Safety Policies

Safety is everyone's responsibility.

Workplace Hazardous Materials Information System (WHMIS), other certifications, & Job Specific Training

All staff are eligible to partake in WHMIS training through worksite safety.

https://worksitesafety.ca/product/training/online/whmis-online-training/


If you believe that you require other certifications or job specific training to complete your job duties safely - bring it to managements attention.

List of Work Environment Hazards

General Hazards

Physical hazards

  • using the same tool all day long
  • being crushed by equipment
  • tripping or falling

Biological hazards

  • bee stings
  • allergic reactions to plants, insects or mold
  • being in contact with materials where viruses or bacteria are present

Chemical hazards

  • using cleaning products regularly
  • using paint materials regularly
  • using toxic chemicals

Psychosocial hazards

  • bullying, intimidation, verbal or physical abuse
  • long working hours
  • rotating shift work

Office Duty Hazards

  • Perfumes & scents 
  • Exposure to cleaning products
  • Air quality & exposure to toxic substances
  • Sitting for long periods of time
  • Working in awkward positions
  • Performing repetitive manual tasks
  • Lifting awkward or heavy objects
  • Eye strain
  • MSD from excessive computer use or improper ergonomic situations
  • Improperly adjusted chairs
  • Working in uncomfortable temperatures
  • Annoying or distracting noises and vibration from equipment
  • Slips, trips, and falls
  • Injuries from falling files or other office or retail objects
  • Cuts from office tools such as scissors
  • Working alone
  • Risk of violent customers
  • Stress
  • Bullying

Detailer & Installer Hazards

  • Exposure to infectious human and animal waste
  • Pain or injury from working in awkward positions, lifting, and carrying heavy objects
  • Noise
  • Driving in hazardous weather conditions
  • Working with flammable products (i.e. fuel, etc.)
  • Stress
  • Working alone
  • Cuts or burns from tools, equipment, or product
  • Working in uncomfortable temperatures
  • Slips, trips, and falls
  • Injuries from falling objects (such as retail objects)

Preventative Measures

Employees should take preventative measures to reduce or eliminate work place hazards.  This includes keeping your area clear of clutter, lifting safely, taking breaks during repetitive or physically awkward tasks, stretching, use of PPE, reporting potentially unsafe work to management, taking safety courses such as WHMIS and reading MSDS, wash your hands frequently, and knowing how to report a hazard or near miss.


Reasons for Injuries

  • Lack of work experience and training
  • Lack of confidence or understanding
  • Lack of preparation for the workplace
  • Reluctance to ask questions
  • Not being fit for duty
  • Being distracted or having other things in on y our mind
  • Pace of work

Demonstrating work environment safety

All staff are required to demonstrate work environment safety.  This includes tidying up a mess, tripping hazard, or spill if you see one.  If you do not know how to clean up the hazard - ask for instructions.  No hazard should be ignored.  Safety is everyone's responsibility.  Lets keep each other safe!


All employees are expected to be fit for duty.  Fit for duty is a condition in which an employee's physical, physiological, and psychological state enables them to continuously perform assigned tasks safely.  Examples of not being fit for duty is exhaustion, being under the influence of drugs and / or alcohol (either directly on the job or effects afterwards i.e. hung over).

Regular Safety Checks

Regular safety checks will be completed weekly by management, or assigned by management to staff members.  A safety check form is available below.

Personal Protective Equipment

PPE is provided in the PPE cabinet.  This includes items such as masks, gloves, ear plugs, ear muffs.  PPE will be reviewed at the first day of job orientation.  However, if you feel as through you require additional PPE to complete your job for comfort beyond what is required and / or available, inform management.

Emergency Preparedness and Response Plan

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Safety C​heck Form

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Hiring Policies

Discrimination & Harassment Policy

Discrimination is unequal treatment because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, sex, sexual orientation, gender identity, gender expression, record of offences, marital status, family status or disability.


Harassment is a form of discrimination defined as a course of vexatious comments or conduct that is known or ought reasonably to be known to be unwelcome. In some cases, a single action may be classified as harassment.


Acts of harassment can include, but are not limited to:

  • Profane language and inappropriate comments or gestures;
  • Inappropriate physical conduct;
  • Material or offensive pictures that are displayed publicly, circulated, put on someone’s work space or belongings, or on a computer or fax machine
  • Any inappropriate electronic or cyber activity used for the purpose of violence, intimidation and/ or harassment
  • Creating an intimidating or offensive working environment; or
  • Creating a degrading, humiliating, or hostile work environment
  • Cyber bullying, defined as any inappropriate electronic or cyber activity used for the purpose of violence, intimidation and/or harassment

Sexual Harassment – Sexual harassment means engaging in a course of conduct of a gender related or sexual nature that is known or might reasonably be known to be unwelcome or unwanted. In some cases, a single action may constitute sexual harassment.


Sexual harassment may include but is not limited to:

  • Requests for sexual favours;
  • Verbal or physical conduct of a sexual nature;
  • Physical conduct of a sexual nature;
  • Offensive sexual comments, abuse or innuendo about how someone talks, dresses or acts;
  • Jokes or gestures of a sexual nature;
  • Material or offensive pictures that are displayed publicly, circulated, put on someone’s work space or belongings, or on a computer or fax machine; in neither print or electronic form
  • Staring or leering in a sexual manner
  • Telephone calls or e-mail of a sexual nature.
  • Soliciting sexual favours in exchange for a benefit.
  • Unnecessary physical contact, such as massages
  • Asking for dates or personal contact when the person has already indicated they are not interested

Romantic or sexual relationships between a supervisor and an employee, intern, or volunteer whom the individual supervises, are prohibited because of the influence, authority or power imbalance in the relationship.


Individuals in this situation should immediately disclose the relationship to their manager and complete the employee form below so that appropriate measures can be taken. Measures will include reassigning reporting responsibilities to others. Failure to disclose the relationship will be subject to disciplinary action


Appropriate Authority – This person is responsible for overseeing the proper implementation, administration and enforcement of this Policy. This would include the owners of the company.


Complainant – A person who is or has been subjected to, or a person who has witnessed alleged discrimination or harassment.


Respondent – An individual who is alleged to have exhibited conduct that is the subject of a complaint. . 


All employees have the right to freedom from harassment and discrimination.  All employees have the right to file a complaint pursuant to this policy.  Every person who attempts to enforce their rights as identified under this policy has the right to do so without reprisal or threat of reprisal.


All employees are responsible for maintaining and promoting an environment which is free of harassment and discrimination, and for reporting incidents which they believe to be acts of discrimination or harassment.  All matters will be promptly and timely investigated.  However, Beyond Detailing Ltd. will not tolerate malicious, frivolous or vexatious complaints.  Any person who makes a malicious, frivolous or vexatious or bad faith complaint may be subject to disciple up to and including termination of employment.


Upon a finding of harassment or discrimination, the Respondent employee may be subject to disciplinary action up to and including termination of employment.  However, such recourse results will not be shared with the applicant.


All complaints and matters will be kept confidential, unless required by law.


Procedure:

Employees who believe that they have been subject to or have witnessed harassment, discrimination, or reprisal are encouraged to resolve the issue directly by asking the person to stop immediately.  They should keep a record of the incident and resolution by filling out the employee form below to document the instance formally.  Upon this filing, no action will be directly taken by the owners of the company.  If the attempt for resolution is not successful, the complaint should be reported to management and / or the form below should be filled out again to notify the owners of the company that resolution was not possible and that their management has been informed.  The owners of the company will then address the issue directly and follow-up with management.  


Conflict Resolution Policy

Employees are encouraged to resolve the issue directly by addressing the person who they believe is causing an issue, in a respectful manner.  They should keep a record of the incident and resolution by filling out the employee form below to document the instance formally. Upon this filing, no action will be directly taken by the owners of the company. If the attempt for resolution is not successful, the complaint should be reported to management and / or the form below should be filled out again to notify the owners of the company that resolution was not possible and that their management has been informed. The owners of the company will then address the issue directly and follow-up with management.  

Employee Training Policy

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Accessibility and Accommodation Policy

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Employment Equity Policy

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Privacy Policy

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Vacation Policy

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Employee Suggestions & Concerns

Have suggestions for a policy? Have suggestions for changes to a policy? Have a confidential issue that you believe a policy has been breeched? Fill out the form below! Forms go to Andrea.
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