As Canada is divided into federal, provincial and territorial jurisdictions here is the legislation and policy pertaining to workers and lone workers in Newfoundland and Labrador, including the associated work alone regulations.
Summary of Newfoundland and Labrador Lone Worker Legislation
In 2009 the government of Newfoundland and Labrador introduced working alone section into their Occupational Health and Safety Act and Regulations. It details how employers must have written procedures for checking on lone workers that include the length of time between checks and what to do if an employee can’t be reached.
Occupational Health and Safety Regulations, 2009 under the Occupational Health and Safety Act 2009
15. (1) In this section, “to work alone or in isolation” means to work in circumstances where assistance would not be readily available to the worker
(a) in case of an emergency; or
(b) in case the worker is injured or in ill health.
(2) An employer shall conduct a risk assessment where a worker is assigned to work alone or in isolation;
(3) Where a risk assessment required under subsection (2) identifies a hazard, appropriate controls shall be implemented to eliminate, or where elimination is not practicable, minimize the risk associated with the hazard;
(4) An employer shall develop and implement a written procedure for checking the well-being of a worker assigned to work alone or in isolation;
(5) A procedure referred to in subsection (4) shall include the time interval between checks and the procedure to follow in case the worker cannot be contacted, including provisions for emergency response;
(6) A person shall be designated to establish contact with the worker at predetermined intervals and the results shall be recorded by the person;
(7) A procedure referred to in subsection (4) shall be developed in consultation with the worker assigned to work alone or in isolation, the occupational health and safety committee, the worker health and safety representative or designate, whichever applies;
(8) A procedure referred to in subsection (4) shall be reviewed at least annually, or more frequently if there is
(a) a change in work arrangements that may adversely affect a worker’s well-being or safety; or
(b) a report that procedures are not working effectively.