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Welcome!. PERTH COUNTY INGREDIENTS.

Who’s who at Perth County Ingredients Company Policies that will be covered Benefits & GRSP Performance Reviews.

Austin Currah Plant Manager Darcy Robinson Production Manager Jamie Iredale Team Lead Tom Dufton Maintenance Manager Krystal Peaker Human Resources Generalist Sierra Wilson-Poirier Office Admin /Customer Service Mike McLennan Team Lead Brian Riley Team Lead Don MacPhail QA/SQF Practitioner.

Attendance Policy Vacation Policy Social Media Policy Communication Policy Progressive Discipline Policy Occupational Health & Safety Policy Emergency Response Procedure.

Extended Health & Dental through Empire Life after successful probationary period Disability/Life Insurance after successful probationary period GRSP enrollment after 6 months of fulltime employment , DPSP after 2 years of fulltime employment Prescription safety glasses every 2 years after successful probationary period $125 annually towards safety footwear after successful probationary period.

After your 3 month probationary period your performance here at PCI will be evaluated. You will fill out the review from your perspective and hand in to HR’s Inbox. From there your review will be evaluated and there will be a meeting with yourself, HR, and your direct Manager. Perth County Ingredients also performs Annual Evaluations . These evaluations take place once a year , shortly after your initial employment anniversary. The purpose of these reviews is to ensure that your performance correlates with Perth County Ingredients business goals. This gives the employee and manager the opportunity to sit down and discuss items while on the job one-on-one, which both parties might not get to do on a frequent basis..

Perth County Ingredients expects that every employee will be regular and punctual in attendance If you are unable to report to work you must notify your direct Manager at least 2 hours prior to your shift start time. If you are going to be late, contact your direct Manager Culpable Absence: Absent from work due to reasons that are within the employee’s control Example: sleeping in, deciding not to go to work for an invalid reason, just because Non-Culpable Absence: Absent from work due to reasons beyond the employees control Example: Illness, family emergency Eating Periods During Shifts: 8 Hour Shifts One fifteen minute paid break during the first quarter of the shift One 30 minute unpaid eating period – dryer operators are not permitted to leave the facility One fifteen minute paid break during the last quarter of the shift 10 Hour Shifts One fifteen minute paid break during the first quarter of the shift One 30 minute paid eating period – employees are not permitted to leave the facility on paid eating periods.

One fifteen minute paid break during the last quarter of the shift 12 hour Shifts One fifteen minute break during the first quarter of the shift One 30 minute paid eating period – employees are not permitted to leave the facility on paid eating periods One fifteen minute break during the last quarter of the shift Only operators on unpaid eating periods, not running a dryer are permitted to leave the facility during their 30 minute eating period. All operators must have approval from their direct Manager to work beyond their regularly scheduled end of shift time. An Extended Shift Time Approval Form must be completed, submitted and approved by their Manager before Production Operators are permitted to stay beyond their scheduled end of shift time Absent without Leave (AWOL) An employee is classified as AWOL if he/she: Falls to notify the company before the end of their scheduled shift that they will not be in for their regularly scheduled shift. If an employees failure to do so was due to incarceration, hospitalization or any other restrictive reason, the employee will not be considered to be AWOL Leaves the premises prior to the end of their scheduled shift without notifying their direct Manager.

Emergency Leave Under the Employment Standards Act, 2000, employees who have been employed for two (2) consecutive weeks, are entitled to eight (8) Emergency Leave (ESA) days each calendar year for urgent matters. Please refer to Perth County Ingredients’ Emergency Leave Policy (CWPL-021) for items classified as urgent matters. Company Provided Unpaid Personal Days – 5 Per Calendar Year Personal days may be used under the following circumstances: An employee must attend a medical appointment. An employee’s family member suffers a personal illness or injury and the employee is providing care for the injured or ill family member. An employee’s family member must attend a medical appointment and the employee is responsible for ensuring the family member can attend their medical appointment. An employee must respond to an emergency or other urgent matter. An employee suffers the death of a family member. Employees must give the company seven (7) calendar days’ notice when requesting personal time off. If an employee takes a portion of a day as a personal day, Perth County Ingredients will consider the employee to have taken one full personal day. Employees may NOT carry over unused personal days to the following year. Failure by an employee to provide appropriate evidence related to the use of a personal day, if requested or when requested by management may result in disciplinary action up to and including termination of employment. Personal time off is a privilege, not a right and time off granted is at the discretion of the Production Manager. Personal Time off will be approved or denied based upon operational needs and an individual basis. Employees who have not used or booked at least five (5) vacation days will not be granted Personal Time off. If Personal Time off is requested and the employee has not used or booked at least five (5) Vacation Days, the time will be granted as vacation instead..

Perth County Ingredients understand the importance of personal time off for its employees. Employees are encouraged to use their accrued paid vacation time for rest, relaxation, and person pursuits. Perth County Ingredients recognizes that other paid time off may be required from time to time. As such, the purpose of this policy is to explain the standards, guidelines, and procedures for paid time for all employees. This policy applies to all regular full-time employees. Part-time and casual employees shall receive vacation pay at the rate of four (4) percent of their earnings for the vacation year..

GUIDELINES The following policy statements are intended to guide paid vacation procedures for employees. Vacation pay will be at least four per cent of the “gross” wages (excluding any vacation pay) earned in the 12-month vacation entitlement year. For vacation purposes, the entitlement of fiscal year, running from January 1st to December 31 st . Vacation days earned by an employee during an entitlement year will be granted to the employee at the beginning of that reference year and may not be taken prior to then. Employees are entitled to annual vacation with accrued vacation pay on the following basis depending on length of service with Perth County Ingredients: After one (1) Year of Service – Two (2) weeks paid accrued vacation (4%) After five (5) Years of Service – Three (3) weeks paid accrued vacation (6%) After ten (10) Years of Service – Four (4) weeks paid accrued vacation (8%) Employees are required to submit in writing notification of their wish to take vacation time at least one (1) week in advance. Notification must include departure dates and the return-to-work date. Vacation may only be taken once approval is received from their Production Manager/ HR Generalist. Any conflict in vacation requests between employees will be decided based on employee seniority, company needs, and the good judgement of the Production Manager. Vacation time may be divided into more than two periods if desired by the employee, provided that his or her Production Manager can effectively allocate tasks to remaining employees. If a public holiday occurs during an employee’s vacation period, the employee will be granted one (1) additional day of vacation..

Vacation Days: Full time employees must take a minimum of 10 Vacation Days (80 hours total) off during the entitlement year. Prime Time: June 1 – September 30 and December 1 – January 1 is considered the Prime Time Vacation Period. Vacation requests falling in the Prime Time Vacation Period will be awarded based on seniority for all vacation requests submitted prior to April 1st of each year. Vacation requests submitted after April 1 st of each year will be awarded on a first come first serve basis. During June 1 – September 30 prime time employees are not permitted to take more than 5 days of vacation in a 2 week period. During December 1 to January 1 prime time employees are not permitted to take more than 5 days of vacation time. Vacation Pay is paid at the time vacation is taken with the amount accrued during the entitlement year, (previous year) based on hours entitled to by years of service. Full weeks take precedent over single days..

Perth County Ingredients (PCI) strives to maintain a positive image in the community and has adopted this policy to ensure that our staff members are aware of their responsibility to maintain a positive image as a representative of our organization. Employees and volunteers that maintain personal social media pages (e.g., Facebook, Instagram, LinkedIn, Twitter, Blogs, etc.) are expected to comply with the guidelines set out within this policy. As a reminder, staff continue to act as representatives of this organization outside of regular business hours and should conduct themselves in a manner that is appropriate. The Social Media Policy applies to all employees and volunteers at all times without exception. Employees will be held accountable for what they write or post on social media or internet pages Inflammatory comments, unprofessional remarks or disparaging remarks made about the organization, its employees, customers, vendors or competitors will result is disciplinary action, up to and including termination..

Perth County Ingredients strives to ensure that our staff members are provided with accurate and appropriate information on a regular basis that details the processes, achievements and changes that occur within an organization. In the absence of or addition to verbal communication, the Employee Communication Books and Handover Takeover (HOTO) documents are a platform for providing information to employees over multiple shifts. Employee Communication Book: Employees are required to read these documents and sign off acknowledging that the he/she has read the instructions or communication. When instructions and duties are provided in the Employee Communication Book, the employee is responsible for ensuring he/she initial that they have read the Employee Communication Record, and initial a second time once the assigned task (if any) is complete. If the task is not complete the employee should not be signing off stating it is done..

Handover-Takeover Forms (Hoto) – The purpose of this form is for all operators in each department to communicate with one another during shift rotations. Operators must sign off on the previous employees HOTO. This indicates that you have read and understand notes left form the previous shift. Any falsification of documentation will be dealt with through the Progressive Discipline Policy (CWPL-003). Mandatory Town Hall Meetings – Open communication platform, led by Team Leads, to project daily needs of each department and discuss any issues or concerns. Meeting Location: Production Television Hallway in both Divisions Edible Division 8 hour shifts Edible Division 12 hour shifts Days – 07:30 Days – 07:30 Afternoons – 15:30 Midnights – 23:30 Midnights – 23:30 Pet Food Division 8 & 10 hour shifts Pet Food 12 hour shifts Days – 08:00 Days – 08:00 Afternoons – 16:00 Midnights – 00:00 Midnights – 00:00.

Radios: An employee from each department are required to carry a portable radio on their person at all times. Exceptions include if the operator anticipates being excessively wet or if they are leaving for lunch. It the radio must be removed to prevent damage, it must be situated in an area that the operator can still hear it. Portable radios shall be worn in such a way that the microphone is situated close to the operator’s head so they can communicate effectively. Employment Opportunities : Internal employment opportunities will be posted for 1 week Staff Schedule: Any changes/updates to the posted hard copy of the four-week staff schedule will be made on the cafeteria TVs every Thursday. If the TVs are non-operational, an updated hard copy of the staff schedule will be posted every Thursday. Staffing Changes: Promotions, retirement, departmental changes Organization Change: Changes regarding how Perth County Ingredients does business or manages the flow of work within the organization. Company initiatives, goals or objectives. Policy Change: When Perth County Ingredients implements new policy or revises a previously existing policy that will affect our staff and/or organization. Health & Safety: Any changes made to a work process or where workplace hazards are identified, and control measures are put into place..

In the event that an employee of Perth County Ingredients violates company policy or exhibits problematic behaviour, a system of progressive discipline shall be utilized. The Perth County Ingredients Progressive Discipline Policy is structured to consistently apply appropriate discipline to three separate groups of offences in 6 progressive steps. Progressive Discipline can be issued on either: attendance, conduct, health and safety, or performance concerns. Depending on the nature of the offense, management reserves the right to take additional disciplinary action if they feel it is necessary. OFFENSE GROUPS Group 1 Offenses Theft of company or employee property Intentional damage to company property Intentional contamination of company products Malicious insubordination to company management employees - physical abuse, verbal threat or abuse Sexual Harassment.

Group 2 Offenses Physical altercations with other employees Failing to follow safe work procedures resulting in a lost time injury Insubordination to supervisor - refusing to follow instructions, misrepresentation of the truth Blatant disregard of company policies and procedures - repeat offense AWOL - Absent Without Leave Failing to report incidental damage to company property Failing to report a workplace injury that results in seeking medical attention & failing to notify the company within 48 hours that medical attention has been received Smoking in a prohibited area on/in company property Group 3 Offenses Failing to follow safe work procedures Falling asleep on the job Exceeding the number of allowable Emergency Leave days (8 days) & the number of allowable Personal Days (5 days) Being late for work greater than 1 occurrence per month. Late = less than 30 minutes after the start of the employee’s shift. Failing to complete job duties identified on Job Descriptions Verbal altercations with other employees Failing to scan in or out from your shift or on lunch on more than one occurrence in a month Failing to follow company policies and procedures - 1st offense Failing to report a workplace injury Failing to report a workplace injury that results in seeking medical attention (where the employee has notified the company within 48 hours that he/she has received medical attention for an unreported injury) Unauthorized cellphone use in the plant Exceeding break and lunch times.

PROGRESS DISCIPLINE STEPS – non-independent application Typically, progressive discipline will progress through the below steps, however, if the behaviour or concern is one of a severe nature, progressive discipline can be accelerated to match the violation. Memo to file For a first infraction of a Group 3 offense Verbal Warning For a second infraction of a Group 3 offense within a 3 month period Written Warning For a third infraction of a Group 3 offense occurring within 3 months following a Verbal Warning 1 Day Suspension For a forth infraction of a Group 3 offense occurring within 3 months following a Written Warning For a single Group 2 Offense within a 12 month period 3 Day Suspension For a fifth infraction of a Group 3 offense occurring within 3 months following a 1 Day Suspension For a second infraction Group 2 Offense within a 12 month period Termination For a sixth infraction of a Group 3 offense occurring within 3 months following a 3 Day Suspension For a third infraction of a Group 2 Offense occurring within 12 month period For an employee’s first infraction of a Group 1 Offense. All disciplinary action will remain active for a period of three months. If further offences occur within the active time period, the employee will progress to the next disciplinary step. If no further discipline occurs within the active time period, the employee will return to the previous disciplinary step or a clean disciplinary record..

Our Goal is to create a culture where every employee is proactive and empowered in ensuring a safe and healthy work environment for themselves and their fellow employees. Senior Management is committed to achieving compliance with all Health and safety Requirements as set out by the Ontario WSIB and Occupational Health and safety Act and Safety Regulations. Further, management is committed to supplying appropriate training, education, personal protective equipment, and any other resources necessary to perform all tasks at Perth county Ingredients in a healthy and safe manner. To ensure continuous improvement in the Safety Management system, management shall review the system and results annually..

Perth County Ingredients shall endeavour to ensure the safety of all its workers through the establishment of a Safety Management system. Specifically PCI shall: Provide direction and support shall be given to all employees to identify their roles and responsibilities in providing a healthy and safe work environment. Complete regular inspections to identify any workplace health and safety hazards requiring appropriate prompt attention to correct the unsafe conditions. Provide written work procedures identifying safety concerns and practices, including required PPE Support the Joint Health and safety committee in meeting regulatory requirements and promoting a safe work environment Management shall ensure the health and safety of all workers under their direct supervision. Supervisors shall: Know and enforce the applicable safety requirements for the tasks being performed Provide training, direction and supervision of tasks ensuring safe practices and correct use of PPE and other safety procedures. Ensure workers are aware of any potential hazards, safety risks and investigate all unsafe conditions reported to them. Ensure corrective action is undertaken immediately to correct an unsafe condition. Worker shall cooperate with the Safety Committee and Safety representative. Workers are required to: Learn and follow safe procedures. Be alert to hazards and follow the requirements of the Safety Management System. Report all uncontrolled hazards to their supervisors or Safety Representative Observe company rule: No horseplay or working while impaired is permitted Refuse unsafe work by immediately reporting the concern / condition to their supervisor..

EMERGENCY RESPONSE PLAN.

MEDICAL & FIRST AID PROCESS. Send someone to find a First Aider First Aider assumes command of the situation Clear the room of any unnecessary personnel Do not attempt to move the person unless it is a life threatening situation (do not attempt to move someone that has fallen) Locate the first aid kit and/or dial 9-1-1 if necessary Avoid discussing the patient’s condition. Limit conversation to quiet reassurance Report the incident to the Supervisor or Manager in charge.

WHAT IS A CRITICAL INJURY?. An injury of a serious nature that: 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 amputation of a leg, arm, hand or foot but not a finger or toe Consists of burns to a major portion of the body; or Causes the loss of sight in the eyes.

PROCESS. If transportation to a medical facility is required, the attending first aider will accompany the patient to the facility (first aider to determine mode of transportation) Control the area and shut down all affected equipment. Where there is a fatality or critical injury, no person shall interfere with, disturb, destroy, alter or carry away any wreckage, article, or thing at the scene of or connected with the occurrence until permission to do so has been given by an inspector.

Upon Discovering a Fire OR Upon Hearing the Fire Alarm.

Upon Discovering a Fire OR Upon Hearing the Fire Alarm.

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Thank you! Please sign off on your orientation checklist. Next, please complete the assigned training in our Alchemy Program, then the Worker Health & Safety Awareness in 4 Steps on the MOL website..