General Company Rules
- Appropriate Personal Protective Equipment must be worn at all times as required.
- Sexual harassment is strictly prohibited.
- No walk-mans, disc-mans or other entertainment devices requiring head phones allowed on site or during working hours.
- All employees/workers will perform their work using safe work practices and job procedures in accordance with your supervisor’s direction.
- No person shall create an unsafe condition that could result in an accident. Further, workers must report all unsafe acts and/or unsafe conditions.
- No worker is authorized to remove safety guards or protective devices off any equipment, regardless of ownership. Proper training need to be conducted prior to the use of any power tool.
- All tools and equipment must be in good condition, with all safety devices operational. All electrical hand tools shall be grounded or double insulated.
- Explosive/powder-actuated tools shall only be used by persons who have received instructions in proper and safe use.
- Compressed gas cylinders shall be secured in an upright position.
- All injuries and incidents, including near misses, no matter how minor must be reported to the CCD office, either directly or through a site supervisor. Any person leaving the site due to illness or injury must report to the area supervisor.
- All job site workers must know and follow the Workplace Health and Safety Regulations.
- Individuals working alone can be considered prime contractors and are then required to hold emergency first aid certificate. For work groups 2 or more one person must carry the certificate.
- Clothing must be appropriate to duties being performed. Long pants, a shirt and correct work shoes are the minimum requirements. No tank tops or tennis shoes.
- Running is not permitted anywhere except in the case of extreme emergency.
- Hand tools shall not be used for any purpose other than that intended. All damaged or worn parts shall be promptly repaired or replaced.
- Horseplay, fighting, gambling, and the possession or use of firearms, ammunition, alcoholic beverages, and illegal drugs are prohibited.
- No urinating or defecating on site except in appropriate facilities if available.
- CCD has zero tolerance for violence of any sort on any work site. Any occurrences must be reported immediately to your Supervisor and HSE Manager and are also advised to consult a Health Professional.
NON COMPLIANCE OF THESE RULES IS GROUNDS FOR DISMISSAL
Employee Rights and Responsibilities Policy
It is the worker’s responsibility to follow all safe work practices as explained by their supervisor or manager, and to remain aware of their surroundings so as to remain vigilant about the hazards that exist. Horizontal directional drilling contains many hazards that can cause serious injury to workers that do not remain alert and aware of their surroundings.
It is the worker’s responsibility to ask for clarification of any aspect of the training they do not understand. While every effort will be made to adequately train and prepare workers to safely perform their jobs, supervisors and managers cannot read minds. If you have a question or need more training, do ask the supervisors or managers. No employee will ever be penalized for seeking explanation of that which they do not understand.
It is the workers responsibility to work safely. No job is so urgent, or important, that it is worth risking the health of our personnel or risking damage to equipment.
Housekeeping is everyone’s responsibility. All worksites are to be kept clean and free from materials or equipment that could cause workers to slip or trip. Anything that we haul in to a site we need to haul out.
It is the worker’s right to refuse work they reasonably feel is unsafe. Objections should be first raised with supervisors, then the health & safety coordinator.
Drugs and Alcohol Policy
CCD Energy Services is committed to providing a safe and healthy working environment. Our approach to alcohol and drugs is to eliminate problems or incidents that affect people, production, equipment and the work process. We ask for the active participation of everyone involved. Drugs and alcohol tests are mandatory for pre-employment, reasonable suspicion, return-to-duty, site access, and follow up. All workers and contractors must comply with CCD Energy Services rules and procedures.
- To support our responsibility for and commitment toward our team members to ensure a safe and healthy workplace.
- To outline the company’s expectations and requirements for creating and maintaining an alcohol and drug free work environment, and for dealing with substance abuse in the workplace.
- To provide an opportunity to team members with a substance use problem to get well rather that provide grounds for the employer to terminate such a team member’s employment.
This policy applies, at the workplace, to all team members of CCD Energy Services and also includes visitors and subcontractors inside and outside of normal scheduled working hours.
- All individuals working at CCD Energy Services are expected to report fit for duty for scheduled work and be able to perform assigned duties safely and acceptably without any limitations due to the use or after-effects of alcohol, illicit drugs, non-prescription drugs, or prescribed medications or any other substance.
- Off the job and on the job involvements with alcohol or drugs can have adverse effects upon the workplace, the integrity of our work product, the safety of other team members, the well being of our team member’s families, and the ability to accomplish the goal of an alcohol and drug free work environment. As such, the Company wants to impress upon all team members that it has zero tolerance for team members who arrive at work under the influence of alcohol or drugs, and/or whose ability to work is impaired in any way by reason of the consumption of alcohol or drugs, or who consume alcohol or drugs on Company property.
- The Company strictly prohibits the use of, unlawful manufacture of, sale, purchase, offer to purchase or sell, transfer, distribution, consumption, or possession of drugs or alcohol on company property. To this end, the Company reserves the right to conduct searches for drugs or alcohol, including, but not limited to, searches of bags, back pack, packages, etc. which are on Company property or in a Company facility. Any drugs or alcohol found as a result of such a search will be confiscated and the occupant or user of the object searched will be subject to disciplinary action, up to and including termination of employment.
Roles & Responsibilities:
It is the responsibility of all supervisors to identify a situation in which they have concerns about an individual’s immediate ability to perform their job, and take appropriate steps. Where necessary, they will remove any team member who is suspected of violating the provisions of this policy from company premises, pending investigation and a decision on appropriate consequences including potential disciplinary action.
- If an employee, visitor or contractor arrives at the workplace (on company property), and you have reasonable cause to suspect that the team member, visitor or contractor is under the influence of drugs or alcohol, the supervisor shall immediately remove him/her from the work environment and take them to a safe location.
- Unexpected circumstances can arise when an off-duty employee is requested to work. It is the employee’s responsibility to refuse the request and ask that the request be directed to another person if the employee is unfit due to the influence of alcohol or other drugs.
- Employees who are prescribed medication are expected to consult with their personal physician or pharmacist to determine if medication use will have any potential negative effect on job performance. They are required to report to their leader/supervisor/manager if there is any potential risk, limitation or restriction for whatever reason that may require modification of duties or temporary reassignment, and provide appropriate medical verification on restrictions in performance of duties.
- If an employee or contractor believes an individual holding a more senior position is in violation of this policy, they are encouraged to get a second opinion where possible. They are also expected to notify their leader, supervisor, or manager.
- The use of or possession of alcohol and illegal drugs on the work site is strictly prohibited.
- The use, purchase, or distribution of intoxicants or drugs while on duty, while on company or customer property, or while using company equipment is prohibited.
The disciplinary procedure will follow a three step progression:
- Warning with written documentation
- Warning of 1 week suspension with written documentation
- Termination with written documentation
Management of Change Policy
The purpose of the Management of Change Policy is to manage changes in a rational and predictable manner so that all personnel can plan accordingly. Changes require serious forethought, careful monitoring, and follow-up evaluation to reduce negative impact to the work and to increase the value of CCD Energy Services. The purpose of this policy is not to frustrate change or to question the rationale of changes. Rather, it is to make sure that changes have their intended impact while avoiding unintended consequences.
Work arising from temporary and permanent changes to organization, personnel, systems, processes, procedures, equipment, products, materials or substances, and laws and regulations cannot proceed unless a Management of Change process is completed, where applicable, to include:
- A risk assessment conducted by all impacted by the change
- Development of a work plan that clearly specifies the timescale for the change and any control measures to be implemented regarding:
- Equipment, facilities and process
- Operations, maintenance, inspection procedures
- Careful analysis of cost, scope and critical procedure
- Training, personnel and communication
- Authorization of the work plan by the responsible person(s) through completion
Noise Control and Hearing Conservation Policy
- The CCD shall adopt a criterion level of 85 dBA (decibel A scale - a measurement of sound pressure that has been modified to take into account that the ear is not equally sensitive to all frequencies of sound) and an exchange rate of 3 dBA for occupational exposure protection against workplace noise.
- Workplace noise levels shall be minimized by design, engineering controls at the source, and/or by documented administrative controls.
- Sound level surveys shall be arranged by the workplace supervisor in consultation with Environmental Health and Safety. Survey data shall be retained indefinitely.
- A hearing conservation area shall be defined where, despite noise reduction initiatives, the eight-hour TWA (Time Weighted Average, a measure of the total noise exposure over a specified period of time) exceeds 85 dBA.
- The workplace supervisor shall identify and post hearing conservation areas. (A sign reading HEARING PROTECTION REQUIRED IN THIS AREA would satisfy this requirement). The use of appropriate hearing protection shall be compulsory in a designated hearing conservation area.
- Employees who work in designated hearing conservation areas shall enroll themselves in an audiometric testing program coordinated by Occupational Health Services.
- Appropriate hearing protection and instruction about its proper fit, care, use, and limitations shall be provided to employees by the workplace supervisor.
- To summarize workplace noise regulations and to outline the CCD’s hearing conservation program initiatives and noise reduction/control strategies.
- Where a worker is exposed to a sound level of ninety decibels or greater,
• measures shall be taken to reduce the sound level below ninety decibels and
• where such measures are not practicable,
• the person shall wear hearing protection
- Clearly visible warning signs shall be posted at the approaches to an area where the sound level is more than ninety decibels
- The warning signs referred to in subsection (3) shall state,
• the hearing protection must be worn when the daily exposure is more than that permitted for the particular sound level.
Hearing loss is one of the most prevalent health problems because noise is ubiquitous. Once hearing damage is done, it cannot be restored. Commitment to hearing conservation is very much a lifestyle choice just like cardiovascular fitness. Intellectual understanding about the concern must translate into personal responsibility and actions for personal protection both on the job and off.
In general, sound levels in the range 0-85 dBA are quite safe; hearing risk is associated with unprotected exposure to sound levels in the range 90-110 dBA; sound levels greater than 115 dBA can be immediately harmful without protection.
The decibel levels of some common noise sources are summarized:
|Breathing|| 10 dBA
|30 to 60 dBA
|Rush hour traffic
The decibel levels of CCD’s equipment noise sources are summarized:
|JT1720 Drill (Operator’s seat)||83 to 85 dBA|
|JT7020 Mach 1 Drill (Operator’s compartment)||93 to 98 dBA|
|Air compressor truck (outside the truck)||95 to 98 dBA|
|Air compressor truck (inside the truck)||95 to 100 dBA|
Sound Level TLVs for Unprotected Occupational Exposure
Duration of Exposure (hours)
Sound Level (dBA)
These ACGIH - recommended TLVs (threshold limit value, refers to sound pressure levels and durations of exposure that represent conditions under which it is believed that nearly all workers may be repeatedly exposed day after day without adverse health effects on their ability to hear and understand normal speech) for sound pressure levels represent conditions under which it is believed that nearly all workers may be repeatedly exposed without adverse effect on their ability to hear and understand normal speech. The values should be used as guides in the control of noise exposure and, due to individual susceptibility, should not be regarded as fine lines between safe and dangerous levels. A hearing conservation program is necessary when employees are exposed to noise at or above the TLV levels.
Hearing Conservation Programs
Hearing conservation programs generally consist of five elements;
1. Workplace sound level surveys
- The noise hazard must first be identified and quantified. Measurements are done with a sound level meter to identify locations of concern and those personnel at risk. Risk is proportional to sound pressure amplitude and duration. If the preliminary survey indicates a TWA over 85 dBA, noise dosimetry (i.e. measurement of Leq - average equivalent noise level; an average level of noise calculated from measurements of noise that varies over time) in the workplace may be warranted. Consult Environmental Health and Safety for advice and assistance.
2. Medical surveillance
- All employees exposed to TWA noise levels over 88 dBA should participate in an annual audiometric testing program. Pre-placement testing is mandatory.
3. Noise exposure reduction efforts
- Noise exposure reduction efforts are usually incremental over time. Noise sources are prioritized with the loudest and most intense usually being addressed first. Can the noise source be eliminated? New equipment should include noise insulation and/or “not to exceed” specifications for noise pollution; engineered controls (e.g. insulated enclosures) can be applied to a source that cannot be replaced; noise sources might be physically isolated from employee occupied areas; administrative controls can restrict the numbers of employees exposed and the durations of exposures. Employees can be provided hearing protection that meets CSA standards.
4. Employee awareness via health protection information, training, and posted warnings
- Employees should be informed about the health effects of noise exposure, exposure limits for hearing conservation, and about the proper selection, fit, care, use and limitations of hearing protectors. Warning signs are posted in the workplace and on equipment as necessary to maintain awareness.
5. Hearing protectors
- Hearing protection devices can be divided into three categories; earplugs (inserted in the external ear canal), semi-aural devices (hearing bands held against the ear canal by a headband), and earmuffs (which fit over the ears). Hearing protectors are rated according to CSA Standard Z94.2 as Class A, Class B, or Class C protection based on attenuation values as follows:
Maximum Equivalent Noise Level (Leq)
Recommended Hearing Protector
||dBA||No protection required|
|85 - 89
|89 - 95
|95 - 105
|105 - 110
||dBA||Class A plug + Class A or Class B muff|
|Class A plug + Class A or Class B muff and limited exposure|
Few employees should have exposure levels above 95 dBA, so rarely should Class A hearing protection be required. More hearing protection is not necessarily better hearing protection because of hindrances to effective communication and general workplace sound (safety) awareness. Before selecting a particular type of hearing protector, ensure that other personal protective equipment such as eyewear, headwear, or a respirator does not interfere with the protective seal at the ear. In general, reusable earplugs should be replaced every six months, (or when they lose their elasticity and overall shape) and earmuff cushions should be replaced at least every year. Contact Environmental Health and Safety for further sound advice.