The health and safety of Locals 175 & 633 members is of paramount
importance to your Union. A benefit of belonging to a union
is that the Local can negotiate strong health and safety protection
language into each collective agreement.
These clauses include anti-harassment
and anti-discrimination policies and measures for creating
and managing workplace health and safety committees.
In addition, each agreement includes rules for scheduling hours
of work, vacation, sick days and leaves of absence - all of
which contribute to a healthier worker both physically and emotionally.
In all instances where your health is concerned, please keep
a detailed record of relevant information such as visits to
the doctor, complaints made to employers etc. Also, be sure
to make copies of all written materials to ensure you can provide
the evidence you need when you need it. This is especially helpful
when filing a claim with the Workplace
Safety and Insurance Board (WSIB). Locals 175 & 633
have helphful brochures to guide you through the WSIB process
- click here for more information
or to download
these pamphlets.
Every worker in Canada has three basic rights under Part II
of the Canada Labour Code (for Ontario-specific
information please see below):
Right to Know
Employees have the right to be informed of known or foreseeable
hazards in the workplace and to be provided with the information,
instruction, training and supervision necessary to protect their
health and safety.
This right to know is strengthened by ensuring that methods
of communication are appropriate for all employees including
employees with special needs.
Through their health and safety committees or representatives,
employees are given the right to have access to government or
employer reports relating to the health and safety of employees
but do not have access to medical records of any person except
with that person's consent.
Right to Participate
As health and safety representatives or committee members,
employees have the right and the responsibility to participate
in identifying and correcting job-related health and safety
concerns.
Employers who employ 300 or more employees are required to
establish a health and safety policy committee. The purpose
of the policy committee is to handle organization-wide issues.
Because these types of issues go beyond a single work place
their resolution requires a more strategic or global approach.
Part II of the Canada Labour Code further provides for employee
participation through the use of an internal complaint resolution
process.
Right to Refuse
An employee, at work, has the right to refuse dangerous work
if he or she has reasonable cause to believe that:
- A condition exists at work that presents a danger to himself
or herself;
- The use or operation of a machine or thing presents a
danger to the employee or a co-worker; or
- The performance of an activity constitutes a danger to
the employee or to another employee.
Click here for more detailed information on your Right to Refuse.
In order for an employee to be protected by the Code when exercising
the right to refuse, the employee must follow the proper procedure.
Source:
Gateway
Government Web site.
Every Ontario worker is guaranteed the
following three basic rights under the Ontario
Occupational Health and Safety Act:
The Right to Know
Workers have a right to know of every hazard present in their
workplace. The employer is to provide workers and their representatives
with information to assist them in participating in improving
workplace health and safety and preventing injury and death.
The right to know was strengthened by the Workplace
Hazardous Materials Information System (WHMIS).
The Right to Participate
Workers have the right to work with the employer to identify
health and safety hazards in their workplace and recommend
solutions through the Joint Health and Safety Committee.
The Act requires the establishment of Joint Health and Safety
Committees in workplaces with 20 or more regular employees,
where there is a designated substance or where the Ministry
of Labour orders so. Workers and managers are represented
equally on Joint Committees. Their power, however, is limited
because the Committee cannot implement its recommendations.
