In Canada, legislation is divided across federal, provincial, and territorial jurisdictions. Below is an overview of legislation and policy in Newfoundland and Labrador for lone workers, including work-alone regulations.
Summary of Newfoundland and Labrador Lone Worker Legislation
In 2009, Newfoundland and Labrador incorporated a “working alone” section into its Occupational Health and Safety Act and Regulations. It mandates that employers establish written procedures for monitoring lone workers, specifying intervals between check-ins and actions to take if an employee cannot be reached.
NEWFOUNDLAND AND LABRADOR REGULATION 5/12
Occupational Health and Safety Regulations, 2012 under the Occupational Health and Safety Act (O.C 2012-005) – Amended 2018
Working alone
15. (1) In this section, “to work alone or in isolation” means to work in circumstances where assistance would not be readily available to the worker
(a) in case of an emergency; or
(b) in case the worker is injured or in ill health.
(2) An employer shall conduct a risk assessment where a worker is assigned to work alone or in isolation;
(3) Where a risk assessment required under subsection (2) identifies a hazard, appropriate controls shall be implemented to eliminate, or where elimination is not practicable, minimize the risk associated with the hazard;
(4) An employer shall develop and implement a written procedure for checking the well-being of a worker assigned to work alone or in isolation;
(5) A procedure referred to in subsection (4) shall include the time interval between checks and the procedure to follow in case the worker cannot be contacted, including provisions for emergency response;
(6) A person shall be designated to establish contact with the worker at predetermined intervals and the results shall be recorded by the person;
(7) A procedure referred to in subsection (4) shall be developed in consultation with the worker assigned to work alone or in isolation, the occupational health and safety committee, the worker health and safety representative or designate, whichever applies;
(8) A procedure referred to in subsection (4) shall be reviewed at least annually, or more frequently if there is
(a) a change in work arrangements that may adversely affect a worker’s well-being or safety; or
(b) a report that procedures are not working effectively.
As an expert in lone worker content management, I possess an extensive knowledge base and experience in the area of lone working and safety monitoring. My expertise in this field encompasses a wide range of areas, including risk assessment, training, communication, and technology. I have a deep understanding of the unique risks associated with lone workers and have researched and written many projects and articles to educate people in how to mitigate these risks.
Throughout my time with Ok Alone, I have kept up to date with technological developments, legislative changes and regulations that have been introduced to help organizations ensure the safety of their lone workers.