WORK POLICY

The Temporary Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is available and agrees:

1. That the suitability of the work offered shall be determined solely by the Employment Business;

2. That the Employment Business shall incur no liability to the Temporary Worker should it fail to offer opportunities to work in the above category or any other category or in any other category;

3. That no contract shall exist between the Temporary Worker and the Employment Business during periods when the Temporary Worker is not working on an Assignment.

At the same time as an Assignment offered to the Temporary Worker and the Employment Business shall inform the Temporary Worker of the identity of the Client, and, if applicable, the nature of their business; the date the work is to commence and the duration or likely duration of the work; the type of work, location and hours during which the Temporary Worker would be required to work; the rate of remuneration that will be paid and any expenses payable by or to the Temporary Worker; and any risks to health and safety known to the Client in relation to the assignment and the steps the Client has taken to prevent or control such risks. In addition the Employment Business shall inform the Temporary Worker it what experience, training, qualifications and any authorization required by law or a professional body the Client considers necessary or which are required by law to work in the assignment.

Where such information is not given in paper form or by electronic means it shall be confirmed by the end of the third business day following save where the Temporary Worker is being offered an assignment in the same position as one in which the Temporary Worker had previously been supplied within the previous five business days and such information has already been given to the Temporary Worker. If, before the first assignment, during the course of an Assignment or within the Relevant Period the Client wishes to employ the Temporary Worker direct or through another employment business, the Temporary Worker acknowledges that the Employment Business will be entitled either to charge the Client a fee or to agree an extension of the hiring period with the client at the end of which the Temporary worker may be engaged directly by the Client or through another employment nosiness without further charge to the Client. In addition, the Employment Business will be entitled to charge the Client if the Client introduces the Temporary Worker to the third party who subsequently engages the Temporary Worker within the Relevant Period. Temporary Worker may be engaged directly by the Client or through another employment business without further charge to the Client. In addition, the Employment Business will be entitled to charge a fee to the Client if the Client introduces the Temporary Worker to the third party who subsequently engages the Temporary Worker within the Relevant Period.

The Good Manufacturing Practices (GMP) must be followed while working with any client of Aliquam Group Inc. As part of the Aliquam Group Food Safety Program, it is important that all the employees of Aliquam Group are committed to good product handling and manufacturing practices while working with any of our clients:



  1.  All employees must be suitably attired in a hairnet, beard net (if required) and lab coat/or coveralls when in the production facility.2. All employees working in open product area must cover their legs and arms (short pants are not allowed. The pants must cover the calf).
  2. Beard nets are required for beards, goatees, and soul patches for all employees. Moustaches are required to be covered by employees that work directly over open product that is susceptible to contamination from falling hairs.4. No persons in the plant area may wear any jewellery; necklaces, chains, bracelets, nose jewellery, wristwatches, rings with stones, wedding ring and studs exposed parts of the body, such as ears, noses, tongues and eyebrows etc. Exception: medical alert jewellery.

    5. Hands must be washed and sanitized before entering production areas and after handling garbage, after picking-up things from the floor and after changing over from the product containing allergen.

    6. During sneezing and coughing the face must be covered by your arm. If accidently you will cover your face by your palms, then the hands must be washed immediately.

    7. Sandals or high heel shoes are not permitted within food handling production are. Only closed toe and closed heel shoes may be worn.

 

  1. All Employees are required to report to their supervisor any illness or symptoms involving vomiting, diarrhea, or other stomach disorders, prior to and during employment. Decisions will be based on individual circumstances.

 

  1. Any persons bringing personal medicines onto the site shall notify their supervisor/reception. Medicines should be kept secure e.g. in lockers. Where a person for medical reasons needs to carry medicines into production area, the supervisor shall give permission, and the person in question shall be responsible for ensuring the security of these items.

 

  1. Any person who is suffering from skin infections, sores, heavy cold, or ear or eye discharge will be excluded from work until they have obtained medical clearance.

 

  1. All cuts and grazes on exposed skin shall be covered by only blue metal detectable Band-Aids use within the factory. The blue metal detectable Band-Aid must be covered by wearing gloves according to the glove policy.

 

  1. Any excessive aftershave/perfume will not be permitted into the factory.

 

  1. False nails or false eyelashes must be removed before handling food in the factory.

 

  1. Fingernails should be kept short and clean without any nail polish and nail art.

 

  1. Smoking and usage of electronic cigarettes are not permitted in entire facility. Please use designated areas outside the facility only.

 

  1. No storage, consumption of food, chewing gum or beverages is allowed within the factory except for designated areas (lunchrooms).

 

  1. Glasses cannot be worn without protective band.

 

  1. Lab coat must be removed: before entering toilets, use of lunchroom and smoking area. There are multiple areas with hangers where the lab coat must be hanged up.

 

  1. All employees must wear a clean lab coat. Dirty lab coats must be stored in designated Cintas soil bins.

 

  1. Follow the color-coding policy for the containers used in the Plant. All white containers must be kept off the floor.

 

  1. Follow Allergen Preventive Procedure to avoid cross contamination.

 

  1. Gloves must be used according to the glove policy.

 

  1. Report any incidents such as suspicious activity including packages, threats, fire, gas leaks etc. Only company cell phone/radio can be used for better communication for designated personnel.

 

  1. No pens or tools or radios in upper pockets, especially with lids or loose parts.

 

  1. Reusable cloth handkerchiefs are not allowed. Only disposable Kleenex can be carried.

 

  1. Employees must be in his/her assigned area all the time. Wandering in other areas is strictly.



Failure to comply with the requirements of the Food Manufacturing Facility Hygiene will result in disciplinary procedure being invoked and in severe cases may result in dismissal.


Good Manufacturing Practices

https://www.youtube.com/watch?v+nv-NGFQ9mpM

Work Health and Safety Awareness in 4 Steps

https://www.labour.gov.on.ca/english/hs/training/workers.php
GMP and Worker Health and Safety Awareness in 4 Steps

The Candidate confirms that he/she watches provided to him/her material on Good Manufacturing Practices and that he/she has completed Worker Health and Safety Awareness in 4 Steps.

 

Occupational Health & Safety Act (OHSA) Section 28(1) states:

(1)A worker shall,

(a) Work in compliance with the provisions of this Act and the regulations;

Use or wear the equipment, protective devices or clothing that the worker’s employer requires be used or worn

(c) Report to his or her supervisor the absences of or defect in any equipment or protective device of which the worker is aware and which may endanger himself, herself or other worker; and
(d) Report to his or her employer or supervisor any contravention of this Act or the regulations or the existence of any hazard of which he or she knows.

(2) No worker shall,

(a) Remove or make ineffective any protective device required by the regulations or by his or her employer, without providing an adequate temporary protective device and when the need for removing or making ineffective the protective device has ceased, the protective device shall be replaced immediately;

(b) Use or operate any equipment, machine,device or thing or work in a manner that may endanger himself, herself or any other worker; or
(c) Engage in any prank, contest, feat of strength, unnecessary running or rough and boisterous conduct.

Safety Responsibilities;

1. Do not operate any equipment/machinery without given proper instruction and authority to do so.

  1. Do not ride on the forks of forklifts.
    3. Horseplay and running will not be tolerated at any time.
    4. All personal protective equipment will be properly worn at all times, when required.
    5. Do not climb any of racking systems.
  2. 6. Do not ride on the automatic or manual conveyor systems.
    7. All long hair must be tied up in order to prevent entanglement in any machinery.
    8. Do not put any foreign objects (body or innate) into the machines.
    Do not remove any machine guards.
    10. All safety signs must be adhered to.
    11. Smoking is only permitted in a company-designated spot.
    12. Must wear CSA, steel toed, safety shoes as required.
    13. If you are injured or feel pain tell the Supervisor IMMEDIATELY.
    14. If there is an evacuation proceed to the nearest exit as instructed by the personnel.

Overtime:

The Candidate recognizes that Aliquam Group Inc. may offer hours of work in excess of the general standard as set in Section 17 (1) (a) and (2) of the Employment Standards Act, 2000.

The Candidate acknowledges that if Aliquam Group Inc. offers these hours, he/she is free to refuse to work them. If the candidate accepts the offer of excess hours, he/she agrees that the acceptance constitutes his/her voluntary agreement to work such excess hours. If Aliquam Group Inc. clients ask the Candidate to work excess hours, he/she agrees to contact Aliquam Group Inc. to notify them.

The Candidate understands that he/she may revoke this Agreement by providing Aliquam Group Inc. with two weeks of written notice of the revocation. The Candidate understands that Aliquam Group Inc. may revoke this agreement by providing him/her with reasonable notice.

The Candidate acknowledges that he/she has fully read and understood this Terms and Conditions and agrees that he/she has not been in any way pressured or coerced into signing it. The Candidate is also aware that he/she can obtain more information about this policy at www.labour.gov.on.ca

Excess Daily Hours of Work Agreement:

The Candidate agrees to work more than 8 hours/day up to a maximum of 12 hours/day when required and he/she has received a copy of “Information about hours of work and overtime pay” from my employer.

Excess Weekly Hours of Work and Overtime Pay Agreement:

The Candidate agrees to work more than 48 hours/week up to a maximum of 60 hours/week when required and he/she has received a copy of my “Information about hours of work and overtime pay” from my employer.

At the moment the payment is released the employee is responsible to pick it up at the shortest time.


Aliquam Group Inc. believes in the prevention of violence and promotes a violence-free workplace which all people respect one other and work together to achieve common goals. Any act of violence committed by or against any member of our workplace or member of the public, is unacceptable conduct that will not be tolerated.

What is workplace violence?

(a). The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker,

(b). An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker,
(c). A statement or behavior that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.

Penalty:

No employee or any other individual affiliated with Aliquam Group Inc. shall subject any other person to workplace violence or allow or create conditions that support workplace violence. An employee that subjects another employee, client, or other person to workplace violence may be subject to disciplinary action up to and including termination. Other people may be removed from the workplace.


 Report Incidents Immediately:

If you witness or are victim of violence in this workplace, get away from the violence situation then contact the company supervisor, company security or 911. If necessary, immediately seek medical attention, if required. Once immediately danger of violence has passed, contact your immediate supervisor at your work site and/or Human Resources so the situation is investigated and so the following steps can be taken to prevent further incidence of workplace violence.

Employees and client companies should also contact Aliquam Group Inc. at 647-794-7576 if incidents of the workplace violence occur with Aliquam Group Inc. employees. Aliquam Group Inc. will assist with the investigation and prevention of workplace violence.

Employee and client company are obligated to inform about any happened injuries in the workplace Aliquam Group Inc. within 24 hours from the time the incident(s) happened.

Aliquam Group Inc. supports the process of prevention of workplace violence harassment and is committed to assisting its employees and Client Company in all aspects of prevention and investigation of such incidents. It is Aliquam Group Inc.’s business practice to ensure that client companies understand and comply with the expectations of Ontario’s Bill 168 of the Ontario Health and Safety Act.


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