EMPLOYEE GOOD MANUFACTURING PRACTICES (GMP)
RULES AND DISEASE CONTROL
- Report any illness, injury or infection to supervisor immediately as per SOP - 07.02.01-Disease Control Policy.
- Employees diagnosed with a highly contagious illness or disease which is transmittable through food, must first obtain a doctor's note of clearance before returning to work.
- No person with obvious boils, sores, infected wounds or any other infections or communicable disease can work in the plant.
- An exposed cut or abrasion must be covered with a company approved metal detectable bandage.
- Should a workplace injury occur where blood is spilled, the affected area must be cleaned and sanitized with respect to SOP - 07.02.03 Body Fluid Program and have QA department approval before resuming production.
- Report missing or broken eyeglasses contact lenses to the supervisor on duty.
- Hands must be washed when leaving the washroom, lunchroom, blowing noses, after smoking, and entering the GMP area.
- Gloves are not a substitute for hand washing. Disposable gloves should not be removed from processing areas and must be worn over cotton gloves. No food contact with cotton gloves. Disposal gloves must be replaced after touching skids, cardboard box or any dirty objects.
- No jewellery is permitted in the plant (i.e.; earrings, rings, watches, necklaces, bracelets, etc.) with the exception of plain or wedding bands without stones. Religious bracelets that cannot be removed had to be taped to the arm to prevent it from dangling.
- Medic alert bracelets or necklaces are permitted to be worn, with management approval following SOP-07.03.01 - Medic Alert Bracelet or Necklace Policy.
- No heavy make-up, nail polish, strong perfume, false eyelashes or false fingernails are permitted.
- Fingernails are to be kept clean and reasonably short.
- Good personal hygiene is required.
- Keep personal clothes in the personal lockers.
- Uniforms are not permitted in personal lockers and are to be kept in uniform lockers.
- Hair nets must cover hair and ears completely.
- A clean beard net must be worn for beards of more than one day's growth and moustaches. The beard net has to cover the beard and moustache completely. Production employees must replace gloves after adjusting the beard net.
- No uniforms can be worn outside of the building except red uniforms worn by the cleaning crew.
- Aprons should not be worn in rest rooms or break areas. Hang on designated hooks for storage.
- Uniforms (shirts, lab coats, aprons) are to be worn outside of other clothing, such as fleece jackets.
- Company issued uniforms must be worn in the production, dock and coolers at all times.
- Head gear (baseball cap & toque) must be clean, in good condition, and completely covered (under and over) by a hairnet. Tuck the hoodie under the uniform when not used. Fuzzy (fur hair) hoodies are not allowed in GMP areas.
- No eating of any kind or chewing of gum or candy of any kind is permitted in the GMP areas.
- Allergens (milk, egg, fish, soy, wheat, sulphite, sesame and mustard) are handled in this plant. These products are strictly controlled to avoid cross contamination. Follow instructions from the Quality Assurance Department carefully when handling of product is required.
- Refrain from bringing peanuts and products containing peanuts into the production and GMP areas.
- Do not bring toothpicks, cigarettes (including electronic cigarettes), or tobacco into GMP areas. No medications are allowed in the production areas except for those required for immediate use in life threatening situations. Employees carrying these must report them to the Production Supervisor.
- Do not bring glass into the production and GMP areas.
PERSONAL HYGIENE PRACTICE POLICY
The quality and safety of the products we produce are of utmost importance. Good Manufacturing Practices (GMPs) are essential to ensure we produce clean, safe, and high quality food products for our customers. All employees are responsible to comply with the following GMP policies and procedures.
Hand Washing
Hands must be washed with hot water and soap after each of the following: eating, using the washroom, blowing the nose, nail biting, smoking, any other contact with the mouth and face, picking anything up off the floor, or handling any contaminated product.
Hand Sanitizing
Hand sanitizer by the entrances must be used when entering the coolers and dock, or when hands touch a questionable product.
Personal Hygiene
All persons working in the food production area must have good personal hygiene. Clothing worn to work must be kept clean so as not to contaminate the product. Employees must remove any object from their clothing that could fall into or otherwise contaminate food. This would include pens or other objects in pockets above the waist.
Smoking
Smoking or chewing tobacco is not allowed in the plant. Smoking is allowed only in the designated area outside the building.
Eating and chewing.
Eating or chewing gum is not allowed in the food production warehouse and coolers.
Uniform policy
Employees must wear the uniform, aprons, and hairnets provided by the company. Uniforms and aprons must be taken off and hung in the designated area during breaks and when an employee goes to the restroom. Clean uniforms and aprons are provided each day. Disposable gloves are to be discarded at breaks, when using the washroom, or if they become contaminated. Care must be taken to ensure that all hair is covered by a hair net. All employees who have a beard are required to wear a beard net while working in the production area. Employees must change into their work safety boots/shoes in the locker rooms. Street shoes are not to be worn into the production area and work boots/shoes must not be worn off the premises. Employees may not carry any objects that could fall in the product in any pockets above the waist.
Jewellery Policy
No jewellery is allowed to be worn in the plant. This includes watches, rings with or without stones, bracelets, anklets, and earrings (including keepers). Wedding bands are permissible if gloves cover them. Medic alert necklaces or bracelets are allowed as long as they are worn under an employee's clothing. False nails or eyelashes may not be worn in the food production area.
Personal effects
Personal effects are not allowed in the production area. They must be kept in the locker room.
Communicable Disease
Nobody with a communicable disease that can be transmitted through food is allowed to work in the food production or storage areas. The employee agrees if they are sick with a transmittable disease or have diarrhea and/or an illness they will report it to the office.
Cuts and Sores
All cuts or sores must be covered with a waterproof covering (gloves). Anybody with a band-aid on their hands or arms must wear gloves to cover the band aid.
Acknowledgement
I have read and understood the Good Manufacturing Practices policies and procedures and I agree to comply.
COMPANY RULES
The following is a non-exhaustive list of some of the types of behavior and conduct which will lead to disciplinary action being imposed on the Employee:
- Reporting to work under the influence of drugs or alcohol, or the possession, consumption, sale, or transfer of such substances on Company property;
- Stealing or attempting to steal Company assets/property or the property of other Employees;
- Bringing firearms, ammunition, or weapons of any kind on Company property;
- Fighting, scuffling, or engaging in horseplay;
- Intentionally destroying or damaging Company property;
- Falsifying a health questionnaire, time records, or any other document required by the Company;
- Threatening, intimidating, coercing, or harassing Employees or supervisors/managers;
- Gambling on Company property;
- Boisterous or disruptive activity in the workplace;
- Negligence or improper conduct leading to property damage of the Company or a fellow Employee;
- Violation of safety or health rules;
- Smoking in prohibited areas;
- Engaging in sexual harassment of any kind;
- Using profane, abusive, or threatening language toward fellow Employees, supervisors or managers;
- Engaging in immoral conduct or indecency;
- Excessive absenteeism or repeated absences without notice or permission;
- Unauthorized absence from workstation during the work day;
- Unauthorized use of telephones, mail system, or other Company owned equipment;
- Unauthorized disclosure of confidential information;
- Violation of policies;
- Unsatisfactory performance or conduct; and/or
- Failure to follow supervisory instructions or insubordination.
JBH & G CORPORATION LTD.
Description of Course:
- What is Workplace Violence, Discrimination and Harassment?
- What are the kinds and some examples of Workplace Violence, Discrimination and Harassment?
- How to prevent the Workplace Violence, Discrimination and Harassment
- How to stop the Workplace Violence, Discrimination and Harassment
- What are the roles and responsibilities of a worker in the workplace?
- How to report the incident of Workplace Violence, Discrimination and Harassment.
- What are the consequences of the incident reported about Workplace Violence, Discrimination and Harassment?
- What is the privacy level of a worker information who report the incident?
Description of Course:
- What is Workplace Health and safety program?
- Who needs to attend this?
- What are the different kinds of standards related to health and safety?
- Explain the safety standards, Hygiene standards and General standards?
- Explain the instructions and rules and regulations at the workplace.
- Explain the hand washing procedure.
- Explain the basic occupational health and safety awareness training program (For Worker)
- Explain the basic occupational health and safety awareness training program (For Supervisor)
- Explain the recreational marijuana, drugs, or alcohol policy at work (zero tolerance)
Description of Course:
- What is WHMIS?
- How needs this training?
- What and which are the different types of hazards symbols?
- What are the supplier labels and workplace labels?
- What is the purpose of these symbols?
- What these symbols indicate and its risks and precautions?
- Where these symbols can be found?
- What to do in case of any hazard associated with the material?
- In class WHMIS Hazard Class Exercise
- What is MSDS (Material Safety Data Sheet)?
- What information is on MSDS?
- How many and what are the categories are mentioned in the MSDS?
- Describe the categories mentioned in MSDS.
The signature indicates confirmation that the employee has received the Workplace Violence, Discrimination and Harassment, Workplace health and safety program WHMIS & MSDS course and basic occupational health and safety awareness, recreational marijuana, drugs or alcohol policy with appropriate instructions and training in its correct application.
Impairment at Workplace Policy
Intent
The employees of Bamford Produce Ltd. & Fresh Line Foods Ltd. (referred to "the company") are our most valuable resource, and for that reason, their health and safety is of paramount concern. All substances causing impairment at work is not allowed and will be managed in the same manner. This policy is to communicate the company's expectations and guidelines surrounding drug (both legal and illegal), alcohol use, misuse, and abuse and will be managed in a consistent manner.
Guidelines
Employees under the influence of drugs or alcohol on the job can pose serious health and safety hazards both to themselves and their fellow employees. To help ensure a safe and healthy workplace, the company does not permit the use of drugs, alcohol or any substance causing an individual impaired or to be under the influence while working. "Under the influence" refers to having any detectable presence of drug (both legal and illegal) or alcohol in the body. Based on reasonable cause, the company reserves the right to request a drug testing under some circumstances.
Expectations
The following expectations apply to employees and management alike while conducting work on behalf of the company, whether on or off company property:
- Employees are expected to arrive to work fit for duty and able to perform their duties safely and to standard; employees must remain fit for duty for the duration of their shift;
- Use, possession, distribution, or sale of drugs or alcohol during work hours, including during paid and unpaid breaks, is strictly prohibited;
- Employees are prohibited from reporting to work while impaired by substance;
- Employees medically approved medication must communicate to management any potential risk, limitation, or restriction requiring modification of duties or temporary reassignment. A prescribed license or certificate will be required.
- Employees must communicate any dependency, seek appropriate treatment to be fit for work;
- Employees are expected to abide by all governing legislation pertaining to the possession and use of legal substances if applicable (ie. Recreational marijuana);
- Report unfit fellow employees to management.
Management Support
The roles of management will be:
- Identify any situations that may cause concern regarding an employee's ability to safely perform their job functions;
- Ensure that any employee who asks for help due to a drug or alcohol dependency is provided with the appropriate support (including reasonable accommodation) and is not disciplined for doing so;
- Maintain confidentiality and employee privacy.
Accommodation
Should an employee be required to consume medical marijuana or any other prescribed medication prior to attending work or at the Company, he or she must request the use to his or her manager before reporting to duty as the consumption of such substance may affect the performance of his or her duties.
An accommodation meeting will commence between the employer representative and the employee, during which specific limitations and potential risks will be discussed. The company will outline appropriate parameters for the consumption of prescribed substance and commit to providing reasonable accommodations if available, to the point of undue hardship while complying with the Ontario Human Rights Code.
Disciplinary Action
Employees found in violation of this policy may be subject to disciplinary action, up to and including termination of employment. Where applicable, the company may also take legal action in accordance with the law.
Acknowledgement and Agreement
I acknowledge that I have read and understand the Impairment at Workplace Policy of the company. I agree to adhere to this policy and I understand that if I violate the rules set forth by this policy, I may face disciplinary action up to and including termination of employment.
CONFIDENTIAL REPORTING WHISTLEBLOWER POLICY
The purpose of this document is to outline the procedure for team members of Bamford Prodúce / Freshline Foods who wants to raise issue(s) or concern(s) of wrongdoing that are specific violations regarding food safety, legality, authenticity, quality or food fraud including any attempt of bio-terrorism act which would be consider under both federal and/or provincial legislation.
Anonymous Whistleblowing Hotline at: (905-615-9400 ext.241)
- You can make a disclosure under this Policy if you have genuine concern(s) relating to any of the following areas of malpractice or suspected malpractice:
- Food safety and quality
- Food fraud
- Product authenticity
- Legality of the product
- Bioterrorism or tempering or similar
- The malpractice can be past, present or prospective
- You are encouraged to report suspected wrongdoing as soon as possible. No action will be taken against you if you raise genuine concern(s) even if the concern(s) you raised is not confirmed by any subsequent investigation.
- All team members are responsible for reporting any wrongdoing or incident(s) that they believe constitute wrongdoings to their immediate supervisor and/or Human Resources department. If the supervisor is involved or cause of wrongdoing, the team member should immediately report the incident to next level of management and/or to Human Resources department.
- Matter(s) involving possible violation of law or regulations may also be brought to a relevant governmental regulatory authority (ea. CFIA or Public Health Branch). However, Bamford Produce/Freshline Foods is committed to taking internal action in response to Team Member's concern(s), and would appreciate the opportunity to do so, if appropriate.
- Bamford Produce / Freshline Foods is committed to investigating and dealing with all concern(s), complaint(s), or incident(s) of wrongdoings in a fair and timely manner while respecting the confidences and sensitivities of all persons involved. Except where disclosure is required by law to investigate the wrongdoings or to take appropriate action including disciplinary measures.
- Bamford Produce / Freshline Foods will inform the Discloser of the investigation results and will take appropriate remedial or disciplinary action up to and including termination of any Team Members who is in breach of applicable human rights legislation, federal or provincial laws and/or this policy.
- Once a concern has been raised, Bamford Produce / Freshline Foods will investigate. If you have not made the complaint anonymously, you may be asked to attend a meeting as part of this investigation.
- We will keep you informed as to the progress of the investigation, as far as is possible and appropriate bearing in mind any confidentiality obligations that apply. Please note that you will not be given details of any disciplinary action taken unless we consider this appropriate.
- Bamford Produce / Freshline Foods shall retain records of complaints for a period judged to be appropriate based upon the merits of the submission.
- Allegations that are not made in good faith will be viewed as serious offence and may be subject to discipline action up to and including termination.
- Bamford Produce / Freshline Foods will not permit any Team Members to harass, retaliate or discriminate against those other Team Members, who, in goof faith, report a wrongdoing. Retaliation in any form will not be tolerated.
- If you are dissatisfied with the outcome of the investigation, you should raise this with Human Resources department or President of the Bamford Produce / Freshline Foods, giving the reason for your dissatisfaction. They will respond in writing notifying you of their acceptance or rejection of the need for further investigation and the reason for this.
Acknowledgement:
I have read the "Confidential Reporting - Whistleblowing Policy" and agree to abide by it at all times.
