Where to find employment rights and responsibilities

In unionized workplaces, the union has certain responsibilities toward employees and employers. In these workplaces, the union is responsible for representing employees at grievances, arbitrations and in contract negotiations with the employer. The contract between a unionized employee and an employer is referred to as a collective agreement.

The collective agreement details the mutually agreed-to rights and responsibilities of employees and employers in a unionized workplace. If necessary, the union representative can contact the employer on behalf of the employee to gather information on DIPV policies.

The following summarizes the rights and responsibilities that employees, employers and unions should bear in mind when considering the impacts of DIPV on the workplace. When employees understand their rights and responsibilities, they are better prepared to respond when DIPV enters the workplace. Circumstances will vary and not every incident of violence will warrant the same response or level of disclosure. Employees who are subjected to domestic, intimate partner or sexual violence may access leave under the Employment Standards Act.

This leave provides employees who have been subjected to DIPV or sexual violence with time away from work to access supports and to take measures to ensure their safety. Each workplace and every set of circumstances is unique and complex in its own way.

If an employer is unsure of their legal obligations to employees, they should seek legal advice. Facebook Twitter. Download the fact sheet Employees and employers have certain rights and responsibilities in the workplace. Rights and Responsibilities of Employees When employees understand their rights and responsibilities, they are better prepared to respond when DIPV enters the workplace.

All employers in New Brunswick are required to provide their employees with a safe working environment that protects employees from the effects of violence this includes DIPV Employers in New Brunswick are required to conduct a risk assessment for violence and if required, to implement a Code of Practice that addresses the issues identified. Additionally, some industries and types of work considered at high risk of violence are required to implement the Code of Practice.

Employees should talk to a labour law expert before quitting a job. The expert can tell employees how quitting will affect their rights to file a complaint. The expert can also tell them how to prevent their employer from taking them to court after quitting. These working conditions are then written in the collective agreement.

A collective agreement is a contract between the employer and all the employees. It is the union that negotiates the collective agreement with the employer. The union acts on behalf of all the employees. Immediately after its enactment, however, workplace fatality rates dropped by more than 50 percent, and workplace injuries also reduced significantly.

The goal of OSHA is to prevent work-related injuries, illnesses, and deaths. All qualified companies can visit osha. For example, OSHA has training for employees working with hazardous materials, specifically for those employees operating in a company in which hazardous materials are constantly present.

Therefore, different industries will face different regulations and requirements. Such requirements stem from workplace research and input from technical experts. OSHA also provides training for employers so that they are aware of the standards and requirements, and can keep track of training for their employees with regard to workplace safety and prevention of injuries.

OSHA can issue monetary fines up to tens of thousands of dollars for violations. Moreover, such violations could lead to criminal prosecution if the employer was negligent or otherwise failed to provide its employees with proper equipment to prevent injury.

For example, if a company failed to provide proper safety equipment to its employees and an employee died on the job, the company would face criminal prosecution. OSHA generally conducts periodic inspections of the workplace for potential hazards, any actions taken by the employer to mitigate the level of risk, and what type of training the employer has in place for its employees to ensure that they are well aware of workplace safety.

During an inspection, OSHA will also review documents pertaining to prior workplace injuries or illnesses to ensure that proper steps were taken in those instances and to confirm that all records are specific, detailed, and indicate any follow-up steps that will need to be taken in the future. However, if the OSHA inspector finds that employees are not using protective gear, he or she will need to document the failure and set up training through the employer in which an OSHA representative will be present and explain the risks associated with not wearing such protective gear or utilizing other protective equipment that the employer has provided.

While the employer could be fined for such failure, the OSHA inspector will do his or her best to identify if the employer is at fault or if the specific employee s are at fault for failing to use the protective equipment and gear. In turn, if an employee is aware that the employer is failing to abide by OSHA requirements, the employee can make a complaint to OSHA at which point in time an OSHA inspector will come out to the site to further investigate.

The federal law protects the employee from retaliation on the part of the employer for such a complaint. UpCounsel accepts only the top 5 percent of lawyers to its site.