Common use of Safe and Healthy Working Environment Clause in Contracts

Safe and Healthy Working Environment. The Employer recognizes the importance of providing a safe and healthy working environment to its employees. The Employer will comply all applicable state health and safety rules as well as Occupational Safety and Health Administration (OSHA) regulations. Employees have a right to decline working in a situation which they have reasonable cause to believe could threaten their health and safety. Employees shall report any unsafe or hazardous conditions to the Employer immediately including but not limited to working in a situation which the employee believes threatens their health and safety. The lack of workplace safety, including incidents of verbal and physical aggression, as well as sexual harassment, is an occupational hazard for many long-term care workers, including those who work in long-term care settings. The risk may be due to symptoms or conditions that can manifest with individuals communicating their needs in ways that an individual caring for the person may experience or interpret as harassment, abuse, or violence. In any event, employees should not have to experience discrimination, abusive conduct, and challenging behaviors without assistance or redress. Workers who have adverse experiences at work can manifest negative physical and mental health outcomes. These workers often leave the field of direct caregiving, resulting in fewer available employees in the workforce, increased turnover, and lower quality of care received by residents/consumers served. Adequate preparation of employees helps both the employee and person receiving care. The Employer will provide employees information, including relevant care plans and behavioral support interventions, existing problem-solving tools, and strategies to improve safe care delivery.

Safe and Healthy Working Environment. ‌ The Employer recognizes the importance of providing a safe and healthy working environment to its employees. The Employer will comply all applicable state health and safety rules as well as Occupational Safety and Health Administration (OSHA) regulations. Employees have a right to decline working in a situation which they have reasonable cause to believe could threaten their health and safety. Employees shall report any unsafe or hazardous conditions to the Employer immediately including but not limited to working in a situation which the employee believes threatens their health and safety. The lack of workplace safety, including incidents of verbal and physical aggression, as well as sexual harassment, is an occupational hazard for many long-term care workers, including those who work in long-term care settings. The risk may be due to symptoms or conditions that can manifest with individuals communicating their needs in ways that an individual caring for the person may experience or interpret as harassment, abuse, or violence. In any event, employees should not have to experience discrimination, abusive conduct, and challenging behaviors without assistance or redress. Workers who have adverse experiences at work can manifest negative physical and mental health outcomes. These workers often leave the field of direct caregiving, resulting in fewer available employees in the workforce, increased turnover, and lower quality of care received by residents/consumers served. Adequate preparation of employees helps both the employee and person receiving care. The Employer will provide employees information, including relevant care plans and behavioral support interventions, existing problem-solving tools, and strategies to improve safe care delivery.