Safety and Training

Redpath uses a variety of reward systems and mechanisms as a means of recognizing individual employees and crews for safety milestone achievements as well as proactive safety efforts. The rewards and incentives programs are implemented in ways which motivate our employees to be more involved in the safety process, rather than hiding injuries. Safety rewards and achievements are also publicly promoted and celebrated by their peers.

Numerous studies indicate that new and transferred employees are more likely to be injured or involved in an accident. It has been proven that effective indoctrination and orientation can significantly reduce this risk. Specific project safety rules and procedures are reviewed along with a facility tour of both surface and underground layouts.

Safety huddles can provide specific information and instruction to workers about any actual or potential danger to the worker or potentially hazardous situations. The huddle gets people thinking and talking about safety and increases their awareness of safety. Conducted in a group format, topics may include government regulations, company or client procedures, manufacturer specifications, etc. Feedback is welcome and discussion is encouraged.

Upon acceptance as the contractor of choice for any project, and before any work is started, both client and Redpath representatives evaluate the scope of work. Redpath brings a half century of experience to the discussions to help identify any areas of potential risk. Open communication speaks to good management and not good luck.

PSPs are completed by all levels of management and supervision and is a personal commitment that outlines specific actions, above and beyond what is required to help Redpath achieve its safety goals. They are completed at the beginning of each year and are reviewed mid and end of year to evaluate the achievement of the commitments.

As work continues on Redpath projects, benchmarks are set and reevaluation is constant. The Management of Change process ensures that changes in project safety, scope, design, costs, schedule, operational procedures and/or performance/quality of the works are identified, evaluated and managed. Our process enables early identification of safety issues arising as a result of changes (or not making changes). We believe that proper documentation, implementation and communication of changes are required proactive means of understanding changes and taking the appropriate actions so they do not lead to unacceptable risks.

This course provides the knowledge, skills and resources to conduct adult training for one-on-one and group situations. The course includes legislation that applies to training programs, other pertinent regional legislation, and information about Redpath policies, standards, procedures and additional training resources. Participants are taught how to apply adult learning principles using specific techniques and activities for their training, and also how to develop learning objectives, training materials and evaluation tools. The course is tailored specifically to the attendees through group discussions and simulated training exercises where participants have an opportunity to demonstrate what they’ve learned and to get individualized coaching on their training delivery, presentation techniques and group facilitation skills. This course meets and exceeds the Train-the-Trainer Program requirements as set out by the Ministry of Training, Colleges and Universities of Ontario, Canada.

The Pathways workshops, tailored specifically to meet Redpath objectives, provide professional development to foster future leaders and managers. Topics include management effectiveness, setting goals, planning, coaching, appraising performance, delegation, among others.

In addition to conducting the typical emergency training and practice drills, mock incident scenarios provide true-to-life visuals of potential injuries and incidents in the workplace. The live action nature of these reenactments, involving people/mannequins, equipment, and actual response personnel, provide employees with an opportunity to practice their skills, evaluate the effectiveness of the response plans and to discuss loss control and injury prevention.

The purpose of this program is to promote safety innovation. Through this program, Redpath employees are publically recognized and rewarded for taking the initiative to develop ideas on how to improve safety in our workplaces. All Redpath employees can participate in the program. The innovative safety ideas that our employees have come up with have helped to improve safety internally among our global Redpath operations, and externally, to others in the industry whom with we also share our ideas.

Redpath promotes off-the-job and family safety with the understanding that illness and incidents that happen outside of the workplace can have a great impact on our operations and employees. Through several initiatives, Redpath promotes a safety consciousness in employees encouraging them to be the health and safety champions in their own lives and families. Some examples include: providing first aid training to employees (above what is required by legislation) and to their spouses, flu shot clinics, discounts on home fire extinguishers, first aid kits for their homes/vehicles, visibility wristbands for children at Halloween, discounted gym memberships, recreational facilities, safety talks to school children, etc.