GreatNorthCollective/greatnorth-canada-federal-laws-text huggingface dataset:
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 25
Emergency descent control 25 (1) Every employer must provide, on each derrick or other elevated part of a workplace under its control that is a marine installation or structure, if there is only one usual means of escape from that location, a device that would allow a person to descend from the location by another means at a controlled speed in an emergency. Loss of power (2) The device must be capable of being operated despite the loss of the main source of power. Instructions (3) The employer must ensure that written instructions for operating the device are kept in a conspicuous place near the location where the device is stored.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 26
Fire and explosion 26 (1) Fire and explosion are prescribed risks for the purpose of paragraph 205.02(2)(a) of the Act and every employer must ensure that each workplace under its control is designed, constructed, arranged and maintained to minimize those risks. Hazardous areas (2) The occupational health and safety program in respect of a workplace that is a marine installation or structure must identify (a) all areas at the workplace, as classified according to a comprehensive and documented classification system, in which flammable, explosive or combustible substances are or are likely to be present in sufficient quantities and for sufficient periods of time to require special precautions to be taken in the selection, installation or use of machinery and electrical equipment to prevent a fire or explosion; and (b) the precautions applicable to those areas. Signage (3) The employer with control over the workplace must ensure that signs are posted in conspicuous places at each of the areas referred to in subsection (2), identifying them as areas in which there is a risk of fire or explosion. Prohibition (4) The employer must ensure that no person uses an open flame or other source of ignition in an area referred to in subsection (2) unless they are carrying out hot work in accordance with Part 26. Temporary or portable heating equipment (5) Every employer must ensure that any temporary or portable heating equipment that is used at a workplace under its control is located, protected and used in a manner that prevents the equipment from being overturned or damaged and any combustible materials in the vicinity from igniting.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 27
Firefighting equipment 27 Every employer must equip each workplace under its control with the firefighting equipment that is appropriate for that type of workplace and all classes of fire that may occur there.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 29
Falls into ocean 29 The risk of a person at a workplace falling into the ocean is a prescribed risk for the purpose of paragraph 205.02(2)(a) of the Act and the employer with control over that workplace must (a) provide appropriate life-saving appliances and ensure they are held in readiness; (b) ensure that a competent person is readily available at all times to operate the life-saving appliances; and (c) ensure that a fast rescue boat that meets the requirements of Chapter V of the LSA Code is provided — or available from a standby vessel that is no more than 500 m away — and held in readiness.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 30
Emergency drills and exercises 30 (1) Every employer must establish, for each workplace under its control that is a marine installation or structure and having regard to the risk assessment carried out by it for the purpose of the occupational health and safety program, a plan that describes the emergency drills and exercises that must be conducted at the workplace in relation to various scenarios and sets out the frequency with which they must be conducted. Minimum frequency (2) Despite subsection (1), the employer must ensure that (a) a drill to practise mustering is conducted at least once a week; (b) a fire drill is conducted at least once a month; (c) a drill to practise escape to the location of lifeboats or life rafts in preparation for abandonment of the workplace is conducted at least once a month; (d) if the workplace is equipped with lifeboats, (i) each employee participates, at least once every six months, in a drill that requires them to board a lifeboat while wearing an immersion suit and to secure themselves on a seat, and (ii) if feasible, a lifeboat launching drill is conducted annually to test the integrity and operation of the lifeboats and launching equipment; and (e) all drills and exercises are repeated as soon as practicable after any significant change to the emergency plan or to the work or activities carried out at the workplace with respect to which an authorization has been issued. Alternative to launching drill (3) If compliance with subparagraph (2)(d)(ii) is not feasible, the employer must ensure that additional inspections and testing of all components that would otherwise be tested by the launching drill are carried out in consultation with the lifeboat manufacturer and with the prior approval of the Chief Safety Officer. Equitable scheduling (4) The employer must schedule drills and exercises to ensure the equitable participation of all employees, regardless of their shift or rotation. Visitors (5) The employer must ensure that any person visiting the workplace who has not participated in the emergency drills or exercises is accompanied throughout the visit by someone who has done so. Records (6) The employer must keep a record of all emergency drills and exercises conducted that contains (a) the date on which and the time at which the drill or exercise was conducted; (b) a description of the drill or exercise scenario; (c) a list of all persons who participated in the drill or exercise; (d) the length of time taken to complete the drill or exercise, including the length of time to achieve a full muster; and (e) observations regarding the execution of the drill or exercise and opportunities for improvement. Record retention (7) The employer must retain the records referred to in subsection (6) for at least three years after the day on which the drill or exercise is carried out.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 31
Operator’s obligations 31 Every operator must ensure that (a) a physician who has specialized knowledge in the treatment of illnesses and injuries that may arise at the workplace is readily available at all times to provide medical advice, remotely from a location in Newfoundland and Labrador, to any medic or first aider at the workplace and to be transported to the workplace, if necessary, to provide medical care, unless the workplace has a medic who is a physician with that knowledge; (b) an emergency medical evacuation service is available at all times for transporting an injured or ill person from the workplace to a hospital onshore using a means of transportation that (i) is equipped with appropriate first aid and medical supplies, (ii) is capable of accommodating and securing an occupied stretcher, and (iii) has one or more competent persons available on board to provide first aid or medical care to the injured or ill person during transportation; and (c) persons at the workplace have a means of quickly summoning the emergency medical evacuation service.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 33
Medics 33 (1) An employer may designate a person as a medic if that person (a) has experience with helicopter or fixed-wing aircraft evacuation for medical purposes; (b) holds an advanced cardiac life support certificate or basic cardiac life support instructor’s certificate issued by an entity that bases its training on International Liaison Committee on Resuscitation guidelines; and (c) meets one of the following requirements: (i) they hold a licence to practise medicine in Canada and have at least two years’ clinical experience in intensive care or emergency practice, (ii) they hold a registered nursing certificate recognized by a provincial regulatory body and have at least two years’ clinical experience in intensive care or emergency practice, or (iii) they hold an advanced care paramedic certificate or critical care paramedic certificate issued by a college in Canada and have at least three years’ experience as an advanced life support provider. Designation in writing (2) The designation under subsection (1) must be made in writing. No other duties (3) The employer must not assign to the medic any other duties that will interfere with the prompt and adequate provision of first aid and medical care. Responsibility (4) When providing first aid or medical care to an injured or ill person, a medic (a) must not be overruled by anyone other than the physician referred to in paragraph 31 (a); and (b) must follow any directions given by the physician referred to in paragraph 31 (a).
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 34
First aiders 34 (1) Every employer must allow any first aider — and any other employee that the first aider needs for assistance — to provide prompt and adequate first aid to an injured or ill person and ensure that they have adequate time to do so, with no loss of pay or benefits. Responsibility (2) When providing first aid to an injured or ill person, a first aider (a) must not be overruled by anyone other than a physician, a medic or, if they hold a standard first aid certificate, a first aider with an advanced first aid certificate; and (b) must remain in charge of the person’s care until the first aid is complete or the person is under the care of a physician, a medic or, if they hold a standard first aid certificate, a first aider with an advanced first aid certificate.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 35
Treatment records 35 (1) Every first aider or medic who provides care to an injured or ill person or from whom treatment is sought must make and sign a record containing the following information: (a) the full name of the injured or ill person; (b) a brief description of the injury or illness — and of the occurrence that gave rise to it, if any — including, as applicable, the date on which and the time and location at which the injury or occurrence occurred or the date on which and the time at which symptoms of the illness were first experienced; (c) a brief description of any treatment provided by the first aider or medic, including the date on which and time at which it was provided; and (d) a brief description of any arrangements made for the treatment or transportation of the injured or ill person. Retention (2) The employer with control over the workplace at which the record is made must retain it, from the day on which the injury or illness is first documented, for (a) 40 years, in the case of treatment for an occupational disease or exposure to a hazardous substance; (b) 10 years, in the case of treatment for an injury resulting from an incident, other than exposure to a hazardous substance, or for a musculoskeletal injury , as defined in subsection 41 (3); and (c) five years, in any other case.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 36
Occupational health and safety program 36 Every occupational health and safety program must set out measures for promoting mental health and healthy lifestyles and must address substance abuse, the effects on mental health of working in a remote location and the management of mental illness.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 37
Impairment 37 (1) Impairment, including as a result of fatigue, stress, injury, illness, another physical or psychological condition, alcohol or drugs, is a prescribed risk for the purpose of paragraph 205.02(2)(a) of the Act and every occupational health and safety program must (a) set out the roles and duties of all workplace parties in identifying and preventing the consequences of impairment on the health and safety of employees; (b) identify factors that may contribute to impairment or its causes, such as work and workplace conditions, work scheduling and task type and length; (c) require that the factors referred to in paragraph (b) be regularly monitored at the workplace and taken into account, in conjunction with incident reports, employee complaints, workplace committee reports and records of excess work hours kept under paragraph (e) or subsection 39 (3), to identify any potential impairment; (d) require the development, maintenance and implementation of an appropriate work shift design that allows adequate rest periods; (e) require records to be kept of hours worked by an employee beyond their usual shift or rotation; and (f) require that the risk of fatigue be taken into account in developing all workplace procedures. Working while impaired (2) Every employer must ensure that no employee at a workplace under its control is permitted to work if their ability to do so is impaired in a manner that is likely to be hazardous to their health or safety or that of any other person at the workplace. Investigation of incidents (3) Impairment must be considered as a potential causal factor in the investigation of all incidents at the workplace.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 38
Fatigue training 38 The instruction and training that every employer must provide to its employees includes instruction and training on the factors that contribute to fatigue, procedures for identifying and reporting fatigue and the role and duties of employees in managing fatigue.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 39
Rest periods 39 (1) Every employer must ensure that no employee works at a workplace under its control unless they have been provided with a period of at least 11 consecutive hours of rest in the previous 24 hours. Exception (2) An employer may, in extenuating circumstances, allow an employee to work without having had that rest period if the employer has assessed the risk associated with the employee working the extra hours and determined, in consultation with the employee, that the work can be carried out without increased risk to their health or safety. Documentation (3) If an employer allows an employee to work without having had that rest period, the employer must ensure that a description of the work, the name of the employee, the hours worked, the reason for the exception and the result of the risk assessment referred to in subsection (2) are recorded. Non-application in emergency (4) Subsection (1) does not apply in the event of an emergency at the workplace that may be hazardous to the health or safety of employees. Alternative (5) Despite subsections (1) and (2), the employer with control over a workplace for which an authorization has been issued for a period of less than six months may alternatively comply, in respect of the marine crew, with the daily hours of work and minimum rest requirements outlined in the International Convention on Standards of Training, Certification and Watchkeeping for Seafarers (STCW), 1978.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 40
Thermal stress 40 Thermal stress is a prescribed risk for the purpose of paragraph 205.02(2)(a) of the Act and every employer must ensure, in respect of all persons at each workplace under its control who may be exposed to heat or cold, that (a) their exposure is kept below the applicable threshold limit value or action limit established by the American Conference of Governmental Industrial Hygienists in its publication TLVs and BEIs: Based on the Documentation of the Threshold Limit Values for Chemical Substances and Physical Agents & Biological Exposure Indices , as the case may be; (b) they are informed of the risk and advised of measures to be taken to minimize their exposure to it; (c) they are regularly monitored for signs of thermal stress; (d) they are provided with clothing and equipment that offers protection against thermal stress; (e) screens or shelters are provided to protect them against the elements, if applicable; (f) measures are taken to acclimatize them to temperatures at the workplace; (g) hot or cold beverages, as the case may be, are made available to them; and (h) work schedules, including rest periods, are established having regard to thermal stress.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 41
Musculoskeletal injury 41 (1) Musculoskeletal injury is a prescribed risk for the purpose of paragraph 205.02(2)(a) of the Act and the procedures referred to in that paragraph must include an assessment, in consultation with the following persons, of the extent to which that risk is associated with each type of work carried out at the workplace: (a) a representative sample of employees who are required to carry out that type of work; and (b) employees who have signs or symptoms of musculoskeletal injury. Hazard control measures (2) The employer must ensure that interim hazard control measures are implemented without delay after the risks of musculoskeletal injury are assessed and permanent measures, determined with regard to the parameters established by the American Conference of Governmental Industrial Hygienists in its publication TLVs and BEIs: Based on the Documentation of the Threshold Limit Values for Chemical Substances and Physical Agents & Biological Exposure Indices , are implemented as soon as practicable. Definition of musculoskeletal injury (3) In this section, musculoskeletal injury means an injury to or disorder of the muscles, tendons, ligaments, joints, nerves, blood vessels or related soft tissue, including a sprain, strain or inflammation.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 42
Workplace violence and harassment 42 (1) Workplace violence and harassment is a prescribed risk for the purpose of paragraph 205.02(2)(a) of the Act and every employer must develop and post at a place accessible to all employees a policy setting out the employer’s commitment to (a) provide a safe, healthy and violence and harassment-free workplace; (b) dedicate sufficient attention, resources and time to address factors that contribute to workplace violence and harassment; (c) communicate to its employees information in its possession about the factors referred to in paragraph (b); and (d) assist employees who have been exposed to workplace violence and harassment. Occupational health and safety program (2) Every occupational health and safety program must (a) require that the assessment of the risk of violence and harassment at the workplace take into account the nature of the work carried out at the workplace, the conditions under which that work is carried out and previous experiences at the workplace and other similar workplaces; and (b) include procedures for (i) summoning immediate assistance in response to violence that poses an immediate risk of physical injury, (ii) reporting incidents of workplace violence and harassment to the employer or a supervisor, and (iii) investigating and addressing reports of workplace violence and harassment. Training (3) The training that every employer must provide to each of its employees includes training on the factors that contribute to workplace violence and harassment. Definition of workplace violence and harassment (4) In this section, workplace violence and harassment means any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 43
Disruptive behaviour 43 Every employer must instruct all employees at each workplace under its control to refrain from engaging in disruptive behaviour at the workplace that may be hazardous to themselves or any other person.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 44
Employee obligations 44 (1) The personal protective equipment that every employee must use or wear for the purpose of paragraph 205.027(b) of the Act includes, in respect of any hazard to which they are exposed, all personal protective equipment that the employer or operator provides to them for the purpose of preventing or reducing injury from that hazard. Compatibility with clothing (2) Every employee must ensure that any clothing worn by them does not interfere with the proper functioning of any personal protective equipment used or worn by them.
Canada–Newfoundland and Labrador Offshore Area Occupational Health and Safety Regulations — 45
Requirements 45 Every employer must ensure that all personal protective equipment that it provides to its employees, or to other individuals at a workplace under its control, (a) is designed to effectively protect the user or wearer from the hazard for which it is provided; (b) is selected having regard to any other hazards in the work area in which it is intended to be used or worn; (c) does not create a hazard when used or worn for the purpose for which it is provided; (d) is compatible with all other personal protective equipment that the employer provides to be used or worn at the same time, so that one item of equipment does not make another item ineffective; and (e) is maintained in good working order and in a clean and sanitary condition.