11-Exhibit C Safety Policy.pdf

City of Charlotte Charlotte Water Safety Policy

CHARLOTTE

w T R

Policy 101

Charlotte Water is committed to providing a safe and healthy workplace for all its employees. It is Charlotte Water's intent to comply with all applicable laws and regulations, including the federal Occupational Safety and Health Act, regulations and standards issued by the Occupational Safety and Health Administration, and state and local laws. Beyond complying with the law, Charlotte Water will strive to implement a safety and health program that will reduce or eliminate workplace injuries and illnesses.

Management and employees share the responsibilities for safety and health. Management accepts the responsibility for leadership of the safety and health program, for the program's effectiveness and improvement, and for providing the safeguards required to ensure safe working conditions. Management is responsible for developing the proper attitudes toward safety and health in themselves and in the employees they supervise. Management must also ensure that all operations are performed with the highest regard for the safety and health of all personnel involved.

All employees, including management, are responsible for wholehearted, genuine cooperation with all aspects of the safety and health program. Employees should be alert to unsafe conditions and report them immediately to their supervisor.

All employees must follow all departmental safety and health procedures. Employees who fail to comply with departmental safety and health procedures are subject to disciplinary action, up to and including termination of employment.

Charlotte Water's safety and health program includes the following elements:

• Conducting safety and health audits to find and eliminate unsafe working conditions or practices, to control health hazards, and to comply fully with all applicable safety and health standards;

• Training employees in good safety and health practices;

• Encouraging employees to get involved in improving workplace safety;

• Providing any necessary personal protective equipment and instructions for its use and care;

• Developing and enforcing safety and health rules and requiring employees to comply with these rules as a condition of employment;

• Investigating every accident to determine its cause and correct the problem;

• Establishing a system of recognition for outstanding performance.

Original: Feb 2003 Revised: Sep 2013

EXHIBIT C

Safety Policy

I. DISCIPLINARY STEPS FOR SAFETY INCIDENTS

Policy 101

Safety disciplinary action is typically progressive and taken in steps. In extenuating circumstances, the first incident of an unsafe incident may result in immediate termination.

Regardless of whether or not physical harm or equipment damages result, any employees who knowingly violate safe working practices or who knowingly permit or direct unsafe work practices will be subject to disciplinary action. Unsafe practices include violations of State, City, Departmental, Divisional and job-specific safety regulations.

Violations are grouped into 3 classes, according to the degree of danger involved or seriousness of potential results.

Right to Refuse Work on Grounds of Safety and/or Health Concerns - Employees will be provided with safe working conditions. If conditions change and the employee believes the assigned task is unsafe, the employee must notify his/her supervisor immediately.

The employee has the right and responsibility to refuse to do the work until appropriate safety measures are taken. The appropriate safety personnel may review the assigned task to verify that it is safe to perform. See Employee Handbook (Safety).

Note: All disciplinary steps listed below are suggested guidelines and are not intended to create a contract of employment or a right to a certain disciplinary proceeding. All employees are employees-at-will.

II. CLASS I VIOLATIONS

Class I violations are the most serious, with potential for death, serious injury, OSHA citations, criminal or civil penalties. They include:

a. Improper trenching and shoring

b. Failure to follow:

• Lockout/T agout Procedures

• Confined Space Procedures

• OSHA Hot Work Procedures

• Protective Equipment Requirements - High Hazard Operations

Original: Feb 2003

Safety Policy

Step Safety Incident

1 First Safety Incident for Class I

2 Second Safety Incident for Class I

111. CLASS II VIOLATIONS

Discipline if employee is not currently on performance probation (*)

Suspension or termination possible

Policy 101

Employee will be counseled by supervisor, with additional supervisor(s) present, and incident documented on PRO;

suspended without pay for rest of workday plus two additional days; and placed on six-month performance probation. Employee will be terminated if additional incident (*) occurs while on performance probation.

Employee is advised that second incident, after completion of performance probation period, within a two year period will result in suspension without pay for rest of workday plus five additional days, and placed on six-month performance probation. Employee will be terminated if additional incident (*) occurs while on performance probation.

Termination possible

Employee will be counseled by supervisor, with additional supervisor(s) present, and incident documented on PRO;

suspended without pay for rest of workday plus five additional days; and placed on six-month performance probation. Employee will be terminated if additional incident (*) occurs while on performance probation.

Employee is advised that third incident within a two-year period will result in termination.

Class II violations can cause serious injury or major property damage/loss. Such violations include:

a. Improper use of ladders

b. Failure to follow DOT work area traffic control guidelines

c. Failure to follow Utilities chemical hygiene plan

d. Failure to report major chemical spill/release

Safety Policy

Step Safety Incident

1 First Safety Incident for Class II

2 Second Safety Incident for Class II

3 Third Safety Incident For Class II

IV. CLASS Ill VIOLATIONS

Discipline if employee is not currently on performance probation (*) Negative performance incident on PRO.

Policy 101

Employee will be counseled by supervisor, with additional supervisor(s) present, and incident documented on PRO.

Suspension possible

Employee will be counseled by supervisor, with additional supervisor(s) present, and incident documented on PRO;

suspended without pay for rest of workday plus two additional days; and placed on six-month performance probation. Employee will be terminated if additional incident (*) occurs while on performance probation.

Employee is advised that next incident, after completion of performance probation period, within a two year period will result in suspension without pay for rest of workday plus five additional days, and placed on six-month performance probation. Employee will be terminated if additional incident (*) occurs while on performance probation.

Suspension or termination possible

Employee will be counseled by supervisor, with additional supervisor(s) present, and incident documented on PRO;

suspended without pay for rest of workday plus two additional days; and placed on six-month performance probation. Employee will be terminated if additional incident(*) occurs while on performance probation.

Employee is advised that next incident, after completion of performance probation period, within a two year period will result in suspension without pay for rest of workday plus five additional days, and placed on six-month performance probation. Employee will be terminated if additional incident (*) occurs while on performance probation.

Class Ill violations are those of a less serious nature, including failure to wear/use issued safety equipment, such as gloves, goggles, traffic vests, etc.

Safety Policy

Step Safety Incident

1 First Safety Incident for Class Ill within two years

2 Second Safety Incident for Class Ill within two years

3 Third Safety Incident for Class II within two years

4 Fourth Safety Incident within two years

Discipline if employee is not currently on performance probation (*) Negative performance incident on PRO

Policy 101

Employee will be counseled by supervisor, with additional supervisor(s) present, and incident documented on PRO.

Suspension plus a negative performance incident on

PRO

Employee will be counseled by supervisor, with additional supervisor(s) present, and incident documented on PRO;

suspended without pay for rest of workday plus one additional day; and placed on six-month performance probation. Employee will be terminated if additional incident (*) occurs while on performance probation.

Employee is advised that next incident, after completion of performance probation period, within a two year period will result in suspension without pay for rest of workday plus five additional days, and placed on six-month performance probation. Employee will be terminated if additional incident (*) occurs while on performance probation.

Suspension plus a negative performance incident on

PRO

Employee will be counseled by supervisor, with additional supervisor(s) present, and incident documented on PRO;

suspended without pay for rest of workday plus two additional days; and placed on six-month performance probation. Employee will be terminated if additional incident (*) occurs while on performance probation.

Employee is advised next incident, after completion of performance probation period, within a two year period will result in suspension without pay for rest of workday plus five additional days, and placed on six-month performance probation. Employee will be terminated if additional incident (*) occurs while on performance probation.

Suspension pending reassignment, demotion, or termination

Safety Policy

Policy 101

Employee will be counseled by supervisor, with additional supervisor(s) present, and incident documented on PRD;

suspended without pay for rest of workday plus five additional days; and placed on six-month performance probation. Employee will be terminated if additional incident(*) occurs while on performance probation.

Employee is advised that next incident within a two-year period will result in termination.

"When an employee is placed on performance probation for insubordination, poor performance, attendance, AWOL, misconduct or other reason, he/she may be terminated at any time during the performance probation period for additional incidents of insubordination, poor performance, attendance, AWOL, misconduct or other work rule violations.

When an employee is placed on performance probation, his/her merit date is extended equal to the time of probation and the amount of his/her merit increase, if applicable, is likely to be reduced.