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CLEARBLUE ENERGY CORP Ultimately, we implement job hazard controls to bring our facility into compliance with the California Occupational Safety and Health Act of 1973 and Cal/OSHA regulations. Generally, this means coming to one of three ends: 1. The hazards are materially reduced using the incremental abatement process; 2. The hazards are reduced to the extent feasible, and then our supervisors periodically looks to see whether additional controls are feasible and, if so, he/she implements them promptly; or 3. The hazards are eliminated. When hazards are observed or discovered or when hazards are imminent, our company follows these steps for hazard control: discontinue operations, notify your supervisor and initiate corrective actions to mitigate. Accident/Exposure Investigations Although every effort is made to prevent workplace injuries and illnesses, we realize that accidents can happen, and we are prepared to handle these unexpected situations. If an accident or near -miss occurs in our establishment, Supervisor, Project Manager or Safety Manager is responsible for conducting a thorough accident investigation to identify the cause(s), as well as the steps that must be taken to correct the situation. our company follows these steps when investigating an accident or near -miss occurrence: Secure the area and any evidence take pictures and collect written statements. Root cause analysis is done to determine cause of accident. Training Training is one of the most important elements of our Injury and Illness Prevention Program because it allows employees to learn theirjobs properly, brings new ideas into the workplace, reinforces existing ideas and practices, and puts our program into action. All of our employees, which include managers, supervisors, and workers, know about the establishment and success of our Injury and Illness Prevention Program. They understand the importance of establishing and maintaining safe and healthful working conditions and their roles in this effort. Under no circumstances may an employee work in job assignments for which training is required until he/she has successfully completed proper training. This includes all existing and new employees. However, if an employee has received training in certain required topics within the last three years; initial training in those specific topics may not be required. Before we can meet the prior training exception, the supervisor must be able to demonstrate that the employee has retained sufficient knowledge to meet the requirements for initial training. He/She determines this by no prior training exceptions allowed. To be clear, training and instruction is provided: • When this program is first established; • To all new employees; • To all employees given new job assignments for which training has not previously been received; • Whenever new substances, processes, procedures, or equipment are introduced to the workplace and represent a new hazard; • Whenever we are made aware of a new or previously unrecognized hazard; and • To supervisors to familiarize them with the safety and health hazards to which employees under their immediate direction and control may be exposed; and • To all workers with respect to hazards specific to each employee's job assignment. We follow this training and retraining schedule: annual. New employee's supervisor will identify trainees in each set of new employees and make arrangements with department management to schedule training. He/She will also identify those existing employees who need retraining. Supervisor is responsible for conducting training. His/Her qualifications include: on the job and company training. 24