Health and Safety Policy

Health & Safety Policy

At Kelly, safety is a value that is at the core of our culture. We care deeply about the safety and health of our employees and we will never knowingly assign an employee to perform unsafe work duties, work in unsafe areas or work under unsafe conditions.

We review customer work sites to assess their overall safety program, safety performance, facility operations and safety philosophies. In addition, we work closely with our customers to foster a proactive safety culture.

While we strive to ensure the safety of all employees, the efforts of Kelly and our customers cannot completely protect employees from work-related injuries and illnesses - we need the cooperation of all employees. It is our intent to provide our customers with employees who are committed to protecting themselves and their co-workers from injury and illness.

Employees are expected to contact their Kelly representative and customer supervisor to report any hazardous conditions or work practices, to request safety information or training, or to make safety suggestions.

Reporting Job-Related Injuries and Illnesses
Immediately report all work-related injuries or illnesses to both the customer supervisor and your Kelly representative. Report all accidents, no matter how small. This includes even minor injuries-such as rashes and small cuts that can be treated by first aid.

Kelly recognizes its obligations and the benefits of a formal program for employees who have been injured on the job or are recuperating from personal injury or illness.

Kelly will make every reasonable effort to provide productive employment for injured employees thereby returning valuable human resources to the workplace while maintaining the dignity and self-respect of the employee.

Every case will be assessed on an individual basis with the support of the involved employee, provincial workers' compensation board, Physician, Kelly Safety and Worker's Compensation, and the employee's local Kelly Branch Manager or representative.


  • To demonstrate Kelly's concern for its employees' well being. 
  • To coordinate Kelly's resources to facilitate the successful reintegration of an employee following injury or illness. 
  • To establish and provide a tailored return-to-work plan to assist employees with an injury or illness to return to work as soon as the employee is able, in order to maximize and maintain their optimal potential.

Hazard Communication/Right-to-Know
The Occupational Safety and Health legislation in Canada requires employers to inform employees of the possible hazards associated with chemicals used at a particular work site. This requirement is called the Workplace Hazardous Material Information System (WHMIS). This standard ensures employees know what chemicals are being used in the workplace, how the chemicals can harm them, how they can protect themselves from these chemical hazards, how to read chemical labels called Material Safety Data Sheets (MSDS), and what to do in case of an emergency.

Employees have the right to know how WHMIS is being implemented at the assigned work site. The customer's WHMIS plan must list the chemicals used at the site, indicate who is responsible for the various aspects of the plan, explain where written materials are available and explain the details of the labelling program.

Employee Rights
As an employee, you have the basic rights under occupational health and safety legislation:

  • The right to know: You have the right to know about the hazards in the workplace. Your customer supervisor must inform you. It's the law.
  • The right to participate: If you are required to perform tasks where hazards are present, you must receive adequate training first.
  • The right to refuse unsafe work: If you are asked to perform a job and you feel it is unsafe, you have the right to refuse unsafe work.