Safety Manual
C F Wright Group Drug Policy & Contingency Plan      

We all want to have a safe and happy work place. To ensure this we need everybody's participation. The management of CF Wright Group is committed to providing safe and healthy working condition that comply with all Federal, provincial and municipal regulations that help promote positive attitudes toward safety and health within our organization.

Management           

ü     Is responsible for providing a safe work site

ü       Establishing and maintaining adequate standards.

ü       Maintaining the site and equipment to ensure that physical     and health hazards are guarded against or eliminated.

ü       Developing work procedures conducive to a safe and healthy workplace.

Superintendents / Foreman            

ü        Responsible for ensuring that workers are properly instructed to do their work safely;

ü       Enforcing safe work procedures and regulations

ü       Correcting all unsafe activities and ensuring proper safety clothing is worn

ü       Ensuring the required tickets to construct the job safely and properly are active and current.

Workers and Subcontractors

ü       Work safely and to know and follow all rules and safe work procedures.

ü       Everyone is expected to correct or report unsafe conditions and activities

ü       Work cooperatively toward the prevention of accidents.

ü       Seat belts are a MUST!

ü       If unsure STOP and ASK!

ü       Remember to please read your safety manual.

            Cliff Wright, President of Alcan Fluid Disposal Ltd

            ALL COMPANY EMPLOYEES

             FYI: The following is company information...

              We have two banks in Fort Nelson: CIBC and Bank of Nova Scotia.

              Pay days are the 5 & 20th of every month, no exceptions unless

              terminated. Cut off is the 15th and 31st. Please turn time in to

              supervisor. Your cooperation in this matter is appreciated. 

              Depositing, mailing or placing on the bus is not a problem. Please

              try to make arrangements before leaving town.

              If your require cigarettes or toiletries, they can be easily

              provided. The cost will be deducted off your cheque but at no time

              will office staff pick up alcohol. NO EXCEPTIONS.

              Office hours are from Monday-Friday 8:00 a.m. till 5:00 p.m.

              If you have any questions or ideas that could make your workplace

              a safer environment please do not hesitate to contact your

              supervisor or the Management.

           Safety Policy
            PURPOSE

            The following procedures will ensure that all injured or ill

            employees and contractors receive the appropriate medical attention

            in a timely manner.

            SCOPE & APPLICATION

            This policy shall be applicable to all Employees.

            RESPONSIBILITIES

              Our first aid attendant is responsible for ensuring emergency

              transportation of the worker is arranged.

              The method of transporting injured workers shall be at the sole

              discretion of the first aid attendant.

              The method shall be either by the Emergency Transportation Vehicle

              located at each site or by calling for evacuation by helicopter.

              Transportation shall be the most direct route from the camp to

              Fort Nelson General Hospital.

     Area code (250) EMERGENCY PHONE NUMBERS:

• Fort Nelson General Hospital: 774-6916

• RCMP: 774-2777

• Medical Clinic: 774-3171

• Dental Clinic: 774-3510

• C F Wright Group Branch Office: 774-6727 or 774-6211             

• Cliff Wright Cell: 233-1091 

• Karen Wright Cell: 233-1345

• Sandra Wright Cell: 233-1725              

• Qwest Helicopters: 774-5302 

• Vancouver Island Helicopters: 774-6199              

• Outlaw Helicopters: 774-2445 

• Highland Helicopters: 774-6106               

    Employees are responsible for the following:

• Providing appropriate footwear and clothing

• Hardhats and Reflector vest will be provided at a fee of $35.00

• Ear protection will be provided within reason.

• As required by WCB Truck drivers are not permitted to have passengers.

• Report anyone who you feel is acting in an unsafe manner to your supervisor so appropriate action can be taken.               

• You must comply with all Safety Policies and Regulations. Failure to do so will result in the following:             

o      The first offense will be verbal communication between the Employee and employer.

o      The second step after failure to attain compliance will be a written letter.

o        The third step will be temporary suspension without pay.

o        The fourth and FINAL step for failure will be termination.

Step A although verbal, will be recorded and signed by the employer & employee and kept on file.

            COMPANY and any other VEHICLES

            REMEMBER SEAT BELTS ARE A MUST!

              All drivers must have a valid drivers license. A copy of drivers

              abstract to also be included upon employment. 

              Drivers are responsible for the General Maintenance, checking oil

              throughout the vehicle (i.e.: motor / transmission / rear end)

              refuel and the cleanliness of the vehicle (inside & out). 

              All road signs and motor vehicle laws are to be obeyed at all

              times No exceptions. (i.e.: seatbelts, speeding). 

              When entering an off-highway road ensure you know the road

              name/proper frequency and making sure you call your directional

              intention.

              Radio transmission must be restricted to calling location and

              emergency. DO NOT tie up the radio with unnecessary conversation. 

              All accidents to be reported to Supervisor. 

              NO animals to be carried in the cab.

              By signing the agreement, the employee(s) agree to the above.

              Failure to comply can result in immediate dismissal.

            LABOUR CREWS

            While there is such a large turnover of manpower in labor crews,

            And because the majority of laborers are under the age of 21 and

            inexperienced in the oil patch and construction industries, there

            tends to be a high accident rate among them.

Listed below are some precautions that can be followed to ensure new and inexperienced laborers have a safe working environment:

            Before commencing work with a new employer, always give past

experience of work, no matter how little or how much.

Never attempt new or unfamiliar work unless you are absolutely

sure that you have an understanding of what is expected of you.

Never hesitate to ask your supervisor or foreman a question if you

are unsure of your work procedures.

Always wear your hardhat and steel-toed boots while working on

any project.

Remember YOUR Safety Program and the safety procedures of your

employer when working for a company that does not have a safety

program.

Use eye protection when exposed to equipment or materials liable

to injure eyes, such as grinding, handling batteries, etc.

Hand protection must be worn where such protection is warranted.

Hair length is up to the discretion of the contractor, depending

on the nature of the job. 

If you feel the presence of toxic gas, leave the area immediately

and contact your job supervisor. 

Facial hair is not allowed, as it does not allow an effective

seal of the respiratory protective facemask.

Excavating trenches should not be entered unless the trench walls

are braced securely or slopped back at a 2:1 slope after a 1.5 m

(5 ft.) depth.

Intoxicating liquor or drugs and persons under the influence are

strictly forbidden on job sites.

Persons still under the influence of alcohol from the night before

will be sent home for the day without pay.

Never smoke in areas designated as non-smoking.

Drive all company vehicles at or below the posted speed limits.

Always use headlights when driving on lease or gravel roads and on

highways. 

            MAN CHECK SYSTEM

            When an employee is working alone without another employee in        

            sight, he should check with another employee every 2 hours on the

            radio. 

            A crew safety meeting must be held before starting work on new site

            At the safety meeting fellow workers are to be informed of any

            potential hazards and should at that time develop a safety check

            system. 

            Each crew member is to inform his supervisor at end of every shift

EVACUATION PLAN           

• In case of an accident call for First Aid Attendant and/or Supervisor.             

• Stay Calm; keep calling for help on the radio if you have no response keep calling in case they can hear you. 

• Help but do not obstruct the first aid attendant in away possible.

• If calling for a Helicopter be sure to mention you need one that   is capable of taking a stretcher. 

• DO NOT in anyway disturb the accident site until an investigation has been done by the proper authorities

COLD STRESS             

• If a worker is or may be exposed to cold weather temperatures:

• The worker is to leave his vehicle or one near him running so that  he or she has somewhere warm to go if any symptoms of impending hypothermia.            

• The employee should at all times wear proper insulated clothing when working in cold temperatures.         

EQUIPMENT OPERATOR   

• Ensure they can follow the Road Requirements Report and be able to locate themselves on the maps and plans at all times.

• Not begin operations in any new area without approval and  discussions with Contractors Supervisor.

• Ensure he is aware of all area requirements and the location of streams, ground markings from the relevant plans and profiles, and all riparian management areas and walk areas of concern prior to  commencing work.           
  Minimize site disturbance at all times.              

• Refuel away from all streams and water bodies and outside riparian management areas.

• Keep machine in good running order and check for leaks on daily basis          

• Cross wet areas and streams only as provided for in the Road Requirements Report or as indicated on the maps, plans, and profiles. 

• Operate equipment to maintain natural drainage patterns and minimize siltation.

Must stop immediately and contact the supervisor if:             

• Creating excessive site disturbance

• Discover a previously unidentified feature such as a cultural heritage resource (i.e. cabin, gravesite, trail) bear den, or bird nests (of eagle, osprey or falcon)

• Operations during wet weather conditions pose a risk of environmental damage in the summer if it rains steady for 20 minutes.

• An emergency or potential problem that may result in adverse environmental impacts is identified

• Actual site conditions indicate that the approved plan/map is not appropriate

• If a Government official indicates that an investigation is underway, contact the Supervisor immediately

                  TRUCKING

                         Drivers operating a tractor & trailer unit shall have a valid

              Provincial Class 1 license while drivers operating a tandem unit.

                         Before commencing work, all past experience of work including an

              abstract of licenses or driving record, must be presented to the

              employer.

                         Anyone with a loss of 6 points or more on their driving record

              must take a "Defensive Driving Course " prior to commencing work.

                          Failure to do so will result in employment refusal or dismissal.

              Report all accidents, no matter how small or trivial they may

              seem.

                          Smoking is prohibited in areas designated as non-smoking areas.

              Intoxicating liquor or drugs and persons under their influence are

              strictly forbidden while on the job or in the shop area.

                         Persons still under the influence of alcohol from the night before

              will be sent home for the day without pay.

                         Always use headlights and clearance lights when driving on lease

              or gravel roads, or highways.

                         All company vehicles will be driven at or below the posted speed

              limits; for example, if the posted speed limit is 100 km per hour,

              drive at 90 km per hour.

                          Tire wear and inflation pressure will be checked regularly as well

              as oil and radiator levels.

                          Check vehicle daily by walking around vehicle to give any eye

              inspection; paying particular attention for signs of leakage in

              the steering and braking systems, and tighten wheel lug nuts.

                          As part of preventative maintenance, drivers will report, in

              writing to their supervisor, all necessary repairs. Drivers have

              the responsibility of ensuring that the supervisor receives and

              signs the report.

                          Operators must not work under vehicles with the P.T.A. engaged.

                          Operators must not work under vehicles without blocking tank

              vents. H2S is heavy.

                          Vehicles must be kept clean inside and outside. This requires

              cleaning to be done once every week, weather permitting.

                          Employees shall ensure that company vehicles contain safety

              flares, first aid kits, a fire extinguisher and a flash light. Any

              shortages are to be reported to the office immediately and there

              missing equipment will be replaced.

                         Employees shall ensure that all company vehicles and trailers have

              fully operating clearance, parking, and signal lights, and repair

              as necessary.

                         Always respect client road signs.

            ADDITIONAL information FOR GRAVEL TRUCKS:

                         Lower box before leaving dumpsite.

                         Check for power lines before entering lease roads.

                          Check loader location before entering loading area.

                         Check rear wheels for lodged rocks between wheels before leaving

              site.

                         Ensure box is secured by blocking if left in upright position

              during maintenance or repair.

                         In areas of restricted movement do not proceed to unload unless

              job site supervisor or spotter directs driver.

                          Ensure all trucks have automatic shut-offs installed on vehicles.

                         Contact should be maintained with other drivers while driving on

              hazardous road conditions.

                          All vehicles should chain up where conditions call for it, or in

              winter conditions

                          Personal and company tools and accessories should be stored in

              toolboxes.

                          Safety goggles must be worn when in areas that stipulate it.

            REGULAR WORKSITE INSPECTIONS

                        Safety inspection of the site shall be done at intervals that will

            prevent the development of unsafe working conditions by supervisor

            and a worker chosen by the workforce. All unsafe practices and

            conditions shall be recorded and corrected without delay.

                        Copies of inspection reports shall be available for references by

            workers. The previous inspection report shall be reviewed prior to

            each inspection to ensure follow up is done.

            SAFETY COMES FIRST

                        Remember: If you need help or have any safety concerns please

            contact your first aid attendant.

            Safety services available:

            First Aid Attendant Level Three

            Fully equipped ambulance on site

            Airplane at the nearest airstrip

            If at any time you are unsure or have any questions contact your

            Supervisor.

            DRUG POLICY

 C F Wright Group

           We at CFWG Ltd believe our responsibility includes the

            safety of our employees, our company and business partners, the

            environment and the communities in which we operate. We depend on

            the health of our employees, and therefore are dedicated to

            enhancing the quality of the work environment.

            Clearly, it is not acceptable to allow any employee or contract

            worker to perform their job in an unsafe or unproductive manner. We

            recognize that the use of illicit drugs and the inappropriate use of

            alcohol and medications can adversely affect job performance, and

            can place the integrity and safety of our operations at risk. We

            believe that our work environment will be healthier, safer and more

            productive if it is free from the negative effects of alcohol or

            drug use.

           To further clarify our approach to this issue, we are introducing a

            company wide policy on alcohol and other drugs, which clarifies and

            expands our existing policies and practices. Its primary aim is to

            establish a standard expected of all employees in the performance of

            their job. We also want to confirm our understanding that alcohol or

            drug dependency are treatable conditions, and that we encourage any

            employee with a problem to access community resources for

            assistance, through Fort Nelson General Hospital's, Alcohol and Drug

            Program.

Confidential services can be accessed by calling (250)

            774-2705. We will support the recovery, rehabilitation and return to

            work of employees who are prepared to get help for a problem.

 A copy of the policy and some supporting information is attached for

            your review. I encourage you to read the information so that you

            understand the policy and your responsibilities under it. You will

            be asked to sign an acknowledgment form confirming receipt of the

            policy. Any questions you may have concerning any company policy

            please do not hesitate at any time to talk to Management, Supervisor

            or me.

 I thank you in advance for your support and cooperation as we strive

            to ensure a higher level of safety for our employees and our

            customers.

            Cliff Wright

            President of C F Wright Group

            Our alcohol and drug policy...

                        The goal of the new alcohol and drug policy is the creation of a

            safe, healthy and productive workplace by minimizing the risk

            associated with alcohol and other drug use to individuals, our

            client's operations and our communities. Our policy will be subject

            to ongoing review to ensure it continues to meet this objective.

            Management reviewed the available information on alcohol and drug

            use in Canada. They concluded there is no reason to believe the use

            and abuse of alcohol, street drugs or medications is any better or

            worse at CFWG than in other companies or Canadian society as a

            whole. We have placed a priority on prevention through a clear and

            consistently applied policy.

            Does the policy conflict with Human Rights Laws?

                        We have developed this alcohol and drug policy in full awareness of

            human rights laws and policies. The objective is to implement a

            policy that places a priority on safety supports prevention and

            rehabilitation initiatives, and minimizes intrusion into personal

            lives.

            Who will the policy cover?

            Employees at all levels of the organization will be covered by this

            policy, which applies while they are on company or client business

            or premises. All contractors will be advised of the requirements,

            and expected to ensure their employees meet the same standards when

            performing services for CFWG.

            Testing

            Alcohol and drug testing is only one component of our overall

            approach to ensuring safe and productive operation. Testing will be

            used as an investigative tool in circumstances where employees are

            believed to be unfit for duty and unable to operate safely, and

            therefore there are reasonable grounds to conduct a test. Testing

            may also take place after specifically identified accidents or

            incidents or may be part of a return to duty agreement after a

            policy violation.

I.                 PURPOSE

CFWG is committed to the safety and productivity of

            all operations on behalf of employees, customers, and the

            communities in which we operate We recognize that the use of illicit

            drugs, and the inappropriate use of alcohol, medications, or other

            substances can have serious adverse effects on performance, and

            ultimately on the safety and well-being of employees, contractors,

            customers, the public or the environment. We also recognize that

            there are changing demands in the work environment reflecting more

            stringent customer, insurance and social expectations. In light of

            this, and as one more component of our overall approach to workplace

            health and safety, this policy is intended to outline the standards

            and guidelines associated with alcohol and drug use, and confirm the

            company's commitment to minimize risk associated with our operations.

            II. EFFECTIVE DATE, SCOPE, APPLICATION, AND RESPONSIBILITIES

                        The following provisions are effective July 1, 1999, and apply to

            all employees while they are engaged in company business, working on

            company or client premises, and driving company vehicles. Violations

            of these provisions are grounds for disciplinary action, up to and

            including termination of employment.

                        Contract workers are also expected to meet the standards set out

            under this policy while providing services to CFWG. They will be

            advised of all applicable provisions and will be expected to enforce

            these requirements for their employees, sub-contractors and agents.

            Any contravention will be considered a breach of their contract.

            Everyone is expected to perform their job in a safe manner and in

            all ways consistent with established company policies and practices.

            In addition, it is expected that everyone will read and understand

            the policy and their responsibilities under it, will report fit for

            duty for any and all scheduled duty and remain fit for duty while on

            company business and premises, seek advice and follow appropriate

            treatment if they have a problem, co-operate with any work

            modification related to safety concerns, follow recommended

            monitoring programs after attending treatment, and report for an

            alcohol and drug test when directed in accordance with this policy.

            Management will be responsible for ensuring compliance with the

            program, guiding employees who seek assistance for a problem to

            appropriate resources, and making referrals for an alcohol and drug

            test in a post accident or reasonable cause situation as and when

            required to do so under this policy.

            Details on the standards and procedures and definitions of terms are

            found in the following sections of this policy. It is subject to

            ongoing review and evaluation, and modifications will be made as

            deemed necessary to respond to current circumstances and evolving needs.

            III. KEY DEFINITIONS

Company Business refers to all business activities undertaken by

            employees or contract workers in the course of the company's

            operations including when on client premises where CFWG employees or

            subcontractors are working by contract.

            Company Premises includes but is not necessarily restricted to,

            all land, property; structures, installations, vehicles, and equipment

            owned, leased, operated or otherwise directly controlled

            by the company, or under the company's operating authority

                        Contractor refers to any person or entity contracted or engaged

            to provide services to CFWG, and not on the company payroll

                        Drugs means any substance, including alcohol, illicit drugs or

            medications, the use of which has the potential to change or

            adversely affect the way a person thinks feels or acts. For purposes

            of this policy, drugs of concern are those that inhibit a worker's

            ability to perform his or her job safely and productively.

            Alcohol refers to beer, wine and distilled spirits.

                        Illicit drug means any drug or substance, which is not legally

            obtainable and whose use, sale, possession, purchase or transfer is

            restricted or prohibited by law (e.g. street drugs such as marijuana

            and cocaine)

                        Medication refers to a drug obtained legally either over the counter

            or through a doctor's prescription.

Employee includes all regular fall time, part time, seasonal,

            temporary and casual employees when on company business or premises.

Fitness for Work / Duty in the context of this policy means

            being able to safely and acceptably perform assigned duties without

            any limitations due to the use or after-effects of alcohol, illicit

            drugs or medications.

Risk Sensitive Positions are those in which individuals have a

            key and direct role in an operation where impaired performance could

            result in significant safety risk to self or affect the health or

            safety of coworkers, property customers, the community or the

            environment. For purposes of this policy, all Operators, equipment operators

  and truck drivers, and all individuals assigned to operations that are considered to hold a risk-sensitive position.

            IV. POLICY STANDARDS

            To minimize the risk of unsafe, and unsatisfactory performance due

            to the use of alcohol or other drugs, the following standards have

            been set out for all individuals covered by this policy. Everyone is

            expected to report fit for duty, and remain fit throughout their

            work day or shift.

            Illicit Drugs

                          The use, possession, distribution, offering or sale of illicit

              drugs or illicit drug paraphernalia while on company business or

              premises is prohibited.

                          The unauthorized possession of prescribed medications without a

              legally obtained prescription, and unauthorized distribution,

              offering or sale of prescription medications (trafficking) when on

              company business or premises, is prohibited.

                          Presence in the body of illicit drugs as determined through the

              testing program while on company business or premises is also

              prohibited.

            Alcohol

                         The use, possession, distribution, offering or sale of beverage

              alcohol is prohibited when on company business or premises,

              including client premises/works sites.

                          Individuals covered by this policy can not report for duty under

              the influence of alcohol, use alcohol when on duty including meal

              or other breaks, have an alcohol test result of .04 BAC (Blood

              Alcohol Content) or greater, or use alcohol within the first eight

              hours after an accident or until tested or advised a test is not

              repaired.

                          In addition, individuals holding risk-sensitive positions may be

              removed from duty for a minimum of 24 hours if they have a breath

              alcohol test result of .02- .039 BAC. In these situations, the

              removal will be documented, and repeat offences may result in

              disciplinary action.

            Medications

                        Everyone is expected to use medications, both prescribed and

            over-the-counter, responsibly. The intentional misuse of prescribed

            or over-the-counter medications (e.g. using the medication not as it

            has been prescribed, using someone else's prescription medication,

            combining medication and alcohol use against direction) while on

            company business or premises is prohibited. Medications of concern

            are those that inhibit or may inhibit an employee's ability to

            perform their job safely and productively.

            Employees are expected to investigate (through their doctor or

            pharmacist) whether a medication can affect safe operation, and take

            appropriate steps to minimize associated risk. If the medication

            they are using will affect their ability to operate safely, they are

            to take appropriate action to minimize safety risk.

                         Individuals holding a risk-sensitive position are expected to advise

            their manager of any need for modified work as a result of

            medication use, and abide by any requirement for modified work or

            other appropriate course of action to minimize safety risk. The

            company reserves the right to consult, on a confidential basis, with

            the individual's doctor as to appropriate work modification

            requirements.

            Emergency situations

                        Everyone is expected to report fit for duty for any and all work. If

            unexpected circumstances arise where an individual is requested to

            perform services while under the influence of alcohol or

            medications, it is the responsibility of that individual to decline

            the request.

            V. PREVENTION, ASSISTANCE, REHABILITATION

                        Prevention: This policy stresses the importance of prevention and

            early identification of potential problem situations. Employees are

            encouraged to access community services for assistance with an

            alcohol or drug problem, or any other problem that may be affecting

            work performance.

                          Assessment/Rehabilitation: Individuals who suspect they have a

            substance dependency or emerging alcohol or drug problem are

            encouraged to seek advice and to follow appropriate treatment

            promptly before job performance is affected or violations of this

            policy occurs. No one with an alcohol or drug problem will be

            disciplined for voluntarily requesting help in overcoming his or her

            problem.

               However, the help must be accessed prior to being notified that they

            must report for a test under this policy, or prior to the initiation

            of disciplinary action under the policy.

            As well, accessing assistance does not eliminate the requirement for

            participation in an aftercare program, and maintenance of

            satisfactory performance levels. Disciplinary action under the

            policy can not be avoided by a request for counseling or treatment,

            or by disclosure that the individual is already involved in a

            treatment program.

                        Where in the opinion of a qualified professional there is a risk

            that an individual could not do their job safely, the individual

            will be removed from duty until company management is confident they

            are able to safely return to work. Work schedules will be adjusted

            within reasonable limits to accommodate any period of time the

            individual is required to attend the treatment or counseling program.

            Confidentiality: Will be maintained except where limited disclosure

            is necessary for related health and safety concerns. (e.g. there is

            deemed to be a potential for risk to self, others or the company).

            VI. PROCEDURES

Performance Management: The normal process of job performance

            monitoring and counseling will continue to be emphasized. Through

            this process, individuals with apparent performance problems will be

            reminded that they should access assistance through their doctor, or

            community services, should a personal problem be affecting their job

            performance.

                        Alcohol and Drug Testing: Individuals covered by this policy may

            be subject to testing in the following circumstances:

                          Reasonable Cause: Testing may take place whenever the company

              has reasonable cause to believe that the actions, appearance or

              conduct of an individual while on duty is indicative of the use

              of drugs or alcohol. The decision to test shall be made by a

              manager, with concurrence of a second person wherever possible.

                          The basis for the decision will be documented as soon as possible

              after action has taken place. The referral for a test will be

              based on specific, personal observations resulting from, but not

              limited to observed use or evidence of use of a substance (i.e.

              smell of alcohol); erratic or atypical behavior of the employee,

              changes in the physical appearance of the employee, changes in the

              behavior of the employee; or changes in the speech patterns of the

              employee.

                         If an employee is deemed by a supervisor to be unfit for work or

              otherwise in violation of this policy while in the workplace, they

              will be escorted from the workplace, referred for an alcohol and

              drug test, may also be referred for a fitness for duty assessment;

              and provided with transportation to the collection site, and then

              to their place of residence or the care of another person. They

              may be temporarily held out of service or reassigned pending

              completion of any assessment, and there may be conditions

              governing their return to work, should employment be continued

              after receiving a positive test result.

Post-Accident incident: Alcohol and drug testing is required

              after a significant work-related accident or incident as noted

              below. The decision to refer someone, or a group of individuals,

              for a test will be made by a supervisor investigating the

              accident, in conjunction with a second person wherever possible.

              The following procedures apply:

                          The temporary loss of a driver's license because of a charge will

              result in a full investigation and a range of actions, which may

              include assessment, alternative work, dismissal or any other

              appropriate action depending on the circumstances. A conviction

              for an impaired driving offence when driving on company business

              or in a company vehicle is normally considered grounds for

              termination of employment. Each situation will be fully

              investigated, and action taken will depend on the circumstances

              surrounding the event. Failure to report the loss of license will

              normally be considered grounds for termination of employment.

                          Searches: CFWG reserves the right to conduct unannounced

              searches for alcohol and illicit drugs on premises owned,

              contracted or otherwise controlled by the company, including but

              not limited to mobile equipment, vehicles, or lockers when there

              are reasonable grounds to believe that they may be present.

                          Supervisors are responsible for identifying situations where an

              unannounced search is justified (in accordance with the above) and

              will be responsible for obtaining senior management approval

              before initiating any action, and will involve professionals in

              any search situation.

            VII. CONTACTOR REQUIREMENTS

            Fitness for Duty Responsibility

                         Because CFWG's concern for safety extends to the operations of

            contractors they are expected to ensure that their representatives

            remain free from any adverse performance effects of alcohol or other

            drugs, adhere to the fitness for duty standards that have been set

            out under Section of this policy, and conduct themselves in an

            appropriate manner while on CFWG business or premises They will be

            provided with a statement of CFWG's expectations prior to commencing

            any contract work.

            Alcohol and Drug Testing: Contractors must be prepared to have there

            workers tested in a post accident or reasonable cause situation at

            the direction of AFDL or our clients in the circumstances outlined

            in this policy. They will be provided with names of qualified

            testing organizations, or may be provided access to the AFDL program

            on a charge back basis.

            Violation of Policy Provisions: If there is any reason to believe

            any individual in the employ of a contractor is on duty in an unfit

            condition, or otherwise in contravention of the basic intent and

            provisions of this policy:

                        The contractor will be notified and expected to conduct the

            individual to a safe place; they will be expected to investigate the

            situation, including initiating any testing required; they must

            satisfy AFDL that there was not a policy breach; and

              assessment by a Substance Abuse Professional (SAP) to determine if

o        counseling or treatment is required:

o        commitment to follow any recommended treatment;

o        clearance by the SAP that the recommended program was followed:

o        pass a return to duty test;

o        unannounced testing as recommended by the SAP

o        unannounced testing as required by the company;

o        adherence to any rehabilitation conditions or requirements, and

o        no further policy violations during the monitoring period.

                          A second violation by an individual holding a risk-sensitive

            position will normally be considered grounds for termination of

            employment. However, in all situations if client policy requirements

            dictate that a second chance after a violation on client premises is

            not acceptable, we may have no alternative but to terminate the

            individual's employment.

            POLICY EVALUATION

                        To ensure that this policy continues to meet the established

            objectives, and remains responsive to current circumstances as well

            as evolving needs, its implementation will be monitored on an

            ongoing basis, and modifications will be made as deemed necessary.

                        The individual will not be allowed to return to work for AFDL

            without written permission from the company, and will be required to

            adhere to any conditions governing their return. 

            Failure of a contract worker to abide by these provisions will

            result in permanent removal from AFDL work. Failure of contractors

            or their employees to meet these expectations will be considered a

            breach of the contract, and may result in triggering penalty clauses

            under tile contract, or suspension or termination of contract.

            VIII. CONSEQUENCES OF A POLICY VIOLATION

                        General Expectations: If any individual violates the provisions of

            this policy or does not meet satisfactory standards of work

            performance as a result of alcohol or drug use, appropriate

            disciplinary action will be taken. In all situations, an

            investigation will be conducted and documented to verify that a

            policy violation has occurred before disciplinary action is taken.

                        Therefore, management has the authority and discretion to hold out

            of service any individual who is believed to be involved an incident

            that could lead to disciplinary action pending tile results of the

            investigation. The appropriate discipline in a particular case

            depends on the nature of the policy violation and the circumstances

            surrounding the situation.

            Failure to meet satisfactory performance standards as a result of

            alcohol or drug use, or an impaired driving charge or conviction

            while driving on company business or a company vehicle, or any

            violation of the standards set out in Section IV of this policy are

            grounds for disciplinary action.

            For all individuals, the following situations will normally be

            considered grounds for termination of employment:

Use, possession or trafficking of illicit drugs on company

business or premises

Unauthorized use or possession of alcohol on company business or

premises

Conviction of an impaired driving offence when operating a company

vehicle or equipment

Direct involvement in an accident causing death, where the

individual has a positive test result, or

Failure to report directly for a test, refusal to submit to a

test, refusal to agree to disclosure of a test result to

management, or a confirmed attempt to tamper with a test sample.

                        Conditions of Continued Employment: In addition to the above, any

            positive test result or other policy violation will be considered

            grounds for discipline up to and including immediate termination.

            Employees in these circumstances may be allowed to enter into an

            agreement governing their continued employment, which will cover a

            period of at least two years and may require reassignment where

            available and appropriate.

            CONTINGENCY PLAN     

            RESPONSE TEAM ORGANIZATION AND DUTIES

            Incident Coordinator (Cliff Wright)

              Gather and evaluate information:

                  Analyze the situation

                  Establish objectives

                  Develop a plan of action

              Organize personnel and material resources:

                  Develop the organizational structure for the situation

                  Requisition the necessary equipment

              Direct resources

                  Delegate functions

                  Brief staff

                  Approve request for additional resources

                  Approve requests to release resources

              Coordination

                  Command

                  Operations

                  Tasks

              Communications

                  With staff regarding operations logistics, and planning

                  Ensure plans are appropriate

                  Demand continuous feedback

                  Authorize release of information

              Evaluate

                  Effectiveness of the action

                  Your actions according to the results compared to established

                  objectives 

            Information Officer (JoAnne Wright)

              Formulates release information for the Incident Coordinator's

              approval

              Monitors information flow for accuracy

            Operations Officer (Cliff Wright)

              Manages the team dealing directly with the problem

              Puts action plans into effect

              Coordinates multi-agency responses

              Advises the Incident Coordinator

            Logistics Officer (Cliff Wright)

              Charged with providing the requested equipment, services,

              facilities, and manpower to address the situation

              All new resources arriving will report to him or her

              He or she will direct resources in and out of site

            Planning Officer (Karen Wright)

              Provides advice to the Incident Coordinator based upon evaluation

              and research 

              Anticipates future actions based on potential scenarios

            Environmental Supervisor (Sandra Wright)

              Responsible for containing and reducing environmental damage

              Responsible for site cleanup once emergency is over

            INITIAL ACTION

            Spill of Hazardous Materials

              Ensure no danger to yourself

              Stop flow of hazardous material

              Remove all sources of ignition

              Contain spill by blocking ditches, culverts, etc.

              Fill out spill report 

              Immediately contact the Information Supervisor and give him or her

              the spill report

            Accidents involving Hazardous Materials Vehicle

              Ensure no danger to yourself

              Warn road traffic of accident (i.e. prevent compounded accident)

              Care for injured

              Fill out accident reports 

              Immediately notify the Information Officer and Operations Officer

              and give him or her the accident report

              Record names addresses, telephone numbers, and driver’s license

              numbers, vehicle descriptions and license plate numbers

              Cooperate with RCMP, Ambulance, and Fire Department personnel

 REPORTING PROCEDURE

            Internal Alerting

            An incident would most likely be reported by staff, operator and

            truck driver by contacting the proper personnel

            Note: It is expected that if the person named cannot be contacted,

            then his or her designated alternate will be contacted. DO NOT give

            up until someone on the list has been contacted.

              Main Contacts

               BUSINESS

                C F Wright Group  250-774-6727

              PERSONNEL

                Cliff Wright cell phone (250) 233-1091 home (250) 774-6211

                JoAnne Wright cell phone (250) 233-1562 home (250) 774-4397

                Karen Wright cell phone (250) 233-1345 home (250) 774-6211

                Sam Wright cell phone (250) 233-1725

                John Wright (250) 233-1045 home (250) 774-7559

            External Alerting

            External alerting will take place any time the situation grows

            beyond the ability of personnel to respond, if there is any threat

            to the public safety.

                Ministry of Forests (250) 774-3936

                Ministry of Environment Land and Parks, Fort Nelson (250)

                774-3547

                Environmental Emergencies Line 1-800-663-3456

                Ministry of Environment, Lands, and Parks after hours (604)

                978-2240

              Additional Information or Assistance on Fuel, Gas, Oils,

              Antifreeze etc.

                Petro Canada Bulk Plant, Fort Nelson (250) 774-7251

                Managers Residence (250) 774-2650

                ESSO Bulk Plant (250) 774-7286

            ACTION PLAN

            Upon notification of an incident, the Incident Coordinator or his or

            her designate, shall immediately dispatch a trained staff member to

            the site with the appropriate Material Safety Data Sheets to

            supervise the initial response and report on the situation for the

            use of the Incident Coordinator or designate. The coordinator or

            designate will immediately convene a meeting with all staff

            (including Truck drivers and Operators) in order to initiate an

            operational response to the situation.

            This group will then determine the following:

              Risk to the public and environment (present and potential)

              Ability of on-site resources to handle the situation

              Do outside agencies need to be informed?

              Does the drill response team need to he activated?

              Is there a need for outside expertise?

            Having answered these questions, an operational action plan will be

 developed and initiated immediately. An initial action plan is given to all truck   drivers and operators within C.F. Wright Transport Ltd.

            and C.F. Wright & Sons Logging Ltd. In addition, the Land Farm shall

            be notified of the substance being delivered.

            RESOURCE INVENTORY

            The above listed companies have access to the following equipment

            listed. At the time of notification it will be decided which

            equipment will be dispatched to have the job done in the safest and

            most efficient way possible.

            TRAINING AND EXERCISES

            This plan will serve as a guide for all Truck drivers and Operators

            and it is intended that our staff will comply with all laws and

            regulations put forward by the Provincial and Federal Government.