Safety
&
Emergency
&
Emergency
You notice a tripping hazard in the office. What should you do?
Act immediately to address/report the hazard and prevent injury
Name one workplace policy managers must reinforce onsite.
What does “visible leadership” mean?
Being present, approachable, and engaged onsite
What is an onsite management contact?
A manager without a direct reporting relationship to the employee who can provide onsite support
An employee seems distressed. What is your first step?
Approach with empathy and check in privately
Name one thing every manager must know related to emergency preparedness.
What is your role in desk booking and clean desk practices?
Be aware of and promote adherence to procedures
Give one example of how managers build engagement onsite.
What is your role with the local manager where your employee sits?
Partner with them to support the employee
Name one technique for supporting a distressed employee.
What is your responsibility if a fire alarm goes off?
Ensure employees evacuate and act as Emergency Warden if needed
Why is it important to monitor employee schedules and in-office days?
To ensure alignment with hybrid policy and operational consistency
What role do you play for employees who don’t report to you?
Act as a culture ambassador and help them feel included
What should your employee in another office be included in?
Local processes, procedures, and activities
What support resource can you recommend to employees?
EFAP (Employee and Family Assistance Program)
What must happen if an employee is injured and requires first aid?
The incident must be reported, and first aid procedures followed
What is your responsibility if you see behaviour that doesn’t align with standards?
Address it promptly and reinforce respectful workplace expectations
What is the impact of clear and timely communication?
Strengthens collaboration and keeps teams aligned
True or False: Weekly check-ins alone meet your responsibility for remote staff.
False — coordination and onsite support are also required
What should you do after a serious employee concern is raised?
Document, outline next steps, and follow through