Regulator’s Oilfield Hauling Ltd. is committed to an accident free workplace with the objective of protecting:

1. The physical, psychological and social well-being of employees and subcontractors that work within the operations,
2. The property and equipment used in the business processes,
3. The environment where work is being conducted, and,
4. All visitors and customers that the company interacts with.

To accomplish this objective, the company will:

• Comply with all Federal and Provincial statutes which are applicable,
• Train workers to ensure that they are competent to perform their tasks in a safe and proper manner,
• Provide the necessary personal protective equipment and instruction for use and care,
• Investigate every accident promptly and thoroughly, so as not to point blame on any one individual, but to determine the root cause in order to prevent its reoccurrence, and,
• Develop and enforce safety and health rules.

The Health and Safety Program of our company is not static – as new technologies, training programs, safe work procedures, and legislative changes occur, the elements within our program will require updates and further development.

Management will ensure that the proper equipment, training, and procedures are in place. Supervisors will ensure all workers and contractors follow Regulators proper work procedures and safety programs. Employees are responsible for following safe work procedures and to communicate unsafe work conditions, whenever possible. Contractors are responsible for following safe work procedures and policies put in place by Regulators Oilfield Hauling Ltd. as well as all applicable legislation and regulations. By working together, we can all enjoy the benefits of a safe workplace.

Regulator's Oilfield Hauling Ltd. and its employees, understands that we need to protect our environment to ensure a safe future for our co-workers, family and friends. We will conduct business with respect, and care for the environments in which we operate. To insure this we will:

• Meet all environmental standards and legislated requirements
• Address all environmental hazards associated with our company, all chemical substances will be stored in proper containers to minimize the potential for spill at no time will they be stored in a way that would exposed them to storm water.
• In the event of an environmental spill we will alert proper environmental authorities, (local, government and industry) this procedure will be based on type and quantity of material spilled.
• Employees and supervisors shall report all spills to management.
• All Employees will be trained and instructed on the proper response procedures for spilled materials and use of spill kits, materials available for use, proper waste disposal, and communication procedures.
• Spill kits will contain the appropriate supplies for materials that may be spilled, all trucks and supervisors will carry spill kits and they will be easily accessible when required for use.
• Spill response inventory supplies are available in the shop, the company will inspect the kits periodically to assess their availability and adjust inventory as necessary.
• Ensure responsible and efficient use of energy and natural resources
• Minimize environmental impacts of our operations
• Be responsive to public attitudes and concerns
• Be proactive in finding new ways to effectively control waste, and manage harmful products

All Regulator’s Oilfield Hauling Ltd. employees will be responsible to monitor and manage fatigue & lifestyle. The Company will train all employees in fatigue & lifestyle management, alertness, and the federal Driver’s Hours of Service regulations.

Safety Manager Responsibilities, are to audit drivers Daily Logs, this will continue to be key in monitoring driver’s hours on duty and will be continuously monitored to ensure that all regulations and fatigue requirements are being managed correctly. Monitoring will also provide opportunity for Employee’s to engage in a more beneficial lifestyle.

Driver responsibilities, are to understand that they, shall not drive, at any time that their faculties are impaired and it is unsafe for them to drive. No driver shall drive, before proper training in Fatigue and Lifestyle Management and Federal Hours of Service. At no time, will a Driver be disciplined, for refusing to drive, due to a fatigue related symptom.

Dispatch responsibilities, are to monitor drivers, based on work schedules, to confirm that they are following the Hours of Service at all times. If Drivers, are found to be in violation, dispatch will not send them to work until the Drivers Hours of Service are corrected.

Management and Supervisors of Regulator’s Oilfield Hauling Ltd., are committed to providing a safe workplace for all employees. This is demonstrated, in part, by the implementation of this Fatigue & Lifestyle Policy. To ensure compliance with this policy, management will ensure that regular risk assessments are undertaken for scheduling work, as well as visual and mental assessments of Employees, prior to the commencement of work, at tailgate meetings.

In addition, Management will ensure that Drivers complete the Fatigue & Lifestyle Management training and adhere to applicable Hours of Service regulations. Regulator’s, will keep Employees updated on all new information of the said courses, and will retrain all staff every two to three years minimum.

It Is the intent of this policy to ensure that everyone associated with Regulator`s Oilfield Hauling Ltd., including employees and customers, never feel threatened by any individual’s actions or conduct by providing a workplace that is free of behavior that is violent or harassing in nature.

Regulator`s Oilfield Hauling Ltd. recognizes violence and harassment as a potential hazard, and ensures the necessary controls are in place to help decrease that risk.

Definitions

"Violence":

is any behavior that threatens, intimidates, harasses, abuses, injures or otherwise victimizes an individual.

"Domestic Violence":

is a pattern of behavior used by one person to gain power and control over another with whom a person has or had a personal relationship.

"Offender":

is the individual accused of the violent act.

“Sexual Harassment”:

Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.

“Harassment”:

The act of systematic and/or continued, unwanted and annoying actions of one party or a group, including threats and demands. The purposes may vary, including but not limited to:

• Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.
• Racial Prejudice
• Personal Malice
• Attempt to force someone quit a job or grant sexual favors
• Apply illegal pressure to collect a bill
• merely gain sadistic pleasure from making someone fearful or anxious
• Verbal sexual advances or propositions.
• Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations.
• Physical conduct that includes touching, assaulting, or impeding or blocking movements.

Violence Prevention Policy

Regulator`s Oilfield Hauling Ltd. has a zero tolerance for violence and recognizes the potential for violence to pose as a hazard on our worksites. Regulators Oilfield Hauling Ltd. is committed to eliminating the hazard of violence, if in the event the hazard cannot be eliminated it will be controlled. Behavior that threatens, intimidates, abuses, injures or otherwise victimizes Regulators Oilfield Hauling Ltd.’s workers will not be tolerated and the appropriate steps to protect our workers from the potential hazards associated with workplace violence will be taken.

Regulators oilfield Hauling Ltd. is committed to providing our workers with protection from the hazards associated with violence. To ensure a healthy and violence-free work environment for Regulator`s Oilfield Hauling Ltd. workers, all violence incidents will be dealt with immediately and effectively, and the offender will be disciplined accordingly.

Harassment Prevention Policy

All employees are responsible for assuring that the workplace is free from all types of harassment. Regulator’s Oilfield Hauling Ltd. is in complete disapproval of offensive or inappropriate behavior at work, all employees must avoid any action or conduct which could be viewed as harassment. Prevention is the best tool for the elimination of all types of harassment. If the hazard of harassment cannot be eliminated, the proper steps with be taken to control this hazard. All incidents of harassment will be investigated and corrective actions will be taken immediately.

Any employee who has a complaint of any form of harassment at work by anyone, including supervisors, co-workers or visitors (customers) must bring the problem to the attention of their supervisor, manager or the owner. In certain instances if the employee is uncomfortable addressing any level of management you may seek outside help from the proper authorities. Regulators Oilfield Hauling Ltd. will not disclose the circumstances related to an incident or the names of the parties involved (including the complainant, the person alleged to have committed the harassment, and any witnesses) except when necessary,

• to investigate the incident or take corrective actions
• to inform the parties involved in the incident of the of the investigation results or;
• as required by law

Violence and Harassment Control Measures

Regulator`s Oilfield Hauling Ltd. is committed to eliminating ANY violence and harassment in the workplace to ensure a safe work environment for all its workers.

Employer’s Responsibilities:

1. Inform workers if they are working in an area where there is a potential for violence or harassment
2. Ensure policies are in place and enforced to minimize the risk of workplace violence and harassment
3. Ensure that workers are trained to recognize and respond to situations involving workplace violence and harassment.( Workers are trained as part of their orientation)
4. Ensure that every incident of violence and harassment is investigated and potential areas for improvement identified
5. All violence and harassment complaints and investigation will be kept confidential
6. Interview the complainant, alleged offender and any witnesses on an individual basis

Worker Responsibilities:

1. File a complaint and report the violence or harassment to your field supervisor and management
2. Be assertive and ask the offender to stop what they are doing
3. Keep a record of events and document all details of the incident(s) including dates, times, locations, possible witnesses, what occurred, and your response and actions towards the harasser

Instruction of Workers

Regulator`s Oilfield Hauling Ltd. workers are instructed in and understand;

1. How to recognize workplace violence and harassment
2. The policy, procedures and workplace arrangements that effectively minimize or eliminate any workplace violence or harassment
3. The appropriate response to workplace violence and harassment including how to obtain assistance
4. Procedures for reporting, investigating, and documenting all incidents of workplace violence and harassment.

Response to Incidents

Regulator`s Oilfield Hauling Ltd. will ensure that all workers are advised to consult a health professional of his/her choice or to participate in our Employee Assistance Program (EAP) for treatment or referral if he or she,

1. reports an injury or adverse symptom resulting from workplace violence
2. is exposed to workplace violence or harassment

Regulator`s Oilfield Hauling Ltd. will conduct a complete investigation of all workplace violence and harassment reports/complaints.

If a complaint is made in good faith but is not supported with enough evidence during the investigation process, the complaint shall be dismissed with no record of the incident on either of the involved person’s files.

All complaints will be promptly and carefully investigated by the administration and the Human Resources Department and all employees are assured they will be free of any and all reprisal or retaliation from filing such complaints.

An administrative and the Human Resources Department investigation will include interviews with all relevant persons, including the complainant, the accused and other potential witnesses in determining whether alleged conduct constitutes violence, sexual harassment, verbal harassment, spousal harassment or any other forms of harassment. The record as a whole and the totality of the circumstances, such as the nature of harassment and the context in which the alleged incidents occurred will be examined. A determination of appropriate action will be made from the facts, on a case-by-case basis.

If a complaint involves a member of the administration or the Human Resources Department, then a written request should be made to the president (owner) to establish a committee to investigate the complaint and or you may seek outside help from the proper authorities.

All employees should be aware that the privacy of the charging party and person accused of harassment would be kept strictly confidential.

The administration and the Human Resources Department will review the finding with the complainant at the conclusion of its investigation. If the investigation reveals that the complaint appears to be valid, immediate and appropriate corrective action, up to and including discharge will be taken to stop the harassment and prevent its reoccurrence. If the validity of the complaint cannot be determined, immediate and appropriate action will be taken to assure all parties are reacquainted with the Workplace Violence and Harassment Policy to avoid any form of harassment in the future. Any finding can be appealed to the Alberta Human Recourse Department or Alberta Justice System.

The offender/ offenders who have acted violently or are involved in any form of harassment will be subject to one or more of the following forms of discipline:

1. A written reprimand
2. A fine
3. Suspension with or without pay
4. A transfer to a different department
5. Demotion or dismissal
6. Partake in a violence and or anger management training session

Regulator’s Oilfield Hauling Ltd. provides ongoing violence and harassment training to ensure you the opportunity to work in an environment free of violence and harassment at all times.

Any employee who becomes aware of possible violence or harassment must immediately advise the administration or the Human Resources Department, so it can be investigated in a timely and confidential manner.

The Workplace Violence and Harassment Policy will be reviewed and updated every 3 years, or more often if necessary, any changes that are made will be added to the policy in a timely manner.

It is the intent of this policy to ensure that everyone associated with Regulator’s Oilfield Hauling Ltd., including employees and customers are safe from the possible danger of using phones or texting while driving, the Company trucks or engaging in work activities.

Regulator’s Oilfield Hauling Ltd., has zero tolerance for the use of cell or truck phones while driving Company trucks or engaging in work activities on company time. Your employment could be suspended or terminated depending on the severity of the incident.

All use of cell or truck phones will be done before the truck is in motion, if the phone rings or you receive a text while driving or engaging in work activity, you are not to answer. Phone calls or texts, can only be answered when you are not engaged in work activities or driving. When it is safe to do so, pull over, put the vehicle in park and then receive calls or make calls or texts.

It’s the intent of Regulators Oilfield Hauling Ltd., Management, to not discipline any employee for not answering company phones while driving or engaged in company work activities. All phone calls for new work instructions, will be given at the end of your existing job; you are to call the on-call dispatcher prior to proceeding, on route, to home base.

In the event that Regulator’s Oilfield Hauling Ltd., should be held liable, for any incident or accident resulting from the conduct of an employee, the company policy is to pursue its right to cover such damages from said such employee.

The following policy has been put in place to prevent possible incidents from taking place during rig moves. The Rig Move Scope of Work Policy, will be followed at all times. All permitted routes will be followed, all loads will be accurately measured with digital measuring sticks. All measurements and weights will be called into the office for confirmation and permit numbers will be issued before leaving location.

No one will change the scope of work without clearance from Regulator’s representative’s and the oil company’s representative’s and upon mutual agreement by both parties.

At any time if this policy is not followed by any Regulator’s employee or a hired contractor by Regulator’s, the company will impose disciplinary procedure and/or possible immediate dismissal of employment.

Regulator's Oilfield Hauling Ltd. is committed to promoting health and safety in the workplace, for all of our workers. Through the implementation of an Alcohol, Marijuana and Drug Policy, we aim to protect the health and safety of all Regulator's Oilfield Hauling Ltd.'s workers, our customers, and the public, the abuse of prescription medication, prescription marijuana, illegal drugs, alcohol and/or marijuana that affects work performance and the safety of the workers of Regulator's Oilfield Hauling Ltd., will not be tolerated.

Alcohol, Marijuana and Drug testing is done to ensure that the use, consumption, and influence of these substances are kept out of our company and out of our industry. Thus promoting, healthy lifestyles, wellness and safety for all Regulator's Oilfield Hauling Ltd.'s workers.

All personnel employed by Regulator's Oilfield Hauling Ltd., and put in a safety sensitive position, Safety Personnel, Dispatch, Supervisors, Drivers and Swampers and any other positions of field authority will be required to participate in a pre-employment Alcohol, Marijuana and Drug test, to prove that they meet the qualifications of their employment. Submission to Alcohol, Marijuana and Drug testing may be required at random or upon a worker exhibiting reasonable cause. Mandatory Alcohol, Marijuana and Drug testing is performed upon the unfortunate event of an incident. A positive result in any of these instances could end in termination of employment with. Regulator's Oilfield Hauling Ltd. All results from such tests will be confidential as pertained to in, The Privacy Act of Canada.

If the unfortunate event arises where a Regulator's Oilfield. Hauling. Ltd. employee is found to be tested with positive results, we will accommodate if a worker reports they have a substance abuse problem, they will be treated with due respect, aided in accessing the proper channels and supported throughout their treatment and recovery process. No monetary support will be given and their job position will not be held for them. If they are successful with their treatment and a position is available with the company they may reapply for a position with the company.

While on company property, operating company vehicles or equipment, and/or at a company worksite; workers of Regulator's Oilfield Hauling Ltd., are strictly prohibited from the use, consumption, possession, distribution, and sale or transfer of Alcohol, Marijuana, prescription marijuana, illegal drugs and drug paraphernalia. Any site access testing required from customers will be granted at all times.

Upon commencement of shift, workers must be sober, free from any adverse influence of Alcohol, Marijuana or Drugs–Minimum of 10 hours free from consuming these substances prior to start of shift—and fit for duty. It is the responsibility of the worker, to be honest about any influence of illegal drugs, Marijuana, and /or Alcohol, they may be under, when expected for or called into work.

When a worker in a safety sensitive position is prescribed medication including marijuana, it is the responsibility of the worker to use their prescription medication responsibly and report any medication use that may jeopardize safe work and requires modified work. Reporting to or performing work while a worker's ability to perform their work in a safe manner is adversely affected by the use of a prescribed medication or prescription marijuana is strictly prohibited at Regulators Oilfield Hauling Ltd.

Roles and Responsibilities for Owners, management and Safety personnel administrator's is to provide a safe workplace, emphasize awareness, education and training with respect to the use of alcohol, marijuana and drugs, ensure the guidelines and work rule support other performance management systems, ensure effective employee assistance services are available to workers, assist workers in obtaining confidential assessments, counselling, referral and rehabilitation services, actively support and encourage rehabilitation activities and re-employment opportunities where applicable, provide supervisory training and awareness in accordance with S.A.M.H.S.A., ensure all employees understand the contents of this policy which is covered in their orientation, ensure the testing is done in accordance of the S.A.M.H.S.A., all drug testing type will be urinalysis for all forms of testing.

Roles and Responsibilities for Dispatchers and Supervisors is to be knowlegeable about the Alcohol, Marijuana and Drug policy rules and procedures and comply with the policy as part of their responsibility to perform their work related activities in an effective and safe manner, to complete the mandatory training on drug and alcohol in the guide lines of S.A.M.H.S.A., and to report any suspected alcohol or drug use by workers.

Roles and Responsibilities for Workers, Drivers and Swampers is to understand the Alcohol, Marijuana and Drug policy rules, take responsibility for their own safety and safety of others, ensure they comply with the policy to perform work in a safe manner, report use of prescription medication or prescription marijuana to the safety department prior to returning to work and potential unsafe side effects, to seek help for themselves and encourage their peers or co-workers when there is a potential breach or breach of the policy.

All Safety Personnel, Supervisors, Dispatch and Management have been trained in Managing Workplace Substance Abuse through E.C.S. Safety Serices Ltd. which allows the Substance Abuse and Mental Health Services (S.A.M.H.S.A.) course content included: testing options, testing procedures, reasonable cause, signs symptoms of Alcohol, Marijuana and Drug use in the workplace, response procedures and intervention strategies.

The intent of this policy is always to be within the lines of recognized Industry Standards (S.A.M.H.S.A.) or higher.

All persons employed by Regulator's Oilfield Hauling Ltd., are responsible for adhering to this Alcohol, Marijuana and Drug Policy.