HomeMy WebLinkAboutMunicipality of Bayham Health & Safety Policy
MUNICIPALITY OF BAYHAM
HEALTH & SAFETY
MANUAL
MUNICIPALITY OF BAYHAM POLICY MANUAL – ROLES & RESPONSIBILITIES 1
Corporation of the Municipality of Bayham
Policy Name: Municipality of Bayham Health & Safety Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Application
1.1 This policy applies to all work places under the authority of the Municipality of Bayham.
Section 2 - Intent
2.1 It is the intention of the Municipality:
i. To comply, to the fullest extent possible, with the spirit and intent of the Occupational Health &
Safety Act and all related legislation.
ii. To prevent risk of injury and illness arising from the workplace environment.
iii. To establish and maintain a Health & Safety program in co-operation with all employees.
iv. To encourage the co-operation of all employees, in complying with the Health & Safety Policy and
Program.
Section 3 - Policy
3.1 The Municipality of Bayham is dedicated to operating at a standard which will establish
the Municipality as a leader in promoting and protecting the health and safety of all
employees.
3.2 Through active leadership and support the Municipality's goal is to promote attitudes
amongst employees that will ultimately lead to the reduction and elimination of workplace
hazards.
Section 4 - Responsibilities
4.1 The responsibility for the Municipality of Bayham's Health & Safety Policy is delegated to all
personnel and reflects the responsibilities outlined in Section 25 and 26 of the Occupational Health
and Safety Act.
MUNICIPALITY OF BAYHAM POLICY MANUAL – ROLES & RESPONSIBILITIES 2
Section 5 - Council Responsibilities:
5.1 Continuing support of the Occupational Health & Safety Policy and Program and for the provision
of consistent application of Health & Safety standards across the Municipality.
5.2 Establishing and maintaining an internal system for program management, allocating funds, time
and human resources as necessary for Health & Safety.
Section 6 – Senior Management Responsibilities:
6.1 Administration and communication of the Health & Safety Policy and Program within their
departments.
6.2 Encouraging attitudes and work practices that reflect the intent of the policy by ensuring employees
and supervisors receive regular and applicable safety training, according to their needs.
6.3 Including Health & Safety responsibilities in performance criteria, as appropriate for management
and supervisory staff.
6.4 Assuming ownership responsibility and maintenance as required by the legislation, for property
and buildings owned by the Municipality.
6.5 Ensuring that all contractors and sub-contractors and their employees meet or exceed the
expectations of the Municipality's Health & Safety Program.
6.6 Instructing, informing and supervising employees to protect their Health & Safety.
6.7 Investigating and responding to any safety or health related concerns which may be brought to
their attention and initiating corrective measures, as may be appropriate.
6.8 Familiarizing themselves and communicate to their staff, the Health & Safety Policy, the Safety
Program and the requirements of the legislation, as it applies to the workplace.
Section 7 - Employee Responsibilities:
7.1 Uphold the requirements of the Policy, the Program and the legislation in order to assist the
Municipality in providing a healthy and safe work environment.
7.2 Communicating any violations to the immediate Supervisor.
7.3 Assuming responsibility for their own actions to prevent injury to themselves and other employees.
7.4 Immediately reporting workplace and near miss accidents, no matter how minor.
7.5 Liaising with all staff and being of assistance to Senior Management, in an effort to reduce and
eliminate physical hazards and influence safe work attitudes among employees.
Section 8 - Designated Workplace Inspectors/Joint Health & Safety Committee Members:
8.1 Identifying workplace hazards, through inspections, and recommending remedial action to Senior
Management.
MUNICIPALITY OF BAYHAM POLICY MANUAL – ROLES & RESPONSIBILITIES 3
8.2 Conducting or assisting in investigations, as specified by the legislation.
8.3 Making recommendations to Senior Management to enhance the effectiveness of the Health &
Safety Program.
8.4 Promoting a high standard of safety values among all workplace parties.
8.5 Members are entrusted with confidentiality of information concerning employees and the
workplace.
MUNICIPALITY OF BAYHAM POLICY MANUAL – CORPORATE HEALTH & SAFETY POLICY STATEMENT 1
Corporation of the Municipality of Bayham
Policy Name: Health & Safety Policy Statement
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 – Policy Statement
1.1 The Corporation of the Municipality of Bayham is committed to ensuring a safe and
healthy environment for its employees, visitors, and contractors, and the prevention of
occupational illness and injury in the workplace. In order to achieve this objective, the
Municipality will:
i. Comply with all relevant legislation and standards related to health and safety;
ii. Identify and control hazards which may result in occupational injuries or illnesses, or
property damage;
iii. Develop, implement, and monitor health and safety programs to fulfil these objectives;
iv. Educate employees to increase the awareness of health and safety principles
throughout the Municipality and ensure that senior management, supervisors, and
workers have the skills to carry out their responsibilities;
v. Ensure that supervisors monitor their workers’ safety performance, and take
appropriate disciplinary action when employees fail to comply with safe work practices
and procedures;
vi. Include health and safety as a criterion in evaluating job performance
vii. Establish a communication system to inform visitors about potential hazards, so as to
ensure a safe and healthy environment for all;
viii. Recognize all employees have a role and responsibilities in health and safety;
ix. Review this policy annually.
1.2 In addition, all employees of the Municipality of Bayham commit to performing their jobs
safely and in accordance with this policy and legislative requirements.
Signature: ________________________________ Date: __________________________
MUNICIPALITY OF BAYHAM POLICY MANUAL - JOHSC 1
Corporation of the Municipality of Bayham
Policy Name: Joint Occupational Health and Safety Committee
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Municipality of Bayham has established and supports the establishment of a Joint
Health and Safety Committee and Health and Safety Representatives, as required by the
Occupational Health and Safety Act (OHSA) as a commitment to health and safety even
though the Municipality is not required to establish the same.
Section 2 – Procedure
2.1 Health and Safety Representatives are workers who do not exercise managerial functions.
Workers who do not exercise management functions choose the Health and Safety
Representatives who will carry out the legislated responsibilities.
2.2 Health and Safety Representatives receive training to enable them to perform their duties
under the OHSA.
2.3 Health and Safety Representatives have responsibilities, as follows:
i. Identify workplace hazards
ii. Evaluate potential hazards
iii. Make recommendations to the employer regarding correction of hazards
iv. Follow up on implemented recommendations
v. Conduct Workplace Inspections
vi. Assist with Accident Investigations in cases of critical injury or fatality
2.4 Additional duties may include the following:
i. Obtain information to assist in identifying hazards, or regarding work standards and
practices, in other similar industries
ii. Review reports of Workplace Inspections
iii. Review injury reports and analyze trends so recommendations can be made regarding
preventive measures
MUNICIPALITY OF BAYHAM POLICY MANUAL - JOHSC 2
iv. Request information regarding any health and safety related testing, and be present at
the beginning of such testing
2.5 The Joint Health & Safety Committee (JHSC) will carry out its roles and responsibilities in
conformity with Municipality of Bayham By-law No. 2016-099.
2.6 The JHSC will have at least two Certified Members in place at all times: one member
representing management, one member representing workers. Worker members decide
who will become the worker certified member. Management members decide who will
become the certified management member.
2.7 Members become certified by completing Part One and Part Two of the Workplace Safety
and Insurance Board (WSIB) Certification program.
THE CORPORATION OF THE MUNICIPALITY OF BAYHAM
BY-LAW NUMBER 2016-099
Being a by-law to establish
Guidelines for the Structure and Function of the
Joint Occupational Health and Safety Committee for the
Municipality of Bayham
WHEREAS the Council of the Corporation of the Municipality of Bayham is desirous that
a Joint Occupational Health and Safety Committee be established to endeavour to meet
the health and safety needs of municipal employees;
THEREFORE BE IT RESOLVED THAT the Council of the Corporation of the
Municipality of Bayham enacts as follows:
1. THAT the Council of The Corporation of the Municipality of Bayham hereby
establishes a Bayham Joint Occupational Health and Safety Committee whose
structure is set out in Schedule “A” attached hereto and forming part of this by-
law.
2. THAT the said Committee shall operate in accordance with the said Structure
being hereby adopted.
3. THAT By-law No. 2003-002 as amended shall be repealed in its entirety.
4. THAT this By-law shall come into full force and effect on the date of its passage.
READ A FIRST, SECOND AND THIRD TIME AND FINALLY PASSED THIS 17TH DAY
OF NOVEMBER, 2016
MUNICIPALITY OF BAYHAM GUIDELINES
FOR THE STRUCTURE
AND
FUNCTION OF
THE JOINT OCCUPATIONAL HEALTH & SAFETY COMMITTEE
PREAMBLE
1. Although not required by the Occupational Health and Safety Act the Municipality
of Bayham has chosen to establish a Joint Occupational Health and Safety
Committee whose members will hold meetings on a regular basis.
2. It is our firm belief that through joint education programs, joint investigations of
problems, and joint resolution of those problems, the workplace will be made
safe and healthy for all employees.
3. The parties acknowledge that the proper functioning of the Joint Occupational
Health and Safety Committee can only be carried out where the representatives
of the employer and of the employees are committed to these responsibilities.
To effect this, the undersigned undertake to make decisions that will be carried
out by their respective organizations.
4. The parties hereto adopt these guidelines in good faith and agree to promote and
assist the Joint Occupational Health and Safety Committee whenever and
wherever possible.
STRUCTURE OF COMMITTEE
1.1 The Joint Occupational Health and Safety Committee (referred to hereafter as “the
JOHSC”), shall consist of a maximum of three (3) members, of which a minimum of
two (2) members shall represent workers. These members will be one selected by
the employer, one selected from the Bargaining Unit to represent the Bargaining
Unit, and one from and to represent exempt Staff. Member replacement will be
done on an alternating basis from each group.
1.2 The JOHSC shall meet on a regularly established schedule at least once every
three (3) months. (Changes will be approved by the Co-chairpersons).
1.3 There shall be two (2) Co-chairpersons, one (1) from management, and one (1)
from the employees; appointed for a definite period (1 year) who shall alternate the
chair at meetings. Members shall be eligible for re-appointment
1.4 A Co-chairperson may, with the consent and approval of his/her counterpart, invite
any additional person(s) to attend the meeting to provide additional information and
comment, but they shall not participate in the regular business of the meeting.
1.5 The Municipality shall prepare and review at least annually a written occupational
health and safety policy and post at a conspicuous place a copy of this policy. The
Municipality shall develop and maintain a program to implement that policy.
1.6 The members of a committee shall have one (1) hour, or such longer period of time
as the committee deems necessary, to prepare for each committee meeting.
FUNCTIONS OF THE JOHSC
2.1 To attain the spirit of the Occupational Health and Safety Act, the functions of the
JOHSC shall be:
(a) to identify, evaluate and recommend a resolution of all matters pertaining to
health and safety in the workplace to appropriate municipal authorities;
(b) to encourage adequate education and training programs in order that all
employees are knowledgeable in their rights, restrictions, responsibilities and
duties under the Occupational Health and Safety Act;
(c) to address matters related to Designated Substance Regulations and WHMIS
where applicable;
(d) to deal with any health and safety matters that the Committee deems
appropriate.
2.2 Inspections
The members of the Committee who represent employees shall conduct
inspections of the physical condition of the workplace, by establishing an
inspection schedule that ensures that the entire workplace will be inspected at
least once a year. Generally all active workplaces will be inspected monthly where
possible.
2.3 All health and safety concerns raised during the physical inspection will be
recorded on an appropriate workplace inspection form and signed by the members
of the inspection team.
2.4 The workplace inspection form will be forwarded to the JOHSC and to Municipal
authorities within three (3) working days of the workplace inspection. The
designated Department Head or appropriate authority will inform JOHSC of the
status of the outstanding items.
2.5 Recommendations of the Joint Committee
Municipal authorities will communicate in writing directly to the JOHSC within
twenty-one (21) days with regard to minuted recommendations of the Committee
by giving their assessment of the concerns, and outlining who is responsible for
resolving the matter, along with a time frame in which the matter will be resolved.
If they disagree with or do not accept any recommendations, reasons for the
disagreement will be stated.
2.6 Accidents and Accompaniment
The Joint Committee will designate members to investigate all serious workplace
accidents, and incidents that have the potential for a more serious accident. The
inspection team will be responsible for overseeing that the requirements prescribed
in Sections 25 and 26 of the Act and Sections 5 and 6 of the Regulations for
Industrial Establishments are carried out.
2.7 The Joint Committee will designate two (2) members to accompany the Ministry of
Labour Inspector while carrying out Ministry inspection of the workplace.
2.8 The members of the Committee representing employees shall designate a member
to investigate work refusals.
2.9 The members of the committee representing employees shall designate a member
to be present at the beginning of any occupational hygiene testing. The Committee
members shall be given a copy of any and all reports.
MINUTES OF MEETINGS
3.1 The Committee will designate a secretary for the meeting to take minutes and be
responsible for having the minutes, typed, circulated and filed within one calendar
week of the meeting, or as the Committee may from time to time instruct. Minutes
of meetings will be reviewed, and edited where necessary, by the Co-chairpersons,
then signed and circulated to all Committee members. A copy will be forwarded to
the Municipal Administrator and posted in all work sites. Agenda items will be
identified by a reference number, and be readily available in a proper filing system.
Names of Committee members will not be used in the minutes except to record
attendance.
QUORUM
4.1 Where there are three (3) Joint Committee members, they shall have a quorum of
two (2) members present in order to conduct business. The number of employer
members shall not be greater than the number of employee members.
PAYMENT FOR ATTENDANCE AT MEETINGS
5.1 All time spent in attendance at Committee meetings or in activities relating to the
function of the Joint Committee will be paid for at the member’s appropriate rate of
pay for performing work, and the time spent is to be considered as time at work.
MEETING AGENDA
6.1 A Co-chairperson will prepare an agenda and forward a copy of the agenda to all
Committee members in a timely manner.
6.2 The Committee may accept any item as proper for discussion and resolution
pertaining to health and safety. All items raised from the agenda in meetings will
be dealt with on the basis of consensus rather than by voting. Formal motions will
not be used.
6.3 All items that are resolved or not will be reported in the minutes. Unresolved items
will be minuted and placed on the agenda for the next meeting.
GENERAL
7.1 All employees will be encouraged to discuss occupational health and safety
concerns with their immediate supervisor before bringing it to the attention of the
Committee.
RECOMMENDATION FORM
JOINT OCCUPATIONAL HEALTH & SAFETY COMMITTEE
Submitted To:
Name:
Title:
Date Submitted: mm/dd/yyyy
Summary of Issue:
JOHSC Recommends:
Signature Signature
Please respond by the following date:
Approved or proposed alternative Action:
Please attach extra pages if necessary.
MUNICIPALITY OF BAYHAM POLICY MANUAL – ORIENTATION PROGRAM 1
Corporation of the Municipality of Bayham
Policy Name: Orientation Program
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Municipality of Bayham is committed to the implementation of a Health and Safety
Orientation Program that is offered to new employees, within five business days of
expected start date. This includes students and co-op students.
Section 2 – Procedure
2.1 When employees transfer to a new job, or when a new piece of equipment is introduced,
job-specific instruction is given as needed.
2.2 When an employee returns from an extended leave, the orientation process is followed on
their return.
2.3 There are 2 phases to the Orientation program.
i. The Health and Safety Coordinator or designate completes Phase 1.
ii. The Supervisor of the Department of the new employee conducts Phase 2.
2.4 Phase 1 includes:
i. Information about the Occupational Health and Safety Act
ii. Basic rights, roles, and responsibilities under the Act
iii. Role of the Joint Health and Safety Committee and Health and Safety Representatives,
and how to contact them
iv. Location of Municipal Health and Safety policies and applicable site information.
v. Instructions about injury and illness reporting
vi. First aid procedures
vii. Reporting hazards
viii. Requirement for personal protective equipment and its maintenance
ix. The legal requirement to report Violence and Harassment in the workplace
x. How the progressive disciplinary process applies to health and safely
MUNICIPALITY OF BAYHAM POLICY MANUAL – ORIENTATION PROGRAM 2
xi. Any other general information that will assist employees to understand the importance
of working safely
2.5 Phase 2 is more job specific and includes:
i. Location and purpose of health and safety bulletin boards
ii. Location of first aid stations and kits
iii. Location of fire extinguishers and fire pull stations
iv. Information on specific hazards of the job
v. WHMIS - ensure training has been completed/location of MSDSs
vi. Safe operating procedures for equipment with which the employee will be working
vii. Use and care of specific personal protective equipment
viii. Specific instruction regarding emergency evacuation from the area where the new
employee will be working
ix. Any other health and safety information that is specific to the job that the employee will
be performing
2.6 A checklist is used to ensure that all elements are covered. Once completed, the checklist
is dated and signed by the employee and the person(s) who conducted the Orientation.
MUNICIPALITY OF BAYHAM POLICY MANUAL – ORIENTATION PROGRAM 3
Health and Safety Orientation Checklist
Discussed N/A
Health and Safety Legislation and Regulations
Responsibilities of Employer, Supervisor, Worker, etc.
Rights of Workers
Role of Human Resources
JHSC and Health and Safety Representatives – roles and
responsibilities (How to contact them)
Municipal Health and Safety Policies – where to find information
Statement of Commitment
Refusal to Work Procedure
First Aid Procedures
Reporting Hazards– to whom and how
Injury / Illness Reporting – to whom and how
General Requirements of Personal Protective Equipment
Violence and Harassment in the Workplace
Emergency Response Plan – General
Progressive Disciplinary Process
Early and Safe Return to Work requirements
Purchase of Equipment and Services
Other (Describe):
MUNICIPALITY OF BAYHAM POLICY MANUAL – ORIENTATION PROGRAM 4
Job Specific Orientation
Health and Safety Bulletin Boards – locations
Location of First Aid Stations and Kits
Location of Fire Extinguishers and Pull Stations
Job Specific Hazards
Specific Emergency Procedures on the Job
WHMIS Training (Obtain Certificates) - Where to find MSDSs
Review of Standard Operating Procedures
Job Specific Personal Protective Equipment – Use and Care
Specific Evacuation Procedures from Site
Other (Describe):
Signature of Employee: __________________________________ Date: _______________
Signature of Supervisor: _________________________________ Date: _______________
Signature of CAO: ______________________________________ Date: _______________
MUNICIPALITY OF BAYHAM POLICY MANUAL – TRAINING POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Training Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 Regular training assists employees to work safely and recognize hazards in the
workplace. The Municipality of Bayham provides training based on needs that are
assessed by each department.
1.2 The intent of the training program is to identify employee minimum training and education
requirements relevant to his/her duties and responsibilities in the course carrying out tasks
and assignments associated with those duties and responsibilities.
Section 2 – Procedure
2.1 The Occupational Health and Safety Act prescribes an employer shall provide
information, instruction and supervision to a worker to protect the health and safety of the
worker and take every precaution reasonable in the circumstances for the protection of
the worker.
2.2 The following tables outline the minimum training requirements for employees in the
different departments within the Municipality. Frequency of training is also prescribed for
each area of training.
MUNICIPALITY OF BAYHAM POLICY MANUAL – TRAINING POLICY 2
Summer Students - Public Works &
Museums
Training Initial
Training Refresher Sample Training Facilitator
Public Works Students
Orientation Yes As Required Municipal Program
Harassment/Discrimination Yes 5 Years Municipal Program
Customer Service Yes 5 Years Municipal Program
WHMIS Yes Yearly MHSAO
Conflict Resolution Yes 5 Years Municipal Program
CPR/First Aid Yes As Required Red Cross or St. Johns
Tractor Operation Yes As Required Municipal Program
PTO Training Yes As Required Municipal Program
Lawnmower Yes As Required Municipal Program
Driver Training Yes As Required Municipal Program
Traffic Control Yes As Required Municipal Program
Lifting/ Trips Falls Yes As Required Municipal Program
Weed Eater Yes As Required Municipal Program
Extreme Weather Yes As Required Municipal Program
Defensive Driving Yes As Required Municipal Program
Communications Yes As Required Municipal Program
Painting/Oil Based Yes As Required Municipal Program
Ladders Yes As Required Municipal Program
Working Alone YEs As Required Municipal Program
Time Sheets / Reporting Yes Annual Municipal Program
Museum Students
Orientation Yes Annual Municipal Program
Harassment/Discrimination Yes Annual Municipal Program
Customer Service Yes Annual Municipal Program
WHMIS Yes Annual MHSAO
CPR/First Aid Yes As Required Red Cross or St John's
Lifting/ Trips, Falls Yes Annual Municipal Program
Temperature/Relative
Humidity Yes Annual Municipal Program
Working Alone Yes N/A Municipal Program
Conflict Resolution Yes Annual Municipal Program
Incident/Accident Reporting Yes Annual Municipal Program
Time Sheets / Reporting Yes Annual Municipal Program
Sick Time Yes Annual Municipal Program
Accessibility Training Yes As Required Municipal Program
MUNICIPALITY OF BAYHAM POLICY MANUAL – TRAINING POLICY 3
Water/Wastewater
Training Initial
Training Refresher Sample Training Facilitator
Orientation Yes NA Municipal Program
Harassment/Discrimination Yes 5 Years Municipal Program
Customer Service Yes 5 Years Municipal Program
WHMIS Yes Annual MHSAO
Conflict Resolution Yes 5 Years Municipal Program
CPR/First Aid Yes As Required Red Cross or St. Johns
Traffic Control Yes 3 Years MHSAO
Trenching Yes 3 Years MHSAO
Propane Safety Yes 5 Years TSSA
Driver Training Yes 5 Years Municipal Program
Confined Space Yes 3 Years MHSAO
Lifting/ Trips Falls Yes 5 Years Municipal Program
Extreme Weather Yes 5 Years Municipal Program
Basic Electrical Safety Yes 5 Years MHSAO
Safe Sampling & Handling Yes 3 Years XCG or WCWC
Defensive Driving Yes 5 Years MHSAO
Communications (Radios) Yes 5 Years Municipal Program
Fuelling of Vehicles Yes 5 Years OGRA
Ladders Yes 5 Years MHSAO
Accessibility Training Yes As Required Municipal Program
Lock & Tag Out Electrical
Safety Yes 5 Years TSSA
Working at Heights/Ladder
Safety Yes 5 Years MHSAO
MUNICIPALITY OF BAYHAM POLICY MANUAL – TRAINING POLICY 4
Public Works
Training Initial Training Refresher Sample Training
Facilitator
Orientation Yes NA Municipal Program
Harassment/Discrimination Yes 5 Years Municipal Program
WHMIS Yes Annual MHSAO
Conflict Resolution Yes 5 Years Municipal Program
CPR/First Aid Yes As Required Red Cross or St. Johns
PTO - Tractors Yes 5 Years Municipal Program
Lawnmowers Yes 5 Years Municipal Program
Driver Training Yes 5 Years Municipal Program
Chainsaw Yes 5 Years CCCA
Lifting/ Trips Falls Yes 5 Years Municipal Program
Snowplough Yes Annual Ground Force
Traffic Control Yes 5 Years MHSAO
Extreme Weather Yes 5 Years Municipal Program
Trenching Yes 5 Years MHSAO
Loader Yes 5 Years Ground Force
Lifting Devices Yes 5 Years Municipal Program
Ladders Yes 5 Years Municipal Program
Defensive Driving Yes 5 Years MHSAO
Grader Operations Yes 5 Years Ground Force
Backhoe Yes 5 Years Ground Force
Bulldozer Yes 5 Years Ground Force
Welding Yes 5 Years Ground Force
Fuelling of Vehicles Yes 5 Years Municipal Program
Working Alone Yes 5 Years Municipal Program
Accessibility Training Yes As Required Municipal Program
Communications (Radios) Yes 5 Years Municipal Program
Lock & Tag Out Electrical
Safety Yes 5 Years TSSA
MUNICIPALITY OF BAYHAM POLICY MANUAL – TRAINING POLICY 5
Building Dept.
Training Initial Training Refresher Sample Training
Facilitator
Orientation Yes NA Municipal Program
Trenching Awareness Yes 5 Years MHSAO
Conflict Resolution Yes 5 Years Municipal Program
Customer Service Yes 5 Years Municipal Program
CPR/First Aid Yes As Required Red Cross or St Johns
WHMIS Yes Annual MHSAO
Fuelling of Vehicles Yes 5 Years MHSAO
Harassment/Discrimination Yes 5 years Municipal Program
Working Alone Yes 5 years Municipal Program
Confined Space -
Awareness Yes As Required MHSAO
Accessibility Training Yes As Required Municipal Program
Communications (Radios) Yes 5 Years Municipal Program
Ladders Yes 5 Years Municipal Program
MUNICIPALITY OF BAYHAM POLICY MANUAL – TRAINING POLICY 6
Office Staff
Training Initial Training Refresher Sample Training
Facilitator
Orientation Yes NA Municipal Program
Conflict Resolution Yes 5 Years Municipal Program
CPR/First Aid Yes As Required Red Cross / St Johns
Harassment/Discrimination Yes 5 Years Municipal Program
WHMIS Yes Annual MHSAO
Accessibility Training Yes As Required Municipal Program
Lifting/ Trips Falls Yes 5 Years Municipal Program
Working Alone Yes 5 Years Municipal Program
MUNICIPALITY OF BAYHAM POLICY MANUAL – TRAINING POLICY 7
By-law Enforcement
Training Initial Training Refresher Sample Training
Facilitator
Orientation Yes NA Municipal Program
Customer Service Yes 5 Years Municipal Program
Conflict Resolution Yes 5 Years Municipal Program
CPR/First Aid Yes As Required Red Cross / St Johns
Harassment/Discrimination Yes 5 Years Municipal Program
WHMIS Yes Annual MHSAO
Lifting/ Trips, Falls Yes 5 Years Municipal Program
Property Standards Officer
Certification Yes As Required OPSOA
Municipal Law Enforcement
Officer Certification Yes As Required MLEOA
Self Defence / Inspection
Safety Yes As Required MLEOA
Driver Training Yes 5 Years Municipal Program
Fuelling of Vehicles Yes 5 Years MHSAO
Working Alone Yes 5 Years MLEOA
Radios / Cell Phones Yes 5 Years Municipal Program
Accessibility Training Yes As Required Municipal Program
MUNICIPALITY OF BAYHAM POLICY MANUAL – TRAINING POLICY 8
TRAINING RECORD FORM
Title of Training Program:
Date of Training:
Certificate Issued: Yes No
Instructor’s Name:
Location of Training:
Print Name Signature Successfully
Completed
Yes No
MUNICIPALITY OF BAYHAM POLICY MANUAL – COMMITMENT – CIVIL WORKPLACE 1
Corporation of the Municipality of Bayham
Policy Name: Municipality of Bayham Commitment to Civil Workplace Environment
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 – Policy
1.1 The Municipality of Bayham values all members of the municipal workplace. The Municipality
of Bayham is committed to ensuring that all members of the workplace experience the
following:
i. A civil and respectful workplace environment;
ii. Interactions, communications and dealings with all individuals in the workplace that are
polite, supportive, civil, constructive and respectful, including but not limited to, co-workers,
supervisors, managers, councillors, etc.
Section 2 - Procedure
2.1 All members of the workplace are to ensure that all communications and interactions are
pursued at all times in a professional, businesslike, respectful and civil manner, both in terms
of tone and content.
2.2 All members of the workplace are to avoid any communications or interactions that as a result
of their content or tone would be offensive, threatening or embarrassing to the recipient.
2.3 Conduct that is inconsistent with the Municipal commitment to a civil and respectful workplace
includes but is not limited to the following:
i. Yelling or screaming;
ii. Volatile displays of temper or anger;
iii. Rude, demeaning and belittling remarks directed at anyone in the workplace;
iv. Directing foul and abusive language to anyone in the workplace.
2.4 Legal developments require employers to provide a civil and respectful workplace
environment. The law requires all workplace participants (employees, supervisors,
managers) to contribute to a civil and respectful workplace by ensuring that individual
dealings and interactions with other persons are consistent with the required standards of
conduct.
MUNICIPALITY OF BAYHAM POLICY MANUAL – COMMITMENT – CIVIL WORKPLACE 2
2.5 The law prohibits personal harassment, which is conduct that exposes employees to abusive,
hostile, uncivil or disrespectful workplace dealings (yelling, screaming, belittling, demeaning,
berating).
2.6 Any employee that exposes other members of the workplace to workplace harassment
exposes themselves to legal liabilities, including damages and corrective disciplinary action
including investigation under the Workplace Harassment Policy.
Section 3 – Responsibilities
3.1 All employees have a mutual interest and shared responsibilities in connection with securing
and maintaining a civil and respectful workplace environment and workplace interactions.
EMPLOYER
3.2 The Municipality of Bayham is committed to ensuring all employees contribute to a civil and
respectful workplace environment by pursuing the following initiatives:
i. Ensuring all members of workplace (employees, supervisors, managers, councillors)
understand the standards of conduct expected of them;
ii. Empowering employees to require respectful and civil treatment by communicating
expectations in this regard;
iii. Reinforcing and enforcing acceptable conduct.
SUPERVISORS AND MANAGERS
3.3 Ensuring that at all times supervisor dealings with employees and with each other are
conducted in a civil, respectful and professional manner.
3.4 Taking the necessary steps to ensure that employees conduct themselves in a manner
consistent with the Municipal commitment to a civil and respectful workplace. This includes
responding to any incidents of conduct falling below the standards outlined in this policy.
EMPLOYEES
3.5 Ensuring that communication and interactions with co-workers, managers and supervisors is
conducted in a civil, courteous and respectful manner.
3.6 Communicating to peers or persons in authority any concerns of being exposed to any
communications or interactions inconsistent with the Municipal commitment to a civil and
respectful workplace.
3.7 A civil, respectful and supportive work environment in which all members of the workplace
feel secure, respected and valued is secured and maintained when all staff commit to such an
environment.
MUNICIPALITY OF BAYHAM POLICY MANUAL – DISCRIMINATION & HARASSMENT IN THE WORKPLACE 1
Corporation of the Municipality of Bayham
Policy Name: Discrimination & Harassment in the Workplace
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 Every employee of the Municipality has the right to receive fair treatment and to work in an
environment that is free from discrimination and harassment. The Municipality is
committed to providing a workplace free of discrimination and harassment in which all
employees can be treated with dignity and respect. This policy will be reviewed as
necessary, and at least on an annual basis.
1.2 The Municipality conducts business and treats all employees in accordance with all
applicable Human Right’s legislation. The Municipality does not condone and does not
tolerate harassment of any kind.
1.3 Employees shall not be harassed or discriminated against by the employer, by anyone
acting as an agent for the employer or by another employee because of race, ancestry,
place of origin, ethnic origin, citizenship, religion, creed, colour, sex, sexual orientation,
age, record of offences for which a pardon has been granted, family status, disability,
gender identity or gender expression or any other grounds prohibited under the Ontario
Human Rights Code. Harassment undermines an individual’s self-respect and adversely
affects work performance and well-being.
1.4 Supervisors, who do not exercise their responsibility to prevent or discourage harassment
of or by their employees, are considered to be as guilty of violating this policy as if they
had committed the harassment. Therefore, any supervisor who willfully disregards a report
of harassment of/by his/her employees may be subject to discipline up to and including
dismissal.
MUNICIPALITY OF BAYHAM POLICY MANUAL – DISCRIMINATION & HARASSMENT IN THE WORKPLACE 2
Section 2 – Procedure
2.1 “Workplace harassment” means different things to different people and may be influenced
by cultural, religious background, and/or geographical location. Workplace harassment
means engaging in a course of vexatious comment or conduct against an employee in a
workplace that is known or ought reasonably to be known to be unwelcome. Workplace
harassment may include conduct which is offensive, embarrassing, or humiliating to
others, and may further include visual representation, electronic messages, written
messages, verbal and/or physical conduct. Unwelcoming behaviours may create hostile
work environment.
2.2 Sexual harassment is a specific form of harassment. It may include behaviours that are
not necessarily sexual in nature, but relate to the person’s gender and demeans, belittles
or causes personal embarrassment to the recipient. These behaviours are known or ought
reasonably to be known to be unwelcome.
i. Examples of sexual harassment and inappropriate gender-related behaviour include, but
are not limited to, comments, gestures and non-verbal behaviour, visual materials and
physical contact. Comments made or actions taken may not be intended to offend
another person. However, intent is not a prerequisite to establishing that behaviour is
discriminatory.
2.3 Abuse of authority means an individual’s use of power and authority inherent in the
position held in a manner which serves no legitimate work purpose and which ought
reasonably to be known to be inappropriate. It includes misuses of power that are
intimidating, coercive or demeaning. The legitimate and proper exercise of employer’s
right to supervise or manage (for example, performance reviews, work evaluations and
disciplinary measures taken for any valid reason) does not constitute harassment under
this policy.
2.4 Psychological harassment is bullying or humiliating behaviour that has the following
components:
i. Generally repetitive, although a single serious incident of such behaviour may constitute
psychological harassment if it undermines the recipient’s psychological or physical
integrity and has a lasting harmful effect;
ii. Hostile, abusive or inappropriate;
iii. Affects the recipient’s dignity or psychological integrity;
iv. Results in a poisoned work environment
2.5 Not all conflict at work constitutes bullying or psychological harassment and it should not
be confused with legitimate management actions or normal human conflict.
MUNICIPALITY OF BAYHAM POLICY MANUAL – DISCRIMINATION & HARASSMENT IN THE WORKPLACE 3
2.6 Workplace harassment does not include:
i. Appropriate direction, evaluation or discipline by a manager or supervisor;
ii. Stress associated with the performance of job duties;
iii. Friendly teasing or bantering that is mutually acceptable; and
iv. Friendly or romantic behavior that is welcome and mutual.
2.7 There are three ways in which a person might suffer discrimination:
i. Directly: where a person treats another person unequally or differently because he/she is
a member of a group of persons who are identified by a prohibited grounds under the
Human Rights Code.
ii. Indirectly: where a person causes another person to act on his/her behalf and
discriminates against a person because of his/her membership in a group of persons
who are identified by a prohibited ground under the Human Rights Code.
iii. Constructively: where a neutral requirement, qualifications or factor has an adverse
impact on members of a group of persons who are identified by a prohibited ground of
discrimination under the Human Rights code.
2.8 Exceptions include:
i. The legitimate and proper exercise of the employer’s right to supervise or manage (for
example, performance reviews, work evaluations and disciplinary measures taken for
any valid reason) does not constitute harassment under this policy.
ii. Hiring, performance/salary reviews, discipline, transfer, promotion, termination and other
career decisions must be based solely on work criteria.
2.9 An employee who believes he/she is being harassed should:
i. Make it known that the action is unwelcome and will be reported unless it is stopped
immediately.
ii. Keep a written record of dates, times, and nature of behaviour and witnesses, if any.
iii. If the harassment continues, speak to an uninvolved supervisor and confirm the
complaint in writing to the uninvolved supervisor and/or CAO/Clerk.
iv. Employees should note that failure to keep a diary of the event may invalidate the
complaint but a record will, however, reinforce it.
2.10 Management has the responsibility to respond immediately to complaints of harassment in
accordance with the following steps:
i. Inform the complainant that an investigation is being conducted;
ii. Interview both parties as soon as possible;
iii. Interview any witnesses;
iv. Interview past and present employees, if necessary, to determine if harassment has
occurred;
v. Warn all parties that all interviews and information must be kept confidential;
vi. Consult the Human Rights Commission, if necessary, before responding to the
complaint;
vii. Render the decision and discuss the findings with the alleged harasser.
MUNICIPALITY OF BAYHAM POLICY MANUAL – DISCRIMINATION & HARASSMENT IN THE WORKPLACE 4
2.11 If the allegations are found to have substance, then management may determine the
appropriate level of discipline, up to an including immediate termination of the harasser. If
the allegations are found not to have substance, the investigator will maintain a
confidential file on the allegations in the CAO/Clerk office. The complainant will be
assured that there will be no recrimination because of complaint.
2.12 If an employee is at fault, the employee shall immediately cease the behaviour that the
complainant finds offensive and apologize to the complainant. Failure to cease this
behaviour will leave the employee vulnerable to a formal complaint and to discretionary
action up to and including dismissal if the complaint is substantiated.
2.13 If an employee believes that the complaint is unfounded and/or made in bad faith, discuss
the matter with the supervisor.
2.14 If an employee is named as the harasser in a complaint, the investigative procedure for
such complaints is a comprehensive one and will involve the supervisor and other parties
as deemed necessary.
MUNICIPALITY OF BAYHAM POLICY MANUAL – VIOLENCE IN THE WORKPLACE 1
Corporation of the Municipality of Bayham
Policy Name: Violence in the Workplace
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Municipality is committed to prevention of workplace violence and is ultimately
responsible for worker health and safety. The Municipality will take whatever steps are
reasonable to protect workers of the Municipality from workplace violence.
1.2 This policy applies to all activities that occur while on Municipal premises or while
engaging in work-related activities or social events. Any act of violence committed by or
against any member of the workplace or member of the public is unacceptable conduct
that will not be tolerated. Everyone is expected to uphold this policy and to work together
to prevent workplace violence.
Section 2 - Procedure
2.1 “Workplace violence” is defined as the exercise of physical force by a person against a
worker, in a workplace, that causes or could cause physical injury to the worker. It also
includes an:
i. Attempt to exercise physical force against a worker in a workplace, that could cause
injury to the worker; and
ii. Statements or behaviour that a worker could reasonably interpret as a threat to
Exercise physical force against the worker, in a workplace, that could cause physical
injury to the worker.
2.2 The following list of behaviours, while not exhaustive, provides examples of conduct that is
prohibited:
i. Threatening behaviour – shaking fists, destroying property, or throwing objects;
ii. Property damage – theft, destroying property, vandalism, sabotage of equipment, or
arson;
iii. Verbal or written threats – any expression of intent to inflict harm;
iv. Bullying and intimidation;
v. Verbal abuse – swearing, insults or threatening language;
MUNICIPALITY OF BAYHAM POLICY MANUAL – VIOLENCE IN THE WORKPLACE 2
vi. Psychological trauma – includes stalking;
vii. Physical attacks or assaults – hitting, shoving, pushing or kicking;
viii. Murder;
ix. Sexual Assault;
2.3 Workplace violence can occur at off-site municipal business-related functions, at social
events related to work, or away from work but resulting from work, e.g.: a threatening
telephone call to an employee’s home from a member of the public.
2.4 Any individual who assaults a staff member is liable to be charged under the Criminal
Code of Canada and the staff who has been a victim of such violence has the right to
bring charges against the aggressor. All staff is entitled to the support outlined in this
policy whether or not charges are pursued.
2.5 The workplace includes all locations where business or social activities of the Municipality
are conducted. Violence in the workplace may also include incidents that happen away
from work (e.g., unwelcome phone calls or visits to a person’s home) if it is connected to
the victim’s employment with the Municipality.
2.6 The term “domestic violence” refers to a broad range of behaviours that may be
perpetrated by one person against his or her partner with the aim of securing and
maintaining control, power, and/or domination over the partner. Such behaviours include,
but are not limited to, coercive physical, psychological, sexual, economic and/or emotional
abuse and threats.
REPORTING VIOLENCE
2.7 To ensure early identification and prevention of violence in the workplace, all staff are
responsible for reporting to their immediate supervisor any incident committed by another
staff member, volunteer, co-op placement, student, agents of the Municipality,
consultants, and contractors, or a member of the public or Council, that constitutes a
potential or actual threat of violence towards a staff member, especially if one or more of
the following factors is known to be present or to have occurred (the list is not exhaustive):
i. Threatening statements to do harm to self or others;
ii. References to other incidents of violence;
iii. Intimidating behaviour such as insubordination, open defiance, pestering or
confrontational behaviour;
iv. History of violent, reckless, or anti-social behaviour;
v. Recent marked decline in performance;
vi. Major change in personality, mood, behaviour, or standards of personal grooming
vii. Obsessions with persons or things, particularly weapons;
viii. Experiencing what appears to be serious stress in personal life;
ix. Substance abuse
2.8 Such reports may be made confidentially at the staff’s request, with the exception of steps
taken to ensure the safety of others and the prevention of recurrence. For example,
MUNICIPALITY OF BAYHAM POLICY MANUAL – VIOLENCE IN THE WORKPLACE 3
confidentially may not be assured where it becomes necessary for the Municipality to file a
police report.
2.9 If you are the victim of, or are a witness to, a violent incident in the workplace, contact
your immediate supervisor, or dial 911.
2.10 The Municipality will ensure that this policy is implemented and maintained, and that all
workers and supervisors have the appropriate information and instruction to protect them
from violence in the workplace.
2.11 Supervisors are responsible for ensuring that measures and procedures are followed by
workers and that workers have the information that they need to protect themselves.
2.12 All workers are encouraged to raise any concerns about workplace violence and to
immediately report any violent incidents or threats to your supervisor or another member
of management. There shall be no reprisal against an individual who, in good faith, reports
an incident of violence or participates in an investigation.
2.13 No employee or any other individual affiliated with the Municipality shall subject any other
person to workplace violence or allow or create conditions that support workplace
violence. An employee that subjects another employee, client, or other person to
workplace violence may be subject to disciplinary action up to and including termination.
2.14 Management pledges to investigate and deal with all incidents and complaints of
workplace violence in a timely and fair manner, respecting the privacy of all concerned.
REPORTING PROCESS
2.15 Employees are to report a situation that he/she believes is workplace violence under this
Program. A report may be made by the actual victim of alleged workplace violence; by a
co-worker who witnessed the incident(s); or by a third party reporting on behalf of the
victim(s). Employees who, with an honest and good faith belief, provide information about
behaviour or actions which they perceive as threatening or potentially violent will not be
subject to disciplinary or other form of reprisal if their perceptions are not substantiated.
However, if it is learned that an employee intentionally made a false report or provided
false information regarding the report, disciplinary action up to and including termination
may be taken against that employee.
2.16 A report should normally be made as soon as possible after the relevant action or
behaviour occurred. Promptness in reporting protects the safety of all employees, as well
as the rights of both the person making the report and who is the subject of a report.
2.17 Although an employee may choose to make a verbal report, it is in the best interest of all
concerned to provide a written report, which should contain a brief account of the incident,
when it occurred, the person(s) involved and the names of witnesses, if any. The report
should be signed and dated. An employee making a verbal report may be required to
provide their report in writing.
MUNICIPALITY OF BAYHAM POLICY MANUAL – VIOLENCE IN THE WORKPLACE 4
2.18 A report under this Program may be submitted to the supervisor, manager, department
head of either the employee who made, or is the subject of, a report, or CAO. If the report
is submitted to the supervisor or manager, it shall be referred directly to the department
head and CAO within two (2) working days of receipt. CAO will investigate, or assign
another senior manager trained in workplace violence investigations to investigate the
situation and to report back with recommendations, or retain an external investigator.
2.19 To the extent possible, the investigator shall ensure that the incident is investigated
promptly and fairly, in a discreet and confidential manner so as to minimize
embarrassment to all parties. The identity of the complainant will be kept confidential to
the extent possible during the investigation process
2.20 As soon as is reasonably practicable, the person assigned shall initiate the investigation
by meeting with the individual who made the report. The individual may be accompanied
by another employee of his/her choice in any meeting with the investigator. The
investigator shall confirm receipt of the report, clarify details, and apprise the individual of
the steps that will be taken. The Investigator will also make all appropriate inquiries of the
alleged victim and/or any witnesses to determine the nature and severity of the incidents
alleged.
2.21 After speaking with the applicable department head or designate, the investigator has the
authority, subject to applicable laws, to talk with anyone, examine any documents, and
enter any work locations that are relevant to the reported incident.
2.22 If Police Services request that the Municipality delay its investigation pending the
completion of a police investigation, the investigator will cease his or her investigation until
CAO approves of its continuation.
2.23 An employee who is the subject of a report and who refuses to discuss potentially violent
behaviour or cooperate in attempts to assess or defuse the risk of workplace violence
may, if information is uncovered through fact-finding to establish a reasonable possibility
of risk, be suspended without pay and benefits until he/she agrees to cooperate and
provides proof of cooperation. Refusal to co-operate may result in dismissal if the
employee has received written notice to that effect and has been given a reasonable
opportunity to cooperate.
2.24 Interventions that may form part of a risk assessment or plan of action for an employee
who is the subject of a report or investigation may include referral to the employee’s
physician, use of short-term disability plan or temporary leave of absence, referral to
counseling and other services, fitness-for-duty evaluation and other appropriate
interventions. More serious situations may warrant suspension, obtaining appropriate
court orders, and/or police involvement.
2.25 Depending upon the circumstances, the department head or CAO may determine that it is
appropriate to physically and/or operationally separate the employee who made, and the
employee who is the subject of the report, until the investigation has been completed. In
more serious situations, the Municipality may suspend the employee who is the subject of
the report pending the investigation.
MUNICIPALITY OF BAYHAM POLICY MANUAL – VIOLENCE IN THE WORKPLACE 5
2.26 Once the investigation is complete, the investigator will submit a confidential written
document to CAO. The document will summarize the investigator’s findings and
conclusions and will recommend corrective action if appropriate.
2.27 A conclusion about whether a specific incident of workplace violence did or did not occur
should be based upon the balance of probabilities. If the findings do not support the initial
report, the investigator will recommend that no further action is necessary and that the
matter be closed. However, if the findings do support the initial report, the investigator will
recommend measures to correct the situation.
2.28 The CAO will review the investigator’s findings, conclusions, and recommendations, as
well as any comments received in relation to it before making a final decision. In cases
likely to result in suspension or termination from employment and/or where the respondent
has been the subject of several reports, the CAO may approve, change or reject any of
the investigator’s recommendations.
2.29 In responding to the threat or incident of violence, actions that warrant consideration may
include changes to the physical work space, changes to work schedules and/or patterns,
changes to procedures to offer better support and protection, withdrawal of services,
police intervention and the use of appropriate court orders.
2.30 Employees who are found to be at risk of engaging in violent conduct or who have
engaged in violent conduct may be subject to discipline up to and including suspension
and/or dismissal if warranted. Employees who engage in repeat violent behaviour after a
first incident is reported may be subject to immediate dismissal or suspension pending the
development of an appropriate plan of action. Employees who engage in serious violent
behaviour may be subject to immediate dismissal for a first incident.
2.31 The appropriate disciplinary action imposed, if any, shall be determined by mutual
agreement of CAO and the affected department head(s), based on the particular
circumstances of the case. In accordance with the Municipality’s disciplinary procedures,
no employee shall be suspended without authorization of the applicable department head
and no employee shall be discharged without authorization by the CAO.
2.32 Employees who have witnessed or experienced a traumatic event may need special
support. Their special needs will be acknowledged and accommodated. The CAO or
designate, will coordinate any special assistance that may be required.
2.33 If the employee, who is the victim of the violent activity, does not wish to pursue the
matter, then the wishes of the employee are respected, provided that doing so does not
compromise the safety of other employees, or the client or premises of the Municipality.
MUNICIPALITY OF BAYHAM POLICY MANUAL – PROGRESSIVE DISCIPLINE 1
Corporation of the Municipality of Bayham
Policy Name: Progressive Discipline
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 Municipal Health and Safety policies and procedures have been developed to comply with
legislative requirements, and for the protection of employees. Senior staff is responsible to
implement and enforce these policies and procedures, and will take appropriate action to
ensure that this is accomplished, including corrective action.
Section 2 - Application
2.1 For Health & Safety violations Union staff will be subject to progressive discipline pursuant
to the Collective Agreement and where the Collective Agreement is silent on the issue will
be subject to the Municipality of Bayham Personnel Policy Progressive Discipline
procedure.
2.2 For Health & Safety violations non-union staff will be subject to progressive discipline as
outlined within the Municipality of Bayham Personnel Policy Progressive Discipline
procedure.
2.3 Contractors are subject to cancellation of contract for Health & Safety violations at the
discretion of the relevant senior staff.
Section 3 – Procedure
3.1 The Municipality recognizes that in every organization, discipline is necessary in order to
maintain a working environment in which employees willingly and promptly perform their
responsibilities and abide by the standards of conduct and other human resource
policies. The Municipality may use progressive discipline at its discretion, to alter
unacceptable employee behaviour to conform to acceptable work standards. The goals
are:
i. To provide employees with advance warning that certain actions and/or behaviours are
inappropriate and that a positive change is necessary;
MUNICIPALITY OF BAYHAM POLICY MANUAL – PROGRESSIVE DISCIPLINE 2
ii. To ensure fair and consistent corrective action for all employees;
iii. To provide written documentation of behavioural or performance issues and the
corresponding action that was taken;
iv. To inform the employees of consequences of unacceptable behaviour before it happens;
v. It is expected that the need for disciplinary action will be minimal.
3.2 Purging of the employees record of discipline after 24 months providing the employee has
not had any further disciplinary actions during that period, with the exception of incidences
related to workplace violence and harassment.
3.3 The nature of the circumstance will dictate the level of disciplinary action taken and with
the discretion of the Manager and/or CAO/Clerk. Disciplinary action may include all or any
combination of the following, and is not limited to:
i. Informal Discussion: Casual, private discussion between the Supervisor and the
employee will result when specific deficiencies in work conduct are noticed. The majority
of problems are corrected this way and do not recur. This discussion may or may not be
documented depending on the seriousness of the deficiency.
ii. Final Verbal Warning: An employee who fails to correct a problem that was discussed
informally will receive a verbal warning. This is a serious warning directing the employee
to improve the specified problems immediately. It involves a formal discussion in a
private area. The Supervisor will outline what the issues are and exactly what must be
done to correct them. An action plan of improvement and assistance will be jointly
created. The Supervisor will document the discussion, and both parties will sign at the
end of the discussion. A copy will be placed in the employee’s personnel file and the
employee will receive a copy.
iii. First Written Warning: If a subsequent violation occurs, the Supervisor will issue a formal
written warning with a copy to the employee's file. The employee and Supervisor will
meet in a private area to revisit the problem and/or issue, set specific written goals,
deadlines and discuss assistance required for immediate improvement. A record of the
meeting is prepared which both the Supervisor and employee sign. One copy is given to
the employee and one goes to the employee’s personnel file.
iv. Second Written Warning: The CAO/Clerk is consulted prior to the commencement of this
step. A meeting and documentation is completed once again as above, and both parties
sign the documentation from the meeting. Included in the second written warning is the
possibility of suspension from work with or without pay.
v. Final Written Notice: Written notice of termination of employment is given to the
employee and the employment is terminated. This step requires the written approval of
the CAO/Clerk.
MUNICIPALITY OF BAYHAM POLICY MANUAL – HEALTH & SAFETY COMMUNICATIONS 1
Corporation of the Municipality of Bayham
Policy Name: Health & Safety Communications
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 – Policy
1.1 The Municipality of Bayham commits to taking steps to inform staff about health and
safety activities and other health and safety information that will assist staff to work more
safely.
Section 2 – Procedures
2.1 Health and safety will be a topic on the agenda of all Management meetings. Discussion
may involve current accident experience, workplace inspection findings, and any other
relevant concerns.
2.2 Employees are encouraged to discuss concerns related to health and safety, and input
regarding management of these concerns is welcomed.
2.3 Relevant information will be posted on health and safety bulletin boards and/or so that all
staff members have access to the information.
2.4 Publications such as memos, reports, and flyers will be posted on health and safety
bulletin boards.
2.5 Each new employee will receive an orientation on health and safety rights and
responsibilities, as well as specific safety expectations on their jobs.
MUNICIPALITY OF BAYHAM POLICY MANUAL – POSTED MATERIALS 1
Corporation of the Municipality of Bayham
Policy Name: Posted Materials
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 Posted health and safety materials meet legislated requirements, and are readily
accessible to all employees.
Section 2 – Procedure
2.1 The following documents are posted in each workplace:
i. Occupational Health and Safety Act and applicable Regulations;
ii. Any available explanatory material that is prepared by the Ministry of Labour
iii. Workplace Safety and Insurance Board (WSIB) injury reporting poster (Form 82)
iv. First Aid requirements and certificates (First Aid Regulation 1101)
v. WHMIS regulation and applicable Material Safety Data Sheets (MSDSs)
vi. The Municipality of Bayham’s Health and Safety Policy
vii. Names and work locations of Joint Health and Safety Committee members if applicable
viii. Names and work locations of Health and Safety Representatives, if applicable
ix. Joint Health and Safety Committee minutes, if applicable
x. Workplace Inspection reports
xi. Ministry of Labour reports/orders
xii. Reports of testing that has been done in the workplace (e.g. noise, air quality, etc.)
xiii. Workplace incident summaries
xiv. Emergency phone numbers (e.g. Police, Fire, Ambulance, Ministry of Labour, etc.)
xv. Floor plan of the site marked with location of emergency exits and equipment
xvi. Any other health and safety information that will assist in preventing injuries
2.2 Health and safety bulletin boards are installed in each work location for posting of this
information.
2.3 The Joint Health and Safety Committee members inspect bulletin boards during their
monthly inspections, to ensure that all postings remain current.
MUNICIPALITY OF BAYHAM POLICY MANUAL – CONTINUOUS IMPROVEMENT PLAN 1
Corporation of the Municipality of Bayham
Policy Name: Continuous Improvement Plan
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Municipality of Bayham commits to regularly reviewing health and safety programs to
determine the status of controls and to determine whether further action is required.
Section 2 – Procedure
2.1 Annually, the entire health and safety program is reviewed to ensure that it remains
current and is in compliance with applicable legislation and best practices.
2.2 The administrative review consists of a complete examination of written policies and
procedures, as well as an inspection of all facilities and past year suggestions.
2.3 The CAO ensures that the assessment is followed up, recommendations are considered
and corrective action is carried out.
2.4 Staff may submit comments for plan improvement to the JHSC at any time throughout the
year.
Section 3 - Communication
3.1 The results of the annual review and annual Municipal Health & Safety Policy Statement
are posted on health and safety bulletin boards.
MUNICIPALITY OF BAYHAM POLICY MANUAL – HAZARD ANALYSIS POLICY 1
Policy Name: Hazard Analysis Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 In order to plan an effective health & safety program, it is necessary to first identify
hazards and prioritize them.
1.2 The Municipality of Bayham commits to documenting hazards in all departments, and
analyzing their significance using a recognized and proven process.
Section 2 - Definitions
2.1 Hazardous Condition: A condition or practice with the potential to cause accidental loss.
Absence of or defect in any equipment or protective device that may endanger himself or
another worker; or any contravention of the Occupational Health and Safety Act or
Regulations or the Corporation’s Health and Safety policies.
2.2 Hazardous Acts: Acts that include using equipment in an unsafe or careless manner, or
not using personal protective equipment (PPE) as required.
Section 3 - Procedure
3.1 Each department identifies all equipment and process hazards within their operation.
3.2 These hazards are documented on the Workplace Hazard Analysis Form.
3.3 Steps in Completing a Workplace Hazard Analysis
i. Select a job, occupation, or common hazard. Use injury/incident reports, workplace
inspections findings, and hazard reports to assist in identifying priorities.
ii. Break down each job into steps, and list steps in sequence.
iii. Identify the potential risk factors at each step, taking into consideration all the
contributing factors: people; equipment; materials; environment; and process.
MUNICIPALITY OF BAYHAM POLICY MANUAL – HAZARD ANALYSIS POLICY 2
Categorize the hazards as Biological, Chemical, Ergonomic, Physical, Psychosocial, or
Safety.
iv. Assess each hazard as High (immediately dangerous to life or health); Medium
(medium term potential for non-life threatening injury or illness); or Low (long term
potential for light injury or illness).
v. Examine controls. Identify procedures or modifications needed to eliminate or control
each hazard. Controls may involve changes to people; equipment; materials;
procedures; tools; systems; or processes. Controls can include preventive
maintenance, procedure development, training, personal protective equipment, job
rotation, engineering, and inspections. All hazards that have been identified as ‘High
Risk’ require a Standard Operating Procedure and training.
vi. Validate the analysis. Implement controls and confirm that they are effective by
observing the task in operation. Get feedback from employees who perform the job,
and make sure new hazards have not been created.
vii. Evaluate. This is done every three years, or sooner if injuries occur, the job tasks
change, or new equipment is introduced.
MUNICIPALITY OF BAYHAM POLICY MANUAL – HAZARD ANALYSIS POLICY 3
Corporation of the Municipality of Bayham
WORKPLACE HAZARD ANALYSIS FORM
INSTRUCTIONS
STEP 1: Complete this form – Columns A to H. Print clearly. Use additional forms if necessary.
STEP 2: Determine the Control(s) for the hazard and complete the Controls Action Plan.
RECOGNIZE
ASSESS CONTROL
C D E F G H
Identify things in place now which
control, eliminate or reduce, the
exposure to the hazard – such as
guards, procedures, checklists,
training, signs, personal protect-
tive equipment, etc.
To complete Step 2: Determine
Controls – Action Plan – refer to
the Resource Guide.
A – Work Process, Work Area or Job
List either a process (ex. Shipping), a work
area (ex. Kitchen) or a job (ex. Cashier). Do
your homework – look at history, reports,
documentation, talk to employees, etc.
B - Potential Hazard Description
Ask yourself – What could happen while doing this
job? Ex. Fall, cut, burn, struck by object, workplace
illness, strain, etc. Identify the potential hazard or
accident. A hazard is something with the potential
to cause harm or injury. Consider all contributing
factors (PEMEP): People, Equipment, Materials,
Environment, Process.
Location/Dept. ______________________________ Completed By: ______________________________ Date: ____________________
Ex
p
o
s
u
r
e
(1 -6)
Oc
c
u
r
r
e
n
c
e
(1 -6)
Pr
o
b
a
b
i
l
i
t
y
(
A
- E )
Ri
s
k
R
a
t
i
n
g
(
H
-M -L )
Co
n
s
e
q
u
e
n
c
e
s
(
1
-5)
MUNICIPALITY OF BAYHAM POLICY MANUAL – HAZARD ANALYSIS POLICY 4
Hazard Analysis (Process Description)
Columns C & D – Exposure & Occurrence: select the description (1-5) below that
best matches the frequency of exposure and likelihood of occurrence of the hazard.
C. Likelihood of Exposure D. Likelihood of Occurrence
1 - Continuous 1 - Very likely (has happened/is
expected)
2 - Frequent (daily) 2 - Likely (probable – it could
happen)
3 - Occasional (once/week) 3 - Rare (seldom but possible)
4 - Unusual (once/month) 4 - Very rare (very seldom but
possible)
5 - Rare (once/year) 5 - Very unlikely (slight possibility)
6 - Very rare (yearly or less) 6 - Practically Impossible
Exposure (1-6) + Occurrence ((1-6) = Probability (A-E)
Column E – Probability is the combination of likelihood of exposure and the
likelihood of occurrence. Locate the number (1-6) down the left side of the
chart that describes the likelihood of exposure of the hazard. Locate the
number that describes the likelihood of occurrence across the top of the chart.
The box where they meet (A-E) is the probability rating.
Likelihood of Occurrence
Li
k
e
l
i
h
o
o
d
o
f
Ex
p
o
s
u
r
e
1 2 3 4 5 6
1 A A B C C D
2 A B B C D D
3 B B C D D D
4 B C C D D E
5 C C D D E E
6 C D D E E E
Column F – Determination of Risks is the combination of probability of an injury/illness and the
potential consequences if it should occur (i.e.) loss to people, property or environment. Select
the description (105) below that best matches the consequence if an accident should happen
involving the hazard.
E. Probability F. Consequences
A – common of repeating occurrences 1 - fatality of permanent disability,
significant loss
B – known to occur, or “it has happened” 2 - serious injury or illness w/lost
time or other loss
C – could occur or “I’ve heard of it
happening”
3 - moderate injury or illness w/loss
time or other loss
D – not likely to occur 4 - minor injury or illness w/o lost
time or other loss
E – practically impossible 5 – no injury or illness, lost time or
other loss
Probability + Consequences = Determination of Risk (1-25)
Co
n
s
e
q
u
e
n
c
e
s
Probability
A B C D E
1 1 2 4 7 11
2 3 5 8 12 16
3 6 9 13 17 20
4 10 14 18 21 20
5 15 19 22 24 25
Column G – Risk Rating is the number where the probability letter meets the consequence
number on the above chart. The risk rating (H, M, L) helps determine the priority for determining
controls.
High = 1-6: serious to significant hazard – a high priority for immediate controls or elimination
Medium = 7-15: moderate hazard – medium priority for controls as soon as possible
Low = 16-25: minor hazard – lower priority for controls after higher priorities
MUNICIPALITY OF BAYHAM POLICY MANUAL – REFUSAL TO WORK – HEALTH & SAFETY DANGER 1
Corporation of the Municipality of Bayham
Policy Name: Refusal to Work – Health & Safety Danger
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 An employee of the Municipality may refuse to work when he/she has reason to believe work is likely
to endanger himself/herself or another person according to Section 43(3) of the Occupational Health
and Safety Act (OHSA).
1.2 The right to refuse applies when:
i. The equipment or machinery to be used is likely to endanger self or other workers.
ii. The physical condition of the workplace or workstation is such that it is likely to endanger self or
other workers.
iii. A worker has reason to believe that he or she may be endangered by workplace violence.
iv. The equipment to be used, or the physical condition of the workplace is in contravention of the
OHSA, and that such contravention is likely to endanger self or other workers.
1.3 The right to refuse may not apply when:
i. The circumstances of the health and safety concern is inherent in the nature of the work, or is a
normal condition of employment.
ii. The employee’s refusal is likely to endanger the life, health, or safety of another person.
1.4 Any employee who refuses to work for reason of Health/Safety must immediately report the situation
to his/her Supervisor.
1.5 The Supervisor will contact the Health & Safety Coordinator. The Supervisor must investigate as soon
as possible and attempt to resolve the situation in the presence of the employee who has refused to
work and the Health & Safety Coordinator.
1.6 While the investigation is being conducted, the worker shall remain in a safe place as near as
reasonably possible to his/her workstation or work location.
1.7 If the Supervisor determines that the situation is not likely to endanger the worker; the refusing
worker is directed to return to work.
1.8 If the situation is determined by the Supervisor to be unsafe, or in contravention of the
Occupational Health and Safety Act, appropriate corrections are made before the worker returns to
that job.
MUNICIPALITY OF BAYHAM POLICY MANUAL – REFUSAL TO WORK – HEALTH & SAFETY DANGER 2
1.9 Pending the investigation and decision of the Supervisor, the worker remains in a safe place as
near as reasonably possible to his or her workstation during normal working hours, unless the
employer chooses to assign the worker reasonable, alternate work.
1.10 Pending the investigation, and decision of the Supervisor, another worker may be asked to perform
the work in question, but only if that worker has been informed of the refusal and the reasons for it,
in the presence of the JHSC member, Health and Safety Representative, or a worker who has
been selected by workers. The second worker has the same right to refuse as the first worker.
1.11 Those involved in a Work Refusal are deemed to be at work and are paid according to their normal
rate of pay for the time spent in carrying out their duties.
1.12 Where the employee continues to refuse work, the Supervisor will notify the Health & Safety
Coordinator, who in turn may notify the Ministry of Labour.
1.13 When the Ministry Inspector arrives the Supervisor, the employee who has refused work, and the
Health & Safety Coordinator will be present at all times during the investigation.
1.14 The Inspector's report must be posted in the workplace and copies provided to:
i. The employee who refused work,
ii. The Senior Manager,
iii. The Health & Safety Coordinator.
Section 2 – Documentation
2.1 The Supervisor (or designate) that conducts the initial investigation must document the following on
the Refusal to Work Form:
i. Time of refusal
ii. Reason for refusal
iii. Time of initial investigation
iv. Time of initial decision
v. Name of replacement worker (if applicable)
vi. Time of replacement (if applicable)
vii. Name of person advising replacement worker of refusal and reasons
viii. Names of those present when replacement worker was advised
ix. Location of the person refusing while awaiting the Ministry of Labour Inspector's arrival
x. Time of the Ministry of Labour Inspector's arrival
xi. Ministry of Labour decision
xii. Any happenings that follow
MUNICIPALITY OF BAYHAM POLICY MANUAL – REFUSAL TO WORK – HEALTH & SAFETY DANGER 3
REFUSAL TO WORK FORM
SECTION 1 – EMPLOYEE CONCERN
Employee Name
Job Assigned Supervisor
Date of Refusal
Time of Refusal
Reasons for Refusal
MUNICIPALITY OF BAYHAM POLICY MANUAL – REFUSAL TO WORK – HEALTH & SAFETY DANGER 4
SECTION 2 – SUPERVISOR’S RESPONSE
Date & Time of Supervisor’s Investigation
Date & Time of Supervisor’s Decision
Outcome of Supervisor’s Investigation (Circle choice that applies)
A) Job is Not Safe – Employee reassigned and area tagged out
B) Job is Not Safe – To be made safe by recommended actions listed below
C) Job is Felt to be Safe
Recommendations:
In the event of response B) or C) the employee will sign one of:
1) I agree that my health & safety concern has been addressed ________________
2) I do not agree that my health & safety concern has been addressed ___________
MUNICIPALITY OF BAYHAM POLICY MANUAL – REFUSAL TO WORK – HEALTH & SAFETY DANGER 5
SECTION 3 – MINISTRY OF LABOUR NOTIFICATION
Date and Time the Ministry of Labour Notified
Duties Assigned to Worker While Awaiting the Ministry of Labour Inspector’s Arrival
Ministry of Labour Decision
Inspector’s Name ____________________________ Date: _____________________
MUNICIPALITY OF BAYHAM POLICY MANUAL – REFUSAL TO WORK – HEALTH & SAFETY DANGER 6
SECTION 4 – TO BE USED WHEN ALTERNATE WORKER ASSIGNED
Name of Replacement Worker(If applicable)
Time of Replacement
Name of Person Advising Replacement Worker of Refusal and Reasons
Name of Person Present When Replacement Worker Advised
I have been informed of the work refusal on this job assignment and the reasons for it. I
understand my right to refuse this assignment for the same or different reasons than stated
above.
I agree to do this job.
Signature of Worker: _______________________________________________
I refuse to be assigned to this job due to a health & safety concern.
Signature of Worker: _______________________________________________
Date: _____________________
Distribution:
☐ Administrator
☐ Health and Safety Representative
☐ Joint Health and Safety Committee
☐ Worker
MUNICIPALITY OF BAYHAM POLICY MANUAL – PERSONAL PROTECTIVE EQUIPMENT (PPE) 1
Corporation of the Municipality of Bayham
Policy Name: Personal Protective Equipment
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Municipality provides specified safety equipment to employees. Employees must
use safety equipment whenever necessary. Not using this equipment is grounds for
disciplinary action and repeated offences may result in termination.
1.2 When workplace hazards cannot be controlled at the source, employees of the
Municipality of Bayham wear personal protective equipment (PPE) that is appropriate
to the hazard and the degree of risk.
Section 2 - Procedure
2.1 Personal Protective Equipment is required, as follows:
i. Head protection is worn where a worker is exposed to the hazard of head injury.
a. All workers involved in construction and maintenance work wear CSA approved
head protection.
b. Hard hats are not to be drilled, painted, or stencils applied.
c. Hard hats are not to be worn in a reversed manner.
ii. Eye protection is worn where there is a hazard of eye injury.
a. Examples include chipping, cutting, drilling, exposure to acids or other corrosive
chemicals, exposure to dirt or dusty conditions, sandblasting, spray painting,
welding.
iii. Foot protection is worn where there is a hazard of foot injury.
a. All workers wear CSA approved steel-toed boots or shoes with puncture resistant
soles when working on construction sites, roads, or road allowances.
b. Laced boots must remain laced at all times to provide full support and protection.
iv. Hearing protection is worn whenever there is a risk of damage to hearing from noise
exposure.
MUNICIPALITY OF BAYHAM POLICY MANUAL – PERSONAL PROTECTIVE EQUIPMENT (PPE) 2
a. Hearing protectors are always worn when sound levels are 115 decibels or more.
Workers also wear hearing protection when the daily or weekly exposure exceeds
90 decibels. (Industrial Regulation Sec. 139)
v. Respiratory protection is worn when workers are likely to be exposed to dangerous
gases, fumes, vapours, or dust.
a. Respirators must be appropriate for the type of exposure, and fit properly. Workers
wear air-supplied respirators when the risk of deficient oxygen exists.
vi. Protective clothing is worn when there is a risk of exposure of the to a hazardous gas,
liquid, fume, or dust; a sharp or jagged object that could puncture the skin; a hot
material that could burn the skin; radiant heat; potentially infectious body fluid; or
vibration.
a. Impermeable gloves are worn when handling materials that could injure the skin or
be absorbed through the skin.
b. Coveralls may be worn to reduce the risk of exposure to hazardous materials
through personal clothing.
c. Workers who are involved in construction and maintenance work wear CSA
approved reflective vests, or equivalent clothing, when working on roadways.
2.2 Personal protective equipment must meet health and safety legislated requirements and
accepted standards (e.g. Canadian Standards Association – CSA, National Institute for
Occupational Safety and Health – NIOSH, National Fire Protection Association – NFPA,
etc.).
2.3 Supervisors identify and document jobs and tasks that require personal protective
equipment (PPE), and the types of protection that are needed. Identification is achieved
through:
i. Reviews of job demands analyses;
ii. Hazard analyses;
iii. W orkplace inspections;
iv. Legislation reviews;
v. Accident investigations, and
vi. Any other means that provides information regarding what protective equipment is
required or recommended.
2.4 Each supervisor identifies the types of PPE required for employees prior to each job
assignment, and supplies the necessary equipment.
2.5 Personal protective equipment is fit to the individual wearing it, so that it provides
adequate protection.
MUNICIPALITY OF BAYHAM POLICY MANUAL – PERSONAL PROTECTIVE EQUIPMENT (PPE) 3
PPE Standard Who Wears When Worn Who
Supplies
Replacement
Hard Hats CSA
Standard
Z94.1-1.92
ANSI
Standard
Z89.1 – 1997
Supervisors
when on-site.
All P.W. staff.
All W/WW staff
Parks & Rec
staff
When exiting
vehicle or
heavy
equipment to
enter
construction
project worksite
Municipality As needed to
meet safety
standards
Steel Toed
Footwear
CSA
Standard
Z195
Green Patch
ANSI-Z41-
1999
All P.W., Parks
& Rec.,
employees.
Managers
when on-site
All W/WW staff
All at all times.
Municipality As per
Collective
Agreement
Safety
Vest
CSA Z96-02
ANSI Class 2
Level 2
All P.W. and
Parks & Rec
employees
Managers
when on-site
(minimum
requirement)
All W/WW staff
At all times. On
a construction
site.
When working
on a
construction
project or near
highway traffic
Municipality As needed to
meet safety
standards or
replace PPE
when
damaged or
torn.
Hearing
Protection
CSA
Standard
Z94.2-94
All P.W., Parks
& Rec
employees.
All W/WW staff
When operating
equipment that
produces
sound levels in
excess of 85
dB over 8 hours
(e.g. chain
saws)
Municipality As needed to
meet safety
standards or
replace PPE
when
damaged or
torn.
Eye
Protection
CSA
Standard
Z94.3-99
ANSI
Standard
Z87.1-1989
All P.W, Parks
& Rec
Employees
All W/WW staff
When operating
a chain saw –
includes a face
shield attached
to a hard hat.
When there is a
risk of eye
damage. –
handling
chemicals such
as GEOMELT,
cleaning
washrooms etc.
Municipality As needed to
meet safety
standards or
replace PPE
when
damaged or
torn.
MUNICIPALITY OF BAYHAM POLICY MANUAL – PERSONAL PROTECTIVE EQUIPMENT (PPE) 4
PPE Standard Who Wears When Worn Who
Supplies
Replacement
Chainsaw
Pants
Trousers or
Chaps with
Sewn-in
ballistic nylon
pads
ASTM
F1897-98
Any employee
operating a
Chainsaw
When operating
chainsaws
Municipality
Will replace
after
examining
current ones
Gloves Leather
gloves with
ballistic nylon
reinforcement
on the back
Leather work
gloves
Non-latex
vinyl gloves
Chainsaw
Operators
All Public
Works and
Parks & Rec
employees
All W/WW staff
When operating
chainsaws
When adding
chemicals,
cleaning
When work
being done
carries a risk of
cutting,
burning, or
puncturing skin
Fuelling
Related Duties
Municipality
(all gloves)
Will replace
after
examining
current ones.
As current
pair gets torn
or worn from
use.
Replace after
each use
New gloves
to be applied
for each
procedure
and used
gloves to be
disposed of in
trash.
Fall Arrest
Equipment
CSA
Standard
Z259 Series
All Staff
All W/WW staff
When work
being done
carries a risk of
falling
Municipality To meet
current
standards, or
upon
inspection of
the
supervisor
PPE Standard Who Wears When Worn Who
Supplies
Replacement
MUNICIPALITY OF BAYHAM POLICY MANUAL – PERSONAL PROTECTIVE EQUIPMENT (PPE) 5
Bug
Protection
Repellent
and
appropriate
attire (i.e.
long sleeves
and long
pants)
All Staff
working
outdoors in bug
season
When work
being done
carries a risk of
exposure to
bug bites.
Attire is
employee’s
responsibility
Will replace
repellent as
needed when
current
container is
empty.
Sun
Protection
SPF30 and
appropriate
attire (i.e.
long sleeves
and long
pants)
All Staff
working
outdoors in
summer
season
When work is
done in the
outdoors where
sun exposure is
a hazard.
Attire is
employee’s
responsibility
Will replace
sunscreen as
needed when
current
container is
empty.
Drowning
Protection
Transport
Canada
approved Life
Jacket
When work is
being done that
carries a risk of
falling into
liquid deep
enough to
result in
drowning.
Municipality Supervisor
will replace
after
examining
current ones.
Respiratory
Protection
CSA
Standard –
Z94.4
All staff
When
legislative
requirements
demand
Municipality Supervisor
will replace
after
examining
current mask.
MUNICIPALITY OF BAYHAM POLICY MANUAL – FIRST AID POLICY 1
Corporation of the Municipality of Bayham
Policy Name: First Aid Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Municipality of Bayham is committed to meeting all legislated requirements with
regard to first aid needs for its employees.
Section 2 – Procedure
2.1 The Workplace Safety and Insurance Board’s (WSIB) Regulation 1101 is used as the
basis to determine first aid requirements for the Municipality.
2.2 First aid kits are located in each work location, and one is placed in each vehicle or piece
of equipment, when it is being operated; or on each job site where employees are
working.
2.3 Where possible, two persons per shift are trained and available to provide first aid in the
event of an injury. These individuals have ready access to the first aid kit in their area.
2.4 Details of all injuries are recorded on a first aid treatment log that is kept with each first aid
kit.
2.5 Health and safety representatives and supervisors review the first aid treatment log for
their area during monthly inspections.
2.6 If an injury requires treatment by a recognized health care professional, and/or the injured
worker will lose time from work, a WSIB Form 7 is completed.
2.7 Injuries are investigated according to the guidelines outlined in the Municipality’s
Injury/Incident Investigation policy.
MUNICIPALITY OF BAYHAM POLICY MANUAL – FIRST AID POLICY 2
2.8 First aid kits are inspected monthly, and supplies are replenished as needed. Only those
items that are listed in Regulation 1101 are placed in the kits, other than the addition of
protective gloves and mask.
2.9 When an employee is injured at work, the Municipality provides transportation to the
treating facility, doctor’s office, or the worker’s home, if required, as appropriate.
2.10 If an injured worker refuses treatment, that fact is noted and the supervisor determines
whether that employee can complete the workday.
2.11 If an employee requires treatment beyond first aid, all required documentation must be
completed for the Workplace Safety and Insurance Board. In addition, all requirements of
Bayham’s Injury/Incident Investigation policy must be fulfilled.
First Aid Treatment Form
EMPLOYEE NAME
JOB DUTIES/TITLE LOCATION OF ACCIDENT/INJURY
DATE/TIME OF INCIDENT DATE/TIME REPORTED
WITNESS (1)
WITNESS (2)
NATURE OF INJURY – Employee’s Description:
FIRST AID - Details of Injury and Treatment:
DATE/TIME FIRST AID GIVEN: TREATED BY WHOM – Signature of First Aider:
Worker Returned to Work
Worker Was Transported to Receive Medical Care
Worker refused treatment: (Employee to sign) _____________________________________________________
Other: (Specify) _____________________________________________________________________________
MUNICIPALITY OF BAYHAM POLICY MANUAL – VISITOR-VOLUNTEER ACCIDENT 1
Corporation of the Municipality of Bayham
Policy Name: Visitor-Volunteer Accident
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Procedure
1.1 Immediately secure any required first aid / health care / medical treatment (provided by
registered staff where applicable) for the injured patron/visitor or volunteer. The employer
will arrange for any transportation that may be required.
1.2 Once the injured patron/visitor/volunteer has been removed from the area, cordon off the
accident area and ensure no further access to the area until the hazard has been cleared.
1.3 Identify potential witnesses. Ask them to write down a detailed report – individually. This
should occur as soon as possible following the incident. Create a list of witnesses
approached – names, addresses and phone numbers. Ask all witnesses to remain at the
location until you have had a chance to receive and review their written report.
1.4 Complete the Patron/Visitor/Volunteer Accident Form with as much information as
possible.
1.5 Should the injured patron/visitor/volunteer refuse first aid or medical treatments ask them
to sign the form. Should they refuse to sign, note exactly what was stated by the
patron/visitor/volunteer on the form.
1.6 Contact the Supervisor or Department Manager as soon as possible.
1.7 Send the original document to the Department Manager as soon as possible.
1.8 The Health & Safety Representative will follow up with the patron/visitor/volunteer to see
how he/she is feeling. Should there be any reason to believe that further legal action will
be sought by the patron/visitor/volunteer the CAO will be contacted immediately.
MUNICIPALITY OF BAYHAM POLICY MANUAL – VISITOR-VOLUNTEER ACCIDENT 2
Patron/Visitor/Volunteer Accident Form
Date: Location:
Time: a.m. p.m.
Time EMS activated: a.m. p.m.
Time EMS arrived: a.m. p.m.
Ambulance Name: Badge #:
Police Name: Badge #:
Fire Name: Badge #:
Destination (Hospital): (Home):
****************************************************************************************************
Name: Age: Sex: M F
Address: City:
Postal Code: Telephone: ( )
Family Contact: Relationship:
Is this person a (check one): Patron: _____ Visitor: _____ Volunteer: _____
Medical Aid (Check one) Accepted ________________ Refused _______________
Signature if refused
(Guardian if under 18 years of age) __________________________
Witness Name: Sex:
Address: City:
Postal Code: Telephone: ( )
Witness Name: Sex:
Address: City:
Postal Code: Telephone: ( )
MUNICIPALITY OF BAYHAM POLICY MANUAL – VISITOR-VOLUNTEER ACCIDENT 3
Description of Injury (location, appearance, etc.):
Details of Accident:
Observed condition of the patron/visitor/volunteer when you arrived on the scene:
Cause of Injury:
Treatment Provided:
Personal Belongings Collected? Yes
No
Surrendered to:
Person Completing Form:
Telephone:
Signature: Date:
Notified:
Supervisor Yes No Time: a.m./p.m.
Manager Yes No Time: a.m./p.m.
Property Manager (if
not County owned) Yes No Time: a.m./p.m.
MUNICIPALITY OF BAYHAM POLICY MANUAL – VISITOR-VOLUNTEER ACCIDENT 4
=====================================================================================
All Follow-up Calls to be Completed by CAO
Follow-up Phone Calls:
1st Attempt Date: Contact’s Name:
Subject’s Condition:
Completed By:
****************************************************************************************************
2nd Attempt Date: Contact’s Name:
Subject’s Condition:
Completed By:
****************************************************************************************************
3rd Attempt Date: Contact’s Name:
Subject’s Condition:
Completed By:
MUNICIPALITY OF BAYHAM POLICY MANUAL – INCIDENT-ACCIDENT REPORTING & INVESTIGATIONS 1
Corporation of the Municipality of Bayham
Policy Name: Incident/Accident Reporting & Investigations
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 All injuries and near miss accidents, no matter how minor, shall be reported by the
employee to his/her immediate Supervisor, as soon as possible.
1.2 It is the employee's responsibility to immediately notify their Immediate Supervisor as
soon as possible after an accident occurs.
Section 2 – Definitions
Critical Injury: as defined by the Occupational Health and Safety Act Reg.834/90.
and further defined in this policy.
First Aid: immediate treatment given to an injured individual to reduce
suffering and/or preserve life.
Incident: an unplanned event that interrupts the completion of an activity,
and that may result in injury or property damage.
Injury: damage or harm to the structure or function of the body caused by
an outer agent or force, which may be physical or chemical.
Near-Miss: an undesired event that, under slightly different circumstances,
could result in harm to people, damage to property, loss to
process, or harm to the environment.
Health Care: treatment that can be given only by a recognized health care
professional (doctor, nurse practitioner, physiotherapist,
chiropractor, or dentist) beyond first aid.
Lost Time: loss of time from work after the day of injury.
MUNICIPALITY OF BAYHAM POLICY MANUAL – INCIDENT-ACCIDENT REPORTING & INVESTIGATIONS 2
Occupational Illness: an illness that results from exposure to a physical, chemical, or
biological agent in the workplace, to an extent that normal
physiologic mechanisms are affected and the health of a worker is
impaired.
Property Damage: an incident that results in damage to equipment, buildings, or
other objects.
Section 3 - Procedure
3.1 To minimize the occurrence of incidents and injuries in the workplace, the Corporation of
the Municipality of Bayham thoroughly investigates the following situations and identifies
and implements corrective measures.
i. All workplace incidents causing personal injury that result in workers seeking health
care (a doctor, nurse, chiropractor, physiotherapist, optometrist, or dentist) and/or lost
time;
ii. Injuries that require first aid, where quarterly reviews indicate a need;
iii. All critical or fatal injuries (according to Ministry of Labour guidelines);
iv. Property damage over $500.00;
v. Spills or releases of hazardous chemicals;
vi. Fires/explosions;
vii. Acute or chronic illnesses that could be related to work;
viii. Near misses with potential for serious loss
3.2 All incidents and injuries are investigated at the earliest opportunity; ideally within 24
hours.
3.3 The Supervisor, or designate, proceeds to the scene of the Injury/Incident as soon as
possible (ideally within 2 hours, but at least within 24 hours) and conducts a thorough
investigation. Steps include:
Response
i. Ensure the injured worker receives appropriate first aid and medical care;
ii. Assume control of the site as soon as possible and maintain control until it is released;
iii. Contact the Director of the department where the injury occurred, as well as the Chief
Administrative Officer (CAO) in case of a serious or critical injury;
iv. A Health & Safety Representative, worker member of the JHSC, or other worker
representative, may also be contacted to assist.
Collect Information
i. Observe and measure physical details of the site, take pictures, make drawings
diagrams etc.;
ii. Interview the injured employee and any witnesses, as well as anyone else that might
have relevant information (e.g. emergency response personnel, suppliers, etc.);
iii. Collect appropriate background information;
iv. Examine equipment, materials, substances, and tools that may have been involved
v. Describe conditions that existed at the time of the Injury/Incident that might have
contributed to it;
vi. Describe factors such as faulty equipment, poor training, poor ergonomic design, etc.
MUNICIPALITY OF BAYHAM POLICY MANUAL – INCIDENT-ACCIDENT REPORTING & INVESTIGATIONS 3
vii. Describe what people were doing at the scene that might have contributed to the
Injury/Incident;
viii. Identify primary and secondary unsafe actions
ix. Identify primary and secondary hazardous conditions, along with time lines and
designated responsibility
Analyze Information
i. Identify primary and secondary causes
ii. Make written recommendations for remediation/prevention
Write Report
i. Document findings and recommendations clearly and completely on The Municipality of
Bayham’s Injury/Incident Investigation Report
ii. Forward completed form to Human Resources for processing and distribution, as
appropriate
Follow-up
i. The purpose of follow-up is to:
a. Determine whether remedial actions are being implemented
b. Evaluate the effectiveness of remedial actions
c. Include discussion of causes and remedial action in staff meetings
3.4 The CAO provides leadership, reviews reports to determine whether they are complete,
seeks additional information if required, and forwards Form 7s in the case of a health
care or lost time injury
3.5 The Manager or Superintendent of the department where the incident occurred, or
designate, contacts the Ministry of Labour in case of a critical injury; or other outside
agencies as appropriate (e.g. Ministry of the Environment in case of a spill)
3.6 The Joint Health and Safety Committee (JHSC) and Health and Safety
Representatives review Injury/Incident information that has been forwarded by the
Administrator, and may make additional recommendations regarding correction of
hazards, and monitor the implementation of corrective measures in their department.
3.7 The results of investigations are discussed during staff meetings so that everyone can
benefit from the recommendations. Results may also be posted on bulletin boards.
3.8 Critical Injuries must be investigated according to strict criteria laid down by the
Occupational Health and Safety Act, and must involve the Ministry of Labour. (See
Critical Injuries Investigation Procedure, which follows.)
Section 4 – Critical Injury
4.1 Critical Injuries are defined in the Occupational Health and Safety Act (Reg 834), and
procedures for handling them have been prescribed in legislation. A critical injury is
one which:
i. Places life in jeopardy
MUNICIPALITY OF BAYHAM POLICY MANUAL – INCIDENT-ACCIDENT REPORTING & INVESTIGATIONS 4
ii. Produces unconsciousness
iii. Results in substantial loss of blood
iv. Involves a fracture of a leg or arm, but not a finger or toe
v. Involves the amputation of a leg, arm, hand, or foot, but not a finger or toe
vi. Consists of burns to a major portion of the body
vii. Causes the loss of sight in an eye
4.2 In dealing with a critical injury, the following steps are taken:
i. The first priority is for emergency treatment to be obtained as quickly as possible.
ii. The superintendent makes an assessment regarding whether the injury is “critical”.
iii. The superintendent notifies the manager of the department and/or the Administrator
where the injury occurred and a health and safety representative, or worker
representative on the JHSC. The CAO, or designate, notifies the Ministry of Labour.
iv. The Ministry of Labour Inspector investigates the injury in the presence of, or in
consultation with, a health and safety representative or worker member of the JHSC,
the injured person’s supervisor, and any other individual who might be able to
contribute because of specific expertise.
v. The Injury/Incident site is not disturbed until the Inspector has given permission to do
so. Exceptions include saving a life, preventing further damage to equipment or
property, or maintaining an essential public service.
vi. The superintendent implements any measures recommended, to prevent a
recurrence.
vii. Superintendents and health and safety representatives or worker members of the
JHSC monitor the implementation and effectiveness of preventive measures.
MUNICIPALITY OF BAYHAM POLICY MANUAL – INCIDENT-ACCIDENT REPORTING & INVESTIGATIONS 5
Incident/Accident Investigation Report
LAST NAME
FIRST NAME
ADDRESS
CITY/TOWN POSTAL CODE
DEPARTMENT/POSITION
LOCATION OF ACCIDENT/INJURY LENGTH OF TIME IN THIS POSITION
DATE/TIME OF INCIDENT DATE/TIME REPORTED
WITNESS (1) (Name and Contact Information)
WITNESS (2) (Name and Contact Information)
Injury Data
Injury/Incident Type
Abrasion Bruise Burn Foreign Body Fracture Laceration Strain/Sprain
Illness Fire/Explosion Spill Near Miss Property Damage Critical Injury/Fatality
Other (Explain) ___________________________________________________________________________________
Accident/Injury Data
Describe in Detail How the Injury/Incident Occurred (Attach Diagram if Appropriate):
FIRST AID - Nature of Treatment: ______________________________________________________________________
TREATED BY WHOM – Signature of First Aider: __________________________________________________________
DATE AND TIME OF FIRST AID TREATMENT: ___________________________________________________________
FOLLOW -UP ADVISED OR ARRANGED:
Return To Work Seek Health Care Beyond First Aid Report To Hospital
Other (Specify) ____________________________________________________________________________
NAME OF TREATING HEALTH CARE PROFESSIONAL/HOSPITAL (doctor, nurse, chiropractor, physiotherapist,
optometrist, dentist) – if appropriate:
MUNICIPALITY OF BAYHAM POLICY MANUAL – INCIDENT-ACCIDENT REPORTING & INVESTIGATIONS 6
Body Part Injured
Upper Back Lower Back Upper Arm Lower Arm Elbow Wrist Hand/Fingers
Upper Leg Lower Leg Knee Foot/Toes Hip Head Neck
Eye Shoulder Multiple Sites Other (Explain)
Severity of Injury
First Aid Health Care Lost Time
Describe Hazardous Acts and Conditions That May Have Led to the Injury/Incident
People
Materials
Equipment
Environmental
Process
Cause Analysis
What Are the Reasons the Above Hazardous Conditions or Acts Exist?
Action Plan
What Action Has Or Will Be Taken To Prevent A Reoccurrence? (See Corrective Action Form)
Corrective Action Form Completed: Yes No
Signatures
Investigation Done By (Supervisor Signature: Date:
Human Resources Manager Signature and Date: CAO Signature and Date:
JHSC/Health and Safety Representative Signature (if participated in the investigation):
DISTRIBUTION: Human Resources CAO Health and Safety
Representative
JHSC Co-chairs
MUNICIPALITY OF BAYHAM POLICY MANUAL – INCIDENT-ACCIDENT REPORTING & INVESTIGATIONS 7
Incident/Accident Investigation Report - Worker Statement Form
DATE OF INJURY / INCIDENT: _________________ LOCATION #: ___________
NAME OF WORKER: _________________________ DATE: _________________
NAME OF INTERVIEWER: _____________________
DETAILS OF INTERVIEW:
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
SIGNATURE OF WORKER: _____________________________________________
SIGNATURE OF INTERVIEWER: _________________________________________
MUNICIPALITY OF BAYHAM POLICY MANUAL – INCIDENT-ACCIDENT REPORTING & INVESTIGATIONS 8
Incident/Accident Investigation Report - Witness Statement Form
DATE OF INJURY / INCIDENT: __________________________ LOCATION: __________________
NAME OF WITNESS: __________________________________ DATE: ______________________
NAME OF INTERVIEWER: ______________________________
DETAILS OF INTERVIEW:
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
SIGNATURE OF WITNESS: ___________________________________________________________
SIGNATURE OF INTERVIEWER: _______________________________________________________
Incident/Accident Investigation Report - Scene Assessment Form
DATE OF INJURY / INCIDENT: _____________________________ LOCATION: __________________
The following have been used to document the scene:
Photographs
Sketch
Narrative
Movie
Other (Describe)
Sketch of Scene:
Incident/Accident Investigation Report - Corrective Action Form
DATE OF INJURY / INCIDENT: __________________________ LOCATION (Dept.) #: ___________________________________
CORRECTIVE ACTION TAKEN (As indicated on the Injury / Incident Investigation Form):
Recommendation
Date Assigned to Action Taken Who
Completed
Date
Completed
MUNICIPALITY OF BAYHAM POLICY MANUAL – WORKPLACE INSPECTIONS 1
Corporation of the Municipality of Bayham
Policy Name: Workplace Inspections
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 Workplace inspections are performed on a regular basis, to identify hazards, monitor health and
safety conditions and programs, and meet legislated requirements.
Section 2 – Procedure
2.1 Health and Safety Representatives perform inspections of workplaces monthly.
2.2 Health and Safety Representatives who conduct inspections record all findings on Bayham’s
digital Workplace Inspection Checklist.
2.3 In addition to recording hazardous conditions, the number of contacts with, and observations of,
workers is documented.
2.4 Findings that require correction are automated and transferred to the Workplace Inspection
Report and sent to Management via Laserfiche for follow up, assessment and where applicable
corrective action. All steps are documented via Laserfiche.
2.5 During inspections Health and Safety Representatives will ensure that items to be inspected
include:
i. Health and safety hazards;
ii. Equipment maintenance issues;
iii. Completion of previous issues noted on past inspection forms;
iv. Hazard control effectiveness, training needs; and
v. Housekeeping issues.
INSPECTIONS BY SUPERVISOR:
2.6 The supervisor will complete a daily visual inspection and a monthly inspection.
MUNICIPALITY OF BAYHAM POLICY MANUAL – WORKPLACE INSPECTIONS 2
2.7 Daily visual:
i. Identify health and safety hazards, equipment maintenance issues, hazard control effectiveness
and housekeeping problems.
ii. Record any issues found and remedial action taken in Supervisor’s notebook.
2.8 Monthly:
i. Identify health and safety hazards, equipment maintenance issues, hazard control effectiveness
and housekeeping problems.
ii. Document the monthly inspection including deficiencies and corrective action taken on the
Workplace Inspection Recording form.
INSPECTIONS BY W ORKER HEALTH AND SAFETY REPRESENTATIVE:
2.9 Monthly, the Health and Safety Representative will conduct workplace inspections.
2.10 The purpose of the inspection is to identify:
i. Health and safety hazards,
ii. Equipment maintenance issues,
iii. Completion of previous issues noted on past inspection forms,
iv. Hazard control effectiveness,
v. Training needs and
vi. Housekeeping issues.
2.11 The Health and Safety Representative shall:
i. Prepare for inspection by reviewing previous reports.
ii. Be familiar with the work processes and work areas.
iii. Review workplace requirements as necessary (e.g. standard procedures, training records, etc.)
iv. Wear the required Personal Protective Equipment (PPE).
v. Use Monthly Workplace Inspection Recording Form as a guide to ensure a thorough inspection.
vi. Check to see if previous actions are complete.
vii. Recognize good practices and adherence to procedures.
viii. Provide suggestions for resolving items noted on the inspection to be documented on the
Workplace Inspection Recording Form.
ix. Take corrective action immediately when possible/necessary.
x. Submit the Workplace Inspection Recording Form to the Employer once the inspection is
complete.
2.12 The Municipality will review the Workplace Inspection Recording Form and initiate/plan
appropriate corrective action where necessary.
2.13 The Municipality will post a digital copy of the completed Workplace Inspection Recording Form
identifying action taken to resolve hazards noted during the inspection.
2.14 Copies of the completed Workplace Inspection Recording Form will be:
i. Digitally posted on the Health and Safety Board;
ii. Maintained on file by the Employer
MUNICIPALITY OF BAYHAM POLICY MANUAL – WORKPLACE INSPECTIONS 3
Corporation of the Municipality of Bayham
HAZARD RATING SYSTEM
All hazards are rated as to priority, by the Inspection Team, as follows:
Class A Hazard Urgent/Major
Requires
Immediate Action
A condition or practice likely to cause permanent
disability or loss of life or body part, and/or extensive
property damage. For example, an open ‘pit’ with no
guardrail; failure to use fall restraint when working at
heights.
If the situation cannot be resolved immediately, the
equipment, process, area, or job needs to be locked out
to prevent others from danger
Class B Hazard Serious
Requires Action
Within 24 Hours
A condition or practice likely to cause serious injury or
illness resulting in temporary disability, and disruptive,
but less severe level of property damage. For example,
failure to lift properly; defective ladders.
In the case of a defective ladder, it can be removed from
service until repaired. In the case of lifting, immediate
education may be required to prevent further injury.
Class C Hazard Minor
Requires Action as
Appropriate
A condition or practice likely to cause minor, non-
disabling injury or illness or non-disruptive property
damage. For example, using non-ergonomic tools or
furniture; insufficient first aid facilities.
These situations do not present an immediate threat and
a plan can be implemented within a reasonable period of
time to correct the hazard.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EARLY & SAFE RETURN TO WORK 1
Corporation of the Municipality of Bayham
Policy Name: Accommodation - Early & Safe Return to Work
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Purpose
1.1 The Municipality of Bayham recognizes that Early and Safe Return to Work after an injury
or illness benefits both the employee and the employer, and is committed to making every
reasonable effort to provide meaningful and productive employment for employees with
disabilities.
Section 2 – Reference
2.2 Accessibility for Ontarians with Disabilities Act, 2005 (AODA).
2.3 Integrated Accessibility Standards Regulation, Ontario Regulation 191/11
2.4 Workplace Safety & Insurance Act, S.O. 1997 Ontario Human Rights Code, R.S.O. 1990
2.5 Municipal Freedom of Information and Protection of Privacy Act, R.S.O. 1990
Section 3 – Background
3.1 The Accessibility for Ontarians with Disabilities Act, 2005 (AODA) received Royal Ascent
on June 13th, 2005 and is legislation which impacts persons, businesses and other
organizations across Ontario in both the Public and Private sector. The main purpose of
the legislation is the achievement of accessibility for all Ontarians with disabilities with
respect to goods, services, facilities, accommodation, employment, building structures and
premises on or before January 1st, 2025, by developing, implementing and enforcing
standards of accessibility. Compliance is mandatory and AODA has strong enforcement
provisions including inspections, orders and significant penalties.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EARLY & SAFE RETURN TO WORK 2
3.2 As part of the ongoing requirements under AODA and Ontario Regulation 191/11, the
Integrated Accessibility Standards Regulation (IASR), an obligation dealing with individual
employment activities accommodation was developed. The requirement specifically
concerns: recruitment and selection, orientation, working conditions, promotion, training,
performance management, career development and workforce transition. It also includes
the purchase and management of information technology and communication systems,
development and management of information services, decisions relating to real property,
purchases of internal fittings and decisions related to conferences, seminars and training.
If employees or potential employees request individual employment activities
accommodation the Municipality must attempt to develop and deliver individualized plans
short of undue hardship for the Municipality.
Section 4 - Definitions
4.1 Accommodation:
i. Universal Accommodation: The process of identifying and eliminating barriers for
everyone. This can be done by modifying facilities, policies, programs, procedures and
practices, and ensuring that potential barriers are identified and resolved before
engaging in new corporate actions.
ii. Individual Accommodation: An adaptation or adjustment that may be required to enable
an employee to perform his or her essential job responsibilities effectively. This may
involve purchasing equipment, changing certain duties or hours of the employee,
reassignment of the employee, or provision of specific services such as providing
attendant care or sign language interpretation.
4.2 Barrier: An obstacle that prevents a person with a disability from fully participating in all
aspects of society because of his or her disability, including a physical barrier, an
architectural barrier, an information or communications barrier, an attitudinal barrier, a
technological barrier, a policy or a practice.
4.3 Disability: Under section 10(1) of the Human Rights Code, “Disability” means: any degree
of physical disability, infirmity, malformation or disfigurement that is caused by bodily
injury, birth defect or illness, and without limiting the generality of the foregoing, including
diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of
physical co-ordination, blindness or visual impediment, deafness or hearing impediment,
muteness or speech impediment, or physical reliance on a guide dog or other animal or on
a wheelchair or other remedial appliance or device; a condition of mental impairment or
developmental disability; a learning disability, or a dysfunction in one or more of the
processes involved in understanding or using symbols or spoken language; a mental
disorder; an injury or disability for which benefits were claimed or received under the
insurance plan established under the Workplace Safety and Insurance Act, 1997.
Disability does not include a minor or common medical condition such as a cold, flu or
minor backache that arises from the stresses, pains and inconveniences of everyday life.
Disability may be temporary, short-term, long-term or permanent.
4.4 Discrimination: Unequal treatment based upon any of the prohibited grounds as outlined
in the Human Rights Code: Race, Ancestry, Creed, Place of Origin, Colour, Sex (including
pregnancy), Ethnic Origin, Citizenship, Sexual Orientation, Age, Record of Offences,
Marital Status, Same-sex Partnership Status, Family Status or Disability.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EARLY & SAFE RETURN TO WORK 3
4.5 Senior Staff: Shall mean the respective Department Head of the employee or potential
employee seeking accommodation, the CAO and at the discretion of the CAO, the Council
of the Corporation of the Municipality of Bayham. At all times Senior Staff shall include
external healthcare professionals and/or external human resources professionals as per
Section 6 – Overarching Procedures.
4.6 Undue Hardship: Excessive disruption of, or interference with the Municipality’s operation.
Two of the main relevant factors determining what constitutes undue hardship are:
i. Financial Costs: Associated with the accommodation are prohibitive to the point that it
would alter the nature or substantially affect the viability of the Corporation of the
Municipality of Bayham. The Municipality is expected to canvas funding, and as such
outside funding will be considered in the costs determination.
ii. Health and Safety Risks: May be considered, in particular the degree of risk to the
remainder of the workplace after the accommodation has been made, whereby it is so
significant that it outweighs the benefits of the accommodation. Both public safety and
the health and safety of employees are key considerations.
Section 5 – Overview
5.1 “The Municipality of Bayham is dedicated to promoting, enhancing and creating, a barrier-
free environment for all persons, regardless of needs, to participate as fully as possible in
all aspects of community life.”
The Municipality of Bayham is an equal opportunity employer. The Municipality’s
commitment to a holistically inclusive work environment and universal accommodation
extends to all employment activities: recruitment and selection, orientation, working
conditions, promotion, training, performance management, career development and
workforce transition. It also includes the purchase and management of information
technology and communication systems, development and management of information
services, decisions relating to real property, purchases of internal fittings and decisions
related to conferences, seminars and training.
5.2 Prospective Municipal employees may request accommodation for an interview or test;
qualified candidates offered employment may request accommodation to start a new job;
and current employees may request accommodation to pursue training opportunities. The
duty to accommodate recognizes that true equality means respect for a person’s unique
needs. As such, the guiding factors of the Municipal Employment Activities
Accommodation Policy are listed below:
i. Individual Assessment: Individual accommodation is assessed and delivered on a
singular basis for persons who make their needs related to employment activities
known. Each situation must be considered individually in order to assess appropriate
accommodation. Requests for employment activities accommodation must be dealt
with quickly and effectively so employees and potential employees can fully participate
in all aspects of employment and recruitment, except where undue hardship can be
demonstrated.
ii. Dignity and Privacy: Individuals must be accommodated in ways that respect their
dignity, worth, and right to privacy in the workplace. All information relating to specific
MUNICIPALITY OF BAYHAM POLICY MANUAL – EARLY & SAFE RETURN TO WORK 4
requests for accommodation will be treated as confidential and will only be used for the
purpose of meeting accommodation requirements. The Municipality will comply with all
privacy, confidentiality and security requirements of the Municipal Freedom of
Information and Protection of Privacy Act.
iii. Legal Obligations and Limits: Employment activities accommodation is a legal
obligation for the Municipality under the Human Rights Code, AODA and related
legislation; failure to accommodate on any of the Code’s protected grounds or relevant
legislation regulations may constitute discrimination.
5.3 The Municipality is obligated to fully explore accommodation within the employee's own
job. Accommodation outside of the employee's position may be considered; for example,
when the employee cannot perform the essential duties of the position and
accommodation in the current position would create undue hardship. However, this does
not mean that a new job must be created for an employee, nor does the application of this
policy constitute a guarantee to continued employment. The Municipality is not obligated
to accept substandard or less than competent performance from an employee or potential
employee once they have been accommodated.
5.4 The Municipality as Employer has the right to ensure that accommodation results in a
qualified employee performing meaningful work of benefit to the Municipality.
Accommodation is intended to enable an employee to perform the essential core functions
of a particular job and/or assignment.
Section 6 – Responsibilities
6.1 Accommodation within the workplace is a multi-party process whereby the Municipality,
the employee and, where applicable, the respective bargaining unit are responsible for
actively contributing to the process in compliance with the relevant legislation.
6.2 Senior Staff
i. Develop a temporary or permanent modified work plan in collaboration with external
professionals where required.
ii. Remain receptive to the varying methods capabilities can be accommodated.
iii. Document all details of the accommodation process – be specific and thorough.
iv. Maintain confidentiality.
v. Make every effort to communicate with employees failing to correspond with the
Municipality during an absence.
vi. Liaise with Union representatives where applicable.
vii. Retain copies of permanent and/or temporary modified work plans for accommodation
in the respective employee file.
viii. Forward copies of accommodation plans for occupational disabilities to The Workplace
Safety and Insurance Board (WSIB), as required.
ix. Coordinate third-party Functional Abilities Evaluations and other Assessments.
x. Advise the employee of the availability of the Individual Employee Activities
Accommodation Policy.
xi. Provide leadership in creating and maintaining workplaces that support and facilitate
individual employment activities accommodation.
xii. Address co-worker cooperation issues throughout the individual employment activities
accommodation process.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EARLY & SAFE RETURN TO WORK 5
6.3 Employees Seeking Accommodation
i. Make accommodation needs known to the Municipality of Bayham, to the best of their
ability.
ii. Provide timely, accurate and objective medical information (progress reports) - specific
information about capabilities, to the satisfaction of Senior Staff is a requirement.
iii. Participate in discussions regarding possible modified work solutions.
iv. Cooperate and abide by the terms and conditions of the modified work plan.
v. Promptly advise Senior Staff of difficulties experienced in the modified work plan.
vi. Promptly inform Senior Staff of changes regarding capabilities that may alter or end the
need for accommodation.
vii. Accept reasonable offers of accommodation.
viii. Attend medical and/or therapy appointments during non-work hours; difficulties with
these arrangements must be coordinated with Senior Staff.
ix. Co-operate with requests for information about capabilities supported with independent
medical evaluations, when required, to provide clear and sufficient information to
support individual employment activities accommodation plan.
x. Accept an individual employment activities accommodation solution that meets the
employee’s accommodation needs and treats the employee with dignity, even if the
solution is not necessarily the one the employee would have preferred.
6.4 Union
i. Remain receptive to the varying methods capabilities can be accommodated
ii. Cooperate and not unreasonably block viable return to work options.
iii. Make reasonable efforts to place accommodated workers.
iv. Consider the impact of the modified work plan on both the organization and other
employees whom the Union represents.
Section 7 – Overarching Procedure
7.1 All corporate documents shall feature the “Alternate Formats” clause as per the
Municipality of Bayham - Alternate Formats Policy:
“Municipality of Bayham documents are available in alternate formats upon
request. Please fill out the Request for Alternate Formats Form at
www.bayham.on.ca or contact the Accessibility Coordinator at 519-866-5521or at
accessibility@bayham.on.ca”
7.2 All corporate documents pertaining to employment activities: recruitment and selection,
orientation, working conditions, promotion, training, performance management, career
development and workforce transition shall feature the Municipality of Bayham
Employment Activities Accommodation clause:
“The Municipality of Bayham is an Equal Opportunity Employer.
If you require accommodation at any time throughout the employment activities
process, please contact us at: 519-866-5521, accessibility@bayham.on.ca or by
visiting www.bayham.on.ca and we will make every effort to provide appropriate
assistance pursuant to the Municipality of Bayham Employment Activities
Accommodation Policy.”
MUNICIPALITY OF BAYHAM POLICY MANUAL – EARLY & SAFE RETURN TO WORK 6
7.3 All employees and potential employees will be notified of the Municipality of Bayham
Employment Activities Accommodation Policy.
7.4 During the recruitment process all job descriptions shall list a summary of the physical and
cognitive demands of the position.
7.5 Employees and potential employees seeking individual employment activities
accommodation shall request individual employment activities accommodation in writing
using the Municipality of Bayham Employment Activities Accommodation Request Form,
giving as much notice as possible to Senior Staff to initiate accommodation proceedings
and then be referred to Section 8 - Accommodation – Permanent Restrictions Policy or
Section 9 - Accommodation – Temporary Restrictions Policy.
7.6 It is incumbent upon each individual employee or potential employee to request individual
employment activities accommodation to Senior Staff.
7.7 If accommodation issues are beyond the scope and expertise of Senior Staff, an external
professional’s advice shall be sought outside the Municipality. Supporting or expert
documentation shall be required to verify the need for accommodation. This information
should be limited to facts relevant to identifying the appropriate accommodation. In cases
involving accommodation of persons with a disability, employees have a right to privacy
and need only provide information about their functional capabilities, not the specific
details of their disability. In some circumstances, medical information may be required to
verify a disability or clarify the time period for accommodation. Medical reports will be
treated as strictly confidential and only shared on a need-to- know basis, with consent of
the employee.
7.8 The duty to accommodate does not create an endless obligation on the Municipality.
Circumstances of the individual, the ability to perform the essential duties of the job, the
success of accommodation attempts, the co-operation of the employee and performance
issues will all be relevant in determining where the duty to accommodate ends.
7.9 Employees requiring permanent accommodation shall refer to Section 8 -Accommodation
– Permanent Restrictions Policy. Employees requiring temporary accommodation shall
refer to Section 9 - Accommodation – Temporary Restrictions Policy.
Section 8 - Accommodation – Permanent Restrictions Policy
8.1 The Municipality of Bayham will make every attempt possible to accommodate job
applicants and employees with permanent medical restrictions to the point of undue
hardship.
8.2 The objective of this policy is to facilitate the process for the reintegration of employees
with permanent or long-term disabilities into the work environment in a safe and timely
manner, through accommodation and/or modified work plan.
8.3 Employees who have temporary medical restrictions, whereby it is the expectation that the
employee will make a full return to regular duties, should be referred to the Section 8 -
Accommodation – Temporary Restrictions Policy.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EARLY & SAFE RETURN TO WORK 7
8.4 The fundamental consideration of the duty to accommodate is individualized treatment
reflective of the specific needs or restrictions of each individual.
8.5 The employee will provide to Senior Staff an objective medical report issued by a health
care professional. The report will state that the current restrictions are not expected to
change and that the employee has reached maximum medical recovery (may be defined
as: prolonged, indefinite, or unknown). The report must clearly state the recommended
work capabilities of the employee. The employee shall forward the report directly to Senior
Staff. The WSIB Return to Work and Recovery – Worker’s Progress Report Form, may be
used for occupational or non- occupational injuries/illnesses, if Senior Staff deems it
appropriate.
8.6 It is not appropriate to pursue accommodation in the absence of clear medical report
information. Senior Staff may request medical report clarification from the employee.
8.7 It may be necessary for a WSIB Functional Abilities Evaluation (FAE) to be conducted.
This objective tool is obtained from an outside third party health care professional and
assists in determining suitable job duties based on the employee’s functional abilities. The
FAE is coordinated through Senior Staff and paid for by the originating department.
8.8 Senior Staff may use the information provided by the health care professional from
Section 8 of this Policy to develop a modified work plan to safely accommodate the
employee with the appropriate modified work tasks.
8.9 In the event of an occupational disability, the employee may be entitled to retraining
benefits through the WSIB. The WSIB will determine when and if retraining is necessary,
and is responsible for coordinating the details necessary to pursue the retraining.
Retraining benefits through WSIB pose a significant financial consideration for the
Municipality.
8.10 In the event of non-occupational disabilities, long-term disability benefits may be available,
at the discretion of Senior Staff, for full-time employees who are unable to perform
substantially all of the duties of their job classification.
Accommodation - Same Job Classification
8.11 Senior Staff will prepare a list of tasks and parts of tasks which are determined to be
compatible with the employee’s capabilities and within the scope of the employee’s job
classification. It is not a requirement that the employee be able to perform all of the job
tasks.
8.12 To assist the employee in performing job tasks or parts of tasks that accommodate his or
her restrictions; at the discretion of Senior Staff, consideration shall be given to the
purchase and/or utilization of special devices or equipment.
8.13 Consideration shall be given to tasks or parts of tasks that are performed by other
employees within the same job classification to determine if they could be assigned in a
different manner. This is referred to as “bundling of tasks”. Bundling is not limited by
factors such as the current work location or job routine.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EARLY & SAFE RETURN TO WORK 8
8.14 The final list of tasks and portions of tasks identified as suitable by Senior Staff may
encompass less than the employee’s normal hours of work. This may present challenges
if the employee has full-time status and consideration may be given to accommodation
within a different job classification.
8.15 Accommodation may be best achieved within another department. Senior Staff will consult
with the respective Department Head and Union, where applicable, regarding the potential
arrangements.
Accommodation – Different Job Classification
8.16 When accommodation within the same job classification cannot be achieved, or when the
employee is reasonably unwilling to accept accommodation involving less than his or her
normal hours of work, the following process will apply:
i. Senior Staff will identify suitable positions that are compatible with the employee’s
permanent restrictions, considering other job classifications in the same department
and other job classifications outside of the department.
ii. Senior Staff will meet for the purpose of reviewing and recommending appropriate
individual case strategies for:
a. Safe and successful return to work of employees with disabilities as soon as
possible after an illness or accident, work-related or non-work-related; and
b. The return to productive and gainful employment, where practicable, for
employees who have become incapable of fully performing the core duties of their
own classification but who are medically certified as capable of performing duties of
another classification, with reasonable accommodation where required.
iii. Senior Staff may consider issues including, the waiving of job postings and the transfer
of seniority dates when an employee transfers outside the job classification or
department. Senior Staff and the respective bargaining unit, where applicable, will work
cooperatively to reach agreement on such issues.
iv. Retraining or upgrading of skills may be necessary to achieve placement in another
position. Consideration will be given to absorbing the costs associated with this
initiative, provided that the costs do not result in undue hardship and the training is
reflective of the operational requirements of the organization.
v. An Employee may be asked to provide an updated resume and participate in a skills
assessment process to determine their current skill level.
vi. Senior Staff may identify a number of productive tasks that could be bundled together
to form a meaningful and productive position.
vii. The employee’s salary placement will reflect the new job classification and shall be
referred to the Job Evaluation process where applicable. If the accommodation arises
from a workplace injury, salary supplement or “top up” may be possible through WSIB.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EARLY & SAFE RETURN TO WORK 9
Duty to Accommodate
8.17 The duty to accommodate does not require the displacement of other employees, nor
does it require measures to be taken that would substantially interfere with the seniority
rights of other employees.
8.18 Ultimately, Senior Staff must be able to demonstrate that it has followed the appropriate
process for exploring all possible accommodations. The obligation on the Municipality is
to provide reasonable accommodation.
8.19 To prove that accommodation efforts were sincere and reasonable, the Municipality will
demonstrate that it has engaged in a process that includes, but is not limited to:
i. Determining if the employee is capable of performing his or her existing job as it
currently exists;
ii. If (i) is not possible, reconfigure or modify tasks within the current job classification;
iii. If (ii) is not possible, make a determination as to whether the employee is able to
perform another job, which may be within or outside his or her department; and
iv. If (iii) is not possible, determine whether the employee can perform another job which
may be within or outside his or her department, where applicable, when
accommodations are implemented.
8.20 Senior Staff is not required to put together a job that has little productive value.
8.21 This policy applies to all Municipality Employees. Where the employee is part of a Union,
the Collective Agreement may take precedence.
Section 9 - Accommodation – Temporary Restrictions Policy
9.1 The Municipality of Bayham will make every attempt possible to accommodate job
applicants and employees with any condition that restricts or impairs an individual on a
temporary or short-term basis necessitating temporary medical restrictions.
9.2 The objective of this policy is to facilitate the process for the reintegration of employees
with temporary disabilities into the work environment in a safe and timely manner, through
a modified work plan, and to regularly review progress. To ensure that all job applicants
and employees are aware of their right to accommodation. To be in compliance with
applicable legislation.
9.3 Employees who have permanent medical restrictions, which may include a recurring
medical condition, are referred to Section 8 - Accommodation – Permanent Restrictions
Policy.
9.4 The fundamental consideration of the duty to accommodate is individualized treatment
reflective of the specific needs or restrictions of each individual.
9.5 Job applicants requesting accommodation shall be accommodated during the application
process to the extent required by law.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EARLY & SAFE RETURN TO WORK 10
9.6 Senior Staff shall coordinate such accommodation efforts as are required by law for job
applicants.
9.7 It may be necessary for a WSIB Functional Abilities Evaluation (FAE) to be conducted.
This objective tool is obtained from an outside third party health care professional and will
provide clear temporary capabilities and/or restrictions, including the duration, and
whether a complete recovery is expected, assisting in the development of an early and
safe return to work plan based on the employee’s functional abilities. The FAE is
coordinated through Senior Staff and paid for by the originating department.
9.8 The employee will provide to Senior Staff an objective medical report issued by a health
care professional. The report must clearly state the recommended restrictions for the
employee. The employee shall forward the report directly to Senior Staff. The WSIB
Return to Work and Recovery – Worker’s Progress Report Form may be used for
occupational or non-occupational injuries/illnesses, if Senior Staff deems it appropriate.
9.9 Senior Staff may use the information provided by the health care professional from
Section 8 to develop a temporary modified work plan to safely accommodate the
employee with the appropriate temporary modified work tasks.
9.10 Work plans will be progressive and lead the employee to the resumption of full regular
duties. The plan may incorporate temporary modified tasks and hours or a combination of
both.
9.11 Prior to the commencement of the temporary modified work plan, there must be an
expectation, stated in writing from a health care professional, of a full return to regular
duties within a short period of time (usually within 3 months). This will be clearly
documented on the temporary modified work plan.
9.12 Depending on the nature of the disability, there may be exceptions to details outlined in
Section 8; clarification may be required from a health care professional before developing
a temporary modified work plan.
9.13 The employee will provide regular medical progress reports from a health care
prof essional at approximately 2 week intervals to Senior Staff, these dates will be clearly
stated on the temporary modified work plan. Without updated medical information, the
plan may not be extended.
9.14 As medical updates are received, Senior Staff will ensure that the temporary modified
work plan is compatible with the new and most current medical information.
9.15 The disability or condition should improve while the employee is on the temporary
modified work plan; clarification will be requested from a health care professional if there
are little or no signs of improvement. Continuation of the temporary modified work plan
may be delayed until clarification is provided.
9.16 A change in the health care professional’s assessment, which reflects that the disability is
unknown or permanent in nature, necessitates referring to the Section 8 -Accommodation
– Permanent Restrictions Policy.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EARLY & SAFE RETURN TO WORK 11
9.17 Temporary modified work for occupational and non-occupational disabilities may include
the following within the department, where applicable:
i. Regular duties or routines with restrictions;
ii. Modification of work schedule;
iii. Modification of tasks and/or duties within the current job classification;
iv. Short-term approved projects;
v. Changing the environment in which the tasks are performed in.
9.18 Assigning tasks that belong to the regular job classification is preferable, facilitating a
smoother transition from modified to regular duties.
9.19 As noted in Section 9.18, assigning tasks that belong to the regular job
classification is preferable; however the temporary modified work plan may include tasks
that do not belong to the employee’s regular job classification.
9.20 The employee’s salary placement will reflect the job classification and shall be referred to
the Job Evaluation process where applicable. If the accommodation arises from a
workplace injury, salary supplement or “top up” may be possible through WSIB.
9.21 Additional hours that exceed the assigned number of hours in a particular shift are not
considered rehabilitative and are not acceptable during a temporary modified work plan,
unless medical documentations provided stating that working extra hours will not impact
on the period of modified work, or recovery, in accordance with operational needs.
9.22 This policy applies to all Municipality of Bayham Employees and job applicants. Where
the employee is part of a Union, the Collective Agreement may take precedence.
MUNICIPALITY OF BAYHAM POLICY MANUAL – WORKING ALONE 1
Corporation of the Municipality of Bayham
Policy Name: Working Alone Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Municipality of Bayham is committed to protecting the safety of its employees at all
times. For that reason, it is the policy of the municipality that every precaution will be taken
to protect employees when they must work alone.
Section 2 – Definitions
2.1 Alone:
a person is alone at work when he/she is the only person on the site and
cannot be seen or heard by another person, working in an isolated area,
does not expect a visit from another worker for some time, or when
assistance is not readily available.
Section 3 – Procedure
3.1 When employees must work alone they will stay in regular communication.
3.2 Employees working alone have a designated contact with whom they can stay in regular
communication.
3.3 The supervisor and employee decide, based on the work to be done and the risks
involved whether it is safe to work alone, and what measures are needed to protect lone
workers.
3.4 The designated contact may be in another community after hours, when few employees
are working and there is no person to report to in the community where the employee is
working.
MUNICIPALITY OF BAYHAM POLICY MANUAL – WORKING ALONE 2
3.5 If the system includes communication devices, the employee who must work alone is
responsible to check his/her device and make sure it is operating, and that back up
batteries are readily available, if appropriate.
3.6 Employees have an emergency procedure to follow in case their safety is threatened. That
procedure varies, depending on the working environment, duties, and location.
3.7 A first aid kit and emergency supplies (e.g. food, water) are considered when assigning
employees to work alone.
3.8 Where possible, higher risk tasks are to be scheduled when another worker is present.
3.9 High-risk activities:
i. Working with electricity
ii. Working with toxic chemicals
iii. Working at heights
iv. Entering confined spaces
v. Trenching
vi. Working with hazardous equipment (e.g. chain saws)
vii. Working with the public, where there is a potential for violence
3.10 When traveling between communities, employees take a cell phone or 2-way radio if at all
possible. If one of these is not available the employee checks in with a contact person
before he/she leaves and advises that person of his/her destination and the expected
arrival time. Employees report any changes in plans to the contact person. Once the
employee arrives at his/her destination, the contact person is advised. (Also see Driving
Policy)
3.11 If an employee does not report in according to the plan, the contact person follows
established emergency procedures (e.g. call police, call supervisor).
MUNICIPALITY OF BAYHAM POLICY MANUAL – WHMIS 1
Corporation of the Municipality of Bayham
Policy Name: Workplace Hazardous Material Information System (WHMIS)
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 All Municipal Departments will ensure employees have access to information for hazardous
materials by providing the following:
i. Hazardous materials inventories
ii. Labels on containers
iii. Material safety data sheets
iv. Employee education programs
Section 2 – Hazardous Material Inventories
2.1 Hazardous Material Inventories will be maintained in the location where the hazardous product is
used. The inventory will be revised prior to February 1st each year for all hazardous materials and
physical agents.
2.2 The Hazardous Material Inventories will be reviewed by the Health & Safety Representative
following the annual revision.
2.3 Hazardous Material: Substance or combination of which, because of its quantity,
concentration, physical or chemical characteristics, may
cause or significantly pose a substantial hazard to human
health or the environment when improperly packaged,
stored, transported or otherwise managed.
2.4 Controlled Product: A controlled product refers to any hazardous material that is
covered under WHMIS regulation.
Section 3 - Labels
3.1 All piping systems containing hazardous products will be identified by signs, symbols or colour
code.
3.2 All containers of hazardous products must have supplier labels when received.
3.3 Any label that has been removed or becomes illegible must be replaced with a work place label.
MUNICIPALITY OF BAYHAM POLICY MANUAL – WHMIS 2
3.4 If a hazardous product is dispensed into another container a workplace label must be affixed.
Section 4 – Material Safety Data Sheets
4.1 Material Safety Data Sheets will be obtained by the Department from the Supplier for all hazardous
materials.
4.2 Material Safety Data Sheets must be kept current (within last 3 years).
4.3 Material Safety Data Sheets format must comply with legislated requirements.
4.4 Material Safety Data Sheets must be readily available to all employees. An area in the location will
be designated for keeping MSDS's and the location must be identified to employees.
4.5 Material Safety Data Sheets are requested for all existing controlled products. In addition, an
MSDS is requested at the time of purchase of any new controlled products.
4.6 Employees are required to report any deficiencies in the WHMIS program to their immediate
supervisor, who will take action to remedy the situation as soon as possible.
Section 5 – Employee Education Programs
5.1 Employee Education Programs will be provided to employees who may potentially be exposed to a
hazardous material.
5.2 Employee Education Programs will be workplace specific so that the employees receive instruction
on:
i. Reading and understanding labels and Material Safety Data Sheets, including the purpose and
significance of the information.
ii. Safe use, handling, storage and disposal procedures.
iii. Procedures to be followed in the event of an emergency.
iv. Identifying hazardous products
v. Types and content of labels;
vi. Modes of identification that are workplace specific;
vii. Content and uses of Material Safety Data Sheets (MSDS);
MUNICIPALITY OF BAYHAM POLICY MANUAL - PREVENTIVE MAINTENANCE 1
Corporation of the Municipality of Bayham
Policy Name: Preventative Maintenance
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Purpose
1.1 To establish guidelines by which all equipment or devices that a worker might work with,
use, contact or be in close proximity to, are maintained on a regular basis to provide for
the safety of workers and others, as well as the efficient operation of the equipment or
devices.
1.2 All equipment and devices must be checked, tested and maintained as per manufacturers
specifications, known standard practises and/or legislated requirements.
1.3 Where documentation of any tests, checks and maintenance is required, a suitable form,
or department tracking procedure, will be utilized.
1.4 Where no written program is in place the form below may be filled out, dated and signed
by the person doing the tests, checks and/or maintenance. Such documentation will be
kept as a permanent record.
MUNICIPALITY OF BAYHAM POLICY MANUAL - PREVENTIVE MAINTENANCE 2
Preventive Maintenance Recording Form
Assigned maintenance personnel must complete this form and forward to the supervisor who ordered it,
when maintenance has been completed.
Equipment Inspected: ________________________________________
Item Information
List of items/parts inspected
Inspector Name and Signature
Date of Inspection
Description of Work Performed
Deficiencies
Recommendations for Correction of
Deficiencies
Action Taken (Who, What, When)
MUNICIPALITY OF BAYHAM POLICY MANUAL – SMOKING IN THE WORKPLACE 1
Corporation of the Municipality of Bayham
Policy Name: Smoking in the Workplace
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Purpose
1.1 Employees may not smoke in any Municipality of Bayham workplace as per the Smoking
in the Workplace Act, 2005.
1.2 No employee shall be disciplined or penalized for acting in accordance with or seeking the
enforcement of the Smoking in the Workplace Act or the Occupational Health and Safety
Act.
1.3 The intent of this policy prohibiting smoking in municipal workplaces also applies to the
use of electronic cigarettes and/or any other smoke/vapour device that simulates the act
of smoking.
1.4 In an effort to maintain a safe and clean environment, employees are reminded to place
discarded smoking materials in appropriate receptacles.
1.5 Employees are expected to dispose of their cigarette butts and ashes in the
receptacles provided, so as not to litter the exterior of buildings.
MUNICIPALITY OF BAYHAM POLICY MANUAL – CONTRACTORS-SUBCONTRACTORS 1
Corporation of the Municipality of Bayham
Policy Name: Contractors-Subcontractors
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 All outside Contractors/Sub-Contractors are responsible for the Health and Safety of their workers
when working on Municipal property and are required to adhere to the Occupational Health and
Safety Act and Regulations.
1.2 All Contractors/Sub-Contractors must obtain and review the Municipality's Health and Safety
Policies and Rules with their workers prior to commencement of work on Municipal property to
ensure that they conform with the same safe operating procedures as Municipal Employees.
1.3 The Municipal Senior Management or designate who arranges the Contractor/Sub-Contractor will
be responsible for ensuring the Municipal Policies, Safety Rules and a Contractor's
Acknowledgement Letter are provided to the Contractor, and response documentation received
prior to commencement of work.
1.4 If Contractors/Sub-Contractors or their workers are not working in compliance with the Municipal
Health and Safety Policies and rules or the Legislation the Senior Management will take
appropriate action as determined by the Municipality, in the circumstances.
1.5 All Contractors/Sub-Contractors must provide to the Municipality verification of their Workplace
Safety and Insurance Board status by providing a current copy of their "Letter of good standing." If
a Contractor/Sub-Contractor is not insured through the Workplace Safety and Insurance Board, the
Municipal Senior Management who arranges the contract will determine whether or not to require
the Contractor/Sub-Contractor to obtain this insurance prior to awarding the contract.
MUNICIPALITY OF BAYHAM POLICY MANUAL – CONTRACTORS-SUBCONTRACTORS 2
Attachment 1
Date:
Address:
Dear Sir/Madam:
The Municipality of Bayham is dedicated to operating at a standard which will establish the
Municipality as a leader in promoting and protecting the health and safety of all employees.
In fulfilling this commitment, our goal is to promote attitudes amongst our employees that will
ultimately lead to reduction and elimination of workplace hazards.
We wish to emphasize to all prospective bidders, that we expect the same standards to be
upheld by them and their employees while on Municipal property.
We require that Contractors/Sub-Contractors review all Municipal Health and Safety Policies and
Rules, relevant to the work to be performed, as determined by the Senior Management, with their
employees prior to commencement of work and that procedures, worker training and
enforcement conforms with legislated requirements.
Violations of Municipal Policies, Rules or Legislation by any Contractor, Sub-Contractor or their
employees may be considered a breach of contract.
Please complete the attached form and return it to the Municipality of Bayham with the requested
Workplace Safety and Insurance Board information.
Regards,
MUNICIPALITY OF BAYHAM POLICY MANUAL – CONTRACTORS-SUBCONTRACTORS 3
Attachment 2
CONFIRMATION OF FAVOURABLE HEALTH AND SAFETY PRACTICE FORM
The Contractor(s):________________________________________________________
The Municipality of Bayham is committed to:
i. The prevention of workplace injury and illness to all workers at Municipal locations.
ii. The belief that contractor safety is compatible with the safety policy of the
Municipality and is good business.
iii. Assuming a leadership role by citing contractors for any violations of the contract.
iv. To ensure the Municipal workplace is a healthy and safe working environment, contractors,
constructors and subcontractors must have knowledge of and operate in compliance with the
Occupational Health and Safety Act and any other legislation pertaining to employee health
and safety.
v. For long term contracts, or contracts involving pre-selected contractors, the Municipality
reserves the right to cancel (or place on probation) the contract of any contractor who is
charged and/or convicted of offences under the Occupational Health and Safety Act while
carrying out any part of a project with the Municipality.
Contractor’s Statement of Responsibility:
As a contractor retained to perform work for the Municipality of Bayham, I/we accept the following
health and safety responsibilities:
i. I/we will comply with all procedures and requirements of the Occupational Health and
Safety Act, Municipal safety policies and procedures, department and site specific policies
and procedures and all applicable legislation or regulations.
ii. I/we will work safely with skill and care so as to prevent accidental injury to ourselves, fellow
employees and all other persons on the site of work.
iii. For contracts or sub-contracts that involve commercial motor vehicles as defined by the
Highway Traffic Act, I/we acknowledge possession of a current Carrier CVOR abstract
with one of the following safety ratings: Excellent; Satisfactory; Conditional, or Satisfactory-
Unaudited.
iv. I/we will advise the Municipality if the CVOR safety rating of our firm is changed to
''Unsatisfactory" at any time during the course of the contract and, upon request, will
provide the Municipality with a copy of the most recent Carrier CVOR abstract
indicating the sanctions imposed by the Ministry of Transportation.
Contractor Name of Person Signing for Contractor
Signature of Contractor Date
MUNICIPALITY OF BAYHAM POLICY MANUAL – ALCOHOL & DRUG ADDICTION POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Alcohol & Drug Addiction Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Municipality considers alcohol and drug addiction to be an illness, which can be treated with
the co-operation of all parties involved.
Section 2 – Procedure
2.1 Employees whose behaviour and work performance indicate alcohol and/or drug addiction is
assessed as follows:
i. Initial discussions of performance will follow the Progressive Discipline Policy, with Senior
Management indicating the Municipality's policy regarding addiction.
ii. If alcohol and/or drug addiction is acknowledged, Senior Management will work with the
employee's doctor and other concerned parties to arrange treatment.
a. Payment for such treatment will be made through the Municipality's benefit plans, if possible.
b. This policy applies only to employees who have completed their probationary period.
iii. Periods absent for treatment under this section will be charged against the Municipality's short-
term disability plan (STD) plan.
a. Utilization of the Municipal long term disability (LTD) plan is subject to approval of the
Municipal benefit provider.
iv. On return to work after treatment, the employee will be placed in his/her previous position and
given full support in the performance of his/her duties.
v. If, however, the behaviour resumes, he/she will be terminated for cause. The employee will be
informed of this on return to work.
2.2 The purpose of this policy is to provide a realistic rehabilitation program for the employee. Such a
program must include assumption by the employee of responsibility for his/her own actions.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EQUIPMENT PURCHASE 1
Corporation of the Municipality of Bayham
Policy Name: Equipment Purchase
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 Any staff member of the Municipality of Bayham that purchases new equipment, replaces
old equipment, modifies existing processes or equipment, or purchases a service must
place a high priority on the safety and performance rating of the equipment, process, or
service.
Section 2 - Definitions
2.1 Equipment will include personal protective equipment, WHMIS controlled products, tools,
machinery, vehicles, appliances, office furniture, and computer equipment.
Section 3 - Procedure
3.1 Any employee who purchases equipment for the Municipality is responsible for complying
with the Municipal Procurement By-law in force and effect including the following:
i. Compliance with Occupational Health and Safety Legislation
ii. Safety ratings (e.g. CSA Standards, UL or other electrical standards, ANSI Standard)
iii. Ergonomic standards (if applicable)
iv. Compliance with industry standards (e.g. Canadian Standards Association – CSA;
Underwriters Laboratories of Canada – ULC; American Standards Institute – ANSI;
etc.)
v. Appropriate technical information and operating manuals
vi. Preventive maintenance requirements
vii. Warranty
viii. Customer support and servicing
ix. Availability and delivery
3.2 Once equipment is purchased, it is installed according to all relevant regulations and
standards (e.g. building code, fire code, standards specific to the particular equipment).
MUNICIPALITY OF BAYHAM POLICY MANUAL – ERGONOMICS POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Ergonomics Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Corporation of the Municipality of Bayham is committed to implementing measures
that will assist employees to achieve the most ergonomically correct position while
performing work for the organization.
Section 2 - Definition
2.1 Ergonomics: the study of the relationship between employees and their work. It includes
environmental and work factors that can be altered to improve working conditions.
Ergonomic solutions remove barriers to quality and safe human performance. The
ultimate aim of implementing Ergonomic standards is to reduce the risk of injury.
Section 3 – Procedures
3.1 The risk of musculoskeletal injuries is assessed through analyzing injury reports,
workplace inspections, hazard reports, and any other means that might help to identify
their frequency and severity. Once risks have been identified, proactive solutions are
implemented to address and reduce future risks.
3.2 All employees who are experiencing musculoskeletal discomfort or injury, related to their
work, report, in writing, to their immediate supervisor or designated alternate, as soon as
symptoms are felt.
3.3 The supervisor or alternate assesses the situation and makes suggestions for
improvement.
3.4 Adjustments, where possible, are made to any workstation, equipment, or work processes
that are deemed to be contributing to discomfort or injury.
MUNICIPALITY OF BAYHAM POLICY MANUAL – ERGONOMICS POLICY 2
3.5 If new equipment or furniture is required to correct the situation, it is provided, subject to
budgetary approval.
3.6 If discomfort continues after changes are made, consideration is given to hiring a
consultant to evaluate the problem and make recommendations.
MUNICIPALITY OF BAYHAM POLICY MANUAL – MUSCULOSKELETAL DISORDERS (MSD) 1
Corporation of the Municipality of Bayham
Policy Name: Musculoskeletal Disorders (MSD)
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Municipality is committed to providing a safe and healthy working environment for all
staff. In recognizing that Musculoskeletal Disorders (MSD) are a significant risk in
workplaces, the Municipality will demonstrate a commitment to minimizing the risk of
worker exposure to MSD by providing financial, physical and human resources to ensure
suitable controls are in place.
1.2 The goal of the Musculoskeletal Disorders (MSD) policy is:
i. To increase MSD awareness
ii. To decrease the risk of MSD
iii. To identify MSD prevention strategies as a priority in cost containment, productivity and
quality assurance
iv. To promote and support the health and safety of all employees
v. To provide equipment, resources, record keeping and training that will support a
decreased risk of MSD injuries.
1.3 The objective of the Musculoskeletal Disorders (MSD) is:
i. To provide information and instruction to all workers on MSD hazards and prevention
ii. To proactively recognize, assess and control MSD hazards
iii. To control MSD hazards through application of engineering and/or administrative
controls
Section 2 – Definition
2.1 Musculoskeletal Disorder (MSD) is defined as injuries and disorders of the
musculoskeletal system. MSD’s may be caused or aggravated by various hazards or risk
factors in the workplace, e.g., repetition, forceful or awkward movements, static postures,
contact pressure, vibration, etc. MSD’s do not include musculoskeletal injuries or
MUNICIPALITY OF BAYHAM POLICY MANUAL – MUSCULOSKELETAL DISORDERS (MSD) 2
disorders that are the direct result of a sudden, single event involving an external source,
e.g., a fall, vehicle collision, violence, being struck by or against, caught in or on, etc.
Section 3 – Roles & Responsibilities
3.1 Council & CAO
i. Support and enforce the policy, procedures and program
ii. Provide equipment, resources and training
iii. Maintain the MSD Prevention Program and identify opportunities to enhance and
improve the program
iv. Annually evaluate and update the program accordingly
3.2 Senior Staff
i. Recognize, assess and control MSD hazards
ii. Ensure that all workers receive general and job-specific orientation to the MSD policy
and program
iii. Provide equipment where possible to limit the risk of MSD injuries to workers
iv. Encourage workers to report symptoms of MSD early
v. Respond promptly to staff reports of MSD symptoms
vi. Conduct accident/incident investigations associated with MSD reports
vii. Take every precaution reasonable for the protection of the worker
3.3 All Other Employees
i. Comply with policy and procedures
ii. Participate in regular education as established by the employer
iii. Report any hazards, equipment problems or any other unsafe tasks immediately to the
supervisor
iv. Report any concerns, incidents, and near misses to a supervisor immediately and co-
operate in any resulting investigations
v. Be responsible for correct use of equipment
MUNICIPALITY OF BAYHAM POLICY MANUAL – CONFINED SPACES POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Confined Spaces Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 To ensure that no employee ever enters a confined space, which is defined under the
Occupational Health and Safety Act as a fully or partially enclosed space, that is not both
designed and constructed for continuous human occupancy, and in which atmospheric
hazards may occur because of its construction, location or contents or because of work
that is done in it.
Section 2 - Procedure
2.1 Employees of the Municipality of Bayham will comply with all Confined Spaces
requirements when employees must enter confined spaces.
2.2 When work is scheduled in a confined space, the Municipality will only permit trained
employees to enter the confined space or contract a competent person to carry out the
work.
MUNICIPALITY OF BAYHAM POLICY MANUAL – ASBESTOS IN BUILDINGS 1
Corporation of the Municipality of Bayham
Policy Name: Asbestos in Buildings
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The purpose of this Policy is to protect Municipal employees from asbestos fibre exposure by:
i. Ensuring all asbestos-containing materials in Municipal Buildings are sealed to prevent any
release of fibres and to minimize its disturbance.
ii. Monitoring the condition of asbestos containing materials and maintaining them in a good state
of repair.
1.2 Where asbestos-containing material is present in Municipal buildings:
i. The locations will be identified.
ii. The records will be maintained in the Municipal Laserfiche system.
iii. All insulating material on pipes and boilers will be treated as asbestos.
iv. Senior Management will take measures to ensure repair, where periodic inspection reveals
deterioration.
1.3 Prior to contracting work that involves disturbance of asbestos:
i. A report will be prepared that includes:
a. Type of asbestos
b. Drawings, plans & specifications to indicate the asbestos locations.
ii. The report will be provided to the contractor doing the work.
1.4 Any repair work will be performed only by persons trained in accordance with the Asbestos
Regulation 837.
1.5 Asbestos work shall be classified type 1, 2 or 3, and shall be conducted in accordance with the
Regulation.
MUNICIPALITY OF BAYHAM POLICY MANUAL – ELEVATOR MALFUNCTION 1
Corporation of the Municipality of Bayham
Policy Name: Elevator Malfunction
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Procedure
1.1 In all cases of elevator malfunction, including an elevator stopped between floors, the following
procedure shall be implemented.
i. Ensure any persons in the elevator have picked up the emergency phone and have made
contact with the elevator company.
ii. Reassure any persons in the elevator. Do not leave alone.
iii. In the case of a medical emergency, such as the confined persons requiring assistance,
activate the emergency medical system by calling 911.
1.2 Do not attempt to remove persons inside without emergency personnel assistance.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EXCAVATION & TRENCHING POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Excavation & Trenching Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 – Policy
1.1 The Municipality abides by all legislation and regulations concerning trenching
(Construction Regulation – Part III) for the protection and safety of all individuals who must
enter a trench. No worker may enter a trench more than 4 feet (1.2 meters) deep, unless it
is sloped, shored, or protected by a trench box.
1.2 Trenching hazards include:
i. Trench collapse
ii. Material falling into the trench
iii. Improper handling and placing of material
iv. Fall when climbing in or out of the trench
v. Falling over equipment or excavated material
vi. Falling into the trench
vii. Exposure to toxic, irritating, or flammable gases
Section 2 - Procedure
2.1 Assess the soil type:
i. Type 1
a. Soil is dry, dense, and hard
b. Very hard to drive a pick into
c. When excavated, sides appear shiny and smooth with no water release
ii. Type 2
a. Relatively easy to drive a pick into
b. Easily excavated by a backhoe; hand excavated with some difficulty
c. When excavated, walls remain vertical for several hours
d. If exposed to air and sun, tension cracks will appear when soil dries
e. Cracks will lead to splaying into the trench
MUNICIPALITY OF BAYHAM POLICY MANUAL – EXCAVATION & TRENCHING POLICY 2
iii. Type 3
a. Easily excavated with a hydraulic backhoe
b. When dry, will flow through fingers and form a cone on the ground
c. Sides will not stand vertically when soil is dry
d. When wet, will stand vertically for a very short time
e. Often consists of previously excavated material, sand, and wet clays
iv. Type 4
a. Excavated with no trouble using a hydraulic backhoe
b. Flows very easily and must be supported to excavate to a significant depth
c. High moisture content
d. Very sensitive to disturbance of any kind
e. Includes muskeg, or other deposits with a high water content
2.2 Determine what method will be used to protect workers and structures in the excavation
area.
2.3 Sloping – soil is sloped away from the work area. Sloping requires significant amounts of
area around the excavation in order to meet the requirements.
2.4 Type 1 & 2 soils
i. Walls are sloped back at a rate of one meter back for each meter up, starting at 4 feet
(1.2 meters) from the bottom of the trench.
2.5 Type 3 soils
i. Starting at the trench bottom, walls are sloped at a gradient of one meter back for each
meter up.
2.6 Type 4 soils
i. Starting at the trench bottom, walls are sloped at a gradient of 3 meters back for each
meter up.
a. Trench boxes – often not intended to support trench walls. Their use is primarily to
protect workers should a cave-in occur. Can provide support for trench walls if the
space between the box and trench wall is backfilled.
b. Shoring – supports trench walls to prevent movement of soil, underground utilities,
roadways, and foundations. There are two types of shoring that may be used; timber
and hydraulic.
2.7 Set up the protection method, complying with all requirements for construction. Where the
depth exceeds six meters, or the width exceeds 3.6 meters, an engineered support
system is used.
2.8 Ensure that there is clear and safe means of access and egress from the trench, by way
of ladders.
2.9 Ladders are placed within the protected area of the trench, extend at least 3 feet (1 meter)
above the shoring or trench box, and are securely tied off. They are positioned no more
than 25 feet (7.5 meters) from the area where individuals are working.
2.10 Ladders are inspected regularly for damage. If damage is observed, the ladder is taken
out of service immediately.
2.11 Workers maintain 3-point contact when ascending and descending ladders. Tools and
other objects are raised and lowered by other methods.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EXCAVATION & TRENCHING POLICY 3
2.12 Appropriate Grade 1, Canadian Standards Association (CSA) approved, protective
footwear is worn when working on any construction project.
2.13 Other protective equipment may include hard hats, eye protection, hearing protection,
respiratory protection, and appropriate protective clothing for the circumstances.
2.14 A trench is not entered unless another worker is on the surface and in close proximity to
the trench, to assist in case of an emergency.
2.15 Gas, water, electrical, and telephone lines are located by the appropriate utility prior to
beginning any excavation.
2.16 If a break in a service line occurs, the service company is called immediately.
2.17 Debris in the trench and around the top of the trench is cleared regularly. All materials,
tools, and equipment are kept at least 3 feet (1 meter) away from the edge of the trench.
2.18 Heavy equipment is operated safely, using appropriate hand signals and/or traffic control
measures.
2.19 When a trench box or shoring is moved, all workers exit the area and do not re-enter until
the move is complete. No worker enters an unprotected trench.
2.20 All shoring is installed from the top down and removed from the bottom up.
2.21 All workers are responsible to inspect the work area regularly to ensure that it remains
safe. Inspections include:
i. Hydraulic Shoring
a. Leaks in hoses and cylinders
b. Bent bases
c. Broken or cracked nipples
d. Other damaged or defective parts
ii. Timber Shoring
a. Wales for signs of crushing
b. Other structural damage
iii. Trench Boxes
a. Structural damage
b. Cracks in welds
c. Other defects
iv. Signs of Shifting
v. Surrounding Area
a. Tension cracks in the soil
b. Water entering trench
c. Tools, materials, and spoil at least 3 feet (1 meter) back from edge of excavation
2.22 When defects are found, they are reported to a supervisor immediately and appropriate
action is taken.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EXTREME COLD & HEAT STRESS POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Extreme Cold & Heat Stress Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Municipality of Bayham’s employees may encounter heat stress or cold stress on
certain jobs, or if stranded while driving in remote locations. For these reasons, the
Municipality commits to taking measures to prevent employees from suffering health
effects related to extreme heat and cold.
Section 2 – Definitions
2.1 Heat Stress
This is a condition in which heat gain exceeds heat loss and results in a rise in core body
temperature. Symptoms range from rash, to heat cramps, to heat exhaustion and
heatstroke.
2.2 Cold Stress
This is a condition in which heat loss exceeds heat gain, resulting in a fall in core body
temperature. Symptoms include frostbite, numbness, discomfort, and hypothermia.
2.3 Hypothermia
When exposed to cold conditions for prolonged periods, the body’s core temperature
may drop below 35ºC (95ºF), particularly if the individual is doing heavy physical work, if
the person’s clothes become wet, and if the individual is not dressed for the conditions.
Symptoms are progressive and include fatigue, heavy breathing and increased pulse
rate, shivering, muscle tension, cold and numb extremities, mental impairment and
confusion, disorientation, slowed breathing and heart rate, drowsiness, slowed speech,
rigid muscles, inability to walk, and unconsciousness.
Section 3 - Procedures
3.1 Supervisors assess the risk of exposure to heat or cold during the job planning process,
and arrange for appropriate protective equipment and measures to protect workers from
the effects.
MUNICIPALITY OF BAYHAM POLICY MANUAL – EXTREME COLD & HEAT STRESS POLICY 2
3.2 Employees use the protective equipment provided and take recommended measures to
protect them from the effects of extreme heat and cold.
3.3 In extreme heat or sun, employees are advised to:
i. Drink fluids frequently (one glass about every 20 minutes).
ii. Take periodic rest breaks if involved in strenuous activity, preferably in a cool location.
iii. Wear sunscreen if working outside for long periods, especially in the summer.
iv. Wear sunglasses.
v. Use sunscreen.
vi. Wear lightweight, light coloured clothing.
vii. Schedule more strenuous jobs in cooler parts of the day, where possible.
viii. Learn the signs of heat exhaustion and heat stroke so action can be taken early to
reduce the effects.
3.4 In extreme cold situations, employees are advised to:
i. Dress for the conditions – in layers is best.
ii. Wear a hat and warm gloves or mitts.
iii. Schedule regular breaks in a warm location when conditions are extreme.
iv. Drink warm fluids.
v. If clothing becomes wet, change it as soon as possible.
vi. Learn the signs of hypothermia so action can be taken early to reduce the effects.
MUNICIPALITY OF BAYHAM POLICY MANUAL – FALL PROTECTION POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Fall Protection Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 All workers who are exposed to the following hazards use adequate and appropriate fall
protection: (Construction Regulation – Sec. 26)
i. Falling more than 3 meters;
ii. Falling more than 1.2 meters, if the work area is used as a path for a wheelbarrow or
similar equipment;
iii. Falling into operating machinery;
iv. Falling into water or another liquid;
v. Falling into or onto a hazardous substance or object; or
vi. Falling through an opening on a work surface.
Section 2 - Definitions
2.1 Fall arrest system - an assembly of components joined together so that when the
assembly is connected to a fixed support, it is capable of arresting a worker’s fall
2.2 Fall prevention – any means of eliminating the risk of exposure of a worker to fall hazards
2.3 Fall protection – a system of hardware that consists of, but is not limited to:
i. Guardrails,
ii. A travel restraint system,
iii. A fall restricting system,
iv. A fall arrest system, and/or
v. A safety net that is used to protect workers working at heights
2.4 Fall restricting system - a type of fall arrest system that has been designed to limit a
worker’s fall to a specified distance
2.5 Guardrail system - an assembly of components joined together to provide a barrier to
prevent a worker from falling from the edge of a surface
MUNICIPALITY OF BAYHAM POLICY MANUAL – FALL PROTECTION POLICY 2
2.6 Lifejacket – a personal flotation device that provides buoyancy adequate to keep a
worker’s head above water, face up, without effort by the worker
2.7 Safety belt - a belt worn around the waist of a worker, and all the fittings for the belt that
are appropriate for the use being made of it.
2.8 Safety net - a safety net that is designed by a professional engineer and is installed,
located, and supported in such a way that it arrests the fall of a worker who may fall into it
without endangering the worker
2.9 Travel restraint system - an assembly of components capable of restricting a worker’s
movement on a work surface and preventing the worker from reaching a location from
which he or she could fall;
Section 3 – Procedure
3.1 A guardrail is used as the first line of defence to protect any worker from falling.
3.2 Where it is not practical to install a guardrail system, each worker uses one of the
following methods of fall protection:
i. A travel restraint system;
ii. A fall restricting system;
iii. A fall arrest system; and/or
iv. A safety net.
3.3 The parts of a fall protection system must meet CSA standards as outlined in the
Construction Regulation and, when applicable, must be approved by a professional
engineer.
3.4 All parts of a fall protection system are used in accordance with the manufacturer’s
instructions.
3.5 Each worker has his/her own personal fall protection system or equipment.
3.6 Each worker ensures that his/her fall protection equipment is stored according to the
manufacturer’s instructions.
3.7 The Municipality of Bayham ensures that each worker using a fall protection system is
trained to inspect and use it.
3.8 Before a competent worker uses any part of a fall protection system, the worker inspects
it.
3.9 If the worker finds anything wrong with a part of the fall protection system, the problem
parts and/or entire system are taken out of service. It is not used again until it is replaced,
or inspected by a professional engineer.
3.10 If a worker falls while using a fall protection system, the system is retired and replaced, or
the manufacturer or a professional engineer recertifies all of the parts before it is used
again.
MUNICIPALITY OF BAYHAM POLICY MANUAL – FALL PROTECTION POLICY 3
3.11 Permanent anchor systems in a fall arrest system, a fall restricting system, or a travel
restraint system must be installed according to the building code.
3.12 A professional engineer must certify any temporary fixed support in a fall arrest system,
fall restricting system, or travel restraint system.
3.13 A lifeline or lanyard that is part of a travel restraint system or fall arrest system shall:
i. Not be used in such a way that it is likely to be cut, or worn away by friction;
ii. Not be subjected to extreme temperature, flame, abrasive or corrosive materials or
other hazards that may damage it;
iii. Have the free end kept clear of equipment and machinery; and
iv. Be used by only one person at a time.
3.14 A professional engineer designs all horizontal lifelines and attachments points.
3.15 Only the designated number of persons is attached to a horizontal lifeline at any time.
3.16 Vertical lifelines are designed for one person only.
3.17 A worker who is at risk of falling into a liquid that is deep enough that drowning could
occur, wears a personal flotation device that is appropriate for his weight.
3.18 A rescue plan is in place to facilitate the rescue of workers from water or other fluids, and
to rescue workers after a fall has been arrested.
3.19 Fall protection training includes use, proper fitting, inspection, and care of fall protection
equipment.
MUNICIPALITY OF BAYHAM POLICY MANUAL – SAFE CARE & USE OF LADDERS 1
Corporation of the Municipality of Bayham
Policy Name: Safe Use & Care of Ladders
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 To provide details of a procedure by which consistent positive protection can be provided for
employees using ladders.
Section 2 – Procedure
2.1 Ladders constructed of conducting material (e.g. aluminium) shall not be used for work on or near
any electrical power source.
2.2 Fibreglass ladders must be used for all maintenance work.
2.3 Ladders used to gain access to a level shall extend at least three (3) feet above the level.
2.4 Ladders shall be checked and any unsafe conditions must be corrected before use.
2.5 Ladders found to be unsafe, and the unsafe condition cannot be corrected by the user, must be
taken out of service and tagged "Unsafe - Do Not Use", then either repaired or discarded, with
approval of the Supervisor.
2.6 Wooden ladders shall not be painted or coated with any opaque material.
2.7 All ladders shall have non-slip feet and be used on a firm footing and securely fastened if possible.
2.8 The ladder shall be held in place by one or more persons while being used if it exceeds three (3)
meters in length and is not securely fastened or if it is likely to be endangered by traffic. When not
securely fastened, the ladder shall be inclined so that the horizontal distance from the top support
to the foot of the ladder is at least one quarter (1/4) and not more than one third (1/3) of the length
of the ladder.
2.9 Employees shall use a full body harness with adequate attachments or a safety belt if the worker is
exposed to any of the following hazards:
i. Falling more than three (3) metres.
MUNICIPALITY OF BAYHAM POLICY MANUAL – SAFE CARE & USE OF LADDERS 2
ii. Falling more than 1.2 metres, if the work area is used as a path for a wheelbarrow or similar
equipment.
iii. Falling onto operating machinery.
iv. Falling into water or another liquid.
v. Falling into or onto a hazardous substance or object.
vi. Falling through an opening on a work surface.
2.10 When using a Step Ladder:
i. The legs shall be fully extended and the spreader shall be in the locked position.
ii. The top of the step ladder shall not be used as a step; and
iii. The pail shelf shall not be used as a step.
MUNICIPALITY OF BAYHAM POLICY MANUAL – FLAMMABLE LIQUIDS 1
Corporation of the Municipality of Bayham
Policy Name: Flammable Liquids
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 A "Flammable Liquid" shall mean a liquid having a flash point below 37.8°C (100°F) and a vapour
pressure below 275 kilopascals absolute at 37.8°C (100°F). i.e. some paints; toluene, gasoline.
1.2 Always refer to the product material safety data sheet to determine if a product is a flammable
liquid. For consumer products, contact the supplier directly.
1.3 Flammable liquids must be labelled with a supplier or workplace label.
1.4 Flammable liquids must be stored away from any source of ignition; ideally outdoors protected from
direct sunlight and a minimum of 3 metres (10 ft.) from exit doors. An approved flammable liquid
storage cabinet can be used to store up to 235 litres (50 gallons) indoors.
1.5 All flammable liquid containers must be sealed or tightly capped. Portable containers must be
C.S.A. or U.L.C. approved. In a workplace, portable containers must ensure the prevention of any
leakage or spillage of the liquids or be in containers equipped with spring loaded caps. Containers
holding gasoline will be red in colour. Containers holding diesel will be yellow.
1.6 Dispense flammable liquids outdoors. They can only be dispensed indoors if the area is provided
with mechanical ventilation.
1.7 Portable containers must be bonded and grounded during dispensing of flammable liquids.
Continuity of ground assemblies must be checked at the time of installation and quarterly
thereafter.
1.8 A current Material Safety Data Sheet must be readily available. Refer to the MSDS for handling,
use, storage procedures, and wearing of personal protective equipment.
MUNICIPALITY OF BAYHAM POLICY MANUAL – FUNGAL GROWTH POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Fungal Growth Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The purpose of this Policy is to protect Municipal employees, clients and the public from exposure
to fungal growth by:
i. Ensuring all fungal growth is promptly and properly remedied in order to ensure a healthy
environment in all buildings occupied by Municipal employees.
ii. Ensuring the ongoing prevention of fungal growth in all buildings occupied by Municipal
employees.
Section 2 - Procedure
1.2 Where fungal growth (mould) is present:
i. The Supervisor of the department will immediately be informed of the situation.
ii. The Supervisor will inform the Health & Safety Representative, who will review the situation
and make his/her recommendations regarding the clean-up procedures to be followed.
FUNGAL GROWTH CLEAN-UP
1.3 Small Isolated Areas (10 sq. ft. or less):
i. Use respiratory protection (e.g. 3M 8210 disposable dust mask). Glove and eye protection
must be worn.
ii. The work area should be unoccupied. It is not necessary to vacate the building however it is
recommended that persons that work close by or those who are immune-suppressed, those
with chronic lung problems (asthma, allergies, etc.), not be in the immediate area.
iii. Containment of the work area is not necessary. Dust suppression methods such as lightly
misting the surface prior to clean-up are recommended.
iv. Contaminated materials that cannot be cleaned should be removed from the building in a
sealed plastic bag. (No special requirements are necessary for the disposal of mouldy
materials).
v. Clean the area with, at a minimum, water and detergent. A bleach cleanser of one part
bleach to four parts water and a small amount of a non-ammonia based dishwashing
detergent to cut surface dirt is recommended. (Do not mix chlorine bleach and ammonia).
vi. All areas should be left dry and visibly free from contamination and debris.
1.4 Mid-Sized Isolated Areas (10 – 30 sq. feet)
MUNICIPALITY OF BAYHAM POLICY MANUAL – FUNGAL GROWTH POLICY 2
i. Use respiratory protection (e.g. 3M 8210 disposable dusk mask). Glove and eye protection
must be worn.
ii. The work area should be unoccupied. It is not necessary to vacate the building however it is
recommended that persons that work close by or those who are immune-suppressed, those
with chronic lung problems (asthma, allergies, etc.), not be in the immediate area.
iii. The work area should be covered with a plastic sheet(s) and sealed with tape before the
cleaning begins to contain dust/debris.
iv. Dust suppression methods such as lightly misting the surface prior to clean-up are
recommended.
v. Contaminated materials that cannot be cleaned should be removed from the building in a
sealed plastic bag. (No special requirements are necessary for the disposal of mouldy
materials).
vi. The work area and areas used by the clean-up workers should be HEPA vacuumed (a
vacuum equipped with a High-Efficiency Particulate Air filter) then cleaned using, at a
minimum, water and detergent. A bleach cleanser of one part bleach to four parts water and
a small amount of a non-ammonia based dishwashing detergent to cut surface dirt is
recommended. (Do not mix chlorine bleach and ammonia).
vii. All areas should be left dry and visibly free from contamination and debris.
1.5 Large Isolated Areas (30 – 100 sq. feet), Extensive Contamination (greater than 100 continuous
sq. feet) or Remediation of HVAC Systems
i. The Health & Safety Representative will contact and arrange for trained professionals to
assess and perform the clean-up activities as required.
1.6 General Precautions during clean-up:
i. Chlorine is one of the most commonly used chemicals that will kill mould on contact.
Chlorine (bleach) is a corrosive chemical and must be handled properly. All appropriate
personal protective equipment must be used when handling chlorine.
ii. Always ventilate the area when working with bleach.
iii. Never mix bleach with ammonia or ammonia-based products (detergents).
iv. Vacuuming may increase exposure to mould and spores by making them airborne.
Vacuums equipped with high-efficiency particulate air filters (HEPA) will minimize this
exposure.
v. Use of proper personal hygiene procedures (e.g. hand washing) at the completion of any
clean-up activities is required.
1.7 Source documents include:
i. Canadian Centre for Occupational Health and Safety – Indoor Air Quality – Moulds and
Fungi
ii. New York City Department of Health and Mental Hygiene / Bureau of Environment and
Occupational Disease Epidemiology – Guidelines on Assessment and Remediation of Fungi
in Indoor Environments
MUNICIPALITY OF BAYHAM POLICY MANUAL – HIV-AIDS POLICY 1
Corporation of the Municipality of Bayham
Policy Name: HIV/AIDS Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 Employees with Human Immunodeficiency Virus (HIV), including Acquired Immunodeficiency
Syndrome (AIDS) have a right to continue to work provided they are able to perform the essential
duties of their jobs in a satisfactory manner and do not present a health or safety hazard to
themselves or others.
1.2 The Municipality believes it is possible to continue the employment of persons with HIV/AIDS
infection in a compassionate supportive way while ensuring the safety of employees and the public.
In this regard the Municipality views HIV/AIDS in the same light as any other illness or disability.
As with any other serious illness or disability every person with HIV/AIDS is assessed on an
individual basis to accommodate variations in the progression and impact of the illness.
1.3 All employees, including individuals known or thought to be infected with HIV have a right to
confidentiality and freedom from harassment in the work place.
1.4 Employees, persons seeking employment and members of the public known or thought to have
HIV infection, must have their rights to non-discrimination and privacy protected.
1.5 Health and Safety measures implemented in the work place must serve to reduce the risk of HIV
transmission for those who are occupationally exposed to HIV/AIDS.
Section 2 – Education
2.1 The Municipality, through the Elgin-St. Thomas Health Unit will provide to all of its employees
information about HIV/AIDS, and will provide further information and assistance to enable them to
deal with problems which may arise concerning HIV/AIDS.
2.2 The Municipality will take steps to ensure that any new medical or treatment information will be
immediately communicated to employees and incorporated into this policy.
2.3 It will be the intent of such procedures to maximize health and safety protection for employees
whose work-related activities may bring them into contact with the blood or body fluids of other
people.
MUNICIPALITY OF BAYHAM POLICY MANUAL – HIV-AIDS POLICY 2
Section 3 – Procedure
3.1 The same precautions taken to protect against Hepatitis B and other blood borne infections are
equally applicable against the HIV namely:
i. Proper hand washing procedures;
ii. Covering of open areas on hands;
iii. Cleaning equipment according to recommended procedures, using disposable gloves, gowns,
face and eye protection, or other protective clothing and equipment, pursuant to established
procedures.
iv. Cleaning or disinfecting equipment or clothing contaminated with blood or body fluids using
appropriate procedures and materials (most widely recommended practice is to use 1:9 solution
of bleach and water)
3.2 Employees may come into contact with blood and other body fluids in emergency situations, even
if these fluids contain the HIV, the risk is very low as the virus infected blood of one person must
get into the blood stream of another person to cause an infection. Nevertheless, it is important that
procedures be established and protective equipment provided to guard against infection of any
kind.
3.3 Employees are encouraged to advise their supervisor of any concern about AIDS safety or safety
procedures.
3.4 Exposure is contact with blood or body fluids that could be infectious, exposure occurs through:
i. Needlestick or puncture wounds.
ii. Broken or non-intact skin.
iii. Mucous membranes of the nose, mouth or eyes.
3.5 Workers who are exposed should:
i. Wash affected area.
ii. Report the incident as per Occupational Health & Safety Procedure for reporting
Accidents/Incidents.
iii. Be examined by medical authority and sent for counselling.
Section 4 – General Provisions
4.1 The Municipality does not require HIV antibody testing of its employees or job applicants. The
Municipality does not require an infected employee or the attending physician to report the
diagnosis to the employer with the exception of applying for benefits in accordance with the
provisions of Short Term and Long Term Disability.
4.2 HIV infection cannot be transmitted in the course of usual work place transactions. Refusal to
work with or discriminatory acts against a person known to be or suspected of infection with HIV or
AIDS will not be permitted.
4.3 Illness and absence from work caused by HIV/AIDS infection are no different from other situations.
Employees will receive all benefits for which they are eligible.
4.4 Employees who believe they are being harassed through their contact or association with an
HIV/AIDS infected person should consult with the Human Resources Department and the
Workplace Harassment Policy.
MUNICIPALITY OF BAYHAM POLICY MANUAL – HIV-AIDS POLICY 3
4.5 This Policy has been sourced from Elgin County which developed the policy in consultation with
the Elgin-St. Thomas Health Unit.
MUNICIPALITY OF BAYHAM POLICY MANUAL – HOT WORK 1
Corporation of the Municipality of Bayham
Policy Name: Hot Work Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 All electric and gas welding and cutting equipment, installations and operations shall be in conformity
with:
i. The manufacturer's recommendations, and
ii. Canadian Standards Association W-117 "Code for Safety in Electric and Gas Welding and Cutting
Operations".
1.2 Where welding or burning or soldering operations emit harmful fumes and gases, ventilation shall be
provided.
1.3 A ventilation system shall be provided during
i. Welding or cutting of metals, alloys, or coated metals;
ii. Spraying metal or other materials at high temperatures; or
iii. Air-arc gouging, plasma-arc, or silver soldering operations.
1.4 Compressed and liquefied gas systems shall be so located or guarded as to provide protection from
physical damage.
1.5 Protection of equipment from heat, flame, sparks, and electrical contacts. Workers shall prevent
sparks or flames from coming in contact with cylinders, regulators or hoses of compressed gas
systems, and all charged gas cylinders shall be protected from any source of excessive heat.
1.6 Cylinders shall be so located that there is no risk of contact with energized electrical conductors.
1.7 Before putting any gas-welding or burning equipment into use workers shall ensure that all parts
are free from defects, leaks, or oil and grease. Only standard fittings, designed and manufactured
for the specific compressed gas service, shall be used. All equipment will be inspected at least
annually or better.
Section 2 - Correct use of Control Devices
MUNICIPALITY OF BAYHAM POLICY MANUAL – HOT WORK 2
2.1 Welding equipment, including regulators and automatic reducing valves and hoses, shall be used
only for the gas for which they are designed.
2.2 Copper fittings or tubing shall not be used in systems carrying acetylene gas.
2.3 Suitable safety devices to prevent reverse gas flow shall be installed on both hoses at either the
torch or regular connections.
Section 3 - Handling, Storage, Transportation and use of Cylinders:
3.1 Compressed gas cylinders shall:
i. Not be hoisted by slings or magnets, or
ii. Not be dropped or subjected to impact, or
iii. Not be handled by means of the regulators nor used as rollers or work supports, and
iv. Normally be kept upright and secured against falling during storage, transportation and use.
3.2 Acetylene cylinders which have been stored or transported in a horizontal attitude shall be placed
in a vertical position for at least one hour before use.
Section 4 - Valve Protection
4.1 Cylinder valves shall be closed when work is finished and when cylinders are empty. Valve
protection covers shall be kept in position when the cylinders are not connected for use. Keys shall
be kept in place in key-operated acetylene cylinder valves whenever the cylinders are connected
for use.
4.2 Operators shall not stand directly in front of regulator pressure gauges while a cylinder valve is
being opened.
Section 5 - Electric Welding
5.1 No arc welding shall be carried out unless all workers exposed* (*40 feet [12 m] is the
recommended minimum distance from which the electric arc should be seen by the naked eye) to
radiation from the arc flash wear suitable eye protection or are protected by adequate screens,
curtains or partitions. Such screens, curtains or partitions shall be made of or be treated with fire
resistant materials or coatings. Coatings shall have a non-reflective surface.
Section 6 – Chipping & Cleaning
6.1 Workers shall wear eye protection when chipping or cleaning welds.
Section 7 - Miscellaneous Requirements
7.1 Welding work areas shall be kept free of electrode stubs, metal scrap, and other slipping or tripping
hazards. Receptacles for electrode stubs shall be provided and used.
7.2 Welding cables and hoses shall be arranged to prevent tripping hazards.
7.3 All workers, exposed to the hazard of radiation from welding or burning operations, shall use
helmets, goggles and other appropriate personal protective equipment.
7.4 No arc welding electrode or ground lead shall be hung over a compressed gas cylinder.
7.5 Receptacles for electrode stubs shall be provided and used.
MUNICIPALITY OF BAYHAM POLICY MANUAL – HOT WORK 3
Section 8 - Protective Clothing
8.1 All workers engaged in welding or burning operations shall wear:
i. Flame retardant work clothing, and work clothing made of polyester, acetate or acrylic fibres or
mixtures of these with cotton or wool should not be used. These are moderately flammable and
will melt while burning causing deep and extensive burns to the skin. Work clothing made of
laminated fabric containing polyurethane sponge should not be worn as they may readily ignite
and burn. Preferred work clothing should be made of cotton, wool or nylon fibres. The fabric
should have a smooth, tightly woven finish.
ii. Leather gauntlet type gloves and arm protection, and
iii. An apron of leather or other suitable material for heavy work, and
iv. Eye and face protection against harmful radiation, or particles of molten metal or while chipping
and grinding welds, and
v. Substantial safety footwear, made of leather or other equally firm material.
Section 9 - Presence of Flammable or Explosive Substances
9.1 No burning, welding, or other hot work shall be done on any vessel, tank, pipe enclosure or
structure enclosure.
9.2 All work shall be sent out to a reputable contractor who is familiar with working on enclosures as
noted above.
9.3 Where testing procedures are utilized, additional tests shall be made at intervals that will ensure
the continuing safety of the workers.
Section 10 - Marking Hot Work
10.1 Where practical, recently welded or flame cut work shall be marked "HOT" to indicate to workers
that the work piece presents a hazard of burning.
10.2 Precautions to prevent a fire shall be taken when using a blow torch or welding or cutting
equipment or a similar piece of equipment.
Section 11 - Fire Extinguishers
11.1 At least one (1) fire extinguisher of a suitable type and capacity shall be kept immediately available
at all work locations where welding or cutting is done. Fire extinguisher locations shall be clearly
identified.
MUNICIPALITY OF BAYHAM POLICY MANUAL – HOUSEKEEPING POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Housekeeping Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 Poor housekeeping practices can lead to injuries from trips and falls, falling objects, or
other hazards of improper storage and clutter. For this reason the Municipality of Bayham
requires employees to maintain clean work spaces.
Section 2 - Procedures
2.1 In order to maintain a safe and clean work area, all employees are expected to:
i. Gather up and remove debris as often as necessary to keep the area clear
ii. Keep equipment and areas around equipment free from scrap and waste
iii. Keep stairways, passageways, and gangways free of material, supplies, and other
obstructions
iv. Secure loose or light materials to prevent blowing in the wind
v. Pick up and store tools properly after use
vi. Not run electrical cords across walkways
o Unless appropriately secured and fastened
vii. Clean up oil and other spills immediately
viii. When stacking objects with sharp edges, ensure that sharp edges are covered or bent
over to prevent cuts, and that nails that remain in lumber are bent over or removed
ix. Not throw materials or tools from one level to another
x. Not lower or raise any tool or equipment by its cord
xi. Stack materials safely so that they will not topple or collapse
xii. Store materials safely and according to legislated requirements
MUNICIPALITY OF BAYHAM POLICY MANUAL – HYGIENE SURVEYS 1
Corporation of the Municipality of Bayham
Policy Name: Hygiene Survey Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Health & Safety Coordinator will investigate the circumstance when a concern is raised
regarding air quality, noise, exposure to biological or chemical agents etc.
Section 2 – Procedure
2.1 The Health & Safety Coordinator will determine whether hygiene surveys are warranted and will
notify an employee when hygiene surveys are scheduled. They will have the opportunity to be
present while samples are obtained.
2.2 The Health & Safety Coordinator will provide copies of hygiene survey results to the employee.
2.3 The Health & Safety Coordinator will initiate measures to reduce exposure to an acceptable level
where results of hygiene surveys indicate levels in excess of the concentration limit as established
by Regulation.
MUNICIPALITY OF BAYHAM POLICY MANUAL – LIFTING DEVICES 1
Corporation of the Municipality of Bayham
Policy Name: Lifting Devices
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 Lifting Devices include all mechanical equipment, used to raise or lower people or materials, but
does not include elevators.
i. Examples include but are not limited to:
a. Cranes and Hoists
b. Forklift Trucks
c. Front End Loaders
d. Mechanical Lifting Devices for People
e. Hydraulic Lifts on Whirlpool Tubs
f. Elevating Devices on Vehicles
g. Hydraulic Floor Hoists
h. Vehicle-Mounted Aerial Device
Section 2 – Procedure
2.1 Lifting devices in workplaces must be inspected prior to being used for the first time and at least
annually, or as recommended by the manufacturer. A qualified person will conduct and produce a
signed and dated document of inspection. The records must be kept readily available in the
department or with the equipment on a project. On projects, all cables and hooks, will be visually
inspected weekly by a qualified person. Cables and hooks will be maintained to comply with the
requirements of The Construction Regulation 213/91 Sections 168-180.
2.2 Lifting devices will be labelled so that the maximum load can be determined. No person shall load
the device beyond the maximum.
2.3 Lifting devices shall only be used for the purpose, which they are intended to be used. Forklift
trucks must be fitted with a secured platform with guardrails prior to lifting personnel.
2.4 All pneumatic or hydraulic hoists will automatically return to their neutral position when released.
2.5 All lifting devices must be operated by trained personnel only.
2.6 Maintenance records, logs and operator's manuals will be kept readily available.
MUNICIPALITY OF BAYHAM POLICY MANUAL – LIFTING DEVICES 2
2.7 A lifting device capable of raising, lowering or moving material weighing more than 7,260 kilograms
will be operated by certified persons only. The operator must be able to produce their certificate
when operating the equipment. A maintenance log book, as required by the Construction
Regulation 213/91, Section 152, will be maintained and available at the project.
2.8 Any defects in equipment must be reported immediately to the Supervisor. The Supervisor will
determine if the equipment should be tagged out of service, pending repair.
2.9 No person is allowed underneath a load being lifted.
2.10 Elevated work platforms must be inspected daily before being used and will comply and be
maintained in accordance with the Construction Regulation 213/91.
2.11 When unattended buckets, blades, forks and loads must be lowered
MUNICIPALITY OF BAYHAM POLICY MANUAL – LOCKOUT - ELECTRICAL 1
Corporation of the Municipality of Bayham
Policy Name: Lockout - Electrical
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Purpose
1.1 To detail the basic requirements necessary for the provision of positive protection for multi-crews and
individual workers while performing repairs to machines and equipment.
1.2 This Policy does not apply to testing of equipment or trouble shooting.
Section 2 - Procedure
INITIAL MAIN POWER SHUT-OFF AND LOCK-OUT BY THE PERSON IN CHARGE:
2.1 The operator is personally responsible for initially stopping or shutting down the machine in the
normal manner, i.e. by pushing the stop button, shutting off valves, opening bleed valves, blanking
lines, etc. as necessary.
2.2 After the machine has stopped and, where applicable, loads on electrical lines are shut off, the
main disconnect switch shall be opened and locked in the open (OFF) position by the person in
charge or other qualified person under his direction, e.g. an electrician.
2.3 After the disconnect switch has been locked out, a check should be made by pushing the start
button or switch to ensure that the correct master switch has been disconnected.
2.4 A warning sign or tag should be added to the padlock by the person in charge indicating the nature
of work; location if other than the immediate area; date; workers or departments responsible for the
work, etc.
2.5 The presence of the lock belonging to the person in charge is evidence that the machine is
properly and completely shut down and in a safe condition for work to commence. Except as
required and directed by the person in charge for purposes of interim testing, etc. the lock shall
only be removed after all work has been completed and equipment is safe and ready to operate.
2.6 The lock shall only be removed by the person in charge and this responsibility shall not be
delegated.
2.7 If a machine is to be taken out of service, it shall be shut down and locked out by the operator and
remain locked out during the entire period that it is out of service.
MUNICIPALITY OF BAYHAM POLICY MANUAL – LOCKOUT - ELECTRICAL 2
MULTIPLE LOCKS AND LOCKOUT BARS
2.8 After the machine has been shut down and locked out by the person in charge, each worker
working in or on the machine shall be protected by personally placing their own safety lock on the
disconnect switch. The key for the lock must be retained by the person while lock is in place.
2.9 Where several workers or trades are working on the machine, provision for additional locks will be
made to accommodate other locks.
2.10 A durable tag should be attached to each worker's lock showing name or clock number and
department, if applicable.
2.11 Each worker should be impressed with the fact that, even though the disconnect switch may
already be locked, they are not protected until they attach their own personal lock.
LEAVING THE WORK
2.12 When work has been completed, each worker should report this fact to the person in charge. Each
worker may then remove personal lock and tag prior to leaving the machine.
2.13 If work is not completed at the end of the day or shift, each worker shall report the status of the
work to the person in charge or, if applicable, to the person in charge of the incoming shift before
removing their personal lock and tag. The incoming shift shall place their locks and tags as in
paragraph "a)" above before commencing work on the machine. The person in charge shall not
remove their lock until the person of the incoming shift has placed their lock on the machine.
2.14 It will be noted that, although workers remove their locks on leaving the machine, the lock
belonging to the person in charge is still in place. Therefore, at no time will the machine be left
unlocked until all work has been completed.
USE AND CONTROL OF PADLOCKS
2.15 Locks made by a reputable manufacturer should be supplied by the company to preclude the
possibility of workers providing inferior locks which can be tampered with or opened by other keys.
2.16 Combination type locks or locks with a master key or duplicate keys are not recommended. If
duplicate keys are obtained they must be kept in a locked depository away from the normal "Safety
Lock Control" centre. They must be under the direct control of a responsible person, e.g. safety
officer and used only by them in an emergency. At least two people should be responsible for
using a duplicate key.
2.17 Locks should be checked when purchased to ensure that no two or more locks can be opened by
the same key.
2.18 Each worker should be issued with their personal lock with their name or clock number stamped on
it. If this is not practicable, a simple and economical method of control for the issue of locks is
suggested as follows:
i. The locks should be serially numbered by stamping, and kept on a "Safety Lock Control Board"
against a matching set of serial numbers.
ii. The locks should be under the control of a responsible person, e.g. safety officer, tool room
attendant, etc. who has the facilities to maintain a log or register of locks issued, dates of issue
and return, and name of worker or person in charge to whom the locks have been issued.
Locks shall not be loaned or transferred between workers. They must be returned to and re-
issued from the "Safety Lock Control" centre.
MUNICIPALITY OF BAYHAM POLICY MANUAL – LOCKOUT - ELECTRICAL 3
iii. The workers should carry their own supply of durable tags bearing their name and department.
These tags should be attached to their lock for identification while in use on the disconnect
switch lock-out.
ELECTRICAL CONTROL EQUIPMENT SHOULD BE IDENTIFIED AS TO THE MACHINE
CONTROLLED.
2.19 Where it is not practicable to disconnect and lock out the power supply to live electrical
installations, equipment or power lines:
i. Rubber gloves, mats, shields or other protective equipment adequate to ensure the safety of all
workers shall be used while the work is being performed; and
ii. A person other than the worker doing the work who is trained in the use of artificial respiration,
shall be conveniently available while the work is being performed.
2.20 Where work is to be done on a power line of 750 volts or over, and the power supply cannot be
disconnected and locked out of service:
i. The work shall be carried out by a competent person under the authority of an electrical utility;
and
ii. Rubber gloves, mats, shields or other protective equipment, and procedures adequate to
ensure the safety of all workers shall be used while work is being performed; and
iii. A person, other than the worker doing the work, who is trained in the use of artificial respiration,
shall be conveniently available while the work is being performed.
MUNICIPALITY OF BAYHAM POLICY MANUAL – LOCKOUT - ELECTRICAL 4
Corporation of the Municipality of Bayham
LOCKOUT-TAG OUT REMOVAL FORM
Employee's Name: ____________________________________________________
Department: ________________________________________________________
Equipment/Machinery: ________________________________________________
Date Lock and Tag Removed: ______________________ Time: ______________
Reason for Removal of Lock and Tag: __________________________________________________
_________________________________________________________________________________
_________________________________________________________________________________
_________________________________________________________________________________
Please check:
_____ Verification made that employee was not in facility.
_____ Employee could not be reached, OR:
_____ Employee contacted at home at ______________(Time)
_____ Employee given choice of coming in immediately and removing the padlock, but
refused.
_____ Reason padlock and tag installed was determined.
_____ Status of work performed was determined and inspection of equipment/machine
conducted.
_____ Other employees involved in this lockout were consulted.
_____ There was a witness to the padlock and tag removal – Name: _________________
_____ Notice placed on equipment/machinery stating that employee's padlock and tag were
removed and that employee must report to Supervisor immediately.
MUNICIPALITY OF BAYHAM POLICY MANUAL – LOCKOUT - ELECTRICAL 5
Other Comments: __________________________________________________________________
_________________________________________________________________________________
Signature of Supervisor: _________________________________ Date: _______________________
(or Designate)
MUNICIPALITY OF BAYHAM POLICY MANUAL – MACHINE GUARDING POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Machine Guarding Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Municipality of Bayham is committed to protecting its employees from injuries related
to lack of Machine Guarding, and has implemented measures to comply with the
Occupational Health and Safety Act (Industrial Regulation Sec 24-44).
Section 2 – Procedure
2.1 All equipment that is purchased with a guard, as an integral part of its structure, is used
with that guard at all times.
2.2 If guards must be removed (e.g. for cleaning purposes), the power to the equipment is
disconnected prior to its removal, and it is not re-connected until the guard is safely and
securely replaced. See Lockout Procedures.
2.3 If a guard becomes damaged to the point where it is ineffectual, the equipment is taken
out of service and not used again until the guard is repaired and back in place.
2.4 An emergency stop control must be clearly identified and within easy reach of an operator.
MUNICIPALITY OF BAYHAM POLICY MANUAL – MUNICIPAL DRIVING STANDARDS 1
Corporation of the Municipality of Bayham
Policy Name: Municipal Driving Standards
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 Any employee who drives a Municipally owned or Municipally rented motor vehicle shall
possess a valid driver's licence. It shall be the supervisor's responsibility to ensure that an
employee possesses said licence before allowing him/her to drive.
Section 2 – Procedure
2.1 Drivers shall be guided by the Ontario Ministry of Transportation's Truck and Bus Drivers
Manuals and the Highway Traffic Act.
2.2 Any employee of the Municipality, who, in the performance of his/her duty, is required to
operate any motor vehicle or piece of equipment where a licence is required, must notify
his/her Supervisor immediately if:
i. A driver has been charged with an offence under the Highway Traffic Act;
ii. The driver's licence has been suspended or revoked;
iii. The driver has lost or misplaced his/her licence.
2.3 Employees shall be held personally responsible for infractions of speeding and traffic laws.
Drivers shall keep themselves informed of the Highway Traffic Act and local by-laws.
2.4 Drivers shall not permit anyone except authorized employees to drive or operate any vehicle
which has been assigned to them.
2.5 All drivers are required to adhere to all legal speed limits.
2.6 Drivers are required to:
i. Comply with all traffic laws and regulations;
ii. Comply with all Municipal regulations;
iii. Maintain the Municipality's good image by behaving properly and by showing courtesy
and using common sense;
iv. Drive safely and carefully at all times; and
MUNICIPALITY OF BAYHAM POLICY MANUAL – MUNICIPAL DRIVING STANDARDS 2
v. Care properly for equipment assigned to the employee's use and ensure that it is
Maintained in good mechanical condition.
vi. Wear their seat belts at all times when in the vehicle
vii. Require passengers to wear their seat belts at all times
viii. Keep a first aid kit and survival kit in vehicle when driving outside of populated areas
ix. Carry a cell phone or other communication device whenever possible
x. Utilize only 2-way radios or hands free cell phones when the vehicle is in motion
2.7 General considerations for Municipal employees prior to and while driving include:
i. Check road and weather conditions prior to heading out. Don’t take chances if the
weather is bad;
ii. Perform a circle check of the vehicle before entering – ensure that tires are well inflated
and there are no other conditions that might interfere with safe driving;
iii. Make sure safety equipment is in place (first aid kit and survival kit if necessary);
iv. Make sure that 2-way radio is in good working order and that batteries are charged;
v. If equipment is being transported, make sure it is secured safely, and does not block
your view;
vi. Secure seat belt and adjust if necessary;
vii. Adjust mirrors if necessary and know your blind spots;
viii. Drive at a safe speed and watch for drivers around you;
ix. Always signal well in advance when changing lanes or turning corners;
x. Keep to the right lane unless preparing to make a left turn, passing, or changing lanes;
xi. Do not reach for fallen items – wait until you can stop and retrieve them safely.
2.8 In addition to guidelines for General conditions, other considerations during winter months
are as follows:
i. Prepare the vehicle for winter driving – oil, battery, radiator, etc. and consider changing
to winter tires;
ii. Wear comfortable clothing while driving, but bring heavier clothing. Include mitts, toque,
lined boots, and a heavy jacket with hood if possible;
iii. Clear snow and ice from all windows, mirrors, and roof prior to driving off;
iv. Make sure gas tank is sufficiently full for your planned ‘trip’;
v. Make sure the vehicle has sufficient windshield washer fluid – take an extra container
with if required;
vi. Use extra caution when approaching shaded areas where ice may be more likely to
have formed.
2.9 In emergency situations consider the following procedure:
i. Stay with the vehicle for safety and warmth.
ii. If in an area where there is cell phone service, dial ‘OPP’ to contact the Ontario
Provincial Police.
iii. If an employee must exit the vehicle, do so from the door opposite to the roadway, and
wear appropriate clothing.
iv. Draw attention to the vehicle by displaying a ‘Call Police’ sign, or using flares or 4-way
flashers.
v. If an employee must sit in the vehicle for an extended period, don’t run the motor
continuously and keep at least one window partially open so that fumes do not
accumulate.
2.10 A driver who fails to practice safe driving habits at all times will be disciplined, up to and
including dismissal, dependant on the seriousness of the infraction.
MUNICIPALITY OF BAYHAM POLICY MANUAL – NON-ROUTINE WORK POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Non-Routine Work Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 To ensure that work that is not routinely performed is done safely, the Municipality of Bayham
commits to ensuring that procedures are in place to address safety issues before performing non-
routine work.
Section 2 – Definitions
2.1 Activity: A set of actions required to complete a job.
2.2 Non-Routine Work: Any activities that are not performed on a regular basis.
2.3 Safe Operating Procedure: A set of instructions for a job, process, or machine that provide
optimum safety to a worker, when correctly followed
Section 3 – Procedures
3.1 A worker or supervisor may identify a non-routine job or non-routine activities.
3.2 The supervisor of the job, or experienced designate, conducts a pre-work meeting with everyone
involved.
3.3 The meeting identifies and addresses all potential hazards related to the non-routine activities.
3.4 All controls are identified and fully implemented for each hazard that was identified, and cannot
be eliminated.
3.5 Workers involved in the non-routine work demonstrate their ability to perform the work, to their
supervisor or experienced designate.
3.6 No worker is allowed to perform non-routine work until they show that they can do so safely. This
includes a demonstration of how to inspect and wear any required personal protective equipment.
MUNICIPALITY OF BAYHAM POLICY MANUAL – PROPANE SAFETY POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Propane Safety Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 Propane is an effective and clean fuel, but there are hazards associated with its use. For
this reason, the Corporation of the Municipality of Bayham employs the following
principles when using Propane:
i. All Propane tanks are approved and free from damage
ii. Employees are trained in the safe use of Propane
iii. Propane cylinders are handled according to requirements in the Occupational Health
and Safety Act – Regulation for Construction Projects Sec 42
iv. Protective equipment is provided and worn to prevent injury from exposure to propane
Section 2 – Procedure
2.1 Hazards associated with propane:
i. Flammable/explosive
ii. Carbon Monoxide would accumulate in poorly ventilated areas, causing headache,
weakness, dizziness, loss of muscle control, and watering of the eyes.
iii. Frostbite from contact with liquid propane
2.2 Requirements:
i. Cylinders are not accepted if they have dents, excessive rust, damaged collars, or bent
foot rings.
ii. Employees wear neoprene gloves, long sleeved shirts, and safety glasses when
working with Propane.
iii. Torches or heaters are not left unattended unless there is a flame safeguard system.
iv. Cylinders are stored
a. in an upright position
b. outdoors, and away from public areas
c. in a secure and protected area, away from vehicles or moving equipment
MUNICIPALITY OF BAYHAM POLICY MANUAL – PROPANE SAFETY POLICY 2
d. at least 6m (20 feet) from flammable liquids or oxidizing or combustible gases
e. so that full and empty tanks are in separate locations
f. away from all heat and ignition sources
g. at a temperature of not more than 125ºF
h. with all valves closed
v. When transporting cylinders, they are secured to prevent tipping or falling
vi. A handcart is used to move cylinders on the job site.
vii. Employees are trained in the hazards of propane and the signs of overexposure.
2.3 Propane Heaters
i. A competent worker performs all connections.
ii. When employees are connecting hoses, inspect burners, controls, and hoses for
defects.
iii. If defects are found, repair/replace damaged parts immediately.
iv. Only licensed service personnel repair gas-burning equipment.
v. All hose and gas connections must be clean.
vi. Use proper fitting wrenches to make connections.
vii. Position cylinder in the same room as the heater - at least 10 feet away from heater, but
no more than 25 feet.
viii. Have a 4A40BC fire extinguisher on hand before lighting the heater.
ix. After connections have been made, slowly open the valve and check for leaks, using
soapy water or a leak detector.
x. If no leaks are detected, open valve completely.
xi. If leaks are observed, close the valve and make corrections.
MUNICIPALITY OF BAYHAM POLICY MANUAL – REFUELLING MUNICIPAL VEHICLES 1
Corporation of the Municipality of Bayham
Policy Name: Refuelling Municipal Vehicles
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 All vehicles owned or operated by the Municipality of Bayham will be shut off during refuelling.
1.2 All vehicles will be shut off while unattended; unnecessary idling of engines is prohibited.
(Excessive idling wastes fuel, shortens engine life, and pollutes the environment.)
1.3 No cell phone use is permitted during refuelling.
MUNICIPALITY OF BAYHAM POLICY MANUAL – SAFE USE & CARE OF SCAFFOLDS 1
Corporation of the Municipality of Bayham
Policy Name: Safe Use & Care of Scaffolds
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 To provide a procedure that meets and/or exceeds the requirements of the Occupational
Health & Safety Act in ensuring the consistent positive protection of all Municipal
employees when using scaffolds.
Section 2 – Procedure
2.1 Only a competent person shall supervise the erection, alteration and dismantling of a
scaffold. A competent person for the purposes of this policy will refer to a person that has
received and documented that he/she has completed the training program for scaffold use
through the Health & Safety Coordinator or his/her designate.
2.2 Scaffold structures greater than eighteen (18) feet in height will not be constructed or used
by Municipal employees.
2.3 All scaffolding used at Municipal Facilities will comply with the following requirements from
the Occupational Health and Safety Act:
i. Every scaffold shall be capable of supporting,
a. Two (2) times the maximum load to which it is likely to be subjected without exceeding
the allowable unit stresses for the particular materials used; and
b. Four (4) times the maximum load to which it is likely to be subjected, without overturning.
2.4 No scaffold shall be loaded in excess of the maximum load it could reasonably be expected to
support and not in excess of the maximum load set out in clauses (a) and (b)
i. Every scaffold shall:
a. Be constructed of suitable structural material;
b. Have horizontal members that are adequately secured to prevent lateral movement and
that do not have splices between the points of support;
MUNICIPALITY OF BAYHAM POLICY MANUAL – SAFE USE & CARE OF SCAFFOLDS 2
c. Have footings, sills or supports that are sound, rigid and capable of supporting at least
two (2) times the maximum load to which the scaffold is likely to be subjected without
settlement or deformation that may affect the stability of the scaffold;
d. Where it consists of a structural system of tubular metal frames, have connecting
devices between components that provide positive engagement in compression and
tension;
e. Have all fittings, gears, base plates and wheels installed according to the manufacturer’s
instructions;
f. Have safety catches on all hooks;
g. Be adequately secured at vertical intervals not exceeding three (3) times the least lateral
dimension of the scaffold, measured at the base, to prevent lateral movement;
h. Where lumber is used in its construction, be constructed only of Construction Grade
Spruce or Number 1 Grade Spruce; and
i. Have all uprights braced diagonally in the horizontal and vertical planes to prevent lateral
movement.
ii. A scaffold mounted on castors or wheels shall:
a. Have a height which does not exceed 3 times the least lateral dimension of the scaffold,
• Measured at the base, or
• Measured between the outriggers
b. Be equipped with a suitable braking device on each castor or wheel; and
c. Have the brakes applies when,
• Any worker is on the scaffold or the working platform of the scaffold, or
• The scaffold is unattended
iii. The working platform of a scaffold shall:
a. Be designed, constructed and maintained to support all loads to which it may be
subjected without exceeding the allowable unit stresses for the materials used, and in
any event shall support not less than 2.4 kilo-newton’s per square metre;
b. Be at least 46 centimetres in width;
c. Be provided, at each open side and at the ends of the platform with guardrails that
comply with section 37 (of the OHSA Reg 67/93);
d. If the platform consists of sawn lumber planks, have planks of Number 1 Grade spruce
that:
• Bear a legible grade identification stamp or bear a permanent grade identification
mark
• Are at least 48 millimetres in thickness by 250 millimetres in width with a span not
exceeding 2.1 metres
• Overhang their supports by not less than 150 millimetres and are not more than 300
millimetres and
• Are cleated or otherwise secured against slipping, and
• If the platform required consists of plans manufactured of laminated wood, metal or a
combination of materials, consist of planks tested in accordance with good
engineering practice to demonstrate structural equivalence to the sawn lumber planks
specified in clause (d)
MUNICIPALITY OF BAYHAM POLICY MANUAL – SAFE LIFTING POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Safe Lifting Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 To reduce the risk of musculoskeletal injuries to employees, the Municipality of Bayham
adopts the following guidelines for safe lifting.
Section 2 – Procedures
2.1 Manual lifting is avoided whenever possible. If a mechanical device is available, it is used
to move materials and people.
2.2 If manual lifting or moving must be performed, the following guidelines apply:
i. Check out the path to be travelled in advance and remove obstacles.
ii. Assess the article/person to determine the safest method of lifting.
iii. Prepare the article/person for the lift.
iv. Always keep the back as straight as possible.
v. Tighten the abdominal muscles to help support the spine.
vi. Bend the knees and use the stronger leg muscles as much as possible.
vii. Use a diagonal stance - feet apart with one foot slightly forward.
viii. Keep the load as close as possible.
ix. Never twist while lifting - move the feet to face the object squarely.
x. Balance the load whenever possible - e.g. one article of similar weight in each hand.
xi. Know your limitations. Get help if the load is too heavy or too large.
xii. Take more care in awkward positions. Back muscles may need to be used, but keep
the load close, and the back as straight as possible.
2.3 Overhead lifting is to be avoided as much as possible. Employees should find a way to get
to the same level, or use a lifting aid.
2.4 Frequently used and heavy items are to be stored as close to waist level as possible.
2.5 Employees report to their manager whenever there is a concern about the safety of a lift
or transfer, or any change in conditions.
MUNICIPALITY OF BAYHAM POLICY MANUAL – SAFE USE & CARE OF ELECTRICALLY POWERED TOOLS 1
Corporation of the Municipality of Bayham
Policy Name: Safe Use & Care of Electrically Powered Tools
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 To provide details of a procedure by which consistent, positive protection can be provided
for employees using electrically powered tools.
Section 2 – Procedure
2.1 All electrically powered tools and equipment must be approved by the Canadian Standards
Association or IESO.
2.2 Portable electric tools and equipment shall be effectively grounded. Equipment grounded through
the power cord must not be used if the grounding pin in the plug is damaged, broken or removed.
2.3 Portable electric tools and equipment shall be checked, before use, by the Operator. Any damage,
deterioration, or unsafe condition must be reported to the Supervisor and corrected before use.
2.4 Any electrical tools or equipment found to be unsafe and the unsafe condition cannot be corrected
by the user, must be taken out of service and tagged, "UNSAFE - DO NOT USE", either repaired
by a qualified person or discarded with approval of the supervisor.
2.5 Repairs to electrical tools and equipment may only be made by qualified personnel.
2.6 Electric tools and equipment must not be used in the presence of flammable vapours, unless
designated and approved for this application.
2.7 Only heavy duty extension cords or power bars may be used with portable electric tools and
equipment.
2.8 Personal protective equipment must be used when operating any electrical tools or equipment as
per operating instructions.
MUNICIPALITY OF BAYHAM POLICY MANUAL – TRAFFIC CONTROL POLICY 1
Corporation of the Municipality of Bayham
Policy Name: Traffic Control Policy
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 The Municipality of Bayham commits to having and implementing a traffic control plan that
is in compliance with the Ministry of Transportation’s Traffic Manual Book 7, when workers
face hazards from vehicular traffic.
Section 2 - Procedure
2.1 The Municipality identifies adequate control measures to protect workers prior to any job
being started.
2.2 Control measures may include:
i. Barriers
ii. Barricades
iii. Delineators
iv. Lane Control Devices
v. Warning Signs
vi. Flashing Lights
vii. Flares
viii. Traffic Control Devices
ix. Blocker Trucks
x. Crash Trucks
xi. Sign Trucks
xii. Speed Control Devices
xiii. Longitudinal Buffer Zones
xiv. Workers to Direct Traffic (Traffic Control Persons)
2.3 The supervisor in charge of a job where workers may be exposed to hazards from
vehicular traffic develops a written plan that includes potential and existing hazards and
how they are to be controlled.
2.4 The Traffic Plan includes:
MUNICIPALITY OF BAYHAM POLICY MANUAL – TRAFFIC CONTROL POLICY 2
i. Location of the Job Site
ii. Date
iii. Names of crew members
iv. Classification of the job (e.g. short duration, mobile operations, etc.)
v. Volume of traffic
vi. Associated hazards
vii. Signs, devices, and equipment required
viii. Emergency phone numbers
2.5 The written Traffic Control Plan is kept at the job site until the job is completed.
2.6 All workers on the job site are made aware of the provisions of the Traffic Control Plan.
2.7 Any worker who is responsible for setting up or removing traffic protection devices must
be competent and must be provided with verbal and written instructions.
2.8 Traffic Control persons must be competent, and wear and use appropriate personal
protective equipment and clothing.
2.9 All workers on the job site must be trained in Traffic control and the Ministry of
Transportation’s Ontario Safety Manual – Book 7.
2.10 The supervisor notifies any services, where a disruption may occur (e.g. police, fire,
ambulance, school buses) of road closures.
MUNICIPALITY OF BAYHAM POLICY MANUAL – TRAFFIC CONTROL POLICY 3
MUNICIPALITY OF BAYHAM
TRAFFIC PROTECTION PLAN CHECKLIST
Circle the applicable hazards: moving vehicles, turning vehicles, backing equipment, limited visibility.
Other: ________________________________________________________________
TRAFFIC PROTECTION PLAN
Date: Time:
Location: (be specific)
Work To Be Performed:
Supervisor:
Person(s) setting up traffic protection:
Name: Competent Person
Name: Competent Person
Name: Competent Person
Person(s) directing traffic:
Name: Competent Person
Name: Competent Person
Name: Competent Person
Emergency Services Notified For Road Closure:
Police Ambulance Fire
Notice of Project: (if applicable) #
Conditions Used to Determine Traffic Control
Plan
Traffic Control Requirements
Speed Limit Km Lane Closure Required
Two Lane Both Directions Sidewalk Closure Required
Same Direction Traffic Control Person(s) Required
Multi-Lane Both Directions Road Work Sign
Same Direction Lane Closure Sign
Long Duration > than 1 day TC Person Ahead Sign
Short Duration < than 1 day Survey Crew Ahead Sign
Very Short Duration < than 30 min. Stop/Slow Sign
Moving Operation Other Signs (specify) ________________
_________________________________ Police on Site
Traffic Volume:
300 x # of cars in 3 minutes = ______
(High volume = 300 + cars daily)
High Volume Low Volume
Based on above site conditions and a review
of the MTO Manual, the Traffic Control Plan
required is based on Figure # _____ of the
MTO Manual.
Additional control requirements or deviations
from the MTO Manual are to be detailed on the
reverse side.
Barricades Cones
Delineators Sign Trucks
Blocker Trucks Crash Trucks
Speed Control Devices
Longitudinal Buffer Area
Hard hat, reflective garment, safety
boots
MUNICIPALITY OF BAYHAM POLICY MANUAL – TRAFFIC CONTROL POLICY 4
TRAFFIC PROTECTION PLAN SKETCH
MUNICIPALITY OF BAYHAM POLICY MANUAL – TREE CUTTING & DISPOSAL 1
Corporation of the Municipality of Bayham
Policy Name: Tree Cutting & Disposal
Date Approved: November 3, 2016
Date of Last Revision:
Section 1 - Policy
1.1 All tree cutting operations carried out by employees or by a Contractor's employees, acting
for the Municipality of Bayham, shall be carried out in accordance with Sections 103 – 119
of the Occupational Health and Safety Act of Ontario and Regulations for Industrial
Establishments.
Section 2 – Procedure
2.1 Each chain saw operator shall be equipped with the necessary personal protective
equipment (hard hat, face shield or safety glasses, ear muffs or equivalent, gloves, chaps
and safety boots).
2.2 Each chain saw shall be equipped with the latest safety devices (anti-kick back chain and
chain brake).
2.3 All repair work shall be carried out by trained personnel who are familiar with the
equipment.
2.4 If the tree is to burned, due care will be used when starting the fire or keeping the fire going.
Fire extinguishers and a mobile radio shall be made available.
2.5 During the chipping process, each operator shall be equipped with the necessary proper
protective equipment (ear protection, glasses, tight fitting gloves). Each employee shall
ensure that they are not wearing any loose clothing.
COVID-19 Workplace Safety Guidelines – July 21, 2021 Comprehensive Update
The following information is provided to work in conjunction with the Municipality of Bayham
Health & Safety Policy, Municipality of Bayham Personnel Policy Manual and Collective
Agreements. Please do not hesitate to contact your Supervisor to further discuss these matters
if required.
Section 1 - Overview
1.1 Coronaviruses are spread through coughing and sneezing, personal contact with an
infected person, or touching an infected surface and then your mouth, nose, or eyes.
Here are some helpful tips to prevent the spread of infection:
Wash your hands often and thoroughly with soap and water or alcohol-based
hand sanitizer.
Sneeze and cough into your sleeve.
If you use a tissue, discard immediately and wash your hands afterward.
Avoid touching your face, eyes, nose or mouth.
Avoid contact with people who are sick.
Stay home if you are sick.
Avoid high-touch areas, where possible, or ensure you clean your hands after.
Where possible, wear gloves when interacting with high-touch areas. Do not
touch your face with gloved hands. Put on and remove gloves in a manner that
avoids contamination of the hands. Ensure you wash your hands after removing
gloves.
Practice physical distancing of two metres.
Where physical distancing of two metres is not possible wear a face covering.
Complete the mandatory daily COVID-19 Assessment and follow the instructions
you get.
o If you are ill or unable to attend work, notify your supervisor immediately.
1.2 Employers and Employees have obligations as set out in the Occupational Health and
Safety Act (OHSA) and its regulations and the directives coming from the Chief Medical
Officer of Health.
1.3 The Municipality of Bayham’s Community Control Group will continue to meet as
needed to discuss health and safety matters as updates become available through
Southwestern Public Health or other Health Authorities. All information for employees
will be provided via email and posted on applicable message boards in Municipal
facilities.
Section 2 - Health Promotion and Protection Act
2.1 The Municipality will follow the medical advice and direction from the appropriate
medical authorities (the Medical Health Officer, Ministry of Health, and Health Canada).
2.2 The Medical Officer of Health has the responsibility to protect the health of the public
and has corresponding powers under the Health Promotion and Protection Act for
dealing with infectious diseases. The Medical Officer of Health will act if there are
reasonable and probable grounds to believe that an infectious disease exists or that
there is an immediate risk of an outbreak of an infectious disease in the area for which
she has responsibility.
2.3 The Municipality will follow the Municipality of Bayham Emergency Response Plan to
deal with the planning and response to communicable diseases in accordance with
medical advice and direction from the appropriate medical authorities. Action may
include:
Provide information, instruction and supervision to employees to protect their
health and safety, which includes protection from the hazards of infection.
Take reasonable precaution to protect workers, which includes protection from
the hazards of infection.
Provide the required equipment, materials and protective devices.
2.4 Individual employees who have or suspect they may have a communicable disease are
required to report their concerns to their health professional and adopt responsible
health care practices including advising the Municipality of any hazards created by or
associated with the same.
Section 3 – Human Resources
3.1 The Municipality of Bayham remains open for business with alternative access
procedures.
The option for residents to attend the office for appointments will recommence
August 3, 2021, save and except Financial services dealing with bill payments
and tax matters, which will recommence August 9, 2021.
As posted, the Municipality of Bayham will continue to encourage the public to
conduct business with the Municipality online or via phone where possible and
avoid unnecessary trips to the municipal office or municipal facilities to promote
physical distancing.
3.2 Staff who are unable to attend work for childcare or other family responsibilities may
utilize leave provisions within the Municipality of Bayham Personnel Policy Manual or
relevant Collective Agreement.
Please do not hesitate to contact your Supervisor to further discuss these matters
if they arise.
3.3 Complete the mandatory daily COVID-19 Assessment. Staff are reminded to monitor
themselves for illness and stay home when they are sick.
An employee that has received a COVID-19 vaccination in the last 48 hours
and are experiencing COVID-19 symptoms such as headache, muscle and
joint aches, fatigue, and/or extreme tiredness can select “NO” on the
Assessment.
3.4 Generally, employees that become ill and/or are required to self-isolate and not report to
work as a result of COVID-19 will be able to utilize the following:
Sick time
Vacation Time
Banked Time
STD
Statutory leaves
3.5 The Municipal Employee and Family Assistance provider, Homewood Health has advised
that all counseling services are available telephonically. It is recommended that staff who
are feeling overwhelmed or otherwise struggling during this difficult time to call 1-800-
663-1142.
Section 4 – Preventative Measures
4.1 In accordance with the advice and direction from the appropriate medical authorities (the
Medical Health Officer, Ministry of Health, and Health Canada) the Municipality has
taken the following preventative measures to date:
Daily enhanced cleaning and sanitation at the Municipal Office, Public Works
Garage and Wastewater Treatment Plant, including specific department
cleaning after a scheduled appointment or meeting.
Postponement of non-essential business trips to minimize exposure from others
Restricted facility access
Provision of individual sanitation wipes and hygiene supplies
Provision of alcohol based hand sanitizer
Provision of gloves
o Single use gloves help limit contact with certain surfaces, products, etc.
Provision of face coverings
o Staff may utilize their own face coverings at the discretion of the
employee if it meets the definition of face covering as provided by the
Medical Officer of Health for Southwestern Public Health.
4.2 The Municipality recommends staff review the personal belongings that you have in your
respective workplace and eliminate any unnecessary clutter. The less items that you
have in the workplace the easier to clean.
4.3 Any appointment or meeting with a member(s) of the public should be scheduled with
enough time before any subsequent time slot to limit the number of public members in
the office at one time.
4.4 Meetings should be held in a dedicated location to limit access to the building for
members of the public.
Any meeting is required to be physically-distanced (two metres or more between
all parties). When this is not possible, Zoom meetings are required.
4.5 Due to the nature of the Council Chambers and committee meetings, Council meetings
will continue to be held via Zoom and committee meetings are still on hold.
Section 5 – Face Coverings
5.1 The public, non-municipal employees, shall be required to comply with the Province of
Ontario Ontario Regulation 364/20 Rules for Areas in Stage 3 to require any person in
an indoor area of the premises of the business or organization, or in a vehicle that is
operating as part of the business or organization, wears a mask or face covering in a
manner that covers their mouth, nose and chin during any period when they are in the
indoor area.
5.2 Pursuant to Section 25 and 27 of the Occupational Health and Safety Act, R.S.O. 1990,
c. O.1 (OHSA), effective immediately, the Municipality of Bayham is designating face
coverings as a mandatory component of Personal Protective Equipment and wearing of
a face covering in accordance with the Face Covering Policy as a bona fide
occupational requirement for all employees. The Municipality of Bayham will
operationalize this requirement pursuant to the Face Covering Policy attached hereto as
Appendix ‘A’.
Section 6 – Potential or Suspected Exposure
6.1 The Municipality of Bayham requires anyone who develops new or worsening symptoms
of COVID-19 (as per the COVID-19 Assessment) to not come into work or if already at
work, to go home and self-isolate/self-monitor and not return to work until symptom-free
for 24 hours unless the symptoms are attributed to a recent COVID-19 vaccination as
noted in Subsection 3.3 or another known condition unrelated to COVID-19 (i.e. allergies).
6.2 Symptomatic employees who have been in contact with someone who tested positive will
be required to self-isolate and self-monitor and to make an appointment at the COVID-19
Assessment Centre for testing. The employee is not able to return to work until test results
show negative and shared with their Supervisor. Even if the employee is symptom-free for
24 hours and is still waiting for a testing appointment, employee is not able to return until
test results show negative.
6.3 Self-isolate if you live with a symptomatic individual waiting for test results unless fully
vaccinated (14 days after fully vaccinated) and not symptomatic.
6.4 If negative, discontinue self-isolation; if positive, continue isolating as directed by public
health.
6.5 Employee that has tested positive will be required to follow direction as per Southwestern
Public Health. Any contact tracing and self-isolation directed by Southwestern Public
health will be strictly adhered to by the Municipality of Bayham.
6.6 When a potential exposure has been identified, the employee’s work location will be
cleaned and sanitized.
6.7 Employees will be notified of a confirmed case as per Southwestern Public Health
direction. Contact tracing and follow up will be conducted by Southwestern Public Health.
6.8 If an individual is sick but chooses not to get tested, all household members are advised
to self-isolate for at least 14 days.
6.9 If an employee is fully vaccinated (this takes effect 14 days after being vaccinated
with the second COVID vaccination), they will be cleared to work even if they:
have been identified as a close contact
received a COVID exposure alert from the cell phone app
have travelled outside of Canada
are living with someone experiencing COVID symptoms and/or waiting for test
results
Section 7 – Continuous Evaluation
6.1 COVID-19 has presented challenges never seen before. It is important to consider that
any of the adjustments made today, may need further refinement tomorrow. Medical
Officer of Health preventative measures are reviewed on an ongoing basis, and adjusted
if they are not working well enough or causing other issues.
Municipality of Bayham Face Covering Policy
Section 1 – Overview
1.1 Pursuant to Section 25 and 27 of the Occupational Health and Safety Act, R.S.O. 1990, c.
O.1 (OHSA), effective immediately, the Municipality of Bayham is designating face
coverings as a mandatory component of Personal Protective Equipment and wearing of a
face covering in accordance with the Face Covering Policy as a bona fide occupational
requirement for all employees.
1.2 The Municipality will provide single-use, non-medical masks for employee use.
Section 2 – Definitions
2.1 For the purposes of this policy:
2.1.1 ‘Enclosed Public Space’ means indoor public spaces of businesses or
organizations including all Public Transit Vehicles and Commercial
Transportation Vehicles;
2.1.2 ‘Face Covering’ means a non-medical mask or other Face Covering such as a
bandana, scarf, or cloth (including hijab and niqab) that covers the nose, mouth
and chin that provides a barrier that limits community transmission. Face
shields (clear plastic coverings to protect the eyes and possibly the lower part
of the face) are not an acceptable alternative to a Face Covering for the
purpose of these instructions (as they are less supported by research regarding
their effectiveness). However, they may be used by individuals in addition to a
Face Covering for added protection; in addition, anyone exempted in this policy
from using a Face Covering may, but are not required to, use a face shield for
added protection.
2.1.3 ‘Person’ means any customer, client, patron, employee, or visitor, who enters
the Enclosed Public Space.
Section 3 – Application - Enclosed Space
3.1 No Person is permitted to enter or remain in an Enclosed Space unless they are wearing
a Face Covering at all times in a manner that covers the mouth, nose and chin without
gaping.
3.1.1 Section 3.1 does not apply to:
An employee who is consuming food or drink, separated by two metres or
more, in a location designated by the Supervisor.
An employee who is seated at a desk, separated by two metres or more, in
a location designated by the Supervisor.
An employee in a municipal vehicle with no other employees in the same.
Section 4 – Donning & Doffing Mask Guidance
4.1 How to wear a mask:
Before putting on your mask, wash your hands with soap and water for at least
15 seconds or use alcohol-based hand sanitizer.
Secure the elastic loops of the mask around your ears. If your mask has strings,
tie them securely behind your head.
Cover your mouth and nose with the mask and make sure there are no gaps
between your face and the mask.
Do not touch the front of the mask while you wear it. Wash your hands with soap
and water for at least 15 seconds or use alcohol-based hand sanitizer if you
accidentally touch your mask.
4.2 How to throw away your mask:
Do not touch the front of your mask to remove it.
Remove the elastic loops of the mask from around your ears or untie the strings
from behind your head.
Hold only the loops or strings and place the mask in a garbage bin.
Wash your hands with soap and water for at least 15 seconds or use alcohol-
based hand sanitizer after you have discarded your mask.
4.3 More information about masks:
When a mask becomes damp or humid, replace it with a new mask.
Do not reuse a single-use mask. Discard your mask when you have finished
using it.
4.4 Southwestern Public Health has provided a guidance video on how to properly use a
non-medical mask. https://www.youtube.com/watch?v=s45jUvY8IQI&feature=youtu.be
COVID-19 Workplace Safety Guidelines – July 21, 2021 Comprehensive Update
The following information is provided to work in conjunction with the Municipality of Bayham
Health & Safety Policy, Municipality of Bayham Personnel Policy Manual and Collective
Agreements. Please do not hesitate to contact your Supervisor to further discuss these matters
if required.
Section 1 - Overview
1.1 Coronaviruses are spread through coughing and sneezing, personal contact with an
infected person, or touching an infected surface and then your mouth, nose, or eyes.
Here are some helpful tips to prevent the spread of infection:
Wash your hands often and thoroughly with soap and water or alcohol-based
hand sanitizer.
Sneeze and cough into your sleeve.
If you use a tissue, discard immediately and wash your hands afterward.
Avoid touching your face, eyes, nose or mouth.
Avoid contact with people who are sick.
Stay home if you are sick.
Avoid high-touch areas, where possible, or ensure you clean your hands after.
Where possible, wear gloves when interacting with high-touch areas. Do not
touch your face with gloved hands. Put on and remove gloves in a manner that
avoids contamination of the hands. Ensure you wash your hands after removing
gloves.
Practice physical distancing of two metres.
Where physical distancing of two metres is not possible wear a face covering.
Complete the mandatory daily COVID-19 Assessment and follow the instructions
you get.
o If you are ill or unable to attend work, notify your supervisor immediately.
1.2 Employers and Employees have obligations as set out in the Occupational Health and
Safety Act (OHSA) and its regulations and the directives coming from the Chief Medical
Officer of Health.
1.3 The Municipality of Bayham’s Community Control Group will continue to meet as
needed to discuss health and safety matters as updates become available through
Southwestern Public Health or other Health Authorities. All information for employees
will be provided via email and posted on applicable message boards in Municipal
facilities.
Section 2 - Health Promotion and Protection Act
2.1 The Municipality will follow the medical advice and direction from the appropriate
medical authorities (the Medical Health Officer, Ministry of Health, and Health Canada).
2.2 The Medical Officer of Health has the responsibility to protect the health of the public
and has corresponding powers under the Health Promotion and Protection Act for
dealing with infectious diseases. The Medical Officer of Health will act if there are
reasonable and probable grounds to believe that an infectious disease exists or that
there is an immediate risk of an outbreak of an infectious disease in the area for which
she has responsibility.
2.3 The Municipality will follow the Municipality of Bayham Emergency Response Plan to
deal with the planning and response to communicable diseases in accordance with
medical advice and direction from the appropriate medical authorities. Action may
include:
Provide information, instruction and supervision to employees to protect their
health and safety, which includes protection from the hazards of infection.
Take reasonable precaution to protect workers, which includes protection from
the hazards of infection.
Provide the required equipment, materials and protective devices.
2.4 Individual employees who have or suspect they may have a communicable disease are
required to report their concerns to their health professional and adopt responsible
health care practices including advising the Municipality of any hazards created by or
associated with the same.
Section 3 – Human Resources
3.1 The Municipality of Bayham remains open for business with alternative access
procedures.
The option for residents to attend the office for appointments will recommence
August 3, 2021, save and except Financial services dealing with bill payments
and tax matters, which will recommence August 9, 2021.
As posted, the Municipality of Bayham will continue to encourage the public to
conduct business with the Municipality online or via phone where possible and
avoid unnecessary trips to the municipal office or municipal facilities to promote
physical distancing.
3.2 Staff who are unable to attend work for childcare or other family responsibilities may
utilize leave provisions within the Municipality of Bayham Personnel Policy Manual or
relevant Collective Agreement.
Please do not hesitate to contact your Supervisor to further discuss these matters
if they arise.
3.3 Complete the mandatory daily COVID-19 Assessment. Staff are reminded to monitor
themselves for illness and stay home when they are sick.
An employee that has received a COVID-19 vaccination in the last 48 hours
and are experiencing COVID-19 symptoms such as headache, muscle and
joint aches, fatigue, and/or extreme tiredness can select “NO” on the
Assessment.
3.4 Generally, employees that become ill and/or are required to self-isolate and not report to
work as a result of COVID-19 will be able to utilize the following:
Sick time
Vacation Time
Banked Time
STD
Statutory leaves
3.5 The Municipal Employee and Family Assistance provider, Homewood Health has advised
that all counseling services are available telephonically. It is recommended that staff who
are feeling overwhelmed or otherwise struggling during this difficult time to call 1-800-
663-1142.
Section 4 – Preventative Measures
4.1 In accordance with the advice and direction from the appropriate medical authorities (the
Medical Health Officer, Ministry of Health, and Health Canada) the Municipality has
taken the following preventative measures to date:
Daily enhanced cleaning and sanitation at the Municipal Office, Public Works
Garage and Wastewater Treatment Plant, including specific department
cleaning after a scheduled appointment or meeting.
Postponement of non-essential business trips to minimize exposure from others
Restricted facility access
Provision of individual sanitation wipes and hygiene supplies
Provision of alcohol based hand sanitizer
Provision of gloves
o Single use gloves help limit contact with certain surfaces, products, etc.
Provision of face coverings
o Staff may utilize their own face coverings at the discretion of the
employee if it meets the definition of face covering as provided by the
Medical Officer of Health for Southwestern Public Health.
4.2 The Municipality recommends staff review the personal belongings that you have in your
respective workplace and eliminate any unnecessary clutter. The less items that you
have in the workplace the easier to clean.
4.3 Any appointment or meeting with a member(s) of the public should be scheduled with
enough time before any subsequent time slot to limit the number of public members in
the office at one time.
4.4 Meetings should be held in a dedicated location to limit access to the building for
members of the public.
Any meeting is required to be physically-distanced (two metres or more between
all parties). When this is not possible, Zoom meetings are required.
4.5 Due to the nature of the Council Chambers and committee meetings, Council meetings
will continue to be held via Zoom and committee meetings are still on hold.
Section 5 – Face Coverings
5.1 The public, non-municipal employees, shall be required to comply with the Province of
Ontario Ontario Regulation 364/20 Rules for Areas in Stage 3 to require any person in
an indoor area of the premises of the business or organization, or in a vehicle that is
operating as part of the business or organization, wears a mask or face covering in a
manner that covers their mouth, nose and chin during any period when they are in the
indoor area.
5.2 Pursuant to Section 25 and 27 of the Occupational Health and Safety Act, R.S.O. 1990,
c. O.1 (OHSA), effective immediately, the Municipality of Bayham is designating face
coverings as a mandatory component of Personal Protective Equipment and wearing of
a face covering in accordance with the Face Covering Policy as a bona fide
occupational requirement for all employees. The Municipality of Bayham will
operationalize this requirement pursuant to the Face Covering Policy attached hereto as
Appendix ‘A’.
Section 6 – Potential or Suspected Exposure
6.1 The Municipality of Bayham requires anyone who develops new or worsening symptoms
of COVID-19 (as per the COVID-19 Assessment) to not come into work or if already at
work, to go home and self-isolate/self-monitor and not return to work until symptom-free
for 24 hours unless the symptoms are attributed to a recent COVID-19 vaccination as
noted in Subsection 3.3 or another known condition unrelated to COVID-19 (i.e. allergies).
6.2 Symptomatic employees who have been in contact with someone who tested positive will
be required to self-isolate and self-monitor and to make an appointment at the COVID-19
Assessment Centre for testing. The employee is not able to return to work until test results
show negative and shared with their Supervisor. Even if the employee is symptom-free for
24 hours and is still waiting for a testing appointment, employee is not able to return until
test results show negative.
6.3 Self-isolate if you live with a symptomatic individual waiting for test results unless fully
vaccinated (14 days after fully vaccinated) and not symptomatic.
6.4 If negative, discontinue self-isolation; if positive, continue isolating as directed by public
health.
6.5 Employee that has tested positive will be required to follow direction as per Southwestern
Public Health. Any contact tracing and self-isolation directed by Southwestern Public
health will be strictly adhered to by the Municipality of Bayham.
6.6 When a potential exposure has been identified, the employee’s work location will be
cleaned and sanitized.
6.7 Employees will be notified of a confirmed case as per Southwestern Public Health
direction. Contact tracing and follow up will be conducted by Southwestern Public Health.
6.8 If an individual is sick but chooses not to get tested, all household members are advised
to self-isolate for at least 14 days.
6.9 If an employee is fully vaccinated (this takes effect 14 days after being vaccinated
with the second COVID vaccination), they will be cleared to work even if they:
have been identified as a close contact
received a COVID exposure alert from the cell phone app
have travelled outside of Canada
are living with someone experiencing COVID symptoms and/or waiting for test
results
Section 7 – Continuous Evaluation
6.1 COVID-19 has presented challenges never seen before. It is important to consider that
any of the adjustments made today, may need further refinement tomorrow. Medical
Officer of Health preventative measures are reviewed on an ongoing basis, and adjusted
if they are not working well enough or causing other issues.
Municipality of Bayham Face Covering Policy
Section 1 – Overview
1.1 Pursuant to Section 25 and 27 of the Occupational Health and Safety Act, R.S.O. 1990, c.
O.1 (OHSA), effective immediately, the Municipality of Bayham is designating face
coverings as a mandatory component of Personal Protective Equipment and wearing of a
face covering in accordance with the Face Covering Policy as a bona fide occupational
requirement for all employees.
1.2 The Municipality will provide single-use, non-medical masks for employee use.
Section 2 – Definitions
2.1 For the purposes of this policy:
2.1.1 ‘Enclosed Public Space’ means indoor public spaces of businesses or
organizations including all Public Transit Vehicles and Commercial
Transportation Vehicles;
2.1.2 ‘Face Covering’ means a non-medical mask or other Face Covering such as a
bandana, scarf, or cloth (including hijab and niqab) that covers the nose, mouth
and chin that provides a barrier that limits community transmission. Face
shields (clear plastic coverings to protect the eyes and possibly the lower part
of the face) are not an acceptable alternative to a Face Covering for the
purpose of these instructions (as they are less supported by research regarding
their effectiveness). However, they may be used by individuals in addition to a
Face Covering for added protection; in addition, anyone exempted in this policy
from using a Face Covering may, but are not required to, use a face shield for
added protection.
2.1.3 ‘Person’ means any customer, client, patron, employee, or visitor, who enters
the Enclosed Public Space.
Section 3 – Application - Enclosed Space
3.1 No Person is permitted to enter or remain in an Enclosed Space unless they are wearing
a Face Covering at all times in a manner that covers the mouth, nose and chin without
gaping.
3.1.1 Section 3.1 does not apply to:
An employee who is consuming food or drink, separated by two metres or
more, in a location designated by the Supervisor.
An employee who is seated at a desk, separated by two metres or more, in
a location designated by the Supervisor.
An employee in a municipal vehicle with no other employees in the same.
Section 4 – Donning & Doffing Mask Guidance
4.1 How to wear a mask:
Before putting on your mask, wash your hands with soap and water for at least
15 seconds or use alcohol-based hand sanitizer.
Secure the elastic loops of the mask around your ears. If your mask has strings,
tie them securely behind your head.
Cover your mouth and nose with the mask and make sure there are no gaps
between your face and the mask.
Do not touch the front of the mask while you wear it. Wash your hands with soap
and water for at least 15 seconds or use alcohol-based hand sanitizer if you
accidentally touch your mask.
4.2 How to throw away your mask:
Do not touch the front of your mask to remove it.
Remove the elastic loops of the mask from around your ears or untie the strings
from behind your head.
Hold only the loops or strings and place the mask in a garbage bin.
Wash your hands with soap and water for at least 15 seconds or use alcohol-
based hand sanitizer after you have discarded your mask.
4.3 More information about masks:
When a mask becomes damp or humid, replace it with a new mask.
Do not reuse a single-use mask. Discard your mask when you have finished
using it.
4.4 Southwestern Public Health has provided a guidance video on how to properly use a
non-medical mask. https://www.youtube.com/watch?v=s45jUvY8IQI&feature=youtu.be