& Jennison Construction Ltd. HEALTH & SAFETY POLICY

& Jennison Construction Ltd. HEALTH & SAFETY POLICY
&
Jennison Construction Ltd.
2015
HEALTH & SAFETY
POLICY
&
COMPANY RULES
Lavis Contracting Co. Ltd.
Frank Kling Limited.
Jennison Construction Ltd.
37462A Huron Road.
CLINTON, ONTARIO
N0M 1L0
Ph: 519-482-3694
Fax: 519-482-7886
www.lavis.ca
43067 Hydro Line,
SEAFORTH, ONTARIO
N0K 1W0
Ph: 519-527-0297
Fax: 519-527-0299
70572 Grand Bend Line,
Grand Bend ONTARIO
N0M 1T0
Ph: 519-238-8480
Fax: 519-238-2797
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Index
2015 Health & Safety Policy Statement……………………………………………………………..…………………………………………….7
2015 Environmental Policy Statement……………………………………………………………………………………………..………………8
Assignment of Responsibility..............................................................................................................................9
General Safety Rules……………………………………………………………………………………………………………………………………..10
Disciplinary Action & Corporate Disciplinary Policy…………………………….…………………………………………………………..…11-12
Respectful Workplace & Workplace Discrimination Policy …………………………………………………………………………………13
Preventing Violence and Harassment in the Workplace………………………………………….…………………………………………14-21
Filing a Harassment Complaint Procedure…………………………………………………………………………………….…………………22-23
Alcohol and Drug Policy…………………………………………………………………………………………………………………………………24
Smoking in the Workplace…………………………………………………………………………………………………………………………..…25
Backing in Vehicles……………………………………………………………………………………………………………………………………….26
Hand-Held Electronic Devices……………………………………………………………………………………………………………………..…27-28
Vehicles and Equipment……………………………………………………………………………………………………………………………..…29-30
Joint Health & Safety Committees (JHSCs)………………………………………………………………………………………………….….31-33
Personal Protective Equipment……………………………………………………………………………………………………………………...34-37
Using Proper Eye Protection…………………………………………………………………………………………………………………….……38-39
Fall Arrest Harness………………………………………………………………………………………………………………………………….……40
Hot Weather Work Plan, Training Policy, and Spring Startup…………………………………………………………………………....40
Health & Safety Orientations…………………………………………….…………………………………………………………………………..41-42
Health & Safety Training……………………………………………………………………………….………………………………………………43-45
Traffic Control………………………………………………………………………………………………………………………………………………46-47
W.H.M.I.S…………………………………………………………………………………………………………………………………………………...48
Operation & Training…………………………………………………………………………………………………………………………………….49
Fall Protection, Chainsaw Operation, Crane Signaling, Nuclear Density Gauge, Confined Space……………………………49
Compressed Air Equipment……………………………………………………………………………………………………………………………50
General Lockout and Tagging Policy……………………………………………………………………………………………………………….51-52
Safe Work Practices Policy……………………………………………………………………………………………………………………………..53
Housekeeping……………………………………………………………………………………………………………………………………………….54
Defective Tools…………………………………………………………………………………………………………………………………………….55
Open Cut Excavation Work…………………………………………………………………………………………………………………………….56
Power Line Safety………………………………………………………………………………………………………………………………………...57
Propane and Temporary Heating…………………………………………………………………………………………………………………….58
Welding and Cutting………………………………………………………………………………………………………………………………………59
Use of Tiger Torches……………………………………………………………………………………………………………………………………..60
First Aid………………………………………………………………………………………………………………………………………………………..61-62
Fall Arrest Plan and Procedure………………………………………………………………………………………………………………………..63
Rescue Plan at Gravel Pit Ponds………………………………………………………………………………………………………………………64
Vehicles – CVOR Maintenance Program……………………………………………………………………………………………………………65
Qualifications for Vehicle Operation, Vehicle Operating Rules……………………………………………………………………………..65
Trucks – Backing up and Dumping……………………………………………………………………………………………………………….....66
Fuel Spills and Leaks……………………………………………………………………………………………………………………………………...66
Mobile Fueling of Equipment Policy………………………………………………………………………………………………………………….67
Administrative Policies – Starting your career with Lavis, Kling or Jennison………………………………………………………....68
Sick/Personal Leave Policy, Bereavement Time and Ending Your Career………………………………………………………………68-69
W.S.I.B and Return to Work…………………………………………………………………………………………………….........................70-71
Subcontractors & Broker Trucks……………………………………………………………………………………………………………………….72
Disclaimer & Summary…………………………………………………………………………………………………………………………………….73
W.H.M.I.S Symbol Table………………………………………………………………………………………………………………………………...74
Excavator Hand Signals…………………………………………………………………………………………………………………………………..75
Hoisting Hand Signals……………………………………………………………………………………………………………………………………..76
Emergency Response Plan…………………………………………………………………………………………………………………………….…77
Emergency Contact Numbers…………………………………………………………………………………………………………………...Back Cover
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THIS BOOK BELONGS TO:
Name: _________________________________Employee #_____________
Date Received: _______________________________________________
WELCOME TO
LAVIS CONTRACTING CO LTD.
FRANK KLING LTD.
JENNISON CONSTRUCTION LTD.
Lavis Contracting Co. Ltd., specializes in: Hot Mix Asphalt, General Contracting, Reconstruction,
Winter Road Maintenance, Cold In-Place Recycling; a full range of Aggregate services, Concrete
Services, C.C.I.L. approved laboratory services, and bridge/culvert installation/repairs. We also
recycle Asphalt, Concrete and Aggregates from all of our projects!
Frank Kling Limited and Jennison Construction Ltd., specializes in: Aggregate Production, Aggregate
Washing Facilities, Masonry Sand and Specialty Aggregate Supply.
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BOOKLET ACKNOWLEDGEMENT SHEET
EMERGENCY CONTACTS
In case of an emergency, please notify:
Date:____________________________
Name (Print):____________________________________
Employee # _____________
Name: ________________________________________________
Address: ______________________________________________
Address: ____________________________________________________
City/Town: __________________________________________________
Phone Number: _________________________________________
Cell Number: _________________________________________
Work Number: _________________________________
Postal Code: __________________
Relationship to me: ______________________________________
Phone Number: _______________________________________________
Cell Phone Number: ___________________________________________
I received a copy of Lavis Contracting Co. Limited's “Health & Safety Policy and Company Rules”
Booklet. (2015 Revision)
I have read or had this booklet explained to me and agree to abide by the rules and regulations
contained therein.
Name: ________________________________________________
Address: ______________________________________________
Phone Number: _________________________________________
Cell Number: _________________________________________
Work Number: _________________________________
Signature: __________________________________________________
Supervisor Signature: _________________________________________
Relationship to me: ______________________________________
HEALTH CONDITIONS
Company Name: _____________________________________________
Subcontractor/Broker
** Please notify the office if your information changes **
** Please notify the office if your information changes **
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SAFETY POLICIES AND PROCEDURES
2015 ENVIRONMENTAL POLICY STATEMENT
2015 HEALTH & SAFETY POLICY STATEMENT
Our Commitment
Our Commitment
The owner and management of Lavis Contracting is committed to working together with our
employees in the spirit of consultation and cooperation for the proper functioning of an effective
health and safety management system, recognizing that everyone has a right to a safe workplace.
The company is committed to providing a safe and healthy work environment, to preventing injuries
and illness, maintaining compliance to legislative and statutory requirements, monitoring our subcontractors, and ensuring the safety of members of the public. Lavis Contracting is committed to the
continual improvement of our health and safety management system and believes in the principles of
the Internal Responsibility System – that safety is an important part of everyone’s job.
Our Objectives
Lavis Contracting has set the following health and safety objectives for 2015:
• Achieve certification to the Certificate of Recognition (COR) program across our Ontario
Operations and maintain the certifications in Atlantic Canada.
• Reduce the number and severity of lost time injuries, medical aids, and property damage
events.
• Increase reporting of incidents, near misses, and injuries across the company.
• Improve our performance in the Early and Safe Return to Work after workplace injury
• Investigate all serious incidents and events causing injuries.
• Review the performance of our health and safety management system.
Our Actions
Lavis Contracting encourages the participation and involvement of all employees – management and
workers – to improving health and safety in our workplaces and preventinginjuries and illness. The
company will implement best industry practices where practical, maintain our properties, worksites,
vehicles, and equipment in safe working condition, provide health and safety training and orientation,
and promote health and safety on, and off, the job. Lavis Contracting will audit our health and safety
system and take corrective actions in areas needing improvement.
The owner and management of Lavis Contracting is committed to the protection of the environment,
to preventing pollution, and planning our operations to ensure the preservation and to minimize our
impact on our natural surroundings. Lavis Contracting is committed to the continual improvement of
our environmental management systems – including environmental monitoring, policies, procedures,
and practices. The company will comply with all legislated standards and regulations and will work to
ensure our sub-contractors adhere to environmental legislative requirements and Lavis Contracting’s
Environmental Policy. Lavis Contracting will ensure the proper reporting and response should our
operations negatively impact the natural environment.
Our Objectives
Lavis Contracting has set the following environmental objectives for 2015:
• Assess the environmental risks posed by our operations and implement risk mitigation
strategies for the protection of the natural environment.
• Report all spills and ensure an adequate response.
• Maintain our ISO 14001 Environmental Management System certifications.
• Recycle products that will reduce the amount of waste.
• Review the performance of our environmental management system(s).
Our Actions
Lavis Contracting encourages the participation and involvement of all workplace parties –
management, supervisors, workers, and subcontractors – to ensure environmental management
practices are incorporated into our operations. The company will implement best industry practices,
where practical, for environmental management and participate in raising awareness and educating
employees in protecting the environment. Lavis Contracting will partner with the communities we
work in and with stakeholders in our industry in the spirit of prevention.
Lavis Contracting Co. Ltd.
Per: Gordon J. Lavis & Paul A. Lavis
Lavis Contracting Co. Ltd.
Per: Gordon J. Lavis & Paul A. Lavis
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ASSIGNMENT OF RESPONSIBILITY
GENERAL SAFETY RULES
The required responsibilities outlined in these recommended safe practices apply to every day operations of Lavis Contracting Co. Ltd.
The purpose is to serve as a guide to all employees and subcontractors of Lavis Contracting Co. Ltd in the prevention of injuries to
persons employed on all construction projects.
Employees must follow the general safety rules as outlined in the Safety Policies and Procedures.
Supervisors/Foremen/Managers are responsible for communicating and enforcing the general safety rules, provincial
regulations and any customer rules with the employees on their crews, in their work areas, and in their work locations.
EMPLOYER’S RESPONSIBILITIES
1) Provide the establishment of safety policies and procedures and the enforcement thereof.
2) Provide information, instructions, training and assistance to all supervisory staff, in order to protect the health
and safety of all employees.
3) Provide ongoing safety education programs and approved first aid training courses as required.
4) Set a good example by following the safety policy and always directing or performing work in a safe manner and
provide such safety equipment to ensure the work is carried out according to the health and safety requirements.
5) Prepare and review, at least annually, a written corporate health and safety policy.
SUPERVISOR AND FOREMAN’S RESPONSIBILITIES
1) Implement, support and enforce the safety program at crew level and review safety aspects of each task through
the use of regular tailgate meetings.
2) Ensure all employees are educated to work in a safe manner and use or wear the equipment, protective devices
or clothing that are required.
3) Advise employees of potential or actual dangers and how to isolate prevent or remove them.
4) Carry out regular workplace inspections to ensure a safe and healthy environment.
5) Report accidents immediately, advise management, record facts and investigate fully.
6) Inspect tools and safety equipment and ensure that they are properly maintained.
EMPLOYEES RESPONSIBILITIES
1) Know, understand and comply with the “Occupational Health and Safety Act and Regulations”, job procedures
and company rules.
2) Report to employer or supervisor any problem with equipment or
any unsafe condition or practice that may be
a danger to you or other workers.
3) Report all accidents, near misses and injuries to your supervisor immediately.
4) Complete all required paperwork, legibly, accurately and in a timely manner. (example: Daily Activity Reports)
5) Arrive fit for work, never work under the influence of alcohol or non-prescriptive drugs while on the jobsite.
6) Never engage in any prank, practical joke or horseplay that may endanger you, a fellow worker or the public.
7) Participate in health and safety training and jobsite tailgate meetings and/or safety talks.
8) Wear the required personal protective equipment (PPE) and clothing. (E.g. reflective vests, hardhat, safety
boots, eye protection, respiratory protection, hearing protection and fall protection).
9) Ask your foreman to clarify anything you do not understand. Work procedures can be altered only by the
foreman.
10) Co-operate with fellow workers.
11) Think before you act.
12) Test before you use.
13) Look before you step or turn.
14) Clean up before you leave. Keep working areas clean and neat.
15) Never do any heavy lifting without the proper help of another worker or machinery.
16) Always be aware of moving trucks and equipment around you and your fellow workers.
17) Be sure that all vehicles have properly secured loads.
18) Remove anything that may cause someone to trip or fall.
19) Properly store all tools and equipment.
20) Harassment of any kind will not be tolerated.
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1) Failure or refusal to follow the instructions of supervision or to do your job assignment.
2) Tardy arrival or unauthorized absence. Notification of absence must be reported by or on behalf of employees
who are absent prior to the start of work on each and every day of the absence.
3) Leaving work assignment during working hours without permission.
4) Theft or misappropriation of property of employees, or of the company, or in the company’s possession.
5) Operation of machines, tools or equipment to which you have not been assigned as per your Lavis license.
6) Falsification of company records.
7) Disregard of safety rules, common safety practices and all other company policies.
8) Assaulting, threatening, intimidating, harassing, coercing, or interfering with employees or supervision.
9) Incidents, injuries or “near misses,” regardless of their nature, shall be promptly reported to your supervisor.
10) All personnel shall wear approved CSA hard hats, safety vests and safety boots on the job.
11) Clothing shall be appropriate to duties being performed. Long pants, a shirt (e.g., no tank tops are permitted)
and CSA approved work boots.
12) Safety glasses, goggles or face shields shall be worn when welding, grinding and for other operations where eye
protection is required.
13) Smoking is permitted only in designated areas. “Strike Anywhere” matches are prohibited.
14) Running is not permitted anywhere, except in the case of extreme emergency.
15) Hand tools shall not be used for any purpose other than that intended. Any tools or equipment that is damaged
or has worn parts shall be locked and tagged out and promptly repaired or replaced.
16) Only authorized personnel shall operate power tools, with guards furnished by the manufacturer in place.
17) All electrical hand tools shall be grounded or double insulated.
18) Explosive/powder actuated tools shall be used only by persons who have been instructed and trained in their safe
use.
19) Compressed gas cylinders shall be secured in an upright position.
20) Possession or use on the job of intoxicating beverages or unauthorized drugs is strictly forbidden and constitutes
grounds for termination.
21) Riding on equipment is prohibited. No person shall ride any hook, hoist or other material handling equipment,
which is used strictly for handling material and not specifically designed to carry riders.
22) Authorized personnel shall carry out welding and burning operations only, with the appropriate protective
equipment.
23) Horseplay, fighting, gambling, and possession of firearms are strictly forbidden on the job and constitute grounds
for termination.
24) No employee shall work on Saturdays/Sundays unless management has authorized it.
25) Soliciting or collecting contributions, distributing literature, written or printed material, posting or removal of
notices, signs or writing on Company premises without the specific approval of management.
26) The making or publishing of false, vicious or malicious statements concerning any employee, any member of
supervision, the Company or its products.
27) Abusive language to other employees or supervision.
28) Fighting.
29) Throwing refuse or objects on the floors or out of the windows
30) Failure to complete all required paperwork, legibly, accurately, and in a timely manner. (Example: Daily Activity
Reports).
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DISCIPLINARY ACTION
All employees will be subject to disciplinary action for the following offences but not limited to, while on company
property or during the performance of your job:
• Flagrant safety violations, which do or could endanger life or damage company property
• Fighting or engaging in any “horse play”.
• Unauthorized possession of firearms, other weapons, or explosives.
• Removing without authority, destroying or tampering with any safety device, sign or signal.
•
•
•
•
Unauthorized use of first aid supplies and safety equipment or other equipment or property.
•
Failure to report workplace injury, incidents, occupational illness within the designated timelines, as well as failure
to report motor vehicle collisions to the immediate supervisor.
Under the influence of alcohol or drugs, or in the possession of alcohol or drugs.
Smoking outside of the “Designated Smoking Area”
Not wearing required personal protective equipment (PPE) or equipment when it is a requirement of the job/task
at hand.
Disciplinary action related to health and safety and the company safety rules will be carried out following the Corporate
Discipline Policy (HR-14, Rev. 0).
CORPORATE DISCIPLINE POLICY
Purpose
1. Verbal Warning: An employee will be given a verbal warning when a problem is identifiedthat justifies a
verbal warning based on any unacceptable behaviour. Verbal warnings will be documented and placed in the
employee’s personnel file and will remain in effect for a minimum of twelve months.
2. Written Warning: A written warning is more serious than a verbal warning. A written warning will
be issued when an employee engages in conduct that justifies a writtenwarning or the employee engages
in unacceptable behaviour during the period that a verbal warning is in effect. Written warnings are
maintained in an employee’s personnel file and remain in effect for a minimum of twelve months.
3. Suspension/Last Chance Agreement: A suspension without pay is more serious than a written
warning. An employee will be suspended when he or she engages in conduct that justifies a suspension or the
employee engages in unacceptable behaviour during the period that a verbal or written warning is in effect.
An employee’s suspension will be documented and, regardless of the length of the suspension issued, will
remain in effect for a minimumof twelve months following the suspension period. Generally following a
suspension, an employee will be reprimanded then sent home for the day on Last Chance Agreement. This is
intended to help the employee decide whether he or she should continue employment with the company. If
the employee returns, he or she will be expected to follow the company guidelines, policies, compliances, and
procedures and continue their employment without interruption.
4. Termination: An employee will be terminated when he or she engages in conduct that justifies
termination or does not correct the matter(s) that resulted in less severe discipline.
While the company will generally take disciplinary action in a progressive manner, it reserves the right, in its
sole discretion with the approval of senior management, to decide whether and what disciplinary action will
be taken in a given situation.
The purpose of this policy is to clarify Lavis Contracting and related company and business units
(“company”) discretionary progressive discipline policy and to identify and address employee and
employment related issues. This policy applies to any and all employee conduct that company
management, in its sole discretion, determines must be addressed by discipline. No discipline policy
can be expected to address each and every situation requiring corrective action that may arise in the
workplace. Therefore, the company takes a comprehensive approach regarding discipline and will
attempt to consider all relevant factors at its sole discretion before making decisions regarding
discipline.
Most often, employee conduct that warrants discipline results from unacceptable behavior, poor
performance, or violation of the company’s policies, practices, compliances or procedures. However,
discipline may also be issued for conduct that falls outside of those identified areas. Equally important,
company management need not resort to progressive discipline, but may take whatever action it
deems necessary to address the issue at hand. This may mean that more or less severe discipline is
imposed in a given situation. Likewise, some company policies like sexual harassment and attendance,
contain specific discipline procedures.
Progressive discipline may be issued to employees even when the conduct that leads to more
serious discipline is not the same that resulted in less severe discipline. That is, violations of
different rules shall be considered the same repeated violations of the same rule for the
purposes of progressive action.
Probationary employees are held to the highest standards for behavior and job performance.
Progressive discipline is the exception rather than the rule for probationary employees.
Principles
When applied, company management will normally adhere to the following progressive disciplinary
process, in whole or in part at its sole discretion:
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RESPECTFUL WORKPLACE POLICY
Lavis Contracting Co. Ltd is committed to fostering a supportive and respectful work environment that ensures dignity for
all of its employees. In this environment, all employees and visitors to our facilities will be respectful of each other. Lavis
Contracting Co. Ltd expects all of its employees to act in a professional manner when interacting with other contractors,
owners, consultants, other employees or the public at large.
All Lavis Contracting Co. Ltd employees share responsibility to sustain a respectful work environment and to grow and
develop a workplace where diversity is naturally valued, respected and which is absent of discrimination. A respectful
work environment recognizes the individual and unique value of each employee and enables him or her to contribute to
his or her fullest potential, leading to employee and customer enthusiasm.
WORKPLACE DISCRIMINATION POLICY
Lavis Contracting Co. Limited, in accordance with its corporate values and the Human Rights Code prohibits any form of
discrimination in the workplace, including direct discrimination, discrimination because of association and systemic
discrimination. Lavis Contracting Co. Limited’s policy applies to discrimination in any aspect of employment, including, but
not limited to recruitment, promotion, self-nomination, training, job transfer, receipt of benefits, dismissal, lay-off,
performance evaluation and working conditions.
Harassment in the workplace is a form of discrimination and is contrary to Lavis Contracting Co. Limited’s corporate
values and prohibited by law. Harassment means being subject to any conduct or comment by a supervisor or co-worker
that is known or should reasonably be known to be unwelcome, that denies individual dignity and respect on the basis of
any of the grounds of discrimination prohibited by law. Derogatory comments, jokes, and taunts about individual’s age,
ancestry, citizenship or nationality, colour, ethnic/national origin, language or linguistic origin, pregnancy, race, record of
offences, religion or creed, sex, sexual orientation, or any other prohibited ground are all forms of harassment.
Workplace discrimination and workplace harassment are unacceptable and the policy of Lavis Contracting Co. Limited is to
deal with incidents of discrimination and harassment with seriousness and sensitivity. Anyone found in violation of these
policies may be disciplined up to and including discharge, depending upon the circumstances involved.
PREVENTING VIOLENCE AND HARASSMENT IN THE
WORKPLACE
Policy
At Lavis Contracting, the physical and mental health, safety, security, dignity, self-respect and well-being of our
employees, managers, contractors, and other visitors, including vendors, suppliers and members of the general public – is
very important. Employees and other internal and external stakeholders have a right to work and conduct their business
at Lavis without fear of violence or anything that would disrupt our safe and respectful workplace and place of business.
Violence, intimidation, harassment and bullying in any form will not be tolerated on Lavis premises, at any Lavis event or
while conducting Lavis business, for any reason whatsoever. We acknowledge our responsibility to support and assist
persons subject to violence and harassment and that appropriate action will be taken, whether such conduct is
perpetrated by an employee, manager, contractor, or a member of the public. Unless otherwise noted, in this Policy,
references to "employees" also include such individuals as managers, executives, contractors, agency employees, and in
some cases could also potentially include consultants.
Preventing Workplace Violence
Lavis Contracting recognizes that there is a potential for workplace violence to occur. We also acknowledge that physical
and emotional harm can often arise out of acts of violence. Every effort will be made by the Company to identify possible
sources of violence and to implement procedures to eliminate or minimize the risk created by such situations. Any acts of
violence or threats of violence in the workplace are unacceptable and will give rise to disciplinary action, up to and
including termination of employment. The Company is committed to the prevention of workplace violence and to
responding appropriately if workplace violence does occur. All managers, employees and contractors are responsible for
creating and maintaining a safe work environment free from violence, threats and intimidation. Workplace violence
includes, but is not limited to, the following types of conduct:
• Actual and attempted acts of physical violence, including actions such as hitting, punching, slapping or kicking.
•
Threats of physical violence or intimidation. Sexual assault.
•
Other acts of physical aggression, such as the deliberate destruction of or damage to property, especially where such
actions are meant to intimidate one or more individuals. Employees who are victims of violent incidents in the
workplace are advised to consult a physician for treatment and/or referral for counseling. We will not discriminate or
retaliate against an employee because he or she has been or is perceived to be a victim of workplace violence.
Workplace Violence Prevention Program
Lavis Contracting has taken specific measures to implement this Preventing Violence and
Harassment in the Workplace Policy. These measures are referred to as our Workplace Violence Prevention Program. The
Program includes specific measures and procedures to control risks of workplace violence, as identified in the section on
the “Workplace Violence Risk Assessment” below. Such measures include the following:
• Implementing procedures for summoning immediate assistance when workplace violence occurs or is likely to occur.
•
Implementing procedures for reporting incidents of workplace violence.
•
Implementing procedures for investigating and dealing with alleged incidents of workplace violence.
•
Reporting and investigation procedures are detailed below under "What to do in Cases of Violence or Harassment."
Workplace Violence Risk Assessment
We have conducted a workplace violence risk assessment and will reassess the risks of workplace violence as often as
necessary. The results of these assessments are communicated to affected employees and to the Joint Health and Safety
Committee/Health and Safety Representative. The risks of violence which are assessed relate both to the potential for
violent acts perpetrated by employees as well as by visitors and members of the public.
Individuals with a History of Violence
Under the applicable Health and Safety Act, the company has an obligation to warn employees of the identity and
personal details of an individual with a history of violent behaviour where there is a risk of workplace violence being
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perpetrated by that person. Such information will only be provided where the employees concerned could reasonably be
expected to encounter that person at work, and where the risk of workplace violence is likely to expose those employees
to injury. Confidentiality will be maintained wherever possible. Information which relates to potentially violent individuals
will be shared with employees on a need to know basis. Employees are therefore expected to maintain confidentiality
where they are in receipt of this type of sensitive personal information.
Workplace Violence Awareness Training
Lavis requires all new employees as part of their Orientation program to review the Preventing Violence and Harassment
in the Workplace Policy. In addition, where we identify specific risks pertaining to your position, work location or shift,
you will be provided with additional guidance and instruction. From time to time, we will also conduct training or provide
referrals for one or more specific individuals where they require anti-violence awareness or anger management training
as part of a Corrective Action Plan, or as identified through training needs analysis. Training sessions can/will be
conducted as part of Fall Safety Training sessions and Spring Start-up training sessions (if applicable). Training can
include a review of the policy and procedure, a safety talk, a PowerPoint presentation, etc. and can be performed by:
Supervisors, Managers, Human Resources Representatives, Safety Department Representatives, or other appropriate
personnel.
Robbery/Fighting/Violent/Illegal Acts
Lavis Contracting urges you not to get involved in any actions meant to thwart or deter a robbery, violent act or other
serious criminal activity while on Lavis property or while conducting Lavis business. If you do encounter such activities, do
not try to stop the robbery, violent act or crime. As soon as you and your co-workers are safe, notify your immediate
supervisor/manager or a member of the management team immediately. If a fight breaks out in the workplace, do not try
to physically intervene. Instead, notify your supervisor/manager immediately. All serious criminal activities must be
reported immediately to the proper authorities.
Domestic Violence
Domestic violence, which affects people of all ages and all ethnic, racial, religious, educational and socioeconomic
backgrounds, is defined as violent, threatening or extremely coercive behaviour perpetrated by one partner in a current
or formerly intimate relationship on the other. Domestic violence includes, but is not limited to, the following types of
behaviour:
• Actual or threatened physical violence or harm, up to and including incidents of serious assault and even homicide.
•
Sexual assault (forcing someone into sexual activities against their will is a crime even where the parties are married
to one another).
•
Stalking and other forms of harassment and intimidation.
•
Threats of harm or actual harm perpetrated against others (e.g., the victim's children, friends, family, co- workers,
etc.).
•
Damaging, destroying, or threatening to destroy, property belonging to the victim or individuals who are closely
associated with the victim.
Domestic violence is a crime. While psychological, financial and emotional abuses are not crimes per se, such conduct is
also unacceptable. The same can be said for extremely controlling behavior (e.g., controlling what the victim wears, not
allowing him or her to see certain people, leave the house or socialize with others, limiting the victim's right to free
speech, etc.). At Lavis Contracting, we have the utmost respect for your privacy and do not wish to intrude into the
personal lives of our employees. However, where we are aware of the existence of domestic violence, or where such
violence is suspected, and the consequences of domestic violence are likely to spill over into the workplace, we have a
legal and moral obligation to intervene in the interests of the individual concerned and other employees. Our obligations
are:
• To take measures protecting the employee who is a victim of domestic violence from his or her current or former
partner while at work;
•
To protect other employees from acts of domestic violence occurring in the workplace; and
•
To warn other employees of the identity and personal details of an individual with a history of violent behaviour
where there is a risk of workplace violence being perpetrated by that person.
Information on potentially violent individuals includes, but is not limited to, the identities, personal histories and
descriptions of current or former partners of Lavis employees. Violent, intimidating or abusive conduct in the workplace
will not be tolerated — including violence at the hands of one's current or former spouse or partner. Lavis Contracting
aims to help ensure that the workplace remains free from the dangers of domestic violence and abuse. In order to
facilitate this, we have implemented several specific measures designed to help combat domestic violence. We are also
prepared to take other measures to help individual employees, either on request of that individual, or where it becomes
clear that there is a likelihood of that person becoming a victim of domestic violence in the workplace.
Company Responsibilities
Some of the measures we have implemented to help combat domestic violence include:
• Developing a Preventing Violence and Harassment in the Workplace Policy, which addresses domestic violence and
the Company’s responsibilities with respect to domestic violence and actions an employee can take in situations
where he or she is a victim of domestic violence.
•
Ensuring that the concerns of employees who report incidents of domestic violence are taken seriously, that such
information is shared only with other employees who need to know about these issues, and that appropriate
measures are taken to minimize the possibility of acts of domestic violence occurring in the workplace.
•
Performing a violence risk assessment of our premises and our business and implementing security measures
designed to combat violence in the workplace.
On request of an employee, or where it becomes clear to management that there is a potential for acts of domestic
violence to occur in the workplace, the Company is also prepared to take some or all of the following measures, as
appropriate:Notifying reception of the identity and/or description of an abuser, with the direction that under no
circumstances will that individual be allowed to contact the employee while he or she is at work.
• Banning an individual from the premises and calling the police if necessary.
•
Moving an employee's workstation to a less public and/or more secure area of the building. Removing an employee's
name from Lavis Contracting telephone directory.
•
Providing a security escort to an employee's vehicle or to public transit.
•
Changing an employee's mailing address, emergency contact details and home telephone number, and ensuring that
such information remains confidential.
•
Allowing for changes in hours, flexible hours, time off and job-protected leaves of absence where required for
reasons connected with the issues of domestic violence and abuse.
•
Reassigning the employee to a different work location, or, where possible, to a noncustomer facing role.
•
Providing information to other employees about an individual with a history of violence where those employees are
likely to encounter that person in the course of their work and where there is risk of physical injury.
Actions Employees Can Take
Employees who find themselves in the unfortunate position of being victims of domestic violence and abuse can take
actions to protect themselves. Help is available. Some of the things you can do include:
• Summon immediate assistance – by raising these concerns directly to a co-worker, a lead hand, an immediate
supervisor, and/or a manager.
•
Talk to friends and family about your concerns. Inform your manager and/or Human Resources.
•
Talk to your doctor or obtain the advice of a family lawyer.
•
Contact a shelter or organization [e.g., Victim Crisis Assistance and Referral Services
(VCARS) or the Victim Support Line (VSL)], or contact our Employee Assistance Program (EAP). Preserve evidence of
instances of abuse and note dates and times of specific incidents.
Call the police. Domestic violence is a crime, as is criminal harassment (i.e., "stalking"). In addition to possibly
arresting the abuser, police officers are trained to provide guidance, support, assistance and referrals to victims of
domestic violence and criminal harassment.
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Obtain a peace bond or a restraining order against the abuser from a court. If you are married, you may also be able
to obtain an order from a court granting you exclusive possession of the family home.
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Apply to a court to have access to children denied to the abuser where the children are also victims of domestic
violence and/or abuse. Where domestic violence impacts children, it is also a good idea to inform your child's school
or daycare provider.
Consider basic personal security measures such as moving, obtaining an unlisted telephone number, changing locks,
purchasing an alarm system, obtaining a cell phone, avoiding isolated areas, taking a self-defense course, etc.
Preventing Workplace Harassment
While Lavis Contracting Preventing Violence and Harassment in the Workplace Policy is not meant to stop free speech or
to interfere with everyday social relations, harassment can be distinguished from normal, mutually acceptable socializing
in that it is offensive, insulting, intimidating, hurtful and malicious. It creates an uncomfortable work environment and has
no place in employment relationships.
Guiding Principles
What one person finds offensive, others may not. Generally, harassment is considered to have taken place if the person
knew, or ought to have known, that the behaviour is unwelcome.
For the purpose of this Policy, retaliation against someone for invoking this Policy, for participating and cooperating in any
investigation under this Policy, or for associating with a person who invoked this Policy, will be treated as a form of
workplace harassment in itself.
Our Policy applies to all our employees, managers and contractors, and extends to all Lavis activities, including lunches
and social gatherings (whether on or off-site).
It is both your responsibility and ours to keep each other informed of matters that infringe upon these rights. These
matters must be brought to the attention of your supervisor/manager.
While harassment is usually based on an ongoing pattern of abuse, in some instances a single incident can be sufficiently
serious to constitute harassment.
In the interests of being respectful and sensitive towards victims of workplace harassment, confidentiality will be
maintained wherever possible. Exceptions will only be made where disclosure is necessary for the purposes of conducting
a proper investigation or taking appropriate disciplinary/corrective measures, or where required by law or the principles of
natural justice.
Workplace harassment includes, but is not limited to:
• Workplace bullying, which includes making rude, degrading or offensive remarks, discrediting the person, spreading
rumors, ridiculing him or her, humiliating the person, calling into question their convictions or their private life,
shouting abuse, etc.
•
Sexual or racial harassment, or harassing someone based on any ground prohibited by human rights legislation,
including race, color, sex, sexual orientation, pregnancy, civil status, age, religion, political convictions, language,
ethnic or national origin, social condition or disability.
Refusing to speak to or work with someone or treating that person differently because of their ethnic or racial
background, sexual orientation, social condition, religion, political convictions, first language, etc.
While harassment in any form will not be tolerated, we have specific guidelines below dealing with three types of
workplace harassment: (1) sexual harassment; (2) racial/ethnic harassment; and (3) workplace bullying. The inclusion of
specific guidelines must not, however, be taken to mean that we will ignore other forms of harassment. At Lavis , all
allegations of harassment in the workplace will be taken seriously, regardless of the identity of the victim, the grounds for
the harassment, or whether such harassment is perpetrated by a person's manager, co-worker, subordinate, or by a
supplier, consultant, or member of the general public. As an employee, manager or contractor with the Company, you
have certain responsibilities in our workplace.
Workplace Harassment Prevention Program
At Lavis Contracting, the following measures are part of this Preventing Violence and Harassment in the Workplace Policy
and Workplace Harassment Prevention Program:
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Implementing procedures for reporting incidents of workplace harassment.
•
Implementing procedures for investigating and dealing with alleged incidents of workplace harassment.
•
Reporting and investigation procedures.
Workplace Harassment Awareness Training
Lavis Contracting requires all new employees as part of their Orientation program to receive workplace harassment
awareness training. In addition, refresher sessions may be conducted for all employees or referrals provided for one or
more specific individuals where they require antiharassment awareness training as part of a Corrective Action Plan or as
identified through training needs analysis.
Training sessions can/will be conducted as part of Fall Safety Training sessions and Spring Start-up training sessions (if
applicable). Training can include a review of the policy and procedure, a safety talk, a powerpoint presentation, etc. and
can be performed by: Supervisors, Managers, Human Resources Departments, Safety Department representatives, or
other appropriate personnel.
Sexual Harassment
Lavis Contracting is committed to providing our employees with a work environment free from sexual harassment. All
employees have the responsibility to conduct themselves accordingly. Sexual harassment is against the law. Lavis
Contracting promotes “zero tolerance” towards sexual harassment. Examples of sexual harassment include, but are not
limited to:
•
Gender-related comments about an individual's physical attributes, mannerisms or characteristics. Unwelcome
physical contact such as patting, touching, pinching, petting, etc.
•
Suggestive or offensive remarks.
•
Unwelcome propositions of physical intimacy. Gender-related verbal abuse, threats or taunting.
•
Leering.
•
Bragging about sexual prowess.
•
Demands, for dates or sexual favours; making promotions or perks contingent upon the granting of sexual favours.
•
Negative consequences (e.g., firing, demoting or assigning unpleasant work) as a result of spurned advances or a
relationship gone sour.
•
Offensive jokes or comments of a sexual nature about an employee. Displays of sexually offensive pictures.
•
Unwelcome questions or discussions about sexual activities.
•
Sexual assault (this is also considered to be a type of workplace violence).
•
Unwelcome language related to gender.
Both male and female employees can be victims of sexual harassment, which can be perpetrated by members of the
opposite sex as well as those of the same sex. While incidents of sexual harassment are often characterized by an
imbalance of power in the workplace, this is not necessarily always the case, with a harasser's co-worker and even his or
her manager sometimes being the victim.
Racial/Ethnic Harassment
Examples of racial or ethnic harassment include, but are not limited to:
• Unwelcome remarks, jokes or innuendos about a person's racial or ethnic origin, color, place of birth, citizenship or
ancestry.
•
Displaying racist or derogatory pictures or other offensive material.
•
Insulting gestures or practical jokes based on racial or ethnic grounds which create awkwardness or embarrassment.
•
Refusing to work with someone because of his or her racial or ethnic origin.
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Workplace Bullying
What to do in Cases of Violence or Harassment
Workplace bullying usually consists of repeated incidents or a pattern of behaviour that is intended to intimidate, offend,
belittle or humiliate a particular person or group of people. Many bullies attempt to assert some type of power over their
victims through inappropriate aggression, and therefore may or may not be in a position of formal authority over their
victims. While there is a fine line between "strong management" and bullying, most reasonable and objective bystanders
know bullying when they see it. Bullying can have many negative effects on the individual concerned, including stress,
feelings of helplessness, fear, low productivity, physical illness and anxiety. It can also negatively impact an organization
in terms of staff turnover and employee retention, and reduced morale and productivity. Therefore, Lavis Contracting
does not tolerate workplace bullying in any form. Managers, employees and contractors who engage in such conduct will
be subject to disciplinary action, up to and including termination of employment. Workplace bullying (also known as
"psychological harassment") includes, but is not limited to, the following types of conduct:
Violence and harassment can occur both at and away from the actual work site, as long as there is some connection with
the work relationship. Instances of workplace violence and harassment include those which occur during business travel,
at off-site conferences and training, and at work-related social gatherings, etc. In this Policy, "complainant" normally
refers to the person who is the victim of the alleged violence or harassment, but can also refer to another individual who
files a complaint on behalf of the victim, such as a witness or the victim's supervisor, manager or colleague. "Respondent"
refers to the person who has allegedly committed acts of violence or harassment. The process described below applies to
complaints of either violence or harassment, except where otherwise indicated. All claims of workplace violence and
harassment will be dealt with fairly, promptly and confidentially.
Roles and Responsibilities
Everyone has a role to play in preventing workplace violence and harassment and in dealing with such allegations when
they do occur. Some of the specific roles and responsibilities of the relevant stakeholders are detailed below.
•
Character assassination; spreading rumors, gossip and innuendo, especially that which is malicious, hurtful and
untrue.
•
Social isolation; ostracizing or ignoring an individual.
Employees and Contractors
•
Violence, intimidation or threats of violence.
•
Deliberately undermining someone or stopping that person from completing his or her work.
To treat everyone in the workplace with dignity and in a manner that is respectful and free of violence, threats,
intimidation and harassment.
•
•
Belittling an employee's work or achievements or constantly taking credit for that person's accomplishments;
removing responsibilities and accountabilities without reason.
•
To make changes to their own behaviour where they become aware that there is potential for such behaviour to
harm, intimidate, threaten or cause offence to others.
•
Constantly changing work requirements and/or standards.
•
To refuse to accept violent or harassing behaviour from others, regardless of whether that behaviour is perpetrated
by one's manager or co-workers, or by a supplier or member of the public.
•
Assigning unreasonable duties or workload to an employee.
•
•
Assigning demeaning and/or insulting work.
•
Establishing impossible deadlines designed to set up an employee for failure.
To intervene and/or report instances of inappropriate behaviour on the part of others which could amount to
workplace violence or harassment immediately to their supervisor of manager or alternatively directly to the Human
Resources Department.
•
Withholding necessary information or deliberately giving false information.
•
To be supportive of others who are victims of workplace violence or harassment.
•
Making or forwarding offensive jokes, especially when the jokes are directed towards that person or to an identifiable
group to which that person belongs.
•
To cooperate fully with any and all workplace violence and harassment investigations.
•
Spying on someone, stalking the person, sabotaging or tampering with his or her equipment or belongings, or
otherwise invading that person's privacy.
•
Regularly shouting or using profanity, especially when directed towards the individual concerned.
•
Constantly or persistently criticizing an individual; regularly criticizing someone in public.
•
Unwarranted, unjust or unreasonable punishment; constantly threatening someone with being fired where
termination is not warranted.
•
Falsely accusing an employee of misconduct, criminal activities or harassment.
•
Continuously blocking reasonable requests for training, leaves or transfers.
•
Engaging in online or "cyber" bullying.
Unless an individual has been unfairly singled out for especially harsh treatment, workplace bullying generally does not
include situations such as the following:
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Holding people accountable for their performance through the provision of routine coaching and
feedback, fair and objective performance appraisals, (performance
improvement/corrective action) plans, or through appropriate and justifiable disciplinary action.
Providing fair and reasonable constructive feedback or evaluation of the work completed by a colleague
or a direct report.
A manager assigning additional work of a reasonable scope and quantity to his or her direct reports, or
requesting an employee to work reasonable overtime hours when required.
Minor differences of opinion and/or the occasional workplace conflict which does not get out of hand.
Occasionally showing slight frustration or annoyance, where such behavior is justified and displayed in a
respectful manner with no threat of violence, intimidation or other reprisals.
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Supervisors and Managers
•
Ensure all employees receive training on this Policy and the Filing a Harassment Complaint
Procedure (e.g., during new hire orientation and fall safety training/spring start-up training).
Ensure that all employees are fully aware of and understand the consequences associated with any breach of this
Policy.
To maintain a workplace free from violence and harassment.
•
To take allegations of violence or harassment seriously and follow-up appropriately.
•
To maintain confidentiality wherever possible.
•
To be familiar with the requirements of the Preventing Violence and Harassment in the Workplace Policy.
•
To be aware of the signs of workplace violence and harassment and be prepared to intervene when appropriate.
•
To refer victims or perpetrators of violence or harassment to appropriate resources where applicable.
•
To set a good example and maintain a high standard of conduct in all dealings with others.
•
Complainants/Victims of Violence or Harassment
•
In cases of harassment, to clearly inform the harasser that his or her behaviour is unacceptable and that it must stop
immediately. In cases of violence or in other cases where the complainant is not comfortable informing the
respondent personally, this may be done by a manager or member of the Human Resources Department to whom
the incident is reported.
•
To preserve evidence and document dates, times and the names of any witnesses, as well as any attempts to resolve
the situation.
•
To cooperate fully with any and all workplace violence or harassment investigations.
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Respondents/Employees Accused of Violence or Harassment
•
To cooperate fully with any and all workplace violence or harassment investigations.
•
To preserve evidence related to instances of alleged violence or harassment, documenting dates, times and the
names of any witnesses - especially that which would help prove that any alleged incidents did not occur, or that
such events did not constitute violence or harassment.
FILING A HARASSMENT COMPLAINT PROCEDURE
Filing a Complaint
1. Complaints of workplace violence or harassment should be filed as soon as possible. All allegations of violence and
harassment will be taken seriously. It will be difficult time investigating or proving allegations where a complaint is
not filed within one year (some provincial legislation does not allow complaints of workplace violence after 12
months).
Human Resources Department
•
Ensure all employees receive training on this Policy and the Filing a Harassment Complaint Procedure (e.g., during
new hire orientation and fall safety training/spring start-up training).
•
To assist managers and employees in investigating allegations of workplace violence and harassment. To inform
employees and managers of their rights and responsibilities and of their right to obtain legal advice and/or
representation from a qualified lawyer independent from the Company.
•
To mediate workplace disputes involving workplace harassment, where appropriate, to facilitate the finding of a
mutually acceptable solution.
•
To assist employees in filing complaints of workplace violence and harassment.
2. Where there is an extremely urgent and/or life-threatening situation in the workplace, particularly with regard to
serious violence, the most important concern is the immediate safety and well-being of affected employees,
contractors, visitors and other individuals. Depending upon the situation, immediately call the police, fire department
or paramedics, summon medical attention, or secure the location or evacuate the premises. Your safety and security
is of paramount importance.
3. Wherever possible it is important to let a harasser or abuser know right away that his or her behavior is unacceptable
and that it must stop immediately. In many cases of harassment, the person may not even be aware that his or her
behaviour is inappropriate. A simple warning from the person on the receiving end of such conduct or comments may
be enough to correct the problem. Documentation is extremely important, even if the problem appears to have been
resolved, but especially if the harasser does not stop or if the violence or harassment is serious and justifies a formal
complaint. Where an employee is not comfortable communicating directly with the harasser or abuser, or if efforts to
resolve the situation between the parties have been ineffective, the employee has the option of speaking with his or
her supervisor or manager, or contacting the Human Resources Department. At that point, the employee can either
file a complaint, or have his or her manager or a Human Resources Representative speak with the perpetrator.
To provide referrals and information about assistance that may be available through the Employee Assistance
Program.
Investigators

To carry out fair and impartial investigations into allegations of workplace violence and harassment. An
investigator is a specially trained person who is appointed to investigate a formal complaint of workplace violence
or harassment. An investigator would normally be a member of the Human Resources Department or a neutral
third party.
Joint Health and Safety Committee/Health and Safety Representative
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To be informed where incidents of workplace violence occur which result in personal injury. Wherever possible, the
identities of the individuals concerned will be protected.
•
To participate in an investigation where there is a work refusal as a result of workplace violence. To obtain the results
of workplace violence risk assessments.
•
To provide recommendations in relation to policies, procedures and programs with regard to the prevention of
workplace violence and harassment.
•
To respond to employee concerns related to workplace harassment or bullying.
4. All incidents involving workplace violence must be reported to the employee's supervisor or manager, or to the
Human Resources Department; even if the complainant believes that the problem has been resolved satisfactorily. If
the employee does not wish to file a formal complaint of violence or harassment, the problem may be resolved
informally or mediated with the assistance of a Human Resources Representative, or through discussion with a
supervisor or manager.
5. Many disputes involving workplace harassment in particular can be successfully resolved through informal discussion
and dialogue or some form of mediation.
6. If allegations of violence or harassment are serious, if efforts to resolve a dispute informally prove to be unsuccessful,
or if the employee wishes to do so from the outset, a formal complaint can be filed.
Formal Complaints Include:
•
Filing a written complaint for internal investigation by filling out and submitting a Workplace Violence and Harassment
Incident Report Form.
•
Any employee, manager or contractor who feels that he or she has been the victim of workplace violence or
harassment has the option of filing a formal written complaint. Such complaints are filed using a Workplace Violence
and Harassment Incident Report Form, available from your supervisor, the Human Resources Department, or through
the Connect – Intranet SharePoint Site. Completed forms, which must be signed and include details of the alleged
incident(s), can be submitted to your immediate supervisor or manager, or to the Human Resources Department.
Where the respondent is your immediate supervisor, you may submit the complaint to the next level of management.
Investigations
All formal complaints of workplace violence and harassment will be taken seriously by supervisors, managers and the
Human Resources Department. If it is determined that an investigation is required, it will be handled by a senior member
of the management team/Human Resources Representative or by an external investigator. The purpose of an
investigation is to gather evidence and interview both parties to the dispute as well as any witnesses. All relevant
information will be gathered, including dates, times and the details of any alleged incidents. It is our intention to conclude
investigations as soon as possible and to give anyone accused of workplace violence or harassment an opportunity to
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provide a defense to the allegations. Both complainants and respondents have the right to seek independent legal advice
and/or representation with respect to any investigation, and will be notified in writing of the outcome of the investigation.
ALCOHOL & DRUG POLICY
Disciplinary/Corrective Action
Purpose
Once it is determined that workplace violence or harassment has occurred, disciplinary/corrective action will be taken as
required under the circumstances, having regard to a variety of factors including, but not limited to:
• The seriousness of the complaint;
• The impact on the complainant;
• The persistence of the conduct in question;
• The respondent's disciplinary record;
• The degree and aggressiveness of any physical contact;
• The wishes of the complainant;
• The degree, if any, to which the respondent misled a person investigating the incident; and ・ The degree of a
respondent's willingness to cooperate and to change his or her behaviour.
Lavis Contracting reserves the right to take disciplinary/corrective action in the absence of a specific complaint, or where
a complaint is initiated by a person other than the victim.
Confidentiality
The existence of complaints, both informal and formal, and any details pertaining to such complaints will be kept in
confidence, except where disclosure of information is required to investigate the complaint, where such information is
necessary for the respondent to defend against such allegations, or where we are required by law to do so, for example,
as part of an investigation conducted by a law enforcement agency.
False and Unsubstantiated Complaints
No disciplinary action or reprisal can be made against a complainant who acts in good faith and exercises his or her rights
under this Policy and under the law, even if the complaint turns out to be false, impossible to verify or if the behavior
complained of does not amount to violence or harassment. A reprisal against such a complainant is itself a form of
harassment and will not be tolerated. However, a false accusation made by a person who knows it to be false may also
amount to harassment and would be subject to the procedures outlined above.
Complaints Involving Suppliers, Visitors or Members of the Public
Harassment and violence that may be perpetrated by and against people who are not employees of Lavis Contracting.
This includes, but is not limited to, individuals such as contractors, suppliers, visitors, or other members of the public.
Wherever possible, this Policy will be posted conspicuously in locations visible to those individuals. Contractors,
consultants and other vendors would normally be required to accept and meet the terms of this Policy before the
Company does business with them. Where a [client/customer] or supplier, etc. has been asked to stop abusing or
harassing an employee and does not, Lavis Contracting employees are authorized to tell the individual that his or her
behavior is inappropriate, end telephone conversations, politely decline service or to ask the individual to leave the
premises. You must also notify your supervisor or manager if such a situation arises. If a third party is found to have
violated this Policy, the Company has a duty to take reasonable steps to protect the safety, security and dignity of
individuals affected by those actions and to resolve the situation. Remedies for these types of situations will depend on
the particular circumstances of the complaint, but may include one or more of the following sanctions:
•
•
•
•
•
•
Removing contractors, consultants or other workers who participate in harassment from the premises, and/or
terminating their contracts.
Barring the person from our facilities.
Refusing service to that person.
Notifying the police or other appropriate authorities.
Taking legal action against the individual.
In appropriate circumstances, re-assigning the complainant to avoid contact with the abuser or harasser.
The purpose of the Alcohol & Drug Policy is:
1. To promote a safe working environment for all employees by clearly defining Lavis Contracting’s position with respect
to the possession and use of alcoholic beverages and drugs.
2. To assist the Company and its employees in identifying alcohol and other drug use by employees which could
negatively impact the ability to perform at the optimal and regulated standard of safety, completely free of the
negative effects of the use of alcohol or other drugs.
3. To identify, accommodate, and assist employee’s, in appropriate circumstances, which are identified as having a drug
and/or alcohol-related dependency or disorder.
4. To implement appropriate corrective action up to and including discharge where an employee violates this policy.
5. To implement corrective measures (only in those circumstances where termination is inappropriate) which will assist
any such employees who have been identified as violating this policy in returning to their work duties with the
essential assurance that the employee will remain, while on duty, completely free of the negative effects of the use of
alcohol and other drugs.
Scope
This policy applies to all employees, including any person performing work for the Company (including an employee,
contractor, owner-operator, leased driver, casual and intermittent driver, or applicant for work) who holds a driver's
license, or is required to hold a driver's license, and who regularly or occasionally may be required by the Company to
operate a company vehicle or equipment.
This policy is intended to cover all employee classifications. Where the term “driver or driver’s” is used in this policy, it
should be interpreted as referring to all employee classifications that are of a safety sensitive nature.
All employees operating equipment within the tight confines of a plant, or operating large equipment, or working around
moving conveyor belts on the sorting lines are considered to be in safety sensitive positions.
Employees are "on duty" whenever performing work for the Company, whether on company premises, operating a
company vehicle, or otherwise. Drivers are performing "safety sensitive functions" during:
1. All time at a carrier or shipper plant, terminal, facility, or other property waiting to be dispatched unless the driver has
been relieved from duty by the employer.
2. All time inspecting, servicing, or conditioning any commercial motor vehicle or related equipment.
3. All time spent at the driving controls of a company vehicle or equipment.
4. All time, other than driving time, spent on or in a company motor vehicle (except for time spent resting in the sleeper
berth).
5. All time loading or unloading a commercial motor vehicle, supervising or assisting in the loading or unloading,
attending a vehicle being loaded or unloaded, remaining in readiness to operate the vehicle, or in giving or receiving
receipts for shipments loaded or unloaded.
6. All time spent performing the driver requirements associated with an accident.
Policy
No person under the influence of or carrying intoxicating alcoholic beverages, or illicit drugs, is to be on company
property during normal working hours – or on work-shifts. The use of intoxicating beverages during working hours,
including rest or lunch breaks, is prohibited. The use of drugs during working hours, including rest or lunch breaks, is
prohibited without written clearance from a physician that the drug will not impair the employee’s ability to work safely.
Possession of intoxicating alcoholic beverages or illicit drugs on company property or job sites is prohibited.
Failure to comply with this policy will result in disciplinary action and may result in immediate termination of employment.
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All Management & Supervisory Staff:
Responsibility
BACKING-IN VEHICLES
It is the responsibility of all management and supervisory staff to ensure that all employees are fully aware of and
understand the consequences associated with any breach of Lavis Contracting’s Alcohol and Drug policy.
Purpose
Employees
The purpose of this policy is to effectively deal with and eliminate preventable parking incidents with vehicles. All
employees must be familiar with and comply with this policy. Supervisors are responsible for enforcing this policy.
It is the responsibility of all staff to comply with this policy.
Scope
Procedures
This policy applies to all Companies and all operating divisions of Lavis Contracting.
All new employees will be required to read and acknowledge receipt of this policy and agree to the terms and conditions
by signing the acknowledgement form at the time of the orientation.
Policy Parking Company Vehicles – Driver is alone in the vehicle
SMOKING IN THE WORKPLACE
All vehicles must back into their parking spots at all times when parking. It is recommended to sound horn twice prior to
backing up. Back up slowly and with caution and check mirrors continuously to monitor potential hazards and blind spots.
In congested areas when the driver is unsure if the way is clear, the driver is to get out and do a walk around the vehicle
to ensure the way is clear before proceeding to park.
Purpose
Parking Company Vehicles – When a passenger or spotter is present
The purpose of this policy is to ensure Lavis Contracting complies with the requirements of the Act, and to ensure a safe
and healthy workplace free from the effects of second hand smoke.
Scope
This policy applies to all employees within Lavis Contracting and subcontractors, consultants and/or suppliers attending
any of Lavis Contracting’s facilities, offices and / or job sites. Vehicles are included in this definition of an “Enclosed
Workplace”.
Policy
Lavis Contracting and all its employees will comply with the requirements of provincial smoking legislation (e.g., SmokeFree Ontario Act) and/or municipal by-laws. Lavis Contracting will continue to enforce a “Smoke Free” work environment
consistent with the requirements of the Act and sound Health and Safety Practices.
All vehicles must back into parking spots at all times when parking. When a passenger or fellow employee is present, this
employee must act as a spotter/signal person during the parking process. The spotter/signal person is to position
themselves in a safe position and maintain visual and verbal communication with the driver throughout the entire parking
process.
Personal Vehicles Parked on Lavis Property
All personal vehicles parked at any Lavis owned or operated facility must back into their parking spots when parking. All
employees are advised to follow the parking protocols for Parking Company Vehicles when parking their personal vehicles.
Exemption
The only exemption to this policy is for vehicles that either require to be seasonally (i.e. in the winter) plugged in, or
plugged in for operational reasons. Lavis Contracting insists on strict adherence to this policy, and employees in violation
will be subject to disciplinary action up to and including dismissal.
Protection of Employee’s Rights
Some legal requirements provide for the protection of employee’s rights, including that:
No employer or person acting on behalf of the employer shall take any of the following actions against an employee
because the employee has acted in accordance with or has sought the enforcement of the smoking in the workplace
legislation:
1.
2.
3.
4.
Dismissing or threatening to dismiss the employee
Disciplining or suspending the employee, or threatening to do so
Imposing a penalty upon the employee
Intimidating or coercing the employee
Individuals can be prosecuted and convicted for violations by government agencies, even if the corporation has not been
prosecuted or convicted.
Responsibilities
All employees are required to familiarize themselves with, and comply with, the scope of this policy. It is everyone’s
responsibility to comply with this policy. It is the Supervisor’s responsibility to enforce the policy and ensure employees
are aware of the policy. The Safety department and Human Resources department assist in developing and interpreting
the policy. The Corporate Services Department will ensure that appropriate signage is erected in Lavis Contracting
facilities in compliance with legislation, including signage indicating where the “Designated Smoking Areas” are located.
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26
HAND-HELD ELECTRONIC DEVICES
Purpose
The purpose of this policy is to establish guidelines for the use of hand-held communication including cellular phones,
entertainment devices, devices with a display screen and other electronic devices during the performance of employment
duties, to ensure a safe and productive working environment for all employees and the public and to meet minimum
legislative requirements.
Scope
Non-Drivers’ Personally Owned Hand-Held and Other Electronic Devices
Workers are not permitted to use any personal cellular phones, pagers, BlackBerrys and other texting devices, MP3
players or any other electronic devices during working hours or during the performance of employment duties unless
specific approval is received from management. Personally owned devices are any pieces of equipment that are not
issued to the employee by Lavis Contracting. Any emergency external communication during work hours must be routed
through the employee’s supervisor. Employees are permitted to use the equipment outlined above before or after work,
but at all other times these devices must be turned off and stored so as not to be visible. Any personal device which is
visible during work hours will be deemed to be in use in violation of this policy and shall be confiscated until the
completion of work on that day.
This policy applies to all Companies and all operating divisions of Lavis Contracting.
General Requirements for All Employees and Vehicles
Policy Commercial Motor Vehicles (CVOR Vehicles)
Use of any electronic device in connection with employment duties or activities must at all times be in compliance with all
applicable laws and regulations and consistent with prudent driving practices.
Employees who are operating a Lavis owned, leased or rental commercial motor vehicle (being any vehicle which is over
4500 kgs in weight) shall not under any circumstance use a handheld communication device, cellular phone or other
electronic device while driving (whether personally owned or Company issued equipment) except in strict accordance with
this policy. Drivers may use a Company issued or approved device that: 1) is securely mounted to the dashboard of the
vehicle; or 2) that otherwise conforms to all applicable laws and regulations pertaining to the use of hand-held electronic
devices and vehicle display screens while driving a motor vehicle. The acquisition of compliant equipment must be
approved in writing by the operational Vice President for the business unit that requires the equipment. Notwithstanding
anything else contained in this policy, employees are strongly encouraged to minimize the use of any electronic device
while driving and to conduct any necessary communications from a parked position wherever possible.
Responsibilities
Lavis Contracting insists on strict adherence to this policy and employees in violation will be subject to disciplinary action
up to and including dismissal, according to the corporate Discipline Policy (HR-14, Rev. 0).
Non-Commercial Motor Vehicles (CVOR), Lavis Owned
Employees who are operating Lavis owned, leased or rental motor vehicles weighing less than 4500 kgs (e.g. Pickup
trucks) shall not under any circumstance use a hand-held communication device, cellular phone or any other electronic
device while driving the vehicle (whether Company issued or personally owned equipment) except in strict accordance
with this policy. Drivers may use a Company issued or approved device that: 1) is securely mounted to the dashboard of
the vehicle; or 2) that otherwise conforms to all applicable laws and regulations pertaining to the use of hand-held
electronic devices and vehicle display screens while driving a motor vehicle. The acquisition of compliant equipment must
be approved in writing by the operational Vice President for the business unit that requires the equipment.
Notwithstanding anything else contained in this policy, employees are strongly encouraged to minimize the use of any
electronic device while driving and to conduct any necessary communications from a parked position wherever possible.
Vehicles, Employee Owned or Leased
Employees who are operating personal vehicles or who are using communications devices in the course of their
employment shall not under any circumstance use a hand-held communication device, cellular phone or any other
electronic device while driving the vehicle (whether Company issued or personally owned equipment) except in strict
accordance with this policy. Drivers may use a Company issued or approved device that: 1) is securely mounted to the
dashboard of the vehicle; or 2) that otherwise conforms to all applicable laws and regulations pertaining to the use of
hand-held electronic devices and vehicle display screens while driving a motor vehicle. Notwithstanding anything else
contained in this policy, employees are strongly encouraged to minimize the use of any electronic device while driving and
to conduct any necessary communications from a parked position wherever possible. Use of any electronic device must at
all times be in compliance with all applicable laws and regulations and consistent with prudent driving practices.
Drivers’ Personally Owned Hand-Held and Other Electronic Devices
Drivers are not permitted to use any personal cellular phones, pagers, BlackBerrys and other texting devices, MP3 players
or any other electronic devices during working hours or during the performance of employment duties unless specific
approval is received from management. Personally owned devices are any pieces of equipment not issued to the
employee by Lavis Contracting. Any emergency external communication during work hours must be routed through the
employee’s supervisor. Employees are permitted to use the equipment outlined above before or after work, but at all
other times these devices must be turned off and stored so as not to be visible. Any personal device which is visible
during work hours shall be deemed to be in use in violation of this policy and shall be confiscated until the completion of
work on that day.
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28
VEHICLES AND EQUIPMENT POLICY
Purpose
The purpose of this policy is to define the terms under which the employee operates vehicles.
Vehicle Collision and Personal Injury Reporting
All supervisory personnel will, upon being notified of a personal injury or motor vehicle collision involving an employee
under their control, investigate the incident using the Supervisor Incident Investigation Form, return it to the Divisional
Office, and copy the Safety Department within 24 hours of the incident (refer to Incident Reporting Procedure).
Vehicle and Equipment Collisions Frequency
Scope
Any driver or operator of company owned or rented vehicles or equipment involved in three preventable collisions in a
rolling 20 (twenty) month period will have their driving/operating privilege revoked.
This policy applies to all sectors of the company.
Vehicle and Equipment Backing Collisions
Policy
Due to the nature of the various businesses in which Lavis Contracting is involved, it is necessary that the field
supervisory, operating, and repair staff have a means of personal transportation, of transporting personnel, tools and
equipment. In the majority of cases that is provided by assigning a vehicle (½ ton, ¾ ton, van, service or welder truck)
to a particular employee.
1. Operation of the vehicle while on or off duty under the influence of a controlled substance will result in immediate
dismissal and/or termination of employment as per Corporate Discipline Policy.
2. The employee will observe all rules of the applicable highway traffic act. All fines incurred as a result of the operation
of the vehicle will be the responsibility of the driver.
3. If the employee accumulates excessive demerit points or is involved in repeated motor vehicle collisions or highway
traffic infractions, Lavis Contracting reserves the right to request the return of the company vehicle. The employee
will be subject to appropriate disciplinary measures up to and including termination of employment, as per Corporate
Disciplinary Action Policy.
Any driver or operator of company owned or rented vehicles and equipment involved in a backing collision deemed
preventable by the “Accident/Incident Review Committee“ will be suspended without pay for five days. If the collision is
deemed as critical in nature, Senior Management may recommend a termination of employment.
Such suspension will be imposed within one week of the “Accident/Incident Review Committee” decision. This policy
applies to all sectors of the company.
Ignition Interlock Program (if applicable)
Anyone convicted of an impaired driving offence on or after December 23, 2001 will be subject to the Ignition Interlock
Program. Upon reinstatement of the convicted person’s driver’s license that person must have an ignition interlock device
installed on all vehicles they are to operate for a period of at least one year. This includes company vehicles as well as
personal vehicles. When hiring or re-hiring persons who will operate company owned or rented vehicles or equipment
their driver’s license must be checked for an ignition interlock (‘I’) condition. No person will be allowed to operate
company owned or rented vehicles or equipment while they have an ignition interlock (‘I’) condition on their driver’s
license.
4. The vehicle is assigned to the employee solely to enable him to perform his assigned duties. At no time is it to be
used for personal purposes either during or outside normal working hours.
5. In some cases it is deemed that it is advantageous to allow the employee to take the vehicle home overnight and on
weekends. This is to allow a quicker response to emergency conditions that could occur outside normal working
hours, or to reduce the amount of traveling time to and from jobs. There may be a requirement to park the vehicle
on company property overnight if job assignment, working conditions, etc., change.
6. All fueling, if practical, shall be done at facilities provided by Lavis Contracting in the various yards. If this is not
practical, and a credit card is assigned to the employee, the use of this card will be kept to the bare minimum and all
purchases will be duly recorded on forms provided for this purpose and turned in every two weeks. Failure to comply
with this requirement will result in the withdrawal of the credit card and any fuel purchased will be credited back to
the employee through an expense account form.
7. The vehicle is to be maintained in a neat and tidy condition and the assigned driver must ensure that it is serviced in
accordance with a schedule developed by Lavis’s maintenance personnel.
Vehicle and Equipment Damage
With the increasing number of vehicle and equipment collisions caused by improper driver behaviour and the escalating
costs associated with repair and insurance, drivers of vehicles and operators of equipment involved in collisions deemed
preventable by the “Accident/Incident Review Committee” shall be held accountable.
Drivers and Operators of company owned or rented vehicles and equipment involved in any collision deemed preventable
will be suspended without pay for two days for the first occurrence and five days for a second occurrence in a twelve
month period. In addition, the driver will be required to attend retraining for fifty percent of the length of the suspension.
Failure to attend for retraining will result in driving/operating privilege being revoked.
Failure to report any collision or damage to vehicle or equipment will result in disciplinary action being taken. Drivers and
operators shall drive defensively and avoid collisions.
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30
JOINT HEALTH & SAFETY COMMITTEE -JHSC
Purpose
To establish the working parameters for the effective operation and maintenance of a healthy Joint Health and Safety
Committee (JHSC). Every workplace has health and safety hazards and everyone requires protection from these hazards,
which is a shared responsibility by workers and management together. This shared responsibility for safety creates a
partnership in the workplace capable of reducing injuries and illnesses, and improving worker health, morale, productivity
and efficiency.
Policy
Lavis Contracting recognizes the importance of an effective JHSC. Within this partnership, to reduce health hazards and
prevent incidents is to encourage participation of individuals from all levels of the organization. The JHSC Terms of
Reference are in accordance with the provisions of the various provincial Occupational Health and Safety Acts. Lavis
Contracting seeks to exceed the minimum standards wherever possible, with respect to health and safety. The Terms of
Reference outline essential elements of the JHSC and shall be considered part of this policy.
Members of the JHSC will receive a copy of the Terms of Reference and be given time to review, comment on, and make
recommendations regarding the Terms of Reference, and the proper functioning of Committees.
Health and Safety Representative Selection
All employees are encouraged to participate in the Joint Health and Safety Committee – either as an active member or in
terms of providing feedback, observations, comments and recommendations to the committee. The selection of
representatives on the JHSC is stated in the respective committee Terms of Reference.
Recommendations
The committee shall make recommendations to management in writing. Management shall respond in writing within
twenty-one days of receiving a recommendation indicating their position and giving explanation of any negative response
and providing a schedule for implementation of those items accepted. A recommendations form will be provided to
members of the Committee. The Management Co-Chair will take formal recommendations from the committee to the
respective Divisional Vice President/General Manager(s) for a response. The response to the Committee shall also be in
writing and communicated to the Committee as soon as possible. Recommendations from the JHSCs will be reviewed
annually during the Management Review Meeting.
Duties of Co-Chairs
1. Preside at all meetings, conducting the same in an orderly democratic manner. These duties shall be alternated
JHSC Functions
The functions, powers and duties relate directly to the three major tasks of: identifying, assessing and recommending
action to management for health and safety improvements and the betterment of all workers.
The Committee has the following functions and powers:
(a) to identify situations that may be a source of danger or hazard to workers;
(b) to make recommendations to management and the workers for the improvement of the health and
safety of workers;
(c) to recommend to management and the workers the establishment, maintenance and monitoring of
programs, measures and procedures respecting the health or safety of workers;
(d) to obtain information from management respecting,
(i) the identification of potential or existing hazards of materials, processes or equipment, and
(ii) health and safety experience and work practices and standards in similar or other industries of
which management has knowledge;
(e) to obtain information from management concerning the conducting or taking of tests of any equipment,
machine, device, article, thing, material or biological, chemical or physical agent in or about a workplace
for the purpose of occupational health and safety; and
(f) to be consulted about testing and to have a designated member representing workers be present at the
beginning of testing;
(g) to be consulted in or about the workplace if the designated member believes his or her presence is
required to ensure that valid testing procedures are used or to ensure that the test results are valid;
(h) to evaluate and make recommendations on systems of reporting, recording, investigating and analyzing
hazardous acts and conditions, which have caused or may cause personal injury or illness or property
damage.
(i) to promote standards and education programs that create a healthful and safe working environment;
and
(j) to perform monthly inspections of the company facilities covered by the Committee. All workplace
inspections will be documented and reviewed at the next regularly scheduled meeting.
Certification and Training of Committee Members
Certified members will work closely with other JHSC members and they will have a special relationship with their
counterpart certified member (management and worker alike). Although they may interact less formally with other
members of the joint committee, their training will make them a valued resource for committee activities. They will also
be responsible to the employer or worker group they represent. Certified members must have a good understanding of
the functions, duties, rights and authority of the JHSC. Lavis Contracting will ensure that at least the minimum legislative
requirements for training of JHSC members meets or exceeds the provincially set requirements.
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2.
3.
4.
5.
between the two Co-chairs.
Review minutes of last meeting and agenda items for current meeting.
Review and analyze reported incidents, investigations, inspections, and recommendations and follow up.
Review and approve minutes prior to distribution and posting.
Assign special or ongoing projects to members of the committee, subject to the approval of the committee and/or
the Divisional Manager (or equivalent) when deemed necessary.
Duties of the Secretary
1.
2.
3.
4.
5.
Record, prepare, post and distribute the minutes of each meeting.
Prepare records of attendance.
Report any correspondence.
Distribute the minutes to the committee members no more than five working days following the last meeting.
Distribute the agenda, responses by management to committee recommendations (if any) and any other material
pertinent to the next meeting to members of the committee no less than five working days prior to the meeting.
Committee Members
1. All non-management members shall be nominated and elected by their peer group. The Divisional Manager shall
appoint management members.
2. Must attend as many meetings as possible.
3. Set examples to fellow workers by observing healthful and safe working practices and procedures, and report unsafe
and unhealthful conditions and all incidents and near-miss incidents.
Promote safety awareness among fellow workers and influence them to work in a safe and healthy manner.
Participate in committee inspections and investigations as assigned by the chair.
Contribute ideas and make suggestions to improve health and safety in the workplace.
Receive other workers complaints and present their concerns to the committee as necessary, when all other routes
have been exhausted. All workers shall address their concerns to their supervisor/foreman, if no action is taken, and
then they shall take their concerns to their appropriate manager.
8. Accompany and assist provincially regulated authorities/representatives as required.
9. Assist as required in the development of safe and healthful job procedures and work standards.
4.
5.
6.
7.
JHSC Postings on the Health & Safety Board
The following business of the JHSCs will be posted on the public health and safety boards in the workplace:
• Copies of the Minutes of the JHSC meetings
• Copies of the Inspections performed by members of the committee
32
•
A list of the names of the JHSC committee members o Including a listing of the telephone numbers to
contact members o Indicating the certified/trained members of the JHSC o Indicating the representatives
that are from management and the representatives that are from workers
Health & Safety Representative – When fewer than 20 employees
In workplaces with fewer than 20 employees on a regular basis, a Health & Safety Representative will take the place of a
health and safety committee. This health and safety representative will be selected by workers in the workplace. The
selection can be performed with a vote/election by workers. The name of the individual selected as the workplace Health
& Safety Representative will be posted, including contact information, on the health & safety board in the workplace.
The functions of the health & safety representative:
• Perform monthly inspections of the workplace
• Make recommendations to management for the improvement of health and safety in the workplace.
PERSONAL PROTECTIVE EQUIPMENT
Purpose
The purpose is to clearly outline the Company Policy around the use of proper personal protective equipment (PPE) and
to demonstrate that wearing PPE is everyone’s responsibility. PPE is an essential component of work activity with
the sole purpose of protecting the health and safety of workers – when used as needed.
Policy
Personal protective equipment is the last line of defence. It is the final control mechanism for the protection of employees
performing work tasks. Personal protective equipment requirements should be outlined in the appropriate Safe Job
Procedures or Safe Work Practices (if applicable). While working on work-sites and in the appropriate locations where the
hazards and risk present the need for adequate and proper personal protective equipment, it shall be worn. All employees
must use the proper PPE as follows:
Type of Protection
Head Protection
Foot Protection
Visibility
Eye Protection
Hearing Protection
Respiratory Protection
Personal Protective Equipment
CSA Approved* “Class E” Hard Hat
CSA Approved Grade 1 work boots
Safety/Traffic Vests
CSA Approved Eye Protection/Glasses
CSA Approved Hearing Protection (when required)
Properly rated masks, fit tested (if required)
*Canadian Standards Association (CSA) seal or label on the product
Lavis Contracting supplies specialty PPE, as well as hard hats, safety vests, eye and hearing protection. PPE must be
cared for, cleaned, and maintained according to the manufacturers’ instructions. Employees shall wear shirts and long
pants at all times.
All PPE purchased by the Company and put into use operationally, will conform with the relevant provincial Occupational
Health & Safety Act, Regulations and Codes of Practice.
Responsibilities
Personal Protective Equipment is Everyone’s Responsibility. All employees, workers, supervisors, managers, and
safety representatives share in the responsibility to ensure the PPE is available, being worn properly, kept in proper
condition, and that the regulatory and legal requirements are being maintained.
Supervisor Responsibilities
•
•
•
•
•
Ensure that the proper PPE for the hazards associated with the work, are provided.
Ensure that workers are wearing the proper PPE when required.
Conduct periodic inspections of workers and correct situations where workers are not wearing the proper PPE.
Lead Safety Talks on the proper care and use of PPE.
Report repeat problem behaviourS to Project Management and/or Divisional Management.
Worker Responsibilities
•
•
•
•
•
Wear the right PPE for the job.
Keep the PPE in proper working condition and kept clean.
Ensure others are wearing the proper PPE if observed.
Inspect the PPE before and after each use.
Request replacement PPE when damaged or broken.
Safety Representative/Department
• Set policies and procedures on the use of personal protective equipment.
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34
•
•
Observe PPE usage when conducting worksite inspections.
Report deviations from this procedure to the Supervisor, Project Manager, Divisional Manager, or person in
charge.
Procedures
1.
2.
3.
4.
5.
6.
7.
8.
Head Protection
Foot Protection
Visibility
Eye Protection
Hand Protection
Hearing Protection
Respiratory Protection
Specialized PPE
•
•
•
•
1. Head Protection
•
•
•
•
•
•
•
•
•
Hard hats must meet the CSA standards and be kept in proper working condition (e.g., must be free of cracks).
Must be visually inspected prior to each use.
Never wear a safety hat without a properly adjusted suspension. This could reduce or eliminate its protective
capabilities.
Do not tamper with the hard hats in any way that will weaken them or reduce their effectiveness: do not paint,
drill ventilating holes, cover completely with stickers.
Both parts of the headwear must be compatible and maintained according to manufacturer’s instructions. If
attachments are used with headgear (e.g., ear muffs or winter covers), they must be designed specifically for the
use with the specific headwear used.
The usual maintenance for headgear is washing with a mild detergent and rinsing.
Hard hats that have suffered an impact should be disposed of and replaced.
The replacement dates on the hard hats indicates that the hard hat has met its cycle and should be replaced.
Exposure to sunlight should be minimized (e.g., on the dashboard or rear window of a vehicle when not being
worn).
2. Foot Protection
•
•
•
•
•
•
•
•
•
•
•
•
•
•
In all types of roadwork, caution is advised when working in the area of construction equipment and road traffic.
Traffic Vests that meet the visibility requirements for provincial regulations and legislative requirements.
Blaze orange is the preferred colour for traffic vests, pants, jerseys and jackets.
Night time visibility striping may be required, depending on the work conditions. The night time visibility will meet
the provincial requirements and regulations.
35
The frames and lenses of all eye protection must meet CSA CAN/CSA Z94.3-92 Industrial Eye and Face
Protectors.
Wear safety glasses with side shields. If you wear glasses already, prescription safety glasses with side shields
are also available and they will fit and feel like your regular glasses.
If your safety glasses are fitted properly and your lenses are properly maintained, sight should not be blurry or
distorted.
Some jobs require more than safety glasses with side shields – the protection should be adequate to the level of
risk. Safety glasses that protect from dust may not protect from splash or radiation.
Glasses should be on when wearing other protection, such as a welding helmet or face shield.
Always use the eye protection appropriate for the job and for the circumstances (e.g., risk assessment).
Ensure eye protection fits properly and is close to the face.
It is the employees' responsibility to keep their personal eye protection clean and serviceable.
Eye/face protection should not be modified.
Welders and welders’ helpers should also wear the required eye protection equipment. Anyone else working in
the area should also wear eye protection where there is a chance they could be exposed to a flash.
Eye protection that is not in good condition should be disposed of and replaced.
5. Hearing Protection
•
•
•
•
•
Employees supply their own safety boots.
Foot protection must be visually inspected prior to being worn.
All foot protection must be CSA Approved and have the green label (meaning puncture resistant).
Must be worn on all construction sites, plant locations, jobsites, and other appropriate locations and zones where
construction footwear is needed.
Must be properly laced up and clothing should be worn over the top of the boot to prevent foreign particles and
liquids from falling inside.
Higher cut boots provide enhanced ankle support (preventing ankle rolls). Must be in good condition (not
excessively worn out, exposed steel caps, etc.).
All employees must supply their own CSA certified safety boots. Lavis Contracting Co. Limited will refund an
employee up to $150 per calendar year for purchased boots with accompanying receipt and Safety Boot Refund
form filled out (after returning for the second season).
3. Visibility
•
•
•
•
4. Eye Protection
On construction sites, eye hazards are: Flying dust and slivers from sawing, chipping grinding; Dirt and grit and other
particles blown by the wind; Welding arcs; Ultraviolet radiation from the sun; Sparks and slag from welding and cutting;
Abrasives from sandblasting; Splash from chemicals such as cleansers; Pipe and wire sticking out of walls; Ties and wire
hanging down from ceilings.
•
•
•
The respective provincial regulations regarding noise must be followed.
Many workers are overexposed to noise, either from their own work or from ambient noise. Over-exposure
decreases our ability to hear. Workers might confuse work-related hearing loss with hearing loss due to aging.
It is possible to slow down or stop noise-induced hearing loss by taking precautions.
Overexposure to noise doesn’t necessarily take a long time. Short periods of very high noise can cause
overexposure and hearing damage (e.g., working for only 15 minutes with a gas-powered quick-cut saw will lead
to over-exposure for that day).
Plugs and muffs should have a Noise Reduction Rating (NRR) printed on the packaging.
This is the reduction the protection will be provided in an ideal situation.
Hearing protection must be properly cleaned and maintained.
If your hearing protection does not take the sharp edge off the noise, or if your ears have ringing, pain,
headaches or discomfort in the ears, an evaluation of the type of hearing protection should be performed.
Defective hearing protection is to be disposed of and replaced.
Noise is measured in decibels (dB). The scale commonly used to measure noise that may harm human hearing is the A
scale. Decibels on the A scale are therefore described as dBA.
You should wear hearing protection if you’re exposed to noise levels such as:
• more than 85 dBA for 8 hours, or more than 88 dBA for 4 hours, or more than 91 dBA for 2 hours.
Most power tools and equipment used in construction operate well over these levels.
If the level of noise cannot be reduced or eliminated, the next best choice is hearing protection. The two main types of
hearing protection are muffs and plugs. Generally ear muffs provide better protection.
36
Ear Muffs
Useful for intermittent noisy work as
they are quick and easy to put on
and take off.
・ Don’t last forever. Their protection
and comfort decrease over time.
Muff cushions must be replaced
・ when they lose flexibility or are
damaged. Tension in the headband
needs to be just right: too loose –
they don’t give enough protection;
too tight – they’re uncomfortable.
6. Hand Protection
・
•
•
•
•
Ear Plugs
・ Light and comfortable for most users, but
they have to be put in properly to work
right. Your hands have to be clean to insert
them.
・ Come in single-use or multiple-use types.
Multi-use types should be replaced often
when working in contaminated
environments.
Gloves should be worn when possible – depending on the circumstances (e.g., risk assessment).
Gloves can provide some protection from burns; also reduce cuts, scrapes, and abrasions.
Do not assume that gloves will always protect the hands.
Defective gloves must be replaced if they are worn, punctured.
7. Respiratory Protection
•
•
•
Respiratory protection appropriate to the hazard where an employee's health or safety is likely to be endangered
by lack of oxygen or in the presence of a toxic gas, fumes or dust.
All guidelines and proper training will be available to all workers on the proper fitting, care and use of PPE and
specialized PPE.
Based on the risk assessment and Safe Job Procedures.
8. Specialized PPE
The following categories/equipment can be deemed to be specialized personal protective equipment:
•
Harnesses, lanyards and fall protection equipment.
•
Face shields.
•
Chainsaw chaps and gloves.
•
Confined space equipment and rescue equipment.
Guidelines for Specialized PPE:
Must be identified in Safe Job Procedures and Safe Work Practices, formal training programs, best industry practices, provincial
standards and regulations.
•
Must demonstrate training prior to use.
•
Must have a documented inspection at least once per year.
•
Disposed of and replaced when found to be defective or not properly functioning.
•
Cared for and maintained, including the proper storage.
Using the Proper Eye Protection
When selecting the appropriate eye protection, there are two preferred options: Gray and Clear
 The clear coloured safety glasses are used mostly for indoor work and provide general protection
for the eyes.
 The gray colour safety glasses are used for outdoors, and protect against the light and glare.
 The amber/yellow colour safety glasses are used for low light environments and block out blue
light. Amber/yellow is an option for foggy or low light conditions where it improves contrast.
Amber/yellow lenses are not recommended for night time work.
Important Tips on Proper Eye Protection:
 Lenses can be clear, tinted, photochromic or polarized. Each type offers various levels of
ultraviolet protection. Do not be fooled by the colour of the lenses. Amber/yellow safety glasses
do not improve vision during evening work hours.
 Normally darker lens colours are used to reduce sun glare.
 Goggles are designed to protect your eyes from environments where fumes, liquids, dust and
potential impacts are present.
Colour
Benefits
Application
Clear
Impact protection.
General purpose,
mostly for indoor
Gray
Enhances colour
recognition
Training and Awareness
The requirements for personal protective equipment (PPE) are to be reviewed at Safety Meetings, during Health and
Safety Orientations, as part of Safety Talks, and at Joint Health and Safety Committee Meetings. Signs indicating the PPE
requirements at project sites should be posted as a reminder of the specific requirements for PPE at those work locations
and in zones where PPE is a requirement.
37
Preferred
Preferred
Amber
Blocks blue portion
of visible spectrum,
creating maximum
contrast
Outdoors to protect
against light and
glare.
Low light environments
for maximum
contrast
enhancements
38
Using the Proper Eye Protection
GENERAL
APPLICATION
PROTECTIVE
MECHANISMS
SELECTION
AND USE
SUPERVISOR
RESPONSIBILITY
Protecting workers by promoting and educating workers on the use of proper eye
protection.
Hazards:
 Flying Objects: A piece of metal can pierce the cornea and eyeball and possibly
cause the loss of an eye.
 Dust: Dust, sawdust, etc. can cause irritation resulting in a corneal ulcer in a
breakdown of corneal tissue causing a red, watery, or eyes filled with puss.
 Heat: Heat can burn and severely damage the cornea.
 Acid Splash: Acid splash and chemicals can burn the cornea, conjunctiva (white
coat on the eye) and eyelid and possibly cause loss of sight.
 Abrasive: Sand can cause a corneal abrasion which can result in loss of sight.
Performing tasks on worksites involving the use of proper eye protection.
Hazard Identification & Control
Safe Work Practice (SWP)
Safety Bulletin
Safe Work Practice (SWP)
Personal Protective Equipment (PPE) – Safety Glasses
Ensure the appropriate eye protection is available to workers.
Ensure the appropriate eye protection is properly worn when required.
Ensure the appropriate eye protection is properly cleaned, inspected, maintained
and stored.
WORKER
RESPONSIBILITY
Ensure the appropriate eye protection is selected for the working conditions.
Use the equipment in accordance with training and instruction.
Inspect the equipment before and after use.
Report any equipment malfunction to the Supervisor or employer.
FALL ARREST HARNESS
All workers shall wear a fall arrest system when working in hazardous locations, e.g. falling distance is more than 3
metres, confined space etc.
When a safety harness is worn, an attendant outside the confined area must securely hold the lifeline or control the
retractable lifeline and winch.
All workers affected will be trained in the use of fall arrest as per Lavis Contracting Co. Limited training policy.
A competent worker before each use shall inspect all equipment.
Any defective component of the fall arrest system shall immediately be taken out of service.
HOT WEATHER WORK PLAN
Lavis Contracting Co. Ltd. will use 32 Degrees Celsius as a trigger temperature for implementing the Hot Weather Work
Plan. Lavis Contracting will educate its employees about heat stress through orientation and regular tailgate meetings.
Along with the supervisor, all employees are encouraged to keep an eye on their co-workers and help recognize
symptoms of heat stress. All foreman and safety reps will have a full copy of the Hot Weather Work Plan showing all
guidelines for work/rest regimen.
TRAINING POLICIES
Note: A copy of all training is kept on file in the office for further reference. If you have had further pertinent training,
please provide a copy of your certificate or certification cards to be added to your training file. If you renew training,
please update the office accordingly.
SPRING START UP
Lavis Contracting Co. Limited is committed to providing a safe workplace. Each spring, Lavis Contracting Co. Limited
provides a special orientation day for all employees to refresh and familiarize themselves with good working practices and
the possible dangers and hazards that exist in the workplace. The Health and Safety Policy is reviewed, W.H.M.I.S.
training is provided and special safety topics are discussed.
Care for and maintain equipment, as safety glasses are exposed to many damagecausing hazards.
Regularly inspect lenses for pitting and scratches that can impair visibility.
Clean lenses with clear water to remove abrasive dust. Cleaning dry lenses can
scratch the surface.
APPROVAL
Handle frames with care, and check daily for cracks and scratches.
Director, Health, Safety & Environment
SWP-SAF-021 Rev. 0, December 22, 2014
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40
HEALTH & SAFETY ORIENTATIONS
Purpose
Lavis Contracting recognizes the Orientation and Training of the company’s workers is an integral part of the Health and
Safety Management System. This policy outlines health and safety orientations for new workers across the divisions of the
company. Health and safety orientation provides an overview of the company health and safety management system for
new workers – and workers that are returning from a seasonal layoff – to educate employees on their responsibilities. It
also provides awareness of health and safety and provides specific information on: Reporting Incidents and Injuries,
Return-to-Work Requirements, Emergency Planning, and Company Rules, among other topics.
Seasonal Start-up Orientation Training
All persons returning to work after a seasonal layoff (or other type of layoff over a period of time) and all newly hired
employees will take part in an orientation seminar. This seminar will take place before any employee starts work for the
new season.
The orientation and safety training for employees returning from seasonal layoff will include:
•
•
•
•
Policy
This policy is intended to provide for legislative compliance and protection of the health and safety of Lavis Contracting
employees and others who may work at Lavis Contracting workplaces by ensuring:
•
•
•
•
•
A health and safety orientation is conducted for employees before starting work at Lavis Contracting.
Job-specific health and safety training is provided prior to employees commencing specific jobs they have not
previously performed that places their health or safety at risk.
New Hire & Sub-Contractors Training Records are reviewed to verify competency to perform work on Lavis
Contracting worksites and to assess training needs.
Employee attendance at health and safety orientation and job-specific health and safety training is documented
and is readily accessible to those who require the information.
Regular evaluation and updating of health and safety orientation training and jobspecific health and safety
training programs.
Health and Safety Orientation
Personal protective equipment (use, care, and maintenance)
WHMIS
Site/job specific hazard awareness and safe work practices
Sub-Contractor Orientation
All sub-contractor personnel working on Lavis sites shall, prior to starting work on site, attend a sub-contractor health and
safety orientation. All sub-contractors must ensure their workers are adequately trained prior to starting work. Proof of
training is required.
The mandatory training for sub-contractor employees shall include;
•
•
•
•
Sub-Contractor Orientation
WHMIS (proof of training is required)
Worker Prevention Training (proof of training is required)
Job specific training (e.g., Working at Heights, if applicable)
Records of Training
Orientation for New Employees
Younger and inexperienced workers are generally involved in more incidents than experienced workers. Health and safety
education should start with an orientation as soon as a worker joins Lavis Contracting, or is given new duties (e.g., moves
from one job function into a completely different job function, a worker moves into the position of a Supervisor, etc.).
The Safety Orientation Checklist is to be used in order to ensure all of the relevant components of the orientation have
been completed. The standard checklist is to be signed by both the Facilitator (person providing the Orientation) and the
employee to document that all sections have been reviewed and completed. A new worker shall not begin working unless
this form has been reviewed for verification by the Site Supervisor (depending on the work location, a new worker may
be given a Lavis Orientation hard hat sticker to illustrate that the worker has completed an up-to-date orientation).
A record of training will be completed as proof that the worker has successfully participated in the training and will be
documented by way of the following;
•
•
•
•
•
An attendance sheet which is to be signed by the worker
Safety Orientation Checklist
Training Card (To be kept by the worker and be accessible at all times)
Safety Contract
Orientation Hard Hat Sticker
New worker orientation will include the following:
•
•
•
•
•
•
•
•
Lavis Health and Safety Orientation
Health & Safety Prevention Training (Ontario employees only)
Site-specific WHMIS requirements
Incident Reporting procedures
Reporting Injury and Illness Requirements, and their obligations in the Return-to-Work program
Explanation of the proper use of the personal protection equipment applicable to the particular work being
performed
Identification of the location of the first aid kit or first aid station, fire extinguisher, telephone and washrooms
Workplace and/or job site orientation with attention to site-specific hazards
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HEALTH & SAFETY TRAINING
Purpose
To outline the company and legislative requirements in health and safety training and to ensure that all employees
receive general and specialized training in health and safety throughout and across all levels of the organization.
Policy
Training is an essential component to employee, personal, and skill development. It is also instrumental in preventing
incidents, injuries, and illness and property damage. When employees have the skills to perform the work tasks properly,
the awareness of hazards, and the knowledge of the potential risk – they are equipped to perform the job safely.
Lavis Contracting provides, and employees shall participate in, safety, skill and related training. This training includes
general and specific training:
General Health and Safety Knowledge
Specialized Training
Health and Safety Orientation
Job-specific Training
Prevention Starts Here (Ontario)
Safe Job Procedures
Health and Safety Training for Supervisors and
Management (e.g., Basics of Supervision)
Transportation of Dangerous Goods (TDG)
Workplace Hazardous Materials Information
System (WHMIS)
Working at Heights
First Aid and CPR
Confined Space and Confined Space Rescue
Fuel Handling
Equipment Operation
Health and Safety Manual
Operating a Chainsaw
Safe Work Practices
Elevated Work Platforms
*There are several other courses in health and safety. This list is meant to provide a brief overview of the difference between
general health and safety knowledge and specialized training.
Trainer Qualifications
Workers will be instructed by a competent and/or qualified person. In certain situations, due to legislative requirements
and regulations training can only be provided by an individual that holds a certification in that specialized area.
Certification records of those training credentials will be maintained and retained. Those individuals will also be
authorized to sign the training record provided to the worker acknowledging their completion of the program.
Worker Training
Employees receive training at the start of their employment, as well as ongoing training as part of their personal
development, and to meet legislative and regulatory requirements.
The following health and safety training is applicable to workers:
•
Lavis Contracting Health and Safety Orientation
•
Workplace Hazardous Materials Information System (WHMIS)
•
Safe Work Practices
•
Safe Job Procedures
•
Emergency Preparedness and Planning
•
Workplace Violence and Harassment Policy and Procedures review
•
Certification Training (for members of the Joint Health and Safety Committees)
43
Supervisor Training
All Supervisors will receive competency training (e.g., Basics of Supervision) as an essential part of their responsibilities
for managing health and safety. The Safety Department schedules training sessions at regular intervals to facilitate this
requirement. Individuals that are promoted to the position of Supervisor will also take Supervisor health and safety
training as part of that orientation into the new position – or be scheduled in a future Supervisor training session if
programs have already been coordinated.
The following health and safety training must be attended for all Lavis supervisors:
•
Lavis Contracting Health and Safety Manual – complete orientation and issued a copy
•
Supervisor Prevention Training (Ontario)
•
Hazard Assessment, Analysis, and Control
•
Conducting Workplace Inspections
•
Conducting Incident Investigations
Training Needs Review
Using tools like a training matrix, a software solution, or a spreadsheet, training will be tracked and evaluated for when it
occurred and when it expires and requires recertification (e.g., First Aid training). On an annual basis, the business
unit/Operation will review its training needs and work to plan health and safety training for the upcoming season/year.
Training needs will be identified based on:
•
Skills required for the position
•
Safe Job Procedure requirements
•
Safe Work Practice requirements
•
Changes in legislative and regulatory requirements
•
Hazards and risk identified in the position
•
Training standards
Scheduling and planning for training requirements must be taken into consideration in planning projects and operational
activity. Supervisors and Managers are responsible for coordinating with and working with the Safety Department to
ensure that legislative requirements, best practices in training, and industry accepted training standards are being met.
Training and development will be audited as part of the Certificate of Recognition (COR) internal and external audits.
Storage of Records
To ensure training records for all employees of Lavis Contracting are properly stored and easily accessible. Records are
best stored by individual names. Those records include a listing of all of the training that individual/employee has
completed and is best illustrated on a training matrix or in a training database.
Records of training and competency (in certain circumstances) must be carried by the individual while they are working
(in close proximity to the job site). In those circumstances, the individual must carry the training card/certification with
them. Copies of these certifications will be maintained in employee files (e.g., with Human Resources, at the Divisional
head office, or with the Safety Department). Electronic records are preferred. Sign in sheets to courses and programs are
also important to retain on file. Those records are used to generate training cards and to input the information into a
training matrix and into the individuals’ personnel/training file.
Health and Safety Training:
1. Safety training is provided/organized by the Safety Department in consultation with the
Operation/business unit. Training is provided by Lavis certified and competent trainers or is out-sourced
to an external training provider.
2. Following all safety training provided, the Safety Department will add course details [Course, Course
Type, Course Date, Number of Participants, Division, Location, Trainer(s)] and training documents to
Safety SharePoint. Records of training can also be stored at the business unit divisional office, and/or on
the COR Records Warehouse. The COR Records Warehouse is the preferred location for electronic
training files.
44
3. The Safety Department will create Training Cards for employees that successfully fulfill the training
requirements.
4. Training Cards and all other training documents (i.e. Agenda, Participant Attendance Sheet, WorkShield
Scoring Spreadsheet, Safety Contracts, Safety Orientation Checklists, Exams, etc.) will be sent to the
applicable work location via inter-office mail, or in person by the Safety Department.
5. The employee at each work location responsible for maintaining training records will ensure each
employee receives their Training Card as proof of training.
6. The employee at each work location responsible for maintaining training records will make a copy of the
Training Card and file it in the employee’s training file, along with any other training documents (i.e.
Safety Contract, Safety Orientation Checklists, Exam, etc.) and update the Training Matrix to reflect the
training completed.
7. General training documents (i.e. Agenda, Participant Attendance Sheet, WorkShield Scoring
Spreadsheet, etc.) should be filed in a general training file.
TRAFFIC CONTROL
All employees of Lavis Contracting Co. Limited, who may be required to control traffic on a jobsite or on a public roadway,
shall be adequately trained in the Procedures of Traffic Control and given adequate oral and written instructions by a
competent person. A copy of this training shall be sent to the head office where it is to be kept on file for any further
reference.
Lavis employees must adhere to the legal requirements of traffic control as set out by the OHSA, which includes but is not
limited to the following:



Operational Training (e.g., Training other than Safety Training):
1. Following all non-safety training (in-house or outsourced), the employee at each work location
responsible for maintaining training records will ensure each employee receives their Training Card as
proof of training (if applicable).
2. The employee at each work location responsible for maintaining training records will make a copy of the
Training Card and file it in the employee’s training file, along with any other training documents (i.e.
Exam, etc.) and update the Training Matrix to reflect the training completed.
3. General training documents (i.e. Agenda, Participant Attendance Sheet, etc.) should be filed in a general
training file.
4. The work location responsible for providing/organizing the training must inform the Safety Department
of the training and provide copies of training documents (i.e. Agenda, Participant Attendance Sheet,
Exams, etc.) via inter-office mail, email or in person.
5. The Safety Department will add course details [Course, Course Type, Course Date, Number of
Participants, Division, Location, Trainer(s)] and training documents to Safety SharePoint.
TCP’s must read and understand the Infrastructure Health and Safety Association’s “Handbook for Construction Traffic
Control Persons”, which includes but is not limited to the following:









Operational training is training specific to job procedures. Health and safety training is training and skills development
related to health and safety.
Traffic control includes but is not limited to the following work activities: directing vehicular traffic (i.e. public
vehicles and construction vehicles), traffic signs (layout, installation, removal) lane closures, and other similar
type work.
Before beginning any work, a written Traffic Control Plan shall be developed and implemented at every project
where workers may be exposed to a hazard from public vehicles and construction traffic (Per Section 67(3) of
OH&SA Construction regulations).
The Traffic Control Plan shall identify site-specific vehicular traffic hazards and include a Worker Protection Plan
that will specify the measures that will be taken to protect the workers from all vehicular traffic hazards.
Each TCP shall be outfitted with the proper PPE, adequate signs, cones, barricades and a ‘stop and slow’ paddle.
A two-way radio will be supplied when applicable.
TCP shall position themselves facing oncoming traffic 40 to 50m from the working area so as to protect personnel
and equipment and stand where you can be seen by approaching traffic at least 150m away. Adjust distances to
suit road, weather and speed conditions.
Give the motorist plenty of warning; don’t show the STOP sign when the motorist is too close.
When showing the STOP sign, use firm hand signals and indicate where you want traffic to stop.
When showing the SLOW sign avoid bringing traffic to a complete halt. When motorists have slowed down,
signal them to keep moving slowly.
Before moving traffic from a stopped position, make sure the opposing traffic has stopped and that the last
opposing vehicle has passed your post. Then turn your sign.
Stay alert, keep your eyes on approaching traffic, and make your hand signals crisp and positive.
Co-ordinate your effort where applicable to other TCP to avoid unnecessary delays, tie-ups and confusion.
Plan an escape route: always have a clear exit if traffic disobeys your signals.
NIGHT TIME OPERATIONS
During non-daylight hours, the following procedures will be put into place to protect Traffic Control Persons (TCP) and
workers:



A portable light will be used to illuminate each traffic control person.
TCP’s will wear reflective arm and leg bands in addition to the standard personal protective equipment.
An additional vehicle with flashing caution lights will be used ahead of TCP’s to guide traffic safely through the
work zone.
PROCEDURE FOR TRAFFIC CONTROL AFTER DUSK - REQUIREMENTS

45
Reflective arm and leg bands must be worn in addition to standard personal protective equipment.
46
RECOMMENDED



Use a flashlight with a red cone attachment as well as the sign and carry spare batteries.
Place flashing amber lights ahead of your post.
Stand in a lighted area under temporary or street lighting or illuminated by light from a parked vehicle (stand fully
in
the light without creating a silhouette).
W.H.M.I.S. WORKPLACE HAZARDOUS MATERIALS
INFORMATION SYSTEM
Lavis Contracting Co. Limited requires that all employees be trained in the recognition and control of workplace hazardous
materials. Upon request by the Ministry of Labour Inspector, all employees should be able to confirm that they
understand the system, its purpose and how to access information when needed.
WHEN USING TWO WAY RADIOS
1) TCP ‘A’ shall radio TCP ‘B’ to give message that he or she is going to “Hold Traffic Back”.
2) TCP ‘B’ shall respond with “Message understood, my traffic is coming through”
3) Upon TCP ‘B’s last vehicle through or a period of one to two minutes, TCP ‘B’ shall determine via radio or sight if
TCP ‘A’ is holding traffic back, if so then TCP ‘B’ shall reverse his or her sign to the Stop position and hold traffic
back.
4) TCP ‘B’ shall then radio TCP ‘A’ giving the message, “My traffic is held back.” TCP ‘A’ shall then respond with
“Message understood. My traffic is coming through”
5) The same procedure will then apply for TCP ‘A’ and will work back and forth as required.
W.H.M.I.S. IS COMMUNICATED TO ALL EMPLOYEES THROUGH
1. Labels



All materials, applicable to W.H.M.I.S. shall be appropriately labeled to identify their potential hazards
A “Supplier Label” shall be attached to the container when shipped to the project, or shall be returned to the supplier
A “Workplace Label” shall be affixed to all decanted containers
2. Material Safety Data Sheets
NOTE




If TCPs are not able to see one another, each TCP will mention the type and colour of vehicle last allowed
through, i.e. red Chevrolet car, green Ford truck etc.
TCPs shall extend common courtesy to traffic, such as allowing traffic adequate stopping distance, allowing larger
trucks to keep moving if possible, one to two minute intervals of traffic if road is busy both ways.
Oncoming traffic shall be stopped until message is absolutely understood.
TRAFFIC CONTROL SUMMARY






Always face traffic.
Plan an escape route.
Wear Personal Protective Equipment.
Maintain proper communication with other traffic control persons.
Stay alert at all times.
Be Courteous.

All materials, applicable to W.H.M.I.S. shall be provided with a Material Safety Data Sheet on or before the date of
the first shipment
A new Material Safety Data Sheet will be provided if the information is updated or upon expiry (3 years)
3. Employee Training – renewed yearly
All hazardous materials found in the workplace must be identified in accordance with the W.H.M.I.S. requirements of the
Occupational Health and Safety Act. Material Safety Data Sheets will be provided and maintained at each site office,
trailer for reference, to assist all employees in how to handle, store, and dispose of these materials.
All employees who work in or in close proximity to hazardous materials must have had formal training under the
W.H.M.I.S. regulations. All workers shall be provided with workplace specific training on W.H.M.I.S., by their employer,
yearly. Records of this training shall be available for inspection.
EMERGENCY PROCEDURE FOR TRAFFIC CONTROL IN SUDDEN FOG CONDITIONS
Work on travelled roadways will not commence if foggy weather creates unsafe working conditions.
SEE TABLE #1: W.H.M.I.S. Symbols
If sudden fog occurs during normal working operations the following safety procedures will be implemented:




Extra vehicles with flashing lights will be placed to alert oncoming traffic
Additional Traffic Control Persons or a pilot vehicle may be used
TC-54 barrels or traffic cones may be placed around equipment to alert traffic and protect workers
The superintendent will contact the Lavis Office and the Lavis Office will contact the local OPP for assistance and
the local radio station will also be contacted so they can warn motorists.
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OPERATION & TRAINING
Any employee of Lavis Contracting Co. Limited who is authorized by their supervisor via a Lavis License to operate a
designated piece of equipment (loader, forklift, crushers, etc.) shall be adequately trained in Equipment Operating
Procedures and given adequate oral and written instructions by a competent person.
COMPRESSED AIR EQUIPMENT
Compressed air is a very powerful force, which should not be underestimated. With compressed air not only can the
stream of air be dangerous, but also the dust and particles of dirt that it carries can be readily embedded in the skin and
eyes. Never blow dust from clothing with compressed air—regardless of the pressure.


FALL PROTECTION


Any employee of Lavis Contracting Co. Limited, who may use a fall protection system, shall be adequately trained in its
use and given adequate oral and written instructions by a competent person.

CHAINSAW OPERATION


Any employee of Lavis Contracting Co. Limited who is authorized by their supervisor to operate a chainsaw shall be
adequately trained in Chainsaw Operating Procedures and given adequate oral and written instructions by a competent
person.



CRANE SIGNALING
Never point compressed air equipment at people.
Always wear eye and ear protection when working with or when working near compressed air.
Wear a dust mask or wear a respirator if dust is being generated.
Compressed air hose connections must be fastened to a nipple by two clamps. As an additional precaution, the
hose must be wired to the nipple, as well as clamped.
When disconnecting air lines or equipment, ensure that the air feed is shut off and that the air pressure has been
relieved.
Always wear safety glasses, gloves and ear protection when using air tools for chipping and drilling.
Never wear loose clothing or jewelry which could catch on a piece of rotating air equipment.
A NIOSH approved respirator and a fresh air source from the air compressor unit is needed when wearing a
sandblasting hood.
If practical, consider using a non-silica type sand blasting agent as a way to minimize the risk of hazardous dust.
When towing the air compressor unit have two separate means of attachment to the towing vehicle.
Any employee of Lavis Contracting Co. Limited, who may be required to signal a crane or similar hoisting device, shall be
adequately trained in Crane Signaling Procedures and given adequate oral and written instructions by a competent
person.
NUCLEAR DENSITY GAUGE
Only properly trained personnel are to use, handle or transport a nuclear density gauge. Crew members in an area where
a nuclear density gauge is being used shall follow the instructions of the trained operator (for example, the distance to
stay away from the gauge). The Nuclear Safety and Control Act requires operators of density gauges be qualified and
trained. The Dangerous Goods Act requires anyone transporting a nuclear density gauge be trained to do so. Lavis
Contracting Co. Ltd. will ensure that proper training is available to personnel that handle, operate or transport nuclear
density gauges. Records of training will be kept at the Lavis Lab, in the care of the Radiation Safety Officer, and will be
available at Jobsites. Project supervisors and Radiation Safety Officers will ensure that only properly trained personnel
handle, operator and transport nuclear density gauges.
CONFINED SPACE
“Confined space” means a fully or partially enclosed space that is not both designed and constructed for continuous
human occupancy, and in which atmospheric hazards may occur because of its construction, location, content or because
of work that is done in it.
Whenever entering a confined space, the following procedures are taken and a written permit is supplied before entry is
permitted.
Space location identified.
Assessment of hazards that may exist.

Atmospheric testing for oxygen, explosives and toxins at all levels.

Steps taken to eliminate hazards.

Rescue procedures.

Permit signed by trained personnel.
If these procedures are not followed and no entry permit is signed:


DO NOT ENTER THIS SPACE---CALL FOR ASSISTANCE.
A copy of the confined space safe work procedure will be available at the job site at all times
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GENERAL LOCKOUT AND TAGGING POLICY
Lockout means bringing every power source in a machine or system down to a zero energy state.
Lockout procedures prevent the sudden and unexpected release of energy from a machine or piece of equipment. Many
injuries occur during equipment service and maintenance by moving parts because they were not locked out.
A lockout procedure involves placing padlocks and personal protection tags on a control point, such as a switch or valve,
to lock it in the off position. The equipment can then be started only after every worker who might be exposed removes
his or her lock and tag.
Some equipment can simply be switched off and locked out of service. But, in most cases the system involves several
energy sources. A press may be hydraulically powered, for instance, but electrically controlled. Locking out the hydraulic
power is not enough. Locking out the electricity may not be enough. Gravity can still cause a raised ram to drop of its
own weight. There may also be stored energy in pistons or springs.
TYPES OF LOCKOUT DEVICES
--Personal locks
--Insulated fuse pullers
--Blocks and pins
--Personal tags
--Status tags
--Multiple lock adapters
--Master padlock
--Chains, slings, cables





When lifting any heavy equipment do not subject yourself to strain
Where a heavy load or object must be handled, use mechanical equipment where possible, otherwise, get help.
Lift with your legs, not with your back. If you do not know proper lifting procedures ask your supervisor.
Do not lift loads with a jerking motion, but slowly and steadily.
Do not carry a load you cannot see over.
LIFTING DEVICES
Lifting devices are a very important piece of equipment on our jobsites. They have to be handled with the
utmost care and have to be inspected on a regular basis.

Manholes and pipes are designed with special hoisting devices supplied by the manufacturer and are to be used
as instructed.

Pipe slings and straps are to be used as instructed and inspected daily.

Any frayed cables and/or nylon straps are not to be used, REPLACE immediately.

Never stand underneath a load.
Refer to hand signal chart when hoisting - TABLE #3 on Page 56.

EQUIPMENT LOCKOUT PROCEDURES











Identify all energy sources—electrical, kinetic, pneumatic hydraulic, potential, stored, etc.
Determine if all energy sources can be turned off locked out or blocked.
Have all energy sources shutdown by qualified personnel.
Install a personal lock and tag, with reason, name and date.
Release, disconnect or wait for stored energy to dissipate.
Verify zero energy state (with extreme caution). Attempt to turn on the equipment with start button, ensure
blocking (if required) and additional safeguards are securely in place.
If zero energy state is not achieved, then arrange shut off by qualified personnel.
When zero energy state is verified, the person performing the maintenance/repair work can proceed.
When work is complete, remove locks and tags.
Ensure all personnel are clear before removal of blocking and/or additional safeguards.
Task is complete. Start-up equipment.
Lockout doesn’t have to involve complicated machines and systems. It can mean putting a block under the arms of a
backhoe while you replace a hydraulic cylinder or turning off the master power switch on a piece of equipment and
removing its key.
GUARDING



Guards are to be removed only by authorized personnel for performing maintenance procedures and while
equipment is locked or tagged out. The guards must be replaced prior to starting up machine or equipment.
The guard should extend beyond any pinch point. Pinch points are located in and around power transmission
points of pulleys, drive belts, idlers and between belts.
Guards should be considered a permanent part of the machine or equipment. Lock out/tag out procedures shall
be followed when performing maintenance or repairs that involve removing or altering guards on a machine.
LIFTING AND LIFTING DEVICES
Lifting
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SAFE WORK PRACTICES POLICY
Policy
Lavis Contracting will develop safe work practices for general and specific work activity to address hazards that may be
presented in performing work tasks, project activity, or operations. Safe Work Practices are general in nature and work to
supplement other knowledge garnered through experience, formal training, knowledge, and supervision.
HOUSEKEEPING
GENERAL
APPLICATION
PROTECTIVE
MECHANISMS
Purpose
Job site housekeeping
All sites
•
•
•
•
The purpose of this policy is to protect Lavis Contracting employees by establishing safe work practices for common
activities. This will assist our employees in performing tasks in a consistent and safe manner in order to prevent losses
related to incident, injury, property damage, or damage to equipment and the environment. Safe Work Practices (SWPs)
offer general information involving the protection of worker health and safety by offering reminders, actions, and tips for
dealing with certain work situations. SWPs list (in no specific order) the responsibilities of both supervisors and workers,
provide an explanation on selection and use of the SWP and the various protective mechanisms that related to that
practice. Often times, the SWPs are tasks that are well-known activities that have been documented for educational,
informational, and knowledge transfer purposes. The SWPs are stored in a central location and reviewed by the Health
and Safety Department. The SWPs reflect the various work operations and are divided into general and specific
categories. This is accomplished with the assistance of managers, supervisors, and employees.
•
•
•
Responsibilities & Commitment
Lavis Contracting will establish safe work practices to minimize the risk of injury, illness and property damage. This
process will be accomplished with assistance of the managers, supervisors, and employees. Safe Work Practices will be
reviewed annually by management and staff, to review their relevance and applicability. Project Managers and
supervisors will ensure employees are provided with training and instruction on safe work practices. All Lavis Contracting
employees have a duty to comply with the safe work practices and procedures and utilize all safety devices provided to
them.
•
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Changes to SWPs
•
New Safe Work Practices developed, or changes to existing Safe Work Practices will be reviewed by the Safety
Department and added to the inventory of Safe Work Practices – and stored on a network location (e.g., Sharepoint site)
and in hard copy (paper copies for supervisors and the Safety Department). Safe Work Practices are issued and approved
by the Director, Health, Safety & Environment. Safe Work Practices will be both general and specific in nature. General
SWPs will apply to multiple Operations (e.g., Housekeeping practices) while others may be specific to an Operation.
•
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Training
Safe Work Practices can be a useful tool to provide training and guidance to employees, helping them to work safely.
Safe Work Practices include the everyday activities that workers perform such as, using ladders, three-point contact,
taking shelter from a tornado, etc. SWPs can also outline practices involving Occupational Health.
Workers should be aware of SWPs and provide input and review SWPs. SWPs can be reviewed:
 During safety training sessions
 As part of regular Safety Talks or as part of a Safety Alert
 At the Joint Health and Safety Committee meetings
 During the Job Hazard Analysis briefing at the start of the shift
 Annually to review their applicability and evaluation to regulatory requirements
 At anytime where it is appropriate to the work at hand.
•
SELECTION AND
USE
SUPERVISOR
RESPONSIBILITY
WORKER
RESPONSIBILITY
53
Good housekeeping must be practiced at all times. Tripping hazards and
slippery conditions must be eliminated. Aisles and access ways must be kept
clear of any obstruction, and be well-lit and properly ventilated.
Scraps must be removed to disposal bin or designated disposal area.
Nails or sharp objects protruding from lumber or boards must be removed.
Daily job site cleanup is required and individual cleanup duties must be
assigned to all workers.
All materials must be segregated as to size, kind and length and placed in
neat, safe and orderly piles. This will ensure clear passageways in
storerooms, warehouses and on job/project sites creating a safe workplace
for all employees.
Materials must be properly stored, stacked or piled away from power lines
and to prevent tipping/spilling.
Bagged or sacked material should be stacked or piled no more than ten high
and should be cross piled on skids so that in all cases, no one can be injured
because the material falls, rolls, overturns or breaks.
Barrels may be stacked upright with platforms/planks between layers and
should not be stacked any higher than the mechanical equipment can safely
reach.
Skids of brick blocks or other such material should be stockpiled in such a
manner as to prevent tipping or collapsing.
Employees are not allowed to climb up, on or about around any such stacked
equipment, machinery, supplies, parts, products, etc.
Stockpiles should be blocked and interlocked ensuring that they are not too
high or obstruct any fire access, extinguishing or fire safety equipment (e.g.
fire doors).
Proper tools, such as cutters or snips, must be used to break metal bands and
extreme caution should be taken when removing such objects.
Protruding nails in boards, planks, etc., must have the nails removed or bent
over, and the boards placed in an orderly fashion. When handling such
material, the workers should wear heavy gloves and safety footwear as
prescribed.
Signs must be posted to warn workers of hazardous areas.
This safe work practices applies to all sites.
•
•
•
•
•
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Training of all employees to this SWP.
Enforcing this SWP.
Regular review of jobsites identifying unsafe conditions.
Following and respecting this SWP.
Continuous adherence to this practice.
Report unsafe and poor practices to their supervisor.
54
DEFECTIVE TOOLS
GENERAL
APPLICATION
PROTECTIVE
MECHANISMS
OPEN CUT EXCAVATION WORK
Job site tool evaluation
All sites
 If a tool is defective in some way, DO NOT USE IT.
 Be aware of problems like: o Split or broken handles o Chipped or worn down bits
or Broken, dull or worn down saw blades o Worn out pull cords o Loose chain saw
chains
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SELECTION AND
USE
SUPERVISOR
RESPONSIBILITY

This safe work practices applies to use of small, hand held tools.
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Training of all employees to this SWP.
Enforcing this SWP.
Regular review of jobsites identifying unsafe conditions.
Investigate worker feedback in a timely manner.
Hand Tools:
WORKER
 Never use a defective tool.
RESPONSIBILITY
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Double check all tools prior to use.
Ensure defective tools are either repaired or replaced.
Report unsafe conditions or acts immediately to the supervisor.
Power Tools:
Visually inspect power tools prior to use – looking for damaged parts, loose fittings
or frayed electrical cords.
Ensure power tools used are CSA or UL approved and plugs are three prongs
grounded or double insulated.
Use tools only in the manner in which they are designed.
Read and follow manufacturer’s instructions prior to using.
Do not remove safety guards from tools or subject tool beyond its obvious capacity.
Use only proper size bits, blades, disks or other attachments for the task at hand.
Remember to let the tool do the work; if you have to force the power tool
reconsider another tool or approach.
When changing out parts, always disconnect tool from power source.
Do not carry, hoist or unplug the power tool by its cord.
Ensure proper personal protective equipment is worn when working with power
tools (i.e., eye protection and/or face shields) to protect against flying particles.
When working with power tools, avoid wearing any loose clothing, articles and if
required secure long hair to avoid getting caught.
Ensure adequate lighting present in area where working with power tools.
Remove all defective tools from the work area and mark, `Defective - Do NOT Use’.
55
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Review the project plan and specifications and perform an onsite inspection to identify the type of utilities
present, either buried or above ground to identify any potential safety hazards. Also, review the soils
investigation report to identify the type of subsurface conditions that may be expected to be encountered during
the excavation work.
Complete ALL utility locates before starting to dig. Co-ordinate all locate requests through Lavis Contracting Co.
Limited office
Ensure that all utilities are accurately located and marked out.
Keep copies of the locate records onsite.
If necessary, have the utility services disconnected, protected or relocated before or during the excavation work.
If required, make arrangement to have the utility company onsite to assist before and/or during the excavation
work. Hand dig to confirm utility locations before uncovering them with heavy equipment.
Take all reasonable precautions to support exposed utilities and keep them from failing or breaking.
Any excavation that a worker may be required to enter shall be kept reasonably free of water.
The walls of an excavation shall be sloped 1:1, be stripped of loose rock or other material that may slide, roll, or
fall upon a worker.
A level area at least one metre away from the upper edge of each wall of an excavation shall be kept clear of
excavated material, construction materials and equipment.
Safe reliable means of access (i.e. ladder, ramp, stairs, and pathway) shall be provided at all times.
Do not operate or position a vehicle or machine that will affect the stability of a wall of an excavation.
During and after the excavation work, regularly monitor the ground inside and outside the excavation for signs of
soil failure (groundwater seepage, ground swelling at the bottom of the excavation, tension or shrinkage cracks
around the excavation at original grade).
Any excavation that has someone entering must have a competent spotter at the top of the excavation to notify
of any possible dangers.
If it is not possible to slope the trench walls as specified, trench boxes should be used at all times. The trench
boxes should be ordered to meet your requirements and they should be accompanied by an engineers stamped
and approved drawing.
A ladder should be inside the trench box at all times.
Workers should never leave the protected area of a trench box.
Special attention should be paid when manhole section or pipe sections are lowered into the trench box.
Never stand underneath a load while it is lowered into the trench.
Trench boxes should only be rented from approved suppliers.
56
POWERLINE SAFETY
PROPANE AND TEMPORARY HEATING
Contact with overhead power lines is a major cause of fatal accidents in construction. The equipment involved is often a
backhoe, dump truck, boom truck, crane or an excavator. But rolling scaffolds, extension ladders, lengths of pipe and
metal siding have also been involved.
GENERAL
APPLICATION
PROTECTIVE
MECHANISMS
PRECAUTIONS
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Site heating and torch use
Formwork heating, field torch use

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Point out power line hazards on site.
Review typical situations encountered regularly by your crew.
Review company, project and legislated guidelines regarding work near overhead power lines.
Check the area for overhead power lines before bringing in equipment such as excavators, backhoes, dump
trucks or boom trucks. Determine power line voltage by checking markings on pole or calling the utility.
Avoid storing materials and equipment below overhead power lines.
Maintain minimum allowable distances set by regulations.
Use a designated signaler to direct equipment operators. This designated signaler cannot perform any other
function. If you are the designated signaler, warn operators when any part of their machine, boom, or load
approaches the minimum clearance.
When moving equipment, be aware of overhead power lines. Always maintain the minimum allowable clearance.
Near live power lines up to 150,000 volts, bring nothing closer than 3m or 10ft.
Between 150,000 and 250,000 volts, keep a minimum distance of 4.5m or 15ft.
Over 250,000 volts stay 6m or 20ft away.
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IN CASE OF CONTACT
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STAY IN THE TRUCK OR EQUIPMENT UNTIL THE POWER IS SHUT OFF.
If possible, break contact by moving the equipment clear of the power line. Otherwise do not move the
equipment until the utility shuts down the line and confirms that the power is off.
Beware of time relays. Even after breakers are tripped by line.
Keep everyone away from equipment in contact with the power line.
Never touch equipment and ground at the same time.
Get someone to call the local utility to shut off power damage. Relays may need to be reset to restore power.
For further information, see the appropriate current Occupational Health & Safety
Legislation.
OVERHEAD WORK
No work of any type shall be performed directly overhead another worker, vehicle or piece of equipment where there is a
potential for a falling object to strike the worker, vehicle or piece of equipment below.
CONVEYOR SAFE WORK PRACTICES
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No person shall handle propane unless the person is the holder of a
certificate or ROT (record of training) for that purpose.
The cylinders are to be installed and secured in an upright position to prevent from
falling.
Use only the proper tools for connecting any hoses or appliances to the
cylinders.
Only workers certified in the use of propane shall be permitted to install the
equipment. This includes the changing of cylinders.
Cylinders are to be transported in an upright position. They are to be secured from
falling and/or lifted only if secured in a proper lifting cage that is designed for this
purpose.
Adequate fire protection equipment that is suitable for use on propane fires shall be
available in the vicinity of the equipment being used, and all workers shall be trained
in the use of this equipment.
All connections are to be checked on a daily basis for leaks and proper installation
(“Soap Test”). Any repairs to equipment shall be completed only by qualified people.
Where this equipment is installed and/or used in an enclosed area, provision is to
be made for proper and adequate ventilation.
Safety devices, such as pressure release valves and regulators are not to be
disabled or modified, unless a qualified technician carries out this work.
Personal protective equipment shall be used when handling propane (safety
glasses, gloves and long sleeved shirts).
Propane under pressure is extremely cold and can cause frostbite.
Do not use or store cylinders of propane in low areas, such as trenches, manholes
or basements. Propane is heavier than air and will collect in low areas.
All workers should be in the operator’s sight before turning on the conveyor.
Before working with a conveyor, be sure to know the location of pinch points.
All head, tail, drive and tension pulley guards are not to be removed during the conveyor belt operation.
Never use a shovel or other such objects to remove debris from a moving conveyor.
Never adjust conveyor belts while running.
All conveyor belts must be stopped, locked, and tagged out before repairing, servicing or removing any guards.
57
SELECTION AND
USE
SUPERVISOR
RESPONSIBILITY
WORKER
RESPONSIBILITY
This safe work practices applies to all sites.
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Provide training to employees required to follow to this SWP.
Enforcing this SWP.
Regular review of jobsites identifying unsafe conditions.
MSDS Sheets are readily available
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Ensure proper training has been received in accordance with the legislation.
Following and respecting this SWP.
Continuous adherence to this practice.
Report unsafe and poor practices to their supervisor.
58
WELDING AND CUTTING
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USE OF TIGER TORCHES
Welding equipment shall only be used by qualified authorized personnel and all required personal protective
equipment shall be used.
Only approved equipment in good condition shall be used and any defects must be reported immediately.
Frequent inspections should be carried out.
Adequate ventilation must be provided.
Particular precautions must be taken prior to welding or cutting in dusty or gaseous locations.
The areas in which welding is being done should be clear of combustibles, screened off with proper screens,
provided with suitable fire extinguishers.
Cylinders should be handled with care and secured in an upright position. They should be stored neatly with
empty cylinders stored separately and clearly marked.
When transporting cylinders the regulators must be removed and the caps installed.
Hoses and cables must be protected from any possibility of damage. In some cases, it may be necessary to
suspend them.
Special care must also be used when working in confined spaces. All entries shall be made in conformance with
the legal requirements. Special clothing should be worn, preferably fireproofed but wool is acceptable.
Never feed oxygen from the cylinder into a confined area.
Welding or cutting must not be done on containers that have held flammable or poisonous substances until they
have been thoroughly cleaned and safe guarded.
Protect cylinders, hose, legs and feet when flame cutting.
Put stub end of welding rods in a suitable refuse container.
Never allow oil or grease to come in contact with oxygen or oxy-acetylene equipment or hose.
Always remove an oxy-acetylene torch from a confined space when the torch is not in use.
To be accompanied by a standby person and extinguisher when necessary.
GENERAL
APPLICATION
PROTECTIVE
MECHANISMS
SELECTION AND
USE
SUPERVISOR
RESPONSIBILITY
WORKER
RESPONSIBILITY
APPROVAL
59
Protecting workers from injuries associated with the use of tiger torches
The primary function of the tiger torch is to preheat piping systems
 Manufacturers specifications
 PPE
 Fire protection
 As per Safe Job Procedure
 Manufacturers specifications (400-01 training required)
 Propane Training
 Supervisors are responsible to facilitate and/or provide proper instruction to
their workers on protection requirements and training
 Hazard analysis
 Work site inspection
 MSDS
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Training (Propane Certificates).
Ensure you are familiar with the operation of equipment.
Ensure fuel lines are in good working conditions.
Follow proper procedures for lighting torch.
Ensure proper cylinders are secured and regulators in place.
When not used for pre-heating operation, shut torch off at main fuel supply.
Torches are not to be used for heating or thawing of lines where known
hydrocarbons are present.
Director, Health, Safety & Environment
60
FIRST AID
All training will be carried out by a recognized Certified First Aid training company. Training records will be kept for all
employees that have been trained. Training cards should be kept with the individual. Records of training will be kept in
local offices/nearest location to where the trained employee works or stored on the Network.
Records include:
Purpose
To ensure all employees of Lavis Contracting are aware of the requirements to provide necessary first aid treatment to
any employee injured in a workplace incident. Provincial regulations lay out the requirements for first aid materials (kits)
that must be provided by an employer and the training requirements for workers who are to provide first aid treatment
when required. The size of the first aid kit and the types of materials required are dependent on the number of people
employed at the place of employment (see “First Aid Supply Requirements of Permanent Locations” table below). A
vehicle being used by an employer to transport workers is also considered to be a place of employment.
Lavis Contracting will comply with legislation which requires that an employer must provide immediate transportation to a
hospital, a doctor’s office, or the worker’s home, if necessary.
Policy
Notes:
Lavis Contracting will ensure that all workplaces are equipped with first aid kits as required by provincial regulations and
legislative requirements, and sufficient personnel will be trained to provide first aid treatment when required.
Requirements
1. Each department must provide first aid kits at each place of employment or location where work is being performed.
2. Each vehicle owned by or operated on behalf of Lavis Contracting shall be equipped with a first aid kit.
3. Each first aid kit will be in the hands of an employee trained in first aid who works in the immediate vicinity of the kit.
The person providing the first aid treatment must record the first aid treatment provided on the First Aid Injury
Treatment Record form and complete an Incident Report Form.
4. Each department is responsible for inspecting the first aid kit at least once per month. Each first aid kit shall be provided
with a First Aid Kit Monthly Inspection Form to record the inspection.
5. The list of first aid trained employees must be posted in workplaces (e.g., on the Safety Communication Board), and/or
readily apparent on worksites (e.g., hard hat stickers of first aid trainers). Training records of first aid trainers must
also be posted on the bulletin board. The first aid trained individuals will be listed on the Job Hazard Analysis.
6. If required, facilities will be equipped with a First Aid Room as per provincial legislation.
7. Any first aid kit, which has been used, shall be re-stocked as soon as possible. The employee using the kit shall be
responsible for notifying his/her supervisor that the kit is incomplete and requires restocking.
•
Date of training, date of expiry/renewal, name of recognized agency that performed the training, etc.
Transportation after an Incident or Injury Policy
1. It is the choice of the injured party to decide which treatment center (i.e. doctor’s office) he/she
wishes to attend if any. It is the worker’s choice to decide on whether medical aid is required.
Provide first aid and make sure there is a record of first aid treatment provided using the First Aid
Injury Treatment Record and Incident Report Form. If the employee refuses treatment, it will be
acknowledged by the employee, and documented using an Incident Report Form.
2. In all cases, whether the injured party is conscious or unconscious the ambulance service will decide
on which treatment centre is to be utilized.
3. In most cases of injury or illness where transportation is required, an ambulance should be the first,
best option for transportation.
4. Personal vehicles should not be used to transport an injured party. If the injury/illness worsens
during the journey or traffic is heavy, their arrival for treatment can be delayed.
5. The Supervisor or Designate should accompany the injured party to the hospital to provide support
to the injured party and provide information to the treating physician.
6. If the worker, after initially refusing treatment subsequently attends a hospital, clinic, etc., steps
should be taken as per the Return to Work Program.
8. First aid training for employees must be scheduled prior to provincially regulated expiry dates. Records of training will
be maintained in an appropriate database. First Aid training sessions may be scheduled by the appropriate Safety
Department representative.
First Aid Requirements shall be posted in every project that has a field office and in the foreman’s Safety Binder on
Projects without a field office.
Supervisors/Foremen will ensure that all employees on the job are aware of:
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Where to find first aid stations and kits.
Who on site is trained in first aid.
What are the local Emergency numbers (911, etc.).
Keep a record of any time first aid is administered and report it to your supervisor, using the Incident Report Form.
61
62
FALL ARREST PLAN AND PROCEDURE
VEHICLES, EQUIPMENT AND FUEL
Lavis Contracting Co. Limited has a Fall Arrest Plan in place to retrieve a fallen worker who is suspended by his safety
harness and lanyard in the area of the asphalt plant. The asphalt plant has maintenance platforms as high as 48’ and the
asphalt silo as high as 64’.
CVOR MAINTENANCE PROGRAM
Lavis has a “snorkel lift” or man lift that has a platform with a 60-foot reach can be used. This machine would be our first
line of defense for rescuing a suspended worker
The Central Huron Fire Department does not have a ladder truck, but through their mutual aid, the Goderich and Seaforth
Departments both have 100’ ladder trucks. The Fire Chief explained that the 911 call should specify a suspended worker
and that they could dispatch the Goderich or Seaforth ladder truck.
Lavis Contracting Co. Limited is also equipped with a tripod and self-retracting lifeline for use in manhole work. This
device not only incorporates Fall Arrest Protection, but also a self-contained bi-directional retrieval winch suitable for
raising and lowering personnel in emergency rescue/retrieval situation.
MAINTENANCE
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REPAIRS
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RESCUE PLAN AT GRAVEL PIT PONDS
Lavis Contracting Co. Limited has pits where ponds are present. Precautions must always be taken to guard against the
danger of drowning. When operating trucks and equipment around water, ensure a sound footing and stable placement
of the vehicle or equipment to prevent upset.
Lavis Contracting Co. Limited provides personal floatation devices for their own dragline and shovel operators, which are
the two pieces of equipment that typically bail gravel from the ponds. Rescue equipment in the form of a Ring Buoy
attached to 15 metres of 10mm polypropylene rope is available and should be in close proximity to any bailing activity.
At the Main Pit Compound, a Ring Buoy attached to 15metres of 10mm polypropylene rope is housed inside a clearly
signed cabinet at the asphalt plant’s sediment ponds water pump location. All workers in these areas will be made aware
of these safety devices and radio or cell phone communication will always be present.
Maintenance includes but is not limited to: changing necessary fluids, replacing worn parts, belts, etc., inspection
of machine/vehicle for damage, replace defective parts, and hoses.
Brakes are only adjusted by a qualified brake adjuster or licensed mechanic.
Vehicle Inspection reports are to be completed by servicing personnel whenever a vehicle is serviced in the field
or shop.
Equipment Operator Daily Report is now required on all E03, 04, 05, 06, 07, 08, 09, 10, 11, 12 and 13 numbered
vehicles and must be filled out and handed in Daily by the operator.
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No vehicle shall be operated with any unsafe mechanical deficiency at any time.
All repairs are to be coordinated through the Lavis shop. Repair details are to be recorded and a copy of the
repair details is to be kept at the Lavis shop.
ANNUAL INSPECTIONS
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All heavy vehicles will receive Periodic Mandatory Commercial Vehicle Inspections (PMCV) annually as coordinated
by the Lavis shop.
Any vehicle without a current PMCV sticker shall not be operated.
PRE-TRIP INSPECTION/CIRCLE CHECK
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Every driver of a commercial motor vehicle and some private use vehicles must carry out and log an inspection as
outlined in The Highway Traffic Act and its Regulations, prior to the vehicle’s use.
A motor vehicle with a GVWR of 4,500kg or more that is a public service vehicle or commercial truck is classified
as a commercial motor vehicle.
Vehicle inspection reports are available in the shop and must be filled out accurately and completely. Every
applicable box must be checked off according to your circle check inspection. A copy of the “Circle Check” form
will be signed and remain in the vehicle until the operator or driver is finished for the day at which time they are
responsible to turn in the Daily Inspection (Circle Check) Sheet to the Lavis Shop
Only employees authorized by their supervisor are allowed to drive company vehicles/equipment.
Operators of company vehicles or motorized equipment must have a valid and proper licence and comply with
provisions of the Commercial Motor Vehicles regulations.
For all vehicles/equipment, ensure that it is operable in a safe and reliable manner prior to operation. Perform a
walk around to check tire pressure, lights, assess for body damage, fluid levels, wipers, etc. Report any
deficiency to the Lavis Shop immediately for repairs or to schedule repair.
ACCIDENTS
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All accidents, whether involved directly or indirectly are to be reported to the head office immediately.
RECORDS
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Records are to be kept for maintenance and repair of all equipment and vehicles.
64
CLEANLINESS
It is the responsibility of each truck and equipment operator to maintain a high standard of
cleanliness for all equipment on a daily basis. This includes truck and equipment cabs as well as
exterior cleanliness. Please dispose of garbage and recyclables appropriately.
ZERO TOLERANCE: FOR ALCOHOL AND NON–PRESCRIPTION DRUGS
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Lavis vehicles/equipment will never be used to transport any alcoholic beverage.
Lavis vehicles/equipment will not be driven by anyone who is under the influence of alcohol or any nonprescription drug.
There is zero tolerance for consuming any alcoholic beverage or using any non-prescription drug while on any job
site, while on Lavis’ property, in any Lavis vehicle/equipment or during working hours.
QUALIFICATION FOR VEHICLE OPERATION
Whenever an employee’s duties require the driving of company vehicles owned and/or operated by Lavis Contracting the
following qualifications must be met:
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All drivers must pass a road test conducted by an appointed Lavis employee.
A driver must not have had an impaired driving conviction in the last (2) two years, and no more than (1) one in
the last (5) five years. An impaired conviction throughout their hire will disqualify them from being able to
operate any motorized vehicle for a minimum of (1) one year after their license re-instatement or until the “I”
restriction has been removed from their license.
Employees must supply all materials requested during their employment to keep their employee file up to date
(copy of driver’s license, driver medicals for Class A, B, C licensed, reason for a Class change, etc.).
14. All required paperwork must be completed legibly, accurately and in a timely manner. (Circle Checks, Daily Activity
Reports, Weigh Tickets)
15. Company vehicles and equipment will be used for Lavis Contracting Co. Limited business only.
16. Do NOT leave keys in the vehicles. Please ensure any spare sets used are returned to the Key cabinet as soon as you
are done with them.
TRUCKS—BACKING UP AND DUMPING
When working in conjunction with asphalt spreaders, gravel spreaders, milling machines, etc., drivers must be very
attentive to the operation they are helping perform. Clear communication between the truck driver and signal person
must be maintained at all times—this includes both VISUAL and VERBAL communication.
STEPS TO BE TAKEN IF BACKING UP IS REQUIRED
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Turn CB radios and AM, FM, music radio OFF.
Company communication radio is left ON.
The driver-side or passenger-side window must be down in order to ensure verbal communication between driver
and signal person.
Driver to ensure tailgates are locked and the load has been evenly distributed.
All drivers should ensure:
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That the tailgate is unlocked.
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That the vehicle is dumping on a reasonably level and solid surface to prevent tip over.
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That the signal person or other equipment is not beside the truck when dumping.
Violation of this policy may result in disciplinary action up to and including discharge.
NEVER back-up to equipment until a signal person is in a position where he/she is able to see the back of the truck and
he/she is visible in the truck mirror.
VEHICLE OPERATING RULES
ONLY back-up when absolutely necessary to do so.
1. Only employees authorized via Lavis License by their supervisor are allowed to drive company vehicles and/or operate
company equipment.
2. No employee shall operate any vehicle or equipment unless they have been properly trained to do so.
3. When operating a company vehicle/equipment, all Highway Traffic Act regulations are to be abided by. This includes
but is not limited to wearing your seatbelt.
4. Only employees that have a valid and current driver’s licence and authorized Lavis License may operate company
vehicles and equipment.
5. Do not operate any vehicle or equipment that is deemed to be unsafe.
6. The use of company vehicles or property without authority or their use in an unsafe manner will result in a severe
reprimand or dismissal.
7. All equipment operation is to be done by qualified personnel in accordance with the manufacturer’s guidelines as
shown in the operator’s manuals. The manuals are to be kept with the equipment at all times.
8. Employees agree to notify Lavis of any/and all charges or accidents.
9. No Riders: other than passengers authorized by Lavis management.
10. Fuel Sheets are to be handed in weekly!
11. Maintain a reasonable speed on the road, jobsites and yard locations.
12. All Lavis employees including truck drivers and equipment operators are required to wear Personal Protective
Equipment as outlined by the Occupational Health and Safety Act, this includes but is not limited to CSA certified
safety boots, hardhat and reflective vest.
13. Smoking is prohibited in all enclosed areas including all equipment and vehicle cabs. This policy is consistent with
Huron County’s ETS By-Law.
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FUEL SPILLS AND LEAKS
In the case of an accidental spill or leak:
SMALL SPILLS AND LEAKS: Absorb with an inert material such as ‘Oil Dri’ or oil-absorbent towels (available in
the fuel spill kit) and place spill cleanup material in appropriate waste disposal.
LARGE SPILLS AND LEAKS: Report to the office immediately so that the appropriate action can be taken. Keep
away from heat and sources of ignition. Stop the leak if without risk. Note: Emergency stop is at electrical panel at the
main Lavis pumps.
REMINDERS WHEN FUELING
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ALWAYS turn off your vehicle when refueling.
When pumping fuel DO NOT leave pump unattended.
Never smoke, light matches, or use lighters while refueling.
Never prop open the fuel nozzle latch with anything.
Do not re-enter your vehicle during fueling to prevent static charges from building.
Prior to filling, be sure to touch the metal surface of the vehicle (i.e. Close your driver’s door) to dissipate static
buildup.
Do not use cell phones during fueling.
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When leaving the fueling station, remember to remove the nozzle from the tank and be mindful of pulling away
from the pumps especially with equipment to avoid catching the hoses.
If a fire does start, do not remove the nozzle! Back away immediately. Eliminate sources of electrical power by
shutting off the pump, use the emergency shutoff on the pump, and/or shut the breaker off in the electrical panel
box located beside the
fuel-recording building.
ADMINISTRATIVE POLICIES
MOBILE FUELING OF EQUIPMENT POLICY
STARTING YOUR CAREER WITH LAVIS, KLING OR
JENNISON
Dispensing shall not take place within:
To begin work, you are required to have the following items:
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Thirty (30) metres of a stream, river, lake, canal or natural watercourse
A building
Three (3) metres of a property line
Three (3) metres of a highway except when requested to do so by an emergency service provider
Four and one-half (4.5) metres off any opening in a building
Three (3) metres from a building with no openings, or
Three (3) metres from any source of ignition
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A clean, current abstract (reviewed at time of interview)
Your driver’s license so that we may make a photo-copy for your file.
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A void cheque for Direct Deposit of your pay or
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A print out from your financial institution including the following information:
1. Your Financial Institution Number (3 #’s)
2. Your Transit Number (5 #’s)
3. Your Account Number (varies based on the bank).
Prior to dispensing fuel, the attendant shall ensure that the tank vehicle or mobile refueling tank is at the same electrical
potential as the vehicle or equipment being fuelled.
Please make sure this information is stamped or verified by the bank in order to ensure its accuracy.
While dispensing gasoline or an associated product, the person transferring the fuel shall remain in constant attendance
of the motor vehicle, tank or equipment being fuelled.
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Pants. You are not permitted to wear shorts on the jobsite.
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Grade 1, CSA certified, “green patch” work boots (preferably boots to help support the ankle).
Unreeling of the fuel hose and nozzle shall be done with the nozzle in an upright position.
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Positive, Safety Conscious Attitude.
Transfer of fuel is to be stopped prior to overflowing.
During fueling, a fire extinguisher with a minimum rating of 4A, 60-B or C shall be readily available for use.
Spill containment kits shall be readily available during fueling operations.
The mobile refueler shall have a spill response procedure and personnel shall be trained in the cleaning up and reporting
of spills.
During fueling, a sign shall be provided at the front and rear of the tank vehicle, visible to all persons as they approach it,
which shall display the international no smoking symbol in red and black at least ten (10) centimeters in diameter on a
white background.
Ensure Fuel Sheets are handed in weekly!
Personal Protective Equipment including a hard hat and vest will be supplied to you at the end of the orientation session.
SICK/PERSONAL LEAVE POLICY
WHAT IS A PERSONAL DAY?
A ‘personal day’ is a “paid” day off, for which an employee is permitted to be absent from work in order to attend to
personal matters.
Lavis Contracting Co. Ltd. considers “personal matters” to cover those times when you would expect special consideration
to be given to your circumstance (i.e., you need to be with an ill loved one, attend your child’s graduation, doctor’s
appointments, etc.). We ask that you use personal days responsibly. Time off required for entertainment or vacation
related activities would be best taken as either vacation or unpaid scheduled time off.
Furthermore, please be advised that Bereavement Time is over and above Personal Time.
All full-time regular and full-time seasonal employees are eligible for up to 6 sick /ersonal days per year.
The number of Sick/Personal days you are eligible for will be converted into hours (in order to track partial days) based
on a typical workday to a maximum of 9 hrs/day. Therefore, if you typically work 9+ hours/day you are entitled to 6
days x 9 hours = 54 sick or personal hours/year.
All part-time employees are entitled to a pro-rated equivalent based on days worked per week as calculated below:
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# days worked per week / 5 x 6 (full-time sick/personal leave equivalency).
4/5 x 6 = 4.8 which rounded = 5 days x 8* = 40 hours
3/5 x 6 = 3.6 which rounded = 4 days x 8* = 32 hours
*whatever is typical up to a maximum of 9
W.S.I.B AND RETURN TO WORK
CO-OPERATION OBLIGATIONS
The employee and employer must co-operate with each other in the return to work process by:
**Other extenuating circumstances may apply.
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During the first season with Lavis Contracting Co. Ltd., new employees are eligible for paid sick/personal leave after
completing a 3-month probationary period. After this probationary period, seasonal workers will be allowed 3 days in the
next 4 months and year-round employees will be allowed 4.5 days in the next 9 months. After the first season/year, the
regular Sick/Personal policy applies as outlined.
SALARY EMPLOYEES
Initiating early contact.
Maintaining communication throughout the worker’s recovery.
Working towards identifying and securing a suitable and available job for the worker.
Giving the W.S.I.B. all relevant information concerning the worker’s return to work.
Notifying the W.S.I.B. of any dispute or disagreement concerning the worker’s return to work.
EMPLOYEE PROCESS AND PROCEDURES
The above policy applies to salaried employees as well as hourly. All sick/personal leave per employee will be tracked
and in the cases where salary employees exceed their allotted paid leave in a calendar year, they will be subject to a
reconciliation adjustment.
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BEREAVEMENT TIME
In the event of a death in the immediate family of a full-time employee, the employee will be allowed up to 3 (three)
working days off with pay.
The immediate family of an employee includes the employees: Father, Mother, Wife or Husband, Sons, Daughter’s,
Brother, Sister, Father-in-law, Mother-in-law, Brother and Sister in-law and Grandparents.
Should a loss occur, bereavement consideration shall be between the affected employee and management.
ENDING YOUR CAREER WITH LAVIS, KLING OR JENNISON
If, unfortunately, the circumstances arise that see us parting ways, for whatever reason, please do the following:
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Provide at least 2 weeks’ notice to the office and your supervisor prior to your expected last day. This will ensure
proper paperwork is completed.
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Return any keys, documentation, company issued radios, cell phones, undamaged safety equipment and anything
else belonging to Lavis Contracting Co. Ltd. on or prior to your last day.
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If you move, please update our office with your new address in order for future paperwork to be completed and
forwarded to you (such as T4 statements).
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Contact the employer immediately after the work-related injury.
Contact the employer within 24 hours after receiving initial health care treatment.
Respond to written or telephone contacts from the employer within a reasonable amount of time.
Be available to communicate with the employer during regular work hours.
Attend appointments/meetings with the employer.
COMPANY PROCESS AND PROCEDURES
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Contact the worker as soon as possible after the work-related injury.
Provide the worker/W.S.I.B. with the company return to work contacts.
Respond to written and telephone contacts from the worker in a reasonable amount of time.
Be available to communicate with the worker during regular work hours.
Attend appointments/meetings with the worker.
PRIVACY POLICY
Collection, Use and Disclosure of Personal Employee Information:
“Personal employee information” is personal information collected, used or disclosed for the purposes of establishing,
managing or terminating an employment relationship. We can collect, use and disclose this information without consent
but we will only collect, use and disclose the personal information that is necessary for the purpose of administering the
employment relationship. “Personal employee information” may include, but is not limited to, the following:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
name;
home address and phone number;
employment history;
disciplinary records;
medical information or disability;
social insurance number;
age;
bank account;
wage or salary paid;
sex;
family status;
marital status;
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In administering the employment relationship we may use this information to perform tasks such as providing benefits,
paying wages and generally managing the workplace.
SUBCONTRACTORS & BROKER TRUCKS
Some personal employee information will be disclosed to the following third parties:
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Our benefit provider: Great West Life
Any third party necessary for the purposes of administering the employment relationship.
We will not disclose personal information to any third party unless we provide our employees with prior notification or our
employees give us written consent to do so.
Our personal employee information is safe guarded to prevent unauthorized access, use and disclosure. Particularly
sensitive information such as medical information is stored separately and is only accessed by those with the need to do
so.
It is important that we keep our personal employee information as up to date as possible. Please notify us as soon as
possible of any changes to employee contact information. Employees may access their personal employee information by
making a request to our Privacy Officer. Any concerns or questions about the collection, use or disclosure of personal
employee information can also be addressed by this individual.
Creating and maintaining a construction environment which ensures the health and safety of all its members is a
responsibility that must be shared.
Therefore, all subcontractors and “Broker Truck” drivers hired by Lavis Contracting Co. Limited must understand and
adhere to our Health and Safety Policy and Company rules.
This includes but is not limited to the following:
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All subcontractors and broker trucks associated with our projects must understand and work in compliance with
the conditions of “The Occupational Health and Safety Act” and the Provincial regulations current at the time of
signing this policy, or as may be revised and enacted prior to completion of the project.
Workers shall wear all personal protective equipment that is required by OHSA on all Lavis Contracting Co.
Limited jobsites that includes but is not limited to: CSA certified safety boots, hard hat and proper reflective,
fluorescent, orange vest.
Workers will not work under the influence of alcohol, narcotics or nonprescription drugs.
It is the responsibility of every subcontractor to inform their visitors and suppliers of all rules and regulations
pertaining to the site, and to assist the contractor in ensuring compliance.
Provide site-specific training as required to meet the safety policy and procedures for each job site.
Co-ordinate all work activities through the project manager or superintendent.
Conduct or take part in regular tailgate, on-site safety talks.
Notify supervisor/project manager of any lost time injuries or medical aid cases.
Provide to Lavis Contracting Co. Limited all material safety data sheets required for each jobsite.
Drivers shall not back up on the job site unless a signal person is directing them.
When traveling in the areas of the gravel pit, be cautious of other traffic, always give the loader operators the
right of way, and do not use excessive speed.
Never drive behind the asphalt plant loader while he is on the ramp feeding the plant.
Do not turn around on any private driveway or parking lot.
If hauling material out of the Lavis pits, check with the scale house or operator for every load.
PAPERWORK REQUIREMENTS
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Daily activity reports must be filled out and handed in each night.
Each load must be counted and recorded on the daily activity report.
Weigh tickets must be handed in to either the jobsite foreman or handed into the office daily.
All subcontractors and Broker Trucks of Lavis Contracting Co. Limited must review a copy of this safety policy and
procedures booklet and sign the acknowledgement sheet for Lavis Contracting records.
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TABLE #1:
DISCLAIMER
The information presented here is to the best of our knowledge current at the time of printing and is intended for general
application.
This publication is to be used as a guide only.
W.H.M.I.S. SYMBOLS
Class A - Compressed Gas
It is not intended for replacement of government regulations or practices and procedures wholly applicable under every
circumstance.
For further detailed information please refer to:
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Class B - Flammable and Combustible Material
The Ontario Occupational Health and Safety Act and Regulations for Construction Projects.
The Handbook for Construction Traffic Control Person Manual.
The Infrastructure Health and Safety Association(IHSA) of Ontario, Guidelines for Training Traffic Control Persons.
The Province of Ontario Traffic Control Manual, Book 7, temporary conditions.
Lavis Contracting Co. Limited’s Office for additional information, forms, procedures and plans.
COR Documentation from Miller SharePoint Portal website
Class C - Oxidizing Material
Class D - Poisonous and Infectious Material
SUMMARY
1. Materials Causing Immediate and Serious Toxic Effects
Safety is the responsibility of every person on our projects. You have the training and knowledge to work safely and
watch out for fellow workers. Safety is our number one concern!
NEVER FORGET:
2. Materials Causing Other Toxic Effects
3. Biohazardous Infections Materials
If you are not part of the solution, you are part of the
problem!
Class E - Corrosive Material
Class F - Dangerously Reactive Material
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TABLE #2:
TABLE #3:
EXCAVATOR HAND SIGNALS
HOISTING HAND SIGNALS
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EMERGENCY RESPONSE PLAN
EMERGENCY CONTACT NUMBERS
Lavis Contracting Co. Limited:
Phone: 519-482-3694
Fax: 519-482-7886
37462A Huron Road., RR#2 Clinton, Ont
To report an absence from work dial ext. 239.
1. REMAIN CALM.
2. Call for assistance. Assign specific responsibilities.
3. Access the hazards at the scene and make the area safe for yourself and others.
4. Identify yourself to the victim and offer to help. Access the casualties for life threatening
conditions.
5. Promptly obtain First Aid/medical treatment. (Administer First Aid only if you are certified to
do so.)
6. Accompany the injured employee to a doctor or hospital or wait with the employee or injured
person until they no longer require your assistance.
7. Immediately notify Lavis Contracting Co. Limited’s office of any accident or injury.
8. Complete accident investigation report immediately.
Frank Kling Limited
Phone: 519-527-0297 Fax: 519-527-0299
43067 Hydro Line Road., Seaforth, Ont.
Jennison Construction Ltd.
Phone: 519-238-8480 Fax: 519-238-2797
70572 Grand Bend Line., Grand Bend, Ontario.
Lavis Concrete Division
Phone: 519-524-4555 Fax: 519-524-4505 Seaforth: 519-527-0001
Parr Line., Benmiller & Hydro Line Road., Seaforth, Ont.
Ambulance/Police/Fire Department: 911
Hospital: Clinton 519-482-3447 Goderich 519-524-8323
Ontario One Call: 1-800-400-2255
Ministry of Labour: 1-877-202-0008
Bell Telephone (Repair): 1-800-400-2255
Union Gas (Emergency): 1-877-969-0999
Hydro One (Emergency): 1-800-434-1235
Ministry of the Environment (Spills): 1-800-268-6060
Eastlink Cable Repair: 1-888-345-1111
Hensall Co-op: 519-262-3002 or 519-891-1111
Note: Please take an extra moment to know your exact whereabouts when working on
all jobsites. It is not only necessary for ‘Daily Activity Reporting’ but could save precious
seconds in the event of an emergency.
All Pit 911#’s are listed in the main office as well as posted at each pit entrance.
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