7-Eleven Distribution Canada Corp.

(SEDCC)
OCCUPATIONAL HEALTH AND SAFETY ACT
-

At 7-Eleven Canada, all management and employees observe and uphold the
Occupational Health and Safety Act (OHSA). 7-Eleven makes every effort to ensure a
safe and healthy work environment. Under our Health and Safety program, all 7-
Eleven employees adhere to the following:

1. Work safely at all times - The law requires you to work safely at all times. You
must be careful not to expose yourself or any employee to a safety hazard.
2. Report all hazards- If you see any safety hazard in your workplace, you must
report it to your employer or supervisor.
3. Joint Health and Safety Committee - If your workplace employs 20 or more
employees, you must have a Safety Committee made up of 50/50 management
and staff.
4. Safety Person-If your workplace employs more than 5 but less than 20 employees, you

must
5. Talk to your Safety Person or Committee - Your Safety Person or Committee
makes monthly safety inspections. You must make them aware of any safety
hazards you have concerns about.
6. Employer must cooperate with safety concerns - The employer must respond to
any concern brought forward by the Supervisor, employee or Safety Person
regarding safety hazards. The employee cannot be punished for bringing up
these hazards.
7. Responsibilities of Supervisors - Your supervisor must observe and uphold the
OHSA. He/she must know the hazards of the workplace and tell you about these
hazards.
8. Training and Information on Safety - Your employer is responsible for training
you to work safely. Information on safety must be on hand in the workplace,
available to all employees.
9. Information on the Law and Company Policy - A copy of the OHSA and the
posting of management policy must be available in all workplaces.
10. Unsafe work-All employees have the right to refuse work they believe is a
safety hazard to themselves or another employee. However, the hazard must first
be reported to the supervisor.

Acknowledgement & Agreement

I, T_i_n_s_a_e_ Ko_ti_s_a , acknowledge that I have read and understood the

Occupational
Health and Safety Act of SEDCC. I agree to adhere to this policy and fully
understand that if I violate the rules/procedures outlined in this Policy, I may face
disciplinary action as per the Teammate Handbook. By typing your name in the
signature line, you agree to the terms of this document.
Teammate Signature Date

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 SEDCC New Teammate Health & Safety Orientation Procedure Checklist
Facility Tour
New Teammate should be made aware of general areas by name. They should know what
department they are working in and some of the landmarks in it (ie. pick and packing
tracks). Make special to
note common aisles and how to get to and from breaks. New Teammate should also be
informed of
where to safely park and what entrance to use. Check
Fire Exits & Evacuation Procedures
New Teammate should know where all of the fire exits are, paticularly the ones in their
department.
They need to know the doors are ordinarily alarmed, but in the event of a fire or drill
they are to ignore the alarm. New Teammate must also know the fire meeting area and
about finding their home
department for roll call. Check
Fire Fighting Equipment
New Teammate needs to know where the fire extinguishers are in their area, and when to and
not to
use them. They should be told fire hoses are for fire department use only, and their
first concern is to get out of the building safely in the event of a fire.
Check
First Aid Kits
New Teammate should know where the first aid station and other first aid products are
located.This
should include eyewash stations and spill kits. The new Teammate must also be made
aware of when to use the kit and when to get a bandage from their supervisor.
Procedures regarding filling out the
first aid record book should also be addressed. Check
Flashlights
Flashlights have been distributed throughout the warehouse in case of a power outage. The
New
Teammate needs to know where the nearest ones are, and how we help each other to exits
when
the power goes out. Check
Washrooms
New Teammate should be made aware of all of the washrooms they have access to (including
lunchroom). Cover hand washing policy after washroom use as well.
Check
Forklift Safety
Having a New Teammate understand the dynamics of our system will ease any intimidation.
Cover right of way, making sure a driver knows you are in the viscinity, not passing under
loads and using caution in intersections. Reporting non-compliance of regulation, like
backward cab operation of
forklifts or excessive speed is also mandatory. Check
Introductions to First aid Staff
During an emergency, a New Teammate will need to know the names and faces of first aid
trained
staff. Introduce them to the ones in their department, then adjacent departments.
Check
Introductions to Safety Committee Members
Introductions to Safety Committee Members will help if they have any questions or concerns
regarding safety. Briefly discuss meeting frequency, how to get concerns evaluated and how
solutions to concerns occur. A visit to the H&S board is helpful too. Check
 Revised
This orientation was completed by: T _ i _ n_ s _ a _ e K _ o _ t _ i s _ a Jan 2 2025

New Teammate Signature Date

 7-Eleven Distribution Canada Corp. (SEDCC)
Health & Safety Policy Statement
SEDCC is committed to ensuring the safety of its Teammates and of anyone that
accesses SEDCC workplaces by reducing, with a goal of eliminating physical and
psychological injuries. All levels of communication including the President, the Directors,
General Managers, Department Managers, Supervisors, Teammates and Contractors
have a role to play in safety and are jointly responsible for helping establish a safe and
healthy workplace. All levels of the SEDCC team must be diligent and dedicated to the
continuing objective of reducing all potential risk of injury. All team members must
comply with SEDCC health and safety policies, procedures, guidelines, and other
initiatives.

Safety in the workplace is a task that requires a team focus and a team effort. Each
member of that team is aware of their responsibilities as outlined in their job description
and understands that disciplinary action may follow if they fail to fulfill their duty as it
pertains to safety. We cannot afford to become complacent when faced with the possible
injury of one of our teammates. All equipment is to be kept in safe working order, and all
teammates must work in accordance with SEDCC health and safety policies, procedures,
guidelines, and other initiatives designed to protect them. Teammates must receive
adequate training in their specific jobs to protect their health and safety and always
exercise proper attention to their surroundings. Each person employed or contracted by
SEDCC should exercise the utmost care and caution when fulfilling their duties.

It is in the best interest of all parties to keep health and safety top of mind in completing
every aspect of every task. Accidents can not only be hazardous to you, but to fellow
Teammates, Customers, Visitors and Contractors, and affect friends and family. Our
commitment to health and safety forms an integral part of our organization, and our
desire to excel in all aspects of this business will include health and safety.

We must all work together to make SEDCC a safe and healthy place to work.

T_i_n_sa_e
K_o_t_is_a
Print Teammate Name Teammate Signature Date

S_u_z_i_e_Mlo_t_s Apr 14,2025

h_wa
Print Senior Manager Senior Manager Signature Date
Name

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 7-Eleven Distribution Canada Corp. (SEDCC)
General Safety Rules
SEDCC is committed to ensuring the safety of its Teammates. Managers, Supervisors and
Teammates are jointly responsible for helping establish a safe, healthy workplace. Safety
requires a team effort. Most accidents are caused by lack of proper attention, thought or
concentration. Accidents can be not only hazardous to you, but also to fellow teammates
and customers. Please exercise care and caution when fulfilling your duties. All team
members must comply with SEDCC health and safety policies, procedures, guidelines,
and other initiatives, which are designed to ensure compliance with health and safety
regulations (“Safety Regulations”).

As an SEDCC worker, I understand that I must abide the following General Safety Rules
and that I have the following rights and responsibilities in respect of workplace safety:

1. Follow instructions; do not take chances. If you do not know the procedure
regarding a specific issue, you must stop and ask for assistance. Never undertake
a task for which you have no training or knowledge.

2. Report immediately to a supervisor or manager any conditions or practices you

think may cause injury to teammates or damage to equipment. You are required to
report any workplace hazard, violation of safety procedure and missing or
defective equipment that may be dangerous to a supervisor or manager right
away.

3. Aisles, electrical panels and workstations must be kept clear of storage material
and debris like strapping loops and empty boxes. These items are to be placed in
refuse containers by the first person encountering them. Put everything you use in
its proper place. Disorder causes injury and wastes time, energy and materials.
Keep work areas clean and orderly.

4. Exits (including emergency exits) must be kept clear at all times. All exits must
have 36 inches of unfettered access all of the time. Mobile powered equipment
must never be parked in front of any exits.

5. Only authorized individuals are allowed to use power tools and operate power
equipment. Passengers shall not be permitted to ride on forklifts, powerjacks or
handjacks. Unauthorized use of equipment is prohibited and may result in
disciplinary action. Do not use or operate any equipment to work in a way that may
endanger any worker. Do not remove or render ineffective, any protective device
required by the employer or by the regulations. Do not engage in reverse cab
operation. Walking, riding or crawling under or over conveyor equipment is strictly
prohibited. In the case of spills on or under the conveyor, please contact area
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 supervisor or manager.

6. When lifting heavy objects please get as close to the object as possible. Crouch
down and get a good grip then keep your back straight as you pull the object
toward you and stand up. Lift with your legs not with your back.

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 7. Climbing storage racks is strictly prohibited. Safety ladders must be used to
retrieve product that is beyond a safe reaching distance. Individuals using ladders
must face steps when climbing up and down. Extended reaches must not be made
from ladders; contact a forklift driver for assistance. Defective ladders and other
similar equipment must be reported immediately to a supervisor or manager.

8. Teammates are required to work in an acceptable, professional manner and to not

engage in pranks, contests or unnecessary running or rough or boisterous conduct.
Teammates should also avoid distracting others. Notify supervisors if fellow
teammates are endangering themselves or others.

9. Regardless of the nature or severity, all injuries incurred while on the job must be
reported immediately to your supervisor or department head. If you fail to report
an injury during the shift in which the injury occurred, you will be subject to
disciplinary action, or possibly dismissal. Your supervisor will direct you to your first
aid unit and an injury journal which is mandatory to fill out.

10. All teammates are required to be a part of the process of identifying and
resolving workplace health and safety issues and concerns. Report all hazards to
the nearest supervisor or manager and guard the hazard until it can be eliminated.

11. Use the right tools and equipment for the job. Use them in a safe and
responsible manner. Adjust, alter and repair equipment only when authorized.

12. Wear approved personal protective equipment as directed and required by your
employer. Keep equipment in good condition and return it to its proper location
when finished.

13. Spills, breakage and damaged product must be guarded with cones or another
teammate to prevent incidents and cleaned up immediately. Damaged goods
should be segregated from saleable inventories. Mops and buckets should be
returned to storage areas clean and rinsed.

14. Inventory storage is to be kept orderly; leaning or otherwise deemed hazardous

stacking is to be re-stacked immediately. Always stack the heaviest product on the
bottom to the lightest at the top in any stack – you are responsible for placing it in
the rack safely.

15. Handrails must be used when ascending or descending stairs.

16. Obey all rules, signs and instructions.

17. All flammable materials must be stored in the appropriate containers and
placed in designated areas.

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 18. Pallets must be of sturdy construction and maintained in good repair. Broken or
weakened pallets that are not the standard in the workplace are to be discarded.
The maximum height for skids stored on the floor or in racks is limited to 18 skids,
as this is the maximum height that can fit within a truck. Additionally, the height of
skids placed in departments for OA purposes should

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 not exceed 12 skids. These stacks must be put in defined areas when not in use. Do
not drop or throw pallets. Set them down in a safe and responsible manner.

19. Pallet loads of product must be stacked with alternating tier patterns for each
level or carton product. The loading of pallets must be uniform with the same
stacking pattern used for all of the same product. The top pallet of any stack in the
racking must be secured with wrap or a ring of tape to keep it from falling and
injuring someone.

20. Stacking height of pallet loads cannot exceed the top of the mast of the lift,
when the load sits on the load wheels. In the case of two or more pallets in a stack
the lower pallets should be heavier than the upper to prevent crushing of the
lower. This could cause the load to deflect and possibly topple. Report any height
or weight infractions to a supervisor or manager.

21. Storage racks are to be kept in good repair and are inspected monthly. Bent or
damaged parts of a storage rack are to be reported to a supervisor. Weight
capacities of storage rack must never be exceeded. Safety clips must be used to
secure beams. If in doubt contact a supervisor or manager.

22. When moving product with a pallet jack, power jack or forklift please observe
the following procedures. Heavy objects are to be placed at the bottom to keep the
center of gravity low. Loads are to be securely stacked to prevent objects from
slipping or falling off. Keep a clear vision in the direction of travel and do not walk
or drive facing backwards. Avoid loads and situations that cause excessive strain
on the equipment. Report any malfunction in equipment to your supervisor. Do not
ride manual pallet jacks. Do not engage in reverse cab operation of forklifts.

23. Smartphones and other similar electronic equipment are not allowed in the
workplace except by management or with the permission of management. When
using cellphones in the warehouse to email, text or call stand to one side out of the
way and do not move – walking through the warehouse during these tasks is
extremely dangerous and subject to reprimand up to and including dismissal.

24. Truck and trailer wheels shall be securely locked and chock blocks installed
before loading or unloading operations begin.

25. Carrier doors must first be opened slightly to check for objects that may fall out.

26. Floors and sides of truck or trailers should be clear of debris and checked for
insecure loading conditions before starting loading or unloading operations.

27. Never stand behind a truck or trailer in the yard – stand to the side and
communicate with the driver. When checking lights/tires etc. or sealing or
removing the seal of a truck/trailer – ensure the operator is visible outside the cab
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 of the vehicle and the brake is set before walking behind it.

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 28. Dock levelers are to only be used by trained and authorized personnel.

29. Refrain from extending the entire blade when using box cutters as the blade
may break causing injury. Only use the length necessary. Always remember to cut
away from your body and limbs.

30. Do not stand near forklifts during lifting or lowering procedures. 10 feet is an
acceptable distance to stand from equipment. Operators must always be made
aware of pedestrians in the immediate area. Likewise, do not enter archways when
an operator is retrieving stock from the opposite side of archway.

31. Smoking or Vaping on company property (including in company vehicles) with

the exception of areas designated for such activities is strictly prohibited as per
municipal bylaws and all Safety Regulations.

I have read and understand the above General Safety Rules and understand that a failure
on my part to abide by them may result in disciplinary action including termination of
employment.

T_in_s_a_e K_o_ti_s_a
Print Teammate Name Teammate Signature Date

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 7- Eleven Distribution Canada Corp. (SEDCC)
Rules of Conduct
Each and every Teammate of SEDCC MUST adhere to the following Rules of Conduct:

Theft ALL VIOLATORS WILL BE PROSECUTED

Vandalism No Graffiti (written or otherwise) in
washrooms or on SEDCC property.
Profanity Not to be used anywhere in the workplace.
Security All Warehouse Exits are alarmed-entering and
exiting Building requires an authorized
Cardholder.
Cell phones, Earphones/Headphones,
and other electronics, purses, bags,
backpacks and lunch containers Are NOT allowed in the warehouse area.

Smoking Is not permitted in the office or warehouse.

Due to Provincial & Municipal Bylaws
smokers must be 5 meters from any exit
while smoking.

Food/Drink Is NOT permitted in the warehouse area. Only

water bottles permitted.

Conveyors No walking or crawling on or under is allowed

on any Conveyor in the warehouse area.

Power Equipment Unauthorized use of power equipment (including

Riding jacks) is prohibited and will result in disciplinary
action
Acceptance:

I have read, understood and will adhere to the above SEDCC Rules of Conduct. I
understand that failure to comply with these Rules could result in disciplinary action
up to and including termination of employment.

T_in_s_a_e K_o_t_is_a
Print Teammate Name Teammate Signature Date
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 7-Eleven Distribution Canada Corp. (SEDCC)
Evacuation Procedure

If ordered to evacuate the workplace, all teammates should follow the procedure set out
below:

1. All teammates are to immediately leave the building by the closest exit.
(DO NOT STOP TO COLLECT PERSONAL BELONGINGS)

2. All teammates are to meet at the designated meeting place for their facility.
Teammates are to meet by the Department for Supervisor’s Roll Call. Teammates
will report to their home department, not a department they have been transferred
to temporarily.

3. DO NOT move your vehicle. Emergency vehicles will be trying to get their vehicles
through.

4. Supervisors are responsible for accounting for all the teammates in their
department and providing this accounting to the Warehouse Contact Person.
Supervisors must keep an updated teammate list on them to complete an accurate
roll call. Supervisors should add Temporary Teammates (i.e., teammates working
from different shifts that day and teammates from Temporary Agencies.)

T_in_s_a_e
K_ o_ t_i s_ a
Print Teammate Name Teammate Signature Date

Page 1 of 1
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 7-Eleven Canada Corp. (SEDCC)
Refusal of Unsafe Work Policy - Canada
Previously Issued: New Policy Date Issued (or Revised): January 2, 2025

Functional Area: Canadian

Document No: SEDCC6 Right to Refuse Unsafe Work
Operations - Employment
Policy

1. PURPOSE

1.1 To establish a policy that outlines a worker’s right to refuse unsafe work at
SEDCC in accordance with applicable occupational health and safety legislation.

2. APPLIES TO

2.1 All of SEDCC workers.

3. POLICY OVERVIEW

3.1 To provide guidelines to all SEDCC workers of their right to refuse unsafe work.

3.2 To reduce the risk of unsafe work to SEDCC workers by investigating any
unsafe work conditions identified by a worker and taking the necessary actions, as
needed.

4. POLICY

4.1 Every SEDCC worker has the right to refuse unsafe work that they reasonably
believe is dangerous to themselves or others, while SEDCC is responsible for
investigating reports of unsafe work to ensure that the necessary corrective
actions are taken without delay.

4.2 SEDCC will not take a prohibited action against a worker as a result of their refusal
of unsafe work. In other words, a worker will not be disciplined for following the
steps set out in this policy.

5. PROCEDURES

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5.1 None.

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6. DEFINITIONS

6.1 “Prohibited Action” includes any act or omission by SEDCC that negatively affects a
worker with respect to any term or condition of employment. Examples of
prohibited action include coercion or intimidation, suspension, demotion, a change
in working hours, or dismissal.

6.2 “Undue hazard” includes a thing or condition that may expose a person to an
unwarranted, inappropriate, excessive, or disproportionate risk of injury or
occupational disease.

7. EXCEPTIONS

7.1 None.

8. RELATED POLICIES

8.1 None.

9. FORMS

9.1 None.

10. REVISION HISTORY

Version Date Owner Reviewer(s) Revision Reason

1.0 Jan 2, 2025 Canada Operations Legal and Compliance New Policy

T_i_n_s_a_e_K_o_t_is_a

Print Teammate Name Teammate Signature Date

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 7- Eleven Distribution Canada Corp. (SEDCC)
Emergency Response Planning Policy
It is imperative that SEDCC have an emergency response plan that encompasses any
eventuality including but not be limited to Injury, Fire, Motor Vehicle Accident, Bomb
threat, Power out, Chemical spill, Explosion etc. Contingencies must be put in place to
protect all individuals regardless of the nature of the emergency, and the plan must
be simple enough that it can be followed during the most dire and traumatic of
circumstance. The SEDCC Emergency Response Planning Policy is a combination of
education, communication, cooperation and the enforcement of shared responsibility
with the sole purpose of protecting all individuals involved in the emergency.

1. Education: Information about Emergency Response will be posted throughout

SEDCC workplaces. Procedures, maps, emergency numbers, contact persons and
warning signs are distributed with an area or event specific function. In addition,
each teammate has access to all written policy. They are asked to read and sign
that they understand each and every one that applies to them (all emergency
policy applies to all teammates). SEDCC also recognizes the huge scope of safety
information a teammate must know and therefore conducts weekly meetings for
the express purpose of ensuring the staff are prepared for emergencies. Tests are
also conducted on a scheduled basis to measure the safety aptitude of all
teammates. It is the teammate’s safety record combined with test results and
participation in meetings that determines what safety rating is placed on their
permanent record during their developmental assessments. These are already
done faithfully at predetermined intervals.

2. Communication: Clear communication in a set communication structure is critical to

an effective Emergency Response. Warehouse Contact Person (or alternate) is
required to meet the fire department should a fire or alarm occur at an SEDCC
facility. A manager should consult emergency services should they be called to an
SEDCC facility for any reason. The supervisor group is responsible for roll call in the
event of a fire or alarm and will assist managers (if required) in the event of
another emergency (guiding an ambulance to the correct door etc.). The only
requirement for all other staff is to leave the building and report to their supervisor
in the event of a fire (alarm) or follow supervisor/manager direction in the event of
any other emergency. Each manager has access to employee emergency
information and will call next of kin should that be required. The appropriate
occupational health and safety regulatory body will also be called by the
manager(s) should the emergency meet the requirement to do so.

3. Cooperation: SEDCC has a reputation for cooperation. Its motto “only as a team”
must apply to any response to any emergency as well. It is only through the
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 combined effort of all those involved will we lessen the impact of an emergency.
Each person will have to know their place and what responsibilities have been
entrusted to them. Each will act accordingly, following procedure and policy, and
each will know who to report to. There must be a bilateral trust upon which each
member of the organization can rely on others to help them in a time of need and
agree to put that same effort into helping others during an emergency.

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 4. Enforcement: Enforcement of policy and procedure is the backbone of the program.
It will ensure that the proposed communication and education of staff is actually
taking place. Every member of the organization will have some accountability.
Each procedure has a sign off sheet indicating staff know and understand the
procedure. They are in a small degree accountable for that information and its
application. As noted earlier they will be reminded at weekly meetings and tested
on those procedures and rated on that knowledge. That rating is incorporated into
an overall review of a person’s performance and would carry the same importance
as the other categories. Each of the managers and supervisors is responsible for
their own procedural sign- off sheets, making sure the weekly meetings are held
(initials required), making sure policy is followed and rating staff. Each level of
communication would be responsible for ensuring their charges are following
procedure and rating them accordingly as is the current method with Productivity
and Quality.

I have read and understand SEDCC has an Emergency Response Planning Policy, and I
know the importance of knowing what to do in an emergency. I realize the necessity
of safety policy and the benefits of all involved following them. I understand the effort
SEDCC has put forth to ensure the safety of everyone who enters the building, and I
agree to abide by established policy and use my best efforts to follow the safe course
during the progress of my work or during an emergency.

T_i_n_s_a_e K_o_t_is_a
Print Teammate Name Teammate Signature Date

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 7-Eleven Distribution Canada Corp. (SEDCC)
Workplace Violence Prevention Policy
SEDCC Management is committed to the prevention of workplace violence and is
responsible for teammate health and safety. We will take whatever steps are reasonably
necessary to protect our teammates from workplace violence from all sources. These
sources include, but are not limited to violence from other teammates, supervisors,
managers, visitors, contractors or external sources.

“Workplace violence” means (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, or (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.

SEDCC has a strict Zero-Tolerance policy regarding workplace violence and the physical
threat of violence and is committed to eliminating it or, if not reasonably practicable,
controlling it. These issues can have serious consequences if left unchecked, and SEDCC
has implemented programs to combat workplace violence. We can all help put a stop to
this issue by reporting workplace violence when it occurs. All teammates are expected to
uphold and abide by this policy and to work together to prevent workplace violence.

The measures of the workplace violence prevention program are outlined in this policy,
which include procedures to protect teammates from workplace violence, a means of
summoning immediate assistance and a process for teammates to report incidents or
raise concerns.

Risk Assessments for workplace violence: Risk assessments are performed annually to
determine the risk of workplace violence that may arise from the nature of the
workplace, type of work or conditions of work. The results of the assessment are used to
adjust (if necessary) already documented risks to the teammate and the corresponding
numeric values of each position’s Job Hazard Assessment and Control Form. This will
further prompt changes to control measures (if necessary) in an effort to improve the
safety of all teammates.

SEDCC will report the results of such risk assessments to the Health and Safety Committee.

Controls to reduce the risk of workplace violence: SEDCC has implemented controls to
reduce the chances of workplace violence occurring. Each branch is a secure site
requiring a cardkey to enter the building, reducing the chance of violence from an
external source. The environment has been engineered to be well lit, on camera and
emergency exits are always clear as per company policy. Managers’ offices are
considered “safe locations” in emergency situations and protocols are in place to inform
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managers by email of potentially violent persons or situations so they can share such
information with their respective team(s). All teammates are required to read,
understand and sign off on the Workplace Violence Policy, and agree to put forward their
best efforts in preventing workplace violence from occurring.

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Methods of summoning immediate assistance: SEDCC provides cellular phones to those
working in a degree of seclusion. Phones are available in offices and in the warehouse for
emergency use as well. Each phone has a list of extensions where numerous managers
and supervisors are located, and instructions on how to summon emergency assistance
have been placed on every phone with the company address provided.

Reporting workplace violence: All incidents of workplace violence should be reported

immediately. This includes but is not limited to threats, intimidation and actual violence.
Teammates should report incidents to the nearest supervisor or manager as soon as
possible following the incident. In the alternative, People Services are always willing to
assist Teammates unwilling or unable to speak with their supervisor or manager or the
anonymous third-party confidential contact system called Your Concern Line and can be
reached online at www.yourconcernline.com All contact is completely confidential.

How the employer will investigate and respond to incidents: All incidents of workplace
violence will be investigated immediately by the Vice President or his designate.
Investigations will include interviews with all involved parties as well as witnesses. All
teammates, supervisors, managers and safety representatives will be required to comply
with all requests made by the investigator. A report will be generated within a
reasonable timeframe outlining the incident, responsible parties and corrective actions.
This report will be forwarded to the Vice President.

Teammates responsible for workplace violence will be disciplined by SEDCC. Such

discipline may include counseling, re-deployment, reduction of job status, suspension,
and/or dismissal. Personnel files will also reflect any incidents of workplace violence. In
addition to any repercussions instituted by SEDCC, teammates responsible for workplace
violence may also be criminally charged.

SEDCC, as the employer, will ensure the policy and program are implemented and
maintained and that all teammates, supervisors and managers have the appropriate
information and instruction to protect them from workplace violence.

Supervisors and Managers will adhere to this policy, program and supporting procedures
as they are responsible for ensuring they are followed by Teammates and that
Teammates have the information they need in order to protect themselves.

All teammates must work in compliance with this policy and program. Teammates are
encouraged to raise any concerns about workplace violence and to report all incidents.

Management pledges to investigate and address all incidents and complaints of

workplace violence in a fair and timely manner, respecting the privacy of all concerned
as much as possible. SEDCC will not disclose the circumstances related to an incident of
violence or the names of the complainant, the person alleged to have committed the
violence or any witnesses except where necessary to investigate the incident, take
corrective action or to inform the parties involved in the incident of the results of the
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investigation or where necessary to inform other Teammates of a specific or general
threat of violence or potential violence. SEDCC will disclose only the minimum amount of
personal information necessary for this purpose.

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This policy should be consulted whenever there are concerns over violence in the
workplace.

Nothing in this policy prevents or discourages any teammate from filing an application or
formal complaint with any government agency, including provincial human rights
tribunals, occupational health and safety authorities, or provincial or municipal law
enforcement authorities. Teammates retain the right to exercise any other legal options
that may be available. Teammates reporting injuries or adverse symptoms
(Physical/Psychological/Social Well Being) sustained as a result of Workplace Violence or
Harassment are advised to seek a health practitioner of their choice for treatment –
SEDCC will accommodate this as required by law.

This policy will be reviewed annually and may be amended following the review, with
assistance from the Health and Safety Committee. The policy may also be reviewed and
amended after an incident or after a recommendation by the Health and Safety
Committee.

I have read and understand the Workplace Violence Policy. I agree to abide by the Policy
and understand that failure to do so could result in disciplinary action including
termination of employment.

T_i_n_s_a_e K_o_t_is_a
Print Teammate Name Teammate Signature Date

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 7-Eleven Distribution Canada Corp. (SEDCC)
Preventing Bullying and Harassment, Discrimination, and
Harassment on the Basis of a Prohibited Ground in Canada
Previously Issued: New Policy Date Revised: January 2, 2025
Functional Area: Canadian Operations - Document No: SEDCC9-Workplace Bullying,
Employment Harassment, and Discrimincation
Prevention
Policy

1. PURPOSE

1.1 In order to address SEDCC’s responsibilities under applicable provincial human

rights and occupational health and safety legislation 1, this policy is aimed at
preventing bullying and harassment, discrimination, and other forms of
harassment.

2. APPLIES TO

2.1 This policy extends to all work-related activities of all employees of SEDCC,
including full- time, part-time, temporary, and contract employees, including (i)
work- related activities that take place away from SEDCC’s physical workplace,
and (ii) electronic and other forms of communications between or among
employees of SEDCC that have a nexus to SEDCC’s workplace.

For greater certainty, this policy applies to Bullying and Harassment and/or
Harassment on the Basis of a Protected Ground by a SEDCC employee or by a
third party, such as a customer, client or contractor.

3. POLICY OVERVIEW

3.1 SEDCC has zero tolerance for any form of Bullying and Harassment,
Discrimination, or Harassment on the Basis of a Prohibited Ground.

4. POLICY
4.1 Every SEDCC employee is entitled to work in an environment that is free of
Bullying and Harassment, Discrimination, or Harassment on the Basis of a
Prohibited Ground. SEDCC will ensure, as far as is reasonably practicable, that
no worker is subjected to Bullying and Harassment, Discrimination, or
Harassment on the Basis of a Prohibited Ground in the workplace.

1
This legislation includes: in BC, the Human Rights Code, RSBC 1996 c 210 and the Workers Compensation Act, RSBC 2019, c 1;
in Alberta, the Alberta Human Rights Act, RSA 2000 c A-25.5 and the Occupational
Health and Safety Act, SA 2020 c O 2.2; in Saskatchewan, The Saskatchewan Human Rights Code, 2018, SS
2018, c S-24.2 and The Saskatchewan Employment Act, SS 2013 c S-15.1; in Manitoba, The Human Rights Code, CCSM c H175
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and The Workplace Safety and Health Act, CCSM c W210; and in Ontario, the Human Rights Code, RSO 1990 c H 19 and the
Occupational Health and Safety Act, RSO 1990 c O.1, as amended, and any regulations thereunder.

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4.2 All SEDCC employees are required to:

(a) refrain from engaging in Bullying and Harassment, Discrimination, or

Harassment on the Basis of a Prohibited Ground;

(b) report all instances of Bullying and Harassment, Discrimination, or

Harassment on the Basis of a Prohibited Ground, whether they are the
target of or witness to such an incident;

(c) refrain from making false, vexatious, or unsubstantiated allegations about

Bullying and Harassment, Discrimination, or Harassment on the Basis of a
Prohibited Ground; and

(d) comply with SEDCC’s policy and procedures listed in this document.

4.3 Employees who intentionally make false, vexatious, or unsubstantiated

allegations of Bullying and Harassment, Discrimination, or Harassment on the
Basis of a Prohibited Ground may be subject to the termination of their
employment and may be held financially responsible for the costs of
investigation.

4.4 Nothing in this policy replaces any other legal rights a SEDCC employee may
have, including:

(a) an employee’s right to file a complaint with the applicable human rights
tribunal or commission in their province of employment, pursuant to
applicable human rights legislation; and

(b) an employee’s right to request the assistance of applicable occupational

health and safety and/or employment standards bodies pursuant to
applicable legislation.

4.5 This policy will be reviewed as often as is necessary and no less than annually.

5. PROCEDURES
Complaint Process

5.1 SEDCC encourages its employees to informally address any conduct that
they consider to be inappropriate or unwelcome by informing the person
involved of their concern and asking them to stop.

5.2 If an employee believes they have been subjected to or have witnessed Bullying
and Harassment, Discrimination, or Harassment on the Basis of a Prohibited
Ground, the employee must report this behaviour to their manager, Human
Resources, or the anonymous third-party confidential contact system called
Your Concern Line and can be reached online at www.yourconcernline.com All
contact is completely confidential.

5.3 To permit effective investigation, employees should bring their concerns

forward promptly after an alleged incident occurs.
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5.4 A complaint should include the names of those involved, details of the alleged
incident(s), including dates, times, and places, the names of any witnesses who
may have further information about the alleged incident(s), and details of the
employee’s response to the alleged incident(s).

5.5 SEDCC will acknowledge receipt of a complaint and meet with the complainant
promptly thereafter.

5.6 SEDCC will try to address complaints in a timely manner.

Confidentiality

5.7 Steps will be taken to protect the confidentiality of a complaint to the extent
possible. SEDCC will not disclose information obtained about an incident or a
complaint, including identifying information about those involved, except where
disclosure is necessary to investigate the complaint, take corrective action, or as
otherwise required by law. In particular, the respondent and potential witnesses
will be given enough information as is necessary to respond to or comment on
the complaint.

5.8 The complainant will keep confidential the complaint and the investigation
process, except as may be necessary to facilitate the investigation process.
Investigation

5.9 SEDCC will investigate complaints received. The nature and scope of an
investigation will be determined by SEDCC.

5.10 If warranted, SEDCC may conduct an investigation, whether or not a complaint is

initiated.

5.11 Any investigation undertaken by SEDCC will be a fair investigation focused on finding
facts.

5.12 While SEDCC will tailor the nature of the investigative process to the particular
circumstances of the complaint, an investigation may include:

(a) gathering and reviewing relevant documents, video footage, telephone

records, voice mail, text messages, and any other electronic record;

(b) interviewing the complainant and the respondent(s); and

(c) interviewing any witness(es) to the alleged incident(s).

Conclusion of Investigation

5.13 At the conclusion of an investigation, the complainant and the respondent will
be informed by SEDCC as to any finding made and any corrective action that
has been, or will be, taken. The outcome may be disclosed to other parties,
such as witnesses, if deemed appropriate by SEDCC and if authorized or
required by applicable law.

5.14 If SEDCC concludes that Bullying and Harassment, Discrimination, or

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 Harassment on the Basis of a Prohibited Ground has occurred, the party who
engaged in Bullying and Harassment, Discrimination, or Harassment on the
Basis of a Prohibited Ground will be subject to corrective action and may be
dismissed.

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 6. DEFINITIONS

6.1 Bullying and Harassment: Means any inappropriate or vexatious conduct or

comment by a person towards an employee that: i) the person knew or
reasonably ought to have known would be unwelcome or cause the employee
to be humiliated, offended or intimidated; ii) creates a risk to the health of that
employee; or, iii) adversely affects that employee’s psychological or physical
well-being.

Bullying and Harassment does not include any reasonable action taken by a
manager or supervisor relating to the management and direction of an
employee or the place of employment.

6.2 Discrimination: Means making a distinction that is based on certain personal

characteristics of an individual or group which has the effect of imposing
burdens, obligations, or disadvantages on such individual or group not
imposed upon others, or which withholds or limits access to opportunities,
benefits, and advantages available to others; but excludes a bona fide
occupational requirement and other exceptions under applicable human rights
legislation. The personal characteristics are those set out in applicable
provincial human rights legislation 2 and include (depending on the province):
race, colour, ancestry, place of origin, citizenship, creed, place of origin,
political belief, religion, marital or family status, age, physical or mental
disability, physical size or weight, source of income, sex, sexual orientation,
gender identity or expression, or a criminal or summary conviction offence
that is unrelated to employment (collectively, the “Prohibited Grounds”).

6.3 Employee: The reference to “employee” in the sections of this policy that
address bullying and harassment includes a “worker” of SEDCC.

6.4 Harassment on the Basis of a Prohibited Ground: Means unwelcome conduct

based on a Prohibited Ground that detrimentally affects the work environment
or leads to adverse job-related consequences for the recipient of the
harassment. It is important to note that harassment on the Basis of a
Protected Ground includes Sexual Harassment.
6.5 Sexual Harassment: Means (a) engaging in a course of vexatious comment or
conduct against a worker because of sex, sexual orientation, gender identity
or gender expression, where the course of comment or conduct is known or
ought reasonably to be known to be unwelcome, (b) making a sexual
solicitation or advance where the person making the solicitation or advance is
in a position to confer, grant, or deny a benefit or advancement to the worker
and the person knows or ought reasonably to know that the solicitation or
advance is unwelcome, or (c) any unwelcome conduct of a sexual nature that
detrimentally affects the work environment or leads to adverse job-related
consequences for the victim of the harassment.

7. EXCEPTIONS

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 7.1 None.

2
See footnote 1 above for a list of applicable provincial human rights legislation.

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 8. RELATED POLICIES

8.1 ASEDCC4 Rules of Conduct Policy

9. FORMS

9.1 None.

10. REVISION HISTORY

Version Date Owner Reviewer(s) Revision Reason

1.0 January 2, 2025 Human Resources Legal and Compliance New Policy

T_i_n_s_a_e K_o_ti_s_a
Print Teammate Name Teammate Signature Date

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 7-Eleven Distribution Canada Corp. (SEDCC)
First Aid Policy

SEDCC is committed to the protection of teammates and all others with access to SEDCC
workplaces. In the event an individual is injured, regardless of circumstance or severity,
they are provided with the best care possible. This First Aid Policy helps guide SEDCC’s
approach to first aid at its facilities.

1. SEDCC will ensure that at all times its facilities have the requisite first aid supplies,
equipment, and attendants as required by provincial Occupational Health and Safety
laws in the jurisdictions where SEDCC facilities are located.

2. SEDCC workplace Health and Safety Committees will help ensure that their respective
facility has the correct number and type of first aid attendants. Further, Health and
Safety Committees will conduct documented monthly audits of first aid kits and where
necessary, replenished supplies.

3. All persons with first aid training, as well as the shift they work on and the
departments they work in, are posted in several locations around their respective
SEDCC facility to facilitate getting first aid assistance.

4. Injured or ill teammates requiring transportation to a medical treatment facility should

have the option of being transported by ambulance or taxi. Personal vehicles are to
be used if approved by the victim. The teammate is responsible for the costs of the
transportation when the illness or injury is not work- related. If it is work- related,
SEDCC will pay for the cost of transportation.

5. All injuries regardless of severity must be communicated to a supervisor or manager

and recorded in a first aid treatment book.

I have read SEDCC’s First Aid Policy and understand the information therein.

Tin_s_a_e K_o_t_is_a
Print Teammate Name Teammate Signature Date

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 7-Eleven Distribution Canada Corp. (SEDCC)
Fire-fighting Equipment Guidelines
In the case of a fire at the workplace, only workers formally trained to fight fires should do
so. Fires present a serious risk to workers and as such, SEDCC does not require, and in fact
discourages, any teammate, contractor, visitor or temporary service person from risking
their life for place or property. Materials that are smoldering or very small, controlled fires
can be controlled or eliminated with extinguishers found in various locations around the
warehouse.

The following are SEDCC’s guidelines for firefighting equipment at its facilities:

1. When applicable, hoses are checked annually by an outside agency that specializes
in certifying fire alarms and firefighting equipment. Do not attempt to use these
hoses, as they are for fire department use only. If you feel a hose is necessary, the
fire is too big, and you need to leave.
2. Extinguishers are placed strategically around the warehouse. They are checked for
pressure annually by an inspector. Where applicable, fire pull stations are placed
throughout the warehouse. Teammates will need to know the appropriate time to
activate these devices. All teammates will be required to know the locations of all
hoses, extinguishers, pull switches and emergency exits. They will be appraised for
their location and periodically tested throughout the year. A map of the warehouse
(including the location of these items) will be placed in each department.
Individuals must always be aware of their surroundings, especially in the case of
fire.
3. Teammates are only permitted to attempt firefighting on fires that are controllable
and present no real significant risk or threat. Do not endanger yourself or others
while trying to fight a fire. Do it only if you can do it safely as fire is as unpredictable
and destructive as smoke is silent and deadly. If you decide you can handle the
situation, have another person with you and an escape plan ready. Both fire and
smoke are proven killers, so evaluate the risks carefully.

I have read and understood the SEDCC Firefighting Equipment Guidelines. I agree to
abide by the guidance and procedures herein and to exhibit good judgement in the
event of a fire. I understand that failure to comply with these guidelines could result in
disciplinary action against me up to and including termination of employment.

T_ins_a_e_Ko_ti_s_a
Print Teammate Name Teammate Signature Date
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 7-Eleven Distribution Canada Corp. (SEDCC)
Emergency Procedures for a Power Failure
A power failure is a significant event at SEDCC. Safety, security and productivity are
each affected by it. Please adhere to the Emergency Procedures for a Power Failure.

Do not move. Emergency lights will come on immediately, but to ensure your safety
someone with a flashlight will calmly escort you to the lunchroom or office depending on
the natural lighting situation. If you are near one of the assigned flashlight locations
when the power goes out, please get a flashlight and help escort others to one of these
locations.

Forklift drivers and other power equipment users are to stop immediately. If they have a
load in the air they are to wait on their lift until they have sufficient light to safely lower
that load. They should also verbally warn those near of the situation. Under no
circumstances should anyone pass under a load in the air.

Some overhead doors may be opened for extra light depending on the weather.

Teammates may be asked to stay near these open doors to prevent unauthorized access
or exit to the building. Please remain in the building and in sight of the door if asked to
perform this task.

All contractors, visitors and drivers not directly under the employment of SEDCC will be
asked to leave the premises until the power has been restored. They will be escorted to
an exit.

Managers are asked to stay on the floor. They will be required to reset doors and alarms.
They will assist in WORCS shutdown and provide additional security during the power
failure.

I have read and understand SEDCC’s Emergency Procedures for a power failure. I agree
to abide by them and understand that failure to do so could result in disciplinary action
up to and including termination of employment.

Tin_s_a_e K_o_t_is_a
Print Teammate Name Teammate Signature Date
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 7-Eleven Distribution Canada Corp. (SEDCC)
Modified Duties Program Policy
SEDCC is committed to the health and safety of each teammate, contractor, visitor or
temporary service person. To reduce the impact that an illness or injury has on our
teammates, we have implemented a modified duties program. SEDCC is committed to
accommodating our teammates so that they can return to suitable work. Medium, light
and sedentary levels of work are available in our warehouse and office environments.
Upon returning to work, SEDCC will strive to minimize the impact of any injury by
assigning appropriate work as indicated by a medical practitioner.

Below is a list of directions to follow in the event of an accident or illness that is work-
related. It is essential that each of the steps be followed for the health and safety of
those involved.

1. Any injury or illness regardless of severity must be reported to a supervisor or

manager.

2. The injured teammate must complete an entry in the accident record book,
remove it and give it to their supervisor or manager. If they are unable to make
such a record, the first aid certified person or another teammate should assist in
this task.

3. If an ambulance is required Call 911. If one is not required and medical attention is
needed promptly the receiving physician or medical facility should be notified prior
to transport.

4. The supervisor or manager of the injured teammate should provide them with a
RTW package, removing the employer reports, discussing modified work available,
the benefits of modified versus time loss and having them sign the offer of
modified work.

5. Transportation should be provided for the injured party in the form of a cab or a
ride from a manager, should the individual be unable or uncomfortable with
getting themselves to a provider.

6. The physician should be provided with the package, and at the end of the visit the
teammate should be given a physician’s invoice/report as well as a report outlining
the level of modified work to be done as well as any restrictions. The injured
teammate should also fill out the teammate/worker reports. These documents
need to go back to the manager the same day (if possible) as they will need to
forward it to the appropriate regulatory authority.

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 7. The manager/supervisor of the injured teammate will complete the employer’s
report and submit it to the appropriate regulatory authority on the day of injury.

8. The appropriate regulatory authority will contact the teammate, SEDCC as well as
the physician with a reasonable return to work plan based on the severity of the
injury. They will continue correspondence with each party until the claim and the
injury is resolved.

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When it is reasonably practicable to do so following a workplace injury, the worker and
management shall cooperate and communicate with one another on issues involving the
worker’s return to work including determining limitations, suitable work, and potential
return to work dates. Such cooperation and communication must continue until the
worker has returned to their pre-injury or pre-illness job, another suitable position, or is
no longer employed by SEDCC.

I have read and understand the SEDCC Modified Duties Program Policy and agree to abide
by it. Further, I agree to abide by it and understand that failure to do so could result in
disciplinary action including termination of employment.

T_in_s_a_e K_ o t i _sa
Print Teammate Name Teammate Signature Date

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 7-Eleven Distribution Canada Corp. (SEDCC)
Working Alone Policy
Circumstances occur where teammates are required to work alone, as on occasion it is a
necessary part of daily operations. “Working alone” is defined as working under
circumstances where assistance is not readily available in the event of an injury, illness
or emergency”.

Prior to allowing a worker to engage in working alone, SEDCC will undertake a hazard
assessment of work conditions. If the working alone situation can be avoided entirely, it
should be. If it cannot be avoided, SEDCC will advise the worker of the hazards
identified, develop a check-in system to regularly check on the wellbeing of the worker
working alone, and provide the worker with an effective means of communication like
radio or telephone. The following rules apply to workers while working alone:

1. Please make sure your direct superior has given approval to your working alone as
well as knowledge of its necessity, approximately how long you will be working alone
and what tasks are to be performed during that interval. Make sure a contact
number/channel is also given to you by your supervisor or manager and that he or
she is informed when you have finished your assigned task or at intervals not
exceeding 3 hours.

2. Those persons responsible (having knowledge of a working alone scenario and are
directly responsible for that individual involved) should use the established means of
communication when a failure to contact has exceeded the established time of 3
hours or the reasonable time to complete assigned task has passed – whichever
comes first.

3. Both parties should ensure they have their communication devices and that they are
in good working order BEFORE the worker commences working alone. Both parties
should have all necessary emergency contact numbers or know the location of their
posting at the workplace.

4. Immediately report to your contact or emergency services (if applicable) anything

unusual that may impede your health and safety while working alone.

5. Power equipment or power tools are not to be used in any “working alone”
environment. Likewise, no repairs should be made to chemical, mechanical or
electrical devices. Each of these is considered high-risk tasks and must be performed
in the presence of another worker.

I have read the SEDCC Working Alone policy, understand the information therein, and
agree to abide to it. I understand that failure to do so could result in disciplinary action
including termination of employment.
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 T_in s_a_e_Ko_ti_s_a
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 7-Eleven Distribution Canada Corp. (SEDCC)
Housekeeping Policy
SEDCC prioritizes the safety of teammates from injury. Managers, Supervisors and
Teammates must share in this responsibility by helping establish a safe, clean and
healthy work environment. You are required to assist in maintaining workplace
cleanliness to ensure a safe and professional operation. Please exercise care and
caution when fulfilling the duties set out in this Policy. A copy will be reviewed by all
new hires.

As an integral part of this organization, I understand that I must abide by the following
rules and that I have the following rights and responsibilities. Everyone is expected, as
part of their job to:

1. Keep aisles, exits and workstations clear of storage material and debris like
strapping loops and empty boxes. These items are to be placed in refuse
containers by the first person encountering them. Put everything you use in its
proper place. Disorder causes injury and wastes time, energy and material. Keep
work areas clean and orderly.

2. When placing trash in a garbage can or bin do not push down with your hand
trying to compact the trash. There may be items in the trash that may cause
injury i.e. boards with nails, broken glass etc.

3. All workers are required to be a part of the process of identifying and resolving
workplace health and safety issues and concerns.

4. Spills, breakage and damaged product must be guarded to prevent incidents and
cleaned up immediately. Damaged goods should be segregated from saleable
inventories. Mops and buckets should be returned to storage areas clean and
rinsed.

5. Inventory storage is to be kept orderly; leaning or otherwise deemed hazardous

stacking is to be re-stacked immediately.

6. All flammable materials must be stored in the appropriate containers and placed
in designated areas.

7. Pallets must be of sturdy construction and maintained in good repair. Broken or

weakened pallets that are not the standard in the workplace are to be discarded.
Empty pallets must be stored on their flat side in neat stable stacks not exceeding
14 pallets. These stacks must be put in defined areas when not in use.

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 8. No skids are to be left standing on their sides regardless of the period of time.
Skids are unstable and can fall over quickly and hit someone causing injury.

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 9. Storage racks are to be kept in good repair. Bent or damaged parts of a storage
rack are to be reported to a supervisor. Safety clips must be used to secure
beams. If in doubt, contact a supervisor.

10. Floors and sides of trucks or trailers should be cleared of debris and checked
for insecure loading conditions before starting loading or unloading operations.

11. Keep personal effects tidy and/or out of site. The preferred location for personal
items is locked in staff assigned lockers.

12. Ensure footwear is clean and free of dirt when walking on carpeted areas.

13. Inspect washrooms frequently for cleanliness.

14. For health and sanitation reasons wash your hands after using the washroom.

15. Refrain from defacing company property and equipment.

I have read and understand the SEDCC Housekeeping Policy and agree to abide by it. I
understand that a failure on my part to follow this Policy may result in disciplinary action
up to and including termination of employment.

T_i_n_s_a_e_Ko_ti_s_a
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 7-Eleven Distribution Canada Corp. (SEDCC)
Safety Performance Management Policy
SEDCC prioritizes safety and recognizes the importance of participation in safety at all levels of
the organization. All staff from every part of the organization need to be knowledgeable about
all things relative to safety. Everyone needs to know where the emergency exits are in case of a
fire, or whom the nearest person with first aid training is when an injury occurs. As part of
SEDCC’s commitment to safety, it has developed a Safety Performance Management Plan.

1. Safety is an important part of working at SEDCC. As part of developmental assessments and

performance reviews, you will be evaluated based on Safety as you are for Productivity or
Professionalism.

2. Safety information needs a time and place of its own, as not to be shadowed by the daily
operation of things. One day a week will be set aside by your supervisor to cover safety
issues outlined to them by the plan. These “Weekly Safety Points” cover policy, instruction
and risk. Please pay attention in these meetings as they pertain directly to your safety and
the safety of the rest of your team as well as the score you receive on your safety rating

3. Your supervisor or manager will also be taking into account the cleanliness of your
workstation, and your ability to keep it and other areas tidy as part of your evaluation on
Safety. Failure to keep your area up to the SEDCC’s cleanliness standard will affect your
Safety rating as it causes hazards for yourself and other workers.

4. A statistical analysis of all workplace injuries will be conducted annually to identify injury
trends and where necessary, develop corrective actions to reduce similar future injuries.
Depending on the circumstances, a high frequency of injury by the same worker may be an
indicator that they are not working safely.

I have read and understand SEDCC’s Safety Management Policy. I acknowledge that failure on
my part to follow work safely could affect my developmental assessment and performance
reviews and that a poor Safety score could result in disciplinary action including termination of
employment.

Tin_s_a_e K_o_t_is_a
Print Teammate Name Teammate Signature Date

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 7-Eleven Distribution Canada Corp. (SEDCC)
Pedestrian/Power Equipment Co-operation Policy
SEDCC prioritizes work safety and the safety of all persons at SEDCC facilities.
Cooperation between pedestrians and power equipment operators is critical to
preventing accidents and injuries involving power equipment and pedestrians. All
members of SEDCC must be diligent and dedicated to the continuing objective of
reducing, with a goal of eliminating, the risk of injury to people at SEDCC workplaces.

In addition to complying with the procedures set out in various Operator Manuals and
SEDCC Safe Work Procedures, Power Equipment operators must also adhere to the
following when operating Power Equipment:

1. Always look in the direction of travel.

2. Slow down & sound horn at every intersection.
3. Slow down when passing pedestrians in aisles.
4. Do not raise or lower loads/forks within 10 ft of pedestrians.
5. Park with forks lowered and to one side of aisle.
6. Travel load-less with forks 2-3 inches to ground.
7. Travel with loads operator cab first. (When vision is obstructed)
8. Report all collisions – regardless of severity.
9. Travel with forks retracted.
10. Never engage in reverse cab operation.
11. Report operator/pedestrian non-compliance.

Pedestrians have their own set of responsibilities while sharing aisles with power
equipment. Only through the combined effort of all individuals involved will the risk
arising from working in the vicinity of operating Power Equipment be reduced resulting
in a safer workplace.

1. No SHORTCUTS under racks. Use aisles provided.

2. Look in the direction of travel.
3. Let operators know you are in the vicinity – and the direction you are
traveling (beside/behind).
4. Stop completely when encountering a load in the air. Keep at least 10 feet away.
5. No running.
6. Slow down & look both ways at intersections.
7. Keep out of the path of already moving equipment – they take 8-10 feet to
stop from top speed.
8. Walk on 1 side of the aisle.
9. Report all collisions – regardless of severity.
10. Report operator/pedestrian non-compliance.
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I have read and understood the SEDCC Pedestrian/Power Equipment Co-operation Policy
and agree to abide by it. I understand neither party has the right of way so we must
work collectively for our mutual Safety. I understand that failure to follow this policy
could result in disciplinary action including termination of employment.

T_i_n_s_a_e_K_o_t_is_a
Print Teammate Name Teammate Signature Date

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 7-Eleven Distribution Canada Corp. (SEDCC)
Personal Protective Equipment (PPE) & Engineering Control Policy
SEDCC prioritizes the safety of teammates and all others with access to the building.
PPE helps control the risk of injury to workers. Below is a list of tasks and equipment
where PPE and engineering controls have been used to control the risk of hazard.

Battery Changing:
Each building has an area in which industrial forklift batteries are changed. Gloves,
goggles and aprons have been provided for individuals who perform this task.
Workers completing this task must wear the appropriate PPE. The acidic and alkaline
properties of the water in those batteries is a hazard, and the potential for injury to
eyes and skin should those protective devices not be in use is multiplied.

Overhead Guard:
Each Raymond Reach truck is equipped with an overhead guard (meets ANSIB 56.1
safety code). A lift driver is almost completely protected when they operate it from
the designated operating position and follow all procedure regarding its use. Each lift
is also governed at a regulated speed. The governing device should never be
removed or rendered ineffective, as it would dramatically increase the risk of injury.

Conveyor Guard:
Guards have been put in place along the entire length of our powered conveyor
system. This guarding prevents contact between workers and moving parts like
chains, motors and drive shafts. Guarding eliminates the risk of injury. SEDCC’s
written policies prohibit the removal of guards and require lockout and tag out for
repair and maintenance work on such machinery should guards have to be removed.

SEDCC’s Duty:
SEDCC, through its supervisors, will ensure that workers are trained in the use of
specialized protective equipment, such as fall protection equipment, prior to use.

High Visibility Apparel

Workers exposed to the hazards of powered mobile equipment and/or proximity to
public roads and parking lots must wear high visibility apparel at all times during
work operations.
Type 1: Vest, shirt or other similar garment worn on the torso with a fluorescent
background and attached VE trim.
Type 2: Jacket, coat, coverall or other garment with a bright colored background
and attached VE trim.
Type 3: A harness type garment worn on the torso, fabricated from parallel strips of
contrasting colors. The harness has fluorescent and retroreflective properties.

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 VE Trim: Visibility enhancing trim attached to the garment. The trim has
fluorescent and retroreflective properties.

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 Retroreflective Material: A material that reflects light back to the same
direction as the source of light.
Additionally, the following are also required:
1. The garment background material must be in fluorescent or bright color in yellow,
orange or red.
2. In an environment where loose fitting clothing may be caught by moving
equipment or other stationary objects, high visibility garments must have "tear
away" properties. An example of this is the use of VelcroTM strips for the fastening
of the garment.
3. All high visibility garments must be worn outside of all other clothing and must be
fully fastened closed. Wearing it under coats, sweaters, hooded tops, etc. is not
acceptable.

Foot Protection
1. Footwear must protect the sole and toes. Safety footwear with a CSA green
triangle symbol meets these requirements.
2. It is the worker’s responsibility to keep personal safety footwear in good repair.
For example, exposed metal toecaps could be hazardous near electricity.
3. Keep laces tied up at all times to avoid snagging or tripping.

What should I know about the fit and care of safety footwear?
Fit: Walk in new footwear to ensure it is comfortable.
Boots should have ample toe room (toes should be about 12.5 mm from
the front) Make allowances for extra socks or special arch supports when
buying boots.
Boots should fit snugly around the heel and ankle when laced.
Lace up boots fully. High-cut boots provide support against ankle injury.
Care: Use a protective coating to make footwear water-resistant.
Inspect footwear regularly for damage.
Repair or replace worn or defective
footwear.

Safety cones
Should be placed within 1 foot of where the tailgate, railgate or ramp corners
meet the ground during all deliveries. In the event, there is no tailgate they
should be placed within a workable area around the back of the truck to protect
the teammate working there.

I have read and understand the SEDCC Personal Protective Equipment and Engineering
Controls Policy and agree to comply with the mandatory PPE referred to herein. I
understand that failure to abide by the Policy could result in disciplinary action including
termination of employment.

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T_i n_ s_ a e _K_ o t i _s _a
Print Teammate Name Teammate Signature Date

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 7-Eleven Distribution Canada Corp. (SEDCC)
Job Hazard Assessment (JHA) and Control Policy
SEDCC is committed to providing a safe work environment in which all jobs done at
SEDCC can be done safely. Proper Job Hazard Assessments and controls are critical to
providing workers (including contractors) with the information and instruction necessary
to safely perform the job at hand. JHAs identify, evaluate and control the hazards
associated with a particular job and therefore reduce the risk of injury. The involvement
of workers with experience in the job in question in developing JHAs helps ensure their
adequacy and effectiveness.
All SEDCC teammates will receive appropriate information, instruction and training for
the jobs they are asked to complete.
Whenever a new job task or piece of equipment is implemented or acquired, a hazard
assessment will be completed which will assist in the development of adequate controls.
A written procedure and proper training will precede the performing of a new task or the
use of new equipment. Management & staff will work together to develop adequate Job
Hazard Assessments and Safe Work Procedures (SWPs) that integrate appropriate
controls.

JHAs will be reviewed, prepared or revised when any of the following occur:

1. When regulations or equipment specifications change.

2. Inspection reports, Incident investigations or first aid records indicate change is
needed.
3. Employee or Safety Committee requests changes based on valid circumstance.
4. Annually – in accordance with annual procedure reviews.

There is a JHA for every Job Description at SEDCC. They are rated on a scale of 0-450. 0-
149 represents low hazard work, 150-299 represents medium hazard work, and 300+
represents high hazard work as it relates to SEDCC. The JHAs of each applicable task
have been posted on the safety boards of each corresponding department.

I have read and understand the SEDCC Job Hazard Assessment and Control Policy and
agree to abide by the information herein.

T_in_s_a_e
K_o_ti_s_a
Print Teammate Name Teammate Signature Date

I have reviewed the above content with the teammate and have provided any JHAs
relevant to the new teammate’s position, explained the purpose of a JHA and the hazards
contained within each task in the position. I have made the teammate aware of what we
do to reduce or eliminate hazards and the controls in place to aid SEDCC in its goal of
ZERO injuries. I have made the teammate aware of what events compel the company to
review JHAs as well as how the scoring works with frequency, severity and probability.
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 Su_z_ie_Mlo_t Apr 14,2025
_s_h_w_a
Print Supervisor Name Supervisor Signature Date

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 7-Eleven Distribution Canada Corp. (SEDCC)
Musculoskeletal Injury (MSI) Prevention Policy
SEDCC is committed to providing a safe workplace for all. Musculoskeletal injuries
account for approximately half of all injury claims costs nationally. SEDCC is committed
to reducing with the goal of eliminating the risk from and incidences of MSIs.

SEDCC provides workers training addressing the specific measures to be taken to avoid
MSIs. SEDCC has considered a number of factors in identifying and assessing the risk of
MSI at its workplaces. The primary risk factors for MSI are the physical demands of a
task including: force, repetition, work posture, and local contact stress. Teammates
have a duty to report all hazards and accidents, including those that arise from MSI
conditions.

Also known as manual handling or manual materials handling, the lifting and handling of
loads that include lifting, lowering, pushing, pulling, carrying, holding, dragging and
supporting objects. The injuries caused by such work are referred to as musculoskeletal
injuries, or MSIs. These are injuries to bones, joints, ligaments, tendons, muscles, and
other soft tissues. MSIs are a leading cause of compensable lost-time claims.

Overexertion injuries
Overexertion injuries involve tissues such as muscles, tendons, and ligaments. These
tissues become damaged when they are subjected to a single traumatic event that
exceeds their strength or range of motion. The result is a sprain, strain or tear injury.
Lifting, pushing or pulling injuries are often of this type.

Overuse injuries
As the term suggests, overuse injuries occur when tissues are used too much, and the
body is unable to repair the damage. Repeated small injuries to tissues add up over
time; taking hours, days, months, or years to appear. Gripping, reaching, bending and
twisting tasks are often associated with workplace overuse injuries. The lifting and
handling of loads can often require such actions and therefore the risk factors
contributing to overuse injuries need to be considered.

Identifying Factors
Teammates performing their jobs should not be in any pain or discomfort. Actions
should be performed smoothly and in control, without sudden or jerky movements. The
teammate should be able to maintain a balanced and comfortable posture while
working. Extreme ranges of joint movement should be avoided, especially when the
work is prolonged or repetitive. Repetitive bending, twisting and overreaching
movements are among those liable to increase the risk of injury. The risk of injury also
increases if:

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 A) the load is not shared evenly between both hands or is lifted by only one hand;
B) the load or object is pushed or pulled across the body from one side to the other;
C) the teammate needs to bend to one side or other to lift an object or exert a force; and
D) the teammate performs the handling task while in an awkward body position.

Three major factors contribute to these types of injuries: awkward body positions,
excessive force (forceful exertions), and repetition.

Awkward body positions

The key to reducing or eliminating the use of awkward body positions and work postures
is to understand why they are being used in the first place. Awkward positions are often
the result of the location and orientation of the object being worked on, poor
workstation design, product design, tool design, or poor work habits. Several of these
causes can be engineered out, eliminating the problem altogether. For example, a
teammate who bends over to lift objects out of large bins or cardboard boxes must
assume an awkward body position. Raising and tilting the bins can easily eliminate the
awkward position. Less-than-optimal postures such as leaning forward from the waist for
extended periods of time or bending the neck downwards at an exaggerated angle can
load muscles with “static work”. Static work involves muscles being tensed in fixed
positions and over time, becoming tired, uncomfortable, and even painful.

Forceful exertions
Forceful exertions can overload muscles, tendons (tendons connect muscle to bones),
and ligaments (ligaments connect bones to bones). Forceful exertions are commonly
used when lifting, pushing, pulling and reaching. A packer on an assembly line for
example, may often use a highly forceful grip to assemble a lightweight item or lift a
box or carton, especially if it is slippery or difficult to grasp.

Repetition
Repetitive movements eventually wear the body down. Without sufficient time to
recover between repetitions, muscles become tired and may cramp. Additional muscles
try to help but they may also become tired, cramp and become injured. How quickly this
happens depends on how often a repetitive motion is performed, how quickly it is
performed, and for how long the repetitive work continues. Repetitive work is more of a
problem when combined with awkward body positions and forceful exertions. A
teammate who packages a small product day after day or who manually loads pallets all
day are examples of teammates performing repetitive handling work.

Musculoskeletal disorders may be caused or aggravated by various other risk factors

like contact pressure, vibration, etc. MSIs do not include musculoskeletal injuries that
are the direct result of a sudden, single event involving an external source, e.g., a fall or
vehicle accident.

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Over time, the human body adapts to the demands and stresses placed on it in a
process often referred to as “work hardening”. However, without any noticeable change
in the demands of the work, even “hardened” teammates may develop injuries. This
lowered tolerance to injury may be the

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result of work methods and work demands that finally exceed the teammate’s capacity
to perform them or exceed the ability of the teammate’s tissues and joints to recover.

Work methods that do not reduce or eliminate awkward body positions, excessive forces
and repetitive motions, may lead to injury. Work processes that include unnecessary
steps or unnecessary handling of materials may influence injury rates and productivity.

The nature of the work, how it is done, and how teammates are paid for their work are
additional factors to be considered. An incentive or piecework system usually
encourages teammates to work faster and longer. The increased pace places additional
physical and mental stress on the teammate, both of which affect their susceptibility to
injury. A piecework system may reward teammates financially for skipping rest breaks
and shortening their mealtimes. Doing so means that muscle, tendons and ligaments
are rarely given a chance to recover from the stresses and strains of work.

Machine pacing, in which the pace of work is dictated by a machine, can lead to similar
problems. Teammates’ lack of control over their work in such situations has been shown
to be a source of stress contributing to the occurrence of injuries.

Finally, inadequate or insufficient training can increase the risk of injury among
teammates. Teammates must understand how to use their workstation (including how
to adjust its equipment and furnishings), how to use or select tools appropriate to the
work they are performing, the safe work practices they are expected to follow, and an
understanding of the signs, symptoms and methods of preventing injuries.

The mere presence of MSI risk factors may not in itself result in an injury. It depends on
the extent of exposure; for example, how great the force is and how long the teammate
is exposed to the risk. Developing a MSI can also depend on the individual
characteristics that vary from teammate to teammate (such as height, gender, and the
body’s ability to deal with the risk factors). In addition, activities outside the workplace
can result in exposure to the risk factors for MSI.

Signs, Symptoms and Effects – A sign is something observable like redness, swelling or
difficulty moving a specific body part. A symptom can be felt but not observed like pain,
numbness or tingling. Signs and symptoms may appear gradually over time, or
suddenly as a result of a specific incident.

Overexertion and overuse injuries don’t kill teammates, but they can have a devastating
impact on their lives and livelihoods. A teammate in pain loses the ability to
concentrate, reducing the quality and productivity of their work. A teammate with
muscle weakness may struggle to perform manual tasks and may not be able to
perform them at all. A teammate with damaged nerves loses accuracy and placement in
fine work, becomes clumsy and inaccurate, and may not respond quickly to danger. A
teammate with restricted movement may not be able to complete tasks or can only
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complete them by putting their body into awkward positions, positions that can cause
additional problems.

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At the end of the workday, all these problems are taken home by the teammate. Pain,
weakness, sensory loss due to nerve damage, and limited movements can interfere with
family responsibilities and relationships. Teammates may not be able to prepare meals,
maintain a clean home, perform household maintenance, or enjoy their hobbies. Parents
may lose the ability to hold their children. These physical limitations can lead to
emotional stress, damaged relationships, and loss of self- worth.

Many employers have considered handling injuries to simply be one of the costs of
doing business. While still widespread, this attitude is changing. An increasing number
of employers and teammates are realizing that the costs, both in terms of human
suffering and compensation costs can be avoided by dealing with a problem that is
largely preventable.
To be successful, (1) employers need to identify, assess, and modify (if necessary) the
handling tasks they require their teammates to perform; and (2) teammates need to
understand what is happening to their bodies and begin to use alternative methods of
handling loads so they can avoid injury.

Preventative Measures – As an employer SEDCC is required to implement controls to

prevent MSI. Additionally, they are required to review MSI data and look for methods for
continual improvement.

To reduce the risk of injury due to the lifting and handling of loads, employers need to
review the work being done and prioritize their efforts as follows:
1) Try to reduce or eliminate the need to have teammates handle loads manually
2) If manual handling cannot be completely avoided, a hazard assessment of the
work should be performed. The assessment should focus on the design of loads,
equipment and mechanical aids, organization of the work, and the layout of
workstations and the workplace.
3) Teammates should be trained so that they can help minimize the hazards and
therefore the risk of injury.

Assessments of lifting and handling jobs often focus on getting the teammate to do the
job “right”, or “lifting properly”. Although the final solution to the materials handling
problem may involve a combination of workplace and teammate adjustments, the initial
assessment should focus on workplace solutions, not the teammate. To be effective,
workplace solutions should focus on three areas.

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 1. Engineering Controls
- Conveyors, flow-rack, pallet jacks and powered equipment have been provided
to reduce manual lifting, pulling, pushing and carrying.
- Shelf heights are maintained as appropriate, being no higher than 5 feet and
no lower than 6 inches. Heavy products <40#) will not be binned above chest
height.
- Workspaces are to be kept clear and open to reduce the need for lifting and
twisting simultaneously.
- Packed units and selling units are to be kept below 50lbs to reduce the chance
of sprain/strain.
- Environmental engineering puts the highest moving product in the most
ergonomically logical location reducing bending and reaching by examining
and acting upon velocity data.
- Hydraulic tailgates are provided so drivers are not pulling or pushing product
up or down ramps.

Mechanical aids - Where the physical demands of the job are significant and automation
impractical, mechanical aids should be used. Mechanical handling equipment includes
hand trucks, cranes, hoists, scissor lifts, conveyors, powered mobile equipment and lift
trucks, overhead handling and lifting equipment, and vacuum lift devices that provide
mechanical advantage during the handling task. Equipment as simple as wheeled
platforms for garbage containers can help to avoid teammate injury.

Modifying the job through redesign - Redesigning the job involves modifying the work
process and workstation to reduce bending, twisting, reaching, heavy lifting, excessive
forces and highly repetitive motions. Work activities involving less weight, less
repetition, less time spent in awkward positions and less applied force are less likely to
cause injuries. It is very likely that productivity will increase, and quality will improve.

2. Administrative Controls
- Altered work procedures can be applied to any position as a preventative
measure should a teammate experience difficulty.
- Job rotation procedures can be applied to any position as a preventative
measure should a teammate experience difficulty.
- Task variability/physical suitability
- The goals of providing training to teammates involved in the lifting and
handling of loads are to:

(1) Prevent injury;

(2) have teammates understand how their work affects their bodies;
(3) have teammates understand how to perform their work safely and without
injury.

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Training must go well beyond telling teammates to “lift with your legs, not with your back”
and “lift carefully”. The available evidence shows that training teammates in “safe”
lifting techniques alone is unlikely to have a sustained impact on injury rates. Training is
essential but often not enough.
To be effective over the long term, training should include
(a) a review of the hazards associated with the lifting and handling of loads;
(b) a review of the potential effects on the body of lifting and handling loads;
(c) a review of the risk factors associated with injuries due to lifting and handling
loads;
(d) guidance on how to reduce or eliminate these risk factors; and
(e) how to use mechanical aids safely.

3. Evaluation/Re-evaluation
- review MSI incident statistics to identify trends and take corrective action
- conduct investigations when MSI incidents occur and incorporate MSI
prevention strategies in the investigation process
- complete designated Job Hazard Assessment Forms to identify potential
hazards in each job
- control MSI hazards through engineering controls and/or administrative
controls; elevate concerns to a more senior level if control measures are not
within the supervisor’s ability to implement
- evaluate control measures to determine their effectiveness to eliminate or
minimize the risk of MSI.
- where the risk has not been effectively controlled, re-examine the task.

Other potential solutions include the following general principles when redesigning work
methods and workplace practices:

Automate highly repetitive operations – performing highly repetitive activities and stressful
tasks. This permits the operator to perform the remaining tasks. Be aware, however,
that while the teammate no longer performs the more strenuous or dangerous tasks,
the remaining tasks become simplified and sometimes reduced to single, repeated
actions. These actions may focus forces on smaller, more vulnerable parts of the body,
such as the hands and wrists.
- Re-sequence jobs to reduce repetition and eliminate unnecessary process steps.
This may have the added benefits of improving productivity and reducing
production costs.
- Job diversity. Rather than having a teammate always perform the same set of
tasks within a relatively brief interval, combine several properly selected jobs to
provide diversity and reduce monotony and boredom. Jobs with greater diversity
often provide teammates with a sense of accomplishment.
- Job enrichment. Teammates are given responsibility for a wider range of duties
that require a variety of skills and qualifications. As examples, these duties may
include work planning, inspection activities, or customer contacts.
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 - Allow self-pacing of work when possible. If the pace of work is too slow,
teammates may lose interest and motivation in their work. Work that is paced too
quickly may not provide teammates with enough recovery or rest time for those
muscles performing the work. Any job

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 design that provides teammates with a degree of control over the pace of their work
is positive.
- New teammates and those returning to work should start at a slower pace.
Teammates should be permitted to get accustomed and conditioned to their work
before being expected to perform at peak production. Teammates new to a
material handling job, or a teammate returning to that job following an extended
absence, a holiday or illness for example, should be allowed a “break-in” or warm
up period of several days to adjust to the job. This allows the teammate a period
of time in which to build up their skill, ability and fitness to perform the work.
- Allow frequent rest breaks. Frequent, short breaks from work activities provide
teammates an opportunity to recover from their activities by stretching, changing
body position, or relaxing hard-working muscles.
- Make sure that teammates are adequately trained. Teammates need to know how
to perform their work safely and comfortably, including understanding the signs,
symptoms, and methods of preventing injury.

Lifting “properly”
The most commonly recommended method of lifting loads is to “bend your knees, keep the
load between your legs, and lift with your leg muscles”. Unfortunately, if the teammate
is unable to keep the load between their knees, which is all too often the case, the
“proper” method produces extra stress on the back and can lead to injury. Many
teammates also lack the leg strength to perform repeated lifts from a low-squatting
body position.

Most scientific studies have found that the lifting techniques have little or no effect on
reducing lower back injuries. As a result, instructing teammates to use a particular
lifting technique is no longer recommended. However, there are a few key points about
lifting and lowering that should always be followed:
(1) Keep the load as close to the body as possible. This is the first and most
fundamental principle of safe lifting and lowering. The closer the load, the less
leverage it has in placing injury-causing stresses on the back, shoulders and arms.
The closer the load, the more easily it is counterbalanced by the weight of the
body and less likely to get out of control.
(2) Don’t twist while lifting or lowering – especially with a heavy load. Always turn and
take a step. Points (1) and (2) are largely determined by the placement of the
feet, which is in turn determined by the presence or absence of obstacles that
prevent the teammate from getting their feet beneath or around the load.
Combined lifting and turning movements are often the result of a poor workstation
layout.
(3) Lift and lower in a smooth, controlled manner. The load must not be jerked.
(4) Keep the back straight. Doing so whenever possible helps to reduce, or better
distribute, potentially damaging stresses in the lower back.
(5) Optimizing materials handling jobs
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Working height
Moving loads to or from the floor should be avoided. Whenever possible, materials handling
jobs should be designed so that they can be performed between mid-thigh and shoulder
height. Teammates can develop the greatest amount of power and strength within this
range.

Frequent or prolonged bending down with the hands below mid-thigh height should be
avoided. In both cases, the extremes of movement can place injury-causing stresses
and strains on the back, shoulders, and arms.

If the weight of the load is not distributed evenly, the heavier end should be closer to the
body. If the load’s center of gravity is offset to one side, then the stronger arm should
support the heavier end. Two-person lifts can sometimes be used but must be well
coordinated. It is important to be aware that two teammates cannot lift twice the weight
that one teammate can. In fact, a two-person team can lift about two-thirds the sum of
what each individual can lift.

Bending and twisting

Avoiding excessive bending, twisting, and reaching prevents injury. Twisting the body
increases the stress on the lower back and reduces the safe load that a teammate can
handle. The risk of injury increases with increasing frequency, repetition, and duration of
the handling activity. How often and for how long an activity is performed are key risk
factors to be considered. Lifting even an apparently “light” object can lead to serious
injury if it is lifted and moved hundreds or thousands of times during a work shift.

Repetition
Problems with frequency and duration are not restricted to the lifting or lowering of loads.
Pushing, pulling, carrying and holding loads can also be a problem if performed
frequently or for extended periods of time. The same manual handling task repeated
over extended periods of time may lead to monotony and boredom. This resulting
reduced level of alertness may have safety consequences. To reduce these problems,
consider job diversity, job enrichment and frequent rest breaks

Seated work
The seated teammate has to rely on their arms and torso for strength. The much stronger
leg muscles normally used for lifting cannot be used. The counterbalance effect of the
body is reduced, which is why the amount of weight that can be safely lifted while
seated is less than that for standing. If the seated teammate must maintain an awkward
body position or twist while lifting, then the weight that can be safely lifted is reduced
even further. Carefully review the job and the workstation. The weight of the object may
not be suitable for seated work, or the workstation may need to be redesigned to
eliminate hazards.

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Pushing and pulling
Whenever possible, loads should be pushed or pulled rather than being lifted and
carried. Pushing is generally preferred over pulling because the teammate is able to use
their body weight to apply force to the load to get it to move. Mechanical devices such
as trolleys, carts, skidders, floor jacks, or dollies should be used whenever possible.

Based on research studies, the optimum height of horizontal handles for teammates
pushing or pulling such equipment is a little below elbow height. Reflecting the range of
teammate sizes, this means that the optimum handle height is approximately 91 cm (36
in) above the floor but can vary anywhere from 91 to 114 cm (36 to 45 in). Vertical
handles are often a better solution because they allow the teammate to find the height
at which pushing or pulling is most comfortable for them.

The surface of the floor or ground on which the pushing or pulling is being done should
be slip resistant so that teammates do not slip and fall, but smooth enough that loads
can be rolled easily. Good housekeeping becomes important, as does maintenance of
the wheels and bearings of the rolling equipment.

I have read SEDCC’s Musculoskeletal Injury (MSI) Prevention Policy and understand the
process SEDCC has adopted for preventing these types of injuries in the workplace. I
agree to respect and use the controls outlined in this Policy and understand that I must
abide by the Policy. Further, I understand that failure to do so could result in disciplinary
action including termination of employment.

Tin_s_a_e K_o_t_is_a
Print Teammate Name Teammate Signature Date

I have reviewed the above content with the teammate and have demonstrated proper
lifting techniques, methods to avoid injury and signs/symptoms of injury. I have made
the teammate aware of what we do to reduce or eliminate hazards and reporting
protocols for when conditions present themselves that could lead to MSI injuries. I have
informed the teammate about hazard assessments and the controls in place to aid
SEDCC in its goal of ZERO injuries.

S_u_z_ie Mlo_t_s_h_w_a Apr 14,2025

Print Supervisor Name Supervisor Signature Date

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 7-Eleven Distribution Canada Corp. (SEDCC)
Procedures for Distributing Limited Quantity Policy
This Policy is an addendum to the Transportation of Dangerous Goods Training Policy.
This Policy forms part of SEDCC’s due diligence program for compliance with applicable
Transportation of Dangerous Goods (TDG) Act and Regulations. Other aspects of the
program include Transportation of Dangerous Goods certification, the presence of direct
supervision and internal testing. Together, this program serves to reinforce the
obligation to follow the TDG legislation and ensure the safety of SEDCC team members
and the public.

SEDCC transports a variety of goods that are governed by the TDG Act and Regulations.
Many of these goods fall into the “Limited Quantity” Exemption afforded by TDG
legislation. This includes goods like household quantities of cleaners, automotive
products and even health and beauty aids.

Dangerous Goods are listed by UN number in Schedule 1 of the federal Transportation of

Dangerous Goods Regulation. Schedule 1 also includes a Limited Quantity Index. An
example is shown below:

Provided that the actual lighters SEDCC transports do not exceed the limited quantity
index (0.125L in Column 6a), they can be shipped as Limited Quantity goods. As Limited
Quantity goods, they are exempt from several requirements of the TDG legislation
including:

Documentation (TDG Regulation Part 3),

Dangerous Goods Safety Marks (TDG Regulation
Part 4), Means of Containment (TDG Regulation
Part 5),
Training (TDG Regulation Part 6),
Emergency Response Assistance Plans (TDG Regulation Part
7), and Reporting Requirements (TDG Regulation Part 8).

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There are a few other criteria important to ensuring the goods meet the Limited Quantity
exemption requirements:

1. The outer means of containment for the dangerous goods must have a gross mass
of 30kg or less and display the international limited quantity mark. Other Safety
Marks are not required.

2. Where Dangerous Goods are a solid or a liquid, the goods in each inner means of
containment are in a quantity less or equal to the number shown in column 6(a) of
schedule 1.

3. Where Dangerous Goods are a gas, including a gas in a liquefied form, each means
of containment in which they are contained has a capacity less or equal to the
number shown in column 6(a) of schedule 1.

4. The Dangerous Goods are in one or more means of containment designed,

constructed, filled, closed, secured and maintained so that under normal conditions
of transport, including handling, there will be no accidental release of the
dangerous goods that could endanger public safety. A sturdy cardboard box, taped
shut may be sufficient to achieve this.

5. Each means of containment is legibly and durably marked on one side, other than
a side it is intended to rest or be stacked on during transport. It must remain visible.

6. Remember that checking reports containing only Limited Quantity are not to be sent
to the Administration to be added to the Shipping Document for that store. At this
time no other Dangerous Goods should be combined with Limited Quantity.

I have read and understand the SEDCC Procedures for Picking Limited Quantity Policy
and agree to abide by it. I have also been fully trained by my Supervisor on this Policy. I
understand that failure to comply with this Policy may result in disciplinary action up to
and including termination of employment.

T_in_s_a_e K_o_ti_s_a
Print Teammate Name Teammate Signature Date

_S_u_z_ie_Mlo_ts_h_w_a __________________________ Apr 18, 2025

S
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Print Supervisor Name upervisor Signature Date

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 7-Eleven Distribution Canada Corp. (SEDCC)
Transportation of Dangerous Goods Training Policy
The Transportation of Dangerous Goods (TDG) Act and Regulations are in place to
protect the public and environment, provide a system for safely responding to incidents
if they happen, and prevent damage to property.

Part 6 of the Transportation of Dangerous Goods Regulations pertains specifically to

training, and establishes the following requirements for SEDCC:

A Teammate is adequately trained if the person has a sound knowledge of all the topics listed
in paragraphs (a) to (m) that relate directly to the person's duties and to the dangerous goods
the person is expected to handle, offer for transport or transport:

(a) the classification criteria and test methods in Part 2 (Classification) of the
Transportation of Dangerous Goods Regulations;

SEDCC only store and transport the following classes and their respective divisions.
Justification for Classification can be found in the corresponding Safety Data Sheet (SDS):

Class 2 – Non-Flammable/Non-Toxic Gas

Gases may consist of materials that are compressed, a mixture of gases, an article charged
with gas, or aerosol. These can erupt violently, releasing hazardous vapours, become a
projectile or stop you from breathing.

Class 2.1 – Flammable Gas

These Dangerous Goods include gases that may catch fire.

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Class 3 – Flammable Liquids

Liquids or liquids containing solids in a solution or suspension which give off a flammable
vapour at or below 60 degrees C. These vapours may be ignitable or can react and cause fire
or an explosion. Risk is determined flash and boiling point, described by the packing group.

Class 5.2 – Flammable Peroxides

These Dangerous Goods are unstable, will burn rapidly, are sensitive to impact or friction and
can react with other substances to catch fire and generate more oxygen.

Class 6.1 – Poisonous or Toxic Substance

This Dangerous Good is liable to cause death, sickness or serious injury when exposed to
skin or eyes, inhaled or swallowed. Consult LC50 or LD50 for Lethal Concentrations or Dose
(SDS).

Class 8 – Corrosive

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This Dangerous Good can damage metal, including packaging, equipment and transportation
units moving the goods. Corrosives are also known to cause permanent damage to skin and
eyes. More information can be found on the products SDS.

Class 9 – Miscellaneous (Danger Battery Lithium Ion)

These Dangerous Goods do not meet the criteria for inclusion in Classes 1-8 but still pose a
risk to the public, environment and property. Means of containment must completely encase
Lithium Batteries and Gross Mass must not exceed 30kg unless installed and packed with
equipment.

(b) shipping names;

Shippers are responsible for selecting the correct shipping names based on the UN
numbers provided on the SDS Documentation. This number is used internationally to
represent a specific Dangerous Goods Designation, required by Transport Canada and
any First Responders attending an incident. Some shipping names are very specific like
Acetone or Gasoline, but others can be a mixture and will require the “Technical Name”
of the main hazardous ingredient (in brackets). At SEDCC all 6-digit TDG stock numbers
will be assigned their correct UN number which can be seen in the WORCS note field and
will auto populate the shipping document with the correct shipping name including those
requiring the technical name.

(c) the use of Schedules 1, 2 and 3 of the TDG Regulations;

Schedule 1 is used for obtaining information about a specific Dangerous Good. Once a UN
is entered the Schedule 1 will tell you the shipping name, the Class, Packing Group,
Special Provisions, whether an ERAP is required, whether any exemptions can be applied,
and whether the goods can be aboard a passenger carrying vehicle.

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Schedule 2 is used for determining information specific to Column 5 (Special Provisions) in
Schedule
1. As an example, UN1992 has a Special Provision number of 16 in Column 5 of Schedule
1 for that Dangerous Good. The provision requires a technical name is used on the
shipping document as well as on the small means of containment or safety mark used.

Schedule 3 gives a list of Shipping Names in French and English in alphabetical order,
complete with UN Numbers, Classes and indicates whether the Dangerous Good is a
Marine Pollutant (indicated by the letter P).

(d) the shipping document & training comprise requirements in Part 3

(Documentation) of the TDG Regulations;

Shipping Documents for Dangerous Goods are necessary so that First Responders can
safely respond to any incidents involving Dangerous Goods. The document provides key
information like the type of Dangerous Goods, how much there is, who shipped it and
who to call. It is the Shipper or consignor’s job to ensure the Shipping Document is
complete and accurate. Example:

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Dangerous Goods will be added to the Shipping Document by Stock Number and
Quantity to ensure Accuracy. All UN Numbers, Shipping Names, Classes, Packing Groups,
Flashpoints, Masses, Volumes and Totals will auto-populate.

Other requirements like 24 HR Emergency Numbers, Declarations and Responsible

Shipper are already a part of the document.

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 (e) the dangerous goods safety marks requirements in Part 4 (Dangerous Goods
Safety Marks) of the TDG Regulations;

TDG Safety Marks are labels and other signals in place to identify the hazards of the
Dangerous Good. It is important to everyone handling, shipping, transporting and
receiving as well as those responding to an incident. Classes are separated by division
and will have different safety marks. Utilizing the Limited Quantity Exemption will also
require the application of a safety mark – Assemblers will know which to apply based on
the safety marks on the pick location and the information on the note field (UN Number
and TDG REG/LTD QTY).

(f) the certification safety marks requirements, safety requirements and safety
standards in Part 5 (Means of Containment) of the TDG Regulations;

SEDCC only transports quantities of Dangerous Goods in Small Means of Containment

(MOC), which are defined as being only able to hold less or equal to 450L of water,
100 Gallons, .45M cubed or
15.9FT cubed. All SEDCC MOC are fiberboard box (4G) and must be less than 30kg.

As SEDCC uses Limited Quantity and 500kg Gross Mass exemptions, most small MOC
require the appropriate Safety Mark, but Classes 5.2 & 6.1 also require the Shipping
Name and UN Number on the package or safety mark.

(g) the ERAP requirements in Part 7 (Emergency Response Assistance Plan) of

the TDG Regulations;

Certain types and quantities of Dangerous Goods are such a huge potential risk to public
safety that they require approvals from Transport Canada. This approval is called an
ERAP (Emergency Response Assistance Plan) and is required should the Allowable
Maximum Quantity (AMQ) exceed that of column 7 in Schedule 1 or have provision 150
in Schedule 2.

At SEDCC all goods are either under the AMQ or are exempt from ERAP under the Limited
Quantity Exemption.

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 (h) the report requirements in Part 8 (Reporting Requirements) of the TDG
Regulations;

A person who is required to report a release or anticipated release of Dangerous Goods

that are being offered for transport, handled or transported by road vehicle, railway
vehicle or vessel must, as soon as possible after a release or anticipated release, make
an emergency report to local or Provincial Police at the geographic location of the
release or anticipated release if the dangerous goods are, or could be, in excess of the
quantity set out in the following table unless subject to the Limited Quantity Exemption:

When reporting an accident or release of a Dangerous Good, SEDCC Teammates should

be prepared to provide the following information:

the name and contact information of the person making the report
In the case of a release of dangerous goods, the date, time, and geographic
location of the release;
In the case of an anticipated release of dangerous goods, the date, time, and
geographic location of the incident that led to the anticipated release;
The mode of transport used;
The shipping name or UN number of the Dangerous Goods;
The quantity of Dangerous Goods that was in the means of containment before the
release or anticipated release;
In the case of a release of Dangerous Goods, the quantity of Dangerous Goods
estimated to have been released; and
If applicable, the type of incident leading to the release or anticipated release,
including a collision, roll-over, derailment, overfill, fire, explosion, or load-shift.
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 (i) safe handling and transportation practices for dangerous goods, including the
characteristics of the dangerous goods;

All Teammates are responsible for ensuring Dangerous Goods are safe and not leaking,
that they understand and recognize the hazards, are trained and certified by their
employer and know what to do should an incident or accident arise pertaining to spills or
damage of Dangerous Goods.

(j) the proper use of any equipment used to handle or transport the dangerous goods;

All Teammates should operate all equipment, including vehicles and mobile powered
equipment, within their intended limits, and in a safe and professional manner consistent
with the policy and regulations defined in the SEDCC Health and Safety Management
System.

(k) the reasonable emergency measures the person must take to reduce or
eliminate any danger to public safety that results or may reasonably be expected
to result from an accidental release of the dangerous goods;

All Teammates should exercise Due Diligence during the progress of their work but when
emergency measures must be taken, they must use every means to protect themselves
and others first and assess and report the incident when safe to do so. When responding
to an accidental release of Dangerous Goods, teammates must first review applicable
information regarding the Dangerous Goods. Teammates must not move a Dangerous
Good that is leaking or handle the release if untrained or uncomfortable.

I have read and understand the SEDCC Transportation of Dangerous Goods Training
Policy and agree to abide by it. I have also been fully trained by my Supervisor on this
Policy. I understand that failure to comply with this Policy may result in disciplinary
action up to and including termination of employment.

T_i_n_s_a_e_K_o_t_is_a
Print Teammate Name Teammate Signature Date

_S_u_z_ie_Mlo_ts_h_w_a __________________________ Apr 18, 2025

Print Supervisor Name Supervisor Signature Date

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 7-Eleven Distribution Canada Corp. (SEDCC)
Transportation of Dangerous Goods Responsibilities Policy
The Transportation of Dangerous Goods (TDG) Act and Regulations are in place to
protect the public and environment, provide a system for safely responding to incidents
if they happen, and prevent damage to property.

This policy is an addendum to the SEDCC Transportation of Dangerous Goods Training

Policy. SEDCC’s TDG Policies, the TDG certification and the presence of fully trained
supervisors and managers ensure compliance with Part 6 of the TDG Regulations
pertaining specifically to training on TDG. This policy addresses the general
responsibilities of each position at SEDCC.

Procurement:
A vendor cannot sell or offer for sale a product that is Limited Quantity or TDG Regulated
without providing SEDCC an SDS (Safety Data Sheet) for the product that has all the GHS
(WHMIS) and TDG information. Procurement needs to ensure this form is sent to Safety &
Operations so it can be added to the online library, updated in HOST and in WORCS as a
marked good so operations can react accordingly and handle/transport these goods
pursuant to the TDG Act & Regulations.

Receiving:
Receiving teammates are required to check paperwork to see if any dangerous good
items are on the load. Dangerous Goods without Shipping Documents will not be
accepted and the load refused. When Dangerous Goods are delivered the receiver must
make sure that the Dangerous Goods are safe and not leaking or damaged before
offloading. Teammates involved in handling, unloading, or storing the Dangerous Goods
must do so in a safe manner, must understand and recognize the TDG hazards, must
inspect that the package is safe to handle, and must know what to do if there is a spill or
release of the Dangerous Goods while handling it. Receiving Teammates must know that
if a Dangerous Good shipment shows sign of damage or is leaking, it cannot be moved.
The integrity of the package (s) must be secure and safe before it can be unloaded or
moved. If Receiving Teams are not sure about anything, they must ask a supervisor or
manager.

Order Assembly:
Order Assemblers must know which products are Limited Quantity, which products do
not meet the Limited Quantity exemption and are therefore fully regulated under the
TDG Act and Regulations, and which products are not covered by the TDG Act and
Regulations at all so they can understand the hazards, properly pack them, label them
and ensure the correct information goes to the Administration Team to compose the
Shipping Document. They must know how to get the UN number and how to navigate the
TDG Regulations and schedules to obtain relevant information like Packing Group,
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Limited Quantity index limits or Special Provisions. Order Assemblers need to know not
to pack Limited Quantity and products that are fully regulated by the TDG Act and
Regulations together and to ensure the Dangerous Goods labels remain visible and not
obscured when stacking them for Shipping. They must also know what to do in the event
of a leak or a spill or at least who to contact.

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Shipping:
Shippers are required to also be aware of the hazards of every class and understand the
difference between products are Limited Quantity, products do not meet the Limited
Quantity exemption and are therefore fully regulated under the TDG Act and
Regulations, and products are not covered by the TDG Act and Regulations at all. They
are required to understand how to assemble orders in such a way that Dangerous Goods
and their respective safety marks are visible during transportation and handling, as well
as how to apply the correct safety marks to the assembled pallets. They must know how
to get the UN number and how to navigate the TDG Regulations and schedules to obtain
relevant information like Packing Group, Limited Quantity index limits or Special
Provisions. They must also know what to do in the event of a leak or a spill or at least
who to contact. It is the Shippers' responsibility to ensure the Shipping Document is
correct and accurately reflects the Dangerous Goods loaded into the vehicle before it
departs. Shippers are also responsible for ensuring the Shipping Summary is accurate
and that all the Dangerous Goods paperwork is matched with the bills and is in the
Driver’s possession before the Driver departs.

Administration:
Administrators are required to accurately enter the Dangerous Goods information into
the Shipping Document. They need to be fully aware of how the document works and
why it is important to get it right. They are required to be aware of the hazards of every
class and understand the difference between products are Limited Quantity, products do
not meet the Limited Quantity exemption and are therefore fully regulated under the
TDG Act and Regulations, and products are not covered by the TDG Act and Regulations
at all. They must know how to get the UN number and how to navigate the TDG
Regulations and schedules to obtain relevant information like Packing Group, Limited
Quantity index limits or Special Provisions. They need to understand concepts like
mixtures, NOS (Not Otherwise Specified) and the requirement for Technical Names in
addition to Shipping Names on some Dangerous Goods. Administrators need to be aware
of the various exemptions as well as the excluded classes and/or quantity thresholds for
each and need to be able to determine if a truck exceeds 500kg of Limited Quantity
Dangerous Goods and/or Dangerous Goods that are fully regulated under the TDG Act
and Regulations. Administrators must also ensure the Shipping Document reflects either
or both should the combined quantity exceed 500kg.
Delivery:
Drivers are required to ensure they have the correct Shipping Document and Shipping
Summary for their load before departing. They need to inspect the loads for leaks and
ensure the load is secured properly. Drivers are also required to understand the hazards
of every class, how to identify them using the safety marks and understand the
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difference between products are Limited Quantity, products do not meet the Limited
Quantity exemption and are therefore fully regulated under the TDG Act and
Regulations, and products are not covered by the TDG Act and Regulations at all. They
need to understand the Shipping Document and Summary and be able to communicate
intelligently regarding it should they be stopped by Transport Canada at a scale or traffic
stop. Drivers need to know that their

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TDG paperwork always needs to be within arm’s reach, and they cross each store off the
summary once they have delivered to that store. Drivers need to know what to do should
a spill occur depending on the class and quantity of Dangerous Goods and well as
understand the concepts of reporting requirement thresholds and who to call should a
spill occur for each.

I have read and understand the SEDCC Transportation of Dangerous Goods

Responsibilities Policy and agree to abide by it. I have also been fully trained by my
Supervisor on this Policy. I understand that failure to comply with this Policy may result
in disciplinary action up to and including termination of employment.

T_in_s_a_e K_o_ti_s_a
Print Teammate Name Teammate Signature Date

_S_u_z_ie_Mlo_ts_h_w_a ___________________________ Apr 18, 2025

Print Supervisor Name Supervisor Signature Date

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 7-Eleven Distribution Canada Corp. (SEDCC)
Understanding 500KG Gross Mass Exemption Policy
The Transportation of Dangerous Goods (TDG) Act and Regulations are in place to
protect the public and environment, provide a system for safely responding to incidents
if they happen, and prevent damage to property.

This policy is an addendum to the SEDCC Transportation of Dangerous Goods Training

Policy. SEDCC’s TDG Policies and it, as well as the other TDG policies, the TDG
certification and the presence of fully trained supervisors and managers ensure
compliance with Part 6 of the TDG Regulations in Part 6 - pertaining specifically to
training on TDG and the requirements for SEDCC to ensure their due diligence.

Unlike other potentially Dangerous Goods, many of the products that SEDCC list fall into
one of the Exemptions afforded by the Regulations titled “500kg Gross Mass”. As SEDCC
transports smaller, household quantities of potentially Dangerous Goods such as
cleaners, automotive products, and health and beauty aids, SEDCC can use the 500 kg
Gross Mass exemption so long as all the accumulated TDG goods weigh under 500kg
per truck or trailer.

When the accumulated weight of Dangerous Goods on a truck or trailer is under 500kg, the
Dangerous Goods may be exempt from several Parts of the TDG Regulations including full
Shipping Documents & Standardized Packaging. For the 500kg Gross Mass exemption to
be available, SEDCC must ensure that several other criteria are met, including:

1. The Dangerous Goods are in one or more means of containment designed,

constructed, filled, closed, secured and maintained so that under normal conditions
of transport, including handling, there will be no accidental release of the dangerous
goods that could endanger public safety. A sturdy cardboard box, taped shut will
achieve this.

2. Each package or container must have a gross mass of 30kg or less and display the
appropriate TDG labels (safety marks), UN Number and proper Shipping Name
(Including Technical Name where appropriate).

3. Drums are exempt from the 30kg gross mass and additionally the weight restriction
does not apply to Class 2.2 gases. Additionally, when the Total Gross Mass of an
accumulation of Limited Quantity of Dangerous Goods offered for transport by one
consignor to one destination is greater than 500kg the shipper must give the carrier
a document that includes the words “Exceeds 500KG Limited Quantity” on it.

4. A full Shipping Document is not required so long as the document used shows the
primary class following the word class & must show the words “Number of Means of
Containment” as well as the number of packages. An example would be: Class 8
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 number of means of containment 5.

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 5. The 500kg Gross Mass Exemption does not allow for:
a) Class 1 – Explosives (except for explosives included in Class 1.4S or UN Numbers
UN0191, UN0197, UN0276, UN0312, UN0336, UN0403, UN0431, UN0453 and
UN0493)
b) Class 2.1 – Flammable Gases (in cylinders greater than 46L)
c) Class 2.3 – Toxic Gases in any quantity
d) All Class 4 Flammable Material Dangerous Goods
e) Class 5.2 – Organic Peroxides (unless LTD QTY applies)
f) Class 6.1 – Poisonous or Toxic Substance (only packing group 1 – liquids)
g) Class 6.2 – Infectious Substances
h) All Class 7 – Radioactive Substances
i) Dangerous Goods that require a control or emergency temperature
j) Any Dangerous Goods Requiring an ERAP (Emergency Response Assistance Plan),
special controls or emergency temperatures.

6. Remember that these checking reports containing only TDG Regulated products are
to be sent to the Administration to be added to the Shipping Document for that store.
At this time no other Dangerous Goods should be combined with Limited Quantity
Dangerous Goods.

I have read and understand the SEDCC Understanding 500kg Gross Mass Exemption Policy
and agree to abide by it. I have also been fully trained by my Supervisor on this Policy. I
understand that failure to comply with this Policy may result in disciplinary action up to
and including termination of employment.

T_in_s_a_e K _o _t i _s a
Print Teammate Name Teammate Signature Date

_S_u_z_ie M_l_o_ts_h_w_a ___________________________ Apr 18, 2025

Print SupervisorName Supervisor Signature Date

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