Wsib certification training program standards

There is no ratio of first aid kits to employees. You need to make sure that first aid kits are easily accessible so that people can reach or access a first aid kit quickly. A first aid kit should be portable and should NOT be kept in a locked cabinet, drawer or room. It should be in an area where it is visible or marked with a sign identifying its location. We do not endorse any particular first aid kit vendor.

You can find the poster also known as Form 82 on our website. Do not provide medication to someone who has been injured or is ill. It could lead to an allergic reaction or could mask the severity of the injury or illness, which could delay getting needed medical attention.

In training, first aiders are not taught to use these items. Providing medication or applying ointment is outside the scope of what first aiders are taught to do. The first aid requirements for employees working off-site are the same as for employess working on-site e. All work crews must have adequate first aid supplies and a trained first aider according to the size of the crew. Regulation does not have requirements around people working alone. However, working alone should be considered a hazard.

All employees should have access to first aid supplies. As a best practice, employees who work alone should have emergency first aid training. We are not accepting any new applications from prospective workplace first aid training providers at this time. At this time, we are not accepting any new applications from prospective workplace first aid training providers. First Aid Program. Important update on COVID To help adhere to ongoing restrictions related to COVID, and following the advice of public health officials, we encourage providers to continue delivering blended training where possible.

When does the extension come into effect? How can I get re-certified or certified? Contact an approved First aid provider and register for an online training option. See a list of approved First Aid Providers. Upon completion of the online course, you will receive an interim certificate for the knowledge acquisition portion of the certification. Practical skills training will be completed at a later date when physical distancing restrictions have been lifted. Keep in contact with your First Aid provider so that you can register for the practical skills component at a later date.

In order to receive full re-certification or certification, your practical skills must be evaluated by an instructor to ensure that the required first aid competencies have been demonstrated. Yes, you can as long as the expiration took place after March 1, Do I keep my expired certificate in the interim? Here are some of the requirements: Workplaces must have at least one employee on site at all times that has a valid first aid certificate from a WSIB-approved training organization. Employers must cover any costs for first aid equipment and services.

Employers must inspect first aid equipment at least once every three months. First aid stations must be easy to find and near an employee who has a valid first aid certificate. Employers must post the " In case of injury poster Form 82 ", first aid certificates and kit inspection card in an area that all employees can easily access. Employers must keep a detailed record of all incidents and any first aid treatment given.

The required training depends on the number of people working per shift at a workplace: For workplaces with five or fewer people working on any one shift, at least one must have an emergency first aid certificate. The training program must be designed to ensure that the learners meet the learning outcomes set out in this standard for Part One, Part Two or Refresher training.

Learners have varying needs such as scheduling and location. As a result, a variety of delivery methods will be considered for approval. Face-to-face, distance learning, eLearning and the combination of both classroom and non-classroom delivery methods blended learning will be considered.

Minimum durations have been set for the training programs to ensure adequate time is available for program delivery. Class size must be between six 6 and twenty-five 25 learners to ensure effective participation and interaction. Training providers who anticipate it will be difficult to meet the target of six 6 to twenty-five 25 people per course must apply for an exemption to the Ministry of Labour, Training and Skills Development at the time of program application, stating that they will consistently have classes of fewer than six 6 people.

Training providers must notify the Ministry of Labour, Training and Skills Development in the training provider annual report of instances when a minimum class size of six 6 was not feasible, for example in remote locations. All distance learning requires the same minimum hours of training as face-to-face learning and must include plans for interaction with a qualified instructor. The platform should allow for flexibility to host multiple participants. It should also be easy to navigate and use and have the ability to form break-out rooms, so that in-class group work and problem-solving can be replicated.

Learners should be easily able to access and participate in the class. Programs delivered entirely by eLearning will satisfy learners who prefer learning in a self-paced environment. In this context, eLearning is a wide set of applications and processes such as web-based learning and computer-based learning, typically delivered online through a computer or any other digital device.

Learners using eLearning set their own pace and are not led in real time by a qualified instructor. Blended Learning describes the practice of using several training delivery methods in one curriculum. It typically refers to the combination of classroom instruction and any type of training that includes self-directed use of online capabilities, such as eLearning.

No eLearning or blended learning delivery is permissible for Part Two or Refresher training. For details on which learning outcomes for Part One training will be considered for eLearning please refer to Section 8.

When a blended learning course is being designed, the two sections of the course must be well integrated. All blended learning requires the same minimum hours of training as face-to-face learning. For blended learning, evaluation in the face-to-face part of the course must support and validate that the learning outcomes covered by the eLearning portion of the course have been adequately met by the learner. Programs delivered by eLearning must include materials that can be referenced during and upon completion of the course e.

Learner materials must:. Joint Health and Safety Committee JHSC certification training is an outcomes-based program which means that certain knowledge and skills must be attained in order for a person to successfully complete the program. For blended learning, the following Learning Outcomes only may be delivered for the eLearning portion of the Part One training:.

The approved training program must include a plan for the evaluation of learning that includes ongoing and final evaluation. Most employers carry on a single business activity and are classified in a single 6-digit classification code. However, some employers with more than one business activity may be classified in multiple 6-digit classification codes. Employers with multiple 6-digit classification codes will generally be assigned a single premium rate based on the predominant class or subclass.

However, some employers classified in more than one 6-digit classification code may be assigned multiple premium rates, see , Single and Multiple Premium Rates. If an operation is ancillary to two or more business activities classified in separate 6-digit classification codes, ancillary earnings must be segregated and allocated to the classification codes accordingly.

If ancillary earnings cannot be segregated, they are considered common ancillary earnings. Common ancillary earnings are allocated to the separate 6-digit classification codes on a prorated basis according to the direct insurable earnings attributable to each 6-digit classification code.

An employer may carry on an operation that is partly ancillary to the employer's principal business activity and partly a business activity in its own right. If the payroll of the part of the operation carrying on as a business in its own right is properly segregated, it is considered a separate business activity and classified accordingly. However, if the payroll for the two parts of the operation is aggregated, the entire operation is classified in either the 6-digit classification code of the business activity that the ancillary part supports, or the 6-digit classification code of the part that is carrying on as a business activity in its own right, whichever corresponds to the class or subclass that has the higher class premium rate.

Once the WSIB has established that an employer is carrying on distinct business activities that are recognized as separate classifications i. References to payroll in this policy should be read as payroll and wage records. The WSIB requires all employers engaged in more than one business activity that fall under different NAICS codes to maintain segregated wage records and payrolls for each business activity.

Payrolls are considered segregated if the employer maintains a proper record of the payroll directly applicable to each business activity, using a method that can be verified on audit.

In addition to keeping accurate wage records, an employer with segregated payrolls must provide, upon request or on audit, the following types of documentation as applicable to support the segregation of the wage records of individual workers:. If an employer with more than one business activity does not maintain segregated payrolls and records the insurable earnings of all workers with no regard to the business activity in which each worker is engaged, the payroll is considered aggregated.

Employers with an aggregated payroll are not eligible for multiple classifications. If there is more than one business activity, and the 6-digit classification code for each business activity is in the same industry class or subclass, the aggregated payroll is generally classified in the 6-digit classification code for the business activity that is considered to make up the largest share of the employer's annual insurable earnings.

If the 6-digit classification codes are in different classes or subclasses, the aggregated payroll is classified in the 6-digit classification code that corresponds to the class or subclass with the highest class premium rate for exceptions, see Small employers , below.

The WSIB makes an exception to the aggregated payroll rule for small employers. For this purpose, the WSIB defines a small employer as one whose workers' total annual insurable earnings are less than five times the ceiling placed on one worker's annual insurable earnings. If a small employer carries on several business activities and cannot segregate the payrolls, the payroll is classified according to the class or subclass for the business activity that is considered to make up the largest share of the employer's annual insurable earnings.

All ancillary operations are subject to these guidelines on starting up and winding down a business activity. When registered employers change, add, or discontinue a business activity, they must report this by contacting the WSIB no later than 10 calendar days from the date of the change to ensure that they are correctly classified.

The WSIB determines how an addition, deletion or change of business activities affects an employer's classification. When registering with the WSIB see , Registration , the employer must declare the status of the payroll, i.