HEALTH & SAFETY

HANDBOOK
INCLUDING VIOLENCE AND HARASSMENT POLICIES

Carefully review this handbook prior to starting your

assignment.

Your health and safety is our top priority—including both

physical health and emotional well-being. It’s a joint
responsibility between you, our client and our firm.

Take an active role in evaluating your work environment and

promptly report any concerns regarding your overall safety.

Contact our Health & Safety Advisor: Lynda Connerty at

613.690.8944 with questions or to report an injury or incident.
 CONTENTS
Altis’ Health and Safety Responsibilities Page 3

Health and Safety Duties Page 4

Your Health and Safety Rights and Responsibilities Pages 5-6

Your Right to Refuse Unsafe Work Page 7

Reporting Accidents or Injuries/Illness Page 8

Hazards in the Workplace Page 9

MSDs (Musculoskeletal Disorders) Page 10

Office Ergonomics Pages 11-12

Lifting and Carrying Page 13

Slips, Trips and Falls Page 14

Driving for Work Page 15

Sports and Other Activities Page 16

Machinery and Office Equipment Pages 17

Emotional Safety: Preventing Workplace Violence and

Page 18-23
Workplace Harassment

Fire Protection and Emergency Evacuations Page 24

WHMIS (Workplace Hazardous Materials Information System) Page 25

Young Workers Safety Page 26

Who to Call Page 27

Additional Resources Pages 28

Appendices Pages 29-34

 3

ALTIS’ HEALTH AND SAFETY RESPONSIBILITIES

Altis is committed to protecting you from injury, occupational hazards and unacceptable
workplace conduct including harassment and/or violence. We are committed to meeting or
exceeding the requirements, duties and standards set by the Occupational Health and
Safety Act and the Workers Compensation Act and their applicable regulations.

Your safety is a top priority in the workplace because:

An injury that results from carelessness can hurt you or a fellow worker;
Time and money lost can put a strain on you;
Lifestyle and overall wellness can be affected;
An injury can result in a change in profession; and
Emotional issues resulting from unreported violence or harassment in the workplace can
have long-term consequences.

Our company policy:

Complies with the Occupational Health and Safety Act and the Workers Compensation
Act and other regulations affecting health and safety;
Establishes, monitors, and reviews health and safety policies and procedures;
Designs, establishes and maintains safe and healthy working conditions;
Integrates health and safety into organizational practices and activities; and
Conducts injury or incident investigations as warranted.

Altis will work with you (our temporary employees), internal team members and clients to
promote awareness and education of health and safety at work.

All temporary employees, contractors and consultants are expected to work in a safe
manner and report any unsafe working conditions to their work site Supervisor and our
company. Our team members will work with our clients to provide a healthy and safe
working environment for our temporary employees.

Kathryn Tremblay
Co-Founder & CEO
 4

HEALTH AND SAFETY DUTIES

An integral part of our Health and Safety Management System is to ensure that every employee
in the workplace knows their individual rights and responsibilities.

Duties of the Worker

Follow the law and the workplace health and safety policies and procedures;
Always wear or use protective equipment that is required;
Work and act in a manner that won’t cause injury to yourself or other workers; and
Report any hazard found in the workplace to a supervisor.

Duties of the Supervisor

Tell workers about hazards and dangers in the workplace and show them how to work
safely;
Ensure workers follow the law and the workplace health and safety policies and procedures;
Ensure workers wear and use the proper protective equipment; and
Do everything reasonable to keep workers from getting hurt or sick on the job.

Duties of the Employer

Ensure workers know about hazards and dangers in the workplace and how to work safely;
Make sure every supervisor knows how to take care of health and safety on the job;
Create health and safety policies and procedures for the workplace;
Ensure supervisors and workers know and follow health and safety procedures;
Make sure workers wear and use the proper protective equipment; and
Do everything reasonable to keep workers from getting hurt or sick on the job.
 5

YOUR HEALTH AND SAFETY RIGHTS

AND RESPONSIBILITIES
An integral part of our health and safety activities is to ensure that all temporary employees in
every workplace know their individual rights and responsibilities relating to their workplace
safety and wellness.

Safety is a major priority in the workplace. An injury that results from carelessness can hurt you
or a fellow worker, and the time and money lost can put a strain on you. Lifestyle and overall
wellness can be affected, and the injury can result in a change in profession. Emotional safety is
as important as physical safety given the lasting effects of harassment or violence in the
workplace.

YOUR RIGHTS
The Occupational Health and Safety Act and Workers Compensation Act recognizes the
workplace employer has a right to manage and direct the workforce and control the production
process that must be accomplished in a safe manner. To ensure this is achieved, the Acts
provide a balance that gives the worker four basic rights:

1. The Right to Participate

Workers have the right to be involved in the process of identifying and resolving workplace
health and safety concerns.

2. The Right to Know

Workers have the right to know about any potential hazards to which they may be exposed.
The Workplace Hazardous Materials Information System (WHMIS) plays an important role in
giving workers this right.

3. The Right to Refuse

Workers have the right to refuse work that they believe is dangerous to either their own health
and safety or that of another worker.

4. The Right to Stop Work

In certain circumstances, certified members of the Joint Health and Safety Committee (if in
existence) or the Health and Safety Representative may have the right to stop work that is
dangerous to any worker.
 6

YOUR RESPONSIBILITIES
Upon Arrival at the Client’s Site:
1. Follow safe work procedures. Use common sense and become familiar with the policies
and procedures of the workplace to which you are assigned. Ask where the fire exits and
evacuation routes are when you start in a new work location.
2. Ask for training on equipment you are not completely familiar with, or retrain if you need a
refresher. Follow posted instructions on the use of the equipment.
3. Locate First Aid kits and ask who is trained to use them.
4. Know and comply with all Provincial Safety regulations.

Ongoing
ty Safety:
regulations.
1. Ask questions before accepting work that you think could be unsafe or could cause you
harm in any way.
2. Do not attempt to fix equipment on your own (unless your position includes equipment
repair in the duties and you are trained and qualified to do so).
3. Keep your work area free of objects that could cause slips, trips or falls for you or a co-
worker. Note that trips and slips are a major cause of preventable injuries.
4. Speak with your staffing consultant if:
a. You are asked to perform work you feel is unsafe.
b. You are asked to work alone or late into the evening, past usual work hours. We will
make arrangements with you and your supervisor to ensure your safety.
c. You are asked to travel for business purposes.
d. You are asked to drive a motor vehicle during business hours for work purposes. See
page 15 for more information.
e. You are asked to participate in a social activity or an off-site meeting. See page 16 for
more information.

Participate in Safety:
e work procedures. Use common sense and become familiar with the policies and
1. Report:
a. Any injury or illness immediately to your staffing consultant;
b. Near-miss accidents to your workplace supervisor or staffing consultant to help
prevent future accidents;
c. Unsafe acts and working conditions; and
d. Incidents of harassment or potential violence in the workplace, or any fear you have
about your overall safety.

Remember: It’s your responsibility to follow the Health and Safety guidelines provided by
our firm and our client’s organization to avoid disciplinary action, including dismissal.
 7

YOUR RIGHT TO REFUSE UNSAFE WORK

A worker may refuse to work or do particular work where they have reason to believe that:
1. Any equipment, machine, device or thing they are to use or operate is likely to endanger
themselves or another worker.
2. The physical condition of the workplace or the part thereof in which they work is likely to
endanger themselves; or
3. Any equipment, machine, device or thing he or she is to use to 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 or herself or another worker.

You have the right to refuse any work that you feel is unsafe or that you cannot perform.

Please advise your staffing consultant if you are asked to perform duties outside those originally
discussed when accepting the temporary contract including the operation of: machinery, power
equipment, forklift, vehicles, or other equipment for which you have not been trained and for
which you were not assigned at the time of placement.
If you are placed in an administrative assignment, please advise your staffing consultant
immediately if you are asked to lift or carry objects if this was not discussed and agreed upon at
the time of placement.

Remember that you have the right to ask questions about work assigned to you and the right to
decline a duty that you are concerned about – especially when you have doubt about your safety
or the safety of another worker.

Safety in the workplace does not only involve physical safety, but emotional safety too. If you feel
the environment in which you work is uncomfortable on an emotional basis, please discuss the
situation with your staffing consultant and our Health and Safety representative promptly. We will
strive to remedy the situation immediately. You can also ask to be placed in an alternate
assignment. There will be no reprisal for reporting an emotionally unsafe environment. (Note: A
general personality conflict is not harassment but should be addressed.)

Emotional safety is within an environment that is free of harassment, the threat of violence, verbal
abuse, yelling and swearing especially directed at you. Please report emotionally unsafe
environments.
 8

REPORTING ACCIDENTS OR INJURIES/ILLNESS

All injuries or incidents, regardless of how minor, must be reported to your workplace supervisor
at the time of incident or injury.

Accidents that are deemed “critical injuries” must also be reported to the Workers Compensation
Board within 48 hours. Our Health & Safety Advisor will be responsible for reporting these injuries.

“Critical injuries” are injuries which: place life in jeopardy; produce unconsciousness; result in
fracture of a leg, arm but not a finger or toe; involve the amputation of a leg, arm, hand or foot, but
not fingers or toes; consist of burns to major portions of the body; or cause the loss of sight in one
eye.

Injury, Illness, or Accident Reporting (at the workplace)

1. Every accident that results in injury or illness, minor or major, must be reported immediately to
your on-site supervisor, then to your staffing consultant who will fulfil all accident reporting
requirements.
2. An accident, injury, or illness report must be completed by your staffing consultant as
required by the Occupational Health and Safety Act or Workers Compensation Act.
3. It is your responsibility to ensure that accidents are reported to your staffing consultant.

Note: Filing a false statement on a Workers’ Compensation Claim for the purpose of
obtaining benefits is a fraudulent act which could result in legal action. The
Workplace Safety Insurance Board investigates accidents, injuries, and claims for
their accuracy and veracity.

Returning to Work after Injury

Our company is committed to returning
temporary employees to work as soon as, and
wherever possible. We will work with the injured
worker to help identify the right opportunity. It’s
essential that the injured worker provide
information and documentation from the treating
physician on an on-going basis during treatment
or rehabilitation.

Please contact our Health & Safety Advisor at

613.690-8944 to make arrangements for your
return to work.
 9

HAZARDS IN THE WORKPLACE

Some people say: what you don’t know can’t hurt you. That’s not true at work. In some jobs, what
you don’t know can actually kill you. A hazard is anything in the workplace that could hurt you or
the people you work with.

Let’s review the MOST COMMON HAZARDS in workplaces:

As per the Ministry of Labour – Worker Awareness Booklet

1.MSDs (Musculoskeletal Disorders)

Repeating the same movements over and over, especially if you are in an awkward position or you
use a lot of force. Eg: bending down all day or lifting heavy objects repetitively—especially above
the shoulders or below the knees.

2. Slips, trips or falls

Can occur when you least expect it. Eg: slipping on coffee that’s been spilled on the floor, tripping
over an electrical cord in a cluttered work area, or falling off of a raised platform that doesn’t have
guardrails.

3. Working near motorized vehicles

Could include an injury that results from a dump truck that’s backing up on a construction site, or a
forklift within a warehouse or loading dock.

4. Using or working near machinery

Over the years, workers have been killed or seriously injured by the equipment they operated like a
commercial printing press.

5. Workplace violence
Can happen within any type of workplace, from a gas station attendant working alone at night to a
health or home care worker.

6. Biological Hazard
Could include viruses, bacteria, insects, animals, etc., that can cause adverse health impacts. For
example, mould, blood and other bodily fluids, harmful plants, sewage, dust and vermin.

Also consider less visible hazards related to your workplace. Eg: chemicals, fumes, toxic dust or
viruses in healthcare settings. Some of these hazards can cause serious illness immediately or over
time. Be aware now to prevent illness in the future.

Ask these FOUR IMPORTANT QUESTIONS about your job:

What are the hazards of this job?
Does this job require any special training / Have I been sufficiently trained?
Do I have the right protective equipment for this job?
Whom do I ask if I have questions about safety?
 10

MSDS (MUSKULOSKELATAL DISORDERS)

See Appendix 1

Everyday, we use our muscles, tendons, ligaments and joints to lift, carry, sit, stand, walk, move and
work in a variety of ways. Sometimes these tasks or the way we do them can put too much demand on
our bodies, causing pain and discomfort or leading to a more serious injury called a musculoskeletal
disorder (MSD).

MSDs cover a number of injuries and disorders of the muscles, tendons, nerves, etc. Other terms with
similar meaning include:
Repetitive strain injury (RSI) Musculoskeletal injury (MSK, MSI)
Cumulative trauma disorder (CTD) Occupational overuse syndrome (OOS)

What can you do?

Ask for training on how to do your job safely and know the factors that could cause a MSD. Steps you
can take to control MDS hazards and participate in making your workplace safer include:
Reporting MSD hazards and concerns to your supervisor;
Using the equipment and tools provided to reduce exposure to MSD hazards;
Adjusting your workstation to suit you and the work you do;
Resting from repetitive or forceful tasks;
Moving around and changing positions occasionally;
Seeing your supervisor with questions, concerns or for additional training;
Offering suggestions to your supervisor or our Health and Safely Advisor to improve working
conditions; and
Being aware of the symptoms of MSDs and reporting them to your supervisor.

Although a number of factors can increase the risk of MSDs, the key hazards include:
Force Repetition Fixed or awkward postures

Other workplace factors that could possibly cause pains and strains (MSDs) include:
Contact stress Extreme temperatures
Hand/arm vibration Work organization and methods
Whole-body vibration

Symptoms of MSDs
Many body parts can be affected—the back being the
most common, followed by shoulders, neck, elbow,
hands and wrists. The symptoms from MSDs generally
include:

Pain with or without movement

Swelling and tenderness
Reduced range of motion and/or stiffness
Tingling and/or numbness
 11

OFFICE ERGONOMICS
Proper office ergonomics help to prevent injuries, ensure pain-free motion, and maintain overall
health. Changing tasks, standing up, stretching and looking away from the screen, even momentarily,
can help reduce injuries. When you begin your work assignment or contract (whether in an office
space or at home), set up your workspace to be comfortable and prevent long-term strain.

What can you do?

1.Task Chair
Adjust the height of your chair so your feet are sitting on the floor;
Sit as far back in the chair as possible and adjust the backrest or lumbar support so the small of your
back is supported; and
Adjust the armrest to be at elbow height.

2. Keyboard Height
Your keyboard should be at a height that does not cause excessive elbow or wrist flexion. Elbows
should be at 90 to 110 degrees and wrists should be neutral (straight).

Raise you chair, lower your keyboard, or lower the desk to obtain the ideal height. Keyboard trays
can help if your desk is too high. If your desk needs to be raised to allow for the right angle, use a
footstool that is adjustable in height.

3. The Mouse
Place your mouse as close to the keyboard as possible to avoid rotating the shoulder to use it;
Keep your wrists straight when using the mouse;
Avoid gripping the mouse tightly; and
Move the mouse from the elbow, not from the wrist.

4. The Monitor
Keep the monitor at a height that keeps your neck straight. Use a monitor riser if necessary to
raise it (a book can also work). When purchasing a new monitor, look at height adjustable
screens;
Distance the monitor 45 to 60 cm away from your body; and
Place the monitor directly in front of the body to avoid twisting.

5. Documents
Place documents in a document holder to view them in an upright position, not on a flat surface.

6. Telephone
Use a headset if you’re on the telephone for long periods. Avoid cradling the phone in your neck.
7. Writing
For those using a pen with high frequency, hand cramps are a possibility. By using an increased grip
diameter, the grip force is lessened and so is the strain. Try a pencil or pen gripper.

8. Lighting
Ensure your work environment is bright enough to avoid strain on your eyes.
 12

How to adjust your computer workstation:

If you feel fatigue in your shoulders, arms, wrists or vision, make adjustments using the guide
below.

Note: This diagram is just an example.

Workstation set ups will vary according
to the particular desk style, monitor,
tray mount or other accessories used.

1. The monitor should be set at a height so that your neck will be straight.
2. Your elbow joints should be at about 90 degrees, with the arms hanging naturally at the
sides.
3. Keep your hands in line with the forearms, so the wrists are straight, not bending up, down or
to either side.
4. Thighs should be roughly parallel to the floor, with your feet flat on the floor or footrest.
5. If necessary, use a footrest to support your feet.
6. Your chair should be fully adjustable (Eg: for seat height, backrest height and seat pan tilt,
and, preferably, armrests). It should have a well-formed lumbar (lower back) support to help
maintain the lumbar curve.
7. There should be enough space to use the mouse. Use a wrist rest or armrest so that your
wrist is straight and your arm muscles are not overworked.
8. Use an adjustable document holder to hold source documents at the same height, angle and
distance as the monitor.
 13

LIFTING AND CARRYING

Lifting is a common cause of injury for our temporary workers. Do not lift or carry items at a
worksite if you feel it may cause you injury.

What can you do? Apply safe lifting and carrying procedures.
Keep your back straight and use the leg muscles to supply the necessary force.
Establish an adequate base by carefully positioning your feet.
When reaching for objects, do not overextend yourself and lose your balance.
While pushing or carrying a load, keep your feet firmly planted under your body and avoid
twisting. See the Lifting Diagram below.

For Manual Handling of Materials

1. When lifting, position your feet to provide a broad base (forward and backward as well as to the
sides) and bend your knees to utilize strong leg muscles. Your back should not be bent. When
lifting, pushing, reaching or pulling, unusual physical strain should not be exerted. If the job is too
heavy, ask for help or consult your Supervisor. Physical capabilities vary with each individual, and
judgment must be used before tackling assignments involving materials handling or lifting.
2. When carrying, visibility must be clear in all directions, and the load carried close to your body.
3. When more than one person is required to carry long and awkward objects, the more experienced
person should be at the rear to coach his partner.
4. The weight of the load should be taken into account if it is to be carried for a considerable
distance. Fatigue may cause loss of grip. When carrying for a long period, there should be
specified rest stops.
5. A load that obstructs vision should not be carried.
6. When carrying is required, one person should act as the leader to co-ordinate the efforts of those
involved.

Lifting Diagram
Be sure you have firm footing and a
good grasp
Use your leg muscles by bending
your knees to save your back
Carry the load close to your body
Ask for help when needed
Do not accept lifting or carrying
duties if you cannot perform these for
any reason
Report all hazards to your on-site
supervisor and staffing consultant
 14

SLIPS, TRIPS AND FALLS

See Appendix 2

This type of hazard is among the most common cause of injury for office workers. Common examples
include: Ice, spills on floors, cables lying on the floor, poor lighting, obstacles in walkways and loose
mats or rugs. Report these hazards immediately to your supervisor and take the following precautions
to prevent a slip, trip or fall.

When ascending or In your OFFICE:

descending STAIRS: 1. Keep your work area organized to reduce
1. Use the handrail for stability. twisting and reaching injuries.
2. Walk, don't run, and take one step at a time. 2. Make sure the ergonomics of your work area
3. Scan the stairway ahead for hazards to get are comfortable and at the appropriate height
the big picture. to reduce back, neck, and arm strain.
4. Don't read or carry objects that could 3. Advise your supervisor immediately of any
obstruct view. defective office equipment and/or furniture.
5. Wear suitable footwear and place the full
length of your foot on each step. When using LADDERS AND
STEPSTOOLS:
When WALKING: 1. Do not use ladders with broken rungs, split side
rails, worn or broken safety feet, or which are
1. Keep alert, glance at the area immediately
defective in any other way.
in front of you for small hazards such as
2. Do not repair wooden ladders by tying or
liquid spills, open file cabinet drawers,
binding broken parts with wire.
boxes, etc.
3. The top of a long ladder must be securely
2. Be alert for doors opening into hallways or
fastened; make sure it is held in place.
aisles.
4. When stacking, use a stepstool or ladder. Do
3. To avoid possible collision, use extra
not use boxes, crates, or chairs to stand on, or
caution when turning a corner.
climb on lower shelves to reach materials on
4. Select footing carefully and use extreme
higher levels.
caution on ice, snow or wet surfaces.
5. Never stand on the top rung of a ladder or on
the top step of a standard stepladder.
When using FILING CABINETS: 6. Do not use metal or wire-bound wooden
1. Only open one drawer of a filing cabinet ladders near electrical equipment.
at a time; otherwise the cabinet could be 7. Ask for help when carrying long ladders.
heavily out of balance and easily tip
forward causing serious injury.
2. Keep drawers closed when not in use to
prevent a possible tripping injury.
3. Fill bottom cabinet drawers first to
ensure that balance is maintained. If the
top drawer were filled first, the cabinet
would be out of balance and could tip
forward.
 15

DRIVING FOR WORK

Before driving for work purposes, contact your staffing consultant. We’ll ask for a copy of your
Driver’s Record, Driver’s License and your insurance, and we’ll determine whether conditions are
safe to drive before accepting this role on your behalf.

Once you have signed our Driving Waiver to drive for work purposes, it’s imperative that you
agree to these safe-driving guidelines:
Conduct yourself in a cautious manner while on a work assignment or business-related
travel;
Wear a seatbelt;
Drive within the designated speed limit or under the speed limit;
Do not consume anything that will impair your judgment before or during your work shift
including alcohol, prescription drugs and/or any other drug (use a non-drowsy
decongestant if required);
Do not text or use a handheld mobile device while driving for work purposes;
Do not pick up passengers who are not authorized by the organization;
Do not drive for personal reasons during business hours; and
Park in designated parking zones.

If you receive a driving suspension and you drive as part of your work assignment, you must
notify our company immediately and cease to drive until the suspension has been lifted.

Your safety is our top priority. Let’s work together to prevent injuries associated with driving.
 16

SPORTS AND OTHER ACTIVITIES

From time to time, you may be asked to attend a conference, enjoy an off-site lunch or join a sports
team with your workplace colleagues. Before you can attend an activity with your assigned
workplace (during work or after hours), contact your staffing consultant for permission to participate.
Whether business-related or for pleasure, it’s our responsibility to protect you and keep injuries to a
minimum.

WHAT WE DO:
Determine whether there is any risk to your health or
safety; ASK BEFORE YOU
Discuss any potential for injury and whether we can
participate in an activity organized by
accept the risk for the activity you’d like to participate
work whether on or off-site, such as:
in; and
Provide a waiver for you to sign before attending a
Attending an off-site conference
function that involves physical activity or alcohol.
Working-out at the office gym
Running with a colleague at lunch
GENERALLY ACCEPTED ACTIVITIES Joining the team for an off-site meal
Playing squash after work with your work
—with pre-approval and a signed waiver:
colleagues
Driving for business after providing a copy of your Bowling with the team
Driver’s Record and Driver’s License Playing tennis with a team mate
Luncheon with limited alcohol consumption Joining the company baseball team
Volleyball, bowling, baseball or similar activity Taking a yoga class with a colleague
Accepting an invitation to an off-site
QUESTIONABLE ACTIVITIES workplace party
—rarely approved: Participating in an off-site fundraiser (run,
walk, beach volleyball, etc.)
Skiing Hitting the basketball court with a
Snowboarding colleague
Snowmobiling Participating in a golf tournament
Horseback riding
Zip-lining
Rock climbing
 17

WORKING NEAR MACHINERY AND

OFFICE EQUIPMENT
Many accidents in an office, industrial or home settings occur when a person is working on a piece of
equipment, a power tool or a vehicle they feel is safe–and then the unexpected happens.

Typical Examples Include:

Restocking photocopiers/fax machines with paper
Removing paper shredding from shredders
Removing paper jams from printers
Changing toner in a variety of office equipment

Each individual will have his/her own unique circumstances where equipment/machine safety
awareness is critical. Please read and familiarize yourself with the safeguards for each piece of
equipment and read the operation instructions before using the equipment.

Precautions:
Do not attempt to perform any machine/equipment repairs or servicing unless you:
Have specific training to perform the task required;
Are fully apprised of the manufacturer’s operating instructions and guidelines and the workplace's
procedures; and
Have agreed to this task at the time of your placement.

Should you have the required training and are authorized to perform the repair or service task, always
follow the manufacturer’s operating guide and instructions and the workplace procedures before
attempting any machine/equipment repairs, or servicing.

Common Office Equipment Hazards & Safety Procedures

Laser Printers, Fax Machines
or Photocopiers
Potential Hazards:
Electrical Shock
Chemical Exposure (Toner)
Fire
Safety Procedures:
Avoid prolonged exposure to
emissions (toner powder);
Avoid contact with internal
components;
Only use materials specifically
designed for your printer; and
Do not attempt to service the
printer on your own, unless you
are properly trained.
Paper Shredder
Potential Hazards:
Lacerations to fingers
Electrical shock
Fire
Safety Procedures:
Turn off when not in use;
Never put anything other
than paper in the paper feed;
Keep jewelry, long hair, ties,
etc. away from the paper
feed; and
Unplug if there is a paper
jam.
Electrical Cords
Potential Hazards:
Tripping
Electrical shock
Fire
Safety Procedures:
Do not use a damaged cord;
Fully insert plug into the
outlet;
Do not run cords through
doorways, holes in ceilings,
walls or floors. This can
create a tripping hazard; and
Keep away from water
 18

EMOTIONAL SAFETY
PREVENTING VIOLENCE AND HARASSMENT IN THE WORKPLACE

Workplace Violence Policy

Purpose
Our work environment should, at all times respect the dignity and worth of each employee. As such, Altis
has zero tolerance for violence in the workplace and committed to:
Promote a violence free workplace
Investigate reported incidents of workplace violence in an objective and timely manner
Take necessary action to respond to those incidents
Provide support for complainants (the person who files a formal complaint in writing)

Definition
Workplace violence is defined as the threat, exercise, or attempted exercise, of physical force by a
person against a worker, in a workplace, that causes or could cause physical injury to the worker.
Examples include threatening behaviour such as shaking fists, destroying property, throwing objects,
verbal or written threats that express an intent to inflict harm, physical attacks.

Policy
Altis believes in the prevention of violence in the workplace and promotes a violence free working
environment in which all people respect one another and work together to achieve common goals. Any
threat or act of violence committed by or against any employee, contractor or member of the public is
unacceptable conduct that will not be tolerated. Altis will take all reasonable and practical measures to
prevent and protect employees from acts of violence. Altis will assess the workplace for violence on an
ongoing basis and identify factors that could contribute to workplace violence.

The Policy applies to all employees and contractors of Altis and all activities that occur while on
Company premises or while engaging in Company business, activities or social events.

Domestic Violence
Any employee, or knowledge of another employee, experiencing violence outside of the workplace that
may create a risk of danger to themselves or others in the workplace is encouraged to report such
violence to their manager/supervisor so that necessary preventative precautions may be taken to
protect all employees.

RESPONSIBILITIES
Management
Management employees are expected to:
Ensure training and education of all employees with respect to this Policy;
Promote a violence free working environment;
Conduct a risk assessment of the workplace to determine the potential for the risk of violent
situations. The assessment will take into consideration circumstances that would be common to
similar workplaces such as the Organization. The Health and Safety Committee will be advised of the
results of the assessment;
 19

Management (continued)
Provide employees with information, including personal information, about a person with a history of
violent behaviour if the worker can be expected to encounter such a person in the course of her or his
work and the risk of workplace violence is likely to expose the employee to physical injury;
Take all reasonable precautions in the circumstances for the protection of an employee of Altis
becomes aware of a domestic violence situation that would likely expose an employee to physical
injury in the workplace;
Designate an employee to act as a Workplace Coordinator with respect to workplace violence issues
and to ensure compliance with this Policy;
Review all reports of workplace violence in a prompt, objective and sensitive manner; and
Facilitate medical attention and appropriate support for all those either directly or indirectly involved
in a workplace incident.
Employee
Employees are expected to:
Act respectfully towards other individuals while at work and while participating in any work-related
activity;
Ensure their own immediate physical safety in the event of workplace violence, then to report the
incident to the police or a supervisor or manager as the situation warrants;
Report any incident of workplace violence that they have knowledge of; · Understand and comply
with this Policy and all related procedures;
Cooperate with any efforts to investigate an resolve matters arising under this Policy; and
Participate in education and training programs and be able to respond appropriately to any incident
of workplace violence.

Contractor
Contractors are expected to:
Act respectfully towards other individuals while at work and while participating in any work-related
activity;
Ensure their own immediate physical safety in the event of workplace violence, then to report the
incident to the police or Altis and the Client as the situation warrants;
Report any incident of workplace violence that they have knowledge of; · Understand and comply
with this Policy and all related procedures;
Cooperate with any efforts to investigate an resolve matters arising under this Policy; and
Ensure their employees and/or contractors are educated and trained on this Policy and be able to
respond appropriately to any incident of workplace violence.

Reporting, Investigation and Resulting Actions

Reporting Incidents of Workplace Violence
1. Any team member who believes that he or she has been subjected to, has witnessed, or has a reason
to believe workplace violence may occur, shall immediately report such information to their manager.
2. Emergencies that require immediate response should be reported to the team member’s immediate
manager. If there is a serious and immediate threat, team members will receive information and
instructions from management and, depending on the nature of the workplace violence, the
appropriate law enforcement agency be summoned.
3. Non-emergencies such as threats or threatening behaviours must also be reported immediately to
the team member's manager.
4. The Health and Safety Committee will be notified of incidents of workplace violence
recommendations to eliminate potential risks.

Strict confidentiality is required to properly investigate an incident and to offer appropriate support to all
parties involved. Chatting about an incident undermines the privacy of all parties. Those with questions
or concerns about an incident should speak with Altis’s senior leadership team.
 20

Investigation
All reports of workplace violence or potential incidents will be taken seriously and will be documented
and investigated. The form of investigation will depend on the circumstances and may involve law
enforcement.
1. Upon receipt of a formal complaint of workplace violence, the senior manager will assign the
investigation to an internal or external person to investigate.
2. The investigation may include:
a. interviewing the complainant and the respondent as soon as possible;
b. interviewing any witnesses;
c. advising all persons interviewed to refrain from discussing the complaint and possible
consequences.
3. The investigator may make a finding of:
a. sufficient evidence to support a finding of violation of this Policy;
b. insufficient evidence to support a finding of violation of this Policy; or
c. no violation of this Policy.
4. The investigator will prepare a written report of their findings, and forward that report to a senior
manager not involved in the investigation.
5. Management will make a decision whether to dismiss or act upon the report from the investigator and
will advise the Complainant and Respondent in writing of the outcome.

Resulting Actions
No employee or any other individual affiliated with Altis shall subject any other person to workplace
violence, or allow or create conditions that support workplaceviolence. An employee or contractor of
Altis that subjects another employee, client, or business associate of the Company to workplace violence
may be subject to disciplinary action, up to and including immediate dismissal for just cause.

Additionally, discipline up to and including immediate dismissal for just cause, may be imposed on the
following individuals in the following circumstances:
On employees who bring forward complaints in bad faith or for vexatious reasons; and
On employees who have made a false accusation under this Policy, knowingly or in a malicious
manner.
Reprisals
Altis will not tolerate reprisals or retaliatory measures against any employee, who in good faith, raises a
complaint of workplace violence within the meaning of this Policy. These protections apply to anyone
who cooperates in the investigation of the complaint. Disciplinary action may be taken against any person
who takes any reprisal against a person who reports workplace violence.
Assistance to Employees
Employees who have been victims of workplace violence will be referred for counseling services. Use of
such services will be at the employee’s sole discretion.

Record Keeping
The documents corresponding to any investigation will be kept on file electronically in a secured location,
separate from any employee’s or contractor’s electronic personnel files for two years from the date of the
incident to be readily available for inspection by anyone directly affected by the incident, or an
Occupational Health and Safety Officer. Records of any remedial action taken will be placed in the
appropriate employee’s or contractor’s electronic personnel file.

Policy Review
Altis will review this Policy and a risk assessment will be conducted to review the effectiveness of its
workplace violence prevention measures at least every year and after any critical incident of violence in
the workplace. We will provide employees with information and training regarding workplace violence at
least every three years.
 21

EMOTIONAL SAFETY
PREVENTING VIOLENCE AND HARASSMENT IN THE WORKPLACE

Workplace Harassment Policy

Purpose
Our work environment should, at all times respect the dignity and worth of each employee. As such, Altis has
zero tolerance for harassment in the workplace and committed to:
Promote a harassment free workplace
Investigate reported incidents of workplace harassment in an objective and timely manner
Take necessary action to respond to those incidents
Provide support for complainants (the person who files a formal complaint in writing)

Definition
Workplace harassment is defined as engaging in a course of vexatious comments or conduct against a
worker in a workplace that is known or ought reasonably to be known to be unwelcome. Examples of
workplace harassment include, but are not limited to: Unwelcome slurs or taunting; behaviour or conduct
which might reasonably be expected to cause harm, discomfort, offence or humiliation; body language or
gestures that are disrespectful; inappropriate communication via electronic mail and or attainment and
distribution of improper information from the internet; inappropriate, unwelcome touching, come-ons or
sexual flirtation; display of sexually offensive pictures or objects.

Policy
Altis believes in the prevention of harassment in the workplace and promotes a harassment free working
environment in which all people respect one another and work together to achieve common goals. Any act of
harassment committed by or against any employee, contractor or member of the public is unacceptable
conduct that will not be tolerated. Altis will take all reasonable and practical measures to prevent and protect
employees from acts of harassment. Workplace harassment will not be tolerated from any person in the
workplace [including customers, clients, other employers, supervisors, workers, and members of the public,
as applicable].

The Policy applies to all employees and contractors of Altis and all activities that occur while on Company
premises or while engaging in Company business, activities, or social events

Domestic Violence
Any employee, or knowledge of another employee, experiencing violence outside of the workplace that may
create a risk of danger to themselves or others in the workplace is encouraged to report such violence to their
manager/supervisor so that necessary preventative precautions may be taken to protect all employees.

RESPONSIBILITIES
Management
Management employees are expected to:
Ensure training and education of all employees with respect to this Policy;
Promote a harassment free working environment;
Designate an employee to act as a Workplace Coordinator with respect to workplace harassment issues and
to ensure compliance with this Policy;
Investigate and deal with all complaints or incidents of workplace harassment in a fair, respectful and timely
manner. Information provided about an incident or about a complaint will not be disclosed except as
necessary to protect workers, to investigate the complaint or incident, to take corrective action or as otherwise
required by law.
Review all reports of workplace harassment in a prompt, objective and sensitive manner; and
Facilitate appropriate support for all those either directly or indirectly involved in a workplace incident.
 22

Employee
Employees are expected to:
Act respectfully towards other individuals while at work and while participating in any work- related activity
report any incident of workplace harassment that they have knowledge of; Understand and comply with
this Policy and all related procedures;
Workers are encouraged to report any incidents of workplace harassment to the appropriate health and
safety person.
Cooperate with any efforts to investigate and resolve matters arising under this Policy; and
Participate in education and training programs and be able to respond appropriately to any incident of
workplace harassment.

Contractor
Contractors are expected to:
Act respectfully towards other individuals while at work and while participating in any work- related activity
report any incident of workplace harassment that they have knowledge of;
Understand and comply with this Policy and all related procedures;
Workers are encouraged to report any incidents of workplace harassment to the appropriate health and
safety person.
Cooperate with any efforts to investigate and resolve matters arising under this Policy; and
Participate in education and training programs and be able to respond appropriately to any incident of
workplace harassment.

Reporting, Investigation and Resulting Actions

Reporting Incidents of Workplace Harassment

An employee who believes that he or she has been subjected to harassing behaviour is encouraged to follow
the steps outlined below:
1. Prior to filing a formal report of an incident, a person who feels subjected to workplace harassment (the
Complainant) should let their objections to the behaviour be known to the alleged offender (the
Respondent), directly or with the assistance of a third party.
2. If the behaviour does not stop after the employee has spoken to the person, or at any point, the
Complainant may choose to file a formal complaint that outlines the particulars of the allegations to their
manager. The Complainant should carefully record details of the incident including the date and time of
the incident, the nature of the incident, and names of people who may have been witnesses. Complaints
shall be filed within a reasonable period of time following the incident(s).

The Respondent should be advised that the above steps have been taken and to refrain from discussing the
complaint with anyone other than those involved in the investigation.

If an allegation of workplace harassment is made against a non-employee, the manager shall contact the
authorized representatives and inform them of the allegations made against their employee and take
appropriate action to ensure that employees are not subjected to further harassment.

Strict confidentiality is required to properly investigate an incident and to offer appropriate support to all
parties involved. Chatting about an incident undermines the privacy of all parties. Those with questions or
concerns about an incident should speak with a Senior Manager.
 23

Investigation
All reports of workplace harassment will be taken seriously and will be documented and if the allegations
constitute a violation of this Policy, they will be investigated. The form of investigation will depend on the
circumstances and may involve appropriate law enforcement or other competent persons as determined by the
company, taking into consideration the nature of the workplace harassment and the concerns of employee(s) who
experience the workplace harassment.
1. Upon receipt of a formal complaint of workplace harassment, the senior manager will assign the investigation
to an internal or external person to investigate.
2. The investigation may include:
a. interviewing the complainant and the respondent as soon as possible;
b. interviewing any witnesses;
c. advising all persons interviewed to refrain from discussing the complaint
d. and possible consequences.
3. The investigator may make a finding of:
a. sufficient evidence to support a finding of violation of this Policy;
b. insufficient evidence to support a finding of violation of this Policy; or
c. no violation of this Policy.
4. The investigator will prepare a written report of their findings, and forward that report to a senior manager not
involved in the investigation.
5. Management will make a decision whether to dismiss or act upon the report from the investigator and will
advise the Complainant and Respondent in writing of the outcome.

Resulting Actions
No employee or any other individual affiliated with Altis shall subject any other person to workplace harassment or
allow or create conditions that support workplace harassment. An employee of Altis that subjects another
employee, client, associate of the company to workplace harassment may be subject to disciplinary action, up to
and including immediate dismissal for just cause.

Additionally, discipline, up to and including immediate dismissal for just cause, may be imposed on employees
who have made a false accusation under this Policy, knowingly or in a malicious manner. Discipline, up to and
including immediate dismissal for just cause, may also be imposed on managers who were aware of harassment
and permitted it to take place.

Reprisals
Altis will not tolerate reprisals or retaliatory measures against any employee, who in good faith, raises a complaint
of workplace harassment within the meaning of this Policy. These protections apply to anyone who cooperates in
the investigation of the complaint. Disciplinary action may be taken against any person who takes any reprisal
against a person who reports workplace harassment.

Assistance to Employees
Employees who have been victims of workplace harassment will be referred for counseling services. Use of such
services will be at the employee’s sole discretion.

Record Keeping
The documents corresponding to any investigation will be kept on file electronically in a secured location,
separate from any employee’s electronic personnel files for two years from the date of the incident to be readily
available for inspection by anyone directly affected by the incident, or an Occupational Health and Safety Officer.
Records of any remedial action taken will be placed in the appropriate employee’s electronic personnel file.

Policy Review
Altis will review this Policy and the effectiveness of its workplace harassment prevention measures at least every
year and after any critical incident of harassment in the workplace. Altis employees with information and training
regarding workplace harassment at least three years.
 24

FIRE PROTECTION AND EMERGENCY EVACUATIONS

Common causes of fire include: electrical failures, open flames, hot surfaces, smoking, and friction.
Removing the cause prevents the fire.

To help prevent fire:

1. Maintain a neat working environment.
2. Obey all "No Smoking" rules in the workplace.
3. Locate your nearest exit (or Emergency Exit). If you do not know where the Emergency Exit is
located, ask a colleague or your supervisor.

Always follow and obey the emergency procedures in your workplace. Upon arrival at a new worksite,
ask your supervisor to train you on Emergency Evacuation Procedures and the designated location to
meet once you exit the building.

FOR ALL EMERGENCIES:

Fires, Tornadoes, Earthquakes, Chemical Spills, Fumes, & Gas Leaks
AT THE SOUND OF AN ALARM:
1. Proceed to the appropriate exit area and exit door, and evacuate the building immediately.
2. Follow the exit routes shown on a floor plan layout posted at your workplace.
3. If possible, contact the fire department directly by calling 911.
4. If one route is blocked off, proceed to the nearest alternative route as advised by your supervisor or
based on the routes shown by the floor plan.
5. Upon exiting the building, all workers are to meet at the appropriate designated location.
6. Assist other workers only if you are able to.

Do not leave the designated location (meeting place after evacuation) unless authorized to avoid any
erroneous reporting to emergency crews of missing persons and placing emergency crews
unnecessarily at risk to re-enter the building to search. Do not re-enter the building unless your
workplace supervisor gives authorization.

Once you have arrived at the meeting place safely and circumstances permit, please contact your
staffing consultant to advise us that you are safe and to provide an emergency contact we should be in
touch with on your behalf.
 25

WHMIS
(WORKPLACE HAZARDOUS MATERIALS INFORMATION SYSTEM)
WHMIS labels deal with the hazardous materials that may enter the company workplace. This labeling
system was put together to help protect every worker in the industrial workplace, so take the time to
protect yourself and your fellow workers.

1. Supplier Labels - These WHMIS labels must be on the product before it can enter the company
premises. They identify the material, supplier, risks, precautionary measures and first aid procedures.
2. Workplace Labels - The company must have storage areas and containers marked with workplace
WHMIS labels that identify the product along with safe handling procedures.
3. MSDS (Material Safety Data Sheet) - These are information sheets on all WHMIS classed chemicals
that will be entering that company's workplace. These sheets are posted at the company and are
accessible to everyone.

These sheets state 6 specific details:

1. Hazardous Ingredients
2. Properties of the Material (physical, reactive)
3. Handling Procedures
4. Storage Procedures
5. Safety Equipment Required
6. First Aid Procedures

WHMIS Symbols
Please take the time to recognize the following symbols and know what they stand for:

If, during the course of your placement, you are working near or with hazardous materials, speak with your
staffing consultant about your placement and duty expectations before accepting the duty or responsibility.
Ensure that you have received the proper training prior to handling any substances with the above labels. If
in doubt, refuse to work with any substance you are unsure of.
 26

YOUNG WORKERS SAFETY

Young Workers, those under 25-years-old, can be at a higher risk for workplace injury. With less
experience in the workforce, they may not receive necessary training or consider asking questions
related to their health and safety. Young workers may take for granted that their working environment is
safe.

Our company strives to educate young workers on the basics of health and safety. We take every
precaution to ensure a safe working environment for you.

As a young worker, take the time to assess your risk:

PLEASE:
Do not take your health and safety for granted – some workplaces are safer than others.
Get involved in your own safety by asking for instruction and training.
If you don’t know how to use equipment that is new to you, ask for help.
Refuse any work that appears dangerous to you in any way.
Report unsafe working conditions.

IMPORTANTLY:
1. Expect to be trained, and take an active role in learning— particularly during orientation. Take notes
to be best informed, and if you don’t understand a training concept, tell us. We’ll ensure that you’re
adequately trained.
2. Expect to be supervised—especially at the beginning of your assignment and while you’re
performing a task for the first time.
3. Obey the safety rules of the work environment. Don’t cut corners to be faster or more efficient—and
ask for re-training when in doubt.
4. If you’re not sure about the safety conditions or you’re asked to complete a task that you think is
unsafe, call us immediately.
5. Look around your workplace for hazards. Tell your manager or your staffing consultant if you have
any concerns. We will ensure that required safety measures and procedures are in place.

DID YOU KNOW?

New and young workers are 3 times more likely to be injured during their first month of
employment than at any other time.
Between 2006 and 2012, 48 young workers aged 15- 24 died in work- related incidents,
according to WSIB.
During the same period, WSIB reports that more than 58,000 young workers received
injurieis resulting in lost time at work.
The most common work-related injuries involving young workers are sprains and strains.
 27

WHO TO CALL
Remember that your health and safety are a joint responsibility between you, our client and our
company. It’s important that you take an active role in evaluating your work environment and report any
concerns regarding your overall safety. At any time, you can contact our Health and Safety Advisor or a
member of our Joint Occupational Health and Safety Committee at 613.690.8944.

Joint Health and Safety Committee

Our Joint Health and Safety Committee (JHSC) brings management and worker representatives
together to identify, assess and control health and safety hazards. The purpose of the JHSC is to be
proactive in making recommendations for the elimination or reduction of accidents, injuries, illnesses
and diseases within the company and our client’s workplace.

FUNCTIONS OF JOINT HEALTH AND SAFETY COMMITTEE

To carry out its functions, the Committee engages in a wide range of activities many of which are
specified in the Occupational Health and Safety Act and the Workers Compensation Act. In general the
functions of the committee are to:
Conduct meetings on a quarterly basis to discuss health and safety issues;
Make written recommendations to the management team for improvements in workplace health and
safety where warranted;
Conduct monthly safety inspections and raise any safety concerns to the management team;
Promote safety in the workplace and our company’s safety policies;
Conduct accident investigations as warranted; and
Assist in developing heath and safety standards

CANADIAN CENTRE FOR OCCUPATIONAL HEALTH AND SAFETY

Provides information, training, education, management systems and solutions that support
health, safety and wellness programs. 1-800-668-4284. ccohs.ca

HEALTH LINK ALBERTA

Provides health advice and information through is 24 hour, 7 day a week and support is
provided by experienced registered nurses and other health-care professionals. 1-866-408-
5465. albertahealthservices.ca

TELEHEALTH ONTARIO
Call when in need of advice or health information from a Registered Nurse. 1-866-797-0000

HEALTH LINK BC
Provides health advice and information through Health Link Alberta a toll-free phone number
811 or 1-604-215- 8110. healthlinkbc.ca

DISTRESS CENTRE
Call if you are depressed, in distress or in crisis.
Calgary: 403-266-4357 distresscentre.com
Ottawa: 613.238.3311 dcottawa.on.ca
Toronto: 416-408-4357 torontodistresscentre.com
Vancouver: 1-866-875-0113 crisiscentre.bc.ca
 28

ADDITIONAL RESOURCES
As per the Ministry of Labour – Worker Awareness Booklet

MINISTRY OF LABOUR
Develops, communicates and enforces occupational health and safety requirements and employment
standards. Develops, coordinates and implements strategies to prevent workplace injuries and illnesses
and sets standards for health and safety training. 1-877-202-0008. labour.gov.on.ca

WORKERS HEALTH & SAFETY CENTRE

An occupational health and safety training centre for workers, representatives and employers. 1-888-
869-7950. whsc.on.ca

OCCUPATIONAL HEALTH CLINICS FOR ONTARIO WORKERS

Six medical clinics located across Ontario that provide occupational health service and information. 1-
877-817-0336. ohcow.on.ca

HEALTH & SAFETY ONTARIO

Four health and safety associations that provide sector specific consulting, training, products and
services. healthandsafetyontario.ca
Infrastructure Health and Safety Association—Serves electrical, construction and transportation
sectors. 1-800-263-5024
Public Services Health and Safety Association—Serves health, education and municipal sectors. 1-
877-250-7444
Workplace Safety North—Serves mining, pulp and paper and forestry sectors. 1-888-730-7821
Workplace Safety and Prevention Services—Serves industrial, farming and service sectors. 1-877-
494-9777
WORKPLACE SAFETY AND INSURANCE BOARD (WSIB)
Administers Ontario’s no-fault workplace insurance for employers and their workers. 1-800-387-0750.
wsib.on.ca

WORKER’S COMPENSATION BOARD - ALBERTA

The Workers’ Compensation Board is a statutory corporation created by government under the Workers’
Compensation Act to administer a system of workplace insurance for the workers and employers of the
province of Alberta. The organization is employer funded to provide cost-effective disability and liability
insurance. 1-866-922-9221. wcb.ab.ca

OCCUPATIONAL HEALTH AND SAFETY (OHS)

Promote health and safety through partnerships, resources, education and enforcement of
the Occupational Health and Safety Act. 1-866-415-8690. work.alberta.ca

WORKSAFE BC
WorkSafeBC is dedicated to promoting workplace health and safety for the workers and employers of
this province. 1-888-621-7233 worksafe.bc.com
 29

APPENDIX 1
- MSD (MUSCULOSKELETAL DISORDERS) PREVENTION -
 32

APPENDIX 2
- PREVENTING SLIPS, TRIPS AND FALLS IN THE WORKPLACE -