Computers at work: the health rights of the employee

admin — Thu, 10 Jul 2008 17:54:06 +0000

Better to live with his computer: an expert witness (2001), reported in full.
“Since 1991, a decree fixes the employers obligations technical, medical and organizational on the computer. It applies to employees using a computer “for a significant part of their working time” – that is to say most of the time
Pub An employer must analyze the occupational hazards due to the computer and identify measures to be taken in response to these risks. In principle, these measures must be implemented when they were accepted, given a reasonable time is allowed for the time for implementation.The employer, if not a guarantor of the computer itself – where security flaws, it may turn against the manufacturer – is the guarantor of its use inside the company, and that means facilitating the availability of staff.
You should know that if the employer has not provided alternating between work on the computer and tasks without screen display, the employee is entitled to specific breaks – breaks out classics, variable depending on incumbency – whose duration is not fixed by decree or by circular of the Ministry.
These breaks allow specific particularly the eyes and stand back, requested by the work on screen.
The employee is not supposed to know the rules of computer usage. This information from the employer is a burden on the employer. It covers three points: the pause additional specific granted – obligation technical – information on the use and risks related to computer use – as well as training job – organizational obligation – and Finally, the prevention of health problems – duty medical -.
On the technical requirement, as in other areas related to the computer such as the use of the Internet inside the company or the means available information, it is generally called for the adoption of a charter to define the practicalities of compliance doits and obligations arising from the Decree, including pause additional specific granted.
Regarding the organizational requirement, the employer must, as a first step, draw up a list of problems. As, for example, ensure that software developed for the company is ergonomic, easy understanding and adapted to the jurisdiction of the employee. This means limiting its rate of hardship. ” Or give the employee training on software they use in connection with his work.
Regarding the obligation of a medical nature, there is a specific examination to be carried out at the Medical Labour when using a computer company: examination of the eyes. This initiative is borne by the employer. Furthermore, if an employee complains about his job, he must make a visit to the Labour Medicine. At the end of this review, no financial burden should not affect the employee where costs are linked to devices beyond the normal devices, as a key under the table, a filter screen or even a correction as a coquée chair to adjust his seat.
The employee has recourse in the event of non-compliance with these obligations. It is already on its own initiative, consult the occupational medicine, whose details are required to be displayed in the workplace. It may initiate criminal proceedings – against his direct supervisor or against the company as such, for example within the framework of “involuntary diseases.”
For its part, the employer may turn against the manufacturer, including on the basis of medical studies highlighting that the equipment did not conform to the “state of the art” and / or standards force – which takes into account the tools available on the market -. The manufacturer is obliged to inform the buyer risks.
For prevention, a specific charter on the safe use of means “can be drafted and adopted in compliance with the procedures in respect of staff representatives.
Employee side, we must remember that any employee may request a visit to the Medical Labour in the event of health troubles felt in the workplace. And to claim the changes necessary working conditions, based on the requirements of occupational physician.
Anything that is a possible nuisance in the workplace – smells plants, development of Feng Shui – and without medical prescription, the employer can refuse if it presents a hazard or a nuisance in the organization of work. But an employee who was travelling in his bermuda to work because of the heat was dismissed.
While new technologies are increasingly used in everyday life and as we come to an age of maturity for the problems they cause. But the health concern is a general trend of today’s society, relayed by Bill Kouchner on democracy health or the requirement of citizen vis-à-vis drug manufacturers – litigation on medical liability have tripled this year according to an insurance company – or even the success of health sites.
The movement follows a general trend towards the primacy given to health capital by citizens / patients / insured, became a few years’ care consumers, “more than ever mobilized by their state of health.

Workers have rights and responsibilities for their health

admin — Thu, 10 Jul 2008 15:08:14 +0000

Workers have rights and responsibilities.
Your employer assumes overall responsibility for your health and your safety in the workplace, but you also have responsibilities under the Act. It is simply to exercise common sense and pay attention to the work you do.
You will find answers to your questions by clicking on a link below or by choosing a link in the menu on the left.The Law on Safety and Health at Work which, in Ontario, governs health and safety at work, sets out the legal responsibilities incumbent upon employers, supervisors and workers. These responsibilities are not complicated, but if we did not pay, injury, illness or death of a worker may result.
What is the internal responsibility?
The legal responsibilities of employers, supervisors and workers overlap and complement each other. Together, they constitute what is commonly called the internal responsibility system or SRI.
In summary, the IRS means that everyone has a role to play and the duty to contribute actively to ensure the safety of workers. Any worker who finds a problem of health and safety, such as a danger inherent in the workplace, has the obligation to report it to management. Once a threat is identified, the employer and the supervisor have an obligation to examine the problem and eliminate any risk that could hurt workers.
What are my three fundamental rights?
The right to know. You have the right to know the dangers inherent in your job. Your employer or your supervisor has t’informer of all that, in your work, you can cause injury. Your employer must provide you with the information you need to work safely.
Want to know more about the dangers?
The right to participate. You have the right to contribute to maintaining a workplace safe and healthy. Depending on the size of the company, you can be part of the health and safety representative or act as health and safety. Furthermore, you have the right to take part in training sessions and information to help you acquitter your tasks safely.
Want to know more about the committees on health and safety?
The right to refuse dangerous work. If you think your job may endanger you, you have an obligation to report the dangerous situation to management. If the situation is not remedied and that your opinion, your health and safety are always threatened, you have the right under the OHSA, refuse to perform the job without suffering retaliation.
What are my responsibilities?
Work Safely. Use machinery and equipment in accordance with the training you have received and not modify the equipment, take a shortcut or remove a safety device.
In fact, remove pieces of mobile equipment, dangerous areas or other sources of danger, a safety device or a device that was installed in order to protect a worker t’expose to a risk of injury, you and others who could use the equipment. Moreover, it means that you have broken the law and that you can be responsible for the consequences that result.
In case of doubt and before undertaking a task for which you have not been trained, always poses questions to your supervisor. If you work safely and responsibly, you most likely conform to the OHSA, the regulations arising as well as security rules in force within the company.
Indicates dangers. The workers know whether the equipment they use to execute their tasks is defective or if working conditions are different.
If you notice the absence of a safety device or the poor condition of equipment or protective devices, if you see pressens a danger or likely to cause injury or if you recorded an infringement of the laws on health and Security of Ontario, you should inform your supervisor or your employer as soon as possible.
Be proactive – in other words, said these situations as soon as thou observes, do not expect an incident occurs. If you know that a danger exists and neglects to mention, you will find very difficult to live with your conscience if an accident occurs that your intervention could have prevented.
Use door or protective equipment. The nets for the hair, rubber gloves, masks antipoussieres, aprons, ear protection, safety boots and goggles are perhaps not very fashionable, but these are parts of ‘equipment commonly used in the workplace and designed to protect workers against the potential dangers inherent in their work.
Where the employer requires that you doors protective equipment, it must show you how to use or wear and how to maintain it. You must then use or wear the device. N’enleve not a device or a safety device designed to protect you. Wear your protective equipment. It is not only sound advice, it is the law. No work is worth endangering your health and safety. Protect yourself and protect your family by working smarter!

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Computers at work: the health rights of the employee

Workers have rights and responsibilities for their health