Information supporting affiliate long-term care and assisted providers to provide a safe working environment.

Workplace health and safety services

The Affiliates Safety and Well-being team offers the following free services to all Fraser Health affiliated employers: 

Consultation services

Supporting workplace health and safety questions including refusals of unsafe work.

Assessment completion

Assisting with required workplace health and safety assessments including initial first aid assessments and initial violence risk assessments.

Training sessions

Offering N95 respirator train the fit tester and refresher training.

WorkSafeBC interactions

Providing navigation support for interactions with WorkSafeBC, including serious incident response and inspection report review.

For more information

Email for workplace health and safety questions and support.

Workplace health and safety resources

  • Bullying and harassment prevention

    Respect, caring and trust are the values that characterize our patient, staff and medical staff relationships, and help us to create great workplaces.

    We live our values every time we interact with our co-workers, colleagues from other departments or services, and those we serve and care for.

    1. What is bullying and harassment?  An employee is bullied and harassed when someone takes an action that he or she knew or reasonably ought to have known would cause that worker to be humiliated or intimidated.

    Learn examples of behaviour or comments that might constitute bullying and harassment.
    2. Procedures for employers An employer should develop a written procedure on how to deal with reported workplace bullying and harassment by using WorkSafe BC’s Resource Tool Kit.
    3. Tips and guides for staff  Available upon request.

    For additional support, please email

  • Chemical hazards

    A chemical spill or accidental release is defined as an uncontrolled release of a hazardous material, either as a solid, liquid or gas. The challenges related to dealing with chemical spills, leaks or accidental releases will vary with the type of release and the volume of material involved.

    Protect the health and safety of staff, residents and the public to minimize the impact to the facility and environment with proactive steps:

    1. Inventory  Identify the chemicals in use or stored in your department(s) and maintain a chemical inventory. 
    2. Procedures Develop procedures for managing chemical hazards that include the following elements (but not limited to):
    • Chemical handling
    • Spill response
    • Controls (signage, PPE, etc)
    3. Education  Staff should be educated on:
    • WHMIS
    • Chemicals in their work area and how to handle them safely – see Health Hazard Information Sheets on Pulse or email us for copies.

    For additional support, please email

  • First aid

    First aid services for staff are typically required in the workplace.

    Best practices for implementing and sustaining first aid services at a workplace:

    1. Assessment Complete an assessment for first aid. Review and update the assessment annually.

    Remember: Contact if you need help to complete your initial first aid assessment.
    2. Equipment Provide equipment as required by your assessment and as outlined by WorkSafeBC’s minimum first aid equipment list
    3. Staffing Ensure staff complete the appropriate level one or two course with an approved first aid training provider.

    Keep first aid certificates in a first aid binder. Certifications are valid for three years.
    4. Documentation Develop and document procedures outlining first aid location and how staff access care.

    Set-up a first aid binder for record keeping, include blank first aid records and a place to keep completed records.
    5. Education Inform staff how and where to obtain first aid services.
    6. Evaluation Monitor, supervise and inspect the program regularly.


    Documents and templates

    For additional support, please email

  • Hazardous drugs

    Hazardous drugs are drugs that pose a potential health risk to staff who may be exposed to them during receipt, transport, preparation, administration or disposal.

    These drugs require special handling because of their potential to cause toxicity, including carcinogenicity or reproductive toxicity. Staff can potentially be exposed during preparation, administration and disposal of these drugs. 

    1. Assessment  Complete an assessment for hazardous drugs to identify hazardous drugs and assess risk. 

    Review and update the assessment annually. 
    2. Procedures Develop and implement control measures.

    Develop safe work procedures.
    3. Education Educate staff on relevant techniques including:
    • Safe handling procedures
    • Proper use of equipment and materials
    • Spill and waste disposal procedures
    • Procedures for reporting known exposures
    • Suspected health effects
    4. Evaluation  Monitor, supervise and inspect the program. 

    For more details, please refer to the WorkSafeBC guidance document on Safe Handling of Hazardous Drugs.

    Should you require any guidance, please email

  • Internal workplace inspections

    Employers are responsible to ensure workplace inspections are completed that identify hazards and address issues before incidents occur. Inspections should be done on a regular basis by someone who is familiar with the workplace, task or job.

    Documents and templates

    Should you require any guidance, please email

  • Joint occupational health and safety committees

    If your workplace has 20 employees or more, you need a joint occupational health and safety committee (JOHSC). 

    Working with the JOHSC

    Employer representatives  Employers may be involved with a JOHSC as an employer representative.

    Co-chairs of a committee’s responsibilities include, but are not limited to: leading monthly meetings, conducting annual evaluations, creating and managing the terms of reference
    Recommendation letters Employers may receive a recommendation letter from a JOHSC. If you do, you must respond in writing within 21 days.

    Email us for a 21-day letter process and recommendation letter template.
    Working with worker representatives on incidents and investigations A worker representative has the right to participate in an incident investigation. Worker representatives can be contacted and asked to participate in the incident investigation. 

    For more information, refer to Reporting Hazards and Incidents, below.
    Other JOHSC functions You may be required to work with JOHSCs for other functions, such as JOHSC inspections or violence risk assessments.

    For more information, see WorkSafeBC joint occupational health and safety committee resources

    Should you require any guidance, please email

  • Refusal of unsafe work

    Staff have the right to refuse unsafe work if there is reasonable cause to believe it would create an undue hazard to their health and safety. 

    Employers should immediately investigate the matter to address unsafe conditions.

    Refusal of unsafe work process:

    1. Encourage reporting of unsafe procedure or condition  An employee who refuses to carry out a work process or operate a tool, appliance or equipment must immediately report the circumstances of the unsafe condition to his or her supervisor.
    2. Investigate the unsafe procedure or condition The supervisor will investigate and fix the matter and inform the employee when it’s safe to resume their job or task.

    Email us for a work refusal investigation form template to use for documentation. 
    3. Involve the joint occupational health and safety committee (JOHSC) if the investigation does not resolve the matter and the employee continues to refuse to carry out the work processes If the procedure in step two does not resolve the matter and the employee continues to refuse to carry out the work process or operate the tool, appliance or equipment, the supervisor must investigate the matter in the presence of the employee who made the report and in the presence of: 
    • A worker member of the JOSHC
    • If there is no JOSHC or Health and Safety Representative, any other reasonably available employee selected by the employee.
    4.(optional) Invite Fraser Health  
    Remember: If the refusal of unsafe work is not resolved after step three, we are available to provide support before contacting WorkSafeBC. 

    You can contact us at to request a consultation on the issue and suggestions on how to resolve it. 
    5. Contact WorkSafeBC if the investigation does not resolve the matter and the employee continues to refuse to carry out the work processes  If this joint and formal investigation does not result in a workable solution, the investigation team may reach out to WorkSafeBC for help.

    More information regarding WorkSafeBC’s’s role in the right to refuse unsafe work.

    Should you require any guidance, please email

  • Reporting hazards and incidents

    An employee who identifies a safety hazard or concern is responsible to report this to their supervisor immediately and the employers are responsible to investigate the reported hazard promptly to prevent potential workplace injuries or illnesses. It is the employers’ responsibility to develop a process to encourage staff to report workplace hazards and instructions on how to investigate. 


    Employers are responsible for conducting investigations related to incidents that happen in their workplaces and submitting Employer Incident Investigation Reports (EIIRs) to WorkSafeBC.   

    Workplace incident investigation process:

    1. Ensure people are safe  • Follow your site first aid procedure for injured staff.
    • Move staff, patients or visitors away from danger/hazards.
    2. WorkSafeBC Immediately reportable criteria Employers are responsible for immediately notifying WorkSafeBC, using the Prevention Information Line, if any of the following incidents have happened in the workplace.
    WorkSafeBC’s Immediately reportable criteria

    Remember: We are available to support affiliates with incidents that meet WorkSafeBC's immediately reportable criteria.
    Contact us immediately at
    3. Preserve the scene/evidence • Optional: Photograph the scene as soon as possible if safe to do so.
    • Prevent unauthorized access to the area.
    • Secure the evidence (patient chart, item used as weapon, damaged equipment, etc.)
    • Manage witnesses/obtain witness statements.
    4. Investigate the incident/submit the investigation report – All levels • Create an investigation team, include the worker representative (if reasonably available).
    • Complete the preliminary incident investigation report within 48 hours of the incident. 
    • Complete the full incident investigation report within 30 days of the incident.

    Additional resources: 

    Should you require any guidance, please email

  • Respiratory protection

    Employers are required to provide employees with appropriate respirators wherever they are exposed to airborne hazards (e.g. tuberculosis (TB), hazardous drugs spills, etc.). Each employer should develop a respiratory program, following these steps.

    For more information, see WorksafeBC’s guide to creating a respiratory protection program.

    Respiratory protection program

    1. Develop program   Create a respiratory protection program including written procedures for selection, use, inspection, cleaning, maintenance and storage.
    • Use the respiratory protection program template
    2. Assessment Develop an assessment for both when a respirator is needed (eg. Aerosol generating procedures, chemical spill response) and what types of respirators are needed (eg. N95 respirators, half-face elastomeric respirators).
    • Appendix B of the respiratory protection program template outlines this assessment.
    3. Equipment Maintain a current respirator and respiratory equipment inventory
    4. Education Employees who use N95 respirators must be fit tested annually and be educated on the use, inspection, maintenance and storage of respirators.
    • Fit testing can be completed in-house or using an external fit testing provider. See details below. 
    5. Medical assessment If there are any medical concerns about the employee’s ability to use a respirator, the employee must be examined by a doctor who can advise the employer of the employee’s ability to wear a respirator.
    6. Documentation  Maintain a record of:
    • Fit test results
    • User instruction
    • Maintenance records
    7. Evaluation Complete a review of the program annually.

    Education and training options

    In house fit testing

    Fraser Health offers Fraser Health Affiliated LTC/AL sites the option to train their own staff to complete fit testing. 

    • Staff must complete the N95 Fit Tester Train the Trainer course
    • Upon completion, fit tester certification will be valid for two years. 
    • To recertify, staff will be required to take an online refresher course.  

    External fit testing providers

    To ensure your staff are properly instructed and fit-tested on an N95 respirator, the Fraser Health Health and Safety team has a list of pre-approved fit-testing providers, available upon request.

    The pre-approval process ensures that the providers conduct fit-testing in compliance with CSA (Canadian Standards Association) requirements, and will provide applicable educational items specific to health care.

    Documents and templates

    For trained fit testers: 

    • Fit test card
    • Fit test kit ordering information
    • Fit test record form

    If you would like to seek a fit testing provider elsewhere, please complete the following checklist:

    • Affiliate fit testing provider checklist

    Should you require any guidance, please email

  • Violence

    Violent incidents can result in injury and negatively affect you and your co-workers.

    A violence risk assessment is a comprehensive process to determine level of risk of injury from violence and make recommendations to reduce the level of risk of each department based on the provincial violence risk assessment standards.

    Remember: The Affiliates Safety and Well-being team offer services to complete an initial Violence Risk Assessment (VRA) and establish a process for affiliated sites to review their VRA on a regular basis.

    Should you have any questions, please email

  • WorkSafeBC consultations

    Examples of WorkSafeBC interaction:

    • WorkSafeBC Immediately reportable serious and fatality response
    • WorkSafeBC Right to Refuse Unsafe Work
    • WorkSafeBC routine inspections which may result in an investigation report with orders
    • Bullying and Harassment investigation follow up by WorkSafeBC

    Remember: The Affiliates Safety and Well-being team team offers consultation on WorkSafeBC inspection reports issued to the site.

    Please contact us at for consultation.