All employees are entitled to three fundamental rights under the Occupational Health and Safety Act.
Access Safety and Health Information.
Participation In decisions that could affect their safety or health
They can refuse work if they believe it to be a danger to their safety or the safety of others.
Right to Know
The right to know can take many forms but it is always the employer's responsibility. Similar obligations are applicable to contractors, supervisors, and contracting employers, as well as to owners and suppliers.
The following section describes the main requirements. This section outlines the key requirements.
There are requirements in the OHS Act. Regulations have similar provisions to provide instruction, training, and information on specific topics.
Employers may fulfill their obligations by offering instruction, education, and training on the following topics:
Workplace hazards identified in day-to-day operations, whole-facility inspections of equipment and tools, reporting mechanisms for working conditions that are not up to standard, communication standards for individuals, and the process for rectifying these conditions.
Safe work procedures, codes of conduct, and policies are required by legislation and company standards.
First aid legislation. Emergency procedures. Incident reporting. Investigation procedures.
Part is Your Right
A functioning IRS relies on employment law being able to take part in workplace decisions that could affect their safety or workplace health.
This is how it works:
Employees are expected to give input on how the workplace could be safer. As an employee, you can make a contribution by:
If required by the workplace, Participate in a Joint Health and Safety issues Committee
To be a safety and security representative at work.
Report any concerns if you become aware that there is a safety or medical issue that could impact your safety and well-being, and your coworkers' safety and well-being.
As an employee, health and safety matter, or member of a JHSC you have many options to make your workplace safer. OHS Act and the regulations.
It is Your Right to Refuse
If the first two rights do not protect your safety or health, you can refuse to exercise them.
Employees must not hesitate to exercise the right of refusing to work if the work is threatening their safety or health or the safety of others. Resources WorkSafeNB created resources to assist with the effective and legal refusal of work.
You must inform your supervisor about any unsafe work practices. Tell your supervisor why you aren't agreeing with your concerns.
If you are dissatisfied with your supervisor's actions and your workplace has JHSC (Joint Health and Safety Committee), let them know. They will investigate your case and make a determination based on their findings. If they agree, they will recommend corrective actions to your employer to remedy the unsafe situation.
If you are dissatisfied with the JHSC's actions, or if you don't have one, contact worksafeNB safety officers responsible for investigating your concerns. The officer will issue a correction order. The officer can advise you to return to work if you disagree with him.
If you disagree with the decision made by the officer, you can appeal to WorkSafeNB's Chief Compliance Officer.
If an employee refuses the process involving working in unsafe conditions, an employer or supervisor may temporarily reassign them.
Supervisors or employers may give the job to another employee if they tell the employee about the reasons for the refusal. WorkSafeNB can also answer any questions.
Employees are encouraged to document their concerns regarding the dangerous condition or person with whom they have spoken and the outcome of any conversations during a refusal-to-work process.
Discriminatory Act
Supervisors, employers, and unions can't take discriminatory actions against employees. This includes threatening to do it or coercing them.
To enforce the Act or its regulations, or to issue an order by officers under the Act/its Regulations.
Acted according to the Act, its regulations, or order by an officer under Act.
An officer can enforce the Smoke-Free Places Act, its regulations, or an order under the Act.
An employee who is unhappy with the workplace's collective agreement can file a grievance with WorkSafeNB by completing a Formula 1 complaint form. The form should describe the issue. Send it by mail or fax to WorkSafeNB within one calendar year.
Payroll records, minimum wage/overtime
Notification concerning dismissal/layoff
Working as a foreign worker
There is a rest period.
Vacation pay and public holidays
Safe And Healthy Workplace
The first right that workers have is the right to a safe and healthy workplace. This means that employers must provide a workplace that is free from hazards that could cause injury or illness. Additionally, employers must follow safety data sheets and health regulations.
Earn A Living Wage
The second right that workers have is the right to earn a living wage. This means that workers must be paid a fair wage for their work. Workers should be able to earn enough money to support themselves and their families.
Form Or Join A Union
The third right that workers have is the right to form or join a union. This means that workers have the right to join together with other workers to negotiate with their employer for better working conditions. Unions can also help workers get training and education, and they can provide other benefits.
Receive Fair Pay For Your Work
As a worker, you have the right to receive fair pay for your work. Therefore, you should get a wage that is fair and reasonable for the work that you do. You also have the right to receive overtime pay if you work more than 40 hours in a week.
A Safe And Healthy Work Environment
As a worker, you have the right to a safe and healthy work environment. This means that your employer should provide you with a workplace that is free from hazards and dangers. However, if there are any risks present in your workplace, your employer should take steps to mitigate those risks.
