HEALTH & SAFETY POLICY MANUAL - Argue Construction€¦ · M-CON HEALTH AND SAFETY POLICY MANUAL 6 Please detach this page from the booklet, and submit to office. ** EMPLOYEE’S

HEALTH & SAFETY POLICY MANUAL

November 2013

M-CON HEALTH AND SAFETY POLICY MANUAL

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Table of Contents 1.0 INTRODUCTION ............................................................................................................. 8 2.0 HEALTH AND SAFETY RESPONSIBILTIES & ACCOUNTABILITIES .........................10 2.1 EMPLOYER / MANAGEMENT ROLES & RESPONSIBILITIES ....................................10 2.1(a) COMMUNICATION .........................................................................................................11 2.1(b) TRAINING & EVALUATION ............................................................................................11 2.1(c) FORMS/RECORDS ........................................................................................................11 2.1(d) REFERENCE MATERIALS .............................................................................................17 2.2 SUPERVISOR ROLES & RESPONSIBILITIES ..................................................................17 2.2(a) SUPERVISOR ACCOUNTABILITY .................................................................................17 2.2(b) COMMUNICATION ........................................................................................................18 2.2(c) TRAINING AND EVALUATION .......................................................................................18 2.2(d) FORMS / RECORDS ......................................................................................................18 2.2(e) REFERENCE MATERIALS .............................................................................................18 2.3 EMPLOYEES ROLES & RESPONSIBILITIES ...................................................................19 2.3(a) EMPLOYEE ACCOUNTABILITY ....................................................................................20 2.3(b) COMMUNICATION .........................................................................................................23 2.3(c) WORKER/SUPPLIED LABOUR ACCOUTABILITY .........................................................23 2.3(d) TRAINING & EVALUATION ............................................................................................24 2.3(e) FORMS/RECORDS ........................................................................................................24 2.3(f) REFERENCE MATERIALS..............................................................................................24 2.4 CONTRACTOR ROLES & RESPONSONSIBILITIES ........................................................25 2.4(a) COMMUNICATION .........................................................................................................26 2.4(b) FORMS .........................................................................................................................27 2.5 VISITOR ROLES & RESPONSIBILITIES ...........................................................................29 2.5(a) COMMUNICATION .........................................................................................................29 2.6 HEALTH AND SAFETY COORDINATOR ROLES & RESPONSIBILITIES ........................33 2.6(a) COMMUNICATION .........................................................................................................33 2.6(b) TRAINING ......................................................................................................................33 2.6(c) RECORDS OF TRAINING ..............................................................................................34 2.6(d) REFERENCE MATERIAL ...............................................................................................34 3.0 POSTED HEALTH AND SAFETY MATERIALS .................................................................35 4.0 HEALTH AND SAFETY STANDARDS & PROCEDURES .................................................36 4.1(a) PURPOSE ......................................................................................................................36 4.1(b) HAZARD ASSESSMENTS .............................................................................................36 4.1(c) STANDARD OPERATING PROCEDURES ....................................................................37 4.2 STANDARDS AND PROCEDURES FOR INJURY AND ILLNESS REPORTING ..............37 4.2(a) PURPOSE ......................................................................................................................37 4.2(b) SCOPE ..........................................................................................................................37 4.2 (c) ROLES AND RESPONSIBILITIES Worker, Manager/Supervisor, First Aid ...................38 Provider .........................................................................................................................38 4.2(d) COMMUNICATION ........................................................................................................39 4.2(e) TRAINING & EVALUATION ...........................................................................................39 4.2(f) FORMS / RECORDS .....................................................................................................39 4.2(g) REFERENCE MATERIALS ............................................................................................39 4.3 STANDARDS AND PROCEDURES FOR HAZARDS REPORTING ..................................41


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4.3(a) PURPOSE ......................................................................................................................41 4.3(b) SCOPE ...........................................................................................................................41 4.3(c) PROCEDURES ...............................................................................................................41 4.3(d) ROLES AND RESPONSIBILITIES ..................................................................................41 4.3(e) COMMUNICATION / TRAINING .....................................................................................42 4.3(f) EVALUATION ..................................................................................................................42 4.3 (g) FORMS / RECORDS .....................................................................................................42 4.3(h) REFERENCE MATERIALS .............................................................................................42 4.4 STANDARDS AND PROCEDURES FOR EMERGENCY EVACUATION PLAN ................46 4.4(a) PURPOSE ......................................................................................................................46 4.4(b) SCOPE: ..........................................................................................................................46 4.4(c) ROLES AND RESPONSIBLITIES ...................................................................................47 4.4(d) PROCEDURE .................................................................................................................48 4.4(d) COMMUNICATION .........................................................................................................51 4.4(e) TRAINING/IMPLEMENTATION ......................................................................................51 4.4(f) EVALUATION .................................................................................................................52 4.5 STANDARD AND PROCEDURE FOR REFUSAL TO WORK ............................................63 4.5(a) PURPOSE ......................................................................................................................63 4.5(b) ROLES AND RESPONSIBLITIES...................................................................................63 4.6 STANDARDS AND PROCEDURES FOR LOCK-OUT ..................................................67 4.6(a) PURPOSE ......................................................................................................................67 4.6(b) SCOPE ...........................................................................................................................67 4.6(c) PROCEDURES ...............................................................................................................67 4.6(d) ROLES AND RESPONSIBILITY .....................................................................................67 4.6(e) COMMUNICATION .........................................................................................................68 4.6(f) TRAINING AND EVALUATION ........................................................................................68 4.7 STANDARDS AND PROCEDURES FOR CONFINED SPACES ........................................69 4.7(a) PURPOSE ......................................................................................................................69 4.7(b) ROLES AND RESPONSIBILITY .....................................................................................70 4.8 STANDARDS AND PROCEDURES FOR HOT WORK .......................................................75 4.8(a) PURPOSE ......................................................................................................................75 4.8(b) PROCEDURE .................................................................................................................75 4.8(c) ROLES & RESPONSBILITIES ........................................................................................77 4.8(d) TRAINING ......................................................................................................................77 4.8(e) REFERENCE MATERIAL ...............................................................................................77 4.9 STANDARDS & PROCEDURES FOR EQUIPMENT PURCHASES AND/OR MODIFICATIONS ..............................................................................................................77 4.9(a) PURPOSE ......................................................................................................................77 4.9(b) ROLES AND RESPONSIBILITIES ..................................................................................78 4.9(c) REFERENCE MATERIAL ...............................................................................................79 4.10 STANDARDS AND PROCEDURES FOR PERSONAL PROTECTIVE.............................79 EQUIPMENT (PPE) .........................................................................................................79 4.10(a) PROCEDURE ...............................................................................................................79 4.10(b) ROLES & RESPONSIBILITIES .....................................................................................80 4.11 STANDARDS AND PROCEDURES FOR NON-ROUTINE WORK ...................................81 4.11(a) PURPOSE ....................................................................................................................81 4.11(b) ROLES AND RESPONSIBILITIES ................................................................................81 4.11(c) REFERENCE MATERIAL .............................................................................................82 4.12 WORKPLACE HARASSMENT & VIOLENCE ..................................................................83 4.12(a) PURPOSE ....................................................................................................................83


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4.12(b) ROLES AND RESPONSIBILITY ...................................................................................84 4.12(c) PROCEDURE ...............................................................................................................86 4.13 STANDARDS AND PROCEDURE FOR HOUSEKEEPING ..............................................89 4.13(a) PROCEDURE ...............................................................................................................89 4.13(b) ROLES AND RESPONSIBILITY ...................................................................................89 4.14 STANDARDS AND PROCEDURES FOR HEAT AND COLD STRESS ...........................89 4.14(a) PURPOSE ....................................................................................................................89 4.14(b) ROLES AND RESPONSIBILITY ...................................................................................90 4.14(c) Background Information ................................................................................................90 4.14(d) PROCEDURE ...............................................................................................................93 4.15 STANDARDS AND PROCEDURES FOR WELDING .......................................................93 4.15(a) PROCEDURE ...............................................................................................................93 4.15(b) ROLES AND RESPONSIBLITIES .................................................................................93 4.16 STANDARDS AND PROCEDURES FOR LADDERS & ELEVATED WORK ...................94 SURFACES ......................................................................................................................94 4.16(a) PURPOSE ....................................................................................................................94 4.16(b) PROCEDURE ...............................................................................................................94 4.16(c) ROLES AND RESPONSIBLITIES .................................................................................95 4.17 STANDARDS AND PROCEDUE FOR FORKLIFT USE ...................................................95 4.17(a) PURPOSE ....................................................................................................................95 4.17(b) PROCEDURE ...............................................................................................................95 4.17(c) ROLES AND RESPONSIBILITIES ................................................................................97 4.17(d) TRAINING ....................................................................................................................97 4.17(e) REFERENCE MATERIALS ...........................................................................................98 4.18 STANDARD & PROCEDURES ON MACHINE GUARDING .............................................98 4.18(a) PROCEDURE ...............................................................................................................98 4.18(b) ROLES AND RESPONSIBLITIES .................................................................................99 4.19 STANDARDS AND PROCEDURES FOR MAINTAINANCE..............................................99 4.19(a) PROCEDURE ...............................................................................................................99 4.19(b) ROLES AND RESPONSIBLITIES ............................................................................... 100 4.20 STANDARDS AND PROCEDURES FOR OPERATING POWER TOOLS ..................... 100 4.20(a) PROCEDURE ............................................................................................................. 100 4.20(b) ROLES & RESPONSIBLITIES .................................................................................... 101 4.21 WORKPLACE HAZARDOUS MATERIALS INFORMATION SYSTEMS (WHMIS) ........ 101 4.21(a) PROCEDURE ............................................................................................................. 101 4.21(b) ROLES AND RESPONSIBLITIES ............................................................................... 102 4.22 STANDARDS AND PROCEDURES FOR DRIVERS ...................................................... 102 4.22(a) PURPOSE .................................................................................................................. 102 4.22(b) ROLES AND RESPONSIBILITIES .............................................................................. 102 4.22(c) TRAINING .................................................................................................................. 105 4.22(d) REFERENCE MATERIALS ........................................................................................ 105 4.23 STANDARDS AND PROCEDURES FOR ERGONOMICS ............................................. 105 4.23(a) PURPOSE .................................................................................................................. 105 4.23(b) GOALS & OBJECTIVES ............................................................................................. 106 4.23(c) ROLES AND RESPONSIBLITIES ............................................................................... 109 4.23(d) TRAINING .................................................................................................................. 110 4.23(g) REFERENCE MATERIALS ......................................................................................... 110 5.0 HEALTH AND SAFETY REPRESENTATIVE & COMMITTEE (JHSC) ............................ 111 5.1 PURPOSE ........................................................................................................................ 111 5.1(a) PROCEDURE ............................................................................................................... 111


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5.1(c) TRAINING AND EVALUATION ..................................................................................... 115 5.1(d) FORMS......................................................................................................................... 115 5.1(e) REFERENCE MATERIAL ............................................................................................. 115 6.0 HEALTH AND SAFETY TRAINING/EDUCATION ............................................................ 116 6.1(a) PURPOSE .................................................................................................................... 116 6.1(b) ROLES AND RESPONSIBILITIES ................................................................................ 116 6.2 EMPLOYEE ORIENTATION ............................................................................................. 125 6.2(a) RESPONSIBLITIES ...................................................................................................... 125 6.2(b) MANAGEMENT RESPONSIBILITIES ........................................................................... 125 6.2(c) FORMS ......................................................................................................................... 127 7.0 FIRST AID REQUIREMENTS ........................................................................................... 129 7.1(a) PURPOSE .................................................................................................................... 129 7.1(b) PROCEDURE ............................................................................................................... 129 7.1(c) ROLES AND RESPONSBILITIES ................................................................................. 130 7.1(d) TRAINING .................................................................................................................... 132 7.1(e) FORMS......................................................................................................................... 132 7.1(f) REFERENCE MATERIALS............................................................................................ 132 8.0 HEALTH AND SAFETY INSPECTIONS ........................................................................... 135 8.1(a) PURPOSE .................................................................................................................... 135 8.1(b) ROLES AND RESPONSIBILITY ................................................................................... 135 8.1(c) PROCEDURE ............................................................................................................... 135 8.1(d) TRAINING & EVALUATION .......................................................................................... 137 8.1(e) FORMS......................................................................................................................... 137 8.1(f) REFERENCE MATERIALS............................................................................................ 138 9.0 PREVENTATIVE MAINTENANCE.....................................................................................132 9.1(b) ROLES AND RESPONSIBILITIES.................................................................................132 9.1(c) PROCEDURE ............................................................................................................... 144 10.0 INJURY INCIDENT INVESTIGATION ............................................................................. 155 10.1(a) PURPOSE ................................................................................................................. 155 10.1(b) COMMUNICATION ..................................................................................................... 155 10.1(c) ROLES AND RESPONSIBILITIES .............................................................................. 155 10.1(d) PROCEDURE ............................................................................................................. 158 10.1(e) TRAINING and EVALUATION .................................................................................... 165 10.1(f) FORMS ........................................................................................................................ 165 10.1(g) REFERENCE MATERIALS ......................................................................................... 166 11.0 SENIOR MANAGEMENT – GOALS AND OBJECTIVES ............................................... 174 11.1(a) Continuous Improvement Plan ) ................................................................................ 174 11.1(b) REVIEW OF HEALTH AND SAFETY TRENDS .......................................................... 174 11.1(c) EMPLOYER RESPONSES TO THE JHSC RECOMMENDATIONS ........................... 176 11.1(d) COMMUNICATION PROGRAM: ON AND OFF THE JOB COMMUNICATION .......... 178 12. EARLY AND SAFE RETURN TO WORK ........................................................................ 179

APPENDIX 1 - PERFORMANCE APPRAISAL - SUPERVISOR...................................12 APPENDIX 2 - PERFORMANCE APPRAISAL - MANAGEMENT ................................13 APPENDIX 3 - DISCIPLINE POLICY APPENDIX 4 - LIABILITY COVERAGE FOR CONTRACTORS....................................26 APPENDIX 5 - VISITOR SIGN IN SHEET....................................................................28 APPENDIX 6 - FIRST AID FORM.................................................................................37 APPENDIX 7 - HAZARD AND / OR NEAR MISS REPORTING FORM.........................40


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APPENDIX 8 - EMERGENCY EVACUATION PLAN..........................................................57 APPENDIX 9 - FIRE EXTINGUISHER LAYOUT................................................................58 APPENDIX 10 - NEW EMPLOYEE ORIENTATION CHECK SHEET...............................122 APPENDIX 11 - PLANT INSPECTION FORM...................................................................130 APPENDIX 12 - FORKLIFT INSPECTION FORM.............................................................132 APPENDIX 13 - SPOT CHECK FORM..............................................................................133 APPENDIX 14 - DAILY MAINTENACE CHECKLIST.........................................................136 APPENDIX 15 - WEEKLY MAINTEANCE CHECKLIST....................................................137 APPENDIX 16 - MBK MAINTENACE................................................................................140 APPENDIX 17 - ACCIDENT / INCIDENT INVESTIGATION FORM..................................158 APPENDIX A - JOB SAFETY ANALYSIS RISK SCORING MATRIX APPENDIX B - ACROWOOD CAGE MACHINE APPENDIX C - VUP CAGE AND CASTING MACHINES APPENDIX D - PIPE PLUS MACHINE APPENDIX E - CONCRETE BATCHING PROCESS APPENDIX F - WELDING AND FABRICATION SHOPS APPENDIX G - WET CAST AND BOX CULVERTS APPENDIX H - PRODUCT STORAGE AND SHIPPING YARD APPENDIX I - CORING AND QC LAB APPENDIX J - PRODUCT TRANSPORTATION AND DELIVERY APPENDIX K - SALES AND ENGINEERING OFFICE APPENDIX L - LOCKOUT PROCEDURE LOP 001-01 – VUP Machine

APPENDIX M - LOCKOUT PROCEDURE LOP 001-02 – Pipe Plus Machine

APPENDIX N - LOCKOUT PROCEDURE LOP 001-03 – ORU Mixer

APPENDIX O - LOCKOUT PROCEDURE LOP 001-04 – Fejmert Mixer

APPENDIX P - LOCKOUT PROCEDURE LOP 001-05 – Acrowood Machine

APPENDIX Q - LOCKOUT PROCEDURE LOP 001-06 - 11 tonne Demag

APPENDIX R - LOCKOUT PROCEDURE LOP 001-07 – 15 tonne Crane

APPENDIX S - LOCKOUT PROCEDURE LOP 001-08 – 25 tonne crane

APPENDIX T - LOCKOUT PROCEDURE LOP 001-09 – Mesh Bender

APPENDIX U - LOCKOUT PROCEDURE LOP 001-10 – Hydrokor V – Coring machine

APPENDIX V - LOCKOUT PROCEDURE LOP 001-11 – D-Load Machine

APPENDIX W - LOCKOUT PROCEDURE LOP 001-12 – MBK Machine

APPENDIX A1 - ACROWOOD CAGE MACHINE APPENDIX B1 - VUP MACHINE (VIBRATION UNDER PRESSURE) APPENDIX C1 - PIPE PLUS MACHINE - CRANE OPERATOR & MACHINE OPERATOR APPENDIX D1 - DIAMOND CORE DRILLING MACHINE HYDROKOR V-D APPENDIX E1 - MBK #1 – 350 APPENDIX F1 - PRODUCT STORAGE / YARD APPENDIX G1 - MORNING CREW APPENDIX H1 - WET CAST DEPT. APPENDIX I1 - HEALTH AND SAFETY TRAINING


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Please detach this page from the booklet, and submit to office. **

EMPLOYEE’S CONFIRMATION OF RECEIPT AND UNDERSTANDING

I, understand and agree to work in compliance with this company’s Health & Safety policy as well as the requirements of the Occupational Health & Safety Act.

Date Employee’s Signature

Any suggestions or comments about improving safe working conditions are considered an important instrument to constantly improving our working environment. Please list any concerns that you may have below or please contact the Joint Health and Safety Committee. The members are:

Tim Underhill Certified Management Member

Marco Mion Certified Management Member

Miguel Costa Certified Employee Member

Tony Sgarbossa Certified Employee Member

Mark Fantinic Certified Employee Member

John Macfarlane Employee Member

Ian Bruce Member

Sign and submit this form to office before January 20, 2012


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HEALTH & SAFETY POLICY

The Senior Management and Owners of M-Con Products Inc. are committed to providing a safe working environment to all of our employees, one which strives to maintain a workplace which protects from accidental injury and loss. In fulfilling this commitment, we will provide our employees with the necessary skills and equipment to maintain a safe work environment and will strive to eliminate hazards which may result in injury and property damage. We are committed to working jointly with our employees and our Joint Health and Safety Committee to achieve these goals. Accidental injury and loss can be controlled through good management in combination with active employee involvement. The Management and front line supervision team will take all necessary action to eliminate or control hazardous working conditions and provided the necessary training to our employees which will enable all work to be completed in compliance with the Occupational Health and Safety Act and its pertinent regulations. All employees are responsible for their own personal safety and that of their co-workers. They play a key role in ensuring the completion of all assigned duties in a safe manner and are expected to use the safest work methods to carry out their job. Every employee is required to point out sources of danger and suggest means to remedy them to their immediate supervisor. Through the implementation of our safe work practices and by working together, we can provide a safe work environment for ourselves and our customers. _________________________ __________________________________ Rudy Mion John Mion President Vice-President M-Con Products Inc. M-Con Products Inc. June 3, 2013


Title: Health and Safety Responsibilities

Issued By: General Manager Date Issue: December 15, 2001

Revised: November 2013

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1.0 INTRODUCTION This manual is intended to be a general overview of safety policies and procedures which must be followed by all employees. Employees should not rely on this manual exclusively. Reference must be made to the Occupational Health and Safety Act and any applicable regulations enacted there under; including but not limited to the Regulations for Industrial Establishments. In those cases where M-Con Products' procedures and policies require greater safety practices and procedures, they will take precedence over the governing standards as detailed in the Occupational Health and Safety Act and any applicable Regulation enacted there under. The following Policies and Guidelines are designed to prevent incidents and injuries. They are based upon contemporary loss control management practices, health and safety legislation and input from the Joint Health and Safety Committee. Reference to employees, supervisors and senior management shall mean those associated with the M-Con Products Inc. Reference to the constructor or contractor and facilities are explicit with the contractor's name. M-Con Products Inc. believes that all accidents can be prevented by making safety an integral part of every job and task. Safety rules do not guarantee freedom from risk or hazard. They do not cover every job situation. Good judgment will dictate that additional precautions may be required. Accident prevention is best achieved by being alert, ensuring the safe way to accomplish each task is understood and that everyone is ever mindful of changing conditions and situations which may compromise safety.

BEFORE STARTING ANY JOB, ASK YOURSELF... What are the hazards associated with the job (heat, toxic products, electrical, tools,

environmental, etc.)? What safety procedures or protocols have been included into the process to eliminate

these hazards? If the hazard cannot be eliminated, what personal protective equipment is necessary to

effectively manage the hazard or risk? What could go wrong and what contingency action should be taken to minimize the

consequences? Have all these questions, and the answers, been discussed with everyone involved on

the job?





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BEFORE CARRYING OUT ANY TASKS, AS YOURSELF... Do I understand what is required and the safe way to do this task? Is there a written procedure? (If not, should there be?) Is this a deviation from a standard procedure? (If so, exactly what is the deviation?) What effect could the deviation have on normal operation? (Is a new job plan

necessary?) What could go wrong if the operation is carried out this way? What contingency actions are available if it does go wrong? Has everything above been discussed with those involved in the operation? You are the one most responsible for safety. This can only be accomplished by accepting that responsibility and doing the right things at the right time in a safe manner. Remember:

NO JOB IS SO URGENT THAT IT CANNOT BE PERFORMED SAFELY





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2.0 HEALTH AND SAFETY RESPONSIBILTIES & ACCOUNTABILITIES To ensure compliance with the legislated requirements as spelled out by the Occupational Health and Safety Act, its applicable regulations, and the Workplace Safety and Insurance Act, M-Con Products Inc. recognizes the need to fully integrate health and safety responsibilities into every existing work activity. The safety standards implemented throughout our organization must, at a minimum, meet the requirements of any applicable piece of legislation or code of practice, as set out by the various regulatory agencies. Our Policy statement and all of our procedures are reviewed annually to ensure that they meet our needs and those of the regulatory agencies. 2.1 EMPLOYER / MANAGEMENT ROLES & RESPONSIBILITIES Notwithstanding the strict duties imposed by section 25, 26 and 29 of the Occupational Health and Safety Act. The senior management group of M-Con Product Inc. has the ultimate responsibility to ensure that all regulatory requirements are met and the appropriate standards applied. Through our leadership and commitment we oversee the full implementation of health and safety in every applicable policy and practice. Safe working procedures are implemented following regulatory guidelines and a consultative process with our Joint Health and Safety Committee. All employees are required to adhere to these procedures. All personnel must understand and comply with all applicable Federal, Provincial and Municipal Acts, Standards and Regulations. A key requirement in all safety legislation is that each person is responsible for working safely with equal concern for the safety of co-workers. Management has specific safety responsibilities. Incident investigations have demonstrated that a failure of any person to adequately fulfill their obligations will lead to situations where an incident may occur. To establish and maintain a safe working environment, the senior management group will: Promote and manage incident prevention programs. Provide safety and job instruction training. Supply the proper tools and equipment. Supply the appropriate protective clothing and equipment, when required. Ensure that any contractor working on site knows that he is responsible for all

employees working for him and for all other persons calling on him or doing business with his firm while on M-Con Products Inc. project or property. The Subcontractor is responsible for training and advising his respective employees of all site specific hazards, safe work practices, procedures and requirements.

Ensuring the safe conduct of the visitor(s) or calling person(s).





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Securing compliance with all safety standards, procedures and contracted obligations to M-Con Products Inc.

Correcting any substandard acts or conditions

Performing workplace inspections

Conducting information sessions (Safety talks, Staff meetings)

Conduct incident investigations

Commending employees & supervisors on their health & safety performance

Performing employee safety observations

Safety Performance Appraisals and Evaluations at the beginning of each fiscal year in April

2.1(a) COMMUNICATION

Health & Safety responsibilities will be communicated to all management during their health and safety management training programs (completed 3 days of hire)

Each management person is responsible to communicate any revisions to their staff at the beginning of each staff meeting.

Copies of the management training program can be found in the Health and Safety Coordinators office. Management must keep copies of their staff meeting agendas and minutes for a period of 2 years.

2.1(b) TRAINING & EVALUATION

All management requires training on their legislative and internal health and safety responsibilities.

Each manger must sign the training record at the completion of the management health and safety session.

All records of ay health and safety training must be kept in their personnel file.

A review of all management responsibilities will be done on an annual basis, at the beginning of each fiscal year in April. This evaluation will measure compliance of each health and safety responsibilities. (Please see attached Management Appraisal Evaluation Form Appendix # 2

2.1(c) FORMS/RECORDS Training Records Health & safety forms (blank & completed) must be reviewed as part of the annual program review. Performance Appraisal/Evaluation Form





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PERFORMANACE APPRAISAL / EVALUATION FORM APPENDIX 1 SUPERVISOR APPRAISAL LEGEND: 1-Unacceptable, 2-Requires Improvement, 3-Meets Standard, 4-Performs above standard

Name:

Position Title:

1 2 3 4


Conducting information sessions (safety talks, staff meetings)

Conducting incident investigations

Conducting employee training

Correcting substandard acts or conditions

Commending employee health and safety performance


Duties of supervisor 27. (1) A supervisor shall ensure that a worker, (a) works in a 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 required to be used or worn.

Additional duties of supervisor (2) Without limiting the duty imposed by subsection (1), (a) 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 measure 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. R.S.O. 1990, c O.1.s.27.

Other

Overall Assessment

Additional Comments:

I have read and discussed this review with my Manager Signed and dated ________________________________





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PERFORMANACE APPRAISAL / EVALUATION FORM APPENDIX 2 MANAGEMENT APPRAISAL

LEGEND: 1-Unacceptable, 2-Requires Improvement, 3-Meets Standard, 4-Performs above standard

Name:

Position Title:

1 2 3 4


Conducting information sessions (safety talks, staff meetings)

Conducting incident investigations

Conducting employee training

Correcting substandard acts or conditions

Commending employee health and safety performance


25. (1) An employer shall ensure that, (a) the equipment, materials and protective devices are provided as prescribed; (b) the equipment, materials and protective devices provided by the employer are maintained in good condition; (c) the measures and procedures prescribed are carried out in the workplace; (d) the equipment, materials and protective devices provided by the employer are used as prescribed; and (e) a floor, roof, wall, pillar, support or other part of a workplace is capable of supporting all loads to which it may be subjected without causing the materials therein to be stressed beyond the allowable unit stresses established under the Building Code Act.

25. (2) Without limiting the strict duty imposed by subsection (1), an employer shall, (a) provide information, instruction and supervision to a worker to protect the health or safety of the worker; (b) in a medical emergency for the purpose of diagnosis or treatment, provide, upon request, information in the possession of the employer, including confidential business information, to a legally qualified medical practitioner and to such other persons as may be prescribed;





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(c) when appointing a supervisor, appoint a competent person; (d) acquaint a worker or a person in authority over a worker with any hazard in the work and in the handling, storage, use, disposal and transport of any article, device, equipment or a biological, chemical or physical agent; (e) afford assistance and co-operation to a committee and a health and safety representative in the carrying out by the committee and the health and safety representative of any of their functions; (f) only employ in or about a workplace a person over such age as may be prescribed; (g) not knowingly permit a person who is under such age as may be prescribed to be in or about a workplace; (h) take every precaution reasonable in the circumstances for the protection of a worker; (i) post, in the workplace, a copy of this Act and any explanatory material prepared by the Ministry, both in English and the majority language of the workplace, outlining the rights, responsibilities and duties of workers; (j) prepare and review at least annually a written occupational health and safety policy and develop and maintain a program to implement that policy; (k) post at a conspicuous location in the workplace a copy of the occupational health and safety policy; (l) provide to the committee or to a health and safety representative the results of a report respecting occupational health and safety that is in the employer's possession and, if that report is in writing, a copy of the portions of the report that concern occupational health and safety; and (m) advise workers of the results of a report referred to in clause (1) and, if the report is in writing, make available to them on request copies of the portions of the report that concern occupational health and safety.

25. (3) For the purposes of clause (2) (c), an employer may appoint himself or herself as a supervisor where the employer is a competent person.

25. (4) Clause (2) (j) does not apply with respect to a workplace at which five or fewer employees are regularly employed. R.S.O.1990, c. O.1, s. 25.





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Additional duties of employers: 26. (1) In addition to the duties imposed by section 25, an employer shall, (a) establish an occupational health service for workers as prescribed; (b) where an occupational health service is established as prescribed, maintain the same according to the standards prescribed; (c) keep and maintain accurate records of the handling, storage, use and disposal of biological, chemical or physical agents as prescribed; (d) accurately keep and maintain and make available to the worker affected such records of the exposure of a worker to biological, chemical or physical agents as may be prescribed; (e) notify a Director of the use or introduction into a workplace of such biological, chemical or physical agents as may be prescribed; (f) monitor at such time or times or at such interval or intervals the levels of biological, chemical or physical agents in a workplace and keep and post accurate records thereof as prescribed; (g) comply with a standard limiting the exposure of a worker to biological, chemical or physical agents as prescribed; (h) establish a medical surveillance program for the benefit of workers as prescribed; (i) provide for safety-related medical examinations and tests for workers as prescribed; (j) where so prescribed, only permit a worker to work or be in a workplace who has undergone such medical examinations, tests or x-rays as prescribed and who is found to be physically fit to do the work in the workplace; (k) where so prescribed, provide a worker with written instructions as to the measures and procedures to be taken for the protection of a worker; and (l) carry out such training programs for workers, supervisors and committee members as may be prescribed.

26. (2) For the purposes of clause (1) (a), a group of employers, with the approval of a Director, may act as an employer. R.S.O. 1990, c. O.1, s. 26 (1, 2).

26. (3) If a worker participates in a prescribed medical surveillance program or undergoes prescribed medical





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examinations or tests, his or her employer shall pay, (a) the worker's costs for medical examinations or tests required by the medical surveillance program or required by regulation; (b) the worker's reasonable travel costs respecting the examinations or tests; and (c) the time the worker spends to undergo the examinations or tests, including travel time, which shall be deemed to be work time for which the worker shall be paid at his or her regular or premium rate as may be proper. R.S.O. 1990, c. O.1, s. 26 (3); 1994, c. 27, s.120 (3)

Other

Overall Assessment


I have read and discussed this review with my Manager Signed and dated ________________________________





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2.1(d) REFERENCE MATERIALS Ontario legislation – OHSA sections 25 and 26 WSIB – Safe Workplace Incentives Programs

2.2 SUPERVISOR ROLES & RESPONSIBILITIES Under the Occupational Health and Safety Act, specific duties and legal obligations are delegated to persons who have direct authority over staff. Our supervisors are directly responsible for:

Analyzing all work to ensure that work is correctly planned to avoid risk of injury or accident and executed in an effective manner.

Providing and ensuring that all employees have received safe job instructions. Ensuring each employee understands the hazards, the correct procedures and applicable regulations pertaining to the task.

Ensuring that safety regulations, safe practices and operating instructions are correctly applied.

Ensuring tools and equipment provided are safe and suitable for the job. Ensuring that employees perform their work in accordance with correct procedures,

protective devices and measures prescribed by the Occupational Health and Safety Act, and any applicable Regulation.

Ensuring that staff that is found to be working in an unsafe manner are reminded of the proper work procedures and have the counseling documented in their employee file.

Ensuring that any health and safety concern brought to their attention is investigated as soon as possible, taking the appropriate actions to correct any deficiencies;

Ensuring that any work incident is immediately reported and investigated;

Participating in monthly workplace inspections of their department, and documenting these;

Investigate and Follow up as prescribed by legislation when a worker refuses unsafe work; and,

Providing assistance to the Joint Health and Safety Committee, as needed and as appropriate.

2.2(a) SUPERVISOR ACCOUNTABILITY Area supervisors must ensure that the employees under their direct supervision are working in compliance with this policy. Should any issues arise, the appropriate counseling or disciplinary actions shall be followed.





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2.2(b) COMMUNICATION

Health & Safety responsibilities will be communicated to all supervisors during their health and safety supervisors training program (completed within 3 days of hire).Each supervisor is responsible to communicate any revisions to their staff beginning of each staff meeting. Copies of the supervisor training program can be found in the Health and Safety Coordinators’ office. Supervisors must keep records of their staff meeting agendas and minutes for a period of 2 years.

2.2(c) TRAINING AND EVALUATION All Supervisor(s) require training on their legislative and their internal health and safety responsibilities. Each supervisor must sign the training record at the completion of the supervisor health and safety training session.

A review of the supervisor’s responsibilities will be done on an annual basis, at the beginning of the fiscal year in April. This evaluation will measure compliance of each health & safety responsibility. (Please see attached Management Appraisal Evaluation Form Appendix 1

2.2(d) FORMS / RECORDS

Form: Training records All records of any health and safety training must be kept in their personnel file. Performance Appraisal/Evaluation Form

2.2(e) REFERENCE MATERIALS

Ontario legislation – OHSA section 27

WSIB – Safe Workplace Incentives Programs





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2.3 EMPLOYEES ROLES & RESPONSIBILITIES All employees of M-Con Products Inc. must follow the duties of workers under Sec. 28 of the Occupational Health and Safety Act. Also have responsibilities for, and play a key role in, ensuring a safe workplace for themselves and their fellow workers. To meet the requirements detailed under the Occupational Health and Safety Act, all employees are required to ensure that they:

Use protective devices or clothing as required by the task. Maintain equipment and tools in good condition. Use equipment in a manner that will not endanger themselves or others. Report to their supervisor the absence of, or defect in any equipment or protective

device of which they are aware and which may endanger himself or herself or another worker.

Report unsafe working conditions, practices and hazards ensuring that appropriate interim action is taken to prevent exposure to other personnel.

Advise any individual to stop working if they are working unsafely or ignoring safety rules or practices. If the individual does not stop when advised, his/her supervisor should then be notified.

Exercise their right to refuse unsafe work, should the need arise.

SAFETY RESPONSIBILITIES

1. Do not operate any equipment/machinery without given proper instruction and authority to do so.

2. Do not ride on the forks of forklifts. 3. Horseplay and running will not be tolerated at any time. 4. All personal protective equipment (PPE) will be properly worn at all times,

where required. 5. Do not climb any of the racking systems. 6. Do not ride on the automatic or manual conveyor systems. 7. All long hair must be tied up in order to entanglement in any machinery. 8. Do not put any foreign objects (body or innate) into the machines. 9. Do not remove any machine guards. 10. Do not store pallets angled against the walls. 11. All safety signs must be adhered to. 12. Smoking is ONLY permitted in the designated area outside.





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ALL EMPLOYEE’S FAILURE TO COMPLY WITH THEIR SAFETY RESPONSIBILITIES WILL RESULT IN THE APPLICATION OF THE PROGRESSIVE DISICIPLINARY PROCEDURE. All employees of M-Con Products Inc. are required to work in a safe manner in accordance with this manual, job specific procedures and the requirements of the Occupational Health and Safety Act. All employees of M-Con Products Inc. have responsibilities for, and play a key role in, ensuring a safe workplace for themselves and their fellow workers. This policy defines the general safe work practices which apply to all work activities and must be followed at all times. It is the responsibility of every employee to follow these general safe working guidelines. Supervisors must ensure that their employees have received sufficient training and orientation to enable this policy to be put into action. 2.3 (a) EMPLOYEE ACCOUNTABILITY

Each employee is required to comply with all applicable health and safety legislation and with established standards, regulations and procedures.

Contravention of a safety regulation could result in the issuance of orders and a penalty prescribed and enforced under the Occupational Health and Safety Act.

Notices of non-compliance will be issued as follows: 1st Notice Written or Verbal warning 2nd Notice Written Notice (with disciplinary action) 3rd Notice Written Notice (with disciplinary action) 4th Notice Written Notice (TERMINATION) Alcohol/Unauthorized Drugs

Alcohol and unauthorized drugs are prohibited on M-Con Products Inc. property. Any person under the influence of alcohol or illegal drugs will be refused entry or removed from the premises.

Anyone caught with alcohol and/or unauthorized drugs on M-CON property or projects will be immediately dismissed.

Personnel using a medically prescribed drug which may impair performance or judgment must inform their respective supervisor.

Beards/Hair





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Employees must be clean shaven when the nature of the work requires or may require the effective use of personal respiratory protection.

Long hair which may catch in equipment or other facilities must be appropriately covered by a hard hat or cut to prevent entanglement.

Compressed Air

Compressed air must not be used for cleaning clothes or directed towards any part of the body.

Contact Lenses

Contact lenses shall not be worn during any work which would expose the wearer to chemicals, gases, vapors, dust or other materials that may harm the eyes or cause irritation.

Contact lenses must not be worn when wearing self-contained breathing equipment.

Firearms

Possession of firearms by any person except police officers is prohibited on M-CON property or projects.

Anyone found with firearms will be immediately dismissed.

Hand Tools

Avoid hand tool injuries by: using the right tool for the job maintaining tools in clean and good condition using tools in the intended way carrying pointed or sharp edged tools in pouches or sheath

Horseplay or physical contact

Startling, scaring, pushing, distracting, fighting, etc., are strictly forbidden. Anyone caught fighting or physically assaulting another individual on

M-CON property is grounds for immediate dismissal. Any horseplay which results in injury is grounds for immediate dismissal. Please refer to section 4.12 for complete procedure for Workplace Harassment and Violence.





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Knives

A knife shall be used carefully and not as a screwdriver, pry bar or weapon.

Language

When an employee cannot read or understand English, his supervisor is responsible for ensuring that he thoroughly understands the safety standards and regulations and all other pertinent safety requirements.

When an employee has a communication problem, special procedures must be developed by the employer to ensure he/she can perform the work in a safe manner and that he/she can be made aware of emergency situations.

Personal Protective Clothing

Wear appropriate protective clothing suitable for the task to cover and protect the body.

Wear goggles, face shield, rubber suits when working on equipment in acid, and caustic or other similar hazardous material service.

Sleeved shirts and long pants are mandatory. Do not wear neckties, loose sleeves, loose clothing, jewelry, rings, bracelets

and necklaces which may be caught in machinery or other devices. Personal Protective Equipment

Ensure all personal protective equipment is in good working order prior to use.

Appropriate personal respiratory protection must be worn when handling any hazardous materials/substances, which poses an inhalation hazard.

Self-contained breathing apparatus (SCBA) or other approved means of supplied air and breathing protection must be worn whenever prescribed to protect an employee from exposure to harmful gases, vapors or oxygen deficiency. Each employee required to wear such equipment must be instructed and qualified in its use.

Refer to Sections: Safety Glasses/Goggles, Safety Hard Hats, Safety Footwear and Fall Arrest Systems.

Running Running is not allowed on M-Con Products Inc. property.





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Use of Personal Electronic and/or Communication Equipment

The use of any electronic equipment in the plant (i.e. Cellular phones, pagers, or any

other personal communications), this includes Ipods, MP3, radio’s and any other type of music devices, must be left in your vehicle. (With or without, headsets). These items are strictly prohibited from use in the plant. They could interfere with radio controlled equipment in the plant and are a safety hazard to all activities.

“electronic device” means any device capable of transmitting and/or recording data or audio, including smartphones, cellular phones, computers, laptops, tablets, notebooks, personal digital assistants, or other similar devices

2.3(b) COMMUNICATION Supplied Labor: The supply of labor agency will get a copy of our employee responsibilities and disciplinary procedure. They are required to review the responsibilities and disciplinary procedure with the temporary worker(s) before they are sent to our company. Upon arrival the supervisor must review the worker responsibilities and disciplinary procedures with each worker before they commence work. Temporary worker(s) will be required to sign an orientation form when the supervisor has communicated their health and safety responsibilities to them. The orientation form will be kept in their personnel file. Written the person conducting the training will ensure any training documentation is forwarded to the employee’s supervisor. 2.3(c) WORKER/SUPPLIED LABOUR ACCOUTABILITY To ensure all workers and supplied labour understand the established policy for discipline related to health and safety. [The term employee will include supplied labour]. All workers shall abide by their health and safety roles and responsibilities as outlined in the health and safety program. Failure to comply will result in the application of the progressive discipline procedure. This procedure has the following steps:

Step one: Supervisor gives a verbal warning and provides corrective action to worker. Worker must acknowledge receiving a verbal warning by signing the Discipline Acknowledgement form AS PER APPENDIX 3. The form will be placed in their personnel file, and removed after 18 months.





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Step two: Worker receives a written warning using the Written Discipline form. This will outline the issue, corrective action and timeframes for compliance. The worker must sign the form in the presence of their supervisor and a Human Resources representative. The form will be placed in their personnel file, and removed after 18 months. Step three: Should the worker not abide with the corrective action, then suspension or termination will occur. [For further guidance on step three refer to the Human Resources Discipline policy]

Supplied Labour: After a temporary worker has been disciplined for a health and safety violation (see above), they will be immediately sent home. A letter will be sent to the Supply of Labour firm advising them of our action and informing them that their employee will no longer be allowed to work for this company. The severity of the violation will determine the step that is applied to the worker. For example: inappropriate use of a forklift will result in immediate termination.

2.3(d) TRAINING & EVALUATION

Attend any training required by the employer.

Ensure your training records are in your personnel file.

Employees will be evaluated on an ongoing basis using observations and one-on-one meetings

including performance reviews which will be conducted annually by their supervisor.

2.3(e) FORMS/RECORDS NOTE: Employee’s should check their employee file, at least every three (3) years to ensure that copies of their training record(s) are in their employee file.

2.3(f) REFERENCE MATERIALS OHSA section 28 – Worker WSIB – Safe Workplace Incentives Program





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2.4 CONTRACTOR ROLES & RESPONSONSIBILITIES

All contractors hired by M-Con Products Inc. to complete various contracts, at all of our locations, are required and expected to complete their work in a safe and efficient manner. This policy applies to all external contractors retained by M-Con Products Inc. to complete specific projects. It is the responsibility of the Supervisor in charge of the project to ensure that the contractor is made aware of this policy and that the contractor completes the Liability Coverage for Contracted Services Form, prior to the start of any work. The owners of M-Con Products Inc. and their employees are committed to providing a safe work environment for all workplace participants. This commitment is extended to all contractors, who are also expected to meet these standards. Contractors are expected to meet or exceed the requirements as set out by the Occupational Health and Safety Act and its applicable regulations. In the event that a contractor is found to be working in a manner believed to be dangerous by an employee of M-Con Products Inc., a member of the management team will ask the contractor to stop work immediately until an appropriate corrective solution is found. All contractors are required to have their own coverage under the Workplace Safety and Insurance Act or carry equivalent accidental injury coverage. Contractors Specific Responsibilities 1) Ensure the health and safety of all workers. 2) Ensure qualified workers are provided to perform all work activities. 3) Provided Material safety Data Sheets (MSDS) for all chemicals that are brought into M-Cons’ facility. 4) Ensure that work performed is in accordance with legislation (For example: Occupational Health and Safety Act, Industrial regulations, Construction Regulations, Building Code, Fire Codes etc.). 5) The contractor will not use MCon’s equipment unless given specific permission and trainings to do so. 6) The contractor will not interfere with the company’s processes or worker activities unless directed to do so, and proper precautions are taken. 7) The contractor must use the appropriate personal protective equipment. 8) All contractors must report to reception upon each arrival and sign the Visitor’s Log. 9) All contractors will be escorted to their work area, by the Project Co-ordinator at the start of the assigned project. 10) All contractors must follow the emergency procedures. 11) All contractors and employee’s must maintain good housekeeping practices.





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12) All contractors and employee’s must be familiar with and follow company procedures. Company’s Specific Responsibilities: 1) The Project Co-ordinator shall ensure the Contractor’s legal name and the authorizing officer’s tittle is correct on the Contractor Health and Safety Responsibility Agreement.

2) The Project Co-ordinator shall forward two (2) copies of the Contractor Health and Safety Responsibility Agreement to the Contractor for signature. The Contractor shall keep one copy for their records and forward the second copy back to the Project Co-ordinator. 3) The Contractor must provide the Project Co-ordinator with an up-to-date liability insurance certificate, listing the company as a certificate holder. The Project Co- ordinator shall ensure that the Contractor has no less than two (2) million dollars per occurrence of public and property liability insurance. The Operations Manager may approve some lesser amount at his/her discretion. 4) The Contractor must submit an up-to-date Workplace Safety and Insurance Board (WSIB) Clearance Certificate 5) The Project Co-ordinator shall ensure that all of the required documentation is completed and returned before the commencement of the work. 6) The Contractor shall provide the Project Co-ordinator with any Material Safety Data Sheets (MSDS) for all Workplace Hazardous Materials Information System (WHMIS) products used on the project. 7) Delivery persons are not required to endorse a Contractor Health and Safety Responsibility Agreement. However, they shall not perform any services, other than delivery or receiving, while on company premises. 2.4(a) COMMUNICATION Prior to beginning their project, the Supervisor in charge of the project must familiarize the contractor of the specific policies and procedures that apply to his/her area. The contractor must be informed of any work site hazards and the required safety policies and procedures which need to be followed. (use the Contractor Health and Safety Agreement Checklist to ensure all steps of this procedure are followed.)





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All contractors are required to sign the Liability Coverage for Contracted Services Form and Contractor Health and safety Responsibility Agreement prior to the commencement of work and will be asked to provide a clearance certificate from the Workplace Safety and Insurance Board upon request. 2.4(b) FORMS Liability Coverage for Contracted Services (When required) as per Appendix 4 Contractor and Safety Responsibility Agreement Contractors Health and Safety Agreement Checklist 2.4(c) REFERENCE MATERIALS Ontario Health and Safety Act Regulations WSIB – Safe Workplace Incentives Programs





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APPENDIX 4

LIABILITY COVERAGE FOR CONTRACTED SERVICES FORM _______________________ agrees to carry comprehensive Workplace Safety and Insurance Board coverage in the amount required by the Workplace Safety and Insurance Act or other applicable Provincial Act(s) and/or Regulation(s). Said coverage will remain in effect for the entire duration of your contract or involvement with M-Con Products Inc. All costs associated with said coverage will be for the account of __________________________, and ______________________ shall present M-Con Products Inc. with a current valid certificate of clearance evidencing such insurance coverage. In the event of any claim, demand or cause of action, that is brought forward by a Customer, the Contractor shall notify M-Con Products Inc. thereof, and __________________ shall at its own expense, defend or settle said action. ________________________ _______________________________ Date Supplier ________________________ _______________________________ M-Con Products Inc. Witness





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2.5 VISITOR ROLES & RESPONSIBILITIES All visitors to M-Con Products Inc., at all of our locations, are required and expected to adhere to our safety policies and must wear the appropriate safety equipment while entering the work areas. This policy applies to all visitors to M-Con Products Inc. It is the responsibility of the Supervisor in charge guiding the visitor to ensure that the visitor is made aware of this policy and that the visitor signs in at the Administrative Office prior to entering the plant or yard. The owners of M-Con Products Inc. and their employees are committed to providing a safe work environment for all workplace participants. This commitment is extended to all visitors, who are also expected to meet these standards. Visitors are expected to respect the requirements as set out by the Occupational Health and Safety Act and its applicable regulations. In the event that a visitor is found to be behaving in a manner believed to be dangerous by an employee of M-Con Products Inc., a member of the management team will ask the visitor to leave immediately until an appropriate corrective solution is found. (As per Appendix 5) 2.5(a) COMMUNICATION Prior to beginning their visit, the Supervisor in charge of the area or escorting the visitor, must familiarize the visitor with the specific policies and procedures that apply to his/her area. The visitor must be informed of any work site hazards and the required safety policies and procedures which need to be followed. All visitors are required to sign in and out at the main reception area in the administrative offices (As per the attached Visitor Sign in Sheet – APPENDIX # 5 2.5(b) FORMS/RECORDS Visitor Sign in Log APPENDIX 5 2.5(c) REFERENCE MATERIAL WSIB Safe Workplace Incentives Programs Visitor Safety Orientation Form





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Visitor Safety Orientation Listed below are specific safety rules that must be followed in order to ensure your safety and that of our employees. These rules must be read upon your arrival, followed by your signature in the Visitor’s register, acknowledging your understanding of these rules and verification of your presence on company property. “Visitor” is defined as follows: 1) Any person who is visiting the facility or job site for a short duration and who will not perform work at the site. 2) Any contract employee who does not normally perform extended work at the site such as a delivery driver. Visitors are encouraged to make appointments in advance of their arrival. If an escort is not available due to workload or an emergency, the visitor may be required to reschedule the appointment. Visitors may be asked to leave the site for not abiding by safety rules, in case of an emergency or because of other demands upon the escort.

SITE SPECIFIC SAFETY RULES FOR VISITORS No Visitors are allowed beyond Main Office without an assigned escort. The following personal protective equipment is required prior to entering the facility. a. Hard Hat b. Hearing Protection c. Impact Resistant Safety Glasses d. Safety Shoes No open flames or smoking is permitted except in designated areas. Cellular Phones are not allowed inside the plant and should only be used under safe conditions (in the yard) The Company representative will explain the emergency signal to you upon completion of this orientation. In the event you hear an emergency signal, proceed with your escort to the assembly area and wait for instructions. If you suffer any injury, no matter how slight, promptly inform your escort. This is a controlled operation and you are not to touch any equipment or make any adjustments to any of the controls. Alcohol, illegal drugs, firearms are prohibited. No private vehicles are allowed past the designated parking area. Vehicles departing the facility or job site are subject to search In Addition, Visitors will abide by all facility rules.





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APPENDIX 5

VISITOR HEALTH & SAFETY POLICY

Title – Visitor Responsibilities

Section 2.5

Date of Issue: April 2011

Approved By: John Mion Review/Revise Date: January 2013

Location: 2150 Richardson Side Road

To ensure the safety of all visitors, the following responsibilities must be communicated. All

employees are required to enforce this policy.

Each visitor must read the visitors responsibilities and sign in at reception; it is the responsibility of

the company to remain with the visitor at all times. (Unless specific duties are being performed)

Visitors must:

1. Sign in and sign out in the log, after reading these health and safety responsibilities.

2. Remain with their designated host or equipment you are here to look at/work on.

3. Wear the appropriate personal protective equipment while touring the plant (safety glasses,

safety shoes & hard hats, ear plugs)

4. No smoking is permitted anywhere on the company premises (including parking lot

and loading docks ) only in designated area **

5. Be aware of the forklift traffic while in the plant or yard.

6. Remain aware of your surroundings including the floor (slippery surfaces), many moving

parts (i.e. overhead cranes) that you must be aware of.

7. Report immediately to your host, any injury/illness or hazard, no matter how minor.

8. Do not touch any company equipment or product unless specifically contracted to

repair/maintain equipment.

9. Remain out of restricted areas.

10. Follow all posted signs and rules.

11. In the event of an emergency follow the instructions of your host and remain in the gathering

area until given further instruction.

12. Verify that they understand what to do and where to go in case of emergency.

Approval Signature: Date of Issue: April 2011

Distributed to: All facilities, Senior management, JHSC Document to be Posted: YES





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VISITOR SIGN IN SHEET

I UNDERSTAND AND AGREE TO WORK IN COMPLIANCE WITH THIS COMPANY’S HEALTH

AND SAFETY POLICY AS WELL AS THE REQUIRMENTS OF THE OCCUPATIONAL HEALTH

& SAFETY ACT (Copies available)

NAME OF

VISITOR

COMPANY NAME TIME IN TIME OUT DATE





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2.6 HEALTH AND SAFETY COORDINATOR ROLES & RESPONSIBILITIES The company’s Health and Safety Coordinator is Tim Underhill The Health and Safety Coordinator reports to the Vice- President (John Mion). The following are the Health and Safety Coordinator’s activities:

Develop and implement health and safety standards and procedures.

Be the management co-chair of the Joint Health and Safety Committee.

Be the certified management member of the Joint Health and Safety Committee.

Ensure that the Joint Health and Safety Committee minutes are documented, Distributed and posted.

Participate in monthly workplace inspections.

Conduct hygiene tests, as required.

Ensure that the Joint Health and Safety Committee get a copy of the testing results.

Post a copy of any test results on the health and safety board.

Conduct annual audits of the company’s health and safety program.

Be qualified in first aid and CPR

Provide resources for company health and safety training.

Be the company contact for any Ministry of Labour inspections.

In conjunction with senior management, review/revise the health and safety Program/policy annually.

2.6(a) COMMUNICATION The Health and Safety Coordinator responsibilities will be communicated to all supervisors and employees.

2.6(b) TRAINING The Health and Safety Coordinator must have the following training as a minimum: Applicable Safety Legislation Injury/Incident Investigation Planned Workplace Inspection Basic Certification Training **





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** Basic Certification Training is the required training under OHSA section 9, approved by the Workplace Safety and Insurance Board (WSIB) Tim Underhill the Health and Safety Coordinator has the basic requirements as well as ongoing training and the following:

- Basic of Supervising - IHSA - Welding Supervisor - CWB - Violence and Harassment Work Shop - WSPS - Member of Safety Group - WSPS

2.6(c) RECORDS OF TRAINING

The Health and Safety Coordinator’s training records / and or certificates will be kept in their personnel file.

2.6(d) REFERENCE MATERIAL WSIB – Safe Workplace Incentives Program


Title: Health and Safety Materials


Revised: January 2013

3.0 POSTED HEALTH AND SAFETY MATERIALS

It is the responsibility of the Health and Safety Coordinator to ensure the following Health & Safety material is posted and/or available in the workplace. It must be kept current. The Joint Health & Safety Committee members conducting the monthly inspections will check the health and safety board for compliance.

Item Date of Issue

Occupational Health & Safety Act Most current

Industrial regulation Most current

WHMIS regulation

Most current

Material Safety Data sheets Not more than 3 years old

Designated substances Most current

Ministry of Labour – explanatory material - Guide to the OHSA - Guide to JHSC - Guidelines for Safe operation of Lift Trucks - Hazard Alert for Guarding

As released

Form 82 – In case of injury poster First aid station

First aid Regulation (1101) First aid station

Emergency Services and numbers Placed by all primary phones Designated personnel list on Health & Safety board Each employee given a card

Reports - Joint Health & Safety Committee - Ministry of Labour - Injury / Incident summary - Inspections

Health & Safety office warehouse – employer entrance Originals with Health and Safety Coordinator

Other Emergency plan

by all emergency exit doors Floor plans must be posted in lunchroom


Title: Health and Safety Standards & Procedures



4.0 HEALTH AND SAFETY STANDARDS & PROCEDURES 4.1(a) PURPOSE For Management to identify and eliminate workplace hazards. This includes knowing how to do a health and safety analysis, what to do after completion of the analysis, and how to implement and communicate safety information. The purpose of the Hazard Analysis is to ensure all employees are protected against health and safety hazards, and work in a healthy and safe environment. Results can include:

Increased knowledge of the dangers inherent in the tasks of employees.

Enhanced safety awareness and improved safety dialogue and communication amongst employees.

Improved focus for workplace safety inspections.

Improved risk management leading to increased accident prevention.

Compliance with the Occupational Health and Safety Act.

Recognizing and assessing hazards is the first step to controlling or eliminating risk.

Methods of doing this include observation and reporting, inspection, task analysis, and trend identification.

Factors that contribute to making a job hazardous are identified as (also as EMEP):

People (training),

Equipment,

Materials,

Environment and Process (the way the work is done). The degree of a hazard or risk can be estimated using knowledge of the potential for a major injury (severity) and knowledge of probability of occurrence (For example: an inexperienced worker or a new job). 4.1(b) HAZARD ASSESSMENTS M-Con contacted the Workplace Safety and Prevention Services (WSPS) to conduct a Hazard Assessment and Job Safety Analysis of our precast concrete manufacturing site in Carp, Ontario. The objective of the assessment was to identify occupational health and safety hazards associated with our manufacturing processes, as well as to get recommendations on risk mitigation strategies. The following is the result to this assessment WSPS – Hazard Assessment & Job Safety Analysis Report A - Job Safety Analysis Risk Scoring Matrix Appendix A B - Acrowood Cage Machine – Appendix B





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C - VUP Cage and Casting Machines - Appendix C D - Pipe plus Machine Appendix D E - Concrete Batching Process Appendix E F - Welding and Fabrication Shops Appendix F G - Wet cast and Box Culverts Appendix G H - Product Storage and Shipping Yard Appendix H I - Coring and QC Lab Appendix I J - Product Transportation and Delivery Appendix J K - Sales and Engineering Office Appendix K Risk Profile Database - on intranet site 4.1(c) STANDARD OPERATING PROCEDURES After developing hazards assessment for each Department and/or equipment a Safety and Standard Operating procedures have been developed for the following: Acrowood Cage Machine Appendix A1 VUP Machine (Vibration Under Pressure) Appendix B1 Pipe Plus Machine Appendix C1 - Crane Operator & Machine Operator Diamond Core Drilling Machine Hydokor V-D Appendix D1 MBK #1 – 350 Appendix E1 Product Storage/Yard Appendix F1 Morning Crew Appendix G1 Wet Cast Dept. Appendix H1 Health & Safety Training Appendix I1 4.2 STANDARDS AND PROCEDURES FOR INJURY AND ILLNESS REPORTING 4.2(a) PURPOSE The purpose of our incident reporting policy is to ensure that all incidents are investigated, such that the root cause can be found and appropriate steps can be taken to prevent recurrence. To outline the requirements, methods and outcomes of reporting all occupational injuries and illnesses 4.2(b) SCOPE The following categories of injuries and illnesses will be reported, regardless of the nature or severity of the event:





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* fatality * property damage * critical injury * near miss * lost time injury * fire * Health care * environmental release * first aid * occupational illness Definition Injury: An event that results in physical harm to an employee. Illness: A deviation from the normal, healthy, state of the body 4.2 (c) ROLES AND RESPONSIBILITIES Worker, Manager/Supervisor, First Aid Provider Worker

A worker who sustains an injury or becomes ill as a result of workplace conditions or work activities must report the injury or illness to a supervisor immediately.

If, because of the nature of the injury or illness, an employee is unable to report, it is the responsibility of another worker, who happens to see the incapacitated worker, to immediately report the event to a supervisor.

Manager/Supervisor

Promptly ensure that first aid is administered

Ensure the worker receives medical treatment, if necessary.

That such treatment is recorded in the first aid log.

If outside medical aid is received then a WSIB Form 7 must be completed within 3 days of becoming aware of the injury (see Early and Safe Return to Work procedure for more information). Section 12

Ensure rescue / response teams are notified, if necessary.

Forward completed records and forms to the Health and Safety Coordinator immediately. A copy to be sent to Human Resources and one kept by the supervisor.

Maintain follow up contact with the injured worker. Any contact must be documents in the contact log. See Section 12

Notify the appropriate company personnel at the first opportune moment.

Initiate an injury / incident investigation (See Appendix 17 Injury / Incident Investigations), if required





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First Aid Provider

Upon being informed of an injured or ill worker, will go to the first aid station or room and administer appropriate treatment.

Record all treatment or advice given in the first aid log. APPENDIX 6

As necessary and/or required, assist in ensuring that an injured or ill worker receives subsequent medical attention. (Please refer to Section 7.0 First Aid requirements)

Will accompany the injured worker to the hospital (see transportation procedure in Section 7.0)

4.2(d) COMMUNICATION This procedure is communicated to all managers, supervisors and employees through: - production meetings - bi-weekly manager meetings - postings on bulletin boards - orientation of new employees - coaching of employees found to have contravened this procedure. Managers and supervisors are trained in their roles to administer this procedure regarding documentation, distribution and safe keeping of confidential material. 4.2(e) TRAINING & EVALUATION Training sessions will provide information on appropriate response, such as first aid treatment, equipment lockout etc. Worker compliance with the illness and injury reporting procedures are monitored regularly as part of an overall review of the OH&S program. The procedure will be reviewed annually. 4.2(f) FORMS / RECORDS

First Aid log - Appendix 6

WSIB - Employer’s Report of Injury / Disease (Form 7)

ENVELOPE TO BRING TO DOCTOR (Section 12) 4.2(g) REFERENCE MATERIALS OHSA - Sections 51 and 52 WSIA - Regulation 1101 First Aid WSIB - Employer’s Report of Injury / Disease (Form 7) WSIB - Safe Workplace Incentive Program





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APPENDIX 6

Mcon Products Inc. – First Aid Form Please fill out all fields even if you are only taking a Band-Aid.

Injured Person What’s Injured

Date & Time Treatment Witness





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4.3 STANDARDS AND PROCEDURES FOR HAZARDS REPORTING 4.3(a) PURPOSE As part of our health and safety management system, all employees have an important part to play. As was detailed earlier, a large part of this is informing your supervisor of any hazards that you become aware of. All hazards are to be reported to your supervisor as soon as you become aware of them. 4.3(b) SCOPE This procedure applies to all employees of the company and is to be used when a potential or actual hazardous condition/act is identified.

Definitions: Hazardous Condition / Act: Unsafe Act: Are behaviors, which could lead to an accident/incident.

Examples of unsafe acts: can include using equipment in an unsafe or careless manner or not using personal protective equipment as required.

Unsafe Condition: Are circumstances, which could allow the accident to occur. Examples of unsafe conditions: can include inadequate, improper or use of guarding, slippery work surfaces, electrical grounding requirements not observed, containers that are not labeled. 4.3(c) PROCEDURES

An observed hazardous condition/act must be reported immediately to a supervisor Using the Hazard Report form detailing the hazard(s), what actions will be initiated, by whom and when to correct the hazard(s).,To document those hazards which cannot be immediately corrected or require further investigation by your supervisor or the Joint Health and Safety Committee All actions (responses) must be followed up to ensure they are completed. If the hazard is rated at high risk, immediate action will be required. (Refer to flow chart Page 41) 4.3(d) ROLES AND RESPONSIBILITIES

Supervisor

Is responsible to fill in the Hazard Report form with the assistance of the employee reporting the hazardous condition / act.





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Is responsible to rate all hazards as major, moderate or minor hazards. To ensure that any hazardous conditions or acts are followed up on a timely basis.

To ensure that all the action(s) are completed. To ensure that copies of the hazard report are distributed to the Health and Safety

Coordinator, and Co-chairs of the JHSC.

Employee

Is responsible to report immediately to his/her supervisor, the existence of any hazard of which he or she is aware. Will assist the supervisor with completing the Hazard Report form.

Health and Safety Coordinator

Act as a resource for identifying hazards and may assist in implementation of controls

Will follow-up with the supervisor and/or worker to ensure that all actions have been completed.

Review completed hazard reports to identify any other improvements, corrective action or proactive initiatives.

4.3(e) COMMUNICATION / TRAINING Communication of the hazard reporting procedure will be done on an annual basis by the supervisor, during in house training sessions. The Health and Safety Coordinator will monitor use of the hazard report form and if needed training in its use will be provided to all employees. It is the responsibility of each Supervisor to ensure that the employees under his/her direct supervision have received the proper training and instruction, which enables this policy to be fully implemented. 4.3(f) EVALUATION Evaluation of this procedure and the hazard report form will be done on an annual basis. 4.3(g) FORMS / RECORDS

Hazard Report Form APPENDIX 7 4.3(h) REFERENCE MATERIALS

Occupational Health and Safety Act and applicable Regulations Workplace Safety & insurance Board (WSIB) – Basic Certification manual WSIB – Safe Workplace Incentives Programs





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If a Hazard or near Miss is observed, the following procedure must be followed:

Employee observes a hazard condition or Near Miss they are to Immediately Report it to a Supervisor

Hazard and /or Near Miss Reporting Form is completed by Supervisor

and employee reporting it

Hazard is rated as Major, Moderate or Minor

Supervisor investigates in the presence of employee and

completes Form

Does Supervisor agree that the situation is likely to endanger or require further

investigation?

No Yes

The area supervisor takes immediate or corrective actions as needed

Employee returns to work Form is handed into the Safety

Coordinator And discussed With JHSC in

That months meeting And determine

If all solutions have been Completed and review that Process was completed.

Form is Handed in to the Safety Coordinator

Reviewed at that months JHSC meeting and discussed

If it is determined that further Action is required it

Is given a deadline for completion

Review after completion in the following Months JHSC meeting





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APPENDIX 7

HAZARD and / or NEAR MISS REPORTING FORM

Date:__________________

Hazard and/ or Near Miss & Location: ___________________________________________ ____________________________________________________________________________

Employee Name: _____________________________________________________________ Severity of Hazard - Employee: (A, B, C, D – Choose one that applies and Likelihood)

Example A – 1 – High risk A____ permanent disability or loss of life or body part and/ or extensive loss of structure, equipment, or material, or quality, production or other loss exceeding $500,000 B____ a lost time injury or illness without permanent disability, or disruptive property damage, or quality, production or other loss of more than $1000 but not exceeding $5000. C____ minor injury or illness without lost time, non-disruptive property damage or quality, production, or other loss of $100 to $1000 D____ no injury or illness, or quality, production, or other loss of less than $100

Likelihood of: (1, 2, 3 – Choose one that applies)

1. High Risk

2. Medium Risk

3. Low Risk

Comments ____________________________________________________________________________

____________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________





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------------------------------------------------------------------------------------ Severity of Hazard - Supervisor: (A, B, C, D – Choose one that applies & Likelihood) Example A – 1 – High risk A____ permanent disability or loss of life or body part and/ or extensive loss of structure, equipment, or material, or quality, production or other loss exceeding $500,000 B____ a lost time injury or illness without permanent disability, or disruptive property damage, or quality, production or other loss of more than $1000 but not exceeding $5000. C____ minor injury or illness without lost time, non-disruptive property damage or quality, production, or other loss of $100 to $1000 D____ no injury or illness, or quality, production, or other loss of less than $100

Likelihood of: (1, 2, 3 – Choose one that applies)

1. High Risk

2. Medium Risk

3. Low Risk

------------------------------------------------------------------------------------ Action Taken:

By Whom: ______________________________Date When:__________________________

Explain: _____________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

Follow up Required Yes or No If So By What Date:_______________________________

Completed Date: _____________________

Communicated to Staff and Posted _______________________________________

Supervisor Signature:__________________________Date:______________________________ JHSC Co-Chairperson Signature: ________________________________________





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4.4 STANDARDS AND PROCEDURES FOR EMERGENCY EVACUATION PLAN 4.4(a) PURPOSE An emergency plan has been developed and implemented to meet, at a minimum, the following standards:

Occupational Health and Safety Act (OHSA) Ontario Building Code Ontario Fire Code Municipal requirements (especially if hazardous materials are on-site) Environmental Protection Act

To provide all employee as well as any guests/visitors at 2150 Richardson Side Road with a plan that will ensure a safe and orderly evacuation in event of fire, bomb threat, or any other situation that could be detrimental to their safety.

4.4(b) SCOPE:

The guidance contained in this plan is general in nature and is designed to develop a state

of readiness for all conditions of emergency. It is imperative that each employee know exactly what to do, when to do it, and where to go in an emergency.

No plan can cover every conceivable contingency. Employees must become familiar with the general provisions of this plan and be able to apply them with common sense under the supervision of their monitor personnel. The basic premise which must be observed is that, in an emergency, each employee must remain calm, follow instructions, in an orderly manner carry out any evacuation which may be directed, and assemble at the designated area.

Fire prevention is an inherent and important part of everyone’s job and requires alertness and cooperation from all individuals and agencies in the building. Bomb threats, unlike fire hazards, are not subject to employee control; the presence of an actual explosive device or a warning may be real or fictional and the warning may be anonymous or from an identifiable source. Specific instructions for fire and for handling bomb threats are furnished later in this plan.

This plan has been developed for the protection of all employees and visitors to the building and will work efficiently only through strict adherence to the instructions and procedures prescribed herein and through an application of common sense.





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4.4(c) ROLES AND RESPONSIBLITIES The safety Coordinator will assign personnel for the development, implementation, modification and delivery of the emergency response activity. These designated personnel will include an overall emergency response co-ordination (Barry Holden), as well as other personnel responsible for individual sub-elements of the activity. Specific duties, responsibilities, authorities and resources will be clearly defined. Among the responsibilities which will be assigned are:

Reporting the emergency - all employees

Provide updated current list of personnel including home telephone number, duties and responsibilities to the emergency response coordinator - human resources.

Invoking the emergency plan - emergency response coordinator/alternate

Alerting staff - Barry/Miguel will notify Tim/Gail/Marco at the office and then setoff the horn and radio the forklift drivers

Ordering evacuation - emergency response coordinator/alternate

Alerting external agencies - Tim/Gail or Marco will call “911”

Confirming activities of various groups - emergency response coordinator and agencies

Advising relatives of casualties - Barry Holden and/or Tim Underhill

Providing medical assistance - first aid staff and external medical services

Ensuring emergency shuts offs are closed - maintenance staff

Sounds the all clear - emergency response coordinator / alternate

Review of maps and floor plans - health and safety coordinator, annually or as per both scheduled drills on in the winter and one in the fall and or should any changes occur (example building expansion etc.)

The Health and safety coordinator and the emergency response coordinator will ensure that the individual elements within the emergency response activities are developed and maintained, and responsibilities delegated. Designated persons will be trained according to the procedures, The ERC & HSC will review the emergency response plant standard and revise as necessary upon selection of emergency response team. The ERC, HSC and the emergency reponse team will establish objectives for identification, development, implementation, and updating of their assigned sub-elements with respect to potential exposure and their control. The General Manager / Plant Manager will ensure that the overall emergency response plan activity is developed; the responsibilities delegated and selected staff trained in the activity in partnership with the ERC.





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4.4(d) PROCEDURE A. Emergencies Requiring Shutdown and Evacuation of Facilities: When a supervisor or manager is made aware of an emergency that requires evacuation of the facility Barry Holden and/or Miguel Costa will be notified and will set off the Horn/Bell. An example of possible Emergencies are: - weather conditions, violence, motor vehicle incident, fall arrest/high angle rescue, entrapment, chemical spill, bomb threat, fire. 1. Receptionist - (supervisor, if receptionist not available)

- Call “911” and inform operator of fire (or emergency) and give company name and address.

- Evacuate and bring “visitor’s registration” list to emergency command centre for review” - (for the office area - the other side of the wall in the green space area)

- Fulfill emergency response team responsibilities of supervisor, for office and administrative staff.

2. Emergency Response Team - All emergency rescues etc. will be conducted by the emergency response team i.e. the Fire Department Supervisors

- Report to the outside emergency command centre as shown off the floor plan. - Bring portable first aid kit - Conduct duties as assigned by emergency response coordinator. - Prior to reporting, supervisors will ensure that key pieces of equipment in areas not

immediately affected by the emergency will be turned off. - On arrival at designated assembly point, conduct a head count. Report to

emergency response coordinator any additional or missing persons in your assembly area.

- Keep all employees in the assembly area until the “all clear” order has been issue or further instructions given by the emergency response coordinator.

3. Workers:

- Shut off equipment, except when instructed otherwise, and evacuate by nearest safe exit and report to your assembly area.

- If fork / truck operator, drive truck to the furthest end of the warehouse parking lot





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provided this does not require you to enter the area of the emergency. If unable to drive truck out, turn gas valve to off, leave key in the truck and evacuate by nearest safe exit.

- In event of hazardous material spill, department employees will assist the emergency response team with materials and equipment located in or near that department.

4. Emergency Response Coordinator

- Collect reports of any missing persons from assembly points. Arrange a search by the emergency response team of areas unaffected by the emergency.

- Arrange security of the work site for unaffected areas. - Arrange access for emergency vehicle and equipment to workplace areas. - Arrange first aid treatment for any injured persons. Act as liaison with municipal

emergency services. Provide requested information on chemical storage, storage areas, floor plan etc.

- With agreement of emergency services from municipality, notify staff when “all clear” order has been given.

- Act as liaison with other area plants/residences, etc., that may be affected by an emergency.

- Invoke emergency backup and support agreements as appropriate. - Access the performance of the emergency plan and provide a report to the Health

and safety coordinator with recommendations for improving performance with 3 days of the emergency.

- Provide senior management with on-going status reports as appropriate. 5. Health and Safety Coordinator

- Arrange for restart of business following emergency. - Coordinate media relations as necessary. - Meet with emergency response coordinator within 3 days of the emergency to

review the adequacy or performance, and develop and implement recommendations as needed.

B. Emergencies Not Requiring Shutdown or Evacuation: On becoming aware of a situation in which emergency action may be needed, but does not require evacuation, the supervisor, manager or receptionist will........... (E.g. a telephones bomb threat received in reception would be announced as :..........). If the emergency is the result of an incident, the incident investigation procedure must be followed. Emergency Response Coordinator:

- Report to emergency site.





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- Call on whatever internal emergency assistance is deemed necessary. - Act as liaison with municipal services (police, fire, etc.) - If the emergency is the result of an accident, assist where possible in securing the

area, ensuring first aid care for the injured person, and in investigating the accident. - If bomb threat/other threat, assist the person receiving the call/message in

completing the threat summary report while awaiting arrival of police***** C. Emergency Procedure Involving Serious Personal Injury or Medical Conditions: In event of serious injury or medical condition to any visitor or employee, the following actions are to be taken:

- If at all possible, do not leave the injured party alone. - Provide, or have provided, immediate emergency care.

During normal office hours when switchboard is open:

- Call the receptionist to contact 911 and to alert a company “FIRST AIDER” to the scene

- Inform supervisor If the switchboard is not open:

- Contact 911 or if necessary the emergency numbers noted below. - Call the plant manager and/or supervisor, and have a company “FIRST AIDER”

called to the scene. D. Special Circumstances: Substitution / Alternates: In the event that the General Manager / Plant Manager are not available, their duties will be carried out by the emergency response coordinator/health and safety coordinator. In the event that the emergency response coordinator is not available, his/her duties will be carried out by the General Manger / Plant Manager The emergency response coordinator will ensure that the responsibilities of absent supervisors are assigned to other available supervisors. Supervisors will ensure that acting lead hands are assigned responsibilities when necessary. Off shift / weekend emergencies: No work will be done off-shift or on weekends unless a supervisor is present at all times





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1. Supervisor’s requirements: - Ensure health and Safety of workers by evacuating the facility. Only attempt to

extinguish small fires. 2 General Manager / Plant Manager / designated alternate (on call when evening or weekend work is Scheduled) requirements.

- Attend to emergency situations and assist in controlling the emergency and minimizing its impact.

4.4(d) COMMUNICATION All employees must be aware of the emergency response plan standard and procedures. Communication that there is a standard will be conducted by the department supervisor through the hiring process, plant tours, rule books, notices, orientation training or other effective means. The standard will be posted on the health and safety board and on the board in the break area. The emergency response coordinator will notify the following agencies of the emergency response plan:

- Fire department; - Police department; - Ambulance; - Government agencies (MOL, MOE, MTO etc.) - Utility companies; - Security services.

Visitors will sign in when they arrive at our site and read our policy for safety and emergency situations. The receptionist/dispatcher will explain this to them. The company contact will tell the visitor to stay with them during an emergency situation and point out the emergency exits. 4.4(e) TRAINING / IMPLEMENTATION All existing staff and new hires will be formally trained on the emergency response plan. At each training session employees are required to sign in to ensure documented evidence if training and the date it occurred. Practical training will occur during planned bi-annually drills (one in the winter, one in the





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summer) Employees will sign a dated roster upon return to their areas. Once every quarter during safety talks or team meetings the supervisor is required to review the emergency response plan standard with their group. Employees sign a dated sheet to acknowledge training. Senior management are required to review the standard once per quarter, on-line. Human resources will track date of completion. 4.4(f) EVALUATION Measurement and evaluations of compliance to the emergency response activity standard and procedures will be conducted annually, by the emergency response coordinator and others with specific responsibilities for activities with the activity Bi-annual emergency response drills as required by this standard will be evaluated on speed of completion and completion of all the steps. Evaluating of drills will be documented by the emergency response coordinator. Written recommendations developed as a result of the evaluation of compliance will be reviewed with the General Manager / Plant Manager. Implementation of recommendations will be monitored by the General Manager / Plant Manager. 4.4(g) ACKNOWLEDGE SUCCESS AND MAKE IMPROVEMENTS Any performance improvements identified through the evaluation procedures will be addressed within three months and communicated to staff by way of a congratulatory email/newsletter, posted on the safety board. The Emergency Response Coordinator will send out these.

The decision to activate the plan (i.e., to evacuate the building) is made by the Designated Official or his designated representative based on the best information available and the advice of local, and/or provincial officials. When there is an immediate danger to persons, such as fire or imminent explosion, the signal to evacuate the building will be activation of the Emergency HORN. The HORN will be activated by any person with knowledge of the emergency who will then report the circumstances to the Emergency response Coordinator (Hereinafter (ERC))

1) Emergency Horn/Bell Sounds 2) Must immediately evacuate to the nearest exit 3) Meet outside the plant at Door #1 (as shown away from danger) AS PER

APPENDIX 8 4) Only authorized personnel will attend to any injuries while waiting for emergency

services to arrive (i.e. Fire Dept., Ambulance or Police)





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5) Barry Holden will Coordinate the evacuation and emergency response 6) Tim Underhill will perform the head count

6. RECEIVING AND REPORTING BOMB THREATS: (Please See Form

a. An individual receiving a bomb threat by telephone will remain calm, keeping the caller on the line as long as possible. If the caller does not volunteer the location and possible detonation time of the bomb, he must be asked for this information. At the same time as receiving the call, try to get another employee to notify the police (911)

Using the Bomb Threat Report (Appendix), the individual will write down the message given by the caller, word-for-word if possible; listen closely to the voice for quality, accent or speech impediment, and whether it is male or female.

b. During the bomb threat, the authority for evacuation is the responsibility of the Designated Official. Room occupants can normally identify foreign or suspicious objects, which do not appear to belong in the area. Such items should not be touched, moved, or disturbed in any manner. Floor Monitors will report the location of suspicious items to the Police (911) and Occupant Emergency Coordinator at the Command Center (location, as indicated above, location depends on circumstances and whether or not evacuation has taken place). The Occupant Emergency Coordinator will pass any information he/she receives from Floor Monitors on to the Designated Official, Command Center Monitor, police and fire departments.

c. If partial or full evacuation is required, notification may be given via the telephone or

by messenger to the Floor Monitors. 7. EVACUATION ROUTES/ASSEMBLY AREA(S):

- All personnel will exit the building using the posted evacuation routes. - All personnel will remain in the assembly area(s) until they receive further word.





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BOMB THREAT PROCEDURES

Bomb threats may be received in several ways -- by telephone, by mail, and by messenger.

1. If you receive a bomb threat by telephone:

a. Keep the caller on the line as long as possible; talk to the caller; ask him/her to repeat the

Message.

b. Try to find out:

WHEN ……………………………… when will it go off?

WHERE ……………………………. where is it; where do we look?

WHAT……………………………… what does it look like?

WHY……………………………….. why are you doing this?

WHO………………………………. who are you; what group do you belong to?

WHERE……………………………. where are you?

c. Record the time and date of the call. d. Pay particular attention to background noises such as motors running, music, laughter, etc. e. Listen closely to the voice (male, female), voice quality (calm, excited), accents, and speech impediments. f. Report the call immediately to Tim Underhill or a designated official





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____________________________________________________________________________________________

____________________________________________________________________________________________

____________________________________________________________________________________________

____________________________________________________________________________________________

BOMB THREAT REPORT

Exact Wording of Threat Questions To Ask:

________________________________ 1. When is the bomb going to explode?

_________________________________2. Where is it now?

_________________________________3. What does it look like?

_________________________________4. What kind of bomb is it?

_________________________________5. What will cause it to explode?

_________________________________6. Did you place the bomb?

_________________________________7. Why did you place the bomb?

_________________________________8. What is your address? Where are you?

_________________________________9. What is your name?

Did the caller appear familiar with the office or building by his description of the bomb





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location?

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

EVACUTION/BOMB SEARCH CHART Building:

______________________________________ Date:________________

Floor/Area

TIME

Evacuated Searched REMARKS

Note: This chart provides a useful tool for reviewing the effectiveness of an evacuation and/or search. Remarks may include who searched the floor or area, where people were relocated, and any unusual circumstances encountered.





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RESPONSIBLE OFFICIALS SIGN-OFF SHEET

Building Name and Address

M-Con Production Facility 2150 Richardson Side Road, Carp, Ontario, K0A 1L0 M-Con Office 2150 Richardson Side Road, Carp, Ontario, K0A 1L0 By the signatures below, the following officials certify that they have participated in the development of this Occupant Emergency Plan and fully understand the procedures to be followed in an emergency affecting the facility and employees for which they are responsible.

Designated Official:

Name Tim Underhill

Signature

Title Plant Manager

Occupant Emergency Coordinator:

Name Barry Holden

Signature

Title Plant Supervisor





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KEY PERSONNEL TELEPHONE NOTIFICATION LIST

Name Phone Number Ambulance DIAL 9, THEN 911 Police Emergency Dial 9, then 911 Fire Department Dial 9, then 911 Ministry of Labour (613) 228-8050 Gas (613) 745-9101 Hydro 1-800-267-8555

MOE

Company representatives

Tim Underhill (613) 978-4409

Barry Holden (613) 913-3066 Ian Bruce (613) 913-3068

Gail Martin (613) 223-8762





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BUILDING INFORMATION SHEET Building Name: M-Con Production Facility Address: 2150 Richardson Side Road, Carp, Ontario, K0A 1L0 Year Building Completed: 1989 Type of Construction: Precast Clad onto steel frame construction Number of Floors: 1 floor with a mezzanine Basement: NONE Net assignable floor area: 60,000 square feet Government Occupied Floors: NONE Fire Alarm System and Signals: NONE Automatic Sprinkler System: NONE Voice Communications System: NONE Elevator Capture and Recall System: NONE Smoke Detection System: NONE Standpipe System: NONE Emergency Lighting System: NONE Security Alarm System: NONE Power Generators: NONE Main/Auxiliary Water Valves: NONE Main/Auxiliary Gas Valves: West side of building, to the right of aggregate ramp Building Name: M-Con Office Address: 2150 Richardson Side Road, Carp, Ontario, K0A 1L0 Year Building Completed: 2005 Type of Construction: Precast Clad onto steel frame construction Number of Floors: 2 floor’s Basement: Yes Net assignable floor area: 9,000 square feet Government Occupied Floors: NONE Fire Alarm System and Signals: YES Automatic Sprinkler System: NONE Voice Communications System: NONE Elevator Capture and Recall System: NONE Smoke Detection System: YES Standpipe System: YES Emergency Lighting System: YES Security Alarm System: YES Power Generators: NONE Main/Auxiliary Water Valves: NONE Main/Auxiliary Gas Valves: Northeast corner of building





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OCCUPANT INFORMATION SHEET

M-Con Production facility: 40

M-Con Office: 10

Total Occupancy: 50

OCCUPANT Contact Name

Uses or Stores Hazardous Material or Other Special Considerations:

M-Con Production facility: Ian Bruce Oxygen/Acetylene tanks, 2 boilers, Natural gas lines, Lubricant storage, Aerosol paint cans, Hydraulic Oil power packs

M-Con Office: Marco Mion Aerosol paint cans

4.4(h) EMERGENCY EQUIPMENT

- Rescue Tripod/Safety Hoist - 2 portable units - Stretcher - Portable First Aid Kit - Blankets - Eye Wash Station - Fire Extignuishers





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MEETING LOCATION AND MONITOR INFORMATION Appendix 8





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FIRE EXTINGUISHER LOCATIONS





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4.5 STANDARD AND PROCEDURE FOR REFUSAL TO WORK 4.5(a) PURPOSE All employees are required to report any unsafe conditions to their immediate supervisor immediately, so that the concerns can be addressed. In the event that the concerns cannot be corrected to the employee’s satisfaction, the employee has the right to exercise their right to refuse. 4.5(b) ROLES AND RESPONSIBLITIES It is the responsibility of each Supervisor to ensure that the staff under his/her directs supervision has received the proper training and instruction, which enables this policy to be implemented and meets the intent of this policy. The Occupational Health and Safety Act (OHSA) states: “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 the worker 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 this Act or the regulations and such contravention is likely to endanger himself, herself or another worker. R.S.O. 1990, c. O.1, s. 43 (3).

43(4) Upon refusing to work or do particular work, the worker shall promptly report the

circumstances of his refusal to his employer or supervisor, who shall forthwith investigate the report in the presence of the worker and, if there is such, in the presence of one of:

1. A committee member who represents workers, if any; 2. A Health and Safety Representative, if any; or 3. A worker who because of his 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.





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43(5) until the investigation is completed, the worker shall remain in a safe place near his workstation.

Extracted from the OHSA - Report of refusal to work (OHSA s43) (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, in the 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. R.S.O. 1990, c. O.1, s. 43 (4). Worker to remain near workstation.

(5) Until the investigation is completed, the worker shall remain in a safe place near his or her workstation. R.S.O. 1990, c. O.1, s. 43 (5).

Refusal to work following investigation (6) Where, following the investigation or any steps taken to deal with the circumstances that caused the worker to refuse to work or do particular work, the worker has reasonable grounds to believe that, (a) the equipment, machine, device or thing that was the cause of the refusal to work or do particular work continues to be 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 continues to be 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 this Act or the regulations and such contravention continues to be likely to endanger himself, herself or another worker, the worker may refuse to work or do the particular work and the employer or the worker or a person on behalf of the employer or worker shall cause an inspector to be notified thereof. R.S.O. 1990, c. O.1, s. 43 (6). investigation by inspector

(7) An inspector shall investigate the refusal to work in consultation with the employer or a person representing the employer, the worker, and if there is such, the person

mentioned in clause (4) (a), (b) or (c). 2001, c. 9, Sched. I, s. 3 (11). Decision of inspector (8) The inspector shall, following the investigation referred to in subsection (7), decide whether the machine, device, thing or the workplace or part thereof is likely to

endanger the worker or another person. R.S.O. 1990, c. O.1, s. 43 (8). Idem





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(9) The inspector shall give his or her decision, in writing, as soon as is practicable, to the employer, the worker, and, if there is such, the person mentioned in clause (4) (a), (b) or (c). R.S.O. 1990, c. O.1, s. 43 (9).

Worker to remain at a safe place pending decision (10) Pending the investigation and decision of the inspector, the worker shall remain at

a safe place near his or her work station during the worker’s normal working hours unless the employer, subject to the provisions of a collective agreement, if any, (a) assigns the worker reasonable alternative work during such hours; or (b) subject to section 50, where an assignment of reasonable alternative work is

not practicable, gives other directions to the worker. R.S.O. 1990, c. O.1, s. 43 (10).

Duty to advise other workers (11) Pending the investigation and decision of the inspector, no worker shall be assigned

to use or operate the equipment, machine, device or thing or to work in the workplace or in the part of the workplace being investigated unless, in the presence of a person described in subsection (12), the worker has been advised of the other worker’s refusal and of his or her reasons for the refusal. R.S.O. 1990, c. O.1, s. 43 (11). Idem

(12) The person referred to in subsection (11) must be, (a) a committee member who represents workers and, if possible, who is a

certified member; (b) a health and safety representative; or (c) a worker who because of his or her knowledge, experience and training is selected by the trade union that represents the worker or, if there is no trade

union, by the workers to represent them. R.S.O. 1990, c. O.1, s. 43 (12). Entitlement to be paid (13) A person shall be deemed to be at work and the person’s employer shall pay him

or her at the regular or premium rate, as may be proper, (a) for the time spent by the person carrying out the duties under subsections

(4) and (7) of a person mentioned in clause (4) (a), (b) or (c); and (b) for time spent by the person carrying out the duties under subsection (11) of

a person described in subsection (12). R.S.O. 1990, c. O.1, s. 43 (13).





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In the event that this occurs, the following procedure must be followed:

Employee refuses to do the assigned task as he/she feels the task endangers his/her health and safety

Worker reports problem to Supervisor (Barry Holden)

Worker representative is called in Miguel Costa

Supervisor investigates in the presence of employee and employee representative

Does Supervisor agree that the situation is likely to endanger?

No Yes

The area supervisor takes corrective actions needed

Employee returns to work

Employee has reasonable grounds to believe that his/her safety is endangered

Ministry of Labour is called in to investigate Barry Holden/Tim Underhill

Employee may be assigned alternate work

Inspector investigates in consultation with Supervisor, employee representative, and

employee




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4.6 STANDARDS AND PROCEDURES FOR LOCK-OUT 4.6(a) PURPOSE To ensure that all energy sources are: (a) isolated, and (b) effectively controlled prior to any work being done on or in close proximity to machinery or equipment.

4.6(b) SCOPE Applies to all workers involved in managing, administering or completing work on energized equipment. Applies to all energy sources: kinetic, chemical, potential, thermal, electrical, radiation. Applies to all firm facilities, including any and all contractors working in these facilities. 4.6(c) PROCEDURES Appendix L - W provides the complete lock-out procedure for each type of equipment requiring the lock-out procedure. The following list of equipment has a lock-out procedure: Appendix L LOP 001-01 – VUP Machine Appendix M LOP 001-02 – Pipe Plus Machine Appendix N LOP 001-03 – ORU Mixer Appendix O LOP 001-04 – Fejmert Mixer Appendix P LOP 001-05 – Acrowood Machine Appendix Q LOP 001-06 - 11 tonne Demag Appendix R LOP 001-07 – 15 tonne Crane Appendix S LOP 001-08 – 25 tonne crane Appendix T LOP 001-09 – Mesh Bender Appendix U LOP 001-10 – Hydrokor V – Coring machine Appendix V LOP 001-11 – D-Load Machine Appendix W LOP 001-12 – MBK Machine

4.6(d) ROLES AND RESPONSIBILITY Health and Safety Coordinator Evaluates the procedure for its effectiveness and reviews this procedure every five (5) years or as required.




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Plant Manager Ensure that all potential hazards are evaluated, the necessary precautions taken, and that personnel assigned to isolate energy sources are properly trained prior to any work being done on machinery, equipment or process; Must provide personal locks to employees; Must implement written procedures where required; 1. Administers this procedure in the plant; and 2. Verifies that the procedure is in use. Manager or Maintenance workers It is the responsibility of maintenance assigned to isolate energy sources to adhere to all the requirements in this procedure. All maintenance workers, who work on machinery or equipment, requiring lockout are responsible for:

1. Locking out the energy-isolating device or placing a personal lock on the key securing system in a group lockout procedure 2. Removing their personal locks on the completion of their work 3. Keeping control of the keys to personal locks throughout the duration of the work 4.6(e) COMMUNICATION

The employer arranges for all workers to be trained in isolation procedures.

Job requirements are communicated to each worker.

Persons who have placed locks and tags on equipment are asked to remove their tags upon confirmation the work is complete.

Prior to the equipment being re-energized, all workers at the work location are informed prior to the start-up.

The worker and the manager communicate regarding work demands and equipment status.

4.6(f) TRAINING AND EVALUATION Training Requirements Maintenance personnel who are required to isolate energy sources will receive training.




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Frequency of Training The initial training will be provided BEFORE an employee is required to isolate an energy source

Follow-up training is provided annually.

Training is provided for all new machinery, equipment or processes.

Type of Training

The training will include classroom theory (legislative requirements, internal procedure, and specific procedures) with quiz and practice (actual isolation of machinery or equipment).

The training can also be equipment, machinery or process specific. Training records are maintained and kept up to date. 4.7 STANDARDS AND PROCEDURES FOR CONFINED SPACES 4.7(a) PURPOSE All employees are required to work in a safe manner in accordance with this manual, job specific procedures and the requirements of the Occupational Health and Safety Act. Confined space entry areas have been evaluated and the following areas in the plant are considered confined spaces: In most situations a contractor will be hired to perform the action.

Cement Silos

Sand and Aggregate Silos

Sub floor of the Pipe Plus machines and VUP machine When entering a confined space, a permit will be filled out. On the permit is the question of atmosphere testing needed to be answered by the authorizing person? Work description will be filled out. Names of person(s) entering the confined space. Name of the watch person. Other measures, as needed, taking into consideration the nature of the work to be done.




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4.7(b) ROLES AND RESPONSIBILITY Employer

Requires an assessment and work procedure to be written to allow safe entry into each confined space.

Review investigation reports and ensure preventative measures are implemented prior to the authorization of subsequent entries.

Ensure all individuals responsible for entrants, attendants and rescuers are competent.

Authorized Supervisor

Determine what areas are considered to be a confined space and require a confined space entry permit.

Determine if the work can be performed outside the confined space.

Determine what hazards exist in each confined space and develop controls.

Train the appropriate staff on the confined space entry procedure and use of the confined space entry permit.

Ensure that the authorized entrants are properly completing the written confined space entry permit.

Ensure that any equipment is properly locked out. See lockout procedure for details.

Ensure that the monitoring equipment is properly functioning and calibrated. Health and Safety Coordinator

Develop the confined space procedure and the confined space entry permit.

Review any investigation reports and ensure preventive measures are implemented.

Conduct an annual review of the confined space entry procedure and entry permit system.

Authorized Entrants, when entering the confined space

Ensure to properly implement the confined space entry procedure.

Wear the appropriate personal protective equipment Prior to entering the confined space, the entrant must ensure that:

They have received the appropriate training.

They conduct the required air monitoring to ensure that the environment is adequate.

They properly use and document their findings on the confined space entry permit.

They are advised of all the potential hazards.

They are wearing the appropriate personal protective equipment.

They have an attendant available.




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They advise the authorized supervisor that they are entering the confined space.

They advise the authorized supervisor when they have exited the confined space.

They do not smoke, drink or eat in the work area.

They clean all personal protective equipment prior to and after they have exited the confined space.

They are trained to recognize any warning signs or symptoms of exposure to a dangerous

situation.

They perform the work inside the confined space in a safe and appropriate manner.

⇒ Ensure the requirements of Industrial Regulation and other applicable regulations, as they apply, are complied with prior to entry.

Air Monitoring

The oxygen content of the atmosphere is at least 19.5 per cent but not more than 23 per cent by volume,

The oxygen content in the atmosphere that is less than 19.5 per cent or more than 23 percent by volume. [Refer to the Confined Space regulation 632/05 for specific details]

Attendant

Insure that air monitoring has been properly conducted and recorded on permit.

Verify that the confined space entry permit has been signed and posted.

Maintain communication with the entrant.

Remain outside the entrance to the confined space for the duration of the entry.

Ensure that no unauthorized individuals enter the confined space

Advise the emergency response team of an emergency. Emergency response team The primary response team will be the Fire Department The company will have a trained emergency response team who are equipped to deal with any emergency. Their training will include but not limited to: First Aid including CPR,

Use and maintenance of the personal protective equipment,

Confined space entry, and

Emergency response procedures.




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Personal Protective Equipment for the entrants and/or the emergency response team

Steel toed footwear

Harness and Lanyard

Hearing protection

Eye protection

Head protection

Respirator

Life line (must be attached to the person entering confined space and anchor point outside of the confined space)

Means of communication

A radio communication system will be used. This radio system must have fully charged and back up batteries.

The life line is also to be used as a backup communication system. The emergency signal is 3 short pulls on the life line.

The response from the attendant will be 2 short pulls. Training

All attendants, authorized entrants, emergency response personnel and personnel authorizing or in charge of the entry receive adequate training to ensure that they are aware of the hazards and appropriate procedures for working safely in and around the confined space.

The following training will be conducted, but not limited to:

Confined space entry procedure

Use of the confined space entry permit

Use and maintenance of the personal protective equipment

Rescue procedures

Testing and monitoring procedures

First Aid including CPR The records of training will be maintained in the employees personnel file. A sample of a confined space log and confined space permit follows. Legislation The following is an extract from OHSA - Confined space regulation and how they will apply to M-Con Inc. If there is any doubt, by an employee, regarding confined space, they are to contact the Health and Safety Coordinator immediately for guidance and assistance. The confined space requirements provide for the protection of most workers in Ontario covered by the OHSA. Confined space provisions found in each sector regulation have been amended, for application on October 1, 2006.




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At M-Con Products the following regulations must be complied with: 1. Reg. 851 Regulations for Industrial Establishments as amended by O. Reg. 629/05. 2. O. Reg. 213/91 Regulations for Construction Projects, as amended by O. Reg. 628/05. 3. O. Reg. 632/05, Regulation for Confined Spaces.

Guidance for Supervisors These questions may arise when dealing with contractors and businesses that are considered federally regulated. If you have any other questions please direct them to the Health and Safety Coordinator. Question: As an employer, we have a confined space in the workplace. When we contract out work to be done in the confined space, do these provisions apply to the contractor? Answer: Yes. Contracting out work for services makes you an employer, as defined under the OHSA. The general duties of the employer under the OHSA would apply, regardless of the situation. Therefore you have to ensure that workers who you have hired comply with the confined spaces provisions. Refer to the multiple employer section when there are workers of more than one employer required to work in the same confined space. Constructor duties, as defined under the OHSA would apply on construction projects. Question: As a provincially regulated employer, who often is contracted by a federally regulated business, for federal business? Sometimes, we may also work with federal companies but for our own business. How would the regulations apply? Answer: Provincially regulated workers, who occasionally work at or on a federal undertaking, are still subject to the authority of the OHSA and may also be subject to federal safety legislation. However, jurisdiction is determined on a case-by-case basis, and employers may wish to contact the local office of the Ministry of Labour for further information pertaining to their specific situations. Question: How do we know if we have a confined space at M-con Products? Answer: To determine whether a "space" meets the definition of a confined space




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considers the following 3 questions: • Is the space fully or partially enclosed? • Is the space not both designed and constructed for continuous human occupancy? • Might an atmospheric hazard occur? The only way to determine if a “space” meets the definition for a “confined space” is to evaluate it. How the evaluation is done is up to the employer. If you have a fully or partially enclosed space: Is it designed and constructed for continuous human occupancy? Might an atmospheric hazard occur? Is it a confined space? Yes Yes No Yes No No No Yes Yes No No No [Source: Confined Space Guideline © 2006 Queen’s Printer for Ontario] Who is covered by the new and amended confined spaces provisions? The confined space requirements provide for the protection of most workers in Ontario covered by the OHSA. Confined space provisions found in each sector regulation have been amended: 1. Reg. 851 Regulations for Industrial Establishments as amended by O. Reg. 629/05. 2. O. Reg. 213/91 Regulations for Construction Projects, as amended by O. Reg. 628/05. 3. O. Reg. 67/93 Regulation for Health Care and Residential Facilities as amended by O. Reg. 631/05. 4. Reg. 854 Regulations for Mines and Mining Plants as amended by O. Reg. 630/05. In addition, the following is a new regulation for confined spaces for most other workplaces that is covered by the OHSA but not by one of the specific sector regulations. 5. O. Reg. 632/05, Regulation for Confined Spaces. Confined space provisions in all five regulations are similar. However, the confined space provisions for construction projects contain a few more variations; this guideline will highlight these variations, where they exist. The OHSA and its regulations can be found at www.e-laws.gov.on.ca and at the




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4.8 STANDARDS AND PROCEDURES FOR HOT WORK 4.8(a) PURPOSE

The purpose of the Hot Work Policy is to prevent potential loss or damage due to the hazards associated with performing any operation that produces open flames, heat, or sparks. The maintenance shop area has been designated as a Hot Work area and as such meets the requirements of this policy without requiring the permitting system. All other areas within the plant must follow this policy. This policy applies to all employees as well as any outside contractors hired to perform work that involves hot work. It is the responsibility of the area Supervisor (or designate) to ensure that the staff under their direct supervision have received the proper training and instruction, which enables this policy to be implemented, and meets the intent of this policy. 4.8(b) PROCEDURE Hot Work is defined as any operation that produces open flames, heat, or sparks. Cutting, grinding, brazing, welding, soldering, etc. are all examples of operations which fall into this category. Elimination of fuel spills or leakage from vehicles, in combination with adequate ventilation and control of ignition sources, is the most effective way of preventing flammable liquid fires in the shop environment. Part 4 of the Ontario Fire Code details the required safe practices and procedures. Safety measures to be followed are as follows:

Review the fire safety and emergency procedures posted in the shop area.

Ensure that adequate fire extinguishing equipment is present (20 lb. multi-purpose dry chemical).

Ensure your familiarity with the flammable and combustible liquids spill procedure for the area.

All repair or maintenance work on automobile engines or fuel components is performed in accordance with the approved procedures.




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An area surrounding the hot work area of 11metres (35 ft.) must be cleared of flammable hazards.

All sources of ignition are eliminated prior to work beginning. This includes sources of static electricity, nearby welding, cutting or grinding operations, and any other devices or tools that can create electrical sparks.

All flammable liquids are removed from the work area.

All unmovable combustibles are protected with fire resistant tarpaulins or metal shields.

Prior to the start of the hot work, the area supervisor (or designate) fills out the hot work permit to confirm that the precautions listed on the permit checklist have been taken. These include:

Location and nature of hot work.

Name of employee doing the job.

The expiration date and time of the permit.

Emergency notification procedure.

The area supervisor (or designate) signs and issues the permit.

The employee hangs the permit in a visible location in the hot work area and conducts the job.

Monitoring an hour after the work has been completed.

When the monitoring period has ended, the area supervisor (or designate) conducts a final inspection of the area and signs the permit. The permit is removed and retained as a record of the work.

Inspect all welding or burning equipment before use for leaks and presence of oil

or grease. A flash back preventer must be installed on the fuel and oxygen lines at the torch

and regulators. Safety glasses and face shields must be worn when cutting, chipping or grinding. Suitable eye protection must be worn by anyone assisting or working near a

cutting, welding, chipping or grinding operation. A fire hose or extinguisher must be readily available at the work area. Welding machines must be shut down prior to fueling. Remove all combustible materials a safe distance from the welding area. Suitable shielding must be placed around welding and grinding areas to protect

personnel in adjacent areas from flashing and flying particles.




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4.8(c) ROLES & RESPONSBILITIES Area supervisors must ensure that the employees under their direct supervision are working in compliance with this policy. Should any issues arise, the appropriate counseling or disciplinary actions shall be followed.

4.8(d) TRAINING The maintenance manager and maintenance personnel will be trained in hot work and the technical and safety aspects of their work. The training will include but not limited to:

Hazard identification

Safe welding, brazing, cutting procedures

Fire and safety precautions

Control methods

Proper use and maintenance of the welding equipment

Proper use and maintenance of the personal protective equipment

Proper use and completion of the hot work permit Training records will be maintained in the employees personnel file 4.8(e) REFERENCE MATERIAL WSIB – Safe Workplace Incentives Program 4.9 STANDARDS & PROCEDURES FOR EQUIPMENT PURCHASES AND/OR MODIFICATIONS 4.9(a) PURPOSE The purpose of this procedure is to ensure that any goods purchased are assessed for existing or potential hazards and ensuring that appropriate controls are put in place. This procedure also applies to any modifications of existing processes or equipment. Regulatory compliance and industry standard safety practices are expected to be adhered to: At the design stage

In the purchase specifications

During construction and/or

Installation phases.




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4.9(b) ROLES AND RESPONSIBILITIES The Health and Safety Coordinator will:

Review the new/modified main activities to determine whether hazards exist.

If hazards exist first attempt to eliminate the hazard(s), if hazard(s) cannot be eliminated, ensure the appropriate controls are put in place.

If a major hazard is identified then Safe Operating Procedures are to be developed.

Insure that the new purchase or modification meets all appropriate legislation and industry standards, (i.e. CSA).

Include a review of any Material Safety Data Sheets (MSDS), as they apply to any chemicals being introduced into the workplace.

Ensure the review outlines the use, storage or disposition requirements.

Complete the Purchase/Modification Health and Safety form [not included] with all relevant information.

Forward the purchase/modification health and safety form to the Joint Health and Safety Committee for their review.

Be involved in conducting the initial pre-use inspection.

The Joint Health and Safety Committee will:

Review the Purchase/Modification Health and Safety form

Be involved in conducting the initial pre-use inspection

Provide input on any additional hazard(s) or control(s)

Provide feedback to the Health and Safety Coordinator

Manager/Supervisor will:

Assist the Health and Safety Coordinator with the hazard review.

Train the appropriate staff who will be exposed to or work with the new/modified equipment/process on the Safe Operating Procedures.

Pre-start up inspections (prior to the initial use of new / modified equipment / process) will be conducted with the involvement of the:

Joint Health and Safety Committee


Managers and/or supervisors

Any operators or person who has potential to operate the machinery, or involved in the new or modified process




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All new/modified equipment will be added to the existing list of equipment that requires pre-use operator inspections. Implementation of the pre-use / pre-shift inspection program will commence upon initial use of the equipment /process. Employers must determine how they define pre-use inspection and / or pre-shift inspection 4.9(c) REFERENCE MATERIAL WSIB – Safe Workplace Incentives Programs 4.10 STANDARDS AND PROCEDURES FOR PERSONAL PROTECTIVE EQUIPMENT (PPE) 4.10(a) PROCEDURE

The appropriate eyewear must be worn at all times in the plant.

Wear safety glasses with side shield or goggles whenever the nature of the job presents an eye hazard i.e. dispensing chemicals, grinding etc.

Some areas of the plant require the compulsory use of safety glasses, chemical goggles or face shields. Observe signs indicating this requirement and ask your supervisor for the appropriate eye protection to be worn in the area.

Wearing of safety glasses is strongly recommended as a general practice for those areas and tasks where safety glasses are not mandatory.

The appropriate footwear must be worn at all times. Appropriate being defined as:

Appropriate CSA approved steel toed and slip resistant safety boots must be worn in all areas by plant employees. They must be free of defects and must be tied up properly.

Visitors or employees must NOT wear open toed sandals in the plant or yard.




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The appropriate headwear must be worn at all times.

CSA (nonconductive) approved safety hard hats must be worn by all personnel in all work areas.

Safety hard hats shall be worn in a manner in which they were intended (employer's discretion).

Safety hard hat colors recognized by M-CON: white – plant supervisor grey – lead hands blue - employee (more than one year experience) green - new employee (less than one year) red – quality control yellow – visitor

The appropriate hearing protection must be worn at all times.

Suitable ear protection devices such as muffs or plugs must be worn while working in all areas.

All areas of the plant where hearing protection is required are identified with the appropriate signage.

All employees are required to attend audiometric testing when scheduled. These tests are done with the view of determining the level of hearing loss, if any, due to noise level exposures in the workplace.

4.10(b) ROLES & RESPONSIBILITIES ALL area supervisors must ensure that the employees under their direct supervision are working in compliance with this policy. Should any issues arise, the appropriate counseling or disciplinary actions shall be followed. All areas of the plant pose the potential hazard of a foot injury due to the nature of the work being performed. All job tasks being completed by our employees require the use of safety footwear. Examples of such situations include:

material handling, maintenance and general plant work All areas of the plant pose the potential hazard of a head injury due to the nature of the work being performed. All job tasks being completed by our employees require the use of safety head wear. Examples of such situations include:




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material handling – use of overhead cranes Most areas of the plant pose the potential hazard of a noise hazard due to the nature of the work being performed. Many job tasks being completed by our employees require the use of hearing protection. Examples of such situations include:

work on the Pipe plus machine It is the responsibility of each supervisor to ensure the staff under his/her direct supervision to attend the planned testing sessions. The supervisor will ensure that staff wears the appropriate hearing protection when required in different areas of the plant. 4.11 STANDARDS AND PROCEDURES FOR NON-ROUTINE WORK 4.11(a) PURPOSE The purpose of this procedure is to ensure that any non-routine work is assessed for existing or potential hazards and ensuring that appropriate controls are put in place. 4.11(b) ROLES AND RESPONSIBILITIES

It is the supervisor’s responsibility to insure that work activities are assigned to the appropriate workers. Definitions Activity A set of actions required to complete a job Non-Routine Work Activities that are not generally performed on a regular basis Safe Operating Procedures A set of instructions for a job, process or machine that when correctly followed will provide optimum safety to the worker. In the event that a worker or supervisor/manager identifies a non-routine work situation, all involved must attend a pre-work meeting. Pre-work Meeting

The supervisor or experienced designate will conduct the pre-work meeting with all involved.

During the pre-work meeting, all potential hazards associated with the non-routine task/activity must be identified. The hazards identified must be rated for




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loss potential (using the existing loss potential matrix included on the hazard reporting form).

All controls must be identified and fully implemented for each hazard identified that cannot be eliminated.

Safe operating procedures must be established and documented.

All involved workers must be trained on the safe operating procedures. A record of training will be kept in the employees personnel file.

All necessary safety equipment required to complete the task/activity safely, are to be documented including their proper use, maintenance and storage.

Non-routine Work evaluation

The worker must demonstrate their ability to complete the task/activity to the supervisor or experienced designate.

The supervisor or experienced designate will not allow the worker to commence any work until they are satisfied that the worker can complete the task/activity in a safe manner. This includes that the employee demonstrates how to inspect and wear the required personal protective equipment

4.11(c) REFERENCE MATERIAL WSIB – Safe Workplace Incentives Program




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4.12 WORKPLACE HARASSMENT & VIOLENCE 4.12(a) PURPOSE To educate employees in the recognition and prevention of workplace harassment & violence and to provide an effective means of eliminating any such harassment or violence from the workplace promptly, fairly, judiciously and with due regards to confidentiality for all parties concerned. Workplace Violence Definition:

the excerise of phyical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker,

an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker, or

a statement or behaviour that is reasonable for a worker to interpret as a threat to excerise physical force against the worker, in a workplace, that could cause phyical injury to the worker.

Workplace Harassment Definition: Means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonable to be known or unwelcome. Harassment Behavior: Harassment is any action that makes a colleague, employee, or client feel degraded, humiliated, or embarrassed. It includes, but is not limited to, jokes, comments, insults, touching, pinching, leering, posters, cartoons, e-mail, and telephone calls. It includes conditions of employment that are degrading, humiliating, or sexual, and requests, e.g. for sex, that the employee believes he or she must go along with to keep the job or get a promotion, raise, transfer, or some other benefit of employment, or to avoid being penalized. Examples:

Unwelcome remarks, slurs, jokes, taunts, or suggestions about a person’s body, clothing, race, national or ethnic origin, color, religion, age, sex, marital status, family status, physical or mental disability, sexual orientation, pardoned conviction, or other personal characteristics;




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Unwelcome sexual remarks, invitation, or requests (including persistent, unwanted contact after the end of a relationship);

Displays of sexually explicit, sexist, racist, or other offensive or derogatory material;

Written or verbal abuse or threats;

Practical jokes that embarrass or insult someone;

Leering (suggestive staring ) or other offensive gestures;

Unwelcome physical contact, such as patting, touching, pinching, hitting;

Patronizing or condescending behavior;

Humiliating an employee in front of co-workers

Vandalism of personal property;

Physical or sexual assault;

Abuse of authority;

Bullying;

Actions which create a “poisoned environment” which is hostile, intimidating or offensive.

Harassment can take place in the workplace itself, or outside of the workplace in a situation that is in some way connected to work. For example, during delivery trips, off-site meetings, business trips, and any other event or place related to employment, or when the employee is present in the course of employment. Harassment will not be tolerated in any work-related place or at any work-related event 4.12(b) ROLES AND RESPONSIBILITY Employer:

Providing a workplace free from all forms of harassment & violence

Providing personal harassment & violence awareness education to all employees

Creating an environment that encourages the reporting of all incidents of personal harassment or violence.

Providing a process to handle and investigate personal harassment or violence complaints, effectively, fairly and expeditiously.

To assign the Workplace coordinator to each individual incident Supervisor: Management staff is responsible for providing a workplace free of personal harassment & violence and for intervening if harassment or violence occurs. They must ensure that personal harassment or violence is not tolerated, ignored or condoned.




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Management staff is responsible for not only their own actions, but also for dealing with the actions of staff under their supervision. The following are actions which management staff will undertake to prevent personal harassment or violence and to address perceived harassment or complaints by employees that they are being harassed.

Set a good example by never engaging in, tolerating or condoning harassment or violence.

Make all possible efforts to protect employees from harassment or voilence

If harassment or violence is suspected, or if an employee complains that he or she is being harassed, action must be taken in accordance with this policy and the associated procedures. Management staff must approach an employee if harassmentor violence is suspected because some employees may be embarrassed and/or reluctant to complain.

Respond immediately to any complaints. Management staff that are aware of personal harassment and do not take corrective action may be subject to disciplinary action up to and including dismissal.

Workplace Coordinator

Will support the Safety coordinator, Supervisors and consult with the employees when deemed necessary.

Respond immediately to any complaints.

Ensure administrative procedures are followed and reviewed regularly Safety Coordinator:

Ensures timely completion of reports

Responds immediately to complaints

Bring issues and or complaints to the attention of the senior management

Responsible for administrative procedures

Works closely with senior management and employees Investigator:

Investigator to be appointed by senior management when they are required

Responsible for researching situations that failed the mediation process




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Employees: Employees share in the responsibility to ensure that their work environment is free from personal harassment or violence.

Employee must not engage in any behavior that is or may be perceived as harassment. Employees are strongly encouraged to report incidents of harassment or retaliation to their Supervisor or Workplace Coordinator or Safety Coordinator.

It is the responsibility of every employee to cooperate fully in any attempts to resolve a complaint and to cooperate fully in the investigation of any complaint.

It is the responsibility of the employee to report incidents that may be perceived or witnessed as harassment, in writing to the Supervisor or Workplace Coordinator or Safety Coordinator

Employee experiencing harassment to remain in safe place preferably near work station to be available for purposes of investigation.

4.12(c) PROCEDURE Early Problem Resolution: The objective of early resolution is to resolve any situation or conflict as soon as possible, in a fair and respectful manner without having to resort to the complaint process. Every effort should be made to resolve the problem early with open communication and in a co-operative manner. An allegation of harassment is serious. If a person working for M-Con believes that he or she has been harassed, the following actions should be taken. The person who feels offended by the actions of another person working for the M-Con is encouraged to make it known to that person as soon as possible in an attempt to resolve the problem. If the problem is not resolved or if the offended person does not want to speak directly with the other, the offended person should meet with their Supervisor or Workplace Coordinator or Safety Coordinator in an attempt to find a solution and resolve the problem. Supervisor or Workplace Coordinator or Safety Coordinator must make every effort to resolve the issue between the parties quickly; if necessary with the assistance of a resource person.




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Complaint Process: If early resolution is not successful or is not deemed appropriate, an employee may file a complaint with the Supervisor or Workplace Coordinator or Safety Coordinator. Step 1 - Filing a Complaint: Submit a complaint in writing to the Supervisor or Workplace Coordinator or Safety Coordinator within one month of the alleged harassment or violence leading to the complaint. The complaint must include the nature of the allegations; the name of the respondent; the relationship of the respondent to the complaint (e.g. supervisor, colleague); the date and a description of the incident (s); and, if applicable, the name of witness. The information provided should be as precise and concise as possible. Step 2 - Screening and Acknowledgement of Complaint: Upon receipt of complaint, the Supervisor or Workplace Coordinator or Safety Coordinator screens and acknowledges receipt of the complaint. The criteria used in the screening are that the complaint:

- Must be filed within one month of the alleged harassment leading to the complaint, unless there are extenuating circumstances; and

- Must include the information noted in step 1. If these criteria are met, the Supervisor or Safety Coordinator informs the respondent (defendant) that a complaint has been received and provides them with particulars of the complaint in writing including the allegations.

If these criteria are not met, the Supervisor, Workplace Coordinator or Safety Coordinator informs the complainant in writing that he or she cannot accept the complaint. If appropriate, the Supervisor or Workplace Coordinator or Safety Coordinator suggests other means of resolving the issue. Step 3 – Review of the Complaint: Once the complaint has been acknowledged, the Supervisor or Workplace Coordinator or Safety Coordinator reviews the complaint and if necessary, seeks additional information to determine if the allegations are related to harassment. If the conclusion is that the complaint is not related to harassment, Supervisor or Workplace Coordinator or Safety Coordinator will inform the complainant and the respondent in writing.




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If the allegations are related to harassment, the Supervisor or Workplace Coordinator or Safety Coordinator determines what efforts have been made to resolve the problem, identifies immediate avenues of resolution if any, and makes appropriate action. Step 4 – Mediation If the harassment complaint remains unresolved, the Supervisor or Workplace Coordinator or Safety Coordinator must offer mediation. If the parties agree to mediation, union representative (plant employees)/ management (office employee) will be asked to act as a mediator. Step 5 – Investigation If mediation has not resolved the complaint, or if mediation was not undertaken, the Supervisor or Workplace Coordinator or Safety Coordinator launches an investigation and notifies all involved parties. If mediation is undertaken at any time during the investigation process, the investigation is suspended. It is resumed only if mediation is unsuccessful. Step 6 – Decision Once the investigator is satisfied with all the facts and that the parties have been heard, he or she then informs the parties in writing of the outcome of the investigation and ensures that corrective and/or disciplinary measures are taken, if warranted. Step 7 – Appeal If either the employee laying the claim of harassment, or the employee accused of harassment feels that the ruling of the investigator, the subsequent acceptance of that ruling or disciplinary action resulting from that ruling are unjustified they may request (within one week from the decision) that the Joint Health and Safety Committee undertake a review and make recommendation to senior management to change or suggest further actions to be taken, if warranted. Such a review will take place within two weeks of the request being received in writing.




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4.13 STANDARDS AND PROCEDURE FOR HOUSEKEEPING Proper maintenance of a safe work environment includes maintaining a clean site. Under the Occupational Health and Safety Act and the regulations for Industrial Establishments, all work surfaces must be kept clear of any obstructions. 4.13(a) PROCEDURE General Practices

All entrances, exits and accesses to equipment, platforms, ladders, stairs, and buildings shall be continuously maintained free of all obstructions.

The work site is to be kept clean and free from slip and trip hazards. All equipment, tools and unused materials at a job site must be returned to

their proper storage area when not in use. All waste material must be appropriately disposed of in a designated location. Keep all walkways, stairs and platforms free of obstructions. Clean up all spills immediately. Observe good housekeeping practices at all times and maintain the work area

free of combustible/flammable materials and tripping hazards. Store all waste or rags in closed metal containers. Ensure waste containers are emptied when full. Nails shall be removed from all lumber prior to storage or disposal.

Falling Materials

When there is a danger of material falling onto work areas or where the public might be endangered, it is required that such areas be barricaded against entry and warning signs prominently displayed on all sides and approaches or protective canopies installed.

4.13(b) ROLES AND RESPONSIBILITY Area supervisors must ensure that the employees under their direct supervision are working in compliance with this policy. Should any issues arise, the appropriate counseling or disciplinary actions shall be followed 4.14 STANDARDS AND PROCEDURES FOR HEAT AND COLD STRESS 4.14(a) PURPOSE




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Due to the work environment in the plant and outdoors, employees working in these areas are at a potential risk of being exposed to heat and cold, depending on the time of year and work performed. This policy is designed to detail safe working procedures. 4.14(b) ROLES AND RESPONSIBILITY It is the responsibility of the area supervisor to ensure that the staff under their direct supervision has received the proper training and instruction, which enables this policy to be implemented. 4.14(c) Background Information 1. Is there a temperature at which work becomes dangerous and should be

stopped? The short answer is yes. Both very cold and very hot temperatures could be dangerous to your health. Excessive exposure to heat is referred to as heat stress and excessive exposure to cold is referred to as cold stress.

2. The warning signs of heat stroke and hypothermia: The victims of heat stroke and hypothermia are unable to notice the symptoms, and therefore, their survival depends on co-workers' ability to identify symptoms and to seek medical help. While symptoms can vary from person to person, the warning signs of heat stroke can include complaints of sudden and severe fatigue, nausea, dizziness, lightheadedness, and profuse and prolonged sweating. If a co-worker appears to be disorientated or confused (including euphoria), or has unaccountable irritability, malaise or flu-like symptoms, the worker should be moved to a cool location and medical advice should be sought. Warning signs of hypothermia can include complaints of nausea, fatigue, dizziness, irritability or euphoria. Hypothermia can cause pain in the extremities (hands, feet, ears, etc.), and severe shivering. Workers should be moved to a heated shelter and medical advice should be sought, when appropriate. What are the exposure limits for working in hot environments?




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Two types of exposure limits are often used: occupational exposure limits and thermal comfort limits. Occupational exposure limits are to protect industrial workers from heat-related illness. Thermal comfort limits are for office work to ensure productivity and quality of work.

ASHRAE Standard 55-1992 Thermal Environmental Conditions for Human Occupancy recommends the following acceptable temperature ranges at relative humidity (RH) of 50% and air speed less than 0.15 m/sec. (30 fpm).

Table 1 Acceptable Temperatures

Season Clothing Temperature

Winter Heavy slacks, long sleeve shirt and/or sweater

20-23.5°C (68-75°F)

Summer Light slacks and short sleeve shirt

23-26°C (73-79°F)

The American Conference of Governmental Industrial Hygienists (ACGIH) recommends Threshold Limit Values (TLVs) for working in hot environments. These limits are given in units of WBGT (wet bulb globe temperature) degrees Celsius (°C). The WBGT unit takes into account environmental factors, namely air temperature, humidity and air movement, which contribute to perception of hotness by people. In some workplace situations, solar load (heat from radiant sources) is also considered in determining the WBGT. Some Canadian jurisdictions have adopted these TLVs as occupational exposure limits and others use them as guidelines to control heat stress in the workplace. The ACGIH publication "2000 TLVs and BEIs" provides recommended screening criteria for heat stress exposure for workers acclimatized to heat and for workers who are not acclimatized to heat (Table 2). The publications "2000 TLVs and BEIs" and "Documentation of TLVs and BEIs" should be consulted for more detailed information on these screening criteria, categories of work demands, and guidelines for limiting heat strain and heat strain management.

Table 2 Screening Criteria for Heat Stress Exposure

(WBGT values in °C)




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for 8 hour work day five days per week with conventional breaks

Acclimatized Unacclimatized

Work Demands Light Moderate Heavy

Very Heavy Light Moderate Heavy

Very Heavy

100% work 29.5 27.5 26 27.5 25 22.5

75% Work; 25% Rest

30.5 28.5 27.5 29 26.5 24.5

50% Work; 50% Rest

31.5 29.5 28.5 27.5 30 28 26.5 25

25% Work; 75% Rest

32.5 31 30 29.5 31 29 28 26.5

The weather broadcast service of Environment Canada uses the humidex scale to inform the public about hot weather conditions. The humidex scale quantifies human discomfort due to perceived heat taking into account the effect of air temperature and relative humidity. For a given temperature, the humidex increases as the relative humidity (moisture content) of the air becomes higher. The following table gives ranges of humidex for various degrees of thermal effect on people.

Table 3 Humidex and Thermal Comfort

Humidex Range (°C) Degrees of Comfort

20 – 29 Comfortable

30 – 39 Varying degrees of discomfort

40 – 45 Uncomfortable

46 and Over Many types of labour must be restricted

4. What are exposure limits for working in the cold?




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In Ontario, the minimum indoor temperature that a person can be expected to work in without the provision of heat is 18 degrees Celsius. The use of proper personal clothing must, therefore, be implemented.

4.14(d) PROCEDURE

Using the information provided, employees must follow safe work conditions. In most cases following simple steps can control the hazard of heat stress. Pace your work, following Table 2 above as a guideline, determine with the supervisor your work activity, and take frequent breaks.

Wear the appropriate clothing for the work environment.

Ensure that you replenish your fluids frequently by drinking water.

Report any signs or symptoms to your supervisor immediately, should you begin to experience any signs of heat stress or cold stress.

4.15 STANDARDS AND PROCEDURES FOR WELDING Welding poses its own unique hazards and must only be completed by competent trained staff. 4.15(a) PROCEDURE

Inspect all welding or burning equipment before use for leaks and presence of oil or grease.

A flash back preventer must be installed on the fuel and oxygen lines at the torch and regulators.

Safety glasses and face shields must be worn when cutting, chipping or grinding.

Suitable eye protection must be worn by anyone assisting or working near a cutting, welding, chipping or grinding operation.

A fire hose or extinguisher must be readily available at the work area. Welding machines must be shut down prior to fueling. Remove all combustible materials a safe distance from the welding area. Suitable shielding must be placed around welding and grinding areas to

protect personnel in adjacent areas from flashing and flying particles. 4.15(b) ROLES AND RESPONSIBLITIES




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Area supervisors must ensure that the employees under their direct supervision are working in compliance with this policy. Should any issues arise, the appropriate counseling or disciplinary actions shall be followed. 4.16 STANDARDS AND PROCEDURES FOR LADDERS & ELEVATED WORK SURFACES 4.16(a) PURPOSE The use of ladders and scaffolds arises on a regular basis. This policy clearly outlines the safe use of ladders and elevated working platforms. Falling from heights remains a leading cause of injury and illness in all workplaces. This policy defines how ladders and elevated work platforms shall be used at M-Con Products Inc. 4.16(b) PROCEDURE Ladders

All ladders must be inspected and found to be free of defects prior to use.

Unacceptable ladders shall be removed immediately from the site. Ladders must be equipped with non-slip devices or safety shoes at the foot.

Metal or wire reinforced ladders shall not be used in close proximity to electrical equipment.

Ladders must be secured at the top or held by a second person to prevent movement during use.

The base of an inclined portable ladder shall be no further from the base of the wall or structure than 1/4 the length of the ladder, measured from the point at which the ladder contacts the wall or structure.

When sections of an extension ladder are extended, the overlap between the ladder sections must not be less than 3'0" for ladders up to 36'.

Do not stand on, or work from, the top two rungs of a ladder. Step ladders must be fully extended when in use. Face the ladder and use both hands while climbing or descending. Tools must be carried in a pouch or lifted by a handling or lifting device when

ascending or descending ladders. Ladders must be appropriately stored and made secure. Ladder jack scaffolds are prohibited.




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The area around the ladder base must be free from slippery substances and tripping hazards.

Scaffolds

Scaffolds, swing stages or other temporary work platforms used for maintenance, installation or removal of equipment must be constructed, maintained and used in compliance with Regulations for Construction Projects.

Scaffolds must be erected, maintained and dismantled under the direction of a competent worker.

Ladder jack scaffolds are prohibited from use.

Fall Arrest Systems

Appropriately secured body harness and lifelines must be worn by employees:

to ensure that workers are continuously protected at all times from the hazards of falling.

When working at heights greater than 10 feet above grade or floor level where it is impractical to provide adequate work platforms or staging with guard rails.

When working over operating machinery, open space or hazardous substance which cannot be guarded.

When occupying an elevated or aerial work platform. 4.16(c) ROLES AND RESPONSIBLITIES Area supervisors must ensure that the employees under their direct supervision are working in compliance with this policy. Should any issues arise, the appropriate counseling or disciplinary actions shall be followed 4.17 STANDARDS AND PROCEDUE FOR FORKLIFT USE 4.17(a) PURPOSE Due to the hazards associated with the use of forklifts and the regulations associated with their use under the Regulations for Industrial Establishments, only those employees who have completed a Ministry of Labour approved and recognized forklift truck training program are authorized to use any forklift. 4.17(b) PROCEDURE




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It is the responsibility of area supervisor to ensure that all of the staff under their direct supervision has received the proper training and instruction, which enables this policy to be implemented.

A selected number of employees will be trained on the proper use and operation of forklift trucks. The program of instruction is detailed in this section.

Prior to operating a forklift, the following pre-operation check shall be performed.

The operator shall inspect the following items during the visual pre-use check:

General condition and cleanliness.

Floor - clear of objects that could cause an accident.

Overhead - no obstructions.

Nearby objects to avoid as you drive away.

Fire extinguisher - present and charged.

Engine oil level, fuel level, radiator water level (LPG, gas and diesel forklifts).

Battery - fully charged; check cables for exposed wires; battery plug connections not loose, worn or dirty; vent caps not clogged; electrolyte levels in cells; hold downs or brackets keep battery securely in place.

Bolts, nuts, guards, chains, or hydraulic hose reels not damaged, missing or loose.

Wheels and tires - check for wear, damage, and air pressure, if pneumatic tires.

Forks - forks not bent; no cracks present; positioning latches in good working condition; carriage teeth not broken, chipped or worn.

Chain anchor pins - not worn, loose or bent.

Fluid Leaks - no damp spots or drips.

Hoses - held securely; not loose, crimped, worn or rubbing.

Horn - working and loud enough to be heard in working environment; other warning devices operational.

Lights - Headlights and warning lights operational.

All pre-start-up visual checks shall be logged in the logbook.

All forklifts shall be maintained and inspected yearly, according to the manufacturer’s instructions and recommendations.




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All maintenance and yearly inspection records shall be kept in the administration office’s files.

4.17(c) ROLES AND RESPONSIBILITIES

Area supervisors must ensure that the employees under their direct supervision are working in compliance with this policy. Should any issues arise, the appropriate counseling or disciplinary actions shall be followed.

4.17(d) TRAINING

Every 2 years, employees will require training as provided through LIUNA 527. It is the employee’s responsibility to maintain their training and ensure they are up to date with current legislation and any new legislation concerning the safe use of a lift truck.

Training Binder - manual and certificates Locate and mark the following components:

1. Load back rest 2. Forks 3. Drive axle and wheels 4. Steer axle and wheels 5. Hand brake 6. Driver overhead guard 7. Carriage

Learn the principals involved in forklift operation (Safety first)

What are the limitation of a forklift

Load handling techniques

Stability comprehension

Hazards recognition

Working around others

Legal Responsibilities

Practicing safe operating techniques

Visual prestart check




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Operational pre-use check (list included)

Stacking and Loading

Demonstrate your ability

Evaluation of these skills

Accredited by SQDM ##0004569

The use of crane, forklift or other equipment as a personnel lift device and/or work platform is prohibited unless it is designed and intended for that purpose.

Cranes shall be regularly inspected by a competent person and a report detailing the findings of the inspection shall be kept with the crane for review by the operator and other authorized people.

4.17(e) REFERENCE MATERIALS Training manual

4.18 STANDARD & PROCEDURES ON MACHINE GUARDING Many of the work procedures completed involve the use of powerful energized equipment which must be operated and maintained by competent and qualified individuals. All machinery, when being used in normal production mode must be in compliance with the recommended operation procedures provided by the manufacturer as well as the applicable regulations made under the Occupational Health and Safety Act. 4.18(a) PROCEDURE Employees operating machinery shall ensure:

Guards must be placed on machinery to prevent contact with moving parts. Guards must not be removed except when the machine is shut down and

locked out. Guards must be replaced before machinery is put in operation. Machines must be shutdown, locked out and tagged before any repair work is

done. This includes electrical, air, steam or other driven equipment. Work over moving machinery is prohibited unless adequate protection is

provided. Be aware of pinch points where hands/fingers could be caught or trapped. Any problems with the equipment must immediately be reported to your

supervisor for the proper corrective action to be taken.




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Grinders

Hand grinders must not be altered and used as a bench grinder. Proper grinding wheels matched to the grinder speed must be used. Safety glasses and face shields must be worn when grinding. Guards MUST not be removed.

4.18(b) ROLES AND RESPONSIBLITIES Area supervisors must ensure that the employees under their direct supervision are working in compliance with this policy. Should any issues arise, the appropriate counseling or disciplinary actions shall be followed.

4.18(c) TRAINING All existing staff and new hires will be formally trained on machine guarding. Every year a trainings session will be completed in January. This will be a topic as well during Toolbox Talks.

4.19 STANDARDS AND PROCEDURES FOR MAINTAINANCE A key component to maintaining a safe work environment is the proper maintenance of all equipment. This includes following the manufacturer’s recommendations as well as the appropriate applicable guideline or regulation under the Occupational Health and Safety Act. 4.19(a) PROCEDURE

All equipment such as trucks, cranes, welding machines, etc., must be maintained in good working condition in accordance with manufacturer’s specifications.

All equipment and tools used by the employees must be suitable for the work and the work area environment.

No equipment shall be modified or altered to perform differently than intended unless written agreement by the manufacturer or certification from a Professional Engineer is obtained.

Defective equipment shall not be used. Report this condition to your supervisor immediately.

Defective equipment shall be turned off and sufficient measures taken to prevent the equipment from being operated and warning signs posted.




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Only authorized personnel are permitted to operate, adjust and repair M-CON's equipment. No equipment shall be left running unattended.

Maintenance records must be kept on each piece of equipment.

Inspection and certification records must be kept on each piece of equipment which requires inspection and certification.

Lifting devices must be inspected and certified annually and the records of this procedure must be kept on file.

4.19(b) ROLES AND RESPONSIBLITIES Area supervisors must ensure that the employees under their direct supervision are working in compliance with this policy. Should any issues arise, the appropriate counseling or disciplinary actions shall be followed.

4.20 STANDARDS AND PROCEDURES FOR OPERATING POWER TOOLS The use of power tools is an everyday occurrence in the work performed by our employees. Power tools in use must meet the requirements as set out in this policy. 4.20(a) PROCEDURE

Tools must be suitable for the job being performed, in good condition and appropriate to the hazardous conditions which may exist during their use.

All electrical tools must be either three prong grounded, double insulated or rechargeable. All guards must be kept in place at all times. Air hoses and electric cords should not be placed on walk and roadways unless

precautions have been taken to prevent tripping entanglement and wear. Inspect couplings, hose and hose connections of pneumatic tools prior to use. Verify the source of supply before connecting air-powered tools. Be sure it is

industrial air, not natural gas, nitrogen, etc. Ensure air hose is connected to the equipment prior to turning on the air supply. The air supply must be shut off when changing pneumatic tools. Air supply must not

be shut off by kinking the air hose. Disconnect power tools from power source before making repairs or adjustments. Explosive actuated fastening tools must only be operated by authorized personnel

who have received adequate training to ensure competence.

Report any problems to your supervisor immediately for action.




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4.20(b) ROLES & RESPONSIBLITIES Area supervisors must ensure that the employees under their direct supervision are working in compliance with this policy. Should any issues arise, the appropriate counseling or disciplinary actions shall be followed.

4.21 WORKPLACE HAZARDOUS MATERIALS INFORMATION SYSTEMS (WHMIS) Area supervisors must ensure that the employees under their direct supervision are working in compliance with this policy. Should any issues arise, the appropriate counseling or disciplinary actions shall be followed The purpose of the Workplace Hazardous Materials Information System is to ensure that the hazards of all chemicals produced or used are evaluated and that information concerning their hazards is transmitted to employers and employees. This transmittal of information is to be accomplished by means of a comprehensive WHMIS program, which must include container labeling and other forms of warning, material safety data sheets and employee training. 4.21(a) PROCEDURE

All new employees will complete the M-Con Products Inc. WHMIS training program during their first week of employment. Supervisors must inform their employees of the availability of the program, including a review of the WHMIS controlled products in their area and where the material safety data sheets are located.

The supervisor shall ensure that each container of hazardous chemicals in the plant is labeled, tagged or marked with the identity of the hazardous chemical(s) contained therein, and must show hazard warnings appropriate for employee protection.

Employees must inform their supervisor of any material they come across that is not properly identified or that does not match the description of the material on the appropriate MSDS.

Supervisors and employees must have access to the material safety data sheet for each hazardous chemical in use in their area. Prior to using a chemical, the MSDS for that chemical must be reviewed.

A complete set of MSDSs is located in the First Aid Room. An additional complete set is kept in the Plant Office and an administrative copy is located in the Administrative Offices.

The Supervisor shall ensure that the employees have been provided with the work site specific information and training on hazardous chemicals in their work area at




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the time of their initial assignment, and whenever a new hazard is introduced into their work area.

The work site specific training shall include a review of the proper use and handling procedures, including the correct personal protective equipment and emergency procedures to be followed in the event of a spill.

Ready access to the WHMIS MSDSs is maintained in all areas where WHMIS controlled products are used.

On an annual basis, a WHMIS refresher session which ensures that all employees have a working knowledge of the chemical hazards in their work environment, as well as knowing where they can obtain further information must be completed.

Written documentation of the initial WHMIS training session and all subsequent reviews shall be kept in the employee’s file.

4.21(b) ROLES AND RESPONSIBLITIES Area supervisors must ensure that the employees under their direct supervision are working in compliance with this policy. Should any issues arise, the appropriate counseling or disciplinary actions shall be followed. 4.22 STANDARDS AND PROCEDURES FOR DRIVERS 4.22(a) PURPOSE This driver policy is intended for the safety of the driver, company property and the general public. In our customer oriented business, it is customer service that counts and makes a lasting impression. People are looking for on time and courteous deliveries, Company drivers are very important in this area. The customer sees you as the “Company”, so if a driver gives a bad impression it reflects on the company. In order to achieve a high standard, we all, dispatch, forklifts and drivers have to work together as a “TEAM”. If everyone helps and works effectively it will work. If the customer is happy, you can take pride in a job well done. This means everyone, including the driver, will be impressed with your service and work. 4.22(b) ROLES AND RESPONSIBILITIES Drivers have their own standard policies which reflect more than just health and safety issues. Along with their own regulations as per their collective agreements and the Ontario Highway Traffic Act 555/06.




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Dress and Deportment Drivers are expected to report for work dressed as a professional. (No ripped or torn jeans or clothes, no sweat pants or shorts allowed). SAFETY BOOTS MUST BE WORN AT ALL TIMES AND SAFETY VEST ARE MANDATORY.

Daily Inspections 1. It is the responsibility of every driver to perform a daily inspection. 2. All inspection reports are to be handed in to dispatch in the morning. 3. Any safety related defects are to be report immediately. 4. Drivers must contact dispatch and obtain permission before going to the garage. 5. Any drivers at the garage without authorization will be disciplined. 6. No drivers are allowed to remain at the garage while their vehicle is being repaired, unless specified to do so. 7. It is the responsibility of the driver to maintain his truck in a clean and professional manner (interior and exterior). Please check with dispatch to schedule a time to do so. Fuel 1. Drivers are to fuel their trucks at night. 2. Drivers are responsible to record fuel put into trucks in their log books and fuel sheets in dispatch. 3. Drivers will remain at their trucks at all times when fueling to prevent fuel spills. (You will be held responsible for any fuel spills.) Loads and Load Security 1. Each driver is responsible to check his load for proper quantities. 2. Each driver is responsible for properly securing his load to prevent shifting or moving. So that it is safe and legal for the road. (Any fines for load security shall be the responsibility of the driver). 3. All drivers are responsible for the equipment on their trucks, (i.e. chains, bear traps, belts). Equipment should be locked, do not take any equipment from other trucks without notification. 4. All drivers while loading and unloading will wear their hard-hats (in the yard or on the job). 5. While in the yard or the plant, drivers are expected to wear their hard hats at ALL times.




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6. When finishing with a truck and/or trailer, driver is responsible for putting away all chains, wooden board, and/or straps. 7. When unloading material, all chains and/or straps must be in place while removing truck through jobsite. Driving 1. Employees’ can only drive vehicles which they are licensed for. 2. No employee shall operate a company vehicle while under the influence of alcohol, drugs or any controlled substance, any violations will be ground for dismissal. 3. No employee shall drive in a reckless manner. All traffic laws will be observed and drivers are expected to drive the posted speed limits, whenever possible. Any moving violations are the responsibility of the drive. 4. All drivers must complete daily logs and inspection reports as required by regulations. 5. No driver is allowed to take a company truck home without prior authorization from Management. 6. No driver shall allow his truck to idle more than 5 minutes. If you are not using it, turn it off. Safety First – For No Accident 1. All drivers are expected to drive defensively. 2. As professional drivers you must always be in control. a) Never follow too closely b) Allow for speed and road conditions c) An angry driver is a dangerous driver. KEEP YOUR COOL d) Always be courteous e) Be prepared, expect the unexpected. f) Whenever possible obtain a ground guide when backing up. Most accidents happen when backing up. 3. NO LOAD IS WORTH THE RISK OF ANY ACCIDENT As a professional you are responsible for your truck when making deliveries on site, You know the limits of your truck and boom and therefore you have the last say if you can or cannot make a safe delivery. 4. When weather conditions and road conditions are too dangerous. It is better to pull over and wait for plows and salt trucks to pass first. In all cases you are the professional driver. Always wait until it is safe to continue. Remember you are responsible for your safety and the safety of others on the road.




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Passengers It is the policy of the company that ‘NO PASSENGERS’ or pets are allowed in company trucks, at any time. 4.22(c) TRAINING Training is provided by the Union for lift truck operation Health and safety training is provided by the Health and Safety Coordinator 4.22(d) REFERENCE MATERIALS M-Con Health and Safety Policy Manual M-Con Driver Policy Manual Highway Traffic Act Ontario Regulation 55506 Daily Inspection Log & Schedule 1 (see attached) Vehicle Repair Log Daily Log of Kilometers Accident Report Form 4.23 STANDARDS AND PROCEDURES FOR ERGONOMICS 4.23(a) PURPOSE The purpose of an Ergonomics program is to prevent loss or damage due to strain caused by musculoskeletal disorders (MSDs) MSDs are injuries and disorders of the musculoskeletal system. They may be caused or aggravated by various hazards or risk factors in the workplace. The musculoskeletal system includes: muscles, tendons and tendon sheathes nerves bursa blood vessels joints/spinal discs, and ligaments. MSDs do not include musculoskeletal injuries or disorders that are the direct result of a fall, struck by or against, caught in or on, vehicle collision, violence, etc.




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MSD is an umbrella term for a number of injuries and disorders of the muscles, tendons, nerves, etc. Other terms that mean the same include:

repetitive strain injury (RSI)

cumulative trauma disorder (CTD)

work-related musculoskeletal disorder (WMSD)

musculoskeletal injury (MSI, MSK)

occupational overuse syndrome (OOS), and

sprain and strain. MSDs are strongly linked to known risk factors or hazards in the workplace. 4.23(b) GOALS & OBJECTIVES Goals

- To increase MSD awareness - To decrease the risk of MSD - To promote and support the health and safety of all employees - To provide equipment, resources and effective training

Objectives

- To ensure all staff are educated about MSD risk factors and prevention - To conduct risk assessments to identify the presence of MSD risks - To control MSD risks through application of controls - To integrate MSD prevention strategies proactively as well as reactively

- Our objective for 2012 is to establish a complete a thorough Ergonomics program

based on the following: Procedure Establish and Communicate a Process for Identifying and Controlling MSD Hazards To identify and control MSD hazards efficiently, processes and activities that target these hazards need to be established. Some activities to consider include:




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creating an MSD Prevention Plan that outlines the objectives for, methods to be used in and expectations of any MSD prevention activities implemented in the workplace

making all workers aware of how MSD hazards will be identified and controlled

communicating the role of all workplace parties in MSD prevention efforts

looking for MSD hazards during regular workplace inspections identifying MSD hazards when doing job task analysis

reviewing reports of MSD concerns during JHSC meetings

establishing a process for MSD risk assessment

looking for MSD hazards when:

making changes to existing work processes.

evaluating and reporting on the lessons learned from MSD

prevention efforts. Ensure Worker Participation in the MSD Prevention Process Workers have first-hand knowledge of their tasks and how the design of their workstation, tools, equipment, etc., influences the way they do their jobs. They know when they are in pain and discomfort and usually have a good understanding of the causes. Workers also have very good practical ideas for reducing their exposure to MSD hazards. You can ensure that workers take active roles in the MSD prevention process by:

using their experience and knowledge to recognize and assess MSD hazards and to suggest effective solutions to manage and control them

training them to recognize the signs and symptoms of MSDs and the work-related hazards that might contribute to them

providing instruction on and support for the use of controls that have been implemented to reduce MSD risk (e.g., new equipment, work methods, tools)

ensuring that they are involved in planning and implementing any change to the work task or job, and

encouraging them to report MSD concerns to management and supporting them when they do.

Encourage Early Reporting and Bringing Solution Ideas Forward To encourage early reporting of possible MSD hazards:

develop and communicate a process for workers to report problems that could lead to MSDs

all managers and supervisors in a company should encourage all workers to report signs or symptoms of MSDs as soon as possible, and

management needs to receive these reports positively and take action to ensure that the workers’ pain or discomfort does not get worse.




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Managers and supervisors should encourage workers to look for ways to reduce MSD hazards and bring forward ideas to improve the design or organization of a job, task, workstation, etc.

These ideas may lead to fewer MSD hazards and better, more productive ways to do the job.

Before moving on to “Recognize MSD Hazards and Related Concerns”, it is important to understand what MSD hazards are. Many jobs have MSD hazards that come from the job itself or the way it is done. These hazards increase the risk of developing an MSD. Although a number of factors can increase MSD risk, the key hazards are:

force

fixed or awkward postures, and

repetition. Force Force is the amount of effort exerted by your muscles. All work tasks require the worker to exert some force. However, when a task requires a level of force that is too high for any particular muscle, it can damage the muscle or the related tendons, joints and other soft tissues. You have to consider how much force is being exerted or how much weight is being handled. In addition, think about:

how long you need to keep exerting it

how many times you need to exert it in a given period, and

the posture you are in when exerting the force. Activities that often involve high force requirements include:

lifting, lowering and carrying

pushing or pulling, and

gripping and manipulating objects. In addition, don’t forget: exerting a force (even at a low level) for a long time without a break (to rest and recover) can lead to pain and discomfort. Repetition The risk of developing an MSD increases when the same parts of the body are used repeatedly, with few breaks or chances to rest. Highly repetitive tasks can lead to fatigue, tissue damage, and, eventually, pain and discomfort. This can occur even if the level of force is low and the work postures are not very awkward.




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Fixed or Awkward Postures Posture is another name for the position of various parts of the body during any activity. For most joints, a good or “neutral” posture means that the joints are being used near the middle of their full range of motion. The farther a joint moves towards either end of its range of motion, or the farther away from the neutral posture, the more awkward or poor the posture becomes and the more strain is put on the muscles, tendons and ligaments around the joint. For example, when arms are fully stretched out, the elbow and shoulder joints are at the end of their range of motion. If the worker pulls or lifts repeatedly in this position, there is a higher risk of injury. 4.23(c) ROLES AND RESPONSIBLITIES Employers and Managers will: Incorporate MSD prevention into the health and safety policy and program and review the health and safety program to include or strengthen MSD prevention activities make sure that workers and JHSC members or the H&S rep are trained how to recognize, assess and eliminate or control MSD hazards ensure that supervisors know what to do if they recognize MSD hazards or if a worker raises a concern ensure that MSD hazards related to poor design of tools, equipment, workstations or work practices are identified and any associated risks are controlled make sure that new equipment is designed and installed to reduce exposure to MSD hazards, and ensure that workers have the equipment and training they need to reduce their exposure to MSD hazards. Supervisors should: Ensure that everyone under their supervision is aware of MSD hazards on the job and is trained to do his or her job safely look for MSD hazards during workplace inspections, job task analyses and discussions with workers, and when reviewing injury reports Reinforce proper working techniques and use of equipment and personal protective equipment (PPE) encourage and support workers taking scheduled breaks check that workers have adjusted their workstations to suit themselves and their work, and provide help as needed support workers when they have questions or concerns are aware of MSD warning signs and indicators, and take action on reported MSD hazards and concerns, and follow up with workers. Workers should: Report MSD hazards and concerns to their supervisors take scheduled breaks and take advantage of opportunities to change postures or relax muscles move around and occasionally change positions go to their supervisors with questions and concerns or to ask for additional training offer suggestions to improve working conditions to their supervisor,




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health and safety rep or the JHSC be aware of symptoms of MSDs and report them early if they occur ensure that they understand the information and instructions provided Use proper working techniques use the equipment and tools provided to reduce exposure to MSD hazards, and know how to make adjustments to the workstation to suit themselves and the work they do, and to ask for help as needed. JHSC Members and Health & Safety reps should: Get training on recognizing, assessing and controlling MSD hazards ensure that MSD hazards are included on inspection checklists actively look for MSD hazards discuss MSD-related concerns at JHSC meetings and with the employer and workers review training records to ensure that everyone in the workplace has received training on how to do their jobs safely and how to identify the MSD hazards in the workplace, and make recommendations to the employer on how to eliminate, control or reduce exposure to MSD hazards. 4.23(d) TRAINING On-going training will be done through Tool Box talks. Yearly training session including video sessions to be completed yearly 4.23(g) REFERENCE MATERIALS Occupational Health and Safety Council of Ontario (OHSCO) MUSCULOSKELETAL DISORDERS PREVENTION SERIES


Title: Health and Safety Representatives & Committee

(JHSC)



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5.0 HEALTH AND SAFETY REPRESENTATIVE & COMMITTEE (JHSC)

5.1 PURPOSE The senior management team is committed to providing a safe work environment for all of our employees and supports a well-functioning Internal Responsibility System. An integral part of making this system work is the support and effort put forth by the Joint Health and Safety Committee. The work input and commitment to improving the health and safety of all the employees is a team effort. The following guidelines for the Joint Health and Safety Committee were developed as a guide for the committee members to follow when fulfilling their duties. The Joint Health and Safety Committee are an important resource and tool for assisting all employees to maintain a safe workplace environment. The following details the guidelines for which the Committee functions. 5.1(a) PROCEDURE Structure of the Committee 1. The Joint Health and Safety Committee (referred to hereafter as "JHSC") shall consist

of an equal number of management and employee members representing the plant. Half of the members represent management and the other half represents the employees. At no time shall there be more management representatives than employee representatives on the JHSC. The composition of the Joint Health and Safety Committee (JHSC) will be 4 worker members and 4 management members.

2. A list of the JHSC member’s names along with work locations will be posted on the health and safety bulletin board

3. All members of the Joint Health and Safety Committee shall complete the basic and

workplace specific training required to complete the Certification Training as prescribed by the Workplace Safety and Insurance Board.

4. The JHSC shall meet monthly, on a regularly established schedule predetermined and

approved by the JHSC. The Co-chairpersons must approve any changes to the meeting schedule. The minutes of the meeting will be recorded by the secretary (nonvoting) and posted within 2 weeks of the meeting date. Minutes will be posted on the health and safety board for a period of 3 months

5. The Co-chairpersons may call a special emergency meeting to deal with issues of an

urgent matter at any time with joint agreement of the Co-chairpersons. 6. There shall be two (2) Co-chairpersons (one (1) from the management team and one

(1) from the employees) who shall alternate the chair at meetings.



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7. A Co-chairperson may, with the consent and approval of his/her counterpart, invite any

additional person(s) to attend the meeting to provide additional information and comment, but such invited person(s) shall not participate in the regular business of the meeting.

SELECTION OF JOINT HEALTH AND SAFETY COMMITTEE MEMBERS 1. Employee members shall be elected by their coworkers, based on on a list of

nominations and shall serve for a two (2) year term, No member shall remain on the JHSC for a period longer than 2 consecutive terms. (Employees may sign-up to be eligible for election to committee after 1 term absence).

2. Management members will be selected by the General Manager / Plant Manager (or his/her designate) and will also follow a 2 year term and only 2 consecutive terms maximum.

FUNCTIONS OF THE JHSC To achieve the spirit of the Occupational Health and Safety Act, the functions of the JHSC shall be:

Establish goals and set benchmarks

To review any health and safety issues identified, evaluate the recommended resolution and provide input on all matters pertaining to occupational health and safety in the workplace, with the appropriate management person;

To encourage adequate education and training programs in order that all employees are

knowledgeable in their rights, restrictions, responsibilities, and duties under the Occupational Health and Safety Act;

To address matters related to all Regulations under the Act, including WHMIS and

Hazardous Substances where applicable, and to receive copies of all reports as they relate to health and safety issues;

To conduct monthly inspections of the workplace, recording all health and safety

concerns noted during the inspection; (Please use the plant Inspection Form Appendix 12.

To investigate any serious incidents including near misses, workplace work refusals,

critical injuries and fatalities; and refer to Appendix for form. To deal with any occupational health and safety matter that the JHSC deems

appropriate.



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Recommendations of the JHSC The General Manager / Plant Manager (or designate) shall respond within 21 days with regard to written JHSC recommendations to the JHSC. The written response shall indicate the employer's assessment of the recommendation and specify what action will, or will not (with explanations) be implemented as a result. Any proposed action by the employer shall include details of who will be responsible for such action and a proposed time frame. The response shall be included on the agenda of the next scheduled meeting. Accident Investigations and the Ministry of Labour 1. The JHSC will investigate all serious workplace accidents, and review incidents that

have the potential for a critical accident. The investigation team will be responsible for ensuring that senior management and the Ministry of Labour are informed of any critical injuries. Notification Requirements:

Critical and fatal injuries (under Critical injury regulation) require you contact the Ministry of Labour immediately and a written investigation report must be completed and sent within 48 hours.

Fire and Explosion (Ministry of Labour) (Immediately, if it results in an injury)

Chemical Releases (Ministry of Environment) (Immediately)

Lost time, Health Care, Modified work required as a result of first aid and only extending beyond 7 days. (Workplace Safety and Insurance Board) (Form 7 completed within 3 days of being advised of the injury and submitted to WSIB within 7 days) 2. The JHSC members will make themselves available to accompany the Ministry of

Labour Inspector during Ministry inspections of the workplace. 3. The member selected by the employee members of the JHSC will investigate work

refusals, should they occur. 4. The members who represent the employees shall be consulted concerning proposed

workplace testing strategies related to industrial hygiene, air quality etc. and shall be entitled to be present at the beginning of such testing.

Meeting Agenda 1. The Co-chairpersons will jointly prepare an agenda.



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2. The JHSC may only consider such occupational health and safety issues as have been listed on the agenda, or have been agreed upon in advance by the two (2) Co-chairpersons. Prior to the beginning of the meeting, new business arising may be added to the agenda only if the two Co-chairpersons agree to have the items added. If no agreement is reached, the items will be deferred to the following meeting, where they will be included.

Minutes of Meetings The JHSC will appoint a member to act as the secretary, to take minutes and be responsible for having the minutes typed, the final version circulated and filed within two (2) calendar week of the meeting, or as the JHSC may from time to time instruct. Minutes of meetings will be reviewed and edited, where necessary, by the Co-chairpersons, then circulated to senior management and also posted in a conspicuous place in the workplace. All previous JHS meeting minutes are stored on the newtork and a hardcopy in a binder with all the other Health and safety documentation. Health and Safety Committee Members’ Entitlement 1. JHSC members shall be given adequate time from their job duties to participate in

activities associated with carrying out their duties as members of the JHSC. All time spent in attendance at JHSC meetings or in activities relating to the function of the JHSC will be paid for at the member's appropriate rate of pay for performing work, and the time spent is to be considered as time at work.

2. JHSC members shall be entitled to a minimum of one (1) hour or such longer period of

time as each JHSC determines is necessary to prepare for each JHSC meeting. 5.1(b) ROLES AND RESPONSIBILITIES 1. All employees will be encouraged to discuss their occupational health and safety

concerns with their immediate supervisor before bringing it to the attention of the JHSC. 2. JHSC members will thoroughly investigate all unresolved health and safety concerns to

get all the details and will exchange these details when searching for a resolution to the problem. All complaints reported to the JHSC will be included on the agenda and applicable resolutions will be reported in the minutes.

3. The Co-chairpersons will be provided with copies of all workplace incidents on a

monthly basis and the detailed injury statistics for the plant on a quarterly basis.



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4. The JHSC will be provided other health and safety information on a regular basis, by the General Manager / Plant Manager, so that issues can be addressed in a timely manner.

5. Medical, personal or trade secret information will be kept confidential by all JHSC

members. 6. Once per year at the senior staff meeting, which all Supervisors and Lead Hands must

attend, the Joint Health and Safety Committee will present an overview of their activities, including:

Objectives and goals and the action plan for the upcoming year;

Review the previous year’s performance; and,

Summary of previous year’s incidents with an analysis, prepared by the JHSC, to provide the senior management team with some important input into the upcoming year’s priorities.

7. M-Con Products Inc. will prepare and review, at least annually, a written Occupational

Health and Safety Policy, and maintain the program to implement that policy [Section 25(2) (j) of the Act]. This shall be accomplished in consultation with the Joint Health and Safety Committee.

5.1(c) TRAINING AND EVALUATION

All members of the Joint Health and Safety Committee shall complete the basic and workplace specific training required to complete the Certification Training as prescribed by the Workplace Safety and Insurance Board. Copies of training certificates will be kept in their personnel file.

5.1(d) FORMS

JHSC Minutes - original. will be kept in the H&S Coordinators office with a copy to be posted on the Health & Safety board for a period of 3 months

JHSC – Recommendations to Management

JHSC - Management Response to JHSC Committee Recommendations

5.1(e) REFERENCE MATERIAL WSIB – Safe Workplace Incentive Program Safety Groups Program


Title: Health & Safety Inspections



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6.0 HEALTH AND SAFETY TRAINING/EDUCATION

6.1(a) PURPOSE

Health and Safety training is an important part of every employee’s job. This section outlines the training expectations and provides a list of the key training modules required by MCON. Employees and supervisors are referred to the training matrix provided with this document to assess what training is required of each employee, based upon their job classification and duties to be performed.

6.1(b) ROLES AND RESPONSIBILITIES

Management Responsibility

It is the responsibility of the Plant Manager to ensure that, for all employees reporting to him, all required courses and training is organized and completed. It is the responsibility of the Plant Manager to review at least annually the following:

Any legislative updates

Application to each occupation

Review new or modified equipment or processes

Review and maintain employee training records, including new hires, transferred or promoted employees

Review of the organizational risk profile data base

Evaluate the training as appropriate

Supervisor Responsibility

It is the responsibility of the Plant Foreman to ensure that health and training programs are implemented by:

Providing hands on training on equipment or process

Monitoring, evaluating and working with all staff to ensure safety training is implemented effectively

Supporting implementation through ongoing feedback of suitability and effectiveness of health and safety training programs





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Employee Responsibility

It is the responsibility of all employees to attend and actively participant in all health and safety training programs required by the employer. This will be achieved through the following:

Support implementation of health and safety programs by following safety rules established by the employer

Actively support safety improvements through providing feedback to the employer.

6.1(c) PROCEDURE The methods for the delivery of health and safety training take many forms. Please reference the individual training course descriptions listed below, as well as reference (Health and Safety Training Matrix, available on MCON intranet site) for the specific method of training, delivery timelines and validity periods.

Forms

Training Record

Training Matrix

New Hire Orientation

The objective of this training program is to provide employees with an introduction to the health safety manual, applicable safe operating procedures and work instructions and hazards associated with their work assignment.

Method: One on one for single new hires with Plant Manager and group classroom setting for annual refresher.

When: Upon hire prior. This course is delivered as part of the initial new hire orientation (first day) and refreshed annually.

Facilitator: Internal - Plant Manager / Plant Foreman

Validity: 1 year

Joint Health and Safety Committee

This training program is required to ensure committee members understand their rights, roles, duties and responsibilities as a member of the Company’s JH&SC, as well as, ensure provincial JH&SC training requirements are met.

Method: Classroom, instructor lead.





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When: In accordance with the Occupational Health and Safety Act, this training is required for at least one management and one worker committee member for the committee to function.

Facilitator: Workplace Safety and Prevention Services or other WSIB approved training provider

Validity: Life

Emergency Response Plan

The objective of this training program is to provide employees with an introduction to the emergency equipment and location within the facility, as well as, the procedure to be followed in the event of an emergency situation.

Method: One on one for single new hires with Plant Manager and/or Foremen and group classroom setting for annual refresher.

When: Upon hire prior. This course is delivered as part of the initial new hire orientation (first day) and refreshed annually.

Facilitator: Internal - Plant Manager and/or Plant Foreman.

Validity: 1 year

WHMIS

The objective of this training program is to provide employees with a basic knowledge of the Workplace Hazardous Materials Information System (WHMIS).

Method: Classroom, watch video, discussing common plant specific chemical use examples and participants complete quiz.

When: This course is delivered as part of the initial new hire orientation and refreshed annually.

Facilitator: Internal company trainer, Plant Manager (or his Designate)/Plant Foremen

Validity: 1 year

Designated Substances

After sampling of Silica in the mixer airways it was concluded that airborne levels of the contaminant were below the occupational exposure. Another set of sampling will be perform in 2012 as well should there be any change in mix that could change the amount of silica another test will be performed. Appropriate PPE is to be worn at all times in the designated areas. Should the circumstance change training will be performed. The





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objective of this training program is to provide employees with knowledge of the company’s designated substances

Method: Training requires the trainer to review the designated substances policy within the health and safety manual with employee.

When: Upon hire of an employee starting a position requiring this training, but in any case prior being in any areas that may require specific PPE


Validity: Yearly and Tool Box Talks

First Aid

The objective of this training program is to provide basic first aid and CPR skills to employees.

Method: Classroom setting by professional training provider.

When: This course is delivered as required to ensure minimum first aid attendants are available at the facility as required by Regulation 1101.

Facilitator: An accredited training organization as per the company’s Collective Bargaining Agreement employer employee health and safety training arrangement

Validity: 3 years

Lift Truck Safety

The objective of this training program is to provide lift truck operators with knowledge and skills required to operate lift trucks safely.


When: This course is taken within 3 months of starting a position requiring this training, but in any case prior to operating a lift truck.

Facilitator: An accredited training organization as per the company’s Collective Bargaining Agreement employer-employee health and safety training arrangement

Validity: 2 years

Hot Work Safety

The objective of this training program is to provide employees with a basic knowledge of the company’s hot work safety policy.





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Method: Training requires the trainer to review the hot work policy within the health and safety manual with employee to ensure all requirements are understood.

When: This course is taken within 3 months of starting a position requiring this training, but in any case prior to conducting hot work at the facility.


Validity: Life

Lock Out and Tag Out Safety

The objective of this training program is to provide employees with knowledge of the company’s lock out and tag out program policy, as well as, the machine specific lock out and tag out procedures.

Method: Training requires the trainer to review the lock out and tag out policy within the health and safety manual with employee, including the machine specific procedures to ensure all requirements are understood.

When: This course is taken within 3 months of starting a position requiring this training, but in any case prior locking out equipment. All workers in a machine operator positions shall receive this training as part of their orientation training.

Facilitator: External – Workplace Safety and Prevention Services for LOTO program. Internal - Plant Manager and/or Plant Foreman for machine specific training.

Validity: Yearly

Ladder Safety

The objective of this training program is to provide employees with knowledge of the company’s ladder safety program.

Method: Training requires the trainer to review the ladder safety policy within the health and safety manual with employee.

When: Upon hire of an employee starting a position requiring this training, but in any case prior to the use of ladders.



Ergonomics Safety

The objective of this training program is to provide employees with a basic knowledge of the ergonomics hazards, as well as the company’s ergonomics safety policy.





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Method: Classroom, watch video, discussing common ergonomics hazard fact sheets. CCOHS e-learning

When: This course is delivered as part of the initial new hire orientation and refreshed annually.

Facilitator: Internal company trainer, (Plant Manager/Plant Foremen) or Safety Coordinator


Crane Safety

The objective of this training program is to provide overhead crane operators with knowledge and skills required to operate overhead cranes safely.


When: This course is taken within 3 months of starting a position requiring this training, but in any case prior to operating a crane.

Facilitator: An accredited training organization as per the company’s Collective Bargaining Agreement employer-employee health and safety training arrangement.

Validity: 2 Year

Working at Heights

The objective of this training program is to provide staff who may work at heights with knowledge and skills required to work at heights safely.


When: This course is taken within 3 months of starting a position requiring this training, but in any case prior to working at heights.

Facilitator: An accredited training organization as per the company’s Collective Bargaining Agreement employer-employee health and safety training arrangement.

Validity: 2 Year

Machine Safety

The objective of this training program is to provide employees with knowledge of the company’s machine safety policy, machine hazards, as well as, the machine specific safe operating procedures.

Method: Training requires the trainer to review the machine safety policy within the health and safety manual with employee, including the machine specific procedures to ensure all requirements are understood.





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When: This course is taken within 3 months of starting a position requiring this training, but in any case prior operating machinery. All workers in a machine operator positions shall receive this training as part of their orientation training.

Facilitator: Internal - Plant Manager and/or Plant Foreman for machine specific training.

Workplace Inspections

This training program is required to ensure JHSC members and supervisors understand their duties and responsibilities, as well as methods and processes when conducting workplace inspections.

Method: Classroom, instructor lead, company policies

When: As new JHSC members are selected to become certified members and as supervisors are appointed to supervisor roles.

Facilitator: Workplace Safety and Prevention Services

Validity: Life & Tool Box talks

Accident Investigation

This training program is required to ensure JHSC members and supervisors understand their duties and responsibilities, as well as methods and processes when conducting workplace accident investigations

Method: Classroom, instructor lead, company policies Part of goals and objectives for 2012 is to incorporate into our monthly safety talks in addition to annual training

When: As new JHSC members are selected to become certified members and as supervisors are appointed to supervisor roles.

Facilitator: Workplace Safety and Prevention Services

Validity: Life & Toolbox Talks

ACROWOOD WIRE FABRICATION MACHINE STANDARD OPERATING PROCEDURE

The objective of this training program is to provide employees with a basic knowledge of the hazards, controls and safe use of the Acrowood machine.

Method: Initial training requires trainer to review Standard Operating Procedure, including relevant Job Safety Analysis with employee. Practical training requires trainer to provide practical demonstration of machine, including ongoing monitoring of employee progress.

When: This course is taken within 3 months of starting a position requiring this training, but in any case prior to operating the machine.





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Validity: Yearly and Review Hazard Assessment

VUP MACHINE (Vibration under Pressure) STANDARD OPERATING PROCEDURE

The objective of this training program is to provide employees with a basic knowledge of the hazards, controls and safe use of the VUP machine.





PIPE PLUS MACHINE STANDARD OPERATING PROCEDURE

The objective of this training program is to provide employees with a basic knowledge of the hazards, controls and safe use of the Pipe Plus machine.





DIAMOND CORE DRILLING (HYDROKOR V-D) MACHINE STANDARD OPERATING PROCEDURE

The objective of this training program is to provide employees with a basic knowledge of the hazards, controls and safe use of the Diamond Core Drilling machine.






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MBK-1 MACHINE STANDARD OPERATING PROCEDURE

The objective of this training program is to provide employees with a basic knowledge of the hazards, controls and safe use of the MBK-1 machine.





WET CAST STANDARD OPERATING PROCEDURE

The objective of this training program is to provide employees with a basic knowledge of the hazards, controls and safe use in Wet Cast Department.









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6.2 EMPLOYEE ORIENTATION PURPOSE

Health and safety training is an important part of every employee’s job. The integration of health and safety starts with a new employee’s orientation and continues throughout an employee’s working career. This policy outlines the responsibilities for new employees’ orientation. This includes all new employees whether be a student/co-op placement, transferred employees or those returning after a long absence, apprentice or sub/contractor.

6.2(a) RESPONSIBLITIES It is the responsibility of each Supervisor to ensure that the staff under his/her directs supervision has received the proper training and instruction, which enables this policy to be implemented and meets the intent of this policy. All new employees must be given a complete orientation during their first few days on the job. This orientation includes: - Health & Safety Policy - Employee role and responsibilities - Hazards specific to the job - Reporting work-related injuries, illness, and / or diseases - Reporting existing hazards and potentially unhealthy or unsafe conditions - Emergency Plan - Return to Work (RTW) - Joint health and Safety Committee (JHSC)/health and Safety Worker Representative - Supervisor role and Responsibility Employee and Supervisor will use the Orientation Check Sheet to ensure that nothing has been missed. This form will be signed by both the supervisor and employee. After three months they will review the Sheet again to confirm the new employee understand and is complying with the health and Safety Policy and address any concerns the employee may have. 6.2(b) MANAGEMENT RESPONSIBILITIES

Supervisors are responsible for completing the following orientation training with a new employee, during their first week:





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1. Taking new employees on a physical tour of their area within the first day of employment; this work site tour will include:

Demonstrating the proper material handling procedures;

Demonstrating the proper handling and storage procedures for any hazardous chemicals;

Explaining housekeeping standards;

Showing the location of all departmental Material Safety Data Sheets (or how to access them), fire extinguishers, first aid kits, fire exits and safety equipment; and

Introducing the employee to all staff in the department.

2. Ensuring that the new employee receives a tour of the entire plant– showing the

employee all storage areas, fire exits, first aid stations, first aiders, health and safety bulletin boards, lunch rooms and facilities. The employee will also be introduced to their Joint Health and Safety Committee representative.

3. Ensuring that the employee completes the M-Con WHMIS Training during his/her first

week of employment. 4. Having new employees read and understand the department’s Health and Safety

manual as well as understand the plant Emergency Procedures. This includes but not limited to:

Knowing where to locate emergency phone numbers;

Knowing where to locate fire exits and the fire routes;

Knowing where to locate fire extinguishers and how to use them;

Knowing who the first aiders are;

Knowing where the first aid stations are;

Knowing what their responsibilities are in the case of an emergency, fire, chemical spill or power outage;

Understanding the importance of informing their supervisor of any and all safety concerns and incidents; and

Knowing how and when to complete a Hazard Reporting Form and where to locate them.





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5. Documenting the new employee’s orientation by completing the appropriate form and

ensuring that a copy of the form is kept in the employee’s file. After three months the supervisor will review the Orientation Sheet, to confirm the understanding of all the Health and safety Policies have been understood and followed and addressing any concerns the employee may have.

6.2(c) FORMS NEW EMPLOYEE ORIENTATION CHECK SHEET - APPENDIX 10





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APPENDIX 10

NEW EMPLOYEE ORIENTATION CHECK SHEET

Name of Employee: Date of Hire: _______________________________

Your Supervisor has given you a physical tour of your department and covered the following Health and Safety procedures from the manual. The following summarizes the area covered during your orientation: 1. Emergency procedures in your area - meeting location etc.

2. Hazardous materials in your area -WHMIS as it relates to your department, where MSDS sheets are and

your training on WHMIS.

3. Location of first aid kits, who are your first aiders, fire extinguishers, ladders, etc.

4. Procedure to Report an Injury/Illness - First Aid Form (i.e. Envelope for Form 7 etc.)

5. Return to Work Process

6. Introduction to the Joint Health and Safety Committee representative.

7. Introduction to the staff members with whom you will be working.

8. Where the emergency telephone numbers are posted. - Give Card

9. Safety equipment locations and procedures of usage.

10. The procedure for material handling for your department.

11. The location of the Hazard Reporting Forms (Discuss Procedure)

12. Work Place Harassment and Violence Policy (Section 4.12) Give copy

13. Job Safety Analysis - Hazards - review, read, signoff

14. Review Section 2.3 Employee Roles & Responsibilities of the Health and Safety Manual Give copy

15. Direct Deposit Information completed

Any Employee Concerns or Questions:

_______________________________________________________________________________________

_______________________________________________________________________________________

I have been provided with the orientation training detailed, and understand my duties and responsibilities.

Name of Employee:

Signature:

Name of Supervisor:

Signature: Date:





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7.0 FIRST AID REQUIREMENTS 7.1(a) PURPOSE The purpose of this procedure is to ensure that all first-aid requirements meet or exceed all Provincial regulations. Under the WSIA there are first aid requirements (Regulation 1101) for every workplace. The regulation requires that:

There is at least one person trained, at the designated level, on every shift. That the 'designated' first aider be available to render assistance at all times during that shift.

A copy of Form 82 - poster be posted in the workplace, where all workers can see it.

Injuries must be reported to the WSIB using Form 7. 7.1(b) PROCEDURE The company will provide transportation to the hospital, doctor’s office or worker’s home when necessary, following an injury or illness. The preferred method of transportation, if required, is an ambulance. Should this method of transportation not be appropriate then the company will call for a taxi. The injured worker will be accompanied by the first aid attendant or designate. M-Con Products will provide taxi slips for rides to and from the hospital for the injured employee and the attending first aider or designate. Should the employee refuse the transportation, the company will attempt to: 1) Identify any other transportation methods that the worker would prefer. 2) Reiterate the importance of accepting the transportation to the hospital, doctor’s office or workers home. 3) Call 911 and get the ambulance attendant to administer medical attention on site. An employee will not be allowed to continue work until medical clearance is provided.





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7.1(c) ROLES AND RESPONSBILITIES Responsibilities of the individual travelling with the injured worker: 1) Continue to administer first aid, if required. 2) Ensure an injury package is taken, (containing the letter to attending Physician and WSIB form 8 - page 3 for completion 3) Maintain contact with the company providing updates when the worker has reached their destination (hospital, doctor’s office or the worker’s home). 4) Return to the company to provide additional follow-up and assist in the completion of the injury / incident documentation. 5) Additional duties may be added based on each individual circumstance M-Con has provided or complied with the regulation as per the following: Availability of First Aid Kits - Located in the First Aid Room Required Components in the First Aid Kits - Each first aid kit is adequately stocked with supplies. (as per Regulation 1101) Number of Trained / Qualified First Aiders - Must be a qualified first aider on every shift. - 6 Total Workers as at Dec 2011 First Aid attendant works in the Must work in close proximity to the first aid immediate vicinity of the first aid station / kit Portable Unit kit First aid treatment/advice The first aid attendant records in a recorded treatment/advice logbook all circumstances surrounding the incident as described by the injured employee. Treatment record includes (see Form): - Date of injury - Time of injury - Name(s) of witnesses - Nature - Exact location of treatment given Each first aid station has its own treatment / record logs ook.





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First Aid Certificates Posted ALL first aid certificates of qualified first aid attendant(s) on duty are posted on bulletin board First Aid Kit Inspection Record Establish an inspection schedule (at least quarterly per Reg. 1101). Assign responsibility for inspections. A recording system should include: the date of the most recent inspection of the first aid box, and signature of the inspector. Stretcher and Blanket(s) . Every employer employing more than fifteen (15) and less than 200 workers in any one shift at a place of employment shall provide and maintain at least: - One stretcher, and - Two blankets. First Aid Supplies: 1) Every employer employing more than fifteen and fewer than 200 workers in any one shift at a place of employment shall provide and maintain at the place of employment one stretcher, two blankets and a first aid station with a first aid box containing as a minimum,

A current edition of a standard St. John Ambulance First Aid Manual; 24 safety pins; 1 basin, preferably stainless steel; Dressings consisting of,

48 adhesive dressings, individually wrapped 2 rolls of adhesive tape, 1 inch wide, 12 rolls of 1 inch gauze bandage, 48 sterile gauze pads, 3 inches square, 8 rolls of 2 inch gauze bandage, 8 rolls of 4 inch gauze bandage, 6 sterile surgical pads suitable for pressure dressings,

individually wrapped, 12 triangular bandages, Splints of assorted sizes, and 2 rolls of splint padding

2.) The employer shall ensure that the first aid station is at all times in the charge of a worker who,





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Is the holder of a valid St. John Ambulance Standard First Aid Certificate or its

equivalent; and Works in the immediate vicinity of the box. Each month one first aider is responsible for the First Aid Room supplies and

inspection. Logs are kept in the First Aid room, each November brought up to the office for

evaluation of trends etc. The Health and Safety Administrator (Annette) reviews annually The First Aider List,

for any renewal of certification that may be required. 7.1(d) TRAINING First Aid training has been and shall continue to be provided through the Unions designated company. 7.1(e) FORMS - First Aid Log Sheet - Appendix 6 - Envelope to be provided to worker, including Letter to Doctor and Form 8 page 2 to be returned by injured worker in 24 hours - Form 82 – In Case of Injury 7.1(f) REFERENCE MATERIALS Form 82 – In case of Injury WSIB – Safe Workplace Incentives Program Inspection Chart





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APPENDIX 6

Mcon Products Inc. – First Aid Form Please fill out all fields even if you are only taking a Band-Aid.

Injured Person What’s Injured

Date & Time Treatment Witness





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FIRST AID KIT SUPPLY CHECKLIST 201X

J A N

F E B

M A R

A P R

M A Y

J U NE

J ULY

A U G

S E P

O C T

N O V

D E C

Date and Initial

Items

24 Safety Pins

1 Basin (Stainless Steel)

Dressings:

48 Individual Band-Aids

2 Rolls of tape 1-inch wide

12 Rolls 1-inch gauze

48 gauze pads 3-inches sq

8 Rolls 2-inch gauze

8 rolls 4-inch gauze

6 Sterile surgical pads

12 triangular bandages

Splints

2 Rolls splint padding

4 Bottles eye wash

10 Ice packs





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8.0 HEALTH AND SAFETY INSPECTIONS 8.1(a) PURPOSE A strong part of maintaining a safe workplace and ensuring the continued functioning of the internal responsibility system includes a regular workplace inspection process. The purpose of an inspection is to identify hazards that could endanger the health and safety of anyone in our workplace. 8.1(b) ROLES AND RESPONSIBILITY It is the responsibility of the senior management group to ensure that the management team and the Joint Health and Safety Committee members have been adequately trained and acquainted with this policy and its procedures, to ensure its full implementation. Under the Occupational Health and Safety Act, the Joint Health and Safety Committee employee representative must conduct a monthly workplace inspection. At M-Con Products Inc., we exceed this minimum requirement by having the following inspection program in place:

Monthly inspections to be completed by the Joint Health and Safety Committee inspection team, consisting of an employee and/or management representative;

Pre-operation checks - to be conducted on all hoists, lifting devices, and mechanical

equipment; and, Spot inspections – to be carried out by the supervisor and the General Manager / Plant

Manager as part of their supervisory responsibilities for ensuring a safe work environment, shall be performed quarterly.

8.1(c) PROCEDURE Joint Health and Safety Committee Inspections The Joint Health and Safety Committee sets out the schedule for all worksite inspections. A two-person inspection team inspects a different part of the workplace. The team must follow the following procedure:

As per the yearly schedule developed at the begining of the year, one week prior to each monthly JHSC meeting. All previous inspection stored with the meeting minutes on both the server and a hardcopy in a binder, with the JHSC meeting minutes.





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Prepare for the inspection by familiarizing yourselves with the process and hazards associated with the work location to be inspected;

Review any incidents and hazard reports that have been reported to the Joint Health

and Safety Committee from the department; Other information that should be reviewed includes:

Basic layout plans showing equipment and materials used;

Information on chemicals;

Storage areas;

Number of employees in department, shifts and supervision;

Department specific rules and regulations;

Job procedures and safe work practices;

Manufacturer's specifications for any equipment;

Personal Protective Equipment (PPE);

Engineering controls;

Emergency procedures - fire, first aid, and rescue;

Incident reports and completed investigation reports;

Worker complaint reports regarding particular hazards in the department;

Previous recommendations from the Joint Health and Safety Committee;

Previous inspection reports;

Maintenance reports, procedures and schedules;

Regulator inspection reports or other external audits (insurance, corporate specialist);

Monitoring reports (levels of chemicals, physical or biological hazards);

Reports of unusual operating conditions.

Use and complete the workplace inspection checklist while conducting the inspection;

Contact the Supervisor upon arriving at the work location and report any safety hazards that require immediate attention to the Supervisor for his/her immediate action; and

Submit the completed investigation form to the Joint Health and Safety Committee for

its review. A copy of the report shall also be given to the respective Supervisor.





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Pre-Operation Checks Prior to using any power equipment, hoists, lifting devices and vehicles, the corresponding pre-operation inspection sheet must be completed by the employee prior to operating the equipment. The pre-operation check sheet is found in the log associated with the equipment. Sample inspection sheets are located in the department-specific safety procedures. MANAGEMENT SPOT CHECKS On a random basis the Supervisor and members of the senior management group will conduct a walk-through inspection of their departments to spot check for any hazards or health and safety concerns. These inspections must be documented and any hazards or issues noted dealt with as soon as possible. If an employee is found to be the cause of an unsafe condition, the appropriate steps shall be taken, if necessary. The appropriate documentation must be completed and placed in the employee’s file. 8.1(d) TRAINING & EVALUATION Training will be provided as required and recorded in personnel files. All senior management, manager(s), supervisor(s), and JHSC members attend Workplace Inspection training within three weeks of assuming their position or prior to their first inspection. Management evaluates the compliance and effectiveness of this procedure at least annually and then reflects the results through a performance appraisal 8.1(e) FORMS Workplace Safety Inspection Form – Appendix 12 Forklift Inspection Form - Appendix 13 Inspection forms for hoists, cranes and vehicles Spot Check Form - Appendix 14





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Once completed, the Workplace Inspection checklist and supporting forms will be sent and kept in the H&S Coordinator’s office. A copy will be posted on the health and safety board for a one (1) month. 8.1(f) REFERENCE MATERIALS Occupational Health and Safety Act (OHSA) - section 8 Representative and / or Occupational Health and Safety Act (OHSA) - section 9 for the JHS WSIB – Safe Workplace Incentives Program Safety Group





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APPENDIX 11





140





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APPENDIX 12

FORKLIFT INSPECTION FORM OPERATOR’S NAME

HOUR METER READING

UNIT # SERIAL NUMBER

IMPORTANT! The truck operator must make this check daily at the start of the shift.

Notes Engine Oil Check level (When oil must be added, show number of quarts added

Fuel System Check for leaks (Report any leaks immediately)

Radiator Check coolant level

Tires Check for foreign particles, gouges and cuts; check pressure

Mast, Carriage, Fork or Attachment Check for loose or missing bolts and damage; check chain; check adjustment and operation

Oil and Water Check for leaks

Truck Damage Explain in remarks section

Operator’s Compartment Inspect for cleanliness

Engine Oil Gauge Check pressure

Fuel Check level

Ammeter Check charging rate

Safety Equipment Check operation of rotating lights, back up alarms, etc.

Steering Check Operation

Brakes Check brake pedal travel and parking brake adjustment

= O.K. X = Needs to be fixed

OK Needs Attention OK Needs Attention

1. Clean Air Cleaner 5. Oil Lines for Leaks

2. Hydraulic Oil Level 6. Battery Compartment

3. Oil Clutch Level 7. Power Steering Oil Level

4. Transmission Oil Level 8. Lift Chain Adjustment





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APPENDIX 13

SAMPLE SPOT CHECK FORM

Date______________________________________________________________________

Location/Department ________________________________________________________

Yes = Satisfactory No = Unsatisfactory, needs attention

Yes No Safe Work Practices

Use of machine guards Proper manual lifting Smoking only in safe, designated areas Proper use of air hoses No horseplay Other_____________________

Use of Personal Protective Equipment

Eye/face protection Footwear Gloves Protective clothing Head protection Respirators Other_____________________

Housekeeping

Proper storage areas Proper storage of flammable material (oily/greasy rags, etc.) Proper disposal of waste Floors (clean, dry, uncluttered) Maintenance of yards, parking lots Other_____________________

Electrical Safety

Machines grounding/GFI Electrical cords Electrical outlets Other_____________________

Yes No Fire Protection

Fire extinguishers Proper type/location Storage of flammable materials Other_____________________

Tools and Machinery

Power tools Hand tools Snow blowers Machine guarding Oiling, cleaning, adjusting Maintenance, oil leakage Other_____________________

First aid

First aid kits in rooms/vehicles Trained first aid providers Emergency numbers posted All injuries reported Other _____________________

Miscellaneous

MSDS/Labels Dust/vapour/fume control Safe use of ladders/scaffolds New processes or procedures carried out Other_____________________

NOTES


Title: Preventative Maintenance



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9.0 PREVENTATIVE MAINTENANCE 9.1(a) PURPOSE An important part of maintaining a safe workplace and ensuring the continued functioning of the internal responsibility systems includes regular maintenance for operation of the equipment and the workplace. 9.1(b) ROLES AND RESPONSIBLITIES It is the responsibility of the Maintenance manager and his staff to ensure that all preventative maintenance is performed daily or as per the prescribed schedule of the equipment and the manufacturer. Maintenance also maintains the building and non-machine components. The following is a list of these items: List of equipment and maintenance schedules can be located in the Purchasing Guide on our network.

Conveyors

Batch Plant

Compressors

Forms

MBK

Lifting

QC

Misc. Tools

Storage

Forklifts

Acrowood

Water Systems

Ladder repairs

Safety repairs

Pipe Plus machine

Mixers

Cage machine

Boiler

Coring

Electrical

Misc. Building repairs Cranes/Hoists - Inspections & certifications performed by a contractor

See binder containing all certification records.





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9.1(c) PROCEDURE Daily, weekly, monthly schedules are in place to follow. (As per Appendix 14, 15 & 16). When machine or an area has been checked a work order is then completed, so the repair and or maintenance can be completed. We utilize an inspection based maintenance system. As per the Maintenance department’s procedures, the maintenance schedule that is followed is the manufacturer’s suggested preventive maintenance program as per the owner’s manual. In most circumstance this has been adjusted to fit our specific needs and environment. An example of this is as per the following checklist: See Appendix 14, 15 & 16

Instructions for Recording Scheduled Maintenance on the MBK Cage Producing Machines as per Doc M2001-MBK

Please note that the scheduled maintenance is divided over four time periods as follows: daily maintenance tasks. weekly maintenance tasks. monthly maintenance tables. yearly maintenance table. Please also note that for simplicity the tables use a 30 day month except for February which uses 29 days. The weeks are numbered as the week of the year. Please use the calendar provided to keep track. In each of the tables there are alpha characters meaning the following In the daily there is a "W" meaning that the weekly maintenance is required at this time. Go to

the WEEKLY MAINTENANCE table and perform the maintenance specified. In the weekly there is an "M" meaning that the monthly maintenance is required at this time. Go

to the MONTLY MAINTENANCE table and perform the maintenance specified. In the weekly there is a "W" & "M" meaning that there is the weekly and monthly maintenance

required at this time. In the monthly there is a "Y" meaning that there is the yearly maintenance required at this time.

Go to the YEARLY MAINTENANCE table and perform the maintenance specified. The person doing the maintenance is to place their initial in the cell provided.





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If there is any additional work required please describe the work under the NOTES section provided.

APPENDIX 14 DAILY MAINTENANCE CHECKLIST

Inspected Date______________________________

ok Item Description Comments

Water System

1 Record water meter reading L

2 Record 30micron filter pressure differential (change @>15psi)

PSI

3 Record 5 micron filter pressure differential (change @>10psi)

PSI

4 Check for leaks

Compressor

5 Check oil level

6 Check for leaks

7 Record Operating pressure PSI

8 Record Operating Temperature C

9 Dryer alarms / is it cycling? / Pressure reading / /

Hydraulic power packs

10 Mixer 3 check level

11 VUP Check Level

12 VUP Record pressure (if running)

13 PP1 Check Level

14 PP1 Record Pressure (if running)

15 PP2 Check Level

16 PP2 Record pressure (if running)

17 Wire bending machine check level and leaks

18 Rebar bender check level and leaks

19 Winch

20 2nd

bender

Misc.

21 Form oil level pipe

22 Form oil level vup

23 Form oil level wet cast

24 Wet cast form oil sprayers check condition x2

25 VUP oil sprayers check condition x2

26 Pipe oil sprayers check condition x4





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27 Top of tower visual check (while agg being loaded)

28 Cement screws and clamshell area visual check

29 Mixer level area check / oil guns /scales conveyors

30 Chemical pumps and storage

31 Crane operator pipe

32 Crane operator VUP

33 Crane operator wet cast

Operator stations

34 VUP

35 MBK

36 Batch

37 Pipe

38 wet cast

APPENDIX 15 WEEKLY MAINTENANCE CHECKLIST

Inspected Date______________________________

ok Item Description Comments

Top of tower

1 Bucket elevator alignment / noise / chute liner /

2 Conveyor alignment / belt cond /

3 Silo pressure relief

4 Check for leaks

Cement screws and clamshells

5 Visual / air leaks / cement leaks / /

6 Mixer 3 and 1 scale belt alignment / belt condition / /

7 Scale conveyor skirting / scrapper / /

Mixer area

8 Mixer 1 distribution conveyor scrapper

9 Form oil gun

10 Admix visual check

11 Mixers visual check

12 Mixer 3 hydraulic unit check oil level / leaks /

Compressor

13 Drier alarms, cycle check and pressure readings / /





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14 Check oil level/leaks /

15 Record Operating pressure / temperature /

16 Dryer alarms / is it cycling? / Pressure reading / /

17

VUP area

18 Mixer 3 distribution conveyor alignment / scrapper / buildup

/ /

19 Check form oil guns x2 /

20 Check crane operation and condition (when not in use) /

21 Check operator station and controls visual

22 Operator feedback

23 MBK operator station visual /Operator feedback /

PP Area

24 Form oil tote level / form oil pumps /

25 Mixer 1 distribution conveyor alignment / scrapper /buildup / /

26 Reversible conveyor alignment / scrapper /buildup / /

26 Pp2 station visual (knobs, leaks) / operator feedback / /

27 Form oil guns x2 pp2 side /

28 Pp1 station visual (knobs, leaks) / operator feedback /

29 Revisable conveyor drive visual /

30 Oil guns pp1 side x2 /

31 11 tonne crane operation north /south (when not in use) /

Wet Cast

32 Rebar bender visual / oil check /

33 Winch / rebar cutter visual /

34 Rebar bender # 2

35 15 tonne Cranes operation north and south (when not in use)

/

Drop Hopper

36 /

37 /

38

39 /

Acrowood

40 /

41 /

42

43 /

Maintenance





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44 /

45 /

46

47 /

QC

48 /

49 /

50

51 /

Coring

52 /

53 /

54

55 /

Building

56 doors /

57 heaters /

58 fans

59 /

NOTES





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MBK Maintenance Appendix 16

YEARLY SCHEDULED MAINTENANCE PRODUCT WRITE YEAR HERE

10.3.1 HYDRAULIC TUBES Check the hydraulic tubes at least once per year for wear and cracks. They should all be changed at least every six years.

observation

10.3.2 CLAMPING BARS Grease once a year the oval tubes in the clamping bar.

Kendal L427

10.3.3 WATER COOLING UNIT Make certain that the antifreeze/water fluid has a low temperature stability of -25

oC. See separate manual.

antifreeze

10.3.4 CONTROL DESK Thoroughly vacuum out the entire control desk. Do not use any compressed air or cleaning compound.

Vacuum cleaner

10.3.5 FOOT PLATES The spring footplate should be tested so that the footplate triggers as soon as a weight of 13 kg is put onto the center of the footplate.

13 kg weight

10.3.6 PRESSURE SWITCH Function test switch SD25 so that the machine will not operate at pressures below 4 bars.

test

10.3.7 TOOTHED RACK IN WELDING CARRIAGE Clean thoroughly and grease.

Kendal L427

10.3.8 TOOTHED RACK IN BASIC FRAME/ADVANCE Clean thoroughly and grease.

Kendal L427

notes

MBK Maintenance

MONTHLY SCHEDULED MAINTENANCE

MONTH 1 2 3 4 5 6 7 8 9 10 11 12

PRODUCT

10.4.1 SHAFT DRIVING BEARINGS Grease the two lubricating nipples

Kendal L427

grease

Y





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10.4.2 WATER COOLING UNIT Make sure that the fluid level always reaches the filling mark. Clean radiator fins with low-pressure (4 bars) compressed air. Refer to detail instructions of cooling unit.

antifreeze

Y

notes





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MBK Maintenance

WEEKLY SCHEDULED MAINTENANCE

WEEK 1 2 3 4 M

5 6 7 8 M

9 10 11 12 13 M

PRODUCT

10.5.1 CHAINS AND CHAIN WHEELS Remove dirt accumulation, adjust and lubricate.

"move it"

10.5.2 SLIDE ON EXPANDING SHAFT Remove all dirt accumulation and lubricate.

way lube oil

10.5.3 MAIN WHEEL-THRUST RING, CHAIN AND CHAIN WHEEL

Remove any old lubrication and dirt accumulation. Ensure automatic lubrication is sufficient. If not press "lubrication" button on control desk as required. Ensure oil reservoir is full. Maximum working pressure is 4.5 bars.

procedure

10.5.4 FEED WHEEL-CHAIN AND CHAIN WHEEL Remove any old lubrication and dirt accumulation. Spray lubricates the thrust ring. Chains (turn manually after Selecting the "ADJUSTING" and "BRAKE MAIN DRIVE" Chain drive wheels

"move it"

10.5.5 THRUST BEARING ON EXPANDING UNIT Remove any excess grease and all dirt accumulation. Grease thrust bearing.

Kendal L427

grease

10.5.6 SPOKES OF MAIN WHEEL Degrease and clean spokes.

General degreaser

10.5.7 DRIVE SHAFT Degrease and clean. Check slide element for wear.

General degreaser

10.5.8 MAINTENANCE UNIT (AIR-LINE LUBRICATOR) Clean unit completely on outside. Empty water collected. Fill oil reservoir to required level.

Spindura 10

MBK Maintenance


WEEK 14 15 16 17 M

18 19 20 21 M

22 23 24 25 26 M

PRODUCT


"move it"


way lube oil


Remove any old lubrication and dirt accumulation. Ensure automatic lubrication is sufficient. If not press "lubrication" button on control desk as required.

procedure





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Ensure oil reservoir is full. Maximum working pressure is 4.5 bars.


"move it"


Kendal L427

grease


General degreaser

10.5.7 DRIVE SHAFT Degrease and clean Check slide element for wear.

General degreaser


Spindura 10

MBK Maintenance


WEEK 27 28 29 30 M

31 32 33 34 M

35 36 37 38 39 M

PRODUCT


"move it"


way lube oil



procedure


"move it"


Kendal L427

grease





153


General degreaser


General degreaser


Spindura 10

MBK Maintenance


WEEK 40 41 42 43 M

44 45 46 47 M

48 49 50 51 52 M Y

PRODUCT


"move it"


way lube oil



procedure


"move it"


Kendal L427

grease


General degreaser


General degreaser


Spindura 10





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MBK Maintenance - Example of the monthly JANUARY- DAILY SCHEDULE MAINTENANCE

10.6.1 SLIDING CONTACTS ON WELDING CONTACT ROLLERS-grease once/twice per day with copper grease

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

W W W W M

10.6.2 TESTING OF SAFETY ELEMENTS -emer. stop, light barriers, foot plates, compressed-air control, turntable control switch, safety switch at gates & door.

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

W W W W M

10.6.3 OTHER MAINTENANCE- please document any other maintenance performed below.

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

W W W W M

notes

FORMS Maintenance Recording Maintenance Schedule Matrix All maintenance records will be kept in the maintenance department. REFERENCE MATERIAL Review of all completed daily/weekly work orders and check list Cranes inspection reports M-Con purchasing guide in our access database


Title: Injury Incident Investigation



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10.0 INJURY INCIDENT INVESTIGATION

10.1(a) PURPOSE

To identify all immediate and basic causes of the injury / incident and make the necessary recommendations to prevent the injury/incident from recurring. 10.1(b) COMMUNICATION The results of the injury/incidents will be communicated to the employees in a number of ways:

Minutes of the Joint Health & Safety Committee meetings

Supervisors holding monthly safety talks with employees Goal for 2012

Through postings on the safety bulletin boards Stats The Joint Health & Safety Committee will assist in all areas with remedial actions and recommendations. Notification Requirements: Critical and fatal injuries (under Critical injury regulation) require you contact the Ministry of Labour immediately and a written investigation report must be completed and sent within 48 hours.

Fire and Explosion (Ministry of Labour) (Immediately, if it results in an injury)

Chemical Releases (Ministry of Environment) (Immediately)

Lost time, Health Care, Modified work required as a result of first aid and only extending beyond 7 days. (Workplace Safety and Insurance Board) (Form 7 completed within 3 days of being advised of the injury and submitted to WSIB within 7 days)

10.1(c) ROLES AND RESPONSIBILITIES

It is the responsibility of each Supervisor to ensure that the employees under his/her direct supervision has received the proper training and instruction, which allows this policy to be implemented. The responsibility for investigating incidents rests with the Supervisor and the members of the Joint Health and Safety Committee. Manager/Supervisor

The manager / supervisor investigate the injury/incident and complete the Accident Investigation form within 24 hours of the injury/incident. (by end of shift) preferred ASAP.





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In the case of personal injury the supervisor ensures that the injured employee(s) receives appropriate medical care.

The supervisor contacts a worker representative from the Joint Health & Safety Committee (JHSC) designated to investigate the injury/incident, to assist with the investigation.

The supervisor notifies appropriate personnel, as soon as possible.

Internal – by paging the Health and Safety Coordinator

External – see communications section

Note: The supervisor and the worker representative can request assistance from other managers, supervisors, or any other source that may be available. They are also responsible for securing the scene of the injury/incident. Worker designate of the Joint Health and Safety Committee:

The Worker Representative selected by the worker members of the Joint Health and Safety

Committee should be involved in the investigation of all injuries/incidents.

The worker representative must be involved in the investigation of a fatality or critical injury.

The worker representative and the supervisor together conduct the investigation and assist in completing the report. Both the supervisor and the worker representative sign the injury/incident investigation report, upon completion.

Where required by legislation the worker representative submits a copy of the injury/incident investigation to the appropriate authority (see Communication – Notification requirements, found on previous page).

The Joint Health and Safety Representatives ensure the checklist and investigation reports are

completed and signed by the appropriate worker and management representative of the Joint

Health and Safety Committee.

Investigator Responsibilities: Collect Information

Interview workers involved

Interview witnesses

Interview outside experts, if applicable For example: suppliers, equipment designers

Insure the interviews are conducted as soon as reasonably possible.

The interviews should be conducted in a quiet place( for example a manager’s office), one on one





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The interview must be documented (see Witness Statement form) Scene assessment

Make observations, and use the scene assessment form to document the scene (site, equipment, material).

Use photographs/sketches/drawings etc.

A written narrative (objective) of what happened, include witness statements

Identify Contributing Factors

Factors to consider are People, Equipment, Material, Environment and Process and including

what role the factor played. Write Report

Use the injury investigation report form to identify contributing factors through a review of items such as maintenance records, plant layout, training records, time of day, length of service in this - work area, etc. Consideration is given to lack of safety equipment enforcement and/or the need for safety equipment.

The standard investigation reporting system (form) must capture all the requirements contained in the investigation procedure. In some cases, additional forms or documentation may be needed. This might include witness statements and / or scene assessment forms, police reports)

Copies of the investigation report are sent (when investigation is completed) to the Health and Safety Coordinator, Plant Manager and Co-Chairs of the JHSC.

Recommendations for corrective action

Responsibilities must be assigned for implementation of the recommended actions.

Recommendations are documented on the Corrective Action form.

The recommendations must focus on corrective actions(s) to all the contributing factors identified.

Recommendations should specify

What needs to be done

Why it needs to be done

When it should be completed Recommendations are acted upon

Responsibility must be assigned to implement the recommendations

The actions must be recorded on the company standard form, it must include:

what has been done,

who has completed the actions, and

when the actions were completed.





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10.1(d) PROCEDURE 1. Incidents of any kind must be reported immediately to the employee’s Supervisor or

designate. 2. The employee’s Supervisor will conduct the incident investigations, along with the

designated members of the Joint Health and Safety Committee. 3. In the event of an incident resulting in a critical injury or an incident that had the

potential of causing a critical injury, the investigation will be conducted with an employee member of the Joint Health and Safety Committee assisting the Supervisor.

4. Copies of the report will be given to the General Manager / Plant Manager, and the co-

chairpersons of the Joint Health and Safety Committee. 5. Incident investigations are to be conducted immediately following the incident, by

management and the Joint Health and Safety Committee. If a critical injury has occurred, the General Manager / Plant Manager, (or designate) will inform the Ministry of Labour immediately. All steps will be taken to provide appropriate first aid to the injured employee, without disturbing the accident scene. The basic underlying causes as well as substandard practices or conditions must be analyzed when conducting the investigation.

Investigation Procedure In case of an injury, the Accident Investigation Report must be completed immediately after a thorough investigation by the Supervisor, and the employee representative to the Health and Safety Committee. The Accident Analysis Report form must be completed step by step as outlined.

Personal injury; Property damage; Description of accident, describing clearly how the accident occurred; Analysis of what acts, failures to act and/or conditions that contributed most directly to

the accident; Determining what are the basic or fundamental reasons for the existence of these acts

and/or conditions; Probable recurrence rate; Prevention - what action has or will be taken to prevent recurrence;





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Communication regarding remedial actions to be taken.

Supervisor's Accident Investigation Report Your report should answer each of the following: The Accident Sequence Explain what happened (including events leading up to the accident). Damage or Injury Explain the nature and extent of the injury or damage. Results (Loss) Injury or Illness Property Damage Serious Minor Reportable Serious Compensatory Major Disabling, Lost Time or Major Catastrophic Death Catastrophes (Multiple Deaths) Contact Type of Incidents 1. Struck against 2. Struck by 3. Fall to below 4. Fall on same level 5. Caught in 6. Caught on 7. Caught between 8. Contact with electricity, heat, cold, radiation, caustics, and noise, toxic or noxious

substances. 9. Overexertion (overload)





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Immediate Causes Unsafe Practices Unsafe Conditions 1. Operating without authority 1. Inadequate guards or protection 2. Failure to warn or secure 2. Defective tools, equipment 3. Operating at improper speed 3. Congestion 4. Making safety devices inoperable 4. Inadequate warning system 5. Using defective equipment 5. Fire and explosion hazards 6. Using equipment improperly 6. Substandard housekeeping 7. Failure to use personal protective 7. Hazardous atmospheric gases, dusts, equipment fumes, vapours 8. Improper leading placement 8. Excessive noise 9. Improper lifting 9. Radiation exposures 10. Taking improper position 10. Inadequate illumination or 11. Servicing equipment in motion ventilation 12. Horseplay 13. Drinking or drugs Basic Causes Personal Factors Job Factors 1. Lack of knowledge or skill 1. Inadequate work standards 2. Improper motivation 2. Inadequate design or maintenance 3. Physical or mental problems 3. Inadequate purchasing standards 4. Normal wear and tear 5. Abnormal usage What steps are recommended to prevent recurrence? Who will follow up and who will report on progress of implementing the corrective actions? Who should be involved in an accident investigation? 1. Supervisor

a) As the immediate supervisor, he/she has a close relationship with the injured person and knows him/her well.





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b) He/she knows the department, machines and procedures better than anyone else does.

c) He/she carries the responsibility for safety in his/her department.

d) He/she is accountable for any interruption in the flow of activity.

e) He/she has to take preventive action - or set things in motion for such action. (Note

the importance of follow-up.) 2. Injured Person He/she usually has first-hand knowledge of the accident. 3. Joint Health and Safety Committee Representative

a) Employee member (designated by other employee members) to investigate where a serious incident or near miss incident has occurred or a worker is killed or critically injured.

b) To facilitate co-operation between all levels of management and employees.

c) Responsible for inputting to the root cause of the incident, and making

recommendations on how a similar incident can be avoided. 4. Senior Management

a) Has overall responsibility.

b) Sets policy and provides financial resources.

c) Directly involved in overall Loss Control Program. 5. Witnesses

All eyewitnesses must be interviewed. In addition, any indirect witnesses and people not at the scene, but who may have something useful to contribute to the investigation.

Guidelines To Follow

When completing the Supervisor's Accident Investigation Report, the following guidelines are to be followed:

In case of injury, make sure worker is properly cared for before doing anything else.





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While providing all medical attention necessary, have scene kept as undisturbed as possible.

Investigate as promptly as possible. Whenever possible, go to scene of accident for initial investigation. As applicable, have someone else get photographs, make drawings, or take

measurements. Interview all witnesses, one at a time and separately. Reassure each witness of the investigation’s real purpose – to establish the root cause

and to prevent recurrence, not to lay blame on anyone in particular. Get witness’s initial version with minimal interruption; ask for complete version, step by

step; have him/her describe and point without doing. Apply empathy in interviews; make no attempt to fix blame or find fault. Be polite. Be objective; don't have a fixed opinion in advance. When witness finishes initial explanation, ask questions to fill in gaps. Avoid questions that lead witness or imply answers wanted or unwanted. Summarize your understanding with witness after interview. Express sincere appreciation to anyone who helped in the investigation. Record data accurately. SELECT APPROPRIATE ACTIONS. The Ten Steps for Interviewing 1. Show concern for the injured person; put any person you are interviewing at ease. 2. Explain that the reason for the interview is not to find fault, but to ferret out the facts. 3. Explain the benefits of getting at the true facts, to prevent recurrence. 4. Conduct the interviews at the scene of the accident wherever possible, but ensure that

any demonstration does not result in a repetition of the injury. 5. Ask the person to give his complete story. Remember the tools - Who? What?, Where?,

When?, Why?, and How?





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6. Ask him/her further questions to fill in the gaps. If his/her story leaves some points

unclear, ask specific questions. 7. Check your understanding of the accident - remember the greatest enemy of

communication is the illusion of it. Make sure you have the story as he/she meant to tell it.

8. Give him/her a chance to correct you, in case you misunderstood. 9. Discuss his/her ideas of how to prevent a recurrence; the injured person is most likely to

have such ideas. 10. Thank the person sincerely; this is the only way to bring an interview to a fitting close.

Remember your thanks will only ring sincere if your whole attitude and approach have been sincere throughout.

The Who? What?, Where?, When?, Why?, and How? of Accident Investigation Who?

Who was involved? Who is he/she? What was he/she doing at that time? Was it his/her job? Since when? Was he/she trained for it?

What?

What equipment was involved? What was it doing/being used for at the time? Was this a normal use?

What was its condition (use/abuse/maintenance, etc.)? Was this a usual condition?

Was it properly guarded? What materials were involved? What were they being used for? Was this a proper use

for them? What known hazards do they have (toxicity, radiation, sharp, etc.)? If hazards exist,

were the materials being used/handled properly? Where?

Where did it happen in the Plant? What was the environment like? What was the layout?





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What was the condition of the workplace/site at the time (floor, housekeeping, traffic, lighting, noise distractions, temperature, etc.)?

Where did it occur in the flow of operation? Where in the production line? Where were the people (identified in "Who" above)

positioned relative to the occurrence? When?

When was it reported? When did it occur in the working day? On what day/date? How?

How did it happen? How can you be sure? Can you use the answer to these questions to produce a detailed description?

Are the answers clear enough?

Do you need to repeat or rephrase any questions?

Do you need to ask more questions? Why?

Evolves from all these questions. CONTRIBUTING CAUSES OF ACCIDENTS Accident investigations have clearly shown that accidents do not just happen, they are caused. Most accidents are caused by some form of substandard practices and/or conditions. The most common immediate causes of accidents are: Substandard Practices 1. Operating equipment without authority 2. Failure to warn 3. Failure to secure 4. Operating at improper speed 5. Making safety devices inoperable 6. Removing safety devices 7. Using defective equipment 8. Using equipment improperly 9. Failing to use personal protective equipment properly





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10. Improper loading 11. Improper placement 12. Improper lifting 13. Improper position for task 14. Servicing equipment in operation 15. Horseplay 16. Under the influence of alcohol and/or other drugs Substandard Conditions 1. Inadequate guards or barriers 2. Inadequate or improper protective equipment 3. Defective tools, equipment or materials 4. Congestion or restricted action 5. Inadequate warning systems 6. Fire and explosion hazards 7. Poor housekeeping; disorderly workplace 8. Hazardous environmental conditions: gases, dusts, smokes, fumes, and vapours 9. Noise exposures 10. Radiation exposures 11. High or low temperature exposures 12. Inadequate or excessive illumination 13. Inadequateventilation Substandard practices and conditions are almost invariably a result of inadequate project management or planning, as well as supervisory and/or employee error. 10.1(e) TRAINING and EVALUATION JHSC members and all supervisor / managers who are required to conduct investigations will receive formal investigation training. This training will occur within the first few months of appointment to the JHSC or as a supervisor / manager. This procedure will be reviewed on an annual basis or if an investigation identifies revisions are required 10.1(f) FORMS Accident / Incident Investigation Form - Appendix 17





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In case of critical injury, the accident has to be reported immediately to the Ministry of Labour, and the Joint Health and Safety Committee must remit a written report to them within 48 hours. Accident / Incident investigation (including Witness, Corrective Action and Scene Assessment) All original Accident / incident investigation form(s) will be sent to the H&S Coordinator immediately upon completion. A copy must be sent to the JHSC Co-chairs within 2 days. All records will be kept for a period of 5 years or a time specified by the OHSA 10.1(g) REFERENCE MATERIALS Occupational Health and Safety Act (Section 51, 52) Regulation 834/90: Definition of Critical Injury WSIB –Safe Workplace Incentives Program





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ACCIDENT / INCIDENT INVESTIGATION FORM APPENDIX 17 Last Name First Name Job Title Years’ Experience

Full Address

City/Town Postal Code

Department Date of Occurrence (dd-mm-yyyy) Time

Location Date Reported (dd-mm-yyyy) Time

Hazardous Incident Situation

First Aid Health Care Lost Time Critical Injury

Describe what happened and, if applicable, describe injury. Attach an accident/incident diagram, if appropriate.

Describe the nature, time of first aid treatment, if applicable

Signature of Person Reporting Incident ________________________________ Part of Body Injured (Indicate “R”, “L” or “B”, where applicable)

Head Lower Back Hand/fingers Ankle/foot

Eye Upper Arm Hip Other

Neck Elbow Upper Leg

Shoulder Lower Arm Knee

Upper back Wrist Lower Leg

Type of Accident / Incident

Check off (X) statements that best describe the accident / incident:

Repetitive strain Slip/fall Exposure to:

Acute strain (lifting, pulling, carrying) Vehicle Other (Explain)

Caught in/under/between Client/employee action

Struck, contacted by/with/against Cut/bruise

Witnesses Name Telephone





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Address

Name Telephone

Address

Physician’s Name Telephone

Address

Remember to attach witness(s) statements on the company Witness Statement form

Causes: Check (X) all that are applicable

Conditions: Practices:

Congestion or restricted action Improper body position / posture

Poor housekeeping; disorderly workplace Tasks not varied / microbreaks not taken

Slip/trip hazards Unnecessary rushing

Lack of /inappropriate furniture/equipment Improper lifting

Design or arrangement of furniture/equipment Unsafe loading / placement

Defective furniture, tools, equipment or materials Using defective equipment

Inadequate or excessive illumination Using equipment improperly

Inadequate ventilation Altering or modifying equipment

Excessive noise Not using personal protective equipment

Inadequate or improper protective equipment or failing to use properly

Fire and explosion hazards Not following appropriate procedures

Inadequate warning systems Inappropriate conduct

Irate client / employee action Hazardous personal attire

Adverse weather Other:

Other (explain):

What are the reasons for the existence of these practices and/or conditions?

Preventive / Corrective Action Actions to prevent accident/incident recurrence. Check (X) those actions taken to prevent recurrence. Mark with (P) other corrective actions decided upon or planned but not yet carried out. More than one item may apply.

Training/instruction of person involved Request ergonomic assessment

Improve work procedures Request environmental assessment

Inform staff/managers of safe work procedures Correction of work area

Perform job safety analysis Recommend development/improvement to

Inform staff/managers of hazard and training/OH&S program

How to protect themselves Reassess work standards

Notify appropriate individuals Reassignment of person





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Improve engineering/design Improve housekeeping

Tools, equipment, furniture repair or replacement Other: (describe) REMEMBER THAT ALL CORRECTIVE ACTION TAKEN MUST BE EXPANDED UPON ON THE CORRECTIVE FORM

Describe Actions Taken

CORRECTIVE ACTION FORM COMPLETED? YES OR NO

Investigated By: Manager Signature Name (please print) Date (dd-mm-yyyy)

Reviewed By:

Name (please print) Date (dd-mm-yyyy)

JHSC Signature: (if they participated in the investigation)

WITNESS STATEMENT FORM

Date of Injury / Incident: Injury / Incident Number:

Name of Witness:

Date:

Name of Interviewer:





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Details of Interview:

Signature of Witness:

Signature of Interviewer:

CORRECTIVE ACTION FORM






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Date:

Corrective action taken (as indicated on the Accident/Investigation Form)

Recommendations

Date recommendation completed

Responsibility assigned to:

Details of what was done

Who has completed it

Date completed





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SCENE ASSESSMENT FORM


The following have been used to document the scene:

PHOTOGRAPHS

SKETCH

NARRATIVE

DVD/MOVIE

Scene sketch:





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Title: Senior Management



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11.0 SENIOR MANAGEMENT – GOALS AND OBJECTIVES 11.1(a) Continuous Improvement Plan (Example for use 2012) Objective: To develop and implement a formal orientation program expanding on this health and safety component. Target Dates: 4th quarter of 2012 Schedule of Review: March, June, September and December Responsibilities:

Health & Safety Coordinator to develop any new written program.

Joint Health and Safety Committee (JHSC) to develop any new health and safety component of the orientation.

Health and Safety Coordinator to review and implement the orientation program.

Health and Safety Coordinator and Supervisor(s) to administer the program. Resources: People: As mentioned above

Time: Development and training time

Money: Allocate budget funds for initial startup costs, and certain percentage every year for retraining and revisions.

Senior Management Involvement: to review and sign Distribution of progress reports:

Reports to be distributed to senior management after each review meeting.

To be posted on the employee notice board

Celebration of Successes: Example: pizza lunch 11.1(b) REVIEW OF HEALTH AND SAFETY TRENDS Senior Management will review MCon Products health and safety trends on a quarterly basis at the management meetings. Management will review the patterns and take corrective action. The Health and Safety Coordinator in conjunction with the Joint Health and Safety Committee will prepare the trends review. This is done on a weekly base when updating the database in Access.





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The following documentation will be reviewed when developing the Safety Trend Review:

Injury/illness causes

Workplace inspections

Injury/Incident investigations

Hazard Reports

Work Refusal reports

Health and Safety recommendations from the Joint Health and Safety Committee

WSIB injury / illness summary. The Health and Safety Coordinator will create the summary of all injuries, near misses and reviewing patterns of occurrence. The report may take into consideration: shift, injury type, time of day, type of equipment. Suggested categories for the Trends Review are:

the number of work accident fatalities,

the number of lost workdays,

the number of non-fatal cases that required medical aid without lost workdays,

the incidence of occupational illnesses, A sample of a Trends Review follows. As per Trends for 2011. Trends Review Process The annual review will be completed using the following process: Step 1: Health and Safety Coordinator will collect the date required to develop the Trend Review. Step 2: Work with a designated JHSC member to review the data and develop the Trends Review for management to review. Report contents:

recommendations for management review

tables representing the data used to create the graphs

Step 3: Submit the Trends Review to management quarterly. Step 4: Management will review the Trends Review at each management meeting and make a reply in writing to the JHSC regarding any corrective action to be taken. Any corrective action taken must be incorporated into the Continuous Improvement Plan.





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Step 5: Health and Safety Coordinator will present management’s written response to the JHSC within 21 days of management’s response. Step 6: Health and Safety Coordinator will monitor the completion of the corrective action. FORMS / RECORDS All Trends review will be filed with the management minutes and a copy with the JHSC Minutes Trend Form for 2011 11.1(c) EMPLOYER RESPONSES TO THE JHSC RECOMMENDATIONS Senior Management of M-Con Products will respond in writing to the Joint Health and Safety Committee within 21 days of receiving a recommendation. The management’s written response will be completed using the ‘Management response to JHSC recommendations’ form. If management accepts the recommendation(s), a timetable for action must be outlined and provided to the Joint Health and Safety Committee. The response must include actions taken and actions to be taken. If management decides against acting on the Joint Health and Safety Committee recommendation, reasons must be given in writing, on the ‘Management response to JHSC recommendations’ form. Documentation The original forms received from and sent to the JHSC will be kept with the Worker Co-chair. Copies will be sent to the Management Co-chair, Health & Safety Coordinator and attached to the next scheduled Management minutes. Records The original copies will be kept with the JHSC minutes The original will be sent to the Worker Co-chair, copies to the Management Co-chair, the Health and Safety Coordinator and attached to the next management minutes. A sample of the completed form follows.





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Management response to Joint Health and Safety Committee Recommendations

Facility: Plant Date(s): 2011 Trends Review RE: Response to recommendations received on January 20XX from Trends Review Date recommendation received by management: _________________ Day Month Year Management agrees with the recommendation (circle): Yes No Note: If management agrees with the recommendation, complete the next section of this form. However, if there is disagreement with or an alternative to the recommendation, please provide reasons or explanation. Implementation for recommendation (timetable, actions taken, actions to be taken, etc.) Plant: (a) (b) (c) Disagreement with, or, alternative to, recommendations ____________________________________________________________________ Date recommendation returned to the Joint Health & Safety Committee: ______________ Day / Month / Year Responding Management signature: _____________________ Response received by the Joint Health & Safety Committee on: ____________________ Day/Month/Year Management Co-Chair Worker Co-chair





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11.1(d) COMMUNICATION PROGRAM: ON AND OFF THE JOB COMMUNICATION It is the responsibility of the Health and Safety Coordinator, the Joint Health and Safety Committee, Management and Supervisors to communicate health and safety information. The following are a variety of methods that will be used to communicate health and safety information/materials:

Meetings

Training sessions

Company Quarterly Newsletter

Safety talks

Toolbox talks

Senior management communication meetings

Advertising program

Electronic messages

Payroll inserts

Poster program

Bulletin boards Frequency of Communication Communication of health and safety information is done on an ongoing basis. At a minimum communication of health and safety information must be done at monthly Safety talks. Different venues for communication may require different recording systems, example: sign in sheet. Off the job health and safety topics could include:

Employee assistance program (EAP)

Wellness initiatives

Vehicle safety

Personal health and safety

Health and safety at home

Recreational health and safety

Leisure health and safety 11.(e) EVALUATION Management will perform plant inspections quarterly, and prepare a report requesting a report from the Plant foreman/maintenance manager with 48 hours, with a timeline of complettion of any discrepancies.


Title: Early and Safe Return to Work


Revised: October 2013

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12. EARLY AND SAFE RETURN TO WORK

M-CON MODIFIED WORK POLICY:

M-Con Products Inc. recognizes the benefits of a formal rehabilitation program to provide a fair and

consistent policy for rehabilitating employees who have been injured on the job.

M-Con therefore undertakes to provide meaningful employment for disabled employees without the

employees suffering a loss of income. M-Con is committed to accommodating its injured

employees and helping in their rehabilitation. In reference to WSIB Section, 40 & 41 and Ontario

Human Rights Section 17. _____________________________ ____________________ Tim Underhill, Plant Manager Date





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2. BASIC DEFINITIONS: Modified Work:

Modified Work is a job, task, function or combination thereof that a worker who suffers from a diminished capacity may perform safely without risk of re-injury or aggravation of disability or risk to others. The work must be productive and the result of the work must have value. The Corporations goal is to have the worker back in his pre-injury position.

Modified Work Program: A Modified Work Program is a process that gives structure and organization to the activity of returning injured workers to the workplace as soon as possible after the accident. It is a companywide plan that recognizes the employer's responsibility and participation in the effective rehabilitation of its employees. THE PROGRAM WORKS BEST WHEN MUTUALLY SUPPORTED BY MANAGEMENT AND LABOUR.

Permanent Modified Work Positions: A Permanent Modified Work Position will be introduced by the Program Managers to the Executive Management for their approval as appropriate. Wages: While the injured worker is performing the temporary modified work, he/she shall be paid 100% of his/her pre-injury wages. Duration: The maximum length of time that the temporary Modified Work Placement will last is 6 months per case or be extended after a review case by case. Dismissal Procedures: Dismissals shall fall under the standard procedure as per company policy. Workers on modified work can be laid-off due to seasonal slowdown and re-hired as required.





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Promotions: Workers on the Modified Work Program shall be eligible for promotions based on performance and qualifications.

3. BENEFITS:

Worker: Injured workers benefit because Modified Work Programs allow them to return to the work force as quickly as possible thereby: 1. Encouraging speedier rehabilitation. 2. Helping them maintain contact with co-workers. 3. Reducing time needed for the rehabilitated worker to return to full work

capacity. 4. Helping them maintain their identity and self-respect. Employer: Employers benefit because Modified Work Programs get skilled workers on the job as quickly as possible after an accident thereby: 1. Improving the financial status for the corporation:

a) NEER compensation cost/experience rating b) Reinstatement Policy c) Cost of re-training the injured workers (VRS)

2. Maintaining high productivity levels through the use of already trained workers. 3. Reducing the costs involved in hiring and training replacement workers.

4. PROGRAM MANAGER: (Tim Underhill) 1. The Program Manager is appointed to run the company's Modified

Work Program, responsible for both its overall management and its day-to-day operations.

2. The Program Manager should report directly to the Vice-President.





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3. It is important that the Program Manager communicates with the injured worker as soon as possible after an accident. Early and regular contacts in person assure the worker that he/she is still a value to the firm and relieves anxiety about financial uncertainty. Communication is to be conducted on a regular basis, while the employee is off work (at least once a week or as frequent as may be required). This will be determined on a case by case basis.

5. THE PROGRAM MANAGER'S CHIEF RESPONSIBILITIES INCLUDE: 1. Providing training sessions for workers and supervisors 2. Ensuring employees understand the Modified Work Program. 3. Advising the Supervisor of an employee's imminent return to work

and providing a briefing on the program. 4. Meeting with the employee on the first day back and facilitating the

return to work. 5. Preparing a formal/written offer of work for the injured employee. 6. Meeting with the worker to establish goals and objectives. 7. Establishing individual programs for workers with the help of other

professionals. 8. Retraining the employee on Health and Safety practices. 9. Monitoring the progress of workers placed in modified jobs. When an employee is on modified duties, communication should be daily. The communication protocol is to be maintained when the employee is on modified duties or off work as the result of a work related or non-work related injury. To schedule bi-weekly meetings with the worker. 10. Establishing and maintaining effective communication with the Case Manager

and the Return to Work Specialist and other WSIB personnel (i.e., date of return to work, wages, hours...)

11. Reviewing the results of the Modified Work placements with Management

and Union, and the appropriate site J.H.S.C. 12. Reviewing this Program and procedures once a year.





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6. WORKER RESPONSIBILITIES: In order for the Modified Work Program to be beneficial to all concerned, it is crucial that the injured employee: 1. Report all accidents immediately to his/her supervisor, no matter

how minor. 2. Seek medical attention, if necessary, as soon as possible after the accident. 3. Ensure all relevant forms are completed by medical or other agencies as

required and returned promptly to the Program Manager. (Bring Return to Work package to treating Physician).

4. Maintain regular contact with the Program Manager. 5. Communicate concerns to his/her supervisor and the Program Manager so

that any problems can be worked out early. 6. Obtain updated medical clearance (function ability) from the attending

physician in order to make a decision for return to work on regular or modified duties utilizing M-CON Modified Work form.

7. (Ensure to) schedule any rehabilitation activities, such as

physiotherapy, outside of working hours if possible. 8. Carry on assigned duties in a safe and productive manner. 9. Arrive on the job promptly and ready to start. 7. SUPERVISOR'S RESPONSIBILITIES: 1. Investigate the injury/complaint. 2. Ensure the injured employee receives appropriate first aid. 3. Ensure completion of Incident Report. (Injured employee is given

the envelope to be given to the physician) 4. Work with Program Manager to design the modified work

placement/specific accommodations.





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5. Train the injured worker on the new duties required for the modified work assignment.

6. Meet with the returning employee to review/discuss any concerns

the employee may have. 7. Complete on regular basis the modified work placement progress

report. 8. SENIOR MANAGEMENT 1. Reviews the program on a yearly base. 2. Reviews cases of permanent injury. 3. Reviews non-cooperation cases. 9. HEALTH CARE PROVIDERS & WSIB RESPONSIBLITIES 1. Health Care Provider is to Complete Form 8 (provided by Employee in envelope). If sent electronically, only provide the worker page three of the Form. Paper submissions: Pages two and three are to be sent to the WSIB and a copy of page three to the worker. If required a Functional Abilities Form to be completed at a later date. 2. WSIB to provide a Return to Work Specialist or a Rehabilitation Caseworker should the injured worker not be able to return to work immediately, to discuss specific physical restrictions and job suitability. 10. MEDICAL MANAGEMENT: The Program Manager is responsible for the medical management of WSIB claims. 1. Review/complete required WSIB forms (a pre-accident job

description should be attached to the Form 7). 2. Provide the employee with a Return to Work Package Form and

discuss arrangements for its return.





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3. Maintain regular follow up with the worker's physician (duration of Modified Work Placement, recovery date, temporary vs. permanent physical restrictions, new Modified Work duties). Don't hesitate to contact the doctor's medical staff to clarify information.

4. Organize second medical opinions for injured employee, as required. 5. Consult with the Claim Manager or Return to Work Specialist at

WSIB (restrictions, duration of Modified Work position). 6. Request a Return to Work Specialist or Rehabilitation Caseworker

to discuss specific physical restrictions and job suitability. 7. Encourage doctors to refer injured workers to Workplace Safety &

Insurance Board medical resources. 8. Reporting to WSIB should there be any wage changes, changes in

duties/duration of the program. Should the employee fail to cooperate? And upon completion of the modified work program.- 11. MODIFIED POSITIONS: The main function of a Program Manager is to locate modified positions and prepare a list of potential resources for Modified Work Programs. 1. Determine essential duties with accommodations 2. Backlog/projects. 3. Reserved positions for WSIB/injured workers. 4. "Bank" of specific duties for modified positions. 12. REHABILITATION PROGRAM: The Program Manager should acquire a practical understanding of vocational rehabilitation programs. 1. Work trial. 2. Training





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3. Vocational testing. 4. Work site analysis APPENDIX: 1. Package Employee Brings to Physician performing Treatment

2. Return To Work Contract Form 3. Return to Work Follow-up Form





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TO: HEALTH CARE PROFESSIONAL

M-Con Products Inc. has a formal Return to Work Program. We are willing to

accommodate our injured workers following your medical recommendations.

1) Please provide my worker PAGE 3 OF YOUR WSIB HEALTH PROFESSIONAL'S

REPORT (FORM 8 )

2) We have a list of modified duties for our injured workers.

A) Janitorial Duties

B) Dressing Product

C) Marking / Labeling Product

D) Office – Clerical / Filing / Answering Telephone

Please contact Tim Underhill at 613-831-1736 if you require information on our potential to accommodate workplace injuries.

Thank you,

Tim Underhill

Plant Manager






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Return to Work – Contact Log

Employee’s Name: Phone:

Supervisor/Manager: Phone:

Return to Work Date: Review Date:

Target End Date:

Treating Physician(s):

Phone:

WSIB Claim Number: Phone:

Claims Adjudicator:

Part 1: Record of Contact

Date of Contact Person Contacted Contents of Conversation

[Date]

[Name of injured worker] [Location (e.g. at Home)]

[Asked how they were and if they need anything from their desk.] [They answered: their briefcase and car keys.] [I [Name] will contact them again in 3 days after their next assessment by their physician.]





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RETURN TO WORK CONTRACT

Name: ___________________________________ Date: ______________________________ We are willing to offer you a Return to Work Assignment following the physical restrictions confirmed by your health profession or WSIB. Job Title: __________________________________________ Wages: ___________________________________________ Hours: ___________________________________________ Duration: __________________________________________ DUTIES 1______________________________________6____________________________________ 2______________________________________7____________________________________ 3______________________________________8____________________________________ 4______________________________________9____________________________________ 5______________________________________10___________________________________ PHYSICAL JOB ANALYSIS ACTIVITY RATING DEFINITION OF RATING_____________ Bending at waist 1 2 3 4 1 = Minimal / not required / up to 6 kgs Kneeling 1 2 3 4 2 = Occasional / light / up to a quarter day / up to 10 kgs Walking level surface 1 2 3 4 3 = Moderate / medium / average / up to half day / up to Rough ground 1 2 3 4 20 kgs Standing 1 2 3 4 4 = Repetitive / heavy / extensive / more than half day / Sitting on chair 1 2 3 4 up to 40 kgs Sitting on vehicle chair 1 2 3 4 Lifting from ground 1 2 3 4 Lifting from bench 1 2 3 4

PHYSICAL JOB ANALYSIS ACTIVITY RATING Lifting over shoulder 1 2 3 4 Lifting overhead 1 2 3 4 Carrying 1 2 3 4 Pushing 1 2 3 4 Pulling 1 2 3 4 Driving 1 2 3 4 Other 1 2 3 4





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The employee agrees on the following policy guidelines.

Promptly report for work into the RTW assignment

Maintains regular contact with the Program Manager

Comply with the standard company policies

Please contact the Program manager if you experience difficulties with your occupation.

Employee’s Agreement I agree to participate in the Modified Work program and I accept the position described above and the terms and conditions therein. ________________________________ _____________________________________ Signature of Employee Signature of Manager ________________________________ _____________________________________ Date Date ________________________________ Effective Date of Employment c.c. WSIB Supervisor





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HEALTH & SAFETY POLICY MANUAL - Argue Construction€¦ · M-CON HEALTH AND SAFETY POLICY MANUAL 6 Please detach this page from the booklet, and submit to office. ** EMPLOYEE’S

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