2013 SPR Saftey Manual Full

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SPR CONSTRUCTION HSE MANUAL NOVEMBER 2012 Page | 2

Health & Safety Policy

SPR Construction is committed to providing a safe working environment to ensure the

safety of employees, contractors, the general public and the environment. We will work

to eliminate or reduce hazards and protect company and customer properties and assets.

To achieve this goal we will develop and adhere to the principles of a strong health and

safety program.

Accidents are preventable!

We will provide a safe working environment ensuring:

Employees and contractors are provided with the necessary training, skills,

equipment and tools to conduct jobs safely Employees and contractors are aware of potential hazards and trained in

prevention of injuries and accidents

Employees and contractors understand their role in the Emergency Response Plan

Employees are given the opportunity to provide suggestions and be involved in

hazards reporting

The policies and practices in our Company Manual cannot possibly cover every action or

circumstance, so the hazard identification and inspection procedures in this manual will

be of the utmost importance to ensure the safety of us all.

SPR Construction is committed to the policies and procedures contained in this Company

Manual and are prepared to enforce them in order to protect our employees, contractors,

the general public and the environment.

Join us in a personal commitment to making safety a way of life!

________________________ ________________Shaun Rusnack, President Date


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Assignment of Responsibilities

SPR Construction is committed to safety and will abide by all applicable legislation and

regulations including:

Occupation Health and Safety (OH&S)

Workers Compensation Board (WCB) Alberta Highway Traffic Act Transportation of Dangerous Goods (TDG) Workplace Hazardous Material Information System (WHMIS) Municipal By-Laws Alberta Construction Safety Association Principals Safety Codes Act Any other applicable laws not mentioned here will be observed at all times by the

employee or contractor.

Copies of all applicable regulations are available upon request at the main office.

Company & Management ResponsibilitiesThe Company is responsible for:

Insisting on safe performance throughout business operations

Demonstrating commitment to safety to encourage employee involvement

Monitoring workers for competency in the position they are hired to work

Developing, implementing and maintaining an effective safety program compliant with

regulatory requirements Provisioning resources to enable all employees to perform their assigned responsibilities

through budget, safety programs and appropriate training for all individuals

Assigning tasks to appropriately trained individuals

Making sure that employees and contractors are aware of the expectations of theirposition

Allocating sufficient time for all jobs to be completed properly and safely

To review field reports and sign off as required

Hiring, disciplining and firing employees as appropriate based on the guidelines set out inthe Company Policy and Procedure Manual

Maintaining all records in a confidential manner as per the Current Privacy Act Legislation


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Safety Officer Responsibilities

SPR Construction has designated Shaun Rusnack as Safety Officer to coordinate and monitor our

safety and compliance issues. The Safety Officer is responsible for:

Coordinating safety training and orientation programs Ensuring mandatory attendance to safety meetings to all applicable employees

Scheduling safety meetings and maintaining minutes of formal and informal meetingsincluding follow up of action plans

Reviewing safety records and statistics on an annual basis and reporting to managementfindings and recommendations of additional training and/or disciplinary actions

Ensuring employee and maintenance files are maintained to company standards

Monitoring expiry dates on certifications, inspections and other controlled licensing

Maintaining an accident register, reviewing incidents and determining preventability anddisciplinary requirements

Supervisors/Foremen ResponsibilitiesUnder the Occupational Health and Safety Act Supervisors and Foremen are viewed as bothmanagers and workers. Supervisors and Foremen must ensure their personal health and safetyand the health and safety of workers over whom they have authority. Supervisors/Foremen areresponsible for:

Promoting and encouraging a safe and healthy work habits in the workplace

Ensuring that employees adhere to company polices, rules, work practices and procedures

Address corrective actions in a timely fashion

Perform pre-job hazard assessments, orientations, safety meetings and inspections

Perform near miss and incident investigations, recommend and implement correctiveactions

Ensure that all required Personal Protective Equipment (PPE) is available for and used byemployees


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Employee Responsibilities

All workers are required to protect themselves, fellow workers, the general public and the

environment by:

Understanding the safety program Comply with the standards of SPR Constructions Health and Safety Program

Actively participation in our safety programs development and maintenance

Follow safety rules and safe work procedures at all times

Reporting all incidents, hazards and near misses to a supervisor, manager or the safetyofficer immediately

Refuse any work where unsafe conditions, broken equipment or tools and safety devicesare not operational

Participate in all training required or offered to you by the employer on or off the worksite

Use personal protective equipment (PPE) as required

Perform equipment inspections and hazard assessments as required by the Safety Programand report any deficiencies so that corrective action may be taken

Know the location, type and operation of emergency equipment and what the CompanysEmergency Action Plans are

Ask for additional training if you do not feel comfortable with the task assigned

Comply with all rules set out by the Company, law enforcement agencies and regulatorycommittees at all times if there is a contradiction contact your Safety Officer before

proceedingVisitor Responsibilities

Visitors are not allowed on worksites without permission of the safety officer and without

completing a site specific orientation


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Sub-Contractor Responsibilities

Sub-Contractors must adhere to the site safety rules

Must be willing to provide proof of insurance and certification of trade as required

Contractors are responsible for maintaining current Workers Compensation coverage forthemselves and their workers. A copy of a clearance letter is required prior to jobcommencement.

HSE statistics will be obtained and analyzed to ensure that only safe subcontractors arehired. SPR Construction may require a copy of the subcontractors workers compensationrate sheet and compare their performance to others in the industry.

Written Health, Safety and Environmental programs and training documentationapplicable to the type of work the subcontractor will perform may be requested andreviewed to ensure the subcontractor has the required training/certifications in place forthe task they are hired to complete. The contractor will be orientated in the same fashion

as employees of the company to ensure that all required information is communicated. Subcontractors must be provided a site orientation that addresses health, safety, security

and/or environmental concerns. SPR Construction will ensure that subcontractors areaware of the Drug and Alcohol policy at all times while at the work site.

Subcontractors will be included in pre-job meetings and hazards assessments. Pre-jobmeetings can include information taken from a hazard assessment and any other safety oroperational concerns.

SPR Construction requires that subcontractors are aware of incident reportingrequirements and emergency procedures while working under the direction of ourCompany. Subcontractors must report all incidents to the Company. If a subcontractor isinvolved in an incident, SPR Construction will conduct all necessary reporting and will

ensure the incident is investigated.


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ORIENTATION&

TRAINING


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Orientation and Training

SPR Construction Ltd understands it is our responsibility to ensure individuals assigned to any

task receive proper training before commencement. This section of our manual outlines the

hiring practices and training procedures that we have created to ensure allemployees/contractors understand their task as well as the hazards and emergency procedures

associated with all aspects of their position. In turn SPR expects that compliance with our

policies and rules are followed.

Hiring Policy and Procedure

All new hires will have the following minimum requirements:

A complete and accurate application form Adequate work history and acceptable reference check

A Valid Class 1, 3 or 5 Drivers License depending on position Acceptable driving abstract Physical and mental capability to perform position applied for Acceptance of SPR Drug & Alcohol policy Willingness to complete all required training courses put on or paid for by the company

and its customers Completion of the SPR Construction orientation process and applicable forms.

Upon completion of the above requirements additional training and orientation will begin on the

first day of employment with deadlines for each required course or orientation. The followingcertified safety training courses must be completed based on position in a timely fashion:

TDG Transportation of Dangerous Goods training will be completed before employee isable to go onto customer sites or allowed to haul, ship or receive product that falls underTransportation of Dangerous Goods legislation

WHMIS Workplace Hazardous Materials Information System training must becompleted with a passing grade of at least 80% before the employee is allowed to conductany activity in the shop or on customer sites

First Aid Training Standard First Aid Training with CPR level C must be completedwithin three months from the date of hire by an approved institution

H2S Alive H2S Alive training shall be completed nj jufor employees requiring access toH2S sensitive sites and will be complete before the employee/contractor is enable to go onany H2S containing facility alone


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Employee and Contractor Orientation will consist of:

Understanding and competency of H2S Emergency Procedures and alarm systems in place Hazard Identification, Risk Assessment and Control Safe Work Procedures Incident Reporting Procedures Company HSE Program in full Operation, maintenance and use of Personal Protective Equipment including breathing

apparatus and detectors Operation, use and maintenance of Fire Extinguishers and First Aid Kits Hearing Conservation Program SPR Work Permit System Tag and Lockout Procedures Operator Field Safety

Employment Competency Checklist

All new hires will be put through on the job training with their immediate supervisor who will

ensure that an understanding and competency for the tasks required have been achieved before

allowing employee/contractor to work on their own. No task will be assigned to someone who

has not been appropriately trained! All competencies will be evaluated on the annual review

conducted by supervisors and management or sooner shall incident provide for the need.

Short Service Employee Program (SSE)

The Short Service Employee Program (SSE) applies to employees who have less than six months

of service with the company. The purpose of the program is to ensure that new employees do not

work alone and have received an initial orientation of safety requirements prior to performing

work under direct on-site supervision of an experienced and knowledgeable employee who also

serves as a mentor/trainer.

Short Service Employees must be kept to a minimum on a work location at any given time. Short

Service Employees will be monitored for compliance with SPR Construction HSE policies and

procedures by their assigned mentor/trainer.

Trainers shall be responsible for overseeing orientations, training and observations of the SSE

during the first six months of employment. An exception may be granted to an employee with a

high level of previous experience in the same field of work. The exception request must be

submitted in writing and approved by management.


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The trainer will coach and supervise work while the SSE is learning the new job and unfamiliar

tasks. The SSE shall consult with and listen to their trainer, and will be responsible for

performing work as directed, but always has the responsibility to speak up when and if work if

deemed unsafe. The trainer will monitor the workers for unsafe behavior and if the work is

deemed unsafe, the SSE has the right to refuse and the trainer has the right to remove the SSE

from the job location. SSEs will be provided with assistance via extra on the job training if they

are unable to safely perform their job duties.

All Short Service Employees must be easily identified while on our job locations. This will be

accomplished by identifying them in the pre job hazard assessment. The presence of an SSE will

be communicated through safety meetings prior to any work commencing.

SPR Construction will notify our clients company representative when we have a Short Service

Employee on their job location if their presence causes additional potential hazards. All

Subcontractors hired by SPR Construction must adhere to the Short Service Employee Program

policy.

Bill C-45

Bill C-45 is not an OHS law but a criminal law. If a workplace injury occurs that could have been

prevented, the company and/or individuals who work for it may be guilty of a crime. You still

need to follow all OHS regulations as you have in the past, but if you don't follow these laws you

may be guilty of a crime.

Bill C-45 came about because it was felt that existing laws didn't make companies andindividuals accountable for workplace deaths and injuries caused by their neglect of health &safety.

1. Changes potential consequences of a safety violation; failure to follow an OHS law andensure workplace health and safety can result in criminal liability.

2. Being convicted of a crime under C-45 is much more serious than being found guilty ofviolating OHS laws.

3. Not only are potential fines higher but you could also end up in jail.4. A simple violation of an OHS law isn't automatically a crime under C-45. The company

would have to show total disregard or indifference to workplace health & safety.

5. Companies can be liable under C-45 not only for the acts of their employees butalso the acts of their contractors and other agents not on the company payroll.

6. Although not technically a defense against a criminal charge under C-45, due diligence isstill the key to avoiding liability under C-45 since a company or individual that can proveit exercised due diligence can't be convicted of showing total disregard or indifference tosafety.


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Sub-Contractor Management

SPR Construction must ensure they obtain the following information from Contractors/Sub-

Contractors.

Proof of Workers Compensation coverage from their subcontractors. Sub-contractors who

are not required to have Workers Compensation coverage must be covered under SPR

Constructions WCB and have approval to do so from management.

Past performance is a key indicator of future performance. HSE statistics should be

obtained and analyzed to ensure that only safe subcontractors are hired. Obtain a copy of

the subcontractor's workers compensation rate sheet and compare their performance to

others in their industry. Those who outperform the industry should be selected whenever

practicable.

Written Health, Safety, and Environmental programs and training documentation

applicable to the type of work the subcontractor will perform should be obtained and

reviewed to assist with the hiring of safe subcontractors. In the event that a subcontractor

does not have a Health and Safety Manual, Nu-Vision will ensure the subcontractor is

aware of applicable Health and Safety policies, procedures, and regulations.

Subcontractors will be provided a site orientation that addresses health, safety, security,

and/or environmental concerns.

Orientation and acceptance of SPRs Drug and Alcohol policy. Subcontractors must adhere

to the requirements of the Drug and Alcohol policy at all times while at the work site.They will be included in pre-job meetings and hazard assessments. Pre-job meetings can

include information taken from a hazard assessment and any other safety or operational

concerns.

Orientation and understanding of incident reporting requirements. Subcontractors must

report all incidents to the contractor. If a subcontractor is involved in an incident, the

contractor is responsible for reporting the incident to the Customer. The incident must be

investigated, and the contractor must participate in the investigation.

Post job performance reviews should be conducted for subcontractors. A combination of

factors may be considered including, but not limited to, housekeeping, cost, active

participation in safety meetings, and quality of work.


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Disciplinary Procedure

All disciplinary actions will be recorded in an employees file regardless of verbal or written

deliverance. Disciplinary action will be the determination of management based onrecommendations from supervisors and severity of the offense. Multiple actions for the same

offense will be treated as defiance of the SPR policy and will be grounds for immediate dismissal.

Additional grounds for immediate dismissal are outlined in Section Two (2), Rules, Policies and

Procedures.

1st Offense

Verbal reprimand will be recorded in the employee file and any minor actions taken. If injury,

incident or other hazard was created as a result of the offense the employee will immediately

move onto the procedure for 2nd

Offense.

2nd Offense

Written reprimand for a repeat offense will be provided and signed off by the

employee/contractor and the manager. The disciplinary action assigned to the offense will be

recorded and a follow up conducted to ensure action was followed through. (ie. if additional

training was prescribed it will be recorded when the training was completed) Management

reserves the right to require the employee be responsible for any fines or additional training fees

that may be required based on action taken. (ie. Employee received speeding ticket company

requires Defensive Driving course required at employees cost)

3rd Offense

Third offense will be immediately brought to the Managers attention who will decide on the

action taken. Third offense is grounds for immediate dismissal based on the employees

disregard for SPR safety policy and lack of respect for the SPR team.


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ADMINISTRA

TIVEPOLICIES


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LEGISLATION

Legislation describes the performance standards, assigns responsibility, designates authority,

and sets penalties for most work sites in the province of Alberta.

Employers Responsibility:

Workers are competent or work under the direct supervision of a competent worker.

Workers are aware of their responsibility for their own safety and the safety of other workers

Equipment is the correct type for the job

Workplace hazards are identified, evaluated, and controlled

Workers Responsibility:

Right to refuse work which presents an imminent danger to themselves or other workerswhich is not normal to their occupation or which would not normally be done

Co-operate with the employer for the purpose of protecting themselves and other workers.

A copy of the Occupational Health and Safety Act, Regulations & Code is kept on the propertyand available at all times to all employees. It is also available online athttp://employment.alberta.ca/SFW/3969.html orhttp://www.employment.alberta.ca/SFW/307.html

A copy of the WCB Occupational Health & Safety Act & Regulations is available onlinehttp://www.wcb.ab.ca and printed version available on the property.

A copy of the Alberta Traffic Safety Act can be found onlinehttp://www.qp.alberta.ca/documents/Acts/t06.pdfas well as a printed copy is kept on theproperty.

A copy of the Alberta Environmental Protection & Enhancement Act can be foundonlinehttp://www.qp.alberta.ca/documents/Acts/E12.pdfaswell as a hard copy iskept on the property.

A copy of the Employment Standards Code can be found onlinehttp://www.qp.alberta.ca/574.cfm?page=E09.cfm&leg_type=Acts&isbncln=9780779744015 as

well as a hard copy is kept on the property.
http://employment.alberta.ca/SFW/3969.htmlhttp://employment.alberta.ca/SFW/3969.htmlhttp://www.employment.alberta.ca/SFW/307.htmlhttp://www.employment.alberta.ca/SFW/307.htmlhttp://www.wcb.ab.ca/http://www.qp.alberta.ca/documents/Acts/t06.pdfhttp://www.qp.alberta.ca/documents/Acts/E12.pdfhttp://www.qp.alberta.ca/documents/Acts/E12.pdfhttp://www.qp.alberta.ca/documents/Acts/E12.pdfhttp://www.qp.alberta.ca/574.cfm?page=E09.cfm&leg_type=Acts&isbncln=9780779744015http://www.qp.alberta.ca/574.cfm?page=E09.cfm&leg_type=Acts&isbncln=9780779744015http://www.qp.alberta.ca/574.cfm?page=E09.cfm&leg_type=Acts&isbncln=9780779744015http://www.qp.alberta.ca/documents/Acts/E12.pdfhttp://www.qp.alberta.ca/documents/Acts/t06.pdfhttp://www.wcb.ab.ca/http://www.employment.alberta.ca/SFW/307.htmlhttp://employment.alberta.ca/SFW/3969.html


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General Safety Rules & Policies

SPR Construction has established a set of general safety rules and policies to outline the

expectations of our employees and contractors. The following topics should be considered

grounds for disciplinary action or dismissal depending on the severity of the infraction. SPR also

relies on common sense to take over in general work situations and understands this list cannot

be considered all inclusive.

General Company Rules(Grounds for Immediate Dismissal - Not All-Inclusive) Abusing/destroying or intentionally damaging company or customer equipment and/or

property Possession of firearms, weapons, explosives, drugs or alcohol on company premises or

while conducting company business Forgery of company records or falsification of documents

Theft or any dishonest act impacting the company, customer, other employees or thegeneral public

Disclosure of proprietary or confidential information Misusing or removal of company records, confidential or proprietary information without

proper authorization Withholding information from the company concerning the theft of company property or

assets Abuse or threatening physical or verbal acts against coworkers, management or clientele Insubordination Sexual, racial or other prohibited forms of harassment of employees, customers or other

business associates Unauthorized passengers in company vehicles Serious preventable accident Failure to maintain contact with the company Fighting Persistent excessive absenteeism without valid reason Failure to Report an Incident or Accident


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Working Alone PolicyWorking alone increases the risk of serious injury due to the fact that there may not beimmediate assistance available should an incident be encountered. SPR Construction Inc. staffmust be aware of the hazards, regulations and safe work practices associated with working alone

in an oil and gas or industrial environment.

SPR Construction Inc has taken the following measures to ensure the safety of employeesrequired to work alone: Assessing onsite hazards and providing employees with safe work procedures Ensuring proper maintenance of necessary equipment and supplies Provision of resources for employees to have access to communication Appropriate training and ongoing site and employee assessment Travel plans and employee check system policies

SPR Construction Inc has taken every reasonable and practical effort to ensure that the facilities

which personnel are required to enter for their role of responsibility are equipped with theappropriate equipment and procedures to enable workers to conduct their work in a safe manner.There are many situations where it is necessary for personnel to work alone without the benefitof a co-worker. A co-worker may be accessible, but only via means of telecommunications.

Guiding Regulations: OH & S Regulation, Working Alone Amendment (December 2000) SPR Construction Health Safety and Environment Manual Producers Orientation(s), Policies & Procedures Workers Compensation Board Alberta

Basic Safety Guidelines: Cellular phones are required to be present in every truck unit A copy of this manual and Emergency phone numbers will be in every vehicle Call in procedures are to be followed Ensure your spouse or significant other also know where you are

Be a Professional. Do NOT take any unnecessary risk. If it does not feel right, DONT DO IT!Ensure all your tools and resources and other equipment are in good condition (i.e. H2SMonitors, two way radios, cellular phone coverage) and wear all required personal protectiveequipment. Be familiar with site/facility safety and operating equipment. Identify EmergencyShut Downs, windsocks, valves, safety staging areas and emergency escape routes. Do notproceed with any task that exposes you to risk of injury and are unable to notify someone of yoursituation.

If you are working alone and are required to undertake a non-routine task that exposes you to ahigher degree of risk, call another individual (dispatcher, supervisor, operator) to be present orestablish a call back time to ensure monitoring while you are performing the task. If none areavailable, dont do it and call your supervisor for further instructions.


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Communication:If you are working with a co-worker who is physically separated from you by wall, obscureddistance, or other physical barrier and you cannot be seen or heard by your co-worker: Ensure that both employees agree to meet in a set time frame

Neither worker should leave the worksite without notifying the other worker

If you are working alone and there is no other co-worker at the worksite with you the WorkAlone Policy must be followed. Before you begin your working alone assignment, notify adesignated person who will record:

o A timetable of tasks required and agree upon a call at a specified juncture in theprocedure or by a specific time (whichever comes first)

o You will advise at shift end

If the designate has not heard from the employee or contractor within the established timeframeas indicated above, they must:

Attempt to contact that individual by telephone or established line of communication Determine if the worker is still on the worksite Take appropriate actions Arrange for a visit to the worksite Call the workers home Notify the supervisor Or activate emergency action plan

Always maintain a strong effective communication with your designate,They are your life-line!

Work Exclusions: Do not proceed with a height related task without wearing fall protection Do not enter a facility unless familiar with the surroundings, and have previous orientation Do not conduct the assigned task without the proper personal protective equipment

Call SystemWhen called out, operators must check in when they leave, when they arrive at the site and onceevery 2 hours after that. When the problem has been fixed and the operator is leaving the sitethey must report to their supervisor. They must also check in when they arrive at home. Therewill always be two people on call for each area. If any of the above phone calls is not received, theRCMP will be notified and a search party will be dispatched.


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Substance Abuse Policy

SPR Construction recognizes the use of alcohol and drugs is a serious risk to you, your fellow

worker, and the environment. SPR Construction expects all Managers, Supervisors, Employees,

Sub Contractors, and Visitors to assist in maintaining a work environment that is free of alcohol,drugs, and other intoxicating substances and be competent and fit for duty.

SPR Construction understands that some employees may be taking prescription medications that

have been prescribed by a doctor. This medication may be something that is taken on regular

bases, or from time to time. If there are concerns regarding any medication you are taking, it is

your responsibility to inform a Manager or Supervisor immediately of any concerns associated to

the medication. All employees must report any medication that they are taking.

SPR Construction will not tolerate the use of illegal drugs or alcohol on any job site at any time.

If you are in possession, or appear to be under the influence of any illegal drugs or alcohol on anySPR Construction work site, you will be removed from that work site immediately and may be

subjected to immediate termination.

SPR Construction expects all employees to be:

Sober, well rested and fit for duty Inform manager/supervisor of any medication Reframe from alcohol consumption a minimum of 12 hours prior to work If unfit for work inform Manger or Supervisor prior to performing any work

SPR Construction reserves the right to drug test any Manager, Supervisor, Employee, or Sub

Contractor after any accident/incident. If you refuse to be drug tested by SPR Construction or a

drug test is positive, immediate termination may result.

_____________________ _____________________Signature Date


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Drug and Alcohol Practices

The Drug and Alcohol Policy will help to promote health and wellness, support performancemanagement and provide some practical tools for addressing inappropriate use of drugs and

alcohol in the workplace.

As a condition of employment each employee must abide by the terms of this Policy. Contractorsmay also be required to abide by the terms of this Policy as a fundamental term of their contractwith the Company. The Company reserves the right to change, expand, reduce, amend or revisethis Policy and Practices at any time, in its sole discretion, as it determines appropriate, withoutprior notice to employees or contractors. The companies Fit for Duty policies, procedures andchanges outlined on this section will be communicated to all employees and contractors toensure everyone is aware of the implications of being fit for duty.

Employees may be unable to comply with this Policy and Practices because they are addicted to a

substance. Such Employees are regarded as having a disability under human rights legislation andmust be accommodated to the point of undue hardship by the Company. This does not meanthat addicted individuals must be allowed to work while impaired. However, the Company maybe required to facilitate a leave of absence for treatment and then a return to work withassurances that the addiction is under control. The Company acknowledges that it has a duty toaccommodate Employees who have a substance addiction and that it will accommodate suchEmployees as it is legally required.

Standards and ExpectationsTo minimize the risk of unsafe and unsatisfactory performance due to the use of Drugs and/or

Alcohol, Employees are expected to comply with the following standards, and to report Fit forDuty and remain Fit for Duty throughout their workday.

Failure to comply may result in disciplinary action up to and including termination. TheCompany acknowledges that it has a duty to accommodate Employees who suffer from adisability or dependency up to the point of undue hardship.

All Employees who are Scheduled On-Call must remain Fit for Duty in compliance with thesestandards. If unexpected circumstances arise where an Employee is requested to performunscheduled services while under the influence of Drugs and/or Alcohol that could prevent theEmployee from working safely and/or breach the standards of this Policy, it is the responsibilityof that Employee to decline the call.


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Maintaining a Valid Operators License

All individuals that operate a motor vehicle on behalf of SPR Construction are required to

maintain a valid operators license. Any loss of driving privileges (license) must be reported to

your supervisor and the individual will no longer be allowed to drive on behalf of the company.

Training

SPR Construction recognizes that employee education on substance abuse and on our Substance

Abuse Policy is a critical step in achieving the objectives of the program. Employees will receive

awareness education in regards to how this policy applies to everyone including: the risks of drug

and alcohol use and their potential impact on safety in the workplace, consequences for policy

violation, available resources for employee assistance services, explanation of the testing

procedures and situations when testing will occur

Supervisors/Managers will be given the above training as well as more specific training on how to

recognize signs and symptoms of drug and alcohol use in the workplace and appropriate

responses.

Roles and Responsibilities

Employee Arrive fit for duty and remain fit for duty during their work shift

Consult with their doctor or pharmacist regarding the proper use of medication they are using todetermine if the medication may have a negative effect on their performance

Seek advice on appropriate counseling or treatment if they suspect they have a dependency or anemerging substance abuse issue

Take appropriate actions to ensure a co-worker does not remain in an unfit condition at work thatmay endanger the employee, co-workers or others. This may include contacting your Supervisor or

Safety Officer for confidential advice on what action to take

Managersand

Supervisors

Monitor and evaluate work performance with an objective of early identification and handling of allperformance issues

Ensure that investigations of work related accidents are carried out in accordance with the companyaccident investigation procedures

Refer an employee for a drug and or alcohol test when required to do so under this policy Monitor policy compliance and take appropriate action as required under this policy Confer with the Safety Officer on substance abuse issues as appropriate Arrange for safe transportation of an employee to their residence or nearest public transportation

when appropriate under this policy

Safety

Officer Act as a confidential and objective resource within the company on matters related to the

Substance Abuse Policy. Communicate with the Medical Review Officer and Substance Abuse Professionals as required

(Designated Employer Representative)

Advise the employees supervisor, where appropriate of work limitations, suspension or terminationconsiderations

Provide confidential service to all employees regarding drug and alcohol information, referralGovernment Agency but not to provide any counseling

Undertake periodic reviews and revisions of the Substance Abuse Policy Maintain confidential records of all test results, including refusals to test, correspondence from the

Medical Review Officer and or Substance Abuse Professional Maintain records of all training / education of managers, supervisors and employees


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Because all individuals working at the Company have a shared responsibility for workplace safety,Employees are encouraged to look out for other Employees, Contractors or visitors in terms of being Fitfor Duty. They are expected to take appropriate action to ensure no individual remains in an unfitcondition on Company Business, Company Premises or Company Worksites, such that they mayendanger themselves or others, by ensuring their Supervisor or another member of Management isadvised of the situation.

Prohibitions

Alcohol Use Alcohol concentration: No employee shall report for duty or remain on duty whilehaving a confirmed alcohol concentration of 0.02 or greater

On duty use: No employee shall use alcohol while on duty Pre duty use: No employee shall perform safety sensitive functions within four hours

after using alcohol Use following an accident: No employee required to take a post-accident alcohol test

shall use alcohol for eight hours following the accident, or until he/she undergoes apost-accident alcohol test, whichever occurs first

Drug Use No employee shall report for duty or remain on duty when the employee uses any

drug, except when the use is pursuant to the instructions of a licensed medicalpractitioner who has advised the employee that the substance will not adversely affectthe employees ability to work safely at the job site. If a licensed medical practitioneradvises the employee that the substance will affect the employees ability to worksafely, the employee will notify his/her immediate supervisor. The supervisor willadvise senior management of the circumstances.

Senior management shall ensure that the employee is accommodated to meet safetyconcerns. Accommodation may include work restrictions, modified duties, sick ordisability leave.

No employee will intentionally misuse prescription or over the counter medications insuch a manner as to render themselves unfit to safely perform their duties.

Possession Possession, use or offering for sale of alcohol, drugs or drug paraphernalia oncompany or client sites or company vehicles is prohibited

Employees who violate this provision may be subject to immediate termination andreferral to law enforcement agencies when applicable

Use of alcohol for social functions or when it relates to company business is permittedwhen approved by senior management who will ensure that the use does notcontravene the intent of our policy and any applicable laws or regulations

Medications Employees are expected to responsibly use prescribed and over-the-counter Medications. Theintentional misuse of Medications (e.g. using the Medication not as it has been prescribed ordirected by the pharmacy, using someone elses prescription Medication, combining Medicationand Alcohol use against direction) while on Company Business, Company Premises or CompanyWorksites, is prohibited. Medications of concern are those that inhibit or may inhibit anEmployee's ability to perform their job safely and productively

Employees are required to: investigate (through their doctor or pharmacist) whether a Medication can affect their ability

to work safely in a manner that does not endanger themselves or others

take appropriate action to minimize safety risk by advising Management of any need formodified duties if the Medication will affect their ability to work safely

report any requirement for modified work to their Supervisor if they hold a Safety SensitivePosition

follow any recommended course of action to minimize safety risk, which could includetemporary reassignment if possible or leave, as appropriate to the situation

The Company reserves the right through the Companys medical services provider, to confirm thenature and duration of modified work requirements with the treating physician, without anybreach in medical confidentiality.


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Testing Options

Post-Accident An employee will be drug and alcohol tested after an accident that involves a fatality,disabling injury, significant incident or near miss that could have had potential serious

consequences.

Supervisor is required to conduct immediate preliminary investigation:

Testing will never delay necessary medical attention for injured workers followingan accident

Testing is not required when the act or omission of the employee was not acontributing factor (e.g. structural, mechanical failure or act of God)

Drug testing should occur within 2 hours of accident with attempts to test for up to32 hours of accident. Alcohol testing should occur within 2 hours of accident withattempts to test for up to 8 hours of accident

Reasons are documented if testing is not required or unable to conduct tests

Reasonable

Cause

An employee will be tested for alcohol and or drug use where a company supervisor or

other official, who is trained to identify drug and alcohol use by an employee, makes

observations which form a reasonable basis for suspecting that the employee is in

breach of this policy. Such observations must be documented, specific, clearly stated

observations concerning the appearance, speech or body odors of the employee. The

observations may include indications of the chronic and withdrawal effects of drug and

alcohol use.

Observations which may lead to reasonable cause testing are not limited to, but include:

odor of alcoholic beverage on breath, slurred speech, glassy eyes, unsteadiness in

walking, standing, flushed face, disoriented and or drowsy, accidents or injuries,

repeated errors in job performance, excessive absenteeism or lateness, credible

complaints of drug and or alcohol use at work

Pre Access Drug and alcohol testing of employees to gain and or maintain access to company or

client worksites

Return to Duty Drug and or Alcohol testing of an employee who has engaged in prohibited conduct andis returning to work after an assessment by a Substance Abuse Professional and

compliance with recommendations

Follow Up Drug and or alcohol testing on an unannounced basis for at least one year on return toduty. Frequency of testing is determined by the Substance Abuse Professional in

consultation with Human Resources


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Collection of Specimens and Analysis

A designated drug testing company will collect and process urine specimens for drug testing as

required. All testing must meet or exceed the guidelines and standards of the Substance Abuse

and Mental Health Services Administration which is the certifying agency for forensic urine drug

testing laboratories in Canada and the United States. Drug testing refers to marihuana, cocaine,

amphetamines, opiates and phencyclidine.

Alcohol screen testing will be with an approved saliva tester or breath test. All alcohol screening

tests at .020 or higher will be confirmed with an approved Evidential Breath Alcohol Testing

Device that is listed on the Conforming Products List

Following proper chain of custody procedures, a Substance Abuse and Mental health Services

Administration accredited laboratory will perform required testing with test results forwarded to

a Medical Review Officer

Positive test procedures

Employees with a confirmed alcohol concentration of .020 to .039 will be removed from duty

immediately and will not be allowed to return to work until the following shift. The employee

may be subject to corrective disciplinary action.

Employees having a confirmed alcohol concentration of .040 or greater will be removed fromduty/suspended.

Employees who are positive on drug tests as verified by the Medical Review Officer will be

removed from duty/suspended.Refusal to test

No employee shall refuse to submit to a drug and or alcohol test required under this policy. No

supervisor shall permit an employee who refuses to submit for required testing to remain on

duty. An employee who refuses to submit to a required test, tampers or attempts to tamper with

a test sample or obstructs the testing process will be considered to have violated this policy.

Positive test procedures will apply

Removal from duty

Employees removed from duty/suspended having a positive drug test verified by an MedicalReview Officer and or a confirmed alcohol concentration of .040 or greater will be required to

attend a meeting with Senior management who will review each case and provide written

correspondence of the resources available in evaluating and resolving problems associated with

the misuse of alcohol and or drugs, including the names, addresses and telephone numbers of

Substance Abuse Professionals. Where practical management will endeavor to meet or contact

the employee the next working day and direction will be provided regarding the suspension and

return to work choices


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Any employee who was removed / suspended from duty having a positive drug test result verified

by a Medical Review Officer and or a confirmed alcohol concentration of .040 or greater shall be

evaluated by a Substance Abuse Professional who shall determine what assistance, if any, the

employee needs in resolving substance abuse issues

In order for this policy to be effective in ensuring that company employees will perform theirduties unimpaired by alcohol or drugs, the provisions of this policy must be enforced.Accordingly, where an employee violates any provision(s) of this policy, the employee may besubject to corrective disciplinary action, as appropriate, up to and including discharge.

Self-disclosure

The Company understands that an alcohol or drug dependency is a preventable and treatable

condition and recognizes that an individual may want assistance. Employees are encouraged to

voluntarily come forward or seek assistance on their own, without fear of reprisal. The company

will do its utmost to assist the employee. An employee who comes forward seeking assistance willbe treated as if they had a positive drug and or alcohol test. Once an assessment has been

completed a return to work plan can be formulated.

Return to work after a positive result

An employee cannot be returned to duties until he/she has been evaluated by a Substance Abuse

Professional, complied with recommendations, and has a negative result on a return to duty test

and or a breath alcohol concentration less than .020. The employee must provide a written

report from the Substance Abuse Professional verifying the evaluation and any required

treatment or provide a release document for the required information. The Substance Abuse

Professional will only release relevant information which will assist in returning the worker to

their duties.

Follow up testing will be conducted to monitor the returning employee for no less than one year.

The frequency of testing will be determined by the Substance Abuse Professional in consultation

with Human Resources and will be designed to assist the employee in remaining alcohol and or

drug free at the work place.

Confidentiality and Record Keeping

All drug test results are confidential and are released by the Medical Review Officer to the

Designated Employer Representative or alternate. Alcohol test results are confidential andreleased by the testing company to the Designated Employer Representative or alternate. The

Designated Employer Representative or alternate may release relevant information to company

decision makers as required. Confidential information from a Substance Abuse Professional will

be handled in a similar manner.


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All records will be maintained in a locked and secure manner. Records will be kept separate from

personnel files. Negative test results will be maintained for no less than one year with positive

test results and Substance Abuse Professional assessments maintained for a five year period.

Initial Test Analyte Initial Test Cutoff

Concentration

Confirmatory Test Analyte Confirmatory Test Cutoff

Concentration

Marijuana Metabolites 50 ng/ml THCA (1) 15 ng/ml

Cocaine Metabolites 150 ng/ml Benzoylecgonine 100 ng/ml

Opiate Metabolites

Codeine/Morphine (2)

2000 ng/ml Codeine

Morphine

2000 ng/ml

2000/ng/ml

6-Acetylmorphine (3) 2000 ng/ml 6-Acetylmorphine 10 ng/ml

Phencyclidine 25 ng/ml Phencyclidine 25 ng/ml

Amphetamines

AMP/MAMP (4)

500 ng/ml Amphetamine 250 ng/ml

MDMA (6) 500 ng/ml MDMA

MDA (7)

MDEA (8)

250 ng/ml

250 ng/ml

250 ng/ml

1Delta-9-terahydrocannabinol-9-carboxylic acid (THCA).2 Morphine is the target analyte for codeine/morphine testing.

3 Either a single initial test kit or multiple initial test kits may be used provided the single test kit detects each target

analyte independently at the specified cutoff.4 Methamphetamine is the target analyte for amphetamine/methamphetamine testing.5 To be reported positive for methamphetamine, a specimen must also contain amphetamine at a concentration

equal to or great than 100 ng/ml.6 Methylenedioxymethamphetamine (MDMA).7 Methylenedioxyamphetamine (MDA).


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Definitions

Alcohol The intoxicating agent in beverage alcohol, ethyl alcohol or other low molecular weight alcohols including

methyl or isopropyl alcohol.

Drug Any substance other than food which is taken to change the way the body or mind functions. Drug testingrefers to marihuana, cocaine, opiates, phencyclidine and amphetamines with cutoff levels as per the Substance Abuse

and Mental Health Services Administration of the Department of Health and Human Services which is the certifying

agency for forensic urine drug testing laboratories in Canada and the United States.

The laboratory will use the cutoff concentration levels of the above chart for initial and confirmation drug tests. All

cutoff concentrations are expressed in nanograms per milliliter (ng/mL).

Significant incident Incidents involving a fatality, disabling injury, significant property damage, spill or abnormal

discharge that may cause long term health effects to employees and or the public, public evacuation or serious

environmental damage or an event or near miss that could have had potential serious consequences.

Substance Abuse Professional (SAP) A licensed Physician (Medical Doctor or Doctor of Osteopathy), or a

licensed or certified psychologist, social worker, employee assistance professional or an addictions counselor. All

must have knowledge of and clinical experience in the diagnosis and treatment of alcohol, drugs and related

disorders.

Medical Review Officer (MRO) The MRO is a licensed physician (Medical Doctor or Doctor of Osteopathy)

responsible for receiving laboratory results generated by an employers drug testing program who has knowledge of

substance abuse disorders and has appropriate medical training to interpret and evaluate an individuals confirmed

positive test result together with his or her medical history and any other relevant bio medical information.

Safety sensitive position/function A position or function where an individual has a key and direct role in an

operation where safety is a bona fide occupational requirement at the job, in that safety is necessary to assure the

efficient and economical performance at the job without endangering the employee, their fellow employees or thegeneral public. Includes employees where there is no direct or limited supervision available to provide frequent

operational checks.

Supervisor Training Shall include the physical, behavioral, speech and performance indicators of probable

alcohol or drug misuse and appropriate intervention strategies.

Collector Non medical and medical personnel contracted by an agency who have received training in collecting

urine samples in accordance with guidelines that would be acceptable to the regulatory agencies.

Chain of Custody The process of documenting the handling of a specimen from the time a donor gives the

specimen to the collector, during the testing at the laboratory, and until the results are reported by the laboratory.

Accredited Laboratory Meets guidelines and standards of the Substance Abuse and Mental Health Services

Administration which is the certifying agency for forensic urine drug testing laboratories in Canada and the United

States. Collection and testing processes follow the U.S. Department of Health and Human Services guidelines.

Evidential Breath Testing Device Capable of measuring the alcohol content of deep lung breath samples with

sufficient accuracy for evidential purposes. The Evidential Breath Tester must be on the conforming products list as

per the U.S. National Highway Traffic Safety Administration.


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Breath Alcohol Technician An individual trained and certified to conduct breath alcohol testing utilizing an

Evidential Breath Tester.

Alcohol concentration The alcohol in a volume of breath expressed in terms of grams of alcohol per 210 litres of

breath.


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Violence & Harassment PolicySPR Construction Inc. believes the prevention of violence and harassment and promotes anabuse-free environment in which all people respect one another and work together to achievecommon goals. Any act of violence or harassment committed by or against any worker or

member of the public is unacceptable conduct and will not be tolerated.

Workplace violence and/or harassment are considered a hazard and will not be tolerated. All

instances of violence, aggression or unwanted gestures will be treated as serious workplace

violations and will not be tolerated. All reported infractions will be investigated by the safety

officer and subjected to disciplinary action. If a worker is exposed to workplace violence or

harassment the company will refer them to a consult a health professional for treatment.

We are committed to: investigating reported incidents of violence and harassment in an objective and timely

manner taking necessary action providing appropriate support for victims No action shall be taken against an individual for making a complaint unless the

complaint is made maliciously or without reasonable and probable grounds No employee or any other individual affiliated with this organization shall subject any

other person to violence or harassment

SPR Construction Inc. will ensure that workers attend orientation at the commencement of theiremployment that will include instruction on: how to recognize workplace violence

the policy, procedures, and workplace arrangements that effectively minimize or eliminateworkplace violence

the appropriate response to workplace violence, including how to obtain assistance, andprocedures for reporting, investigating, and documenting incidents of workplace violence


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HorseplayPractical jokes and horseplay can result in serious injury or property damage. Employees are asked torefrain from indulging in unsafe practices, especially those that are not work related. Unreasonableactions will be disciplined and may constitute employer right for immediate dismissal of any individualsinvolved.

Employment SchedulingA monthly schedule is posted reflecting the days on and off the job for each operator. If changes arerequired the employee must bring them to the attention of their supervisor well in advance.Arrangements for a replacement are required by the employee and must be approved by their supervisorprior to the task. Employees who do not show up for their task are putting the production and the safetyof their fellow employees at risk and this activity will not be tolerated.

Reporting late for work will not be tolerated unless there are extenuating circumstances deemedacceptable to the supervisor or manager. Consistent lateness will be disciplined and is grounds forimmediate dismissal.

FirearmsFirearms are not allowed on company premises or in company vehicles for any reason. Any individualfound with firearms or weapons will be disciplined accordingly and upon review by management may beimmediately dismissed from their employment.

HousekeepingGood housekeeping is a basic part of accident and fire protection. It also helps to establish and maintainthe image that SPR Construction wishes to portray in business dealings and employee environments.The following housekeeping rules must be adhered to at all times:

1. Keep work areas clean and free from obstructions at all times. Tools, loose objects, oil, grease

and any other materials lying about are tripping hazards. Grating covers must be put back inplace immediately after completing work.

2. All work areas must be cleaned at end of shift, after job completion or before site is leftunattended for any length of time.

3. All materials must be stacked and secured properly to prevent sliding, falling or collapsing. Setpipe, conduit and metal stock in racks or stack and block to prevent movement.

4. Clean up spilled toxic, flammable or corrosive materials immediately using the appropriatemethod as described in the WHMIS MSDS (Material Safety Data Sheet).

5. Walkways, access routes and yard areas are to be kept free of tripping hazards including electricalcords, welding leads and excess materials.


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13. SPR Construction Inc. will coordinate with the project site or owner to ensure properdisposal of wastes or scrap materials.

14.SPR Construction Inc. will assign a supervisor, to be accountable for managing wastegenerated at the work site.

15. SPR Construction Inc. will ensure safe practices related to the immediate storage andhandling of waste, scrap, or leftover materials. Gloves and additional PPE or otherprecautions will be provided where necessary to handle waste as identified in the SPRsafety program.

16.SPR Construction Inc. will ensure that project related wastes are stored and maintainedin an organized fashion to encourage proper disposal and minimize risks to allemployees.

_____________________ _____________________Signature Date


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PERSONALPROTEC

TIVEEQUIPMENT


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Personal Protective Equipment Policy

SPR Construction has endorsed a Personal Protective Equipment policy to minimize injuries toworkers where hazards could not be eliminated. Part 18 of the Occupational Health & SafetyCode requires employers to ensure that PPE is available, and employees are trained on theproper care and use of it.

All workers must wear CSA or ANSI approved PPE. Employees shall maintain all PPE accordingto manufacturer instructions and according to relevant standards. All specialty PPE shall besupplied by the company and maintained according to manufacturer instructions and relevantstandards. Employees will receive training to receive training in specialty PPE where applicable.

All PPE that is damaged or need of repair will be removed from service immediately and taggedwith Lock Out tag to ensure no further use. No PPE shall be modified or adjusted contrary tospecifications set out by the manufacturer.

All Personal Protective Equipment shall be inspected using the designated checklist on a yearlybasis. Specialty PPE shall be inspected visually and documented as per policy daily and do athorough inspection according to the schedule outlined in the manufacturers manual.

Responsibilities:

Owners will review selected PPE and make recommendations to workers. Supervisors shall be a resource for staff in regards to training and or distribution of PPE. Supervisors shall conduct formal inspections of PPE periodically. Workers shall inspect their PPE before each shift and at reasonable practicable intervals

throughout the workday.

Workers shall return company issued PPE at terminationAny employee or contractor violating this policy shall be subject to the appropriate disciplinaryaction.

____________________________ _________________________Signature Date


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FOOTWEAR

What to Know When Buying Foot Protective Gear.

Good footwear should have the following qualities:

The inner side of the shoe must be straight from the heel to the end of the big toe. The shoe must grip the heel firmly. The forepart must allow freedom of movement for the toes. The shoe must have a fastening across the instep to prevent the foot from

slipping when walking. The shoe must have a low, wide-based heel; flat shoes are

recommended.

People buying footwear for work should take the following advice:

Do not expect that footwear which is too tight will stretch with wear.

Have both feet measured when buying shoes. Feet normally differ in size. Buy shoes to fit the bigger foot. Buy shoes late in the afternoon when feet are likely to be swollen to their maximum

size. Ask a doctor's advice if properly fitting shoes. Consider using shock-absorbing insoles where the job requires walking or standing

on hard floors.

Foot Protective Gear Regulations

All working footwear, for both men and women, whether it is safety wear or not, shouldprovide comfort without compromising protective value. In addition, protective footwear

should conform with CSA Standard CAN/CSA-Z195-M92 or ANSI Z41-1999.

A steel toe cap should cover the whole length of the toes from tips to beyond thenatural bend of the foot. A soft pad covering the edge of the toecap increases comfort.If the toecap cuts into the foot, either the size or style of the footwear is incorrect.

Soles come in a variety of thicknesses and materials. They need to be chosenaccording to the hazards and type(s) of flooring in the workplace.

Uppers of protective footwear come in a variety of materials. Selection shouldtake into account the hazards, and individual characteristics of the worker's foot.

A steel midsole which protects the foot against penetration by sharp objects should beflexible enough to allow the foot to bend.

No one type of non-slip footwear can prevent the wearer from slipping on everysurface type.


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HIGH VISIBILITY OUTWEAR

What is High-Visibility Safety Apparel (HVSA)?

High-visibility safety apparel (HVSA) is clothing (e.g. vests, bibs or coveralls) that workers can

wear to improve how well other people "see" them (their visibility). Most often, high-visibilityclothing is worn to alert drivers and other vehicle operators of a worker's presence, especially inlow light and dark conditions. High-visibility headwear can also be worn to increase thevisibility of the wearer in situations where part or all of the wearer's body could be obscured(e.g., leaves/trees, traffic barriers, construction materials, etc.). Requirements for high-visibilitysafety clothing for Canadian workers are found in the Canadian Standards Association (CSA)Standard Z96-09 "High-Visibility Safety Apparel" and in the related guideline "CSA Z96.1,Guideline on selection, use, and care of high-visibility safety apparel."

Why do I need High-Visibility Safety Apparel?High-visibility safety apparel (HVSA) is needed if you work when there is low light and poor

visibility, especially if you are working around moving vehicles (cars, trucks or other machinerytraveling under their own power - e.g. forklifts, backhoes, etc). High-visibility items allow you tobe seen by the drivers of those vehicles sooner and more readily. This fact increases your safety atwork. The human eye responds best to large, contrasting, bright or moving objects. Workervisibility is enhanced by high color contrast between clothing and the work environment againstwhich it is seen.

When do I need High-Visibility Safety Apparel?The CSA Standard recommends that a hazard assessment be carried out on each job site toevaluate the workplace or work site for known or potential hazards a worker can encounter whileperforming a job or task. This assessment helps determine the risk to workers of being hit bymoving vehicles and the environmental conditions under which work is performed

When doing a hazard assessment where HVSA might be required, be sure to consider:

the type and nature of the work being carried out - including the tasks of both theHVSA wearer and any drivers,

whether workers will be exposed to heat and/or flames (if so, flame-resistant HVSAwould be required),

work conditions, such as indoor or outdoor work, temperature, work rates, trafficflow, traffic volume, visibility, etc.,

the workplace environment and the background workers must be seen in (e.g. is the

visual area behind the workers simple, complex, urban, rural, highway, filled withequipment, cluttered),

how long the worker is exposed to various traffic hazards, including traffic speeds, lighting conditions and how the natural light might be affected by changing weather

(sunlight, overcast sky, fog, rain, or snow), factors that affect warning distances and times, such as the size of vehicles, their


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potential speeds, the ability to stop quickly, and surface conditions, if there are any engineering and administrative hazard controls already in place (e.g.

barriers), any distractions that could draw workers attention away from hazards,

the sightlines of vehicle operators, especially when vehicles are operated in reverse;and if certain jobs, or the function being done, need to be "visually" identifiable from

other workers in the area.

Once a hazard assessment is complete, the employer can select appropriate controls. Thefirst line of defense for workers' safety would be to control the design of the workplace andreduce the exposure of workers to moving vehicles (e.g., through the use of physical barriersand other engineering and administrative controls). Using high-visibility apparel would bethe last line of defense against accidents byproviding more warning to vehicle operators thatworkers are on foot in the area.

What should I look for in High-Visibility Safety Apparel? Size/Coverage:

Large, bright garments are more visible than small ones. Coverage all around thebody (360 full body coverage) provides better visibility in all viewing directions.

Stripes of colors that contrast (have a distinct color difference) with the backgroundmaterial to provide good visibility. Stripes on the arms and legs can provide visualclues about the motion of the person wearing the garment.

When background material is bright-colored or fluorescent material, it is intendedto be highly visible, but is not intended to provide retro reflective performance.

Employers should select the color and stripe combination that provides the preferred contrastand visual indication of movement.

Fit:

For safety and best performance, garments should be fitted to the person. Don'tforget to consider the bulk of clothing that might be worn underneath thegarments, and how the garment should be worn (i.e., done up properly around thebody with no loose or dangling components). The garments should sit correctly onyour body and stay in place during your work.

The apparel should be comfortable to wear - the parts of the apparel that come intodirect contact with the worker should not be rough, have sharp edges, orprojections that could cause excessive irritation or injuries. The apparel should also

be lightweight. Garments should be selected and worn so that no other clothing or equipment

covers the high-visibility materials (e.g. glove gauntlets, equipment belts, and high-cut boots).


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Design:

To comply with the CSA Standard, the HVSA should meet the following criteria:

Stripes/bands are to be in a distinctive, standardized pattern:

a) a symmetric "X" on the back extending from the shoulders to the waist,b) two vertical stripes on the front passing over the shoulders and down to the waist; andc) a waist-level horizontal stripe extending entirely around the back to the bottom of the

vertical stripes on the front. This horizontal stripe may continue between the front verticalstripes (optional). For Class 3 apparel, stripes/bands encircling both arms and both legs areadded.

The stripes/bands are to be displayed in a way to ensure that some part of them is visible fromall angles around the body (i.e., 360 visibility).

For all classes, the total width of stripes/bands must be at least 50 mm (1.96") throughout.

Stripes/bands near the bottom edge of a garment, sleeve or pant leg must be at least 50 mm(1.96") away from the edge.

Stripes/bands may be made up entirely of combined-performance or retro reflective material.

Color:

The CSA Z96-09 High-Visibility Safety Apparel Standard specifies three colors for backgroundmaterials and contrasting-color stripes to provide options that are intended to create visibilityagainst most work environments. The stripes should be either retro reflective or combined-performance.

Background material: should be fluorescent yellow-green, fluorescent orange-red orfluorescent red, or bright yellow-green, bright orange-red or bright red.

Combined-performance retro reflective material (i.e. the stripes): should be fluorescentyellow-green, fluorescent orange-red or fluorescent red - and must be in contrast (that is, have adistinct color difference) to the background material.

High-Visibility Headwear:

Should include both retro reflective materials and fluorescent or bright color backgroundmaterials and should be attached to the headwear to provide full (360) visibility. Ensure that

materials attached to a hard hat, for example, does not affect the hat's ability to protect thehead.


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Care/Maintenance:

1. Keep your high-visibility apparel clean and well-maintained. Contaminated or dirtyretro reflective materials provide lower visibility.

2. Replace garments that show signs of wear and tear, soiling, or contamination as it will no

longer be able to provide acceptable levels of visibility.3. Purchasers of HVSA should get proof that the materials used and the design of the

garment meet the requirements of the CSA Z96-09 Standard.

What are the different classes of safety apparel?

The CSA Standard Z96-09 High-visibility Safety Apparel sets out levels of retro reflectiveperformance (i.e., the effectiveness of material in returning light to its source), the colors andluminosity of background materials, and how much of the body that should be covered by thehigh-visibility components. There are also special requirements for garments that to provideelectrical flash and flame protection. Note that although specifications for apparel Classes are

similar to those in ANSI/ISEA 107, these CSA Classes differ in that they specify body coveragerather than minimum areas.

Different Classes of High-Visibility SafetyApparel

Class 1Apparel consists of a basic harness or stripes/bands over the shoulder(s) and encircling thewaist. The center portion of the front torso band between the two vertical bands is optional.See Figure 1 for examples of Class 1 apparel.

Examples of situations where you may use Class 1:

Workers in activities that permit full and undividedattention to approaching traffic.

When work backgrounds are not complex, allowing foroptimal visibility.

When workers on foot are separated from traffic (e.g. bybarriers).

When vehicles are moving slowly (e.g. less than 40 km/h

(25 mph).


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Figure 2 Examples of Class 2 Apparel: Vests, Jackets, Coat and Bib OverallsClass 3 - provides the greatest visibility for the wearer under poor light conditions and atgreat distances. Apparel meets the same requirements as Class 2 with the addition of bandsaround both arms and legs. These bands are made up of combined performance

stripes/bands or a combination of retro reflective and background material. Backgroundmaterial can cover the whole garment or a portion of the garment. See Figure 3 for examplesof Class 3 apparel.

Examples of situations where you may use Class 3:

Vehicle speeds exceeding 80 km/h (50 mph). High volume traffic and unmonitored equipment movement. Workers on foot and vehicle operators with multi-task loads that divert attention and

increase risk. Complex backgrounds.

Work activities taking place in or near to flowing vehicle traffic. When the wearer must be conspicuous through the full range of body motions at aminimum of 390 m(1,280 ft).

Work activities taking place under icy or snowy conditions. Work activities taking place in low light or at nighttime.

Examples of jobs include:

Roadway construction workers in inclement weather, road closures, complex lane shifts Utility workers. Survey crews. High-volume parking and toll-gate workers.

Airport baggage handlers and ground crews. Emergency responders in flagging operations. Law enforcement officers. Flaggers in night operations and/or high congestion areas.


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Figure 3 Examples of Class 3Apparel Jackets and OverallsFrom CSA Standard Z96-09 High-Visibility Safety Apparel (Table 1 and Annex B), CSA Z96.1,Guideline on selection, use, and care of high-visibility safety apparel, and "Choosing the Best

High-Visibility Apparel in a Variety of Roadway Scenarios" (2005), American Traffic SafetyServices Association (ATSSA).

What should worker training include?

As with any personal protective equipment, workers should be given appropriate training in theuse and care of the equipment. The following minimum information should be provided toworkers wearing high- visibility apparel:

a) when to use the high-visibilityapparelb) fitting instructions, including how to put on and take off apparel, if relevantc) the importance of using the apparel only in the specified way

d) limitations of usee) how to store and maintain the apparelf) how to check for wear and tearg) how to clean or decontaminate the apparel correctly, with complete washing and/or dry

cleaning instructions.


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EYE PROTECTION

How do I recognize safety glasses?

Lenses: The Canadian Standards Association (CSA)-certified safety glasses have plastic

polycarbonate lenses. They are stronger than regular lenses, are impact-resistant, and come inprescription and non-prescription (plano or zero-power lens) forms.

Markings on safety glasses: The manufacturer or supplier logo is marked (or etched) on allapproved safety lenses, frames (front and temple), removable side shields, and other parts ofthe glasses, goggles, or helmets.

Frames: Safety frames are stronger than street-wear frames and are often heat resistant. Theyare also designed to prevent lenses from being pushed into the eyes.

What should I know about the fit and care of safety glasses?

If eye protection is required, establish a complete eye safety protection program includingselection, fit testing, training, maintenance and inspection.

Fit

Ensure your safety glasses fit properly. Eye size, bridge size and temple length all vary.Safety glasses should be individually assigned and fitted.

Wear safety glasses so that the temples fit comfortably over the ears. The frame should beas close to the face as possible and adequately supported by the bridge of the nose.

CareSafety glasses need maintenance. Clean your safety glasses daily. Follow the manufacturer's instructions. Scratches impair vision and can weaken lenses.

Store your safety glasses in a clean, dry place where they cannot fall or be stepped on. Keepthem in a case when they are not being worn.

Replace scratched, pitted, broken, bent or ill-fitting glasses. Damaged glassesinterfere with vision and do not provide protection.

Replace damaged parts only with identical parts from the original manufacturer to ensurethe same safety rating.


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What should I know about lens colors?

Lenses can be clear, tinted, photochromic or polarized. Each type offers various levels ofultraviolet protection, including no protection (even when colored). Do not be fooled by thecolor of the lenses.

Conduct a hazard assessment to identify the hazards that workers may be exposed to, andthen select appropriate PPE when engineering controls or other more permanent methods ofcontrol are not possible. Consult with the PPE manufacturer about the uses and limitationsfor each type of eye or face protection.

How do I select the proper safety glasses and face protection?

If you are at risk for eye or face injury at work, you should wear appropriate protection. Toselect the proper protectors follow the recommendations in the table below.


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HEARING PROTECTION

What are some things I should know about selecting hearing protection devices?

People should wear a hearing protector if the noise or sound level at the workplace exceeds 85

decibels. When effective hearing protectors are worn properly, they can reduce the risk ofdamaging your hearing.

The effectiveness of hearing protection is reduced greatly if the hearing protectors do not fitproperly or if they are worn only part time during periods of noise exposure. To maintain theireffectiveness, they should not be modified. Remember, radio headsets are not substitutes forhearing protectors and should not be worn where hearing protectors are required to protectagainst exposure to noise.

Select hearing protection that is:

Correct for the job. Refer to the Canadian Standards Association (CSA) Standard Z94.2-02

"Hearing Protection Devices - Performance, Selection, Care and Use" or contact the agencyresponsible for occupational health and safety legislation in your jurisdiction for moreinformation.

Capable of providing adequate protection. Check the manufacturer's literature. Comfortable enough to be accepted and worn during all exposure to noise.

What types of hearing protectors are available?

Ear plugs are inserted to block the ear canal. They may be pre-molded (preformed) ormoldable (foam ear plugs). Ear plugs are sold as disposable products or reusable plugs.Custom molded ear plugs are also available.

Semi-insert ear plugswhich consist of two ear plugs held over the ends of the earcanal by a rigid headband.

Ear muffs consist of sound-attenuating material and soft ear cushions that fit around the earand hard outer cups. They are held together by a head band.

Proper Use of Hearing Protection

Follow manufacturers' instructions. With ear plugs, for example, the ear should be pulledoutward and upward with the opposite hand to enlarge and straighten the ear canal, and insertthe plug with clean hands.

Ensure the hearing protector tightly seals within the ear canal or against the side of thehead.

A plan to educate workers in the hazards of exposure to excess noise and to train workersin the correct use of control measures and hearing protection

Hair and clothing should not be in the way.


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SPR Construction Inc. ensures that the noise management program will include a plan toeducate employees in the hazards of exposure to excess noise, and to train its employees in thecorrect use of control measures and hearing protection. SPR Construction Inc. provides allemployees with training in the selection, use, and maintenance of hearing protection equipment

required to be used at a work site in accordance with the manufacturers specifications.Ear protectors must be usedALL THE TIME to get full benefit.


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HEAD PROTECTION

What should I know about head protection?

If you are at risk for head injury at your workplace, you should wear the appropriate head

protection.

Choose the correct headwear for the job. Refer to CSA Standard Z94.1(M1977 or -92),"IndustrialProtective Headwear" or the legislation that applies in your jurisdiction.

Headwear consists of a shell and the suspension. These work together as a system and bothneed regular inspection and maintenance.

Do not transport headwear in rear windows of vehicles. Inspect headwear before each use.

Do not draw the chin strap over the brim or peak of the headwear. Do not wear headwear backwards (the peak should always face forwards).

What should I know about the shell of my headwear?The shell is rigid and light, and is shaped to deflect falling objects. Correct maintenance isimportant. DO: Inspect and replace a shell that shows signs of wear, scratches or gouges. Shells exposed to

heat, sunlight and chemicals can become stiff or brittle. A visible pattern of tiny cracks maydevelop. Over time, weathered hats can become dull in color or have a chalky appearance.

Replace headwear when hairline cracks start to appear. Replace headwear that has been struck, even if no damage is visible. Remove and destroy any headwear if its protective abilities are in doubt.


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DO NOT: Do not drill holes, alter or modify the shell. Alterations may reduce the protection provided

by the headwear. Do not paint the plastic shell. Paint solvents can make plastic headwear brittle and more

susceptible to cracks. Paint can also hide cracks that may develop. Instead, use reflectivemarking tape to make numbers or symbols for identification purposes. Metal headwearmay be painted.

Do not use winter liners that contain metal or electrically conductive material under Class Gor E headwear.

Do not use metal labels on Class G or E headwear.

What should I know about the suspension of my headwear?The suspension system is as important as the shell. It holds the shell away from the headand acts as a shock-absorber. It also holds the shell in place on the head and allows air toflow freely.

Adjust headband size so that headwear will stay on when the wearer is bending over,but not so tight that it leaves a mark on the forehead.

Ensure that the suspension is in good condition. The main purpose of the suspensionis to absorb energy.

Look closely for cracked or torn adjustment slots, frayed material or other signs of wear. Check the suspension lugs carefully. Long periods of normal use can damage the

suspension. Perspiration and hair oils can speed up the deterioration of suspension materials. Replace the suspension if it has torn or broken threads. Do not put anything between the suspension and the shell. There must be a clearance

inside the headwear while it is being worn. In case of a blow to the head, that space helpsabsorb the shock.

What should I know about maintenance?

The care and maintenance of headwear are needed if the headwear is to protect as designed.Its lifespan is affected by normal use and by heat, cold, chemicals and ultraviolet rays.

Clean the suspension and she

Documents

2013 SPR Saftey Manual Full