Sentences with phrase «for dangerous workplace»

However, construction workers are not always responsible for dangerous workplace conditions in this industry.

Basically, correct, If you walk into a store and go into the «employees» only» section, barring some special statute for dangerous workplaces, for example, there is not automatically some enhanced seriousness of the matter, nor would a serendipitously adjacent police officer immediately arrest you.

Not exact matches

The company consults with a range of clients, from private firms to government offices, advising facility managers about how to make their workplaces safer, or, at the very least, how to «harden the structure» to make it more difficult for a dangerous individual to gain entry.

Our proposals also include a number of other measures to improve workplace conditions: enhancing members» right to refuse dangerous work; specific measures to reduce stress for front - line workers and shift workers; improved collective agreement language on workplace harassment and discrimination; strong maternal health provisions; and fairness for injured workers.

The Harper government showed its contempt for the whole idea of workplace health and safety by making it more difficult to refuse dangerous work a year or so ago.

Now, it's dangerous for the t - shirt to venture into the workplace alone, so it'll definitely need a little backup from its trusty friends the pencil skirt and the statement necklace.

Discrimination in the workplace creates an uncomfortable and potentially dangerous work environment for the targeted employee as well as other employees.

We have secured significant jury verdicts and sizeable out - of - court settlements for injured individuals and their families in cases involving trucking and transportation accidents, dangerous and defective products, construction accidents, commercial plane crashes, explosions and burns caused by gas and electric power utilities, medical negligence, workplace catastrophes, and business disputes.

In a workplace that is dangerous, employers are generally entitled to test individual employees who occupy safety sensitive positions without having to show that alternative measures have been exhausted if there is «reasonable cause» to believe that the employee is impaired while on duty, where the employee has been directly involved in a workplace accident or significant incident, or where the employee is returning to work after treatment for substance abuse.

Being one of the most dangerous jobs, police officers and other public safety employees often need counsel for workplace injuries.

Although it may seem unusual to treat schools as dangerous workplaces, it is common and accepted practice in Quebec for pregnant teachers to withdraw from the workplace because of the risk of contracting harmful diseases from their students.

Hospitals are especially dangerous workplaces that present a significant risk of slip and falls for healthcare workers

In doing so, the Supreme Court overturned the New Brunswick Court of Appeal's decision that had concluded that an employer can implement a policy for mandatory random alcohol testing so long as (1) the workplace is «inherently dangerous», and (2) the policy only applies to individuals in safety sensitive positions.

• Thoughtless Conduct of Co-Worker • Excessive pushing, lifting, holding, pulling, and the likes causing overextension • Monotonous actions and motions that may cause stress or strain • Slips, trips, or falls • Malfunctioning equipment • Hazardous workplace • Dangerous materials and chemicals • Inadequate training • Insufficient safety guidelines and dissemination • Auto accidents, especially for those whose major work is related to driving motors, cars, or trucks.

Unfortunately, for many employers, it is not clear whether their workplace is dangerous.

The Supreme Court of Canada has concluded that a workplace policy which provides for random alcohol testing is not justified when there is an absence of evidence of an existing problem with alcohol use in the workplace, even where the workplace is considered inherently dangerous.

Arbitrators have found consistently that when a workplace is dangerous, an employer can test an individual employee if there is reasonable cause to believe that the employee was impaired while on duty, was involved in a workplace accident or incident, or was returning to work after treatment for substance abuse.

Employers have a legal and ethical obligation to ensure the safety of employees, including implementing a plan to secure work facilities from dangerous intruders, securing tools and other objects that could be used a weapons, instituting a system of warnings and alerts when the workplace is threatened, and arranging for the safe removal of injured workers and summoning of medical and police assistance.

The decision demonstrates the importance of having a well - prepared fitness for duty policy and a proper alcohol and drug testing policy in place in dangerous workplaces, as well as the need to get legal advice before terminating workers for substance use.

It's dangerous to rely on workplace insurance, because it's tied to your employer, and for doctors — who move around a lot over the course of their careers or choose to open their own practice — it's an even bigger risk.

Occupational Health and Safety Officer SEDONA COMPASS, Binghamton, NY (1/1995 to 6/2002) • Inspected workplace area and equipment to determine possible hazardous situations • Ascertained the workplaces conformed to organizational procedures and safety standards • Trained personnel to make good use of protective equipment such as hearing protection, dust masks, safety glasses and safety helmets • Oversaw the storage of dangerous materials such as chemicals • Identified and test workplaces for potential accident and health hazards such as toxic fumes and gas - air mixtures • Took corrective actions to ensure eradication of hazardous materials in the air

«Firms can not afford to be sidetracked by employee problems such as workplace violence, theft, false resumes, embezzlement, harassment, or trumped - up injury claims as employers can be sued for negligent hiring if they hire someone they should have known, through the exercise of due diligence, was dangerous, unfit, dishonest, or unqualified.»