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HomeMy WebLinkAboutCOD-002-14 Cladyngton REPORT CORPORATE SERVICES DEPARTMENT Meeting: GENERAL PURPOSE AND ADMINISTRATION Date: FEBRUARY 3, 2014 Resolution#: (900-06f-/ By-law#: N/A Report#: COD-002-14 File#: N/A Subject: Joint Health and Safety Committee — 2013 Summary RECOMMENDATIONS: It is respectfully recommended that the General Purpose and Administration Committee recommend to Council the following: 1. THAT Report COD-002-14 be received; and 2. THAT the updated Harassment Policy E5 (Attachment #1), Health & Safety Policy Statement (Attachment #3) and Terms of Reference (Attachment #4) be endorsed. Submitted by: Mike Mc on, Co-Chair dyc Ladou l ur, Co-Chair Joint Health & Safety Committee Joint ea Safety Committee Reviewed by: 11116� ari Marano, H.B.Sc., Franklin Wu Director of Corporate Services/ Chief Administrative Officer Human Resources FW/MM/ML/MM/gj CORPORATION OF THE MUNICIPALITY OF CLARINGTON 40 TEMPERANCE STREET, BOWMANVILLE, ONTARIO L1C 3A6 T (905)623-3379 F (905)623-0830 REPORT NO.: COD-002-14 PAGE 2 1.0 BACKGROUND 1.1 Report COD-002-14 has been prepared to provide Council with the annual update of activities undertaken by the Joint Health and Safety Committee during the past year. The Occupational Health and Safety Act requires the Joint Health and Safety Committee provide the employer with an annual update if requested. This report also provides a summary of incidents and accidents that occurred in the workplace during 2013. 2.0 2013 HIGHLIGHTS 2.1 Review and Update of Corporate Health & Safety Policies Work has been progressing throughout the year to review and update the Corporate Health & Safety Policies. The update and review process is ongoing in line with our continuous improvement plan. As part of this review the Corporate Policy dealing with Harassment (Attachment #1), the Health & Safety Policy Statement (Attachment#3) and the Terms of Reference (Attachment #4) have been updated and are attached for Council endorsement. 2.2 Workwell Program Work on this program slowed in 2013 as the WSIB/MOL placed the Workwell Program on "hold" for now. As a result we moved these resources and activity towards the newer initiative of the WSIB Safety Group where positive results would equal additional WSIB Rebates. A Workwell member meeting will be arranged to discuss how to finish up and close off any outstanding Workwell initiatives. 2.3 WSIB Safety Group The Municipality is an active member of WSIB Safety Group initiative sponsored by Pubic Services Health & Safety Association. The goal of this group is to have each group member set targets to improve elements of their H&S Program. In May of 2013 WSIB conducted an audit of 5 elements of our Safety Program performance from 2012, and Clarington scored 100% on each element. This resulted in a rebate cheque from WSIB in the amount of$22,544. 2.4 2012 NEER Statement Results Throughout the course of the year, the WSIB monitors the number of reported incidents and accidents. Employers are required to advise the WSIB of any injury that requires medical aid and/or lost time. The cost value of these claims is reported back to the employer quarterly in the form of a NEER statement. NEER is referred to as the New Experimental Experience Rating. The individual employer's performance is measured through the WSIB Performance Index REPORT NO.: COD-002-14 PAGE 3 utilizing the previous four (4) year injury history and are used in part to assess the employer's annual premiums. A rating of 1.0 is neutral; above 1.0 requires addition premium surcharges to be paid by the employer; and a rating below 1.0, the employer receives a refund of premiums. These adjustments are in addition to the base rate group premium of $2.24 per $100.00 of earnings. Clarington has been in a refund situation for the past number of years with the exception of 2010, when a volunteer fire fighter suffered a very serious knee injury. As a result of the ongoing effort and priority given by our employees as we continue our efforts to improve workplace health & safety, Clarington has again received a rebate. Rebates/Surcharges are continually adjusted based on individual claim activity for the previous four years (2009 through to 2012). In January of this year we received a rebate cheque from WSIB in the amount of $102,619.41. The adjustments for the four previous years are as follows; • For 2012 the rebate was for 92,176.55 • For 2011 the review/adjustment increased our 2011 rebate by $649.99 • For 2010 there was an adjustment on our surcharge, they had initially invoiced us for $113,501.87 which we paid in December of 2011, after the rolling review in 2012 they reduced the surcharge to $54,766.84, as a result of the rolling review in 2013 they reduced the surcharge to $44,670.52 so included in the above cheque is a credit adjustment of$10,096.32 for 2010 • For 2009 the review/adjustment reduced our 2009 rebate by ($303.45) 3.0 EARLY and SAFE RETURN TO WORK PROGRAM 3.1 All Departments continue to follow and have success with the Corporate Early and Safe Return to Work Program. In order to reduce lost earnings costs to the above noted NEER program, the WSIB encourages all employers to develop an Early and Safe Return to Work program. The purpose of this program is for the employer to work with the injured employee to return to work as soon as possible after experiencing a work-related injury. 3.2 In most cases, employees who experience a work-related injury return to work within 24 hours and do not incur lost wages. However, in more serious injuries, employees may not be able to perform their normal duties. In the past, those employees would have remained off work until they were able to return to full duties. The Early and Safe Return to Work Program allows the employer to offer the employee alternate duties that would be meaningful to the employer, and not cause any further injury to the employee. By doing so, the employee returns to work earlier than they normally may; the employee does not collect WSIB payment for lost wages and the employer does not incur increased WSIB premiums and/or NEER Surcharges. REPORT NO.: COD-002-14 PAGE 4 4.0 ACTIVITES 4.1 The Joint Health and Safety Committee (JH&SC) is co-chaired by Municipal staff representing both management and workers within the Municipality. The committee represents management workers, Canadian Union of Public Employees Local 74 (both Inside and Outside Workers) as well as the Clarington Fire Fighters Association Local 3139. 4.2 The committee currently consists of 14 members (members list; attachment #2) plus 15 alternate members who attend meetings in the absence of a JH&SC Member and assist with monthly facility inspections. 4.3 The municipal JH&SC members meet every month with the exception of July and August. All minutes are retained within statutory limits and current minutes are posted for all staff on the Health and Safety Boards located at every workplace within the Municipality. A typical agenda will include: • Agenda Review • Introduction of Guests • Department Head Presentation • Approval of Previous Minutes • Business Arising from Minutes • Review of Previous Month Workplace Inspections • Current Workplace Inspections • Accident/ Injury Statistics Review • Update from Emergency Services • Update from Health & Safety Coordinator • Other Business • Workplace Inspection Assignments 4.4 The JH&SC members also conduct monthly inspections of Municipal workplaces. On a monthly basis, there are at least fourteen inspections carried out by the JH&SC. The Occupational Health and Safety Act (OH&SA) states that all facilities must be inspected monthly; and where it is not practical to for a complete inspection, at least part of the facility must be inspected. In addition the requirement to inspect municipal work sites, all other municipally owned facilities (Board operated community centres) are inspected at least once per year. Inspection forms are also retained and the current forms posted on the JH&SC Boards for staff information. 4.5 In the spring of this year Joint Health & Safety Committee Members and Alternates participated in a full day of JHSC training. The morning session was "Ergonomics in The Workplace"; the afternoon session was "Accident Investigation". During 2013 forty nine staff members were certified and/or recertified in First Aid and CPR. REPORT NO.: COD-002-14 PAGE 5 4.6 During 2013, seventy five staff occupying supervisory rolls (Managers, Supervisors, Lead Hands, Captains, Acting Captains and Eligible Acting Captains) have completed Supervisor Health & Safety training. This is a result of the Ontario Government requirement of mandatory Health & Safety training for Supervisors and Workers. This training will continue in 2014 as we work toward the compliance date of July 1St 2014 where all workers and supervisors must show proof they have completed this training. 4.7 During 2013 the Joint Health and Safety Committee reviewed and updated the Terms of Reference. This document was originally endorsed in 2007 by the Ministry of Labour, Clarington Fire Fighters Association Local 3139, CUPE Local 74 the Joint Health & Safety Co-Chairs the CAO and then by Council. It remains our guiding document for Committee activities. Attached is the 2014 update signed again in 2014 by the same parties and is attached for Council endorsement. 5.0 INCIDENTS AND ACCIDENTS 5.1 Incidents and accidents are tracked and reported on a monthly basis to the Health & Safety Committee. The statistics are used to identify trends and opportunities for training. Overall the total number of incidents in 2013 were 66 compared to 53 in 2012 primarily impacted by 9 employees exposed to carbon monoxide in one incident. Incidents include lifts, slips, falls, minor cuts and burns etc. 5.2 The Workplace Safety & Insurance Board (WSIB) requires employers to report a work related accident if they learn that a worker required health care and/or; is absent from work, earns less than regular pay, requires modified work at less than regular pay, or the worker does not receive medical attention but requires modified work for more than seven calendar days following the date of the accident. Employers are not required to report a work related accident if the worker receives only first aid. The Municipality experienced a bit of a spike in reportable workplace injuries during 2013 as compared to 2012 as shown in the chart below. The spike was mostly due from one occurrence where Emergency Services responded to a medical call on December 23, 2013. It was a tragic event where our emergency responders were called to a residence to aid members of our community who were feeling ill. It was later discovered that this residence had high levels of Carbon Monoxide. In response to that and to ensure the health of our emergency responders, even though they were not experiencing any symptoms, the Fire Chief ordered that all nine Firefighters that entered that residence were checked at the Hospital for possible Carbon Monoxide exposure. All nine were checked reported to be okay and released with no medical care required. REPORT NO.: COD-002-14 PAGE 6 REPORTS TO WSIB 2012 2013 Medical Aid 11 18 (9 from one incident of medical checks for Carbon Monoxide) Lost Time 2 6 TOTAL 13 24 These 24 reported injuries are included in the statistics total noted in 5.1 5.3 Ministry of Labour Accident Investigation from 2012 The charges brought forward by the Ministry of Labour On January 25th of 2013 resulting from a training incident involving Emergency Services are still before the Courts and have not yet been resolved. These charges stem from an accident that occurred on February 3, 2012 and are with the Municipality's legal representatives. 6.0 COMMENTS 6.1 Support for the Health and Safety Program within the Municipality has been endorsed by all staff from the part-time occasional staff member to full time staff, supervisors, managers, department heads, CAO and Council. This support has been demonstrated by our ongoing annual Neer rebates helping to reduce WSIB costs. Continued support for staff training programs and awareness will continue to reduce injuries and costs within the workplace. 7.0 CONCURRENCE - Not applicable CONFORMITY WITH STRATEGIC PLAN — Not Applicable Attachments: Attachment 1 — Policy E-5 Harassment Attachment 2 — Joint Health & Safety Committee Members - 2014 Attachment 3 - Health and Safety Policy Statement— 2014 Attachment 4 - Terms of Reference 2014 Update ATTACHMENT#1 Corporate Policy Leading the Way POLICY TYPE: Working Conditions and Programs POLICY TITLE: Harassment POLICY#: E5 POLICY APPROVED BY: Chief Administrative Officer EFFECTIVE DATE: April 28, 1997 REVISED: October 22,2013 APPLICABLE TO: All Employees and Elected Officials The Corporation of the Municipality of Clarington is dedicated to providing a healthy and safe work environment. Acts of workplace harassment by staff, volunteers or visitors will not be tolerated. The Municipality of Clarington has a zero tolerance policy regarding workplace harassment. Any violation of the policy will be investigated and may result in disciplinary action up to and including termination with cause. Violence in the workplace is dealt with under a separate Health& Safety Policy (H-8 Workplace Violence). 1. Purpose: a) To convey the Municipality's commitment to maintaining a workplace free of harassment. b) To ensure employees know what to do if he/she has been harassed or accused of harassing another individual, and are aware of their responsibilities in maintaining a harassment free workplace 2. Derinitions 2.1 Workplace: any location where business of the Municipality is being conducted such as offices and buildings of the Corporation. The workplace includes cafeterias, washrooms, locker rooms, work sites, on-road municipal vehicles and personal vehicles while occupied by municipal employees during travel for the purpose of municipal business, during regular or non regular hours as required. Harassment that occurs outside the workplace but which has repercussions in the work environment, adversely affecting employee relationships, may also be defined as workplace harassment,with each.situation to be evaluated on its own merit. 2.2 Harassment: means engaging in a course of vexatious comments including electronic means of communication or conduct by an employer, someone acting for the employer or co-worker towards any other employee which is intimidating, annoying or malicious and may relate to race, ancestry, place of origin, colour, ethnic origin, citizenship, religion/creed, sex, sexual orientation, age,record of offences (provincial offences and pardoned federal offences), marital status, family status or handicap, against a worker in a workplace that is known or ought reasonably to be known to be unwelcome whether intended or not. E5 -Harassment Page 1 of 7 Corporate Policy Leading the Way 2.3 Harassment is further explained as follows; a) Sexual Harassment: • Sexual advance or solicitation by a person who is in a position to grant or deny a benefit to another. • Reprisal or threat of reprisal by a person in a position to grant or deny a benefit to a person who has rejected his or her sexual proposition • Unnecessary or unwanted physical contact,ranging from touching, patting or pinching to physical assault • Leering or other suggestive gestures • Unwelcome remarks,jokes, suggestions or insults about a person's physical appearance, attire or sex • Displaying, sending or communicating electronically or by any other means pornographic pictures or other offensive, sexually explicit material • Practical jokes of a sexual nature, which cause awkwardness or embarrassment • Demands or requests for sexual favours,particularly by a person who is in a position to grant or deny a benefit • Compromising invitations b) Discriminatory Harassment • Unwelcome remarks,jokes or insults about a person's racial background, colour, place of birth, ancestry or citizenship • The displaying of racist, derogatory or otherwise offensive material • Insulting gestures or practical jokes based on racial or ethnic grounds which cause embarrassment • A refusal to converse or work with an employee because of his or her racial or ethnic background • Any other situation as defined by the prevailing Human Rights Code c) Workplace Harassment • Physically abusive or aggressive behaviour such as pushing,hitting, finger pointing or standing close to the victim in an aggressive manner • Using intimidating or disrespectful body language • Verbally abusive behaviour such as yelling, insults, intimidating comments and name calling • Spreading malicious rumours • Excluding or ignoring the victim • Making little or no eye contact with the victim and refusing to engage in common pleasantries • Sabotaging the victim's work or claiming credit for it • Reportedly blaming others for mistakes • Making false allegations in memos or other documents • A supervisor undermining the victim's efforts by setting impossible goals and deadlines and impeding an employees efforts at promotions or transfers E5 - Harassment Page 2 of 7 Corporate Policy Leading the Way • Persistent excessive and unjustified criticism and constant scrutiny by a supervisor 2.4 Examples that do not constitute Workplace Harassment, providing they are undertaken without malice or intent to intimidate or undermine; • performance reviews • work assignments • work evaluation • disciplinary measures taken by the employer for valid reasons • normal workplace conflict that may occur between individuals, or differences in opinion between co-workers • requesting medical documentation in support of an absence from work 3. Policies: a) The Corporation of the Municipality of Clarington, CUPE Local 74 and the Clarington Fire Fighters Association, Local 3139 supports and recognizes their obligations regarding the right for every employee to work in a harassment free environment, as specified in the prevailing Ontario Human Rights Code and the Occupational Health& Safety Act. b) In keeping with its legal and social responsibilities as an employer, the management of the Corporation shall treat any complaint of harassment as a serious matter. c) No employee shall be harassed because of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, creed, sex, sexual orientation, age, record of offences (provincial offences and pardoned federal offences), marital status, family status or disability. d) A spirit of fairness to both parties must guide the proceedings. This includes the respondent's right to know both the allegations and the accuser and the rights of both parties to a fair and impartial investigation and possibly a hearing. e) Confidentiality will be maintained to the best of management's ability. Any employee who is the subject of a complaint shall be informed of the complaint as soon as reasonably possible. The complainant who wishes to seek a remedy or a sanction through this procedure must be prepared to be identified to the respondent which will be undertaken with efforts to maintain respect for all involved in the situation. All involved in the process are requested to maintain confidentially. f) This policy provides that the complainant not be compelled to proceed with the complaint unless the situation warrants as determined by management. It further provides the complainant with the right to withdraw a complaint at any point up to the final disposition of the matter. Based on knowledge obtained, the Corporation may be required to proceed with the investigation and report without the complainant's direct involvement. E5 - Harassment Page 3 of 7 Corporate Policy Leading the Way g) The respondent is entitled to a specific disposition of the issue as appropriate to the situation and findings. h) The final result or discipline if any, enforced as a result of the complaint need not be shared with the complainant. i) Every effort must be made by all parties to stop the harassment immediately. j) Any employee may at any time throughout the process seek advice or assistance from the Ontario Human Rights Commission. 4. Procedures: The Complainant: Any person who believes he/she is being harassed by another person is advised to take the following measures: Step #1 —Ask the harasser to stop: - Inform the harasser that his or her behaviour is unwelcome. An individual (although he or she should know better)may not realize that he or she is being offensive. A simple chat may resolve the problem. If the person refuses to cooperate, remind him or her that such behaviour is against Municipal policy. If the employee feels uncomfortable asking the harasser to stop, assistance or intervention by Human Resources may be sought. Step #2—Keep a record of the harassment: - When did the harassment start? (E.g. dates,time, locations). What happened? Were there any witnesses? Were there any threats or reprisal?What was your response? Failure to keep a diary of the events will not invalidate your complaint. A record will, however, reinforce it. Step #3—Lodge a complaint: a) If the harassment, despite your efforts to stop it, continues, you should report the problem to your Supervisor, Department Head or a designate from Human Resources. If the offending person is the designate from Human Resources, the complaint should be taken directly to the Chief Administrative Officer or designate. If the offending person is the Department Head, the complaint shall be reported to Human Resources who will bring this matter to the CAO. If the offending person is the CAO, the Human Resources designate has the ability to advise Council in a confidential report. b) If the complaint is against a member of Council, an independent investigation will be conducted, with the report going to the CAO, who is authorized to advise Council of the independent results. c) Once the complaint is received, if verbal, Human Resources will document the events as communicated. If the compliant is in writing the date and time received will be recorded. Both parties may have a copy of the complaint, but Human Resources will retain all formal records. E5 - Harassment Page 4 of 7 Corporate Policy Leading the Way d) Where a manager or supervisor initially receives the official complaint, it is his/her responsibility to ensure that the designate from Human Resources and the Department Head is notified about the complaint as soon as reasonably possible. The designate from Human Resources is then responsible for assessment and initiation of an investigation. e) The designate from Human Resources will acknowledge receipt of a complaint as soon as reasonably possible to the Manager/Department Head/Complainant/Alleged Harasser. f) The Department Head and the CAO will be kept apprised of the process as to the appropriate steps throughout the process. Human Resources: Human Resources with assistance from the Health & Safety Coordinator if requested shall take the following steps: Step #1 —Investigation of Complaint will be conducted by Human Resources or by Independent investigator as appropriate to the circumstances as determined by Human Resources. a) Fact finding i) A confidential interview with relevant parties will be conducted to obtain information and clarify the details of the reported incident. Both parties will have an opportunity to identify witnesses or others who may be interviewed. Where witnesses are not identified, or where otherwise appropriate, co-workers or other individuals may be interviewed. All interviews will be conducted in a confidential manner. ii) The results and conclusions of the investigation will be documented after interviewing the complainant, respondent and any other relevant witnesses including co-workers if necessary. Complainant and/or respondents may be asked to verify documentation. Where appropriate and necessary,the investigator may contact the Ontario Human Rights Commission or independent investigation firms for advice or assistance. b) Preliminary findings i) Where the information revealed early in the investigation suggests a reasonable possibility of a resolution, an early settlement may be proposed prior to conducting the entire investigation. ii) Where appropriate, a meeting may be convened with the parties (either individually or collectively as appropriate) involved to discuss preliminary findings of the investigation and inform participants of the possibility and nature of early settlement and the reasons. iii) This stage allows all parties to become aware of the tentative findings and presents an opportunity, based on the information, to resolve the matter upon agreement of all parties without further investigation. iv) Where agreement is reached and the matter deemed resolved, a summary report will be prepared for the Chief Administrative Officer and appropriate Department Head. E5 - Harassment Page 5 of 7 0 Corporate Policy Leading the Way v) In situations where both parties agree on a settlement but Human Resources deem the situation could pose a risk of further action, danger or legal outcome, Human Resources will make recommendations to the CAO regarding acceptance of the proposed settlement or proceeding further. c) Further investigation i) Where, as a result of preliminary findings, a resolution cannot be proposed or achieved, or where the designate from Human Resources determines that file closure at this point would not be appropriate, further investigations will be conducted. d) Notification and discussion of results i) The designate from Human Resources will subsequently schedule meetings with the complainant, alleged harasser, Department Head and/or Chief Administrative Officer where necessary, to present and discuss the findings and conclusions of the investigation. Separate meetings may be convened if necessary and all parties have a right to be represented. e) Report of Findings i) A written general summary of the complaint and results of the investigation will be provided to the Chief Administrative Officer, Director of Corporate Services/HR, Department Head the complainant and the respondent as they are affected by the outcome. Documents are retained by Human Resources and detailed notes are not provided to complainant or respondent. ii) The final full report will not be released to complainant or respondent or other party involved unless extenuating circumstances dictate, or there is a legal requirement to release the report. f) Disciplinary measures i) If there is evidence of harassment, disciplinary measures will be taken by the Department Head, in consultation with the Director of Corporate Services/HR and the Chief Administrative Officer as appropriate. Such discipline may include suspension or discharge. Documentation regarding the disciplinary action will be placed in the employees personnel file. g) Malicious complaints i) Where, as a result of an investigation, it is determined that the complaint was made maliciously—with a specific and directed intent to harm, or made in bad faith with reasonable knowledge of any intent to harm, formal disciplinary actions may be taken against the complainant, after consultation with the Department Head, Director of Corporate Services/HR and/or CAO as appropriate. Documentation regarding the disciplinary action will be placed in the employee's personnel file. E5 - Harassment Page 6 of 7 Corporate Policy Leading the Way Step #2—Preventing a Re-Occurrence a) If the complaint is found to be not supported, no documentation of the complaint will be placed in the employee file of the respondent, unless the respondent requests a letter of clearance stating the claim was unfounded be placed into their employee file. Human Resources will maintain all records. b) It is the responsibility of the Department Head and Supervisors to make all reasonable efforts to ensure that workplace harassment does not occur and that there is no retaliation for having made a good faith complaint in his or her department. The Respondent: a) Assess your behaviour seriously. Understand that even if you did not intend to offend, your behaviour has been perceived as offensive. Be aware that the test of harassment is not whether you intended to offend,but whether a reasonable person ought to have known that the behaviour, comments or conduct were unwelcome. b) Cease the behaviour that the person finds offensive or unwelcome. Failure to cease this behaviour will leave you more vulnerable to a formal complaint, which could lead to disciplinary actions. c) If you believe the complaint is unfounded, discuss the matter with your supervisor and/or Department Head or Human Resources. d) You are entitled to know the allegations against you and to have an opportunity to respond. e) Document your version of the alleged incident including times,places, what happened and any witnesses. f) Cooperate with any investigation undertaken to resolve the matter. E5 -Harassment Page 7 of 7 Attachment #2 Leading the Way JOINT HEALTH AND SAFETY COMMITTEE MEMBERS 2014-2015 All phone numbers are Area Code 905 NON-AFFILIATED MEMBERS ALTERNATES Ext Ext Mike McCron** 6233379 Patti Barrie* (M) 6233379 Corporate Services— 1St Floor MAC X2204 Clerk's—2"d Floor MAC X2102 Len Hunter (M) 4351061 Mark Berney,**7F 6233379 Community Services—SCA x222 Emergency Services—HQ X2803 Rob Groen** 623-3379 Jenny Bilenduke** 6233379 Operations — Building Services X2920 Engineering—3`d Floor MAC X2301 Marie Marano (M) 6233379 Lockie Longhurst** 263-2291 Corporate Services- 1 st Floor—MAC X2202 Operations— Hampton X535 Lori Gordon** 623-3379 Ken Ferguson (M) 623-5728 Finance— 1St Floor MAC X2604 Community Services - RRC x630 Gord Weir** 623-3379 Gerry Jordan (M) 6233379 Emergency& Fire Services—HQ X2802 Corporate Services— 1St Floor MAC X2201 Lisa Wheller (M) 623-3379 Nancy Taylor (M) 6233379 Corporate Services— 1St Floor MAC X2205 Finance— 1St Floor MAC X2602 Steve Myers** 435-1061 Community Services—SCA x230 AFFILIATED MEMBERS ALTERNATES Marc Ladouceur** Co-Chair 623-5126 Aidan McConkey (F) 623-5126 Emergency & Fire Services Emergency& Fire Services Dan Worrall** 623-5126 Stewart Richardson 623-5126 Emergency& Fire Services ncy& Fire Services Paul Neto** 6233379 Mike Bourke** 263-2291 Operations - Basement- MAC X2922 Operations - Hampton Chris Welsh** 623-5728 Tara Lee Sellick 623-3379 Community Services—G.B. Rickard Community Services—3`d Floor MAC X2505 Ian Laflamme 987-5667 Tim Welsh 623-3379 Community Services- NDRC Operations— Building Services X2925 Michael Ste.Croix 623-3379 Bob Stiles 623-3379 Finance- MAC X2615 Operations— Building Services X2921 Tom Stout 263-2291 Adrian Coolen** 6233379 Operations - Hampton Engineering -3`d Floor MAC X2316 Workplace Inspectors Tom Vendrasco (M) 623-3379 Brigitta Harris (M) 623-3379 Clerks—2nd Floor- MAC X2113 Corporate Services— 1St Floor- MAC X2211 Secretar Alternate Michelle Chambers 623 3379 Gerry Jordan 6233379 Clerk's—2nd Floor- MAC X2106 Corporate Services— 1St Floor MAC X2201 Advisor Franklin Wu — CAO 6233379 CAO's Office—3`d Floor- MAC X2002 Meeting Quorum: 5 Affiliated and 4 Non-Affiliated Members and/or Alternates * Certified Members -Part 1 Effective Date: January 2014 ** Certified Members— WPS (Bold) JAHEALTH&SAFETY\Committee\JHSC Members.doc ATTACHMENT#3 Corporate Policy Leading the Way POLICY TYPE: Health and Safety POLICY TITLE: Health chi Safety Policy Statement POLICY#: H-13 POLICY APPROVED BY: Chief Administrative Officer EFFECTIVE DATE: February 28,2006 REVISED: January 7,2014 APPLICABLE TO: All Employees The Municipality of Clarington is committed to the protection of our employees and property from accidental loss. We believe that this is critical to the success of our business and our goal is zero incidents of injury, illness or damages.We believe an accident free workplace is possible. The Health and Safety of our employees is of the utmost importance in all of our operations, and is a shared responsibility, which must be accepted by everyone in our workplace. A successful safety program and a safe workplace depends on concern and commitment from all personnel. The responsibility for Health & Safety ultimately rests with senior management, but managers and supervisors at all levels will be held accountable for the safety performance of their employees. However, all employees have the responsibility of working safely and protecting the lives and health of themselves and their fellow workers. Being alert to unsafe conditions or practices, looking out for fellow employees and reminding them when they do something unsafe, as well as reporting unsafe conditions is imperative, if we are to achieve our goal. In support of these beliefs, we must accept our responsibilities to minimize risk and injuries to our fellow workers, the public we proudly serve, and to ourselves. Health & Safety must be in our thoughts 24 hours a day, seven days a week. We must meet, and wherever possible exceed, the requirements of all applicable health and safety legislation/regulation, our own standards and work procedures, along with applicable industry standards. Contractors will be held accountable for all infractions of their workers. Contractors and their workers who do not follow the Health & Safety program of the Municipality of Clarington will be asked to leave the work site. By accepting these responsibilities and through active participation and co-operation we will together achieve our goal for a safe, healthy and productive work environment. Our Health and Safety Program Manual and policies will be subject to annual review. For The Municipality For The Joint Health.&Safety Committee 16DA—__ Franklin Wu, Chief Administrative Officer Mike McCron, N -Affiliated Co-Chair Mar 1=. ouceu , Affiliated Co-Chair Attachment #4 TERMS OF REFERENCE FOR THE STRUCTURE&FUNCTION OF A MULTI-WORKPLACE JOINT HEALTH&SAFETY COMMITTEE As Agreed Between THE CORPORATION OF THE MUNICIPALITY OF CLARINGTON AND CANADIAN UNION OF PUBLIC EMPLOYEES - LOCAL 74 AND CLARINGTON FIRE FIGHTERS ASSOCIATION - LOCAL 3139 IAFF AND THE NON AFFILIATED MEMBERS OF THE CORPORATION Terms of Reference Joint Health &Safety Committee- Revised @ April 10, 2006 Revised @: May 5, 2006 [CAO approved changes: A.5.0, B.1.2, B.1.3, 13.5.2, C.1.2] CAO Amendments May 5, 2006 MOL Amendments-September 7, 2006-Attachment to Report COD-049-06 Revised November 7, 2006 (MOL) Rev. 2.1 Revised February 28, 2007 (MOL) Rev 2.4 Revised April 10, 2007 (MOL) Rev 2.5 MOL Amendments-April 10, 2007-Attachment to COD-012-07 January 2014 Update 1 Attachment #4 THIS TERMS OF REFERENCE IS SET OUT IN THE FOLLOWING FORMAT: A. GENERAL TERMS B. JOINT HEALTH & SAFETY COMMITTEE STRUCTURE C. JOINT HEALTH & SAFETY COMMITTEE FUNCTIONS D. JOINT HEALTH & SAFETY COMMITTEE MEETINGS A. GENERAL TERMS A.1.0 Agreement of Parties A.1.1 Mutual Agreement This document respecting the Joint Health and Safety Committee Terms of Reference is mutually developed and agreed to by the noted workplace parties and is submitted to the attention of the Minister of Labour for sanction and approval, pursuant to Section 9(3.1) of the Occupational Health and Safety Act. A.1.2 Ministry of Labour- Right to Withdraw The Minister of Labour reserves the right to withdraw the sanction of this arrangement if deemed appropriate for any reason after consultation with the workplace parties. A.1.3 Collective Agreement-Not Applicable The Joint Health and Safety Committee (JHSC) will not be empowered to amend, alter, subtract from or add to, any of the terms in the Collective Bargaining Agreement(s). A.1.4 Affiliated Workers For the purposes of the Terms of Reference, Affiliated Workers are represented by the Canadian Union of Public Employees, Local 74 (Full Time Inside and Outside Workers); and, the International Association of Fire Fighters, Local 3139 (Full Time Fire Fighters and Fire Prevention.) A.1.5 Non-Affiliated Workers Non Affiliated Workers are all full-time management workers, part-time workers (including seasonal and casual) and volunteer fire fighters. 2 Attachment #4 A.2.0 Process to Address Concerns A.2.1 All employees will be encouraged to discuss their occupational health and safety concerns with their immediate supervisor. If unresolved, an employee may bring the matter to the attention of a Joint Health &Safety Committee member. A.2.2 If asked to assist in an unresolved matter, a Joint Health &Safety Committee member will ensure the factual basis of all unresolved health and safety concerns with the immediate supervisor responsible for the issue, before bringing it to the attention of the Joint Health &Safety Committee for immediate investigation. A.3.0 Review and Changes to Terms of Reference A.3.1 JHSC Annual Review The Joint Health &Safety Committee-shall review this document, at least annually at a regular meeting; and, may recommend revisions to ensure continued compliance with the Occupational Health and Safety Act and applicable legislation. A.3.2 Substantial Change Reported to Council If a change is considered, the proposed change will be brought to the Local Union and Association for concurrence and to Council for endorsement. The amended Terms of Reference will be forwarded to the Ministry of Labour for approval. Changes to the Terms of Reference must be approved by the Ministry of Labour and changes will not come into effect until written approval has been received from the Ministry of Labour. A.3.3 Posting of Change to Terms of Reference Approved changes made to the Terms of Reference,will be posted in all workplaces noting the change and the revision date. 3 Attachment #4 B. JOINT HEALTH &SAFETY COMMITTEE STRUCTURE B.1.0 JHSC Membership& Selection B1.1 Representation The Joint Health &Safety Committee will be comprised of 50%workers and 50% management per the Ontario Health &Safety Act, section 9(7). B1.2 Selection-Worker Representatives The worker representatives will be selected by the Union or Associations who are party to the Terms of Reference. The names of the worker representatives selected will be submitted to the Chief Administrative Officer for addition to the list of members. The selection process of the worker representative will be in accordance with the Local Union/Association Bylaws and Constitutions. The Union/Association will be responsible to nominate or select representatives if there are insufficient volunteers to sit as a JHSC member. B1.3 Selection-Management Representatives The Chief Administrative Officer will offer the opportunity to the Management employees to participate as members of the JHSC from time to time. Department Heads and Managers are directed by the Chief Administrative Officer to encourage Joint Health &Safety Committee membership and participation in Health and Safety matters. The CAO will appoint Management representatives if there are insufficient volunteers to sit as a JHSC member. B1.4 Number of Members A minimum of 4 members will be required on the Joint Health &Safety Committee. It is recommended for broad representation, that the JHSC will be composed of 1 member from the Municipal Administration Centre, 1 member from Community Services Department (facilities), 1 member from Emergency and Fire Services Department, and, 1 member from the Operations Department, as well as alternates. There will be no maximum restriction for members or alternates. 4 Attachment #4 B.1.5 Meeting Attendance Members are encouraged to attend all JHSC on a regular basis. If however, a member is unable to attend the regularly scheduled meeting, the member shall make every effort to ensure an alternate will be in attendance and advise the co-chairs. Alternate members are entitled to attend all meetings of the JHSC. B.1.6 Posting of Names Names,work locations, and telephone extension numbers of Joint Health &Safety Committee members will be posted on the Health &Safety bulleting boards. Staff assigned to field locations will access JH&SC Boards within their Department or reporting location to which they are assigned. 13.2.0 Chief Administrative Officer B.2.1 The Chief Administrative Officer is recognized by the Joint Health &Safety Committee as an advisor to the JHSC. Advice and direction may be sought by the JHSC, from the Office of the CAO, and the Chief Administrative Officer is invited to attend all Joint Health and Safety Committee meetings as an observer or for purposes of providing direction and guidance. B.3.0 _D_epartmental Training 8.3.1 Departmental Health &Safety Training, and training related to safe use of equipment will be the responsibility of the Department. B.3.2 Departments will submit their training program annually to the JHSC. Department training program specifics may be reviewed by the JHSC upon request by the Department involved. B.5.0 Training of JHSC Members B.5.1 Roles & Responsibilities -Training The Co-chair(s) of the Joint Health &Safety Committee will review with all new JHSC members, their roles & responsibilities. This will be done at a regular JHSC meeting, or on an individual basis as appropriate. 5 Attachment #4 B.5.2 Certification of JHSC Members The JHSC will ensure that at least two sitting representatives of the Worker Member group and the Non-Affiliated group are certified. Every effort will be made to ensure there will be a certified member representing workplaces from Emergency and Fire Services, Operations Department, Community Services (Facilities) and the Municipal Administration Centre. C. JOINT HEALTH &SAFETY COMMITTEE FUNCTIONS C.1.0 JHSC Mandate C.1.1 In accordance with the spirit and intent of the Occupational Health and Safety Act, the functions of the Joint Health &Safety Committee shall be: (a) Workplace H &S Matters: to identify, evaluate and recommend resolutions of all matters including dangers or hazards pertaining to health and safety of the worker in the workplace; to the employer through the Chief Administrative Officer or designate. (b) Recommendations and Monitoring: to make recommendations to the employer and workers for the improvement of Health and Safety of all workers; and, to establish and maintain monitoring of programs and procedures respecting the Health and Safety of all workers. (c) Obtain Information- Hazards: to obtain from the employer, information regarding the identification of any potential or existing hazards in the workplace; and, to obtain experience and work practices and information related to hazards (d) Obtain Information-Test!DgL to obtain information from the employer regarding the conducting and/or testing of any equipment, machinery or similar in the workplace for the purposes of Health and Safety; and, to be consulted about, and to have a designated member representing workers be present at the beginning of all testing for the purposes of ensuring valid testing procedures are used and testing is valid. (e) Education &Training: to encourage education and training programs in order that all employees, including JHSC members, are knowledgeable in their rights, restrictions, responsibilities and duties under the Occupational Health and Safety Act. (f) Regulations: to make recommendations on matters related to the OHSA and all relevant Regulations, including WHMIS and Designated Substances where applicable, and reports related to health and safety. 6 Attachment #4 C.1.2 Recommendations to Employer by Worker Representative or JHSC The JHSC and/or a Health & Safety Worker Representative may make recommendations to the Employer (CAO or Designate) for the purpose of making positive and lasting changes relating to health and safety matters in the workplace. Any active member of the JHSC or the JHSC as a whole with the endorsement of either of the Co-chairs may submit the above recommendations to the Employer. Any employee may also submit recommendations through any member of the JHSC. Recommendations should be submitted in writing with all supporting information pertaining to the recommendation (ie studies, investigations etc). Recommendations should be submitted to the Employer as soon as reasonably possible. C.1.3 Right to Refuse Unsafe Work A worker may refuse to work or do particular work where he or she has reason to believe that; a) any equipment, machine, device or thing the worker is to use or operate is likely to endanger the worker or another worker; or, b) the physical condition of the workplace or part thereof in which the worker is likely to endanger himself or herself; bl) workplace violence is likely to endanger himself or herself or, C) any equipment, machine, device or thing the worker is to use or operate or the physical condition of the workplace or the part of the workplace in which the worker works, is in contravention of the Act or regulations and such contravention is likely to endanger the worker or another worker. In such an event, the worker will report the refusal to work to the appropriate supervisor who will immediately investigate the report in the presence of the refusing worker and if there is such in the presence of: • JH&SC member representing the worker • Health &Safety Coordinator • A worker who has knowledge, training and experience selected by the appropriate union or association. • Following the investigation, in the event the worker has reasonable grounds to believe the unsafe condition is unresolved or still exists continuing to endanger the worker or another worker, the employer will contact a Ministry Inspector to investigate. • The worker will remain in a safe place within the vicinity of the workstation during the investigation(s). 7 Attachment #4 • Both the worker and the supervisor will adhere to the regulations of the Occupational Health and Safety Act; Section 43. C.2.0 Workplace Inspections C.2.1 Inspection Schedule The Worker Representative shall develop an inspection schedule and designate worker members to complete physical inspections of the workplace. Buildings that are not regularly used by workers, or where it is not practical to inspect the entire workplace monthly, must have at least part of this workplace inspected monthly,with an entire workplace inspection at least annually. C.2.2 Inspections of Workplace by Worker Representatives In accordance with the Occupational Health &Safety Act obligations, inspections will be conducted by Worker Representatives. Workers shall designate workers inspectors who are trained to inspect the physical conditions of the workplace(s) at least once a month in accordance with a schedule established by the Joint Health &Safety Committee. Where and when possible, a management person shall accompany the worker member. C.2.3 Inspection Records/Forms All occupational health and safety concerns raised during the physical inspection will be recorded on an appropriate prevailing workplace inspection form or logs maintained in the workplace, and copied or notice provided to the Management (Department Head or designate). If possible, identified concerns will be corrected during the inspection. Dangerous or Hazardous concerns will be immediately identified to the responsible supervisor for correction within a reasonable period. Recommendations will be addressed by the employer within twenty- one (21) days of posting the Inspection Record/Form. Inspection forms will be signed by member(s) performing the inspection.The worksheets will then be reviewed by the Joint Health & Safety Committee at regular meetings. C.2.6 Outstanding Items Outstanding items, deemed by the Joint Health &Safety Committee to be significant will remain on the outstanding list, and the status will be reviewed monthly at regular meetings until resolved. 8 Attachment #4 C.2.7 Time Permitted to Conduct Inspections Joint Health &Safety Committee members shall be entitled to one (1) hour (plus reasonable travel time) or such longer period of time as the Joint Health &Safety Committee determines is necessary to conduct workplace inspections. C.3.0 Accident Investigations C.3.1 Definitions Accident An event that results in an injury to an employee Incident An event that results in injury to.people and/or property damage to the environment, equipment, property and/or material Near Miss An event that under different circumstances could have resulted in harm to an individual or damage to the environment, equipment, property and/or material. Property Damage Damage to property is an unsafe or hazardous transfer of energy that did not result in serious consequences to employee health and safety, but did result in damage to property. Critical IniM An Injury of a serious nature that: a) Places life in jeopardy; b) Produces unconsciousness; C) Results in substantial loss of blood; d) Involves the fracture of a leg, or arm, but not a finger or toe; e) Involves the amputation of a leg, arm, hand or foot, but not a finger or toe; f) Consists of burns to a major portion of the body; or, g) Causes the loss of sight in an eye. 9 Attachment #4 C.3.2 Criticallniuries Critical Injuries will be immediately reported to • The Supervisor, Manager, Department Head or designate • The Health and Safety Coordinator • JH&SC Co-Chairs • Human Resources • The Union if applicable The Department Head will contact the Ministry of Labour. Except for the purpose of saving life or relieving human suffering; maintaining an essential public utility service; or public transportation system; or preventing unnecessary damage to equipment or other property, the scene of a Critical Injury will not be disturbed for the purposes of investigation until permission to do so has been given by the Ministry of Labour. C.3.3 Accident Notice to Co-Chairs and Health &Safety Coordinator The Co-Chairs will be advised of workplace accidents and assign member(s) who are trained, to investigate and fill in appropriate documents. The Health &Safety Coordinator will be advised of all accidents, and will accompany, whenever possible, members assigned to investigate. A worker representative from the Fire Association may assist in investigation of fire incidents/accidents if investigation is required. C.3.4 Reporting of Near Miss Accidents/Incidents All near misses must be reported on an incident report. The Co-Chairs and the Health &Safety Coordinator must be notified of all near misses within 24 hours of the incident. Near misses may be investigated by the Co-Chair, or trained members of the Joint Health &Safety Committee, and the Health &Safety Coordinator. C.3.5 Reporting Accidents, Incidents and Critical injury All accidents or incidents as defined herein, must be reported to the Department Head, the Joint Health and Safety Co-Chairs within 24 hours of the accident. 10 Attachment #4 C.4.0 Review of Training Schedule & Objectives CAI The JHSC will review as part of its normal business, the Corporate training schedule proposed for the current year. The training schedule will be developed by the Health &Safety Coordinator The JHSC may make recommendations for inclusion of certain training opportunities, in the annual training schedule. C.5.0 Review of Iniury Statistics C.5.1 The Joint Health &Safety Committee will review as part of its normal business, regular updates of current injury statistics, prepared by the Corporation. The JHSC may make recommendations or comments to the Department where the injury occurred, to assist in preventing future injury or incidents. C.6.0 New Equipment- Review C.6.1 The Joint Health &Safety Committee, upon request by any Department,will review Health & Safety material related to the use and care of new equipment which is unfamiliar to the Department. The Co-Chairs, Corporate Health &Safety Coordinator, and if appropriate, a representative from the Purchasing Division,will be invited to pre-inspections and/or staff training for new or unfamiliar equipment. The Co-Chairs, Health &Safety Coordinator, and Purchasing may request a review of new or unfamiliar equipment, and the responding Department will provide at a mutually agreeable time. D. JOINT HEALTH & SAFETY COMMITTEE MEETINGS D.1.0 Schedule of Meetings The Co-Chairs will jointly create a schedule of meetings to be held during the year; at a minimum of once every three months. The schedule will be circulated to all members. The schedule will form part of the recorded minutes of the JHSC. 11 Attachment #4 D.2.0 Quorum The Joint Health &Safety Committee shall have a quorum of (50%+1) members or alternates present in order to conduct business. The additional one (1) must be from the worker representative. One (1) Co-chairperson must be present in order to conduct business and chair the meeting. D.3.0 Voting Voting by JH&SC Members will be limited to equal numbers of either worker or management members present. D.4.0 Agenda & Items Considered D.4.1 Agenda The Co-chairperson will jointly prepare an agenda and forward a copy of the agenda to all Joint Health &Safety Committee members if possible at least one (1) week in advance of the meeting. D.4.2 Issues/Items to be Considered The Joint Health &Safety Committee may only consider such occupational health and safety issues as have been listed on the agenda or have been agreed upon in advance by the two (2) Co-chairpersons. D.4.3 Resource Speakers In addition to the C.A.O., resource persons or speakers may be invited by the co-chairs to attend a JHSC meeting where an agenda or unresolved item requires additional expertise or comment. D.4.4 Resolutions for Recommendations Normal business items raised from the agenda in meetings will be dealt with on the basis of an informal consensus vote. Recommendations from the Joint Health &Safety Committee, and matters deemed by the JHSC to warrant being recorded in the minutes will be put forward as a recorded motion which will be voted on by the JHSC and approved on the basis of majority. D.4.5 Unresolved / Outstanding Items from Agenda or Meeting Unresolved or outstanding items will be reported in the minutes and will be placed on the agenda for the next meeting. Items that remain unresolved after the third meeting discussion will be referred to the Co-Chairs and Health &Safety Coordinator for review and a recommended resolution to the JHSC. 12 Attachment #4 D.4.6 Posting of Minutes Following the meeting, draft minutes will be circulated to all members of the JHSC for review; to be approved at the next subsequent meeting of the JHSC. Following approval of the minutes, the minutes will be posted on the JHSC bulletin board and corporate intranet. D.5.0 Length of Meeting Monthly Joint Health &Safety Committee meetings should not exceed 2 hours in length (plus reasonable travel time) unless an urgent matter is being discussed, or as agreed by a majority of the members present at the JHSC meeting, or if 24 hours notice is provided in advance of the meeting. Remaining agenda items should be deferred to the next meeting. D.6.0 Entitlement of Members D.6.1 Compensation All time spent in attendance at Joint Health &Safety Committee meetings or activities in relation to the function of the Joint Health &Safety Committee will be paid for at the members' appropriate rate of pay for performing work, in accordance with the Act, and the time spent is to be considered as time at work. Where employees are required to use their personal vehicles for inspections purposes, the employee will be compensated at the current rate paid for mileage. D.6.2 Time for Preparation JHSC members shall be entitled to one (1) hour or such longer period of time as the Joint Health & Safety Committee determines is necessary to prepare for each Joint Health &Safety Committee meeting. 13 Appendix Attachments Appendix A-Workplace Sites with estimated number of employees effective signing date. Appendix B-Workplace Locations for School Crossing Guards effective signing date. Both Appendices are provided for the purposes of providing required information and are subject to change at the direction and approval of Municipal Council. These Terms of Reference are endorsed by signatures: Signed at Clarington Ont., this day of 20_. FOR THE EMPLOYER FOR THE WORKERS (Non-affiliated) Franklin Wu, CAO President, CUPE Local 74 _ f Co-Chair-Management P esi eCla in n Fire Fighters Associaon, Local 3139 ti Co- i�r-W rkers 14 Attachment #4 Appendix A-Workplace Sites Location Address Employees De artment Function Animal Services 33 Lake Road, 7 Clerks Department Animal Control and Bowmanville Shelter Bowmanville Indoor 2375 Baseline Road 8 Community Services Recreation Facility Soccer Bowmanville Department Indoor Soccer Bowmanville 1330 Haines Street 1 Operations Cemetery Operations Cemetery Bowmanville Department Clarington Fitness 49 Liberty Street N 25 Community Services Recreation Facility Centre Bowmanville Department Indoor Pool Courtice Community 2950 Courtice Road N. 50 Community Services Recreation Facility Complex Courtice Department Indoor Pool & Fitness Ctr Darlington Sports 2276 Taunton Road 8 Community Services Recreation Facility Complex Hampton Dept. Seasonal Indoor Arena Fire Station 1 (HQ) 2430 King Street West 45 Emergency and Fire Fire Station and Bowmanville 25 volunteer Services Department Administration Fire Station 2 247 King Street East 25 volunteer Emergency and Fire Fire Station Newcastle Services Department Volunteer Fire Station 3 5708 Main Street 25 volunteer Emergency and Fire Fire Station Orono Services Department Volunteer Fire Station 4 2611 Trulls Road 20 Emergency and Fire Fire Station Courtice 25 volunteer Services Department Fire Station 5 2354 Concession Road 8 25 volunteer Emergency and Fire Fire Station Enniskillen Services Department Volunteer Garnet B. Rickard 2440 King Street West 40 Community Services Indoor Arenas and Recreation Complex Bowmanville Department Community Hall Hampton 2320 Taunton Road 30 Operations Roads, Parks and Fleet Operations Ctr Hampton Department Services Operations and Administration Municipal 40 Temperance Street 144 Main Administrative Administrative Bowmanville Offices Centre Newcastle & District 1780 Rudelle Road 40 Community Services Indoor Aquatics and Recreation Complex Newcastle Community Halls Orono Operations Taunton Road 9 Operations Roads and Parks Centre Orono Department Operations Orono Park Outdoor 61 Princess Street 12 Community Services Outdoor Aquatics Pool Orono Dept. Seasonal South Courtice 1595 Prestonvale Road 40 Community Services Indoor Arenas and Arena Courtice Department Community Halls Tourist Information 181 Liberty Street South 2 Corporate Services Tourist Information and Centre Bowmanville Department Reception Yard 42 2178 Regional Road 42 14 Operations Roads and Parks Bowmanville Department Operations Maintenance Lake Road 2 Operations Building Maintenance Building Bowmanville De artment Part time Staff Various Locations 79 Community Services Program Staff 15 Attachment #4 Terms of Reference for the Structure of a Multi-Workplace Joint Health & Safety Committee Appendix B -Workplace Locations—Crossing Guards Location School Served Corner of Mearns Avenue at Appleblossom Blvd., John M. James Public School B'ville (697-7817) (fax: 623-7341) Corner of Mearns Avenue at Soper Creek Dr., B'ville Vincent Massey Public (623-5502) Corner of King Street at Simpson Avenue, B'ville Vincent Massey Public School (623-5502) Liberty Street (14) at Church Street, B'ville Vincent Massey Public School (623-5502) (REC'D FLASHING SIGN) Liberty Street at IPS for Bowmanville High School Duke of Cambridge French Immersion (623-5437) Corner of Longworth Avenue at Brooking Street, Harold Longworth Public School B'ville (623-3682) Liberty Street (14) at Longworth Avenue, B'ville St. Elizabeth Separate School (697-9155) Longworth Avenue and Scugog Street St. Elizabeth Sep. School (697-9155) Longworth Avenue at Clayton Crescent, B'ville St. Elizabeth Sep. School (697-9155) (REC'D FLASHING SIGN) Corner of Bons Avenue /Scugog Road, B'ville Charles Bowman Public School (697-1777) Bons Avenue/Wyse Crt., B'ville Charles Bowman Public School (697-1777) Waverley Road, north of Rhonda Blvd., B'ville Waverly Public School (623-4323) Tunnel under Hwy. 57 Waverley Public School (623-4323) West Side Drive, south of Bottrell Street/ Bannister Dr. Ross Tilley Public School Street, (623-3841) Aspen Springs Drive/West Side Drive, B'ville Holy Family Sep. Sch. / Dr. Ross Tilley Pub. Sch. (AM/PM only) (623-6255) Holy Family Mill Street (17) at Robert Street, Newcastle Newcastle Public School (987-4262) 16 Attachment #4 King Avenue East at Harmer Walkway, Newcastle Newcastle Public School (987-4262) (REVD FLASHING SIGN) Edward Street at Glass Crt., Newcastle Newcastle Public School (987-4262) Edward Street south of Rudell Road, Newcastle St. Francis of Assissi Separate Public School (987-4797) Prestonvale Road at Claret Road, Courtice Dr. Emily Stowe Public (433-8747) (REC'D FLASHING SIGN) Robert Adams Drive at Whittaker, walkway, Courtice Dr. Emily Stowe Public (433-8747) (REC'D FLASHING SIGN) Sandringham Drive (in front of Dr. Emily Stowe Dr. Emily Stowe Public Pub.Sch.) (433-8747) Meadowglade Road at Robert Adams Drive, Courtice Dr. G.J. MacGillivray Public (436-2054) (REC'D FLASHING SIGN) Regional Rd. 22 (Bloor Street) / Meadowglade Road, Dr. G.J. MacGillivray Public Courtice (433-2054) Nash Road west of Cherryblossom, Courtice S.T. Worden Public School (436-0715) Glenabbey Drive (in front of Mother Teresa Sep. Mother Teresa Separate School), (between Robert Adams Dr. and Auburn (433-5512) Lane), Courtice Nash Road (between Richfield Sq. and Fourth Courtice North Public Street), Courtice (436-2055) Nash Road at Trulls Road, Courtice Courtice North Public School (436-2055) Courtice Road and Nash Road, Courtice Courtice Intermediate High School (French and English) (436-2074) Avondale Drive at Brownstone Crescent, Courtice Lydia Trull Public School (438-9648) Trulls Road south of Sandringham Drive, Courtice Lydia Trull Public School (438-9648) (RECT FLASHING SIGN) Trulls Road at Avondale DriveNorkville Ave., Courtice Good Shepherd Sep. School (404-9868) 17