[HEALTH AND SAFETY PROGRAM] The Corporation of the Town of Huntsville Version Control By: Human Resources Department V.01.11

Transcription

1 2011 The Corporation of the Town of Huntsville Version Control By: Human Resources Department V [HEALTH AND SAFETY PROGRAM] The following health and safety loss control program together with previously established procedures will form the core of the Town of Huntsville s Health and Safety Loss Control Program. The program is not meant to cover all facets of loss control or worker health and safety but will serve as our blue print to reinforce and maintain previous programs and to implement new policies and procedures for the control of losses to people, property and process. 1

2 Table of Contents GENERIC PROCEDURES Health and Safety Program...6 Accident Investigation Procedure Contractor Hiring Health and Safety Procedure Control of Electrical Hazards Early and Safe Return to Work Employee Orientation Program First Aid Procedures and Reporting General Health and Safety Rules Hazards Reporting Procedure Housekeeping Procedures Ladder Safety Lifting Procedure Office Health and Safety Health and Safety Promotion Reversing Vehicle Procedure Safe Material Storage Violence and Harassment Control Program Work Refusal WHMIS Procedure Workplace Inspection SITE SPECIFIC PROCEDURES By-Law Animal Control Dealing with Dangerous Dogs Bees and Wasps Cold Stress Heat Stress Sun Exposure School Crossing Guard Procedure West Nile Virus Maintenance Circle Check Mobile Equipment Cold Stress Control Procedure Fall Prevention

3 Grinder Safety Procedures Hand Tool Safety Procedure Heat Stress Control Procedure Hot Work Procedure Lockout and Tagout Machine Hazard Awareness Manual Material Handling Propane Cylinder Sun Exposure and Skin Cancer Trailers and Hitches West Nile Virus Muskoka Heritage Place Bees and Wasps Hand Tool Safety Procedure Heat Stress Machine Hazard Awareness Sun Exposure and Skin Cancer West Nile Virus Control Procedure Parks Cold Stress Control Procedure Fall Prevention Grinder Safety Procedures Hand Tool Safety Procedure Heat Stress Control Procedure Hot Work Procedure Lockout and Tagout Machine Hazard Awareness Manual Material Handling Propane Cylinder Traffic Safety Temporary Conditions Trailers and Hitches Sun Exposure and Skin Cancer West Nile Virus Public Works Bees and Wasps

4 Chain Saw Safety and Use Circle Check Cold Stress Control Procedure Fall Prevention Grinder Safety Procedures Hand Tool Safety Procedure Heat Stress Control Procedure Hot Work Procedure Lockout and Tagout Machine Hazard Awareness Manual Material Handling Non Routine Work Procedure Propane Cylinder Exchange Sun Exposure and Skin Cancer Traffic Safety Temporary Conditions Trailers and Hitches Trenching and Excavating Use of Town Vehicles West Nile Virus Control Theatre Fall Prevention Hand Drill Safety Hand Tool Safety Procedure Lockout and Tagout Manual Material Handling Appendices Accident Investigation Checklist Accident Investigation Form Personal Injury Reporting Chart Incident Notices MOL Chart Orientation Checklist General Management Job Specific Orientation Checklist Worker Worker General Orientation Checklist First Aid Supplies Check List Hazard Condition/Practice Report Form

5 Violence and Harassment Control Program Procedure Violence Hazards Assessment, Control and Follow Up Violence and Harassment Investigation Form Employee Risk Assessment Questionnaire Refusal to Work Form Chainsaw Pre-Use Checklist Traffic Protection Checklist Contractor Health and Safety Responsibility Agreement Workplace Inspection Form

6 Health and Safety Program SECTION OF MANUAL Health & Safety SUBJECT HEALTH AND SAFETY PROGRAM EFFECTIVE DATE DD/MM/YY INDEX HR Program 01/09/10 OBJECTIVE To describe the 2010/2011 health and safety program for the control of hazards in the workplace. POLICY 2010/2011 HEALTH AND SAFETY PROGRAM PLAN DEFINITIONS None PROCEDURES / GUIDELINES Preamble The following health and safety/loss control program together with previously established policies and procedures will form the core of The Town of Huntsville s Health and Safety Loss Control Program for 2010/2011, hereinafter referred to as the "program". The program is not meant to cover all facets of loss control or Worker health and safety, but will serve as our blue print to reinforce and maintain previous programs and to implement new policies and procedures for the control of losses to people, property and process. Administration In support of our policy that all Workers are responsible for loss prevention, the following are highlights of both legislated duties and responsibilities and internally developed policies and procedures. The Mayor and Council of The Town of Huntsville in support of the Senior Staff have adopted this Health and Safety Loss Control Policy and Program and will ensure the commitment of all of the Management team to the policy and program. Chief Administrative Officer s Responsibilities Ensure that a Health and Safety Loss Control Program is developed, implemented and reviewed annually. Monitor the program via reports from respective Department Heads and the JHSC. Ensure that the Health and Safety Loss Control Program is communicated to all Workers. Delegate specific requirements of the program to the appropriate level of responsibility. Comply with the Occupational Health and Safety Act and Regulations, as applicable. Ensure that Workers reporting to the CAO, work in a manner and with the protective devices, measures and procedures required by the Occupational Health and Safety Act and Regulations. Communicate the program to all Workers reporting to the CAO. Develop in co-operation with the Senior Staff appropriate loss control performance standards. Implement the program and promote its' continuous improvement. Delegate specific requirements of the program to the proper level of responsibility. Ensure that Workers reporting to them use or wear the equipment, protective devices or clothing that the employer requires to be used or worn. Advise Workers of the existence of any potential or actual danger to the health or safety of the Worker of which they are aware. Provide Workers with written instructions as to the measures and procedures to be taken for protection of the Worker; where so prescribed. 6

7 Take every precaution reasonable in the circumstances for the protection of a Worker. Attend all appropriate Health and Safety Training courses, as required to maintain and increase health and safety related knowledge. Department Head Responsibilities Ensure that Workers reporting to them work in a manner and with the protective devices, measures and procedures required by the Occupational Health and Safety Act and applicable Regulations. Communicate the program to all Workers reporting to them. Delegate specific requirements of the program to the proper level of responsibility. Comply with the Occupational Health and Safety Act and Regulations, as applicable. Ensure that Workers reporting to them use or wear the equipment, protective devices or clothing that the employer requires to be used or worn. Advise Workers of the existence of any potential or actual danger to the health or safety of the Worker of which the Department Head is aware. Provide Workers with written instructions as to the measures and procedures to be taken for protection of the Worker; where so prescribed. Take every precaution reasonable in the circumstances for the protection of Workers. Attend all appropriate Health and Safety Training courses, as applicable to maintain and increase health and safety related knowledge by the employer. Supervisor Duties Ensure that Workers reporting to them work in a manner and with the protective devices, measures and procedures required by the Occupational Health and Safety Act and applicable Regulations. Communicate the policy and program to all Workers reporting to them. Assist in implementing the program and monitoring its progress. Ensure that all Workers reporting to them follow all general and departmental health and safety rules, all safe work policies and procedures, and all rules and regulations as contained in the Occupational Health and Safety Act and Regulations, as applicable. Comply with all loss control performance standards as contained in the applicable job description. Comply with the Occupational Health and Safety Act and Regulations, as applicable. Ensure that Workers reporting to them use or wear the equipment, protective devices or clothing that the employer requires to be used or worn. Advise Workers of the existence of any potential or actual danger to the health or safety of the Worker of which they are aware. Provide Workers with written instructions as to the measures and procedures to be taken for protection of the Worker; where so prescribed in the Act or applicable Regulations. Take every precaution reasonable in the circumstances for the protection of a Worker. Attend all appropriate Health and Safety Training courses, as applicable to maintain and increase health and safety related knowledge. Worker Duties Comply with the Occupational Health and Safety Act and Regulations, as applicable. Observe and follow all general safety and health rules, departmental specific safety and health rules, all procedures and policies and all legislated duties and responsibilities. Report immediately all work-related injuries or illnesses no matter how slight. Report immediately any and all known hazards and unsafe conditions to their respective Supervisor. To comply with all loss control performance standards. Attend all appropriate Health and Safety Training courses, as applicable to maintain and increase health and safety related knowledge. 7

8 Joint Health and Safety Committee Duties Comply with the Occupational Health and Safety Act and Regulations, as applicable. Assist Management in the communication and implementation of the policy and program. Attend all appropriate Health and Safety Training courses, as required to maintain and increase health and safety related knowledge. Comply with the duties and responsibilities as described by the JHSC Terms of Reference. Contractor/ Contract Person Duties Comply with all applicable legislation in the safe performance of contracted job assignments. Comply with the Town s health and safety rules, procedures and policies and this program. Ensure that any sub-contractors reporting to them comply with all applicable legislation in the safe performance of contracted job assignments and with all of the Town s health and safety rules, procedures, policies and this program. Report immediately to the respective Department Head all work-related injuries and illnesses resulting in medical attention, environmental releases with potential to harm the natural environment or incidents as described by the Regulations for Construction Projects and/or Industrial Regulations. Complete the " Conditions of Contracting " form and return a copy to the Treasury Department prior to beginning any work for the Town and comply with all the details contained therein. Sole Proprietors will complete the appropriate Workplace Safety and Insurance Board form for the Board to determine Independent Operator status and provide a copy to the Treasury Department prior to beginning any work for the Town. II Planned Inspections Planned loss control inspections will be an integral part of the program. The CAO, Senior Staff, Department Heads, Managers and Supervisors will complete planned loss control inspection of all areas under their supervision according to the schedule as described by the Workplace Inspection Policy, record and report their findings and complete appropriate corrective measures. All pre-start up inspections required by the Town or the manufacturer of the respective equipment will be conducted by the operator as required and in conformance with the established procedure. All planned inspections will include Worker contacts during the inspection to establish possible problem areas. Specific problems brought to the attention of inspection Team that have not yet been reported to the respective Supervisor for his/her deliberation/resolution will be documented and referred by the inspection personnel to that Supervisor. III Joint Health and Safety Committee (J.H.S.C.) Functions Specific details of the J.H.S.C.(s) functions are contained in the Occupational Health and Safety Act. General functions are as follows: Identify hazards in the workplace, evaluate the hazards and recommend corrective actions. Development and recommendation of safe work procedures. Investigation of serious or critical accidents and injuries. Planned monthly inspections and annual establishment of a workplace inspection schedule. Regular meetings. (at least quarterly) Recommendations on the type, frequency and delivery of training programs. Participate in the investigation of a Worker refusing unsafe work. IV Accident/Incident Investigations Accident investigations will be conducted in compliance with applicable legislation and the internal Accident Investigation Policy. All medical aid, occupational illnesses, lost time or critical injuries, fire or explosion 8

9 accidents or releases to the natural environment will be investigated by the appropriate Supervisor with the aid of the applicable health and safety representative. Property damage accidents exceeding five hundred dollars ($ ) and near miss accidents with the potential for serious harm or major loss will also be investigated to the same extent and in the same manner as the injuries listed above. First aid injuries of minor potential will be recorded on the First Aid Injury Form located in the respective department and be made available to the Joint Health and Safety Committee for their review during monthly inspections. Supervisors will be responsible for proper and timely investigations of all work-related injuries, accidents and illnesses. The Human Resources department, upon receipt of proper documentation will be responsible for forwarding any and all accident/incident notices to the Ministry of Labour and the Workplace Safety and Insurance Board, as required. Supervisors will be responsible for providing/arranging immediate first aid and transportation to a medical facility of the injured Worker's choice. V Post-Injury Management The post injury management system will be administered by the Human Resources Department and is known as the" Early and Safe Return to Work Program". All Management staff will become familiar with and follow all of the details contained in the program. Supervisor will be responsible for ensuring that the medical practitioner treating Workers for any workrelated injuries or illnesses receives a copy of the WSIB Functional Abilities Form (FAF) on the Workers initial visit, if possible. Worker duties contained in the program include: Ensuring that the WSIB s Functional Abilities Form is promptly returned to his/her Supervisor. Maintaining regular contacts with their respective Supervisor. Taking an active role in developing his/her individual modified work program. Communicating any concerns to the Supervisor, so that potential problems can be resolved early. Obtaining clearance from the treating physician for a timely return to work. Notifying relevant Workplace Safety and Insurance Board personnel of any return to work, regardless of capacity. Ensuring that other scheduled rehabilitation activities such as physical therapy or doctor's appointments are continued while on modified work and attendance as required is maintained. VI VII Emergency Preparedness All Workers will be provided training on the respective Departments Emergency Plan. Emergency service locations, a copy of the Emergency Plan and emergency phone numbers will be posted in all buildings. Trained First Aiders will be maintained on all shifts to attend to all emergency situations, as required. Each building will conduct an Emergency Evacuation annually and the respective Department Head will document performance and correct any deficiencies noted. Organizational Rules Workers will be provided training on all general health and safety rules, departmental health and safety rules and all legislated duties as contained in the Occupational Health and Safety Act as described by the Orientation Policy and Rules will be reviewed annually thereafter. 9

10 VIII Training A specific training schedule will be developed annually by Senior Staff in consultation with the Joint Health and Safety Committee(s) and form part of this program with the exception of Fire Department. Workers will be provided specific and general health and safety training on an as needed" basis. Other health and safety training will be provided as required by the Occupational Health and Safety Act and as agreed to, following recommendations of the respective Joint Health and Safety Committee and in consultation with the respective Department. A central file containing all training records for the Town will be maintained by the Human Resources Department. Supervisors will provide all the pertinent documentation in a timely manner to the Human Resources department for maintaining this file. IX X Personal Protective Equipment (PPE) Each Department will be responsible for providing personal protective equipment to their employees. Workers will be expected to use/wear and care for any personal protective equipment required to be used/worn by the Department. Personal protective equipment needs will be analysed by the Joint Health and Safety Committee and recommendations on departmental needs will be formulated as required on an annual basis. Supervisors will provide training on care and usage and fit when any changed or new personal protective equipment is introduced into a department. Health Control A Worker representative of the Joint Health and Safety Committee will be provided the opportunity to attend at the beginning of any Worker health/hygiene testing when their attendance is to verify that valid testing methods are utilized. A person holding a current first aid certificate shall be stationed nearby the first aid room/kit during all working hours. First aid certificate holders will be identified by posting copies of their certificates near the first aid box at each work location. XI WHMIS ( Workplace Hazardous Materials Information System ) The employees responsible for buying materials will be responsible for maintaining current Material Safety Data Sheets and their distribution, an annually updated and distributed controlled products inventory, and other administrative functions detailed in the WHMIS Regulations. The Human Resources department will be responsible for ensuring that all Workers exposed to any controlled products receives WHMIS training. New materials will not be introduced into the workplace without first receiving a Material Safety Data Sheet and Workers informed of handling, storage, first aid and disposal precautions. All newly hired Workers will receive WHMIS training within one month of their hire date. XII XIII Group Meetings Supervisors will conduct and document at least one safety meeting/ training session with a central theme on a quarterly basis with all Workers under their direction. Documentation will be forwarded to the Human Resources department for review and filing. Hiring and Placement All newly hired Workers will be provided a health and safety orientation with emphasis on the requirements of the Occupational Health and Safety Act and this program. Supervisors will be responsible for providing and documenting specific job orientation and training for all transferred Workers new to their respective department. The Human Resources department will maintain a training matrix documenting all health and safety training. 10

11 XIV XV Safe Work Procedures Safe work procedures and work standards will be developed on an "as needed" basis paying particular attention to accident/incident reports, worker exposures, health and safety trends and analyses, property damage reports, manufacturer recommendations, safety bulletins and recommendations of the Management staff, Workers and the Joint Health and Safety Committee(s). All written safe work procedures currently in place or introduced after this program is adopted will be considered a component of this program. Procedures common to all departments include: Accident Investigation Procedure Employee Orientation Procedure Harassment and Violence Program Procedures Health and Safety Promotion Procedure Ladder Safety Procedure Workplace Inspection Procedure Contractor Activities and Control Procedure Electrical Hazards Control Procedure First Aid Procedures Hazards Reporting Procedure Housekeeping Procedures Material Storage Procedure Department specific procedures will be developed as required to control local hazards. Policy and Program Update This program will be reviewed and updated by the Management team in consultation with the Joint Health and Safety Committees and recommendations of Workers on an annual basis September to September. The Human Resources department will annually provide the Senior Staff and the Joint Health and Safety committees with various analyses of the program elements and accident and injury trends to assist the parties in establishing priorities. The Town s Health and Safety Policy will be reviewed annually and updated, as required. TRAINING PLAN All employees will be provided training on this program and any changes or additions on an annual basis thereafter as required. POLICIES/LEGISLATION OHSA R.S.O Section 25 APPENDICES None 11

12 Accident Investigation Procedure SECTION OF MANUAL Health & Safety SUBJECT Accident Investigation Procedure EFFECTIVE DATE DD/MM/YY INDEX HR HS 01/09/10 OBJECTIVE To identify all immediate and basic causes of the incident and make the necessary recommendations to prevent the injury/incident from recurring. DEFINITIONS Near Miss: An event that under different circumstances could have resulted in physical harm to an individual or damage to the environment, equipment, property and/or material. Property Damage: An event where a loss is incurred to equipment, property, material or process resulting in a loss exceeding $ Environmental Release: An accidental discharge of a physical, biological or chemical substance into the workplace and/or community. Fire/Explosion: An event where undesired combustion occurs. First Aid: Includes but is not limited to: cleaning minor cuts, scrapes, scratches, treating a minor burn, applying bandages and/or dressings, cold compress, cold pack, ice bag, splint, Medical Aid: Any injury or occupational illness (see below) that results in attention received from a recognized health care provider, but that does not result in time away from scheduled work beyond the day of injury. Occupational Illness: A condition that results from exposure in a workplace to a physical, chemical or biological agent to the extent that normal physiological mechanisms are affected and the health of the worker is impaired. This category includes strains, sprains or other repetitive related illnesses. Critical Injury: As defined in the Ontario Regulation 834/90 Lost Time: A work related injury that results in the injured employee missing scheduled time from work beyond the day of injury. Fatality: An injury that results in the loss of life. PROCEDURES / GUIDELINES Scope: This procedure applies to all employees. Responsibilities: HUMAN RESOURCES DEPARTMENT The Human Resources Department will forward all required documentation to the WSIB. MANAGER/SUPERVISOR: In the event of a personal injury, the Manager/Supervisor or their designate will ensure that the injured employee(s) receives the appropriate medical care. The Manager/Supervisor of the area will be responsible for investigating the injury/incident. The 12

13 investigation will be completed within 24 hours of the injury/incident. The Manager/Supervisor will contact a worker representative that has been designated to investigate the injury to assist in the investigation of any injuries requiring medical attention or incidents that could have resulted in significant losses to people, property or process. INVESTIGATORS RESPONSIBILITIES: Assume control of the site as soon as practicable. Carry out the formal investigation as soon as possible. Complete the Injury/Incident Investigation Report. Notify the appropriate authorities and internal personnel. Objectives: Determine all conditions and practices contributing to the injury/incident Evaluate the severity of the problem and the potential for recurrence. Communicate the injury/incident control information to those directly concerned. Analyze trends for the development of appropriate loss control methods, procedure, and programs. The following categories of injury/incidents will be investigated which may produce a loss to people, equipment, material and environment: fatality critical injury/illness lost time injury/illness medical aid) occupational illness near misses(incidents) with the potential for serious loss equipment, machinery, material, process damage in excess of $ chemical spill/releases fire/explosion Communication: The results and the injury/incidents will be communicated to the employees in a number of ways: minutes of the health & safety committee meetings supervisors holding safety talks with employees through postings on safety bulletin boards testimonial by the involved employees. Procedure: THE FIRST DUTY OF ANY MANAGER/SUPERVISOR IS TO PROVIDE FIRST AID 1. In the event of a NEAR MISS (incident) with potential of serious loss the Management Investigator will investigate along with the Worker Representative of the J.H.S.C. The report will be submitted to the Human Resources Dept. for distribution to the J.H.S.C. 2. In the event of an ENVIRONMENTAL RELEASE of10 litres or more the Management Investigator will investigate along with the Worker Representative of the J.H.S.C. and fill out an internal accident investigation report. The report will be submitted to the Human Resources Dept. and the J.H.S.C. In the event of a chemical spill or release of 50 litres or more the Management Representative or their designate will forthwith contact the Ministry of Environment and the Public works Department to report the event. 3. In the event of PROPERTY DAMAGE occurring that exceeds $ the Management Investigator will investigate along with the Worker Representative of the J.H.S.C. and fill out an internal accident investigation report. The report will be submitted to the Human Resources Dept. and the J.H.S.C. 4. In the event of a FIRST AID INJURY, the injured Employee will record the details on the first aid form and report the details in person to their respective Supervisor. The form will be made available to the Joint Health and 13

14 Safety Committee (J.H.S.C.) for auditing purposes and prevention recommendations. 5. In the event of a MEDICAL AID, OCCUPATIONAL ILLNESS or LOST TIME INJURY, the injured employee s direct Supervisor or designate will arrange transportation of the injured to a medical facility of the injured employee's choice and ensure that the attending Doctor receives the WSIB Functional Abilities Form (FAF) with the first section filled out. 6. Upon returning to the worksite the Management Investigator will investigate the accident with the Worker Representative or alternate of the J.H.S.C. and fill out an internal accident investigation report 7. The Management Investigator will forward all accident investigation documentation to the Human Resources Department within 24 hours for processing. The Management Investigator will contact the Department Head to provide a detailed description of the accident and the planned preventative action. 8. In the event of a CRITICAL INJURY, the Management Investigator will contact the Department Head directly and follow all the details of numbers 4,5 and 6 above. The Management Investigator will also contact a Ministry of Labour (M.O.L) Representative as soon as possible and will not disturb the site, except to relieve human suffering until a M.O.L. Representative has given his/her authorization. The Department Head or his designate will contact the injured worker's family. Details of the injury will be furnished to the M.O.L. as required by the Regulation 851, Section 5 (1) (R.R.O. 1990, as amended) of the Regulations for Industrial Establishments. 9. In the event of a FATAL INJURY, the Management Investigator will immediately notify the C.A.O, the Department Head, the J.H.S.C. Representative, the Ontario Provincial Police and the Ministry of Labour and provide a verbal report with an address of the location of the injury. The C.A.O. will contact the J.H.S.C. Worker Representative. The Management Investigator will conduct interviews with any and all personnel who have knowledge of the fatality and document all pertinent details. The worksite will not be disturbed. The C.A.O. or his designate will contact the employee's family. No forms will be filled out until an action plan has been reached by the C.A.O. TRAINING PLAN All supervisors, managers and Joint Health and Safety Committee members will be trained in injury/incident investigations and this procedures. Training will be commenced within three months of appointment to the Joint Health and Safety Committee or as a supervisor/manager. POLICIES/LEGISLATION Incident Notices Required By The Ministry Of Labour OHSA First Aid and Reporting Policy Accident Investigation Checklist OHSA R.S.O Ontario Regulation 834/90 Ontario Regulation 851 APPENDICES Accident Investigation Form Accident Investigation Checklist Personal Injury Reporting Chart Incident Notices MOL Chart 14

15 Contractor Hiring Health and Safety Procedure SECTION OF MANUAL Health & Safety SUBJECT Contractor Hiring Health and Safety Procedure EFFECTIVE DATE DD/MM/YY INDEX HR HS 15/05/10 OBJECTIVE To ensure that the Town of Huntsville and it s employees are duly diligent in fulfilling all legislation and company safety rules, regulations and procedures with respect to the actions of contractors and/or subcontractors. POLICY Contractor Hiring Health and Safety Procedure DEFINITIONS contractor or subcontractor means a person who performs work or supplies services to the Town of Huntsville. PROCEDURES / GUIDELINES SCOPE: The Town of Huntsville is vitally interested in the ongoing protection of the health and safety of our staff, visitors, and clients while on our premises. To ensure that safe work practices are consistently employed, all contractors must be hired according to the guidelines as set out within this procedure. 1. Prior to the hiring of any contractor, the Town of Huntsville staff are directed to receive prior approval from Directors for any work to be done. 2. As part of our due diligence, the Town of Huntsville requires that the Contractor provide proof of appropriate insurance, and that this insurance is maintained during any time in which the Contractor is providing services to the Town of Huntsville. The Town of Huntsville also requires that the Contractor take out and keep in full force and effect property damage and public liability insurance in which the limits of public liability and property liability shall not be less than five million ($5 million) dollars per occurrence, at the Contractors sole expense. All policies shall be written with insurance companies qualified to do business in the Province of Ontario and shall name the Town of Huntsville as an additional insured. A certificate acknowledging the same must be provided to the Town of Huntsville 3. Proof of Employee Injury Insurance (WSIB Clearance Certificate) 4. The Town of Huntsville shall ensure that all approved Contractors sign a Health and Safety Responsibility Agreement prior to the start of any work to be performed. TRAINING PLAN None POLICIES/LEGISLATION OHSA and Regulation 851 APPENDICES Contractor Health and Safety Responsibility Agreement 15

16 Control of Electrical Hazards SECTION OF MANUAL EFFECTIVE DATE DD/MM/YY Health & Safety 01/09/10 SUBJECT INDEX Control Of Electrical Hazards HR HS OBJECTIVE To ensure that potential exposure to electrical hazards are controlled. DEFINITIONS None PROCEDURES / GUIDELINES Scope: This procedure applies to all employees. Responsibilities: Procedure: SENIOR MANAGEMENT is responsible for: Ensuring that this procedure is established and maintained. SUPERVISORS are responsible for ensuring that: Adequate personal protective equipment is available for performing this task. Workers performing this task understand the potential hazards and are familiar with control procedures. WORKERS are responsible for: Following this work instruction and reporting any and all potential hazards to their Supervisor. Consider all electrical circuits to be dangerous and treat as through they were live. Plan safety into each job. Orderliness and good housekeeping are essential for your safety and the safety of others. All electrical equipment shall be installed, certified and maintained in accordance with the Occupational Health and Safety Act (O.H.S.A.) and applicable Regulations and the Ontario Regulation 164/99 as amended by Ontario Regulation 10/02. (Otherwise known as, the Ontario Electrical Safety Code - OESC). All electrical equipment shall be inspected regularly and proper maintenance and repairs carried out as indicated. Only qualified and competent persons aware of the hazards of electricity and related work shall work on electrical equipment and shall use warning signs, guards and other protective devices as required to protect against potential hazards. Any circuit or piece of equipment shall be positively identified, properly tagged and locked out and tested before attempting any repairs while maintaining compliance with the Town s internal lockout and tag procedure and the related equipment specific procedure. In all cases where work is being performed on or close to live conductors or equipment of 750 volts or over, which cannot be disconnected or locked out, an observer trained in artificial respiration and first aid shall be stationed at a safe distance while the work is in progress. Use extreme care when working in wet or damp areas around electrical equipment. Dry all wet areas, where possible to avoid damp exposures. 16

17 When charging or handling lead acid batteries, protective gloves, a suitable apron and goggles shall be worn. Cord-connected electrical equipment shall be effectively grounded and all tools used outside shall be double insulated. TRAINING PLAN As part of Workplace Specific Orientation. POLICIES/LEGISLATION Occupational Health and Safety Act (O.H.S.A.) and applicable Regulations and the Ontario Regulation 164/99 as amended by Ontario Regulation 10/02. (Otherwise known as, the Ontario Electrical Safety Code - OESC). APPENDICES N/A 17

18 Early and Safe Return to Work SECTION OF MANUAL Health & Safety SUBJECT Early and Safe Return to Work Procedure OBJECTIVE EFFECTIVE DATE DD/MM/YY INDEX HR HS 01/09/10 To provide a fair and consistent policy for the rehabilitation of employees who have been injured on the job, the Town of Huntsville recognizes the benefits of a formal rehabilitation program and when possible will undertake to provide meaningful employment for both permanently and temporarily disabled employees. This program makes no guarantee of an accommodation and any provision of modified work will be based upon the individual circumstances at the time of the potential placement. DEFINITIONS Early & Safe Return to Work is any job, task, function or combination thereof that a worker, who suffers from a diminished capacity, may perform safely without risk of re-injury. The work should be productive and the result of the work must have value. The work must be seen as temporary and is intended to assist the employee in returning to his regular duties. Each department will try to accommodate any employee unable to perform their regular duties in their respective department. FAF Functional Abilities Form PROCEDURES / GUIDELINES Scope: This procedure applies to all employees. Responsibilities: The HUMAN RESOURCES MANAGER is responsible for: Contacting the WSIB regarding any issue having to do with a modified work placement. Providing the WSIB with any required documentation for any WSIB claims. Assisting Department Heads with any modified work placements. Educating workers about the Early & Safe Return to Work program, and the respective Workplace Safety & Insurance Board Act and Regulations. The DEPARTMENT HEAD is responsible for: Ensuring that this procedure is established and maintained. Ensuring that every reasonable effort is made to provide suitable Early & Safe Return to Work for an employee, who is unable to perform his normal duties, as a consequence of an occupational injury or illness. SUPERVISORS are responsible for ensuring that: Injured workers are monitored to ensure that modified work assigned to workers remains suitable to their restrictions. 18

19 WORKERS are responsible for: Procedure: Duties: Following all of the details of this work instruction. 1. The Department Head or their designate will: a. Meet with the worker as soon as possible to set program goals and objectives based upon the Functional Abilities Form document the details in the ESRTW Log. b. Determine what outside professionals are needed c. Organize the placement of injured workers in modified jobs d. Document the agreement for the return to work in a letter to the worker. 2. The duties of the injured or ill employee are to: a. Obtain clearance from the treating physician for the return to Early & Safe Return to Work and return the complete Functional Abilities Form to the Employer as soon as possible. b. Maintain regular contact with the workplace supervisor according to the agreement. above) c. Notify the relevant WSIB personnel about the availability of Early and Safe Return to Work d. Take an active role in developing his/her individual Early & Safe Return to Work program e. Communicate any concerns to the workplace supervisor so that potential problems can be resolved immediately f. Ensure that other scheduled activities, such as physiotherapy or doctor s appointments, do not interfere with the return to work. Following an Injury: a. The injured employee will be provided a FUNCTIONAL ABILITIES FORM (FAF) who will give the form to the attending medical professional. b. The FAF will indicate that the Town has Early & Safe Return to Work program and will request the medical professional to identify the capabilities and restrictions of the employee. c. The employee will have a FAF completed with each subsequent visit to the medical professional, until such time as he/she returns to full duties. d. Regular contact between the employee and the Department Head or their designate is to be maintained throughout the employee s recovery period, with a weekly meeting to review progress and to determine any revisions to the return to work agreement. Early & Safe Return to Work Implementation: 1. After the medical professional has listed the abilities and restrictions on the Functional Abilities Form, the Department Head or their designate and the employee will meet to discuss what work options are available, those being, in order of priority: (a) A modified pre-injury job (b) Another suitable job 19

20 2. It may be necessary to modify the pre-injury job on a temporary or permanent basis, to accommodate the employee s physical restrictions and this may include, but not be limited to: (a) The regular job/tasks that have been changed, redesigned or physically modified. (b) A reduction in time (i.e. fewer days per week or fewer hours per day than normal) (c) A reduction in volume of work performed (d) Assistance from another co-worker for more difficult tasks 3. If the pre-injury job cannot be modified to accommodate the injured employee s needs, alternate jobs may be considered. (a) The employee s previous work history (b) Transferable skills 4. When neither the pre-injury job nor an alternate job is appropriate, other suitable jobs may be considered. 5. Other suitable jobs are defined as those jobs within the capacity of the worker and pose no health or safety risks to him/her, but may be different from the pre-accident job. Program Monitoring: 1. The injured employee will be monitored closely, while on an Early & Safe Return to Work program and will be expected to report any difficulties he/she has being reported and will be evaluated by the Department Head and the Human Resources Manager. 2. The ESRTW Form should be used to list the goals and objectives and document the worker s progress over the length of the program. 3. When monitoring an injured worker s participation, the following factors should be considered: (a) Attendance (b) Productivity (c) Accuracy (d) Ability to increase speed (e) Ability to improve efficiency 4. The Early & Safe Return to Work program will be analyzed for effectiveness on an annual basis by Senior Management and revised accordingly. TRAINING PLAN As part of employee specific orientation. POLICIES/LEGISLATION WSIB Act APPENDICES Employee Job Specific Orientation Checklist Worker Functional Abilities Form 20

21 Employee Orientation Program SECTION OF MANUAL Health & Safety SUBJECT Employee Orientation Program OBJECTIVE EFFECTIVE DATE DD/MM/YY 01/09/10 INDEX HR HS To ensure all employees are informed of the required levels of safe, healthy and productive performance. DEFINITIONS None PROCEDURES / GUIDELINES EMPLOYEE ORIENTATION PROGRAM Scope: This procedure applies to all new or transferred employees and employees who have been away from the workplace for more than 6 months. Note: This does not negate the responsibility of Supervisor/ Managers to update employees on any new hazards, procedures or hazard control methods due to their absenteeism regardless of the duration of absence. Responsibilities: The CAO is responsible for: Ensuring that this procedure is developed, established, maintained and evaluated. The CAO and SENIOR MANAGEMENT are responsible for: Conducting an annual meeting where the following activities will form part of the agenda: Reviewing and updating orientation procedures for all jobs based on health & safety Ensuring that the orientation activities are being completed Ensuring that written records are being maintained Evaluating the entire program by analyzing records to identify trends and making recommendations for correction and continuous improvement Scheduling orientation training and time frames SUPERVISOR/MANAGERS are responsible for: Notifying the Senior Management of the need to update or revise orientation topics, procedures or forms. Conducting job specific orientation, as required. Forward any training sign-offs or other records of training to the Human Resources office for filing. The HUMAN RESOURCES DEPARTMENT is responsible for: Filing all employee training documentation. Maintaining an up-to-date training matrix of all employee training. 21

22 EMPLOYEES are responsible for: Ensuring that they attend any orientation training Asking the trainer or their Supervisor for assistance whenever having difficulty understanding or applying the training received. Following and applying the rules procedures, programs and other directions received during the training. Report any hazards promptly to their Supervisor. Procedure: New (non-management) employees will receive Worker General Orientation, as set out in the attached checklist, Worker General Orientation Checklist. This training will be arranged by the Human Resources department. New (non-management) employees will receive Job Specific Orientation as set out in the attached checklist, Job Specific Orientation Checklist - Worker. This training will be arranged by the respective Head of the Department or their designate. New Management employees will receive Management Orientation, as set out in the attached checklist, Management Orientation Checklist. This training will be arranged by the Human Resources department. New Management employees will receive Job Specific Orientation as set out in the attached checklist, Job Specific Orientation Checklist - Management. This training will be provided by the respective Head of the Department or their designate. Transferred employees will receive orientation as per specific circumstances based upon previous orientation received, familiarity with the new department, previous training and formal documented training. Training will be scheduled following verification of skills using the Job Specific Orientation Worker or Management, as appropriate. Employees returning to work after an absence of 6 months or greater will receive review training as appropriate and set out in the attached checklists Orientation Review Training Worker or Orientation Review Training Management. This training will be provided by the respective Department Head or their designate. TRAINING PLAN All employees shall receive Orientation Training at the time of hire and thereafter following any absence exceeding six months. Refresher training shall be conducted every 4 years thereafter POLICIES/LEGISLATION Occupational Health and Safety Act R.S.O APPENDICES Orientation Checklist-General-Management, Orientation Checklist-General-Worker, Orientation Checklist-Job Specific-Management, Orientation Checklist-Job Specific-Worker 22

23 First Aid Procedures and Reporting SECTION OF MANUAL Health & Safety SUBJECT First Aid Procedures And Reporting OBJECTIVE EFFECTIVE DATE DD/MM/YY INDEX HR HS 01/09/10 To ensure injuries are reported promptly, injuries are properly documented. WSIB legislation is met and first aid supplies are maintained. DEFINITIONS None PROCEDURES / GUIDELINES Scope: This procedure applies to all employees. Responsibilities: The EMPLOYER is responsible for: 1. Ensuring that first aid is given immediately. 2. Ensuring that there is a record of the first aid treatment/advice given to the worker. 3. Provide immediate transportation to a hospital, a doctor s office, or the worker s home, if necessary. 4. Complete WSIB Form 7, Employer s Report of Injury/Disease, if the worker gets health care and returns it to the WSIB within 3 days. 5. Asking the injured worker to sign the form Completing the employer section of a Functional Abilities Form (FAF) and ensuring that it is received by the treating medical professional and that the worker s signed consent to the release of the functional abilities information is attached. 7. Pay full wages and benefits for the day or shift on which the injury occurred. 8. Co-operate in the worker s early and safe return to work. 9. Ensuring that this work instruction is communicated to all employees at General Health and Safety Orientation training. SENIOR MANAGEMENT are responsible for: Ensuring that this procedure is established and maintained. SUPERVISORS are responsible for ensuring that: Adequate personal protective equipment is available for performing this task. Workers performing this task understand the potential hazards and are familiar with control procedures. WORKERS are responsible for: Following this work instruction and reporting any and all potential hazards to their Supervisor. 23

24 Procedure: Any injury, no matter how slight, may lead to serious complications if not attended to promptly. It is therefore imperative that all injuries be reported to the supervisor as soon as possible and that appropriate treatment is immediately rendered. The Supervisor/Manager shall ensure that all injuries receive prompt first aid attention. Note: The injury does not have to be reported to the Workplace Safety and Insurance Board unless further professional medical treatment is sought; the employee loses time from work or is unable to perform all of their regular duties in excess of seven days due to the injury. Serious injuries shall be treated as soon as possible by a physician. The supervisor shall ensure that transportation is provided to the treatment facility or the worker s home if required. The Supervisor/Manager of the injured worker shall confer with the worker on the transportation option i.e. ambulance, taxi, employee vehicle, injured driving etc. This decision will be based upon severity of injury and the injured worker s choice. In the event that the worker determines that they do not wish to have medical attention the supervisor will confer with the worker to determine if they can continue working in regular or modified work based upon the severity of the workers restrictions and the tasks to be completed. All Town workplaces shall be provided with properly equipped and prominently displayed first aid station or rooms in accordance with WSIB First Aid Regulations. All Town owned vehicles and other mobile equipment will contain a properly maintained first aid kit. The respective Department Head shall ensure that adequate personnel to cover all operational shifts are trained in first aid, that a trained first aider works in the location of the first aid kit and that they hold a valid Standard First Aid Certificate, as described by the First Aid Regulation. A copy of the WSIB poster, Form 82 shall be posted at all times in all workplaces where it will be noticed by workers. First aid boxes and their contents shall be inspected by the supervisor or their designate on a monthly basis and the inspection shall be recorded on the inspection form contained therein. The supervisor shall ensure that any first aid materials that have been used are promptly replaced. Workers shall report the usage of any first aid materials promptly to their respective Supervisor. TRAINING PLAN As part of Worker and Management Orientation POLICIES/LEGISLATION WSIB Regulation 1101 APPENDICES First Aid Supplies Checklist 24

25 General Health and Safety Rules SECTION OF MANUAL Health & Safety SUBJECT General Health And Safety Rules OBJECTIVE To ensure general safety rules are known and followed DEFINITIONS None EFFECTIVE DATE DD/MM/YY INDEX HR HS 01/09/10 PROCEDURES/GUIDELINES Scope This procedure applies to all employees. Responsibilities CAO is responsible for ensuring that these rules are established and maintained. SENIOR MANAGEMENT is responsible for ensuring that employees are provided training in these rules SUPERVISORS are responsible for ensuring that employees follow these rules. WORKERS are responsible for following these rules. General Health And Safety Rules 1. Follow instructions; don't take chances. If you don't know, ask. 2. All personnel will be familiar with and comply with all applicable legislation contained in the Occupational Health and Safety Act and Regulations. 3. Report immediately to your Supervisor any hazardous conditions or practice or any defective equipment. 4. Keep your work area clean and orderly. Put everything in its proper place. Disorder causes injury and wastes time, energy and material. 5. Whenever you or the equipment you operate is involved in an accident, regardless of how slight, report it immediately. Get first aid promptly. 6. Know the precise location of first aid equipment, firefighting equipment, fire exits, and emergency procedures for all areas that you work in. 7. Use the proper tools for the job and use them safely. 8. Use, adjust, alter, and repair equipment only when authorized. 9. Wear approved personal protective equipment as directed. Ask your Supervisor for any personal protective equipment that you may require. Always return used or worn P.P.E. to your Supervisor for replacement. 10. Don't horseplay; avoid distracting others. 11. When lifting, bend your knees, grasp the load firmly, and then raise the load keeping your back as straight as possible. If the load looks too heavy to lift by oneself, it probably is. Get help and co-ordinate the lift. 12. Any person under the influence of, or in possession of any alcoholic beverages or drugs will not be permitted to work and may be subject to discipline, up to and including discharge. 13. Obey all rules signs and instructions. Get to know and apply all job specific rules. TRAINING PLAN As part of employee Orientation POLICIES/LEGISLATION None APPENDICES Worker and Management General Orientation Checklist 25

26 Hazards Reporting Procedure SECTION OF MANUAL Health & Safety SUBJECT Hazards Reporting Procedure OBJECTIVE EFFECTIVE DATE DD/MM/YY 01/09/10 INDEX HR HS To identify and promptly address hazardous conditions and practices. DEFINITIONS For the purpose of this procedure, the term Supervisor can be interpreted to mean any Management representative. PROCEDURES / GUIDELINES Scope This procedure applies to all employees. Responsibilities CAO is responsible for ensuring that this procedure is established and maintained. SENIOR MANAGEMENT is responsible for ensuring that employees are provided training in hazards reporting SUPERVISORS are responsible for ensuring that employees follow this procedure and report potential hazards. WORKERS are responsible for following this work instruction and reporting potential hazards. Responsibilities: The responsibility to report a hazardous condition or practice is not only a moral duty but a legal one as well. The Occupational Health and Safety Act requires all employees to report hazardous conditions observed to their Supervisor. It is the responsibility of the Supervisor to appropriately address all reported hazards. PROCEDURE: At the Town of Huntsville we require that the following procedures be followed to ensure that appropriate attention is given to hazardous conditions or practices. 1. Employees are to use Hazardous Condition/Practice Reports to notify your Supervisor in writing of any hazards or potential hazards. We encourage you to be as specific as possible about the location of the condition or practice and the specific concern that needs to be corrected. If you know what corrective measures need to be taken, please indicate them on the form. If you believe the condition or practice poses imminent danger to anyone, please notify your Supervisor immediately and provide him/her the hazard report form after your verbal report. 2. Upon receipt of any Hazardous Condition/Practice Reports, Supervisors must investigate, analyze the nature of the hazards, and complete the bottom portion of the report form. 3. Supervisor/Managers are to develop a plan to resolve the concern consistent with the seriousness of the hazard. Supervisors will ensure that corrective action is completed, review the effectiveness of the corrective action and will report the completion to the Employee initially issuing the report and any other Employees who may be affected by the change. Hazard Codes And Resolution Timing A hazard is a condition or practice likely to cause permanent disability, loss of life or body part, and/or extensive loss of structure, equipment or material. A hazards must be dealt with immediately and may require equipment to be locked out or the area ribboned off until repaired. Supervisors must report any A hazards identified to the Department Head upon receipt. 26

27 B hazard is a condition or practice likely to cause serious injury or illness (resulting in temporary disability) or property damage that is disruptive, but less severe than Class A. B rated hazards must be dealt with by remedial action on the day they are identified. C hazard is a condition or practice likely to cause minor (non-disabling) injury or illness or nondisruptive property damage. C hazards may require a Maintenance Work Order issued and a requested deadline should be provided and followed up to ensure item is corrected within a reasonable time frame. D hazard is a general housekeeping, sanitation issues or other miscellaneous items. D hazards are to be completed in a reasonable time frame and may require a Maintenance Work Order. TRAINING PLAN As part of Orientation Training of all Employees with periodic review POLICIES/LEGISLATION Section 28 of the Occupational Health and Safety Act APPENDICES Hazard Condition / Practice Report Form 27

28 Housekeeping Procedures SECTION OF MANUAL EFFECTIVE DATE DD/MM/YY Health & Safety 01/09/10 SUBJECT INDEX Housekeeping Procedures HR HS OBJECTIVE To ensure that proper housekeeping standards in the workplace are maintained by all employees. DEFINITIONS None PROCEDURES / GUIDELINES Scope: This procedure applies to all employees. Responsibilities: SENIOR MANAGEMENT is responsible for: Ensuring that this procedure is established and maintained. SUPERVISORS are responsible for ensuring that: Adequate personal protective equipment is available for performing housekeeping activities. All workers understand the potential hazards and are familiar with housekeeping procedures. WORKERS are responsible for: Following this work instruction and reporting any and all potential hazards to their Supervisor. Procedure: TRAINING PLAN As part of employee orientation POLICIES/LEGISLATION-None All employees have roles and responsibilities and shall follow the standards and participate in the housekeeping program. All employees shall keep their personal work area clean and free of dirt, debris and clutter. Receptacles are available for waste and debris. Cleaning and removal of waste, debris, and dust is being performed regularly. Tools, cords, and other materials are not strewn about where they may cause tripping or other safety hazards. Electrical power vaults, switch and generator rooms or enclosures, and other similarly dangerous areas shall be properly identified and kept locked, or otherwise made inaccessible except to authorized persons who are qualified to safely enter or perform work in such areas. Locker rooms, wash rooms, toilets, lunch rooms and other similar facilities are maintained in a sanitary condition. Every building shall be kept in such a state of repair and maintenance so as not to endanger the health and safety of any employee. Nothing shall be left stored in any passageway, or travelled area, in a manner that may endanger the health and safety of persons. Stairways, aisles, corridors, and passageways must remain free of extraneous material and debris and are not used for storage. APPENDICES Employee Job Specific Orientation Checklist - Worker 28

29 Ladder Safety SECTION OF MANUAL Health & Safety SUBJECT Ladder Safety OBJECTIVE EFFECTIVE DATE DD/MM/YY INDEX HR HS 01/09/10 To ensure that users of ladders are aware of the potential hazards, how to effectively inspect ladders and take the proper precautions to control the hazards DEFINITIONS None PROCEDURES / GUIDELINES RESPONSIBILITIES: The CAO is responsible for: Ensuring that this procedure exists and the details contained herein are maintained. Ensuring that all persons required to carry out this procedure are adequately trained in this procedure and are capable of carrying out the details assigned to them in this procedure. SENIOR MANAGEMENT is responsible for: Ensuring that ladders are purchased that are suitable for the tasks being completed and are CSA approved. SUPERVISORS are responsible for: Ensuring that defective ladders are removed from service or repaired prior to further use. Ensuring that workers follow this procedure. Ensuring that the right ladder is selected for the task being performed. WORKERS are responsible for: Reporting all injuries immediately no matter how slight or incidents having the potential to cause harm immediately to their respective Supervisor. Following the details of this procedure. Ensure the workplace and the ladder being used is inspected prior to setup and selected according to the task being undertaken. LADDER HAZARDS INCLUDE: Falls from ladders Struck by materials falling from ladders Housekeeping Lifting heavy ladders Contact with electricity Muddy footwear Attempting to carry material in your hands while using a ladder Improper set-up Weather or work area conditions Ladder condition 29

30 PROCEDURES: Inspect the ladder before use including: Rungs - condition Loose parts Uprights, braces, and rungs Hinge and spreaders stops working Wooden parts damage, rot, splinters Non-slip safety feet Ladder stable when set Extension locks Rope condition Inspect the work area Solid ground Flat ground/surface placement Strong winds Traffic Housekeeping in area Muddy conditions Location to tie off Electrical exposure Step Ladder Precautions Never use a step ladder as a straight ladder Lock the stepladder spread the legs to their limit and ensure the braces are locked Do not use two step ladders as a scaffold or straddle two step ladders Do not stand on the top platform Do not use on steps or boxes or other unsafe surfaces Level the surface where the ladder cannot be set safely Tag and remove defective ladders Straight Ladder Precautions Use the right ladder for the job ladder length must reach three feet above landing surface Get help when moving heavy or long ladders Do not use on steps or boxes or other unsafe surfaces Place the ladder one foot back for each four feet up Do not lean against a round or unstable surface Secure the top of the ladder where required Face the ladder when ascending or descending Maintain 3 point contact - Hoist materials or attach them to a belt. Do not carry materials in your hands Make sure that only one person at a time is on the ladder Don t over reach beyond the side rails of a ladder 30

31 In aisles or where there may be the danger of traffic, have someone hold the ladder or place orange warning cones in area around ladder Level the surface where the ladder cannot be set safely Ladders must be secured at the top and the bottom when used between levels of any structure When sections of ladders are extended, the overlap must not be less than 3 feet or 1 mere or 3 ladder rungs Do not work from either of the two top rungs of any ladder or from any rung above the tie down Tag and remove defective ladders TRAINING PLAN Included with Workplace Specific Orientation POLICIES/LEGISLATION Regulation 851 APPENDICES N/A 31

32 Lifting Procedure SECTION OF MANUAL Health & Safety SUBJECT Lifting Procedure OBJECTIVE EFFECTIVE DATE DD/MM/YY INDEX HR HS To ensure proper precautions are taken to prevent injuries when lifting. DEFINITIONS None PROCEDURES/GUIDELINES Scope This procedure applies to all employees. Responsibilities The CAO is responsible for ensuring that this procedure is established and maintained. 01/09/10 SENIOR MANAGEMENT is responsible for ensuring that employees are provided training in lifting procedures and that workplace design and equipment purchases minimize lifting tasks SUPERVISORS are responsible for ensuring that employees follow this procedure and use proper lifting techniques. WORKERS are responsible for following this work instruction and taking appropriate precautions to prevent lifting related injuries. Prior to Lifting Always check before lifting to see if mechanical aids such as hoists, lift trucks dollies or wheelbarrows are available. Get help with heavy or awkward loads. Assess the weight of the load. Identify the weight of the load. Be sure that you can lift the load without over-exertion. Be sure that the load is "free" to move. Check that the planned location of the load is free of obstacles and debris. Be sure that the path to the planned location of the load is clear. Grease, oil, water, litter and debris can cause slips and falls. Particular handling and lifting techniques are needed for different kinds of loads or materials being handled (for example, compact loads, small bags, large sacks, drums, barrels, cylinders, sheet materials like metal or glass). Do not lift if you are not sure that you can handle the load safely. 32

33 General Lifting Tips Prepare for the lift by warming up the muscles. Stand close to the load and face the way you intend to move. Use a wide stance to gain balance. Be sure you have a good grip on the load. Keep arms straight. Tighten abdominal muscles. Tuck chin into the chest. Initiate the lift with body weight. Lift the load as close to the body as possible. Avoid twisting and side bending while lifting. Lift smoothly without jerking. TRAINING PLAN As part of employee orientation POLICIES/LEGISLATION None APPENDICES Job Specific Orientation Checklist Worker 33

34 Office Health and Safety SECTION OF MANUAL Health & Safety SUBJECT Office Health and Safety OBJECTIVE To control exposures to office related hazards DEFINITIONS None PROCEDURES / GUIDELINES EFFECTIVE DATE DD/MM/YY 01/09/10 INDEX HR HS Scope: This procedure applies to all employees. Responsibilities: SENIOR MANAGEMENT is responsible for: Ensuring that this procedure is established and maintained. SUPERVISORS are responsible for ensuring that: Workers performing office related tasks understand the potential hazards and follow appropriate control procedures. WORKERS are responsible for: Following this work instruction and reporting any and all potential hazards to their Supervisor. Procedure: Office hazards typically fall into one of following categories. Chemical Depending on the type of office environment, workers may or may not be exposed to a variety of chemicals and materials. Some examples include: perfumes or other scents cleaning products used to clean the office office chemicals such as paper toner, adhesives or other heated plastics such as those used in laminating machines. Please note: Each WHMIS controlled product in the workplace has a corresponding Material Safety Data Sheet (MSDS), For detailed information, consult the applicable MSDS. Ergonomic There are some situations where physical demands involve force, repetition, awkward postures and prolonged activities. These include: Repetitive manual operations (such as typing) Sitting for long periods of time Working in awkward positions (twisting, bending, etc). See work-related musculoskeletal disorders for more information Lifting boxes or materials may also be a concern when there is either high frequency, or when heavy boxes are lifted only occasionally Eye strain from poor lighting can also be an issue. 34

35 Physical In some situations, noise of photocopiers, ventilation, etc may be a "nuisance" and result in lack of ability to concentrate. Temperature concerns in an office environment usually involve "feeling uncomfortable". It is helpful to employee health, safety and productivity when measures are taken to reduce or eliminate such situations. Safety There are some situations where equipment and materials are in various places, electrical cords are placed in aisles, or floors are slippery from liquids, etc. The main hazards from these situations are slips, trips, falls. Equipment and materials stored overhead can also be a hazard (falling material, etc). Working with the public can put an employee at an increased risk for violence. Psychological Working with the public, or "multi-tasking" may lead to stress felt by individuals. Preventative Measures Be aware of the impact of repetitive movements (for example: keyboarding). Be aware of awkward body positions and avoid where possible. If a job requires work in an awkward position (e.g., with hands above shoulder level) or repetition, be sure to take frequent breaks. Keep all work areas clear of clutter and unnecessary equipment. All Employees must: Understand preventative steps for work-related musculoskeletal disorders Practice safe manual material handling (lifting) techniques (see section on Lifting). Know how to work alone and remain safe (see section Call-In Procedure) Follow company safety rules (see section Safety Rules). Know about WHMIS and MSDSs (see section on WHMIS) Know your hazard reporting procedures (see section on Reporting Procedures) Follow good housekeeping procedures (See section on Housekeeping) TRAINING PLAN As part of Ergonomics Training POLICIES/LEGISLATION OHSA APPENDICES Employee Job Specific Orientation Checklist Worker 35

36 Health and Safety Promotion SECTION OF MANUAL Health & Safety SUBJECT Health & Safety Promotion OBJECTIVE EFFECTIVE DATE DD/MM/YY INDEX HR HS 15/05/10 To ensure that the health and safety program and other health and safety information is effectively communicated to all employees. POLICY Promoting Town Health and Safety DEFINITIONS None PROCEDURES / GUIDELINES SCOPE: This working instruction applies to all employees RESPONSIBILITIES: FREQUENCY: The CAO is responsible for: Ensuring that an effective communications system of the health and safety program and other on and off the job health and safety activities is developed, implemented and maintained. SUPERVISORS are responsible for ensuring that: Promotion and communicating the health and safety program and on and off the job health and safety activities. WORKERS are responsible for following this work instruction and: Attending information sessions as required. Recommending topics of interest. Communication of health and safety information will be arranged and completed on a monthly basis or more frequently depending on local needs. METHODS OF COMMUNICATIONS: Newsletters Group Meetings Training Sessions s Safety Talks Department Head Address Meetings Pre-shift Meetings Posters Hand-outs 36

37 POTENTIAL TOPICS: Ergonomics Road Safety Sun Safety West Nile Virus H1N1 and other Influenzas Wellness and Fitness All Terrain Vehicle Safety Trail Safety Hand Tool Safety Chainsaw Safety and Tree Falling Storm Safety Power Interruptions Personal Health and Safety DOCUMENTATION: Copies of any activities will be forwarded to the Human Resource office for filing. Meetings are to be recorded in writing. Safety Talks and Pre-shift meetings are to be recorded in writing with an attendance list. Training sessions are to have a training sign-off with curriculum details included. Handouts, s or newsletters shall have one copy forwarded to the Human Resource office for filing. TRAINING PLAN As part of Management Workplace Specific Training POLICIES/LEGISLATION N/A APPENDICES N/A 37

38 Reversing Vehicle Procedure SECTION OF MANUAL EFFECTIVE DATE DD/MM/YY Health & Safety 15/05/10 SUBJECT INDEX Vehicle Reversing Procedure HR HS OBJECTIVE To establish safe procedures for the reversing of vehicles where the line if sight of the intended path of travel is restricted. POLICY It is the policy of the Town to ensure that all employees and other pedestrians are protected from the potential hazards of a reversing vehicle. This procedure is established to meet this responsibility and it is expected that all employees will follow all the details of this policy to meet that end result. DEFINITIONS None PROCEDURES / GUIDELINES SCOPE This procedure applies to all employees driving Town vehicles and other heavy equipment that are registered commercially or are driven on a construction site or have limited visibility when reversing. RESPONSIBILITIES The Chief Administrative Officer is responsible for: Ensuring that this procedure exists and the details contained herein are maintained. SENIOR MANAGEMENT are responsible for: Ensuring that back up beepers are maintained on all vehicles Ensuring that work route are designed, such that it reduces the need to reverse vehicles Ensuring that all persons required to carry out this procedure are adequately trained in this procedure and are capable of carrying out the details assigned to them in this procedure. Supervisors are responsible for: Workers are responsible for: Ensuring that workers follow this procedure Reporting incidents having the potential to cause harm immediately to their respective Supervisor Following the details of this procedure Planning their route so that it reduces the need to reverse their vehicle. PROCEDURE It is the policy of the employer that a vehicle being used for employer business not be reversed when the line of sight of the intended path of travel is restricted unless: 1. An employee, other than the driver of the vehicle, is available to direct the vehicle along its intended path of travel. 38

39 2. If such an employee is not available the driver of the vehicle, shall, before reversing: (a) Perform a circle check of his vehicle ensuring a clear path of travel at the time of the circle check (b) Check both side view mirrors carefully to detect any possible changes from the time of the circle check (c) Move slowly backward constantly checking side view mirrors, and sounding the horn at regular intervals. 3. Employees are expected to plan their route and park their vehicle in such a manner as to reduce as much as possible the requirement to reverse vehicles. ANNUAL TRAINING PLAN All employees who operate vehicle shall be trained in this procedure with a refresher course every 3 to 4 years. POLICIES/LEGISLATION Ontario Construction Regulation 213/91 Sec. 104 APPENDICES n/a 39

40 Safe Material Storage SECTION OF MANUAL Health & Safety SUBJECT Safe Material Storage OBJECTIVE EFFECTIVE DATE DD/MM/YY INDEX HS # Here 01/09/10 To ensure that material placed, stored, and removed from temporary or permanent storage locations is handled such that it will not tip, fall, collapse or be a hazard to any persons, equipment, property or the environment. DEFINITIONS None PROCEDURES / GUIDELINES Scope: This procedure applies to all employees in all departments. Responsibilities: SENIOR MANAGEMENT is responsible for: Ensuring that this procedure is established and maintained. SUPERVISORS are responsible for ensuring that: Adequate personal protective equipment is available for performing this task. Workers performing this task understand the potential hazards and are familiar with control procedures. WORKERS are responsible for: Following this work instruction and reporting any and all potential hazards to their Supervisor. Procedure: MATERIAL STORAGE: All materials must be stored or moved without endangering the safety of any worker. Materials must be stacked or piled in a manner that will prevent collapsing, rolling, tipping or falling. Where cylindrical objects are stored on their sides, they must be piled symmetrically with each bottom row wedged to prevent movement. If barrels or drums are piled on their ends, there must be parallel planks in between each row. Material stored in offices shall be stored in such a manner as to prevent collapse and material shall not be stored on office floors where they could be a trip or fall hazard. CHEMICAL STORAGE: Flammable liquids shall be stored in a flammable liquid storage cabinet. Where flammable liquids are dispensed, the containers and dispensing equipment shall be grounded. All hazardous material shall be stored in sealed containers having appropriate labels so that they can be identified as to contents and potential hazards. When handling hazardous materials, proper personal protective equipment shall be used. Material Safety Data Sheets (M.S.D.S.) for all chemicals being stored or handled in the workplace shall be available to any employee. EQUIPMENT STORAGE: Equipment should be stored in an orderly fashion so that it is readily accessible. Equipment shall not be stored in a manner that may cause chemical damage, unusual wear or deterioration of the equipment. TRAINING PLAN-According to the schedule of Workplace Specific Orientation (Annually) APPENDICES-Employee Job Specific Orientation Checklist - Worker 40

41 Violence and Harassment Control Program SECTION OF MANUAL HEALTH AND SAFETY SUBJECT Violence and Harassment Control Program EFFECTIVE DATE, DD/MM/YY 07/06/2010 INDEX HEALTH AND SAFETY POLICY OBJECTIVE To ensure that all employees of the Town of Huntsville remain protected from harassment and violence in the workplace and to describe the protection measures to effect control DEFINITIONS Workplace Harassment A course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome. Workplace Violence the exercise of physical force or an attempt to exercise physical force by a person against a worker in a workplace that causes or could cause physical injury to a worker. Reprisal is defined as any act of retaliation, either direct or indirect. POLICY The Town of Huntsville is committed to building and preserving a safe working environment for its employees. In pursuant of this goal, we will not tolerate acts of harassment and/or violence against or by any employee. As such, this policy prohibits physical or verbal threats, intimidation or psychological innuendo, or violence in the workplace to minimize risk of injury or harm resulting from violence to any employee. Town employees are prohibited from engaging in any violent or harassing behavior towards others. Any physical, verbal, or visual act as defined above that threatens, intimidates, creates fear, or has the purpose of interfering with an employee s job duties, or similarly creates an intimidating, hostile, offensive or poisoned work environment, is prohibited. This policy does not include the actions of the employer in carrying out discipline or performance management in accordance with the appropriate policies and human resources best practices of the municipality and generally accepted human resources best practices. 1) Reporting and Investigating a Complaint 2) Timing a) Informal Process Individuals who believe they are being harassed are encouraged to let the offender know that his/her behaviour is unwelcome. The individual may wish to resolve the matter with the alleged harasser directly by such a measure. b) Formal Process Where the individual does not wish to bring the matter directly to the attention of the person responsible, or is concerned that it may not resolve the issue, or that it may escalate the situation, or where such Approach is attempted and does not produce a satisfactory result, the following steps should be followed in reporting a harassment complaint. Complainants are encourage to file a complaint immediately after an alleged incident of harassment or violence. nevertheless, we are aware that such a timely response may not always be possible, due to humiliation or fear. Individuals who believe that they have experienced harassment or violence should lodge a complaint within 24 hours following an alleged incident. Base upon the individual circumstances, this timeline may be extended at the request of the complainant; however, it is the responsibility of the complainant to provide reasons for this extension. 41

42 3) Notification of Appropriate Staff Complainants subjected to harassment or violence should report the incident immediately to their supervisor, the Human Resources Department, or any other member of management. Employees who are victim to or witness of a violent incident at work should immediately call 911 or the appropriate law enforcement personnel. The Town encourages a prompt reporting of complaints so that rapid response and appropriate action may be taken. 4) Obligation to Investigate All allegations of harassment or violence will be investigated, even if the complainant later wishes to withdraw the complaint. 5) Responsibility of Individuals Where a complaint is received, individuals covered by this policy are responsible for the timely completion of proper documentation where required by the policy and co-operating fully with the investigator(s). 6) Human Resources Assistance The purpose of human resources assistance is to act as a neutral and confidential resource to employees, managers, supervisors and directors, by providing guidance with respect to documentation and process related to acts of incidences or harassment or violence or referrals to third party investigators. 7) Reporting Integrity This policy encourages employees to express their thoughts, opinions, and feelings in regard to harassment or violence complaints. There shall be no reprisal against any employee who, in good faith, reports an incident of violence or harassment, or participates in an investigation. 8) Domestic Violence Should an employee be harassed or threatened by an individual from outside the workplace and have reason to believe this person may harm them in any way in the workplace or visit other violent harassing behavior in the workplace, the employee is required to report concerns to his or her supervisor, the Human Resources Department or any other member of management. 9) Court Orders In the event that an employee has a legal court order (e.g. restraining order, or no-contact order) against another individual, the employee may be required to notify his or her supervisor, and to supply a copy of that order to the Human Resources Department. This is required in instances where the employee strongly feels that the aggressor may attempt to contact that employee at the Town of Huntsville, in direct violation of the court order. 10) Confidentiality All records of harassment and violence reports, and subsequent investigations, are considered confidential and will not be disclosed to anyone except to the extent required by law. We will do everything we can to protect the privacy of the individuals involved and to ensure that complainants and respondents are treated fairly and respectfully. We will also protect this privacy so long as doing so remains consistent with the enforcement of this policy and in compliance with any legislation or court orders. 42

43 11) Police Intervention This Violence and Harassment Policy does not preclude the Town of Huntsville and their management or any employee from calling 911 for immediate police assistance. Incidents that constitute criminal acts (whether felony or misdemeanor) will be referred to the local police department or other policing agency. 12) Policy Violations Disciplinary or corrective action may be taken, up to and including suspension of duties or termination of employment for any violations of this policy or for failure to cooperate in any investigation. Violations of this policy may also lead to removal from the worksite or civil or criminal liability. 13) Amendments The Town of Huntsville reserves the right to amend this policy, program and procedure at any time as required. This policy will be reviewed as often as is necessary and at a minimum, annually. 14) Posting This policy shall be posted in a conspicuous place in the workplace. POLICIES/LEGISLATION n/a APPENDICES Violence and Harassment Investigation Procedure Violence Hazards Assessment, Control and Follow-Up Employee Risk Assessment Questionnaire 43

44 Work Refusal SECTION OF MANUAL Health & Safety SUBJECT Work Refusal Procedure EFFECTIVE DATE DD/MM/YY INDEX HR HS 01/09/10 OBJECTIVE To ensure that Workers' safety or health is not compromised, all rights are maintained and the legislation is followed in the event of a refusal to work due to health or safety concerns. DEFINITIONS An employee may refuse to work or do particular work where he/she has reason to believe that: (a) any equipment he/she is to use or operate is likely to endanger himself/herself or another employee (b) the physical condition of the workplace or workplace violence is likely to endanger himself/herself (c) any equipment he/she is to use, or the physical condition of the workplace, is in contravention of the Occupational Health and Safety Act, and such contravention is likely to endanger himself/herself or another employee PROCEDURES / GUIDELINES Scope: This procedure applies to all employees. Responsibilities: HUMAN RESOURCES DEPARTMENT The Human Resources Department is responsible for maintaining work refusal investigation documentation. MANAGER/SUPERVISOR: In the event of a work refusal the Manager/Supervisor will ensure that: Work refusal legislation is followed. An investigation is conducted immediately upon being notified of a work refusal. Senior Management, the JHSC Worker Representative and the Ministry of Labour is contacted, as required. All details of the work refusal are documented on the Work Refusal Form and copies are forwarded to the HR department, the Director of the department and the JHSC Worker Representative. Workers who report a work refusal remain in a safe place and are available for an investigation pending any work refusal investigation. Worker Members of the JHSC Shall attend without delay upon notification of a work refusal. Procedure: Refusal to Work - Health and Safety 1. A Worker must first have "reason to believe " that the work or particular work to be performed is likely to endanger him/herself or another Worker. 2. The Worker must report the circumstances to his/her Supervisor or employer. 44

45 3. The Supervisor must ensure that the refusing Worker remains in a safe place near his/her work station or in the event of a refusal for violence is available for investigation. 4. The Supervisor will summon an hourly representative of the J.H.S.C. who shall attend without delay. 5. The Supervisor, the J.H.S.C. representative and the refusing Worker will investigate the details of the work refusal. 6. Following the investigation or any steps taken to deal with the circumstances that caused the Worker to refuse to work, and the Worker has reasonable grounds to believe that the work or particular work continues to be likely to endanger him/herself or another Worker, he/she may continue to refuse to work and the Supervisor must notify a Ministry of Labour inspector. 7. Pending an investigator by the Ministry of Labour Inspector the worker is to remain in safe place and available for the investigation. 8. The Supervisor will notify the department head giving details of the work refusal and any steps taken for resolution. 9. 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 work place or in the part of the work place being investigated unless, the Worker has been advised of the other Worker's refusal and of his or her reasons for the refusal in the presence of the investigating J.H.S.C. representative. 10. An inspector will investigate the refusal to work in the presence of the employer representative, the Worker and the JHSC representative and following the investigation decide whether the machine, device, thing or the work place is likely to endanger the Worker or another person and give his/her decision, in writing, as soon as is practicable, to the employer, the Worker and the Worker representative. 11. The Supervisor will document all details of the work refusal on the companion form, Refusal to Work Investigation " 12. Specific legislation is contained in section 43 of the Occupational Health and Safety Act. NOTE This procedure does not include certain rights of a certified member(s) to invoke a Bilateral Work Stoppage in the event of Dangerous Circumstances, as described in Sections 44 & 45 of the Occupational Health and Safety Act. TRAINING PLAN All supervisors, managers and Joint Health and Safety Committee members will be trained in Work Refusal legislation as contained in the Occupational Health and Safety Act. All Workers will be trained in their right to refuse unsafe work. Training will commence within three months of appointment to the Joint Health and Safety Committee or as a Supervisor/Manager and Workers will be trained as part of Worker Orientation. POLICIES/LEGISLATION OHSA R.S.O APPENDICES Work Refusal Form 45

46 WHMIS Procedure SECTION OF MANUAL Health & Safety SUBJECT Workplace Hazardous Materials Information System WHMIS Procedure OBJECTIVE To control exposures to hazardous materials DEFINITIONS N/A EFFECTIVE DATE DD/MM/YY 01/09/10 INDEX HR HS PROCEDURES/GUIDELINES Scope: This procedure applies to all employees. Responsibilities: The CAO is responsible for ensuring that: This procedure is established and maintained. SENIOR MANAGEMENT are responsible for ensuring that A workplace inventory of all hazardous materials is conducted and maintained in their respective department Proper WHMIS labelling is used and maintained Piping systems and vessels are properly WHMIS labelled Material Safety Data Sheets are available and up to date for all hazardous product used or stored in their respective department Workers attend WHMIS training Workers are provided training on how to handle, use, store and dispose of any hazardous products used or stored. SUPERVISORS are responsible for: WORKERS are responsible for: Ensuring that workers using hazardous products understand the potential hazards, are familiar with control procedures and follow product precautions. Following this work instruction and reporting any and all potential hazards to their Supervisor. Reading labels and ensuring that they follow the product manufacturers instructions and precautions as listed and any work procedures to control exposure to potential hazards. SUPPLIERS are responsible for: Classifying the product Applying a supplier label Providing a Material Safety Data Sheet to the employer. THE JOINT HEALTH & SAFETY COMMITTEE is responsible for: Reviewing the WHMIS System annually. Purpose of the System Provides Information on Hazardous Materials used in Workplace Facilitates the Process of Hazard Identification Ensures Consistency of Information in all Canadian Workplace 46

47 Exclusions under WHMIS Many products are not subject to WHMIS Regulations. Exclusions include: The Explosives Act The Food and Drug Act The Pest Control Product s Act The Atomic Energy Control Act Hazardous Wastes Consumer Products/Tobacco/Manufactured Articles. Information Delivery WHMIS is communicated using the following methods: 1. Labels Supplier Labels Workplace Labels 2. Material Safety Data Sheets (MSDS) 3. Worker Education. Routes of Entry Inhalation or breathing through your nose and mouth Ingestion or swallowing through your mouth and into your stomach Absorption or soaking in through your eyes and skin Injection by syringe. Physical Forms of Hazardous Materials include: Dusts Mists Fumes Vapours Gases WHMIS Hazard Symbols Class A - Compressed Gas Any Hazardous Material that is contained under pressure including compressed gas, dissolved gas, or liquefied gas. Compressed Gas Cylinders store and transport with safety cap comply with storage restrictions DO NOT store fuel gas with oxygen secure in an upright position use in a well ventilated area use the proper type of regulator and know its history. Class B - Flammable and Combustible Material Flammable Gases Flammable and Combustible Liquids Flammable Solids Flammable Aerosols Reactive Flammable Material. Flammable Materials 47

48 Substance like Methanol, Toluene, Butane, Ethanol are considered Extremely Flammable and Require Special Precautions, as follows: Class C - Oxidizing Material Store liquids in Flammable Storage Cabinet NEVER store with oxidizers Keep away from heat, ignition sources, and direct sunlight Use static lines when transferring (known as bonding or grounding). Any Hazardous Material which causes or contributes to the combustion of another material by giving oxygen or some other oxidizing substance, whether or not it is combustible. Class D1 - Poisonous & Infectious Materials- Material causing Immediate and Serious Toxic Effects Materials which are potentially fatal or may cause permanent damage if inhaled, swallowed, or absorbed through the skin, or may burn the skin or eyes upon contact. Class D2 - Poisonous & Infectious Materials- Material causing other Chronic or Long Term Effects Material which may cause death or permanent damage as a result of repeated exposure over an extended period of time; may be an irritant to the skin, eyes, or respiratory system; may cause cancer, birth defects, or sterility. Class D3 - Poisonous & Infectious Materials- Biohazardous and Infectious Materials Class E - Corrosive Material Materials which may cause disease in humans and animals, such as viruses, bacteria, and fungi; may also include cultures and diagnostic specimens such as blood, urine, and body tissue. Material which may corrode aluminum, steel or human flesh Material which are anhydrous corrosive gases. Class F - Dangerously Reactive Material Materials which undergo vigorous polymerization, decomposition, or condensation Materials which become self-reactive under conditions of shock, or increased temperature or pressure Materials which react vigorously with water to produce a very toxic gas. 48

49 Material Safety Data Sheets The minimum information available on a Material Safety Data Sheet (MSDS) includes the following: WHMIS Labels Hazardous Ingredients Preparation Information Fire & Explosion Hazards Toxicological Properties First Aid Measures Product Information Physical Data Reactivity Data Preventative Measures Product Identifier Risk Phrase Precautionary Statement Hazard Symbol MSDS Reference First Aid Supplier Identifier TRAINING PLAN Generic every four years and workplace specific, as required.. POLICIES/LEGISLATION-OHSA, Regulation