Occupational Health & Safety Act. Section 27) Here are some of the many obligations of a supervisor: • Make sure that workers work in compliance with the act and its regulations; • Make sure that workers use any equipment, protective devices or clothing the employer requires; • Tell workers about any workplace health and safety hazards that the supervisor is aware of; • Give workers written instructions on measures and procedures to be followed for their own protection, if prescribed by regulation; and • Take every precaution reasonable in the circumstances to protect workers. Under the act, the employer must ensure the supervisor is competent –
Occupational Health & Safety Act. 26.01 The Employer and the Union agree to abide by the Ontario Occupational Health and Safety Act and its regulations. Any alleged violation of the Act shall be dealt with pursuant to the enforcement mechanisms outlined in the Act.
Occupational Health & Safety Act. The Employer agrees to be bound by the provisions of the Occupational Health & Safety Act, S.N.S. 1996, c7, as amended.
Occupational Health & Safety Act. The parties agree to abide by the terms of the Occupational Health and Safety Act as it exists on February 7th, 2000 (hereinafter “the Current OHSA”) In the event that the Current OHSA is amended by the Ontario Legislature during the terms of this agreement, and insofar as the amendments to the Current Act (hereinafter the OHSA Amendments) provide employees with rights and/or protection which are inferior to rights and/or protections under the Current OHSA, the parties shall meet as soon as practical to incorporate into the collective agreement such language as may be necessary to preserve the greater rights and/or protections. It is understood that such greater rights and /or protections may be procedural or substantive. In the event there is a dispute, either:
Occupational Health & Safety Act. The parties agree that for the duration of this Agreement the right to refuse unsafe work, the processes in connection with same and the obligations of the Company, the Union, and the employees, as set out in Sections 43 and 50, Parts 2 and 7 of the Occupational Health & Safety Act RSO 1995, together with relevant regulations in effect upon ratification of this Agreement, will continue to apply.
Occupational Health & Safety Act. The Board and ETFO recognize the importance of promoting a safe and healthy environment for employees and of fulfilling their respective duties and obligations under the Occupational Health and Safety Act and its accompanying Regulations.
Occupational Health & Safety Act. The recognize that the Joint Health and Safety Committee. as established by the Board, is governed by the Health and Safety Regulations. The recognize the Ottawa-Carleton Elementary Occasional Teachers' Association representation on this While alleged violations of the legislation will not be the parties will cooperate to facilitate any required corrective measures as provided for by the Act. LENT INCIDENTSINVOLVING OCCASIONALTEACHERS The parties recognize the Boards Safe Schools Policy and The Board agrees to refer any matters of aggression or violence involving occasional teachers to Article 'Violent Incidents Against Teachers',of the Collective Agreement between the Ottawa-Carleton Elementary Teachers Federation and the Board. shall be represented at any meeting of the Consultation Committee where matters of aggression or violence involving occasional teachers are being discussed. In the event that the above-noted committee is not convened, the President of and the Superintendent of Human Resources shall meet to address the matters of aggression or violence involvingoccasional teachers.
Occupational Health & Safety Act. During the Collective Agreement negotiations, the Parties agreed to renew the Letter of Understanding regarding the Occupational Health Safety Act as follows: The Parties recognize that they are bound to the current provisions of the Occupational Health Safety Act and Regulations. If there are amendments to this Act or its Regulations, the Parties agree to continue to be bound by the section: “the right to refuse or stop work where health and safety are in danger”. In the event of legislative changes during the term of this Agreement which may have an impact on the carrying out of occupational health and safety at the Library, the Parties agree to discuss these at the Joint Health Safety Committee. UNION: FOR THE EMPLOYER: This Agreement signed this day of March, on behalf of the Parties. LETTER OF UNDERSTANDING Between: THE LONDON PUBLIC LIBRARY BOARD (hereinafter called “the Employer”) and THE CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL (hereinafter called Union”) RE: EMPLOYMENT RESOURCE CENTRE FACILITATORS During the Collective Agreement negotiations, the Parties agreed to renew the Letter of Understanding regarding the Employment Resource Centre Facilitators as Whereas the Parties realize that the work is not “core” and that the related services which are provided to the public are contingent upon funding by Human Resources Social Development Canada the continuance of any or all such positions is subject to the annual availability of funding. The position of Employment Resource Centre Facilitator is part of the Library establishment of permanent Library Assistant positions. This position is within the scope of the bargaining unit. At any time should the position be eliminated due to lack of funding or discontinuation of services at the Library, incumbents would exercise their rights according to the Collective Agreement and Library practices. Facilitator positions which become vacant will be posted in accordance with the terms and conditions of the Collective Agreement and Library practices. This Agreement signed this day of March, on behalf of the Parties. FOR EMPLOYER: LETTER OF UNDERSTANDING THE LONDON PUBLIC LIBRARY BOARD (hereinafter called “the Employer”) and THE CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL
Occupational Health & Safety Act. Committee (e) Ontario Municipal Employees Retirement Scheme Full-time Part-time Ontario Nurses’ Association Board of Directors Communication with Corporation Election to Local Coordinator Notification regarding disciplinary process Right to Representation for Association Orientation: New Employee Payment for Overtime: Outside of normal hours Travel Parental Leave Part-time: Bereavement Defined (a) Exercising Seniority Rights (Bumps) Holiday Pay Entitlement Layoffs Probation Seniority Lists Seniority Accumulation Vacation Progression Pay Day Pay Equity Pension Performance Appraisals Letter of Understanding (a) Policy: Harassment Positions: (see Job Vacancies) Postpartum Enhancement Follow-up Telephone Duty Letter of Understanding Pregnancy Leave (a) Premium Payments: Assertive Community Treatment Team Letter of Understanding Infectious Disease Program Postpart En t Telephone Follow-up Letter of Understanding Letter of Understanding Prepaid Leave Plan: Option Outline Appendix B Probationary Period Professional Responsibility Progress Evaluations Promotions: Staff Changes Quarantine Recalls Recognition Relocation of Employees Representation: Discipline Discharge Union Sites Resignation: Notice Rest Periods: Paid Retirement: Benefits, Factor Defined Seniority Retroactivity of Entitlements Right to Representation Salaries (see Wages Compensation)
Occupational Health & Safety Act. Most work-related disabilities can be avoided if both management and workers live up to their responsibility under Ontario's Occupational Health and Safety Act Here is a quick guide to the Act. For details, refer to the Act itself, which is found in the small green book, which must be posted in Duties among other things, the employer must: Provide information, instruction and training so that the employee can work ina safe manner. Acquaint the worker all workplace hazards. Appoint a competent person as supervisor. Co-operate with and assist the health and safety committee and representative. Take every precaution reasonable for the protection of the worker. Supervisor's Duties He must: Ensure that the worker works in a safe manner and uses all the equipment, protective devices or clothing that is required. Advise a worker of any potential or actual danger to health and safety. Provide written safety instructions, where required. Be familiar with the Act and regulations. Note: Lead hands in the bargaining unit must also ensure that workers work in a safe manner, as above, but they cannot discipline workers who refuse, for example, to wear safety equipment. Worker's Obligations: Use all safety equipment and wear all protective clothing required by the employer. Report any potential unsafe condition or defect in safety equipment to your Supervisor. Obey the Health and Safety law and all regulations and report any violations of the law or regulations to your Supervisor. Worker's may not: Remove or turn off any safety device. Use any equipment or work in a manner, which may endanger yourself or another worker. Engage in horseplay of any kind. The Right to Refuse Unsafe Work If you encounter an unsafe at work, your first obligation is to report it to your Supervisor. Once you have done that, you may refuse to work at a job or task where you have reason to believe that: Any machine or equipment device or thing you are supposed to use is likely to endanger yourself or another worker, or The condition of the workplace itself is hazardous, or A contravention of the Act or Regulations. You must promptly notify your Supervisor of your refusal. He must then investigate the matter in your presence and that of a health and safety representative of the workers (normally the Xxxxxxx or a member of the Health and Safety Committee). If the Supervisor orders you back to work and you are still not satisfied that the job is safe, you may continue to refuse to work, provided you...
