Company HSE for WC Welding Services 2014

2014
Edition
Health, Safety &
Environmental Handbook
WC Welding Services Inc.

WC WeldingServicesInc.
2
Modifyonlyunderthe supervisionof the safetyofficer
Table of Contents
Corporate PolicyStatement Page.3 Hand & PowerTools Page. 252
Substance Abuse Policy Page.4 Mobile Equipment Page. 264
Behavioral BasedSafety Page. 19 Crane Safety Page. 269
DisciplinaryProgram Page. 22 ForkliftSafety Page. 278
JobCompetency Page. 27 ElevatedPlatformSafety Page. 286
Short Service Employee Page. 28
DrivingSafety Page. 30
Incidentinvestigation Page. 32
StopWork Authority Page. 37
Personal ProtectiveEquipment Page. 40
HearingConservation Page. 48
RespiratoryProtection Page. 52
FirstAid Page. 62
Fire Prevention Page. 65
EmergencyActionPlan Page. 70
Heat & ColdStress Page. 74
Fatigue Management Page. 82
Back Safety Page. 86
LockoutTagout Page. 93
Electrical Safety Page. 105
Fall Protection Page. 127
Abrasive Blasting Page. 136
Rigging Page. 141
Walking& WorkingSurfaces Page. 144
Scaffold Page. 152
StairwayandLadder Page. 159
ConfinedSpace Page. 173
Weldingand Hot Work Page. 186
Waste Management Page. 196
Hazard Identification Page. 198
Hazard Communication Page. 210
Benzene Awareness Page. 213
HydrogenSulfide Awareness Page. 216
HexavalentChromiumAwareness Page. 223
CadmiumAwareness Page. 227
Lead Awareness Page. 230
Bloodborne Pathogens Page. 233
Exposure Control Page. 241

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WC Welding Services Inc., Occupational Health and Safety Program
Corporate PolicyStatement
The Occupational SafetyandHealthActof 1970 clearlystatesourcommongoal of safe and healthful
workingconditions.The safetyandhealthof ouremployeescontinuestobe the firstconsiderationin
the operationof thisbusiness.
Safetyandhealthin our businessmustbe apart of everyoperation.Withoutquestionitisevery
employee'sresponsibilityatall levels.
It isthe intentof thiscompanytocomplywithall laws.To do thiswe mustconstantlybe aware of
conditionsinall workareasthat can produce injuries. Noemployee isrequiredtoworkat a jobhe or
she knowsisnot safe or healthful.Yourcooperationindetectinghazardsand,inturn,controllingthem
isa conditionof youremployment. Informyoursupervisorimmediatelyof anysituationbeyondyour
abilityorauthoritytocorrect.
The personal safetyandhealthof eachemployee of thiscompanyisof primaryimportance.The
preventionof occupationally-inducedinjuriesandillnessesisof suchconsequence thatitwill be given
precedence overoperatingproductivitywhenevernecessary. Tothe greatestdegree possible,
managementwill provideall mechanical andphysical facilitiesrequiredforpersonal safetyandhealthin
keepingwiththe higheststandards.
We will maintainasafetyand healthprogramconformingtothe bestmanagementpracticesof
organizationsof thistype.Tobe successful,suchaprogram mustembodythe properattitudestoward
injuryandillnesspreventionnotonlyonthe partof supervisorsandemployees,butalsobetweeneach
employeeandhisorher coworkers.Onlythroughsucha cooperative effortcana safetyprogramin the
bestinterestof all be establishedandpreserved.
Our objective isasafetyandhealthprogramthat will reduce the numberof injuriesandillnessestoan
absolute minimum,notmerelyinkeepingwith,butsurpassing,the bestexperience of operationssimilar
to ours.Our goal isnothinglessthanzeroaccidentsandinjuries.
________________________________
Presidentand CEO
WCWeldingServices

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Statement of Workplace Drug Policy
WC Welding Services, hereafter known as WC Welding, strives to provide a safe work
environment and encourage personal health. In this regard, WP Resources considers the abuse of
drugs on the job to be an unsafe, counterproductive work practice. Furthermore, we see
substance abuse as a serious threat to our staff and customers. With these objectives in mind, the
company has established the following policy with regard to the use, possession, and the sale of
illegal drugs and alcohol at work.
Drug addiction is a complex, yet treatable disease. For this reason, our substance abuse program
is targeted at alleviating the problem at the community level by involving our employees. Our
commitment to eradicating substance abuse in the community reflects our firm belief that by
building this community, we build our company.
The ultimate goal of this policy is to balance our respect for individual privacy with our need to
keep a safe and drug free environment. Our intention is to prevent substance abuse. We would
like to encourage those who use drugs or abuse alcohol to seek help in overcoming the problem.
It is the policy of WC Welding that an employee found with the presence of illegal drugs and/or
alcohol in his/her system, in possession or, using, selling, trading, or offering for sale illegal
drugs during working hours, or on company premises(including parking lots), may be subject to
disciplinary action up to and including discharge. It also includes reporting to work under the
influence of alcohol or with illegal drugs in an employee system.
Drugs prescribed by employee’s physician may be taken during work hours. The employee may
not be disclosed except in accordance with procedures allowed under the Federal/State Statute,
professional licensing regulations, or company policy.
As a condition of employment, employees must abide by the terms of this policy and must notify
the company in writing of any conviction of a violation of a criminal drug statute occurring in
the workplace no later than five (5) calendar days after such a conviction.

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Policy and Work Rules
WC Welding policy is to employ a workforce free from the use of illegal drugs, wither on or off
the job, and the abuse of alcohol in the workplace. Any employee determined to be in violation
of this policy is subject to disciplinary action, which will include termination, even for the first
offense. It is a Standard of Conduct of the Employees of “WC Welding” that employees shall
not use illegal drugs or abuse legal ones. In order to maintain this policy the company shall
establish and maintain the following programs.
General Procedures
Confidentiality:
All information received in regard to drug testing results will be maintained in separate,
confidential files and only be used for the purpose stated.
Education:
Employee and supervisor education will be conducted annually and documented.
Discrimination:
This company will not discriminate against applicants for employment because of past substance
abuse. It is their current abuse of drugs which prevents employers from properly performing
their jobs and which the company will not tolerate.
Employee Drug Testing:
It shall be a condition of employment for all employees to refrain from reporting to work, or
working with the presence of drugs or alcohol in his or her body and to submit to drug screening.
Refusal to take a drug and alcohol test may result in the employee forfeiting his or her eligibility
for medical and indemnity benefits under State Workers’ Compensation law. Also, such refusal
is cause for automatic termination of the employee which may also cause denial of
unemployment compensation.
Drug Screening Testing:
All testing will be done in accordance with state and federal laws. Initial Testing will be done
using a Rapid Drug Screen. Positives will be sent to a Substance Abuse and Mental Health
Service Administration (SAMHSA) Lab, Approved site following Chain of Custody protocols
and/or state certified lab: positive results will be checked by a Medical Review Officer in
accordance with state and federal laws to assure accuracy. All testing, sample collection,
storage, handling, and chain of custody will be done in accordance with appropriate State and
Federal rules and regulations.
Drugs that will be tested:
Amphetamines (biphetamine, desoxyn, Dexedrine, speed)

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Cannabinoids (marijuana, hashish, hash, hash oil, pot, joint, grass, weed)
Cocaine (coke, blow, nose candy, snow, flake, crack)
Phencyclidine (PCP, angel dust, hog)
Opiates (opium, Dover’s powder, paregoric, parepectolin)
Alcohol (booze, drink)
Synthetics (K2, spice, herbal incense, potpourri, and bath salts)
Initial Test
The initial screen for all drugs except alcohol shall be tested in accordance with state law. The
following cutoff levels shall be used when first screening specimens to find whether they are
negative or need to be sent for further testing using GC/MS confirmatory test.
INITIAL CONFIRMATION CUTOFF
Amphetamines 1000 ng/ml 250 ng/ml
Cocaine 300 ng/ml 150 ng/ml
Opiates 2000 ng/ml 2000 ng/ml
Phencyclidine 50 ng/ml 25 ng/ml
Marijuana 50 ng/ml 15 ng/ml
Breath Alcohol .02 gm% .02 gm%
Confirmation Test:
A positive finding will generate a confirmation test through the GC/MS method and the results
will be kept confidential. A copy of any positive results can be received by the employee
submitting his/her request in writing.
If a test is not collectable because of a possible tampering or adulteration, a second test will be
requested. The second test may be observed. If a test is rejected because of purposeful
adulteration, the employee will be terminated. Documentation of a positive drug test result will
be placed in the employee’s confidential file within five working days of receipt of the positive
result. If an employee is tested for reasonable suspicion, documentation of this test will be
placed in the employee’s confidential file within five working days of the reasonable suspicion
test.
All testing will be done by a Substance Abuse and Mental Health Service Administration
(SAMHSA) certified lab, and a random positive test result will be checked by a Medical Officer
to assure accuracy, pre-employment in some cases. All testing, sample collection, storage,
handling, and chain of custody will be done in accordance with the Health Care Administrator’s
rules and regulations.

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Post Accident Drug Testing:
When there is any mishap or accident involving, caused by, or contributed to by an employee in
which injury to a person or persons occurs. Where there is damage to property in the amount of
$750 or greater has occurred, we will perform a drug test.
Workers' Compensation State law denies worker's compensation benefits coverage to employees
who are injured or killed in an accident while under the influence of illicit drugs or alcohol
where the intoxication or controlled substance was the proximate cause of the injury. Ohio Rev.
Code § 123.54
Random Drug Testing:
All regular full-time and regular part-time employees will be eligible for random testing. We
will select 20% of our workforce every month for drug testing. A computer program will be
used to ensure that employees to be tested are randomly selected.
Reasonable Suspicion:
An employee reporting for work visibly under the influence who is unable to properly or safely
perform required duties will not be allowed to work. If possible, the supervisor should first seek
another supervisor’s opinion of the employee’s status. Then the supervisor should consult
privately with the employee to determining the cause of the observation, including whether
substance abuse has occurred. If, in the opinion of the supervisor, the employee is unfit for duty,
the employee should be taken to a collection facility to be tested using a safe method of
transportation and, depending on the extent of the observed impairment, be accompanied by the
supervisor or another employee. An employee such as this should not be allowed to drive to the
testing facility or to their home. It is the responsibility of a WC Welding supervisor to confront
an employee whenever the supervisor sees a change in the performance that suggests a problem.
If reasonable suspicion exists to believe that an employee is using or has used illegal drugs, a
drug test will be performed. Employees tested for reasonable suspicion may be suspended
without pay or placed in non-safety sensitive jobs pending the results of the required test and/or
investigation. An employee with a negative result will be reinstated, if suspended, with full
back-pay and/or return to previous duties. A positive test will result in immediate action up to
and including termination. Circumstances that could be, but are not limited to, indicators of a
drug problem and considered reasonable suspicion are:
(1) observed drug use during work hours on company premises;
(2) incoherent mental state;
(3) marked changes in personal behavior that are otherwise unexplainable;
(4) deteriorating work performance that is otherwise unexplainable;
(5) accidents or other actions that provide reasonable cause

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WC Welding will provide to an employee (upon their request) within seven days, a written
report regarding the circumstances that formed the basis for reasonable suspicion. The original
and signed report will be maintained in the confidential human resources records for one year.
Results of Drug Possession and/or Usage
WC Welding is a Drug Free Workplace for the benefit of all employees, customers, and the
community.
State law provides for the possible denial of workers’ compensation benefits
for employees who are injured while working and subsequently test positive
and the denial of unemployment compensation.
An employee bringing onto WC Welding premises or property, having possession of, possessing
in the employee’s body, blood or urine an amount above the threshold levels established by the
Substance Abuse and Mental Health Service Administration (SAMHSA) or using, consuming,
transferring, selling, or attempting to sell or transfer any form of illegal drug while on company
business or at any time during the hours between the beginning and ending of the employee’s
working day, whether on company property or not, is guilty of misconduct and is subject to
discipline including discharge, even for a first offense. Failure to submit to required medical or
physical examinations or tests is misconduct and is grounds for discharge.
The use of illegal drugs will not be tolerated or subsidized. Employees who
test positive will be terminated for violation of this policy.
Medical Review Officer:
A qualified medical review officer shall review test results in accordance with state laws
concerning that employee/applicant. An employee/applicant may consult with the MRO before
or after being tested in order to report any prescription or non-prescription drug use. The
employee/applicant may use the phone in any office or room to ensure privacy.
Employee Assistance Program:
With proper treatment, many troubled employees can be restored to a satisfactory level of job
performance. No information regarding the nature of the personal problem will be made
available to a supervisor, nor will it be included in the permanent personnel file. Participation in

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an EAP, or another mental health or substance abuse counseling program, will not affect the
employee’s future career advancement or employment, nor will it protect an employee from
disciplinary action if substandard job performance continues. The Human Resource Officer has
a list of EAP and other mental health facilities available in your area. The employee has the
right to review the EAP file discreetly (use the phone in private). The cost of these services will
be borne by the employee.
Grounds for Discipline or Termination:
An employee bringing onto WC Welding premises or property, having possession of, being
under the influence of, possessing in the employee’s body, blood, or urine in the amount set
forth, purposefully tampering or adulterating specimen, or using, consuming, transferring,
selling, or attempting to sell or transfer any form of illegal drug as defined above while on
company business or at any time during the hours between the beginning and ending of the
employee’s working day. Whether on duty or not, whether on WC Welding business, property or
not, is guilty of misconduct and subject to discipline including discharge, even for the first
offense.
Responsibilities ofthe Employee:
As a condition of employment, employees must abide by the terms of this policy and must notify
the company in writing of any conviction of a violation of a criminal drug statute occurring in
the workplace no later than five (5) calendar days after such a conviction.
The employees must notify his/her supervisor that his/her prescription drug or medication may
affect or impair his/her judgment, job performance, or safety.
The employee of job applicant must notify the employer and laboratory of any administrative or
civil action planned as a result of a positive test within five (5) working days from receipt of
notification.
The employee has the right to contest the result of a positive drug test, in writing, within five (5)
working days of being notified in writing of the positive test result. The employee has a right to
a copy of the test result, upon request, and to have the sample taken to a certified lab to be
retested at the employee’s expense.
Conclusion

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WC Welding Drug Free Workplace Policy is not intended to be abusive or discriminatory or to
come into conflict with any public policy. This company considers drug testing to be only one of
several steps to achieve a safe, healthy, and productive atmosphere for its employees. This
policy is available for inspection by the job applicant or employees during regular business
hours. This policy supercedes any information provided to applicants and/or employees either
written or oral and the company reserves the right to change the provisions of this policy and
testing program at any time in the future without prior notice and does not constitute a contract
of employment.
Definitions:
1) “Legal Drug” – includes prescribed drugs and over-the-counter drugs which have been
legally obtained and are being used solely for the purpose for which they were prescribed
or manufactured.
2) “Illegal Drug” – any drug which: (a) is not legally obtainable; (b) may be legally
obtainable, but has not been legally obtained; or (c) is being used in a manner or for a
purpose other than prescribed.
3) “Job Applicant” – a person who has been offered employment.
4) “Detectible Amount” – the cut off levels established by D.H.H.S. and or A.H.C.A. for
screening and confirmation.
5) “Safety Sensitive” – positions determined by law, usually include positions that involve
national security, health, safety, functions that require a high degree of trust and
confidence, or operation of company vehicles, machinery or equipment
6) “Notification of Prescription and Over-the-Counter Medication” – should the results of
the laboratory tests for the specimen identified by this form be confirmed positive, the
Medical Review Officer will contact you to ask you about prescriptions and over-the-
counter medications you may have taken.
7) “Donor Release” – signing step 4 in the Chain of Custody Form is your certification that
you provided a urine specimen to the collector, that they have not adulterated it in any
manner, that each specimen bottle used was sealed with a tamper-evident seat in the
collector’s presence and the information provided on the Chain of Custody Form and on
the label affixed to each specimen bottle is correct.
8) “Medical Review Officer (MRO)” – a licensed physician (medical doctor or doctor of
osteopath) responsible for receiving laboratory results generated by an employer’s drug
testing program. The MRO must have knowledge of substance abuse disorders and
appropriate medical training to interpret and evaluate an individual’s confirmed positive
test, medical history, and other relevant biomedical information.
9) “Unfit for Duty” – any worker who is unable to perform his/her assigned duties with
reasonable skill and safety due to physical, emotional, or chemical purposes.

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Over-the-Counter and Prescription Medications Which Could Affect the
Drug Test Result
Alcohol
All liquid medications containing ethyl alcohol (ethanol). Please read the label for alcohol
content. For example, Vick’s Nyquil is 25% (50 proof) ethyl alcohol; Comtrex, 20% (40
proof); Listerine, 26.9% (54 proof).
Amphetamines
Obetral, Biphetamine, Desoxyn, Dexedrine, Didrex
Cannabinoids
Marinol (Dronabinol, THC)
Cocaine
Cocaine HCI topical solution (Roxanne)
Phencyclidine
Not legal by prescription
Methaqualone
Not legal by prescription
Opiates
Paregoric, Parepectolin, Donna gel PG, Morphine, Tylenol with Codeine, Empirin with
Codeine, APAP with Codeine, Aspirin with Codeine, Robitussin AC, Guiatuss AC,
Novahistine DH, Novahistine Expectorant, Dilaudid (Hydromorphine), M-S Contin and
Roxinol (morphine sulfate), Percodan, Vicodin, etc.
Barbituates
Phenobarbital, Tuinal, Amytal, Nembutal, Seconal, Lotusate, Fiorinal, Fiorecet, Esgic,
Butisol, Mebarbal, Butabarbital, Phrenilin, Triad, etc.
Benzodiazepines
Ativan, Azene, Clonopin, Dalmane, Diazepam, Librium, Xanax, Serax, Tranxene, Valium,
Verstran, Halcion, Paxipam, Restoril, Centrex
Methadone
Dolophine, Methadose
Propoxyphene
Dervocet, Darvon N, Dolene, etc.

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Notice of Drug Free Workplace Program
{DATE}
Dear Employees,
The use of drugs is a national problem that seriously affects every American. Drug abuse not
only affects individual users and their families, but also presents dangers in the community.
Business and labor must take leadership roles in the nationwide efforts to reduce the use of
illegal drugs and alcohol abuse.
As you are aware, WC Welding has always been committed to providing a safe workplace
and fostering the well-being and health of our employees. Illegal drug use jeopardizes this
commitment and undermines the capability of WC Welding to produce quality products and
services.
Therefore, we have developed a policy regarding the illegal use of drugs and the abuse of
alcohol that we believe serves the interest of all employees. Our policy formally and clearly
states that the illegal use of drugs will not be tolerated.
We will test 20 % of our workforce every month to identify drug users.
We will also test for drugs after an injury to an employee in the workplace.
Drug testing will commence July 6, 2012We fully expect your cooperation with the
implementation of this important policy.
Sincerely,
_________________
Supervisor Name
WC Welding

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Authorization for Limited Use and Disclosure of Medical Information
To ensure the confidentiality, accuracy, and prompt availability of medical information, we
request this authorization to be signed.
I hereby authorize the Medical Review Officer, any counselor or treatment facility I am
referred to, and the testing laboratories to furnish this company with the results of all tests
run. I further authorize any doctor that has written a prescription which I may be using to
disclose the purpose of the prescription, the conditions under which it is to be taken, and any
other pertinent information to the Medical Review Officer to assist in the MRO’s
determination of my fitness for duty.
WC Welding may use the medical information authorized only for the following purposes:
To determine my ability to do my job or my qualifications for employment or continued
employment and to defend in any legal proceedings in which my employment or actions are
at issue. This authorization shall become effective immediately and shall remain in effect
throughout the duration of employment with the company and any post-employment legal
matters or proceedings.
I understand that WC Welding may further use or disclose the medical information unless
further authorization is given by me or in case of post accident testing or disclosure is
required or permitted by law or licensing authority. I further understand that I have a right to
receive a copy of this authorization upon my request. I further agree that a reproduced copy
of this form shall have the same force and effect as the original.
I hereby authorize the hospital, clinic, or laboratory, its physicians and technicians, specified
by the company, to obtain a sample of my urine, blood, or breath to be analyzed for the
presence of controlled substances.
Signature: _____________________________________ Date: _________________

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WC Welding
Drug Free Workplace Education Documentation
This form acknowledges the required training and education on Drugs and Workers’
Compensation required in by state law.
Our company is a drug free workplace for the benefit of all employees, customers, and the
business entity. State law provides for the possible denial of workers’ compensation benefits
for employees who are injured while working and subsequently test positive. The use of
illegal drugs will not be tolerated or subsidized.
The following drugs are among those tested for under our company policy:
Cannabis
Cocaine
Amphetamines
PCP
Opiates
These are the multiple sub-families of individual drugs under the Substance Abuse and
Mental Health Service Administration (SAMHSA) requirements. These are known by many
names. As adults, we all know that it is ill-advised for anyone to take pills or medication that
has not been prescribed by a physician. Improper use of prescription medication can place
you in a position of forfeiting your job, workers’ compensation benefits and unemployment
benefits as well.
I understand to not misuse prescribed, non-prescribed or over-the-counter medication and to
not use illegal drugs or misuse alcohol. The company has a written policy on drug abuse. It
is posted and available to you to read, understand, and follow. It is your responsibility to
know the provisions of this policy.
Employee:________________________________________ Date:_______________

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WC Welding
Notice of Positive Test Results
To:
The drug test that you took has been determined to be positive. The test was confirmed
positive in accordance with Substance Abuse and Mental Health Service Administration
(SAMHSA) standards.
Our Medical Review Officer has conferred with you. Nonetheless, you have five (5)
working days to contest the test results to the company. In accordance with our company
policy you are hereby (discipline, as stated in policy).
Because you tested positive, you may forfeit medical and indemnity benefits in accordance
with State Workers’ Compensation Act. You are suspended for three (3) days without pay
for violation of our drug policy.
You may appeal this decision or challenge it legally or administratively, at your expense.
Also, in accordance with the administrative provisions of the Workers’ Compensation Act,
you may have the sample in question retested at your own expense at another qualified
laboratory.
Sincerely,
_____________________
Supervisor Name
WC Welding

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Termination Letter
Dear:
Pursuant to the Drug Free Workplace Policy of the company, it has been determined that you
have a positive confirmed drug test result. As a consequence of this positive drug test, you
are being terminated from employment, effective immediately.
Enclosed is a copy of the Consent and Release form that you originally signed which
explained your rights, duties, and obligations under this company’s Drug Free Workplace
Program. You have the right to contest the results of the test within five (5) working days
after you receive this letter notifying you of the test result. Your contest must be in writing
and should state why the test results do not constitute a violation of the company’s Drug Free
Workplace Program.
You have the right to consult this testing laboratory for technical information regarding
prescription and non-prescription medications or other relevant information. You have a
right to the copy of the drug test results upon request and to have any portion of any sample
or specimen taken to be retested at your expense, at the laboratory of your choice. The
retesting should be done within 180 days at a Substance Abuse and Mental Health Service
Administration (SAMHSA) approved laboratory.
By administrative rule, this employer has fifteen (15) days to respond to your explanation of
why your positive drug test is not a violation of the Drug Free Workplace Program. If your
explanation is not accepted, you have the right to administratively challenge this position by
filing a claim with a judge of compensation within thirty (30) days after the receipt of this
employer’s response to your explanation. If you intend to challenge the drug test, it is your
responsibility to inform the above stated laboratory at the address and telephone number
shown to ensure that the specimen sample is retained.
Sincerely,
_____________________________
Supervisor Name
WC Welding

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WC Welding
Acknowledgement of Receipt & Understanding of Drug Policy
I understand the company’s Drug Abuse and Drug Testing Policy and consent to the terms
set forth in the policy. I further understand that the program has been publicly posted in an
appropriate and conspicuous place on the company’s premises and copies of this policy are
available for the inspection by me or the general public in the administrative office or other
designated place during regular business hours. By the signing of this agreement, I herewith
acknowledge that I have read this instrument and fully understand that the company can
establish other work rules related to possession, use, sale or solicitation of drugs, including
policies concerning arrest of convictions for drug or alcohol-related offenses, and can
suspend or terminate my employment or deny employment for such conduct.
_________________________________________
Employee
_________________________________________
Printed Name

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WC Welding
Drug Test Consent and Release Form
I hereby consent to submit to urinalysis and or/other tests as shall be determined thereof by
the company as a condition of employment and for the purpose of determining specific drug
content.
I agree that a Substance Abuse and Mental Health Service Administration (SAMHSA)
certified lab may collect these specimens for these tests and may use them or forward them to
a testing laboratory designated by the company for analysis.
I further agree to have these results reviewed by a Medical Review Officer. I hereby release
to the company, the results of the test(s) to which I have consented. I further authorize the
company to discuss the results with medical/personnel collecting the specimen, the testing
facility, it’s directors, officers, agents, and employees responsible for administering the
aforementioned test(s) or evaluating the results thereof and any of them herein and to use the
test results in conjunction with employment actions, professional licensing procedures, and
as a defense to any legal action to which I am a party.
I further release any testing facility or any physicians who have tested me from any liability
arising from a release of any and all results, written reports, medical reports, and data
concerning my test(s) to the appropriate company officials or government agencies.
I further agree that a reproduced copy of this consent form shall have the same force and
effect as the original.
I have carefully read the foregoing and fully understand its contents. I acknowledge that my
signing this consent and release form is a voluntary act on my part and that I have not been
coerced into signing this document by anyone.
Printed Name: ________________________________________________________
Signature: ___________________________________ Date:____________________

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WC Welding Services Inc. Behavior Based Safety
1. Purpose:
The purpose of the Behavior Based Safety section is to provide all employees with the basic behavior
principles and the behavior-based process in which to maintain a safe workplace.
2. Policy:
It is the Policy of the WC WELDING that no employee is permitted to work in the field or in the shop
withoutfirstbeingproperlytrainedinourBehaviorBasedSafetyProgram. Thistrainingwill be provided
during New-Hire Orientation and annually during a refresher course.
2.1 Training will include:
 Program Objectives
 How to conduct observations
 How to complete observation forms
 What the Behaviors mean
 Feedback training and mentoring
 Observations can be conducted at anytime.
3. Procedures:
Behavior-Based Safety is a process that helps employees identify and choose a safe behavior over an
unsafe one.
4. Basic BehaviorPrinciples:
4.1 Safetyinthe workplace isa combinationof three measurable components:
• The person
• Theirenvironment
• Theirbehavior
4.2 Onlywhenthese three elementsare combinedcanworkplace accidentsbe eliminated.
5. The Person:
5.1 Consists of:
 Physical capabilities
 Experience, and
 Training
6. The Environment:

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6.1 Represents:
 Engineering Controls,
 Equipment,
 Job task, and
 The work culture
7. Behavior:
7.1 This is the final, most often overlooked component-what the employee does on the job.
8. Four Key Components to Behavior Based Safety:
1. A behavioral observation and feedback process;
2. A formal review of observation data;
3. Improvement goals, and
4. Reinforcement for improvement and goal attainment.
9. Behavioral Observation & Feedback Process:
Thisis one of the mostimportantcomponentsof the process. Observationsprovide direct, measurable
information on employees’ safe work practices.
9.1 All employees will be trained in making observations:
• Management
• New hire
• Refresher
9.2 Records are kept to document who has been trained in BBS
9.3 Employees can be observed at any time during his/her work shift
9.4 Employeesare observed performing their routine task. The observer documents both
safe and unsafe behaviors.
9.5 After observations are made it is important to have a discussion with the observed.
9.6 Observer will review the observation.
9.7 The employee is then provided positive feedback on the safe behaviors and non-
threateningfeedbackonthe unsafe behaviors. Theyare alsoprovidedwithsuggestions
on correcting the unsafe behaviors.
10. Formal Review of Observation Data:
10.1 The data is thenanalyzedtodeterminethe employee’s(ordepartment’s) improvement
in safe behaviors. It can be looked at as an overall percentage.
10.2 The improvementbetweenobservationscouldbe graphedanddisplayedforemployees
to view.

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10.3 When graphs show improvement, it provides positive reinforcing feedback to
employeesandmanagement.i.e.if a worker was observed for 20 acts ad 17 were done
correctly then the employee would get an 85%
10.4 After taking many different observations the department or specific worker could be
given an average safety score.
11. Improvement Goals:
11.1 Annually observations for each crew will be used to make a trend of safe and un-safe
behaviors.
11.2 Once this trend is complete an action plan will be developed by WC Welding Services
Safety Manager documenting safe and un-safe behaviors.
11.3 The Action Plan will include:
 Un-safe behaviors from observations trend analysis
 Un-safe behaviors from comments on observation cards and feedback
 Timeframesandresponsibilitieswill be assigned to employees to improve safe
work practices.
 Anyquestionsonthisprocessshouldbe directedtoWCWeldingServices Safety
Manager
11.4 It is essential to have an annual examination of how the items created in the previous
Action Plans are being addressed (i.e. how are the identified safe and un-safe work
practices being followed)
11.5 WC Welding Services Safety Manager will evaluate and archive all Action Plans for
annual review.
11.6 Settingimprovement goals increases the effectiveness of feedback and the success of
the behavior-based safety process.
11.7 These goals usually take several different forms:
 Percent safe goals
 Process goals
 Implementation goals
12. Reinforcement for Improvement and Goal Attainment:
12.1 Management must provide immediate, positive feedback to reinforce safe behavior.
Rewards can be an effective means of reinforcing goal attainment.
13. Results:
 Increased efficiency
 Increased productivity
 Increased morale
 Increase profitability

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WC Welding Services Inc. Disciplinary Program
1. Executive:
Top Management'sdutiesandresponsibilitiesinclude:
 Maintainingcompetentsafety-mindedsupervisiontoensure compliance withsafe
workingpractices.
 Providingproperequipmentandsafe layoutfor itsuse.
 Providingemployeesbestsuitedforthe job.
 Developingsafe workingpractices.
 Planningandarrangingcompanyoperationswithcareful attentiontosafety.
 Encouragingemployee'sinterestinandcontributingtosafetyprocedures.
 Enlistingsupervisoryparticipationincarryingoutsafetyprocedures.
 Selectingprotective equipment.
 Maintainingasystemof companyequipmentandtool inspectionforthe purpose of
correctinghazardsand improvingoperations.
 Enlistingall employeesinactive participationinthe safetyprogram.
 Designatinganindividual tomonitor,administer,andrecordall aspectsof the company
safetyprogram.
 Preventthe lossand/ordestructionof companypropertiesbyfires,storms,hurricanes
and/orotherdisasters.
 Provide protectionforall companyandcontract personnel againstaccidents,industrial
injuriesand/orfatal accidents.
 Preventanytype of pollution.

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2. Supervisor:
The Supervisorisone of the most importantindividualsinanyaccidentpreventionprogram.
Because of thisclose associationwiththe operations,he/she isakeypersonandmustbe
chargedwiththe responsibility.He/shemustbe agood leader,teacherandseta goodexample
for the workersinall phasesof work.The safetydutiesof the Supervisorare asfollows:
 Insure thatall newemployeesare taughtcompanyproceduresandpolicies.Explainthe
company'spersonnel andsafetyprogramandmake everyefforttogetthe employees
interestedinsafetyprocedures,stressingthe pointthateach employee isanimportant
part of the team,and give him/hereveryopportunitytolearn.
 Followuponall safetyviolations. Itemstobe discussedinclude:Meetwithemployeeto
ensure he/she isinformedof all safetyrule andprocedures. Discusscorrectiveactions
of the violationthatoccurred. Determineif more trainingisneeded.
 Respondtoall employee recommendations,eitherbyimplementationorexplanation.
 Encourage and give credittoemployeeswhoreportunsafe conditionsorpractices.
 Investigate anddiscussall accidentsandinjurieswiththe workerstodevelopcomplete
informationastocause andcorrective measures.
 Constantlystudythe guidelinessothatall workand equipmentwill be uptocompany
standardsand policies.
 Insure thatall safetyequipmentisused,isinproperworkingcondition,andthatsafe
practicesare followed.
 Be knowledgeable of all rulesandregulationsof the Federal Governmentpertainingto
the company.Be sure these rulesandregulationsare strictly followed.
 Insure all newandinexperiencedemployeesare instructedinsafe operatingprocedures
and the hazardsof theirjobs.
 Instructthe employeestoinspecttheirequipmentregularlytoensure thatitisin good
and safe workingcondition.
 Do pre-jobplanningtohelpforeseeanyproblemsordanger.
 Take necessarystepstocorrect hazardousconditionsandincorrectpractices.
 Insure thatprotective devicesare ingoodconditionandare beingutilized.
 Anticipate hazardousconditionsandremove the causes.

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 Promptlyreportanyunsafe equipmentthatcannotbe correctedbythe employees.
 Encourage all employeestomake safetysuggestions.
 Stressthe importance of teamwork.We mustworkas a teamto preventaccidentsand
getthe jobdone safely.
 Recognize the intelligence of workersandtheirabilitytocontribute toaccident
prevention.
 Insure thatemployeescompleteeachjobinanorderlywayand do notleave any
hazardousconditions.
 Developcorrectworkingpracticesforthe employeessothat carelessprocedureswillbe
eliminated.
 Insure thatemployeesare mentallyandphysicallyfitforthe job.
 Remindemployeesfrequentlyhow accidentsaffectthempersonallyandcause
hardshipsontheirfamilies -- pain,suffering,lossof income,etc.
 Maintaingoodhousekeepingonall joblocations.
3. SafetyCoordinator:
The scope and functionof the SafetyCoordinatorisfourfold:Toidentifyandappraise the
organizational needsandthe needsof the employee;todevelopthe safetyplan;toimplement
or communicate withthose involved;andtomonitoror re-evaluatethe safetyplan'sweakness
and strengths.
Responsibilitiesincludedare:
 Serve ina staff capacity withoutline authority
 Coordinate safetyactivitieswithinthe companybyadvisingandassistingthe various
levelsof supervisionwiththeirresponsibilityforthe safetyof theiremployees.
 Assistinimplementingthe requiredrecommendationssetforththroughthe
Occupational SafetyandHealthAct,as well asotherapprovedcodes, standards,and
recommendedpractices.Keepabreastwithsuchcodes,andinformmanagementof
areas of noncompliance.
 Conductperiodicauditstoensure employeesfollow safetyprotocol
 Plan,organize,andconductSupervisorymeetingsonsafetymanagement andtheir
responsibilities.

25
 Keepandanalyze accidentrecordstoinsure thatproperaction hasbeentakento
preventareoccurrence of a similartype of accident.Also,informotherareasof the
companywhere similarconditionsexistsothatnecessaryactionswill be takento
preventsimilaraccidents.
 Serve onthe Executive SafetyCommittee.
 Assistinscheduledfacilityinspections.
 Assistandattendscheduledsafetymeetings.
 Assistinprovidingsafetyorientationstonew employees.
 Auditdepartments,sections,andunitsinorderto determinecompliance withall
requiredsafetyrules,policiesandprocedures.Submitfindingstothe Executive Safety
Committee.
 Assistinestablishingproceduresandguidelinesforthe SafetyProgramandkeepit
updated.
 Developsafetyrecommendationsforspecificoperations.
 Attendtrainingschoolsand/orseminarsthatprovide currentmethodsand/orsystems
traininginaccidentpreventionandsafetydevelopment.
 Investigate accidents,asconsideredbymanagement.
 Submita monthlywrittenreporttotopmanagementregardingstatusandalsoproper
statisticsinvolvingaccidentsinordertokeepmanagementinformedof the overall
results.
 Assistandadvise onthe selectionandpurchase of safetyequipment.
 Keepincontact withorganizationslike A.S.S.E.,N.S.C.,I.A.C.C.,A.P.I.,L.A.,W.C.,
O.S.H.A.,operatorsorcustomerstostay abreastof changes,trends,anddevelopmentin
the safetyfield.
 Obtainand/orrenderpromptfirst-aidtoinjuredemployees.
 Otherareas of assistance include:special hazardsorunusual jobs;securitymeasures;
vehicularsafety;occupational disease;damage control;emergencyordisastercontrol
plans;promotional aids;andspecial-emphasiscampaigns.
4. Employees:

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Workingsafelyisan integral partof a worker'sjob.The mutual cooperationwithfellow
employeestowarddevelopingproperproceduresisessential.Eliminationof accidentsisof
prime importance.Itisveryimportanttofollow all safetyrules,avoidtakingunnecessary
chances,use all safeguardsandsafetyequipmentprovidedandmake safetyapartof the job.
Violationof establishedsafetyruleswillnotbe tolerated.
The employees’responsibilitiesinclude:
 Reviewthe SafetyProgramandreadand follow the safetyrules.
 Employeesare expectedtofollowsafe proceduresandtotake an active part inthe work
of protectingthemselves,theirfellow employees,andthe equipment.Theyshall be
encouragedtodetectandreport hazardousconditionsandunsafe behaviorintheir
workplacesto theirsupervisorandtomake suggestionsfortheircorrection.
 Supportand participate inthe SafetyProgram.
 Performtheirjobsinthe safestmannerprescribed.
 Reportsto the jobsoberand physicallyfit.
 Assistthe entire workforce to maintaingoodjobhousekeeping.
 Be alert;alwayskeepyourmindonyourjob;know your joband the properway to
performit.Be alertconstantlyforany unsafe conditionsorpractices.
 Work accordingto good safetypracticesasinstructed,discussedor postedby
supervision.
 Refrainfromengaginginhorseplay.
 Requestanduse personal protectiveequipmentprovidedforspecifictasks.
 Reportall injuriesand/oraccidentstoyoursupervisorimmediately,evenif youdeem
themto be minor.
 Refrainfromtakingunsafe shortcutsinyourworkpractices.
 Attendall safetymeetingsandtake anactive part inthe discussions.
 Do not start anywork underconditionsnotbelievedtobe safe withoutcallingthese
conditionsimmediatelytothe attentionof the supervisor.

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WC Welding Services Inc. Job Competency
1. Objective
The measure of effectivenessof acomprehensive safetyprogramreliesheavilyuponthe management
supportdirectedtowardeducation,implementation,andenforcement.Since the goal of this
organizationistoprovide acomplete safe environment,anessential elementmustbe the development
of safe workinghabits.Thiscanonlybe accomplishedbyestablishingasystematicdeliberateapproach
towardsafetyfacilitatedbyawrittenplanthatdelineatespoliciesandproceduresregardingsafety.
The safety,welfare,andhealthof all employeesisaprime considerationof WCWELDING Emphasison
safetyprocedureswillbe followedand"shortcuts"or time expedientpracticesthatabridge established
safetyprocedureswillbe avoided.The total workingenvironmentwill be continuouslyevaluatedinan
efforttoreduce the possibilityof accidents.The management,supervisors,andemployeesof WC
WELDING must activelyparticipateinsupportandadherence tosafetyrulesandregulations.
Reducingaccidentsandrelatedinsurance costsandunnecessarylosseswill helpustobe more
competitiveinourindustry,thushelpingtosafeguardourjobs.Byprovidinganorganizational chartor
listof job titleseveryoneshouldknow all responsibilitieswithinthe organization.
2. Policy
All employeesshallmeetthe minimumrequirementsthathave beenpredeterminedforthe positionhe
or she has applied.All certificationsand/orcollegedegreeshall be submittedasproof of qualificationto
performthe jobat task.
Newor transferredemployeeswill receivefurthertrainingif determinednecessarybytheirsupervisor.
The trainingwill be jobspecifictoensure competencyinthe relatedfield. The employees direct
supervisormustdeemthe employee competenttoperformhisdailydutiesbefore beingallowedto
workindependently

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WC Welding Services Inc. Short Service Employee
1. Purpose:
Several customersrequirethe identificationand managementof Short-Service Employees(SSE),
whenworkingwithintheirfacilities.A SSEisany employee of WCWELDING that haslessthan six
monthsof experienceinthe same jobtype.ThisalsowouldincludeWCWELDING employees
that have beenworkingwithWCWELDING forseveral years,butrecentlychangedjobsor
responsibilities.Ultimately,anyworkerexpectedtoperformdutiesoff-site musthave a
minimumof six monthsexperience withWCWELDINGinthe jobto be performedoff-site.
2. Procedure:
2.1 SSE Work Restrictions
2.1.1 For everySSEthere mustbe at leastone mentor,assembledtoconductoff-site
workfor a customer.
2.1.2 Crewsof 3 to 5 people,assembledtoconductoff-siteworkforacustomer,shall
have a maximumof 1 SSE.
2.1.3 Crews6 andgreater,assembledtoconductoff-siteworkfora customer,shall
maintaina maximumof 20 % SSEs (1 SSE for every5 experiencedlaborers).
2.1.4 Crewscontainingmore than20% SSEsare not permittedforanyoff-sitetasks
completedbyWCWELDING for a customer/client.
2.2 SSE Identification
2.2.1 If required,aCustomerSSEForm may needtobe completed.Thisformwill be
providedbythe customerandmustbe completed,submittedandapprovedby
the
customerpriorto the SSE commencinganyactivitiesattheirfacilityorlocation.
2.2.2 Basedon the particularsite requirements,SSEsmaybe requiredtokeepacopy
of
the SSE approval notice withthematall timeswhenworkinginthe customers
facility.
2.2.3 All SSEsworkingoff-siteata customer’sfacilityorlocation,shall be identified
witha SSE tag to be clippedtotheirlapel orshirt.Thistag shall be readily
visible,abrightcolorand shall have the lettersSS E in large fontprintedonthe
front.
2.24 SSE’s will wearabrightorange hard-hatwiththe letters“SSE” printedonit.
2.25 ProjectManager,WSM, DSM or on-site supervisorwill determine the approval
status of the crew.
2.3 Mentoring
All off-siteSSEsmustbe assignedamentor.A mentorcan onlybe assignedone SSE.A
Mentor musthave at least12 monthsjobexperience withWCWELDINGand withinthe
specific jobtaskbeingperformed.Eachmentormustcloselysupervise hisSSEtoensure
that safe and qualityworkisbeingperformedonsiteperthe scope of workoutlined.
2.4 RolesandResponsibilitiesof the SSE

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All SSEsare responsibleforensuringproperidentificationiswornatall times,
maintainingpaperworkauthorization,workingwithamentorandensuringthatanyand
all concernsor questionsraisedare answered,andconductingall workina safe and
efficientmanner.
2.5 Completionof SSEProgram:
 All SSE employeeswill be monitoredforhis/her6monthterm;atthe endof this
periodif the employee hasdemonstratedsufficientknowledgeof his/here workload
inan incident-free mannerthanthe title of SSEwill be removed.
 If the SSE employee hasnotperformedhis/herworkload inanincident-free manner
than WC WELDING requiresthatthe employeecontinueunderthe title of SSEuntil
removal isdeemednecessarybyWCWELDING Management.
 Alsowrittenconsentbyanyclientsisrequiredforthatemployee toreturntowork
at any of theirwork locations
3. MonitoringSSE’s
3.1. WC WELDING isresponsibleformonitoringit’sownSSEpersonnel aswell asanyother
subcontractorSSE’s whichare utilized.
3.2. All subcontractorswill adhere tothe policiesthathave beenjustdescribed

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WC Welding Services Inc. Driving Safety
1. Policy
All companyvehiclesare tobe utilizedforcompanybusinessonly.Vehiclesare nottobe usedfor
personal use underanycircumstances.Drivingtoandfroman off-site office toajob site isconsidered
businessuse.If avehicle isassignedtoyouor inyour possession,youare the ONLY personauthorizedto
operate the vehicle.Nofamilymembersoroutside partiesare allowedtooperate the vehicle.
Employeesoperatingcompanyvehiclesare toobeyall local andstate lawsandto drive courteously.
Employeesare alsoresponsible andrequiredtopayfor all finesincurreddue toanyparkingor moving
violation. All trafficviolationsorcollisionswhiledrivingoncompanytime mustbe reportedtothe
supervisorimmediately.Employeesmaynotoperate companyorpersonal vehicleswhile intoxicatedor
underthe influence of anycontrolledsubstance.Ourpolicyiszerotolerance withrespecttoalcohol and
substance abuse while operatinganycompanyvehicle.AnyDUImay not allow youtocontinue driving
for the companyand couldleadtotermination.If avehicle isassignedtoyou,itisyourresponsibilityto
maintainandkeepcleanthe vehicle.
Employeesoperatingcompanyvehiclesmustbe focusedandfree fromdistraction. Use of hands-free
device ismandatoryif usingacell phone while driving. Alsostate-specific:Cell phone use isonly
permittedtothe extentandunderthe conditionsof the federal,state orlocale inwhichyouare
operatingthe vehicle.
Loads shall be secure andshall notexceedthe manufacturer’sspecificationsandlegal limitsof the
vehicle.Vehiclesshall be usedforitsspecificuse.
2. CompanyDriverQualifications:
1. All employeesdrivingacompanyvehicleshall have validdriver’slicense.
2. Seatbeltsshall be usedbyall occupantsat all times.
3. No personnel shall ride onavehicle exceptwithinthe passengercompartment.
4. Vehiclesshall notbe re-fueledwiththe engine running.
5. Leavinga vehicle runningwhile parkedis notrecommended.If necessary,the vehicle’s
transmissionshall be inpark(automatic) orinneutral (standard),andthe parkingbrake shall be
set.
6. The driverof a companyvehicle isresponsible forthe conditionof thatunitand shall regularly
inspectthe vehicle toassure thatitis ingoodmechanical conditionandproperlyequipped

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7. Equipmentshouldnotbe carriedinthe occupant’scompartmentunlessproperlysecured.
8. Driversshall notoperate a motorvehicle while underthe influenceof alcohol, illegal drugs,or
prescriptionoroverthe countermedicationsthatmightimpairtheirdrivingskills.

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WC Welding Services Inc. Incident Investigation
1. General:
 If an employee isinjured,regardlessof the seriousness,he/she mustreportthe injuryto
his/hersupervisorimmediately.
 An accidentreportshall be filledoutcompletelyassoonaspossible.If possible,the
injuredpersonshouldsignthe accidentreport.
 The supervisorwill notifythe SafetyCoordinatorassoon aspractical of any accident
that may have occurred.
 All employeesconductingaccidentinvestigationsmustbe properlytrainedI
investigationtechniquesandreporting. All itemsnecessarytoconductan investigation
will be providedbythe employer.
 Afterthe accidentreporthas beencompleted,itisthe supervisor'sresponsibilityto
investigatethe accidentassoonas possible afterthe accidentbecausedelayscould
allowinformationoritemsof importance tobe removed,destroyedorforgotten.The
purpose of thisinvestigationistoobtaininformationinordertomake
recommendationsforcorrective actionforthe preventionof similarorotheraccidents,
eitherinthe areaaffectedorelsewhereinthe organization.Evidence shall be collected,
preservedandsecuredbythe supervisorconductingthe investigation. Informationshall
be storedto not be tamperedwithordisturbedbefore the investigationisclosedout.
 The supervisorshould:
1. State what unsafe conditionscontributedtothe accident. Give reason
for itsexistence,if possible.
2. List anyunsafe acts involved.Whydidtheyoccur?Was it due to lackof
skill,poorattitude,misunderstanding,etc.?
3. Secure statementsof witnesses,whenpossible.
4. Take corrective actionto preventreoccurrence of the accident.
 Afterthe supervisorknowsorlearnsof anyquestionable circumstancesregardingan
injuredemployee,he/she shouldnotifythe SafetyCoordinator.
 If requiredOSHA will be contactedwithinthe 8hoursand the clientwill be contacted
within24 hoursof the accident.
2. ReportingInjuriesof Employeesof OtherCompanies:
 Althoughwe maynotbe responsible forinjuriestoemployeesof othercompaniesthat
occur on our equipmentoron location,itisnecessarythatwe have informationonsuch

33
injuriesonfile inthe eventthatanyinquiriesare made.
 The supervisorwill make awrittenreporttothe SafetyCoordinatorwheneveran
employeeof anothercompanyisinjuredonourequipmentoronlocation.
 Thisreportshall be made immediatelyafterthe accidentandwill include the injured
person'sname,age,address,employer,andall otherfactual informationconcerningthe
accidentand injury,includingnamesandaddressesof witnesses.
3. ReportingVehicleAccidents:
 Accidentstocompany-ownedvehiclesshouldbe reportedpromptlyandcompletely.
 Do not leave the scene of the accidentuntil policehave investigatedandcompleted
theirreport.
 If damage isserious,andpeople are injured,carryoutthe followingprocedures:
1. Call or sendfor an ambulance and/ordoctorstocare for the injured.
2. Notifythe police.
3. While waitingforthe police,getall pertinentinformationsuchasthe name of
the driverand ownerof the othervehicle,occupantsof the othercar,witnesses,
license numberandmodel of the vehicle.
4. If informationisrequested,giveonlyyourname,address, the company'sname
and address.
 You must,of course,give yourversionof the accidenttothe police,butyouare not
requiredtogive yourversiontoanyotherperson.
 Do not offertopay for or settle damagestopropertyorinjurytopersons.
 As soonas possible,contactthe SafetyCoordinatorormanagementgivingthemfull
particularsof the accident.
 As soonas possible,complete the accidentreportandreturnitto the Safety
Coordinator.
4. AccidentInvestigation:
 Accidentinvestigationsshouldbe avital part of any safetyprogram.A thoroughaccident
investigationisanecessarytool forthe preventionof reoccurringaccidents.
 It isimportantto rememberthatanaccidentinvestigationisnota trail to findfaultorblame.Its

34
purpose isto findaccidentcausessothat physical ormechanical improvementoremployee
trainingor motivationmaypreventsimilaraccidents.
 For an accidentinvestigationprogramtobe successful,all accidentsshouldbe investigated.An
accidentisan unplannedhappeningoreventthatmayor may notresultinpersonal injury,
propertydamage,orboth.
 Who shouldmake the investigation?
 The supervisorwill be chargedwiththisresponsibility.A supervisorwhois
responsible foranaccidentshouldbe interestedin preventingfuture
occurrences.The SafetyCoordinatormayalsoassistinor performa
supplementaryinvestigation.
 Whenshouldaninvestigationbe made?
 An investigationshouldbe made assoonafterthe accidentas possible.Facts
shouldbe gatheredwhilethe accidentisfreshinthe mindsof those involved. If
possible,everyemployeewhoisinvolvedinorwitnessedthe incidentshouldbe
questioned.Eachindividual shouldbe questionedseparatelytoavoiddistorted
or elaboratedfacts. Whenconflictsare discoveredininformation,the
investigatorshouldre-interview individualsseparately,toachieve mostaccurate
results.All possiblecausesshouldbe studied. While gatheringthe factsof the
accident,the investigatorshouldencourageemployeestogive ideasabouthow
thisaccidentcouldhave beenprevented.
5. Preparinga Report:
A reportshouldbe prepareddescribingthe investigationindetail. All possible questions
regardingthe accidentshouldbe listed. The followingquestionsshouldbe helpful incompleting
the report:
 Who wasinvolved?
 Accidentsusuallyaffectmore thanjustthe injuredperson,andveryoften,more
than justthe injuredpersoncontributedtothe cause.Itshouldalsobe
determinedwhotoldthe employeetodowhat he/she wasdoing?Whotrained
the employee? Whofailedtoreportanunsafe conditionorprocedure?
 Where didthe accidentoccur?
 A detaileddescriptionof the accidentsite shouldbe includedwiththe
department.Also,determine if the peopleinvolvedwere where theywere
supposedtobe.Was the equipmentinitsproperlocation?
 What happened?
 What was beingdone?Whatthingswere involved?Whatwasthe result?
 Whendidthe accidentoccur?
 Please notthe time anddate the eventoccurred. Was it earlyor late inthe day,

35
and whendidthe employee startworking?
 How didthe accidentoccur?
 The answerto HOW is a descriptionof people,things,places,andtime asthey
all combine intoa complete event.The exactsequence of eventsthatledtothe
accidentshouldbe reported. Thisshouldbe carefullywritteninstep-by-step
sequence,accordingtohow the accidenthappenedandshouldinclude
everythingthatcontributedtothe sequence of the incident.
 Why didthe accidentoccur?
 Was the injuredpersoninattentive?Poorlytrained?Didsomeone failtoreport
an unsafe conditionorprocedure?Whydid,whathappenedcause anaccident?
Why didthe eventresultinanythingotherthananordinary,everyday
occurrence?
 Recommendcorrective action
 Afterevaluatingthe factsof anaccident,mostlikelythe findingswill show that
the accidentwas causedbya combinationof unsafe actsand/orunsafe
conditions.Recommendationstopreventareoccurrence shouldbe directed
towardcorrectingall contributingfactorsleadingtoanunsafe conditionand/or
unsafe act.Afterthe report hasbeensubmittedtomanagement,itisvery
importantto follow upwiththe peopleinvolvedtobe sure thatrecommended
changes have beenimplemented.
6. Summary:
All accidentsshouldbe investigatedassoonafterthe accidentaspossible.All people involved
shouldbe interviewedinanefforttodetermine exactlyhow the accidentoccurred.Once all the
facts have beenputtogether,areportshouldbe submittedtotopmanagement.The report
shouldanswerthe questionsWHO,WHEN,WHERE, HOW, andWHY.

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SUPERVISOR'S ACCIDENT INVESTIGATION REPORT
Date: Time:
Employee Involved: Age:
Position: Date Employed:
Supervisor: Department:
How long was the employee performing this operation?
Was the employee instructed?
Did the accident result in an injury?
Nature and extent of the injury:
Date injury reported: Was First Aid given?
If so, when and by whom?
How did the accident occur?
Cause of accident:
Recommendations to prevent re-occurrence:
What action has been taken?
Employee Signature: Department:
Supervisor Signature: Date:
Safety Committee Comments:
Signed: Date:
Executive Special Orders:
Signed: Date:

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WC Welding Services Inc. Stop Work Authority
1. Purpose:
The purpose of the SWA sectionisto explaintoall WCWELDING employeesthe conceptof STOPWORK
AUTHORITY, and the importance of runningincidentfree operations(IFO).
2. Policy:
It isWC WELDING’spolicythatall employeeswillbe trainedwiththissegmentpriortobeingable to
workin the shopor field. All employee trainingistobe signedanddocumentedatthe WC WELDING
mainoffice including:
1. Employee Name
2. Date of Training
3. SubjectMatter
3. Procedures:
 Everyone isresponsibleandauthorizedtostopanyworkthat doesnot complywithHSE
requirements. Neverfeelrushed,andtake yourtime!
 WC WELDING operatessolelyonthisprincipal
o If somethingdoesn’tfeel rightorsomethingdoesn’tlookright, STOPWORK
 Have a tailgate meetingandclarifytoall involvedpartieswhatworkisaboutto
take place
 Keepall involvedpartiesinformedof actions.
 Work as a team!
 Once a jobisstopped, operationswill notbe continueduntil atail-gate meetinghasoccurred
and all discrepancieshave beenresolved.
 All SWA interventionswill be documentedtolearnfromoperational mistakes,andprevent
future mishapsfromoccurring.
4. SWA Steps:
1. STOP-
a. Work interventioninitiated,
b. Coordinatedthroughthe supervisor,
c. Initiatedinapositive manner.
2. NOTIFY- all affectedpersonnel andsupervisionof the issue

38
3. CORRECT- the issue
4. RESUME- whenissue hasbeenresolvedanditissafe todo so.
5. Roles& Responsibilities:
5.1 Field/ShopPersonnel:
 Personnel’sresponsibilityistoutilize SWA wheneverdeemednecessary.
 It isimportantfor all WC WELDING personnel tounderstandthatnopunishmentwillbe inflicted
for usingSWA intervention.
 Dailymake observationsandatthe endof yourshiftmake note on yourSWA card
o In the morningat the safetymeetingeachemployee isexpectedtohave made at least
one observationandnoteditona SWA card andhave verballyrelayedduringthe
meeting.
o These cards are to be collectedbythe safetymanonlocationandturnedinto
management.
5.2 Management:
 The main responsibilityof Managementistoinsure thatwhereverthe work
locationmaybe that an environmentof SWA canbe usedwithoutretribution.
 Will reviewSWA reportsto:
 Measure personnel participation
 Determine the type of interventions
 Type of follow-upsrequired
 Trendcommonissues
 ImprovementOpportunities
 Share ideasof continual improvement
 SWA follow-upsare animportantpartof the SWA process.
 Managementwill ensure thatthe SWA Interventionhasbeenaddressedby:
 Making sure that the safetyconcernhasresolvedandall
involvedpartiesare satisfied.
 If necessaryanycorrective actionhas beencompleted.
 Andfinallythe rootcause has been identified.
6. IFO:
 Thisis the mostimportantgoal of everyjob!
o TO GET EVERYONE HOME SAFELY ANDWORK EFFICIENTLY!
 Operatorsgrade contractors invariousways;
o Primarilycontractorsare gradedby hoursof operationwithout
recordable incident.

39
o Each companyis eithergivenacoloror grade level dependentuponthis
value thatis assigned.
o Operatorshave certainrequirementstouse onlycontractorswith
certaingradesor colors.

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WC Welding Services Inc. Personal Protection Equipment
1. Policy
The Personal Protective Equipment(PPE) Policy and Procedure provides WC WELDING with a means to
ensure thatitsemployeeswearthe proper personal protective equipment to perform their duties and
responsibilities safely, and remain healthy while in the workplace. It is the policy of WC WELDING to
ensure that its employees are protected while in the workplace.
[The web address for a current copy of the standard is www.osha.gov; search “1910.132”; click
“1910.132 – General requirements” (1910.133-1910.138)]
2. Procedure
Safetyglasseswithside shields,gogglesandface shields, gloves, aprons, hearing protectors, hard hats,
protective clothing, andrespiratorydevicesare provided,usedandmaintainedinasanitaryand reliable
condition to ensure that employees are protected from the affects of hazards through absorption,
inhalation,ingestion,orphysical contact. Prescriptionsafetyglassesmust have side shields, but are not
providedbyScott;protective footwearisnotprovidedbutrequired,andusedandmaintainedsimilar to
other PPE.
1. HSE Department and Safety Officer conduct a hazard assessment of the shops, warehouse,
yards, and offices by determining if hazards are present, or are likely to be present, which
necessitate the use of PPE (see Hazard Assessment Table attached).
2. HSE Department and Safety Officer certify the assessment in writing and with signature and
date according to the Standard (see Certificate of Assessment attached).
3. HSE Department and Safety Officer identify and select the specific Personal Protective
Equipment(PPE) thatbestprovidesthe protectionforeachhazardidentifiedinthe assessment.
4. SafetyOfficerdiscussesthe resultsof the latest hazard assessment and the selection of PPE for
each hazard with the employees, shortly after the annual assessment at a safety meeting or
training session.
5. SafetyOfficerensuresthat PPE is issued to employees based on their job duties/activities and
related hazards; newly-hired employees receive their PPE when they first arrive in the
workplace.
6. Safety Officer replaces PPE upon verbal request by employees when the PPE is damaged,
defective, or in some way not able to provide the best protection possible.
7. Safety Officer verifies the proper use and condition of PPE by conducting and documenting
regular inspections of the employees wearing the PPE in the workplace. Any discrepancies
found are corrected immediately; this includes providing PPE, cleaning PPE that is dirty,
disposing of defective and damaged PPE, etc.

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8. Safety Officer takes an inventory of PPE in the workplace regularly to determine if the PPE
stocks are in need of replenishing.
9. If the stocks are in need of replenishing, Safety Officer ensures that the required PPE is
purchased and made available the affected employee.
10. If an employee has his/her own personal PPE it is WC WELDING's responsibility to ensure that
the PPE is adequate for the job, properly maintained and sanitary.
The assessment and certification are accomplished annually or when significant changes occur in the
workplace. The new Hazard Assessment Table and Certificate of Assessment are included with this
procedure and place in the appropriate HSE file. Prior to a new job a hazard assessment (HA) will be
conductedbythe safetyofficertodetermine associatedhazards,andthe appropriate PPEtobe required
for that job. ThisHA will include:Certifier's name, signature(s), date(s) & identification of assessment
documents. Once the SafetyOfficerhasselectedthe associatedhazardsforthatwork environment and
the appropriate PPE has been chosen, the employee(s) will be explained why that specific PPE is
required and the HA will be thoroughly gone over and signed.
3. Training:
The HSE Department and Safety Officer ensures that all employees are trained in Personal Protective
Equipment(PPE) whenfirstemployed and annually thereafter; the HSE Department and Safety Officer
accomplish the following:
 Reviewall sectionsof the HazardAssessment Table that apply to employees; explains that this
Table identifies “what” PPE is necessary, “when” PPE is necessary, and the “limitations” of the
PPE specifically for the hazard(s) described.
 Review steps to properly don, doff, adjust and wear the PPE.
 Review steps to properly care for, maintain, and dispose of the PPE.
 Explain that PPE is never repaired; PPE or parts of the PPE are replaced.
 Explain that damaged PPE is never used.
 Explain that the useful life of any PPE is dependent upon its care and maintenance.
 Observe employeesastheydon,doff,adjust,and wear the PPE; ask employees to describe the
proper care, maintenance, and disposal of the PPE during the demonstration.
 Administer tests to verify understanding of training.
 All training is documented and stored at WC WELDING's main office.
3.1 Retraining:
Is required when:
 The workplace changes
 Type of PPE changes
 Employee demonstrates lack of use
o Improper use
o Insufficient skill or understanding

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 Certification must include:
o Employee name
o Date of training
o Certification subject
The HSE Department and Safety Officer must verify that employees have an understanding of the
trainingandhave the abilitytouse the PPE properly. The Hazard Assessment Table identifies what PPE
isnecessarytoprotect employeesfromthe affectsof the hazards;the PPEislimitedtothe use identified
for the specifichazard(s),nothingelse. Re-trainingisprovidedif there are changes in the type(s) of PPE
that renderprevioustraining or equipment obsolete, or if an employee has not retained the requisite
understanding or skill.
4. Hard Hats
Companyor employeeprovidedhardhatscomply withANSIStandardSpecificationZ89.1,latestedition.
The hard hat is a type that reduces electrical shock; aluminum and “bumper” type hard hats are not
acceptable. Hardhats consistof two parts: the outershell andthe suspension. The suspension consists
of a cradle attached to a headband that keeps the shell away from the head and cushions any blows.
Wear the hard hat whenworkingatdifferentlevelsorwhere there isapossibilityof a falling object that
could cause a head injury, and when working in plants.
1. Adjust the suspension and try the fit (repeat) until the hat fits comfortably and does not shift
fromside to side;the designof the suspensionindicatesthe frontof the hat,andthe brimof the
hat should be parallel with the ground or walking surface when donned.
2. Visuallyexamine the hardhatregularlyforanyforeign material; if present, wash with soap and
water, rinse thoroughly and allow to dry.
3. Visually examine for damage and brittleness; if it is damaged or brittle, if it has drilled or
punchedholes or if it is painted, dispose of it by separating the shell from the suspension and
discarding both separately to discourage others from using it, and obtain a new hard hat.
4.1 Eye and Face Protection
Safety Glasses
Safetyglasses(includingprescriptionsafetyglasses) musthave side shields and meet ANSI Z87.1, latest
edition, to be considered “safety glasses”. This code is stamped or embossed on the frame of the
glasses. Safetyglassesare wornwhenever there is the possibility of casual or random exposure of the
eyes to particles in the air (not usually resulting in injury).
1. Adjust the arms and try the fit (repeat) until the glasses fit comfortably and do not slip off the
face; the glasses should feel snug on the face.
2. Visuallyexamine the glassesregularlyforforeignmaterial;if present,washwithwaterand wipe
dry with a non-abrasive cloth or paper.
3. Visuallyexamine the glasses for scratches, missing side shields, and damage; if the visibility is
bad or if they are damaged, replace them.

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Impact and Chemical Goggles
Goggles consist of the goggles, one lens and an elastic band, with two adjustment clasps; the band is
loosened or tightened to give the most comfortable fit. Impact goggles are worn whenever there is
dangerof exposingthe eyestoflyingfragments,particles,orotherconditions that could result in injury
to the eyes. Chemical goggleswithindirectventingare wornwhenworking with and around hazardous
chemicals. Only goggles meeting ANSI Z87.1, latest edition, are worn.
1. Adjustthe bandsand try the fit(repeat) until the goggles fit comfortably and do not slip off the
face; the design of the goggles indicates which part fits over the bridge of the nose, and the
edges of the goggles should fit tightly against the face.
2. Visuallyexamine the goggles regularly for any foreign material; if present, wash with soap and
water, rinse thoroughly and allow to dry.
3. Visually examine the goggles, lens and bands for scratches, damage and brittleness; if the
visibility is bad or they are damaged or brittle, replace them.
Employeeswhowearprescriptionlenseswhile engagedinoperationsthatinvolve eye hazardsweareye
protection that incorporates the prescription in its design, or wear eye protection that is worn over
prescriptionlenseswithout disturbing the proper position of the prescription lenses or the protective
lenses.
4.2 Face Shields
Face Shieldsconsist of a heat or chemically treated clear plastic shield attached to a headband or hard
hat that fitsoverthe head. The headband is adjusted in a manner similar to the hard hat. Face shields
are wornwheneverthere isdangerof exposingthe eyesandface toflyingobjects,hazardouschemicals,
or other conditions that could result in injuries to the eyes and face. Only face shields meeting ANSI
Z87.1, latest edition, are worn.
1. Adjust the suspension and try the fit (repeat) until the headband or hard hat attached to the
shield fits comfortably and does not shift from side to side; the face shield is at the front, and
the brim of the hat or edge of the headband should be parallel with the ground or walking
surface when donned.
2. Visually examine the face shield regularly for any foreign material; if present, wash with soap
and water, rinse thoroughly and allow to dry.
3. Visually examine the headband/hard hat and shield for scratches, warping, damage and
brittleness; if the vision is not clear because of scratches or warping, or the shield, hard hat or
headband are damaged or brittle, replace them.
4.3 Gloves (Work, Chemical and Electrical)
Gloves provide protection for the hands and forearms, and are worn whenever there is a reason to
protect the hands from sharp objects, hazardous chemicals, electricity or other conditions.
1. Try the fit (repeat) until the gloves are close fitting and feel comfortable.
2. Visually examine the gloves regularly for soiling and foreign material; if present, wash, rinse
thoroughly and allow to dry.

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3. Visuallyexamine the glovesregularlybefore eachuse forexcessive wear,holes,tears,and other
damage, and replace as needed; replace damaged or soiled gloves.
5. Hearing Protection
The plugs protect against hearing loss through air conduction; the muffs protect against hearing loss
through air conduction and bone conduction. Hearing protection is worn whenever there is the
possibility of an exposure to noise of more than 85 decibels during 8-hours of work (TWA).
In selecting and inspecting earplugs, the employee observes the “noise reduction rating” NRR on the
package;the higherthe rating,the betterthe protection. Earplugs are disposable or reusable; the type
of plug is identified on the package. Disposable earplugs are a “one time use” only item (one day
maximum). Employees wash their hands thoroughly before handling earplugs.
1. When inserting ear plugs, twist the plug until it is compressed and narrow, place into the ear
pointfirst,release itandallowittountwistandexpanduntil itconformstothe interiorshape of
the ear. (Plugs are constructed of foam and conform to the inner ear.)
2. When donning ear muffs, adjust the band connecting the muffs and try the fit (repeat) until
each muff fitscompletelyandcomfortablyover each ear with an air tight seal; if the seal is not
air tight, the noise reduction rating is nullified.
3. If usedmore than once,cleanaftereveryuse usingsoapand wateror milddisinfecting solution
to remove the wax, dirt and/or bacteria; rinse thoroughly and allow to dry.
4. Examine hearingprotectionbeforeeachuse;if there is noticeable damage, or if the material is
hard or brittle, replace the protection.
6. Protective Footwear
Protective footwearprotectsagainstavarietyof hazards:impactand penetrationhazards, compression
hazards, chemical exposure and electrical shock. Protective footwear includes rubber boots, leather
boots,steel-toedbootsandshoes,andotherfootwear specifically designed to protect personnel from
hazards in the workplace. Safety footwear meets the current ANSI Z-41, latest edition, for 75 foot-
poundimpacttest. The SafetyOfficerdeterminesthe type and/or style of safety footwear appropriate
for worksite locations. Impermeable rubber or neoprene boots are worn when working with corrosive
or hazardous chemicals.
1. Ensure that the protective footwear is the proper size and fits comfortably when donned.
2. Visuallyexamine the footwearregularlyforforeignmaterial (varies with use); if present, clean
using soap and water, rinse thoroughly and allow to dry (rubber footwear) or clean using a
damp rag (leather boots, steel-toed boots/shoes).
3. Visually examine the footwear for damage (tears, excessive wear, broken stitching, holes); if
damaged, replace the footwear.
7. Protective Clothing (including Aprons, Slicker Suits, Rain Gear)
Protective clothing protects against a variety of hazards, including chemical exposure, temperature
extremes, burns, lacerations, abrasions, etc.

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1. Ensure that all protective clothing is the proper size and feels comfortable when donned;
ensure aprons are knee-length and sleeves reach the wrist.
2. Visually examine the protective clothing regularly for foreign material (varies with use); if
present, wash, rinse thoroughly and allow to dry.
3. Visuallyexamine the clothingfordamage (tears,holes,excessive wear);if damaged,replace the
clothing.
4. Employeesinvolvedin hot work such as welding, torch cutting, brazing or soldering wear long
sleeve shirts, leather gloves, leather boots and long pants with the pant leg fitted over the
shank of the boot to prevent hot slag or metal fragments from entering the boot.
8. Welding and Cutting Protective Eyewear
Weldinghelmets,weldingface shields,weldinggoggles and spectacles protect against optical radiation
and glare from electric arc welding, gas welding, cutting (torch brazing, torch soldering), and the glare
from these activities.
1. The welding helmet, shield and goggles are donned the same as the hard hat, face shield and
goggles previously mentioned; the spectacles are donned the same as the safety glasses
previously mentioned.
2. Visually examine the helmet for foreign material; if present, wash with soap and water, rinse
thoroughly and allow to dry.
3. Visually examine the shield, goggles and spectacles regularly for foreign material; if present,
wash with soap and water and wipe dry with a non-abrasive cloth or paper.
4. Visuallyexamine the helmetfordamage orbrittleness;if the helmetis damaged, either replace
the damaged part or dispose of the helmet.
5. Visually examine the shield, goggles and spectacles for scratched lenses, warping, damage or
brittleness; if the visibility is poor or the item is in poor condition, replace it.
9. Respirators (including Masks, Filter and Cartridge Respirators, Hoods and SCBAs)
Chemical cartridge respirators protect against gases, organic vapors and pesticides; mechanical filters
protectagainstdusts,mists,fumes,smoke andaerosols. Particulate masksfilterair-born dust particles.
Air-supplyingrespiratorsinclude hoods,egressrespirators,SCBAs and air-supplying fixed systems. The
fit test is not conducted if there is any facial hair between the skin and the face piece sealing surface.
Anytype of apparel thatinterfereswithasatisfactoryfitisalteredorremoved. The employee identifies
the hazard involvedwhenselecting a respirator and reads the label and application recommendations
on the respirator package.
1. Select a respirator size and shape most likely to provide the best fit:
a. Hold respirator up to face without positioning and tightening straps.
b. Repeat process until respirator feels comfortable on face: position on nose, room for
eye protection, room to talk, and position on face and cheeks.
2. Don the respirator using a mirror to evaluate the fit and positioning of the mask:
a. Ensure fit under chin is comfortable.
b. Position and tighten straps; set with adequate tension, not overly tight.
c. Ensure fit over bridge of nose is comfortable.
d. Ensure respirator is properly sized to span between chin and nose.

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e. Ensure respirator does not slip off face.
3. Conduct a user seal check, either negative or positive pressure:
a. If cartridge-type respirator, place non-porous paper in cartridge holder to make face
piece air-tight.
b. Seat the mask by moving it up and down and side to side while taking slow deep
breaths.
c. If seal is broken (air gets in), select another face piece and repeat the process.
4. Performthe followingone-minutetestexerciseswhile inanormal standingpositionandwithout
adjustingthe face piece duringthe tests. If cartridge-type respirator, remove paper and install
cartridges; if supplied air respirator, turn on air:
a. Breathe normally without talking.
b. Breathe deep and slow, taking care to prevent hyperventilation.
c. Turn head slowly from side to side and inhale when head is at each extreme.
d. Move head up and down and inhale in the extreme up position.
e. Talk slowly but loudly enough to be heard (read, count, etc.).
f. Smile or frown (15 seconds only).
g. Bend over at the waist as if to touch the toes.
h. Breathe normally without talking.
i. Answerquestions with acceptable results regarding fit; if not acceptable, repeat using
another face piece.
5. Visuallyexamine the respiratorforforeignmaterial;if present,wash with soap and water, rinse
thoroughly, allow to dry, then disinfect with a mild antiseptic spray.
6. Visuallyexamine aftereachuse forscratchesanddamage;if visibilitybadorrespiratordamaged
or in poor condition, replace affected parts or discard and replace respirator.
Note: For additional application and selection information, see the customer information
panel on the respirator package and call the technical assistance telephone number
indicated. This allows you to identify a specific chemical exposure to the technician
who will advise you on the best respirator to use. (see www.3m.com )
If the userexhibitsdifficultyinbreathingduringthe tests,the userisevaluatedmedicallytodetermineif
he/she is capable of wearing a respirator while performing related duties.
Note: Additional fit testing may be required to meet the Standards.
Hazard Assessment Table: Physical and Health Hazards for Employees
Hazard Source Assessment of Hazard Protection
IMPACT/PENETRATION/
COMPRESSION: Chipping, grinding,
driving, machining, drilling, sanding,
operating, chiseling, slipping
Impact tools, compressed air, hand saws,
hand grinders, drill press,pressure washing,
lifting heavy parts
Flying fragments, falling
objects,large chips, crushing,
pinching, striking, particles of
sand,rolling over, falling down
Spectacles with side protection,
protective footwear, hand
protection, hard hats,
See notes (1),(5),(6),(10)

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HEAT: Welding, cutting, burning, brazing,
soldering
Electric arc welding, gas welding, gas
cutting, torch brazing, torch soldering
SHOCK: Electricity
Electrical power cords, tools,receptacles
Hot sparks, burns,optical
radiation, splash,slag
High temperature exposure
Face shields,goggles,spectacles
with side protection, screens,
protective clothing
See notes (1), (2)
Gloves/mats
See notes (1), (2)
CHEMICALS: Acid and chemicals
handling, painting
Lubricants, fuels, paints, corrosives,cleaning
agents,degreasers,batteries
Splash, inhaled vapors,
irritating mists, burns
Respirators, aprons, gloves,
protective clothing, goggles,
footwear
HARMFUL DUST: Dusty conditions,
buffing,
Silica (natural), working under vehicles
Nuisance dust Particulate dust masks, spectacles
with side protection
LIGHT/RADIATION:
Electric arc welding………
Gas welding…………...….
Cutting, torch brazing,
torch soldering…............
Glare……………………...
Electric arc welding, gas welding, gas
cutting, torch brazing, torch soldering
Optical radiation………….…
Optical radiation……….……
Optical radiation………….…
Poor vision………………..…
Typical shades:10-14
See notes (12)………….……..
Typical shades:
gas welding 4-8, cutting 3-6,
brazing 3-4 ………………….…
Typical shades 1.5-3 ……………..
Spectacles with shaded or special
purpose lenses,as suitable
………………….
Notes:
(1) Care shouldbe taken torecognize the possibilityofmultiple andsimultaneous exposure toa variety ofhazards. Adequat e protection against
the highest level of each of the hazards should be provided. Protective devices do not provide unlimited protection.
(2) Operations involvingheat mayalso involve light radiation. As required by the standard, protection from both hazards must be provided.
(3) Face shields should only be worn over primary eye protection (spectacles or goggles).
(4) As requiredby the standard, filterlenses must meet therequirements for shade designations in 1910.133(a)(5). Tinted and shaded lenses are
not filter lenses unless they are marked or identified as such.
(5) As requiredby the standard, persons whose vision requires theuse of prescription (Rx) lenses must wear eitherprotective devices fitted with
prescription (Rx) lenses or protective devices designed to be worn over regular prescription (Rx) eyewear.
(6) Wearers ofcontact lenses must also wear appropriateeye andfaceprotectiondevices in a hazardous environment. It should be recognized
that dusty and/or chemical environments may represent an additional hazard to contact lens wearers.
(7) Caution should be exercised in the use of metal frame protective devices in electrical hazard areas.
(8) Atmosphericconditions and the restricted ventilation of the protector can cause lenses to fog. Frequent cleansing may be necessary.
(9) Welding helmets or face shields should be used only over primary eye protection (spectacles or goggles).
(10) Non-side shieldspectacles areavailable for frontal protection only, but are not acceptable eyeprotectionfor the sources andoperations listed
for “impact”.
(11) Ventilation should be adequate, but well protected from splash entry. Eye and face protection should be designed and used so that it
provides both adequate ventilation and protects the wearer from splash entry.
(12) Protectionfrom light radiation is directly relatedtofilter lens density. See note(4). Select thedarkest shade that allows task performance.

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WC Welding Services Inc. Noise Exposure & Hearing Conservation
1. Purpose:
The purpose of the Noise Exposure/HearingConservationSectionistoprovide all WCWELDING
employeeswiththe hazardsof workinginanenvironmentwithhighnoiselevels. Alsointhissectionthe
meansto protectthemselvesinhighnoise level situationswillbe presentedandmethodstoconserve
hearingwill be presented.
2. Policy:
It isWC WELDING’spolicythathearing protectionwill be wornwhereveryousee ahighnoise warning
sign,or wherevernoiselevelsare high,asdirectedbyhazardassessmentperOSHA 29 CFR 1910.95.
Hearingprotectionisreadilyavailabletoall personnelinthe shoporout inthe fieldfree of charge. In
thistrainingsectionall personnel will be trainedhow toproperlyuse the differenttypesof hearing
protection. WCWELDING managementwill evaluate the specificareasinwhichhearingprotectionisto
be usedto ensure thatthe properprotectionisusedat eachlocation. The noise exposure/hearing
conservationtrainingwill be taughtduringnew hire orientation,annuallyduringarefreshercourse,and
inthe eventof changesinPPEor positionchange. Thisinformationisavailableinthe employee
handbook. Inthe mainoffice a copyof thisprogram ispostedforanyone toread. WC WELDING
personnel informationiskeptinthe mainoffice inaccordance withOSHA CFR1910.95(m) – Record
Keeping.
3. The recordsare to include:
 Exposure Measurements
 AudiometricTests
 Name and title
 Date of audiogram
 Examinersname
 Date of lastacoustic or exhaustivecalibrationof the audiometer.
 Most recentexposure assessment.
 Noise exposure measurementrecordsshall be retainedforatleast2yrs.
 Audiometrictestrecordswill be storedforthe durationof employment.
 Recordsare available toemployees,ex-employees,andanyotherqualifiedperson.
4. Procedures:
What isSound?
 Hertz (HZ)- frequencyahighorlow pitch
 Decibel (dB)- the loudnessof sound
 Humanscan hearfrom20-20,000hz, and 0-180dB
Anatomyof the Ear:
 Ear drum

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 Ear bone
 Cochlea
 Semi-circularcanals
How dowe hear?
 Outerear collectssoundwaves
 Waveshitear drum andcause vibrations
 Vibrationsare sentthroughthe earbones to the cochlea
 Inside the cochleasmall haircellsvibrate todifferentfrequencies
 Hair cellsdetectthe vibrationandsendasignal tothe brain
 LOUD SOUNDDESTROYS HAIRS CELL AND THEY STOPFUNCTIONINGFORVER!
Additional Functions:
 Alsothe semi-circularcanalsare filledwithfluidandhairs
 Whena persontiltshis/herheadthe fluidmovesthese haircellsanda signal issenttothe brain
 Thissignal isdecodedtocontrol a person’sbalance.
5. How can we measure noise?
 dB’sare measuredona logarithmicscale
 Everytime youadd 5dB you double the sound
 An additionorreductionof 5dB causeseitheranadditionorreductionof 100% of noise
accordingto OSHA.
 A SoundLevel Meter- determinesthe loudness(dB) of noiseatanygivenmoment.
 A Personal Dosimeter-
 Worn by employees
 Measuresthe average loudnessinan8hr workshift(8hr TWA-time weightedaverage)
 Can alsomeasure noise dose
5.1 At 85dB:
 50% dose
 Train employees
 Make hearingprotectionavailable
 Sample fornoise levels
 Performhearingtests-develop/maintainahearingconservationprogram
 Notifyemployeesof results
5.2 At 90dB or higher:
 100% dose
 We mustkeeplevelsator below90dB

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 Or require hearingprotectionthatwillkeeplevelsbelow 90dB
*Notes-
 If sound monitoring indicates thata crew or person may havebeen exposed to more than the
8hr time weighted average(TWA) of 85dB,then WC WELDING will establish and maintain an
audiometrictesting programforall employees,to assist with the identification of potential
personnelto be included in the hearing conservation program.
 Within 6monthsof exposureabovetheALthe employeeshould haveestablished a valid baseline
audiogram.
 A baselinemay be established within 1yr if a mobilevan is used.
 In orderto establish an accurate baseline all personnelis instructed to haveat least 14hrs
withoutexposureto workplacenoise.
 Hearing protection may be used to meet this requirement.
 Personnelwill beinstructed to remain away fromareasof loud noise.
6. HearingTest:
 Anyemployee thatisexposedto85dB or higherwill be includedinthese testingprocedures.
 Determine abaselineaudiogram
 Annual testtodetermine if anyhearinglosshasoccurred(StandardThresholdShift-STS)
 STS- a lossof 10dB or more at 2000, 3000, or 4000Hz
 If a STS has occurredthenthat personwill be informedof thisoccurrence inwritingwithin
21days.
 In the eventthata STS occurs:
 PPE will be inspected- replace ormodifiedif necessary
 A medical exammaybe necessarytoquantifythe amountof personal injury.
7. HearingLoss:
 Impact- One loudBang
 Cumulative-yearsof anoisyenvironment.
 Tinnitus- ringinginthe ears
 Presbycusis- hearinglossdue toaging.
8. HearingProtection:
 Noise ReducingRating(NRR)
 Ear Plug25 NRR
 Ear Plug29 NRR
 Ear Plug30 NRR
 OSHA says that hearingprotectionisdesignedtoreduce the noise bythe NRR,butthat is
unlikelyhappendue to:
 Leaksin the seal
 Vibration
 Improperinsertion

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 Example:
 Exposedto110dB sound
 Have 25dB ear plugs
 Are you underthe 90dB limit?
 Must include safetyfactorincalculation
 25 – 7 = 18 (7 issafetyfactor)
 18/2 = 9 (take resultanddivide by2)
 110 – 9 = 101
 So we are still exposedtohigherthan90dB
 Hearingveryimportant
 Continuedexposure tolevelsof 85dBor highercan cause permanent damage toyourhearing.
 Wear hearingprotectionbothathome and at workto conserve yourhearing.
 Choose the properthe NRR ratedhearingprotectionforthe job.

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WC Welding Services Inc. Respiratory Protection
1. Introduction:
Respiratoryprotectiveequipmentiseffective inprotectingthe employeefromthe inhalationof
hazardousamountsof airborne contaminants.The respirator'seffectivenessisdependentonitbeing
properlyfitted,cleanedandmaintainedingoodcondition,andmostimportantly,the employee
knowingitsproperusesandlimitations.
Employeesmustwearrespiratoryprotectiveequipmentwhenthe atmosphereinwhichtheyare
requiredtoworkcontainshazardousconcentrationsof toxiccontaminantsorisoxygendeficient.
Exposure tohighconcentrationsof a toxicsubstance,evenfora short time,cancause seriousinjuryor
death:and exposure tolowerconcentrationsof certaintoxicsubstancesforlongperiodsof time can
cause permanentdamage tocritical body organs suchas lungs,liverandkidneys.Workenvironments
where the oxygencontentof the airthe employee breathesisbelow acceptable levelscanalsobe
hazardous.Onlythose employeesthathave management'sapproval andhave beenclearedmedically
are allowedtoenteranatmosphere (usingarespirator) whichmaycontainhazardous
concentrationsof toxiccontaminantsorisoxygendeficient.
Dust or paintmasksshall be usedforprotectionduringintermittentexposure toobjectionable orpaint
particles.These are notto be usedinfumes,gasvaporsor inoxygen-deficientatmospheres.
Supervisorsmustmake certainthatemployeesfullyunderstandthe seriousnessof followingcompany
proceduresonsafe practicesinthe use of respiratoryprotectiveequipment.
Policyregardingbeards,mustaches,sideburns,andprescriptionglassesforemployeeswhowear
respiratoryprotective equipment
A tightface-to-face seal isrequiredforthe safe use of most typesof respiratoryprotective
equipment.Inhalingcan create a negative pressure (vacuum) inthe maskandallow contaminantsto
enterif the seal isnot tight.Positive pressure unitsmaintainaslightlyhigherpressure insidethe
maskthan outside.Thisis usuallysufficienttopreventinwardleakage.This featureshouldbe used
onlyas backupprotectionandnot relieduponforprimaryprotectiontocompensate forapoorseal
causedby improperfit,facial hair,glassed,orotherpreventable causes.
Employeeswhobe requiredtowearrespiratoryprotectioneitherintheirnormal dutiesorunder
emergencyconditionswill notbe permittedtohave beards,mustaches,orsideburnsinthe face area
contactedby the mask.
Employeeswhomustwearprescriptionglassesandwhose normal dutiesrequire themtowearfull
face piece respiratoryprotectionwill be providedwithunitsdesignedforuse withglasses.
2. PURPOSE:
The purpose of thisoperatingprocedure istoensure the protectionof all employeesfromrespiratory
hazards,throughproperuse of respirators. Respiratorsare tobe usedonlywhere engineeringcontrol
of respiratorhazardsisnot feasible,whileengineeringcontrolsare beinginstalled,orinemergencies.

53
3. Policy
It isWC WELDING’spolicythatall personnel willbe trainedinourRespirator Programduringnew hire
orientationandannuallyduringarefreshercourse. Thiscourse will educate employeesonhow
respirators:
 Fit
 Are used
 Limitations
 Emergencysituations
 Wearing
 Fitchecks
 Maintenance &storage
 Exposure symptoms
 To understandthe OSHA Standard
All personnel whorequire arespiratorwillbe giventraining,amedical evaluation,fittest,andrespirator
unitfree of charge.
4. RespiratoryProtectionPlan:
 DesignedperStandard29 CFR 1910.134 (now OSHA 29 CFR1910.139) Respiratoryprotection.
 Containsprocedurespertainingspecificallytodifferentwork-site locations.
 CFR 1910.134-
 “Assessthe workplace andprovide respiratorswhennecessarytoprotectthe
healthof employees.
 Developandimplementawrittenrespiratoryprotectionprogram
 Provide trainingonhow toproperlyuse respirators
 Provide medical evaluationsatnocost to the employee.”
Selecting the correct Respirator:
What needstobe known?
 Chemical &physical propertiesof the contaminant
 Toxicity&concentrationof hazardousmaterial
 Amountof oxygenpresent
 Limitations&characteristicsof available respirators
5.Typesof Respirators:

Company HSE for WC Welding Services 2014

Company HSE for WC Welding Services 2014

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