What to do if You Are Asked to Perform Unsafe Work

 

This page is general information—not legal advice or medical advice. If you’re pregnant or have a medical limitation, follow your clinician’s guidance and request accommodations through your employer and the union.

Safety first — prevent injuries and incidents
Union support — use your steward/rep
Document — keep a clear record
Stay professional — calm, factual, specific

 

 

 

 

1) Quick Decision Guide

Stop-and-escalate immediately if the task creates an imminent threat: potential collision, electrical hazard, uncontrolled violence risk, working at height without protection, hazardous atmosphere, active trackway exposure without proper protection, or any situation where an injury is likely in the next minutes.
  1. Pause and assess: What exactly is unsafe? (equipment, environment, staffing, fatigue, policy violation)
  2. State your concern clearly to the supervisor/dispatcher: “I believe this is unsafe because ___.”
  3. Ask for a safer alternative: different equipment, additional staff, a different assignment, or a delayed start.
  4. Contact your union steward/representative as early as possible.
  5. Document the request, your response, and what happened (times, names, location, vehicle/unit #).
If pregnancy is relevant (lifting, heat, vibration, prolonged standing, chemical exposure): request accommodation using a clinician’s note that lists functional limits (e.g., “no lifting > 25 lbs,” “avoid vibration”).
Common examples in transit click to expand

Operations (bus/rail)

  • Vehicle defects (brakes, doors, tires, lights)
  • Fatigue from overtime or split shifts
  • Unsafe route conditions or inadequate security
  • Pressure to skip required inspections

Maintenance / Facilities

  • Lockout/tagout not followed
  • Working on/near energized equipment
  • Heavy lifting without mechanical aids
  • Chemicals, fumes, silica, solvents, welding smoke

2) How to Say It (Scripts)

Use calm, factual language. Don’t argue about motives—stick to the hazard and the fix.

To a supervisor

  • “I’m not refusing work. I’m raising a safety concern. This task is unsafe because ___.”
  • “I can do it safely if we ___ (get proper equipment / add a second person / follow procedure / change task).”
  • “Please confirm the instruction and the safety controls you want used.”

If pregnancy accommodations apply

  • “I’m requesting a temporary accommodation consistent with my medical restrictions: ___.”
  • “I can perform these alternate duties: ___.”
 

When to involve the union

  • If your concern is dismissed
  • If there’s pressure, threats, or retaliation
  • If you’re told to “just do it” despite policy/procedure
  • If you need light duty or a schedule modification

3) What to Document (Simple Checklist)

Record the basics

  • Date/time and exact location
  • Assignment/route/unit or vehicle number
  • Supervisor/dispatcher name
  • Specific task you were directed to do

Record the safety issue

  • What hazard you observed
  • What policy/procedure may apply (if known)
  • What you requested as a safer alternative
  • What response you received
Tip: keep it factual best practice

Use observable facts (“door won’t close; warning light on; fumes present; no lockout applied”) rather than conclusions (“they don’t care about safety”). Facts travel better—especially in incident reports and grievances.

4) “Unsafe Work” vs. “Work Now, Grieve Later”

Many union workplaces operate under a “work now, grieve later” approach for routine disputes. However, there are commonly recognized exceptions when there is a reasonable belief of imminent danger or the task would violate safety rules, laws, or required procedures.

Practical approach: If it’s not an immediate danger, try to get the task made safe (controls, equipment, staffing) and involve the steward quickly. If it is immediate danger, escalate and do not put yourself or the public at risk.

Because rules vary by property, always defer to your agency’s safety policy, your CBA, and your union’s established guidance on “unsafe work” procedures.

5) Quick Template: Written Safety Concern

You can paste this into a text message/email to your supervisor or safety office (only if that aligns with your workplace policy). Keep a copy for your records.

Optional: Accommodation add-on (pregnancy/medical limits) click to expand

Add this only if applicable and you have (or are obtaining) medical documentation.

“I’m also requesting a temporary accommodation consistent with my medical restrictions: [limits]. I can perform alternate duties such as: [examples].”

6) If You Experience Retaliation

  • Tell your union steward/rep immediately and share your documentation.
  • Write down what happened (who, what, when, witnesses, any schedule or discipline changes).
  • Use formal channels as advised by the union (grievance, safety complaint process, HR/EEO if relevant).
Remember: Reporting safety concerns and requesting reasonable accommodations are commonly protected activities. Procedures and protections vary by agency and state—your union is your best first call.