Welcome to Nutri-Nation Foods, one of North America’s leaders in manufacturing of nutritional food bars. We are sincerely grateful that you chose to join our team and become an important part of our high-tech process.

Workplace Safety and Food Safety are absolutely our top priorities. Our Workplace Safety and Orientation Program is designed to protect you and our Food Safety systems protect our customers, the public who eats our food, and our business.

The next 30 minutes are very important for Safety Training. You must follow along with this video with your Orientation Manual and your Health and Safety Agreement. We offer this training in many languages. If you need these training materials in another language, do not be embarrassed, please pause the video now and ask for training documents in your preferred language from the Human Resources team. It is mandatory that you understand this safety training material.

There will be a short simple quiz after, so please pay close attention. If you have any difficulty, don’t worry, we can help and go through the material again with a co-worker or trainer if needed.

Nutri-Nation is committed to providing a safe, healthy workplace that promotes a high level of job satisfaction and a respectful atmosphere. It is a shared responsibility of all Nutri-Nation employees to conduct themselves in an ethical and professional manner, at all times. Nutri-Nation employees are also required to manage their time wisely and not participate in any time theft.

Nutri-Nation Functional Foods, there is zero tolerance for conduct policy abuse and Nutri-Nation reserves the right to discipline and, in certain cases, terminate the employment of any employee that engages in conduct unbecoming of Nutri-Nation standards and policies.

 

Unacceptable Actions / Behaviours

To preserve the core values and business principles that Nutri-Nation is founded upon, we have compiled a list of unacceptable behavioural actions. Unacceptable behaviours shall include, but not be limited to the following:

•    Causing physical harm to another person.

•    Unwanted or inappropriate touching.

•    Willful damage or destruction to Nutri-Nation property, or employee property.

•    Possession of a weapon while on Nutri-Nation premises.

•    Disorderly, immoral, or indecent conduct.

•    Violation of health and safety practices, policies and procedures.

•    Theft, including physical and intellectual properties.

•    Insubordination.

•    Horseplay, Dirty Jokes, Harmful Gossip

•    Dishonest, illegal or improper business activities. 

•    Job abandonment.

•    The use, possession, sale, manufacture or dispensation of any illegal drug, alcohol

•    The use of alcohol or illicit narcotics off Nutri-Nation premises that adversely affects the employee’s work performance, the safety of the employee’s own safety or the safety of others at work, or Nutri-Nation regard or reputation in the community.

•    Failure to report to management the use of any prescribed drug which may alter the employee’s ability to safely perform his/her duties.

•    Failure to meet stated goals, objectives and/or performance levels required for a position.

•        Time Clock abuse or time theft by failure to enter clock in/out times accurately or by dishonest time clock adjustment entries.

Employees are expected to perform their job duties in a manner conducive to a safe workplace, following all Nutri-Nation practices, policies and procedures.

 

Harassment / Bullying/ Discrimination

Workplace harassment can be defined as any form of offensive/abusive treatment or behaviour that creates an intimidating, hostile, or abusive work environment.

Bullying

Bullying is an act of repeated, health-harming mistreatment, verbal abuse, or conduct which is threatening, humiliating, intimidating, or sabotage that interferes with work with intent to harm another person, physically or mentally.

Harassment

•    Harassment is a form of discrimination and is against the law. Harassment is defined in the Human Rights Code as “engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”.

•    Behaviour that is hostile in nature, and/or intends to degrade an individual based on personal attributes, including age, race, nationality, disability, family status, religion, gender, sexual orientation, and/or any other Human Rights protected grounds.

•    Any threats of physical violence that endanger the health and safety of the employee.

•    Harassment may be physical, verbal, written or visual and includes use of the Internet. Harassment does not necessarily need to target a specific employee or individual. A single act or expression can constitute harassment.

 

Harassment can manifest itself in many ways. Types of behaviour which constitute harassment include, but are not limited to:

•    Jokes or hostile comments relating to physical characteristics, ancestry or age;

•    Physical or verbal teasing;

•    Display or passing around of sexist, racist or derogatory pictures, materials or graffiti;

•    Intimidation, offensive remarks, belittling and threatening behaviour;

•    Leering (suggestive staring), obscene and/or offensive gestures;

•    Inquiries or comments about a person’s sex life or sexual preferences;

•    Practical jokes which cause awkwardness or embarrassment, endanger safety or negatively affect others;

•    Derogatory nicknames; and/or

•    Physical or sexual unwelcome contact.

Discrimination

Discrimination generally refers to actions toward or practices regarding members of a group which results in them being disadvantaged. The Human Rights Code provides that every person has a right to equal treatment with respect to services, goods and facilities, without discrimination because of race, ancestry, place of origin, color, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, same-sex partnership status, family status, disability or the receipt of public assistance and/or any other Human Rights protected grounds.

Nutri-Nation will not tolerate harassment, bullying or discrimination in the workplace. All Incidents will be investigated and handled with appropriate action based on history, report details, witness details, and WorkSafeBC / labour law regulations.  Any staff member who experiences harassment, discrimination or bullying must report the activity to Human Resources. All complaints shall be taken seriously, and investigated appropriately. Staff members that submit a report or complain of harassment or bullying shall not be subject to any form of reprisal or retaliation as a result of the complaint. Each staff member has a shared duty to ensure that the workplace is harassment and bullying free.

 

Management Responsibilities

•    Promote a respectful and safe working environment;

•    Ensure employee adherence to the Standards of Conduct Policy;

•    Investigate complaints of bullying and/or harassment promptly;

•    Maintain a confidential file for complaints of harassment or bullying, investigations completed and actions taken;

•    Report the incident to police where appropriate;

•    Apply appropriate disciplinary action where appropriate.

 

Employees Responsibilities

•    Treat others with respect, and contribute to a respectful and safe work environment;

•    Report all acts of bullying to management.

 

Reporting Harassment, Discrimination or Bullying

Any Nutri-Nation employee who feels that they have been the victim of, or witnessed workplace harassment, discrimination or bullying should report the incident to their manager, or Human Resources immediately.

 

Allegations of discrimination and/or harassment will be investigated by Nutri-Nation Human Resources staff.

 

Absenteeism/Attendance

Nutri-Nation considers an employee absent if he or she does not attend work as scheduled, regardless of cause.

Departments of Nutri-Nation are advised to adapt and communicate the following policy statements (under the approval of the Human Resources department) to indicate the specific attendance needs of each business unit.

•    Each employee is responsible for notifying the front office by telephone (604-552-5549) 30 minutes before the employee’s regularly scheduled starting time for each day that the absence occurs, regardless of cause. Each employee is also responsible for reporting when he or she is likely to return to work. Absences without excuse will not be tolerated and are subject to progressive corrective action. Failure to provide required notification of any absence whatsoever may result in disciplinary action. Nutri-Nation reserves the right to terminate any employee who is absent for three (3) or more consecutive working days without notification.

•    Employees who are absent for three (3) or more consecutive working days are required to submit a note from a licensed physician or medical practitioner stating the nature of the illness and/or medical condition that led to the absence. Employee absenteeism due to a work-related illness or injury could be required to submit to a physical examination before returning to work in order to minimize liability to Nutri-Nation Functional Foods.

o   Any employee who remains absent for more than three (3) consecutive business days, without contacting the company, shall be considered as having abandoned and resigned his or her position.

o   Any employee who has been absent due to illness or injury for more than (5) days per calendar year shall have their attendance record reviewed; he or she may be required to submit a physician’s note or other medical evidence to validate additional sick days registered for that year.

•    Unacceptable attendance includes (but is not limited to) unexcused or persistent early departure during scheduled working hours, abuse of established sick leave benefits, or tardiness.

•    Unexpected early departures during scheduled working hours are considered excessive if they exceed 5 per calendar year.

•    Employees are considered tardy if they arrive later than their scheduled start time.

•    Abuse of sick days will not be tolerated. Supervisors and managers have been instructed to remain vigilant of the following sick leave patterns, particularly if the patterns are chronic and persistent:

o   Absence on weekends, Saturdays, or Sundays where the employee is scheduled to work.

o   Absences during the day before and/or the day after scheduled vacation day(s) or statutory holiday(s).

o   Absences during the day immediately following a pay day.

o   Absences where an employee calls in sick immediately after another sick day has accrued.

o   Situations where the absence(s) coincides with desirable days off.

•    Unexcused and/or unauthorized absences will result in the employee forfeiting his or her pay for the duration of the absence.

•    Exceptions to this policy include absence due to approved Maternity/Parental Leave, Jury Duty, and pre-approved attendance of professional development activities. For absence due to family or spousal bereavement, please refer to Nutri-Nation Functional Foods’s Bereavement/Funeral Leave Policies.

•    Absences approved under the provision of federal and provincial law will not be considered as an unscheduled, unapproved, or unexcused absence.

 

Time Management / Time Clock

All employees of Nutri-Nation are required to spend their time wisely while on company time. Theft of time through non-productivity shall result in disciplinary action. This includes, but is not limited to:

•    Excessive amounts of time spent socializing with other employees;

•    Time spent in frivolous pursuits on the internet or on email for non-business purposes;

•    Employees being overly distracted from their scheduled projects due to cell phone communications, etc.

•    Abusing time clock by either clocking in while still on break or similar abuse

•    Having another worker use the time clock for you. Time Clock theft.

With over 150 employees, preparing time sheet data for payroll can take an entire day. Of that day up to 6 hours is spent adjusting and correcting missed clock-ins and outs or missed break clock-ins and outs. We will no longer be chasing employees to confirm time clock entries. If you miss a clock in or clock out entry, you must write it down on the time clock correction sheet. If you cannot use the clock for any reason, such as off-site work or clock failure, you must write down your time on the correction sheet

 

The following adjustments will be made for missed time-clock punch entries:

•        Start Time Clock-in punch missed:

If you miss your clock in it will be added for you with a 30 minute time deduction.

If you clock in twice because you thought you didn’t, your first clock will be used and the second will be deleted.

 

•        Finish Time Clock-Out punch Missed:

If you miss your clock out it will be added for you with a 30 minute deduction.

If you clock out twice because you thought you didn’t, your second clock will be used and the first will be deleted.

 

•        Lunch Clock-in or Out punch Missed:

If you miss a clock entry from your lunch, you will be automatically deducted 45 minutes.

 

•        Full Day Missed:

If you are missing all clocks for a day that you have worked, we will not be checking to see if you came in or not. We will leave it as a missed work day.

 

•        Half Days:

If you worked a half day and only have two clocks then it will be left alone as only a half day worked. This is why it is important to make sure that you have all your clocks. If you miss one from your lunch and your clock out, you will be missing a half day of pay.

Lunch Breaks - Please use the time clock for all lunch breaks. There have been some people in the past who habitually do not clock in or out for lunch. It has been reported that some people are taking longer lunches. No amount of reminders has worked in the past to make this problem stop. Too much administration time is being wasted chasing people to confirm lunch break and missed in and out times.  In the future, a missed lunch time punch in or out will cause an automatic 15 minutes to be added to that lunch break. To be clear: If you fail to clock in and out properly at lunch time, without writing it down on the time clock correction list, we will deduct a long lunch break. If the finger scanner fails, ask any supervisor to verify your lunch break time to the office that same day. No one will lose any time over failed finger scans.

30 Minute Breaks every 5 hours – Employment standards in BC require that approximately every 5 hours an employee must take a 30 minute lunch break. This break has to be approximately 30 minutes in length. It cannot be a 15, 20, or 25 minute break. One FULL 30 minute break is required every 5 hours.  If you are working more than 10 hours, you must take 2 breaks. If you need to take a long lunch, you must get authorization from management prior to your shift using a Time-off Request form. Team Leaders should plan breaks to meet these standards. Inform your team leader if you are due to take your 30 minute break.

Arrive Late = No PPP Bonus - If you arrive late on a regular basis you will not be eligible for the Profit and Productivity Plan (PPP) Bonus. Production may be delayed, due to your absence, which is not acceptable.

We will be keeping a log with all missed clocks for tracking as well as keeping a log of short lunches. Employees who make ongoing time clock errors will be notified by email or by management in writing.

 

Solicitation (Selling of items or organizations)

It is Nutri-Nation’s intent to have a work environment that is free from solicitation efforts that do not relate to Nutri-Nation’s business or interest. While Nutri-Nation actively encourages staff participation in community activities and organizations outside of work, the time spent at work is more productive and pleasant when not interrupted by solicitations and distribution of materials by employees.

Employees may not solicit (sell items or push personal agendas) on work property.
Employees may not distribute any literature or other non-work related materials either on work time or in work areas, except as otherwise provided below.

 

Examples of prohibited activities by employees on Nutri-Nation properties include, but are not limited to, activities involving:

·        Raffles

·        Commercial or personal business sales

·        Multi-level marketing (ex. Diet plans, supplements, spices, make-up)

·        Investment opportunities

·        Religious or political promotion

·        Charity drives

·        Trips

·        Sports pools

·        Bake sales

·        Sales of items to raise funds for non-Nutri-Nation related organizations or entities, including schools and children’s teams.

·        Food vending.

·        Proposing and/or procuring membership in any organization

·        E-mail solicitations

·        Cosmetic or jewelry sales

 

Personal Privacy

All employees of Nutri-Nation are entitled to the rights of personal privacy.  Employees are under no obligation to reveal their age, race, religion, political alliances, ancestry, place of origin, ethnic origin, citizenship, creed, sex, sexual orientation, marital status, same-sex partnership status, family status, disability or the receipt of public assistance and/or any other Human Rights protected grounds.

In the event that an employee feels that their personal privacy is being intruded upon, Nutri-Nation encourages them to confront the person and politely ask them to cease and desist their line of questioning.  If this is not possible, and the situation is extreme in nature, then the employee should contact their manager or Human Resources to deal with the problem.

Nutri-Nation employees should refrain from making their religious, political or personal views that relate to sensitive topics public, as they are inappropriate topics of discussion for the workplace.

 

Language

English Language Only while clocked in to work. For safety reasons, all instructions, training, and communication of any kind must be done in English and ONLY English. It is also a requirement to use English only so as not to single anyone out by speaking in a language that they do not understand. All conversations and communications on the production floor, or any time while working MUST be in English. Out of respect for your co-workers, we recommend that all lunchroom and break area conversations are  also in English but this is not a requirement at this time, only a recommendation.

Inappropriate Language. Nutri-Nation strictly forbids the use of profane language on Nutri-Nation premises. 

The use of profane language may be offensive to some employees, clients, or customers, and is generally unprofessional conduct that is unacceptable in the workplace. Prohibited language includes but is not limited to: Swearing, cursing, yelling, aggressive words, disrespectful language, sexual innuendo, discrimination, physical appearance comments, mental ability remarks, or racist comments.

 

Noise

Nutri-Nation employees should avoid causing undue distractions in the workplace via excessive noise from conversations, radios or other music playing devices, computers, or video players. This includes speaking loudly in the lunch room. Other employees need to enjoy their breaks so please respect them by speaking quietly.

Excessive noise may create an unwanted distraction that could detract from the quality of work completed by other employees, and from their overall workplace experience.

 

Distractions

Nutri-Nation employees should respect the work-schedules of others when engaging them in conversation, or providing any type of distraction that may remove their focus from work.  Remember that your discussion may distract others in the surrounding area as well.

Nutri-Nation asks that you limit personal conversations to scheduled break times, or either before or after regular work hours.

 

Cell Phones

Only employees that have permission from Senior Management are directed to utilize their personal or company-supplied cellular phones for business purposes only during regular business hours.

Cellular phones are a distraction in the workplace. To ensure the effectiveness of meetings, employees are asked to leave cell phones in their personal locker. In the event of an emergency or anticipated emergency that requires immediate attention, the cell phone may be carried to the meeting on silent or vibrate mode with the permission of Senior Management.

Employees are directed to avoid making or receiving personal calls during work time, and use personal cellular phones only during scheduled breaks or lunch periods in non-working areas. Personal calls should be made during non-work time, and employees should ensure that their friends and family members are instructed of this policy.

Employees are strictly prohibited from using cellular phones for any other available purpose (e.g. internet access, gaming, texting, music) during business hours. These functions may be used during scheduled breaks or lunch periods in non-working areas.

Employees are strictly prohibited from using any cellular phone or similar device as an unauthorized media storage device for the storage or transportation of business information.

For privacy reasons, employees are prohibited from taking photographs of company facilities or personnel using any camera functions on their cellular phone without first obtaining express written permission from the company.

 

Computers, E-mail and Internet.

Please note that all computer, email, and internet usage may be monitored and logged by network admin and management.

Company owned computers and e-mail may be used to conduct business on behalf of the employer and must be used responsibly, ethically, and cost-effectively; therefore, the following policy statements must be adhered to at all times:

·        Employees that use computers and correspond via e-mail for business purposes are expected to maintain their professionalism at all times.

·        Personal use of company-owned computers is prohibited unless it has been approved by management.

·        No company owned computers or e-mail addresses, intended for business use, may be used to conduct illegal transactions, harassment, or any other unacceptable behaviour, as defined in Nutri-Nation Functional Foods’s anti-harassment policies.

Employees may use the internet only to complete their job duties.  Permissible, acceptable, and appropriate internet-related work activities include:

•        Researching, accumulating, and disseminating any information related to the accomplishment of the user's assigned responsibilities, during working hours or overtime.

•        Collaborating and communicating with other employees, business partners, and customers, according to the individual's assigned job duties and responsibilities.

•        Conducting professional development activities (e.g. news groups, chat sessions, discussion groups, posting to bulletin boards, web seminars, etc.) as they relate to meeting the user's job requirements.

Inappropriate and unacceptable internet use includes, but is not limited to:

•        Usage for illegal purposes, such as theft, fraud, slander, libel, defamation of character, harassment (sexual and non-sexual), stalking, identity theft, online gambling, spreading viruses, spamming, impersonation, intimidation, and plagiarism/copyright infringement.

•        Any usage that conflicts with company policies (e.g. bandwidth limitations, network storage, etc.) and/or any usage that conflicts with company mission, goals, and reputation.

•        Downloading unreasonably large files that may hinder network performance. All users will use the internet in such a way that they do not interfere with others' usage.

•        Accessing, downloading, or printing any content that violates company existing policies, e.g. pornography.

•        Engaging in any other activity which would in any way bring discredit, disrepute, or litigation to Nutri-Nation.

•        Engaging in personal online commercial activities, including offering services or products for sale or soliciting services or products from online providers.

•        Engaging in any activity that could compromise the security of Poor Richard's Distributing Corp. host servers or computers. Any and all passwords may not be disclosed to, or shared with, other users.

•        Allowing unauthorized or third parties to access Nutri-Nation's network and resources.

 

Social Networking Sites and Blogs

The use of social networking sites, e.g. Facebook, My Space, Twitter, etc. and personal Blogs / Twitter have been deemed an unacceptable use of company internet.  The use of these sites during breaks is permitted using personal internet.

 

Cleanliness

Nutri-Nation employees are expected to maintain a clean workplace by cleaning up after themselves whenever possible, including at their desk or workstation, and in any kitchen areas as well.

 

Disciplinary Action

If the findings of an investigation indicate that a violation of the Standards of Professional Conduct Policy has occurred, immediate and appropriate corrective and/or disciplinary action, up to and including dismissal, shall be administered. Corrective actions shall be proportional to the seriousness or repetitiveness of the offense (an oral or written warning, training or counselling, monitoring the harasser, suspension, or dismissal may all be appropriate).

 

1.     All Nutri-Nation Functional Foods employees must follow all company health and safety rules, safe work procedures and safety policies at all times. No exceptions.

2.     Failure to follow company health and safety rules, safe work procedures and safety policies and any violation of these rules, procedures and policies will result in the following disciplinary action.:

 

a.     First Offence: Will result in a verbal discipline which still must be logged in the employee’s personal file. Verbal discipline recorded on HRR 042 Notice of Conduct or performance. Retraining will be done if required.

 

b.     Second Offence: Will result in a written discipline signed and issued by senior management. This letter, HRR 008 Written Warning, will be put into your employment file. May result in suspension of employee’s PPP Bonus.

 

c.      Third Offence: Will result in a second written discipline signed and issued by a member of the Disciplinary Committee. This letter, HRR 008 Written Warning, will be put into your employment file. May result in suspension of employee’s PPP Bonus, job duties and pay, up to (30) days.

 

d.     Fourth Offence: Will result in a final written discipline signed and issued by a member of the Disciplinary Committee. Will result in immediate termination from employment.

 

The level of disciplinary action to be taken by Nutri-Nation Functional Foods can be decided depending on the seriousness of the safety infraction.

Intent

Nutri-Nation Functional Foods Inc. (“Nutri-Nation”) is dedicated to providing its employees with a safe work environment as well as providing safe food to its customers. This agreement between Nutri-Nation and its employees is in place to create awareness and to prevent the transmission of diseases through food and other communicable diseases.

 

Definitions

Food borne illnesses include, but a not limited to, illnesses due to Norovirus, Salmonella Typhi, Shigella spp., or Shiga toxin-producing Escherichia coli (STEC), nontyphoidal Salmonella or Hepatitis A Virus.

Communicable diseases include illness caused by an infectious agent or its toxic product that can be transmitted in a workplace from person to person. Examples of communicable diseases that may circulate in a workplace include COVID-19, norovirus, and seasonal influenza.

 

Responsibilities

All employees must notify Human Resources if they experience any conditions mentioned in this agreement. Employees are required to stay at home if they are confirmed to be carriers of infectious diseases mentioned below. This agreement includes future symptoms, diagnosis or exposure to the illnesses mentioned.

Human Resources will assess the situation, with consultation from the Health and Safety Manager and Director of Operations and take the necessary steps to preclude the transmission of foodborne illness and/or communicable diseases. Steps may include restrictions to work tasks/ area of work or exclusion from the workplace until cleared by a public health official.

 

Acknowledgement and Agreement

I AGREE TO REPORT TO HUMAN RESOURCES, BY PHONING IN TO THE OFFICE, IF I EXPERIENCE ANY OF THE FOLLOWING:

§  Existing symptoms

Any onset of the following symptoms, either while at work or outside of work, including the date of onset:

1.     Diarrhea with abdominal pain and fever (as a result of consuming contaminated food)

2.     Vomiting

3.     Jaundice

4.     Sore throat/ Fever/Headaches/Chills/Difficulty breathing/Body pains

5.     Infected cuts or wounds, or lesions containing pus on the hand, wrist , an exposed body part, or other body part and the cuts, wounds, or lesions are not properly covered (such as boils and infected wounds, however small).

6.     Common symptoms of future outbreaks, epidemic or pandemic.

§  Future Medical Diagnosis:

Whenever diagnosed as being ill with Norovirus, typhoid fever (Salmonella Typhi), shigellosis (Shigella spp. infection), Escherichia coli O157:H7 or other STEC infection, nontyphoidal Salmonella, hepatitis A (hepatitis A virus infection), COVID-19 or seasonal flu. As well as confirmed diagnosis of any future outbreaks, epidemic or pandemic.

 

§  Future Exposures to Pathogens:

1.     Exposure to or suspicion of causing any confirmed disease outbreak of Norovirus, typhoid fever, shigellosis, E. coli O157:H7 or other STEC infection, or hepatitis A.

2.     A household member diagnosed with Norovirus, typhoid fever, shigellosis, illness due to STEC, or hepatitis A.

3.     A household member attending or working in a setting experiencing a confirmed disease outbreak of Norovirus, typhoid fever, shigellosis, E. coli O157:H7 or other STEC infection, or hepatitis A.

4.     Including exposure to any future outbreaks, epidemic or pandemic.

*If you have concerns about your health or would like to seek medical advice, reach out to your healthcare provider or call the HealthLinkBC helpline 811.

 

I have read (or had explained to me) and understand the requirements concerning my responsibilities under this agreement to comply with:

1.     Reporting to Human Resources the requirements specified above involving symptoms, diagnoses, and exposure specified;

2.     Work restrictions or exclusions that are imposed upon me; and

3.     Good hygienic practices.

 

Nutri-Nation has implemented health and safety procedures at the workplace to ensure a safe work environment for all employees. When it comes to health and safety everyone in the workplace has distinct responsibilities. This document outlines the rights and responsibilities of workers, team leaders/supervisors and Management.

 

Workers

Everyone has the right to a safe workplace — and a responsibility to help make it happen.

Rights

·         The right to know about hazards in the workplace

·         The right to participate in health and safety activities in the workplace

·         The right to refuse unsafe work without getting punished or fired

 

Responsibilities

·         Learn, follow and comply with all company safe work procedures, safe operating procedures and policies;

·         Comply with OHS Regulation, Workers Compensation Act and Environment Canada;

·         Report any unsafe conditions to their Supervisor/ Team Leader immediately;

·         Participate and make recommendations in correcting unsafe conditions and the overall health and safety program;

·         Co-operate with joint occupational health and safety committees, worker health and safety representatives, WorkSafeBC prevention officers, and anybody with health and safety duties.

·         Ensure personal protective equipment is properly used where required; and

·         Report any injury to the First Aid Department and/or their Supervisor immediately.

·         Get treatment quickly should an injury happen on the job and tell the health care provider that the injury is work related. Follow the treatment advice of health care providers.

·         Return to work safely after an injury by modifying your duties and not immediately starting with your full, regular responsibilities.

·         Never work while impaired by alcohol, drugs, or other causes (including fatigue).

 

Safety questions

One of a worker’s rights is the right to information. As a worker, you have to ask questions to get the health and safety information to ensure your safety on the job.

 

Questions to ask before starting a new job

·         Does the job involve any hazards, like working with chemicals, hot grease, high noise levels, or heavy equipment? If so, will I be trained in what to do to prevent injuries?

·         Is there any safety gear that I’m expected to wear? If so, who provides it?

·         What specific health and safety orientation will I get before starting work, and who’s responsible for supervising me?

·         What are my workplace health and safety responsibilities, and who do I go to with safety concerns?

·         If I’m hurt at work, what’s the procedure? Who’s the first aid person?

 

Sample questions to ask your employer or supervisor

·         I’m not confident doing this. Can you show me how?

·         There’s a lot to remember with the equipment. Can you please go over it again?

·         I think I’ve got the hang of this, but can you watch to make sure I’m doing everything right?

 

Team Leaders/Supervisors

A supervisor is a person who instructs, directs, and controls workers in the performance of their duties — even if they don't have the title of supervisor.

 

Rights

As a team leader/supervisor, you have the same rights as all workers:

·         The right to know about hazards in the workplace

·         The right to participate in health and safety activities in the workplace

·         The right to refuse unsafe work without getting punished or fired.

 

Responsibilities

·         Ensure that all new employees receive a safety orientation when they start employment with Nutri-Nation Functional Foods;

·         Know the requirements that apply to the work under your supervision and make sure those requirements are met.

·         Ensure compliance by all employees and outside contractors under their supervision with the company’s safe work procedures, safe operating procedures and policies;

·         Ensure all employees under your supervision are aware of all known hazards.

·         Ensure that all employees under their supervision are adequately trained and are properly instructed in the safe performance of their tasks;

·         Ensure workers under your supervision have the appropriate personal protective equipment, which is being used properly, regularly inspected, and maintained.

·         Conduct regular departmental safety inspections of their areas including both equipment and work practices;

·         Investigate all accidents and/or incidents involving their employees and complete the Nutri-Nation Functional Foods Accident Investigation Report (WorkSafeBC Form 7) – taking whatever corrective action is necessary to prevent future similar accidents; and investigate and correct any alleged unsafe conditions in their area and ensure that proper follow-up action is taken.

 

Senior Management

 

Rights

Employers have the right to expect workers to:

·         Pay attention during health and safety training.

·         Remember their training, and follow health and safety principles at all times.

·         Report any perceived hazards in the workplace.

·         Wear their personal protective equipment at all times.

·         Inform them about any physical or mental conditions that may impair their ability to perform their jobs safely.

 

Responsibilities
Employers have the responsibility to:

·         Provide a safe and healthy workplace;

·         Develop, initiate and maintain a comprehensive Occupational Health and Safety Program;

·         Ensure all employees are adequately trained and educated in all company safe work procedures, safe operating procedures and policies. Keep written records of training (who, what, when).

·         Appoint company Joint Health and Safety Committee members;

·         Ensure that regular safety inspections are conducted and appropriate follow up action is taken as necessary to correct all unsafe conditions;

·         Support supervisors, safety coordinators, and workers in their health and safety activities.

·         Ensure accident/incident investigations are conducted immediately and appropriate follow up action is taken as necessary to correct all unsafe conditions;

·         Take action immediately when a worker or supervisor tells you about a potentially hazardous situation.

·         Ensure that regular management and safety meetings are held;

·         Provide personal protective equipment and conduct training in the use and maintenance of such equipment;

·         Maintain safety records, documents and statistics;

·         Provide adequate first aid facilities and services.

·         Report serious incidents to WorkSafeBC.

 

Responsibility for training and supervision
One of the most important responsibilities of an employer is to ensure that workers are adequately trained in safe work procedures and properly supervised when carrying out their duties.

In the workplace, worker training is usually carried out by the supervisor. However, the employer has the legal responsibility to ensure that every worker receives adequate training. The employer must follow up to see that the supervisor is carrying out all required training.

·         Don’t assume workers know how to work safely without training.

·         Make sure everyone knows and uses proper safe work procedures.

·         Don’t allow workers to improvise their own techniques.

·         Don’t allow shortcuts, carelessness, or recklessness.

·         Ensure workers aren’t intimidated or confused by new equipment or procedures.

“It-won’t-happen-to-me” attitudes can get in the way of safety. Work with supervisors to help foster positive worker attitudes about safety.

Due diligence means taking all reasonable care to protect the well-being of employees or co-workers. To meet the standard of due diligence, you must take all precautions that are reasonable so that you can carry out your work and your health and safety responsibilities. This is the standard of care required to comply with the Occupational Health and Safety Regulation.

Nutri-Nation requires all employees to handle any and all sensitive business information including recipes, operational practices, secret ingredients, client information, supplier information, pricing information, salary information, or any other confidential information related to the operation of Nutri-Nation business gained through the course of their regular job duties in a confidential and appropriate manner. 

Employees agree that if confidential information is not effectively protected, the operations and reputation of Nutri-Nation and the job security of the employees may be threatened.

In working for Nutri-Nation, employees shall not divulge, disclose, provide or disseminate Confidential Information to any third party not employed by Nutri-Nation or employee not authorized access to the information at any time, unless Nutri-Nation gives written authorization. Furthermore, Confidential Information shall not be used for any purpose other than its reasonable use in the normal performance of employment duties for Nutri-Nation. Reasonable efforts will be made to limit access to confidential information to only those who need to know the information.