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Safety Orientation & Training
First Aid Kit Content Requirements - Level 1
First Aid Kit Content Requirements - Level 2
First Aid Kit Content Requirements - Level 3
First Aid Kits (1,2,3)
Purpose
The purpose of this document is to provide guidelines to all departments and crown corporations on the development and implementation of the new worker "Safety Orientation and Safety Training" element of their health and safety management system (HSMS).

Safety Orientation and Safety Training
A "new worker" is defined by the "Code of Practice for Young and New Workers", as any worker who is: new to the workplace; returning to the workplace where the hazards in that workplace have changed during the worker's absence; or a worker that has relocated to a new workplace where the hazards in that workplace are different from the hazards in the worker's previous workplace.

Ensuring that an appropriate Safety Orientation occurs is the responsibility of the supervisor. The supervisor should be very familiar with the work tasks that will be performed, the hazards associated with those work tasks and the processes and procedures that have been developed to mitigate the hazards.

The supervisor should review the information contained in the position specific Safety Orientation package on a regular basis and/or at a minimum, prior to the new employee’s first day at the workplace, to ensure that it is accurate and up to date. Based on the components of the Safety Orientation, a Site and Branch Specific Safety Orientation Manual should be created which should include all information outlined on the "Safety Orientation Checklist" and supported by the "Safety Orientation Checklist Supporting Document" template should be assembled for the new employee. A copy of this manual, including the information documented during the “Safety Orientation” meeting, should be provided to the employee following the meeting.

Delivery of the site and position specific safety information as outlined on the Safety Orientation Checklist should be completed and documented on the first day of employment. Throughout the Safety Orientation, the supervisor should be documenting any immediate training needs the new employee requires, to safely conduct their work, on the employees “Safety Training Plan.” Training in the areas indicated on the training plan must be conducted prior to the employee performing any hazardous work tasks associated with the position.

Safety Orientation and Safety Training will be performed and documented by the employee’s direct supervisor and/or delegate and will include:

A. Site Specific Safety Information – captured on the "Safety Orientation Checklist Supporting Documentation" template and included in the Site and Branch Specific Safety Orientation Manual.

1. Emergency Procedures

Using an up-to-date map, show and explain to the new employee:

the emergency evacuation plan, including the route that he/she should take to exit the building from his/her work space and the muster point outside the building
locations of fire alarms and extinguishers
Physically walk the evacuation route with the employee, pointing out the fire alarms and extinguishers and the posted evacuation route nearest his/her workspace. Provide the employee with additional information as to viable exits in case he is not at his workspace when required to exit the building. If there any anomalies in your workplace, such as exits that are unusable, explain and show the new employee their location.

Provide the employee with the information contained in the “Emergency Preparedness” element of your departmental safety plan.

2. First Aid

Go over the first aid requirements, as per Yukon OHS Minimum First Aid Regulations, for the worksite and provide the first aid attendant contact information. On the up-to-date map, go over the clearly marked location of the first aid kits, first aid book and any other first aid equipment required at the workplace. Walk the employee to these sites.

Show the employee the location of the Health & Safety Bulletin Board and review the information that is regularly displayed on it. The location can also be marked on the map.

3. Reporting – Incidents and Near Misses

Review the “MINOR - Incident and Near Miss Investigating and Reporting" template and explain your expectations for completion and the procedure for processing the reports. Provide a page link to the "Incident and Near Miss Investigating and Reporting" element of your safety program. Explain to the employee his "right to refuse unsafe work", your support of this right and the procedure to follow in doing so, as per OHS Act, Section 15, G.A.M. Policy 3.38, Corporate Health and Safety and Collective Agreement, Article 32, Section 32.07, Right to Refuse Work.

4. Joint Health and Safety Committee Members or Safety Representative Contact Information

Explain the Department/Branch Joint Health and Safety Committee or Health and Safety Representative requirement as it pertains to your department or crown corporation. Review the membership and contact information provided in the employee’s Site or Branch Specific Safety Orientation Manual. Show the employee the location of the Health & Safety Bulletin Board and review the information that is regularly displayed. The location can be marked on the map.

B. Position/Job Specific Health and Safety Training Requirements

5. Certificates

Review the certificates required by the employee to perform his work (ie. driver’s license, crane operator certificate). Copy the certificates for their personnel file and document the expiry dates on the Safety Orientation Checklist. Those certificates that are required, and not held by the employee, should be listed on the “Safety Training Plan” template and will begin to form the employee’s training plan. If a certificate is required in an area, the employee will have to attain the certificate prior to performing the job duty.

6. Safe Job Procedures and Safe Work Practices

Review the list of Safe Job Procedures (SJP) and Safe Work Practices (SWP) that are pertinent to the position, with the new employee. Determine, through the safety orientation discussion, which SJP and SWP that they are fully trained and competent in (theory and practical) and in which they require further training. It is helpful to have a mini-quiz developed for each SJP/SWP in order to assure both yourself, as the supervisor, and the employee that he has a full understanding of the SJP/SWP as well as the supervisor’s expectations that they are understood and followed. If you have any concerns as to the employees skills, abilities, knowledge and understanding in any of the areas, put the SJP/SWP on the “Training Plan.” Training of a SFP/SWP can be performed by the supervisor or a co-worker who has demonstrated clear knowledge and understanding of the topic. Training will include a theory and practical component. Training to be completed prior to the employee performing hazardous work on his own.

7. Personal Protective Equipment or Work Equipment

Review and deliver the list of Personal Protective Equipment (PPE) and work equipment that has been assigned to the employee. Ensure that the manufacturer’s instructions accompany the assigned PPE and work equipment. Explain to the employee that it is your expectation that he review and follow all manufacturers’ instructions. Review and discuss the “PPE Maintenance Record” document provided to the employee in his orientation manual. The discussion should include the employee’s knowledge and understanding of how the PPE and equipment functions and their ability to use it in a safe and effective manner. If you have any concerns as to the employee’s skills, abilities and knowledge, document the requirement for training on the specific PPE or work equipment on the “Training Plan.” Training can be performed by the supervisor or a co-worker who has demonstrated clear knowledge and understanding of the topic or it can be done in a more formalized “course” setting. Training will include a theory and practical component. Training to be completed, prior to the employee using the PPE or equipment or completing the job duties that require the use of the PPE or equipment.

8. Yukon Occupational Health & Safety Act and Regulations

Review and discuss the specific Yukon OHS Act and Yukon OHS Regulations that the employee is to know and understand in relation to his position. Discussion should include an understanding of the interpretation of the specifics as it pertains to his job duties. If you have any concerns as to the employee’s skills, abilities and knowledge, document the requirement for training on the specific OHS Act or Regulations on the “Training Plan.” Training can be performed by the supervisor or a co-worker who has demonstrated clear knowledge and understanding of the topic. Training will include a theory and practical component.

C. Corporate Health & Safety Management System – Corporate Bank

9. Corporate Health and Safety Management System (CHSMS) Overview

On the computer, show the employee the YG Health and Safety Management System – Corporate Bank website. Provide a page link in the Site and Branch Specific Safety Orientation Manual. Review briefly how to navigate the website.

D. Department Health and Safety Management System

10. Review all elements of your Departmental Health and Safety Management System (DHSMS).

Provide a page link to the document in the Site and Branch Specific Safety Orientation Manual. The elements of the DHSMS can be reviewed by the supervisor or a co-worker who has demonstrated clear knowledge and understanding of a particular element. This can be a co-worker within the employee’s new branch or it can be a co-worker outside of the employee’s immediate branch. The department could make certain employees the “expert” on certain aspects of the DHSMS and they could deliver that particular element to all new employees. Over time as each element is reviewed the employee and person providing the training will initial the appropriate section on the Safety Orientation checklist. The review may provide the appropriate level of training for some elements and more formalized “course” training may be required for some of the elements. This will vary from department to department and from position to position dependent upon the mandate of the department/branch or position.