An employer must keep records of all orientations, training and assessments provided and ensure copies of
worksite risk assessments are readily available for review by workers.
A key element of compliance with this legislation is
documentation. The documentation can include one
or more of the following:
•Notes in a supervisors log or notebook
•Filed sign-in sheets
•Emailed responses
•Production meeting notes when hazards were
discussed
•Notification of meeting on the Call Sheet
•Attendees listed on the Daily Production Report (DPR)
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Provide a safe and healthy workplace
Provide orientation, information, instruction,
training, supervision and required Personal
Protective Equipment (PPE)
Occupational health and safety policies and
programs ●
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To ensure the health and safety of all workers
under their direction
Know their legal responsibilities
Comply with the legislation and orders from
WorkSafeBC ●
Take reasonable care to protect your own
health and safety as well as that of others
Work in accordance with established safe work
procedures including use of PPE
Wear, regularly maintain and inspect PPE ●
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Safe equipment and machinery
Access to the Workers Compensation Act
Consult and cooperate with health and safety
committees or representatives and WorkSafeBC
Report all serious accidents, injuries and
incidents to WorkSafeBC
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Ensure workers under their supervision know of
safety hazards and comply with legislation and
orders
Consult with the joint health and safety
committee
Cooperate with WorkSafeBC Officers
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A person must not carry out or cause to be carried out any
work process or operate any equipment if there is
reasonable cause to believe that to do so would create
an undue hazard to the safety of any person.
Any worker who refuses to carry out a work process must
immediately report the circumstances of the unsafe
condition to his or her supervisor or employer.
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A supervisor or employer must immediately investigate the
matter and ensure that any unsafe condition is remedied
without
delay. If the Summer
matter cannot
be resolved,
the
10 Safety
Scene
2019 Edition:
Orientation
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Report all violations of the Act including with
PPE or the existence of any hazards
Cooperate with health and safety committees
or representatives and with WorkSafeBC
Not work while impaired by alcohol, drugs or
other causes (i.e., fatigue)
supervisor or employer must investigate the matter in the
presence of the worker who made the report and a
worker member of the joint committee or a worker
selected by a trade union representing the worker. If there
is no joint committee or the worker is not represented by a
trade union, any other reasonably available worker
selected by the worker should be involved.
If the matter is still not resolved, both the supervisor (or the
employer) and the worker must immediately notify an
officer, who must investigate the matter without undue
delay and issue whatever orders are deemed necessary.