Regulator’s Oilfield Hauling Ltd. is committed to an accident-free workplace with the objective of protecting:
To accomplish this objective, the company will:
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 Regulator’s 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 Regulator’s 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 understand 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:
Be proactive in finding new ways to effectively control waste and manage harmful products.
All Regulator’s Oilfield Hauling Ltd. employees will be responsible for monitoring and managing fatigue and lifestyle. The company will train all employees in fatigue and lifestyle management, alertness, and the federal Driver’s Hours of Service regulations.
It is the Safety Manager’s responsibility 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 an opportunity for employees to engage in a more beneficial lifestyle.
It is the Driver’s responsibility to understand that they shall not drive at any time when 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.
It is Dispatch’s responsibility to monitor drivers based on work schedules, to confirm that they are always following the Hours of Service. 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 and 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 and 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.
is any behavior that threatens, intimidates, harasses, abuses, injures, or otherwise victimizes an individual.
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.
is the individual accused of the violent act.
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.
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:
Physical conduct that includes touching, assaulting, or impeding or blocking movements.
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. In the event that 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.
Regulator’s 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.
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 behaviour at work, and 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 the employee 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:
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.
Instruction of Workers
Regulator’s Oilfield Hauling Ltd. workers are instructed in and understand:
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:
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.
The administration and the Human Resources Department investigation will include interviews with all relevant persons, including the complainant and 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 the complainant 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 findings 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 findings 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:
Regulator’s Oilfield Hauling Ltd. provides ongoing violence and harassment training to ensure all employees the opportunity to always work in an environment free of violence and harassment.
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, and 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 Regulator’s 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 the employee.