SPR CONSTRUCTION HSE MANUAL NOVEMBER 2012 SPR S… · · 2013-01-29SPR CONSTRUCTION HSE MANUAL...

SPR CONSTRUCTION HSE MANUAL NOVEMBER 2012 Page | 2

Health & Safety Policy

SPR Construction is committed to providing a safe working environment to ensure the safety of employees, contractors, the general public and the environment. We will work to eliminate or reduce hazards and protect company and customer properties and assets. To achieve this goal we will develop and adhere to the principles of a strong health and safety program.

Accidents are preventable!

We will provide a safe working environment ensuring:

Employees and contractors are provided with the necessary training, skills, equipment and tools to conduct jobs safely

Employees and contractors are aware of potential hazards and trained in prevention of injuries and accidents

Employees and contractors understand their role in the Emergency Response Plan

Employees are given the opportunity to provide suggestions and be involved in hazards reporting

The policies and practices in our Company Manual cannot possibly cover every action or circumstance, so the hazard identification and inspection procedures in this manual will be of the utmost importance to ensure the safety of us all.

SPR Construction is committed to the policies and procedures contained in this Company Manual and are prepared to enforce them in order to protect our employees, contractors, the general public and the environment.

Join us in a personal commitment to making safety a way of life!

________________________ ________________ Shaun Rusnack, President Date


Assignment of Responsibilities SPR Construction is committed to safety and will abide by all applicable legislation and regulations including:

Occupation Health and Safety (OH&S) Worker’s Compensation Board (WCB) Alberta Highway Traffic Act Transportation of Dangerous Goods (TDG) Workplace Hazardous Material Information System (WHMIS) Municipal By-Laws Alberta Construction Safety Association Principals Safety Codes Act Any other applicable laws not mentioned here will be observed at all times by the

employee or contractor. Copies of all applicable regulations are available upon request at the main office.

Company & Management Responsibilities The Company is responsible for:

Insisting on safe performance throughout business operations

Demonstrating commitment to safety to encourage employee involvement

Monitoring workers for competency in the position they are hired to work

Developing, implementing and maintaining an effective safety program compliant with regulatory requirements

Provisioning resources to enable all employees to perform their assigned responsibilities through budget, safety programs and appropriate training for all individuals

Assigning tasks to appropriately trained individuals

Making sure that employees and contractors are aware of the expectations of their position

Allocating sufficient time for all jobs to be completed properly and safely

To review field reports and sign off as required

Hiring, disciplining and firing employees as appropriate based on the guidelines set out in the Company Policy and Procedure Manual

Maintaining all records in a confidential manner as per the Current Privacy Act Legislation


Safety Officer Responsibilities

SPR Construction has designated Shaun Rusnack as Safety Officer to coordinate and monitor our safety and compliance issues. The Safety Officer is responsible for:

Coordinating safety training and orientation programs

Ensuring mandatory attendance to safety meetings to all applicable employees

Scheduling safety meetings and maintaining minutes of formal and informal meetings including follow up of action plans

Reviewing safety records and statistics on an annual basis and reporting to management findings and recommendations of additional training and/or disciplinary actions

Ensuring employee and maintenance files are maintained to company standards

Monitoring expiry dates on certifications, inspections and other controlled licensing

Maintaining an accident register, reviewing incidents and determining preventability and disciplinary requirements

Supervisors/Foremen Responsibilities Under the Occupational Health and Safety Act Supervisors and Foremen are viewed as both managers and workers. Supervisors and Foremen must ensure their personal health and safety and the health and safety of workers over whom they have authority. Supervisors/Foremen are responsible for:

Promoting and encouraging a safe and healthy work habits in the workplace

Ensuring that employees adhere to company polices, rules, work practices and procedures

Address corrective actions in a timely fashion

Perform pre-job hazard assessments, orientations, safety meetings and inspections

Perform near miss and incident investigations, recommend and implement corrective actions

Ensure that all required Personal Protective Equipment (PPE) is available for and used by employees


Employee Responsibilities

All workers are required to protect themselves, fellow workers, the general public and the environment by:

Understanding the safety program

Comply with the standards of SPR Construction’s Health and Safety Program

Actively participation in our safety program’s development and maintenance

Follow safety rules and safe work procedures at all times

Reporting all incidents, hazards and near misses to a supervisor, manager or the safety officer immediately

Refuse any work where unsafe conditions, broken equipment or tools and safety devices are not operational

Participate in all training required or offered to you by the employer on or off the worksite

Use personal protective equipment (PPE) as required

Perform equipment inspections and hazard assessments as required by the Safety Program and report any deficiencies so that corrective action may be taken

Know the location, type and operation of emergency equipment and what the Company’s Emergency Action Plans are

Ask for additional training if you do not feel comfortable with the task assigned

Comply with all rules set out by the Company, law enforcement agencies and regulatory committees at all times – if there is a contradiction contact your Safety Officer before proceeding

Visitor Responsibilities Visitors are not allowed on worksites without permission of the safety officer and without

completing a site specific orientation


Sub-Contractor Responsibilities

Sub-Contractor’s must adhere to the site safety rules

Must be willing to provide proof of insurance and certification of trade as required

Contractors are responsible for maintaining current Workers Compensation coverage for themselves and their workers. A copy of a clearance letter is required prior to job commencement.

HSE statistics will be obtained and analyzed to ensure that only safe subcontractors are hired. SPR Construction may require a copy of the subcontractor’s workers compensation rate sheet and compare their performance to others in the industry.

Written Health, Safety and Environmental programs and training documentation applicable to the type of work the subcontractor will perform may be requested and reviewed to ensure the subcontractor has the required training/certifications in place for the task they are hired to complete. The contractor will be orientated in the same fashion as employees of the company to ensure that all required information is communicated.

Subcontractors must be provided a site orientation that addresses health, safety, security and/or environmental concerns. SPR Construction will ensure that subcontractors are aware of the Drug and Alcohol policy at all times while at the work site.

Subcontractors will be included in pre-job meetings and hazards assessments. Pre-job meetings can include information taken from a hazard assessment and any other safety or operational concerns.

SPR Construction requires that subcontractors are aware of incident reporting requirements and emergency procedures while working under the direction of our Company. Subcontractors must report all incidents to the Company. If a subcontractor is involved in an incident, SPR Construction will conduct all necessary reporting and will ensure the incident is investigated.


OR

IENTA

TION

& TR

AIN

ING


Orientation and Training

SPR Construction Ltd understands it is our responsibility to ensure individuals assigned to any task receive proper training before commencement. This section of our manual outlines the hiring practices and training procedures that we have created to ensure all employees/contractors understand their task as well as the hazards and emergency procedures associated with all aspects of their position. In turn SPR expects that compliance with our policies and rules are followed.

Hiring Policy and Procedure

All new hires will have the following minimum requirements:

A complete and accurate application form Adequate work history and acceptable reference check A Valid Class 1, 3 or 5 Drivers License depending on position Acceptable driving abstract <for positions requiring operation of SPR vehicles> Physical and mental capability to perform position applied for Acceptance of SPR Drug & Alcohol policy Willingness to complete all required training courses put on or paid for by the company

and its customers Completion of the SPR Construction orientation process and applicable forms.

Upon completion of the above requirements additional training and orientation will begin on the first day of employment with deadlines for each required course or orientation. The following certified safety training courses must be completed based on position in a timely fashion:

TDG – Transportation of Dangerous Goods training will be completed before employee is able to go onto customer sites or allowed to haul, ship or receive product that falls under Transportation of Dangerous Goods legislation

WHMIS – Workplace Hazardous Materials Information System training must be completed with a passing grade of at least 80% before the employee is allowed to conduct any activity in the shop or on customer sites

First Aid Training – Standard First Aid Training with CPR level C must be completed within three months from the date of hire by an approved institution

H2S Alive – H2S Alive training shall be completed nj jufor employees requiring access to H2S sensitive sites and will be complete before the employee/contractor is enable to go on any H2S containing facility alone


Employee and Contractor Orientation will consist of:

Understanding and competency of H2S Emergency Procedures and alarm systems in place Hazard Identification, Risk Assessment and Control Safe Work Procedures Incident Reporting Procedures Company HSE Program in full Operation, maintenance and use of Personal Protective Equipment including breathing

apparatus and detectors Operation, use and maintenance of Fire Extinguishers and First Aid Kits Hearing Conservation Program SPR Work Permit System Tag and Lockout Procedures Operator Field Safety Employment Competency Checklist

All new hires will be put through on the job training with their immediate supervisor who will ensure that an understanding and competency for the tasks required have been achieved before allowing employee/contractor to work on their own. No task will be assigned to someone who has not been appropriately trained! All competencies will be evaluated on the annual review conducted by supervisors and management or sooner shall incident provide for the need.

Short Service Employee Program (SSE)

The Short Service Employee Program (SSE) applies to employees who have less than six months of service with the company. The purpose of the program is to ensure that new employees do not work alone and have received an initial orientation of safety requirements prior to performing work under direct on-site supervision of an experienced and knowledgeable employee who also serves as a mentor/trainer.

Short Service Employees must be kept to a minimum on a work location at any given time. Short Service Employees will be monitored for compliance with SPR Construction HSE policies and procedures by their assigned mentor/trainer.

Trainers shall be responsible for overseeing orientations, training and observations of the SSE during the first six months of employment. An exception may be granted to an employee with a high level of previous experience in the same field of work. The exception request must be submitted in writing and approved by management.


The trainer will coach and supervise work while the SSE is learning the new job and unfamiliar tasks. The SSE shall consult with and listen to their trainer, and will be responsible for performing work as directed, but always has the responsibility to speak up when and if work if deemed unsafe. The trainer will monitor the workers for unsafe behavior and if the work is deemed unsafe, the SSE has the right to refuse and the trainer has the right to remove the SSE from the job location. SSE’s will be provided with assistance via extra on the job training if they are unable to safely perform their job duties.

All Short Service Employees must be easily identified while on our job locations. This will be accomplished by identifying them in the pre job hazard assessment. The presence of an SSE will be communicated through safety meetings prior to any work commencing.

SPR Construction will notify our client’s company representative when we have a Short Service Employee on their job location if their presence causes additional potential hazards. All Subcontractors hired by SPR Construction must adhere to the Short Service Employee Program policy.

Bill C-45 Bill C-45 is not an OHS law but a criminal law. If a workplace injury occurs that could have been prevented, the company and/or individuals who work for it may be guilty of a crime. You still need to follow all OHS regulations as you have in the past, but if you don't follow these laws you may be guilty of a crime. Bill C-45 came about because it was felt that existing laws didn't make companies and individuals accountable for workplace deaths and injuries caused by their neglect of health & safety.

1. Changes potential consequences of a safety violation; failure to follow an OHS law and ensure workplace health and safety can result in criminal liability.

2. Being convicted of a crime under C-45 is much more serious than being found guilty of violating OHS laws.

3. Not only are potential fines higher but you could also end up in jail. 4. A simple violation of an OHS law isn't automatically a crime under C-45. The company

would have to show total disregard or indifference to workplace health & safety. 5. Companies can be liable under C-45 not only for the acts of their employees but

also the acts of their contractors and other agents not on the company payroll. 6. Although not technically a defense against a criminal charge under C-45, due diligence is

still the key to avoiding liability under C-45 since a company or individual that can prove it exercised due diligence can't be convicted of showing total disregard or indifference to safety.


Sub-Contractor Management

SPR Construction must ensure they obtain the following information from Contractors/Sub-Contractors.

� Proof of Workers Compensation coverage from their subcontractors. Sub-contractors who are not required to have Workers Compensation coverage must be covered under SPR Construction’s WCB and have approval to do so from management.

� Past performance is a key indicator of future performance. HSE statistics should be obtained and analyzed to ensure that only safe subcontractors are hired. Obtain a copy of the subcontractor's workers compensation rate sheet and compare their performance to others in their industry. Those who outperform the industry should be selected whenever practicable.

� Written Health, Safety, and Environmental programs and training documentation applicable to the type of work the subcontractor will perform should be obtained and reviewed to assist with the hiring of safe subcontractors. In the event that a subcontractor does not have a Health and Safety Manual, Nu-Vision will ensure the subcontractor is aware of applicable Health and Safety policies, procedures, and regulations. Subcontractors will be provided a site orientation that addresses health, safety, security, and/or environmental concerns.

� Orientation and acceptance of SPR’s Drug and Alcohol policy. Subcontractors must adhere to the requirements of the Drug and Alcohol policy at all times while at the work site. They will be included in pre-job meetings and hazard assessments. Pre-job meetings can include information taken from a hazard assessment and any other safety or operational concerns.

� Orientation and understanding of incident reporting requirements. Subcontractors must report all incidents to the contractor. If a subcontractor is involved in an incident, the contractor is responsible for reporting the incident to the Customer. The incident must be investigated, and the contractor must participate in the investigation.

� Post job performance reviews should be conducted for subcontractors. A combination of factors may be considered including, but not limited to, housekeeping, cost, active participation in safety meetings, and quality of work.


Disciplinary Procedure

All disciplinary actions will be recorded in an employee’s file regardless of verbal or written deliverance. Disciplinary action will be the determination of management based on recommendations from supervisors and severity of the offense. Multiple actions for the same offense will be treated as defiance of the SPR policy and will be grounds for immediate dismissal. Additional grounds for immediate dismissal are outlined in Section Two (2), Rules, Policies and Procedures.

1st Offense

Verbal reprimand will be recorded in the employee file and any minor actions taken. If injury, incident or other hazard was created as a result of the offense the employee will immediately move onto the procedure for 2nd Offense.

2nd Offense

Written reprimand for a repeat offense will be provided and signed off by the employee/contractor and the manager. The disciplinary action assigned to the offense will be recorded and a follow up conducted to ensure action was followed through. (ie. if additional training was prescribed it will be recorded when the training was completed) Management reserves the right to require the employee be responsible for any fines or additional training fees that may be required based on action taken. (ie. Employee received speeding ticket – company requires Defensive Driving course required – at employees cost)

3rd Offense

Third offense will be immediately brought to the Manager’s attention who will decide on the action taken. Third offense is grounds for immediate dismissal based on the employee’s disregard for SPR safety policy and lack of respect for the SPR team.


AD

MIN

ISTRA

TIVE P

OLIC

IES


LEGISLATION

Legislation describes the performance standards, assigns responsibility, designates authority, and sets penalties for most work sites in the province of Alberta.

Employers Responsibility:

Workers are competent or work under the direct supervision of a competent worker. Workers are aware of their responsibility for their own safety and the safety of other workers Equipment is the correct type for the job Workplace hazards are identified, evaluated, and controlled

Workers Responsibility:

Right to refuse work which presents an imminent danger to themselves or other workers

which is not normal to their occupation or which would not normally be done Co-operate with the employer for the purpose of protecting themselves and other workers.

A copy of the Occupational Health and Safety Act, Regulations & Code is kept on the property and available at all times to all employees. It is also available online at http://employment.alberta.ca/SFW/3969.html or http://www.employment.alberta.ca/SFW/307.html

A copy of the WCB Occupational Health & Safety Act & Regulations is available online http://www.wcb.ab.ca and printed version available on the property.

A copy of the Alberta Traffic Safety Act can be found online http://www.qp.alberta.ca/documents/Acts/t06.pdf as well as a printed copy is kept on the property.

A copy of the Alberta Environmental Protection & Enhancement Act can be found online http://www.qp.alberta.ca/documents/Acts/E12.pdf as well as a hard copy is kept on the property.

A copy of the Employment Standards Code can be found online http://www.qp.alberta.ca/574.cfm?page=E09.cfm&leg_type=Acts&isbncln=9780779744015 as well as a hard copy is kept on the property.

http://employment.alberta.ca/SFW/3969.html

http://www.employment.alberta.ca/SFW/307.html

http://www.wcb.ab.ca/

http://www.qp.alberta.ca/documents/Acts/t06.pdf

http://www.qp.alberta.ca/documents/Acts/E12.pdf

http://www.qp.alberta.ca/574.cfm?page=E09.cfm&leg_type=Acts&isbncln=9780779744015


General Safety Rules & Policies SPR Construction has established a set of general safety rules and policies to outline the expectations of our employees and contractors. The following topics should be considered grounds for disciplinary action or dismissal depending on the severity of the infraction. SPR also relies on common sense to take over in general work situations and understands this list cannot be considered all inclusive.

General Company Rules (Grounds for Immediate Dismissal - Not All-Inclusive) Abusing/destroying or intentionally damaging company or customer equipment and/or

property Possession of firearms, weapons, explosives, drugs or alcohol on company premises or

while conducting company business Forgery of company records or falsification of documents Theft or any dishonest act impacting the company, customer, other employees or the

general public Disclosure of proprietary or confidential information Misusing or removal of company records, confidential or proprietary information without

proper authorization Withholding information from the company concerning the theft of company property or

assets Abuse or threatening physical or verbal acts against coworkers, management or clientele Insubordination Sexual, racial or other prohibited forms of harassment of employees, customers or other

business associates Unauthorized passengers in company vehicles Serious preventable accident Failure to maintain contact with the company Fighting Persistent excessive absenteeism without valid reason Failure to Report an Incident or Accident


Working Alone Policy Working alone increases the risk of serious injury due to the fact that there may not be immediate assistance available should an incident be encountered. SPR Construction Inc. staff must be aware of the hazards, regulations and safe work practices associated with working alone in an oil and gas or industrial environment. SPR Construction Inc has taken the following measures to ensure the safety of employees required to work alone: Assessing onsite hazards and providing employees with safe work procedures Ensuring proper maintenance of necessary equipment and supplies Provision of resources for employees to have access to communication Appropriate training and ongoing site and employee assessment Travel plans and employee check system policies

SPR Construction Inc has taken every reasonable and practical effort to ensure that the facilities which personnel are required to enter for their role of responsibility are equipped with the appropriate equipment and procedures to enable workers to conduct their work in a safe manner. There are many situations where it is necessary for personnel to work alone without the benefit of a co-worker. A co-worker may be accessible, but only via means of telecommunications. Guiding Regulations: OH & S Regulation, Working Alone Amendment (December 2000) SPR Construction Health Safety and Environment Manual Producers Orientation(s), Policies & Procedures Workers Compensation Board Alberta

Basic Safety Guidelines: Cellular phones are required to be present in every truck unit A copy of this manual and Emergency phone numbers will be in every vehicle Call in procedures are to be followed Ensure your spouse or significant other also know where you are

Be a Professional. Do NOT take any unnecessary risk. If it does not feel right, DON’T DO IT! Ensure all your tools and resources and other equipment are in good condition (i.e. H2S Monitors, two way radios, cellular phone coverage) and wear all required personal protective equipment. Be familiar with site/facility safety and operating equipment. Identify Emergency Shut Downs, windsocks, valves, safety staging areas and emergency escape routes. Do not proceed with any task that exposes you to risk of injury and are unable to notify someone of your situation. If you are working alone and are required to undertake a non-routine task that exposes you to a higher degree of risk, call another individual (dispatcher, supervisor, operator) to be present or establish a call back time to ensure monitoring while you are performing the task. If none are available, don’t do it and call your supervisor for further instructions.


Communication: If you are working with a co-worker who is physically separated from you by wall, obscured distance, or other physical barrier and you cannot be seen or heard by your co-worker: Ensure that both employees agree to meet in a set time frame Neither worker should leave the worksite without notifying the other worker

If you are working alone and there is no other co-worker at the worksite with you the Work Alone Policy must be followed. Before you begin your working alone assignment, notify a designated person who will record:

o A timetable of tasks required and agree upon a call at a specified juncture in the procedure or by a specific time (whichever comes first)

o You will advise at shift end

If the designate has not heard from the employee or contractor within the established timeframe as indicated above, they must:

Attempt to contact that individual by telephone or established line of communication Determine if the worker is still on the worksite Take appropriate actions Arrange for a visit to the worksite Call the worker’s home Notify the supervisor Or activate emergency action plan

Always maintain a strong effective communication with your designate,

They are your life-line!

Work Exclusions: Do not proceed with a height related task without wearing fall protection Do not enter a facility unless familiar with the surroundings, and have previous orientation Do not conduct the assigned task without the proper personal protective equipment

Call System When called out, operators must check in when they leave, when they arrive at the site and once every 2 hours after that. When the problem has been fixed and the operator is leaving the site they must report to their supervisor. They must also check in when they arrive at home. There will always be two people on call for each area. If any of the above phone calls is not received, the RCMP will be notified and a search party will be dispatched.


Substance Abuse Policy SPR Construction recognizes the use of alcohol and drugs is a serious risk to you, your fellow worker, and the environment. SPR Construction expects all Managers, Supervisors, Employees, Sub Contractors, and Visitors to assist in maintaining a work environment that is free of alcohol, drugs, and other intoxicating substances and be competent and fit for duty.

SPR Construction understands that some employees may be taking prescription medications that have been prescribed by a doctor. This medication may be something that is taken on regular bases, or from time to time. If there are concerns regarding any medication you are taking, it is your responsibility to inform a Manager or Supervisor immediately of any concerns associated to the medication. All employees must report any medication that they are taking.

SPR Construction will not tolerate the use of illegal drugs or alcohol on any job site at any time. If you are in possession, or appear to be under the influence of any illegal drugs or alcohol on any SPR Construction work site, you will be removed from that work site immediately and may be subjected to immediate termination.

SPR Construction expects all employees to be:

Sober, well rested and fit for duty Inform manager/supervisor of any medication Reframe from alcohol consumption a minimum of 12 hours prior to work If unfit for work inform Manger or Supervisor prior to performing any work

SPR Construction reserves the right to drug test any Manager, Supervisor, Employee, or Sub Contractor after any accident/incident. If you refuse to be drug tested by SPR Construction or a drug test is positive, immediate termination may result.

_____________________ _____________________ Signature Date


Drug and Alcohol Practices The Drug and Alcohol Policy will help to promote health and wellness, support performance management and provide some practical tools for addressing inappropriate use of drugs and alcohol in the workplace. As a condition of employment each employee must abide by the terms of this Policy. Contractors may also be required to abide by the terms of this Policy as a fundamental term of their contract with the Company. The Company reserves the right to change, expand, reduce, amend or revise this Policy and Practices at any time, in its sole discretion, as it determines appropriate, without prior notice to employees or contractors. The companies Fit for Duty policies, procedures and changes outlined on this section will be communicated to all employees and contractors to ensure everyone is aware of the implications of being fit for duty. Employees may be unable to comply with this Policy and Practices because they are addicted to a substance. Such Employees are regarded as having a disability under human rights legislation and must be accommodated to the point of undue hardship by the Company. This does not mean that addicted individuals must be allowed to work while impaired. However, the Company may be required to facilitate a leave of absence for treatment and then a return to work with assurances that the addiction is under control. The Company acknowledges that it has a duty to accommodate Employees who have a substance addiction and that it will accommodate such Employees as it is legally required. Standards and Expectations To minimize the risk of unsafe and unsatisfactory performance due to the use of Drugs and/or Alcohol, Employees are expected to comply with the following standards, and to report Fit for Duty and remain Fit for Duty throughout their workday. Failure to comply may result in disciplinary action up to and including termination. The Company acknowledges that it has a duty to accommodate Employees who suffer from a disability or dependency up to the point of undue hardship. All Employees who are Scheduled On-Call must remain Fit for Duty in compliance with these standards. If unexpected circumstances arise where an Employee is requested to perform unscheduled services while under the influence of Drugs and/or Alcohol that could prevent the Employee from working safely and/or breach the standards of this Policy, it is the responsibility of that Employee to decline the call.


Maintaining a Valid Operator’s License All individuals that operate a motor vehicle on behalf of SPR Construction are required to maintain a valid operator’s license. Any loss of driving privileges (license) must be reported to your supervisor and the individual will no longer be allowed to drive on behalf of the company.

Training SPR Construction recognizes that employee education on substance abuse and on our Substance Abuse Policy is a critical step in achieving the objectives of the program. Employees will receive awareness education in regards to how this policy applies to everyone including: the risks of drug and alcohol use and their potential impact on safety in the workplace, consequences for policy violation, available resources for employee assistance services, explanation of the testing procedures and situations when testing will occur

Supervisors/Managers will be given the above training as well as more specific training on how to recognize signs and symptoms of drug and alcohol use in the workplace and appropriate responses.

Roles and Responsibilities

Empl

oyee

Arrive fit for duty and remain fit for duty during their work shift Consult with their doctor or pharmacist regarding the proper use of medication they are using to

determine if the medication may have a negative effect on their performance Seek advice on appropriate counseling or treatment if they suspect they have a dependency or an

emerging substance abuse issue Take appropriate actions to ensure a co-worker does not remain in an unfit condition at work that

may endanger the employee, co-workers or others. This may include contacting your Supervisor or Safety Officer for confidential advice on what action to take

Man

ager

s an

d Su

perv

isor

s

Monitor and evaluate work performance with an objective of early identification and handling of all performance issues

Ensure that investigations of work related accidents are carried out in accordance with the company accident investigation procedures

Refer an employee for a drug and or alcohol test when required to do so under this policy Monitor policy compliance and take appropriate action as required under this policy Confer with the Safety Officer on substance abuse issues as appropriate Arrange for safe transportation of an employee to their residence or nearest public transportation

when appropriate under this policy

Safe

ty O

ffic

er Act as a confidential and objective resource within the company on matters related to the

Substance Abuse Policy. Communicate with the Medical Review Officer and Substance Abuse Professionals as required

(Designated Employer Representative) Advise the employee’s supervisor, where appropriate of work limitations, suspension or termination

considerations Provide confidential service to all employees regarding drug and alcohol information, referral

Government Agency but not to provide any counseling Undertake periodic reviews and revisions of the Substance Abuse Policy Maintain confidential records of all test results, including refusals to test, correspondence from the

Medical Review Officer and or Substance Abuse Professional Maintain records of all training / education of managers, supervisors and employees


Because all individuals working at the Company have a shared responsibility for workplace safety, Employees are encouraged to look out for other Employees, Contractors or visitors in terms of being Fit for Duty. They are expected to take appropriate action to ensure no individual remains in an unfit condition on Company Business, Company Premises or Company Worksites, such that they may endanger themselves or others, by ensuring their Supervisor or another member of Management is advised of the situation. Prohibitions

Alcohol Use Alcohol concentration: No employee shall report for duty or remain on duty while having a confirmed alcohol concentration of 0.02 or greater

On duty use: No employee shall use alcohol while on duty Pre duty use: No employee shall perform safety sensitive functions within four hours

after using alcohol Use following an accident: No employee required to take a post-accident alcohol test

shall use alcohol for eight hours following the accident, or until he/she undergoes a post-accident alcohol test, whichever occurs first

Drug Use No employee shall report for duty or remain on duty when the employee uses any drug, except when the use is pursuant to the instructions of a licensed medical practitioner who has advised the employee that the substance will not adversely affect the employee’s ability to work safely at the job site. If a licensed medical practitioner advises the employee that the substance will affect the employee’s ability to work safely, the employee will notify his/her immediate supervisor. The supervisor will advise senior management of the circumstances.

Senior management shall ensure that the employee is accommodated to meet safety concerns. Accommodation may include work restrictions, modified duties, sick or disability leave.

No employee will intentionally misuse prescription or over the counter medications in such a manner as to render themselves unfit to safely perform their duties.

Possession Possession, use or offering for sale of alcohol, drugs or drug paraphernalia on company or client sites or company vehicles is prohibited

Employees who violate this provision may be subject to immediate termination and referral to law enforcement agencies when applicable

Use of alcohol for social functions or when it relates to company business is permitted when approved by senior management who will ensure that the use does not contravene the intent of our policy and any applicable laws or regulations

Medications Employees are expected to responsibly use prescribed and over-the-counter Medications. The intentional misuse of Medications (e.g. using the Medication not as it has been prescribed or directed by the pharmacy, using someone else’s prescription Medication, combining Medication and Alcohol use against direction) while on Company Business, Company Premises or Company Worksites, is prohibited. Medications of concern are those that inhibit or may inhibit an Employee's ability to perform their job safely and productively Employees are required to: investigate (through their doctor or pharmacist) whether a Medication can affect their ability

to work safely in a manner that does not endanger themselves or others take appropriate action to minimize safety risk by advising Management of any need for

modified duties if the Medication will affect their ability to work safely report any requirement for modified work to their Supervisor if they hold a Safety Sensitive

Position follow any recommended course of action to minimize safety risk, which could include

temporary reassignment if possible or leave, as appropriate to the situation The Company reserves the right through the Company’s medical services provider, to confirm the nature and duration of modified work requirements with the treating physician, without any breach in medical confidentiality.


Testing Options

Post-Accident An employee will be drug and alcohol tested after an accident that involves a fatality, disabling injury, significant incident or near miss that could have had potential serious consequences.

Supervisor is required to conduct immediate preliminary investigation:

Testing will never delay necessary medical attention for injured workers following an accident

Testing is not required when the act or omission of the employee was not a contributing factor (e.g. structural, mechanical failure or act of God)

Drug testing should occur within 2 hours of accident with attempts to test for up to 32 hours of accident. Alcohol testing should occur within 2 hours of accident with attempts to test for up to 8 hours of accident

Reasons are documented if testing is not required or unable to conduct tests Reasonable Cause

An employee will be tested for alcohol and or drug use where a company supervisor or other official, who is trained to identify drug and alcohol use by an employee, makes observations which form a reasonable basis for suspecting that the employee is in breach of this policy. Such observations must be documented, specific, clearly stated observations concerning the appearance, speech or body odors of the employee. The observations may include indications of the chronic and withdrawal effects of drug and alcohol use.

Observations which may lead to reasonable cause testing are not limited to, but include: odor of alcoholic beverage on breath, slurred speech, glassy eyes, unsteadiness in walking, standing, flushed face, disoriented and or drowsy, accidents or injuries, repeated errors in job performance, excessive absenteeism or lateness, credible complaints of drug and or alcohol use at work

Pre Access Drug and alcohol testing of employees to gain and or maintain access to company or client worksites

Return to Duty Drug and or Alcohol testing of an employee who has engaged in prohibited conduct and is returning to work after an assessment by a Substance Abuse Professional and compliance with recommendations

Follow Up Drug and or alcohol testing on an unannounced basis for at least one year on return to duty. Frequency of testing is determined by the Substance Abuse Professional in consultation with Human Resources


Collection of Specimens and Analysis A designated drug testing company will collect and process urine specimens for drug testing as required. All testing must meet or exceed the guidelines and standards of the Substance Abuse and Mental Health Services Administration which is the certifying agency for forensic urine drug testing laboratories in Canada and the United States. Drug testing refers to marihuana, cocaine, amphetamines, opiates and phencyclidine.

Alcohol screen testing will be with an approved saliva tester or breath test. All alcohol screening tests at .020 or higher will be confirmed with an approved Evidential Breath Alcohol Testing Device that is listed on the Conforming Products List

Following proper chain of custody procedures, a Substance Abuse and Mental health Services Administration accredited laboratory will perform required testing with test results forwarded to a Medical Review Officer

Positive test procedures Employees with a confirmed alcohol concentration of .020 to .039 will be removed from duty immediately and will not be allowed to return to work until the following shift. The employee may be subject to corrective disciplinary action.

Employees having a confirmed alcohol concentration of .040 or greater will be removed from duty/suspended.

Employees who are positive on drug tests as verified by the Medical Review Officer will be removed from duty/suspended.

Refusal to test No employee shall refuse to submit to a drug and or alcohol test required under this policy. No supervisor shall permit an employee who refuses to submit for required testing to remain on duty. An employee who refuses to submit to a required test, tampers or attempts to tamper with a test sample or obstructs the testing process will be considered to have violated this policy. Positive test procedures will apply

Removal from duty Employees removed from duty/suspended having a positive drug test verified by an Medical Review Officer and or a confirmed alcohol concentration of .040 or greater will be required to attend a meeting with Senior management who will review each case and provide written correspondence of the resources available in evaluating and resolving problems associated with the misuse of alcohol and or drugs, including the names, addresses and telephone numbers of Substance Abuse Professionals. Where practical management will endeavor to meet or contact the employee the next working day and direction will be provided regarding the suspension and return to work choices


Any employee who was removed / suspended from duty having a positive drug test result verified by a Medical Review Officer and or a confirmed alcohol concentration of .040 or greater shall be evaluated by a Substance Abuse Professional who shall determine what assistance, if any, the employee needs in resolving substance abuse issues

In order for this policy to be effective in ensuring that company employees will perform their duties unimpaired by alcohol or drugs, the provisions of this policy must be enforced. Accordingly, where an employee violates any provision(s) of this policy, the employee may be subject to corrective disciplinary action, as appropriate, up to and including discharge.

Self-disclosure The Company understands that an alcohol or drug dependency is a preventable and treatable condition and recognizes that an individual may want assistance. Employees are encouraged to voluntarily come forward or seek assistance on their own, without fear of reprisal. The company will do its utmost to assist the employee. An employee who comes forward seeking assistance will be treated as if they had a positive drug and or alcohol test. Once an assessment has been completed a return to work plan can be formulated.

Return to work after a positive result An employee cannot be returned to duties until he/she has been evaluated by a Substance Abuse Professional, complied with recommendations, and has a negative result on a return to duty test and or a breath alcohol concentration less than .020. The employee must provide a written report from the Substance Abuse Professional verifying the evaluation and any required treatment or provide a release document for the required information. The Substance Abuse Professional will only release relevant information which will assist in returning the worker to their duties.

Follow up testing will be conducted to monitor the returning employee for no less than one year. The frequency of testing will be determined by the Substance Abuse Professional in consultation with Human Resources and will be designed to assist the employee in remaining alcohol and or drug free at the work place.

Confidentiality and Record Keeping All drug test results are confidential and are released by the Medical Review Officer to the Designated Employer Representative or alternate. Alcohol test results are confidential and released by the testing company to the Designated Employer Representative or alternate. The Designated Employer Representative or alternate may release relevant information to company decision makers as required. Confidential information from a Substance Abuse Professional will be handled in a similar manner.


All records will be maintained in a locked and secure manner. Records will be kept separate from personnel files. Negative test results will be maintained for no less than one year with positive test results and Substance Abuse Professional assessments maintained for a five year period.

Initial Test Analyte Initial Test Cutoff Concentration

Confirmatory Test Analyte Confirmatory Test Cutoff Concentration

Marijuana Metabolites 50 ng/ml THCA (1) 15 ng/ml

Cocaine Metabolites 150 ng/ml Benzoylecgonine 100 ng/ml

Opiate Metabolites Codeine/Morphine (2)

2000 ng/ml Codeine

Morphine

2000 ng/ml

2000/ng/ml

6-Acetylmorphine (3) 2000 ng/ml 6-Acetylmorphine 10 ng/ml

Phencyclidine 25 ng/ml Phencyclidine 25 ng/ml

Amphetamines

AMP/MAMP (4)

500 ng/ml Amphetamine 250 ng/ml

MDMA (6) 500 ng/ml MDMA

MDA (7)

MDEA (8)

250 ng/ml

250 ng/ml

250 ng/ml

1 Delta-9-terahydrocannabinol-9-carboxylic acid (THCA). 2 Morphine is the target analyte for codeine/morphine testing. 3 Either a single initial test kit or multiple initial test kits may be used provided the single test kit detects each target analyte independently at the specified cutoff. 4 Methamphetamine is the target analyte for amphetamine/methamphetamine testing. 5 To be reported positive for methamphetamine, a specimen must also contain amphetamine at a concentration equal to or great than 100 ng/ml. 6 Methylenedioxymethamphetamine (MDMA). 7 Methylenedioxyamphetamine (MDA).


Definitions

Alcohol – The intoxicating agent in beverage alcohol, ethyl alcohol or other low molecular weight alcohols including methyl or isopropyl alcohol.

Drug – Any substance other than food which is taken to change the way the body or mind functions. Drug testing refers to marihuana, cocaine, opiates, phencyclidine and amphetamines with cutoff levels as per the Substance Abuse and Mental Health Services Administration of the Department of Health and Human Services which is the certifying agency for forensic urine drug testing laboratories in Canada and the United States. The laboratory will use the cutoff concentration levels of the above chart for initial and confirmation drug tests. All cutoff concentrations are expressed in nanograms per milliliter (ng/mL).

Significant incident – Incidents involving a fatality, disabling injury, significant property damage, spill or abnormal discharge that may cause long term health effects to employees and or the public, public evacuation or serious environmental damage or an event or near miss that could have had potential serious consequences.

Substance Abuse Professional (SAP) – A licensed Physician (Medical Doctor or Doctor of Osteopathy), or a licensed or certified psychologist, social worker, employee assistance professional or an addictions counselor. All must have knowledge of and clinical experience in the diagnosis and treatment of alcohol, drugs and related disorders.

Medical Review Officer (MRO) – The MRO is a licensed physician (Medical Doctor or Doctor of Osteopathy) responsible for receiving laboratory results generated by an employer’s drug testing program who has knowledge of substance abuse disorders and has appropriate medical training to interpret and evaluate an individual’s confirmed positive test result together with his or her medical history and any other relevant bio medical information.

Safety sensitive position/function – A position or function where an individual has a key and direct role in an operation where safety is a bona fide occupational requirement at the job, in that safety is necessary to assure the efficient and economical performance at the job without endangering the employee, their fellow employees or the general public. Includes employees where there is no direct or limited supervision available to provide frequent operational checks.

Supervisor Training – Shall include the physical, behavioral, speech and performance indicators of probable alcohol or drug misuse and appropriate intervention strategies.

Collector – Non medical and medical personnel contracted by an agency who have received training in collecting urine samples in accordance with guidelines that would be acceptable to the regulatory agencies.

Chain of Custody – The process of documenting the handling of a specimen from the time a donor gives the specimen to the collector, during the testing at the laboratory, and until the results are reported by the laboratory.

Accredited Laboratory – Meets guidelines and standards of the Substance Abuse and Mental Health Services Administration which is the certifying agency for forensic urine drug testing laboratories in Canada and the United States. Collection and testing processes follow the U.S. Department of Health and Human Services guidelines.

Evidential Breath Testing Device – Capable of measuring the alcohol content of deep lung breath samples with sufficient accuracy for evidential purposes. The Evidential Breath Tester must be on the conforming products list as per the U.S. National Highway Traffic Safety Administration.


Breath Alcohol Technician – An individual trained and certified to conduct breath alcohol testing utilizing an Evidential Breath Tester.

Alcohol concentration – The alcohol in a volume of breath expressed in terms of grams of alcohol per 210 litres of breath.


Violence & Harassment Policy SPR Construction Inc. believes the prevention of violence and harassment and promotes an abuse-free environment in which all people respect one another and work together to achieve common goals. Any act of violence or harassment committed by or against any worker or member of the public is unacceptable conduct and will not be tolerated. Workplace violence and/or harassment are considered a hazard and will not be tolerated. All instances of violence, aggression or unwanted gestures will be treated as serious workplace violations and will not be tolerated. All reported infractions will be investigated by the safety officer and subjected to disciplinary action. If a worker is exposed to workplace violence or harassment the company will refer them to a consult a health professional for treatment.

We are committed to: investigating reported incidents of violence and harassment in an objective and timely

manner taking necessary action providing appropriate support for victims No action shall be taken against an individual for making a complaint unless the

complaint is made maliciously or without reasonable and probable grounds No employee or any other individual affiliated with this organization shall subject any

other person to violence or harassment SPR Construction Inc. will ensure that workers attend orientation at the commencement of their employment that will include instruction on: how to recognize workplace violence the policy, procedures, and workplace arrangements that effectively minimize or eliminate

workplace violence the appropriate response to workplace violence, including how to obtain assistance, and

procedures for reporting, investigating, and documenting incidents of workplace violence


Horseplay Practical jokes and horseplay can result in serious injury or property damage. Employees are asked to refrain from indulging in unsafe practices, especially those that are not work related. Unreasonable actions will be disciplined and may constitute employer right for immediate dismissal of any individuals involved. Employment Scheduling A monthly schedule is posted reflecting the days on and off the job for each operator. If changes are required the employee must bring them to the attention of their supervisor well in advance. Arrangements for a replacement are required by the employee and must be approved by their supervisor prior to the task. Employees who do not show up for their task are putting the production and the safety of their fellow employees at risk and this activity will not be tolerated. Reporting late for work will not be tolerated unless there are extenuating circumstances deemed acceptable to the supervisor or manager. Consistent lateness will be disciplined and is grounds for immediate dismissal. Firearms Firearms are not allowed on company premises or in company vehicles for any reason. Any individual found with firearms or weapons will be disciplined accordingly and upon review by management may be immediately dismissed from their employment. Housekeeping Good housekeeping is a basic part of accident and fire protection. It also helps to establish and maintain the image that SPR Construction wishes to portray in business dealings and employee environments. The following housekeeping rules must be adhered to at all times:

1. Keep work areas clean and free from obstructions at all times. Tools, loose objects, oil, grease and any other materials lying about are tripping hazards. Grating covers must be put back in place immediately after completing work.

2. All work areas must be cleaned at end of shift, after job completion or before site is left unattended for any length of time.

3. All materials must be stacked and secured properly to prevent sliding, falling or collapsing. Set pipe, conduit and metal stock in racks or stack and block to prevent movement.

4. Clean up spilled toxic, flammable or corrosive materials immediately using the appropriate method as described in the WHMIS MSDS (Material Safety Data Sheet).

5. Walkways, access routes and yard areas are to be kept free of tripping hazards including electrical cords, welding leads and excess materials.


Environmental SPR Construction Inc. recognizes environmental protection as one of our guiding principles and a key part of sound business performance. We are committed to providing a quality service in a manner that ensures a safe and healthy workplace for our employees and minimizes our potential impact on the environment. We will operate in compliance with all relevant federal, provincial, and municipal environmental legislation, and we will strive to use pollution prevention and environmental best practices in all we do. We are committed to continuously improving our program and preventing pollution thus maintaining the work environment in the best condition as possible. We are committed to supporting the environmental protection program in all cities and municipalities where we perform work. Our commitment to the environment is to:

1. Integrate the consideration of environmental concerns and impacts into all of our decision making and activities

2. Promote environmental awareness among our employees and encourage them to work in an environmentally responsible manner

3. Train, educate, and inform our employees about environmental issues that may affect their work

4. Reduce waste through re-use and recycling and by purchasing recycled, recyclable or refurbished products and materials where these alternatives are available, economical, and suitable

5. Promote efficient use of materials and resources throughout our facility including water, electricity, raw materials and other resources, particularly those that are non-renewable

6. Avoid unnecessary use of hazardous materials and products, seek substitutions when feasible, and take all reasonable steps to protect human health and the environment when such materials must be used, stored or disposed of.

7. Purchase and use environmentally responsible products that have been selected based on criteria including low toxicity or environmental hazard, durability, use of recycled materials, reduced energy and/or water consumption, reduced packaging and ability to be recycled, refilled or refurbished at end of life

8. Where required by legislation, or where significant health, safety, or environmental hazards exist, develop and maintain appropriate emergency and spill response programs

9. Regularly communicate our environmental program to our clients, customers, and the public to encourage them to support it

10. Strive to continually improve our environmental performance by periodically reviewing our environmental policy in light of our current and planned future activities

11. Reduce vehicle emissions by purchasing fuel-efficient vehicles when possible, inspection and regular maintenance to prevent environmental contamination due to leaks, and to prevent the waste of fuel through unnecessary idling.

12. SPR Construction Inc. will estimate the waste that will be generated prior to work being performed so that the need for containers and waste removal, if necessary, can be determined.


13. SPR Construction Inc. will coordinate with the project site or owner to ensure proper disposal of wastes or scrap materials.

14. SPR Construction Inc. will assign a supervisor, to be accountable for managing waste generated at the work site.

15. SPR Construction Inc. will ensure safe practices related to the immediate storage and handling of waste, scrap, or leftover materials. Gloves and additional PPE or other precautions will be provided where necessary to handle waste as identified in the SPR safety program.

16. SPR Construction Inc. will ensure that project related wastes are stored and maintained in an organized fashion to encourage proper disposal and minimize risks to all employees.

_____________________ _____________________ Signature Date


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Personal Protective Equipment Policy SPR Construction has endorsed a Personal Protective Equipment policy to minimize injuries to workers where hazards could not be eliminated. Part 18 of the Occupational Health & Safety Code requires employers to ensure that PPE is available, and employees are trained on the proper care and use of it.

All workers must wear CSA or ANSI approved PPE. Employees shall maintain all PPE according to manufacturer instructions and according to relevant standards. All specialty PPE shall be supplied by the company and maintained according to manufacturer instructions and relevant standards. Employees will receive training to receive training in specialty PPE where applicable.

All PPE that is damaged or need of repair will be removed from service immediately and tagged with “Lock Out” tag to ensure no further use. No PPE shall be modified or adjusted contrary to specifications set out by the manufacturer.

All Personal Protective Equipment shall be inspected using the designated checklist on a yearly basis. Specialty PPE shall be inspected visually and documented as per policy daily and do a thorough inspection according to the schedule outlined in the manufacturers manual.

Responsibilities:

Owners will review selected PPE and make recommendations to workers. Supervisors shall be a resource for staff in regards to training and or distribution of PPE. Supervisors shall conduct formal inspections of PPE periodically. Workers shall inspect their PPE before each shift and at reasonable practicable intervals

throughout the workday. Workers shall return company issued PPE at termination

Any employee or contractor violating this policy shall be subject to the appropriate disciplinary action.

____________________________ _________________________ Signature Date


FOOTWEAR

What to Know When Buying Foot Protective Gear.

Good footwear should have the following qualities:

The inner side of the shoe must be straight from the heel to the end of the big toe. The shoe must grip the heel firmly. The forepart must allow freedom of movement for the toes. The shoe must have a fastening across the instep to prevent the foot from

slipping when walking. The shoe must have a low, wide-based heel; flat shoes are

recommended.

People buying footwear for work should take the following advice:

Do not expect that footwear which is too tight will stretch with wear. Have both feet measured when buying shoes. Feet normally differ in size. Buy shoes to fit the bigger foot. Buy shoes late in the afternoon when feet are likely to be swollen to their maximum

size. Ask a doctor's advice if properly fitting shoes. Consider using shock-absorbing insoles where the job requires walking or standing

on hard floors.

Foot Protective Gear Regulations

All working footwear, for both men and women, whether it is safety wear or not, should provide comfort without compromising protective value. In addition, protective footwear should conform with CSA Standard CAN/CSA-Z195-M92 or ANSI Z41-1999.

A steel toe cap should cover the whole length of the toes from tips to beyond the natural bend of the foot. A soft pad covering the edge of the toecap increases comfort. If the toecap cuts into the foot, either the size or style of the footwear is incorrect.

Soles come in a variety of thicknesses and materials. They need to be chosen according to the hazards and type(s) of flooring in the workplace.

Uppers of protective footwear come in a variety of materials. Selection should take into account the hazards, and individual characteristics of the worker's foot.

A steel midsole which protects the foot against penetration by sharp objects should be flexible enough to allow the foot to bend.

No one type of non-slip footwear can prevent the wearer from slipping on every surface type.


HIGH VISIBILITY OUTWEAR

What is High-Visibility Safety Apparel (HVSA)?

High-visibility safety apparel (HVSA) is clothing (e.g. vests, bibs or coveralls) that workers can wear to improve how well other people "see" them (their visibility). Most often, high-visibility clothing is worn to alert drivers and other vehicle operators of a worker's presence, especially in low light and dark conditions. High-visibility headwear can also be worn to increase the visibility of the wearer in situations where part or all of the wearer's body could be obscured (e.g., leaves/trees, traffic barriers, construction materials, etc.). Requirements for high-visibility safety clothing for Canadian workers are found in the Canadian Standards Association (CSA) Standard Z96-09 "High-Visibility Safety Apparel" and in the related guideline "CSA Z96.1, Guideline on selection, use, and care of high-visibility safety apparel."

Why do I need High-Visibility Safety Apparel? High-visibility safety apparel (HVSA) is needed if you work when there is low light and poor visibility, especially if you are working around moving vehicles (cars, trucks or other machinery traveling under their own power - e.g. forklifts, backhoes, etc). High-visibility items allow you to be seen by the drivers of those vehicles sooner and more readily. This fact increases your safety at work. The human eye responds best to large, contrasting, bright or moving objects. Worker visibility is enhanced by high color contrast between clothing and the work environment against which it is seen.

When do I need High-Visibility Safety Apparel? The CSA Standard recommends that a hazard assessment be carried out on each job site to evaluate the workplace or work site for known or potential hazards a worker can encounter while performing a job or task. This assessment helps determine the risk to workers of being hit by moving vehicles and the environmental conditions under which work is performed

When doing a hazard assessment where HVSA might be required, be sure to consider:

the type and nature of the work being carried out - including the tasks of both the HVSA wearer and any drivers,

whether workers will be exposed to heat and/or flames (if so, flame-resistant HVSA would be required),

work conditions, such as indoor or outdoor work, temperature, work rates, traffic flow, traffic volume, visibility, etc.,

the workplace environment and the background workers must be seen in (e.g. is the visual area behind the workers simple, complex, urban, rural, highway, filled with equipment, cluttered),

how long the worker is exposed to various traffic hazards, including traffic speeds, lighting conditions and how the natural light might be affected by changing weather

(sunlight, overcast sky, fog, rain, or snow), factors that affect warning distances and times, such as the size of vehicles, their


potential speeds, the ability to stop quickly, and surface conditions, if there are any engineering and administrative hazard controls already in place (e.g.

barriers), any distractions that could draw workers attention away from hazards, the sightlines of vehicle operators, especially when vehicles are operated in reverse;

and if certain jobs, or the function being done, need to be "visually" identifiable from

other workers in the area.

Once a hazard assessment is complete, the employer can select appropriate controls. The first line of defense for workers' safety would be to control the design of the workplace and reduce the exposure of workers to moving vehicles (e.g., through the use of physical barriers and other engineering and administrative controls). Using high-visibility apparel would be the last line of defense against accidents by providing more warning to vehicle operators that workers are on foot in the area.

What should I look for in High-Visibility Safety Apparel? Size/Coverage:

Large, bright garments are more visible than small ones. Coverage all around the body (360° full body coverage) provides better visibility in all viewing directions.

Stripes of colors that contrast (have a distinct color difference) with the background material to provide good visibility. Stripes on the arms and legs can provide visual clues about the motion of the person wearing the garment.

When background material is bright-colored or fluorescent material, it is intended to be highly visible, but is not intended to provide retro reflective performance.

Employers should select the color and stripe combination that provides the preferred contrast and visual indication of movement.

Fit:

For safety and best performance, garments should be fitted to the person. Don't forget to consider the bulk of clothing that might be worn underneath the garments, and how the garment should be worn (i.e., done up properly around the body with no loose or dangling components). The garments should sit correctly on your body and stay in place during your work.

The apparel should be comfortable to wear - the parts of the apparel that come into direct contact with the worker should not be rough, have sharp edges, or projections that could cause excessive irritation or injuries. The apparel should also be lightweight.

Garments should be selected and worn so that no other clothing or equipment covers the high-visibility materials (e.g. glove gauntlets, equipment belts, and high-cut boots).


Design:

To comply with the CSA Standard, the HVSA should meet the following criteria:

Stripes/bands are to be in a distinctive, standardized pattern:

a) a symmetric "X" on the back extending from the shoulders to the waist, b) two vertical stripes on the front passing over the shoulders and down to the waist; and c) a waist-level horizontal stripe extending entirely around the back to the bottom of the

vertical stripes on the front. This horizontal stripe may continue between the front vertical stripes (optional). For Class 3 apparel, stripes/bands encircling both arms and both legs are added.

The stripes/bands are to be displayed in a way to ensure that some part of them is visible from all angles around the body (i.e., 360° visibility).

For all classes, the total width of stripes/bands must be at least 50 mm (1.96") throughout. Stripes/bands near the bottom edge of a garment, sleeve or pant leg must be at least 50 mm (1.96") away from the edge.

Stripes/bands may be made up entirely of combined-performance or retro reflective material.

Color:

The CSA Z96-09 High-Visibility Safety Apparel Standard specifies three colors for background materials and contrasting-color stripes to provide options that are intended to create visibility against most work environments. The stripes should be either retro reflective or combined-performance.

Background material: should be fluorescent yellow-green, fluorescent orange-red or fluorescent red, or bright yellow-green, bright orange-red or bright red.

Combined-performance retro reflective material (i.e. the stripes): should be fluorescent yellow-green, fluorescent orange-red or fluorescent red - and must be in contrast (that is, have a distinct color difference) to the background material.

High-Visibility Headwear:

Should include both retro reflective materials and fluorescent or bright color background materials and should be attached to the headwear to provide full (360°) visibility. Ensure that materials attached to a hard hat, for example, does not affect the hat's ability to protect the head.


Care/Maintenance:

1. Keep your high-visibility apparel clean and well-maintained. Contaminated or dirty retro reflective materials provide lower visibility.

2. Replace garments that show signs of wear and tear, soiling, or contamination as it will no longer be able to provide acceptable levels of visibility.

3. Purchasers of HVSA should get proof that the materials used and the design of the garment meet the requirements of the CSA Z96-09 Standard.

What are the different classes of safety apparel?

The CSA Standard Z96-09 High-visibility Safety Apparel sets out levels of retro reflective performance (i.e., the effectiveness of material in returning light to its source), the colors and luminosity of background materials, and how much of the body that should be covered by the high-visibility components. There are also special requirements for garments that to provide electrical flash and flame protection. Note that although specifications for apparel Classes are similar to those in ANSI/ISEA 107, these CSA Classes differ in that they specify body coverage rather than minimum areas.

Different Classes of High-Visibility Safety Apparel

Class 1 Apparel consists of a basic harness or stripes/bands over the shoulder(s) and encircling the waist. The center portion of the front torso band between the two vertical bands is optional. See Figure 1 for examples of Class 1 apparel.

Examples of situations where you may use Class 1:

Workers in activities that permit full and undivided attention to approaching traffic.

When work backgrounds are not complex, allowing for optimal visibility.

When workers on foot are separated from traffic (e.g. by barriers).

When vehicles are moving slowly (e.g. less than 40 km/h (25 mph).


Examples of jobs include:

Workers directing vehicle operators to parking or service locations.

Workers retrieving shopping carts in parking areas.

Workers in warehouse operations.

"Right-of-Way" or sidewalk maintenance workers.

Workers in shipping or receiving operations.

Class 2 - provides wearer with more visibility than Class 1. Apparel has full coverage of the upper torso (front, back, sides, and over the shoulders) and includes bib-style overalls. Stripes/bands are composed of retro reflective or combined performance materials. See Figure 2 for examples of Class 2 apparel.


When vehicles or equipment are moving between 40-80 km/h (25-50 mph). Workers who require greater visibility under inclement weather conditions or low light. When work backgrounds are complex. When workers are performing tasks that divert attention from approaching vehicle traffic. When work activities are in closer proximity to vehicles (in or near flowing vehicle traffic).


Roadway construction, utility, forestry or railway workers. Survey crews. School crossing guard. High-volume parking and/or toll gate workers. Airport baggage handlers and ground crews. Emergency responders in flagging operations. Members of law enforcement. Accident site investigators. Tow truck Roadside vehicle maintenance workers operators.


Figure 2 Examples of Class 2 Apparel: Vests, Jackets, Coat and Bib Overalls

Class 3 - provides the greatest visibility for the wearer under poor light conditions and at great distances. Apparel meets the same requirements as Class 2 with the addition of bands around both arms and legs. These bands are made up of combined performance stripes/bands or a combination of retro reflective and background material. Background material can cover the whole garment or a portion of the garment. See Figure 3 for examples of Class 3 apparel.


Vehicle speeds exceeding 80 km/h (50 mph). High volume traffic and unmonitored equipment movement. Workers on foot and vehicle operators with multi-task loads that divert attention and

increase risk. Complex backgrounds. Work activities taking place in or near to flowing vehicle traffic. When the wearer must be conspicuous through the full range of body motions at a

minimum of 390 m(1,280 ft). Work activities taking place under icy or snowy conditions. Work activities taking place in low light or at nighttime.


Roadway construction workers in inclement weather, road closures, complex lane shifts Utility workers. Survey crews. High-volume parking and toll-gate workers. Airport baggage handlers and ground crews. Emergency responders in flagging operations. Law enforcement officers. Flaggers in night operations and/or high congestion areas.


Figure 3 Examples of Class 3 Apparel Jackets and Overalls

From CSA Standard Z96-09 High-Visibility Safety Apparel (Table 1 and Annex B), CSA Z96.1, Guideline on selection, use, and care of high-visibility safety apparel, and "Choosing the Best High-Visibility Apparel in a Variety of Roadway Scenarios" (2005), American Traffic Safety Services Association (ATSSA).

What should worker training include?

As with any personal protective equipment, workers should be given appropriate training in the use and care of the equipment. The following minimum information should be provided to workers wearing high- visibility apparel:

a) when to use the high-visibility apparel b) fitting instructions, including how to put on and take off apparel, if relevant c) the importance of using the apparel only in the specified way d) limitations of use e) how to store and maintain the apparel f) how to check for wear and tear g) how to clean or decontaminate the apparel correctly, with complete washing and/or dry

cleaning instructions.


EYE PROTECTION

How do I recognize safety glasses?

Lenses: The Canadian Standards Association (CSA)-certified safety glasses have plastic polycarbonate lenses. They are stronger than regular lenses, are impact-resistant, and come in prescription and non-prescription (plano or zero-power lens) forms.

Markings on safety glasses: The manufacturer or supplier logo is marked (or etched) on all approved safety lenses, frames (front and temple), removable side shields, and other parts of the glasses, goggles, or helmets.

Frames: Safety frames are stronger than street-wear frames and are often heat resistant. They are also designed to prevent lenses from being pushed into the eyes.

What should I know about the fit and care of safety glasses?

If eye protection is required, establish a complete eye safety protection program including selection, fit testing, training, maintenance and inspection.

Fit

Ensure your safety glasses fit properly. Eye size, bridge size and temple length all vary. Safety glasses should be individually assigned and fitted.

Wear safety glasses so that the temples fit comfortably over the ears. The frame should be as close to the face as possible and adequately supported by the bridge of the nose.

Care Safety glasses need maintenance. Clean your safety glasses daily. Follow the manufacturer's instructions. Scratches impair vision and can weaken lenses. Store your safety glasses in a clean, dry place where they cannot fall or be stepped on. Keep

them in a case when they are not being worn. Replace scratched, pitted, broken, bent or ill-fitting glasses. Damaged glasses

interfere with vision and do not provide protection. Replace damaged parts only with identical parts from the original manufacturer to ensure

the same safety rating.


What should I know about lens colors?

Lenses can be clear, tinted, photochromic or polarized. Each type offers various levels of ultraviolet protection, including no protection (even when colored). Do not be fooled by the color of the lenses.

Conduct a hazard assessment to identify the hazards that workers may be exposed to, and then select appropriate PPE when engineering controls or other more permanent methods of control are not possible. Consult with the PPE manufacturer about the uses and limitations for each type of eye or face protection.

How do I select the proper safety glasses and face protection?

If you are at risk for eye or face injury at work, you should wear appropriate protection. To select the proper protectors follow the recommendations in the table below.


HEARING PROTECTION

What are some things I should know about selecting hearing protection devices?

People should wear a hearing protector if the noise or sound level at the workplace exceeds 85 decibels. When effective hearing protectors are worn properly, they can reduce the risk of damaging your hearing.

The effectiveness of hearing protection is reduced greatly if the hearing protectors do not fit properly or if they are worn only part time during periods of noise exposure. To maintain their effectiveness, they should not be modified. Remember, radio headsets are not substitutes for hearing protectors and should not be worn where hearing protectors are required to protect against exposure to noise.

Select hearing protection that is:

Correct for the job. Refer to the Canadian Standards Association (CSA) Standard Z94.2-02 "Hearing Protection Devices - Performance, Selection, Care and Use" or contact the agency responsible for occupational health and safety legislation in your jurisdiction for more information.

Capable of providing adequate protection. Check the manufacturer's literature. Comfortable enough to be accepted and worn during all exposure to noise.

What types of hearing protectors are available?

Ear plugs are inserted to block the ear canal. They may be pre-molded (preformed) or moldable (foam ear plugs). Ear plugs are sold as disposable products or reusable plugs. Custom molded ear plugs are also available.

Semi-insert ear plugs which consist of two ear plugs held over the ends of the ear canal by a rigid headband.

Ear muffs consist of sound-attenuating material and soft ear cushions that fit around the ear and hard outer cups. They are held together by a head band.

Proper Use of Hearing Protection

Follow manufacturers' instructions. With ear plugs, for example, the ear should be pulled outward and upward with the opposite hand to enlarge and straighten the ear canal, and insert the plug with clean hands.

Ensure the hearing protector tightly seals within the ear canal or against the side of the head.

A plan to educate workers in the hazards of exposure to excess noise and to train workers in the correct use of control measures and hearing protection

Hair and clothing should not be in the way.


SPR Construction Inc. ensures that the noise management program will include a plan to educate employees in the hazards of exposure to excess noise, and to train its employees in the correct use of control measures and hearing protection. SPR Construction Inc. provides all employees with training in the selection, use, and maintenance of hearing protection equipment required to be used at a work site in accordance with the manufacturer’s specifications.

Ear protectors must be used ALL THE TIME to get full benefit.


HEAD PROTECTION

What should I know about head protection?

If you are at risk for head injury at your workplace, you should wear the appropriate head protection.

Choose the correct headwear for the job. Refer to CSA Standard Z94.1(M1977 or -92), "IndustrialProtective Headwear" or the legislation that applies in your jurisdiction.

Headwear consists of a shell and the suspension. These work together as a system and both need regular inspection and maintenance.

Do not transport headwear in rear windows of vehicles. Inspect headwear before each use. Do not draw the chin strap over the brim or peak of the headwear. Do not wear headwear backwards (the peak should always face forwards). What should I know about the shell of my headwear? The shell is rigid and light, and is shaped to deflect falling objects. Correct maintenance is important. DO: Inspect and replace a shell that shows signs of wear, scratches or gouges. Shells exposed to

heat, sunlight and chemicals can become stiff or brittle. A visible pattern of tiny cracks may develop. Over time, weathered hats can become dull in color or have a chalky appearance.

Replace headwear when hairline cracks start to appear. Replace headwear that has been struck, even if no damage is visible. Remove and destroy any headwear if its protective abilities are in doubt.


DO NOT: Do not drill holes, alter or modify the shell. Alterations may reduce the protection provided

by the headwear. Do not paint the plastic shell. Paint solvents can make plastic headwear brittle and more

susceptible to cracks. Paint can also hide cracks that may develop. Instead, use reflective marking tape to make numbers or symbols for identification purposes. Metal headwear may be painted.

Do not use winter liners that contain metal or electrically conductive material under Class G or E headwear.

Do not use metal labels on Class G or E headwear. What should I know about the suspension of my headwear? The suspension system is as important as the shell. It holds the shell away from the head and acts as a shock-absorber. It also holds the shell in place on the head and allows air to flow freely. Adjust headband size so that headwear will stay on when the wearer is bending over,

but not so tight that it leaves a mark on the forehead. Ensure that the suspension is in good condition. The main purpose of the suspension

is to absorb energy. Look closely for cracked or torn adjustment slots, frayed material or other signs of wear. Check the suspension lugs carefully. Long periods of normal use can damage the

suspension. Perspiration and hair oils can speed up the deterioration of suspension materials. Replace the suspension if it has torn or broken threads. Do not put anything between the suspension and the shell. There must be a clearance

inside the headwear while it is being worn. In case of a blow to the head, that space helps absorb the shock.

What should I know about maintenance?

The care and maintenance of headwear are needed if the headwear is to protect as designed. Its lifespan is affected by normal use and by heat, cold, chemicals and ultraviolet rays.

Clean the suspension and shell regularly according to the manufacturers' instructions.


RESPIRATORY PROTECTION

SPR Construction Inc must determine the degree of danger to its employees at a work site and whether the employee needs to wear respiratory protective equipment if they are or may be exposed to an airborne contaminant or a mixture of airborne contaminants in a concentration exceeding their occupational exposure limits. SPR Construction Inc will provide and ensure the availability of the appropriate respiratory protective equipment to the employees at the work site. All employees must use the appropriate respiratory equipment provided by SPR Construction Inc.

In making a determination of what equipment to use, SPR Construction Inc will consider:

a. the nature and exposure circumstances of any contaminants or bio hazardous material b. the concentration or likely concentration of any airborne contaminants c. the duration or likely duration of the employees exposure d. the toxicity of the contaminants e. the concentration of oxygen f. the warning properties of the contaminants g. the need for emergency escape

SPR Construction Inc will ensure that respiratory protective equipment is kept ready to protect all employees and is:

1. stored in a readily accessible location 2. stored in a manner that will prevent its contamination 3. is maintained in a clean and sanitary condition 4. is inspected before and after each use to ensure it is in satisfactory working condition 5. is serviced and used in accordance with the manufacturer’s specifications

SPR Construction Inc will ensure that respiratory protective equipment that depends on an effective facial seal for its safe use, is correctly fit tested and tested in accordance with CSA Standard Z94.4-02, Selection, Use and Care of Respirators.

SPR Construction Inc will ensure that, if an employee is or may be required to wear respiratory protective equipment and the effectiveness of the equipment depends on an effective facial seal, the employee will be clean shaven where the face piece of the equipment seals to the skin of the face.


If SPR Construction Inc. determines that breathing conditions at a work site are or may become immediately dangerous to life or health (IDLH), they will ensure that a worker wears self-contained breathing apparatus or an airline respirator that is of a type that will maintain positive pressure in the face piece, will have a capacity of at least 30 minutes or greater if the hazard assessment indicates the need, provides full face protection in situations where contaminants may irritate or damage the eyes. In the case of an airline respirator, it must be fitted with an auxiliary supply of breathable air of sufficient quantity to enable the employee to escape from the area in an emergency, and in the case of a self-contained breathing apparatus, must have an alarm warning for low pressure.

IDLH Non-IDLH Immediately Dangerous to Life or Health

The following need to be identified and reassessed whenever changes in the products or the process are

made:

Not Immediately Dangerous to Life or Health The following factors determine the choice of

respiratory protective equipment for non-IDLH situations. These factors need to be reassessed every

time products or processes change. Identification of airborne contaminant(s) The chemical name needs to be known -

so the most appropriate filter is selected Concentration of airborne contaminant(s) The average workday concentration and

the highest short-term concentrations should be determined

Concentration of oxygen Workers working in an oxygen-deficient atmosphere require atmosphere-supplying respiratory protective equipment.

Oxygen deficiency. This situation is where the air has reduced oxygen content and is not IDLH - but is hazardous to health. An atmosphere supplying respirator must be used.

Physical form. Identify all the physical forms that may be present; dust, mist, fume, fibre, gas, vapour, etc.

Occupational Exposure Limits (OELs). These determine how great a protection factor is required.

Length of time during which the respirator will be needed. Certain types are effective for longer periods of time than others.

Toxic properties. By recognizing the full hazard, a full face piece rather than a half mask respirator should be chosen for protection against eye irritants.

Warning properties. If workers are aware of a substance because they detect a smell or their nose, eyes or throat become irritated, they will be aware that there is a poor fit of the mask or that the cartridges are exhausted. Need for emergency escape.


FALL PROTECTION

SPR Construction Inc. does conduct operations that require employees or contractor to operate at a height. Workers are required to practice fall protection procedures where the following pre-requisites are met or the job hazard analysis requires:

a) a 3 meter vertical distance or more from the ground to the work zone b) A vertical distance of less than 3 meters but an unusual possibility of injury in the event of

a fall c) A hazard of falling into/onto a hazardous substance, object or through an opening in a

work surface

Workers will be trained in the safe use of the fall protection system before work in an area where a fall protection system must be used is commenced. The training will include the following:

a) a review of current Alberta legislation pertaining to fall protection b) an understanding of what a fall protection plan is c) fall protection methods a worker is required to use at a work site d) identification of fall hazards, assessment and selection of specific anchors that the worker

may use e) instructions for the correct use of connecting hardware f) information about the effect of a fall on the human body, including maximum arresting

force, the purpose of shock and energy absorbers, swing fall, free fall, pre-use inspection, emergency response procedures to be used at the work site, practice in inspecting, fitting, adjusting and connecting fall protection systems and components

All fall protection equipment- including full body harnesses, body belts, lanyards, shock absorbers, connectors, carabineers, and snap hooks, fall arrestors, self-retracting devices, descent control devices, life safety ropes, adjustable lanyards for work positioning, rope adjustment devices for work positioning, and wood pole climbing equipment- must meet current CSA Standards. Refer to Part 9, sections 142-149 of the OHS Code for specific details.

All equipment used as part of a fall protection system must be:

inspected by the worker as required by the manufacturer before it is used on each work shift kept free from substances and conditions that could contribute to deterioration of the

equipment re-certified as specified by the manufacturer

If any part of a fall protection system becomes defective or has come into contact with excessive heat, a chemical or substance that may corrode or otherwise damage the system, it must be removed from service and destroyed. In the event of a fall, the system must be removed from service.

SPR Construction Inc. will develop a fall protection plan for each job that requires workers to operate without the protection of guardrails.


A fall protection plan must specify:

the fall hazards at the work site

the fall protection system to be used at the work site

the anchors to be used during the work

that clearance distances below the work area, if applicable, have been confirmed as sufficient to prevent a worker from striking the ground or an object or level below the work area

the procedures used to assemble, maintain, inspect, use, and disassemble the fall protection system, where applicable

the rescue procedures to be used if a worker falls and is suspended by a personal fall arrest system or safety net and needs to be rescued.

For off-site locations, a fall protection plan should be developed and implemented prior to commencing work activities.


Fall Protection Chart Snap Hook This self-locking connector consists of a hook-shaped body with a normally closed gate or similar arrangement that may

be opened to receive an object. When released, it automatically closes and locks to retain the object. A snap hook shall have a self-locking keeper that remains closed and locked until intentionally unlocked and opened for disconnection only by at least two consecutive manual actions. All connecting components of a fall arrest system must meet the requirements of CSA Standard Z259.12-01.

Carabineer A connector component usually trapezoidal or oval shaped, with a normally closed gate or similar arrangement. The gate may be opened to permit the body to receive an object and, when released, automatically closed to retain the object. A carabineer shall have a self-locking keeper that remains closed and locked until intentionally unlocked and opened for disconnection only by at least two consecutive manual actions. All connecting components of a fall arrest system must meet the requirements of CSA Standard Z259.12-01.

Cable / Rope Grab A mechanical fall arrest device attached to a vertical cable lifeline that locks itself if a fall occurs. Lanyards This flexible line of rope, wire rope or strap generally has a connector at each end for connecting the body harness to a

fall restraint or arresting device, shock absorber, anchorage connector or anchorage. All lanyards must be equipped with a shock absorber. Lanyards must be approved under CSA Standard CAN? CSA-Z259.1-95 (R1999).

Shock Absorbers (Deceleration Devices)

This component’s primary function is to dissipate energy and limit deceleration forces that the system imposes on the human body and anchor during fall arrest. Such devices may employ various principles such as deformation, friction, tearing of materials or breaking of stitches to accomplish energy absorption. The worker must attach a shock absorber between the full body harness D ring and the vertical anchorage point. It must meet the requirements of CSA Standard CAN/CSAZ259.11-M92 (R1998).

Energy Absorbers This component’s primary function is to dissipate energy and limit deceleration forces that vertical or horizontal lifeline systems impose on the number of human bodies and the anchorage for which it is designed during fall arrest. Such devices may employ various principles such as deformation, friction, tearing of materials or breaking of stitches to accomplish energy absorption. It must meet the requirements of CSA Standard Z259.11-M92.

Full Body Safety Harness

Workers must wear a full body harness as part of a personal fall arrest system. This device, made primarily out of straps, covers the torso and pelvic area (and optionally, the waist area). Manufacturers design a harness to support the user during work activities or during and after the arrest of an accidental fall, depending on the harness. Various types of harnesses are available for special operations such as confined entry and rescue operations. Safety harnesses must meet CSA Standard CAN/CSA-Z259.10-M90 (R1998).

Horizontal Lifelines These are flexible lines anchored to stretch horizontally. The horizontal lifeline connects other components of a personal fall arresting system to the anchorage and must meet CSA Standard Z259.2-M1979. Temporary horizontal lifelines must be a wire rope with a diameter of at least 12 mm and a nominal breaking load specified by the manufacturer of at least 89 kilonewtons. The connecting hardware (shackles and turnbuckles) must have an ultimate tensile strength of at least 71 kilonewtons; end anchors must have an ultimate load capacity of not less than 71 kilonewtons. The span must be not less than 6 metres and not more than 18 metres with the elevation of the line of at least 2 metres above the working surface.

Vertical Lifelines

These are flexible lines anchored to hang vertically. Care must be taken to ensure that there is no chance of impact with obstructions due to a pendulum like swing after a fall occurs. The vertical lifeline must be secured to an anchor point that is not used to support anything else, must have a nominal breaking load specified by the manufacturer of not less than 27 kilonewtons and must extend downward to within 1.2 metres of ground level or another safe lower surface. The vertical lifeline connects other components of a personal fall arresting system to the anchorage and must meet CSA Standard Z259.2-M1979.

Retractable Lifelines

A retractable lifeline is a device containing a drum wound line that may be slowly extracted from, or retracted onto, the drum under slight tension during normal movement by the user. The line can attach to the fall arrest attachment on the body support. If the user falls, the device automatically locks the drum and arrests the fall. The device may have an integral means for energy absorption. All retractable lifelines must meet CSA Standard Z259.2-1979.

Travel Restraint Anchors

Temporary travel restraint anchors must have an ultimate load capacity of at least 3.5 kilonewtons in accordance with the manufacturer’s specifications. Temporary travel restraint anchors must be any direction in which the load may be applied and must be installed, used and removed in permanently marked as such and must be removed at the earliest of either the date the work is completed or the time specified by the manufacturer. Permanent travel restraint anchors must have an ultimate load capacity of at least 22.2 kilonewtons in any direction in which the load may be applied and are to be installed and used in accordance to the manufacturer’s specifications.

Fall Arrest System A Fall Arrest System is an active protective system, only coming into service when a fall occurs. It consists, at least, of an anchorage, connecting subsystem and harness and may include, lanyard, shock absorbers, horizontal lifelines, vertical lifelines or a combination of these.


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INSPECTION POLICY

The purpose of this policy is to control losses of human and material resources by identifying and correcting unsafe acts and conditions. SPR Construction Inc. will maintain a comprehensive program of Safety Inspections at all facilities and job sites. Inspections will be conducted at every job site at the start of the job or when a condition changes. This could be daily or a weekly event. The jobs vary in length so Inspections will be governed accordingly.

Equipment and Tool Inspections will be done daily prior to work and at the end of the day. This system is the Pre-job Inspection and the Post-job Inspection. From there if any hazards are found there will immediately be corrective action taken to prevent injury.

The shop will be inspected on a monthly basis depending on the tasks involved in the month. A quarterly Inspection will be completed in the office, storage, and yard(s).

Supervisors are responsible (when applicable) for conducting ongoing Informal Inspections in areas where their crews are working. It is the supervisors’ responsibility to ensure that everyone on the crew is participating and contributing to the Inspection Program.

Therefore the workers responsibilities are to participate and contribute to the Inspection Program. It is also the workers responsibility to report hazards immediately to their supervisor for immediate correction.


Inspection Schedule V

ehic

les

(T

ruck

s &

Van

s) Require a documented daily pre trip inspection check

Require a documented monthly inspection check Repairs are to be conducted when failure occurs or if documented on one

of the check lists Preventative Maintenance to be conducted according to manufacturer’s

manual or every 5000-8000km. CVIP inspection annually on commercial vehicles over the weight capacity

Hea

vy E

quip

men

t (S

kid

Stee

rs, E

xcav

ator

s,

Doz

ers)

Require a daily pre and post trip inspection Repairs conducted when failure occurs or is documented on check list Preventative Maintenance conducted as per manufacturers manual or

every 500 hours

Com

pute

rs

(Des

k To

p &

La

p To

p) Require a daily electrical inspection of cords

Repairs conducted when failure occurs or is documented on repair form Preventative Maintenance conducted as per hardware & software

requirements become available from the provider

Han

d &

Po

wer

To

ols Visual inspection before use to ensure integrity of the tool

All broken hand tools are to be replaced All broken power tools are to be tagged for repair and taken out of

service or replaced

Shop

Shop inspections must be completed on a monthly basis Deficiencies found in the shop must be transferred to an HIR report or Work Order


PREVENTATIVE MAINTENANCE POLICY

It is the policy of SPR Construction Inc. to maintain all tools, vehicles, computers, and equipment in a safe condition that will maximize the job performance and ensure the safety of all personnel. To accomplish this, a Preventative Maintenance Program shall be maintained and shall include the following components:

o Adherence to applicable regulations standards and manufacturers specifications

o Services of appropriately qualified maintenance personnel

o Scheduling and documentation of all maintenance work

An inventory of SPR Construction Inc. machinery/ equipment is established and kept current in the office filing system. When new machinery or equipment is acquired, it will be added to the inventory list. A preventative maintenance schedule has been established based on manufacturer requirements and industry standards.

All tools, equipment, computers, and vehicles considered unfit for use are removed and tagged “Out of Service” or replaced. Tagged out tools, equipment, computers, or vehicles will not be returned to service until repaired and inspected by a qualified person. All employees are responsible to report damages and fill out the appropriate paperwork.

Tools, equipment, computers, or vehicles requiring minor repairs will be done in house. All other repairs will be sent out to qualified organizations for service or the tool, equipment, computer, or vehicle will be replaced.

SPR Construction Inc. will allocate funds each year to ensure proper maintenance.

Managers shall arrange the replacement or repair of tools, equipment, computers, or vehicles that cannot be done in house.

Employees shall regularly inspect all tools, equipment, and vehicles.

Employees shall report defects or damages of tools, equipment, computers, or vehicles to the appropriate personnel.

Employees shall tag tools, equipment, computers, and vehicles with an “Out of Service” tag and consult with a repairperson to arrange repair or replacement.

Any employee or contractor violating this policy will be subject to the appropriate disciplinary action.


Preventative Maintenance Program Responsibilities Preventative Maintenance Program All tools, computers, vehicles, and equipment shall be properly maintained thus reducing risk of injury to employees or damage to property. Managers shall ensure that qualified persons according to established schedules carry out all preventative maintenance and that records are maintained. All employees shall regularly inspect all tools, vehicles, and equipment that they are working with, and shall take out of service any tools, vehicles, or equipment that pose a hazard due to a need for repair. Maintenance Responsibilities: Document on “Tool/Equipment/Computer/Vehicle Repair Sheet” any

equipment problems identified during your work day. This written notification should include the make, model, and unit number of the piece of equipment in question, and a brief explanation of the problem.

Managers, Supervisors, and Workers shall keep equipment clean. If you have documented an equipment problem that requires immediate

attention, arrange for a replacement with your supervisor immediately.

If you have documented an equipment problem not being corrected within a reasonabletime frame, speak to your direct supervisor. Scheduling service may take some time.

File Requirements The following information will be kept for National Safety Code, Alberta Transportation standards, our COR certification and to ensure compliance with the Company’s own Health, Safety, Environmental Policy and Procedures. Files will be kept in accordance with the Commercial Vehicle Certificate and Insurance Regulations AR314/2002 and AR121/2009

Carrier Profile Carrier Profiles will be obtained semi-annually to ensure employees have reported all inspections, violations and infractions. Any items that were not reported will subject the employee to disciplinary action.


Unit Files The records required to be maintained must be kept at the SPR Construction Inc. and be retained for at least 5 years from the date they are created, established or received, and be readily available for inspection by a peace officer during the carrier’s regular business hours. Each unit owned by SPR Construction will have a file including the following information:

Year, Make and Model of equipment Serial number All warranty information including recalls Information on all upgrades and additional equipment added to the unit

Unit Maintenance Files Each unit will have a separate file to record all maintenance conducted. This will ensure compliance with the SPR Construction maintenance program and promote regular inspection to continue to keep safety a priority for all individuals. The following information will be kept in the Unit Maintenance Files:

All pre/post trip/operation forms <completed> All maintenance work orders performed by certified shops All regular maintenance performed by employees/contractors All HIR (Hazard Identification Reports) for a particular unit and the follow up

repairs associated with correction A copy of any DOT or other regulatory inspections along with corrective

actions if required

Driver/Operator Files The following information will be documented in all driver/operator files working on behalf of SPR Construction Inc. All material that will expire will be monitored and upgraded information supplied in a timely fashion.

Application or sufficient resume with 3 years employment history Driver abstract (within 30 days of initial hire and updated annually) Copy of operator license Copy of TDG, WHMIS, First Aid, Ground Disturbance and H2S Alive

certification (will be updated upon expiry) All disciplinary forms or commendations acquired for employee/contractor Competency reports and annual evaluations A copy of driver hours of service for previous 6 months of employment


Maintenance Inspections

Pre-Trip & Operation Inspection

Vehicles and other motorized equipment are to be inspected on a pre-trip or pre-operation inspection to ensure all essential working and safety components are maintained and in good working condition. Any deficiencies must be corrected immediately for legislation and safety requirements, or as soon as possible if deemed fit for use by the safety officer. The items to be inspected are listed on the Pre-Trip inspection form provided. All employees required to perform this inspection will be orientated on proper procedure of filling out the paperwork and how to inspect all items located on the form. All drivers and operators will sign the form confirming they completed the inspection personally.

Drivers of a commercial vehicle shall inform SPR Construction Inc. of any defects or deficiency that would affect the safe operation of the vehicle. Upon notice of a defect in respect to one of our commercial vehicles, we shall repair or otherwise modify the vehicle, or cause it to be repaired or modified, in accordance with instructions provided by the manufacturer. SPR Construction Inc. will not permit a person to drive a commercial vehicle on a highway when a major defect is present on the vehicle.

Pre-Trip Inspections of NSC regulated trucks and trailers to include: Visual inspection of:

• Lighting devices and reflectors present in working condition • Tires, wheels and rims present and in adequate operational

condition • Coupling devices • Service brake, including trailer brake connections • Parking brake operational • Steering mechanism • Horn • Windshield wipers working and fluid full • All mirrors working and positioned for rear vision • Emergency equipment present, stocked and inspected


Pre-Operation Inspection includes:

Visual inspection of:

• Unit free from damage or vandalism • Engine belts in good condition and not worn • Engine oil level adequate • Exhaust system (visual & audio inspection) • Fuel levels topped up prior to commencement • Heater/AC in proper working condition • Horn in audible working condition • All lights and reflectors present and in working condition • Mirrors present and clean • Radiator hose visibly sound and not leaking • Tool kit present and stocked • Tracks pass visual inspection for physical condition • Windows and windshield free of chips and cracks impairing vision • Wipers in working condition and washer fluid full • PPE and safety equipment present and in good working condition

Post Trip/Operation Inspection Upon reaching your final destination a Post Trip or Post Operation inspection must be performed to ensure that no damage was sustained throughout the day. This also provides information that will help to pinpoint timeframes should vandalism, theft or other unforeseen events occur in the timeframe between end of shift and the beginning of the next shift. If left incomplete you may be held responsible for damages found on the next inspection, which may be subject to disciplinary action. This inspection will be carried out on the same form as the Pre Inspection.


Quarterly Inspection Quarterly inspections will be carried out on all units under NSC AR118/89. Quarterly inspections will be conducted by the shop mechanic appointed by the safety officer or a certified mechanic hired by the safety officer. At minimum, the following items will be inspected:

Body, doors, seats, fenders, bumper mud flaps, sun visors, latches, door releases, chassis frame, underbody, drive shaft hanger, brackets, guards, windshield, windows and mirrors

Fuel tank, filler cap, fuel lines, exhaust system (Truck/Tractors) Brake friction components, hydraulic, vacuum and air components,

mechanical components, service brake pedal, air brake system, parking brake, emergency brake, and service brake

Engine controls, steering column and box, wheel alignment, steering linkage (Truck/Tractors)

All suspension components Horn, windshield wipers and washers, heating/defrosting/AC system,

starting switch, lamps, lights and reflectors Tires, wheel studs, rims and bearings Lubrication components Fifth wheel coupling devices, trailer hitch, trailer mount and connecting

devices (Trailers only) Preventative Maintenance Schedule It is the policy of SPR Construction Inc. to maintain all tools, vehicles, computers, and equipment in a condition that will maximize the safety of all personnel. All maintenance performed will be conducted by the safety officer. The supervisor shall be responsible for the application of the program in his/her area of responsibility. All repairs need to be documented on the checklist or an equipment inventory sheet. Once the item is fixed, management will review the repair and document it in the maintenance log manually or using a software program.


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INVESTIGATION & REPORTING POLICY

To investigate incidents involving injuries, illnesses, property damage, and close calls so that causes can be determined and corrective actions can be implemented to prevent nonoccurrence.

At SPR Construction Inc. the following types of incidents shall be fully investigated:

1. Incidents that result in injuries requiring medical aid

2. Incidents that cause property damage or interrupt operations with

3. Potential loss

4. Violations of the Health & Safety Policy

All incidents that fall within legislative requirements must be reported to the appropriate authority (OHS, WCB, Police, etc.). Members of Management and Supervisors may be trained in incident reporting and investigations.

The written incident investigation report shall include an explanation of the contributing factors or root causes of the incident that were identified during the investigation. Once the investigation is complete corrective action shall be developed and implemented in order to prevent the nonoccurrence of the incident. All incident investigations will be documented and kept in a central filing location. These records will be kept for a minimum of 3 years.

Responsibilities:

1. All workers shall report all incidents as soon as possible to their immediate supervisor and assist in the investigation when requested.

2. Supervisors shall conduct initial investigations and submit their report(s) to their manager promptly

3. Managers shall determine the need for, and if necessary shall direct, detailed investigations. They shall also determine the corrective action to be taken, and ensure that such action is implemented.

4. Managers will review all incident reports and submit reports involving incidents that fall under OHS Legislative requirements.

5. The Management may discuss all incidents in the agendas of senior management meetings.

6. The Management shall review incident reports, provide feedback, and file incident reports.

Any employee violating this directive may be subject to the appropriate disciplinary action.


NO LOSS – INCIDENT INVESTIGATION PROCEDURES

Investigation Recommendations:

1. Once a no loss incident has been reported and it is confirmed that no emergency situation persists, obtain the NO LOSS-TYPE INCIDENT INVESTIGATION form and begin documentation of the incident.

2. If an imminent danger persists instruct the employee to stop related work tasks until the hazard has been controlled.

3. Interview the persons involved and complete a written account of the events of the incident.

4. If it will help to preserve a record of the incident, sketch a drawing, take pictures, note weather & road conditions or any other information that may assist in the resolution of the situation.

5. Once this information is collected and documented, continue with identifying the immediate and underlying causes of the incident. You should discuss these with employees involved in the incident.

6. Identify any training that was provided that may have prevented this incident. 7. To prevent similar incidents from recurring the manager & employees

involved will discuss and decide on recommendations for preventative measures.

All INCIDENT INVESTIGATION REPORTS must be reviewed by Senior Management in a timely manner. Senior Management is responsible for implementing strategies to prevent recurrence.

LOSS TYPE INCIDENT INVESTIGATION PROCEDURES

IN THE EVENT OF A SERIOUS OR IMMINENT DANGER 1. When an incident or emergency situation arises, it is the responsibility of the

person(s) involved to take immediate 2. action to control the situation quickly and safely. 3. If the situation can be safely contained / controlled by the individuals on site

at the time when emergency arises, please take the necessary steps, and then report to your direct supervisor so an investigation can begin to prevent similar occurrences in the future.

4. If the situation cannot be safely controlled by the individuals on site, contact your direct supervisor immediately.

5. Once the serious or imminent danger has been controlled, begin the investigation


RECEIVE & CONTROL THE INCIDENT

1. Once an incident has been reported and it is confirmed that no emergency situation persists, obtain the INCIDENT

2. INVESTIGATION form and begin documentation of the incident. 3. Ask the persons involved in the incident if there are any injuries that require

emergency medical attention; if necessary arrange for medical services immediately.

4. Ask the persons involved in the incident if there are any physical / property damages that require emergency service; if necessary arrange for emergency services immediately.

5. If any emergency situations persist, take necessary steps to control it before proceeding with investigation.

6. If an imminent danger persists instruct the employee to stop related work tasks until the hazard has been controlled.

7. In the event of an auto collision, instruct the employee to exchange information with the third party including: OPERATORS LICENSE, REGISTRATION AND INSURANCE DOCUMENTS. If the third party fails to produce this information to the employee, call the RCMP.

8. If there were any independent witnesses, ask them to fill in an INCIDENT WITNESS

9. Notify your supervisor immediately if the incident is of a serious nature.

INVESTIGATE THE SCENE 1. Interview the persons involved and complete a written account of the events of

the incident. 2. If it will help to preserve a record of the incident sketch a drawing, take

pictures, note weather & road conditions or any other information that may assist in the resolution of the situation.

3. Once this information is collected and documented, proceed with identifying the immediate and underlying causes of the incident. You should discuss these with the employees involved in the incident.

4. Identify any training that was provided that may have prevented this incident. 5. If any emergency services were required, include a copy of their report,

or names, badge numbers and contact information should we need to speak with them at a later date.

6. If any physical damages occurred to our or a third party’s property, indicate the damages; if necessary take pictures.

7. Discuss and implement corrective actions so that similar incidents can be prevented during that workday.


POST INCIDENT FOLLOW UP 1. If this was an injury incident requiring medical attention, indicate where the

person was taken for treatment, how they were shuttled, and the date & time this occurred.

2. Investigator and employee involved should meet with Management to complete the WCB Employer and Worker reports. THIS MUST BE COMPLETED AND FAXED TO WCB WITHIN 72 HOURS OF THE INCIDENT.

3. If this was a property damage incident, a plan must be set in motion to repair the damaged property.

4. To prevent similar incidents from recurring the Supervisor and employee involved will discuss and decide on recommendations for preventative measures.

5. Document all information required of the INCIDENT INVESTIGATION REPORT form. Must be signed with date and time by the manager conducting the investigation.

6. Forward completed form to Senior Management.

Senior Management must review all Incident reports in a timely manner. Senior Management is responsible for implementing strategies to prevent recurrence.


EMER

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NESS


Emergency Preparedness Policy Purpose: To prevent confusion in the event of an emergency situation. An OHS requirement in order to protect and guide employees in the event of an emergency. Policy: SPR Construction Inc recognizes that emergencies including but not limited to, fire, tornado, and medical emergencies can happen unexpectedly and result in a variety of injuries including death as well as significant property damage. In order to respond to such injuries and damage, SPR Construction Inc is committed to providing its staff with necessary emergency equipment, such as first aid kits, fire extinguishers, and evacuation plans. It will also ensure that staff is trained in how to use the above equipment properly. SPR Construction Inc requires that all employees have Standard First Aid Level C CPR Certification prior to hire or within three months of their hire date. All emergency response plans will be tested yearly; any problems at that time will be rectified immediately. Plans to be tested by performing mock drills and follow up will be conducted through at staff meetings or at toolbox meetings. Responsibilities: SPR Construction Inc. will provide all necessary emergency equipment SPR Construction Inc. will train its employees to use the equipment properly. Management will review the emergency response procedures and make necessary

changes The manager shall train workers on potential emergencies that could occur in

their work area and how to respond to those emergencies. Workers shall participate in and contribute to the emergency response training. Workers shall obey all procedures outlined in the Safety Manual.


EMERGENCY PHONE NUMBERS Serious Emergencies Requiring:

EMERGENCY 9 – 1 - 1 Mike Bobbitt Cell (403) 619-5591 Preston Rusnack Cell (403) 899-3295 Head Office (403) 934-4499

First Aid Administration and Supplies First aid certified individuals will be available on every worksite as per Occupational Health and Safety requirements. SPR Construction Inc. will ensure that first aid services, equipment and supplies are in line with Alberta OH&S standards and ensure that these materials are routinely audited, inspected and maintained. A list of current first aiders will be available at safety meetings and discussed at onsite toolbox safety meetings to meet our policies and procedures. In the event of serious, life threatening injuries the local emergency medical services will be obtained by calling 9-1-1. Employees will never attempt to transfer injured workers without permission from the safety officer. First aid supplies will be regularly audited to ensure quality control and clearly marked on every worksite. First aid equipment and supplies will be maintained in a clean, dry, and serviceable condition, contained in a material that protects the contents from the environment, and clearly identified as first aid equipment and supplies. All company vehicles will be equipped with appropriate first aid supplies. All incidents/illnesses must be recorded and kept on private record for 3 years as per Occupational Health and Safety regulations. Any employee violating this policy may be subject to the appropriate disciplinary action.


FIRE PREVENTION POLICY Fire Protection and Prevention shall embrace all measures relating to safeguarding human life, preserving property and continuing operations with SPR Construction Inc. The best time to stop a fire is before it starts. Our Fire Loss Control Program Policy intends to ensure workers shall, at all times, know the location of fire extinguishers, fire-fighting devices, and be properly trained in how to operate them in order to respond to fires in the correct manner. Our effective Fire Loss Control Program includes the following objectives:

1. To prevent loss of life and personal injury

2. To protect property

3. To provide uninterrupted operations

4. To prevent the opportunity for fire “Fires – Easier to Prevent Than to Stop” EMERGENCY & FIRE EVACUATION PROCEDURES In the event of any emergency please follow the procedure outlined below:

1. DO NOT PANIC! 2. If any type of emergency is spotted phone 9-1-1 immediately. 3. Sound the Alarm to evacuate the building. 4. Aid anyone with mobility impairment. 5. All employees are to meet in the designated areas. Do not leave the

premises before roll call has been performed. 6. In the event of a fire, locate your nearest fire extinguisher and use it. 7. Take First Aid Kits 8. Close all Windows and Doors. 9. If there are any injured employees, perform first aid and get them medical

attention as soon as possible. 10. Wait for further instruction from the fire officials. They will determine if

it is safe to reoccupy the building/property. No one is to enter the building/property without this authorization.

11. Remain at the muster point until emergency response staff say it is safe to return


Unable to Evacuate: 1. Close door, seal cracks around door with towel or clothing 2. Call 9-1-1 to let them know you are inside; no phone - hang or alert others

through window 3. Open the window, if no window stay close to the floor – best breathing air is 18

inches close to the floor.

*If clothes are on Fire – STOP - DROP – ROLL * After the fire, report any extinguishers that were used in order to send for a recharge. Using a Fire Extinguisher

1. Remove the extinguisher from the hanger. 2. Carry the extinguisher in a upright position. 3. Bump it gently against the ground to shake up the contents. 4. Pull the pin. 5. Hold the hose in one hand and grasp the handle with the other hand. 6. Point at the base of the fire. 7. Use the extinguisher in a sweeping motion. 8. REMEMBER: P-A-S-S: Pull, Aim, Squeeze, and Sweep. 9. When done, report the use of the extinguisher, and have it recharged. 10. Remount the extinguisher in the original position.

EMERGENCY EVACUATION PROCEDURES for Leaking Gases

or Liquids

1. STOP – Turn off all equipment 2. Call 9-1-1 3. Know the location of all extinguishers and how to use them. 4. Protect yourself first, then others. Try to contain the blaze with a fire

extinguisher or shut off leaking gases or fluids 5. Evacuate the site if the fire cannot be put out, or gases/liquids

cannot be contained. 6. Know where each of the exits are, and be sure they are not locked or blocked

off. 7. If you must rescue victims:

a. Keep upwind in the event of hazardous goods, spills, leaks or fire. b. Administer first aid to maintain life c. Keep necessary people away


Note: Keep out of low areas. Do not feel compelled to control the hazard. Use your powers of observation and hearing to detect:

- Hazards - Hissing sounds of gases - Warning Placards - Leaking Fluids - Downed Wires - Flames, smoke, steam, etc...

Action in Case of Explosion Explosion includes those by leaking gas, faulty heating equipment, & flammable vapors.

1. Fall to the floor/ground and take immediate shelter under tables, desks, or other such objects that will offer protection against flying glass or debris. Protect your face and head with your arms.

2. After the effects of an explosion have subsided, check exits or exit stairways prior to evacuating the building or property, if notified to do so by the supervisor, Fire Emergency Officer or designate.

3. Operate the nearest manual fire alarm station and phone 9-1-1. 4. Do not return to the building or property until the supervisor, Fire

Emergency Officer gives the “all clear” signal or designate. EMERGENCY EVACUATION PROCEDURES Natural Disasters

During a natural disaster, the greatest danger is from falling debris, trees and glass breakage.

ACTIONS TO FOLLOW IF INDOORS:

1. Get under a desk, bed or table immediately.

2. If a desk is not close, stand under a doorframe for protection.

3. Get away from windows or glass.

4. Remain calm in a protected area until threat has ceased or danger has passed.

ACTIONS TO FOLLOW IF OUTDOORS:

Try to get to a protected and safe area away from buildings, windows, glass, telephone poles or any place where there could be falling debris.


EMERGENCY EVACUATION PROCEDURES Spills

In the Event of a Spill When encountering a spill of any nature, it is the responsibility of the worker to: Warn others in the immediate vicinity that a spill has taken place; Designate a fellow worker to guard the area; and Inform the supervisor.

It is the responsibility of the SUPERVISOR to:

1. Reassign employees to other areas or evacuate if necessary using the following guidelines:

a. Unless immediate evacuation is essential, the supervisor shall decide whether or not to evacuate the site

b. Evacuation procedures shall be as stated in “Emergency Evacuation Procedures”

c. Move crosswind or upwind – never downwind-to avoid toxic gases and vapors

d. Render first aid if necessary.

2. Cordon off the immediate area

3. Attempt to identify the spilled substance (placards, labels)

4. Phone authorities listed in the emergency response plan for clean up and disposal procedures (if a reportable emergency)

5. Keep all workers informed of procedures taken.

6. Provide written report to management, environment agency, and the health & safety committee, if one exits


EMERGENCY EVACUATION PROCEDURES

In the event of an evacuation on a remote worksite: While conducting the hazard assessment before the job starts: Gather the entire work group and any contractors working in the area Establish a meeting point away from the work area in a safe place where all

workers could gather in the event of an evacuation - do not use a vehicle or anything material

If a muster point has already been established, you may use that one d) Document the muster point on the hazard assessment form

Ensure the group understands where the muster point is If performing work at an established building with residents, use and

follow their evacuation plan in the event of an emergency. If there is no current plan, develop and test your own When using a remote worksite property’s emergency equipment or a prime

contractors emergency equipment check to ensure service is up to date and the arrow is in the green. If unfamiliar with their extinguisher, ask for training.

Emergency Equipment Check List for Remote Worksites:

Alberta # 2 OHS First Aid Kit with blankets Spill Kit Class ABC Fire Extinguisher Flares


Vehicle Collision Procedures If you are involved in a vehicle collision you must STOP! Failure to stop is a criminal offense. In the event of a collision, you must do the following:

1. Set out flares, flags, and/or emergency reflectors

2. See that any injured persons are protected from further injury, but do not attempt to move them unless absolutely necessary.

3. Notify the police

4. Notify your supervisor or department head 5. DO NOT discuss the incident, except with police officers or a company

representative.

6. Do not leave your cargo unguarded. 7. Do not move any vehicles involved until police arrive. Complete the accident

report indicating the following:

a. Date, time, and exact location

b. Make, model, type, license number, insurance company, owners & passengers names and addresses for every vehicle involved.

c. Name and address of each injured person, the extent of injuries, and

where the injured person was taken (hospital, clinic) d. Description and estimates of all damages to vehicles and property

e. Names and addresses of witnesses, license numbers of first

vehicle on the scene, and nearby address where witnesses may be found.

f. Names and department of investigating police officers. If you can, try to make a diagram of the scene. Use your camera to take pictures. It is useful to show the following:

1. Terrain – upgrade, downgrade, level 2. Weather & traffic conditions 3. Obstructions to view including buildings tress, parked vehicles

4. Location and type of traffic signs and signals 5. Path of travel of involved vehicles before impact, point of impact and

after impact

6. Type of roadway – 2 or 4 lanes

7. Measurements such as road and lane width distances from fixed landmarks, etc...


If you are involved in an incident while transporting goods, you must file a report with the Federal Ministry of Transport Canada, Dangerous Goods Director


HA

ZAR

D A

SSESSMEN

T POLIC

Y


HAZARD ASSESSMENT POLICY The Occupation Health & Safety Act, Regulation and Code requires employers and employees to conduct a hazard assessment before work starts, and then again at reasonable practicable intervals throughout the workday or project. The hazard assessment evaluates the work site for existing and potential hazards. All hazards documented on the hazard assessment form need to be prioritized to determine severity of the risk and then eliminate or control the hazards. Hazards need to be identified and eliminated and controlled in order to prevent incident and injury.

Hazard Assessments shall be conducted on all worksites on a regular basis. All employees and management will review the hazard assessment critical task list once per year. See attached hazard assessment information on complete details in conducting a hazard assessment.

Responsibilities:

1. SPR Construction Inc. may allocate funds and support the hazard assessment

process 2. Management will work in conjunction with all departments in reviewing the critical

task list on a yearly basis. 3. Management shall sign off on the approved critical task list. 4. Management shall review the critical task list yearly and support the hazard

assessment process. 5. Supervisors shall participate and support the hazard assessment process and aid

the workers in the process where possible. 6. Supervisors shall review the critical task list on a yearly basis. 7. Employees shall report any hazardous work condition and take corrective action

where possible 8. Employees are responsible to refuse unsafe work if it poses imminent danger.

Any employee violating this policy may be subject to the appropriate disciplinary action.


HAZARD ASSESSMENT CONSIDERATIONS

Hazard Considerations: 1. Chemical – vapors, gases, fumes, & mists 2. Physical – noise, vibration, hot or cold extremes 3. Ergonomic – awkward posture poor tool design, manual materials handling 4. Biological – bacteria, viruses, fungi 5. People – workers, visitors, subcontractors, suppliers, managers 6. Environment – housekeeping, lighting, 7. Materials – harmful agents, WHMIS, TDG, storage, PPE 8. Equipment/Tools – purchasing controls, PPE, training, inspected, maintenance, tag-

out system, emergencies, affects health, safety, quality or productivity

Conducting a Hazard Assessment: 1. Assemble all parties involved 2. Discuss possible hazards 3. Tour the entire work site 4. Look for hazards originating form environment, material, equipment, and people 5. Keep asking “What if?” 6. Mark on the hazard assessment form all items that need attention 7. Review findings with all workers and solicit their input for control measures 8. Rank the items from “worst first” basis

PRO

BABI

LITY

CONSEQUENCES

< Low (1)

Injury is not credible Equipment Damage

< 1k

Low (2) Minor Injury Equipment Damage

1-10k

Medium (3)

A single serious injury

Equipment Damage > 10k

> Medium (4) Fatality or

multiple serious Injuries

Equipment Damage > 100k

High (5) Multiple Fatalities

Equipment Damage >

1000k <Low (1) Not credible – unheard of

1

2

3

4

5

Low (2) Conceivable but would require multiple failures

2

4

6

8

10

Medium (3) Less than average, easy to postulate an incident scenario but unlikely

3

6

9

12

15

>Medium (4) More than average,

represents a credible

scenario

4

8

12

16

20

High (5) Likely to occur, history of

similar events

5

10

15

20

25


Management of Change Policy

Eight-Step MOC Process

A pre-project review will be completed during the planning and development stage of a job or task. A MOC will be completed when there are changes in conditions, tasks, equipment, processes or new construction. This process will be repeated as a pre-startup review prior to any change being put into service.

Section A – Initiator Request - The change process starts when someone identifies a problem that needs to be corrected, or believes that there is a better way of operating the process, except replacement in kind. That person is referred to here as the Initiator. Usually, the initiator will be a manager, a supervisor. However, the Management of Change system should be open to all; anyone should feel free to propose changes that they believe will make the operations safer, cleaner and more profitable.

The ultimate success of the Management of Change system depends on people being willing to suggest changes. There is little value in having a high quality change review process if it is never used or if it routinely bypassed.

Section B – First Review - Following the initiation of the Management of Change process, the next step is to carry out the First Review, which should be informal and relatively unstructured.

Section C — Detailed Evaluation - Up to this point, the change process has involved only a few people, and has been relatively informal. If the proposed change still seems to have merit it can now be submitted to the Management of Change system, where it will be evaluated by a team of people representing different disciplines and specialties. This is the detailed evaluation step.

Section D — Selection and Approval - Once the proposed change has been thoroughly evaluated, and a list of possible recommendations prepared, management must select what is considered to be the best choice, and formally approve that choice.

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Before a change can be implemented, it must be formally approved and accepted by management. This approval is necessary to meet the requirements of the process safety regulations. The approval also serves as a formal record should there ever be an accident in which the implicated as a possible cause. In practice, if the detailed evaluation in Section C was carried out thoroughly this formal acceptance step should not take long, and should be little more than a formality.

Section E — New Limits / Process Safety Update - Once the change has been approved, new safe operating limits are defined. All persons that are affected by the new values must be informed. They must also be trained in what to do if the new limits are exceeded.

Section F — Notification - Before the change is actually implemented, all affected supervisors and management should be notified. The notification process is distinct from training; it concerns those people who have some peripheral involvement with the consequences of the change, but who are not directly affected by it.

Section G — Implementation - Conduct a pre-startup review prior to any change being put into service. Implement the change.

Section H — Follow-Up - Once the change has been implemented, follow-up inspections and assessments will be completed to ensure that all precautions and preparations were handled properly.


HAZARD ASSESSMENT SCHEDULE & DIRECTIONS Conducting an Office Hazard Assessment:

1. Post the critical task list in a central area. 2. Read through common hazards, note their priority, and ensure

corrective action measures are in place. 3. Obtain a blank Job Site Hazard Assessment each morning 4. Walk through offices and common area to check for hazards before

work starts. 5. Review Critical Task List to be sure Hazards are Controlled 6. Add hazards NOT on Critical Task List to the Job Site Hazard

Assessment form, prioritize the hazard, and document the control measures taken.

7. If no new hazards, check the box “See Critical Task List”, note date and time of assessment, and write the names of the people involved under “Employees Involved.”

8. Post Job Site Hazard Assessment sheet once completed. As operations change, i.e. facility maintenance, document new additional hazards on the Job Site Hazard Assessment form, prioritize the hazard, and control them. Conducting a Field Hazard Assessment:

1. Gather all of the workers on the designated worksite 2. Obtain the “Workplace Hazard & Corrective Action Assessment” form 3. Walk through the job site before work starts 4. Check off all hazards that apply to the job site on the “Workplace Hazard &

Corrective Action Assessment ” form 5. Discuss the checked hazards, note their priority, review the control

measures, and ensure control measures are implemented. Add additional control measures if needed.

6. If there is a new hazard that is not listed on the “Workplace Hazard & Corrective Action Assessment” form add the hazard under “other,” or “Additional Hazards NOT on Critical Task List,” prioritize the hazard, and implement and document the corrective action.

7. Have each employee print and sign his or her name at the time of conducting the hazard assessment.

8. Submit the “Workplace Hazard & Corrective Action Assessment” forms to your supervisor at the end of your shift.

SPR CONSTRUCTION HSE MANUAL NOVEMBER 2012 SPR S… · · 2013-01-29SPR CONSTRUCTION HSE MANUAL...

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Transcript of SPR CONSTRUCTION HSE MANUAL NOVEMBER 2012 SPR S… · · 2013-01-29SPR CONSTRUCTION HSE MANUAL...