Employee Orientation and Guide to Health

& Safety in the Workplace

Brampton Branch Office
350 Rutherford Rd. S. Plaza 1-Unit 4
Brampton, Ontario L6W 3M2
Telephone # 905-455-3922
Fax # 905-455-5943
Email: info-brampton@universalstaffing.ca

Kitchener/Waterloo/Niagara/London - Cambridge Branch Office

366 Hespeler Rd. Unit 3
Cambridge, Ontario N1R 6J6
Telephone # 519-624-8928
Fax# 519-624-3175
Toll Free # 1-855-314-3290
Email: info-cambridge@universalstaffing.ca

Barrie Branch Office

80 Bradford Street, Suite 233
Barrie, Ontario L4N 6S7
Telephone # 705-719-1887
Fax# 705-719-2889
Email: info-barrie@universalstaffing.ca

www.universalstaffing.ca
Welcome To Universal Staffing Inc.

Welcome to Universal Staffing Inc. We look forward to a mutually rewarding working relationship. As a Universal Staffing employee you
are presented with a unique opportunity to experience a variety of work situations, learn new skills or enhance your current skills. Our
primary goal is to assign you to job placements that are right for you. We look forward to working with you!

Introduction

This booklet is being provided to you as an outline of all of Universal Staffing Inc.’s Policies and Procedures and other information
indicating the responsibilities of the employer, yourself and the job assignment supervisor. It will also touch on Provincial Labour laws,
and Health and Safety in the workplace.

As an employee of Universal Staffing Inc. it is your responsibility to read, understand and abide by all the policies and procedures set
out by Universal Staffing Inc.

Agreement for disclosure of Personal and/or Confidential Information

As an employee of Universal Staffing Inc. we value your privacy. On occasion we may be requested to provide personal information to
our clients when deemed necessary.

In the event we are asked for this information we may provide the following upon request:

➢ Contact information for yourself and/or your emergency contact person

➢ Copy of your resume, CVOR, Abstract, Driver’s License or Certificates relating to the job placement on file
➢ References
➢ Testing if in relations to the job placement

Purpose of Orientation

Universal Staffing is committed to developing and maintaining a safe and healthy work environment through Orientation Safety
Training for all new hires. This training program is intended to ensure all workers start their work assignments with knowledge of the
work environment, all placements rules and regulations and the skills they need to perform their work duties safely to avoid personal
injury to themselves and others.

Universal Staffing prides itself on our ability to offer our clients reliable service with trained employees. As an employer we strive to
achieve a mutually beneficial relationship with all our employees to ensure that all suitable opportunities are offered.

Assignments

We strive to match your qualifications and skills with those of our clients. We do this by screening and candidate selection. If you have
been selected for an assignment you will be expected to represent yourself professionally at all times. If your assignment comes to an
end by no fault of your own and/or has come to an end as the contract has ended we will do our best to find you alternate work as
soon as possible. It is your responsibility to contact Universal Staffing to inform your Staffing Coordinator of your availability.

Health and Safety Policy Statement

Universal Staffing Inc. is committed to providing a safe and healthy workplace, to accomplish this we have put in place policies and
procedures. Universal Staffing Inc. is responsible for establishing, implementing and maintaining programs designed to protect the
health and safety of all employees while on assignment.
 Universal Staffing Inc. Employee Orientation

As an employee of Universal Staffing Inc. it is your responsibility to read and

understand the information provided to you in this orientation package. If
you have any questions, concerns or comments please address them
immediately with your local branch. We strive to ensure you have a great
experience working with us.
Assignment Specific Information
Universal Staffing Inc directly employs all employees. All employees who are on placement can work a variety of shifts and/or hours.
You will be advised of the following information before acceptance of any assignment; the clients name and address
directions, the rate of pay, shift information, a job description, and an estimate term of the assignment and your
assignment supervisor/managers name. You will also be provided a list of safety equipment necessary (if applicable)
and the person who is responsible for any safety training at the job placement.
If you have any concerns, you must voice them prior to accepting any placement. All assignments will be filled by employees based on
the following criteria;
✓ Suitability
✓ Availability
✓ Previous experience and training
✓ Certifications and education requirements
✓ Client specific criteria

Our Expectations of You

We ask that all employees follow these guidelines
1. Only accept jobs that you feel you may be able to fill
2. Be dependable
3. Have a positive attitude
4. Make a good first impression while on your assignments
5. Follow the clients rules and regulations while at worksite
6. Take care with all client provided materials and tools
7. Never attempt to lift beyond your capabilities
8. Never attempt to work without proper safety equipment
9. Do not bring valuables and/or personal effects to worksite
10. Dress according to your job assignment, wear clothing that is deemed appropriate (client specific rules may apply)
11. Go to work well groomed and well rested
12. You are required to wear CSA approved steel toe footwear to all work placements (client specific rules may apply)
13. Any confidential information must not be disclosed and/or shared during your course of placement or after you complete it
14. Agree to communicate daily and or weekly as directed with Universal Staffing to ensure you remain an active employee

General Work Rules

If ANY of the following rules are broken, it may lead to progressive discipline up to termination of employment:
1. Falsification of any Universal Staffing documentation including but not limited to application, time sheets, etc.
2. Failing to call in to report absences or inability to report on time
3. Walking off an assignment without cause
4. Refusing work on three consecutive assignments.
5. Rudeness to any coworkers, supervisors, clients and staff
6. Sexual harassment or any other kind of harassment
7. Distributing, possessing or being under the influence of drug or alcohol while on assignment
8. Theft, damage, destruction or misuse of client property
9. Poor work performance and inability to perform the job tasks
10. Any act of misconduct that is deemed unsuitable
11. Unauthorized use of any client property and/or supplies
 Acts of Misconduct-Progressive Disciplinary Policy
Certain acts of misconduct are considered serious and the employee engaging in such misconduct will be subject to dismissal
without regard to prior disciplinary record:
✓ Assaulting a co-worker, management or field staff
✓ Possessing or the use of any gun or firearm, illegal knife, or other lethal weapon on the company premises
✓ Theft, dishonesty or unauthorized possession or removal from the premises of property belonging to the company, or any
other employee
In most instances of misconduct, progressive discipline ranging from reprimand to dismissal will be imposed, consistent with
employee’s prior disciplinary record and seriousness of offence. In most instances depending on the severity the progressive
discipline will commence with a verbal notice, then a written notice, then a suspension and finally immediate dismissal
✓ Falsification of employment application, medical or any other company records
✓ Insubordination, using abusive language towards other staff or Management, refusal or failure to follow the instructions of
Management
✓ Leaving the work site during working hours without prior notification
✓ Excessive/chronic tardiness, absence without acceptable reason, or failing to report any absence from work
✓ Unauthorized circulating of literature, signing petitions or soliciting contributions
✓ Unauthorized posting of notices, removal or defacement of any bulletin, sign or notice on the premises
✓ Unauthorized use of company property, machines, tools, material or equipment
✓ Loitering, sleeping or prolonged absence from your workstation or office area during work hours without permission
✓ Failing to report to Management when injured or sick
✓ Horseplay or disorderly conduct
✓ Possessing or consuming an intoxicating beverage, illegal or unauthorized drugs on the premises, being under the influence of
an intoxicating beverage or unauthorized drug while on the premises of your work placement
✓ Gambling on company property
✓ Deliberate damage, destruction or defacing of company property or the belongings of co-workers
✓ Threatening, intimidating, interfering, or using abusive language towards co-workers
✓ Entering the premises or remaining after work for reasons other than work, without permission of Management
✓ Making or publishing false or malicious statements concerning an employee, the company, or its products
✓ Failing to meet reasonable standards of efficiency and quality
✓ Creating unsafe and/or unsanitary conditions
✓ Sexually harassing fellow employees, whether physical or verbal
✓ Creating an atmosphere of oppression towards a fellow employee
✓ Discrimination against co-workers
✓ Any violation of Ontario Human Rights Commission (Bill 168) http://www.ontla.on.ca/web/bills/bills_detail.do?locale=en&BillID=2181

Time Sheets and Payroll Information

If you are responsible to submit a time sheet please do so via fax or by dropping it off to our office by Monday at 5:00 p.m. to ensure
you will be paid on time weekly. Please note that any timesheet that is not signed by the client will not be paid until authorization for
hours is confirmed. Make sure you keep a copy of your timesheet for your records. Universal Staffing issues payroll weekly. All
payroll is payable on Friday (unless it is a bank holiday in which case it is Thursday) of the week following your workweek. The
workweek is based on a Sunday to Saturday and overtime is calculated after provincial and/or federal regulations accordingly. All
workers will accrue appropriate percentage of vacation pay on their paycheques. In order to keep accurate records we ask that you
notify our office of any changes in address, phone number and name changes to ensure that all information on file is correct and
accurate. Your payroll is prepared via ADP and you have the option of using the direct deposit method of payment or receiving a pay
cheque.

Statutory Holiday Pay

Statutory holiday pay is issued according to the applicable Provincial labour laws. There are some special rules regarding payment and
entitlement. In order to qualify for statutory holiday pay you must be present for the full shift before and after the public holiday unless
it is prearranged that you are to be absent. Check http://www.labour.gov.on.ca/english/es/pubs/guide/publicholidays.php for additional
information. Here is the list of Ontario Provincial Statutory Holidays

✓ New Year's Day

✓ Family Day * (some special rules apply)
✓ Good Friday
✓ Victoria Day
✓ Canada Day
✓ Labour Day
✓ Thanksgiving Day
✓ Christmas Day
✓ Boxing Day

Leaving Work Area during Work Hours, & Scheduled Break Times
Leaving your work area without permission during work hours is only permitted for the following reasons:
• Use the washroom
• Get a drink
• Injury/Sickness
In all instances, the area supervisor must be notified prior to you leaving the area. In case of fire or power outage, it is necessary that
the supervisor be accountable for all employees’ whereabouts. Please follow all designated break times at designated areas while you
are on an assignment. If you are unsure of break times and break areas, ask your direct supervisor.

Punctuality and Attendance

All employees must report for their scheduled shifts, well rested, prepared for work and on time. If you are not present at your
workstation and ready to commence at your start time you will be considered late. Continued tardiness may lead to progressive
discipline.

When being presented with an assignment you will be notified of its requirement to work (days/shifts/hours). You are required to
report for all of your scheduled shifts once you have accepted an assignment. If you are unable to work your scheduled shift, you
MUST call Universal Staffing (or your supervisor if pre-arranged) prior to your scheduled start time. Please allow as much time as
possible in order for us to notify your placement. Personal days off must be prearranged and authorized, you must advise us of your
availability if there are any changes as it will aid us in finding a more suitable assignment whenever possible.

Background Checks
Some positions may require a criminal background check; this is determined by the client and deemed a job requirement on occasion.
If you are being placed at a client that requires a criminal check it is for the reason that is a job requirement.

Smoking Area
Follow job placement specific rules about smoking. You will be assigned a smoking area and will only be allowed to smoke in that area.
Each work site has different rules and you should respect the rules set out.

Cell Phones and Personal Belongings

Personal cell phones must be turned off during work hours in accordance with your work assignments policies. They may be used
during scheduled breaks. In exceptional circumstances such as family or medical situations, personal cell phone calls may be used
during working hours provided the employee has identified the need to the supervisor and Universal Staffing in advance. Please refrain
from bringing unnecessary personal belongings and/or items of value you bring with you to the job assignment. It is advised that you
keep anything of value in your pockets. Universal Staffing Inc. and its clients cannot be held responsible for loss or theft of items.

Harassment Policy
Harassment can be defined as any action (verbal, psychological or physical) on a single or repeated basis, which humiliates insults or
degrades and is known or deemed to be known to be unwelcome by the victim.
Harassment can include but is not limited to; unwanted comments, slurs, racist or sexist jokes, pictures or posters, bullying or intimidation,
graffiti, physical contact of any kind, remarks about a person’s appearance or personal life, unwelcome sexual advances or demands,
suggestive looks, gestures and explicit slogans or profanity on clothing.
“We can’t make people like each other. But we can, through concrete action, promote tolerance and mutual respect in our workplace.”
You have now been advised of what is considered harassment; if at any time you feel that you are being harassed, your first step is to
advise the person who is doing the harassing that their comments are unwelcome. This is called putting the harasser on notice. You
should document this in case it is required at a later date. If the harassment continues you can report such to the “office manager” or
Human Resources.
Universal Staffing Inc. takes harassment seriously and will not tolerate harassment in the workplace. If you require additional information,
please do not hesitate to approach your supervisor or Universal Staffing management.

Workplace Violence and Harassment Policy

In accordance to Bill 168 (Section 32 of the Ontario Occupational Health and Safety Act) Universal Staffing Inc. has updated its
violence and harassment policy and program, employee reporting and incident investigation procedures, an emergency response
procedure for violent events and a process to deal with incidents, complaints and threats of violence. It is important that all employees
have the means to report anything that is felt to constitute of violence and/or harassment in the work place.
Types of abuse covered under this policy are:

✓ Physical ✓ Verbal/Bullying
✓ Sexual ✓ Cyber Bullying
✓ Psychological ✓ Domestic abuse

Universal Staffing does not tolerate or accept any behaviour that intimidates, threatens, harasses abuses, injures, or otherwise victimizes
our employers and/or contractors. As a Universal Staffing employee you have the right to report any abuse of this nature without fear of
discipline. You may make the report in person or anonymously.
Employee Overall Safety
Never attempt to do a job that you feel is unsafe, always be aware of your surroundings and any potential danger. All unsafe
conditions, equipment and/or areas must be reported immediately to your placement supervisor or lead hand.

Health & Safety Policies

WORK SAFE WORK SMART WORK WELL

✓ If for any reason at all you feel that your work assignment is unsafe or you are working in an unsafe environment, speak to your
direct supervisor and let them know. If your supervisor asks you to continue working and disregards your concerns, call
Universal Immediately.
✓ It is our policy to send out only licensed forklift operators to work for us. Please do not operate any machinery that you are not
licensed for. If you feel that you are operating a machine that is unsafe, speak to your direct supervisor. If your supervisor asks
you to continue working and disregards your concern, again call Universal Immediately.
✓ Depending on where you have been assigned to work, you must wear the following personal protective equipment (CSA Approved
Safety Boots, Hearing Protection, Special Clothing, Safety Vests, Gloves, Safety Glasses, Hardhats, etc.) Instructions directly
relating the job assignment regarding safety gear will be provided before you commence your first day.
✓ When you first show up to an assignment, inform yourself of the location of the Material Safety Data Sheets and ask if you will be
working with any hazardous products.
✓ If you have a workplace injury or accident while you are on assignment for Universal Staffing, you must call Universal as soon as
possible, and inform one of our representatives about what happened. You must also come into our office within 24 hours of the
accident (excluding weekends) so that we can fill out an accident report and a Form 7 to send to WSIB. If you cannot make it in
to the office due to your injury, you can assist us with filling out these forms via telephone. You will also be required to have a
doctor complete a Form 8 outlining your ability to perform modified duties if there are any limitations.

If you are injured at work and require modified duties during your recovery period, you may be asked to work at an
alternate site from your original job placement. You may also be required to Report to a Universal Staffing branch for
modified duties if required due to your limitations. Employee is responsible for their own transportation if modified
duties are offered.

Substance Abuse
All employees are prohibited from consuming alcohol, narcotics or any illegal substances while on assignment. This applies equally to
any such consumption prior to the start of the assignment, which would affect or would reasonably believe to affect their ability to
perform their job responsibilities. Failure to comply with this policy will lead to disciplinary actions which may include immediate
dismissal with cause; as well the authorities may be contacted as a result of taking any illegal substances.

Employees who are concerned about unsafe work practices of a co-worker or have reason to believe that a co-worker is working under
the influence of alcohol, narcotics or any illegal substance are asked to report this immediately to your onsite supervisor or the
Universal Staffing branch representative.

Job Assignments – Machinery Operating

At Universal Staffing, we send only qualified employees to job assignments. No employee of Universal Staffing will utilize or operate
any equipment or machinery that they are not licensed and/or trained to operate. Our Clients order specific people for specific jobs and
we fill their orders accordingly. An example of this is; if you are sent in as a labourer you do not operate a forklift. If the client requires
a forklift operator, they are to order a forklift operator. This is for the protection of all parties.

If at any time while on assignment you feel you have not received proper training or that you are asked to do something that is unsafe,
you must call Universal Staffing immediately. We do not want any employee of Universal Staffing to perform work that is unsafe or
work in an unsafe environment.
Workplace Injury Procedures for the Injured Employee
If you are unfortunate enough to have an injury at your placement, you must inform your placement supervisor immediately. You must
also call Universal Staffing immediately to report your injury. All injuries, regardless of the severity, must be reported.

Once reported to your site supervisor and Universal Staffing, you will receive the following package. This package will consist of the
following:

1. A copy of the Universal Staffing “Return to Work” Program and/or Policy. This will explain to you that Universal Staffing has an
early return to work program. This program is to help keep the injured worker in the work environment by performing
meaningful work, and reducing or eliminating wage loss to the employee
2. A letter to your Doctor, this explains our return to work program
3. A Form 8 is to be completed by a Doctor; the form is used to show any limitations you may have (if any). If you require
modified duties this will show what type you require
4. Offer of Modified Duties to the employee. It is to be signed, dated and returned to Universal Staffing. If modified duties are
suitable and you refuse, WSIB may consider no lost wages be paid out for non-compliance

Please note that all of the above mentioned forms and paperwork are to be returned to Universal Staffing prior to your next scheduled
shift. Remember our goal is to eliminate any lost wages. This can be accomplished by your cooperation in getting all paperwork back
to us as soon directed above.

Failure to report injuries to management when they happen can result in claims being denied or delayed by WSIB. All injuries must be
reported regardless of how minor you may feel they may be.

Modified Duties
Universal Staffing’s goal is to eliminate all lost time injuries. To accomplish this we must ensure that all employees are working in a
safe and healthy work environment and have proper training. If a workplace injury does occur, Universal Staffing has modified duties
for all types of injuries. We can accommodate restrictions suggested by your doctor and the standard restrictions for different injury
types are used when we have not received medical information from you. Modified duties eliminate financial stress on the injured
worker and keep them active in the work force. Under Section 40 of the WSIB act, an employee must cooperate in this program.
Failure to accept suitable work is cause for WSIB to refuse to pay lost wages. You may be offered alternative duties at a location other
than the work placement you were injured at. You are responsible to arrange transportation to the alternative location or it will be
deemed as a refusal to work with Universal Staffing Inc. in your early and safe return to Work.

Early and Safe Return to Work Policy

Universal Staffing will classify all workplace accidents as Lost Time, No Lost Time or First Aid only workplace injuries. We will address
all Lost Time Accidents with Offer of Modified duties to the injured or ill worker. All No Lost Time and First Aid only workplace injuries
will be reported and handled as prescribed by the Occupational Health & Safety Act.

Joint Health and Safety Committee

Universal Staffing has a Joint Health and Safety Committee, which consist of at least two worker representatives and two management
representatives. There is at least one management and one worker representative that are certified in Health and Safety. The
committee meets four times yearly. The minutes of previous meetings, office inspections etc. are also posted on the Safety Board.
Our clients also have Joint Health and Safety committees and are open to any suggestions and/or concerns you may have regarding
your work place. If you have a Safety concern at your placement and does not feel comfortable bringing it forward, contact our office
and we will be happy to bring your concern to our client’s attention and our Joint Health and Safety Committee.

Employee Safety Procedures When Loading & Unloading

Here are the proper procedures that MUST be followed when loading, unloading or working in a trailer. When being placed on
assignment that requires the above noted function, your placement company may have their own procedures in place and may exceed
this policy and you are obligated to follow any/all procedures as a condition of our Health & Safety Policy.

Our clients are safety oriented and hold the safety of all employees as a priority. Before entering a trailer you MUST:

1. Ensure the trailer (unit) has a secondary device in place to keep it from moving while you are in the trailer (unit). This can be in
the means of tire chalks, dock locks, and /or a tractor, (rely on the tractor only if the tractor brake is set, ignition keys and driver
are removed from the vehicle. If you can’t confirm this, don’t assume
2. Utilize a dock plate whenever possible, (this is a must when using a loading or unloading device such as a forklift, electric pump
cart, or manual rollers). This will also eliminate the possibility of stepping between the dock and the trailer. If no dock plate is
required, you must always be conscious of the gap between the trailer and dock
All Universal Staffing Employees will communicate with the supervisor or manager. Always advise the person responsible for your tasks
when you are starting to work in a trailer and when you are finished working in it.
When Finished working and/or exiting a trailer you MUST:
1. Once you have notified the person responsible for giving you direction that you have finished working in the unit. DO NOT GO
BACK INTO THE UNIT. If you need to go back into the unit clear it with the person you report to, as the unit may be ready to be
pulled at any time as you have confirmed you were finished working
2. When working in a trailer if you feel a tractor or shunt unit hook up to the trailer, you are required to do the following:
3. NEVER attempt to jump out of the trailer; you should brace yourself against the wall
4. Be aware of freight that might fall in your direction
5. Don’t attempt to stop anything from falling off the trailer let it fall out
6. Keep in mind the trailer will only move a short distance and stop as the driver will have to secure the door and you can exit
safely at this time
7. Always keep calm in a dangerous situation, this allows you to think clearly

Proper Lifting Procedures

DO YOU PRACTICE PROPER LIFTING TECHNIQUES? Follow this Example When Lifting Heavy Objects

1. Always remember to practice the following lifting techniques:

2. Test the load and plan to move
3. Use a wide, balanced stance with one foot ahead of the other.
4. Grip the load firmly and bend your knees
5. Bring the object as close to your body as possible
6. Tighten your stomach muscles as the lift begins
7. Keep your head and shoulders upright and lift with your legs
8. Set load down carefully

Emergency Evacuation
Each work assignment is different but we ask you to be aware of your surroundings and know where exits are. If the fire alarm
sounds, stay calm and proceed to the safest nearest exit, you should notify others in your area to evacuate. Should you encounter fire
or smoke use an alternative safe exit, once outside go to the designated meeting area, take care when crossing parking lots and road
ways. Obey directions from your assignment manager/supervisor and any fire or police department on site if they are present.

Heat Stress or Extreme Cold

High Temperatures and high levels of physical work can create heat stress. When the body is exposed to high temperature / humidity
and the body is unable to stay cool you can suffer the effects of heat stress such as heat rash and heat stroke. Symptoms can include
red rash, painful cramps, heavy sweating, fainting, disorientation and weak pulse. If exposed to high temperatures you should wear
light clothing and drink plenty of water. Periodically move to a cool area. Should you or a co-worker show signs of heat stress you
should seek a first aid responder for assistance.

Extreme cold can cause you to suffer from hypothermia and/or frostbite after extended exposure. Please dress for the elements at all
time if you are working outside in the winter months.

Dangerous Goods
Universal Staffing ensures all employees are aware and tested on WHMIS as part of the application process. This is a generic WHMIS
training and is not specific to any dangerous goods. If a placement requires any employee of Universal Staffing to handle Dangerous
Goods, they MUST ensure they give specific training to the employee, document it and advise us of such training.

Forklift Safety
Forklifts are very heavy mobile pieces of machinery which can seriously injure you. A fully loaded forklift can weigh as much as 12000
lbs or 5 automobiles. As a forklift driver you must be aware of all your surrounding at all times. You must be aware of any blind spots
and ensure your forklift is in perfect working condition before you drive it. As a pedestrian in an environment where there are forklift
drivers you must ensure you are aware of all happenings around you. You must never walk in front or behind a forklift when it is
moving. You must never walk under the forks when they are lifted and never ride as a passenger on a forklift.

Covid Workplace Safety

Covid precautions and guidelines may vary from work assignment to work assignment but here are some guidelines that MUST be
followed:
1. staying home from work when sick and experiencing COVID related symptoms
2. practising hand hygiene and respiratory etiquette in your workplace
3. cleaning and disinfecting workstations and other surfaces and objects in your workplace
4. wearing a non-medical mask or personal protective equipment as required while at work
5. following all provincial/municipal guidelines
WHMIS
The Workplace Hazardous Materials Information System or WHMIS is a national system designed to satisfy your right to know about
the hazardous materials (chemicals) used on the job. Refer to OHSA Reg. 860. Chemicals must have proper labelling and Material
Safety Data Sheets (MSDS) must be available to provide more detailed information on hazardous substances

These provide info on product properties, handling precautions and first aid measures. The law states every worker must have
information and participate in training before handling chemicals or hazardous materials at work.

Training shall:

1. Provide details of chemicals hazards and precautions to take while handling them
2. Provide information regarding personal protective equipment (PPE) required.

Some chemicals can cause illness and can also have a latency period for which these effects may not become evident for some time;
even years. Report any concerns. DO NOT HANDLE CHEMICALS UNLESS YOU ARE TRAINED

There are eight hazard symbols are used to show WHMIS hazard classes. The following are symbols you must study and understand.
You will be tested during the application procedure to ensure you understand and know all the WHMIS information.

2015 WHMIS

.
FOLLOW ALL MASK
MANDATES
APPLICABLE TO
YOUR WORKPLACE
POLICIES