Common use of Right to Refuse Dangerous Work Clause in Contracts

Right to Refuse Dangerous Work. 29.01 An employee shall have the right to refuse work in dangerous situations. (a) An employee may refuse to do any particular act or series of acts at work which the employee has reasonable grounds to believe are dangerous to the employee’s health or safety or the health or safety of any person at the place of employment. The employee shall first report such a situation to supervision. Failing resolution by the supervisor, a joint investigation will be conducted by the Union Health and Safety representative, the supervisor and the employee. If the matter cannot be resolved internally, it shall be referred to the Department of Labour under section 129 of the Canada Labour Code. The employee may continue to refuse until sufficient steps have been taken to satisfy the employee, or until the safety officer representing Labour Canada has investigated the matter and advised the employee that the matter has been resolved. (b) No loss of wages or disciplinary action shall be taken against any employee who exercises the right conferred upon the employee in (a) above. 29.02 Once an employee has invoked the right to refuse work and has informed the Company and/or the Health and Safety representative, the Company will not assign someone else to do the job that the employee has refused to do unless: • the other employee is qualified to do the job; • the other person is informed about the refusal and the reason(s) the employee refused the job; and • the Company is satisfied that the other employee will not be put in danger.

Right to Refuse Dangerous Work. 29.01 An employee shall have the right to refuse work in dangerous situations. (a) An employee may refuse to do any particular act or series of acts at work which the employee has reasonable grounds to believe are dangerous to the employee’s health or safety or the health or safety of any person at the place of employment. The employee shall first report such a situation to supervision. Failing resolution by the supervisor, a joint investigation will be conducted by the Union Health and Safety representative, the supervisor and the employee. If the matter cannot be resolved internally, it shall be referred to the Department of Labour under section 129 of the Canada Labour Code. The employee may continue to refuse until sufficient steps have been taken to satisfy the employee, or until the safety officer representing Labour Canada has investigated the matter and advised the employee that the matter has been resolved. (b) No loss of wages or disciplinary action shall be taken against any employee who exercises the right conferred upon the employee in (a) above. 29.02 Once an employee has invoked the right to refuse work and has informed the Company and/or the Health and Safety representative, the Company will not assign someone else to do the job that the employee has refused to do unless: • the other employee is qualified to do the job; and • the other person is informed about the refusal and the reason(s) the employee refused the job; and • the Company is satisfied that the other employee will not be put in danger.

Right to Refuse Dangerous Work. 29.01 An employee shall have the right to refuse work in dangerous situations. (a) An employee may refuse to do any particular act or series of acts at work which the employee has reasonable grounds to believe are dangerous to the employee’s health or safety or the health or safety of any person at the place of employment. The employee shall first report such a situation to supervision. Failing resolution by the supervisor, a joint investigation will be conducted by the Union Health and Safety representative, the supervisor and the employee. If the matter cannot be resolved internally, it shall be referred to the Department of Labour under section 129 of the Canada Labour Code. The employee may continue to refuse until sufficient steps have been taken to satisfy the employee, or until the safety officer representing Labour Canada has investigated the matter and advised the employee that the matter has been resolved. (b) No loss of wages or disciplinary action shall be taken against any employee who exercises the right conferred upon the employee in (a) above. 29.02 Once an employee has invoked the right to refuse work and has informed the Company and/or the Health and Safety representative, the Company will not assign someone else to do the job that the employee has refused to do unless: •  the other employee is qualified to do the job; • and  the other person is informed about the refusal and the reason(s) the employee refused the job; and •  the Company is satisfied that the other employee will not be put in danger.

Right to Refuse Dangerous Work. 29.01 An employee shall have the right to refuse work in dangerous situations. (a) An employee may refuse to do any particular act or series of acts at work which the employee has reasonable grounds to believe are dangerous to the employee’s health or safety or the health or safety of any person at the place of employment. The employee shall first report such a situation to supervision. Failing resolution by the supervisor, a joint investigation will be conducted by the Union Health and Safety representative, the supervisor and the employee. If the matter cannot be resolved internally, it shall be referred to the Department of Labour under section 129 of the Canada Labour Code. The employee may continue to refuse until sufficient steps have been taken to satisfy the employee, or until the safety officer representing Labour Canada has investigated the matter and advised the employee that the matter has been resolved. (b) No loss of wages or disciplinary action shall be taken against any employee who exercises the right conferred upon the employee in (a) above. 29.02 Once an employee has invoked the right to refuse work and has informed the Company and/or the Health and Safety representative, the Company will not assign someone else to do the job that the employee has refused to do unless: •  the other employee is qualified to do the job; •  the other person is informed about the refusal and the reason(s) the employee refused the job; and •  the Company is satisfied that the other employee will not be put in danger.