Belte r r a Cor p or at ion S afety M an ual D oc I D C H S M BE L 2 0 1 7 Pa g e 2 08 of 53 8 This pol ic y ha s be e n e sta bli she d to provide short se rvic e a nd ne w e mpl o y e e s with s uppor t t ha t i nc ludes me thods of visua l re c o g nit ion on a job s it e or w ork loc a ti on a nd a proc e ss of mentor i ng to help them g a in e x pe rie nc e a nd fa mi li a rit y in t he ir w o rk a ssi g nments a nd job s it e e nvironmen t Sco pe This pol ic y a ppli e s to all e mpl o y e e s a nd subc ontr a c tors wor kin g withi n the c ompan y c ontroll e d wo r k si tes De finiti on a nd Applica bi li t y S hort Te rm S e rvic e sh a l l m e a n a len g th of s e rvi c e less than six mont hs fr om t he da te of ini ti a l emplo y ment with t he C ompan y P e rso nne l who ha ve p re vious ly be e n e mpl o y e d b y the C ompan y sha ll be subj e c t t o re quire ments of this pro gra m i f the y a r e se p a ra ted fr om B e lt e rr a C orpo ra ti o n for longer than 90 d a y s or w he n re hire d for the pu rpose o f a ddit ional sa fe t y tr a ini ng P o l i cy To e nsure that short se rvic e e mpl o y e e s a r e prov ide d with assis tanc e a s de s c r ibed a bove it is nec e ss a r y that the y be re a dil y diff e r e nti a ted f rom long e r se rv ic e e mp lo y e e s This include s som e visual m e thods of dif fe re nti a ti n g a nd re c o g niz ing sho rt se r vice e mpl o y e e s on a jobsi te or wor k loca ti on Adh e sive stic k e r on the h a rd ha t st a ti ng NE W will be prov ided a nd wor n b y the shor t s e r vice new e mpl o y e e whil e on job si tes or wor k loc a ti ons The a dhe sive s tic k e r wil l ser ve a s a m e a ns of ide nti fic a ti on to di ff e re nti a t e e mpl o y e e s with l e ss t ha n si x mon ths of c ompan y s e mpl o y me nt ex pe rie nc e Appr ov e d a nd a uthoriz e d b y th e he l met manuf a c tur e r tha t t h e re li a bil it y of th e he lm e t wil l not be a ff e c ted b y the a dhe sive on the sti c ke rs a nd that t he plac e m e nt of the stick e r w ould not re duc e the a bil it y to i de nti f y d e fe c ts t he sti c ke r w il l be pla c e d on the b a c k pa rt of the h e lm e t no c loser than fr om t he e d ge of the he lm e ts struc ture Th e sti c ke rs w il l be pr e ssu re se nsit ive non meta ll ic w it h se lf a dhe sive ba c king Non meta ll ic sticke rs or r e fle c ti ve tape plac e d a t t his ar e a will not af f e c t t he diel e c tric c lassific a ti on of the h e a d we a r The status of shor t ser vic e new e mpl o y e e is a no n discr im inator y diff e re n ti a ti on ba se d on leng th o f e mpl o y ment onl y a nd int roduc e d fo r the purp os e of suppor ti ng the p ro g ra ms pr oc e ss Doc u m e n t Identif icat ion S E L 026 P age Nu m b e r 2 of 2 Doc u m e n t C r e ation Dat e J a nua r y 1 2013 Im p le m e n tat ion Dat e F e bru a r y 18 2014 S upe rvisor s a nd pr oje c t c oordina tors sha ll be noti f ied if short se rvic e new e mpl o y e e s a r e pre s e nt on job s it e s or w a r e house s I n the e ve nt t ha t a sup e rv isor or mana g e r is c onc e r ne d a bout t he sa f e t y pro gre ss per fo rma nc e or r e su lt s of a short se rvic e n e w e mpl o y e e a t t he ti me tha t t he y pa ss t he six mont hs e mpl o y ment pe riod a ddr e ssed b y thi s progr a m t he supe rvisor or ma na g e r is a uthoriz e d a t hi sher discr e ti on to pl a c e the indivi dua l emplo y e e unde r c ondit ionalre st ric ted or proba ti ona r y wo rk lim it a ti ons t ha t ar e se pa ra te a n d a pa rt f rom the Short S e rvic e a nd Ne w E mpl o y e e p ro g ra m S hort S e rvic e a nd N e w E mpl o y e e s will not wor k a lone dur ing thi s ti me f r a me T he y will be a c c omp a nied b y a c ompete nt i ndivi dua l during thei r e mpl o y ment a t B e lt e r ra As pa rt of thi s pro g ra m t he c ompan y will de si g na te a se nior e mpl o y e e wit hin t he g roup t o se rve a s mentor to short se rvic e ne w e mpl o y e e s The mentor will be som e one who is we ll r e g a rde d b y the c ompan y i s e x pe rie nc e d a nd kno wle d g e a ble a nd will be a va il a ble to thi s indi vidual a s a support r a ther than sup e r visor y c a pa c it y I n thi s role th e mentor will be a va il a ble t o a nswe r qu e sti ons off e r g uidan c e a nd a dvice a n d g e n e ra ll y