Section 5 2016

KERR Interiors Safety Manual 58

5.0 KERR INTERIOR SYSTEMS LTD. COMPANY RULES POLICY

As part of KERR Interior Systems Ltd.’s policy, the company’s employees and worker(s) receive training on The General Rules and Regulations, Practices and Procedures that have been implemented into the company’s safety program for the purpose of consistency in enforcing the company’s safety program.

DATE: May 18, 2016 ___________________________ Darryl Wiebe, President KERR Interior Systems Ltd.

"The information in this policy does not take precedence over applicable government legislation with which all workers should be familiar."

KERR Interiors Safety Manual Page 159

5.1 PRACTICE AND PROCEDURES- ALL COMPANY AND SUB-CONTRACTOR PERSONNEL

1. Job supervisors, Project Manager’s, Forman have an obligation to ensure employees under their control are aware of, and in compliance with, this policy.

2. All incidents suspected of being in breach of this policy must be reported to management, and a written report is required.

3. Employees must report to their supervisor any medications that are likely to impede or diminish job performance. Procedures to ensure the safety of the employee and others will be considered at this time.

4. Serious non-conformance to this policy will require a formal investigation. Management will react immediately when made aware of any incidents of non-conformance.

5. When an employee is suspected of violation of this policy, his Supervisor and the Site Safety Representative shall be contacted. Workers in violation shall be removed from the site. Necessary arrangements shall be made for transportation of the employee. The company will also make arrangements to have testing done when just cause is shown.

6. Company employees who do not comply with this policy will be subject to disciplinary action.


5.2 GENERAL SAFETY RULES

1. Consuming of, or being in possession of, alcohol or illegal drugs on any company job site or arriving for work or remaining at work when the ability to perform work safely is impaired is prohibited and may result in immediate dismissal.

2. Workers shall attend all training such as toolbox, tailgate, safety regulation, meetings 3. Use of hazardous materials must conform to WHMIS recommendations. A manual of Material

Safety Data Sheets (MSDS's) is available on the job site. 4. If you have any doubt regarding a job procedure or the safety involved, consult with your

immediate supervisor before proceeding with the task. 5. Maintain good housekeeping in your immediate work area. 6. Be safety smart-read the safety program binder. Your participation in the safety program is

encouraged. Some methods of getting involved include: a. Becoming familiar with the company safety program b. Attending a safety oriented first aid (SFA) course c. Writing the Safety Committee with suggestions for improving safety on the job.

7. Use of radios or headphones is not permitted while on company job sites. 8. All incidents that result in damage or injury, no matter how slight, must be reported to the

supervisor immediately. 9. All sub-standard acts and conditions, including "near miss" incidents, are to be reported to

supervisor promptly. 10. First aid treatment is to be obtained promptly for any injury and to be reported to the supervisor or

company safety officer. 11. All hazardous conditions must be immediately corrected and/or reported to your immediate

supervisor.

5.2.1 BEHAVIOUR � Fighting, abusive language, horseplay, practical jokes or otherwise

interfering with other workers is prohibited. � Theft, vandalism or any other abuse or misuse of company property is

prohibited. � Observe and obey all warning signs. � Unsafe shortcuts will not be permitted.

5.2.2 PERSONAL PROTECTIVE EQUIPMENT � Hard hats must be worn at all times where hazards that exist require the

worker to do so. � Eye protection must be worn at all times where hazards that exist require

the worker to do so. � Hearing protection devices must be worn when there is excessive noise and

when directed by your supervisor. � Safety footwear meeting CSA Grade 1 standards must be worn at all times in

work areas. � Every employee must wear clothing appropriate for working safely as is

required by OH&S Code. No shorts will be permitted.


NOTE: In all applications the Prime Contractors Safety requirements supersede this policy.

5.2.3 EQUIPMENT AND MACHINERY � Company vehicles, equipment and tools may only be operated by authorized

personnel. � Do not operate equipment or machinery for which you are not trained. � Use tools that are in good repair with safety devices such as guards in place. � Heed all barriers, signs and tags and never render safety devices inoperable

without supervisor permission.

5.2.4 USE OF MOBILE COMMUNICATION EQUIPMENT � The use of any mobile device while driving is strictly prohibited

To use a mobile communicating device: � Locate vehicle in a safe parking position and stop all vehicle motion then

proceed with the use of mobile communication equipment


5.3 COMPANY ENFORCEMENT POLICY (DISCIPLINE POLICY)

The purpose of this policy is to state the position of KERR Interior Systems Ltd. On administering an equitable and consistent discipline on unsatisfactory conduct on the company’s work sites. This policy ensures fair treatment of all employees in making certain that disciplinary actions are prompt, uniform and impartial. The primary purpose of any disciplinary plan is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.

5.3.1 DISCIPLINARY PROCEDURE The procedure for handling safety infractions by a company Supervisor will be as

follows: 5.3.1.1 MINOR SAFETY INFRACTIONS

� First offence – written warning � Second offence – removed from site for the rest of that day � Third offence – removed from site for remainder of the project � Fourth offence – banned from KERR Interior Systems Ltd.’s work sites

permanently Each stage of the enforcement policy will be documented using form 5.4 Employee Violation Record. 5.3.1.2 MAJOR SAFETY INFRACTIONS

� First offence – removed from site for the rest of the day � Second offence – removed from site for remainder of project � Third offence – banned from KERR Interior Systems Ltd. work sites

permanently Each stage of the enforcement policy will be documented using form 5.4 Employee Violation Record.

All KERR Interior Systems Ltd. documents and forms from this section may be retained in a “hard copy” paper form or by electronic means for the purpose of auditing and retention of documented forms as is required by government and Alberta OH & S regulations.

DATE: May 18, 2016 ____________________________ Darryl Wiebe, President KERR Interior Systems Ltd.



5.4 EMPLOYEE VIOLATION RECORD FORM

Employee Name: Date of Warning: (M/D/Y) Warning Issued by: Position: Violation Type: Safety: (1) Absenteeism (2) Intoxication (3) Insubordination (4) Inability to Perform Work Other: Company Statement/ Supervisor(s) Report:

(Please use the reverse side of this page for additional notes)

Signature

Employee Statement:

Agree with company’s statement

(Initial)

Disagree with company’s statement

(Initial)

Statement of Disagreement:

(Please use the reverse side of this page for additional notes)

Employee Signature

Note: This report will be kept on file at KERR Interior systems head office.

All KERR Interior Systems Ltd. documents and forms from this section may be retained in a “hard copy” paper form or by electronic means for the purpose of auditing and retention of documented forms as is required by government and Alberta OH & S regulations.


5.5 BACK INJURY PREVENTION POLICY

The cost of back injuries to our workers and the company is avoidable through good management and commitment to change. KERR Interior Systems Ltd. are committed to reducing the impact of back injuries. I ask all workers to join with me in wholehearted support of our back injury reduction program. The program will be expanded and modified as dictated by our injury record. This will be done with input from workers, supervisors and management. Our program will include comprehensive hazard assessments of jobs/tasks to determine if there are hazards that could result in back injury. Tasks that have resulted in back injury must be subject to a back injury prevention hazard analysis. If required, corrective action should be put in place to modify the job/task with the aim of reducing costly and debilitating injuries. When injuries occur we will use our modified Work Program to assist in the healing and re-integration of our very valuable work force back into the work place. The Back Injury Prevention Program will include pre-job stretching prior to the start of shifts and after meal breaks. Supervisors will lead this stretching exercise. I ask all workers in the company to join me in supporting this program. DATE: May 18, 2016 ______________________________ Darryl Wiebe, President KERR Interior Systems Ltd.



5.6 WORKPLACE VIOLENCE POLICY

KERR Interior Systems Ltd. is committed to preventing all forms of bullying, harassment and violence. This policy applies to workers, supervisors, management, contractors, visitors, suppliers and clients. Violations of worker respect in any of the forms previously stated will not be tolerated, and violations will be dealt with as expeditiously as possible. Each reported case will be investigated thoroughly and if substantiated will be dealt with under the health and safety enforcement/disciplinary policy with the further option of outside counselling or education, if required. Investigations will be treated with as much confidentiality as possible. All individuals are encouraged to report any incidents so we can seek resolution. There shall be no adverse job consequences to any individual for reporting violence issues unless investigation determines that there was a fabrication of the facts. There shall be no retaliation from co-workers directed at an individual for submitting a complaint. Retaliation shall be treated as a form of workplace violence/harassment. DATE: May 18, 2016 ______________________________ Darryl Wiebe, President KERR Interior Systems Ltd.



5.7 WORKPLACE HARASSMENT POLICY

KERR Interior Systems Ltd. believes that all employees have the right to work in an environment free from all forms of harassment. “Harassment” is defined as any objectionable conduct, comment or display by a person that:

1. Is directed at an employee 2. Is made on the basis of race, creed, religion, colour, sex, sexual orientation, marital

status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin, and

3. Constitutes a threat to the health or safety of the employee “Employee” defined as any person (management or worker) who works for a wage or salary for our company. We will make every effort to ensure that no employee is subjected to harassment at any of our places of employment. Our management is committed to keep to this policy, and to see that no employee causes or participates in the harassment of another employee. DATE: May 18, 2016 ______________________________ Darryl Wiebe, President KERR Interior Systems Ltd.



5.7.1 PROCEDURE FOR DEALING WITH HARASSMENT CASES

1. Employees are encouraged to address alleged incidents of harassment internally.

2. An employee who believes that he/she has been subjected to harassment is encouraged to clearly and firmly make known to the alleged harasser that the harassment is objectionable and must stop.

3. Where circumstances prevent an employee from taking action, or the action taken is unsuccessful the employee should report the alleged harassment to the following person designated by KERR Interior Systems Ltd. to receive complaints of harassment:

Darryl Wiebe (780) 702-9060 or (780) 699-2437

4. Where the employee has reported the alleged harassment to a person designated above, that person should immediately bring the complaint to the attention of senior management.

The company will notify the alleged harasser with information concerning the circumstances of the complaint, and undertake a confidential investigation.

5. Following the conclusion of the investigation, the company will inform the employee and the alleged harasser of the results of the investigation.

5.7.2 RESOLUTION CORRECTIVE ACTION AND CONFIDENTIALITY 1. Where harassment has been substantiated KERR Interior

Systems Ltd. will take appropriate corrective action to resolve the complaint.

2. Where harassment has not been substantiated; no action will be taken against an employee who has made a complaint in good faith. However, a deliberate false accusation of harassment will be met with strong discipline

KERR Interior Systems Ltd. will not disclose the identity of the employee or the circumstances of the complaint except where disclosure is necessary for the purposes of investigating or taking disciplinary action in relation to the complaint, or where law requires such disclosure. Nothing in this Harassment Policy Statement shall discourage or prevent an employee from referring a harassment complaint to the Department of Labour pursuant to Occupational Health and Safety Legislation, initiating a complaint under The Human Rights Code, or exercising any other legal rights available under any other law.


5.8 WORKING ALONE POLICY Purpose: This Working Alone Policy is in place to protect employees from serious injury or loss of life in the event they have to work alone or in isolation. This policy describes the responsibilities and actions to be taken to protect employees in the event they have work alone or in isolation. Scope: Working alone or in isolation in certain circumstances or environments may be unsafe and requires special arrangements to minimize potential risks of injury. By protecting our employees, we are also protecting their friends, families, fellow workers, management, the public and the environment from the serious effect of incidents. The employer may not be able to anticipate and prevent every incident, injury of illness, but they should take all necessary precautions that a reasonable and efficient person would take in the situation. Legislation: Part 28 of the Alberta Occupational Health & Safety Act, Regulation and Code Policy: All reasonably practicable steps will be taken to reduce, eliminate or control identified and potential risks to workers who work alone or in isolation. A Working Alone Policy is used to try to limit the number of injuries or illnesses that result in a lost time accident suffered by a worker or another person in/around the workplace. The safety measures and working alone procedures contained in this policy will still apply even though the employee may be in contact with people from another employer and/or the general public. Responsibilities: Employer:

� Develop and implement safe work procedures to eliminate or reduce the identified risks to workers working alone or working in isolation.

� Train workers in the safe work procedures. � Ensure that workers comply with the safe work procedures. � Review and revise the procedures not less than every three years or sooner if circumstances at a

workplace change in a way that poses a risk to the safety or health of a worker working alone or in isolation.

Supervisors: � Ensure employees follow the safe work procedures set out by the employer. � Ensure every vehicle is fitted with a personal First Aid Kit. Employees:

Take reasonable care/precautions to look after their own health and safety. � Safeguard the health and safety of other people affected by their work. � Cooperate and comply with the health and safety procedures set out by the employer. � Use tools and other equipment properly in accordance with relevant safety instructions and any

training received. � Be sure to report any accidents, injuries, near misses or other dangerous occurrences. Procedures • Employees are to perform a pre-shift vehicle inspection to ensure their mode of transportation is in

safe working order. • Employees must check in at the workplace before beginning their shift and at the end of their shift. • Employees who are working alone or in isolation are required to have a working cell phone with

them at all times. • Develop a code word to use between supervisor and employee in case of an emergency.

DATE: May 18, 2016 ______________________________ Darryl Wiebe, President KERR Interior Systems Ltd. "The information in this policy does not take precedence over applicable government legislation with which all workers should be familiar."


5.9 MODIFIED WORK POLICY

KERR Interior Systems Ltd. recognizes the benefits of a formal rehabilitation program. One of the benefits is retaining our most valuable resource: our workers. This program will provide a fair and consistent process for rehabilitating and reintegrating workers into the workplace. The program will benefit workers who have been injured on the job or are recuperating from personal injury or illness. KERR Interior Systems Ltd. will commit to providing meaningful employment for both permanently and temporarily disabled workers, thereby returning very valuable human resources, productivity and benefits to the company. The workers will be able to return to the workplace earlier and thus maintain their standard of living. DATE: May 18, 2016 ______________________________ Darryl Wiebe, President KERR Interior Systems Ltd.



5.9.1 PROCESS Duration of modified work assignments will be based on the written recommendations of the treating physician and the availability of productive work assignments. The employee will report to their supervisor or KERR Interior System’s Ltd. safety officer after each follow-up visit to review his/her current medical status. If the employee returns without medical documentation from the physician, their supervisor or safety officer will contact management to review the employee’s status before their assignment is changed or terminated. If the restricted work assignment is no longer available for the employee, the company’s supervisor will immediately notify the insurance carrier.


5.10 JOURNEY MANAGEMENT POLICY

This Policy applies to all vehicles owned, leased or operated by KERR Interior Systems Ltd. Commercial vehicles owned and operated by KERR Interior Systems Ltd. will be operated in accordance with all Federal and Provincial Regulations. All documents, records and files associated to the operation of commercial vehicles will be retained according to these regulations. All vehicle damage is preventable and will be reported. Prevention of these incidents is a shared responsibility among management, employees and the general public. DATE: May 18, 2016 ______________________________ Darryl Wiebe, President KERR Interior Systems Ltd.



5.10.1 DEFINITIONS Vehicle Incident:

� An incident involving any vehicle owned, leased or rented by KERR Interior Systems Ltd.

Preventable/Non-Preventable vehicle incident: � An incident is deemed to be preventable/non-preventable if the

driver exhibits sound judgment in his driving practices, complies with all regulations and KERR Interior Systems Ltd. policies and does everything possible to prevent an incident.

Serious Vehicle Incident: � Any incident that must be reported to Police, OH & S or other

regulatory authorities. � Incidents that result in moving traffic violations under the Highway

Traffic Act. � Incidents that result in charges under the Criminal Code of Canada. � Incidents that result in an injury classified as lost time, restricted

work or medical aid for any employee at a KERR Interior Systems Ltd. controlled work site.

� Incidents that result in environmental, property damage, equipment damage or other loss in excess of $2000.00.

5.10.2 DRIVER SELECTION AND APPROVAL The selection of competent drivers is imperative for the preventative approach to safe vehicle operation, throughout KERR Interior Systems Ltd. All drivers must conform to the safety standards as applied by the KERR Interior Systems Ltd. and the local Provincial and Federal standards for motor vehicle operation. Approval to operate motorized vehicles owned or leased by KERR Interior Systems Ltd., operators shall have the technical knowledge, physical ability and the proper defensive driving attitude and provide the following:

� Be a current employee either permanent or from an employment agency contracted to KERR Interior Systems Ltd.

� Possess a valid driver’s license compatible with the type and complexity of the vehicle to be driven.

� Provide a drivers abstract, at the employee’s expense, from the province of issue.

� The manager is responsible for ensuring that the prospective employee signs the "Authorization to Obtain Driver Abstract Form". This form along with a copy of the abstract is to be retained on the employee’s personnel file.

5.10.3 DRIVER ORIENTATION AND TRAINING All Operators of KERR Interior Systems Ltd. motorized vehicles will receive job specific orientation and training applicable to the type of equipment they are assigned to operate. Persons who can properly demonstrate that they are qualified to operate specific equipment shall do a practical test to the satisfaction of KERR Interior Systems Ltd.’s Supervisor(s) Equipment operators shall be provided with additional training as follows:


� Training on the proper completion of all paperwork as required by KERR Interior Systems Ltd. and legislated authorities.

� Training on weights and dimensions, loading and unloading procedures and load securement.

5.10.4 DRIVER EVALUATION Drivers, primarily trucks and crew foreman's vehicles, will be evaluated on information provided on their annually obtained abstract and the amount and seriousness of incidences. The following levels of observations will be used to determine acceptability of performance. Evaluation shall be based on the following issues:

� Driving experience � Demerit points � Photo radar infractions � Vehicle incidents and their severity � Motor vehicle incident convictions under the motor vehicles act of Alberta

and the criminal code. � Administrative suspensions by outside authorities and in house

suspensions. NOTE: Any photo radar infractions received by KERR Interior Systems Ltd. on The Company’s vehicles will be paid by KERR Interior Systems Ltd. and deducted from the operators pay at the earliest convenience.

5.10.5 DRIVER EVALUATION BASIS Driver evaluation will be based on a three category based risk assessment using the annual driver abstracts as low, medium and high risk.

� Low risk will be up to 7 demerit points, � Medium risk will be up to 11 demerit points, � High risk will be 12 or more demerit points. � Where a conviction or refusal to provide a breath sample to the policing

authorities or KERR Interior Systems Ltd. policies for testing for alcohol or drugs will be subject to internal discipline up to and including dismissal.

The following may be applied as a requirement to the risk assessment: � Defensive driver training � Abstract review on a more frequent basis � Loss of take home � Loss of driving privileges � Dismissal

5.10.6 COMMERCIAL DRIVERS RECORDS (NOT CURRENTLY A REQUIREMENT)

Driver record files will be retained in accordance with the Alberta Commercial Vehicle and Certification Regulation (AR314/2002) for a period of 5 years.

The Manager responsible must obtain the following documentation: � Drivers complete application form outlining the previous three years � Updated drivers abstract on an annual basis or more frequently for

higher risk drivers � A record of driving infractions for the past three years

KERR Interiors Safety Manual 4

� A record of administrative penalties for the past three years � A record of all training undertaken by the driver and copies of certificates

to be retained in the file � A record of all collisions causing property damage but not serious

enough to call policing authorities. � A copy of a current medical certificate for class 1 drivers.

5.10.7 GENERAL VEHICLE USE All vehicles and equipment will be operated within the Federal, Provincial and Municipal laws and regulations.

Where applicable Occupational Health and Safety Rules, KERR Interior Systems Ltd. policies and guidelines will be in effect and are as follows:

� All drivers are required to drive in a manner within the applicable laws with control of the vehicle at all times.

� The driver is responsible to ensure that all required documentation is in the vehicle, such as, valid registration and insurance and weight information.

� When the driver receives a citation or a warning from a peace officer or a civil authority, they must report it to KERR Interior Systems Ltd. as soon as possible.

� Employees are responsible for violation fines while the vehicle is under their control.

� All equipment defects must be reported as soon as is practicable and repaired prior to next usage.

� All Drivers must have a valid driver’s license suitable to the vehicle they are driving.

� If an employee’s license is revoked or suspended they must notify KERR Interior Systems Ltd. as soon as possible.

� Only authorized persons are permitted to ride in light vehicles, employees and customers.

� Only the Driver and employees are permitted in heavy vehicles, except in an emergency.

� Headlights are to be used at all times � No employee will operate a KERR Interior Systems Ltd. vehicle under the

influence of alcohol or drugs and must comply with the KERR Interior Systems Ltd. alcohol and drug policy

� Seatbelts must be worn at all times while operating or as a passenger in any KERR Interior Systems Ltd. owned or leased vehicles.

� No person(s) are permitted to ride in the cargo areas, on any exterior portion of any vehicle where approved seat belts are not available

5.10.8 VEHICLE ASSIGNMENT Vehicles owned or leased by KERR Interior Systems Ltd. will only be assigned to approved drivers. All other employees requiring the use of a KERR Interior Systems Ltd. vehicle will have to be approved to use a vehicle and have their name placed on the insurance policy


5.10.9 VEHICLE INSPECTION Vehicle inspection is one of the best methods available to identify opportunities to prevent vehicle incidents by detecting needed repairs before vehicle use.

Any repairs must be corrected prior to use as soon as is practical to do so. Inspection reports must be recorded in the daily inspection book located in the vehicle.

5.10.10 HOURS OF SERVICE Control over the hours of service for vehicle operators is designed to reduce the number of incidents due to fatigue. KERR Interior Systems Ltd. will abide by all required rules and regulations, Provincial and Federal legislative requirements and Customer site standards. The Manager and Supervisors responsible need to be familiar with the applicable regulations on and off site to provide direction to the drivers. Drivers/Operators must familiarize themselves with all rules and regulations concerning motorized equipment and vehicle operations. These regulations are enforceable and binding on Drivers, Supervisors and KERR Interior Systems Ltd.

5.10.11 DRIVERS DAILY LOG BOOK All KERR Interior Systems Ltd. drivers, where required, will keep a daily log book recording hours of service. When a vehicle is used where a driver is required to keep a log book a copy of the latest publication, of the Drivers Hours of Service Regulation, is retained in the vehicle as a guide to the proper use of the book. The spirit of the Regulation in its entirety shall be followed by all who are involved with this activity.

5.10.12 TYPES OF COLLISIONS AND INCIDENTS All types of collisions are preventable and the following is a list of some causes that may cause an accident:

� Driver was not operating at speed consistent with existing road conditions and traffic constraints

� Driver failed to control speed to maintain appropriate distance from the vehicle in front of him.

� Driver failed to yield right of way to avoid an accident � Driver was in violation of KERR Interior Systems Ltd. operating rules,

special instructions or traffic regulations � Driver was overdriving headlights in poor driving conditions

5.10.13 INCIDENT REPORTING AND CLASSIFICATION All incidents/accidents must be reported and investigated according to KERR Interior Systems Ltd.’s Investigations Policy.


5.10.14 APPLICABLE LEGISLATION Under Section 35 of the Alberta OH&S Act, Existence of imminent danger: 35(1) No worker shall: a) carry out any work if, on reasonable and probable grounds, the believes that there exists an imminent danger to the health or safety of that worker, or b) carry out any work if, on reasonable and probable grounds, the worker believes that it will cause to exist an imminent danger to the health or safety of that worker or another worker present at the worksite, or c) operate any tool, appliance or equipment if, on reasonable and probable grounds, the worker believes that it will cause to exist an imminent danger to the health or safety of the worker or another worker present at the work site.

End of Section 5

Section 5 2016

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Transcript of Section 5 2016