HomeMy WebLinkAboutCOD-005-13 Clarftwn REPORT
CORPORATE SERVICES DEPARTMENT
Meeting: GENERAL PURPOSE AND ADMINISTRATION
Date: February 25, 2013 Resolution#: -1 -/ y-law#: N/A
Report#: COD-005-13 File#: N/A
Subject: Joint Health and Safety Committee - 2012 Summary
RECOMMENDATIONS:
It is respectfully recommended that the General Purpose and Administration Committee
recommend to Council the following:
1. THAT Report COD- 005-13 be received for information.
o- r°
Submitted by:
Mike McCron, Co-Chair ° Ma c La ae ur, Co-Chair
-�
��
Joint Health & Safety Committee _ -Jo d� Health Safety Committee
Reviewed by:
Marie Marano, H.B.Sc., C.M.O., Franklin Wu
Director of Corporate Services/ Chief Administrative Officer
Human Resources
M M/LW/M M/M L/gj
CORPORATION OF THE MUNICIPALITY OF CLARINGTON
40 TEMPERANCE STREET, BOWMANVILLE, ONTARIO L1C 3A6 T (905)623-3379 F (905)623-0830
FOOMIM
1.0 BACKGROUND
1.1 Report COD - 005 -13 has been prepared to provide Council with an update of
activities undertaken by the Joint Health and Safety Committee during the past
year. The Occupational Health and Safety Act require the Joint Health and
Safety Committee provide the employer with an annual update if requested. This
report also provides a summary of incidents and accidents that occurred in the
workplace during 2012.
2.0 2012 HIGHLIGHTS
2.1 Review and Update of Corporate Health & Safety Policies
Work has been progressing throughout the year to review and update the
Corporate Health & Safety Policies. The update and review process is ongoing in
line with our continuous improvement plan. As part of this review In October of
2012 the Corporate Policy dealing with Harassment was updated and approved
(attachment #1).
2.2 Workwell Program
Work on this program continued in 2012. Group members continue to review and
update each Section of the WSIB Workwell Health & Safety Audit Assessment.
2.3 WSIB Safety Group
The Municipality is an active member of WSIB Safety Group initiative sponsored
by Pubic Services Health & Safety Association. The goal of this group is to have
each group member set targets to improve elements of their H &S Program. If all
group members reach their targets after being audited by WSIB there is potential
to receive up to 6% of their annual premium back from WSIB in the form of a
rebate, which could results in a premium return of approximately $27,000 based
on an annual premium of $450,000. WSIB will be reviewing the 2012 progress of
all Safety Group members during the first half of 2013.
2.4 2011 NEER Statement Results
Throughout the course of the year, the WSIB monitors the number of reported
incidents and accidents. Employers are required to advise the WSIB of any
injury that requires medical aid and /or lost time. The cost value of these claims is
reported back to the employer quarterly in the form of a NEER statement. NEER
is referred to as the New Experimental Experience Rating. The individual
employer's performance is measured through the WSIB Performance Index
IZOTZI I 7k • A K901 0 11
utilizing the previous four (4) year injury history and are used in part to assess
the employer's annual premiums. A rating of 1.0 is neutral; above 1.0 requires
addition premium surcharges to be paid by the employer; and a rating below 1.0,
the employer receives a refund of premiums. These adjustments are in addition
to the base rate group premium of $2.24 per $100.00 of earnings. Clarington has
been in a refund situation for the past number of years with the exception of
2010, when a volunteer fire fighter suffered a very serious knee injury.
For 2011 as a result of the ongoing effort and priority given by our employees as
we continue our efforts to improve workplace health & safety, Clarington has
received a rebate of $99,299.07. Preliminary estimates from WSIB for 2012
performance indicate Clarington will be in a rebate situation of approximately
$120,000.00. It must be noted that the 2012 rebate is a WSIB estimate only at
this time. The final figure will not be available until the September 2013 cost
statement arrives from WSIB.
Rebates /Surcharges are continually adjusted based on individual claim activity
for the previous four years (2008 through to 2011). In January of this year we
received a rebate cheque from WSIB in the amount of $148,527.98. The
adjustments for the four previous years are as follows;
• For 2011 the rebate was for $99,299.07
• For 2010 there was an adjustment on our surcharge, they had initially
invoiced us for $113,501.87 which we paid in December of 2011, after the
rolling review in 2012 they reduced the surcharge to $54,766.84, so included
in the above cheque is a credit adjustment of $58,735.03 for 2010
• For 2009 the review /adjustment reduced our 2009 rebate by ($7,514.05)
• For 2008 the review /adjustment reduced our 2008 rebate by ($1,992.05)
3.0 EARLY and SAFE RETURN TO WORK PROGRAM
3.1 All Departments continue to follow and have success with the Corporate Early
and Safe Return to Work Program. In order to reduce lost earnings costs to the
above noted NEER program, the WSIB encourages all employers to develop an
Early and Safe Return to Work program. The purpose of this program is for the
employer to work with the injured employee to return to work as soon as possible
after experiencing a work - related injury.
3.2 In most cases, employees who experience a work - related injury return to work
within 24 hours and do not incur lost wages. However, in more serious injuries,
employees may not be able to perform their normal duties. In the past, those
employees would have remained off work until they were able to return to full
Ic7: 4 Lei 2akLei 5 0 X41 9011F�i[c?
duties. The Early and Safe Return to Work Program allows the employer to offer
the employee alternate duties that would be meaningful to the employer, and not
cause any further injury to the employee. By doing so, the employee returns to
work earlier than they normally may; the employee does not collect WSIB
payment for lost wages and the employer does not incur increased WSIB
premiums and /or NEER Surcharges.
4.0 ACTIVITES
4.1 The Joint Health and Safety Committee (JH &SC) is co- chaired by Municipal staff
representing both management and workers within the Municipality. The
committee represents management workers, Canadian Union of Public
Employees Local 74 (both Inside and Outside Workers) as well as the Clarington
Fire Fighters Association Local 3139.
4.2 The committee consists of 16 members (members list; attachment #2) plus 15
alternate members who attend meetings in the absence of a JH &SC Member;
and, assist with monthly facility inspections.
4.3 The municipal JH &SC members meet every month with the exception of July and
August. All minutes are retained within statutory limits and current minutes are
posted for all staff on the Health and Safety Boards located at every workplace
within the Municipality. A typical agenda may include:
• Agenda Review
• Introduction of Guests
• Department Head Presentation
• Approval of Previous Minutes
• Business Arising from Minutes
• Review of Previous Month Workplace Inspections
• Current Workplace Inspections
• Accident / Injury Statistics Review
• Update from Emergency Services
• Update from Health & Safety Coordinator
• Other Business
• Workplace Inspection Assignments
4.4 The JH &SC members also conduct monthly inspections of Municipal workplaces.
On a monthly basis, there are at least fourteen inspections carried out by the
JH &SC. The Occupational Health and Safety Act (OH &SA) states that all
facilities must be inspected monthly; and where it is not practical to for a
complete inspection, at least part of the facility must be inspected. In addition the
• '•' • STIXITIUKN
requirement to inspect municipal work sites, all other municipally owned facilities
(Board operated community centres) are inspected at least once per year.
Inspection forms are also retained and the current forms posted on the JH &SC
Boards for staff information.
4.5 Two members of our Joint Health & Safety Committee attended and successfully
completed the five day Health & Safety Certification course for Committee
members in October. All JH &SC members participated in Workplace Inspection
Training in September of 2012. During 2012 fifty nine staff members were
certified and /or recertified in First Aid and CPR.
4.6 During our October 2012 Joint Health & Safety Meeting, the President of
Clarington's Fire Fighter's Association notified JHSC members that the
Association will be notifying the Ministry of Labour of their intent to withdraw from
Clarington's Multi Site JHSC, while at the same time asking to create their own
Fire Specific Joint Health & Safety Committee.
5.0 INCIDENTS AND ACCIDENTS
5.1 Incidents and accidents are tracked and reported on a monthly basis to the
Health & Safety Committee. The statistics are used to identify trends and
opportunities for training.
SUMMARY OF INJURY /INCIDENT REPORTS 2011 — 2012
TYPE OF INJURY — All Incidents
2011
2012
Lifts and Strains (including RSI)
18
11
Slips Trips and Falls
18
10
Burns
4
3
Animal Bites & Scratches
2
1
Pinch
3
1
Miscellaneous (including cuts)
19
22
Near Miss
1
2
Property Damage
7
3
Illness
2
TOTAL
72
53
REPORT NO.: COD - 005 -13 PAGE 6
5.2 The Workplace Safety & Insurance Board (WSIB) requires employers to report a
work related accident if they learn that a worker required health care and /or; is
absent from work, earns less than regular pay, requires modified work at less
than regular pay, or the worker does not receive medical attention but requires
modified work for more than seven calendar days following the date of the
accident. Employers are not required to report a work related accident if the
worker receives only first aid. The Municipality experienced a considerable
reduction in reportable workplace injuries during 2012 as compared to 2011 as
shown in the chart below.
REPORTS TO WSIB
2011
2012
Medical Aid
19
10
Lost Time
5
2
TOTAL
24
12
5.3 Ministry of Labour Accident Investigation
On January 25th of this year the Municipality of Clarington received notification of
charges being brought forward by the Ministry of Labour. These charges stem
from a training incident, which occurred on February 3, 2012. No critical injuries
were recorded and the matter has been referred to the Municipality's legal
representatives.
6.0 COMMENTS
6.1 Support for the Health and Safety Program within the Municipality has been
endorsed by all staff from the part-time occasional staff member to full time staff,
supervisors, managers, department heads, CAO and Council. This support has
been demonstrated by both reduced claims costs and reduced lost time costs.
Continued support for staff training programs and awareness will continue to
reduce injuries and costs within the workplace.
7. CONCURRENCE - Not applicable
CONFORMITY WITH STRATEGIC PLAN — Not Applicable
Attachments:
Attachment 1 — Policy E -5 Workplace Harassment
Attachment 2 — Joint Health & Safety Committee Members — 2013
Attachment 3 — Health and Safety Policy Statement — 2013
Corporate Policy
POLICY TYPE:
POLICY TITLE:
POLICY #:
POLICY APPROVED BY:
EFFECTIVE DATE:
REVISED:
APPLICABLE TO:
Working Conditions and Programs
Harassment
E5
Chief Administrative Officer
April 28, 1997
October 2, 2012
All Employees and Elected Officials
The Corporation of the Municipality of Clarington is dedicated to providing a healthy and safe
work environment. Acts of workplace harassment by staff, volunteers or visitors will not be
tolerated. The Municipality of Clarington has a zero tolerance policy regarding workplace
harassment. Any violation of the policy will be investigated and may result in disciplinary action
up to and including termination with cause. Violence in the workplace is dealt with under a
separate Health & Safety Policy (E -8 Workplace Violence).
1. Purpose:
a) To convey the Municipality's commitment to maintaining a workplace free of
harassment.
b) To ensure employees know what to do if he /she has been harassed or accused of
harassing another individual, and are aware of their responsibilities in maintaining a
harassment free workplace
2. Definitions
2.1 Workplace: any location where business of the Municipality is being conducted such as
offices and buildings of the Corporation. The workplace includes cafeterias,
washrooms, locker rooms, work sites, on -road municipal vehicles and personal vehicles
while occupied by municipal employees during travel for the purpose of municipal
business, during regular or non regular hours as required. Harassment that occurs
outside the workplace but which has repercussions in the work environment, adversely
affecting employee relationships, may also be defined as workplace harassment, with
each situation to be evaluated on its own merit.
2.2 Harassment: means engaging in a course of vexatious comments including electronic
means of communication or conduct by an employer, someone acting for the employer
or co- worker towards any other employee which is intimidating, annoying or malicious
and may relate to race, ancestry, place of origin, colour, ethnic origin, citizenship,
religion/creed, sex, sexual orientation, age, record of offences (provincial offences and
pardoned federal offences), marital status, family status or handicap, against a worker in
a workplace that is known or ought reasonably to be known to be unwelcome whether
intended or not.
E5 - Harassment Page 1 of 7
Corporate Policy
2.3 Harassment is further explained as follows;
a) , Sexual Harassment:
n
r
• Sexual advance or solicitation by a person who is in a position to grant or deny a
benefit to another.
• Reprisal or threat of reprisal by a person in a position to grant or deny a benefit
to a person who has rejected his or her sexual proposition
• Unnecessary or unwanted physical contact, ranging from touching, patting or
pinching to physical assault
• Leering or other suggestive gestures
• Unwelcome remarks, jokes, suggestions or insults about a person's physical
appearance, attire or sex
• Displaying, sending or communicating electronically or by any other means
pornographic pictures or other offensive, sexually explicit material
• Practical jokes of a sexual nature, which cause awkwardness or embarrassment
• Demands or requests for sexual favours, particularly by a person who is in a
position to grant or deny a benefit
• Compromising invitations
b) Discriminatory Harassment
• Unwelcome remarks, jokes or insults about a person's racial background, colour,
place of birth, ancestry or citizenship
• The displaying of racist, derogatory or otherwise offensive material
• Insulting gestures or practical jokes based on racial or ethnic grounds which
cause embarrassment
• A refusal to converse or work with an employee because of his or her racial or
ethnic background
• Any other situation as defined by the prevailing Human Rights Code
c) Workplace Harassment
• Physically abusive or aggressive behaviour such as pushing, hitting, finger
pointing or standing close to the victim in an aggressive manner
• Using intimidating or disrespectful body language
• Verbally abusive behaviour such as yelling, insults, intimidating comments and
name calling
• Spreading malicious rumours
• Excluding or ignoring the victim
• Making little or no eye contact with the victim and refusing to engage in
common pleasantries
• Sabotaging the victim's work or claiming credit for it
• Reportedly blaming others for mistakes
• Making false allegations in memos or other documents
• A supervisor undermining the victim's efforts by setting impossible goals and
deadlines and impeding an employees efforts at promotions or transfers
E5 - Harassment Page 2 of 7
Corporate Policy
s5M
• Persistent excessive and unjustified criticism and constant scrutiny by a
supervisor
2.4 Examples that do not constitute Workplace Harassment, providing they are
undertaken without malice or intent to intimidate or undermine;
• performance reviews
• work assignments
• work evaluation
• disciplinary measures taken by the employer for valid reasons
• normal workplace conflict that may occur between individuals, or differences in
opinion between co- workers
• requesting medical documentation in support of an absence from work
3. Policies:
a) The Corporation of the Municipality of Clarington, CUPE Local 74 and the Clarington
Fire Fighters Association, Local 3139 supports and recognizes their obligations
regarding the right for every employee to work in a harassment free environment, as
specified in the prevailing Ontario Human Rights Code and the Occupational Health &
Safety Act.
b) In keeping with its legal and social responsibilities as an employer, the management of
the Corporation shall treat any complaint of harassment as a serious matter.
c) No employee shall be harassed because of race, ancestry, place of origin, colour, ethnic
origin, citizenship, religion, creed, sex, sexual orientation, age, record of offences
(provincial offences and pardoned federal offences), marital status, family status or
disability.
d) A spirit of fairness to both parties must guide the proceedings. This includes the
respondent's right to know both the allegations and the accuser and the rights of both
parties to a fair and impartial investigation and possibly a hearing.
e) Confidentiality will be maintained to the best of management's ability. Any employee
who is the subject of a complaint shall be informed of the complaint as soon as
reasonably possible. The complainant who wishes to seek a remedy or a sanction
through this procedure must be prepared to be identified to the respondent which will be
undertaken with efforts to maintain respect for all involved in the situation. All involved
in the process are requested to maintain confidentially.
f) This policy provides that the complainant not be compelled to proceed with the
complaint unless the situation warrants as determined by management. It further
provides the complainant with the right to withdraw a complaint at any point up to the
final disposition of the matter. Based on knowledge obtained, the Corporation may be
required to proceed with the investigation and report without the complainant's direct
involvement.
E5 - Harassment Page 3 of 7
Corporate Policy
g) The respondent is entitled to a specific disposition of the issue as appropriate to the
situation and findings.
h) The final result or discipline if any, enforced as a result of the complaint need not be
shared with the complainant.
i) Every effort must be made by all parties to stop the harassment immediately.
j) Any employee may at any time throughout the process seek advice or assistance from
the Ontario Human Rights Commission.
4. Procedures:
The Complainant:
Any person who believes he /she is being harassed by another person is advised to talce the
following measures:
Step #1— Ask the harasser to stop:
- Inform the harasser that his or her behaviour is unwelcome. An individual (although he
or she should know better) may not realize that he or she is being offensive. A simple
chat may resolve the problem. If the person refuses to cooperate, remind him or her that
such behaviour is against Municipal policy.
If the employee feels uncomfortable asking the harasser to stop, assistance or
intervention by Human Resources may be sought.
Step #2 — Keep a record of the harassment:
- When did the harassment start? (E.g. dates, time, locations). What happened? Were
there any witnesses? Were there any threats or reprisal? What was your response?
Failure to keep a diary of the events will not invalidate your complaint. A record will,
however, reinforce it.
Step #3 — Lodge a complaint:
a) If the harassment, despite your efforts to stop it, continues, you should report the
problem to your Supervisor, Department Head or a designate from Human Resources. If
the offending person is the designate from Human Resources, the complaint should be
taken directly to the Chief Administrative Officer or designate. If the offending person is
the Department Head, the complaint shall be reported to Human Resources who will
bring this matter to the CAO. If the offending person is the CAO, the Human Resources
designate has the ability to advise Council in a confidential report.
b) If the complaint is against a member of Council, an independent investigation will be
conducted, with the report going to the CAO, who is authorized to advise Council of the
independent results.
c) Once the complaint is received, if verbal, Human Resources will document the events as
communicated. If the compliant is in writing the date and time received will be recorded.
Both parties may have a copy of the complaint, but Human Resources will retain all
formal records.
E5 - Harassment Page 4 of 7
Corporate Policy
r
Leadin he Way
d) Where a manager or supervisor initially receives the official complaint, it is his /her
responsibility to ensure that the designate from Human Resources and the Department
Head is notified about the complaint as soon as reasonably possible. The designate from
Human Resources is then responsible for assessment and initiation of an investigation.
e) The designate from Human Resources will acknowledge receipt of a complaint as soon
as reasonably possible to the Manager /Department Head /Complainant /Alleged Harasser.
f) The Department Head and the CAO will be kept apprised of the process as to the
appropriate steps throughout the process.
Human Resources:
Human Resources with assistance from the Health & Safety Coordinator if requested shall take
the.following steps:
Step #1— Investigation of Complaint will be conducted by Human Resources or by Independent
investigator as appropriate to the circumstances as determined by Human Resources.
a) Fact finding
i) A confidential interview with relevant parties will be conducted to obtain
information and clarify the details of the reported incident. Both parties will
have an opportunity to identify witnesses or others who may be interviewed.
Where witnesses are not identified, or where otherwise appropriate, co- workers
or other individuals may be interviewed. All interviews will be conducted in a
confidential manner.
ii) The results and conclusions of the investigation will be documented after
interviewing the complainant, respondent and any other relevant witnesses
including co- workers if necessary. Complainant and /or respondents may be
asked to verify documentation. Where appropriate and necessary, the
investigator may contact the Ontario Human Rights Commission or independent
investigation firms for advice or assistance.
b) Preliminary findings
i) Where the information revealed early in the investigation suggests a reasonable
possibility of a resolution, an early settlement may be proposed prior to
conducting the entire investigation.
ii) Where appropriate, a meeting may be convened with the parties (either
individually or collectively as appropriate) involved to discuss preliminary
findings of the investigation and inform participants of the possibility and nature
of early settlement and the reasons.
iii) This stage allows all parties to become aware of the tentative findings and
presents an opportunity, based on the information, to resolve the matter upon
agreement of all parties without further investigation.
iv) Where agreement is reached and the matter deemed resolved, a summary report
will be prepared for the Chief Administrative Officer and appropriate
Department Head.
E5 - Harassment Page 5 of 7
Corporate Policy
v) In situations where both parties agree on a settlement but Human Resources
deem the situation could pose a risk of further action, danger or legal outcome,
Human Resources will make recommendations to the CAO regarding
acceptance of the proposed settlement or proceeding further.
c) Further investigation
i) Where, as a result of preliminary findings, a resolution cannot be proposed or
achieved, or where the designate from Human Resources determines that file
closure at this point would not be appropriate, further investigations will be
conducted.
d) Notification and discussion of results
i) The designate from Human Resources will subsequently schedule meetings with
the complainant, alleged harasser, Department Head and /or Chief
Administrative Officer where necessary, to present and discuss the findings and
conclusions of the investigation. Separate meetings may be convened if
necessary and all parties have a right to be represented.
e) Report of Findings
i) A written general summary of the complaint and results of the investigation will
be provided to the Chief Administrative Officer, Director of Corporate
Services /HR, Department Head the complainant and the respondent as they are
affected by the outcome. Documents are retained by Human Resources and
detailed notes are not provided to complainant or respondent.
ii) The final full report will not be released to complainant or respondent or other
party involved unless extenuating circumstances dictate, or there is a legal
requirement to release the report.
f) Disciplinary measures
i) If there is evidence of harassment, disciplinary measures will be taken by the
Department Head, in consultation with the Director of Corporate Services /HR
and the Chief Administrative Officer as appropriate. Such discipline may
include suspension or discharge. Documentation regarding the disciplinary
action will be placed in the employees personnel file.
g) Malicious complaints
i) Where, as a result of an investigation,, it is determined that the complaint was
made maliciously — with a specific and directed intent to harm, or made in bad
faith with reasonable knowledge of any intent to harm, formal disciplinary
actions may be taken against the complainant, after consultation with the
- Department Head, Director of Corporate Services /HR and /or CAO as
appropriate. Documentation regarding the disciplinary action will be placed in
the employee's personnel file.
E5 - Harassment Page 6 of 7
Corporate Policy
Step #2 — Preventing a Re- Occurrence
a) If the complaint is found to be not supported, no documentation of the complaint will be
placed in the employee file of the respondent, unless the respondent requests a letter of
clearance stating the claim was unfounded be placed into their employee file. Human
Resources will maintain all records.
b) It is the responsibility of the Department Head and Supervisors to make all reasonable
efforts to ensure that workplace harassment does not occur and that there is no
retaliation for having made a good faith complaint in his or her department.
The Respondent:
a) Assess your behaviour seriously. Understand that even if you did not intend to offend,
your behaviour has been perceived as offensive. Be aware that the test of harassment is
not whether you intended to offend, but whether a reasonable person ought to have
known that the behaviour, comments or conduct were unwelcome.
b) Cease the behaviour that the person finds offensive or unwelcome. Failure to cease this
behaviour will leave you more vulnerable to a formal complaint, which could lead to
disciplinary actions.
c) If you believe the complaint is unfounded, discuss the matter with your supervisor
and /or Department Head or Human Resources.
d) You are entitled to know the allegations against you and to have an opportunity to
respond.
e) Document your version of the alleged incident including times, places, what happened
and any witnesses.
f) Cooperate with any investigation undertaken to resolve the matter.
E5 - Harassment Page 7 of 7
Attachment #2
JOINT HEALTH AND SAFETY COMMITTEE MEMBERS 2013
(All phone numbers are Area Code 905)
NON - AFFILIATED MEMBERS
ALTERNATES
Ext
Ext
Mike McCron **
6233379
Patti Barrie* (M)
6233379
Corporate Services — 1St Floor MAC
X2204
Clerk's — 2nd Floor MAC
X2102
Len Hunter (M)
4351061
Mark Berney **
6233379
Community Services — SCA
x222
Emergency Services — HQ
X2803
Lockie Longhurst **
263 -2291
Jenny Bilenduke **
6233379
Operations — Hampton
X535
En ineorin — 3`d Floor MAC
X2301
Marie Marano (M)
6233379
Jennifer Cooke* (M)
6233379
Corporate Services- 1 st Floor — MAC
X2202
Corporate Services — 4th Floor MAC
X2214
Lori Gordon **
623 -3379
Ken Ferguson (M)
623 -5728
Finance —1st Floor MAC
X2604
Community Services - RRC
x630
Gord Weir **
623 -3379
Gerry Jordan (M)
623 3379
Emergency & Fire Services — HQ
X2802
Corporate Services —1St Floor MAC
X2201
Lisa Wheller (M)
623 -3379
Nancy Taylor (M)
6233379
Corporate Services —1 st Floor MAC
X2205
Finance —1St Floor MAC
X2602
Steve Myers **
435 -1061
Community Services — SCA
x230
AFFILIATED MEMBERS
ALTERNATES
Marc Ladouceur** Co -Chair
623 -5126
Aidan McConkey (F)
623 -5126
Emergency & Fire Services
Emergency & Fire Services
Dan Worrall **
623 -5126
Stewart Richardson
623 -5126
Emergency & Fire Services
Emer ency & Fire Services
Mike Bourke **
263 -2291
Bob Russell
623 -3379
Operations - Hampton
Planning Services - 3`d Floor MAC
X2421
Jason Campbell
263 -2291
Tara Lee Sellick
623 -3379
Operations - Hampton
Community Services — 3`d Floor MAC
X2505
Chris Welsh **
623 -5728
Teresa Mason
623 -3379
Community Services — G.B. Rickard
Clerks — 2nd Floor MAC
X2111
Ian Laflamme
987 -5667
Adrian Coolen **
623 3379
Community Services - NDRC
Engineering - 3`d Floor MAC
X2316
Michael Ste.Croix
623 -3379
Paul Neto **
6233379
Finance - MAC
X2615
Operations -Basement -MAC
X2922
Workplace Inspectors
Tom Vendrasco (M)
623 -3379
Brigitta Harris (M)
623 -3379
Clerks — 2nd Floor - MAC
X2113
Corporate Services —1St Floor - MAC
X2211
Secretary
Alternate
June Gallagher
6233379
Gerry Jordan
6233379
Clerk's — 2nd Floor - MAC
X2106
Corporate Services —1St Floor MAC
X2201
Advisor
Franklin Wu — CAO
6233379
CAD's Office — 3`d Floor - MAC
X2002
Meeting Quorum: 5 Affiliated and 4 Non - Affiliated Members and /or Alternates
* Certified Members - Part 1
Effective Date: JANUARY 2013
** Certified Members — WPS (Bold)
J: \HEALTH & SAFETY \Committee \JHSC Members.doc
ATTACHMENT #3
Corporate Policy Leutiitt�� ttte ��tty
f
POLICY APPROVED BY:
li?,FFECTIVE DATE:
REVISED:
APPLICABLE ;
The Municipality of Clarington is committed to the protection of our employees and property from accidental
loss. We believe that this is critical to the success of our business and our goal is zero incidents of injury,
illness or damages. We believe an accident free workplace is possible.
The Health and Safety of our employees is of the utmost importance in all of our operations, and is a shared
responsibility, which must be accepted by everyone in our workplace.
A successful safety program and a safe workplace depends on concern and commitment from all personnel.
The responsibility for Health & Safety ultimately rests with senior management, but managers and
supervisors at all levels will be held accountable for the safety performance of their employees. However,
all employees have the responsibility of working safely and protecting the lives and health of themselves
and their fellow workers. Being alert to unsafe conditions or practices, looking out for fellow employees and
reminding them when they do something unsafe, as well as reporting unsafe conditions is imperative, if we
are to achieve our goal.
In support of these beliefs, we must accept our responsibilities to minimize risk and injuries to our fellow
workers, the public we proudly serve, and to ourselves. Health & Safety must be in our thoughts 24 hours a
day, seven days a week.
We must meet, and wherever possible exceed, the requirements of all applicable health and safety
legislation /regulation, our own standards and work procedures, along with applicable industry standards.
Contractors will be held accountable for all infractions of their workers. Contractors and their workers who
do not follow the Health & Safety program of the Municipality of Clarington will be asked to leave the work
site.
By accepting these responsibilities and through active participation and co- operation we will together
achieve our goal for a safe, healthy and productive work environment. Our Health and Safety Program
Manual and policies will be subject to annual review.
For The Municipality
For The Joint Health & Safety Committee
I—.,
Franklin Wu, Chief Administrative Officer Mike McCron, Non - Affiliated Co -Chair
Marc Ladouceur, Affiliated Co -Chair
s,
44
t
Marc Ladouceur, Affiliated Co -Chair