Statement of Principles

Employment Principles

Seaside Wireless Communications Inc.:

·        Recognizes and values the contributions of our employees, and we are committed to providing policies and procedures that promote safe, secure and positive working environments.

·        Promotes a collaborative work environment and harmonious working relationships through the application of sound management and administrative practices.

·        Enforces “zero-tolerance” policies in terms of discrimination or harassment against any employee by reason of race, creed, age, gender, marital status, religion, nationality or ethnicity, ancestry, family relationships, numbers of dependents, disability, sexual orientation or political affiliation.

·        Provides employees with opportunities for professional and personal growth and encourages all members of staff to develop their skills and advance in their careers.

Occupational Health & Safety Principles

To fulfill the Occupational Health & Safety Policy (hereinafter referred to as OH&S) at Seaside Wireless Communications Inc., through development of an OH&S System, certain key ideas are set out as operating principles. The following OH&S principles will guide all Seaside employees in the development, implementation and maintenance of the OH&S Programs in furtherance of the OH&S Policy.

1.    Seaside Wireless Communications Inc. will develop, implement and maintain current, an OH&S System. This consists of specific OH&S programs which support the Safety Policy Statement of Seaside Wireless Communications Inc.

2.    The underlying philosophy of Seaside Wireless Communications Inc.’s OH&S System is that of “internal responsibility,” wherein health and safety hazards can be best dealt with in the workplace itself through communication and cooperation between workers and management.

a)   Responsibility for identifying and controlling workplace hazards is shared among all workplace parties as individual workers, supervisors, managers and directors.

b)   A successful Internal Responsibility System depends on cooperation, consultation and common interest in a safe and healthy workplace.

c)    The Internal Responsibility System is fulfilled by the incorporation of specific OH&S duties: in every individual’s job description; in the existence and functioning of the OH&S Committee; in the programs for advising workers of the hazards of the job and; in the availability of the right to refuse to do unsafe work.

d)   At Seaside Wireless Communications Inc., the Internal Responsibility System means that all workplace parties take a proactive role in furthering the OH&S Policy and in assessing the effectiveness of OH&S programs developed pursuant to that Policy. 

3.    Seaside Wireless Communications Inc. will treat standards set by the Canada Labour Code Part II as the minimal standards to meet.

4.    Every worker has the right to work in a healthy and safe work environment.

5.    Workers are encouraged to be actively involved in maintaining a healthy and safe work environment and in implementing healthy and safe work practices.

6.    The enforcement of safety rules shall be reasonable, consistent, and in accordance with a system of progressive discipline.

7.    The safety and well-being of employees are to be actively promoted under Seaside Wireless Communications Inc. OH&S Program.

8.    Procedures under the OH&S Program will be designed for effective, efficient and equitable response to incidents and injuries.

9.    All elements of the OH&S System are subject to the concept of continuous improvement.

10.  Independent contractors will be responsible for meeting applicable requirements of Seaside Wireless Communications Inc.’s OH&S Policy and Programs when their employees are present in the Seaside Wireless Communications Inc.’s workplace, so as to protect both their employees and employees of Seaside.

11.  System Safety is an approach to OH&S that has been adopted by Seaside Wireless Communications Inc. System Safety means that:

a)   OH&S concerns are addressed at all stages of a project, an activity, or a job, with a view to eliminating and reducing hazards prior to the commencement of work.

b)   OH&S activities are on-going in that there are periodic reassessments of the presence of hazards and the effectiveness of the OH&S program through the use of a system audit.

12.  Seaside Wireless Communication Inc's committment to safety includes recognizing the three basic rights of an employee as outlined in the Canada Labour Code Part III:

Right to Know

Through the provisions of the Code, employees have the right to be informed of known or foreseeable hazards in the work place and to be provided with the information, instruction, training and supervision necessary to protect their health and safety. This right to know is strengthened by ensuring that the methods of communication are appropriate for all employees, including employees with special needs. Through their health and safety committees or representatives, employees are given the right to have access to government or employer reports relating to the health and safety of employees, but do not have access to medical records of any person except with that person’s consent.

Right to Participate

As health and safety representatives or committee members, employees have the right and the responsibility to participate in identifying and correcting job-related health and safety concerns.

Part II of the Canada Labour Code further provides for employee participation through the use of an internal complaint resolution process.

Right to Refuse

An employee, at work, has the right to refuse dangerous work if he or she has reasonable cause to believe that:

·         A condition exists at work that presents a danger to him or her.

·         The use or operation of a machine or device presents a danger to the employee or co-worker.

·         The performance of an activity constitutes a danger to the employee or to another employee.

In order for an employee to be protected by the Code when exercising the right to refuse, the employee must follow the proper procedure as outlined in Policy 2.19.