OCCUPATIONAL HEALTH AND SAFETY PROGRAM POLICY STATEMENT:

ACCIDENT/INCIDENT/NEAR MISS REPORTING AND INVESTIGATION PROCEDURE

ACCIDENT/INCIDENT/NEAR MISS REPORTING AND INVESTIGATION PROCEDURE

1. resulted in serious injury to, or death of, a worker,
2. involved a major structural failure or collapse of a building, bridge, tower, crane, hoist, temporary construction support system or excavation,
3. involved the major release of a hazardous substance, or
4. was an incident required by regulation to be reported

Last Updated: Jan 8 2009 10:01 AM

Workplace Inspections

WORKPLACE INSPECTIONS

James Western Star Sterling Ltd. in accordance with WorkSafe BC’s Occupational Health and Safety Regulation Part 3, Sections 3.5 to 3.8 and Part 4, Sections 4.1 to 4.12, must ensure that regular planned inspections are made of all workplaces including buildings, structures, grounds, excavations, tools, equipment, machinery and work methods and practices. Depending on the workplace and the type of hazards that might develop, inspections may be performed daily, weekly, or monthly, the intention is that they are scheduled at intervals that will prevent the development of unsafe conditions.

Controls are used to eliminate or mitigate each hazard identified. Controls are practices, procedures and standards that our company and workers use to eliminate or reduce hazards and risks. The three types of controls are:

1. Engineering controls (proper handrails and flooring to prevent slips and falls)
2. Administrative controls (the development of safe work procedures)
3. PPE (proper foot wear and hi visibility clothing). One or all of these controls may be used to eliminate or to reduce hazards and risks when they are identified.

Regular planned inspections of the workplace are intended to:

• Identify hazardous conditions and unsafe acts that have the potential to cause injury or disease.
• Promptly determine necessary corrective measures and implement without delay.
• Prevent unsafe work conditions from developing.
• Improve health and safety practices and procedures.
• Display supervisory commitment to health and safety.
• Empower employees which leads to the ownership of a safe work environment.

Three different kinds of inspections are as follows:

• Regular planned workplace inspections. Performed by a team including both worker and management representatives’ familiar with the work processes. The use of a checklist is advised with the results recorded and kept on file. Any unsafe or harmful conditions found during the inspection should be reported immediately to the supervisor and employer and remedied without delay.
• Equipment inspections. Workers should be trained to inspect their machinery, tools, and equipment regularly, following the manufacturer’s recommendations or as required by the Occupational Health and Safety Regulations.
• Special inspections. The Occupational Health and Safety Regulation requires that a special inspection must be made after a malfunction or accident to ensure that work does not resume until it is safe to do so.

If you have any questions or would like to contribute to the above guidelines please advise any of your safety committee members or Trish in the Williams Lake branch.

If you require any checklists or guidance on how to create your own please feel free to contact me for help.

Trish Moore
Safety Coordinator

Last Updated: Jan 8 2009 09:58 AM

Workplace Conduct / Harassment Policy

James Western Star Sterling Ltd. management does not condone and will not tolerate behavior that is likely to undermine an employees’ dignity, self-esteem and productivity.

All James Western Star Sterling Ltd. management are accountable for taking immediate and appropriate action when they receive a complaint of harassment or personally observe an incident of harassment. Whether an incident of workplace harassment occurs within the workplace or outside the workplace, James Western Star Sterling Ltd. acknowledges their responsibility to support and assist persons subjected to such harassment.

James Western Star Sterling Ltd. is committed to providing a safe, healthy, and rewarding work environment. (Refer to Workers Compensation Act Div 3 – General Duties of Employers, Workers and Others.).

This policy covers harassment arising from work-related responsibilities or work-related relationships during the course of work assignments in and outside the Branch. For the purpose of this policy harassment will be defined as:

• Discriminatory behaviour based on one’s race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, gender, sexual orientation, or age.
• Objectionable behaviour – whether verbal, physical or by innuendo – by a person who knows or who reasonably ought to know that the behaviour would create an environment not conducive to work.

Discrimination and Harassment refer to intentional or unintentional behaviour for which there is no reasonable justification. Harassment is general conduct or comment, or a series of behaviours or comments, which ought reasonably to be known to be objectionable or unwelcomed. Such behaviour discriminates against specific undividuals or groups on the basis of prohibited grounds as defined by the BC Human Rights Code.

This policy is designed to respect the rights of all parties in the complaint process. It is designed to ensure that individuals feel free to come forward with complaints of harassment without fear of reprisal, including inappropriate disclosure of information provided during the complaint process. Appropriate discretion and confidentiality is the general rule used to govern the complaint process and will include the rights of all involved.(Refer to Workers Compensation Act Division 6 – Prohibition Against Discriminatory Action/Division 7 – Information and Confidentiality/Div 10 – Accident Reporting and Investigation).

This policy also covers workplace conduct arising from “improper activity or behaviour”. This includes

1. the attempted or actual exercise by a worker towards another worker of any physical force so as to cause injury, and includes any threatening statement or behaviour which gives the worker reasonable cause to believe he or she is at risk of injury, and
2. horseplay, practical jokes, unnecessary running or jumping or similar conduct.

Workers are prohibited from engaging in any improper activity or behaviour at a workplace that might create or constitute a hazard to themselves or to any other person. Any improper activity or behaviour must be reported and investigated. (Refer to the WorkSafe Regulations Part 4 – General Conditions).

Upon investigation of a complaint and there is a finding of harassment there will be actions taken which may include education to facilitate an understanding of harassment, or disciplinary actions which may include suspension or even dismissal.

To report any of the situations as outlined in the policy above please contact your Manager, Supervisor or any one of your Safety Committee Members.

If you require further information, would like to contribute anything regarding this policy or would like clarification on any of the information in this document you are encouraged to contact Trish Moore at the Williams Lake Branch.

Trish Moore
Safety Coordinator
James Western Star Sterling Ltd.

Last Updated: Jan 8 2009 09:58 AM

Roles and Responsibilities

• Ensure the health and safety of all workers by providing a safe workplace.
• Ensure that all workers are aware of all reasonably foreseeable health or safety hazards that they are likely to be exposed to by their work.
• Take immediate corrective action to correct any workplace conditions that are hazardous to the health and safety of workers.
• Initiate an immediate investigation into incidents, take corrective action and follow up to prevent reoccurrence.
• Ensure all workers have the training and qualifications for the tasks to which they are assigned.
• Provide all required training to ensure the health and safety of workers.
• Keep written records of training.
• Establish and maintain a comprehensive occupational health and safety program, including a written health and safety policy, an incident investigation procedure, and written policies and procedures.
• Attend safety meetings.
• Support supervisors, safety coordinators, and workers in their health and safety activities, and promote employee participation in all health and safety initiatives and programs.
• Communicate all relevant health and safety information and policies to all workers.
• Provide required first aid equipment and services
• Provide and maintain all Personal Protective Equipment (PPE) as required by WorkSafe BC Regulations. Please refer to our PPE Policy located on the staff webpage under “Safety Program”.
• Understand the right to refuse unsafe work.
• Report serious incidents to WorkSafe BC as set out in the Workers Compensation Act Division 10.
• Cooperate with the Board, Officers of the Board and any other person carrying out a duty related to the regulations.
• Make a copy of the Workers Compensation Act and the Occupational Health and Safety Regulation readily available for review by workers

• Take reasonable care to protect the health and safety of themselves and others. Work safely and encourage others to do the same.
• Know and follow the health and safety requirements affecting his/her work consistent with the established safe work procedures of the company and the regulations of WorkSafe BC.
• Ensure they are confident that they have the training and qualifications to perform all of the tasks they are assigned. If a worker does not know how to perform a task safely, they must ask for direction and training before the requested task begins.
• Report to their supervisor/employer any unsafe acts or conditions, or contraventions to the WorkSafe Regulations.
• Report any injury or illness to a first aid attendant or supervisor.
• Use, wear and inspect Personal Protective Equipment (PPE) as required by the WorkSafe Regulation Part 8.
• Report any PPE not in safe working condition.
• Not engage in any horseplay or similar behaviour or conduct that may endanger themselves or their co-workers.
• Ensure their ability to work is not impaired by alcohol, drugs or other causes.
• Cooperate with any health and safety representatives.
• Attend safety meetings.
• Understand the right to refuse unsafe work and the reporting procedure.
• Cooperate with the Board, Officers of the Board and any other person carrying out a duty related to the regulations.

• Ensure the general health and safety of all workers under their direct supervision and instruct workers in safe work procedures and policies.
• Have full understanding of all WorkSafe BC Health and Safety Regulations pertaining to their supervision duties.
• Make all workers under their supervision aware of all known or reasonably foreseeable health and safety hazards in the area that they work.
• Ensure that workers are properly trained for all of the tasks assigned to them and that they are adequately trained to operate tools and equipment.
• Check that their work is being done safely. Correct any unsafe acts or conditions.
• Ensure the proper use of PPE and all requirements are being followed.
• Cooperate with any health and safety representatives.
• Attend safety meetings.
• Cooperate with the Board, Officers of the Board and any other person carrying out a duty related to the regulations.

Last Updated: Jan 8 2009 09:58 AM

RIGHT TO REFUSE UNSAFE WORK PROCEDURE

Last Updated: Jan 8 2009 09:58 AM

Prevention of Violence in the Work Place

POLICY STATEMENT:

JAMES WESTERN STAR STERLING LTD. is committed to providing and maintaining a safe, progressive workplace and recognizes the potential for violent acts or threats directed against staff by persons other than JAMES WESTERN STAR STERLING LTD. employees.

Every effort has been made to identify the sources of such action by conducting a risk assessment in accordance with WorkSafe BC Regulation 4.28. Hazards have been identified and the following procedures developed to eliminate or minimize the risks to staff.

The management of JAMES WESTERN STAR STERLING LTD. will ensure that all staff members are aware of the hazards and are trained, Section 4.30, in the appropriate actions to take for protection from acts of violence or threats. All workers are required to follow the procedures that are implemented for their protection and the protection of others. All incidents must be reported immediately to your supervisor or management and documented on an incident report form.

TRAVELING TO AND FROM WORK:
Always park in well lit areas. Avoid alleys, wooded areas and tunnels. Be aware of other vehicles and persons in the parking lot. Be sure to have all of your personal belongings to prevent reaching back into the vehicle once you have exited. Ensure the vehicle is locked and all of the windows are up while it is unattended.

Be sure to use main entrances and exits as much as possible, avoiding rear or secluded entrances or exits.

If possible avoid walking to your vehicle alone, go with other workers. If you are alone then there must be a check in procedure in place with someone to be sure that you arrived home safely.

If you are attacked scream, as long and as loud as possible. Run to the nearest well-lit area. If your purse, deposit bag or any other personal belongings are taken, do not resist and do not chase the robber. Call the police immediately after an incident and record the appearance and any distinguishing characteristics of the offender.

WORKING ALONE:
If you are working alone someone must contact you periodically to ensure that you are OK. This may include a predetermined action by other employees working in isolation in different areas of the building. This action may be simply checking with each other at breaks and recognizing the fact that all shift members are leaving the parking lot after work is done. If faced with an emergency refer to your local emergency numbers or dial 911. Report all incidents to your supervisor and/or management personnel.

SHOPLIFTING AND ROBBERY:
Unless you are trained to intervene without risk to yourself or your co-workers, do not become physically involved with the thief and do not give chase. Call the police immediately after any incident and record the appearance and distinguishing characteristics of the offender.

To help prevent shoplifting and robbery keep the store clean, tidy and well-lit. Leave the sales counter when there are no customers in the store. Greet everyone who enters the store looking directly at them and getting eye contact.
Keep alert at all times. Be familiar with the building layout and escape routes available in an emergency. Know the location of phones or assistance outside the premises. After dark, check that outside lights are on and working.
Keep the register funds to a minimum and post signs indicating that “Minimum cash is kept on the premises”.

If a situation occurs, remain calm. Handle the entire procedure as though you are making a sale to a customer. Most robberies last under two minutes. The longer a robbery takes, the more nervous the robber becomes, so keep it short and smooth.

Listen carefully and obey. Don’t fight. Don’t delay. Don’t argue. Don’t jeopardize your own safety or that of other workers.
Give them all cash and merchandise that they demand.

Immediately after the robbers or shoplifters leave, call the police and record everything that you can recall about the appearance, mannerisms and any distinguishing characteristics on an incident report form.

In accordance with Section 4.31 in Part 4 of the regulation, it is recommended that a worker consult a physician of their choice following a violent incident and it is recommended. This is only if they feel that it is required.

DEALING WITH IRATE CUSTOMERS:
Remain calm and try to calm the customer. Listen carefully and try to put yourself in the customer’s shoes, “don’t take it personal”. Avoid escalating the situation and try to find ways to diffuse the situation. If you cannot calm the individual call your supervisor or management for help.

MAKING DEPOSITS:
Avoid making deposits at night or alone. Don’t be predictable, vary deposit times.

ATTENDING COURT PROCEEDINGS:
In the event that an employee of JAMES WESTERN STAR STERLING LTD. is required to attend court proceedings on behalf of the company it is advisable that two staff members attend together. Many of the situations that would require an employee to attend such proceedings are concerned with issues that are of a sensitive nature and the other individuals involved are normally feeling challenged and emotions can easily get out of control. Remain calm and follow the rules and procedures as set out in the courtroom. Also be aware of the security that is offered to you if you feel threatened in any way.
Report any incidents to your supervisor or management and document on an incident report form.

The management of JAMES WESTERN STAR STERLING LTD. has implemented this safe work procedure and policies in accordance with WorkSafe BC Regulation 4.29 and to also promote the safest and most productive work atmosphere it can for its employees. As always these initiatives will be reviewed annually or if any circumstances change that will affect them. The input of all management and staff is always welcome and expected. If you find that an area of this safe work procedure is lacking information or if you would like to discuss this procedure please feel free to contact me at anytime or consult one of your safety committee members.

Trish Moore
Safety Coordinator
James Western Star Sterling Ltd.

Last Updated: Jan 8 2009 09:58 AM

Personal Protective Clothing and Equipment (PPE) Policy

Occupational Health and Safety Regulation Part 8
Occupational Health and Safety Regulation Part 7

Note: Nothing in this procedure will preclude or alter an existing or future agreement between a worker or workers and James Western Star Sterling Ltd. to the effect that the employer will be responsible for the provision either at no cost or at some cost to the worker of any or all PPE described.

Employees are responsible for providing clothing needed for protection against the natural elements, general purpose work gloves, appropriate safety footwear and safety headgear.

James Western Star Sterling Ltd. will provide at no cost to the employee, all other items of personal protective clothing and equipment for use by employees in the course of their work duties.

When hired, employees will be instructed in the proper use and care of their PPE by their supervisor. All employees are required to maintain their PPE by keeping it in good working order and sanitary condition.

Supervisors must ensure that appropriate personal protective equipment is available to workers, properly worn, cleaned and maintained.

All PPE must be CSA approved and meet regulatory requirements.

Safety footwear must be of a design, construction and material appropriate to the protection required. To determine appropriate protection the following factors must be considered: slipping, uneven terrain, abrasion, ankle protection and foot support, crushing potential, temperature extremes, corrosive substances, puncture hazards and any other recognizable hazard.

Hi-visibility clothing must contrast with the environment for optimum identification with reflective trim on both front and back.

Workers who are exposed to flash fires, molten metal, welding and burning or similar hot work hazards, must wear flame resistant clothing appropriate to the risk of exposure.

Safety headgear must be worn by a worker in any work area where there is danger of head injury from falling, flying or thrown objects, or other harmful contacts.

Eye protection must be worn by all workers when entering and working in posted risk areas and when handling or exposed to materials which are likely to injure or irritate the eyes.

If there is a risk of face injury, suitable face protection must be worn. When cutting aluminum with the skill saw wear the full face shield provided, not just the regular eye protection.

Initial hearing tests will be preformed no later than 6 months after the start of employment and at least once every 12 months after the initial test.

James Western Star Sterling Ltd. will communicate the results of tests to workers and will maintain the results in employee’s personnel files.

When required the employer must provide appropriate respiratory protective equipment if a worker is or may be exposed to concentrations of an air contaminant in excess of an applicable exposure or excursion limit, or to an oxygen deficient atmosphere.

The management of James Western Star Sterling Ltd. has implemented this safe work procedure to promote the safest and most productive work atmosphere possible for its workers. Input from all departments is always welcome and expected, so if you find that there is something missing from this procedure or you have questions regarding its content please feel free to discuss your concerns with me, your supervisor or any one of your joint committee members.

A review of all policies and procedures will be performed annually or sooner if any circumstances change that will affect them.

Trish Moore
Safety Coordinator
James Western Star Sterling Ltd.

Last Updated: Jan 8 2009 09:58 AM