WorkSafeBC plays a critical role in ensuring workplace safety and investigating incidents that result in injury or death. However, as illustrated by the tragic case of Quinn Cormier, the husband of Jennifer Cormier, there are significant gaps in the way investigations are handled, especially when it comes to communication with the families of victims. This article seeks to address these gaps, explore the challenges that arise in the investigative process, and propose recommendations for improving the way WorkSafeBC interacts with grieving families.
The Tragic Incident: A Closer Look at the Case
In April 2017, tragedy struck at a Penticton auto dealership when Quinn Cormier, an employee at the dealership, became trapped between two vehicles and died at the scene. The incident left Jennifer Cormier devastated, and her grief was compounded by the lack of clear communication from WorkSafeBC regarding the investigation. As is often the case with workplace fatalities, an investigation was launched to determine the circumstances surrounding the accident and whether any workplace safety violations occurred.
However, Jennifer Cormier’s experience with the process has been less than reassuring. She has repeatedly expressed feeling blindsided and left in the dark regarding key details of the investigation and subsequent decisions. Despite the gravity of the situation, much of the information Cormier has learned about her husband’s death and the outcome of the investigation has come from the media, rather than directly from WorkSafeBC. This lack of transparency and communication with the bereaved family raises important questions about how WorkSafeBC handles sensitive cases and the protocols in place for informing the next of kin.
The Investigation and Initial Findings
The investigation into Quinn Cormier’s death revealed that workplace safety violations were, in fact, a contributing factor. Skaha Ford, the dealership where the incident occurred, was fined over $31,000 for these violations. However, it was not WorkSafeBC who communicated this fine to Jennifer Cormier—it was a reporter who broke the news. For someone already navigating the emotional toll of losing a loved one, this kind of oversight only adds to the trauma.
Furthermore, Cormier’s frustrations grew when she learned that WorkSafeBC had not contacted her to inform her of the penalty levied against Skaha Ford. She found out about the fine only after the fact, further solidifying her sense of being out of the loop.
The Review Process: Lack of Informed Consent
The situation took another turn when Cormier learned that the fine imposed on Skaha Ford was being reviewed. According to the new owner of Skaha Ford, Brad Jinjoe, WorkSafeBC had contacted him and encouraged him to file for a review of the fine. However, Jennifer Cormier was not informed of this potential development until she proactively sought out information from Skaha Ford.
The review process is part of standard procedure following the issuance of a fine, but its implications are significant. The outcome of the review could result in an increase or decrease in the penalty or leave it unchanged. Given that the fine was a direct result of her husband’s death, Jennifer Cormier rightfully expected to be kept in the loop regarding any developments.
The Lack of Empathy and Communication in WorkSafeBC’s Approach
One of the most troubling aspects of this case is the lack of communication between WorkSafeBC and Jennifer Cormier. As a grieving widow, Cormier was left to navigate a complex, bureaucratic system on her own, often learning critical details about her husband’s death and its aftermath through media reports. WorkSafeBC’s response to the situation has been far from empathetic, and their failure to reach out to the family regarding important matters reflects a broader issue with how the organization handles the families of workplace accident victims.
WorkSafeBC has stated that it is standard practice to inform employers of the review process, but the same level of communication and transparency should be extended to the families of the deceased. Grieving families deserve to be treated with dignity and respect and to be kept informed every step of the way.
Recommendations for Improving Communication and Transparency
1. Direct Communication with Families:
WorkSafeBC should establish protocols to ensure that families of workplace accident victims are directly informed of all key developments in the investigation and review process. Whether it is the outcome of the initial investigation, penalties levied, or any subsequent reviews, the family should be notified promptly and in a clear, compassionate manner.
2. Empathy Training for Investigators:
Investigators and other personnel involved in workplace incident investigations should receive empathy and communication training to better handle interactions with grieving families. This would help ensure that families are treated with the utmost respect and care, particularly during the initial stages of the investigation when emotions are raw.
3. Clear and Transparent Reporting:
WorkSafeBC must provide detailed reports to families that explain the investigation findings, penalties, and any potential reviews in a way that is easy to understand. Families should not have to rely on media outlets to learn about the details of their loved one’s death or the actions taken by WorkSafeBC.
4. Dedicated Support for Families:
In addition to improving communication, WorkSafeBC should consider providing dedicated support services for families of workplace accident victims. This could include a family liaison officer who would be the primary point of contact, guiding them through the investigation process and ensuring that they have the resources they need.
5. Review Process Transparency:
The review process for fines and penalties should be more transparent, with families being informed about the process and given a chance to participate or provide input. This would help to ensure that the outcomes of the review process are fair and equitable.
Conclusion:
The case of Jennifer Cormier and her late husband, Quinn, highlights significant issues within WorkSafeBC’s approach to investigating workplace fatalities. While the organization plays a vital role in ensuring workplace safety, its treatment of grieving families leaves much to be desired. Moving forward, it is essential that WorkSafeBC take steps to improve its communication practices, demonstrate more empathy, and provide better support to those left behind by workplace tragedies. By addressing these gaps, WorkSafeBC can foster a more compassionate, transparent, and effective system for handling the aftermath of workplace accidents, ensuring that families are not left feeling blindsided and alone in their grief.