Occupational Health And Safety Act And Regulations. The current Saskatchewan Employment Act and Regulations shall apply. The legislation allows every worker the right to know the hazards at work, participate in occupational health and safety, and refuse work which the worker believes is unusually dangerous.
Occupational Health And Safety Act And Regulations. The current Occupational Health and Safety Act and Regulations shall apply. The legislation allows every worker the right to know the hazards at work, participate in occupational health and safety, and refuse work which the worker believes is unusually dangerous.
Occupational Health And Safety Act And Regulations. The Union and the Employer are committed to promoting a safe and healthy workplace in compliance with The Occupational Health and Safety Act and Regulations. The parties agree that such legislation allows every worker the right to know the hazards at work, and the right to participate in occupational health and safety, and the right to refuse work which the worker has reasonable grounds to believe is unusually dangerous.
Occupational Health And Safety Act And Regulations. An employer must take every reasonable precaution to provide a healthy and safe work environment that is free of violence • Violence includes the actual or attempted use of physical force or any statement or behaviour that gives an employee reasonable cause to believe that physical force will be used against them. Violence also includes sexual violence, intimate partner violence and domestic violence. • An employer should be aware of the warning signs that an employee is experiencing domestic/intimate partner violence (DIPV). • An employer must provide employees with training on the risks of DIPV in the workplace. • An employer must complete a risk assessment to identify areas of risk in the workplace. • If the risk assessment identifies a risk of violence, or the employer is included in the designated high-risk industries or types of work, an employer must ensure that a Code of Practice to address Workplace Violence is developed and implemented for each workplace under its authority. • An employer must provide training on its Code of Practice to all employees. • An employer must respond to violent incidents in the workplace. • An employer must document and report incidents of violence as well as any injuries. • An employer must provide employees with procedures for emergencies that could arise from the extension of DIPV into the workplace.
Occupational Health And Safety Act And Regulations. The Union and the Employer are committed to promoting a safe and healthy workplace in compliance with The Saskatchewan Employment Act, Part III, Occupational Health and Safety. The parties agree that such legislation allows every worker the right to know the hazards at work, and the right to participate in occupational health and safety, and the right to refuse work which the worker has reasonable grounds to believe is unusually dangerous.
Occupational Health And Safety Act And Regulations. During negotiations the Union raised with the Company its concern regarding possible future changes to the Occupational Health and Safety Act and regulations. The Parties understand that should changes to the legislation and/or the Ontario Ministry of Labours support for the subject legislation change to render inoperative the current rights of employees with respect to unsafe work, a mechanism will have to be determined to maintain the practical application of these rights. Consequently, upon such time as the Union or the Company has a reasonable concern that such legislation could be passed which so affects the employees right to refuse unsafe work, the Union and the Company shall meet within ten (10) days notice of a written request to meet. The Parties will make a good faith effort to arrive at a fair and workable solution to the problem in a forthright and expeditious manner. It is agreed that any changes to the Regulations would also be reviewed by the Parties in order to assess the impact on employee health and safety. The Parties agree that the Statutory provisions in effect on the date of this agreement with respect to the employee’s right to refuse unsafe work would be considered a minimum standard. FOR THE UNION[signed] [signed] FOR MANAGEMENT[signed] [signed] Xxxxx Xxxxxxx[signed] Xxxx Xxxxx[signed] Xxxx Xxxxxx[signed] Xxxxx Xxxxx[signed] Xxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xxxxx Xxxxx Xxxxx Xxxxx Letter of Agreement # 10 Between: Coca-Cola Refreshments Canada Company (London) - and - United Food and Commercial Workers Canada, Local 175 Re: Medical Documentation All medical certificates, medical documentation and/or doctors notes shall be paid by the Company when required by the Company. FOR THE UNION[signed] [signed] FOR MANAGEMENT[signed] [signed] Xxxxx Xxxxxxx[signed] Xxxx Xxxxx[signed] Xxxx Xxxxxx[signed] Xxxxx Xxxxx[signed] Xxxxx Xxxxxxxxx Xxxxx Xxxxxxx Xxxxx Xxxxx Xxxxx Xxxxx Letter of Agreement # 11 Between: Coca-Cola Refreshments Canada Company (London) - and - United Food and Commercial Workers Canada, Local 175 Re: Temporary Employees The Company will give due consideration to the date of hire for all available and qualified temporary employees with respect to vacancies as expressed in Article 8 of this Collective Agreement. Should an employee with a more junior date of hire be selected for the posting, those employees with the more senior date of hire will be provided with an explanation for such action. When all factors are relatively equ...
Occupational Health And Safety Act And Regulations. Employees must not engage in any conduct that puts others at risk of harm. • Employees should report any workplace hazards to the employer – this includes DIPV. • Notifying the employer of the risk of violence gives the employer an opportunity to enact measures to reduce the risk of violence to everyone in the workplace. • Employees should cooperate with their workplace’s Joint Health and Safety Committee or health and safety representative, if applicable. • Employees must cooperate with WorkSafeNB and its health and safety officers. • Employees must follow safe work procedures. • Employees should be aware of warning signs and behaviours of DIPV that may require intervention. • Employees should contact emergency services, seek medical assistance or administer first aid as required. • Employees have a responsibility to inform themselves of the proper procedures for addressing DIPV in the workplace. • Employees have a right to refuse work that they believe us dangerous to their (or others’) health. However, employees should first give employers the opportunity to put protective measures in place by bringing concerns to their attention. If the employer does not take appropriate action, an employee could proceed to a work refusal. • WorksafeNB’s process for refusing dangerous work may be found here.
