Heat Stress. Policy in the past has been that when employees find the working conditions affecting them to the point of illness or extreme discomfort, each employee will approach the respective Supervisor who will follow the Company Exit Policy for Heat Stress dated July 8, 2002 unless mutually amended by both parties. The Company agrees that, when the temperature and humidity reach a level that the comfort and health of the employees is in question, the Company will meet with the Bargaining Committee to discuss and find Heat Relief.
Heat Stress. Should the temperature in an employee’s work area exceed 38 degrees Celsius, using a Humidex Scale, with an appropriate method of measurement, an employee will be allowed additional rest periods or breaks. The Company will excuse an employee from work, under these conditions, because of heat sickness, in the same manner as any other employee who suffers an illness at work. The Company will continue to follow its current practice in this regard. At 45 degrees Celsius, department Supervisor, Company Health & safety and Union Co-chair shall determine appropriate level of action required.
Heat Stress. The Company recognizes that health and safety risks may be posed by heat stress. When suspected heat stress conditions prevail, the Joint Health and Safety Committee shall investigate and evaluate the matter and recommend to Management a plan of action to eliminate any hazardous situations. The Company agrees to implement a plan based on the recommendations of the Joint Health and Safety Committee for when conditions reach or exceed the ACGIH Index for Heat Stress. Such a plan shall include Mira cool, bandanas, visors, wrist cool bands, electrolyte replacements, popsicles, etc. and shall include additional breaks, and refreshments and shall also include as a last resort, early departures without pay.
Heat Stress. Policy in the past has been that when employees find the working conditions affecting them to the point of illness or extreme discomfort, each employee will approach the respective xxxxxxx who will in most cases write out a pass giving the employee permission to go home. Employees staying on the job have been allowed to work so long as it is practical and possible to run a particular operation. Conditions vary from plant to plant and even within an individual plant, so that it is impossible to talk in general terms, rather each situation must be assessed under specific conditions. Customer requirements, our ability to work with short staff and welfare of the employee, are all considered and we have been able in the past, and should be able in the future, to effect a reasonable solution to satisfy all parties concerned.
Heat Stress. NFES 1594, PMS-303-1 explains how to detect, treat & prevent heat stress. Cost is 10 cents each.
Heat Stress. There are three forms of heat stress. The mildest is heat cramps. Heat stress can progress to heat exhaustion and eventually heat stroke. Heat stroke is a medical emergency! Delayed treatment can result in brain damage and even death. At the first sign of heat stress, stop work, get into the shade, and begin drinking fluid. See chapter 5 of Fitness and Work Capacity, 2nd ed. (1997).
Heat Stress. The parties agree to abide by the Employer’s Hot Weather Plan NPH.7. The Employer agrees to consult with the Joint Health and Safety Committee prior to changes.
Heat Stress. Upon recommendation of the Committee during times of high heat, the Company will provide appropriate cold drinks for the employees. The Company will ensure that ergonomic needs reported by the employees pertaining to their work area will be discussed at the monthly health and safety meeting for a resolution.
Heat Stress. Policy in the past has been that when employees find the working conditions affecting them to the point of illness or extreme discomfort, each employee will approach the respective xxxxxxx who will in most cases write out a pass giving the employee permission to go home. Employees staying on the job have been allowed to work so long as it is practical and possible to run a particular operation. Conditions vary from plant to plant and even within an individual plant, so that it is impossible to talk in general terms, rather each situation must be assessed under specific conditions. Customer requirements, our ability to work with short staff and welfare of the employee, are all considered and we have been able in the past, and should be able in the future, to effect a reasonable solution to satisfy all parties concerned. By April 1 of each year: Several people, chosen by the union, from each shift will be trained to conduct heat stress monitoring. The WBGT instrument shall be calibrated and in the plant.
Heat Stress. The committee will monitor heat stress conditions in the plant and off-site facilities. The company agrees to comply with the heat stress requirements outlined in the “Threshold Limit Value” booklet and the Ministry of Labour “Heat Stress Guidelines” and will maintain existing practices unless agreed to by the and the Company. As part of the heat stress management plan the compa- ny will continue the practice of supplying bottled water. The will review the Company’s Industrial Hygiene Program in the fourth quarter of each year and develop a plan for hygiene sampling in the upcoming year. A Union member of the will be present at the start of all hygiene sampling. The parties agree that all Health and Safety Policies, Practices and Procedures shall only be amended after mutual agreement by the and the company. The Union will be consulted and provided with advance notification of changes in environmental policies, prac- tices and procedures. Furthermore there will be an annual audit of these Policies, Practices and Procedures conducted jointly between the company and the Union. The Company co-chairperson and the Union person or their duly appointed alternates shall conduct this audit. The audit will be performed in the first quar- ter of each year and a copy of the audit provided to the Company and the Local and National Union. The Company agrees that all members of the Union shall have the right to investigate dangerous cir- cumstances at the workplace. No employee shall be discharged, penalized or disci- plined for acting in compliance with the Occupational Health and Safety Act, its regulations and codes of prac- tices. The Company will maintain and update the current health and safety boards. Only information that is joint- ly agreed to by the will be posted on the safety boards. The parties agree to pursue implementation of the “BEST” Program as modified by the Canadian Group during the life of this agreement. The company agrees that should changes be made to the current “work refusal” rights under the the cur- rent language will be maintained if the legislative changes result in a reduction of worker rights to refuse unsafe work.
