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LIFTSAFE ENGINEERING & SERVICE GROUP

INC.

Occupational Health & Safety Policies &

Procedures Manual

MARCH 31, 2015 MASTER COPY

Table of Contents Date of Issue: March 31, 2015 Review/Revise Date: April 21, 2016. Authorized by: Murray Feick Reviewed/Revised by: JHSC

Liftsafe Engineering & Service Group Inc. 2

Table of Contents

Section 1 – Health and Safety Policy Statements .......................................................... 8

Section 1.1 – Health and Safety Policy .................................................................................8

Section 1.2 – Workplace Violence Policy ..............................................................................9

Section 1.3 – Workplace Violence Program ........................................................................ 10

Insert Section 1.3a – Workplace Violence Assessment Worksheet ...................................... 18

Insert Section 1.3b – Workplace Violence Assessment Action Plan ..................................... 18

Insert Section 1.3c – Workplace Violence Report Form ...................................................... 18

Insert Section 1.3d – Workplace Violence Investigation Report .......................................... 18

Insert Section 1.3e – Workplace Violence & Harassment Resolution Statement Form ......... 18

Section 1.4 – Workplace Harassment Policy ....................................................................... 19

Section 1.5 – Workplace Harassment Program ................................................................... 20

Insert Section 1.5a – Workplace Harassment Report Form ................................................. 22

Insert Section 1.5b – Workplace Harassment Investigation Report ..................................... 22

Section 2 – Health and Safety Roles & Responsibilities ............................................... 23

Section 2.1 – Senior Management Responsibilities ............................................................ 23

Insert Section 2.1a – Health & Safety Program Review and Revisions Form in the front of the manual as page 1. ............................................................................................................. 25

Section 2.2 – Supervisor Responsibilities ........................................................................... 26

Section 2.3 – Worker/Supplied Labour Responsibilities ...................................................... 28

Section 2.4 – Worker/Supplied Labour Accountabilities ..................................................... 30

Insert Section 2.4a – FM-002 Employee Warning Form ...................................................... 30

Section 2.5 – Right to Refusal to Work ............................................................................... 31

Insert Section 2.5a – Work Refusal Flowchart .................................................................... 32

Insert Section 2.5b – Work Refusal Form ........................................................................... 32

Insert Section 2.5c – Substitute Worker Record ................................................................. 32

Section 2.6 – Contractors Responsibilities .......................................................................... 33

Insert Section 2.6a – Contractor’s Signoff Letter ................................................................ 36

Insert Section 2.6b – Contractor’s Responsibilities ............................................................. 36

Insert Section 2.6c – Contractor’s Orientation Checklist ..................................................... 36

Insert Section 2.6d – Contractor Pre-Job Briefing ............................................................... 36



Section 2.7 – Contractors Accountabilities ......................................................................... 37

Insert Section 2.7a – Contractor’s Accountabilities ............................................................ 38

Insert Section 2.7b – Warning Letter for Contractors ......................................................... 38

Insert Section 2.7c – Termination of Contract Letter for Contractors .................................. 38

Section 2.8 – Subcontractors Responsibilities .................................................................... 39

Insert Section 2.8a – Subcontractor’s Signoff Letter ........................................................... 42

Insert Section 2.8b – Subcontractor’s Responsibilities ........................................................ 42

Insert Section 2.8c – Subcontractor’s Orientation Checklist ................................................ 42

Insert Section 2.8d – Subcontractor Pre-Job Briefing .......................................................... 42

Section 2.9 – Subcontractors Accountabilities .................................................................... 43

Insert Section 2.9a – Subcontractor’s Accountabilities ....................................................... 44

Insert Section 2.9b – Warning Letter for Subcontractors .................................................... 44

Insert Section 2.9c – Termination of Contract Letter for Subcontractors ............................. 44

Insert Section 2.9d – Subcontractor's Post-Job Evaluation Form ......................................... 44

Section 2.10 – Visitors Responsibilities .............................................................................. 45

Insert Section 2.10a – Notice to Visitors ............................................................................ 45

Insert Section 2.10b – Sign In Record ................................................................................. 45

Section 2.11 – Personnel Responsible to Co-ordinate Health and Safety Activities .............. 46

Section 3 – Posted Health and Safety Materials ......................................................... 47

Section 3.1 – Occupational Health and Safety Act .............................................................. 47

Section 3.2 – Material Safety Data Sheets (MSDS) ............................................................. 47

Section 3.3 – Occupational Health and Safety Explanatory Materials .................................. 48

Section 3.4 – Form 82 – In case of Injury at Work ............................................................... 49

Section 3.5 – Emergency Services and Numbers ................................................................. 50

Refer to Section 6.1b Emergency Phone Numbers List ....................................................... 50

Section 3.6 – Policies and Reports ..................................................................................... 50

Section 4 – Injury/Illness Reporting, First Aid Treatment, Injury/Illness Investigation and Early and Safe Return to Work ............................................................................ 51

Section 4.1 – Injury/Illness Reporting ................................................................................ 51

Insert Section 4.1a – Guide for Injury/Illness Reporting ...................................................... 52

Insert Section 4.1b – FM-077 First Aid Injury or Incident Report ......................................... 52

Section 4.2 – First Aid Requirements ................................................................................. 53

Insert Section 4.2a & c – First Aid Kit Inspection Checklists ................................................. 53



Section 4.3 – Injury/Illness/Incident Investigations ............................................................ 54

Insert Section 4.3a – Annual Injury Reporting and Analysis Form ....................................... 57

Insert Section 4.3b – Witness Statement Form................................................................... 57

Insert Section 4.3c – Injury/Illness/Incident Investigation Report ....................................... 57

Insert Section 4.3d – Notice of a Workplace Death or Critical Injury Form........................... 57

Section 4.4 – Early and Safe Return to Work ...................................................................... 58

Insert Section 4.4a – Claims Log ........................................................................................ 65

Insert Section 4.4b – First Notice to Health Professional regarding Form 8.......................... 65

Insert Section 4.4c – Subsequent Notice to Health Professional regarding FAF .................... 65

Insert Section 4.4d – Functional Abilities Form .................................................................. 65

Insert Section 4.4e – Professional’s Report (Form 8 page 3) ............................................... 65

Insert Section 4.4f – Return to Work Plan .......................................................................... 65

Insert Section 4.4g – Physical Demands Analysis ................................................................ 65

Insert Section 4.4h – Letter to Worker (Return to Work) .................................................... 65

Section 5 – Hazard Identification and Risk Assessment .............................................. 66

Section 5.1 – Hazard Recognition ...................................................................................... 66

Insert Section 5.1a – Workplace Hazard Assessment Worksheet ........................................ 68

Insert Section 5.1b – Instructions for Workplace Hazard Assessment Worksheet ................ 68

Section 5.2 – Hazard Assessment & Control ....................................................................... 69

Insert Section 5.2a – Hazard Control Methods ................................................................... 70

Insert Section 5.2b – Workplace Hazard Assessment Action Plan for Hazard Controls ......... 70

Section 5.3 – Safe Operating Procedures ........................................................................... 71

Insert Section 5.3a – Safe Operating Procedures ................................................................ 71

Section 5.4 – Reporting Hazardous/Substandard Conditions .............................................. 72

Insert Section 5.4a – Hazard Reporting Form ..................................................................... 73

Section 6 – Emergency Response and Evacuation....................................................... 74

Section 6.1 - Emergency Evacuation Plan ........................................................................... 74

Insert Section 6.1a – LESG Emergency Evacuation Plan ...................................................... 74

Insert Section 6.1b – Emergency Drills Record ................................................................... 74

Insert Section 6.1c – Crime Incident Report ....................................................................... 74

Insert Section 6.1d – Bomb Threat Checklist ...................................................................... 74

Insert Section 6.1e – Emergency Phone Numbers .............................................................. 74

Insert Section 6.1f – Spill Incident Report .......................................................................... 74



Section 6.2 – Fire Prevention & Protection Equipment ....................................................... 75

Section 7 – Joint Health and Safety Committee .......................................................... 78

Section 7.1 – The Joint Health & Safety Committee ............................................................ 78

Section 7.2 – Composition ................................................................................................. 79

Section 7.3 – Selection & Training ..................................................................................... 80

Section 7.4 – Certified Members ....................................................................................... 81

Insert Section 7.4a – Bilateral Work Stoppage Flowchart ................................................... 82

Insert Section 7.4b – Unilateral Work Stoppage Flowchart ................................................. 82

Section 7.5 – Posting of Members Names & Work Locations .............................................. 83

Insert Section 7.5a – Posting of Members Names & Work Locations ................................... 83

Section 7.6 – Meetings ...................................................................................................... 84

Insert Section 7.6a – Meeting Agenda ............................................................................... 85

Insert Section 7.6b – Meeting Minutes .............................................................................. 85

Section 7.7 – Written Recommendations to the Employer ................................................. 86

Insert Section 7.7a – JHSC Written Recommendation Form ................................................ 86

Section 8 – Health and Safety Inspections .................................................................. 87

Section 8.1 – JHSC Inspections ........................................................................................... 87

Insert Section 8.1a – Monthly Workplace Inspection Checklist ........................................... 88

Insert Section 8.1b – Workplace Inspection Report ............................................................ 88

Section 9 – Health and Safety Training ...................................................................... 89

Section 9.1 – Training Needs Review ................................................................................. 89

Reference LESG Training Matrix ........................................................................................ 89

Section 9.2 – Health & Safety Awareness Training ............................................................. 90

Insert Section 9.2a – Record of Training Form .................................................................... 90

Section 9.3 – Worker Orientation Training ......................................................................... 91

Insert Section 9.3a – Worker Orientation Checklist ............................................................ 92

Insert Section 9.3b – Worker Orientation Quiz ................................................................... 92

Section 9.4 – Job Specific Orientation Training ................................................................... 93

Insert Section 9.4a – Probationary Worker Evaluation Form .............................................. 93

Section 9.5 – MSD’s and RSI’s Training .............................................................................. 94

Section 10 – Personal Protective Equipment (PPE) ..................................................... 95

Section 10.1 – Worker Selection, Use & Care of Personal Protective Equipment (PPE) ........ 95



Section 11 – Lockout ................................................................................................. 98

Section 11.1 – Lockout and Tag-out ................................................................................... 98

Insert Section 11.1a – lockout Removal Form .................................................................. 104

Insert Section 11.1b – Lockout Semi-Annual Compliance Audit ........................................ 104

Refer to Section 11.1c – Machine Specific Lockout Procedures ......................................... 104

Section 12 – Hot Work ............................................................................................. 105

Section 12.1 – Hot Work Permit Program ........................................................................ 105

Insert Section12.1a – Hot Work Permit Form ................................................................... 106

Section 13 – Fall Protection ..................................................................................... 107

Section 13.1 – Fall Arrest Systems (FAS) – Working Safely at Heights ................................ 107

Section 14 – Ladders ............................................................................................... 111

Section 14.1 – Ladder Safely & Inspection Program .......................................................... 111

Insert Section14.1a – Ladder Monthly Inspection Checklist .............................................. 112

Section 15 – Aerial Work Platforms ......................................................................... 113

Section 15.1 – Aerial Work Platforms (AWP) .................................................................... 113

Insert Section15.1a – Aerial Work Platform Inspection Checklist ...................................... 114

Section 16 – Cranes, Hoists & Lift Trucks .................................................................. 115

Section 16.1 – Cranes & Hoists ........................................................................................ 115

Insert Section16.1a – Industrial Crane/Hoist Inspection Checklist ..................................... 116

Section 16.2 – Lift Trucks ................................................................................................. 117

Section 17 – Rigging ................................................................................................ 118

Section 17.1 – Rigging ..................................................................................................... 118

Section 18 – Confined Space .................................................................................... 120

Section 18.1 – Confined Space Program ........................................................................... 120

Insert Section 18.1a – Appendix A Confined Space Recognition ........................................ 124

Insert Section 18.1b – Appendix B Confined Space Hazard Assessment ............................ 124

Insert Section 18.1c – Appendix C Hazard Control Methods ............................................. 124

Insert Section 18.1d – Appendix D Confined Space Entry Permit ....................................... 124

Section 19 – Machine Guarding ............................................................................... 125

Section 19.1 – Machine Guarding .................................................................................... 125

Section 19.2 – Pre-Start Health & Safety Reviews ............................................................ 127

Insert Section 19.2a – PSR Industrial Reg. Section 7 Table ................................................ 128



Insert Section 19.2b – PSR Flowchart ............................................................................... 128

Insert Section 19.2c – H&S Clearance Checklist ................................................................ 128

Section 19.3 – Safe Use of Hand and Power Tools ............................................................ 129

Section 20 – Electrical Safety ................................................................................... 132

Section 20.1 – Electrical Safety ........................................................................................ 132

Section 21 – Noise ................................................................................................... 135

Section 21.1 – Noise........................................................................................................ 135

Section 22 – Respiratory Protection ......................................................................... 137

Section 22.1 – Respiratory Protection Program ................................................................ 137

Insert Section 22.1a – Respirator User Screening Form .................................................... 140

Insert Section 22.1b – Qualitative Fit Test Form ............................................................... 140

Section 23 – WHMIS ................................................................................................ 141

Section 23.1 – Workplace Hazardous Information System (WHMIS) ................................. 141

Insert Section 23.1a – WHMIS Symbols ........................................................................... 143

Section 24 – Drug and Alcohol Policy ....................................................................... 144

Section 24.1 – Drug and Alcohol Policy ............................................................................ 144

Section 25 – Working Alone Policy ........................................................................... 146

Section 25.1 – Working Alone Policy ................................................................................ 146

Section 26 – Defensive Driving Policy ....................................................................... 147

Section 26.1 – Defensive Driving Policy............................................................................ 147

Section 27 – Asbestos Awareness Policy .................................................................. 149

Section 27.1 – Asbestos Awareness Policy ....................................................................... 149

Section 28 – Benzene Awareness Policy ................................................................... 151

Section 28.1 – Benzene Awareness Policy ........................................................................ 151

Section 29 – Hydrogen Sulfide Awareness Policy ...................................................... 153

Section 29.1 – Hydrogen Sulfide Awareness Policy ........................................................... 153

Section 30 – Lead Awareness Policy ......................................................................... 156

Section 30.1 – Lead Awareness Policy .............................................................................. 156

Section 31 – Heat Stress Program ............................................................................ 158

Section 31.1 – Heat Stress Program ................................................................................. 158

Section 1 – Health and Safety Policy Statements Date of Issue: March 31, 2015 Review/Revise Date: April 21, 2016 Authorized by: Murray Feick Reviewed/Revised by: JHSC


Section 1 – Health and Safety Policy Statements Section 1.1 – Health and Safety Policy Date: March 31, 2015 The management of Liftsafe Engineering & Service Group Inc. is vitally interested in the Health and Safety of its workers. Protection of workers from injury or occupational disease is a continuing objective. Liftsafe Engineering & Service Group Inc. will make every effort to provide a safe, healthy work environment. All supervisors and workers must be dedicated to the continuing objective of reducing risk and injury. Liftsafe Engineering & Service Group Inc. as an employer is ultimately responsible for Health and Safety. As President, I give my personal promise that every reasonable precaution will be taken for the protection of the workers. Supervisors will be held accountable for the Health and Safety of workers under their supervision. Supervisors are responsible to ensure that machines and equipment are safe and that workers work in compliance with established safe work practices and procedures. Workers must receive adequate training in their specific work tasks to protect their health and safety. Every worker must protect his or her own health and safety by working in compliance with the law and with safe work practices and procedures established and required by the employer. It is in the best interest of all workplace parties to consider Health and Safety in every activity. Commitment to Health and safety must form an integral part of this organization from the President to the workers. Signed: President Liftsafe Engineering & Service Group Inc.



Section 1.2 – Workplace Violence Policy Date: March 31, 2015 The management of Liftsafe Engineering & Service Group Inc. is committed to the prevention of workplace violence and is ultimately responsible for worker health and safety. We will take whatever steps are reasonable to protect our workers from workplace violence from all sources. Violent behavior in the workplace is unacceptable from anyone. This policy applies to management, supervisors, workers, customers and visitors. Everyone is expected to uphold this policy and to work together to prevent workplace violence. There is a workplace violence program that supports this policy. It includes measures and procedures to protect workers from workplace violence, a means of summoning immediate assistance and a process for workers to report incidents, or raise concerns. Liftsafe Engineering & Service Group Inc. as the employer will ensure that this policy and the supporting program are implemented and maintained and that all workers and supervisors have the appropriate information and instruction to protect them from violence in the workplace. Supervisors will adhere to this policy and the supporting program. Supervisors are responsible for ensuring that measures and procedures are followed by workers and that workers have the information that they need to protect themselves. Every worker must work in compliance with this policy and the supporting program. All workers are encouraged to raise any concerns about workplace violence and to report violent incidents or threats. Workers are assured that there will be no negative consequences for reports made in good faith. Management is committed to investigate and deal with all incidents and complaints of workplace violence in a timely and fair manner, respecting the privacy of all concerned to the extent possible. Further details are outlined in our Workplace Violence Program. Signed: President Liftsafe Engineering & Service Group Inc.



Section 1.3 – Workplace Violence Program Purpose To develop a Workplace Violence Policy and Procedure to protect all workers in the workplace. Scope This program pertains to all workers, customers, contractors and visitors at Liftsafe Engineering & Service Group Inc. References Occupational Health & Safety Act Subsections 1(1), 25(2)(a), 27(2)(a), 28, 32.0.1-32.0.5, 43, 52, 55 and 70 MOL Guideline Workplace Violence and Harassment: Understanding the Law OHSCO Developing Workplace Violence and Harassment Policies and Programs: A Toolbox Liftsafe Engineering & Service Group Inc. Emergency Response Plan Definitions Acts of Violence include but are not limited to: Physical acts – hitting, shoving, pushing, kicking, assault; Any threat, behaviour or action – understood to have the potential to harm or endanger safety of others, resulting in act of aggression, destruction or damage of property; and/or Disruptive behaviour- not appropriate to work environment – yelling, screaming. Conditions of Work: Means other aspects such as hours of work or shift work. Court Order: Means an order by a Court that specifies and/or restricts the behavior of an individual. Domestic Violence includes but is not limited to: Physical, psychological, emotional, intimidation, verbal or sexual abuse of people by person’s partners or ex-partners in intimate relationships, a pattern of behavior used by one person to gain power or control over another with whom they share or shared a personal relationship. This may be manifest in the workplace through stalking, harassment, verbal abuse or financial abuse. The offender may be the current or former spouse or common law spouse, intimate partner, relative or friend. Intimidation: Means making others afraid or fearful through threatening behavior. Nature of the Workplace: Refers to the physical aspects of the workplace, whether it is a building, construction site or a vehicle. Prohibited Behaviors (Zero Tolerance): Direct threats or physical intimidation, implications or suggestions of violence and stalking. Possession of weapons of any kind on company property, client’s property, parking lots, other exterior premises or during company events. Assault of any form; Physical restraint or confinement; Dangerous or threatening horseplay; Loud, disruptive or angry behaviour or language that is clearly not part of the typical work environment;



Blatant or intentional disregard for the safety or well-being of others; Commission of a violent act or misdemeanour on company property or property of client; and Any other act that a reasonable person would perceive as constituting a threat of violence. Threat: Refers to an implication or expression of intent to inflict physical harm or actions that could be interpreted as a threat to physical safety or property. Type of Work: Means the activities workers perform, the sector of work and the people with whom the workers interact. Workplace Violence as defined by the Ontario Occupational Health & Safety Act Subsection 1(1) means: The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker, An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker, A statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker. Zero Tolerance: Means violations of this Program will not be tolerated and will result in Disciplinary Action. Measures and Procedures Workplace Violence Assessment The employer will conduct a Workplace Violence Assessment and review this assessment at least annually or as often as is necessary in order to protect workers from workplace violence. The Fabrication Foreman will conduct this assessment and provide the JHSC with the results as well as a copy of the assessment. This assessment will consider the risk of workplace violence that may arise from the nature of the workplace, the type of work or the conditions of work. This assessment will also take into account the circumstances of the workplace and circumstances common to similar workplaces, as well as any other elements prescribed by regulation. Also any past reported incidents of violence in the workplace will also be taken into account in this assessment. The assessment process will: Identify the risks of workplace violence under the various categories; Consider the existing control measures; Rate the risk level of each risk factor (High, Moderate, Low); and Recommended control measures will be assigned accordingly. Control measures may include: Safe work procedures; PPE; Design or physical layout of the workplace; Designated safe locations; Procedures for informing workers of potentially violent situations or people; and Worker training. The Workplace Violence Assessment Worksheet will be used for the purpose.



Consider the Design of the Workplace The design of work areas must be taken into consideration such as: Layout; Signs; Locks/physical barriers; Lighting; Surveillance; Location of reception area – if not visible to other workers, install panic button; Position furniture so that exit is accessible; Minimize number of entrances; Alarm other doors; Consider keys/coded access for entry; and Fencing should control access to workplace. Consider Work Practices Some work practices should be considered in order to provide for worker’s safety on the job: Tell a co-worker where they are working; Knowing the client contact; Try to keep to a planned schedule; If the schedule changes, inform supervisor immediately; When on service calls, notify office when leaving and ETA for next job; and Never enter a situation feeling threatened or unsafe. Summoning Immediate Assistance The employer shall provide a means of summoning immediate assistance whenever a situation would arise that requires either immediate evacuation of the facility or the assistance of outside authorities i.e. police, MOL inspector. These means may include: Emergency telephone numbers listing at each phone in the facility; Special equipment to signal an evacuation or summon assistance; i.e. cell phones, phone, verbal communication (DO NOT USE AN ALARM TO ANNOUNCE AN EVACUATION) and Emergency procedures for workplace violence are addressed in the Emergency Response Plan. Depending upon the form of violent act, the following may be necessary: When workers are notified of an emergency, they must immediately take cover; Find a piece of furniture to hide under; Make sure cell phone is on silent and keep volume down; If possible, dial 911 – do allow the dispatcher listen to surroundings; If possible, give identifying features of the location; Do not answer phone if call comes in; Be aware of sounds in the areaa; Use a camera/video in a cell phone, to capture events; and Only come out of hiding when supervisor/Police indicate it is safe to do so. ONLY EVACUATE THE PREMISES WHEN YOU ARE TOLD THE VIOLENT ACT IS NOT OCCURRING IN YOUR AREA WHEN IT IS ANNOUNCED TO YOU AND YOU ARE INSTRUCTED TO EVACUATE!



Reporting Procedures for Acts or Threats of Violence Whenever a worker is a victim, Believes that they are the recipient of a threat of violence, or Witness an act or threat of violence towards another person, they will: Notify their supervisor or the Fabrication Foreman immediately; Provide detailed information for documentation to their supervisor/Fabrication Foreman; The supervisor/Fabrication Foreman will assess level of threat and; May need to initiate ERP; May need to call 911 immediately; or May need to evacuate premises if immediate danger. Worker who has reported incident must be placed in safe area away from offender; Worker must be available for investigation; Supervisor/Fabrication Foreman may assign other work that the worker is competent to do during normal working hours; or If other work is not available, send escort home with worker. All incidents, complaints and threats of workplace violence must be reported and investigated. A minor threat may blossom into a full bodied incident and therefore must be dealt with immediately to prevent escalation. All incidents, complaints and threats of workplace violence must be reported to the supervisor/Fabrication Foreman. If the supervisor/Fabrication Foreman is the issue, then the victim is to report to the JHSC worker member. A member of the JHSC may assist the victim in recording the issue on the Workplace Violence Report Form. This Form must be completed at the earliest convenience so that escalation of the event does not occur. The victim may request the person that they wish to report to, as the victim may feel safer with some persons over others. The victim must be moved to another work location until an investigation has been completed. If the threat is likely to evolve into action, then other workers working in close proximity to the offender must be advised. If necessary, the offender may be removed to another workplace to diffuse the situation by the supervisor/Fabrication Foreman or the JHSC worker member. If that is not possible, then the victim or the offender must be provided with time off with pay until the situation is resolved (i.e.: new workplace, new work assignment, use of EAP). IF THERE IS AN IMMEDIATE THREAT TO LIFE, THEN THE POLICE MUST BE CONTACTED IMMEDIATELY.



Investigation Procedures Generally the Fabrication Foreman will be responsible to conduct the investigation into any reports of Workplace Violence, unless there is a direct conflict of interest. Senior management may appoint another supervisor or the JHSC worker member to conduct this investigation whenever there is a direct conflict of interest. Victims need to be assured by the investigator and senior management that the events of abuse will not reflect on their professional competence. Senior management is committed investigate and deal with all reported incidents and complaints in a timely and fair manner and to respect and maintain as much privacy and confidentiality of all concerned to the extent possible. The investigation will be commenced as soon as possible after the report of workplace violence is received on the Workplace Violence Report Form. (That same day if at all possible and if not then the following day) The investigator will use the Workplace Violence Investigation Report for the purpose of the investigation. The investigation will involve interviewing the victim, the accused party, any witnesses as well as any other relevant parties. The investigator shall conduct a bias-free investigation dealing with the facts and treating all parties concerned with respect. Other authorities may have to be involved i.e. MOL. Police and community based assistance agencies. These contacts will be recorded on the report. The investigator will indicate any immediate actions taken to prevent recurrence or escalation of the events leading up to the complaint as well as any future actions to be taken. The investigator will also make recommendations for future actions or services. The Workplace Violence Investigation Report contains clear instructions for the investigator to follow. This report form shall be treated as a confidential report however it may be copied to relevant senior management foe follow-up purposes. A copy of the report will be retained in both the victim and accused parties’ file. Worker to Worker Violence This would include employer, supervisor and workers. This violence could involve physical, psychological, emotional abuse of people by co-worker or a person in authority. Limitation on Informing Other Workers and Disclosure Supervisor(s) must inform worker(s) of those that the worker might work with who are prone to violent behavior. This would apply where other workers have to work with that person, can be expected to encounter that person in the course of the work day or their risk of exposure to this person is likely to expose the worker to physical injury. No employer or supervisor shall disclose more personal information than is reasonably necessary to protect the worker from physical injury. No Reprisals There will be no negative consequences or reprisals for reports made in good faith. However this reporting procedure does not prevent a worker from exercising their Right to Refuse Unsafe Work due to Workplace Violence under Subsection 43(3) of the Occupational Health & Safety Act.



Procedure Terminate interaction in a non-confrontational manner if the individual appears to be: Intoxicated; Under influence of drugs; or Appears emotionally disturbed, threatening or out of control. Do NOT allow yourself to be backed into a corner – ensure clear path to exit; Do not antagonize, criticize, challenge, threaten or belittle; Maintain a relaxed posture; Stand 2-4 feet away from the person, NOT in their ‘face’; Position yourself closest to an exit; Ask the person to explain why they are upset; Listen attentively; Do NOT interrupt or offer unsolicited advice or criticism; Delay tactics can be used to give time for people to calm down. i.e. offering a drink of water (use a disposable paper cup). A witness or the recipient of violence or if one who believes an incident of violence will take place should: Report this immediately to their supervisor/Fabrication Foreman; If the supervisor is the offender, then go to their supervisor/Fabrication Foreman; If the situation has escalated over a period of time, then ensure that dates, times and occurrences are written down along with any witnesses; Ask to be removed from the direct supervision of the person – to be moved to another job site or to be provided different duties (they must have the skill set to be able to perform other tasks – ask the employer to review the Modified Duties List that are used for RTW); and If the situation cannot be resolved, ask for a permanent re-assignment. Escalating Situation or Behavior Confusion: Behavior that indicates person is bewildered or distracted. Person may seem unsure of what to do. Frustration: Behavior will indicate resistance to information or reaction, impatience or a sense of defeat. May try to bait a person. Blame: Behavior will escalate. Person may find fault with other’s actions, accuse them, hold them responsible or blame them. Anger: Characterized by a visible change in body posture. Actions may include pounding fists, pointing fingers shouting. Hostility: Physical actions of threats which appear imminent or acts of physical harm or property damage. Out of control behavior signals they have crossed the line. If one feels threatened: Calmly and politely interrupt the conversation; Leave the area; Contact a supervisor/Fabrication Foreman; or Contact police (911).



Aggressive Drivers: Avoid eye contact and refrain from exchanging words or gestures and from retaliatory driving manoeuvres. Stay in control. Allow the driver to pass. Drop back and let them get far ahead. If pursued, go directly to a nearby safe area or police. Use a cell phone to call for help. Weapons: Never try to disarm an armed Individual. If possible, try to leave the location and call 911. Never accept a weapon from an upset, agitated individual; the person may change their mind and turn the weapon on another person. Ask them to set it down on the floor or counter. Client Related Violence: When dealing with an angry client: First contact should be neutral – how can I help? Focus full attention on person/show interest; Remain calm – do not buy into their anger; Be polite; Make introductions and ask for their name; Acknowledge their feelings; Acknowledge that they are upset; Don’t interrupt; Repeat what client has said to acknowledge their concerns; Do not use jargon or technical language; Speak slowly, quietly, confidently; Remain open-minded and objective; Do NOT tell person to ‘relax’, ‘chill-out’ or ‘calm down’; Don’t make promises that can’t be kept – be honest; Attempt to explain what has happened; Apologize and accept criticism; When feeling threatened, politely and calmly terminate the discussion; Stand minimum of 1 metre away and not directly in front of the person; Ensure a clear exit; Don’t stand over the person; Keep hand movements under control – no pointing; and/or Don’t touch the person and don’t stare. Telephone Threats: When dealing with a threatening phone call: Tell client that such language is not acceptable and the call will be terminated; Be firm and consistent; and/or Hang up if necessary, but in the middle a response to their conversation, they may think the line went dead as they wouldn’t think one would hang up in the middle of one’s sentence. Physical Attack: If physically attacked: Make a scene – yell – scream STOP – FIRE – HELP; When dragged or pulled – fall to ground and roll; Blow a whistle; Single out bystanders i.e.: “You in green shirt – call police”;



If someone grabs belongings, throw it several feet away and run in opposite direction yelling FIRE; Run to safest place – where other people are gathered; Call police immediately; and/or Tell supervisor immediately. Domestic Violence The following are possible indicators that a worker is a victim of domestic violence: Frequent injuries, with the excuse of “accidents”; Frequent and sudden absences from work; Frequent, harassing phone calls from the partner; Fear of the partner, references to the partner’s anger; Personality changes (e.g. an outgoing person becomes withdrawn); Excessive fear of conflict; Submissive behavior, lack of assertiveness; Isolation from friends and family; Insufficient resources to live (money, credit cards, car); and/or Depression, crying, low self-esteem. The Victim should: Consult with supervisor/Fabrication Foreman, JHSC or H&S Rep to assess threat, safety planning, risk management; Provide emergency contact (if employer is unable to contact victim or victim doesn’t show up for work); Indicate court orders against offender; Provide photo and physical description of offender and vehicle; Work with supervisor/Fabrication Foreman, JHSC to develop safety plan for work times and non-work times. The Fabrication Foreman/Supervisor, JHSC member should: Provide escort for victim from arrival at work to location at work; Provide escort at end of day to walk victim to vehicle; Ask victim to carry cell phone with pre-programmed number for 911; Ask victim to indicate route home and to call upon arrival; Ensure that victim carries personal alarm at all times when in workplace; Train workers on alarm; Install additional lighting from building to parking lot; and/or If victim stays in one location at work, then install panic button for emergency use only. Guidelines for Dealing with a Victim at Work If it is suspected that someone at work is being abused, first, show respect. Find out if the person is safe. Listen carefully, accept the fact the person is speaking about being abused, and believe them. Show that concern by being honest and genuine. If they want to, listen and let the worker talk about their feelings. Do the very best to ensure confidentiality. Talk in a quiet place, assure the person that the conversation will not be repeated. If the worker speaks about a child who is being abused, tell them that reporting of suspected abuse to child protection authorities or the police is required by law. Be open-minded. Avoid judging or blaming and try to utter personal feelings and opinions. Offer alternatives, not advice. Don't tell the person what to do. Discuss talking about the event to and with the Fabrication Foreman/supervisor so that steps to protect the worker and workplace can be implemented such as: Flexible hours/workload;



Escort to vehicle; Personal alarm; Cell phone with direct dial to 911; Desk or wall panic buttons; and/or Code words or phrases. Resolutions This program offers a wide range of remedies and possible resolutions. The facts revealed through the investigation process will help to determine just what remedy will be sought in order to bring the situation to a resolve. These measures include a formal apology, disciplinary measures which may include a suspension to dismissal for cause in the case of serious violations. The final resolution will be documented on the Workplace Violence & Harassment Resolution Statement Form. Worker Training All new workers will be providing training regarding this policy and program during orientation. All current workers will receive initial training regarding this policy and program, reporting procedures and investigation procedures. The Policy is posted on the Health and Safety Bulletin Board. Refresher training will be conducted by means of communication meetings held annually or more frequently if required. Insert Section 1.3a – Workplace Violence Assessment Worksheet Insert Section 1.3b – Workplace Violence Assessment Action Plan Insert Section 1.3c – Workplace Violence Report Form Insert Section 1.3d – Workplace Violence Investigation Report Insert Section 1.3e – Workplace Violence & Harassment Resolution Statement Form



Section 1.4 – Workplace Harassment Policy Date: March 31, 2015 Management of Liftsafe Engineering & Service Group Inc. is committed to providing a work environment in which all individuals are treated with respect and dignity. Workplace Harassment will not be tolerated from any person in the workplace. Everyone must be dedicated to preventing workplace harassment. Managers, supervisors, workers, customers and visitors are expected to uphold this policy, and will be held accountable by the employer. Workplace harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known, or ought reasonably to be known to be unwelcome. Discrimination such as ethnic, racial or sexual as set out in the Ontario Human Rights Code is also a form of harassment. Workers are encouraged to report any incidents of workplace harassment immediately to their supervisor who will direct them in the required procedures. Workers are assured that there will be no negative consequences for reports made in good faith. Management will investigate and deal with all concerns, complaints, or incidents of workplace harassment in a fair and timely manner while respecting workers’ privacy as much as possible. This policy is not intended to limit or constrain the reasonable exercise of management functions in the workplace i.e. promotions, transfers and enforcement. Nothing in this policy prevents or discourages a worker from filing an application with the Human Rights Tribunal of Ontario on a matter related to Ontario’s Human Rights Code within one year of the last alleged incident. A worker also retains the right to exercise any other legal avenues that may be available. Further details are outlined in our Workplace Harassment Program. Signed: President Liftsafe Engineering & Service Group Inc.

Section 1 – Health and Safety Policy Statements Date of Issue: March 31, 2015 Review/Revise Date: September 6, 2016 Authorized by: Murray Feick Reviewed/Revised by: Kyle Irwin


Section 1.5 – Workplace Harassment Program Purpose To develop a Harassment Program to protect all workers in the workplace. There may be a fine line between what is considered healthy motivational techniques in the business relationship and a brutal work environment, however as a socially and legally responsible employer, Liftsafe Engineering & Service Group Inc. will treat any complaint of harassment as a serious matter. The intent of our policy is preventative not punitive and there will be no retaliation against any worker having to resort to this program. The objectives of our program are as follows: Prevention Education Awareness Intervention Effective Complaint Handling Scope This program pertains to all workers, customers, contractors and visitors at Liftsafe Engineering & Service Group Inc. References Occupational Health & Safety Act Sections 32.0.6 Ontario Human Rights Code MOL Guideline Workplace Violence and Harassment: Understanding the Law OHSCO Developing Workplace Violence and Harassment Policies and Programs: A Toolbox Bill 132, Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016 Definitions Harassment as defined by the Ontario Human Rights Code Subsection 5(2) states that: Every person who is a worker has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another worker because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or disability. Workplace Harassment as defined by the Occupational Health & Safety Act Subsection 1(1) means: Engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome. Workplace harassment as a form of unlawful discrimination may include: Racial or ethnic harassment, and/or Sexual harassment What is racial or ethnic harassment? Unwelcome remarks, jokes or innuendoes about a person’s racial or ethnic background, colour, place of birth, citizenship or ancestry; Displaying racist pictures or other offensive material; and/or Insulting gestures or practical jokes based on racial or ethnic grounds which create awkwardness or embarrassment.



Workplace Sexual Harassment as defined by the Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016, S.O. 2016, c. 2 - Bill 132 means: engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome. Workplace harassment as a non-discriminatory form may include: Abuse of power, both verbal and written; Rude and outrageous behaviour; and/or Condescension and malicious comments. As well as other such behaviour that creates a hostile and poisoned environment in the workplace i.e. bullying. Workplace harassment does not include: Good-natured joking and bantering which is mutually acceptable; Appropriate evaluation, direction or discipline by management; and/or Stressful events associated with the performance of legitimate job requirements. Procedure When feeling subjected to any type of harassment make the person aware that their comments or actions are offensive. Remove yourself from the situation. Take a few deep breaths to calm down. Assess what transpired and if warranted speak with the Fabrication Foreman as soon as possible, in order that an investigation may be conducted. Reporting Any worker that feels they are the subject of any form of workplace harassment should direct their complaint as soon as possible to the Fabrication Foreman of Liftsafe Engineering & Service Group Inc. This complaint will be filed in writing on our Workplace Harassment Reporting Form. Workers and others involved in the incident reporting process have a responsibility to co-operate in the investigation. Management and supervisors have the responsibility to take all reports seriously and investigate fully in order to resolve the issue in a timely manner. Alternate Reporting If the alleged perpetrator is the victim’s direct manager or supervisor, the victim can report the complaint to another manager, a member of the Joint Health & Safety Committee or the H&S/HR Coordinator. All other steps (investigating, reporting, outcomes) remain unchanged. Investigation The investigator will begin to conduct a thorough investigation by means of interviews with the victim, the alleged perpetrator and any witnesses. This investigation shall begin immediately or within a reasonable time of receiving the complaint, considering all the circumstances. The complainant may withdraw the complaint at any time, however the investigator may continue to proceed with the investigation in order to preserve the integrity of this policy and the work environment.



The complaint may be able to be handled in a very informal manner if the investigation finds that there was a simple misunderstanding of the parties, however it may become a far more formal process as well. A confidential written report will be retained on file by the investigator. This investigation process will be conducted in a manner that will ensure that both the complainant and the accused person are treated fairly and with respect, in order that the application of this policy does not in itself degenerate into a form of harassment. Resolutions This program offers a wide range of remedies and possible resolutions. The facts revealed through the investigation process will help to determine just what remedy will be sought in order to bring the situation to a resolve. These measures include a formal apology, disciplinary measures which may include a suspension to dismissal for cause in the case of serious violations. The final resolution will be documented on the Workplace Violence & Harassment Resolution Statement Form. Additionally, a written copy of the investigation and any corrective measures will be provided to the complainant and the alleged harasser. Worker Training: All new workers will be provided training regarding this policy and program during orientation. All current workers will receive initial training regarding this policy and program, reporting procedures, and investigation procedures. The Policy is posted on the Health and Safety Bulletin Board. Refresher training will be conducted by means of communication meetings annually or as required. Insert Section 1.5a – Workplace Harassment Report Form Insert Section 1.5b – Workplace Harassment Investigation Report

Section 2 – Health and Safety Roles & Responsibilities Date of Issue: March 31, 2015 Review/Revise Date: April 21, 2016. Authorized by: Murray Feick Reviewed/Revised by: JHSC


Section 2 – Health and Safety Roles & Responsibilities Section 2.1 – Senior Management Responsibilities Purpose To ensure that senior managers, officers and directors who directly represent the employer are provided with written instructions in what they are expected to do, how it should be done and what constitutes a job well done. Scope This section applies to the President, Vice-President Engineering, Vice-President Operations and Field Service Manager who are deemed to be “Competent” as per the Act. Reference Documents A Guide to the Occupational Health and Safety Act (Section 25 & 26); these selected sections have been expressed in the terms used in this guide therefore reference must be made to the Act for the precise wording and as well to identify any other sections dealing with the duties of the employer. Definition Competent Person: A Competent Person means a person who; Is qualified because of knowledge, training and experience to organize the work and its performance, Is familiar with this Act and the regulations that apply to the work, and Has knowledge of any potential or actual danger to health or safety in the workplace. General Duties of Employers An Employer has an obligation to: Instruct, inform and supervise workers to protect their health and safety [section 25(2)(a)]; Assist in a medical emergency by providing any information including confidential business information to a qualified medical practitioner who requests the information in order to diagnose or treat any person [section 25(2)(b)]; Appoint competent persons as supervisors [section 25(2)(c)]; Inform a worker, or a person in authority over a worker, about any hazard in the work and train that worker in the handling, storage, use, disposal and transport of any equipment, substances, tools, material, etc. [section 25(2)(d)]; Help committees and health and safety representatives to carry out their duties [section 25(2)(e)]; Not employ workers who are under such age as may be prescribed or knowingly permit underage persons to be in or near the workplace [sections 25(2)(f) and (g)]; Take every precaution reasonable in the circumstances for the protection of a worker [section 25(2)(h)]; Post in the workplace a copy of the Act, as well as explanatory material prepared by the ministry that outlines the rights, responsibilities and duties of workers. This material must be in English and the majority language in the workplace [section 25(2)(i)]; Prepare a written occupational health and safety policy, review that policy at least once a year and set up a program to implement it [section 25(2)(j)]; Post a copy of the occupational health and safety policy in the workplace, where workers will be most likely to see it [section 25 (2)(k)]; Provide the joint committee or the health and safety representative with the results of any occupational health and safety report that the employer has. If the report is in writing, the employer must also provide a copy of the relevant parts of the report [section 25(2)(l)];



Advise workers of the results of such a report. If the report is in writing, the employer must, on request, make available to workers copies of those portions that concern occupational health and safety [section 25(2)(m)]; and Ensure that every part of the physical structure of the workplace can support all loads to which it may be subjected, in accordance with the Building Code Act and any standards prescribed by the ministry [section 25(1)(e)]. Prescribed Duties of Employers An Employer must: Provide and maintain in good condition any prescribed equipment, materials and protective devices [sections 25(1)(a) and (b)]; Ensure that the above are used in accordance with the regulations [section 25(1)(d)]; Carry out any measures and procedures that are prescribed for the workplace [section 25(1)(c)]; Keep and maintain accurate records, as prescribed, of the handling, storage, use and disposal of biological, chemical or physical agents [section 26(1)(c)]; Notify a director of the Ministry of Labour of the use or introduction into a workplace of any prescribed biological, chemical or physical agents [section 26(1)(e)]; Monitor, as prescribed, the levels of biological, chemical, or physical agents and keep and post accurate records of these levels [section 26(1)(f)]; Comply with a prescribed standard that limits the exposure of a worker to biological, chemical or physical agents [section 26(1)(g)]; Keep, maintain and make available to workers prescribed records of worker exposure to chemical, biological or physical agents [section 26(1)(d)]; Establish and maintain an occupational health service for workers, as prescribed [sections 26(1)(a) and (b)]; Provide prescribed medical surveillance programs and safety-related medical examinations and tests, for the benefit of workers [sections 26(1)(h) and (i)]; Ensure, where prescribed, that only workers who have taken any prescribed medical examinations, tests or X-rays and who have been found physically fit to work, be allowed to work or be in a workplace [section 26(1)(j)]; Where so prescribed, provide a worker with written instructions on the measures and procedures to be taken for his or her protection [section 26(1)(k)]; and Carry out any prescribed training programs for workers, supervisors and committee members [section 26(1)(l)]. In carrying out these responsibilities senior management shall: Demonstrate commitment to the program objectives by giving full support to all safety activities including but not limited to actively supporting the health and safety activities of the JHSC. Allocate manpower and funding, as required, to ensure a safe working environment for all workers. Periodically review the overall loss control activities of the shop and provide direction when necessary. Appoint “competent” person(s) as supervisors. In adherence with this system the Employer must ensure that: A Health and Safety Policy is developed, maintained and revised annually as well as Violence and Harassment Polices (see Sections 1.1, 1.2 and 1.4) The President must sign these policies confirming the employer's commitment to Health and Safety in the workplace Workplace inspections are performed as scheduled (see Section 8 – Health and Safety Inspections) Injury/Illness/Incident investigations are conducted in a timely fashion (see Section 4.3 – Injury/Illness/Incident Investigations) Worker training is conducted (see Section 9 – Health and Safety Training)



Substandard actions and/or conditions are corrected as well as worker Health and Safety performance is commended (see Section 2.4 – Worker Accountabilities) Ensure that competent supervisors are appointed (see Section 2.2 – Supervisor Responsibilities) Records Health and Safety Program Reviews and Changes These Health and Safety Program documents are controlled copies and will be treated as such. This document consists of a master copy (certified management member copy), a controlled copy (certified worker member copy) and an electronic copy maintained by the Fabrication Foreman. Each document contains a header with areas for Date of Issue, Authorized By, Revision Date and Revised By signature. The Annual Review of this document shall be conducted by the JHSC as outlined in a schedule and acknowledged by the certified worker member. This review shall ensure that each section is up to date and reflects what is actually occurring at the facility, is consistent with other procedures and is complete. Any revision shall be presented to the Fabrication Foreman by the JHSC and any and all revisions must be approved by the President and his signature will verify the revision under the header “Revised By” on the revised document. The Fabrication Foreman shall ensure that this document is updated for each annual review period and that these signed documents are retained on file in both the Master and Controlled copies. The Fabrication Foreman shall ensure that any documents that have been revised as a result of these annual reviews or as a result of any review of these procedures conducted subsequent to the initial effective date of March 31, 2015 shall be retained on file for a period of 3 years. The Fabrication Foreman shall ensure that any revised documents are inserted into both the Master and Controlled copies of this manual and that changes are communicated to the workforce as required by means of information sessions. Insert Section 2.1a – Health & Safety Program Review and Revisions Form in the front of the manual as page 1.



Section 2.2 – Supervisor Responsibilities Purpose To ensure that supervisors are provided with written instructions in what they are expected to do, how it should be done and what constitutes a job well done. Scope This section applies only to the following personnel who do exercise supervisory responsibilities: The Fabrication Foreman, Field Service Supervisor and the Field Service Coordinator are deemed as “Competent” as per the Act. These positions shall be referred to as supervisors throughout this system. Reference Documents Section 2.4 – Worker Accountabilities A Guide to the Occupational Health and Safety Act (Section 27); these selected sections have been expressed in the terms used in this guide therefore reference must be made to the Act for the precise wording and as well to identify any other sections dealing with the duties of the supervisor. Definition Competent Person: A Competent Person means a person who; Is qualified because of knowledge, training and experience to organize the work and its performance, Is familiar with this Act and the regulations that apply to the work, and Has knowledge of any potential or actual danger to health or safety in the workplace. In adherence with this system a Supervisor must: Conduct Injury/Illness/Incident investigations in a timely fashion (see Section 4.3 – Injury/Illness/Incident Investigations) Attend worker training (see Section 9 – Health and Safety Training) Correct substandard actions and/or conditions as well as commend worker health and safety performance (see Section 2.4 – Worker Accountabilities) The Field Service Supervisor will correct substandard actions and/or conditions and then report the occurrence to the Field Service Manager to have any further disciplinary action taken. A Supervisor must: Ensure that a worker complies with the Act and regulations [section 27(1)(a)]; Ensure that any equipment, protective device or clothing required by the employer is used or worn by the worker [section 27(1)(b)]; Advise a worker of any potential or actual health or safety dangers known by the supervisor [section 27(2)(a)]; If prescribed, provide a worker with written instructions about the measures and procedures to be taken for the worker's protection [section 27(2)(b)]; and Take every precaution reasonable in the circumstances for the protection of workers [section 27(2)(c)]. In addition to the above the Supervisors have general responsibilities to: Provide, to the best of their ability, a safe and healthy workplace for their workers. Provide training and indoctrination for new workers and job training for workers unfamiliar with the assigned task. Special attention should be given to job hazards and control methods. Plan and co-ordinate all work to avoid personal injury, property damage and/or loss of productive time.



Provide all necessary tools and equipment to complete the assigned task and ensure their safe condition and use. Provide all personal protective equipment as required and ensure its use. Control the placement of equipment and materials consistent with the flow of work completion so as to avoid congestion and possible Injury/Illness/Incident loss. Provide for adequate first aid and/or medical attention for injured persons. Thoroughly investigate all Injury/Illness/Incidents to determine cause(s) and take prompt, reasonable, action to eliminate or control these factors. Uniformly enforce all safety rules and regulations.



Section 2.3 – Worker/Supplied Labour Responsibilities Purpose To ensure that workers are provided with written instructions in what they are expected to do, how it should be done and what constitutes a job well done. Scope This section applies to all workers/supplied labour employed at Liftsafe Engineering & Service Group Inc. Reference Documents Section 2.4 – Worker Accountabilities Section 2.5 – Refusal to Work (Right to Refuse Unsafe Work) Section 7 – Health and Safety Committee (Right to Participate) Section 9 – Health and Safety Training (Right to Know) A Guide to the Occupational Health and Safety Act (Section 28); these selected sections have been expressed in the terms used in this guide therefore reference must be made to the Act for the precise wording and as well to identify any other sections dealing with the duties of the worker. Definition Worker: A worker means any of the following, unpaid co-op students, learners and trainees, giving them the same rights and duties as paid workers, but does not include, an inmate of a correctional institution or like institution or facility who participates inside the institution of facility in a work project or rehabilitation program. Supplied Labour: Workers that are hired through an employment agency and these workers perform activities at and for an employer other than the employment agency but are paid directly by the employment agency. A Worker/Supplied Labour must: Work in compliance with the Act and regulations [section 28(1)(a)]; Use or wear any equipment, protective devices or clothing required by the employer [section 28(1)(b)]; Report to the employer or supervisor any known missing or defective equipment or protective device that may be dangerous [section 28(1)(c)]; Report any known workplace hazard to the employer or supervisor [section 28(1)(d)]; Report any known contravention of the Act or regulations to the employer or supervisor [section 28(1)(d)]; Not remove or make ineffective any protective device required by the employer or by the regulations [section 28(2)(a)]; Not use or operate any equipment or work in a way that may endanger any worker [section 28(2)(b)]; and Not engage in any prank, contest, feat of strength, unnecessary running or rough and boisterous conduct [section 28(2)(c)].



In adherence with this system a Worker/Supplied Labour must: Comply with all the safety rules of the Company. Perform work in a safe manner. Take an active part in protecting themselves, their fellow workers and the Company facilities. Work in a manner that does not create a condition that could be injurious to themselves or to others. Become familiar with and abide by the instructions outlined in the Company Health and Safety Procedures. Follow the instructions of their supervisor and/or work procedure guidelines to ensure the safe performance of a given task. Report all injuries, regardless of severity, to the immediate supervisor as soon as possible and co-operate with any investigation made to determine cause and future preventative measures. Use all required protective equipment provided and maintain this equipment in a satisfactory manner. Advise the supervisor and/or JHSC worker representative of any unsafe conditions. General Safety Rules: Workers shall not attempt any job or operation with which they are unfamiliar: Get instructions first and follow those instructions. Do not set up or adjust machinery unless authorized to do so. Use good sense of judgment. Comply with all safety rules and signs. Do not horseplay and avoid distracting others. All workers and management have the responsibility of looking for and reporting hazardous conditions. Beware of all power lines, bus plugs, conduits or piping. Keep fire lanes open. Keep work areas clean. Remove waste and place oily rags in the containers provided-they are fire hazards. Exhaust form engines must be vented outside where possible. Do NOT use compressed air for any purpose other than that for which it is intended. Tools, materials, or other equipment must not be placed or left on beams, overhead walk way, or other high places from which they may fall-off, nor should they be left lying around. No wiring shall be left exposed. All wiring must be properly terminated. Do not operate any machines or equipment until given instruction on its safe operation. Do not operate any moving equipment unless assigned to that equipment. Do not operate a machine unless the safety guards are in the proper place. All grinders and other belt-operated machinery must have guards in place before commencing operations. Stop all machinery and equipment before attempting to clean, oil, or adjust. Pull main switch at the power source. Use Adjust, and repair equipment only when authorized. Use the right tools and equipment for the job, and use them safely. Never weld or cut empty drums or containers. Some parts are heavy: test the load before trying to lift it. When manual lifting, bend at the knees: get help with heavy loads. The proper method to lift a heavy object is bending at the knees with the back in a rigid position. Pile stock safely. Aisles, exits, fire safety equipment, alarm boxes, electric panels, etc. must be kept clear. All oil and coolant spills must be cleaned up immediately. Only approved liquids should be used for cleaning purposes. Workers have 3 inherent rights under the Act: The right to know about workplace hazards and what to do about them; The right to participate in solving workplace health and safety problems; and The right to refuse work that they believe is unsafe.



Section 2.4 – Worker/Supplied Labour Accountabilities Safety Violations: Disciplinary Policy Violation of safety rules and policies by any worker will, in general terms, warrant the following disciplinary measures: First offence, verbal and/or written warning; Second offence, 1 day suspension; Third offence, 5 day suspension (1 week); and Fourth offence Dismissal. The President reserves the right to administer discipline at whatever stage he deems appropriate in the circumstances, considering the overall health and safety of all of the workers of Liftsafe Engineering & Service Group Inc. Verbal warnings will be recorded on the “Employee Warning Form” and a copy kept in the worker’s personnel file. Written warnings will be issued by the manager and a copy kept in the worker’s personnel file. All dismissals and suspensions will be confirmed and reviewed by the President with the manager. Insert Section 2.4a – FM-002 Employee Warning Form



Section 2.5 – Right to Refusal to Work Purpose To ensure that the workplace parties have the opportunity to resolve health and safety concerns constructively and internally by following a step-by-step written procedure and flowchart. To allow for the external intervention by a MOL Inspector should that be necessary. Scope This procedure applies to any facility owned or operated by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health & Safety Act, Section 43 & 50 Ont. Reg. 33/12 Offices of the Worker and Employer Advisers Definition Reason to Believe: A worker may refuse to work or do particular work where they have “Reason to Believe” that: Any equipment, machine, device or thing the worker is to use or operate is likely to endanger themselves or another worker; The physical condition of the workplace or the part thereof in which they work or is to work is likely to endanger themselves; (b1) Workplace violence is likely to endanger himself or herself; or Any equipment, machine, device or thing they are to use or operate or the physical condition of the workplace or the part thereof in which they work or are to work is in contravention of the Act or the regulations and such contravention is likely to endanger themselves or another worker. Procedure Step1: A worker refuses to work because he has “Reason to Believe” that the work endangers health or safety; Worker reports the problem to his supervisor; Supervisor investigates forthwith (Work Refusal Form) in the presence of the worker and the JHSC worker member and the worker remains in a safe place. Results of the supervisor’s investigation: Either the supervisor agrees with the worker and takes corrective action and the worker returns to the work; or The supervisor disagrees that any danger exists. Step 2: Does the worker have “Reasonable Grounds to Believe” the work endangers health or safety? If “NO” then the worker returns to the work; or If “YES” then a MOL Inspector is called in to investigate the occurrence. Any of the workplace parties may call the Inspector. The Inspector shall investigate in consultation with the worker, the employer and the JHSC worker member. Pending this investigation and the decision, the worker shall remain in a safe place unless assigned to reasonable alternative work; and Another worker may be assigned the same work and advised of other worker’s refusal in the presence of the JHSC worker member. The supervisor shall use the “Substitute Worker Record” whenever they assign another worker to do work that is the subject of a current work refusal. The Inspector shall give a written decision and the employer shall take corrective action if ordered. (See OHSA Section 43 for exact wording)



No Reprisals: No worker shall be dismissed, disciplined, suspended, penalized, intimidated or coerced or threatened with any of the above actions, because the worker has acted in compliance with the Act. Where a worker believes the employer has acted in such a manner the worker may file a complaint to the Ontario Labour Relations Board. (See OHSA Section 50 and Ont. Reg. 33/12 for exact wording) Insert Section 2.5a – Work Refusal Flowchart Insert Section 2.5b – Work Refusal Form Insert Section 2.5c – Substitute Worker Record



Section 2.6 – Contractors Responsibilities Purpose To ensure that contractors comply with the OHSA and regulations for Construction Projects, Industrial Establishments and WHMIS as well as any other legislation that may be found to be applicable in a particular circumstance. To ensure that contractors maintain a safe and healthy work environment at Liftsafe Engineering & Service Group Inc. Scope Whenever contractors and their workers are performing work or supplying services at any facility owned or operated by Liftsafe Engineering & Service Group Inc. Reference Documents Workplace Safety and Insurance Act A Guide to the Occupational Health and Safety Act (Section 23); these selected sections have been expressed in the terms used in this guide therefore reference must be made to the Act for the precise wording and as well to identify any other sections dealing with the duties of the constructor. Definitions Constructor: A Constructor means a person who undertakes a project for an owner and includes an owner who undertakes all or part of a project by himself or by more than one employer. Contractor: A contractor means an employer/person that is not employed by Liftsafe Engineering & Service Group Inc. but who does perform work or supply services at any facility owned or operated by Liftsafe Engineering & Service Group Inc. Contractors generally provide specialized services however the following are not considered contractors: Delivery personnel; Visitors; Auditors and consultants; and Individuals employed on a contract basis to replace or assist existing workers in the office. Subcontractor: A subcontractor is an employer hired by Liftsafe Engineering & Service Group Inc. to perform work or supply services for them at any of their jobsites. Supervisor: A supervisor is an employee of Liftsafe Engineering & Service Group Inc. who supervises the area in which the contractor is working, or is established as the representative of Liftsafe Engineering & Service Group Inc. while the specific contract work is performed. In addition to the duties of the Employer the Constructor must ensure that: The measures and procedures in the Act and regulations are carried out [section 23(1)(a)]; Every employer and worker on the project complies with the Act and the regulations [section 23(1)(b)]; The health and safety of the workers on the project are protected [section 23(1)(c)]. A constructor may also be required to give written notice to a director, containing prescribed information, before work begins on a project [section 23(2)].



Selection Criteria The employer will select contractors based on the following criteria: WSIB Clearance Certificate (valid for ninety (90) days); or Proof of Commercial Production Liability Insurance coverage; and Acknowledged receipt of/and agreement to comply with “Contractor Responsibilities”. Responsibilities Fabrication Foreman must: Inform all contractors of the required signoff and the “Certificate of Clearance” requirement and retain these on file. Note that the Responsibilities signoff form for Contractors is valid for one year only and must be renewed by the contractor in order that workers from that Company be permitted to perform services at or for Liftsafe Engineering & Service Group Inc. Note that the “Certificate of Clearance” is only valid for a period of ninety (90) days and upon expiry it must either be renewed by the contractor or for eClearance the contractor’s WSIB Account number must be made available. Managers/Supervisors, other Liftsafe Engineering & Service Group Inc. personnel (contacts) must: Have Liftsafe Engineering & Service Group Inc. personnel take responsibility as the contact person for any visitors/contractors that they bring into the facility. The Liftsafe Engineering & Service Group Inc. contact must ensure that a Contractor’s Checklist has been completed for this worker and has been signed by the worker. If there is none on file in the contractor’s file then one must be completed prior to commencing the work. In the case of major projects the Liftsafe Engineering & Service Group Inc. contact must complete the Contractor’s Pre-Job Briefing form with the contractor representative prior to any work being commenced on the project. NOTE: Should the contractor not be able to produce a Health & Safety Manual then the contact must use the Pre-Job Briefing form with the contractor representative prior to any work being commenced on the project. Confirm the competencies and qualifications of any specialized workers required on site to perform specific jobs or operate specific equipment i.e. lift truck. Confirm a list of qualified and approved workers working on the job site including any required trade qualifications i.e. electricians. Review the contractor’s Lockout, Confined Space or Hot Work procedures if applicable. The Supervisor will be responsible to: Make daily inspections of any contractor activity being conducted at the facility in order to ensure workers are in compliance with this policy and all health and safety policies and procedures, rules and regulations established by Liftsafe Engineering & Service Group Inc. Advise that any non-compliance with these rules by a contractor, or a worker of any contractor, may jeopardize future business with Liftsafe Engineering & Service Group Inc. and as well any worker to be found in non-compliance may be asked, by Liftsafe Engineering & Service Group Inc. to leave the worksite immediately in accordance with the Progressive Disciplinary Policy for Contractors. Contractors must: Comply with the OHSA and applicable Regulations i.e. 213/91 Construction Reg. or 851 Industrial Reg., WHMIS Reg., the WSIA and any applicable environmental legislation. Provide a “Certificate of Clearance” from WSIB verifying coverage under WSIA and/or proof of Commercial Production Liability Insurance coverage, prior to commencing work at Liftsafe Engineering & Service Group Inc. (Certificate of Clearance is valid for ninety (90) days). Provide documented safety performance, including a report of past Injury/Illness/Incident history (WSIB Workplace Injury Summary Report) this applies to new providers only.



Comply with this procedure as it relates to health and safety and/or the environment, including emergency evacuation. In the event of an emergency evacuation the “Collection Area” is the Parking Lot at the front of the office and the contractor shall instruct their workers to assemble in this area and await further instructions. Assist in the investigation of any reported incident with the Liftsafe Engineering & Service Group Inc. Investigation Team. Agree not to disclose any knowledge or information of any Liftsafe Engineering & Service Group Inc. proprietary processes to any other source. Supply copies of any applicable licenses, certificates, competencies or qualifications for equipment being used i.e. scissor lift. Supply a list of the worker’s names that are qualified and approved to be working on the job site. Construction zone must be clearly marked in order for cooperation between the workers with respect to the safety equipment required in that area. Contractors are to confine themselves to their immediate work area. Ensure that WHMIS regulations are adhered to regarding any chemicals and hazardous substances they may be required to use on site, including proper handling and storage of materials. Liftsafe Engineering & Service Group Inc. must be informed of the chemicals being used. Ensure proper Lockout, Confined Space and Hot Work procedures are used whenever necessary. Exercise controls to prevent contamination of soil, air, surface water and ground water, in and around the worksite. Ensure the proper removal and disposal of materials and waste used or produced at the worksite. Provide a copy of their Health and Safety Policy. If they are unable to provide one, they must agree to abide by Liftsafe Engineering & Service Group Inc.’s Health and Safety Policy. The Contractor must also ensure that while at the worksite their workers: Use or wear the following Personal Protective Equipment as required by the work being performed: Safety Shoes, Safety Glasses with side shields, Safety Goggles or Face Shield, Hard Hat, Hearing Protection, Gloves, and/or Fall Arrest Protection, Only use equipment and tools that are maintained in a safe operating condition; Only use tools and equipment they have been trained and qualified to use including any belonging to Liftsafe Engineering & Service Group Inc.; Only use an aerial work platform or lift truck if they have a valid Record of Training to do so; Report any incident causing either injury, illness, property damage or other emergency to their assigned contact person; Not commence work on any project until authorization has been given by their contact person; The use or possession of alcohol and/or restricted drugs is strictly prohibited; No smoking in unauthorized areas or open flames without authorization from the supervisor; Welding, burning, grinding, that create sparks or any use of flame require that the supervisor be notified; Always maintain good housekeeping; and Horseplay is strictly prohibited. The Liftsafe Engineering & Service Group Inc. contact will review these terms with the worker prior to the commencement of any work on site. This means that the contractor will be held accountable for the actions of any of their workers while on site at Liftsafe Engineering & Service Group Inc. (see Contractor Accountabilities).



Insert Section 2.6a – Contractor’s Signoff Letter Insert Section 2.6b – Contractor’s Responsibilities Insert Section 2.6c – Contractor’s Orientation Checklist Insert Section 2.6d – Contractor Pre-Job Briefing



Section 2.7 – Contractors Accountabilities Purpose To ensure a protocol to manage contractors and their workers’ performances by which they will be motivated to correct substandard performance or behavior by providing opportunities for improvement. In addition, this procedure is intended to protect contractors and their workers from arbitrary disciplinary actions and ensure consistency in the application of disciplinary action and avoid discrimination. Scope Whenever contractors and their workers are performing work or supplying services at any facility of Liftsafe Engineering & Service Group Inc. Reference Documents Section 2.6 – Contractor Responsibilities Definitions Contractor: A contractor is a person that is not an employee of Liftsafe Engineering & Service Group Inc. that will be performing work or supplying services at the facility. This person does not need to be compensated by Liftsafe Engineering & Service Group Inc. to be considered a contractor. Supervisor: A supervisor is a worker of Liftsafe Engineering & Service Group Inc. who supervises the area in which the contractor is working, or is established as the representative of Liftsafe Engineering & Service Group Inc. while the specific contract work is performed. Roles All verbal disciplinary measures shall be administered by members of the contractor’s supervisory personnel as it pertains to any worker of the contractor who is on-site at our facility and all written disciplinary measures shall be administered by the senior management staff and shall be communicated to the contractor in writing. This policy will be communicated to all contractors during initial contract stage and upon issuance of contracts. It is the responsibility of the contractor to review this policy with all of their workers and subcontractors. Procedure All warranted discipline will be applied in a manner that is progressive and positive. Performance or behavior improvement must follow a program of progressive discipline designed to assist contractors and their workers in permanently solving their performance or behavior problems and to maintain a safe working environment at Liftsafe Engineering & Service Group Inc. Any violation of safety rules and policies by any contractor and their worker will, in general terms, warrant the following disciplinary measures: Verbal warning, to be administered in writing by the contractor’s supervisory personnel; If the contractor has no on-site supervisor then a manager/supervisor of Liftsafe Engineering & Service Group Inc. will stop the work and correct any infraction before allowing the work to continue. This action must be conveyed to the President and the contractor as soon as possible after the incident. Written warning, upon second offence, in the form of a letter to the contractor see “A Written Letter of Warning”; and



Written warning, upon third offence, in the form of a letter to the contractor with possible termination of the contract see “Termination of Contract Letter”. The President reserves the right to administer discipline at whatever stage he deems appropriate in the circumstances, considering the overall health and safety of all of the workers of Liftsafe Engineering & Service Group Inc. Verbal warnings will be recorded by the contractor’s supervisory personnel and a copy retained in the contractor’s file. Written warnings will be issued by the President in a letter and a copy kept in the contractor’s file. All terminations of contracts will be confirmed and reviewed by the President. Insert Section 2.7a – Contractor’s Accountabilities Insert Section 2.7b – Warning Letter for Contractors Insert Section 2.7c – Termination of Contract Letter for Contractors



Section 2.8 – Subcontractors Responsibilities Purpose To ensure that subcontractors comply with the OHSA and regulations for Construction Projects, Industrial Establishments and WHMIS as well as any other legislation that may be found to be applicable in a particular circumstance. To ensure that subcontractors maintain a safe and healthy work environment at Liftsafe Engineering & Service Group Inc. Scope Whenever subcontractors and their workers are performing work or supplying services for Liftsafe Engineering & Service Group Inc. at any of their jobsites. Reference Documents Workplace Safety and Insurance Act Definitions Constructor: A Constructor means a person who undertakes a project for an owner and includes an owner who undertakes all or part of a project by himself or by more than one employer. Subcontractor: A subcontractor is an employer hired by Liftsafe Engineering & Service Group Inc. to perform work or supply services for them at any of their jobsites. Supervisor: A supervisor is an employee of Liftsafe Engineering & Service Group Inc. who supervises the area in which the subcontractor is working, or is established as the representative of Liftsafe Engineering & Service Group Inc. while the specific contract work is performed. In addition to the duties of the Employer the Constructor must ensure that: The measures and procedures in the Act and regulations are carried out [section 23(1)(a)]; Every employer and worker on the project complies with the Act and the regulations [section 23(1)(b)]; The health and safety of the workers on the project are protected [section 23(1)(c)]. A constructor may also be required to give written notice to a director, containing prescribed information, before work begins on a project [section 23(2)]. Selection Criteria In order to assist the employer in hiring safe subcontractors the selection will be based on receiving the following criteria from the subcontractor: WSIB Clearance Certificate (valid for ninety (90) days); or Proof of Commercial Production Liability Insurance coverage; Acknowledged receipt of/and agreement to comply with “Subcontractor Responsibilities”; and The subcontractor's HSE Program and/or worker training documentation applicable to the work; and Documented safety performance, including a report of past Injury/Illness/Incident history (WSIB Workplace Injury Summary Report) NOTE this applies to new providers only.



Responsibilities Field Service Manager must: Inform all subcontractors of the required signoff and the “Certificate of Clearance” requirement and retain these on file. Note that the Signoff Form for Subcontractors is valid for one year only and must be renewed by the subcontractor in order that workers from that Company be permitted to perform services at or for Liftsafe Engineering & Service Group Inc. Note that the “Certificate of Clearance” is only valid for a period of ninety (90) days and upon expiry it must either be renewed by the subcontractor or for eClearance the subcontractor’s WSIB Account number must be made available. Managers/Supervisors, other Liftsafe Engineering & Service Group Inc. personnel (contacts) must: Have Liftsafe Engineering & Service Group Inc. personnel take responsibility as the contact person for any subcontractors that they bring onto the jobsite. The Liftsafe Engineering & Service Group Inc. contact must ensure that a Subcontractor’s Checklist has been completed for this worker and has been signed by the worker. If there is none on file in the subcontractor’s file then one must be completed prior to commencing the work. In the case of major projects the Liftsafe Engineering & Service Group Inc. contact must complete the Subcontractor’s Pre-Job Briefing form with the subcontractor representative prior to any work being commenced on the project. NOTE: Should the subcontractor not be able to produce a Health & Safety Manual then the contact must use the Pre-Job Briefing form with the subcontractor representative prior to any work being commenced on the project. Confirm the competencies and qualifications of any specialized workers required on site to perform specific jobs or operate specific equipment i.e. lift truck. Confirm a list of qualified and approved workers working on the job site including any required trade qualifications i.e. electricians. Ensure the subcontractor is aware that all injuries/incidents must be reported to the contact and in turn the contact will report these to the Client and participate in any investigations required by the Client. Review the Subcontractor's Orientation Checklist with the subcontractor prior to the commencement of the work including the Client's Drug and Alcohol policy health, safety, security and environmental concerns. Review the subcontractor’s Lockout, Confined Space or Hot Work procedures if applicable. The Supervisor will be responsible to: Make daily inspections of any subcontractor activity being conducted at the jobsite in order to ensure workers are in compliance with this policy and all health and safety policies and procedures, rules and regulations established by Liftsafe Engineering & Service Group Inc. Advise that any non-compliance with these rules by a subcontractor, or a worker of any subcontractor, may jeopardize future business with Liftsafe Engineering & Service Group Inc. and as well any worker to be found in non-compliance may be asked, by Liftsafe Engineering & Service Group Inc. to leave the worksite immediately in accordance with the Progressive Disciplinary Policy for Subcontractors. Subcontractors must: Comply with the OHSA and applicable Regulations i.e. 213/91 Construction Reg. or 851 Industrial Reg., WHMIS Reg., the WSIA and any applicable environmental legislation. Provide a “Certificate of Clearance” from WSIB verifying coverage under WSIA and/or proof of Commercial Production Liability Insurance coverage, prior to commencing work at Liftsafe Engineering & Service Group Inc. (Certificate of Clearance is valid for ninety (90) days). The subcontractor's HSE Program and/or worker training documentation applicable to the work; and



Documented safety performance, including a report of past Injury/Illness/Incident history (WSIB Workplace Injury Summary Report) NOTE this applies to new providers only. Comply with this procedure as it relates to health and safety and/or the environment, including emergency evacuation. In the event of an emergency evacuation the “Collection Area” is the Parking Lot at the front of the office and the subcontractor shall instruct their workers to assemble in this area and await further instructions. Assist in the investigation of any reported incident with the Liftsafe Engineering & Service Group Inc. Investigation Team. Agree not to disclose any knowledge or information of any Liftsafe Engineering & Service Group Inc. proprietary processes to any other source. Supply copies of any applicable licenses, certificates, competencies or qualifications for equipment being used i.e. scissor lift. Supply a list of the worker’s names that are qualified and approved to be working on the job site. Construction zone must be clearly marked in order for cooperation between the workers with respect to the safety equipment required in that area. Subcontractors are to confine themselves to their immediate work area. Ensure that WHMIS regulations are adhered to regarding any chemicals and hazardous substances they may be required to use on site, including proper handling and storage of materials. Liftsafe Engineering & Service Group Inc. must be informed of the chemicals being used. Ensure proper Lockout, Confined Space and Hot Work procedures are used whenever necessary. Exercise controls to prevent contamination of soil, air, surface water and ground water, in and around the worksite. Ensure the proper removal and disposal of materials and waste used or produced at the worksite. Provide a copy of their Health and Safety Policy. If they are unable to provide one, they must agree to abide by Liftsafe Engineering & Service Group Inc.’s Health and Safety Policy. The Subcontractor must also ensure that while at the worksite their workers: Use or wear the following Personal Protective Equipment as required by the work being performed: Safety Shoes, Safety Glasses with side shields, Safety Goggles or Face Shield, Hard Hat, Hearing Protection, Gloves, and/or Fall Arrest Protection, Only use equipment and tools that are maintained in a safe operating condition; Only use tools and equipment they have been trained and qualified to use including any belonging to Liftsafe Engineering & Service Group Inc.; Only use an aerial work platform or lift truck if they have a valid Record of Training to do so; Report any incident causing either injury, illness, property damage or other emergency to their assigned contact person; Not commence work on any project until authorization has been given by their contact person; The use or possession of alcohol and/or restricted drugs is strictly prohibited; No smoking in unauthorized areas or open flames without authorization from the supervisor; Welding, burning, grinding, that create sparks or any use of flame require that the supervisor be notified; Always maintain good housekeeping; and Horseplay is strictly prohibited. The Liftsafe Engineering & Service Group Inc. contact will review these terms with the worker prior to the commencement of any work on site. This means that the subcontractor will be held accountable for the actions of any of their workers while on site at Liftsafe Engineering & Service Group Inc. (see Subcontractor Accountabilities).



Insert Section 2.8a – Subcontractor’s Signoff Letter Insert Section 2.8b – Subcontractor’s Responsibilities Insert Section 2.8c – Subcontractor’s Orientation Checklist Insert Section 2.8d – Subcontractor Pre-Job Briefing



Section 2.9 – Subcontractors Accountabilities Purpose To ensure a protocol to manage subcontractors and their workers’ performances by which they will be motivated to correct substandard performance or behavior by providing opportunities for improvement. In addition, this procedure is intended to protect subcontractors and their workers from arbitrary disciplinary actions and ensure consistency in the application of disciplinary action and avoid discrimination. Scope Whenever subcontractors and their workers are performing work or supplying services at any facility of Liftsafe Engineering & Service Group Inc. Reference Documents Section 2.8 – Subcontractor Responsibilities Definitions Subcontractor: A subcontractor is a person that is not an employee of Liftsafe Engineering & Service Group Inc. that will be performing work or supplying services at the facility. This person does not need to be compensated by Liftsafe Engineering & Service Group Inc. to be considered a subcontractor. Supervisor: A supervisor is an employee of Liftsafe Engineering & Service Group Inc. who supervises the area in which the subcontractor is working, or is established as the representative of Liftsafe Engineering & Service Group Inc. while the specific contract work is performed. Roles All verbal disciplinary measures shall be administered by members of the subcontractor’s supervisory personnel as it pertains to any worker of the subcontractor who is on-site at our facility and all written disciplinary measures shall be administered by the senior management staff and shall be communicated to the subcontractor in writing. This policy will be communicated to all subcontractors during initial contract stage and upon issuance of contracts. It is the responsibility of the subcontractor to review this policy with all of their workers and subcontractors. Field Service Manager Conduct Post-Job Performance reviews of a new subcontractor's work, with the Field Service Supervisor, within 30 days after the completion of the job with new subcontractors or annually with regularly used subcontractors, to evaluate the following factors and make recommendations based on the review; timeliness, following procedures, housekeeping, quality of work, safety performance and overall attitude. The Post-Job Evaluation Form shall be used for this review and determination shall then be made whether this subcontractor shall be used again in the future. Procedure All warranted discipline will be applied in a manner that is progressive and positive. Performance or behavior improvement must follow a program of progressive discipline designed to assist subcontractors and their workers in permanently solving their performance or behavior problems and to maintain a safe working environment at Liftsafe Engineering & Service Group Inc.



Any violation of safety rules and policies by any subcontractor and their worker will, in general terms, warrant the following disciplinary measures: Verbal warning, to be administered in writing by the subcontractor’s supervisory personnel; If the subcontractor has no on-site supervisor then a manager/supervisor of Liftsafe Engineering & Service Group Inc. will stop the work and correct any infraction before allowing the work to continue. This action must be conveyed to the President and the subcontractor as soon as possible after the incident. Written warning, upon second offence, in the form of a letter to the subcontractor see “A Written Letter of Warning”; and Written warning, upon third offence, in the form of a letter to the subcontractor with possible termination of the contract see “Termination of Contract Letter”. The President reserves the right to administer discipline at whatever stage he deems appropriate in the circumstances, considering the overall health and safety of all of the workers of Liftsafe Engineering & Service Group Inc. Verbal warnings will be recorded by the subcontractor’s supervisory personnel and a copy retained in the subcontractor’s file. Written warnings will be issued by the President in a letter and a copy kept in the subcontractor’s file. All terminations of contracts will be confirmed and reviewed by the President. Insert Section 2.9a – Subcontractor’s Accountabilities Insert Section 2.9b – Warning Letter for Subcontractors Insert Section 2.9c – Termination of Contract Letter for Subcontractors Insert Section 2.9d – Subcontractor's Post-Job Evaluation Form



Section 2.10 – Visitors Responsibilities Visitor’s/Contractor’s Sign In Record Please read the following Health and Safety Rules and then Sign In and out using this Visitor’s/Contractor’s Sign In Record located at the Office Reception area prior to entering the facilities of Liftsafe Engineering & Service Group Inc. As a Visitor and/or Contractor entering the workplace of Liftsafe Engineering & Service Group Inc. you will: Be assigned a contact person, as an escort, and become their responsibility at all times while at Liftsafe Engineering & Service Group Inc.; Only be admitted to the shop after your presence has been announced and consent has been given by your contact; Be required to use or wear Personal Protective Equipment (PPE) as follows: Safety Glasses with side shields required in all areas of the Fabrication Shop, Safety Shoes required for all tradespersons or visitors in all areas of the Fabrication Shop, Steel Toe Caps and Toe Rubbers with Steel Caps are available for visitors, and Any other PPE specific to the type of work being performed i.e. hearing protection or FAS; Not operate any equipment without the authorization of a supervisor/manager; Not remove any item without the authorization of a manager; Report any incident causing either injury, illness, property damage or other emergency to your assigned contact person; Be familiarized with the Emergency Evacuation Procedures by your contact for the area you are visiting/working; Comply with all company health and safety rules and work in a safe manner the same as any worker of Liftsafe Engineering & Service Group Inc., and Enter and leave the facility through the front office. Contractors are also governed by Section 2.6 Contractor’s Responsibilities and Section 2.7 Contractor’s Accountabilities. Insert Section 2.10a – Notice to Visitors Insert Section 2.10b – Sign In Record



Section 2.11 – Personnel Responsible to Co-ordinate Health and Safety Activities Fabrication Foreman Purpose To assign personnel with the general responsibilities to update, implement, modify and maintain the Health and Safety policies and procedures for in this Health and Safety Program Manual for Liftsafe Engineering & Service Group Inc. Occupational Health and Safety Responsibilities: Maintain a general knowledge of government legislation pertaining to occupational health and safety including: Ontario Occupational Health and Safety Act and Construction, Industrial and WHMIS Regulations, Workplace Safety and Insurance Act and First Aid Regulations To provide guidance to managers and supervisors with regard to health and safety issues To provide direction and technical assistance for Injury/Illness/Incident and near-miss investigations To participate on the JHSC as the certified management member To ensure that the JHSC meeting minutes are documented and posted To participate in workplace inspections as a member of the JHSC with the worker member To maintain company records pertaining to Ministry of Labour Inspections, Joint Health and Safety Committee Minutes, WSIB Audits, etc. To liaise with the Ministry of Labour and Workplace Safety and Insurance Board To oversee the management of WSIB claims administration including Early and Safety Return to Work initiatives with the HR Manager To ensure the documentation is compiled and maintained in a file for all injured workers WSIB claims To ensure that WSIB injury statistics are complied and maintained and make recommendations to management concerning loss control activities to reduce Injury/Illness/Incident frequencies and costs To oversee the development and implementation of Health and Safety Training initiatives and provide resources as required In conjunction with senior management will conduct an annual review of the Health and Safety policy and program and ensure that revisions are implemented as required Qualifications Minimum of 5 years general experience in an industrial environment, preferably welding and fabrication of steel products. Experience in: OHSA & the Law, Incident Investigation and Planned Workplace Inspection; or Certification training as recognized by the OHSA to be a certified member of the JHSC

Section 3 – Posted Health & Safety Materials Date of Issue: March 31, 2015 Review/Revise Date: April 21, 2016. Authorized by: Murray Feick Reviewed/Revised by: JHSC


Section 3 – Posted Health and Safety Materials Section 3.1 – Occupational Health and Safety Act Liftsafe Engineering & Service Group Inc. has a designated posting area for Health and Safety information. This is located in the Fabrication Shop. A current, up to date copy, of the consolidated edition of the Thomson Carswell - Ontario Occupational Health & Safety Act & Regulations shall be posted for easy access for all workers. This contains the following legislative requirements: Occupational Health & Safety Act (OHSA) Industrial Regulations 851 Construction Regulations 213/91 WHMIS Regulations 860 & First Aid Regulations 1101 (Workplace Safety & Insurance Act)

Section 3.2 – Material Safety Data Sheets (MSDS) All current Material Safety Data Sheets (MSDS) must be reviewed on an annual basis and a new one must be obtained from a supplier every 3 years. MSDS’s are required for all WHMIS controlled hazardous substances however they are not required for consumer products being used within the facility. All MSDS must be maintained and easily assessable for all workers. MSDS are maintained in the Fabrication Shop by the bulletin board.



Section 3.3 – Occupational Health and Safety Explanatory Materials The Ministry of Labour Guide to the Occupation Health and Safety Act and The Health & Safety at Work poster shall be posted for all workers to see at Liftsafe Engineering & Service Group Inc. premises as well as the Employment Standards poster version #6. These materials are posted on the bulletin board.



Section 3.4 – Form 82 – In case of Injury at Work This Form shall be posted at Liftsafe Engineering & Service Group Inc. on the bulletin board for all workers to see



Section 3.5 – Emergency Services and Numbers NOTE: This list of Emergency Services and Numbers shall be posted on the Liftsafe Engineering & Service Group Inc. Health & Safety Board an as well all primary telephones in Liftsafe Engineering & Service Group Inc. that have access to an “outside line” shall have this list posted in close proximity for emergency use. This list needs to include at least the following: 911 fire police ambulance Ministry of Labour Ministry of Environment Utilities Refer to Section 6.1b Emergency Phone Numbers List Section 3.6 – Policies and Reports Reference Documents Occupational Health and Safety Act, Section 25(2) (m) The following polices and reports must be posted, by the Liftsafe Engineering & Service Group Inc., on the Health and Safety board for all workers to see. These policies and reports include: Health and Safety Policy Violence and Harassment Policies Joint Health and Safety Committee (JHSC) workplace health and safety inspections JHSC Meeting Minutes JHSC Members Names and Work Locations Ministry of Labour Orders

Section 4 – Injury/Illness Reporting, First Aid Treatment, Injury/Illness Investigation and Early and Safe Return to Work Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 4 – Injury/Illness Reporting, First Aid Treatment, Injury/Illness Investigation and Early and Safe Return to Work Section 4.1 – Injury/Illness Reporting Purpose To ensure that all workplace incidents, injuries and illness, whether of a minor or serious nature are reported immediately or as soon as possible to the worker’s supervisor. This will allow the employer the opportunity to provide First Aid treatment, to investigate the circumstances and to take corrective action to reduce the potential for future injury/illness. Scope This procedure applies to all workers employed by Liftsafe Engineering & Service Group Inc. working at any of their facilities or with their vehicles as well as any of their off-site work locations. Reference Documents Workplace Safety & Insurance Act Section 4.2 – First Aid Requirements Section 4.3 – Injury/Illness/Incident Investigations Section 4.3b – First Notice to Health Professional regarding Form 8 Section 4.3c – Health Professional’s Report (Form 8 page 3) WSIB Form 156C Treatment Memorandum WSIB & Employer Functional Abilities Forms (FAF) Definition Workplace Injury/Illness: A Workplace Injury/Illness may involve an incident resulting in either: First Aid, requiring only first aid treatment by a First Aid Provider (FAP); Health Care, requiring professional medical treatment resulting in no time lost from work other than hours lost on the day of the injury; or Lost Time, requiring professional medical treatment resulting in either time lost from work or modified duty at work or modified hours of work. Procedure Supervisor and First Aid Provider Responsibilities: Whenever an injury/illness is reported to a supervisor, immediate first aid must be administered by a First Aid Provider (FAP) and a report completed. This report shall consist of a First Aid Injury/Incident Report completed by the supervisor and forwarded to the Fabrication Foreman. Medical Attention Required: A FAP may arrange for an in injured worker to be immediately sent for medical treatment at a hospital or other treatment facility by either taxi or ambulance as appropriate. An ambulance can be contacted using either the phone system dialling 911, or by contacting a local taxi provider. The Taxi dispatch or Emergency Responders must be informed of the address location and which door to come to and have someone assigned to meet and report when it arrives. Any taxi expense will be paid by the employer. If the FAP deems it necessary, they will accompany the injured worker for medical treatment to provide first aid as required. If there is any doubt, FAP will accompany the injured worker. If the injured worker refuses transportation for medical treatment and the FAP deems medical treatment is required they will call 911 after conferring with the supervisor. A WSIB Treatment Memorandum form 156C should be sent with the injured worker as well as a letter notifying the treating physician that Modified Work is available should it be required.



An investigation will be conducted to determine the root cause and to ensure steps are taken to prevent recurrence. (see section 4.3) Where applicable a Workplace Safety and Insurance Board (WSIB) report, Form 7, must be completed within 3 days to ensure that medical costs and/or lost wages can be recovered by the injured worker. Injured Worker Responsibilities: All workplace injuries and illnesses, as defined in this procedure, must be reported to the Supervisor by the injured party immediately after the occurrence. All workers suffering from a workplace injury/illness, who have received medical treatment, will return to their pre-injury job or modified work will be provided if required. If they are unable to return to work due to this injury/illness they shall contact their supervisor by the following working day and shall continue to communicate with their supervisor/employer on a regular basis as defined by the Early and Safe Return to Work Plan. (see section 4.4) The injured worker must provide a copy of page 3 of the Health Professional’s Report Form 8 and any FAFs requested by the employer and any other documentation as may be reasonably required by either the employer or the Workplace Safety and Insurance Board. Follow-up Contacts: A continuous log of all reported injuries/illnesses will be provided to the JHSC who will review this information at their next monthly meeting in order to monitor the progress of any injured worker as well as to follow-up on any recommendations made as a result of an investigation conducted and to identify any training needs. This log will also be reviewed regularly by the Fabrication Foreman in order to monitor progress and identify any trends and training needs. Training: All workers will receive training on this procedure as a part of their New Worker Orientation and thereafter will receive refresher training annually or earlier if any revisions to this procedure would indicate that refresher training is required. Insert Section 4.1a – Guide for Injury/Illness Reporting Insert Section 4.1b – FM-077 First Aid Injury or Incident Report



Section 4.2 – First Aid Requirements Purpose To establish a procedure to ensure that Liftsafe Engineering & Service Group Inc. meets or exceeds the requirements under the WSIA Regulation 1101 in order to provide for the prompt and effective treatment of any injury/illness reported at the workplace. Scope This procedure applies all workers and First Aid Providers (FAP) employed by Liftsafe Engineering & Service Group Inc. Reference Documents Workplace Safety and Insurance Act – Regulation 1101 Section 2(1) Regulation 1101 Section 8 applies to not more than 5 workers on a shift Regulation 1101 Section 9 applies to 6 to 15 workers on a shift Regulation 1101 Section 10 applies to 16 to 200 workers on a shift and includes one (1) stretcher and two (2) blankets OHSA Ind. Reg. Sec. 135 requires that where 10 or more workers are employed a room or other space shall be provided, affording reasonable privacy and equipped with one or more cots and chairs, unless such facilities are provided at a First Aid Station. Section 4.1 – Injury/Illness Reporting Section 4.1b – FM 077 First Aid Injury or Incident Report Procedure The First Aid Stations are located in the following areas as indicated on the Liftsafe Engineering & Service Group Inc. Building Floor Plan: in the fabrication shop by the worker's washroom; in the washroom on the office second floor; and each company vehicle is equipped with a portable kit. At least one qualified FAP works in the vicinity of each of the First Aid Stations. When a worker reports an injury/illness to the supervisor the FAP will provide the First Aid treatment required as required by Section 4.1. The First Aid Certificates of all the FAP's shall be posted at the First Aid Stations. The First Aid Station shall be visually inspected by the JHSC monthly in conjunction with their workplace inspection for the cleanliness and accessibility of the First Aid box and this inspection shall be recorded on the Workplace Inspection Checklist. Legislated inspections shall be conducted quarterly by the worker member of the JHSC for the contents of the First Aid containers and the inspection will be recorded, dated and signed by this worker on the First Aid Inspection Checklist. The Fabrication Foreman shall have the stock replenished as required by these inspections. First Aid Kit Components The Section 10 checklist for the First Aid Station quarterly inspections shall be used at this facility of Liftsafe Engineering & Service Group Inc. The section 8 checklist for the portable kits used in the company vehicles. Training: All First Aid Providers will receive First Aid training based on a recognized certificate program and retraining shall be provided every 3 years. Insert Section 4.2a & c – First Aid Kit Inspection Checklists



Section 4.3 – Injury/Illness/Incident Investigations Purpose To establish a written procedure to ensure that an immediate investigation of the following types of Injury/Illness/Incident(s) is conducted in order to identify both the immediate and basic causes and thereby take remedial actions to prevent recurrence: Fatality; Critical Injury; Lost Time; Medical Aid (Health Care); Occupational Illness; Property Damage; Fire; and Environmental Release. First Aids and Near Misses may be investigated at the discretion of the JHSC or the Fabrication Foreman. Scope This procedure applies to any facility or vehicle owned or operated by Liftsafe Engineering & Service Group Inc. Reference Documents OHSA Sec. 51, 52 and 53, Industrial Reg. Sec. 5 & Reg. 834 Workplace Safety and Insurance Act Highway Traffic Act of Ontario Section 4.1 – Injury/Illness Reporting Section 4.2 – First Aid Requirements Definitions Injury/Illness/Incident: An unplanned event that results in physical harm or illness to a worker or damage to property. Critical injury: A Critical Injury is an injury of a serious nature that; Places life in jeopardy; Produces unconsciousness; Results in substantial loss of blood; Involves the fracture of a leg or arm but not a finger or toe; Involves the amputation of a leg, arm, hand or foot but not a finger or toe; Consists of burns to a major portion of the body; or Causes the loss of sight in an eye. Injury: An event that causes physical harm to a worker. Lost Time Injury: A work related injury that results in the injured worker missing scheduled time from work, resulting in even a partial wage loss, but not including the day of the actual injury. Medical Aid Injury (Health Care): An injury that requires professional medical treatment other than First Aid but does not involve lost time.



First Aid Injury: An injury that requires First Aid treatment only, generally not subject to an investigation however this type of occurrence may be investigated at the discretion of the JHSC or senior management. Occupational Illness: Is a condition that results from exposure in a workplace to a physical, chemical or biological agent to the extent that normal physiological mechanisms are affected and the health of the worker is impaired. Property Damage Incidents: An event where contact is made between two objects resulting in alteration to one or both of the objects. Incident: An incident is an unplanned event that could have resulted in injury to people and/or damage to the environment, equipment, property and/or material, if the circumstances had been slightly different. Sometimes referred to as a “Near Miss” Near Misses: An event that under different circumstances could have resulted in physical harm to an individual or damage to the environment, equipment, property and/or material, generally not subject to an investigation however this type of occurrence may be investigated at the discretion of the JHSC or senior management. Fire: An event where undesired combustion occurs. Environmental Release: An incidental discharge of a physical, biological or chemical substance into the workplace and/or community. Procedure Senior Management The Fabrication Foreman will be the “Reviewer” and will review and sign the “Injury/Illness/Incident Investigation Report” within 2 days of the occurrence and investigation. Investigators JHSC Worker Members The Investigation Team is comprised of the two JHSC worker certified members who shall investigate the Injury/Illness/Incident within 24 hours and will both sign the “Injury/Illness/Incident Investigation Report”. Other Knowledgeable Staff There may be other knowledgeable staff either within Liftsafe Engineering & Service Group Inc. or other service providers who may be asked to join the Investigation Team under special circumstances. Assessment of the Scene The Investigation Team will respond to the scene as quickly as possible after being notified about the Injury/Illness/Incident. If necessary they will secure the scene in order to prevent or minimize risk of further injuries or property damage and to provide emergency rescue and first aid or other medical assistance for the injured party.



Note for a Fatality or Critical Injury the scene must be secured until a MOL Inspector arrives to conduct an investigation. Do not disturb the scene other than to save lives, maintain essential public utility service or prevent unnecessary damage to equipment or other property. The Investigation Team will use photographs, sketches or drawings of the scene to collect information and evidence (i.e. perishable) and to record the extent of damage to equipment, materials, buildings or the environment. Interviewing The Investigation Team will conduct interviews with eyewitnesses and other knowledgeable persons (suppliers or other outside experts if applicable) as well as injured workers. Interviews shall be conducted individually respecting privacy and formal statements using the “Witness Statement Form” should be used to record the statements. Incident Analysis The Investigation Team will identify the Immediate causes and the Basic causes giving consideration to People, Equipment, Materials, Environment and the Process as indicated on the “Injury/Illness/Incident Investigation Report”. Report The Investigation Team will use the “Injury/Illness/Incident Investigation Report” to identify and record the requirements of this investigation procedure for all of the above noted types of injuries/incidents and as well use the “Witness Statement Form” for that purpose. Note for a Fatality or Critical Injury the “Notice of a Workplace Death or Critical Injury” form must be completed, by the Fabrication Foreman, which and must be sent to the MOL within 48 hours of the occurrence. Recommendations for Preventive and Corrective Action The Investigation Team will recommend remedial actions based on all of the contributing factors identified in their investigation and subsequent causal analysis of the incident. To be effective the remedial actions should indicate “what, why and how” and will be recorded on the form and this report shall be sent to the Fabrication Foreman as soon as it has been completed. Follow Up The Fabrication Foreman will review the report and the remedial actions recommended by the Investigation Team and modify if required. The Fabrication Foreman will assign responsibility for the remedial actions and follow-up as to what has been done, who completed the actions and when the actions were completed. The Fabrication Foreman will ensure a WSIB Form 7 is completed if required and sent to the WSIB within 3 days. The Fabrication Foreman will compile and update the “Annual Injury Reporting and Analysis Form”. Recommendations are Communicated The Fabrication Foreman will ensure that the results of the Injury/Illness/Incident investigations are communicated to the workers by a variety of means including the minutes of the JHSC meetings, memos to affected workers, supervisor safety talks with workers and/or postings on the health and safety bulletin board. Notification Requirements The supervisor will notify the Fabrication Foreman of any Injury/Illness/Incident who will then notify the President.



The Fabrication Foreman will give verbal notification to the MOL immediately of any Fatality or Critical Injury and will send a written report to the MOL within 48 hours of the occurrence using the “Notice of Death or Critical Injury Form”. The Fabrication Foreman will notify the family of the injured worker as required. The Fabrication Foreman will also notify the MOL, MOE, WSIB or any other authority as required regarding spills, fire and explosions etc. Training All supervisors and JHSC members shall receive training as investigation team members on this procedure including specific investigation techniques and will receive refresher training whenever any revisions would be made to this procedure. Insert Section 4.3a – Annual Injury Reporting and Analysis Form Insert Section 4.3b – Witness Statement Form Insert Section 4.3c – Injury/Illness/Incident Investigation Report Insert Section 4.3d – Notice of a Workplace Death or Critical Injury Form



Section 4.4 – Early and Safe Return to Work Early and Safe Return to Work Policy Liftsafe Engineering & Service Group Inc. recognizes the benefits of a program which provides for the early and safe return to work for any worker who has suffered an injury/illness at work. As the employer we will make every reasonable effort to provide temporary modified or suitable alternative duties to a worker who is disabled because of an occupational injury/illness. Our goal is to provide injured workers with the opportunity to return to work within their level of ability as soon as possible following the injury/illness and to return workers to their pre-injury/illness job in a timely manner. This may be accomplished through temporary modification to the tasks, work environment or working hours. Where modifications to the pre-injury/illness job are not possible or appropriate, alternate duties may also be used to facilitate the worker's early and safe return to work. Liftsafe Engineering & Service Group Inc. will in recognition of its obligations comply with all legislative requirements during this process, including those of the Workplace Safety and Insurance Act (WSIA). The employer recognizes that returning an injured worker to work involves a joint responsibility and cooperation between the employer and workers in order to support these basic principles. Dated:______________________ ____________________________ _________________________ President JHSC Certified Worker Member



Purpose To establish a procedure to ensure a safe and timely return to work for injured workers at Liftsafe Engineering & Service Group Inc. Scope This procedure applies all workers employed by Liftsafe Engineering & Service Group Inc. Reference Documents Workplace Safety & Insurance Act Section 4.1a – FM-077 First Aid Injury or Incident Report Definitions Accommodation: Accommodation means any modification to the work or the workplace, including but not limited to reduced hours, reduced productivity requirements, and/or the provision of assistive devices, that results in work becoming available that is consistent with the worker’s functional abilities and that respects applicable human rights legislation. Alternate Employment: Alternate means employment that is offered to an injured worker upon returning to work. It should be comparable to the worker’s pre-injury work in its nature, earnings, qualifications, opportunities and other relevant aspects. Alternate suitable work refers to work with the injury employer, with accommodation where required and in the general labour market. Functional Abilities Form (FAF): A Functional Abilities Form is either WSIB form or a customized form completed by a Health Professional upon request of the employer or the worker, on subsequent visits to a Health Professional. It is used to determine what capabilities an injured worker has so that early and safe return to work can be facilitated. Health Professional’s Report (Form 8): A WSIB form to be completed by a Health Professional on the initial visit for treatment by a worker injured at work. The Health Professional shall provide page 3 of the Form 8 to the injured worker and the injured worker shall provide a copy of this page to the employer providing the employer with functional abilities and return to work information. Modified Work: Modified work is any job, task or function that a worker, who suffers a partial disability or diminished capacity, may perform safely, on a temporary basis, without risk of re-injury or aggravation of the worker’s condition or the existing injury. It is work that is offered when an injured worker is able to return to work but unable to do all the duties of the pre-incident job without assistance. It includes any modification of the previous job that helps a worker safely return to work and may involve a modification to the job, task, function, hours of work or work station. Transitional Work (Work Hardening): Whenever an injured worker, while active in an Early and Safe Return to Work Program, is temporarily performing activities other than their pre-injury activities during their recovery period. The worker is temporarily working for limited hours or limited duties as part of a work hardening plan leading to a safe return to full employment. The goal is to return the worker to their pre-injury/illness position.



Undue Hardship: Evidence of the detrimental impact on the productivity or profitability of an employer’s business. Used in conjunction with the re-employment obligations under the WSIA and the employer’s responsibility to alter the duties of the work or the work environment to facilitate a worker’s return to work under the Human Rights Code. The onus is on the employer to show adequate evidence of undue hardship. Objectives for this Early and Safe Return to Work Program The objective of this program is to continually reduce the impact of any potentially lost time injury by providing suitable modified work or hours in a timely fashion and by providing full support and cooperation with our Early and Safe Return to Work Program. The objectives of this procedure will be met by: Identifying the capabilities or limitations of an injured worker by means of the information contained on page 3 of the Health Professional’s Report (Form 8) or subsequently a Functional Abilities Form (FAF); Returning the injured worker to full capacity at their regular pre-injury job according to the information received from the Health Professional, or Identifying work that is suitable for worker if modified work or hours is recommended by the Health Professional; and Implementing a gradual return to full hours and/or duties of the pre-injury job based on the information received from the Health Professional; or Providing the injured worker with a permanent job or alternative job based on the supporting medical information by the WSIB and the Health Professional. The timely implementation of this procedure will: Help the injured worker maintain positive contact with the employer, Health Professional and WSIB and reduce sense of estrangement and encourage worker to reach their full potential; Return skilled workers as quickly and safely as possible to help recognize their valuable contribution to the company; and Reduce the impact of Workplace safety and Insurance costs. Responsibilities Employer Program Coordinator’s Responsibilities: The HR Manager will act as the Program Coordinator for this procedure. The HR Manager will ensure that a WSIB Form 7 Employer’s Report of Injury/Disease is completed and submitted to the WSIB within three (3) days of the injury and ensure a First Aid report has been completed. As the Program Coordinator the HR Manager will: Make contact with the worker as soon as possible after the injury (latest next day); Maintain communication throughout the recovery period and return to work by scheduling meetings on at least a weekly basis as deemed necessary by the type and nature of the injury or as agreed to on the Return to Work Plan; Ensure that the injured worker has signed the worker’s Consent on either the FAF or the page 3 of Form 8 to release the ‘functional abilities’ information to the employer; Review the completed Health Professional’s Report (Form 8 page 3) or the employer’s FAF with worker to identify suitable work, work that: Is safe and within the worker’s functional physical capabilities; The worker has the skills to do or can acquire the skills to do; or Restores the worker’s pre-injury earnings as closely as possible. These duties could be in their own department or in another department or any other available work.



The Program Coordinator will work with the Fabrication Foreman to make an offer of suitable work in writing to the worker; Together these parties may compile/record data on the Physical Demands Analysis (PDA) form to ensure that the job is suitable and not more demanding than the injured worker is capable of performing; Write a RTW plan in co-operation with the worker, including reintegration into the workforce, specifically work hardening and transitional work; In order to monitor the medical treatment and progress, will have the injured worker visit the Health Professional on a regular basis (i.e. weekly or monthly) based on the type and nature of the injury and have the employer’s customized FAF completed; Monitor and modify the RTW program based on the conditions set out in the employer’s FAF and the worker’s progress as recorded in the Claim Log; Communicate with the worker regularly (based on the above intervals) throughout recovery, recording all conversations with the injured party, WSIB and the Health Professional in the Claim Log; and Provide WSIB any information requested about the worker’s return to work, including wage changes, change in duties/duration of program, failure to cooperate and the completion of the program. The Program Coordinator will ensure privacy and confidentiality as to any medical information they may be privy to concerning the injured worker. Employer Re-employment Obligations: Employers have an obligation to re-employ their injured workers if the following three conditions are satisfied: The worker has been unable to work as a result of the work-related injury/illness; The worker was continuously employed with injury employer for at least one year before the date of the injury; and The employer regularly employs 20 or more workers. Duration of Re-Employment Obligations: The employer is obligated to re-employ until the earliest of: The second anniversary of the date of injury/illness; One year after the worker is medically able to perform the essential duties of their pre-injury employment; or The date on which the worker reaches 65 years of age. Failure to Cooperate: Should the WSIB find that the employer has failed to cooperate they may levy an initial penalty of 50% of the cost of wage lost benefits to the worker and a subsequent penalty of 100% of the cost of wage lost benefits to the worker, plus 100% of any costs associated with providing Work Transition services to the worker. Manager/Supervisor’s Responsibilities: The worker’s immediate Supervisor shall: Work with the Program Coordinator to design the modified work to address the worker’s functional abilities; Create a return to work plan suitable for the injured worker Train the injured worker on these new modified duties; Meet with the worker on at least a daily basis to review or discuss any concerns of the worker or the supervisor; and Complete a Return to Work Plan with the Program Coordinator and complete a Workplace Progress Report on a regular basis throughout this transitional work assignment. The supervisor will ensure privacy and confidentiality as to any medical information they may be privy to concerning the injured worker.



Injured Worker’s Responsibilities: Immediately report all Injury/Illness/Incidents to the employer and obtain necessary first aid and/or health care; Take the employer’s “Notice to Health Professional” letter to the Health Professional explaining that the employer has an Early and Safe Return to Work Program and that the employer offers modified work; Return a completed copy of page 3 of the Health Professional’s Report (form 8), which the Health Professional is to give to the injured worker, before the start of next shift, and communicate with the employer about the return to work and functional abilities information contained in the form; The injured worker must return to the Health Professional to get the form 8 if the they did not receive it at the time of their visit; Assist the employer to identify suitable work consistent with their functional abilities; Provide the WSIB with any information requested during their return to work; Co-operate in their RTW and communicate updates on subsequent visits to their Health Professional using the employer’s customized FAF; Return to work on the date and time as directed; and Maintain contact with the employer throughout their recovery period on at least a weekly basis or as required by the Employer or as agreed to on their Return to Work Plan. Failure to Cooperate: Should the WSIB find that the worker has failed to cooperate they may reduce the worker’s wage loss benefits by 50% and subsequently may suspend the worker’s wage loss benefits. Co-Worker’s Responsibilities: To provide support and encouragement to workers participating in any Modified Work Program. To cooperate with the Program Coordinator by providing direct assistance to a worker whenever it has been determined such assistance may be required in the Return to Work Plan. Health Professional’s Responsibilities: To provide medical treatment to the injured worker as required; To complete the Health Professional’s Report (form 8) and provide the injured worker with a copy of page 3 of this form outlining the return to work and functional abilities information; To complete the employer’s FAF, as requested by the employer, on the injured worker’s subsequent visits for treatment outlining the physical capabilities of the worker; To ensure that the injured worker has signed the Worker’s Consent on either the FAF or the page 3 of Form 8 to release the ‘functional abilities’ information to the employer; and To communicate with the employer, WSIB and the injured worker as required concerning the worker’s recovery. WSIB Responsibilities: Provide timely information to help employer understand: What to expect through the RTW process; What the employer and injured worker are expected to do; Employer rights and obligations; Where to go for help; Provide effective claims management that monitors the activity, progress and cooperation with the employer and the injured worker through the return to work process; Obtain and clarify FA information; Assess the need for a Work Re-Integration Program if early and safe return to work is unlikely; Help resolve difficulties and disputes through the Work Re-Integration process; Offer resources of a Work Transition Specialist and/or a Work Transition Specialist and/or site visits to help the employer and worker through the Work Re-Integration process; and Make decisions on all claim-related and compliance issues.



Procedure

1. Workers must notify their direct supervisor immediately of any injury/illness. The supervisor will ensure that First Aid is provided and that the incident is recorded in the First Aid Injury/Incident Report.

2. Should the injury require further treatment provided by a Health Professional then the Program Coordinator will complete a WSIB Form 7, with the worker's assistance and send to the WSIB within 3 days and provide a copy to the worker.

3. The WSIB will send the injured worker a Worker’s Report of Injury/Disease (Form 6) which the worker must complete and return to the Board within 6 months.

4. The injured worker will be provided with a letter for the Health Professional advising that the employer has an ESRTW Program. (First Notice to Health Professional regarding Form 8)

5. The injured worker must return to the work immediately after receiving treatment and provide the Program Coordinator or Supervisor with this page 3 Functional Abilities information. Only in the case of very serious circumstances will the worker be permitted to wait until the next day to provide the employer with this information and then only after contacting the employer by phone.

6. The Program Coordinator will conduct a meeting with the injured worker and the Supervisor after receiving the functional abilities information in order to identify the type of modified work to accommodate the worker’s task limitations without causing undue hardship to the employer.

7. Once it has been agreed that the proposed work or hours are suitable then this offer of work shall be clearly defined on the Return to Work Plan and all parties shall sign this plan.

8. Should the worker be off work for an extended period of time due to the fact that the employer is unable to accommodate the worker’s task limitations then the Program Coordinator shall maintain communications with the worker and shall determine the frequency and nature of these contacts on a case-by-case basis. (i.e. weekly-monthly timeframe and personal or verbal communication).

9. The Program Coordinator shall send a Subsequent Notice to Health Professional regarding the FAF with the injured worker whenever the worker is scheduled to visit the Health Professional in order to update any changes on the worker’s condition.



10.

The worker shall also report any changes or concerns regarding the modified work or hours immediately to their Supervisor or the Program Coordinator and these will be monitored on the RTW Plan and the Plan updated as required on a regular basis. The Plan is subject to weekly reviews and progress reports so the Program Coordinator shall schedule meetings on a weekly basis with the injured worker and the supervisor.

11. The RTW Plan is designed to provide meaningful and productive work having real value which will not aggravate the worker’s condition or constitute an additional hazard to the worker or any co-workers while performing the assigned duties. The work (Work Hardening or Transitional Work) should be designed to assist the worker in returning to their original job or work, if at all possible. However, the duration of the modified work will be determined, by the employer, at the time the plan is presented in writing to the worker the maximum recommended duration is twelve (12) weeks. In cases where the worker is not capable of returning to their pre-injury job at the completion of this plan then the employer shall request the assistance of the WSIB representative to determine the next steps to be taken. Dispute Resolution Mechanism: To solve any dispute between the worker and the employer the following steps will be taken: Oral Complaint: A meeting will be conducted involving the workplace parties (worker and supervisor) in an attempt to resolve any dispute that may have been raised by either of the parties. The parties will review the nature of the dispute, action required to settle the dispute and possible adjustments or solutions. If agreement can be achieved then the adjustments will be made and the dispute will be considered resolved. If the dispute cannot be resolved then it should move to the written stage. Written Complaint: The above workplace parties shall document the issues in dispute and forward this to the Program Coordinator who shall convene a meeting of the parties. If the dispute is regarding functional abilities versus the suitability of work: The Program Coordinator may request that an updated Functional Abilities form be provided prior to this joint meeting in order to review the suitability of available work and clarify any issues or concerns. If the dispute can be resolved then the adjustments will be made and the process is complete. If the dispute cannot be resolved then it should move to the mediation/intervention stage. Request for Mediation/Intervention: If the dispute cannot be resolved at the written stage then the parties (injured worker, supervisor and Program Coordinator) may request mediation or third party intervention. This may include requesting the services of third party provider experienced in RTW issues or a representative from the WSIB. These parties shall select a mediator/third party by means of a consensus and if the injured worker is a member of a trade union their union representative shall be included in this decision making process.



Mediator/Third Party Intervention Appointment: The mediator/third party will arrange a joint meeting in order to hear the issues in dispute in an attempt to bring the parties together to agree on a resolve. All parties will attend and will abide by any decision or outcome reached by the parties to resolve the dispute. Training All workers will receive training on this procedure as a part of their New Worker Orientation and thereafter will receive refresher training annually or earlier if any revisions to this procedure would indicate that refresher training is required. Insert Section 4.4a – Claims Log Insert Section 4.4b – First Notice to Health Professional regarding Form 8 Insert Section 4.4c – Subsequent Notice to Health Professional regarding FAF Insert Section 4.4d – Functional Abilities Form Insert Section 4.4e – Professional’s Report (Form 8 page 3) Insert Section 4.4f – Return to Work Plan Insert Section 4.4g – Physical Demands Analysis Insert Section 4.4h – Letter to Worker (Return to Work)

Section 5 – Hazard Identification and Risk Assessment Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 5 – Hazard Identification and Risk Assessment Section 5.1 – Hazard Recognition Purpose To ensure that the health and safety of every person entering the workplace and every worker employed by the employer is protected against incidents, injuries and illness, in an endeavour to provide the optimum protection for people, equipment, materials and the environment. Scope This procedure applies to any facility or vehicle owned or off-site work conducted by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health & Safety Act, Section 25(2) (a) & (h) Definitions Assessment: A formal review of a task or job to determine all associated hazards. Biological Hazards: Agents, as defined by WHMIS, and are living things or products of living things and are micro-organisms all of which feed on plant or animal tissue (e.g. bacteria, viruses and fungi). Chemical Hazards: Agents, as defined by WHMIS, in the form of solids, liquids and gases. Hazard: A hazard is any situation, condition or thing that may be dangerous to the safety or health of workers or damage to property. Health Hazards: Any physical, biological, chemical, musculoskeletal or psychosocial issue that compromises the health of a person. Job: An assigned set of tasks or activities that an individual must perform. Musculoskeletal Disorder (MSD): These are elements of work design that adversely affect the skeletal system including the muscles, tendons, cartilage and ligaments known as the connective tissues (e.g. bursitis, carpal tunnel syndrome, tendinitis, sprains and strains). Main Task: All of the activities or tasks of a workplace that make up a job or process. (Tasks that happen occasionally, are not attached to a process or job and pose little hazard are not included as a main task.) Non-Routine Work: Tasks that are not generally performed on a regular basis. PEMEP: People, Equipment, Materials, Environment & Process.



Physical Hazards: Agents, as defined by WHMIS, which are forms of energy or force (e.g. noise, vibration, heat, cold, pressure and radiation). Psychosocial Hazards: Hazards related to both psychological and stress factors (e.g. fatigue, shift work, stress, bullying, workplace violence and working alone). RACE: Recognize, Assess, Control & Evaluate. Safety Hazard: Any condition or work activity that has the potential to result in injury or property damage (machine, energy, confined space, mechanized material handling or work practices). Task: A set of actions or activities required to complete a job. Work Environment: The physical confines to which a worker is exposed during their workday. Procedure This formal process of Hazard Recognition and Risk Assessment should be performed before the work commences to identify and assess hazards on the job. A Job Hazard Analysis (JHA) or a Job Safety Analysis (JSA) should be developed for all job positions in the Fabrication Shop and the Field Service resulting in Safe Operating Procedures (SOP's) for all positions. These documents will be reviewed and revised annually or whenever changes are made to the process. Steps to conducting a Job Hazard Analysis (JHA), Job Safety Analysis (JSA) or a Workplace Hazard Assessment: Workers who perform the work or subcontractors who are hired to perform the work being assessed should be actively involved in the hazard identification process. Create an Inventory of Jobs or Common Workplace Hazards; Identify the Main Tasks; Identify the Potential Hazards; & Identify the Type of Hazard. Create an Inventory of Jobs or Common Workplace Hazards: Compile an inventory of all jobs and/or common hazards in the work environment. When listing the jobs, occupations or common hazards and setting priorities for analysis, consider the following factors: New jobs; Routine jobs; Pre-job assessments; Worker reported hazards; Hazards identified on monthly workplace inspection reports; Potential for severe injury; History of disabling injuries; and Frequency of injuries. Identify the Main Tasks: Break each task into steps and list these in sequence.



When identifying the main tasks and the key steps remember that too much detail becomes cumbersome and not enough detail becomes useless. Avoid making the breakdown so detailed that an unnecessarily large number of steps results, or making the job breakdown so general that basic steps are not recorded. Use work observation as a tool to identify the steps in each task. Select an affected worker or is some cases a outside contractor to participate in the process. Explain purpose, observe and document the steps, completely describe each step and note any deviations which may occur. Identify the Potential Hazards: Follow Step 1 on the Instructions for a WHA 5.1b. Look for potential hazards in each step identified above using the following methods: Check monthly workplace inspection reports; Document worker concerns & hazard reports; Observe workers performing jobs; Review First Aid reports; Hazardous materials inventory & MSDS; WSIB & MOL reports; & Injury/Illness/Incident reports. Always consider each of the 5 contributing factors when identifying hazards. People, Equipment, Materials, Environment & Process. Identify the Type of Hazard Follow Step 2 on the Instructions for a WHA 5.1b. Consider both Health and Safety hazards as either Physical, Biological, Chemical, Musculoskeletal, Psychosocial or Safety Hazards. Record the hazard by type as per the instructions using the appropriate acronym. Training All Fabrication Shop, Field Service workers, Engineers and supervisors will initially receive training on this formal Workplace Hazard Recognition process and thereafter will receive refresher training whenever any revisions are made to this process. Insert Section 5.1a – Workplace Hazard Assessment Worksheet Insert Section 5.1b – Instructions for Workplace Hazard Assessment Worksheet



Section 5.2 – Hazard Assessment & Control Purpose To ensure that all workplace activities are performed with maximum safety reasonable under the circumstances in order to reduce the potential for future injury/illness. Scope This procedure applies to any facility or vehicle owned or operated by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health & Safety Act, Section 25(2) (a) & (h) Definitions Controls: Measures designed to eliminate or reduce hazards or hazardous exposures to an acceptable level. The five major types of controls are: Elimination, Substitution, Engineering, Administrative and Personal Protective Equipment (PPE). Loss Potential: The likelihood that harm to people or damage to the environment, equipment, property and/or material will occur under certain circumstances. This is based on the number of workers potentially exposed to the hazard and duration of the exposure. This is the Rated as High, Medium or Low. Major Hazard: Any activity or hazard that has the potential to cause death, critical injury or lost time. Minor Hazard: Any activity or hazard that has the potential to cause injury requiring first aid or no treatment injuries. Moderate Hazard: Any activity or hazard that has the potential to cause injury requiring medical services but not so great as to cause a lost time injury. Severity: The potential injury is rated as either Major (1), Moderate (2) or Minor (3). Risk Level: A combination of the Likelihood and the potential Severity creates the Risk Level for an Action Plan. The Risk Level is rated as being High (H), Medium (M) or Low (L). Procedure Steps to completing a Job Hazard Analysis (JHA), Job Safety Analysis (JSA) or a Workplace Hazard Assessment: Identify the Current Controls Assess and Rate the Risk Level Develop an Action Plan Follow-up on Action Taken Evaluate the Hazard Controls Identify the Current Controls: Follow Step 3 on the Instructions for a WHA 5.1b.



Consider the controls in place now for each hazard identified. Consider all 5 control methods and all 3 control areas. Assess and Rate the Risk Level: Follow Step 4 on the Instructions for a WHA 5.1b. Use the Risk Level Chart of the Workplace Hazard Assessment Worksheet form to measure the residual risk with the current controls in place. The Likelihood is rated as H, M, or L and the Severity as either 1, 2,or 3 with the resultant Risk Level being H, M, or L. Develop an Action Plan: Follow Step 5 on the Instructions for a WHA 5.1b. Use the “Action Plan” form to recommend new or further controls if the risk assessment proved that this is necessary. All hazards rated as High should have an action plan. Follow-up on Action Taken: Follow Step 6 on the Instructions for a WHA 5.1b. Ensure that proper action has been taken in an appropriate time frame. Observe the task being performed and interview the worker performing the task to ensure that no new hazards have been inadvertently created. Evaluate the Hazard Controls: Follow Step 4 on the Instructions for a WHA 5.1b. Reassess and record the new Risk Level to determine if it is an acceptable level. If the residual risk is not acceptable start the process at Step 1 again and continue until a tolerable risk level is attained. Training All Fabrication Shop, Field Service workers, Engineers and supervisors will initially receive training on this formal Workplace Hazard Assessment and Control process and thereafter will receive refresher training whenever any revisions are made to these assessments. Insert Section 5.2a – Hazard Control Methods Insert Section 5.2b – Workplace Hazard Assessment Action Plan for Hazard Controls



Section 5.3 – Safe Operating Procedures Purpose To ensure that workers are provided with instruction on how to perform the job activities in the safest manner in order to avoid exposure to hazards thereby reducing injury and illness. Scope This procedure applies to any facility or vehicle owned or operated by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health & Safety Act, Section 25(2) (a) & (h) Definitions Safe Operating Procedures (SOP): A set of instructions for a job, process or machine that when correctly followed will provide optimum safety to the worker. Safe Work Practices: Activities performed in a manner that minimizes the likelihood of Injury/Illness/Incident. Safe Work Procedures: An established method to perform activities to minimize the likelihood of Injury/Illness/Incident. Procedure Develop a step-by-step description for each main activity rated as a major loss potential as a result of the Hazard Assessment. Include key health and safety points or controls to remember following each step. Consideration should be given to the following points when developing the SOP. Find a New Way to do the Job. Determine the goal of the job, then analyze the various ways to reach this goal, looking for the safest methods: Consider work saving tools and equipment, layout, location or conducting an ergonomics study; Consider a change in common work practices; Consider a change in physical conditions; Consider what could the worker do to eliminate the hazard; Consider a reduction in frequency; Identify parts requiring frequent repairs; or Reduce vibration and save machine parts. A job that has been redesigned may affect other jobs or work processes. Check or re-observe the new process once it has been redesigned. Training All Fabrication Shop and Field Service workers will receive training on the Safe Operating Procedures that apply to any high risk jobs they perform and thereafter will receive refresher training whenever any revisions are made to these procedures. Insert Section 5.3a – Safe Operating Procedures



Section 5.4 – Reporting Hazardous/Substandard Conditions Purpose To ensure that workers report all workplace hazards to the employer/supervisor immediately or as soon as possible. This can be done either verbally or in writing. This will allow the employer the opportunity to take corrective action to eliminate or reduce potential hazards in the workplace. Scope This procedure applies to all workers and supervisors employed by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health & Safety Act – Sec. 28(1) (c) & (d) Section 4.5 – Refusal to Work Definition Hazardous/Substandard Conditions: Physical conditions or actions, which deviate from what would be considered acceptable or normal, which could potentially cause an injury or property damage. Health Hazard: Any physical, biological, chemical, musculoskeletal or psychosocial issue that compromises the health of a person. Safety Hazard: Any condition or work activity that has the potential to result in injury or property damage (machine, energy, confined space, mechanized material handling or work practices). Workers Responsibilities Report any hazard to their supervisor immediately or as soon as possible. This report can be made either verbally or in writing using the “Hazard Reporting Form". This form is available in the supervisor's office. Complete the top portion of the form, including rating the risk level of the hazard and the corrective action being are suggesting; Give one copy to the supervisor and advise a worker member of the JHSC. Supervisors Responsibilities Take steps to correct or control the hazard immediately. Take action and complete the lower half of the form, keep a copy for their records and give a copy to the worker member of the JHSC. The supervisor shall retain copies of these forms. If the corrective action required is beyond the authority of the supervisor, they will take the report to the Fabrication Foreman for resolution and advise the worker member of the JHDC of this action. Worker Member of the JHSC Responsibilities Satisfy themselves that the problem has been corrected. Follow up with the worker on any action taken. Advise the department manager if a problem reported has not been resolved within a reasonable period of time (10 working days). When involved, the Fabrication Foreman will keep the supervisor and worker member of the Committee informed of any and all actions taken.



JHSC Responsibilities Review all hazards/substandard conditions reported at the next regular meeting of the JHSC. JHSC members will initial the reports to signify their review of such. All safety related actions shall be recorded in the meeting minutes. This procedure does not preclude any worker from exercising their “Right to Refuse Unsafe Work”. Training All workers will receive training on this procedure as a part of their New Worker Orientation and thereafter will receive refresher training annually by means of a shift safety talk or earlier if any revisions to this procedure would indicate that refresher training is required. Insert Section 5.4a – Hazard Reporting Form

Section 6 – Emergency Evacuation Plan Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 6 – Emergency Response and Evacuation Section 6.1 - Emergency Evacuation Plan Purpose To ensure that proper procedures are in place and actions are taken, in the event of any emergency situation, for the protection of workers, visitors, contractors and the general public and for the prevention of loss. Scope This procedure applies to any facility or vehicle owned or operated by Liftsafe Engineering & Service Group Inc. Reference Documents Section 4.1 – Injury/Illness Reporting LESG Building Floor Plan Definition Emergency Situation: An Emergency Situation is defined as one involving a: Fire; Power Failure; Gas Leak or Explosion; Chemical Spill; Weather Conditions; Workplace Violence/Crime Incident/Bomb Threat; Medical Emergencies; Fall Arrest/High Angle Rescue; Entrapment; and/or Motor Vehicle Incidents. Procedure The responsibilities of the workplace parties are clearly defined in the LESG Emergency Evacuation Plan, including specific instructions for each type of emergency situation, evacuation procedures, training requirements and specific collection areas. Training All workers will receive training on this procedure as a part of their New Worker Orientation and thereafter will receive refresher training annually or earlier if any revisions to this procedure would indicate that refresher training is required. A Fire Drill shall be conducted and recorded each year. Insert Section 6.1a – LESG Emergency Evacuation Plan Insert Section 6.1b – Emergency Drills Record Insert Section 6.1c – Crime Incident Report Insert Section 6.1d – Bomb Threat Checklist Insert Section 6.1e – Emergency Phone Numbers Insert Section 6.1f – Spill Incident Report



Section 6.2 – Fire Prevention & Protection Equipment Purpose To ensure that all emergencies equipment is available and maintained in good working order ready to be used in a manner that would protect the Health and Safety of all workers, visitors, contractors and the public as well as minimize any potential loss. Scope This procedure applies to any office and/or production facility or vehicle owned or operated by Liftsafe Engineering & Service Group Inc. Reference Documents Ontario Fire Code Ontario Building Code Industrial Reg. Ss. 22, 23 & 123 Section 6.1a – LESG Emergency Evacuation Plan Section 6.1b – Emergency Phone Numbers Listing Liftsafe Engineering & Service Group Inc. Building Floor Plan Procedure The LESG Emergency Evacuation Plan lists all of the emergency equipment, locations and inspection requirements, indicating the requirements for checks, inspections and tests of the equipment. The Fabrication Foreman will engage a supplier to recommend the type of emergency equipment required for the workplace as well as the quantity and correct placement according to the Ontario Fire Code and Building Code and any other applicable standards. Inspections The Building Floor Plan indicates the locations of all Emergency Equipment. Monthly visual checks of fire extinguishers, eye wash station, emergency exits and emergency lighting, Fire Department access and spill control are conducted by the JHSC and recorded on their monthly inspection. Monthly physical inspections of fire extinguishers by JHSC are recorded on the fire extinguisher tag. These inspections will ensure that fire extinguishers are in place and readily accessible in the event of any emergency. Annual inspections of fire extinguishers are conducted and recorded by Dan Daley Fire & Safety Equipment Cambridge (519)621-1367. Types of Fire Extinguishers A – ordinary combustibles; B – flammable liquids; C – electrical; & D – flammable metals. Rating The approximate number of square feet of fire a person can expect to extinguish. i.e. 60B means it can expect to extinguish approximately 60 sq.ft. of a Class B fire. 20A60BC means that a person can expect to extinguish: 20 square feet of a Class A fire or 60 square feet of a Class B or C fire.



Compressed Gas Cylinders Handling and Storage Compressed gas cylinders must be labelled with a WHMIS label. Compressed gas cylinders shall be handled safely using a proper cart, secured with a chain or bungee cord and the protective cap shall be securely in place. Compressed gas cylinders shall be stored: Secured in an upright position so it will not tip and fall; Protective cap securely fastened, unless connected to a regulator; Spent cylinders shall not be stored inside a building; and No storage of propane cylinders shall be within 3m of a source of ignition or fire. Flammable and Combustible Liquids Handling and Storage of Sealed Containers Where not required for immediate use, flammable liquids in sealed containers shall be stored outdoors and remote from any means of egress, or in a building not used for any other purpose, or in a room separated from the rest of the building with partitions having; 1. at least a one-hour fire-resistance rating, and 2. self-closing doors, hinged to swing outwardly on their vertical axes, equipped with, 1. a drain connected to a dry sump or holding tank, and 2. liquid-tight seals between interior walls and floor and a liquid-tight ramped sill at any door opening, which is not in an exterior wall, and having natural ventilation to the outdoors by upper and lower exterior wall gravity louvres. Handling and Storage of Opened Containers Where not required for immediate use, flammable liquids, in opened containers; or having a flash point below 22.8° Celsius and a boiling point below 37.8° Celsius, shall be stored outdoors and remote from any means of egress, or in a building not used for any other purpose, or in a room separated from the rest of the building with partitions having; 1. at least a one-hour fire-resistance rating, and 2. self-closing doors, hinged to swing outwardly on their vertical axes, equipped with, 1. a drain connected to a dry sump or holding tank, and



2. liquid-tight seals between interior walls and floor and a liquid-tight ramped sill at any door opening, which is not in an exterior wall, and having natural ventilation to the outdoors by upper and lower exterior wall gravity louvres. Flammable Storage Room or Metal Cabinet Be stored in facilities having no potential source of ignition; and when located in a room, be located in a room equipped with explosion venting to the outdoors, and a spark resistant floor. A maximum of 235 litres of flammable liquids may be stored, in sealed containers of not more than twenty-three litre capacity each; or in a metal cabinet of double walled construction with a 3-point door latch and a liquid-tight door sill raised at least fifty millimetres above the floor. Dispensing Area An area where flammable liquids are dispensed shall have, mechanical ventilation from floor level to the outdoors at the rate of eighteen cubic metres per hour per square metre of floor area; and containers and dispensing equipment bonded and grounded when flammable liquid is dispensed. Portable Dispensing Containers A portable container used for dispensing flammable liquid in a work area shall be made of material suitable to provide for the safety of all workers and have, a spring-loaded cap; and a flame arrestor. Training The Fabrication Foreman will engage a provider to conduct the proper training for the safe use of the fire extinguishers and the hazards involved in incipient stage fire fighting. Workers will receive training on the safe handling and storage of Flammable and Combustible Liquids All workers in the Fabrication Shop, Service Techs and selected personnel in the office shall be trained in the proper use of this emergency equipment every 3 years.

Section 7 – Joint Health & Safety Committee Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 7 – Joint Health and Safety Committee Section 7.1 – The Joint Health & Safety Committee Purpose The JHSC has 4 principal functions: To identify potential hazards; To evaluate these potential hazards; To recommend corrective action; and To follow-up on implemented recommendations In order to carry out these functions the committee is legally required to hold regular meetings, at least quarterly, and to conduct inspections of the workplace, at least monthly. Scope This procedure applies to any facility owned or operated by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health & Safety Act, Section 9 Section 8 – Health and Safety Inspections A Guide for Joint Health and Safety Committees and Representatives in the Workplace Acronyms JHSC: Joint Health & Safety Committee MOL: Ministry of Labour OLRB: Ontario Labour Relations Board (referred to in the Act as the Board) Definition Terms of Reference: The Terms for Reference is a written statement of the functions and operating procedures for the Joint Health and Safety Committee to help them to operate more effectively and efficiently. The JHSC will review the Terms of Reference annually to revise as deemed appropriate by consensus of the committee. Currently at Liftsafe Engineering & Service Group Inc. the JHSC meetings are being held monthly and inspections are being conducted on a monthly basis, as scheduled by the JHSC.



Section 7.2 – Composition Reference Documents Occupational Health and Safety Act, Section 9 (6), (7) & (12) Procedure Based on the number of workers currently employed at Liftsafe Engineering & Service Group Inc. the JHSC must comprise at least 2 management and 2 worker members: 1 Certified management member 1 Certified worker member Currently the committee at Liftsafe Engineering & Service Group Inc. comprises 4 Worker Members and 2 Management Members. At least half of the members must be workers who do not exercise managerial functions. Management members must not outnumber the non-management members. This composition may change as business requirements change at Liftsafe Engineering & Service Group Inc. An attempt will be made to have overlapping terms of office, so that continuity can be maintained.



Section 7.3 – Selection & Training Committee Members Worker members are elected by means of a vote by the members. Members will be replaced as needed as soon as possible. Management members will be appointed by management. The members will fill this role for a minimum of a 2-year term of office. There will be no maximum term of office. However elected and appointed members can be removed from the committee for one of the following reasons:

• Written resignation from the committee by the member;

• Transfer or change of position as a management or worker representative within company; or

• Termination of employment by the employer. The employer will ensure that the required number of committee members is maintained. New Members New members will receive a copy of the JHSC Terms of Reference as well as an orientation to the committee and the workplace inspection procedure by the certified management member. New members will attend one meeting with their previous member from their area to ensure familiarity with the meeting procedures and to ensure continuity. All new members of the JHSC will receive training on the roles and responsibilities and functions of the JHSC. The MOL Guide for JHSC will be used for this training prior to the new member attending their first JHSC meeting. The new member will receive a copy of this guide. New members will receive training as a certified member as defined by the MOL Standard as soon as practical after joining the committee.



Section 7.4 – Certified Members Reference Documents Occupational Health and Safety Act, Sections 9 (8),(9),(11) & 44, 45 Definition Dangerous Circumstances: A Dangerous Circumstances means a situation in which: A provision of the Act of the 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. Bilateral Work Stoppage: A Bilateral Work Stoppage takes place when both certified members agree that a dangerous circumstance exists and they direct the employer to stop the work that is causing the problem to which the employer must immediately comply. Unilateral Work Stoppage: A Unilateral Work Stoppage applies to an employer who has either received a declaration from the Board (OLRB) under section 46 or the employer has advised the committee in writing that they have adopted this procedure and have given a certified member the unilateral right to stop work in the case of a dangerous circumstance. Certified Members A minimum of one management and one worker member who have been certified will become the certified member for each side of the committee. The exclusive duty of the certified member is to investigate “Dangerous Circumstances” and initiate a “Bilateral Work Stoppage” or a “Unilateral Work Stoppage” in specific circumstances. Bilateral Right to Stop Work Certified members have the right to stop work when they find that dangerous circumstances exist. The Occupational Health & Safety Act sets out specific circumstances under which this may be exercised. Where a certified worker member has reason to believe that a dangerous circumstance exists, they have the right to begin the “stop work” process. The certified member may learn of dangerous circumstances during an inspection, and Injury/Illness/Incident investigation or the investigation of a work refusal or a worker complaint. Supervisors or others in the workplace may also report dangerous circumstances. The first step is for the certified member to investigate to determine if there are reasonable grounds to believe a dangerous circumstance exists as defined by the Act. If they believe it does exist then the supervisor must also investigate the situation. Where the supervisor agrees it does exist, it is essential that they be eliminated or controlled. It is up to the supervisor to see that appropriate corrective action is taken immediately or the work is stopped until it can be corrected. Where there is no agreement then the other certified member is called in to investigate the situation and if these two members agree they issue the Bilateral Work Stoppage and if not they contact the MOL Inspector. The certified member may find that a health and safety concern reported by a worker does not constitute a dangerous circumstance under the law but that it is hazardous nevertheless. In this case, the certified member should consult with the supervisor, to get the concern investigated and resolved as soon as possible.



Unilateral Right to Stop Work A certified member whose have been given the unilateral authority to stop work may do so whenever they find that a dangerous circumstance exists. The Occupational Health & Safety Act sets out specific circumstances under which this may be exercised. This certified worker member directs the employer to stop work and the employer shall immediately comply in a manner that does not endanger a person. After complying with the direction they shall promptly investigate the circumstances in the presence of the certified member. If the employer and the certified member should disagree whether the circumstances are dangerous either party may request that an inspector investigate and provide a decision in writing. The direction from the certified member remains in force during this process. Once the employer has taken steps to remedy the dangerous circumstances they may request the certified member or the inspector cancel the direction. The certified member who made the direction or an inspector may cancel it. Insert Section 7.4a – Bilateral Work Stoppage Flowchart Insert Section 7.4b – Unilateral Work Stoppage Flowchart



Section 7.5 – Posting of Members Names & Work Locations Purpose To ensure the active participation of workers in the Health and Safety program the names and work locations of all the members of the JHSC shall be posted on the Health and Safety Bulletin Board located in Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health and Safety Act Section 9(32) Insert Section 7.5a – Posting of Members Names & Work Locations



Section 7.6 – Meetings Reference Documents Occupational Health and Safety Act, Section 9(33) & (22) Schedule for JHSC Meetings JHSC Meetings shall be held every month and will be conducted on a day scheduled by the JHSC. Definitions Agenda: The Agenda will serve as a guide to member’s preparation for the meeting and as an outline for the order of business at the meeting itself Consensus: Consensus means that each committee member is prepared to support a compromise position, even though it may not be their first choice, in order to reach an agreement that the whole committee will support. To be effective this is the preferred method of conducting JHSC business. Quorum: An equal or greater number of worker members (compared to the number of management members) must be present in a safety meeting for it to proceed; otherwise the meeting is not to take place. The Agenda will contain: Time, date, place of meeting Minutes of last meeting Unfinished business Regular reports (inspections, Injury/Illness/Incidents, statistics) Employer’s response to past business New business Next meeting Minutes of Meetings Minutes shall be recorded and comprise the following: Time and date; Attendance; Items discussed; Recommendations including reasons or a notation recorded stating “No Recommendations”; and Time and date of next meeting. Minutes should identify concerns without using names (worker’s names should only be recorded for attendance and assigned responsibilities). Committee members are governed by confidentiality regarding all personal and business information including operations, patent or trade secret information. Minutes shall be signed and distributed to each committee member within 1 week of the meeting and also posted on the Health and Safety Boards (the previous meeting minutes and the last 2 inspection reports should remain posted) and circulated to senior management. Workplace Inspections Workplace inspections will be conducted on a monthly basis on a day scheduled by the JHSC. A copy of the monthly inspection report will be given to the department supervisor and the President. The Fabrication Foreman will post the results of each tour on the Health & Safety bulletin board and amendments will be made to the posted form as items have been completed.



If some items cannot be corrected within a two (2) week timeframe the Fabrication Foreman will consult with the Vice-President Operations for further corrective action. At the next meeting the committee will review the past month safety tours & minutes of the last safety meeting to ensure corrective action has been taken. The “Workplace Inspection Checklist” and the “Workplace Inspection Report” will be used for inspections. All hazards will be rated on the inspection form. Any life threatening hazards will be dealt with and corrected immediately. Any current Ministry of Labour Orders that have been issued will be posted on the Health and Safety Board. Injury/Illness/Incident investigators The Fabrication Foreman will investigate the Injury/Illness/Incident as the primary investigator of any Injury/Illness/Incident Investigation and the worker member will review and sign the report adding comments or recommendations. The worker member shall investigate any incident in which a person is killed or critically injured. All members of the JHSC will be trained in Injury/Illness/Incident Investigation and Workplace Inspection. Other Worker Member Duties A worker member shall attend the start of any safety or industrial hygiene testing and shall accompany a MOL Inspector during a physical inspection of the workplace. All committee members can introduce worker complaints and recommendations at the meetings for further discussion and to make recommendations to the employer. As well the employer will consult with the JHSC regarding the content and delivery of Health and Safety training programs i.e. WHMIS. Insert Section 7.6a – Meeting Agenda Insert Section 7.6b – Meeting Minutes



Section 7.7 – Written Recommendations to the Employer Purpose To establish a written procedure for the JHSC members to follow whenever circumstances and situations would arise where they would like to make a written recommendation to the employer regarding a specific hazard or unresolved concern. Scope This procedure applies to any facility owned or operated by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health and Safety Act, Section 9 (20) & (21) Section 9 – Health and Safety Training Section 8 – Health and Safety Inspections Procedure The JHSC members may make such recommendations regarding any hazard, danger or unresolved health and safety concern they may have in the workplace. The JHSC members should submit these concerns whenever they wish and as soon as practical (within one to two months) in order to reduce the likelihood that such issues will remain outstanding. Such written recommendations made by the committee will be signed by the certified members and will forward it to the President. The President will respond in detail (in the form of an action plan), in writing within 21 days to any written recommendation regarding health and safety issues, received from the JHSC. This response will detail what actions, if any, will, or have, been taken with an accompanying timeframe. If the response differs from the recommendation then an explanation as to why it differs. Insert Section 7.7a – JHSC Written Recommendation Form

Section 8 – Health & safety Inspections Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 8 – Health and Safety Inspections Section 8.1 – JHSC Inspections Purpose To establish a written procedure for Workplace Inspections for the JHSC members, who are responsible to conduct planned health and safety inspections at Liftsafe Engineering & Service Group Inc. to ensure that these duties performed effectively, efficiently and safely. Scope This procedure applies to the JHSC members and to any facility owned or operated by Liftsafe Engineering & Service Group Inc. Reference Documents OHSA Sec. 9 (23) to (29) Section 7 – JHSC Terms of Reference Section 9 – Health and Safety Training Procedure JHSC Monthly Workplace Inspections and Schedule The JHSC certified worker members will conduct the monthly Health and Safety Inspections as per a scheduled date and time established by the JHSC and noted in the minutes of the monthly meeting and this inspection will include the entire facility including the office areas, fabrication shop area and the shipping/receiving area. A Standard Recording System Inspectors will use the “Monthly Workplace Inspection Checklist” to identify areas, equipment and structures of the workplace to be inspected. All inspectors will sign this form at the completion of the inspection. Any deficiencies assigned to a person for further action to be taken will be recorded on the “Workplace Inspection Report” for follow up. Recorded hazards will be rated as Major “A”, Moderate “B” or Minor “C” risk levels. The following time frames must be adhered to if any corrective action is to be taken “A” – 2 days and the area of a Major Hazard should be secured until work is completed, “B” – 5 days & “C” – 10 days. Inspection Reports are Reviewed by Senior Management The Fabrication Foreman will receive this inspection report and will obtain any expenditures or approvals from senior management necessary to implement the recommended corrective action, records responses to the recommendations. The President will sign/initial the report and returns a copy to the Fabrication Foreman. The Fabrication Foreman will distribute these inspection forms to the senior management team, JHSC and post these on the Health and Safety Bulletin Board. Reporting Any workers affected by any corrective action or changes to procedures will be informed by the supervisor by means of memos or a shift safety talk and the JHSC will be advised as well in order to follow-up at their next meeting. Follow-up The Fabrication Foreman and the JHSC will determine whether the corrective action taken effectively controls the hazard or whether another hazard may have unintentionally been created causing them to make further study and take appropriate action to remedy the concern. The JHSC will conduct an annual review of these inspections noting the responses, recommendations and remedial actions taken and will report these results in writing to senior management team.

Section 8 – Health & safety Inspections Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Insert Section 8.1a – Monthly Workplace Inspection Checklist Insert Section 8.1b – Workplace Inspection Report

Section 9 – Health & Safety Training Date of Issue: March 31, 2015 Review/Revise Date: June 1, 2016 Authorized by: Murray Feick Reviewed/Revised by: JHSC


Section 9 – Health and Safety Training Section 9.1 – Training Needs Review Purpose To ensure that a training program is established and provided for all workers regarding the Health and Safety legislation applicable to workers in Ontario. Scope This procedure applies to all workers employed by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health and Safety Act, Sections 25(2)(a) & (h) & 42 Procedure The Fabrication Foreman, in consultation with the JHSC, will review this training program annually to identify the training needs requirements and include this topic on the training matrix. The “Worker Orientation” training will include all of the following applicable legislation topics. All workers will receive refresher training annually. The Fabrication Foreman will arrange for a service provider or provide in-house training. The Fabrication Foreman will conduct an evaluation of the training by reviewing participant handouts, evaluations and/or quizzes. Applicable Legislation All workers must receive training in the following topics: Legislated Health and Safety Roles and Responsibilities; Health and Safety Policy; Workplace Violence & Harassment Policies; Right to Refuse Unsafe Work; Right to Participate – Role of the JHSC; Right to Know – WHMIS Generic & Specific MSDS’s; Reporting Hazardous/Substandard Conditions; Emergency Evacuation Plan; Reporting Injuries and Incidents, work and non-work related; First Aid Requirements; Early and Safe Return to Work Procedure; and Accessibilities for Ontarians with Disabilities Act (AODA) Reference LESG Training Matrix



Section 9.2 – Health & Safety Awareness Training Purpose To ensure that the Mandatory Supervisor & Worker Awareness Training program as established and legislated by the Ontario Ministry of Labour is provided for all workers and all supervisors. Scope This procedure applies to all workers employed by Liftsafe Engineering & Service Group Inc. Reference Documents Ont. Reg. 297/13 Effective July 1, 2014 – Occupational Health & Safety Awareness Training Procedure The Fabrication Foreman will ensure that this training has been provided to all supervisors and workers in the past year. As well that all new supervisors and workers hired after the effective date July 1, 2014 will receive this training if it cannot be verified that they received it from their previous employer. Also any worker being promoted into a supervisory position shall receive this training within one week of performing work as a supervisor. The Fabrication Foreman will arrange for a service provider or provide in-house training. The Fabrication Foreman will conduct an evaluation of the training by reviewing participant handouts, evaluations and/or quizzes. A Record of Training shall be maintained for each worker who received this training and a copy of this record shall be provided to the worker upon request if the worker resigns from employment with Liftsafe Engineering & Service Group Inc. Mandatory Awareness Training The content of the worker training shall comply with the curriculum mandated by the legislation such as: Duties of the Employer, Supervisor and the Duties and 3 Rights of the Worker; Role of the JHSC/H&S Representative; Roles of the MOL, WSIB and entities designated under section 22.5 of the Act i.e. Health and Safety Partners; Hazard Recognition, Assessment & Control Measures for Common Workplace Hazards; WHMIS Generic & Specific MSDS’s; & Occupational Illness including Latency The content of the supervisor training shall comply with the curriculum mandated by the legislation such as: Duties of the Employer, Supervisor and the Duties and 3 Rights of the Worker; Role of the JHSC/H&S Representative; Roles of the MOL, WSIB and entities designated under section 22.5 of the Act i.e. Health and Safety Partners; Hazard Recognition, Assessment, Control & Evaluate New Controls (RACE); and Resources for OH&S information. Insert Section 9.2a – Record of Training Form



Section 9.3 – Worker Orientation Training Purpose To establish and implement a written Worker Orientation training program to ensure that workers are provided with the required knowledge and skills to perform their activities safely and efficiently. Scope This procedure applies to for all new workers, any worker returning from extended absences listed as 3 months from work, workers hired on a contract basis, student workers and supplied labour workers, as defined below, at Liftsafe Engineering & Service Group Inc. Reference Documents Section 9.1 – Training Needs Review LESG Training Matrix Liftsafe Engineering & Service Group Inc. Occupational Health & Safety Manual Liftsafe Policies Definition Supplied Labour: Workers that are hired through an employment agency and these workers perform activities at and for an employer other than the employment agency but are paid directly by the employment agency. Procedure Components of training are as follows Health and Safety Policy; Workplace violence and harassment policies; Employer responsibilities – new managers only; Supervisor responsibilities – new supervisors only; Worker responsibilities, rules and disciplinary procedures; Reporting injuries/illnesses; Emergency response; Right to refuse unsafe work; Personal protective equipment; JHSC activities; Early and safe return to work; WHMIS generic and workplace specific training; Safe lifting procedures including RSI’s and MSD’s; Hours of work and benefits; and Accessible Customer Service Plan AODA. Emergency Plan Workplace tour includes the following Health and Safety bulletin board location and postings; Emergency equipment, exits and first aid stations; Lunchroom, washroom and change facilities; Introduction to JHSC members and First Aid Providers. Responsibilities to deliver this training The manager or supervisor and or an appointed Trainer shall deliver this orientation training. The Liftsafe Engineering & Service Group Inc. Occupational Health & Safety Manual will be used for this purpose. The new worker shall be instructed on the basic hours of work, benefits and related administrative topics in addition to the health and safety topics noted above. This information will be stored on Talent LMS.



Additionally, the supervisor’s responsibilities include:

• Monitoring the worker while on the job to ensure the new worker is properly applying techniques/procedures learned in training

• Correct any unsafe behaviour immediately

• Report any concerns to management – management might need to arrange additional training, etc.

When is training to be completed General training topics The General Training Topics as indicated on the top half of the Worker Orientation Checklist must be completed on the morning of the new worker’s first day of employment before the worker actually commences work on their new job. Tour of facility This will be followed by the tour of the facility and the assignment of a supervisor and an experienced co-worker who may by appointed as a Trainer for the Job Specific Training Topics indicated on the bottom half of the Worker Orientation Checklist. Evaluation of the training The training session will be interactive and the worker will complete a short quiz in order to evaluate the worker’s understanding and acceptance of the terms of employment. The Worker Orientation Checklist will be used as a record of training. Insert Section 9.3a – Worker Orientation Checklist Insert Section 9.3b – Worker Orientation Quiz



Section 9.4 – Job Specific Orientation Training Purpose To establish a written Job Specific Orientation training program to ensure that workers are provided with the required knowledge and skills to perform their activities safely and efficiently. Scope This procedure applies to for all new workers, any worker returning from extended absences from work, workers being transferred to a new job or department, workers hired on a contract basis, student workers and supplied labour workers at Liftsafe Engineering & Service Group Inc. Reference Documents Section 9.1 – Training Needs Review LESG Training Matrix Section 9.3a – Worker Orientation Checklist Safe Operating Procedures (SOP’s) Procedure Job specific training topics are as follows Hazards, controls and safe operating procedures for the new job or department; and Safe operating procedures for equipment related to the transfer. Responsibilities to deliver this training The manager or supervisor and or an appointed Trainer shall deliver this job specific training. When is training to be completed The Job Specific Training Topics on the bottom half of the Worker Orientation Checklist must be completed before the worker commences work on the job. Optional training topics There are other Optional Training Topics specific to Specialized Jobs which may not immediately apply to the worker. Training on these topics must be provided by the manager or by a Trainer appointed by him prior to the worker being required to perform any of these specific tasks. Evaluation of the training The Probationary Worker Evaluation will be used by the supervisor to monitor and evaluate the new worker’s training and progress during the probationary period which shall be indicated on this form by the manager. The supervisor will update this form in a timely manner and make recommendations to the manager regarding the new worker’s progress and employment. All training will be recorded on the back of the “Probationary Worker Evaluation” and the supervisor and the manager will sign-off evaluating the worker’s progress. The Probationary Worker Evaluation and the Worker Orientation Checklist will be maintained as the Record of Training. Insert Section 9.4a – Probationary Worker Evaluation Form



Section 9.5 – MSD’s and RSI’s Training Purpose To establish a training program for workers on the proper methods and precautions to lift, move, carry, support and remove materials manually or with a material handling device as required by applicable legislation. Scope This procedure applies to all workers employed by Liftsafe Engineering & Service Group Inc. Reference Documents OHSA Industrial Reg. 851 Section 45 Material Handling Section 9.1 – Training Needs Review Section 9.2a – Record of Training Form LESG Training Matrix WSIB MSD Prevention Guideline Acronyms MSD's: Musculoskeletal Disorders RSI's: Repetitive Strain Injuries Procedure The Fabrication Foreman will review the training needs for material handling annually to determine the training/retraining requirements. The “Worker Orientation” training will include Manual Material Handling. Manual Material Handling Refresher Training will be provided annually or earlier if required for all workers as a Shift Safety Talk. The Fabrication Foreman will conduct an evaluation of the training by reviewing participant handouts, evaluations and/or quizzes. MSD Prevention Workers will be made aware of the identification of the hazards and the symptoms related to RSI’s (Repetitive Strain Injuries) and MSDs (Musculoskeletal Disorders) by means of an orientation video presentation which includes such topics as; Body Positioning, Ergonomics, Repetitive motion hazards, Personal lifting techniques, Line of fire, Fatigue, Manual material handling, Working surfaces and Soft tissue injuries. Worker Training All new workers shall receive training during their orientation and shift safety talks will be used by supervisors for annual refresher training for all workers.

Section 10 – Personal Protective Equipment (PPE) Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 10 – Personal Protective Equipment (PPE) Section 10.1 – Worker Selection, Use & Care of Personal Protective Equipment (PPE) Purpose To ensure workers are provided with the proper PPE for the task at hand and to ensure workers are trained in the use and care of their PPE. Scope This procedure applies to the shop facility, project jobsites or vehicles owned or operated by Liftsafe Engineering & Service Group Inc. Reference Documents Section 9.1 – Training Needs Review Various CSA standards as noted Construction Reg. 213/91 Sections 21-27 Industrial Reg. 851, Sections 79-86 Ont. Reg. 253/14 Working at Heights Training – Construction Projects – Effective April 1, 2015 Definitions The following specifications have been defined for the PPE: Head Protection Hard Hats Reg. 213/91 ss 22(1) or CSA Z94.1-05 (Class B or E); Safety Boots (above ankle) or safety shoes CSA Z195.1-02 Grade 1 Green Patch; Safety Glasses with side shields CSA Z94.3-07; Face Shields CSA Z94.3-07; Hearing Protection CSA Z94.2-02 Matrix Plugs Minimum 29dB NRR; Neoprene gloves for Safe Handling & Exchange of Propane Cylinders; Gloves suitable for the work being performed i.e. cotton, chemical resistant and/or leather; Fall Arrest System CSA Z259.10-06 Full Body Harness & Z259.11-06 Shock Absorbers for FAS; Respirators CSA Z94.4-02 NIOSH 200LS Half Mask with P100 Particulate Cartridges; Dust Masks N95; Welding Helmets & Gloves CSA; and Disposable coveralls and boot covers for Painters. Procedure Fabrication Foreman/site supervisors/lead hands shall enforce the proper use and care of the PPE as being compulsory and non-compliance issues must be dealt with in accordance with the disciplinary policy. The Fabrication Foreman will select the appropriate style and type of PPE and will make replacements available as per the Liftsafe Engineering & Service Group Inc. policies. The Fabrication Foreman will select a provider for this equipment. Workers are expected to select the proper level of PPE for the tasks being performed and to take care of the PPE in order maintain cleanliness and hygiene as well as to get replacements as required i.e. damaged or worn PPE. The following PPE is required to be worn by workers as a form of protection in order to reduce the likelihood of suffering a workplace injury/illness. These requirements are expressed either by the SOP’s or as stated herein. Workers Responsibilities Safety Shoes or safety boots are required to be worn by all workers and visitors in the shop and on the jobsites due to the high potential for foot injury. Safety Glasses with side shields are required to be worn by any workers and visitors in the shop and on the jobsites due to the high potential for eye injury.



Face Shields and Safety Glasses should be worn at times when performing tasks such as chipping, grinding and hammer/chisel due to the high potential for eye injury. Hard Hats are required to be worn by any workers and visitors on the jobsites also in the shop whenever the task presents a high potential for head injury. Hair that is shoulder length or longer must be tied back at all times. Hearing Protection must be worn whenever performing any work that creates excessive noise. Gloves are recommended to be worn in situations to prevent hand injuries but are NOT to be worn when operating machinery or around moving machinery or near in-running nip hazards. Fall Arrest System is required to be worn whenever there is a risk of falling from a height of 3 metres or more. Respirators (Half Mask) with dual filters are available and should be worn whenever recommended by the MSDS for the product being used. Dust Masks should be worn whenever there is an exposure to a high volume of dust or air borne particles. Clothing should generally consist of heavy duty shirts and pants, with no cuffs. No jewellery or clothing that is loose or dangling or rings shall be worn near any rotating shaft, spindle, gear, belt or other source of entanglement. Cotton clothing shall be work by all welders. Off-Site Safety Before any work is started at the Client’s facility, all personnel are required to: Make themselves aware of all the company’s own policies and procedures, and all applicable laws; Confirm that the appropriate instruction and training have been provided and provide the Client with a signed agreement of acknowledgement and, where requested, a copy of its safety policies. Perform all work in strict compliance with applicable health and safety legislation (both Provincial and Federal), as well as any standard industry practices. Where requested, provide in writing a brief description of the applicable health and safety regulations and how the work is to be performed in compliance with health and safety legislation, regulations and standard industrial practices. Conduct safety meeting(s) with the Client, as required, at the start of the job to ensure safety precautions are taken. Inspect equipment, tools and workplace conditions prior to starting the job and continue to do on a regular basis during the contract. Wear personal protective equipment and clothing as required. Maintain good housekeeping to eliminate unsafe conditions. Do NOT use the Client’s equipment or tools unless authorized by the Client. Do NOT use equipment or tools that are unfamiliar or not trained to use. Personnel shall also be aware of the following:

• Washrooms;

• Emergency eyewash & shower stations;

• Telephone and emergency numbers (Security, Fire, Medical); and

• Nearest fire alarm pull stations, extinguishers, and fire hose cabinets. Training The Fabrication Foreman will ensure that training on the selection, use and care of the PPE is conducted with all new workers during their orientation training and shift safety talks will be used by supervisors for annual refresher training.



The Fabrication Foreman will also arrange for other specific training for specialized PPE such as Fall Arrest Systems, Working at Heights MOL Standard and Respirators.

Section 11 – Lockout Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 11 – Lockout Section 11.1 – Lockout and Tag-out Purpose To ensure measures are taken to control the unexpected release of energy and/or stored energy, including but not limited to, electrical, hydraulic, pneumatic, mechanical and pressurized liquids which could cause injury to a worker during equipment maintenance, set-up and adjustment. Scope This procedure applies to any facility or vehicle owned or operated by Liftsafe Engineering & Service Group Inc. Reference Documents Occupation Health & Safety Act – Regulations 851/90 Sections 42, 75 & 76 CSA Z460-04 Isolation of Hazardous Energy Sources – Lockout and Other Methods Section 9.1 – Training Needs Review Definitions Affected Workers: Affected workers are individuals who are required to operate equipment or machinery on which servicing, installation or maintenance is being performed under the lockout/tag-out procedure. Authorized Workers: Authorized workers are the supervisors, workers and/or outside contractors who have been trained and authorized to physically lockout and tag-out machines or equipment prior to perform serving, installation or maintenance on the equipment or machine. Primary Authorized Worker: A worker who has been authorized by the employer to be the lead person in cases of a applying group lockout and to coordinate the removal of a group lockout whenever the need arises. Blank: A Blank is a device that prevents the flow of a liquid, gas or substance in a piping system as it physically blanks off the pipe at a flange preventing the substance from any movement to maintain a zero energy state. Block: A Block is a device that prevents the movement or rotation or equipment because of stored energy, (i.e. a stored energy source may be hydraulic, air pressure, gravity, etc.) the device may be a ram block. Energy Isolating Device or Disconnect: A mechanical device that physically prevents the transmission or release of energy, including but not limited to the following; manually operated electric circuit breaker, disconnect switch, a manually operated switch by which the conductors of a circuit can be disconnected from all underground supply conductors and in addition no pole can be operated independently, a slide gate, a slip blind, a line valve, a blank, a block and any similar device use to block or isolate energy. This does NOT include a push button, selector switch and any other control type devices. Hazardous Energy Source: Hazardous Energy Source refers to an energy source when uncontrolled, may provide a risk of injury to the person repairing or otherwise working on equipment. Examples of hazardous energy include electrical, mechanical, hydraulic, pneumatic, chemical, thermal, steam, spring, and fluid under pressure, gases or any combination of the foregoing sources.



Lockout: Lockout is the act of making equipment or a hazardous energy source inoperable by preventing the equipment from being operated or inadvertently started by means of a padlock and/or multiple hasp hardware. Lockout Capability: Lockout capability is an energy-isolating device which is designed with a hasp or other means of attachment to which or through which a lock can be affixed or it has a locking mechanism built into it. Other energy-isolating devices are also considered capable of being locked out if lockout can be achieved without the need to dismantle, rebuild or replace the energy-isolating device or permanently alter its energy control capability. Lockout Devices: Lockout devices refer to all hardware that is utilized to secure the energy disconnect into place. This includes, but is not limited to, locks, tags, valve covers, blanking plates, multiple lock hasps, and lock boxes. Lock Box: A Lock Box is a device used to store the main switch key for a complex production line process or a robotic cell while maintenance or installation is being performed and allows all authorized workers to attach their locks and tags to the box making the key inaccessible until the last lock is removed. Servicing/Maintenance: Workplace activities such as constructing, installing, setting up, adjusting, inspecting, modifying, maintaining and servicing machines, equipment and making adjustments to tool changes where the worker could be exposed to unexpected energizing or start-up of a machine or piece of equipment or to the release of hazardous energy. Setting Up: Any work performed to prepare a machine or equipment to perform its normal production. Tag-out: A Tag-out is a warning tag, which shall be attached with a lock, to communicate that the energy source should not be re-energized. A tag should show the name of the worker, date and description of what is wrong. In some specific cases only a tag will be used to indicate “out of service” i.e. vehicles. Zero Energy State: A procedure to ensure that all energy is controlled and incidental start up or movement will not occur. Policy Lockout/Tag-out procedures are to be followed by all personnel and contractors involved in maintenance, repair and non-standard preventative maintenance and cleaning of equipment and installation where the unexpected start-up or release of stored energy could cause injury or damage. This procedure will include but is not limited to power sources such as electrical, hydraulic, pneumatic and pressurized liquids and stored energy. Supervisor Responsibilities Supervisors shall ensure that any authorized worker is trained regarding provisions and requirements of this Lockout/Tag-out procedure. Supervisors shall effectively enforce compliance of the Lockout/Tag-out procedure including the use of corrective disciplinary action where necessary. Supervisors shall ensure that the locks and tags and devices required for compliance with the Lockout/Tag-out procedure are available for authorized workers. Supervisors shall ensure that the Lockout/Tag-out of the equipment is performed as required.



Worker Responsibilities Lockout/Tag-out procedures are to be followed by all personnel involved in maintenance, preventative maintenance, and installation and cleaning of equipment. Workers noticing problems with the equipment shall report this immediately to the supervisor. The standard Lockout/Tag-out procedure shall apply to all equipment “apply lock to machine disconnect or feed disconnect & verify effectiveness of disconnect”. If this does not accomplish full isolation, then a unique procedure will be developed and implemented for that particular piece of equipment. Hand tools and smaller equipment not equipped with lock out capabilities shall be locked out when required by means of locking power cord covers or other suitable devices or simply tagged-out by the authorized worker and the supervisor notified. Review and Audit Plan The JHSC certified worker member shall perform semi-annual audits to ensure that workers are both knowledgeable about these procedures and are using the procedures correctly. This audit will also focus on whether this lockout procedure is being enforced by all supervisory staff in a consistent manner throughout the organization. The Lockout Semi-Annual Audit Form will be used for this process. An annual review of these audits will be conducted by the manager to ensure that the Lockout/Tag-out Procedure is being applied properly and consistently by workers throughout all branches and project sites. As well to ensure that supervision is enforcing the use of this procedure consistently. The feedback provided by these audits will help to determine the need for training, retraining and/or refresher training at all levels of the organization. Training All authorized workers will receive initial training on this Lockout/Tag-out procedure to ensure these workers understand the purpose and function of the control program to an extent appropriate for the level of hazard exposure they will possibly encounter together with their roles and responsibilities. This training shall include testing and be conducted by an experienced trainer/supervisor. Retraining or refresher training shall be provided for all authorized workers whenever there is a change in their job assignments, a change in machines, equipment, or processes that presents a new hazard, or a change in energy control procedures however refresher training shall be conducted no less frequently than annually. Additional retraining must also be conducted whenever periodic audits reveal or supervisory observations give reason to believe that there are deviations from or inadequacies in a worker’s knowledge or use of energy control procedures. All Affected workers shall receive initial awareness training and annual refresher training on Lockout Awareness. Lockout/Tag-out Devices Lockout/Tag-out devices shall be issued to authorized workers by the supervisor. Lockout/Tag-out devices shall be singularly identified as lockout devices and shall be the only devices used for controlling energy. Lockout/Tag-out devices shall not be used for any other purpose. Lockout/Tag-out devices shall: Be durable and capable of withstanding the environment to which they are exposed to for the maximum period of time that the exposure is expected. Be capable of preventing tampering or inadvertent or incidental removal. Be constructed and printed so that exposure to weather or wet conditions will not cause the tag to deteriorate or cause the message on the tag to become illegible. Be identifiable and indicate the identity of the worker applying the devices. Lockout equipment shall not be used for any other purpose other than that for which it was designed. Tag-out devices shall warn workers against the hazardous conditions if the machinery or equipment is energized and shall include appropriate warning phrases such as: DO NOT START; DO NOT OPEN; DO NOT CLOSE; DO NOT ENERGIZE; or DO NOT OPERATE.



Locks The Fabrication Foreman in the fabricating shop shall keep the locks on the Safety Lock Control Board. When it is determined that an authorized worker is required to perform Lockout/Tag-out for the purposes of cleaning, tool adjustments, clearing of jams, etc. they shall notify the Fabrication Foreman and obtain a lock and a tag from the Safety Lock Control Board. The locks and tags shall be used for Lockout/Tag-out purposes only. When an authorized worker obtains a lock and tag from the Safety Lock Control Board, they shall retain the key to that lock at all times during their shift. When the authorized worker has completed the work, they shall remove the lock and tag and return these to the Safety Lock Control Board. Combination locks or locks with duplicate keys shall not be permitted. Only the authorized worker shall have a key to their lock. When a lock is to be removed without using the proper key, bolt cutters will be used to remove the lock. (refer to the lock removal procedure) The locks shall be used for lockout procedures only, not for toolboxes or other devices. Locks or keys must not be lent or transferred amongst workers. Equipment locked out for an extended period of time, without someone working on it, shall have a supervisor lock installed on all Isolating Devices, a tag shall also be installed stating the name, date and why the lock was installed. The supervisors and authorized workers who work off-site have received their own lock and tag and other lockout devices which they carry with them to job sites. This also includes lock boxes for multiple lock situations. Tags An approved tag shall be installed with all lockout locks. The tag shall be legible and understandable by all authorized and affected workers and all other workers working in the area. The tag must be durable, capable of withstanding the environment to which it is exposed to for the maximum period of time that exposure is expected. The tag shall bear the name of the authorized worker who installed it, the date and the reason for the lockout. The tag shall be substantial, including the means of attachment (i.e. electrical cable zip tie) so that incidental removal is prevented. Shift Change If servicing or maintenance lasts more than one work shift, the Lockout/Tag-out must not be interrupted. If it is determined that serving or maintenance is going to last more than one shift, the incoming Authorized worker will attached his own lock and tag and only then will the outgoing authorized worker remove his lock and tag. Minor Servicing Tasks and Troubleshooting Workers performing minor tool changes and adjustments and/or other minor servicing activities during normal production operations that are routine, repetitive and integral to the use of the production equipment are not covered by the Lockout/Tag-out procedure. However, if the worker must either remove or bypass machine guards or other safety devices or place their body where they could be caught or trapped by moving machinery, the equipment must be de-energized, isolated and locks and tags must be applied to the energy isolation devices. Live Work or Partial Energization For functions that require partial energization, the supervisor shall perform a risk assessment together with the JHSC worker member and the worker to determine the safest method of machine, equipment, or process access. When it is necessary for machines, equipment, or processes to remain partially energized (e.g., to hold parts, save information, retain heat, or provide local lighting), other control methodologies shall determined through the assessment and these control means shall be provided for the safety of the worker. The Job Hazard Analysis Worksheet shall be used for this purpose.



Outside Contractor Safety All outside contractors are required to adhere to these Lockout/Tag-out procedures. It is the responsibility of the person bringing the contractor to the facility to ensure that these procedures are followed. Contractors must be informed that failure to follow these procedures will result in their dismissal/removal from the building. When outside contractors or sub-contractors are performing service or maintenance onsite; they must comply with this Lockout/Tag-out Procedure. A review of the Lockout/Tag-out Procedure shall be conducted prior to the commencement of any work by the outside contractors and sub-contractors. All outside contractors and sub-contractors are responsible for bringing their own locks, tags and multiple locking devices on site. Multi Lock or Group Lockout Applications Whenever more than one worker is going to perform work on the equipment that is being locked out then the primary authorized worker will direct all workers (i.e. contractors) in the lockout procedure and all workers involved shall put their own lock on a multi-lock hasp device or a lock box device and when each worker has completed their task they shall remove their own lock. Should a worker have need to return to perform more work on the locked out piece of equipment then that worker shall not begin their task until they have once again added their own lock to the multi-lock hasp. The primary authorized worker must be the last worker to remove their lock in a multi-lock or group application. Lockout Procedures A worker prior to working on or repairing a piece of equipment powered by air, hydraulic or other source of energy, must notify their supervisor to have them or another authorized worker ensure the power source is removed and locked-out and tagged-out, by the following means:

Step 1 Preparation for the Shutdown The authorized worker shall know the type and magnitude of energy that the machine or equipment utilizes and the associated hazards.

Step 2 Notify affected workers Notify all affected workers that the equipment will be locked-out.

Step 3 Shutdown the Equipment at the Machine Shut down the equipment using the normal shut down procedure for this equipment. This may be putting a switch in the ‘OFF’ position, or pressing a ‘STOP PUSH BUTTON’. It may involve a more complex operation.

Step 4 Isolate the Equipment By positioning all appropriate switches, control valves, etc. to the OFF position, to isolate the equipment from all of its energy sources. Close valves, de-energize main disconnect switch or circuit breakers. Disconnect or cap any auxiliary power sources such as secondary electrical, hydraulic, or pneumatic systems, valves and other energy-isolation devices. Be sure to follow the lockout procedure developed for that piece of equipment. It must be noted, the extreme importance of practicing the “Left Hand Rule” when de-energizing and especially energizing an electrical disconnect switch; standing to the right side of the switch, activating the handle with the left hand while facing away from the switch.

Step 5 Apply Lockout/Tag-out Devices By attaching a lock and tag to the energy-isolating device to prevent someone from restoring the flow of energy. Any personal lock shall be installed and removed only by the owner unless the problem persists past that worker’s shift. The key shall remain in the possession of the person who applied the lock, at all



times during their shift. All applicable Lockout/Tag-out devices i.e. ball valve, circuit breaker, plug lockout device shall be installed at this time. If the equipment is not equipped with a suitable locking mechanism – attach an appropriate blockage device to the energy source (i.e. lockable power plug covers).

The Tag must contain the following information A Statement prohibiting unauthorized operation B Statement prohibiting removal of a tag C Name and occupation of worker performing the lockout D Reason for the lockout

Step 6 Control of Stored Energy

Relieve, disconnect or restrain any residual hazardous energy that could be present, check that all moving parts have stopped turning, relieve trapped pressure, blank pipe flanges, discharge any electrical capacitors, accumulators, block or support elevated equipment.

Step 7 Test and Verify Correct Isolation of Equipment Verify the effectiveness of the lockout by operating all normal operator controls before starting repairs. Ensure that all workers are clear of the Lockout/Tag-out area. Test to make sure the right system has been locked out and cannot be operated. Do this by pressing all start buttons or other activation controls, then return them to the ‘OFF’ position. BE SURE TO RETURN THE OPERATING CONTROLS TO THE ‘NEUTRAL’ OR ‘OFF’ POSITION AFTER THE TEST – this will prevent the equipment from being started by itself when energy is restored. Electrical testing is only to be performed by a licensed electrician, with an approved electrical tester.

Step 8 Maintain the Lockout Do not bypass the lockout. Procedure for Restoring Equipment to Normal Operations

Step 1 Secure the Area When work has been completed, be sure the equipment is operationally intact and that all tools and other non-essential items have been removed. Verify that all guards have been installed.

Step 2 Remove all Locks and Tags from the Equipment LOCKS ARE TO BE REMOVED ONLY BY THE PERSON WHO APPLIED THE LOCK. If the authorized worker who applied the lockout or tag-out device is not available to remove it, that device may be removed under the direction of the manager.

Step 3 Test the Equipment Verify that all controls are in the neutral position and following the normal start-up procedure for that equipment, restart the equipment. Verify that it is operating properly.

Step 4 Notify affected workers The equipment is ready for use. Lock and Tag Removal In the event that an authorized worker has left their lock and/or tag on an energy-isolating device, and has left the premises, the following procedure shall be followed and documented: Ensure the authorized worker has left the premises.



Attempt to contact the worker via telephone, email or in person. If the authorized worker is contacted, they shall return to the premises, if practical, to remove their lock and tag. If the authorized worker cannot be reached or is unable to return to the premises, the manager shall first determine the reason for the Lockout/Tag-out. A thorough inspection of the equipment is to be conducted by the supervisor and all workers who were involved with the Lockout/Tag-out. This is to determine whether it is safe to remove the lock and tag. Once it has been determined that it is safe to remove the lock and tag, then the lock shall be removed with bolt cutters. The lock and tag shall only be removed by the supervisor in charge with a witness present and the lock and tag shall remain with the supervisor. The authorized worker must be notified as soon as they return to work that their lock had been removed. The manager/supervisor shall record this activity on the “Lock Removal Form”. Use of Safety Blocking Devices to Control Stored Energy Safety blocking devices shall be used whenever set-up or maintenance work is being performed within the danger zone of a press. Safety blocking devices shall be sufficient to support the static load, which represents the combined weight of the press slide components and the upper die half. More than one such device may be required. Safety blocking devices shall be able to bridge the entire vertical space they are blocking to prevent any hazardous movement of the slide or ram. Safety blocking devices should be adjustable in order to bridge this entire gap. Directions: Insert the safety blocking device into the gap and adjust the adjusting screw to fill the gap and maintain a secure snug fit. Use of Tags Only A tag shall be used alone to “Tag-out” any lift truck or aerial work platform if it is found to be unsafe to operate by any worker performing a pre-use inspection or by any worker using these vehicles who discovers a malfunction that renders the vehicle unsafe for use. The worker shall remove the key to the vehicle and notify the supervisor of the reason for the tag and he will then make provision for the appropriate maintenance and keep the key in his possession until the problem has been corrected. Insert Section 11.1a – lockout Removal Form Insert Section 11.1b – Lockout Semi-Annual Compliance Audit Refer to Section 11.1c – Machine Specific Lockout Procedures

Section 12 – Hot Work Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 12 – Hot Work Section 12.1 – Hot Work Permit Program Purpose To establish a means to identify any conditions on any off-site work that meets the definition of Hot Work so as to ensure that procedures are established and standards maintained to prevent injury/illness to any worker or damage to the workplace whenever welding, heating or cutting with torches, grinding, brazing or soldering work is required. Scope This procedure applies to any facility or vehicle owned or off-site work conducted by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health & Safety Act – Industrial Reg. 851 Sec. 22-23, 79-82, 84 Section 6.1a – LESG Emergency Evacuation Plan Ontario Fire Code Section 5.17.3.1 Definition Hot Work: Hot Work is any process that may generate an uncontrolled spark or flame that could be a danger to a workplace (i.e. welding, heating or cutting with torches, grinding, brazing or soldering). This definition does not apply to process controlled hot work or hot work conducted in any area designated for Hot Work. i.e. welding/fabrication shop. Procedure Field Service Manager Shall ensure that all workers and contractors comply with this procedure whenever the work they are to perform requires a Hot Work Permit system. Shall decide who shall be the Permit Holder. Shall ensure that either the supervisor completes the Hot Work Permit for the Permit Holder and then provides him with the Permit authorizing the commencement of the work. Shall supply personnel as a “Fire Watch” when required. Ensure that the location of the Hot Work remains free from any source of flammables or combustibles while the Hot Work continues. Ensure that all workers in the area of the Hot Work are wearing appropriate PPE. Maintenance Personnel/Contractor The worker/contractor must notify the area Field Service Manager of the hot work that is to be performed prior to using any welding, heating or cutting equipment. The worker/contractor and the Field Service Manager shall conduct a hazard assessment of the location to ensure that the area is free of all flammables and where possible combustible material has been removed or protected and the area is safe for hot work. If it is determined that there is or that the work to be done will create a hazardous gas, vapour, fume or dust then proper ventilation and/or breathing apparatus must be provided and used. Any worker requiring the use of a breathing apparatus must be trained in its proper use and care. Where fire retardant coverings are used protect adjacent or lower areas from sparks, they will ensure that they are adequately placed. All Flammables and Combustibles shall be relocated at least 11 metres from the hot work operations or if not then protected against ignition by sheet metal, Asbestos blankets or other non-combustible material The worker/contractor must ensure that guards, shields and fire extinguisher equipment are available and on-hand.

Section 12 – Hot Work Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Fire Watch The “Fire Watch” shall be posted during the Hot Work and remain at the scene for thirty (30) minutes after the work is complete to ensure sparks are not smoldering in a corner. The “Fire Watch” shall be trained in the use of the appropriate fire extinguisher and hose systems needed. In the event of an emergency, the “Fire Watch” shall activate the emergency procedure. At least one portable ABC rated fire extinguisher shall be provided. All materials and tools shall be removed from the hot work area after the work has been completed. The Permit Holder and the Department supervisor shall inspect the area after the completion of the work to ensure that no hazard exists and shall perform the following checks: 30 Minute inspection of the area after: To be conducted by the Permit Holder after the work is complete and recorded by signing the “Hot Work Permit”. 1 to 2 Hour inspection of the area after: To be conducted by the Permit Holder or by the Department supervisor and noted as such by signing the “Hot Work Permit”. After the 1 to 2 hours: The completed “Hot Work Permit” is to be returned to the Field Service Manager. Hot Work Permit All requirements of the “Hot Work Permit” shall be marked as either “checked” or “non-applicable” and strictly complied with. The workers must sign the “Hot Work Permit” prior to using any welding, heating or cutting equipment and give the permit to the area supervisor, who shall also sign and display the permit in the area of the hot work operation until completed. The “Hot Work Permit” shall be retained and becomes part of the permanent record for that job. THE “HOT WORK PERMIT” IS ONLY VALID FOR THE SHIFT IT IS ISSUED ON. IF THE WORK SPANS MORE THAN ONE SHIFT A NEW PERMIT MUST BE ACTIVATED FOR THE NEW WORK CREW. REMEMBER, FAILURE TO FOLLOW THIS PROCEDURE CAN RESULT IN SERIOUS INJURY AND EVEN DEATH. Compressed Gas Cylinders Handling and Storage Compressed gas cylinders must be labelled with a WHMIS label. Compressed gas cylinders shall be handled safely using a proper cart, secured with a chain or bungee cord and the protective cap shall be securely in place. Compressed gas cylinders shall be stored:

• Secured in an upright position so it will not tip and fall;

• Protective cap securely fastened, unless connected to a regulator;

• Spent cylinders shall not be stored inside a building; and

• No storage of propane cylinders shall be within 3m of a source of ignition or fire. Training Requirements All supervisors, the JHSC members, Welders and Fitters shall receive training in this procedure and receive refresher training annually in the form of a shift safety talk. Contractors shall also receive training in this procedure whenever the nature of the work they are performing would require the use of a Hot Work Permit system. Insert Section12.1a – Hot Work Permit Form

Section 13 – Fall Protection Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 13 – Fall Protection Section 13.1 – Fall Arrest Systems (FAS) – Working Safely at Heights Purpose To protect workers from injury while working at heights by ensuring the proper and safe use of a fall arrest system. Scope This procedure pertains to all workers of Liftsafe Engineering & Service Group Inc. who are required to perform work at heights and are required to use and wear FAS. References OHSA Sections 25(1)(a),(b),(c)and(d), 27(1)(a)and(b) and 28(1)(a),(b)and(c) Industrial Regulations 851, Sections 13, 14, 18, 19, 85 and 86 Construction Regulations 213/91, Sections 26, 26.1, 27.1 & 143 – 149 Ont. Reg. 253/14 Working at Heights Training – Construction Projects – Effective April 1, 2015 CAN/CSA-Z259.1: Safety Belts and Lanyards CAN/CSA-Z259.12: Connecting Components for Personal Fall Arrest Systems CAN/CSA-Z259.2.3: Descent Control Devices CAN/CSA-Z259.2.1: Fall Arrestors, Vertical Lifelines and Rails CAN/CSA-Z259.2.2: Self-Retracting Devices for Personal Fall Arrest Systems CAN/CSA-Z259.10: Full Body Harness CAN/CSA-Z259.11: Energy Absorbers and Lanyards Section 6.1a – LESG Emergency Evacuation Plan Definitions Fall Arrest System (FAS): FAS is designed for a location/situation where a fall is a high probability (i.e. edge of a roof – use full body harness with a lanyard and shock absorber). Do not use a shock absorbing lanyard where a fall could cause the worker to hit the floor, ground or object below the work level. Fall Restraint System (FRS): FRS is designed to keep the worker from a location/situation where a fall is a high probability (i.e. centre of a roof – can use a full body harness and a life line without a shock absorber). Guardrail Systems: Guardrails designed to meet the specifications of the Industrial Regulations still provide adequate protection for workers working at heights such as mezzanines, however if that is not possible other means of protection must be used such as fall restraint systems, travel restraint systems, fall arrest systems or safety nets. Responsibilities Employer Responsibilities Implement and maintain this safety procedure ensuring that all fall protection systems equipment purchased and used by the employer meets or exceeds the applicable CSA standards as referenced in this procedure. Ensure that all supervisors and affected workers are trained in accordance with this safety procedure and maintain the appropriate record of training. Ensure workers are trained and familiar with the High Angle Rescue plan outlined in the Emergency Response Plan for prompt rescue in the event of any fall while using a FAS. Supervisors Responsibilities Reinstruct workers on the general requirements of this safety procedure whenever necessary to ensure safety when working at heights at all times.



Enforce this safety procedure with all workers using the appropriate disciplinary action whenever necessary. Ensure workers are familiar with the Fall Arrest/High Angle Rescue plan outlined in the Emergency Response Plan for prompt rescue in the event of any fall while using a FAS. Workers Responsibilities Participate in this safety procedure as instructed and trained. Comply with the general requirements of this safety procedure at all times. Read and understand all caution labels and danger warnings on the FAS equipment. Perform a visual pre-use inspection and have all worn or damaged parts replaced. General Requirements The FAS shall be stored in a clean, dry place away from direct sunlight and only be used by trained and authorized competent personnel. workers shall not write on the webbing material with a liquid marking pen as this ink can cause deterioration of the webbing material. FAS Uses The FAS shall be used when working on scaffolds, aerial work platforms, order pickers, ladders and whenever cages are used with lift trucks to elevate workers or whenever any of the following hazards exist: Falling more than three (3) metres; Falling more than 1.2 metres, if the work area is used as a path for a wheelbarrow or similar equipment; Falling into operating machinery; Falling into water or another liquid; Falling into or onto hazardous substance or object; or Falling through an opening in a work surface. Scissor Lifts (Elevating Work Platforms) The unit shall not be moved unless all workers on it are protected against falling by a safety harness attached to the platform. A shock absorbing lanyard shall be worn as a Fall Arrest System or a life line as a Fall Restraint System. Aerial Lifts (Articulating and Telescoping Boom Lifts) The Fall Arrest System shall be worn as protection is required due to potential of being bounced out of the cage or bucket. Connecting Devices Lanyards shall be used with locking snap-hooks only and must freely engage the D-ring and the keeper shall close and lock. The tie-off shall limit the free fall to the shortest possible distance (1.5 metres maximum). REMEMBER the shock absorber can elongate to 3.5 feet. The shock absorber shall limit the maximum arresting force to 8.0 kilonewtons to the worker. Connecting Device Hazards A lanyard shall never be used if the shock absorber has been subjected to a fall. Do not tie knots in the lanyards. Never disable, restrict or alter locking keeper or connecting device in any way. Do not attach multiple lanyards together or attach a lanyard back onto itself unless the lanyard is specifically designed for such a connection and if so it will be indicated on the identification tag on the device. Do not wrap lanyards around sharp edges. Do not allow webbing to come in contact with high temperature surfaces, welding, electrical hazards or moving machinery. The tie-off shall be selected as high as possible and personnel shall never climb above the tie-off point. Most lanyards have a service life of 5 years, check date of manufacture on the identification tag.



Body Wear Use & Hazards Visually check all buckles for proper and secure connections and all straps shall be connected and adjusted for a snug fit. Only connect lanyard to the back D-ring of a full body harness. Shock absorber end connects to D-ring. Never attach non-locking snaps to a D-ring. Side, front and chest D-rings are for positioning only. Unless using a specifically designed jacket approved by the fall protection manufacturer, full-body harnesses shall always be worn on top of all winter wear to prevent a potentially dangerous situation. Anchorage Types Temporary: Shall be used once or very infrequently and selected by a trained competent worker. Strength: Temporary anchorages shall be selected by a competent worker shall be capable of supporting 5,000 lb per worker. Permanent: Shall be used regularly and designed specifically or selected from existing structures by a qualified engineer. These shall be marked or labelled as a permanent anchorage. Strength: All permanent anchorages selected and certified by a qualified engineer shall be capable of supporting 3,600 lb per worker. Anchorage Considerations Stability: The stability of the elevated work platform containing the anchorage shall be evaluated by a qualified engineer by the manufacturer. Independence: There shall be separate anchorages for the FAS and the work positioning system (i.e. swing stage suspended from a structure). Location and Accessibility: Shall be located as high as possible in relation to the worker. Shall provide vertical clearance for a safe fall so worker does not “bottom out”. Shall provide horizontal clearance to allow for any swing fall. Shall be anchored directly above worker. Compatibility: Anchorage and attachment hardware shall fit to avoid roll-outs and false connections. Durability: Inspection of the anchorage shall also be a part of the pre-use inspection. Marking/Labelling: Permanent anchorages shall be clearly identified for workers i.e. painted. Accessories Cross-Arm Strap: This device provides an overhead temporary anchorage ring for the engagement of the lanyard snap-hook. Static, inertia and horizontal lifelines (rope grabs): This device provides a permanent anchorage for the lanyard snap-hook when ascending and descending an access ladder. The rope grab provides continuous fall protection by means of an inertia braking system to an independent fixed support. Self retracting lifelines: This device provides a permanent or temporary anchorage connecting directly to the D-ring on the safety harness. The retractable design eliminates any entanglement issues common to typical lanyards. NEVER ALTER OR MODIFY ANY OF THIS EQUIPMENT Inspections The FAS shall be inspected for damage before each use by the user. The user shall immediately report any damage or worn components to the supervisor and the system must not be used until it is inspected by the supervisor. The supervisor will destroy any defective equipment. If a fall has occurred with this device the whole FAS shall be taken out of service and not used again until all of the components are certified by the manufacturer as being safe for use. Worker Training Workers shall be trained on the all of the requirements of this procedure. Authorized personnel shall be deemed ‘competent’ in accordance with the OHSA and CSA by receiving formal theory and practical training and an evaluation every three (3) years. To be competent, a person shall be trained in the use, inspection and care of the FAS as recommended by the manufacturer’s directions and the applicable CSA standard.



All workers working on Construction Projects must be trained under the MOL Working at Heights Program. Records of Training shall be maintained.

Section 14 – Ladders Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 14 – Ladders Section 14.1 – Ladder Safely & Inspection Program Purpose To protect workers from injury while working from a ladder by ensuring the proper and safe use of a ladders. Scope This procedure pertains to all workers of Liftsafe Engineering & Service Group Inc. who are required to perform work using a ladder. References OHSA Sections 25(1)(a),(b),(c)and(d), 27(1)(a)and(b) and 28(1)(a),(b)and(c) Industrial Regulations 851, Section 73 CSA/CAN3-Z11: Portable Ladders Responsibilities Employer Responsibilities Implement and maintain this safety procedure. Ensure that all supervisors and affected workers are trained in accordance with this safety procedure and maintain the appropriate record of training. Ensure that inspections are conducted for all ladders on a prescribed basis i.e. monthly. Supervisor Responsibilities Reinstruct workers on the general requirements of this safety procedure whenever necessary to ensure safety when working with ladders at all times. Conduct a monthly inspection of all ladders used or stored in the facility using the ladder inspection forms. Any ladders found defective are to be tagged and taken out of service. Enforce this safety procedure with all workers using the appropriate disciplinary action whenever necessary. Workers Responsibilities Participate in this safety procedure as instructed and trained. Comply with the general requirements of this safety procedure at all times. Conduct a visual pre-use inspection of the ladder and report any damage or deficiencies to the supervisor immediately. General Requirements Loads All ladders have their specific maximum load capacity: Extra Heavy Duty IAA Maximum intended load 375lbs Extra Heavy Duty IA Maximum intended load 300lbs Heavy Duty I Maximum intended load 250lbs Medium Duty II Maximum intended load 225lbs Light Duty III Maximum intended load 200lbs Step Ladder Structure & Use All step ladders shall have a metal spreader or locking device when the ladder is in an open position. This will increase the stabilization of the ladder. When a worker is working around electrical equipment, the ladder shall be constructed of non-conductive materials in case the ladder comes in contact with an electrical source. Step-ladders are not to exceed 6 metres in length under any circumstances. Workers cannot climb higher than the third step from the top of the ladder.

Section 14 – Ladders Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Portable Ladder Use Ladders can only be used for the purpose in which they were designed. Workers shall never alter a ladder to fit their specific needs, as this could increase the potential of injury. Workers shall never stand on the top rung of a ladder, and should maintain 3-point contact with the ladder and never carry any object when on a ladder that would cause them to lose their balance. Workers shall not overreach rather move the ladder as the work progresses. Belt buckle must stay within the rails of the ladder. Workers shall not “jump” or slide the ladder while on it rather go down and move the ladder as necessary. Workers shall always face the ladder and use both hands on the rails of the ladder for stability when ascending or descending the ladder. Portable Ladder Placement Ladders shall be placed on stable, level surfaces with a firm footing free from any debris. Where it exceeds 6 metres in length and is not securely fastened or is likely to be endangered by traffic it shall be held in place by one or more workers while being used. When a ladder is placed on a slippery surface, it shall be secured so that when a load is placed on the ladder it will not move. All extension ladders shall be tied off to a secure object to prevent any movement. Where it is not securely fastened be inclined so that the horizontal distance from the top support to the foot of the ladder is not less than 1/4 and not more than 1/3 of the length of the ladder. A ladder used as a regular means of access between levels of a structure, shall extend at the upper level least 0.9 metres above the landing or floor and shall have a clear space of at least 150mm behind every rung, shall have an adequate landing surface at the top and bottom and be secured at the top and bottom to prevent movement. If the ladder is placed near a door or aisle, a helper should hold it at the bottom, with warning signs and barricades placed around the work area. Portable Ladder Maintenance Workers shall visually inspect their ladders on a pre-use basis to identify any problems or potential hazards. Ladders shall be kept clean and free from oil, grease, and other slipping hazards. Ladders shall never be painted because the paint may cover cracks or deformities. Workers shall be instructed that no one shall make any repairs on a ladder and that trying to do so may do more damage than good. The cost of purchasing a new ladder far outweighs the cost of a worker falling off a reconditioned ladder. Ladders that are found to be defective, such as a cracked rung, shall be destroyed and disposed of immediately. NEVER ALTER OR MODIFY ANY OF THIS EQUIPMENT Inspections The supervisor shall inspect the ladders used or stored in their area of responsibility on a monthly basis. Any defective ladders shall be tagged and taken out of service. Inspection Checklists shall be maintained by the supervisor for 12 months, as evidence that inspections are being conducted. Worker Training Workers shall be trained on the all of the requirements of this procedure. Refresher training shall be conducted annually by means of a shift safety talk. Records of Training shall be maintained. Insert Section14.1a – Ladder Monthly Inspection Checklist

Section 15 – Aerial Work Platforms Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 15 – Aerial Work Platforms Section 15.1 – Aerial Work Platforms (AWP) Purpose To ensure that a training program is established for the safe operation of AWPs. Scope This procedure applies to all qualified workers authorized to operate an AWP by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) Construction Reg. Sections 143-149 Ont. Reg. 253/14 Working at Heights Training – Construction Projects – Effective April 1, 2015 CSA-B354.2-01 Self-Propelled Elevating Work Platforms CSA-B354.4-02 Boom-Type Elevating Work Platforms Section 13.1 Fall Protection Definitions Aerial Work Platform AWP: A self-propelled elevating work platform designed to convey and elevate one or more workers on a secure platform in order to work at heights. There are 2 basic types Scissor and Boom-Type Elevating Work Platforms as defined by the applicable CSA. Competent Person: Means a person who: Is qualified because of knowledge, training and experience to organize the work and its performance, Is familiar with this Act and the regulations that apply to the work, and Has knowledge of any potential or actual danger to health or safety in the workplace. Lifting Device: A lifting device means a device used to raise or lower any material or object and includes its rails or other supports but does not include a device to which the Elevating Devices Act applies. Procedure Employer Responsibilities Employer shall ensure that only a competent person is authorized and permitted to operate AWP. Employer must provide for the training of an operator as a competent person. The employer shall select a provider to conduct the training or select an in-house trainer who meets the qualifications of the CSA-B354.2-01 or CSA-B354.4-02. The employer shall ensure the lifting device is thoroughly examined annually by a competent person to determine its capability of handling the maximum load as rated. Employer shall ensure that any changes or modifications to this equipment are only to be completed by qualified personnel. Supervisors Responsibilities Supervisors must monitor the operation of AWP to identify any hazards or operator errors or habits that could potential create a hazard for workers. Supervisors will review the operator inspections of the Aerial Work Platform to assess any damage or defect and if serious will order the AWP not to be used until repairs are made. Workers Responsibilities No worker shall operate AWP unless they have received the appropriate training, are deemed competent and been authorized by the employer.

Section 15 – Aerial Work Platforms Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Operators must visually inspect the AWP before use each day or shift and record this inspection of a checklist. Operators must report damage, defects or other hazards in relation to the AWP to their supervisor. This inspection includes the capacity plate on the AWP and if it is no longer legible or readable due to damage it must then be replaced. An operator whose view is obstructed must utilize a signaller who is a competent person to direct the operator. Operators and any other workers must wear a FAS whenever they are on the AWP. Worker Training Workers shall receive formal training to become competent to operate AWP. This training includes theory training and a practical evaluation every 3 years. workers must also receive the appropriate level of FAS training whether it applies to and Industrial Establishment or a Construction Project (see section 13.1) Insert Section15.1a – Aerial Work Platform Inspection Checklist

Section 16 – Cranes, Hoists & Lift Trucks Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 16 – Cranes, Hoists & Lift Trucks Section 16.1 – Cranes & Hoists Purpose To ensure that a training program is established for the safe operation of cranes and hoists. Scope This procedure applies to all qualified workers authorized to operate cranes and hoists by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) Industrial Reg. 851 Sections 51-61 CSA B167-08 for Overhead Travelling Cranes – design, inspections, testing, maintenance and safe operation ISO 9926-1 Cranes – Training of Drivers Kolo’s Responsibilities Industry Best Practices for Hoisting & Rigging Definitions Competent Person: Means a person who: Is qualified because of knowledge, training and experience to organize the work and its performance, Is familiar with this Act and the regulations that apply to the work, and Has knowledge of any potential or actual danger to health or safety in the workplace. Lifting Device: A lifting device means a device used to raise or lower any material or object and includes its rails or other supports but does not include a device to which the Elevating Devices Act applies. Procedure Employer Responsibilities Employer shall ensure that only a competent person is authorized and permitted to operate cranes and hoists. Employer must provide for the training of an operator as a competent person. The employer shall select a provider to conduct the training or select an in-house trainer who meets the qualifications of the CSA B167-08. The employer shall ensure the lifting device is thoroughly examined annually by a competent person to determine its capability of handling the maximum load as rated. The employer must ensure that all inspection as well as maintenance records and daily operator inspections must be recorded in a log book maintained for each lifting device. This would include pre-erection inspections and assessment of ground conditions, where applicable. The employer must ensure that all maintenance and repair work performed on cranes and hoists is performed by competent persons qualified as crane and hoist service technicians. Supervisors Responsibilities Supervisors must monitor the operation of cranes and hoists to identify any hazards or operator errors or habits that could potential create a hazard for workers. Workers Responsibilities No worker shall operate cranes and hoists unless they have received the appropriate training, are deemed competent and been authorized by the employer. Operators must visually inspect the cranes and hoists before use each day or shift and record this inspection on a checklist. Operators must report damage, defects or other hazards in relation to the cranes and hoists to their supervisor.



This inspection includes the rated load capacity plate required on the cranes and hoists which must be legible and if it is no longer legible or readable due to damage it must then be replaced. An operator whose view is obstructed must utilize a signaller who is a competent person to direct the operator. Workers shall always be aware of power lines and electrical installations when using cranes and hoists and must keep back a minimum of 3 metres from this equipment. Worker Training Workers shall receive formal training to become competent to operate cranes and hoists. This training includes theory training and a practical evaluation every 3 years, conducted by a competent person. Insert Section16.1a – Industrial Crane/Hoist Inspection Checklist



Section 16.2 – Lift Trucks Purpose To ensure that a training program is established for the safe operation of lift trucks. Scope This procedure applies to all qualified workers authorized to operate lift trucks by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) Industrial Reg. 851 Sections 51-61 CSA B335-15 for Industrial Lift Truck Operator Training MOL Guideline for the Safe Operation and Maintenance of Powered Lift Trucks (July 1999) Definitions Competent Person: Means a person who: Is qualified because of knowledge, training and experience to organize the work and its performance, Is familiar with this Act and the regulations that apply to the work, and Has knowledge of any potential or actual danger to health or safety in the workplace. Lifting Device: A lifting device means a device used to raise or lower any material or object and includes its rails or other supports but does not include a device to which the Elevating Devices Act applies. Procedure Employer Responsibilities Employer shall ensure that only a competent person is authorized and permitted to operate a lift truck. Employer must provide for the training of an operator as a competent person. The employer shall select a provider to conduct the training or select an in-house trainer who meets the qualifications of the CSA B335-15. The employer shall ensure the lifting device is thoroughly examined annually by a competent person to determine its capability of handling the maximum load as rated. The employer must ensure that this annual inspection as well as maintenance records and daily operator inspections must be recorded in a log book maintained for each lifting device. Supervisors Responsibilities Supervisors must monitor the operation of lift trucks to identify any hazards or operator errors or habits that could potential create a hazard for workers. Workers Responsibilities No worker shall operate a lift truck unless they have received the appropriate training, are deemed competent and been authorized by the employer. Operators must visually inspect the lift truck before use each day or shift and record this inspection in a inspection checklist pad. Operators must report damage, defects or other hazards in relation to the lift truck to their supervisor. This inspection includes the rated load capacity plate required on the lift truck which must be legible and if it is no longer legible or readable due to damage it must then be replaced. An operator whose view is obstructed must utilize a signaller who is a competent person to direct the operator. Worker Training Workers shall receive formal training to become competent to operate a lift truck. This training includes theory training and a practical evaluation every 3 years, to be conducted by a qualified lift truck trainer.

Section 17 – Rigging Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 17 – Rigging Section 17.1 – Rigging Purpose To ensure that a training program is established for the safe use of rigging equipment. Scope This procedure applies to all qualified workers authorized to use rigging equipment by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) Construction Reg. Sections 168-180 CSA B167-08 for Overhead Travelling Cranes – design, inspections, testing, maintenance and safe operation Kolo’s Responsibilities Industry Best Practices for Hoisting & Rigging Definitions Competent Person: In relation to specific work, means a worker who: Is qualified because of knowledge, training and experience to perform the work, Is familiar with this Act and the provisions of the regulations that apply to the work, and Has knowledge of all potential or actual danger to health or safety in the work. Rigging: The hardware or equipment used to safely attach a load to a lifting device. The art or process of safely attaching a load to a hook by means of adequately rated and properly applied slings and related hardware. Safe Working Load (SWL): The load that rigging attachments, devices or hardware may carry safely. Procedure Employer Responsibilities Employer shall ensure that only a competent worker is authorized and permitted to use rigging equipment, for the purposes of assembly/disassembly or attach/detach lifting equipment to loads or lifting loads. Employer must provide for the training of a competent worker. The employer shall select a provider to conduct the training or select an in-house trainer who meets the qualifications of the CSA B167-08. The employer shall ensure visual inspections of the rigging equipment are completed at least once a week by a competent worker when the crane or hoisting device is being used. The worker shall record the condition of the rope or cable inspected in the log book for the crane or hoisting device in order to provide for the proper safety and maintenance of the rigging equipment. Supervisors Responsibilities Supervisors must monitor the use of rigging equipment to identify any hazards and to ensure that riggers are following the best practices for rigging equipment. Workers Responsibilities No competent worker shall exceed the rated capacity of rigging equipment, such as the cables, slings or similar devices. Competent workers must visually inspect the rigging equipment weekly and record this inspection in a log book. Workers must report damage, wear or other hazards to the rigging equipment to their supervisor.

Section 17 – Rigging Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


This inspection includes that the SWL is clearly marked on the rigging equipment. Each hoisting hook must be visually inspected prior to use to ensure the safety latch is in place and working freely. Worker Training Workers shall receive formal training to become a competent worker to use rigging equipment. This training includes theory training and a practical evaluation every 3 years and a practical evaluation.

Section 18 – Confined Space Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 18 – Confined Space Section 18.1 – Confined Space Program Purpose To protect the workers entering or working around confined spaces from accidental death or injury. To ensure that workers are trained and are competent to work in confined spaces. To ensure that Regulation 632/05 is complied with by all workers and contractors. Scope This procedure applies to all workers employed by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) Confined Space Reg. 632/05 (July 1, 2011) MOL Guideline for Confined Space Entry Definitions Confined Space: Means a fully or partially enclosed space,

a) that is not both designed and constructed for continuous human occupancy, and b) in which atmospheric hazards may occur because of its construction, location or contents or

because of work that is done in it. Human Occupancy: A space designed for human occupancy is any area where a worker may be expected to go on a continuous basis. Atmospheric Hazards: Means,

a) the accumulation of flammable, combustible or explosive agents, b) an oxygen content in the atmosphere that is less than 19.5 per cent or more than 23 per cent by

volume, or c) the accumulation of atmospheric contaminants, including gases, vapours, fumes, dusts or mists,

that could, i. result in acute health effects that pose an immediate threat to life, or ii. interfere with a person’s ability to escape unaided from a confined space.

Procedure Employer Responsibilities Employers shall ensure all workers whose work is regulated by this section receive the necessary training to provide for their health and safety. Supervisors Responsibilities Supervisors shall ensure that workers are properly trained and that the plan is strictly adhered to at all times. The supervisor assigned to coordinate the Confined Space Program must be deemed competent in accordance with the Occupational Health and Safety Act and all associated regulations. Workers Responsibilities All workers working in area identified as a confined space are responsible for the application of this program and work in compliance with the plan at all times. Workers must participate in the training program and comply with this procedure.



Program Where an employer has recognized that a confined space exists that workers may enter to perform work, a written program for the confined space must be developed and maintained before a worker enters the confined space. This program may apply to one or more confined spaces. This program shall be developed and maintained in consultation with the Joint Health & Safety Committee. A copy of this program will be provided to the Joint Health & Safety Committee and any other employer who performs work related to this program. The employer will recognize all potential and actual confined spaces at the facility and determine which spaces are applicable. In determining which spaces are “Confined Spaces” the definition and the following matrix will be applied. In order for any space to be a defined as a confined space, it must be a fully or partially enclosed space and the answer to (a) must be NO and the answer to (b) must be YES.

(a) Is it designed and constructed for continuous human occupancy?

(b) is it possible to have an atmospheric hazard?

Answer – Is it a confined space?

YES YES NO

YES NO NO

NO YES YES

NO NO NO

See Appendix A – Confined Space Recognition Assessment The employer will ensure that an assessment of the hazards of each confined space is conducted, in accordance with section 6 using recognized hazard assessment methodology; Major A – Moderate B – Minor C – Risk Levels This hazard assessment will be in writing and will consider, with respect to each confined space, the hazards that may exist due to the design, construction, location, use or contents of the confined space; and the hazards that may develop while work is done inside the confined space. This assessment shall be carried out by a person with adequate knowledge, training and experience and this person shall sign and date the assessment. Records shall include information on the name, knowledge, training and experience of the person doing the assessment. On request a copy of the assessment shall be provided to the JHSC. The assessment shall be reviewed as often as necessary to ensure that it is adequate with regard to any changes at the workplace. This record of assessment must be attached to the Entry Permit in accordance with section 10. See Appendix B – Confined Space Hazard Assessment



Plan The employer will develop and implement a written plan, in accordance with section 7, using a recognized hazard control methodology, to control the hazards of each or similar confined space before any worker enters the confined space. See Appendix C – Hazard Control Methods This plan will set out the measures and procedures to be followed when work is to be performed in a confined space. This plan will include the following:

• the duties of workers;

• co-ordination documentation in accordance with section 4, if applicable;

• on-site rescue procedures, in accordance with section 11;

• rescue equipment and methods of communication, in accordance with section 12;

• personal protective equipment, clothing and devices, in accordance with section 13;

• isolation of energy and control of materials movement, in accordance with section 14;

• attendants, in accordance with section 15;

• adequate means for entering and exiting, in accordance with section 16;

• atmospheric testing, in accordance with section 18;

• adequate procedures for working in the presence of explosive or flammable substances, in accordance with section 19; and

• ventilation and purging, in accordance with section 20. The plan will be reviewed by the employer as often as is necessary to ensure that it remains adequate. This plan is incorporated into the Entry Permit. Entry Permit The employer will develop and implement a Confined Space Entry Permit, in accordance with section 10, setting out the measures and procedures to be followed whenever work is to be performed in a confined space, before any worker enters the confined space. The Entry Permit must be adequate and include at least the following: Location of the confined space; A description of the work to be performed; Hazards and control methods; Time period for the Entry Permit; Name of the Attendant; Record of each worker’s entries and exits; List of required equipment for entry and rescue and verification that equipment is in good working order; Results of atmospheric testing; If hot work is to be performed adequate provisions are required and control measures; and Verification by a competent person that the Entry Permit complies with the plan. This Entry Permit must be readily available for each worker that enters the confined space as well as others who perform related work with respect to the confined space. See Appendix D – Confined Space Entry Permit



Gas Meters/Monitors The following Gas Meters/Monitors are available to be used by workers required to work in a Confined Space and the testing shall be conducted as required by the Entry Permit completed for each Confined Space Entry situation.

• Gas Badge Pro: measures Chlorine Gas (Cl) and includes a Dip Tube, it has an interactive training CD.

• Gas Alert Clip: measures Hydrogen Sulfide (H2S) and is a personal monitor to be worn by the worker, it has an instructions pamphlet.

• RKI Model GX-2003: measures Oxygen (O2), Hydrogen Sulfide (H2S), Carbon Monoxide (CO) and Lower Explosive Limit (LEL) of Methane (CH4) and includes a Dip Tube, it has a Quick Reference Guide and Manual.

Preventing Unauthorized Entry If there is a possibility of unauthorized entry into a confined space, the employer shall ensure that each entrance to the confined space is either adequately secured or provided with adequate barricades or warning signs regarding unauthorized entry, or both. Coordination Document The employer accepts the role of “lead employer”, in accordance with section 4, and will develop and implement a Confined Space Entry Coordination Document that will set out the measures and procedures to be followed when; because of special circumstances it is deemed necessary to employ the services of a contractor for work in confined spaces. The coordination document must ensure that employer duties with respect to the following subject matters are performed in a way that protects the health and safety of all workers who perform work in the confined space or related work with respect to the confined space:

• confined space program;

• hazard assessment;

• written plan;

• plan-specific training (if applicable);

• Entry Permits;

• written on-site rescue procedures and equipment;

• isolation of energy and control of materials movement;

• attendants;

• entering and exiting;

• unauthorized entry;

• atmospheric testing;

• explosive and flammable substances; and

• ventilation and purging of atmospheric hazards. The coordination document does not allow for the sharing of the responsibilities of general training, PPE and records. A copy of this document shall be provided to each employer and each JHSC.



Training The employer will provide General training in confined spaces, in accordance with section 8, for all workers entering the confined space as well as these who may not such as supervisors, attendants and rescue workers that will cover areas such as the following: Recognition and identification of potential hazards associated with the confined spaces that will be entered. Evaluation and control procedures for the identified or potential hazards. All equipment such as ventilation equipment (blowers), harnesses and air quality monitors (e.g., Oxygen/combustible meters) that will be used while in the confined space. All personal protective equipment (e.g., respirators) that the worker will be using while in the confined space. All procedures for entering the confined space. Procedures to follow in the event of a situation developing that could present additional risk to the worker or an emergency. The specific work to be done while in the confined space. This training shall be developed in consultation with the JHSC. A review of the training will be conducted, in consultation with the JHSC, whenever there is a change in circumstances that may affect the safety of a worker who enters a confined space in the workplace, and at least annually. Plan-Specific training, in accordance with section 9, may also include rescue procedures, rescue equipment, first aid and cardio pulmonary resuscitation for attendants and rescue personnel. On site rescue procedures shall be practiced by this group to ensure a high level of efficiency. Records of training must be kept but can also be incorporated into the Entry Permit. Insert Section 18.1a – Appendix A Confined Space Recognition Insert Section 18.1b – Appendix B Confined Space Hazard Assessment Insert Section 18.1c – Appendix C Hazard Control Methods Insert Section 18.1d – Appendix D Confined Space Entry Permit

Section 19 – Machine Guarding, PSR's and Hand and Power Tools Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 19 – Machine Guarding Section 19.1 – Machine Guarding Purpose To establish a program to identify exposed moving parts and in-running nip hazards and take all necessary measures to prevent access to the moving part or the pinch point. Scope This procedure applies to all workers employed by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) Industrial Reg. 851 Section 24-38, 83 Construction Reg. 231/91 Section 109 CSA Z432-04 Safeguarding of Machinery CSA Z142-02 Code for Power Press Operation Section 5.4 – Reporting Hazardous/Substandard Conditions Definitions Emergency Stop Device: The E-stop shall: Override all other machine controls; Causes all moving parts to stop; and Removes drive power from the machine actuators. In-running Nip Hazard: A pinch point often created by the motion of a rotating part passing by a stationary or fixed table or tool rest i.e. grind stone or feed rollers. Pinch Point: Any point including the point of operation at which it is possible for a part of the body to be caught between either: The moving parts; The moving and stationary parts; or The material and moving part(s) of the power press or auxiliary equipment. Safeguarding Devices: Shall be: Be designed, constructed, installed and maintained, To ensure that personnel cannot reach over, under, around, or Through the device undetected to reach the hazard. Types of Devices Specified in the Standards Safety Light Curtains & Screens Area Scanning Safeguarding Devices Radio Frequency (RF) Capacitance Safeguarding Devices Safety Mat Systems Single & Multiple Beam Safety Systems Two Hand Control Systems Operator Restrain Devices – Pullback & Hold Back Devices Safety Distances – Minimum Measured Distance from Hazard



Types of Guards Specified in the Standards Fixed Guard – barrier guard securely attached to machine – most preferred Interlocked Guard – stops when guard is opened or removed Adjustable Guard – guard may be adjusted for variable operations Self-adjusting Guard – adjusts according to size or position of material Types of Pinch Points There are a variety of pinch points and hazards workers may be exposed to on machinery; Exposed moving parts, In-running nip points, Rotating equipment, Flying chips or sparks, Belts or gears, and Parts that impact or shear. Abrasive Wheel Machinery Grinders require; Protective adjustable shields to protect worker from an exploding wheel, Fixed guards to prevent access to the side of wheel, Tool rest clearance to never exceed a gap of 3mm from the wheel, This clearance is only to be adjusted with grinder turned off, and The operator must wear a face shield or goggles. Rotating Equipment Rotating Equipment, such as feed rollers and drive components, shall be guarded by a guard to prevent access to the exposed moving parts or in-running nip hazards. Guarding Devices must be designed, constructed, installed and maintained, to ensure that personnel cannot reach over, under, around, or through the device undetected to reach the hazard. Procedure Employer Responsibilities Employers shall ensure that any in-running nip hazard or any part of a machine, device or thing that may endanger the safety of a worker shall be equipped with and guarded by a guard or other device that prevents access to the pinch point. Supervisors Responsibilities Supervisors shall make workers aware of any dangers in the workplace and must monitor the workplace to identify any pinch points or in-running hazards that present a danger to a worker. Workers Responsibilities Workers must report any hazards to their supervisor in particular any pinch points or in-running hazards that could pose a danger to any worker. Long hair shall be suitably confined to prevent entanglement and no jewellery or clothing that is loose or dangling or rings shall be worn near any rotating shaft, spindle, gear, belt or other source of entanglement. Worker Training Workers shall be trained on hazard recognition and assessment as it applies to guarding, pinch points and in-running nip hazards.



Section 19.2 – Pre-Start Health & Safety Reviews Purpose To ensure that any Health and Safety concerns are assessed prior to purchasing decisions being made for the purchases of new/used products and/or equipment and in-house manufacturing of equipment and/or services. To ensure that the modification of any existing processes/equipment meet all legislated requirements and applicable standards. Scope This procedure applies to any office and/or production facility or vehicle owned or operated by Liftsafe Engineering & Service Group Inc. Reference Documents Occupation Health & Safety Act, Industrial Reg., Section 7 Section 5 – Hazard Identification and Risk Assessment Section 9.1 – Training Needs Review Section 8 – Health & Safety Inspections MOL Guideline for Pre-Start Health and Safety Reviews April 2001 PSR Flowchart PSR Clearance Checklist Definitions Pre-Start Health and Safety Review: The Pre-Start Health and Safety Review (PSR) is a process will apply to: All equipment parts and samples being purchased or received; All modifications being performed on existing processes/equipment; and To the installation of any of the above processes or equipment. This does not include general maintenance and repairs where the process or equipment is only being restored to its original state. Procedure General Purchasing Requirements Purchase orders must indicate that new equipment and/or components for any modifications must comply with the Occupational Health and Safety Act of Ontario & Industrial Regulation 851, WHMIS Regulation 860, Regulation 833, 490/09 or 278 or other applicable regulation, any applicable CSA standard, Underwriters Laboratories Canada (ULC) Standards, Ontario Electrical Safety Code, Ontario Fire Code, Ontario Building Code, or other applicable codes or guidelines recognized in Ontario. New Equipment or Processes governed by requirement for a Pre-Start Health and Safety Review The Field Service Manager, the certified management member of JHSC (Fabrication Foreman) and the certified worker member of JHSC will conduct a hazard assessment of the equipment and/or the modification to determine if it meets the circumstances described in the regulations in the “Table” of section 7 of the Industrial Reg. 851 indicating whether a PSR is required making use of the PSR flowchart. A Professional Engineer will be contracted to perform the actual PSR if one is required. The Field Service Manager will select a provider to complete the work and a purchase order will be generated in order to fulfil any requirements of the Engineer’s PSR. The Field Service Manager must sign off the purchase order once the work is completed ensuring that both the manufacture and installation of the modification components comply with recognized standards and legislation. Requirements for all new Equipment and Processes Both JHSC certified members must complete a documented Hazard Assessment and develop Safe Operating Procedures and complete the “H&S Clearance Checklist” prior to the commencement of work on any new process or equipment in question.



The Fabrication Foreman must also ensure that workers are provided with the required training, based on this new safe operating procedure, prior to commencing work on any new or modified equipment or process. Insert Section 19.2a – PSR Industrial Reg. Section 7 Table Insert Section 19.2b – PSR Flowchart Insert Section 19.2c – H&S Clearance Checklist



Section 19.3 – Safe Use of Hand and Power Tools Purpose To establish a program to identify the hazards associated with the use of Hand, Pneumatic, Powder-Actuated, Portable Electric and Power Tools and take all necessary measures to prevent injury and incident. Scope This procedure applies to all workers employed by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) Industrial Reg. 851 Section 24-38, 83 Construction Reg. 231/91 Section 109 CSA Z432-04 Safeguarding of Machinery Section 5.4 – Reporting Hazardous/Substandard Conditions Definitions Hand Tools: These come in a wide variety of shapes and sizes and are used to perform a multitude of functions. Some examples are hammers, screwdrivers, chisels, saws, pliers and wrenches. Power Tools: These use forces beyond those generated by the human body. Forms of energy are used to generate power to the tool and some examples of energy forms are pneumatic, electric, hydraulic, liquid fuel and powder actuated. Procedure Employer Responsibilities Employers shall take every precaution reasonable in the circumstances to ensure that any hand or power tool used by a worker complies with CSA standards and/or best practices and is used in a safe manner and properly maintained. Supervisors Responsibilities Supervisors shall make workers aware of any dangers and hazards in the workplace in the safe use and care of hand and power tools. Workers Responsibilities Workers must report any hazards to their supervisor in particular any hand or power tools that are damaged, excessively worn or broken and require replacement. Long hair shall be suitably confined to prevent entanglement and no jewellery or clothing that is loose or dangling or rings shall be worn near any rotating shaft, spindle, gear, belt or other source of entanglement. Workers shall wear Personal Protective Equipment (PPE) as required by this policy when using hand or power tools. Procedure Personal Protective Equipment Proper PPE is the rule; Safety glasses and/or face shield, Safety shoes, Hearing protection, with any excessive noise, and Gloves for impact and vibration, but Gloves should not be used where potential in-running nip hazards could cause injury; (i.e. rotating shafts, grinders or saw blades).



Hand Tools Hand tools are often taken for granted since they are used so frequently. This makes it easy to forget the potential danger they may pose. Also many injuries relate to improper maintenance or misuse. Pay close attention to the condition of tools and know how to use them properly. Hand tools should be inspected prior to use;

• Worn or damaged tools must be repaired or discarded and replaced,

• Some examples are wrenches with jaws sprung to the point of slippage, or jaws of pliers worn so they cannot grip properly.

• Whenever cutting tools are blunt, sharpen or replace the blades only use chisels, knives, and blades that are sharp and ready for use, as sharp tools require less effort.

Hammer and Chisel Safety;

• Always push a chisel away from the body to avoid cuts and more serious injury.

• Always repair loose hammer heads by inserting new wedges into the handle or insert a new handle.

• Never stand behind or in front of person swinging a hammer. Proper use of a hammer and chisel involves grinding a mushroomed end of a chisel back to its normal shape, to prevent particles of the “mushroom” that can chip off injuring eyes or face.

• Also wear eye or face and hand protection when using hammers and chisels. Use the right hand tool for the right job;

• Do not use screwdrivers and files as pry bars and chisels,

• Only use screwdrivers and files with handles to protect hands,

• Don’t use pliers in place of a wrench, and use the best type of wrench for the job.

• Use a socket or box end wrench rather than an adjustable or open end wrench and use a hammer when needed not a wrench or any other tool!

Power Tools General Safety Rules To avoid entanglement;

• Don’t wear rings, watches or dangling jewellery near machinery,

• Watch out for long sleeves and loose fitting clothing, and tuck long hair under a cap. To avoid pinching or cutting hands;

• Use two hands to operate most power tools,

• Clamp work piece to a solid surface to avoid movement,

• Never remove guards from power tools,

• Immediately replace broken, dull, or damaged bits or blades,

• Beware of fall hazards when operating a power tool while on a ladder, and

• After use switch it off and lay tool down safely after it stops. Electric Power Tool Safety Electric power tools either have cords or are battery powered both can be hazardous.

• Beware of any tingling sensation indicating a mild electrical shock,

• Beware of sparking, smoking or overheating,

• Broken, damaged or bare cords must be replaced,

• Do not make unauthorized electrical repairs. Do not carry tools by the cord but rather by the handle grip of the tool

• Power tools must have a grounded or a double insulated type plug,

• When used outdoors or in damp conditions, tools must be protected by a GFCI (Ground Fault Circuit Interrupter), and

• Before connecting skill saws to power source, inspect the swing guard to make sure it is operating properly.



Hydraulic Power Tool Safety Hydraulic oil is generally under pressure and dangerous to unprotected skin!

• Inspect hoses for signs of weakness, bulges or fraying,

• Never use fingers or hands to check for leaks, use a piece of cardboard, protecting hands from the oil,

• Never exceed the load limit marked on tool and check gauges,

• Immediately inspect hydraulic tools when subjected to abnormal load, pressure, or shock,

• Always wear leather gloves, foot, face or eye and ear protection. and

• Consider using impact-resistant gloves. Pneumatic Power Tool Safety Always ensure that pneumatic tools are fastened securely to air hoses; Check hoses for cracks, cuts and bulging, Check couplers for excessive wear, bent and loose fittings, and Check that tool attachments are secured properly by retainer. Always wear foot, face or eye and use hearing protection with noisy tools i.e. jackhammers, and consider using impact-resistant gloves. Make sure air hoses do not present a tripping hazard;

• Post warning signs where pneumatic tools are used, or

• Set up screens or shields to protect other workers. Never point a compressed air gun at a person or use compressed air to blow off clothing, hair or any part of the body, as this can cause serious injury or death if the air penetrates the skin and enters the bloodstream. Ensure the compressed air supply is clean and dry;

• Keep tools clean, lubricated and maintained,

• Only use the air pressure recommended for that tool,

• Do not carry tools by the hose, but rather by the handle grip and

• Do not attempt to catch falling power tools. Liquid Fuel Tool Safety Some examples are chain saws, lawn mowers, concrete saws, and pressure washers. Always turn off and let the engine cool down before refilling a fuel tank. Always use proper ventilation and/or wear proper respirators in an enclosed area to avoid exposure to Carbon Monoxide (CO). Always transport fuel in approved flammable liquid containers. Always have fire extinguishers available when using these tools. Always wear foot, eye or face, head, and ear protection. Powder Actuated Tool Safety An example of powder-actuated tool is a nail gun (i.e. "Hilti gun" or a "Ramset gun"). These are used in construction to join materials to hard substrates such as steel and concrete. Never point a powder-actuated tool at a person. Always use an alignment guide when shooting a fastener into an existing hole, and

• Do not fire fasteners into materials that would let them pass through the material, possibly injuring someone on the other side.

When using these tools to fire fasteners and to avoid chipping, splattering or ricocheting;

• Always stay at least 3 inches away from the edges or corners of materials like brick or concrete,

• Always stay ½ inch away from a steel corner or edge, and

• Do not drive fasteners into hard or brittle materials. Always wear foot, eye or face, head, and ear protection. Worker Training Workers shall be trained on inspection, hazard recognition and assessment as it applies to the safe use of hand and power tools.

Section 20 – Electrical Safety Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 20 – Electrical Safety Section 20.1 – Electrical Safety Purpose To ensure that a program is established to identify electrical hazards in the workplace and take all measures reasonably necessary to eliminate or reduce these hazards for the protection of workers. Scope This procedure applies to all workers employed by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) Industrial Reg. 851 Section 42(1) & 42.1(1)(2), 43 & 44.1 Construction Reg. Section 182, 187, 190(4)(5)(6)(7)(8)(9), 191(7), 195.2 & 195.3(1) CSA Z462-08 Workplace Electrical Safety Section 11.1 Lockout Definitions Arc Flash: It is defined as a dangerous condition associated with the release of energy caused by an electric arc. Ground Fault Circuit Interrupter (GFCI): It is defined as a safety device on electrical outlets to shut off electricity if the outlet becomes ungrounded, which would create an unsafe condition and could produce an electrical shock Primary Hazard: The primary hazard in an arc flash is the radiant heat energy. Secondary Hazards: Pressure, Auditory, Projectile and Inhalation Hazards. Procedure Employer Responsibilities Employer shall permit only competent qualified electrical workers to construct, install, alter, repair or maintain electrical equipment. Only qualified electrical workers may enter electrical rooms and enclosures containing live parts. Employer shall provide electrical awareness training for any other workers who may be exposed to a risk of electrical shock in order that they can identify the hazards, use safe practices and maintain safe clearances form electrical hazards. Employer shall not provide or permit the use of any electrical equipment that does not meet the CSA Z462-08 Workplace Electrical Safety. Supervisors Responsibilities Supervisors must monitor the workplace to identify any electrical hazards for the protection of the workers Supervisors must ensure that flammable materials are not stored near electrical equipment. Supervisors must ensure that lockouts are used by qualified electrical workers prior to performing electrical work. See the Lockout procedure for exceptions to this rule. Supervisor shall ensure that any defective electrical equipment and tools that may pose a hazard shall be immediately disconnected, removed from service and tagged "DO NOT USE" as being defective. Workers Responsibilities No worker shall perform any electrical work unless they are a qualified electrical worker. A Qualified worker shall use mats, shields, or other protective devices or equipment, including personal protective equipment, adequate to protect the worker form electrical shock, burn or arc flash as per the CSA Z462-08.



Workers shall visually inspect all electrical equipment daily in order to identify any defects or damage that could lead to an electrical shock. (i.e. cords, plugs, receptacles or GFCI components) Grounding Assurance Employer shall ensure that tools and other equipment that are capable of conducting electricity and endangering the safety of any worker shall not be used in such proximity to any live electrical installation or equipment that they might make electrical contact with the live conductor. Employer shall ensure that electrical equipment shall be of a type and rating approved for the specific purpose for which it is to be used. Employer shall ensure that an electrical extension or power supply cord used to supply energy to any electrical equipment: Is approved for the intended use and location of the electrical extension or power supply cord; Is fitting with approved cord end attachment devices that are installed in an approved manner; Is provided with grounding conductor; Is maintained and protected from physical or mechanical damage; and Is plugged into an approved GFCI plug adaptor or GFCI receptacle if used in a damp location. Safe Work Practices to Prevent Electrical Shock Prior to and while work is being done on or near live exposed parts of electrical installations, equipment or conductors that are not adequately grounded with a visible grounding mechanism, the power supply shall be disconnected, locked out of service and tagged. Before beginning the work each worker must comply with these requirements. If the voltage is less than 300 volts and there is no locking device for the circuit breakers or fuses, locking out is not required but there must be procedures in place to ensure the circuit is not inadvertently energized. Where it is not practical to disconnect electrical installations, equipment or conductors from the power supply:

• The worker must use rubber gloves, mats, shields and other protective equipment and procedures adequate to ensure protection from electrical shock and burns while performing the work;

• If the installation, equipment or conductor is operating at a nominal voltage of 300 volts or more, a suitably competent person who is able to recognize the hazards and perform rescue operations, including artificial respiration, must be available and able to see the worker who is performing the work.

Electrical switching must only be done by persons who are qualified and authorized to do this work. Tools or equipment capable of conducting electricity and endangering the safety of workers shall not be used where live electrical contact is possible. Extension cords should never be used as a substitute for permanent wiring nor should 2-prong extension cords be used with equipment requiring grounding. Substations Adequate lighting must be maintained at substations for safe operation and maintenance. Access doors must be cleared of any obstructions that may hinder the quick exit of workers in the event of an emergency. Combustible waste must not be permitted to accumulate in locations that may constitute a fire hazard. Ladders used when working with electricity must be of wood or other nonconductive material. Working Under Overhead Power Lines Equipment shall be operated at a minimum distance of 3m (10ft) from power lines of 750 to 150,000 volts and a further distance from any higher voltages. Lines shall be de-energized and grounded or other protective measures taken before any work is started where these distances cannot be maintained.



Worker Training Workers shall receive Electrical Awareness training in order that they can identify potential electrical hazards in the workplace. This training includes:

• Working safely around electricity in their normal work assignments;

• Identifying electrical hazards;

• Maintaining safe clearances when working under overhead lines;

• Prevention of electrical shock and arc flash from exposed energized and de-energized components;

• Recognition of electrical shock; and

• Arc flash hazard labels.

Section 21 – Noise Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 21 – Noise Section 21.1 – Noise Purpose To ensure that a program is established to identify hazardous sound levels and take all measures reasonably necessary to eliminate or reduce these levels to an acceptable level whenever practicable. Scope This procedure applies to all workers employed by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) & 42 Industrial Reg. 851 Section 139 CSA Z94.2-94 Hearing Protectors Definitions dBA: Means a measure of sound level in decibels using a reference sound pressure of 20 micropascals when measured on the A-weighting network of a sound level meter. Decibel: Means a unit of measurement of sound pressure level that is equal to 20 times the logarithm to the base 10 of the ratio of the pressure of a sound, divided by the reference pressure of 20 micropascals. Equivalent Sound Exposure Level: Is the steady sound level in dBA which, if present in a workplace for eight (8) hours in a day, would contain the same total energy as that generated by the actual and varying sound levels to which a worker is exposed in his or her total work day, determined in accordance with the formula set out in subsection 139 (2). Procedure Employer Responsibilities Employers shall take all measures reasonably necessary in the circumstances to protect workers from exposure to hazardous sound levels. The employer shall ensure workers are not exposed to sound level greater than an equivalent sound exposure level of 85 dBA over an 8 hour time period. Workers shall wear and use personal protective equipment appropriate in the circumstances to protect them from exposure to a sound level greater that the limit. This applies if engineering controls are:

• Not in existence or are not obtainable;

• Not reasonable or not practical to adopt, install or provide because of the duration of frequency of the exposures or because of the nature of the process, operation or work;

• Rendered ineffective because of a temporary breakdown of such controls; or

• Ineffective to prevent, control or limit exposure because of an emergency. The employer, in consultation with the JHSC, shall have a noise level survey conducted in the workplace whenever a new process or equipment is installed or an existing process or equipment is modified, or the JHSC recommends that a survey be conducted as a result of any concerns from workers. The employer shall arrange for a qualified person to perform the noise level survey and the JHSC worker member shall be in attendance at the time the survey is being conducted. Supervisors Responsibilities Supervisors must monitor to ensure that workers use and wear the appropriate PPE whether in the Fabrication Shop or off-site projects.

Section 21 – Noise Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Supervisors must ensure workers comply with any posted signage and other measures or controls required at off-site projects. Workers Responsibilities Workers must participate in training in the proper use and care of any hearing protection required in any areas of the Fabrication Shop. Workers must comply with any posted signage and other measures or controls required at off-site projects. JHSC Worker Member JHSC worker member shall be in attendance at the time the survey is being conducted in order to ensure that the date and time of the survey is a representative typical work day. Noise Level Survey Any measurement of sound levels conducted in the workplace in order to determine what protective measures are appropriate shall be done without regard to any use of PPE. A clearly visible warning sign shall be posted at every approach to an area in the workplace where the sound level regularly exceeds 85 dBA. The qualified person shall report their findings in writing to the employer and a copy must be given to the JHSC. The employer must address any recommendations made as a result of the sound level survey and take the appropriate measures however where engineering controls are not practicable they may insist on the use of hearing protection to ensure workers are not exposed to noise that exceeds 85 dBA over an 8 hour time period. Worker Training All workers exposed to any suspect level of noise in the workplace shall be trained to identify dangerous noise levels and on the proper use and care of any hearing protection deemed necessary by the results of a sound level survey.

Section 22 – Respirators Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 22 – Respiratory Protection Section 22.1 – Respiratory Protection Program Purpose To ensure measures are taken to protect workers from exposure to contaminants in the workplace by implementation of a Respirator Program meeting or exceeding the CSA Z94.4-02. Scope This procedure pertains to all workers of Liftsafe Engineering & Service Group Inc. who may potentially be exposed to airborne contaminants in the workplace. References Occupational Health & Safety Act Sections 25(1)(a)to(d), 27(1) & 28(1)(b) Industrial Reg. 851, Section 79, 127 & 130 Construction Reg. 213/91, Sections 21(3) & 46 Control of Exposure to Biological or Chemical Agents Ont. Reg. 833 CSA Z94.4-02 – Hearing Protection Devices – Performance, Selection Care and Use Section 10.1 – Personal Protective Equipment Definitions Air Purifying Respirator (APR): An Air Purifying Respirator has an air purifying filter, cartridge or canister that removes specific air contaminants by passing ambient air through the air-purifying element. APR’s are available in either a Half-Facepiece or a Full Facepiece mask but these units do NOT supply oxygen and must be used in an atmosphere containing at least 19.5% oxygen. Immediately Dangerous to Life or Health Atmosphere (IDLH): An atmosphere that poses an immediate danger to life, would cause irreversible adverse health effects or would impair an individual’s ability to escape. Respirator: A respirator is a device worn to protect the user from inhaling a hazardous atmosphere. Supplied-Air Respirator (SAR):

A Supplied Air Respirator consists of an accepted respirator and air supply hose with a hood/helmet, a

tight-fitting facepiece, or a loose-fitting facepiece/visor that is supplied with compressed breathing air from a compressed air breathing system. This air should be maintained at a controlled temperature. These units are limited in use in atmospheres from which the user can escape unharmed without the aid of a respirator (non-IDLH) should the air supply fail. Tight-fitting Facepiece: A respirator inlet covering that forms a complete seal with the face. This includes a half-facepiece that covers the user’s nose and mouth under the chin and a full-facepiece that covers the user’s nose, eyes and mouth under the chin. Procedure Employer Responsibilities The employer shall take all measures reasonably necessary in the circumstances to protect workers from exposure to a hazardous biological or chemical agent because of the storage, handling, processing or use of such agent in the work place. These measures shall include the provision and use of engineering controls, work practices, hygiene facilities and practices and in exceptional cases personal protective equipment (PPE). The employer shall protect workers from exposure to a hazardous biological or chemical agent without requiring the workers to wear and use personal protective equipment except where engineering controls either:



(a) are not in existence or are not obtainable; (b) are not reasonable or not practical to adopt, install or provide because of the duration or frequency of the exposures or because of the nature of the process, operation or work; (c) are rendered ineffective due to a temporary breakdown of such controls; or (d) are ineffective to prevent, control or limit exposure because of an emergency. The engineering control most commonly used on a project site would be ventilation to control the hazard, however where this is not practicable, workers potentially exposed to airborne contaminants shall provided with and workers shall wear and use, respiratory protective devices sufficient to protect the workers from exposure to the hazardous agent; and the employer shall establish a Respirator Protection Program. Supervisors Responsibilities To implement this program in the workplace for the protection of the workers; To ensure workers understand and comply with the program; To ensure workers wear respirators appropriate for the nature of the work; To ensure workers are Fit Tested and trained in the use and care of respirators; To monitor and maintain it through training; and Enforcing proper use when necessary. Workers Responsibilities To comply with this program by wearing the proper respiratory equipment; Ensuring proper use, storage and maintenance of respiratory equipment; To comply with the training; To inform the supervisor if the respirator no longer fits properly; To inform the supervisor of any respiratory hazards that are not adequately addressed by the program; and Workers who suffer from any medical conditions which could restrict the use of respirators must advise the employer of the concern. Respirator Protection Program This program shall consist of the following elements:

• Proper Selection of Respirators;

• Use and Limitations of Respirators;

• Qualitative Fit Testing;

• Cleaning and Maintenance;

• Storage;

• Worker Training; and

• Medical Surveillance. Proper Selection of Respirator Air purifying half-facepiece respirators have been selected as most appropriate for the type of work being performed in the Fabrication Shop by welders, painters and as well as for Field Service workers at off-site jobs for most situations. A hazard assessment must be conducted by the Field Service Manager if unusual circumstances should arise in off-site situations to determine if the APR is appropriate or effective based on the MSDS. Use and Limitations of Respirators This program pertains only to a respirator device that protects the user from inhaling a hazardous atmosphere and as such is an air-purifying respirator only. NIOSH Half Face-piece with P100 Particulate Cartridges; and NIOSH Full Face-piece with P100 Particulate Cartridges.



Fit Testing A qualitative method shall be used to evaluate the fit of a specific make, model and size of respirator on an individual. Qualitative Fit Test A pass/fail test method that relies on the subject’s sensory response to detect a challenge agent in order to assess the adequacy of the respirator fit. This program uses the Qualitative Fit Testing Procedure as described in the Fit Testing Kit. A qualitative fit test shall be carried out by a qualified person and records kept: Prior to initial use and after completing the health surveillance evaluation, At least every 2 years, or

• Whenever there is a change in the respirator face-piece, or

• Whenever changes to the user’s physical condition could affect the respirator fit. Seal Checks The user must conduct a positive – negative seal check prior to donning the respirator on each occasion. Cleaning Users shall be supplied with and be trained to use an acceptable disinfectant product to clean the surfaces of the respirator in order to reduce and prevent the transmission of disease to the workers. Respirators should be cleaned after each day’s use according to the following procedure: Remove the headbands and valves from the face-piece; Wash all parts except cartridges and filters in warm water with a mild detergent that contains an effective disinfectant; Parts should be scrubbed gently with the aid of a soft brush and rinsed thoroughly; and Allow to air dry. Maintenance Respirators must be kept in good condition in order to function properly and workers must ask to have any worn or deteriorating part replaced immediately with the correct model part. Storage When not in use the respirator should be thoroughly cleaned and stored in a sealable plastic bag. Store in a cool, dry area that is free from airborne contamination. Do not distort the rubber face-piece or valves during storage Users must inspect respirators before each use. Worker Training Workers shall be instructed and trained in the care and use of respiratory equipment prior to wearing or using the equipment. Workers shall be trained on the following requirements:

• This unit does NOT supply oxygen.

• This unit should only be used in adequately ventilated areas containing at least 19.5% oxygen. To leave the area immediately if:

• Breathing becomes difficult;

• Dizziness or other distress occurs; or

• Taste or smell contaminant. The need to perform a positive – negative user seal check – an action conducted by the respirator user to determine if the respirator is properly seated to the face: Do not use when conditions prevent a good face seal, such as a growth of beard, sideburns, a skull cap that projects under the facepiece, temple pieces on glasses and the absence of one or more dentures. That the positive – negative seal check is performed each time the respirator is donned by the worker. The rubber gasket must be in the adapter when using a cartridge.



NEVER ALTER OR MODIFY THIS DEVICE Use the device strictly in accordance with instructions, labels and limitations pertaining to this device. The following inspections must be completed prior to use:

• Headbands;

• Face-piece;

• Inhalation and exhalation valves;

• Cartridge holders;

• Cartridges/filters; and

• Assembling cartridges. Use of proper donning procedures as per the owner’s manual for the device. Positive and negative pressure user seal checks: Positive seal check: Firmly place the palm of the hand over the exhalation valve cover and gently exhale into the face-piece until a slight but definite pressure is created. When slight pressure is felt and no outward leakage of air between the face-piece and the face is detected, the respirator is properly fitted. If leakage occurs, readjust the position of the face-piece and tension of the headbands and retest. Negative seal check: Firmly place the palm of the hands over cartridges of filters sealing off inhalation areas. Gently inhale causing the face-piece to collapse. If the face-piece does not slightly collapse or a leak occurs, readjust the position of the face-piece and tension of the headbands and retest. NOTE: if a good fit cannot be attained after going through the above checks, a different size face-piece should be used. Proper replacement of cartridges or filters: The following conditions are indicative that the cartridges or filters have reached the end of their service life and must be replaced: Cartridges – the first trace of odour of taste of gas or vapour contaminant or nose or throat irritation. Filters – noticeable increase in breathing resistance making inhalation difficult. Replace cartridges/filters according to manufacturer’s instructions. Medical Surveillance The employer shall ensure that there is no physiological or psychological condition that may preclude the worker from being assigned the use of the selected respirator. If such a concern exists then the employer should obtain an opinion from a health care professional regarding the worker’s ability to use a respirator. Such opinion shall be obtained prior to the worker using the respirator or if a change in condition warrants an additional opinion. Employer shall retain the documentation from the health professional confirming the user’s ability to use a respirator. Record Retention The employer should retain the following records:

• Hazard Assessments;

• Respirator Selection;

• Respirator Fit Testing;

• Training Records; &

• Medical Surveillance. Insert Section 22.1a – Respirator User Screening Form Insert Section 22.1b – Qualitative Fit Test Form

Section 23 – WHMIS Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 23 – WHMIS Section 23.1 – Workplace Hazardous Information System (WHMIS) Purpose To ensure that a written communication program is established, implemented and maintained to provide for the proper labelling of hazardous chemicals, current material safety data sheets and worker training regarding the Workplace Hazardous Materials Information System (WHMIS). Scope This procedure applies to all workers employed by Liftsafe Engineering & Service Group Inc. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) & 42 WHMIS Reg. 860 CCOHS Fact Sheet - https://www.ccohs.ca/oshanswers/chemicals/whmis_ghs/general.html Section 9.1 – Training Needs Review Section 9.3 – Worker Orientation Training Acronyms MSDS: Material Safety Data Sheets SDS: Safety Data Sheets TDG: Transportation of Dangerous Goods WHMIS: Workplace Hazardous Materials Information System GHS: Globally Harmonized System aka WHMIS 2015 Procedure Employer Responsibilities Employer must establish, implement and maintain a WHMIS/GHS Program at the workplace. Employers must ensure products are labelled with either a supplier label when received at the workplace or a workplace label applied at the workplace. Employers must also ensure that the supplier provides an up to date MSDS/SDS for all controlled products and that these are maintained on file and readily available to workers. Employer must also maintain a list of hazardous chemicals at the workplace and those taken to and used at off-site projects. Employers must also ensure workers receive training as required by the WHMIS/GHS legislation. Suppliers Responsibilities Suppliers must classify products, label products, and supply MSDS/SDS’. Suppliers must supply the employer with new information within ninety (90) days of the new information becoming available. Fabrication Foreman and JHSC Responsibilities The Fabrication Foreman, in consultation with the JHSC, will review this training program annually or more frequently if new products are purchased or if new information is received from a supplier on a MSDS. The JHSC shall record this review in the minutes of their meeting.



The purpose of this review is to determine which workers if any should receive WHMIS/GHS refresher training on the generic topics as well as a workplace specific MSDS/SDS review exercise for their department. This would include all workers who work with or near controlled products in the workplace. The Fabrication Foreman will also ensure that the MSDS/SDS files are maintained within a three (3) year expiry. Supervisors Responsibilities Supervisors must monitor to ensure that every controlled product is identified and labelled with either a supplier label or a workplace label and that MSDS/SDS’ are readily available for workers in the fabrication shop or off-site projects. Workers Responsibilities Workers must participate in training and use information provided. Exemptions Complete Exemptions:

• Wood and wood products;

• Tobacco products;

• Manufactured articles; and

• Products covered by TDG. Partial Exemptions (requires a workplace label only)

• Explosives;

• Cosmetics, food and drugs;

• Pesticides;

• Radioactive products; and

• Consumer products Hazardous Waste must be clearly identified and training is required for workers regarding safe storage and handling. WHMIS Labels There are 2 types of labels: Supplier and Workplace labels, and all controlled products must be labelled. These labels must be:

• Clear

• Easy to read, and

• Prominently displayed on the product container. Also all products that are labelled for TDG must also have a WHMIS label if they are to be used in the workplace. Supplier Labels Supplier labels must contain: Risk phrases, symbol identifier, product identifier, precautionary measures, first aid measures, supplier identifier and MSDS is available. The supplier label is distinguished by the cross-hatched border of the label. No employer or worker shall intentionally remove, deface or destroy any WHMIS label. Workplace Labels Workplace labels are required for controlled products under 3 basic circumstances Poured – controlled product is transferred from the supplier container or bulk storage container to a workplace container.* Produced – controlled product is produced at the workplace for use there only. Pooched – should a supplier label or a workplace label be damaged or destroyed and and no longer legible a new workplace label must be placed on the container to identify the contents. *NOTE: If the container is portable a label is not required: if the controlled product transferred is used immediately; or

• if the following conditions are satisfied:



• it’s used only by that worker;

• only during that worker’s shift; and

• the contents of the portable container are identified. (i.e. colour coding, product name or chemical formula)

Workplace labels must contain 3 pieces of information:

• Product Identifier;

• Safe Handling Instructions; and

• MSDS is Available. Material Safety Data Sheets MSDS’s must have 9 Categories of Information:

• Product Data;

• Hazardous Ingredients Data;

• Physical Data;

• Fire or Explosion Hazard Data;

• Reactivity Data;

• Health Hazard Data;

• Preventative Measures;

• First Aid Measures; and

• Preparation data. This information sheet must be made readily available to the workers. Worker Training Workers’ Right to Know The training for workers includes:

• Understanding labels both supplier and workplace and the significance of the information on the label;

• Understand classification of products and the symbols relating to those classes;

• Understanding how to read MSDS/SDS and the significance of the information on the MSDS/SDS;

• Procedures for safe use, handling, storage and disposal of controlled products that they work with; &

• Procedures for safe use, handling, storage and disposal of controlled products contained or transferred in a pipe, piping system including valves, a process vessel, a reaction vessel, a tank car, a tank truck, an ore car, a conveyor belt or similar conveyance;

• Procedures to follow when fugitive emissions are present; and

• Procedures for handling emergencies with controlled products, including leaks and spills. The “Worker Orientation” training includes WHMIS generic and workplace specific training topics. Additionally, a module that covers GHS training has been added to new worker orientation and refresher training A transfer of knowledge will be verified by means of a quiz and also a MSDS exercise and both of these documents along with the “Record of Training” form will be maintained as the training record. Refresher training will be conducted for workers based on the annual review of this training program and can be carried out by a third party or as a shift safety talk. This refresher training may be as frequently as annually or earlier if new information is made available by a supplier. Transition to GHS WHMIS is undergoing a 3-year transition to GHS, commencing in 2015 and completing December 2018. Liftsafe Engineering and Service Group has added GHS training to supplement existing WHMIS training and is supplier sheets for SDS conformity beginning June 1, 2017. Insert Section 23.1a – WHMIS Symbols

Section 24 – Drug and Alcohol Policy Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 24 – Drug and Alcohol Policy Section 24.1 – Drug and Alcohol Policy Purpose To ensure that a written Drug and Alcohol Policy is established, implemented and maintained to provide workers with a drug and alcohol free environment to protect the health and safety of all individuals affected by our activities, as well as the communities in which we live and operate. Scope This policy applies to all workers employed by Liftsafe Engineering & Service Group Inc. when they are engaged in company business, working on or off company premises, and when driving company vehicles. Contractors are expected to develop and enforce a alcohol and drug policy that is consistent with this policy. Reference Documents Criminal Code of Canada - Driving Under the Influence Acronyms EAP: Employee Assistance Program Employer Responsibilities Employer is committed to the establishment, implementation and maintenance of a Drug and Alcohol Policy at the workplace. The employer recognizes that the use of alcohol and drugs can adversely affect job performance, the work environment and the safety of our workers, contractors and the general public. Supervisors Responsibilities Supervisors must monitor the workplace to ensure that any violation of this policy is brought to the attention of senior management and is dealt with immediately. Supervisors must be prepared to deal appropriately with a worker who is suspected of being under the influence by;

• Removing the worker to a safe location,

• Conducting an interview/investigation with the worker, with another witness present if at all possible;

• Taking whatever action is deemed appropriate in the circumstances, such as arranging for the worker to be taken home, to return the next day to meet with management.

Workers Responsibilities Workers must comply with this policy without exception. Procedure To minimize the risk of unsafe and unsatisfactory performance due to alcohol or drugs, staff are expected to report fit for work and remain fit for work throughout their workday or shift and when on scheduled call. The following are expressly prohibited while on company business or premises;

• The use, possession, distribution and offering for sale of drugs or drug paraphernalia,

• The unauthorized use, possession, distribution, offering for sale of beverage alcohol,

• Possession of prescribed medications not authorized for personal use, and

• Reporting for duty under the influence of alcohol or drugs, zero tolerance. Post-incident testing may be required whenever the employer/supervisor suspects that drugs and alcohol may have been a contributing factor in any critical incident investigation. Liftsafe provides prevention, assessment, treatment and aftercare support and resources for workers who suspect they have a substance dependency or an emerging alcohol or drug problem. Workers concerned

Section 24 – Drug and Alcohol Policy Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


about or experiencing alcohol and drug problems are encouraged to seek assistance from Liftsafe’s EAP, their personal physician or appropriate community service before job performance is affected or violations occur. Disciplinary action up to and including termination will be taken for violations of this policy and its related practices. Worker Training All new Workers shall receive training during their orientation and shift safety talks will be used by supervisors for annual refresher training for all workers.

Section 25 – Working Alone Policy Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 25 – Working Alone Policy Section 25.1 – Working Alone Policy Purpose To ensure that a written Working Alone Policy is established, implemented and maintained to provide workers with a safe work environment to protect the health and safety of all individuals affected by our activities. Scope This policy applies to all workers employed by Liftsafe Engineering & Service Group Inc. when they are engaged in company business, working on or off company premises, and when driving company vehicles. Contractors are expected to develop and enforce a working alone policy that is consistent with this policy. Reference Documents Canadian Centre of Occupational Health and Safety (CCOHS) - Working Alone Fact Sheet, Aug. 7, 2014 Definitions Working Alone: A person is "alone" at work when they are on their own; when they cannot be seen or heard by another person. Employer Responsibilities Employer is committed to the establishment, implementation and maintenance of a Working Alone Policy at the workplace. The employer will make every attempt possible to avoid placing workers in a position on a job site where they may be working alone. Supervisors Responsibilities Supervisors must monitor the workplace to make every attempt possible to avoid scheduling workers in a position on a job site where there may be potential to be working alone. Workers Responsibilities Workers must comply with this policy and follow the procedures, such as maintaining regular contact with their supervisor whenever they are required to work off-site and to make every effort to avoid working alone. Should there be any question as to the work being performed is "working alone" the worker must contact their supervisor before performing such work. Procedure The following precautions will be taken to minimize the risk of working alone;

• All workers working off-site have cellular telephones,

• Whenever the work involves a remote location i.e. inspecting a wind turbine, two workers will attend the job site,

• Workers at off-site client locations shall maintain visible and verbal contact with the client's workers/staff, and

• Shall not put them in a position of being all alone as defined by this procedure. Worker Training All new workers shall receive training during their orientation and shift safety talks will be used by supervisors for annual refresher training for all workers.

Section 26 – Defensive Driving Policy Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 26 – Defensive Driving Policy Section 26.1 – Defensive Driving Policy Purpose To ensure that a written Defensive Driving Policy is established, implemented and maintained to provide workers, whose work requires them to drive company vehicles, with a safe work environment to protect the health and safety of our workers and all individuals affected by our activities on the roadways. Scope This policy applies to all workers employed by Liftsafe Engineering & Service Group Inc. who are required to drive company vehicles as a part of their job responsibilities. Reference Documents RAM GPS System and Summary Reports Definitions Over Speed: Any speed that is recorded for a duration of more than 2 minutes at 15km/hr or more over the posted limit. Employer Responsibilities Employer is committed to the establishment, implementation and maintenance of a Defensive Driving Policy at the workplace. The employer will make every effort to monitor and correct the safe driving habits of workers. Employer has had the RAM GPS System installed on all service vehicles to monitor the speed of the vehicles and provide monthly summary reports noting any over speed incidents as defined in this procedure. The employer will respond to and investigate any incidents of bad driving habits which are brought to the employer's attention by any third party sources i.e. general public, clients. Supervisors Responsibilities Supervisors must monitor the driving habits of workers authorized to drive company vehicles and take corrective disciplinary action whenever required, whether as a result of the individual worker's status on the RAM Summary Reports, or any other driving violations brought to the employer's attention by any third party sources, where an investigation has confirmed such reports. Workers Responsibilities Workers who drive company vehicles as a part of their job responsibilities must comply with all legislative requirements under the Highway Traffic Act, Ministry of Transportation and Criminal Code regarding rules of the road and safe driving practices. This includes but is not limited to safe driving speeds and to exercise due care and control of the vehicle at all times with special attention to road and weather conditions. Workers are not expected to drive at speeds at or in excess of 15km/hr over the posted speed limit. Procedure The following 10 tips are recommended to minimize the risk of incidents while driving a vehicle:

• Never drive under the influence of alcohol or drugs, zero tolerance is the policy.

• Don't speed, driving even 15km/hr over the posted limit is only going to save minutes but increases the crash risk by as much as 50%. Even on long trips, the time saved is inconsequential compared to the risks associated with speeding. Take time and obey posted speed limits. The only fool-proof solution is to leave earlier, especially knowing how congested the roadways are becoming.

• Avoid distractions, it isn't just cell phones that cause distractions, eating, applying makeup, fiddling with electronic devices or interacting with passengers also diverts a driver's attention in potentially

Section 26 – Defensive Driving Policy Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


deadly ways. Perhaps the best advice on driving distractions came from rocker Jim Morrison: "Keep your eyes on the road, your hands upon the wheel".

• Don't drive drowsy, thinking a few yawns are nothing to worry about, but just being a little drowsy is enough to increase the risk of getting in an accident. Responses can range from dozing off for a few seconds at a time to simply "zoning out" and losing all focus on the road. At highway speeds, one or two seconds of inattention can lead to disaster. The solution is simple, get a better night's sleep, but whenever feeling drowsy, find a rest area or take a break until feeling more alert.

• Wear the seatbelt, even a low-speed crash can send an unbelted person careening into the dashboard or side window, resulting in severe head injuries or broken bones. At higher speeds, the possible fates of the unbelted occupant are gruesome and generally fatal. Bottom line buckle up.

• Be extra careful in bad weather, when driving through fog, heavy rain, a snow storm or on icy roads, be extra cautious. Drive below the speed limit if necessary, maintain extra space from the car ahead, and be especially careful around curves. If the weather worsens, just find a safe place to wait out the storm.

• Don't follow too close, keeping a safe distance between yourself and the car ahead allows enough time to react if that car makes a sudden turn or stop. Most experts recommend a "three-second rule." Simply find a stationary object on the side of the road. When the car ahead passes it, start counting seconds. At least three seconds should pass before passing the same object, at night or in bad weather, double this time to six seconds.

• Watch out for the other guy, driving safely at the speed limit and obeying all traffic rules is no guarantee, someone else can cause the crash. One good rule of thumb to use is, "Assume everyone else on the road is an idiot." Being prepared requires awareness, so make sure to check the mirrors and keep an eye on side streets and other lanes to be aware of other cars are around and how they're driving. Don't focus only on the road in front of the car, look ahead to see what's happening 50 to 100 meters up the road.

• Practice Defensive Driving, don't be that aggressive driver that totally cut off another car and almost caused a huge accident. Accept small delays, such as staying in line behind a slower car instead of abruptly changing lanes. Yield to other cars, even if they technically don’t have the right of way.

• Keep the vehicle safe, vehicle maintenance is a major safety issue. Uneven tire pressure, or pressure that is too high or low, can impact performance or lead to a blowout. Another key area is the brakes, "softness" or "vibration" in the brake pedal, are both indicators that greater problems may exist, get the vehicle serviced.

Worker Training All workers, who are required to drive company vehicles as a part of their job responsibilities, shall initially receive training in these basic rules and shift safety talks will be used by supervisors for annual refresher training for these workers.

Section 27 – Asbestos Awareness Policy Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 27 – Asbestos Awareness Policy Section 27.1 – Asbestos Awareness Policy Purpose To ensure that workers are aware of the potential hazards of working in an area where the risk of an exposure to Asbestos may exist, by providing sufficient information regarding Asbestos that adequate measures can be taken to limit exposures through controls in the workplace in order to provide workers with a safe work environment to protect their health and safety. Scope This policy applies to all workers employed by Liftsafe Engineering & Service Group Inc. who are required to work in off-site locations where a risk of exposure to Asbestos may exist. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) Ont. Reg. 490/09 Designated Substances Ont. Reg. 278/05 Designated Substances - Asbestos on Construction Projects and in Buildings and Repair Operations Definitions Asbestos: Asbestos (CAS No. 1332-21-4) is widely used, mineral-based material that is resistant to heat and corrosive chemicals. Depending of the chemical composition, fibres may range in texture from coarse to silky. The properties which make Asbestos fibres so valuable to industry are its high tensile strength, flexibility, heat and chemical resistance, and good frictional properties. Includes any of the following fibrous silicates;

• Actnolite,

• Amosite,

• Anthophyllite,

• Chrysotile,

• Crocidolite, or

• Tremolite. Asbestos-Containing Material: Means any material that contains 0.5% or more Asbestos by dry weight. Employer Responsibilities The employer does not knowingly allow workers to work in areas where they may potentially be exposed to Asbestos or to work on Asbestos containing equipment or materials. Any worker who knowingly enters a restricted Asbestos area will be disciplined under the progressive disciplinary policy. The employer shall ensure that where a client has identified Asbestos at their off-site location, these areas will be disclosed to the employer and rendered safe before any work will commence. Supervisors Responsibilities Supervisors must immediately follow-up on any report from a worker of a potential exposure to Asbestos at an off-site location by reporting it to the employer and not allow any further work to proceed until the risk of exposure to Asbestos has been abated. Supervisors must take corrective disciplinary action, under the progressive disciplinary policy, whenever a worker knowingly enters a restricted Asbestos area. Workers Responsibilities Workers working in off-site locations who become aware of any potential exposure to Asbestos must immediately stop work and notify their supervisor.

Section 27 – Asbestos Awareness Policy Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


No worker is to work on any piping or vessel that contains “Asbestos containing materials” unless properly protected and/or the material is encapsulated and will not fragmentize or peel off when working on it. Procedure Where is Asbestos commonly found: Asbestos containing material may be encountered in the following forms: Valves, vessels, piping insulation, insulation cement, mastic, floor and roof tiling, transit wall siding, caulking, and automobile brake linings. Refineries: Asbestos may be found in refineries in gaskets, brake linings, valve packing and old insulation. Since non-Asbestos insulation is being used in most refineries on new work installations, the highest probability for exposure will come during demolition or old insulation removal. All Asbestos removal within a refinery must be done by certified workers who are licensed to remove Asbestos. Health Hazards Inhalation is the route of entry for airborne particles of Asbestos fibers. Once these fibers become embedded in the lungs they cannot be removed. Acute (short term) exposure causes irritation and itching of the skin and coughing may occur. Chronic (long term) exposure causes a number of disabling and fatal diseases, such as Asbestosis, lung cancer and gastrointestinal cancer. Work Practices To help reduce worker exposure to airborne fibers, Asbestos must be handled, mixed, applied, removed, cut, scored or otherwise worked in a wet state. This “wet” method must also be used when products containing Asbestos are removed from bags, cartons, or containers. If this not possible, removal must be done in an enclosed or well-ventilated area. Asbestos containing materials must not be applied by spray methods. Compressed air can be used to remove Asbestos containing materials only if the compressed air is used in conjunction with an enclosed ventilated system designed to capture the dust cloud created by the compressed air. Housekeeping Practices All surfaces must be maintained as free as practicable of accumulations of Asbestos containing dust and waste. Floors and other surfaces contaminated with Asbestos should only be cleaned by vacuuming and/or wet cleaning methods. Where vacuuming and/or wet cleaning is not feasible, shovelling, dry sweeping and dry clean-up of Asbestos may be used. The use of compressed air for cleaning purpose is prohibited. Asbestos waste, scrap, debris, bags, containers, and equipment must be disposed of in sealed impermeable bags or containers. Personal Protective Equipment PPE Skin Protection: Wear chemical protective clothing i.e. tyvek suit. Respiratory Protection: Wear a NIOSH approved full facepiece supplied air respirator. Worker Training All workers, who are required to work at off-site locations shall receive awareness training on the health hazards associated with Asbestos and the proper safe work practices and housekeeping practices contained in this procedure. Shift safety talks will be used by supervisors to conduct annual refresher training for these workers.

Section 28 – Benzene Awareness Policy Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 28 – Benzene Awareness Policy Section 28.1 – Benzene Awareness Policy Purpose To ensure that workers are aware of the potential toxic effects of Benzene, by providing sufficient information so that adequate measures can be taken to limit exposures through controls in the workplace in order to provide workers with a safe work environment to protect their health and safety. Scope This policy applies to all workers employed by Liftsafe Engineering & Service Group Inc. who are required to work in off-site locations where a risk of exposure to the potential toxic effects of Benzene. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) Ont. Reg. 490/09 Designated Substances (NOTE: this regulation does not apply to the delivery of gasoline by a gasoline pump into the fuel tank of a motor vehicle or into a portable container) Definitions Benzene: Benzene (CAS No. 71-43-2) is a hydrocarbon (C6H6) and as such poses the most serious long-term threat of any hydrocarbon. Exposure over time, to even low levels of Benzene can cause leukemia, blood changes and aplastic anemia. Employer Responsibilities The employer does not knowingly allow workers to work in areas where they may potentially be exposed to Benzene. Any worker who knowingly works in an area where there may be a potential for Benzene exposure will be disciplined under the progressive disciplinary policy. The employer shall ensure that where a client has identified Benzene is used at their off-site location, proper safe work procedures will be taken before any work will commence. Supervisors Responsibilities Supervisors must immediately follow-up on any report from a worker of a potential exposure to Benzene at an off-site location by reporting it to the employer and not allow any further work to proceed until proper safe work procedures have been taken to prevent exposure to Benzene. Supervisors must take corrective disciplinary action, under the progressive disciplinary policy, whenever a worker knowingly works in an area where there may be a potential for Benzene exposure. Workers Responsibilities Workers are not permitted to work in areas where there may be a potential for Benzene exposure. Workers working in off-site locations who become aware of any potential exposure to Benzene must immediately stop work and notify their supervisor. Procedure Characteristics: Benzene is a colorless to light-yellow liquid with a pleasant sweet odor. Benzene is a flammable liquid that can accumulate static electricity. Benzene has a very low flash point making it dangerous to have any open flame, spark or source of ignition when vapors are present. Benzene is highly flammable at low levels of vapor quantity in air. Explosive limits in air 1.5 to 8% by volume. Benzene vapors are heavier than air and may travel to a source of ignition and flash back. The vapors are readily dispersed by wind movement and/or air currents. Liquid Benzene tends to float on water and may travel to a source of ignition and spread fire. Benzene is highly reactive with no oxidizing materials.

Section 28 – Benzene Awareness Policy Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Uses: Benzene is a component of gasoline, both in the manufacturing process and found naturally in crude oil. Benzene is also used as a feed stock for chemical manufacturing. Health Hazards Benzene is a cancer-causing agent in humans. All contact should be reduced to the lowest possible level. These exposure limits are for air levels only. TWA 0.5ppm STEL 2.5ppm Skin contact may also cause overexposure. Benzene is one of the most hazardous of all petroleum products because of its adverse health hazards and high flammability. Acute (short term) exposure at high concentrations (1000 PPM) can have an effect on the central nervous systems causing headaches, dizziness, drowsiness, unconsciousness, and possible death. Acute exposure can also cause breathlessness, irritability, and giddiness. Chronic (long term) exposure effects on bone marrow (aplastic anemia leukemia). Chronic exposure can also cause convulsions, liver damage, heart damage, blood diseases (aplastic anemia), and cancer (leukemia). These symptoms can take months or years to surface and can develop without physical or visible indications. Repeated skin contact leads to irritant contact dermatitis (rash); as with any petroleum solvent (which Benzene is also classified as), it will leach the natural oils out of the skin. Direct contact with the skin can cause erythema and/or blistering. Benzene is irritating to eyes and mucous membranes. Worker Training All workers, who are required to work at off-site locations shall receive awareness training on the health hazards associated with Benzene and the proper safe work procedures to follow if exposed to this health hazard. Shift safety talks will be used by supervisors to conduct annual refresher training for these workers.

Section 29 – Hydrogen Sulfide Awareness Policy Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 29 – Hydrogen Sulfide Awareness Policy Section 29.1 – Hydrogen Sulfide Awareness Policy Purpose To ensure that workers are aware of the potential toxic effects of Hydrogen Sulfide, by providing sufficient information so that adequate measures can be taken to limit exposures through controls in the workplace in order to provide workers with a safe work environment to protect their health and safety. Scope This policy applies to all workers employed by Liftsafe Engineering & Service Group Inc. who are required to work in off-site locations where a risk of exposure to the potential toxic effects of Hydrogen Sulfide. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) Ont. Reg. 833 Control of Exposure to Biological or Chemical Agents Definitions Hydrogen Sulfide: Hydrogen Sulfide H2S (CAS No. 7783-06-04) is ever present in all refineries. In addition it is generated in many industrial processes as a by-product and also during the decomposition of organic matter containing sulfur. Employer Responsibilities The employer does not knowingly allow workers to work in areas where they may potentially be exposed to Hydrogen Sulfide. Any worker who knowingly works in an area where there may be a potential for Hydrogen Sulfide exposure will be disciplined under the progressive disciplinary policy. The employer shall ensure that where a client has identified Hydrogen Sulfide is used at their off-site location, proper safe work procedures will be taken before any work will commence. Supervisors Responsibilities Supervisors must immediately follow-up on any report from a worker of a potential exposure to Hydrogen Sulfide at an off-site location by reporting it to the employer and not allow any further work to proceed until proper safe work procedures have been taken to prevent exposure to Hydrogen Sulfide. Supervisors must take corrective disciplinary action, under the progressive disciplinary policy, whenever a worker knowingly works in an area where there may be a potential for Hydrogen Sulfide exposure. Workers Responsibilities Workers are not permitted to work in areas where there may be a potential for Hydrogen Sulfide exposure. Workers working in off-site locations who become aware of any potential exposure to Hydrogen Sulfide must immediately stop work and notify their supervisor. Procedure Characteristics: Hydrogen sulfide (H2S) is a colorless gas that at low concentrations has the odor of rotten eggs. At high concentrations, it kills the sense of smell. H2S is a highly flammable and extremely toxic gas that can form an explosive mixture with air over a wide area. When ignition occurs, the combustion produces irritants and toxic gases, including sulfur dioxide (SO2). SO2 has an irritating effect on the eyes and lungs and can be fatal at concentrations about 100ppm. H2S is heavier than air, has a tendency to settle in low-laying areas, and is readily dispersed by wind movements or currents. H2S attacks most metals, especially in the presence of water, forming sulfides that are usually insoluble precipitates. It is also very corrosive to plastics and tissue.



H2S dissolves in water forming a weak acid (hydro sulfurous acid). H2S will be released when in water when agitated making it a dangerous hidden hazard. Health Hazards The following information outlines the symptoms of hydrogen sulfide at specific concentrations. 10 PPM (0.001% H2S)

• Obvious and unpleasant odor.

• Burning eye irritation.

• Permissible exposure limit is eight hours. 200 PPM (0.02% H2S)

• Kills smell quickly.

• Stings eyes and throat.

• Respiratory irritation.

• Death after one to two hours of exposure. 500 PPM (0.05% H2S)

• Dizziness. Breathing ceases within a few minutes.

• Requires prompt artificial respiration.

• Loss of muscle control, making self-rescue impossible. 1000 PPM (0.10% H2S)

• Unconsciousness at once, followed by death within minutes. Exposure Warning H2S can paralyze the sense of smell. do not use the sense of smell to detect H2S. H2S Detection and Alarm Systems In most refineries emergency employee alarms are installed to meet the regulatory standards. The alarms provide warning for the necessary emergency action according to the site emergency action plan and provide time for employees to safely escape from the workplace or the immediate area. Systems are also used on drilling locations, offshore platforms and produce H2S, and some plants. It is not readily used on land production leases. Signs are and should be posted stating the presence of poison gas and urging caution. Warning Conditions There are three conditions that workers must be aware of when working around H2S. The following information identifies the level of danger and alarms associated with each condition. Condition Green

• Possible Danger

• No Alarms Condition Yellow

• Moderate Danger

• H2S to 50 PPM

• Intermittent Audible Alarm and Yellow Flashing Light Condition Red

• Extreme Danger

• H2S at 50 PPM or Above

• Continuous Audible Alarm and a Red Flashing Light Hydrogen Sulfide Detection Devices Fixed H2S detection devices (monitor and indicator) are designed to detect H2S concentrations in air and established TWA (time weighted average) (10 PPM) and STEL (15 PPM). The alarm should be capable of being perceived above the ambient noise or light levels in the affected area. The alarm should be distinctive and recognizable as a sign to evacuate the area and to start emergency status emergency procedures.



Personal Monitors Personal monitors are also available in many types. They are also designed with the employee’s safety in mind. Familiarize yourself with the equipment available at the current work assignment. Plant Monitors Plant monitors are available in many types and are designed with the employee’s safety in mind. Familiarize yourself with the equipment available at the current work assignment. In order to respond effectively in an emergency situation, every individual at the site should know their specific responsibilities. Whether or not an individual has an assigned duty, each individual should know what to do in the event of an emergency. Evacuation Follow these procedures in the event of a hydrogen sulfide release that requires evacuation:

• Hold the breath and quickly leave the area containing H2S. Do not inhale.

• Move quickly to the upwind “Safe Breathing Area” to receive instructions.

• Always be conscious of the wind and constantly monitor wind direction. Wind socks and streamers show which direction the wind is blowing in order to determine the proper

safe breathing area. Personal Protective Equipment PPE Depending on the exposure of the amount of gas in the air and the type of work, employees will be required to wear different levels of PPE. Examples of protection include:

• When the exposure level is near or above 10 PPM, workers must wear self contained fresh air gear.

• Wear chemical goggles or a face shield when eye contact with this material is possible. Avoid skin contact. Wear proper clothing such as impervious gloves, long sleeves, apron and boots. Worker Training All workers, who are required to work at off-site locations shall receive awareness training on the health hazards associated with Hydrogen Sulfide and the proper safe work procedures to follow if exposed to this health hazard. Shift safety talks will be used by supervisors to conduct annual refresher training for these workers.

Section 30 – Lead Awareness Policy Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 30 – Lead Awareness Policy Section 30.1 – Lead Awareness Policy Purpose To ensure that workers are aware of the potential toxic effects of Lead, by providing sufficient information so that adequate measures can be taken to limit exposures through controls in the workplace in order to provide workers with a safe work environment to protect their health and safety. Scope This policy applies to all workers employed by Liftsafe Engineering & Service Group Inc. who are required to work in off-site locations where a risk of exposure to the potential toxic effects of Lead. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) Ont. Reg. 490/09 Designated Substances Definitions Lead: Lead (CAS No. 7439-92-1) means elemental Lead, inorganic compounds of Lead and organic compounds of Lead. Pure Lead (Pb) is a heavy metal and is a basic chemical element. It can combine with various other substances to form numerous lead compounds. Serious toxic effects may not become apparent until years of exposure have passed. Employer Responsibilities The employer does not knowingly allow workers to work in areas where they may potentially be exposed to Lead. Any worker who knowingly works in an area where there may be a potential for Lead exposure will be disciplined under the progressive disciplinary policy. The employer shall ensure that where a client has identified Lead is used at their off-site location, proper safe work procedures will be taken before any work will commence. Supervisors Responsibilities Supervisors must immediately follow-up on any report from a worker of a potential exposure to Lead at an off-site location by reporting it to the employer and not allow any further work to proceed until proper safe work procedures have been taken to prevent exposure to Lead. Supervisors must take corrective disciplinary action, under the progressive disciplinary policy, whenever a worker knowingly works in an area where there may be a potential for Lead exposure. Workers Responsibilities Workers are not permitted to work in areas where there may be a potential for Lead exposure. Workers working in off-site locations who become aware of any potential exposure to Lead must immediately stop work and notify their supervisor. Procedure Characteristics: Lead is a blue/grey lustrous solid, odourless. Lead does not burn, however Lead powder may form an explosive dust/air mixture and generates very toxic Lead oxides. WHMIS Classification is D2A - Very Toxic (Chronic Toxicity) TWA 0.05mg/m3. Lead is highly reactive with strong acids (i.e. hydrochloric acid) when hot. Not corrosive to metals. Uses: Manufacture of many products including storage batteries and ammunition, in construction materials, in solders and alloys.

Section 30 – Lead Awareness Policy Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Lead can be found in old glossy paints used on walls and pipe and building and roof metal support frames. Health Hazards Chronic (long term) exposure prolonged or repeated exposure to Lead causes damage to nervous system, kidneys, blood. if inhaled and/or ingested. suspect cancer hazard. Suspected of causing cancer. Reproductive hazard. May damage fertility. May damage the unborn child. mutagen. May cause genetic defects. Skin contact not irritating. Eye contact may cause slight irritation as a "foreign object". Tearing, blinking and mild temporary pain may occur as particles are rinsed from the eye by tears. Ingestion not expected to cause effects following Acute (short term) exposure. Personal Protective Equipment PPE Eye/Face Protection: Wear chemical safety goggles. Skin Protection: Wear chemical protective clothing i.e. gloves, aprons, boots. Respiratory Protection: Up to 0.5 mg/m3: wear a NIOSH approved air-purifying respirator with N100, R100, or P100 filter(s). Worker Training All workers, who are required to work at off-site locations shall receive awareness training on the health hazards associated with Lead and the proper safe work procedures to follow if exposed to this health hazard. Shift safety talks will be used by supervisors to conduct annual refresher training for these workers.

Section 31 – Heat Stress Program Date of Issue: March 31, 2015 Review/Revise Date: Authorized by: Murray Feick Reviewed/Revised by:


Section 31 – Heat Stress Program Section 31.1 – Heat Stress Program Purpose To ensure that workers are aware of the potential risks of heat stress caused by high temperatures and humidity in the work environment, while working both inside and outside, by providing sufficient and adequate measures to limit exposures in the workplace in order to reduce the potential risk for heat-related illnesses. Scope This policy applies to all workers employed by Liftsafe Engineering & Service Group Inc. who may be exposed to potential risks of heat stress caused by high temperatures and humidity in the work environment. Reference Documents Occupational Health and Safety Act, Section 25(2)(a) & (h) Ministry of Labour Guideline for Heat Stress ACGIH TLV standards for Heat Stress & Strain (2007) Acronyms WBGT: Wet Bulb Globe Temperature ACGIH: American Conference of Governmental industrial Hygienists Definitions ACGIH American Conference of Governmental industrial Hygienists: An organization of professionals in government agencies or educational institutions that develop occupational health and safety programs. ACGIH develops and publishes recommended occupational exposure limits for hundreds of chemical substances and physical agents. Heat Stress: When heat is combined with other stresses, such as physical work, loss of fluids, fatigue or even some medical conditions, it may lead to heat related injuries including fatal injuries. Humidex: Is an index of the level of discomfort likely to be experienced as a result of the combined effects of humidity and heat. TLV Threshold Limit Values: It is the airborne concentration of a material and represent conditions under which it is believed that nearly all workers may be repeatedly exposed to day after day without harmful effects. The (ACGIH) suggested TLV for continuous work are a Wet Bulb Globe Temperature Index (WBGT) of 25 degrees for heavy work and a WBGT of 30 degrees for light work.



Signs and Symptoms of Heat Stress:



Recommended TLV’s for Continuous Work

Personal Risk Factors Weight: Workers who are overweight are less efficient at losing heat. Poor Physical Condition: Being physically fit aids your ability to cope with the increased demands that heat places on your body. Previous Heat Illnesses: Workers are more sensitive to heat if they have had a previously related illness. Age: As the body ages, its sweat glands become less effective. Heart Disease or High Blood Pressure: By having one or both illnesses, this increases the chances of heat stress. Recent Illness: Workers with recent illnesses are more prone to heat stress. Alcohol Consumption: Alcohol consumption in the past 24 hours leads to dehydration and increased risk of heat stress. Medication: Certain drugs may cause heat intolerance by reducing sweating or increasing urination. Lack of Acclimatization: When exposed to heat for a few days, the body will adapt and become more efficient in dealing with more heat.



Employers Responsibilities Adjust work practices as necessary when workers complain of heat stress. Make controlling exposures through engineering controls the first priority. Oversee heat stress exposure and acclimatization for new workers or workers off the job for a lengthy period of time. Provide worker training including safety talks on the topic. Monitor the workplace to determine when hot conditions arise. Determine whether workers are drinking enough water. Determine a proper work and rest regime for workers. Arrange first aid training for workers. Supervisors Responsibilities Supervisors will immediately escort workers, who report experiencing symptoms of heat stress, to the identified cool zone in the cafeteria or office Supervisors must ensure that extra water is made available and encourage workers to drink it. Workers Responsibilities Follow instruction and training for controlling heat stress. Be alert to symptoms of heat stress exposure. Get adequate rest and sleep. Be aware of any medications that may affect and enhance heat stress. Drink small amounts of water regularly to maintain fluid levels and to reduce dehydration. During days when heat stress procedures are in place, all workers will follow the contingency plans. Workers experiencing symptoms of heat stress must report to a supervisor immediately to obtain proper medical attention. Controlling Heat Stress The longer workers work in the heat, both inside or outside, the better the body can cope with a hot environment. If workers are not used to working in the heat, all workers should take a week or two to acclimatize to it. There are 2 ways to acclimatize:

• If a worker is experienced on the job, they should limit the time in the hot working conditions to 50% of the shift the first day, 60% on the second day, 80% on the third day and a full shift on the fourth day. If the worker is not experienced, such as a summer student, then start off spending 20% of the time in the hot part of the day and then increase time in the heat by 20% each shift.

• Instead of reducing the exposure times to the hot job, become more accustomed to the heat by reducing the physical demands for a week or two.

Engineering Controls Reduce the temperature and humidity through air cooling. Provide air conditioned rest areas. Provide cool work areas. Increase air movement if temperature is less than 35 C (fans) Reduce physical demands of work task through mechanical assistance (hoists, lift tables). Administrative Controls The employer should assess the demands of all jobs and have monitoring in place on hot days. Increase frequency and length of rest breaks. Schedule strenuous jobs during cooler parts of the day. Provide cool drinking water near workers and remind them to drink a cup every 20 minutes. Caution workers to avoid direct sunlight. Train workers to recognize the signs and symptoms of heat stress and start a buddy system.



PPE for a Hot Environment Light summer clothing should be worn. Outside wear light coloured clothing. In a high radiant heat situation, wear reflective clothing. Procedure Utilize environmental heat indicator triggers from previous evening reports in preparation for heat stress plan. Environment Canada Reports, Environment Canada Humidex advisory or Ontario Ministry of Environment Smog Alerts or Heat Waves. Communicate to employees the heat stress alert status. Highlight the following:

• Humidex will be monitored,

• Stay hydrated,

• Drink plenty of water, and

• Implement the buddy watch system. Monitor Humidex levels using www.waterloo.weather.ca At a Humidex of 34: WBGT testing will be initiated and recorded at hourly intervals in designated areas throughout LESG workers will be advised of the heat stress alert and told to drink extra water. At a Humidex of 38: Workers will be advised to use the buddy system to watch for signs of heat stress and extra breaks will be initiated. (15 minutes per hour) At a Humidex of 42: Provide 30 minutes relief per hour. At a Humidex of 45: Stop Work until Humidex drops. WBGT Procedure Measure using the Psychrometer and record the WBGT measurements on an hourly basis in the following areas upon initiation of the heat stress plan. (34 Humidex Waterloo weather station) Compare results with the ACGIH TLV’s for Heat Stress and Strain. Implement all actions required under this standard for the specific area. Cool Zones Maintain specific cool areas where workers can go to cool down and replenish their bodily systems, Lunchroom in fabrication shop and office areas. Worker Training Heat stress training will be conducted annually to raise awareness during the spring, summer and autumn seasons. The following topics will be discussed:

• What is heat stress;

• Symptoms & health effects (heat cramps, heat rash, fainting, heat exhaustion). Ignoring symptoms could lead to heat stroke which can be fatal – early symptoms, causes and treatment;

• Personal risk factors;

• Jobs at risk;

• Monitoring results WBGT versus Humidex/Waterloo Weather Station;

• Actions to be taken for controlling heat stress – water, extra breaks etc.;

• Heat stress policy & plan

• Controls as established – engineering, administration, work practices

• Personal Protective Equipment – add to heat stress/welding/coveralls

• Clothing – fabrics which allow the body to breathe i.e. cotton clothing

• First aid – Supervisors, proper procedure for dealing with symptoms, 911, cool zones

• Reporting Procedures – monitor each other/care for fellow workers (buddy system)

http://www.waterloo.weather.ca/