CHAPTER 7

Being Safe at Work

Health and Safety Policy

It is Stone Tile’s policy to provide a safe and healthy environment for all employees and non-employees who visit Stone Tile facilities. It is everyone’s responsibility to conduct their daily work in a manner that ensures the avoidance of unnecessary accidents. Senior management supports our safety program and it is expected that all levels of management and line staff will cooperate fully with all aspects of the safety program. The Joint Health and Safety Committee is the catalyst for the continuing development and implementation of our safety program and we encourage all employees to contribute and participate.

We consider our employees to be our most valuable resource and when their contribution is lost because of a disabling injury, everyone suffers. With the full support and cooperation of everyone, we are certain that we can positively impact our safety record. All staff and management must support, maintain and adhere to company safety policies and programs, and ensure compliance with all applicable Acts and Regulations.

Stone Tile, as an employer, is responsible for worker health and safety. As such, we commit to taking every reasonable precaution for the protection of workers in the workplace.

Supervisors will be held accountable for the health and safety of workers under their supervision. Supervisors are subject to various duties in the workplace, including the duty to ensure that machinery and equipment are safe and that workers work in compliance with established safe work practices and procedures.

Every worker must protect his or her own health and safety by working in compliance with the law and with safe work practices and procedures established by the employer. Workers will receive information, training and competent supervision in their specific work tasks to protect their health and safety.

It is in the best interest of all parties to consider health and safety in every activity. Commitment to health and safety must form an integral part of this organization, from the president to the workers. This policy is reviewed annually and is supported by various programs and procedures as outlined in this manual and other supporting documents.

Safety Philosophy

It is our policy to provide and promote a healthy and safe work environment for all employees. Employees will be held responsible at all times to observe and practice the highest possible standards of health and safety in carrying out assigned duties. Stone Tile believes that injuries and hazards are preventable. We have an excellent health and safety record and are counting on you to improve that record.

As an employer, we are committed to ensuring that all Managers will be trained in the knowledge of regulatory requirements, are authorized and obliged to implement safety standards, and are held accountable for the health and safety of all employees under their supervision. All employees are educated on the health and safety requirements of the work area in which they operate, are held accountable to adhere to the established health and safety standards, and, are authorized to report and/or refuse unsafe working conditions. In order for our work environment to be safe, we all must do our part. The Company will help create a safe environment, and expects that our employees will think and work safely at all times for our environment to be truly safe.

Housekeeping

A clean and tidy work area is a reflection of a healthy and safe workplace. In addition, the condition of our facilities is a reflection of the type of business we operate and of our pride in our work. From time to time, our customers, suppliers and others will be visiting our facility. Please endeavor to keep your work area in a clean, neat, and orderly state. All work areas and machines should be cleaned at least every day at the end of your shift or when you are finished using them.

Safety Rules

Violation of these General Safety Rules may result in the issuance of a Verbal Warning or Formal Discipline accompanied by re-education/training on the applicable safety rule, depending on the severity of the incident. Further violations will be handled in accordance with our Progress Discipline Policy, up to and including termination of employment.

  • Obey all rules, signs and instructions.

  • CSA approved safety glasses with side shield are mandatory within the production areas. Glasses with reflecting lenses or with dark tinted lenses are not permitted to be worn inside the plant.

  • CSA approved safety boots or shoes are mandatory within the warehouse.

  • Wear approved personal protective equipment/apparel as directed.

  • Long hair, jewelry and/or loose clothing are not permitted in the warehouse/production areas. Hair is to be tied up or otherwise confined. Rings and/or earrings may be taped or removed when operating machinery or powered equipment.

  • Use proper lifting techniques when manual material handling is required.

  • Report immediately any condition or practice which may pose a risk to people, equipment, property, materials or the facility to your supervisor.

  • Compressed air shall not be used to remove dust or dirt from clothing, or skin, for housekeeping, or in any manner which might cause direct contact with another person.

  • Electrical equipment or circuits are to be handled only by qualified and authorized personnel.

  • Do not operate any piece of equipment, forklift truck or other specialized piece of equipment unless you are a current licensed operator and adhere to all safe operating procedures and rules.

  • Do not operate equipment unless all guards are in place. No person shall remove or modify a warning device, guard, or guarding structure.

  • Flexible electric cords with damaged insulation, splices, exposed wire, or damaged plugs shall not be used.

  • Do not remove “danger or lock out tags” placed on machinery or equipment unless qualified to do so.

  • Before performing scheduled or unscheduled maintenance, repairs, modifications or inspections on equipment, machinery or piping, de-energize in accordance with our Lock-out/Tag-out procedure (As detailed in the Health & Safety Manual).

  • Working under or passing a suspended load is not permitted under any circumstance.

  • Safety devices on equipment must not be removed or made inoperative. Shut down and lock out equipment before cleaning, oiling, adjusting or repairing.

  • All defective tools or equipment are to be reported directly to the area supervisor. Do not attempt to repair any equipment, electrical equipment or wiring requiring a qualified and authorized person, unless you are qualified to do so.

  • “Rough Housing” or "Horse Play” is dangerous and will not be tolerated.

  • All hazardous materials are to be labeled as per the WHMIS regulations and are to be handled as prescribed in the work procedures or Material Safety Data Sheets.

  • Aisles must be kept clear. Materials, parts, tools, oil, grease, or other articles must not be left in aisles or wherever they may cause a tripping or slipping hazard to any person.

  • Protect yourself and fellow employees by helping keep work areas clean and tidy at all times. Do not leave food, refuse, wrappings or rags lying around.

  • All accidents, regardless of severity, personal or vehicular must be reported immediately to your supervisor.

  • All truck in dock stations must have its wheels chocked in accordance with the Wheel Chocking Policy.

Emergency Procedures

Familiarize yourself with the building exits and our company’s emergency procedures. If you discover a fire, operate the nearest fire alarm, or if no alarm is nearby, shout “FIRE”. If you hear the fire alarm, leave the building by the nearest available exit and go immediately to your designated assembly area.

If you are unable to respond to an emergency situation in accordance with the procedures due to an illness or disability please contact:

Randy Walsh Courtney Milne

Production & Facilities Manager HR Manager

Ph: 416-371-5129 Ph: 705-716-2214

Email: randyw@stone-tile.com Email:cmilne@stone-tile.com

You will be provided with individualized emergency procedures to assist you and to ensure your individual needs are met in the event of an emergency.

Please refer to the Fire Safety Plan for further details on emergency evacuation procedures.

Right to Refuse Unsafe Work

The health and safety of most Canadian workers is regulated by provincial legislations. While procedures and circumstance vary from province to province, workers have the legal right to a healthy and safe workplace, which includes the right to refuse unsafe work.

If you have reason to believe that any equipment, work process, condition, machine or device is likely to endanger you or a co-worker, you are to report the hazard to your Manager immediately. Reprisals will not be taken against any employee who acts in compliance with or seeks enforcement under the applicable provincial legislation.

Workers have the right to:

  • Know about workplace hazards and what to do about them

  • Participate in solving workplace health and safety problems

  • Refuse work they believe is unsafe

First Aid & On the Job Injuries

If you become injured or ill while at work, you are required to inform your Manager immediately. It is also your responsibility to immediately report any incident, accident or injury no matter how minor to your Manager. Failure to do so may result in discipline in accordance with the Progressive Discipline Policy. Qualified First Aid Attendants are available to properly provide first aid treatment to all injuries, and to document the necessary details. A list of qualified First Aid Attendants is posted on the Safety bulletin board on the warehouse floor. Transportation to the hospital or to a physician will be provided if you are injured during working hours and require medical attention.

If the employee seeks medical treatment after work or if time is lost from work beyond the day the occupational injury or illness occurred, the employee is to immediately contact your Manager and/or Human Resources to supply details of the incident. Medical documentation must be supplied by the employee to Human Resources (Functional Abilities Form) prior to returning to work.

If the employee is unable to return to regular duties, but able to return to modified work, documentation must be provided to the Company detailing functional abilities and the anticipated duration of modified work in order for the Company to assess it’s ability to accommodate. This process is outlined in the Return to Work Program. Failure to promptly report a job related injury or illness could jeopardize payment from WSIB.

Accident/Incident Investigations

Health Care and Lost Time incidents requiring investigation will be identified by the designated Health & Safety Representative, who will notify the appropriate Manager. The incident will be thoroughly investigated by both the Manager and a Worker Joint Health & Safety Committee Representative, to determine the causes. Effective counter measures will be taken to try to ensure that a similar incident does not occur again at Stone Tile.

Personal Protective Equipment (PPE)

Only Canadian Standard Association (CSA) approved safety glasses and safety shoes/boots are to be worn in the designated warehouse areas and/or other areas as required. Management will advise you of any personal protective equipment (PPE) that is required for your job. If you are not sure of the PPE required for any particular job, ask your Manager. Open-toed shoes are not permitted in any warehouse, production, or manufacturing areas.

Lifting Procedures

Employees are to follow the following procedures prior to lifting heavy or awkward objects:

  • Test the weight of the load before lifting by pushing the load along the floor or table.

  • Divide heavy loads into several lighter ones. Be especially careful with loads weighing over 25 lbs.

  • Get help with heavy, bulky, awkwardly shaped or large loads. Use carts or trolleys where possible to avoid carrying such loads.

  • Take particular care with smooth or slippery loads. Never lift if your hands are greasy or wet.

  • Wear protective gloves when lifting objects with sharp or projecting points.

Employees are required to follow the following procedures when lifting heavy or awkward objects:

  • Face the load.

  • Position your feet 6-12 inches apart with one foot slightly in front of the other.

  • Bend at the knees not at the back.

  • Keep your back straight.

  • Hold the object as close to your body as possible.

  • Perform lifting movements smoothly and gradually: do not jerk the load. Plan the lift so that you will not have to twist, turn or reach while holding the load.

  • If you must change direction while lifting or carrying the load pivot your feet and turn your entire body. Do not twist at the waist.

  • Do not carry loads that obstruct your vision.

  • Ensure your route is free of obstructions and areas of poor footing.

Office Safety

In addition to the following precautions should be taken within an office environment:

  • Desk drawers, filing and storage cabinets must be kept closed when not in use. Never open more than one drawer at a time to avoid tipping.

  • Maintain good housekeeping at all times.

  • Ask for assistance when receiving, transporting or stocking heavy objects.

  • All accidents, regardless of severity, personal or vehicular must be reported immediately to your supervisor.

  • Wear CSA approved safety shoes and/or glasses, as required, when entering the warehouse or production areas.

  • Ensure all electrical equipment is turned to the ‘off’ position before leaving at the end of your shift.

  • Exercise care when using cutting devices.

  • Ensure that all storage boxes are placed orderly, out of the way, and stored in a safe manner.

  • Use handcarts when moving heavy loads.

  • Ensure proper computer workstation set up comfortable seating and screen distance.

  • Floor, work areas, and hallways shall be kept clear of boxes, paper, electrical cords and telephone wires.

  • Sample boards and tiles are not to be left in aisles or doorways. All samples are to be returned to the sample desk or the respective carts available in the warehouse.

Drug and Alcohol Policy

  • Stone Tile International Inc. is committed to providing a safe, drug and alcohol-free workplace. Stone Tile International Inc. is aware that drug and alcohol dependencies are protected and recognized as grounds of mental, psychological and physical disability under the provincial and federal human rights regulations, and therefore considered to be prohibited grounds of discrimination.

    This Policy Shall:

    1. Define Alcohol and/or Drug Dependence;

    2. Define Recreational Use;

    3. Discuss Drug and/or Alcohol dependency;

    4. Provide employees with a set of expectations;

    5. Provide guidelines for the Accommodation Process.

  • Stone Tile International Inc. prides itself on providing a safe working environment for all of its employees. Employees under the influence of drugs or alcohol on the job can pose serious safety and health risks both to themselves and their coworkers.

    To help ensure a safe and healthy workplace, Stone Tile International Inc. reserves the right to prohibit certain items and substances from being brought to, or being present on company premises. Stone Tile International Inc. also strictly prohibits the use of non-prescribed drugs or alcohol during work hours and employees are further prohibited from reporting to work while under the influence of drugs or alcohol.

    Employees who fail to adhere to the above expectations or who engage in illegal activities such as selling drugs and/or alcohol while on (Company Premises) will be subject to disciplinary action up to and including termination of employment and referral to legal authorities.

  • Drug and/or Alcohol Dependency: is defined as a mental, physical or psychological dependence on drugs and/or alcohol that is considered as a mental, physical, and psychological disability and under Human Rights Law.

    Recreational Drug and/or Alcohol Use: with recreational use of drugs and/or alcohol, there is no mental, physical or psychological dependence, therefore, this is not considered a mental, physical or psychological disability under Human Rights Law.

  • Stone Tile International Inc. understands that employees may develop a chemical dependency to certain substance and that this is defined as a mental, physical and psychological disability. Stone Tile International Inc. promotes the early diagnosis of this disability and encourages employees with a dependency on alcohol or drugs to pursue medical and/or psychological treatment.

    Any employee who suspects that he/she might have an emerging drug or alcohol problem is expected to seek appropriate treatment promptly from one of the many resources in the community and/or Human Resources.

    Stone Tile International Inc. defines a rehabilitated drug user, alcoholic, or any individual engaged in a supervised drug or alcoholism rehabilitation program that is no longer using drugs or alcohol, as an employee with a disability.

    All medical information shall be kept confidential by Stone Tile International Inc.

  • Management

    • Shall identify any situations that may cause concern regarding an employee’s ability to safely perform his/her job functions.

    • If it is known or ought to have been known that an employee has a substance dependency, the employer shall accommodate the employee to the point of undue hardship.

    • Shall ensure any employee who asks for help due to a drug or alcohol dependence will not be disciplined for doing so.

    Employees

    • All employees are expected to abide by the provisions of this policy.

    • Employees are encouraged to communicate to their employer that they have a dependency or have had a dependency so that their rights are protected and they can be accommodated appropriately.

  • During the accommodation process, Stone Tile International Inc. will respect the dignity and privacy of the individual requesting accommodation. During this time, the following actions may occur:

    • The employee may take a leave of absence to seek assessment and treatment for a drug and/or alcohol dependency;

    • The employee will be allowed to return to work upon rehabilitation; and

    • Stone Tile International Inc. will accommodate relapses prior to, during, and post treatment, given the accommodation does not create undue hardship for Stone Tile International Inc.

    During the accommodation process, the employee shall:

    • Inform Stone Tile International Inc. if they are currently experiencing a drug and/or alcohol dependency;

    • Disclose previous problems with a drug and/or alcohol dependency only if it is relevant to their current job duties;

    • Provide medical documentation to confirm they have a drug and/or alcohol dependency; and

    • Fully cooperate with the recommendations of professional assessments.

    For more information, please refer to provincial and federal guidelines on drug and alcohol testing.

Smoking and Vaping Policy

“Stone Tile” the Company, maintains a commitment to the health and safety of all its employees. In the interest of promoting a safe and healthy work environment, effective immediately, Stone Tile has adopted Designated Smoking Areas which serve to comply with the smoking Regulations in Canada. These regulations include;  

  • Smoke-Free Ontario Act, 2017 and Toronto Municipal Code, Chapter 709, which prohibits smoking within a nine-metre radius surrounding any entrance or exit of a public building,

  • Alberta Tobacco, Smoking and Vaping Reduction Act, which prohibits smoking within a five-metre radius surrounding any entrance or exit of a public building,

  • British Columbia Tobacco and Vapour Products Control Act and Regulation, which prohibits smoking within a seven-metre radius surrounding any entrance or exit of a public building,

  • Quebec Tobacco Control Act, which prohibits smoking within a five-metre radius surrounding any entrance or exit of a public building.

    • Smoking - The act of lighting, inhaling or carrying of a lighted or smouldering cigar, cigarette or pipe of any kind.

    • Vaping – The act of inhaling and exhaling the vapour, emission or aerosol from an electronic device including but not limited to an electronic cigarette, cigar, cigarillo or pipe.

  • Smoking and vaping shall only be in appropriate Designated Smoking Areas.

    The policy and guidelines are applicable to all employees, guests, contractors and customers.

    This policy also extends to include company vehicles, and any hotel rooms or rental cars booked for company business purposes.

  • A list of designated outdoor smoking areas with any associated restrictions will be maintained and approved by Human Resources and will be posted in visible locations such as, entrances, and exits.

  • Stone Tile employees are permitted to smoke/Vape in designated smoking areas on regularly scheduled breaks.

    Employees who take unscheduled breaks for the purposes of smoking/vaping may be subject to disciplinary action.

  • In the event of a violation of this policy, Stone Tile may pursue disciplinary action up to, and including termination of employment. Employees that witness violations are required to report the infraction to their manager, or to Human Resources.

WHMIS

The Workplace Hazardous Materials Information System (WHMIS) was designed to give employers and employees information about hazardous materials used in the workplace. Under WHMIS there are three ways in which information on hazardous materials is to be provided:

1. Labels on the containers of hazardous materials;

2. Material safety data sheets;

3. Worker education

We maintain Material Safety Data Sheets (MSDS), which can be found at the Health & Safety Station in the Warehouse, for each potentially hazardous chemical used in our workplace. All employees will receive WHMIS training to inform, to identify and to advise of the proper procedure of safe handling of these materials.

Should you be unable to locate MSDS for a particular substance, please ask your supervisor for further information.