HYLMAN is committed to the Health and Safety of all our employees. The purpose of the Health and Safety policies and procedures is to guide and direct all employees to work safely and prevent injury, to themselves and others.
All employees are encouraged to participate in developing, implementing, and enforcing Health and Safety policies and procedures. All employees must take all reasonable steps to prevent accidents and never sacrifice safety for expedience.
Our goal is to eliminate or minimize hazards that can cause accidents. It is company policy that all employees be given a copy of the policies manual and be familiar with its contents. This policy will be reviewed annually.
Together we can achieve a safe and happy work environment.
The name and reputation of HYLMAN are a result of the dedication and hard
work of our employees. Together, we are responsible for preserving and
enhancing this reputation, a task that is fundamental to our continued success.
Our goal is not just to comply with laws and regulations that apply to our
business; we also strive to abide by the highest standards of business conduct.
All employees, managers, directors and officers are expected to comply with
the policies set forth in this Code of Conduct. The Code cannot and is not
intended to cover every applicable law or provide answers that may arise; for
that we must ultimately rely on each person’s good sense of what is right,
including a sense of when it is proper to seek guidance from others on the
appropriate course of conduct.
We at HYLMAN are committed to providing the best and most competitive service to our Clients. Adherence to the policies set forth in the Code will help us achieve that goal.
In short, our Code of Conduct is simple and can be summarized by the following key points:
• Obey the law: At work, or whenever on company business, all
employees are expected to comply with applicable state, local and
federal laws, rules and regulations.
• Respect for others: Do not use language or behavior that offends, harasses, bullies, or unfairly decimates against Clients, Pipeline Contractor Employees, Co-Workers or others that would damage the Client or Company’s reputation.
• Be honest and ethical: In all work and professional relationships, we expect you to treat Clients and the Company with fairness and honesty. Conflicts of interest or the appearance of a conflict of interest should be avoided at all times.
• Treat each other fairly and respectfully: We should always treat others as we would expect to be treated.
• Treat our Clients fairly: Clients are why our jobs exist. They deserve nothing but the best quality and service that we can provide. Please remember that our collective futures depend upon keeping the client satisfied.
• Use common sense and good judgment: Avoid actions and circumstances that may appear to compromise good business judgement or create conflict between personal and company/client interests. If you are unsure about an action or an issue, please contact the corporate office and ask for a Human Resources representative.
With reference to the 14th of August 2020 Health and safety policy, HYLMAN is committed to the goal of providing and maintaining a healthy and safe working environment, with a view to continuous improvement. This goal is only achievable by adherence to established objectives striving to exceed all obligations under applicable legislation, and by fostering an enthusiastic commitment to health, safety and the environment within HYLMAN personnel, contractors and visitors.
• Management, working in cooperation with the Joint Health and Safety Committee, will strive to take all reasonable steps to reduce workplace hazards to as low as reasonably achievable.
• Supervisors and managers are held accountable for the health and safety of all employees under their supervision. This includes responsibility for applicable training and instruction, appropriate follow- up on reported health and safety concerns, and implementation of recommended corrective action. This accountability is integrated into the performance appraisal system.
• Supervisors, employees and visitors are expected to perform their duties and responsibilities in a safe and healthful manner, and are accountable for the Health and Safety of themselves and others.
• HYLMAN is committed to providing all necessary training and instruction to ensure that appropriate work practices are followed on the job, and to promote their use off the job.
• If necessary, HYLMAN will take disciplinary action where individuals fail to work in a healthy and safe manner, or do not comply with applicable legislation or corporate policies and procedures.
Health, safety, the environment and loss control in the workplace are everyone’s responsibility. HYLMAN expects that everyone will join in our efforts to provide a healthy and safe working environment on a continuous day to day basis. Only through the dedication and efforts of all individuals can HYLMAN succeed in providing a healthy safe working environment.
One of your most important responsibilities is to protect your Health and Safety as well as that of your co-employees. This booklet will discuss some of your duties under the occupational Health and Safety legislation and help you to make your workplace safer and healthier.
Workplaces under the jurisdiction are governed by your provincial legislation. The legislation places duties on owners, employers, employees, suppliers, the self- employed and contractors, to establish and maintain safe and healthy working conditions. The legislation is administered by your provincial legislation. Your officials are responsible for monitoring compliance.
You must also comply with the legislation. You have responsibilities to:
• protect your own Health and Safety and that of your co-employees;
• not initiate or participate in the harassment of another employee; and
• co-operate with your supervisor and anyone else with duties under the legislation.
The legislation gives your three rights:
• the right to know the hazards at work and how to control them;
• the right to participate in Occupational Health and Safety; and
• the right to refuse work which you believe to be unusually dangerous.
You may not be punished for using these rights. An employer can be required to legally justify any action taken against a employee who is active in Health and Safety.
The Act requires your employer to provide you with all the information you need to control the hazards you face at work. For example, chemicals at the workplace must be listed. You are entitled to review this list. Your employer must train you to safely handle the chemicals you will work with. If you are inexperienced, you must receive an orientation which includes;
• What to do in a fire or other emergency;
• First aid facilities;
• Prohibited or restricted areas;
• Workplace hazards; and
• Any other information you should know.
You must also be supervised closely by a competent supervisor.
You have the right to become involved in occupational Health and Safety. The legislation encourages employers and employees to work together to maintain a healthy and safe workplace. Employers at workplaces with ten or more employees must set up an occupational health committee of employer and employee representatives.
Regularly inspect the workplace;
• Conduct accident investigations;
• Deal with the Health and Safety concerns of employees;
• Investigate refusals to work;
• Meet at least four times a year and return minutes of each meeting to the Division.
Committee members are entitled to five days of unpaid educational leave each year to take occupational Health and Safety courses. They may attend courses provided by the Division without loss of pay or benefits. Certain types of workplaces with less than 10 employees must have an employee Health and Safety representative. The representative must be selected by the employees at the workplace. He or she has many of the responsibilities of an occupational health committee.
You have the right to refuse to do work which you believe is unusually dangerous. The unusual danger may be to you or to anyone else. An unusual danger could include such things as:
• a danger which is not normal for your occupation or the job;• a danger under which you would not normally carry out your job; and/or • a situation for which you are not properly trained, equipped or experienced.
To exercise this right, use the following guidelines.
Once you believe that the work you have been asked to do is unusually dangerous, you should inform your supervisor. Make sure that the supervisor understands that you are refusing to do the disputed job for health and safety reasons. Work with the supervisor to attempt to resolve the problem. If the problem cannot be resolved by the supervisor to your satisfaction, and no employee health and safety representative or occupational health committee exists at the workplace, your supervisor should phone the Division and ask for advice. You also have the right to contact the Division at any time. The supervisor has the right to assign you to other work (at no loss in pay or benefits) until the matter is resolved. Do not leave the site without the permission of your employer.
If a committee exists at the workplace, contact your local representative and ask for help. Your supervisor should contact the cochairpersons and ask them to investigate. They will try to resolve the matter. If they cannot resolve the matter to your satisfaction, they will convene for an emergency committee meeting. The committee will investigate and prepare a report on the refusal.
You have the right to continue to refuse until:
• measures have been taken to satisfy you that the job is now
safe to perform; or
• Your occupational health committee has investigated and ruled against your refusal.
If the committee rules against your refusal, you have the right to appeal the ruling to an occupational health officer. The officer will investigate and prepare a report on the disputed work. If you disagree with the decision of the officer, you may appeal to the director of the Division. An employer cannot assign another employee to do the disputed job unless the replacement employee is advised in writing:
• of the refusal and the reasons for it;
• of the reasons why the employer believes that there placement employee can do the disputed job safely;
• that the replacement employee also has the right to refuse; and
• of the steps to follow when exercising this right.
Our safety program is the responsibility of all levels of company employees. The chain of responsibility believes the following:
• All incidents and injuries are preventable.
• Leadership is required for success in safety.
• Each of us have a personal responsibility for our safety and the safety of others, both on and off the job.
• No job is so important that it will be pursued at the sacrifice of safety.
• Working safely is a condition of employment.
Consultants and other personnel are accountable to the supervisor in
charge for ensuring that all aspects of Occupational Health & Safety
policy are followed.
Employees must take an active role in protecting and promoting their health, safety and accident prevention. You must not perform activities that jeopardize your health and safety or that of others.
The floor supervisor is accountable to the safety officer and is responsible for ensuring the Occupational health & safety policy is followed in a particular area. They must provide leadership in all aspects of Health and Safety including developing policy and procedure.
Support staff is accountable to the safety officer for ensuring that
Occupational Health & Safety policies are followed. They are
responsible for all aspects of health and safety in their area of the
Suppliers are accountable to the safety officer for providing WHMIS and MSDS (Material Safety Data Sheets) sheets for all hazardous products supplied by them.
The safety officer is accountable to the branch manager and is responsible for Occupational Health & Safety performance for all employees in their branch at all levels.
The safety officer must provide leadership in all aspects of health and safety activities at work or otherwise. The safety officer must take an active role in all aspects of safety within their branch.
The branch manager is responsible for the health and safety of all employees within their branch. The branch manager must ensure all policies and procedures are followed according to Occupational Health & Safety policies.
1) Ensure that all reasonable steps are taken to prevent accidents.
2) Ensure that standards and procedures are developed and maintained.
3) Be familiar with the Occupational Health & Safety act and any revised regulations and ensure they are followed.
4) Ensure that all employees are instructed in the procedures and requirements of Occupational Health & Safety.
5) Review accident reports, safety audits and other related material relative to health or safety.
1. Ensure that all reasonable steps are taken to prevent accidents.
2. Be familiar with Occupational Health & Safety act, the company policy and any other legislation pertaining to health or safety.
3. Ensure all policies and legislation is followed by all levels of employees.
4. Ensure safety meetings are held and minutes are recorded, posted and filed accordingly to Occupational Health & Safety regulations.
5. Ensure all accidents are reported and investigated.
6. Ensure MSDS sheets are provided for all hazardous materials delivered to the workplace and are readily available for employees to review.
6) Review all MSDS and advise/train employees in the safe use, storage and transportation of controlled or dangerous products including what to do in case of an accidental spill or emergency.
7. Ensure employees are instructed in the procedures and requirements of Occupational Health & Safety.
8. Review all accidents and near misses to determine root and basic causes, with suggestion/implementation of changes to prevent re-occurrence.
9. Ensure all employees are trained in WHMIS (Workplace Hazardous Material Information System)
1) Comply with all Company Procedures, Safety Policy and
requirements of Occupational Health & Safety.
2) Be responsible for working safely and carrying out their duties with skill and care as to not cause accidental injury to themselves, fellow employees or the general public.
3) Immediately report all injuries, near misses or potential hazards to their supervisor.
4) Know the location of all fire extinguishers, fire alarms or other warning devices.
5) Ensure all personal safety equipment is being used properly.
6) Never engage in horse play or tomfoolery.
7) Maintain clean and orderly work area.
8) When in doubt, ASK
1) Provide MSDS for all hazardous material.
2) Ensure all reasonable steps are taken to prevent an accident.
3) Be familiar with Occupational Health & Safety act and HYLMAN policies.
1) All accidents, injuries or near misses, regardless of their nature,
shall be promptly reported to the safety officer.
2) Clothing shall be appropriate to the duties being performed, whether that be in the designated offices or storage facilities.
3) Running is not permitted except in extreme emergencies.
4) Smoking is not permitted in any parts of offices or storage facilities. You may only smoke in designated areas.
5) Visitors and customers are to be escorted by staff while on company property.
6) Hand tools, if needed, are to be used for their intended purpose only.
7) Only licensed personnel may operate heavy machinery or equipment if needed and must wear a seatbelt while doing so.
8) Riding on equipment is prohibited except when designated by management.
9) Horseplay, fighting or tomfoolery is strictly prohibited on HYLMAN premises.
10) Out of service elevators must be avoided at all times until they’re fixed and confirmed by licensed professionals.
11) All spills will be immediately cleaned up and reported.
12) Drawers and filing cabinets will be kept closed when not in use.
13) Filing cabinet drawers are to be filled from the bottom up or the cabinet is to be securely fastened /anchored.
14) Aisles are to be kept clear at ALL times.
15) Equipment, materials, and work areas shall be maintained in such a fashion as to minimize hazards.
16) Avoid skin contact with all chemicals, beware of other means of bodily entry, and take the properprecautions. Refer to the products SDS.
17) The proper personal protective equipment shall be worn at all times. HYLMAN requires the use of PPE.
18) The illegal use, possession, transportation, or sale of drugs, alcoholic beverages, firearms, deadly weapons, or explosives while on HYLMAN or client property is prohibited. The use of prescribed drugs or any overthe-counter drug that might impair your ability to work safelymust be reported to your supervisor before work. A Fit-For-Duty letter from the prescribing doctor may be required before allowed to work.
19) Riding in the bed of trucks or in other non- approved areas is prohibited. “Non-approved areas” include areas that are not protected by a seatbelt.
20) Use the three-point contact procedure when getting on or off any equipment. Do not jump off equipment unless following emergency evacuation procedures involved with power line strikes.
21) Do not walk on pipe or any other non-approved walking/working surface.
22) Smoking is allowed only in designated areas. Smokers are not allowed to take smoking materials into non-designated areas.
23) Whenever a safety device is removed from service and/or defected, the appropriate Supervisor shall be notified, the device tagged, and the action properly documented. If equipment is still operating, restrict entry and monitor continuously. Document all actions.
24) No work may be started in any area or on any equipment without the knowledge and consent of the appropriate Supervisor /client representative. Never operate equipment that you are not trained, certified and authorized to operate.
25) Job Safety Analyses are to be conducted if applicable by client before each day’s tasks beginor as major work scope changes. All personsaffected by the work will attend the JSA meetings. If workers show up after the meeting has been conducted, then he must be briefed as to the JSAfindings, and the Supervisor is responsible for this safety briefing.
26) Operation of equipment having a “DANGER! DO NOT OPERATE.” tag is prohibited.
27) All energy sources will be controlled through appropriate Lockout/Tag-out procedures.
28) Do not attempt to do a job alone that takes at least two people to do correctly. The Supervisor will periodically check on persons working alone. All persons working in remote areas must have a form of communication to summon emergency services if needed.
29) Finger rings, loose clothing, unsecured long hair, wristwatches, and other loose accessories shouldnot be worn when within arm’s reach of anyunguarded operating machinery or electricalequipment
30) Use only proper tools and equipment maintained in good working condition.
31) Gasoline must not be used for any purpose otherthan motor fuel. No employee will siphon gas by mouth, pour into the fuel tank of an engine that is running, or use as a cleaning solvent. Gasoline will be transported in approved, metal containers.
32) Use proper lifting techniques when lifting or carrying objects. Use legs to lift, keep load close to body, keep feet shoulder-width apart, and ask for assistance to lift heavy objects are a few reminders in proper lifting.
33) Erect barricades around hazardous work areas such as holes in decking, trenches, overhead hazardous work, open unattended vessels, or hazardous storage.
34) Fall protection shall be worn when working at heights greater than 6 feet.
35) Pay close attention to slip, trip and fall hazards and eliminate those hazards immediately.
36) If a normal procedure must be changed to accommodate the work situation, contact client management before this change is made.
37) Visitors must follow all applicable safety rules as well as be authorized to be in any area.
38) Do not introduce any flame, spark, or sufficient heat (to include nonintrinsically safe equipment) into areas that have a potential for flammable materials/atmospheres. Follow Hot Work Procedures.
39) Follow Defensive Driving techniques when operating motor vehicles. Follow all applicable local, state and federal transportation laws.
40) Do not enter confined spaces unless proper procedures have been followed.
41) Communication in all aspects is highly important. If you do not understand any directive orprocedure, say so. Relay all occurrences thatinfluence safety to Supervisors whether you think the occurrence is important or not. Always adhere to the highest safety standards.
HYLMAN employees will follow all client rules and policy recommendations. When there is an absence ofthese rules, Applied Consultants will set the high safety standard and inform management of this lack of safety initiatives.
1) If you are not sure, ask.
2) Follow instructions and don’t take chances.
3) Wear your personal safety equipment.
4) Never operate equipment you have not been trained for.
5) Keep your work area clean.
6) Stay clear of forklifts while they are being operated.
7) Avoid injury by lifting correctly. If it’s heavy, ask for help. Max weight to be lifted is 20KGs.
8) Make sure the job can be done safely.
9) DO NOT unload a truck alone.
If ever used, on HYLMAN property or on client site, portable ladders must be secured against movement and placed on a base that is stable; the base of an inclined portable ladder is to be no further from the base of the wall or structure than ¼ of the height to where the ladder contacts
All employees must ensure that pallets used to transport or store materials/containers are loaded, moved, stacked, arranged and stored in a manner that does not create danger to employees.
HYLMAN must ensure that racks used to store materials or equipment are designed, constructed and maintained to support the load placed on them and are placed on firm foundations that can support the load. Employees must report any damage to a storage rack to the manager as quickly as is practical. All managers and employees must take all reasonable steps to prevent storage racks from being damaged to the extent that their integrity as a structure is compromised.
Every manager must ensure that contracted or employed first aiders at
a work site have successfully completed a first aid training course
approved by a Director of Medical Services and hold a valid certificate
in first aid.
Every manager must keep record who are first aiders and post these names where they are accessible by all employees. Every branch must have a first aid kit on site; each kit must contain the following:
a) 10 antiseptic cleansing towelettes, individually packaged
b) 25 sterile adhesive dressings, individually packaged
c) 10 - 10cm X 10cm sterile gauze pads, individually packaged
d) 2 - 10cm X 10cm sterile compress dressings, with ties individually packaged
e) 2 - 15cm X 15cm sterile compress dressings, with ties, individually packaged
f) 2 conform gauze bandages – 75mm wide
g) 3 cotton triangular bandages
h) 5 safety pins - assorted sizes
i) 1 pair of scissors
j) 1 pair of tweezers
k) 125mm x 4.5 m of adhesive tape
l) 1 crepe tension bandage – 75mm wide
m) 1 resuscitation barrier device with a one-way valve
n) 4 pairs of disposable surgical gloves
o) 1 first aid instruction manual (condensed)
p) inventory of kit contents
q) 1 waterproof waste bag
Note: This kit is ONLY to be applied, operated, and used by first aid professionals or trained persons.
The following protocol must be followed.
1) All employees must immediately report any occupational injury, accident or near miss to the safety officer or their supervisor. 2) Supervisors must immediately tend to injuries and then report them to the safety officer.
3) Branch managers must immediately discuss the incident with the safety officer and injured persons.
The purpose of this procedure is to comply with Occupational Health & Safety act, employment compensation board and to determine the cause of the accident and make recommendations to prevent further re-occurrence. All reports of injury must be filed and logged. If an injury occurs a record must be kept and include the following: a) name of employee(s) affected
b) name and qualifications of person giving first aid
c) a description of the illness or injury and how, why it happened
d) the first aid given to the employee
e) the date and time the illness or injury
f) the date and time the illness or injury was reported
g) where at the work side the incident occurred
h) the work-related cause of the incident, if any
The employer must retain the records kept for 3 years from the date the
incident is recorded. A person who has custody of records must ensure
that no person other than the employee has access to a employees
a) the record is in a form that does not identify employee
b) the employee has given written permission to the person
c) the Director of Medical Services or a person authorized by the director requires to be produced under the act.
Every manager must give an employee a copy of the records pertaining to the employee if the employee asks for a copy.
First and foremost, always take whatever measures are required to
provide proper care of an injured employee.
If a critical injury has occurred and the employee has been cared for, the branch manager, safety officer and W.C.B must be notified. The appropriate report must be completed as soon as possible; this is to ensure that important details are not forgotten.
A critical injury is an injury that:
1) Places life in jeopardy
2) Produces unconsciousness
3) Results in substantial loss of blood
4) Involves the fracture of a leg or arm, but not a finger or toe
5) Involves the amputation of a leg, arm, hand or foot, but not a finger or toe.
6) Consists of burns to major portion of the body.
7) Causes loss of sight in an eye.
It is the responsibility of all employees to ensure an alcohol and drug free
environment. If there is any awareness or suspicion that any employee,
supplier, or visitor is under the influence of illegal narcotics or alcohol,
they must be removed from the premises immediately.
Should an employee report to work while under the influence of such
substances, the employee will be taken home either in a cab or by
the Branch Manager and procedures will be taken against this
violation to avoid this occurrence again.
THIS IS A ZERO TOLERANCE POLICY.
Careless work and irresponsible behaviour directly affect the quality of
health and safety in the workplace. Even absenteeism influences safety
by placing more duties on fellow employees.
The following instances shall be cause for verbal or written warning and possible dismissal.
1) Absenteeism without cause
2) Health and safety violations
3) Poor conduct or misconduct
5) Sexual harassment
6) Racial discrimination
8) Wilful damage to company property
9) Drug or alcohol use
Compliance with company and legislative safety standards is necessary to maintain a safe and healthy work environment. As with any program non compliance issues must be dealt with. The following is a guideline for disciplinary actions for safety infractions based on seriousness of the offence.
*First offence, employee will be given a documented verbal warning *Second offence, employee will be given a written warning and a one day suspension.
*Third offence, employee may be suspended or terminated (suspension or termination to fit seriousness of the offence).
All accidents that result in injury or property damage or that could have
resulted in serious injury or property damage (near miss) must be
The investigation must determine the cause of the incident so that appropriate action can be taken to prevent recurrence.
The safety officer shall be responsible for conducting the investigation. The investigation report shall be completed as soon as possible after the incident and reported to the branch manager. The safety officer and appropriate supervisor shall determine what steps are to be taken to prevent recurrence.
Any disputes arising from the investigation will be investigated and arbitrated by the branch manager.
Whenever possible, warning signs will be displayed where a potential hazard may cause injury. Warning signs must be strictly adhered to. Warning signs must be posted where hazards exist and must not be removed unless hazard has been controlled.
HYLMAN is committed to the protection of the environment for present
and future generations. All employees are responsible for
incorporating that into their planning and work the actions necessary
to fulfil this commitment.
HYLMAN will meet these responsibilities by endeavouring to provide the resources for continuing to:
• Design and manage our operations to meet or surpass applicable environmental laws.
• Work in partnership with customers, suppliers, trade associations and government agencies to promote the environmentally safe handling and disposition of materials and products.
• Acquire knowledge and technologies to improve the environmentally save efficient use of our processes and products.
• Formulate and implement effective environmental emergency response systems.
• Involve our employees in our environmental programs and keep them informed of our performance.
• Promote employee awareness of this policy and enhance their capabilities to implement this policy.