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is only one bargaining unit comprised of allemployees employed on a particularoffshore platform. As well, once certified,the operator and various employers arerequired under the legislation to form amandatory employers’ organization.In Nova Scotia, special exemptions alsoexist under the Labour Standards Code inrelation to offshore and refinery businesses.Also, in both Newfoundland and Labradorand Nova Scotia, special regulations applyin relation to occupational health and safetyrequirements, which are, in part, aimed atfurthering cooperation with the federalgovernment on safety issues.Special Projects (Natural Resources)In Newfoundland and Labrador, theprovincial government has the authority todesignate an “undertaking for theconstruction of works designed to develop anatural resource or establish a primaryindustry that is planned to require aconstruction period exceeding two years” tobe a “special project”.Currently, there are special projectdesignations for the construction of the Valeprocessing facility, the construction of theHebron platform and the construction of theLower Churchill project. Special projectdesignations create a unionized worksitewith an employers’ association, and anorganization representing the varioustrades, who negotiate a site-specificcollective agreement for the duration of theproject.Other Industry-Specific StatutesEach Atlantic province has a number ofindustry-specific statutes that may governhow an employee is certified and/orregistered with the province, how thatemployee maintains certification, and theresponsibilities of employers to ensure thatemployees are properly certified andregistered. Such legislation generallyapplies to workers in the health care sector,in the trades and in self-regulatedprofessions (e.g., law, architecture,accounting, etc.).Privacy LegislationThe federal Personal Information Protectionand Electronic Documents Act (“PIPEDA”)governs the collection, holding, use anddisclosure of personal information. PIPEDAapplies to federally-regulated employers,and purports to apply to all privateemployers in any province that does nothave provincial privacy legislation.Under PIPEDA, employers under federaljurisdiction must establish policies for thecollection, use and disclosure of employeeinformation.Nova Scotia, New Brunswick and PrinceEdward Island have not enacted provincialprivacy legislation applicable to privatesectoremployers. Newfoundland andLabrador does not have legislation similar toPIPEDA, but its Privacy Act does allowclaims against natural persons for violationof privacy.Employment and Labour Law 98