Compliance / Responsibilities

A work-alone plan starts with your people.

Be Safe can support the process. The task assessment, people, procedures and response arrangements remain your organization's responsibility.

Find jurisdiction resources Review the planning questions

Start with the task

Your organization’s responsibilities

Start with the task, hazards and people doing the work.

Assess the work

Assess the task, hazards and environment before deciding whether lone work is appropriate. Technology does not decide suitability.

Prepare the people

Match procedures, training, supervision and emergency arrangements to the work.

Review the plan when work changes

Review changes in location, task, communication and available contacts.

People and procedures

Agree how contact and follow-up will work.

Keep check-ins, escalation and communication limits in one plan.

Check-in arrangements

Agree supported check-in actions and timing. A configurable Be Safe interval does not determine the legally correct interval.

Emergency Contacts

Keep primary and secondary Emergency Contacts and response arrangements current.

Unavailable communication

Agree what the worker and contacts do if communication is unavailable. Do not assume universal app failover or guaranteed communication.

Where Be Safe fits

Where Be Safe can support the process

24/7 human monitoring through our monitoring partner is included.

Be Safe Operators use your response instructions and can contact emergency services when needed. Your organization maintains Emergency Contacts and its response arrangements.

Talk with Be Safe about coverage, device setup and how Operators and your Emergency Contacts will respond. Your plan should also address what happens when communication is unavailable.

Supported information

Authorized users can view available location, battery and plugged/unplugged information. Location can update in real time when the device and connection support it.

Availability, refresh behavior and permissions vary by device and integration. The map may show the last available location; it does not establish live connectivity.

Records for operational review

Reporting options to discuss include monthly detailed shift reports and custom shift archives.

Available fields, access and retention depend on your setup. Records support review but do not prove compliance. Review the retention requirements that apply to your organization.

Keep the wider plan in place

What Be Safe does not replace

Hazard assessment, safe-work procedures, training, supervision and emergency planning need their own review. An app, device or record does not replace them.

Your organization maintains contacts and response arrangements. No product setting establishes that every legal or industry requirement has been met.

Find your jurisdiction

Check the requirements that apply to your work.

Choose a location and start with the relevant regulator. The task, industry and whether a workplace is provincially, territorially, federally or state regulated all matter.

These starting points do not cover every applicable requirement or establish compliance. Some locations offer federal or agency guidance rather than a state working-alone rule. They are not legal advice. Review the current source, applicable workplace and task, and obtain appropriate safety or legal advice. Some work requires another person; remote monitoring does not replace that requirement.

Canadian federal workplaces U.S. federal OSHA and state plans CCOHS: Working Alone

Northern territories: Northwest Territories guide · Nunavut guide.

Canada: provinces and territories 13 jurisdictions

Choose a starting point for official guidance and sources. Northwest Territories and Nunavut have separate guides and legislation.

United States: states 50 states

Choose a starting point for the jurisdiction and task. Some summaries focus on the federal framework or agency guidance; state and task-specific requirements may also apply.

Canada

Start with the appropriate federal, provincial or territorial authority. Open a location for its summary and official sources.

Federal guidance

Canada: federally regulated workplaces

Authority or guidance: Federal Labour Program guidance

Scope: Federally regulated work

The federal Labour Program guidance concerns employees working alone at a workplace under the employer’s control. It describes assessing the task and how remoteness or restricted access could delay help. Some activities have their own restrictions.

What to review: Identify the regulator for the employer and task first. Review the hazards, available preventive measures and the expected access for emergency responders with the appropriate workplace participants.

Question for your plan: Does your workplace fall under federal jurisdiction, and what hazards and contact arrangements need review?

Official sources Listed November 4, 2026

Government of Canada: Working alone interpretation (opens in a new tab)

Working alone

Alberta

Authority or guidance: Alberta Occupational Health and Safety Code, Part 28

Scope: Working alone where help is not readily available

Part 28 applies when a worker is alone at a work site and assistance is not readily available for an emergency, injury or illness. Section 394 requires effective electronic communication with regular employer or designate contact at hazard-appropriate intervals. If effective electronic communication is not practicable, the employer must ensure the employer or designate visits the worker, or the worker contacts the employer or designate at intervals appropriate to the hazards.

What to review: Identify the places and times when the chosen connection may not work. Document who will make contact or visit, how often and what happens when the worker cannot be reached.

Question for your plan: What contact interval fits the hazards, and what is the plan if electronic communication is impracticable?

Official sources Listed November 5, 2026

Working alone or in isolation

British Columbia

Authority or guidance: WorkSafeBC regulation and guidance

Scope: Working alone or in isolation

Sections 4.20.1-4.23 apply where assistance is not readily available. Before the assignment, section 4.20.2 requires hazard identification and elimination or, where elimination is impracticable, risk reduction to the lowest practicable level through engineering or administrative controls. The written well-being check procedure specifies intervals and missed-contact rescue steps; a designated person records checks, including at the end of the work shift.

What to review: Consult the worker on intervals and the applicable committee or representative on the procedure; train the worker and checker. Section 4.23 requires review at least annually, and sooner after changes that could adversely affect safety or effectiveness, or reports that the procedures are not working effectively. For lone or isolated work at covered late-night retail premises with violence risk, section 4.22.1 additionally requires written money-handling procedures and, during 11 p.m.-6 a.m., one or more specified protections: a locked barrier preventing public access, another worker, or the prescribed violence-prevention program. That program has equipment, premises and independent security-audit requirements.

Question for your plan: Who will check on the worker, at what risk-appropriate interval, and what happens after a missed check?

Official sources Listed November 6, 2026

Working alone or in isolation

Manitoba

Authority or guidance: Manitoba Workplace Safety and Health Regulation, Part 9

Scope: Working alone or in isolation

Part 9 requires identifying risks with the applicable committee, representative or workers. Under section 9.3, the employer must develop and implement safe-work procedures to eliminate or reduce those risks, train workers and ensure compliance. Section 9.3(2) requires effective communication suited to the risks and applicable measures from regular employer-worker contact, limits or prohibitions on specified activities, and training requirements. Emergency supplies are also required where applicable for travel or work in extreme cold or other inclement weather.

What to review: Post the safe-work procedures conspicuously at the workplace and ensure workers follow them. Section 9.3 requires review and revision at least every three years, or sooner when a workplace change poses a risk.

Question for your plan: Have the work hazards, communication method and written procedures been reviewed with the appropriate workplace representatives?

Official sources Listed November 6, 2026

Manitoba Workplace Safety and Health Regulation, Part 9 (opens in a new tab)

Working alone

New Brunswick

Authority or guidance: WorkSafeNB guidance and working-alone code of practice

Scope: Working alone under the provincial code-of-practice regulation

WorkSafeNB describes working alone as the employer’s only employee at the workplace where help is not readily available. Its guide describes a code of practice identifying work-related risks, communication methods and emergency procedures. Employers must provide the equipment identified in the code and train employees who work alone and their supervisors.

What to review: Review whether a task may be performed alone at all, especially hazardous work, and whether the code explains how help will be reached and how emergency response is activated.

Question for your plan: Which jobs require a code of practice, and does any task require another person rather than remote monitoring?

Official sources Listed November 4, 2026

WorkSafeNB: Working Alone (opens in a new tab)

Working alone or in isolation

Newfoundland and Labrador

Authority or guidance: Newfoundland and Labrador Occupational Health and Safety Regulations, 2012, section 15

Scope: Working alone or in isolation where assistance is not readily available

Section 15 of the Occupational Health and Safety Regulations, 2012 requires a risk assessment for covered work alone or in isolation. Under section 15(3), identified hazards require appropriate controls to eliminate the risk or, if elimination is impracticable, minimize it. A written well-being-check procedure must address check intervals and emergency response when contact cannot be made; a designated person makes and records checks.

What to review: Develop the procedure with the worker and applicable committee, representative or designate. Review it at least annually, or sooner in the circumstances specified by section 15, including changes that may adversely affect safety.

Question for your plan: How will your team communicate and provide access to help at the actual work location?

Official sources Listed November 6, 2026

Working alone or at an isolated work site

Northwest Territories

Authority or guidance: Northwest Territories OHS Regulations, section 33; shared WSCC guidance

Section 33 of the Northwest Territories Occupational Health and Safety Regulations addresses work alone or at an isolated work site. It requires the employer to identify hazards with the committee, representative or workers, take reasonable measures to reduce the risks, and establish communication that is effective for those risks. Its definition of working alone refers to assistance from a first aid attendant not being readily available.

The government-hosted consolidation includes amendments through R-090-2024 and is an office consolidation, not the authoritative legal text. Check later Gazette amendments and the rules for the actual task with WSCC.

What to review: Review the hazards with the appropriate workplace participants and choose communication that works in the actual conditions. Section 33 does not prescribe a universal check-in interval. Use the WSCC code to help document contact, missed-contact response and emergency arrangements.

Question for your plan: What hazards and access to first aid affect the work, and how will effective communication and emergency assistance be maintained?

Official sources Listed November 5, 2026

Lone-worker guidance and isolated-workplace first aid

Nova Scotia

Authority or guidance: Nova Scotia Workplace Health and Safety Regulations, Part 4; lone-worker guidance

The provincial lone-worker guide discusses hazard assessment and controls. Current first-aid duties are in Part 4 of the Workplace Health and Safety Regulations. Section 4.18 requires a written first-aid plan for each isolated workplace unless section 4.19 applies. The plan must address Part 4 compliance, transport of injured employees and communication to and from the site, reflect the work and be followed by everyone there.

The 2014 lone-worker guide cites the former First Aid Regulations, repealed effective June 13, 2022. Treat those first-aid references as historical; use Part 4 of the Workplace Health and Safety Regulations for current first-aid requirements.

What to review: Consult the committee or representative, if one exists, when developing the plan. Section 4.1 defines an isolated workplace by surface travel time of 40 minutes or more, using its specific definition of travel time. Check section 4.19 before relying on an exception: it sets time-at-site thresholds over four weeks and, for the office exception, additional safety conditions. Being alone does not by itself determine this first-aid classification.

Question for your plan: What hazards arise from the specific task and location, and does the task require another person?

Official sources Listed November 6, 2026

Territorial legislation and working-alone guidance

Nunavut

Authority or guidance: Nunavut OHS Regulations and subsequent amendments; shared WSCC guidance

Nunavut has its own Occupational Health and Safety Regulations. The shared WSCC Working Alone code explains hazard assessment, effective communication and safe-work procedures, and refers to section 33. Use it as planning guidance alongside the Nunavut regulations and subsequent amendments, rather than treating the older code as current legal text.

Nunavut's official consolidation page says the consolidation is not up to date and lists amendments R-007-2025 and R-041-2025. Check those amendments and any later changes with WSCC or the Department of Justice before relying on the consolidation.

What to review: Confirm the current territorial requirements and task-specific rules with WSCC. Use the shared code to plan hazards, communication, written procedures and emergency response; do not infer that following the code alone establishes compliance.

Question for your plan: Which Nunavut rules apply to the task, and how will the written procedure address communication, first aid and access to emergency help?

Official sources Listed November 5, 2026

Workplace violence and harassment

Ontario

Authority or guidance: Ontario Occupational Health and Safety Act guidance

Ontario’s guide explains workplace violence and harassment responsibilities under the Occupational Health and Safety Act. It is a starting point for reviewing risks, policies and procedures; it is not a general working-alone rule.

What to review: For visits, late shifts or public-facing work, review workplace violence risks and the policies and procedures that apply. Other requirements may apply to the task.

Question for your plan: Do visits, public-facing work or late shifts create violence risks that your policy and procedures need to address?

Official sources Listed November 4, 2026

Ontario: Understand the law on workplace violence and harassment (opens in a new tab)

Working alone

Prince Edward Island

Authority or guidance: PEI Occupational Health and Safety Act General Regulations, Part 53

Scope: Working alone under Part 53: the only worker of that employer at the workplace, where assistance is not readily available

PEI’s written procedure identifies the risks and addresses check intervals, the person responsible for contact and recording, what happens when the worker cannot be reached, emergency rescue and an end-of-shift check.

The WCB working-alone guide contains an outdated first-aid passage referring to section 9.7. Use Part 9 of the government consolidation for first aid and Part 53 for working alone. The linked consolidation states that it is current to January 1, 2025; check for later amendments.

What to review: Confirm that the worker and their supervisor receive training in the procedure, and that the procedure includes how assistance can be secured and provided.

Question for your plan: Who will make and record contact, and what is the rescue procedure if the worker cannot be reached?

Official sources Listed November 6, 2026

Isolated work

Quebec

Authority or guidance: Quebec Regulation respecting occupational health and safety, section 322

Section 322 of Quebec’s Regulation respecting occupational health and safety addresses a worker performing a task alone in an isolated environment where they cannot request assistance. The provision requires an effective means of surveillance, continuous or intermittent.

What to review: Consider whether the worker can request assistance in the actual environment and what surveillance arrangement and other task-specific duties apply.

Question for your plan: Can the worker request assistance in the actual work environment, and what other duties apply to the task?

Official sources Listed November 4, 2026

Working alone and late-night retail

Saskatchewan

Authority or guidance: Saskatchewan Occupational Health and Safety Regulations, 2020, section 3-24; separate late-night retail guidance

Section 3-24 addresses work alone or at an isolated workplace. It describes identifying risks in consultation with the committee, representative or workers, taking reasonably practicable steps to eliminate or reduce those risks, and establishing effective communication suited to the risks. Regular contact is one possible additional measure. Separately, government guidance describes extra measures for covered late-night retail premises, including a written check-in procedure and personal emergency transmitter when one employee works alone.

What to review: Review the workplace risks and communication method with the appropriate committee, representative or workers. The government-hosted consolidation is unofficial and incorporates amendments through 31/2021; check current legislation. For covered late-night retail, assess whether the device and procedure meet the additional requirements.

Question for your plan: What risks and communication arrangements apply to the work, and is the workplace also covered by the late-night retail rules?

Official sources Listed November 4, 2026

Employer responsibilities

Yukon

Authority or guidance: Yukon Workers’ Safety and Compensation Act

Section 27(1)(f) of the Workers’ Safety and Compensation Act requires employers, as far as is reasonably practicable, to make efforts to check the health and safety of their workers who may be unable to secure assistance after injury or other misfortune.

The government-hosted PDF is an unofficial consolidation. Its currency statement contains the placeholder “currency date”, so the PDF alone does not establish that all current amendments are included. Check the government legislation index and statutory history before relying on it.

What to review: Consider how workers can be checked and how assistance can reach them when injury or another event prevents them from seeking help.

Question for your plan: How will the organization check on workers and arrange assistance at the actual location?

Official sources Listed November 6, 2026

United States

Review the state or federal authority and the specific task. The state examples below cover particular kinds of work, not every lone-worker situation.

Federal guidance and task-specific rules

United States: federal OSHA

Authority or guidance: Federal OSHA guidance and task-specific standards

OSHA says there is no general federal working-alone standard, but identifies exceptions for specific situations. Federal, state-plan and task-specific rules must be considered for the work.

What to review: Determine whether federal OSHA or a state plan applies. For covered shipyard employees working alone, 29 CFR 1915.84 generally requires accounting by sight or verbal communication at intervals appropriate to the job and at the end of the assignment or shift, whichever comes first; a cross-referenced exception applies. OSHA explains verbal communication requires both parties to speak and reliable reception. Do not assume an app check-in alone meets this rule.

Question for your plan: Is the workplace covered by federal OSHA or an approved state plan, and does the task have a specific rule?

Official sources Listed November 4, 2026

Outdoor heat and workplace safety

Alabama

Authority or guidance: Federal OSHA; Alabama public health and SafeState guidance

Federal OSHA covers most private-sector workers in Alabama; state and local government workers are not covered by federal OSHA. Alabama public health guidance identifies heat exhaustion and heat stroke as risks in hot conditions. Warning signs can include dizziness, weakness or confusion. The state health guidance is practical advice, not a lone-worker regulation.

What to review: Plan for drinking water, shade or cooling, and how an isolated worker will contact help and describe the work location. Alabama health guidance treats heat stroke as an emergency: call 911 and begin cooling while help is arranged. A check-in service does not replace heat prevention, training or emergency care. Eligible Alabama employers can ask SafeState about a workplace hazard review.

Question for your plan: How will field workers recognize heat illness, reach help and be found when they are away from coworkers?

Official sources Listed November 4, 2026

Remote work and logging

Alaska

Authority or guidance: Alaska Occupational Safety and Health, 8 AAC 61.1060 and federal OSHA

Alaska operates an OSHA-approved state plan covering most private-sector and state and local government workplaces, with exceptions. Alaska rule 8 AAC 61.1060 adopts the July 31, 1995 Alaska Additional Logging Standards by reference to supplement 29 CFR 1910.266. For work covered by the federal standard, logging workers must be within visual or audible contact of another employee and employers must account for each worker at the end of the shift. Confirm which requirements apply to your work with Alaska Occupational Safety and Health (AKOSH).

What to review: Check state-plan coverage and exceptions, crew contact, end-of-shift accounting, backup communication and a way to give responders the worksite location. A monitoring service does not replace required contact with another employee. Review the additional Alaska logging standards adopted by 8 AAC 61.1060 alongside the federal standard. Confirm the requirements for the operation with AKOSH.

Question for your plan: Who has jurisdiction over the work, what logging or task-specific rules apply, and how will the team communicate and respond in remote conditions?

Official sources Listed November 5, 2026

Mining safety and working alone

Arizona

Authority or guidance: Arizona State Mine Inspector mining rules and applicable federal mine safety requirements

Arizona mining rules address working alone where hazardous conditions could endanger a worker. Rule R11-1-143 requires that the worker be able to communicate with others, be heard or be seen. For underground mines, R11-1-144 also requires a check-in and check-out system and a surface record of people in the mine. Review the requirements for the operation, including applicable federal mining rules.

What to review: Review the mine, task and applicable rules, including communication or visual or audible contact, underground accountability, and emergency arrangements. A monitoring service does not replace required mine procedures or equipment.

Question for your plan: What communication, staffing and underground accountability arrangements are required for the specific mining operation?

Official sources Listed November 4, 2026

Public employee chemical hazard communication

Arkansas

Authority or guidance: Arkansas public employee chemical hazard communication rules; federal OSHA for most private workplaces

Federal OSHA covers most private-sector workers in Arkansas. Arkansas rules require public employers to inform employees about covered hazardous chemicals they may encounter during normal work or foreseeable emergencies, using hazard communication, labels, safety data sheets, information and training. The rule has exclusions and is not a general working-alone or check-in requirement.

What to review: Determine whether the employer, chemicals and exposures fall within the Arkansas rule, including its exclusions. Review the written hazard communication program, labels, safety data sheets and training alongside the emergency plan. Monitoring or an app does not replace these requirements.

Question for your plan: Are employees exposed to covered hazardous chemicals, and how will they receive hazard information and reach assistance at each work location?

Official sources Listed November 4, 2026

Workplace violence prevention and logging

California

Authority or guidance: Cal/OSHA general-industry guidance and California logging rules

Cal/OSHA explains workplace violence prevention planning for covered non-health-care workplaces. Separate logging rules address communication or checks for employees working alone; these resources do not establish a single rule for all lone work.

What to review: Check whether general-industry violence rules, logging provisions or other standards apply. Logging provisions address contact or periodic checks and end-of-workday accounting.

Question for your plan: Does the work fall under the general-industry violence provisions, logging rules or another applicable standard?

Official sources Listed November 4, 2026

Agricultural heat safety

Colorado

Authority or guidance: Colorado Agricultural Labor Conditions Rules, 7 CCR 1103-15, rules 3.1 and 3.5

Colorado’s Agricultural Labor Conditions Rules address heat safety for covered agricultural work. Rule 3.5 safety procedures apply when a worksite temperature of at least 80°F is reasonably expected at any point in the calendar year, including on cooler days. Requirements and exceptions for other heat protections depend on the work and conditions. The rule is not a general working-alone standard.

What to review: Review coverage, temperature conditions and applicable exceptions, as well as water, shade, rest, training and emergency response. Rule 3.5 requires effective communication and monitoring for signs of heat illness; regular phone or radio contact with an employee outside others’ presence is one monitoring option. Electronic communication depends on reliable reception; when regular communication is unavailable, employers must establish methods for well-being contact and emergency medical access. A remote check-in alone is not the full heat protection program.

Question for your plan: Does the agricultural work fall within the rule, and how will workers outside others’ presence communicate, obtain help and be monitored for heat illness?

Official sources Listed November 4, 2026

Home health and hospice worker safety

Connecticut

Authority or guidance: Connecticut General Statutes sections 19a-491g and 19a-491h

Connecticut General Statutes sections 19a-491g and 19a-491h address health and safety training and abuse reporting for home health care, home health aide and hospice agencies as defined in state law. These requirements address covered agencies and are not a general rule for every lone worker.

What to review: Review the agency definitions, applicable training and incident-reporting requirements, and arrangements for staff support on visits. Reporting duties differ from monitoring a worker during a shift.

Question for your plan: Does your agency fall within the statute, and how will staff report threats and get help during a home visit?

Official sources Listed November 4, 2026

Worksite safety consultation

Delaware

Authority or guidance: Federal OSHA; Delaware SafeDE consultation

Federal OSHA covers most private-sector workers in Delaware. SafeDE offers eligible small and medium-sized private establishments voluntary, no-cost workplace safety consultation. A consultant surveys hazards and existing controls, discusses findings and provides a written report. The employer must address identified serious hazards within the agreed period; the program excludes some employers and industries.

What to review: Check SafeDE eligibility and exclusions for the employer and work. A consultation can review a whole workplace or a specific area or process, with employee participation encouraged. Discuss who responds when someone is alone, review existing controls and written plans, and correct serious hazards within the agreed period. The consultation does not guarantee an OSHA inspection outcome.

Question for your plan: Which site hazards, written procedures and emergency arrangements need attention when staff work without nearby coworkers?

Official sources Listed November 4, 2026

Convenience-business security

Florida

Authority or guidance: Florida Statutes sections 812.171 and 812.173

Florida’s convenience-business security law sets requirements for covered stores, including a silent alarm to law enforcement or a private security agency unless an exemption is granted. Separate additional measures can apply after certain crimes and a judicial determination. These rules concern store security, not all lone work.

What to review: Review the statutory business definition, silent-alarm requirement and any applicable exemptions or additional measures. Do not assume a particular product substitutes for required store security.

Question for your plan: Does the business fall within the statutory definition, and which alarm, site-security and additional requirements apply?

Official sources Listed November 4, 2026

Preventing heat-related illness

Georgia

Authority or guidance: Georgia Department of Public Health worker heat illness prevention guidance

The Georgia Department of Public Health publishes heat illness prevention guidance for people working outdoors and in hot indoor environments. Its recommendations include planning for heat, water, rest, shade, training and peer monitoring. The guide is practical health guidance, not a standalone working-alone regulation.

What to review: Assess heat exposure for the work and location, plan water, rest and shade, and arrange trained help. Check-ins do not replace prevention or a heat emergency response plan.

Question for your plan: How will workers recognize heat illness and get help promptly when they are spread across a hot worksite?

Official sources Listed November 4, 2026

Workplace violence and state-plan coverage

Hawaii

Authority or guidance: Hawaii Occupational Safety and Health Division and federal OSHA

Hawaii operates an OSHA-approved state plan covering most private-sector and state and local government workplaces, with exceptions. Its occupational safety agency adopted an enforcement directive addressing workplace violence, including considerations for health care and social service settings. The directive guides inspections and is not itself a universal lone-worker law.

What to review: Check jurisdiction, identify public-facing and health care risks, and review prevention, training and emergency response. The linked directive concerns enforcement procedures and is not a complete list of legal duties.

Question for your plan: Where might staff face violence or difficulty summoning help, and what prevention and response measures are appropriate for the work?

Official sources Listed November 4, 2026

Logging operations

Idaho

Authority or guidance: Idaho logging safety rules and applicable federal OSHA standards

Idaho logging safety rules require a procedure for checking worker welfare and address visual or audible signal contact for hazardous or isolated assignments. Cutting, yarding and loading operations require a two-person team in contact, with stated exceptions, and crews must be accounted for at the end of the shift. The rules also address emergency communication, crew instructions and job-location information. Federal OSHA has a separate logging standard for covered work.

What to review: Review state welfare checks, contact, crew size and exceptions, and end-of-shift accounting alongside the emergency action plan, crew instructions, evacuation location and telephone or radio arrangements. For covered work, federal OSHA has separate contact and accounting requirements. A monitoring service does not replace required colleague contact. State and local government workers are not covered by federal OSHA.

Question for your plan: How will the crew maintain required contact, communicate from the worksite and give responders the job location?

Official sources Listed November 4, 2026

Hotel and casino employee safety

Illinois

Authority or guidance: Illinois Hotel and Casino Employee Safety Act, 820 ILCS 325/5-5 and 5-10

Illinois requires covered hotel and casino employers to provide a safety or notification device at no cost when an employee is assigned to a guest room, restroom or casino floor with no other employee present in that area. The law also addresses an anti-sexual harassment policy and response procedures.

What to review: Review the covered workplace, device requirements, staff response and written anti-sexual harassment policy. Assess any specific device independently; the law requires an effective way to summon prompt on-site assistance.

Question for your plan: Are the workers and spaces covered, and can the selected device alert designated hotel or casino staff and summon prompt assistance to the worker’s location?

Official sources Listed November 4, 2026

Illinois Hotel and Casino Employee Safety Act, sections 5-5 and 5-10 (opens in a new tab)

Grain handling and bin entry

Indiana

Authority or guidance: Indiana grain handling safety guidance and federal 29 CFR 1910.272

Indiana safety agencies advise against working alone around grain handling facilities and describe the need for an observer during bin or silo entry. Federal OSHA rule 29 CFR 1910.272 sets entry and observer requirements for covered grain handling facilities, with a specific scope and exceptions.

What to review: Check the applicable facility and entry rules, including an outside observer, communication, equipment isolation and rescue arrangements when required. Remote monitoring does not replace an on-site observer.

Question for your plan: Does the facility and entry fall within the grain handling rule, and who will be on site to observe and help?

Official sources Listed November 4, 2026

Grain safety and Iowa OSHA

Iowa

Authority or guidance: Iowa OSHA and applicable grain handling standards

Iowa operates an OSHA-approved state plan covering most private workplaces and state and local government workers, with listed exceptions. Iowa safety officials identify grain engulfment, hazardous atmospheres and moving machinery as serious risks around grain bins.

What to review: Identify the applicable state or federal authority and the facility and entry rules. Review equipment isolation, atmospheric hazards, observation and rescue. A remote check-in does not replace a required observer.

Question for your plan: Which rules cover the facility and task, and how will workers prevent entry hazards and arrange an appropriate rescue?

Official sources Listed November 4, 2026

Workplace safety and violence prevention resources

Kansas

Authority or guidance: Federal OSHA coverage and Kansas safety resources

Federal OSHA covers most private-sector workers in Kansas; state and local government workers are not covered by federal OSHA. Kansas offers workplace safety services and publishes a violence policy for state employees. The state employee policy is an example, not a rule for every employer.

What to review: Review the rules for the employer and task. The Kansas policy linked here applies to state employees; it is a practical example of reporting and response rather than a universal mandate.

Question for your plan: For public-facing visits or work away from colleagues, how will threats be reported and who can respond?

Official sources Listed November 4, 2026

Surface coal and clay mining

Kentucky

Authority or guidance: Kentucky Administrative Regulations 805 KAR 3:020

Kentucky’s surface coal and clay mine safety rule addresses working alone in hazardous areas and requires that a worker be able to communicate with others, be heard or be seen. It also requires each workplace to be visited by a certified foreman or assistant at the beginning of and at least once each shift.

What to review: Review applicability to surface coal and clay mining, hazardous-task communication, mandatory site visits and emergency arrangements. A monitoring service is not a substitute for the required certified site inspection.

Question for your plan: Does the operation fall under the surface coal and clay rule, and who provides required site visits, emergency communication and medical arrangements?

Official sources Listed November 4, 2026

Kentucky Administrative Regulations 805 KAR 3:020: General standards (opens in a new tab)

Healthcare workplace violence prevention

Louisiana

Authority or guidance: Louisiana Revised Statutes 40:2199.12 and 40:2199.15

Louisiana requires regulated healthcare entities to maintain a workplace violence prevention plan covering training, incident response and assessment of security risks. The definition includes certain licensed facilities, health centers, pharmacies and provider offices, but excludes healthcare entities employing five or fewer licensed medical providers.

What to review: Review the regulated-entity definition, including the five-or-fewer licensed medical providers exclusion. For covered entities, assess staffing, security and response arrangements; an app does not replace the workplace violence prevention plan.

Question for your plan: Is the entity covered, and how will the plan address staffing, security and the particular work areas or shifts that create risk?

Official sources Listed November 4, 2026

24-hour convenience-store security

Maine

Authority or guidance: Maine Revised Statutes, Title 17, section 3321-A

Maine’s store-security law sets conditions for keeping a defined convenience store open 24 hours a day. These include an employee-accessible alarm connected to a public or private safety agency, or a telephone in the store, alongside other security measures. The provision is not a general working-alone rule.

What to review: Review whether the store is covered and whether its in-store alarm or telephone and other security measures satisfy the statute. Do not assume a personal monitoring service replaces the required in-store arrangements.

Question for your plan: Does the store meet the law’s definition, and what accessible communication and other site-security measures does the law require?

Official sources Listed November 4, 2026

Maine Revised Statutes, Title 17, section 3321-A: Store security (opens in a new tab)

Heat stress at work

Maryland

Authority or guidance: Maryland COMAR 09.12.32: Heat Stress Standards

Maryland’s heat stress standard applies to covered indoor and outdoor work when the heat index is at least 80°F, subject to exceptions. At 90°F or higher, high-heat procedures include monitoring exposed employees for signs of heat illness through regular communication or observation. The rule is heat-specific, not a general working-alone standard.

What to review: Check the regulation’s scope and exceptions, then review heat assessment, rest and cooling, monitoring, and emergency response. Under high-heat procedures, monitoring may use phone or radio, a buddy system, or another effective means of observation. Do not assume a check-in alone meets the full heat plan.

Question for your plan: Is the work covered, how will heat exposure be assessed, and who can monitor and respond to signs of heat illness at the worksite?

Official sources Listed November 4, 2026

Human services workplace violence prevention

Massachusetts

Authority or guidance: Massachusetts 101 CMR 19.00

Massachusetts 101 CMR 19.00 applies to defined Executive Office of Health and Human Services programs, including specified operated, licensed, certified or funded programs. It addresses a workplace violence prevention and crisis response plan and training for human service workers. It is not a general working-alone standard.

What to review: Check whether the human services program is covered. Review the prevention and crisis plan, reporting and training requirements with the people doing the work; a check-in tool does not replace the plan.

Question for your plan: Is your program covered, and how will workers report threats and obtain help during visits or other work?

Official sources Listed November 4, 2026

Permit-required confined spaces

Michigan

Authority or guidance: Michigan OSHA State Plan and confined-space guidance

Michigan operates an OSHA-approved state plan covering most private workplaces and state and local government workers, with exceptions. MIOSHA publishes guidance on permit-required confined spaces in general industry; the applicable standard depends on the activity and setting.

What to review: Determine the classification of the space and applicable industry standard. Arrange entry controls, an attendant and rescue where required; a remote monitoring service is not a substitute for required onsite roles.

Question for your plan: Does the work involve a permit-required space, and what entry, attendant, communication and rescue arrangements apply?

Official sources Listed November 4, 2026

Hospital workplace violence prevention

Minnesota

Authority or guidance: Minnesota Statutes section 144.566 and MNOSHA prevention guidance

Minnesota requires hospitals to prepare and review action plans addressing violence against covered health care workers. The statute identifies working alone, remote locations and barriers to alarm access among risk factors to assess. It is a hospital-specific law, not a universal lone-worker requirement.

What to review: Review the hospital-specific definitions, worker involvement, site and service risk assessments, training, incident response and annual review. A personal alarm or monitoring service does not replace the hospital action plan.

Question for your plan: Which hospital services and work areas pose violence risks, and how will workers summon assistance and participate in the action plan?

Official sources Listed November 4, 2026

Agricultural pesticide safety

Mississippi

Authority or guidance: EPA Worker Protection Standard, 40 CFR 170.505, administered by Mississippi Department of Agriculture and Commerce

Mississippi administers the federal EPA Worker Protection Standard for pesticides used in agricultural plant production on farms, in forests, nurseries and greenhouses. Handlers using products bearing a skull-and-crossbones symbol on the front label must be monitored visually or by voice at least every two hours. During fumigation in an enclosed-space production area, a separate continuous-contact requirement involves another handler stationed immediately outside.

What to review: Confirm pesticide and workplace coverage, then review training, exposure prevention and emergency assistance. A remote check-in does not replace continuous contact with the handler stationed outside an enclosed-space fumigation area or the label-required applicator protective equipment for rescue.

Question for your plan: Are workers or pesticide handlers covered, and how will your team respond to a suspected exposure in the field?

Official sources Listed November 4, 2026

Mine and cave safety resources

Missouri

Authority or guidance: Missouri mine and cave safety program; applicable state and federal mine rules

Missouri offers mine and cave safety training and site-specific consultation, including emergency evacuation and hazard awareness. Most private-sector workplaces are under federal OSHA; mine safety also involves separate state and federal mine authorities.

What to review: Confirm which agency and rules apply to the site. Review communications, evacuation and rescue arrangements with the site operator; a phone-based service cannot be assumed to work underground.

Question for your plan: Who is responsible for the site emergency plan, and how will a worker summon help in areas with limited communication?

Official sources Listed November 4, 2026

Workplace safety programs

Montana

Authority or guidance: Montana Safety Culture Act and applicable safety program rules; federal OSHA for most private workplaces

Montana’s Safety Culture Act requires public and private employers to establish a safety program and include temporary workers they employ. The law directs rules for safety training, hazard assessment and documentation, with additional program provisions for employers with more than five employees. It is a general workplace safety framework, not a lone-worker check-in law.

What to review: Review the current implementing rules and how the program addresses the actual task, training and hazards at changing worksites. Include temporary workers employed by the organization. Federal OSHA does not cover state or local government workers; state protections may apply.

Question for your plan: How does your safety program address task-specific training, changing worksites and emergency response for temporary and permanent workers?

Official sources Listed November 4, 2026

Safety consultation and hazardous work

Nebraska

Authority or guidance: Federal OSHA coverage and Nebraska consultation program

Federal OSHA covers most private-sector workers in Nebraska; state and local government workers are not covered by federal OSHA. The Nebraska Department of Labor offers no-cost safety and health consultations to eligible businesses, including help identifying hazards and improving safety programs.

What to review: Check consultation eligibility and limitations, including employer size and the exclusion of government organizations. Assess task hazards, communications, training and emergency response.

Question for your plan: Which hazards need controls at the actual worksite, and can your business use the state consultation service?

Official sources Listed November 4, 2026

Heat-illness prevention

Nevada

Authority or guidance: Nevada OSHA heat-illness regulation R131-24AP and May 2026 guidance

Nevada OSHA describes heat-illness requirements for employers covered by the written safety program rules, with specific size and industry exceptions. Its 2026 guidance discusses when offsite monitoring may be acceptable for a person alone at a remote site. This is heat-specific guidance, not a general lone-worker rule.

What to review: Review coverage, heat hazard analysis, water, cooling, training and emergency response. For remote work, Nevada OSHA describes a monitoring plan with communication, frequency and contingencies, and a designated monitor with required responsibilities. Do not assume a check-in service alone satisfies the heat program.

Question for your plan: Does the heat rule apply to the job, and who can monitor conditions, recognize illness and arrange emergency medical help?

Official sources Listed November 6, 2026

Covered healthcare facility violence prevention

New Hampshire

Authority or guidance: New Hampshire RSA 277-C

New Hampshire RSA 277-C addresses workplace violence prevention at defined healthcare facilities, including specified hospitals and urgent care centers. State-operated medical facilities and non-hospital-affiliated urgent care operators with fewer than three New Hampshire clinics are excluded. A Joint Commission-accredited facility may submit proof of compliance with its workplace violence prevention standards in place of the program provisions in RSA 277-C:2(I).

What to review: Review the facility definitions and exclusions, and whether the Joint Commission alternative applies. The statutory program includes an annual facility-specific risk assessment, training and incident reporting. The chapter is scheduled for repeal March 1, 2034; check current law.

Question for your plan: Is the facility covered, and how will its program address risk assessment, staff training and incident response?

Official sources Listed November 4, 2026

New Hampshire RSA 277-C: healthcare workplace violence prevention program (opens in a new tab)

Hotel guest-room safety

New Jersey

Authority or guidance: New Jersey Panic Device Law and Department of Labor guidance

New Jersey’s hotel panic-device law covers specified housekeeping and room-service employees assigned to work alone in a guest room at covered hotels with 100 or more guest rooms. A qualifying collective-bargaining agreement can affect the device-provision requirement; review the agreement and the law’s full scope.

What to review: Review the hotel size, employee assignment, applicable collective-bargaining terms, device requirements, staff response and training. Product suitability must be assessed separately.

Question for your plan: Is the hotel covered, and can the device summon on-scene assistance from appropriate hotel staff as the law requires?

Official sources Listed November 4, 2026

Convenience-store security

New Mexico

Authority or guidance: New Mexico Administrative Code 11.5.6, sections 7 and 8

New Mexico requires defined convenience stores to maintain security measures including a portable personal panic alarm for each employee that, when activated, notifies law enforcement or a private security agency of an unlawful act in progress. Stores operating between 11 p.m. and 5 a.m. must also use one of several specified late-night security measures. The definition excludes several types of business and stores over 10,000 square feet of retail space.

What to review: Review the definition and exclusions, personal panic alarm requirements, security and surveillance systems, training and late-night security options. Do not assume a monitoring app substitutes for the rule’s specified equipment or site measures.

Question for your plan: Does the business meet the rule’s definition, and which alarm, site security, training and late-night measures are required?

Official sources Listed November 4, 2026

New Mexico Administrative Code 11.5.6: Convenience Stores (opens in a new tab)

Retail workplace violence

New York

Authority or guidance: New York Labor Law section 27-e

New York Labor Law section 27-e requires workplace violence prevention policies and training for covered employers with at least 10 retail employees. Working alone or in small numbers is one of its listed risk factors. From January 1, 2027, employers with 500 or more retail employees statewide must provide retail employees with a silent response button for emergencies.

What to review: Review prevention and training requirements for covered employers with at least 10 retail employees. From January 1, 2027, the silent response button may be fixed in an easily accessible workplace location, wearable or phone-based. Phone-based buttons may be installed only on employer-provided equipment; wearable and phone-based buttons must not track location except when triggered. Confirm whether the 500-retail-employee statewide threshold applies and assess any device against the law.

Question for your plan: Does the retail employer meet the law’s thresholds, and how do its policy, training and response arrangements address the actual work?

Official sources Listed November 5, 2026

Transportation agency working-alone procedure

North Carolina

Authority or guidance: North Carolina Department of Transportation employee procedure, August 2024

The North Carolina Department of Transportation has published a working-alone safe operating procedure for its employees. It describes task and hazard review, a communication plan and check-ins. This is an agency procedure, not a statewide requirement for every employer.

What to review: The agency procedure discusses identifying hazards, reviewing check-in arrangements and planning for overdue contact. Use it as a practical example; verify the requirements that apply to your own organization and task.

Question for your plan: For roadside or field work, what communication method works at the actual site and who acts when a check-in is missed?

Official sources Listed November 4, 2026

North Carolina Department of Transportation: Employees Working Alone, SOP 10-28 (August 2024; PDF) (opens in a new tab)

Oil and gas field work

North Dakota

Authority or guidance: Federal OSHA and North Dakota WSI voluntary safety resources

Federal OSHA covers most private-sector workers in North Dakota. OSHA identifies hazards in oil and gas extraction including remote travel, confined spaces and hazardous energy. North Dakota Workforce Safety & Insurance offers eligible employers a voluntary Safety Management Program with consultant assessment and hazard-control planning; participation is subject to its terms.

What to review: Review the extraction standards, emergency arrangements and site-specific hazards. WSI program participation has eligibility conditions and does not replace applicable legal duties. State and local government workers are not covered by federal OSHA.

Question for your plan: How will the team manage travel, site access, communication coverage and task-specific hazards, and is a state safety consultation appropriate?

Official sources Listed November 4, 2026

Hazardous-waste facility emergency communication

Ohio

Authority or guidance: Ohio Administrative Code 3745-54-32 and 3745-54-34; interim standards 3745-65-32 and 3745-65-34

Ohio rules for covered hazardous-waste facilities address immediate access to alarms and emergency communication. If one employee is on the premises while a covered facility operates, the rules address access to a device capable of summoning outside emergency assistance, subject to the stated equipment exception.

What to review: Identify whether the facility is covered and whether any stated equipment exception applies. Assess emergency communications at the worksite and the ability to summon outside responders; do not assume a monitoring app satisfies the equipment rules.

Question for your plan: Which facility rules apply, and can a worker summon emergency assistance from the actual work location?

Official sources Listed November 4, 2026

Public employee safety and emergency planning

Oklahoma

Authority or guidance: Oklahoma public employee safety program; federal OSHA for most private workplaces

Federal OSHA covers most private-sector workplaces in Oklahoma. Oklahoma separately administers safety and health rules for public employers, including state agencies, cities, counties and public schools, and publishes sample safety programs.

What to review: Establish whether the employer is public or private and identify the applicable standards. Adapt emergency, confined-space and other plans to the actual tasks and location.

Question for your plan: Which rules govern the employer, and how will field staff contact help during an emergency?

Official sources Listed November 4, 2026

Forestry

Oregon

Authority or guidance: Oregon OSHA forest activities rules

Oregon forestry rules address checking systems for employees working alone and require another worker within visual or unaided voice contact for certain operations. Review the precise activity and exceptions.

What to review: Review the specific forestry operation. The rules address a checking system and end-of-shift accounting and require another worker within sight or unaided voice range for certain operations.

Question for your plan: Does the forestry task permit lone work, or require another person on site?

Official sources Listed November 4, 2026

Public agency workplace violence planning

Pennsylvania

Authority or guidance: Federal OSHA coverage and Pennsylvania agency guidance

Federal OSHA covers most private-sector workers in Pennsylvania; state and local government workers are not covered by federal OSHA. Pennsylvania provides agencies under the Governor’s jurisdiction with workplace violence prevention and response guidance and requires them to investigate reported incidents. The agency guidance is not a general private-employer rule.

What to review: Check the applicable employer obligations and examine visitor, field and client-contact risks. The linked Commonwealth guidance concerns its own agencies and does not establish private-employer duties.

Question for your plan: For staff serving the public or visiting clients, how are risks assessed, incidents reported and response responsibilities assigned?

Official sources Listed November 4, 2026

Hospital workplace violence prevention

Rhode Island

Authority or guidance: Rhode Island General Laws section 23-17.28-5

Rhode Island requires licensed hospitals to establish a workplace safety committee, conduct periodic safety assessments, implement an assault prevention and protection program, and provide training. The Hospital Workplace Violence Protection Act addresses hospital settings, not every lone-work situation.

What to review: Confirm the setting is a licensed hospital and review the law’s assessment, prevention program and training requirements. A worker-monitoring service does not replace the required program.

Question for your plan: For workers who may be isolated in a hospital, how do staffing, emergency response and reporting fit the hospital program?

Official sources Listed November 4, 2026

Worksite hazards and state OSHA

South Carolina

Authority or guidance: South Carolina OSHA state plan, subject to listed federal exceptions

South Carolina operates an OSHA-approved state plan covering most private-sector and state and local government workplaces, with exceptions. SC OSHA offers training for sectors including construction and healthcare, plus checklists for general industry, fire service and construction. These resources supplement site-specific safety programs.

What to review: Confirm jurisdiction and the requirements for the task. Review hazards, communications and rescue arrangements, and use state training or checklists as aids rather than proof of compliance.

Question for your plan: Which state-plan rules apply to the worksite, and how will workers get help when work takes them away from others?

Official sources Listed November 4, 2026

Grain handling

South Dakota

Authority or guidance: Federal OSHA grain-handling standard; South Dakota agricultural guidance

South Dakota State University Extension advises grain-bin entrants to use a harness and lifeline and maintain contact with a partner outside the bin. South Dakota agriculture guidance describes fumigant plans, product labels and placarding. The federal grain-handling standard has separate entry and rescue requirements for covered facilities; the university advice is not a universal state law.

What to review: Check whether the facility and task are covered by the federal standard, and review entry, equipment isolation, observer and rescue requirements. Follow the relevant fumigant product label. Remote monitoring does not replace a required outside observer or rescue provisions.

Question for your plan: Does the facility fall within the federal standard, and how will the team manage entry, an outside observer, fumigation hazards and rescue?

Official sources Listed November 4, 2026

Construction safety and state OSHA

Tennessee

Authority or guidance: Tennessee OSHA state plan, subject to listed federal exceptions

Tennessee operates an OSHA-approved state plan covering most private-sector and state and local government workplaces, with exceptions. Tennessee OSHA provides construction safety resources, including trenching and excavation guidance for worksite hazards.

What to review: Review TOSHA requirements for the actual excavation and provide required on-site protections, inspections and rescue planning. Remote monitoring does not replace protective systems or competent-person duties.

Question for your plan: How will the team identify excavation hazards and arrange on-site protection and emergency response before work begins?

Official sources Listed November 4, 2026

Lone-worker safety guidance

Texas

Authority or guidance: Texas Department of Insurance, Division of Workers’ Compensation guidance

The Texas Department of Insurance recommends regular check-ins, planning for workplace violence, training and support for people working alone. Its guidance applies those ideas to settings such as utility work, retail and field work; it is practical advice rather than a general lone-worker statute.

What to review: Assess the task, communication coverage and response arrangements with workers. Consider violence prevention and practical training alongside check-ins. The linked tips are recommendations and do not establish that any particular device will work in every location.

Question for your plan: Who will check on the worker, what will happen when a check-in is missed, and how will the plan address the actual job and location?

Official sources Listed November 4, 2026

Texas Department of Insurance: Five safety tips for lone workers, updated November 20, 2025 (opens in a new tab)

Outdoor heat and state-plan coverage

Utah

Authority or guidance: Utah Occupational Safety and Health and federal OSHA

Utah operates an OSHA-approved state plan covering most private-sector and state and local government workplaces, with exceptions. Utah Labor Commission heat guidance recommends acclimatization, water, rest, shade, training and watching coworkers for signs of illness. This guidance is practical advice rather than a general lone-worker statute.

What to review: Check state-plan coverage and applicable work rules. Use the Utah heat recommendations to plan water, cooling, acclimatization, monitoring and emergency action; a check-in service does not replace heat controls.

Question for your plan: How will outdoor workers recognize heat illness and get timely help, and what water, rest, shade and training does the job require?

Official sources Listed November 4, 2026

Hospital workplace violence security plans

Vermont

Authority or guidance: 18 V.S.A. section 1911b, Vermont Statutes Online (unofficial)

Vermont requires hospitals licensed under 18 V.S.A. chapter 43 to develop a security plan based on a risk assessment. The plan requires a hospital employee trained in de-escalation to be present at all times in the emergency department and other patient-care areas. The law also addresses training, reporting and annual plan review.

What to review: Review the hospital security risk assessment, the required presence of a trained employee in specified patient-care areas, the reporting system and annual review. Remote check-ins do not replace required on-site staffing.

Question for your plan: How will the hospital provide on-site de-escalation and respond in patient-care areas, including when other staff may be isolated?

Official sources Listed November 4, 2026

Vermont Statutes Online, 18 V.S.A. section 1911b: workplace violence prevention planning (unofficial) (opens in a new tab)

Logging worksite safety

Virginia

Authority or guidance: Virginia general-industry standards and 29 CFR 1910.266

Virginia identifies OSHA logging standard 29 CFR 1910.266 among its general-industry standards, with state amendments. The standard addresses visual or audible contact with another employee at logging worksites and accounting for workers at the end of each workshift. Review the actual work and the Virginia-specific scope.

What to review: Check Virginia’s scope and amendments for the logging activity. The cited federal standard includes visual or audible contact at the worksite and end-of-shift accounting; do not assume a remote check-in service replaces another employee.

Question for your plan: Does the work fall within the logging rule, and can another employee maintain the required contact at the worksite?

Official sources Listed November 4, 2026

Specific isolated-worker protections

Washington

Authority or guidance: Washington Department of Labor & Industries isolated-worker protections

Washington’s rules cover specified isolated janitors, security guards, hotel or motel housekeepers and room service attendants working for covered employers. Under WAC 296-137-030, training is required before isolation and at least annually for covered managers, supervisors and isolated employees. WAC 296-137-050 separately requires panic buttons that are simple to activate and work reliably across all work locations and shifts, with on-scene assistance within a reasonable time. Under subsection (10), contracted security-guard companies licensed under RCW chapter 18.170 are exempt from that panic-button section. This exemption does not extend to the separate training section; other duties may still apply.

What to review: Check the role, employer, device requirements and statutory exceptions. Property services contractors employing an isolated worker must report specified policy, training and janitorial work-location details to L&I by January 31, 2027 and each January 31 thereafter. Do not assume a particular device or service meets the requirements.

Question for your plan: Is the role covered, and do the employer’s procedures and device meet the applicable requirements?

Official sources Listed November 6, 2026

Mining safety resources

West Virginia

Authority or guidance: West Virginia mine safety laws and federal mine safety oversight

Federal OSHA covers most private-sector workers in West Virginia, but mining has a separate safety framework. The West Virginia Office of Miners’ Health, Safety and Training publishes mine safety laws, rules and industry notices; federal mine safety requirements may also apply.

What to review: Review the current state mine rules and federal requirements for the specific operation, including communications, staffing and rescue. Do not assume a monitoring app substitutes for mine-specific equipment or procedures.

Question for your plan: Which state and federal mine safety provisions apply to the operation, and what communication and rescue arrangements fit the task?

Official sources Listed November 4, 2026

Workplace violence prevention guidance

Wisconsin

Authority or guidance: Federal OSHA coverage and Wisconsin health guidance

Federal OSHA covers most private-sector workers in Wisconsin; state and local government workers are not covered by federal OSHA. Wisconsin health guidance identifies working alone, isolated locations, public contact and late-night work among situations that can increase workplace violence risk.

What to review: Consider isolated work, after-hours locations and public contact in a workplace violence assessment. Establish reporting and response procedures suited to the actual work; the state guidance is not a general lone-worker statute.

Question for your plan: What risks do workers face during client visits or isolated shifts, and how can they report concerns and obtain help?

Official sources Listed November 4, 2026

Mining safety and hazardous work alone

Wyoming

Authority or guidance: Wyoming Statutes 30-3-101, 104, 109 and 112

Wyoming mining-safety law says a person cannot be required to work alone in a hazardous place where life might be endangered unless the person can communicate with others, be heard or be seen. Other mining provisions separately restrict certain tasks and require underground check-in and check-out records.

What to review: Review the mine and task, the working-alone provision, separate task-specific staffing restrictions, underground records and applicable mine safety rules. Do not assume a personal monitoring service alone meets a mine safety requirement.

Question for your plan: Does the mine and specific task fall under these provisions, and what communication, staffing and underground accountability arrangements are required?

Official sources Listed November 4, 2026

Wyoming Statutes title 30, sections 30-3-101, 104, 109 and 112 (PDF) (opens in a new tab)

Need help discussing the work, check-ins or communication your plan involves? Be Safe can explain the service; your organization remains responsible for assessing its requirements.

Talk through your plan

Source dates are shown with each summary. Links and requirements can change; check the regulator for current information.

A practical starting point

Questions to bring to your program review.

A discussion aid. It is not a complete legal checklist or compliance certification.

Has the organization reviewed whether the task is suitable for working alone?
Are hazard assessment, procedures, training and supervision addressed?
Are emergency arrangements and client follow-up responsibilities clear?
Are check-in actions and timing reviewed for the task and applicable requirements?
Are primary and secondary Emergency Contacts current?
Are equipment and communication limitations understood?
Have record fields, access, retention and privacy requirements been reviewed?
Has the appropriate jurisdictional and industry-specific review been arranged?

Common questions

Common responsibility questions

Does using Be Safe establish legal compliance?

Be Safe supports a work-alone program. It does not guarantee compliance, communication, emergency dispatch, rescue or outcomes. It does not replace hazard assessment, safe-work procedures, training, supervision or emergency planning.

Does Be Safe determine the right check-in interval?

A configurable interval does not establish what your work requires. Review the task, risk and applicable requirements with appropriate safety/legal advice. No prescribed interval is given here.

Can reporting prove compliance?

Reporting options to discuss include monthly detailed shift reports and custom shift archives. Available fields, access and retention depend on your setup. Records support review; they do not establish compliance or replace your organization’s review of documentation requirements.

Does this page cover every province, federal workplace or industry?

No. This is general educational information, not a jurisdiction-specific legal assessment. Identify the rules that apply to the workplace and task using applicable primary sources and appropriate legal/safety review.