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Guidelines Part 4

Guidelines Part 4 Contents

Guidelines Part 4 - Buildings, structures and equipment

G4.9 Inspection and maintenance records

Issued September 1999; Revised June 3, 2002; Editorial Revision April 4, 2007; Editorial Revision February 1, 2008

Regulatory excerpt
Section 4.9(1) of the OHS Regulation ("Regulation") states:

(1) If this Regulation requires a machine or piece of equipment to have an inspection and maintenance record, then an effective written or other permanent recording system or log must be immediately available to the equipment operator and to any other person involved with inspection and maintenance of the equipment.

(2) The recording system must

(a) identify the make, model and serial number of the equipment, and the name and address of the current owner,

(b) contain an entry on each shift, signed by the operator of the machine or equipment, reporting the result of each start of shift inspection and safety check, and any observed defect, operating difficulty or need for maintenance occurring on the shift, and

(c) contain an entry signed by the person responsible for any test, inspection, modification, repair or maintenance performed on the equipment, summarizing the work done, indicating the status of the equipment or machine for further use, and if appropriate, noting where a detailed record of the test, inspection, modification, repair or maintenance can be obtained.

(3) If this Regulation requires a machine or piece of equipment to have inspection and maintenance records, then detailed reports of inspection, maintenance, repairs and modifications must be kept for the duration of the service life of the machine or equipment and must be reasonably available to the workplace and made available, upon request, to the operator and to anyone else involved in the operation, inspection, testing or maintenance of the equipment.

Purpose of guideline
The purpose of this guideline is to

Clarify the application of section 4.9 of the Regulation
Interpret "immediately available" under section 4.9(1)
Interpret the term "signed " under section 4.9(2) where a computer-based record system is being used
Describe the intent of section 4.9(3) and its use of "reasonably available"

Application of section 4.9
Section 4.9 applies if another section of the Regulation requires a machine or piece of equipment to have an inspection and maintenance record. The following are examples of sections of the Regulation that require a specified machine or piece of equipment to have an inspection and maintenance record. Therefore, the machines and pieces of equipment in the table are examples of those for which inspection and maintenance records must be maintained to the criteria set out in section 4.9.

Section 4.83(6)	- an exhaust ventilation system or an air cleaning system in a designated smoking room
Section 12.77	- automotive lift
Section 13.22	- swing stage - permanent powered platform - elevating work platform
Section 14.14	- a crane or hoist with a rated capacity of 900 kg (2000 lb) or more - a crane or hoist used to support a worker - a tower crane - a mobile crane, boom truck or aerial ladder crane - a side boom tractor or pipe layer - a construction material hoist - a chimney hoist - any other type of hoist specified by WorkSafeBC
Section 20.29	- a concrete placing boom or mast

"Immediately available"
Section 4.9(1) also states that the record must be "immediately available to the equipment operator and to any other person involved with inspection and maintenance of the equipment." This means that the operator, and maintenance and inspection personnel, must be able to make entries, review entries and display the records to someone (such as a supervisor, joint health and safety committee representative, or WorkSafeBC prevention officer) without leaving the workplace.

If a "log book" is used, the book must be on the site, but not necessarily in the possession of the operator or in the cab of the equipment. The book must be readily available at the workplace for entries to be made and for inspection. It should be kept where it is secure and protected from the weather. If an electronic or computerized system is used, the operator and others required to make entries must be able to readily do so from a terminal at the worksite. The operator must also be able to display the records at the workplace for inspection by a supervisor, prevention officer or a member of the joint health and safety committee or other authorized person making a health or safety related inspection.

"Signed"
Section 4.9(2) requires that each entry in the record be "signed." If a computer-based record system is being used, each entry must include a unique identifier that is password protected, so the person responsible for making an entry can be traced, and so a person cannot make or remove an entry made by someone else.

"Reasonably available"
Section 4.9(3) states "detailed reports of inspection, maintenance, repairs and modifications must be ... reasonably available to the workplace." The intent of subsection (3) is to allow the detailed originals of reports and certifications to be stored away from the workplace, as long as the material is available and can be produced, and is referenced in the log book available at the workplace. The detailed reports must be maintained so the records, or a requested part of them, can be produced for inspection at the worksite on request of an authorized person or prevention officer. This could be done, for example, by fax delivery to the site.

If there is a question on the status of equipment to perform safely because of missing or incomplete records, a prevention officer may stop use of the equipment until the appropriate records are produced to indicate compliance with the Regulation. For example, if there is no, or an inadequate record, for a required annual certification or for a repair to a critical area of the equipment, and the prevention officer considers there is an immediate danger to workers if the equipment continues to be used, a closure order may be issued.

Guidelines Part 4 - Emergency preparedness and response

G4.13(1) Risk assessment

Issued September 1999

Section 4.13(1) of the OHS Regulation states "The employer must conduct a risk assessment in any workplace in which a need to rescue or evacuate workers may arise".

Section 4.13(2) states "If the risk assessment required by Section (1) shows a need for evacuation or rescue, appropriate written procedures must be developed and implemented, and a worker assigned to coordinate their implementation".

An office or small retail operation with minimal storage of chemicals (just normal quantities of regular office supplies such as toner and "white out") will not normally need procedures beyond a basic fire evacuation plan for the premises. If part of the operation involves processing or warehousing chemicals, a more elaborate plan may be needed, including in-house capability to shut down processes and assist injured workers.

If a worker is required to assist others who may need physical assistance during an evacuation (such as in care homes or schools), written rescue and evacuation procedures must be developed (see section 4.13(3)(f)). The procedures also need to be practiced (see section 4.14(3)) so workers know their responsibilities and the procedures and equipment to be used.

Where a risk assessment made under section 4.13 concludes that removal by air is the most practicable method of evacuating injured workers, the employer's written procedures must conform to Transport Canada as well as WCB requirements. See also Part 29 of the OHS Regulation.

Section 4.13(3)(a) states written rescue and evacuation procedures are required for work at high angles. Work at "high angles" means a worker is in a position that cannot be reached by a standard stairway or elevator, and thus an injured worker on a stretcher could not be brought to a location accessible by an ambulance crew without use of specialized rescue equipment and techniques. Some examples are rock scaling while suspended on a rappel system, work being done using a swing stage, work on the jib or upper portions of a tower crane and work in an excavation.

G4.13(3) Industrial High Angle Rope Rescue Program

Issued September 1999, Editorial Revision August 2004

Rescue of a worker at a high elevation can be effectively done in a variety of ways, depending on the circumstances at the workplace. For example, on a construction site, the personnel hoist may be used, or a "dedicated emergency platform" (DEP) hoisted by a tower or mobile crane may be used to remove an injured worker. Some work activities, for example window washing, swing stage work and tower crane operation result in a need for high angle rescue capability to rescue or remove a stranded or injured worker. An employer may develop its own high angle rescue capability, and this requires specialized equipment and training and practice. As an alternative, for a workplace located in an area serviced by a fire/rescue department, and where the local department has high angle rescue capabilities, the employer may be able to arrange for the local fire department to provide rescue services for the employer's operation.

The following municipal fire/rescue departments have developed high angle (rope) rescue capability using techniques and equipment acceptable to the Board for workplace rescue. (The initiative to develop this capability was in part sponsored by the Board.)

City of Burnaby
City of Coquitlam
City of Delta
City of Kamloops
City of Kelowna
City of Kitimat
Regional District of Kootenay Boundary
City of Nanaimo
City of Nelson
City of New Westminster
City of North Vancouver
District of North Vancouver
City of Penticton
City of Port Alberni
City of Port Coquitlam
City of Port Moody
District of Powell River
City of Prince George
City of Prince Rupert
City of Richmond
City of Saanich
City of Surrey
City of Vancouver
City of West Vancouver
Village of Whistler
City of White Rock

If a workplace is located outside the service area of a municipal fire/rescue department providing high angle rescue service, the employer has to provide for any necessary high angle rescue requirements by other acceptable means.

If an employer wants to use the local municipal fire/rescue department as a high angle (rope) rescue service provider, the employer must notify the department in advance, and ensure the department is capable and prepared to provide the required services. If the employer's activity is a transient activity such as window cleaning or other work using suspended staging, the employer may use the following form, "NOTICE OF WORK AT HEIGHT", to notify the fire department. For workplaces with a longer term need for rescue capability to be available, particularly where site conditions are regularly changing such as at a high rise construction project, a more formal written agreement needs to be established between the employer and the fire department. A sample of such a formal agreement follows this Guideline. A copy of the notice form or other written agreement must be available at the workplace as an attachment to the fall protection plan required by section 11.3 of the OHS Regulation. The fire/rescue department may:

visit the workplace to determine site suitability for rescue purposes,
request additional and reasonable provisions to assist rescue capabilities, and
refuse to enter into an agreement to provide rescue services if all reasonable requirements are not fulfilled.

The local fire/rescue department cannot be the primary provider of rope rescue services involving a confined space entry unless the department is trained and equipped to do this type of rescue. Section 9.38 of the OHS Regulation requires confined space rescue workers be "adequately trained". Many fire departments are not trained to perform a complex confined space rescue, especially one requiring rope rescue with SCBA equipment. Also, the response time for a fire department rescue team will have to be taken into consideration for confined space situations .

        HIGH ANGLE ROPE RESCUE SERVICE REQUEST 
               NOTICE OF WORK AT HEIGHT 

FROM: ______________________________________________ 
                     (Company Name) 
TO: ________________________________________________  
                  (Fire/Rescue Service) 

This letter is to inform the Fire/Rescue Service of
 _________________ that work at height which could 
 require high angle rope rescue team response in the 
 event of an accident, will be conducted at the 
 following location (please print): 

Worksite address: 

____________________________________________________

Describe work to be conducted: 

____________________________________________________ 

Number of workers employed at height: 

____________________________________________________ 

Description of structure/building: 

____________________________________________________ 

Maximum height of structure from the ground: 

____________________________________________________ 

Permanent engineered anchors installed: Yes __ No __ 

Load rating of anchors if provided: 

____________________________________________________ 

First day/Last day of Project: _____________________
(Not to exceed 60 days) 

Days/Hours of Work Shifts: _________________________

High voltage power lines within 6 metres of the 
structure:  Yes ____ No ____ 

Power lines covered and flagged: Yes __ No __ N/A __ 
(If Yes, attach a copy of WCB Form 30M33) 

Company Head Office Contact Person: ________________

Telephone: ________________ 

Cellular: _________________

Fax: ______________________ 

Site Contact Person: _______________________________ 

Telephone: ________________ 

Cellular: _________________

Fax: ______________________ 



___________________________
        (Signed) 
        

___________________________
         (Date)

APPLICATION FOR INDUSTRIAL RESCUE SERVICE

We, the undersigned, being authorized representatives of the business named herein (hereinafter referred to as the "Company"), and contributors to the funding of the Fire Service Rope Rescue Program (hereinafter referred to as the "Service"), hereby request said Service for the duration of the Company's construction project indicated below. The Company acknowledges and understands that eligibility for, and access to the Service shall remain contingent upon the Company's continuing compliance with the prerequisite Terms and Conditions of Service defined in this document. The Company further acknowledges that from time to time, authorized representatives of the Service reserve the right to verify the Company is in compliance with the Terms and Conditions of Service and agree to cooperate with the representatives during such verifications. The Company fully understands that failure to comply with the Terms and Conditions of Service may result in termination of Service, which may result in the Company being in contravention of Workers' Compensation Board's Occupational Health and Safety Regulation.

*Industrial Rescue Service or "Service is understood to mean: Command of a rope rescue by a Fire Department and does not imply any guarantee of the success of a rescue.

TERMS AND CONDITIONS OF SERVICE

1. The Company shall ensure that the information contained herein is communicated to all persons employed by the Company who are, or may become responsible for, the establishment and maintenance of the Terms and Conditions below.

2. The Company shall ensure that a facility at, or on, the project named herein, has been designated as the Fire Service Industrial Rescue Command Post, and has been appropriately identified and equipped with signage acceptable to the representatives of the Service.

3. The Company shall designate one (1) liaison person from the head office, to whom the Service shall have reasonable access on a twenty-four (24) hour basis, and two (2) liaison persons at the project site to whom the Service shall have immediate access to during normal business hours and on-call access on a twenty-four (24) hour basis. Portable communication devices to be utilized shall be acceptable to the representatives of the Service.

4. The Company shall provide to representatives of the Service, a plot plan of the project complete with the street address, on which shall be identified the Service's staging area, access routes to the site, temporary structures and utilities, locations and particulars of where a rescue may need to be performed.

5. The Company shall ensure the access point and staging areas are maintained in such a fashion as to accommodate the requirements of the vehicles, materials and equipment of the Service. The Company shall immediately notify the Service of any deviation from this requirement, which may affect the response time of the Service.

6. The Company shall provide or otherwise make available, any reasonable additional requirements that representatives of the Service may identify as necessary to expedite a successful rescue operation, as follows:

APPLICANT PARTICULARS

Company Name:
Company Address:
Company Liaison:
Name:
Position:
Phone (day):
Phone (evening):
Pager/Cell:
Project Name:
Project Address:
Project Liaison:
Name: Position: (Primary)
Phone (day):
Phone (evening):
Pager/Cell:
Project Liaison:
Name:
Position: (Secondary)
Phone (day):
Phone (evening):
Pager/Cell:

We, the undersigned, being authorized representatives of the Company and the Fire Service, agree to the Terms and Conditions of Service and additional requirements stated herein. The Company shall be eligible for Service as of this date.

FOR THE COMPANY:

Representative Name and Title (Please Print) Signature

FOR THE SERVICE:

Representative Name and Title (Please Print) Signature

DATED this day of , 20 ___.

G4.16 Training

Issued September 1999

Section 4.16 of the OHS Regulation covers the training and fitness of workers with regard to their involvement in fire prevention, evacuation and firefighting. It does not apply to a municipal fire department (including a volunteer department) or an industrial fire brigade covered by Part 31 of the OHS Regulation.

Section 4.16(2) provides for "adequate training...applicable to their workplace". This provides for flexibility to adapt to the level of risk in the workplace. For example, in an office, workers would be expected to know the area fire/evacuation alarm signal and the response to be made when the signal is activated. In an industrial setting with a higher level of risk, for example where workers must use a respirator or other specialized equipment to evacuate, more instruction is required, along with the availability of the necessary equipment. If a worker is expected to be part of the "workplace response" to contain a fire or other emergency, then training and instruction should be more detailed, and clearly define the limits for response due to available equipment and training.

Section 4.16(4) requires workers assigned to firefighting to be "physically capable of performing assigned duties safely and effectively before being permitted to do them". A worker may become unfit for such duties temporarily through injury or more permanently through aging or loss of physical condition. The employer must ensure a worker is not permitted to undertake firefighting or emergency response duties if, at the time of the incident, the individual is not physically able to do the assigned duties safely and effectively.

Guidelines Part 4 - Working alone or in isolation

G4.20.1 Definition of working alone or in isolation

Issued February 1, 2008

Regulatory excerpt
Section 4.20.1 of the OHS Regulation ("Regulation") states:

In sections 4.20.2 to 4.23, "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.

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 4.20.2 to 4.23 are intended to safeguard workers, as defined in the Workers Compensation Act ("Act"), who are working alone or in isolation. If an individual who works 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:

Presence of others: Are other people in the vicinity?
Awareness: Will other persons capable of providing assistance be aware of the worker's need?
Willingness: Is it reasonable to expect those other persons will provide assistance?
Timeliness: Will assistance be provided within a reasonable period of time?

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 working 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.

G4.20.2 Hazard identification, elimination, and control

Issued February 1, 2008

Regulatory excerpt
Section 4.20.2 of the OHS Regulation ("Regulation") states:

(1) Before a worker is assigned to work alone or in isolation, the employer must identify any hazards to that worker.

(2) Before a worker starts a work assignment with a hazard identified under subsection (1), the employer must take measures

(a) to eliminate the hazard, and

(b) if it is not practicable to eliminate the hazard, to minimize the risk from the hazard.

(3) For purposes of subsection (2) (b), the employer must minimize the risk from the hazard to the lowest level practicable using engineering controls, administrative controls or a combination of engineering and administrative controls.

Purpose of guideline
The purpose of this guideline is to outline ways to conduct a risk assessment to identify hazards to workers assigned to work alone or in isolation and to describe some steps an employer may take to eliminate or minimize identified hazards.

Application
Section 4.20.2 applies to all employers who have workers who work alone or in isolation. To "work alone or in isolation" is defined in 4.20.1 as working in circumstances where assistance would not be readily available to the worker in the event of an emergency, injury, or ill health. Additional information about the definition of working alone is provided in G4.20.1.

Common situations and occupations where a worker may be working alone or in isolation and exposed to hazards include

A worker who handles cash such as a convenience store clerk, retail outlet employee, parking attendant and taxi driver
A worker who meets clients out of the office such as a home care worker, or a social service worker
A worker who does hazardous work with no regular interaction with other people such as a forestry worker, boom boat operator, a worker in the freezer area of a cold storage facility or a night cleaner in a plant
A worker who is performing work activities alone that may lead to slips or falls, including the use of ladders, or stocking high shelves
A worker who is at risk of violent attack who is isolated from other workers or public view such as a security guard, custodian, and a night shift employee in a community care or out patient department

The employer is expected to assess the likelihood of hazards to workers working alone or in isolation. The assessment of the hazards should be based on what reasonably could be anticipated for that workplace or work activity.

Identifying hazards through assessment
There are a number of ways to perform the assessment.

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 worker 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.

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:

Gather information on previous incidents where workers were exposed to hazards while working alone or in isolation in the workplace, generally over a period of at least a year, preferably 3 years.
Gather information on experience in similar workplaces, including severity and frequency of any hazards that workers working alone or in isolation have been exposed to. Sources of information may include the Internet, NIOSH, industry associations, or the police.
Determine the hazard control measures, if any, already in place at the workplace.
Obtain staff and JHSC input (using questionnaires, surveys, formal and informal discussions, and interviews, as appropriate to the size of the workplace).
Inspect the workplace for hazards.
Analyze the information.

To determine specific situations that may expose workers to hazards, consider factors such as

Occupations and locations that may be at higher risk. Some assistance in making this determination is available by consulting the Assigned Hazard Rating List under Part 3 of the OHS Guidelines which provides a hazard rating for various occupations and industries.
Types of tasks that may place workers at higher risk. Higher risk tasks may include working with machinery, working from heights, using explosives, or other activities where serious accidents or injuries have occurred in the past.
Types of foreseeable interactions that may place workers at higher risk. Higher risk interactions may include repossessing furniture, issuing fines or other monetary penalties directly to individuals, working with aggressive or unpredictable patients in a healthcare facility, or other interactions that may involve aggravated individuals.

In addition, consider other factors such as

The specific workplace layout, including furniture design and placement, and the location of entrances and exits
The location of the workplace, and the emergency response time necessary to get there in the event of an emergency
Whether or not the worker may be attacked by an animal or encounter a poisonous material
The climate of the work environment, including whether or not the worker may be exposed to extreme weather conditions or temperatures
Whether or not the work is physically demanding so that the worker may be fatigued
Age, experience, and training of the workers who may be at risk
Type of equipment, tools and supplies available for use, including emergency communication equipment and emergency supplies such as food and drinking water and appropriate first aid equipment
Whether or not the worker will need to carry some or all of the emergency supplies and first aid equipment with them during work activities
Work activities which take a worker out of a safe environment, such as cleaning the area around the gas pumps at 2 a.m.
Staff deployment and scheduling, including the extent to which persons work at night, the system for checking up on workers who work alone (see Regulation sections 4.21 to 4.23 and associated guidelines on person check systems and working alone in late night retail)

Eliminating hazards
If employers identify a hazard under 4.20.2(1), the hazard should be eliminated where practicable. The following are examples of how hazards could be eliminated:

Use video surveillance to remotely monitor an area instead of using an on-site security guard
Install an automated payment system for services, such as parking, instead of using a cashier/attendant
Use vending machines to dispense food or other convenience items rather than using a checkout cashier

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.

Part 1 of the Regulation has the following definitions:

"Administrative controls" means the provision, use and scheduling of work activities and resources in the workplace, including planning, organizing, staffing and coordinating, for the purpose of controlling risk;

"Engineering controls" means the physical arrangement, design or alteration of workstations, equipment, materials, production facilities or other aspects of the physical work environment, for the purpose of controlling risk;

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 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.

Examples of administrative controls include the use of some or all of the following:

Rearrange the work schedule so that more than one person is always present in the workplace
Rearrange work schedules so that the hazardous work, such as that which presents a falling hazard, is done while more than one worker is working
Require that the worker contact the person/company responsible for checking the well being of the worker to ensure that a person check is done before and after the expected completion time of a possibly hazardous activity
Require mandatory on-site supervision of young workers by an adult
Use cash handling procedures that require the use of a locked drop safe, keeping only small amounts of cash accessible on the site, installing surveillance cameras, and posting signs indicating that the amount of cash on site is limited
Use uniformed security guards
Prohibit high-risk work activities during times when a worker is working alone
Use a personal emergency call device that a worker may wear on a lanyard around his/her neck and use to call for help in the event of a personal security or emergency issue

Before allowing work to commence, an employer must ensure that doing so would not violate other sections of the Regulation. For example, section 3.17.1 prohibits commencing work in a workplace that is only accessible by air service if air service is unavailable. In such a workplace, workers would be considered to be working alone or in isolation because assistance is not readily available. Conducting a hazard assessment and taking steps to eliminate or minimize hazards under 4.20.2 does not mean work can commence. Work may only commence once the conditions of 3.17.1 have been satisfied.

G4.21 Procedures for checking the well-being of workers

Issued February 1, 2008; Preliminary Revision April 9, 2008

Regulatory excerpt
Section 4.21 of the OHS Regulation ("Regulation") states:

(1) The employer must develop and implement a written procedure for checking the well-being of a worker assigned to work alone or in isolation.

(2) The procedure for checking a worker's well-being must include the time interval between checks and the procedure to follow in case the worker cannot be contacted, including provisions for emergency rescue.

(3) A person must be designated to establish contact with the worker at predetermined intervals and the results must be recorded by the person.

(4) In addition to checks at regular intervals, a check at the end of the work shift must be done.

(5) The procedure for checking a worker's well-being, including time intervals between the checks, must be developed in consultation with the joint committee or worker health and safety representative, as applicable.

(6) Time intervals for checking a worker's well-being must be developed in consultation with the worker assigned to work alone or in isolation.

Purpose of the guideline
The purpose of this guideline is to

Provide information on the application of the requirements for checking the well-being of workers
Elaborate on time intervals to use when checking
Provide information on acceptable methods for checking, including
- technologies with particular application in populated areas, and
- means of checking that may be of particular use in remote locations

Application
As of February 1, 2008, the requirement to develop and implement a written procedure for checking the well-being of workers under 4.21 applies to all workplaces where workers are working alone or in isolation.

Previously, section 4.21 applied to workers who were working alone under conditions which present the risk of disabling injury if the worker might not be able to secure assistance in the event of injury or other misfortune. As of February 1, 2008, the requirement to be working under certain conditions has been removed, and section 4.21 now applies to all workplaces where workers are working alone or in isolation.

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 4.20.2 of the Regulation. 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 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 in technologies - in populated areas
Technologies that may be of assistance, particularly in populated areas include, but are not limited to

Call-in systems: These systems are available from security service providers and only require access to a phone. Workers call into the system at scheduled intervals during their shift and enter a code to confirm their safety. In the event that a worker fails to phone in by his or her scheduled interval, the service provider follows a predetermined protocol to make contact with the worker. If the worker cannot be contacted, emergency assistance will be sent.

Externally monitored panic alarm devices: A number of security service providers offer panic alarm devices for use in their service area, which workers can carry with them, eliminating the need for access to a phone. As is the case with the call-in systems, panic alarm devices can be programmed to require a worker to confirm his or her safety at scheduled intervals.

Some devices also offer a "person down" feature, which will notify the security provider when a worker does not move for a given period of time, as well as a panic button, which will automatically alarm the security provider of an emergency. In the event that the person down or panic alarm feature is activated, or a worker fails to confirm his or her safety at a scheduled interval, the service provider will attempt to contact the worker before emergency assistance is sent. These devices are designed to be carried on the worker at all times, and can be worn around the worker's neck or on his or her belt. It is the employer's responsibility to ensure that workers consistently wear the device when working alone or in isolation.

Internally monitored panic alarm devices: Panic alarm devices can also be purchased with a monitoring station that is operated by the employer, rather than a security service provider, for use in their workplace. The employer's monitoring station can be linked to a number of different panic alarm devices, and will emit an audible signal in the event that a worker fails to confirm his or her safety or the person down or panic button features are activated. In such cases, the employer is excpected to follow their written procedures to ensure the worker is contacted or assistance is provided.

As with the other systems, the procedures for an internally monitored device must include the intervals at which a worker is expected to confirm his or her well-being. At a minimum, the monitoring station must be checked at these intervals by the worker assigned to check the well-being of the workers who are working alone or in isolation, and the results of the checks recorded. To ensure that assistance is provided quickly in the event that a panic alarm or person down feature is activated by a worker, the station should be monitored more regularly. This can be accomplished by having the worker(s) responsible for checking the station remain within the vicinity of the station, as is practicable, so that they can be alerted in the event that an audible signal is emitted.

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

Wireless satellite hand-held alerting and tracking devices: These are proving to be a promising type of system at a relatively modest cost. Several systems are available, and provide capabilities such as alerts, simple messaging, and very importantly GPS coordinates of the worker. Systems are available that can provide coverage in most outdoor situations. Such systems should be tested for reliability in the areas they are intended to be used.

Satellite phones: These can also be effective in remote areas, and offer the advantage of permitting extended two way voice communication. They should be evaluated for reliability in the areas they are intended to be used.

Radio transmitters: In some circumstances, for example where there is a relatively permanent base site with power generation capability, it may be feasible to use a radio transmitter that provides surface-to-surface radio contact. In some areas there are repeater systems that can be accessed for a wider area of communication.

Crew contact: Where a crew is working in a remote location but the work involves working alone, it may be possible to arrange work so that the crew will meet periodically during the work day, or have another means of alerting one another. If a worker doesn't arrive on time at the pre-determined point, or otherwise signal his or her well-being then a search procedure can be initiated by the other worker(s). The successful use of this approach involves the following five elements:
- A pre-determined meeting place or other means of contact
- A pre-determined time for contact
- Information provided by the workers beforehand on their expected routes and areas of activity
- A procedure for the crew to follow in the event a worker does not make contact
- A plan in place to find a missing worker
In addition, depending on any limits to the kind of assistance that the coworkers 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.

G4.22.1 Late night retail safety procedures and requirements

Issued February 1, 2008; Editorial Revision February 21, 2008

Regulatory excerpt
Section 4.22.1 of the OHS Regulation ("Regulation") states:

(1) In this section:

"late night hours" means any time between 10:00 p.m. and 6:00 a.m.;

"late night retail premises" means

(a) a gas station or other retail fueling outlet, or

(b) a convenience store or any other retail store where goods are sold directly to consumers

that is open to the public for late night hours.

(2) If a worker is assigned to work alone or in isolation in late night retail premises and there is any risk of harm from a violent act to the worker, then, in addition to any other obligations the employer has under sections 4.20.2 to 4.23,

(a) the employer must develop and implement a written procedure to ensure the worker's safety in handling money, and

(b) when that worker is assigned to work late night hours, the employer must also do either or both of the following:

(i) ensure that the worker is physically separated from the public by a locked door or barrier that prevents physical contact with or access to the worker;

(ii) assign one or more workers to work with the worker during that worker's assignment.

(3) A worker described in subsection (2) must be trained in the written procedure referred to in that subsection.

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 and barriers or locked doors under 4.22.1(2)(b)(ii).

Application
The requirements of 4.22.1 only apply if the following conditions are satisfied:

(1) The worker is working alone or in isolation (see G4.20.1)

(2) The worker is working in a late night retail premises

(3) It is between the hours of 10:00 p.m. and 6:00 a.m.

Retail premises
A late night retail premises is defined as a gas station or other fueling outlet, or a convenience store or any other retail store where goods are sold directly to consumers, and is open during late night hours. "Other retail stores" are shops or other premises where the primary business conducted is the sale of products directly to consumers. 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

Coffee shops
Money marts
Liquor off-sales
Take-out food restaurants

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

Full service restaurants
Pubs or bars
Taxicabs and limousine services
Toll booths
Hotel check-in desks
Food and other merchandise sold from street carts

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 4.20.2 of the Regulation to identify and control hazards presented to any workers working alone or in isolation, and under section 4.21 of the Regulation to develop and implement a procedure for checking the well-being of the worker.

Written procedures for handling money
Section 4.22.1(2)(a) requires that employers develop and implement a written procedure to ensure a worker's safety in handling money. A procedure should include some or all of the following:

Ensure cash handling areas are located away from entrances and exits
Ensure sales counters are located so they are clearly visible from inside and outside the store
Keep as little cash in the cash register as possible
Place large bills in a drop box or strong room that is out of sight
Fit counter safes with time delay locks
Use only one cash register and leave the cash tray of the unused register open and visible

A procedure for handling money should also include the following guidelines for making bank deposits:

Avoid making bank deposits at night
Vary the time and route for making deposits
Don't carry money in bags marked with the company logo or that make it obvious that cash is being transported
Make deposits with a co-worker, where practicable. The co-worker should face away from the depository to keep an eye on other people in the area

Appropriate use of barriers
The requirement under section 4.22.1(2)(b)(i) is a performance based requirement. 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.

Barriers also must be compliant with applicable building codes, fire codes, and other laws.

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:

a sufficiently narrow width at the opening of the barrier, together with an adequate distance at the opening between the typical location of the worker and that of the customer. Counters and shelving may be installed to increase this distance between the worker and the customer. Where an opening is large enough for a customer's arm to fit through, the distance between the customer and the worker should be two arms' lengths
where the barrier allows for an opening beyond an appropriate width, a means of preventing the opening from widening beyond this width, such as a lock or security bar. The means of release for a lock or security bar needs to be beyond the reach of customers standing outside of the barrier.

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 10:00 p.m. and 6:00 a.m. 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, required by section 4.20.2 of the Regulation. Acceptable procedures could include having the worker carry a personal alarm or a phone with an emergency contact button, or requiring the worker to call into a designated person advising when they are leaving the building, their expected return time, and when they have safely returned behind the barrier.

Late night deliveries
The requirement to use a barrier or locked door only applies to workers who are working 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 put into writing.

G4.22.2 Mandatory prepayment for fuel

Issued February 1, 2008, Revised March 27, 2008

Regulatory excerpt
Section 4.22.2 of the OHS Regulation ("Regulation") states:

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 sets 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.g. for barbeques), or for pre-filled propane cylinders.

"Other retail fueling outlets" include convenience stores that dispense fuel. However, the requirements of section 4.22.2 are not intended to apply to marine fueling stations that use boat access to the fueling location. 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.

At gas kiosk/in store
Customers may prepay by cash, credit card, or debit card with an attendant at a payment kiosk or with the clerk in the store. 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 and account selection process.

This option will not suit customers with concerns about relinquishing control of their cards.

Other
In small communities, in which most of the customers may be well known to the operator, the customer and the retailer may make advance arrangements for payment on an account. WorkSafeBC considers that a pre-arranged payment agreement for fuel is a form of standing account that satisfies the obligation for prepayment, and in these circumstances the customer can purchase fuel at the pump in accordance with the agreed upon payment plan.

Finally, a customer may make a payment using a cardlock system, typically used by the commercial trucking industry.

Upgrading equipment
Employers should consult with their equipment distributor/service provider to ensure their point of sales software, valves, nozzles, and other equipment is capable of safely operating in a prepay mode.

Guidelines Part 4 - Work area requirements

G4.38 Extreme temperatures

Issued September 1999

Section 4.38 of the OHS Regulation states:

"(1) An open flame or other high temperature or extreme low temperature source or surface, which could cause a burn or other injury, must be positioned or shielded to prevent contact by workers.
(2) If an extreme temperature source is necessarily exposed due to the work process, safe work procedures must be established, and workers must be instructed in those procedures and must wear appropriate clothing and personal protective equipment."

This requirement is intended to address the hazard from contact or exposure to an extreme temperature source that may cause a burn 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 (see 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.

A surface above 40 degrees Celsius will potentially cause tissue damage if prolonged contact is maintained. Where section 4.38 applies, surfaces above this temperature should be positioned or shielded to prevent contact by a worker. Prolonged contact with a surface colder than minus 10 degrees Celsius will likely cause tissue damage. Where section 4.38 applies, a surface below this temperature should be positioned or shielded to prevent contact by a worker.

G4.41 Waste material in agricultural operations

Issued January 1, 2005

Section 4.41 of the OHS Rgulation states:

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." The use of such materials does not necessarily mean that section 4.41 applies. Section 4.41 applies if there is an accumulation of "waste" (in the sense of useless or discarded) material or spills of such material in an agricultural operation and a hazard is created.

Materials that are not wastes and that could be hazardous to workers are addressed by general requirements such as section 4.1, which states, among other things, that "workplaces must be maintained in such a condition that workers will not be endangered." If materials on the floor create a slippery surface, the use of non-slip footwear, as required by section 8.23, may assist with risk control.

Guidelines Part 4- Ergonomics (MSI) requirements

G4.46 Definition of musculoskeletal injury (MSI)

Issued August 3, 2006

Regulatory excerpt
Section 4.46 of the OHS Regulation defines "musculoskeletal injury" or "MSI" as follows:

"musculoskeletal injury" or "MSI" means an injury or disorder of the muscles, tendons, ligaments, joints, nerves, blood vessels or related soft tissue including a sprain, strain and inflammation, that may be caused or aggravated by work.

Purpose of guideline
This guideline provides further information on the definition of 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.

A strain is an overstretching or overexertion of some part of the musculature.

An inflammation is a localized response to injury or trauma that is marked by increased blood 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.

G4.47 Risk identification

Issued August 3, 2006; Revised December 1, 2006

Regulatory excerpt
Section 4.47 of the OHS Regulation ("Regulation") states:

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 4.47 and how to identify risk factors.

The context of section 4.47
Risk factor identification is the first step in a process involving identification, assessment, control, and evaluation.

Section 4.49 lists factors that must be considered during the risk identification process. In some cases other factors such as illumination or vibration may be involved, which are addressed respectively in sections 4.64 - 4.69 and 7.10 - 7.16 of the Regulation.

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 3.5 to 3.8 of the Regulation.

Note: Section 4.53 requires that the joint occupational health and safety committee or worker health and safety representative, as applicable, must be consulted on risk identification.

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.

Other sources of information include

Interviews with workers and supervisors
Trends in the employer's industry
MSI statistics in similar operations where available

In addition to reviewing records, risk factors can be identified through direct observation of the work activities. For this purpose, the employer has the option of using the MSI Risk Factor Identification Worksheet A which can be found via the Ergonomics portal on the WorkSafeBC website. 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.

G4.48 Risk assessment

Issued August 3, 2006: Revised December 1, 2006

Regulatory excerpt
Section 4.48 of the OHS Regulation states:

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.

Objectives of the risk assessment
The objectives include

Determining the extent of impact of various risk factors on the potential for MSI
Where feasible, determining the relative risk of MSI among workers or groups of workers

Achieving these objectives will assist with establishing priorities for the control of risks.

Who performs the assessment?
The risk assessment will be completed by a person who has a good understanding of

The work processes involved
The physical demands of work tasks and the factors which influence them (see the booklet Preventing Musculoskeletal Injury (MSI) A Guide for Employers and Joint Committees
The methods for performing a risk assessment such as those referred to in this guideline

Note: Section 4.53(1) requires that the joint occupational health and safety committee or worker health and safety representative, as applicable, must be consulted on the risk assessment. Also, section 4.53(2) requires that during a risk assessment, the employer must consult with the workers with signs or symptoms of MSI, and a representative sample of the workers who are required to carry out the work being assessed.

How is the assessment performed?
A risk assessment can be performed using a variety of methods. WorkSafeBC provides the MSI Risk Factor Assessment Worksheet B, which addresses a number of the factors to be considered. Other methods may be used as long as they ensure the proper identification and assessment of risks. Worksheet B can be found via the Ergonomics portal at the WorkSafeBC website.

Methods of assessment may include but are not limited to

Observation of workers performing their tasks, including videotaping
Still photographs of work postures, workstation layout, etc.
Workstation measurements, using for example, a measuring tape, or weigh scales
Measurement of handle size, weighing tools, measuring tool vibration, etc.
Determination of characteristics of work surfaces such as slip resistance
Measurement of exposures to heat, cold, vibration, noise, and lighting
Biomechanical calculations, for example, the force required to accomplish a task or the pressure put on a spinal disk
Physiological measures
Worker surveys (for example, use of subjective force rating scales)
Task analysis techniques (for example, NIOSH lifting equation, SNOOK push/pull tables - see The design of manual handling tasks: Revised table of maximum acceptable weights and forces in Ergonomics, Vol. 34, No. 9, 1991). Also, a Push/Pull/Carry Calculator is provided via the Ergonomics portal on the web site www.worksafebc.com
Postural analysis techniques (for example, the Ovako Working Posture Analysis System (OWAS), Rapid Upper Limb Assessment (RULA), or WATBAK (a biomechanical modeling program from the University of Waterloo))

The person(s) performing the assessment and using any of these methods should understand the applications and limitations of the method being used.

G4.49 Risk factors

Issued August 3, 2006

Regulatory excerpt
Section 4.49 of the OHS Regulation states:

The following factors must be considered, where applicable, in the identification and assessment of the risk of MSI:

(a) The physical demands of work activities, including

(i) force required

(ii) repetition

(iii) duration

(iv) work postures

(v) local contact stresses

(b) Aspects of the layout and condition of the workplace or workstation, including

(i) working reaches

(ii) working heights

(iii) seating

(iv) floor surfaces

(c) The characteristics of objects handled, including

(i) size and shape

(ii) load condition and weight distribution

(iii) container, tool and equipment handles

(d) The environmental conditions, including cold temperature

(e) The following characteristics of the organization of work

(i) work-recovery cycles

(ii) task variability

(iii) work rate

Purpose of guideline
This guideline provides information on the risk factors outlined in section 4.49.

General information
Section 4.49 states that the listed factors must be considered "where applicable." This means that the factors must be considered where they are present. 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 4.49
Each of the factors listed in 4.49 is discussed below. Though listed separately, these factors often act in combination.

Force required (Section 4.49(a)(i))
This refers to the effort a worker must exert to counteract a load. 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). The greater the magnitude/intensity of the force, the greater the risk of causing an MSI.

Repetition (Section 4.49(a)(ii))
This refers to the cyclical use of the same body tissues either as a repeated motion or as a repeated muscular effort without movement. 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:

How often the same motion or muscular effort is performed within a certain period of time
The amount of time during or between a given work cycle for the affected muscle or tendon group to return to the recovery state

Duration (Section 4.49(a)(iii))
This refers to the length of time a person is exposed to a particular risk. A person may be exposed to a task that continually uses the same muscles and tendons.

Work postures (Section 4.49(a)(iv))
This refers to postures that are awkward. 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

Shoulder abduction or flexion
Flexion or extension of the wrist
Ulnar deviation of the wrist
Squatting and stooping
Flexion or extension of the neck
Rotation or side bending of the neck

Local contact stress (Section 4.49(a)(v))
This refers to physical contact between body tissues (in a small localized area) and objects in the work environment such as tools, machinery, and products. Local contact stress, when applicable, usually involves the knee, shoulder, elbow, wrist, or hand. Point pressure may also occur at the sides of fingers. Pressure over these areas may inhibit nerve function and/or blood flow.

Working reaches (Section 4.49(b)(i))
This refers to the risks that can result from reaching behind the shoulder, forward, or across the body. This factor may cause MSI, either through a single incident or through a repetitive or cumulative process.

Working heights (Section 4.49(b)(ii))
This refers to the risks from having to accommodate to inappropriate work surface heights for an extended period of time.

Seating (Section 4.49(b)(iii))
This refers either to the physical properties of a chair or seat, or prolonged sitting required by some jobs. The Canadian Standards Association (CSA) has issued the standard CAN/CSA-Z412-M89 A Guideline on Office Ergonomics, and WorkSafeBC has produced the booklet How to Make Your Computer Workstation Fit You. These publications can assist with an understanding of this factor. WorkSafeBC publications on ergonomics are available at the WorkSafeBC website.

Floor surfaces (Section 4.49(b)(iv))
This refers to the physical characteristics of a floor, including grade, surface texture and material, unevenness, and slip resistance. Examples of risk factors associated with floor surfaces include

Sloped surfaces and ramps, which can result in an increased effort to carry, push, pull, or manipulate loads
Hard surfaces, which can cause increased fatigue and back discomfort to workers who have to stand on them for an extended period of time
Uneven work surfaces, which can increase the force needed to move objects
Floors that are slippery, which can cause an increased risk of falling or slipping

Size and shape (Section 4.49(c)(i))
This refers to the size and shape of an object and how it influences physical demands on the body. 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 4.49(c)(ii))
The condition and weight of a load will determine how workers handle it. 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 4.49(c)(iii))
Objects without handles are more difficult to handle and require more forceful gripping, which can result in an awkward posture. Important considerations in handle design include size, shape, texture, and location.

Size	Improper handle size increases fatigue; handles should accommodate gloves
Shape	Sharp edges, grooves, seams may cause contact stress
Texture	Slippery handles may cause dropping
Location	Improperly placed handles may force an awkward posture of wrists or arms. Asymmetrical placement may cause hazards of tipping of an unstable load

Environmental conditions, including cold temperature (Section 4.49(d))
Cold temperatures may have a direct adverse effect on the tissue through vascular constriction. 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 4.64 - 4.69 of the OHS Regulation on illumination.

Hand/arm vibration is linked to conditions such as carpal tunnel syndrome, and vibration white finger disease. Sections 7.10 - 7.16 of the OHS Regulation and associated OHS Guidelines deal specifically with vibration.

Work-recovery cycles (Section 4.49(e)(i))
This refers to the availability and distribution of breaks in a particular activity to allow the tissue to return to a resting state for recovery. 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 4.49(e)(ii))
The longer the time a task remains unchanged, unvaried, or uninterrupted, the less likely are the affected tissues to return to a resting state for recovery.

Work rate (Section 4.49(e)(iii))
This refers to the speed at which the tasks are being carried out. 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.

G4.50 Risk control

Issued August 3, 2006

Regulatory excerpt
Section 4.50 of the OHS Regulation states:

(1) The employer must eliminate or, if that is not practicable, minimize the risk of MSI to workers.

(2) Personal protective equipment may only be used as a substitute for engineering or administrative controls if it is used in circumstances in which those controls are not practicable.

(3) The employer must, without delay, implement interim control measures when the introduction of permanent control measures will be delayed.

Purpose of guideline
This guideline provides information on the application of section 4.50(1), and discusses the hierarchy of controls and interim controls under sections 4.50(2) & (3).

Section 4.50(1) - General requirement for control of risk
The employer will eliminate or minimize the risks by creating control mechanisms for the risk factors found during the risk assessment.

In some cases, the control of ergonomic risk involves matters covered in other sections of the OHS Regulation, or in the Workers Compensation Act. Examples include lighting, vibration, unsafe work practices, and training.

Risk factors must be eliminated where practicable. "Practicable" is defined in section 1.1 of the OHS Regulation as "that which is reasonably capable of being done." In determining if elimination is "practicable," the relevant considerations include

Degree of risk to the worker arising from risk factors
Extent of available information on the risk and the means of controlling it
Availability and suitability of control measures
Frequency of performing tasks that contain risk factors
Resources needed to control the risk

Where elimination is not practicable, the specific risk factors identified in the risk assessment should be reduced to the lowest practicable level. Typically this means minimizing the duration, magnitude, and/or frequency of the relevant risk factor. Care should be taken to ensure that the reduction of risk of MSI from one factor does not increase the risk from another.

As a general rule, risk factors for tasks which are performed most of the time should be considered first. The primary risk factors to consider normally include awkward postures, force required, and repetition.

Note: The employer is required under section 4.53 to consult with the joint occupational health and safety committee or worker health and safety representative, as applicable, on the implementation of controls.

Section 4.50(2) Hierarchy of controls/personal protective equipment
Under section 4.50(2) engineering or administrative controls must, where practicable, be used in preference to personal protective equipment (PPE) for eliminating or reducing the risk of MSI.

Section 1.1 of the OHS Regulation states that "engineering controls" means the "physical arrangement, design or alteration of workstations, equipment, materials, production facilities or other aspects of the physical work environment, for the purpose of controlling risk."

Section 1.1 defines "administrative controls" to mean the "provision, use and scheduling of work activities and resources in the workplace, including planning, organizing, staffing and coordinating, for the purpose of controlling risk."

PPE for MSI includes, but is not limited to the following:

Gloves (for example, vibration dampening gloves, friction gloves)
Footwear (for example, safe, cushioned footwear with a comfortable toe box, and proper-fitting, low profile heels)
Devices to protect against contact stress (for example, knee pads and wrist rests on computer keyboards)

WorkSafeBC provides Ergonomics Commentary sheets on topics such as the computer mouse, wrist braces, and back belts. These can be accessed via the Ergonomics portal at the WorkSafeBC website.

Section 4.50(3) Interim controls
This section permits the use of interim controls if the introduction of permanent controls will be delayed.

"Delayed" in this context means putting off the introduction of permanent control measures for reasons related to practicability. For example, the cost of, or time required to develop control measures, may require that they be phased in over a period of time.

Section 4.50(3) requires that "interim control measures" be applied to minimize risk while more effective or long term solutions are being developed. The section does not authorize the employer to delay the introduction of practicable control measures for other reasons.

G4.51 Education and training

Issued August 3, 2006

Regulatory excerpt
Section 4.51 of the OHS Regulation states:

(1) The employer must ensure that a worker who may be exposed to a risk of MSI is educated in risk identification related to the work, including the recognition of early signs and symptoms of MSIs and their potential health effects.

(2) The employer must ensure that a worker to be assigned to work which requires specific measures to control the risk of MSI is trained in the use of those measures, including, where applicable, work procedures, mechanical aids and personal protective equipment.

Purpose of guideline
This guideline provides information to assist with understanding terms in section 4.51(1) and on what is meant by "trained" in section 4.51(2).

Section 4.51(1)
This provision requires that workers be educated as to the risk factors which have been identified during the risk identification process under section 4.47 for a work activity that they perform. The education needs to be sufficient so the workers are aware of the applicable risk factors and their potential impact on the body.

Because all work has a physical component to it (i.e. from lifting a box to sitting behind a desk) risk factors are likely to be identified in the majority of jobs. Therefore, most workers will need education under this provision.

The early signs and symptoms of MSI include but are not limited to the following:

Pain or discomfort
Reduced range of motion at a joint
Swelling
Tingling, numbness
Weakness when trying to perform a natural action like grasping

See OHS Guideline G4.46 for more information on the medical conditions addressed by the Ergonomics Requirements. WorkSafeBC has also produced the booklet Understanding the Risks of Musculoskeletal Injury (MSI) to help employers with the requirements of section 4.51(1) to educate workers in risk identification, signs and symptoms of MSI, and their potential health effects. These can be accessed via the Ergonomics portal at the WorkSafeBC website.

Section 4.51(2)
In this provision, "trained" refers to the provision of practical information so that the workers affected understand why a control measure is in place and are able to effectively apply the control measures in their work.

Workers should be able to demonstrate an understanding of the education and training. To check this, it may be useful to ask workers about the risk factors present in their job and if there are specific procedures or equipment they use to reduce the risk. Sample questions for the worker could include

What are some early signs and symptoms of MSI, and what could happen if they are ignored?
Who should you report any signs and symptoms of MSI to?
What are the risks of MSI in your job?
What can be done to reduce the risk of MSI in your job?

Note: Section 4.53 of the OHS Regulation requires that the joint occupational health and safety committee or worker health and safety representative, as applicable, must be consulted on the content and means of provision of education and training under section 4.51.

G4.52 Evaluation

Issued August 3, 2006

Regulatory excerpt
Section 4.52 of the OHS Regulation states:

(1) The employer must monitor the effectiveness of the measures taken to comply with the Ergonomics (MSI) Requirements and ensure they are reviewed at least annually.

(2) When the monitoring required by subsection (1) identifies deficiencies, they must be corrected without undue delay.

Purpose of guideline
This guideline provides information on what is meant by conducting a review under section 4.52(1) and some of the considerations when applying section 4.52(2).

Section 4.52(1) - Conducting a review
This section requires the employer to monitor the effectiveness of control measures and ensure they are reviewed at least once a year.

The review must cover all the measures taken under sections 4.47 to 4.51, including risk identification and assessment, the implementation of control measures, and the education and training of workers.

In reviewing the effectiveness of existing measures, employers will evaluate whether they have eliminated or minimized the degree of risk to workers. The information to be considered may include evidence on changes of exposure to risk factors, reports of worker discomfort, MSI records in the first aid book, and MSI claims.

Section 4.52(1) states that a review must be done at least annually. A review is also required when significant changes in circumstances occur, including when

MSI of a different type is reported, or workers report signs and symptoms of MSI of a different type
A request from a worker is received to identify a risk factor that has not previously been considered
A new or changed piece of equipment is implemented
When new work stations or work processes are initiated

Note: Section 4.53 requires that the joint occupational health and safety committee or worker health and safety representative, as applicable, must be consulted in the evaluation.

Section 4.52(2) - Effective control measures
If monitoring shows there has been no reduction in the level of risk to workers or reports of discomfort, the effectiveness of the measures taken will need to be considered, and a determination made of whether additional corrective action should be taken.

If any different injury or signs or symptoms are reported, or any new risk factors are identified during a review, these need to be assessed and appropriate risk control measures taken. Identification of new MSI or new risks means the priority for addressing MSI should be reviewed, and the overall MSI program adjusted as necessary to ensure the areas of highest risk are receiving appropriate action.

G4.53 Consultation

Issued August 3, 2006

Regulatory excerpt
Section 4.53 of the OHS Regulation states:

(1) The employer must consult with the joint committee, if any, or the worker health and safety representative, as applicable, with respect to the following when they are required by the Ergonomics (MSI) Requirements:

(a) Risk identification, assessment and control

(b) The content and provision of worker education and training

(c) The evaluation of the compliance measures taken

(2) The employer must, when performing a risk assessment, consult with

(a) Workers with signs or symptoms of MSI, and

(b) Representative sample of the workers who are required to carry out the work being assessed

Purpose of guideline
This guideline provides information on expectations for consultation under subsections (1) and (2) of this requirement. Consultation includes seeking the participation of the affected parties and asking for their input on measures taken under sections 4.47 to 4.52 of the OHS Regulation.

Section 4.53(1)
Section 4.53(1) requires the employer to consult with the joint occupational health and safety committee or worker health and safety representative, as applicable, regarding implementation of ergonomic requirements. It is expected that ergonomic requirements will be incorporated as part of the occupational health and safety program for the workplace.

Section 4.53(2)
This provision requires the employer to consult with the affected workers when a risk assessment is being done regarding tasks or functions performed by those workers. A "representative sample" under subsection (2)(b) means, in addition to workers with signs or symptoms, a cross section of workers, having regard to differences in age, shift schedule, gender, size (height, weight), and work location (climatic conditions can vary considerably, and clothing or icy surfaces may result in different levels of risk for similar tasks). The size of the sample will depend on how many applicable differences there are in the group.

Guidelines Part 4 - Illumination

G4.65 Illumination levels

Issued September 1999; Revised January 1, 2005

Section 4.65 of the OHS Regulation states:

(1) Except as provided in subsections (2) and (3), and in section 4.69, an employer must provide and maintain minimum illumination levels to ensure safe working conditions, safe passage and the identification of hazards or obstructions as follows:

(a) 22 lux (2 fc) in areas of low activity, such as parking lots, building exteriors and basement areas housing machinery, but which are not regular task areas;

(b) 54 lux (5 fc) in areas of high activity, such as frequently used walkways and building access and egress points.

(2) For tasks which require the ability to distinguish detail an employer must provide and maintain illumination as required by Table 4-1.

(3) For work processes which require lower illumination levels than those specified in subsections (1) and (2), such as photographic darkrooms, fish hatching rooms and poultry catching operations, the employer may use other effective means to ensure the safety of workers.

Section 4.65 of the OHS Regulation requires the employer to provide and maintain minimum illumination levels to ensure safe working conditions, safe passage, and the identification of hazards or obstructions.

For tasks that require the ability to distinguish detail (for example, weaving, fine hand-painting, and precision manual arc welding) section 4.65(2) requires the employer to provide and maintain the illumination levels listed in Table 4-1. The illumination levels listed in Table 4-1 are based on Figure 11-1 of the Lighting Handbook: Reference and Application (8th edition), published by the Illuminating Engineering Society of North America. Figure 11-1 presents a range of illumination levels, while Table 4-1 presents only the minimum levels listed in Figure 11-1. As the OHS Regulation specifies a minimum illumination level, some workers may complain about inadequate lighting. The Lighting Handbook should be used for guidance in resolving such complaints. The Board can only require illumination be provided to the level specified in the OHS Regulation.

The following factors should be considered in selecting an illumination level:

Type of activity performed within a space
Characteristics of the visual task
Age of the occupant
Importance of speed and accuracy in performing the visual task
Reflectance of the task surface

In agriculture, many visual tasks need only lower lighting levels, and fall into task categories 1 and 2 of Table 4-1. As workers will be required to read pesticide labels, mixing of pesticides in storage areas is an activity that will likely fall into task category 2.

For further guidance, refer to Chapter 11 of the Lighting Handbook.

Section 4.65(3) permits an employer to use "other effective means" to ensure the safety of workers for work processes that require lower illumination levels. In addition to the activities mentioned in the OHS Regulation, the performing arts industry may have operational requirements for reduced illumination levels during rehearsals and performances. In agriculture, low illumination levels are often required in poultry and in mushroom operations. "Other effective means" might include the use of strip lighting in aisles, illuminating paint, safelights and handheld flashlights. It is important that proper access and exit routes be available and be free of tripping hazards and any obstructions.

G4.66 Means of illumination

Issued September 1999

Section

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Guidelines Part 4

Guidelines Part 4 Contents

BUILDINGS, STRUCTURES AND EQUIPMENT

EMERGENCY PREPAREDNESS AND RESPONSE

WORKING ALONE OR IN ISOLATION

WORK AREA REQUIREMENTS

ERGONOMICS (MSI) REQUIREMENTS

ILLUMINATION

INDOOR AIR QUALITY

ENVIRONMENTAL TOBACCO SMOKE

OCCUPATIONAL ENVIRONMENT REQUIREMENTS

Guidelines Part 4 - Buildings, structures and equipment

G4.9 Inspection and maintenance records

Guidelines Part 4 - Emergency preparedness and response

G4.13(1) Risk assessment

G4.13(3) Industrial High Angle Rope Rescue Program

G4.16 Training

Guidelines Part 4 - Working alone or in isolation

G4.20.1 Definition of working alone or in isolation

G4.20.2 Hazard identification, elimination, and control

G4.21 Procedures for checking the well-being of workers

G4.22.1 Late night retail safety procedures and requirements

G4.22.2 Mandatory prepayment for fuel

Guidelines Part 4 - Work area requirements

G4.38 Extreme temperatures

G4.41 Waste material in agricultural operations

Guidelines Part 4- Ergonomics (MSI) requirements

G4.46 Definition of musculoskeletal injury (MSI)

G4.47 Risk identification

G4.48 Risk assessment

G4.49 Risk factors

G4.50 Risk control

G4.51 Education and training

G4.52 Evaluation

G4.53 Consultation

Guidelines Part 4 - Illumination

G4.65 Illumination levels

G4.66 Means of illumination