4Core Energy & Maintenance Ltd.

Occupational Health and Safety Program

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Chapter 2: General Safety Rules

2.0 Core Safety Requirements

The following safety rules apply to all workers at all times, regardless of location or task. These rules are non-negotiable and form the foundation of safe operations at 4Core Energy & Maintenance Ltd.

Fundamental Rules:

  1. No worker will knowingly be allowed or required to work in an unsafe manner.
  2. Report to work fit for duty - not impaired by fatigue, alcohol, drugs, or medical conditions that could compromise safety.
  3. PPE must be worn as required for task and environment. Minimum fieldwork PPE: CSA safety footwear, hard hat (overhead hazards), high-visibility clothing (as required), eye protection, task-appropriate gloves.
  4. Horseplay, practical jokes, or behavior creating unnecessary risk is prohibited. Our work is inherently dangerous - we don’t add to that risk.
  5. Report all incidents, injuries, near misses, and hazards immediately to supervisor. Near-miss reporting encouraged and will never result in discipline.
  6. Tools and equipment operated only by trained and authorized personnel. If you haven’t been trained, don’t touch it.
  7. All guards, safety devices, and warning systems must remain in place and functional. Defeating safety systems is grounds for immediate removal from site.
  8. Lockout/isolation procedures mandatory before maintenance, repair, or service on equipment with stored energy (electrical, mechanical, hydraulic, pneumatic, thermal, chemical).
  9. Confined space entry procedures mandatory for any work in confined spaces. No exceptions. No shortcuts. No “quick checks.”
  10. Hot work permits required before cutting, welding, grinding, or spark-producing work. Includes work on/near combustibles, thermal oil systems, or confined spaces.
  11. Working at heights protocols required for work above 3 meters (10 feet) or where fall hazards exist. Includes fall protection equipment, arrest systems, rescue plans.
  12. Mobile equipment operated only by certified operators with current training and site-specific orientation.
  13. Housekeeping is everyone’s responsibility. Trip hazards, obstructed pathways, cluttered work areas not acceptable. Clean as you go.
  14. Smoking and vaping only in designated areas during breaks. Never while working, near thermal oil systems, in confined spaces, or flammable atmospheres.
  15. Cell phone use prohibited during active work tasks requiring attention and focus. Use during breaks or when safe.
  16. If you don’t know - ASK. No stupid questions regarding safety. If unsure, stop and ask before proceeding.

2.1 Right to Refuse Unsafe Work

Every worker has the legal right to refuse work they believe is unsafe without fear of discipline or retaliation. Protected under Workers Compensation Act.

Refuse work if: - Work presents undue hazard to yourself or others - Required safety equipment missing, damaged, or inadequate - Not received proper training for task - Hazard controls not in place or ineffective - Work conditions changed from what was assessed - Your physical or mental condition makes task unsafe - Asked to violate safe work procedure or regulation

2.1.2 Refusal Procedure

  1. Stop Work:
    • Immediately stop
    • Inform supervisor
    • State clearly and specifically why work is unsafe
  2. Investigation:
    • Supervisor investigates with you present
    • Discusses hazard/proposed controls
    • If resolved immediately (e.g., obtaining proper equipment), work may resume once controls in place
  3. If Disagreement Continues:
    • May continue to refuse
    • Supervisor investigates further consulting Safety Officer, management, other workers, WorkSafe BC if necessary
  4. Resolution:
    • Assigned other work during investigation
    • Paid regular wages
    • Informed of decision and reasons
    • If disagree with resolution, may contact WorkSafe BC

No Retaliation: 4Core will not discipline, dismiss, penalize, assign undesirable tasks, or create hostile environment for workers refusing unsafe work in good faith.

Good faith refusal means genuinely believed work unsafe based on reasonable grounds. Does not require being correct - only that concern was legitimate.

Management’s Commitment: Work refusals are opportunities to identify missed hazards, improve hazard assessment, strengthen worker confidence, demonstrate safety comes before schedule or cost. If you refuse work, you are doing your job correctly.

2.2 Housekeeping

2.2.1 Standards

Poor housekeeping is a leading cause of workplace injuries. Good housekeeping is hazard control.

Category Standards
Pathways and Access Walkways clear of obstructions, tools, materials, cords (minimum 1 meter width); Access to emergency equipment, exits, fire extinguishers never blocked; Stairs/ladders clear of debris
Material Storage Materials in designated areas, not walkways/work zones; Stack safely (no leaning/unstable piles); Heavy items waist height or lower; Flammables away from ignition sources
Waste Management Scrap/packaging/debris removed daily minimum; Designated containers provided and used; Combustible waste (oily rags, cardboard, wood) in covered metal containers; Sharp objects handled/disposed safely
Tools and Equipment Tools returned to storage when not in use; Cords/hoses coiled or secured; Extension cords routed overhead/along walls, never across pathways; Equipment positioned to avoid pinch points/obstructions
Spill Control All spills (oil, coolant, water, chemicals) cleaned immediately; Absorbent materials available; “Wet floor” warnings when necessary; Contaminated absorbents disposed properly
Work Area Cleanliness Work surfaces clear of unnecessary items; “Clean as you go”; Final cleanup at end of each shift; Tools/equipment inspected and cleaned before storage

2.2.2 Responsibilities

All Workers: Maintain housekeeping in immediate work area; clean up own messes immediately; report uncorrectable hazards; participate in end-of-day/job cleanup.

Supervisors: Inspect work areas daily; ensure adequate waste containers/cleanup materials available; allocate cleanup time in schedules; address repeated violations through progressive discipline.

Management: Provide resources (containers, equipment, disposal services); include housekeeping in project planning/scheduling; ensure clients understand standards/expectations.

2.2.3 Enforcement

2.3 Non-Compliance with Safety Rules

2.3.1 Progressive Discipline

4Core expects all workers to follow safety rules and procedures. Non-compliance puts workers, coworkers, and company at risk.

Approach to Non-Compliance:

  1. Coaching and Education First:
    • Many violations result from lack of understanding or training gaps
    • First response is coaching, clarification, re-training
    • Goal is correction, not punishment
  2. Progressive Discipline When Necessary:
    • Level 1 - Verbal Warning: Documented discussion of violation, expectations, consequences
    • Level 2 - Written Warning: Formal documentation, corrective action plan, follow-up date
    • Level 3 - Suspension: Unpaid suspension (1-3 days), mandatory re-training, return-to-work meeting
    • Level 4 - Dismissal: Termination of employment
  3. Immediate Dismissal Offenses:
    • Working under influence of alcohol/drugs
    • Deliberate disabling of safety devices
    • Falsifying safety documentation
    • Violent/threatening behavior
    • Repeated refusal after progressive discipline
    • Creating imminent danger through willful disregard

Contractor Non-Compliance: - Stopped immediately and removed from work area - Required to correct violation before resuming - Documented in writing with copy to employer - Potentially barred from future 4Core projects for serious/repeated violations

Balancing Accountability with Culture: - Mistakes/errors → Learning opportunities, coaching, system improvements - At-risk behavior (shortcuts, drift from procedures) → Education and accountability - Reckless behavior (willful disregard) → Progressive discipline or dismissal

Goal is accountability without fear. Workers should feel comfortable reporting own mistakes and near misses without automatic punishment. Fix systems and behaviors, not hide problems.

2.4 Substance Abuse Policy

2.4.1 Policy Statement

4Core is committed to providing a safe, healthy, productive work environment free from effects of alcohol, cannabis, and drugs (legal and illegal).

Use, possession, distribution, or being under the influence of intoxicating substances during work hours or on company/client premises is strictly prohibited.

2.4.2 Prohibited Substances and Impairment Standards

Policy applies to: - Alcohol (any form) - Cannabis (any form, regardless of legal status or medical authorization) - Illegal drugs (cocaine, methamphetamine, opioids without prescription) - Prescription medications impairing judgment/coordination/reaction time - Over-the-counter medications used to cause impairment

“Under the influence” or “impaired” means: - Ability to safely perform job is diminished - Judgment, coordination, reaction time, or alertness affected - Safety risk to self or others

For high-hazard work environment (confined spaces, hot work, heights, mobile equipment), even minor impairment is unacceptable.

2.4.3 Medical Cannabis and Prescription Medications

If you use cannabis for medical purposes or take prescription medications that may cause impairment:

  1. Inform supervisor or Safety Officer BEFORE beginning work:
    • Will work to accommodate medical needs where possible
    • May include modified duties, schedule adjustments, temporary reassignment
    • Confidentiality maintained
  2. Do not operate equipment or perform high-hazard work while impaired:
    • Confined space, hot work, heights, mobile equipment require full cognitive/physical capability
  3. Accommodation Process:
    • Work with you and medical provider for reasonable accommodation
    • Accommodation must not compromise safety or create undue hardship
    • Physician documentation may be required

2.4.4 Testing

4Core reserves right to conduct drug/alcohol testing: - Post-Incident: - After serious incident, injury, or near miss where impairment may be factor - As soon as practical after incident - Reasonable Suspicion: - When supervisor has reasonable grounds to believe worker impaired (slurred speech, lack of coordination, erratic behavior, odor) - Return-to-Work: - Following policy violation - As part of last-chance agreement

Testing conducted by certified third-party providers using recognized methods.

2.4.5 Consequences

First Offense: - Immediate site removal - Suspension without pay pending investigation - Mandatory substance abuse assessment/treatment (if recommended) - Return-to-work agreement with testing - Possible demotion/reassignment from safety-critical tasks

Second Offense: Termination of employment.

Note: Some client sites have zero-tolerance policies. Working impaired on client site may result in immediate termination regardless of internal progressive discipline.

2.4.6 Assistance and Support

If you have substance abuse problem: - Encouraged to come forward voluntarily BEFORE it affects work or creates incident - Will work with you to access treatment resources and support recovery - Voluntary disclosure and treatment commitment handled differently than violation-based discovery

Confidential assistance: - Employee Assistance Program (To Be Added if available) - Community addiction services - Physician or healthcare provider

Goal is safe workers, not punishment. If you need help, ask.

2.5 Smoking and Vaping Policy

Permitted only: - During scheduled breaks - In designated smoking areas (if provided) - Away from work areas, equipment, materials - Never inside buildings, vehicles, enclosed spaces - Never in areas with flammables/combustibles

STRICTLY PROHIBITED: - Within 10 meters of thermal oil system, heater, or boiler - Within 10 meters of flammable liquid storage - Within 10 meters of gas cylinder storage - In or near confined spaces - Inside client facilities (unless client-designated areas exist) - While wearing respiratory protection - During active hot work or when hot work ongoing nearby

Disposal: - Cigarette butts in proper containers, never on ground - Ensure fully extinguished before disposal - Do not dispose in combustible waste containers

Client Site Rules: Many clients have stricter smoking policies. Client rules always take precedence. Violating client smoking policies can result in site removal, loss of client relationship, or termination.

Document Control

Chapter: 2 Title: General Safety Rules Version: 1.0 Date: December 2026 Author: Safety Officer Approved By: Management Next Review: December 2026

Revision History:

Version Date Description of Changes
1.0 December 2026 Initial release

END OF CHAPTER 2

Version: 0.9-draft | Effective: December 2025

CONTROLLED DOCUMENT: This is a controlled document. Printed copies are uncontrolled and may be out of date. Always verify you have the current version from the official source.