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OHS Guidelines Part 3 Rights and Responsibilities - Tue Dec 10, 2013
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Guidelines Part 3 Contents
G3.2 "Less formal" occupational health and safety (OHS) programs CORRECTION OF UNSAFE CONDITIONS
OCCUPATIONAL FIRST AID - Added March 30, 2004
G3.14 to G3.20 First aid guidelines for employers
G3.17(1)-1 Implementing an early defibrillation program in the workplace [Withdrawn November 1, 2010]
FIRST AID SUPPLEMENTARY MATERIALS - Added March 30, 2004
First aid facilities: Recommended minimum criteria
Emergency vehicles and equipment YOUNG OR NEW WORKERS
G3.23 Young or new worker orientation and training Guidelines Part 3 - Occupational health and safety programs
Issued March 30, 2004; Revised October 26, 2005; Revised May 17, 2006; Editorial Revision February 1, 2008; Editorial Revision February 12, 2009
3.1 (1) An occupational health and safety program as outlined in section 3.3 must be initiated and maintained (a) by each employer that has (i) a workforce of 20 or more workers, and (ii) at least one workplace that is determined under section 3.16 (2) (b) to create a moderate or high risk of injury, or (b) by each employer that has a workforce of 50 or more workers. (1.1) If subsection (1) (a) or (b) applies to the employer, the occupational health and safety program applies to the whole of the employer's operations. (2) Despite subsection (1) an occupational health and safety program may be required in any workplace when, in the opinion of an officer, such a program is necessary.
Purpose of guideline The purpose of this guideline is to provide criteria for counting workers in an employer's workforce for considering whether an occupational health and safety ("OHS") program is required under section 3.1(1), provide WorkSafeBC prevention officers with factors to consider when exercising their discretion under section 3.1(2); discuss benefits of OHS programs; and reference available information on occupational health and safety management systems. Criteria for counting workers for the purpose of section 3.1(1) In determining the number of workers for the purpose of section 3.1(1), the following workers should be considered part of the employer's workforce, regardless of how they or their employers define their status:
Workers employed for more than one month Workers who are employed for less than one month, but have worked for the employer periodically. Note: Other sections of the Regulation and Workers Compensation Act ("Act") also have requirements that relate to the number of workers. For criteria for counting workers for other requirements, see also OHS Guideline G3.16 First aid assessment
Considerations for prevention officers when exercising their discretion under section 3.1(2) In addition to those employers who are required to initiate and maintain an OHS program under section 3.1(1), some other types of employers should also initiate and maintain health and safety programs. Section 3.1(2) provides that an OHS program may be required in any workplace when, in the opinion of a prevention officer, such a program is necessary.
A prevention officer who encounters a situation where all of the following conditions are present should consider requiring the employer to initiate and maintain an OHS program pursuant to section 3.1(2) of the Regulation: The employer has a workforce of less than 20 workers
Even though an employer may not be required to initiate and maintain an OHS program, OHS programs can provide a number benefits. For example, OHS programs enable an employer to control its occupational health and safety risks, improve health and safety performance, communicate its health and safety commitments and policies to staff, and provide a framework for attaining its health and safety goals and objectives. Further, OHS programs assist with implementation by delineating roles, responsibilities, and accountability for tasks, including checking and corrective action as the program evolves. A properly implemented OHS program can be expected to reduce injuries and the associated costs of disability and lost production hours. Occupational health and safety management systems
Whether for a small or large employer, occupational health and safety can be managed in the same way that the employer manages other facets of the organization's activities (e.g. quality, production, environment, finances customer service etc). An occupational health and safety management system (OHSMS) can help organizations reduce or prevent injuries, illnesses and fatalities in the workplace by providing a framework for corporate behaviour in OHS management. An OHSMS relies on commitment, leadership and worker participation to achieve its outcomes.
CSA Z1000-06 Occupational Health and Safety Management is a consensus-based Canadian national standard for occupational health and safety management, created by labour, business, and government representatives. The standard is structured using the Plan-Do-Check-Act approach also used in other management system standards (e.g. ANSI/AIHA Z10-2005, ILO-OSH 2001, OHSAS 18001-1999 and ISO 14001:2004). CSA Z1000-06 includes the following elements:
Establishment and maintenance of an OHS Policy
Roles, responsibilities and accountability for worker and employer representatives
Incorporation of applicable legal and other requirements
Hazard identification; risk assessment
Documentation of OHS objectives and targets
Preventive and protective measures to address identified hazards
Documentation (document and records control)
Monitoring and measurement of OHS performance and system effectiveness
Internal audit of OHSMS
Preventive and corrective action Act
All of the elements of the standard are intended to be incorporated into an OHSMS but the extent of the application will depend on the circumstances particular to each organization, such as the nature and location of its operations and the conditions in which it functions.
While not a requirement under the Regulation, WorkSafeBC recommends the use of OHS management systems and endorses CSA Z1000-06 for use by employers in BC.
Issued July 5, 2007; Editorial Revision February 1, 2008; Editorial Revision January 1, 2009
Regulatory excerpt Responsibilities for worker health and safety are established by the Workers Compensation Act ("Act") and the OHS Regulation ("Regulation"). Farm labour contractors are considered to be the employers of the farm workers they provide to agricultural operations. As such they have responsibilities under the Act, for example in section 115. They also have responsibilities under the Regulation, for example for occupational health and safety programs under section 3.1.
The purpose of this guideline is to Provide background information on farm labour contractors (FLCs) and their role as employers of farm workers
Farm labour contractors are licensed under the Employment Standards Act. Lists of licensed FLCs are maintained by the Employment Standards Branch at http://www.labour.gov.bc.ca/esb/agriculture/flclist.htm, along with information on the crops serviced and the number of workers for which the FLCs are bonded. In April 2007, about 100 FLCs were listed, bonded for approximately 6,900 workers.
FLCs are considered employers because of the nature of their contractual arrangements with farm workers. As such they have all the responsibilities of employers under the Act and the Regulation.
OHS Guideline G3.1 (Occupational health and safety program) provides detailed information on the application of section 3.1 of the Regulation. It discusses how to count workers for the purposes of determining whether a formal occupational health and safety (OHS) program is required, and outlines considerations that will be used by WorkSafeBC prevention officers when exercising their discretion to require a formal OHS program under section 3.2 of the Regulation. A brief summary of the main points from the guideline is provided below.
As noted in section 3.1(1) of the Regulation, if an employer employs workers in at least one moderate or high risk operation there must be a formal OHS program if the total workforce in all operations is 20 workers or more. For all other situations there must be at least 50 workers in the count before a formal OHS program is required. (Most FLCs are bonded for workforces of 20 or more workers and are likely to be involved in at least one moderate risk operation.)
Appropriate written instructions, available for reference by all workers, to supplement the Regulation.
These requirements are established by section 3.2 of the Regulation. Such programs must be implemented in all workplaces where formal OHS programs are not required.
FLCs provide contract labour services to growers. Growers who receive their services also have responsibilities for those workers, typically as employers under section 115(1)(a)(i) & (ii) of the Act and the provisions of the Regulation.
Comply with Part 3 of the Act, the Regulation, and any applicable orders
1. Worker transport vehicles: These are typically owned and operated by FLCs. As such FLCs are responsible for all aspects of safety of the vehicle including condition, maintenance, operation, and use. Requirements apply under provisions such as Part 17 (Worker transportation) of the Regulation, and those under the Motor Vehicle Act.
3. First aid: Under the requirements for first aid in Part 3 (Rights and Responsibilities) of the Regulation, the FLC is responsible for the provision of first aid for farm workers in their employ. First aid equipment must be provided on worker transport vehicles as required by section 17.10 (Vehicle design), as well as appropriate fire extinguishers. Typically the equipment required will be a Level 1 first aid kit, except where a very small number of workers are transported, in which case a basic kit may be sufficient.
As previously mentioned, the grower typically has employer responsibilities on site for workers provided by the farm labour contractor. If in a particular situation the grower is a prime contractor (refer to section 118 of the Act), then section 3.20 of the Regulation requires the grower to do everything that is reasonably practicable to establish and maintain the necessary first aid capability on the site. Unless there is an unusual circumstance, such as a short term situation in which the FLC provides more workers than was originally requested, it will be considered practicable for the grower to provide first aid that covers all workers on site.
Information requirements on hazardous materials are covered primarily in Part 5 (Chemical Agents and Biological Agents) of the Regulation. Most substances to which a worker might be exposed in an agricultural operation (such as many pesticides, corrosive cleaning agents, and fertilizers) are covered by the Workplace Hazardous Materials Information System (WHMIS), which is addressed in sections 5.3 to 5.19. For hazardous substances not covered by WHMIS, such as decomposition gases from silos and manure pits, section 5.2 will apply. Other provisions in Part 5 cover issues such as storage, exposure limits, ventilation, and hazardous wastes.
Part 6 (Substance Specific Requirements) of the Regulation covers requirements for specific groups of substances; for example, pesticides. Among other things, the employer must ensure that pesticides are stored and used safely, are applied by a qualified person, that restricted entry intervals are established after application of a pesticide and appropriate warning signs are posted, and that proper hygiene facilities are provided. In most cases these measures will be the responsibility of the grower. Restricted entry intervals prohibit entry by a worker into an area in which pesticides are applied unless a worker is properly protected before he/she enters the area. Workers must be protected both before and after the expiry of the entry intervals. The party that controls the use of pesticides on site, typically the grower, has responsibilities to protect workers under these provisions. In addition they have the responsibility to communicate to the FLC all information needed to ensure the safety of the FLC's workers. Depending on the arrangements made between the grower and the FLC, one or both of the parties will be responsible for providing necessary information to workers, and any necessary personal protective equipment that is not the responsibility of the worker under section 8.2 of the Regulation.
5. Training: Under section 115(2) of the Act, an employer has the responsibility to ensure workers are made aware of all known or reasonably foreseeable hazards, as well as their rights and duties under the Act and Regulation, and are provided with the information, instruction, training, and supervision to ensure their health and safety. A number of specific training requirements are covered in the Regulation. Three examples are provided below.
5.2 WHMIS: For hazardous substances covered by WHMIS, the worker must receive the education and training required by sections 5.6 and 5.7 of the Regulation. Section 5.6 deals with general (generic) requirements to ensure workers know among other things the elements of the WHMIS program, and the content required on labels and material safety data sheets (MSDS). Section 5.7 addresses site-specific requirements for training in the safe procedures for controlled products in the workplace.
G3.2 "Less formal" occupational health and safety (OHS) programs
Issued October 26, 2005; Revised May 17, 2006; Editorial Revision February 1, 2008
Regulatory excerpt Section 3.1 of the OHS Regulation ("Regulation") states:
In any operation where the workforce is less than that referred to in section 3.1(1) the employer must (a) initiate and maintain a less formal program based on regular monthly meetings with workers for discussion of health and safety matters, (b) ensure that meetings are directed to matters concerning the correction of unsafe conditions and practices and the maintenance of cooperative interest in the health and safety of the workforce, and (c) maintain a record of the meetings and the matters discussed. Purpose of guideline The purpose of this guideline is to highlight situations where employers are required to implement a "less formal program" under section 3.2, rather than an OHS program under section 3.1, but are still required to implement joint committees under the Workers Compensation Act ("Act"). The guideline also discusses requirements for less formal programs under section 3.2. OHS programs, less formal programs, and joint committees Under section 3.2 of the Regulation, less formal programs are required in any operation where the workforce is less than that referred to in section 3.1(1). Note that even where an OHS program under sections 3.1 and 3.3 is not required, an employer may be required to establish and maintain a joint committee under section 125 of the Act. For example, consider the following situation:
OHS Program required under section 3.1(1)?
Joint Committee required under section 125(a) of the Act?
In this situation, the employer must meet the requirements of section 3.2 of the Regulation and the requirements in the Act for joint committees. Requirement for less formal programs
Section 3.2(a) requires that the employer or a person delegated by the employer calls, at least once a month, a meeting of workers present at that time. The employer's obligation under section 3.2(c) to maintain a "record of the meetings" does not mean that formal minutes have to be kept. It is sufficient that a record is kept of when meetings were held, who attended and the general nature of what was discussed. The record should mention any specific concerns raised by persons attending. The record must be available for inspection by prevention officers.
Guidelines Part 3 - Correction of unsafe conditions
An officer encountering a situation presenting an immediate danger must act in accordance with section 3.11 of the OHS Regulation with respect to his or her personal safety, and ensure the employer complies with section 3.11 while correcting the unsafe condition. Normally an officer will refrain from direct involvement in correcting the unsafe condition. If necessary to render assistance, the officer will proceed with caution and within his or her qualifications. The officer must immediately attempt to notify his or her manager. An officer receiving an inquiry regarding immediate danger to the public will refer the parties concerned to the appropriate authority. If it is not clear who the appropriate authority is, the parties should be referred to the police or fire department responsible for the area where the reported immediate danger exists.
Guidelines Part 3 - Refusal of unsafe work
Issued August 1, 1999; Revised September 21, 2011
Section 3.12 of the OHS Regulation ("Regulation") states:
(1)	A person must not carry out or cause to be carried out any work process or operate or cause to be operated any tool, appliance or equipment if that person has reasonable cause to believe that to do so would create an undue hazard to the health and safety of any person.
(2)	A worker who refuses to carry out a work process or operate a tool, appliance or equipment pursuant to subsection (1) must immediately report the circumstances of the unsafe condition to his or her supervisor or employer.
(3)	A supervisor or employer receiving a report made under subsection (2) must immediately investigate the matter and
(b)	if in his or her opinion the report is not valid, must so inform the person who made the report.
(4)	If the procedure under subsection (3) does not resolve the matter and the worker continues to refuse to carry out the work process or operate the tool, appliance or equipment, the supervisor or employer must investigate the matter in the presence of the worker who made the report and in the presence of
(a)	a worker member of the joint committee,
(b)	a worker who is selected by a trade union representing the worker, or
(c)	if there is no joint committee or the worker is not represented by a trade union, any other reasonably available worker selected by the worker.
(5)	If the investigation under subsection (4) does not resolve the matter and the worker continues to refuse to carry out the work process or operate the tool, appliance or equipment, both the supervisor, or the employer, and the worker must immediately notify an officer, who must investigate the matter without undue delay and issue whatever orders are deemed necessary. Section 3.13 of the Regulation states:
(1)	A worker must not be subject to discriminatory action as defined in section 150 of Part 3 of the Workers Compensation Act because the worker has acted in compliance with section 3.12 or with an order made by an officer.
(2)	Temporary assignment to alternative work at no loss in pay to the worker until the matter in section 3.12 is resolved is deemed not to constitute discriminatory action.
(1)	A worker with a physical or mental impairment which may affect the worker's ability to safely perform assigned work must inform his or her supervisor or employer of the impairment, and must not knowingly do work where the impairment may create an undue risk to the worker or anyone else.
(2)	A worker must not be assigned to activities where a reported or observed impairment may create an undue risk to the worker or anyone else.
This guideline explains the test for determining whether a worker has a "reasonable cause to believe" that an undue hazard exists or would be created, and what constitutes an "undue hazard." It also provides guidance on the process for the investigation into a work refusal, where completion of the procedure under section 3.12(3) of the Regulation has not resolved the work stoppage. The right to refuse unsafe work
Section 3.12(1) states that "A person must not carry out or cause to be carried out any work process or operate or cause to be operated any tool, appliance or equipment if that person has reasonable cause to believe that to do so would create an undue hazard to the health and safety of any person." In many situations, the "reasonable cause" and "undue hazard" can be straightforward. However, in some situations it can be more difficult to determine that the worker has reasonable cause to believe there is an undue hazard. These terms are discussed below. "Undue hazard"
A "hazard" is identified in Part 1 of the Regulation as "a thing or condition that may expose a person to a risk of injury or occupational disease." Further, "undue" is defined by the Oxford dictionary as "unwarranted, inappropriate, excessive or disproportionate." Therefore, a thing or condition that may expose a worker to an excessive or unwarranted risk of injury or occupational disease represents an undue hazard for the purposes of section 3.12 of the Regulation. "Reasonable cause to believe"
The use of the term "reasonable" in "reasonable cause to believe" means that the worker must assess the situation as a reasonable person, taking into account relevant and available information and exercising good faith judgment with respect to the hazard with due regard to the worker's training and experience. For example, a worker is assigned to work in the shipping and receiving area, covering the duties of another worker who is absent due to illness. Some supplies are delivered that require the use of a forklift to unload the delivery truck. The worker normally works in the warehouse in an area other than shipping and receiving, and has no prior experience or training in forklift operation. The worker believes that his lack of training and experience in operating a forklift would expose him to an undue hazard. In this situation, this worker has reasonable cause to believe that undertaking this work, for which he has not been trained, would create an undue hazard for himself and possibly other workers. Ultimately there must be an objective basis for a continued refusal for unsafe work. The goal of the process set out in sections 3.12(2) through (5) is to establish whether there is an objective, or reasonable, basis for the refusal and if so, to determine how to remedy the situation. WorkSafeBC prevention officers investigating work refusals under s. 3.12(5) will deal with each refusal on a case by case basis, and will undertake a full assessment of the situation in order to conclude whether the worker had reasonable cause to believe an undue hazard existed. "Reasonable cause to believe" and the susceptible worker
Some workers may have an underlying condition which would lead them to suffer an illness or sustain an injury, even though others would not be affected in the same way. In this so-called "susceptible worker" situation, the "objective " test of whether the worker has reasonable cause to believe the work presents an undue hazard is to be applied in the context of the person's specific health condition. To uphold a work refusal, there needs to be a clear connection between the undue hazard asserted by the susceptible worker, and his or her health condition. As part of the investigation into the refusal, the employer may ask for confirming evidence of the effect of the hazard on the person's condition. While the evidence is being obtained, the worker should be removed from the condition that the worker asserts is an undue hazard.
As an example, an offensive odor is present and apparent to all the workers in an office. One of the workers refuses to continue to work, saying that he suffers from a respiratory ailment and the odor is exacerbating his condition. He reports to the supervisor that he is suffering ill health effects from the odor, including difficulty breathing. The worker is acting reasonably in refusing to continue working, and is reassigned pending the employer's investigation into the refusal. As part of the investigation into the refusal, the employer asks for documentation of the condition, and the worker provides a note from his doctor confirming that the exposure to odors can exacerbate the worker's medical condition. Application of procedure To facilitate a timely resolution to a work refusal and ensure that work activities can return to normal as soon as possible, it is important that each step described in the Regulation is followed in an expedited manner. If the process outlined in section 3.12(3) fails to bring resolution to the matter, the investigation would continue as described by section 3.12(4). A person identified by section 3.12(4) who is available to participate in the investigation would be chosen without delay, so the investigation can continue. To illustrate the application of section 3.12, consider the scenario described in the first example above. The worker who has been directed to unload the truck immediately reports the work refusal to his supervisor, as required by section 3.12(2). The supervisor who receives the report immediately investigates the matter, per section 3.12(3). Through the investigation, it is established that this worker is not qualified to perform the work, and therefore the work presents an undue hazard for that worker. The supervisor locates another worker who possesses the necessary training and experience to perform this work safely, and reassigns the worker who refused the work to other job tasks. These actions satisfy the work refusal by removing the undue hazard to the inadequately trained worker. However, if in the opinion of the supervisor the initial report of the unsafe condition is not valid, the supervisor is required to inform the worker of that opinion. If no resolution to the work refusal is found following this report, the supervisor needs to immediately contact an available party identified in section 3.12(4) to continue the investigation. If a resolution is found after the matter is investigated in the presence of this person, the work refusal is satisfied at this stage. If no resolution is found to the work refusal, both the supervisor, or the employer, and the worker must immediately notify a prevention officer. A prevention officer investigating a work refusal under section 3.12(5) of the Regulation will conduct the following: Ensure that the worker(s) refusing to work and the employer's representative both understand the procedure described under section 3.12. If the parties have not followed the procedure set out in section 3.12(4), the prevention officer will review the procedure with the parties, and direct them to continue their inquiries into the work refusal until such time as the parties have exhausted their efforts to resolve the matter. Should the parties be unable to resolve the matter themselves, the prevention officer will inspect the work areas, processes, equipment, and practices associated with the work refusal. If the prevention officer finds that an undue hazard is present, the prevention officer will issue an inspection report addressing the violations that apply to the undue hazard. This may include compliance orders as well as a stop use or stop work order, if the circumstances meet the criteria for such orders, as described in the applicable guideline, G-D12-190 or G-D12-191.
Where the prevention officer identifies violations that are not related to the inquiry into the work refusal, the prevention officer will address them in a separate inspection report. If an undue hazard is not identified, the prevention officer will inform the parties of this finding, and include the following statement in the inspection text of the inspection report: "An investigation into a work refusal under section 3.12 has not identified an undue hazard." The prevention officer will advise the parties of the requirement of section 3.13 of the Regulation that "A worker must not be subject to discriminatory action as defined in section 150 of Part 3 of the Workers Compensation Act because the worker has acted in compliance with section 3.12 with an order made by an officer."
Note: Where a prevention officer has made a finding that the investigation into a work refusal under section 3.12 has not identified an undue hazard, and the worker refuses to return to work, the worker is no longer protected by the provisions of section 3.13 of the Regulation. Right to refuse vs. physical or mental impairment (section 4.19) Section 4.19 states that where a worker alleges that due to a physical or mental impairment his or her ability to safely perform the assigned work is affected, the worker must inform his or her supervisor or employer of the impairment. Further, the worker must not perform the work if to do so would create an undue risk to the worker or anyone else. An employer must not assign work where impairment may create such an undue risk to the worker or anyone else.
Guidelines Part 3 - Occupational first aid
Issued March 30, 2004; ; Revised November 1, 2004; Editorial Revision February 1, 2008
The first aid guidelines cover the following:
Information regarding WCB Standard OFA1: Certification of Occupational First Aid Attendants - see OHS Guideline G3.14
The employer's responsibility for providing first aid services and transportation to medical aid - see OHS Guideline G3.16
Conducting an assessment to determine the level of first aid service required in the workplace - see OHS Guideline G3.16
First aid procedures - see OHS Guideline G3.17
Implementing an early defibrillation program in the workplace - see OHS Guideline G3.17(1)-1
Communications with the first aid attendant and to obtain assistance - see OHS Guideline G3.18(1)
Availability of the first aid attendant - see OHS Guideline G3.18(2)
Acceptable first aid records - see OHS Guideline G3.19
Multiple employer workplaces - see OHS Guideline G3.20
The following supplementary materials support these guidelines: Assigned Hazard Rating List
If you wish to print all the first aid guidelines with supplementary materials, these are available in PDF format on the WCB web site: www2.worksafebc.com/PDFs/firstaid/First_aid_guidelines.pdf (175 KB)
In addition, you may wish to print the first aid assessment flow chart:
www2.worksafebc.com/PDFs/firstaid/First_aid_assessment_flowchart.pdf (56 KB)and the first aid assessment worksheet:
www2.worksafebc.com/PDFs/firstaid/First_aid_assessment_worksheet.pdf (101 KB)
Issued November 1, 2004; Revised September 30, 2009
Section 3.14 of the OHS Regulation ("Regulation") states:
The purpose of this guideline is to provide additional information about how an individual becomes certified as a first aid attendant. This includes information for out of province first aid attendants. WorkSafeBC standard for first aid attendants
In order to clarify the definition of "first aid attendant" ("attendant") under section 3.14 of the Regulation, qualifications of attendants under section 3.15 of the Regulation, and responsibilities of attendants under section 3.21 of the Regulation, WorkSafeBC has issued WCB Standard OFA1: Certification of Occupational First Aid Attendants.
This standard explains how a person becomes certified to act as an attendant in the workplace, the terms and conditions of certification, the general responsibilities of the attendant in the workplace, and the disciplinary actions WorkSafeBC may take if an attendant does not meet his or her responsibilities. The standard is located at: www2.worksafebc.com/Publications/OHSRegulation/WCBStandards.asp?ReportID=33295
Out-of-province first aid attendants
First aid attendants who possess a certificate required by a regulatory authority in another province or territory in Canada do not need to undergo further testing or assessment. However, in order to receive a B.C. first aid certificate, out-of-province first aid attendants are required to register with a B.C. first aid training agency and complete a review of a "jurisprudence package (PDF 182 kb)" which outlines regulatory requirements and safe work practices applicable in B.C. The first aid attendant will then be issued a B.C. certificate with an out-of-jurisdiction notation on it for the applicable level of first aid certification.
A list of B.C. first aid training authorities can be found at:
www2.worksafebc.com/PDFs/FirstAid/FirstAid_training_providers.pdf (PDF 383 KB)
Issued March 30, 2004; Revised February 1, 2008
(2)	For the purpose of complying with subsection (1), the employer must conduct an assessment of the circumstances of the workplace, including
(a)	the number of workers who may require first aid at any time,
(b)	the nature and extent of the risks and hazards in the workplace, including whether or not the workplace as a whole creates a low, moderate or high risk of injury,
(c)	the types of injuries likely to occur,
(d)	any barriers to first aid being provided to an injured worker, and
(e)	the time that may be required to obtain transportation and to transport an injured worker to medical treatment.
(3)	The employer must review the assessment under subsection (2)
(a)	within 12 months after the previous assessment or review, and
(b)	whenever a significant change affecting the assessment occurs in the employer's operations.
(4)	First aid equipment, supplies and facilities must be kept clean, dry and ready for use, and be readily accessible at any time a worker works in the workplace.
The purpose of this guideline is to set out a step-by-step method for employers to follow when conducting an assessment of the workplace to determine an adequate and appropriate level of first aid coverage. These steps cover the requirements listed in section 3.16(2) and (3). The steps are designed to help employers determine which table applies to their workplace and what the required levels of first aid service mean. (See Schedule 3-A Minimum Levels of First Aid Tables 1-6 ("Schedule 3-A") in the Regulation.) Also see, at the end of these Guidelines: First Aid Kits: Recommended Contents, First Aid Facilities: Recommended Criteria, and Emergency Vehicles and Equipment).
Most employers will not need all the information provided in this guideline. A flow chart and worksheet are available to help you do the first aid assessment for your workplace. Where you may need additional information as you work through the flow chart, the chart refers to the appropriate part of the first aid guidelines. These guidelines are also available in PDF: http://www2.worksafebc.com/PDFs/firstaid/First_aid_guidelines.pdf
Once employers have identified the required minimum levels of first aid in Schedule 3-A, they should consult the appropriate table in First Aid Kits: Recommended Minimum Contents, First Aid Facilities: Recommended Minimum Criteria, and Emergency Vehicles and Equipment, found at the end of this guideline. Typically, employers would be expected to approximate the recommendations in the appropriate tables. However, after conducting an assessment, the employer may legitimately conclude that the nature of the necessary first aid kit, facility or equipment is different from that which is recommended in the appropriate table. If the recommendations in the tables are not followed, employers are expected to demonstrate that the assessment was conducted diligently and led to a reasonable conclusion about the content or nature of first aid kit, facility and equipment required at the workplace. If their assessment results in levels different from those suggested in the tables, given the circumstances at the workplace, the employer is expected to explain and provide a rationale for the differences. An assessment must not result in levels lower than the mandatory minimums required by Schedule 3-A.
If workers of two or more employers are working at the same workplace at the same time, the prime contractor is responsible for conducting the assessment and providing the first aid services identified by the assessment. See OHS Guideline G3.20.
Step 1: Identify the workplace.
For most workplaces with one location, there is one workplace. However, if there is more than one location or if there are lodgings, there may be more than one workplace. Consider the factors in the following table to see if they apply to your workplace. In any situation, the factors may point to different conclusions. It is then necessary to weigh those factors indicating one workplace against those indicating separate workplaces. After considering all the factors, you should choose the option that provides the greatest level of first aid service. Location factors
Location or locations are under the control of one employer.
Location leased by one employer is part of a larger property which may be leased to others
Locations controlled by one employer are separated by locations controlled by other employers.
Generally yes, but depends on circumstances. See 6.
Locations of one employer are more than 20 minutes apart from each other.
A public roadway separates locations of one employer from each other in an urban area.
Locations of one employer are 20 minutes or less from each other in a rural area.
Though adjoining, locations of one employer are separated by physical barriers.
Though controlled by one employer, the locations are under separate administrative structures.
Lodgings at or near the workplace, generally within 20 minutes, should be considered part of the workplace. First aid service should be based on the total workforce present at the place of work and in the lodgings at any time. This does not apply to a company town or to motels or hotels where workers have lodgings in a nearby town. The employer providing lodgings may allow other employers on the site to accommodate their workers there. The employer providing the lodgings is responsible for ensuring that first aid service is provided for all workers in the lodgings, unless other arrangements are made. Lodgings that are not at or near the workplace may be considered a separate workplace. The level of first aid service must be determined by conducting an assessment based on the number of workers in the lodgings. This includes workers such as cooks and cleaners who perform their daily work there as well as others who work elsewhere but spend free time there.
See OHS Guideline G3.20 for more information on multiple employer workplaces where there is a prime contractor.
The workplace can be assigned an overall rating that indicates the nature and extent of the risks and hazards in the workplace. The step-by-step approach in this guideline uses three levels of hazard rating: low, moderate, and high.
(a) Is my industry listed in the Assigned Hazard Rating List?
To assist in the assessment, WorkSafeBC has assigned ratings of low, moderate, and high to various industries in an "Assigned Hazard Rating List." The list reflects the previous Schedule 7 in Part 33 (prior to March 30, 2004). The new designations correspond to former hazard ratings:
C in Schedule 7 = Low (L)
B in Schedule 7 = Moderate (M)
A in Schedule 7 = High (H)
If your industry is not in the "Assigned Hazard Rating List," it is probably because there is a wide variation in the industry as to the job functions, work processes, or tools and equipment. You can calculate a hazard rating using the adjustment calculation in (d) of this step, or you may call WorkSafeBC at 604-276-3100 or toll-free at 1-888-621-7233 and talk to an officer who can help you with this part of the assessment.
(b) Are the job functions, work processes, and tools used in my workplace typical of the industry?
You need to determine if the assigned rating is appropriate and make a rating adjustment if the circumstances warrant it. The overall workplace rating is based on typical job functions, which are designated as low risk or high risk. There is no moderate level for job functions, but the percentage of workers doing high-risk job functions and the amount of time they spend doing those job functions determines whether a workplace has an overall hazard rating of moderate or high.
Generally, to determine the level of risk of a job function, you should analyze the work conducted at the workplace to identify:
Conditions that exist or may develop during or at the end of the job
The work processes and the tools or equipment required for the job function
The past record of injuries, accidents, and other relevant circumstances associated with the job function
The following lists will help you determine whether your workplace has typical low-risk or high-risk job functions.
Typical low-risk job functions
Administrative and clerical tasks Retail tasks Service sector tasks (such as hospitality and tourism) Professional, financial, and business services Training or teaching Typical high-risk job functions
Working in the presence of a biological agent designated as a hazardous substance in section 5.1.1 of the Regulation, toxic substance, or chemical, which, if released, would result in workers needing immediate medical treatment as a result of inhalation or eye or skin contact
Working in the presence of equipment or machinery containing substances under high pressure, substances that may explode or catch fire, or substances that may react dangerously when combined with another process material
Using tools, equipment, or machinery for high-speed grinding, cutting, chipping, or drilling
Operating equipment or machinery where rollover is possible
Working near mobile equipment where there is a possibility of a worker being struck
Entering confined spaces where toxic atmospheres may exist or develop
Entering excavations greater than 1.2 metres (4 feet) in depth
Working in proximity to high-voltage lines
Being exposed to unusual risk of injury due to violence, drowning, animals, heat or cold, or falling objects
Working with, or in proximity to, firearms or explosives
Working where there are other hazard factors that may expose workers to risk of serious injury or occupational disease
If you decide that your workplace is not typical of the industry and that the assigned hazard rating is not appropriate, you can assess your level of risk and hazards in another way. See Step 2(d) below.
(c) Consider the type of injuries likely to occur, by looking at past incidents, near-misses, and injuries. Are these typical for this hazard rating?
The evaluation of types of injuries that can potentially occur is important, as varying levels of first aid attendants and supplies are required to promptly render first aid for varying types of injuries. For example, if a first aid attendant may need to move a person on a spine board, the workplace requires a Level 3 attendant or a Level 1 or 2 attendant with a Transportation Endorsement. If you want to know what the different levels of first aid courses cover, you can find this on the first aid web site under "Certification and Training": http://www2.worksafebc.com/Topics/FirstAid/FAQ.asp
Look at past first aid records, incident reports, and WorkSafeBC time-loss claims history to see the type of injuries that have occurred in the past. You may be able to get information on typical injury trends from an industry association or WorkSafeBC. If the hazard rating from the "Assigned Hazard Rating List" is appropriate, use that rating (L, M, or H) in Step 3. Or you may decide to use a higher hazard rating. If you have determined the appropriate hazard rating, you do not need to do the hazard rating adjustment in Step 2(d), which follows. Record this hazard rating on your worksheet.
(d) Do I want to calculate a different rating, more specific to my workplace?
Instead of using the table, you have the option of determining the hazard level using generally accepted principles and methods. The method in this guideline is one acceptable way to calculate an adjustment and is similar to methods used in other jurisdictions. WorkSafeBC officers may ask to see a written assessment or an explanation of your calculation of hazard rating.
Hazard rating adjustment The following factors are considered when determining the overall hazard rating of the workplace:
The primary function of the business and whether it accounts for the majority of the work at the workplace
The ratio of low-risk job functions to high-risk job functions
The calculations will use the extent of individual worker exposures to establish the overall workplace rating as low, moderate, or high. These ratings determine the appropriate level of first aid service.
Calculating the extent of exposure to high-risk job functions follows these principles:
A worker's exposure to a hazard is assessed by looking at the percentage of time the worker is exposed to the hazard. If a worker is exposed to more than one high hazard at the same time, the percentage of exposure is multiplied by the number of hazards.
If a worker is exposed to the same or different high hazards at different times, the percentages of exposure are added.
A rating could be adjusted up or down as a result of the calculations. Here is the method for adjusting between low and moderate
A low hazard rating would be adjusted up to a moderate hazard rating if either of the following occurs:
30% or more of the workers have individual total exposures of greater than 20% to a high-risk job function, or
50% or more of the workers have individual total exposures of greater than 10% to a high-risk job function
A moderate hazard rating would be adjusted down to a low hazard rating if both of the following occur:
70% or more of the workers have individual total exposures of 20% or less to a high-risk job function, and
50% or more of the workers have individual total exposures of 10% or less to a high-risk job function
Here is the method for adjusting between moderate and high
A moderate hazard rating would be adjusted up to a high hazard rating if either of the following occurs:
30% or more of the workers have individual total exposures of greater than 75% to a high-risk job function, or
50% or more of the workers have individual total exposures of greater than 50% to a high-risk job function
A high hazard rating would be adjusted down to a moderate hazard rating if both of the following occur: 70% or more of the workers have individual total exposures of 75% or less to a high-risk job function, and
50% or more of the workers have individual total exposures of 50% or less to a high-risk job function
It is expected that every workplace will have low-risk job functions. Therefore, it is generally expected that employers will start by assuming the workplace has a low hazard rating and will then move to a moderate or high rating if required. Adjustments are calculated from one level to the next, so it is a two-step process to go from low to moderate to high. Example
To use the above calculations, you will need to identify the job functions for each worker (or for each group of workers doing the same job functions). Find out what percentage of time is spent doing each job function; you will need the percentage of time doing high-risk job functions for the calculations. For example, in a lumber yard/retail hardware store, there are nine workers. Three workers do the same job. Each spends:
5% of the time trimming boards with a chop saw (high risk)
10% of the time operating and working around a fork lift (high risk)
80% of the time loading stock on dollies (low risk)
5% of the time doing cleanup (low risk)
Therefore, each of these three workers has an individual total exposure of 15% to high-risk job functions (obtained by adding 5% + 10%). The result is that 33% of the workforce has individual total exposures of 15%.
The remaining six workers do sales and office work, all spending 100% of their time in low-risk job functions. They have no exposure to high-risk job functions. Although a lumber yard is listed as moderate in the "Assigned Hazard Rating List," this particular lumber yard has lower-than-expected exposures to high-risk job functions. When the adjustment calculation is applied, the moderate hazard rating is adjusted down to a low hazard rating because both of the following conditions apply:
70% or more of the workers (in this case, 9 out of 9 workers) have exposures of 20% or less to high-risk job functions
50% or more of the workers (in this case, 6 out of 9 workers) have exposures of 10% or less to high-risk job functions
Step 3: Consider surface travel time to hospital.
The definition of "hospital" for the purpose of the assessment is "a hospital or diagnostic and treatment centre that has an emergency department or resuscitation area and a physician on duty, or immediately available on call, during the hours when workers might need these services." (a) Does it take more than 20 minutes to travel to hospital (by road or water) during working hours?
The calculation of time is based on the normal time to safely transport an injured worker on a stretcher by land or water, having consideration for the weather, road conditions, traffic patterns, and other factors that may affect travel and are likely to prevail during working hours. Check that the hospital or treatment facility
Travel time of more than 20 minutes: Use Table 1 for L rating, Table 3 for M rating, or Table 5 for H rating. Travel time of 20 minutes or less: Use Table 2 for L rating, Table 4 for M rating, or Table 6 for H rating. Step 4: Determine the number of workers on a shift.
If yes, this is the number of workers (including managers and supervisors) to count. If there are workers who are dispatched from a central workplace or workers in lodgings, they may need to be included in the first aid requirements for the central workplace. You can use the following method to count these workers.
Count as one worker each dispatched worker who stays within 20 minutes' surface travel time from the central workplace for more than 50% of the shift. Count one-quarter of the number of workers who stay within 20 minutes' surface travel time from the central workplace for 10% to 50% of the shift (but are farther away for the rest of the shift).
It is required that dispatched workers who work alone and travel more than 20 minutes from the central workplace carry their own first aid personal kit. See "First Aid Kits: Recommended Minimum Contents."
Include workers in lodgings at or near the workplace (within 20 minutes' travel time). The number of workers per shift should include all workers on shift and those in the lodgings.
As determined in Step 1, if the lodgings are more than 20 minutes from the workplace, the lodgings should be considered a separate workplace and have a separate first aid assessment. (b) How many workers per shift are there?
Count the number of workers for each shift. Use the table you identified in Step 3 and find the number of workers per shift in Column 1. At the end of Step 4
(a) Look at Column 2 of your table from Step 3. What supplies, equipment, and facilities are needed?Column 1 lists the following:
Emergency transportation vehicle (ETV) equipment and industrial ambulance equipment, if required (see "Emergency Vehicles and Equipment") Dressing station or first aid room and equipment, if required (see "First Aid Facilities: Recommended Minimum Criteria")
Column 3 lists the level of first aid attendant and the number of attendants if more than one is required for your workplace. For information on the levels of first aid certification, see "Types of First Aid Attendants and Training Programs."
Column 4 lists whether an emergency vehicle is required. For recommendations on ETVs and industrial ambulances (and on a mobile treatment centre as an alternative), see "Emergency Vehicles and Equipment."
Availability of a full-time crew or a part-time crew on call Obstructions on the access route to the workplace or other barrier likely to delay the arrival of an ambulance service. For example:
Areas in the workplace that are not safely accessible to the ambulance service, such as access which requires specialized training to effect rescue Rough terrain or other similar circumstances that prevent the ambulance from accessing the workplace
If an ambulance is not able to access the workplace, appropriate upgrading includes replacing a Level 2 attendant with a Level 3 attendant and supplying ETV equipment to facilitate preparing a patient for transport. See "Emergency Vehicles and Equipment" for more information on ETVs. The ETV should be appropriate for the terrain to be traversed and the injured or ill worker's condition. The situations for upgrading are listed in the tables in Column 5 (Other Considerations).
Keep in mind the types of potential injuries you identified in Step 2(c). Make sure that the level of attendant and the supplies and equipment are sufficient to deal with any identified delays in reaching medical treatment.
Step 6: Review your assessment.
The first aid assessment must be reviewed annually or whenever a significant change in operations occurs. Keep written records of the results of your review. G3.17 Developing and implementing first aid procedures
Issued March 30, 2004
Section 3.17 of the Occupational Health and Safety Regulation states:
There are samples of written first aid procedures for reference on the first aid web site under "Forms and Records": http://www2.worksafebc.com/Topics/FirstAid/FAQ.asp
To ensure the effectiveness of the employer's first aid service, a drill should be held at least once each year to test:
The employer should assign personnel to manage the first aid service at the workplace. That person's duties should include ensuring that the required attendants, supplies, facilities, and equipment are always available. This would include ensuring that attendants are replaced when they are absent or leave the employ of the employer and that supplies are replenished as they are used.
Section 3.18(1) of the Occupational Health and Safety Regulation states:
This guideline suggests suitable means of communication between the first aid attendant and workers.
There is an "effective means" of communication if workers throughout the workplace know how to alert the first aid attendant that service is required. That system could consist of a whistle, siren, series of lights, pager, two-way radios, or portable phones that the first aid attendant would see or hear and that would enable the attendant to know where to respond.
"Assistance" in section 3.18(1)(b) may include assistance from other workers, the B.C. Ambulance Service, or another ambulance service acceptable to the Board.
Section 3.18(2) of the Occupational Health and Safety Regulation states:
This guideline discusses how to ensure that the first aid attendant is available to render first aid promptly, as required by section 3.16(1).
In order to provide effective treatment, the equipment, facilities, and attendant must be accessible and first aid must be administered to the worker as soon as practicable after the injury or disease, in accordance with the practices and standards found in the attendant's training program.
An attendant should actually be present in the area served, during all working hours. This includes periods such as lunch or coffee breaks when workers are on shift and at the workplace but not actually working. The attendant, equipment, and facilities must be ready to receive the injured worker or to depart to where the worker is situated without delay, usually within 3 to 5 minutes of being summoned. (This allows the attendant time to clean up as needed, either take off coveralls or put on clean coveralls, and obtain the first aid kit.) The location of the central first aid service should be readily accessible. A service will be readily accessible where it is within 10 minutes' walking time (or driving time, where vehicles are normally used for general movement within the workplace) for all workers in a workplace. Alternatively, the service is readily accessible where the attendant can reach injured workers within 10 minutes' walking time (or driving time) to render first aid. Backup for absent first aid attendant
Where planned absences may leave on duty fewer than the required number of attendants, the employer should have a substitute first aid attendant available as soon as the absence commences. With regard to unplanned absences, an absence of up to approximately half a shift is permissible until a replacement attendant is in place.
Issued March 30, 2004; Revised March 5, 2013
Section 3.19 of the OHS Regulation ("Regulation") states:
The signature of the attendant or person giving first aid, and if possible, the signature of the worker receiving treatment
Section 3.20 of the OHS Regulation ("Regulation") states:
The prime contractor will normally set up a central first aid service for the whole workplace or arrange for a subcontractor to do this. The prime contractor is the person defined under the Workers Compensation Act ("Act") as the owner of the workplace unless the owner enters into a written agreement with another party to assume the responsibilities of the prime contractor.
The service should meet the requirements as to hazard classification, distance from hospital, and number of workers per shift of each workplace using it. In considering the accessibility of the service, the demands on it by all workplaces using it must be considered. The number of workers per shift used to determine the level of service is the total number of workers in all these workplaces. In addition, consider any use of the service by members of the public visiting these workplaces. In determining the location of the service, consider the need to provide first aid promptly. Also consider whether any workplaces are likely to create greater hazards and therefore make more use of the service. The level and location of the service must allow for any restrictions on access that may occur at peak work periods. Each employer participating in the service must separately comply with the obligation in section 3.19(1) to maintain records of all injuries and manifestations of disease at their own workplace. The service may also keep central records. The service and each employer must restrict access to any first aid records to the persons authorized by section 3.19(3). Any person who has access to the records must under section 3.19(5) keep them confidential except as required for the legitimate purpose of their access. The employer retains full legal responsibility for providing all first aid services for the workplace as required by Part 3 of the Regulation. If the service does not meet an obligation imposed on the employer, WorkSafeBC will hold the employer responsible, not the person agreeing to supply the service. G3.21 Suspension and cancellation of first aid certificates
Issued August 31, 2007
Section 3.21 of the OHS Regulation ("Regulation") states: (1) The first aid attendant must
(b) objectively record observed or reported signs and symptoms of injuries and exposures to contaminants covered by the Regulation, and
WorkSafeBC has the authority to suspend or cancel these first aid certificates under s.195 of the Act.
Where a WorkSafeBC certification or prevention officer (officer) learns of circumstances that may indicate a lack of competence or misconduct on the part of a first aid attendant, the officer may consider suspending the attendant's certificate. The Manager of Certification Services may then consider further action, which could involve cancellation of the certificate.
Under section 195 of the Act, WorkSafeBC may cancel or suspend a first aid certificate where it has "reasonable grounds for believing" that the holder has
Section 3.21 of the Regulation sets out the requirements for the first aid attendant. The failure of an attendant to meet these obligations would be a contravention of the Regulation for the purposes of s.195 and may provide grounds for the suspension or cancellation of the certificate. Such circumstances would include failing to
Promptly provide injured workers with a level of care within the scope of the attendant's training and in accordance with sections 3.14 through 3.21 of the Regulation
Refer for medical treatment workers with injuries considered by the first aid attendant as being serious or beyond the scope of the attendant's training
Policy D12-195-1 sets out an additional list of inappropriate conduct for first aid attendants, which may be considered to be failing to provide workers with an appropriate level of care under s.3.21, including
There are two stages to suspending and/or cancelling of an occupational first aid certificate. The first stage, a temporary suspension, involves an officer seizing the certificate from the attendant and forwarding it to the Manager of Certification Services. The second stage involves the Manager of Certification Services reviewing the circumstances leading to the suspension and making a determination on what further action should be taken. The Manager may cancel the certificate, return it to the attendant, or place conditions based on the review.
Before a first aid certificate may be suspended or cancelled, WorkSafeBC must have "reasonable grounds for believing" that a contravention of the Act or Regulation or a breach of the terms of the attendant's certificate has occurred. While a finding of "reasonable grounds" does not require absolute proof that circumstances amounting to non-compliance have occurred, it does require that the officer undertake an investigation of the circumstances in question to ensure the suspension or cancellation is reasonable.
Once the investigation is complete, and the officer thinks there are reasonable grounds for concluding that the attendant has failed to comply with the Act, Regulation, or the terms of the certificate, the officer will
This order must specify the length of time that the suspension is in effect (as required by s.195(2) of the Act). The duration of the suspension may be up to seven days pending review by the manager of Certification Services.
The type of action the Manager takes will depend on the circumstances of each case. Factors that will be considered include
Whether the breach was caused by carelessness, recklessness, willful blindness, or intentionally
Once the Manager has made a determination, a letter is forwarded to the attendant notifying him/her of the Manager's decision and specifying the conditions under which reinstatement may occur. The letter also advises of the right to appeal. A "Request for Review" form is included with the letter.
The employer is notified if the attendant's certificate is cancelled. The training agency that issued the certificate is also notified of the cancellation.
Section 96.2(1)(c) of the Act provides that a person may request a review officer to review "a Board order, a refusal to make a Board order, a variation of a Board order or a cancellation of a Board order respecting an occupational health or safety matter under Part 3." Please refer to the "Reviews and Appeals" section of the OFA1 Standard.
Guidelines Part 3 - First aid supplementary materials
The following supplementary materials support OHS guidelines G3.14 to G3.20:
Download PDF version (60 KB) of list.
"L" represents low;
"M" represents moderate;
"H" represents high N.E.S. means not elsewhere specified
Abrasives-Mfg.M
Acetylene Gas-Mfg.H
Acetylene WeldingM
Acids-Mfg.M
Acoustical ContractorsM
Adding Machines-Mfg. or repairsL
Aerials-ErectionH
Air Conditioning Contractors M
Air Transportation-Air PersonnelM
Air Transportation-Ground PersonnelM
Airport ConstructionH
Alcoholic Beverages-Mfg.M
Alkalis-Mfg.M
Aluminum-SmelterH
Ambulance ServiceM
Amusement ParksL
Animal BreedingM
Animal Foods-CanningM
Apartment Buildings-OperationL
Apiary L
Appliance RentalL
Appliances-Household Electrical-Mfg. or Repairs M
Appliances-Transmission Line-installation H
Argent Recovery Process L
Armaments-Mfg. H
Armature Rewinding-Small Motors-No Installation WorkM
Arsenical Products-Mfg. M
Artificial Ice-Mfg. M
Artificial Insemination Station M
Artificial Limbs-Mfg. M
Asbestos Mining H
Asphalt Paving Material-Mfg. H
Asphalt Roofing-Application H
Asphalt Roofing, Shingles, Siding or Tile-Mfg. M
Assaying M
Auctioneering Establishment L
Auto Courts or Trailer Courts L
Automobile Driving Schools L
Automobile Painting, Repairs or Sales M
Automobile Rental L
Automobile Springs-Mfg.M
Avalanche ControlH
Awnings-Mfg.M
Babbitt-Mfg.M
Baggage Transfer ServiceM
Bags-Plastic or Paper-Mfg.M
Bags or Trunks-Mfg.M
Bakeries or Distribution of Bakery ProductsM
Barber ShopsL
Barber Supply HousesL
Barrels-Wooden-Mfg.H
Bath Service-SteamL
Batteries-Mfg.M
Beauticians' Supply HousesL
Beauty SalonsL
Beds-Iron or Bedsprings-Mfg.M
BeekeepingL
Belting-Rubber-Mfg.M
Berry FarmsM
Beverages-Alcoholic-Mfg.M
Beverage-Non Alcoholic-Mfg.M
Bicycle Repair ShopsL
Billiard Equipment-Installation or RepairsM
Billiard ParloursL
Biscuits-Mfg.M
BlacksmithingM
Blasting Work as a BusinessH
Blinds-Venetian-Metal-Mfg.M
Blinds-Venetian-Wooden-Mfg.M
Blinds-Window-Cloth-Mfg.M
Boarding Car OperationsL
Boats-Plastic-Mfg.M
Bodies-Truck or Trailer-Mfg.M
Boilers-Installation or RemovalH
Boilers-Mfg.H
Bolts-Mfg.M
BookbindingL
Booming Ground OperationsH
Booming or Log SortingH
Bowling AlleysL
Bowling Equipment-Installation or RepairsM
Bowling-Lawn-ClubsL
Boxes-Cardboard or Plastic-Mfg.M
Bricks-MfgM
Bridge ConstructionH
Bridge OperationsL
Broadcasting StationsL
Brooms or Brushes-Mfg.M
Builders Supply YardsM
Building ConstructionH
Building Construction-Non Industrial, N.E.S.H
Building MovingH
Buildings-Apartments or Commercial-OperationL
Buildings-Electrical WiringM
Buildings-InsulationM
Buildings-Steam Cleaning-ExternalM
Bulldozer Operations as a BusinessH
Bus Lines-Maintenance or OperationM
Bus Services-Chartered-OperationL
Buttons-Mfg.L
CabaretsL
Cabinet making without MachineryM
Cable Television ServiceL
Cafes or Coffee ShopsL
Canning Animal FoodsM
Canning MeatsM
Canning or Packing Fruits or VegetablesM
Canning or Processing FishM
Canoes-ConstructionM
Cans-Mfg.M
Canvas Work-Mfg.M
Car WashL
Cardboard Boxes-Mfg.M
Carpenter ShopsM
Carpet LayingM
Carpets-Mfg.M
Cartage or Express ServiceM
Cash Registers-Mfg. or RepairsL
Catering-IndustrialL
Catering, N.E.S.L
Causeways or Jetties-ConstructionH
Cement-Mfg.M
Cement Blocks-Mfg.M
Cement Products-Mfg., N.E.S.M
Cement Work, N.E.S.M
Cemetery OperationsM
Chair Lifts or Ski Tows-OperationM
Charcoal-Mfg.M
Chemicals-Mfg., N.E.S.M
Chicken CatchingL
Chimney CleaningM
Christmas Tree CuttingM
Christmas Tree Farms-OperationM
Cigars-Mfg.L
Clay MiningH
Clay Ornaments-Mfg.L
Cleaning-Buildings-Steam-ExternalM
Cleaning-ChimneyM
Cleaning Compounds-Mfg.M
Cleaning or Dyeing ServiceL
Cleaning-WindowsM
Clerical Employees-Supplying as a BusinessL
ClinicsL
Cloth-Mfg.M
Cloth Window Blinds or Clothing-Mfg.M
Clubs-PrivateL
Coal MiningH
Coal Yards-OperationM
Coffee-RoastingM
Coffins-Wooden-Mfg.M
Cold Storage PlantsH
Collection-FishM
Collection-KelpM
Commercial Buildings-OperationL
Commercial DivingH
Commercial Properties-OperationL
Communication SystemsM
Compressed Sawdust Fire Logs-Mfg.M
Concrete Beams-Prestressed-Mfg.M
Concrete Products-Mfg., N.E.SM
Concrete Work-Reinforced, N.E.SM
Confectionery-Mfg.M
Consulting EngineeringL
Containers-Cardboard or Plastic-Mfg.M
CooperageH
Corrosion-Control-ElectricalL
Cosmetics-Mfg.L
CreosotingM
Crop-dusting or Spraying by AircraftH
Crushing-StoneM
Cultivation-OysterM
Curing HidesM
Curling RinksL
Cushions-Mfg.M
Dairy FarmingH
Dairy Products-DistributionM
Dam-ConstructionH
Dance Halls as a BusinessL
Delicatessen Products-Mfg.M
Delivery ServiceM
Demolition-Bldgs.H
Dental LaboratoriesL
Dental Supply HousesL
Department StoresL
Diamond DrillingH
Diaper ServiceL
Die Casting or Die MakingM
Digging-Water WellH
Display Painting-Shop OnlyL
DistilleriesM
Distribution of Automatic Amusement, Music or Vending Machines or DevicesM
Dive FishingH
Domestic or other Household EmployeesL
Drapes-Mfg.L
DredgingH
Drilling-DiamondH
Drilling N.E.S.H
Drilling-Oil or Gas Well, N.E.S.H
Drilling-Oil or Gas Well-OffshoreH
Drilling-Water WellH
Driving SchoolsL
Drugs-Mfg.M
Dry-cleaning-ClothingL
Dry Docks-ConstructionH
Dry Docks-OperationH
Drywall ContractorsM
DyeingL
Dykes-Construction or RepairH
Egg FarmingL
Electric ContractorsM
Electric Light and Power Plants-Construction by an Electric Light and Power Company for the purpose of its BusinessH
Electric Light and Power Plants and Lines-OperationM
Electric Lighting Systems-Construction or Installation, N.E.S.H
Electric Railways-Maintenance or OperationH
Electric WeldingM
Electrical Appliances-Household-Mfg. or RepairsM
Electrical Control Panels-Mfg.M
Electrical Corrosion ControlL
Electrical Wiring of BuildingsM
ElectroplatingM
Elevators-Installation-Mfg. or RepairsM
Employers' AssociationsL
Enamelling-MetalM
Enamelling-PorcelainM
Engineering-ConsultingL
Engines-Installation or RemovalM
Engines-Mfg.M
EngravingL
Envelopes-Mfg.M
Equipment-Heavy-Sales, Service, Rental or RepairM
Excavation Work as an industryH
Excelsior-Mfg.M
Explosives-Mfg.H
Exterminating ServiceL
Extracts-Flavouring-Mfg.M
Farm Labour Supply (* Adopt the hazard classification of the commodity group to which labour is supplied.)*
Farm Services (where not directly related to other farming industries. This category covers the use of harvesting equipment)H
Feed LotsH
Feed or Farm Supply DealersM
Fertilizer-Fish-Mfg.M
Fertilizer-Mfg., N.E.S.M
Film DistributionL
Fire-fightingH
Fish-Canning or ProcessingM
Fish CollectionM
Fish Fertilizer or Fish Oil-Mfg.M
Fish WholesalingM
FishingM
Fishing-Independent OperatorsM
Flakeboard-Mfg.H
Floor Cleaning or Floor Waxing ServiceL
Floor LayingM
FloristsL
Flour MillsM
Flumes-ConstructionH
Flying SchoolsM
Food Products-Mfg., N.E.S.M
Food Products-Misc.-Mfg.M
FoundriesH
Freighting, N.E.S.M
Frozen Dinners-Mfg.L
Fruit-Canning or PackingM
Fuel Yards or Fuel DistributionM
Fumigating ServiceL
Funeral UndertakingL
Fur Goods IndustryL
Furnaces-Mfg.M
Furniture-Mfg.M
Furniture Making-without MachineryM
Furniture-Metal-Mfg.M
Furniture-UpholsteringL
GalvanizingM
GaragesM
Garbage Collection ServiceM
Gardening (Exclusive of market gardening) or Landscape GardeningM
Gas-Acetylene-Mfg.H
Gas-Natural-Distribution System Operation (Exclusive of Trans-Provincial Pipeline Systems)M
Gas-Natural-or Oil Pipeline Construction H
Gas or Oil Producers-Explorers-DevelopersH
Gas or Oil Well Drilling, N.E.S.H
Gas or Oil Well Drilling-OffshoreH
Gas or Oil Well Servicing by means of Service RigsH
Gas or Oil Well Servicing by means other than Service RigsH
Gas-Propane-DistributionH
Geophysical ContractorsH
Glass Bottles or Jars-Reconditioning or Mfg.H
Glass Cutting-Polishing-GrindingM
Glass Products-Mfg., N.E.S.M
Golf Courses, Ranges or ClubsL
Grain ElevatorsM
Grain FarmingH
Grain LiningH
Gravel PitsH
Gravel or Tar RoofingH
Gravelling-Roads, Runways or SidewalksM
Greenhouse-OperationM
Guns-Mfg.M
Gypsum-Mfg.M
Hairdressing EstablishmentsL
Hardboard-Mfg.H
Hats-Mfg.L
HaulingM
Hauling LogsH
Hay Farming or HayingH
Health Clubs or SpaL
Heating Equipment-Installation or Servicing, N.E.S.M
Heating Plants or Systems, N.E.S.M
Hides-Curing or Wholesale RawM
Hobby ShopsL
Hog FarmingM
Hop GrowingM
Horse Race CoursesL
Horticultural NurseriesL
Hose-Rubber-Mfg.M
HospitalsL
Hospitals-GovernmentM
Hospitals-VeterinaryL
Hot Metal OperationsH
Household Electrical Appliances-Mfg. or RepairsM
Household or Other Domestic EmployeesL
House Moving or RaisingH
Ice-Artificial-Mfg.M
Ice Cream-Mfg.M
Ice Distribution, Handling or HarvestingM
Ice RinksL
Industrial CateringL
Industrial Properties-OperationL
Industrial TestingM
Ink-Mfg.M
Insecticides-Mfg., N.E.S.M
Installation-Boilers, Engines or MachineryH
Insulating-BuildingsM
Interior Decorating or Designing ServiceL
Iron Beds-Mfg.M
Iron Works-Ornamental-InstallationM
Irrigation Works-Operation or MaintenanceM
Janitor ServiceM
Jetties or Causeways-ConstructionH
Jewellery-Mfg.L
Junk DealersH
Kelp CollectionM
Kiln DryingH
Kilns-LimeM
Knitting MillsM
Labour UnionsL
Laminated Beams-Mfg.M
Lamp Shades-Mfg.L
Land Clearing or Grading as an IndustryH
Land SurveyingM
Landscape GardeningM
LathingM
Laundry ServiceM
Law BusinessL
Lawn Bowling ClubsL
Lead Articles-Mfg.M
Leather Goods-Repairs, N.E.S.L
Leather Good Shops-Assembly or RepairsL
Lens GrindingL
Licensed Public Houses or Lounges when operated by a separate companyL
Light and Power PlantsM
Lighting Fixtures-Mfg.M
Lighting Systems-Electric Construction or Installation, N.E.S.M
Lime KilnsM
Lime QuarryingH
Linen Supply ServiceL
Linoleum LayingM
LithographingM
LocksmithsL
Lodging Houses-OperationL
LoggingH
Log HaulingH
Log Sorting or BoomingH
Logs-Sawdust-Compressed-Fire-Mfg.M
Lumber-Kiln DryingH
Lumber YardsM
Macaroni-Mfg.M
Machine ShopsM
Machinery-Installation or RemovalM
Machinery-RentalM
Manufacturers' AgentsL
Marina OperationM
Marine Elevators-InstallationM
Marine Railway OperationH
Marine SalvageH
MasonryM
Matches-Mfg.M
Mats-Rubber-Mfg.M
Mattresses-Mfg.M
Meat PackersM
Meat Pies-Mfg.M
Meat Products-Prepared-Curing-Smoking-Mfg.M
Meats-CanningM
Meats-WholesalingM
Medicines-Mfg.L
Messenger ServiceM
Metal Articles-Sheet-Mfg.M
Metal EnamellingM
Metal Furniture-Mfg.M
Metal MiningH
Metal Pipe-Mfg.H
Metal Products-Small-AssemblyM
Metal-Scrap-HandlingH
Metal-Sheet-Erection or RepairsM
Metal-Stamp-AssemblyM
Metal Venetian Blinds-Mfg.M
Metalware-Small-Mfg., N.E.S.M
Microwave SystemsL
Milling-FlourM
Milling-RiceM
Mining-ClayH
Mining-CoalH
Mining-MetalH
Mink FarmingL
Mixed Farming (eg. grains, cattle, hogs)H
Monument Lettering or SettingL
Mops-Mfg.M
MotelsL
Motion Picture Houses-OperationL
Motion Picture ProductionM
Mouldings-Rubber-Mfg.M
Moving BuildingsH
Moving and StorageM
Mucilage-Mfg.M
Mushroom GrowingM
Nails-Mfg.M
Natural Gas Distribution Systems-Operation (Exclusive of Trans-Provincial Pipeline Systems)M
Natural Gas or Oil Pipelines-OperationM
Navigation ServicesH
Neon Signs-Installation or Mfg.M
Night ClubsL
Non-Alcoholic Beverages-Mfg.M
Non-Industrial Building Construction, N.E.S.H
Noodles-Mfg.M
Nurseries-HorticulturalL
Nursing HomesL
Nuts-Mfg.M
Offshore Oil or Gas Well DrillingH
Oil DistributionM
Oil-Fish-Mfg.M
Oil or Gas Producers-Explorers-DevelopersH
Oil or Gas Well Drilling, N.E.S.H
Oil or Gas Well Drilling-OffshoreH
Oil or Gas Well Servicing by means of Service RigsH
Oil or Gas Well Servicing by means other than Service RigsH
Oil or Natural Gas Pipelines-ConstructionH
Oil or Natural Gas Pipeline-OperationM
Oil RefiningM
Optical Goods-Mfg.L
OrchardsM
Ore-Reduction, N.E.S.H
Ornamental Iron Work-InstallationM
Ornamental Iron Work-Mfg.M
Outboard Motors-Repair or ServiceM
Oxygen-Compressed or Liquified-Mfg.M
Oyster-CultivationM
Packing or Canning Fruit or VegetablesM
Packing-MeatM
Pails-Wooden-Mfg.M
Paint-Mfg.M
Painting-AutomobileM
Painting-Show-card or Display-Shop OnlyL
Painting-Steel FrameM
Panels-Electrical-Control-Mfg.M
Paper-Asphalt or Building-Mfg.H
Paper Bags-Mfg.M
Paper HangingL
Paper MillsH
Paper Products-Mfg., N.E.S.M
Paper-Tar-Mfg.M
Parcel Delivery ServiceM
Park OperationsL
Parking LotsL
Patrolmen-PrivateL
Paving Material-Asphalt-Mfg.H
Peanut Butter-Mfg.L
Peat Digging or ProcessingH
Pharmaceuticals-Mfg.L
Phenol and like Petrochemicals, Mfg., N.E.S.M
Photographic Film Processing or Photography StudiosL
Physicians' Supply HousesL
Physiotherapy Equipment-Mfg. or RepairsL
Pianos-Mfg. or RepairsL
Picture FramingL
Piers-ConstructionH
Pile DrivingH
Pilot Car ServiceL
Pipe FittingM
Pipeline-Oil or Natural Gas-ConstructionH
Pipeline-Oil or Natural Gas-OperationM
Pipe-Wooden-Mfg.H
Pitch-Mfg.M
Planing MillsH
Plaster Ornaments-Mfg.L
PlasteringM
Plastic Bags-Mfg.M
Plastic Boats-Mfg.M
Plastic Boxes-Containers-Mfg.M
Plastics-Small Articles-AssemblyL
Plastics or Synthetic Resins-Mfg.M
PlatingL
Plumbing or HeatingM
Plywood-Mfg.H
Pole Manufacturing Plants-Operation-when such operation is conducted as a separate industryH
Police ServicesH
Polish-Mfg.M
Porcelain EnamellingM
Pottery-Mfg.L
Poultry Dressing or ProcessingM
Poultry FarmingL
Poultry Hatcheries (Where not a farming operation)L
Power and Light Plants or Lines-Electric-OperationM
Precision Instruments-AssemblyM
Prestressed Concrete Beams-Mfg.H
Private ClubsL
Private Schools, N.E.S.L
Processing or Canning FishM
Professional Dive Instructor/GuideM
Propane Gas-DistributionH
Public Utilities, N.E.S.M
Publishing when accompanied with PrintingM
Pulp or PaperH
Putty-Mfg.M
Quarrying-Gravel, Sand or ShaleH
Quarrying-LimeH
Quarrying-StoneH
Rabbit FarmingL
Race Courses-HorseL
Radar Systems-Installation or MaintenanceM
Radio BroadcastingL
Radios-Mfg. or RepairsL
Railway Construction or Demolition, N.E.SH
Railway Maintenance, N.E.S.H
RanchingH
Reduction-Ore, N.E.S.H
Refining-OilM
Refrigeration Equipment-Installation or Repairs, N.E.S.M
Refrigerators-Mfg.M
Reinforced Concrete WorkM
Removal-Boilers, Engines or MachineryH
Rental-AppliancesL
Rental-Automobiles or TrucksL
Rental-Machinery-Heavy EquipmentM
Repair-DykesH
Repair-ElevatorsM
Repair-Outboard Motors and other small Gasoline EnginesM
Repair-Refrigeration Equipment, N.E.S.M
Repair-Sheet MetalM
Repair-Steel FrameM
Repair of all VesselsH
Reservoirs-ConstructionH
Resin-Synthetic-Compounds-Mfg.M
Resin-Synthetic-Mfg.M
Rest HomesL
RestaurantsL
Retail StoresL
Rice MillingM
Road ConstructionH
Roads-Gravelling or SurfacingM
Rock Tunnelling, N.E.S.H
Rock Wool-Mfg.M
Roller RinksL
Rolling MillsH
Roofing-Asphalt-Mfg.M
Roofing Contractors - Steep SlopeH
Roofing-Tar or GravelH
Roofing-Tar Saturated-Felt-Mfg.M
Roofing Waterproof Fabric-Mfg.M
Rooming Houses having ten or more bedroomsL
Ropes-Mfg.M
Rowboats-ConstructionM
Rubber Belting-Mfg.M
Rubber Goods-Small-Mfg.L
Rubber-Small Articles-AssemblyL
Rubbish RemovalM
Runways-Gravelling or SurfacingM
Sails-Mfg.M
Salts-Mfg.M
Salvage-MarineH
Sand BlastingM
Sand PitsH
Sanitation ServiceM
Sash and Door FactoriesH
Sausage or Sausage Casings-Mfg.M
Saw-Mfg. or RepairingM
Sawdust Fire Logs-Compressed-Mfg.M
Sawdust YardsM
SawmillsH
Scaffolding RentalM
Scales-AssemblyM
School Bus Service-OperationL
Schools-Driving-AutomobileL
Schools-MunicipalL
Schools-Private, N.E.S.L
Scrap Metal-HandlingH
Security ServiceL
Seed FarmingM
Septic Tank ServiceM
Service of Outboard Motors or other Small Gasoline EnginesM
Service StationsL
Servicing Heating Equipment, N.E.S.M
Servicing of Oil or Gas Wells by means of Service RigsH
Servicing of Oil or Gas Wells by means other than Service RigsH
Sewer Construction, Sewers or Sewage Disposal Plants or SystemsH
Shale PitsH
Sheep FarmingM
Sheet Metal WorkM
Shingle or Shake MillsH
Shingles-Asphalt-Mfg.H
Shipbuilding-Canoes or RowboatsM
Shipbuilding-SteelH
Shipbuilding-WoodenH
Shipping Services, N.E.S.M
Ships-OperationL
Shoe RepairingL
Shoe-Mfg.M
Shopping Centres-OperationL
Showcard Painting-Shop OnlyL
Sidewalks-Gravelling or SurfacingM
Siding-Asphalt-Mfg.M
SilverplatingL
Sintering-TungstenM
Skating RinksL
Ski-Tows-OperationM
Small Metal Products-AssemblyL
Small Rubber Goods-Mfg.L
Smelter-AluminumH
Snow or Ice Removal as a BusinessM
Soap-Mfg.M
Soya Bean Paste-Mfg.L
Spaghetti-Mfg.M
Spices-packaged-Mfg.M
Spikes-Mfg.L
Spinning MillsM
Spokes-Wooden-Mfg.M
Springs-Automobile-Mfg.M
Stamps-Metal-AssemblyM
Stamps-Rubber-Mfg.M
Stationery-Mfg.M
Staves or Heads-Mfg.H
Steam Bath ServiceL
Steam Cleaning Buildings-ExternalM
Steel FabricationH
Steel Frame Erection or RepairsH
Steel Frame PaintingM
Steel ShipbuildingH
StevedoringH
StockyardsM
Stone CrushingM
Stone Cutting or DressingM
Stores-RetailL
Stoves-Mfg.M
Street CleaningM
Stucco-Mfg.M
Sugar-Mfg.M
Supplying Clerical Employees as a BusinessL
Supplying Manpower other than Clerical Employees as a BusinessL
Surfacing-Roads, Runways or SidewalksM
Synthetic Resin Compounds-Mfg.M
Synthetic Resins-Mfg.M
Syrups-Mfg.L
Tailor ShopsL
Tanks-Erection or InstallationH
Tanneries-OperationM
Tar-Mfg.M
Tar or Gravel RoofingH
Tar Saturated Felt Roofing-Mfg.M
Taxi Cab BusinessL
Tea BlendingL
Telegraph Systems-OperationL
Telephone Systems-OperationL
Television Receivers-Mfg. or RepairsL
Tennis ClubsL
Tents-Mfg.M
Terrazzo LayingM
Terra Cotta-Mfg.M
Testing-Industrial-LaboratoriesM
Textiles-Mfg., N.E.S.M
Theatres-OperationL
ThreshingH
Tile-Asphalt-Mfg.M
Tile ContractorsM
Tiles-Mfg.M
TinningM
Tinware or Tinware Products-Mfg.M
Tires-Rubber-Mfg.M
Toilet Preparations-Mfg.L
Tools-RentalL
Tourist Resorts (Where not a part of a ranch operation)L
Toys-Wooden-Mfg.M
Trade UnionsL
Trailer CourtsL
Trailer Rental or LeasingL
Trailers or Truck Bodies-Mfg., N.E.S.M
Training Walls to Deflect Water-ConstructionH
Tramways or Cable CarsM
Transmission Line Appliances-InstallationH
Transmission Lines or Ducts-ConstructionH
Travelling Wood SawsM
Tree ServiceM
Truck Bodies or Trailers-Mfg., N.E.S.M
Truck RentalL
Trucking, N.E.S.M
Trucking-LogsH
Trunks or Bags-Mfg.M
Tugboat OperationM
Tungsten-SinteringM
Tunnelling, N.E.S.H
Tunnelling-Coal MineH
Tunnelling-Metal MineH
Tunnelling-RockH
Twines-Mfg.M
Typewriters-Mfg. or RepairsL
U-Drive EstablishmentsL
UpholsteringL
Vacation ResortsL
Vacuum Cleaners-Mfg. or RepairsL
Varnish-Mfg.M
Vegetable FarmingM
Vegetable GreenhousesM
Vegetables-Canning or PackingM
Veneer-Mfg.H
Venetian Blinds-Metal-Mfg.M
Venetian Blinds-Wooden-Mfg.M
Vessels-RepairH
Vessels-Steel ConstructionH
Vessels-Wooden-ConstructionH
Veterinary HospitalsL
Warehouses-Public - OperationM
Washing Machines-Mfg. or RepairsL
Watch Repairs or Mfg.L
Waterproof Roofing Fabric-Mfg.M
Water TransportationM
Water Well Digging or DrillingH
Waterworks or Water Treatment Plants or Systems-Construction or Operation-Not MunicipalH
Waxes-Household-Mfg.M
Weaving MillsM
Weed Control Products-Mfg., N.E.S.M
Weed Control ServiceL
Welding ShopsM
Well Digging or Drilling-WaterH
Wells-Oil or Gas-Servicing by means of Service RigsH
Wells-Oil or Gas-Servicing by means other than Service RigsH
WhalingM
Wharf OperationsH
Wharves-ConstructionH
Wholesale Establishment, N.E.S.L
Wholesale FishM
Wholesale MeatsM
Wholesale Raw HidesL
Wholesalers, N.E.S.L
Window Blinds-Cloth-Mfg.M
Window Blinds-Venetian-Metal-Mfg.M
Window Blinds-Venetian-Wooden-Mfg.M
Window CleaningM
Wire, Wire Fence or Wire Products-Mfg.M
Wood Filler-Mfg.M
Wood PreservingH
Wood Saws-TravellingM
Wood Yards OperationM
Wooden Barrels-Mfg.H
Wooden Box WorksH
Wooden Coffins-Mfg.M
Wooden Pipe-Mfg.H
Wooden Spokes or Toys-Mfg.M
Wooden Venetian Blinds-Mfg.M
Wooden Vessels-ConstructionH
Woodworking ShopsM
Wreckers, AutoH
X-ray Equipment-Mfg. or repairsM
Note: As of February 1, 2008, the recommended minimum levels of first aid have been replaced with required minimum levels of first aid. See Schedule 3A - Minimum Levels of First Aid in the OHS Regulation.
WorkSafeBC recognizes three types of Occupational First Aid attendants: Level 1, Level 2, and Level 3. WorkSafeBC has developed training courses for each of these levels as well as endorsement training courses that are available to Level 1, Level 2, and Level 3 attendants. All certificates and certificate endorsements are valid for three (3) years. Extensions of the duration of certificates are not permitted.
Level 1 certification requires successful completion of an Occupational First Aid Level 1 training course. This is a 7-hour course. Renewal of Level 1 certification requires successful completion of the full course. In some circumstances, restricted Level 1 certificates may be issued to firefighters employed by municipal fire departments who have not taken the course. Level 2 First Aid Certificate
Level 2 certification requires participation in a 36-hour training course and passing an examination acceptable to WorkSafeBC. Renewal is normally accomplished by retaking the course and exam; however, the candidate may elect to take the exam without additional training. Based on qualifications and experience, restricted Level 2 certificates may be issued to physicians and registered nurses in hospitals and to firefighters in municipal fire departments who have not taken the course.
A Transportation Endorsement for a Level 1 or Level 2 first aid certificate requires the certificate holder to successfully complete a 7-hour Occupational First Aid Transportation Endorsement training course. Other training courses, providing they meet specific standards set by WorkSafeBC and are approved by WorkSafeBC, may qualify candidates for equivalent Level 1, 2, and 3 certification, or a transportation endorsement. These other courses, however, cannot be titled Occupational First Aid Level 1, Occupational First Aid Level 2, Occupational First Aid Level 3, or an Occupational First Aid Transportation Endorsement.
Schedule 3-A Minimum Levels of First Aid: Tables 1-6 in the OHS Regulation, indicate in Column 2 the level of first aid kit required for different workplaces.
These items must be kept clean and dry. A weatherproof container is recommended.
sterile adhesive dressings, assorted sizes, individually packaged
wallet-sized instruction card advising the worker to report any injury to the employer for entry in the first aid records, and instructions on how the worker is to call for assistance
14 cm x 19 cm wound cleansing towelettes, individually packaged
These items must be kept clean and dry and must be ready to take to the scene of an accident. A weatherproof container is recommended.
hand cleansing towelettes, individually packaged 50
sterile adhesive dressings, assorted sizes, individually packaged 6
10 cm x 10 cm sterile gauze dressings, individually packaged 2	10 cm x 16.5 cm sterile pressure dressings with crepe ties 2
20 cm x 25 cm sterile abdominal dressings, individually packaged
cotton triangular bandages, minimum length of base 1.25 m 2
14 cm stainless steel bandage scissors or universal scissors
11.5 cm stainless steel sliver forceps
2.5 cm x 4.5 m adhesive tape
7.5 cm x 4.5 m crepe roller bandage
pocket mask with a one-way valve and oxygen inlet
pairs of medical gloves (preferably non-latex)
instruction card advising workers to report any injury to the employer for entry in the first aid records, and how a worker is to call for assistance Level 1 first aid kit
These items must be kept clean and dry and must be ready to take to the scene of an accident. A weatherproof container is recommended for all items except the blankets. Blankets should be readily available to the first aid attendant. 3
14 cm x 19 cm wound cleaning towelettes, individually packaged
hand cleansing towelettes, individually packaged 100
10 cm x 16.5 cm sterile pressure dressings with crepe ties
7.5 cm x 4.5 m crepe roller bandages
cotton triangular bandages, minimum length of base 1.25 m
11.5 cm stainless steel sliver forceps 12
10 cm x 10 cm sterile gauze dressings, individually packaged
2.5 cm x 4.5 m rolls of adhesive tape
5 cm x 4.5 m rolls of adhesive tape
500 ml sterile 0.9% sodium chloride solution (saline) in unbreakable container
60 ml of liquid antibacterial soap in unbreakable container
penlight or flashlight with batteries
7.5 cm x 4.5 m esmarch gum rubber bandage
portable oxygen therapy unit consisting of a cylinder (or cylinders) containing compressed oxygen, a pressure regulator, a pressure gauge, a flow meter and a non-rebreathing mask (may be kept in a separate container from the other supplies)
oropharyngeal airway kit (may accompany the portable oxygen therapy unit)
manually operated self-inflating bag-valve mask unit with an oxygen reservoir (may accompany the portable oxygen therapy unit)
The level 3 first aid kit is the same as the level 2 kit except that, in addition, one portable suction unit is recommended.
Schedule 3-A Minimum Levels of First Aid in the OHS Regulation ("Regulation"), contains the minimum levels of first aid required for various workplaces. Tables 1-6 indicate in column 2 whether or not a first aid facility is required, and, if a facility is required, what type (dressing station or first aid room). This document gives guidance on how to set up a first aid facility and some specific recommendations for dressing stations and first aid rooms. It also includes recommendations for portable oxygen therapy equipment and oxygen powered resuscitators, which may be part of the necessary equipment in the facility, as well as recommendations for the storage and safe-keeping of drugs and medicines if these are kept in the first aid facility.
In remote areas, building a first aid facility may not be practicable. However, the facility should be at least of the same design and construction as workers' lodgings. If trailers are provided for workers' lodgings, a trailer should be provided for the first aid facility. When a tent is used, it should
Be fitted with a non-porous floor that can be cleaned with soap and water Have a source of heat that will provide sufficient warmth for good patient care (maintaining body temperature)
A first aid facility may be locked to prevent theft and vandalism or for other appropriate reasons. If so, there must be effective means of immediate access during all working hours. Utilities
The facility should be adequately illuminated, heated, and ventilated. It should have a sink plumbed with hot and cold running water or, if this is not practicable, an alternative system for supplying fresh, potable water. If showering may be a required treatment for chemical exposure, the facility should have a shower or have a shower facility as near as practicable. It may be impracticable to plumb a first aid facility in certain situations, such as where the facility is a trailer on a construction site or the work is at a remote location. In these cases, one of the following alternative sources or water, with means to heat it, may be considered until a permanent source of water can be connected:
The facility has an internal tank able to hold a minimum of 45 litres (10 gallons) of fresh potable water which can be pumped into the facility's sink. The water in this tank must be changed daily, or changed weekly if treated for the prevention of contamination. The facility is connected to a hose or water line from a fresh potable water outlet that can be pumped into the facility's sink. The facility has an insulated container able to hold about 20 litres (5 gallons) of fresh potable water changed daily to prevent contamination. A fresh water supply company provides fresh water in a bottle or jug attached to a hot/cold dispenser.
Since the facility must be kept clean and sanitary, a non-porous floor covering is recommended. The facility should have a notice conspicuously displayed outside the door or in the area, indicating how to call and where to find the attendant.
The first aid facility is also subject to the general requirements relating to workplace premises in the Regulation, for example, sections 6.33 to 6.41 (biological agents) and sections 4.81 to 4.83 (environmental tobacco smoke).
A first aid facility may be used for purposes other than first aid if
It is immediately available for first aid treatment The facility is not at a remote workplace (more than two hours' surface travel from a hospital)
The minimum floor area needed for first aid is maintained Such use will neither impede the treatment of an injured worker nor pose a hazard to workers
Additional recommendations for dressing stations
In addition to the previous recommendations for a facility, a dressing station should be at least 4.3 square metres (48 sq ft). It should have the following dressing station equipment:
metal splints, minimum length 60 cm
refuse pail with lid
bifocal magnifier with head strap, 12.5 cm focus
14 cm stainless steel bandage scissors	1
first aid record book, and pencil or pen
150 ml liquid antibacterial soap
30 gram tubes water soluble burn treatment	1
100 ml liquid adhesive tape remover
sterile skin closures, individually packaged
30 cm x 40 cm sterile abdominal dressings, individually packaged	4
sterile eye pads, individually packaged
7.5 cm x 7.5 cm gauze sponges	24
7.5 cm x 7.5 cm sterile gauze dressings, individually packaged
10 cm x 10 cm sterile gauze dressings, individually packaged	4
10 cm x 16.5 cm sterile pressure dressings, with crepe ties	1
7.5 cm x 4.5 m adhesive crepe bandage
5 cm x 1.8 m conforming gauze roller bandages
7.5 cm x 1.8 m conforming gauze roller bandages
#01 - 4.5 m tubular finger bandage with applicator
500 ml sterile 0.9% sodium chloride solution (saline)
cold instrument sterilizer
4.5 litre non-rusting germicidal solution for instrument tray
chair suitable for treating injured worker with non-porous surface or covered with non-porous material
Additional recommendations for first aid rooms
In addition to the previous recommendations, a first aid room should be at least 9.3 square metres (100 sq ft). It should have:
At a remote workplace (more than 2 hours' surface travel time to a hospital), a first aid room should be equipped to provide reasonable overnight care for two injured workers and be used exclusively for first aid purposes.
A first aid room should have the following equipment:
3blankets 1bed approximately 2 m long x 75 cm wide and 75 cm high, with a mattress having a non- porous surface or covered with non-porous material
2pillows with non-porous surface or covered with non-porous material
1refuse pail with lid 1package of paper towels 1eye cup 18safety pins 24.5 kg sand bags 111.5 cm stainless steel sliver forceps 115 cm stainless steel thin nosed plier-type forceps 114 cm stainless steel bandage scissors 1universal scissors 1oral thermometer 1nail brush 1penlight or flashlight with batteries 50patient assessment charts 1first aid record book, and pencil or pen 36
14 cm x 19 cm antiseptic towelettes, individually packaged
1150 ml liquid antibacterial soap 1eye lamp, self illuminating, magnifying 6cold packs 12expanded metal splints, minimum length 60 cm 50tongue depressors 100cotton tip applicators 230 g tubes water soluble burn treatment 1100 ml liquid adhesive tape remover 150sterile adhesive dressings 48sterile skin closures 620 cm x 25 cm sterile abdominal dressings, individually packaged 6sterile eye pads, individually packaged 630 cm x 40 cm sterile abdominal dressings, individually packaged 2007.5 cm x 7.5 cm gauze sponges 727.5 cm x 7.5 cm sterile gauze dressings, individually packaged 7210 cm x 10 cm sterile gauze dressings, individually packaged 610 cm x 16.5 cm sterile pressure dressings with crepe ties 22.5 cm x 4.5 m adhesive crepe bandages 42.5 cm x 4.5 m rolls of adhesive tape 35 cm x 4.5 m rolls of adhesive tape 67.5 cm x 4.5 m crepe roller bandages 17.5 cm x 4.5 m esmarch gum rubber bandage 45 cm x 1.8 m conforming gauze roller bandages 47.5 cm x 1.8 m conforming gauze roller bandages 24cotton triangular bandages, minimum length of base 1.25 m 2#0l - 4.5 m tubular finger bandage with applicator 2
1kidney basin 1wash basin 1cold instrument sterilizer 14.5 litre non-rusting germicidal solution for instrument tray 1
1portable urinal, if overnight care may be required
1bedpan, if overnight care may be required
Portable oxygen therapy equipment
When a Level 2 or 3 attendant is necessary at the workplace, portable oxygen therapy equipment should be available. The equipment should
Be capable of supplying 15 litres per minute of oxygen
Contain enough oxygen to supply this rate from the time of initial application to the arrival at medical treatment, plus 15 minutes
Oxygen therapy equipment should comply with CSA Standard CAN/CSA Z305.3.M87, Pressure Regulators, Gauges, and Flow Metering Devices for Medical Gases, or a similar acceptable standard.
"No Smoking" signs or markings should be plainly visible on oxygen therapy equipment.
An oxygen cylinder should be hydrostatically tested on refilling if five years have elapsed since the previous test or, if there has been no previous test, since the date of manufacture. The test date should be marked on the cylinder.
Oxygen powered resuscitators
An oxygen powered resuscitator may be used where a worker is injured and entrapped in a toxic atmosphere. An oxygen powered resuscitator should be maintained and operated in accordance with the manufacturer's specifications. Only a person trained in the use of the specific equipment should operate it. This training should include a minimum of 4 hours' training in the safe operation of the equipment from the supplier or other qualified person. The training must include all facets of the equipment's operation, handling, and storage. Refresher training or practice should take place every six months, and a training record of the initial, and subsequent, training should be maintained by the employer. Drugs and medicine
Each drug use should be recorded in the first aid record unless the administration of a drug or medication to a worker is required for a condition that is not work-related. A worker may request an entry be made even if the purpose for taking the drug was not work-related.
Non-prescription drugs supplied by the employer should be under the control of the attendant or other authorized representative of the employer.
Non-prescription drugs must be used in accordance with the drug manufacturer's recommendations or specific instructions from a physician or qualified practitioner. Before supplying non-prescription drugs or medications to a worker where there are no specific instructions from a physician or qualified practitioner, the first aid attendant should
Be familiar with the side effects, contra-indications, and indications for use listed by the manufacturer (of particular concern are drugs or medications that cause drowsiness or interfere with alertness and manual dexterity required by workers to perform their duties)
Inform the worker of any side effects or contra-indications
Not supply drugs or medication past the expiry date Obtain a history of events leading up to the worker asking for relief
Determine if the worker is currently taking any medication and, if so, the appropriateness of taking additional medication
Where required, make an entry in the first aid records
A first aid treatment area or kit should not contain prescription drugs and medications unless approved in writing by a physician or qualified practitioner. This includes both prescription drugs for a poison unique to a workplace, such as cyanide or hydrofluoric acid, and prescription drugs for the treatment of a specific worker's condition, such as angina or diabetes. The Compendium of Pharmaceuticals and Specialties should be referenced to determine what constitutes a "prescription" drug.
The storage, safe keeping, and use of prescription drugs and medications must be in accordance with the written instructions given by the prescribing physician or qualified practitioner. Where required, make an entry in the first aid records
Any letter from a physician or qualified practitioner regarding prescription drugs should identify
The specific workplace or worker for which the prescribed drug or medication is required
The specific reasons for use
The expiry date of authorization
Schedule 3-A Minimum Levels of First Aid in the OHS Regulation ("Regulation"), contains the minimum levels of first aid required for various workplaces. Tables 1-6 indicate in column 4 whether or not an emergency vehicle is required, and, if an emergency vehicle is required, what type (emergency transportation vehicle or industrial ambulance) is necessary or mandatory or is to be available at the workplace. This document gives guidance on the use of emergency vehicles and the equipment needed and suggests when a mobile treatment centre might be used in place of a first aid facility and emergency vehicle. It also provides recommendations for air transport when that is the primary means to getting an injured worker to medical treatment.
Note that WorkSafeBC does not approve of any particular makes or models of emergency vehicles and does not register vehicles. General guidelines for emergency vehicles
Smoking is not permitted in a vehicle when it is used for transporting an injured worker, and a plainly visible "no smoking" sign should be posted in the vehicle.
Where a vehicle is needed to transport an injured worker, the vehicle should be immediately available for use and capable of being dispatched to the accident scene within 3 to 5 minutes of being required. It should be located where it will best serve the workers who are most likely to need an emergency vehicle. The attendant should not operate the vehicle when this may interfere with the required first aid treatment.
Sometimes an employer may have different vehicles used for different parts of the journey to treatment. The following are recommended for each vehicle:
The vehicle should be capable of traversing the area it is intended to serve. It should have a minimum headroom of 1 metre (3.3 feet). It should provide protection from the natural elements and dust. It should provide warmth sufficient for good care for the injured worker, with the patient compartment heated enough to maintain normal body temperature when the injured worker is covered with three blankets. The source of heat must not be a hazard to the occupants of the vehicle when oxygen is in use. It should have effective voice communication between the operator and the attendant in the treatment area of the vehicle. It should have a means of effective communication with the scene of an accident. For example:
The driver has a two-way radio that has a direct link with another two-way radio at the scene of the injured or ill worker. The driver has a two-way radio that has a link with the employer's central dispatch centre, which has voice communication via a radio or radiotelephone with workers at the scene.
The driver has a two-way radio that has a direct link with the hospital. A radiotelephone in the vehicle can contact the hospital directly. A two-way radio or radiotelephone in the vehicle has a link with the employer's central dispatch centre, which has voice communication via a telephone or radiotelephone with the hospital.
Vehicles that transport injured or ill workers do not need to have mounted emergency lights or an audible signal (such as sirens). Before obtaining this type of equipment, the employer or the company supplying the vehicle should consult with the Department of Licensing and Compliance at the Insurance Corporation of British Columbia (ICBC).
1set of hard cervical collars covering all adult sizes (or 2 adjustable hard cervical collars)
spine board with handholds, no less than 44 cm x 1.8 m x 2 cm, acceptable to WorkSafeBC, and seven 1.8 m x 5 cm heavy velcro straps or equivalent to secure an injured worker
stretcher (Whenever an injured worker may require transport over rough terrain a basket stretcher or other carrying device acceptable to WorkSafeBC must be used. The basket stretcher must have a spine board with handholds and retainer straps and a suitable mattress or padding)
blankets (Three of these blankets may be the blankets needed with the Level 1, 2, or 3 kit at the workplace unless weather conditions at the workplace require more for the safe treatment or transport of injured workers, in which case suitable weather-resistant protection may also be needed)
24.5 kg sand bags
2vomitus bags
When a Level 3 first aid attendant is necessary, the following should be added:
1set of splints, to include - 2 splints (1 cm x 10 cm x 1 m notched with 2.5 cm padding)
- 1 splint (1 cm x 10 cm x 1.5 m notched with 2.5 cm padding)
In addition to the general recommendations for emergency vehicles, an industrial ambulance should
Have adequate lighting in the patient compartment, allowing the attendant to see and assess the injured or ill worker and complete documentation, without the use of a flashlight
Contain a roll cot or basket stretcher properly secured and cushioned against excessive jarring
An industrial ambulance should contain the same equipment as an ETV plus a set of lower limb splints.
An MTC is an industrial ambulance that also has
Minimum headroom of 1.8 metres (6 feet) in the treatment area, sufficient for the attendant to treat the injured worker
Where the workplace is more than 2 hours' surface travel time from a hospital, another vehicle suitable for transporting an injured worker is also provided.
When used in place of a first aid room, the MTC contains the necessary first aid room equipment.
The aircraft should be capable of transporting a stretcher patient and a first aid attendant, allowing the attendant sufficient room to provide emergency treatment en route, if required.
A list of radio frequencies to be used between the air carrier and the workplace should be included in the written procedures required by section 3.17(1) of the OHS Regulation. The coordinates of the workplace should be included in the written procedures.
First aid equipment should be suitable for the aircraft to be used, including a stretcher or spine board that will fit in the aircraft and that does not allow movement or excessive jarring of the injured or ill worker during air transport. Employers are responsible for ensuring that attendants are properly trained in the use of the equipment.
The attendant has training to decide whether air or surface transportation is most appropriate for the injured or ill worker.
Guidelines Part 3 - Young and new workers
G3.23 Young or new worker orientation and training Issued July 26, 2007; Revised July 9, 2009
(1)	An employer must ensure that before a young or new worker begins work in a workplace, the young or new worker is given health and safety orientation and training specific to that young or new worker's workplace.
(2)	The following topics must be included in the young or new worker's orientation and training:
(a)	the name and contact information for the young or new worker's supervisor;
(b)	the employer's and young or new worker's rights and responsibilities under the Workers Compensation Act and this Regulation including the reporting of unsafe conditions and the right to refuse to perform unsafe work;
(c)	workplace health and safety rules;
(d)	hazards to which the young or new worker may be exposed, including risks from robbery, assault or confrontation;
(e)	working alone or in isolation;
(f)	violence in the workplace;
(g)	personal protective equipment;
(h)	location of first aid facilities and means of summoning first aid and reporting illnesses and injuries;
(i)	emergency procedures;
(j)	instruction and demonstration of the young or new worker's work task or work process;
(k)	the employer's health and safety program, if required under section 3.1 of this Regulation;
(l)	WHMIS information requirements set out in Part 5, as applicable to the young or new worker's workplace;
(m)	contact information for the occupational health and safety
committee or the worker health and safety representative, as applicable to the workplace.	Purpose of guideline
The objectives of the orientation and training requirements listed in section 3.23 Possible means of delivery of these requirements
The guideline also provides an overview of age-related requirements regarding children in the workplace under the BC Employment Standards Act, for information only, should this issue arise at a workplace.
In the discussion below any reference to "worker" means "young or new worker." (a) Name and contact information for the worker's supervisor
The worker must know the identity of the individual(s) responsible for providing work direction to him/her, and how to contact him/her if they are not immediately available. This can be particularly helpful to ensure any ongoing questions in the early period of time on the job are addressed. (b) The employer's and worker's rights and responsibilities
The worker must be informed about his/her rights and responsibilities and those of the employer under the Workers Compensation Act ("Act") and the Regulation. For example, the worker has the right to be informed about workplace hazards (including WHMIS), the duty to report hazards, the duty to refuse unsafe work, and the right to participate in workplace health and safety activities. The worker should also be advised of the protection from discrimination provisions in the Act, and provisions related to first aid and reporting any injuries and diseases. (c) Workplace health and safety rules
The worker must be trained in the workplace health and safety rules applicable to the workplace and the tasks the worker will perform. The rules are expected to address any hazards that the worker may encounter, including various types of controls, such as work procedures, use of personal protective equipment, and the safe means of operating equipment. (d) Hazards to which the worker may be exposed
The worker must be informed about the hazards he/she could encounter while performing assigned work tasks. Depending on the work setting, these hazards may be physical in nature and involve a risk of injury, or may pose a risk of disease (e.g. when handling a hazardous substance). If a worker is in a location that involves contact with the public, the employer must advise of any risks that may arise, including, as applicable, abusive behaviour, robbery, assault, or other possible confrontation. (e) Working alone or in isolation
If the worker is assigned to work alone or in isolation, the worker must be trained in the policies and procedures to be followed. Under the requirements of the Regulation the employer must set up a system for checking on the well being of the worker. When establishing the system, the employer must consult with the worker on the time intervals to be used. In some cases working alone is linked to a potential for violence in the workplace. (f) Violence in the workplace
The worker must be provided with orientation and training on the policies and procedures to be followed in the event of violence in the workplace. The worker should be advised of the meaning of the term "violence," which includes any threatening statement or behaviour, and the circumstances in the workplace where a risk of violence may be present. The worker should be trained in the procedures to follow to eliminate or minimize any risk in such situations, for example, when handling money, and opening or closing the business. He/she should also be trained in the steps to take to eliminate or minimize the risk of injury to the worker in the event of an incident. In part, this topic is already covered under topics (c), (d), and (e). However, instruction in this topic will ensure that the worker is given an understanding of the overall measures in the workplace for protection from violence.
The worker must be provided with appropriate orientation and training in the use and care of any personal protective equipment or clothing that the worker is required to use to safely perform his/her work. This is also a requirement under Part 8 of the Regulation, and will help the worker meet his or her obligations to use PPE properly. (h) Location of first aid facilities, the means of summoning first aid, and reporting illnesses and injuries
The worker must be advised of the location of first aid facilities, the identity of the first aid attendant(s), and how to summon an attendant. This topic also covers the employer's obligation to inform the worker of the procedures to follow to report an illness or injury to WorkSafeBC. (i) Emergency procedures
The worker must be advised of potential emergency situations that could occur in his/her work location, and trained in the procedures to follow. This topic is a companion to topic (h) on first aid, and addresses other aspects of emergency response, such as evacuation in the event of fire, or if hazardous substances are handled, how to contain a spill of the substance. (j) Instruction and demonstration of the worker's work task or work process
The worker must be provided with both instruction and demonstration - not simply a verbal description - of work tasks that the worker will be required to perform when he/she begins work. Further training may be required as new tasks are assigned. The demonstration should address the aspects of the work that will involve safety risks if not performed correctly. For example, if the worker will be operating a piece of mechanical equipment, the employer will need to ensure that all safety points are demonstrated, including the use of guarding and other safety devices, means of equipment startup, and how to follow safe operating procedures.
Under this topic the employer is expected to provide an orientation to the OHS program in the workplace. If a program is required under section 3.1 of the Regulation the orientation would describe the program elements, which are outlined in section 3.3 of the Regulation, and how they are implemented. If, for a small workplace, the program is less formal, then the orientation would be on the elements of the program outlined in section 3.2. (l) WHMIS information requirements, as applicable to the worker's workplace
This topic is intended to ensure the worker is provided with an orientation on the Workplace Hazardous Materials Information System (WHMIS), and its application to controlled products in the workplace. The orientation should explain the WHMIS hazard classes, and the use of WHMIS labels and Material Safety Data Sheets (MSDS). In addition, there are four WHMIS objectives for training a worker in how to work safely with controlled products. Workers need to know the hazards of the products, how they can protect themselves, what to do in case of an emergency or spill, and where to get more information on the products. The first three of these will already be addressed under other topics such as (c), (d), (h), and (i). To address the fourth, typically workers will need to be informed of where MSDS are located or how they can be accessed if available electronically. If there are hazardous products in the workplace not covered by WHMIS, the orientation under topics such as (c), (d), (h), and (i) should be given to address safety with those products.
If applicable, the employer must inform the worker on how to contact the joint OHS committee, or the worker health and safety representative. Delivering the orientation
Address topics according to applicability: As previously noted, some topics listed in section 3.23 may not be applicable in a given workplace. The employer can adjust the orientation accordingly. Organize topics into groups: Section 3.23 requires that applicable topics be covered in the orientation or training, but not necessarily as separate items. The employer can organize the orientation or training in any manner, as long as the content intended by the topics is addressed. For example, three of the topics involve contact information, and could be presented as a unit. Two of the topics (first aid and emergency procedures) involve a common theme of emergency response. The topics on working alone and violence often cover aspects of the same issue, and could be presented together. Other combinations are also possible. Use generic instruction and orientation coupled with site-specific information: Information on some of the topics listed in section 3.23 may be applicable from one workplace to another while site-specific instructions will only apply at the worksite in question. Generic instruction and orientations can serve as a good basis on which an employer can add employer or site-specific information. Generic instruction and orientation, coupled with site-specific information can be particularly useful where a worker is performing the same work under different circumstances. Examples include circumstances where
Generic aspects of WHMIS Personal protection equipment
Location of first aid facilities Emergency procedures
Some examples of the various sources of information on orientation and training are The Canadian Centre for Occupational Health and Safety (CCOHS) maintains a web site on which they provide information on various topics, including a number of those listed in section 3.23. Examples include: rights and responsibilities, working alone, WHMIS, and violence in the workplace. CCOHS also maintains a Youth portal on the site, with topics specific to young workers. The home page for CCOHS is found at http://www.ccohs.ca/.
WorkSafeBC maintains a Young Worker portal on its web site, which can be accessed at: http://www2.worksafebc.com/Topics/YoungWorker/Home.asp. The portal provides a range of materials and helpful links, including a checklist for training and orientation, a program on rights and responsibilities, and information on typical accidents young workers have experienced.
Any health and safety association in an industry may also have information available. Children in the workplace
A WorkSafeBC prevention officer, or any other person, who encounters a potential violation of the ESA or the Employment Standards Regulation should refer the matter to the Employment Standards Branch. Contact information for the regional Branch locations can be found at: http://www.labour.gov.bc.ca/esb/contact/welcome.htm.
http://www.labour.gov.bc.ca/esb/young/guide.pdf http://www.labour.gov.bc.ca/esb/facshts/pdfs/youth_general.pdf