Why Proactive Safety Planning Matters: Lessons from a Costly Workplace Accident

I once worked with a client who experienced a very serious workplace accident—a toxic burn that occurred because an employee mishandled hazardous material.

The situation was preventable. The employee had completed WHMIS and the construction site’s standard safety training, but there were critical gaps:

• The employer had not provided specific training on the handling of that hazardous material.

• There was no proper supervision on-site to ensure safe practices.

• There was no hierarchy of trained staff and supervisors in place to oversee and intervene when necessary.

When the Ministry of Labour investigated, the employer was fined heavily. While I was able to negotiate with the Ministry for a reduction in penalties, the financial, reputational, and operational impact of the incident could not be erased.

What Went Wrong

This employer had invested in general training, but overlooked the risk-based assessment of their worksites. With multiple staff and multiple locations, they needed tailored training, structured supervision, and a clear safety hierarchy. Without those safeguards, the Ministry found the employer directly responsible—even though the employee had received some training.

Safety Goes Beyond the Construction Site

It’s important to remember that health and safety obligations under the Occupational Health and Safety Act (OHSA) apply to all employers—not just those in construction or hazardous environments.

A proactive health and safety assessment doesn’t just protect against physical injuries like burns, falls, or chemical exposure. It also ensures employers are taking steps to prevent psychological and emotional harm in the workplace, such as:

• Bullying and harassment.

• Workplace violence.

• Discrimination.

The Ministry takes these risks just as seriously, and employers can face the same type of liability and penalties if they fail to have proper policies, training, reporting structures, and supervision in place.

How It Could Have Been Avoided

Had the employer engaged me before the incident, I would have conducted a comprehensive risk and training assessment based on:

• The number of sites and staff.

• The presence and qualifications of supervisors.

• The type of materials being handled.

• Policies, training, and systems in place to address both physical and psychological health and safety.

This proactive approach may not only have prevented the accident but also demonstrated to the Ministry that the employer was serious about safety. When everything is properly in place, accidents—or complaints—may still happen, but the Ministry is far less likely to assign blame or issue significant fines.

The Takeaway for Employers

Accidents and workplace conflicts can and do happen—but they don’t have to turn into financial or legal disasters. Employers must go beyond basic compliance and ensure that training, supervision, and safety structures are fully in place and tailored to their operations.

Being proactive is far less costly than trying to repair the damage afterward.

How I Can Help

As an HR and employment law professional, I help businesses assess risk, implement compliant policies, and provide the training and oversight needed to protect both employees and employers—whether from physical injury or workplace misconduct.

If your workplace involves hazardous materials, multiple sites, or higher-risk work—or if you want to ensure your organization is protected from liability around bullying, harassment, discrimination, or violence—now is the time to act, not after an incident has already occurred.

📞 613-866-8637📧 dndcpd@gmail.com🌐 www.dndcpd.com