Units may not issue money to replace occupational disease protective equipment

In the future, when employers and employees sign a labor contract, they must honestly inform workers about the risks of occupational diseases, their potential consequences, and the preventive measures and treatments that may be needed during work. These details should be clearly stated in the labor contract, ensuring no concealment or deception occurs. Recently, our province has issued detailed implementation guidelines on workplace occupational health supervision and management, as well as on employers’ responsibilities for monitoring and managing occupational health.

Going forward, if a worker changes their job position or responsibilities during the course of an existing labor contract and is exposed to occupational hazards not previously disclosed in the original agreement, the employer is legally required to communicate this information truthfully and negotiate any necessary amendments to the original contract. If this is not done, the employee has the right to refuse to engage in such hazardous work, and the employer cannot terminate the contract as a result.

For workers regularly exposed to occupational hazards, employers are required to conduct at least one occupational health examination per year. Additionally, before a worker leaves a position involving such hazards, the employer must arrange for an occupational health check within 30 days of the worker's departure. This ensures proper monitoring and protection throughout the employment period.

Employers must also provide workers with occupational disease prevention equipment that meets national safety standards. They are responsible for supervising and guiding employees on the correct use and wearing of these protective items. It is strictly prohibited to substitute monetary compensation for these essential health supplies.

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