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Health & Safety Policy

Employer Commitment and Responsibility

GigHound is committed to, and responsible for, providing a safe and healthy working environment for its temporary and permanent employees. We are committed to preventing occupational illness and injury in the workplace. Concern for our employees’ health and well-being is and will remain top priority at all levels.

 

This commitment includes the implementation of a safety program that defines key safety rules, the roles and responsibilities of management and employees, and procedures to ensure that working conditions are safe.

 

GigHound acknowledges that a successful policy relies on management commitment to safety, active employee participation and thorough prevention procedures.

 

GigHound will also abide by all safety regulations and guidelines set forth in applicable legislation.

 

There are 3 basic rights for all employees:

  1. Right to Know – all employees have the right to know the hazards in their job. GigHound will make sure that you are provided with the information you need so you can work safely.
  2. Right to Participate – all employees have the right to take part in keeping the workplace healthy and safe.
  3. Right to Refuse – if you believe the job is likely to endanger your health and safety, you may refuse to do it based on specific requirements.

Duties & Responsibilities

GigHound understands that every individual is responsible for safety in the workplace.

 

Duties of The Employer:

  • Ensuring workers know about hazards and dangers in the workplace and how to work safely.
  • Ensure every supervisor knows how to take care of health & safety on the job.
  • Create health & safety policies and procedures for the workplace.
  • Ensure everyone knows and follows the health & safety procedures.
  • Ensure workers wear and use the right protective equipment.
  • Do everything reasonable to keep workers from getting hurt or sick on the job.

 

All Management and Supervisors are responsible for:

  • Telling workers about hazards and dangers in the workplace and showing them how to work safely. 
  • Ensuring that safe and healthy work conditions are maintained in his/her assigned work area. 
  • Employing in or about a workplace, workers over such age as may be prescribed by law. 
  • Ensuring workers follow the law and the workplace health & safety policies and procedures 
  • Make sure workers wear and use the right protective equipment. 
  • Ensuring that GigHound customers are aware of their responsibilities related to the health and safety of the workers. 
  • Do everything reasonable to keep workers from getting hurt or sick on the job.

 

All Workers are responsible for performing their jobs safely in accordance with legislative requirements and GigHound’s policies and procedures. Specific duties are mentioned later in this Guide.

 

Violence-Free Workplace

GigHound is strongly committed to providing a violence-free workplace and has adopted a zero tolerance policy. Violence, threats of violence, use of statement or behaviour that is reasonable to be interpreted as a threat to exercise physical force, or intimidation of other employees, or clients will not be tolerated.

 

Examples include, but are not limited to:

  • Hitting or shoving an individual 
  • Threatening harm to a individual or his/her family, friends, or colleagues 
  • The intentional damage or destruction of, or threat of damage or destruction to, property 
  • Harassing or threatening phone calls 
  • Harassing surveillance or stalking 
  • The suggestion or intimation that violence is appropriate 
  • Possession or use of firearms or weapons under any circumstances on GigHound or client property or elsewhere in connection with employment with GigHound will not be tolerated. 
  • Use of statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker that could cause injury.

Harassment-Free Workplace

All GigHound employees are entitled to work in an environment that is free from harassment, hostility, and intimidation. Any vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome, because of sex, sexual orientation, gender identity or gender expression. Making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought to reasonably know that the solicitation or advance is unwelcome. Discriminatory conduct; such as intimidation or ridicule based on gender, race, national origin, sexual orientation, pregnancy, age, religion, disability or other basis protected by law, that creates an offensive work environment will not be tolerated.

 

Examples of vexatious comment or conduct include, but are not limited to:

  • Bullying
  • Teasing
  • Intimidating
  • Offensive jokes
  • Displaying or circulating offensive pictures or material
  • Offensive or intimidating phone calls

 

GigHound welcomes the involvement of every member of our organization in achieving our goal of preventing occupational illness and injury in the workplace.