Sitka Orientation

Employee Introduction

 

As per WorkSafeBC OHSR Section 3.1, all employers in British Columbia are required to have a written health and safety program. Any employer with 20 or more employees and is considered a low to moderate hazard work environment is considered a large employer and must have a formal health and safety program in their workplace.

Any employer with less than 20 employees is considered a small employer and must have an informal health and safety program in their workplace.

As per Part2, Division 4, Section 21 of the Worker’s Compensation Act Sitka Ventures Ltd. is directly responsible for the safety of their employees and must ensure the health and safety of their employees by developing health and safety policies, procedures and provide training and education.

The purpose of having an occupational health and safety program in place for Sitka Ventures Ltd. is to ensure compliance with OHSR Regulation Section 3.1 and Part2, Division 4, Section 21 of the Worker’s Compensation Act which ensures that Sitka Ventures Ltd.  is committed towards and responsible for the health and safety of all their employees.

 

1.0 Instruction and Supervision: Purpose

 

1. Young workers need special attention because they are at more risk of injury than their older or more experienced counterparts.

 

2. It is Sitka Ventures Ltd. ’s responsibility to ensure that every worker receives adequate education and training (instruction) to do their work safely.

 

3. All employees must strictly adhere to the contents and provisions of Sitka Ventures Ltd. ’s Occupational Health & Safety Program, Occupational Health and Safety Regulation and Workers Compensation Act and all other applicable regulations.

 

1.1 Policy Instruction and Supervision

 

1. Sitka Ventures Ltd. shall provide training and orientation to all new and young workers (a worker 25 years old, or younger is considered a young worker):

 

1. Before they start work; or

 

1. When they come from another work location; or

 

1. When there’s been a change in the workplace that could affect their wellbeing.

 

2. All Sitka Ventures Ltd. employees, including new and young employees, will be given a safety orientation by their Supervisor immediately upon hiring.

 

3. Sitka Ventures Ltd. will make sure the new or young worker understands the training by asking questions about specific procedures or general requirements and by constant observation.

 

4. All new and young worker education, training and orientations must be recorded on the Sitka Ventures Ltd. Training Record Form and the New & Young Worker Orientation Form.

 

5. All education, training and orientation records shall be maintained for each worker, listing topics covered and date of education or training

 

1.2 Employee Rights

 

All Employees have the following three basic rights in Canada:

 

The Right to Know

 

All employees have a right to know what hazards are present on the job, and how these hazards

can affect them. You usually learn about the hazards during health and safety training sessions

and through on-the-job instructions. Learning about chemical safety through WHMIS – the

Workplace Hazardous Materials Information System – is also part of the “right to know” system.

The Right to Participate

All employees have a right to take part in health and safety activities. For example, you can be

chosen to be a health and safety representative or a member of a committee. You also have a

right to report unsafe practices and conditions without worrying that you will lose your job or be

reprimanded (get in trouble).

 

Right to Refusal Unsafe Work

 

Every employee has the responsibility and right to refuse to any work or operate any tool, appliance or equipment where it is believed, based on reasonable and probable grounds, that there exists, or will cause to exist, an imminent danger to the health and safety of the worker or another worker present at the workplace.

 

This right is provided in the WorkSafeBC health and safety regulations as follows:

 

• Part 3 – Rights and responsibility to refuse unsafe work
• Section 3.12 – Procedure for refusal, and
• Section 3.13 – No discriminatory action

 

1.3 Unsafe Work Refusal Procedures

 

1. All workers must report the unsafe condition to their Supervisor immediately.

 

2. The Supervisor must investigate the matter and fix it if possible. If the Supervisor decides the worker’s concern s not valid, report back to the worker.

 

3. If a worker still views work as unsafe after a supervisor or employer has said it is safe to perform a job or task, the Supervisor must investigate the problem and ensure any unsafe condition is fixed. This investigation must take place in the presence of the worker and a worker representative of the joint health and safety committee or a worker chosen by the worker’s trade union.

 

4. If a worker still views work as unsafe, notify WorkSafeBC. If the matter is not resolved, the worker and the supervisor or employer must contact WorkSafeBC. A prevention officer will then investigate and take steps to find a workable solution

 

5. Under this policy, no employee will be subjected to disciplinary action.

 

1.4 Hazard Reporting: Purpose

 

The purpose of this policy is to ensure that Sitka Ventures Ltd. has established procedures for reporting potential or actual hazards and/or unsafe conditions and behaviors throughout the work site.

1.5 Definitions

 

“Hazard” A thing or condition that may expose a person to a risk of injury or occupational disease.

 

“IDLH” Immediately Dangerous to Life or Health.

 

1.6 Policy Hazard Reporting

 

1. If safe to do so rectify or remove any hazard(s) or unsafe condition(s) immediately. Examples of these hazards can be from tripping, slipping, and/or blocked access or egress. Ensure the hazard being rectified can be done so in a safe manner, where the health and safety of an employee(s) is not at risk.

 

2. If the hazard, unsafe condition and/or unsafe behavior is not rectifiable in a safe manner, the hazard should be reported to their Supervisor immediately and/or the site Joint Safety Committee.

 

3. If a hazard is IDLH (immediately dangerous to life or health) ensure your own safety and secure the area until the Supervisor has been contacted and measures have been taken to rectify the hazard.

 

4. Hazards, unsafe conditions and/or unsafe behaviors can be reported to the Supervisor verbally or by filling out the Sitka Ventures Ltd. Incident Investigation Report form and forwarding to the Supervisor.
5. This policy does not preclude employees from exercising their right to refuse unsafe work as mentioned in ‘right to refuse unsafe work’ Sitka Ventures Ltd. policy and the Occupational Health and Safety Regulation and Workers Compensation Act.

 

1.7 Supervisor Responsibility

 

1. The Supervisor must ensure that all hazard reports are responded to and investigated immediately.

 

2. Ensure work does not resume until the hazard is controlled and rectified and no longer presents an unacceptable risk to the health and safety of employees.

 

3. Ensure all applicable sections of the Sitka Ventures Ltd. Incident Investigation Form are filled out.

 

4. All hazard reports and incident investigation reports will be reviewed and discussed on a monthly basis by the Supervisor and the Joint Safety Committee.

1.8 Purpose

 

1. The purpose of this policy is to ensure that every Sitka Ventures Ltd. employee has the right to refuse work if he or she feels it is unsafe.

 

2. Sitka Ventures Ltd. will continue to maintain a safe work environment for its employees in order to prevent occupational injuries and illnesses.

 

3. All Sitka Ventures Ltd. employees are responsible for complying with Sitka Ventures Ltd. ’s Occupational Health & Safety Program, OH&S Regulation, and Workers Compensation Act.

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