| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 74.59 |
| Liaison | Chris Adam |
| Submission Date | Sept. 7, 2020 |
| Executive Letter | Download |
Dawson College
PA-14: Workplace Health and Safety
| Status | Score | Responsible Party |
|---|---|---|
|
1.51 / 2.00 |
Chris
Adam Coordinator Sustainability Office |
Please enter data in the table below:
| Performance Year | Baseline Year | |
| Number of recordable workplace injuries and occupational disease cases | 3 | 7 |
| Full-time equivalent of employees | 795 | 795 |
| Number of injuries and cases per FTE employee | 0.00 | 0.01 |
Start and end dates of the performance year and baseline year (or three-year periods):
| Start Date | End Date | |
| Performance Year | Jan. 1, 2019 | Dec. 31, 2019 |
| Baseline Year | Jan. 1, 2018 | Dec. 31, 2018 |
A brief description of when and why the workplace health and safety baseline was adopted (e.g. in sustainability plans and policies or in the context of other reporting obligations):
The College is obliged to report all work-related accidents and incidents to a provincial government workman''s compensation commission. Part of the taxation system in Quebec is that all employers pay into a workman's compensation program to compensate workers that have to leave work due to workplace-related injury.
Percentage reduction in workplace injuries and occupational disease cases per FTE employee from baseline:
Number of workplace injuries and occupational disease cases per 100 FTE employees, performance year:
A brief description of the institution’s workplace health and safety initiatives, including how workers are engaged in monitoring and advising on health and safety programs:
Dawson has a health and safety committee made up of representatives from every sector of the College and union representatives. Quebec's workplace safety regulations are world-standard and there are regular inspections of facilities from government agencies.
Policy to Stem Violence, Discrimination, Harassment and the Abuse of Power:
This policy has been developed in light of the College’s Mission Statement, the Human Resource Management Policy, the Quebec Charter of Human Rights and Freedoms (CQLR, ch. C-12) and the Act Respecting Labour Standards (CQLR, ch. N-1.1). Dawson College recognizes that all its employees and students are entitled to a respectful and harmonious work and/or study environment free from violence, discrimination, all forms of harassment, and the abuse of power, where respect of the individual’s dignity, physical and psychological integrity are safeguarded. To this end, Dawson College will take all reasonable measures to prevent incidents of violence, discrimination, harassment and the abuse of power, and, when informed of such incidents whether informally or formally in writing, will intervene to address them. https://www.dawsoncollege.qc.ca/wp-content/external-includes/spdocs/documents/bog-hr-01-stem-violence-discrimination-harassment-and-abuse-of-power.pdf
Human Resource Management Policy: to influence attitudes, behaviours, approaches and styles of personal interaction between individuals and groups in order to enhance the contributions of all employees to the College’s Mission: https://www.dawsoncollege.qc.ca/wp-content/external-includes/spdocs/documents/bog-hr-00-human-resource-management-policy.pdf
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
To review with HR director - asked for 15 years of data - will take 3 year averages.
Procedures for responding to employee disclosure, reports and complaints of sexual violence: Workplace sexual https://www.dawsoncollege.qc.ca/wp-content/external-includes/spdocs/documents/sexual-violence-procedures-employees.pdf
Procedures for responding to student disclosure, reports and complaints of sexual violence: https://www.dawsoncollege.qc.ca/wp-content/external-includes/spdocs/documents/sexual-violence-procedures-students.pdf
Policy for a smoke-free college: https://www.dawsoncollege.qc.ca/wp-content/external-includes/spdocs/documents/bog-dg-03-policy-for-a-smoke-free-college.pdf
Accident/incident report procedure: https://www.dawsoncollege.qc.ca/plant-and-facilities/health-safety/accidentsincidents/
To review with HR director - asked for 15 years of data - will take 3 year averages.
Procedures for responding to employee disclosure, reports and complaints of sexual violence: Workplace sexual https://www.dawsoncollege.qc.ca/wp-content/external-includes/spdocs/documents/sexual-violence-procedures-employees.pdf
Procedures for responding to student disclosure, reports and complaints of sexual violence: https://www.dawsoncollege.qc.ca/wp-content/external-includes/spdocs/documents/sexual-violence-procedures-students.pdf
Policy for a smoke-free college: https://www.dawsoncollege.qc.ca/wp-content/external-includes/spdocs/documents/bog-dg-03-policy-for-a-smoke-free-college.pdf
Accident/incident report procedure: https://www.dawsoncollege.qc.ca/plant-and-facilities/health-safety/accidentsincidents/
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.