7. Safety and Loss Prevention

7.1  Business Closure and Emergencies

RBC Enterprises recognizes that inclement weather and other emergencies may affect your ability to get to work. In such situations, your safety is paramount.

7.1.1  Company Closure

Examples of emergencies when the Company may close include, but are not limited to power outage, blizzard conditions, etc.

7.1.2  Notification

In an emergency, the Company will make every effort to notify you of the closing by phone. These notification efforts assume that you have access to electricity and internet and/or phone service.

When the Company is unable to notify you of the closure, use common sense to assess the safety and practicality of the situation. In a regional power outage, for example, the Company is likely to have no power. If there is reported flash flooding in your area, report to work only if you can make it safely.

7.1.3  Partial-Day Closure

If an emergency event such as inclement weather or a power outage occurs, the Company may decide to close mid-day. When the Company closes mid-day, you will be instructed to leave immediately so that the conditions do not further deteriorate and affect your ability to travel safely.

If you are exempt and are working at home with prior permission, or at the office on the day of the partial day closure, you will be paid your normal salary for the week. If you are non-exempt, you will be paid for the hours you worked, unless state law dictates otherwise.

7.1.4  Notified of Closure Prior to Reporting to Work

If you are non-exempt and are notified of a closure prior to reporting to work, you will not be paid during the closure, unless state law dictates otherwise. If you are exempt, you will be paid your normal salary for the week.

7.1.5  Benefits Coverage

Your health insurance coverage will be maintained by the Company during the closure on the same basis as if you were still working.

7.1.6  Extending Leave

When the Company closure ends, you are expected to report to work. Contact your supervisor if you cannot return to work at the end of the closure. The Company recognizes that you may need additional time off to repair extensive home damage or for other emergency situations. These will be assessed on a case-by-case basis.

7.1.7  If You Cannot Get to Work

Unique circumstances may affect your ability to come to work even when the Company is able to remain open. The Company recognizes that in a severe national or regional disaster, all methods of communication may be unavailable; however, you should continue to try and contact your supervisor, by any method possible.

Time missed under circumstances where the Company remains open and you are unable to report to work is to be used as vacation time, personal time, or is unpaid.

7.2  General Safety Policy

It is the responsibility of all RBC Enterprises employees to maintain a healthy and safe work environment. Report all safety hazards and occupational illnesses or injuries immediately to your supervisor and complete an occupational illness or injury form as needed. Plant safety rules are as follows:

• Wear proper clothing such as long pants and sleeved shirts. Items not permitted: loose or baggy clothing, loose jewelry, rings, shirts or sweatshirts with draw strings.
• Safety shoes are mandatory. The wearing of tennis shoes, sandals, cloth uppers, and any other type of hazardous foot wear is not permitted.
• Hard hats are required at all times in the Hubbell Street facility. Hard hats are required at the Eaton Street facility when the overhead crane is in operation.
• DO NOT operate tools or equipment unless you have been properly trained and assigned to that job.
• If you are not sure how to do something, do not experiment. Be safe and ask someone that knows or your immediate supervisor. While you are learning a job, be sure to learn all the safety rules connected with that job.
• It is dangerous to use compressed air for any other purpose than for which it was intended. Air hoses should be treated with the same respect as electrical wires. NEVER use air hoses to blow dust from clothing.
• Familiarize yourself with the location of the fire extinguishers and other emergency equipment. Used fire extinguishers must be returned to your supervisor for re-charging.
• Practical jokes and horseplay will not be tolerated for obvious safety reasons. This may be grounds for immediate termination.
• There is no running through the shop and/or warehouse.
• Be good housekeeper. Leaving trash on or around your work area is not only unpleasant, but can be dangerous to you, as well as your fellow employees. Your work area must be clean before leaving at the end of your shift.
• No glass bottles are allowed in the shop and/or warehouse.
• No food or drink is permitted in or around the work area in the shop unless at designated times such as break and lunch.
• Only people with hi-lo permits and crane permits are allowed to operate them.
• Report any defective equipment to your supervisor. Check all tools before using them.
• Do not attempt to lift a heavy or awkward load without proper equipment or help. In lifting, bend your knees – not your back. Keep your body erect, push upward with your legs. It is easier and safer. When using mechanical means for lifting or hoisting, NEVER lift more than the capacity of the equipment and stand clear of the load. USE COMMON SENSE WHEN LIFTING.
• Parts and supplies should be stacked carefully and not so high that it causes a safety hazard.
• Keep all exits and aisles clear at all times.
• Do not leave doors to cabinets or drawers to benches or desks open.
• Under compliance with OSHA (Occupational Safety and Health Association), SDS (Safety Data Sheets) are made available to all employees and are kept in the plant office.
• MIOSHA lockout procedures must be strictly adhered to while using machinery. (See the Maintenance Department or your immediate supervisor for locks).
• All injuries – regardless of the severity – must be reported to your supervisor and documented by the office.

Failure to follow the Company health and safety rules may result in disciplinary action, up to and including termination of employment.

7.3  Policy Against Workplace Violence

As the safety and security of our employees, vendors, contractors, and the general public is in the best interests of RBC Enterprises, we are committed to working with our employees to provide a work environment free from violence, intimidation, and other disruptive behavior.

7.3.1  Zero-Tolerance Policy

The Company has a zero-tolerance policy regarding workplace violence and will not tolerate acts or threats of violence, harassment, intimidation, and other disruptive behavior, either physical or verbal, that occurs in the workplace or other areas. This applies to management, co-workers, employees, and non-employees such as contractors, customers, and visitors.

Workplace violence can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm, damage to property, or any intentional behavior that may cause a person to feel threatened.

7.3.2  Prohibited Conduct

Prohibited conduct includes, but is not limited to:

• Physically injuring another person.
• Threatening to injure a person or damage property by any means, including verbal, written, direct, indirect, or electronic means.
• Taking any action to place a person in reasonable fear of imminent harm or offensive contact.
• Possessing, brandishing, or using a firearm on Company property or while performing Company business except as permitted by state law.
• Violating a restraining order, order of protection, injunction against harassment, or other court order.

7.3.3  Reporting Incidents of Violence

Report to your supervisor or Human Resources, in accordance with this policy, any behavior that compromises our ability to maintain a safe work environment. All reports will be investigated immediately and kept confidential, except where there is a legitimate need to know. You are expected to cooperate in any investigation of workplace violence.

7.3.4  Violations

Violating this policy may subject you to criminal charges as well as discipline up to and including immediate termination of employment.

7.3.5  Retaliation

Victims and witnesses of workplace violence will not be retaliated against in any manner. In addition, you will not be subject to discipline for, based on a reasonable belief, reporting a threat or for cooperating in an investigation.

If you initiate, participate, are involved in retaliation, or obstruct an investigation into conduct prohibited by this policy, you will be subject to discipline up to and including termination.

If you believe you have been wrongfully retaliated against, immediately report the matter to Human Resources.

7.4  Drug and Alcohol Policy

RBC Enterprises is committed to providing a safe, healthy, and productive work environment. Consistent with this commitment, it is the intent of Company to maintain a drug and alcohol-free workplace. Being under the influence of alcohol or illegal drugs (as classified under federal, state, or local laws), including marijuana, while on the job may pose a serious health and safety risk to others, which will not be tolerated.

7.4.1  Prohibited Conduct

The Company expressly prohibits employees from engaging in the following activities when they are on duty or conducting Company business or on Company premises (whether or not they are working):

• The use, abuse, or being under the influence of alcohol, illegal drugs, or other impairing substances.
• The possession, sale, purchase, transfer, or transit of any illegal or unauthorized drug, including prescription medication that is not prescribed to the individual, or drug-related paraphernalia.
• The illegal use or abuse of prescription drugs.

While the use of marijuana has been legalized under some state laws for medicinal [and/or recreational] uses, it remains an illegal drug under federal law and its use, as it impacts the workplace, is prohibited by Company policy. You may not consume or be under the influence of marijuana while on duty or at work, even if you have a valid prescription for medical marijuana.

Nothing in this policy is meant to prohibit your appropriate use of over-the-counter medication or other medication that can legally be prescribed under both federal and state law, if it does not impair your job performance or safety or the safety of others. If you take over-the-counter medication or other medication that can legally be prescribed under both federal and state law to treat a disability, inform your supervisor if you believe the medication may impair your job performance, safety, or the safety of others or if you believe you need a reasonable accommodation before reporting to work while under the influence of that medication.

7.4.2  Violations

A violation of this policy may result in disciplinary action, up to and including termination of employment.

7.5  Non-Smoking Policy

In accordance with Michigan’s Smoke-Free Air Law, smoking within any Company building is prohibited.

Quitting resources are available from Human Resources.