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 Committeescompletion 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. (a) Violence shall be defined as any incident in which a nurse is abused, threatened or assaulted during the course of their employment. The Employer agrees that these incidents will not be condoned in the workplace. Any nurse who believes that their situation was abusive shall report this to their immediate supervisor, who will make every reasonable effort to rectify the situation. The parties agree that, if such incidents involving an aggressive patient or visitor occur, such action will be recorded and reviewed at the Joint Health and Safety Committee. Reasonable steps within the control of the Employer will follow to address the legitimate health and safety concerns of.the nurses presented in that forum. The parties further agree that suitable subjects for discussion at the HAC will include aggressive patients. Within three (3) days of notified that a nurse has been assaulted while performing their work, Employee Health shall notify the Bargaining Unit President, or designate, in writing. The assaulted nurse may choose to have their name remain confidential. Updated statistics on the number of staff assaulted while performing their work will be brought to each meeting of the Joint Health and Safety Committee. When a nurse, in the exercise of their functions, suffers damage to their personal belongings (clothing, watch, glasses, contact lenses or other prostheses, etc.) the Employer shall provide for replacement or repair at no cost to the nurse. The nurse will endeavor to present their claim to the Employer within seven (7) days after the event, unless it was impossible for them to do so during this period. ARTICLE COLLECTIVE Copies of the Collective Agreement will be available for reference on each nursing unit together with a summary of the call-in procedure. ARTICLE Q CERTIFICATE Payment for re-certification, where required by the Employer, will be for time actually attended by the nurse at the regular, straight time rate of pay. Evidence of certificationhe-certification will be presented to the Employer by February 15th each year.
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. 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. The parties agree that harassmentwill not be tolerated in the workplace. In the event an allegation of harassment is reported, the Union Committee and the Management Committee will meet as soon as possible to discuss and investigate the matter fully. All complaints will be handled with the utmost tact and timeliness. (First meeting no later than two working days.) Harassment is defined as a "course of vexatious comment or conduct that is known or ought reasonably be known to be unwelcome:, that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the provincial Human Rights Code. All employees are expected to treat others with dignity and respect and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, rest rooms, cafeterias, lockers, conference rooms and parking lots. Harassment may take many forms: verbal, physical or visual. It may involve a threat or an implied threat or be perceived as a condition of employment. The following examples could be considered as harassment but are not meant to cover all potential incidents: a Unwelcome remarks, jokes, innuendos, gestures or taunting about a person's body, disability, attire, or gender, racial or ethnic backgrounds, colour, place of birth, sexual orientation, citizenship or ancestry; a Practicaljokes, pushing, shoving, etc., which cause awkwardness or embarrassment; a Posting or circulation of offensive photos or visual materials; a Refusal to work or converse with an employee because of their racial background or gender, etc.; a Unwanted physical conduct such as touching, patting, pinching, etc.; Condescension or paternalism which undermines self-respect; Backlash or retaliation for the lodging of a complaint or participation in an investigation. Harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments, the assessment of discipline or any conduct that is not intended to undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations.
IN THE WORKPLACE. I. The Hospital and the Association recognize that any form of verbal, physical, sexual, racial or other abuse is not acceptable. Any employee who believes a situation to be abusive shall complete an Employee Incident Report. Any employee who believes the situation to be abusive shall report this to the immediate supervisor who will make every effort to correct the abusive situation. The parties agree that if an incident involving abusive behaviour by a patient towards an employee occurs, such action will be recorded and reviewed by the Occupational Health Safety Committee. The Hospital will consider all requests for reimbursement for damages to an employee's personal property incurred during an abusive behaviour incident, such as broken eyeglasses, torn uniforms, and personal clothing, etc. The incident must be the result ofa documented assault while performing duties. The employee must submit claim to the Hospital within seven (7) days the incident, unless it is not possible to do so within that period of time.
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.