Right to Refuse and No Disciplinary Action. No Employee shall be discharged, penalized or disciplined for refusing to work on a job or in any workplace or to operate any equipment where she believes that it would be unsafe or unhealthy for herself, an unborn child, children in care, or where it would be contrary to the applicable federal, provincial or municipal health and safety legislation or regulations. There shall be no loss of pay or any seniority during the period of refusal. No Employee shall be ordered or permitted to work on a job, which another worker has refused until the matter is investigated by the Health and Safety Committee and satisfactorily settled.
Right to Refuse and No Disciplinary Action. No employee shall be discharged, penalized or disciplined for refusing to work on a job or in any workplace or to operate any equipment where he/she has grounds to believe that it would be physically unsafe or unhealthy to do so, or where it would be contrary to the applicable federal, provincial or municipal health and safety legislation or regulations, or where such work would result in the illegal pollution of the environment. Such refusal shall be put in writing as soon as practicable. There shall be no loss of pay or seniority during the period of refusal. No employee shall be ordered or permitted to work on a job or operate a piece of equipment where another worker has refused until the matter has been investigated by the Health and Safety Committee and the matter has been satisfactorily resolved.
Right to Refuse and No Disciplinary Action. No employee shall be discharged, penalized or disciplined for refusing to work on a job, or in a workplace, or to operate any equipment where the employee believes it would be unsafe, until such time as it is approved safe by the Corporate Safety Manager and/or the Alberta Labour, Workplace Health and Safety Officer. When complaints are made regarding safety, a report shall be completed by the Corporate Safety Manager with a copy sent to the Union within three (3) working days.
Right to Refuse and No Disciplinary Action. No Employee shall be discharged, penalized or disciplined for refusing to work on a job or in any workplace or to operate any equipment where the Employee has reasonable grounds to believe that it would be physically unsafe to do so.
Right to Refuse and No Disciplinary Action. Where an employee has reasonable cause to believe that she/he is exposed to an unsafe or unhealthy condition for her/himself, her unborn child, or children in care, the employee shall first notify her/his supervisor and consult with an employer Safety Committee member as well as a union Safety Committee member before refusing to continue working in the said condition. No employee shall be discharged or otherwise disciplined for refusing to work in an unsafe condition provided she/he complied with the notification procedure outlined above. Before refusing to work the employee shall ensure that all children under the care of that employee continue to remain in a proper standard of care. There shall be no loss of pay or seniority during the period of refusal. No employee shall be ordered or permitted to work on a job which another worker has refused until the matter is investigated by the Health and Safety Committee and satisfactorily settled. The regular working conditions that are part of the normal duties and responsibilities shall not be deemed to be an unsafe condition entitling an employee to refuse to work.
Right to Refuse and No Disciplinary Action. In addition to any right pursuant to the Occupational Health and Safety Act, no Employee shall be discharged, penalized or disciplined for refusing to work in their job or at the Centre or to operate any equipment where they reasonably believe that it would be unsafe or unhealthy for themselves, their unborn child, children in care, or where it would be contrary to applicable Provincial or Municipal health and safety legislation or regulations. There shall be no loss of pay or seniority when the Employer or Supervisor first investigates the allegedly unsafe work in the presence of the Employee and the Health and Safety Representative. Where an Employee continues to refuse to work after the completion of the first investigation and the continued refusal is based on reasonable grounds of unsafe work, the Employee shall not be paid, not receive benefits or have seniority accrue for this period of work refusal.
Right to Refuse and No Disciplinary Action. No employee shall be discharged, penalized or disciplined for refusing to work on a job or in any work space, or to operate any equipment where they believe it would be unsafe or unhealthy to themselves, an unborn child, a workmate, the public, or where it would be contrary to the applicable federal, provincial or municipal health and safety legislation or regulations. There shall be no loss of pay or seniority during the period of refusal. No employee shall be ordered or permitted to work on a job which another worker has refused until the matter is investigated by the Joint Health and Safety Committee or Alberta Occupational Health and Safety and is satisfactorily settled.
Right to Refuse and No Disciplinary Action. No shall be discharged, penalized or disciplined for refusing to do work that the worker has reasonable grounds to believe is dangerous to his or her health or safety, the health and safety of another person at the workplace, the employee's unborn child, or the public. There shall be no loss of pay or seniority during the period of refusal. No employee shall be ordered or permitted to work on a job which another worker has refused until that employee has been informed of the prior refusal. An employee who is injured during working hours and is required to leave for treatment or is sent home as a result of such injury, shall receive payment for the remainder of his at his regular rate of pay, without deduction from sick leave, unless a doctor states that the employee is fit for further work on that shift. An employee who has received payment under this section, shall, if on the job, suffer no loss in pay for the time necessarily spent for further medical treatment of the injury during regular scheduled working hours, subsequent to the day of the accident.
Right to Refuse and No Disciplinary Action. No employee shall be discharged, penalized or disciplined for refusing to work on a job or in any workplace or to operate any equipment where she/he believes that it would likely endanger herself/himself, an unborn child, children in care, or where it would be contrary to the applicable Health and Safety Legislation or Regulations. There shall be no loss of pay or seniority during the period of refusal. No employee shall be ordered or permitted to work on a job that another worker has refused until the matter is investigated by the Health and Safety Committee and satisfactorily settled, it being understood that circumstances that may endanger an unborn child may not endanger an employee who is not pregnant. In the event of such work refusal, the employee shall immediately report the circumstances of the refusal to her Administrator or Supervisor. The employee may be assigned reasonable alternative work (e.g. another classroom). The employee will remain available for the purposes of the investigation. Work refusals shall not be advanced for any improper purpose.
Right to Refuse and No Disciplinary Action. In accordance with BC Workers Compensation Act, no employee shall be discharged, penalized or disciplined for refusing to work on a job or in any workplace or to operate any equipment where s/he has grounds to believe it would be physically unsafe or unhealthy to do so, or where it would be contrary to the applicable federal, provincial and municipal health and safety legislation or regulations. There shall be no loss of pay or seniority during such a period of refusal. Nor shall any other employee be compelled to work on a job or operate a piece of equipment another employee has found unsafe until the matter has been investigated by the health and safety committee.
