Are Health and Safety Optional According to Correctional Service and Its Representatives?
On February 26, 2025, the National Health and Safety Policy Committee (NHSPC) met in Ottawa. All regional health and safety delegates were present to attend the meeting as well as to participate in an annual discussion on major issues affecting our profession. It was a busy week, providing an opportunity to discuss numerous topics impacting all correctional officers across the country.
The meeting agenda with the employer was very full, but the time allocated to this session was insufficient. Since the COVID-19 health crisis, the employer has adopted a hybrid format, limiting discussions to two and a half hours. It is necessary to reassess this format and the time dedicated to such a critical issue. Health and safety cannot be addressed hastily. These meetings deal with issues, risks, and sometimes even real dangers for correctional officers. The current format does not allow for healthy consultation or effective collaboration.
More than a year ago, we raised some concerns regarding the employer’s commitment to this committee. Since then, little progress has been made. Does the employer view health and safety as a mere performance indicator, or does it genuinely value our well-being?
Here is a summary of the key issues we were able to raise with the employer:
- Threats Against Staff and Employee Protection Program
We are still waiting for a thorough analysis from the employer on this issue. Threat cases are on the rise, particularly in the Quebec region. For example, a single inmate has caused numerous problems at Donnacona Institution. The committee will analyze how such cases are handled to improve the security of our members.
- Needle Exchange Program
The Correctional Service of Canada presented the latest statistics on the Needle Exchange Program and overdose prevention sites. Following an incident in Springhill, where an officer was injured by a contaminated needle, we proposed a pause in the program’s implementation—at least until we receive proper needle-resistant gloves. By introducing additional risks without providing adequate protective equipment, the employer is increasing the danger for correctional officers.
Furthermore, we have learned that cases of Hepatitis B and C are rising in certain institutions where these programs have been implemented. The harm reduction strategy promoted by the Correctional Service appears to be having the opposite effect.
Unfortunately, the employer rejected our request to pause the program and reassess.
- Emergency Vehicle Light Bars
A subcommittee has been formed to assess the removal of emergency vehicle light bars in the Quebec region. We are requesting a nationwide risk analysis, as it is unclear whether this assessment was conducted in 2012. The risk prevention program requires an evaluation every three years or whenever new information becomes available.
The impact of removing light bars on emergency driving, convoys with law enforcement, and prison evacuations must be analyzed. High-risk driving training may be necessary.
- Cardiopulmonary Resuscitation (CPR)
The Correctional Service wants to reintroduce emergency breaths during CPR maneuvers due to liability concerns and fear of legal action. We raised questions regarding training, the condition of pocket masks, and the actual necessity of this measure. The employer plans to temporarily reintroduce these masks to train all correctional officers in the use of ventilation bags.
While we welcome this training, it is essential to ensure a smooth transition and standardize practices nationwide.
Conclusion
The employer’s approach to these issues is ineffective and harmful. A collaboration based on consensus is essential to ensuring the safety of correctional officers. Yet, the employer is content with superficial consultations without real commitment.
The health and safety of correctional officers in Canada are paramount and non-negotiable. An official complaint has been filed to resolve this situation definitively.
Are health and safety optional for the Correctional Service and its representatives? The employer will have to prove that this is not the case—or they will find UCCO-SACC-CSN standing in their way.