Employee Handbook

Welcome to Matrix. This employee handbook contains important information about your employment. Please read it carefully and direct any questions of concerns to your supervisor. The policies stated in this handbook are subject to change at any time at the sole discretion of Matrix. From time to time, you may receive updated information regarding any changes in policy. The contents of this handbook are not intended to create a contract or agreement between Matrix and you. There are specific and detailed policies and/or procedures for a number of the general policies stated in the handbook. Please direct any questions to your supervisor.

About Matrix

Matrix’s mission is to create an employee-centric family culture. We are committed to best-in-class training and safety initiatives that ensure our team has the skills to exceed our client’s needs and expectations. By celebrating the efforts of our team and by respecting the diversity of our strength we create an environment where everyone has the opportunity to succeed.

Hours Of Operation/Work Schedules

The normal hours of work are 10 hours, Monday to Friday. We provide a 30-minute unpaid rest/lunch break. On occasion employees may be assigned to different work schedules and/or shifts outside of normal hours.

Attendance

Regular attendance is essential to Matrix’s efficient operation and is a necessary condition of employment. When employees are absent, schedules and commitments fall behind, and other employees must assume added workloads. Employees are expected to report to work as scheduled and on time. If it is impossible to report for work as scheduled, employees must call their supervisor as soon as possible, but in all cases before their starting time. If your supervisor is unavailable, a voice message should be left. If the absence is to continue beyond the first day, the employee must notify their supervisor on a daily basis unless otherwise arranged. Calling in is the responsibility of every employee who is absent. Absence for three consecutive work days without notifying the manager is considered job abandonment and will result in termination of employment.

Pay

Employees are paid on the Friday of every week. Net pay will be deposited directly to the employee’s bank account. It is a condition of employment that the employee has a bank account and provides Matrix. The necessary information to make a direct deposit prior to starting the job.

Overtime

On occasion you may be asked to work overtime. You will be paid in accordance with the rates specified in the Alberta Employment Standards code.

Vacation

As per Alberta Employment Standards we pay vacation on your every paycheck so should you have the need to take a vacation – you will not be paid for the days you have not worked. Also, to ensure you are able to resume your work, you will need to get the vacation days pre-authorized by the supervisor.

Statutory Holidays

Matrix will observe the following statutory holidays:

New Years Day
Family day
Good Friday
Victoria Day
Canada Day
Labour Day
Thanksgiving Day
Remembrance Day
Christmas Day

If the employee works on a general holiday it is treated as any regular day of work with respect to payment of wages and overtime pay.

Sick Days

There are no paid sick days for our temporary workforce so if you do not work for the days you were sick, you will not be paid for the same.

Merit Contractors Association Hour Bank Benefit Plan

All Matrix employees are eligible for the Merit Contractors Association Hour Bank Benefit Plan:

Benefits commence on the first day of the second calendar month after you accumulate 300 hours in your hour bank account (within a nine-month period)

Benefits terminate after your hour bank account falls below 150 hours

Benefits reinstate if 150 hours are again accumulated in your hour bank account within eight months

When your hour bank account falls below 150 hours, you are permitted to self pay for up to six months to continue all benefits except disability benefits. See your Merit Contractors Association Hour Bank Benefit Plan booklet for detailed information regarding dental, vision, medical and insurance coverage.

Employee Discipline

Matrix promotes consistent, fair and constructive treatment of unacceptable conduct or work performance. This is achieved through a progressive discipline policy and process which when applied is carried out with the intent to improve performance. Your supervisor is responsible for identifying and responding to any unacceptable conduct or performance.

To ensure you are aware of Matrix ’s expectations your supervisor will also advise you of job expectations and standards. Failure to comply with these expectations could result in disciplinary action. The progressive disciplinary process is initiated for situations in which policies, procedures or professional practices have been ignored or contravened, or your performance fails to meet acceptable standards.

The following is a guideline for disciplinary actions for violations of the company rules:

On first offense: worker will be given a verbal warning
On second offense: worker will be given a written warning
On third offense: worker’s employment will be suspended without pay or terminated.

However some forms of misconduct including; theft, fraud, violence or threats of violence, harassment or violations of drug and alcohol policy will generally result in immediate dismissal for cause.

Termination

In accordance with the Alberta Employment Standards Act, construction employees are not entitled to notice of termination or pay in lieu of notice of termination (unless employed to perform ongoing maintenance or as an office employee).

Drug and Alcohol Guidelines

Introduction

Matrix recognizes that every person has the right to a safe and healthy work environment and that awareness, education, effective interventions and rehabilitation are all key factors in a successful alcohol and drug program.

The inappropriate use of alcohol and drugs can have serious adverse effects on the safety and wellbeing of employees, employers and the public. Accordingly, Matrix has adopted the Construction Owners Association of Alberta (COAA) Alcohol and Drug Guidelines and Work Rule (October 2005) as the foundation of Matrix alcohol and drug program.

Objectives of Alcohol and Drug Guidelines

Provide a safe workplace for Matrix employees and those whose safety may be affected by the conduct of an employee
Ensure all personnel are treated fairly, with respect and confidentiality Enhance stakeholder awareness
Encourage and support employee self-referral for substance abuse related problems

Scope

These guidelines apply to all employees, or any other person or entity that performs work for Matrix.

Drug and Alcohol Rules

No employee shall report to work or be at work with an alcohol level that exceeds .04 as tested by blood, breath, saliva or urine
No employee shall distribute, possess, consume or use alcohol or illegal drugs on any work sites occupied by Matrix
If an employee is taking a prescription or non-prescription drug for which there is a potential unsafe side effect, he or she has an obligation to report this potential danger to their supervisor.

Circumstances To Test

Reasonable suspicion – an alcohol and/or drug test will be conducted when a trained supervisor or company official observes behavior or appearance that is characteristic of alcohol or drug misuse.
Post accident/Incident – as part of an accident/incident investigation if there is equipment involved, or if there are reasonable grounds to believe that drug or alcohol use by an employee may have been a factor or cause in the accident, near miss or potentially dangerous situation.
Return to duty and follow-up – an employee who has previously failed an alcohol or drug test must have a negative test before they return to work. After that, unannounced follow-up tests may be recommended by a substance abuse counselor.

Confidentiality

Test results and other confidential information may only be released to the specific manager and the substance abuse professional. Any other release to this information is only permissible with employee’s written consent.

Consequences Of Alcohol And Drug Use

When a positive test with an alcohol concentration of .04 or greater or a confirmed positive drug test occurs the employee will be immediately terminated.

That employee will not be considered for rehire unless he or she completed a substance abuse treatment program at an approved agency.

While Matrix has no intention of intruding into private lives, employees are expected to be in a condition to perform their duties throughout their workday. Employee involvement with alcohol and/or drugs will have an impact on the jobsite and our ability to accomplish our goal of a safe work environment, free from the effects of alcohol and drug abuse.

In addition to achieving an alcohol and drug free workplace, it is our commitment to preserve the privacy and personal dignity of each employee.

SAFETY

Matrix is sincerely interested in the safety and well-being of our employees. Matrix is committed to making every effort to maintain safe working conditions. All employees are expected to comply with all safety rules and safe work practices. If, in spite of our efforts to ensure safe working conditions, an employee has an accident or becomes ill on the job, it should be reported to your supervisor immediately. Fitness for Duty and Substance Abuse Policy Workers are prohibited from reporting for or being at work while under the influence of alcohol or drugs. Any worker who is using a prescribed or over-the-counter drug should report this treatment to their supervisor. The illegal use, manufacture, sale or possession of alcohol, narcotics, drugs or controlled substances while on the job or on company property, is a dischargeable offense. Our drug testing policy include:

Pre-employment testing
Pre-access testing
Random
Reasonable suspicion
Post-accident/Return to work

Refusal to comply with this drug testing policy will result in disciplinary action up to and including termination. All workers and Subcontractors must arrive at the project ready to work. This includes being sober, fit for duty, in proper work attire and with a good attitude.

Workers and Subcontractors are required to report all work-related injuries as soon as they become evident. Non-work-related injuries that may affect job performance must also be disclosed to your supervisor. The use of prescription and over-the-counter medications that may affect your ability to perform your job tasks safety shall also be disclosed.

Worker Safety Rules

Workers and Subcontractors will be required to adhere to the following rules under penalty of discharge or other discipline. If you have any questions about these rules, please contact the Site Superintendent or HSE Department. No list can include all instances of conduct, which can result in discipline, including dismissal. However, our guidelines herein are based on common sense and are not meant to replace our expectation that each worker will exercise sound judgment and common courtesy, which everyone should apply while at work. The following list of misconduct will result in disciplinary action:

1. Violating Company, Client or Regulatory HSE rules or performing work in an unsafe manner dangerous to oneself or other personnel, property or equipment.

2. Destroying or removing without permission any property of the Owner, Engineer, Contractor(s) or other workers.

3. Provoking or engaging in a fight, disturbance, or horseplay.

4. Reporting for work under the influence of alcohol or controlled substances.

5. Possession or use of alcoholic beverages or controlled substances on the job site, other than prescribed medication.

6. Gambling or possession of gambling paraphernalia, such as cards, dice, and parlay cards on the worksite.

7. Insubordination or refusal to work as directed or interfering with the work of any other crew member.

8. Sleeping on the job.

9. Possession of firearms, ammunition, or other deadly weapons on the site.

10. Giving false statements or falsifying reports involving attendance, absence, sickness, or termination.

11. Submitting false claims for injury or compensation.

12. Refusing to allow appropriate personnel, with just cause, to examine parcels, lunch boxes or personal vehicles.

13. Deliberately restricting output of work.

14. Refusal to work the scheduled hours, leaving work early without supervisory approval.

15. No smoking except in designated locations.

16. All workers must wear proper PPE at all times.

17. Failure to adhere to the digital device policy.

18. Hair that is longer than collar length must be tucked under hard hats, or into shirts at the collar.

19. Necklaces more than 2 inches from the neck, bracelets and dangling or hoop earrings are not allowed. Finger rings are not recommended.

20. Violating 100% tie-off policy.

Accountability Policy

Management will administer disciplinary action and issue warnings to enforce compliance with the HSE Program. The purpose of disciplinary actions is to correct and prevent the future occurrence of an unacceptable action or behavior. Below are some examples of common disciplinary actions:

1. A verbal warning will be communicated to a worker performing an unsafe act, which is then reported to the safety department.

2. A “Safety Warning Notice” may be issued to the worker for a repeat or serious violation.

3. Suspension or removal from a work location.

4. Remedial training, counseling, or other forms of rehabilitation.

5. Termination or removal from site.

Management reserves the right to choose the appropriate level of disciplinary action as a result of any violation and/or violations which causes or places yourself, others or company/client property in danger. Employment at is “at-will” and can be terminated at any time for any reason.

Accident / Incident Reporting Procedure

If there is an Accident or Incident regardless of whether or not an injury has taken place you must follow the procedure listed below:

1. Immediately report it to your Supervisor and/or HSE Representative.

2. The Supervisor will contact the HSE Department and/or PEO and obtain authorization for worker treatment at the nearest medical facility if applicable.

3. Fill out the “Initial Incident Report” with the Superintendent as soon as possible.

4. All workers and Subcontractors are required to participate in any Root Cause Analysis (RCA) or similar investigation.

5. No worker should provide first aid to themselves or others without proper training.

6. You may return to work when a “work status report” is received from the physician.

If you are off work, you must report progress to the safety department after each medical visit. If you are able to perform modified duties, the worker must remain in contact with the HSE department about working in a temporary position

Proper Lifting and Ergonomics

The most common injuries on the jobsite are back injuries. Improper lifting is one of the main causes of these types of injuries. Workers are responsible for obeying the following techniques for lifting for their safety.

1. Determine if the article is too heavy for lifting by one individual and if additional help is required from another worker or machine.

2. Determine if the lifting action will be a repeated action.

3. Determine the distance the article must be carried.

4. When lifting, workers should position their feet with one foot in front and one foot behind.

5. Never bend from a standing position. Squat down, keeping the back straight.

6. Use your palms to grip the article, not just your fingers.

7. Hold the article close to your body.

8. Keep your arms and elbows close to the body.

9. Lift over the rear leg and then center all the weight over both feet.

10. Do not twist or turn when lifting.

11. Once standing, shift the weight in the direction of the desired location and pivot to turn.

12. To lower the article, keep the back straight and bend the knees. Keeping the article close to your body.

Material Handling, Storage and Disposal

All material must be properly stacked and secured to prevent sliding, falling or collapse. Aisles, stairs and passageways must be kept clear to provide for the safe movement of workers and equipment and to provide access in emergencies.

1. Use proper lifting techniques when handling materials. See section “Proper Lifting & Ergonomics”.

2. When storing material inside structures or buildings which are under construction, materials must be placed a minimum of 6 ft. / 1.82 meters away from floor openings.

3. The quantity of materials stored on scaffolds or platforms must not exceed that required for one day’s operation or the rated capacity of the scaffold or platform.

4. Materials must be stored in such a way that they do not block access to fire exits or emergency equipment.

5. Materials dropped more than 20 feet / 6.09 meters to any point lying outside the exterior walls of the tower must be transported via an enclosed chute made of wood or equivalent material.

6. Protruding nails and /or sharp objects must be bent or pulled when stripping forms, uncrating materials, or from dismantled lumber.

HAZCOM and Toxic Substances

1. Protect the health of all workers and to provide the workers with the necessary information concerning health and physical hazards of the material used in their operations.

2. Provide information to workers by:

a) Listing of all chemical products on the property.

b) Appropriate labeling on containers of all chemical materials used.

c) Making available Safety Data Sheets (SDS) for all chemical products on the property.

d) Train workers to interpret label warnings, color coding signs, etc. that are affixed to containers so that they can properly protect themselves against potential hazards.

e) Train workers to understand the elements of the SDS and to recognize possible risks to health and physical harm and how to protect themselves against exposure.

f) Workers will receive additional instruction when they are performing non-routine tasks or are using non-routine substances.

All workers can obtain further information on this written program, the hazard communication standard and applicable SDS’s from the company HSE Department.

Worker Fatigue and Heat / Cold Stress

When temperatures become extreme (hot or cold) the company will develop a site specific Heat/Cold Stress Work Plan that will address the specific hazards of the project and will be tailored to the uniqueness of the situation.

The company will supply drinking water or electrolyte fluid and single service drinking cups for all workers. Only approved portable containers will be used to dispense drinking water.

Worker Fatigue

In order to prevent worker fatigue due to extended schedules and long workdays, the company has enacted the following Safe Work Policies:

Workday: workers will not be permitted to work more than 12-hrs in a day.
Breaks: The Company will schedule breaks accordingly based on crew needs, environmental conditions and work schedule.
Variance from these policies require written approval from the Director of Construction and Corporate HSE Director.

Fatigue Reporting and Monitoring It is the responsibility of every worker or manager to self-report when they experience or witness symptoms of Worker Fatigue.

Housekeeping

1. Scrap materials and trash are fire and accident hazards. Scraps and trash must be placed in the proper waste receptacles, which are located throughout the jobsite. In some instances, construction debris may be piled in designated areas. Waste should be removed from the jobsite at regular intervals.

2. All debris must be cleared from the construction site and buildings daily.

3. Nails, screws, wire ties and other accessories will be promptly removed from form lumber or any other used lumber at the time of stripping or dismantling. If it is not practical to remove or bend nails in used lumber to avoid tripping hazards and nail traps, the lumber must be stacked and not scattered.

4. The worksite, especially stairways and walkways, shall be kept clear of obstructions which may create tripping hazards, or pose any danger.

5. Tools must be stored in toolboxes. If laid aside temporarily, the tools must be placed within the structures and secured where they will not present a hazard. (Tools must not be placed in a position to fall on someone at a lower level.)

6. Oily rags, waste, etc. that are combustible will not be permitted to accumulate in work areas but shall be placed in metal containers equipped with covers for removal or reuse.

7. Workers are to dispose of lunch wrappings, excess food, water cups, etc., by placing such debris in trash receptacles provided for that purpose.

Transportation

This procedure outlines project site policy in the transporting of personnel, material or equipment.

1. Each occupant of a vehicle must have their own seat belt and must be buckled.

2. Workers must remain seated with all parts of the body within the confines of the truck while it is in operation.

3. Drivers must comply with all state and project traffic regulations.

4. No power equipment will be ridden unless provided with seats or OH&S approved personnel platforms.

5. All loads being transported must be boomed or secured to prevent rolling, sliding, tipping, etc. 6. All loads that extend beyond the bed of the truck are to be flagged with red material.

7. No private vehicles will be allowed on the project site; only approved company vehicles are allowed.

Fleet / Mobile Equipment Safety

The safe operation and proper maintenance of the company fleet vehicles and equipment is vital to preventing accidents and assuring use of safe equipment. These guidelines are established to protect everyone.

1. Only authorized personnel are allowed to drive company vehicles or operate company equipment.

2. All equipment should be inspected and checked for proper safety equipment and deficiencies resolved prior to use.

3. Mobile equipment (aerial lift, scissor lift, and forklift) operators shall be trained, evaluated, and determined qualified to safely operate such equipment.

4. Mobile cranes must be equipped with load moment indicators (LMIs) as well as load charts, and be operated by individuals trained and competent in the use of LMIs and load charts. Daily inspections with “noted” safety-related problems should be corrected and passed on to the corporate office immediately. Operators shall be trained, evaluated, and determined qualified to safely operate such equipment.

5. Tag lines shall be used to control all loads hoisted above head level.

6. The operator shall avoid swinging loads over workers and bystanders.

7. No one should be allowed to operate a vehicle or a piece of equipment if they cannot perform the task safely due to illness, emotional distress, medication, etc.

8. All equipment is to be kept in a reasonably clean condition. This is to aid in noticing any deficiencies with equipment.

9. Every fleet vehicle is to carry a registration card, accident reporting form and insurance card at all times.

10. No fleet vehicles are to be allowed to be operated on public highways unless vehicle and operator are properly licensed.

11. Supervision is not to ASSUME that a person is properly licensed or has been trained in the safe operation of the Fleet / Mobile Equipment.

12. Equipment should at no time be used for horseplay.

13. Equipment is to be used only for the purpose for which it was designed and within its safe working limits.

14. Safety devices are not to be bypassed, removed, or rendered inoperative.

15. Personnel are not to ride in the bed of company vehicles.

16. Guards, covers, warning devices and other safety equipment are not to be removed except for maintenance or testing. Such devices are to be reinstalled before equipment is put back into service.

17. Equipment found to be unsafe is to be removed from service and tagged. The shop is to be notified of the unsafe condition at that time.

18. Anyone working on or around a piece of equipment is to be made aware of any problem with the equipment until repairs are made or it is removed from service.

19. If a machine is “tagged”, no one is allowed to remove the tag except the mechanic making repairs or the person that installed the tag.

20. No person is allowed to ride on a piece of equipment unless it is specifically designed for such purpose.

Personal Protective Equipment (PPE)

1. Hard hats shall be worn at all times by all workers when on the construction site. Hard hats that have been altered by drilling or cutting will not be permitted.

2. You must wear the safety glasses provided to you at all times while working on the construction site.

3. Long pants and a full-length shirt with sleeves at last 3 inches long are the minimum dress code requirements. Tank tops and sleeveless shirts are not permitted on job-sites.

4. Clothing shall be reasonably snug.

5. Jeans, shirts, coveralls and coats are to be free of loose or unraveling ends.

6. Some sites will require fire retardant clothing (FRC’s). The company will provide FR Coveralls for use by workers.

7. Workers are to wear approved leather type work boots with steel / composite toes. All boots must be in good condition.

8. Jewelry is not recommended on the project site.

9. Hearing protection is available from your supervisor. Wherever it is not feasible to reduce the noise levels or duration of exposure to those levels specified in the OH&S standard for permissible noise exposures, ear protective devices shall be provided and used.

10. Approved gloves shall be worn when handling forms, lumber, rebar and similar materials which will be provided by the company.

11. No personal PPE is allowed.

12. Additional eye and face protection such as face shields and goggles must be worn while performing high hazard tasks including grinding, chipping, and overhead drilling, sawing, and working with chemicals or epoxy.

13. All workers are required to have fall protection training (see section “Working from Heights - Fall Protection” within this handbook).

Fire Protection

In the event of a fire, ensure the safety of all personnel in the area, then use the appropriate fire-fighting equipment until help arrives. Protect your safety and the safety of others first.

1. Familiarize yourself with the location of all firefighting equipment in your work area.

2. Keep areas around fire fighting equipment clear at all times.

3. Keep work areas neat and orderly to reduce the likelihood of fire or accidents.

4. Flammable and combustible liquids must be handled only in accordance with labeled instructions.

5. Oily rags should be placed in covered metal containers as covered within the housekeeping section.

6. Only approved solvents should be used for cleaning and degreasing. The use of gasoline and similar flammable substances for this purpose is prohibited.

7. Gasoline should be stored in approved safety cans which are equipped with “flash back screens,” vents and pouring spouts.

8. The use of open fires is prohibited.

9. Job Sites shall maintain a minimum of 2 – 10lb. ABC fire extinguishers located at the cooling tower basin.

10. Always verify whether or not hot work permits are required before generating sparks or cutting.

Confined Space Entry / LOTO

A confined space is defined as any area that:

Is large enough that a worker can bodily enter and perform assigned work; and
Has limited or restricted means of entry or exit (for example, tank, vessels, silos, storage bins, hoppers, vaults and pits are spaces that may have limited means of entry.); and
Is not designed for continuous occupancy General Company Entrance Requirements include:
All confined spaces will be considered permit required until downgraded as non-permit required by the Client.
All permit required confined spaces shall be posted with a clearly visible sign reading - “Danger – Permit Required Confined Space, Do not Enter” or similar wording.
Signs, placards, or other materials required for this procedure can be obtained from the company.
Vessels with no energy sources to isolate may have Confined Space Entry Permits issued without a LOTO Permit.
New construction that has not been turned over to Client shall follow this confined space procedure.
Only trained personnel shall conduct permitted confined space entries.
Safe access to a confined space shall be maintained at all times. If possible, all cords, hoses, leads etc. shall be routed through an entrance other than the worker access into the confined space.
Before workers are allowed to enter a confined space, all energy sources that could affect individuals working in the space shall be locked out and tagged in accordance with company LOTO Energy Isolation Procedure. If required, the space shall be drained, vented, and cleaned.
Entry into a confined space with an Immediately Dangerous to Life and Health atmosphere is prohibited.
Forced ventilation shall be used as necessary to maintain a safe atmosphere.
All required non-entry rescue equipment (such as tripods or other mechanical lifting devices) shall be located at the entrance to the space, set-up, and ready to use as determined during the Pre-Entry Briefing.
An attendant will be assigned to monitor one permit required confined space at a time.
Manholes, vaults, deep excavations and pump pits require a permit for confined spaces. Entry is allowed with equipment in service, as needed, for operational checks, adjustments, and / or calibrations following the appropriate atmospheric monitoring and CSEP requirements for safe entry.
Special conditions may exist regarding calibrations and equipment adjustments which will require energized equipment within a confined space.
All Company Projects will follow Project Specific Client Lockout/Tagout Procedures unless otherwise indicated on the Pre-Project Planning Sheet.

Electrical Safety

1. All electrical tools and equipment must be UL rated, grounded or double insulated.

2. Electrical equipment should not be tampered with by anyone other than a qualified electrician. 3. Damaged or defective electrical tools should not be used on the worksite. All portable electric tools, drop cords, extension cords and similar items will be visually inspected daily before being put to use. Any items showing signs of possible damage will not be used until repaired as indicated and tested.

4. Temporary electric cords must be covered or elevated. They must be kept clear of walkways and other locations where they may be exposed to damage or water, or where they create tripping hazards.

5. Temporary lighting must have guards over the bulbs. Broken and burned out lamps must be replaced immediately. Exposed empty light sockets and broken bulbs will not be permitted.

6. Workers shall use Ground Fault Circuit Interrupters (GFCI) in conjunction with our assured equipment grounding conductor program.

7. Outdoor Receptacles must be weatherproof.

Hand and Power Tools

1. Power tools shall be maintained in a safe working condition. All damaged power tools are to be taken out of service and tagged.

2. When power operated tools are designed to accommodate guards, they shall be equipped with such guards when in use.

3. All power tools (electric / battery) shall be secured by a tool lanyard to an anchoring point, which is either a secure part of the worksite or the worker using the tool.

4. The use of electric cords for hoisting or lowering tools shall not be permitted.

5. Electric / Battery tools shall be disconnected when changing attachments.

6. Don’t Use Electrical Tools in Water.

7. Hand held power tools, such as circular saws, chain saws and percussion tools without positive accessory holding means, shall be equipped with a constant pressure switch that will shut off power when the pressure is released. 8. Tools powered by gasoline shall only be used in ventilated areas. 9. Inspection tape color coding system provided may be subject to change based upon each project sites requirements.

Inspection Tape Color Coding System Month Monthly Color Code Month Monthly Color Code January Green July Yellow February Blue August Orange March Yellow September Green April Orange October Blue May Green November Yellow June Blue December Orange Red Tape - Equipment Tagged Out of Service

Safety Equipment Inspections

PPE should be kept clean and properly maintained by the worker to whom it is assigned and should be inspected, cleaned, and maintained by workers at regular intervals as part of their normal job duties. Superintendents are responsible for ensuring compliance with cleaning responsibilities by workers.

If PPE is for general use, the Superintendent is responsible for cleaning and maintenance. If PPE is in need of repair or replacement it is the responsibility of the worker to bring it to the immediate attention of the Superintendent. It is against company policy to use PPE that is in disrepair or not able to perform its intended function.

Contaminated PPE that cannot be decontaminated is disposed of in a manner that protects workers from exposure to hazards.

Hard hat

• Each worker is responsible for the cleanliness of his/her own hard hat. Only appropriate WORK-RELATED stickers will be permitted on hard hats. No other stickers of any kind or language are acceptable.

• Headband assemblies must be in good repair, properly adjusted, and should be exchanged whenever they become broken or weakened.

Harnesses and Lanyards

• All fall protection equipment shall be inspected each day prior to use. Check webbing for cuts, frays. Check all stitch locations. Ensure that the label is present and legible. Inspect hardware for bent, cracked or deformed areas. Check buckles for proper mechanical function.

• Questionable devices will be tagged out of service and returned to the corporate office for inspection and/or replacement.

Respiratory Protection and Respirator Safety

Respirators shall be worn when respiratory hazards are present that cannot be controlled by engineering controls.
When a respirator is required for a job workers must be medically cleared and fit tested prior to wearing the respirator.
Workers shall use respirators that are clean, sanitary, and in good working order.
Respirators shall be inspected before use following manufacturer’s recommendations.
Respirators shall be cleaned and disinfected as often as necessary to be maintained in a sanitary condition, and at least once per each day of use.
Respirators issued to more than one worker shall be cleaned and disinfected before being worn by different individuals.
Respirators maintained for emergency use shall be cleaned and disinfected after each use.
All respirators shall be stored to protect them from damage, contamination, dust, sunlight, extreme temperatures, excessive moisture, and damaging chemicals.
All respirators shall be packed or stored to prevent deformation of the facepiece and exhalation valve.

Ladders

Ladders present another major hazard in construction work and their improper use is the cause of many serious accidents.

1. The four major causes of Ladder Accidents are: • Ascending or descending improperly • Failure to secure ladder at top and bottom

• Structural failure of the ladder itself

• Carrying objects in hands while ascending or descending

2. Great care should be used in the selection of the proper size and design of the ladder to be used and the proper maintenance and storage of a ladder when not in use.

3. Frequent inspections should be made on all ladders.

4. Ladders of all types should be carefully inspected if accidentally dropped or otherwise damaged in use.

5. Ladders found to be defective should be repaired or, if necessary, destroyed. All parts should be checked for wear, corrosion and structural failure.

6. There is no excuse for using a makeshift means of access to a work area. Use the proper ladder for the job.

7. Only type 1A fiberglass industrial ladders are acceptable.

8. The use of ladders with broken or missing rungs or steps, broken or split side rails, or other faulty or defective construction is prohibited.

9. The feet of portable ladders shall be placed on a substantial base and the area around the top and bottom of the ladder shall be kept clear.

10. Ladders shall not be placed in access ways or other locations where they may be displaced unless such ladders are protected by barricades or secured.

11. Materials should not be carried while accessing a ladder.

12. When ascending or descending ladders, workers should face the ladder and use at least one hand to grab the ladder.

13. Portable ladders shall be used at such a pitch that the horizontal distance from the support to the foot of the ladder is about one-quarter of the working length of the ladder. The acute angle with the horizontal must not be less than 75 degrees.

14. Ladders will not be used as work platforms or scaffolding or as structured members of scaffolds or walkways.

15. The length of single ladders or individual sections of ladders shall not exceed 40 feet / 12.19 meters. Two-section ladders shall not exceed 48 feet / 14.63 meters in length. Ladders over two sections shall not exceed 60 feet / 18.28 meters in length.

16. When used for access, the side rails shall extend not less than 36 inches / 0.914 meters above the landing.

17. Portable stepladders shall not exceed 20 feet / 6.09 meters in height.

18. Ladders shall be equipped with safety shoes, spurs, spikes, tread feet or other approved slip-resistant devices at the base section of each rail.

19. Portable metal ladders shall not be used.

20. Portable ladders are approved for one-man use only.

Fall Protection

Falls are caused by a loss of centered balance that results in an unexpected descent by the force of gravity. Whenever the danger of a fall exists, fall protection is essential and is mandatory. Fall protection equipment should be inspected daily and defective equipment should be disposed of immediately.

1. Most cooling tower projects require working at elevations from 6 feet to 40 feet (1.82 to 12.19 meters) above the ground. The most severe hazard workers’ face while working on a cooling tower is falls.

2. Workers that have a fear of heights, dizziness while climbing, or symptoms of vertigo, the worker will not be allowed in the cooling tower and should inform their supervisor immediately.

3. All company erected cooling tower projects have a fall protection procedure. The project supervisor will explain this procedure to the workers prior to working at heights.

4. It is the responsibility of the worker to follow the fall protection procedure. This protection procedure is for the safety of the workers. If any crew member is found violating a fall protection safety rule, that individual will be subject to disciplinary action.

5. Workers should use one of the approved tie-off methods available within our fall protection program when moving horizontally through the cooling tower.

6. TL-01-F, TL-01-W, TL-02-F, TL-02-W are approved tie off locations.

7. TL-03-F is approved only on double 6” fiberglass channel members. Not approved to be used on double 4” fiberglass channel members.

8. TL-03-W connection is not approved to be used on cooling tower.

9. Workers are to clean their shoes often to remove mud or debris that could instigate a slip and /or fall prior to climbing within the structures.

General Fall Protection Use

Elevations: When the ground-to-work height is 6 feet / 1.82 meters or higher, 100 % fall protection is required. Note - Some Projects require 100% tie off above 4’ feet / 1.21 meters. Consult with your Supervisor regarding any project specific tie-off requirements. Landings, Decks and Open Sided

Platforms: If the landing, deck or open-sided platform is over 6 ft. / 1.82 meters above the adjacent surface there must be a standard guard rail or personal fall arrest system.

Steps: No point of access can have a step greater than 24 inches / 0.60 meters. It there are 4 or more risers or 30 inches / 0.76 meters of rise (whichever is less), there must be a hand rail. Holes: A gap or void 2inches / 0.05 meters or more in its least dimension in a floor, roof or other walking/working surface must be properly guarded or covered.

Stair Rails: Any stair with an open side of 4 or more risers must be equipped with a stair rail on the open side(s). The stair rail must not be less than 36" / 0.91 meters from the top of the stair rail to the surface of the tread, in line with the face of the riser at the forward edge of the tread.

Hand Rails: Stairs with more than 3 risers must be equipped with a hand rail located between 30" and 37" above the stair tread in line with the riser. Hand rails must be continuous and be located a minimum of 3" out from the wall.

Scaffolding: The requirements related to fall protection for workers on scaffolding are provided separately in the section “Scaffolding”.

Walk-Boards / Pick Boards / Scaffold Planks: These walk surface boards are used throughout different elevations of the cooling tower. These boards must provide at least 10 inches / 0.25 meters of walking / working surface and must be constructed in accordance with OH&S Scaffold Standards for ANSI A10.8.

Scaffolding

The Company is not a scaffold erecting company. Only a scaffold erecting company will construct and inspect scaffolding for use. The Company does use scaffold on different projects. The following is a guide as a user.

1. There is no such thing as a temporary scaffold. All scaffolding must be erected and maintained to conform to established standards. No crew member is to perform work from scaffolding unless it has been inspected by a scaffold competent person and has been green tagged for use and has the current date.

2. Guardrails, mid-rails and toe-boards must be installed on all open sides of scaffolds more than 10 ft. / 3.04 meters in height or on any scaffold less than 45 inches wide.

3. Scaffold planks must be at least 2 x 10 inches full thickness lumber, scaffold grade or equivalent.

4. Scaffold planks must extend over the end supports at least 6 inches / 0.15 meters but not more than 12 inches / 0.30 meters.

5. Adequate mud sills or other rigid footings, capable of withstanding the maximum intended load must be provided.

6. Scaffolds must be tied off to the building or structure at intervals which do not exceed 30 feet / 9.14 meters horizontally and 20 feet / 6.09 meters vertically.

7. Do not overload scaffolds. Scaffolds must not be loaded in excess of one-fourth of their rated capacity.

8. Scaffolds or work platforms shall not be altered by unauthorized or untrained persons.

9. All scaffolds must be kept free of snow, ice or other materials that can result in a slippery or hazardous surface.

Stop Work Authority

Stop Work Authority is granted to all workers and Sub-Contractors. Stop Work grants individuals the right to stop or pause work for safety reasons. Stop Work Orders must be reported to your Supervisor immediately.

Your Supervisor (Project Manager if the stop work was initiated by a sub-contractor) will stop the work being performed and immediately work towards finding a safe solution to the concern. If the solution to resolve the safety concern has not or cannot be implemented immediately, the Supervisor and/or Project Manager will contact the HSE Department. The communication shall inform those involved in the project that work has been stopped, what the concerns are, and that work shall not continue until the concerns are resolved.

Next, a safety briefing will be held to discuss the concern and determine a safe and reasonable solution. The safety briefing is an open forum to discuss safety concerns. You will not be reprimanded for issuing a Stop Work Order. Any form of retribution or intimidation directed at any individual or company for exercising Stop Work Authority will not be tolerated.

Once the concerns are corrected and the work is safe to proceed, your Supervisor will send out a follow-communication outlining what steps were taken to resolve the issue. The daily Job Safety Analysis (JSA) should be updated to reflect changes in the work procedures and noted that a stop work authority was enacted.

After a Stop Work Order has been resolved, the HSE Dept. will review the documentation and conduct a follow-up visit to insure that all safety issues and concerns have been resolved and new procedures are in place and followed.

Smoking

Matrix maintains a non-smoking policy. Employees should smoke only in designated areas, as permitted by law.

Personal Electronic Devices

Personal electronic devices are defined as cell phones, blackberries, mp3 players, i-pods, note books, x-boxes, TV’s, radios and satellite radios. The use of any personal electronic devices on (name of company) job sites is strictly prohibited, with the exception of personnel who require personal electronic devices as part of their job duties.

This applies to all employees of (name of company). Employees are not permitted the use of any personal electronic device anywhere on a jobsite other than in the site lunch rooms during rest breaks.

Employees are to ensure that personal electronic devices are kept in the lunchrooms or in their vehicles. Violation may result in a suspension of immediate dismissal.

Personal Protective Equipment/Clothing Requirements

Matrix requires employees to have the following items when they report to work:

Hard hat (CSA approved)
Safety footwear (CSA approved) 6” – 8” ankle support
Gloves Employees will be supplied with tool lists appropriate to their work at the time of hire.

Protection of Personal Information

Under the Personal Information Protection Act (PIPA), your employee personal information can be collected, used, and disclosed by Matrix for the purpose of establishing, managing, or terminating an employment relationship without your consent if Matrix gives you notice about what information will be collected, used, and disclosed. Matrix disclosed this information to you as part of your orientation.

You duly acknowledged and signed a copy of Matrix ’s Protection of Personal Information policy. “Employee personal information” is defined as personal information about you that is collected, used, or disclosed solely for the purposes reasonably required to establish, manage, or terminate an employment relationship between Matrix and you, but does not include personal information that is not about your employment.

Examples of information that is not employee personal information are: contact information (e.g. your name, title, and work phone number used for business purposes); and work production information (e.g. proposals and reports that you worked on that contain your name, position, and credentials). Such information may be routinely collected, used and disclosed by the company.

Conflict of Interest

Employees should not allow their responsibilities outside of work to create a conflict of interest. Specifically Matrix ’s Code of Conduct policy that obligates employees as follows;

Employees must disclose all potential conflicts of interest, including those in which they have been inadvertently placed due to either Matrix or personal relationships. This includes family members, customers, suppliers, Matrix associates or competitors of Matrix
Employees must not accept gifts, trips, entertainment, or favors from a customer, potential customer, supplier, or potential supplier of goods or services to Matrix , unless what is given is of nominal value and refusal to accept it would be discourteous or otherwise harmful to Matrix . Nominal value is considered to be anything below $125. Exceptions to this can only be authorized by “Title of person in Authority goes here”.
Employees must not participate in outside activities that could reasonably be expected to interfere with work time commitments to Matrix , compete with Matrix or negatively impact the reputation of Matrix Any interest which an employee, their spouse, or their relatives living in the household have in a business or enterprise must be reported to the “Title of person in Authority goes here” if;

1. the business or enterprise is a competitor of Matrix (for purposes of this policy an enterprise includes after hours self employment).

2. any part of the business or enterprise is a seller or supplier of goods, or service to Matrix or competitors.

If you have any doubts about a potential conflict of interest it’s your responsibility to advise your supervisor who will help clarify whether there is or is not a conflict.

Respect in the Workplace

Matrix , is committed to providing a safe and respectful work environment for all employees free form harassment, bullying, violence and cultural incompetence. Matrix has adopted the Construction Owners Association (COAA) Respect in the Workplace Policy as the guideline for our harassment, bullying, violence and cultural awareness program.

Respect - definition Respect is defined as the willingness to show consideration for the rights or feelings of others; to treat them courteously, inclusively and safely.

Bullying − definition Bullying is interpersonal hostility that is deliberate, repeated and sufficiently severe as to harm the targeted person’s health, safety or economic status. It is driven by the perpetrator’s (bully’s) need to control another individual, not by a legitimate business need.

Harassment − definition Harassment occurs when a worker is subjected to unwelcome verbal or physical conduct because of: Race Age Religious beliefs Colour Place of origin Gender Mental or physical disability Ancestry Marital status Sexual orientation Source of income Family status of that person or of any other person.

Violence − definition Violence whether at a worksite or work-related means the threatened, attempted or actual conduct of a person that causes or is likely to cause physical injury. These acts include threats, menacing or threatening behaviour and all types of physical or verbal assaults.

Cultural Competence – definition Cultural Competency refers to the ability of organizations and systems to function and perform effectively in cross-cultural situations.

The principles of cultural competence include:

Organizational systems where decision making includes perspectives from diverse points of view Identifying and recognizing cultural diversity
Holding in high regard cultural differences Achieving equal access to employment for everyone Ability to provide accessible and relevant services to targeted groups

When a violation occurs

To support the objective of providing all employees with a healthy safe workplace, it is required that managers, supervisors and workers take preventative action to ensure that risks to an individual’s health and safety due to violations of respect are eliminated or reported.

If an incident that relates to violations of respect occurs, employees are encouraged to seek resolution of the incident.

There shall be no adverse job consequences against any person for notifying management of a violation of this policy unless investigation determines that the person intentionally fabricated the complaint against the accused.

Complaints that are made in bad faith or are malicious or frivolous are considered serious and will result in discipline.

There shall be no retaliation from co-workers directed at an individual making a complaint. In the event it is found that retaliation against a worker who exercises his or her rights under this policy has occurred, severe discipline will be imposed, up to and including termination and not eligible for rehire.

Investigations will be conducted with as much confidentially as can practicably be afforded. Investigators will advise workers involved or consulted through the course of the investigation that discretion is an important part of the process.

Persons found in violation of this policy may be subject to discipline and/or corrective action including:

Fulfilling a requirement to take a course and/or undergo counseling
Participating in mediation Verbal and/or written warning Suspension Termination Loss of site access Not eligible for rehire. www.ritwp.ca

Modified Work Program

Modified work assists in the rehabilitation and early return to work of ill or injured employees. Guidelines Matrix will make every reasonable effort to provide suitable modified work to any employee unable to perform their normal duties.

This may include a modification of the employee’s original position or providing and alternate position, depending on the employee’s medical restrictions Only work that is considered to be meaningful and productive shall be considered for use in the modified work program. These jobs must comply with current WCB adjudicative guidelines.

Participants placed on modified work will be expected to provide feedback in order to improve the program. All employees, regardless of injury or illness, will be considered for placement in our modified work program.

Employees who violate the terms of their Modified Work Agreement are subject to the disciplinary action as outlined in Matrix Employee Discipline Policy.

Objectives To provide temporary modified work to the injured employee through a progressive reintegration in to the workplace until the employee is able to resume normal duties. To provide productive, valuable work for injured employees. To give injured employees an opportunity to develop skills within the company.

To reduce absenteeism To help maintain the injured/ill employee’s identity and self –respect. It is your responsibility to report all incidents immediately, regardless of severity, to your supervisor. See the Modified Work Program Agreement and the Modified Work Program Employee Consent forms at the back of this handbook.

Working alone Guidelines General Safety Regulation

“To work alone” means to work alone at a work site in circumstances where assistance is not readily available in the event of injury, illness or emergency.
When a worker is required to work alone, the employer shall: First conduct a hazard assessment to identify existing or potential hazards arising from the conditions and circumstances of the employee’s work
Establish an effective means of communication between the worker and persons capable of responding to the worker’s needs.
Effective means of communication includes; two-way radio, telephone or other electronic communication devices. If an effective means of communication is not practicable or readily available at the work site, the employer shall Visit the worker Ensure the worker contacts the employer at intervals of time appropriate to the nature of the hazards associated with the employee’s work
In addition, the employer shall conduct further hazard assessments at intervals of time appropriate to the conditions and circumstances of the employee’s work.
The employer shall take all reasonable steps to:

-Eliminate any hazard identified during a hazard assessment, and Control any hazard identified during a hazard assessment if it is not reasonably practicable to eliminate the hazard.

-If practicable the employer shall have the workers affected by a hazard assessment

-Participate in conducting the hazard assessment and In the elimination or control of any hazards identified during the hazard assessment.

A hazard assessment must be in writing and be communicated to all workers affected by the assessment.