Refusal to Work Under Unsafe Conditions. It shall not be grounds for discipline if an Employee refuses to work under conditions posing an immediate danger of death or serious bodily injury.

Refusal to Work Under Unsafe Conditions. Bargaining Unit Members may refuse to work in any situation which places him/her in imminent physical danger or significantly endangers his/her health. In all such cases, the unit member shall first report the condition to the site administrator or supervisor who will, as soon as possible, have an evaluation made of the complaint. While the evaluation and determination of the complaint is being made, the unit member(s) will be given other assignments. Dependent upon the findings of the evaluation, the site administrator or supervisor shall inform the unit member(s) to return to the original assignment or shall inform the unit member of an alternate assignment.

Refusal to Work Under Unsafe Conditions. Employees may refuse to work in 1 situations where there is reasonable cause to believe that doing so would present an imminent danger 2 in which death or serious injury could happen immediately.

Refusal to Work Under Unsafe Conditions. A bargaining unit member shall have the right, without fear of reprisal, discrimination, or discipline, to refuse to work on a job which the bargaining unit member, reasonably, and in good faith believes places him/her in imminent physical danger or significantly endangers his/her health. 13.5.1. In All Such Cases, the bargaining unit member Shall: 1. Immediately report the hazardous condition to the supervisor and explain why there is a danger. 2. Request that the supervisor correct or have removed the hazard or danger. 3. Insure that the refusal is based only on the existence of the hazard. 4. Leave the immediate area of danger but may not leave the work site unless directed to do so by the supervisor. 5. Perform alternate duties as assigned prior to removal of the hazard. 6. Perform the job once the hazard is removed. 13.5.2. In All Such Cases the Site Supervisor Shall: 1. Initiate an evaluation of the complaint as soon as possible. 2. Assign alternate duties to the bargaining unit member(s) until the hazard is removed. 3. Inform the bargaining unit member of the results of the evaluation of the reported safety hazard. 4. Assign the bargaining unit member's normal duties at such time as the hazard has been removed. 13.5.3. CSEA and the supervisor may jointly investigate any alleged safety problem in an attempt to arrive at a mutually satisfactory remedy. 13.5.4. If the bargaining unit member, in good faith, believes a safety problem continues to exist after the District has determined that the condition has been remedied, the Director of Employee & Labor Relations, or designee, shall review the situation with CSEA.

Refusal to Work Under Unsafe Conditions. Employees may refuse to 6 work in situations where there is reasonable cause to believe that doing so would 7 present an imminent danger in which death or serious injury could result. 8 9 ARTICLE 12 - LEAVES Section 1. Sick Leave (accumulative) 13 A. Each employee will be granted twelve (12) days annually for sick leave. 14 Any unused sick leave allowance shall be accumulated without limitation.

Refusal to Work Under Unsafe Conditions. A unit member may refuse to work in any situation which the unit member believes places him/her in imminent physical danger or reasonably endangers his/her health. In all such cases, the unit member shall report the condition to the site administrator or supervisor who will, as soon as possible, have an evaluation made of the complaint. The Association representative and the site administrator or supervisor may jointly investigate any alleged safety or health problem in an attempt to arrive at a mutually satisfactory remedy. While the evaluation and determination of the complaint(s) is being made, the unit member(s) will be given other assignments. Within two workdays of the completion of the investigation, the unit member shall be provided written notice of the findings of the investigation and of any proposed remedy. At that time, the site administrator or supervisor shall inform the unit member(s) to return to the original assignment or shall inform the unit member of an alternate assignment. If the unit member believes a safety or health problem continues to exist after determination has been made by the site administrator or supervisor that the condition has been remedied, the District shall review the situation and any findings with the Association representative in an attempt to resolve the issue.

Related to Refusal to Work Under Unsafe Conditions

Unsafe Conditions In accordance with 29 CFR § 1977, occasions might arise when an employee is confronted with a choice between not performing assigned tasks or subjecting himself/herself to serious injury or death arising from a hazardous condition at the workplace. If the employee, with no reasonable alternative, refuses in good faith to expose himself/herself to the dangerous condition, he/she would be protected against subsequent discrimination. The condition causing the employee's apprehension of death or injury must be of such a nature that a reasonable person, under the circumstances then confronting the employee, would conclude that there is a real danger of death or serious injury and that there is insufficient time, due to the urgency of the situation, to eliminate the danger by resorting to regular statutory enforcement channels. In addition, in such circumstances, the employee, where possible, must also have sought from his Employer, and been unable to obtain, a correction of the dangerous condition.
Safe Conditions Whenever an employee reports a condition which the employee feels represents a violation of safety or health rules and regulations or which is an unreasonable hazard to persons or property, such conditions shall be promptly investigated. The appropriate administrator shall reply to the concern, in writing, if the employee's concern is communicated in writing.
Unsafe Work Conditions No Employee shall be disciplined for refusal to work on a job which in the opinion of: (a) A member of a safety committee; or (b) A person designated by a safety committee; or (c) A safety officer after an on-site inspection and following discussion with a representative of the Employer, does not meet the standards established pursuant to the Workers' Compensation Act.
Right to Refuse Unsafe Work Employees have the right to refuse to perform unsafe work pursuant to the Occupational Health and Safety Regulations of the Workers Compensation Act.
Service Conditions Customer acknowledges that in the event of a service issue, Customer is responsible for on-site cooperative testing with LightEdge Technical Support to assist in the diagnosis of the trouble. Customer agrees to be bound to current terms of LightEdge Acceptable Use Policy. Terms of the Acceptable Use Policy are subject to change without notice. Current Acceptable Use Policy can be found here: xxxx://xxx.xxxxxxxxx.xxx/legal Customer agrees that any service complaints including concerns regarding level of support, products, service reliability, or any other concerns related to LightEdge or Services being provided by LIghtEdge will be communicated to LightEdge by sending an email to xx@xxxxxxxxx.xxx.
Site Conditions A. Existing Site Conditions: Information with respect to the site of the Work given in drawings or specifications has been obtained by County's representatives and is believed to be reasonably correct, but the County does not warrant either the completeness or accuracy of such information, and it is the responsibility of the Contractor to verify all such information.
ADDITIONAL SPECIAL CONTRACT CONDITIONS Special Contract Conditions revisions: the corresponding subsections of the Special Contract Conditions referenced below are replaced in their entirety with the following:
Right to Refuse Dangerous Work An employee shall have the right to refuse to work in dangerous situations.
Conditions to Xxxxx’x Obligations The obligations of Xxxxx hereunder with respect to a Placement will be subject to the continuing accuracy and completeness of the representations and warranties made by the Company herein, to the due performance by the Company of its obligations hereunder, to the completion by Xxxxx of a due diligence review satisfactory to Xxxxx in its reasonable judgment, and to the continuing satisfaction (or waiver by Xxxxx in its sole discretion) of the following additional conditions:
Termination Conditions Such license shall not be terminated or its exploitation enjoined, until and unless: (i) Hitachi has committed a material breach of its obligations under this IP License Agreement, Opto-Device has given written notice of such breach to Hitachi and such breach remains uncured after the Cure Period, or, in the case of a breach, which cannot be cured within such Cure Period, Hitachi has not instituted within such Cure Period steps necessary to remedy the default and/or thereafter has not diligently pursued the same to completion; or (ii) such a material breach is incurable. In the event the breach is a curable breach that cannot be cured within the Cure Period but with respect to which Hitachi has instituted steps necessary to remedy the default and is thereafter diligently pursuing such cure, both parties shall negotiate to determine whether further pursuit of such cure is reasonable. If the parties cannot agree on a resolution in such negotiations, then this issue shall be referred to arbitration pursuant to the arbitration procedures set forth in Exhibit B hereto to decide whether such breach can be cured or any other alternative remedy should be adopted. In the event the breach is an incurable breach, the parties agree that the matter shall be referred to arbitration pursuant to the arbitration procedures set forth in Exhibit B hereto to determine the appropriate remedy. In the event that either party submits the dispute to arbitration, both parties shall cooperate in such binding arbitration in accordance with Exhibit B.

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