HEALTH AND SAFETY PHILOSOPHY
It is the policy of Selkirk Chrysler to provide a safe and healthy environment in which to work. It is the belief of Selkirk Chrysler that hazards and personal injuries in the workplace are preventable. –THINK SAFETY!
Selkirk Chrysler‘s Occupational Health and Safety Program is aimed at prevention through promotion of individual employee wellness, awareness, training, and the enforcement of safe work procedures.
The object of our organization’s Health and Safety Program is to implement measures to reduce or eliminate health hazards and personal injury in the workplace. The active involvement, cooperation, and support of all Selkirk Chrysler employees in workplace health and safety are essential if we are to achieve this objective.
In order for our work environment to be safe, we must all do our part. Any unsafe act or condition must be reported to your manager or a member of the Health & Safety Committee. The company will help to create a safe environment by providing training and encouraging safety awareness; however, each individual employee must think and work safely at all times if our work environment is to be truly safe!
JOINT HEALTH AND SAFETY COMMITTEE
Selkirk Chrysler Joint Health and Safety Committee’s purpose is to monitor and improve the health and safety program of this facility, and to provide leadership and improved communication in the area of health and safety.
Under the Manitoba Workplace Safety and Health Act, the safety committees have a number of duties to help keep the workplace safe.
These duties include:
-receiving and following-up on concerns and complaints regarding the safety and health of workers
-helping identify safety and health risks in the workplace
-developing and promoting measures to protect workers, in particular new inexperienced workers and checking on the effectiveness of those measures
-co-operating with workplace safety and health officers
-develop programs to provide education and information about safety and health concerns in the workplace
-inspecting the workplace at least every 90 days (prior to scheduled committee meeting)
-participating in investigations of incidents and dangerous occurrences
-maintaining records regarding concerns, complaints, and other matters regarding safety and health
HEALTH AND SAFETY WORK RULES
These general safety rules are designed to provide all employees with a safe working environment. No rule can possibly cover every hazardous condition, so if you are in doubt about the safety of a condition or procedure, consult your area supervisor or manager. Do not proceed with any act which you think is unsafe. If you have not been properly trained for a task - STOP & ASK FOR HELP.
Additional rules apply to specific work procedures and equipment operating procedures. Employees will be made aware of these rules as part of the training for each specific work or equipment operating procedure. Any unsafe act or condition must be reported to your manager.
The following General Safety Rules apply to all personnel working at Selkirk Chrysler.
Violation of these General Safety Rules may result in the issuance of a Verbal Warning OR Formal Discipline accompanied by re-instruction on the safety rule depending on the severity of the incident. Further violations, depending on the severity of the incident, may result in the issuance of the next step in the discipline up to and including termination of employment.
SAFETY POLICIES:
C.S.A. approved safety glasses with side shields are mandatory within the service bay area. Hearing protection is mandatory while working in the service bay area.
Steel toed safety shoes are mandatory within the service bay area.
While performing work on the dealership lot such as rearranging vehicles, servicing customer vehicles, snow removal, lawn & lot maintenance, all personnel will wear safety reflective vests that have been supplied by the dealership.
Compressed air will not be used to remove dust or dirt from clothing or skin, for housekeeping or cleanup, or in any manner which might cause direct contact with another person.
All service technicians will receive instruction on the proper use of the automotive lifts.
Climbing on racking is prohibited.
All oily or flammable rags are to be placed in safety containers to prevent spontaneous combustion or ignition from any source.
All hazardous substances are to be labeled as per the WHMIS regulations and are to be handled as prescribed by the Material Safety Data Sheets. MSDS’s are located in storage cabinets in the service bay area.
Hazardous substances must be stored and transported only in approved containers. Disposal of hazardous materials must comply with environmental disposal rules for waste disposal.
All workplace injuries and illnesses must be promptly reported to a Committee member.
Flexible electric cords with damaged insulation, splices, exposed wire, or damaged plugs shall not be used.
While working in the service bay areas, long hair, jewelry, or loose clothing is not permitted where there is a risk of entanglement. Hair may be tied up or otherwise confined.
Employees shall not store or consume food or beverages where there is the presence of hazardous substances.
Employees must not touch spilled body fluids (i.e., blood). Spilled body fluids must be reported to a workplace committee member immediately and these spills may only be cleaned up by employees who have been trained in the handling and clean up of spilled body fluids.
No one shall remove or modify a warning device, guard, or guarding without the expressed permission of management.
RETURN TO WORK PROGRAM
Where possible, it is our goal to return employees to their regular job through the use of a fair return to work program.
“Return to Work” after a workplace injury will be in accordance with Manitoba Legislation.
Failure to promptly report a job related injury or illness could jeopardize payment from Workers’ Compensation Board of Manitoba.
PREGNANCY - Fetal Protection Program
The following procedures have been established in order to prevent any unnecessary exposure of a pregnant employee to hazardous materials or possible injury to a developing embryo/fetus:
At the earliest indication that an employee has knowledge that she is pregnant or she has reason to believe that she may be pregnant she is required to notify her manager.
The designated company rep will provide the employee with a copy of the material safety data sheet (MSDS) for each hazardous material the employee may be exposed to while performing assigned job duties. The “Receipt of MSDS” form will be signed by the employee and inserted into her confidential medical file. The employee will be counseled as to the importance of informing her physician of her job duties and the hazardous materials she may be exposed to while performing assigned job duties.
EMERGENCY RESPONSE
Selkirk Chrysler has a well trained First Aider present at all times during working hours with a supply of necessary First Aid supplies until a First Responder team arrives. There are two eyewash stations with one being located in the service bay area lunchroom and the other in the parts department. The eyewash stations will be kept clear of litter and will be kept covered in order to achieve maximum cleanliness.
DRUG AND ALCOHOL POLICY
It is the company’s policy that employees may not possess, use, manufacture, or distribute alcohol, prescribed drugs or illegal drugs on Company premises, or be under the influence of drugs or alcohol on company premises, or during the working time of the employee.
HUMAN RIGHTS
Selkirk Chrysler believes in and wholly supports the intent of the "Human Rights Code". It is our policy to protect employees from discrimination and harassment in the workplace and to take what steps are necessary in order to put an end to such unacceptable conduct.
HARASSMENT PREVENTION POLICY
Company Commitment
At Selkirk Chrysler we are committed to providing a safe and respectful work environment for all staff and customers. No one, whether a manager, an employee, a contractor, or a member of the public, has to put up with harassment at Selkirk Chrysler, for any reason, at any time. Also, no one has the right to harass anyone at work or in any employment situation. This policy is one way to ensure our workplace is a comfortable place for all employees, suppliers and customers.
Harassment is Against the Law
The Workplace Safety and Health Regulation, M.R. 217/2006, and The Human Rights Code require Selkirk Chrysler to ensure our workplace is free from harassment. All employees have a right to live and work without being harassed. If you are harassed, you can do something about it. This policy outlines what to do if you are harassed at work, or if you, as a manager or an employee, become aware of any harassment.
What Constitutes Harassment
“Harassment” means any objectionable conduct, comment or display, directed at an employee, made on the basis of race, creed, religion, colour, sex, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin, and creates a risk to the health of the employee. Harassment is any behavior that degrades, demeans, humiliates, or embarrasses a person, and that a reasonable person should have known would be unwelcome. It includes actions (ex: touching, pushing), comments (ex: jokes, name calling) or displays (ex: posters, cartoons).
Harassment can take place in the workplace or outside of it in a situation connected to work, such as during delivery trips, off-site meetings, or business trips. Harassment will not be tolerated in any work place or at any work event.
“Sexual harassment” includes offensive or humiliating behaviour based on a person’s six; behaviour of a sexual nature that creates an intimidating, hostile or poisoned work environment; or behaviour that could reasonably be thought to put sexual conditions on a person’s job or job opportunities. A few examples: questions and discussions about a person’s sexual life; persisting in asking for a date after having been refused; or writing sexually suggestive letters or notes. Sexual harassment often occurs where there is unequal power between the people involved.
What Does Not Constitute Harassment
Consensual banter or romantic relationships where the people involved consent to what is happening, is not harassment. Appropriate performance reviews, counseling or discipline by a supervisor or manager, is not harassment.
Employees’ Rights and Responsibilities
Employees are entitled to work free of harassment at Selkirk Chrysler.
Employees have the responsibility to treat each other with respect, and to speak up if they, or others are being harassed. All employees have a responsibility to report harassment to the appropriate person at Selkirk Chrysler.
Employees also have a responsibility to co-operate in the investigation of a harassment complaint. Anyone who gives evidence in an investigation or who is otherwise involved in the process, must keep this information confidential, except when it is necessary to deal effectively with the complaint.
Employees have the right to file a complaint with the Manitoba Human Rights Commission.
Employers’ Responsibilities
Management at Selkirk Chrysler must ensure, as much as is reasonably practical, that no employee is subjected to harassment in the workplace.
Management will take corrective action with anyone under their direction who subjects, an employee to harassment.
Management will not disclose the name of a complainant or an alleged harasser or the circumstances of the complaint to anyone except where disclosure isnecessary to investigate the complaint or take corrective action required by law.
The harassment prevention policy at Selkirk Chrysler is not intended to discourage or prevent complainants from exercising other legal rights under any other law.
Selkirk Chrysler, its managers and supervisors are responsible for creating a safe work environment, free of harassment. All management at Selkirk Chrysler is responsible for stopping harassment. If you become aware of harassment in your work area, or elsewhere in the company, you ,must do everything you can to stop it, whether or not a complaint has been made. Courts may impose penalties on employers and managers, even if they aren’t actually involved in or aware of the harassment but should have known about it. Managers who ignore harassment may face legal consequences, and will be disciplined by Selkirk Chrysler.
Procedures Applying to Complaints of Harassment
. If you are being harassed, the first thing to do is tell the person harassing you to stop, if you feel comfortable doing that. You can do this in person or in writing.
. If you feel unable to deal with him/her directly, you can speak to your manager or a member of the management representatives on the Workplace Health and Safety Committee.
. An informal approach to dealing with your complaint may be to have a third party act as mediator. If you and the harasser work in the same department perhaps a manager from a different department or a manager from the Workplace Health and Safety Committee might be helpful in reaching an acceptable solution.
. If the informal route does not succeed or is not appropriate, Selkirk Chrysler supports its employees in filing a formal complaint which could be handled by an independent party. The complaint will be investigated thoroughly and promptly.
. Once the investigation is complete, the investigator will prepare a written report for the President of Selkirk Chrysler. Who will then inform the complainant and the harasser of any disciplinary action or remedies, which will be implemented as soon as possible.
Corrective Action for Harassers
Employees who harass another person will be subject to one or more of the following forms of discipline, depending on the severity of the harassment:
. a written reprimand
. a suspension, without pay
. dismissal
In most cases, the harasser will also be required to attend a harassment training session.
If the investigation does not find evidence to support the complaint, there will be no documentation about it in the file of the alleged harasser. When the investigation reveals harassment occurred, the incident and the corrective action will be recorded in the harasser’s personnel file.
Confidentiality
Selkirk Chrysler will not disclose a complainant’s or alleged harasser’s name or any circumstances about a complaint, to anyone, except where necessary to investigate the complaint; take disciplinary action; or where required by law. Managers involved in a complaint are reminded to keep all information confidential, except in the above circumstances.
Retaliation
Anyone who retaliates in any way against a person who has complained of harassment, given evidence in a harassment investigation, or been found guilty of harassment, will be considered to have committed harassment and be penalized accordingly. The penalties are the same as those previously noted.
Education
Selkirk Chrysler commits to continuing the education of all its employees and management about this policy and harassment in general.
Remedies for the Harassed Worker
. An oral or written apology from the harasser and Selkirk Chrysler compensation for any lost wages.
. A job or promotion that was denied because of the harassment.
. Compensation for any lost employment benefits, such as sick leave.
VIOLENCE PREVENTION POLICY
Company Commitment
At Selkirk Chrysler we are committed to providing a safe work environment for all staff. Management recognizes the potential for violence or threats against staff. Actions have been taken to identify possible sources of violence and to implement a violence prevention program to eliminate or minimize risk.
Violence is Against the Law
Canada’s Criminal Code prohibits violence. You have a right to live and work without being subjected to violence. This policy outlines what to do if you are subjected to threats or violence at work, or if you, as a manager or an employee, become aware of a violent situation.
What Constitutes Violence
As defined in Part 11 of The Workplace Safety and Health Regulation, M.R. 217/2006:
“Violence” is the attempted or actual exercise of physical force against a person and any threatening statement or behavior that gives anyone reason to believe that physical force will be used against them.
Employees Rights and Responsibilities
Employees are entitled to work free from violence
Employees are responsible for working together in a professional manner and resolving issues in a non-violent manner. Employees are to bring issues to their manager, if they cannot be mutually resolved.
Employees must report incidents of violence to their manager. They must also co-operate in the investigation of a violent incident. Anyone who gives evidence or information in an investigation or is involved in the process, must keep this information confidential, except when it is necessary to deal effectively with the issue.
Employers’ Responsibilities
Management will ensure, as much as reasonably practical, that no employees are subjected to violence in the workplace.
Management will take corrective action with anyone under their direction who subjects an employee to violence.
Management will not disclose the name of a complainant or the circumstances of the complaint to anyone except where disclosure is:
. necessary to investigate the complaint
. required to take corrective action
. required by law
Management will ensure all employees are aware of the risks that violence could occur in the workplace and are trained to protect themselves.
The company’s violence prevention policy is not intended to discourage or prevent anyone from exercising any other legal rights under any other law.
The company and its management team will take responsibility in creating a safe working environment, free from violence. Anyone aware of violence in our workplace must bring it to the attention of management so that the issue can be addressed immediately.
Steps to Eliminate or Minimize the Risk of Violence
Safe work procedures have been developed to inform and train employees about the risks of violence. These risks were identified in a risk assessment conducted in conjunction with the workplace safety and health committee. The safe work procedures have been reviewed with all employees. Documented safe-work procedures on violence prevention include:
. staff members do not work alone
. dealing with irate customers
. robbery prevention
. handling money
. parking lot safety
As a result of the risk assessment that was done, it was not deemed necessary to make any physical changes to the workplace.
Field Employees
The need for employees to work alone is not required other than when a service customer is driven to their home by our shuttle service or when sales representatives are out on a test drive with a potential customer. In these instances the risk is considered minimal as the customer is aware that the dealership has the test drive logged in the “dealer-plate log book” and in the case of the service customer, it is the service department that authorizes the shuttle service.
How to Report Incidents of Violence
. Report all threats and attempted or actual violence, to your department manager.
. The employee and the manager will assess the risk associated with the situation and complete the violence incident report form. The form must be completed for all incidents, whether they are actual violence or a threatening situation where there is a reasonable expectation that it may become violent.
. The manager will report all incidents of violence including threats of violence to General Manager within 24 hours of being informed of the incident.
. If any injury or mental trauma occurs, the worker and manager must complete an injury report form.
Notification of Workers at Risk
Should an incident occur that might potentially escalate to a point that employees might be at risk of a violent act, steps will be taken by management to ensure the safety of all employees. If necessary the police would be called on for assistance.
Recommendation to Get Medical Help
1. Employees who have been a victim of violence will be transported to and assisted in any way deemed necessary in order to get the needed medical help.
2. Employees and their families can receive crisis counseling if required.
3. Any injury sustained will be reported to the Workers Compensation Board by the employee and the employer.
4. Reasonable steps will be taken to accommodate employees involved in the incident.
Investigating Violet Incidents
1. the violent incident report must be completed for all violent incidents, including situations where there is a reasonable expectation that the incident or threat may become violent in the future.
2. The management team will review all incidents that may potentially become violent. The current procedures will be reviewed and additional steps may be taken to prevent future violence.
3. The management team along with the safety & health committee will investigate all reported incidents of actual violence. The existing procedures will be reviewed and revised as necessary to prevent a repeat.