Violence Program Sample Clauses

The Violence Program clause establishes procedures and requirements for addressing incidents of violence within an organization or at a specific site. Typically, this clause outlines the steps to be taken if violence occurs, such as reporting protocols, investigation processes, and potential disciplinary actions against perpetrators. Its core function is to promote a safe environment by providing a clear framework for preventing and responding to violent behavior, thereby reducing risk and ensuring the well-being of all individuals involved.
Violence Program. The Employer will establish a violence program or review the existing program where one is in place. This will be done with the Occupational Health and Safety Committee or a subcommittee of that committee. The program will include: (a) The development of control measures and guidelines regarding violence prevention. (b) An annual report of violence prevention activities which will be posted at the worksite. (c) Risk assessments and the reporting of them. (d) Ongoing employee education and training.
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Violence Program. The Employer shall establish an antiviolence program within sixty (60) days of ratification (September 23, 2021). This will be done within the Joint Occupational Health and Safety Committee or a subcommittee of that committee. The program will include the following elements: i) a Policy Statement on violence; ii) the implementation of control measures and guidelines regarding violence prevention; iii) the Joint Occupational Health & Safety Committee shall produce periodic Risk Assessments, post them and where appropriate include them in resident care plans; iv) written Supplementary Instructions; v) the Joint Occupational Health & Safety Committee shall produce periodic reports of violence prevention activities as required by legislation, which will be posted at the worksite; vi) annual Worker and Supervisory Education and Training; vii) incident Reporting and Investigation; viii) incident Follow-up; ix) available professional counselling on an immediate and continuing basis via the Employer’s EAP program; x) Program Review. All employees shall be offered mandatory anti-violence training at least once each calendar year. Employees attending such training shall be paid at the straight-time rate.
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Violence Program. The Employer will establish a violence program or review the existing program where one is in place. This will be done within the Occupational Health and Safety Committee or a subcommittee of that committee. Each employee is entitled to paid education leave to complete the violence prevention education and training provided by the Employer. The parties recognize that it is important to provide an environment that is properly secure for all those who receive care or work in health care. A safe environment is important for all staff and contributes to providing the highest possible standard of care. Staff should expect to work in and residents should expect to be treated in an environment where the risk of violence is minimized.
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Violence Program. The Employer will establish a violence program. The Occupational Health and Safety Committee shall have the mandate to review the Employer’s violence program. The Committee shall have the right to make recommendations to the Employer.
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Violence Program. The Employer will establish a violence program or review the existing program where one is in place. This will be done within the Occupational Health and Safety Committee or a subcommittee of that committee. The program will include: i) The development of control measures and guidelines regarding violence prevention. ii) An annual report of violence prevention activities which will be posted at the worksite. iii) Risk assessments and the reporting of them. iv) Ongoing employee education and training. Employees have the right to refuse to perform unsafe work pursuant to Section 3.12 of the Industrial Health and Safety Regulations made pursuant to the Workers Compensation Act.
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Violence Program. The Employer will establish a violence program or review the existing program where one is in place. This will be done within the Occupational Health and Safety Committee or a subcommittee of that com- mittee. The Committee will make recommendations to the Employer to implement the use of tools, poli- cies and procedures for the prevention of violence at the workplace. The program will include but not limited to: The program will include: a) The development of control measures and guidelines regarding violence prevention. b) An annual report of violence prevention activities which will be posted at the worksite. c) Quarterly audit of the violence incidents, trends and the effectiveness of the violence prevention program. d) Risk assessments and the reporting of them; e) the development and implementation of an education and training plan for all staff, on violence prevention. f) Ongoing employee education and training. The committee will seek advice as required from subject matter experts, as necessary.
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Related to Violence Program

  • Central Committee on Violence in the Workplace The Central parties agree to create a Central Committee to review and develop best practice recommendations related to Violence in the Workplace. The Committee will take into consideration recent provincial reports related to violence in the workplace issues. The best practice recommendations will be distributed to the Joint Health and Safety Committees at each individual Home to be recommended for implementation. The best practice recommendations will include but will not be limited to: Review/modify: the processes, procedures, measures and follow through on:

  • Workplace Violence Prevention and Crisis Response (applicable to any Party and any subcontractors and sub-grantees whose employees or other service providers deliver social or mental health services directly to individual recipients of such services): Party shall establish a written workplace violence prevention and crisis response policy meeting the requirements of Act 109 (2016), 33 VSA §8201(b), for the benefit of employees delivering direct social or mental health services. Party shall, in preparing its policy, consult with the guidelines promulgated by the U.S. Occupational Safety and Health Administration for Preventing Workplace Violence for Healthcare and Social Services Workers, as those guidelines may from time to time be amended. Party, through its violence protection and crisis response committee, shall evaluate the efficacy of its policy, and update the policy as appropriate, at least annually. The policy and any written evaluations thereof shall be provided to employees delivering direct social or mental health services. Party will ensure that any subcontractor and sub-grantee who hires employees (or contracts with service providers) who deliver social or mental health services directly to individual recipients of such services, complies with all requirements of this Section.

  • Quality Assurance Program An employee shall be entitled to leave of absence without loss of earnings from her or his regularly scheduled working hours for the purpose of writing examinations required by the College of Nurses of Ontario arising out of the Quality Assurance Program.

  • Violence Policies and Procedures The Employer agrees to have in place explicit policies and procedures to deal with violence. The policy will address the prevention of violence, the management of violent situations, provision of legal counsel and support to employees who have faced violence. The policies and procedures shall be part of the employee's health and safety policy and written copies shall be provided to each employee. Prior to implementing any changes to these policies, the employer agrees to consult with the Association.

  • Compliance Program The Company has established and administers a compliance program applicable to the Company, to assist the Company and the directors, officers and employees of the Company in complying with applicable regulatory guidelines (including, without limitation, those administered by the FDA, the EMA, and any other foreign, federal, state or local governmental or regulatory authority performing functions similar to those performed by the FDA or EMA); except where such noncompliance would not reasonably be expected to have a Material Adverse Effect.