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New Worker/Young Worker Orientation

Northern Lights College is aware that commencing a new job or returning to a job after a lengthy absence can be overwhelming at times. Northern Lights College recognizes the need for job and task specific instruction prior to commencing work at a new job.

*Note* If a worker has been absent from work for a period of time and operations, procedures, processes or the environment has changed the worker will also be considered a new worker under the regulation definition.

The definition from WorkSafeBC - “new worker” means any worker who is:

(a) new to the workplace,
(b) returning to a workplace where the hazards in that workplace have changed during the worker’s absence,
(c) affected by a change in the hazards of a workplace, or
(d) relocated to a new workplace if the hazards in that workplace are different from the hazards in the worker’s previous workplace;
“young worker” means any worker who is under 25 years of age.

As required by WorkSafeBC regulation Northern Lights College has designed Standard Operating Procedures (SOP’s) for jobs and Safe Work Procedures (SWP’s) for job related tasks as well as an orientation program. The responsibility of orienting a new worker, previously absent worker or a young worker as defined by the regulation will fall upon the worksite/workplace supervisor or designate. All orientation processes shall include but not be restricted to the following content:

  1. The name and contact information for the young or new worker’s supervisor.
  2. Safety contacts including the Regional Safety Committee, the campus Joint Health and Safety Committee and the Manager, Safety and Facilities Services.
  3. The College’s and young or new worker’s rights and responsibilities under the Workers Compensation Act and the WorkSafeBC OSHR including the reporting of unsafe conditions and the right to refuse to perform unsafe work. See policy 4.0
  4. Northern Lights College health and safety rules, the Health and Safety (H&S) Policy and the H&S Program. The new worker should be introduced to the “Staff Only” directory on the College website and how to access the Health and Safety Policy and Program on the College website.
  5. Site specific hazards to which the young or new worker may be exposed, including risks from robbery, assault or confrontation. The supervisor or designate will advise the worker of all appropriate means and procedures for the avoidance of violence, see procedures 1.01 – 1.05.
  6. The location of the MSDS and all WHMIS procedures applicable to the workers job and duties. It will be the supervisor’s duty to enroll the worker in a WHMIS workshop if necessary.
  7. The new/young worker will be advised of all written safe work procedures (SWP’s) for performing the job specific tasks and the worker’s appropriate standard operating procedures (SOP’s) for his or her job.
  8. The procedures to follow when working alone or in isolation.
  9. The location of first aid facilities, how to summon first aid, how to report and the appropriate documentation.
  10. All emergency procedures including but no restricted to
    1. Fire procedures, exits, muster areas and notification procedures.
    2. Disaster procedures
    3. Notification and communication with authorities and emergency personnel

The items outlined above and the process used needs to be documented and copies of all documentation forwarded to the Human Resources Dept. so that it may be attached to the worker’s file. Documents for new/young worker orientation can be found in the forms section. The Safety Orientation Checklist and the appropriate worker orientation form for Regular or Temporary Employees must be completed and forwarded to the HR Advisor's office. The orientation process must consist of the following:

  • Written process which may be a checklist that is signed by both the worker and supervisor or supervisor designate.
  • Oral instruction
  • Demonstration of tasks with return demonstration and correction if required (documented). Observations ensuring worker competency must be documented this can also be achieved with a checklist.
  • Remedial training if needed and the process identified and documented.
  • Complete physical tour of operation(s); using a map, virtual tour or a partial tour will not suffice. If the new/young worker requests additional training the worker will supply the supervisor with a written request outlining why. The supervisor will determine if additional training is required. If the worker does not agree with the supervisor’s decision then the worker may appeal the decision with the HR Dept in writing with 72 hours. If the worker perceives that the additional training would pertain to the ability to perform a task or tasks safely then the worker will follow the Right to Refuse Unsafe Work Policy.

-- Created June 2007 | Revised June 2008, June 2013 | Review Date June 2014 -----

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