SAFETY MANAGEMENT...

SAFETY MANAGEMENT

PROGRAM

ELEMENT 1: LEADERSHIP &

RESPONSIBILITY

ELEMENT 1 POLICY & RESPONSIBILITIES Occupational Health & Safety Program

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Element 1: Policy & Responsibilities

Development Date: November 16, 2015 Revision Date:

TABLE OF CONTENTS

1 OCCUPATIONAL HEALTH & SAFETY POLICY .......................................................................... 3

2 ORGANIZATIONAL CHART ................................................................................................... 4

3 PURPOSE ............................................................................................................................ 5

4 SCOPE ................................................................................................................................. 5

5 OBJECTIVE .......................................................................................................................... 5

6 RESPONSIBILITIES ............................................................................................................... 5

6.1 Employer ..................................................................................................................................5

6.2 Safety management team .........................................................................................................8

6.3 Project management team ........................................................................................................9

6.4 Workers ....................................................................................................................................9

6.5 Contractors ............................................................................................................................. 10

6.6 Visitors ................................................................................................................................... 11

7 WORKERS RIGHTS ............................................................................................................. 11

7.1 Right to Know ......................................................................................................................... 11

7.2 Right to Refuse ....................................................................................................................... 11

7.3 Right to Participate ................................................................................................................. 11

7.4 Procedure for refusual ............................................................................................................ 11

8 DUE-DILLIGENCE ............................................................................................................... 12


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1 OCCUPATIONAL HEALTH & SAFETY POLICY

VanMar Constructors Inc. is committed to the Health and Safety at our workplaces. It is

Managements objective to maintain our workers right to a safe and healthy environment. We

expect everyone in our company to cooperate and abide by this policy.

Our company management is responsible for providing a safe workplace, and to implement our

OH&S Program. Management shall adhere to, promote and support our company’s OH&S

Program, inclusive of each and every element contained therein, and ensure all employees are

informed of the company’s expectations regarding health and safety.

Our Superintendents, Supervisors and Site Safety Coordinators are responsible for setting

up the projects, maintaining appropriate staffing levels, and ensuring that all equipment and

utilities are sufficient for the workers to perform their jobs safely. They shall also ensure that

everyone at the workplace complies with our OH&S Program, our company policies, WorkSafeBC

regulations and other best practices, or legislative standards. All Superintendents, Supervisors

and Site Coordinators shall set a good example by following all safety regulations, and by

promoting all safety activities addressed in our OH&S Program.

All Workers shall abide by our Company our OH&S Program, and follow WorkSafeBC

regulations. Workers shall conduct themselves in a manner that is safe and does not endanger

themselves, other workers, or cause property damage. Workers must rectify unsafe conditions

and/or report any unsafe conditions immediately to their Supervisor.

Our company acknowledges that our workers have the right to know, the right to participate,

and the right to refuse to perform unsafe work. With our OH&S Program in place and everyone’s

full cooperation, we will always strive for an injury-free workplace. Workers have the right to work

in a safe work environment.

Our Occupational Health and Safety Program We believe accident prevention and efficient

production can go hand in hand. In the spirit of cooperation and consultation we expect everyone

to report and correct unsafe working conditions and/or activities, and work towards the prevention

and elimination of accidents. We thank everyone for their full cooperation and leadership towards

our company goal.

PRESIDENT: Art Van Maren DATE:

Signed by:

ART

Image

ART

Typewritten Text

May 30, 2016


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2 ORGANIZATIONAL CHART

Owners. Management. Supervisors. Consultants. Workers

Owners

Art Van Maren & Jeff Marin

Project Manager

Superintendent

Site Safety Coordinator

Workers

Assistant Superintendent

Project Coordinator

Safety Manager

Shawn Vandergaag

JOHS Committee

Ecomikaan

We The Safe

Safety Coordinator Bruce Nelson


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3 PURPOSE

The purpose of element 1, is to communicate the safety roles, rights and responsibilities for all

work parties. And, to define our organizations commitment and strategies towards their health

and safety diligence.

4 SCOPE

This policy applies to all employees, contractors and visitors.

5 OBJECTIVE

The objective of this policy is to communicate the roles, rights and responsibilities of all

employees for health and safety.

6 RESPONSIBILITIES

Establishing and ensuring compliance with safety responsibilities is our organization's key

component to a successful Occupational Health & Safety Program. These responsibilities

establish specifically, who does what and when. They also provide measures of safety

performance.

Every employee is responsible to report unsafe conditions and to refuse unsafe work. These

roles and responsibilities are based on Division 3 WorkSafeBC Act General Duties of

Employers, Workers and Others and are meant as an organizational guideline to ensure

legislative compliance.

6.1 EMPLOYER

It is the responsibility of Employer to establish and maintain proper safety standards, policies

and work procedures. This includes the maintenance of buildings and equipment. Employers

will provide safe working environments for all workers and visitors. They are responsible to

ensure their Supervisors have received training in their Health and Safety responsibilities.

Specifically, WorkSafeBC Guideline 115 General Duties of Employers States:

1) Every employer must:

a. Ensure the health and safety of

i. All workers working for that employer, and

ii. Any other workers present at a workplace at which that employer’s work

is being carried out, and

b. Comply with this part, the regulations and any applicable orders.

2) Without limiting subsection (1) an employer must


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a. Remedy any workplace conditions that are hazardous to the health or safety of

the employer’s workers,

b. Ensure that the employers workers

i. Are made aware of all known or reasonably foreseeable health or safety

hazards to which they are likely to be exposed by their work,

ii. Comply with this part, the regulations and any applicable orders, and,

iii. Are made aware of their rights and duties under this part and the

regulations,

c. Establish occupational health and safety policies and programs in accordance

with the regulations,

d. Provide and maintain in good condition protective equipment, devices and

clothing as required by regulation and ensure that these are used by the

employer’s workers,

e. Provide to the employer’s workers the information, instruction, training and

supervision necessary to ensure the health and safety of those workers in

carrying out their work and to ensure the health and safety of other workers at

the workplace,

f. Make a copy of this act and the regulations readily available for review by the

employer’s workers and, at each workplace where workers of the employer are

regularly employed, port and keep posted a notice advising where a copy is

available for review,

g. Consult and cooperate with the joint committees and worker health and safety

representatives for workplaces of the employer, and

h. Cooperate with the Board, officers of the Board and any other person carrying

out duty under this part or the Regulations.

Leadership will ensure support in four key areas:

1. Information: The employer and supervisors are responsible to provide information regarding

the jobs and tasks to be conducted. Some examples of information that should be provided are:

• Hazards in the workplace,

• Roles and Responsibilities,

• Workers rights,

• Work Procedures,

• Best Practices,

• Reporting Procedure,

• Emergency Preparedness information, and more as defined in your organizational

hazard assessment;

2. Instruction: The employer and supervisor must provide adequate instruction that ensures all

workers work safe and are knowledgeable and competent to preform tasks. Some examples of

instruction are:


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• Job based instruction,

• Incident reporting,

• Emergency preparedness;

3. Training: The employer and supervisor must provide adequate training to ensure safety and

competency on the worksite. Some examples of training that should be provided are:

• New & Young Worker orientations,

• First Aid,

• Supervisor training,

• Skills based training,

• Trade training,

• Lock out tag out,

• Hazard assessment,

• Investigation;

4. Supervision: It is essential that workers are supervised on all worksites. This supervisor must

be knowledgeable and competent. They need to ensure that workers are following all

procedures, and best practices. They need to ensure that training has been provided and that

all hazards are controlled and inspections are conducted.

As general contractors our organization also has the responsibility under 118 Coordination At

Multi-Employer Workplaces to follow:

(1) In this section:

"multiple-employer workplace" means a workplace where workers of 2 or more employers

are working at the same time;

"prime contractor" means, in relation to a multiple-employer workplace,

(a) the directing contractor, employer or other person who enters into a written agreement with the owner of that workplace to be the prime contractor for the purposes of this Part, or

(b) if there is no agreement referred to in paragraph (a), the owner of the workplace.

(2) The prime contractor of a multiple-employer workplace must

(a) ensure that the activities of employers, workers and other persons at the workplace relating to occupational health and safety are coordinated, and

(b) do everything that is reasonably practicable to establish and maintain a system or process that will ensure compliance with this Part and the regulations in respect of the workplace.

(3) Each employer of workers at a multiple-employer workplace must give to the prime contractor the name of the person the employer has designated to supervise the employer's workers at that workplace.


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6.2 SUPERVISORS

According to WorkSafeBC Supervisors are responsible to: 117 General Duties of Supervisors

(1) Every supervisor must

(a) ensure the health and safety of all workers under the direct supervision of the supervisor,

(b) be knowledgeable about this Part and those regulations applicable to the work being supervised, and

(c) comply with this Part, the regulations and any applicable orders.

(2) Without limiting subsection (1), a supervisor must

(a) ensure that the workers under his or her direct supervision

(i) are made aware of all known or reasonably foreseeable health or safety hazards in the area where they work, and

(ii) comply with this Part, the regulations and any applicable orders,

(b) consult and cooperate with the joint committee or worker health and safety representative for the workplace, and

(c) cooperate with the Board, officers of the Board and any other person carrying out a duty under this Part or the regulations.

6.2 SAFETY MANAGEMENT TEAM

The safety management team works on behalf of the Organization to promote safety culture and

safety philosophy. They are responsible to develop strategies and maintain a safe work

environment. The safety management team have the authority to implement any necessary

procedures that ensure the safety of workers. They are responsible for educating and

monitoring the overall safety of all persons on the job site regardless of employment status. The

safety management team includes the safety manager, the corporate safety coordinator, site

safety coordinators and the JOHS committee. It is the responsibility of the safety management

team to:

• Manage the OHS program,

• Develop & review OHS statistics and records,

• Control all foreseeable hazards in the workplace,

• Attend and participate in safety meetings,

• Provide safety performance reviews of employees,

• Conduct worksite inspections and OHS audits,

• Conduct investigations,


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• Provide company orientation to all employees,

• Manage contractor’s safety,

• Maintain tools and equipment (PPE).

6.3 PROJECT MANAGEMENT TEAM

The project management team works on behalf of the organizations to manage the safe

completion of projects. They are responsible to ensure that hazards are both identified and

controlled before workers conduct their work. The management team is made up of project

managers (and their staff) as well and Superintendents (and their staff). It is the responsibility of

the project management team to:

• Ensure the safety of all workers working at their worksites including those employed by

contractors,

• Remedy any workplace conditions that are hazardous,

• Comply with WorkSafe BC Regulations,

• Conduct hazard assessments of worksites before work begins and as operations and

procedures change,

• Establish, and implement safety management programs, policies and procedures in

accordance to applicable regulations,

• Provide and maintain in good condition personal protective equipment,

• Maintain company tools and equipment according to manufactures specifications,

• Provide training and instruction to workers, including contract workers,

• Consult and cooperate with JOHS Committee,

• Fully cooperate with The Board.

6.4 WORKERS

It is the responsibility of every worker to observe provincial Occupational OHS Regulations; to

carry out all work safely; and to report any real or potential safety or health hazard to the first

available supervisor or Safety Committee Member (SCM). Specifically, they will:

• Read, understand and comply with this OHS.

• Use appropriate PPE and safety equipment when required.

• Notify supervisor of unsafe conditions.

• Refuse unsafe work.

• Report all incidents, accidents and near misses.

• Participate in investigations and inspections.

As defined by WorkSafeBC workers are responsible to: 116 General Duties of Workers

(1) Every worker must


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(a) take reasonable care to protect the worker's health and safety and the health and safety of other persons who may be affected by the worker's acts or omissions at work, and

(b) comply with this Part, the regulations and any applicable orders.

(2) Without limiting subsection (1), a worker must

(a) carry out his or her work in accordance with established safe work procedures as required by this Part and the regulations,

(b) use or wear protective equipment, devices and clothing as required by the regulations,

(c) not engage in horseplay or similar conduct that may endanger the worker or any other person,

(d) ensure that the worker's ability to work without risk to his or her health or safety, or to the health or safety of any other person, is not impaired by alcohol, drugs or other causes,

(e) report to the supervisor or employer

(i) any contravention of this Part, the regulations or an applicable order of which the worker is aware, and

(ii) the absence of or defect in any protective equipment, device or clothing, or the existence of any other hazard, that the worker considers is likely to endanger the worker or any other person,

(f) cooperate with the joint committee or worker health and safety representative for the workplace, and

(g) cooperate with the Board, officers of the Board and any other person carrying out a duty under this Part or the regulations.

6.5 CONTRACTORS

The contractor or subcontractor will establish an Occupational Health & Safety Program

(OH&S). All contractors, subcontractors and workers must be aware of our company OHS

cooperate fully. Specifically, they will:

• Allocate resources for the successful application of their OHS.

• Manage their OHS program.

• Review OHS statistics and records.

• Control all foreseeable hazards in the workplace.

• Attend and participate in safety meetings.

• Provide safety performance reviews of employees.

• Conduct worksite inspections and OHS audits.


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• Participate in investigations.

6.6 VISITORS

Visitors will:

• Report to the office upon arrival.

• Not enter work areas without authorization.

• Wear required PPE.

• Report unsafe conditions or acts.

• Report any injuries.

7 WORKERS RIGHTS

7.1 RIGHT TO KNOW

All employees have the right to know any information regarding the company's OHS program. If

any employee is unclear about any policy, process, or objective after reading this document, it is

advised that they bring their concerns to Senior Management.

7.2 RIGHT TO REFUSE

All employees have the right to refuse any unsafe work. The process for refusal is defined in

section 7 below.

7.3 RIGHT TO PARTICIPATE

All employees have the right to participate in the development, implementation and verification

of this OHS Program.

7.4 PROCEDURE FOR REFUSUAL

• A person must not carry out any duty or operate any tool, vehicle, or equipment if that

person has reasonable cause to believe that to do so would create an undue hazard to

the health and safety of any person.

• A worker who, as stated above, refuses to carry out a work process or operate a tool,

vehicle or equipment must immediately report the circumstances of the unsafe condition

to his or her supervisor or senior manager.

• A supervisor or manager receiving a report made by a worker must immediately

investigate the matter and; Ensure that any unsafe condition is remedied without delay,

or (2) If in his or her opinion the report is not valid, must so inform the person who made

the report.


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• If this does not resolve the matter and the worker continues to refuse to carry out the

work process or operate the tool, vehicle or equipment, the supervisor or employer must

investigate the matter in the presence of the worker who made the report and in the

presence of; a worker member of the H&S committee or H&S representative. If there is

no committee member or representative, any other reasonably available worker selected

by the worker.

• If the investigation does not resolve the matter and the worker continues to refuse to

carry out the work process or operate the tool, vehicle or equipment, both the supervisor,

or the manager, and the worker must immediately notify an H&S Officer in the province

they are working in.

• A worker must not be subject to discriminatory action because the worker has acted in

compliance with this policy and legislative requirements.

• Temporary assignment to alternative work at no loss in pay to the worker until the matter

in this section is resolved is deemed not to constitute discriminatory action.

• In the event of a disagreement over whether or not the work is unsafe, a regulatory

officer will be asked to make a determination. Any refusal to perform unsafe work must

immediately be reported to Management for investigation and action.

8 DUE-DILLIGENCE

“Due diligence is the level of judgement, care, prudence, determination, and

activity that a person would reasonably be expected to do under particular

circumstances.

Applied to occupational health and safety, due diligence means that employers

shall take all reasonable precautions, under the particular circumstances, to

prevent injuries or accidents in the workplace. This duty also applies to situations

that are not addressed elsewhere in the occupational health and safety

legislation. Reasonable precautions are also referred to as reasonable care. It

refers to the care, caution, or action a reasonable person is expected to take

under similar circumstances.

Another term used is employers must do what is "reasonably

practicable". Reasonably practicable has been described by the Labour Program

(Canada) as taking precautions that are not only possible, but that are also

suitable or rational, given the particular situation. Determining what should be

done is usually done on a case by case basis.

To exercise due diligence, an employer must implement a plan to identify

possible workplace hazards and carry out the appropriate corrective action to

prevent accidents or injuries arising from these hazards.


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The conditions for establishing due diligence include several criteria:

• The employer must have in place written OH&S policies, practices, and procedures.

These policies, etc. would demonstrate and document that the employer carried out

workplace safety audits, identified hazardous practices and hazardous conditions and

made necessary changes to correct these conditions, and provided employees with

information to enable them to work safely.

• The employer must provide the appropriate training and education to the employees so

that they understand and carry out their work according to the established polices,

practices, and procedures.

• The employer must train the supervisors to ensure they are competent persons, as

defined in legislation. Ensure that managers and supervisors:

o Talk to new employees about safety during orientation training.

o Meet regularly with staff to discuss health and safety matters.

o Inspect areas of the workplace under their responsibility, and respond promptly

to unsafe conditions and activities.

o Pay attention to routine and non-routine activities, ensuring that employees

understand the hazards and the preventative measures to be followed.

• The employer must monitor the workplace and ensure that employees are following the

policies, practices and procedures. Written documentation of progressive disciplining for

breaches of safety rules is considered due diligence.

• There are obviously many requirements for the employer but workers also have

responsibilities. They have a duty to take reasonable care to ensure the safety of

themselves and their coworkers - this includes following safe work practices and

complying with regulations.

• The employer should have an accident/incident investigation and reporting system in

place. Employees should be encouraged to report "near misses" and these should be

investigated also. Incorporating information from these investigations into revised,

improved policies, practices and procedures will also establish the employer is practicing

due diligence.

• The employer should document, in writing, all of the above steps: this documentation will

give the employer a history of how the company's occupational health and safety

program has progressed over time. Second, it will provide up-to-date documentation that

can be used as a defense to charges in case an accident occurs despite an employer's

due diligence efforts.

• Employers must also ensure that all people who are at the workplace are included, such

as contractors, visitors, students/interns and volunteers.

All of the elements of a "due diligence program" must be in effect before any

accident or injury occurs. If employers have questions about due diligence, they


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should seek legal advice for their jurisdiction to ensure that all appropriate due

diligence requirements are in place.

Remember, due diligence is demonstrated by your actions before an event

occurs, not after.1

1 http://www.ccohs.ca/oshanswers/legisl/diligence.html

SAFETY MANAGEMENT

PROGRAM

ELEMENT 2: HAZARD ASSESSMENT

ELEMENT 2 HAZARD ASSESSMENT Occupational Health & Safety Program

1 Element 2: HAZARD ASSESSMENT


TABLE OF CONTENTS

1 PURPOSE ........................................................................................................................ 2

2 SCOPE ............................................................................................................................. 2

3 OBJECTIVE ..................................................................................................................... 2

4 RESPONSIBILITIES ........................................................................................................ 2

4.1 Employer ...............................................................................................................................2

4.2 Safety Management team ....................................................................................................2

4.3 Project management team ..................................................................................................3

4.4 Workers .................................................................................................................................3

4.5 Contractors ...........................................................................................................................3

4.6 Visitors ...................................................................................................................................3

5 TYPES OF HAZARD ASSESSMENT ............................................................................. 4

5.1 Organizational Hazard Assessment & Risk Registry .......................................................4

5.2 Site Specific Hazard Assessment ......................................................................................4

5.3 Field Level hazard Assessment ..........................................................................................4

6 HAZARD IDENTIFICATION ............................................................................................ 4

6.1 Considerations When Identifying the hazards of Job Tasks ..........................................4

6.2 Hazard Categories ................................................................................................................5

6.3 Steps in Identifying Hazards ...............................................................................................5

7 ASSESSING THE HAZARDS AND DETERMINING RISK ........................................... 5

7.1 Factors Influencing the Degree of Risk .............................................................................5

7.2 Prioritizing the Hazards .......................................................................................................6

7.3 Risk Rating or Hazard Classification .................................................................................7

7.4 Risk Response ......................................................................................................................7

8 Hazard & Risk control measures ................................................................................. 7

8.1 Elimination ............................................................................................................................8

8.2 Substitution ...........................................................................................................................8

8.3 Engineering ...........................................................................................................................8

8.4 Administrative .......................................................................................................................9

8.5 Personal Protective Equipment ..........................................................................................9

9 DEFINITIONS ................................................................................................................... 9




1 PURPOSE

The purpose of Element 2, Workplace Hazard Assessment & Control, is to prevent injuries

through effective hazard identification, risk assessment and application of appropriate controls.

2 SCOPE

This program applies to all employees but is most relevant to those working on work sites and

the office.

3 OBJECTIVE

The objective of this program is to ensure that all hazards are identified prior to work starting

and as operations, or procedures change. Also, to ensure that those hazards have been

communicated to all employees prior to work and that those employees understand how to

identify and control the hazards in their workplace.

4 RESPONSIBILITIES

4.1 EMPLOYER

It is the responsibility of ownership to:

• Participate in the development and review of the corporate organizational hazard

assessment and risk registry,

• Participate in the review of site specific hazard assessments,

• Ensure that all workers are informed of workplace hazards.


It is the responsibility of the safety management team to:

• Participate in the development and or a review of the organizational hazard assessment

and risk registry,

• Participate in the development and or a review of site-specific hazard assessment and

risk registry,

• Review and revise site specific hazard assessment and risk register as operations and

procedures change,

• Review hazard assessment and risk registry with workers,

• Review field level risk assessment process with workers and enforce application,

• Conduct ongoing (daily) formal field level risk assessments as part of the daily site

inspection process and ensure that all identified hazards are controlled.





It is the responsibility of the project management team to:

• Participate in the development and or a review of the organizational hazard assessment

and risk registry,

• Participate in the development and or a review of site-specific hazard assessment and

risk registry,

• Review and revise site specific hazard assessment and risk register as operations and

procedures change,

• Review field level risk assessment process with workers and enforce application,

• Conduct ongoing (daily) formal field level risk assessments as part of the daily site

inspection process and ensure that all identified hazards are controlled.

4.4 WORKERS

It is the responsibility of all workers to:

• Participate in the review of the site specific hazard assessment and risk registry,

• Conduct Field Level Risk Assessment prior to every (non-routine) task and as their

operations and procedures change,

• Report all new hazards to their supervisor and to the site safety coordinator.

4.5 CONTRACTORS

It is the responsibility of all contractors to:

1. Develop a site specific hazard assessment and risk registry prior to starting work and as

their operations and procedures change,

2. Train their employees in the hazard assessment process,

3. Conduct field level risk assessments for all non-routine tasks.

4.6 VISITORS

It is the responsibility of visitors to:

• Review the hazard assessment and identify hazards that may be applicable to them.




5 TYPES OF HAZARD ASSESSMENT

5.1 ORGANIZATIONAL HAZARD ASSESSMENT & RISK REGISTRY

The company will conduct an initial organizational hazard assessment and create a risk registry

of all foreseeable hazards associated with defined tasks. This risk registry will be communicated

to all employees during the company orientation.

5.2 SITE SPECIFIC HAZARD ASSESSMENT

Site specific hazard assessments will be conducted prior to starting each new job and will

include a detailed list of tasks to be conducted. This will be communicated to all workers during

site specific orientations.

5.3 FIELD LEVEL HAZARD ASSESSMENT

Field level hazard assessments will be conducted at the start of every day as part of the general

worksite hazard assessment/inspection and as operations and procedures change.

6 HAZARD IDENTIFICATION

Hazard Identification is a process that identifies hazardous conditions that may be unsafe or

unhealthy to the well-being of people, or cause loss in the company. Management is

responsible to lead, educate and involve all personnel in identifying hazards.

Hazard identification is an ongoing process. As a job, task or worksite evolves changes are

certain to happen. New equipment, different procedures, job design changes, manpower, tools

and equipment are just some examples of changes that can occur. With these changes come

new sets of hazards that must be identified and controlled. This is a dynamic process and must

involve our entire team to be continually managing and communicating this programs

processes.

6.1 CONSIDERATIONS WHEN IDENTIFYING THE HAZARDS OF JOB TASKS

We can say that every task and worksite has the following four elements associated with them.

1. The People: Have workers been trained? Have worker’s abilities been evaluated? What

type of tasks will workers be conducting?

2. The Environment: Are there any staging or storage concerns? Is there specific

conditions that need to be dealt with such as snow?

3. The Materials: What types of products are being used?

4. The Equipment, Machinery and Tools: What types of equipment is going to be used?




We need to understand and consider these factors as part of our job task identification process.

The following is a non-exclusive list of considerations.

6.2 HAZARD CATEGORIES

• Gravity: falling objects, falls from heights.

• Motion: as vehicles and equipment move and as your body moves (lifting, straining,

bending, slips trips).

• Electrical: power lines, transformers static charges.

• Pressure: piping, compressed gas, tanks, hoses.

• Temperature: hot or cold.

• Chemical: flammable gasses, reactive hazards, corrosives, fumes.

• Biological: animals, bacteria, viruses, foo.

• Radiation: lighting issues, welding.

• Sound: impact noise, vibration.

6.3 STEPS IN IDENTIFYING HAZARDS

1. Tour the worksite.

2. Identify possible hazards.

3. Document identified hazards, their associated controls and communication with all

workers.

4. Communicate possible hazards with all those that will be affected.

5. Review findings with safety coordinator & management.

7 ASSESSING THE HAZARDS AND DETERMINING RISK

Once hazards have been identified we must assess the risk associated with them. We do this

by looking at the likelihood, consequence and past frequency of events. These variables provide

us with a measurement of risk prior to any controls being in place. We should also consider the

factors that may affect the degree of risk.

7.1 FACTORS INFLUENCING THE DEGREE OF RISK

• The duration of worker exposure to the source of harm. The longer a worker is exposed

to a given harmful agent, the more likely they are to be injured.

• The type of work being done. Some jobs have a greater risk of serious injury associated

with it than others (i.e. building of structural steel versus project management).

• Worker experience. New workers or workers new to a particular task are generally at

greater risk of injury due to their lack of experience.




• Production demands or deadline pressures. Demands for increased productivity or time

constraints can cause workers to take shortcuts that they would not normally take,

leading to a greater risk of injury.

7.2 PRIORITIZING THE HAZARDS

Identified hazards have been rated based on the severity, the probability and frequency of the

risk occurring in the table below. It is recommended that the personnel conducting the hazard

identification process assign a priority classification to hazards in order to help with scheduling

and the implementation of controls.

• Severity - Defines the outcome an event will have on personnel, the environment or the

business.

• Probability - What is the chance of an event-taking place?

• Frequency - Frequency is dependent upon how often the particular task/job is to be

performed. There is a link between how often a worker is exposed to the hazard and the

likelihood of an incident.

RISK = FREQUENCY + PROBABILITY + SEVERITY

Frequency Probability Severity

1. Infrequent - a few per

year 1. Rarely happens 1. First Aid or less

2. Occasional -

weekly/monthly

2. Unusual but possible

to happen 2. Minor injury

3. Frequent - hourly/daily 3. Can be expected to

happen 3. Serious injury

4. Serious injury,

permanent disability

5. Fatality




Score Risk Rating

9 to 11 (A) High

5 to 8 (B) Moderate

1 to 4 (C) Minimum

UNDER 1 Low or no Risk

7.3 RISK RATING OR HAZARD CLASSIFICATION

• Class (A) Hazard - A major condition or practice that is likely to cause a serious,

permanent disability, loss of a body part, death or an extensive loss of building assets,

equipment or materials within the workplace

• Class (B) Hazard - A serious condition or practice that is likely to cause a serious injury

resulting in a worker having a temporary or major damage to the building. However,

equipment or materials is non-disruptive and not quite considered a Class ‘A’ Hazard.

• Class (C) Hazard - A minor condition or practice that is likely to cause non-disruptive

property damage or a non-disruptive/non-disabling injury or illness

7.4 RISK RESPONSE

• Class (A) - Stop work contact Safety Coordinator. Determine effective controls.

• Class (B) - Notify Safety Coordinator conduct toolbox talk and continue work with

caution.

• Class (C) - Conduct work with caution.

8 HAZARD & RISK CONTROL MEASURES

When determining controls for identified hazards, we must know, and consider all legislation,

regulations, industry standards, best practices, procedures, instructions, safety rules and

company policies.




The following list contains laws, standards, guidelines and codes that provide information and

guidance in the development and implementation of effective controls.

• Occupational Health and Safety Act

• Occupational Health and Safety Regulations

• Fire and Building Codes

• Ministry of Labour Standards & Guidelines

• CSA Standards

• Workplace Policies and Procedures

• Manufacturers and Suppliers Instructions

There is a hierarchy of controls that must be followed.

8.1 ELIMINATION

Sometimes a hazard can be eliminated by taking a different approach to performing a task or by

changing the design of the project. Although this may sound unrealistic, sometimes clients are

responsive to change, particularly

when you save them time, money or

improve the public’s perception.

8.2 SUBSTITUTION

Particularly with hazardous materials, it

may be possible to use a product that

is less hazardous than the one

originally specified. A different

procedure or piece of equipment may

increase the safety margin with specific

tasks.

8.3 ENGINEERING

Engineering controls are methods that

built into the design of a plant,

equipment, ventilation system or

process. This built-in protection pays for itself and should be used when continual human

involvement is required. It may be possible to increase the safety of the operation by using

mechanical and design controls. For example:

• Ventilation

• Rollover Protective Systems (ROPS) on equipment




• Machinery guards

• Dust filters or water suppression

• Barricades

A fail-safe design ensures that if the equipment fails, the effects of the failure are minimized.

The purpose is to protect workers, prevent damage to the environment and equipment and

lastly prevent the loss of function of the degraded operation. Monitoring and hazard sensing

devices do not allow conditions to reach dangerous levels or states without warning.

8.4 ADMINISTRATIVE

Administrative controls change the way work is done and includes the timing of work, policies,

work rules, and work practices & procedures, such as personnel scheduling, training,

housekeeping and equipment maintenance. Examples of administrative controls include:

• Working at night to minimize the potential for heat stroke during hot summer weather.

• Assigning an employee to other duties to minimize dust exposure if the employee has

developed dust sensitivity.

• Providing safe work practices and training to personnel before assigning them to new

duties.

• Education and training of workforce in the appropriate work procedures and practices.

8.5 PERSONAL PROTECTIVE EQUIPMENT

All workers must wear Personal Protective Equipment (PPE) and it includes hard hats, gloves,

respirators, gas monitors, eye and face protectors, boots, safety harnesses and lanyards, etc.

Note: Although it is often a necessary part of the job, the use of PPE is a “last” line of defense.

9 DEFINITIONS

Chemical: flammable gasses, reactive hazards, corrosives, fumes.

Biological: animals, bacteria, viruses, food.

Electrical: power lines, transformers static charges.

Frequency: How often does the exposure occur.

Gravity: falling objects, falls from heights.

Hazard: Hazard is a thing or condition that may expose a person to a risk of injury or

occupational disease.




Hazard Assessment: Hazard Assessment is a thorough examination of an operation (job site,

shop, etc.) with the purpose of identifying actual and potential hazards.

Motion: as vehicles and equipment move and as your body moves (lifting, straining, bending,

slips trips),

Mechanical: rotating parts, stored energy, drive belts, conveyors, lifting devices,

Pressure: piping, compressed gas, tanks, hoses.

Probability: Probability is considering all pertinent people, equipment, materials, and

environment and process factors, how likely is the loss to occur during exposure.

Radiation: lighting issues, welding.

Risk: There is a chance of injury or occupational disease.

Severity: If the exposure is not adequately controlled, how big or bad is the loss likely to be?

Sound: impact noise, vibration.

Task / Job: Interchangeable terms that refers to a specific work assignment.

Task Inventory: Task inventory a method to identifying a list of tasks and job descriptions,

which are components of different jobs. It includes the input of employees and managers.

Temperature: hot or cold.

SAFETY MANAGEMENT

PROGRAM

ELEMENT 3: SAFE WORK PRCTICE

ELEMENT 3 SAFE WORK PRACTICE Occupational Health & Safety Program

2

Element 3: SAFE WORK PRACTICE

Development Date: January 4, 2016 Revision Date:

TABLE OF CONTENTS

1 PURPOSE ........................................................................................................................ 3

2 SCOPE ............................................................................................................................. 3

3 OBJECTIVE ..................................................................................................................... 3

Definition ............................................................................................................................ 3


4.1 Employer ...............................................................................................................................3



4.4 Workers .................................................................................................................................4

4.5 Contractors ...........................................................................................................................4

4.6 Visitors ...................................................................................................................................5

5 DEVELOPING AND USING SAFE WORK PRACTICES .............................................. 5

5.1 Development Team ..............................................................................................................5

5.2 Using Safe Work Practices ..................................................................................................5

6 OBSERVING, REVIEWING and REVISING SWP’S ..................................................... 5


3



1 PURPOSE

The purpose of Element 3, Safe Work Practices is to prevent injuries through the development

and application of safe work practices.

2 SCOPE

This program applies to all employees but is most relevant to those working on work sites and in

the shop.

3 OBJECTIVE

The objective of this program is to ensure that all applicable safe work practices are developed,

that all employees are trained in the application and to ensure that practices are followed at all

times in the field.

4 DEFINITION

A safe work practice is an administrative control used as a guideline on how specific tasks

should be performed. Safe work practices are the general do’s and don’ts of common work

activities such as using power tools or ladders. They provide general instruction to workers that

help them preform their duties safely and successfully. The company must preform a hazard

assessment to determine their specific requirements for the development of SWP’s. These

SWP’s do not take into considerations hazard that are specific to each worksite. They are a

general instruction. Examples would be:

Step Ladder

• Do inspect the ladder prior to use.

• Do have good footing for the ladder.

• Do keep body within ladder frame.

• Don’t stand on the top two rungs.

• Don’t use a broken or damaged ladder.

• Don’t use a ladder if not trained.

5 RESPONSIBILITIES

5.1 EMPLOYER


• Establish the development of safe work practices as a high priority.

• Maintain an awareness of safe work practices to reflect the company’s activities.

• Support the education and training of the workforce in the safe work practices.


4



• Maintain control, responsibility and accountability for ensuring a proper work environment is provided and to ensure workers are complying with safe work practices.



• Ensure safe work practices have been written for the work you are to perform and that they are readily available to workers.

• Involve the workers in the development and/or review of safe work practices.

• Develop and review safe work practices to make sure they are easy to understand.

• Conduct regular inspections of their area of responsibility, to ensure safe work practices are being followed.

• Enforce the use of established safe work practices.

• Take the appropriate action when they are not followed. Report to the management personnel if disciplinary action is necessary to ensure compliance.



• Ensure safe work practices have been written for the work you are to perform and that they are readily available to workers.

• Ensure that workers have reviewed SWP’s for their work.

• Conduct regular inspections of their area of responsibility, to ensure safe work practices are being followed.

• Enforce the use of established safe work practices. Take the appropriate action when they are not followed. Report to the management personnel if disciplinary action is necessary to ensure compliance.

5.4 WORKERS


• Understand safe work practices or asks the supervisor for clarification.

• Know how to access the safe work practices.

• Follow the safe work practices.

• If requested, participate in the development and/or review of safe work practices in a positive manner.

• Report any issues with the safe work practices to the supervisor as soon as possible.

5.5 CONTRACTORS


• Develop safe work practices for their operations,


5



• Train their employees in applicable safe work practices,

• Ensure compliance with safe work practice program.

5.6 VISITORS


• Review and comply with applicable safe work practices.

6 DEVELOPING AND USING SAFE WORK PRACTICES

6.1 DEVELOPMENT TEAM

The development of safe work practices is a collaborative process. By involving others, the

possibility of overlooking individual job steps or potential hazards is reduced. It also increases

the likelihood of identifying the most appropriate measures for eliminating or controlling hazards.

The development team will:

• Review current hazard assessments and and develop a list of required SWP’s based on the analysis,

• Rate the priority for each required SWP and develop in accordance.

6.2 USING SAFE WORK PRACTICES

• The site superintendent and the safety coordinator will determine what SWP’s are applicable to the project during the development of the site specific hazard assessment.

• SWP’s will be reviewed with all employees during their company orientation.

• Critical SWP’s will be reviewed with all employees during task specific orientations prior to work.

• If a SWP is determined not to be developed prior to operations work will stop until a SWP development committee is assembled and they create the the required SWP.

7 OBSERVING, REVIEWING AND REVISING SWP’S

The safe work practices that are considered as critical tasks outlined in the Workplace Hazard

Identification and Control element two, must be observed on an ongoing basis. All critical safe

work practices must be at least observed on an annual basis or if an incident occurs while an

employee is performing the task. If the safe work practices are required to be altered or

changed in any manner, those performing the task/job must be re-trained and recorded (job

specific training).

The observation of the critical safe work practices must be recorded on the Safe Work Practice

Annual Review Form. It is essential to remember that the critical tasks will also have an

associated Safe Work Practice (SWP) developed. A review of the SWP should be part of

conducting any critical task.

SAFETY MANAGEMENT

PROGRAM

ELEMENT 3: SAFE WORK PRCTICE

ELEMENT 4 SAFE JOB PROCEDURE Occupational Health & Safety Program

2

Element 4 SAFE JOB PROCEDURE


TABLE OF CONTENTS

1 PURPOSE ........................................................................................................................ 3

2 SCOPE ............................................................................................................................. 3

3 OBJECTIVE ..................................................................................................................... 3

4 Definition ......................................................................................................................... 3


5.1 Employer ...............................................................................................................................3



5.4 Workers .................................................................................................................................4

5.5 Contractors ...........................................................................................................................4

5.6 Visitors ...................................................................................................................................5

6 DEVELOPING SAFE JOB PROCEDURES ................................................................... 5

6.1 Development Team ..............................................................................................................5

6.2 Developing a Safe Job Procedure ......................................................................................5

6.3 When to Use SJP’S. .............................................................................................................6

7 OBSERVING AND REVIEWING ..................................................................................... 6


3



1 PURPOSE

The purpose of Element 4, Safe Job Procedures is to prevent injuries through the development

and application of specific step by step instructions.

2 SCOPE

This program applies to all employees but is most relevant to those working on work sites and in

the shop.

3 OBJECTIVE

The objective of this program is to ensure that all applicable safe job procedures are developed,

that all employees are trained in the application and to ensure that procedures are followed at

all times in the field.

4 DEFINITION

A safe job procedure (SJP) is an administrative control used as a guideline on how specific

tasks should be performed. SJP’s are the step by step instructions for critical tasks. The

company must preform a hazard assessment to determine their specific requirements for the

development of SJP’s. These SJP’s do not take into considerations hazard that are specific to

each worksite. They are a general instruction. Examples would be:

Set up Ladder Access (not an exact example)

• Inspect ladder,

• Extend ladder (3 feet over edge),

• Make sure you have a ¾ rise over run set up for the ladder,

• Secure ladder on top and bottom.

5 RESPONSIBILITIES

5.1 EMPLOYER


• Establish the development of SJP’s as a high priority.

• Maintain an awareness of SJP’s to reflect the company’s activities.

• Support the education and training of the workforce in the SJP’s.

• Maintain control, responsibility and accountability for ensuring a proper work environment is provided and to ensure workers are complying with SJP’s.


4





• Ensure SJP’s have been written for the work you are to perform and that they are readily available to workers.

• Involve the workers in the development and/or review of SJP’s.

• Develop and review SJP’s to make sure they are easy to understand.

• Conduct regular inspections of their area of responsibility, to ensure SJP’s are being followed.

• Enforce the use of established SJP’s.




• Ensure SJP’s have been written for the work you are to perform and that they are readily available to workers.

• Ensure that workers have reviewed SWP’s for their work.

• Conduct regular inspections of their area of responsibility, to ensure SJP’s are being followed.

• Enforce the use of established SJP’s. Take the appropriate action when they are not followed. Report to the management personnel if disciplinary action is necessary to ensure compliance.

5.4 WORKERS


• Understand SJP’s or asks the supervisor for clarification.

• Know how to access the SJP’s.

• Follow the SJP’s.

• If requested, participate in the development and/or review of SJP’s in a positive manner.

• Report any issues with the SJP’s to the supervisor as soon as possible.

5.5 CONTRACTORS


• Develop SJP’s for their operations,

• Train their employees in applicable SJP’s,

• Ensure compliance with SJP’s program.


5



5.6 VISITORS


• Review and comply with applicable SJP’s.

6 DEVELOPING SAFE JOB PROCEDURES

The company will ensure SJP’s are developed when:

• They design a new job or task.

• They are changing the design of a job or task.

• They introduce new equipment and/or material.

• Following an inspection or investigation and gaps have been identified.

6.1 DEVELOPMENT TEAM

The development of safe work procedures is a collaborative process. By involving others the

possibility of overlooking individual job steps or potential hazards is reduced. It also increases

the likelihood of identifying the most appropriate measures for eliminating or controlling hazards.

Effective teams include:

• Site supervisors.

• Management.

• Safety coordinator.

• Experienced workers.

6.2 DEVELOPING A SAFE JOB PROCEDURE

There are 5 steps to effectively create a safe job procedure:

• Step 1: Identify jobs that require safe job procedures. The safety coordinator has completed an organizational hazard assessment and identified the requirements for safe job procedures based on the risk assessment. See hazard assessment section 2 of this SMS for further details.

• Step 2: Identify the steps of a job. Break the job into steps; typically no more than 15 steps, and identify the hazards at each and their associated controls.

• Step 3: Observe the task. Go out into the work site and observe the task being conducted. Review the actual task and evaluate it against the draft SJP.

• Step 4: Revise the SJP based on the field review findings.

• Step 5: Complete final draft and review with management.


6



6.3 WHEN TO USE SJP’S.

Safe Job Procedures are an administrative control measure to reduce the risk of damage or

injury to people and property. They are a written set of Safe Job Procedures that are available

to all employees at all job sites. Safe Job Procedures are discussed, reviewed and

implemented:

• During employee orientations.

• During site specific orientations.

• During tasks specific training.

• During inspections and audits.

• During safety talks.

• During investigations. And,

• During regular operations.

7 OBSERVING AND REVIEWING

The safe job procedures that are considered as critical tasks outlined in the Workplace Hazard

Identification and Control element two, must be observed on an ongoing basis. All critical safe

job procedures must be at least observed on an annual basis or if an incident occurs while an

employee is performing the task. If the safe job procedures are required to be altered or

changed in any manner, those performing the task/job must be re-trained and recorded (job

specific training).

The observation of the critical safe job procedures must be recorded on the Safe job procedures

Annual Review Form. It is essential to remember that the critical tasks will also have an

associated Safe job procedures (SJP) developed. A review of the SJP should be part of

conducting any critical task.

SAFETY MANAGEMENT

PROGRAM

ELEMENT 5: SAFETY RULES

ELEMENT 5 SAFETY RULES Occupational Health & Safety Program

2

Element 5 SAFETY RULES


TABLE OF CONTENTS

1 PURPOSE ............................................................................................................................ 3

2 SCOPE ................................................................................................................................. 3

3 OBJECTIVE .......................................................................................................................... 3

4 INTRODUCTION .................................................................................................................. 3


5.1 Employer ..................................................................................................................................3

5.2 Safety Management team .........................................................................................................4


5.4 Workers ...................................................................................................................................4

5.5 Contractors...............................................................................................................................5

5.6 Visitors .....................................................................................................................................5

6 COMPANY RULES ................................................................................................................ 5

7 ZERO TOLERANCE RULES ..................................................................................................... 6

8 NON-COMPLIANCE ............................................................................................................. 6

8.1 Major Infraction .......................................................................................................................6

8.2 Minor Infraction .......................................................................................................................6

9 GENERAL SAFETY GUIDELINES ............................................................................................. 7


3



1 PURPOSE

The purpose of Element 5, Company Rules is to prevent injuries through the development and

application of standard safety rules for everyone in the organization to follow and steps to

address non-compliance.

2 SCOPE

This program applies to all employees.

3 OBJECTIVE

The objective of this program is to ensure that all applicable safety rules are developed, that all

employees are trained in their application, to ensure that rules are followed and that non-

compliance is addressed.

4 INTRODUCTION

Rules are an integral part of a company’s health and safety management program. When

understood and enforced they lead to effective safety management. Company rules apply to all

individuals and companies conducting activities on behalf of our organization. Non-compliance

must be dealt with promptly and consistently. This requires all managers and supervisors to

follow the company’s non-compliance guidelines.

The company will ensure that all company employees are properly instructed in the safe

performance of their duties. All workers are trained and provided with written rules and

supplementary instructions. Supplementary instructions are enforced in the same manner as

rules and regulations. The company determines which rules and supplementary instructions are

needed and whether or not they are being followed.

5 RESPONSIBILITIES

5.1 EMPLOYER


• Make resources available for the communication and enforcement of the rules.

• Maintains control, responsibility and accountability to provide a proper work environment and follow up procedures are in place to ensure workers are complying with company rules.


4





• Embrace and promote the company rules.

• Incorporate the company rules into meetings and discussions.

• Takes corrective steps: disciplines if necessary, in an appropriate and consistent manner to address issues of non-compliance.

• Demonstrate a commitment to following the company’s health and safety rules on a consistent basis.

• Ensure rules have been written and that they are readily available to workers.

• Ensure the company’s health and safety rules are prominently posted.

• Assist employees in understanding the need for rules and the consequences when established safety rules and requirements are not followed.

• Involve the workers in the development and/or review of rules.

• Conduct regular inspections of their area of responsibility, to ensure safety rules are being followed.

• Enforce the use of established safety rules.



• Embrace and promote the company rules.

• Incorporate the company rules into meetings and discussions.



• Ensure rules have been written and that they are readily available to workers.

• Ensure the company’s health and safety rules are prominently posted.

• Assist employees in understanding the need for rules and the consequences when established safety rules and requirements are not followed.

• Involve the workers in the development and/or review of rules.



5.4 WORKERS

All workers will follow safety rules. Specifically, they:

• Understand safety rules or asks the supervisor for clarification.

• Know how to access the safety rules.

• Follow the rules.


5



• Report any issues regarding safety rules to the supervisor as soon as possible.

5.5 CONTRACTORS

It is the responsibility of the contractors to:

• Follow all safety rules.



5.6 VISITORS

It is the responsibility of the visitors to follow all safety rules.

6 COMPANY RULES

Below are examples of the company safety rules; this list is not exhaustive.

1 All workers must complete a site orientation.

2 Visitors, must report to the safety office and receive permission from the Site Manger or

Foreman before proceeding to the construction area.

3 Hard hats, safety shoes and Hi Vis vests must be worn at all times on site.

4 Gloves must be worn when handling materials with Sharpe edges or rough or abrasive

surfaces.

5 Protective googles or face shields must be worn for all operations where the eyes or

face are exposed to flying objects, light flashes, chemical or intensive heat.

6 Alcohol and drugs are not permitted on the worksite. Workers under the influence of any

drug or alcohol, prescription drugs may be included, are not allowed to work and will be

removed from site.

7 Verbal and physical violence will not be tolerated and will result in dismissal from site.

8 All workers operating equipment must have had training and demonstrate a a competent

level of ability to operate equipment.

9 No horseplay and no loud music.

10 All safety hazards must be reported to site management.

11 All injuries must be reported to first aid attendant.

12 Personal protective equipment must be worn when required by legislation.

13 Fall protection equipment must be worn when working above 10’, and or, when working

over a potential hazard. Fall protection equipment must be inspected and in good

condition prior to use.

14 Work areas must be kept clean and tidy at all times.

15 Hoses, cables, ropes and wires must be stored when not in use to prevent trip hazards.

16 Hazardous materials must be stored and handled according to WHMIS.


6



17 Combustible and flammable materials must be stored and used in accordance to

legislation.

18 No on is to EVER lean against a guardrail.

19 No using phone in active work areas.

7 ZERO TOLERANCE RULES

The Organization will enforce the following 6 Zero Tolerance Rules. If any of these are broken

they can lead to immediate dismissal.

• Fall Protection-100% tie off over 10 feet

• Lock Out/ Tag Out (LOTO) all energized equipment when required.

• No Confined Space Entry without notification and following legislative requirements.

• Drug and Alcohol Abuse strictly forbidden.

• Behaviours (Violence, Harassment) will not be tolerated.

• Any act that may be considered to be malicious, or negligent and that may lead to a serious risk to the safety of any person, equipment or structure.

8 NON-COMPLIANCE

Failure to follow safety regulations and/or any safety rules and supplemental instruction may

result in the following:

8.1 MAJOR INFRACTION

First Occurrence – Written Warning (Trade Safety Tool Box Meeting)

Second Occurrence – Removal from Site Mandatory Re-Training.

8.2 MINOR INFRACTION

First Occurrence - Verbal Warning

Second Occurrence - Written Warning

Third Occurrence – Temporary Removal from Site


7



9 GENERAL SAFETY GUIDELINES

General Requirements

Work Planning Plan work before starting a job. Planning prevents unnecessary exposure, job shutdowns, and rework.

Alcohol and Narcotics Drinking intoxicants on the job is forbidden. Anyone reporting for duty under the influence of alcohol or narcotics will not be permitted to work, will be removed from the jobsite, and are subject to the drug and alcohol program.

Sanitation Use the toilets and hand washing facilities provided. Ensure all garbage is properly disposed of in provided receptacles. Do not use gasoline or kerosene for cleaning purposes.

Housekeeping All areas will be kept in an orderly manner at all times to prevent slips, trips and falls. Our Organization expects all workers to take pride in their work and leave their work area in a safe and organized manner.

Horseplay or Fighting Practical jokes, horseplay, scuffling, wrestling or fighting are strictly prohibited. Running at any time on a project, including in parking areas is strictly prohibited.

Starting and Operating Machines

Do not start or operate mechanical equipment unless qualified and authorized to do so.

Machinery and Tool Guards Machinery and tool guards on equipment protect against revolving or reciprocating parts. Such guards must be in place before a machine or tool is used and may not be removed or made inoperative. Refer to manufacturer's recommendations.


8



Scaffolds and Elevated Work Platforms

Scaffolds must be substantially constructed to carry the loads

imposed on them and to provide safe work platforms. All scaffolds

more than 6 ft. high must have approved guardrails on all exposed

ends and sides. Toe boards and screens must be installed on any

scaffold under which persons are required to pass.

Use only approved scaffolds. Barrels, boxes, and other makeshift substitutes for scaffolds may not be used. Never lean against safety lines or guardrails. Throwing material from scaffolds or other high places is not permitted.

Ladders Use only approved ladders. Job-made ladders must be substantially constructed in accordance with Provincial Regulations & Code. Portable straight or extension ladders must be placed at safe angles (4:1) and secured at the top and bottom of the ladder to prevent displacement. The top of each ladder giving access to a work area or platform must extend at least 36 in. above the work area or platform.

Floor Openings, Holes, and Edges

Protect floor openings or holes with approved guardrails or covers. Covers must be strong enough to support the loads imposed on them and secured to prevent accidental displacement. Guard the open edges of all floors 10 ft. or more, where a fall can occur, above the next floor or level using approved barricades secured to prevent accidental displacement. Guardrails and toe boards must also be provided.

Hand Tools No worn or broken hand tools will be used. Dull or broken tools are unsafe. Use hand tools for their intended purpose only. The design capacity of hand tools may not be exceeded by the addition of unauthorized attachments.

Explosive-Actuated Tools Only authorized and properly trained employees may use explosive-actuated tools. All such tools must be used in accordance with manufacturer's’ instructions and applicable Regulations & Code. Operators must wear approved safety goggles, face shield and


9



hearing protection at all times during the operation of such tools. Spent shots must be disposed of appropriately.

Electrical Do not use any electrical cord unless it has been tested for assured grounding or is used in conjunction with a Ground Fault Circuit Interrupter (GFCI). Use only Underwriters’ Laboratories (ULC) approved electrical extension cords and plugs. All extension cords must be properly grounded. Damaged or inoperative cords must be turned in immediately for repair or replacement. Route electrical cords overhead to avoid damage to cords and tripping hazards.

Welding Cable Connect and splice welding cables in an approved manner by qualified individuals. No exposed metal parts are allowed in any splice. Route welding cables overhead to avoid damage to cords and tripping hazards.

Rebar Protection Unguarded protruding steel reinforcing bars are hazardous. Even if

you just stumble onto an unguarded rebar you can impale yourself,

resulting in serious internal injuries. We require that rebar "be

guarded to eliminate the hazard of impalement." Not all guards

provide that level of protection. In some circumstances, the force of

a fall can cause rebar to push clear through a plastic cap and still

impale a worker, or the rebar and the cap can impale the worker

together. Not all rebar caps offer adequate protection. Only rebar

caps designed to provide impalement protection, such as those

containing steel reinforcement, should be used.

Temporary Electric Power Assume that all temporary electric power lines are energized and use appropriate precautions in handling them. Ensure all temporary power equipment is properly guarded.

Fire Prevention and Control All employees must comply with Fire Prevention and Control Procedures. Learn where fire extinguishers are located and how to use them. All fires are strictly prohibited. Observe and obey all no smoking and other warning signs. Never remove a fire extinguisher from its assigned location.


10



Fuelling Equipment No gasoline or diesel engine may be fuelled while it is running. Use only approved safety fuel cans for refuelling cans. Approved fuel cans have a flash arresting screen; a spring closing lid, and a spout cover that ensures safe relief of internal pressure if a can should be exposed to fire. No smoking or open flames are permitted within 25 ft. of fuel storage tanks, fuel pumps, or refuelling operations. Ensure fire-extinguishing equipment is available in adequate volume and type to handle the special hazards inherent in the storage and operation of refuelling equipment. Ensure proper PPE is worn when refuelling.

Rigging All rigging equipment must be checked for defects before each use. Cable clips must be installed according to Provincial and Company requirements. Use softeners on all wire rope to prevent the cable being cut on beam flanges or other potentially damaging objects.

Confined Space Work All confined space training shall be completed prior to any confined space entry. A job hazard analysis and an entry permit must be approved prior to any confined space work or entry into any confined space. Preparatory precautions for confined space work

include:blinding any potential release sources of hazardous

materials;Lockout and Tag out of any hazardous energy or

mechanical hazard sources; purging and cleaning;introducing fresh

air and ventilation;being familiar with the job hazards;barricading

the areaEmergency Response Procedures.

SAFETY MANAGEMENT

PROGRAM

ELEMENT 6: PERSONAL

PROTECTIVE EQUIPMENT

ELEMENT 6 PERSONAL PROTECTIVE EQUIPMENT

Occupational Health & Safety Program

2Element 6 PERSONAL PROTECTIVE EQUIPMENT


TABLE OF CONTENTS

1 PURPOSE ........................................................................................................................ 3

2 SCOPE ............................................................................................................................. 3

3 OBJECTIVE ..................................................................................................................... 3


4.1 Employer ...............................................................................................................................3



4.4 Workers .................................................................................................................................4

4.5 Contractors ...........................................................................................................................4

4.6 Visitors ...................................................................................................................................5

5 GENERAL INFORMATION ............................................................................................. 5

6 INSPECTION, MAINTENANCE AND STORAGE .......................................................... 5

7 FITTING & CARE ............................................................................................................. 6

8 TRAINING ........................................................................................................................ 6

9 TYPES OF PPE & Requirements .................................................................................. 6

9.1 Eye and Face Protection .....................................................................................................6

9.2 Head Protection ....................................................................................................................6

9.3 Foot Protection .....................................................................................................................7

9.4 Hand Protection ....................................................................................................................7

9.5 Hearing Protection ...............................................................................................................7

9.6 Respirator Protection ...........................................................................................................8

9.7 Fall Protection .......................................................................................................................8





1 PURPOSE

The purpose of Element 6, Personal Protective Equipment is to prevent injuries through the

development, application and training of standard requirements for everyone in the organization.

2 SCOPE

This program applies to all employees.

3 OBJECTIVE

The objective of this program is to ensure that a PPE program is developed, and that all

employees are trained in the application.

4 RESPONSIBILITIES

4.1 EMPLOYER



• Maintains control, responsibility and accountability to provide a proper work environment and follow up procedures are in place to ensure employees are complying with the personal protective equipment program.



• Incorporate the company PPE program into meetings and discussions.


• Ensure PPE program has been written and that is is readily available to workers.

• Involve the workers in the development and/or review of the PPE program.

• Conduct regular inspections of their area of responsibility, to ensure safety the PPE program is being followed.

• Assist employees in understanding the need for PPE and the consequences when established PPE requirements are not followed.

• Ensures a system is in place to inspect and maintain specialized personal protective equipment.

• Provides instructions to workers in the use, care and maintenance of personal protective equipment.

• Conducts regular inspections of the personal protective equipment.





• Manage the PPE program.



• Promote company PPE program and maintains a positive attitude.

• Demonstrate a commitment to following the company’s PPE program on a consistent basis.

• Ensure the company’s PPE program is prominently posted.


• Enforces all established PPE program and work methods, and takes disciplinary action as necessary to ensure compliance with the rules.


• Enforces the proper use of the personal protective equipment.


4.4 WORKERS


• Understand safety PPE requirements or asks the supervisor for clarification.

• Know how to access the safety PPE.


• Report any issues regarding PPE to the supervisor as soon as possible.

• Inspect PPE daily.

• Maintain PPE in good condition and store it correctly.

4.5 CONTRACTORS


• Incorporate the company PPE program into meetings and discussions.


• Ensure PPE program has been written and that is is readily available to workers.

• Involve the workers in the development and/or review of the PPE program.

• Conduct regular inspections of their area of responsibility, to ensure safety the PPE program is being followed.


• Ensures a system is in place to inspect and maintain specialized personal protective equipment.







• Manage the PPE program.

4.6 VISITORS

• Understand safety PPE requirements or asks the supervisor for clarification.

• Know how to access the safety PPE.


• Report any issues regarding PPE to the supervisor as soon as possible.

5 GENERAL INFORMATION

• Requirements for PPE will be determined by hazard assessments, client requirements and also by the manager/supervisor of the area.

• Failure to wear appropriate PPE may result in non-compliance action including dismissal.

• PPE must be selected and maintained in accordance with applicable manufacture specifications and government regulations.

• The manager/supervisor will be responsible for ensuring that workers under their supervision are properly trained in:

o the use of PPE, o the care, inspection, cleaning and storage of PPE, o ensuring that PPE of questionable reliability, damaged or in need of service or

repair is removed from service immediately to be repaired or replaced, and o follow replacement procedures for PPE.

• Where training of PPE is required, it will be documented and records will be maintained by the safety representative.

• Employees will wear gloves, wherever possible, to prevent cuts and injuries to hands.

• Employees entering a warehouse, doing yard work, doing deliveries or on an active work site will wear the appropriate PPE such as safety footwear and reflective vests.

• Hard hats appropriate for the job, such as side impact protection, shall be worn when operating mobile cranes.

6 INSPECTION, MAINTENANCE AND STORAGE

• Inspect PPE before and after each use. Immediately take damaged equipment out of service.

• Take care of your PPE – your life may depend on it.

• Clean PPE after use. Soap and clean water can be used in most instances. Check with the manufacturer to be sure. Dry equipment away from heat, steam and direct sunshine.

• Qualified personnel shall repair damaged or broken PPE or remove from service.

• Document inspections and repairs.

• Store PPE in dry air, free from exposure to sunlight or contaminants.

• Inspection records will be kept. See Element 9 Inspections for further information.





7 FITTING & CARE

• Ensure safety training and education includes individual fitting of PPE.

• Use PPE as intended and described by the manufacturer.

• Supervisors and users to ensure PPE works properly.

8 TRAINING

All persons working on the company worksites are required to use personal protective

equipment and be trained in the following:

• What personal protective equipment is required for their job/task.

• When personal protective equipment is required to be used.

• How to properly put on, remove, adjust and wear required personal protective equipment.

• The limitations of required personal protective equipment.

• The proper care, maintenance, lifespan and disposal of required personal protective equipment.

All workers must demonstrate an understanding of the above training. Training must be documented and available. See Element 8 Training & Communication for further information.

9 TYPES OF PPE & REQUIREMENTS

9.1 EYE AND FACE PROTECTION

• Face and eye protection shall be kept clean and in good repair.

• If a worker cannot wear safety glasses as documented by a physician’s note, alternate arrangements must be made to verify the individual’s face and eyes are protected.

• All components of prescription glasses that are being used for eye protection must meet approved and applicable regulatory standards.

• The prescription glasses will include side-shields that must meet the applicable regulatory standards.

• Coverall glasses or goggles shall be required for prescription glasses that do not meet the standard.

• Face shields are required when grinding/cutting steel, concrete or chemical use and must be worn with safety glasses underneath.

• When working overhead goggles may be required.

9.2 HEAD PROTECTION

• Employees shall wear hard hats that are in good condition and meet legislative requirements and standards.

• Bump hats and metal hard hats shall not be worn as head protection.

• Alternation of hard hats is prohibited.

• Hard hats shall be worn in the manner prescribed by the manufacturer.

• Only head apparel designed to be worn under a hard hat will be allowed.

• Hard hats are required while welding and are to be fitted with the appropriate shield.





9.3 FOOT PROTECTION

• All personnel working on the work site must wear safety footwear.

• Footwear must be CSA approved or an equivalent grade one (green triangle) 6” high cut boot (leather) that is appropriate to the task.

• No running shoes of any kind are permitted on work sites.

• Safety footwear must be in good repair.

• It is the responsibility of the employee to verify that their footwear is in proper working condition.

9.4 HAND PROTECTION

The company’s employees must use hand protection when exposed to such hazards as:

• Skin absorption of harmful substances

• Severe cuts or lacerations

• Severe abrasions

• Punctures

• Chemical burns

• Thermal burns

9.5 HEARING PROTECTION

Workers will receive an overview of hearing protection requirements during the project’s

orientation. The training shall include the identification of any hearing protection required areas,

the hazards associated with noise exposure and the purpose, use, maintenance and limitations

of the PPE provided on site.

Personnel should not be exposed to noise in excess of the occupational exposure limits (OEL):

• 85 dBA Lex daily noise exposure level

• 140 dBC peak sound level

This may be accomplished by:

• Introducing engineering controls,

• Work practices/administrative control, and/or

• Providing personal hearing protection

There are two types of recognized hearing protection available for use that is effective in

reducing noise exposure – earplugs and earmuffs. In most instances, earplugs are acceptable

hearing protection, whereas cotton plugs are not acceptable and shall not be used. When using

earmuffs for hearing protection, special care must be given to disinfect and inspect them before

being used by another employee.





Workers are to be informed of these hazards associated with exposure to noise, as well as the

purpose and limitations of protective hearing devices by their respective supervisors.

As per legislated requirements, hearing testing is required to be conducted within six months of

tenure and annually thereafter. To assist sub-contractor’s/trade contractors in meeting this

requirement, hearing tests will be scheduled throughout the tenure of the project. The scheduled

dates will be communicated to the project’s workers.

9.6 RESPIRATOR PROTECTION

The Company will provide appropriate respiratory protective equipment to prevent workers from

being exposed to concentrations of an air contaminant in excess of an applicable exposure limit

(such as silica dust) or to an oxygen-deficient atmosphere.

9.7 FALL PROTECTION

Fall protection (systems) will be provided by the company when there is a risk of falling more

than 3 meters (10 ft.) or more, this ensures that all workers are protected. Fall protection must

also be used if a fall from a lower height could cause a serious injury. Types of fall protection

equipment include:

• Fall arrest and restraint

• Safety belts

• Lanyard and anchors

• Harness

• Lifelines and barricades.

SAFETY MANAGEMENT

PROGRAM

ELEMENT 7: PREVENTATIVE

MAINTANENCE

ELEMENT 7 PREVENTATIVE MAINTANENCE


2Element 7: PREVENTATIVE MAINTANENCE


TABLE OF CONTENTS

1 PURPOSE ........................................................................................................................ 3

2 SCOPE ............................................................................................................................. 3

3 OBJECTIVE ..................................................................................................................... 3


4.1 Employer ...............................................................................................................................3



4.4 Workers .................................................................................................................................4

4.5 Contractors ...........................................................................................................................4

4.6 Visitors ...................................................................................................................................5

5 TRAINING ........................................................................................................................ 5

6 INSPECTIONS ................................................................................................................. 5

6.1 EQUIPMENT ..........................................................................................................................5

6.2 TOOLS ...................................................................................................................................5

6.3 VEHICLES ..............................................................................................................................5

7 DEFECTIVE EQUIPMENT/TOOL RETURN PROCESS ............................................... 5

8 QUALIFICATIONS REQUIRED TO CONDUCT REPAIRS ........................................... 6

9 EQUIPMENT MAINTENANCE ........................................................................................ 6





1 PURPOSE

The purpose of Element 7, Preventative Maintenance (PM) ensures that all worksite equipment

is maintained in a condition, which will not compromise the health and safety of workers.

Regulatory bodies, as well as, equipment manufacturers have specifications for maintenance,

and this information is incorporated into the maintenance of equipment. This program will

identify equipment that requires maintenance as specified by their manufacture and will ensure

that those specifications are followed.

2 SCOPE

This program applies to all employees and their equipment.

3 OBJECTIVE

The objective of this program is to ensure that a PM program is developed, and that all

employees are trained in the application.

4 RESPONSIBILITIES

4.1 EMPLOYER


• Make resources available for the communication and enforcement of the PM program.

• Maintains control, responsibility and accountability to provide a proper work environment and follow up procedures are in place to ensure employees are complying with the PM program.

• Establish PM program as a high priority.

• Set PM goals and targets for the company.



• Incorporate the company PM program into meetings and discussions.


• Ensure PM program has been written and that is is readily available to workers.

• Involve the workers in the development and/or review of the PM program.

• Conduct regular inspections of their area of responsibility, to ensure safety the PM program is being followed.





• Assist employees in understanding the need for PM and the consequences when established PM requirements are not followed.

• Ensures a system is in place to inspect and maintain equipment and tools.

• Provides instructions to workers in the use, care and maintenance of equipment and tools.

• Have a detailed list of equipment on site that requires maintenance records.

• Manage the PM program.



• Promote company PM program and maintains a positive attitude.

• Demonstrate a commitment to following the company’s PM program on a consistent basis.

• Ensure the company’s PM program is prominently posted.

• Assist employees in understanding the need for PM and the consequences when established PPE requirements are not followed.

• Enforces all established PM program and work methods, and takes disciplinary action as necessary to ensure compliance with the rules.


• Enforces the proper use of equipment.

• Conducts regular inspections of PM program.

4.4 WORKERS


• Understand safety PM requirements or asks the supervisor for clarification.

• Know how to access the safety PM.


• Report any issues regarding PM to the supervisor as soon as possible.

• Inspect tools and equipment prior to use.

• Maintain equipment and tools in good condition and store it correctly.

4.5 CONTRACTORS


• Promote company PM program and maintains a positive attitude.

• Demonstrate a commitment to following the company’s PM program on a consistent basis.

• Ensure the company’s PM program is prominently posted.

• Assist employees in understanding the need for PM and the consequences when established PPE requirements are not followed.





• Enforces all established PM program and work methods, and takes disciplinary action as necessary to ensure compliance with the rules.


• Enforces the proper use of equipment.

• Conducts regular inspections of PM program.

4.6 VISITORS

• Do not operate equipment onsite.

5 TRAINING

All persons working on the company worksites are required to have training that is deemed

acceptable for their task. This training includes but is not limited to:

• Skills training for tools that includes the inspection and defective return process.

• Operator training for equipment.

• Lock out tag out training. All workers must demonstrate an understanding of the above training. Training must be documented and available. See Element 8 Training & Communication for further information.

6 INSPECTIONS

Inspections are part of a comprehensive maintenance program.

6.1 EQUIPMENT

• Formal inspection at the start of every work day.

• The responsibility of the operator.

• Documents to be kept in the equipment or accessible and reviewed by operators prior to use.

6.2 TOOLS

• Informal inspection prior to each use.

• The responsibility of the worker.

6.3 VEHICLES

• Formal inspection at the start of each day.

• The responsibility of the driver.

7 DEFECTIVE EQUIPMENT/TOOL RETURN PROCESS

• Bring defective equipment to your supervisor.

• Tag the equipment with a company tag explaining what’s wrong with it. Please note: If any tool is not tagged, it will not be sent out.





• The supervisor will then enter the repairs required into the equipment repair log. Once the repairs are entered, then the equipment can be shipped out or repaired internally.

• All equipment being sent out will have the model number, and serial number entered on a work order sheet before they leave the work site.

*SEE DEFECTIVE TOOL SWP FOR FURTHER DETAILS*

8 QUALIFICATIONS REQUIRED TO CONDUCT REPAIRS

All individuals who perform maintenance or operate equipment should have the appropriate

skills, accreditation and certification. This certification applies to both company employees and

contracted maintenance services. Qualifications should include:

• Operator training for all mobile equipment including vehicles.

• Certificates and licenses as required.

• Personnel are trained and experienced in the following areas: o Familiarity and comprehension of the safety requirements for the equipment that

they intend to repair or operate. o Use of manufacturer's’ operating and maintenance manuals. o How to communicate to the maintenance personnel when there is a problem with

a specific piece of equipment. o Hand signals and/or other requirements as set by the company, owner/client and

local laws.

9 EQUIPMENT MAINTENANCE

All maintenance will be conducted according to manufacture specifications. When the hours

of the equipment or set points have been reached maintenance is contacted and a service

date is agreed. The equipment is made available when the maintenance person arrives and

the equipment is repaired or serviced to the manufacturer's specification.

All records of service are to be kept and available. Every Preventative Maintenance Program

must contain a recording system. Part of this system will be made up of inventories and

schedules. In addition, the recording system must document what maintenance work was

done, when and by whom.

SAFETY MANAGEMENT

PROGRAM

ELEMENT 8: TRAINING &

COMMUNICATION

ELEMENT 8 TRAINING & COMMUNICATION


2Element 8 TRAINING & COMMUNICATION


TABLE OF CONTENTS

1 PURPOSE ........................................................................................................................ 3

2 SCOPE ............................................................................................................................. 3

3 OBJECTIVE ..................................................................................................................... 3


4.1 Employer ...............................................................................................................................3



4.4 Workers .................................................................................................................................4

4.5 Contractors ...........................................................................................................................4

4.6 Visitors ...................................................................................................................................5

5 TRAINING ........................................................................................................................ 5

5.1 Company Safety Orientation ...............................................................................................5

5.2 Site Specific Safety Orientations ........................................................................................5

5.3 Fall Protection .......................................................................................................................5

5.4 Mobile Equipement ..............................................................................................................5

5.5 Confined Space ....................................................................................................................5

5.6 Crane Operation ...................................................................................................................6

5.7 Skills Based Training ...........................................................................................................6

6 COMMUNICATION .......................................................................................................... 6

6.1 Tool Box Talks ......................................................................................................................6

6.2 Joint Occupational Health & Safety Committee ...............................................................6

6.3 Steering Safety Committee Meetings.................................................................................6

6.4 Investigations .......................................................................................................................7

6.5 Inspections ............................................................................................................................7





1 PURPOSE

The purpose of Element 8, Training & Communication is to define our training requirements as

an organization, and to ensure that relevant safety information and instruction is communicated,

based on the foreseeable hazards identified at the worksite.

2 SCOPE

This program applies to all employees, visitors and contractors on all worksites.

3 OBJECTIVE

The objective of this program is to ensure that a training and communication program is

developed, and that all employees are trained in the application.

4 RESPONSIBILITIES

4.1 EMPLOYER


• Make resources available for the communication and enforcement of the of the training & communication program.

• Maintains control, responsibility and accountability to provide a proper work environment and follow up procedures are in place to ensure employees are complying with the training & communication program.



• Incorporate the company training & communication program into meetings and discussions.


• Ensure training & communication program has been written and that is is readily available to workers.

• Involve the workers in the development and/or review of the training & communication program.

• Conduct regular inspections of their area of responsibility, to ensure safety the training & communication program is being followed.

• Assist employees in understanding the need for training & communication and the consequences when established training & communication requirements are not followed.





• Ensures a system is in place to inspect compliance with training and communication requirements.

• Manage the training & communication program.



• Promote company training & communication program and maintains a positive attitude.

• Demonstrate a commitment to following the company’s training & communication program on a consistent basis.

• Ensure the company’s training & communication program is prominently posted.

• Enforces all established training & communication program and work methods, and takes disciplinary action as necessary to ensure compliance with the rules.

• Provide skills based training.

• Ensure all workers have been trained to conduct their tasks.

4.4 WORKERS


• Understand safety training & communication requirements or asks the supervisor for clarification.


• Report any issues regarding training & communication to the supervisor as soon as possible.

• Do not conduct work that you have not been trained to do.

4.5 CONTRACTORS


• Incorporate the company training & communication program into meetings and discussions.


• Ensure training & communication program has been written and that is is readily available to workers.

• Involve the workers in the development and/or review of the training & communication program.

• Conduct regular inspections of their area of responsibility, to ensure safety the training & communication program is being followed.

• Assist employees in understanding the need for training & communication and the consequences when established training & communication requirements are not followed.

• Ensures a system is in place to inspect compliance with training and communication requirements.





• Manage the training & communication program.

• Provide skills based training.

• Ensure all workers have been trained to conduct their tasks.

4.6 VISITORS

• Participate in site orientations.

• Report any issues regarding training & communication to the supervisor as soon as possible.

• Do not conduct work that you have not been trained to do.

5 TRAINING

Training is one of the essential elements of a successful safety program. Knowledgeable

workforces are productive and safe. In this section we will discuss some of the key training

opportunities for our organization. Further details and a definitive list of training requirements will

be defined in the organizational hazard assessment.

5.1 COMPANY SAFETY ORIENTATION

Every employee will receive a company safety orientation prior to his or her first day of work.

This training will review company rules, workplace hazards, safe job procedures, safe work

practices, reporting procedures, rights and responsibilities and more. Specific details can be

found in the orientation program.

5.2 SITE SPECIFIC SAFETY ORIENTATIONS

All employees, contractors and visitors will be orientated to each worksite they visit. This

training will review company rules, workplace hazards, PE requirements, safe job procedures,

safe work practices, reporting procedures, rights and responsibilities and more. Specific details

can be found in the orientation program.

5.3 FALL PROTECTION

All workers working above 10’ or, that are working above hazards are required to have fall

protection training at least every two years.

5.4 MOBILE EQUIPEMENT

All workers operating equipment require training at least every three years.

5.5 CONFINED SPACE

Training as required by regulations.





5.6 CRANE OPERATION

Training as required by regulations.

5.7 SKILLS BASED TRAINING

Supervisors will ensure that all workers have received training specific to the tasks they will be

conducting. This includes, but is not limited to:

• Hand tools,

• Power tools,

• Task specific tools,

• Machinery,

• Mobile equipment,

• Hazard recognition,

• Confined space,

• Working at heights,

• RespiratorC The company’s organizational hazard assessment and site specific hazard assessment should detail skills specific training requirements.

6 COMMUNICATION

6.1 TOOL BOX TALKS

Weekly toolbox talks are an essential safety meeting for Field Workers. These meetings will be

focused on the task at hand and the identified hazards that face the workforce. The

Supervisor/Foreman onsite will lead and conduct the meeting with the involvement of all

workers.

6.2 JOINT OCCUPATIONAL HEALTH & SAFETY COMMITTEE

The Organization will hold a company wide JOHS meeting once per month. Members of this

committee will be voted in. They will review program development, investigations, inspections

hazard assessments and other components of the program to insure effectiveness and

compliance. For more information, please see section 14 of this OHS program.

6.3 STEERING SAFETY COMMITTEE MEETINGS

The Organization will hold steering safety committee meetings once per month. Management

will review program development, investigations, inspections hazard assessments, safety





statistics and other components of the program to insure effectiveness and compliance. For

more information, please see section 14 of this OHS program.

6.4 INVESTIGATIONS

The findings of all investigations must be communicated to all employees, and contractors.

Investigations will be posted on the safety board for review. See element 10 & 14 for more

information.

6.5 INSPECTIONS

The findings of all investigations must be communicated to all employees, and contractors.

Investigations will be posted on the safety board for review. See element 9 & 14 for more

information.

SAFETY MANAGEMENT

PROGRAM

ELEMENT 9: INSPECTIONS

ELEMENT 9 INSPECTIONS


2

Element 9 INSPECTIONS


TABLE OF CONTENTS

1 PURPOSE ........................................................................................................................ 3

2 SCOPE ............................................................................................................................. 3

3 OBJECTIVE ..................................................................................................................... 3


4.1 Employer ...............................................................................................................................3



4.4 Workers .................................................................................................................................4

4.5 Contractors ...........................................................................................................................4

4.6 Visitors ...................................................................................................................................4

5 INSPECTIONS ................................................................................................................. 5

5.1 Informal Inspections ............................................................................................................5

5.2 Daily Worksite Inspections .................................................................................................5

5.3 Management Quarterly worksite Inspections ...................................................................6

5.4 Regional safety coordinator quarterly worksite inspections ..........................................6

5.5 Pre-Use Equipment Inspections .........................................................................................6

5.6 Special Inspections ..............................................................................................................6

5.7 Quarterly office inspections ................................................................................................7

5.8 Focused Inspections ............................................................................................................7



3



1 PURPOSE

The purpose of Element 9, Workplace Inspections is to identify positive and noncompliance

issues in the workplace. Inspections can identify inappropriate behaviors and hazards before

accidents occur. Regulations state that inspections should be conducted at a frequency that

ensures unsafe conditions do not develop. Those frequencies are defined through the

organizational risk assessment which assesses the risk for each task the organization conducts.

2 SCOPE

This program applies to all employees and contractors, all worksites, offices, equipment, tools

and vehicles.

3 OBJECTIVE

The objective of this program is to ensure that all employees, equipment, tools, workplaces and

vehicles have been inspected and that controls are effective and in place.

4 RESPONSIBILITIES

4.1 EMPLOYER


• Make resources available for the communication and enforcement of the of the inspection program.

• Maintains control, responsibility and accountability to provide a proper work environment and follow up procedures are in place to ensure employees are complying with the inspections program.



• Incorporate the company inspection program into meetings and discussions.


• Ensure inspection program has been written and that is is readily available to workers.

• Involve the workers in the development and/or review of the inspection program.

• Conduct regular inspections of their area of responsibility, to ensure safety the inspection program is being followed.

• Conduct inspections for all aspects in the workplace.

• Manage the inspection program.



4





• Promote company inspection program and maintains a positive attitude.

• Demonstrate a commitment to following the company’s inspection program on a consistent basis.

• Ensure the company’s inspection program is prominently posted.

• Enforces all established inspection program and work methods, and takes disciplinary action as necessary to ensure compliance with the rules.

• Ensure all workers have been trained to inspect tools, and equipment that they will be using.

• Conduct inspections of the workplace.

4.4 WORKERS


• Understand safety inspection requirements or asks the supervisor for clarification.


• Report any issues regarding inspections to the supervisor as soon as possible.

• Do not conduct work with any tool equipment or task that is unsafe.

• Inspect all PPE, equipment, tools and the workplace prior to starting each day, or before use.

4.5 CONTRACTORS


• Incorporate the company inspection program into meetings and discussions.


• Ensure inspection program has been written and that is is readily available to workers.

• Involve the workers in the development and/or review of the inspection program.

• Conduct regular inspections of their area of responsibility, to ensure safety the inspection program is being followed.

• Conduct inspections for all aspects in the workplace.

• Manage the inspection program.

4.6 VISITORS

• Report any hazards to their escort.



5



5 INSPECTIONS

Workplace BC states that “As an employer, you must ensure that regular inspections are made

of all workplaces, including buildings, structures, grounds, excavations, tools, equipment,

machinery and work methods, and practices, at intervals that will prevent the development of

unsafe working conditions.”

5.1 INFORMAL INSPECTIONS

Employees, supervisors and managers conduct ongoing inspections on a daily basis. Everyone

must constantly watch for unsafe acts and conditions. In many cases, an employee and

supervisor can correct a problem by discussing the act or condition before an incident occurs.

Situations that require additional corrective actions must be recorded by the supervisor for

follow-up.

Employees are often the first ones to see the potential of events occurring. If employees are

educated on hazard recognition, they can be effective in identifying potential incidents. Any and

all employees who identify substandard conditions should report them to their supervisor

immediately.

5.2 DAILY WORKSITE INSPECTIONS

Supervisors are responsible to conduct daily inspections of the work area to ensure that all

controls are in place and effective. They are responsible for ensuring at least the following:

• Clutter and poorly arranged areas.

• Untidy and dangerous piling of materials.

• Items that are in excess, obsolete, or no longer needed.

• Blocked walkways and doorways.

• Tools and equipment left in work areas instead of in material storage areas.

• Tools and equipment left in work areas instead of being returned to tool rooms, racks, cribs or chests.

• Fall protection programs developed and in use by workers.

• Workers wearing all PPE.

• PPE in good condition.

• Equipment inspections conducted.

• First aid equipment on site.

• Tools and equipment inspected.

• Control zones in place.

• Workers certificates and training up to date.

• All practices and procedures discussed with workers prior to conducting work.

• All access points are kept clear and clean.



6



5.3 MANAGEMENT QUARTERLY WORKSITE INSPECTIONS

It is of vital importance that management participate in the inspections process to foster a safety

culture. Therefore, management will participate in at least one inspection every quarter.

5.4 REGIONAL SAFETY COORDINATOR QUARTERLY WORKSITE INSPECTIONS

Every supervisor (and their worksites) must be inspected at least quarterly by either the safety

coordinator, or the regional manager. This inspection will be conducted in a report manner and

findings will be elaborate with a percentage of score out of 100% award. The report will be

reviewed with supervisors and workers on site and major findings shared corporately. Key items

reviewed will include:

• PPE.

• Training.

• Safety Meetings.

• Fall Protection Plan.

• Hazard Assessment.

• Supervisor Inspections.

• Emergency Preparedness.

• Control Zones.

• Hazard Assessments,

• SJP & SWP.

• Housekeeping.

• Equipment Inspections.

5.5 PRE-USE EQUIPMENT INSPECTIONS

Many types of equipment have systems such as controls, emergency controls, lights, brakes,

etc. that are vital to safe operation. These systems can be damaged or become substandard

between normal maintenance schedules. The operator completes check at the start of the work

shift or prior to operating a piece of equipment. There is a form that is required to be completed.

The form in many cases is dependent upon the manufacturer's specification.

5.6 SPECIAL INSPECTIONS

Special inspections are conducted following an incident and follows the same template as safety

coordinator and regional manager inspections.



7



5.7 QUARTERLY OFFICE INSPECTIONS

The steering safety committee will conduct quarterly inspections of the office. Key items

reviewed will include:

• Shelves and Cabinets are all attached to the wall,

• Access and Egress clear

• MSDS concerns are addressedI

5.8 FOCUSED INSPECTIONS

Site safety coordinators will conduct focused inspections based on the high risk activities being

conducted on-site. The site specific and field level risk assessments will determine the schedule

and requirements for focused inspections. These can include:

• Scaffold inspections,

• Formwork inspections,

• Hydro mobile inspections,

• Guard rail inspectionI

SAFETY MANAGEMENT

PROGRAM

ELEMENT 10: INVESTIGATIONS

ELEMENT 10 INVESTIGATIONS Occupational Health & Safety Program

2

Element 10 INVESTIGATIONS


TABLE OF CONTENTS

1 PURPOSE .................................................................................................................... 3

2 SCOPE ......................................................................................................................... 3

3 OBJECTIVE ................................................................................................................. 3

4 RESPONSIBILITIES .................................................................................................... 3

4.1 Employer ......................................................................................................................... 3

4.2 Safety Management team ............................................................................................... 3

4.3 Project management team ............................................................................................. 4

4.4 Workers ........................................................................................................................... 5

4.5 Contractors ..................................................................................................................... 5

4.6 Visitors ............................................................................................................................ 6

5 INCIDENT REPORTING .............................................................................................. 6

6 Pre-investigation activities ........................................................................................ 7

6.1 The Three Stages of Investigation ................................................................................. 7

7 INVESTIGATION PROCESS ....................................................................................... 8

7.1 Ensure no Further Danger .............................................................................................. 8

7.2 Ensure Injuries are Cared For ........................................................................................ 8

7.3 Preserve the Scene ......................................................................................................... 8

7.4 Get Information at the Scene ......................................................................................... 8

7.5 Interview the Witnesses and the Injured ....................................................................... 8

7.6 Determine the Cause ...................................................................................................... 8

7.7 Note the Contributing Factors ....................................................................................... 9

7.8 Write the Report and Make Recommendations ............................................................ 9

8 REPORTING & FOLLOW-UP ...................................................................................... 9

9 TRAINING .................................................................................................................. 10


3



1 PURPOSE

The purpose of Element 10, Investigation & Reporting is to provide a standardized procedure for

the investigation and reporting process. It provides proof of due diligence, steps to investigate

incidents, definitive cause, root cause analysis, and corrective actions. It also intends to ensure

further incidents can be prevented. Conducting investigating and reporting findings is a

regulatory obligation, and also a good safety management practice.

2 SCOPE

This program applies to all employees, contractors and visitors.

3 OBJECTIVE

The objective of this program is to provide proof of due diligence, define the steps of the

investigation process, determine definitive cause, conduct root cause analysis, and develop and

implement corrective actions. To ensure that all stakeholders understand the reporting process

and to ensure further incidents can be prevented.

4 RESPONSIBILITIES

4.1 EMPLOYER


• Review and sign off all lost time incidents.

• Reviews all outstanding incident recommendations quarterly.

• Provides the necessary resources to implement approved corrective and preventative actions.

• Establishes training requirements for personnel to conduct investigations.

• Maintains awareness of incidents that have occurred and the corrective actions that have been implemented.

• Supports the reporting of all incidents including near miss (close calls).

• Maintains control, responsibility, and accountability to make sure the appropriate steps are taken to ensure results and findings are communicated to the employees.



• Embraces and promotes the reporting of all incidents that have occurred in the workplace.

• Demonstrates a commitment to training and educating personnel that are expected to conduct incident investigations (Supervisors, Safety Reps., JHSC members).


4



• Reviews company incident statistics; trend reports, identifies and implements corrective actions if required.

• Takes the corrective steps, including the preventative/corrective actions to be approved and implement it in a timely manner.

• Conducts a monthly follow-up review and closes off corrective actions.

• Demonstrates a commitment to investigating all incidents that happen in your area of responsibility.

• Ensures all workers receive training and education in the reporting of incidents.

• Ensures corrective actions, under your control are fully implemented in a timely manner.

• Takes steps to immediately prevent further loss, injury or damage resulting from incidents.

• Secures the area of an incident scene to avoid disturbing the scene further (freeze the scene) if safe, to allow the investigation process to start.

• Arranges for written statements from witnesses and workers that were involved.

• Reviews all preventative/corrective actions with employees and ensures they are implemented.

• Reports all near misses, incident and accidents to safety coordinator and manager right away.

• Participates in the investigations for all incidents, near misses in their area of responsibility.

• Develops all incident statistics and reviews all outstanding incident recommendations monthly with the project management team and quarterly with senior management/employer.















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• Reviews all outstanding incident recommendations monthly with safety management team.

4.4 WORKERS


• Reports all incidents, accidents or near misses to the immediate supervisor.

• Takes steps to prevent further loss, injury or damage resulting from an incident.

• Does not disturb the incident scene.

• Participates in the investigations of incidents.

• Be part of the solution.

4.5 CONTRACTORS
















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• Reviews all outstanding incident recommendations monthly with safety management team.

4.6 VISITORS

• Report any hazards, near misses or incidents to their escort.

5 INCIDENT REPORTING

The company requires that employees report all incidents, injuries and near misses on the

worksite. The incidents, injuries and near misses are required to be reported to your Supervisor

and documented immediately. Supervisors will then report directly to the safety coordinator on

site. The safety coordinator will inform the employer and the project management team.

Everyone has a responsibility to report any type of accident, injury or incident to his or her

immediate Supervisor.

What needs to be reported?

The facts of what actually happened; what time it happened; the date; the name of the injured

and/or damage occurred; the type of injury or damage that occurred; what was being done at

the time of the incident.

What types of incidents need to be reported to WorkSafeBC?

• All incidents resulting in an injury (requiring medical treatment) or death;

• All causes of occupational illness;

• All incidents which involve property damage;

• All near-miss incidents that have the potential to cause serious injury or property damage;

• All structural failures, including those in buildings, excavations, or temporary structures;

• Any major releases of toxic substances;

• The injury, incident or near miss must be documented and a report submitted to the Supervisor immediately.

What types of incidents need to be reported to the employer?

• All of the above, And

• Any near miss, incident or accident.

Why do we need to Report?

The reason why we report incidents is not to place blame on anyone but to find out what

happened so we can prevent it from happening again, as well as maintain compliance with the

Occupational Health & Safety regulations.


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6 PRE-INVESTIGATION ACTIVITIES

Where practicable, the scene of an incident is required to be reported to the provincial

regulatory body and shall be left undisturbed until permission to clear the scene has been

granted by the regulatory officer. Exceptions include activities for rescue work or prevention of

further damage or injury, in which case, photographs and sketches of the incident scene should

be undertaken beforehand, where feasible.

• The investigative team shall include both a manager and worker representative that is

familiar with the work being investigated.

• The Company Incident Report Form shall be used for the investigation. Review any

available information relating to the incident, such as safe work procedures, drawings or

manufacturer's information.

• Prepare an Incident Investigation kit including: pencil/pen and paper, tape measure,

camera, flashlight and Incident Investigation Report Forms.

• Review the supervisors’ and workers’ personnel files and information on training

received, experience, previous incidents or injuries.

• Review the Investigation Checklist to assist in ensuring a thorough investigation is

carried out.

• A copy of the Incident Report Form, including recommendations, shall be forwarded to

the company manager within 24 hours of the occurrence.

6.1 THE THREE STAGES OF INVESTIGATION

Pre-Occurrence Stage

In the pre-occurrence stage are factors that permitted the sequence of events leading to the

incident. These may include company characteristics (trade, safety program, supervision, safe

work procedures, equipment maintenance, meeting minutes, etc.) and/or worker characteristics

(occupation, health, experience, training, disciplinary records, etc.).

Occurrence Stage

In the occurrence stage are immediate factors that occurred during the incident. These may

include what the person(s) involved was/were doing (task, specific activity, posture, location,

etc.), materials and equipment directly involved (type, brand, size, guarding, condition, etc.),

actions and movements that led to the accident or incident (fall, trip, slip, etc.), and

environmental characteristics (weather, lighting, noise, temperature, vapours, ventilation, etc.).

Post-Occurrence Stage

The post-occurrence stage includes factors that occur during the actual incident that minimized

or increased the seriousness. These may include the response time of emergency personnel,

first aid available on site, location and condition of emergency equipment, emergency plans,

personal protective equipment worn or unused.


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7 INVESTIGATION PROCESS

7.1 ENSURE NO FURTHER DANGER

Ensure that there is no further danger to yourself or others at the scene.

7.2 ENSURE INJURIES ARE CARED FOR

Ensure that the injured are cared for before proceeding with the investigation.

7.3 PRESERVE THE SCENE

Preserve the incident scene. This is important for the investigators as they will want a picture to

capture what actually happened as close as possible. For serious incidents, the scene shall be

preserved for the investigation by the provincial regulatory body. Failure to do so may result in

a penalty.

7.4 GET INFORMATION AT THE SCENE

The information required to obtain good facts includes the following:

• Date, time, location, conditions at time of incident,

• Name of persons involved, injured, bystanders, persons rendering aid,

• Measurements, drawings, an/or photos of the scene,

• Descriptions and conditions of equipment, machinery, tools, etc. involved; include any

other information that the investigator feels are relative.

7.5 INTERVIEW THE WITNESSES AND THE INJURED

Perform interviews after the incident as soon as possible. Interview witnesses individually.

Remain objective. Gather all the facts and then make your conclusions. Remember the

purpose of the exercise is to find the cause and prevent a reoccurrence.

7.6 DETERMINE THE CAUSE

Immediate Cause (Substandard Acts and Conditions)

The “immediate or direct causes” of accidents or incidents are the circumstances that

immediately precede the contact. They usually can be seen or sensed. Frequently they are

called “unsafe acts” (behaviors which could permit the occurrence of an accident) and “unsafe

conditions” (circumstances which could permit the occurrence of an accident or incident).


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Basic Cause (Personal Factors and Job Conditions)

The “basic or underlying causes” are the diseases or real causes behind the symptoms; they

are the reasons why the substandard acts and conditions occurred; the factors that, when

identified, permit meaningful management control. Understanding the basic cause can help

explain why people perform substandard practices.

To determine the most appropriate cause, consider all details of the investigation. Included,

where possible, the employee’s statement, and whether the incident was due to an ACT of the

employee, a CONDITION of the individual’s working environment or a PERSONAL FACTOR

inherent in the employee at the time of the incident or the onset of illness.

7.7 NOTE THE CONTRIBUTING FACTORS

Contributing factors are events, conditions, equipment, practices, etc., that increase the

likelihood of the incident occurring. Other factors include what might have increased (or could

have decreased) the severity of the injuries.

7.8 WRITE THE REPORT AND MAKE RECOMMENDATIONS

Be complete. Include as much information as possible and try to make recommendations that

will prevent this incident from occurring again. For each contributing factor there must be a

suitable recommendation for correction. For each recommendation there must be a person

responsible for implementation and completion by an assigned date. Each recommendation

must be documented and tracked in the corrective action log.

8 REPORTING & FOLLOW-UP

The report shall contain the following information:

• The date, time and place of the incident.

• A description of the incident.

• The cause of the incident, including any incidental contributory factors, conditions, acts

or procedures.

• The names of all persons who were injured, diseased, disabled or killed, along with the

nature of their employment and the names of witnesses.

• The names of all persons who conducted the investigation.

• Corrective action, if any is to be implemented, the person responsible and when it is to

be completed.

Copies of the incident investigation report shall be:

• Retained by the Supervisor.


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• Forwarded to the Manager who will forward it to the respective Provincial regulatory

body, if required.

Follow-Up

As soon as practical, the company shall institute corrective action and bring it to the attention of

all workers who are, or can be, affected by the report.

Incident investigation reports and applicable recommendations shall be utilized as diagnostic

topics for safety and health meetings and presentations.

The Manager of that particular area of responsibility shall determine if the recommendations

have been acted upon in an appropriate manner. If no change takes place as a result of an

investigation, then submit a supplementary report with the same delivery.

9 TRAINING

It is important that the company ensures those that are conducting investigations are qualified

and competent. The training will cover the following topics:

• The completion of an investigation including recommendations for hazard control, follow-

up and estimated cost.

• Collect investigation data,

• Evaluate collected data during an investigation

• Write effective reports

• Know how to preserve evidence and keep an incident scene safe

• Monitor and follow-up on recommendations

SAFETY MANAGEMENT

PROGRAM

ELEMENT 11: EMERGENCY

PREPAREDNESS

ELEMENT 11 EMERGENCY PREPAREDNESS Occupational Health & Safety Program

2

Element 11 EMERGENCY PREPAREDNESS


TABLE OF CONTENTS

1 PURPOSE ............................................................................................................................ 3

2 SCOPE ................................................................................................................................. 3

3 OBJECTIVE .......................................................................................................................... 3


4.1 Employer ..................................................................................................................................3

4.2 Safety Management team .........................................................................................................3


4.4 Workers ...................................................................................................................................4

4.5 Contractors...............................................................................................................................4

4.6 Visitors .....................................................................................................................................4

5 GENERAL REQUIREMENTS ................................................................................................... 4

6 Communication .................................................................................................................. 5

7 EMERGENCY COORDINATION ............................................................................................. 5

7.1 Emergency Evacuation ..............................................................................................................5

7.2 Crisis Communication ...............................................................................................................6

7.3 Fact Gathering ..........................................................................................................................6

7.4 Key Message Statement ............................................................................................................6

7.5 Employee Communications .......................................................................................................6

8 Medical Emergencies .......................................................................................................... 6

9 Power Line Contact ............................................................................................................. 7

10 Fire ................................................................................................................................... 8

11 Threats of Violence ........................................................................................................... 8

11.1 Outside threats .......................................................................................................................8

11.2 Inside threats ..........................................................................................................................9


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1 PURPOSE

The purpose of Element 11, Emergency Preparedness Program is to provide information to all

employees about the circumstances related to emergency situations and the actions we should

do to ensure the safety of all. Emergency response procedures have been developed for

everyone's personal safety and protection.

2 SCOPE

This program applies to all potential emergencies that are foreseeable for all workplaces.

3 OBJECTIVE

The emergency preparedness policy establishes minimum requirements to ensure the safety of

all employees, contractors and the general public. This policy ensures that workplace hazards

are identified, through hazard assessments of planned jobs/tasks and that proper equipment is

available for each employee in case of emergency. The company is required to conduct a

hazard assessment annually to identify potential emergencies and develop policies and

procedures that ensure their risks are mitigated.

4 RESPONSIBILITIES

4.1 EMPLOYER


• Provide sufficient resources, materials, equipment and education.

• Review and approve emergency response plans.

• Handle media relations. And,

• Contact any families of injured workers.



• Develop site specific ERPs.

• Inform all supervisors and safety officers of their responsibilities regarding the ERP details.

• Develop a drawing indicating gates, designated emergency meeting points, control point, and an emergency security program for offices and shops.

• Assume leadership of the emergency response team.


4



• Verify that the ERP is implemented.

• Provide training for all work parties.

• Test EP plans annually, identify opportunities and implement corrective actions.



• Review site specific ERPs.


• Be knowledgeable of the site specific ERP.

4.4 WORKERS


• Understand the ERP for their work area; and

• Participate in emergency response training and testing of the emergency response plan.

4.5 CONTRACTORS


• Review site specific ERPs.


• Be knowledgeable of the site specific ERP.

4.6 VISITORS



5 GENERAL REQUIREMENTS

All work locations will have an ERP based on a site hazard assessment that includes:

• Fire response.

• Medical emergency.

• Emergency contacts.

• Certified first aid personnel.

• Spills, leaks, and release of hazardous materials. And

• Natural disasters.

• Location of medical facilities.

• Muster points.

• Evacuation routes.

• Emergency contact list including:


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o THE COMPANY site supervision. o Project management. o Client representatives. o HSE department. o Government agencies. o Medical transportation services (land and air). o Medical services. o Utility providers. o Emergency response.

6 COMMUNICATION

This ERP will be communicated to workers as part of the company and site-specific orientations

and made available and posted in conspicuous locations. The following will be discussed:

• First aid kit locations,

• Fire extinguisher locations,

• Evacuation routes and emergency assembly/muster points,

• Controlled product storage,

• Utility shutoffs, and

• Environmental spill kit (when required).

7 EMERGENCY COORDINATION

The safety coordinator and site supervisors (or other designates) must be able to respond to

any emergencies that may occur. All employees and subcontractors should participate fully

during emergencies.

7.1 EMERGENCY EVACUATION

All workers on a project will be required to comply with the following procedure when notified of

an evacuation of the project:

• All work to be stopped,

• All loads to be lowered if possible,

• Equipment and energy sources to be shut down,

• All workers to proceed to the nearest designated emergency point,

• Workers to report to a supervisor for a name check-off (foremen will assist in name check-off),

• Site security measures to be established in the area as necessary to keep non- essential people well back, and

• Work to be resumed only under the direction of the safety coordinator.


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7.2 CRISIS COMMUNICATION

The following Crisis Communications Plan will be instigated upon the decision by the safety

coordinator in consultation with senior management that the emergency is deemed a crisis.

7.3 FACT GATHERING

The safety coordinator is responsible to evaluate information regarding the crisis to verify that

the information is accurate. This information will be forwarded to senior management to assist

with the accurate communication of the crisis.

7.4 KEY MESSAGE STATEMENT

The company owner or designate will prepare the Key Message/Statement.

7.5 EMPLOYEE COMMUNICATIONS

When possible, worker communication will precede media communication. The safety

coordinator is responsible to communicate the facts of the crisis to workers as soon as

reasonably possible and keep workers updated. This communication will be the same key

message communication that is prepared for the media.

If it is determined that the crisis may be a regional, national, or international news story, the

owner or delegate will determine timing of mass worker communications.

8 MEDICAL EMERGENCIES

Every project will have first aid facilities and personnel as specified by the Provincial

Occupational First Aid Regulation. First aid attendant(s) are individually and collectively the front

line of first aid for any medical emergency occurring to employees, contract personnel and

visitors. First aid for a medical emergency will normally occur at the location of the injured

person. If the injured person is mobile, first aid will be performed in the first aid facility.

Immediately report all work-related injuries and diseases to the supervisor and first aid. In the

event of a serious accident (fatality or accident resulting in a critical condition with a risk of

death), nothing must be removed from or changed at the accident location before a WCB

representative has given clearance to do so, except where necessary to facilitate rescue

operations or to prevent imminent injury.


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9 POWER LINE CONTACT

The company will endeavour to have power lines in the work area guarded, rerouted or de-

energized prior to commencement of work. The Project Manager, along with the Supervisors,

must contact Provincial Hydro Authorities to arrange a pre-planning meeting to analyze any

potential power line hazards. Maintaining a safe distance from all electrical conductors is the

best way to prevent power line accidents. If for some unforeseen circumstance contact with an

energized conductor occurs, the following must be taken into consideration:

• If you are in mobile equipment, remain inside the cab and do not panic, you are safe where you are.

• Alert other personnel to what has happened and instruct them to keep their distance from any machine, load, lines or ground affected by the power lines. The machine, load, lines and the ground will carry electrical current.

• Try to remove the contact by moving the equipment away from the line in the reverse direction to which contact was made (for example, if you swung left into the wire, swing right to break the contact). Caution: once an arc has been struck, it can draw out a considerable distance before it breaks. Keep moving away from the line until the arc breaks and then continue mov-ing until you are at least 6 m (20 ft.) away from the line. Caution: If a crane's ropes appear to be welded to the power line, do not move away from the line as it may snap and whip. Stay where you are until help arrives.

• If mobile equipment cannot be moved away or disengaged from the contact, remain inside the mobile equipment until the electrical authorities de-energize the circuit and confirm that conditions are safe.

• Completely inspect equipment that has contacted a power line for possi-ble damage caused by the electrical con-tact. Affected sections of wire rope should be replaced if it touched a line since the arc is usually of sufficient power to weld, melt or badly pit the rope.

• Report every incident involving contact with a live line to your supervisor who will in turn notify the electrical utility so that inspections and repairs can be made to prevent damaged power lines from failing at a later date.

• If it is necessary for the operator to leave mobile equipment while it is still in contact with the electrical conductor, they must jump clear. They must never step down allowing part of their body to be in contact with the ground while any other part is touching the machine.

• Because of the hazardous voltage differential in the ground, the operator should jump with his feet together, maintain balance and shuffle or hop slowly across the affected area. Do not take large steps because it is possible for one foot to be in a high voltage area and the other to be in a lower voltage area. The difference between the two can kill.


8



10 FIRE

• Attempt to extinguish the fire if there is a fire extinguisher or water source close by. If you are unable to put the fire out, immediately evacuate the area.

• Contact your supervisor and notify them as to the location of the fire.

• Evacuate the building or area of all workers and proceed to the designated muster point.

Fight the fire ONLY if:

• The fire is small and confined to its area of origin, AND

• You have a way out and your back is to the exit, AND

• You have the proper extinguisher, in good working order, AND you know how to use it.

• If you are not sure of your ability or the fire extinguisher’s capacity to contain the fire, leave the area.

Large fires:

• If the fire is of a size that is unsafe to fight by extinguishers, notify your supervisor immediately.

• Supervisors will contact the water truck to report to the fire.

• Supervisor will contact the Manager and Safety Coordinator immediately upon notification of a fire.

• If the internal rescue team is needed and available, the Safety Coordinator will enact the call list to contact all rescue personnel to report to the affected area.

• Once on scene, the rescue team coordinator will assume command of the situation.

11 THREATS OF VIOLENCE

11.1 OUTSIDE THREATS

The following is a guideline for threats to the company and its employees’ from an outside entity

not associated with the company. These threats may include: bomb threats or terrorist attacks

etc.

• If a worker finds a suspicious package they are to contact their supervisor immediately and evacuate the surrounding area.

• The supervisor is to contact the Manager, Safety Coordinator and the emergency response via 911.

• Evacuation procedures are to commence immediately upon notification.

• If an employee receives a threat of violence over the phone they are to try and get as much information as possible.

o Gender of caller o Possible age o Any identifiable accents o Demeanor of caller ( angry, calm, distressed etc)


9



• While on the phone, try and get another worker to contact your supervisor, Manager and Safety Supervisor. Do not engage the caller in such a way that they may become more agitated.

• The area in question is to evacuate immediately and 911 called.

• If at any time you feel that you are in immediate danger, hang up the phone and evacuate.

• The affected area is not to be entered until local emergency response can confirm or deny the threat. All entrances to the quarry are to be blocked off and guarded so that there is no unauthorized entry.

• Re-entry into the claim is only allowed upon positive notification from the emergency response that the area is safe to do so.

11.2 INSIDE THREATS

The following is a guideline for threats to the company or its employees’ from a person already

on the claim. This may include: threats of physical violence to property or employees.

• Never engage with a person that is in an agitated state. Contact your supervisor immediately.

• The Manager and Safety Supervisor are to be contacted immediately.

• If possible, talk to the person in a calm demeanor in order to try and keep them calm.

• Never put yourself in immediate harm's way. If the person becomes violent towards you, back away and seek a safe refuge.

• The supervisor will contact 911 if it is needed.

• It is best to control the scene and not let unwanted personnel into the area. The job of controlling an agitated person will always lie with the emergency response.

• If, due to a threatening person, a worker is injured, contact first aid immediately. Procedures for an Injured Worker are to be followed when it is safe for all parties involved to do so.

SAFETY MANAGEMENT PROGRAM

ELEMENT 12 RECORDS & STATISTICS

ELEMENT 12 RECORDS & STATISTICS Occupational Health & Safety Program

2

Element 12 RECORDS & STATISTICS


TABLE OF CONTENTS

1 PURPOSE .................................................................................................................... 3

2 SCOPE ......................................................................................................................... 3

3 OBJECTIVE ................................................................................................................. 3

4 RESPONSIBILITIES .................................................................................................... 3

4.1 Employer ......................................................................................................................... 3

4.2 Safety Management team ............................................................................................... 3

4.3 Project management team ............................................................................................. 3

4.4 Workers ........................................................................................................................... 4

4.5 Contractors ..................................................................................................................... 4

4.6 Visitors ............................................................................................................................ 4

5 RECORDS ................................................................................................................... 5

6 EXPERIENCE RATING ASSESSMENT (ERA) ........................................................... 8

7 INCIDENT AND INJURY RATES ................................................................................ 9


3



1 PURPOSE

The purpose of this element is to define the timelines for record retention and to discuss the statistical analysis of safety performance for the organization.

2 SCOPE

The organization will collect leading and lagging indicators based on records of safety activity summaries for all worksites, offices and activities required by Legislation and determined by the organization.

3 OBJECTIVE

The objective of keeping records and tracking statistics is to ensure the company utilizes a systematic approach of measuring safety performance from leading and lagging indicators.

4 RESPONSIBILITIES

4.1 EMPLOYER

It is the responsibility of the employer to:

• Make sure that records and statistics include the data necessary for the computation of incident and injury rates of employees.

• Uses this information in the Health and Safety Management System to assist in the identification of trends and measures to be undertaken to improve incident prevention.

• Ensures a system is established to maintain and communicate records to the appropriate agency or employees.

• Sets health and safety targets and goals for the company based on statistical analysis.

• Maintains control, responsibility and accountability for ensuring the Company’s records and documentation is accurate, appropriate and well maintained.



• Coordinates and manages the program.






• Develops monthly reports for management and the employer to review.

• Provide training to employees on their associates responsibilities relating to their tasks.



• Demonstrates a commitment to completing documentation.

• Ensures that all reports are accurately completed and submitted in a timely manner.

• Ensures the reports meet the regulatory and/or manufacturer's’ standards.


4



• Checks equipment records (i.e. maintenance records, logbooks, invoices or work orders) to verify that corrective actions have been completed. Are times, dates and signatures recorded?

• Enforces all established reporting procedures and practices as set forth by laws, regulations and manufacturer's’ specifications. Takes disciplinary action if necessary to ensure compliance with these procedures/specifications.

• Analysis of safety records and documentation for trends.

• Incorporates preventative maintenance and awareness within the organization.

• Reviews health and safety records and reports to identify and implement corrective actions.

• Takes a positive, proactive approach to health and safety records and documentation.

4.4 WORKERS


• Participate in the records and statistic program specific to their work tasks.

4.5 CONTRACTORS


• Demonstrates a commitment to completing documentation.

• Ensures that all reports are accurately completed and submitted in a timely manner.

• Ensures the reports meet the regulatory and/or manufacturer's’ standards.

• Checks equipment records (i.e. maintenance records, logbooks, invoices or work orders) to verify that corrective actions have been completed. Are times, dates and signatures recorded?

• Enforces all established reporting procedures and practices as set forth by laws, regulations and manufacturer's’ specifications. Takes disciplinary action if necessary to ensure compliance with these procedures/specifications.

• Analysis of safety records and documentation for trends.

• Incorporates preventative maintenance and awareness within the organization.

• Reviews health and safety records and reports to identify and implement corrective actions.

• Takes a positive, proactive approach to health and safety records and documentation.

• Coordinates and manages the program.






• Develops monthly reports for management and the employer to review.

• Provide training to employees on their associates responsibilities relating to their tasks.

4.6 VISITORS



5




5 RECORDS

Only Elements with specific record keeping requirements are discussed in this section. This list is not comprehensive and will require updating as information is discovered. Length of Employment = LOE Length of Organization = LOO Length of Use = LOU Best Practice = BP

ELEMENT 1 POLICY

Record Retention Regulation Comments

Policy Statement Review LOE/LOO Guidelines – OHSR.

All employees are responsible to review the policy statement annually. A designated Senior Management or Owner will accept and sign a copy annually. These documents will be kept on file for the lifetime of the organization.

ELEMENT 2 HAZARD ASSESSMENT


Organizational risk assessment and risk registry

LOO Is to be reviewed annually by management and safety teams.

Site specific risk assessments 3 years OHSR 8.4

To be reviewed as operations and procedures change by management and safety teams. Retained for 3 years following project completion. This includes contractor documents.

Task specific risk assessments

3 years Retained for 3 years following task completion. This includes contractor documents.

Asbestos risk assessments 10 years OHSR 6.32

This includes contractor documents.

ELEMENT 3 SAFE WORK PRACTICES


Safe work practices LOO OHSR 3.3(c)

It is a requirement of regulations to instruct workers in their tasks. SWP’s are part of the instruction process. They also show that the employer has analyzed their workplace tasks.

Safe work practice review LOO Guidelines – OHSR.

Is to be reviewed annually by management teams.


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ELEMENT 4 SAFE JOB PROCEDURE


Safe job procedure LOO OHSR 3.3(c)

It is a requirement of regulations to instruct workers in their tasks and that the employer develop SJP’s for all identifiable critical tasks. SJP’s are part of the instruction process. They also show that the employer has analyzed their workplace tasks and broken them down into steps.

Safe work practice review LOO Guidelines – OHSR.

Is to be reviewed annually by management and safety teams.

ELEMENT 5 COMPANY RULES


Non-Compliance Orders LOE OHSR 3.3(f)



Training 3 years Guidelines – OHSR.

This could be kept for LOE in personal files.

Inspections Prevention Manual Policy D12-196-1 & D12-196-3

Maintenance LOU OHSR 8.3(B) Prevention Manual Policy D12-196-1 & D12-196-3

While the regulations do not state record keeping requirements. Due diligence states records should be kept of safety activities.

ELEMENT 7 PREVENTATIVE MAINTENANCE


7




Crane LOE OHSR 14.37 & 4.9 OHSR 14.15 OHSR 14.14 & 4.9

Reasonably available for operators and maintenance personnel

Movable work platform LOE OHSR 13.72 & 4.9


Machines and Equipment OHSR 4.9

Refers to specific machinery noted in other parts of the regulation that require inspection & maintenance records. Reasonably available for operators and maintenance personnel

Facilities LOE

Mobile Equipment LOE OHSR 16.3 & 4.9




Orientations 3 years OHSR 3.25

Training 3 years Guidelines – OHSR.

Safety meetings LOO OHSR 3.3 (f)



Worksites LOO OHSR 3.3 (f)

Equipment LOO OHSR 3.3 (f)


8



PPE LOO OHSR 3.3 (f)

ELEMENT 10 INVESTIGATIONS


Investigations LOO OHSR 3.3 (f)

ELEMENT 11 EMERGENCY PREPAREDNESS PLANS


Worksite EPP’S 3 YEARS OHSR 3.3 (f)

Following the completion of a job.

OFFICE LOO

ELEMENT 14 JOHS COMMITTEE


Meeting minutes LOO OHSR 3.3 (f)

JOHS Training 3 Years

ELEMENT 15 OCCUPATIONAL HEALTH


Hearing test LOE OHSR 7.9

Comprehensive HA must be completed and risk registry developed to complete this section.

ELEMENT 16 FIRST AID


FIRST AID 3 Years OHSR 3.19

6 EXPERIENCE RATING ASSESSMENT (ERA)

All provinces have a ERA that evaluates your corporate performance based on the ratio of an employer's claims cost and assessable payroll versus the total claims cost and assessable payroll for the class, or industry you work in. An employer with a good ratio of claims cost to the assessment could obtain a reduction in premiums. Employers with bad ratios will be placed in surcharge. It is important that we understand that working safe and keeping workers at work is essential.


9



7 INCIDENT AND INJURY RATES

Incident and injury rates will be compiled in accordance with the American National Standards Institute (ANSI) Z16.4 code. This information will be used to evaluate:

• The trends of employees’ serious injuries.

• Identify a cost to the employee injured (medical/compensation).

• Relative need for activities designed to promote safe work practices and procedures.

• Effectiveness of activities designed to promote safety activities.

• Progress being made in improving an employee's injury experience within their work environment and foundation for general analysis of injury categories to assist in prioritizing injury prevention efforts.

The injury frequency rate and injury severity rate as set in the American National Standards institute (ANSI) Z16.4 Code are two commonly used indicators. The Injury Frequency Rate is calculated as follows:

No. of lost time cases x 200,000 No. employee - hours of exposure

A recordable case is an injury incident which results in one or more lost work days other then the day of the accident. The Injury Severity Rate is calculated as follows:

No. work days lost x 200,000 No. employee - hours of exposure

SAFETY MANAGEMENT

PROGRAM

ELEMENT 13 LEGISLATION



2

Element 13 LEGISLATION


TABLE OF CONTENTS

1 PURPOSE ........................................................................................................................ 3

2 SCOPE ............................................................................................................................. 3

3 OBJECTIVE ..................................................................................................................... 3


4.1 Employer & Senior Management ........................................................................................3

4.2 Project Management Team ..................................................................................................3

4.3 Safety Management Team ...................................................................................................4

4.4 Workers .................................................................................................................................4

4.5 Contractors ...........................................................................................................................5

5 LEGISLATION ................................................................................................................. 6

5.1 Federal Legislation ....................................................................................................................6

5.2 Criminal Code of Canada ...........................................................................................................6

5.3 Legislation Based on Geography ................................................................................................6



3



1 PURPOSE

The purpose of Element 13, Legislation is to provide guidance to health and safety regulations

that are constantly being revised and updated by government agencies to meet social demands.

The company is committed to complying with all the health and safety regulations. Management

recognizes the importance of employees’ health and safety, and the role it plays in the

prosperity of everyone in the company.

2 SCOPE

Legislation applies to any individual or organization conducting any activity on all of the

company’s property.

3 OBJECTIVE

Legislation must be the guideline for a health and safety management system. When the

system is based on legislation and is used effectively it facilitates a successful health and safety

program, which contributes to the organization as a whole.

4 RESPONSIBILITIES

4.1 EMPLOYER & SENIOR MANAGEMENT

The Senior Manager has the responsibility to provide the high-level control of compliance with

health and safety legislation, as it is vital to the safety of workers and the company assets.

Responsibilities & leadership skills include:

• Maintains an awareness of the application and execution, in order to comply with the health and safety legislative requirements.

• Maintains control, responsibility and accountability for ensuring the legislation is readily available and appropriate steps are taken to ensure employees can comply.


The Manager has the responsibility to provide leadership and support within the operation to

ensure workers comply with the health and safety legislative requirements. Responsibilities &

leadership skills include:

• Demonstrates a commitment in the compliance of legislative requirements.

• Incorporates legislative requirements into meetings and discussions.

• Reviews inspection, disciplinary action and investigation reports to ensure legislative requirements are complied with.



4



• Takes corrective steps; disciplinary action if necessary, in an appropriate and consistent manner to address issues of non-compliance.

• Takes a positive and proactive approach to incorporate legislative requirements.

• Ensures copies of relevant legislation are made available and posted for workers.

• Utilizes the appropriate government legislation when planning work.

• Remind employees of their legislative rights and responsibilities.

• Understands regulatory reporting requirements.


• Demonstrates a commitment to following the legislative requirements consistently.


• Ensure workers understand where to obtain a copy of the legislation.




• Enforces all established health and safety laws and regulations and work methods, and takes disciplinary action as necessary to ensure compliance with these rules.


• Maintains control, responsibility and accountability for ensuring the legislation is readily available and appropriate steps are taken to ensure employees can comply.

4.4 WORKERS

Employees have a responsibility to comply with all health and safety legislation and to perform

assigned duties in a safe manner. Responsibilities & leadership skills include:

• Maintains a positive safety attitude.

• Responsible to work within the legislative requirements.

• Understands that workers have three basic legislative "rights" as follows. Workers have three fundamental legislative rights: Right to participate

Employees have the right to participate in the protection of their own health and safety (this is

generally done through safety meetings).

Right to know

The company must provide health and safety information to employees for their protection

(health and safety program, MSDS, policies).



5



Right to refuse

If a worker has reasonable cause to believe that to carry out any work process would create an

undue hazard to the health and safety of any person, he/she has the right to refuse work. Under

such circumstances, the following order of actions must take place:

1. Immediately Report Conditions: The worker must immediately report the

circumstances of the unsafe condition or matter to the supervisor or employer. The

supervisor or employer receiving the report must investigate the matter and ensure that

any unsafe condition is remedied. OR if the employee’s personal opinion that is report is

deemed invalid, then the supervisor must inform the person who made the report.

2. Investigate: If step one does not resolve the matter, and the worker continues to refuse

to carry out a work process, the supervisor or employer must further investigate the

matter. This investigation must be carried out in the presence of the worker who made

the report and in the presence of a worker representative of the joint health and safety

committee OR a worker who is selected by a trade union representing the worker. OR if

there is no joint committee or the worker is not represented by a trade union, any other

reasonably available worker must be selected by the worker who made the report

3. Contact Provincial Regulatory: If this matter is still not resolved and the worker

continues to refuse to carry out a work process, both the supervisor or employer and the

worker must immediately notify a Provincial regulatory body officer to investigate the

matter and take whatever necessary actions.

No worker is to be disciplined for acting in compliance with these steps. The worker is

assigned temporary alternative work at no loss in pay until the matter is resolved. This is not

considered to be disciplinary action.

4.5 CONTRACTORS

• Demonstrates a commitment in the compliance of legislative requirements.

• Incorporates legislative requirements into meetings and discussions.

• Reviews inspection, disciplinary action and investigation reports to ensure legislative requirements are complied with.

• Takes corrective steps; disciplinary action if necessary, in an appropriate and consistent manner to address issues of non-compliance.

• Takes a positive and proactive approach to incorporate legislative requirements.







6



5 LEGISLATION

Regulation is an ordinance, a law, or a directive set by an organization or agency, such as the

government, for control of people and their environment.

5.1 FEDERAL LEGISLATION

The federal and provincial government legislate health and safety regulations and laws (within

their jurisdictions). This legislation covers, various health and safety duties for employers and

workers, and provides laws, which protect the rights of workers.

Comprehensive regulations addressing various types of workplace hazards have been adopted

under these laws. The acts and regulations promote a system of self-compliance. When self-

compliance fails, the government can enforce mandatory compliance.

5.2 CRIMINAL CODE OF CANADA

Amendments to the Criminal Code of Canada (Bill C-45) also included the right for police to

conduct a criminal investigation of a workplace accident. "Criminal negligence" is possible

charges against the organization, its managers or senior management, should an investigation

find that there was a "wanton or reckless disregard" for worker or public safety.

5.3 LEGISLATION BASED ON GEOGRAPHY

The various acts and regulations found in the federal, provincial and territorial documents are

the building blocks of a company’s health and safety program.

The company’s health and safety program addresses the pertinent health and safety rights,

roles and responsibilities of both the employer and employees. Copies of the federal and

provincial or territorial Occupational Health and Safety (OH&S) Acts & Regulations (and any

other associated acts & regulations) must be available to employees online, as well as printed

copies in each office and site office.

Although there are no standards, the regulations associated with the various Occupational

Health and Safety Acts and/or Workers' Compensation Acts cover various topics including Fall

Protection, First Aid requirements, Asbestos Safety, etc. There is little consistency between the

regulations of the various provinces and territories. Therefore, it is vitally important that

employees become familiar with the acts and regulations pertinent to their locations.

The foundation of the OH&S and Regulations in the various jurisdictions is based on the

concept of Internal Responsibility System, which is the shared responsibility for health and

safety at the workplace between employer, supervisor, employee, constructor, etc.

http://www.ccohs.ca/oshanswers/legisl/irs.html

http://www.ccohs.ca/oshanswers/legisl/irs.html

SAFETY MANAGEMENT

PROGRAM

ELEMENT 14 JOINT OCCUPATIONAL

HEALTH & SAFETY COMMITTEE

ELEMENT 14 JOHS COMITTEE


2

Element 14 JOHS


TABLE OF CONTENTS

1 SAFETY COMMITTEE POLICY STATEMENT .............................................................. 3

2 PURPOSE ........................................................................................................................ 3

3 SCOPE ............................................................................................................................. 3

4 OBJECTIVE ..................................................................................................................... 3


5.1 Employer ..................................................................................................................................3

5.2 Committee Members ................................................................................................................4

5.3 Committee Chairpersons ...........................................................................................................4

6 MEMBERSHIP SELECTION & COMPOSITION ............................................................ 4

6.1 JOHS Steering Committee ..........................................................................................................4

6.2 Worksite JOHS Committees .......................................................................................................5

7 Duties & Functions ........................................................................................................ 5

8 Records ........................................................................................................................... 6

8.1 Agenda and Minutes .................................................................................................................6

9 Meetings .......................................................................................................................... 6

10 Assistance Resolving Disagreements ...................................................................... 6

11 Worker Comments ....................................................................................................... 6

12 Communication ............................................................................................................ 6

12.1 Recommendations ..................................................................................................................6

13 TRAINING ...................................................................................................................... 7



3

Element 14 JOHS


1 SAFETY COMMITTEE POLICY STATEMENT

The Joint Occupational Health and Safety Committee (JOHS) must be maintained at all times,

consistent with the requirements of the Terms of Reference. All workplaces with 20 or more

employees at the same workplace for a month or greater requires a Joint Health and Safety

Committee. If there are 10 to 19 employees at the same workplace for a month or greater, a

Worker Representative(s) is required to ensure there is two-way communications about safety

related issues between employees and the company.

The company fully supports the work of the JOHS in making our company a safer place to work

and endeavors to cooperate with the JOHS whenever possible. All senior management,

supervisors and employees are expected to extend their full cooperation and support to the

committee and its individual members.

2 PURPOSE

The purpose of the Joint Occupational Health & Safety Committee is to help establish a

Joint Health & Safety Committee is to participate in, and promote the development of an

active safety management system; to create and maintain interest in health and safety

program activities with the entire workforce.

3 SCOPE

This program applies to each worksite.

4 OBJECTIVE

The objective of this program is to establish a functional safety committee that develops,

reviews and make suggestions about the company's safety management system and

communicates with the workforce.

5 RESPONSIBILITIES

5.1 EMPLOYER

The employer has the responsibility to respond to employees’ queries and/or complaints

regarding safety matters and provide information and assistances as requested by the

JOHS. Specific responsibilities include:

• Make resources available to communicate and enforce legislation.

• Make resources available for the training and communication of the JOHS members.

• Hold JOHS members accountable for conducting their duties.

• Establish training and communication of the committee as a high priority.

• Maintain awareness of JOHS concerns and issues.



4

Element 14 JOHS


5.2 COMMITTEE MEMBERS

The Committee aids and advises both management and workers on matters of health and

safety pertaining to operations. Specific responsibilities include:

• Monitor safety activities.

• Provide educational information.

• Actively participates and promotes safety and training program(s). Evaluates safety training.

• Actively participates in inspections of facilities and equipment to detect unsafe conditions and/or practices.

• Participates in investigations and review the causes of incidents or injuries, and suggests recommendations for corrective/preventive measures.

• Assists with the implementation of recommended corrective/preventive measures.

• Listens to and solicits suggestions by workers, and makes appropriate recommendations.

• Promotes compliance of health and safety legislation.

• Carries out any other duties and functions prescribed by regulation.

5.3 COMMITTEE CHAIRPERSONS

One Co-Chairperson is to be selected by the labor representatives. One Co-Chairperson is to

be selected by the employer representatives to participate in the JOHS. Specific

responsibilities include:

• Demonstrates leadership qualities, confidence and maintains respect of other members.

• Actively monitors and controls the meeting.

• Encourages and maintains an unbiased viewpoint.

• Actively listens to all committee members

• Reviews the previous minutes and materials for accuracy.

• Actively works together with members on the preparation of the agenda.

• Records, documents, and maintains a file of committee activities.

• Circulates and posts the committee minutes for members and the work force.

• Ensures all members are notified prior to committee activities and meetings.

6 MEMBERSHIP SELECTION & COMPOSITION

The company’s JOHS member represents their portion of the work group. The selection and

membership of these members should accurately represent their workforce.

6.1 JOHS STEERING COMMITTEE

• At least four (4) regular members, two (2) alternate from either workers and/or management, employed and experienced in the type of work carried out.

• Members chosen must represent the employees and management but under no circumstances may the management’s representatives outnumber those of labour.



5

Element 14 JOHS


• Co-Chairperson(s) are elected from and by the members of the JOHS, one (1) labour and one (1) management.

6.2 WORKSITE JOHS COMMITTEES

• The general contractor’s representatives will include a member of the safety management team and the project management team.

• Each committee will be co-chaired by the site safety coordinator and a representative from the trades.

• At least one member from each trade onsite. If companies have sub-contractors, they are responsible to involve them in all applicable processes such as JOHS meeting minute reviews and worker questions.

• Committee members should participate for the length of the project. If they need to be replaced the employer will provide a suitable replacement will be provided.

• If committee members have holiday or day off during the meeting time a suitable replacement will be provided.

7 DUTIES & FUNCTIONS

• Identify situations that may be unhealthy or unsafe for workers and advise on effective systems for responding to those situations.

• Consider and expeditiously deal with complaints relating to the occupational health and safety of workers.

• Consult with workers and the employer on issues related to occupational health and safety and its environment.

• Make recommendations to improve the occupational health and safety of workers and compliance with the regulations, and monitor its effectiveness. Recommendations are made to both the employer and the workers

• Make recommendations to the employer on educational programs promoting the health and safety of workers and compliance with the Regulation, and monitor their effectiveness.

• Advise the employer on programs and policies required under the Regulation for the workplace and monitor their effectiveness.

• Advise the employer on proposed changes to the workplace or the work processes that may affect the health or safety of workers.

• Ensure that incident investigations and regular inspections are carried out as required by the Regulation.

• Participate in inspections, investigations and inquiries as provided by the Regulation.

• When necessary, request information from the employer about: o Known or reasonably foreseeable health or safety hazards to which workers at the

workplace are likely to be exposed. o Health and safety experience and work practices and standards in similar or other

industries of which the employer has knowledge. o Carry out any other duties and functions prescribed by the Regulation.



6

Element 14 JOHS


8 RECORDS

The committee keeps accurate records of all matters that come before it. The committee

maintains copies of its minutes for a period of at least 3 years from the date of the joint health

and safety committee meeting to which they relate (recommended life of project plus three

years). (Note first aid records should be kept for at least 3 years; education and training related

records should be kept for at least 3 years after the training session.)

8.1 AGENDA AND MINUTES

• The co-chairs are to prepare and distribute an agenda to members prior to the meeting.

• A report of the meeting is prepared as soon as possible after the meeting and is made available to the employer, Joint Health and Safety Committee members, workers and Provincial Regulators (Email a copy to WorkSafeBC).

• A copy of the report of each meeting is posted promptly, in a place readily accessible to employees, for whom this committee is responsible.

9 MEETINGS

• The committee meets monthly on the same working day of each month.

• Special meetings, if required, are to be held at the call of the co-chairs.

• A quorum consists of a majority of members (minimum of 2 workers and 2 managers).

• The committee adds procedures it considers necessary for the meetings.

10 ASSISTANCE RESOLVING DISAGREEMENTS

If the JOHS is unable to reach agreement on a matter relating to the health or safety of workers at the workplace, a co-chair of the committee may report this to Provincial Regulators, which may trigger a resolution based investigation.

11 WORKER COMMENTS

Complaints concerning health and safety should be directed to the worker’s supervisor.

However, if the situation is not handled to the worker’s satisfaction, a committee member should

be contacted. The JOHS member can work with the supervisor and the committee, if needed, to

resolve the complaint. It is important to keep the worker informed of the disposition of the matter

(written forms are greatly encouraged over verbal communication).

12 COMMUNICATION

The committee is responsible to communicate the minutes from their meetings every month to

all employees. Employees will have access to all JOHS meeting records.

12.1 RECOMMENDATIONS



7

Element 14 JOHS


JOHS members discuss unresolved issues at their meetings. Issues might also include

injury/illness problem areas identified by review of records and statistics. The JOHS can decide

if any action should be taken. If these issues cannot be resolved, the committee has the right to

make a formal recommendation to management.

The JOHS recommendation form should be used. Management has up to 21 calendar days to

respond. It is the responsibility of the JOHS to make recommendations that are only related to

occupational health and safety issues.

• Directly related to health and safety.

• Reasonably capable of being done.

• Complete (employer does not need more information to make a decision).

13 TRAINING

All JOHS members require sufficient training in their responsibilities and a committee member.

SAFETY MANAGEMENT

PROGRAM

ELEMENT 15: FIRST AID



2Element 15 FIRST AID


TABLE OF CONTENTS

1 PURPOSE ........................................................................................................................ 3

2 SCOPE ............................................................................................................................. 3

3 OBJECTIVE ..................................................................................................................... 3


4.1 Employer ...............................................................................................................................3



4.4 Workers .................................................................................................................................4

4.5 Contractors ...........................................................................................................................4

4.6 Visitors .....................................................................................................................................4

5 FIRST AID ATTENDANT ................................................................................................ 4

6 FIRST AID ASSESSMENT .............................................................................................. 5

6.1 The Assessment ...................................................................................................................5

6.2 Typical High-Risk Job Functions .......................................................................................5

6.3 Barriers to Medical Treatment ............................................................................................6

7 GENERAL FIRST AID REQUIREMENTS ...................................................................... 6

8 FIRST AID RECORDS ..................................................................................................... 6

9 COMMUNICATION & AVAILABILITY ............................................................................ 7

10 FIRST AID FACILITIES ................................................................................................. 7

11 FIRST AID Reporting Requirements .......................................................................... 7





1 PURPOSE

The purpose of Element 15, FIRST AID is to ensure that the worksite has the up-to-date

written procedures for providing the right equipment, supplies, facilities and first aid

attendant(s) for the worksite. And also to ensure all workers are aware of First Aid

requirements at their workplace, and adequate procedures are in place to confront these

emergencies, workers must be familiar with the course of action in place for situations

requiring first aid.

2 SCOPE

This company operates in multiple Provinces and is accountable for the applicable legislation for

first aid in each and also to national regulations as part of the communication industry.

3 OBJECTIVE

The company is committed to ensuring that appropriate first aid is provided as quickly as

possible for any injured employee. We will provide and maintain a first aid program for the

purpose of minimizing the suffering related to job-related injuries and illnesses, reducing

absenteeism, maintaining productivity, and meeting O.H.& S. Regulation.

4 RESPONSIBILITIES

4.1 EMPLOYER


• Establishes training requirements for First Aid Attendants and ensure there is system in place to measure its effectiveness.

• Ensure first aid materials and equipment is available and kept clean and accessible to treat the injured.



• Ensure first aid materials and equipment is available and kept clean and accessible to treat the injured.

• Embraces and promotes the emergency response plan within the workplace.

• Demonstrates a commitment to training and education of those that are expected to be involved in first aid.

• Records all first aid incidents and provides reports to employer.







• Demonstrates a commitment to training and education of those that are expected to be involved in first aid.

• Communicates roles and responsibilities with the First Aid Attendants to all employees.

• Ensures the appropriate resources are available (e.g. first aiders, first aid equipment, communication systems).

• Knows and understands the First Aid Attendants role.

• Provides specialty support as required to aid in the First Aid Attendant.

4.4 WORKERS


• Workers who sustain a job-related injury or illness, regardless of seriousness, are required to immediately report it to the first aid attendant for treatment and/or recording, and must also report it to their immediate supervisor. If medical treatment is required, employees are entitled to choose their own medical practitioner.

Worker training:

• Workers will be instructed in how to summon first aid and report injuries,

• Workers will be encouraged to take first aid training,

• Workers will be required to complete a medical questionnaire after hire and before starting work.

4.5 CONTRACTORS


• Communicates roles and responsibilities with the First Aid Attendants to all employees.

• Ensures the appropriate resources are available (e.g. first aiders, first aid equipment, communication systems).

• Provides specialty support as required to aid with the First Aid Attendant.

• Ensures that all incidents and injuries are reported to the first aid attendant.

4.6 VISITORS


• Report all incidents and injuries to first aid.

5 FIRST AID ATTENDANT

The first aid attendant must be physically and mentally capable of performing their required

duties safely and effectively. Furthermore, the attendant must be able to produce a valid





training certificate upon request of WorkSafeBC prevention officers. Responsibilities &

leadership skills include:

• Promptly provides injured workers with a level of care within the scope of his/her training and abilities.

• Objectively records observed or reported signs and symptoms of injuries and exposure to contaminants.

• Refers those workers whose injuries are considered serious or beyond the scope of their training and expertise to professional medical treatment

• Upon injury or incident, the first aid attendant is responsible for, and has full authority, over the first aid treatment of the injured worker until treatment is taken over by: a professional medical facility, paramedics/qualified ambulatory service or an individual with equivalent or higher first aid certification.

**Note: Workers have the ultimate say in whether they wish to seek medical

attention; the first aid attendant does not have the authority to overrule the worker’s

decision to seek medical attention, or their choice of medical treatment.

6 FIRST AID ASSESSMENT

The employer must ensure that a first aid assessment has been conducted for all worksites and

have it available for review as required.

Review:

http://www2.worksafebc.com/Topics/FirstAid/RegulationAndGuidelines.asp?ReportID=33601&_

ga=1.85416217.1678509412.1441128308

Some specifics include:

6.1 THE ASSESSMENT

• The number of workers who may require first aid at any given time

• The nature and extent of risks and hazards in the workplace, including the overall risk of injury (based on site hazards and conditions)

• The type of potential injuries that is most likely to occur

• Any barriers that may impede provision of first aid to an injured party

• The projected time for emergency transportation to be summoned, and to convey an injured worker to medical facilities, in the event of an injury

• The company must review the assessment at least once every 12 months. If significant changes in the working environment are experienced (i.e. drastic weather changes, change in type of work being done), the assessment must be reviewed and updated.

6.2 TYPICAL HIGH-RISK JOB FUNCTIONS

• Working in the presence of equipment or machinery containing substances under high pressure, substances that may explode or catch fire

• Using tools, equipment, or machinery where rollover is possible

http://www2.worksafebc.com/Topics/FirstAid/RegulationAndGuidelines.asp?ReportID=33601&_ga=1.85416217.1678509412.1441128308

http://www2.worksafebc.com/Topics/FirstAid/RegulationAndGuidelines.asp?ReportID=33601&_ga=1.85416217.1678509412.1441128308





• Working at elevations or entering excavations greater than 1.2 metres in depth

• Entering confined spaces where toxic atmospheres may exist or develop.

• Working in proximity to high-voltage lines

• Being exposed to unusual risk of injury due to violence, drowning, animals, heat or cold, or falling objects

• Working with, or in proximity to, firearms or explosives

• Working in the presence of a bio hazardous material, toxic substance, or chemical, which, if released, would result in workers needing immediate medical treatment as a result of inhalation or eye/skin contact

6.3 BARRIERS TO MEDICAL TREATMENT

This question helps you consider whether there is any potential delay in transporting an

injured worker to medical treatment. These include the ambulance response time and

remote locations.

• Consider the factors that affect the response time of the ambulance service:

• Distance from the workplace to the ambulance centre

• Obstructions on the access route to the workplace or other barrier likely to delay the arrival of an ambulance service

• Temporary obstructions or barriers of an isolated nature (long-term road closure)

• Permanent obstructions or barriers on the access road, such as cross ditching

• Rough terrain or other similar circumstances that prevent the ambulance from accessing the workplace

7 GENERAL FIRST AID REQUIREMENTS

The first aid equipment, facilities and services will be supplied by the company and will be

readily accessible to workers during working hours. All facilities and equipment will be kept

clean, dry and ready for use. Signs will be clearly posted to indicate the location of first aid

services, and how to summon first aid personnel. This information will be visible posted

throughout the workplace, and effectively communicated to all workers. All company

employees will be made aware of the location of first aid services and how to contact the first

aid attendant.

8 FIRST AID RECORDS

First aid records must be:

• Accurately and legibly kept

• Accessible upon request by management or supervisors

• Utilized as a method and basis for recording data and determining trends

• Available for inspection by a Provincial Agency officer

• Kept confidential by the first aid designate, and inaccessible (except to authorized individuals)





• Available upon request by the injured worker; workers are entitled to view any reports pertaining to them and their injuries

• Access to first aid records is restricted to individuals who require information for: medical treatment, workplace inspections, incident investigation, claims processing/appeals, and for statistical purposes.

9 COMMUNICATION & AVAILABILITY

The Company will provide an effective means for:

• Communication between the first aid attendant and the workers

• Communication between the first aid attendant and professional medical services. This could be in the form of office telephone, two-way radio, or company mobile phone

• The first aid attendant must not undertake employment activities that interfere with the attendant’s ability to receive and respond expediently to a request for first aid.

10 FIRST AID FACILITIES

During orientation, it is required that the new or transferred employee is made aware of the

location of the first aid facility. The first aid facility will:

• Be located as close as possible to the work area

• Have the appropriate equipment and facilities

• Be maintained in a tidy and orderly fashion

• Meet legislative requirements

• Not permit smoking in the first aid room, and “No Smoking” signs must be posted in the facility.

• The first aid facility must be used only first aid purposes

11 FIRST AID REPORTING REQUIREMENTS

The following injuries that arise as a result of employment with the company will be reported to

the Provincial authorities.

• Worker loses consciousness following the injury,

• Worker is transported to or directed to go for medical treatment,

• Injury is one that obviously requires medical attention,

• Worker states that they intend to seek medical attention,

• Worker has received medical treatment for the injury,

• Worker is unable or claims to be unable to return to their usual job, as a result of job induced injury, on any work day subsequent to the day of injury,

• Accident results in or is claimed to have resulted in the breakage of eye-glasses, dentures, hearing aids or prosthetic devices, or

• Provincial authorities or the worker requests that an Employer's Report of Injury or Occupational Disease be submitted to the Provincial authority.





First aid records and statistics will be kept for at least ten years and will be regularly reviewed by

management to determine trends and recommend corrective actions. To help ensure that

appropriate first aid and medical treatment is provided and that workers are assigned to work

activities compatible with their health:

The company must provide and pay for the immediate transportation of an injured worker to the

nearest hospital, physician or qualified practitioner for the required treatment.

SAFETY MANAGEMENT

PROGRAM

ELEMENT 16 VIOLENCE IN THE

WORKPLACE

ELEMENT 16 VIOLENCE IN THE WORKPLACE


2

Element 16 VIOLENCE IN THE WORKPLACE


TABLE OF CONTENTS

1 PURPOSE ........................................................................................................................ 3

2 SCOPE ............................................................................................................................. 3

3 OBJECTIVE ..................................................................................................................... 3


4.1 Employer ...............................................................................................................................3



4.4 Workers .................................................................................................................................4

4.5 Contractors ...........................................................................................................................4

4.6 Visitors ...................................................................................................................................4

5 WORKPLACE VIOLENCE .............................................................................................. 5

6 BULLYING ....................................................................................................................... 5

7 WORKPLACE VIOLENCE PREVENTION ..................................................................... 5

7.1 Risk Management .................................................................................................................5

7.2 Training & Communication .................................................................................................5

7.3 Leadership & Team Building ...............................................................................................6

7.4 Safety Rules and Non-Compliance ....................................................................................6

8 HOW TO REPORT VIOLENCE OR BULLYING ............................................................ 6

9 PRIVACY .......................................................................................................................... 6

10 INVESTIGATION ........................................................................................................... 7



3



1 PURPOSE

The purpose of Element 17, is to ensure that our company does all that is reasonably

practicable in ensuring an environmentally healthy, safe and productive workplace that is free

of of violence and bullying.

2 SCOPE

This program applies to all employees, contractors and visitors.

3 OBJECTIVE

The objective of this program is to ensure that all employees, and visitors, have a safe work

environment free of violence and bullying.

4 RESPONSIBILITIES

4.1 EMPLOYER



• Maintains control, responsibility and accountability to provide a proper work environment and follow up procedures are in place to ensure workers are complying with rules.

• Ensure investigations are conducted for all reported incidents of violence and bullying.



• Ensure violence and bullying policy has been written and that the policy is readily available to workers.

• Involve the workers in the development and/or review of this policy.




• Investigate all reports of violence and bullying.

• Ensure that the regulations are adhered to.



4





• Promote company health and safety rules and maintains a positive attitude.


• Ensure the company’s violence in the workplace policy is prominently posted.

• Assist employees in understanding the need for a policy on violence in the workplace and the consequences when established safety rules and requirements are not followed.


• Reports all incidents of violence and harassment to the safety management team and the employer immediately.

4.4 WORKERS

All workers will follow the safety policy for violence in the workplace. Specifically they:

• Understand safety rules or asks the supervisor for clarification.

• Know how to access the safety policy for violence.

• Report any issues regarding safety violence or bullying to the supervisor as soon as possible.

• DO NOT support or condone violence or bullying in the workplace.

4.5 CONTRACTORS


• Promote company health and safety rules and maintains a positive attitude.



• Assist employees in understanding the need for a policy on violence in the workplace and the consequences when established safety rules and requirements are not followed.


• Reports all incidents of violence and harassment to the safety management team and the employer immediately.

4.6 VISITORS

It is the responsibility of the visitors to follow all safety rules and report any violence or bullying

in the workplace.



5



5 WORKPLACE VIOLENCE

Workplace violence includes the use, attempted use or threatened use of physical force by a

person(s) against an employee in a workplace that causes or could cause physical injury to

the employee. Workplace violence includes, but is not limited to, acts of physical violence (i.e.

shoving, hitting, punching, kicking, and intimidation) and threats of violence.

6 BULLYING

The use superior strength or influence to intimidate (someone), typically to force him or her to

do what one wants.

7 WORKPLACE VIOLENCE PREVENTION

7.1 RISK MANAGEMENT

Our company will conduct a workplace assessment to identify potential exposure to violence for each work area including office, shop, and worksites.

These assessments will focus on identifying the areas and positions within our organization where there is a risk of potential violence. We will review previous incidents of violence and reports of possible violence by regulatory agencies.

Based on the results of the assessment the Company will develop strategies to safeguard employees who occupy the identified high risk positions and work environments.

Our company will communicate the results of the risk assessment to the local and national

Joint Health and Safety Committees with a copy of the written assessment and

recommendations for prevention.

Our company will make every reasonable effort to identify possible sources of workplace violence and will take steps to manage or eliminate the associated risk. However, the Company will only provide personal information to the extent that is reasonably necessary to protect other employees from physical injury.

Our company will reassess the risks of workplace violence yearly to ensure that the

Company’s policies and programs continue to protect employees.

7.2 TRAINING & COMMUNICATION

All workers will review and sign this policy during the orientation process. The local safety

representative will review the policy with new employees and ensure knowledge and

competency.



6



7.3 LEADERSHIP & TEAM BUILDING

When workers understand that they are part of a team with one common goal led by a

competent leader violence is not a factor in the workplace. Our organization will place a high

priority on analyzing our leadership and make this part of our inspection process.

If any employee feels that the team dynamic is not effective they are to report to the safety

manager. The manager will conduct an investigation, review results with management and

committee members and finally with employees.

7.4 SAFETY RULES AND NON-COMPLIANCE

Safety rules and non-compliance issues must be implemented and followed. Violence and

bullying leads to immediate termination. See element 5 of this safety program for further details

and for specific regulations review:

http://www2.worksafebc.com/publications/OHSRegulation/Policies-

Part4.asp?_ga=1.75323794.1678509412.1441128308

8 HOW TO REPORT VIOLENCE OR BULLYING

If you have experienced any form of violence, threat, or suspected threat of violence in the

workplace, or you have witnessed, or have reason to believe that another employee has been

subject to acts of violence, you must immediately take the following steps:

• Be proactive and report the incident. Alert your immediate supervisor, or their immediate supervisor if not available or a member of senior management. Reports can also be made to the safety manager.

• If a member of management is informed of a concern on threats of violence or violence, they must contact the safety manager immediately for assistance with the investigation and resolution of the complaint.

• Document the incident – take detailed written notes or otherwise record each incident, including the date, time, place and details of what was said and done, names of possible witnesses and the surrounding circumstances.

• If you are comfortable doing so, clearly communicate to the individual that his or her behavior or conduct is unwelcome and unacceptable.

• Cooperate with the investigation so that corrective and protective measures can be implemented as quickly as possible.

9 PRIVACY

Our company recognizes that it may be difficult to come forward with complaints of this

nature and will make every reasonable attempt to ensure that the privacy of the persons

involved in a complaint is protected. To the extent practical and appropriate under the

circumstances, confidentiality will be maintained subject to the overriding responsibility of our

http://www2.worksafebc.com/publications/OHSRegulation/Policies-Part4.asp?_ga=1.75323794.1678509412.1441128308

http://www2.worksafebc.com/publications/OHSRegulation/Policies-Part4.asp?_ga=1.75323794.1678509412.1441128308



7



company to investigate and deal with complaints and act in accordance with the

requirements of the Occupational Health and Safety Act, and other regulatory agencies.

10 INVESTIGATION

Investigation of the complaint will be conducted by safety manager, or their designate and a representative from Human Resources or designate and / or other members of Management as may be appropriate. Our company may also request independent third party investigation including the police as part of the investigation as deemed necessary.

Throughout the investigation, it may become necessary to interview other witness or individuals in the Company in order to obtain information relevant to the investigation. In all cases, such investigation will be handled in as discreet and confidential manner as possible.

In the event that the investigation reveals that a manager or supervisor of the offender, or any other member of management, had knowledge of the situation and had not taken the steps to resolve the situation, or reported this behavior to Human Resources, disciplinary action will also be initiated against the manager or supervisor involved.

At the conclusion of the investigation, the lead investigator will make one of the following

recommendations:

• The concern was substantiated;

• The situation was resolved; or

• The concern was not substantiated.

Once the investigation is completed a written summary will be forwarded to the Joint Health and Safety Committees.

SAFETY MANAGEMENT

PROGRAM

ELEMENT 17 INJURY MANAGEMENT

ELEMENT 17 INJURY MANAGEMENT Occupational Health & Safety Program

2 Element 17: INJURY MANAGEMENT

Development Date: JANUARY 30, 2015 Revision Date:

TABLE OF CONTENTS

1 PURPOSE ........................................................................................................................ 3

2 SCOPE ............................................................................................................................. 3

3 OBJECTIVE ..................................................................................................................... 3


4.1 Injured or Ill Worker .............................................................................................................3

4.2 Employer ...............................................................................................................................4



4.5 Injury Management Coordinator .........................................................................................5

4.6 Workers .................................................................................................................................5

5 DEFINITIONS ................................................................................................................... 6

5.1 Alternate Duties ....................................................................................................................6

5.2 Graduated Return to Work ..................................................................................................6

5.3 Return To Work Program ....................................................................................................6

5.4 Modified Duties .....................................................................................................................6

5.5 Return to Work Plan .............................................................................................................6

5.6 Stay At Work .........................................................................................................................7

6 INJURY MANAGEMENT PROGRAM ............................................................................ 7

7 STANDARD PROCEDURES OF A RETURN TO WORK PROGRAM ......................... 8

8 PROCEDURES FOR MONITORING THE IMPLANS .................................................... 8




1 PURPOSE

The purpose of Element 19, Injury Management (IM), is to define roles and responsibilities of

the work parties for the rehabilitation and return to work of injured or ill workers.

2 SCOPE

This policy applies to all employees that suffer an illness or injury as a result of their work with

our organization and the management team.

3 OBJECTIVE

To effectively manage workplace injuries and illness with the intent of returning workers to their

pre-injury/illness position as soon as possible.

4 RESPONSIBILITIES

4.1 INJURED OR ILL WORKER

Provincial Legislators and many disability insurance providers, expect workers to perform

alternate work that is safe, suitable, sustainable, meaningful and productive. Where appropriate

work is declined benefits may be withheld.

The decision with respect to benefit entitlement and the interpretation of the requirements to

perform alternate work rests with Provincial Legislators and/or the insurance provider. Workers

may enter, withdraw and re-enter the program, where medically justified.

The role of an injured and/or ill worker should move beyond that of a passive receiver of

treatment or assistance. The individual should be encouraged to actively participate in the

Return to Work process. Specifically, they will:

• Report initial injury and/or illness as soon as possible to obtain the assistance required

for early return to work.

• Apply for benefits as required.

• Provide written consent to obtain pertinent medical information relating only to the

worker’s abilities, limitations and restrictions, to assist in the development of a safe,

suitable and sustainable Transitional Work Program.

• Explore return to work options with their Supervisor, and Management.

• Attend return to work meetings with the Supervisor, and/or Manager.

• Active involvement in the preparation of appropriate return to work plans.

• Participation in appropriate transitional work.




• Comply with recommendations of treatment providers and follow return to work and

transitional work guidelines. Not exceeding approved limitations/restrictions.

• Apply safe work practices.

• Attend all medical and/or rehabilitation appointments regularly.

• Take personal responsibility for maintaining health and attitude.

• Report any further problems and/or concerns immediately to the appropriate Disability

Claims Manager, their Supervisor and our management.

4.2 EMPLOYER


• Providing meeting space.

• Assign the role of Injury Management Coordinator.

• Authorizing attendance at the return to work committee meetings.

• Active involvement in the development, implementation and the monitoring of the

appropriate transitional and modified work plans.



• Helping the IM Work Coordinator make all employees aware of the IM Program.

• Ensuring that injured workers receive doctor forms prior to leaving site for medical

attention and telling the worker to return to the site with the completed Work Capacity

Forms from the doctor.

• Signing off on weekly timesheets for those employees who are on a IM plan.

• Ensuring that weekly timesheets and documentation are forwarded to the IM

Coordinator.

• Reporting on the progress of modified/alternate work situations as necessary.

• Assisting the IM Coordinator in finding modified or alternate duties that are meaningful

and productive for possible IM plans.

• Communicating concerns immediately to the IM Coordinator.

• Being aware of worker's’ physical restrictions and ensuring they are working within those

limitations.



• Helping the IM Work Coordinator make all employees aware of the IM Program.




• Ensuring that injured workers receive doctor forms prior to leaving site for medical

attention and telling the worker to return to the site with the completed Work Capacity

Forms from the doctor.

• Signing off on weekly timesheets for those employees who are on a IM plan.

• Ensuring that weekly timesheets and documentation are forwarded to the IM

Coordinator.

• Reporting on the progress of modified/alternate work situations as necessary.

• Assisting the IM Coordinator in finding modified or alternate duties that are meaningful

and productive for possible IM plans.

• Communicating concerns immediately to the IM Coordinator.

• Being aware of worker's’ physical restrictions and ensuring they are working within those

limitations.

4.5 INJURY MANAGEMENT COORDINATOR

The IM coordinator is responsible for the overall management of this program. Specifically, they:

• Communicating and making all employees aware of the Return to Work Program.

• Has authority to establish and implement Return to Work plans.

• Being aware of any legislation which impacts injury management, i.e. Human Rights

legislation and Provincial Legislation requirements.

• Submitting copies of completed forms to appropriate personnel.

• Maintaining regular contact with an injured employee, both while they are off work and

during the term of the Return to Work Program.

• Reporting accurate payroll information to Provincial Legislation.

• Working with supervisors to assess the workplace for suitable modified or alternate work

assignments.

• Ensuring confidentiality for each worker when dealing with all aspects of the IM plan.

• Analyzing each IM Plan, once completed, in order to assess the effectiveness of the

program, and whether or not improvements can be made.

• Keeping detailed statistics of all IM plans in files and discussing outcomes of these plans

with management and supervisors at Health and Safety Committee Meetings in order

that improvements can be made for future plans.

• If not taken yet, IM Coordinator must attend the Construction Safety Association course

Early & Safe Return to Work. Employers Advisers Office also offers a IM course.

4.6 WORKERS

• Reporting of injuries immediately and seeking timely medical aid when necessary.

• Following restrictions set out by the attending doctor.

• Communicating to their supervisor any difficulties regarding the duties, as soon as they

arise.




• Complying with company policies.

• Making medical or physiotherapy appointments in the last hour of their shift, and

ensuring their supervisor is made aware in advance of any such appointments.

5 DEFINITIONS

5.1 ALTERNATE DUTIES

A plan under which the worker is able to return to work but not to their own pre-injury/illness job.

The worker returns to a job or position that is different from the one they performed prior to their

injury/illness and it may or may not be located at the same jobsite. The worker may act as a

helper for another job or perform work that is specifically reserved for injured workers. The

objective is to keep the worker attached to the workplace during their recovery period, while

possibly receiving treatment at the same time. Duties included in this plan must be meaningful

and productive.

5.2 GRADUATED RETURN TO WORK

A return to work plan under which the worker is gradually progressed to the full regular pre-

injury work over a specified period of time. Work may be graduated with respect to modified

working hours and/or alternate duties. It is important to ensure that all return to work plans have

a specified end date. Work included in the plan is meaningful and productive.

5.3 RETURN TO WORK PROGRAM

A detailed planned process where formalized policies and procedures are in place to coordinate

the many parties and activities involved in managing the impact (both financial and non-

financial) of work-related injuries and illnesses.

5.4 MODIFIED DUTIES

A plan under which the worker is able to return to work in their own pre-injury/illness job but

temporarily require changes to specific tasks or method of how tasks that make up their job are

carried out. The Plan may include physical changes to a work area, changes in the equipment

used, provision of assistive/additional equipment (i.e. footstool or ladder) and/or the re-

organization or elimination of certain tasks (i.e. elimination of duties that require the worker to lift

over a specified weight or height). Duties included in this plan must be meaningful and

productive.

5.5 RETURN TO WORK PLAN

An individualized plan which lays out the activities to be undertaken to successfully manage the

impact of a worker’s injury or illness. This plan should be developed jointly by the injured




worker, supervisor, return to work coordinator, worker’s health care provider (by providing

functional abilities and medical restrictions). Factors to be examined when developing the plan

include the type of injury, physical abilities and limitations, skills and pre-injury duties of the

worker. It is important to ensure that all return to work plans have a specified end date and the

modified or alternate duties included in the plan are meaningful and productive.

5.6 STAY AT WORK

An early intervention initiative that facilitates a worker’s return to work immediately following an

injury/illness when the worker’s current functional abilities match the demands of their pre-

injury/illness duties, modified duties or available alternate duties. The immediate planned

response by the employer prevents the occurrence of time loss.

6 INJURY MANAGEMENT PROGRAM

A Return to Work Program takes each worker’s injuries and illnesses into account. Each case is

considered independently and an appropriate Return to Work plan is established.

The initiation of the return-to-work process may be at the request of either the:

• Injured worker

• WCB staff

• Injured worker's attending physician

The Company promotes a safe and timely return to work by:

• Intervening early in the process

• Collaborating with workers and health care providers

• Communicating a documented plan with workers and the health care providers

Every Return to Work plan is designed to accommodate the worker's capabilities. The Company

works closely with the physician and employee to assist in the planning, coordination and

monitoring of the Return to Work plan. Tracking and measuring the plan helps to demonstrate

the effectiveness and provides an opportunity for improvement. Close monitoring and feedback

throughout the process helps with the reduction or repeat of similar injuries. If workers are

enrolled in a WCB sponsored rehabilitation program, WCB staff may visit the worksite in order

to gain a better understanding of the injured worker's job and his/her tasks. The therapist may

make recommendations for adaptations and/or modifications to the worksite that will enable an

injured worker to perform the appropriate job tasks. The therapist may also assist with job

coaching.

The Return to Work Program will be equally available to all workers that are permanently or

temporarily disabled due to an injury or illness. The program is available immediately post-injury




and/or illness and includes immediate return to work arrangements, formal rehabilitation

assistance and interventions.

7 STANDARD PROCEDURES OF A RETURN TO WORK PROGRAM

• All injuries are reported to the site CSO / First Aid Attendant for assessment. Should

further medical treatment be required the worker must report to their supervisor to obtain

Letter to Doctor & Work Capacity Forms to take with them prior to leaving the site to

seek medical attention. The worker and supervisor must both complete an Incident

Report Form. These forms must be submitted to the office as soon as possible.

• The supervisor will instruct the injured worker to return to the site after seeking medical

attention with the completed Work Capacity Forms filled in by his/her doctor. If the injury

occurs late in the day, the worker will report to the site the following morning.

• The supervisor will assess the Work Capacity Form and recommendations by the

worker’s doctor. There will be discussion between the supervisor, Return to Work

Coordinator and the worker to establish the best course of action.

• Depending on the injury, a Return to Work plan will be formulated for the injured worker.

The considerations will include the assessments from the doctor, any information given

from Provincial Legislation, and the suitability of modified or alternate duties on the job

site.

• The injured worker will work closely with the supervisor when taking on his/her modified

or alternate duties. The Weekly Timesheet must be filled out each day with the number

of hours worked and the supervisor must sign off on that form.

• The IM Coordinator will make weekly (or more frequently as required) telephone contact

with the injured worker to assure that the IM plan is progressing successfully.

• Employees participating in the program will receive their normal wages and rate of pay

for the hours worked. In WorkSafeBC claims, the worker may be entitled to wage loss

benefits.

8 PROCEDURES FOR MONITORING THE IMPLANS

After an injury has occurred and a Return to Work Plan has been implemented, the following

steps must be followed in order to monitor the plan effectively and make it successful:

• Keep a Review Log Form of all IM Plans. This Review Log is attached to this policy and

will contain room for the date, and the comments or actions taken on that date, i.e.

telephone calls to workers, medical practitioners, Provincial Legislation, etc. This will

ensure an accurate record of all actions taken during the course of the IM Plan.

• IM Coordinator must ensure that the worker is on board with the IM plan and that the

worker is both physically (as noted by the doctor form) and mentally ready for the Return

to Work Plan.




• IM Coordinator must make regular telephone contact with the injured worker and be sure

that documentation from the doctor is filled out and sent to the employer.

• The IM Coordinator will revise the IM Plan based on the worker’s healing progression.

• The IM Coordinator must maintain contact with the medical treatment provider, whether

doctor, physiotherapist or other.

• IM Coordinator must communicate with the supervisor after the first week (or sooner if

necessary) of Return to Work and assess how the plan is working. If there are problems

with the worker’s ability to work, changes may need to be made to the IM plan. This

should be communicated immediately to the worker.

• IM Coordinator must maintain good communication with Provincial Legislation and keep

them apprised of the worker’s situation.

• The IM Coordinator must communicate both with the injured worker and

management/supervisors to determine whether the worker is ready for pre-injury duties.

• At the end of the IM plan, a summary or analysis will be done on the effectiveness of the

IM plan for that particular worker. This will be included in the filing of statistics on the IM

plans, in order to be of use to future IM plans.

• The key to monitoring the IM program is good communication between worker,

supervisor, IM Coordinator, the worker’s doctor and Provincial Legislation.

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