Right to Refuse. Employees have the right to refuse to undergo drug and alcohol testing. If an employee refuses to undergo drug or alcohol testing requested or required by the Employer, no such test shall be given.
Right to Refuse a) The Company shall ensure that all employees are informed that they have the right to refuse hazardous work, including Workplace Violence or Harassment, which may harm them or any person and that signs are posted in the workplace advising them of this right.
b) When a worker exercises his or her right to refuse he or she shall notify the supervisor who shall promptly notify the Union Co-chair or designate (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.
c) 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 presence of the co- chair and refusing worker.
d) If the Union Co-chair and the Supervisor cannot agree on a remedy to the work refusal, the government inspector shall be called in.
e) No employee shall be discharged, penalized, coerced, intimidated or disciplined because the employee has acted in compliance with the Occupational Health and Safety Act or the regulations.
Right to Refuse. A bargaining unit employee alleging harassment in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed, in principle, that in serious cases or when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. Furthermore, the parties agree that details with respect to the procedure regarding the ability of employees to leave their jobs as outlined above will be developed by the Master Employment Equity Committee and will be implemented as a part of this procedure following the Union leadership and Management representative training. This procedure was implemented on June 30, 1994.
Right to Refuse. The University agrees that no employee will be subject to discipline or dismissal for refusing to cross a lawful picket line within the meaning of the Labour Code of British Columbia (RSBC 1996 c.244). However, if such refusal results in the employee not being able to perform the employee's duties, he/she may immediately be taken off the payroll until once again able to perform the normal duties of the position.
Right to Refuse. (a) The Employer must ensure the adequate direction and instruction of employees in the safe performance of their duties.
(i) A person must not carry out or cause to be carried out any work process or operate or cause to be operated any tool, appliance or equipment if that person has reasonable cause to believe that to do so would create an undue hazard to the health and safety of any person.
(ii) An employee who refuses to carry out a work process or operate a tool, appliance or equipment pursuant to subsection (i) must immediately report the circumstances of the unsafe condition to their Employer.
(iii) The Employer receiving a report made under subsection (ii) must immediately investigate the matter and
(1) ensure that any unsafe condition is remedied without delay, or
(2) if in their opinion the report is not valid, must so inform the person who made the report.
(iv) If the procedure under subsection (iii) does not resolve the matter and the employee continues to refuse to carry out the work process or operate the tool, appliance or equipment, the Employer must investigate the matter in the presence of the employee who made the report and in the presence of:
(1) an employee member of the Occupational Health and Safety Committee,
(2) an employee who is selected by a trade union representing the employee, or
(3) if there is no Occupational Health and Safety Committee, any other reasonably available employee selected by the employee.
(v) If the investigation under subsection (iv) does not resolve the matter and the employee continues to refuse to carry out the work process or operate the tool, appliance or equipment, the Employer and the worker must immediately notify a WCB officer, who must investigate the matter without undue delay and issue whatever orders are deemed necessary.
(i) A worker must not be subject to disciplinary action because the worker has acted in compliance with Clause 11.06(b) or with an order made by a WCB officer.
(ii) Temporary assignment to alternative work at no loss of pay to the worker until the matter in Clause 11.06(b) is resolved is deemed not to constitute disciplinary action.
Right to Refuse a) The Company shall ensure that all employees are informed that they have the right to refuse unsafe work which may harm them or another person.
b) If a worker exercises his or her right to refuse he or she shall notify the Supervisor and a Union member of the Health and Safety Committee. He or she shall stand by in a safe place and participate fully in the investigation of the hazard.
Right to Refuse. An employee with fifteen (15) or more years of service shall not be required to accept an assignment that would require the employee to relocate. If the employee refuses the assignment he or she shall remain eligible for the NAV CANADA Departure Program or to lay-off with recall rights.
Right to Refuse. A bargaining unit employee alleging harassment or discrimination in the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed, in principle, that in serious cases of harassment or discrimination, or when the safety of an employee is being threatened directly or indirectly by the Respondent(s), it may be necessary for that employee to leave the job. Before any employee takes such action, the parties agree that details with respect to the procedure regarding the ability of employees to leave their jobs as outlined above will be developed by the Master Employment Equity Committee and will be implemented as part of the Procedure no later than June 30, 2003. The purpose of this Policy and Procedure is to allow the CAW and Ford of Canada the opportunity to address and resolve internal problems related to the objective of achieving a harassment and discrimination free workplace. This Policy and Procedure in no way precludes the Complainant's right to seek action under the applicable Human Rights legislation. The parties also agree to communicate this information about the Procedure to the workforce prior to June 30, 2003 through local union newsletters, bulletin board notices and company publications or any other mutually agreed upon method of communication. Recommended Investigation Guidelines are outlined below for the use of the investigators. Every effort should be made to have the Complainant submit a written complaint. This request should be submitted in a supportive, rather than an intimidating manner. A written complaint enables the Respondent(s) and the investigators to deal with a clear and concise description of allegations. Therefore, if the Complainant does not file a written complaint, the investigator(s) will draft a written form of complaint which the Complainant will have an opportunity to review and consent to. Before commencing an investigation, the investigators should consider and recommend to company management how to address the interim situation during the investigation. Consideration may be given to whether the Complainant and/or the Respondent(s) be moved to a new assignment or sent home. The Respondent(s) should be advised of the existence of the complaint at the beginning of the investigative procedure. The investigators must determine the extent of the details provided based on each specific case. In some cases, it would be appropriate to put all the allegations to the Respondent(s) immediate...
