Report: Chisholm wildfire entrapment investigation - FPInnovations ...

4. Safety Facilitator
• Be aware of legislation - the right to refuse.
• Support Supervisors in the right to refuse procedures.
• Act as a resource and mediator in situations where there are no grounds for refusal.
Right to Refuse Procedures
Once the Employee has notified his/her Supervisor, the following steps need to be taken:
Notes:
• Investigate and take action to eliminate the imminent danger.
• Ensure that no Employee is assigned to use or operate the tool appliance, or equipment,
or to perform the work for which an Employee has made a notification unless:
• The Employee to be so assigned is not exposed to imminent danger.
• The imminent danger has been eliminated.
• Prepare a written record of the Employee’s notification, the investigation and action
taken.
• Give the Employee who gave the notification a copy of the record described.
• A copy of the report is to be given to the Area/Regional Office and a copy sent into the
PFFC Division attn: Safety Program Coordinator.
• Employee who gave the notification may be asked to remain at the worksite and may be
assigned temporary to other work assignments that he is reasonably capable of
performing. Note: - In a temporary assignment there is no loss in pay, it is not
disciplinary action.
• The Employee’s record will not refer to the exercise of the Right to Refusal.
• Where an Employee continues to refuse to work despite a decision by the Supervisor that
there is no ground for refusal, the Department Human Resources Section and the
Occupational Health and Safety Office shall be notified.
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