VENTURA CUSTOM HOMES LTD
Safety Policy
The safety and health of the employees of Ventura Custom Homes Ltd is of vital importance. Safety is a condition of employment with our company and shall not be sacrificed for the sake of expediency. Ventura Custom Homes recognizes the right of workers to a safe, healthy workplace and is committed to working in the spirit of cooperation in consultation with its employees in developing and implementing our workplace, safety, and health program.
It is our belief that all incidents can be prevented, and every effort shall be made to:
- Identify hazards.
- Tell others about them.
- Control or reduce the risk of those hazards.
As outlined in our company manual, safety is a shared responsibility of all employees and shall be an integral component of work activities – together we can create a positive safety culture and ensure a safe workplace.
All employees will be expected to fulfill their safety responsibilities and follow our company safety manual.
Employees legislated rights.
- Right to refuse – work that is unsafe.
- Right to know – about hazards, you may encounter while doing work.
- Right to participate – in our own safety and health
- Right to protection from discrimination
Management, Safety and Health Representatives, Employees, and Sub trades will abide by our company safety manual, the Workplace Safety and Health Act, and its Regulations.
Assignment of Responsibilities re: Safety
Owner / Manager / Sub trade owner
| Provide a safe workplace | Ensure proper training for employees |
| Provide leadership by personal example | Ensure proper PPE is available |
| Establish and maintain a safety program | Ensure accidents are investigated |
| Ensure compliance with WSH legislation | Ensure all safety incidents are investigated |
Site Supervisor / Sub Trade Lead Hand
| Provide leadership by personal example | Control and eliminate hazards |
| Ensure compliance with WSH legislation | Enforce safety rules/policies, writing of disciplinary notices as needed |
| Identify hazards | Conduct inspections |
| Tell others about hazards I.E. Workers / Prime Contractor / Management / all others affected | Conduct incident investigations |
| Provide appropriate training | Resolve the right to refuse situations |
| Ensure PPE is worn as required |
Worker Safety Rep
| Report hazards of unsafe conditions | Follow instructions and training received |
| Correct hazards or unsafe conditions | Use tools and equipment as intended |
| Comply with all company rules and policies | Make safety suggestions |
| Wear required PPE | Set a good example |
Hazard Assessment Policy
Prior to conducting work in a new area or in an unfamiliar way, a hazard assessment shall be conducted to determine the potential hazards to which employees or sub-trades may be exposed.
A hazard assessment will be conducted by the site supervisor with the assistance of the worker safety representative if required, using the form provided in our company safety manual. Identified hazards shall be prioritized, and communicated to others and an appropriate method of control will be implemented.
All corrective actions shall be written and kept on file.
Management, Safety and Health Representatives, Employees, and Sub-Trades will abide by our company safety manual, the Workplace Safety and Health Act, and its regulations.
Sub Trade Site Assessment Policy
Prior to conducting work in a new area or an unfamiliar way, a hazard assessment shall be conducted to determine the potential hazards to which employees of our sub-trades may be exposed.
A hazard assessment will be conducted by the lead hand with the assistance of the worker safety representative if required, using the form provided by Ventura Custom Homes Ltd, which will be posted on the front window of each building site. Identified hazards shall be prioritized, and communicated to others and an appropriate method of control will be implemented.
All corrective actions shall be written and kept on file.
Sub Trade Assessment Policy
Ventura Custom Homes will use the following criteria before hiring a sub-trade to ensure safety compliance. Interview process, WCB standing, safety record and what is their current safety program.
VIOLENCE PREVENTION
Every worker is entitled to work free of violence, whether physical, verbal, or perceived. As such, Ventura will ensure, so far as is reasonably practicable, that no worker or any person with the worker comes into contact within the workplace is subjected to violence. Violence in any form is serious misconduct which is subject to disciplinary action up to and including dismissal.
Ventura will take corrective action respecting any person under their direction, whether an employee, subcontractor, supplier, or an employee of a subcontractor or supplier who subjects another worker or any other person who happens to be in the workplace to violence.
Nothing in this policy is intended to discourage or prevent a complainant from exercising any other legal rights he or she may have pursuant to any other law.
Ventura will not disclose the name of a complainant or the circumstances related to the complaint to any person where disclosure is:
- Necessary to investigate the complaint,
- Required to take corrective action regarding the complaint, or
- Required by law
ELIMINATING THE RISK OF VIOLENCE
Ventura acknowledges that it is not always possible to control other people’s actions so we ask that our employees and contractors and suppliers working for Ventura conduct themselves in a manner that does not invite or provoke violence from other employees or persons that they may encounter in the workplace.
MINIMIZING THE RISK OF VIOLENCE
Be respectful of others that you encounter in the workplace.
Do not use foul language that may incite or encourage violent actions.
If an argument escalates to where violence may occur, walk away.
Immediately report any violence or suspended violence to your immediate supervisor.
PROCEDURE FOR REPORTING AN INCIDENT OF VIOLENCE
Complaints should be forwarded in writing to your immediate supervisor or to Ventura’s Health & Safety Officer (Ben Oliviero). The Health & Safety Officer will investigate any complaints concerning violence in the workplace. This investigation may include but is not limited to, meeting(s) and interview(s) with the offending party or parties and their supervisor/manager if required. All inquiries will be treated confidentially, and all investigations will be conducted promptly and confidentially.
2. DISCRIMINATION AND SEXUAL HARASSMENT
Every worker is entitled to work free of harassment. As such, Ventura will ensure, so far as is reasonably practicable, that no worker is subjected to harassment in the workplace. Discrimination and harassment are contrary to the Human Rights Code of Manitoba. Ventura will not knowingly exercise, practice, or condone any harassment or discrimination of/or by its employees on the basis of ancestry, colour, perceived race, nationality, national origin, the ethnic background of origin, religion, creed or religious belief, religious association or activities, age, sex, gender, physical characteristics, pregnancy, sexual orientation, marital or family status, political belief, association, or activity, physical or mental disabilities, except to the extent that discrimination on bona fide occupational qualification for employment is permitted by law. Discrimination or harassment in any form is serious misconduct that is subject to disciplinary action up to and including dismissal.
2.1 DEFINITIONS
Discrimination: Differential treatment of an individual on the basis of any characteristics referred to above.
Harassment: Any unwelcome and abusive comment or conduct directed to an individual on the basis of any of the characteristics referred to above.
Sexual Harassment: Any unwelcome conduct or comment of a sexual nature that causes embarrassment or creates an uncomfortable working environment for an employee.
By definition, sexual harassment is both unwanted and has negative effects. It is not mutual but is coercive and one-sided. A person’s intention when engaging in conduct or comments that amount to sexual harassment is irrelevant. Both males and females can be victims of sexual harassment. Sexual harassment includes a wide range of behaviors, some examples are:
- Unwelcome sexual advances or solicitations
- Suggestive remarks
- Unnecessary physical contact
- Practical jokes
- Abusive, derogatory, or threatening statements
- Leering a person’s body
- Compromising invitations
- Demanding sexual favors
- Unwelcome remarks, jokes, innuendoes, or taunting about a person’s body, clothing, or appearance.
- Displaying pornographic, suggestive, offensive, or other derogatory pictures
- Condescending which undermines self-respect.
- Physical assault
- A sexual solicitation or advance made by a person in a position to influence the recipient’s employment status.
- A reprisal or a threat of reprisal for rejecting a sexual advance.
2.2 PROCEDURE FOR DEALING WITH HARASSMENT/DISCRIMINATION
1 – Talk to the individual
Employees who feel they are being harassed are encouraged to let the offending individual know that his/her conduct is unwelcome.
2 – Make a Formal Complaint
Complaints should be forwarded in writing to your immediate supervisor or to one of the following: General Manager or Human Resources person. This individual will receive and investigate any complaints concerning harassment or discrimination, as well as provide information or advice on an informal basis. All inquiries will be treated confidentially, and all investigations will be conducted promptly and confidentially. If your immediate supervisor or either of the above are not appropriate, please forward a complaint to:
Taylor MacCaffrey
9th floor – 400 St.Mary Avenue
Winnipeg, Manitoba R3C 4K5
Attention: Mr. Fred Klein
A worker has the right to file a complaint with the Manitoba Human Rights Commission. This policy is not intended to discourage or prevent the complaint from exercising any other legal rights pursuant to any other law.
3 – Resolution
A complaint that is substantiated will be referred to the President or one of the above for appropriate action/investigation. Ventura will take corrective action respecting any person under their direction who subjects a worker to harassment. The complainant and alleged harasser will be advised of the results of any investigation in writing.
Reprisals against a person for filing a complaint, or the bringing of a frivolous or vexatious complaint, are both considered serious misconduct and are subject to disciplinary action up to and including dismissal.
2.3 CONFIDENTIALITY
Ventura will not disclose the name of a complainant or an alleged harasser or the circumstances related
to the complaint to any person except where disclosure is:
a) necessary to investigate the complaint or take corrective action with regard to the complaint, or
b) required by law
LOCK OUT AND TAGGING WORK PROCEDURES cont’d
EXPLANATION OF STEPS
STEP 1: LOCATE THE WORK AREA AND IDENTIFY EQUIPMENT, MACHINERY, OR OTHER SYSTEM COMPONENTS TO BE WORKED ON
Identify the area with references such as floor, room name, elevation, or column number. Identify the equipment that is the subject of the work.
STEP 2: IDENTIFY ALL ENERGY SOURCES
Identify all energy sources affecting the equipment or machinery. Identify the various energy forms to be locked out such as electrical, momentum, pneumatic, hydraulic, steam, and gravity.
STEP 3: IDENTIFY THE PARTS TO BE LOCKED OUT OR ISOLATED
Identify systems that affect, or are affected by, the work being performed. These may include primary, secondary, backup, or emergency systems and interlocked remote equipment.
Review the current system drawings for remote energy sources and, where required, identify and confirm with the client or owner the existence and location of any switches, power sources, controls, interlocks, or other devices necessary to isolate the system.
Remember that equipment may also be affected by:
• time restrictions for completing the work
• time-activated devices
STEP 4: DETERMINE LOCKOUT METHODS
Confirm that the lockout of all energy sources is possible.
Some equipment may have to be kept operational to maintain service to other equipment that cannot be shut down. Take appropriate steps to provide protection for workers while working near operating equipment.
Equipment that can be kept out should be locked out by the methods most appropriate to the hazards.
STEP 5: NOTIFY ALL PERSONNEL AFFECTED
Shutting down equipment may affect operations in other locations, incoming shifts, or
other trades that may be planning to operate the locked-out system. Before proceeding with the lockout, inform all personnel who will be affected.
At construction sites with a large workforce or at relatively large factories, you may need to have special communication methods and permits or approvals.
In-plant procedures specified by the owner or client take precedence over the procedures outlined here, provided there is no contravention of existing codes & laws.
STEP 6: SHUT DOWN EQUIPMENT AND MACHINERY
Qualified personnel must shut down the equipment, machinery, or other system components, placing them in a zero-energy state. Trace all systems to locate and lock out energy sources. The main source may be electrical, but pneumatic and other forms of energy may also be present. Always look for other possible energy sources.
All equipment capable of being energized or activated electrically, pneumatically, or hydraulically must be de-energized or de-activated by physically disconnecting or otherwise making the apparatus inoperable.
Always ensure that the client and operators are aware of the plan to shut down and lock out equipment, machinery, or other system components. In some cases, operations personnel or equipment operators may be required to shut down components because of their special qualifications or knowledge of the system.
In determining what needs to be shut down and locked out, consider the different energy sources that may be found in the system.
STEP 7: INSTALL LOCKOUT DEVICES
After the circuit has been de-energized and locked out by the person in charge, each worker involved in the lockout must be protected by placing his or her personal lock on the isolating device.
Remember – even though the disconnect is already locked out, you are not protected until you attach your own personal safety lock.
STEP 8: TAGGING
Ventura Custom Homes requires each worker involved in a lockout operation to attach a durable tag to his or her personal lock. The tag must identify the worker’s name, the worker’s employer, the date and time of the lockout, the work area involved, and the reason for the lockout.
A tag in itself offers no guarantee that a machine or system is locked out. It simply provides information.
Signs must be placed on the system indicating that:
it must not be energized or operated
guards, locks, temporary ground cables, chains, tags, and other safeguards must not be tampered with or removed until
a) the work is complete, and
b) each worker has removed his or her personal lock
A record must be kept of all equipment locked out or otherwise rendered inoperable so that all of these devices can be reactivated once the work is complete.
STEP 9: VERIFY ZERO-ENERGY STATE
After any power or product remaining in the equipment has been discharged or disconnected by qualified personnel, verify that all personnel are clear of the equipment. Then try, with extreme caution, to start the equipment manually. Look for any movement or functions. If none are observed, confirm that all energy sources are at a zero-energy state.
Test the system to ensure that all electrical components are de-energized and deactivated, including interlocking and dependent systems that could feed into the system, either mechanically or electrically.
STEP 10: PERFORM THE TASK
Carry out and complete the work assignment.
STEP 11: COMMUNICATE THAT WORK IS COMPLETE AND THAT ALL PERSONNEL ARE CLEAR
Ensure that personnel are clear of the locked-out equipment, machinery, or system.
Remove only your tags and locks.
Tell personnel who were originally informed of the lockout that the equipment, machinery, or system is no longer locked out.
STEP 12: RESTORE POWER
Return systems to operational status and the switches/breakers/ fuses to power ON.
Have qualified personnel test the system for power on and or restart machinery or equipment.
STEP 13: RETURN CONTROL TO OPERATING PERSONNEL
When all work is completed, the person in charge of the lockout operation should formally return control of the equipment or system to site personnel.