WORKPLACE AGGRESSION AND VIOLENCE Sample Clauses

WORKPLACE AGGRESSION AND VIOLENCE. While recognizing the Employer’s legal responsibility to ensure that service needs are met, the Employer also recognizes that the safety of its employees is of primary importance. The Employer shall initiate measures in order to reduce the potential for experiencing aggression and/or violence within the workplace. For the purpose of this article workplace aggression and violence means the attempted, threatened or actual conduct of a client that causes or is likely to cause injury, and includes any threatening statement or behaviour that gives a worker reasonable cause to believe that individuals are at risk of injury. Workplace aggression and violence includes the application of force, threats with or without weapons, verbal abuse and harassment. In the event that an act of workplace aggression and/or violence as defined above occurs the following shall be considered (but not limited to) by the Director, Supervisor and employee: - Transfer of the file or the worker - The need for additional staff support - Temporary reassignment of current workload to someone not involved in the incident - Referral and access to Peer Support or other crisis related counselling. Time spent in Peer Support will be considered time worked. - Accompaniment to the hospital and/or home Compensation for damage, repair and/or replacement resulting from an act of workplace aggression and/or violence will be provided for items worn or carried by the employee for reasonable costs, up to a maximum or $1,250 upon provision of a receipt. All incidents as defined above will be reported to the Joint Central Health and Safety Committee. The Joint Central Health and Safety Committee shall identify issues related to workplace violence and aggression and shall make recommendations regarding policy, training and/or other remedies to the Employer. The Employer recognizes that employees shall be prepared to acknowledge clients’ concerns and responses and to take proactive steps accordingly to engage clients. Violence, personal intimidation or threats of violence will not be tolerated. Clients who resort to such behaviours compromise their ability, at least temporarily, to receive service on a collaborative basis from the Society. Acts of violence and/or aggression towards employees by a client or any member of the public are unacceptable and will result in corrective actions to protect employees and may include, but not be limited to, changes in service provision and the consideration of criminal...
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WORKPLACE AGGRESSION AND VIOLENCE. While recognizing the Society’s legal responsibility to ensure that service needs are met, the Society also recognizes that the safety of its employees is of primary importance. The Society shall initiate measures in order to reduce the potential for experiencing aggression and/or violence within the workplace. The Society shall provide mandatory training in procedures for handling potentially violent situations. The Society agrees to provide debriefing and post-traumatic stress counselling for individuals who have been exposed to violence or aggression in the workplace (including secondary trauma and vicarious trauma).
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WORKPLACE AGGRESSION AND VIOLENCE. While recognizing the Employer’s legal responsibility to ensure that service needs are met, the Employer also recognizes that the safety of its employees is of primary importance. The Employer shall initiate measures in order to reduce the potential for experiencing aggression and/or violence within the workplace. For the purpose of this article workplace aggression and violence means the attempted, threatened or actual conduct of a client that causes or is likely to cause injury, and includes but is not limited to:  any threatening statement or behaviour that gives a worker reasonable cause to believe that individuals are at risk of injury.  The application of force  Threats with or without weapons  Verbal abuse and harassment, which may include psychological harassment, bullying, and harassment on one or more of the prohibited grounds contained in the Ontario Human Rights Code. Workplace aggression and violence may occur at any place where Society work is being conducted, including a Society location, client residence, or vehicle. Workplace aggression and violence may occur by any means of communication, including by telephone, voicemail, email, text or social media. In the event that an act of workplace aggression and/or violence as defined above occurs the following shall be considered (but not limited to) by the Director, Supervisor and employee: - Transfer of the file or the worker - The need for additional staff support - Temporary reassignment of current workload to someone not involved in the incident - Referral and access to Peer Support or other crisis related counselling. Time spent in Peer Support will be considered time worked. - Accompaniment to the hospital and/or home Compensation for damage, repair and/or replacement resulting from an act of workplace aggression and/or violence will be provided for items worn or carried by the employee for reasonable costs, up to a maximum of $1,250 upon provision of a receipt. All incidents as defined above will be reported to the Central Joint Health and Safety Committee. The Central Joint Health and Safety Committee shall identify issues related to workplace violence and aggression and shall make recommendations regarding policy, training and/or other remedies to the Employer. The Employer recognizes that employees shall be prepared to acknowledge clients’ concerns and responses and to take proactive steps accordingly to engage clients. Violence, personal intimidation or threats of violence will no...
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WORKPLACE AGGRESSION AND VIOLENCE. The parties recognize their obligation to provide and maintain a safe and healthy workplace. Regular updates in matters of workplace safety will be provided through avenues such as staff meetings or through the auspices of the Occupational Health and Safety Committee. It is understood that Employees may be exposed to aggression and violence in the course of their duties and therefore the parties will make every reasonable effort to identify all potential sources of violence to eliminate or minimize these risks. The Employer shall provide the Employees with pertinent information relative to the potential for experiencing aggression and/or violence within the workplace. The Employees shall be informed of the approach to be taken in providing care for clients. The Employer will provide training in the understanding, diffusion, prevention and handling of aggressive and/or violent behaviour to all employees where such training is mandated for the performance of their duties. This training will be at the Employer’s expense. Article 39
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WORKPLACE AGGRESSION AND VIOLENCE. It is understood that Employees may be exposed to aggression and violence in the course of their duties at 515 MacLaren. On a regular basis, the Employer will provide training in the understanding, diffusion, prevention and handling of aggressive and/or violent behaviour. This training will be at the Employer‟s expense. Regular updates in matters of workplace safety will be provided through avenues such as staff meetings or through the auspices of the Occupational Health and Safety Committee. The Employer shall provide the Employee with pertinent information relative to the potential for experiencing aggression and/or violence within the workplace. The Employee shall be informed of the approach to be taken in providing care for residents. Timely debriefing counselling by trained practitioners will be made available to Employees who have been exposed to violence.
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Related to WORKPLACE AGGRESSION AND VIOLENCE

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public.

  • Workplace Violence Prevention A. In order to provide a safe and healthy workplace for employees, the State agrees to develop and implement "Workplace Violence Prevention" policies and programs.

  • 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.

  • Violence (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub- article (a) only, employees as referred to herein shall mean all employees of the Employer.

  • WORKPLACE BEHAVIOR 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the Employer’s business, employee well being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to 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 Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Workplace The Employee shall be required to perform work at or any other site of work for the Employer.

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees.

  • Violence in the Workplace (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub-article (a) only, employees as referred to herein shall mean all employees of the Employer notwithstanding Article 2.12.

  • Plagiarism The appropriation of another person's ideas, processes, results, or words without giving appropriate credit.

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