Evergreen Janitorial Services Uniform Policy for EJS employees The purpose of the Company dress code and personal appearance standards is to present a professional, fresh, and neat appearance and to assure safe and sanitary working conditions. Good personal hygiene and personal habits are also very important. All EJS employees are required to wear uniforms and name tags. Please make sure your uniform is always clean and neat. EJS Polo shirts and Jackets The company will provide 3 EJS polo shirts to Day Porters at the cost of $1 5 .00 per polo. Op t ional not required Dur ing winter season, the Company can provide a Jacket, if the employee requests one, at the cost of $ 50 .00. This fee can be deducted from the employee’s pay check in 3 portions. Slack, Pants The employee will be responsible to buy black slacks or pants that are similar to Dockers and other makers of cotton or synthetic material pants. Inappropriate (not accepted) slacks or pants include jeans, sweatpants, exercise pants, Bermuda shorts, short shorts, shorts, bib overalls, leggings, and any spandex or other form - fitting pants such as people wear for biking. Smock, apron Part - time employees will receive 1 EJS smock, at the c ost of $ 12 .00. Name tag / ID The Company will provide with a picture ID at no cost, it is mandatory to wear it all the time.
Shoes and Footwear Conservative athletic or walking shoes, sneakers, boots, flats, and leather deck - type shoes are acceptable for work. Flashy athletic shoes, thongs, flip - flops, slippers, and shoe with an open toe are not acceptable. Jewelry, Makeup, Perfume, and Cologne Should be in good taste, with limited visible body piercing. Remember, that some people are allergic to the chemicals in perfumes and make - up, so wear these substances wi th restraint. Hats EJS employees can wear only a hat with EJS logo. The cost for the hat is $10 .00. Conclusion If clothing fails to meet these standards, as determined by the employee’s supervisor or Area Manager, the employee will be asked not to wear the inappropriate item to work again. If the problem persists, the employee will be sent home to change clothes and will receive a warning notice. I , __________________ empl oyee of E JS, ac c ept the terms of this Policy, I accept to receive the uniform indicat ed below and I authorize Payroll department to deduct the cost of the uniform from my first paycheck _______________________ ____________ Signature Date Please mark your size: Description Qty Price ea. Total SML MED LRG XL XXL XXXL Polo Smock Hat Jacket
Evergreen Janitorial Services Reglamento de Uniform es para los Empleados de E JS El proposito del reglamento de vestimenta y apariencia personal es el de presentar una imag en professional, fresca e impec able para garantiza r condiciones laborales seguras y saludables . La higiene personal y buenos habitos son tambien importantes. Todos los empl eados de EJS deberan usar uniformes y credenciales de la compañia. Por favor asegurese que su uniforme este siempre limpio e impecable. Polo s y Chaquetas La compañia proveera de 3 polos a los Porteros al precio de $1 5 .00 cada uno. Op c ional Dur ante la temporada de invierno, a pedido del empleado la compañia le proveera de una chaqueta al costo de $ 50 .00. Este monto podra ser deducido de su pago quincenal en tres oportunidades. Pantalones El empleado sera responsa ble de comprar pantalon negro similar al estilo Dockers u otra marca parecida de algodon o material sintetico . Qued a prohibido el uso de jeans, buzos deportivos , Bermuda s, pantalones cortos , over o l e s, calzas , y/o cualquier otro tipo de pantalon apretado como los usados para hacer deporte. Delantal Los emple ado s de medio tiempo rec ibiran 1 delantal EJS , a l c ost o de $ 1 2 .00. Credenciales La compañia prove era a los empleados de credenciales con foto sin costo alguno, el mismo que deberan usarlo todo el tiempo de trabajo.
Zapatos Zapatos de trabajo, deportivos conservado res negros, zapatos de vestir, botas, mocasines so n aceptados para trabajar. Zapatos de colores, sandalias, pantuflas y cualquaier tipo de zapato abierto no sera aceptado para trabajar. Joyas, Maquillaje, Perfume, y Colo nia No se aceptara arêtes, argollas visible en el cuerpo o cara . Re cuerde que hay mu chas personas alergicas a algunos quimicos de los perfumes, cremas y maquillajes, por favor usar estas sustancias con moderacion o eliminelas para no recibir quejas de los clientes. Gorras Los empl e ados de EJS pueden usar gorras solamente con el logo de EJS. Su costo es de $10 .00. Conclusion Si el empleado no cumple con este reglamento de vestimenta determinado por la Gerencia de EJS, el Supervisor o Area Manager verbalmente le pedira que no vuelva a usar el atuendo inapropiado para traba jar. Si el problema persiste, el empleado sera enviado a su casa para cambiarse de ropa y recibira una amonestacion escrita. Yo , __________________ emple ado de E JS, acept o los terminos de este reglamento, acepto recibir el uniforme indicado y autorizo al departamento de planillas de deducir el costo del mismo de mi primer cheque de pago . _______________________ ____________ Firma Fecha Marque la Talla: Descripcion Qty Precio ea. Total SML MED LRG XL XXL XXXL Polo Delantal Gorro Jacket


Evergreen Janitorial Services Absences and Vacation Policy for E JS employees Effective immediately please be advised of the following Company Policy in regards to Absences and Vacation: All Employees must give two (2) hours notice to the Supervisor before the beginning of their shift in order for any absenteeism to be approved and also it needs to be clearly indicated if this is going to be a Union Sick Leave or Not. In case of illness in excess of two (2) consecutive working days, a physician's certificate or other acceptable evidence of inability to come to work due to illness will be required to be submitted by the employee in order to be approved. An accumulation of more than three (3) absent days within a 2 month period will be subject for a written warning. An accumulation of more than four (4) absent days within a 3 month period will be subject for one (1) week suspension from work without pay. An accumulation of more than six (6) absent days within a 6 month period will be subject to termination. Vacation time can be used for extended sick leave provided the employee has used up his/her accrued sick leave and provided he/she provides documentation. Vacation requests must be turned to the Payroll Department in writing 2 weeks prior to it taken and must be used within one year of the employee’s anniversary date on which the vacation was earned as there will be no provision of “carry - over” of vacation. All employees must help with the work responsibilities accumulated from any employee while on vacation. We appreciate your cooperation. If you have any questions, please contact our main office at (703)475-3848.
Evergreen Janitorial Services Reglamento de ausencias y vacac ion es para empleados de E JS Con efecto inmediato, le informamos de la siguiente Política de Empresa: Todos los empleados deben avisar con dos (2) horas de anticipación al Supervisor antes del comienzo de su turno para que cualquier ausentismo sea aprobado. En caso de enfermedad de más de dos (2) días hábiles consecutivos, un certificado médico u otra evidencia aceptable de la imposibilidad de ir a trabajar debido a enfermedad deberá ser presentada por el empleado con el fin de ser aprobado. La acumulación de más de tres (3) días de ausencia dentro de un período de 2 meses será objeto de una amonestación por escrito. La acumulación de más de cuatro (4) días de ausencia en un plazo de 3 meses será objeto de una suspensión de la semana (1) de trabajo sin goce de sueldo. La acumulación de más de seis (6) días de ausencia dentro de un período de 6 meses será sujeto a la terminación. (Empleados tiempo completo) Las solicitudes de vacaciones se debe colocar en el Departamento de Nómina por escrito dos semanas antes de la fecha de comienzo de vacaciones y deben usarse dentro de un año de la fecha de aniversario del trabajador en la que se califico para tener vacaciones, ya que no habrá ninguna disposición para guardarlas para el año siguiente. Agradecemos su cooperación. Si usted tiene alguna pregunta, póngase en contacto con nuestra oficina central al (703) 475-3848.


Personal/Business Phones It is important to keep personal cell phone use to a minimum for client satisfaction as repeated complaints could possibly result in cancellation of services and lack of work and termination for our employees. Although the occasional use of your cell phone for a personal emergency may be necessary, routine personal calls should be omitted completely. Company’s cell phone should be used by both the Day Porter and Night Supervisor during his/her work shift and only for the purpose of responding to customer requests. The business cell phone should not be used for personal calls. The employees are allowed to provide the business cell phone number to their immediate family or emergency contacts in order to be contacted on an emergency. The business cell phone should be left inside the janitor’s closet (charging) at the end of each work shift. Access to different floors/offices Access to floors/offices that you are not authorized to work is prohibited. Smoking Smoking is not allowed during working hours. Day Porters/Full time employees are allowed to smoke on their lunch break (outside of the building/work site). Grounds for immediate termination: Falsification of company records Reporting to work intoxicated, impaired or under the influence of illegal drugs Working intoxicated, impaired or under the influence of illegal drugs Serious acts of insubordination Possessions of open containers of alcoholic beverages or use of any illegal drugs while on the Employer’s property or engaged in the Employer’s business Stealing from the Employer, fellow employees, tenants or visitors to the property Fighting or threatening another person with physical violence while on the job and/or on the Employer’s property Carrying an illegal weapon on the job.
The intentional damage or destruction of the Employer’s or Customer’s equipment or property Lewd or lascivious conduct Stealing from employer, co-workers, tenants, or visitors. Other Items of Importance: 1. To avoid Theft Accusation and/or prosecution , please do not take for your personal use anything marked “Trash” 2. The use of phones, TV, computers, desks, or any other tenant equipment is not allowed. 3. Personal belongings such us wallets, purses etc. should be stored in your vehicles. Come to work empty handed and leave empty handed. 4. Relatives, friends, children and other unauthorized individuals are not allowed to come with you inside the building where you work
Telefono personal/compania Es muy importante mantener el uso del telefono personal en un minimo para la satisfaccion de nuestros clientes pues quejas continuas podrian resultar en termino del contrato, falta de trabajo o la terminacion del empleado. Por cierto el uso del telefono personal en emergencias es acetable, las llamadas personales de rutina de ben ser omitidas completamente. Telefono de la compania debe ser usado por el limpiador del dia y en la noche por el supervisor para responder llamadas relacionadas con trabajo del cliente. El telefono de la compania no es para llamadas personales. El empleado tiene autorizacion para contacto con su familia en caso de emergencia. El telefono de la company debe dejarse (cargando) al final de su horario de trabajo en la bodega. Acceso a diferentes pisos/oficinas El entrar a pisos u oficinas sin autorizacion esta prohibido. Fumar Fumar en horas de trabajo no es permitido. Empleados de tiempo completo tienen permiso a fumar en su tiempo de descanso. Causa de despido inmediato Falsificacion de registros de la empresa. Presentarse a trabajar intoxicado, incapacitado o bajo la influencia de drogas ilegales. Trabajar intoxicado, incapacitado o bajo la influencia de drogas ilegales. Actos graves de insubordinacion. Posecion de envases abiertos de bebidas alcoholicas o el uso de qualquier droga illegal durante su estadia en la propiedad del empleador o durante el tiempo involucrado en asuntos del empleador. Pelear o amenazar a otra persona con violencia fisica durante las horas de trabajo o en la propiedad del empleador.
Portar armas ilegales en el trabajo. Da ñ o intencional o destruccion del equipo de trabajo o cliente . Conducta lasiva o indecente. Robar de los empleados, compañeros de trabajo, inquilinos o visitantes a la propiedad. Otros asuntos de importancia Para evitar acusaciones de robo y / o procesos juridicos, por favor no tomar nada de la basura para uso personal. Prohibido usar telefonos, televisores, computadoras, maquinas de copia o cualquier otro equipo perteneciente al inquilino. Articulos personales como bolsas, carteras, mochilas etc. deben ser dejados en su automovil Llegar a trabajar con las manos vacias y salir de la misma manera. Parientes, amigos, niños o individuos no autorizados no deben entrar a la propriedad donde trabaja. 


Evergreen Janitorial Services Time Clock Procedures Evergreen Janitorial Services utilizes time clocks for all of its employees. This is the official time record for employee compensation. To provide uniformity within the department, the following shall apply effective November 1 st , 2010. TIME CALCULATIONS Every EJS employee has assigned working hours. This document will not change those assignments. We expect you to "clock-in" on or before your "start time" and "clock-out" on or after your "finish time." Lunch time must also be clocked-in and clocked-out every time. Should you forget to clock in/out or lose your timecard, you are required to notify your immediate supervisor as soon as possible. You must follow your work schedule as you will not be compensated for working over your regular scheduled time. Any deviation from the assigned working hours MUST be approved in advance by your supervisor. (Note: Overtime, Vacation and compensatory time must be approved in advance.) Continual and/or repeat deviations from assigned working hours will be grounds for disciplinary action. These deviations include, but are not limited to, time changes that did not have prior approval, tardiness, and clocking in/out early or late. Each Employee must have 1completed timecard per pay period. EJS pay week starts on Monday and ends on Sunday. Payroll is semi-monthly and compensation is from the 1 st to the 15 th of the month and from the 16 th to the last day of the month. EJS policy is that no one can clock-in or out for another person and such action may be cause for serious disciplinary action and/or termination. Questions/Concerns regarding the above should be addressed to EJS Main Office (703)475-3848. Thank you!
Evergreen Janitorial Services Procedimiento con el reloj de marcar EJS utiliza relojes de marcar tiempo para todos sus empleados. Es la manera official para compensar al empleado. Para proveer uniformidad en nuestra departamento de planillas este sistema se aplicara desde Nov. 1, 2010. CALCULO DE TIEMPO Cada empleado tiene horas de trabajo asignadas. No estamos cambiando las horas asignadas. Se espera que usted marque su tarjeta al comenzar su horario y al terminar. Hora de almuerzo (media hora) debe ser marcada tambien. Si olvido marcar entrada o salida se requiere que informe a su superior inmediatamente. Usted debe cumplir su horario de trabajo, no se pagara por tiempo “extra”. Culaquier cambio en su horario de trabajo debe ser aprovado previamente por su superior. Cambios continuos o repetidos en sus horas de trabajo sera motivo de acciones disiplinarias. Estos cambios incluyen, y no estan limitados a casos autorizados, llegar tarde, salir temprano, o ausentarse en horas de trabajo. Cada empleado debe tener su propia tarjeta marcada por cada periodo de pago. La semana comienza en Lunes y termina en Domingo. Los pagos seran dos veces al mes. Desde el dia 1 al 15 del mes y desde el dia 16 al ultimo dia trabajado en el mes. EJS reglamento es que ninguna persona puede marcar la tarjeta de otra persona, ya que dicha accion sera causa de una medida disiplinaria y o la terminacion de los empleados involucrados. Preguntas u otras materias consernientes dirigirlas a nuestra oficina 703-475-3848.


Emergency Action Plan


Employee Safety Manual Evergreen Janitorial Services, Inc. A Guide to Safety Policies & Procedures to Support a Safety-Conscious Work Environment Provided by: The Insurance Exchange Legal Disclaimer to users of this form employee handbook: The materials presented herein are for general reference only. Federal, state or local laws, or individual circumstances may require the addition of policies, amendment of individual policies, and/or the entire Handbook to meet specific situations. These materials are intended to be used only as guides and should not be used, adopted, or modified without the advice of legal counsel. These materials are presented, therefore, with the understanding that the Company is not engaged in rendering legal, accounting, or other professional service. If legal advice or other expert assistance is required, the services of a competent professional should be sought.
Page 2 Employee Safety Handbook Preface Evergreen Janitorial Services, Inc. recognizes that our people drive the business. As the most critical resource, employees will be safeguarded through training, provision of appropriate work surroundings, and procedures that foster protection of health and safety. All work conducted by Evergreen Janitorial Services, Inc.’s employees will take into account the intent of this policy. No duty, no matter what its perceived result, will be deemed more important than employee health and safety. Evergreen Janitorial Services, Inc. is firmly committed to the safety of our employees. We will do everything possible to prevent workplace accidents and we are committed to providing a safe working environment for all employees. We value our employees not only as employees but also as human beings critical to the success of their family, the local community, and Evergreen Janitorial Services, Inc. Employees are encouraged to report any unsafe work practices or safety hazards encountered on the job. All accidents/incidents (no matter how slight) are to be immediately reported to the supervisor on duty. A key factor in implementing this policy will be the strict compliance to all applicable federal, state, local, and company policies and procedures. Failure to comply with these policies may result in disciplinary actions. Respecting this, Evergreen Janitorial Services, Inc. will make every reasonable effort to provide a safe and healthful workplace that is free from any recognized or known potential hazards. Additionally, Evergreen Janitorial Services, Inc. subscribes to these principles: 1. All accidents are preventable through implementation of effective Safety and Health Control policies and programs. 2. Safety and Health controls are a major part of our work every day. 3. Accident prevention is good business. It minimizes human suffering, promotes better working conditions for everyone, holds Evergreen Janitorial Services, Inc. in higher regard with customers, and increases productivity. This is why Evergreen Janitorial Services, Inc. will comply with all safety and health regulations which apply to the course and scope of operations. 4. Management is responsible for providing the safest possible workplace for Employees. Consequently, management of Evergreen Janitorial Services, Inc. is committed to allocating and providing all of the resources needed to promote and effectively implement this safety policy. 5. Employees are responsible for following safe work practices and company rules, and for preventing accidents and injuries. Management will establish lines of communication to solicit and receive comments, information, suggestions and assistance from employees where safety and health are concerned. 6. Management and supervisors of Evergreen Janitorial Services, Inc. will set an exemplary example with good attitudes and strong commitment to safety and health in the workplace. Toward this end, Management must monitor company safety and health performance, working environment and conditions to ensure that program objectives are achieved. 7. Our safety program applies to all employees and persons affected or associated in any way by the scope of this business. Everyone’s goal must be to constantly improve safety awareness and to prevent accidents and injuries. Everyone at Evergreen Janitorial Services, Inc. must be involved and committed to safety. This must be a team effort. Together, we can prevent accidents and injuries. Together, we can keep each other safe and healthy in the work that provides our livelihood.
Page 3 Employee Safety Handbook Table of Contents PREFACE .................................................................................................. 2 TABLE OF CONTENTS ................................................................................ 3 EMPLOYEE SAFETY RESPONSIBILITIES ........................................................ 4 EMPLOYEE SAFETY RULES .......................................................................... 5-8 SAFETY COORDINATOR RESPONSIBILITIES ................................................. 9 SAFETY & HEALTH COMMITTEE RESPONSIBILITIES ....................................... 10 CLIENT VISITS ......................................................................................... 11 REPORTING INJURIES .............................................................................. 12 EMERGENCY ACTION PLAN ......................................................................... 13-14 EMERGENCY CONTACT INFORMATION ......................................................... 15 FIRE PREVENTION PLAN & ELECTRICAL SAFETY ............................................ 16 RETURN TO WORK PROGRAM ..................................................................... 17 HAZARD COMMUNICATION ........................................................................ 18 OFFICE SAFETY & SECURITY ...................................................................... 19 SEXUAL HARASSMENT POLICY ................................................................... 20 CONSIDERATIONS FOLLOWING A SERIOUS INDUSTRIAL ACCIDENT .............. 21 BLOODBORNE PATHOGENS ........................................................................ 22 VEHICLE USE POLICY ................................................................................ 23 EMPLOYEE ACKNOWLEDGEMENT FORM ........................................................ 24
Page 4 Employee Safety Handbook Employee Safety Responsibilities The primary responsibility of the employees of Evergreen Janitorial Services, Inc. is to perform his or her duties in a safe manner in order to prevent injury to themselves and others. As a condition of employment, employees MUST become familiar with, observe, and obey Evergreen Janitorial Services, Inc.’s rules and established policies for health, safety, and preventing injuries while at work. Additionally, employees MUST learn the approved safe practices and procedures that apply to their work. Before beginning special work or new assignments, an employee should review applicable and appropriate safety rules. If an employee has any questions about how a task should be done safely, he or she is under instruction NOT to begin the task until he or she discusses the situation with his or her supervisor. Together, they will determine the safe way to do the job. If, after discussing a safety situation with his or her supervisor, an employee still has questions or concerns, he or she is required to contact the Safety Coordinator. NO EMPLOYEE IS EVER REQUIRED to perform work that he or she believes is unsafe, or that he or she think is likely to cause injury or a health risk to themselves or others.
Page 5 Employee Safety Handbook Employee Safety Rules 1. Conduct: Horseplay, ‘practical jokes,’ etc., are forbidden. Employees are required to work in an injury-free manner displaying accepted levels of behavior. Conduct that places the employee or others at risk, or which threatens or intimidates others, is forbidden. 2. Drugs and Alcohol : Use and/or possession of illegal drugs or alcohol on company property or on company time are forbidden. Reporting for work while under the influence of illegal drugs or alcohol is forbidden. 3. Housekeeping: The following areas must remain clear of obstructions: • Aisles/exits • Fire extinguishers and emergency equipment • All electrical breakers, controls, and switches • Eye wash/safety showers You are responsible to keep your work area clean and safe. Clean-up several times throughout the day, disposing of trash and waste in approved containers, wiping up any drips/spills immediately, and putting equipment and tools away as you are finished with them. 4. Injury Reporting: All work-related injuries must be reported to your supervisor immediately. Failure to immediately report injuries can result in loss of Workers’ Compensation benefits. After each medical appointment resulting from a work-related injury, you must contact your supervisor to discuss your progress. You must also give your supervisor any paperwork that you received at the appointment. Evergreen Janitorial Services, Inc. provides Transitional Return to Work (light duty) jobs for persons injured at work. Transitional work is meant to allow the injured employee to heal under a doctor’s care while she/he remains productive. Employees are required to return to work immediately upon release. 5. Personal Protective Equipment (PPE): Inspect PPE prior to each use. Do not use damaged PPE. You are required to maintain and keep PPE clean. a) Safety Glasses – must be worn at all times in designated areas in this facility. b) Hard Hats – must be worn at all times in designated areas. c) Gloves – work gloves must be worn at all times when handling sharp or rough stock, welding, or performing other jobs, which could cause hand injuries. Synthetic gloves must be worn when handling chemicals. d) Welding – appropriate filter lens, welding helmet, gloves, and sleeves are required for welders at all times. e) Respirators – only employees trained and authorized to use respirators are allowed to do so. f) Hearing Protection – is required in areas where noise exposure is more than 90dBA (85dBA if you already have experienced a hearing loss). 6. Equipment Operation: You must specifically be trained and authorized by your supervisor to operate the following: • • • • Company vehicles, • • • • Forklifts, • • • • Machine and power tools, • • • • Paint sprayers, • • • • Welders, and • • • • Cranes/hoists When operating machines: do not wear loose clothing, long hair should be tied up and back, remove jewelry, and sleeves should either be rolled all the way up, or all the way down.
Page 6 Employee Safety Handbook Employee Safety Rules Never operate damaged or defective equipment. Turn the machine off and report it to your supervisor immediately. Never tamper with, remove, or deactivate machine guards or controls designed to ensure safe operations. Never reach into an operating machine or moving machine part. 7. Ladders: • • • • Inspect all ladders prior to each use; • • • • Ladders must be placed on secure footing; • • • • Only one person is allowed on a ladder at a time; • • • • Never stand on the top two steps of a stepladder; • • • • Always maintain 3-point contact when working on ladders; • • • • Never reach beyond arm length when working on a ladder; and • • • • Never use metal ladders when working on or around electrical equipment. 8. Cranes/Hoists/Lifting Devices: a) Inspect all cranes, hoists and lifting devices (slings, hooks, etc.) prior to each use. Never use damaged equipment. b) Never walk under a load suspended from a hoist or crane. c) Keep all personnel clear of the ‘fall zone’ of the crane/hoist. d) Know the weight of material being lifted. Never overload a crane/hoist. 9. Lockout/Tagout – prior to working on any machinery when guards are removed, every energy source (electrical, hydraulic, chemical, mechanical, etc.) must be deactivated, stored energy dissipated, and the control locked in the off (safe) position. Never remove or tamper with a lockout performed by another employee or contractor. A lockout could consist of a lock applied to a control such as a switch, breaker, or valve. A tag containing words such as “DANGER - DO NOT OPERATE” may also be used for lockout. If you see the lock, the tag, or both applied to an energy control device it means, “Keep your hands off.” 10. Hazard Communication: a) All chemical containers must be labeled to identify contents and hazards. Most labels use numbers to rank the hazard level in three important areas: - FIRE (red background color) - will the material burn? - HEALTH (blue background) - is the material dangerous to my body? - REACTIVITY (yellow background) - is the material dangerously unstable? After each hazard (Fire, Health, Reactivity), a number from 1-4 will be assigned. The number reflects the degree (or amount) of hazard: - 0 Minimal - 1 Slight - 2 Moderate - 3 Serious - 4 Severe b) A Safety Data Sheet (SDS) must be secured for all chemicals purchased or brought on site. You have a right to access SDSs – ask your supervisor. c) Follow all label and SDS instructions – including amount instructions.
Page 7 Employee Safety Handbook Employee Safety Rules d) Do not mix chemicals unless authorized to do so. e) Keep all chemicals in closed containers. f) Store all flammable liquids in safety cabinets or safety cans. Never use flammable chemicals around ignition sources such as smokers, pilot lights, or arcing/sparking electrical equipment. g) Wear required Personal Protective Equipment and minimize contact with the chemical. h) Do not eat, drink, or smoke while using chemicals. And always wash your hands after handling chemicals. 11. Confined Space Entry – Only trained and authorized employees are permitted to enter confined spaces. If you believe that your job requires confined space entry, contact your supervisor prior to undertaking the work. (Confined spaces are areas not meant for human occupancy, have limited means of entry/exit, and have electrical, chemical, thermal, atmosphere, or entrapment hazards). 12. Emergencies: a) In the event of any serious injury or fire, call 911. Send someone to the facility entrance to meet the Fire Department. If in doubt, call 911. b) Upon discovering a fire, alert others in immediate danger and initiate facility-wide fire alarm. c) When the evacuation signal is given, all employees should immediately turn off equipment, close doors, and evacuate to their designated evacuation areas. Attendance will be taken to account for all personnel. Stay together in the group until further instructions are received. d) Do not attempt to fight any fire which is uncontained, too hot, too smoky, or if you are too frightened. e) To use a fire extinguisher, remember PASS: • • • • P = Pull (the safety pin) • • • • A = Aim (at the base of the fire) • • • • S = Squeeze (the lever) • • • • S = Sweep (side to side) If you use a fire extinguisher, remember: • • • • Stay low, • • • • Keep yourself between the fire and an exit, • • • • Do not turn your back on a fire, and • • • • Immediately report the use to your supervisor. d) Do not touch blood or any other bodily fluid during or following an incident. If you are trained to administer first aid, gloves and other barriers are located with the first aid equipment. If you think that you have been exposed to bodily fluid, notify your supervisor immediately. 13. Company Vehicles and Driver Safety: a) Only employees authorized by Evergreen Janitorial Services, Inc. are permitted to operate Evergreen Janitorial Services, Inc. vehicles. b) No ‘side trips’ or personal use of company vehicles are permitted. c) Seat belts/shoulder harnesses must be worn whenever the vehicle is in motion. d) All local and state traffic regulations and signs must be followed. e) No unauthorized riders, hitchhikers, etc., are allowed. f) All moving violations resulting in points being assigned to your license must be reported to your supervisor.
Page 8 Employee Safety Handbook Employee Safety Rules g) Driving while under the influence of alcohol or other drugs is forbidden. - Employees driving their personal vehicles on company business must follow steps ‘c – g,’ shown above. 14. Electrical Safety: a) Never operate or tamper with the electrical main switch or breakers. You are authorized only to operate switches/disconnects on/for individual machines. b) Report all electrical problems and suspected problems to your supervisor. c) All junction boxes, control boxes, connections, and other wiring must have covers securely installed to prevent accidental contact. d) Inspect all plugs, cords, and portable equipment prior to use. e) Report any damaged electrical equipment to your supervisor. Only authorized personnel are permitted to make repairs. f) Extension cords are to be used only for temporary applications. Never stretch cords across aisles or areas where others may trip over them. Do not attach extension cords to the building or run them under rugs/mats or through walls. g) Any personal electrical devices must be approved by Evergreen Janitorial Services, Inc. prior to use. 15. Lifting: a) If you need help moving material, request assistance. b) When you lift, use your leg muscles by squatting close to the load, preserving the curve in your back, spreading your feet, and lifting with your legs, keeping the load close to your body. c) When you turn holding an object, move your feet, and do not twist. 16. Staying Safe - Report any unsafe conditions or situations to your supervisor. If you have suggestions on improving any aspect of safety in the facility, discuss it. If you are unsure of how to operate a piece of equipment or complete an assignment, ask for help . Asking for help when you are unsure reduces the chance of injury. These rules are established to help you stay safe and injury free. Violation of the above rules, or conduct that does not meet minimum accepted work standards, will result in discipline, up to and including discharge. When working at a customer location, employees are required to follow the above rules, as well as all customer rules and procedures, and work in a manner that reflects positively on the company. Before operating any equipment at a customer location, permission must first be secured from the customer contact.
Page 9 Employee Safety Handbook Safety Coordinator Responsibilities [Insert Name] is designated as Evergreen Janitorial Services, Inc.’s Safety Coordinator. [Insert Name] is designated as the Associate Safety Coordinator. The Safety Coordinator is responsible for implementation and compliance with the Safety and Health Policy of Evergreen Janitorial Services, Inc. and is accountable for results as measured by criteria, such as incident rates. Other responsibilities include: 1. Resolve questions, approve and/or recommend necessary expenditures to correct unsafe conditions. 2. Make regular shop, warehouse, office and ground-job site tours, and safety inspections to determine if safe work practices are being observed; ensure that unsafe conditions do not exist. 3. Actively participate and follow the safety and health programs. 4. Plan, coordinate, perform, or delegate all safety training and testing given to supervisors and employees. Review results to be sure they are satisfactory. Maintain appropriate records of training and testing. 5. Review disciplinary actions with the employees. 6. Personally perform safety inspections, and review safety inspection reports and unsafe conditions reported by supervisors, employees, or others. Make or obtain corrections as required to maintain a safe workplace and ensure compliance. 7. Conduct regular safety meetings with employees to promote safety awareness and compliance with the Safety and Health Policies. 8. Ensure safety awareness among workers through regular meetings. 9. Ensure compliance with safe work practices and Evergreen Janitorial Services, Inc.’s safety rules. Take appropriate disciplinary action to ensure compliance. This includes safe working procedures in flange and fitting machine shop operations, saw shop operations, the warehouse, yard, and office operations. 10. Investigate accidents and assist with completion of accident report forms when required. 11. Review reports of first aid incidents and reportable injuries to determine possible preventative actions. Take immediate corrective actions as required. 12. Ensure that specific programs (i.e. hazard communication, protection from bloodborne pathogens, hearing conservation, forklift safety/operator certification) are implemented and complied with consistently.
Page 10 Employee Safety Handbook Safety & Health Committee Responsibilities In order to promote better communication between employees and management, a Safety & Health Committee has been established for Evergreen Janitorial Services, Inc.’s operations. Its primary function is to serve as a two-way channel of communication and to promote safety awareness throughout the workplace. ORGANIZATION : The Safety & Health Committee will consist of: Safety Coordinator Associate Safety Coordinator Production Manager Shop Supervisor Warehouse Supervisor Shipping Supervisor Two Machine Shop Employees One Warehouse Employee One Shipping Employee The Employee Safety & Health Committee will meet monthly. The meeting will be chaired by the Safety Coordinator or Associate Safety Coordinator. Should a scheduled meeting have to be postponed, it will be held later in the month, on a date and time determined by the Safety Coordinator. FUNCTION : The Safety & Health Committee has the following functions: 1. Conduct Safety/Housekeeping inspection(s) of one or more departments as part of each meeting. 2. Review and update safety rules and safe operating procedures. 3. Review accidents and “near miss” incidents reported since the last meeting, and suggest means for preventing future occurrences. 4. Convey, review, and comment on safety suggestions submitted by employees. 5. Plan and carry out various safety promotion activities (such as contests, award programs, etc.). 6. Promote safety awareness among all employees through safe attitudes and day-to-day interactions. 7. Review safety impacts of equipment/facility changes and multi-shift operations. Take into account an employee’s personal experience with safety when selecting Safety and Health Committee members. Someone from a specific work area with a history of accident or injury problems can bring valuable insights to the committee. Volunteers or individuals who show they have an interest in safety are also good candidates. Likewise, individuals with a good safety record can bring their own experience to the group. Rotate membership so that members exposed to Safety & Health Committee issues are “circulated” back into the workforce and others are brought in. Occasionally, specialists or consultants may be added to the committee to address a specific situation or problem. Also, ad hoc subcommittees may be used to analyze and formulate recommendations on a particular problem. The Safety & Health Committee should also be involved with developing SAFETY INCENTIVE PROGRAMS and in recognizing individual employees who have contributed to safety efforts and positive results. Written documentation of Safety & Health Committee meetings should be maintained. A log or written minutes should be taken at each meeting. Meetings should follow a standard agenda.
Page 11 Employee Safety Handbook Client Visits 1. Employees of Evergreen Janitorial Services, Inc. are required to follow all client safety and security procedures during client visits. 2. If your client host does not advise you regarding safety hazards consider the following: • Emergency exit location(s); • Keep your eye on the path you are walking and avoid any tripping/slipping hazards. When on stairs maintain three point contact (hand on rail and feet on stairs); • When visiting manufacturing or construction sites, eye protection, hearing protection, and hard hats are frequently required. Ideally, this equipment will be in the possession of the Evergreen Janitorial Services, Inc. employee and not provided by the client. If you will be touring a factory or construction site, dress appropriately. Wear shoes that support your feet and are slip resistant. Avoid clothing that is either constrictive or too loose; loose clothing be get caught in machinery or other equipment.
Page 12 Employee Safety Handbook Reporting Injuries 1. Any work-related injury or suspected injury must be reported immediately to your supervisor and to Human Resources. An accident/incident form must be completed. Failure to promptly report an injury may result in disciplinary action. 2. Human Resources will issue an accident/incident form for the injured employee to take to the treating medical practitioner. The employee must return this form to Human Resources by the next business day. 3. After each practitioner appointment, the employee must report to his/her supervisor and Human Resources to review his/her progress. 4. Evergreen Janitorial Services, Inc. provides light duty work for employees recovering from injury. Employees are required to return to light duty work immediately upon release. 5. An accident investigation will be conducted to determine the root cause of the accident. The injured employee will be asked to participate in the investigation. 6. Employees are urged to report hazardous conditions and “near miss” incidents to their supervisors before injuries result. 7. Any attempt to defraud Evergreen Janitorial Services, Inc. with a false workers’ compensation claim will result in disciplinary action. The case can also be referred to the district attorney for possible prosecution.
Page 13 Employee Safety Handbook Emergency Action Plan GENERAL EMERGENCY GUIDELINES: • Stay calm and think through your actions • Know the emergency numbers:  Fire/Police/Ambulance 9-911  Internal Emergency Number (if applicable)  Human Resources ______  Page _______  Operator “0” • Know where the stairwell exits are located • In the event of any emergency, do not take elevators, use the stairs • Do not hesitate to call/alert others if you believe that an emergency is occurring  you will not “get in trouble.” • Know where emergency equipment is located FIRE: 1. EVACUATION • Employees will be notified of a fire alarm either by the fire alarm system or by a paged announcement. • Upon becoming aware of a fire alarm, employees should immediately evacuate the building using the closest stairs. Do not delay evacuation to get personal belongings or to wait for co-workers. Also, all doors should be closed as the last person passes through. (Note: never use elevators during fire alarm situations). • Supervisors should be the last persons to leave the area. Check in conference rooms, lavatories, and offices to be sure that all personnel have evacuated. • Any employee having a mobility, visual, hearing, or other condition, which may hinder them from becoming aware of an emergency or evacuating, should request special assistance through Human Resources. • Upon exiting the building, personnel should report to the designated meeting location for a headcount. All cleaning personnel should gather and be accounted for by the building supervisor. • If any employee is missing, an immediate report should be made to supervisor who will in turn report to the first available fire department officer. • Employees should stay together in a group so that periodic updates on the situation can be issued. • The order to re-occupy the building will be issued by the building’s safety representative. • In the event of inclement weather, the supervisor will make arrangements for all personnel to move to shelter. 2. EMPLOYEE DISCOVERING A FIRE: • Alert other persons in the immediate hazard area. • Activate a fire alarm or call building security to page an emergency announcement. • If you have been trained, you can decide to use a fire extinguisher following these instructions: -P=Pull the safety pin -A=Aim the nozzle at the base of the fire -S=Squeeze the operating lever -S=Sweep side to side covering the base of the fire *When using a fire extinguisher always stay between the fire and an exit; stay low and back away when the fire is extinguished. *Never feel that using a fire extinguisher is required. If the fire is too hot, too smoky or you are frightened, evacuate. • Have someone notify the supervisor where the emergency is located. He/she will relay this information to the fire department.
Page 14 Employee Safety Handbook Emergency Action Plan 3. MEDICAL EMERGENCY : (chest pains, loss of consciousness, fall from a height, etc.) • Upon discovering a medical emergency, call 911. • Call the operator (“O”) and report the nature of the medical emergency and location. • Stay with the person involved being careful not to come in contact with any bodily fluids, unless properly trained and equipped. • Send two persons (greeters) to the building entrance to await the fire department. (One person should call and hold an elevator car. Often two fire department units will arrive, so the second greeter should wait at the entrance to receive the second unit while the first greeter escorts the fire dept. personnel to the scene). • Employees in the immediate vicinity of the emergency, but not directly involved, should leave the area. • Human Resources will make any necessary notifications to family members of the person suffering the medical emergency. 4. SEVERE WEATHER: • The area manager will monitor a weather alert radio. If a severe weather report is issued, she/he will immediately contact the building supervisor. • Employees will shut down office equipment and will be instructed where to go for safety. • When the severe weather warning is cancelled, the supervisor will send runners to advise that it is safe to return to office areas. 5. WORKPLACE VIOLENCE: • Any employee who feels that she/he has been threatened should immediately report their concern to their manager and to Human Resources. • If any person is observed exhibiting threatening behavior or making threatening statements, the person discovering the situation should warn others in the area and immediately notify Human Resources and stay away from the person exhibiting threatening behavior. • Depending upon the level of concern, 911 should be called immediately. • Never attempt to confront any person exhibiting threatening behavior. *If you have reason to believe that events in your personal life could result in acts of violence occurring at work, you are urged to confidentially discuss the issue with Human Resources so that a prevention plan can be developed.
Page 15 Employee Safety Handbook Emergency Contact Information FIRE DEPARTMENT: _____________________________________________ TELEPHONE: ______________________ POLICE DEPARTMENT: __________________________________________ TELEPHONE: _____________________ EMERGENCY MEDICAL SERVICES (AMBULANCE): ________________ TELEPHONE: _____________________ HOSPITAL: ______________________________________________________ TELEPHONE: _____________________ DOCTOR: ______________________ ADDRESS: ____________________ TELEPHONE: _____________________ JOBSITE TELEPHONE NUMBERS: PROJECT NAME/NUMBER: ________________________________________________________________ ADDRESS: ______________________________________________________ TELEPHONE: _____________________ SITE SUPERINTENDENT: __________________________________________ HOME TELEPHONE: ________________ CLIENT CONTACT: _______________________________________________ OFFICE TELEPHONE: _____________ HOME TELEPHONE: ________________
Page 16 Employee Safety Handbook Fire Prevention Plan & Electrical Safety 1. Smoking is not allowed in any interior area of the building. Smoking is only allowed in designated exterior smoking areas. 2. No candles or open flames are allowed within the facility. 3. Hot work: contractors performing hot work (welding, grinding, flame cutting, brazing, soldering, etc.) must have approval prior to the start of the work. 4. Only space heaters provided by the company are approved for use within the facility. Employees using space heaters are responsible to turn the heater off when leaving their desk for extended periods of time (lunch, end of the workday, etc.). 5. No flammable chemicals are allowed inside the building at any time. If you feel that there is a work-related need to use a flammable chemical, contact Human Resources for guidance. 6. Electrical safety: • With the exception of independently fused multi-tap cords for computers, extension cords are not allowed. • Keep electric cords out of areas where they will be damaged by stepping on/kicking them. • Turn electrical appliances off with the switch, not by pulling out the plug. • Turn all appliances off before leaving for the day. • Radios/tape/CD players and PDAs are the only personal electrical devices allowed to be used in offices/cubes. These devices must be in good repair. Evergreen Janitorial Services, Inc. reserves the right to instruct you to remove personal electrical devices at any time. • Never run cords under rugs or other floor coverings. • Any electrical problems should be reported immediately to your supervisor. 7. The following areas must remain clear and unobstructed at all times: • Exit doors, • Aisles, • Electrical panels, and • Fire extinguishers.
Page 17 Employee Safety Handbook Return to Work Program It is our goal to prevent work-related injuries from happening. We are always concerned when one of our employees is injured or ill due to a work-related condition. We believe that such absences cost both Evergreen Janitorial Services, Inc. and its employees. We want our injured employees to get the best possible medical treatment immediately to assure the earliest possible recovery and return to work. Evergreen Janitorial Services, Inc. has a workers’ compensation program available for employees who have suffered work-related injuries. The program’s administrator will determine, based upon their guidelines, whether you are eligible for wage loss or medical expenses under that program. Evergreen Janitorial Services, Inc. wants to provide meaningful work activity for all employees who become unable to perform all, or portions, of their regular work assignment. Thus, we have implemented a Return to Work program, which includes transitional or light duty work. The Return to Work program is temporary, not to exceed six months. Employee Procedures • All work-related injuries should always be reported immediately to your supervisor no later than the end of the shift on which the injury occurs. • If a post-accident drug screen is not performed the same day as the injury, the employee will only be paid up to one hour while taking time out to have the drug screen sample collected. • You must complete and sign a Report of Injury or Illness form. • When medical treatment is sought, the injured employee must advise their supervisor that they are seeking treatment and obtain a Return to Work Evaluation form. Regardless of the choice of physicians, the Return to Work form must be completed for each practitioner visit. Evergreen Janitorial Services, Inc. will not accept a general note stating that you are only to be off of work. • Under this program, temporary light duty work is available for up to sixty (60) days (with a review of your progress every 30 days) while you are temporarily unable to work in your regular job capacity. Transitional or light duty work beyond sixty (60) days, up to a maximum of six (6) months, will be evaluated on a case-by-case basis. • If you are unable to return to your regular job, but are capable of performing transitional duty, you must return to transitional duty. Failure to do so will result in your not being eligible for full disability benefits under the workers’ compensation program, and may result in disqualification for certain employee benefits and, in some cases, be a basis for termination. • Employees who are unable to work and whose absences Evergreen Janitorial Services, Inc. approves must keep us informed on a weekly basis of their status. Failure to do so will result in a reduction in benefits available and discipline, up to and including termination from employment. • If you are unable to return to your regular job or transitional duty, your absence must be approved under the Family Medical Leave Act (FMLA) program. For this purpose, you need to complete a Family Medical Leave Request form and submit it to the Human Resources Department. You must also have your practitioner complete both the Return to Work Evaluation form and Return to Work Request / Physician’s Authorization form. • Employees who are not eligible for leave under FMLA must return to light duty or regular work if at all possible. If you are unable to return to any available work, your job position may be filled after a reasonable time. When able to do so, you will be entitled to return to a suitable position, if available and consistent with any limitations. However, you must keep us regularly informed of your status and any changes in your condition. • Employees must provide a Return to Work form indicating they are capable of returning to full duty. Permanent restrictions will be evaluated on a case-by-case basis and relate to the performance of essential job functions. No permanent light duty positions will be created. • Cooperate with our third-party administrator and provide accurate and complete information as soon as possible so that you receive all benefits to which you are entitled. If you have problems or concerns, please contact your Job Site Foreman and the Human Resources Department.
Page 18 Employee Safety Handbook Hazard Communication 1. All Evergreen Janitorial Services, Inc. employees have a right to know what chemicals they work with, what the hazards are, and how to handle them safely. 2. Safety Data Sheets (SDS) are documents provided by the supplier of a chemical. SDS detail the chemical contents, associated hazards, and general safe handling guidelines. At Evergreen Janitorial Services, Inc., the SDS collection is located at [insert location]. Employees are free to utilize the SDS as needed. 3. General rules for handling chemicals in an office environment are: • Read all label warnings and instructions. • When changing toner cartridges, consult with an experienced employee if you are unsure how to proceed. • Follow instructions for quantity. More is not better. • Minimize contact with chemicals. Use double layer cloths or gloves to protect your skin and keep your face clear of the area to reduce inhalation. • Always wash your hands after handling chemicals. • If a chemical enters your eye(s) immediately hold open the injured eye(s) and rinse it/them with clean, cool water for 15 minutes. Then be sure to report the injury immediately. • Any questions or concerns regarding chemicals should be reported to Human Resources.
Page 19 Employee Safety Handbook Office Safety & Security Office Safety: 1. Never leave file drawers open, or open multiple file drawers at once. 2. Do not stack heavy or bulky objects on top of cabinets. 3. Do not store frequently used objects above shoulder height or below knee height. 4. Never reach into office machines without turning them off and unplugging them if possible. 5. Keep your work area free of trip hazards such as storage in walkways, cords across aisles, and damaged floor coverings. 6. Inspect step stools/ladders before use. Be sure to keep a stationary object in front of you when using a step stool to provide stability. 7. Never use defective or broken equipment. Report these problems to your supervisor. Security: 1. Always be aware of your surroundings. Keep your head up and hands out of your pockets while walking to and from your car. 2. Immediately report any suspicious activity or persons to your supervisor and immediately report any theft to your supervisor. 3. When parking, remove all valuables from sight and lock car doors. 4. Do not enter an elevator car if you are concerned about other riders; instead, wait for the next car. 5. Keep all valuables (money, purse, jewelry, etc.) out of sight when at your desk. Do not bring large sums of money or other valuables into the building. 6. Secure laptop computers, PDAs, and other small electronic devices before leaving your workspace for extended periods of time (lunch, meetings, etc.). 7. If you are working alone and are in the office before or after regular business hours, on weekends, or holidays, observe these additional guidelines: • Be sure doors close and lock after you. • Turn on lights as you move through the building. • Always be aware of the closest telephone (do not hesitate to call 911 if you feel threatened). • Be sure that someone at home knows that you are at work and is expecting you to check in by a specified time. • As you leave the office, be sure to turn off all equipment, lights, etc., after use. 8. Weapons, including firearms, knives with blades longer than two inches, bow/arrow, pepper spray (mace, tear gas), and clubs, are not allowed on Evergreen Janitorial Services, Inc. property.
Page 20 Employee Safety Handbook Sexual Harassment Policy Evergreen Janitorial Services, Inc. does not tolerate harassment of our job applicants, employees, clients, guests, vendors, customers, or persons doing business with Evergreen Janitorial Services, Inc. Any form of harassment related to an employee’s race, color, sex, religion, national origin, age, citizenship status, veteran status, or handicap is a violation of this policy and will be treated as a disciplinary matter. For these purposes, the term harassment includes, but is not limited to, slurs, jokes, or other verbal, graphic, or physical conduct relating to an individual’s race, color, sex, religion, or national origin; sexual advances; requests for sexual favors and other verbal, graphic, or physical conduct of a sexual nature. Violation of this policy by an employee shall subject that employee to disciplinary action, up to and including immediate discharge. Sexual harassment, one type of prohibited harassment, has been defined according to Evergreen Janitorial Services, Inc. guidelines as: • Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: • Submission to such conduct is made a term or condition, either explicitly or implicitly, of an individual’s employment; • Submission to or rejection of such conduct by an individual is used as a factor in decisions affecting that individual’s employment; or • Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creates an intimidating, hostile, or offensive working environment. Examples of conduct prohibited by this policy include but are not limited to: • Unwelcome sexual flirtation, advances, or propositions; • Verbal comments related to an individual’s age, race, gender, color, religion, national origin, disability, or sexual orientation; • Explicit or degrading verbal comments about another individual or his/her appearance; • The display of sexually suggestive pictures or objects in any workplace location including transmission or display via computer; • Any sexually offensive or abusive physical conduct; • The taking of or the refusal to take any personnel action based on an employee’s submission to or referral of sexual overtures; and • Displaying cartoons or telling jokes that relate to an individual’s age, race, gender, color, religion, national origin, disability, or sexual orientation. Harassment of our employees in connection with their work by non-employees may also be a violation of this policy. Any employee who becomes aware of any harassment of an employee by a non-employee should report such harassment to his or her supervisor. Appropriate action will be taken with respect to violation of this policy by any non-employee. If you believe that you are being subjected to workplace harassment, you should: 1. Tell the harasser that his or her actions are not welcome and they must stop, if you feel comfortable enough to do so. 2. Report the incident immediately to your supervisor/manager, the site Human Resources representative, or the Employee Relations Department. 3. Report any additional incidents that may occur to one of the above resources. Any reported incident will be investigated. Complaints and actions taken to resolve complaints will be handled as confidentially as possible, given Evergreen Janitorial Services, Inc.’s obligation to investigate and act upon reports of such harassment. Retaliation of any kind against an employee who reports a suspected incident of sexual harassment is prohibited. An employee who violates this policy or retaliates against an employee in any way will be subject to disciplinary action up to and including termination.
Page 21 Employee Safety Handbook Considerations Following a Serious Industrial Accident Any work-related accident resulting in serious injury or the death of an employee presents significant emotional challenges for management. Following are some guidelines, which may reduce the effects on fellow employees and minimize the impact from regulators, such as OSHA. 1. Be prepared to talk to local police officials, district attorney investigators, coroners, and OSHA compliance officers. Be aware that police and district attorneys can conduct criminal investigations. Be truthful but do not speculate or offer unsolicited opinions, information, or theories. Also be prepared for contacts from local news media. Consult with legal advisors if in doubt. (Operate under the assumption that OSHA will investigate. Take steps to be sure that your entire facility is as prepared as possible). 2. Fatalities and incidents resulting in three or more employees receiving inpatient hospitalization must be reported within 8 hours to the closest OSHA area office. If after hours, the incident can be reported to OSHA at: 1-800-321-6742. 3. Have a representative of your company contact the employee’s next of kin to inform her/him of the circumstances. If possible, this contact should be made in person. Offer to provide transportation and/or other support. (For example, providing an Evergreen Janitorial Services, Inc. representative at the hospital will convey the company’s concern). 4. Get all witnesses names. If some witnesses are not employees, be sure to get full addresses and phone numbers. 5. Render safe any hazards created by the accident scene. (i.e. material that may fall, leaking chemicals, etc.). Rope off or otherwise isolate the accident scene early on to prevent it from becoming a “tourist attraction.” 6. Conduct an initial investigation. If equipment and/or duties directly involved in the accident are duplicated elsewhere in the company, take immediate steps to assure that there will be no re-occurrence of the accident. 7. Take pictures to document the scene. Note anything that may help you identify specific equipment involved such as serial numbers, license plate numbers, etc. 8. Follow Evergreen Janitorial Services, Inc.’s procedure for bloodborne pathogens in cleaning any bodily fluid spills. 9. Consider meeting with employees in small groups to discuss, in general terms: a) The serious accident that occurred. b) That all the necessary steps were taken to care for the person involved. c) That an accident investigation is being performed. d) That all employees will be kept informed. e) The availability of the Employee Assistance Program (EAP) (if applicable). f) Provide encouragement and request that employees work safely. 10. Request your supervisors be alert for employees who may not be paying full attention to their jobs and thereby jeopardizing their own safety. During these discussions, do not discuss fault, discipline, opinions, etc. 11. If your company has a physician on contract, have him/her follow the case .
Page 22 Employee Safety Handbook Bloodborne Pathogens 1. Blood and other bodily fluids can carry pathogens, which are capable of causing diseases in others. This includes HIV, which leads to AIDS and hepatitis. 2. Because we cannot tell by looking at a person if they are infected with a pathogenic disease, we must take precautions following an illness or injury when bodily fluids are released. 3. In the event of a person losing bodily fluids, stay away from the area and warn others to also do so. You can still stay close to the ill/injured person to support him/her, just be sure to stay out of contact any bodily fluids. 4. In the event that you find spilled bodily fluids, a syringe, or other medically contaminated materials, do not attempt clean up by yourself. Call Human Resources immediately for instructions.
Page 23 Employee Safety Handbook Vehicle Use Policy To: All drivers of Evergreen Janitorial Services, Inc. Effective: • This policy applies to:  Vehicles owned, leased, or rented to Evergreen Janitorial Services, Inc.  Personally owned vehicles driven by employees on behalf of Evergreen Janitorial Services, Inc. The following policy has been established to encourage safe operation of vehicles, and to clarify insurance issues relating to drivers and Evergreen Janitorial Services, Inc. • All drivers must have a valid driver’s license. • Motor Vehicle Records will be checked periodically. Driving privileges may be suspended or terminated if your record indicates an unacceptable number of accidents or violations. Should your record fall into our insurance carrier’s guidelines of an, ‘unacceptable driver,’ our employment may be terminated. • Your supervisor must be notified of any change in your license status or driving record. When operating your own vehicle for Evergreen Janitorial Services, Inc. business: • Your Personal Auto Liability insurance is the primary payer. Evergreen Janitorial Services, Inc.’s insurance is in excess of your coverage. • You should carry per occurrence liability coverage. Evidence of insurance coverage is to be provided to either Evergreen Janitorial Services, Inc. each year, by a copy of your policy’s Declaration page or a Certificate of Insurance. • Evergreen Janitorial Services, Inc. is not responsible for any physical damage to your vehicle. You must carry your own collision and comprehensive coverage. • Report your mileage for expense reimbursement. In the event of an accident: • Take necessary steps to protect the lives of yourself and others. • Comply with police instructions. • Do not assume or admit fault. Others will determine liability and negligence after thorough investigation. • Report the accident to Evergreen Janitorial Services, Inc. as soon as possible. By signing this document you are agreeing that you have read and understood the Vehicle Use policy, and will comply. ___________________ ___________________ Employee’s Signature Date
Page 24 Employee Safety Handbook Employee Acknowledgement Form Evergreen Janitorial Services, Inc. is firmly committed to your safety. We will do everything possible to prevent workplace accidents and are committed to providing a safe working environment for you and all employees. We value you not only as an employee but also as a human being critical to the success of your family, the local community, and Evergreen Janitorial Services, Inc. You are encouraged to report any unsafe work practices or safety hazards encountered on the job. All accidents/incidents (no matter how slight) are to be immediately reported to the supervisor on duty. A key factor in implementing this policy will be the strict compliance to all applicable federal, state, local, and Evergreen Janitorial Services, Inc. policies and procedures. Failure to comply with these policies may result in disciplinary actions. Respecting this, Evergreen Janitorial Services, Inc. will make every reasonable effort to provide a safe and healthful workplace that is free from any recognized or known potential hazards. Additionally, Evergreen Janitorial Services, Inc. subscribes to these principles: 1. All accidents are preventable through implementation of effective Safety and Health Control policies and programs. 2. Safety and Health controls are a major part of our work every day. 3. Accident prevention is good business. It minimizes human suffering, promotes better working conditions for everyone, holds Evergreen Janitorial Services, Inc. in higher regard with customers, and increases productivity. This is why Evergreen Janitorial Services, Inc. will comply with all safety and health regulations which apply to the course and scope of operations. 4. Management is responsible for providing the safest possible workplace for Employees. Consequently, management of Evergreen Janitorial Services, Inc. is committed to allocating and providing all of the resources needed to promote and effectively implement this safety policy. 5. Employees are responsible for following safe work practices, company rules, and for preventing accidents and injuries. Management will establish lines of communication to solicit and receive comments, information, suggestions, and assistance from employees where safety and health are concerned. 6. Management and supervisors of Evergreen Janitorial Services, Inc. will set an exemplary example with good attitudes and strong commitment to safety and health in the workplace. Toward this end, management must monitor the company’s safety and health performance, working environment, and conditions to ensure that program objectives are achieved. 7. Our safety program applies to all employees and persons affected or associated in any way by the scope of this business. Everyone’s goal must be to constantly improve safety awareness and to prevent accidents and injuries. Everyone at Evergreen Janitorial Services, Inc. must be involved and committed to safety. This must be a team effort. Together, we can prevent accidents and injuries and keep each other safe and healthy in the work that provides our livelihood. By signing this document, I confirm the receipt of Evergreen Janitorial Services, Inc.’s employee safety handbook. I have read and understood all policies, programs, and actions as described, and agree to comply with these set policies. Employee Signature Date


Memo To: All EJS Employees From: EJS Management cc: John Brown, Tami Brown, Ben Chavez, Andres Arranda, Cecilia Latham, Maria Spear, EJS Administrative Office Date: March 14, 2016 Re: PROPER USE OF WET FLOOR SIGNS This is a reminder that All Evergreen Janitorial Services employees should follow the “Wet Floor Sign” procedures as listed below: Proper Use of Wet Floor Signs Customer safety is very important. Using wet floor signs properly when you perform wet maintenance such as mopping or cleaning up a spill will help prevent accidents from occurring. Wet floor signs should: • Be easily accessible. • Be placed where they can be easily seen. • Not block any entrance/ exit ways, doors or traffic areas. • Be used always before wetting any type of floor as well as during carpet cleaning services. • Cover or block the areas you are concerned about or working on. • Be used in inclement weather conditions such as rainy, snowy days etc. • Be removed only after wet area is completely dry. Please be sure to use more than one wet floor sign (as necessary) to ensure you have enough signs to maintain safety in the area you are working on or near entrance/exit ways and other hard surface floor traffic areas in the building.
2 MEMORÁNDUM A: Todos los Emploados de Evergreen Janitorial Services De: EJS Administración cc: John Brown, Tami Brown, Ben Chavez, Andres Arranda, Cecilia Latham, Maria Spear, EJS Oficina Administrativa Fecha: 14 De Marzo 2016 Respecto a: Cómo y cuándo utilizar señales de piso mojado Este es un recordatorio para todos los empleados de (EJS) Evergreen Janitorial Services que deben seguir el procedimientos "señal de piso mojado", como se indica a continuación: El uso adecuado de señales de piso mojado La seguridad del cliente es muy importante. El uso adecuado de señales de piso mojado cuando se realiza el mantenimiento en húmedo tal como fregar o limpiar un derrame ayudará a prevenir que ocurran accidentes. Las señales del piso mojado deberían: • ser de fácil acceso. • colocarse donde puedan ser vistos fácilmente. • no bloquee vías de entrada/salida, puertas u otras áreas de trafico. • utilizarse siempre antes de mojar cualquier tipo de piso, así como durante los servicios de limpieza de alfombras. • cubrir o bloquear las áreas en las que está trabajando. • utilizarse en condiciones climáticas adversas tales como lluvia, nieve, etc. • eliminarse sólo después de zona húmeda está completamente seca Por favor asegúrese de usar más de una señalización en el suelo húmedo (si es necesario) para asegurar que haya suficientes señales para mantener la seguridad en la zona que está trabajando o vías de entrada / salida u otras áreas de tráfico en el edificio.


42020 Village Center Plaza, Suite 120-188, Stone Ridge, VA 20105 | Phone (703)475-EV4U | Fax (703)439-2589 | www.evergreen4u.com