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 Committees’ completion 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. 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. ARTICLE A
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. G6.1 The ACTPS acknowledges the rights of its employees to be represented and to meet with their representatives in the workplace. The ACTPS recognises the legitimate right of the AEU to represent its employees who are members, or eligible to become members of the AEU.
IN THE WORKPLACE. Every employee has the right to work in an environment free of discrimination and harassment. This right includes the responsibility to eliminate harassment in our workplace either as a participant or as an observer. This Article outlines the commitment of the Company to maintain a free workplace, as required under the Ontario Human Rights Code and will act as a guide to employees in adhering to legal and social guidelines regarding the recognition and prevention of harassment. This Article exists to underline the seriousness of workplace harassment and to establish that there is no acceptable level of harassment at Windsor Casino Limited. Employees who feel that they are being harassed are encouraged to seek protection under these guidelines.
IN THE WORKPLACE. The Hospital agrees to develop a Hospital-wide policy on Violence in the Workplace with participation of a Union Representative, during the term of this Collective Agreement.
IN THE WORKPLACE. V.1 (a) The Hospital and the Union recognize that any form of verbal, physical, sexual, racial or other abuse of nurses is not acceptable. Any nurse who believes a situation to be in contravention of Hospital policies regarding Harassment & Aggressive Behaviour or Workplace Violence shall report immediately to the appropriate supervisor, who will make every effort to rectify the abusive situation.
