Health and Safety Regulations in the Workplace (7:XIV) - Revision history

LSLAP at 19:06, 13 October 2025

2025-10-13T19:06:14Z

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LSLAP at 07:59, 28 September 2025

2025-09-28T07:59:52Z

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	The WCB is also responsible for enacting and enforcing health and safety regulations under Part 2 of the ''~~Act~~'' [Former Act,Part 3] through WCB’s ''Occupational Health and Safety Regulation'', BC Reg 296/97 (OHS). These regulations can be found [https://www.worksafebc.com/en/law-policy/occupational-health-safety/searchable-ohs-regulation/ohs-regulation online]. Workers or employers interested in the regulations can be referred to the Board’s Health and Safety Department. The date of enactment should always be checked to determine which version was in effect at the time of injury.		The WCB is also responsible for enacting and enforcing health and safety regulations under Part 2 of the ''WCA'' [Former Act,Part 3] through WCB’s ''Occupational Health and Safety Regulation'', BC Reg 296/97 (OHS). These regulations can be found [https://www.worksafebc.com/en/law-policy/occupational-health-safety/searchable-ohs-regulation/ohs-regulation online]. Workers or employers interested in the regulations can be referred to the Board’s Health and Safety Department. The date of enactment should always be checked to determine which version was in effect at the time of injury.

	== A. A Worker May Refuse Unsafe Work ==		== A. A Worker May Refuse Unsafe Work ==
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	== B. Prohibition Against Discriminatory Action ==		== B. Prohibition Against Discriminatory Action ==

	Section 48 of the WCA [Former Act, s. 151] states that an employer or union must not take or threaten any retaliatory action against a worker for exercising any of their rights under Part 2 of the ''~~Act~~'' [Former Act, Part 3]. A non-exhaustive list of such discriminatory actions is provided in s. 47 of the ''~~Act~~'' [Former Act, s. 150]. This list includes: suspension, layoff or dismissal; demotion; reduction in wages; transfer of duties or of location; coercion or intimidation; and the imposition of any discipline, reprimand, or penalty.		Section 48 of the WCA [Former Act, s. 151] states that an employer or union must not take or threaten any retaliatory action against a worker for exercising any of their rights under Part 2 of the ''WCA'' [Former Act, Part 3]. A non-exhaustive list of such discriminatory actions is provided in s. 47 of the ''WCA'' [Former Act, s. 150]. This list includes: suspension, layoff or dismissal; demotion; reduction in wages; transfer of duties or of location; coercion or intimidation; and the imposition of any discipline, reprimand, or penalty.

	Note that the “bare filing of a claim,” that is, filing a claim that is a request for compensation only and does not allege OHS violations, does not engage the protection of s. 48 of the ~~Act~~ (WCAT2015-01946).		Note that the “bare filing of a claim,” that is, filing a claim that is a request for compensation only and does not allege OHS violations, does not engage the protection of s. 48 of the ''WCA'' (WCAT2015-01946).

	Complaints should be made in writing to the Board within the time limits set out in s. 49 of the ''~~Act~~'' [Former Act, s. 152]. Section 49(4) of the ''~~Act~~'' [Former Act, s. 152(2)] places the burden of proving that the alleged discriminatory action did not occur on the employer or union as applicable. The Board has been given a wide range of remedies under s. 50 of the ''~~Act~~'' [Former Act, s. 153]. It is important to note that this section is not for human rights complaints, but only for retaliation against a worker for exercising the rights provided by the WCB system.		Complaints should be made in writing to the Board within the time limits set out in s. 49 of the ''WCA'' [Former Act, s. 152]. Section 49(4) of the ''WCA'' [Former Act, s. 152(2)] places the burden of proving that the alleged discriminatory action did not occur on the employer or union as applicable. The Board has been given a wide range of remedies under s. 50 of the ''WCA'' [Former Act, s. 153]. It is important to note that this section is not for human rights complaints, but only for retaliation against a worker for exercising the rights provided by the WCB system.


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Nate Russell: Nate Russell moved page Health and Safety Regulations in the Workplace (7:XIII) to Health and Safety Regulations in the Workplace (7:XIV): 2025 LSLAP revision

2025-09-04T22:34:53Z

Nate Russell moved page Health and Safety Regulations in the Workplace (7:XIII) to Health and Safety Regulations in the Workplace (7:XIV): 2025 LSLAP revision

← Older revision	Revision as of 22:34, 4 September 2025
(No difference)

LSLAP at 00:11, 3 September 2024

2024-09-03T00:11:30Z

← Older revision		Revision as of 00:11, 3 September 2024
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Clicklaw Editor at 20:14, 12 September 2023

2023-09-12T20:14:32Z

← Older revision		Revision as of 20:14, 12 September 2023
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	The WCB is also responsible for enacting and enforcing health and safety regulations under Part 2 of the ''Act'' [Former Act,Part 3] through WCB’s ''Occupational Health and Safety Regulation'', BC Reg 296/97 (OHS). These regulations can be found [https://www.worksafebc.com/en/law-policy/occupational-health-safety/searchable-ohs-regulation/ohs-regulation online]. Workers or employers interested in the regulations can be referred to the Board’s Health and Safety Department. The date of enactment should always be checked to determine which version was in effect at the time of injury.		The WCB is also responsible for enacting and enforcing health and safety regulations under Part 2 of the ''Act'' [Former Act,Part 3] through WCB’s ''Occupational Health and Safety Regulation'', BC Reg 296/97 (OHS). These regulations can be found [https://www.worksafebc.com/en/law-policy/occupational-health-safety/searchable-ohs-regulation/ohs-regulation online]. Workers or employers interested in the regulations can be referred to the Board’s Health and Safety Department. The date of enactment should always be checked to determine which version was in effect at the time of injury.


	== A. A Worker May Refuse Unsafe Work ==		== A. A Worker May Refuse Unsafe Work ==

	Under the existing OHS, Part 2, a worker may refuse work that is unsafe. The worker must not carry out any work process if they have reasonable cause to believe that it would create an undue hazard to the health and safety of any person.		Under the existing OHS, Part 2, a worker may refuse work that is unsafe. The worker must not carry out any work process if they have reasonable cause to believe that it would create an undue hazard to the health and safety of any person.


	The right to refuse continues until the employer has taken remedial action to the satisfaction of the worker, or an officer has investigated the matter and advised the worker to return to work.		The right to refuse continues until the employer has taken remedial action to the satisfaction of the worker, or an officer has investigated the matter and advised the worker to return to work.


	A worker who has exercised their right to refuse unsafe work must immediately report the refusal and the reasons for it to their supervisor or to the employer. The worker must remain available at the workplace during normal working hours until the investigation is complete. The employer may give the worker different duties to perform until the matter is resolved, and it may assign another worker to the job in question if the risk is specific to the worker (such as a person with a bad back being told to lift heavy boxes, or an untrained person being told to operate equipment).		A worker who has exercised their right to refuse unsafe work must immediately report the refusal and the reasons for it to their supervisor or to the employer. The worker must remain available at the workplace during normal working hours until the investigation is complete. The employer may give the worker different duties to perform until the matter is resolved, and it may assign another worker to the job in question if the risk is specific to the worker (such as a person with a bad back being told to lift heavy boxes, or an untrained person being told to operate equipment).


	== B. Prohibition Against Discriminatory Action ==		== B. Prohibition Against Discriminatory Action ==

	Section 48 of the WCA [Former Act, s. 151] states that an employer or union must not take or threaten any retaliatory action against a worker for exercising any of their rights under Part 2 of the ''Act'' [Former Act, Part 3]. A non-exhaustive list of such discriminatory actions is provided in s. 47 of the ''Act'' [Former Act, s. 150]. This list includes: suspension, layoff or dismissal; demotion; reduction in wages; transfer of duties or of location; coercion or intimidation; and the imposition of any discipline, reprimand, or penalty.		Section 48 of the WCA [Former Act, s. 151] states that an employer or union must not take or threaten any retaliatory action against a worker for exercising any of their rights under Part 2 of the ''Act'' [Former Act, Part 3]. A non-exhaustive list of such discriminatory actions is provided in s. 47 of the ''Act'' [Former Act, s. 150]. This list includes: suspension, layoff or dismissal; demotion; reduction in wages; transfer of duties or of location; coercion or intimidation; and the imposition of any discipline, reprimand, or penalty.


	Note that the “bare filing of a claim,” that is, filing a claim that is a request for compensation only and does not allege OHS violations, does not engage the protection of s. 48 of the Act (WCAT2015-01946).		Note that the “bare filing of a claim,” that is, filing a claim that is a request for compensation only and does not allege OHS violations, does not engage the protection of s. 48 of the Act (WCAT2015-01946).


	Complaints should be made in writing to the Board within the time limits set out in s. 49 of the ''Act'' [Former Act, s. 152]. Section 49(4) of the ''Act'' [Former Act, s. 152(2)] places the burden of proving that the alleged discriminatory action did not occur on the employer or union as applicable. The Board has been given a wide range of remedies under s. 50 of the ''Act'' [Former Act, s. 153]. It is important to note that this section is not for human rights complaints, but only for retaliation against a worker for exercising the rights provided by the WCB system.		Complaints should be made in writing to the Board within the time limits set out in s. 49 of the ''Act'' [Former Act, s. 152]. Section 49(4) of the ''Act'' [Former Act, s. 152(2)] places the burden of proving that the alleged discriminatory action did not occur on the employer or union as applicable. The Board has been given a wide range of remedies under s. 50 of the ''Act'' [Former Act, s. 153]. It is important to note that this section is not for human rights complaints, but only for retaliation against a worker for exercising the rights provided by the WCB system.

LSLAP at 05:01, 23 August 2023

2023-08-23T05:01:25Z

Clicklaw Editor at 22:24, 13 December 2022

2022-12-13T22:24:20Z

← Older revision		Revision as of 22:24, 13 December 2022
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	{{LSLAP Manual TOC\|expanded = workers}}		{{LSLAP Manual TOC\|expanded = workers}}

	The WCB is also responsible for enacting and enforcing health and safety regulations under Part 2 of the Act [Former Act, Part 3] through WCB’s Occupational Health and Safety Regulation, BC Reg 296/97 (OHS). These regulations can be found online at [https://www.worksafebc.com/en/law-policy/occupational-health-safety/searchable-ohs-regulation/ohs-regulation]. Workers or employers interested in the regulations can be referred to the Board’s Health and Safety Department. The date of enactment should always be checked to determine which version was in effect at the time of injury.		The WCB is also responsible for enacting and enforcing health and safety regulations under Part 2 of the Act [Former Act, Part 3] through WCB’s Occupational Health and Safety Regulation, BC Reg 296/97 (OHS). These regulations can be found online at https://www.worksafebc.com/en/law-policy/occupational-health-safety/searchable-ohs-regulation/ohs-regulation. Workers or employers interested in the regulations can be referred to the Board’s Health and Safety Department. The date of enactment should always be checked to determine which version was in effect at the time of injury.

	== A. A Worker May Refuse Unsafe Work ==		== A. A Worker May Refuse Unsafe Work ==
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	Complaints should be made in writing to the Board within the time limits set out in s. 49 of the Act [Former Act, s. 152]. Section 49(4) of the Act [Former Act, s. 152(2)] places the burden of proving that the alleged discriminatory action did not occur on the employer or union as applicable. The Board has been given a wide range of remedies under s. 50 of the Act [Former Act, s. 153]. It is important to note that this section is not for human rights complaints, but only for retaliation against a worker for exercising the rights provided by the WCB system.		Complaints should be made in writing to the Board within the time limits set out in s. 49 of the Act [Former Act, s. 152]. Section 49(4) of the Act [Former Act, s. 152(2)] places the burden of proving that the alleged discriminatory action did not occur on the employer or union as applicable. The Board has been given a wide range of remedies under s. 50 of the Act [Former Act, s. 153]. It is important to note that this section is not for human rights complaints, but only for retaliation against a worker for exercising the rights provided by the WCB system.



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Clicklaw Editor: /* A. A Worker May Refuse Unsafe Work */

2022-12-13T19:49:46Z

A. A Worker May Refuse Unsafe Work

← Older revision		Revision as of 19:49, 13 December 2022
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	A worker who has exercised their right to refuse unsafe work must immediately report the refusal and the reasons for it to their supervisor or to the employer. The worker must remain available at the workplace during normal working hours until the investigation is complete. The employer may give the worker different duties to perform until the matter is resolved, and it may assign another worker to the job in question if the risk is specific to the worker (such as a person with a bad back being told to lift heavy boxes, or an untrained person being told to operate equipment).		A worker who has exercised their right to refuse unsafe work must immediately report the refusal and the reasons for it to their supervisor or to the employer. The worker must remain available at the workplace during normal working hours until the investigation is complete. The employer may give the worker different duties to perform until the matter is resolved, and it may assign another worker to the job in question if the risk is specific to the worker (such as a person with a bad back being told to lift heavy boxes, or an untrained person being told to operate equipment).


	== B. Prohibition Against Discriminatory Action ==		== B. Prohibition Against Discriminatory Action ==

LSLAP at 01:38, 3 September 2022

2022-09-03T01:38:24Z

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LSLAP at 01:38, 3 September 2022

2022-09-03T01:38:05Z

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	{{REVIEWED LSLAP \| date= ~~June 30~~, ~~2021~~}}		{{REVIEWED LSLAP \| date= July, 2022}}
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← Older revision		Revision as of 05:01, 23 August 2023
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	{{REVIEWED LSLAP \| date= ~~July 21~~, ~~2022~~}}		{{REVIEWED LSLAP \| date= August 1, 2023}}
	{{LSLAP Manual TOC\|expanded = workers}}		{{LSLAP Manual TOC\|expanded = workers}}

	The WCB is also responsible for enacting and enforcing health and safety regulations under Part 2 of the Act [Former Act, Part 3] through WCB’s Occupational Health and Safety Regulation, BC Reg 296/97 (OHS). These regulations can be found ~~online at~~ https://www.worksafebc.com/en/law-policy/occupational-health-safety/searchable-ohs-regulation/ohs-regulation. Workers or employers interested in the regulations can be referred to the Board’s Health and Safety Department. The date of enactment should always be checked to determine which version was in effect at the time of injury.		The WCB is also responsible for enacting and enforcing health and safety regulations under Part 2 of the ''Act'' [Former Act,Part 3] through WCB’s ''Occupational Health and Safety Regulation'', BC Reg 296/97 (OHS). These regulations can be found [https://www.worksafebc.com/en/law-policy/occupational-health-safety/searchable-ohs-regulation/ohs-regulation online]. Workers or employers interested in the regulations can be referred to the Board’s Health and Safety Department. The date of enactment should always be checked to determine which version was in effect at the time of injury.


	== A. A Worker May Refuse Unsafe Work ==		== A. A Worker May Refuse Unsafe Work ==

	Under the existing OHS, Part 2, a worker may refuse work that is unsafe. The worker must not carry out any work process if they have reasonable cause to believe that it would create an undue hazard to the health and safety of any person.		Under the existing OHS, Part 2, a worker may refuse work that is unsafe. The worker must not carry out any work process if they have reasonable cause to believe that it would create an undue hazard to the health and safety of any person.


	The right to refuse continues until the employer has taken remedial action to the satisfaction of the worker, or an officer has investigated the matter and advised the worker to return to work.		The right to refuse continues until the employer has taken remedial action to the satisfaction of the worker, or an officer has investigated the matter and advised the worker to return to work.


	A worker who has exercised their right to refuse unsafe work must immediately report the refusal and the reasons for it to their supervisor or to the employer. The worker must remain available at the workplace during normal working hours until the investigation is complete. The employer may give the worker different duties to perform until the matter is resolved, and it may assign another worker to the job in question if the risk is specific to the worker (such as a person with a bad back being told to lift heavy boxes, or an untrained person being told to operate equipment).		A worker who has exercised their right to refuse unsafe work must immediately report the refusal and the reasons for it to their supervisor or to the employer. The worker must remain available at the workplace during normal working hours until the investigation is complete. The employer may give the worker different duties to perform until the matter is resolved, and it may assign another worker to the job in question if the risk is specific to the worker (such as a person with a bad back being told to lift heavy boxes, or an untrained person being told to operate equipment).


	== B. Prohibition Against Discriminatory Action ==		== B. Prohibition Against Discriminatory Action ==

	Section 48 of the WCA [Former Act, s. 151] states that an employer or union must not take or threaten any retaliatory action against a worker for exercising any of their rights under Part 2 of the Act [Former Act, Part 3]. A non-exhaustive list of such discriminatory actions is provided in s. 47 of the Act [Former Act, s. 150]. This list includes: suspension, ~~lay-off~~ or dismissal; demotion; reduction in wages; transfer of duties or of location; coercion or intimidation; and the imposition of any discipline, reprimand, or penalty.		Section 48 of the WCA [Former Act, s. 151] states that an employer or union must not take or threaten any retaliatory action against a worker for exercising any of their rights under Part 2 of the ''Act'' [Former Act, Part 3]. A non-exhaustive list of such discriminatory actions is provided in s. 47 of the ''Act'' [Former Act, s. 150]. This list includes: suspension, layoff or dismissal; demotion; reduction in wages; transfer of duties or of location; coercion or intimidation; and the imposition of any discipline, reprimand, or penalty.


			Note that the “bare filing of a claim,” that is, filing a claim that is a request for compensation only and does not allege OHS violations, does not engage the protection of s. 48 of the Act (WCAT2015-01946).

	Note that the “bare filing of a claim,” that is, filing a claim that is a request for compensation only and does not allege OHS violations does not engage the protection of s. 48 of the Act (WCAT-2015-01946).

	Complaints should be made in writing to the Board within the time limits set out in s. 49 of the Act [Former Act, s. 152]. Section 49(4) of the Act [Former Act, s. 152(2)] places the burden of proving that the alleged discriminatory action did not occur on the employer or union as applicable. The Board has been given a wide range of remedies under s. 50 of the Act [Former Act, s. 153]. It is important to note that this section is not for human rights complaints, but only for retaliation against a worker for exercising the rights provided by the WCB system.		Complaints should be made in writing to the Board within the time limits set out in s. 49 of the ''Act'' [Former Act, s. 152]. Section 49(4) of the ''Act'' [Former Act, s. 152(2)] places the burden of proving that the alleged discriminatory action did not occur on the employer or union as applicable. The Board has been given a wide range of remedies under s. 50 of the ''Act'' [Former Act, s. 153]. It is important to note that this section is not for human rights complaints, but only for retaliation against a worker for exercising the rights provided by the WCB system.


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