Send an incident email to report all incidents, no matter how small and including when you have received first aid while acting as a SAPAA Volunteer. Email within 24 hours of an incident. Incidents that must be reported include injury or illness to a person, damage to equipment or property, and near-misses. Incident reports are kept confidential and will be retained for at least three years.

It should include the following details:

• To: President@sapaastewards.com
• Subject: SAPAA Incident [DATE] – [LOCATION
• Worker’s name / Date and Time of the incident
• Location where incident took place
• Type of incident (include all that relevant):
  • Non-life threatening illness or injury
  • Life-threatening illness or injury
  • Emergency services required
  • Near miss (potential illness, injury or damage)
  • Traffic accident
  • Required immediate reporting to Alberta Occupational Health and Safety 1-866-415-8690
  • Other (provide additional details).
• Incident reported to (check all that apply)
  • Trip Leader (as applicable)
  • Another SAPAA Volunteer or Guest of a Volunteer
• SAPAA Safety Officer and/or Member of the board
• Describe the circumstances of the incident (e.g., sequence of events, activities, site conditions, etc.).
• Describe any corrective actions that were taken at the site.
• Did you receive first aid? What is the Name of person(s) who gave you first aid
• Describe the first aid received.
• Where there witness to the incident, copy them on the email for their record.
  • Either as part of this email or in a subsequent response, include:
  • A map, photos, drawings, or any additional comments about the incident.
• By sending this from your SAPAA acknowledged email, you acknowledge that the information provided as the affected worker in the incident is true and accurate to the best of your knowledge.

Provided for ease of use, copy and paste this template into your email.

To: President@sapaastewards.com

Subject: SAPAA Incident [DATE] – [LOCATION

Worker’s name / Date and Time of the incident

Location where incident took place

Type of incident (include all that relevant):

Non-life threatening illness or injury

Life-threatening illness or injury

Emergency services required

Near miss (potential illness, injury or damage)

Traffic accident

Required immediate reporting to Alberta Occupational Health and Safety 1-866-415-8690

Other (provide additional details).

Incident reported to (check all that apply)

Trip Leader (as applicable)

Another SAPAA Volunteer or Guest of a Volunteer

SAPAA Safety Officer and/or Member of the board

Describe the circumstances of the incident (e.g., sequence of events, activities, site conditions, etc.).

Describe any corrective actions that were taken at the site.

Did you receive first aid? What is the Name of person(s) who gave you first aid

Describe the first aid received.

Where there witness to the incident, copy them on the email for their record.

Either as part of this email or in a subsequent response, include:

A map, photos, drawings, or any additional comments about the incident.

By sending this from your SAPAA acknowledged email, you acknowledge that the information provided as the affected worker in the incident is true and accurate to the best of your knowledge.

It’s often difficult to overestimate the power of the sun regardless of the season. Wear a hat and bring sufficient water with you on your visit to any protected area. It’s always good to leave extra water in your vehicle so you can ‘top-up’ after hiking all day. Apply sunscreen before heading out.

Wear light coloured clothing and use an insect repellent if you believe in them. Others may wish to use a bug-net instead. Not being prepared for mosquitoes, especially in wetland areas can lead to a miserable trip.

It is unlikely other insects will bother you, but be aware of your environment. Know that certain wasps and hornets will nest in the ground or under downed trees or stumps. If you see significant wasp/hornet activity on the ground, it is advisable to avoid the area and be prepared to make a hasty retreat if you accidentally disturb a colony.

For volunteers with a known allergy, ensure an epi-pen is being carried, let others know where it is, and how to use the pen.

Several species of plants in Alberta can cause severe contact dermatitis for some individuals. If you know that you are at risk of anaphylactic shock, remember to bring you epi-pen. Let a close friend who’s with you or the trip leader of your condition and where and how to use your epi-pen.  Prior consent is important. Plants to watch out for are Nettles and Poison ivy.

Remember, that even in cloudy conditions, your body is losing moisture. Don’t wait to be thirsty before reaching for your water bottle. If the forecast is hot and sunny for your outing, bring extra water. Better still – have extra water in your vehicle, so you can ‘top-up’ when you finish your hike.

If you’re going for a lengthy hike, then some method to sterilize water (e.g. sip stick, UV water purifier device, filter or tablets) should be considered.

It’s also important to ensure that you are able to fuel your body during a hike. Nuts, fruit, protein bars, etc… are good to have. A good lunch packed for your trip will go a long way. Pack for the conditions and length of your trip.

Seeing a majestic bull moose or an agile black bear could be the highlight of the trip. A bull moose in rut or coming between a mother bear and her cubs could lead to very different memories. This web page, Wildlife & You, prepared by Alberta Government, the Bear Smart booklet, and the following video on how to use bear spray are recommended.

In some natural areas, hunting may be permitted. You are not in a position nor authorized to evaluate the legality of a person hunting. Your role is strictly to observe and report to the extent it is safe to do so.

If you come upon hunters, let them know where you are going and how long you plan to stay in the area. Find out what they are hunting and how long they will be in the protected area.

During hunting season, consider wearing highly visible clothing (a stylish florescent hunting cap, for example).

If there is active hunting in an area consider leaving and visiting another time.

Sometimes, a person shooting weapons is not actively hunting but is instead sighting their guns (or worse). This is a riskier scenario as they may be less attentive versus a hunter who needs to confirm the kill matches their license.

If there is active shooting in an area consider leaving and visiting another time.

In theory, most Natural Areas in Alberta are protected and don’t allow OHVs. There are some sites where OHV use is allowed. Rules or not, pre-existing OHV tracks invites further OHV use.

You are not required to know whether OHVs are permitted or not (and good luck getting a straight answer from Alberta Government). At best, take a picture and a license place. Note the location and time and a description of the person operating the OHV.

Contact 310-LAND (5263) immediately if in cellphone range. Under no circumstances do not get into a confrontation with the individual. If there is an opportunity, provide some basic education about responsible use of these powerful vehicles.

If you see possible illegal activity, take a picture and note the location and time and a description of any persons. Contact 310-LAND (5263) if cellphone is in range. Do not approach the individuals and let the Conservation officer(s) do their job

Not all incidents happen in the site. If you are involved in a traffic accident either to or from a site visit and you are a SAPAA Volunteer at the time, follow the recommended procedures of your insurance company and/or the authorities at the site of an accident. This resource from Alberta Government provides a good overview of What to do after an auto collision.

In case of a vehicle breakdown, turn on your vehicle’s emergency or hazard flashers and stay in the vehicle with your seatbelt on. If you choose to exit the vehicle, wait ahead of your car and stay well off the road. Contact your emergency service (e.g. Alberta Motor Association) and wait for their arrival.

The following outlines procedures for workers to report and management to investigate incidents of workplace violence and harassment. All aspects of reporting and investigation are strictly confidential. The documents corresponding to the investigation will be kept on file in a secured location for two years from the date of the reporting.

• Criminal Allegations: If the worker or the board considers the matter to be criminal in nature, it will be immediately forwarded to the appropriate authorities.
  • A board member will be identified to act as a liaison between the investigating officers and SAPAA.
• Informal Action: A worker may seek informal assistance or advice from a co-worker, supervisor, or a board member to help in determining if the incident is workplace harassment or violence.
  • If the actions or words are workplace harassment or violence, the next step will be to proceed with either direct or formal action.
• Direct Action: A worker who feels they have been subject to workplace harassment or violence has the right to bring the matter to the attention of the other party.
  • They should let their objections to the behaviour be known to the other party, directly or with the assistance of a third party.
  • The worker may ask for support from their supervisor to communicate their objections to the other party.
  • The worker should keep a record of the incident(s), including date, times, locations, possible witnesses, what happened, what action was taken at the time, impact on physical or psychological health, and supporting document(s).
  • If the behaviour of the other party continues, the next step is formal action.
• Formal Action: A worker can take formal action by submitting a complaint in writing to the President of SAPAA or another member of the Board in the case where a complaint is brought forward regarding the President.
  • The written submission forms part of EALT’s records and must include:
    • Date, time(s), location(s) of the alleged incident(s),
    • Name of the person responsible for the alleged harassment (Respondent),
    • Name(s) of witnesses of the alleged incident(s),
    • A thorough description of the incident(s), including what happened, what led up to the incident(s), what action was taken at the time, the impact on physical or psychological health, and any supporting documents such as emails, notes, or messages.

On receipt of a formal complaint of workplace violence or harassment, an investigator will be chosen who will:

• Advise the worker who submitted the complaint (the “Complainant”) in writing of the investigation; and advise the alleged offender (the “Respondent”) in writing of the investigation and nature and specifics of the complaint.
• The Investigator will take all necessary steps to resolve the problem, including exploring all allegations by interviewing the Complainant, the Respondent, and others who may have knowledge of the incident(s) or have relevant information. The Investigator may make a finding of:
  • Sufficient evidence to support a finding of violation of this policy.
  • Insufficient evidence to support a finding of violation of this policy.
  • No violation of this policy.
• The Investigator must prepare a written report within 30 working days from the Respondent being advised of the complaint. The Board will make a decision whether to dismiss or act upon the report from the Investigator within 30 working days of receiving the report and advise the Complainant and Respondent in writing of the outcome.
• Regardless of the outcome, the Complainant and anyone providing information will be protected from any form of retaliation by either co-workers or superiors. This includes dismissal, demotion, denial of opportunities within SAPAA, or harassment as a result of having made a complaint or provided evidence regarding the complaint.
• A worker who submits a complaint in good faith, even where the complaint cannot be proven, has not violated the Workplace Harassment and Violence Prevention Policy.
• If an investigation results in finding the Complainant falsely accused the Respondent knowingly or in a malicious manner, the Complainant will be subject to appropriate corrective action or discipline, including the possibility of termination.

The board may suspend an individual’s membership or ask the individual to leave the organization. A prorated membership fee may be provided at the discretion of the board.