WORK REFUSALS. A worker may refuse to work or do particular work where he or she has reason to believe that:
WORK REFUSALS. When a worker exercises his or her right to refuse, he or she shall notify the Supervisor who shall promptly notify a Worker Representative on the JHSC, who shall participate in all stages of the investigation. The worker shall stand by at a safe place and participate fully in the investigation of the hazard. The Company shall ensure that no other worker is asked or permitted to perform the work of the worker who refused unless the second worker is advised of the reasons for the work refusal in the presence of the Worker Representative on the JHSC. If the Union and the Company cannot agree on a remedy to the work refusal, the government inspector shall be called in.
WORK REFUSALS. 36.01 There shall be no work refusal by any member(s) of the bargaining unit during the life of this Agreement, including refusal to handle or install material, equipment, modules or components nor shall they refuse to perform work because other work was or will be performed or was not performed by persons or class of persons who were not or are not members of a trade union or a particular trade union.
WORK REFUSALS. 8.1 The Joint Committee members representing the workers shall designate one (1) of their members to be responsible for attending and assisting at a worker work refusal. This shall be a certified member. Any work refusal shall be carried out as prescribed in the Occupational Health and Safety Act. See appendices #2 and #2a.
WORK REFUSALS. 4.9.1 Workers have the right to refuse work they believe is likely to endanger them or other workers, and must immediately advise the appropriate supervisor/manager (OHSA, Section 43.3). Once a work refusal has been initiated, the supervisor/manager will ensure that a Certified Worker Member from the Contact List is present to immediately investigate the work refusal, in conjunction with the supervisor/manager. The supervisor/manager will advise the Health and Safety Department of the work refusal immediately.
WORK REFUSALS. A part-time employee-owner may refuse additional work outside their regularly scheduled work assignment except as contemplated in Article 4.4 (b).
WORK REFUSALS. Under the Occupational Health and Safety Act (OHSA), employees encountering the COVID-19 in the workplace (or who fear that they may encounter it) may seek to exercise their right to refuse work. The normal OHSA work refusal procedure must still be followed and will be found in the OHSA Regulation for Construction Projects and for Industrial Establishments both on page 84 Part V, Right to Refuse or to Stop Work Where Health or Safety in Danger. Specifically 43.(3) and 43.(4). Generally, the clause states that contractors cannot threaten to discipline an employee exercising a work refusal. When faced with a work refusal, the Contractor should immediately investigate in the presence of a health and safety representative or joint health and safety committee member, consider this work refusal and make a determination. The work can either be stopped or it can be re-assigned to another worker who must be informed of the refusal to work and the company’s rationale for proceeding with the work. Failing resolution with the employee or employees, notify a Ministry of Labour Inspector. The investigation will, in large part, be based upon the current scientific understanding of COVID-19 and the specific facts in the individual workplace. ORAC and UA 787 will continue to monitor our industry and the affects COVID–19 is having on our communities and will provide updates as they become necessary. If you require further clarification, please contact the ORAC or UA 787 offices. On behalf of ORAC and UA787, Xxxx Xxxxxxx, ORAC Chair of the Labour Relations Committee Xxxxxx Xxxx, Business Manager, UA Local 787 Appendix G. Wrongful Dismissal and Progressive Discipline The most common issue that is dealt with by the Industry Committee is “Wrongful Dismissal”, under article 27 of the UA787 / ORAC collective agreement. Most examples of wrongful dismissal involve the termination of employment of a UA787 member, for a specific reason at a point in time and supported by what appear to be random examples of bad employee conduct observed over the course of several months or years in the past. There usually has been no documentation or any form of progressive discipline used for any of these previous instances of bad employee conduct. These examples are seen as conveniently brought to light to support the current issue used to terminate employment. In all cases, contractors must remember that they are bound by the same ESA rules as any other employer regardless of what is outlined in t...
WORK REFUSALS. Under the OHSA, a worker's right to refuse work in various circumstances where health or safety is in danger, includes the right to refuse work if workplace violence is likely to endanger the worker. These work refusals would be handled no differently than other work refusals. Employees are made aware of this process in Health & Safety Training.
