Occupational Health & Safety Program

Transcription

1 Occupational Health & Safety Program

2 Contents SAFETY POLICY STATEMENT... 3 COMPANY/PRIME CONTRACTOR RESPONSIBLITIES... 5 SUPERVISOR/FOREMAN RESPONSIBILITIES... 5 WORKER RESPONSIBILITIES... 6 REFUSAL OF UNSAFE WORK... 7 FIRST AID ATTENDANT RESPONSIBILITIES... 7 SUPERVISION OF WORKERS... 8 NEW EMPLOYEE ORIENTATION... 9 JOINT OCCUPATIONAL HEALTH & SAFETY PROGRAM POLICY... 9 RECORDS AND STATISTICS RETURN TO WORK PROGRAM WORKPLACE BULLYING AND HARASSMENT POLICY STATEMENT SAFE WORK RULES GENERAL RULES FOR CONSTRUCTION ALCOHOL AND ILLEGAL DRUGS ASBESTOS COMPRESSED AIR/COMPRESSORS COMPRESSED GAS CYLINDERS CONCRETE GRINDING SILICA DUST CONFINED SPACE PROCEDURES DISCIPLINARY ACTION POLICY TRAINING AND INSTRUCTION OF EMPLOYEES ELEVATING WORK PLATFORMS EXCAVATIONS FALL PREVENTION PROGRAM FIRE PREVENTION/PROTECTION HOW TO USE A PORTABLE FIRE EXTINGUISHER HAND TOOLS HEARING PROTECTION HOUSEKEEPING AND CLEANING LADDERS MUSCULOSKELETAL INJURY (MSI) OVERHEAD POWER LINES AND ELECTRICAL SAFETY PERSONAL PROTECTIVE EQUIPMENT TOOL MAINTENANCE POLICY PNEUMATIC TOOLS POWDER ACTUATED TOOLS POWER TOOLS PORTABLE CIRCULAR SAW REBAR PROTECTION RESPIRATOR PROGRAM SAFE WORK PRACTICES AND PROCEDURES SCAFFOLDING TRAFFIC CONTROL WHMIS

3 SAFETY PROGRAM SAFETY POLICY STATEMENT It is the policy of this company to ensure a safe and healthy workplace for all its employees. Quolus will employ an effective OHS program that involves all its employees in the effort to eliminate workplace hazards. We all want to have a safe and healthy workplace. To ensure this, we need everyone s participation. Management of Quolus Construction Services recognizes the right of workers to safe and healthy working conditions. Quolus is committed to promoting positive attitudes towards safety and health within the organization for all employees, contractors and subcontractors. Management is responsible for assisting in the prevention of workplace incidents, injuries and illnesses. Management will support safety program initiatives and will consider all employee suggestions for achieving a safer, healthier workplace. Quolus endeavours to work in a spirit of consultation with all relevant workplace parties to maintain an effective OHS program. Supervisors/Foremen are accountable for ensuring that workers are properly instructed and that they comply with all safe work procedures, practices and regulations to do their work safely. Supervisors/Foremen are responsible for the enforcement of company rules and the correction of all unsafe activities. All employees are responsible for working safely, knowing and following all rules, safe work procedures, practices, regulations and to actively participate in making their work environment safe, healthy and productive. All employees are expected to correct and/or report all unsafe conditions and activities to their employer, supervisor or safety representative. Employees are encouraged to work cooperatively toward the prevention of accidents and unsafe conditions. All Quolus Construction Services employees will be held accountable for their actions. Every Supervisor must ensure the health and safety of all workers under the direct supervision of the supervisor and that they are made aware of all known or reasonably foreseeable health and safety hazards in the area where they work. Every worker must take reasonable care to: protect the workers 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 use or wear protective equipment, devices and clothing as required by the WORKSAFE BC regulations; ensure that the workers ability to work without risk to his or her health or safety, or to the health or safety of any person, is not impaired by alcohol, drugs or other causes; cooperate with the joint health and safety committee or worker health and safety representative for the workplace. President Date Feb Health & Safety Manager Date Feb

4 EMPLOYER/PRIME CONTRACTOR RESPONSIBLITIES Quolus management is committed to providing a safe and healthy workplace for all their employees. In order to achieve these goals, we will provide an effective Occupational Health and Safety Program. This will include but not be limited to: 1. Prequalifying all worksites to ensure they have a proper health and safety program and a safe work environment for Quolus employees, and to inspect each site monthly to ensure safety is maintained. 2. Ensuring the health and safety for all Quolus employees and any other workers present where work is being carried out and provide workers the information, instruction, training and supervision necessary to ensure their health and safety at the workplace. 3. Establish a qualified worker representatives for the purpose of ensuring the coordination of health and safety activities for all worksites while monitoring and promoting ongoing worksite safety. 4. Liaise with worker representatives and employees to ensure compliance with the WorkSafeBC regulations is being adhered to. 5. Hold regular JOSH Committee meetings for the purpose of discussing safety issues, concerns, accident trends and developing a plan for corrective action. 6. Providing a means for identifying workplace hazards, ensuring the hazards are addressed, informing all Quolus workers who may be exposed to them, and where feasible, eliminating the hazard. 7. Ensuring accidents and near misses are investigated and remedial action is taken as quickly as possible. 8. Developing and maintaining general and site specific worker duties and the training of workers in the performance of these duties. 9. Providing when required, the appropriate personal protective equipment in accordance with the WorkSafeBC regulations. 10. Evaluate the Health and Safety Program and modify it as required to meet the objectives of the Policy Statement. 11. Ensure all subcontractors receive a Quolus orientation and follow all rules and regulations. 12. Setting a good example! 4

5 COMPANY/PRIME CONTRACTOR RESPONSIBLITIES Quolus Construction Services and the Prime Contractor are responsible for providing a safe work place. Quolus and the Prime Contractor will develop, implement and administer a safety program which includes but is not limited to: Safety Policies, General and Specific Safety Rules and Safe Work Procedures. SUPERVISOR/FOREMAN RESPONSIBILITIES All supervisors are directly responsible for their crew. Management expects that every supervisor will ensure that communication concerning the corporate safe attitude is made to every employee. Supervisors will ensure that safety is treated equally to productivity or quality control. Supervisors are to analyze work activities with their employees and develop standard procedures which include safe working practices. Supervisors are also responsible for instructing and enforcing the written safe working procedures. Every supervisor will be held accountable for carrying out their duties. Workers when assigned the position of supervisor/foreman will be responsible for the following which will include but are not limited to the following: Shall be responsible for the implementation of our company Safety Program and will ensure the WorkSafeBC regulations and bylaws are understood and followed by all employees. Ensure safe work procedures are followed and develop standard operating procedures that include proper safety practices. Develop a clear understanding of safety responsibilities and specific duties for each worker. Instill, by action, example and training, a sincere safety attitude through all supervisory personnel and employees. Inform each employee of the hazards of the job, instructs them in safe work procedures, and follows up to ensure that each worker understands and utilizes safe work procedures. Ensure that required safety equipment and protective devices are provided and used. Ensuring "tool box/crew talks" are conducted and documented on a biweekly basis, and copies retained on site. Ensuring that only authorized, adequately trained workers operate machinery and equipment. Reporting, investigating and documenting all near miss incidents and/or accidents. Correcting unsafe conditions, acts and practices. Conducting informal inspections of tools and equipment to detect any defects and correcting them accordingly. 5

6 Instilling health and safety awareness in the workers under your direction. Setting and leading by example! WORKER RESPONSIBILITIES Read and understand the Quolus Health and Safety Manual. Follow safe work procedures and take an active part in protecting themselves and their fellow workers. Complete Field Level Hazard Assessments (FLHA s) before the construction of a new site, when a new work process is introduced, or when a work process or operation changes. Report immediately any and all dangerous and hazardous conditions, practices or behaviors on the work-site to their Site Superintendent, Site Safety Representative or Quolus Safety Representative. Discontinue any work practice they believe to be unsafe and correct unsafe conditions and/or make safety suggestions. Stop or report to their supervisor or site safety representative any workers conducting unsafe work practices. Unless you are their supervisor, do not instruct the worker on how to correct their unsafe work. Have them report to their supervisor for proper instruction. Follow all Occupational Health and Safety Regulations of the Workers Compensation Board of British Columbia and company health and safety policies. Upon sustaining an injury, the employee must report promptly to his/ her supervisor and receive first aid or medical help without delay. The employee must retain all documents and provide copies to Quolus. If an employee is injured on the job and requires medical attention, the employee may be entitled to light duty work and shall inform the attending physician of the same. The employee shall, following an injury, report any anticipated loss of working time to his/her supervisor as soon as possible. Use all protective clothing and equipment required by company policies or the Occupational Health and Safety Regulations. Report all accidents and incidents to the Superintendent or Site Safety Representative, and obtain a copy of their First Aid records and provide them to Quolus for investigation and records and statistics. Supervisors must ensure workers are physically and mentally fit to perform his/her assigned duties prior to the start of such duties. Participate in all training and meetings as required by Quolus. 6

7 REFUSAL OF UNSAFE WORK A worker has the right to refuse work that they feel will put their lives or the lives of others (workers or the public) in danger. No worker must carry out or cause to be carried out any work process, or operate or cause to be operated, any tool, appliance or equipment that would create an undue hazard to the worker\s health or safety or the health or safety of any other worker. (Undue hazard means: a danger that is not normal for that occupation or a danger under which a person engaged in that occupation would not normally carry out the work). Workers will not be disciplined for exercising this right. Workers who exercise this right to refuse unsafe work must immediately report the problem to their supervisor, company safety representative and employer. The immediate supervisor must then evaluate and make a decision for or against the work procedure and must attempt to redress the situation to the satisfaction of the worker. If that is not possible, he must contact the Site Safety Representative so that the latter may give his opinion with regards to the application of safety regulations and the Quolus Occupational Health & Safety Program. If there is no resolution at this point among all the parties, the safety officer will contact the general superintendent and, if necessary, the WorkSafeBC representative, to advise him that there is a refusal to work and the reasons behind it. The safety officer must complete an Accident/Incident Investigation Report, giving as much detail as possible regarding the type of work in question. It must be noted that the worker(s) in question may be temporarily assigned to other tasks always in view of the requirements of laws governing their work industry at no loss in pay until the matter is resolved. The employee and the employer must keep records of the incident. FIRST AID ATTENDANT RESPONSIBILITIES The first aid attendant shall assist in the ongoing safety efforts in the workplace through efforts in promoting safety amongst all employees and subcontractors. This basic responsibility includes, but is not limited to the following: 1. Assisting the site superintendent, management and/or the supervisor in implementing and maintaining our Company Health and Safety Program. 2. Ensuring adequate first aid equipment is available; the first aid room is neat, clean, properly stocked and meets all WorkSafeBC requirements 3. Providing a general safety induction and orientation to new workers. 7

8 4. Reporting hazards to the site superintendent, your immediate supervisor or management. 5. Ensuring workers who use controlled products have received general training regarding the Workplace Hazardous Materials Information System (WHMIS) as well as workplace specific instruction in safely storing; handling, using and disposing of WHMIS controlled products. 6. Ensure workers who wear respirators are fit tested and trained in the proper usage, care and maintenance of their respirators. 7. Ensure all accidents, incidents and injuries are documented and the accident treatment book is filled out fully. 8. Keep current Material Safety Data Sheets (MSDS) and WHMIS information at the workplace. 9. Check and document workers who hold current and valid first aid certificates. 10. Ensure regular site safety meetings are conducted, documented and posted. 11. Maintain a personal journal to record safety incidents. Include verbal directions or instructions, individuals, companies involved, dates, times and follow up measures. 12. Use all resources available to you if you are uncertain of any safety issues, concerns, or work practices. I.e. site superintendent and supervisors, Quolus management or WorkSafeBC. 13. Setting and leading by personal example! SUPERVISION OF WORKERS Quolus recognizes the need to regularly monitor work procedures, equipment and machinery to ensure that dangers to workers are controlled or eliminated. All workers are accountable to the Superintendent for on the job safety. All Supervisors are responsible for the safety of all workers under his/her direction. Supervisors will attend as directed by the Site Superintendent all regular management and safety committee meetings to discuss: Safety planning and work activities; Pre-project safety meetings Enforcement of all applicable Quolus, General Contractor policies, procedures, rules and WorkSafeBC Occupational Health and Safety Regulations and other applicable legislation. Actual or potential dangers and remedial measures. 8

9 Site safety inspections (recorded on a regular basis) and general housekeeping. NEW EMPLOYEE ORIENTATION As part of their induction, new employees will receive a site safety orientation from the General Contractor (safe work policies and practices by a designated on-site company official). Subjects covered will include but not be limited to: 1. Reporting of unsafe conditions and acts. 2. Workers obligation to refuse unsafe work. 3. Accident and incident reporting procedures. 4. Summoning of First Aid and Injury reporting procedures. 5. Location of the phone and emergency phone numbers. 6. Procedures for safe handling and use of hazardous materials. 7. Workplace Hazardous Materials Information System requirements. 8. How to use and maintain required personal protective equipment. 9. Occupational Health and Safety Regulations pertaining to the job. 10. All company health and safety policies and site specific safe work procedures required for the job site. A site safety orientation is not a substitute for proper worker training. Worker training and its documentation is the sole responsibility of the workers employer. Workers who enter the job site on a temporary basis, (such as delivery persons), shall receive a scaled down orientation as deemed necessary by the Superintendent and/or the Site Safety Representative. Upon completion of the safety orientation, each orientation person will sign an Employee Orientation Form to acknowledge the completion of the orientation JOINT OCCUPATIONAL HEALTH & SAFETY PROGRAM POLICY 1. POLICY A Health & Safety Committee will be maintained as required by the WorkSafeBC Regulations. When the company is not required to have a Health and Safety Committee, but is involved in a project where a Safety Committee exists; the company shall actively participate in the Site Safety Committee Meetings. The Safety Committee will be established in accordance with the Workers Compensation Act and shall have representation from employees and where applicable, from each subcontractor. The Crew Supervisor or the designated company safety representative shall be the employer s representative on such committees. 2. PURPOSE AND OBJECTIVE Management is committed to reviewing and evaluating recommendations arising from the various safety meetings and cooperating with practical suggestions. The Company will support the operation of the meetings whose purpose and objective of the Health and Safety Committee will include, but not be limited to, the following; 9

10 to participate in regular monthly meetings for the purpose of reviewing occupational accidents and diseases, their action or required as a result of investigations or inspections and to review other matters pertinent to occupational health and safety; to ensure that the policies contained in this Health and Safety Program Manual are being adhered to by the employer and the workers, provided that recommendations for corrective action will be channeled through the appropriate levels of supervision, to consider recommendations from workers with respect to occupational health and safety matters, and where necessary, to advise management or supervisors of an unsafe working condition and/or recommend means by which any unsafe work practice can be alleviated or eliminated, to recommend, to management, new safety practices and changes to safety practices and general policy with respect to occupational health and safety, to promote safety awareness and activities within the work force. 3. MEMBERSHIP The committee will be comprised of equal numbers of representatives from labour and management. Each committee member will have an alternate appointed to serve in his/her absence. Membership will: Have a minimum of four regular members, employed full-time, chosen by and representing the workers and the employers. The committee will decide on the number of members (a quorum), that must be present to constitute a valid committee meeting. Have management representatives not exceeding the number of worker representatives. Decide whether to use member substitutes and whether to grant them the full rights and authority of the members they replace. Elect a chair and a secretary from its members. The committee should decide on the term length for the positions prior to election 4. EXECUTIVE CO-CHAIRS: The executive must have 2 co-chairs, they will be elected by majority vote with one selected by the worker representatives and the other selected by the employer representatives. This position is responsible for running the committee meetings. SECRETARY 10

11 The secretary will be elected by a majority vote. This position is responsible for taking minutes of the meeting and preparing and distributing agendas, minutes and the annual report based on the results of the meeting under the direction of the chair. Where practicable, the secretary can be either a worker member or employer representative. 5. COMMITTEE GUIDELINES CO-CHAIRS: preside over the meetings plan the meeting topics, and give the plan to the secretary for preparation of an agenda control the direction of the meeting not the discussion work to obtain agreement in order to bring issues to a conclusion ensure that every item on the agenda receives attention. Conclusion should be reached on every item with a positive decision. This may mean referring a matter for further study. review and approve the minutes of the meeting invite specialists or resource persons as required. keep the meeting on track by cutting off irrelevant talk so that the agenda can be completed and the meeting adjourned on a positive and constructive note. if a discussion is not getting anywhere, the chair may cut it off and move to the next item, postponing the discussion to the next meeting SECRETARY scheduling meetings, notifying members at least one week prior to meeting. preparing meeting agendas compiling materials for meeting discussion preparing minutes preparing an annual report maintaining all pertinent records assist chair as required after approval, distribute and post minutes MEMBERSHIP review minutes and agenda participated in discussions and try to keep to the issues without sidetracking listen to other people s point of view submit items for agenda promote safety in their day to day work activities be involved in inspections 11

12 be involved in accident, incident and complaint investigations be involved in corrective action follow-up Committee members should not always wait for the monthly safety meetings to address health and safety issues nor should safety-related problems and complaints await for resolutions at the meetings. Safety should be on-going throughout the work day. 6. STANDARD FORMAT FOR SAFETY MEETINGS The meeting should be standardized in an order such as the following: date and time of commencement role call (record members present and absent as well as guests) revision (if necessary) and adoption of previous meeting minutes discussion of old business discussion of worker concerns, complaints and suggestions review of recent accidents, investigations and corrective actions review of reports on special assignments review on inspections (in-house or by WorkSafeBC), with recommendations training and education of committee members discussion of new business adjournment secretary s signature. CONDUCTING THE MEETING Prior to the first meeting, a representative should be elected to attend the committee meetings. The committee representative should prepare for a meeting by being preparing an agenda of safety issues or concerns. Committee meetings representative should work by consensus to develop solutions rather than deciding matters by majority vote. Committee meetings are not required to follow rules to the letter regarding rules with motions, amendments and votes on each motion. Keep it simple. Meetings should start on time, without waiting for late arrivals Meetings should close on a positive note. The procedure followed in a meeting is generally as follows: an agenda item is presented a discussion follows to ensure all members understand the issue 12

13 members discuss solutions in an effort to find the best the chair states the consensus of the committee, and summarizes any major recommendations, decisions and assignments. PURPOSE Assist in the establishment, promotion and maintenance of healthy and safe work conditions and attitudes. Promote and maintain programs for employee health and safety education. Assist in inspections and investigations Evaluate and respond to worker complaints or concerns on health and safety matters. Ensure that adequate records relating to accidents, injuries, near misses, illnesses and health and safety hazards are maintained and monitored. Review all WorkSafeBC and employer reports concerning the health and safety of workers. WORKPLACE MONITORING Management is responsible for the overall operation of the program. Supervisors are responsible for continuously monitoring the workplace and the activities within to ensure that their subordinates are working safely and in a safe work environment. Workers must be constantly on guard against hazards, whether real or potential, and report them immediately to their supervisor. Hazards include unsafe or incorrect actions or work processes, defective or un- maintained equipment, or the unsafe activities of fellow workers. POLICY The purpose of this policy is to control losses through the identification of unsafe conditions and work practices by means of safety inspections and audits during working hours as a major means of accident prevention. Accordingly, management will maintain a comprehensive program of safety inspections at all facilities and work places. CONSTRUCTION SITES Supervisors and/or designated personnel will conduct a workplace safety inspection at the workplace to identify any hazards that may exist, although safety monitoring of both the workplace and workers will be ongoing. The results of the inspections shall be documented and filed. Corrective action shall be undertaken to eliminate or minimize the hazard and 13

14 corrective actions are also to be documented and filed. Management will conduct regular unscheduled inspections on a monthly basis. INSPECTION PROCESS Supervisors and/or other designated personnel responsible for inspections will perform planned inspections as well as informal inspections as part of their regular activities, observing the safe work practices and procedures of workers, touring the area thoroughly, observing the physical condition of work areas, equipment and any hazardous materials. Planned inspections involve a systematic tour of the work areas looking for all hazards and sub-standard conditions. These inspections will be conducted when first arriving at the work site and will be ongoing until the work has been completed. These inspections will be conducted by the supervisor, workers or appointed representative, and where practicable a worker representative. Special inspections usually involve a specific location or piece of equipment in follow-up to an accident, incident or mechanical break- down and are generally done by the most qualified person(s). Pre-Inspection Review previous inspection reports, if any, for the area to be inspected. Develop a checklist of commonly reported hazards. Identify specific equipment, machinery, jobs, etc. associated with accident trends or loss potential During Inspection Take copies of previous inspection reports along and note whether the hazards listed were corrected as required. Use your eyes, ears and other senses to identify actual or potential problems as you go about your other daily activities. Record hazards identified and any others reported by workers. Look for off-the-floor and out-of-the-way items. Look for things that you think would be missed in the daily activities and inspections. Systematically cover the whole area and pay particular attention to specific equipment, machinery, jobs, etc. that have been associated with accident trends or severe loss potential. When unsafe conditions requiring immediate attention are found, corrective action must be undertaken without delay, as specified in the WorkSafeBC regulations. Defective tools, equipment and machinery must be recorded describing the items and their locations clearly. Classify items according to their potential for injury or damage. This will lead to a systematic approach toward corrective action and follow-up. 14

15 Look for root causes of sub-standard conditions, practices and procedures, not just the symptoms. 15

16 Post Inspection Complete a standard Inspection Report Form Copy all items from previous reports that have not been remedies, noting initial detection date. Ensure all sections of the Inspection Report Form are complete and legible. Keep companies on file at the workplace/worksite for reference and for WorkSafeBC access. Forward a copy of the Inspection Report to the office. All deficiencies whether real or suspected, will be recorded on the Inspection Report Form. Deficiencies should be recorded as they are discovered and not left to memory. Unsafe conditions which are an imminent hazard must be reported to the supervisor IMMEDIATELY. Unsafe conditions that do not need immediate attention but should be addressed as soon as possible can be reported to the supervisor. RECORDS AND STATISTICS Policy Records and statistics, pertinent to safety shall be compiled and retained. These records and statistics shall be used to identify and monitor problem areas, review the effectiveness of our Health & Safety Program and provide data to the supervisors to assist them in their endeavors of providing a safe and healthy work place. Records of accidents, accident reports, site inspections and minutes of the Tool Box Safety Meetings shall be filed and available for review and circulation. Records (1) INSPECTIONS OF VEHICLES AND MACHINERY Where applicable, records shall be kept on the maintenance and repair of each unit. Maintenance and repair records shall be kept on file. Such records shall be readily available upon request to WorkSafeBC Officers. (2) INVESTIGATION OF ACCIDENTS Reports of accidents and near miss incidents involving Quolus Construction Services Ltd. shall be documented and kept on file and be available as per the WorkSafeBC Regulations. 16

17 (3) SAFETY COMMITTEE When required by the Prime Contractor, Minutes of Company Safety Meetings shall be recorded and submitted to the site office, filed at Head Office and made available as per the WorkSafeBC Regulations (4) ACCIDENT REPORT FORMS (6 & 7) Accident Report Forms shall be completed and filed in accordance with the WorkSafeBC Regulations. (5) TOOLBOX SAFETY MEETINGS Tool box safety meetings must be recorded and copies kept on file and available upon request by WorkSafeBC Officers. (6) INSPECTION RECORDS Where required, Inspection Reports shall be completed for all inspections and a copy kept on file. (7) FIRST AID RECORDS When applicable, the company First Aid Treatment Records shall be maintained and kept on file. Each record of entry shall be signed by the First Aid Attendant or the person rendering first aid and, where possible, the worker receiving the treatment. First Aid Records shall be kept on file for 3 years. (8) WorkSafeBC INSPECTION REPORTS WorkSafeBC reports will be kept on file and used when auditing our Health and Safety Program. (9) EARING TEST RECORDS Records of hearing test results will be filed for future reference. (10) MATERIAL SAFETY DATA SHEETS (MSDS) Material Safety Data Sheets will be kept on file and reviewed annually to make sure they are current. 17

18 (11) ACCIDENT STATISTICS Accident statistics will be counted and recorded to monitor accident and incident trends. (12) MEDICAL CERTIFICATION/EXAMINATIONS/TESTING When required, medical certification, examinations, and testing will be maintained by management or supervisors and kept on file with results issued to the appropriate personnel ad upon request, be available to WorkSafeBC for review. Copies will be kept with the employees personnel file. (13) RESPIRATOR FIT TEST RECORDS Annual respirator training and fit testing will be performed and the results of the training will be documented, filed and be available upon request by WorkSafeBC inspectors. (14) TRAINING RECORDS Training records must be maintained and kept in the personnel files for review by the WorkSafeBC Officer (15) REVIEW OF STATISTICS Records and statistics shall be reviewed by management and, where necessary, action will be taken to correct safety problems identified during a review. RETURN TO WORK PROGRAM Definitions Modified Work - Modified is a medically supervised program for employees who have had time loss due to injury or illness. This program includes any job, task, function, or combination of tasks that an employee suffering from diminished capacity can do without risk of re-injury or delayed recovery. Temporarily / Partially Disabled - Means an employee who, due to illness or injury, is unable to perform all of the functions of their job, but is capable of doing other duties that are compatible with medically determined factors of work restriction for the injury, during a period of recovery. Object Quolus will make every reasonable effort to provide meaningful and productive work to disabled employees who are temporarily unable to perform their regular duties because of a job site injury. 18

19 The Injury Management program is designed to actively support the employee, following an illness or injury, in rehabilitation to their standard state of wellness and return to regular duties. In order to achieve this objective Quolus will consider the following: Modification of an existing job: An employee s existing job may be changed either to reduce or remove those parts of the job, which the employee is currently unable to do as a result of the disability. Providing transitional work: In this case an employee would perform regular job duties. However, less time would be spent doing these duties. For example, working four hours per day on the initial return and progressing to a full eight-hour shift as the disabling condition improves, or to a point of future reassessment. Providing alternate work: An employee may be assigned duties that are different from the normal workplace activities. A warehouse employee may be assigned some office or shipping tasks to carry out, or participate in training programs. All or any combination of the above: A modified work assignment may involve combining a number of changes to regular employment. Standard 1. Generally, the term of temporary modified duties is for a maximum of four weeks. 2. A medical reassessment may be required every two weeks. 3. Modified work is transitional and permits the matching of an individual s medical restrictions and abilities with the physical demands of the job. 4. Jobs shall be identified that make use of their skills, while maintaining the integrity of the job and the value of the work performed. 5. Every effort will be made to place an employee in their normal work environment. Employees will be placed elsewhere when this is not possible, but shall be reintegrated back to their normal environment as restrictions permit. 6. To ensure employees are assigned appropriate modified duties, Quolus may require that a mutually agreed upon Occupational Medical Physician or Specialist examine an employee. The results of this exam are confidential and Quolus will only be provided with information related to the suitability of the assigned modified duties. Responsibilities Managers are responsible for: Communicating on, and explaining, the Modified Work Program to all employees. Ensuring that employees who require medical attention are provided with a letter of introduction and a Work Capacity Form for the attending physician Submitting copies of completed forms to appropriate personnel Maintaining regular 19

20 contact with an injured employee, both while they are off work and during the term of the Modified Work Program. Reporting the progress of modified work situations as necessary Inquiring with payroll of the WorkSafeBC adjudicator if any portion of the employee s wage is received from another source. Assessing their workplace for suitable modified work assignment. Employees are responsible for: Following restrictions set out by the attending physician. Communicating to their supervisor any difficulties regarding the duties, as soon as they arise. Complying with company policies. Making medical or physiotherapy appointments in their early or later portion of the shift, and ensuring their supervisor is made aware in advance of any such appointments. WORKPLACE BULLYING AND HARASSMENT POLICY STATEMENT 1. Workplace conduct Bullying and harassment is not acceptable or tolerated in this workplace. All workers will be treated in a fair and respectful manner. 2. Bullying and harassment (a) includes any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but (b) excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment. Examples of conduct or comments that might constitute bullying and harassment include verbal aggression or insults, calling someone derogatory names, harmful hazing or initiation practices, vandalizing personal belongings, and spreading malicious rumours. 3. Workers must: not engage in the bullying and harassment of other workers report if bullying and harassment is observed or experienced apply and comply with the employer's policies and procedures on bullying and harassment 4. Application This policy statement applies to all workers, including permanent, temporary, casual, or contract workers. It applies to interpersonal and electronic communications, such as . 20

21 5.Annual review This policy statement will be reviewed every year. All workers will be provided with a copy. WORKER S DUTIES Worker duties include the following: not engaging in bullying and harassment reporting if bullying and harassment is observed or experienced applying and complying with the employer's policies and procedures on bullying and harassment SUPERVISOR DUTIES Supervisor duties include the following: not engaging in bullying and harassment applying and complying with the employer's policies and procedures on bullying and harassment DEFINITION OF WORKPLACE BULLYING AND HARASSMENT Includes any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment. EXAMPLES OF BULLYING AND HARASSMENT Intent does not determine whether the behaviour is bullying and harassment. A person cannot excuse their behaviour by saying he or she did not intend it to be humiliating or intimidating. Not all inappropriate, offensive, or disrespectful conduct is bullying and harassment. The behaviour must be humiliating or intimidating to be considered bullying and harassment. The following are some examples of behaviour or comments that might suggest bullying and harassment is taking place: verbal aggression or insults; calling someone derogatory names vandalizing personal belongings sabotaging someone's work 21

22 spreading malicious gossip or rumours engaging in harmful or offensive initiation practices physical or verbal threats (this could also constitute "violence" or "improper activity or behaviour" under the Occupational Health and Safety Regulation) making personal attacks based on someone's private life and/or personal traits making aggressive or threatening gestures FREQUENTLY ASKED QUESTIONS What are my duties regarding bullying and harassment in the workplace? Under the Workers Compensation Act, employers, workers, and supervisors have duties to ensure or protect the health and safety of workplace parties. These obligations include preventing and addressing workplace bullying and harassment. What is the definition of bullying and harassment? Not every unpleasant interaction or inappropriate conduct or comment in the workplace is considered to be bullying and harassment. The OHS policies define bullying and harassment as a single term, which: (a) includes any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but {b) excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment REPORTING PROCEDURES How to report Workers at Quolus can report incidents or complaints of workplace bullying and harassment verbally or in writing. When submitting a written complaint, please use the workplace bullying and harassment complaint form. When reporting verbally, the reporting contact, along with the complainant, will fill out the complaint form. When to report Incidents or complaints should be reported as soon as possible after experiencing or witnessing an incident. This allows the incident to be investigated and addressed promptly. 22

23 Reporting contact Report any incidents or complaints to your immediate site supervisor. Alternate reporting contact If the employer, the complainant's supervisor, or the reporting contact named in Step 3 is the person engaging in bullying and harassing behaviour, contact Devon Smith (Safety Manager) Blair Wentzell (Operations Manager) or John Williamson (President). What to include in a report Provide as much information as possible in the report, such as the names of people involved, witnesses, where the events occurred, when they occurred, and what behaviour and/or words led to the complaint. Attach any supporting documents, such as s, handwritten notes, or photographs. Physical evidence, such as vandalized personal belongings, can also be submitted. INVESTIGATION PROCEDURES 1. How and when investigations will be conducted Most investigations at Quolus will be conducted internally. In complex or sensitive situations, an external investigator might be hired. Investigations will: be undertaken promptly and diligently, and be as thorough as necessary, given the circumstances be fair and impartial, providing both the complainant and respondent equal treatment in evaluating the allegations be sensitive to the interests of all parties involved, and maintain confidentiality be focused on finding facts and evidence, including interviews of the complainant, respondent, and any witnesses incorporate, where appropriate, any need or request from the complainant or respondent for assistance during the investigation process 2. What will be included Investigations will include interviews with the alleged target, the alleged bully, and any witnesses. If the alleged target and the alleged bully agree on what happened, then Quolus will not investigate any further, and will determine what corrective action to take, if necessary. The investigator will also review any evidence, such as s, handwritten notes, photographs, or physical evidence like vandalized objects. 3. Roles and responsibilities The Safety Manager is responsible for ensuring workplace investigation procedures are followed. Workers are expected to cooperate with investigators and provide any details of incidents 23

24 they have experienced or witnessed. The Safety Manager will conduct investigations and provide a written report with conclusions to the President. If external investigators are hired, they will conduct investigations and provide a written report with conclusions to the Safety Manager and President. PROCEDURES TO DEALING WITH AGGRESSIVE OR VIOLENT BEHAVIOUR If two or more become verbally aggressive or physically violent towards one another Quolus personnel in the vicinity should respond immediately and notify Quolus management and/or site supervisors. A calm professional approach on the part of the Quolus personnel should be employed to help defuse the situation. At no time should employees put themselves at risk of physical harm. The protagonists should be separated immediately. Designated personnel should accompany each protagonist to a separate area of the site where inquiries can be made in confidence as to the nature of the altercation. Quolus or Site Management should be present and at no time should they fully close the door of the room when attempting to calm an angry worker. Any First Aid will be rendered by qualified personnel; Quolus or Site Management will gather the facts in the form of a statement from each protagonist. Quolus or Site Management will notify security and local police authorities as required. SAFE WORK RULES GENERAL RULES FOR CONSTRUCTION Accidents, injuries or near misses, regardless of their nature, shall be promptly reported to supervisors. It shall be the first duty of each employee to inspect his/her place of work and make it safe. Field level hazard assessments should be conducted prior to starting any new tasks. FLHA s should be based on a thorough inspection of the entire work area. 24

25 Possession or use on the job of intoxicating beverages or unauthorized drugs is strictly forbidden and constitutes grounds for dismissal. An employee who is using prescription drugs or over-the-counter drugs which may cause impairment shall notify the Superintendent or First Aid Attendant prior to commencing work. No employee will operate or use any equipment in a manner that endangers himself or herself or any other person. Prior authorization must be given by the Supervisor before any new tool or equipment is used. Clothing must be appropriate to duties being performed. Long pants, a shirt with a minimum four-inch sleeve and approved footwear are the minimum requirements. Loose or torn clothing is not permitted. Clothing will be assessed based on the protection required, including work performed, job conditions, and weather conditions. All employees must wear approved hard hats and safety footwear on all company work sites where required by WorkSafeBC OH&S Regulation and Quolus policy. Running, horseplay, fighting or scuffling is strictly forbidden on the job. Remove refuse and waste materials at intervals which will prevent their hazardous accumulation and to prevent slipping, tripping, fire, or other health hazards. Properly store hoses, cables, ropes, wires, etc. when not in use to prevent tripping hazards. Protruding nails are to be removed or clinched over. Only authorized personnel may do electrical work of any kind. Never leave loose tools or materials where there is a danger of them falling. Smoking is prohibited in all site offices, lunchrooms, rooms or buildings in the finishing stage, and in areas where flammable materials are stored. Always store gasoline, oil, grease and other flammable liquids and gases and materials clear of the work area. Prominently display the NO SMOKING signs in the storage area. Compressed gas cylinders shall be secured in an upright position and tested for leaks whenever they have been moved. Riding on equipment is prohibited. No person shall ride a hook, hoist or other material handling equipment which is not specifically designed to carry riders. Do not clean or adjust equipment or machinery while it is running or in motion where there is danger of contact with moving parts. Only trained, qualified, and authorized workers may work on equipment. Specific written lock out procedures for the equipment must be followed. 25

26 Do not remove guards, except for repair or adjustments, and replace them before operating equipment. All employees are required to wear approved protective goggles and/or face shields for all operations where the eyes or face are exposed to flying objects, injurious light or intense heat. All employees are required to wear gloves suitable for the job when handling materials with sharp edges, rough or abrasive surfaces, or damaging chemical properties. Ensure work areas are adequately lit. The foregoing General Rules apply to most situations and conditions present during construction. Special situations and hazards will be covered in SPECIFIC Safe Work Practices and Procedures maintained on each work-site. These are to be kept on site and must be readily available and followed by the workers performing the specific tasks. ALCOHOL AND ILLEGAL DRUGS All workers must show up fit and alert when arriving for work. There is zero tolerance for the consumption of alcohol and/or use of illegal drugs. If a worker is observed consuming and/or using illegal drugs, or there is any indication that an employee or worker is under the influence of alcohol or drugs, that person will not be permitted to remain at work and may be suspended or have their employment terminated. All workers who use medically prescribed drugs must inform management, supervisors and the appropriate on-site first aid/safety representative and provide to them, the name of the prescribed drug. ASBESTOS Workers are NOT to handle asbestos or any other hazardous material without written approval from Quolus management AND site-specific instruction and procedures from qualified personnel. If a worker is or may be exposed to potentially harmful levels of asbestos, the employer must develop and implement an exposure control plan meeting the requirements of the WorkSafeBC regulations and that it is administered by a properly trained person. It is the employers responsibility to ensure that workers who are at risk of exposure are adequately instructed and trained in: o the hazards of asbestos o the means of identifying asbestos-containing material at the worksite the safe work procedures to be followed 26

27 o the correct use of the required PPE and of the required engineering controls o the purpose and significance of any required health monitoring means for decontamination of workers o removal of asbestos waste and cleanup of asbestos waste material. The hazards that are attributed to asbestos exposure are asbestosis, a chronic lung disease resulting from prolonged exposure, lung cancer and mesothelioma, a rare but very malignant form of cancer affecting the lining of the lungs and abdominal cavity. Identifying asbestos shall be identified by signs, labels or when these are not practicable, other effective means. The work procedures will be determined by the risk factors for removal of the asbestos e.g.., Low-risk, moderate-risk or high-risk. They shall cover, the monitoring of airborne levels, ensure that windows, doorways and all other openings are adequately secured to prevent the release of fibers into other work areas, the use of glove bags, ventilation with the exception of the glove bag, the effectiveness of HEPA filters to be used for ventilation and vacuums and the handling and disposal of asbestos waste and other materials contaminated with asbestos, including disposable protective clothing and cleanup equipment, that such materials are placed in sealed containers which are labeled as containing asbestos. Note: The personal protective equipment used will be that which is adequate for the anticipated level of exposure eg. double respirator with HEPA filters, protective clothing which is made of material resistant to penetration of/by asbestos fibers, fits snugly at the neck, wrists and ankles, and as necessary to protect against the risk, covers the head and feet as well as the body. COMPRESSED AIR/COMPRESSORS Supervisors shall ensure all workers are adequately trained in safe work and operating procedures as per the manufacturer s instructions for compressors and air hoses. With regards to cleaning with compressed air, workers shall be aware of the WorkSafeBC regulations, cleaning with compressed air. Compressors, airline hoses and their connections/couplings shall be inspected prior to use, looking for damage, and cuts. If clothing is to be cleaned before leaving the work area, suitable cleaning equipment must be used. Where compressed air is used for cleaning workers clothing the worker must ensure; a specially designated area is used and appropriate eye respiratory equipment is 27