health and safety
The Work Environment & Health and Safety (OHS Program)
HEALTH AND SAFETY
Strathmore, along with its employees, must take reasonable precautions to ensure that the workplace is safe. We comply with all requirements for creating a healthy and safe workplace in accordance with the Act Respecting Labour Standards of Quebec and Ontario.
If an employee has health and safety concerns or identifies potential hazards, the employee must bring their concerns to their immediate supervisor promptly.
Alcohol consumption or illegal drug use is not permitted during work hours on the premises. From time to time, with the Vice President’s permission, alcohol may be used to celebrate an occasion/event.
Every employee and subcontractor must protect their own health by working in compliance with the law and with safe work practices and procedures as established by Strathmore. The employee’s attitude and cooperation in the endorsement of accident prevention will assist in achieving our goal to make Strathmore a safe place to work.
PERSONAL PROTECTIVE EQUIPMENT
To ensure that employees are protected from hazards, where possible, it is policy that all employees of Strathmore wear the appropriate personal protective equipment (PPE) at all times.
Each employee has a responsibility to ensure that they bring all necessary PPE to work every day, and that all equipment is CSA approved. Training will be provided in the safe use and employment of all PPE, but it remains the employee’s responsibility to properly employ this training to their best ability.
All defective and damaged equipment is to be reported to the immediate supervisor to be replaced.
Indoor air quality can lead to many health issues. Strathmore recognizes this and attempts to minimize the risks associated with indoor air quality and the effects on its employees.
SMOKE FREE ENVIRONMENT
In accordance with provincial law and company policy all forms of smoking, vaporizing, atomizing or any other method of delivering tobacco or other smoke is banned in workplaces. As such, smoking in the offices, shop or yard, trucks or in any vehicle or on any client property of Strathmore is not permitted at any time. This includes ‘enclosed workplace’ being the inside of any place, building or structure that is covered by a roof or employees work in or frequent during their employment whether or not they are working at the time, and is not primarily a private dwelling.
HAZARD ANALYSIS PROCEDURE
Hazards, if not corrected, can cause accidents and incidents. The Hazard Reporting form is designed to be used to stop accidents before they occur. Strathmore is committed to identifying, controlling or removing hazards in our workplace and on the job-site.
Employees are responsible to be aware of their surroundings, to inspect work sites prior to beginning work and orally report any perceived hazards to their Supervisor. The employee may also provide their Supervisor with recommendations on how to eliminate or control the hazard and escalate the issue to management if the Supervisor does not respond.
Supervisors are responsible to discuss hazards and controls with employees and to complete the Hazard Reporting form and to respond to your concerns within 24 hours. Responsibilities also include taking corrective action to address hazard concerns and to provide a copy of the Hazard Reporting form to Management.
Management will ensure action to correct the hazard concern is taken, and to initial the Hazard Reporting form.
RIGHT TO REFUSE WORK
Employees have the right to refuse to perform particular work if they believe that the performance of that work would expose danger to their health, safety or physical well-being, or would expose another person to a similar danger.
No worker may exercise their right to refuse unsafe work if that refusal puts the life, health, safety or physical well-being of another person in immediate danger or if the conditions under which the work is to be performed are ordinary conditions in his kind of work.
Until an executory decision is rendered ordering you to resume work, the employer shall not have the work performed by another worker or by a person who ordinarily works outside the establishment and a worker who is exercising his right of refusal is deemed to be at work.
REPORT OF REFUSAL TO WORK
If the employee refuses to perform particular work, they must immediately inform their supervisor, or other suitable member of the Management; if none of these persons are present at the workplace. The employee must take reasonable steps to ensure that one of them is informed as soon as possible.
REMAINING NEAR THE WORK STATION
Strathmore may require the employee, who has exercised their right to refuse to work to remain at the workplace and assign temporary duties that they are reasonably capable of performing.
REFUSAL TO WORK FOLLOWING INVESTIGATION
If the employee maintains their refusal to perform the work when their supervisor, employer or the safety representative is of opinion that no danger exists to justify your refusal to work or that the employee’s refusal to work is based on grounds that are acceptable in your particular case but do not justify another worker’s refusing to perform the work, Strathmore may have the work performed by another worker. That other worker may accept to perform the work after being informed that the right of refusal has been exercised, and of the reasons therefor.
HEALTH AND SAFETY COMMITTEES
A health and safety committee is created in any establishment employing more than twenty workers and belonging to a category identified for that purpose by regulation.
At least one-half of the members of the committee represent the workers and are designated in accordance with the other members of the committee.
Strathmore’s health and safety committee meets 6-8times a year, subject to the regulations. Meetings are held during regular working hours, unless the committee decides otherwise. Workers’ representatives are deemed to be at work when they are participating in the meetings and work of the committee. The committee studies accidents, near misses and make proposals and recommendations to improve workplace safety. Each meeting is facilitated by Christian Gringas of Solution SST, third party Health and Safety Consultant.
The functions of a health & safety committee include the following:
- To establish, within the prevention program, and information programs in matters of occupational health and safety;
- To select the individual protective devices and equipment which are best adapted to the needs of the workers of the establishment;
- To take cognizance of the other components of the prevention program and to make recommendations to the employer;
- To participate in the identification and assessment of the risks connected with certain jobs and certain kinds of work, and the identification of contaminants and dangerous substances connected with certain jobs;
- To keep registers of work accidents, occupational diseases and incidents that could have caused them;
- To receive suggestions and complaints from the workers, the certified association and the employer relating to occupational health and safety, and to examine, record, and answer these suggestions and complaints;
- To receive and study the reports of inspections made in the establishment;
- To carry out any other task the employer and the workers or their certified association entrust to it under an agreement.
No employer may dismiss, suspend or transfer a worker or levy any other penalty on him on the ground that the worker is a member of a health and safety committee. However, the employer may dismiss, suspend or transfer a worker or impose any other penalty on him if he abused his function on a health and safety committee.
RETURN TO WORK POLICY
Any worker in who suffers an industrial accident or occupational disease benefits from two fundamental rights: the right to return to work and the right to rehabilitation.
WHAT IS THE RIGHT TO RETURN TO WORK?
The right to return to work obliges the employer to reinstate a worker who can resume their job or hold an equivalent position, and to pay their salary and associated benefits.
WHAT IS THE RIGHT TO REHABILITATION?
When a worker suffers from permanent physical or mental impairment to the point where his social and occupational reintegration is jeopardized, particularly his return to the job he held, he may benefit from rehabilitation services.