GLIDEPATH SYSTEMS EMPLOYEE HANDBOOK understanding all employment issues at glidepaTh systems revised...

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GLIDEPATH SYSTEMS EMPLOYEE HANDBOOK understanding all employment issues at glidepaTh systems revised on marCh 28 th , 2017 Presented to: Milton Purchase CONTENTS Introduction 4 Statement of Philosophy...

GLIDEPATH SYSTEMS

EMPLOYEE HANDBOOK

understanding all employment issues at glidepaTh systems

revised on marCh 28^th, 2017

Presented to:

Milton Purchase

CONTENTS

Introduction 4

Statement of Philosophy 4

Who we are 5

Vision 5

Mission 5

Scope 5

Employment 5

Employment Equity

5

Recruitment and Selection
5

Nepotism

5

Orientation

6

Employee Classifications
6

Employee duties
6

Personnel File

6

Onsite Security Clearance
6

Parking

6

Probation
6

Performance Appraisals
7

Professionalism

7

Discipline
7

Hours of Work
7

Statutory Holidays
8

Overtime

8

Departure 9

Termination for Cause
9

Termination without Cause

9

Resignation
9

Employer Property

9

Time Away From Work 10

Vacation Time and Vacation Pay
10

Sick Leave
10

Compassionate Leave
10

Jury Duty
10

Disability Leave
11

Maternity / Parental / Adoptive Leave
11

Unpaid Leave

11

Benefits 12

Medical, Dental,

12
12

Professional Development 12

Confidential Information and Intellectual Property 12

Confidential Information
13
Intellectual Property

13

IT Information Storage and Security
13

365 Outlook

13

Useful Document

13

Departmental Documents

13

Organizational Chart
13

Health and Safety

H&S Manual Summary 14

Health and Safety Policy 14

Hazard Assessment, Analysis and Control 14

Safe Work Practices 14

Safe Operating Procedure 14

Company Rules 14

Personal Protective Equipment 14

Preventative Maintenance 14

Training and Communication 14

Workplace Inspections 15

Investigations and Reporting 14

Emergency Preparedness 14

Statistics and Records 14

Legislative Requirements 15

Occupational Health 16

First Aid 14

Health and Safety Rep 14

Workplace Violence and Harassment 15

Return to work and Re-Employment 16

Management Review 14

Subcontractor’s Health and Safety 14

Responsibilities and Templates 14
Work Flow Schedule 14

INTRODUCTION

This employee handbook is a summary of policies, procedures and practices related to Human Resource Management and Occupational Health and Safety at Glidepath Systems Ltd.
The Vice President is accountable for leading an effective staff team and is thereby accountable for the development and implementation of the policies outlined in this manual. Managers are responsible for human resource management within their own staff teams and should reference this manual to ensure organizational consistency in the application of these practices.
The [insert title of person with senior HR responsibilities] is responsible for the maintaining the procedures and systems which support human resource management for the organization and is available to answer any questions or provide clarification on any content of this manual.
Glidepath’s benefits package, including the insurance and health plan and the group RRSP, is coordinated through [insert department name]. Questions regarding the benefits package may be directed to the [insert title of person with senior HR responsibilities].

Company Philosophy
On behalf of your colleagues, we welcome you to Glidepath Systems Ltd. and wish you every success here.
The welfare of our employees is of the utmost importance to Glidepath and it is our intention to encourage a working environment, based on mutual trust and confidence, which will provide opportunities for individual effort and reward. Every employee is considered a member of our company team. Our success as a company is built on the recognition of the skills and efforts made by each employee and our policy is to work with all members of this team in a fair and friendly manner and treat each team member with dignity and respect.

The management, as part of this team, will continuously work together with all employees for the benefit of our present and prospective customers and suppliers in order to improve the company’s competitive position, which will enable the company to accomplish three main goals:

To provide superior jobs for all team members at Glidepath Systems;

Guarantee customer satisfaction with the provision of high quality goods and services;

To provide an adequate return for the investors.

Glidepath will provide the most pleasant working conditions possible in order to provide an environment for each employee to excel to their fullest potential. General conditions such as safety, cleanliness and employee accommodations will be evaluated periodically for improvement and will always compare favorably with good industry practice.

Management will meet with any team member to discuss suggested improvements in working conditions. The company will honor and abide by the provisions of this Handbook and the Policies and Procedure Manual provided.Overall, the company will expect everyone to devote their best efforts to conduct an expanding business within which an atmosphere of harmony with opportunity for all will prevail.

Ken Stevens

Chairman

Company Profile

OUR EXPERTISE
With over 40 years’ experience, Glidepath present a complete solution. We offer consulting services to scope your requirements, design, manufacture and provide project managed installation services. We can also integrate security and explosive detection systems. We provide state of the art software control systems and can integrate existing airport information systems.
We also offer after sales services including operations & maintenance and spare parts sales.
Specialising in baggage handling systems since 1972, we focus on the key areas of an effective airport baggage handling system:

Planning and designing a system for optimum capacity and efficiency

Future focused planning allowing for on-going growth and development

Reducing failure rates, delayed or lost bags

Fast bag processing times and self-service technologies

Integrated accurate security screening

Ensuring passenger satisfaction by getting bags to their correct destination on time or before

Our focus on the end result has allowed Glidepath become a world leader in the field of airport baggage handling systems having completed more than 800 projects completed in over 65 countries around the world.
OUR PRODUCTS AND SERVICES
·BAGGAGE HANDLING SYSTEMS
·CARGO HANDLING SYSTEMS
·PARCEL SORTATION SYSTEMS
·AIRPORT AND BAGGAGE SECURITY SYSTEMS
·GLIDEWALKS - MOVING WALKWAYS
·PROJECT MANAGEMENT AND SITE INSTALLATION
·OPERATIONS, MAINTENANCE AND SPARE PARTS
·SYSTEM INTERGRATION
·SYSTEM DESIGN AND LAYOUT PREPARATION
·CONSULTANCY SERVICES
OUR FACILITIES
Glidepath operates from its head office and fully integrated manufacturing facility in Auckland, New Zealand. In addition to this we have subsidiary companies in Canada, Latin America, India, South Africa and Australia with a total workforce of over 200 employees.
A highly skilled team of mechanical and electrical engineers, software designers, project managers and International sales managers support the company's technology and marketing programs.
In addition to state-of-the-art manufacturing facilities, Glidepath has an established and dedicated controls and software design department based at its head office in Auckland.
The department has developed a comprehensive suite of system-compatible proprietary software designed to run on industry standard hardware providing low cost of ownership, reliability and future expandability.
With a global network of representatives, strategic alliances and manufacturing facilities, Glidepath can quickly respond to customer requirements with internationally proven systems. General Terms and Conditions at Glidepath
Employment Equity
Glidepath is an equal opportunity employer and employs personnel without regard to race, ancestry, place of origin, colour, ethnic origin, language, citizenship, creed, religion, gender, sexual orientation, age, marital status, physical and/or mental handicap or financial ability. While remaining alert and sensitive to the issue of fair and equitable treatment for all, Gllideapth has a special concern with the participation and advancement of members of four designated groups that have traditionally been disadvantaged in employment: women, visible minorities, aboriginal peoples and persons with disabilities.
Recruitment and Selection
All employment opportunities at Glidepath Systems are posted on GLidepath’s website. Occasionally, they are posted on employment websites or with an employment agency. Applications are encouraged from current employees but will be screened in the same manner as applications received from outside applicants.Applicants are invited to submit their application, along with a current résumé, demonstrating that they meet the minimum criteria for the position being sought. At the closing date, all applications are screened, and candidates selected for interview are contacted. If the interview is positive, references will be contacted. Depending on the feedback provided, a position may be offered to the applicant.
Orientation
All new employees to Glidepath shall receive an orientation session which will encompass an overview of general policies, procedures and operations. This will also provide employees, new to either a position or Glideapth an opportunity to learn the performance expectations management has with regard to the position in question. They will be given a copy of this Employee Handbook and will be expected to learn its contents. They will also make aware of policies such as, Code of Ethics, and asked to sign off on their adherence to same.
Employee Duties
Attached to an Offer of Employment, is a description of the job and the associated responsibilities, along with any additional tasks possibly required. This document will be used to evaluate performance both during the probation period and after. If an employee is unsure of its contents, they should not hesitate to ask for clarification. From time to time, it may be necessary to amend an employee’s job description. These amendments will be discussed with the employee in advance however; the final decision on implementation will be made by management.
Personnel File
Glidepath does collect personal information for inclusion in personnel files. This information is available to the employee, the Executive Director and the Accounts Manager. This information is kept in a secure location, and is not shared with members of our Board or with our funders. Information which is contained in an employee’s personnel file includes the following: résumé, letter of offer, employment application, performance reviews, amendments to job descriptions, disciplinary notices, tax forms, copies of enrolment forms for benefits and approved leave requests.
Onsite Security Clearance
Upon commencement of employment, employees will be required to complete the online RAIC application for airport airside security clearance.
Parking
Employee parking is at the rear of the office building on 151 Carlingview Drive. For parking at the airport employees will have to complete an application for a parking pass at headoffice.
Probation
As per personal contract.
Performance Appraisals
The performance review document will be a living document for each employee. Each employee will be responsible for developing their respective workplan for the year. This plan will be reviewed by Management and amended as necessary. At the time of the performance appraisal, the employer and employee will review the objectives and the results achieved. Throughout the year, the employee and employer may refer to this document to track progress made toward objectives, highlight areas of concern and indicate challenges identified along the way.
Performance reviews, for all employees, will occur 3 months after initial employment and annually thereafter. Employees should prepare for this meeting by preparing a draft workplan for the coming year. This meeting is to review successes and challenges from the preceding year, and to establish the objectives for the coming year. This would also be the opportunity for either party to identify and recommend professional development opportunities which may assist the employee in their day to day work or to grow within the organization. Once complete, both parties shall sign off on the final document and it shall be added to the employee’s personnel file.
Professionalism
When representing Glidepath Systems staff should dress and behave appropriately. Employees should choose to dress in a manner which presents a professional image to the public and is respectful of others. Excessive use of profanity is neither professional nor respectful to co-workers and will not be tolerated.
Discipline
Discipline at Glidepath Systems shall be progressive, depending on the nature of the problem. Its purpose is to identify unsatisfactory performance and / or unacceptable behaviour. The stages may be:

Verbal reprimand

Written reprimand

Dismissal

Some circumstances may be serious enough that all three steps are not used. Some examples of these types of situations are theft, assault or wilful neglect of duty. In all cases, documentation should be included in the employees personnel file.
Hours of Work
As per employment Contract.
Statutory Holidays
The Province of Ontario has twelve (12) public holidays and other days for which staff will be paid. They are:
New Year’s Day Civic Holiday
Family Day Labour Day
Good Friday Thanksgiving Day
Victoria Day Christmas Day
Canada Day Boxing Day
In the spirit of family, the Vice President reserves the right to close the office between Christmas and New Year’s to enable employees to spend time with their families. This will be reviewed annually and will depend on operational requirements. These non-statutory days will have no impact on employee vacation or lieu time.
Overtime
All overtime must be authorized by the Executive Director in advance of being worked
Termination for Cause, Termination Without Cause, Resignation.
As per contract.
Employer Property
Upon termination of employment for any reason, all items of any kind created or used pursuant to the employee’s service or furnished by the Employer including but not limited to computers, reports, files, diskettes, manuals, literature, cell phones, PPE gear, confidential information, or other materials shall remain and be considered the exclusive property of the Employer at all times, and shall be surrendered to the Executive Director, in good condition, promptly and without being requested to do so.
Vacation Time and Vacation Pay
As per contract.
As vacation is designed to give employees a chance to rest and rejuvenate, therefore taking vacation is encouraged by the employer. For this reason, employees may only carry five (5) days from one year to the next. These days should be used during the first 90 days of the new year
Sick Leave
Employees will be entitled to twelve (5) days of sick leave per calendar year accumulated on the basis of 1 day per month. Employees will have this benefit after 6 months of employment. Other consideration will be made on a case to case basis.
Compassionate Leave
Glidepath will grant up to one week (1) per event on the occasion of a death in the staff member’s immediate family. Immediate family is defined as: parent(s), step parent(s), foster parent(s), sibling(s), grandparent(s), spouse (including common law a/o same sex partner), step child(ren) or ward of the staff member, father-in-law or mother-in-law (including parent of same sex partner).
Additional compassionate leave may be granted at the discretion of the Executive Director for reasons not covered elsewhere in this manual. These requests should be discussed in person with the ED and followed by a written submission.
Jury Duty
Employees will be allowed up to two (2) weeks paid time off for jury duty. After that, employees will be asked to continue jury duty without pay. Any compensation, covering the first two (2) weeks, received from the court system shall be surrendered to the Organization. A copy of the notice to serve should be provided for inclusion in the employee’s personnel file.
Disability Leave
See medical coverage Chamber of Commerce.
Maternity, Parental and Adoptive Leave
Maternity/Parental/Adoptive and other government supported Leave shall conform to the provisions of the Employment Standards Act. The full period of the leave is granted without pay. Glidepath will issue a Record of Employment on commencement of leave which allows the employees to make claim for
Employment Insurance Benefits. When the employee returns to work, employment is guaranteed in a similar position at the same salary level.
During the full period of leave, vacation and sick leave shall continue to accumulate. During the period of the leave the employee may retain coverage under the Group Medical, dental and extended Health plans and the full premium costs of all benefits will be paid by Glidepath. Employer contributions to the Group RRSP will only be made after evidence of an employee contribution to said plan. Every attempt will be made to return employees to a position of equal responsibility on return from leave status, however, no guarantees exists that the exact position left will be available on return.
Unpaid Leave
Employees may take unpaid leave with the written consent of the Executive Director. During periods of unpaid leave, medical, dental, life and AD&D coverage shall continue to be paid by the employer, vacation shall continue to accrue and seniority shall be maintained. Contributions to the group RRSP will occur strictly on a matching basis. If the employee makes a contribution, Glidepath shall match it; otherwise no contributions shall be made by the Organization. Every attempt will be made to return employees to a position of equal responsibility on return from leave status, however, no guarantees exists that the exact position left will be available on return.
Medical, Dental, Life and AD&D
Glidepath offers its employees group benefits provided by Chamber of Commerece. These benefits are [insert rate]% paid by the employer, with the exception of Long Term Disability benefits. After three months of employment, employees are enrolled in the plan and may select Single or Family coverage as required. Employees are required to pay the premiums for their share of LTD premiums on a monthly basis, although the premium is paid upfront Glidepath. Currently, this is done by way of Payroll deduction. The plan also includes a component for Life Insurance, Accidental Death and Dismemberment (AD&D) and Vision care. Dependant life is also included.
Professional Development
At the discretion of the Executive Director, employees may be able to attend conferences, courses, seminars and meetings, identified through annual workplans and performance reviews, which may be beneficial to the employee’s professional development. If these opportunities are directly related to the employee’s position, or are suggested by the Executive Director, then Glidepath will cover the cost of registration, course materials and some travel expenses.
If Glidepath has agreed to pay for a course the fees will be paid on evidence of successful completion. If Glidepath sponsors a course (or courses) and the employee departs Glidepath within a year of completion, the course fees will become repayable in full.
Confidential Information
From time to time, employees of Glidepath may come into contact with confidential information, including but not limited to information about Glidepath’s members, suppliers, finances and business plans. Employees are required to keep any such matters that may be disclosed to them or learned by them confidential. Furthermore, any such confidential information, obtained through employment with Glidepath, must not be used by an employee for personal gain or to further an outside enterprise.
Intellectual Property
Any intellectual property, such as trademarks, copyrights and patents, and any work created by an employee in the course of employment at [THE ORGANIZATION] shall be the property of Glidepath and the employee is deemed to have waived all rights in favour of Glidepath. Work, for the purpose of this policy refers to written, creative or media work. All source material used in presentation or written documents must be acknowledged.
IT Information Storage and Security
Any storage devices (CD’s, USB’s, Floppy Discs) used by employees at Glidepath, located at Glidepath’s Office address, acknowledge that these devices and their contents are the property of Glidepath. Furthermore, it should be understood by employees, that company equipment should be used for company business only during normal working hours. Downloading of personal materials on company equipment can be harmful to said equipment and should not be done.
Office 365
Intranet using Office 365

You should have been provided with a place to work, desk, telephone and computer to login and start accessing relevant information. The intranet contains useful information which will help in the induction process.
Glidepath uses a cloud based intranet which can be accessed from any web browser on most devices by typing

office 365

into the search bar. Click on the login link and should get a page where you can type your Glidepath email address and password.
The initial screen should show a group of boxes with
Microsoft applications
labelled inside, some of which you may be familiar with. The most commonly used applications you may use are:

Useful Documents Glidepath internal procedures have been written to enable you to perform tasks quickly and consistently. The most recent and controlled versions of our procedures can be found on the company intranet which is in on Dropbox.
A guide on how to use the intranet is available in HR & Administration.
Departmental Documents
Each department is responsible for documenting how work is done, what forms to fill in, what the process flow is, what the departments objectives are, etc. These documents will be kept in relevant folders under the department which is displayed on the left hand side of the intranet.
Organisation chart
The organisational chart can be found under HR & Administration.
Health and Safety
Glidepath, along with its employees, must take reasonable precautions to ensure that the workplace is safe. The organization complies with all requirements for creating a healthy and safe workplace in accordance with the Occupational Health and Safety Act of Ontario.
Employees who have health and safety concerns or identify potential hazards should contact the Glidepath.
Alcohol consumption or illegal drug use is not permitted during work hours on the premises. From time to time, with the Executive Director’s permission, alcohol may be used to celebrate an occasion/event.
Air Quality
Indoor air quality can lead to many health issues. Glidepath recognizes this and attempts to minimize the risks associated with indoor air quality and the effects on its employees. Issues pertaining to air quality should be reported to the Manager, Finance and Administration.
Smoke Free Environment
Effective May 31, 2006, the province of Ontario banned smoking in workplaces. As such, smoking in the offices of Glidepath is not permitted at any time. An ‘enclosed workplace’ is defined as the inside of any place, building or structure or conveyance or a part of any of them that a) is covered by a roof or b) employees work in or frequent during the course of their employment whether or not they are acting in the course of their employment at the time, and c) is not primarily a private dwelling.

See Health and Safety Manual for Company Policies and Procedures.

TABLE OF CONTENTS

SECTION PAGE
#

HEALTH AND SAFETY POLICY
1. Health and Safety Policy................................................................. 1

HAZARD ASSESSMENT, ANALYSIS AND CONTROL
1. Hazard Assessment, Analysis and Control Procedure...................... 2
2. Non Routine Work....................................................................... 11

SAFE WORK PRACTICES
1. Safe Work Practices Procedure..................................................... 14

SAFE OPERATING PROCEDURES
1. Safe Operating Procedures........................................................... 19

COMPANY RULES
1. Company Rules............................................................................ 24
2. Progressive Discipline Policy......................................................... 28
3. Progressive Discipline Procedure.................................................. 29
4. Hazard Reporting Procedure......................................................... 35
5. Visitor Safety................................................................................ 40

PERSONAL PROTECTIVE EQUIPMENT
1. Personal Protective Equipment Procedure.................................... 45

PREVENTATIVE MAINTENANCE
1. Preventative Maintenance Procedure....................................................................................................... 51
2. Purchasing and Modification of Equipment Procedure....................................................................................................... 58
3. Lockout Procedure....................................................................................................... 63

TRAINING AND COMMUNICATION
1. New Employee Orientation Procedure....................................................................................................... 75

WORKPLACE INSPECTIONS
1. Workplace Inspection Procedure....................................................................................................... 93

INVESTIGATIONS AND REPORTING
1. Accident/Incident Investigations and Reporting Procedure 105

EMERGENCY PREPAREDNESS
1. Emergency Preparedness Procedure..................................................................................................... 117

STATISTICS AND RECORDS
1. Trends Analysis Review.................................................................................................... 128

LEGISLATIVE REQUIREMENTS
1. Responsibilities and Accountabilities.................................................................................................... 136
2. Work Refusal Procedure.................................................................................................... 147

OCCUPATIONAL HEALTH
1. Chemical and Biological Hazards Procedure.............................. 154
2. Heat Stress Procedure............................................................. 168
3. Cold Stress Procedure.............................................................. 174

FIRST AID
1. First Aid Procedure.................................................................. 178

HEALTH AND SAFETY REPRESENTATIVE
_
1. Health and Safety Representative Terms of Reference.............. 184

WORKPLACE VIOLENCE AND HARASSMENT
1. Workplace Violence and Harassment Policy............................. 191
2. Workplace Violence and Harassment Procedure...................... 193

RETURN TO WORK AND RE-EMPLOYMENT
1. Return to Work Procedure....................................................... 207

MANAGEMENT REVIEW
1. Senior Management Commitment and Communication............ 215

20. SUBCONTRACTOR’S HEALTH AND SAFETY

Safety Guidelines for Subcontractors............................................... 224

The health and safety of our employees is of primary concern to the management of Glidepath Systems. Protecting employees from injury and other work related health issues is an ongoing objective of the company. Glidepath Systems will strive to provide a work environment that is healthy and safe. Such an environment is not only good for the individual employee but the company as a whole. Everybody at Glidepath Systems must be dedicated to the objective of reducing risk of injury for themselves and other employees.
Glidepath Systems, as an employer, is ultimately responsible for the health and safety of its employees. On behalf of the Senior Management of Glidepath Systems, I give you my personal promise that every reasonable precaution will be taken for the protection of workers. I recognize that all workers have a right to work in a safe and healthy workplace.
All supervisory staff will be held accountable for the health and safety of workers under their supervision. Supervisors are responsible to ensure that machinery and equipment are safe and that workers work in compliance with established safe work practices and procedures. All supervisory staff will receive adequate training to fulfill their supervisorial duties and ensure that workers under their supervision receive adequate training to do their jobs in a safe manner.
Workers have a responsibility to work safely in compliance with the law (Ontario Occupational Health and Safety Act and Regulations), safe work practices and safe job procedures established by the company. Workers will receive the necessary information, training and supervision required for their specific task, to protect their health and safety.
All members of Management, Supervisors and all workers must join together in making health and safety an integral component of every job we do. Health and safety is a key requirement for our success and viability as a company. It is in the best interest of all parties to consider health and safety in every activity.
By working together as a team to ensure health and safety in all work activities, we will help to achieve the goal of providing a healthy and safe work environment and ultimately the success of the company.
Authorized by:
Senior Management: Health and Safety Representative:

Name (Printed) Name (Printed)

Signature Signature

Date Date

A Job Hazard Analysis is the process of analyzing and assessing the possible hazards associated with a job task and identifying ways to control and minimize accidents or injury in the workplace.
A JHA should be performed whenever a new task has to be performed or if there are any deviations to the way an existing task is performed.

JHA STEPS

Breakdown the job steps

Identify the hazards for each of them

Identify the risk level

(JHA Guide 2.2)

Identify the preventative controls for each hazard

(JHA 2.3)

Management to Review and Approve (Form …

Communicate the JHA

(TB 8.8)

Factors to consider for JHA;
1. Accident frequency and severity
  – jobs where accidents occur frequently/infrequently but result in severe injuries.
2. Potential for severe injuries and illnesses
  – when consequences of an accident, hazardous condition, or exposure to harmful substances are potentially severe.
3. Newly established jobs
  – hazards are unknown due to lack of exposure
4. Modified jobs
  – new hazards may exist with changes in job procedures.
5. Infrequently performed jobs
  – non-routine work being performed.

TYPES OF HAZARDS

Physical

– noise, vibration, electricity, heat, cold, pressure and radiation.

Chemical

– gases, vapours, liquids, solids, plasma, dust, fume or mist.

Biological
– living organisms (bacteria, viruses, mold, parasites, fungus).

Musculoskeletal

– poorly designed equipment/ work processes which induce strain on the body by repetitive or strenuous activity.

Psychosocial

– risks of crime, violence and harassment in the workplace; production pressures which can influence the pace of work.

Safety

– housekeeping, falls, pinch points, sharp points, sharp edges, moving machinery, dropping items, pressure systems and fire and explosion.

CONTROLS AND PREVENTATIVE MEASURES

At the Source
(Engineering Control) – Elimination of task, substituted task, redesign of work station/processes, isolating processes, automated procedures.

Along the Path
– relocation, barriers, absorption, dilution.

At the Worker

(Administrative & PPE) – job
rotation and relief procedures, orientation, training and supervision, safe work procedures, emergency planning, housekeeping, hygiene practices, personal protective equipment (PPE).

Along with these controls, safe work practices and safe job procedures should be developed for all tasks.
Safe work practices and safe job procedures should provide a process to complete the task safely, as well as any required PPE.

NON ROUTINE WORK

Non routine work is classified as a job or task that employees do not perform on a daily basis.

Prior to non-routine work being performed the following procedure must be followed:

Supervisor must complete a Job Hazard Analysis

Job Hazard Analysis Form (2.3)

in conjunction with the

Job Hazard Analysis Guide (2.2).
All documentation will be maintained.

If hazards are identified, controls must be implemented, which may include Safe Operating Procedures.

PSA Form E

should be used prior to commencing the work.

Employees who are to perform the work must have their appropriate training verified.

Review required Personal Protective Equipment (“PPE”) for the work with the employee.

Safe work practices are written methods on how to perform a task safely. Following safe work practices will minimize the risk to workers, equipment, materials, the environment and processes.

SAFE WORK PRACTICES AND SAFE JOB PROCEDURES

Prior to starting a task, workers must review and understand the safe work practices or safe work operating procedure related to that task. The worker must acknowledge that they have reviewed SWP or SOP by using the

Acknowledgment Form (3.3 or 4.3)
.

SAFE WORK PRACTICES AND SAFE JOB PROCEDURES INDEX

All workers of Glidepath Systems will follow the SWP and SJP outlined in the

Safe Work Practices/ Safe Job Procedures Index (See SWP and SJP Manuals).

NEW TASKS ONSITE

In the event that a new task is introduced onsite, a safe work practice regarding that task must be created prior to starting the work. If the task is considered a critical task (high risk), then a safe job procedure must be created instead of a safe work practice (refer to

4.1 Safe Job Procedures
).

PERSONAL PROTECTIVE EQUIPMENT

All required personal protective equipment must be worn at all times. Equipment must be inspected before each use.

CSA/ANSI approved eye protection, CSA/ANSI approved Class ”B” or Class "E" hard hats to be worn according to the manufacturer’s specifications and CSA approved “Green Triangle” safety work boots at least 6" high, in good condition and properly laced must be worn at all times while you are on a project.

Gloves selected to protect workers’ hands from hazard(s) inherent in the task being performed, must be worn. This includes all activities on Glidepath sites. Gloves that are (but not limited to) either/or a combination of: cut, chemical, puncture, abrasive, vibration, electric shock, heat, cold, biohazard, water resistant, grip enhancing, etc., must be selected to hand injury hazard(s) and supplied to workers by the employer.

Company supplied personal protective equipment such as fall protection, face shields and goggles, respirators and ear protection must be used when, and as prescribed by the Occupational Health and Safety Act and regulations. Be sure you use them when required.

Retro-reflective fluorescent garments are required by the following:

Anyone working with/near heavy equipment, so to be seen clearly by equipment operators.

Anyone signaling, this includes signaling hoisting operations, assisting vehicles backing up or assisting an operation in proximity to overhead power lines.
- Anyone directing traffic.

Retro-reflective fluorescent garments may be mandatory for all personnel according to site specific policy.

Non- Prescription Drugs or Alcohol

Non-prescription drugs or alcohol is prohibited while at work. Any employee found to be in possession of, or under the influence of, drugs or alcohol will not be allowed to work and is liable to be severely disciplined or terminated from employment.

Smoking in the Workplace

Smoking is strictly prohibited near flammable or combustible gases and materials, and all storage areas. Obey all signage in areas forbidding smoking.

Working in Well Lit Conditions

Always work in adequately lighted conditions. In un-serviced areas, use portable lighting stations. No one should ever be allowed to work in the dark.

Working Alone

Always use the “buddy system” to avoid working alone. If it is necessary to do so, arrangements should be made to check on the worker at 15-minute intervals. Confined space work requires constant tendering of the isolated workers and there are strictly regulated procedures to follow in this kind of situation. Check with your foreman for detailed instructions before entering any confined space.

Reporting Injuries and Accidents/Incidents

All injuries and accidents/incidents, no matter how minor, must be reported immediately to your supervisor. The supervisor will conduct his/her investigation and report it to management.

Reporting Unsafe Practices and Conditions

If you should notice any unsafe practice or condition on the job, you are obligated by law and by this company to report the situation immediately to your supervisor so that corrective action can be taken.

Placement of Tools and Materials

Never place tools or materials near edges to openings or levels, as these items may fall onto someone below. Keep all tools and materials at least six feet back from edges and openings.

Heavy Lifting

Always seek assistance or use mechanical lifting devices when attempting to lift heavy material. Avoid awkward positions and always lift with the legs, not your back. Your back is very susceptible to injury in a bent position.

Housekeeping

Waste material and debris must be removed from work and access areas on a regular basis or at least once a day. Waste material and debris must not be thrown from one level to another but must be carried down, lowered in containers or deposited in a disposal chute.

Access/Egress to Work Areas

Access and egress shall be by way of ramp, ladder, stairs or runway. Workers should not climb or jump to access levels.

Horseplay

Do not engage in any prank, contest, feat of strength, unnecessary running or boisterous conduct.

Guardrails or Coverings

Do not remove guardrails or coverings.

Ladders

Ladders should be set up on a firm level surface. If the base is to rest on soft uncompact or rough soil, mud sill should be used.

Workers, Contractors or others who willfully works in violation of Company Policies and/ or Legislative Requirements will be subject to any of the following disciplinary actions as is appropriate:

Verbal or written warning

Written warning

Second Written Warning

Removal from site, suspension or dismissal

Furthermore, workers or others on site are subject to immediate discharge or ejection from the site for any of the following:

Workers and Others

threatening physical harm with a weapon, or using a weapon to physically harm another person;

theft, falsifying time records, or any other dishonest act;

sabotage or intentional damage to company property;

fighting;

consumption of alcohol, possession and/ or the use, of illegal drugs, or the improper use of prescription or “over the counter” drugs, while on or about the premises of our job sites or performing work on the company's behalf;

insubordination;

willful violation of the Health and Safety Program or legislation creating a potential for injury, death or serious property damage.

Our Workers Only

without the written permission of the company, working elsewhere while on an authorized leave of absence, WSIB Claim, or medical leave.
1. failure to return to work immediately after the expiration of a leave of absence granted by the company;

President

PROGRESSIVE DISCIPLINARY PROCEDURE

Progressive steps will be presented when an employee’s substandard performance or unfavorable behavior requires corrective action. The employee will be given every opportunity to implement corrective actions.
The Progressive Discipline (Performance Improvement Plan) consists of five (5) steps:

Verbal Warning

Written Warning
(Form 5.4)

Second Written Warning

Suspension/ Final Warning

Dismissal

All steps may not be followed and will be determined by the severity of the performance deficiency being addressed, in some cases immediate dismissal may be warranted. Management is responsible for this process in order to maintain acceptable levels of performance and conduct, as well as a safe workplace.

HAZARD REPORTING PROCEDURE

All hazards identified by employees must be immediately reported to Management. The employee must fill out Section I of the

Hazard Reporting Form (5.6).

The hazard classification must be listed:

Hazard Classification	Hazard Description
Major	A hazard likely to cause permanent disability, loss of life or extensive loss of structure. A major hazard must be corrected immediately. If the corrective action cannot be implemented immediately, all work activities related to the reported hazard must cease until the appropriate corrective action can be implemented.
Moderate	A hazard likely to cause serious injury or illness resulting in temporary disability or property damage that is disruptive. A serious hazard must be corrected within 48 hours.
Minor	A hazard likely to cause a minor, non-disabling injury or illness or non-disruptive property damage. A minor hazard must be corrected within 21 days.

Management will immediately investigate the reported hazard and identify corrective actions.

The supervisor will fill out Section II of the

Hazard Reporting Form
.

Management must make arrangements to notify the appropriate personnel to implement the corrective action.

Management will provide a copy of the completed

Hazard Reporting Form

to the employee who reported the hazard.

Under no circumstances will the response time from management after a hazard has been reported exceed one (1) week.

Management will verify the corrective action was taken to mitigate the reported hazard. Once the issue is rectified, they will complete Section III of the

Hazard Reporting Form
.

The form is then posted on the health and safety board.

This procedure does not apply to situations where a work refusal under health and safety legislation is involved. These situations are covered in the Work Refusal Procedure.

VISITORS

When visitors visit the Glidepath site or office the following steps are to be followed;

The visitor must read the
Visitor Health and Safety Responsibilities (5.8)
statement.

The visitor is required to provide identification, internal company contact and the purpose of the visit through the

Visitor Sign-In and Sign-Out Log (5.9).

Visitors are to wear the proper PPE required for site

Visitors are not to touch or operate equipment or machinery if not authorized and also trained to do so.

The visitor will not leave the customer service area until the Designated Host arrives.

Visitors must be accompanied by a Designated Host at all times while on site.

Once the visitor has signed out, they must promptly leave the premise.

Personal protective equipment (PPE) is required to reduce employee exposure to hazards when engineering and administrative controls are not feasible or effective in reducing exposure to acceptable levels.
The

PPE Matrix (6.2)

will be used a guideline to enforce this procedure. The PPE Matrix clearly outlines the PPE that must be worn at each work area of Glidepath. The hazard analysis at Glidepath, as well as legislation, were used to determine the required PPE for each task. In addition before starting each job, the

PSA (Form E)

PPE section should be completed. The following is a list of types of PPE that may be required:

Hearing Protection

Hearing protection will be required in designated areas of the facility and/or project site where noises levels exceed 85 decibels (dBs). Hearing protection will be either plugs or muffs.

Face Protection

Full-face protection must be worn to protect workers against the hazards of flying projectiles. A face shield will be worn in addition to safety and prescription glasses and cover goggles

Fall Protection

When working at heights fall protection equipment is required, this will include safety harness, lanyards and safety life lines.

Eye Protection

Workers will be required to wear appropriate safety eyewear, with side shields, in designated areas. For workers who perform tasks which require additional eye protection (e.g. welding shields), equipment is available

Respiratory Protection

Where required, the appropriate respiratory protection and training will be provided

Skin Protection

Aprons, bibs, sleeves, coveralls, etc., and other additional job specific clothing may be required for some job functions and will be available when necessary

Hand/ Arm Protection

Suitable gloves with hide split fitters and a 4" safety cuff should be worn when handling material. Gloves should not be worn when work is being performed around moving machinery as it could cause an entanglement hazard

Arm gauntlets or sleeves will be provided to employees performing tasks which make them susceptible to wrist or forearm cuts

Foot Protection

Foot protection appropriate for the job must be worn; Open toed shoes are not to be worn. On projects, employees will wear CSA Certified Grade 1 Footwear (Green Patch) as a minimum.

Note:
Additional or alternative Personal Protective Equipment will be made available as is necessary for the task and/ or when recommended on a product’s Material Safety Data Sheet. (e.g. neoprene gloves, etc.)

PPE MONITORING AND TRAINING

Supervisors/Managers will monitor the use of PPE in the workplace. They will visually check to ensure that workers are wearing/using the equipment when required, and they are using it correctly. Supervisors/Managers are also responsible for replacing damaged PPE. General PPE to be used and training on;

How to obtain required PPE

Pre-use inspections

Proper fitting of PPE

How to clean and store the PPE

Job-specific use of PPE

The limitations of the equipment

When workers fail to wear required PPE, Supervisors/Managers will use progressive disciplinary action by following these steps:

Verbal warning - documented

Verbal & written warning in employee file.

Time off work without pay and written proof in employee file.

Termination of employment.

PPE MAINTENANCE STORAGE

Maintenance of PPE will be completed according to manufacturer’s guidelines. Maintenance records will be kept on applicable PPE. All PPE will be stored as per the manufacturer’s guidelines. All workers will be trained in proper storage and maintenance of the PPE used.
The purpose of the Preventative Maintenance is to ensure that all equipment is maintained properly. Preventative maintenance is one of the first lines of defense in leading to unplanned downtime, equipment damage and accidents.
A list of all equipment can be found in the

Equipment Maintenance List (7.2).

This list ensures that no equipment is overlooked. Equipment must be serviced in accordance with the manufacturer instructions. Items included on the list are those that require scheduled servicing, adjusting or replacing of components, which can include mobile equipment, production equipment, grounds keeping equipment, or other industry specific equipment.
In the event that a defect is found with equipment, the equipment must be tagged immediately and must not be used until the required maintenance work is complete. The worker is to fill out the

Defective Equipment Report Form (7.3)

and submit it to their manager.

Scheduling for equipment inspection and maintenance will be posted at the location of the equipment.

PURCHASING AND MODIFICATION OF EQUIPMENT

The aim of the P&ME procedure is to ensure that the purchasing of new equipment or any modifications to existing equipment is in compliance with the legislated requirements and standards. The equipment will also be reviewed for safety issues prior to its use at Glidepath Systems.

The H&S Rep will be advised when there are plans to re purchase existing equipment.

When there are plans to modify equipment, the following should be reviewed beforehand:
- Accident history of equipment in the workplace;
- Noise levels of the equipment;
- Hazardous to employees (potentially hazardous reaching, bending and/or lifting;
- If all legislated requirements for this type of equipment have been met (i.e. CSA, ULC, Electrical Codes etc.)
- A review of modified activities will be done to determine whether new hazards exist. If a hazard is identified, controls must be implemented to mitigate the hazards. A new safe operating procedure may also be required.

In situations where equipment to be purchased is new to Glidepath Systems, the following guidelines apply:
- Information will be obtained from the manufacturer(s) concerning health and safety and environmental issues (i.e. noise levels, ergonomics etc.);
- The supplier will be required to confirm that the equipment is in compliance with all legislated requirements (i.e. CSA, ULC, Electrical Codes etc.);
- The supplier/contractor must submit its health & safety policies and procedures as they apply to the installation (i.e. Lockout) for review by the H&S Rep. prior to starting work;
- All employees required to work on new equipment shall be trained on its safe operation;
- Any changes that are needed to the existing emergency plan, type and quantity of equipment are obtained and communicated.

LOCKOUT/TAG OUT

Lockout is the process by which equipment is put out of operation to enable maintenance or repair to be carried out. Glidepath Systems follows two processes for locking out equipment:
Equipment Malfunction AND Scheduled Maintenance

Maintenance Technician
are to follow the

Lockout Work Flow (7.7)
. If equipment is being installed or removed by the contractor, the
Contractors Lockout (7.8)

form must be filled out by the contractor and given to the Supervisor. The

Lockout Log (7.9)

must be completed when equipment is being locked out for reasons such as repair or scheduled maintenance.

LOCKOUT INSTRUCTIONS:

STEP 1: NOTIFY of estimated time equipment will be out of service
STEP 2: CLEAR the area where maintenance will take place.
STEP 3: LOCK out Energy sources (turned off, disconnected, and/or released)
STEP 4: VERIFY zero energy after a lockout device is installed.
STEP 5: PERFORM MAINTENANCE OR REPAIR -workers must place their own lock and tag on each energy control point. The lock must remain on any equipment that was rendered inoperable until such time that:

The repair or maintenance is complete and it is safe to operate or

The responsibility for the maintenance or repair is transferred to another person, and the individual accepting the responsibility will lock the equipment and fill out a new lockout entry.

STEP 6: RESTORE once the work is complete: Remove all locks

The equipment must be tested by the following individuals:
1. Contractor/Maintenance Technician
2. Equipment Operator

Once the testing is done to satisfaction, they will sign off the

Lockout Log

indicating that the work is complete.

Notify all affected employees that the lockout devices have been removed and the equipment is safe for use.

TESTING OR POSITIONING

If the lockout device must temporarily be removed from the energy-isolating device in order to test or position the machine or equipment the sequence of steps to be followed are:

Clear away the material and tools from the machine or equipment.

The machine or equipment must be cleared of all employees.

The lockout devices are removed.

Energize the machine, equipment or components for testing or positioning.

De-energize all systems and reapply the lockout device to continue the servicing and/or maintenance of the machine or equipment.

ISOLATION OF ENERGY SOURCES

Electricity is the most common energy source that needs to be locked out.

Isolation by means of start/stop button or other control switch or PLCs is not acceptable.

Pay particular attention to ensure all multiple power sources are identified and included in isolations.

General Steps for Completing an Electrical Lockout

Turn off power at machine first

Turn off power at the main disconnect switch for the machine

Lock main disconnect switch

Fully discharge all capacitive systems

Glidepath Systems maintains a lockout station which will have an adequate supply of Locks and Keys.
An abandoned lock is a lock that has to be removed without the permission of the employee that installed it. Abandoned locks can only be removed by the Supervisor.
Before declaring a lock to be abandoned, the Supervisor will:

Identify the work order and the last activity that was completed on the equipment

Check the information on the

Lockout Log (7.9)
to identify the last person who was working on the equipment

Contact the person that last worked on the equipment. If unable to contact the person, indicate on the

Abandoned Lock (7.10)

form, that the lock is declared abandoned

Only the Supervisor can authorize work on equipment where the abandoned lock has been removed.

Abandoned Lock Removal is used when it is not possible to contact the person who placed the lock.

The Supervisor must inspect the locked out equipment to determine why the equipment is locked out (if possible). Arrangements will be made to have the lock removed. A new lock will be applied and the lockout process will be followed.

Abandoned Lock Removal after contacting the person

Obtain all required information from the person who locked the equipment and make arrangements to have the lock removed.
Within the first week of employment, employees are required to complete the Glidepath Employee Health and Safety Orientation. All new employees will be required to take health and safety training as part of Glidepath’s Health and Safety Program. The new employee will be given a tour of the physical work environment which will highlight the basic health and safety information. As part of the tour, the trainer and new employee will go through and sign off on the

New Employee Orientation Checklist (8.2) and/or the Management Orientation Checklist (8.4)

. For onsite orientations use the
Site Induction Register 8.5.

The following is the information that should be covered in the employee orientation:

Health and Safety Policy statement;

Employee rules and responsibilities ;

Emergency response plan for the location;

Location of First Aid station;

Location of safety board;

Procedure for hazard reporting;

Required personal protective equipment;

Early and Safe Return-to-Work program ;

Location of the Safety Data Sheet binder;

Accident, incidents, injury and illness reporting procedure;

Progressive disciplinary process;

Safe working procedures pertaining to the job;

Introduction to the Health and Safety Rep;

Occupational Health and Safety Act review

Managers will perform reviews on their new employees using the

Probation Checklist (8.3).
The first review will take place after 3 months of employment and follow – up reviews will take place as prescribed on the

Probation Checklist (8.3)
. This review will evaluate the employee’s understanding of the job-specific job procedures, following policies, procedures and safety awareness. After one year of employment, the employee will then be considered permanent and reviewed annually.

TRAINING

A training needs analysis should be done at least annually. The factors in the analysis include the following:

Introduction of new or modified equipment

Occupations, jobs and tasks

Legislative updates

Analysis of the hazards associated with tasks

Analysis of the accident and incident trends analysis

Training records, including new hires, transferred or promoted employees or contract/vendor employees.

Current training evaluations, training objectives, training methods and a timetable for new training completion should be established during the training needs analysis. Based on the

Training Matrix (8.7)
, the appropriate training will be provided as per the employee’s job task.

TOOLBOX TALKS

Toolbox talks will be conducted every two weeks by the site supervisor or the Health and Safety Representative. Details of the toolbox talks (attendance, date, topics discussed, etc.) will be recorded using the

Toolbox Safety Talks Form (8.8)
.
The purpose of the site/office inspection process is to identify hazards, monitor hazard controls, recommend and implement corrective actions wherever necessary to improve the health and safety standards of Glidepath Systems.

Any hazards or unsafe conditions observed while conducting the inspections should be noted in the

Inspection Forms 9.2 & 9.3,

reported, and corrected in a timely manner.

A minimum of one (1) employee contact will be made during each workplace inspection (i.e. direct observation, asking employees for any comments or concerns, etc.)

Those conducting the inspection must sign the original completed inspection report. A member of management must review and sign off on all inspection forms.

Completed inspection reports are posted on the health and safety board within one week of the inspection.

Upon identification of a hazard, the H&S Rep will follow up with Senior Management to discuss the responses, recommendations, corrective actions to be taken, and the necessary time frame.
The

Daily Pre-Use Inspection Checklist 9.4

will be used to perform pre-use inspections of equipment (if applicable). Pre-Use Inspections will be performed by the worker prior to using the equipment.
Inspections should be performed in accordance with specific manufacturer’s guidelines, the legislation and this policy. The

Daily Pre-Use Inspection Checklist

must be made specific to the equipment being inspected.

In the event of an identified hazard:

The worker must document and sign off on the equipment inspected, date of inspection, list of components inspected, description of hazard, and recommendations for corrective actions. This should be submitted to management using the

Defective Equipment report Form 7.3

There must be documentation to indicate the corrective action has been taken before the use of the equipment.
An accident investigation will be done using the

Accident/Incident Reporting and Investigation Form 10.2

within 24-hours of the occurrence. The form will act as a guideline to ensure that the investigation covers the areas specified. The

Accident/Incident Reporting and Investigation Form

will consist of information pertaining to the root cause of the incident or accident and recommend corrective actions to be taken to prevent the similar incident from happening again.

Procedure

Transporting an Injured Person – Glidepath will provide transportation to the hospital by means of firstly an ambulance or secondly a taxi. Should an employee refuse these transportation options, 911 may be called to have emergency services performed on site. The employee is not allowed to continue work until medical clearance has been given.

Accident Reporting and Recommendations – Investigation of an accident may be done using the

Accident/Incident reporting form (10.2).

Report Submission- Section 1 of the

Accident/Incident reporting form (10.2
) is to be completed by the site supervisor or first aider and Section 2 will be completed by management. Management will complete a copy of the WSIB Form 7 within 3 days of the injury and submit it to WSIB. Should the accident/incident be related to a fire or an explosion, the investigation will be conducted with a professional in the field and the report submitted to Ministry of Labour immediately.

Accident/Incident Investigation and Review – Our target is to prevent workplace injuries and illnesses. To achieve these targets all of the following will be reported;

Fatality

Critical Injury

Lost Time

Medical Aid

First Aid

Occupational Illness

Property Damage

Near Misses and Incidents

Fire or Explosion

Environmental Release

Reports of the following injury/incident types are to be reviewed quarterly to determine investigation needs:
Health Care First Aid Near Miss

When an injury occurs, corrective actions will be taken in a timely manner by:

Identifying the underlying causes and potential hazards.

Reviewing existing controls, measures, and procedures to ensure adequacy of the process, and to protect health & safety in the workplace.

Recommend corrective actions that can reduce risk, prevent recurrence, and improve efficiency.

Raising awareness of potential hazards in the workplace.

Meeting legislative requirements.

ROLES OF PERSONNEL

Critical Injury or Fatality

Employee

Provide first aid to the injured employee only if trained;

Not disturb in any way the accident scene unless for the purpose of;
- Removing the victim away from harms;
- Preventing unnecessary damage to equipment or other property;

Inform management immediately;

Contact the emergency authorities if management is unavailable.

Management

Contact the emergency authorities and appropriate government agency within the time frames

All critically injured employees or contractors must be transported by ambulance.

Secure the scene and take any pictures, drawings or sketches

Get a list of all the witnesses

Interview the witnesses and write down their statements using the

Witness Statement Form (10.3)

Cooperate with the authorities during their investigation

Document using the

Accident/Incident Reporting and Investigation Form

Identify Contributing Factors by:
- Look for substandard or inappropriate actions and conditions.
- Look for any contributing factors such as weather, lighting, or anything else

Medical Aid

Employee

Inform the Supervisor immediately

Do not disturb accident scene unless for the purpose of:
- Placing the victim away from harm

o Preventing unnecessary damage to equipment or other property
Supervisor

Advise employee on method of transportation to seek medical attention

Contact Management

Document using the

Accident/Incident Reporting and Investigation Form

Interview any witnesses using the

Witness Information

form

Follow-up with the injured person (if the injured person is an employee)

Follow the Return to Work Program Procedure when appropriate

Notification;

Workers and Management
will be notified of the incident and corrective actions that have been taken through postings, or safety meetings.

The Ministry of Labour
(‘MOL”) must be contacted-

Immediately if, a critical or fatal injury (under the Critical injury regulation) occurs. A written investigation report must then be completed and sent within 48 hours.

Fire and explosion occurs (immediately if it results in an injury)

The MOL must be notified within 4 days of being notified that an Employee has contracted an occupational illness.

The Ministry of Environment
must be notified immediately:

If there are any chemical releases

The Workplace Safety and Insurance Board
(WSIB) must be contacted:
When an injury resulting lost time, medical attention or modified work extended beyond 7 days, Form 7 must be submitted to WSIB within three days by the Health and Safety Coordinator beyond the seventh day via fax or electronic format.
The Emergency Preparedness procedure outlines defined procedures to follow in the event of an emergency while at the workplace.

FIRE

If the fire is small and confined, it may be extinguished by an employee who has been trained to use the fire extinguisher. DO NOT attempt to extinguish a fire which appears to be out of control. Fire extinguishers must be regularly inspected and maintained.

In order to extinguish a fire, the P.A.S.S method should be used:

P
Pull safety pin from handle

A
Aim (nozzle, cone, horn) at the base of the fire

S
Squeeze the trigger handle

S
Sweep from side-to-side (watch for re-flash)

During an evacuation:
- Inform others in the immediate area of the situation
- Follow the escape diagram to exit the building, depending on location of fire; DO NOT use elevator.
- Service coordinator will pick up on call cell phone, client’s info/schedule binder and notebook.
- The last office occupant leaving must close the main door.
- Once at the designated area, a head count is performed.
- Remain outside in the designated assembly area until directed by emergency personnel.

If clothing catches fire,
STOP …. DROP …. ROLL

If caught in smoke:
- Drop to hands and knees and crawl; hold breath as much as possible; breathe through the nose and use clothing as a filter.

If forced to advance through flames:

Hold your breath; move quickly; cover head; keep head down and eyes closed as much as possible.

Instructions at the assembly area:

If the media arrives, do not speak to them and direct the questions to senior management.

Only return to the building once you have been told it is safe to do so.

SEVERE WEATHER/NATURAL DISASTER

When severe weather is forecasted:

Monitor the weather conditions and forecasts

Inform Senior management before leaving the facility for work assignments

When severe weather arrives:

If outdoors, find shelter
- During a tornado, hurricane or high winds, find shelter in a low-lying area such as a ditch or inside a building
- During any other type of severe weather; find shelter at a higher ground elevation, such as a building

If indoors or at another facility
- Adhere to the emergency plan of the facility
- Do not travel until the weather has subsided and any alerts have been lifted

Evacuation is required:

Shut down equipment

Follow the Emergency Evacuation Procedure and do not return to the premise until the alert has been lifted

POWER FAILURE

It is important to stay at one location during a power failure.

Without risking injury, turn off electrical power to non-critical equipment, machines and appliances.

One employee will be designated to contact senior management (if not on-site) to inform them of the power failure.

GAS LEAK

In the case of a suspected gas leak:

Immediately report any suspected gas leak to the Building Supervisor.

Avoid creating a source of ignition in the area of the leak (Example: using cell phones, using lighters, matches or candles)

If it is determined that an evacuation is necessary follow all Emergency Evacuation Procedure for the location.

Only re-enter the building when authorization has been given.

BOMB THREAT OR SUSPICIOUS PACKAGE

If a bomb threat is received by phone:

Remain calm and attempt to keep the caller on the telephone.

Get the attention of another employee in the room and ask them to call the police.

When the caller on the phone is speaking do not interrupt them and pay attention to characteristics of the caller such as accents or background noises.

Try to obtain information from the caller such as when the bomb is scheduled to detonate. Write down the details of what the caller is saying.

When the caller hangs up immediately inform senior management with the details.

Senior management will make the decision if an evacuation is necessary.

If a suspicious package is found:

Do not touch or move the object.

If the package was delivered by a courier document the description of the individual.

Immediately notify senior management and follow instructions.

EMERGENCEY EVACUATION DRILL

Emergency evacuation drills must be conducted once a year. Drills are conducted to ensure all employees are given the opportunity to experience the evacuation procedure and are aware of the exit route specific to their work location. Employees must also be aware of their assembly points. Every emergency evacuation drill must be documented using the

Emergency Evacuation Drill Form (11.2)
.
Responsibilities must be assigned to employees to complete certain tasks:

Contacting the emergency response units

Conducting an employee head count

Greeting the emergency response units

Authorizing workplace re-entry

EMERGENCEY EQUIPMENT INVENTORY AND INSPECTION

All emergency equipment will be specific to each location and has to be updated and inspected by the H&S Rep as part of the monthly inspection and records will be maintained in the site inspection report binder using the

Emergency Equipment Inventory and Inspection Form (11.3)
.

SITE SPECIFIC EMERGENCEY EVACUATION

The H&S Rep is responsible for ensuring an emergency evacuation plan is documented prior to starting work at a new site. This can be done using the

Onsite Emergency Evacuation Form (11.5).

All office workers must be familiar with the

Office Emergency Evacuation Plan (11.4)
, which will be communicated as part of the New Employee Orientation.

EMERGENCEY EQUIPMENT INVENTORY AND INSPECCTION

All emergency equipment will be specific to each location and has to be updated and inspected by the H&S Rep as part of the monthly inspection, records will be maintained in the site inspection report binder using the

Emergency Equipment Inventory and Inspection Form (11.3)
.

SITE SPECIFIC EMERGENCEY EVACUATION

The H&S Rep is responsible for ensuring an emergency evacuation plan is documented prior to starting work at a new site. This can be done using the

Onsite Emergency Evacuation Form (11.5).

All office workers must be familiar with the

Office Emergency Evacuation Plan (11.4)
, which will be communicated as part of the New Employee Orientation. The

Emergency Contact Sheets 11.6

must also be used to contact the First Aid Rep, H&S Rep or Site Supervisor.

TREND ANALYSIS AND REVIEW

A trend Analysis and review will be performed by Management annually to review the following using the

Trend Analysis and Review Form 12.1 and the Health and Safety Trends form 12.2.

and the
Continuous Analysis Form 12.3

Injury/illness causes

Workplace inspections

Injury/incident investigations

Hazard reports

Work refusal reports

Health and safety recommendations from the Health and Safety Representative

WSIB injury/illness summary

POSTED MATERIAL

Material outlined on the

Posted Materials Procedure 13.1

is to be reviewed as required.

RESPONSIBILITIES AND ACCOUNTABILITY

Management and Supervisor Accountability forms are ways to review the performance of management and are to be done annually using

Senior Management Accountability Form 13.3

and

Manager/Supervisor Accountability Form 13.4

WORK REFUSAL

The Work Refusal procedure ensures the effective management of a work refusal where an employee believes a dangerous condition exists in the workplace.

The employee informs management that they have a reason to believe their health and safety has been compromised. The employee must be directed to stay in a safe place near the work area. See the

Work Refusal Flow Chart (13.6).

Documented using the

Work Refusal Form (13.7)
. A supervisor must be notified immediately.

The supervisor will investigate the work refusal to determine if an unsafe situation exists:
- If an unsafe situation exists, take immediate corrective action.
- If an unsafe situation does not exist, or corrective action taken eliminates the unsafe situation:
  - Make clear to the refusing employee why an unsafe situation does not exist.
  - Instruct the refusing worker to return to the previously assigned job.

The supervisor will conduct the investigation in the presence of the worker and the H&S Rep.

The employee can be assigned another duty, and another employee may be assigned to do the work if:

Qualified to do the job; and

Advised of the refusal and reason(s).

NOTE: The employee asked to do the work may also refuse. A second work refusal report is not necessary unless different reasons are given for the second work refusal.

If the employee does not agree the condition has been adequately controlled, Senior

Management must be notified.

If the employee continues with the work refusal, MOL and documented using the

Continuing Work Refusal (13.8)

form.

The Ministry of Labour will investigate and a written description is provided:
- If the MOL inspector’s decision is in favor of the employee, corrective actions must be made.

CHEMICAL AND BIOLOGICAL HAZARDS

Chemicals are common hazardous substances found in most workplaces. They can exist in a workplace in the form of solids, liquids, gases, mists, dusts, fumes, and vapours.
Biological Hazards are agents originating from different sources of biological origin such as bacteria, viruses, fungi, and proteins from animals or substances from plants. These agents may cause health effects by entering the body through inhalation, injection, ingestion or contact with the skin.

MSDS)/(SDS) OR SUPPLIER /WORKPLACE LABEL

Once a year, a designated member at Glidepath Systems will go through the MSDS and make sure all control materials on the inventory list are covered with a current MSDS (not older than 3 years from the date of the verification).

SUPPLIER/MATERIAL LABLE

A supplier label will appear on original containers of controlled products. Workplace labels will appear on all controlled products produced in a workplace or transferred to other containers.
If any labels are missing or are no longer legible, they will be replaced with workplace labels.

*Flame*	Fire Hazards	*Exploding bomb*	Explosion or reactivity hazard
*Flame over circle*	Oxidizing Hazards	*Skull and Crossbones*	Acute Toxicity: Can cause death or toxicity with short exposure to small amounts
*Gas Cylinder*	Gases under Pressure	Health Hazard	Serious Health Effects: May cause or suspected of causing serious health effects
*Corrosion*	Corrosive damage to metals as well as skin, eyes	Exclamation mark	Less Serious Health Effects: May cause less serious health effects
*Biohazardous Infectious Materials*	Organisms or toxins that can cause diseases in people or animals	May cause damage to the aquatic environment

Workplace Hazardous Materials Information System (WHMIS)

WHMIS PICTOGRAMS

The WHMIS labels at workplace alert workers of the hazards associated with the product and outline basic precautions that should be taken. Hazardous products are usually labelled by suppliers with a supplier label, but employers are responsible for using a workplace label when they are used without the supplier label.

WORKPLACE INSPECTION

A proper workplace inspection includes learning about any hazardous conditions or health effects workers may have to report. Workplace inspections give an idea of the site of a hazard.

QUALITATIVE AND QUANTITATIVE ASSESSMENT

A qualitative and quantitative assessment will be carried out to assess the workplace hazards in detail. A qualitative assessment is necessary to determine the presence of the toxic components in a chemical or biological agent while a quantitative analysis is required to determine the airborne concentration of the agent.
An assessment of chemical hazards involves answering a series of questions about the work process:

What is produced?

What materials are used?

What equipment is used?

How does the production cycle work?

What are the operating procedures and controls?

How are workers exposed?

Which workers are exposed?

When are workers exposed?

What is the degree of exposure?

What is the health impact of exposure?

MEASUREMENT AGAINST A WORKPLACE OR RECGONIZED WORKPLACE OR RECGONIZED STANDARS

Chemical and Biological Hazards are difficult to assess because of their invisible properties. They can however, be measured before they are assessed by monitoring them in the workplace (exposure monitoring or air monitoring).

DETERMINATION OF COMPLIANCE WITH REGLUATION OR STANDARDS

Air monitoring can done to determine workers’ exposure levels to an agent and the appropriate controls necessary to protect workers, if applicable. Air is sampled to ensure the concentrations of a substance are below exposure limits identified in the designated substances regulations of the Act, or the limits stated in other regulations or guidelines.

COMPARISON TO OTHER ACCEPTED STANDARD AND PRACTICES

The Occupational Health Clinics for Ontario Workers (OHCOW) offers statistics on different diseases and workers’ exposures to toxic substances through its registry. The OHCOW contains information on occupational diseases that occur in the same workplace or with workers exposed to similar hazards.

ASSESSMENT OF BIOLOGICAL HAZARDS

A key indicator of the possible presence of workplace biological hazards is lost work time

Additional information can be gleaned through discussions with other workers. However, these methods are no substitution for a medical assessment.
- In order to monitor for biological hazards, workplace samples are placed in a culture dish or other container and are observed for the presence of micro-organisms which may multiply.

ASSESSMENT OF DESIGNATED SUBSTANCES

Glidepath Systems will conduct an assessment of the exposure of a worker to any designated substances and record it in writing. The assessment should take into account the following considerations:

the methods and procedures used in the production, processing, use, handling and storage of the substance as required in the Act;

the extent of a worker’s exposure to the designated substance;

the measures and procedures that are necessary to control exposure to the designated substance by means of engineering controls, work practices and hygiene facilities and practices.

The employer will carry out the assessment with the health and safety representative and make recommendations during the assessment.

Conducting an assessment to determine if there is exposure of a designated substance.

STEP 1:
Identify the Materials-Check the Safety Data Sheets, record the quantities, physical form, etc.

STEP 2:
Draw a Map- a sketch of the workplace layout, and mark areas where designated substance may be present, nothing location of sanitary, hygiene and eating facilities

STEP 3:
Develop a step by step list of the process flow showing here the substance enter to leave

STEP 4:
Gather information on Processes and Controls:

Engineering Controls

Work Practices

Hygiene Practices

Use of PPE

Emergency Response Procedure

Medical surveillance program

Air Monitoring

STEP 5:
Inspection of the Workplace- use layout and
Gather information on:

Sources of Contamination, Possibility of Worker Exposure, Experience of Workers, Engineering Controls, Housekeeping, Emergencies and malfunctions, Air Sampling and Medical Examinations
- Arrange for air sample and/or medical tests if there is a reason to believe that the airborne concentration of the substance is substantial.

STEP 6:
Organize, analyze and assess the information then give a report to Mgt.

TYPES OF CONTROLS

Biological and Chemical hazards can be controlled using the hierarchy of controls, such as:

Elimination- remove the hazard

Substitution- substitute the chemical

Engineering-modify the process, isolate or ventilate the hazard

Administrative-Change how workers manage the hazard,(immunizations, medical monitoring)

Good Work Practices-standard work procedures, housekeeping procedures, safe work practices, equipment maintenance, personal hygiene practices and facilities. Safe storage and disposal of Hazard chemicals following MSD manufacturer’s instructions at ALL TIMES

PPE- during an emergency, repairs, maintenance, when other controls are not possible;

Respirators, gloves, eye protection and protective clothing must also be used based on chemical.

Disposal of Hazard must be done by approved MOE contractor.

Control Program for Designated Substances (O. Reg. 490/09, s. 20.)

If an assessment reveals that workers are likely to be exposed to any of the designated substances and that the health of a worker may be affected by that exposure, the employer in consultation with the joint health and safety committee at the workplace will;

develop, put into effect and maintain measures and procedures to control the worker’s exposure to the designated substance

incorporate the measures and procedures into a control program

All control programs must include the following:

Engineering controls, work practices, and hygiene facilities and practices to control the exposure of a worker to the designated substance.

Methods and procedures to monitor:

airborne concentrations of the designated substance in the workplace

worker exposure to airborne concentrations of the designated substance
- A training program for supervisors and workers on the health effects of the designated substance and the measures and procedures required under the control program.
- The personal records of workers exposed to the designated substance which include:

an identification of the worker, including the worker’s date of birth,

the worker’s jobs or occupations at the workplace,

results of monitoring the worker’s exposure to airborne concentrations of the designated substance,

the time-weighted average exposure of the worker to the designated substance

the use of respiratory equipment by the worker and its type

the length of time a worker is taken to be exposed, if applicable

medical examinations and clinical tests maintained by physicians who have examined or supervised examinations of a worker under the control program

Once the control program has been developed, the employer will;

provide a copy of the control program to every member of the joint health and safety committee

inform every worker affected by the control program with its provisions

make a copy of the control program available to workers both in English and the majority language of the workplace

EVALUATING CHEMICAL AND BIOLOGICAL HAZARD CONTROLS

Check the effectiveness of the controls

Observations and discussion with workers using the control to asses if the likelihood, severity and overall risk of the hazard has decreased

Are there any new hazards created?

IN CASE OF EMERGENCEY

In case of a major a spill the employee should attempt to stop the leak, however, if the product is unknown, the employee will inform their Manager or Supervisor immediately.
Person affected by the spill are proceed to the readily available emergency washing equipment.
The Plant Manager or Supervisor will take the appropriate measure to protect the Employee against any exposure to hazardous material and resume normal operations. It is the responsibility of the Manager or Supervisor to have the Employees evacuates the area or the building if necessary and to assign the people to clean-up and re-store the area in order to resume to normal operations (see Health and Safety Procedure – Emergency Response).
Any material recovered from a spill will be used for the designed application if possible. If not, it will be disposed of in accordance with the Federal and Provincial by-laws.

HEAT STRESS

Heat stress occurs in workplaces involving physical work in a hot or humid environment, which can occur outdoors or indoors.
The four main types of heat stress disorders are:

heat rash

heat cramps

heat exhaustion

heat stroke

Cause	Symptoms	Treatment	Prevention
Heat Rash	Hot work environment	Red blotches; Extreme itchiness in areas persistently damp with sweat; Prickling sensation	Cool environment, cool shower, thorough drying	Wash regularly to keep skin clean and dry
Heat Cramps	Under extreme conditions, the body may lose salt through excessive sweating	Spasms in larger muscles (back, legs, arms); Hard painful lumps within muscles	Move to a cool area; loosen clothing, gently massage and stretch affected muscles and drink cool salted water (1/4 to 1/2 tsp. salt in 1 litre of water); Stretch and massage muscles; Replace salt by drinking electrolyte replacement fluids;	Reduce activity levels and/or heat exposure. Drink fluids regularly. Workers should check on each other to help spot the symptoms that often precede heat stroke.
Fainting	Fluid loss, inadequate water intake and standing still, resulting in decreased blood flow to brain. Usually occurs in a non- acclimatized person.	Sudden fainting after at least 2 hours of work; cool moist skin; weak pulse.	GET MEDICAL ATTENTION: assess need for CPR. Move to a cool area; loosen clothing; make person lie down; and if the person is conscious offer sips of cool water. Fainting may also be due to other illnesses.	Reduce activity levels and/or heat exposure. Drink fluids regularly. Move around and avoid standing in one place for too long. Workers should check on each other to help spot the symptoms that often precede heat stroke.
Hypothermia	When the body can no longer maintain a core temperature through restricting blood vessels and shivering	Persistent shivering; irrational or confused behavior; reduced mental alertness; poor coordination; reduced rational decision making	Mild – shivering, blue lips and fingers, poor coordination; Moderate – mental impairment, confusion, disorientation, slow breathing, reduced heart rate; Severe – unconsciousness, heart slows down, no shivering, no breathing, death	Remove person to shelter; Keep person awake; Rewarm neck, chest, abdomen, groin; Apply direct body heat or safe heating devices; Give warm, sweet drinks; Monitor breathing; Call for medical help
Frostbite	Exposure to severe cold or by contact with extremely cold objects; Occurs more readily from touching cold objects than from exposure to cold air	Blood vessels are damaged, may result in gangrene; sharp prickling sensation; skin looks waxy and feels numb; hard tissue; blistering	Mild – skin looks waxy and feels numb; Moderate – Tissue becomes hard Severe – Blistering	Warm frostbitten area with body heat (do not rub); Don’t thaw hands and feet unless medical aid is far and there is no chance of refreezing; Apply sterile dressings to blisters to prevent breaking; Get medical attention.
Heat Exhaustion	The body can no longer keep blood flowing to supply vital organs and send blood to the skin to reduce body temperature at the same time; Fluid loss and inadequate salt and water intake causes a person’s body’s cooling system to start to break down.	Weakness; difficulty continuing work; headache; breathlessness; nausea or vomiting; feeling faint or actually fainting; heavy sweating; blurred vision.	Call 911; cool off by resting in a cool place, drinking cool water, removing unnecessary clothing; loosening clothing; showering or sponging with cool water; Person should not be left alone	Reduce activity levels and/or heat exposure. Drink fluids regularly. Workers should check on each other to help spot the symptoms that often precede heat stroke.
Heat Stroke	If a person’s body has used all of its water and salt reserves, it will stop sweating. This can cause the body temperature to rise. Heat stroke may develop suddenly or may follow from heat exhaustion.	High temperature (over 41°C) and any one of the following: the person is weak, confused, upset or acting strangely; has hot dry, red skin; a fast pulse; headache or dizziness. In later stages, a person may pass out and have convulsions.	CALL AMBULANCE. This condition can kill a person quickly. Remove excess clothing; fan and spray the person with cool water if the person us conscious.	Reduce activity levels and/or heat exposure. Drink fluids regularly. Workers should check on each other to help spot the symptoms that often precede heat stroke.

FACTORS USED TO ASSESS HEATH RISK

The factors that are used to assess heat stress are:

Personal risk factors
-weight, physical condition, previous heat illness, age, heart disease or high blood pressure, recent illness, alcohol consumption, medication, lack of acclimatization.

Environmental Factors-radiant heat (working around heat sources), humidity, air movement (fans).

Job Factors-Clothing and PPE, Workload (the body generates more heat during heavy physical work).

HEAT STRESS CONTROLS

The following controls can be used and will protect the health of workers, improve safety at the workplace and increase productivity.

Training

Heat stress training should include:

Knowledge of heat stress hazards

Recognition of risk factors, and symptoms of heat stress

Knowledge of how to treat heat stress disorders

A worker’s responsibility to follow prevention methods

Engineering Controls

The following engineering controls should be the first method of heat stress control, if feasible:

Reflective shields to reduce radiant heat

Fans or other means of airflow

Use of mechanical devices to reduce the amount of physical work

Work Procedures

If engineering controls are not feasible, the following work procedures must be put into place by management:

Give workers frequent breaks in a cool area

Provide cool (not cold) drinking water

Allow time for workers to become acclimatized through an acclimatization program

Consider use of cooling vests if necessary

Implement work/rest schedules

Advise workers to wear light weight clothing

Advise against the intake of caffeine, alcohol and hot and heavy meals

COLD STRESS

Cold stress can affect workers who are working in cold environments. Such environments may result from weather conditions or may be created artificially.
The two main types of cold stress disorders are:

Hypothermia

Frostbite

The following table outlines the cause, symptoms, treatment and prevention methods of each cold stress disorder:

Personal Risk Factors may increase the risk of stress disorder are;

Heart disease, Asthma/bronchitis, Diabetes, Vibration/white finger disease, some medications

COLD STRESS CONTROLS

The following controls can be used and will protect the health of workers, improve safety at the workplace and increase productivity.

Training

Cold stress training should include:

Knowledge of cold stress hazards

Recognition of risk factors, and symptoms of cold stress

Knowledge of how to treat cold stress disorders

A worker’s responsibility to follow prevention methods

Proper clothing and equipment

General

The following are general precautions that should be taken by Management:

Ensure the wind chill factor is understood by workers

Ensure workers are medically fit to work in excessive cold

Ensure workers understand the importance of high caloric foods when working in the cold

Discourage the intake of coffee

Provide hot drinks

Clothing

Select the following clothing to suit the cold, the job and the level of physical activity:

Wear several layers of clothing rather than one thick layer

Wear synthetic fabrics because they wick away sweat

If conditions are wet and cold, ensure outer layer is waterproof or at least water repellent

Wet clothing should be changed immediately when work environment is 2°C or less

Use hats and hoods to protect head and ears. Face covers may also be used

Footwear should be large enough to allow one thick or two thin pairs of socks

Wear insulated gloves

Shelter

Allow rest and warm up breaks

Heated shelters should be available

Shelters should be used in intervals based on wind chill factor

Workers should take off their outer layer of clothing and loosen their clothing while in the shelter

ADMINISTERING

Only employees who hold a valid first aid training certification will administer first aid. The list of the certified individuals (name, phone number, availability) and their certificates are posted on the health and safety board. Management will ensure that at least one certified individual is readily available during work. The person providing first aid will record the details of the injury and given treatment in the

First Aid Log (15.3)

is kept at the first aid station.

First Aid Kits

First Aid Kits must be regularly maintained and adequately stocked with all necessary supplies inspected monthly, using the

First Aid Kit Inspection Checklist 15.2

and refilled as necessary.
As per the Ontario legislation, an employer with five to fifteen workers at any one shift must provide a first aid station and a first aid kit that contains:

A current edition of a standard St. John Ambulance First Aid Manual;

1 card of safety pins;

Dressings consisting of:
1. 24 adhesive dressings, individually wrapped,
2. 12 sterile gauze pads, 3 inches square,
3. 4 rolls of 2-inch gauze bandage,
4. 4 rolls of 4-ich gauze bandage,
5. 4 sterile surgical pads suitable for pressure dressings, individually wrapped,
6. 6 triangular bandages,
7. 2 rolls of splint padding, and
8. 1 roll-up splint

First Aid Log Book

All treatment/advice given by a first aid trained person must be recorded in the

First Aid Log
, located at the first aid station and must also be completed following the treatment of the injured person.
The primary purpose and mission of the H&S Rep is to monitor, assist and support the Internal Responsibility System (IRS). The H&S Rep will be appointed by non-managerial employees and perform non managerial functions.

FUNCTIONS OF HEALTH AND SAFETY REPRESENTATIVE

Conduct a Health and Safety meeting with the Senior Management on a quarterly basis;

Review the inspection reports;

Investigate work refusals;

Participate in accident investigations;

Participate in required additional health and safety training as needed;

Maintain and update the health and safety board;

Make written recommendations to the Senior Management as necessary

To evaluate all newly introduced potential hazards (i.e., equipment and/or chemicals) and communicate the hazard potentials to Senior Management
prior
to their use;

Review all health and safety related test results and to make recommendations as necessary.

Perform Workplace Inspections as per Work place inspections procedure in
Section 9

Submit formal written recommendations to control hazards at the workplace using the

Health and Safety Representative Recommendation Form (16.2).

The recommendation will be submitted to Management. The H&S Rep will follow up with the recommendation and plans for corrective actions.
Management must communicate in writing directly to the H&S Rep within 21 days with regard to the recommendations, along with a timeframe in which the matter will be resolved.

Glidepath Systems is committed to the prevention of workplace violence and harassment and will take all necessary precautions to protect employees and contractors from workplace violence and harassment from all sources. Senior Management of Glidepath Systems recognizes the right of workers to work in an environment free of violence and harassment.

Workplace violence
is defined as the following:

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

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

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

Workplace harassment

is
defined as the following:

engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome, or

workplace sexual harassment;

Workplace sexual harassment
is defined as:

engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or

making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome;

A reasonable action taken by an employer or supervisor relating to the management and direction of workers or the workplace is not workplace harassment.
Employees will be trained on recognizing and reporting violence and harassment in the workplace. All employees are encouraged to raise concerns relating to workplace violence and harassment to management without fear of retaliation or penalty. Reported incidents of workplace violence and harassment will be taken seriously and information regarding any harassment complaint or incident will not be disclosed except to the extent necessary to protect workers, to investigate and to take correction action or as otherwise required by law. Employees will be made aware on the importance of maintaining respect in the workplace at all times.
Behaviour associated with workplace violence and harassment will not be tolerated at Glidepath Systems. Glidepath Systems, as the employer, will ensure that this policy and supporting program are implemented and maintained and that all employees and supervisors have the appropriate information and instruction to protect them from violence and harassment in the workplace.
Management is responsible for ensuring that this policy and related procedure are being followed by employees and ensuring that they understand that workplace violence or harassment is unacceptable from anyone in any form.
Employees may seek help to address workplace harassment with the Health and Safety Representative.
Senior Management of Glidepath Systems will allocate resources necessary to address workplace violence and harassment in a fair and timely manner, respecting the privacy of all concerned.
Authorized by:
Senior Management:
Name (Printed) Date
Signature

A copy of the Workplace Violence and Harassment Policy can be found on page of this booklet and on the Health and Safety board at site and in the office.

TYPES OF WORKPLACE VIOLENCE

Criminal Intent

The person causing the violence has no relationship with the business or its employees.

Customer/Client Violence

A person with a relationship to the company becomes violent towards an employee (i.e. customer or client).

Worker-on-Worker Violence

Violence caused by a present or former employee to a current employee.

Violence Resulting from a Personal Relationship

The person causing the violence has or had a personal relationship with a worker. This type is often caused by domestic violence overflowing into the workplace.
It is the responsibility of Senior Management to periodically assess the risk of violence in the workplace. Assessments and reassessments must be documented, using the

Workplace Violence Risk Assessment Package
, and must identify the potential risk of violence in the workplace. The assessment requires an assessment of the following:

General physical environment

Specific risks associated with the type of work or conditions of work

Controls associated with the specific risks

PREVENTING, RESPONDING AND REPORTING WORKPLACE VIOLENCE

Management
Promote a workplace environment where employees feel comfortable to voice concerns related to work place violence. Results from Management’s assessment of potential Workplace Violence factors must be relayed to the H&S Representative. The risks will be reassessed when changes occur.In the event of a workplace violence incident, management must go to the scene and launch a full investigation.
Employee
The employee who has experienced the workplace violence will complete the

Workplace Violence and Harassment Reporting Form (17.3)
. The

Workplace Violence and Harassment Investigation Form (17.4)

is to be completed by the investigating Supervisor. The

Workplace Violence and Harassment Witness Statements Form (17.5)

is to be completed by all witnesses.
Discussions between management and employees involving any workplace violence issues or concerns should include the following:

Educating employees to increase their awareness of violence issues and assist them in identifying incidents or situations which should be reported.

Emphasizing that perceived or real threats of violence, near-misses and actual incidents of physical violence are all important.

Witness (es)/Workers
Workers are only to become involved in a workplace violence situation if it is safe and possible to do so. Workplace violence incidents must be reported directly to management as soon as possible. If there is a workplace violence emergency, workers must contact emergency services by calling 911 or activating an alarm.

HARASSMENT

The following are the actions which must be taken to prevent, respond and report harassment at Glidepath:
Management
Objectively address harassment issues with all employees involved in the situation and have the offender provide details regarding the incident.
Management will also ensure that the witness is comfortable to give a statement of what they saw transpire. In the event, the harasser is a member of the Management team, the employee will report the harassment incident to the H&S Rep.
All information is to be kept confidential and all employees involved in the incident will be made aware of the outcome in writing.
The

Workplace Violence and Harassment Investigation Form

is to be completed by senior management or H&S Rep in cases where the alleged harasser is a Management member. The

Workplace Violence and Harassment Witness Statements Form

is to be completed by all witnesses. The

Statement of Events Form (17.6)

is to be completed by the Alleged Offender.
Employee
An Employee who believes they are being bullied or harassed in the workplace must immediately report the details surrounding the incident to management. The Employee must cooperate and provide information relating to the details of the harassment incident. In this event, Employees are to complete

Workplace Violence and Harassment Reporting Form
.

DOMESTIC VIOLENCE

If an employer becomes aware of domestic violence that would likely expose a worker to physical injury in the workplace, the employer will take every precaution reasonable in the circumstances for the protection of the worker.
Management
Provide a work environment in which Employees are comfortable in approaching Management to discuss concerns of domestic violence. Upon first discovering that domestic violence may occur at the workplace, steps must be taken by management to decrease the risk of domestic violence entering the workplace.
Employees
Employees must report all threats of domestic violence directly to management using the

Workplace Violence and Harassment Reporting Form
. If an Employee discovers that a co-worker has a domestic violence issue they are to advise them to discuss the issue with management as soon as they are able.

EMPLOYEE WITH A HISTORY VIOLENCE

All information relating to an Employee who has a history of violence will remain with senior management.
Management
Must maintain confidentiality at all times and ensure that only Employees who need to know the details of the past history are being informed.
Employees
When being informed of the circumstances surrounding the individual who has a history of violence it is important that respect and confidentially for the individual is maintained. Employees who have the history of violence must be honest when providing details of the workplace violence incidents to Management.

VIOLENCE WITH INTENT

Senior management
Provide advice and guidelines to supervisors on violence without intent issues and the potential for violence without intent on an individual case basis
Supervisors
If it is discovered that an employee may be taking a medication which could potentially cause a violent incident they must contact senior management must put safety measures can be put in place to protect the worker and their coworkers.
Employee
If an employee begins taking a medication which could cause violent behaviour the details of the medication from the attending medical practitioner are to be provided to senior management. Employees must be aware that they must only get involved and diffuse a violent situation only if it is safe to do so.

WORKPLACE REFUSAL INVOLVING WORKPLACE VIOLENCE

An employee has the right to refuse work if they have reason to believe they are in danger from workplace violence. However, an employee can only refuse work if the alleged violent offender is threatening violence at that time. An employee cannot refuse work because of a harassment issue. The protocol for the work refusal process can be found in the work refusal procedure.

REPORTING WORKPLACE VIOLENCE AND HARASSMENT

All incidents of violence, real or threatened, must be reported, including verbal or written harassment, or acts of physical violence. Reporting employee(s) or witness (es) must not fear criticism, loss of privacy, penalties or judgment.
A procedure must be implemented for workers to report an incident of workplace violence or harassment to a person other than their employer or supervisor, if their employer or supervisor is the alleged harasser.

REPORTING AN EMERGENCY DUE TO WORKPLACE VIOLENCE AND HARASSMENT

Using judgment in determining a potentially violent situation is critical and if it is determined that a threat is immediate CALL 911. Critical information must be provided including: the nature of the incident; whether emergency services are required; whether alleged offender(s) are still present; whether weapons are involved; etc. Management must then be immediately contacted and informed of the situation.

INVESTIGATIONS OF REPORTS AND INCIDENTS

Management must promptly investigate any reports or incidents of workplace violence and harassment that has been brought to their attention. The confidentiality of all information gathered through the reports or investigations must be maintained. Claims of the victim, alleged offender and any witnesses must be documented using the

Workplace Violence and Harassment Investigation

form. Appropriate authorities, such as police, must be contacted if necessary.

DEFINITIONS

Violence: The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker, an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker, a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker
Violence can be defined as not only physical violence but psychological as well. Both can have an equally negative impact on an individual.
Harassment: Engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome or workplace sexual harassment.
Sexual
Harassment: Engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.
Risk Factors: These are behavioral warning signs (actions, behaviours, situations) that may increase the chances of workplace violence. It may include noticeable changes in a person’s behaviour, drug/alcohol dependency, a considerable decrease in productivity, strained relationships with fellow colleagues and/or family, etc.
Threats: Any communication of intent to injure that gives reasonable cause to support the risk of injury. Examples would include: throwing objects, stalking, wielding a weapon for the purpose of intimidation or intent to injure, threats delivered in writing, over the phone, or by electronic means, etc.
Intimidation: Intentional behaviour whereby one imposes fear in another person by visible show or threat of force. Examples include: sending threats, physical abuse of property, wielding a weapon, bullying, etc.
Assault: Is an unlawful, physical attack on another person or an attempt to apply force without consent whereby someone is led to believe there is risk of injury. Examples include: kicking, hitting, biting, punching, verbal threatening, injury caused through the use of an object or weapon.

THE LAW

According to the Human Rights Code in Canada, an employer may be held liable where it knew or should have known that harassment was taking place and failed to take action to prevent it. Also, under the Occupational Health and Safety Act, employers have to take every reasonable precaution to protect the Health and Safety of all its employees, which includes protection against workplace violence.
This procedure applies to employees who sustain a workplace injury or illness, and all employees involved in the Return to Work Program. An injured worker will inform management immediately of any injuries sustained in the workplace and seek medical treatment if required.

If an employee is required to take time away from work, he/she must maintain regular contact with the employer regarding an early and safe return to work.

The employee must take the

Functional Abilities Form Request Letter (18.2)

from the Management to the physician.

The employee must provide a medical assessment and other relevant documentation (Functional Abilities Form) from a licensed physician(s) outlining any restrictions resulting from the injury/illness before returning to work.

Management will assess the medical report(s) and do their best to provide suitable work that is consistent with the worker’s functional abilities. This may include returning to the pre-injury/illness job or working in a modified setting (fewer hours, alternate duties, physical change to environment, job sharing, task alteration, work process changes, etc.). A modified work letter will be issued to the employee.

Management will ensure the employee receives a

Modified Work Letter (18.3),
if work is modified.

If management and the employee cannot agree on a workable solution, the WSIB may be contacted and a mediator brought in to assist towards a resolution.

Once an employee is capable of returning to his/her pre-injury job, that position will be offered or an alternative position that is comparable in nature.

Employees will be encouraged to be active in their own rehabilitation, however they must not exceed restrictions outlined by healthcare professionals. If possible, the employee will be transitioned into their pre-injury job.

Management must report the following to WSIB:
- Any changes in wages as a result of the modified duty.
- Any changes in the duties or the duration of the program.
- The inability of the employee to comply or participate in the program.
- The completion of the program.

SENIOR MANAGEMENT COMMITMENT AND COMMUNICATION

This process is to ensure that senior management is involved in health and safety activities at Glidepath Systems. Senior Management will facilitate a continuous improvement plan addressing the following:

Safety program yearly audit

Trend analysis

Accident trend analysis

Injury/Illness causes for medical aid claims

First aid cases

Hazard reports

Workplace inspection

Work refusal

Review health and safety policy statement and programs

Review health and safety training needs

Performance evaluation

Orientation program

Off-the job safety

Workplace inspections

Emergency response

Celebration of success with employees

The Continuous Improvement Plan will be prepared and reviewed using the

Continuous Improvement Plan Form (12.2)
. The plan should address the goals to be achieved, target dates for each goal, and resources required. Senior Management must approve the plan.

HEALTH AND SAFETY TRENDS REVIEW

Senior management of Glidepath will prepare and review Glidepath’s health and safety trends annually using

Trends Analysis Review (12.1)

form to identify opportunities for improving the health and safety program.
The following documentation will be reviewed when developing the health and safety trends:

Injury/illness causes

Workplace inspections

Injury/incident investigations

Hazard reports

Work refusal reports

Health and Safety recommendations from the Health and Safety Representative (H&S Rep)

Workplace Safety and Insurance Board (WSIB) injury / illness summary

Management will create the summary of all injuries and near misses and review patterns of occurrence, in conjunction with the H&S Rep. The report will take into consideration injury type, type of equipment, etc.
The following will be included in the trends review:

Number of work accidents;

Number of lost workdays;

Number of cases that required medical aid without lost workdays;

Incidence of occupational illnesses.

Management will review the trends reports during a Management meeting by December of each year. Any corrective actions to be taken will be discussed during the meeting.
The trends review will be filed with management minutes and a copy will be submitted to the H&S Rep. The report will be posted on the health and safety board for a month.

RESPOND TO HEALTH AND SAFETY REPRESENTATINCE RECOMMENDATIONS

Senior Management will respond with a written response to the H&S Rep within 21 days of receiving a recommendation. Senior Management’s written response will be completed using the Management Response section of the

Health and Safety Representative Recommendations Form (16.2)

(Refer to Health and Safety Representative Terms of Reference). If management accepts the recommendation(s), a timetable for action must be outlined and provided to the H&S Rep. The response must include actions taken and actions to be taken. If management decides against the H&S Rep recommendations, reasons must be given in writing.

COMMUNICATE HEALTH AND SAFETY INFORMATION

Health and safety information will be compiled using internal and external safety sources. Senior management will address both current and upcoming issues that may affect employees. Such issues will be identified through the following means:

Review of health and safety program

Incident trends

Investigation reports

Claims reports

Inspection reports

Early and Safe Return-to-Work program

participation

Newly passed or developed safety legislation

Ministry of Labour inspection reports

Off-the-job safety issues

Progress of safety action plan

Senior management is responsible for reviewing the health and safety procedures annually. Employees are responsible to review the materials provided to them and attend all training sessions. Employees are also responsible to provide feedback and comments.
The following are a variety of methods that can be used to communicate health and safety information/materials:

Meetings

Training sessions

Electronic messages

Safety talks (scheduled and documented)

Poster program

Use of the health and safety board

Communication of health and safety information is delivered on an ongoing basis. At a minimum, communication of health and safety information must be delivered four (4) times per year and documented in

Health and Safety Communication Log (19.2)
. Different venues for communication may require different forms of acknowledgement such as a sign in sheet.
At least one scheduled safety meeting for employees must be held by Senior Management per year. Senior Management must participate in the health and safety meeting, and must ensure there is two way communication between management and workers. The records of these meetings maintained (
Management Meeting Agenda & Management Meeting Minutes (19.3/19.4)
).
There will also be a means of commending and congratulating those who have worked to improve safety in the workplace. It will also document the current status and improvements that are ongoing in the safety system. The progress of the safety action plan for that year will be communicated.

ENSURE HEALTH AND SAFETY IN ALL ASPECTS

It is the responsibility of senior management to ensure the following:

Workplace Inspections;

Employees are trained properly;

Supervisors are carrying out duties as described in the safety program;

Incidents are thoroughly investigated;

All employees are carrying out the duties described in the safety program.

REVIEW HEALTH AND SAFETY POLICY AND PROGRAMS

Senior management will be responsible for approving all health and safety policies and procedures annually or when required. If updated, new policies and procedures will be distributed and communicated to all employees who are affected by the changes.
Senior Management will be responsible for an annual audit of health and safety documents to ensure they are uniform, complete and current within 12 months. All review and changes must be recorded.

WORKSPLACE INSPECTIONS

Senior management will conduct one (1) planned inspection for the site and the office annually. The workplace inspection will be conducted on a scheduled date. During this inspection, contact with one (1) employee will be conducted and documented on Glidepath’s

Workplace Inspection Report (9.2/9.3)

(Refer to Workplace Inspection Procedure). If any health and safety hazard is found, immediate action must be taken. If it is not possible to immediately mitigate the hazard, the hazard must be documented on the report and corrective action assigned to the appropriate personnel for hazard rectification.

ENCOURAGE OFF – THE – JOB HEALTH AND SAFETY AWARENESS

Senior Management has the responsibility to promote health and safety as a cultural benefit. This will be done through a poster program, an advertising program, newsletters and booklets, safety talks, payroll inserts and electronic messages.
The off-the-job health and safety program could address:

Employee assistance

Wellness initiatives

Vehicle safety

Personal health and safety

Health and safety at home

Recreational health and safety

Leisure health and safety

All of the above will have specific target groups, budgets, responsible people outlined, target month and completion date listed.
Glidepath has produced these safety guidelines to help our subcontractors perform effectively while on our projects. These guidelines are not all inclusive in scope; the full scope of the Glidepath Safety Program can be found in the Glidepath Canadian Safety Manual and the Safe Work Practices and Procedures Manual at the Glidepath project office. See Subcontractor Prequalification Package in the Glidepath Health and Safety Manual.

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May 07, 2022

SOLUTION.PDF

GLIDEPATH SYSTEMS EMPLOYEE HANDBOOK understanding all employment issues at glidepaTh systems revised on marCh 28 th , 2017 Presented to: Milton Purchase CONTENTS Introduction 4 Statement of Philosophy...

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