1. Welcome to the PWM SECURITY GUARD ORIENTATION

2. PWM Welcomes You To Our Basic Introduction Training Orientation Program
This presentation serves as a core training component for existing staff. As such it is offered free of charge and is not considered a paid training session!

3. Orientation tests
The orientation module consists of this slide show, followed by an online test.
The pass mark for the test is 80%.
Please feel free to take notes during the presentation. All marks will be automatically recorded at our remote server.

4. Company Overview

5. The PWM Management Team
Paul McDougall – President
Bob Chapman – Vice President
Rhona Aitken-Steel – Edmonton Branch Manager
Penny Heilman – Medicine Hat Branch Manager
Bob Francis – Administration
Ramon Plante - Operations Manager
Ron Stewart –Account Manager
Susan Spence –Account Manager
Marguerite Corliss- Human Resources/Scheduling
Mike McKeown – CCTV / IT
Brian Phaneuf – Corporate Training Officer

6. PWM is a Customer Service Provider
PWM is first and foremost a customer service company whose product is security. You, as an employee, are seen to be a representative of PWM at all times to our clients.
As a result, your best efforts will have a positive effect upon your own reputation and that of PWM. On the other hand, any shortcomings will have a negative effect on your reputation and that of PWM.
Remember that negative interactions linger in the customer’s mind much longer than positive experiences. It’s not fair but it is reality!

7. Customer Service Our clients deserve a security guard: Who
a) reports to work on time, b) is in a full and well
maintained uniform, c) acts professionally at all times.

8. What is a Security Guard at PWM expected to do?
The Guard who accepts shifts will be expected to fulfill those shifts to the best of their ability at all times.
 If a guard is going to be absent from a scheduled shift the guard must inform the office not later than six hours prior to the commencement of the shift. Guards failing to do so will be considered a no show and will be subject to discipline as laid out in the employee handbook.
 A guard will be punctual. If a guard is going to be late they must call the Supervisor as soon as possible to advise them of their tardiness and their approximate arrival time.

9. What is a Security Guard at PWM expected to do?
The guard will wear the complete PWM uniform while working. If travelling to or from work in uniform on public transit, a guard will always wear the complete uniform.
 The guard will always be familiar with the Post Orders for the site to which they are assigned and will follow them at all times.
The guard will always be safety conscious. They will report any unsafe act or condition to the Supervisor on duty.
 They will report any workplace injury promptly to the Mobile and complete any required WCB forms as may be required within 24 hours.

10. What is a Security Guard at PWM expected to do?
The guard will always check in and out from the work site by radioing the Mobile Supervisor on duty.  For those working alone they will ensure hourly check-ins with the Mobile Supervisor.
Where required, as determined by PWM, the guard will wear the required Personal Protective Equipment (PPE) equipment at all times.
 The guard will always complete a full and complete Security Report for all shifts worked. They will submit such reports along with their time sheet no later than 15:30 on a Monday, or Tuesday before 15:30 if Monday is a holiday, prior to a Friday pay day. The guard will complete a separate time sheet for each pay period.

11. What is a Security Guard at PWM expected to do?
The guard will remember that they represent PWM and the client while they are working so they will always conduct themselves in a calm, professional manner.
The guard will always comply with all policies contained in the Security Guard Policy Manual.

12. We are what we wear The PWM Uniforms

13. Uniforms
The Company provides a uniform and most of the site required equipment.
When you leave the Company, all uniforms and equipment are to be returned, dry cleaned and in good condition. The deposit will be returned to you less dry cleaning fees and cost retrieval for missing parts
The company has two distinctive uniforms.
One is worn by our “Entry Level Guard” and is primarily Tan and Black. There is a $200 deposit for this uniform.
One uniform is Black and is worn by the PWM “Elite Team” Guards. A $350 deposit is required.

14. Uniforms All equipment given to you must be returned.
No personal clothing may be worn over your uniform while on duty.
You must wear complete uniform AT ALL TIMES
You must wear your uniform complete not just your “sweater” or your “jacket”.
No non-uniform baseball caps, toques or other items shall be worn, EXCEPT religious headgear which must be black in colour

15. Uniforms
Clean black shoes or boots with black laces. The guard must also wear black socks as part of their uniform.
The guard must also wear black pants and the company issued black tie.
Cosmetics must be kept to a minimum and be of a natural appearance. Bright makeup, lipstick or eye shadow is not allowed. PWM reserves the sole right to determine what level of makeup is appropriate and permitted.
Security guards are to be clean shaven for all shifts. Fully grown moustaches and beards are permitted provided that they are neat and trimmed.

16. Uniforms
A security guard’s hair must be neat and tidy at all times and worn in such a way so as not to impede their work. Long hair must be tied back.
No jewelry other than a ring or wedding band set and a wristwatch are to be worn while on duty, unless required to conform with religious requirements. Necklaces and bracelets (except medical information bracelets or necklaces), earrings and visible body piercing items are NOT permitted. (You may wear studs in your ears)
Once again, your appearance represents who you are which in turn represents PWM. We must be seen to be professional at all times.

17. PWM Company Rules
You are in the service industry and our product is Security
The client depends on YOU being there
PWM depends on YOU being there
The client trusts us to deliver security when they want and how they want
If they don’t trust us we lose the contract and YOU lose work

18. Sick Time
It is understood that employees get sick or have family emergencies from time to time.
In order for us to ensure our service to the client be seamless, it is imperative that you call in at least 6 hours prior to the beginning of a scheduled shift in order that a replacement may be found.

19. ATTENDANCE
Sick Time
All sick days are unpaid as you are an hourly paid employee.
All sick leaves require a doctor’s
note.

20. Time off request
If you require time off you must come into the office and fill in a “time off request form”.
If you are going to be away from the company for longer than a week you must apply for a “leave of absence”, which may or may not be granted.
If you leave the Province or Country you will be required to resign and turn in your uniform. You may be re-hired upon your return.

21. Time off request
If you are out of contact with the office for more than 30 days in-a-row you will have been deemed to have abandoned your job and will be terminated by the company.
Under the labour code you are entitled to the following vacation time off, based on time served:
no time off
1 year to 2 years 1 week
2 years to five years 2 weeks
5 years weeks

22. HOW TO ACT No eating or drinking while on duty except on breaks
Stand erect at all times
Don’t touch client’s property
No watching T.V. or playing video games
During any shift, employees are expected to remain alert to their surroundings at all times. Any employee caught sleeping on duty will not be paid for the shift and will be subject to immediate disciplinary action ranging from suspension to termination depending upon the circumstances

23. Dealing with the Public
Always be polite and helpful
Be firm
Don’t lose your temper even if you feel provoked
You are a representative of yourself, PWM and the client- act accordingly

24. Communications Call the Supervisor at 403-237-6899
You must check in and out at the start & end of your shift with Supervisor
If there are problems you must inform the Supervisor
If you are going to be absent or late call the Supervisor
If you are injured on site you MUST call the Supervisor
Call the Supervisor at

25. Smoking Policy
In keeping with PWM’s dedication to a healthy and productive work environment, it is forbidden to smoke any tobacco or narcotic product in any PWM vehicle or Client site at any time.
When on an authorized break, employees must step off premises, out of the view of the public to smoke and must extinguish and dispose of cigarette butts in a responsible manner.
Breaches of this policy will result in immediate disciplinary action.

26. Gratuities
All employees of PWM Loss Prevention Inc are prohibited from accepting gratuities from clients, vendors, suppliers or service agencies. Gratuities include money, gifts, trips, samples, draw tickets, lodgings, discounts or similar compensations.
Employees MAY NOT under any circumstances request discounts or free merchandise from Clients, customers or tenants.

27. Work Schedule
Due to the nature of the security industry it is not always possible to schedule individuals for the same time and site from week to week.
Every effort will be made to develop a consistent schedule and to accommodate any special needs but no guarantees can be made.
All employees are expected to be flexible in work locations and times.
IF YOU ACCEPT A SHIFT YOU MUST TAKE THE SHIFT

28. Phone Policy
Cell phones issued to you by PWM or the client are for business use only.
When you carry a personal cell phone on the job you must:
Only use it to communicate with PWM or Emergency services.
Keep it in your pocket on vibrate.
Do not answer or use while on duty.
Only use while on designated breaks and out of client and public view.
Do not talk, text, , listen to music or play games.

29. Use of Handcuffs and Batons
Handcuffs and Batons are not permitted to be worn or used unless the employee has been through a PWM approved course.
You must have permission from PWM to carry handcuffs or Batons.

30. Conducting Proper Patrols
The PWM Way

31. Deportment
Guards will stand erect while on shift, unless designated seating is provided either by the client or PWM. Leaning against a wall, leaning over a counter or slouching is not permitted.
Guards must never be seen with their hands in their pockets.

32. Patrolling
Every occurrence and anomaly must be recorded on the Security Report
Frequency of patrols are set down in the Post Orders
Vary the patrol pattern
Vary the patrol start times
Always be alert and suspicious of the surroundings & circumstances, call for back up before pursuing the situation.

33. BE AWARE of the location of:
Patrolling
BE AWARE of the location of:
All entrances and exits
Firefighting Equipment and its use
First Aid equipment
Light and power sources
Telephones
Any hazardous materials
Location of water shut offs 1

34. Patrolling
Maintain a safe distance of at least 6 feet between yourself and any suspects.
Keep your hands out of your pockets when dealing with suspects.
Walk well out from any walls especially when approaching corners.
If you come upon a Break & Enter and are unsure whether the suspect (s) are still inside, DO NOT ENTER! Call police and maintain surveillance at the most obvious exit route.

35. Patrolling
Do not release any guard’s home address, phone number or vehicle description to an outsider.
Do not release any PWM business info
Do not chase suspects away from the site
Before you leave home to start your shift make sure you have a pen, flashlight, watch and your report pads.

36. PWM Discipline Protecting our Guards, Administration and our Clients

37. Discipline is an important part of PWM integrity.
Having a disciplinary policy protects all involved and keeps a measure of respect to our Guards, Management and Clients.
It protects guards from being let go for a minor infraction of company rules, and gives them a second chance with help and guidance.
It protects our administration from being sued by Employees and the Labour Board for unfair dismissal.

38. The PWM Disciplinary Policy is as follows:
It lets our clients know that we are a caring, “Fair Business” by taking the appropriate actions when problems occur on the job site. Giving them a sense of protection and comfort.
The PWM Disciplinary Policy is as follows:
Oral Reprimand or verbal warning
For minor infractions an oral reprimand may be sufficient. A second oral reprimand may be given if the supervisor feels that the first reprimand has been misunderstood or that progress has taken place albeit not to a sufficient level. Oral reprimands must be recorded by the supervisor as to nature, time and response. Certain circumstances may be so severe it requires disciplinary action to proceed directly to a written reprimand.

39. Written Reprimand or written warning
Written reprimands are reserved for failing to respond to an oral reprimand, and for more serious matters. These documents must be discussed with the employee and then placed in the employee’s personnel file.
Suspension
A suspension may be considered if there is:
a serious matter where immediate termination is not considered or;
where an employee is either under investigation or has been charged with a Criminal Offence, whether on or off duty, where it might interfere with their ability to perform their duties.
Length of suspension is to be determined by senior management. The employee doesn’t lose their job but are not paid during this time.

40. Resignation or Termination
Any employee who wishes to tender a resignation must provide advance notice in accordance with the following guidelines:
0-365 days of service 1 week
1 year to 2 years of service 1 week
2 years to five years of service 2 weeks
5 years + of service 3 weeks
Upon resignation or termination, the employee MUST return all uniform items and all other Company property in your possession within 5 business days.

41. Grounds for immediate dismissal
Theft
Fraud
Behaviour detrimental to the business
Fighting or acting violent in the workplace
Insubordination
Sleeping on the job
Impersonating a Police Officer
Theft of Communications e.g. unpaid personal long distance phone calls
False Statement on Application form
Conviction of a crime under the Criminal Code of Canada
Wilful violation of safety rules
Possession of a weapon on Company or Client property
Wilfully damage property
Serious unsafe acts

42. Company Administration
Pay Roll Procedures
Each pay cycle runs from 00:01 hours Saturday to 23:59 hours Friday in bi-weekly increments.
Security Reports and Time Sheets must be submitted by NO LATER THAN 15:30 hours on the Monday ( Tuesday if Monday is a stat) following the end of the pay cycle

43. Time sheets may be submitted in person, by fax, or by using the time sheet submission form on our web site
It is your responsibility to ensure that these documents arrive safely and on time
If the Time Sheet or Security Reports are not received by 15:30 hours on Monday, your pay will not be processed and you may have to wait until the following Wednesday!

44. A shift report MUST be completed for every shift worked and submitted along with your time sheet in order to verify days and hours worked.
At some locations (particularly retail stores), it is a requirement that the shift report be signed by the site manager
Failure to have the report signed as proof of attendance could result in the client not paying for the shift and the employee not being paid. If in doubt of the policy for a specific location, please ask your supervisor to clarify.

45. Required Deductions from Pay
The Company is required by law to deduct certain monies from pay such as Income Tax, Canada Pension, Employment Insurance premiums and any other deductions prescribed by law.

46. Direct Deposit It is PWM policy that all payroll
Cheques are to be direct deposited
to your bank account.
You must provide PWM with either a
void cheque or your banking
Information as soon as you are hired. Failure to
provide this information could cause a delay in you getting paid.

47. Vacation pay
Vacation pay is calculated as 4 per cent of your gross pay and is banked for you until you need it for your vacation.
The purpose of vacation pay is
to give you a pay cheque
while you are on vacation.
You may ask twice during a
calendar year to receive your
vacation pay. Vacation pay will not be paid in a separate cheque.

48. Garnishee of wages
Upon receipt of a Garnishee order, the Company will notify the employee prior to any monies being deducted from their pay.
The employee must be aware that the Company
Is compelled by law to adhere to these orders and will not make exceptions for any legally binding order.

49. Pay advances Letters of employment It is the policy of the Company
that we do not normally facilitate
“Pay Advances.”
Letters of employment
It is the Company’s policy that we will not commit to a letter of Employment until the employee has a proven track
record of accepting shifts

50. Probationary period All new employees are subject to the following:
A three (3) month probationary period for employees who can work full time hours.
A six (6) months for employees who can only work a few shifts per month.
Should the employee not be successful during this period they will be terminated without notice.
During this period the employee may also leave without notice.

51. Maternity/Paternity
PWM recognizes the right of an individual to take maternity/paternity leave as outlined
within federal legislation.
PWM requires two (2) weeks notice in
Advance of the employee leaving.
This leave is without pay although Employment Insurance benefits apply. The Company will keep a position open (but may not be the same job) should they wish to return provided it is within 52 weeks.

52. Military Duty
The company recognizes the important role the military plays in maintaining our way of life.
To that end, upon written documentation from the military that the employee has been called to active duty, the Company will grant military leave.
The Company undertakes to keep a position available to that person upon their return from active duty.

53. Jury or Witness Duty
Where an employee has been subpoenaed to either jury or witness duty, the employee must present the subpoena to the Company so that Management can make arrangements to accommodate for their
absence.
The leave is granted without pay
but the employee may be able to
recoup monies through jury duty
or witness attendance payments.

54. Criminal charges laid against Employee
Due to the nature of our business it is the duty of all employees to report any pending police investigations or criminal charges (except for minor traffic offences).
to the company as soon as you are aware of them.
You may be suspended pending
an investigation by PWM and the
Solicitor General Office.

55. Report Writing

56. Note Book
You should have a personal note book when you are working. This book should be bound and if possible the pages should be numbered..
The note book is for Security work only and should only include notes taken by the employee while they are on duty.
Your note book can be called into evidence in the event you are called into court to testify.

57. DO NOT write anything such as personal phone numbers, shopping lists, take out orders or any thing else that is of a personal nature in your note book.
Do not remove pages from the middle of the note book.

58. Report Writing Who What Where When Why How
People who write reports on a daily basis learn it is critical to use the 5 W’s and an H.
Who
What
Where
When
Why
How
The five W’s are particularly important when you are filling out occurrence reports.

59. Who?
Who is involved? Who are the witnesses? Who are the suspects? Who are the accused? Who is charged? Who are the Officers?
What?
What happened? What damage was done? What are the losses?
Where?
Where did it happen? Where is the location or locations?

60. When?
What is the date? What is the time? When did the incident occur?
Why?
Why did this happen? (What are the motives behind the incident? Do Not speculate or offer opinions. Only offer facts.)
How?
How did you come to know of this incident? How did the incident occur? How long did the incident last?

61. Health and Safety

62. Company Safety Policy Health and Safety Policy
PWM Loss Prevention Services Inc. is committed to a strong health and safety program that protects its employees, contractors, its property and the public from accidents.
Employees at every level, including management, are responsible and accountable for PWM’s overall health and safety initiatives. Complete and active participation by everyone, every day, in every job is necessary for the safety excellence PWM expects. PWM’s management supports the coordination and cooperation of all workers concerning health and safety on the job.

63. PWM Security Guard and/or Employee Responsibilities:
To read, understand, and comply with this firm’s safety policy, safe work practices, procedures, and rules.
To wear the safety equipment and personal protective devices and clothing required by legislation and their employer.
To notify their supervisor(s) of any unsafe conditions or acts that may be of danger to other workers or themselves.
To report all accidents and injuries to their supervisor(s) as soon as possible.
 To take every reasonable precaution to protect the safety of other workers and themselves.

64. Proper use of Company Radios
Since we use public airways to transmit our messages it is paramount that we act in a very professional manner AT ALL TIMES.
Idle chatter and joking around on air will not be tolerated and may be subject to disciplinary action
Sensitive matters must be communicated by phone after alerting the intended recipient caller by radio.
Such sensitive matters include but are not limited to: personal information and site specific matters.
Clear the air during an emergency
If you are on a site with a radio you must book on and off with the radio.

65. OH & S (Occupational Health & Safety)
In the Regulations:
Section 1 (g) Competent in relation to a worker means adequately qualified, suitably trained and with sufficient experience to safely perform work without supervision or with only a minimal degree of supervision.
Section 13 (1) If work is to be done that may endanger a worker, the employer must ensure that the work is done safely.

66. by a worker who is competent to do the work or
by a worker who is working under the direct supervision of a worker who is competent to do the work.
Under the act:
Section 4-1 Purpose of discipline, discipline will be necessary when:
unsafe behavior persists
unsafe behavior is so reckless it exposes others to possible severe injury
it brings home the seriousness of the safety infraction
paves the way to dismissal when warranted by means of due process.

67. Unsafe work conditions
A worker may refuse work if they feel the work is unsafe.
A supervisor will attend the work site and make such changes so as to reduce or eliminate the hazard.
At this point the worker must continue on with the work once the hazard has been eliminated.

68. Under the Code:
Part 11 section 182 If a worker has an injury on the job site the worker must report the injury to the employer immediately.
Part 18 section 228 A worker must
Use and wear properly the appropriate PPE (Personal Protective Equipment) specified in the code in accordance with the training and instructions received.
inspect personal PPE before using it and
not use PPE that is unable to perform the function for which it is designed.

69. Workplace Awareness
Do not walk, lean sit or stand on anything that may be unstable or unsafe.
Do not climb on storage racking or stocking shelves.
Do not climb under anything unless in designated and identified areas.
Do not wear dark glasses or clothing that obstructs your vision.
Know of all vehicles in your area and their direction of travel. Be certain drivers know you are there by communicating with them.

70. Know the position of all other pedestrians in your work area and be certain they know your position.
Watch for flooring/surfaces that are uneven or in need of repair.
Practice good housekeeping techniques - pick up garbage, wood, strapping and any other trip or driving hazard immediately and place them in the appropriate container.
Always look in the direction you are traveling in, whether on foot or operating a vehicle.
Report all workplace hazards to your supervisor or manager. Do not assume someone has already called – verify

71. Safe Driving Policy
All personnel who operate a company owned, rented or leased vehicle must:
Possess a valid and current driver’s license for the type of
vehicle(s) to be operated.
Comply with all company driving policies, practices and procedures.
Ensure that any vehicle that is driven is in safe operating condition.
Attend and successfully complete the required safe driving courses to operate PWM owned, rented or leased vehicles.

72. Personal use of vehicles on the job site
If you are using your vehicle on a PWM job site you are responsible for the condition of your vehicle.
PWM is also responsible for the condition of your vehicle. If we find that your vehicle is in poor condition we can ask you not to return to the work site until your vehicle has been fixed.
If you are using your vehicle on one of our sites you must fill in a personal use of vehicle form and keep it in your glove compartment for future inspection.

73. Hazards found on PWM work sites

74. Contact with Motor Vehicles
Watch where you are walking when working in parking lots and parkades.
In a parkade walk down the middle.
In a parking lot try and walk in the middle or down a side walk.
Wear your PPE your reflective jacket,.
Around buildings do not walk near the edge of the side walk.

75. Work Alone
Guards are required to book on and off the site through PWM dispatch. Guards must have communications while on site.
Guards must respond to a radio check from the supervisor every hour. Failure to respond will cause the supervisor to go to the site and check up on the guard. Frequent non compliance of the hourly check in from the guard will result in disciplinary action.
When patrolling the guard should use extra caution. Any problems the guard may perceive should be noted on their report and should also be verbally communicated to the supervisor.

76. The supervisor will follow up with the guard during regular radio checks.
Guard should ensure they have a cell phone with them in case they need to make an emergency call.
The guard will check the site radio when they are starting their shift to ensure it is working properly. If the radio is not working properly they must contact the supervisor so a replacement can be brought to them.
The guard must have in their possession a working flashlight. Part of your PPE
All guards must familiarize themselves with the Job Hazard assessment, post orders and Safe job procedures.

77. Contact with Hazardous Materials
Pay close attention to sites that are under renovation or demolition watch for asbestos and lead. If present make sure you are wearing respirators and proper clothing.
Watch for excessive dust and if need be wear a respirator to protect yourself.

78. Slip trip and fall
Watch for ice, oil or grease, loose tiles, uneven ground, stairs, loose or bunched rugs and mats to avoid slips trips and falls.
Vagrants
Watch for vagrants or the homeless. If you see them passed out and cannot wake them by shouting call 911. Do not come into contact; if you have to, wear your PPE gloves.

79. Combustible and flammable materials
Watch for oily rags and open containers. If you see them try and recover and place rags in a bin that can be covered. Report this
Flood
Watch for leaks and report them before they reach the flood stage. If you do have a flood and do not know where the shut off is call 911, on call number and supervisor in that order.

80. Fire On your site you should know the locations of: Pull stations
Fire fighting equipment
Alarm panel
Evacuation routes
In the event of a fire:
Remain calm
Sound the Alarm
Call 911
Start evacuating the building

81. Power failure In the event of a power failure: Remain calm
Call 311 and advise you have a power failure
Elevators do not work
Land lines may not work
Stay informed so you can keep others calm
Call on call maintenance and the supervisor
Make sure you watch your entrances and exits as the mag locks may not secure.

82. Illness and accident In the event of an illness or accident:
Remain calm
If it is very serious call 911
Keep the affected person calm
Call the supervisor
Remember the ABC of first aid
Airway
Breathing
Circulation
Relinquish control to the emergency responders give them as much information as you can.

83. Elevator entrapment If you or some one else gets trapped in an
Remain calm
Use the elevator phone or call button to get
Help.
Call the supervisor.
Keep others calm and reassure them that all will be fine. Keep talking to them until help arrives.

84. Suspicious mail or parcels
In the event you find a suspicious parcel or letter:
Remain calm
Call 911
Keep others out of the area.
Make notes of people in the area and assist emergency responders when they arrive

85. Bomb Threat In the event of a bomb threat: Remain calm
Get as much information from the
caller as you can such as location, time of detonation, callers name, reason for threat, who it is intended for.
Call 911 and await instructions from them

86. Falling objects Extreme weather Watch where you are walking. Try
not to walk under things like ladders,
scaffolding, over hangs etc.
Be aware of your surroundings.
Extreme weather
You should be aware of heat stroke and heat exhaustion during the summer and hypothermia during the
winter

87. Fatigue Fatigue is a major player when it comes to accidents.
The later into the shift you go the harder it is to stay alert and avoid mistakes. Fatigue causes you to loose your train of thought and concentration leading to possible accidents.
To avoid fatigue get a good nights sleep, try and keep to the same schedule. Eat proper meals and take small snacks with you on your shift.

88. Drowning Drowning is a real threat.
Working in buildings with pools and hot tubs you have to watch where you walk so you do not slip hit your head and fall in.
Working on sites where we have lakes do not walk near the edge. If you have to work very near the water wear a Personal Flotation Device

89. PPE (Personal Protective Equipment)
All workers will be advised of the required PPE for all work sites they are assigned to.
All workers will wear or use the PPE required at the worksite.
All PPE will be in good condition and maintained according to manufacturers instructions.
All company supplied or personal use PPE will conform to government OH&S requirements and relevant standards.

90. All employees will inspect their PPE on a regular basis to make sure it is in good working order and is compliant with current OH & S guidelines.
All expired and damaged PPE will be taken out of service and destroyed.
All PPE that is in disrepair will be taken out of service and not returned to service until it has been repaired by a qualified technician.

91. Hard Hats
Hard hats should be worn with the brim of the hat facing forward. Do not wear your hard hat backwards.
Hard hats should be worn snug so there is little movement of the hat when you move your head.
Hard hats expire after 5 years.
Do not wear stickers that are not hard hat approved.
If your hard hat suffers an impact of greater than five feet it must be exchanged.
Clean and insect your hard hat regularly

92. Safety Boots
Safety boots should be black in colour and be CSA Green Tag (Triangle) certified with steel toe and shank.
Safety boots must be a minimum of 6 inches high and must cover the ankle.
Wash your boots regularly.
If the steel is poking through the toes do not duct tape replace.

93. Safety glasses must be side shield CSA approved.
Clean you glasses on a regular basis so that you can see well.
If glasses have been exposed to extreme heat or cold replace.
Safety glass should be worn snug so they do not fall off when you move your head up and down or side to side.

94. Reflective Jacket
Ensure that your Jacket is not torn or tattered. Those jackets should be taken out of circulation and destroyed.
The reflective stripes must sew securely onto the jacket. If they are starting to come loose you may sew them back on. If the jacket is beyond repair the jacket must be replaced and the old one destroyed.
Wash your jacket on a regular basis to keep the
reflective strips at a high level of visibility.
Jackets should be worn snug and close to the body so they do not catch on machinery or other obstacles.

95. Hearing protection Follow the manufacturer's instructions.
Check hearing protection regularly for wear
and tear.
Replace ear cushions or plugs that are no longer pliable.
Replace a unit when head bands are so stretched that they do not keep ear cushions snugly against the head.
If you feel your site is too loud ask your supervisor hearing protection.

96. Flashlight Always check your flashlight to
ensure it is working before you
leave the house. Keep your flashlight
clean so that all the mechanisms work.
You should always keep extra batteries and bulbs in your duty bag in case the light gives out on you during you shift.

97. Work Place Harassment & Violence
The harassment policy will form a part of the employee file and will be signed off at the time of hire. The following is PWM Loss Prevention Inc. Harassment Policy.
It is policy that all workers have a right to work in an environment free of discrimination including freedom of harassment.
Workplace harassment, both on and off site, which may create an intimidating, offensive or hostile work environment, whether in the form of physical or verbal harassment, and regardless of whether by supervisory or
non supervisory staff is prohibited and will not be tolerated. 

98. Harassment includes sexual harassment, such as repeated offensive or unwelcome sexual flirtations, advances, propositions; continual or repeated verbal abuse of a sexual nature; sexually explicit or graphic verbal commentaries about an individual’s body; sexually degrading language used to describe an individual; and the display in the workplace of sexually suggestive objects or pictures; the electronic transmitting on company or client equipment of any sexually suggestive objects or pictures.
In addition, no worker shall threaten or insinuate, either explicitly or implicitly, that a worker’s or applicant’s submission to or rejection of sexual advances will in any way influence any personal decision regarding the worker’s or applicant’s employment, wages, advancement, job assignment, or any other condition of employment or career development. Any such conduct is prohibited.

99. It is this Company’s policy to promptly investigate all good-faith claims of harassment, to maintain confidentiality to the extent possible in light of the personal nature of these matters and the important privacy interests of all concerned, and to take appropriate remedial action when an investigation confirms harassment has occurred. This policy also prohibits coercion, intimidation, interference or retaliation in any form against any employee who, in good faith, brings harassment charges or who assists in the investigation of such charges.
All workers are responsible for helping to assure that harassment is prevented. Any worker who believes that he or she has witnessed harassment or is being harassed should immediately notify his or her supervisor. Harassment in work situations by any worker will result in disciplinary action up to and including dismissal.

100. WCB (Workers Compensation Board)
This board was set up to
offer medical and financial
assistance to injured workers.
The Company pays premiums to the WCB in order that all Company employees are protected under this Act.
WCB is set up for the workers.

101. It is, therefore, mandatory that all injuries occurring while on duty are reported immediately to the supervisor who will come to site and do a report.
If there is a time loss injury involved you must call the supervisor and the Health and Safety Manager will attend the scene to start the investigation and paper work.
You must report to the office for all follow up paperwork within 24 hours of the injury.
The Company has only 72 hours to submit the proper paper work.

102. The “Worker’s Report” must be completed promptly for submission to WCB.
Failure to report an injury while at work to the Company may result in disciplinary action.
It could also impede the WCB claim.
Under the OH & S Code, Part 11 section 182:
“If a worker has an injury on the job site the worker must report the injury to the employer immediately.”

103. Please click on the link below to go to the test
GOOD LUCK!
Please click on the link below to go to the test
PWM Basic Orientation Test