Units may not issue money to replace occupational disease protective equipment

In the future, when employers and employees sign a labor contract, they are required to fully disclose the risks of occupational diseases and their potential consequences, as well as the preventive measures and treatments that may be needed during the course of work. These details must be clearly stated in the labor contract, and neither party should conceal or mislead the employee. Recently, our province has issued implementation guidelines on workplace occupational health supervision and management, as well as requirements for employers to monitor and manage occupational health effectively.

When an employee changes their job position or responsibilities during the term of the labor contract and is exposed to occupational hazards that were not previously disclosed, the employer must fulfill their duty to inform the employee truthfully and negotiate any necessary amendments to the original contract. If this obligation is not met, the employee has the right to refuse to engage in such hazardous tasks, and the employer cannot terminate the labor contract as a result. Workers who are regularly exposed to occupational hazards must undergo at least one annual occupational health examination. Additionally, for employees who are about to leave a job with occupational risks, the employer must arrange for a health check within 30 days prior to their departure from the position.

For jobs involving occupational hazards, employers are obligated to provide workers with protective equipment that meets national standards and ensure that it is used correctly. They must supervise and guide employees on proper usage and must not replace these essential supplies with cash payments. This ensures that workers are adequately protected against potential health risks in the workplace.

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