IN THE WORKPLACE. The parties recognize that employees may be exposed to unwanted behaviour from others in the workplace and that such behaviour may result in injury and/or emotional distress to an employee. The Corporation agrees to continue its development of explicit policies and procedures to deal with such situations and shall submit such policies to the Joint Occupational Health and Safety Committee for review. The Joint Occupational Health and Safety Committee shall concern itself with those matters and shall make such recommendations as it deems appropriate.
IN THE WORKPLACE. The Association has implemented a Workplace Violence Prevention Policy (“Policy”) that has been reviewed by the Joint Health and Safety Committee. The Policy will be reviewed by the Joint Health and Safety Committee on an annual basis and the Joint Health and Safety Committee may provide feedback for the Association’s consideration.
IN THE WORKPLACE. It is recognized that every employee has a right to a workplace that is safe and free from violence. The parties agree that a Joint Ad Hoc Committee composed of two (2) representatives from CSU National Office Component, two (2) representatives from COPE Local 491, two (2) representatives from CSU and three (3) representatives from CUPE shall convene a meeting, within two (2) months of the ratification of the collective agreement, to begin work on developing a policy and procedures for dealing with Violence in the Workplace, for approval by the National Officers. The parties further agree that implementation of the policy and procedures should be a primary responsibility of Regional/Local Joint Health & Safety Committees and that reports from these committees should form part of the standing agenda of National Labour Management meetings. This shall include results of risk assessments on violence in the workplace, which should be conducted on an annual basis, except where specific events require other risk assessments, which information should also be forwarded to all other Regional Health & Safety Committees within CUPE across the country. The parties further agree that subsequent to the Joint Ad Hoc Committees’ completion of its mandate, there be an annual joint meeting, at the National level, to review and assess events/incidents, which may have occurred and the need for possible changes to the policy and/or procedures. APPENDIX "I" - LETTER OF UNDERSTANDING - MOVING POLICY
IN THE WORKPLACE. ARTICLE A
IN THE WORKPLACE. 3.01 All references to the female or male gender in this Agreement will be read as applying to the opposite gender where the context would apply.
IN THE WORKPLACE. (a) Any employee who believes the situation to be abusive shall report this to the immediate supervisor who will make every reasonable effort to rectify the abusive situation. The parties agree that if incidents involving aggressive patient action occur, such action will be recorded and reviewed at the Joint Occupational Health and Safety Committee. Reasonable steps within the control of the Employer will follow to address the legitimate health and safety of employees presented in that forum. The Employer shall notify the Union within seven (7) days of any employees who have been assaulted while her or his work. The assaulted employee may choose to have her or his name remain confidential. Such information shall be provided to the Association in writing as soon as possible. Updated statistics on numbers of staff assaulted while performing work will be brought to each meeting of the Joint Occupational Health and Safety Committee. When an employee, in the exercise of her or his functions, suffers damage to her or his personal belongings (clothing, watch, glasses, contact lenses or other prosthesis, etc.) the Employer shall provide for replacement or repair at no cost to the employee. The employee will endeavour to present her or his claim to the Employer within seven (7) days after the event, unless it was impossible for her or him to do so during this period ARTICLE R PROFESSIONAL DEVELOPMENT COMMITTEE LETTER OF UNDERSTANDING REGARDING RATIO OF FULL-TIME TO PART-TIME NURSES between REGIONAL DE REGIONAL HOSPITAL (hereinafter referred to as the ‘Hospital’) and ONTARIO ASSOCIATION (hereinafter referred to as the ‘Union’) The Hospital is committed to achieving the goal of a Hospital wide ratio of full- time to part-time nurses. By June Administrative Directors will identify for the committee the end ratio for each unit. For operational reasons unit ratios may vary, but the overall hospital ratio will be A joint committee comprised of Hospital members and Union members will be established and will meet by July and thereafter as often as mutually agreed necessary, to develop strategies to implement the ratio. The committee will examine unit staffing needs and develop a plan prioritizing areas for increasing the full-time complement in collaboration with the manager for the service. The plan will include unit specific timetables to move the hospital towards its objective by December The first phase of the plan will include posting a block of full time positions as...
IN THE WORKPLACE. This will the understandingof the parties regarding the use of video surveillance in the workplace: The Employer may install video surveillance in any workplace. Prior to the installation of the video surveillance the Employer will within a reasonable time frame:
IN THE WORKPLACE. The parties recognize that it is important to provide an environment that is properly secure for all those who receive health services or who work in health care. A safe environment is important for staff and contributes to providing the highest possible standard of care. Staff should expect to work in, and patients should expect to be treated in, an environment where the risk of violence is minimized.
IN THE WORKPLACE. The parties agree that a safe workplace, free of violence and harassment, is a fundamental principle of a healthy workplace. Commitment to a healthy workplace requi res a high deg ree of cooperation between members of the healthcare community. Employees a re empowered to report incidents of workplace violence (including domestic violence) without fear of retaliation . The parties are committed to a harassment and violence free workplace and recognize the importa nce of addressing violence and harassment issues in a timely and effective manner. " " " " " ' - ' - Dated at Toronto, this 13 ""' day of ��----------'' 201 7. 1 ncontrolled copy of 5-500-5486-201 90331-18 CA LETTER OF UNDERSTANDING "J" - QUEEN STREET REDEVELOPMENT The parties are aware of CAMH's redevelopment of the Queen Street Site and the consolidation of some services at that location. CAMH agrees to p rovide affected employees (in relation to the redevelopment only) with minimum four (4) weeks' notice should their work location move to the Queen Street Site from a non-Queen Street worksite. CAMH also agrees to allow worker committee members of the J .H .S.C. to conduct health and safety inspections of the new worksites before any employee moves to the new worksite. Dated at Toronto, this 13 1,., day of �,�----' 201 7.
IN THE WORKPLACE. G6.1 The ACTPS acknowledges the rights of its employees to be represented and to meet with their representatives in the workplace. The ACTPS recognises the legitimate right of the AEU to represent its employees who are members, or eligible to become members of the AEU.
