Aggressive Patients/Residents.
(a) When the Employer is aware that a patient/resident has a history of aggressive behaviour the Employer will make such information available to the employee. Upon admission or transfer the Employer will make every reasonable effort to identify the potential for aggressive behaviour. The Employer shall make every reasonable effort to ensure that sufficient staff are present when any treatment or care is provided to such patients/residents.
(b) In-service and/or instruction in caring for the aggressive patient/resident and on how to respond to patient’s/resident’s/visitor’s aggressive behaviour will be provided by the Employer as needed. The appropriate Occupational Health and Safety Committee will be consulted on the curriculum.
(c) Critical incident stress defusing (immediate support)/debriefing (scheduled follow up) shall be made available and be known to employees who have suffered a serious work-related, traumatic incident of an unusual nature including Code Whites. Critical incident stress debriefing or appropriate support shall be offered to employees. Appropriate resources will be made available as soon as possible following the incident. Employees attending defusing/debriefing will be given time off from work without loss of pay to attend or be paid at the applicable rate of pay.
(d) The Employer agrees to provide to employees violence prevention training based on the program that was designed by the Provincial Violence Prevention Steering Committee. Where operational requirements allow, these modules may be completed while at work. The modules of the program that are applicable to the employee according to the program will be considered an in-service under Article 32.
(e) The employer shall keep a record of all Code White incidents. The Joint Occupational Health & Safety Committee (JOHSC) will review all incidents and recommend preventative actions.
Aggressive Patients/Residents. When the Employer is aware that a patient/resident has a history of aggressive behaviour, the Employer will make such information available to the employee. In-service and/or instruction in caring for the aggressive patient/resident and on how to respond to a patient's/resident's aggressive behaviour will be provided by the Employer. The Employer shall make every reasonable effort to ensure that sufficient staff are present when any treatment or care is provided to such patients/residents. It is understood that this provision is at no cost to the Employer.
Aggressive Patients/Residents. (a) When the Employer is aware that a patient/resident has a history of aggressive behaviour the Employer will make such information available to the employee. Upon admission or transfer the Employer will make every reasonable effort to identify the potential for aggressive behaviour. In-service and/or instruction in caring for the aggressive patient/resident and on how to respond to patient’s/resident’s aggressive behaviour will be provided by the Employer. The appropriate Occupational Health and Safety Committee will be consulted on the curriculum. The Employer shall make every reasonable effort to ensure that sufficient staffs are present when any treatment or care is provided to such patients/residents.
(b) Critical incident stress defusing shall be made available and be known to employees who have suffered a serious work related, traumatic incident of an unusual nature. Leave to attend such a session will be without loss of pay.
Aggressive Patients/Residents. A) When the Employer is aware that a patient/resident has a history of aggressive behavior, the Employer will make such information available to the employee. In-service and/or instruction in caring for the aggressive patient/resident and on how to respond to a patient's/resident's aggressive behavior will be provided by the Employer. The Employer shall make every reasonable effort to ensure that sufficient staff are present when any treatment or care is provided to such patients/residents.
B) The Employer will provide to employees violence prevention training based on the program that was designed by the Provincial Violence Prevention Steering Committee. Where operational requirements allow, these modules may be completed while at work. The modules of the program that are applicable to the employee according to the program will be considered a compulsory education per Article 36.01 and 36.
C) Critical incident stress defusing shall be provided to employees who have suffered a work-related, traumatic incident. Critical incident stress debriefing or appropriate support shall be offered to employees. Appropriate resources will be made available as soon as possible following the incident. Employees attending the debriefing will be given time off from work without loss of pay to attend or be paid at the applicable rate of pay.
Aggressive Patients/Residents. When the Employer is aware that a resident has a history of aggressive behaviour the Employer will make such information available to the employees. In-services and/or instruction in caring for aggressive residents and on how to respond to a resident’s aggressive behaviour will be provided by the Employer. The Employer will make every reasonable effort to ensure that sufficient staffs are present when any treatment or care is provided to such resident.
Aggressive Patients/Residents. (a) When the Employer is aware that a patient/resident has a history of aggressive behaviour the Employer will make such information available to the employee. Upon admis- sion or transfer the Employer will make every reasonable effort to identify the potential for aggressive behaviour. In- service and/or instruction in caring for the aggressive pa- tient/resident and on how to respond to patient’s/resident’s aggressive behaviour will be provided by the Employer. The appropriate Occupational Health and Safety Commit- tee will be consulted on the curriculum. The Employer shall make every reasonable effort to ensure that sufficient staffs are present when any treatment or care is provided to such patients/residents.
(b) Critical incident stress defusing shall be made available and be known to employees who have suffered a serious work related, traumatic incident of an unusual nature. Leave to attend such a session will be without loss of pay.
Aggressive Patients/Residents. A) When the Employer is aware that a patient/resident has a history of aggressive behaviour the Employ- er will make such information available to the employee. Upon admission or transfer the Employer will make every reasonable effort to identify the potential for aggressive behaviour.
B) In-service and/or instruction in caring for the aggressive patient/resident and on how to respond to patient’s/resident’s aggressive behaviour will be provided by the Employer. The appropriate Occupa- tional Health and Safety Committee will be consulted on the curriculum. The Employer shall make every reasonable effort to ensure that sufficient staff are present when any treatment or care is provid- ed to such patients/residents.
C) Critical incident stress defusing shall be made available and be known to employees who have suf- fered a serious work related, traumatic incident of an unusual nature. Leave to attend such a session will be without loss of pay.
D) The Employer agrees to provide to Employees violence prevention training based on the program that was designed by the Provincial Violence Prevention Steering Committee. Where operational re- quirements allow, these modules may be completed while at work.
Aggressive Patients/Residents.
(a) When the Employer is aware that a patient/resident has a history of aggressive behaviour the Employer will make such information available to the employee. Upon admission or transfer the Employer will make every reasonable effort to identify the potential for aggressive behaviour. The Employer shall make every reasonable effort to ensure that sufficient, trained staff are present when any treatment or care is provided to such patients/residents.
(b) FBA employees providing care to an aggressive patient/resident may provide input on the instructions for care of that patient/resident.
(c) The In-service and/or instruction in caring for the aggressive patient/resident and on how to respond to patient’s/resident’s/visitor’s aggressive behaviour will be provided by the Employer as needed, or at the request of the employees. The appropriate Joint Occupational Health and Safety Committee (JOHSC) will be consulted on the curriculum. FBA employees providing care to an aggressive patient/resident may provide input on the topics for in-service.
(d) The Employer shall keep a record of all Code White incidents. The JOHSC will review all incidents and recommend preventative actions. The JOHSC shall refer to the Code White Best Practice Guide in investigations of Code White incidents.
Aggressive Patients/Residents. (a) When the Employer is aware that a patient/resident has a history of aggressive behaviour the Employer will make such information available to the employee. Upon admission or transfer the Employer will make every reasonable effort to identify the potential for aggressive behaviour. The Employer shall make every reasonable effort to ensure that sufficient staff are present when any treatment or care is provided to such patients/residents.
(b) In-service and/or instruction in caring for the aggressive patient/resident and on how to respond to patient’s/resident’s/visitor’s aggressive behaviour will be provided by the Employer as needed. The appropriate Occupational Health and Safety Committee will be consulted on the curriculum.
(c) Critical incident stress defusing shall be made available as soon as possible following the incident and be made known to employees who have suffered a serious work-related, traumatic incident. Appropriate resources and support will be made available as soon as possible following the incident. Employees attending defusing/debriefing or accessing other resources will be given time off from work without loss of pay or be paid at the applicable rate of pay to attend.
Aggressive Patients/Residents. Critical incident stress defusing (immediate support)/debriefing (scheduled follow up) shall be made available and be known to employees who have suffered a serious work-related, traumatic incident of an unusual nature including code whites. Critical incident stress debriefing or appropriate support shall be offered to employees. Appropriate resources will be made available as soon as possible following the incident. Employees attending defusing/debriefing will be given time off from work without loss of pay to attend or be paid at the applicable rate of pay.
