Setting Up Ohs Guide

Occupational Health and Safety Division
Introduction
Setting Up an OH&S Program A Guide Table of Contents

About this guide ____________________________________________________ 1 Introduction ____________________________________________________ 3
What is an occupational health and safety program? _________________________ 3 What criteria must the program meet? _____________________________________ 4 Why have a health and safety program? ____________________________________ 6 What is internal responsibility for health and safety? _________________________ 7 How does due diligence affect health and safety programs? ____________________ 8 How should you set up your program to be duly diligent and effective? __________ 9 How should you develop your program? ___________________________________ 10 How is a program developed?____________________________________________ 12
Chapter 1: Write a policy that demonstrates your commitment _______________ 13

Introduction _______________________________________________________ 13 What is a policy statement? _____________________________________________ 13 What principles should be in the policy statement? __________________________ 14 Who should know about the policy? ______________________________________ 15 Summary _______________________________________________________ 17
Chapter 2: Identify and control hazards and emergencies___________________ 19

Introduction _______________________________________________________ 19 What is a hazard? _____________________________________________________ 20 What is severity? ______________________________________________________ 21 What is a risk? _______________________________________________________ 22 How can you identify hazards and potential emergencies? ____________________ 22 How should you use workers concerns to identify hazards?___________________ 24 How can you assess risk?________________________________________________ 26 How can you set priorities?______________________________________________ 27 How can you communicate information? __________________________________ 28 How can you develop, select, and implement controls? _______________________ 29 How should you prepare for emergencies? _________________________________ 34 Summary _______________________________________________________ 35
Setting Up An Occupational Health and Safety Program
Introduction
Chapter 3: Identify people and resources required to deal with emergencies ____ 37
Introduction ________________________________________________________ 37 How important is it to prepare for emergencies?_____________________________ 38 What must emergency response plans do? __________________________________ 38 What authority structure must the plan set out? _____________________________ 38 What resources must the plan identify? ____________________________________ 39 How should you prepare emergency response plans? _________________________ 39 Summary ________________________________________________________ 44
Chapter 4: Prepare a statement of responsibilities _________________________ 45

Introduction ________________________________________________________ 45 What are responsibility and authority? ____________________________________ 46 What are the responsibilities of employers and senior managers?_______________ 47 What are the responsibilities of managers and supervisors? ___________________ 48 What are the responsibilities of workers?___________________________________ 49 What is the role of the occupational health committee? _______________________ 49 What are the responsibilities of safety co-ordinators?_________________________ 50 What are the responsibilities of owners? ___________________________________ 50 What are the responsibilities of contractors? ________________________________ 51 What are the responsibilities of subcontractors and the self-employed? __________________________________________________ 52 What are the responsibilities of suppliers? __________________________________ 52 Summary ________________________________________________________ 53
Chapter 5: Schedule inspections _______________________________________ 55

Introduction ________________________________________________________ 55 What types of inspections should be done? _________________________________ 57 Who is responsible for what within the inspection schedule? ___________________ 58 When should inspections be carried out? ___________________________________ 59 What should be inspected?_______________________________________________ 60 What checklists and reporting procedures should be used? ____________________ 60 What training is required?_______________________________________________ 62 How can defects be corrected?____________________________________________ 62 Summary ________________________________________________________ 63
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Introduction
Chapter 6: Develop plans to control chemicals and biohazards ______________ 65

Introduction _______________________________________________________ 65 What are chemical and biological hazards? ________________________________ 66 How can these hazards be controlled? _____________________________________ 68 What steps should be taken to prepare plans? ______________________________ 70 What about WHMIS plans? _____________________________________________ 72 What about chemical and biological substances with assigned Workplace Contamination Limits (WCLs)? ________________________ 73 What about notifiable and designated substances? __________________________ 76 What about infectious substances?________________________________________ 77 What about pregnant workers and workers who are hypersensitive or unusually responsive to a substance? _______________________ 78 Summary _______________________________________________________ 79
Chapter 7: Develop a training plan for workers and supervisors _____________ 81

Introduction _______________________________________________________ 81 What is training? ______________________________________________________ 82 What must your training plan accomplish? ________________________________ 82 Who should be trained?_________________________________________________ 83 When should workers be trained? ________________________________________ 83 What training should workers receive? ____________________________________ 84 What training should supervisors receive? _________________________________ 85 What training should subcontractors receive? ______________________________ 85 What training should committee members receive?__________________________ 86 What training requirements are legislated? ________________________________ 87 Summary _______________________________________________________ 90
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Introduction
Chapter 8: Develop a plan to investigate accidents, dangerous occurrences, and refusals to work _____________________________ 91
Introduction ________________________________________________________ 91 What should be in your incident investigation procedure?_____________________ 92 How can incidents be investigated?________________________________________ 94 What should be in the procedure to investigate refusals to work? _______________________________________________________ 95 Summary ________________________________________________________ 98
Chapter 9: Develop a strategy to involve workers __________________________ 99

Introduction ________________________________________________________ 99 How can the strategy involve employees?__________________________________ 100 How can the committee be kept effective? _________________________________ 101 What other strategies can be used? _______________________________________ 102 Summary _______________________________________________________ 103
Chapter 10: Regularly evaluate and revise your program __________________ 105
Introduction _______________________________________________________ 105 22 (a) Write a policy that demonstrates your commitment____________________ 108 22 (b) Identify and control hazards and emergencies ________________________ 108 22 (c) Identify people and resources required to deal with emergencies________________________________________________ 109 22 (d) Prepare a statement of responsibilities_______________________________ 109 22 (e) Schedule inspections ______________________________________________ 109 22 (f) Develop plans to control chemicals and biohazards ____________________ 110 22 (g) Develop a training plan for workers and supervisors ___________________ 110 22 (h) Develop a procedure to investigate accidents, dangerous occurrences, and refusals to work _______________________________________________________ 111 22 (i) Develop a strategy to involve workers________________________________ 111 22 (j) Develop a procedure to regularly evaluate and revise your program _______________________________________________ 112 Summary _______________________________________________________ 113
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Introduction
Chapter 11: Implement a Return-To-Work program ______________________ 115

Introduction _______________________________________________________115 Duty of the employer when a work injury occurs____________________________116 Duty of the injured/ill worker ____________________________________________116 Workplace Return-To-Work programs ____________________________________117 Summary _______________________________________________________118
Appendix: Affected workplaces _______________________________________ 119
Resources
Publications Internet sites
_________________________________________________ 121
______________________________________________________ 121 ______________________________________________________ 122
Index Reader feedback
________________________________________________ 123 ________________________________________________ 132
Acknowledgement
The Occupational Health and Safety Division thanks the Occupational Health and Safety Council, as well as the other groups and individuals who reviewed this publication before its release.
Introduction
Notes
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Introduction
About this guide

An occupational health and safety program is a definite plan of action designed to prevent accidents and occupational disease. Effective occupational health and safety programs have been proven to reduce accidents and illnesses in the workplace. Health and safety is fundamental to effective planning and operations. It is not an afterthoughtit is about doing things right the first time. Likewise, setting up an occupational health and safety program is not just about complying with section 13 of The Occupational Health and Safety Act, 1993 and section 22 of The Occupational Health and Safety Regulations, 1996. The ultimate goal is to make health and safety a core value of the organisation. Putting a good health and safety program into practice brings this value to life. How well you implement your program determines its success. In leading organisations, health and safety is as important as production and cost control. All levels of the organisation provide leadership. Managers, supervisors, and workers are involved. They understand their responsibilities for preventing accidents and contributing to safe workplaces. Everyone is rewarded for achievements in health and safety, just as they are for achievements in other operational areas. The Occupational Health and Safety Division has two publications about the occupational health and safety programs. Part I, Elements of An Occupational Health and Safety Program discusses regulatory requirements. It helps employers develop a program in places of employment prescribed by the law. See the Appendix for a list of affected workplaces. This publication, Setting Up An Occupational Health and Safety Program: A Guide, is Part II. It outlines how to put a program in place and deal with related issues, such as return to work plans. However, this booklet is not a general guide to health and safety or a replacement for the regulations. An occupational health and safety program is a good idea for most workplaces. The size, hazards, and complexity of your workplace will determine how sophisticated a program you need. Make your program workplace-specific so it will work for you.
Introduction
To enhance your program, consider reading occupational health and safety program publications available from local, national, and international safety associations, (IAPA, CCOHS, National Safety Council, and so forth), and leading theorists in the field, (Dr. Dan Petersen, Edward E. Adams, Frank E. Bird, George L. Germain, and so forth). Contact the Regina office of the Occupational Health and Safety Division to obtain any Occupational Health and Safety Division publications you need. Alternatively, order them over the Internet through the Sask Labour Web page at: http://www.labour.gov.sk.ca/. We welcome your ideas for making this guide better. Please fill out the Feedback sheet at the back of this guide and mail it to us.
A note about terms

Whenever we use the term Act, we mean The Occupational Health and Safety Act, 1993. Whenever we use the term regulations, we mean The Occupational Health and Safety Regulations, 1996. Whenever we use the term committee, we mean an occupational health committee required by the Act and regulations. Whenever we use the term Division, we mean the Occupational Health and Safety Division of Saskatchewan Labour. Whenever we use the term employees, we mean managers, supervisors, and workers.
Introduction
Introduction
Too many Saskatchewan workers are hurt on the job every year. Investigations show that accidents happen more often in workplaces that do not have effective health and safety systems. An occupational health and safety program is a systematic plan to identify and control hazards and respond to emergencies. The program lays out responsibilities, resources, and procedures for keeping the workplace healthy and safe. Its objective is to integrate health and safety into all work practices and conditions. Studies show that good health and safety programs reduce accidents and occupational illnesses. This is why The Occupational Health and Safety Act says employers in moderate to high hazard industries must develop programs in co-operation with workers. Section 22 of The Occupational Health and Safety Regulations describes program requirements. See the Appendix for a list of affected workplaces. Publications and Internet links are listed in the Resources section of this guide.
What is an occupational health and safety program?

An occupational health and safety program is the basis for all health and safety activities. Simply put, it is a master plan to: 1 Identify and control hazards before they cause accidents or illnesses; and Respond to emergencies.
An effective health and safety program benefits all workplaces.
Introduction
What criteria must the program meet?

1 The Act and regulations set out minimum requirements reflecting accepted industry practices. However, every workplace is different and the best way to prevent accidents may differ from one workplace to another. That is why the health and safety program needs to be workplace-specific. A program developed for one workplace may not meet the needs of another. To be effective, an occupational health and safety program needs the active support and commitment of senior management to ensure the program is carried out with no exceptions. Doing the job safely must be as important as doing it efficiently and effectively. The occupational health and safety program needs worker involvement. It must be developed in consultation with your occupational health committee.1 But, more than that, all employees need to be involved in health and safety activities. Everyone must be held accountable for carrying out his or her responsibilities for making the health and safety program succeed. Senior management must be accountable for developing and implementing the program. Individual supervisors and employees should be assigned responsibility for carrying out specific elements of the program. Health and safety should then be assessed on the same basis as any other important part of the job.
The Division interprets consult to mean that, while not obliged to obtain the approval or permission of the occupational health committee, an employer is obliged to consider, in good faith, the views and opinions of the committee in the process of making a decision. To fulfil the obligation to consult in good faith, an employer must give the committee a real opportunity: To be informed of information essential to making a reasonable and informed assessment; To review and assess the information and possible alternatives or options; To comment and, or make recommendations on the possible options and alternatives; and To be considered. This means the employer will consider the recommendations of the committee and where applicable, give the committee credible reasons for not accepting or implementing the committees recommendations.
Introduction
Each of the programs elements must be in writing. Elements must be supported with all documents and information covering matters listed in the regulations. If elements of the health and safety program have been implemented in separate procedures and policies, those documents must be referred to in the main health and safety program document. The program must also address the health and safety of subcontractors and their workers. In situations where you have contracted with two or more outside organisations or selfemployed persons to do work, you are responsible for coordinating the health and safety programs of all employers at that place of employment.2 The program must be effectively communicated to all employees. It must be available to your occupational health committee, workers, or an occupational health officer (on request). Setting up a program is not simply about producing documents. A health and safety program is a living thing that should be constantly adapted, evaluated, and enhanced to make the workplace healthier and safer. Effective implementation and monitoring is crucial to its success. In short, to be effective, your program must: be workplace specific have commitment from the employer and senior management have input from the workers assign clear responsibilities and accountabilities have an evaluation mechanism be available and effectively communicated
A contractor means a person who, or a partnership or group of persons that, pursuant to one or more contracts, directs the activities of one or more employers or self-employed persons involved in work at a place of employment.
A sub-contractor is not defined in the legislation. In this publication, it means the employer or self-employed person hired to work under contract.
Introduction
Why have a health and safety program?

1 A good occupational health and safety program can reduce accidents, injuries, and illnesses. 2 A good program demonstrates the employers commitment to leadership and to protecting the health and safety of employees. 3 A good program shows the employer is serious about making health and safety a core value in the organisation and building it into all operations throughout the organisation. 4 A good program provides both an internal and external motivation to continuously improve. 5 A good program allows you to clearly state who is responsible for what within your organisations health and safety system. 6 A good program can make your organisation more effective because: the principles of a health and safety program can often be applied to production, quality control, and other areas more and more large organisations require subcontractors to have effective health and safety programs in order to qualify for bids
7 A good health and safety program can dramatically reduce costs from: harm to people and damage to property retraining and replacement costs lost or delayed production reduced competitiveness increased insurance costs fines and legal costs damage to reputation and resulting lost business
8 A good program helps meet responsibilities under due diligence principles.
Introduction
What is internal responsibility for health and safety?

The Occupational Health and Safety Act supports workers right to a safe and healthy workplace. It requires everyone in the workplace to work together co-operatively to prevent workplace injuries and illnesses. This is often called the internal responsibility system (IRS). The Act sets out three basic rights of workers: The right to know about hazards in the workplace, how to identify them, and how to protect themselves. The right to participate in occupational health and safety decision making. The right to refuse work believed by the refusing worker to be unusually dangerous.
The Act also prohibits employers from imposing discipline or other sanctions on workers for fulfilling their responsibilities or exercising their rights under the Act and regulations. This helps workers to participate actively, with supervisors and employers in preventing injuries and illnesses. The internal responsibility system requires everyone, from the chief executive officer down to the newest hire, to make good occupational heath and safety practices part of everything they do at work. Because employers have the greatest degree of control over the workplace, they have the most responsibility for providing a healthy and safe workplace. However, that does not relieve supervisors and workers from their responsibility to take the necessary precautions to protect themselves and others from workplace hazards.
Introduction
How does due diligence affect health and safety programs?

Parts II of the Act (Duties) and III of the regulations (General Duties) set out general due diligence responsibilities. Due diligence means, everyone with responsibility for health and safety must take every precaution reasonable in the circumstances to avoid a work related injury or illness. This concept of reasonable care holds individuals accountable for their acts (what they do) and omissions (what they fail to do). It goes far beyond simple regulatory compliance. Due diligence contains these concepts: Reasonably practicable A high standard where a person is doing his or her best job, acting with common sense and taking reasonable care. Degree of risk The approach selected to carry out a task depends on the degree of risk. The higher the risk, the greater the safety measures that must be taken.
In the case of an occupational health and safety program, the criteria for due diligence requires employers to: Establish a program The program should systematically identify hazards and assess their risks. It must include plans within the program to manage those risks. The plans should reduce the likelihood of the identified hazards causing harm. Ensure the program is adequate The program must meet the needs of the workplace and the workers. It is a good idea to compare your program with industry standards. Monitor and evaluate the programs effectiveness A way must exist to allow competent staff to regularly check the effectiveness of the program and how well it meets requirements.
Introduction
How should you set up your program to be duly diligent and effective?
1 Write a policy that demonstrates your commitment. 2 Have adequate systems to identify and control hazards. 3 Identify what people, resources, and procedures are needed to deal with emergencies. 4 Prepare a statement of responsibilities for health and safety (who is responsible for what). 5 Schedule regular and surprise planned inspections. 6 Develop plans to control chemical and biological hazards. 7 Develop training plans for workers and supervisors. 8 Develop a procedure to investigate accidents, dangerous occurrences, and refusals to work. 9 Develop ways to involve workers in the program. 10 Regularly evaluate and revise your program. Return to Work Plans While not required by regulation 22, you should have a plan to return injured workers to productive jobs within the workplace.
Introduction
How should you develop your program?

How you set up your occupational health and safety program is up to you. Here are some suggestions. Show commitment The program wont succeed without the commitment of the employer and all levels of management. This involves: taking leadership in preparing and running the program being involved in all health and safety activities showing leadership in action and words making health and safety part of the organisations culture promoting the attitude that doing a job properly includes doing it safely and that the organisation accepts no substitute for safety communicating with employees about health and safety regularly promptly responding to workers concerns and suggestions co-operating and consulting with the occupational health committee continuously evaluating and improving the program
Involve employees An effective program needs the experience and knowledge of employees. You must develop the program in consultation with the occupational health committee. Start with a planning meeting. Involve the employer, senior managers, and the committee. The meeting should: confirm everyones commitment to the health and safety program set out how employees will be involved determine who does what decide how employees will be told that a program is being developed ask employees for their input and advice ask employees how the program can be evaluated and improved
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Introduction
Hold meetings to tell employees about the program. Provide details at follow-up meetings. Use the organisations e-mail system, newsletter, and so on to keep everyone updated. Tell employees about: the human and financial costs of accidents and illnesses the requirements of occupational health and safety legislation the commitment of senior management to a safe and healthy workplace the importance of everyones input to the programs development and implementation
If you already have a health and safety program in place, take the opportunity to review it with the occupational health committee to see if the program can be improved. If you do this right, not only will it improve your health and safety efforts it will contribute to more efficient and effective production and service delivery.
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Introduction
How is a program developed?
Develop Policy/Demonstrate Commitment
Assign Responsibilities
Involve Workers
! Identify, Assess, and Control Hazards Health hazards Safety hazards Chemicals, biohazards, and so forth
! Plan for Emergencies
Conduct Inspections
Train Supervisors and Workers
Investigate Accidents/Refusals to Work
Return Injured/Ill Workers to Productive Work

Although not required under the legislation, leading organisations also make return to work plans part of their comprehensive health and safety programs.
Evaluate Your Program
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Chapter 1, Write a Policy
Write a policy that demonstrates your commitment

What is a policy statement? What principles should be in the policy statement? Who should know about the policy?
Introduction
Section (1) of regulation 22 says that an occupational health and safety program must havea statement of the employers policy with respect to the protection and maintenance of the health and safety of the workers. This chapter explains what a policy statement is and what should be in it. We also provide examples of policy statements. However, remember that your policy statement is meaningless unless it is implemented.
What is a policy statement?

An occupational health and safety policy is a statement of principles and general guidelines that govern your health and safety actions. It tells workers, suppliers, subcontractors, self-employed people, and clients about the organisations commitment to health and safety. It should include: the health and safety philosophy of the organisation managements commitment to prevent accidents and occupational illnesses the objectives of the health and safety program who is responsible and accountable for elements of the program the responsibility of employees and others for health and safety a statement that substandard health and safety performance will not be accepted
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Your policy statement must: 1 2 3 4 Be written, communicated, and posted. Be understood by workers. Be clear about whom is responsible and accountable. Identify and allocate resources for implementing the policy.
A policy statement is usually one or two pages long. Many employers post it throughout the workplace and use it as an introduction to the written health and safety program. The policy should not take a back seat to any other policy in your organisation. It must be kept up-todate, and it must be followed in all work activities. The most senior manager in the organisation should also sign it. New hires must be made aware of the policy statement during orientation. Where appropriate, suppliers, subcontractors, and clients should be told about the statement and any relevant sections of the program.
What principles should be in the policy statement?

Principles of health and safety that often appear in statements include: working in a healthy and safe way is a condition of employment health and safety is everyones responsibility everyone is accountable for their health and safety performance safety is as important as production, quality, and cost control all hazards will be identified and controlled health and safety education will be consistent and ongoing health and safety meetings will be held regularly regular workplace inspections will be conducted all accidents and near accidents will be reported and investigated
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Who should know about the policy?

Tell all employees about the statement and their duties under it. Where needed, tell suppliers, subcontractors, and clients about it and about relevant sections of your health and safety program. Tell new hires about the statement and your program during orientation. Make sure managers, supervisors, workers, and occupational health committee members are trained to carry out their duties within the policy. Examples of health and safety policies
SAHO Model District Occupational Health and Safety Policy

The Board of Directors is committed to providing a safe and healthy work environment for all employees. The Board recognises the roles, rights and responsibilities of all employees in the field of occupational health and safety (OH&S) and is committed to ensure that all employees are aware of these and other conditions embodied in provincial legislation. The Board is committed to establish and maintain an OH&S program to ensure the goals of this policy and the right of participation of all employees. The Board is committed to the support of safe work procedures through the funding of adequate equipment, programs and training through the establishment of standards of safe work practices.
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Oil Industry Model Occupational Health and Safety Policy

What is safety?
Safety is an integral part of our companys work. It is part of our operations and is there to protect our employees, clients, property, the environment, and the public. Why is safety important to the company? There are many costs to accidents and unsafe work practices. The greatest costs are human costs. By protecting our employees, we are also protecting their friends, families, fellow workers, management, the public, and the environment from the far-reaching effects of serious accidents. We are also protecting our ability to continue doing business and employ people. In addition to protecting lives, our safety program contributes to employee morale and pride because our employees participate in identifying safety needs and in developing safe work procedures.
What are the alternatives to safety? Employees and subcontractors who knowingly violate safety rules may face disciplinary action,
dismissal or legal action. Visitors may also face legal action if they knowingly disobey safety rules. In addition, the company may face legal action and fines for violations of regulatory requirements. Those individuals who do not fulfil their safety responsibilities will become accountable for any problems their negligence creates, and may be liable under the law.
Who is responsible?
Everyone employed by this company is responsible for maintaining the safety program. Managers and supervisors are responsible for identifying safety needs, communicating safety hazards, investigating hazardous conditions and accidents, providing training, supplying or wearing appropriate safety and personal protective equipment, and ensuring all equipment is properly maintained and meets legislated safety standards. Their role is supported by input from all employees. All company employees, and others on company work sites, are responsible for obeying all safety rules, following recommended safe work procedures, wearing and using personal protective equipment when required, participating in safety training programs, and informing supervisors of any unsafe work conditions. Everyone has the right and responsibility to refuse work when unsafe conditions exist. By fulfilling our safety responsibilities, everyone who works for our company will share the benefits of a safe workplace.
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ABC Company Health and Safety Policy

At ABC Company, the health and safety of our employees comes first. Management is committed to doing everything possible to prevent injuries and to maintain a healthy work environment. To this end: The company is committed to maintain an occupational health and safety program to ensure the goals of this policy. Every person in the company must integrate good occupational health and safety practices into their daily activities. All employees are required to support the occupational health and safety program. Managers are responsible for enhancing safety consciousness. Supervisors must ensure their employees are trained in safe work procedures to obtain optimal output without accident and injuries. All employees are accountable for implementing this program.
Arthur Flegelheimer the Second

Summary

April 19, 1999
A policy statement is required by regulation 22. It should tell employees and others at work sites about your commitment to health and safety. It should also set out the principles you will use to maintain a healthy and safe workplace. Your policy statement provides guidance and direction to all other areas of the health and safety program, much like a health and safety constitution. Inform all employees about your occupational health and safety program and its policy statement. Make sure new workers are told about them during orientation. Train all employees to carry out their responsibilities. The following chapters discuss some detailed elements that should be in your program. We will begin by discussing how to identify and control hazards and potential emergencies.
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Notes
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Chapter 2, Identify Hazards
Identify and control hazards and emergencies

What is a hazard? What is severity? What is a risk? How can you identify hazards and potential emergencies? How should you use workers concerns to identify hazards? How can you assess risk? How can you set priorities? How can you communicate information? How can you develop, select, and implement controls? How should you prepare for emergencies?
Introduction
One of the most important elements of an occupational health and safety program is an effective system to identify and control hazards. Hazards may cause accidents, injuries, and illnesses. The employer may not be able to anticipate and prevent every accident, injury, or illness. However, the employer should take all precautions that a reasonable and prudent person would take in the circumstances. Remember that many workplace accidents can be attributed to hazards and risks that people in the workplace have come to consider routine or unimportant. Regulation 22 (b) requires employers to have an ongoing system forthe identification of existing and potential risks to the health or safety of workers at the place of employment and the measures, including procedures to respond to an emergency, that will be taken to reduce, eliminate or control those risks.
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To do this, your system must: consistently monitor the workplace for known (and potential) hazards and emergencies require workers, supervisors, and managers to report hazards assess the risk of those hazards actually hurting workers implement effective controls ensure managers and supervisors are accountable for taking effective corrective action
The risk management system need not be separate from operational procedures. To ensure accountability, responsibility must be assigned to specific employees. Knowledgeable supervisors, in consultation with experienced workers, are good candidates for leading hazard identification, assessment, and control. Your system will be more successful if the employer makes a senior manager or supervisor accountable for keeping the system effective. Workers are a valuable source of information about hazards and risks in the workplace. The occupational health committee also provides input and advice, and audits the systems effectiveness.
What is a hazard?
A hazard is any activity, situation or substance that can hurt someone. Occupational hazards are divided into two broad categories: (1) health hazards, and (2) safety hazards. What is a health hazard? A health hazard is any agent, situation or condition that can cause an occupational illness. There are five types: 1 2 3 Chemical hazards, such as battery acid and solvents. Biological hazards, such as bacteria, viruses, dusts, and molds. Biological hazards are often called biohazards. Physical agents (energy sources) strong enough to harm the body, such as electric currents, heat, light, vibration, noise, and radiation. Work design (ergonomic) hazards. Specific stressors, such as harassment, violence, shiftwork, and so forth.
4 5
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A health hazard may produce serious and immediate (acute) affects or it may cause long-term (chronic) problems. All or part of the body may be affected. Someone with an occupational illness may not recognise the symptoms immediately. For example, noise-induced hearing loss is often difficult for victims to detect until it is advanced. What is a safety hazard? A safety hazard is anything that could cause an injury. Injury caused by a safety hazard (such as a cut or fracture) is usually obvious. Safety hazards cause harm when workplace controls are not adequate. Some examples of safety hazards include: slipping/tripping hazards (such as electrical cords across floors) fire and explosion hazards moving parts of machinery, tools, and equipment (such as pinch and nip points) work at height (such as work done on scaffolds or ladders) ejection of material (such as from moulding operations) pressure systems (such as steam boilers and pipes) vehicles (such as forklifts and trucks) lifting and other manual handling operations materials falling from height, rolling, shifting, or caving-in unsafe use of explosives workplace violence hazards posed by working alone or in isolated workplaces
What is severity?
Severity is the seriousness of the harm that could result from a hazard. It is often described as: catastrophic (death and/or permanent) critical (serious injury) marginal (minor injury) negligible (no injury)
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What is a risk?
Risk describes the odds that a hazard will cause harm. It refers to the probability and severity of potential accidents, dangerous occurrences (near accidents that are also sometimes known as near misses), and emergencies (fires and so forth).
How can you identify hazards and potential emergencies?

Organise inspections Inspections include: inspections of tools and machinery by workers at the start of the shift regular inspections of the work area, work processes, and work procedures by the supervisor regular inspections by equipment, machinery, and so forth by technicians regular, planned inspections by the occupational health committee
Discuss concerns with workers This includes: arranging for supervisors to hold regular crew meetings and tool box talks requiring and encouraging workers to report concerns about potential hazards so they can be promptly and thoroughly investigated taking workers concerns and suggestions seriously discussing concerns with workers everyday planning regular meetings of the occupational health committee to discuss concerns and recommend corrective action
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Review documents This includes: material safety data sheets (MSDSs) and product labels compensation claims accident and inspection reports maintenance reports product literature (users guides, maintenance books, and so forth) committee minutes legislation, industry best practices, municipal bylaws, relevant safety standards, and so forth
Use a job safety analysis A job safety analysis (JSA)3 involves: breaking down each job into its steps analysing the hazards present at each step developing controls for those hazards writing safe work procedures based on each analysis testing, revising, and implementing the written work procedures regularly reviewing each job procedure and keeping it current
Product literature, industry publications, legislation, and health and safety publications are useful starting points for developing JSAs. A job safety analysis usually involves observing an expert, safetyconscious worker doing the selected job. Ask for volunteers. Explain to each volunteer why the JSA is being done and how it will be done. Make it clear that the job and not the worker, is being studied. Some workplaces use group discussions to perform JSAs on new procedures and infrequently performed jobs. Some work procedures consist of several complex tasks. Several JSAs may therefore be needed.
Also called a job hazard analysis
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How should you use workers concerns to identify hazards?

Requiring and encouraging workers to promptly report health and safety concerns is a proactive way of preventing accidents. You should have a system in place that: requires and encourages workers to report concerns to supervisors protects workers from reprisals if they do raise concerns requires supervisors to ensure workers do raise concerns and are protected from reprisals if they do so requires supervisors to promptly correct concerns and document what was done Leading organisations evaluate the safety performance of their employees in the same way that they evaluate performance in other areas.
You can also conduct informal interviews with workers to get information on accidents or near accidents that affect them, or that they witnessed or heard about. What is the role of the occupational health committee? Regular occupational health committee inspections and meetings are a good source of information about workplace hazards. Committees are useful for encouraging workers to discuss their concerns and suggest solutions. Committee inspections can focus on the general physical conditions of the workplace. Committees can support the health and safety activities of supervisors and workers by finding defects workers and supervisors have become used to. In some case, committee inspections may focus on special problems in the workplace.
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What are the steps in investigating concerns? 1 Require and encourage workers to bring specific concerns to their supervisor and general concerns to the committee. For example, a defect in a machine should be promptly drawn to the attention of the local supervisor. A concern about the adequacy of orientation provided to new workers can be brought to the occupational health committee. If the problem cannot be resolved with the supervisor or manager, take it to the local committee for investigation. Keep the worker and supervisor informed during the investigation. The committee can help the worker and employer by gathering information on the risks posed by each identified hazard and various alternative courses of control action. Information can be obtained from industry safety associations, the Divisionand from equipment, tool and material suppliers. Recommendations should be taken to the employer for corrective action. Workers should be kept informed. The committee can help everyone concerned by monitoring the effectiveness of the corrective action taken by the employer.
For more information, see Chapter 3 in the Occupational Health Committee Manual.
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How can you assess risk?

The next step is to determine the seriousness of the risk associated with each hazard. The combination of identifying hazards and assessing their risk is called risk analysis. Risk analysis can help set priorities. Risk is calculated by using the general formula: Risk = Probability x Severity Several commercial systems assign mathematical values to probability and severity to help calculate risk ratios for hazards. To assess risk, decide what the chances are of each hazard hurting someone. Consider: the seriousness (severity) of the potential harm each hazard and emergency could cause and the likelihood of it actually causing harm (probability) what additional hazards could be caused by hazards and emergencies (for example, vehicle accidents caused by emergency crews rushing to the scene) how many workers could be hurt how often workers are exposed to the hazard how quickly danger could arise hazard monitoring and control requirements how well current monitoring, controls, and emergency response systems are working and have worked in the past reports about the current status of the hazard and hazard controls and the adequacy of emergency response plans
Hazards with a risk of serious injury, and hazards to which workers are exposed frequently or for long periods of time, are your top priority for control.
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How can you set priorities?

Determine which hazards should be controlled first. Normally, hazards with the highest risk that affect the most workers should receive the greatest attention. Remember, however, that all hazards must be controlled. The workplace must be safe and healthy. Hazard ranking systems Substandard conditions may range from minor to life threatening. Rank hazards to set priorities for corrective action. This will ensure that resources are used efficiently and quickly to protect workers.
A Simple Risk Level Estimator

Likelihood of Harm
Highly Unlikely Unlikely Likely
Slightly Harmful
Trivial Risk Marginal Risk Moderate Risk
Harmful
Marginal Risk Moderate Risk Substantial Risk
Extremely Harmful
Moderate Risk Substantial Risk Unacceptable Risk
A Simple Risk-Based Control Plan

Risk Level
Trivial Risk Marginal Risk
Action and Time scale

No action is required and no documentary records need to be kept. No additional controls are necessary. Consideration by the workplace parties may be given to a more reasonably practicable solution. 4 Monitoring is required to ensure that the controls are maintained. Efforts should be made to reduce the risk, but the costs, in time, trouble and money, of prevention should be carefully measured and limited. Risk reduction measures should be implemented within a defined time period. Where the moderate risk is associated with extremely harmful consequences, further assessment may be necessary to establish more precisely the likelihood of harm as a basis for determining the need for improved control measures. Work should not be started until the risk has been reduced. Considerable resources may have to be allocated to reduce the risk. Where the risk involves work in progress, urgent action should be taken. Work should not be started or continued until the risk has been reduced. If it is not possible to reduce risk even with unlimited resources, work has to remain prohibited.
Moderate Risk
Substantial
Unacceptable
Definitions
Slightly harmful examples Superficial injuries, minor cuts and bruises, eye irritation from dust. Harmful examples Lacerations, burns, concussion, serious sprains, minor fractures. Extremely harmful examples Amputations, major fractures, poisonings, multiple injuries, fatal injuries, occupational cancer, other severely life shortening diseases, acute fatal diseases. Note: Marginal here means the risk has been reduced to the lowest level that is reasonably practicable.
Reasonably practicable means practicable unless the person on whom a duty is placed can show that there is a gross disproportion between the benefit of the duty and the cost, in time, trouble and money, of the measures to secure the duty.
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How can you communicate information?

If any of this is going to prevent accidents, workers have to understand the risks of the job, and how those risks are to be controlled. Methods of communicating information about hazards include: 1 Ensuring anyone at risk and anyone responsible for ensuring the safety of others understands the risks and how to control them. Implementing safe work procedures and making compliance a condition of employment. Making supervisors responsible and accountable for ensuring that workers understand and use safe work procedures. Educating workers on the risks, the use of hazard controls, and safe work procedures. Start health and safety education right away by orientating new workers and workers transferred to new jobs. Make sure workers are trained when new equipment or procedures are implemented and when there is inadequate safety performance. Requiring subcontractors to implement safe work procedures and educate their workers.
It is more effective to totally integrate health and safety into normal work procedures than it is to have one procedure for safety and another for production or customer/client service.
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How can you develop, select, and implement controls?

As a first step in hazard control, determine if the hazards can be controlled at their source (where the problem is created) through applied engineering. If this does not work, try to put controls between the source and the worker. The closer a control is to the source of the hazard, the better. If this is not possible, hazards must be controlled at the level of the worker. For example, workers can be required to use a specific work procedure to prevent harm. One type of hazard control may not be completely effective. A combination of several different types of hazard controls often works well. Whatever method is used, you should try to find the root cause of each hazard and not simply control the symptoms. For example, it might be better to redesign a production process than to simply improve a job procedure. In some cases it may be better to replace, redesign, isolate, or quiet a noisy machine than to simply issue nearby workers with hearing protectors. How can you control a hazard at the source? Elimination First, try eliminating the hazard. Getting rid of a hazardous job, tool, process, machine, or substance may be the best way of protecting workers. For example, a salvage firm might decide to stop buying and cutting up scrapped bulk fuel tanks (due to explosion hazards). Substitution If elimination is not practical, try replacing hazardous substances with something less dangerous. For example, a hazardous chemical can be replaced with a less hazardous one. A safer work practice can be used. Be sure to also identify, assess, and control the hazards of substitutes. Redesign Sometimes engineering can be used to redesign the layout of the workplace, workstations, work processes, and jobs to prevent ergonomic hazards. For example, containers can be redesigned to make them easier to hold and lift. Engineering may be able to improve workplace lighting, ventilation, process controls, and so forth. Isolation Isolating, containing or enclosing the hazard is often used to control chemical hazards and biohazards. For example, negativepressure glove boxes are used in sandblasting. Automation Dangerous processes can sometimes be automated or mechanised. For example, computer-controlled robots can handle spot welding operations in car plants. Care must be taken to protect workers from robotic hazards.
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How can you control a hazard along the path to the worker? Hazards that cannot be isolated, replaced, enclosed, or automated can sometimes be removed, blocked, absorbed, or diluted before they reach workers. Usually, the further a control keeps a hazard away from workers, the more effective it is. Barriers A hazard can be blocked. For example, proper equipment guarding can protect workers from contacting moving parts. Screens and barriers can block welding flash from reaching workers. Machinery lockout systems can protect maintenance workers from physical agents such as electricity, heat, pressure, and radiation. Absorption Baffles can block or absorb noise. Local exhaust ventilation can remove toxic gasses, dusts, and fumes where they are produced. Dilution Some hazards can be diluted or dissipated. For example, general (dilution) ventilation might dilute the concentration of a hazardous gas with clean, tempered air from the outside. Dilution ventilation is often quite suitable for less toxic products. However, it is not effective for substances that are harmful in low concentrations. It may spread dusts through the workplace rather than removing them. How can you control a hazard at the level of the worker? Control at the level of the worker includes personal protective equipment (PPE), safe work procedures, training, and so forth. This control usually does not remove the risk posed by a hazard. It only reduces the risk of the hazard injuring the worker and lessens the potential seriousness of an injury. Therefore, most safety experts consider control at the level of the worker to be the least effective.
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What are administrative controls? These include introducing new policies, improving work procedures, and requiring workers to use specific personal protective equipment and hygiene practices. For example, job rotations and scheduling can reduce the time that workers are exposed to a hazard. Workers can be rotated through jobs requiring repetitive tendon and muscle movements to prevent cumulative trauma injuries. Noisy processes can be scheduled when few workers are in the workplace. Standardised written work procedures can ensure that work is done safely. Employees can be required to use shower and change facilities to prevent absorption of chemical contaminants. The employer is responsible for enforcing administrative controls. Safe work procedures Safe work procedures state how to perform each job safely, step-by-step. Use a job safety analysis to develop each procedure. Involve workers because they must use the procedures on the job. Describe each step in positive terms, pointing out the reasons why the job must be performed this way. Refer to any required rules, regulations, and personal protective equipment. Make sure workers understand safe work procedures. Use one or more of these techniques: if there are written work procedures for a job, make them available to each worker who must do that job cover applicable safe work procedures during orientation post procedures on bulletin boards explain safe work procedures in meetings coach workers and conduct one-on-one training sessions explain procedures in coaching and one-on-one training sessions hold managers, supervisors, and workers accountable for safe work procedures
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Example of what to consider when preparing a work procedure

Consider new equipment being installed in your workplace. Determine if special procedures are required to protect workers who operate or service the equipment. Consider noise and vibrationhave you chosen the quietest piece of equipment? What about ventilationwill harmful emissions be captured and removed before workers are affected? What about lockout* requirements that will enable the machine to be serviced safely? If your assessment shows that it will be necessary to lockout the control devices to service or repair the equipment, you should take the following steps to prevent an accident:
1 2
Install devices that allow locks to be applied. Develop written procedures that describe a step-by-step process for locking out all required points on the equipment, getting rid of trapped energy in the mechanism and checking that the locked-out equipment cant be operated or started accidentally. Train workers in the procedures and document the training. Post the procedures at each applicable place of employment. Issue locks to the workers. Post signs on or near the equipment reminding workers that lockout procedures are required for servicing the equipment. Watch the workers the first few times that they use the procedures. Ensure they know how to repair the equipment safely. Monitor the lockout procedures from time to time to ensure that workers are using the required practices. Correct unsafe work practices on the spot and provide refresher training as necessary. Coach the worker in the correct procedures to use. supervisors, and workersand hold them accountable.
3 4 5 6 7 8 9
10 Develop and use a system to monitor the health and safety performance of managers, 11 Review your lockout program at least once every year to determine its effectiveness. 12 Document the review process and corrective action you take.
*Lockout means to shut off the power to the machine, get rid of any residual energy trapped in the mechanism, and block parts that could crush or entangle workers repairing the mechanism. A lock for each worker repairing the machine is usually put on the power sources, switches, or starting devices. This protects workers who must work on the equipment.
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Training Supervisors can be trained to apply modern safety management and supervisory practices. Workers can be trained to use standardised safe work practices. Refresher training should be offered periodically. The employer and supervisors are expected to ensure that employees follow safe work practices. The committee should help the employer periodically review and update operating procedures and worker training. Supervision The employer must provide enough competent supervisors to protect workers.5 New and inexperienced workers must be supervised closely. Housekeeping, repair and maintenance programs This includes cleaning, waste disposal, and spill cleanup. Tools, equipment, and machinery are less likely to cause injury if they are kept clean and well maintained. Hygiene practices and facilities Hygiene practices can reduce the risk of toxic materials being absorbed by workers or carried home to their families. Street clothing should be kept in separate lockers to avoid contamination from work clothing. Eating areas can be segregated from work areas. Eating, drinking, and smoking should be forbidden in toxic work areas. Where applicable, workers may be required to shower and change clothes at the end of the shift. Personal protective equipment (PPE) and clothing This is used: where other controls aren't feasible, (for example, when using chainsaws) where additional protection is needed where work is temporary (such as periodic maintenance work)
PPE is much less effective than engineering controls since it does not eliminate the hazard. It must be used, properly and consistently to be effective. Awkward or bulky PPE may prevent a worker from working safely. In some cases, PPE can even create hazards, such as heat stress.
Competent means possessing knowledge, experience and training to perform a specific duty. Competent worker, with respect to a particular task or duty, includes a worker who is being trained to perform that task or carry out that duty and who is under close and competent supervision during that training.
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It is the job of the employer, managers, and supervisors to require workers to use PPE wherever workplace procedures require it. Workers must be trained to use, store, and care for their equipment properly. The employer, supervisor, and workers must understand the limitations of their personal protective equipment. Use coaching and progressive discipline to ensure PPE is used properly. How can you keep controls effective? Monitor the effectiveness of controls during inspections and other health and safety activities. Ensure engineering controls, (ventilation systems and so forth), are regularly maintained by competent people.
How should you prepare for emergencies?

You must have emergency procedures to address predictable emergencies such as: an accident causing serious injury or damage fires and explosions major releases of hazardous material or organisms major traffic accidents and train derailments floods and wind storms
When an emergency occurs, decisions must be made quickly. Injury and suffering are made worse when time, resources, trained responders, and equipment are lacking. For example, a Saskatchewan logger was seriously injured deep in the bush during winter. Adequate plans for transporting injured workers had not been prepared. The employer had to take the injured worker to hospital in the back of an open halfton truck. The worker contracted pneumonia and nearly died. Effective written plans should be made to handle emergencies and prevent or minimise fatalities, injuries, and loss. Assemble adequate resources. Train everyone to follow procedures and use appropriate equipment. Provide refresher training regularly. Make sure your organisation has the necessary people, procedures, and resources in place. Clearly define who is responsible for what. Make a senior manager accountable for emergency planning. How to prepare emergency response plans is discussed in the next chapter. 34
Summary Regulation 22 requires a system to identify, assess, and control hazards and emergencies. The system should be built into all production and service procedures. Your system must monitor known hazards, look for potential hazards, and introduce effective controls. Make a senior manager or supervisor accountable for the system and involve workers in drawing it up and monitoring it. A hazard is anything that could hurt someone. Hazards are divided into two groupshealth hazards, and safety hazards. Health hazards cause occupational illnesses. Safety hazards cause physical injuries. To identify hazards and potential emergencies organise inspections, discuss concerns with workers, review documents, and use JSAs to develop written safe work procedures. To assess the risk of hazards injuring workers, measure the probability of each hazard harming workers against the severity of the injuries each hazard could cause. Once hazards have been identified and assessed, set control priorities. Communicate information about each hazard to the workforce. Make sure everyone knows what to do to prevent injury. Develop and implement controls at the source, along the path to the worker, or at the level of the work. Use whatever controls will be most effective under the circumstances. Emergencies usually are accidents or disasters. You should have effective written emergency response plans to protect workers. Pay the same attention to emergency planning as you do to any other activity of the organisation. The next chapter will discuss how to prepare systems to ensure you have the people and resources required to handle emergencies. For more information about hazards and the hazard control process, see Chapter 2 of the Occupational Health Committee Manual. 35
Notes
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Chapter 3, Identify Resources
Identify people and resources required to deal with emergencies

How important is it to prepare for emergencies? What must emergency response plans do? What authority structure must the plan set out? What resources must the plan identify? How should you prepare emergency response plans?
Introduction
The last chapter discussed how to identify and control hazards and emergencies. In order to do this, your health and safety program must identify the people and resources needed to support the emergency response. Regulation 22 (c) requires a plan for the identification of internal and external resources, including personnel and equipment, that may be required to respond to an emergency. An emergency is usually an accident or disaster causing serious injury or damage. Emergencies commonly include: fires and explosions major releases of hazardous material or organisms major traffic accidents and train derailments natural disasters such as floods and wind storms
Your organisation must prepare effective emergency response plans and be able to support them if necessary. Effective plans prevent or minimise fatalities, injuries, and loss. Make sure your organisation has the necessary people, procedures, and resources in place. Clearly define who is responsible for what. Train everyone to follow procedures and use appropriate equipment. Provide refresher training regularly. The employer sets up the plans. A senior manager or supervisor should be accountable for keeping plans effective. The committee provides input and monitors the plans effectiveness. Document your plan and keep copies on file.
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How important is it to prepare for emergencies?

When an emergency occurs, decisions must be made and resources brought into use quickly. Chaos and suffering result when time, resources, trained responders, and equipment are lacking.
What must emergency response plans do?

Your plans must: 1 2 Identify situations (fires, explosions, spills, leaks, and so forth) that will activate your response plans. Identify what will be done when an emergency occurs. Response plans usually include procedures and responsibilities for: declaring an emergency evacuating workers obtaining internal emergency resources obtaining help from external organisations initiating emergency rescues tending to casualties
What authority structure must the plan set out?

The plan must describe: who will carry out the emergency plan(s) the duties and responsibilities of each person the training and resources required to ensure emergency responders are competent to carry out their duties
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What resources must the plan identify?

The plan must include procedures and identify resources, including the people and equipment needed to deal with each emergency. Consider: the location of the place of employment existing resources for each potential emergency the nature of each emergency that could arise outside agencies and emergency responders (fire service, police, ambulance, government, hospitals, and so forth) special resources required for particular problems that may arise (for example, products needed to fight chemical fires)
The plan must include the following requirements of the regulations: a fire safety plan required by regulation 360 any applicable mine rescue requirements emergency procedures required by regulation 310 to deal with accumulations, spills, or leaks of hazardous chemicals or biological substances
How should you prepare emergency response plans?

Response plans depend on the needs of the organisation. Generally, the employer should, with the advice of the committee: 1 Make a senior manager accountable for drawing up plans and keeping them current. Update plans, equipment, supplies, and equipment regularly. Have the committee provide input, periodically review the plan, and suggest improvements. Consider past and potential emergencies (such as fires, explosions, and train derailments). Consider the harm each emergency could cause (such as casualties and damage to the workplace). It is also a good idea to consider what harm to the community and environment each emergency could cause.
2 3
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Set up clear responsibilities for managing each emergency. Pay special attention to emergencies that may happen at remote places of employment. Establish clear responsibilities for communicating from the organisations command centre to workers, the authorities, (fire, police, hospital, and government), and the media. Make sure those in charge will be able to talk to each other during an emergency. Plan how to compassionately and effectively deal with the families of workers who could be endangered by an emergency. Think about what substances could be released, how, where they could reach workers, and how seriously workers could be affected. Use this information to decide what personal protective equipment and supplies are needed and where to make information available to workers. Consider how to prevent crosscontamination of work areas through the ventilation system, or otherwise. Carefully equip, train, and prepare decontamination teams, fire suppression crews, and other specialised units where needed. Make sure replacement members are available for absent personnel. Have a system in place to allow staff to rapidly access information on toxic or infectious materials, and toxic decomposition products.6 List external sources of information. Keep the list current.
7 8
10 Write out decontamination procedures and prepare decontamination areas (either indoors or outdoors). 11 Prepare plans for special problems. For example, think about how to handle chemical spills, or what special fire fighting techniques are needed for chemical fires. 12 Assemble resources for each emergency. For example, make sure you have the proper products readily available to fight chemical fires that could occur at your workplace. Keep products fresh. 13 Make sure all employees know what to do in each emergency. Train all employees to carry out their responsibilities competently. If possible, regularly rehearse each emergency response drill to keep skills current.
Toxic decomposition products are harmful substances given off during the breakdown (such as by heat, chemical reaction, or rotting) of chemicals or substances.
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14 List equipment suppliers, chemical suppliers, and other vendors. Keep the list current. 15 Find out what emergency responders serve your area, such as ambulance services, fire and rescue personnel, medical facilities, trauma counselling services, and other agencies. Find out how long it will take emergency services to reach your facility. Decide which ambulance services and hospitals will care for casualties. Keep your lists current. 16 Make sure the authorities (fire services and so forth) know what emergencies could occur at your workplace. Tell them about any special techniques and protective equipment that must be used (such as techniques to combat hazardous decomposition products that could be given off during a fire at your workplace). Tell the medical authorities about any special antidotes or medical aid that casualties may require. Prepare to provide MSDSs and so forth to the authorities as required. Keep information current. 17 Hold regular practice sessions with emergency response organisations. 18 If an emergency occurs, ensure that the workplace is safe before allowing workers to return to work.
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Main elements of a workplace fire protection plan

Storage of combustible and flammable materials Combustible materials are fire rated. They should be stored appropriately to prevent accidental fires. Flammable materials can be isolated, such as in a separate building or room, or specially compartmentalised in one section of the storage space. The greatest danger is storing flammable material throughout a building and overloading the fire rating which the building systems were designed to protect. Consult the local fire authority for specific requirements. Portable fire extinguishers Portable fire extinguishers are installed, as required. They are to be used if there is a fire. Extinguishers are effective only during the initial stages of a fire (2-3 minutes) when used by trained individuals. A fire extinguisher program should be developed and maintained in the premises. The fire extinguisher program includes selection, location, inspection, and training. Building evacuation The prevention of fires is the primary goal of all fire protection plans. Nevertheless, programs must ensure the safety of occupants in the event of a fire. Evacuation plans consist of the following elements: recognition of fire/fire hazard evacuation procedure assembly/roll call safe re-entry debriefing after the evacuation emergency drills
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Recognition of fire/fire hazard All occupants in a building will be trained to respond to a fire emergency. Individuals should know where the alarm switches are and how to use them. They should know: what the fire alarm sounds like, where both the primary and alternate exits are, and what escape routes must be used. Evacuation procedure Once alerted, each person must move at a fast walk (do not run) to the assigned exit. If it is blocked, go to the alternate clear exit for your area. Make sure that exits, doors, and routes throughout the facility are unblocked. Shut down operating machines, close filing drawers, cabinets, and doors as you leave the work area. Designate people in each area to ensure everyone leaves during a drill or an emergency. Check washrooms, storage areas, and other places where employees are likely to be alone. Assembly and roll call Identify designated locations where employees and occupants must assemble after leaving the building. Identify everyone in the assembly area. This will ensure no one is left in the building. Report missing individuals to the fire officer in charge. Do not re-enter the building until the all clear is given by those in charge. Safe re-entry At this time, evacuees will return to the building. Further instructions will be given to employees and other building occupants. Everyone will be told when the officials finally declare the building safe. If the building is not safe to enter, other work arrangements will be made. Debriefing The emergency planning co-ordinators will evaluate all facets of the emergency response, and where necessary, improve the plans. Emergency drills Drills ensure that the plans and procedures will be effective in an actual emergency. Drills give everyone the skills needed in an emergency. Studies show that employees panic and are seriously hurt when they do not know what to do. However, they will act appropriately when regular drills are conducted. The rewards of a quick, orderly response to an emergency outweigh the inconveniences caused by drills.
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Summary
You must have effective written emergency response plans to minimise suffering and loss. The employer is responsible for putting plans into effect. The committee provides input and monitors the plans effectiveness. Plans must identify when an emergency exists and what people, resources, and actions must be brought into play to protect workers and control the situation. Effective plans need a clear and effective chain of command. Everyone in the command structure must know what to do and be trained to do it properly. Identify what resources your plan requires. Keep adequate resources on hand or provide a system to access them quickly from vendors. Detail exactly what must be done to control each emergency you could have at the workplace. Identify and involve local emergency response agencies. Regularly monitor and update your plans carefully. The next chapter talks about how you can ensure everyone knows what they are responsible for in your emergency plans and health and safety activities
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Chapter 4, State Responsibilities
Prepare a statement of responsibilities

What are responsibility and authority? What are the responsibilities of employers and senior managers? What are the responsibilities of managers and supervisors? What are the responsibilities of workers? What is the role of the occupational health committee? What are the responsibilities of safety co-ordinators? What are the responsibilities of owners? What are the responsibilities of contractors? What are the responsibilities of subcontractors and the self-employed? What are the responsibilities of suppliers?
Introduction
We have discussed how to prepare systems to control hazards and respond to emergencies. This chapter talks about how to make sure everyone knows their health and safety duties. Your health and safety programs success depends on clear responsibility and accountability. This is why regulation 22 (d) requires your program to includea statement of the responsibilities of the employer, the supervisors and the workers. Employers, supervisors, and workers are all legally responsible for health and safety in the workplace. Everyone must be individually accountable for carrying out his or her responsibilities. The greater the authority, the greater the responsibility. Sections 3 and 4 of the Act and regulations 12, 13, and 17 state the general duties of employers, supervisors, and workers. Subcontractors, owners, and suppliers also have duties for health and safety. Everyone must work together to control hazards and prevent emergencies.
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Health and safety should be handled like any other activity. Duties should be assigned accordingly. Health and safety is not an extra part of each job, it is an integral component. Put responsibilities for health and safety into every job description in the organisation. Hold a senior manager accountable. Make specific managers and supervisors accountable for implementing each program element. For example, name the employee(s) responsible for ordering safety equipment, managing maintenance, and supplying the resources required for work to be done safely. Your statement must: assign specific responsibilities and put them in writing accompany assignments with a monitoring system to ensure compliance state what consequences follow when health and safety responsibilities are not carried out
Have the committee provide input and audit the effectiveness of the system. Document your statement and keep copies on file. Do this with each element of your safety program. We will begin with a discussion of responsibility and authority. Next we will discuss the health and safety program responsibilities. See the Introduction for more information about responsibilities within the internal responsibility system (IRS).
What are responsibility and authority?

Responsibility is accountability for carrying out duties properly. Authority is the right to make decisions and direct the work of others. Since employers are in control, they have the most authority and responsibility for health and safety. Authority can be delegated, giving subordinates the right to act for the employer. However, the employer remains responsible for what subordinates do or fail to do. To carry out program responsibilities, everyone must: know what their responsibilities are have the authority, resources, time, and opportunity to carry them out have the required knowledge (education, training, and certification)
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Once the organisation has put these elements in place, health and safety performance should be measured in regular performance reviews. We will now discuss general responsibilities within a health and safety program. Specific responsibilities and lines of authority will reflect the needs of the workplace.
What are the responsibilities of employers and senior managers?

Employers and senior managers have responsibilities under the legislation that include: providing a safe and healthy workplace ensuring that legal health and safety requirements are met establishing and maintaining an effective health and safety program and obtaining input from the committee allocating enough resources (money, time, equipment, and people, including competent managers and supervisors) to implement the program making sure that managers and supervisors are trained, supported, and held accountable for fulfilling their workplace health and safety requirements managing the health and safety performance of their managers and supervisors making sure workers have the information, training, certification, supervision, and experience to do their jobs safely making sure medical/first aid facilities are provided as needed setting up effective occupational health committees and ensuring that workers have the means to allow them to participate effectively in health and safety discussions co-operating with other parties in dealing with health and safety issues
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What are the responsibilities of managers and supervisors?

Managers and supervisors have responsibilities under the legislation that include: understanding and ensuring compliance with workplace health and safety requirements co-operating with the occupational health committee, helping it to do its job properly, and ensuring all employees support committee members in their health and safety activities making sure hazards are identified and proper steps are taken to control the risks inspecting work areas and correcting unsafe acts and conditions instructing and coaching workers to follow safe work procedures ensuring only authorised, competent workers operate equipment ensuring equipment is properly maintained ensuring the necessary personal protective equipment is provided to workers and used properly knowing how to safely handle, store, produce, and dispose of chemical and biological substances at the workplace understanding and implementing emergency procedures reporting and investigating accidents and near accidents promoting health and safety awareness co-operating with other parties in dealing with health and safety issues
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What are the responsibilities of workers?

The responsibilities of workers include: understanding and following legislation and workplace health and safety requirements following safe work procedures using safety equipment, machine guards, safety devices, and personal protective equipment reporting unsafe acts and workplace hazards reporting accidents, near accidents, injuries, or illnesses immediately working and acting safely and helping others to work and act safely co-operating with the occupational health committee and others on health and safety issues
What is the role of the occupational health committee?

The role of the committee must not be confused with the responsibilities of supervisors or employers. The committee brings together workers in-depth practical knowledge of specific jobs and managers knowledge of the organisations big picture to provide input and advice on health and safety matters. The committee should also monitor the workplace safety system (for example, as determined by the health and safety program) to ensure that it is working properly. The committee provides input and advice. The employer remains ultimately accountable for the final decision. Use the committee to audit the effectiveness of the occupational health and safety program.
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What are the responsibilities of safety co-ordinators?

Some large employers have health and safety co-ordinators to help the employer with health and safety activities. The responsibilities of safety co-ordinators may include: helping everyone to carry out their health and safety responsibilities co-operating with the occupational health committee and helping it to be effective supporting health and safety systems and programs throughout the workplace advising managers, supervisors, and workers on health and safety matters co-ordinating interdepartmental health and safety activities collecting and analysing health and safety information and statistics co-ordinating and monitoring health and safety training conducting research on special problems providing advice about health and safety systems at management meetings
What are the responsibilities of owners?

Owners have responsibilities under the Act.7 These include:
7
providing a plant that does not endanger the health and safety of anyone working in, on or near the plant8 knowing and following health and safety requirements
Owner includes: (i) a trustee, receiver, mortgagee in possession, tenant, lessee or occupier of any lands or premises used or to be used as a place of employment; and (ii) any person who acts for or on behalf of a person mentioned in subclause (i) as that persons agent or delegate.
Section 2(1) (x) of the Act defines plant as including any premises, site, land, mine, water, structure, fixture or equipment employed or used in the carrying out of an occupation. Equipment means any mechanical or non-mechanical article or device, and includes any machine, tool, appliance, apparatus, implement, service or utility, but does not include the personal property owned by an individual unless that property is used in the carrying on of an occupation.
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What are the responsibilities of contractors?

If you hire an outside company or self-employed person on a contract and direct their activities, then you become a contractor under Saskatchewans health and safety legislation.9 Contractors have some additional responsibilities that include: setting up a system of shared responsibilities and determining who is responsible for what in relation to the health and safety of all workers in the workplacesee sections 5(5)5(8) of the regulations controlling any health and safety hazardsover which you, as the contractor have complete and direct controlthat could affect the subcontractor (keep in mind that the subcontractor is responsible for controlling hazards within the subcontractors direct and complete control) co-operating with subcontractors to control health and safety hazards that are not within the direct and complete control of the contractor co-ordinating the health and safety programs of two or more subcontractors working at the place of employment providing subcontractors and their occupational health committees with any relevant information available to the contractor that could affect their health and safety, or anyone elses health and safety making sure subcontractors understand who is responsible for health and safety activities that affect them monitoring subcontractors to ensure they comply with workplace health and safety requirements, and taking action to correct any non-compliance
A contractor means a person who, or a partnership or group of people that, pursuant to one or more contracts, directs the activities of one or more employers or self-employed people involved in work at a place of employment.
A subcontractor is not defined in the legislation. In this publication, it means the employer or self-employed person hired to work under contract.
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What are the responsibilities of subcontractors and the selfemployed?

Subcontractors and the self-employed have duties under the legislation that include: ascertaining what their responsibilities are in relation to the health and safety of all workers affected by their activities in the workplacesee sections 5(5)5(8) of the regulations co-operating with the contractor, other sub-contractors and self-employed people, and occupational health committees in protecting the health and safety of everyone in the workplace conducting their work in a way that does not endanger anyones health and safety providing information that could affect the health and safety of others to the contractor, other subcontractors and self-employed people, and to their occupational health committees knowing and following applicable parts of the contractors health and safety program knowing and following the legislation
What are the responsibilities of suppliers?

Suppliers have responsibilities under the legislation that include: supplying products that are safe when used according to instructions providing instructions for the safe assembly, use, and disassembly of products they supply (sell, rent, or lease) making sure that products comply with legislation
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Summary
Your programs success depends on clearly defined responsibilities and accountabilities. Handle health and safety responsibilities like responsibilities in any other area of the organisation. Responsibility means being accountable for carrying out a task. Authority is the right to direct others. Specific responsibilities reflect the needs of the workplace. The employer at the workplace remains accountable for the health and safety program. Managers are responsible for implementing the employers health and safety program. This includes ensuring their subordinates have adequate training, resources, and time to carry out their responsibilities properly. Supervisors run the program in each work area. Workers carry out their responsibilities within the program, such as following safety rules, using correct tools, personal protective equipment, and so forth. If you hire an outside company or self-employed person on a contract and direct their activities, then you become a contractor under Saskatchewans health and safety legislation. You and the subcontractor need to set up a system of shared responsibility for the health and safety of all workers. When working for another employer, subcontractors are responsible for work they control. This includes a duty to inform others about any hazards their work could create. Suppliers are responsible for providing safe products, when used as directed. This includes a duty to provide instructions for the safe assembly, use, and disassembly of their products or equipment. Owners are expected to make sure that their work areas, buildings, and so forth that are being used by others are safe. This includes a responsibility to warn others of hazards. Safety co-ordinators (professionals) are expected to help everyone to carry out their duties properly. Everyone must know and follow applicable sections of the Act and regulations. The next chapter discusses how you can use inspections to check on the effectiveness of your programs systems.
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Notes
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Chapter 5, Schedule Inspections
Schedule inspections
What types of inspections should be done? Who is responsible for what within the inspection schedule? When should inspections be carried out? What should be inspected? What checklists and reporting procedures should be used? What training is required? How can defects be corrected?
Introduction
Inspections are one of the most common and effective tools for identifying and correcting problems before they cause accidents. Inspections should also be used to draw attention to and encourage good health and safety practices. That is why regulation 22 (e) requires your health and safety program to includea schedule for the regular inspection of the place of employment and of work processes and procedures. Generally speaking there are two types of inspectionsinformal inspections and formal, planned inspections. Informal inspections These really boil down to conscious awareness of health and safety hazards and controls as people do their jobs. Informal inspections are an important part of an effective system of hazard identification and control that should be done by workers, supervisors, and managers. Since workers are often the first to see things happen, they should be required and encouraged to report hazards. Two important steps for encouraging this are taking concerns seriously, and keeping workers informed about the status of remedial action (when and how the correction will be made, or why the corrective action has been delayed or denied). Formal, planned inspections A formal inspection is a planned walk through or examination of a workplace, selected work area or particular hazards, machinery, tools, equipment and work practices. Formal inspections must include an inspection of work processes and procedures to ensure the adequacy of safe work procedures.
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In any workplace, day to day activities create health and safety hazards. People, equipment, materials, and the environment constantly change. Some environmental changes remove hazards, while other changes create new hazards. Inspections help focus attention on change, and help solve problems before they cause accidents. Formal, planned inspections help to: identify potential problems before they cause accidents identify equipment problems resulting from such things as wear and tear or improper use identify improper work practices draw attention to good health and safety practices identify new hazards resulting from changes in the workplace identify inadequacies in corrective action that has been taken
This chapter deals with planned inspections. We will summarise the inspection process. For detailed information about how to conduct inspections, see Chapter 7 of the Occupational Health Committee Manual. The Occupational Health and Safety Division also offers a course on how to conduct inspections. For more information, contact the Regina office of the Division. Regulation 23 requires the employer to arrange for regular examinations of any plant under the control of the employer.10 Regulation 28 requires the employer to enable the occupational health committee to inspect the place of employment at reasonable intervals. The Division recommends that your committee inspect the workplace before each regularly scheduled meeting.
Regulation 23 Inspections Regulation 28 Inspections
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Section 2(1) (x) of the Act defines plant as including any premises, site, land, mine, water, structure, fixture or equipment employed or used in the carrying out of an occupation. Equipment means any mechanical or non-mechanical article or device, and includes any machine, tool, appliance, apparatus, implement, service or utility, but does not include the personal property owned by an individual unless that property is used in the carrying on of an occupation.
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Regulation 23 Inspections Inspections by: " managers, supervisors, workers, operators, and maintenance personnel " health and safety co-ordinators " employers and owners
Regulation 28 Inspections Inspections by the occupational health committee
Your inspection schedule must: identify what will be inspected, (work areas, equipment, tools, procedures, practices, and so forth), by whom, and how frequently include inspections of work procedures and production processes state what inspection records must be produced to ensure accountability provide for correcting defects found during each inspection state what training those who carry out inspections require
Document your inspection activities and keep copies on file. Do this with each element of your safety program.
What types of inspections should be done?

1 Checks of equipment before use or after repair These inspections should be done by workers and supervisors. They include inspections of tools, equipment, machinery, and personal protective equipment. Regular preventive maintenance inspections These inspections help prevent equipment and machinery failure through early detection of problems and by setting priorities for servicing, adjustment, repair and replacement. Hazard inspections of critical parts and materials These are regular inspections focussing on parts of equipment and machinery, materials, structures, or worker areas that are more likely than others to cause accidents when they become worn out, damaged, or are improperly used. Housekeeping inspections Good housekeeping prevents many accidents. Housekeeping inspections should be done frequently by workers, maintenance personnel, and supervisors. They should focus on both the cleanliness and orderliness of the work area. Planned general inspections of the workplace This kind of inspection is a planned walk through the entire workplace. It is a comprehensive examination of the workplace intended to draw 57
attention to good health and safety practices, and to identify potential problems before accidents happen. These inspections may be done monthly or quarterly. However, if there is a higher level of risk, or the workplace is changing rapidly, they should be done more frequently. 6 Senior management inspections These inspections help reinforce the importance of good health and safety practices, and keep senior management in touch with health and safety issues in the workplace. They are not comprehensive inspections; instead they are tours of work areas specifically designed to focus on particular health and safety issues. Regular occupational health committee inspections These should complement inspections done by managers, supervisors, and workers. It is a good idea for a committee to conduct an inspection before each regular meeting. Committee inspections can focus on the general physical conditions of the workplace, thereby auditing the effectiveness of the inspection schedule or other elements of the occupational health and safety program. Committees can support the health and safety activities of supervisors and workers by finding defects supervisors and workers have become used to. In some cases, committee inspections may also focus on special problems in the workplace. When an occupational health committee brings a problem or concern to the attention of an employer, the employer is required to resolve the problem or address the concern. If that cannot be done, the employer is required to give the committee a written reason for not resolving the problem or addressing the concern.
Who is responsible for what within the inspection schedule?

Workers, operators, supervisors, maintenance personnel, safety professionals, and others can carry out regulation 23 inspections. Some inspections are best carried out by someone with specialised training, some are best done by mechanics and maintenance personnel, and some are best done by supervisors and workers. As a general rule, the responsibility for each type of inspection should fall on those who are most knowledgeable and for whom it is most practical to do the inspections. Your occupational health and safety program should assign responsibility for carrying out different types of inspections and set out
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the frequency and scope of those inspections. Your program must identify what is to be inspected and who will do each inspection. Make sure anyone given inspection responsibility gets the training they need to fulfil their responsibilities.
When should inspections be carried out?

Schedule inspections of buildings, work areas (including storage rooms and travel ways), machinery, tools, equipment, production process, and work procedures. Inspections need to be done often enough to find problems before they cause accidents. Some kinds of inspections need to be more frequent than other inspections. Pre-use equipment checks, for example, will be much more frequent than planned general inspections. Depending on the type of inspection, the frequency might bebefore use, when issued, when serviced, daily, weekly, monthly, quarterly, or annually. When deciding the frequency, consider: recommendations of equipment manufacturers industry and regulatory standards accident investigation and first aid reports hazards at the place of employment hazardous work processes and areas work procedures
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What should be inspected?

Identify exactly what must be looked at during each type of inspection. Supervisors and workers usually know what should be inspected in their work areas. Other information can be obtained from equipment vendors, maintenance records, industry publications, standards, internal reports, and so forth. You may also involve the committee in preparing inspection schedules. Pay attention to activities known to be associated with accidents and illnesses, such as: 1 2 Rarely performed, non-routine, and unusual work, for example, workers are asked to shovel snow off the roof. Non-production activities, such as housekeeping, maintenance, equipment set-up, and lab work. For example, a janitor mixes incompatible chemicals and is sickened by the fumes caused by the chemical reaction. Sources of high energy such as electricity, steam, compressed gas, flammable liquids, and explosive substances. For example, someone accidentally turns on a steam pipe being repaired. Situations that may involve slipping, tripping, or falling hazards, or overhead hazardssuch as falling objects. Lifting situations posing a risk of back and muscle injuries. For example, lifting boxes of produce in the kitchen. Repetitive motion situations, such as work involving computers or repetitive, constant uninterrupted motions. Work involving contact with toxic or infectious substances.
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What checklists and reporting procedures should be used?

Checklists Where appropriate, prepare or purchase and adapt checklists of what to inspect for equipment, vehicles, work processes, and so forth. Checklists help make inspections thorough. But, have inspectors look for the root causes of defects and not simply fill-in their checklists without thinking. Reporting and recording forms Decide what recording forms will be used to; (1) identify what was inspected (items and areas), and (2) report exemplary behaviour as well as defects.
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Provide a place on your inspection recording and reporting forms to classify hazards and identify recommendations for corrective action. Keep file copies of inspection reports and checklists. You or the committee may need them someday to track corrective action and review the history of specific concerns.
Example of items to be included in a planned inspection checklist

1. 2. 3. 4. 5. 6. 7. dust, gases, noise, temperature, ventilation, lighting. slipping and tripping hazards, cluttered aisles. windows, doors, floors, stairs, roofs, walls, elevators, fire exits, docks, ramps. scrap bins, disposal receptacles, barrels, carboys, gas cylinders, solvent cans. switches, cables, outlets, grounding, extension cables, ground fault circuits. fire extinguisher, hoses, hydrants, sprinkler systems. wrenches, screwdrivers, power tools, hydraulic tools, explosive actuated tools, pressurised tools. 8. Hazardous Materials: flammable, explosives, acids, corrosives, toxic chemicals. 9. Materials Handling: conveyors, cranes, hoists, hoppers, manual lifting, forklifts. 10. PPE: hard hats, safety glasses, respirators, gas masks, gloves, harness, lifeline. 11. Pressurised equipment: boilers, vats, tanks, piping, hoses, couplings, valves, cylinders. 12. Production Equipment: mills, cutters, drills, presses, lathes, saws. 13. Support equipment: ladders, scaffolds, platforms, catwalks, staging, aerial lifts. 14. Powered Equipment: engines, electrical motors, compressor equipment. 15. Storage Facilities: racks, bins, shelves, cabinets, closets, yards, floors, lockers, store rooms, mechanical rooms, flammable substances cabinets. 16. Walkways & roads: aisles, ramps, docks, vehicle ways, catwalks, tunnels. 17. Protective Guards: gear covers, pulleys, belts screens, workstation, guards, railings, drives, chains. 18. Devices: valves, emergency devices, warning system limit switches, mirrors, sirens, signs, cover-plates, lighting systems, interlocks, local exhaust systems. 19. Controls: startup switches, steering mechanisms, speed controls, manipulating controls. 20. Lifting Devices: handles, eye-bolts, lifting lugs, hooks, chains, ropes, slings. 21. Hygiene & First Aid: drinking fountains, washrooms, safety showers, eyewash, toilets, fountains, first aid supplies. 22. Offices: work stations, chairs, computer equipment, ventilation, floors, stairs, equipment, emergency equipment, storage cupboards. Environment: Floors: Building: Containers: Electrical: Fire Protection: Hand Tools:
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What training is required?

The training needed by people who are conducting inspections depends on the workplace and the types of inspections people are expected to do. In most cases, these topics should be covered: 1 2 3 The purpose of inspections what inspections accomplish. Inspection planning where, when, what, who, and how. Finding hazards hazard recognition techniques, including how to find not so obvious hazards, such as chemical contamination, or other work environment hazards. Inspection procedures how to find hazardous conditions and practices without finding fault or attaching blame. What standards must be metwhat is acceptable and what is unacceptable? Reporting procedures how to record defects and follow-up. Hazard priority systems and processes how to categorise and prioritise hazards and find root causes. Hazard control how to categorise, select, develop, and implement hazard controls, or recommend corrective action. Follow-up how to ensure corrective action works. Communications techniques how to communicate with workers and supervisors about inspections and the progress of corrective action.
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How can defects be corrected?

During inspections, observe workplace conditions and work procedures. If you notice a hazard that could hurt someone, take action right away! Use the principles of hazard control to identify possible solutions, develop controls, and implement corrective action. The employer is responsible for seeing that hazards are corrected. Supervisors and workers are often in the best position to carry out corrective action.
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Summary
Inspections are one of the most common and effective tools for identifying and correcting problems before they cause accidents. Generally speaking there are two types of inspectionsinformal inspections and formal inspections. Informal inspections really boil down to conscious awareness of health and safety hazards and controls as people do their jobs. A formal inspection is a planned walk through or examination of a workplace, selected work area or particular hazards, machinery, tools, equipment and work practices. Regulation 23 requires the employer to arrange for regular examinations of any plant under the control of the employer. Workers, operators, supervisors, maintenance personnel, safety professionals, and others can carry out regulation 23 inspections. Regulation 28 requires the employer to enable the occupational health committee to inspect the place of employment at reasonable intervals. The employer must schedule regular inspections of items such as work processes and procedures to find hazards and potential hazards in the place of employment. Your inspection schedule should be as good as any other schedule in the organisation. The work performed determines what requires inspecting and when inspections should be conducted. Organise an inspection system that will effectively review the safety of every hazardous or potentially hazardous area of the organisation. Make or purchase and adapt appropriate checklists and inspection reporting forms. Document and keep good records of your inspection activities. Provide the training inspectors need to be competent. Correct life-threatening dangers found on inspections at once. Use the principles of hazard assessment and control to develop solutions to all hazards. Search for the root causes of defects.
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Ask workers and supervisors for suggestions about how to fix defects. Keep employees who have raised concerns informed. Use normal communications channels to provide information to the workforce. Regularly evaluate your inspection schedule, just as you evaluate other activities of the organisation. For detailed information about how to conduct inspections, see Chapter 7 of the Occupational Health Committee Manual. The Occupational Health and Safety Division also offers a course on how to conduct inspections. For more information, contact the Regina office of the Division. The next chapter discusses how you can control the hazards of chemical and biological substances. Use this information when planning inspections.
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Occupational Health and Safety Division Chapter 6, Control Chemicals and Biohazards
Develop plans to control chemicals and biohazards

What are chemical and biological hazards? How can these hazards be controlled? What steps should be taken to prepare plans? What about WHMIS plans? What about chemical and biological substances with assigned Workplace Contamination Limits (WCLS)? What about notifiable and designated substances? What about infectious substances? What about pregnant workers and workers who are hypersensitive or unusually responsive to a substance?
Introduction
Most workplaces have some chemical hazards and biological hazards (biohazards). Exposures harm Saskatchewan workers every year. In order to control them, you must have a clear idea of what they are, how they act, and where they are in the workplace. That is why your occupational health and safety program must includea plan for the control of any biological or chemical substance handled, used, stored, produced or disposed of at the place of employment and, where appropriate, the monitoring of the work environment. The employer sets up the plan. The committee provides input and advice. Use occupational health committee inspections and other activities to audit the plans effectiveness. Include the plan in your safety program and document your activities. Keep file copies. A successful plan requires the commitment and leadership of the employer. A senior manager should run the plan. Everyone should have clear responsibilities and accountabilities.
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Chapter 6, Control Chemicals and Biohazards
Your plan to control chemical and biological substances must meet these requirements: Part XXI of the regulations: Chemical and Biological Substances. The employer must protect workers from the hazards of chemical and biological substances. Pay attention to the general duties of the employer set out in regulation 302. Your plan must carry them out. Part XXII of the regulations: Workplace Hazardous Materials Information System (WHMIS). The employer must protect workers from products controlled under WHMIS. Regulation 85 in Part VI: General Health Requirements. The employer must protect workers from biohazards that are either known or suspected causes of human infections.
This chapter will discuss these topics and help you prepare your plan. For detailed information, read the Divisions publication: A Guide to the Chemical Substances Regulations.
What are chemical and biological hazards?

Chemical and biological hazards are chemicals, micro-organisms, or products of living organisms that cause occupational illnesses. What are chemical hazards? Chemicals are ingredients in trade name products such as paints, adhesives, photographic developers, and cleaners that are used in the workplace. Chemicals exist in one of three states: solid, liquid, or gas. They can also be present in: dusts (very fine particles that have become airborne) fumes (an airborne solid given off during melting) mists (splashes or sprays) smoke (substances given off during burning) vapours (chemicals combined with air during evaporation)
Besides causing illness, chemical hazards can impair judgement, reduce reaction time, and increase the risk of accidents. Read product labels carefully. Know the hazards. 66
What are biological hazards? Biohazards are living things, or substances produced by living things, that can illness or disease. Examples include: micro-organisms (such as bacteria and viruses) fungi (simple plants that feed on dead plant or animal tissue) parasites (these live in the bodies of plants or animals) plants (substances given off by some plants can cause allergies. Several plants contain poisonous substances)
Workers in food processing, sewage disposal, laboratories, agriculture, and other industries handle potentially hazardous biological substances. Examples of possible biohazards include animal tissues, plant materials, and micro-organisms. Biological substances include products or extracts of plants, animals, and micro-organisms. Some can be ingredients in workplace products. For example, bacterial enzymes are in some industrial detergents. What about indirect exposures? Sometimes workers dont use, produce, or handle chemical and biological substances directly. But, they can be exposed to them when the substances are released into the workplace. For example, hazardous products can be given off during welding, sawing or grinding, dry-cleaning, and during oil drilling and well servicing operations. Health care workers, emergency response workers, animal handlers, and others may be exposed to infectious biological substances when they deal with infectious people or animals. Hazardous substances may be released from structural materials such as insulation, new carpeting, and furniture. Bacteria and fungi may grow on moist furnishings and structural materials. They can grow in water near ventilation intakes and in ventilation systems. Micro-organisms, (and in some cases their spores, toxins, and other products), can get into the workplace air. They can settle on food and objects in the workplace and get into workers bodies.
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Workers may also be exposed to stored chemicals or chemicals that have spilled, leaked, or accumulated. Your chemical and biohazards plan must identify and control any of these hazards in your workplace.
How can these hazards be controlled?

Parts XXI and XXII of the regulations set out how to control chemical and biological substances. The employer, with input and advice from the occupational health committee, must: maintain an inventory of workplace substances that could hurt someone when handled, used, stored, produced, or disposed of at the place of employment obtain current hazard information about these substances reduce contamination in the place of employment prevent workers from being harmfully exposed develop and implement safe work procedures and processes train workers to know how to protect themselves and those around them teach workers safe work procedures and production processes
What responsibilities and accountabilities are required? The plan must assign responsibilities to those who order, purchase, and receive chemical and biological substances. Those responsible must obtain appropriate hazard information and ensure worker protection and training is adequate. A centralised or structured hazardous product ordering system may help do this.
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What additional measures must be taken? Your plan must also ensure that: releases of hazardous substances into the work environment are prevented or minimised containment and ventilation systems are regularly serviced the workplace is cleaned and decontaminated properly contaminated workers are decontaminated promptly personal protective equipment is inspected, used, cleaned, maintained, and stored properly spills, leaks, accidents, and so forth are investigated properly adequate response plans are in place for spills, leaks, and other emergencies the work environment is effectively assessed for contaminants
What about information for workers? Information about chemicals and biohazards must be: readily available to workers used to set up adequate hazard controls, educate workers, and monitor the work environment for contaminants kept current
What is required by regulation 85? Regulation 85 discusses hazards caused by exposures to infectious materials or organisms listed in Table 14 of the Appendix to the regulations. Exposure is defined as any harmful contact by: inhalation (for example, breathing in mould spores) ingestion (for example, swallowing bacteria with food or smokes) absorption through the skin (for example, entry through pores) 69
Regulation 85 requires the employer to implement a written control plan that: identifies workers who may be exposed sets out how those workers could be exposed sets out disinfection procedures and other hazard controls specifies what training and information workers must have
Several Occupational Health and Safety Division publications provide more information.
What steps should be taken to prepare plans?

The needs of the workplace determine what must be in your plan. Regulation 302 lists the general duties of the employer to protect workers from chemicals and biohazards. Your plan must carry out these duties. Here are some guidelines for drawing up a plan to comply with regulation 302. 1 2 Identify all chemical and biological substances at the workplace. Decide what substances are hazardous. List hazardous substances. Identify substances covered by WHMIS (controlled products). Next, list any other substances workers are worried about. Keep the list current. Consult the committee in preparing and updating the list. Conduct a risk assessment for each hazardous substance. Think about where, when, how, why, whether the substance can cause harm and how serious the harm could be. Use information from material safety data sheets (MSDSs), suppliers, industry publications, (including any monitoring reports for similar situations), workers concerns, regulatory requirements, and information from safety organisations.
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Reduce or prevent exposure whenever reasonable and practical.11 Reduce contamination of workers and the workplace as much as you can. Whenever you can, use engineering methods to control hazardous substances at the place they are produced. Use personal protective equipment (PPE) as a last resort. When reasonable and practical, eliminate hazardous substances, or replace them with less hazardous ones whenever substitutes are available. Use information from suppliers and your industry to help you decide what to do. Take all practicable steps to prevent workers from being harmed by these substances. Re-engineer work procedures, production process, and work flows to make them safer and healthier. Build health and safety into all work procedures. Develop safe work practices where needed. Train workers to handle hazardous substances safely. Tell them: how each substance causes harm what harm is involved how serious the harm can be the risks of being harmed how to reduce exposure how to prevent harm what to do during an accident or emergency
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10 The committee provides advice and audits the effectiveness of the training. 11 Determine how safely flammable, unstable, highly reactive, and corrosive substances are stored by your organisation. Correct any defects. See regulation 314 for more information. 12 Prepare emergency plans. Include them in your safety program. Think about what could happen if there is an accident with a hazardous substance. What emergency response plans are required? See regulation 310 for more information.
Section 2(1)(y) of the Act defines practicable as possible given current knowledge, technology and invention. Section 2(1)(aa) defines reasonably practicable as practicable unless the person on whom a duty is placed can show that there is a gross disproportion between the benefit of the duty and the cost, in time, trouble and money, of the measures to secure the duty.
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What about WHMIS plans?

Use the Division publication How to Determine What Is a Controlled Product to help identify products controlled under WHMIS. Products that easily burn, explode, or produce toxic reactions, allergies, infectious diseases, or dangerous reactions are likely to be controlled products. Check the labels and MSDSs for hazard warnings. If in doubt, check with the supplier. The WHMIS component of your safety program must: state who is responsible for obtaining and updating MSDSs and product labels required by WHMIS use the information to implement safe work procedures ensure workers are trained to understand WHMIS requirements and safely handle controlled products they work with state how each of these things will be done, who is responsible, and what the role of the committee will be
Set up a centralised ordering or receiving system. This will help ensure that the right information is received. Assign a competent person(s) to track the flow of information and make sure it is used properly. What issues must the WHMIS plan address? 1 How to ensure an acceptable MSDS (complete and less than three years old) arrives with each controlled product. The content of an acceptable MSDS is set out in regulations 325-329. How to make relevant MSDSs readily available to workers who need them. Regulation 327 sets out the details. How to ensure that correct WHMIS labels (supplier and workplace) are attached to each container of controlled products. See regulations 319-324 for labelling requirements. How to develop and deliver a training program on: the WHMIS system the hazards of controlled products safe handling requirements, emergency procedures, and processes for dealing with fugitive emissions12
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A fugitive emission is a chemical that is given off as an unintended by product of a process, or during the use of a chemical.
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Regulation 318 sets out the content for WHMIS training programs. Training program content is explained in the Division publication WHMIS Requirements for Worker Training.
What about hazardous products exempt from WHMIS? Some hazardous workplace products are exempt from WHMIS requirements for supplier labels and MSDSs. Consumer products, explosives, pesticides, drugs, cosmetics, and radioactive substances are subject to labelling and disclosure requirements under other federal legislation. Hazardous waste is exempted from WHMIS MSDS requirements. Employers must collect and record the hazards of these substances and determine how to safely handle them. Containers must be clearly labelled. Workers must be told about hazards and trained to handle the materials safely. The plan must state how information about the hazards of these products will be collected and built-into WHMIS training.
What about chemical and biological substances with assigned Workplace Contamination Limits (WCLs)?
Workplace Contamination Limits (WCLs) state exposure limits for specific chemical and biological substances. There are both 15 minute WCLs and 8 hour WCLs. Fifteen minute WCLs measure exposures over 15 minute time periods. Eight-hour WCLs measure average exposures over the shift. Worker exposures must not exceed either WCL. The regulations assign WCLs to many workplace chemicals and to some biological substances. Substances with WCLs are listed in Table 21 of the Appendix to the regulations. Regulation 307 states how the employer must protect workers from substances with regulated WCLs. Workers must not be exposed to average airborne concentrations of these substances above the WCLs. The employer must take all reasonably practicable steps to ensure that these limits are not exceeded in any area where a worker is usually present.
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Airborne concentrations can be lowered by engineering controls, such as ventilation or enclosures. When properly engineered and maintained, these controls usually prevent or minimise releases of substances into the work environment. Sometimes it may not be reasonably practicable to use engineering controls. For example, say a substance is used only once a year during maintenance. If so, the employer would not usually have to install a mechanical exhaust system to keep exposure below the WCL. The employer could protect the workers in other ways. For example, the employer could provide workers with personal protective equipment and require its use. What monitoring is needed? Monitoring (air sampling, personal assessment of exposure, and so forth) measures contaminants in the workplace. Monitoring can help assess the risks faced and the adequacy of hazard controls. The program must have a monitoring plan where: 1 The work environment may not be safe because of: 2 lack of information about how badly the workplace is contaminated; fluctuations in concentrations of contaminants; variations in how often workers are exposed to contaminants; or
Workers have complained about their health, or may have become ill, because of exposures to workplace contaminants; and existing monitoring test results are suspect or unsatisfactory.
Monitoring is not required where there is no standard method of obtaining reliable results or the results obtained with a standard method do not provide meaningful measures of the risk. What about extended shifts and workweeks? Eight-hour WCLs may not protect workers on extended shifts (more than 8 hours a day) or extended workweeks (more than 40 hours). This is because a larger cumulative (total) dose is received over a shorter time. In these cases exposure should be limited to a proportion of each applicable WCL. For example, 2/3 of the WCL should be assigned for a 12-hour shift, unless there is solid evidence that the lower exposure limit is not justified.
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What about multiple exposures? WCLs are designed to measure exposure to one chemical at a time. Sometimes workers are exposed to several substances that harm the same body organs in similar ways. The combined harm is called an additive effect. Although the concentration of each chemical is lower than each chemicals WCL, the combined effects may be hazardous. In these cases exposures must be limited to a fraction of each chemicals WCL. For more information, see the Division publication, A Guide to The Chemical Substances Regulations. What corrective action is required? The employer must protect workers from unusual and prolonged exposures. Protective measures must include action to protect workers working extended shifts and workers exposed to several chemicals. The employer must develop and implement an appropriate work procedure that reduces the risks. The committee provides input and advice during development of the procedure. The procedure must identify:
the substances involved conditions under which workers will be required or permitted to work the frequency and length of exposure to the substances steps the employer will take to ensure no workers personal exposure exceeds the equivalent of the WCL for each substance involved
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What about notifiable and designated substances?

This is covered in regulations 305, 306, and 311. Your control plan must identify where these substances are used and provide adequate protection. What are notifiable substances? Chemical and biological substances listed in Table 19 of the Appendix to the regulations are classed as Notifiable Substances. These are mainly synthetic substances that cause cancer. The employer must notify the Director of the Occupational Health and Safety Division and obtain written permission to use these substances. The Director may specify how the substances can be used and how workers must be protected. What are designated substances? Other chemicals that have been identified as possible or probable causes of cancer in humans have been identified in Table 20 of the regulations as Designated Substances. Where workers are required to handle, use, store, produce, or dispose of any of these chemicals, the employer must provide engineering controlssuch as local ventilation or enclosuresto prevent the chemical and biological substances from being released into the workplace. The employer must also implement other measures (such as administrative measures and the use of personal protective equipment). These measures must prevent workers from being exposed to the substance to an extent that poses any significantly greater risk of disease than the risk of disease posed to people who are not so exposed.
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What about infectious substances?

Table 14 of Appendix to the regulations lists infectious materials. regulation 85 requires the employer to implement a written plan to protect workers who might be exposed to any of them. Your plan must: identify workers who may be exposed describe the risks describe infection control measures state what to do if there are spills or leaks state what to do if there are accidental exposures state what to do if a worker believes that he or she has been exposed or infected state how contaminated material, clothing, work areas, and so forth must be cleaned or disinfected state how contaminated material must be disposed of describe the training that will be provided to workers state how exposures and diseases will be investigated state what investigation reports and documents must be kept
Where blood or potentially infectious body fluids is involved, the employer must take prescribed actions to protect workers. Actions include arranging confidential post-exposure counselling, medical evaluation, or medical intervention by a qualified person. Actions and interventions must be acceptable to the Department of Health. These follow-up actions are provided when the exposed worker requests them. They must be conducted during the workers normal working hours. Alternatively, time spent in the post-exposure followup by the worker can be credited as time at work. In other words, the worker loses no pay or benefits for spending time in a post-exposure follow-up. The plan must meet all other requirements in regulation 85.
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What about pregnant workers and workers who are hypersensitive or unusually responsive to a substance?
Workers who may be hypersensitive or are unusually responsive to a substance, or who are pregnant, may require additional protection. If there is a substance present in a form and to an extent that may harm these workers, and the worker notifies the employer of their condition or their response to the substance, the employer must take steps to minimise the exposure. What happens if the worker requests alternate work? The worker may request less hazardous work. If reasonable measures will not minimise exposure, the employer must provide less hazardous work, if available. Sometimes reasonable measures do not completely protect a hypersensitive worker. Alternative work may not be available. If so, the employer usually is not expected to take further action. Your plan should include a process to address these situations. Regulation 308 provides more information.
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Summary
You must have a plan to control chemical and biological hazards. These plans must carry out the duties set by parts XXI, XXII, and section 85 of the regulations. Your plan must address how appropriate information about hazards will be obtained and communicated to workers. Use standard hazard control techniques to identify, assess, and control these hazards. Use the resulting information to develop safe work procedures and production or client service procedures. Ensure workers receive adequate training about chemical and biological hazards in the workplace. They must know how to control the hazards they face and respond to emergencies. Assign clear responsibilities for setting up your plan and keeping it working properly. Pay special attention to controlling the hazards from regulated substances. Ensure workers are not exposed to limits beyond listed WCLs. Protect pregnant, hypersensitive, and unusually responsive workers. Provide alternate work when requested, if other controls are not effective. Finally, provide your plan with good leadership and clear objectives.
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Notes
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Chapter 7, Develop a Training Plan
Develop a training plan for workers and supervisors

What is training? What must your training plan accomplish? Who should be trained? When should workers be trained? What training should workers receive? What training should supervisors receive? What training should subcontractors receive? What training should committee members receive? What training requirements are legislated?
Introduction
Effective training is essential to good health and safety. Remember, health and safety is about how your organisation functions. It is about doing jobs right the first time. Your occupational health and safety program will not work unless supervisors and workers know what to do and how to do it. This is why regulation 22 (g) requiresa plan for training workers and supervisors in safe work practices and procedures, including any procedures, plans, policies or programs that the employer is required to develop pursuant to the Act or any regulations made pursuant to the Act that apply to work of the workers and supervisors. This chapter will help you develop the training employees need to carry out their responsibilities in your health and safety program. We will begin by defining what training means. Next, we will discuss what your training plan should do and who needs training. At the end of the chapter, we provide a chart listing regulatory information to include in your training plan. Put a senior manager or supervisor in charge of your training plan. Work with the occupational health committee to develop the training plan. Have the committee audit its effectiveness. Maintain training records (for workers, supervisors, and committee members). Include the date of the training, participants, and a summary of the content.
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What is training?
Training means more than providing information. It requires a practical demonstration that each employee has acquired the skill or knowledge related to the job.
What must your training plan accomplish?

Health and safety education and training is critical to making your occupational health and safety program work. While everyone benefits from health and safety training, your training plan must cover the health and safety training needs of workers and supervisors. The plan must determine how health and safety training will be developed and delivered, and by whom. It must be designed to ensure health and safety education and training begins with worker orientation when a new worker starts with the organisation or a worker is transferred to a different job. An orientation must cover any topic relevant to the health and safety of the worker including: emergency procedures, first aid facilities, any restricted areas, precautions required to protect workers from hazards, and any other health and safety procedures, plans, policies, and programs that apply to the worker. Training is also needed when new equipment, processes, or procedures are introduced into the workplace, or when there are instances of unacceptable health and safety performance. The objective of your training plan is to help build health and safety precautions into every job and to increase the level of health and safety knowledge and ability to an accepted level. Health and safety training should be built into training on workers duties and responsibilities as well as training on how to do specific work tasks. Therefore, your training plan must: assess training needs put a mechanism in place to ensure training is delivered assign responsibilities for development and delivery of training provide a mechanism to monitor the effectiveness of the training and keep training current
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What is the role of the occupational health committee? One of the duties of the committee is to establish, promote, and recommend the means of delivery for health and safety training for the education and information of workers. As you consult the committee in developing your health and safety program, this will be an area of particular interest to the committee. The committee: works with the employer on setting up the training plan helps the employer to promote training makes sure co-chairpersons and members are trained are trained in their roles and the functions of the committee recommends how training and information should be delivered applies the training its members receive to audit the effectiveness of the training plan and other elements of the occupational health and safety program
Who should be trained?

Train everyone with duties under the legislation and your safety program, including: workers supervisors committee members
Do not forget your managers. They provide resources to supervisors and set supervisory priorities. They must know their role in the health and safety program too!
When should workers be trained?

Workers should be trained: at the commencement of employment when reassigned or transferred to a new job when new equipment, processes, or procedures are introduced when performance does not meet health and safety requirements when planning must be done for non-routine or irregular tasks
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What training should workers receive?

Worker training should supplement any other training the worker has already received. Ensure that the worker is trained in the following areas: safe work practices and procedures how to identify and protect themselves from workplace hazards (safety hazards, chemicals, biohazards, ergonomic hazards, and so forth) fire and other emergency procedures the location of first aid facilities rules associated with prohibited or restricted areas, tools, and equipment the role of the worker within the occupational health and safety program the content of plans, policies, or programs required by the regulations, such as your occupational health and safety program, harassment and violence policy requirements, infectious material control plans, and so forth the general requirements of the Act and regulations, such as workers rights and responsibilities regulatory requirements applying to the workers job. Examples include lifting, WHMIS, respiratory protective devices, and so on
Orientation training is required by regulation 19.
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What training should supervisors receive?

A supervisor is an employee given authority over others. This includes lead hands and workers who are temporary supervisors. The employer remains accountable for what supervisors do and fail to do. Supervisors need all of the training given to workers, plus your training plan must help each supervisor become competent.13 Regulation 17 sets out general regulatory requirements for supervisory training. Topics include: applicable sections of the Act and regulations applying to the work safe handling, use, storage, production, and disposal of substances how to carry out applicable job procedures and work processes the need for, and safe use of, personal protective equipment emergency procedures their role in supporting the occupational health committee coaching and motivation any other matters necessary to ensure the health and safety of workers under their supervision
Also, supervisors are often responsible for training their workers. If this is the case, supervisors should have the necessary training and skill to: instruct workers prepare a proper plan of instruction explain why each step in a safe work procedure must be followed
What training should subcontractors receive?

Train subcontractors (or take measures to ensure they are trained) in relevant: organisational health and safety requirements legislation, safety rules and work procedures elements of the occupational health and safety program
13
Competent means possessing the knowledge, experience, and training to perform a specific duty.
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What training should committee members receive?

Training is crucial to the success of the committee. Division courses provide basic training for committee members and co-chairpersons. This training satisfies regulatory requirements for the basic training of committees and representatives. It is not intended to equip committees to deal with specific hazards at the workplace. Where a committee member gives reasonable notice, the employer is expected to allow the member to take up to five working days per year to attend occupational health and safety training programs, seminars or courses of instruction provided by the Division or by an Approved Training Agency. The member does not lose pay or benefits when attending courses conducted or approved by the Occupational Health and Safety Division (regulation 46). Committee co-chairpersons Training gives the co-chairpersons the necessary tools for the job. The employer must help the co-chairpersons obtain training in their duties and functions. In turn, the co-chairpersons are expected to attend training programs and apply their learning at work. Committee members Leading employers arrange industry specific training. Ideally, all committee members should know: how to identify, assess, and control industry-specific hazards how to conduct inspections how to investigate accidents and dangerous occurrences emergency response procedures the workplace hazardous materials information system (WHMIS) how to audit the health and safety program Saskatchewan occupational health and safety legislation where to go for health and safety information
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What training requirements are legislated?

Regulations
2(1)(l) 2(1)(m) 2(1)(jj) 2(1)(xx) 2(1)(eee) 12(c) 19 22(1)(g) 35(4)(b)(iii) 37(3)(i)(4) 46 54, & 2(g)(h)(t) 78(4) 81(4) 85(2)(g) 87 88(2)(a)(3)(4) 90(2) 103(c) 112(a)(c) & 113(3)(b) & 114(3)(d) 116(3)(1) 128(1) 132(l)(b) 133(3)(a) 134(1)(b) 143(2) 145(4)(b) 186(1)(b) 192(5)
Sections that workers must be taught about

Definition of competent Definition of competent worker Definition of instruct Definition of qualified Definition of trained General duty of employers to provide training, information and instruction General duty of employers to train workers Include a plan to train workers and supervisors in the occupational health and safety (OH&S) program Training to reduce the risk of working alone or at isolated place of employment A training program for workers in the violence policy Representatives and committee members receive training respecting their duties and functions Training of first aid personnel Training in safe methods of lifting, holding and handling loads Workers at risk of musculoskeletal injury are instructed in safe work practices and procedures Worker training for workers who may be exposed to infectious materials, organisms Workers trained in use of personal protective equipment Workers trained in testing, maintenance, use and cleaning of respiratory protective devices Training of standby and/or rescue personnel where a worker is required to enter an immediately dangerous atmosphere (duty of the employer or contractor) Workers trained in the safe use of full-body harnesses Train workers in the selection, use and maintenance of hearing protection & noise control measures Instruct workers on the hazards of working on a roof above a certain slope Provide worker with written instructions on the maximum inflation pressure for tires Designated signallers trained to carry out their duties Workers trained on traffic control plan Workers trained on the safe use of machines Workers trained on safe work procedures to operate explosive-actuated fastening tools Workers instructed on the hazards of and safe use of grinding machines Train workers on safe work practices for using suspended power scaffolds (duty of the employer or contractor) Workers trained on operating procedures for operating aerial devices and elevating work platforms (duty of the employer or contractor)
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Regulations
196(1)(b) 198(3) 204(2)(b) & 205(1)(b) 207(1)(b) 208(6)(a) 209(2)(b) 228(b) 242(2) 253(3) 263(7) 272(3) 274(4)(a)(7)(c) 279(1)(b) 302(3)(a)(b) 304(2) 310(c) 316(4) 318(3) 322 324(6)(7) 327(4)(c) 337(2)(c) 341(4) 343 360(2)(d)(3)(a)

Workers instructed in written procedures to safely assemble, fly, use, dismantle or re-use a fly form deck panel (duty of the employer or contractor) Workers instructed in safe work procedures for erecting members or sections of a skeleton structure (duty of the employer or contractor) Designated operators trained on the use of the hoists, cranes or lifting devices they will operate (duty of the employer or contractor) Train workers on safe work practices and procedures for using a crane or hoist to raise and lower workers (duty of the employer or contractor) Workers trained in the safe use and limitations of the permanent load gauge of a crane, hoist or lifting device (duty of the employer or contractor) Workers trained in the safe use and load limitations of the switches and gauges of the tower crane Workers trained in safe practices for assembling, using, maintaining of dismantling rigging (duty of the employer or contractor) Workers trained in safe work practices and procedures for installing, operating teaching or maintaining a robot or robot system Workers instructed on the safe use of portable ladders (duty of the employer or contractor) Workers instructed on requirements for protecting against trench cave-ins Workers trained in hazardous confined space entry plan Standby workers trained on rescue procedures Workers in compressed air working chamber trained in decompression and emergency procedures (duty of the employer or contractor) Worker trained on safe work procedures and processes for the handling, use, storage, production and disposal of chemical and biological substances Instruction on the hazards of WHMIS-exempt substances and train workers on precautions to take with respect to these substances Workers trained on emergency procedures where there may be accumulations, spills and leaks or hazardous substances Workers trained on the identification, safe storage and handling of hazardous wastes Workers trained on WHMIS requirements and safe work and emergency procedures for WHMIS controlled products Workers trained on the identification and safe use, of controlled products in piping systems and vessels Worker training to identify lab chemicals and samples and to get information on these products Workers trained on accessing computer-stored MSDS, where MSDSs are made available on computer terminals Worker training in asbestos process control plan (duty of the employer or contractor) Workers trained on safe means of handling and disposing of asbestos waste (duty of the employer or contractor) Workers trained in the safe handling of asbestos Training of designated people and workers on their responsibilities in the fire safety plan (duty of the employer, contractor or owner)
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Regulations
363(2) 371(1)(c) 374(3) 376(1)(a) 388(c) 392(2)(b) 412(2)(h) 448(b) 467(3) 470(1)(f) 471(7)(b) 472(2)(a) 476(b) 477(4)(b)(i) 478 482

Workers trained in handling, using, storing, producing or disposing of flammable substances and in performing hot work where there is a risk of fire (duty of the employer, contractor, or owner) Workers trained in the written procedures for the safe installation, use and maintenance of compressed and liquefied gas systems (duty of the employer or contractor) Workers trained on written procedures for working on piping containing harmful or pressurised substances (duty of the employer or contractor) Workers trained in handling and emergency procedures related to blasting operations (duty of the employer or contractor) Workers undertaking blasting activities are trained (duty of the employer, contractor or owner) Workers instructed in specified duties related to cutting and skidding (duty of the employer or contractor) Training for oil and gas workers on safe work practices and procedures Instruct oil and gas workers on written procedures for flare tips Workers who may come in contact with an exposed energised electrical conductor trained in an emergency program (duty of the employer or contractor) Workers instructed in causes of injuries resulting from lifting, holding, turning, or transferring patients, etc; and trained in safe procedures Workers trained on the procedures for cytotoxic drugs Workers trained in safe work practices and procedures for handling biomedical waste Workers trained in safe work practices and procedures for anaesthetic gases Workers trained in accordance with the CSA installation standard for ethylene oxide sterilizers Training required in health care facilities reviewed and revised at least every three years Ensure fire fighters receive training to carry out their duties safely
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Summary
Your health and safety program needs a training plan to be effective. Training requires trainees to demonstrate they have acquired the knowledge or skills taught. Orientate and train workers to work safely. Your training plan must build your health and safety program into jobs, work procedures, and production processes throughout the organisation. Like other plans, it must have a mechanism to deliver the training, assign responsibilities, and monitor effectiveness. The committee assists the employer and audits the plans effectiveness. Train everyone with duties under the legislation and your program.
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Chapter 8, Investigate Accidents
Develop a procedure to investigate accidents, dangerous occurrences, and refusals to work

What should be in your incident investigation procedure? How can incidents be investigated? What should be in the procedure to investigate refusals to work?
Introduction
Previous chapters talked about health and safety program elements, how to prevent accidents, near accidents, refusals to work under section 23 of the Act, and so on. Unfortunately, there may be occasions when something goes wrong and an accident or work refusal occurs. Investigations of accidents and dangerous occurrences provide valuable information needed to prevent recurrences. Proper investigations of work refusals are crucial to resolving the refusal and correcting any circumstances that led to the refusal in the first place. An effective investigation procedure can find root causes and prevent recurrences. This is why regulation 22 (h) requiresa procedure for the investigation of accidents, dangerous occurrences and refusals to work pursuant to section 23 of the Act at the place of employment. An accident is any unplanned event that causes injury. A dangerous occurrence (see regulation 9) is any event that could have injured someone, but did not. Dangerous occurrences are often called near misses or near accidents. We will use the term incident in this chapter to describe both accidents and dangerous occurrences. A refusal to work is defined under section 23 of the Act asthe right to 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 workers 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.
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This chapter will help you prepare procedures to investigate incidents and refusals to work. Chapters 3, 4, 8, and 9 of the Occupational Health Committee Manual have more information. The Divisions Level I course covers investigating refusals to work. The Level II course covers how to conduct inspections and incident investigations. For more information, phone the Regina office.
What should be in your incident investigation procedure?

Investigation procedures for accidents and dangerous occurrences must fit your needs. Ideally, they should state: the objective of your investigations (find and correct root causes) who investigates what incidents (if supervisors or health and safety co-ordinators investigate, the occupational health committee must be kept informed) what training investigators and incident responders will receive who receives the written investigation reports who must fix the root causes found during an investigation who follows-up on corrective action and ensures it works what investigation reports and follow-up records will be kept who keeps what documents and records what summary and statistics reports are to be developed and how often these reports will be prepared
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What must be investigated? Regulation 29 requires the employer to arrange the investigation of accidents that: 1 2 Cause the death of a worker; or Require a worker to be admitted to a hospital as an in-patient for 24 hours or more.
The investigation must be done as soon as is reasonably possible by the committee co-chairpersons or their designates. Regulation 31 sets similar requirements for investigating dangerous occurrences. What else should be investigated? Your procedure must also include investigations of potentially harmful exposures to any substance listed in Table 19 or 20 of the regulations. Examples include exposures resulting from accumulations, spills, or leaks. Regulation 311 lists the content of investigation reports. Your occupational health and safety program should also provide for the investigation of injuries, illnesses, and conditions that do not require hospitalisation. Examples include chronic illnesses, musculoskeletal injuries, and exposures to infectious materials. In summary, the Division recommends you investigate any incident that hurts someone, or could hurt someone. What incidents must be reported to the Division? Regulations 8 and 9 require the employer to notify the Division of accidents and dangerous occurrences that resulted, or could have resulted, in: 1 2 Death; or Hospitalisation of a worker for more than 72 hours.
The regulations state what must be in the report.
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How can incidents be investigated?

You are not required to use a specific investigation process. You should use a systematic method that fits the needs of your workplace. Your investigation procedure should help find the root cause of each incident. Here are some guidelines for conducting investigations. The causes of an incident can often be found by asking: Who + What + Where + When + How for each key event in the incident until you know why it happened. Separate facts from theory and opinion as much as possible. Look for underlying causes and avoid jumping to conclusions. Analyse the factors surrounding the accident. Use the following steps. 1. Analyse the accident factors Go through the accident, in stages. Ask why each event happened. Evaluate the role of every factor involved (people, materials, systems, weather, and so forth). Visit the scene. Review the physical evidence. Take photographs and make drawings. Interview witnesses and review documents.
2.
Find the direct, indirect, and root causes
Direct The direct cause(s) usually occurs immediately before the incident. For example, a direct cause might be a collapsing jack that dropped a car onto a worker. Indirect Indirect cause(s) set the stage for an accident and can include: lack of training and supervision inadequate tools, equipment, and materials departures from safe work procedures
Root An incident may or may not have one ultimate root cause, such as an inadequate health and safety program. Root causes allow indirect and direct causes to develop. The committee and employer should try to find if there were any symptoms before the incident. If so, why did the internal responsibility system fail to correct the problem? 3. 94 Write a report recommending corrective action
Review what happened at each step in the incident. Prepare a report describing what happened. Use photos and drawings to illustrate key points. Recommend corrective action, including both short and long-term controls, to prevent the same thing from happening again. Short-term controls should prevent a recurrence until longer-term controls can remove the root causes. File a copy of the report and post summaries for the information of workers. The employer should take appropriate corrective action based on the report and inform the committee. The committee should audit the effectiveness of the corrective action. For detailed information, read Chapter 8 of the Occupational Health Committee Manual.
What should be in the procedure to investigate refusals to work?

Refusals to work under section 23 of the Act represent a failure of the internal responsibility system. An effective occupational health and safety program should detect and resolve concerns before they cause a refusal. Fortunately, refusals are rare. Your occupational health and safety program requires a procedure to investigate refusals to work under section 23 of the Act. Your procedure should state: who should be notified about the refusal what a supervisor should do when a worker refuses how the refusing worker will be informed of rights and responsibilities under section 23 and applicable regulations who receives the refusal report if the supervisor and refusing worker cannot resolve the issue how the committee will investigate the refusal how any worker(s) asked to do the disputed job will be informed of their rights and duties who will take corrective action as a result of the investigation who will monitor the effectiveness of any corrective action taken to ensure it works
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What is unusually dangerous work? Under section 23 of the Act, each employee has the right to refuse work that the worker has reasonable ground to believe is unusually dangerous. The unusual danger may threaten workers or others. An unusual danger could include: a danger that is not normal for the job a danger that would normally stop work a situation for which the worker is not properly trained, equipped, or experienced
Remember these key points about the right to refuse: section 23 applies only to health and safety issues refusing to work is an individual decision (not a group decision) it must be based on personal belief the personal belief must be based on reasonable grounds that the disputed work is unusually dangerous
To determine if there are reasonable grounds, ask this question: would an average workerwith the same training and experience and using honest, professional judgementagree that the disputed work presents an unacceptable risk? If the refusal is used for legitimate health and safety reasons, the worker is legally protected from discipline or other sanctions taken by the employer. For more information, see section 27 of the Act. The refusal may continue until either the worker is satisfied the job is no longer unusually dangerous or an occupational health officer has ruled against the refusal. During the refusal, the refusing worker must remain at the workplace unless the employer advises otherwise.
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How should a refusal to work be investigated? The refusing worker should inform the supervisor that the work is being refused for health and safety reasons. The worker should help the supervisor to solve the problem. The refusing worker should not leave the site without the permission of the employer. If the supervisor and worker cannot resolve the concern, the committee co-chairpersons may be asked to help. The co-chairpersons have no right to rule on whether the disputed job is unusually dangerous. Their role is to help the worker and supervisor resolve the problem and to collect information for the rest of the occupational health committee. If they are unable to satisfy the refusing worker, the committee must decide on the refusal. Occupational health committees are expected to investigate refusals. During the investigation, principles set out in Part IV of the Act must be followed. During the investigation, anyone involved may contact the Division for help and advice. However, the committee must try to resolve the matter internally first. Once involved, the committee should take the following steps to investigate a refusal. 1 Hold an emergency committee meeting If the refusing worker is not satisfied, have the full committee investigate. Hold an emergency committee meeting and vote on the refusal. Contact the Division If the refusing worker is not satisfied, then contact an occupational health officer. Inform workers Inform employees about the investigations findings, or the officers ruling. Anyone involved may appeal the officers ruling to the Director of the Division. The officers decision stands unless an appeal overturns it. Monitor the effectiveness of corrective action The effectiveness of corrective action should be checked by the committee during inspections, conversations with workers, and other activities.
Detailed information is in Chapter 3 of the Occupational Health Committee Manual.
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Summary
You must have a procedure to investigate incidents and refusals to work. Like other parts of the health and safety program, you should identify what must be done and who must do it. You must investigate accidents and dangerous occurrences described by regulations 29 and 31. You must investigate accidental exposures to substances listed in Table 19 or 20 of the Appendix to the regulations. You should also investigate all lost time injuries, illnesses, and conditions. In summary, it is a good idea to investigate anything that hurts someone, or could hurt someone. There are many different incident investigation models. Select one that fits the needs of your workplace. Whatever model you use, make sure it helps you find the incidents root causes. Your procedure should have an effective mechanism to identify and resolve concerns before they escalate. The committee can be invaluable in helping the employer and workers talk about issues and find solutions. Your procedure to investigate refusals to work should follow the steps outlined in this chapter. Chapter 3 of the Occupational Health Committee Manual explains the procedure in more detail. The next chapter will help you develop a strategy to involve workers to avoid incidents and refusals to work.
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Chapter 9, Involve Workers
Develop a strategy to involve workers

How can the strategy involve employees? How can the committee be kept effective? What other strategies can be used?
Introduction
An effective health and safety program needs worker commitment and participation. It must be developed in consultation with your occupational health committee. But more than that, all employees need to be involved in your efforts to prevent accidents and occupational diseases. This is especially important in small organisations, where there may not be the same access to professional health and safety expertise as there is in many large organisations. Workers must be familiar with the program, know their rights and responsibilities, and understand how to handle concerns. Your program should encourage workers to suggest ways to make the workplace safer and healthier. If workers are going to actively participate in reporting hazards and suggesting improvements, they must know they will not be subjected to reprisals, and that their concerns and suggestions will be taken seriously. The deeds of managers and supervisors speak louder than words. The last chapter talked about incidents and refusals to work. This chapter will help you involve your workers. A good worker participation strategy will minimise the risk of an incident or refusal happening in your workplace. Your program wont work without the support of employees, from senior managers to new hires. Everyone must know: their role in the health and safety program their rights and responsibilities how to report/deal with concerns how to suggest improvements in the health and safety program
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This is why regulation 22 (i) requiresa strategy for worker participation in occupational health and safety activities, including audit inspections and investigations of accidents, dangerous occurrences and refusals to work pursuant to section 23 of The Occupational Health and Safety Act, 1993. Like other strategies within your program, effectiveness depends on the commitment and leadership of the employer, senior management, and supervisors. Your program must also address how the occupational health committee will be kept effective. Methods include: training committee members enhancing communication between the committee, workers, and senior management responding promptly to problems or concerns raised by the committee considering the committees recommendations during the development of plans, policies, programs, and procedures required by the legislation
The employer is required to resolve the problem or address the concern. If that cannot be done, you must give the committee a written reason for not resolving the problem or addressing the concern. The occupational health committee should be the internal auditor of the occupational health and safety program and should advise the employer on the participation strategy.
How can the strategy involve employees?

Workers input and commitment to your health and safety program can be gained in part through: 1 2 3 4 An effective occupational health committee. Consultations directly between the employer and workers. Requiring and encouraging workers to report concerns and dealing with those concerns promptly. Encouraging workers to suggest how health and safety could be improved.
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5 6
Protecting workers from reprisals for raising concerns or making suggestions. Responding promptly to concerns and suggestions raised by workers, and keeping workers informed about the status of corrective action.
How can the committee be kept effective?

How to set up and run an effective committee is discussed in the Occupational Health Committee Manual. This booklet is available from Division offices in Saskatoon and Regina. Generally, your strategy must address how the committee will be kept effective. Methods include: clarifying the role of the committee ensuring everyone knows how to support it ensuring the committee adequately represents shift workers and other groups with distinct concerns providing enough training, resources, and time improving communication between the committee, workers, and the employer consulting with the committee as required helping the committee to carry out its duties effectively encouraging senior managers and influential workers to serve on it encouraging everyone to get involved promptly acting on hazards and concerns reported by the committee promptly acting on the committees recommendations regularly monitoring the committees effectiveness
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What other strategies can be used?

Your involvement strategy must fit the needs of your workplace. Leading organisations often involve workers by using strategies like: building safety into the culture of the organisation in the same way that client satisfaction, client care, quality, and product pride are built into the culture making health and safety part of everyones job, from the chief executive to the newest hire requiring all managers and supervisors to set an example and accept no substitute for acceptable health and safety performance setting clear, crisp objectives and measurements for health and safety performance in the same way that objectives and measurements are set for other activities administering health and safety in the same way that production, quality control, client care, and so forth are administered always including health and safety performance in regular employee (including managers and supervisors) performance reviews rewarding employees (including managers and supervisors) for health and safety performance in the same way they are for their other activities regularly including health and safety in messages from the employer and in organisational communications (newsletters, bulletins, posters, e-mail, and so forth) regularly including health and safety in general meetings, management meetings, shop floor talks, and one-on-one coaching regularly providing and explaining health and safety information recognising groups and individuals for superior performance in the same way as they are recognised for superior performance in other areas requiring and encouraging workers to report concerns and dealing with those concerns promptly
What about health and safety incentives? Leading organisations encourage and reward excellent health and safety performance in the same way that excellence in other areas is encouraged and rewarded.
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Summary
Successful occupational health and safety programs have a strategy to involve employees and get their commitment. Do this by setting up an effective committee. Consult workers directly where appropriate. As well, build health and safety into the culture of the organisation and each job. Treat it like any other activity. Treat health and safety incentives just like incentives in other areas of the organisation. The next chapter will help you develop a procedure to evaluate your program and keep it effective.
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Notes
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Chapter 10, Evaluate Your Program
Regularly evaluate and revise your program

22 (a) Write a policy that demonstrates your commitment 22 (b) Identify and control hazards and emergencies 22 (c) Identify people and resources required to deal with emergencies 22 (d) Prepare a statement of responsibilities 22 (e) Schedule inspections 22 (f) Develop plans to control chemicals and biohazards 22 (g) Develop a training plan for workers and supervisors 22 (h) Develop a procedure to investigate accidents, dangerous occurrences, and refusals to work 22 (i) Develop a strategy to involve workers 22 (j) Develop a procedure to regularly evaluate and revise your program
Introduction
Previous chapters have talked about how to set up plans to make your health and safety program work. But how will you know if it is working properly? How will you keep it current? This is why regulation 22 (j) requiresa procedure to review and, where necessary, revise the occupational health and safety program at specified intervals that are not greater than three years and whenever there is a change of circumstances that may affect the health or safety of workers.
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The evaluation should ensure that the program achieves its objectives and addresses new or emerging issues. Your procedure should state how: the program and each of its elements will be reviewed and revised what methods will be used when each program element will be reviewed and revised what the role of the committee will be who will take what actions and keep what documents
At the minimum, the program must be reviewed and revised within three-year intervals. This does not prevent you from reviewing and revising your program on an ongoing basis. Conduct additional reviews whenever: 1 There are changes in the workplace that may affect health or safety. Changes include the introduction of new technologies, production methods, or hazards. Review the program when you discover new hazards in the workplace. Problems develop. Problems may be identified through inspections, concerns, audits, and investigations. You become aware of better ways to do the job.
2 3
This chapter will help you review each element in your health and safety program. Each heading is based on a clause in regulation 22. Adapt the material to suit your needs. The entire program does not have to be evaluated at once. You may wish to evaluate your program one element at a time. The objective of the review procedure is to ensure that your program works properly and controls new hazards.
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General questions to consider # Is senior management directly involved in the program? # Does senior management set an example? # What is the nature and degree of the accidents and emergencies that could occur in the organisation? # How does your organisation compare with others in your industry? # Is the work environment clean, well ventilated, adequately lit, and so forth? # Is every effort made to purchase tools, equipment, and machinery with modern safeguards and hazard controls? # Can existing tools, equipment, and machinery be retrofitted to include modern hazard controls and safety guarding devices? # Are tools, equipment, and machinery adequately maintained and serviced? # Are the numbers of workers that supervisors must supervise too high? # Are written policies, procedures, and plans followed and if so, are they working properly? # Are workers and supervisors involved in setting health and safety objectives and measurements? # Are health and safety targets and measurements clear, crisp, and clearly communicated? # Does everyone know what is expected? # Are people rewarded for excellence in health and safety performance as they are for excellence in other areas? # Is the organisation prepared to ensure managers, supervisors, and workers carry out their responsibilities?
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22 (a) Write a policy that demonstrates your commitment

Ask yourself these and other questions: # Is your policy written, communicated and posted? # Was the committee involved in preparing the policy? # Is the policy understood by everyone # Does the policy specify who is responsible and accountable for occupational health and safety duties? # Have you allocated adequate resources to implement the policy?
22 (b) Identify and control hazards and emergencies

Ask yourself these and other questions: # Is the organisation proactive in identifying hazards, assessing their risks, and putting controls in place? # Has a job safety analysis been done for each hazardous job? # Are written safe work procedures and production processes in place? # Does your organisation promptly address concerns, and assign responsibilities for follow-up? # Are workers informed about the risks of the hazards they face? # Are hazard controls implemented (at the source, along the path, and at the worker)? # Is the effectiveness of corrective action monitored? # Are first aid logs kept? # Are equipment logs in place? # Are equipment and tool maintenance records kept? # Are procedures, plans, programs, and policies required by the regulations in place and effectively monitored? # Are suitable and adequate records and statistics kept? # Are inspection and audit reports prepared and used effectively?
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22 (c) Identify people and resources required to deal with emergencies

Ask yourself these and other questions: # Are emergencies identified? # Are responsibilities and resources allocated? # Are written emergency response procedures in place for every potential emergency (written fire safety procedures, and so forth)? # Are written emergency procedures needed for chemical and biological hazards at the workplace? # Are records of emergency training kept and used properly?
22 (d) Prepare a statement of responsibilities

Ask yourself these and other questions: # Are written duties and responsibilities for health and safety clearly written? # Does everyone understand what is expected? # Are systems in place to ensure accountability and compliance? # Does accountability adequately reflect responsibility? # Is a senior manager or supervisor in charge of implementing each health and safety program procedure throughout the organisation?
22 (e) Schedule inspections

Ask yourself these and other questions: # Are inspection procedures and schedules in place? # Does everyone understand who is responsible for what? # Is adequate training provided? # Are written report forms and checklists used effectively? # Are inspection reports used effectively?
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22 (f) Develop plans to control chemicals and biohazards

# Is the inventory of chemicals and biohazards kept current? # Is a control system in place for MSDSs and other hazard identifiers? # Are MSDSs readily available to workers? # Do workers understand the information on MSDSs and product labels? # Are workers trained properly? # Are records of work environment monitoring needed? # Are ventilation system maintenance records needed? # Is a plan for controlling infectious substances required?
22 (g) Develop a training plan for workers and supervisors

# Are managers, supervisors, committee members, and workers adequately trained in their duties? # Are training needs systematically analysed? # Are clear responsibilities for training assigned? # Is adequate time and resources provided? # Are records of orientation, job, and WHMIS training in place? # Are records of training required by the regulations in place (such as for forklift operations, respiratory protective equipment, and so forth)? # Are records of crew talks kept? # Are records kept of training provided to the occupational health committee co-chairpersons and members? # Are auditing reports on training kept and used? # Are training requirements tracked to determine what training is needed and if training is being used as expected? # Is the effectiveness of training evaluated and improvements made where necessary? # Do managers, supervisors, and committee members observe behaviour to see if training is working? # Is training checked during committee inspections and activities?
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22 (h) Develop a procedure to investigate accidents, dangerous occurrences, and refusals to work
# Are responsibilities clearly assigned and put in writing? # Are adequate training records kept? # Are responsibilities for keeping records clear? # Are written investigation procedures in place? # Are written reports produced, kept, and used effectively? # Does everyone know who is responsible for following-up on corrective action to ensure it is working?
22 (i) Develop a strategy to involve workers

Ask yourself these and other questions about the occupational health committee: # Are workers required and encouraged to report concerns and are those concerns dealt with effectively? # Is there an effective occupational health committee in place? # Is the committee carrying out duties required by the regulations? # Does the committee advise the employer on required policies, programs, policies, and so on? # Does the committee audit the internal responsibility system (IRS) effectively? # Are senior managers and influential workers serving on the committee? # Is the committee supported properly? # Does the committee keep and use appropriate records (reports, minutes, recommendations, and so forth)?
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Ask yourself these and other questions about the worker involvement: # Are employees regularly provided with information and asked for feedback? # Are workers reporting hazards? # Is senior management prepared to discuss concerns with workers during committee meetings, on the shop floor, in supervisory meetings, and so forth? # Are safety expectations discussed with new hires? # Does the organisation use a variety of technologies and tools to communicate with workers about health and safety? # Are successes communicated with the same intensity as information about incidents and failures in the IRS? # Are workers active in the occupational health committee?
22 (j) Develop a procedure to regularly evaluate and revise your program

Ask yourself these and other questions: # Do you review your program and each program element within each three-year cycle required by the regulations? # Are responsibilities for reviewing and evaluating the health and safety program clear? # Is the committee effectively involved? # Are the written procedures in the health and safety program actually working as they are supposed to?
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Summary
You must have a procedure to evaluate your health and safety program. You must evaluate your program completely every three years after it is set up. Evaluate and revise your program procedures gradually over each three-year period. Additional reviews must be undertaken when there are changes in the workplace that may affect health or safety, or when problems develop. The committee must be involved in evaluating and revising the program and each program element. How you evaluate and revise your program is up to you. Apply the same principles to evaluating and revising your health and safety program as you have to developing each program element. The next chapter will deal with Return-to-Work programs. Returnto-Work programs are not required by the occupational health and safety regulations. However, your program should have a mechanism to return injured to productive work within a reasonable time.
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Notes
114
Chapter 11, Return-To-Work Program
Implement a Return-To-Work program

Duty of the employer when a work injury occurs Duty of the injured/ill worker Workplace Return-to-Work programs
Introduction
Your occupational health and safety program is designed to prevent injury and illness. However, once an injury or illness happens, the focus is to return the injured/ill worker to a productive working life as soon as medically possible. Using a Return-to-Work program in the rehabilitation process can help do this.14 Successful Return-to-Work programs include the following steps: 1 2 3 4 5 6 Reporting injuries and illnesses. Filing required claims forms. Monitoring the recovery process. Implementing the return-to-work plan. Analysing injury and illness trends. Taking preventative measures.
The Workers Compensation Act, 1979 sets out the following duties for employers and workers.
Return-To-Work programs are not part of The Occupational Health and Safety Act or regulations. This information is provided by the Saskatchewan Workers Compensation Board. For more information, contact the Prevention, Safety and Return-to-Work Unit of the Board in Regina at 787-6916.
14
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Duty of the employer when a work injury occurs

1 Notify the Board of any injury or occupational illness, within five days of becoming aware of an injury/illness, that prevents a worker from earning full wages or that requires medical aid. The notification must be in writing and include: the nature, case and circumstances of the injury/illness the time of the injury/illness the name and address of the injured/ill worker the place where the injury/illness happened the name and address of any physician who attends the injured worker for the injury or illness any particulars of the injury or claim for compensation that the Saskatchewan Workers Compensation Board may require
Duty of the injured/ill worker

1 2 Take all reasonable action to prevent the loss of earnings resulting from an injury/illness. Co-operate with the Saskatchewan Workers Compensation Board in the development of a rehabilitation plan that is intended to return the worker to a position of independence in suitable productive employment.
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Workplace Return-To-Work programs

The Board recommends that your organisation develop and implement a Return-to-Work program. The following steps will help ensure early intervention and reintegration for an injured/ill worker.
Role of the employer in the Return-To-Work program
1 2
Investigate/review the accident or illness to prevent recurrence. Provide immediate support (through the occupational health nurse, personnel officer, human resources personnel or a health and safety professional), to the injured/ill worker and his or her family. Schedule continuing contacts with the injured/ill worker to demonstrate the concern of the employer about the workers recovery and return to work. Participate in the development and implementation of the Returnto-Work Plan, and communicate commitment to the injured/ill worker. Provide assistance in the rehabilitation effort and access to employment. This will encourage the injured/ill worker to return to work as soon as possible. Notify the Saskatchewan Workers Compensation Client Service Representative of any changes in the injured/ill workers job status, other job opportunities and/or alternative (temporary) employment.
Role of the injured/ill worker In the Return-To-Work program
1 2 3 4
Seek timely and appropriate health care to treat the injury/illness. Follow the instructions and recommendations of the health care provider. Participate in the rehabilitation process, and in the development and implementation of the Return-to-Work plan. Maintain a positive attitude about returning to work when appropriate. Understand the benefits of accepting appropriate work during the rehabilitation process so that the focus can be shifted from disability to regained abilities. Inform the employer and WCB about how recovery is progressing.
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Summary
Leading organisations have effective Return-to-Work programs. A Return-To-Work program helps injured or ill workers return to productive employment sooner. Your documented program will provide a process to ensure injuries are promptly reported, treatment begins quickly, and steps are taken to return the injured/ill worker to productive employment as quickly as medically appropriate. The Saskatchewan Workers Compensation Board can help you develop a program. Contact the Prevention, Safety and Return-toWork Unit of the Board in Regina at 787-6916.
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Appendix
Appendix: Affected workplaces

Section 13 of the Act requires employers at prescribed places of employment with ten or more workers to establish and maintain an occupational health and safety program that meets the requirement of regulation 22. These places of employment are listed in Table 7 of the regulations and must have programs: 1 2 3 Hospitals, nursing homes and home care Metal foundries and mills; and Workplaces at which the following types of work are performed: Aerial crop spraying, operation of helicopters, water bombing Autobody and automotive paint repairing, bumper electroplating, auto rust proofing, auto glass installation, auto vinyl roofing, fibreglassing boats and autos Wholesale baking, dairy products, soft drinks and food preparation and packaging Building construction Camp catering Farming and ranching Forestry work other than pulp and paper production Forwarding and warehousing as a business Hard rock mining, shaft sinking and cross cutting Metal manufacturing and machining, marble works, concrete block and ready mix manufacturing Oilwell servicing Oil and gas drilling, well servicing with a rig, water well drilling Processing meat, poultry and fish Road construction and earthwork, urban sewer and water construction, tunnelling Trucking
119
Appendix
Notes
120
Resources
Resources
This publication is not a stand-alone guide. Review this section to select the extra publications and resources you need. See the Saskatchewan Department of Labour Web page for a list of online documents, and a list of publications. Internet links are listed on the next page.
Publications
Bird, Frank E. and Germain, George L. Practical Loss Control Leadership. Det Norske Veritas (USA), Inc. 4546 Atlanta Highway, Loganville Georgia, 30249, August 1996. Canadian Centre for Occupational Health and Safety (CCOHS), 250 Main Street East, Hamilton, Ontario L8N 1H6. A Basic Occupational Health and Safety Program. P86-9E, 1986. Manitoba Labour, Workplace Safety and Health Division, 1000-330 St. Mary Avenue, Winnipeg, Manitoba R3C 3Z5. A Workplace Safety and Health Self-Audit. Petersen, Dan. Analyzing Safety System Effectiveness, Third Edition. New York: Van Nostrand-Reinhold, 1996. Saskatchewan Workers' Compensation Board, #200, 1881 Scarth Street, Regina, Saskatchewan, S4P 4LI. Your Return to Work ProgramA How to Guide for Returning Injured Workers to the Workplace.
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Resources
Occupational Health and Safety Division publications and legislation A Guide to The Chemical Substances Regulations How to Conduct an Accident Investigation (training manual) How to Conduct an Inspection (training manual) Lab Chemical Storage Occupational Health and Safety Representatives Guide Occupational Health Committee Manual The Occupational Health and Safety Act, 1993 and The Occupational Health and Safety Regulations, 1996
Division WHMIS Publications How to Determine What is a Controlled Product WHMIS Requirements for Worker Training
These publications are available from Division offices in Regina and Saskatoon. For a complete listing of Division publications, contact the Regina office or visit the Saskatchewan Labour Web site. Copies of the Act and regulations are also available from the Queens Printer in Regina.
Internet sites
CCOHS: http://www.ccohs.ca/oshanswers/hsprograms/hsprograms.htm Manitoba Workplace Safety and Health Division. Workplace Safety and Health Self-Audit publication: http://www.gov.mb.ca/labour/safety/publicat/other/selfaudit.html Saskatchewan Labour homepage: http://www.labour.gov.sk.ca/ Office of the Queens Printer (Saskatchewan Justice): http://www.qp.justice.gov.sk.ca/ Saskatchewan Workers Compensation Board homepage: http://www.wcbsask.com/ Workers Compensation Board of British Columbia: http://www.wcb.bc.ca/index.html
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Index
Index
A
Accident (see also Dangerous Occurrences and Incidents) Accidents that must be investigated ........................................ 93 Definition ................................................................................ 91 Evaluation of investigation procedure................................... 111 Requirement for investigation procedure................................ 91 Additive effect..................................................................................... 75 Administrative hazard controls ........................................................... 31 Alternative work.................................................................................. 78 Approved training agency ................................................................... 86 Authority, definition of ....................................................................... 46
B
Biological hazards/biohazards (see Chemicals and biohazards)
C
Centralised hazardous product ordering system............................ 68, 72 Checklists, inspection ......................................................................... 60 Chemicals and biohazards (see also WHMIS and Infectious substances) Accountabilities for control..................................................... 65 Biohazard Controls for ................................................................. 68 Definition .................................................................... 67 Evaluation of control plan ......................................... 110 Requirements for control plan............................... 68, 70 Setting Up An Occupational Health and Safety Program 123
Index
Types of....................................................................... 67 Contents of control plan .............................................. 70 Information for workers .............................................. 69 Chemical hazards Definition .................................................................... 66 Types ......................................................................... 66 Control plans, requirements of .......................................... 68, 70 Protection from unusual and prolonged exposures ................. 75 Committee, Occupational Health Duty of employer to ensure training for.................................. 86 Role in auditing plans to control chemicals and biohazards ... 71 Keeping effective .................................................................. 101 Overall role in program ........................................................... 49 Role in dealing with concerns ................................................. 25 Role in auditing inspection schedule....................................... 58 Role in training plan................................................................ 83 Role of in investigating concerns ............................................ 25 Specific training for................................................................. 86 Communicating hazard information.................................................... 28 Concerns, investigations of ................................................................. 25 Competent ......................................................................... 33
Contractors and subcontractors Definition and overall role in health and safety program.......... 5 Responsibilities in program..................................................... 52 Criteria 124 4
Index
D
Dangerous occurrences (see also Accidents and Incidents) Definition ......................................................................... 91
Requirements for investigating ............................................... 92 Designated substances......................................................................... 76 Documentation of occupational health and safety program Requirements for ....................................................................... 5 Documents to keep .................................................................. 23 Due diligence ........................................................................... 8
E
Emergency response plans Authority within emergency plan............................................ 38 Evaluation of ....................................................................... 109 Example of emergency response plan..................................... 42 Examples of emergencies........................................................ 37 How to prepare response plans................................................ 39 Objectives of ......................................................................... 38 Requirements for a plan to identify emergencies.............. 19, 37 Resources required by plan ..................................................... 37 Equipment, definition of ..................................................................... 50 Exposures to chemicals and biohazards Exposure, definition ................................................................ 69 Exposure, indirect.................................................................... 67 Extended shifts and workweeks .......................................................... 74
125
Index
F
Fugitive emissions ......................................................................... 72
H
Hazards Controls ......................................................................... 29
Keeping controls effective .......................................... 34 Hazard, definition of ............................................................... 21 Identification of ....................................................................... 22 Types of ......................................................................... 20
Ranking systems...................................................................... 27 Requirements for a system to control...................................... 19 Elements of control system ......................................... 20 Housekeeping ......................................................................... 33
Hygiene practices and facilities........................................................... 33
I
Incentives, health and safety ............................................................. 102 Information for workers about chemical and biological hazards ........ 69 Infectious substances ......................................................................... 77 Inspections Correcting hazards found on ................................................... 62 Definition of inspections ......................................................... 55 Examples of items to include on a checklist ........................... 61 Evaluation of inspection schedule......................................... 109 Purpose of inspections............................................................. 55
126
Index
Types of inspections................................................................ 55 Recording forms for inspections ............................................. 60 Regulation 23 and 28 inspections............................................ 56 Requirements for an inspection schedule................................ 55 Responsibilities for inspections............................................... 58 Timing ......................................................................... 59
Training of employees carrying out inspection....................... 62 What to inspect........................................................................ 60 Internal responsibility system (IRS)...................................................... 7
J
Job safety analysis (JSA)..................................................................... 23
M
Managers, responsibilities of......................................................... 47, 48 Monitoring requirements..................................................................... 74 Multiple exposures ......................................................................... 75
N
Notifiable and designated substances.................................................. 76
O
Occupational health committee (see Committee, occupational health) Orientation, of workers ....................................................................... 84 Owners, definition of ......................................................................... 50
127
Index
P
Part XXI and XXII of the regulations ................................................. 66 Personal protective equipment ............................................................ 33 Policy, occupational health and safety Components Definition ......................................................................... 14 ......................................................................... 13
Evaluation of ....................................................................... 108 Examples of ......................................................................... 15
Providing information about ................................................... 15 Required content ..................................................................... 15 Requirements for ..................................................................... 13 Plant, definition of ......................................................................... 56
Practicable, definition of ..................................................................... 71 Prescribed places of employment Requirements for a program...................................................... 2 Table 7 of the Appendix to the regulations ........................... 119
R
Reasonably practicable, definition of.................................................. 71 Refusals to work Requirements for procedure to investigate.............................. 91 Steps in investigation .............................................................. 95
128
Index
Regulation Regulation 85 General requirements .................................................. 66 Regarding exposures to infectious materials............... 69 Regulation 302 General requirements .................................................. 66 Protecting workers from chemicals and biohazards.... 70 Reports Accident Inspection ......................................................................... 93 ......................................................................... 60
Responsibilities (see also Statement of responsibilities) Responsibilities for control of chemical and biological hazards............................................................. 68 Responsibilities of employers and senior managers ............... 47 Responsibilities of managers and supervisors......................... 48 Responsibilities of contractors ................................................ 51 Responsibilities of owners ...................................................... 50 Responsibilities of safety co-ordinators .................................. 50 Responsibilities of subcontractors and the self-employed ...... 52 Responsibilities of suppliers ................................................... 52 Responsibilities of workers ..................................................... 49 Responsibility, definition of................................................................ 46
129
Index
Return to work plans Role in program......................................................................... 9 Duties of employer within..................................................... 116 Duties of worker within......................................................... 116 Workplace return to work programs ..................................... 116 Rights of workers (all employees) ........................................................ 7 Right to refuse (see also Refusals to work) Description of ........................................................................... 7 Requirements for investigating ............................................... 91 Risk Assessment Definition ......................................................................... 26 ......................................................................... 22
S
Safe work procedures ......................................................................... 31 Safety co-ordinators ......................................................................... 50 Self-employed, responsibilities of....................................................... 52 Severity, definition of ......................................................................... 21 Statement of responsibilities Components of ........................................................................ 46 Evaluation of ....................................................................... 109 Requirements for ..................................................................... 45 Strategy To involve employees ............................................................. 99 Other involvement strategies................................................. 102 Subcontractors and the self-employed (see Responsibilities) 130
Index
T
Training Definition ......................................................................... 82
Evaluation of training plan.................................................... 110 Legislated requirements .......................................................... 87 Objectives of training plan ...................................................... 82 Requirements for a training plan............................................. 81 Role of occupational health committee................................... 83 Training for committee members............................................ 86 Training for employees who carry out inspections ................. 62 Training for subcontractors ..................................................... 85 Training for supervisors .......................................................... 85 Training for workers................................................................ 84
U
Unusually dangerous work (see also Refusals to work) Definition ......................................................................... 96
W
WCLs ..................................................................................... 73
WHMIS Requirements for WHMIS plans............................................. 72 Exemptions from WHMIS ...................................................... 73 Work procedures, example.................................................................. 32 Workers Evaluation of involvement strategy....................................... 111 Pregnant, hypersensitive, or unusually responsive to a substance ......................................................................... 78 Setting Up An Occupational Health and Safety Program 131
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Content of Guide
Check ( ) your answers for each statement in the space to the right Write NA (not applicable) for anything not applying to you 1. 2. 3. 4. 5. 6. 7. 8. 9. The content fits the needs of my workplace. I knew what was expected of me after I read the guide. The content was easy to read and understand. I could find what I was looking for easily. The resources listed were adequate. The introduction helped me to understand why a program is valuable. Chapter 1 (Policy) will help us write/improve our workplace policy. Chapter 2 (Hazard Id) will help us identify and control hazards at our workplace. Chapter 3 (Emergency) will help us prepare/improve our emergency plans.
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10. Chapter 4 (Responsibilities) will help us prepare a statement of responsibilities. 11. Chapter 5 (Inspections) will help us prepare/improve an inspection procedure. 12. Chapter 6 (Chemicals) will help us prepare/improve our systems to protect workers. 13. Chapter 7 (Training) will help us prepare/improve our worker/supervisor training. 14. Chapter 8 (Accidents and Refusals) will help us investigate accidents and refusals. 15. Chapter 9 (Involvement) will help us involve our employees more effectively. 16. Chapter 10 (Evaluation) will help us evaluate/audit our health and safety program. 17. Chapter 11 (Return-to-Work) will help us prepare Return-to-Work programs. 18. I will make use of the Internet links cited in the resources section.
132
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Occupational Health and Safety Division

Setting Up an OH&S Program A Guide Table of Contents

Chapter 1: Write a policy that demonstrates your commitment _______________ 13

Chapter 2: Identify and control hazards and emergencies___________________ 19

Setting Up An Occupational Health and Safety Program

Chapter 4: Prepare a statement of responsibilities _________________________ 45

Chapter 5: Schedule inspections _______________________________________ 55

Occupational Health and Safety Division

Chapter 6: Develop plans to control chemicals and biohazards ______________ 65

Chapter 7: Develop a training plan for workers and supervisors _____________ 81

Setting Up An Occupational Health and Safety Program

Chapter 9: Develop a strategy to involve workers __________________________ 99

Occupational Health and Safety Division

Chapter 11: Implement a Return-To-Work program ______________________ 115

Appendix: Affected workplaces _______________________________________ 119

Index Reader feedback

________________________________________________ 123 ________________________________________________ 132

Setting Up An Occupational Health and Safety Program

Occupational Health and Safety Division

About this guide

Setting Up An Occupational Health and Safety Program

A note about terms

Occupational Health and Safety Division

What is an occupational health and safety program?

An effective health and safety program benefits all workplaces.

Setting Up An Occupational Health and Safety Program

What criteria must the program meet?

Occupational Health and Safety Division

Setting Up An Occupational Health and Safety Program

Why have a health and safety program?

8 A good program helps meet responsibilities under due diligence principles.

Occupational Health and Safety Division

What is internal responsibility for health and safety?

Setting Up An Occupational Health and Safety Program

How does due diligence affect health and safety programs?

Occupational Health and Safety Division

Setting Up An Occupational Health and Safety Program

How should you develop your program?

Occupational Health and Safety Division

Setting Up An Occupational Health and Safety Program

How is a program developed?

Develop Policy/Demonstrate Commitment

! Plan for Emergencies

Train Supervisors and Workers

Investigate Accidents/Refusals to Work

Return Injured/Ill Workers to Productive Work

Evaluate Your Program

Occupational Health and Safety Division

Chapter 1, Write a Policy

Write a policy that demonstrates your commitment

What is a policy statement?

Setting Up An Occupational Health and Safety Program

Chapter 1, Write a Policy

What principles should be in the policy statement?

Occupational Health and Safety Division

Chapter 1, Write a Policy

Who should know about the policy?

SAHO Model District Occupational Health and Safety Policy

Setting Up An Occupational Health and Safety Program

123 132