2. To provide residential landscape design and build
services, in a manner that ensures the clients’
experience of undertaking a landscaping venture, is
enjoyable, easy, and rewarding

3.  All new employees are subject to a probationary period of 90
days (does not guarantee employment for the full 90 days)
 Any employee who does not follow company rules may be
dismissed at any given time
 Intended to serve as an evaluation period for both TBG and the
new employee
 During probationary period, both parties may evaluate
whether their goals and visions for the company coincide

4.  Supervisors are responsible for ensuring crew members
clock in upon arrival on site and clock out prior to leaving
site (for all employees under their supervision)
 If any employee is working on another site, it is their
responsibility to inform the site supervisor to clock them
in and out
 Time sheets (keep in case of discrepancies)
 Lunch hour (automatic half-hour deduction)
 Biweekly pay period (every other Friday)

6.  Working Hours
- Start times - vary from 6:00 a.m. to 7:30 a.m.
- End times vary from 5:00 p.m. to 7:30 p.m.
- Dependent on the jobsite location and hours of daylight
- Scheduled work week is Monday to Friday, with some mandatory
scheduled Saturdays (approximately 8 per year).
- Dependent on project deadlines and weather conditions.
 Vacation Time Entitlement
- Vacation pay is 4% of the “gross” wages earned by the employee in the
stub period, and is paid out in each biweekly pay period
- The Employee may not take any ordinary vacation until after 3 months
of employment
- It is understood and agreed that any ordinary vacation is subject to
reasonable control over scheduling by the Employer.

7. Jury Duty
Serving on a jury when called is a civic duty and as such,
is recognized and supported by the Company. The
Company will grant jury duty leave to all employees
summoned to serve as a member of a jury. It is expected
that the employee will report to work when off for the
day or excused early.
It is the responsibility of the employee to notify the
principal immediately upon receipt of a jury duty
summons or court subpoena. A copy of the jury
summons is to be sent to management as soon as
received.

8.  Uniforms
- TBG t-shirt, safety approved work boots, and safety
approved eyewear
- Hats are optional but encouraged to wear sun-block and
hat in summer months
- T-shirts to remain on AT ALL TIMES
- No sweat pants allowed (pants must blue canvas)
 Smoking
- Absolutely no smoking in trucks, machines, indoors
- Only on breaks
- Clean up

10.  Every manager or supervisor’s door is open at any
time, to every individual employed by The Beach
Gardener Inc.
 Purpose - to encourage open communication and
feedback between both management and employees
regarding any issues of importance to each party
 Management at TBG is committed to addressing any
employee concerns or suggestions in a timely manner

11.  Every employee is responsible for submitting any
required paperwork or forms to the appropriate bodies
of the company for review, approval, and for record
keeping purposes
 Required paperwork is to be:
- Filled out correctly
- Complete when submitted
- Filled out neatly so that all handwriting is legible
- Submitted on time
 Follow-up action will be taken if paperwork is not handed
in

12.  TBG Landscape Inc. is committed to equality in
employment and prohibits unlawful or unfair
discrimination on the grounds of sex, race, sex
reassignment, disability, ethnic or national origin,
nationality, sexual orientation, marital status,
responsibility for dependents, religion or belief,
trade union activity or age
 Refer to Operations Manual

13.  TBG Landscape Inc. has a ZERO-TOLERANCE
policy for violence and unacceptable behaviours
 “Violence or unacceptable behaviours” include,
but are not limited to: physically harming
another, shoving, pushing, or other physical
assaults, stalking, threats, harassing, bullying,
emotional abuse, intimidation and other forms of
conduct that create anxiety, fear, and a climate of
distrust in the workplace

14.  Employee Responsibilities:
1. Respect all persons and property, and refrain from
behaviour that could be perceived as threatening,
harassing, intimidating, or dangerous to yourself or
others
2. Report violent acts, threats of violence, and
unacceptable behaviours to your immediate supervisor
3. Refrain from reporting false information or making
unfounded complaints against others
4. Cooperate and participate in efforts recommended to
resolve workplace concerns

15.  Supervisor Responsibilities:
1. Demonstrate respect for all employees and hold them
accountable for their behaviour
2. Refuse to tolerate harmful, threatening, intimidating,
harassing, disruptive or other inappropriate behaviour in the
workplace
3. Monitor, assess, and respond to employee complaints, credible
reports of threats, questionable behaviour or prohibited
conduct
4. Observe the warning signs of inappropriate or prohibited
behaviour and immediately report employee complaints and
other questionable actions
5. Preserve the confidentiality of employee complaints by
sharing information with only those who have a need to know

16.  TBG Landscape Inc. has a ZERO-TOLERANCE for
violations of the drug and alcohol policy. Any
violations of this policy can be ground for
IMMEDIATE suspension or termination of
employment
 What Substances Are Covered By This Policy?
- Illicit drugs
- Alcohol
- Medications

17.  PROHIBITED:
- use, possession, offering or sale of drugs or
paraphernalia
- Possession of prescribed medications without a
legally obtained prescription and distribution,
offering, or sale of prescription medications
(trafficking)
- Reporting for work under the influence
- Presence in the body of illicit drugs

18.  Prohibited:
- Reporting for duty under the influence
- Use of alcohol during the work day (meals and
breaks)
- Possession, distribution, offering, or sale of
alcohol
- Use of alcohol within eight hours of an accident
or until tested or advised by TBG

19.  Expected to use prescribed and over-the-counter
medications RESPONSIBILY
 Intentional misuse of medications (ex. using the
medication not as it has been prescribed, using
someone else’s prescription, combining medication
and alcohol against direction ) while on TBG
business, premises or worksites is PROHIBITED
 Medications of concern: those that inhibit or may
inhibit employee’s ability to perform job safely and
productively

20.  Other Responsibilities Relating to this
Policy:
- Call-in situations – (e.g.. snow and ice)
- Reporting
- Enabling
- Rehabilitation

21.  Ex. Snow and Ice removal
 Employees on-call are expected to be fit for work
and in compliance with TBG standards
 If unexpected circumstances arise where
individual is requested to perform unscheduled
services while under influence (illicit drugs,
alcohol or medications) it is their responsibility
to notify their supervisor and DECLINE work

22.  Reasonable cause to suspect that any co-worker,
vendor, subcontractor, customer, visitor at
workplace might be under the influence you
must report that person IMMEDIATELY to their
supervisor
 If supervisor suspected, you MUST report
suspicion IMMEDIATELY to company owner (or
Health and Safety rep)
 Always err on the side of caution

23.  Any employee, subcontractor, or supervisor
discovered to have ignored and/not reported
suspected or known incidents of drug and
alcohol abuse, will be considered to have enabled
the situation (just as guilty as the person under
the influence)
 TBG – ZERO-TOLERACE for enablers (can be
cause for immediate suspension or termination)

24.  TBG recognizes that dependence can affect some
persons similar to a disease and that treatment can
be used to successfully cure/treat dependence
 Encourage employees suffering from dependence to
take an active role in gaining control over
dependence
 Dependence will not be tolerated as an excuse for
poor or unsafe performance
 Expected to seek advice and follow treatment
program immediately

25. TBG Landscape Inc. is committed to supporting and being
‘green’ to our environment. We recognize that activities of
the organization could have a significant impact on the
environment. We embrace our responsibility to minimize
this impact and are offering innovative solutions that protect
and sustain the environment. We promise to operate in
compliance with all relevant environmental legislation and
we will strive to use pollution prevention and environmental
best practices in all we do
Refer to Operations Manual

26. Office Telephones
- Answer calls promptly and courteously (always
identify yourself to the caller)
- No personal toll or long distance calls are to be made
unless authorized by the supervisor
- Limit personal calls during working hours

27. Company Issued Electronic Devices
- Allocated to names employees who will remain responsible for their
use
- Personal calls are not permitted. Any charges to TBG resulting from
personal calls will be deducted from the employee’s biweekly pay
- Text messaging is not permitted. The use of Blackberry Messenger
(BBM), may be used, but charges resulting from messages for any
other portal will be deducted from the employee’s biweekly pay
- Expected to be used in safe areas and to ensure the timing of their
use is safe

28. Company Issued Electronic Devices Continued…
- Employees are advised not to let others use the company issued electronic
device unless it is for an emergency situation
- Each BlackBerry shall be provided with a protective Otter Box and it should
not be removed at any time
- Employee will be responsible for any charges resulting from the
replacement of a lost or device, or any damages caused to the device
(charges will be deducted from the employee’s biweekly pay)
- Provided for business purposes, and therefore, TBG maintains the right to
monitor usage when there is a suspicion of improper use
- Employees will be responsible for charges where policy violations exist

29. Safe Use of Electronic Devices While Driving
- TBG prohibits the use of electronic devices while driving, unless fitted with a hands-free
device
- Employees whose job responsibilities include regular or occasional driving and who are
issued electronic devices for work-related use are expected to refrain from using their
device while driving
- Safety must come before all other concerns
- Employees charged with traffic violations resulting from the use of their electronic
device while driving will be solely responsible for all liabilities that result from such
actions
- Sanctions
- Failure to company with the guidelines set out in this policy will result in sanctions
ranging from disciplinary action to potential civil and criminal liability

30. Purpose:
Inhibit unacceptable behaviour in the workplace by
imposing sanctions on employees who violate company
Health & Safety policies and procedures or other
fundamental workplace standards
 Disciplinary action of this policy will be used as
corrective action – intent to encourage employee to act in
compliance with TBG’s health & safety
policies/procedures and other standards
 Will not be used as a form of punishment

31. TBG is committed to ensuring that discipline
applied is considered reasonable in relation to:
(i) The offence committed (e.g. initial offences may
warrant mild discipline, while repeat offences or
extreme health & safety violations may result in
more serious discipline)
(ii) The employee to which the corrective action is
applied (e.g. length of service, previous
discipline record, etc.)

32. TBG is committed to appointing competent supervisors to
ensure compliance with health & safety standards. All TBG
supervisors are expected to act in compliance with their
duties under the Occupational Health & Safety Act (OHSA)
This includes, ensuring that a worker:
(a) “works in the manner and with the protective devices,
measures and procedures required by [the] Act and the
regulations; and
(b) uses or wears the equipment, protective devices or
clothing that the worker’s employer requires to be used
or worn”

33. In addition, a TBG supervisor shall:
(a) “advise a worker of the existence of any
potential or actual danger to the health or safety
of the worker of which the supervisor is aware;
(b) where so prescribed, provide a worker with
written instructions as to the measures and
procedures to be taken for protection of the
worker and;
(c) take every precaution reasonable in the
circumstances for the protection of a worker”

34. First Offence: Verbal Warning
 The employee is given a verbal warning
 The employee is advised that the next infraction will result in a
written warning
 The verbal warning is documented and kept in the employee’s
personnel file
Second Offence: Written Warning
 The employee is given a written warning
 The written warning includes notification that the next infraction will
result in a 3 day suspension from work without pay
 A copy of the written warning is kept in the employee’s personnel file

35. Third Offence: Suspension
 The employee is dismissed for the remainder of the day and an
additional two day suspension without pay
 The suspension is confirmed in writing
 The suspension confirmation includes notification that the next
infraction will result in an immediate and permanent dismissal
 A copy of the suspension confirmation is kept in the employee’s
personnel file
Fourth Offence: Dismissal
 The employee is dismissed immediately
 The dismissal is confirmed in writing (via mail)
 A copy of the dismissal is kept in the employee’s personnel file

36.  All TBG employees must fill out and submit an expense report,
in order to receive reimbursement for any expenses occurred
on behalf of the company
 What needs to be included:
- Jobsite
- Material purchased
- Quantity
- Type of Work
- Total cost (with attached receipt)
- Payment Method
 Any employee that fails to submit an expense report, including
these specific details, will not be eligible for reimbursement

37. Each employee :
Responsible for obtaining and submitting the original receipt
copy for any purchase made with any credit card under The
Beach Gardener Inc. company name, or any purchase made
with cash/credit on behalf of The Beach Gardener Inc.
The back of the original receipt copy :
- must include the company stamp and the specific details
of the purchase
Failure to submit a receipt will result in disciplinary action.

38. Non-Competition Agreement:
“You agree to refrain from soliciting work from any of The
Beach Gardener Inc. clientele for a period of 5 years. In
addition, as an employee of TBG, taking part in any side
work is strictly prohibited, and grounds for immediate
dismissal. Side work refers to any paid work from
participating in any contracting or landscaping services
outside of your employment with The Beach Gardener Inc.”

39. The purpose of this policy is to ensure the safety of those individuals who
operate company vehicles + mobile equipment. Vehicle + mobile equipment
accidents are costly to our company, but more importantly, they may result in
injury to yourself or others. It is the responsibility of the driver to drive in a safe
manner and drive defensively to prevent injuries and property damage.
Operator Qualifications
All individuals who operate company vehicles + mobile equipment must have the
appropriate skills, certification and/or license.
A qualified operator must:
 Possess a valid driver’s license appropriate for the type of vehicle or mobile
equipment
 Successfully complete a practical operating exam administered by competent
and authorized personnel

40. Driver Eligibility
 Company vehicles and mobile equipment are to be
operated by authorized employees only, expect in
emergencies or repair testing by a mechanic. Spouses or
family members are not authorized to operate company
vehicles or mobile equipment.
 Any employee who has had their driver’s license revoked
or suspended must immediately notify their Supervisor
and discontinue operation of the company vehicle or
mobile equipment. Failure to do so may result in
disciplinary action, including dismissal.

41. Operator Safety Rules
The operator should be knowledgeable of the following:
 Their responsibilities to operate the vehicle or mobile
equipment in a safe manner
 Familiarity and comprehension of safety requirements for the
vehicle or mobile equipment which they intend to operate
 Manufacture’s operating and maintenance procedures
 How to communicate to maintenance personnel when there is
a problem with a vehicle or mobile equipment

42. Vehicle + Mobile Equipment Maintenance
Vehicle + mobile equipment operators must take all
reasonable steps to ensure daily inspections have been
carried out in accordance with company regulations.
All mobile equipment is to be inspected and maintained
according to the inspection schedule as a minimum.
Records of all inspections and maintenance are
completed and maintained for review and approval.

43. What is to be Done in Case of an Accident
In an attempt to minimize the results of an accident, the driver must prevent further damage or injuries
and obtain all pertinent information and report it accurately.
1. Call for medical aid, if necessary
2. Secure accident scene – pull onto shoulder or side of the road
3. Call the police. All accidents, regardless of severity, must be reported to the police
4. Record names and addresses of driver, witnesses, and occupants of the other vehicles and any
medical personnel who may arrive at the scene
5. Record the following information:
 License number of the other driver
 Insurance company names and policy numbers of other vehicles
 Make, year, model of other vehicles
 Date and time of accident
 Overall road and weather conditions
6. Draw a diagram of the accident scene and note the street names and locations of traffic signs,
signals, etc.
7. Do not discuss the accident with anyone at the scene except the police. Do NOT accept any
responsibility for the accident. DON’T argue with anyone
8. Provide the other party with your name, address, phone number, driver’s license number, and
insurance information
9. Immediately report the accident to your Supervisor and provide a copy of the accident and/or your
written description of the accident

44. Purpose of this Policy
To provide a standard practice for defining responsibility for
maintenance and the reporting of company vehicles and equipment
including the management of all related operating costs.
Vehicle + Equipment Maintenance Policy
The Beach Gardener Inc. (TBG) is committed to ensuring compliance
with local regulations and authorities pertaining to the maintenance of
all company vehicles and equipment, licensing/permits, insurance and
inspections.
Vehicles, equipment and parts will be purchased to ensure our
equipment is in compliance with regulated standards. All repairs will be
performed in a manner that ensures these standards are maintained.

45. The Beach Gardener Inc. privacy policy is designed to assist
you in understanding how we collect and use the personal
information you provide to us.
How do we collect personal information?
We obtain the personal information we collect directly from
the potential employee or contractor. During the application
process, most potential employees and contractors provide
us with a resume, which includes personal information,
skills and experience. They also may complete our
Employment Application form. Once a candidate is hired,
they are required to complete our Employee Information
form.

46. Type of information we collect and hold
The personal information we collect is related to the practice of
hiring and employment:
 Personal information is collected and recorded from potential
employees and contractors for the purpose of hiring and
reference checking
 All personal information that is normally required to be
transferred between an employee and an employer in the
context of an employment relationship, including but not
limited to, personal address, tax information, banking details,
skills, experience and information that might be relevant to a
worker’s compensation claim

47. Purpose for collecting and holding personal information
We collect and hold personal information of potential employees, contractors and
current/previous employees to:
 Gain a comprehensive understanding of skills and experience
 Conduct an independent verification of skills and experience through reference checks
 Assess suitability for positions we are seeking to fill or positions that may come
available in the future
 For payroll, filling of tax information and filling worker’s compensation claims
We provide every effort through physical and technological security measures to protect
personal information from unauthorized access, modifications and disclosure.
Disclosing of your personal information
 We do not disclose the personal information of potential employees, contractors or
current/previous employees, expect where it is required by law.

50.  Employer and Senior Management (OHSA Section 25 &
Section 26)
 Supervisor (OHSA Section 27)
 Employees/Workers (OHSA Section 28)
 JHSC
 Health and Safety Representatives
Refer to OH&S Act and Regulations

51. 27. (1) A supervisor shall ensure that a worker,
(a) works in the manner and with the protective devices, measures and procedures
required by this Act and the regulations; and
(b) uses or wears the equipment, protective devices or clothing that the worker’s
employer requires to be used or worn
(2) Without limiting the duty imposed by subsection (1),
a supervisor shall,
(a) advise a worker of the existence of any potential or actual danger to the health and
safety of the worker of which the supervisor is aware;
(b) where so prescribed, provide a worker with written instructions as to the measures
and procedures to be taken for the protection of the worker;
(c) take every precaution reasonable in the circumstances for the protection of the
worker

52. 28. (1) A worker shall,
(a) work in compliance with the provisions of this Act and the
regulations;
(b) use or wear the equipment, protective devices or clothing that the
worker’s employer requires to be used or work;
(c) report to his or her employer or supervisor the absence of or defect
in any equipment or protective device of which the worker is aware
and which may endanger himself, herself or another worker; and
(d) report to his or her employer or supervisor any contravention of
this Act or the regulations or the existence of any hazard of which he
or she knows

53. 28. (2) No worker shall,
(a) remove or make ineffective any protective device required by the
regulations or by his or her employer, without providing an
adequate temporary protective device and when the need for
removing or making ineffective protective device has ceased, the
protective device shall be replaced immediately;
(b) use or operate any equipment, machine, device or thing or work in a
manner that may endanger himself, herself or any other worker; or
(c) engage in any prank, contest, feat of strength, unnecessary running
or rough and boisterous conduct
(3) A worker is not required to participate in a prescribed medical
surveillance program unless the worker consents to do so

55.  Supervisor Responsibilities:
- Ensure all employees and visitors on site wear approved safety
footwear, approved hard hats, and approved safety glasses
- Employees are trained in use and care of PPE they are using
- PPE is cleaned and inspected regularly
- Defective or damaged equipment is removed from service
- PPE requirements are communicated to all new hires,
subcontractors, and visitors to the site

56.  Employee Responsibilities:
- Purchase and come to site wearing approved safety footwear
(employee provided), approved hard hats (TBG provided),
approved safety glasses (TBG provided)
- PPE is worn whenever necessary
- PPE is cleaned and inspected regularly
- Defective and damaged equipment is removed from service
- Participate in PPE training
- Not to remove or make ineffective any protective device
required by regulation or employer

58. TBG Landscape Inc. values the safety and well-being
of our employees and will work with them to provide
every reasonable safety measure possible. In pursuit
of our high-safety standards, and in compliance with
Federal and Provincial compliance regulations, TBG
Landscape Inc. will provide WHMIS (Workplace
Hazardous Materials Information System) training
for all employees.

59. TBG Landscape Inc. will:
1. Meet all provincial legislative standards as outlined in
the Occupational Health and Safety Act and will ensure
that information and training on hazardous materials is
provided to all staff
2. Ensure that all containers that hold hazardous materials
have appropriate labels and are no more than three years
old
3. Ensure that that Material Safety Data Sheets (MSDS) are
available to provide additional information and detail hazard
and precautionary information

60. 4. Ensure that all workplace hazardous materials include
Supplier labels, and that suppliers provide the appropriate
supplier labels and MSDS
5. Ensure that workers will have full access to supplier labels
and MSDS information

61. In accordance with the Occupational Health and Safety Act,
R.R.O. 1990, REGULATION 860, 7. (1), TBG Landscape Inc. is
committed to ensuring that each employee is instructed on:
(a) the contents required on a supplier label and workplace
label, and the purpose and significance of the
information contained on the labels;
(b) the contents required on a material safety data sheet and
the purpose and significance of the information
contained on a material safety data sheet

62. (c) procedures for the safe use, storage, handling and disposal of a
controlled product
(d) procedures for the safe use, storage, handling and disposal of a
controlled product when it is contained or transferred
(e) procedures to be followed when fugitive emissions are
present; and
(f) procedures to be followed in case of an emergency involving a
controlled product
*WHMIS training for all TBG Landscape Inc. employees will be
administered through an online training course provided by Landscape
Management Network (LMN)

63.  Every TBG Landscape Inc. employee must
participate in WHMIS training and education
 Employees must report any violation of the Act or
regulations to their immediate supervisor, Human
Resources, or JHSC representative
 Employees shall inform their immediate
supervisor, Human Resources, or JHSC
representative in the event that they do not have
the proper information on a controlled product
(i.e. the MSDS is missing, damaged, or illegible)

64.  Purpose:
A hazard, if not corrected can cause accidents and
incidents. Hazard Reporting form is designed to be
used to stop accidents before they occur
 Objective:
Eliminate the possibility of accidents/incidents due to
hazards that have not been identified

65.  Employees:
Be aware of surroundings. Responsible for inspecting worksite prior to beginning
work
- Verbally report any perceived hazard to Supervisor
- Provide supervisor with recommendations on how to eliminate or control the
hazard
- Escalate the issue to management if Supervisor does not respond
 Supervisor:
Discuss the hazard and controls with employees and complete Hazard Reporting Form
- Respond to employee concerns within 24 hours, if “A” hazard, immediately
- Take corrective action to address hazard concern
- Provide a copy of the Hazard Reporting form to Management

66.  Management:
- Ensure action is taken to reduce/eliminate the hazard
- Initial (sign) the Hazard Reporting Form
Email: safety@tbglandscape.com

68. “A” Hazard
- Immediate risk to worker health + safety
- High exposure to risk
- Potential for severe injury
- Failure to comply with government health + safety laws and regulations
“B” Hazard
- Potential risk to worker health + safety
- Moderate exposure to risk
- Potential for moderate injury
- Failure to comply with recommended work practices
“C” Hazard
- Low immediate risk to worker health + safety
- Low exposure to risk
- Potential for long-term injury due to repeated exposure to risk

69. A hazard analysis will assist in determining:
 What are the steps in the work activity
 What are the potential hazards in the work activity
 What are the protective measures for the safety of our workers
assigned to infrequently performed work activities
To properly conduct a hazard analysis, the following
resources could be consulted:
 Legislation
 Existing practices and procedures
 Previous accident reports
 Worker knowledge – unsafe conditions, known hazards

70. 1. Breakdown of work activity
Work activity is a segment of the operation necessary to advance the
work
- Supervisor identifies the work activity for hazard analysis
- Supervisor in charge of the activity will breakdown the activity
into steps in the correct sequence; with assistance from others as
required
2. Identify potential hazards
Identify work activities with potential for injury and illness. Within
these work activities, identify specific hazards that exist. Hazard
identification is based on observation of the job, previous knowledge
of accident and injury causes and personal experience
- Potential hazards are identified for each work activity

71. 3. Hazard risk rating (The A, B, C classification system is used to assess the level of risk)
Factors in assigning a job hazard rating include:
- Accident frequency and severity
- Potential for severe injury or illness
- Newly established jobs
- Modified jobs
- Infrequently performed jobs
4. Preventative measures and controls
When all hazards have been identified, determine ways to eliminate or control the hazards
- Eliminate hazard: most effective measure
- Contain the hazard: if the hazard cannot be eliminated, then prevent contact
- Revising work procedures: modify steps that are hazardous or add additional steps to
provide safety

72. 5. Communication of job hazard analysis to workers
- Upon completion of job hazard analysis,
communicate the results with all workers who are, or
will be, performing the job.
- Ensure all the basic steps have been discussed and
suitable controls are in place
- Workers and supervisor must sign the document
- Supervisors are responsible for ensuring that
workers are following the appropriate control
procedures

78. Purpose of a lock-out: to ensure that all energy
sources are isolated and effectively controlled prior to
any work being on or in close proximity to machinery or
equipment.
Lock-out: Physically neutralize all energies in a piece of
equipment prior to performing maintenance or repair
work. Lock-outs generally involve:
 Stopping all energy flows
 Locking switches and valves
 Securing the machine, device or power transmission
line in a de-energized state

79. Isolation Procedure for all Energy Sources:
Prior to starting work on any machinery, equipment
or process, it is required to isolate the energy
source using the five-step process: Lock, Tag, Clear,
Try and Release.
Equipment removed from service because of safety
concerns must be locked, tagged, cleared and tried
by the person in charge of the work to ensure that it
cannot be used.

80. Step 1: Lock
1.1 Person in charge will notify all affected personnel of
the extent and duration of the shutdown.
1.2 Person in charge will ensure that all machinery ,
equipment and process are shutdown, locked, and
tagged.
1. Employees working on or near equipment must place
their assigned lock and tag at the lockout point(s).

81. Step 2: Tag
2.1 Tag must be securely attached to each lock
2.2 The tag must be made on non-conductive material
2.3 The tag must include the words “DO NOT OPERATE,”
the name of the worker and date of lockout
Step 3: Clear
3.1 The person in charge will clear the machinery,
equipment or process of any hazards or people

82. Step 4: Try
4.1 The person in charge will try to activate the equipment once he/she is certain
that all energy sources are locked-out, tagged and clear.
(a) Operate equipment controls to ensure the machinery, equipment or process
will not activate
(b) Ensure the machinery, equipment or process are returned to the off or
neutral position after test
(c) Relieve/restrain any residual/stored energy and ground electrical energy
stored in capacitors
(d) Visually check to determine energy sources have been neutralized and test
with appropriate test equipment

83. Step 5: Release
5.1 The person in charge will release the equipment for repairs
once he/she has assessed that everything is properly locked out
5.2 The individual employees lock and tag must remain on any
system until:
(a) Repair of the system is complete and is safe to operate
(b) Responsibility for the system has been turned over to another
employee and the lock and tag of the employee accepting the
responsibility is securely attached to the equipment

88. Definitions:
Near Miss – situation where injury or damage did not occur but could have if the
conditions were slightly different
Lost Time Injury – any injury that prevents the employee from coming to work the day
following the injury
Occupational Illness – employee’s health is impaired, resulting from exposure in the
workplace
Incident – property is damaged but no injury to employee
Medical Aid – medical treatment is given by a doctor, but the injury only requires the
day the injury occurred off
First Aid – injuries that can be treated on the job without any days off

90.  Responsibilities:
Employees – required to report all accidents/incidents immediately to their immediate
supervisor
Supervisors – required to conduct initial investigation and submit reports using the
Accident/Incident Report + Investigation Form
Management Team – required to determine if there is need, and if necessary, carry out a
detailed investigation. Also required to determine the cause, recommend corrective action and
report to owner
Joint Health and Safety Committee – required to carry out a detailed investigation,
identify hazards, determine the cause and recommend corrective action. JHSC participation offers
employees assurance that the investigation is a fact-finding not fault-finding exercise
Owner – required to review all reports, determine corrective action and ensure the correction
is implemented

91.  Procedure:
1. Employee immediately reports work related accident to supervisor
2. Administer first aid, as required. If medical aid is required, arrange
transportation for injured employee
3. Provide injured employee with Return to Work package as soon as
possible after injury
4. Eliminate hazard, if possible, or if employee is critically injured,
preserve the accident scene
5. Management team with JHSC will immediately investigate and complete
Accident/Incident Report
6. Owner will review the Accident/Incident report and Investigation form
and ensure corrective action is implemented. Copies will be sent to
appropriate bodies

93. TBG employees with First Aid Certification:
 Danielle O’Neill- TBG Office
 Eric Faulds - Supervisor
 Brock Kiely - Mattias’ Crew
 Joe Ash - Solaris
 Andrew Todd - Solaris
 Kelly Cronin - Tuxedo Lake
 Fraser Cossar - Tuxedo Lake
 Matthew Powless - Solaris
 David Douglas - Mattias’ Crew
 Melissa Rowley - Mike Wood’s Crew
 Joe Jones - Frank Dusseault’s Crew
 Chris O’Neill - Supervisor

94. “TBG will provide transportation to the hospital,
doctor’s office or employee’s home, following an illness
of injury”
Method of transportation
Refusal of transportation
Responsibilities of the individual accompanying the
injured employee

97. Definition:
Process or strategy of safely returning employees to the
workplace in a timely manner. The goal is to return the
employee to their pre-injury position through complete
cooperation of employee and employer
Purpose:
Cooperate with all employees who have been injured on a
jobsite and provide a modified work program to ensure an
early and safe return to work

98. Early and Safe Return to Work Program
1. Maintaining contact with injured employees and their health care provider(s)
to determine when they may be able to return to work
2. Offering modified work that allows employees to stay employed
3. Using the WSIB’s Functional Abilities form to assess limitations and provide
work that is within the employee’s abilities
4. Maintaining contact and working with the WSIB to bring injured employees
back to work
5. Making sure that employees are aware of the company’s ESRTW program so
they know modified work is available if they are injured

99. Roles and Responsibilities:
Employer will:
1. Contact injured employee, remain in regular contact, offer modified
work, and pay full wages on the day which the injury occurred
2. Provide WSIB information, as required
3. Provide employee with Functional Abilities form for completion by
health care provider
4. Inform injured employees about the Return to Work program
5. Set specific timelines for the employee’s return to work
6. Review the employee’s progress regularly and advise employee of their
obligations to cooperate

100. Role and Responsibilities:
Employee Will:
1. Contact/notify the supervisor/office immediately of any injury
2. Stay in regular contact
3. Cooperate in identifying suitable modified work
4. Provide WSIB information, when requested
5. Return within 24 hours with the Functional Abilities form
completed by health care provider
6. Assist employer in developing an early and safe return to work

101. Role and Responsibilities:
The injured employee’s Health Care Provider
will:
1. Provide timely health/medical and functional
abilities information
2. Fill out the Functional Abilities form to be
returned to the employer
3. Make timely decisions on benefits and return to
work

102. Role and Responsibilities:
The WSIB will:
1. Explain what to expect through the RTW process
2. Educate both worker and employer on what they are expected to
do
3. Explain the rights and obligations of the worker
4. Explain who you can ask for help
5. Monitor the worker’s activity, progress, and cooperation between
employer and worker
6. Obtain and clarify functional abilities information
7. Help resolve difficulties and disputes through the process
8. Provide ergonomic and/or mediation services, and/or site visits to
help you and your employer through the process
9. Make decisions on all claim-related and compliance issues

103. Goals:
1. Evaluate each employee’s situation based on their health care
provider’s report and recommendations and provide modified
work to suit the degree of injury
2. Assist and encourage employees to return to their pre-injury
position, when possible
3. Identify suitable positions for accommodating injured
employees in order to help facilitate the early and safe return to
work program

104.  Employee will immediately report any work related accident/injury to their
immediate supervisor or JHSC rep
 Supervisor will carry out any necessary first aid treatment and call and
ambulance immediately
 If no ambulance is necessary, supervisor will escort injured employee to the
employee’s home, the nearest clinic, or the hospital
 Supervisor or JHSC rep will provide injured employee with a copy of the
Functional Abilities Form which must be completed by the health care
provider and submitted back to the TBG office within 24 hours
 Supervisor will notify the Health and Safety Coordinator about the injury as
soon as possible, who, in turn, will complete and send a Form 7 to WSIB
(within 3 days of being informed about the accident/incident)

105.  Supervisor and JHSC rep will complete and submit the Accident/Incident Reporting
Form, following a detailed investigation of the event
 Injured employee will return the completed Functional Abilities Form within 24 hours
 Owner, supervisor, and Health and Safety Coordinator will review and assess any
physical limitations set out in the FAF by the injured employee’s health care provider
 Based on the assessment of any physical limitations, recommendations of available
modified work will be made to the injured employee
 If employee accepts modified work, the supervisor and Health and Safety Rep will get
the employee started and monitor and assess the employee’s progress on a continual
basis
 If recommended modified work is declined, the supervisor and Health and Safety Rep
will inform the injured worker that the case will be forwarded to the WSIB for a
resolve

106. A change or modification to the job or workplace so
that the work is within the injured employee’s
functional capabilities and the risk of injury is
reduced.
Types of Accommodations
Restructure position Anti-vibration tools Light shop work, clean-up
Re-assign duties Work platforms Light brush work, painting
Reduced hours Chair with back support Delivery driving
Frequent rest periods Heavy tools at waist height Training in selected field

107. The TBG Return to Work Package will include:
1. Letter to the injured worker
2. Letter to the health practitioner
3. Functional Abilities Form
4. Return to Work Case Plan
5. Return to Work Contact Log

108. As part of an employee’s general responsibility to
ensure their own health and safety, every employee has
a right under the Act to refuse to do any work that they
believe is likely to cause them serious harm.

109. The Occupational Health + Safety Act (OHSA) states:
(3) A worker may refuse to work or do particular work where he or she has
reason to believe that,
(a) Any equipment, machine, device or thing he or she is to use or operate is
likely to endanger himself, herself or another worker
(b) The physical condition of the workplace or the part thereof in which he
or she works or is to work is likely to endanger himself or herself; or
(c) Any equipment, machine, device or thing he or she is to use or operate
or the physical condition of the workplace or the part thereof in which
he or she works or is to work is in contravention of the Act or the
regulations and such contravention is likely to endanger himself, herself
or another worker

110. (4) Upon refusing to work or do particular work, the worker shall
promptly report the circumstances of the refusal to the worker’s
employer or supervisor who shall forthwith investigate the report in
the presence of the worker and, if there is such a presence of one of,
(a) A committee member who represents workers, if any;
(b) A health and safety representative, if any; or
(c) A worker who because of knowledge, experience and training is
selected by a trade union that represents the worker, or if there
is no trade union, is selected by the workers to represent them
Who shall be made available and who shall attend without delay

111. Worker to Remain Near Work Station
R.S.O. 1990, c.0.1, s. 43(5)
Refusal to Work Following Investigation
R.S.O. 1990, c.0.1, s. 43(6)
Investigation by Inspector
R.S.O. 1990, c.0.1, s. 43(7)
Decision of Inspector
R.S.O. 1990, c.0.1, s. 43(8) and 43(9)
Worker to Remain at a Safe Place Pending Decision
R.S.O. 1990, c.0.1, s. 43(10)
Duty to Advise Other Workers
R.S.O. 1990, c.0.1, s. 43(11) and 43(12)

112. In certain circumstances, members of the Joint
Health and Safety Committee who are “certified”
have the right to stop work that is dangerous to any
worker. The Act sets out these circumstances and
how the right to stop work can be exercised.
Occupation Health and Safety Act (OHSA):
Sections 44 and 45

113. In compliance with current government legislation,
all employees have a right to participate in matters
affecting workplace health and safety. A condition
of the Act which makes employees involvement
possible is the requirement for a joint (labor and
management) health and safety committee (JHSC).

114. Joint Health + Safety Committee
 Workplaces that employ 20 or more employees on a
regular basis have a legal requirement to form a Joint
Health + Safety committee.
 At minimum, the committee must have one (1)
individual representing management and one (1)
individual representing the employees.

115. Joint Health + Safety Committee Duties
The following is a brief description of the Joint Health + Safety Committees
duties:
 Meet, at minimum, once (1) every three (3) months
 Record minutes of meetings
 Perform monthly inspections of work areas to identify hazards
 Provide management with findings and written recommendations from
monthly inspections
 Support the Safety program
 Review inspection and accident reports

116. Right to Participate
To exercise your right to participate, contact
management to join the Joint Health + Safety
Committee

117. Worker Members Management Members
Andrew Todd (Certified) Mattias Soderqvist (Certified)
Joel Cross Danielle O’Neill (Certified)
Fraser Cossar (Certified) Jim Bradley
Timothy Fass
Melissa Rowley
Cody Battams
Jeffrey Bolingbroke
Maurice Pratt
Adam Youmans
Scott Agnew

118.  LMN assigned courses are mandatory for ALL
EMPLOYEES
 Employees will be paid 30 minutes/course
upon completion
 New employees must complete all required
courses within 3-month probationary period

119. Working Near Power Lines
Job Site Inspection Policy
Joint Health and Safety Committee (JHSC)
Snow Operations
Refer to Operations Manual