Disclaimer: This resource has been prepared to help the workplace parties understand some of their obligations under the Occupational Health and Safety Act (OHSA) and regulations. It is not legal advice. It is not intended to replace the OHSA or the regulations. For further information please see full disclaimer.
"Hot work" is work that could produce a source of ignition, such as a spark or open flame. Examples of hot work include welding, cutting, grinding and the use of non-explosion proof electrical equipment.
"Cold work" is work that cannot produce a source of ignition. Examples of cold work include valve adjustment and brush painting.
The space should be ventilated or purged to reduce the combustible dust or mist airborne concentration to a level below that which may create a hazard of explosion.
If ventilation or purging cannot reduce the combustible dust or mist airborne concentration to a level below that which may create a hazard of explosion, the space must be rendered inert by adding an inert gas and be continuously monitored to ensure the atmosphere remains inert. Workers must wear adequate respiratory protective equipment and adequate equipment to allow persons outside the confined space to locate and rescue them, if necessary.
In order to perform hot work in the presence of an explosive or flammable gas or vapour, the following precautions must be taken:
Alternately, the space must be rendered safe by inerting with an inert gas and continuously monitoring the atmosphere, particularly with regard to oxygen concentration. Workers must wear adequate respiratory protective equipment and equipment to allow persons outside the confined space to locate and rescue them, if necessary.
Yes, as long as all the appropriate measures for confined space entry have been taken.
ISBN 978-1-4435-6842-5 (HTML)
ISBN 978-1-4435-6841-8 (PRINT)
Disclaimer: This web resource has been prepared to assist the workplace parties in understanding some of their obligations under the Occupational Health and Safety Act (OHSA) and the regulations. It is not intended to replace the OHSA or the regulations and reference should always be made to the official version of the legislation.
It is the responsibility of the workplace parties to ensure compliance with the legislation. This web resource does not constitute legal advice. If you require assistance with respect to the interpretation of the legislation and its potential application in specific circumstances, please contact your legal counsel.
While this web resource will also be available to Ministry of Labour inspectors, they will apply and enforce the OHSA and its regulations based on the facts as they may find them in the workplace. This web resource does not affect their enforcement discretion in any way.