Safety Manual | 2022

BL Companies // Corporate Safety Manual //

Each recordable injury or illness must be entered on an OSHA 300 Log and 301 Incident Report, or other equivalent form, within seven (7) calendar days of receiving information that a recordable injury or illness has occurred. These records must be retained for five (5) years following the end of the calendar year that the records cover. A copy of the annual summary OSHA 300A Log will be signed by an executive of the Company who fully understands the process by which the information was recorded and can confirm that the annual summary is correct and complete. A copy of the signed OSHA 300A Summary will be posted in each office where notices to Employees are customarily posted, no later than February 1 st of the year following the year covered by the records. The posting should be kept in place until April 30 th . 3.2 Incident Investigation and Review Purpose For any incident that involves further investigation beyond use of the Incident Report Form, this Section shall apply. The purpose of this Section is to provide an outline of the measures necessary to investigate and reconstruct the incident scene, analyze the findings and circumstances involved, and ensure the quality of the documentation in order to form an accurate understanding of the immediate and basic causes of an incident as well as determine what steps, if any, can be taken to prevent the incident from occurring in the future. Scope This Section applies to all BL Companies’ operations and Employees. Policy An incident investigation should be completed for those incidents that require more follow up and investigation than what is achieved using the Incident Report Form. The purpose of investigating an incident is to determine the incident cause so that similar incidents can be prevented.

Resources Department and should include the Employee, Supervisor, Project Manager, and the safety person involved in preparing the HASP or JHA and/or approving it, if applicable. This group should document its findings and propose corrective action for the future. It is the responsibility of Human Resources in coordination with the Departmental Discipline Director to follow up with the Employee and the Employee’s Supervisor to ensure that the recommended corrective actions are being taken. Timing and Methodology Each investigation shall be made as soon after the incident as possible but not later than the first work day after the incident. The investigation team will be provided with the necessary equipment needed to assist in the investigation. It is the purpose of the incident investigation to obtain factual information so that the cause can be determined and the incident recurrence prevented, not to fix blame. · Describe actual or potential injuries (or property damage). · Address initial identification of evidence: tasks performed, equipment used, list of witnesses and environmental factors such as weather report or building conditions. · Determine how the incident was caused. · Determine how the incident can be prevented in the future. · Interview witnesses and document statements, if applicable. · Preserve confidentially and secure all collected evidence with the Human Resources Department. While personal information should be kept confidential, general information about the incident, the cause and important lessons should be shared with the Safety Committee and subsequently with all Employees at the Quarterly Safety meetings if appropriate. The following are items which shall be covered in the Incident Investigation:

Responsibilities An incident investigation would be led by the Human

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