Table of Contents

General

1. Context
2. Purpose
3. Scope
4. Related Authorities
5. Expected Results
6. Definitions
7. Model
8. Requirements
9. Accountabilities and Responsibilities
10. Hazard Prevention Activities
11. Monitoring and Evaluation
12. References and Resources
13. Enquiries

Annex

A: Definitions and Acronyms 

 

Hazard Prevention Directive

GENERAL

Parks Canada (PC) is committed to providing and maintaining a healthy and safe workplace for all its employees by preventing work-related accidents and occupational diseases through the identification, assessment, and control of occupational hazards. This commitment is based on the Internal Responsibility System which is the underlying philosophy of occupational health and safety (OHS) legislation across Canada. It is founded on the principle that everyone in the workplace – both employers and employees – are responsible for ensuring their own health and safety and that of their colleagues.

 

1. CONTEXT

There is a legal requirement under the Canada Labour Code, Part II, (CLC) and its regulations to identify, assess, and control exposure to occupational hazards, including psychosocial hazards. As employers have the most control over the conditions of work and how it is carried out, they also have the greatest degree of responsibility (and accountability) for the health and safety of its employees.

Employers must identify all known and foreseeable hazards associated with the various tasks and activities as well as the environment where they are performed by employees and implement preventive measures that respect the hierarchy of control: eliminating the hazard; reducing exposure to the hazard through substitution (replacing a hazard with a less hazardous option), engineering controls, administrative controls; and, as a last resort the provision of personal protective equipment (PPE) as a complimentary measure where it is not reasonably practical or possible to eliminate or control exposure to those hazards or required in addition to other control measures to protect the health and safety of employees. Employers must ensure that employees are made aware of such hazards and provided with the necessary training and education as well as the required tools and equipment to perform their duties safely. Employees also play an important role in keeping the workplace safe; they must be able to identify hazards, report them to their employer, and follow all instructions with respect to mitigation.

The Hazard Prevention Directive outlines what the employer is required to do (accountabilities) to address occupational hazards and is the foundation for hazard prevention at Parks Canada. It should be read in conjunction with the Hazard Prevention Standard and relevant policy instruments.

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2. PURPOSE

The Hazard Prevention Directive establishes accountability and provides direction regarding Parks Canada’s commitment to occupational health and safety, and the requirement to develop, implement and monitor a program for the prevention of occupational hazards, including psychosocial hazards, in accordance with the CLC and Part XIX (Hazard Prevention Program) of the Canada Occupational Health and Safety Regulations.  

The addition of psychological health and safety in this Directive is intended to help prevent harm to, and raise awareness of, employees’ psychological well-being. Mitigation of psychosocial hazards can be achieved through the established processes as outlined in the Hazard Prevention Standard and related tools, such as the Hazard Assessment Procedure.

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3. SCOPE

This Directive applies to all functions, activities, and tasks undertaken by employees within workplaces under the control of Parks Canada (PC) and extends to any location where work is performed by PC, to the extent PC controls the work activity in such locations.

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4. RELATED AUTHORITIES

• Canada Labour Code (CLC), Part II (Occupational Health and Safety)
• Canada Occupational Health and Safety Regulations (COHSR)
  • Part XIX – Hazard Prevention Program
• Work Place Harassment and Violence Prevention Regulations
• Maritime Occupational Health and Safety Regulations
• Parks Canada Occupational Health, Safety, and Wellness Policy
• Parks Canada OHS Accountability Framework
• CSA Z1000: Occupational Health and Safety Management System
• CSA Z1002: Occupational Health and Safety – Hazard Identification and Elimination and Risk Assessment and Control (R2022)
• CSA Z1003: National Standard of Canada for Psychological Health and Safety in the Workplace

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5. EXPECTED RESULTS

Occupational injuries and diseases are prevented by eliminating hazards or reducing exposure to hazards through the implementation of preventive measures. The review and monitoring of results, and the implementation of corrective measures to improve health and safety and achieve fewer occupational injuries and illnesses and/or minimize the extent of those injuries and illnesses aligns with the principle of continuous improvement in accordance with Parks Canada’s Occupational Health, Safety, and Wellness Policy.

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6. DEFINITIONS

Definitions and acronyms used in the interpretation of this Directive can be found in Annex A.

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7. MODEL

The CSA Z1000 Occupational Health and Safety (OHS) Management standard is structured using the Plan-Do-Check-Act model of continuous improvement for hazard prevention. It enables Parks Canada to advance OHS performance by establishing, maintaining, and improving the management of OHS. It also promotes a systematic approach to meeting OHS objectives and helps increase awareness of health and safety in the workplace.

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8. REQUIREMENTS

Part II of the CLC, and section 19.1(1) of the COHSR (Part XIX) requires the employer, in consultation with the National Occupational Health and Safety Policy Committee (NOHSPC), to develop, implement and monitor a program for the prevention of occupational hazards that includes the following components:

•           An implementation plan must be created with specific time frames for the development and implementation phases, including monitoring of preventive measures, and reviewing them as required.

•           A hazard identification and assessment methodology must be used to assist in effectively qualifying hazards and associated levels of risks to employees.

•           Hazard identification and assessments must be conducted with consideration of the nature of hazards, employees’ level and frequency of exposure, possible effects of exposure, and preventive measures to address the hazards.

•           Preventive measures (control measures) must be taken and should consist first of the elimination of hazards, then the reduction of hazards and finally, the provision of personal protective equipment, clothing, devices or materials.

•           Employee training must be provided and include information that relates to the hazard prevention program (Directive and Standard) and other PC programs applicable to the work, the nature of the workplace and the hazards associated with it, hazards associated with the employee’s duties and the preventive measures taken by the employer, the employee’s duty to report hazards as well as hazardous occurrences in accordance with paragraph 126(1)(g) and (h) of the CLC, as well as an overview of the CLC and relevant regulations.

• Program evaluation must be conducted to measure the effectiveness of the hazard prevention program based on inspections and hazardous occurrences investigation reports, health and safety audits, first aid records, OHS complaints, work refusals, and other OHS-related records and statistics.

 

Note: The information provided above summarizes legislative requirements and should be read in conjunction with the Canada Labour Code, Part II and the Canada OHS Regulations, Part XIX (Hazard Prevention Program).

 

OHS performance results are identified and measured by reporting, recording, and monitoring hazardous occurrences, workplace inspections, investigations, OHS complaints, work refusals, training, and education, and local OHS committee activities (e.g., meetings).

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9. ACCOUNTABILITIES AND RESPONSABILITIES

The Parks Canada President and Chief Executive Officer (PCEO) has the overall accountability for the administration of this Directive and has delegated the following responsibilities.

9.1 Vice-President, Human Resources and Employee Wellness

• • Coordinates and communicates all aspects of this Directive and provides functional leadership.
  • Develops, maintains, and communicates hazard prevention related policy instruments (directives, standards, procedures, guidelines) that are consistent with legal requirements.  
  • Ensures the administration of the activities, and reporting and recording requirements of the OHS Program.
  • Identifies and distributes information pertaining to necessary training tools and programs, in collaboration with Parks Canada Executives and key stakeholders.
  • Ensures inspections, investigations, and evaluations are carried out to report on the level of compliance with this Directive and relevant policy instruments.
  • Monitors compliance and performance as well as compiles, produces, and communicates reports to relevant stakeholders.
  • Consults with the NOHSPC on the development, implementation, and monitoring of the hazard prevention program.
  • Liaise with central agencies, other government departments and agencies, provincial/territorial/municipal authorities, and various partners regarding matters related to this directive.

9.2 Parks Canada Executives (PCX)

Within their area of responsibility, Executives must:

• • Ensure workplace parties and stakeholders are aware of and comply with the requirements of this Directive and relevant policy instruments as outlined in Parks Canada’s OHS Accountability Framework.
  • Ensure that employees who have managerial and supervisory responsibilities are knowledgeable and trained on their responsibilities under this Directive and relevant policy instruments.
  • Ensure that a structured OHS organization and network of health and safety committees and representatives are established.
  • Ensure hazard assessments are carried out in accordance with this Directive and relevant policy instruments. 
  • Approve or endorse selected control measures and ensure their implementation.
  • Allocate sufficient funds for the implementation of this Directive and relevant policy instruments, including selected control measures identified to mitigate risk (e.g., PPE, training, etc.).
  • Ensure the implementation of control measures, and that training plans include relevant OHS training and awareness requirements.
  • Ensure workplace and technical inspections (preventive maintenance and compliance) are completed as required by workplace parties, stakeholders, and/or qualified persons (internal or external) and monitor results.
  • Ensure that prescribed surveys, tests, and inspections are conducted by qualified persons.
  • Ensure preventive maintenance programs are implemented and maintained.
  • Ensure that all hazardous occurrences, including psychological injuries, are thoroughly investigated, in a fair and objective manner, reported and recorded within prescribed timeframes, and that corrective action is taken in a timely manner.
  • Exhibit empathetic leadership behaviours to support employees’ psychological well-being.
  • Exhibit behaviours and attitudes that are consistent with Parks Canada Values and Ethics Code.
  • Foster a culture in which employees who experience psychological harm or report hazards are free from retaliation and are met with support rather than stigma.
  • Ensure that prescribed records are kept and maintained for each employee.
  • Participate in and support the periodic evaluation of the effectiveness of this Directive and relevant policy instruments.
  • Ensure ongoing consultation with the local OHS committee/representative and Regional/National OHS Coordinator on managing occupational hazards.

Note 1: Although Parks Canada Executives hold the accountability for OHS within their area of authority, local OHS responsibilities may be delegated, as required, to managers and supervisors, and to relevant stakeholders when appropriate.

 

9.3 Managers and Supervisors

Managers and supervisors act on behalf of the employer and have the responsibility to meet the duties of the employer as specified in Part II of the Canada Labour Code and its regulations and as outlined in Parks Canada’s Occupational Health, Safety, and Wellness Policy.

Within their area of responsibility, managers and supervisors will:

• • Comply with the requirements of this Directive and relevant policy instruments as outlined in Parks Canada’s OHS Accountability Framework.
  • Provide employees with the OHS information, instruction, training, and supervision required in relation to the duties they perform, prior to the execution of those duties.
  • Ensure employees understand their responsibilities under this Directive and relevant policy instruments.
  • Provide advice on, information about, and active support for OHS activities, including any proposed changes to procedures, equipment, or the workplace.
  • Conduct hazard assessments with the participation of employees and in consultation with relevant stakeholders and subject matter experts (SME).
  • Eliminate hazards or reduce exposure through the implementation of control measures.
  • Inform employees of every known or foreseeable health or safety hazards to which they may be exposed, including psychosocial hazards.
  • Educate employees about those hazards, provide training, and review applicable OHS procedures such as SWPs and/or SOPs related to the tasks they perform. 
  • Provide employees with appropriate personal protective equipment (PPE) and training on its use. Ensure the PPE is used and worn correctly.Document and maintain records on training and education provided to employees as well as any PPE issued for the task.
  • Conduct regular inspections of the workplace as an on-going process for managing hazards.
  • Ensure that all hazardous occurrences, including psychological injuries, are thoroughly investigated, in a fair and objective manner, reported and recorded within prescribed timeframes, and that corrective action is taken in a timely manner.Allocate sufficient funds for the implementation of this Directive and relevant policy instruments, including selected control measures identified to mitigate risk (e.g., PPE, training, etc.).
  • Exhibit empathetic leadership behaviours to support employees’ psychological well-being.
  • Exhibit behaviours and attitudes that are consistent with Parks Canada Values and Ethics Code.
  • Foster a culture in which employees who experience psychological harm or report hazards are free from retaliation and are met with support rather than stigma.
  • Ensure employees who report psychological injuries or adverse symptoms from psychological harm are encouraged to access available resources, including the Employee and Family Assistance Program (EFAP).
  • Maintain the confidentiality of affected employees, except where disclosure is necessary.
  • Consult with employees, the local OHS committee/representative, and the Regional/National OHS Coordinator as necessary or required.

9.4 Employees

All Parks Canada employees have the following duties, which are all intended to prevent work-related accidents and occupational diseases:

• • Understand and comply with the requirements of this Directive and relevant policy instruments, including any policies and procedures in place to protect their psychological health.
  • Exhibit behaviours and attitudes that are consistent with Parks Canada Values and Ethics Code.
  • Participate in all training in support of this Directive and relevant policy instruments, as identified by the employer.
  • Participate in employer-led hazard assessments.
  • Perform routine and pre/post-task inspections in accordance with established practices.
  • Use any safety material, equipment, devices, and clothing that are intended for their protection and issued by the employer or that are prescribed.
  • Follow prescribed procedures with respect to occupational health and safety.
  • Take all reasonable and necessary precautions to ensure their health and safety, that of other employees and any persons likely to be affected by their acts or omissions.
  • Comply with employer instructions concerning the health and safety of employees.  
  • Cooperate with any person carrying out a duty imposed by Part II of the CLC, including but not limited to, local OHS committees and representatives, in order to achieve the objectives of this Directive and relevant policy instruments.
  • Immediately report to the employer:
    • Any thing or circumstance that is likely to be hazardous to their health and safety or that of their colleagues or other persons granted access.
    • All workplace accidents, incidents, or other hazardous occurrence, including psychological injuries, arising in the course of or in connection with their work.  
    • Any action taken by the employer, another employee or any other person that the employee believes to be a contravention to this Directive and relevant policy instruments.
    • Comply with every oral or written direction of the Head of Compliance and Enforcement (Labour Program).

9.5 Local OHS Committees / OHS Representatives 

• • Participate in the implementation and monitoring of this Directive and relevant policy instruments at the local level. https://laws-lois.justice.gc.ca/eng/acts/l-2/page-9.html - h-340513
  • Conduct monthly workplace inspections and monitor results of technical inspections (compliance or preventive maintenance) performed by qualified persons (internal or external).
  • Participate in investigations of hazardous occurrences, OHS complaints, and work refusals, and follow up on the implementation of corrective measures.
  • Review and monitor results of various hazard assessments and workplace investigations (e.g., noise level testing, air quality testing, exposure limits to hazardous substances).
  • Bring forward information and OHS-related issues to the management team and make recommendations as necessary.
  • Report identified hazards, inquiries or investigations and monitored measures or procedures by completing the Annual Report on Workplace Committee Activities (LAB1058).

9.6 National Occupational Health and Safety Policy Committee (NOHSPC)

• • Participate in the development, implementation, and review of this Directive and relevant policy instruments, as outlined in Parks Canada OHS Accountability Framework, including monitoring, reporting, training, and all other components that concern hazard prevention at Parks Canada.

9.7 Functional Specialists

Functional specialists are responsible for respecting the scope of relevant policy instruments falling under their functional area.

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10. HAZARD PREVENTION ACTIVITIES

10.1 Proactive Measures

Proactive measures are preventive actions taken to decrease the likelihood of an accident/incident occurring; these measures also set in place procedures meant to mitigate risk. The purpose of the Canada Labour Code, Part II (Occupational Health and Safety) is to prevent occupational injuries and illnesses. The primary intention of all prevention activities is to ensure hazards are identified, assessed and controlled through the implementation of preventive measures before an employee is exposed to such hazards. These activities are carried out on a planned or scheduled basis or in response to the recognition or reporting of a potential hazard, and any other situation that would deem it necessary.

 Proactive measures will include the development, implementation, review, and/or update of the following:

1. 1. Hazard assessments through task hazard analyses (THAs) as well as through other types of hazard assessments (see #6 below).

a. Adopting, adapting or creating safe work practices (SWP)

b. Adopting, adapting or creating standard operating procedures (SOP)

2. Workplace inspections (routine inspections, pre/post-task inspections, monthly inspections)

3. Inventories related to workplace hazards (e.g., hazardous substances, confined spaces, personal protective equipment, etc.).

4. Preventive maintenance programs (e.g., PC assets, tools, machinery, equipment, etc.).

5. OHS Audits.

6. Other types of hazard assessments and workplace investigations:

a. Workplace Assessments (WA) – specific to harassment and violence in the workplace

b. Daily Hazard Assessments and/or Field-Level Hazard Assessments

c. Hazardous Substances Investigations (e.g., asbestos, mould, control products)

d. Confined Spaces Assessments

e. Noise Hazard Investigations (levels of sound)

f. Air Quality Investigations

g. Ergonomic Assessments

h. Psychological Well-Being Assessments (e.g., data collected from the Public Service Employee Survey)

i. Other

7. Health Monitoring in accordance with PC’s Occupational Health Monitoring Program.

10.2 Reactive Measures

The following are types of activities conducted under circumstances where a hazard has already manifested itself and thus requires formal identification and assessment.

10.2.1 Investigations of Hazardous Occurrences

In the context of a hazardous occurrence investigation, the manager/supervisor or the qualified person appointed to investigate and the local OHS committee or representative may identify a hazard (or potential hazard) that has caused or contributed to the hazardous occurrence and recommend its assessment.

• • •  As a result, the task hazard analysis (THA) and/or other type of hazard assessment must be reviewed to ensure all potential hazards have been identified, and selected control measures are adequate and updated accordingly. This may trigger the need to review related programs and tools through a collaborative approach with identified subject matter experts (SME). 

10.2.2 Investigations of OHS Complaints or Work Refusals

In the context of an investigation following an OHS complaint or work refusal, the manager/supervisor or the qualified person appointed to investigate, the local OHS committee or representative, or the Labour Program (ESDC) investigator may identify a hazard (or potential hazard) and recommend its assessment.

• • • As a result, the task hazard analysis (THA) and/or other type of hazard assessment must be reviewed to ensure all potential hazards have been identified, and selected control measures are adequate and updated accordingly. This may trigger the need to review related programs and tools through a collaborative approach with identified subject matter experts (SME).

10.2.3 Reports of Workplace Harassment and Violence

Following a report made by an employee or a witness relating to workplace harassment and/or violence, the manager/supervisor has the responsibility to orient employees to policies and processes and remind them of existing recourse mechanisms available to them. The manager/supervisor also has an obligation to act, which typically begins with fact-finding. A review of the workplace assessment (specific to harassment and violence) must be completed to ensure that all potential risk factors have been identified, and selected control measures are appropriate/adequate and have been implemented accordingly.    

• • • This may require the review of related programs and tools through a collaborative approach with identified subject matter experts (SME).

10.2.4 Investigations related to Occupational Health Evaluations

Routine health evaluations in accordance with applicable occupational health evaluation protocols allow for the prompt monitoring of employee health during the course of their duties. Changes in employee health may occur over time because of a hazardous exposure.     

• • • As a result, the task hazard analysis (THA) and/or other type of hazard assessment must be reviewed to ensure potential hazards have been identified, and selected control measures are adequate and updated accordingly. Relevant occupational health evaluation protocols must be reviewed and updated where required in such situations.

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11. MONITORING AND EVALUATION

As per the Canada Labour Code, Part II, and section 19.1(1) of the COHSR (Part XIX), the Vice-President, Human Resources and Employee Wellness, with the participation of the Parks Canada Executives and in consultation with the NOHSPC, shall evaluate the effectiveness of this directive, and if necessary, revise it:

• At least every three (3) years;
• Whenever there is a change in conditions with respect to hazards; and,
• Whenever new information with respect to hazards in the workplace becomes available.

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12. REFERENCES AND RESOURCES

Legislation

• Access to Information Act
• Canada Labour Code, Part II (Occupational Health and Safety)
  • Canada Occupational Health and Safety Regulations
    • Part XIX – Hazard Prevention Program
  • Workplace Harassment and Violence Prevention Regulations
  • Maritime Occupational Health and Safety Regulations
  • Aviation Occupational Health and Safety Regulations
  • Policy Committees, Work Place Committees and Health and Safety Representative Regulations
• Canada Labour Code, Part IV (Administrative Monetary Penalties)
• Canadian Human Rights Act
• Criminal Code
• Employment Equity Act
• Financial Administration Act
• Hazardous Products Act
  • Hazardous Products Regulations
• Official Languages Act
• Privacy Act
• Provincial and Territorial Workers Compensation Boards Acts and Regulations
• Transportation of Dangerous Goods Act

Parks Canada Publications

• Occupational Health, Safety and Wellness Policy
• Occupational Health and Safety (OHS) Accountability Framework
• Workplace Harassment and Violence Prevention and Resolution Policy (ParksNet)
• Occupational Health Monitoring Program (ParksNet)

CSA Standards[1]

• CSA Z1000: Occupational Health and Safety Management System
• CSA Z1002: Occupational Health and Safety – Hazard Identification and Elimination and Risk Assessment and Control (R2022)
• CSA Z1003: National Standard of Canada for Psychological Health and Safety in the Workplace

Government of Canada Publications

• Hazard Prevention Program Guide - Canada.ca
• Psychological Health in the Workplace - Canada.ca

Canada Centre for Occupational Health and Safety (CCOHS)

• CCOHS: Job Safety Analysis
• CCOHS: Hazard and Risk - Hazard Identification
• CCOHS: Hazard and Risk - Risk Assessment
• CCOHS: Psychological Health and Safety Program - Assessing Psychosocial Hazards

 

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13. ENQUIRIES

For enquiries and/or interpretation of this Directive, please contact your Regional/National OHS Coordinator.

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ANNEX A

DEFINITIONS AND ACRONYMS

Term	Definition
Accident (accident)	An undesired event that results in damage, injury/illness, or harm to people or property (e.g., disabling injury, human fatality, occupational disease, material loss or damaged).
Audit (vérification)	A systematic and documented process for obtaining audit evidence and evaluating it objectively to determine the extent to which the audit criteria are fulfilled.
Canada Labour Code (code canadien du travail)	An Act of the Parliament of Canada that defines the rights and responsibilities of employees and employers in federally regulated workplaces, and sets out federal labour law. The Code is divided into 4 parts – only Parts II and IV apply to the federal public service: Part I: Industrial Relations Part II: Occupational Health and Safety Part III: Standard Hours, Wages, Vacations and Holidays Part IV: Administrative Monetary Penalties Part II (Occupational Health and Safety) of the Code establishes provisions to prevent accidents, occurrences of harassment and violence, and physical or psychological injuries and illnesses arising out of, linked with or occurring in the course of employment. Part IV (Administrative Monetary Penalties) of the Code establishes, as an alternative to existing penal system and as a supplement to existing enforcement measures, a fair and efficient penalty system to promote compliance with Part II of the Act.
Critical Task (tâche critique)	A task that has the potential consequence to cause major losses in terms of people, property, processes, or the environment when a task is not performed properly, when an accident occurs or when existing accident-prevention control measures fail. A critical task has an assessed risk level of moderate or higher. In the context of this Standard, determining if a task is critical will guide the requirement for specific control measures, namely safe work practices (SWP) and standard operating procedures (SOP).
Employee (employé)	A person employed by Parks Canada. Includes indeterminate, term, seasonal, casual and students.
Employer (employeur)	Parks Canada and any person authorized to act on behalf of Parks Canada, including managers and supervisors; anyone who has supervisory responsibilities is considered the “employer.”
Functional leader (responsable fonctionnel)	A person who is responsible for managing a specific function or department within an organization. Unlike executives who oversee multiple functions, a functional leader focuses on a particular field or domain such as IT, finance, HR, OHS, security, etc.
Functional specialist (spécialiste fonctionnel)	An employee who carries out roles and responsibilities that require function-specific knowledge, skills and attributes related to a specific field or domain within an organization (e.g., IT, finance, HR, OHS, security). Their primary role is to provide in-depth knowledge, technical expertise, and best practices related to their area of specialization. Functional specialists are distinguished from generalists, who have broad knowledge across several areas rather than in-depth expertise in a particular field. The roles and responsibilities of functional specialists support agency-wide objectives and programs.
Hazard (risque)	Any source of potential damage, harm or adverse health effects on something or someone. There are several types of hazards: safety, chemical, physical, ergonomic, biological, psychosocial.
Hazard Assessment (évaluation des risques)	A process used to identify and assess hazards and to evaluate the risks associated with exposure to these hazards.
Hazard Prevention Program (programme de prévention des risques)	A program for the prevention of hazards that is required under Part II of the Canada Labour Code, and Part XIX of the Canada OHS Regulations. It is employer/workplace-specific and designed to prevent occupational injuries and illnesses, through a proactive approach to identifying, assessing, and controlling workplace hazards. At Parks Canada, the hazard prevention program is comprised of a Hazard Prevention Directive and a Hazard Prevention Standard, as well as a number of related policy instruments.
Hazardous Occurrence (situation comportant des risques)	A work-related accident/incident or other hazardous situation that results or not in injury, illness, or harm to people or damage to property.
Health Evaluation (évaluation de la santé)	Any specific screening, assessment, or examination of an employee, which is carried out by a medical practitioner to determine or monitor the employee’s occupational health status and may include simple interventions such as recommended immunizations.
Incident (incident)	An undesired event that did not result in damage, injury/illness or harm but had the potential for causing an injury, occupational disease, or property damage (i.e. near misses).
Inspection (inspection)	May take various forms such as: Technical/routine inspections: performed by qualified persons, employers, and employees on a regular basis and includes pre/post-task inspections. Workplace inspections: performed each month by the local OHS committee or representative in accordance with sections 125(1)(z.12) and 135(7) k) of the Canada Labour Code, Part II.
Job (emploi)	A position, occupation, or profession within an organization. At Parks Canada, jobs are composed of many tasks.
Internal Responsibility System (Système de responsabilité interne)	The underlying philosophy of OHS legislation in all Canadian jurisdictions.  It is founded on the basic principle that everyone in the workplace – both employers and employees – is responsible for their own health and safety, and that of their colleagues and any persons likely to be affected by their acts or omissions.
Legal requirement (obligations légales)	Requirements of applicable occupational health and safety federal and provincial/territorial, regulations, and where applicable, provisions of the organization’s collective agreements that relate to health and safety.
Local Occupational Health and Safety (OHS) Committee (comité local de santé et sécurité au travail)	A workplace health and safety committee that must be established in each workplace controlled by the employer at which 20 or more employees are normally employed. (Section 135.(1) of the Canada Labour Code, Part II) In a workplace with fewer than 20 employees the local OHS committee is replaced by an OHS representative.
National Occupational Health and Safety (OHS) Policy Committee (comité national d’orientation en santé et sécurité au travail)	The Policy Health and Safety Committee that must be established in federally regulated organizations that employ 300 or more employees. (Section 134.1 of the Canada Labour Code, Part II)
OHS Representative (représentant en SST)	A health and safety representative that must be selected in each workplace where fewer than 20 employees normally work. (Section 136.(1) of the Canada Labour Code, Part II) In a workplace with 20 or more employees the OHS representative is replaced by a local OHS committee.
Personal Protective Equipment (PPE) (équipement de protection individuelle (EPI))	Safety materials, equipment, devices, and clothing used/worn to minimize exposure to one (1) or more hazards.
Policy instruments (instruments de politique)	Tools, documents, policies or mechanisms that aid in the implementation, enforcement, or enhancement of a primary system or framework. These instruments provide structure, guidance, and support to ensure effective implementation and compliance. At Parks Canada, policy instruments that exist for the successful implementation of the OHS and Wellness Policy and Program are outlined in the OHS Accountability Framework.
Process (processus)	A set of interrelated or interacting activities that transforms inputs into outputs.
Psychological Health/Mental Health (santé psychologique/santé mentale)	A state of well-being in which every individual realizes their own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to contribute to their community. (World Health Organization)
Psychological Safety (santé et sécurité psychologique)	The absence of harm and/or threat to mental well-being that a worker might experience. (Guarding Minds@Work)
Qualified Person (personne qualifiée)	In respect of a specified duty, a person who, because of their knowledge, training and experience is qualified to perform that duty safely and properly. This definition also extends to include persons who possess the knowledge, training, and experience to fulfil the competencies of the roles defined in this Program.
Record (dossier)	A document that states results achieved or provides evidence of activities performed.
Risk (risque/niveau de risque)	The combination of the likelihood (probability) of the occurrence of harm and the severity (consequence) of that harm.
Risk Analysis (analyse du risque)	The process of assigning risk levels to identified hazards to determine the significance of the risk.
Safe Work Practice (SWP) (pratique de travail sécuritaire)	A document that results from a task hazard analysis (THA) and contains findings from that analysis. A SWP provides a set of simple and generic “Do’s and Don’ts” instructions that explains how to carry out a potentially hazardous task. It includes a short description of a given task, associated hazards, and control measures that must be taken to prevent injury/illness, such as qualifications and training requirements, personal protective equipment (PPE), as well as generic instructions (in the form of “Do’s and Don’ts”) needed to perform the task safely or at an acceptable risk level. It will also reference any applicable codes, standards or other SWP/SOP that may apply.
Stakeholder (intervenant)	Person, group, or organization with interest, concerns or specific roles and responsibilities in an organization, initiative, or program.
Standard Operating Procedure (SOP) (procédure opérationnelle normalisée)	A document that results from a task hazard analysis (THA) and contains findings from that analysis. A SOP provides a more elaborate set of instructions that break down in further detail how to perform a specific task step by step. SOPs are much more detailed than SWPs as they contain procedures from beginning to end of a task (i.e., from the pre-task planning and preparation phase to performing the actual job, usually broken down by steps as per the THA, including a section on post-task review where applicable).
Task (tâche)	A set of related steps that make up a distinct part of a job. Every job is made up of a collection of tasks.
Task Hazard Analysis (THA) (analyse des risques liés à la tâche)	A systematic examination of a task or condition to identify and prevent its associated hazards. In a task hazard analysis, each step of a task is broken down to identify potential hazards and to recommend control measures to safely do the job.  The THA is used to develop safe work practices (SWPs) and/or standard operating procedures (SOPs) when identified as a required or recommended control measures. In the absence of a SWP/SOP, the THA may be used to communicate hazards and control measures to employees. Other common terms when referring to a THA include hazard or risk assessment, task safety analysis, job hazard analysis and job safety analysis.
Well-being (bien-être)	This concept is broader and encompasses an individual's overall quality of life. Well-being includes not only physical health but also emotional, social, and psychological aspects. It reflects how individuals feel about their lives and their ability to cope with life's challenges. Well-being can be influenced by various factors, including relationships, work-life balance, financial stability, and community engagement. In summary, well-being encompasses a wider range of life satisfaction and quality of life indicators.
Wellness (mieux-être)	This term typically refers to a proactive approach to health that encompasses physical, mental, and social aspects. It includes a focus on lifestyle choices and practices that promote health, such as exercise, nutrition, stress management, and preventive care. Wellness programs often emphasize holistic health and encourage individuals to take responsibility for their health through positive behaviors. In summary, wellness focuses more on active health practices and lifestyle choices
Workplace (lieu de travail)	Any place where an employee is engaged in work for Parks Canada.
Workplace parties (parties en milieu de travail)	Includes employees and employers in the workplace.

 

Note: In this Directive, “shall” or “must” is used to express a requirement (i.e., a provision that the user is obliged to satisfy in order to comply with the directive), “should” is used to express a recommendation or that which is advised but not required, and “may” is used to express an option or that which is permissible within the limits of the directive.