TBG Orientation

ORIENTATION

Mission StatementTo provide residential landscape design and build services, in a manner that ensures the clients’ experience of undertaking a landscaping venture, is enjoyable, easy, and rewarding

Probationary Period All new employees are subject to a probationary period of 90

days (does not guarantee employment for the full 90 days)

Any employee who does not follow company rules may be dismissed at any given time

Intended to serve as an evaluation period for both TBG and the new employee

During probationary period, both parties may evaluate whether their goals and visions for the company coincide

Job Clocks and Payroll Supervisors are responsible for ensuring crew members clock

in upon arrival on site and clock out prior to leaving site (for all employees under their supervision)

If any employee is working on another site, it is their responsibility to inform the site supervisor to clock them in and out

Time sheets (keep in case of discrepancies)

Lunch hour (automatic half-hour deduction)

Biweekly pay period (every other Friday)

Human Resources Policies

Human Resources Policy Working Hours

- Start times - vary from 6:00 a.m. to 7:30 a.m. - End times vary from 5:00 p.m. to 7:30 p.m. - Dependent on the jobsite location and hours of daylight - Scheduled work week is Monday to Friday, with some mandatory

scheduled Saturdays (approximately 8 per year).- Dependent on project deadlines and weather conditions.

Vacation Time Entitlement

- Vacation pay is 4% of the “gross” wages earned by the employee in the stub period, and is paid out in each biweekly pay period

- The Employee may not take any ordinary vacation until after 3 months of employment

- It is understood and agreed that any ordinary vacation is subject to reasonable control over scheduling by the Employer.

Human Resources Policy Continued…Jury Duty

Serving on a jury when called is a civic duty and as such, is recognized and supported by the Company. The Company will grant jury duty leave to all employees summoned to serve as a member of a jury. It is expected that the employee will report to work when off for the day or excused early. It is the responsibility of the employee to notify the principal immediately upon receipt of a jury duty summons or court subpoena. A copy of the jury summons is to be sent to management as soon as received.

Human Resources Policy Continued…

Uniforms

- TBG t-shirt, safety approved work boots, and safety approved eyewear

- Hats are optional but encouraged to wear sun-block and hat in summer months

- T-shirts to remain on AT ALL TIMES- No sweat pants allowed (pants must blue canvas)

Smoking - Absolutely no smoking in trucks, machines, indoors- Only on breaks- Clean up

Open Door Policy

Every manager or supervisor’s door is open at any time, to every individual employed by The Beach Gardener Inc.

Purpose - to encourage open communication and feedback between both management and employees regarding any issues of importance to each party

Management at TBG is committed to addressing any employee concerns or suggestions in a timely manner

Paperwork and Submission Every employee is responsible for submitting any required

paperwork or forms to the appropriate bodies of the company for review, approval, and for record keeping purposes

Required paperwork is to be:

- Filled out correctly- Complete when submitted- Filled out neatly so that all handwriting is legible- Submitted on time

Follow-up action will be taken if paperwork is not handed in

Equal Opportunity Policy Statement

TBG Landscape Inc. is committed to equality in employment and prohibits unlawful or unfair discrimination on the grounds of sex, race, sex reassignment, disability, ethnic or national origin, nationality, sexual orientation, marital status, responsibility for dependents, religion or belief, trade union activity or age

Refer to Operations Manual

Violence in the Workplace Prevention Policy

TBG Landscape Inc. has a ZERO-TOLERANCE policy for violence and unacceptable behaviours

“Violence or unacceptable behaviours” include, but are not limited to: physically harming another, shoving, pushing, or other physical assaults, stalking, threats, harassing, bullying, emotional abuse, intimidation and other forms of conduct that create anxiety, fear, and a climate of distrust in the workplace

Violence in the Workplace Prevention Policy Continued…

Employee Responsibilities:

1. Respect all persons and property, and refrain from behaviour that could be perceived as threatening, harassing, intimidating, or dangerous to yourself or others

2. Report violent acts, threats of violence, and unacceptable behaviours to your immediate supervisor

3. Refrain from reporting false information or making unfounded complaints against others

4. Cooperate and participate in efforts recommended to resolve workplace concerns

Violence in the Workplace Prevention Policy Continued…

Supervisor Responsibilities:

1. Demonstrate respect for all employees and hold them accountable for their behaviour

2. Refuse to tolerate harmful, threatening, intimidating, harassing, disruptive or other inappropriate behaviour in the workplace

3. Monitor, assess, and respond to employee complaints, credible reports of threats, questionable behaviour or prohibited conduct

4. Observe the warning signs of inappropriate or prohibited behaviour and immediately report employee complaints and other questionable actions

5. Preserve the confidentiality of employee complaints by sharing information with only those who have a need to know

Alcohol and Drug Policy

TBG Landscape Inc. has a ZERO-TOLERANCE for violations of the drug and alcohol policy. Any violations of this policy can be ground for IMMEDIATE suspension or termination of employment

What Substances Are Covered By This Policy?- Illicit drugs- Alcohol- Medications

Illicit Drugs

PROHIBITED:

- use, possession, offering or sale of drugs or paraphernalia

- Possession of prescribed medications without a legally obtained prescription and distribution, offering, or sale of prescription medications (trafficking)

- Reporting for work under the influence- Presence in the body of illicit drugs

Alcohol

Prohibited:

- Reporting for duty under the influence- Use of alcohol during the work day (meals and

breaks)- Possession, distribution, offering, or sale of

alcohol- Use of alcohol within eight hours of an accident

or until tested or advised by TBG

Medications

Expected to use prescribed and over-the-counter medications RESPONSIBILY

Intentional misuse of medications (ex. using the medication not as it has been prescribed, using someone else’s prescription, combining medication and alcohol against direction ) while on TBG business, premises or worksites is PROHIBITED

Medications of concern: those that inhibit or may inhibit employee’s ability to perform job safely and productively

Alcohol and Drug Policy Continued…

Other Responsibilities Relating to this Policy:

- Call-in situations – (e.g.. snow and ice)- Reporting- Enabling- Rehabilitation

Call in Situations

Ex. Snow and Ice removal

Employees on-call are expected to be fit for work and in compliance with TBG standards

If unexpected circumstances arise where individual is requested to perform unscheduled services while under influence (illicit drugs, alcohol or medications) it is their responsibility to notify their supervisor and DECLINE work

Reporting Reasonable cause to suspect that any co-worker,

vendor, subcontractor, customer, visitor at workplace might be under the influence you must report that person IMMEDIATELY to their supervisor

If supervisor suspected, you MUST report suspicion IMMEDIATELY to company owner (or Health and Safety rep)

Always err on the side of caution

Enabling

Any employee, subcontractor, or supervisor discovered to have ignored and/not reported suspected or known incidents of drug and alcohol abuse, will be considered to have enabled the situation (just as guilty as the person under the influence)

TBG – ZERO-TOLERACE for enablers (can be cause for immediate suspension or termination)

Rehabilitation TBG recognizes that dependence can affect some persons

similar to a disease and that treatment can be used to successfully cure/treat dependence

Encourage employees suffering from dependence to take an active role in gaining control over dependence

Dependence will not be tolerated as an excuse for poor or unsafe performance

Expected to seek advice and follow treatment program immediately

Environmental PolicyTBG Landscape Inc. is committed to supporting and being ‘green’ to our environment. We recognize that activities of the organization could have a significant impact on the environment. We embrace our responsibility to minimize this impact and are offering innovative solutions that protect and sustain the environment. We promise to operate in compliance with all relevant environmental legislation and we will strive to use pollution prevention and environmental best practices in all we do


Telephone and Electronic Device Policy

Office Telephones

- Answer calls promptly and courteously (always identify yourself to the caller)

- No personal toll or long distance calls are to be made unless authorized by the supervisor

- Limit personal calls during working hours


Company Issued Electronic Devices

- Allocated to names employees who will remain responsible for their use

- Personal calls are not permitted. Any charges to TBG resulting from personal calls will be deducted from the employee’s biweekly pay

- Text messaging is not permitted. The use of Blackberry Messenger (BBM), may be used, but charges resulting from messages for any other portal will be deducted from the employee’s biweekly pay

- Expected to be used in safe areas and to ensure the timing of their use is safe


Company Issued Electronic Devices Continued…

- Employees are advised not to let others use the company issued electronic device unless it is for an emergency situation

- Each BlackBerry shall be provided with a protective Otter Box and it should not be removed at any time

- Employee will be responsible for any charges resulting from the replacement of a lost or device, or any damages caused to the device (charges will be deducted from the employee’s biweekly pay)

- Provided for business purposes, and therefore, TBG maintains the right to monitor usage when there is a suspicion of improper use

- Employees will be responsible for charges where policy violations exist


Safe Use of Electronic Devices While Driving

- TBG prohibits the use of electronic devices while driving, unless fitted with a hands-free device

- Employees whose job responsibilities include regular or occasional driving and who are issued electronic devices for work-related use are expected to refrain from using their device while driving

- Safety must come before all other concerns

- Employees charged with traffic violations resulting from the use of their electronic device while driving will be solely responsible for all liabilities that result from such actions

- Sanctions

- Failure to company with the guidelines set out in this policy will result in sanctions ranging from disciplinary action to potential civil and criminal liability

Progressive Discipline Policy

Purpose:

Inhibit unacceptable behaviour in the workplace by imposing sanctions on employees who violate company Health & Safety policies and procedures or other fundamental workplace standards

Disciplinary action of this policy will be used as corrective action – intent to encourage employee to act in compliance with TBG’s health & safety policies/procedures and other standards

Will not be used as a form of punishment

Progressive Discipline Continued…

TBG is committed to ensuring that discipline applied is considered reasonable in relation to:

(i) The offence committed (e.g. initial offences may warrant mild discipline, while repeat offences or extreme health & safety violations may result in more serious discipline)

(ii) The employee to which the corrective action is applied (e.g. length of service, previous discipline record, etc.)


TBG is committed to appointing competent supervisors to ensure compliance with health & safety standards. All TBG supervisors are expected to act in compliance with their duties under the Occupational Health & Safety Act (OHSA)

This includes, ensuring that a worker:

(a) “works in the manner and with the protective devices, measures and procedures required by [the] Act and the regulations; and

(b) uses or wears the equipment, protective devices or clothing that the worker’s employer requires to be used or worn”


In addition, a TBG supervisor shall:

(a) “advise a worker of the existence of any potential or actual danger to the health or safety of the worker of which the supervisor is aware;

(b) where so prescribed, provide a worker with written instructions as to the measures and procedures to be taken for protection of the worker and;

(c) take every precaution reasonable in the circumstances for the protection of a worker”


First Offence: Verbal Warning

The employee is given a verbal warning The employee is advised that the next infraction will result in a written

warning The verbal warning is documented and kept in the employee’s

personnel file

Second Offence: Written Warning

The employee is given a written warning The written warning includes notification that the next infraction will

result in a 3 day suspension from work without pay A copy of the written warning is kept in the employee’s personnel file


Third Offence: Suspension

The employee is dismissed for the remainder of the day and an additional two day suspension without pay

The suspension is confirmed in writing The suspension confirmation includes notification that the next infraction

will result in an immediate and permanent dismissal A copy of the suspension confirmation is kept in the employee’s personnel

file

Fourth Offence: Dismissal

The employee is dismissed immediately The dismissal is confirmed in writing (via mail) A copy of the dismissal is kept in the employee’s personnel file

Credit Card/Reimbursable Expense Policy

All TBG employees must fill out and submit an expense report, in order to receive reimbursement for any expenses occurred on behalf of the company

What needs to be included:

- Jobsite- Material purchased- Quantity- Type of Work- Total cost (with attached receipt)- Payment Method

Any employee that fails to submit an expense report, including these specific details, will not be eligible for reimbursement

Credit Card/Reimbursable Expense Policy

Each employee :

Responsible for obtaining and submitting the original receipt copy for any purchase made with any credit card under The Beach Gardener Inc. company name, or any purchase made with cash/credit on behalf of The Beach Gardener Inc.

The back of the original receipt copy :

- must include the company stamp and the specific details of the purchase

Failure to submit a receipt will result in disciplinary action.

Employment Contract

Non-Competition Agreement:

“You agree to refrain from soliciting work from any of The Beach Gardener Inc. clientele for a period of 5 years. In addition, as an employee of TBG, taking part in any side work is strictly prohibited, and grounds for immediate dismissal. Side work refers to any paid work from participating in any contracting or landscaping services outside of your employment with The Beach Gardener Inc.”

Vehicle and Mobile Equipment Policy

The purpose of this policy is to ensure the safety of those individuals who operate company vehicles + mobile equipment. Vehicle + mobile equipment accidents are costly to our company, but more importantly, they may result in injury to yourself or others. It is the responsibility of the driver to drive in a safe manner and drive defensively to prevent injuries and property damage.

Operator Qualifications

All individuals who operate company vehicles + mobile equipment must have the appropriate skills, certification and/or license.

A qualified operator must: Possess a valid driver’s license appropriate for the type of vehicle or mobile

equipment Successfully complete a practical operating exam administered by competent

and authorized personnel


Driver Eligibility

Company vehicles and mobile equipment are to be operated by authorized employees only, expect in emergencies or repair testing by a mechanic. Spouses or family members are not authorized to operate company vehicles or mobile equipment.

Any employee who has had their driver’s license revoked or suspended must immediately notify their Supervisor and discontinue operation of the company vehicle or mobile equipment. Failure to do so may result in disciplinary action, including dismissal.


Operator Safety Rules The operator should be knowledgeable of the following: Their responsibilities to operate the vehicle or mobile equipment in a

safe manner

Familiarity and comprehension of safety requirements for the vehicle or mobile equipment which they intend to operate

Manufacture’s operating and maintenance procedures

How to communicate to maintenance personnel when there is a problem with a vehicle or mobile equipment


Vehicle + Mobile Equipment Maintenance Vehicle + mobile equipment operators must take all reasonable steps to ensure daily inspections have been carried out in accordance with company regulations.

All mobile equipment is to be inspected and maintained according to the inspection schedule as a minimum. Records of all inspections and maintenance are completed and maintained for review and approval.


What is to be Done in Case of an Accident In an attempt to minimize the results of an accident, the driver must prevent further damage or injuries and obtain all pertinent information and report it accurately. 1. Call for medical aid, if necessary2. Secure accident scene – pull onto shoulder or side of the road3. Call the police. All accidents, regardless of severity, must be reported to the police4. Record names and addresses of driver, witnesses, and occupants of the other vehicles and any medical personnel who may arrive at the scene5. Record the following information:

License number of the other driver Insurance company names and policy numbers of other vehicles Make, year, model of other vehicles Date and time of accident Overall road and weather conditions

6. Draw a diagram of the accident scene and note the street names and locations of traffic signs, signals, etc.7. Do not discuss the accident with anyone at the scene except the police. Do NOT accept any responsibility for the accident. DON’T argue with anyone8. Provide the other party with your name, address, phone number, driver’s license number, and insurance information9. Immediately report the accident to your Supervisor and provide a copy of the accident and/or your written description of the accident

Vehicle and Equipment Maintenance Policy

Purpose of this Policy

To provide a standard practice for defining responsibility for maintenance and the reporting of company vehicles and equipment including the management of all related operating costs.

Vehicle + Equipment Maintenance Policy

The Beach Gardener Inc. (TBG) is committed to ensuring compliance with local regulations and authorities pertaining to the maintenance of all company vehicles and equipment, licensing/permits, insurance and inspections. Vehicles, equipment and parts will be purchased to ensure our equipment is in compliance with regulated standards. All repairs will be performed in a manner that ensures these standards are maintained.

Employee Privacy Policy

The Beach Gardener Inc. privacy policy is designed to assist you in understanding how we collect and use the personal information you provide to us.

How do we collect personal information? We obtain the personal information we collect directly from the potential employee or contractor. During the application process, most potential employees and contractors provide us with a resume, which includes personal information, skills and experience. They also may complete our Employment Application form. Once a candidate is hired, they are required to complete our Employee Information form.

Employee Privacy Policy

Type of information we collect and hold

The personal information we collect is related to the practice of hiring and employment: Personal information is collected and recorded from potential

employees and contractors for the purpose of hiring and reference checking

All personal information that is normally required to be transferred between an employee and an employer in the context of an employment relationship, including but not limited to, personal address, tax information, banking details, skills, experience and information that might be relevant to a worker’s compensation claim

Employee Privacy PolicyPurpose for collecting and holding personal information

We collect and hold personal information of potential employees, contractors and current/previous employees to:

Gain a comprehensive understanding of skills and experience Conduct an independent verification of skills and experience through reference checks Assess suitability for positions we are seeking to fill or positions that may come

available in the future For payroll, filling of tax information and filling worker’s compensation claims

We provide every effort through physical and technological security measures to protect personal information from unauthorized access, modifications and disclosure.

Disclosing of your personal information We do not disclose the personal information of potential employees, contractors or

current/previous employees, expect where it is required by law.

Questions?

TBG HEALTH & SAFETY2011

TBG Health and Safety Responsibilities

Employer and Senior Management (OHSA Section 25 & Section 26)

Supervisor (OHSA Section 27)

Employees/Workers (OHSA Section 28)

JHSC

Health and Safety Representatives

Refer to OH&S Act and Regulations

OHSA – Section 2727. (1) A supervisor shall ensure that a worker,

(a) works in the manner and with the protective devices, measures and procedures required by this Act and the regulations; and

(b) uses or wears the equipment, protective devices or clothing that the worker’s employer requires to be used or worn

(2) Without limiting the duty imposed by subsection (1), a supervisor shall,

(c) advise a worker of the existence of any potential or actual danger to the health and safety of the worker of which the supervisor is aware;

(d) where so prescribed, provide a worker with written instructions as to the measures and procedures to be taken for the protection of the worker;

(e) take every precaution reasonable in the circumstances for the protection of the worker

OHSA – Section 28

28. (1) A worker shall,

(a) work in compliance with the provisions of this Act and the regulations;

(b) use or wear the equipment, protective devices or clothing that the worker’s employer requires to be used or work;

(c) report to his or her employer or supervisor the absence of or defect in any equipment or protective device of which the worker is aware and which may endanger himself, herself or another worker; and

(d) report to his or her employer or supervisor any contravention of this Act or the regulations or the existence of any hazard of which he or she knows

OHSA – Section 28 Continued…

28. (2) No worker shall,

(a) remove or make ineffective any protective device required by the regulations or by his or her employer, without providing an adequate temporary protective device and when the need for removing or making ineffective protective device has ceased, the protective device shall be replaced immediately;

(b) use or operate any equipment, machine, device or thing or work in a manner that may endanger himself, herself or any other worker; or

(c) engage in any prank, contest, feat of strength, unnecessary running or rough and boisterous conduct

(3) A worker is not required to participate in a prescribed medical surveillance program unless the worker consents to do so

TBG Personal Protective Equipment (PPE)

Supervisor Responsibilities:

- Ensure all employees and visitors on site wear approved safety footwear, approved hard hats, and approved safety glasses

- Employees are trained in use and care of PPE they are using- PPE is cleaned and inspected regularly- Defective or damaged equipment is removed from service- PPE requirements are communicated to all new hires,

subcontractors, and visitors to the site

TBG Personal Protective Equipment (PPE) continued… Employee Responsibilities:

- Purchase and come to site wearing approved safety footwear (employee provided), approved hard hats (TBG provided), approved safety glasses (TBG provided)

- PPE is worn whenever necessary- PPE is cleaned and inspected regularly- Defective and damaged equipment is removed from service- Participate in PPE training- Not to remove or make ineffective any protective device

required by regulation or employer

Damaged PPE (Unacceptable)

WHMIS Compliance/Training

TBG Landscape Inc. values the safety and well-being of our employees and will work with them to provide every reasonable safety measure possible. In pursuit of our high-safety standards, and in compliance with Federal and Provincial compliance regulations, TBG Landscape Inc. will provide WHMIS (Workplace Hazardous Materials Information System) training for all employees.

WHMIS

TBG Landscape Inc. will:

1. Meet all provincial legislative standards as outlined in the Occupational Health and Safety Act and will ensure that information and training on hazardous materials is provided to all staff

2. Ensure that all containers that hold hazardous materials have appropriate labels and are no more than three years old

3. Ensure that that Material Safety Data Sheets (MSDS) are available to provide additional information and detail hazard and precautionary information

WHMIS

4. Ensure that all workplace hazardous materials include Supplier labels, and that suppliers provide the appropriate supplier labels and MSDS

5. Ensure that workers will have full access to supplier labels and MSDS information

WHMIS Training and Education

In accordance with the Occupational Health and Safety Act, R.R.O. 1990, REGULATION 860, 7. (1), TBG Landscape Inc. is committed to ensuring that each employee is instructed on:

(a) the contents required on a supplier label and workplace label, and the purpose and significance of the information contained on the labels;

(b) the contents required on a material safety data sheet and the purpose and significance of the information contained on a material safety data sheet

WHMIS Training and Education

(c) procedures for the safe use, storage, handling and disposal of a controlled product

(d) procedures for the safe use, storage, handling and disposal of a controlled product when it is contained or transferred

(e) procedures to be followed when fugitive emissions are present; and

(f) procedures to be followed in case of an emergency involving a controlled product

*WHMIS training for all TBG Landscape Inc. employees will be administered through an online training course provided by Landscape Management Network (LMN)

WHMIS – Employee Responsibilities

Every TBG Landscape Inc. employee must participate in WHMIS training and education

Employees must report any violation of the Act or regulations to their immediate supervisor, Human Resources, or JHSC representative

Employees shall inform their immediate supervisor, Human Resources, or JHSC representative in the event that they do not have the proper information on a controlled product (i.e. the MSDS is missing, damaged, or illegible)

TBG Hazard Reporting Procedure

Purpose:

A hazard, if not corrected can cause accidents and incidents. Hazard Reporting form is designed to be used to stop accidents before they occur

Objective:

Eliminate the possibility of accidents/incidents due to hazards that have not been identified

Hazard Reporting Responsibilities

Employees:

Be aware of surroundings. Responsible for inspecting worksite prior to beginning work

- Verbally report any perceived hazard to Supervisor- Provide supervisor with recommendations on how to eliminate or control the

hazard- Escalate the issue to management if Supervisor does not respond

Supervisor:

Discuss the hazard and controls with employees and complete Hazard Reporting Form

- Respond to employee concerns within 24 hours, if “A” hazard, immediately- Take corrective action to address hazard concern- Provide a copy of the Hazard Reporting form to Management

Hazard Reporting Responsibilities

Management:

- Ensure action is taken to reduce/eliminate the hazard- Initial (sign) the Hazard Reporting Form

Email: [email protected]

mailto:[email protected]

Hazard Types

“A” Hazard - Immediate risk to worker health + safety- High exposure to risk- Potential for severe injury- Failure to comply with government health + safety laws and regulations

“B” Hazard- Potential risk to worker health + safety- Moderate exposure to risk- Potential for moderate injury- Failure to comply with recommended work practices

“C” Hazard- Low immediate risk to worker health + safety- Low exposure to risk- Potential for long-term injury due to repeated exposure to risk

Hazard Analysis

A hazard analysis will assist in determining:

What are the steps in the work activity What are the potential hazards in the work activity What are the protective measures for the safety of our workers

assigned to infrequently performed work activities

To properly conduct a hazard analysis, the following resources could be consulted:

Legislation Existing practices and procedures Previous accident reports Worker knowledge – unsafe conditions, known hazards

Procedure for Completing a Hazard Analysis

1. Breakdown of work activity

Work activity is a segment of the operation necessary to advance the work- Supervisor identifies the work activity for hazard analysis- Supervisor in charge of the activity will breakdown the activity

into steps in the correct sequence; with assistance from others as required

2. Identify potential hazards

Identify work activities with potential for injury and illness. Within these work activities, identify specific hazards that exist. Hazard identification is based on observation of the job, previous knowledge of accident and injury causes and personal experience- Potential hazards are identified for each work activity


3. Hazard risk rating (The A, B, C classification system is used to assess the level of risk)

Factors in assigning a job hazard rating include:- Accident frequency and severity- Potential for severe injury or illness- Newly established jobs- Modified jobs- Infrequently performed jobs

4. Preventative measures and controls

When all hazards have been identified, determine ways to eliminate or control the hazards- Eliminate hazard: most effective measure- Contain the hazard: if the hazard cannot be eliminated, then prevent contact- Revising work procedures: modify steps that are hazardous or add additional steps to

provide safety


5. Communication of job hazard analysis to workers

- Upon completion of job hazard analysis, communicate the results with all workers who are, or will be, performing the job.

- Ensure all the basic steps have been discussed and suitable controls are in place

- Workers and supervisor must sign the document- Supervisors are responsible for ensuring that workers

are following the appropriate control procedures

Lock-Out and Tag-Out

Purpose of a lock-out: to ensure that all energy sources are isolated and effectively controlled prior to any work being on or in close proximity to machinery or equipment.

Lock-out: Physically neutralize all energies in a piece of equipment prior to performing maintenance or repair work. Lock-outs generally involve:

Stopping all energy flows Locking switches and valves Securing the machine, device or power transmission line

in a de-energized state


Isolation Procedure for all Energy Sources:

Prior to starting work on any machinery, equipment or process, it is required to isolate the energy source using the five-step process: Lock, Tag, Clear, Try and Release.

Equipment removed from service because of safety concerns must be locked, tagged, cleared and tried by the person in charge of the work to ensure that it cannot be used.


Step 1: Lock

1.1 Person in charge will notify all affected personnel of the extent and duration of the shutdown.

1.2 Person in charge will ensure that all machinery , equipment and process are shutdown, locked, and tagged.

1. Employees working on or near equipment must place their assigned lock and tag at the lockout point(s).


Step 2: Tag

2.1 Tag must be securely attached to each lock2.2 The tag must be made on non-conductive material2.3 The tag must include the words “DO NOT OPERATE,” the name of the worker and date of lockout

Step 3: Clear

3.1 The person in charge will clear the machinery, equipment or process of any hazards or people


Step 4: Try

4.1 The person in charge will try to activate the equipment once he/she is certain that all energy sources are locked-out, tagged and clear.

(a) Operate equipment controls to ensure the machinery, equipment or process will not activate

(b) Ensure the machinery, equipment or process are returned to the off or neutral position after test

(c) Relieve/restrain any residual/stored energy and ground electrical energy stored in capacitors

(d) Visually check to determine energy sources have been neutralized and test with appropriate test equipment


Step 5: Release

5.1 The person in charge will release the equipment for repairs once he/she has assessed that everything is properly locked out

5.2 The individual employees lock and tag must remain on any system until:

(a) Repair of the system is complete and is safe to operate

(b) Responsibility for the system has been turned over to another employee and the lock and tag of the employee accepting the responsibility is securely attached to the equipment

Emergency Evacuation Plan

Review of TBG Emergency Response Procedures

Accident/Incident Report and Investigation Policy

Definitions:

Near Miss – situation where injury or damage did not occur but could have if the conditions were slightly different

Lost Time Injury – any injury that prevents the employee from coming to work the day following the injury

Occupational Illness – employee’s health is impaired, resulting from exposure in the workplace

Incident – property is damaged but no injury to employee

Medical Aid – medical treatment is given by a doctor, but the injury only requires the day the injury occurred off

First Aid – injuries that can be treated on the job without any days off

http://www.youtube.com/watch?v=kWF0s06W_04

Accident/Incidents continued…

Responsibilities:

Employees – required to report all accidents/incidents immediately to their immediate supervisor

Supervisors – required to conduct initial investigation and submit reports using the Accident/Incident Report + Investigation Form

Management Team – required to determine if there is need, and if necessary, carry out a detailed investigation. Also required to determine the cause, recommend corrective action and report to owner

Joint Health and Safety Committee – required to carry out a detailed investigation, identify hazards, determine the cause and recommend corrective action. JHSC participation offers employees assurance that the investigation is a fact-finding not fault-finding exercise

Owner – required to review all reports, determine corrective action and ensure the correction is implemented

Accident/Incidents Continued…

Procedure:

1. Employee immediately reports work related accident to supervisor2. Administer first aid, as required. If medical aid is required, arrange

transportation for injured employee3. Provide injured employee with Return to Work package as soon as

possible after injury4. Eliminate hazard, if possible, or if employee is critically injured,

preserve the accident scene5. Management team with JHSC will immediately investigate and

complete Accident/Incident Report6. Owner will review the Accident/Incident report and Investigation

form and ensure corrective action is implemented. Copies will be sent to appropriate bodies

First Aid

TBG employees with First Aid Certification:

Danielle O’Neill- TBG Office Eric Faulds - Supervisor Brock Kiely - Mattias’ Crew Joe Ash - Solaris Andrew Todd - Solaris Kelly Cronin - Tuxedo Lake Fraser Cossar - Tuxedo Lake Matthew Powless - Solaris David Douglas - Mattias’ Crew Melissa Rowley - Mike Wood’s Crew Joe Jones - Frank Dusseault’s Crew Chris O’Neill - Supervisor

First Aid Transportation

“TBG will provide transportation to the hospital, doctor’s office or employee’s home, following an illness of injury”

Method of transportation

Refusal of transportation

Responsibilities of the individual accompanying the injured employee

Return to Work PolicyDefinition:

Process or strategy of safely returning employees to the workplace in a timely manner. The goal is to return the employee to their pre-injury position through complete cooperation of employee and employer

Purpose:

Cooperate with all employees who have been injured on a jobsite and provide a modified work program to ensure an early and safe return to work

Return to Work Policy Continued…

Early and Safe Return to Work Program

1. Maintaining contact with injured employees and their health care provider(s) to determine when they may be able to return to work

2. Offering modified work that allows employees to stay employed

3. Using the WSIB’s Functional Abilities form to assess limitations and provide work that is within the employee’s abilities

4. Maintaining contact and working with the WSIB to bring injured employees back to work

5. Making sure that employees are aware of the company’s ESRTW program so they know modified work is available if they are injured


Roles and Responsibilities:

Employer will:

1. Contact injured employee, remain in regular contact, offer modified work, and pay full wages on the day which the injury occurred

2. Provide WSIB information, as required3. Provide employee with Functional Abilities form for completion by

health care provider4. Inform injured employees about the Return to Work program5. Set specific timelines for the employee’s return to work6. Review the employee’s progress regularly and advise employee of their

obligations to cooperate


Role and Responsibilities:

Employee Will:

1. Contact/notify the supervisor/office immediately of any injury2. Stay in regular contact3. Cooperate in identifying suitable modified work4. Provide WSIB information, when requested5. Return within 24 hours with the Functional Abilities form

completed by health care provider6. Assist employer in developing an early and safe return to work



The injured employee’s Health Care Provider will:

1. Provide timely health/medical and functional abilities information

2. Fill out the Functional Abilities form to be returned to the employer

3. Make timely decisions on benefits and return to work



The WSIB will:

1. Explain what to expect through the RTW process2. Educate both worker and employer on what they are

expected to do3. Explain the rights and obligations of the worker4. Explain who you can ask for help5. Monitor the worker’s activity, progress, and cooperation

between employer and worker6. Obtain and clarify functional abilities information7. Help resolve difficulties and disputes through the process8. Provide ergonomic and/or mediation services, and/or site

visits to help you and your employer through the process9. Make decisions on all claim-related and compliance issues


Goals:

1. Evaluate each employee’s situation based on their health care provider’s report and recommendations and provide modified work to suit the degree of injury

2. Assist and encourage employees to return to their pre-injury position, when possible

3. Identify suitable positions for accommodating injured employees in order to help facilitate the early and safe return to work program

Initiating Return to Work

Employee will immediately report any work related accident/injury to their immediate supervisor or JHSC rep

Supervisor will carry out any necessary first aid treatment and call and ambulance immediately

If no ambulance is necessary, supervisor will escort injured employee to the employee’s home, the nearest clinic, or the hospital

Supervisor or JHSC rep will provide injured employee with a copy of the Functional Abilities Form which must be completed by the health care provider and submitted back to the TBG office within 24 hours

Supervisor will notify the Health and Safety Coordinator about the injury as soon as possible, who, in turn, will complete and send a Form 7 to WSIB (within 3 days of being informed about the accident/incident)

Initiating Return to Work Continued…

Supervisor and JHSC rep will complete and submit the Accident/Incident Reporting Form, following a detailed investigation of the event

Injured employee will return the completed Functional Abilities Form within 24 hours

Owner, supervisor, and Health and Safety Coordinator will review and assess any physical limitations set out in the FAF by the injured employee’s health care provider

Based on the assessment of any physical limitations, recommendations of available modified work will be made to the injured employee

If employee accepts modified work, the supervisor and Health and Safety Rep will get the employee started and monitor and assess the employee’s progress on a continual basis

If recommended modified work is declined, the supervisor and Health and Safety Rep will inform the injured worker that the case will be forwarded to the WSIB for a resolve

Work Accommodations

A change or modification to the job or workplace so that the work is within the injured employee’s functional capabilities and the risk of injury is reduced.

Types of Accommodations

Restructure position Anti-vibration tools Light shop work, clean-up

Re-assign duties Work platforms Light brush work, painting

Reduced hours Chair with back support Delivery driving

Frequent rest periods Heavy tools at waist height

Training in selected field

Return to Work Package

The TBG Return to Work Package will include:

1. Letter to the injured worker2. Letter to the health practitioner 3. Functional Abilities Form4. Return to Work Case Plan5. Return to Work Contact Log

The Right to Refuse Work

As part of an employee’s general responsibility to ensure their own health and safety, every employee has a right under the Act to refuse to do any work that they believe is likely to cause them serious harm.

Refusal to WorkThe Occupational Health + Safety Act (OHSA) states:

(3) A worker may refuse to work or do particular work where he or she has reason to believe that,

(a) Any equipment, machine, device or thing he or she is to use or operate is likely to endanger himself, herself or another worker

(b) The physical condition of the workplace or the part thereof in which he or she works or is to work is likely to endanger himself or herself; or

(c) Any equipment, machine, device or thing he or she is to use or operate or the physical condition of the workplace or the part thereof in which he or she works or is to work is in contravention of the Act or the regulations and such contravention is likely to endanger himself, herself or another worker

Report of Refusal to Work

(4) Upon refusing to work or do particular work, the worker shall promptly report the circumstances of the refusal to the worker’s employer or supervisor who shall forthwith investigate the report in the presence of the worker and, if there is such a presence of one of,

(a) A committee member who represents workers, if any;

(b) A health and safety representative, if any; or

(c) A worker who because of knowledge, experience and training is selected by a trade union that represents the worker, or if there is no trade union, is selected by the workers to represent them

Who shall be made available and who shall attend without delay

Refusal to WorkWorker to Remain Near Work Station R.S.O. 1990, c.0.1, s. 43(5)

Refusal to Work Following InvestigationR.S.O. 1990, c.0.1, s. 43(6)

Investigation by InspectorR.S.O. 1990, c.0.1, s. 43(7)

Decision of InspectorR.S.O. 1990, c.0.1, s. 43(8) and 43(9)

Worker to Remain at a Safe Place Pending DecisionR.S.O. 1990, c.0.1, s. 43(10)

Duty to Advise Other WorkersR.S.O. 1990, c.0.1, s. 43(11) and 43(12)

The Right to Stop Work

In certain circumstances, members of the Joint Health and Safety Committee who are “certified” have the right to stop work that is dangerous to any worker. The Act sets out these circumstances and how the right to stop work can be exercised.

Occupation Health and Safety Act (OHSA):Sections 44 and 45

Right to Participate - JHSC

In compliance with current government legislation, all employees have a right to participate in matters affecting workplace health and safety. A condition of the Act which makes employees involvement possible is the requirement for a joint (labor and management) health and safety committee (JHSC).


Joint Health + Safety Committee

Workplaces that employ 20 or more employees on a regular basis have a legal requirement to form a Joint Health + Safety committee.

At minimum, the committee must have one (1) individual representing management and one (1) individual representing the employees.


Joint Health + Safety Committee Duties

The following is a brief description of the Joint Health + Safety Committees duties: Meet, at minimum, once (1) every three (3) months

Record minutes of meetings

Perform monthly inspections of work areas to identify hazards

Provide management with findings and written recommendations from monthly inspections

Support the Safety program

Review inspection and accident reports


Right to Participate

To exercise your right to participate, contact management to join the Joint Health + Safety Committee

Joint Health + Safety Committee

Worker Members

Andrew Todd (Certified)Joel Cross

Fraser Cossar (Certified)Timothy Fass

Melissa RowleyCody Battams

Jeffrey BolingbrokeMaurice Pratt

Adam YoumansScott Agnew

Management Members

Mattias Soderqvist (Certified)

Danielle O’Neill (Certified)

Jim Bradley

TBG Required Training

LMN assigned courses are mandatory for ALL EMPLOYEES

Employees will be paid 30 minutes/course upon completion

New employees must complete all required courses within 3-month probationary period

Other Policies

Working Near Power Lines

Job Site Inspection Policy

Joint Health and Safety Committee (JHSC)

Snow Operations


Questions?

TBG Orientation

Career

Transcript of TBG Orientation