HomeMy WebLinkAboutADM-009-02
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REPORT
ADMINISTRATION
Meeting:
GENERAL PURPOSE AND ADMINISTRATION COMMITTEE
Report #: ADM 09-02
File #: f)o 1
01fl- ff7-() ~
By-law #:
Date: December 2, 2002
Subject:
Corporate Health and Safety Program
RECOMMENDATIONS:
It is respectfully recommended that the General Purpose and Administration Committee
recommend to Council the following:
1. THAT the annual report of the Corporate Joint Health and Safety Committee Admin
Report ADM 09-02 be received; and
2. THAT the revised Corporate Health and Safety Program, Schedule "A" attached, be
approved.
Respectfully Submitted:
/~11~ ~
Lou Ann Birkett
Co-Chai[,2001-2002
C /<<J ty, \ ...1.___
(jord I/'eir ~.
Co-Chair, 2002-2003
Reviewed by: _~
ranklin Wu
~~ Chief Administrative Officer
~ ,d. if
Steve Grigg I
Co-Chair, 2001-2002
,/
~d7
f~;:;il,. -
R6b Groen
Co-Chair, 2002-2003
CORPORATION OF THE MUNICIPALITY OF CLARINGTON
40 TEMPERANCE STREET, BOWMANVILLE, . ONTARIO L 1 C 3A6 T 905-623-3379 F 905-623-5717
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REPORT NO.: ADM09-02
PAGE 2
1. BACKGROUND AND COMMENT
As set out in the Occupational Health and Safety Act, the Employer must prepare and review
annually a written Occupational Health and Safety Policy and develop and maintain a program
to implement that policy.
The Committee has reviewed the Corporate Health and Safety Policy and recommends no
changes to the current policy (Schedule "B" - By-law 99-145).
The Committee has also reviewed and updated the detailed Corporate Health and Safety
Program to incorporate changes to the various sections and is attached marked Schedule "B".
2. ACCOMPLISHMENTS
Since the last report to Council, the Committee would like to report on the following activities:
revision of the detailed Corporate Health and Safety Program
distribution of OHSA books to all Supervisors
regular meetings of the committee with minutes circulated and posted
revised accident report form approved and implemented
regular workplace inspections
recommendation of a policy on working alone
training for committee members on Workplace Inspections
coordination and completion of training sessions with all managers
WHMIS training for all new employees
Provincial certification of four (4) additional committee members
workplace discrimination/harassment investigation on behalf of employee
recommendation of a policy on bomb threats
regular attendance of Department Heads (on a rotating basis) at the Joint Health
and Safety Committee meetings
circulated a wellness survey to all employees
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REPORT NO.: ADM09-02
PAGE 3
traffic control session held for various Departments
3. ONGOING MATTERS
These are some of the initiatives that the Committee is pursuing:
1. Back injury prevention training for all employees.
2. Continuation of mandatory general health and safety training program for
Supervisors.
3. Review of proposed bomb threat policy.
4. Ongoing communications and meetings between Municipality of Clarington Joint
Health and Safety Committee Co-Chairs and Aquicon Construction Joint Health
and Safety Committee Co-Chairs regarding the Municipality of Clarington
Library/MAC Expansion Construction.
4. CERTIFICATION
Four (4) additional members of the Joint Health and Safety Committee received their Basic
Core Certification which is a requirement under the Occupational Health and Safety Act (1990)
in 2001/2002. The second part of the certification training which is workplace specific and
focuses on significant hazards in the workplace has been completed by ten (10) members of
the committee.
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REPORT NO.: ADM09-02
PAGE 4
5. CO-CHAIRS
As selected by the respective members of the Joint Health and Safety Committee the new Co-
Chairs for the Committee will be Gord Weir, representing Non-Affiliated members and Rob
Groen representing the Affiliated members.
6. CLARINGTON PUBLIC LIBRARY
Over the past couple of years there have been some ongoing discussions with the Clarington
Public Library that it may be advantageous for the Library Health and Safety Committee and the
Municipality of Clarington Joint Health and Safety Committee to merge as one once the
construction of the new Clarington Library/MAC Expansion was completed.
The Library have advised that they wish to remain a separate Health and Safety Committee as
they are a separate employer and are in a different Health and Safety sector. They have
however, indicated that they are interested in sharing information, meetings, training and joint
inspections of the Library when they are relocated to the new building.
7. ACCIDENT REPORTS
Twenty-two (22) workplace accidents were reported in 2001. Of these, two (2) required no
attention, fourteen (14) medical aid and five (5) were lost time accidents resulting in ten (10)
days lost.
As a result of the review of these accident reports a training session on back injury prevention
was initiated.
The Committee will continue to review accident reports and to make recommendations to the
Chief Administrative OfficerlDepartment Heads on training, prevention, etc.
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REPORT NO.: ADM09..()2
PAGE 5
8. SUMMARY
The Joint Health and Safety Committee have been functionally effective as an advisory
committee to the Employer. The Committee continues to stimulate awareness, recognizes
workplace risks and then assist in the resolution of those risks. The Committee is the
mechanism for workers and management to work together to resolve issues internally. The
Municipality of Clarington is fortunate3 to have employees who represent both the affiliated and
non-affiliated workers who are committed to the health and safety in the workplace.
Attachment 1 - Occupational Health and Safety Policy
Attachment 2 - By-Law 99-145
Attachment 3 - Joint Health and Safety Committee Members
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Schedule "A"
1. MUNICIPALITY OF CLARlNGTON - HEALTH AND SAFETY POLICY STATEMENT..2
2. MUNICIPAL HEALTH AND SAFETY PROGRAM ....................................................................3
3. COMPLIANCE - OCCUPATIONAL HEALTH AND SAFETY ACT REQillREMENTS......5
3.1 INIERNAL RESPONSIBILITY SySTEM............................................................................................. 5
3.2 DUE DILIGENCE ..............................................................................:........................................................ 9
3.3 JOINT HEAL TI-I AND SAFETY CDMMITI'EE ...............................................................................10
4.
4.1
4.2
4.3
4.3
4.4
4.5
4.6
4.7
4.8
4.9
4.10
4.11
TRAINING ........................,...........,................................................,..................................................11
POLICi .........................................................................................................................................................11
WHMIS ..........................................................................................................................................................11
WORKPLACE ORIENTATION/JOB SAFETY INSTRUCTION ................................................13
WORKPLACE ORIENTATION/JOB SAFETY INSTRUCTION CHECKLIST ......................14
PERSONAL PROTECTIVE EQUIPMENT (PPE) ............................................................................16
UI.1RA VIOLET EXPOSURE .................................................................................................................17
ERGONOMICS...........................................................................................................................................19
LADDERS.....................................................................................................................................................24
SAFETY MEETINGS ................................................................................................................................ 28
SAFETY MANUAL WORK PROCESSES ...........................................................................................29
WORKING ALONE - POLICi IN PROGRESS................................................................................ 31
EVACUATION/BOMB 1HREATS POLICi IN PROGRESS ....................................................... 32
5. WORKPLACE HARASSMENT ....................................................................................................33
5.1 POLICi AND PROCEDURE .................................................................................................................33
5. WORKPLACE HARASSMENT .........................,........................................................................,.34
6. ACQillRED IMMUNE DEFICIENCY SYNDROME AND HUMAN
IMMUNODEFICIENCY (IDY) VIRUS AND OTHER COMMUNICABLE DISEASES ...............39
6.1 POLICi ......................................................................................................................................................... 39
7. CONTRACTOR SAFETy...............................................................................................................41
7.1 POLICi AND PROCEDURE .................................................................................................................41
8. WORK REFUSALS/STOPP AGES ......................,.........................................................................49
8.1 POLICi AND PROCEDURE .................................................................................................................49
9. WORKPLACE INSPECTION........................................................................................................54
9.1 POLICi AND PROCEDURES ............................................................................................................... 54
10. ACCIDENT INVESTIGATION ..........,......................................................................................66
10.1 POLICi AND PROCEDURE .................................................................................................................66
11. INJURY ASSESSMENT PROGRAM .......................................................................................70
11.1 NEW EXPERIMENTAL EXPERIENCE RATING (NEER) .......................................................... 70
11.2 MODIFIED WORK ...................................................................................................................................70
12. INDOOR AIR QUALITY ........................................................................................................... 71
12.1 POLICi IN PROGRESS ........................................................................................................................... 71
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1. MUNIGPALITY OF QARINGTON - HEAL1HAND SAFETY POLICY
STATEMENT
The Mayor, Council and Management of the Cotporation of the Municipality of daringron
are committed to the Health and Safety of its workers. It is the policy of the Municipality to
provide safe equipment, safe practices and a safe work environment to all workplaces of the
Corporation.
The Corporation will provide and maintain a safe and healthy work environment in
compliance with the Occupational Health and Safety Act and all pertinent regulations. It is
our belief that accidents and injuries can be prevented. The prevention of accidents is an
objective affecting all levels of the organization and its activities.
At all workplaces it is the responsibility of management to fulfil the commitments set forth
in this policy. All workers must protect his/her own safety and must personally conduct
themselves in a manner, which will promote safe work practices and procedures.
Mayor
derk
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2. MUNIGP AL HEALTH AND SAFETY PROGRAM
The Municipality of Oarington, through its various Departments, will demonstrate the
development, implementation and maintenance of a comprehensive health and safety
program through the following initiatives.
1. Safely Manual
Provide a users manual for all municipal equipment, tools and processes and identify
equipment and procedures, which require instruction, training or certification.
2. Compliance
Promote awareness and compliance of all workers with legislation including the
Occupational Health and Safety Act and Workers Compensation Act.
3. Safety Responsibility
Reinforce the Municipality's commitment to the Health and Safety Program and to establish
ongoing training programs to educate employees and promote awareness and to meet
regularly with workers.
4. Workplace Inspections
To train, implement and ensure adherence to the procedure for the timely reporting of
dangerous situations and the implementation of corrective measures through regular
workplace inspections by identifying and evaluating, potential~ and actual hazards to protect
the worker.
S. Accident Investigation Procedure
To train, implement and ensure adherence to the appropriate accident investigation
procedures is the responsibility of all Department Heads and! or designates in compliance
with the Occupational Health and Safety Act. Implement a thorough accident investigation
procedure involving the Department Heads and the Joint Health and Safety Committee
(Certified Members) to ensure a complete, objective and co-operative investigation to
identify its causes and consequences and submit recommendations.
6. Education and Training
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Develop, implement and evaluate worker training programs and review procedures annually
with the Joint Health and Safety Committee which will assist management and supervisors in
the implementation and maintenance of a safe work environment.
7. Contractor Safety
To train, implement and ensure adherence to the policy and procedure to include minimum
health and safety requirements for contractors prior to being hired by the Municipality to be
consistent with municipal procedures and to include procedure for warning and! or stop
work orders to be followed should any contractor violate the established requirements.
8. Workplace Harassment
To train, implement and ensure adherence to the policy and procedure dealing with all types
of workplace harassment.
9. Municipality Inimy Frequency - Assessment Program
Participation in a voluntary reporting program which provides relevant statistical
information on a municipal service basis.
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3. COMPLIANCE. OCCUPATIONAL HEALTH AND SAFETY ACT
REQUIREMENTS
3.1 INTERNAL RESPONSIBILITY SYSTEM
PLAYERS
The three main parries to the Internal Responsibility System are: Employer; Supervisor;
Worker.
The Occupational Health and Safety Act is built upon the principle that employees and
employers must act together to ensure a healthy and safe workplace environment. The
internal responsibility system involves evel}'One and workers and employers must share the
responsibility of occupational health and safety.
PROCEDURE
1. The Municipality of Oarington, in its capacity as the Employer, is responsible for
carrying out the responsibilities and duties outlined in the Occupational Health and
Safety Act.
2. In accordance with the Occupational Health and Safety Act, Directors and Officers
of a Corporation shall take all reasonable care to ensure that a Corporation complies
with:
a) Acts and Regulations;
b) Orders and Requirements of Inspectors and Ministry Directories; and
c) Orders of the Minist!}'.
3. In accordance with the Municipal Act, Officers of the Corporation shall include but
not be limited to the Mayor, Council, Ollef Administrative Officer, Treasurer, Oerk,
Engineer, Tax Collector, Members of Council, Deputy Oerk and Deputy Treasurer.
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3. COMPLIANCE - OCCUPATIONAL HEALTH AND SAFETY ACT
REQUIREMENTS
3.1 POLICY
DEPARTMENT HEADS
Department Heads are responsible for the occupational health and safety performance of
their Department. They must provide leadership in all health and safety activities, including
the development of safe working attitudes.
SUPERVISOR (any person who has a charge of a workplace or authority over a worker)
Supervisors are responsible for the occupational health and safety of the employees assigned
to them and the implementation and direction of an occupational health and safety program
in their area. They must ensure compliance with safe work practices and ensure that
employees are aware of potential hazards and what precautions are necessary.
EMPLOYEES
All employees, in addition to complying with the Occupational Health and Safety Act and
the Municipal Safety Policy, are responsible for following the policies and procedures
developed for performing their job in a safe and healthy manner. Employees must take an
active role in protecting and promoting their health and safety and refrain from activities
which may jeopardize the health and safety of others.
NOTE - The word employee where it is used refers to ALL employees including
Department Heads, Management, SupelVisors and workers.
DEPARTMENT HEADS shall:
1. Ensure that standards and procedures are developed and maintained to administer
the health and safety policies and regulations.
2. Be familiar with the Occupational Health and Safety Act and any revised regulations
and ensure regulations contained herein are followed.
3. Ensure that all employees are instructed in the procedures and requirements of the
OHSA and any other legislation or regulations pertaining to their safety.
6
4. Ensure that a comprehensive health and safety training program is developed,
implemented and maintained.
5. Review accident reports, safety audit reports, accident statistics and other related
material to evaluate the effectiveness of the health and safety program
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3. COMPLIANCE - OCCUPATIONAL HEALTH AND SAFETY ACT
REQUIREMENTS
3.1 POLICY Continued...
SUPERVISORS shall:
1. Be familiar with the Occupational Health and Safety Act, Department Health and
Safety Procedures and other legislation or regulations pertaining to employee health
and safety.
2. Ensure that all legislation and regulations for health and safety are observed, applied
and complied with by all employees assigned to them.
3. Ensure that employees assigned to them receive the required training in health and
safety legislation.
4. Ensure safe work procedures, potential hazards identified and protective measures
taken to prevent illness, injury or accident in the workplace.
5. Ensure maximum protection and minimum inconvenience to residents, staff, clients
and the public.
6. Ensure that an injured employee receives immediate and appropriate medical
anention at the nearest first aid station.
7. Investigate all incidents immediately and complete required forms for the recording
and reponing of those incidents.
8. Make recommendations on the prevention of similar injuries.
9. Constantly inspect the workplace to ensure a healthy and safe environment.
10. Ensure that all equipment is maintained in a clean, safe operating condition AND
that materials are propenytransported, handled and stored.
EMPLOYEES shall:
1. Complywith all procedures and requirements of the Occupational Health and Safety
Act, Municipal Safety Policies and other applicable legislation or regulations.
2. Be responsible for working safely and carrying out their duties with such skill and
care so as to prevent an accidental injury to themselves, fellow employees and
members of the public.
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3. COMPLIANCE - OCCUPATIONAL HEALTH AND SAFETY ACT
REQUIREMENTS
3.1 POLICY Continued...
3. Immediately report all accidents, injuries and health and safety hazards to their
supel'V1Sors.
4. Know the location and operation of all safety equipment including first aid kits and
fire extinguishers.
S. Use protective devices or clothing that the Municipality requires.
6. Ensure that all personal safety equipment is in place ahd in proper working condition
and report to their SupeIVisor if any personal safety equipment is missing and! or not
in proper working condition.
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3. COMPLIANCE - OCCUPATIONAL HEALTH AND SAFETY ACT
REQUIREMENTS
3.2 DUE DILIGENCE
Definition:
Take every precaution reasonable in the circumstances to avoid the hann/ offence.
Purpose:
To provide training for all employees of the Corporation toward understanding and
implementing due diligence in the workplace.
Responsibility:
It is the responsibility of the Employer to encourage the careful and systematic assessment
of specific workplace hazards and the specific actions requireJ to avoid the occurrence of an
accident or injwy.
It is the responsibility of the Municipality to appoint competent Supervisors to ensure the
health and safety of the worker.
Program:
1. To provide education and training to all municipal employees on the Ontario Health
and Safety Regulations and regulations governing the workplace.
2. To provide training to reinforce policies, practices and procedures at the workplace.
3. To develop, through an employee's orientation program, practical steps to be taken
to implement due diligence.
4. To provide education and understanding to all Members of Council regarding their
obligation to take all reasonable care to ensure compliance.
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3. COMPLIANCE - OCCUPATIONAL HEALTH AND SAFETY ACT
REQUIREMENTS
3.3 JOINT HEALTH AND SAFE TY COMMITTEE
To promote awareness to the employees and reinforce commitment to the Municipality's
Health and Safety Program.
PROCEDURES:
1. To meet minimally twice a year with all workers of the Municipality.
2. To report regularly to Cormcil on the development, implementation and
maintenance of a Health and Safety Program
3. To report annually to the Employer a review of the written Occupational Health and
Safety Policy and Program.
4. To work in conjrmction with Departments in providing Health and Safety Training
to employees.
5. To conduct workplace inspections in compliance with the Health and Safety Act.
6. Certified Members of Health and Safety to conduct Accident Investigations in
cooperation with the Department, in compliance with the Health and Safety Act.
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4. TRAINING
4.1 POLICY
Department Heads/Designate develop, implement and eval~te worker training programs
and review procedures annuallywith the Joint Health and Safety Committee, which will
assist management, supervisors and workers in the implementation and maintenance of a
safe work environment.
PURPOSE:
The Department Head will ensure that all workers receive adequate and regular occupational
health and safety training in order to prevent injury or accident in the workplace.
PROCEDURES:
1. The Department Head/Designate will coordinate all health and safety training within
their Departments.
2. Training records will be maintained and filed with theAdministrator's Office.
3. Safety training within a Department as a minimum will consist of the following:
a) employee Orientation Training;
b) WHMIS Training;
c) first Aid Station and list of employees who hold current valid First Aid
Certificates;
d) protective clothing, equipment, devices; and
e) specific training requirements may be considered necessary by Department
Head/SupelVisor/Designate during work assignment.
4.2 WHMIS
PURPOSE:
To give everyone in the workplace the right to know about th~ hazards of materials used in
the workplace and the means to find out the information.
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POLICY:
All employees who work with or in proximity of a controlled product must be trained
annually and be able to:
4. TRAINING
4.2 WHMIS Continued...
1. Identify the types of controlled products they come in contact with or work in
proximity of.
2. Identify the risks posed by each controlled product. This would include being
familiar with use, handling, cleanup and disposal of the product.
3 . Take appropriate emergency measures should they krequired when handling
controlled products.
4. Identify the location of the MSDS for each controlled product that they are working
with or in proximity of.
PROCEDURE:
An employer shall:
1. Ensure that all hazardous materials present in the workplace are identified in the
prescribed manner.
2. Obtain or prepare, as may be prescribed, an unexpired material safety data sheet for
all hazardous materials in the workplace.
3. Ensure that the identification required by clause 1 and 2 are available in English and
such other languages as may be prescribed.
4. Ensure that a hazardous material is not used, handled or stored at a workplace unless
the prescribed requirements concerning identification, material safety data sheets and
worker instruction and training are met.
5. Ensure that a capyof the most recent version of the inventory-and of every-
unexpired material safety data sheet required by this Part in respect of hazardous
materials in a workplace is:
a) made available in the workplace in such a manner as to allow examination by
the workers.
b) furnished to the Joint Health and Safety Committee.
c) furnished on request or if so prescribed to the Medical Officer of Health.
d) furnished on request and if so prescribed to the Fire Department which
serves the location in which the workplace is located.
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4. TRAINING
4.3 WORKPLACE ORIENTATION/JOB SAFETYINSTRUCfION
PURPOSE:
To inform employees of specific safety and health hazards on the job and at the workplace.
All employees are adequately trained to perform their job function safely.
PROCEDURES:
~ Department Heads or their Designates are responsible for the following:
1. Provide information on safety supplies and equipment concerning personal
protective equipment (PPE) required.
2. If PPE is required, demonstrate and to discuss when and why it is required,
how it is to be used, maintenance, etc.
3. To explain the employee's responsibility to report anyunsafe condition to
immediate supervisor.
4. To demonstrate the safe way to do the assigned job including safe use of
equipment and identifying hazards and operating procedures.
S. To show the employee the location of the nearest fire extinguishers and give a
basic demonstration on how to use them
6. To ensure that the employee is knowledgeable with the approved emergency
action plan.
7. To emphasize proper housekeeping practices and explain the employee's
individual responsibilities.
8. If lifting is required at the workplace, demonstrate safe lifting practices and
good body mechanics.
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9 . To ensure workplace Orientation] ob Safety Instruction Clteck1ist is
completed before commencement of any new job activity and! or during the
orientation period for new employees and forms part of the employee's
personnel file.
4. TRAINING
4.3 WORKPLACE ORIENTATION/JOB SAFETY INSTRUCfION CHECKLIST
HEALTH AND SAFETY ORIENTATION a-JECKLIST
(to be completed within two weeks after commencement of duties)
EMPLOYEE'S NAME:
POSITION:
DEPARTMENT:
DATE OF HIRE:
I I INITIAL BOX ON
ACTION COMPLETION
DATE
Occupational Health and Safety Act
1. 0
. Role of Employer
. Role of SupelYisor
. Role of worker
. Fines and Penalties
. Right to Know
. Right to Refuse
. Right to Participate
= Safety Procedures
2. (to be completed by Immediate SupelYisor First Day of Employment) 0
. Specific Sections of O.HS.A
. Reporting of Accidents
. First Aid Station
. Personal Protective Equipment (What is Supplied, How to
Care for It & to Use It, Where to Find It)
. Hazardous Materials in the Workplace
. MSDS Binder
. General Written Rules of Operation
. Supervisor
. Fire Safety Plan
. Fire Extinguishers .
. Tour of the Workplace
Workplace Training
3. (to be determined by the Department and time1ine provided to worker 0
in accordance with appropriate legislations & regulations)
. WHMIS
. Ladders
-
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- Confined Space
.
. SCBA's
. First Aid
. Lifting Devices
. Use of Any and All Equipment Include Small Tools
. Emergency Stop of Equipment
. Fire Alarm S}'tem
. Ammonia Alarm S}'tem
. Legislative Requirements (TSSA, Health)
. En:onomics
Questions to the Employee
4. (to be conducted by Health and Safety Officer when worker is to
assume full duties of position) >
a) Are you aware of your responsibilities under the Act? 0
b) Do you understand all aspects of your job? 0
c) Are you able to wear, maintain the personal protective 0
equipment assigned in the workplace?
d) Is there some work procedure that you are unfamiliar with? 0
e) What are the risks/hazards in working here and what
- measures are you and your emolover taking? 0
0 Joint Health & Safet:y Committee .
0
The worker is requested to attend a Joint Health & Safety meeting
within their probation period.
Health and Safety Orientation has been provided to me in accordance with the above checklist.
Employee Signature
Date
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4. TRAINING
4.4 PERSONAL PROTECTIVE EQUIPMENT (PPE)
PUlpose
To provide a guideline for all workers detailing the requirements for the safe and proper
protection of work related hazards.
Responsibility
It is the responsibility of the employer to fwnish prescribed personal protective equipment
or devices for use by workers and to maintain them for the performance of their duties.
It is the supervisor's responsibility to determine the appropriate personal protective
equipment required and ensure that proper training is received in the correct use and
maintenance of the equipment.
It is the worker's responsibility to properly use personal protective equipment appropriate to
the job assigned. The worker must notify the supervisor when personal protective
equipment requires replacing or is inadequate for the job assigned.
Procedure
Only personal protective equipment approved by the recognized standard will be permitted
for use.
The specific personal protective equipment needs of each task performed will be identified
in accordance with recognized practices and standards and will be documented in the
standard operating procedures for that task or equipment.
Records will be kept for the issue of standard personal protective equipment.
. Records will be kept on PPE training. Only those employees properly trained will be
permitted to perform any task which requires the use of PPE.
The Joint Health and Safety Committee will periodically audit compliance to this
procedure during their montWy inspection.
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4. TRAINING
4.5 ULTRAVIOLET EXPOSURE
POLICY
All Departments should minimize outdoor workers to the exposure of solar ultraviolet
radiation.
PURPOSE
Exposure to ultraviolet radiation is an occupational concern for workers who work in the
sun on a regular basis.
PROCEDURES
E:q>osun:
1. Employees should obtain, wear and maintain appropriate sun protection wherever
possible, especially in the middle of the day.
2. The employer, when practical, should make use of natural or artificial shade and
schedule alternative tasks when UV readings exceed 9.
3. The employer shall put in place adequate UVR control measures and update as
required.
Prevention
1. Workers are encouraged to wear UVR blocking sunglasses when outdoors.
. 2. Qothing providing the maximum available protection, including hats, should be
worn when outdoors.
3. Workers should use a broad spectrum sunscreen with a sun protection factor of 15
or more for minimal protection. Workers should pay special attention to sun
exposed areas (i.e. ears, face, scalp, back of legs, shoulders). Ideally, workers should
apply sunscreen UVR "40" six (6) minutes before going outside.
4. It is reconunended that all workers, especially if theyare sun sensitive (fair skinned,
tan minimally or bum easily) should obtain professional advice regarding the most
effective sun protection therapy for them
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4. TRAINING
4.5 ULTRAVIOLET EXPOSURE Continued...
5. The use of UV safety measures should not lead to other safety risks, the risk of head
injuries from using hats with inadequate impact protection for example, or the risk of
heat stress from wearing heavy clothing in hot environments.
6. All workers in the Municipality must help prevent the over-exposure to UV radiation
on any day when UV readings exceed 9. This is considered to be extreme and
sunburn can result in fifteen (15) minutes. Please consult your immediate supervisor
for safe procedures when working under the sun.
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4. TRAINING
4.6 ERGONOMICS
PURPOSE:
To eliminate or minimize the risk of adverse health effects to workers through the
application of ergonomic principles and methods in the workplace.
DEFINITIONS:
ERGONOMICS - means the applied science that seeks to fit the job, tools, materials and
equipment to the worker through the evaluation and design of the work environment in
relation to human characteristics and interactions in the workplace.
ERGONOMIC F ACfORS - means factors which affect the interaction of a worker with the
work environment.
RISK - means the likelihood and extent of harm a worker may encounter because of a work
condition or activity.
ADMINISTRATIVE CONTROLS - means the provision, use and scheduling of resources in the
workplace, including planning, organizing, staffing and co-ordinating.
ENGINEERING CONTROLS - means the physical arrangement, alteration or design of
workstations, equipment, materials, production facilities or other aspects of the physical
work environment.
PROCEDURE:
EMPLOYER'S RESPONSIBILITY
1. The employer must:
a) identify ergonomic factors that may expose workers to risk of adverse health
effect;
b) educate workers in the recognition of the early signs and symptoms of
adverse health effects resulting from exposure to ergonomic factors and in
the potential health impacts of those effects, and train workers in the
procedures for reporting symptoms and injuries; and
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4. TRAINING
4.6 ERGONOMICS Continued...
c) ensure that a risk identification is reconducted whenever a change in the
work environment is planned or occurs, or ne:wly available information
indicates that workers may be at risk of adverse health effects from exposure
to ergonomic factors.
2. When ergonomic factors that may expose workers to a risk of adverse health effects
have been identified, the employer must ensure that the risk is assessed, taking into
account the characteristics of the workers carrying out the work Ergonomic factors
that must be considered in the identification and assessment of risks are the
following:
a) the physical demands of work, including:
~ force required;
ii) repetition and duration; and
ill) work postures;
b) the layout and condition of the workplace or workstation, including:
~ working reaches;
ii) working heights;
ill) seating; and
iv) floor surfaces;
c) the characteristics of object handled, including:
~ size and shape;
iI) load condition and weight distribution;
ill) container handles;
iv) tool and equipment handles;
v) vibration from hand tools;
v~ local contact stresses; and
viI). gloves;
d) the environmental conditions, including:
~ temperature;
ii) lighting and visibility; and
ill) whole-body vibration;
20
1425
4. TRAINING
4.6 ERGONOMICS Continued...
e) the features of work clothing and personal protective equipment;
f) the following characteristics of the organization of work:
~ work schedules
ii) work- rest cycles;
ill) job rotation and job enlargement; and.
iv) work rate.
3.
a)
The employer must eliminate or, when that is not practicable, minimize the
risk of adverse health effects to workers from exposure to ergonomic factors.
b)
The employer must implement engineering controls in preference to
administrative controls, as far as is practicable.
c)
Personal protective equipment may only be used as a substitute for
engineering or administrative controls if:
i) it provides an equal or higher level of protection of worker health
and safety; and
ii) it is used in circumstances in which engineering or administrative
controls are not practicable.
PROCEDURE
The employer must inunediately implement interim control measures when the
introduction of permanent control measures will be delayed.
1. The employer must ensure that a worker to be assigned to work which requires
specific measures to control the risk of adverse health effects is:
a) educated in:
1426
21
~ risk identification related to the work; and
ii) recognition of early signs and symptoms of adverse health effects
related to the work, and the potential health impacts of those effects.
b) trained in the use of risk control measures including work procedures, and
the use of mechanical aids and personal protective equipment.
4. TRAINING
4.6 ERGONOMICS Continued...
2.
a)
the employer must monitor, and evaluate at least annually, the effectiveness
of the measures taken to comply with this policy.
b) when deficiencies are identified, they must be corrected without undue delay.
3.
a)
An employer should consult with the Occupational Health and Safety
Committee, or the Worker Health and Safety Representative, with respect to
the following:
~ risk identification, assessment and control;
ir) the content and provision of worker eaucation and training; and
iii) evaluation of measures taken to comply with the regulations.
b) In addition to the requirements in clause (a), the employer must, when
perfonning a risk assessment, consult with:
~ workers who are required to carry out the work being assessed; and
ii) workers with signs or symptoms of adverse health effects resulting
from exposure to ergonomic factors.
EMPLOYEE'S RESPONSIBILITY:
Employees must take active role in protecting and promoting health and safety and refrain
from activities that may jeopardize their health. What a worker can do to reduce the risk of
being hurt at work -- nobody knows a job and its problems better than the employee who
perfonns it daily.
a) bting to the employer's attention any workstation, tools or equipment that do not fit
the worker;
b) know the basics of ergonomic safety and follow those rules. Take time to adjust
your workplace and tools to fit your body;
c) any of these signals should prompt you to stop and rest:
~ tingling sensation or numbness in shoulders, anns, wrists, hands, fingers or
back and legs;
ir) vise-like pressure on wrists;
22
1427
4. TRAINING
4.6 ERGONOMICS Continued...
iii) shatp pain in the wrists, fore-arms, supper arms or hands.
d) when performing repetitive tasks for an extended period of time, take regular
exercise breaks and! or ensure frequent changes in activity.
1428
23
4. TRAINING
4.7 LADDERS
PURPOSE
To provide specific procedures for the safe use of a portable ladder.
EMPLOYER'S RESPONSIBILITY
1. To maintain an inventory of all ladders indicating location, type, size and
composition.
2. Ladders to be purchased by the Municipality be Q;A approved and be a minimum of
Oass 1 (Industrial Grade).
3. All ladders not meeting this grade be replaced within a reasonable time frame.
4. All employees using ladders and appropriate safety equipment must be properly
trained.
PROCEDURE
PORT ABLE LADDERS
Employees required to use a portable ladder (extension of stepladder) in the course of their
duties will be required to abide by the following procedures.
· Use the right ladder for the job being perfonned.
· Inspect the ladder before leaving forthe job site and after each use.
· Tag and remove a defective ladder from semce.
· Keep the ladder away from electrical circuits.
· DO NOT use metal ladders when working on electricity.
· Set up banicades or warnings around the ladder in doorways and passageways where
there is a danger of the ladder being struck.
· Oean muddy or slippery boot soles before mounting the ladder.
· Only one person may be on a ladder at a time.
24
1429
4. TRAINING
4.7 LADDERS Continued ...
· Any ladder with a retracted length of more than three (3) meters (10.97 feet) will
require two (2) employees to move, raise, and steady the ladder while in use.
· Face the ladder when ascending or descending.
· Keep the centre of your body within the side rails of the ladder - DO NOT LEAN
OUTSIDE TIIE SIDE RAILS.
· When the hazard of falling is more than three (3) metres (10.97 feet) below the
position he/she is situated, a fall arrest system must be worn and secured.
· Do not cany objects up or down a ladder with your hands - use a rope to hoist
materials or attach materials to a belt.
· When a ladder is used to gain access to a level, the ladder must extend to at least
.914 metres (three (3) feet) above the level.
· Maintain three point contact when climbing up or down a ladder (two hands, one
foot or two feet, one hand).
· Refer to the Occupational Health and Safety Act and Regulations for Construction
Projects (Ontario Regulation 213/91 as amended byO.Reg. 631/94, O. Reg. 143/99,
O.Reg. 571/99 and O.Reg. 145/00) regarding the legislative requirements for use of
ladders .
· Protect children, DO NOT leave a ladder setup and unattended.
STEP LADDERS
How to use a stepladder properly:
· Always fully open a stepladder and lock spreader before climbing.
· Check stability. See that all four feet are on firm, level dry ground.
· Never put a ladder on another structure to gain height.
· Do not overload (check the load rating on the ladder labeD
· Never climb the back of a stepladder.
25
1430
4. TRAINING
4.7 LADDERS Continued ...
. Do not use the paint! tool tray as a step.
. Do not stand on the top or first step below the top of a stepladder.
EXTENSION LADDERS
. Be sure you choose the right length ladder. First measure the distance from the
ground to eaves and then check this chart for the correct size.
TIP: Ladder rungs are .305 metres (12 inch) centres, count the rungs to estimate the
working height.
This chart allows for the proper overlap of the sections plus an additional .914 metres (three
(3) feet) of ladder extending above the working area:
HEIGHT OF EAVES RECOMMENDED EXTENSION MAXIMUM EXTENDED
LADDER LENGTH LENGTH OF LADDER
To 9.5' 16' 13'
From 9.5' to 13.5' 20' 17'
From 13.5' to 17.5' 24' 21'
From 17.5' to 21.5' 28' 25'
From 21.5' to 25' 32' 29'
From 25' to 29' 36' 33'
From 29' to 32' 40' 38'
How to Set Up Your Ladder Safely and Properly
. Place ladder on the ground with the feet against the wall.
. Raise ladder slowly by moving your hands up the rungs.
. Move bottom of the ladder out from the wall, .305 metres (one (1) foot) for every
1.3 metres (four (4) feet) in overhang height.
. Clieck distance from wall by standing in front of ladder with your feet against the
base and anus raised shoulder height. The palms of your hands should touch the
side rails.
26
- 1431
4. TRAINING
4.7 LADDERS CONTINUED ...
How to Use an Extension Ladder Properly
· Secure base when raising and never set up ladder when it is extended.
· For extra safety, have a second person hold the ladder while you are on it.
· Check that the top and bottom ends of the ladder rails are firmly supported. Stake
and tie the feet and tie the top whenever possible.
· Always raise and lower the ladder from the ground and ensure that the ladder locks
are fully engaged before climbing.
· Never climb higher than the third rung from the top of the ladder or you may lose
your balance. Never climb above the top support of the ladder.
· Do not overextend a ladder. Maintain the minimum overlap of sections as indicated
on the ladder label.
27
1432
4. TRAINING
4.8 SAFETY MEETINGS
DEPARTMENTAL
POLICY:
All supervisors are required to conduct regular safety meeting~ with the employees. These
meetings should be planned and scheduled.
PROCEDURE:
1. The safety meeting is probably one of the most important sources of safety
information for the worker.
2. Encourage the employee to bring forward anyrelated"workplace safetyconcems that
they may have.
3. Encourage the employee to actively participate during the meetings.
4. All safety concerns voiced by the employees should be recorded and sent to the
Department Head and Administrator's Office.
5. Agenda items for Departmental Safety Meetings could include:
a) safety videos;
b) safety talks;
c) review of work procedures;
d) supplier or manufacturer to give demonstrations; and
e) JHSC member update.
28
1433
4. TRAINING
4.9 SAFETY MANUAL WORK PROCESSES
POLICY:
To develop and maintain a standard operating procedure for the operation of equipment,
processes, etc.
PROCEDURE:
1. Each workplace will review the various equipment used in their operation and will
develop a list of equipment.
2. A standard operating procedure by each Department will be developed for each of
these pieces of equipment
3. All employees that operate any of these pieces of equipment will be trained in the
standard operating procedure.
OPERATING PROCEDURE:
Each operating procedure shall consist of the following sections:
1. Equipment
a) brand name, type, model number;
b) suppliers name and address; and
c) specific machine requirements (i.e. temperature, humidity, etc.)
2. Materials
a) List of materials that are consumed in the operation of equipment.
3. Pre-Start Up Inspection Cliecklist
The Employee is responsible. A walk around is to be,perfonned prior to starting up
the equipment.
a) The checklist will identify:
~ frequency (i.e. daily, weekly, monthlJ1
iI) what items are to be checked
iii) what remedial action is taken when a problem is identified
iv) the operator who performs the checklist and the date it is performed.
29
1434
4. TRAINING
4.9 SAFETY MANUAL WORK PROCESSES Continued... ~
b) The checklist items may include such items as:
D all guards in place
ii) all manufacturers safety features are intact and operational
iii) no exceSSIve wear
iv) everything is fastened together/nothing is broken
v) all mounts secured
VI) gauges, pressure, temperature, etc.
viI) no personnel can become endangered by start-up
4. Staff Precautions
a) List the precautions that the employee should take while running the
equipment or working in the area, in order to prevent injury to himself or
others.
b) Information about what to do in emergency situations.
5. Personal Protective Equipment
A list of all personal protective equipment that must be worn when operating the
specific equipment must be identified.
6. Operation
This section will explain in detail how to operate the equipment. It should be
complete and as easily understood as possible.
7. Shutdown/Lockout
Shutdown includes both shutdown of equipment, purging of lines, isolating the work
area, etc. Steps should be clear as to emergency and! or regular shutdowns.
30
1435
4. 1RAINING
4.10 WORKING ALONE - POLICY IN PROGRESS
1436
31
4. TRAINING
4.11 EVACUATION/BOMB THREATS - POLICY IN PRCX;RESS
1437
32
5. WORKPLACE HARASSMENT
5.1 POLICY AND PROCEDURE
RESPONSIBILITY
The O:nporation of the Municipality of Oarington, CUPE Local 7 4 and the Oarington Fire
Fighters Association, Local 3139 fully supports the right for every employee to work in an
environment free from harassment, as specified in the Ontario Human Rights Code; RS.o.
1990. "
Every employee has the right to work in an environment free from harassment. No
employee may be harassed because of race, ancestry, place of origin, colour, ethnic origin,
citizenship, religion, creed, sex, sexual orientation, age, record of offenses (provincial
offences and pardoned federal offenses), marital status, family status or handicap.
In keeping with its legal and social responsibilities as an employer, the management of the
Corporation will treat any complaint of harassment as a serioUs matter.
WHAT IS HARASSMENT?
Any cotrunent or conduct by an employer, someone acting for the employer or a co-worker
towards any other employee which is intimidating, annoying or malicious and relates to:
race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, sexual
orientation, age, record of offenses (provincial offenses and pardoned federal offenses),
marital status, family status or handicap, such as: "
~ unwelcome remarks, jokes or insults about a person's racial background, colour,
place of birth, ancestry or citizenship;
ii) the displaying of racist, derogatory or otherwise offensive
ill) insulting gestures or practical jokes based on racial or ethnic grounds which cause
embarassment;
iv) a refusal to converse or work with an employee because of his or her racial or ethnic
background .
v) any other situation as defined by the Human Rights Code.
WHAT IS SEXUAL HARASSMENT?
1438
33
a) vexatious cotrunents or conduct that is know, or ought reasonably to be known, to
be unwelcome;
b) sexual advance or solicitation by a person who is in a position to grant or deny a
benefit to another where the advance is known, or ought reasonably to be known, to
be unwelcome;
5. WORKPLACE HARASSMENT
,
5.1 POLICY AND PROCEDURE CONTINUED ...
e)
Q
g)
h)
~
j)
c)
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;
wmecessa'Y 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 pornographic pictures or other offensive, sexuallyexplicidy material;
practical jokes of a sexual nature, which cause awkwardness or embarassment;
demands or requests for sexual favours, particularly by a person who is in a position
to grant or deny a benefit
compromising invitations.
d)
WHERE IS THE WORKPLACE?
The workplace is 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, and on-road vehicles.
Harassment which occurs outside the workplace but which has repercussions in the work
environment, adversely affecting employee relationships, may also be defined as workplace
harassment.
WORKPLACE HARASSMENT PROCEDURES
Fundamental Principles
1. A spirit of faimess 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 hearing.
2. Confidentialitymust be maintained. Any employee, who is the subject of a
complaint, shall have the knowledge of the complaint within two (2) working days.
The complainant who wishes to seek a remedy or a sanction through this procedure
must be prepared to be identified to the respondent, and those involved in the
resolution of the complaint.
3. This policy provides that the complainant not be compelled to proceed with a
complaint. It further provides the complainant with the right to withdraw a
complaint at any point up to the final disposition of the matter.
4. The respondent is entided to a specific disposition of the issue.
143')
34
5. WORKPLACE HARASSMENT
5.1 POLICY AND PROCEDURE CONTINUED n.
5. Every effort must be made to stop and desist the harassment immediately.
NOTE: Any employee may at any time throughout the process (including
disciplinary action) seek advice or assistance from the Ontario Human Rights
Commission. Any person who believes he/she is being harassed by another person
is advised to take the following measures:
The Complainant
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 co-operate, remind him or her that such
behaviour is against Municipal policy.
Step # 2 - Keep a record of harassment.
When did the harassment start? (e.g. dates, time, locations). What happened? Were there
any witnesses? Were there any threats of 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.
3.1 If the harassment, despite your efforts to stop it, continues, you should report to the
problem to the Municipal appointed Harassment Officer or Department Head or
SupelVisor. If the offending person is the Municipal appointed Harassment Officer,
the complainant should be taken directly to the Chief Administrative Officer or
designate.
3.2 Where a manager or supervisor initially receives the official complaint, it is his/her
responsibiliry to ensure that the Municipal appointed Harassment Officer is notified
about the complaint within two (2) working days from when he/she first received it.
The Municipal appointed Harassment Officer is then responsible for assessment and
initiation of an investigation.
3.3 The Municipal appointed Harassment Officer must acknowledge receipt of a
complaint within two (2) working days (to Manager/Department
Head! Complainant! Alleged Harasser).
35
1440
5. WORKPLACE HARASSMENT
5.1 POLICY AND PROCEDURE CONTINUED...
THE MUNIGIPAL APPOINTED HARASSMENT OFFICER
Step # 1- Investigation of Complaint
The Municipal appointed Harassment Officer will be responsible for investigating
complaints except in situations where it is necessary or appropriate to have the investigation
carried out by an external third party.
1.1 Fact Finding
The Municipal appointed Harassment Officer will conduct a one on one confidential
intelView with relevant parties to obtain infonnation and clarify the details of the reported
incident. Both parties will have an opportunity to identify witnesses or others to be
intelViewed. Where witnesses are not identified, or where otherwise appropriate, co-
workers may be intelViewed. All intelViews will be conducted in a confidential manner.
The Municipal appointed Harassment Officer will document the results and conclusions of
the investigation after intelViewing the complainant, respondent and any other relevant
witnesses including co-workers if necessary. Complainant, respondents may be asked to
verify documentation.
Where appropriate and necessary, the Municipal appointed Harassment Officer may contact
the Ontario Human Rights Commission for advice or assistance.
1.2 Preliminary Findings
Where the infonnation revealed early in the investigation suggests a reasonable possibility of
a resolution, the Municipal appointed Harassment Officer may decide to propose an early
settlement prior to conducting the entire investigation.
Where this situation arises, the Municipal appointed Harassment Officer will convene a
meeting with the parties involved to discuss preliminary findings of the investigation and
inform participants of the possibility and nature of early settlement and the reasons.
This stage allows all parties to become aware of the tentative finds and presents an
opportunity, based on the infonnation, to resolve the matter upon agreement of all parties
without further investigation.
Where agreement is reached and the matter deemed resolved, the Municipal appointed
Harassment Officer will prepare a summary report for the Chief Administrative Officer and
appropriate Department Head.
1441
36
5. WORKPLACE HARASSMENT
5.1 POLICY AND PROCEDURE CONTINUED...
1.3 Further Investigations
Where, as a result of preliminary findings, a resolution cannot be reasonably proposed or
achieved, or where the Municipal appointed Harassment Officer detennines that file closure
at this point would not be appropriate, further investigations will be conducted.
1.4 Notification and Discussion of Results
The Municipal appointed Harassment Officer will subsequently schedule meetings with the
complainant, alleged harasser, Department Head and 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.
1.5 Report to Department Head
A summary of the complaint and results of the investigation will be provided to the Chief
Administrative Officer, Department Head and the parties affected by the outcome.
1.6 Disciplinary Measures
If there is evidence of harassment, disciplinary measures will be taken by the Chief
Administrative Officer as appropriate. Such discipline may include suspension or discharge.
1.7 Malicious Complaints
Where, as a result of an investigation, it is detennined that the complaint was made
maliciously- with a specific and directed intent to hann, or made in bad faith with
reasonable knowledge of any intent to harm, formal disciplinary actions may be taken against
the complainant. Documentation regarding the disciplinary action will be placed in the
employee's personnel file.
Step # 2
Steps should be taken to prevent any re-occurrence of the harassment.
If the complaint is found to be not supported, no documentation of the complaint will be
placed with the employee file of the alleged harasser.
It is the responsibility of the Department Head to make all re;1sonable 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.
37
1442
5. WORKPLACE HARASSMENT
5.1 POLICY AND PROCEDURE CONTINUED...
What Ify ou Are Accused?
Assess your behaviour seriously. Understand that even if you did not mean to offend, your
behaviour has been perceived as offensive.
Cease the behaviour that the person finds offensive and apologize. Failure to cease this
behaviour will leave you more vulnerable to a fonnal complaint, which could lead to
disciplinary action.
If you believe the complaint is unfounded, discuss the matter with your supelVisor and! or
Department Head.
You are entitled to know the allegations against you and to have an opportunity to respond.
DOCUMENT YOUR VERSION OF THE ALLEGED INODENT INCLUDING
TIMES, PLACES, WHAT HAPPENED AND ANY WITNESSES.
1443
38
-----
-
6. ACQUIRED IMMUNE DEFIOENCY SYNDROME AND HUMAN
IMMUNODEFICIENCY (HIV) VIRUS AND OTHER COMMUNICABLE
DISEASES '
6.1 J>OLICY
Putpose
The Municipality of Oarington has an obligation to provide a safe work environment for its
employees and the safe delivery of seIVices to its clients.
The Municipality also recognizes that employees handicapped by illness have a right to
continue to work, as long as these employees are able to perlorm the essential duties of their
jobs in a satisfactory manner, and do not pose an unacceptable risk to their own health and
safety, or that of others. There is therefore no justification for an employee to refuse to
work with someone who is infected with a communicable disease by reason of that fact
alone.
An employee with a communicable disease, AIDS related condition or any other employee
with a health problem has a right to privacy and to have private medical information held in
the strictest confidence.
Ongoing employment for someone who has a life threatening illness is important and may
help to prolong the employee's life, therefore, sensitivity should be exercised in dealing with
employees who have AIDS or other communicable diseases.
J>rocedure
1. A person with a communicable disease is entitled to be treated as would any other
employee or applicant having an illness.
2. Infected employees may continue to work as long as their doctors say they are well
enough and they pose no risk to others.
3. There is no evidence that the presence in the workplace of an employee infected
with HIV poses a risk to the health and safety of other employees. There is
therefore no justification for an employee to refuse to work with someone who is
infected with HIV or has AIDS, Hepatitis B or Hepatitis C by reason of that fact
alone.
4. The Ontario Human Rights Code prohibits discrimination against or harassment of
an employee by either the employer or co- workers on'the basis of handicap or
perceived handicap, including that caused by an illness such as AIDS, HIV and other
communicable diseases.
1444
39
6. ACQUIRED IMMUNE DEFIOENCY SYNDROME AND HUMAN
IMMUNODEFICIENCY (HIV) VIRUS AND OTHER COMMUNICABLE
DISEASES
6.1 POLICY Continued...
Education
1. The Municipality will make every reasonable attempt to provide to all of its workers
information and assistance to enable them to deal with problems which may arise
concerning AIDS, Hepatitis B, Hepatitis C or other communicable diseases.
2. The most up-to-date medical information will be provided to maximize health
protection for employees whose work related activities may bring them into contact
with the blood or body fluids of other people.
3. Procedures must be established by the Municipality and protective equipment
provided to employees who may come into contact with blood and other body fluids
in the course of their normal work activities or emergency situations.
Sources of Information
The most up-to-date and authoritative information available can be obtained from the
following:
Medical Officer of Health
Regional Municipality of Durham
301 Golf Street
Oshawa, Ontario
905-823-8521
Ontario Ministry of Health
Health Information Centre
9th Floor, Hepburn Block
Queen's Park
Toronto, Ontario
Health & Welf!,-re Canada
Federal Centre for Aids
Ottawa, Ontario KiA 012
40
1445
7. CONTMCfOR SAFETY
7.1 POLICY AND PROCEDURE
POLICY:
Omtractors and Sub-contractors are responsible to ensure that their personnel are updated
on all safety concerns of the workplace and are aware of the safety requirements as required
by the Contractor under the Occupational Health and Safety Act. Safety perfonnance will
be a consideration in the awarding of contract. Under the Occupational Health and Safety
Act (Section 23 (1), (2)), it is the constructor's responsibility to ensure that:
. the measures and procedures prescribed by the Occupational Health and Safety Act
and the Regulations are carried out on the proiect;
. every employer and every worker perfonning work on the proiect complies with the
Occupational Health and Safety Act and the Regulations (under the Act); and
. Where so prescribed, a constructor shall, before commencing anywork on a project,
give to a Director notice in writing of the project containing such infonnation as may
be prescribed. '
DEFINITIONS:
Contmctor- any individual or firm engaged by the Municipality to do work on behalf of the
Municipality
Project- means a construction project, whether public or private, including:
. the construction of a building, bridge, structure, industrial establishment, mining
plant, shaft tunnel, caisson, trench, excavation, highway, railway, street, runway,
parking lot, cofferdam, conduit, sewer, watennain, service connection, telegraph,
telephone or electrical cable, pipe line, duct or well, or any combination thereof;
. the moving of a building or structure; and
. any work or undertaking, or any lands or appurtenanc.es used in connection with
construction.
Constroction - includes erection, alteration, repair, dismantling, demolition, structural
maintenance, painting, land cleating, earth moving, grading, excavating, trenching, digging,
boting, driIIing, blasting, or concreting, the installation of any machinery or plant, and any
work or undertaking in connection with a project.
41
1446
7. CONTRACTOR SAFETY
7.1 POLICY AND PROCEDURE Continued...
Constroctor- means a person who undertakes a project for an owner and includes an
owner who undertakes all or part of a project himself or by more than one employer.
PrrJect Manaw - means the municipal management representative who has responsibility for
a contract.
PROCEDURE:
The following items are required before any O:mtractors are hired by the Municipality:
a) Before beginning a project, the project manager or designate must determine
whether any designated substances/hazardous materials are (or will be) present at the
site and prepare a list of all these substances.
b) The project manager or designate must include, as palt of the request for
tender/ quotations, a copy of the above mentioned list. The list of designated
substances/hazardous materials must be provided to all prospective constructors
and! or contractors.
c) The request for tender/quotations will require prospective contractors to include a
list of the designated substances/hazardous materials that will be brought onto the
work site and material safety data sheets.
d) Before awarding a contract, the contractor(s) will be required to complete and sign
the Health and Safety Practice Form (Schedule "A"). The Purchasing Office will
maintain all contractors' safety performance records.
e) As part of the tender/quotation conditions, before award of a contract, the
contractor must provide details of their Health and Safety program.
1) The project manager or designate, if necessary, will provide the successful contractor
with a workplace orientation which will include, but not be limited to identifying
known potential hazards, hazardous material inventory and material safety data
sheets for the sites.
1447
42
7. CONTRACfORSAFETY
7.1 POLICY AND PROCEDURE Continued...
h) Before the start of the assignment the following documentation will be provided to
the successful contractor, by the project manager or delegate:
~ copies of the Municipal Corporate Health and Safety Program
il') departmental health and safety policies
ill') workplace procedures regarding health and safety practices
~ The contractor has the responsibility to provide any and all prescribed personal
protective equipment for their own workers, to include as a minimum but not
limited to hard hats and safety boots. If a worker(s) fails to comply with any
program, policy, rule or request regarding health and safety, that person(s) is not
allowed on the site until the person(s) complies.
j) The Municipality will retain the right to document contractors for all health and
safety warnings and! orto stop any contractors' work if any of the previously
mentioned items are not in compliance. Similarly, the Municipality will have the
right to issue warnings and! orto stop work if there are any violations by the
contractor of the Occupational Health and Safety Act, Municipal Health and Safety
programs, policies, rules, and/or if the contractor creates an unacceptable health and
safety hazard. Written warnings and! or stop work orders can be given to
contractors using Contractor Health and Safety Warning/Stop Work Order Form
(Schedule "B").
k) Where applicable, the Municipality will retain the right to allow municipal employees
to refuse to work in accordance with the established policy and the Occupational
Health and Safety Act, in any unsafe conditions.
1) The Purchasing Department will maintain current certificates of clearance until all
monies owing have been paid to the contractor.
m) Responsibility for ensuring contractor compliance to this policy falls upon the
project manager or designate. This will include identification, evaluation and control
practices and procedures for hazards and follow-up and issuing of Contractor Health
and Safety Warning/Stop Work Orders.
43
1448
7. CONTRACTOR SAFETY
7.1 POLICY AND PROCEDURE Continued...
HEALTH AND SAFETY PRACTICE FORM
To Omtractor( s):
The Municipality of darington is committed to a healthy and safe working environment for all
workers. To ensure the Municipal workplace is a healthy and safe working environment,
contractors, constructors and subcontractors must have knowledge of and operate in compliance
with the Occupational Health and Safety Act and any other legislation pertaining to employee health
and safety.
In order to evaluate your company's health and safety experience, please provide the
accident/incident and! or Workplace Safety Insurance Board (WSIB) infonnation noted below,
where applicable.
. The New Experimental Experience Rating (NEER)
- The WSIB experience rating system for non-construction rate groups
........................................................................
. The Council Amended Draft # 7 (CAD-7) Rating
- The WSIB experience rating system for construction rate groups
.......................................................................
. Injury frequency performance for the last two years
- This may be available from the contractor's trade association.
.......................................................................
. Has the contractor received any Ministty of Labour warnings or orders in the last
two years? (If the answer is yes, please include the infraction).
. Confirmation of Independent Operator Status
- The WSIB independent operator number assigned:
(Bidders to include the letter confinning this status and number livm W:S'IB with their bid
submission).
44
1449
7. CONTRACfOR SAFETY
7.1 POLICY AND PROCEDURE Continued...
CONTRACfOR'S STATEMENT OF RESPONSIBILITY
As a contractor working for the Municipality of Oaringron, 1/ we will comply with all
procedures and requirements of the Occupational Health and Safety Act, Municipal safety
policies, department and site specific polices and procedures and other applicable legislation
or regulations. II we will work safely with skill and care so as to prevent an accidental injUlY
to ourselves, fellow employees and members of the public. ,
1. The contractor/successful tenderer certifies that it, its employees, its subcontractors
and their employees:
a) are aware of their respective duties and obligations under the Occupational
Health and Safety Act, as amended from time to time, and all Regulations
thereunder (the" A ct'); and
b) have sufficient knowledge and training to perform all matters required
pursuant to this contract! tender safely and in compliance with the A ct.
2. In the performance of all matters required pursuant to this contract! tender, the
contractor/successful tenderer shall:
a) act safely and comply in all respects to the A ct, and
b) ensure that its employees, its subcontractors and their employees act safely
and comply with all aspects with the Act.
3. The contractor/successful tenderer shall rectify any unsafe act or practice and any
non-compliance with the A ct at its expense irmnediately upon being notified by any
person of the existence of such act, practice or non-compliance.
4. The contractor/successful tenderer shall permit representatives of the Municipality
and the Health and Safety Committee on the site at any time or times for the
purpose of inspection to determine compliance with this contract! tender.
5. No act or omission by any representative of the Municipality shall be deemed to be
an assumption of any of the duties or obligations of the contractor/successful
tenderer or any of its subcontractors under the A ct.
45
1450
7. CONTRACTOR SAFETY
7.1 POLICY AND PROCEDURE Continued...
6. The contractor/successful tenderer shall indemnify and save harmless the
Municipality:
Contractor
Signature of Contractor
a)
from any loss, inconvenience, damage or cost to the Municipality which may
result from the contractor/successful tenderer or any of its employees, its
subcontractors or their employees failing to act safely or to comply in all
respects with the A ct in the perfonnance of any matters required pursuant to
this contract! tender,
b)
against any action or claim, and costs related thereto, brought against the
Municipality by any person arising out of any unsafe act or practice or any
non-compliance with the A ct by the contractor/successful tenderer or any of
its employees, its subcontractors or their employees in the performance of any
matter required pursuant to this contract! tender, and
c)
from any and all charges, fines, penalties and costs that may be incurred or
paid by the Municipality (or any of its council members or employees) shall be
made a party to any charge under the A ct in relation to any violation of the
A ct arising out of this contract! tender.
Name of Person Signing for Contractor
Date
46
1451
7. CONTRACTOR SAFETY
7.1 POLICY AND PROCEDURE Continued...
Schedule "B"
CONTRACTOR HEALTH AND SAFETY WARNING/STOP WORK ORDER
The purpose of this form is to: (Issuer to check one of the following)
D Provide warning to the contractor to inunediately discontinue the unsafe wotX practices,
if it affects our workplace, described below.
D Direct the contractor to inunediately cease all work being 'perlonned under this contract
due to the unsafe wotX practice described below.
FAILURE TO COMPLY WITH THIS WARNING/STOP WORK ORDER SHALL
CONSTITUTE A BREACH OF CONTRACT.
PART "A" - DETAILS OF CONTRACT
CONTRACTOR/P.O. #
DESOUPTION:
NAME OF FIRM:
47
1452
7. CONTRACTOR SAFETY
7.1 POLICY AND PROCEDURE Continued...
PART "B" - DE TAILS OF INFRACTION (TO BE ffiMPLETED BY ISSUER)
DATE AND TIME OF INFRACTION
DESCRIPTION OF INFRACTION, INCLUDING LOCATION: .
ORDER GIVEN BY MUNICIPALITY:
DID THE ffiNTRACTOR ffiMPL YWI1H TIllS ORDER?
DATE AND TIME OF ffiMPUANCE:
ISSUED TO:
ffiNTRACTOR'S EMPLOYEE TIlLE
ISSUED BY:
MUNICIPAL EMPLOYEE DEPARTMENT TIllE
.
PART "C" - ADDITIONAL ffiMMENfS
TBIS SECTION TO BE USED INIERNAll Y TO REOORD ADDITIONAL OOMMENfS SUBSEQUENT TO
ISSUING THE WARNING/STOP WORK ORDER, I.E. DAlE AND TIME WORK RESUMED, FURTHER
ACTION TAKEN, ETC
.
48
- 1453
8. WORK REFUSALS/STOPPAGES
8.1 POLICY AND PROCEDURE
PROCEDURE
PURPOSE:
To provide a clear understanding of the responsibility and procedures involved in a work
refusal and! or work stoppage in compliance with the Occupational Health and Safety Act.
The Act gives individual workers the right to refuse to work if they have reason to believe
that it may endanger them or another worker.
EXCEPTIONS: The following have a limited right to refuse or stop work due to dangers in
health and safety:
full-time or a volunteer firefighter as defined in the Fire Departments Act
employees who have a responsibility to protect public safety or where the refusal or
stoppage would endanger the life, health or safety of another person, they may only
refuse to work when a machine, tool, piece of equipment or work station is likely to
endanger the worker.
WORK STOPPAGES
The Right to Refuse Unsafe Work
PROCEDURES
1. A worker may refuse to work or do particular work where he or she has reason to
believe that:
~ any equipment, machine, device or thing the worker is to use or operate is
likely to endanger himself, herself or another worker;
iI) the physical condition of the workplace or the part thereof in which he/she
works or is to work, is likely to endanger himself or herself; or
iii) any equipment, machine, device or thing he/she is to use or operate, or the
physical condition of the workplace or the part thereof in which he/she
works or is to work is in contravention of the Act or the regulations and such
contravention is likely to endanger himself/herself or another worker.
49
'f See Chart
1454
8. WORK REFUSALS/STOPPAGES
8.1 POLICY AND PROCEDURE Continued...
BILATERAL WORK STOPPAGE
2. When both joint health and safety committee Certified Members agree that a
dangerous circumstance exists, they have the ability to direct the senior workplace
manager or supervisor to stop work.
DANGEROUS CIRCUMSTANCES
3. The term "dangerous circumstances" is defined under Section 44 of the
Occupational Health and Safety Act. The Act entitles' a Certified Committee
Member to investigate a complaint from an employee that a "dangerous
circumstance" is present. The Act defines a "dangerous circumstance" as a situation
in which:
i) a provision of the Act or the regulations is being contravened;
ii) the contravention poses a danger or a hazard to a worker; and
ill) the danger or hazard is such that any delay in controlling it may seriously
endanger a worker. '
" See OJ.art
so
1455
8. WORK REFUSALS/STOPPAGES
THE RIGHT TO REFUSE UNSAFE WORK
Under the Ontario Occupational Health and Safety Act
Worker believes work is unsafe
Worker immediately infonns
supervisor of situation
Supervisor agrees and takes
corrective action to eliminate
hazard
~
I "r Resumption of Work
-I
T
Following investigation, Supervisor does not immediately
supervisor agrees and takes agree and investigates the situation
corrective action or with Certified worker member of ~
agreement that work is safe Joint Health and Safety Committee "
~
Dispute: worker has reasonable
grounds to believe work is unsafe
Pending results of MOL .-
investigation, the worker
remains in a safe location Supe.rvisor notifies Department
near the work station or is Head or delegate and the
assigned reasonable Department of Human Resources
alternative work by the -r
employer
Ministry of Labour (MOL) is
immediately notified
,I,
The employer, Department Head/Designate, 5afety
Officer, Manger, Cotporate Health, Safety & Benefits,
the worker and the Joint Health & Safety Committee
Certified worker member are present at investigation by
MOL
Pending results of MOL
investigation, another L.
worker may be assigned The employer, the worker and the JHSC
the work but he or she
must be advised of the Certified worker member receive MOL
work refusal and the inspector's decision
underlying reasons in the I Resumption of work I
presence of the Certified
worker member I Corrective action as required f
I
51
1456
8. WORK REFUSALS/STOPPAGES
BILATERAL WORK STOPPAGE
l I Certified member has reason to believe
S1EP 1 dangerous circumstances exist or has received a
complaint that such exists
I ,
Certified member
Certified member requests supervisor
I S1EP 2 entided to time
I investigate matter in his/her presence with pay
I
If not satisfied with supervisor's decision, Certified member
l S1EP 3 I certified member may request second certified entided to time
member (management or worker, whichever _ with pay
the first is not) to investll:!ate also
S1EP 4
If both certified members agree a dangerous
condition exists, they may direct the employer
to stop work involved
If both do not
agree, inspector
may be requested
to investigate
S1EP 5
Employer complies with direction and takes
steps to remedy condition
S1EP 6
Employer requests certified member or
inspector cancel direction
S1EP 7
Certified members joindy, or inspector, cancels
direction
1457
52
S1EP 8
Employer, members, etc. may appeal
inspector's order to adjudicator or file
complaint that certified member acted
recklessly or in bad faith in making or not
making direction to stop work
8. WORK REFUSALS/STOPPAGES
8.1 POLICY AND PROCEDURES Continued...
RIGHT TO REFUSE UNSAFE WORK
Steps to Follow:
. Worker reports problem to supeIVisor and remains in a safe place.
. Supervisor, worker's safety representative or committee member and worker,
investigate situation.
. Worker returns to work if he/she deems situation no longer dangerous.
If parties reach an impasse:
. Worker continues to refuse if reasonable grounds remain.
. Worker stays in a safe place, unless assigned alternative work.
. Ministry of Labour Inspector requested by worker, worker's safety representative or
employer, investigates refusal.
. Inspector conducts investigation in presence of all parties.
. Inspector issues written decision.
Worker returns to work following the completion of required action.
1458
53
9. WORKPLACE INSPECfION
9.1 POLICY AND PROCEDURES
PURPOSE
To inspect the physical condition of the workplace: identifying, evaluating and
reconunending corrective measures for the elimination of potential or actual
dangers! hazards.
INSPECfION POLICY;
1. The Joint Qnnmittee members who represent workers and management shall
designate a minimum of one (1) member each to inspect the physical condition of
the workplace(s) at least once a month in accordance with a schedule established by
the Joint Health and Safety Committee.
2. Inspections shall be conducted during the first week of each month unless otherwise
agreed to by the Joint Health and Safety Committee.
3. All occupational health and safetyconcems raised during the physical inspection will
be recorded on an appropriate workplace inspection form and signed by the
member(s) perfonning the inspection and the attending worker.
INSPECfION PROCEDURES;
1. Joint Health and Safety Committee must be accompanied by a staff member of the
facility, if possible, being inspected.
2. All members conducting inspections will be required to wear the appropriate
personal protective equipment, e.g. hard hat, work boots.
3. The Joint Health and Safety Committee Member inspecting the workplace shall:
a) make employee attending the inspection aware of any hazardous or unsafe
situation.
1459
54
b) if dangerous situation, request the employee to remove or repair the
situation, and to advise their immediate supervisor.
c) record any and all hazards on the workplace inspection forms.
d) at the end of the workplace inspection, the repon is reviewed with the
immediate Supervisor. The repon is then posted.
--
9. WORKPLACE INSPECTION
9.1 POLICY AND PROCEDURES Continued...
4. The workplace inspection form will be forwarded to the Co-chairpersons of the
Joint Committee and to appropriate Department Head (or Designate) within three
(3) days of the workplace inspection.
5. The appropriate Department Head (or Designate) will inform the Joint Health and
Safety Committee of the status of the outstanding items by the next Joint Health and
Safety Committee meeting.
6. If there is no resolution of outstanding items a recommendation to the employer will
be made. The employer will have 21 days to respond.
55
1460
9. WORKPLACE INSPECfION
9.1 POLICY AND PROCEDURES Continued...
BASIC CHECKLIST FOR WORKPLACE INSPECfIONS
1. Walking and working surfaces
2. Stairs and ladders
3. Exits
4. Fire Prevention
5. Housekeeping
6. Notices and bulletin boards for posting all Health and Safety information
7. Personal protective equipment
8. Storage of hazardous materials
9. First aid equipment
10. Material Safety Data Sheets (M.S.D.S.)
56
1461
9. WORKPLACE INSPECfION
9.1 POLICY AND PROCEDURES Continued...
SUGGESTIONS OR METHOD OF IDENTIFYING WORKPLACE SAFETY
HAZARDS AND VIOLATIONS
1. Cleck previous workplace inspection fonns to ensure appropriate action has been
implemented and/or initiated.
2. Ask the attendant questions/communicate with the workers. They are most familiar
with the workplace and may be aware of overlooked hazards.
3. Obtain information from employer and! or workers.
4. Physically observe all areas, open all doors.
5. Use physical senses to identify chemicals, etc.
6. Cleck for safe operating practices, especially if ladders or lockout procedures are
involved.
7. Review all warning devices, not only for function but also for effectiveness. Include
safety devices found on equipment, structures and vehicles.
8. Ensure all restricted equipment operation is operated by authorized personnel and all
operational checklists are complete.
. 9. During the inspection also include areas such as parking lots, back stairs, emergency
exists, hallways and store rooms.
10. Observe the entire work environment to identify process and employee hazards.
Missing personal protective equipment, horseplay, rushing, reaching, repetitive
movement and improper lifting are examples of prOCeSS and employee hazards.
11. Review the preventative maintenance and pre-use programs in place for use of
machinery and! or vehicles. Cleck programs for completeness and effectiveness.
57
1462
9. WORKPLACE INSPECfION
9.1 POLICY AND PROCEDURES Continued...
WHAT TO DO IF YOU ENCOUNTER A HAZARDOUS OR UNSAFE
SITUATION:
a) make employee attending the inspection aware of the situation.
b) advise the employee to isolate the danger areas.
c) remove or repair the situation, or if not practical, advise their immediate supeIVisor.
d) record the hazard on the workplace inspection form.
e) report hazard or unsafe condition to the Joint Health and Safety O:>Iumittee.
1463
58
9. WORKPLACE INSPECTION
9.1 POLICY AND PROCEDURES Continued...
IDENTIFY HAZARDS. TYPES OF HAZARDS
1. SAFE TY HAZARDS
" Unguarded machines
" Unbolted filing cabinets
* Slippery floors
" Trenching
" Guttered aisles
2. CHEMICAL HAZARDS
* Asbestos
" Solvents, e.g. benzene, toluene
* Welding fumes
" Pesticides
* Carbon monoxide
" Fonnaldehyde in insulation, fwniture, etc.
3. BIOLOGICAL HAZARDS
'f Bacteria - salmonella, staph, T.B.
* Viruses
'f Parasites
* Animal bites
" Humidifier lung
" Hepatitis
4. PHYSICAL
" Noise
* Heat and Cold
'f Vibration
* Lighting
* Radiation - VD.T.'s, X-ray, sunlight
* Violence
59
1464
----
9. WORKPLACE INSPECfION
9.1 POLICY AND PROCEDURES Continued...
5. E RGONOMIC/MUSClJLO-SKE LET AL HAZARDS
" Desks
" ClJairs/ seats
* Storage shelves requiring stretching
" Lifting
* Unnatural working positions in sewers
" Work station design, e.g. computer keyboards
6. PHYCHO-SOCIAL/STRESS HAZARDS
" Glt backs
" Shift work
" Sexual harassment
" Overtime
" Public distrust/hostility
DANGEROUS CIRCUMSTANCES
DEFINITION:
Dangerous circumstances are defined under the Act as situations where:
. a provision of the Act or Regulations is being contravened;
. the contravention poses a danger or a hazard to a worker; and
. the danger or hazard is such that any delay in controlling it may seriously endanger a
worker.
60
Section 48(1) A certified member who receives a complaint that dangerous circumstances
exist is entitled to investigate the complaint.
1465
----
9. WORKPLACE INSPECTION
9.1 POLICY AND PROCEDURES Continued...
CERTIFIED MEMBER
SECTION 45
1. A certified member who has reason to believe that dangerous circumstances exist at
a workplace may request that a supervisor investigate the matter and the supervisor
shall promptly do so in the presence of the certified member.
2. The certified member may request that a second certified member representing the
other workplace party investigate the matter if the first certified member has reason
to believe that dangerous circumstances continue after the supervisor's investigation
and remedial actions, if any.
3. The second certified member shall promptly investigate the matter in the presence of
the first certified member.
4. If both certified members find that the dangerous circumstances exist, the certified
members may direct the constructor or employer to stop the work or to stop the use
of any part of a workplace or of any equipment, machine, device, article or thing.
5. The constructor or employer shall immediately comply with the direction and shall
ensure that compliance is effected in a way that does not endanger a person.
6. If the certified members do not agree whether dangerous circumstances exist, either
certified member may request that an inspector investigate the matter and the
inspector shall do so and provide the certified members with a written decision.
7. After taking steps to remedy the dangerous circumstances, the constructor or
employer may request the certified members or an inspector to cancel the direction.
1466
61
8. The certified members who issued a direction may jointly cancel it or an inspector
may cancel it.
9. In such circumstances as may be prescribed, a certified member who represents the
constructor or employer shall designate a person to act under this section in his or
her stead when the certified member is not available at the workplace.
1990, c. 7, s. 25, part.
----
9. WORKPLACE INSPECTION
9.1 POLICY AND PROCEDURES Continued...
DISTRIBUTION OF INSPECTION REPORTS
1. Joint Health and Safety Committee Main File
2. Department Head
3. Co-Olairs
4. Chief Administrative Officer
5. Joint Health and Safety Commirtee Members
6. Facility Attendant at time of inspection
1467
62
SUBSTANDARD CONDITIONS AND CORRECfIVE MEASURES
SUMMARY
ITEM HAZARD DATE: LOCATION:
NO. CLASS
Mgmt. Rep. Sigoatnre Union Rep. Signatnre
DESCRIPTION ASSIGNED
RESPONSIBILITY SIGN UPON DATE
FOR COMPLETION COMPLETED
CORRECfION
CLASS 'A' likelihood of death, loss of body part! permanent loss or major structure or item
QASS B' likelihood of serious intenuptive injury, serious reparative damage
CLASS 'C likelihood of minor loss
--
MUNICIPALITY OF CLARINGfON
JOINT HEALTH AND SAFETY COMMITTEE
WORKPLACE INSPECfIONS
Womplace Employee
Womplace Supe1'V1Sor
63
1468
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9. WORKPLACE INSPECfION
9.1 POLICY AND PROCEDURES Continued...
LEGISLATIVE REQUIREMENTS FOR WORKPLACE INSPECfIONS
PART II
Sec, 8 (23)
(27)
(28)
(30)
(34)
----
Subject to subsection (24), the members of a committee who represent
workers shall designate a member representing workers to inspect the
physical condition of the workplace,
(24)
If possible, the member designated under subsection (23) shall be a certified
member.
(25)
The members of a committee are not required to designate the same member
to perform all inspections or to perform all of a particular inspection,
(26)
Unless otherwise required by the regulations or by an order by an inspector, a
member designated under subsection (23) shall inspect the physical condition
of the workplace at least once a month,
If it not practical to inspect the workplace at least once a month, the member
designated under subsection (23) shall inspect the physical condition of the
workplace at least once a year, inspecting at least a part of the workplace in
each month,
The inspection required by subsection (27) shall be undertaken in accordance
with a schedule established by the committee,
The member shall inform the committee of situations that may be a source
of danger or hazard to workers and the committee shall consider such
information within a reasonable period of time.
A member of a committee is entided to:
(a) such time as is necessary to carty out the member's duties
under subsections (26), (27) and (31)
1469
64
10. ACCIDENT INVESTIGATION
10.1 POLICY AND PROCEDURE
ACCIDENT IINQDENT REPORT
Definitions :
Accident
Occupational Disease
PURPOSE:
The prime objective of the accident report is to provide details for the accident investigation.
POLICY:
1. All accidents and/or incidents must be reported to the Joint Health and Safety
Committee in writing 48 hours after the occurrence.
2, All details as oudined on the Accident/Incident Report Form must be completed.
3. Joint Health and Safety Committee Certified Members will conduct investigations
with the appropriate Department Head/Designate,
4. The Department Heads or their designates must inform the Ministry of Labour as
set out in the OHSA as it refers to critical injuries on any reports that involve lost
time injuries.
ACCIDENT INVESTIGATION
PURPOSE:
The final report is designed to help the workplace learn from the accident. Measures must
be identified and implemented to prevent a reoccurrence.
1471
66
10. ACCIDENT INVESTIGATION
10.1 POLICY AND PROCEDURE Continued...
PROCEDURE:
The report should include, but not be limited to, the followiq;:
1, All events contributing to the accident.
2. Identify deficiencies or breakdowns in the system
3, Immediate and underlying causes,
4. Summarize deficiency and recommendations,
5. Attending Physicians report.
6. Evaluation and implementation by supervisors.
7. Follow-up,
1472
67
MUNIOP ALITY OF CLARINGTON
EMPLOYEE ACCIDENT REPORT
INSTRUCTIONS
1, Pans A and C to be completed by the itrunediate
supervISor.
2, Part B to be completed by the employee,
3 , To be signed by employee and supervisor
5, The Department Head to review, approve and forward to
Payroll within 24 hours,
4, The itrunediate supervisor must submit to Department
Head,
What caused the accident
i.e. Adverse conditions, improper practices, equipment,
materials, actions of other persons
'What action is to be taken to prevent a recurrence of this
accident type?
Follow up action assigned to whom?
What is the completion date?
1, Was the injury or occupational disease the result of a specific accident or
did it occur over a eriocl. of time?
S ecified Accident YO NO
If Yes,
Da Month Year a,m, ,m
2, Is this a recurrence of a previous injury! occupational disease? yo NO
If yes, provide date of previous injury! occupational disease
Day Month Year
Qaim No,
3. To whom was the in' or occu ational disease re orted?
Name:
Title: Phone Number:
4. Date and time reported to employer:
Day
Month Year
a,m
p,m,
5, Was there a delay of more than a day in the worker reporting to the
employer? YON 0
If yes, please explain:
Were you unable to report to work due to the injury? yo NO
6, Worker lost time and! or earnings because of this injury or occupational
disease? YON 0
If yes, give date and time leave started:
Da Month Year a.m,
la, Indicate bod areas, ri ht or left side, and in'
,m
lb Indicate on chart
the site of the injury:
8, Describe injury and list _ights, distances and movements involved, If
this is a claim for an occupational disease, list all exposures to noise, chemical
agents, etc. and duration of the exposure:
1473
68
'J
e's Full Name:
e's Address:
9. Where did the accident or occupational disease occur? (name and
address of location)
10, Have there been any previous injuries or diseases to this part of the
body? yo NO
If yes, please explain:
Employee's days of work (circle desired days)
Mon, Tues. Wed, Thurs, Fri,
Sat,
Sun,
11, Give names, address and telephone numbers of two (2) people who
witnessed the accident, if ossible:
Name: Phone:
Address:
Name: Phone
Address:
12, Was there any delay in the worker seeking medical attention: YON 0
If s, e lain:
Position /Title
Depanment
Normal Working Hours
Employee Signature
13. T of In' First Aid 0 Medical Aid 0 Lost Tune 0
Name of Hos ital/ Oinic:
Name of Doctor:
Supervisor Signature
Revised: J anuat)' 200 1
Copies: 1 & 2 - Payroll
3 - Originating Department
Department Head SigI13ture
Personal information contained on this form is collected lUlder the authority of the Occupational Health and Safety Act and will be used to maintain a record of the incident.
QueStiOllii about this collection should be directed to the :Municipal Oerk, 40 Temperance Street, Bowmanville, Ontario (905) 623.3379.
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11. INJURY ASSESSMENT PROGRAM
11.1 NEW EXPERIMENTAL EXPERIENCE RATING (NEER)
POLICY
To participate in a voluntary reporting program which provides relevant statistical
information on a municipal service basis.
INTRODUCfION - NEW EXPERIMENTAL EXPERIENCE RATING
1. The New Experimental Experience Rating plan promotes effective health and safety
practices through a system of assessment refunds and surcharges based on your
annual accident record.
2, NEER considers the current, future and administrative costs of each claim.
3. NEER protects individual employers, especially smaller ones from the full costs of
an unusually high cost claim or accident year.
4. The plan refunds employers whose accident record is better than average and
surcharges those with accident records below average,
11.2 MODIFIED WORK.
POLICY
1. The Municipality will endeavour to accommodate any employee who has been
injured at work who can return to work with little or 110 time lost. Modified Work
duties in no way affects one's right to compensation benefits or future benefits
should they require them.
INTRODUCfION
Modified duties are modifications to one's normal job duties which allow one to remain at
work while they recuperate from their injUty,
PROCEDURE
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1. Modified duties will be discussed with the worker and their physician to ensure that
required measures are taken.
2. A Doctor's Certificate may be required.
12. INDOOR AIR QUALITY
12.1 POLICY IN PROGRESS
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Schedule "B"
THE CORPORATION OF THE MUNICIPALITY OF CLARINGTON
BY-LAW 99- 145
Being a By-law to establish an Occupational Health
and Safety Policy and an Occupational Health and
Safety Program as required by the Occupational
Health and Safety Act and to repeal By-law #98-110.
WHEREAS, the Corporation of the Municipality of Clarington is committed to
providing a healthy and safe work environment for all personnel. And whereas
the Occupational Health and Safety Act requires each employer in the Province
of Ontario to prepare and review at least annually a written Occupational Health
and Safety Policy and to develop and maintain a program to implement that
policy,
NOW THEREFORE, be it enacted by the Council of the Corporation of the
Municipality of Clarington as follows:
1, THAT the Health and Safety Policy, Schedule A and the Program,
Schedule B, which are attached to and form a part of this by-law, are
hereby adopted as the Municipality of Clarington's Health and Safety
Policy and Health and Safety Program,
2, THAT By-law #98-110 be hereby repealed,
3, THAT this By-law shall come into force and take effect on September 20,
1999,
By-law read a first and second time this 27 day of September, 1999.
By-law read a third time and finally passed this27 day of September, 1999.
Clerk
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Revised July 1999
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SCHEDULE A
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MUNICIPAL HEALTH & SAFETY PROGRAM
POLICY STATEMENT
The Mayor, Council and Management of the Corporation of the Municipality of
Clarington are committed to the Health & Safety of its workers. It is the policy of
the Municipality to provide safe equipment, safe practises and a safe work
environment to all workplaces of the Corporation,
The corporation will provide and maintain a safe & healthy work environment in
compliance with the Occupational Health & Safety Act and all pertinent
regulations. It is our belief that accidents and injuries can be prevented. The
prevention of accidents is an objective affecting all levels of the organization and
its activities.
At all workplaces it is the responsibility of management to fulfil the commitments
set forth in this policy. All workers must protect his/her own safety and must
personally conduct themselves in a manner, which will promote safe work
practices and procedures,
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Clerk
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SCHEDULE 8
II Municipal Health and Safety Program
The Municipality of Clarington through its various Departments will demonstrate
the development, implementation and maintenance of a comprehensive health &
safety program through the following initiatives.
1, Safety Manual
Provide a users manual for all municipal equipment, tools and processes
and identify equipment and procedures, which require instruction, training or
certification.
2. Compliance
Promote awareness and compliance of all workers with legislation including
the Occupational Health and Safety Act and Workers Compensation Act.
3, Safety Responsibility
Reinforce the Municipality's commitment to the Health and Safety Program
and to establish ongoing training programs to educate employees and
promote awareness and to meet regularly with workers,
4, Workplace Inspections
To train, implement and ensure adherence to the procedure for the timely
reporting of dangerous situations and the implementation of corrective
measures through regular workplace inspections by identifying and
evaluating, potential and actual hazards to protect the worker,
5, Accident Investigation Procedure
To train, implement and ensure adherence to the appropriate accident
investigation procedures is the responsibility of all Department Heads
and/or designates in compliance with the Occupational Health and Safety
Act. Implement a thorough accident investigation procedure involving the
Department Heads and the Joint Health and Safety Committee (Certified
Members) to ensure a complete, objective and co-operative investigation to
identify its causes and consequences and submit recommendations,
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6, Education and Training
Develop, implement and evaluate worker training programs and review
procedures annually with the Joint Health and Safety Committee which will
assist management and supervisors in the implementation and
maintenance of a safe work environment.
7, Contractor Safety
To train, implement and ensure adherence to the policy and procedure to
include minimum health and safety requirements for contractors prior to
being hired by the Municipality to be consistent with municipal procedures
and to include procedure for warning and/or stop work orders to be followed
should any contractor violate the established requirements,
8, Workplace Harassment
To train, implement and ensure adherence to the policy and procedure
dealing with all types of workplace harassment.
9, Safety Awareness
To support the annual Safety Awareness Week to promote health and
safety in the workplace.
10, Municipality Injury Frequency - Assessment Program
Participation in a voluntary reporting program which provides relevant
statistical information on a municipal service basis,
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Schedule "C"
Revised: November 25, 2002
JOINT HEALTH AND SAFETY COMMITTEE
Non Affiliated Members
Affiliated Members
Patti Barrie
Lou Ann Birkett
George Acorn
Fred Horvath
Sheila Schweizer
Erica Badley
Gord Weir
Judy Pell
Tom Vendrasco
Pete Lomax
Rob Groen
Dan Welsh
Chad Wubbolt
Mark Sutherland
Altemates
Alternates
Marie Marano
Marie Knight Stanley
Nancy Taylor
Marc Ladouceur
Kathe Groen
Linda Vance
Candice Doiron
Rob Mackay
Meetings are on the 3rd Wednesday of each month
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