Ontario issued Regulation 186/19: Industrial Establishments Amending Reg. 851 Of R.R.O. 1990 (Industrial Establishments), which addresses cases where an alarm system and rescue equipment for a worker is required, such as where the worker is exposed to the hazard of falling into liquid that is of sufficient depth for a life jacket or other personal flotation device to be effective as protection from the risk of drowning, and emergency treatment measures in cases such as where a worker is required to work with, or is likely to be exposed to, a hazardous biological or chemical agent that could cause injury to the eye or skin. This Regulation came into force on July 1, 2019.
 
Additional information: https://www.ontario.ca/laws/regulation/r19186.

If you are interested in EHS regulatory products for Canada, the Isosceles Group provides a number of tools covering this jurisdiction including: EHS Legal Registers, EHS Audit Checklists, EHS Audit Checklist Supplements, EHS Quarterly Regulatory Updates, and more. Please contact Brittany Palmer at 617.330.2800 or bpalmer@theisogroup.com for a customized quote.

Japan’s National Institute of Occupational Safety and Health has published Volume 12 No. 2 of its “Research on Occupational Safety and Health.” The journal, which is published biannually, presents the occupational health and safety research of engineers, researchers, and health and safety personnel.
 
Additional information: https://www.jniosh.johas.go.jp/publication/research.html.

If you are interested in EHS regulatory products for Japan, the Isosceles Group provides a number of tools covering this jurisdiction including: EHS Legal Registers, EHS Audit Checklists, EHS Audit Checklist Supplements, EHS Quarterly Regulatory Updates, and more. Please contact Brittany Palmer at 617.330.2800 or bpalmer@theisogroup.com for a customized quote.

The International Labour Organization (ILO) adopted the New Convention and Recommendation to combat violence and harassment in the workplace on June 21, 2019. Conventions are legally binding international treaties that may be ratified by Member States, while Recommendations provide advice and guidance. The new convention covers violence and harassment occurring in the workplace; places where a worker is paid, takes a rest or meal break, or uses sanitary, washing or changing facilities; during work-related trips - travel, training, events or social activities; work-related communications (including through information and communication technologies); employer-provided accommodation; and during the commute to and from work. It also recognizes that violence and harassment may involve third parties. The Convention defines “violence and harassment” as behaviors, practices or threats “that aim at, result in, or are likely to result in physical, psychological, sexual or economic harm.”
 
Additional information: https://www.ilo.org/wcmsp5/groups/public/---ed_norm/---relconf/documents/meetingdocument/wcms_711242.pdf. 

Japan’s parliament voted on May 29, 2019 to require companies to take stricter action against harassment in the workplace, including implementing “consultation systems” to prevent it, and prohibiting employers from firing or mistreating workers who speak up about harassment, according to broadcaster NHK. The abuse of power has been defined to include “excessive words and behavior by people who take advantage of their superior positions, harming the working environment,” according to newswire Kyodo.
 
The law also includes other forms of harassment. For example, companies are required to “enhance understanding” of harassment against pregnant women. However, the law does not contain provisions on punishment for companies that violate the law. Further, the government refrained from imposing an outright ban on workplace harassment due to the difficulty in specifying what actions constitute harassment.
 
Additional information: https://www.japantimes.co.jp/news/2019/05/29/national/japan-bolsters-fight-workplace-harassment-punitive-measures-elusive/#.XREEROhKjIU.

India’s Government of Gujarat introduced the Gujarat Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2019, effective on May 1, 2019. The new Act applies to establishments employing 10 or more workers and increases leave and holidays, as well as changes the definitions of employer, employee, and establishment. The new Act is based on the model legislation, known as the Model Shops and Establishment (Regulation of Employment and Condition of Services) Act, 2016. The Gujarat Shops and Establishment Act, 1948 was repealed.

Additional information: https://labour.gujarat.gov.in/Portal/News/359_1_SAEA.pdf.

Canada published the Workplace Harassment and Violence Prevention Regulations for public comment on April 27, 2019. The regulations are proposed to support the goals of Bill C-65, which includes authority to make regulations to prevent and respond to harassment and violence in the workplace. The proposed new stand-alone Work Place Harassment and Violence Prevention Regulations will apply to all federal workplaces covered under Part II of the Canada Labor Code (the Code), and replace Part XX (violence prevention) of the Canada Occupational Health and Safety Regulations, as well as portions of two other regulations that include violence prevention provisions. The proposed Regulations would include provisions to: prevent harassment and violence through comprehensive prevention policies, training, and improved data collection; respond to occurrences when they do happen through a resolution process that requires employers to communicate regularly with parties and that provides multiple options for seeking resolution; and make available to employees information respecting support services. These regulations will repeal the Canada Occupational Health and Safety Regulations, Part XX — Violence Prevention in the Work Place. It is expected that the proposed Regulations will come into force on the same day as the provisions of Bill C-65. This date will be set by order.
 
Additional information:
http://www.gazette.gc.ca/rp-pr/p1/2019/2019-04-27/html/reg1-eng.html. 
http://www.gazette.gc.ca/rp-pr/p1/2019/2019-04-27/html/reg1-eng.html. 

The European Union has issued Directive (EU) 2019/983 amending Directive 2004/37/EC on the protection of workers from the risks related to exposure to carcinogens or mutagens at work. This Directive came into effect on June 25, 2019. Member States must implement laws, regulations, and administrative provisions in compliance with this Directive by July 11, 2021.
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Additional information: https://eur-lex.europa.eu/legal-content/EN/TXT/HTML/?uri=CELEX:32019L0983&from=EN.

Ireland’s Radiological Protection Act 1991 (Non-Ionising Radiation) Order 2019 extends certain functions assigned to the Environmental Protection Agency (EPA) under the Radiological Protection Acts 1991 to 2018 to cover matters pertaining to non-ionizing radiation. The scope of the Order covers matters pertaining to public exposure to non-ionizing radiation in the electromagnetic spectrum between 0 Hz and 300 GHz.
 
Additional information: http://www.irishstatutebook.ie/eli/2019/si/190/made/en/pdf.