When the food carriers are hired as independent contractors, they would be entitled to medical and benefit coverage only if they chose to purchase optional protection as a self-employed person.
Current back up alarms have limitations related to noise, localization, and hearing damage. The white noise alarms address many of these concerns. We have a section on our website devoted to the differences, where you can hear examples and learn more about the new technology.
The only mention of reflectorized vests or jackets in the Occupational Health and Safety Act is under Section 91(2) of Regulation 91-191. It states: “An employer shall provide, and all signallers shall wear, a reflectorized vest or jacket when controlling the flow of traffic.” At this time, the regulation does not specify the colour of the reflective shirts, nor the colour of the reflective striping. Although not incorporated into the regulation, CSA Z-96.1 – Guideline on the selection, use and care of high-visibility safety apparel can be used in selecting reflective clothing.
Supervisors and employers must develop and enforce safety policies fairly and equitably. Supervisors should be educated and trained on how to recognize possible impairment and how the workplace policies should be applied.
Common signs and symptoms of impairment – from cannabis use or other forms of drugs and alcohol – include the following and may help the early identification of an employee who might need help.
These signs and symptoms alone or in combination do not necessarily mean that somebody has a substance use problem and the signs are different from person to person. But they may be indicators that your employee is in trouble or in need of aid.
This list includes the main signs, but there may be others.
Physical: poor appearance/hygiene, sweating, headaches, tremors, diarrhea, restlessness, slurred speech, unsteady gait
Psychosocial: mood fluctuations, inappropriate verbal or emotional responses, irritability, confusion, memory lapses, isolation, lack of focus, lying
Performance: calling in sick frequently or working more overtime, arriving late/leaving early, extended breaks, errors in judgment, deterioration in performance, non-compliance with policies, changes in quality of work
Jack Callaghan, a professor in University of Waterloo’s department of kinesiology, has found that the ideal sit-stand ratio lies somewhere between 1:1 and 1:3. It is recommended that you begin using your standing desk slowly − start with 20 minutes at a time. Also make sure you’re using a gel mat.
The ideal is to listen to your body. The key to success in any sedentary workplace is to avoid staying in the same position for extended periods of time.
The OHS Act requires the employer to post a copy of the OHS Act and regulations, which include:
First, you should note that WorkSafeNB accepts "electronic" postings for the Act and regulations, provided that workers have easy access to these documents. WorkSafeNB has a web link to all of its OHS legislation, readily available for anyone with Internet access.
In addition, you also need to post the joint health and safety committee (JHSC) minutes and the names of the JHSC members or health and safety representatives, as well as any code of practice established or adopted by the employer.
With respect to First Aid Regulation 2004-130, you are required to post an emergency communication plan, the names of your trained first aiders and signs indicating the location of first aid kits.
The posting requirements outlined in General Regulation 91-191 are task-specific. They can be found in sub sections 51(4), 76(3), etc. You should review the regulations to determine which ones apply to you.
In summary, WorkSafeNB will accept electronic access of the Act if:
Legislation under the Occupational Health and Safety Act requires every employer with 20 or more employees regularly employed at a place of employment to have a JHSC. Although it refers to ‘place of employment,’ the requirement is specific to an individual employer. If employers in a building are not related – like a commercial complex with many small retail outlets – then we would not require a JHSC for that workplace, provided none of the employers has more than 19 employees. In your case, even though the owner of the two firms is the same, we would not require a JHSC if they have different employer names and numbers.
First, you need to determine whether or not your workplace requires an eyewash station. If the answer is yes, then Sections 11(1) and 11(2) of Regulations 91-191 apply. The regulation requires employers to provide emergency showers or eyewash fountains when a worker’s skin or eyes may come into contact with harmful chemicals. It also requires the shower or fountain comply with the requirements of ANSI Z3 58.1-1990, American National Standard for Emergency Eyewash and Shower Equipment, or an equivalent standard. This standard describes the specifications and requirements for emergency eyewashes and showers in New Brunswick. Our Emergency Showers and Eyewash Stations Guide and poster may also be helpful.
Requirements of the New Brunswick Occupational Health and Safety Act require employers to address health and safety hazards at the workplace, including buildup of ice and snow. Section 102(8) of the General Regulations 91-191 states: “An employer and a contractor shall each keep outdoor passageways from becoming slippery by removing ice or snow and using materials such as ashes, sand or salt where necessary.” If an employee were to fall and injure themselves because the outdoor passageways were not kept from becoming slippery, they could be eligible for compensation. If you have raised the matter with your employer and it still has not been resolved, you can contact WorkSafeNB by calling 1 800 999-9775 and file a complaint. Normally, a health and safety officer would investigate. If you wish for your complaint to remain anonymous, we will respect your wish.
Section 8 of General Regulation 91-191 specifies the requirements for food and rest periods: “An employer shall allow an employee at least one-half hour for food and rest after each five consecutive hours of work.” We have developed three interpretations for Section 8. They are:
These interpretations should answer your question. You can also share this information with your employer to help you reach an agreement on breaks.
