Health & Safety Policy

HEALTH & SAFETY POLICY – 2026

INTRODUCTION

It is the policy of Muskoka Woods to provide a safe and healthy work environment for all staff at the resort.
We expect all of Muskoka Woods personnel and sub trades who may be in contractual relations with Muskoka Woods
to comply with all the requirements of the Occupational Health and Safety Act (OHSA) and the Regulations that
apply to the various areas as the minimum requirements at the site. For further information on the OHSA please
refer to the Ontario E-Laws website.

PREAMBLE

Muskoka Woods believes that all accidents can be prevented by making safety an integral part of every job and task.

Safety rules and regulations do not guarantee freedom from all risks or hazards, as they do not cover every job
situation, therefore good judgment will dictate additional precautions that may be necessary given the circumstances.

A key requirement in all safety legislation is that Management, Employers, Supervisors, Workers and Joint Health
and Safety Committee (JHSC) Members all have specific safety responsibilities at the workplace.

Accident investigations have demonstrated that a failure of any one party in the internal responsibility system
leads to situations where accidents occur.

THE INTERNAL RESPONSIBILITY SYSTEM

The Internal Responsibility System (IRS) helps to reduce the chances of injuries or illnesses, and therefore the
consequences of these events, by engaging all workplace parties in occupational health and safety.

Everyone in the workplace has a direct responsibility for health and safety – employers, managers, supervisors,
workers, and JHSC members. When all members work individually and collaboratively to solve health and safety issues,
the health and safety of Muskoka Woods continues to improve.

THE RIGHT TO KNOW

Part III of the OHSA states the requirement of employers to provide workers with workplace-specific training and
for providing instruction to workers on workplace-specific hazards.

Workers have the right to know about hazards and potential hazards they might be exposed to while working, how
to control these hazards, and who to talk to if they have questions about these hazards. This training can take
place in both formal and informal settings with some training required by OHSA standards.

Employers are required to train all employees on the workplace violence policy and the workplace harassment
policy. Additionally, employers are required to post health and safety information in a visible location for workers.

THE RIGHT TO PARTICIPATE

Part III of the OHSA references workers’ rights to participate in health and safety. This can include various
actions including: informing supervisors of hazards, following OHSA regulations to stay safe, wearing appropriate
equipment and personal protective equipment (PPE), completing workplace-specific training, and interacting with
JHSC members.

THE RIGHT TO REFUSE WORK

Part V of the OHSA gives workers the right to refuse unsafe work. A worker may feel that their work is unsafe and
has the right to refuse work if:

• Any equipment, machine, device or thing they are being asked to use is likely to endanger them or another worker.
• The physical condition of the workplace or the part of the workplace in which they work, or are to work, is likely to endanger them.
• The workplace violence is likely to endanger themselves.
• Any equipment, machine, device or thing they are to use or operate, the physical condition of the workplace or
  the part of the workplace in which they work or are to work is in contravention of the OHSA or the regulations
  and such contravention is likely to endanger them or another worker.

If a worker believes the work is unsafe for them to do, they have the right to refuse the work. If a worker
refuses unsafe work, the employer cannot punish the worker for exercising their right. The OHSA process for
refusal of unsafe work includes the following steps:

1. The worker refuses the work that they believe is unsafe.
2. The worker must promptly report the work refusal to their supervisor or employer.
3. The employer or supervisor must investigate in the presence of a worker member of the JHSC.
4. During the investigation, the worker must remain in a safe place and be available for the investigation.
5. If at the conclusion of the investigation, the supervisor or employer agrees the situation is dangerous,
   they must take corrective action and then the worker returns to work.
6. However, if the worker still believes a danger exists, they can continue to refuse work. A Ministry of Labour,
   Immigration, Training and Skills Development (MLITSD) inspector must be notified and investigate. During the
   investigation, no worker can be asked to use the equipment, machine, or device or work in the workplace being
   investigated unless the worker has been told of the work refusal and the reason for refusal.
7. The MLITSD inspector will make their decision in writing as to whether the workplace or work action endangers
   the worker. Any corrective action is required to be taken and the work refusal is resolved.

REPORTING CRITICAL INJURIES

Part VII of the OHSA states that in the event an employee is killed or suffers a critical injury, the employer
must immediately notify the MLITSD and the JHSC Worker Investigative Member. A critical injury includes any injury which:

• Places life in jeopardy
• Produces unconsciousness
• Results in substantial loss of blood
• Involves the fracture of a leg or arm but not a finger or toe
• Involves the amputation of a leg, arm, hand or foot but not a finger or toe
• Consists of burns to a major portion of the body
• Causes the loss of sight in an eye

Within 48 hours of the critical incident, the employer must send a written report to a Director of MLITSD,
setting out the circumstances of the occurrence containing the information, and details that may be prescribed.

If an employee witnesses or becomes aware of a critical injury, they must follow Muskoka Wood’s process for
critical injuries (see Critical Injury Poster) and inform their supervisor immediately.

REPORTING NON-CRITICAL INJURIES

Part VII of the OHSA states that in the event an employee is injured in a non-critical injury that requires
medical attention or causes disability, the employer must send a written report of the circumstances of the
occurrence to the JHSC Worker Investigative Member and the Director of MLITSD (if the MLITSD inspector requires it)
within 4 days of the accident.

If an employee witnesses or becomes aware of a non-critical injury, they must inform their supervisor immediately.