HEALTH, SAFETY AND ENVIRONMENTAL MANAGEMENT SYSTEM. Safety Regulations and Policies for Offices

Transcription

1 HEALTH, SAFETY AND ENVIRONMENTAL MANAGEMENT SYSTEM

2 Table of Contents University of Saskatchewan Policies Relating to Health, Safety and Environment... 3 Animal Control... 4 Discrimination and Harassment Prevention... 5 Employee Assistance Program... 8 Furniture... 9 Smoking Violence Working Alone Workplace Safety and Environmental Protection (WSEP) The Saskatchewan Occupational Health and Safety Act and Regulations The Occupational Health and Safety Act, Part II Duties General duties of employers General duties of workers Part IV Right To Refuse Dangerous Work; Discriminatory Action Right to refuse The Occupational Health and Safety Regulations, Part III General Duties General duties of employers General duties of workers Duty of employer or contractor to provide information Supervision of work Duty to inform workers Training of workers Examination of plant Maintenance and repair of equipment Inspection of place of employment Investigation of certain accidents Prohibition re scene of accident Injuries requiring medical treatment Harassment Violence Part VI General Health Requirements Space Lighting Thermal conditions Smoking Lifting and handling loads Standing Sitting Musculoskeletal injuries Visually demanding tasks Part VII Personal Protective Equipment Use of equipment required General responsibilities Exposure to noise Part IX Safeguards, Storage, Warning Signs and Signals Storage of materials Part X Machine Safety Safeguards Part XVI Entrances, Exits and Ladders

3 General duty re entrances, exits Portable ladders Part XXV Fire and Explosion Hazards Fire safety plan Worker Sign-Off Sheet

4 University of Saskatchewan Policies Relating to Health, Safety and Environment Identified below are the University of Saskatchewan policies relating to health, safety and environment that are applicable to most administrative environments. All workers should review these policies and understand how they apply to their workplace. To view all University of Saskatchewan Policies visit the Office of the University Secretary at These policies should be reviewed on a regular basis to ensure that no changes to either the policy, or activities within the workplace, have occurred. If changes or updates are found to be required, contact your HSEMS Consultant for assistance. 3

5 Animal Control University of Saskatchewan HSEMS Website: Category: Health, Safety and Environment Responsibility: Vice-President (Finance and Resources) Authorization: Board of Governors Approval Date: May 7, 2004 Purpose: As part of the University's commitment to providing a safe and healthy environment for all members of the University community, this policy is designed to control disruptions, nuisances, potential health hazards, and reduce the risk of personal injury and/or anxiety created by animals at the University of Saskatchewan. Policy: Animals will not be permitted inside University buildings, vehicles or facilities, including University residences (except as indicated in housing agreements). All animals on the University grounds must be properly restrained (leash, carrier etc.) and under the care and control of their owner/guardian at all times. Owners/guardians must comply with all provincial and city laws pertaining to licensing and animal control. The following animals are exempt from this Policy but must remain under care and control at all times: 1. Research, teaching and other animals owned by the University 2. Animals in areas where academic pursuits or clinical services require their presence (e.g. Veterinary Medicine) 3. Service animals which assist their owners with disabilities 4. Exhibit and demonstration animals 5. Police service dogs Procedure Summary: The University reserves the right to take any action it deems necessary in the enforcement of this policy. A complete copy of the procedures is available at Definitions: "University grounds" means on lands within the University's governance and control. Contact: Director, Workplace Safety and Environmental Protection (WSEP) ( ) Website: 4

6 Discrimination and Harassment Prevention Website: Category: Health, Safety and Environment Responsibility: Associate Vice-President, Human Resources Authorization: Board of Governors Date: December 1998 Revisions: March 30, 2001, January 31, 2003, May 2, 2008 Purpose: To provide students and employees with a positive environment for working and learning that is free of discrimination and harassment. Principles: Discrimination and harassment are prohibited by law and will not be tolerated. The University will respond promptly and effectively to reports of discrimination and harassment and will take appropriate action to prevent and correct behaviour that violates this Policy. Scope of this Policy: This policy prohibits all forms of discrimination and harassment that are defined under the Saskatchewan Human Rights Code, and the Occupational Health and Safety Act, 1993 and Regulations. Policy: Discrimination and harassment are illegal and prohibited when they are based upon religion, creed, marital status, sex, sexual orientation, disability, age, colour, ancestry, nationality, place of origin, race or perceived race, receipt of public assistance, physical size, weight or personal harassment. The University does not condone, and may take action to address, behaviour that interferes with the provision of a positive, productive environment for working or learning. Examples of prohibited behaviours include disorderly or abusive conduct or language, spreading malicious rumours, damaging property, mean spirited or dangerous pranks or practical jokes, hazing, shouting or screaming, aggressive verbal or physical behaviour and rude, demeaning, intimidating or threatening behaviour. Responsibility: University Officials. University Officials (Senior Administrators, Department Heads, Directors, Managers and Human Resources Consultants) have a legal responsibility to take 5

7 prompt, effective action to prevent and address known or apparent incidents of discrimination and harassment, whether they receive a complaint or not. They are also responsible for: a. taking action to promote a positive, productive environment for working and learning; b. seeking advice regarding a potential violation of this policy from the Coordinator, a Human Resources Consultant (when respondents are employees) or the Director, Student Retention, Support & Development (when respondents are students). Senior Administrators. Under this policy Senior Administrators include: Deans (when respondents belong to the USFA or are employees or students in a college); Directors or Associate Vice Presidents in charge of an administrative Unit (when respondents are employees), Vice Presidents (when respondents are Directors of an administrative unit or Associate Vice Presidents), the President (when respondents are Vice Presidents), the Board of Governors (when the respondent is the President) and the Associate Dean of Postgraduate Medical Education (when respondents belong to PAIRS). These individuals (or their designees) are responsible for: a. determining when a formal investigation will occur; b. directing and overseeing formal investigations (see procedures for more detail). Human Resources (HR) is responsible for: a. providing Senior Administrators with advice and assistance regarding formal investigations of complaints involving employees; b. helping departments and units create and maintain a positive working environment; c. promoting this Policy and ensuring that it is communicated to employees Student and Enrolment Services Division (SESD) is responsible for: a. providing Senior Administrators with advice and assistance regarding formal investigations of complaints involving students; b. promoting this Policy and ensuring that it is communicated to students. The Coordinator. The Coordinator is designated by the University to act as a central resource that will provide all members of the University community with consultation, advice and assistance in resolving or investigating issues of discrimination and harassment. The Coordinator is administratively responsible to the Associate Vice-President (AVP), HR and will report to: the AVP HR regarding employee complaints or issues, and the AVP SESD when issues involve students. Specific duties include, but are not limited to, assessing complaints and incidents, providing advice regarding an appropriate course of action, informal resolution and conducting formal investigations, as requested by an authorized 6

8 University Official. University of Saskatchewan HSEMS The role of the Coordinator does not involve adjudicating cases or assigning discipline. Non-compliance: Following due process, the University may take action against anyone whose activities are in violation of the law or of this policy. The actions taken may include, but are not limited to: disciplinary action for students under either Council Regulations on Academic Dishonesty or University Senate Non-Academic Disciplinary Regulations; disciplinary action for employees; legal action that could result in criminal or civil proceedings. Procedures: Procedures for addressing issues of discrimination and harassment are contained in the University of Saskatchewan Discrimination and Harassment Prevention Procedures, which is available at Contact: Coordinator, Discrimination and Harassment Prevention Services ( ) or 7

9 Employee Assistance Program University of Saskatchewan HSEMS Website: Category: Health, Safety and Environment Responsibility: Employee Assistance Program Board Authorization: Board of Governors Approval Date: June, 1990 Reformatted: March 30, 2001 Purpose: To provide professional assistance to employees for distress resulting from personal or work-related concerns; to support personal measures and organizational strategies that prevent psychological distress. Policy: The Program is available to all unionized and non-unionized University employees, including those hired through research grants, and their family members. The Program pays up to a specified annual amount for counselling that is provided through select contracted therapeutic resources. Contact with the Employee Assistance Program is voluntary and confidential. The privacy of all clients is rigorously maintained. An independent and representative Board oversees the Program. The Employee Assistance Program provides: Personal support, problem solving, counselling and consultation to employees of the University for personal or work related concerns which are perceived by individuals as significantly disruptive to their lives; Training and other preventive resources which enhance personal functioning by raising awareness of organizational, physical and mental health issues, and that encourage an early response to potentially stressful situations or events; Active participation in the development of a campus environment that is sensitive to personal needs and that supports an integration of personal and work life. Procedure Summary: Contact: Employee Assistance Program Office ( ) Web Site: 8

10 Furniture University of Saskatchewan HSEMS Website: Category: Health, Safety and Environment Responsibility: Vice-President (Finance & Resources) Authorization: Board of Governors Approval Date: December 1997 Reformatted: March 30, 2001 Purpose: To enhance employee well being, comfort, efficiency and productivity. To ensure that University standards of quality and sound ergonomic principles are adhered to, in order to minimize risk of personal injury and disability. To minimize demands on University budgets arising from productivity loss, costs associated with the maintenance and replacement of furniture and Worker's Compensation and liability claims. Policy: Approval authority for the purchase, modification and fabrication of furniture is delegated to the Facilities Management Division, in consultation with the Department of Health, Safety and Environment. Responsibility for the procurement of approved furniture is delegated to Facilities Management Division. In this policy, furniture is defined as being movable and not permanently fixed to buildings. Procedure Summary: Requests for the purchase, modification or fabrication of furniture are to be made on a properly completed Purchase Requisition form and sent to the Facilities Management Division, Architectural Services for approval. Facilities Management, Architectural Services, in consultation with the Department of Health, Safety and Environment, will give advice and make recommendations on types and models of furniture to be purchased or fabricated and on the modification of existing furniture. Further details can be obtained from the Department of Health, Safety and Environment. Contact: Director, Workplace Safety and Environmental Protection ( ) Website: 9

11 Smoking University of Saskatchewan HSEMS Website: Category: Health, Safety and Environment Responsibility: President Authorization: Board of Governors Approval Date: September 1, 1991 Amended April 8, 2005 Purpose: Through this policy, the University of Saskatchewan will minimize the exposure of second hand smoke; promote a healthy and safe environment for all employees, students and visitors; and comply with the provincial Tobacco Control Act and the municipal Smoking Control Bylaw, Policy: Smoking is prohibited in all University buildings, parts of buildings, enclosed spaces, leased spaces, University owned or leased vehicles and outdoor seating areas that are part of a restaurant or licensed facility. Smoking is also prohibited at Griffiths Stadium except in designated areas. Smoking is prohibited within a ten meter perimeter of any University building or ventilation air intake and other outdoor areas where posted. This policy applies to all University employees, students and visitors. Procedure Summary: The University reserves the right to take any action it deems necessary in the enforcement of this policy. A complete copy of the procedures is available at Contact: Director, Workplace Safety and Environmental Protection ( ) Website: 10

12 Violence University of Saskatchewan HSEMS Website: Category: Health, Safety and Environment Responsibility: Vice-President (Finance and Resources) Authorization: Board of Governors Approval Date: June 23, 2000 Reformatted: February 1, 2005 Purpose: To minimize the occurrence of violent incidents, to promote a safe environment and to comply with the Saskatchewan Occupational Health and Safety Act (Part II, Section 14) and Regulations (Part III, Section 37). Preamble: This policy applies to all members of the University community including individuals employed directly or indirectly at the University, students and visitors. This policy applies to incidents of violence that occur on University premises and other work sites under the University's control, or during the course of any University sponsored event. In exceptional circumstances, complaints may be made regarding an alleged incident that occurs away from the University and not during a University sponsored event, if the consequences of the incident have a direct impact on the complainant's course of work or study, or if the incident has a substantial connection with the University. The University recommends that agencies affiliated with it, or located within its perimeters, also follow this policy. Policy: The University of Saskatchewan strives to ensure the safety of all members of the University community. It values the well being of all persons utilizing its premises and working within its community. The University through this policy strives to minimize the risk of violence, facilitate prompt action, and provide support to victims of violence. All members of the University community share the responsibility for creating and promoting a positive environment and are expected to conduct themselves in an appropriate and responsible matter. Procedure Summary: A complete copy of the procedures for addressing issues of violence or threats of violence is available at 11

13 References University of Saskatchewan HSEMS - Government of Saskatchewan Occupational Health and Safety Act - Government of Saskatchewan Occupational Health and Safety Regulations - University Act Contact: Director, Workplace Safety and Environmental Protection ( ) Website: 12

14 Working Alone University of Saskatchewan HSEMS Website: Category: Health, Safety and Environment Responsibility: Vice-President (Finance and Resources) Authorization: Board of Governors Approval Date: June 25, 2004 Purpose: To provide for measures to protect the health and safety of, and minimize risk to, any worker that works alone or at an isolated place of employment as defined in The Occupational Health and Safety Regulations, 1996 (Section 35). Strict adherence to this policy will help to meet health and safety legal requirements and demonstrate due diligence in work alone situations. Policy: Supervisors shall review each worksite under their control to identify individuals who work alone and ensure all reasonably practicable steps are taken to protect the health and safety of those workers. Deans and Division Heads are responsible for ensuring a site specific Working Alone Policy is developed, implemented, communicated and enforced. Workers must comply with the site specific Working Alone Policy. Procedure Summary: The University reserves the right to take any action it deems necessary in the enforcement of this policy. A complete copy of the procedures is available at Definitions: "normal working hours" means the hours of the University of Saskatchewan when there are typically people available to help in the case of an incident, normally between 8:00 a.m. and 5:00 p.m. However, some departments have normal work hours that do not fall within this range. In such cases, a departmental Working Alone Policy should be formulated and the department should stipulate what they consider normal work hours to be. "supervisor" means a person authorized by an employer to oversee or direct the work of workers, including research supervisors, principal investigators, department heads, deans, managers and any other persons in positions of authority. "worker" means any person who is engaged in an occupation in the service of an employer including graduate students. 13

15 "working alone or at an isolated place of employment" according to The Occupational Health and Safety Regulations, 1996 means "to work at a worksite as the only worker of the employer or contractor at that worksite, in circumstances where assistance is not readily available to the worker in the event of injury, ill health or emergency." The University campus is considered one worksite, however there may be situations which may pose additional risks to a worker even though the worker is not strictly working alone. In these circumstances extra precautions and requirements may be warranted. Various work environments and situations call for various interpretations of "working alone". For example, a worker who comes in alone after normal working hours to perform paperwork duties may not be considered to be "working alone". However, if a worker comes in after normal working hours to do laboratory testing with hazardous substances, the worker may be considered as "working alone" and require limitations on his/her duties through a sitespecific Working Alone Policy. "worksite" means any place where work is performed, including locations such as laboratories, offices, or field work. Contact: Director, Workplace Safety and Environmental Protection ( ) Website: 14

16 Workplace Safety and Environmental Protection (WSEP) Website: Category: Workplace Safety and Environmental Protection (WSEP) Responsibility: Vice-President (Finance and Resources) Authorization: Board of Governors Approval Date: September 23, 1999 Reformatted: March 30, 2011 Purpose: The objectives of this policy are to: Policy: demonstrate the University of Saskatchewan's commitment to the health and safety of the University community and to the protection of the general public and the environment. make the University premises safe and healthy for the campus community and its visitors, minimize the risk of injury, and damage to property and the environment, and minimize the risk of violence and incidents of harassment. The University of Saskatchewan provides a place of employment and learning that is as free as possible from recognized hazards. A safe and healthy environment is created and maintained through the provision of proper facilities, equipment, training, services, and by promoting safety consciousness. The Board of Governors shall meet these objectives through the assignment of duties and responsibilities to the President, Vice-Presidents, Associate Vice-Presidents, Deans, Associate and Assistant Deans, Department Heads, Heads of Administrative units, Principal Investigators, Managers, Supervisors, and all other employees in positions of authority. The Department of Health, Safety and Environment is empowered by the University of Saskatchewan to take any action deemed necessary and appropriate to meet all health, safety and environmental legislative requirements. This may include entering any work place to make inspections, ensure compliance with the legislative requirements or to assist in an emergency. The Department of Health, Safety and Environment has the authority to stop any work or close any facility deemed necessary. 15

17 Procedure Summary: This policy is accomplished by: University of Saskatchewan HSEMS ensuring that all members of the University community are accountable for health, safety and environmental management within their areas of jurisdiction, establishing proactive risk reduction practices and policies, developing and implementing the University's safety policies and procedures, resolving health, safety and environment related incidents and concerns promptly, complying with federal, provincial, and municipal legislation and granting agency standards while working to establish exemplary practices, providing safety training, personal protective equipment (PPE), and safety devices, establishing and overseeing Occupational Health Committee and President's Advisory Committees, providing a safe workplace by appropriately designing, constructing, maintaining, and, as required, modifying University facilities, and maintaining a Department of Health, Safety and Environment which is mandated to administer the Health, Safety and Environmental Programs. Definitions: Principal Investigator is a member of faculty to whom graduate students, research assistants, research and post doctoral fellows, and technicians report, who is engaged in research and who has control over research grants. Legislative Requirements: Federal, Provincial Acts, Regulations, Standards and Guidelines and Municipal by-laws pertaining to health, safety and the environment. Occupational Health Committee is a committee established pursuant to Part III and in accordance with Part IV of the Saskatchewan Occupational Health and Safety Act and Regulations respectively. President's Advisory Committees are the committees established by the President to advise on matters such as Radiation Safety, BioSafety, Chemical Safety, Environmental Protection, and Personal Safety. Further details can be obtained from the Department of Health, Safety and Environment. Contact: Director, Workplace Safety and Environmental Protection ( ) Website: 16

18 The Saskatchewan Occupational Health and Safety Act and Regulations Identified below are the Saskatchewan Occupational Health and Safety Act and Regulations that are applicable to most administrative environments. All workers should review these regulations to understand how they apply to their workplace. Visit to view the current Saskatchewan Occupational Health and Safety Act in its entirety. Visit to view the current Saskatchewan Occupational Health and Safety Regulations in its entirety. Visit to view the Government of Saskatchewan Code of Practice for Video Display Terminals. These regulations should be reviewed on a regular basis to ensure that no changes to either the regulation, or activities within the workplace, have occurred. If changes or updates are found to be required, contact your HSEMS Consultant for assistance. 17

19 The Occupational Health and Safety Act, 1993 Part II Duties General duties of employers 3 Every employer shall: (a) ensure, insofar as is reasonably practicable, the health, safety and welfare at work of all of the employer s workers; (b) consult and co-operate with any occupational health committee or the occupational health and safety representative at the place of employment for the purpose of resolving concerns on matters of health, safety and welfare at work; (c) ensure, insofar as is reasonably practicable, that the employer s workers are not exposed to harassment with respect to any matter or circumstance arising out of the workers employment; (d) co-operate with any other person exercising a duty imposed by this Act or the regulations; and (e) comply with this Act and the regulations. 1993, c.o-1.1, s.3; 2007, c.34, s.4. General duties of workers 4 Every worker while at work shall: (a) take reasonable care to protect his or her health and safety and the health and safety of other workers who may be affected by his or her acts or omissions; (b) refrain from causing or participating in the harassment of another worker; (c) co-operate with any other person exercising a duty imposed by this Act or the regulations; and (d) comply with this Act and the regulations. 1993, c.o-1.1, s.4. Part IV Right To Refuse Dangerous Work; Discriminatory Action Right to refuse 23 A worker may refuse to perform any particular act or series of acts at a place of employment where the worker has reasonable grounds to believe that the act or series of acts is unusually dangerous to the worker s health or safety or the health or safety of any other person at the place of employment until: (a) sufficient steps have been taken to satisfy the worker otherwise; or (b) the occupational health committee has investigated the matter and advised the worker otherwise. 1993, c.o-1.1, s

20 The Occupational Health and Safety Regulations, 1996 Part III General Duties General duties of employers 12 The duties of an employer at a place of employment include: (a) the provision and maintenance of plant, systems of work and working environments that ensure, as far as is reasonably practicable, the health, safety and welfare at work of the employer s workers; (b) arrangements for the use, handling, storage and transport of articles and substances in a manner that protects the health and safety of workers; (c) the provision of any information, instruction, training and supervision that is necessary to protect the health and safety of workers at work; and (d) the provision and maintenance of a safe means of entrance to and exit from the place of employment and all worksites and work-related areas in or on the place of employment. 4 Oct 96 co-1.1 Reg 1 s12. General duties of workers 13 A worker shall: (a) use the safeguards, safety appliances and personal protective equipment provided in accordance with these regulations and any other regulations made pursuant to the Act; and (b) follow the safe work practices and procedures required by or developed pursuant to these regulations and any other regulations made pursuant to the Act. 4 Oct 96 co-1.1 Reg 1 s13. Duty of employer or contractor to provide information 15 An employer or contractor shall: (a) make readily available for reference by workers a copy of: (i) the Act; (ii) any regulations made pursuant to the Act that apply to the place of employment or to any work done there; and (iii) any standards adopted in the regulations that address work practices or procedures and that apply to the place of employment or to any work done there; and (b) where the information mentioned in clause (a) or in section 9 of the Act will be posted, provide a suitable bulletin board to be used primarily to post information on health and safety related to the place of employment. 4 Oct 96 co-1.1 Reg 1 s15. Supervision of work 17(1) An employer or contractor shall ensure that: (a) all work at a place of employment is sufficiently and competently supervised; (b) supervisors have sufficient knowledge of all of the following with respect to matters that are within the scope of the supervisor s responsibility: (i) the Act and any regulations made pursuant to the Act that apply to the place of employment; (ii) any occupational health and safety program at the place of employment; (iii) the safe handling, use, storage, production and disposal of chemical and biological substances; (iv) the need for, and safe use of, personal protective equipment; 19

21 (v) emergency procedures required by these regulations; (vi) any other matters that are necessary to ensure the health and safety of workers under their direction; and (c) supervisors comply with the Act and any regulations made pursuant to the Act that apply to the place of employment and ensure that the workers under their direction comply with the Act and those regulations. (2) A supervisor shall ensure that the workers under the supervisor s direction comply with the Act and any regulations made pursuant to the Act that apply to the place of employment. 4 Oct 96 co-1.1 Reg 1 s17. Duty to inform workers 18 An employer shall ensure that each worker: (a) is informed of the provisions of the Act and any regulations pursuant to the Act that apply to the worker s work at the place of employment; and (b) complies with the Act and those regulations. 4 Oct 96 co-1.1 Reg 1 s18. Training of workers 19(1) An employer shall ensure that a worker is trained in all matters that are necessary to protect the health and safety of the worker when the worker: (a) begins work at a place of employment; or (b) is moved from one work activity or worksite to another that differs with respect to hazards, facilities or procedures. (2) The training required by subsection (1) must include: (a) procedures to be taken in the event of a fire or other emergency; (b) the location of first aid facilities; (c) identification of prohibited or restricted areas; (d) precautions to be taken for the protection of the worker from physical, chemical or biological hazards; (e) any procedures, plans, policies and programs that the employer is required to develop pursuant to the Act or any regulations made pursuant to the Act that apply to the worker s work at the place of employment; and (f) any other matters that are necessary to ensure the health and safety of the worker while the worker is at work. (3) An employer shall ensure that the time spent by a worker in the training required by subsection (1) is credited to the worker as time at work, and that the worker does not lose pay or other benefits with respect to that time. (4) An employer shall ensure that no worker is permitted to perform work unless the worker: (a) has been trained, and has sufficient experience, to perform the work safely and in compliance with the Act and the regulations; or (b) is under close and competent supervision. 4 Oct 96 co-1.1 Reg 1 s19. Examination of plant 23 An employer, contractor or owner shall: (a) arrange for the regular examination of any plant under the control of the employer or owner to ensure, to the extent that is reasonably practicable, that the plant is capable of: (i) withstanding the stress likely to be imposed on the plant; and (ii) safely performing the functions for which the plant is used; and 20

22 (b) as soon as is reasonably practicable, correct any unsafe condition found in the plant and take immediate steps to protect the health and safety of any worker who may be at risk until the unsafe condition is corrected. 4 Oct 96 co-1.1 Reg 1 s23. Maintenance and repair of equipment 25(1) An employer shall ensure that all equipment is maintained at intervals that are sufficient to ensure the safe functioning of the equipment. (2) Where a defect is found in equipment, an employer shall ensure that: (a) steps are taken immediately to protect the health and safety of any worker who may be at risk until the defect is corrected; and (b) the defect is corrected by a competent person as soon as is reasonably practicable. (3) A worker who knows or has reason to believe that equipment under the worker s control is not in a safe condition shall: (a) immediately report the condition of the equipment to the employer; and (b) repair the equipment if the worker is authorized and competent to do so. 4 Oct 96 co-1.1 Reg 1 s25. Inspection of place of employment 28(1) An employer, contractor or owner shall enable members of a committee or a representative to inspect a place of employment at reasonable intervals determined by the committee or the representative and employer. (2) On written notice by the committee or the representative of an unsafe condition or a contravention of the Act or any regulations made pursuant to the Act, the employer, contractor or owner shall: (a) take immediate steps to protect the health and safety of any worker who may be at risk until the unsafe condition is corrected or the contravention is remedied; (b) as soon as possible, take suitable actions to correct the unsafe condition or remedy the contravention; and (c) inform the committee or the representative in writing of: (i) the actions that the employer, contractor or owner has taken or will take pursuant to clause (b); or (ii) if the employer, contractor or owner has not taken any actions pursuant to clause (b), the employer s, contractor s or owner s reasons for not taking action. 4 Oct 96 co-1.1 Reg 1 s28. Investigation of certain accidents 29(1) Subject to section 30, an employer shall ensure that every accident that causes or may cause the death of a worker or that requires a worker to be admitted to a hospital as an inpatient for a period of 24 hours or more is investigated as soon as is reasonably possible by: (a) the co-chairpersons or their designates; (b) the employer and the representative; or (c) where there is no committee or representative, the employer. (2) After the investigation of an accident, an employer, in consultation with the cochairpersons or their designates, or with the representative, shall prepare a written report that includes: (a) a description of the accident; (b) any graphics, photographs or other evidence that may assist in determining the cause or causes of the accident; 21

23 (c) an explanation of the cause or causes of the accident; (d) the immediate corrective action taken; and (e) any long-term action that will be taken to prevent the occurrence of a similar accident or the reasons for not taking action. 4 Oct 96 co-1.1 Reg 1 s29. Prohibition re scene of accident 30(1) Unless expressly authorized by statute or by subsection (2), no person shall, except for the purpose of saving life or relieving human suffering, interfere with, destroy, carry away or alter the position of any wreckage, article, document or thing at the scene of or connected with an accident causing a death until an officer has completed an investigation of the circumstances surrounding the accident. (2) Where an accident causing a death occurs and an officer is not able to complete an investigation of the circumstances surrounding the accident, an officer may, unless prohibited by statute, grant permission to move the wreckage, articles and things at the scene or connected with the accident to any extent that may be necessary to allow the work to proceed, if: (a) graphics, photographs or other evidence showing details at the scene of the accident are made before the officer grants permission; and (b) the co-chairpersons of a committee or the representative for the place of employment at which the accident occurred or their designates have inspected the site of the accident and agreed that the wreckage, article or thing may be moved. 4 Oct 96 co-1.1 Reg 1 s30. Injuries requiring medical treatment 32 An employer or contractor shall report to the co-chairpersons, the representative or their designates any lost-time injury at the place of employment that results in a worker receiving medical treatment and allow the co-chairpersons, the representative or their designates a reasonable opportunity to review the lost-time injury during normal working hours and without loss of pay or other benefits. 4 Oct 96 co-1.1 Reg 1 s32. Harassment 36(1) An employer, in consultation with the committee, shall develop a policy in writing to prevent harassment that includes: (a) a definition of harassment that includes the definition in the Act; (b) a statement that every worker is entitled to employment free of harassment; (c) a commitment that the employer will make every reasonably practicable effort to ensure that no worker is subjected to harassment; (d) a commitment that the employer will take corrective action respecting any person under the employer s direction who subjects any worker to harassment; (e) an explanation of how complaints of harassment may be brought to the attention of the employer; (f) a statement that the employer will not disclose the name of a complainant or an alleged harasser or the circumstances related to the complaint to any person except where disclosure is: (i) necessary for the purposes of investigating the complaint or taking corrective action with respect to the complaint; or (ii) required by law; 22

24 (g) a reference to the provisions of the Act respecting harassment and the worker s right to request the assistance of an occupational health officer to resolve a complaint of harassment; (h) a reference to the provisions of The Saskatchewan Human Rights Code respecting discriminatory practices and the worker s right to file a complaint with the Saskatchewan Human Rights Commission; (i) a description of the procedure that the employer will follow to inform the complainant and the alleged harasser of the results of the investigation; and (j) a statement that the employer s harassment policy is not intended to discourage or prevent the complainant from exercising any other legal rights pursuant to any other law. (2) An employer shall: (a) implement the policy developed pursuant to subsection (1); and (b) post a copy of the policy in a conspicuous place that is readily available for reference by workers. 4 Oct 96 co-1.1 Reg 1 s36. Violence 37(1) In this section, violence means the attempted, threatened or actual conduct of a person that causes or is likely to cause injury, and includes any threatening statement or behaviour that gives a worker reasonable cause to believe that the worker is at risk of injury. (2) On and after January 1, 1997, places of employment that provide the following services or activities are prescribed for the purposes of subsection 14(1) of the Act: (a) services provided by health care facilities mentioned in sub-clauses 468(b)(i) to (v) and (xii); (b) pharmaceutical-dispensing services; (c) education services; (d) police services; (e) corrections services; (f) other law enforcement services; (g) security services; (h) crisis counselling and intervention services; (i) retail sales in establishments that are open between the hours of 11:00 p.m. and 6:00 a.m.; (j) financial services; (k) the sale of alcoholic beverages or the provision of premises for the consumption of alcoholic beverages; (l) taxi services; (m) transit services. (3) A policy statement required by subsection 14(1) of the Act must be in writing and must include: (a) the employer s commitment to minimize or eliminate the risk; (b) the identification of the worksite or worksites where violent situations have occurred or may reasonably be expected to occur; (c) the identification of any staff positions at the place of employment that have been, or may reasonably be expected to be, exposed to violent situations; (d) the procedure to be followed by the employer to inform workers of the nature and extent of risk from violence, including, except where the disclosure is prohibited by law, any information in the employer s possession related to the risk of violence from persons who have a history of violent behaviour and whom workers are likely to encounter in the course of their work; 23

25 (e) the actions the employer will take to minimize or eliminate the risk, including the use of personal protective equipment, administrative arrangements and engineering controls; (f) the procedure to be followed by a worker who has been exposed to a violent incident to report the incident to the employer; (g) the procedure the employer will follow to document and investigate a violent incident reported pursuant to clause (f); (h) a recommendation that any worker who has been exposed to a violent incident consult the worker s physician for treatment or referral for post- incident counselling; and (i) the employer s commitment to provide a training program for workers that includes: (i) the means to recognize potentially violent situations; (ii) procedures, work practices, administrative arrangements and engineering controls that have been developed to minimize or eliminate the risk to workers; (iii) the appropriate responses of workers to incidents of violence, including how to obtain assistance; and (iv) procedures for reporting violent incidents. (4) Where a worker receives treatment or counselling mentioned in clause (3)(h) or attends a training program mentioned in clause (3)(i), an employer shall credit the worker s attendance as time at work and ensure that the worker loses no pay or other benefits. (5) An employer shall make readily available for reference by workers a copy of the policy statement required by subsection 14(1) of the Act. (6) An employer shall ensure that the policy statement required by sub- section 14(1) of the Act is reviewed and, where necessary, revised every three years and whenever there is a change of circumstances that may affect the health or safety of workers. 4 Oct 96 co-1.1 Reg 1 s37. Part VI General Health Requirements Space 68(1) An employer or contractor shall ensure that no part of a place of employment is overcrowded to a degree that may cause risk of injury to workers. (2) Without limiting the generality of subsection (1), an employer or contractor shall ensure that there is at least 10 cubic metres of space for each worker employed at any one time at a worksite. (3) For the purposes of subsection (2), no space that is more than three metres from the floor and no space occupied by solid objects is to be taken into account. 4 Oct 96 co-1.1 Reg 1 s68. Lighting 69(1) While workers are present at a worksite, an employer, contractor or owner shall provide lighting that is sufficient to protect the health and safety of workers and suitable for the work to be done at the worksite. (2) An employer, contractor or owner shall ensure that the illumination of all parts of a place of employment where workers pass, other than underground at a mine, is at least five decalux. (3) Where failure of the regular lighting system is likely to create conditions dangerous to the health or safety of workers, an employer, contractor or owner shall provide appropriate emergency lighting of at least five decalux for the worksite and exit routes from the worksite. (4) An employer, contractor or owner shall ensure that: 24

26 (a) light fixtures, windows and skylights that provide light for work are, where practicable, kept clean and free from any obstruction, except for special treatment of light fixtures, windows or skylights to reduce heat or glare; and (b) artificial light sources and reflective surfaces are positioned, screened or provided with a shade, where practicable, to prevent glare or the formation of shadows that cause discomfort or a risk of accident to a worker. 4 Oct 96 co-1.1 Reg 1 s69. Thermal conditions 70(1) Subject to subsection (3), in an indoor place of employment, an employer, contractor or owner shall provide and maintain thermal conditions, including air temperature, radiant temperature, humidity and air movement, that: (a) are appropriate to the nature of the work performed; (b) provide effective protection for the health and safety of workers; and (c) provide reasonable thermal comfort for workers. (2) At an indoor place of employment where the thermal environment is likely to be a health or safety concern to the workers, an employer, contractor or owner shall provide and maintain an appropriate and suitably located instrument for measuring the thermal conditions. (3) Where it is not reasonably practicable to control thermal conditions or where work is being performed outdoors, an employer, contractor or owner shall provide and maintain measures for: (a) the effective protection of the health and safety of workers; and (b) the reasonable thermal comfort of workers. (4) Measures for the purposes set out in subsection (3) may include, but are not limited to, the following: (a) frequent monitoring of thermal conditions; (b) the provision of special or temporary equipment, including screens, shelters and temporary heating or cooling equipment; (c) the provision of suitable clothing or personal protective equipment; (d) the provision of hot or cold drinks; (e) the use of acclimatization or other physiological procedures; (f) the use of limited work schedules with rest and recovery periods, changes in workloads, changes in hours or other arrangements for work; (g) frequent observation of workers by a person who is trained to recognize the symptoms of physiological stress resulting from extreme temperatures; (h) the provision of emergency supplies for use when travelling under extremely cold or inclement weather conditions. (5) Where a worker is required to work in thermal conditions that are different from those associated with the worker s normal duties, an employer or contractor shall provide, and require the worker to use, any suitable clothing or other personal protective equipment that is necessary to protect the health and safety of the worker. 4 Oct 96 co-1.1 Reg 1 s70. Smoking 77(1) In this section: (a) institution means a place of employment where persons who are not workers reside for extended periods, but does not include a private dwelling; 25

27 (b) smoke means to smoke, hold or otherwise have control over an ignited tobacco product; (c) tobacco product means a product that is manufactured from tobacco and intended to be used for the purpose of smoking. (2) This section does not apply to a self-employed person at a place of employment where no other self-employed person and no employer, contractor, owner or worker is present. (3) An employer, contractor or owner shall ensure that: (a) on and after July 1, 1997, no worker smokes in an enclosed place of employment, worksite or work-related area except in an area designated for smoking pursuant to subsection (5); and (b) worker exposure to second-hand tobacco smoke is restricted until smoking areas are designated at the place of employment pursuant to subsection (5). (4) On and after July 1, 1997, no worker shall smoke in an enclosed place of employment, worksite or work-related area except in an area designated for smoking pursuant to subsection (5). (5) An employer or contractor, in consultation with the committee, may: (a) designate one or more enclosed areas at a place of employment as areas where smoking is allowed if the passage of smoke into non-smoking areas is minimized; (b) designate one or more worksites or parts of a place of employment as areas where smoking is allowed if the design of the worksite or part of the place of employment or of the mechanical ventilation of the area to be designated will ensure that: (i) no worker will be exposed to second-hand tobacco smoke; and (ii) second-hand tobacco smoke from the area to be designated will not contaminate other areas of the place of employment; or (c) designate a vehicle supplied by the employer or contractor as an area where smoking is allowed. (6) Where a place of employment is an institution, a public place or a private dwelling, an employer, contractor or owner shall: (a) restrict worker exposure to second-hand tobacco smoke to the extent that is possible; and (b) inform workers of the risk to workers health from second-hand tobacco smoke. (7) An employer, contractor or owner shall post signs to indicate clearly the areas of a place of employment in which smoking is permitted. 4 Oct 96 co-1.1 Reg 1 s77. Lifting and handling loads 78(1) An employer or contractor shall ensure, where reasonably practicable, that suitable equipment is provided and used for the handling of heavy or awkward loads. (2) Where the use of equipment is not reasonably practicable, an employer or contractor shall take all practicable means to adapt heavy or awkward loads to facilitate lifting, holding or transporting by workers or to otherwise minimize the manual handling required. (3) An employer or contractor shall ensure that no worker engages in the manual lifting, holding or transporting of a load that, by reason of its weight, size or shape, or by any combination of these or by reason of the frequency, speed or manner in which the load is lifted, held or transported, is likely to be injurious to the worker s health or safety. (4) An employer or contractor shall ensure that a worker who is to engage in the lifting, holding or transporting of loads receives appropriate training in safe methods of lifting, holding or carrying of loads. 4 Oct 96 co-1.1 Reg 1 s78. 26