[Audio] Each worker will receive a copy of the Youbleez Logging Handbook. The handbook aims to provide you with an overview of Youbleez and insight into what it is like to work for the company. In this handbook, you will find a summary of the work rules, practices, and procedures that govern workplace behavior and provide a systematic method of handling of issues at Youbleez. As such, we encourage you to become familiar with the handbook and incorporate it into your work. This handbook is reviewed annually by Management and the Occupational Health & Safety Committee to ensure a continued relevance of the work practices and procedures.. 

Scene 1

This handbook aims to provide you with an overview of Ubleis and insight into what it is like to work for the company. In this handbook, you will find a summary of the work rules, practices and procedures that govern workplace behavior and provide a systematic method of handling of issues at Ubleis. As such, we encourage you to become familiar with the handbook and incorporate it into your work. This handbook is reviewed annually by Management and the Occupational Health & Safety Committee to ensure a continued relevance of the work practices and procedures. Management retains the right to discretion in order to manage employment relationships and to direct workers. Communication is vital in maintaining a safe, fair and productive work environment. If you have suggestions for ways to improve our business or questions/comments regarding the contents of the Handbook please feel free to bring them to the attention of your Supervisor, Management or office staff.

[Audio] youbleez Logging requires all Employees and Subcontractors to provide our office with worker information and a commercial driving for everyone on our worksites.. 

Scene 2

[image] Ubleis Logging requires all Employees and Subcontractors to
provide our office with worker information and a commercial
driving abstract for everyone on our worksites.

[Audio] Timely and regular attendance is essential to ensure the success of Youbleez and maintain safety, quality, production, and cost efficiency. The goal is to ensure regular attendance and reduce absenteeism.
The expectation is for everyone to be at work regularly, as scheduled, and on time. You must not leave the work site during your hours of work without notifying the on-site Supervisor or your site check-in.. 

Scene 3

Timely and regular attendance is essential to ensure the success of Ubleis and maintain safety, quality, production and cost efficiency. The goal is to ensure regular attendance and to reduce absenteeism. The expectation is for everyone to be at work regularly, as scheduled, and on time. Lateness is defined as arriving at the worksite after the scheduled starting time. You must not leave the work site during your hours of work without notifying the on-site Supervisor or your site check-in.

[Audio] The Supervisor must be notified a minimum of a half hour in advance of the scheduled leave time each day, for all lates or absences without prior approval, unless in exceptional circumstances.
Being late for work or leaving work early without prior approval, unsubstantiated repeated absences or absence without leave are actions that contravene this section and may be subject to disciplinary action up to and including termination.. 

Scene 4

Reporting when you are going to be absent

The Supervisor must be notified a minimum of a half hour in advance of the scheduled leave time each day, for all lates or absences without prior approval, unless in exceptional circumstances. Notification can be given via text message. Being late for work or leaving work early without prior approval, unsubstantiated repeated absences or absence without leave are actions that contravene this section and may be subject to disciplinary action up to and including termination.

[Audio] Where a worker does not come to work or call in, it is considered absent without leave. After two consecutive days absent without leave, the company reserves the right to conclude that the worker is not coming back and has voluntarily resigned (job abandonment). The worker will be removed from payroll.
It is the expectation that workers contact their supervisor when any of these situations arise. If you're unable to reach your supervisor you must email or text Mike Gardner and Nadine, or Megan. Failure to contact the right persons will result in the initiation of the Lost Person emergency response.. 

Scene 5

Where a worker does not come to work or call in, it is considered absent without leave.  After two consecutive days absent without leave, the company reserves the right to conclude that the worker is not coming back and has voluntarily resigned (job abandonment). The worker will be removed from payroll. It is the expectation that workers contact their supervisor when any of these situations arise. If you’re unable to reach your supervisor you must email or text Mike Gardner and Nadine, or Megan. Failure to contact the right persons will result in the initiation of the Lost Person emergency response.

[Audio] Work hours may vary with the season, location, or pre-arranged agreements. Shift times and durations will be set by the on-site Supervisor.
All requests must be made to your supervisor giving as much notice as you can.. 

Scene 6

Work hours may vary with the season, location, or pre-arranged agreements. Shift times and durations will be set by the on-site Supervisor Requests for Time Off All requests must be made to your supervisor giving as much notice as you can. Providing there is enough coverage and no upset in production, requests will be granted.

[Audio] The accuracy of Time Card information is crucial to our business to track production and any hours that need to be billed to a customer. To ensure this is effective all time must be completed daily. On the time card, the following information must be completed.
All time must be handed in daily to either your supervisor or placed in the time box unless alternate arrangements have been made.. 

Scene 7

The accuracy of this information is crucial to our business to track production and any hours that need to be billed to a customer. To ensure this is effective all time must be completed daily. On the time card the following information must be completed: Name Date Hour meter Start and end time (when you got to, and left the machine) Unit number Activity code Hours for production, service and down time Job number Processors are to record stem count and m3 in the comment section All time must be handed in daily to either your supervisor or placed in the time box unless alternate arrangements have been made.

[Audio] If you are required to stay in a full-service camp, arrangements must be made with your Supervisor prior to as to when you will go to camp and when you will check out of camp. Each person is responsible for checking in when they arrive and when they are checking out of camp.. 

Scene 8

If you are required to stay in a full-service camp, arrangements must be made with your Supervisor prior to as to when you will go to camp and when you will check out of camp. Training on camp rules will be required prior to arriving. Each person is responsible for checking in when they arrive and when they are checking out of camp.

[Audio] Youbleez Logging is committed to taking a leadership role in the protection and safety of our workers and contractors by providing a safe and healthy workplace. Youbleez Logging is a SAFE Certified Company by the BC Forest Safety Council. We believe that: creating a culture and belief that all injuries are preventable, and that excellence in health and safety is the key to our long-term success.. 

Scene 9

Ubleis Logging is committed to taking a leadership role in the protection and safety of our workers and contractors by providing a safe and healthy workplace. Ubleis Logging is a SAFE (Safety Accord Forestry Enterprise) Certified Company by the BC Forest Safety Council. We believe that creating a culture and belief that all injuries are preventable and that excellence in health and safety is the key to our long-term success. Objectives Create and promote a culture where workers are encouraged and feel comfortable to speak freely regarding health and safety provide a safe and healthy work environment for all workers and contractors. To be an industry leader in incident and injury prevention. Ensuring that at the end of every workday, people return home to their families safely. Taking all reasonable care to identify, evaluate, eliminate and control hazards that can cause incidents and/or injuries. We will actively involve our workers in the continuous improvement of our health and safety program. Emphasizing that working safely and the compliance with the health and safety program is a condition of employment. We will monitor and report regularly on the performance of our health and safety.

[Audio] Each sub-contractor will be continuously monitored for performance in areas such as:
Reliability; Schedules will be set prior to each job and must be adhered to
Communication; A level of communication must be met to ensure a safe and productive worksite. The subcontractor will be responsible for communicating any safety concerns, work progress, and any other issues that may affect the worksite
Adhering to site safety rules; All of youbleez safety policies and procedures must be followed
Quality of work; Production and quality must meet youbleez standards and satisfy the customers' expectations. Expectations will be discussed prior to each job. 

Scene 10

Each sub-contractor will be continuously monitored for performance in areas such as: Reliability – Schedules will be set prior to each job and must be adhered to Communication – A level of communication must be met to ensure a safe and productive worksite. The subcontractor will be responsible for communicating any safety concerns, work progress, and any other issues that may affect the worksite Adhering to site safety rules – All of Ubleis safety policies and procedures must be followed Quality of work – Production and quality must meet Ubleis standards and satisfy the customers’ expectations. Expectations will be discussed prior to each job

[Audio] Workers should be aware of the effect their actions may have on their images, as well as the company's image. The information that workers post or publish may be public information for a long time.
Workers must ensure content is in line with all governing agency regulations.
Examples of prohibited conduct include posting commentary, content, or images that are: against company rules, illegal, defamatory, pornographic, harassing or that can create a hostile work environment.
Workers are not to publish, post or release information that is considered confidential.
If workers encounter a situation while using social media that is inappropriate workers should not engage in dialogue and report it to a supervisor
Anyone who violates this policy may be subject to disciplinary action up to and including termination.
youbleez Logging uses social media to advertise when employment is needed and also highlighting the company itself. The company will not use personal information or post pictures with any workers without prior approval.. 

Scene 11

This policy provides guidance for worker use of social media which includes Facebook, Blogs, Twitter, Snap Chat, Instagram and other sites and services that permit users to share information with others. The following principles apply to professional use of social media on behalf of Ubleis Logging as well as personal use of social media when referencing Ubleis Logging Workers should be aware of the effect their actions may have on their images, as well as the company’s image. The information that workers post or publish may be public information for a long time Workers should be aware that Ubleis may observe content and information made available by workers through social media. Workers should use their best judgement in posting material that is neither inappropriate nor harmful to the company, its workers, customers or community members Workers must ensure content is in line with all governing agency regulations Examples of prohibited conduct include posting commentary, content or images that are defamatory, pornographic, harassing or that can create a hostile work environment Workers are not to publish, post or release information that is considered confidential If workers encounter a situation while using social media that is inappropriate workers should not engage in dialogue and report it to a supervisor Anyone who violates this policy may be subject to disciplinary action up to and including termination. Ubleis Logging uses social media to advertise when employment is needed and also highlighting the company itself. The company will not use personal information or post pictures with any workers without prior approval.

[Audio] Employer Responsibilities include:
Establish and maintain a health and safety program that meets or exceeds regulations;
Provide a safe workplace for all workers;
Cooperate with any WorkSafeBC, Joint Health and Safety representatives or any other governing agency;
Continuously improving the safety program as determined by audits, incidents and investigations;
Ensure Supervisors are trained and understand all responsibilities as outlined in the Health and Safety program;
Develop and maintain a Joint Health and Safety Committee;
Review the program annually.. 

Scene 12

Establish and maintain a health and safety program that meets or exceeds regulations; Provide a safe workplace for all workers; Cooperate with any WorkSafeBC, Joint Health and Safety representatives or any other governing agency; Continuously improving the safety program as determined by audits, incidents and investigations; Ensure Supervisors are trained and understand all responsibilities as outlined in the Health and Safety program; Develop and maintain a Joint Health and Safety Committee; Review the program annually.

[Audio] Safety Coordinator responsibilities:
Liaise with government agencies to ensure workplace health and safety knowledge and compliance;
Act as an advisor to management and supervisors on health and safety policy and issues;
Continuously improve the health and safety system by utilizing and developing best practices, creating awareness, and facilitating learning of the Joint Health and Safety Committee;
Maintain an up-to-date working knowledge of health and safety regulations as mandated locally, federally or provincially;
Review design and develop company policies and procedures on workplace safety and health issues;
Review injury and illness trends, identify problem areas and recommend solutions;. 

Scene 13

Liaise with government agencies to ensure workplace health and safety knowledge and compliance; Act as an advisor to management and supervisors on health and safety policy and issues; Continuously improve the health and safety system by utilizing and developing best practices, creating awareness, and facilitating learning of the Joint Health and Safety Committee; Maintain an up-to-date working knowledge of health and safety regulations as mandated locally, federally or provincially; Review design and develop company policies and procedures on workplace safety and health issues; Review injury and illness trends, identify problem areas and recommend solutions; Act as a coordinator for the Injury Management/Return to Work Program.

[Audio] Supervisor Responsibilities:
Promote and implement all company safety policies and procedures;
Set a clear leadership example by promoting O H & S awareness;
Be responsible and accountable for the health and safety of themselves and others, including sub-contractors and visitors within their areas of responsibility;
Have a full understanding of all WorkSafeBC health and safety regulations pertaining to their supervisor duties;
Cooperate with any WorkSafeBC, Joint Health and Safety representatives or any other governing agency;
Investigate and review all incidents taking appropriate action to prevent reoccurrence;
Post or have readily available relevant health and safety information and policies in places accessible to all workers via SiteDocs or the WSBC App
Ensure that work under their control is;
Adequately supervised;
Conducted by trained and competent workers who are familiar with the hazards and risks;
Carried out in a safe manner in accordance with the company procedures;
Monitor the proper use of Personal Protective Equipment (PPE);
Conduct or take part in inspections to identify unsafe working conditions or practices, report the findings and corrective actions to remedy;
Orientate visitors that enter the worksite;
Participate in the annual review of the Health and Safety Program.. 

Scene 14

Promote and implement all company safety policies and procedures; Set a clear leadership example by promoting OH&S awareness; Be responsible and accountable for the health and safety of themselves and others, including sub-contractors and visitors within their areas of responsibility; Have a full understanding of all WorkSafeBC health and safety regulations pertaining to their supervisor duties; Cooperate with any WorkSafeBC, Joint Health and Safety representatives or any other governing agency; Investigate and review all incidents taking appropriate action to prevent reoccurrence; Post or have readily available relevant health and safety information and policies in places accessible to all workers via SiteDocs or the WSBC App Ensure that work under their control is; Adequately supervised; Conducted by trained and competent workers who are familiar with the hazards and risks; Carried out in a safe manner in accordance with the company procedures; Monitor the proper use of Personal Protective Equipment (PPE); Conduct or take part in inspections to identify unsafe working conditions or practices, report the findings and corrective actions to remedy; Orientate visitors that enter the worksite; Participate in the annual review of the Health and Safety Program.

[Audio] Worker Responsibilities:
Follow company Occupational Health and Safety Program;
Carry out his/her work consistent with the established Safe Work Procedures of Youbleez Logging, the Forest Safety Accord, and the regulations of the WorkSafeBC;
Complete a pre-work with your supervisor noting any special hazards or conditions before work commences. If uncertain, STOP and notify supervisor. NEVER START WORK WITHOUT REVIEWING, UNDERSTANDING AND SIGNING OFF ON THE Youbleez LOGGING HEALTH & SAFETY POLICIES, APPLICABLE PRE-WORKS, AND SAFE WORK PROCEDURES.
Use, wear and inspect Personal Protection Equipment (PPE) as accordance with the policy or site-specific requirements;
Know the location, type, and operation of emergency equipment;
Recognizing correcting and reporting hazards to supervisors;
Report all close calls/near misses, incidents, injuries, occupational illnesses, and property or equipment damage to supervisors;
Participate in inspections and investigations where appropriate;
Cooperate with Supervisors, Joint Health and Safety representatives and other workers;
Not engage in any on site behavior conduct that may endanger themselves or their co-workers;
Ensure your ability to work is not impaired by alcohol, drugs or other causes such as fatigue. Report to supervisor if you witness any other workers impaired;
Do not operate machines unless you are trained, all guarding is in place and it passes daily equipment inspection;
Report to their supervisor/employer any contravention of O.H.&S program or WorkSafeBC regulations;
Follow and co-operate with Injury Management/Return to Work Program;
Understand the right to refuse unsafe work.. 

Scene 15

Follow company Occupational Health and Safety Program; Carry out his/her work consistent with the established Safe Work Procedures of Ubleis Logging, the Forest Safety Accord, and the regulations of the WorkSafeBC; Complete a pre-work with your supervisor noting any special hazards or conditions before work commences (seasonal road conditions, etc.) If uncertain, STOP and notify supervisor.  NEVER START WORK WITHOUT REVIEWING, UNDERSTANDING AND SIGNING OFF ON THE UBLEIS LOGGING HEALTH & SAFETY POLICIES, APPLICABLE PRE-WORKS, AND SAFE WORK PROCEDURES. Use, wear and inspect Personal Protection Equipment (PPE) as accordance with the policy or site-specific requirements; Know the location, type, and operation of emergency equipment; Recognizing, correcting and reporting hazards to supervisors; Report all close calls/near misses, incidents, injuries, occupational illnesses property or equipment damage to supervisors; Participate in inspections and investigations where appropriate; Cooperate with Supervisors, Joint Health and Safety representatives and other workers; Not engage in any on site behavior conduct that may endanger themselves or their co-workers; Ensure your ability to work is not impaired by alcohol, drugs or other causes such as fatigue. Report to supervisor if you witness any other workers impaired; Do not operate machines unless you are trained, all guarding is in place and it passes daily equipment inspection; Report to their supervisor/employer any contravention of OH&S program or WorkSafeBC regulations; Follow and co-operate with Injury Management/Return to Work Program; Understand the right to refuse unsafe work. Follow all ELD requirements, provide Ubleis Logging with dash cam footage when requested & understand Ubleis Logging will monitor your Navistream data for unsafe driving patterns and speed violations, any unsafe acts shown in Navistream will lead to termination.

[Audio] Visitors must report to the onsite Supervisor or Lead hand. If they are not readily available, they will report to the most senior worker on site.
Visitors must be equipped with all necessary safety apparel.
Visitors may only gain access if accompanied by a worker, and the visitor has been checked in. Visitors are requested to make on site arrangements in advance.
Workers may only take visitors to the site where they themselves are employed, they must have approval from their supervisor and the visitor has been checked in.
Smoking will only be permitted onsite inside the visitor's vehicle or outside if the fire rating is Moderate or Low. You must ensure the cigarettes are completely extinguished when done. DO NOT throw on the ground. Put in an ash tray or water bottle.
The possession and/or consumption of drugs or alcohol are strictly prohibited at Youbleez Logging.
If an emergency situation arises while on site you must follow the direction of the Youbleez Logging worker you are with. At no time should you leave the site without notifying the on site supervisor or a coworker.. 

Scene 16

As a visitor of Ubleis Logging we are responsible to ensure your safety while you are on our site. We have outlined the rules and require these to be followed to ensure your safety. Visitors must report to the onsite Supervisor or Lead hand. If they are not readily available, they will report to the most senior worker on site Visitors must be equipped with all necessary safety apparel Visitors may only gain access if accompanied by an worker, and the visitor has been checked in. Visitors are requested to make on site arrangements in advance Employees may only take visitors to the site where they themselves are employed, they must have approval from their supervisor and the visitor has been checked in. Smoking: Smoking will only be permitted on site inside the visitor’s vehicle or outside if the fire rating is Moderate or Low. You must ensure the cigarettes are completely extinguished when done. DO NOT throw on the ground. Put in an ash tray or water bottle. Alcohol and Drugs: The possession and/or consumption of drugs or alcohol are strictly prohibited at Ubleis Logging Emergencies: If an emergency situation arises while on site you must follow the direction of the Ubleis Logging worker you are with. At no time should you leave the site without notifying on site.

[Audio] Right to Refuse Unsafe Work We are committed to following OH&S Regulation for the Refusal of Unsafe Work. Right to refuse unsafe work is intended to clarify worker's rights and obligations upon encountering hazardous situations and provide workers with a safe work environment where the reporting of hazards and the refusal to work in dangerous situations is encouraged without penalty. Employees should not carry out any work process or operate any tool, appliance or equipment if they have cause to believe that to do so would create an undue hazard to the health and safety of any person. As well as be proactive in removing themselves from unsafe situations or mitigating hazards where possible. NEVER START WORK WITHOUT REVIEWING, UNDERSTANDING, AND SIGNING Youbleez LOGGING HEALTH & SAFETY POLICIES, APPLICABLE PRE-WORKS, AND SAFE WORK PROCEDURES. All workers must report to a supervisor or Management if the worksite becomes unsafe due to any unsafe acts or conditions.. 

Scene 17

We are committed to follow OH&S Regulation for the Refusal of Unsafe Work. Right to refuse unsafe work is intended to clarify worker’s rights and obligations upon encountering hazardous situations, and provide workers with a safe work environment where the reporting of hazards and the refusal to work in dangerous situations is encouraged without penalty. Employees should not carry out any work process or operate any tool, appliance or equipment if they have cause to believe that to do so would create an undue hazard to the health and safety of any person. As well, be proactive in removing themselves from unsafe situations or mitigating hazards where possible. Procedures NEVER START WORK WITHOUT REVIEWING, UNDERSTANDING, AND SIGNING UBLEIS LOGGING HEALTH & SAFETY POLICIES, APPLICABLE PRE-WORKS, AND SAFE WORK PROCEDURES. All workers must report to a supervisor or Management if the worksite becomes unsafe due to any unsafe acts or conditions.  Supervisor will immediately investigate the report. They will document the report in SiteDocs. If the report in his or her opinion is not valid, they will inform the person who reported.  If the worker is still refusing to carry out the work process the supervisor will investigate with the worker who reported and a member of the joint committee. If a committee member is not available another worker representative will be selected by the worker. Management will review all refusals.  No worker will continue to work in an environment that is hazardous or unsafe. Duties must be reassigned or the unsafe act or condition eliminated so that the worker can return to work safely. If the company has taken all steps and deemed the work safe and the workers continues to refuse WorkSafeBC will be called to investigate.

[Audio] Youbleez Logging will provide the initial health and safety orientation and training specific to the job being hired for. The training will cover all aspects of the operation from administration to safety.
Each person will receive initial training on youbleez Logging Policies and all appropriate safe work procedures on positions he/she has been hired for during a formal orientation covering the required training in WorkSafeBC regulation 3.23
Following the initial training, the worker will be given a pre-work by a youbleez representative.. 

Scene 18

Ubleis Logging will provide the initial health and safety orientation and training specific to the job being hired for. The training will cover all aspects of the operation from administrative to safety. Each person will receive initial training on Ubleis Logging Policies and all appropriate safe work procedures on positions he/she has been hired for during a formal orientation covering the required training in WorkSafeBC regulation 3.23 Following the initial training the worker will given a pre-work by a Ubleis representative. Once completed they may start work NEVER START WORK WITHOUT REVIEWING, UNDERSTANDING, AND SIGNING UBLEIS LOGGING HEALTH & SAFETY POLICIES, APPLICABLE PRE-WORKS, AND SAFE WORK PROCEDURES.

[Audio] If the sub-contractor hires a new worker, notice must be given to the onsite Supervisor and Safety Coordinator.
The sub-contractor will be responsible to train the new worker and provide all necessary paperwork prior to starting work on our site
The sub-contractor will be responsible for:
Arranging a pre-work for the new hire with the onsite Supervisor.
Reviewing Youbleez Logging policies and Procedures including:
Emergency Response Procedures
Safe Work Procedures
Company Policies
Environmental Management and
Equipment Servicing & Maintenance. 

Scene 19

If the sub-contractor hires a new worker, notice must be given to the onsite Supervisor and the Safety Coordinator The sub-contractor will be responsible to train the new worker and provide all necessary paperwork prior to starting work on our site The sub-contractor will be responsible for: Arranging a pre-work for the new hire with the onsite Supervisor. Reviewing Ubleis Logging policies and Procedures including: Emergency Response Procedures Safe Work Procedures Company Policies Environmental Management Equipment Servicing & Maintenance

[Audio] Incident Investigation & Reporting Youbleez Logging is committed to an aggressive incident prevention program. We will ensure that all incidents, and close calls are investigated, root causes identified, and corrective actions taken to prevent future occurrence. All incidents will be recorded on an Incident Investigation Form. All incidents will be investigated by supervisors that have received training in "incident investigation." and whenever possible, will include a worker representative, preferably a safety committee member. All incidents and close calls must be reported to the Supervisor. Supervisors are to inform management immediately or at least by the end of the day of the incident.. 

Scene 20

Ubleis Logging is committed to an aggressive incident prevention program. We will ensure that all incidents, and close calls are investigated, root causes identified, and corrective actions taken to prevent future occurrence. All incidents will be recorded on an Incident Investigation Form. All incidents will be investigated by supervisors that have received training in “incident investigation.” and whenever possible, will include a worker representative, preferably a safety committee member. All incidents and close calls must be reported to the Supervisor. Supervisors are to inform management immediately or at least by the end of the day of the incident.  Some incidents are required to be reported to WorkSafeBC immediately such as any incident that: Resulted in a serious injury to or the death of a worker Involved a major structural failure or collapse of a building, bridge, tower, crane, hoist, temporary construction support system or excavation Involved the major release of a hazardous substance Involved a fire or explosion that had a potential for causing serious injury to a worker

[Audio] Investigation Process
A qualified incident investigation person knowledgeable about the type of work involved and if they are reasonably available the participation of a worker representative will complete a preliminary investigation within 48 hours of the incident. This report will include a sequence of events leading to the incident and Supervisors will take pictures as soon as possible before any scene disturbance. The investigation will focus on identifying root causes and developing action plans to minimize/mitigate risk and reoccurrence. The investigation will also review if new hazards have been identified which need to be assessed and if previously identified hazards should be re-assessed. The investigation will also consider if any Safe Work Practices require updates or changes.. 

Scene 21

A qualified incident investigation person knowledgeable about the type of work involved and if they are reasonable available the participation of a worker representative will complete a preliminary investigation within 48 hours of the incident. This report will include a sequence of events leading to the incident and Supervisors will take pictures as soon as possible before any scene disturbance. The report will be sent to WorkSafeBC and given to the joint committee. Any corrective actions identified will be undertaken immediately and reported back to the joint committee.  The full completed investigation will be prepared and sent to WorkSafeBC no later than 30 days after the incident. This will allow the JOH&S Committee and Management to complete a full review. The investigation will focus on identifying root causes and developing action plans to minimize/mitigate risk and reoccurrence. The investigation will also review if new hazards have been identified which need to be assessed and if previously identified hazards should be re-assessed. The investigation will also consider if any Safe Work Practices require updates or changes. JOH&S Committee will review all Incident Investigations and make more recommended corrective actions if needed and pass on to Management for further review and implementation.

[Audio] All supervisors and managers who are accountable for the performance of other workers have the right and obligation to discipline workers using progressive discipline, these situations may include, but are not limited to the following: Failure to follow safety rules or to wear safe clothing and personal protective equipment.
Absent without leave.
Excessive absence or lateness.
Unacceptable or careless work.
Failure to immediately report incidents involving company vehicles or equipment.. 

Scene 22

All supervisors and managers who are accountable for the performance of sub-contractors have the right and obligation to discipline as they see fit. These situations may include: Failure to follow safety rules or to wear safe clothing and personal protective equipment. Absent without leave. Excessive absence or lateness. Unacceptable or careless work. Failure to immediately report incidents involving company vehicles or equipment.

[Audio] In the event that a supervisor has a safety concern, he or she will immediately stop work and have a discussion with the worker(s) involved. Any worker who knowingly disregards safety rules and procedures will be dealt with in a manner fitting the infraction. An investigation may be required, and the worker may be sent home pending an investigation. Disciplinary steps that supervisors may implement include, but are not limited to:
Verbal correction.
Written correction,
Unpaid suspension from duties.
Termination of employment, with or without notice Most disciplinary actions will be incremental, in the order above. However, it is recognized that some breaches may be so blatant that the most severe disciplinary procedure may be implemented without prior warning. The Grounds for Dismissal list covers some of these.. 

Scene 23

In the event that a supervisor has a safety concern, he/she will immediately stop work and have a discussion with the person(s) involved. Anyone who knowingly disregards safety rules and procedures will be dealt with in a manner fitting the infraction. An investigation may be required and the worker may be sent home pending an investigation. Disciplinary steps that supervisors may implement include, but are not limited to: Verbal correction, reprimand, warning Written correction, reprimand, warning Unpaid suspension from duties or termination Termination of employment, with or without notice Most disciplinary actions will be incremental, in the order above. However, it is recognized that some breaches may be so blatant that the most severe disciplinary procedure may be implemented without prior warning. The Grounds for Dismissal list covers some of these.

[Audio] Grounds for Dismissal
The following are prohibited at all times in all company equipment and on all company job sites:
Failure to follow safety rules.
Possession or consumption of alcohol or illegal drugs or coming to work impaired.
Gross insubordination.
Violent, harassing or abusive behavior, including abusive discriminatory language, fighting, horseplay, practical jokes.
Theft and vandalism.
Damaging, disabling, or interfering with safety, firefighting, or first aid equipment.
Abuse of Vehicles or Equipment.
Tampering with monitoring or tracking devices installed in vehicles or equipment. It is understood that this is not a comprehensive or exclusive listing of reasons for dismissal.. 

Scene 24

The following are prohibited at all times in all company equipment and on all company, job sites: Failure to follow safety rules. Possession or consumption of alcohol or illegal drugs or coming to work impaired. Gross insubordination. Violent or harassing or abusive behavior, including abusive discriminatory language, fighting, horseplay, practical jokes. Theft and vandalism. Damaging, disabling, or interfering with safety, firefighting, or first aid equipment. Abuse of Vehicles or Equipment. Tampering with monitoring or tracking devices installed in vehicles or equipment. It is understood that this is not a comprehensive or exclusive listing of reasons for dismissal.

[Audio] Youbleez Logging is committed to providing a workplace that is safe, healthy and respectful for all individuals. We prohibit any kind of violent behavior, threats of violence, bullying, and harassment directed at or by a co-worker, supervisor, manager, subcontractor or member of the public on the worksite or at any company events. Any worker who displays any violent, bullying or harassing behavior will be subject to disciplinary action or criminal prosecution.. 

Scene 25

Ubleis Logging is committed to providing a workplace that is safe, healthy and respectful for all individuals. We prohibit any kind of violent behavior, threats of violence, bullying and harassment directed at or by a co-worker, supervisor, manager, subcontractor or member of the public on the worksite or at any company events. Any worker who displays any violent, bullying or harassing behavior will be subject to disciplinary action or criminal prosecution.

[Audio] Bullying and harassment includes any inappropriate conduct or comment by a person towards another individual that the person knew or reasonable ought to have known would cause that person to be humiliated or intimidated.
Examples of conduct or comments include verbal insults or aggression, physical, verbal or written threats, calling someone derogatory names, sabotaging someone's work, spreading malicious rumors or gossip or making aggressive or threatening gestures.. 

Scene 26

What constitutes Bullying and Harassment?

Bullying and harassment includes any inappropriate conduct or comment by a person towards another individual that the person knew or reasonable ought to have known would cause that person to be humiliated or intimidated. Examples of conduct or comments include verbal insults or aggression, physical, verbal or written threats, calling someone derogatory names, sabotaging someone’s work, spreading malicious rumors or gossip or making aggressive or threatening gestures. Bullying and harassment often involves repeated incidents or a pattern of behavior that is intended to intimidate, demean, torment, control or mentally or physically harm a person.

[Audio] Bullying and harassment excludes any reasonable action undertaken by the manager or supervisor for legitimate purpose relating to the management and direction of workers or the workplace.
Examples of reasonable management include the assignment of work, workloads, reorganization, feedback, work evaluation performance management, and corrective or disciplinary action.. 

Scene 27

What is not considered Bullying and Harassment

Bullying and harassment excludes any reasonable action undertaken by the manager or supervisor for legitimate purpose relating to the management and direction of workers or the workplace. Examples of reasonable management include the assignment of work, workloads, reorganization, feedback, work evaluation performance management and corrective or disciplinary action.

[Audio] If an emergency exists and the situation is one of immediate danger, and the worker is close to town, the worker shall contact the local RCMP by dialing 9.1.1. and may take whatever emergency steps are available and appropriate to protect himself/herself from immediate harm, such as leaving the area.
If the situation is not one of immediate danger, the worker shall report the incident to the appropriate supervisor or manager as soon as possible and complete the Incident Report Form.. 

Scene 28

A worker who: Is the victim of violence, harassment, bullying or Believes they have been threatened with violence, or Witnesses an act or threat of violence or harassment towards anyone else shall take the following steps:	 If an emergency exists and the situation is one of immediate danger, the worker shall contact the local RCMP by dialing 9-1-1, and may take whatever emergency steps are available and appropriate to protect himself/herself from immediate harm, such as leaving the area. If the situation is not one of immediate danger, the worker shall report the incident to the appropriate supervisor or manager as soon as possible and complete the Incident Report Form.

[Audio] Workers Must:
Not engage in violent behavior, bullying or harassment of other workers.
Report violent behavior, bullying and harassment if observed or experienced.
Comply with this policy. Supervisors and Management must:
Act upon any report of violence, bullying or harassment immediately and professionally.
Take action, should a potentially violent situation occur to ensure everyone's safety.
Investigate and document in an unbiased, complete, and professional manner and discipline according to the Discipline Policy.
Communicate and annually review this policy.. 

Scene 29

Workers Must: Not engage in violent behavior, bullying or harassment of other workers Report violent behavior, bullying and harassment if observed or experienced Comply with this policy. Supervisors and Management must: Act upon any report of violence, bullying or harassment immediately and professionally Take action, should a potentially violent situation occur to ensure everyone’s safety Investigate and document in an unbiased, complete and professional manner and discipline according to the Discipline Policy Communicate and annually review this policy.

[Audio] We will not allow any worker to be transporting, consuming or under the influence of drugs or alcohol or any impairment while on the job site and during transportation to and from the job site. Sources of impairment may include fatigue, physical or mental impairment, health issues (example, diabetic suffering from insulin instability) prescription and non-prescription drugs such as marijuana or alcohol. Where an individual is impaired or where there are reasonable grounds to believe that an individual is experiencing signs of effects of impairment on the job the supervisor must be informed and due to the safety sensitive nature of the workplace. We will not permit a person to remain at any workplace while the person's behavior or ability to work is affected by alcohol, a drug, or other substance so as to endanger the person or anyone else.. 

Scene 30

Impairment that may create undue risk to the worker or anyone else is not acceptable or tolerated in the workplace. We will not allow any worker to be transporting, consuming or under the influence of drugs or alcohol or any impairment while on the job site and during transportation to and from the job site. Sources of impairment may include fatigue, physical or mental impairment, health issues (example, diabetic suffering from insulin instability) prescription and non-prescription drugs such as marijuana or alcohol. Where an individual is impaired or where there are reasonable grounds to believe that an individual is experiencing signs of effects of impairment on the job the supervisor must be informed and due to the safety sensitive nature of the workplace. We will not permit a person to remain at any workplace while the person’s behavior or ability to work is affected by alcohol, a drug or other substance so as to endanger the person or anyone else.

[Audio] Impairment & Substance Abuse procedures.
If the Employer or Supervisor receives a report or is witness to the impairment of a worker, the following steps will be taken:
The worker will be immediately removed from the worksite.
The Supervisor will immediately investigate and report the findings to the Manager or Safety Coordinator.
A meeting will be set up with the worker to review the investigation findings.
Based on the findings a plan will be put in place to help the worker such as the assistance of the Employee Family Assistance Program. If the worker does not engage in a plan, the employer–worker relationship will be terminated.. 

Scene 31

If the Employer or Supervisor receives a report or is a witness to the impairment of a worker, the following steps will be taken: The worker will be immediately removed from the worksite. The Supervisor will immediately investigate and report the findings to the Manager or Safety Coordinator. A meeting will be set up with the worker to review the investigation findings. Based on the findings a plan will be put in place to help the worker such as the assistance of the Employee Family Assistance Program. If the worker does not engage in a plan, the employer – worker relationship will be terminated.

[Audio] Liability for Personal Property.
We encourage everyone to avoid leaving personal property items unattended. The company is not responsible for any lost, stolen or damaged personal property.
Personal items are not insured by the company, the company will not assume responsibility for these items if they are damaged, lost, or stolen. Liability for Company Property
Property of the company that is taken by the worker without authorization or has not been returned to the company if the employment relationship is ended, the cost will be deducted from the worker's final pay. Examples of these include, truck keys, tools, and satellite radios.. 

Scene 32

We encourage everyone to avoid leaving personal property items unattended. The company is not responsible for any lost, stolen or damaged personal property. Personal items are not insured by the company, the company will not assume responsibility for these items if they are damaged, lost, or stolen.

[Audio] youbleez Logging shop and office are designated non-smoking areas. Smoking tobacco or using an e-cigarette in company vehicles and equipment or on the worksite is permitted as long as you follow procedures below:
Consent from your Supervisor Do not expose another worker to tobacco or e-cigarette smoke.
Do not smoke on a worksite that has an Extreme, or High fire rating. Only smoke in a preapproved vehicle or machine or not at all
Smoking is allowed outside if the fire rating is Moderate or Low.
Never smoke while walking around in the forest or on the block.
Smoking is not permitted within 10 meters of any fuel storage (including barrels and jerry cans.)
Ensure cigarettes are completely extinguished when done. DO NOT throw on the ground. Put in an ashtray or water bottle.
If you want to smoke tobacco or e-cigarettes at the office or shop you must smoke outside at a minimum of 3 meters from doorways and windows.. 

Scene 33

Ubleis Logging shop and office are designated non-smoking areas. Smoking tobacco or using an e-cigarette in company vehicles and equipment or on the worksite is permitted as long as you follow procedures below: Consent from your Supervisor  Do not expose another worker to tobacco or e-cigarette smoke Do not smoke on a worksite that has an Extreme, or High fire rating. Only smoke in a vehicle or machine or not at all Smoking is allowed outside if fire rating is Moderate or Low Never smoke while walking around in the forest or on the block Smoking is not permitted within 10 meters of any fuel storage (including barrels and jerry cans) Ensure cigarettes are completely extinguished when done. DO NOT throw on the ground. Put in an ash tray or water bottle If you want to smoke tobacco or e-cigarettes at office or shop you must smoke outside at a minimum of 3 meters from doorways and windows.

[Audio] Personal Protective Equipment is designed to protect workers from serious injury and death in the event an incident occurs. PPE is mandatory on all worksites and workers are responsible for wearing it as required and keeping it in good working condition. Employees must replace of notify their supervisor if any PPE no longer meets safe standards.. 

Scene 34

Personal Protective Equipment is designed to protect workers from serious injury and death in the event an incident occurs. All workers will be provided the required PPE when they are hired and instructed on its proper use and care. PPE is mandatory on all worksites and workers are responsible for wearing it as required and keeping it being in good working condition. Workers must notify their supervisor if any PPE no longer meets safe standards.

[Audio] Hi-Vis vests must be worn by all persons when their work is outside of the onsite buildings, or equipment or anytime you are walking outside.
Safety Hard Hats must be worn by all persons when outside of the machine or vehicle when in the bush.
Safety Footwear must be appropriate to the environment in which it is to be worn and the hazards presented.. 

Scene 35

Hi-Vis vests must be worn by all persons when his/her work is outside of the onsite buildings, equipment or anytime you are walking outside. Safety Hard Hats must be worn by all persons when outside of machine or vehicle when in the bush. Leg Protection devices (bucking pants or chaps must be worn by workers while operating chainsaws Safety Footwear must be appropriate to the environment in which it is to be worn and the hazards presented. It must meet these minimum requirements: Provides worker with ankle support; Provides a high resistance sole that reduces exposure to slipping; Footwear must be tied up at all times. Special Note – When pressure washing metatarsal guards must be worn

[Audio] Hearing Protection Devices – is required When entering or working in areas around or inside machinery or equipment where you are exposed to excessive noise levels you must wear approved hearing protection as provided by the company.
Safety Eyewear is required to be worn by all workers and visitors as follows:
Must be worn at the Equipment and Truck Shops;
While doing any mechanical or servicing work on equipment or vehicles;
Full face as well as eye protection must be worn when:
Grinding, sawing, hammering, chiseling, chain-sawing, welding or any other situation or work practices posing a hazard to the workers face and eyes.
Gloves must be worn when handling materials that are liable to puncture, abrade or irritate your hands.
Seatbelts must be worn at all times in all vehicles and equipment.. 

Scene 36

Hearing Protection Devices – When entering or working in areas around or inside machinery or equipment where you are exposed to excessive noise levels you must wear approved hearing protection as provided by the company. Safety Eyewear is required to be worn by all workers and visitors as follows: Must be worn at the Equipment and Truck Shops; While doing any mechanical or servicing work on equipment or vehicles; Full face, as well as eye protection, must be worn when: Grinding, sawing, hammering, chiseling, chain sawing, welding or any other situation or work practices posing a hazard to the workers face and eyes. Gloves must be worn when handling materials that are liable to puncture, abrade or irritate your hands. Seatbelts must be worn at all times in all vehicles and equipment.

[Audio] Working Alone or in Isolation.
Youbleez Logging requires all personnel to check in at beginning of shift and end of shift when they are working in a remote location and/or when the worker might not be able to secure assistance in the event of an injury. We will make sure that all workers are sufficiently protected anytime they are working alone. Definitions.
Working Alone or in Isolation: Circumstances where assistance would not be readily available to the worker in case of an emergency or worker is injured or in ill health.
Check in: A person assigned as a check-in for another person. See Emergency Procedures for Lost/Missing Person Procedures. 

Scene 37

Ubleis Logging requires all personnel to check in at beginning of shift and end of shift when they are working in a remote location and/or when the worker might not be able to secure assistance in the event of an injury. We will make sure that all workers are sufficiently protected anytime they are working alone. Definitions Working Alone or in Isolation: Circumstances where assistance would not be readily available to the worker in case of an emergency or worker is injured or in ill health Check in: A person assigned as a check-in for another person. See Emergency Procedures for Lost/Missing Person Procedures

[Audio] When Working Alone or in Isolation Check-In The worker is responsible to arrange a designated contact for check in at the beginning of shift, end of the shift, and intervals throughout a shift, and when they arrive at home. Notifying the supervisor if there is a late arrival to beginning of shift or late after shift. This will be done within one or hour or a reasonable amount of time.
If you are a designated check-in, you must follow procedures.
All workers must inform their designated contact when exiting machine, their expected time out and must call when back in.
Check in will be a minimum of every two hours. Check in maybe less than 2 hours when performing high hazard work. Designated contacts must ensure that fellow worker is safely back in machine within the time period that was specified.
Employees will check in using radio, phone, Inreach or personal contact with supervisor.
If you are late on checking in it will initiate Emergency Response for a Lost Person. 

Scene 38

The worker is responsible to arrange a designated contact for check in, at the beginning of shift, end of the shift and interval throughout a shift and when they are home. Notifying the supervisor if there is a late arrival to beginning of shift or late after shift If you are a designated check-in, you must follow procedures All workers must inform designated contact when exiting machine, their expected time out and must call when back in Check in will be a minimum of every two hours. Check in maybe less than 2 hours when performing high hazard work. Designated contacts must ensure that fellow worker is safely back in machine within the time period that was specified Workers will check in using radio, phone, Inreach or personal contact with supervisor If you are late on checking in it will initiate Emergency Response for a Lost Person

[Audio] Safety meetings are a useful tool to keep awareness up on any current or potential health & safety issues. We will hold multiple types of meetings throughout each month to communicate and give feedback on any safety issue or concern. Crew Safety Meetings are held monthly t
Promote worker awareness of occupational health, safety and wellness.
Gives opportunities for workers and supervisors to raise and discuss safety issues.
Safety Meeting minutes will be recorded and signed off by each worker.
Safety meetings will cover these topics, but are not limited to:
Previous meeting minutes, progress on action plans and incidents reviewed.
Incidents and close calls.
Safety Alerts from BCFSC and industry.
Review safe work procedures and policies.
Discuss any findings from inspections, drills or audits.
Discuss any new safety concerns.. 

Scene 39

Safety meetings are a useful tool to keep awareness up on any current or potential health & safety issues. We will hold multiple types of meetings throughout each month to communicate and give feedback on any safety issue or concern. Crew Safety Meetings  Meet monthly in operating months Promote worker awareness of occupational health, safety and wellness Gives opportunities for workers and supervisors to raise and discuss safety issues Safety Meeting minutes will be recorded in SiteDocs and signed off by each worker  Safety meetings will cover these topics, but not limited to: Previous meeting minutes, progress on action plans and incidents reviewed Incidents and close calls Safety Alerts from BCFSC and industry Review safe work procedures and policies Discuss any findings from inspections, drills or audits Discuss any new safety concerns.

[Audio] Monthly Joint Health & Safety Committee meetings will be held to:
Promote worker awareness of occupational health, safety and wellness.
Give opportunities for committee members to raise and discuss safety issues.
Identify situations that may be unhealthy or unsafe for workers.
Identify and quickly deal with complaints relating to the health and safety of workers.
Review investigations, inspections and hazard reports to ensure corrective actions are complete and effective.
Our current JH&S Committee members are: Sam Phillips, Jason Reidlinger, Megan McNeil, Mike Gardner, Andrew Holdis, and Steven King. Please bring any safety concerns to any of these members and it will be discussed confidentially with the committee to find a solution.. 

Scene 40

Monthly meetings will be held to: Promote worker awareness of occupational health, safety and wellness Give opportunities for committee members to raise and discuss safety issues Identify situations that may be unhealthy or unsafe for workers Identify and quickly deal with complaints relating to the health and safety of workers Review investigations, inspections and hazard reports to ensure corrective actions are complete and effective Make recommendations to the employer for the improvement of the health and safety of workers Make recommendations to the employer on educational programs, proposed changes to the workplace, and participate in inspections, investigations, and inquiries as needed.

[Audio] Youbleez Logging's Management and Supervisors are committed to identifying, assessing, and communicating all risks, hazards and findings of assessments to all workers, contractors or visitors through any worksite. Initial worksite inspections are completed by the Supervisors and hazards documented in the prework. As a job progresses the hazards may change based on location or work, weather and other factors. The hazards will be reassessed and communicated to workers Workers also need to be committed to identifying hazards and communicating with their supervisors promptly. Things such as broken guards, steps or safety devices are examples of what needs to be reported. Equipment operators change and while one operator may be aware that something is broken or not working properly the others may not. All workers will review the hazards on the prework prior to commencing work on the site.. 

Scene 41

A hazard is defined as something with the potential to cause harm and can include substances, equipment, machines, method of work, or the work environment. Hazard control is any action that reduces the risk of loss. It includes the prevention/reduction of loss exposure, reduction of loss.  Ubleis Logging’s Management and Supervisors are committed to identifying, assessing, and communicating all risks, hazards and findings of assessments to all workers, contractors or visitors through any worksite. Initial worksite inspections are completed by the Supervisors and hazards documented in the prework. As a job progresses the hazards may change based on location or work, weather and other factors. The hazards will be reassessed and communicated to workers  Workers also need to be committed to identifying hazards and communicating with their supervisors promptly. Things such as broken guards, steps or safety devices are examples of what needs to be reported. Equipment operators change and while one operator may be aware that something is broken or not working properly the others may not. All workers will review the hazards on the prework prior to commencing work on the site.

[Audio] Review of Hazards and Controls: Recognize the Risk – Always lookout for hazards or upset conditions. Assess the Hazard or Upset Condition – When a hazard or upset condition is noticed…. Stop! Take note of all the possible hazards in your work area as new hazards may exist. Supervisor and worker may assess together. Develop a Plan - Supervisor along with the worker will develop a plan on how to safely deal with the hazard or upset condition. Act Safely – If something changes while you are fixing the hazard or upset condition, Stop and re-think and make changes to the plan.
Report & Record – Don't forget to report and record. Reporting is a critical step in the correction of the procedures or circumstances that led to the hazard or upset conditions.. 

Scene 42

Recognize the Risk – Always lookout for hazards or upset conditions. Maintain a sense of awareness on your job and surroundings…. You need to know when something changes or conditions are becoming hazardous. Report to Supervisor. Assess the Hazard or Upset Condition – When a hazard or upset condition is noticed…. Stop! Take note of all the possible hazards in your work area as new hazards may exist. Supervisor and worker may assess together.  Develop a Plan - Supervisor along with worker will develop a plan to on how to safely deal with the hazard or upset condition. The plan will need to be followed so the task can be finished safely.  Act Safely – If something changes while you are fixing the hazard or upset condition, STOP and re-think and make changes to the plan. Report & Record – Don’t forget to report and record. Reporting is a critical step in the correction of the procedures or circumstances that led to the hazard or upset conditions.

[Audio] How do we control hazards? Elimination, Substitution, Engineering Controls, Administrative Controls, Personal Protective Equipment.
Any change in company operations that brings in new equipment or alters how equipment is used must initiate an evaluation or re-evaluation of the associated health and safety hazards. Once complete, the controls must be established and documented, and the affected workers must be trained in the modified procedures.. 

Scene 43

Changes in Operations/New Equipment Any change in company operations that brings in new equipment or alters how equipment is used must initiate an evaluation or re-evaluation of the associated health and safety hazards. Once complete, the controls must be established and documented, and the affected workers must be trained in the modified procedures.

Elimination

 Substitution

 Engineering Controls

 Administrative Controls

 Personal Protective Equipment

[Audio] What is a Communicable Disease?
A communicable disease is an illness that can be contracted through contact with a human or animal, their discharges, or contaminated items carrying infectious agent. An infectious agent is a disease cause organism, such as bacteria, virus or parasite.. 

Scene 44

A communicable disease is an illness that can be contracted through contact with a human or animal, their discharges, or contaminated items carrying infectious agent. An infectious agent is a disease cause organism, such as bacteria, virus or parasite.  A person may become infected by a pathogen in the following ways: Direct contact with a person carrying the pathogen Contact with fluids, such as blood, mucus or saliva Inhaling contaminated droplets from another person’s cough or sneeze Receiving a bite from an animal or insect carrying the pathogen Consuming contaminated water or foods.

[Audio] What Employees Should Know.
All workers should stay home or isolate from others when they are sick or show symptoms of illness and follow public health recommendations. Workers who have symptoms upon arrival to work or become ill during the day should promptly separate themselves from other workers, inform their supervisors and go home or isolate from others.
Depending on the communicable disease, people can become infected if they touch contaminated surfaces and then touch their nose, mouth, or eyes. The most reliable way to prevent infection from surfaces is to wash your hands with soap and hot water Alcohol-based hand rubs can be used to disinfect your hands when soap and water are not available.. 

Scene 45

What Employees Should Know All workers should stay home or isolate from others in congregate living situations when they are sick or show symptoms of illness and follow public health recommendations.  Workers who have symptoms upon arrival to work or become ill during the day should promptly separate themselves from other workers, inform their supervisors and go home or isolate from others in congregate living conditions. Remember to: Wash your hands after using the toilet, before eating, and if you cough/sneeze into your hands You can also use the sanitizers you’ll find in your machine, trailer and pickup Sneeze and cough into your sleeve Avoid touching your eyes, nose or mouth Open the windows regularly to ensure open ventilation

Handbook Overview and Purpose Apr 30 2024

Each worker will receive a copy of the Youbleez Logging Handbook. The handbook aims to provide you with an overview of Youbleez and insight into what it is like to work for the company. In this handbook
 you will find a summary of the work rules
 practices
 and procedures that govern workplace behavior and provide a systematic method of handling of issues at Youbleez. As such
 we encourage you to become familiar with the handbook and incorporate it into your work. This handbook is reviewed annually by Management and the Occupational Health & Safety Committee to ensure a continued relevance of the work practices and procedures.

avatar

youbleez Logging requires all Employees and Subcontractors to provide our office with worker information and a commercial driving abstract for everyone on our worksites.

Timely and regular attendance is essential to ensure the success of Youbleez and maintain safety
 quality
 production
 and cost efficiency. The goal is to ensure regular attendance and reduce absenteeism.
The expectation is for everyone to be at work regularly
 as scheduled
 and on time. 
You must not leave the work site during your hours of work without notifying the on-site Supervisor or your site check-in.

The Supervisor must be notified a minimum of a half hour in advance of the scheduled leave time each day
 for all lates or absences without prior approval
 unless in exceptional circumstances.
Being late for work or leaving work early without prior approval
 unsubstantiated repeated absences or absence without leave are actions that contravene this section and may be subject to disciplinary action up to and including termination.

Where a worker does not come to work or call in
 it is considered absent without leave. 
After two consecutive days absent without leave
 the company reserves the right to conclude that the worker is not coming back and has voluntarily resigned (job abandonment). The worker will be removed from payroll.
It is the expectation that workers contact their supervisor when any of these situations arise. If you're unable to reach your supervisor you must email or text Mike Gardner and Nadine
 or Megan. Failure to contact the right persons will result in the initiation of the Lost Person emergency response.

Work hours may vary with the season
 location
 or pre-arranged agreements. Shift times and durations will be set by the on-site Supervisor.
All requests must be made to your supervisor giving as much notice as you can.

The accuracy of Time Card information is crucial to our business to track production and any hours that need to be billed to a customer. To ensure this is effective all time must be completed daily. On the time card
 the following information must be completed.
All time must be handed in daily to either your supervisor or placed in the time box unless alternate arrangements have been made.

If you are required to stay in a full-service camp
 arrangements must be made with your Supervisor prior to as to when you will go to camp and when you will check out of camp. Each person is responsible for checking in when they arrive and when they are checking out of camp.

Youbleez Logging is committed to taking a leadership role in the protection and safety of our workers and contractors by providing a safe and healthy workplace. Youbleez Logging is a safe Certified Company by the BC Forest Safety Council. We believe that: creating a culture and belief that all injuries are preventable
 and that excellence in health and safety is the key to our long-term success.

Each sub-contractor will be continuously monitored for performance in areas such as:
Reliability; Schedules will be set prior to each job and must be adhered to
Communication; A level of communication must be met to ensure a safe and productive worksite. The subcontractor will be responsible for communicating any safety concerns
 work progress
 and any other issues that may affect the worksite
Adhering to site safety rules; All of youbleez safety policies and procedures must be followed
Quality of work; Production and quality must meet youbleez standards and satisfy the customers' expectations. Expectations will be discussed prior to each job

Workers should be aware of the effect their actions may have on their images
 as well as the company's image. The information that workers post or publish may be public information for a long time.
Workers must ensure content is in line with all governing agency regulations.
Examples of prohibited conduct include posting commentary
 content
 or images that are: against company rules
 illegal
 defamatory
 pornographic
 harassing or that can create a hostile work environment.
Workers are not to publish
 post or release information that is considered confidential.
If workers encounter a situation while using social media that is inappropriate workers should not engage in dialogue and report it to a supervisor
Anyone who violates this policy may be subject to disciplinary action up to and including termination.
youbleez Logging uses social media to advertise when employment is needed and also highlighting the company itself. The company will not use personal information or post pictures with any workers without prior approval.

Employer Responsibilities include:
Establish and maintain a health and safety program that meets or exceeds regulations;
Provide a safe workplace for all workers;
Cooperate with any WorkSafeBC
 Joint Health and Safety representatives or any other governing agency;
Continuously improving the safety program as determined by audits
 incidents and investigations;
Ensure Supervisors are trained and understand all responsibilities as outlined in the Health and Safety program;
Develop and maintain a Joint Health and Safety Committee;
Review the program annually.

Safety Coordinator responsibilities:
Liaise with government agencies to ensure workplace health and safety knowledge and compliance;
Act as an advisor to management and supervisors on health and safety policy and issues;
Continuously improve the health and safety system by utilizing and developing best practices
 creating awareness
 and facilitating learning of the Joint Health and Safety Committee;
Maintain an up-to-date working knowledge of health and safety regulations as mandated locally
 federally or provincially;
Review design and develop company policies and procedures on workplace safety and health issues;
Review injury and illness trends
 identify problem areas and recommend solutions;

Supervisor Responsibilities:
Promote and implement all company safety policies and procedures;
Set a clear leadership example by promoting O H & S awareness;
Be responsible and accountable for the health and safety of themselves and others
 including sub-contractors and visitors within their areas of responsibility;
Have a full understanding of all WorkSafeBC health and safety regulations pertaining to their supervisor duties;
Cooperate with any WorkSafeBC
 Joint Health and Safety representatives or any other governing agency;
Investigate and review all incidents taking appropriate action to prevent reoccurrence;
Post or have readily available relevant health and safety information and policies in places accessible to all workers via SiteDocs or the WSBC App
Ensure that work under their control is;
Adequately supervised;
Conducted by trained and competent workers who are familiar with the hazards and risks;
Carried out in a safe manner in accordance with the company procedures;
Monitor the proper use of Personal Protective Equipment (P-P-E--);
Conduct or take part in inspections to identify unsafe working conditions or practices
 report the findings and corrective actions to remedy;
Orientate visitors that enter the worksite;
Participate in the annual review of the Health and Safety Program.

Worker Responsibilities:
Follow company Occupational Health and Safety Program;
Carry out his/her work consistent with the established Safe Work Procedures of Youbleez Logging
 the Forest Safety Accord
 and the regulations of the WorkSafeBC;
Complete a pre-work with your supervisor noting any special hazards or conditions before work commences. If uncertain
 S-T-O-P and notify supervisor. 
never S-T-A-R-T work without reviewing
 UNDERSTANDING AND signing OFF ON THE Youbleez logging health & safety policies
 APPLICABLE PRE-WORKS
 A-N-D safe work PROCEDURES.
Use
 wear and inspect Personal Protection Equipment (P-P-E--) as accordance with the policy or site-specific requirements;
Know the location
 type
 and operation of emergency equipment;
Recognizing correcting and reporting hazards to supervisors;
Report all close calls/near misses
 incidents
 injuries
 occupational illnesses
 and property or equipment damage to supervisors;
Participate in inspections and investigations where appropriate;
Cooperate with Supervisors
 Joint Health and Safety representatives and other workers;
Not engage in any on site behavior conduct that may endanger themselves or their co-workers;
Ensure your ability to work is not impaired by alcohol
 drugs or other causes such as fatigue. Report to supervisor if you witness any other workers impaired;
Do not operate machines unless you are trained
 all guarding is in place and it passes daily equipment inspection;
Report to their supervisor/employer any contravention of O H &S program or WorkSafeBC regulations;
Follow and co-operate with Injury Management/Return to Work Program;
Understand the right to refuse unsafe work.

Visitors must report to the onsite Supervisor or Lead hand. If they are not readily available
 they will report to the most senior worker on site.
Visitors must be equipped with all necessary safety apparel.
Visitors may only gain access if accompanied by a worker
 and the visitor has been checked in. Visitors are requested to make on site arrangements in advance.
Workers may only take visitors to the site where they themselves are employed
 they must have approval from their supervisor and the visitor has been checked in.
Smoking will only be permitted onsite inside the visitor's vehicle or outside if the fire rating is Moderate or Low. You must ensure the cigarettes are completely extinguished when done. DO Not throw on the ground. Put in an ash tray or water bottle.
The possession and/or consumption of drugs or alcohol are strictly prohibited at Youbleez Logging.
If an emergency situation arises while on site you must follow the direction of the Youbleez Logging worker you are with. At no time should you leave the site without notifying the on site supervisor or a coworker.

Right to Refuse Unsafe Work 

We are committed to following OH&S Regulation for the Refusal of Unsafe Work. Right to refuse unsafe work is intended to clarify worker's rights and obligations upon encountering hazardous situations and provide workers with a safe work environment where the reporting of hazards and the refusal to work in dangerous situations is encouraged without penalty. Employees should not carry out any work process or operate any tool
 appliance or equipment if they have cause to believe that to do so would create an undue hazard to the health and safety of any person. As well as be proactive in removing themselves from unsafe situations or mitigating hazards where possible.

never S-T-A-R-T work without reviewing
 UNDERSTANDING
 A-N-D signing Youbleez logging health & safety policies
 APPLICABLE PRE-WORKS
 A-N-D safe work PROCEDURES.

All workers must report to a supervisor or Management if the worksite becomes unsafe due to any unsafe acts or conditions.

Youbleez Logging will provide the initial health and safety orientation and training specific to the job being hired for. The training will cover all aspects of the operation from administration to safety.
Each person will receive initial training on youbleez Logging Policies and all appropriate safe work procedures on positions he/she has been hired for during a formal orientation covering the required training in WorkSafeBC regulation 3.23
Following the initial training
 the worker will be given a pre-work by a youbleez representative.

If the sub-contractor hires a new worker
 notice must be given to the onsite Supervisor and Safety Coordinator.
The sub-contractor will be responsible to train the new worker and provide all necessary paperwork prior to starting work on our site
The sub-contractor will be responsible for:
Arranging a pre-work for the new hire with the onsite Supervisor.
Reviewing Youbleez Logging policies and Procedures including:
Emergency Response Procedures
Safe Work Procedures
Company Policies
Environmental Management and
Equipment Servicing & Maintenance

Incident Investigation & Reporting

Youbleez Logging is committed to an aggressive incident prevention program. We will ensure that all incidents
 and close calls are investigated
 root causes identified
 and corrective actions taken to prevent future occurrence. All incidents will be recorded on an Incident Investigation Form. All incidents will be investigated by supervisors that have received training in "incident investigation." and whenever possible
 will include a worker representative
 preferably a safety committee member. All incidents and close calls must be reported to the Supervisor. Supervisors are to inform management immediately or at least by the end of the day of the incident.

Investigation Process
A qualified incident investigation person knowledgeable about the type of work involved and if they are reasonably available the participation of a worker representative will complete a preliminary investigation within 48 hours of the incident. This report will include a sequence of events leading to the incident and Supervisors will take pictures as soon as possible before any scene disturbance. 

The investigation will focus on identifying root causes and developing action plans to minimize/mitigate risk and reoccurrence. The investigation will also review if new hazards have been identified which need to be assessed and if previously identified hazards should be re-assessed. The investigation will also consider if any Safe Work Practices require updates or changes.

All supervisors and managers who are accountable for the performance of other workers have the right and obligation to discipline workers using progressive discipline
 these situations may include
 but are not limited to the following:

Failure to follow safety rules or to wear safe clothing and personal protective equipment.
Absent without leave.
Excessive absence or lateness.
Unacceptable or careless work.
Failure to immediately report incidents involving company vehicles or equipment.

In the event that a supervisor has a safety concern
 he or she will immediately stop work and have a discussion with the worker(s) involved. Any worker who knowingly disregards safety rules and procedures will be dealt with in a manner fitting the infraction. An investigation may be required
 and the worker may be sent home pending an investigation.

Disciplinary steps that supervisors may implement include
 but are not limited to:
Verbal correction.
Written correction

Unpaid suspension from duties.
Termination of employment
 with or without notice

Most disciplinary actions will be incremental
 in the order above. However
 it is recognized that some breaches may be so blatant that the most severe disciplinary procedure may be implemented without prior warning. The Grounds for Dismissal list covers some of these.

Grounds for Dismissal
The following are prohibited at all times in all company equipment and on all company job sites:
Failure to follow safety rules.
Possession or consumption of alcohol or illegal drugs or coming to work impaired.
Gross insubordination.
Violent
 harassing or abusive behavior
 including abusive discriminatory language
 fighting
 horseplay
 practical jokes.
Theft and vandalism.
Damaging
 disabling
 or interfering with safety
 firefighting
 or first aid equipment.
Abuse of Vehicles or Equipment.
Tampering with monitoring or tracking devices installed in vehicles or equipment.

It is understood that this is not a comprehensive or exclusive listing of reasons for dismissal.

Youbleez Logging is committed to providing a workplace that is safe
 healthy and respectful for all individuals. We prohibit any kind of violent behavior
 threats of violence
 bullying
 and harassment directed at or by a co-worker
 supervisor
 manager
 subcontractor or member of the public on the worksite or at any company events. Any worker who displays any violent
 bullying or harassing behavior will be subject to disciplinary action or criminal prosecution.

Bullying and harassment includes any inappropriate conduct or comment by a person towards another individual that the person knew or reasonable ought to have known would cause that person to be humiliated or intimidated.
Examples of conduct or comments include verbal insults or aggression
 physical
 verbal or written threats
 calling someone derogatory names
 sabotaging someone's work
 spreading malicious rumors or gossip or making aggressive or threatening gestures.

Bullying and harassment excludes any reasonable action undertaken by the manager or supervisor for legitimate purpose relating to the management and direction of workers or the workplace.
Examples of reasonable management include the assignment of work
 workloads
 reorganization
 feedback
 work evaluation performance management
 and corrective or disciplinary action.

If an emergency exists and the situation is one of immediate danger
 and the worker is close to town
 the worker shall contact the local R-C-M-P by dialing 9.1.1. and may take whatever emergency steps are available and appropriate to protect himself/herself from immediate harm
 such as leaving the area.
If the situation is not one of immediate danger
 the worker shall report the incident to the appropriate supervisor or manager as soon as possible and complete the Incident Report Form.

Workers Must:
Not engage in violent behavior
 bullying or harassment of other workers.
Report violent behavior
 bullying and harassment if observed or experienced.
Comply with this policy.

Supervisors and Management must:
Act upon any report of violence
 bullying or harassment immediately and professionally.
Take action
 should a potentially violent situation occur to ensure everyone's safety.
Investigate and document in an unbiased
 complete
 and professional manner and discipline according to the Discipline Policy.
Communicate and annually review this policy.

We will not allow any worker to be transporting
 consuming or under the influence of drugs or alcohol or any impairment while on the job site and during transportation to and from the job site. Sources of impairment may include fatigue
 physical or mental impairment
 health issues (example
 diabetic suffering from insulin instability) prescription and non-prescription drugs such as marijuana or alcohol. Where an individual is impaired or where there are reasonable grounds to believe that an individual is experiencing signs of effects of impairment on the job the supervisor must be informed and due to the safety sensitive nature of the workplace. We will not permit a person to remain at any workplace while the person's behavior or ability to work is affected by alcohol
 a drug
 or other substance so as to endanger the person or anyone else.

Impairment & Substance Abuse procedures.
If the Employer or Supervisor receives a report or is witness to the impairment of a worker
 the following steps will be taken:
The worker will be immediately removed from the worksite.
The Supervisor will immediately investigate and report the findings to the Manager or Safety Coordinator.
A meeting will be set up with the worker to review the investigation findings.
Based on the findings a plan will be put in place to help the worker such as the assistance of the Employee Family Assistance Program.

If the worker does not engage in a plan
 the employer–worker relationship will be terminated.

Liability for Personal Property.
We encourage everyone to avoid leaving personal property items unattended. The company is not responsible for any lost
 stolen or damaged personal property.
Personal items are not insured by the company
 the company will not assume responsibility for these items if they are damaged
 lost
 or stolen. 

Liability for Company Property
Property of the company that is taken by the worker without authorization or has not been returned to the company if the employment relationship is ended
 the cost will be deducted from the worker's final pay. Examples of these include
 truck keys
 tools
 and satellite radios.

youbleez Logging shop and office are designated non-smoking areas. Smoking tobacco or using an e-cigarette in company vehicles and equipment or on the worksite is permitted as long as you follow procedures below:
Consent from your Supervisor 
Do not expose another worker to tobacco or e-cigarette smoke.
Do not smoke on a worksite that has an Extreme
 or High fire rating. Only smoke in a preapproved vehicle or machine or not at all
Smoking is allowed outside if the fire rating is Moderate or Low.
Never smoke while walking around in the forest or on the block.
Smoking is not permitted within 10 meters of any fuel storage (including barrels and jerry cans.)
Ensure cigarettes are completely extinguished when done. DO Not throw on the ground. Put in an ashtray or water bottle.
If you want to smoke tobacco or e-cigarettes at the office or shop you must smoke outside at a minimum of 3 meters from doorways and windows.

Personal Protective Equipment is designed to protect workers from serious injury and death in the event an incident occurs. P-P-E is mandatory on all worksites and workers are responsible for wearing it as required and keeping it in good working condition. Employees must replace of notify their supervisor if any P-P-E no longer meets safe standards.

Hi-Vis vests must be worn by all persons when their work is outside of the onsite buildings
 or equipment or anytime you are walking outside.
Safety Hard Hats must be worn by all persons when outside of the machine or vehicle when in the bush.
Safety Footwear must be appropriate to the environment in which it is to be worn and the hazards presented.

Hearing Protection Devices – is required When entering or working in areas around or inside machinery or equipment where you are exposed to excessive noise levels you must wear approved hearing protection as provided by the company.
Safety Eyewear is required to be worn by all workers and visitors as follows:
Must be worn at the Equipment and Truck Shops;
While doing any mechanical or servicing work on equipment or vehicles;
Full face as well as eye protection must be worn when:
Grinding
 sawing
 hammering
 chiseling
 chain-sawing
 welding or any other situation or work practices posing a hazard to the workers face and eyes.
Gloves must be worn when handling materials that are liable to puncture
 abrade or irritate your hands.
Seatbelts must be worn at all times in all vehicles and equipment.

Working Alone or in Isolation.
Youbleez Logging requires all personnel to check in at beginning of shift and end of shift when they are working in a remote location and/or when the worker might not be able to secure assistance in the event of an injury. We will make sure that all workers are sufficiently protected anytime they are working alone.

Definitions.
Working Alone or in Isolation: Circumstances where assistance would not be readily available to the worker in case of an emergency or worker is injured or in ill health.
Check in: A person assigned as a check-in for another person.

See Emergency Procedures for Lost/Missing Person Procedures

When Working Alone or in Isolation Check-In The worker is responsible to arrange a designated contact for check in at the beginning of shift
 end of the shift
 and intervals throughout a shift
 and when they arrive at home. Notifying the supervisor if there is a late arrival to beginning of shift or late after shift. This will be done within one or hour or a reasonable amount of time.
If you are a designated check-in
 you must follow procedures.
All workers must inform their designated contact when exiting machine
 their expected time out and must call when back in.
Check in will be a minimum of every two hours. Check in maybe less than 2 hours when performing high hazard work. 
Designated contacts must ensure that fellow worker is safely back in machine within the time period that was specified.
Employees will check in using radio
 phone
 Inreach or personal contact with supervisor.
If you are late on checking in it will initiate Emergency Response for a Lost Person

Safety meetings are a useful tool to keep awareness up on any current or potential health & safety issues. We will hold multiple types of meetings throughout each month to communicate and give feedback on any safety issue or concern.

Crew Safety Meetings are held monthly t
Promote worker awareness of occupational health
 safety and wellness.
Gives opportunities for workers and supervisors to raise and discuss safety issues.
Safety Meeting minutes will be recorded and signed off by each worker.
Safety meetings will cover these topics
 but are not limited to:
Previous meeting minutes
 progress on action plans and incidents reviewed.
Incidents and close calls.
Safety Alerts from B-C-F-S-C and industry.
Review safe work procedures and policies.
Discuss any findings from inspections
 drills or audits.
Discuss any new safety concerns.

Monthly Joint Health & Safety Committee meetings will be held to:
Promote worker awareness of occupational health
 safety and wellness.
Give opportunities for committee members to raise and discuss safety issues.
Identify situations that may be unhealthy or unsafe for workers.
Identify and quickly deal with complaints relating to the health and safety of workers.
Review investigations
 inspections and hazard reports to ensure corrective actions are complete and effective.
Our current JH&S Committee members are: Sam Phillips
 Jason Reidlinger
 Megan McNeil
 Mike Gardner
 Andrew Holdis
 and Steven King. Please bring any safety concerns to any of these members and it will be discussed confidentially with the committee to find a solution.

Youbleez Logging's Management and Supervisors are committed to identifying
 assessing
 and communicating all risks
 hazards and findings of assessments to all workers
 contractors or visitors through any worksite. Initial worksite inspections are completed by the Supervisors and hazards documented in the prework. As a job progresses the hazards may change based on location or work
 weather and other factors. The hazards will be reassessed and communicated to workers 
Workers also need to be committed to identifying hazards and communicating with their supervisors promptly. Things such as broken guards
 steps or safety devices are examples of what needs to be reported. Equipment operators change and while one operator may be aware that something is broken or not working properly the others may not. All workers will review the hazards on the prework prior to commencing work on the site.

Review of Hazards and Controls:

Recognize the Risk – Always lookout for hazards or upset conditions. 
Assess the Hazard or Upset Condition – When a hazard or upset condition is noticed…. Stop! Take note of all the possible hazards in your work area as new hazards may exist. Supervisor and worker may assess together. 
Develop a Plan  Supervisor along with the worker will develop a plan on how to safely deal with the hazard or upset condition. 
Act Safely – If something changes while you are fixing the hazard or upset condition
 Stop and re-think and make changes to the plan.
Report & Record – Don't forget to report and record. Reporting is a critical step in the correction of the procedures or circumstances that led to the hazard or upset conditions.

How do we control hazards? 
Elimination
 Substitution
 Engineering Controls
 Administrative Controls
 Personal Protective Equipment.
Any change in company operations that brings in new equipment or alters how equipment is used must initiate an evaluation or re-evaluation of the associated health and safety hazards. Once complete
 the controls must be established and documented
 and the affected workers must be trained in the modified procedures.

What is a Communicable Disease?
A communicable disease is an illness that can be contracted through contact with a human or animal
 their discharges
 or contaminated items carrying infectious agent. An infectious agent is a disease cause organism
 such as bacteria
 virus or parasite.

What Employees Should Know.
All workers should stay home or isolate from others when they are sick or show symptoms of illness and follow public health recommendations. 
Workers who have symptoms upon arrival to work or become ill during the day should promptly separate themselves from other workers
 inform their supervisors and go home or isolate from others.
Depending on the communicable disease
 people can become infected if they touch contaminated surfaces and then touch their nose
 mouth
 or eyes. The most reliable way to prevent infection from surfaces is to wash your hands with soap and hot water Alcohol-based hand rubs can be used to disinfect your hands when soap and water are not available.