developing comprehensive Health & Safety programs for clients in a variety of industry sectors.

 It is essential for an organization to integrate health & safety into all aspects of the business including operations, human resources, finance, sales, and marketing. Our goal is to partner with our clients to create a healthy and safe organization by developing integrated systems and facilitating a process of cultural integration within your organization.

The First Step: The Health & Safety Assessment
Health and Safety Assessment

This assessment is critical in laying the foundation of what needs to be accomplished in developing a health and safety program.

Hazard Analysis and Risk Assessment

A specific step by step analysis of all jobs and work-sites for biological, physical, environmental and chemical hazards. A ranking and correction of methodology follows.

Hazard Controls

Developed from the analysis in collaboration with the Joint Health and Safety Committee.

The Second Step: Laying the Foundation
Development of a Health & Safety Program

A well documented Health & Safety program is a mandatory legal requirement.  The Health & Safety program will incorporate all key elements of mandatory legal requirements.

Development of a Health & Safety Employee Handbook

An employee orientation tool used by managers to orientate new employees into the workplace. 

The Next Step: Integrating Health & Safety into the Workplace
Development of a Health & Safety Management Orientation Program

Consistent application of Health & Safety policies & procedures are critical in defining the success of these systems.  “Competent” supervisors are a legal due diligence requirement. 

Development of a Health & Safety Employee Orientation Program

Consistent application of Health & Safety policies and procedures are critical in defining the success of these systems. 



I need to terminate an employee immediately. What do I do?

We understand that in some situations, promptly removing an employee from the workplace is necessary, but there are several things to consider before doing so. First, do they have an employment agreement and does that agreement include a termination clause? Is your organization unionized? Contact a member of our team to discuss your options.

I’ve never had employment agreements. Do I really need them?

Employment agreements set out the terms and conditions of the employment relationship including the position being offered, conditions of work, compensation, etc. We recommend that all employers have written employment agreements in order to minimize their legal liability upon termination. Contact a member of our team to learn more.

Why isn’t anyone applying to my job postings?

Do you have a recruitment strategy? What methods of advertising are you using? Have you written a job ad that sells your organization as an employer of choice? Have you considered sponsored job ads? There are several factors to consider when drafting a job posting that will attract your desired candidates. Reach out to a member of our team to discuss what you can do to attract and hire the ideal candidate.

A health and safety inspector just showed up to my place of business. What do I do?

Inspectors can visit an employer’s workplace at any time without a warrant or notice. If an inspector is in your workplace, be welcoming and remain calm. Answer their questions to the best of your ability and promptly provide any requested documentation. If your organization has been issued a ticket, fine or order, be cognizant of the timeframe for adhering to the order. They will likely conduct a follow-up visit and you want to minimize any further consequences. Reach out to a member of our team to ensure that your business is meeting all health and safety requirements.

My employee has asked for a COVID-19 related accommodation. Do I need to accommodate them?

It depends. There are a number of reasons why your employee may be requesting accommodations and as the pandemic continues to evolve, so does provincial and federal employment legislation. Address each accommodation request individually. A solution for one may not work for someone else. Reach out to a member of our team to discuss your options.