Resident Abuse Clause Samples
Resident Abuse. The parties agree that the abuse of residents will not be tolerated, and that residents have a right to live in an environment that is free from abuse. For this reason, the parties agree to cooperate fully with one another in investigating any reported cases of abuse. Where an employee is required to leave the work place while an investigation is carried out in response to a complaint of abuse, such time will be with pay for all scheduled hours lost as a result of the absence. The Employer agrees that when an employee is sent home with pay pending investigation, and a Union Committee person is on site, the Union Committee person will be present at the time the employee is sent home. If a Committee Person is not present, the Union Committee person will be advised not later than the next business day. All investigations will be completed as quickly as possible. Furthermore, the parties will work to ensure there is no retribution when an employee reports the abuse of a resident by another employee. The Union further agrees to work with the Employer to promote an abuse free environment for all residents.
Resident Abuse. The parties agree that the abuse of residents by employees will not be tolerated. The Union further agrees to cooperate with the Employer to promote an abuse free environment for all residents.
Resident Abuse. The Employer will provide each employee, at time of hire, with a copy of its current Resident Abuse policy, and will be available to answer any questions the employee may have about the policy. Such employees shall be required to read the policy provided and sign that they have read the policy and have had an opportunity to review any questions they may have about the policy, with the Employer. The Employer will provide an in-service in each calendar year with respect to the Resident Abuse policy current at the time of the in-service, and will be available to answer any questions the employee may have about the in-service. The Employer shall provide the employees at the in-service with a copy of the current Resident Abuse policy. Employees who attend such in-service outside their regular working hours will be paid at their regular rate of pay during such attendance. Employees will be required to sign that they have attended the in-service and that they have had an opportunity to review any questions they may have about the policy with the Employer. Nothing herein interferes with the right of the Employer to introduce an amended Resident Abuse policy at any time. The Employer shall provide an in-service about such amendment, and will provide the employees with a copy of the amendment. Employees who attend such in-service outside their regular working hours, as may be required by the Employer, will be paid at their regular rate of pay during such attendance. Employees will be required to sign that they have attended the in-service and that they have had an opportunity to review any questions they may have about the policy, with the Employer. The Employer and the Union understand and agree that every person has a positive obligation to report forthwith resident abuse or the suspicion of abuse and the information upon which it is based, without fear of reprisal.
Resident Abuse. 29.01 The parties agree that residents have a right to live in an environment that is free from abuse. The parties agree that the abuse of resident by employees will not be tolerated. For this reason, the parties agree to cooperate fully with one another investigating any reported cases of abuse. The parties further agree to cooperate with the Employer to promote an abuse free environment for all residents.
Resident Abuse. The parties agree that the abuse of residents will not be tolerated, and that residents have a right to live in an environment that is free from abuse. For this reason, the parties agree to cooperate fully with one another in investigating any reported cases of abuse. If an employee sees or becomes aware of an action which may appear to be abusive, they have a legal and moral obligation to report that action to their immediate supervisor. All investigations will be completed as quickly as possible. Furthermore, the parties will work to ensure there is no retribution when an employee reports the abuse of a resident by another employee. Both the employer and the Union will support such employee in bringing forth any good faith allegations of resident abuse. For clarity all employees should understand and accept that any person who is accused of abuse has a right to answer the allegations, and to explain their actions. The Union further agrees to work with the Employer to promote an abuse-free environment for all residents.
Resident Abuse. The parties agreed that residents have a right to live in an environment that is free from abuse. The parties agree that the abuse of residents by employees will not be tolerated. The Union further agrees to cooperate with the Employer to promote an abuse free environment for all residents. All employees have an obligation to report to their supervisor any incidents of resident abuse or suspected resident abuse. Both the Employer and the Union agree that an employee who, in good faith, reports resident abuse will be protected against retaliation or retribution. The Employer will thoroughly investigate all reports of resident abuse. It is understood that the Union has an obligation to represent employees accused of alleged abuse and nothing in this provision supersedes the grievance and arbitration procedure.
Resident Abuse. The parties agree the abuse of residents will not be tolerated and that residents have a right to live in an environment that is free from abuse. For this reason, the parties agree to cooperate fully with one another in investigating any reported cases of abuse. Where employee is required to leave the work place while an investigation is carried out in response to a complaint of abuse, such time will be with pay for all scheduled hours lost as a result of the absence. The Employer agrees that when an employee is sent home with pay pending investigation, and a Union ▇▇▇▇▇▇▇ is on site, the Union ▇▇▇▇▇▇▇ will be present at the time the employee is sent home. If a ▇▇▇▇▇▇▇ is not present, the Union ▇▇▇▇▇▇▇ will be advised not later than the next business day. All investigations will be completed as quickly as possible. Furthermore, the parties will work to ensure there is no retribution when an employee reports the abuse of a resident by another employee. The Union further agrees to work with the Employer to promote an abuse free environment.
Resident Abuse. The parties agree that residents have a right to live in an environment that is free from abuse. The parties agree that the abuse of residents by employees will not be Activity Aide (non-certified)* 15.40 Housekeeping Aides; Dietary Aides; Laundry Aides 15.78 16.50 17.17 18.00 Activity Aide (certified)*; Restorative Aide (certified)* 16.20 16.91 17.72 18.31 Health Care Aide/PSW 18.42 19.14 19.88 20.55 ▇▇▇▇ 19.14 19.86 20.56 21.26 Activity Aide (non-certified)* 15.48 Housekeeping Aides; Dietary Aides; Laundry Aides 15.86 16.58 17.26 18.09 Activity Aide (certified)*; Restorative Aide (certified)* 16.28 16.99 17.81 18.40 Health Care Aide/PSW 18.51 19.24 19.98 20.65 ▇▇▇▇ 19.24 19.96 20.66 21.37 Activity Aide (non-certified)* 15.71 Housekeeping Aides; Dietary Aides; Laundry Aides 16.10 16.83 17.52 18.36 Activity Aide (certified)*; Restorative Aide (certified)* 16.52 17.24 18.08 18.68 Health Care Aide/PSW 18.79 19.53 20.28 20.96 ▇▇▇▇ 19.53 20.26 20.97 21.69 Activity Aide (non-certified)* 15.95 Housekeeping Aides; Dietary Aides; Laundry Aides 16.34 17.08 17.78 18.64 Activity Aide (certified)*; Restorative Aide (certified)* 16.77 17.50 18.35 18.96 Health Care Aide/PSW 19.07 19.82 20.58 21.27 ▇▇▇▇ 19.82 20.56 21.28 22.02 The wage grid above reflects the following increases to the rates of pay; Effective April 1, 2020 increase all rates by 1.0% Effective October 1, 2020 increase all rates by 0.5% Effective April 1, 2021 increase all rates by 1.5% Effective April 1, 2022, increase all rates by 1.5% (Note that the previous conversion formula from the 1950 hours = 1 year to 1800 hours = 1 year is as per the previously Agreed “Seniority” 12.01 provision) Retroactivity of the March 4, 2017 wage increases will be paid to current and former employees. Retroactivity will be paid to current employees on a separate cheque within three (3) full pay periods of May 5, 2015 (the date of ratification of the Memorandum of Settlement). The Employer will contact former employees at their last known address on record with the Employer, within 30 days of May 5, 2015 (the date of ratification) to advise them of their entitlement to retroactivity. The Employer will provide the Union with a list of the former employees and also advise of the date upon which the notices are sent to the former employees. Such former employees will have a period of thirty (30) days from the date of the notice to claim such retroactivity and, if they fail to make a claim within the thirty (30) day per...
Resident Abuse. The parties agree that the abuse of residents will not be tolerated, and that residents have a right to live in an environment that is free from abuse. For this reason, the parties agree to cooperate fully with one another in investigating any reported cases of abuse. Where an employee is required to leave the workplace while an investigation is carried out in response to a complaint of abuse, such time will be with pay for all scheduled hours lost as a result of the absence. The Employer agrees that when an employee is sent home with pay pending investigation, and a Union Committee person is on site, the Union Committee person will be present at the time the employee is sent home. If a Committee Person is not present, the Union Committee person will be advised not later than the next business day.
Resident Abuse. The parties agree that the abuse of residents will not be tolerated, and that residents have a right to live in an environment that is free from abuse. For this reason, the parties agree to cooperate fully with one another in investigating any reported cases of abuse. If an employee sees or becomes aware of an action which may appear to be abusive, they have a legal and moral obligation to report that action to their immediate supervisor. Where an employee is required to leave the work place while an investigation is carried out in response to a complaint of abuse, such time will be with pay for all scheduled hours lost as a result of the absence. The Employer agrees that when an employee is sent home with pay pending investigation, and a Union Committee person is on site, the Union Committee person will be present at the time the employee is sent home. If a Committee Person is not present, the Union Committee person will be advised not later than the next business day. All investigations will be completed as quickly as possible. Furthermore, the parties will work to ensure there is no retribution when an employee reports the abuse of a resident by another employee. Both the employer and the Union will support such employee in bringing forth any good faith allegations of resident abuse. For clarity all employees should understand and accept that any person who is accused of abuse has a right to answer the allegations, and to explain their actions. The Union further agrees to work with the Employer to promote an abuse free environment for all residents.