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In when the project was announced, area residents loudly voiced their opposition to locating the planned housing in a residential area near children, citing the fact it would allow drug use by residents in their suites. More than 13, people signed a petition calling on the government to halt the project. The residents said the land�formerly owned by the Knights of Columbus�should be to be used for seniors housing instead. They also objected to the number of supportive housing developments being built in the Rutland area of the city at the time.
But Kelowna city council voted to allow the proposed development, with only one councillor, Charlie Hodge, opposing it. Housing also said it would proceed but modified the plan, saying only people further along in their recovery or those without alcohol or addiction issues would be accepted for residency.
Residents would also also be required to make a commitment to ongoing recovery and commit not to use illegal drugs as part of their residency agreement. On Friday, Jen Kanters, associate director of housing and homelessness for CMHA Kelowna, said that requirement is in place, but falling off the wagon will not lead to automatic removal of a resident. But, she said, if a resident continues to use drugs, they will be moved to another supportive housing location. There is no overdose prevention facility on site at McCurdy Place, but a nurse is on site 24 hours a day, seven days a week, as well as at least two staff members on duty at all times.
There is a single point of entry, so staff know who enters the building at all times. The changes announced by B. Housing in were the first time it had modified plans for a supportive housing project in the city following opposition by neighbours. Each announced supportive housing project in the city has been met with vocal opposition by neighbours. McCurdy Place is the fifth supportive housing development in the Rutland area and there are five others throughout the city.
On Friday, the media were given tours of McCurdy Place and Kanters said in the two years since the project was announced, CHMA has worked hard to reach out to the surrounding community. The building, which includes a meeting space and offices for the former land owners, the Knights of Columbus part if its sale agreement with B. Housing , also includes 17 suites reserved for young people, seven of which will be for youths aged 17 to 19 who are transitioning out of provincial care.
The other 10 are for young people aged 19 to Those suites are all located on the second floor. Suites on the other floors are for adult residents. Residents can only access the floor their suite is on. The building has a full commercial kitchen, which will provide residents with two meals a day and each suite has a single bed and other furniture and a kitchenette with a fridge, sink and microwave.
It will also allow staff to teach residents cooking skills. The opening of McCurdy Place was hailed by local officials as a valuable addition to the housing for the formerly homeless in the city. Kelowna Mayor Colin Basran said homelessness affects he entire community, not just people who experience it directly.
An email has been sent to with a link to confirm list signup. Receive daily headlines on local news, sports, entertainment, and more right to your inbox. Sign up now! Edit Close. The World Recreational Scuba Training Council sets standards for diving and diving safety, and its members include most prominent diving organizations.
Most recreational diving instructors and assistant instructors in B. Although there is no WorkSafeBC regulatory requirement for this membership, there are advantages for diving instructors to be members of these diving organizations. Application for membership in a diving instructor organization usually requires an acknowledgement that if a member's physical condition or health changes and renders the member incapable of meeting the physical requirements of diving instruction and supervision, the member ceases instructional and supervisory duties until the required level of fitness returns, and if necessary, be cleared by a diving medical examination performed by a physician.
WorkSafeBC endorses this practice. In order to ensure that dive instructors are aware of the importance of making sure they are medically fit to dive, PADI instructors receive an annual reminder of their professional obligation to report any injuries or medical conditions when they renew their membership.
In addition, PADI's quarterly professional membership publication regularly includes articles about the physical requirements of scuba diving and diving fitness. In sections 4. Purpose of guideline The purpose of this guideline is to provide information on when a worker is considered to be working alone or in isolation. This includes criteria for determining if a worker has assistance that is readily available. Application The requirements of sections 4. If an individual who is assigned to work alone or in isolation does not fall under the definition of a "worker" then the requirements do not apply.
In addition, the requirements only apply when assistance is not readily available to the worker in the event of an emergency, injury, or illness. Assistance that is readily available A worker is considered to be working alone or in isolation when he or she does not have assistance that is readily available in case of emergency, injury, or ill health.
In order to determine whether or not assistance is readily available, the following conditions should be considered:. Relying on customers for assistance Different circumstances may prevail that will require employers to make a reasonable assessment to determine assistance is readily available.
In a retail premises, such as a convenience store, customers are not generally considered to meet the definition of assistance that is readily available. However, if the worker is in an area where there is a high volume of customers, such as a shopping mall or sports stadium, there may be security staff or workers of other employers available to provide assistance.
Agreements with other employers If two or more workers of different employers are working together or in the same vicinity and each worker is capable of and willing to provide assistance in a timely manner, this can qualify as assistance that is readily available. An example of this would be where a coffee or donut retailer is situated within premises shared with a retail gas vendor.
Another example would be where a second worker is on the premises for a short period of time, such as to make deliveries or pickups. In this case, the worker only has assistance that is readily available for the period in which the additional worker is on the premises, and is considered to be assigned to work alone once the additional worker leaves the premises. Employers would need to ensure that the workers of both employers are capable of, and willing to, provide assistance and that the workers are aware of the arrangement, and should put the arrangement in writing.
Communication systems Providing workers with electronic means of communication, such as a phone, radio, or personal alarm, does not guarantee that the condition of "assistance that is readily available" has been met. A "person check" system alone is also unlikely to meet the "readily available" test.
If a worker cannot be seen or heard by persons capable of providing assistance in a timely manner, then he or she should be regarded as working alone or in isolation. Purpose of guideline The purpose of this guideline is to define the phrase "assigned to work alone or in isolation," outline ways to conduct a risk assessment to identify hazards to workers assigned to work alone or in isolation, and describe some steps an employer may take to eliminate or minimize identified hazards.
Assigned to work alone or in isolation The requirements of sections 4. Being assigned to work alone or in isolation means that the worker. Workers who work alone or in isolation for short or intermittent periods of time without being directed to do so are not considered to have been "assigned" to work alone. For example, a worker in most office and similar work settings, where other workers are normally present during their work hours, is not considered to be assigned to work alone or in isolation if, for example, the worker decides to come in early, work late, or come in on a day off.
While a worker in such a setting may choose to work alone and this is permitted by the employer, the worker is not considered to have been assigned to work alone. Accordingly, the provisions of sections 4. Importantly, employers still have obligations to ensure the health and safety of these workers even though the provisions of sections 4. These obligations include the following. First, the general duties of employers to workers under section 21 of the Workers Compensation Act " Act " apply, including the duty to ensure the health and safety of all workers working for that employer.
Where workers are permitted to work alone outside of their regular assigned working hours, the employer must perform a risk assessment relating to the hazards the worker may be exposed to while working alone, and take the necessary measures to ensure the worker's safety. These measures may include implementing a person check system but may consist of other procedures that will meet this goal.
The content of this guideline dealing with hazard assessments and person check systems can be of assistance to employers in meeting their obligations under the Act.
Second, employers are required under section 4. This risk assessment should include considerations of the risks of violence associated with working alone or in isolation, where workers are permitted to work alone or in isolation. This risk assessment is required regardless of whether or not workers have been assigned to work alone. Finally, under the first aid provisions of the Regulation , employers are required to keep up-to-date written procedures for providing first aid at the worksite.
This includes providing effective communication for workers who are working alone, including those who have not been assigned. Identification, elimination and control Common situations and occupations where a worker may be assigned to work alone or in isolation and exposed to hazards include.
The employer is expected to assess the likelihood of hazards to workers assigned to work alone or in isolation. The assessment of the hazards should be based on what reasonably could be anticipated for that workplace or work activity. Depending upon the number of workers and the complexity of the potential hazards, the assessment process may be as simple as a short discussion held with workers who are given an opportunity for input or as complex as using an assessment team for the workplace or for each department.
Assessment teams should include those workers and employer representatives with the knowledge and experience to provide the best input into the process. Another option is for an employer to hire a consultant to work with workers and employer representatives in conducting the assessment.
Where available, members of the joint health and safety committee or the worker health and safety representative should be invited to participate. They can serve as members of the team or act in a consultative role. Employers should review the method of assessment and redo the assessment if there is a significant change in the nature of the business or the location of the workplace or in the event of a serious incident.
Again, where available, the joint committee or the worker health and safety representative should be invited to participate in any review. Risk assessment process The assessment is a step-by-step process that first identifies the nature and type of hazard that could reasonably be anticipated in the workplace, followed by an assessment of the likelihood of such hazards occurring.
This assessment should help the employer set priorities and identify tasks that require further analysis to ensure that effective controls can be implemented. While the size and type of workplace and the nature of the work will dictate the complexity of the assessment, it should generally follow the process outlined below:. Eliminating hazards If employers identify a hazard under section 4. The following are examples of how hazards could be eliminated:. Minimizing the risk of a hazard If hazards cannot be eliminated, or it is not practicable to do so, employers should try to minimize the risk from the hazard occurring.
The options available to achieve this result are administrative controls and engineering controls. In selecting measures to reduce risk, preference should be given to implementing available and practicable engineering controls. These controls generally provide "passive protection" which is not dependent on a person taking a specific action. This can be particularly important in an emergency or crisis situation.
However, where engineering controls are not practicable or do not reduce the risk to a level that is as low as practicable, administrative controls will need to be developed and implemented. Some examples of engineering controls include physical arrangements Boat Slips For Sale Kelowna Instagram in the workplace to separate the worker from the customers and public by locked doors, pay windows, barriers that are substantial enough to prevent access to the worker, or use of another type of secure enclosure.
Complying with other sections Before allowing work to commence, an employer must ensure that doing so would not violate other sections of the Regulation.
For example, section 3. In such a workplace, workers would be considered to be working alone or in isolation because assistance is not readily available. In this example, conducting a hazard assessment and taking steps to eliminate or minimize hazards under 4.
Work may only commence once the conditions of 3. Application As of February 1, , the requirement to develop and implement a written procedure for checking the well-being of workers under 4. Previously, section 4. As of February 1, , the requirement to be working under certain conditions has been removed, and section 4.
An employer may still have general duty obligations to check on the well-being of a worker who is working alone or in isolation without being assigned to do so. For further discussion of what it means to be assigned to work alone or in isolation , as well as the general duty obligations of an employer, see G4. Time intervals Time intervals should be developed after considering the risks to which the worker is exposed.
They must be developed in consultation with the worker assigned to work alone or in isolation, and with the joint committee or worker health and safety representative as applicable. This may be done as part of the hazard identification process required under section 4. High-risk activities require shorter time intervals between checks. Methods for checking well-being In selecting procedures to check a worker's well-being, employers should give preference to procedures which allow for the visual confirmation of the worker's well-being.
An alternative is two-way voice contact between workers at the site. Where this is not practicable, employers may use other approaches. For example, an employer could require workers to make phone calls at regularly scheduled intervals to workers at another location. Employers may also decide to use one of a number of available technologies to check the well-being of workers. An acceptable system is one that allows the worker to send an OK signal at predetermined intervals and which activates procedures to contact the worker or initiate emergency response if the worker does not send a signal at a predetermined interval or if a signal for assistance is received.
If such a technology is used the employer is still required to develop written procedures and ensure there is the appropriate documentation of check-ins. Information is provided below on technologies and systems that may have particular application in populated areas.
In addition, there is discussion of various types of check systems that may be particularly applicable to work in remote locations. Use of worker check technologies - in populated areas Technologies that may be of assistance, particularly in populated areas include, but are not limited to.
Checking worker well-being in remote locations Examples of work activities in remote areas include range riding, timber cruising, surveying, fire watch, beetle probes, mineral exploration, seismic blasting, and guide work. Working alone in such areas can present particular risks given that the work is typically done outdoors, and often in difficult terrain or otherwise relatively inaccessible areas.
Such areas also present particular challenges to providing a means of checking worker well-being. Land-based telephone lines and security services are typically unavailable, and cell phone coverage may be limited or non existent.
However, there are a number of types of systems that may be of use in such locations. Examples include. In addition, depending on any limits to the kind of assistance that the co-workers on the crew can provide, it may be necessary to have an effective means of communication between the crew and the home base for the operation.
While section 4. This includes the duty to ensure the health and safety of all workers working for that employer. Where crews are working in remote locations, the employer must perform a risk assessment relating to the hazards the workers may be exposed to, and take the necessary measures to ensure the workers' safety. This may include implementing a system to check on the well-being of the crew. Use of non-workers There are circumstances where an employer may choose to use a non-worker as the person designated to contact the worker.
This practice should be limited in application as having non-workers, such as family members, perform person checks raises issues given that these individuals are not accountable to WorkSafeBC or the employer. The use of non-workers as the established contact person is acceptable only in situations where it is a reasonable means to perform effective person checks. That would typically be in low and negligible-risk scenarios. Further, the employer must take steps to ensure that the non-worker has received training, as required by section 4.
Purpose of guideline The purpose of this guideline is to provide information about how to determine whether a workplace is considered to be a late night retail premises. The guideline also provides information on money handling procedures.
The Violence Prevention Program option is covered in G4. Application The requirements of 4. Retail premises A late night retail premises is defined as a gas station or other fueling outlet, a convenience store, or any other retail store where goods are sold directly to consumers, and is open any time between p.
These businesses generally have products for sale on display or available to the consumers to be taken away from the premises. Some examples of other retail stores include. Examples of workplaces which do not meet the definition of other retail stores because goods are not sold directly to customers, or are not sold from a retail store include.
While these workplaces are not generally considered to be late night retail premises, employers must still comply with the other working alone or in isolation requirements. This includes requirements under section 4. Written procedures for handling money Section 4. A procedure should include some or all of the following:. A procedure for handling money should also include the following guidelines for making bank deposits:.
Purpose of guideline The purpose of this guideline is to provide information about the implementation of the late night retail requirements related to having a second worker or a physical barrier or locked door any time between p. Employers must be in compliance with Regulation section 4. Prevention Officers will ensure compliance with these requirements as part of regular inspection practices.
The remainder of this guideline explains the performance requirements for the barriers and should be used for general information.
Appropriate use of barriers The requirement under section 4. Performance based requirements set expectations for outcomes that must be achieved rather than specific methods of compliance.
If an employer chooses to use a barrier or locked door under this section instead of having more than one worker on site, the required outcome is that it must prevent physical contact with or access to the worker.
To access the worker means to enter into the worker's workspace. A raised counter that can be climbed over or other controls that merely slow access do not meet the required outcome of preventing access. Physical contact with the worker means person- to- person contact. Any barrier or locked door must prevent this outcome. Barriers may be constructed from various materials, including Plexi- glass or Lexan, and be strong enough to withstand reasonable force applied to them.
They need not be made of a bullet-resistant material, nor do they need to extend from floor to ceiling, provided that they cannot be climbed over or under. Retractable barriers are acceptable, but the barrier must be in-place during late-night retail hours. A barrier that permits merchandise to be passed through it, such as a transaction window, is acceptable if appropriate engineering controls are in place to prevent a customer from reaching at arm's length into the window to contact a worker reaching at arm's length towards the customer.
Some engineering controls to be considered in the design of a barrier include. Working outside of a barrier during late night hours The use of a barrier is not intended to prevent workers from performing their regular tasks and duties, such as cleaning up, making coffee, and stocking shelves.
The doors to the premises could be locked between the hours of p. The worker could perform needed tasks, and with a buzzer system, could be alerted to customers at the door. Once the worker moves behind the barrier, the customers could then safely be buzzed in. There may be some circumstances which require the worker to move from behind the barrier or locked door to go outside of the building for a short duration. These circumstances should be extremely infrequent and exceptional during a shift.
Some examples of these exceptional circumstances include where: the worker's access to the washroom is only from the outside; supplies are required that are located in an adjacent building or storage unit; the worker needs to perform snow removal or another task to ensure the safety of customers.
In these cases, the employer will need to have adequate written procedures for ensuring the safety of the worker while they are outside the building. These procedures should be developed as part of the hazard identification, elimination, and control process, as required by section 4. Late night deliveries The requirement to use a barrier or locked door only applies to workers who are assigned to work alone or in isolation at late night retail premises.
Some premises may receive deliveries during late night hours which require the worker to go outside of the locked door or barrier. In these cases, if the delivery person is willing and able to provide the late night retail premises worker with assistance in case of an emergency, injury, or illness, the worker is not considered to be working alone or in isolation. This is only the case for the period of time in which the delivery person is on the premises.
During this period of time, the worker is not required to be behind the barrier or locked door. Employers at late night retail premises wishing to enter into such an arrangement with employers of delivery workers should ensure that the workers of both employers are capable of, and willing to, provide assistance and that the workers are aware of the arrangement.
The arrangement should be a written agreement. The procedures referred to in sections 4. Purpose of guideline The purpose of this guideline is to provide information about the "third option" available to employers to protect their workers during late night retail operations - the Violence Prevention Program. It includes information about the requirements associated with the program including guidance about the elements of the program, who may be assigned to work late night, the security audit reports required to be performed, and who is qualified to perform the audits.
Background A third option is available for employers who wish to employ workers in late night retail stores. As an alternative to or in addition to having two workers on shift or having a barrier between a single worker and customers, employers may choose to institute a prescribed Violence Prevention Program which must be audited initially within a year of implementation, and then every two years thereafter. The requirements under this option, and the other options available to employers who operate late night retail stores, are in addition to the other working alone and violence prevention requirements sections 4.
These include hazard identification, elimination and control, procedures for checking on workers, and training and instruction of workers on working alone, and violence prevention procedures and policies. The employer is also required to develop and implement a written procedure for a worker's safe handling of money when working late night retail hours section 4.
Violence Prevention Program - section 4. The following provides further information regarding these elements. Time lock safe - 2. The purpose of the time lock safe s is to hold items such as cash, lottery tickets, and tobacco products that are not required during late night hours see below.
The time lock safe may be a "drop safe" or a "time delay" safe that cannot be opened by the lone worker during late night retail hours. The time lock safe however may not be a change safe, which a worker would be able to open during late night hours.
A time delay safe, of which there are various designs commonly found in the retail industry, will be acceptable as a time lock safe, providing certain conditions are met. A time delay safe that dispenses limited amounts of cash without the safe opening will also be accepted if,. Workers are required to be trained on and understand the restrictions and the written safe work procedures under which the time delay safe operate, during the late night hours.
Cash and lottery tickets not reasonably required - 2. The employer should base this determination on an assessment of the customer and sales volumes predicted during the late night hours. For example, the average number of ticket sales between 11 p. Good visibility both into and out of the premises - 2. A worker's sight line to the exterior of the premises should not be obstructed by materials posted on the windows or doors of the store, or by shelving or other facilities within or outside of the store.
Similarly, visibility from the exterior into the store should not be obstructed as outlined above or limited by opaque or shaded applications to windows and doors. Where door and window size, types, and locations appear inadequate, an assessment as part of the environment arrangements to eliminate or minimize the risk to workers may be required under section 4. Limited access to inside of premises - 2. Other entrances from outside the premises such as loading bays and emergency doors should be secured.
Additional access limitations as applicable to the store's layout should also be considered. For example, where a retail premise is connected with a restaurant, access to the restaurant should be closed if it is not operated during some or all of the late night hours.
Video surveillance monitoring - 2. The configuration of the surveillance set up should include what is necessary to address worker safety in the store. The format of the surveillance system should be such that any incidents of concern are recorded and can be reviewed by the employer and other persons, such as law enforcement officials, as needed. Signs on premises - 2. Monitored personal emergency transmitter - 2. The worker must be at least 19 years old.
In the event that more than one worker is assigned to work late night hours, at least one of these workers must be 19 years of age. The worker must be provided a personal emergency transmitter that is monitored by the employer, a security company, or other person designated by the employer. This device is in addition to the worker check-in procedures that the employer must have in place for workers working alone section 4.
To meet the requirements for having a monitored personal emergency device, the device must be continuously monitored so that assistance can be dispatched in the case of an emergency.
The device must have a panic button or other means by which the service provider or employer is immediately alerted to an emergency.
Some devices also offer a "person down" feature which will notify when a worker does not move for a given period of time. The worker must wear the device on their person and the employer must ensure that workers wear the devices as required. Security audit report - section 4. The security audit is a documented inspection to confirm that all program elements under section 4. Where employers have more than one operating location, an audit must be conducted at each workplace location.
There can be different considerations at individual locations depending on the work environment arrangements and sales volumes that may impact the specific procedures, policies, and work arrangements needed to meet the requirements of the Violence Prevention Program. The security audit report must be prepared by an independent qualified person. An independent person is a person who is not affiliated, related, or closely associated with the employer or the larger controlling unit e.
The independent qualified person cannot be employed by the employer or by any provider who developed the Violence Prevention Program or aspects of it for the employer. Employers are expected to exercise due diligence in the selection of the qualified person.
Retention and posting - section 4. The report should be posted in an area that is accessible by workers, and may be in an electronic format if all workers have ready access to it.
Training of workers - section 4. Specified worker obligations - section 4. There is also a specific obligation imposed on the worker to wear on their person the assigned personal emergency transmitter. Refer to: G-P Orders to workers. Review of procedures - section 4. However, a review must also be conducted when it is determined that the procedures in place are not working effectively or where work environment changes are made that may affect the effectiveness of the Violence Prevention Program, or a worker's well-being or safety.
Some examples of changes in work environment arrangements that could prompt a review include construction, renovations, or other changes in a store's design or layout that restrict visibility into and out of the premises, affect video camera sight lines, or otherwise affect the ability of the worker to safely respond to a potentially violent situation. An employer must require that customers prepay for fuel sold in gas stations and other retail fueling outlets.
Purpose of guideline The purpose of this guideline is to clarify who is covered by this section and set out some alternatives for providing prepayment for customers. Application The prepayment requirement applies 24 hours a day, seven days a week. The requirement applies to both full service and self service stations.
The requirement applies regardless of the number of workers assigned and working at any given time at the worksite. The prepayment requirement only applies to vehicle fuel. Fuel is considered to be products such as gasoline, propane, and diesel. The prepayment requirement does not apply to fuel being pumped into containers. For example, customers do not need to prepay for propane being pumped into a cylinder e. However, the requirements of section 4. The risk of injury to a worker in a marine "gas and dash" situation is not as significant.
Methods of Prepayment Pay at the pump Where available, customers can prepay for fuel by swiping their credit or debit cards before fueling to preauthorize their purchase at the pump.
As practices may differ regarding how preauthorization occurs on such transactions at the pump, customers are encouraged to discuss any concerns about retail fuel prepayment transactions directly with their financial institution and credit card companies. The payment transaction is completed before fueling commences. The customer will determine the amount of fuel to be purchased, then immediately pay the cash, or complete the credit card or debit card transaction.
Optimally, the gas pumps can then be set to authorize fueling to the prepaid amount only. This option will be preferred by customers who wish to keep their credit and debit cards within their sight and control. Providing credit and debit cards Customers may also prepay by leaving a credit card or debit card with the gas attendant or with the clerk in the store before fueling. After fueling, the payment transaction is completed. The attendant or clerk will put through the amount fueled on the credit card and the customer will sign the receipt.
Where a debit card is used, the customer will complete the transaction by authorizing the withdrawal through the usual PIN personal identification number and account selection process. Cardlock systems Finally, a customer may make a payment using a cardlock system, typically used by the commercial trucking industry. Purpose of guideline The purpose of this guideline is to clarify WorkSafeBC's expectations for fuel payment in small, rural or remote locations outside of urban centres, where implementing one or more of the above methods of fuel prepayment poses particular difficulties to an employer, and where payment for fuel can be secured by an alternative method.
Where alternative methods prove to be appropriate, the employer, not the customer, has the discretion to determine if these methods will be used at their workplace. Determining when alternatives may be used A number of factors should be considered in determining if an alternative secured payment method is appropriate for a particular gas station. First, alternative payment methods should be considered only for stations in small, rural or remote locations, outside of urban centres, particularly outside the lower mainland.
Next, the employer will have considered implementing one of the methods of prepayment noted in G4. Usually these challenges will relate to some special circumstances associated with the station being located in the small, rural or remote area.
Finally, the number of customers that are known to the employer and their workers will generally be relevant in determining if, and what type of, alternative secured payment method should be used. As these considerations will vary considerably from station to station, a prevention officer can assist an employer with the determination.
Alternative methods The following are acceptable alternative methods of securing payment for fuel in appropriate locations. Standing accounts Where the gas station employer and their workers are familiar with many of their customers who do not pose "gas and dash hazards," the retailer and customer may make alternative arrangements for paying for fuel.
For example, they may have a standing account where future payment is arranged by agreement, or they may establish a "known customer" list for customers who may pay the attendant on each transaction after fuel has been pumped. Leaving a means of securing payment: car keys or driver's licence Gas station attendants may request that customers provide their car keys or a driver's licence to secure payment for the fuel that will be pumped. The attendant should verify that the driver's licence or keys are that of the customer.
Purpose of guideline The purpose of this guideline is to outline possible hazards that can cause exposures to extreme temperatures. Addressing hazards This requirement is intended to address the hazard from contact or exposure to an extreme temperature source that may cause an injury.
Some examples are hot water and steam piping, exhaust systems, boiler and furnace surfaces, cryogenic piping and similar process equipment.
It is not intended to cover heat stress or cold stress from prolonged exposure in a hot or cold environment refer to Part 7 for requirements regarding these hazards , or contact with a surface made cold or hot due solely to exposure to winter or summer weather. It is expected that workers employed in hot or cold weather will be generally aware of the risks of touching hot or cold surfaces with a bare hand.
Extreme temperatures A surface above 40 degrees Celsius will potentially cause tissue damage if prolonged contact is maintained. Where section 4. Prolonged contact with a surface colder than minus 10 degrees Celsius will likely cause tissue damage. Refuse, spills and waste material must not be allowed to accumulate so as to constitute a hazard.
Agricultural operations may use material such as manure that in other operations or circumstances might be considered "refuse" or "waste materials. Materials that are not wastes and that could be hazardous to workers are addressed by general requirements such as section 4. Compressed air or steam must not be used for blowing dust, chips, or other substances from equipment, materials and structures if any person could be exposed to the jet, or to the material it expels or propels and an injury or health hazard due to fire, explosion or other cause is likely to result.
Purpose of guideline This guideline is intended to set out the circumstances under which cleaning equipment or work areas with compressed air is permitted, and the controls that need to be put in place in order to ensure that cleaning with compressed air does not create a hazard due to fire, explosion, or other cause.
Discussion Cleaning equipment with compressed air provides a convenient and effective way of removing small particulate matter from inaccessible areas in and around equipment and other contained work areas.
Cleaning with compressed air, however, can release combustible dusts into the air, creating an explosion hazard. Combustible dusts are fine particles that present an explosion or fire hazard when suspended in air under certain conditions. A dust explosion can cause catastrophic loss of life, injuries, and destruction of buildings. While cleaning with compressed air can present serious risks if done incautiously, the Regulation does permit it, provided it is done in a way that does not create an explosion or fire hazard.
Cleaning with compressed air should be minimized, however, and should only be done where other methods of cleaning are not practicable. Managing combustible dusts Combustible dust explosions occur when dusts are dispersed into the air in concentration and come into contact with an ignition source. Cleaning with compressed air must be done in a way that ensures that these risk elements are controlled.
Cleaning must occur in a way that minimizes the amount of dust that is dispersed into the air, does not allow dusts to spread, and ensures that dusts do not come into contact with any potential source of ignition. Prior to undertaking cleaning with compressed air, employers should consider the nature of the dust created by the work process and its combustibility.
The NFPA Standard Standard for the Prevention of Fire and Dust Explosions from the Manufacturing, Processing, and Handling of Combustible Particulate Solids provides more information on managing combustible dusts in all phases of the manufacturing, processing, blending, pneumatic conveying, repackaging and handling of combustible particulate solids or hybrid mixtures, and also provides more detail on cleaning with compressed air.
Regulatory excerpt Sections 4. In most workplaces, they are loaded and unloaded with powered mobile equipment. Due to the common use of the phrase "storage racks" that describes all types of storage systems, as well as shelving units, this guideline provides further clarification and examples of the types of storage rack to which section 4.
The requirements of section 4. Steel storage racks that are designed to be shelving and display fixtures for retail purposes are excluded from the scope of section 4. If a "steel storage rack" is not considered to be any of the above types, it is probably not the type of storage rack covered by this section.
However, other sections of the Regulation , such as sections 4. Competencies of a qualified person Boat Slips For Sale Beaver Lake 2019 The term "qualified" is defined in section 1. Employers are responsible for ensuring that the qualified person can competently perform required tasks. When determining competency, the employer should assess the person's knowledge, skills, and abilities. Some competencies require the person to have knowledge of , which means the person is able to explain a process, procedure, or has underpinning knowledge.
Competencies which have the ability to require the person to demonstrate the application of a process or procedure. If the person is unable to demonstrate certain competencies, the employer should develop a plan to address any gaps in the person's knowledge, skills, or abilities, or consider hiring someone with the necessary competencies, like a qualified rack installer.
Although the same term, "qualified person," is used for sections 4. Steel storage racks are engineered structures constructed by a network of frames, beams, and bracings designed to withstand specified loads.
Proper installation and uninstallation of racks are critical for the safety of workers around racks. If installed incorrectly, racks could have catastrophic consequences.
Similarly, if a rack is dissembled incorrectly, it could collapse prematurely and endanger workers. The competencies of a qualified person need to be consistent with the specific task being performed. General knowledge and abilities for a qualified person for the purposes of installation and uninstallation of storage racks include the following:. Also, storage racks are often damaged by mobile equipment that moves items to and from the storage racks. General knowledge and abilities for a qualified person for the purposes of a routine inspection of storage racks include the following: Knowledge of.
Inspection frequency Section 4. In order to determine an appropriate inspection interval for the storage racks at a given workplace, the employer will need to review the various aspects of its operations and work environment.
Some of the factors that may be relevant include the following:. Some employers may determine that daily inspections of their storage racks are appropriate due to the high-risk nature of their business operations e. Other employers may determine that some of their storage racks are appropriate to be inspected every few months because their racks are isolated from traffic, they are only being used to store materials on a long-term basis, and the risk to workers is considered to be low.
Some employers may find it convenient to coincide the storage rack inspections with the regular joint health and safety committee or worker health and safety representative meetings to discuss the results of the storage rack inspections. The frequency of inspections may change over time depending on the outcome and findings of successive inspections. In other words, if the selected inspection interval fails to prevent the development of unsafe conditions, then more frequent inspections may be necessary.
As a starting point, the employer may consult with the manufacturer of the storage rack or a professional engineer to determine the appropriate inspection frequency. Resources, such as the CSA Standard A, User guide for steel storage racks , may also provide further guidance about the frequency of inspection.
Purpose of guideline This guideline provides further information on the definition of an MSI. Conditions addressed by the definition The definition of "musculoskeletal injury" includes reference to a sprain, strain, and inflammation that may be caused or aggravated by work.
A sprain is a joint injury in which some of the fibers of a supporting ligament are ruptured but the continuity of the ligament remains intact. An inflammation is a localized response to injury or trauma that is marked by increased blood Boat Slips For Sale Long Island 2019 flow, redness, heat, pain, swelling, and often a loss of function.
The Ergonomics Requirements are intended to help address the risk of overexertion injuries of the back as well as strain and sprain injuries to other parts of the body. They are also intended to address the risk of injuries or conditions such as tenosynovitis, tendonitis, bursitis, hand arm vibration syndrome, epicondylitis, carpal tunnel syndrome, cubital tunnel syndrome, radial tunnel syndrome, thoracic outlet syndrome, and trigger finger.
The employer must identify factors in the workplace that may expose workers to a risk of musculoskeletal injury MSI. Purpose of guideline This guideline provides information on the context of section 4. The context of section 4. In some cases other factors such as illumination or vibration may be involved, which are addressed respectively in sections 4. Risk identification will be conducted by persons who are knowledgeable of work procedures, and the associated MSI risk factors.
The risk identification process can be a part of a workplace inspection carried out under sections 3. Note: Section 4. How are risk factors identified? In identifying risk factors, the employer should give priority to jobs which have a high risk of MSI.
The employer should check past workplace records for evidence of MSI, including first aid records and claims history. The records should be examined for a sufficient period of time to ensure that any occurrences are identified, and where possible, that any patterns are clear.
To achieve both objectives it is recommended that records be kept for at least several years. In addition to reviewing records, risk factors can be identified through direct observation of the work activities. The Worksheet covers a number of factors to consider and includes links to documents that address several others. Generally, there will be more than one risk factor identified for a given work activity.
This may occur because of the nature of the activity but may also be attributable to the personal characteristics of different workers doing the job, for example, their height. Notes of the records reviewed, priorities established, and risk factors identified for work activities will be of assistance to the employer in following through on risk assessment and control.
When factors that may expose workers to a risk of MSI have been identified, the employer must ensure that the risk to workers is assessed. Purpose of guideline This guideline outlines objectives for the risk assessment, and provides information on who should conduct it and how it can be performed. Who performs the assessment? The risk assessment will be completed by a person who has a good understanding of.
Also, section 4. How is the assessment performed? A risk assessment can be performed using a variety of methods. Other methods may be used as long as they ensure the proper identification and assessment of risks. The person s performing the assessment and using any of these methods should understand the applications and limitations of the method being used.
The following factors must be considered, where applicable, in the identification and assessment of the risk of MSI:. Purpose of guideline This guideline provides information on the risk factors outlined in section 4. General information Section 4. Not all tasks will have all risk factors present. In addition, it is acceptable for the employer to give priority to considering the risk factors relevant to high risk tasks that have caused injuries in the past.
Information on risk factors listed in section 4. Though listed separately, these factors often act in combination. Force required Section 4. This load may be experienced in the body through tension such as muscle tension , pressure such as increased pressure in the carpal canal , or irritation such as irritation of a peripheral nerve.
Repetition Section 4. If motions are repeated frequently or for long periods without sufficient time to return to a resting state for recovery, there is risk of developing MSI. Consideration should be given to the following:. Duration Section 4. A person may be exposed to a task that continually uses the same muscles and tendons.
Work postures Section 4. This occurs where joints are held at or near the end of range of motion or where muscle tension is required to hold the posture without movement. Awkward postures place significant stress on tendons, muscles, and other soft tissues and decrease their strength and efficiency. Postures to watch for include. Local contact stress Section 4. Local contact stress, when applicable, usually involves the knee, shoulder, elbow, wrist, or hand.
Point pressure may also occur at the sides of fingers. Working reaches Section 4. This factor may cause MSI, either through a single incident or through a repetitive or cumulative process. Working heights Section 4. Seating Section 4.
These publications can assist with an understanding of this factor. Floor surfaces Section 4. Examples of risk factors associated with floor surfaces include. Size and shape Section 4. A large bulky object requires greater energy, puts greater stress on the spine, and increases difficulty in gripping.
Large loads may restrict vision or require the use of an awkward posture to see around them. If the outside corners of a deep box are not within reach when the top of the box is at waist height, a good grip will be difficult.
Load condition and weight distribution Section 4. For inanimate objects, the term "condition" typically refers to factors such as whether the load is slippery, sharp, fragile, hot or cold, rigid, or liquid. For example, to handle fragile loads, workers may have to use awkward or static postures. On the other hand, rigid loads facilitate a good grip and smooth predictable movements.
Note that patient handling is an important issue in the prevention of MSI in the health care sector. Factors such as patient size and condition are significant considerations for the safety of both the worker and the patient.
The condition of the patient may affect the degree of effort needed to move the patient safely, and the precautions necessary to help ensure the move does not involve unexpected risks. Containers, tool and equipment handles Section 4. Important considerations in handle design include size, shape, texture, and location.
Environmental conditions, including cold temperature Section 4. Cold temperatures are related to increased forceful exertions and increased gripping forces. Poor lighting and glare can adversely affect postures as well as cause eyestrain.
This is addressed in sections 4. Sections 7. Work-recovery cycles Section 4. Breaks can be achieved in various ways, including job rotation or use of different body parts to perform a task, for example alternate use of the right and left hands.
Task variability Section 4. Work rate Section 4. Individual workers may vary somewhat in the rates at which they can safely perform the same task. In some cases work rate may be associated with non-optimal work techniques that could add to the risk of injury. The more critical or physically demanding the task, the more appropriate it is to ensure the pace is properly set for the worker. Planning the work rate will also involve consideration of work recovery cycles, task variability, and staffing schedules.
Purpose of guideline This guideline provides information on the application of section 4. In some cases, the control of ergonomic risk involves matters covered in other sections of the Regulation , or in the Workers Compensation Act " Act ".
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