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Workplace Posting Requirements Checklist – Saskatchewan

The duty to post notices, information and other materials at your workplace for your employees comes from 4 different sets of laws.

Use this checklist to ensure your organization has the required postings.

  Yes No Comments
Act or Regs. (or part of them) the Director requires employer to post
Copy or abstract of Minimum Wages Regs.
Notice of changes to days or times when employees must or may work or be at employer’s disposal(1)
Notice of written authorization to vary overtime rules(1)
Notice of cancellation of written authorization to vary overtime rules(1)
Copy of overtime averaging agreement(1)
Copy of order requiring employer to take steps after committing reprisals or discriminatory action to rectify situation or compensate employee
  Yes No Comments
Copies of union financial statements (within 6 months of fiscal year statement covers)(1)
Copy of Form 20 notice of union certification vote
  Yes No Comments
Names of JHSC members or safety rep
Copy of JHSC meeting minutes
Copy of compliance undertaking
Copy of notice of contravention
Written report of progress made towards correcting a contravention
Injury + illness statistics for the place of employment
Notices of OHS exemptions granted by director (at least 2 copies)
Director decisions + reasons (at least 2 copies)
Notice of decision by director or OHS tribunal to “stay,” i.e., freeze, all or part of an OHS order being appealed (at least 2 copies)
Prime contractor, if any, must post:

  • How to contact prime contractor
  • Name + contact info of competent person designated to oversee health + safety at site on prime contractor’s behalf
Copy of workplace harassment policy
Copy of OHS Act
Location of first aid station
Emergency info at first aid station:

  •  Emergency phone number list or other instructions to contact nearest police, fire, ambulance, hospital, physician + other appropriate service
  • Written emergency first aid rescue procedure, if any
Copy of fire safety plan

(1) In Sask., posting is one of several options for communicating required labour standards info to employees (or, in the case of unions, financial statements to members). The others are: i. Personal delivery; ii. Posting online on a secure website to which employee has access; and iii. Providing it in another way that informs the employee.