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saskatchewan.ca/work
Understanding Occupational Health and 
Safety in Saskatchewan
2022

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NOTE
Please consult the current legislation for the purpose of interpreting and applying the law.

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Table of Contents
Introduction  . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1
Occupational Health and Safety Provisions  . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1
Who is Covered by the Legislation  . .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 1
Working Age and Age Restrictions   . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2
Health and Safety Rights  . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3
Right to Know  ...................................................... 3
Right to Participate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3
Right to Refuse. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3
Health and Safety Responsibilities  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  . 5
Duties of Employers .................................................. 5
Duties of Workers .................................................... 6
Duties of Supervisors  ................................................. 6
Duties of Self-Employed Persons ......................................... 6
Duties of Contractors  ................................................. 7
Duties of Prime Contractors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7
Duties of Owners .................................................... 8
Duties of Suppliers ................................................... 8
Occupational Health Committees & Worker Health and Safety Representatives  .9
Committees ........................................................ 9
Representatives. .................................................... 10
Training   . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11
Training for Workers.  ................................................ 11
Training for Supervisors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Training for OHCs and Representatives. ................................... 12
Programs and Policies  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .  .13
Occupational Health and Safety Program.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13
Violence Policy Statement and Prevention Plan. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13
Harassment Policy. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15
Discriminatory Action. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17
Reporting Serious Injuries, Fatalities and Dangerous Occurrences .  .  .  .  .  .  .  .  .  .  .  .  .18
Serious Injuries or Fatalities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18
Dangerous Occurrences ............................................... 18
Asbestos and the Asbestos Registry  . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19
Asbestos. ......................................................... 19
Safely Handling and Removing Asbestos .................................. 19
Saskatchewan Asbestos Registry of Public Buildings. . . . . . . . . . . . . . . . . . . . . . . . . .20
How to Register and Submit Information .................................. 20
How to Search the Registry ............................................ 21

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Enforcement and Penalties   . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .22
Compliance Undertakings .................................................... 22
Notice of Contraventions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Stop Work Orders .......................................................... 22
Summary Offence Tickets (SOTs). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Penalties. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Appeals  . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26
Persons Who Can Appeal .................................................... 26
Timeframe for Appeals ...................................................... 26
Appealing an Officer’s Decision.  ............................................... 26
Appealing the Director’s Decision .............................................. 27
Appealing an Adjudicator’s Decision ............................................ 28
Appendix A: Table 7 of The Occupational Health and Safety Regulations, 2020   .  .  .  .  .  .  .  .  .  .  .29
Appendix B:  How to Read OHS Legislation   . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30
How to Read the Act. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
How to Read the Regulations: ................................................. 31

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Understanding Occupational Health and Safety in Saskatchewan
Occupational Health and Safety Branch
Introduction
This document provides simple explanations about the legislated requirements for 
occupational health and safety. It will help employers and workers better understand their 
rights and responsibilities for preventing injuries and illnesses in the workplace.
Occupational Health and Safety Provisions
Most workplaces in Saskatchewan are provincially 
regulated. The legislation that deals with occupational 
health and safety in these workplaces is as follows:
• The Saskatchewan Employment Act (the Act); and 
• The Occupational Health and Safety Regulations, 2020; 
The Mines Regulations, 2018; and The Radiation Health 
and Safety Regulations, 2005.
The Act outlines the general, legislated safety standards 
and requirements for occupational health and safety in 
Saskatchewan, whereas the regulations give detailed 
provisions about how to meet the requirements of the Act.  
Who is Covered by the Legislation 
Certain workplaces in Saskatchewan are regulated federally by The Canada Labour Code.
Federally regulated businesses and industries include:
• Air transportation, including airlines, airports, aerodromes and aircraft operations
• Banks, including authorized foreign banks
• Grain elevators, feed and seed mills, feed warehouses and grain-seed cleaning plants
• First Nations Band Councils (including certain community services on reserve)
• Most federal Crown corporations, for example, Canada Post Corporation
• Port services, marine shipping, ferries, tunnels, canals, bridges and pipelines (oil and 
gas) that cross international or provincial borders
• Radio and television broadcasting
• Railways that cross provincial or international borders and some short-line railways
• Road transportation services, including trucks and buses, that cross provincial or 
international borders
• Telecommunications, such as, telephone, internet, telegraph and cable systems
• Uranium mining and processing and atomic energy
• Any business that is vital, essential or integral to the operation of one of the above 
activities
Employers are required 
to have a copy of The 
Saskatchewan Employment 
Act and The Occupational 
Health and Safety Regulations 
located where workers and 
management can reference 
them at all times.

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Working Age and Age Restrictions
Occupational Health and Safety 
See Section 3-3 of The Occupational Health and Safety Regulations, 2020.
To prevent youth from working in occupations with high rates of injury or hazards, The 
Occupational Health and Safety Regulations, 2020 lists workplaces where no persons under 
the ages of 16 or 18 years can be employed or permitted to work.
Workers under 16 cannot work:
• on a construction site;
• in a production process at a pulp mill, sawmill or woodworking establishment;
• in a production process at a smelter, foundry, refinery or metal processing or fabricating 
operation;
• in a production process in a meat, fish or poultry processing plant;
• in a confined space (such as a manhole);
• in a forestry or logging operation;
• on a drilling or servicing rig;
• as an operator of powered mobile equipment 
(e.g., a forklift), a crane or a hoist;
• where exposure to chemical or biological 
substances could endanger their health and 
safety; and
• in power line construction or maintenance.
Workers under 18 cannot work:
• underground or in an open pit at a mine;
• as a radiation worker;
• in an asbestos process;
• in a silica process; and
• in any activity that requires the use of an atmosphere-supplying respirator.
The Young Worker Readiness Certificate 
Course teaches youth the basics about 
workplace health and safety and the 
rules for fair pay and working conditions. 
It contains important information they 
need to know before entering the job 
market.

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Understanding Occupational Health and Safety in Saskatchewan
Occupational Health and Safety Branch
Health and Safety Rights 
See Act, Part III, Divisions 3, 4 & 5.
You have three basic rights under The Saskatchewan Employment Act.
• The right to know the hazards at work and how to control them.
• The right to participate in finding and controlling workplace hazards.
• The right to refuse work that you believe is unusually dangerous.
Right to Know
You have the right to know about any hazards, or potential hazards, which may be found 
in your place of employment. It is also your right to receive 
instruction, information, training and supervision necessary for 
you to do your job safely.
A hazard is anything that is likely to cause harm or injury in 
certain circumstances.
Make sure you know what the hazards are at your workplace.
Other examples of information you have a right to know include:
• Safe work practices and procedures;
• emergency procedures (such as evacuations or first aid); 
• policies that exist in your workplace (such as violence or harassment policies);
• how to safely use and handle chemicals and other substances found in your workplace; 
and
• how to raise a safety concern.
Right to Participate
You have the right to participate in workplace health and safety.
Every Saskatchewan workplace with 10 or more workers must have an occupational health 
committee (OHC). At least half of the committee members must represent workers who are 
not management.
Members representing workers need to be elected by the workers they represent or selected 
by their union. Members representing the employer are designated by the employer.
Right to Refuse
You have the right to refuse to perform any specific job or task which you have reasonable 
grounds to believe is unusually dangerous. The danger may be to you or to any other person 
at your workplace. 
If your employer 
doesn’t tell you about 
the hazards of your job, 
just ask.

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Occupational Health and Safety Branch
An unusual danger could include:
• a danger that is not normal for the job (e.g., repairing a roof in dangerous winds);
• a danger that would normally stop work (e.g., operating a forklift with a flat tire); or
• a situation for which you are not properly trained, equipped, or experienced to do 
the work assigned (e.g., cleaning windows on a tall building with no fall protection 
equipment or training).
Steps for Refusing Unusually Dangerous Work
If your supervisor/employer asks you to perform a specific job or task that you have 
grounds to believe is unusually dangerous, you have the right to refuse to do the task.
Follow these steps to resolve a work refusal:
1. The employee should inform their employer/supervisor that they are refusing work 
because of a health or safety concern. The supervisor should ask the employee what task 
or tasks they are refusing and why they believe the work is unusually dangerous.
2. The employee should not leave the worksite without their employer’s permission.
3. If the worker and supervisor cannot resolve the concern, they should contact their 
workplace occupational health committee (OHC).
4. The OHC will investigate the refusal to determine if there are reasonable grounds to 
refuse the work. The OHC’s decision must be unanimous.
5. If the concern cannot be resolved within the workplace, contact the Occupational Health 
and Safety Branch at the Ministry of Labour Relations and Workplace Safety by calling 
1-800-567-7233.
6. An occupational health officer will investigate the refusal and provide a written decision 
on the matter.
7. For additional information about recommended processes for resolving work refusals, 
refer to WorkSafe Saskatchewan’s OHC committee manual.
8. Refer to Part III, Division 5 of The Saskatchewan Employment Act for the right to refuse 
dangerous work; discriminatory action.

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Understanding Occupational Health and Safety in Saskatchewan
Occupational Health and Safety Branch
Health and Safety Responsibilities 
See Act, sections 3-8 to 3-15.
In the workplace, health and safety is a shared responsibility. All workplace parties are 
responsible for ensuring healthy and safe working conditions to the extent of their authority, 
knowledge and ability.
The Act outlines:
• duties of employers; 
• duties of workers;
• duties of supervisors;
• duties of self-employed persons;
• duties of contractors;
• duties of prime contractors at certain multi-employer worksites;
• duties of owners; and 
• duties of suppliers.
Duties of Employers
Employers have the most care and control in the workplace, and 
therefore have the most responsibility for health and safety.
An employer is a person/business who operates a place of 
employment and employs the service of one or more workers.
An employer’s health and safety duties include:
• understanding and following health and safety requirements 
in the Act and regulations;
• ensuring the health, safety and welfare of workers;
• making sure that managers and supervisors are trained, supported and held accountable 
for fulfilling their workplace health and safety responsibilities;
• ensuring workers have the information, training, certification, supervision and 
experience to do their jobs safely;
• providing medical/first aid facilities as needed; and
• ensuring workers are not exposed to harassment in the workplace.
Employers are 
required to meet the 
minimum health and 
safety requirements 
described in  
legislation.

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Occupational Health and Safety Branch
Duties of Workers
While at work, workers have a responsibility to work and act safely.
A worker is an individual, or supervisor, who is engaged in the service of an employer.  
A worker’s health and safety duties include:
• understanding and following health and safety requirements outlined in the Act and 
regulations;
• using safety equipment, machine guards, safety devices and personal protective 
equipment;
• co-operating with anyone exercising a duty as described in the Act or regulations; and
• not causing or participating in the harassment of others in the workplace.
Duties of Supervisors
Supervisors are the individuals who have the authority to 
oversee the work of others at a place of employment. 
A supervisor’s health and safety duties include:
• ensuring the health and safety of workers who work 
under the supervisor’s direct supervision and direction;
• co-operating with anyone exercising a duty as outlined 
in the Act;
• understanding and following health and safety 
requirements in the Act; and
• ensuring that workers under their direct supervision 
are not harassed.
Duties of Self-Employed Persons
A self-employed person is anyone engaged in an occupation, but works for themselves and 
does not employ others.
A self-employed person’s health and safety duties include:
• knowing and complying with the health and safety requirements in the Act and 
regulations;
• co-operating with anyone exercising a duty outlined in the Act; and
• conducting their work in a way that does not endanger anyone’s health and safety. 
Encouraging workers to 
bring their health and safety 
concerns forward and working 
together to resolve  concerns will 
help supervisors fulfill their duty 
to keep the workplace healthy 
and safe and prevent costly 
injuries and illnesses.

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Understanding Occupational Health and Safety in Saskatchewan
Occupational Health and Safety Branch
Duties of Contractors
Contractors are typically those entities that direct the activities of one or more employers or 
self-employed persons at a place of employment. 
A contractor’s health and safety duties include:
• ensuring the safety of a workplace or work process where the contractor has a degree of 
control;
• posting any notice required by occupational health and safety provisions in the Act in a 
conspicuous place; and
• knowing and complying with health and safety requirements in the Act. 
Duties of Prime Contractors
Certain multi-employer worksites will be required to have a prime contractor, while others 
will not. 
A prime contractor is required if:
• there are 10 or more self-employed persons or workers under the direction of two or 
more employers who are engaged at the worksite in the following industries
 ¾ construction (excluding construction or renovation to residential dwellings consisting 
less than four units);
 ¾ forestry; and
 ¾ oil and gas.
The prime contractor will also have prescribed activities (roles and responsibilities). The 
duties include, but are not limited to:
• identifying and informing employers and self-employed persons about hazards for which 
the prime contractor is responsible;
• ensuring insofar as reasonably practicable that the employers or self-employed persons 
at a worksite eliminate hazards identified by the prime contractor before activities or 
operations begin on the worksite and after they have commenced;
• ensuring that the employers of self-employed persons at a worksite reduce or control 
hazards that cannot be reasonably eliminated; 
• ensuring the prime contractor’s contact information is posted in a conspicuous location 
at the worksite; 
• ensuring all activities that may affect workers’ health and safety at the worksite are 
coordinated; 
• ensuring, as far as reasonably practicable, that all employers and self-employed persons 
have adequate and appropriate occupational health and safety policies and procedures, 
safe work practices and equipment, and competent and informed workers;

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Occupational Health and Safety Branch
• identifying a competent person to oversee and direct, on behalf of the prime contractor, 
the activities of employers and self-employed persons at the worksite; and 
• preparing a written plan that explains how the requirements are to be met and delivering 
a copy of the written plan to all employers and self-employed persons before any work 
commences.
Duties of Owners
An owner is any person who owns or rents a plant to be used as a place of employment.  
Plant is a term that describes all locations where work could take place. This includes any 
premises, site, land, mine, water, structure, fixture, or equipment used in the carrying out of 
any occupation.
An owner’s health and safety duties include:
• understanding and following the health and safety requirements in the Act and 
regulations; and
• ensuring that their plant is maintained and that it does not endanger the health and 
safety of anyone working in, on, or near the plant.
Duties of Suppliers
A supplier is an individual who supplies, sells, leases, distributes or installs a plant or any 
biological/chemical substances to be used at a place of employment. 
A supplier’s health and safety duties include:
• knowing and complying with the health and safety requirements in the Act and 
Regulations;
• supplying a plant (workplaces, sites, equipment), in safe condition;
• supplying chemical and biological substances that are safe when instructions are 
followed correctly;
• providing written instructions about how to use equipment safely; and
• maintaining equipment in safe condition.

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Understanding Occupational Health and Safety in Saskatchewan
Occupational Health and Safety Branch
Occupational Health Committees and Worker Health and Safety 
Representatives
Occupational health committees (OHCs) and worker health and safety representatives help 
employers communicate and cooperate with workers in identifying and resolving health and 
safety concerns.
Committees 
See Act, Part III, Division 4.
Committees are required in workplaces with 10 or more workers. Their role is to monitor the 
workplace, give advice and make recommendations to their employer for  
eliminating/controlling hazards to keep their working environment safe. They do not have a 
direct responsibility for correcting hazards at their workplaces. 
Their health and safety duties include:
• participating in the identification and control of health and safety hazards in or at the 
place of employment;
• co-operating with the occupational health and safety service, if any, established for the 
place of employment;
• establishing, promoting and recommending the means of delivery of occupational health 
and safety programs for the education and information of workers;
• maintaining records with respect to the duties of the committee pursuant to the Act, 
section 3-27;
• investigating any matter mentioned in the Act, section 3-31 (right to refuse dangerous 
work);
• receiving, considering and resolving matters respecting the health and safety of workers; 
and 
• carrying out any other duties that are specified in the Part III, 
Division 4 of the Act, or the regulations made pursuant to this Part.
Employers are required to consult and cooperate with their committees 
and respond to the concerns or recommendations raised in a timely 
manner. When the concerns are not resolved, the employer is 
responsible to prepare a written response with reasons for not resolving 
the concerns or accepting the recommendations.
Structure of Committees
A committee must have between two and 12 members; at least half must be worker 
members and the rest can be employer members. Employer members cannot outnumber 
worker members. There must be a worker and employer co-chair. The worker co-chair 
is selected by the committee at their first meeting. The employer appoints the employer 
co-chair. The co-chairs share equal power and have the right to call and chair emergency 
meetings.
Responding in 
a timely manner 
means promptly; 
without serious 
delay.

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Committees must meet once every three months. They can hold extra meetings to address 
concerns as needed.  
Committees are governed and operated by consensus. Members discuss issues and concerns 
as equals and seek resolutions through agreement reached by mutual consent. 
Committees must keep meeting minutes. Meeting minutes are summaries of the items 
discussed such as the hazards identified and the corrective actions taken or to be taken.
There must be a quorum at every committee meeting. Quorum is the minimum number of 
members required to be present to constitute an official OHC meeting. To ensure quorum:
• half of the committee members must be present;
• half the members present must be workers; and 
• at least one employer member must be present.
The committee can select alternate members to guarantee there is quorum at every meeting.
Within two weeks of each meeting, the employer must ensure that the meeting’s minutes 
are filed for future reference and available to workers and occupational health officers upon 
request. A copy of the minutes must also be posted in a location where all workers can 
easily access them (e.g., in the lunchroom). 
Representatives 
See Act, section 3-28.
Employers are required to designate worker health and safety representatives in high hazard 
workplaces with between five and nine workers at the prescribed places of employment. 
For a list of the prescribed places of employment, see Appedix A: Table 7 of The 
Occupational Health and Safety Regulations, 2020. 
Representatives share the same duties as committees, except they are not required to 
investigate refusals to work.
Employers and representatives must meet once every three months. Like committees, they 
can hold extra meeting to address and resolve health and safety concerns as needed.
The employer must keep written records of their meetings and ensure the records are 
available to workers and occupational health officers upon request.

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Understanding Occupational Health and Safety in Saskatchewan
Occupational Health and Safety Branch
Training
Training for Workers 
See Section 3-8 of The Occupational Health and Safety Regulations, 2020.
Employers are responsible for ensuring workers are trained when they are hired and re-
trained when their duties change, new equipment is introduced or they are moved to a 
different worksite.
Training involves giving information and explanation to a worker about a specific subject 
and requiring a demonstration that the knowledge or skill has been learned. 
Employers must retain copies of workers’ training certificates and keep them readily 
available in the event of a serious injury or fatality. During an incident, an employers’ ability 
to produce this information is of key importance.
Training is available from a number of different sources. WorkSafe Saskatchewan provides a 
list of Saskatchewan safety associations who can either offer worker training or direct you to 
other credible businesses/organizations who offer training. For more information, visit  
www.worksafesask.ca.
Training for Supervisors 
See Section 3-6 of The Occupational health and Safety Regulations, 2020.
WorkSafe Saskatchewan offers a one-day supervision and safety workshop that introduces 
supervisors to their legal responsibilities for health and safety in the workplace. By the end 
of the course, supervisors will know:
• how to locate information relevant to their workplace in the Act;
• the roles, duties and competencies of everyone within the OHS workplace responsibility 
system;  
• their specific role and duties for health and safety at the workplace, such as:
• hazard identification, risk assessment and hazard control;
 ¾ workplace inspections;
 ¾ incident Investigations;
 ¾ refusals to work; and 
 ¾ worker training and orientation.
Note: The Workers’ Compensation Board is an approved training agency for delivering 
occupational health committee training and supervision and safety training courses under 
the WorkSafe partnership.

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Occupational Health and Safety Branch
Training for OHCs and Representatives 
See Section 4-9 of The Occupational Health and Safety Regulations, 2020.
Employers must ensure that co-chairs of the committee receive training in the duties and 
functions of the committee. Committee members may take five days of educational leave 
each year for health and safety training. Time spent at training courses must be treated as 
paid work time.
WorkSafe Saskatchewan provides Level 1 and Level 2 courses free of charge. Visit www.
worksafesask.ca for more information. 
Course Descriptions
Level 1 OHC Training
This is an introductory course for committee members and representatives. By the end of 
this course, OHC members and OHS representatives will know:
• how to locate information that is relevant to their workplace in the Act and regulations;
• the requirements for establishing and operating an effective OHC;
• the role of the OHC and its duties within the OHS workplace responsibility system;
• how to identify and assess workplace hazards;
• how to identify and recommend corrective actions to control workplace hazards; and 
• how to handle OHS concerns and investigate refusals to work.
Level 2 OHC Training
Course participants must complete Level 1 training prior to attending Level 2. Level 2 is 
divided into two parts, Workplace inspection training and workplace incident investigation 
training. 
By the end of workplace inspection training, OHC members and OHS representatives will:
• understand the purpose of workplace inspections and the regulatory requirements for 
them;
• be able to plan workplace inspections;
• be able to conduct workplace inspections;
• be able to use the findings of workplace inspections to improve health and safety within 
the workplace; and 
• be able to review and revise the workplace inspection system
By the end of workplace incident investigation training, OHC members and OHS 
representatives will:
• understand the requirements for investigating incidents and dangerous occurrences;
• be able to collect and analyze evidence collected during investigations;
• be able to develop an investigation report; and 
• know how to recommend corrective actions to prevent the recurrence of incidents.

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Understanding Occupational Health and Safety in Saskatchewan
Occupational Health and Safety Branch
Programs and Policies 
Occupational Health and Safety Program 
See Act, section 3-20.
Certain prescribed places of employment are required to establish 
and maintain an occupational health and safety program. 
An occupational health and safety program (OHS program) is a 
systematic plan to identify and control hazards and respond to 
emergencies. The program lays out responsibilities, resources and 
procedures for keeping the workers healthy and safe. Its purpose 
is to integrate health and safety into all work practices and 
conditions. 
The specific requirements of an OHS program are stated within section 3-11 of The 
Occupational Health and Safety Regulations, 2020.
To be effective, a program must: 
• be in writing (other documents can be referenced in the main document); 
• be workplace specific; 
• have commitment from the employer and senior management; 
• have input from the workers; 
• assign clear responsibilities and accountabilities; 
• have an evaluation mechanism; and 
• be available and effectively communicated. 
Refer to the WorkSafe Saskatchewan publication, Elements of an Occupational Health and 
Safety Program for more information. 
Violence Policy Statement and Prevention Plan 
See Section 3-26 of The Occupational Health and Safety Regulations, 2020. 
Violence is the attempted, threatened or actual conduct of a person that causes or is likely 
to cause injury, and includes any threatening statement or behavior that gives a worker 
reasonable cause to believe that the worker is at risk of injury.
Prescribed places of employment are required to develop and implement a written policy 
statement on violence policy and prevention plan to protect workers and to eliminate and 
minimize the risk of violence within their workplace.
See Appendix A: Table 
7 of The Occupational 
Health and Safety 
Regulations, 2020 for a list 
of the prescribed places 
of employment.

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Prescribed Workplaces
The prescribed workplaces that must have a policy statement on violence and prevention 
plan include:
a) services provided by health care facilities [see regulations, section 31-1];
b) parmaceutical-dispensing services;
c) education services;
d) police services;
e) corrections services;
f) other law enforcement services;
g) security services;
h) crisis counseling and intervention services;
i) late night retail premises as defined in the regulations [see regulations, section 3-27]
j) financial services;
k) the sale of alcoholic beverages or the provision of premises for the consumption of 
alcoholic beverages;
l) taxi services; and 
m) transit services.
Contents of Statement and Plan
The policy statement on violence and prevention plan must be in writing and must include
• the employer’s commitment to minimize or eliminate the risk;  
• the identification of the worksites where violent situations have occurred or may 
reasonably be expected to occur;
• the identification of any staff positions at the place of employment that have been, or 
may reasonably be expected to be, exposed to violent situations; 
• the procedure to be followed by the employer to inform workers of the nature and 
extent of risk from violence, including, except if the disclosure is prohibited by law, any 
information in the employer’s possession related to the risk of violence from persons 
who have a history of violent behaviour and whom workers are likely to encounter in 
the course of their work;
• the actions the employer will take to minimize or eliminate the risk, including the use of 
personal protective equipment, administrative arrangements and engineering controls; 
• the procedure to be followed by a worker who has been exposed to a violent incident to 
report the incident to the employer; 
• the procedure the employer will follow to document and investigate a violent incident 
that has been reported; 
• a recommendation that any worker who has been exposed to a violent incident consult 
the worker’s physician for treatment or referral for post incident counselling; and

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• the employer’s commitment to provide a training program for workers that includes:
 ¾ the means to recognize potentially violent situations 
 ¾ procedures, work practices, administrative arrangements and engineering controls 
that have been developed to minimize or eliminate the risk to workers; 
 ¾ the appropriate responses of workers to incidents of violence, including how to 
obtain assistance; and 
 ¾ procedures for reporting violent incidents.
To prepare the policy statement of violence and prevention plan, employers are required 
to consult and cooperate with their OHC, representative or - where there is no OHC or 
representative - the workers. 
The policy statement on violence and prevention plans must be in writing and readily 
available to all employees. 
Harassment Policy 
See Section 3-25 of The Occupational Health and Safety Regulations, 2020.
Saskatchewan workers have a right to a healthy and safe work 
environment, free from harassment. Employers are required to 
take reasonable steps to prevent and stop harassment connected 
to a worker’s employment.
The Saskatchewan Employment Act places harassment into three 
categories:
1. harassment based on prohibited grounds;
2. personal harassment; and
3. sexual harassment.
Harassment Based on Prohibited Grounds
Harassment based on prohibited grounds includes any inappropriate conduct, comment,  
display, action or gesture by a person that:
• is based on any prohibited grounds defined in The Saskatchewan Human Rights Code, 
2018, or physical weight or size; or
• constitutes a threat to the health or safety of the worker.
This type of harassment is prohibited in the Act and The Saskatchewan Human Rights Code.
Note: For the 
purposes of the 
definition of harassment, 
worker includes secondary 
and post-secondary 
students, volunteers, 
and independent 
and dependent 
contractors .

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Personal Harassment
Personal harassment includes any inappropriate conduct, comment, display, action or 
gesture by a person that:
• adversely affects a worker’s psychological or physical well being;
• the perpetrator knows or ought to reasonably know would cause the worker to be 
humiliated or intimidated; and
• constitute a threat to the health and safety of a worker
Personal harassment typically involves repeated occurrences. 
A single incident may also constitute personal harassment if 
it is serious or severe and is shown to have a lasting harmful 
effect on a worker. 
Personal harassment may include: 
• verbal or written abuse or threats; 
• insulting, derogatory or degrading comments, jokes or 
gestures; 
• personal ridicule or malicious gossip; 
• unjustifiable interference with another’s work or work sabotage; 
• refusing to work or co-operate with others; or 
• interference with or vandalizing personal property. 
All incidents of inappropriate conduct should be appropriately addressed to ensure that the 
workplace remains respectful and free of harassment. 
Sexual Harassment 
Sexual harassment may be verbal, physical or visual. It may be one incident or a series of 
incidents. It is always unsolicited and unwelcome behaviour, and can take many forms, 
including but not limited to: 
• sexual remarks; 
• jokes with sexual overtones; 
• a sexual advance or invitation; 
• displaying offensive pictures or photographs; 
• threats; 
• leering; 
• physical contact like touching, patting, pinching or brushing against; and 
• sexual and physical assault.  
Responsibilities of employers and workers
All workers, including independent contractors, secondary and post-secondary students, and 
volunteers have a responsibility to ensure appropriate conduct in the workplace.
Note: Videos depicting 
each of the three types of 
harassment are available 
at saskatchewan.ca.

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Workers are required to refrain from causing or participating in the harassment of another 
worker. They must also co-operate with harassment complaint investigations.
Employers also have the responsibility in ensuring a harassment-free workplace. By law, an 
employer must:
• develop and implement a written harassment policy that meets the requirements of the 
law; and
• ensure, as much as reasonably practicable, that workers are not exposed to harassment 
in the workplace. This may include harassment that occurs outside of regular work hours 
and locations (i.e., employer-sponsored social event or conference) or is perpetrated by a 
third-party client (i.e., customer or client).
Reporting Harassment 
If you have experienced or observed harassment in your workplace, you must report it 
to your employer to first try to resolve the issue internally. Reference the organization’s 
harassment policy for information on reporting options and investigation process.
If your employer has failed to take reasonable steps to address the harassment, as a worker 
you can request the assistance of the Ministry of Labour Relations and Workplace Safety’s 
Occupational Health and Safety Branch. 
For information about preventing harassment and creating a harassment policy, see The 
Harassment Prevention Guide. 
Discriminatory Action 
See Act, section 3-35.
Workers, occupational health committee members and worker health and safety 
representatives who practice their safety rights are legally protected. The act of disciplining 
or punishing a worker for exercising their health and safety rights is called discriminatory 
action.
Discriminatory action is an action or threat of action applied to a person seeking to exercise 
or enforce an OHS right or duty. It could be anything from a firing, verbal warning, written 
warning, suspension, demotion, loss of wages or termination of employment.
The Act prohibits an employer from taking discriminatory action when a worker:
• complies with the OHS legislation or a notice of contravention;
• tries to have the legislation enforced;
• tries to establish an OHC or designate a representative;
• helps, gives information to or serves on the workplace’s OHC;
• refuses to do work when a worker has reasonable grounds to believe that it is unusually 
dangerous to themselves or others; or
• otherwise seeks to exercise or enforce a right or carry out a duty in accordance with OHS 
provisions in the Act and regulations.

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Occupational Health and Safety Branch
Reporting Serious Injuries, Fatalities and Dangerous Occurrences 
See Sections 2-2 and 2-3 of The Occupational Health and Safety Regulations, 2020.
Under the regulations, employers and contractors are required to notify the OHS Branch 
about incidents that are injuries, fatalities and dangerous occurrences at their place of 
employment.
Serious Injuries or Fatalities
A serious injury is bodily harm that causes or may cause the death of a worker and will 
require a worker to be admitted to a hospital as an in-patient for a period of 72-hours or 
more.
The employer/contractor must notify the OHS Branch to report a serious injury or fatality. 
In the notification, the employer/contractor must provide the:
• name of the injured or deceased worker;
• name of the employer of each injured worker or deceased worker;
• date, time and location of the accident;
• circumstances related to the accident;
• apparent injuries; and
• name, telephone and fax number of the employer/contractor or another person 
designated by the employer/contractor.
In addition to notifying OHS about the accident, a copy of the notice must be given to the 
OHC or representative.
Dangerous Occurrences
A dangerous occurrence is any situation that did not cause, but could have caused, an 
injury to a worker or a fatality. Some examples include: the structural failure or collapse of a 
scaffold, accidental contact with an energized electrical conductor and an uncontrolled spill 
of a toxic substance.
If a dangerous occurrence occurs at a place of employment, the employer/contractor 
(regardless of whether a worker is injured) must contact the OHS Branch to report the:
• name of each employer, contractor and owner at the place of employment;
• date, time and location of the dangerous occurrence;
• circumstances related to the dangerous occurrence; and 
• name, telephone and fax number of the employer/contractor/owner or another person 
designated by the employer/contractor/owner.
In addition to notifying OHS about the incident, a copy of the notice must be given to the 
OHC or representative.

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Asbestos and the Asbestos Registry
Asbestos 
See Part 23 of The Occupational Health and Safety Regulations, 2020.
Older buildings, especially those constructed before 1980, may contain asbestos. Asbestos is 
a naturally occurring fibrous material that was widely used as insulation and fireproofing in 
building products (e.g., ceiling tiles, floor tiles, pipe insulation).
It is not always obvious which structural materials contain asbestos and workers could 
unintentionally disturb them during repairs, maintenance, renovations and other processes.  
When asbestos-containing materials (ACM) are disturbed, dangerous fibres are released into 
the air. Workers who inhale them could develop chronic, irreversible and life-threatening 
lung diseases. These illnesses, which appear several decades after exposure, include 
asbestosis (a lung scarring disease), lung cancer and mesothelioma.
Safely Handling and Removing Asbestos
As long as asbestos is well maintained and not disturbed or disintegrating, it does not 
present an immediate risk to workers’ health.
To control exposure to asbestos in the workplace The Occupational Health and Safety 
Regulations, 2020 requires building owners, employers and contractors to:
1. Ensure that a competent person identifies and creates an inventory of all ACM in the 
building.
2. Regularly inspect and maintain all ACM identified in the inventory list and determine if 
any damage exists. If damage exists, building owners and employers must decide on the 
safest method to address the damage (e.g., abatement, encapsulation or enclosure).
3. Train all staff who are expected to work near or with ACM about safe work procedures 
before they begin work that could disturb asbestos.
4. Develop written control plans to prevent the release of asbestos fibres into occupied 
areas when maintenance, repairs, renovation or other work may disturb ACM.
5. Notify the Occupational Health and Safety Branch, by completing a Notification of High 
Risk Asbestos Form, and submitting it no less than 14 days before a high-risk asbestos 
process starts (see section 2-1(2) and 2-1(3) of the regulations). Completed forms can be 
sent to OHSAsbestosNotification@gov.sk.ca.
For a more detailed explanation of the steps to take when handling asbestos, see WorkSafe 
Saskatchewan’s publication Guidelines for Managing Asbestos in Buildings.

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Saskatchewan Asbestos Registry of Public Buildings
The Public Health Act, 1994 requires buildings owned by 
the provincial government, Crown Corporations, Treasury 
Board Crowns, Regional Health Authorities (or affiliates) 
and buildings used as schools (as defined by The Education 
Act, 1995) to assess and then submit information about 
the presence of asbestos-containing material (ACM) to the 
Saskatchewan Asbestos Registry of Public Buildings.
A safety professional, consultant or person who has asbestos 
knowledge, experience and training can do the assessment.
The Occupational Health and Safety Regulations, 2020 
stipulates the items to be assessed and the information to be 
submitted to the registry.
A submission to the registry must include the:
• Type of Asbestos-Containing Material (e.g., insulation, boiler and pipe insulation, 
ceiling stipple, ceiling or floor tile)
Note:  Only materials or groups of materials that meet the definition of an ‘asbestos-
containing material’ are to be listed in the registry. Any material that is likely to contain 
asbestos is deemed to be ACM until the material is tested and determined to be asbestos-
free. 
• Characteristics 
 ¾ Friability (a material is ‘friable’ if it can be crushed using hand pressure);
 ¾ Concentration of asbestos in the material (if it is known); and 
 ¾ Details about the material for easy identification (e.g., colour, shape, size and 
texture).
• Location
The place where the ACM is situated within the building.  For example, the ACM could 
be at Vicki’s Happy Mart Groceries, Suite 110, floor tiles in storage room 2.
• Accessibility (e.g., enclosed by drywall, inside cindercrete block or encapsulated with 
non-asbestos cloth or metal).
How to Register and Submit Information
Building owners who are required to submit information to the registry, must:
1. Set up a user account on the registry. Owners can manage, edit and delete information 
related to their building within the registry.
For help with setting up an account or with adding a building to the registry, see the 
Saskatchewan Asbestos Registry for Public Buildings User Guide - User Accounts and 
Submissions.
Compliance and 
enforcement of the 
amendments to The 
Public Health Act and OHS 
regulations came into 
effect on June 1, 2014.

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2. Deem material as asbestos-containing until it is tested anddetermined to be asbestos free.
3. Regularly review the information posted on the registry to 
ensure it is kept up-to-date.  As asbestos changes occur, the 
registry must be updated.  For example, if pipe insulation is 
removed, and it is listed as ACM, the change must be made to 
the registry.
4. If a public building is sold to or purchased by an owner who 
is not prescribed under The Public Health Act, 1994, the 
information must be updated in the registry.
How to Search the Registry
See the Saskatchewan Asbestos Registry in Public Buildings User Guide - Searching for help 
with accessing and searching the Saskatchewan Asbestos Registry.
A competent person 
possesses the 
knowledge, experience 
and training to perform 
a specific duty.

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Occupational Health and Safety Branch
Enforcement and Penalties
Compliance Undertakings
See Act, section 3-38.
When an occupational health officer encounters a person who is not complying with the Act 
or regulations, the officer will take one of two actions:
1. require the person to enter into a compliance undertaking; or
2. serve the person with a notice of contravention.
A compliance undertaking is a written agreement (not a warning) where a workplace party 
commits to comply with legislation by accomplishing specified tasks within a defined time 
period.  
When a workplace party enters into a compliance undertaking, they must submit a progress 
report to show that they have completed the specified tasks.  
Notice of Contraventions
See Act, section 3-38.
A notice of contravention is an enforcement tool that officers use to address non-compliance 
with the OHS provisions in the Act or regulations.
In a notice of contravention, officers:
• identify the section(s) of the legislation or regulation that have been contravened; 
• require that corrective action(s) be taken and specify the date by which that action is to 
be completed; and 
• require a progress report to be sent to the OHS Branch within five business days of the 
prescribed date for correction and to a workplace OHC or representative. Where neither 
a committee nor a representative exists at a workplace, the progress report is provided to 
the workers.
Stop Work Orders
When an officer has formed the opinion that there is a breach of the legislation that may 
pose serious risk to the health and safety of a worker(s), they will direct the cessation of 
work. 
To prevent serious risk situations that could lead to a stop work order at your workplace, 
familiarize yourself with the examples below of conditions that are considered a serious risk. 
The serious risk conditions are:
1. workers being exposed to falls in excess of three metres without appropriate fall 
protection;
2. the presence of floor or roof openings through which workers could fall;

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3. workers working in confined spaces without atmosphere testing or other safety 
procedures;
4. workers working on equipment or machinery without lockout in place (when such 
lockout is required);
5. workers working in a trench that has not been cutback or adequately shored;
6. workers handling toxic, carcinogenic, or corrosive chemicals without the appropriate 
information or precautions in place;
7. workers working in an atmosphere that may pose a threat to heath from inhalation of 
harmful substances without respiratory equipment or other controls; and 
8. workers leaving trees partially cut and standing or sit back trees while continuing to 
work in the area. 
Summary Offence Tickets (SOTs)
A summary offence ticket (SOT) is a ticket issued by a designated occupational health 
officer. The Ministry of Labour Relations and Workplace Safety and the Ministry of Justice 
have created summary offence tickets for certain occupational health and safety violations.
There are 12 ticketable offences (see the full list below). Offences include failure to comply 
with fall protection, excavation/trench, personal protective equipment, submission of 
progress report requirements, and submission of information requested by the director.
Fines range from $250 to $1,000 depending on the offence.
SOTs are like speeding tickets. They will be issued either in person or sent by mail. The 
officer will assess the situation and facts on the ground before issuing a ticket. Everyone 
who gets a ticket has the right to challenge it in court.
Employers, contractors, owners, self-employed persons, suppliers and workers can get 
tickets.
Officers will assess the severity of the situation and try to use other tools – such as 
compliance undertakings, officer’s reports, notice of contraventions and stop work orders – 
before issuing a ticket.
In high risk situations (immediately dangerous to life and health), especially those involving 
fall protection and trenches, an officer may issue a ticket before using other tools.
The SOT will indicate how to pay the fine and surcharge online, by mail or in person. There 
are alternatives to paying the fine, which are:
• appear in court at the time and place specified if you wish to work the fine off; or
• plead guilty or not guilty and request an alternate court date in writing.
List of Offences and Fines
The fine for each offence is established within The Summary Offence Procedures Regulations, 
1991. Note that these fine amounts are subject to a victim surcharge established pursuant to 
section 13 of The Victims of Crime Act, 1995.

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Occupational Health and Safety Branch
Item # Offence Section of the Act 
or Regulations Fine Amount/Liable Parties
1.  Failing to submit a written 
progress report1
Section 3-43(b) 
(Act)
$600
Employers, self-employed 
persons, suppliers, 
contractors, owners
2.  Failing to submit information 
requested by the director2
Section 3-64(1) 
(Act)
$600
Employers, self-employed 
persons, suppliers, 
contractors, owners
3.  Failing to supply approved 
personal protective equipment 
Section 7-2(1)(a) 
(Regulations)
$1,000
Employers, contractors
4.  Failing to ensure that workers 
use personal protective 
equipment
Section 7-2(1)(b)
(Regulations)
$1,000
Employers, contractors
5.  Worker failing to use provided 
personal protective equipment
Section 7-2(4)(a)
(Regulations)
$250
Workers
6.  Failing to ensure that workers 
use a fall protection system 
where a worker may fall three 
metres or more
Section 9-2(2)(a)
(Regulations)
$1,000
Employers, contractors
7.  Failure to ensure that workers 
use a fall protection system 
where there is a possibility 
of injury if a worker falls less 
than three metres
Section 9-2(2)(b)
(Regulations)
$1,000
Employers, contractors, 
owners
8.  Failing to ensure that any 
opening or hole is covered and 
clearly marked or otherwise 
protected
Section 9-13(1)
(Regulations)
$1,000
Employers, contractors, 
owners
9.  Failing to provide an effective 
safeguard
Section 10-4(1)
(Regulations)
$1,000
Employers, contractors
10.  Failing to ensure that workers 
are protected from cave-
ins or sliding material in an 
excavation
Section 17-6(1)
(Regulations)
$1,000
Employers, contractors
11.  Failing to ensure that workers 
are protected from cave-ins or 
sliding material in a trench
Section 17-7(1)
(Regulations)
$1,000
Employers, contractors

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Understanding Occupational Health and Safety in Saskatchewan
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Item # Offence Section of the Act 
or Regulations Fine Amount/Liable Parties
12.  Failing to implement a 
hazardous confined space 
entry plan
Section 18-7(3)
(Regulations)
$1,000
Employers, contractors
1 “Failing to submit a written progress report”
Act, section 3-43(b) requires the submission of a progress report to an officer explaining what actions have 
been taken to remedy each violation stated in a notice of contravention within the required timelines.  
2 “Failing to submit information requested by the director”
Act, section 3-64 allows the director of the OHS Branch to request information needed for the branch to 
perform its duties and exercise its powers.
Penalties 
See Act, section 3-79.
The Saskatchewan Employment Act provides penalties as follows: 
• The maximum fine for an individual(s) who a causes serious injury or fatality is 
$500,000.
• The maximum fine for a corporation(s) who causes a serious injury or fatality is 
$1,500,000.  
While the maximum penalty is set by legislation, the actual amount charged to an 
individual or corporation is at the discretion of a judge.

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Occupational Health and Safety Branch
Appeals
Part III and IV of the Act explain the process by which designated individuals and entities 
can appeal decisions of occupational health officers. 
Persons Who Can Appeal
The following individuals and entities can appeal decisions of occupational health officers:
• workers;
• employers;
• self-employed persons;
• contractors;
• prime contractors;
• owners;
• suppliers; or
• any other prescribed person or member or a category of prescribed persons.
Timeframe for Appeals
A person can file a written notice of appeal to the director of the OHS Branch within 15 
business days of the date the decision was served. The written notice of appeal must:
• identify and state the decision being appealed;
• state the names of all persons who are directly affected by the decision;
• set out the grounds of the appeal; and
• state what the appellant wants done to correct the situation.
Appealing an Officer’s Decision 
See Act, section 3-53.
Appeals of officers’ decisions are made to the director of the Occupational Health and 
Safety Branch. The director can conduct appeals internally or choose to forward them to an 
adjudicator. Certain appeals must be forwarded directly to an adjudicator.
The written notice of appeal must be made to the attention of the:
Director
Occupational Health and Safety Division
Ministry of Labour Relations and Workplace Safety
300 - 1870 Albert Street
REGINA SK  S4P 4W1
Note: Mailed notices should be sent by registered or certified mail.

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Occupational Health and Safety Branch
If the director of the OHS Branch conducts the appeal internally, the OHS Branch will 
provide notice of the appeal to the persons who are directly affected by the decision and will 
provide opportunity for those persons to make written representations about whether the 
decision should be affirmed, amended or cancelled. The director is not required to provide 
an oral hearing.
After conducting an appeal, the director of the OHS Branch will affirm, amend or cancel the 
original decision and will provide written reasons for the decision. The director will provide 
a copy of the decision to all persons who are directly affected by the decision.  
Appealing the Director’s Decision 
See Act, section 3-56.
The director’s decision can be appealed and heard by an adjudicator.
Adjudicators are assigned to specific appeal hearings by the 
Saskatchewan Labour Relations Board.
Adjudicators may:
• require any party to provide testimony;
• require any party to testify under oath;
• require any party to provide documents relevant to the appeal;
• administer oaths or affirmations;
• decide questions of fact relevant to the appeal and may accept 
evidence even if it would not be admissible in a regular court;
• conduct any appeal using a means of simultaneous telecommunications; and
• adjourn or postpone the appeal.
The Saskatchewan Labour Relations Board will consult with the adjudicator to set a time, 
day and place for the appeal or hearing. 
The adjudicator determines the procedures by which an appeal is conducted. Adjudicators 
are not bound by the normal rules of evidence law and may accept any evidence they 
consider appropriate.
If a person who is directly affected by an appeal has been given notice of the appeal, the 
adjudicator may proceed in their absence. Furthermore, adjudicators, at their discretion, 
may use simultaneous telecommunications to conduct a proceeding. This allows the process 
to proceed without everyone in the same physical location.
Each party in an appeal may represent themselves or choose to have someone else represent 
them during the appeal process. Typically, this could mean an employer representative or a 
lawyer.
Under the Act, section 
4-4(5), a technical or 
procedural error during 
the appeal process will 
not nullify or void the 
outcome of an appeal.

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The adjudicator’s decision will be based on the evidence presented during the hearings. 
When the hearings have ended, the adjudicator can choose to accept or dismiss the appeal, 
or revoke, change or accept the original decision as written.
Appealing an Adjudicator’s Decision 
See Act, section 4-8.
If an appeal is pursuant to a question of the law, an adjudicator’s decision can be appealed 
to the Saskatchewan Labour Relations Board. Also, under certain circumstances, the 
Saskatchewan Labour Board’s decision can be appealed to the Saskatchewan Court of 
Appeal.  
For more information about appealing a decision to the Saskatchewan Labour Relations 
Board, contact the Saskatchewan Labour Relations Board at 306-787-2406 (Regina), or visit 
their website at www.sasklabourrelationsboard.com.

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Appendix A: Table 7 of The Occupational Health and Safety 
Regulations, 2020 
[Subsections 3-11(2) and 4-8(1)]
Employers at the prescribed places of employment, listed in Table 7, are required to:
• establish and maintain an occupational health and safety program; and 
• designate a worker occupational health and safety representative if they employ between 
five and nine workers and engage in activities that constitute high hazard work.
Prescribed Places of Employment
1. Types of places of employment:
a) hospitals, nursing homes and home care;
b) metal foundries and mills; and
c) mines.
2. Places of employment at which the following types of work are performed:
a) aerial crop spraying, operation of helicopters, water bombing;
b) auto-body and automotive paint repairing, bumper electroplating, auto rust proofing, 
auto glass installation, auto vinyl roofing, fibre glassing boats and autos;
c) building construction;
d) camp catering;
e) farming and ranching;
f) forestry work other than pulp and paper production;
g) forwarding and warehousing as a business;
h) metal manufacturing and machining, marble works, concrete block and ready mix 
manufacturing;
i) oil well servicing;
j) oil and gas drilling, well servicing with a rig, water well drilling;
k) processing meat, poultry and fish;
l) road construction and earthwork, urban sewer and water construction, tunneling;
m) trucking; and
n) wholesale baking, dairy products, soft drinks and food preparation and packaging.

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Appendix B:  How to Read Legislation
Knowing how to read and use the Act that contains OHS provisions will help employers, 
supervisors and workers:
• familiarize themselves with Saskatchewan’s health and safety requirements; and 
• take the correct actions to comply with the health and safety requirements for their 
specific workplaces.
Reading legislation is different than reading a textbook or manual. Information is organized 
and presented in a unique way.
How to Read the Act
The Saskatchewan Employment Act is 12 pieces of employment, labour relations and 
occupational health and safety requirements published and presented as one statute.  
It is organized into Parts designated by roman numerals. The OHS provisions are located in 
Parts III, IV and V of the Act.
• Part III - Occupational Health and Safety
• Part IV - Appeals and Hearings 
• Part V  - Radiation Health and Safety
When reading the Act, you will often be looking for one specific piece of information. It is 
best to go directly to the Table of Contents. Note that the Table of Contents is divided into 
Parts, as mentioned above, and the Parts are subdivided into Divisions. The OHS Divisions 
are then divided further into Sections. When trying to locate information in the Act, 
always remember to search by section number; not page number.
For example, if you needed to find information about the General duties of supervisors, you 
would follow these steps.
1. Go to the Table of Contents.
2. Find Part III- Occupational Health and Safety.
3. Scan to find the OHS Division heading – Duties.
4. Finally, under Duties, you will see section 3-9, General duties of supervisors.  
Note: Every section of Part III of the Act is preceded by the number 3. Similarly, if you were 
reading Part II of the Act, every section would be preceded by the number 2.
See the screen capture on the next page for a visual example of what the Act’s Table of 
Contents looks like. The General duties of supervisors are highlighted. Notice that they are 
located in Part III, Division 3, section 3-9.

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How to Read the Regulations:
Reading the regulations is similar to reading the Act but, the regulations contain a few 
additional items. These items are an index and an appendix. Follow these steps to read the 
regulations.
1. Use the Table of Contents to find the Parts that pertain to your workplace. 
2. Always remember to search by section number, not page number.  
3. Look in the Preliminary Matters section to find definitions of terms, such as ‘atmosphere 
supplying respirator’ . See the screen capture on the next page for a visual example of 
what a Preliminary Matters section looks like. Notice that the definition for ‘atmosphere 
supplying respirator’ is highlighted and located in the regulations, Part 1, section 1-2(1).

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saskatchewan.ca
Occupational Health and Safety Branch
4. Use the appendix to locate reference tables. The appendix to the regulations contains 
tables of information that are referenced, but not included, in the regulations. See the 
screen capture for a visual example of a table in the appendix to the regulations. Notice 
that ‘Table 11, Minimum Training Requirements for Trained Operator of Powered Mobile 
Equipment’, is referenced in Section 11-2 of the regulations.

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saskatchewan.ca/work
For more information, please contact the Occupational Health and Safety Branch at the Ministry of 
Labour Relations and Workplace Safety at:
Regina
300-1870 Albert Street
Regina, SK  S4P 4W1
Saskatoon
8th Floor, 122 3rd Avenue North
Saskatoon, SK  S7K 2H6
Toll Free:  1-800-567-7233
Understanding Occupational Health 
and Safety in Saskatchewan
2022
