Common use of DUES DEDUCTION LIST Clause in Contracts

DUES DEDUCTION LIST. The Employer shall forward to the Bargaining Unit President, or designate a list of nurses from whom deductions were made, as per article 5.05 of the Central agreement on a monthly basis. G-5 Violence in the Workplace The Hospital acknowledges Xxxx 168, Section 25 (2) (h) and Section 32.0.5 (3) of the Occupational Health & Safety Act and their guiding principles in assisting us in achieving our shared objectives of providing a safe working environment. Violence shall be defined as any actual, attempted, or threatened or implied conduct of a person that causes or is likely to cause physical and/or psychological trauma/harm/injury/illness or that gives a person reason to believe that s/he or another person is at risk or and/or psychological trauma/harm/injury/illness during the course of his/her employment. It includes the application of force, threats with or without weapons and verbal abuse. The Hospital agrees that such incidents will not be condoned. Any employee who knows of violence or potential violence shall report this to a supervisor who will make every reasonable effort to rectify the situation. The Hospital agrees to develop, maintain, implement, and ensure compliance with formalized policies and procedures updated and amended in consultation with the Joint Health and Safety Committee to deal with workplace violence. The policy will address the prevention of violence and the management of violent situations and support to nurses who have faced workplace violence. These policies and procedures shall be communicated to all nurses and supervisors. The Hospital will report all incidents of violence to the Joint Health and Safety Committee for review. The Hospital agrees to provide training and information on the prevention of violence to all employees who come into contact with potentially aggressive persons. This training will be done during a new employee’s orientation and updated annually. The Hospital, with the employee's consent, will inform the Union within four (4) working days of any employee who has been assaulted while performing her or his work. Such information shall be submitted in writing to the Union as soon as possible. The Employer, in consultation with the JHSC, shall develop and Implement an effective written measure and procedure to put in place a visible and electronic warning system for all employees who may be exposed to patients who have a history of violent behavior. Such a system shall include flagging measures such as: i) Information about an Individual patient behaviours, triggers and interventions ii) Pre-admitting checklist iii) Computerized record of patients history of violence; iv) Readily visible signage on the outside of the patient chart; v) Visible notation on the face sheet of patient chart; vi) Signage for patient room doors;

DUES DEDUCTION LIST. The Employer shall forward to the Bargaining Unit President, or designate Union a list electronically showing the names of new employees from whom Union dues are being deducted together with a list of nurses from whom terminations and all other changes of status which affect dues deductions were made, as per article 5.05 or the rate of the Central agreement on a monthly basisdues deducted. G-5 Violence in the Workplace The Hospital acknowledges Xxxx Bill 168, Section 25 (2) (h) and Section 32.0.5 (3) of the Occupational Health & Safety Act and their guiding principles in assisting us in achieving our shared objectives of providing a safe working environment. Violence shall be defined as any actual, attempted, or threatened or implied conduct of a person that causes or is likely to cause physical and/or psychological trauma/harm/injury/illness or that gives a person reason to believe that s/he or another person is at risk or and/or psychological trauma/harm/injury/illness during the course of his/her employment. It includes the application of force, threats with or without weapons and verbal abuse. The Hospital agrees that such incidents will not be condoned. Any employee who knows of violence or potential violence shall report this to a supervisor who will make every reasonable effort to rectify the situation. The Hospital agrees to develop, maintain, implement, and ensure compliance with formalized policies and procedures updated and amended in consultation with the Joint Health and Safety Committee to deal with workplace violence. The policy will address the prevention of violence and the management of violent situations and support to nurses who have faced workplace violence. These policies and procedures shall be communicated to all nurses and supervisors. The Hospital will report all incidents of violence to the Joint Health and Safety Committee for review. The Hospital agrees to provide training and information on the prevention of violence to all employees who come into contact with potentially aggressive persons. This training will be done during a new employee’s orientation and updated annually. The Hospital, with the employee's consent, will inform the Union within four (4) working days of any employee who has been assaulted while performing her or his work. Such information shall be submitted in writing to the Union as soon as possible. The Employer, in consultation with the JHSC, shall develop and Implement an effective written measure and procedure to put in place a visible and electronic warning system for all employees who may be exposed to patients who have a history of violent behavior. Such a system shall include flagging measures such as: i) Information about an Individual patient behaviours, triggers and interventions ii) Pre-admitting checklist iii) Computerized record of patients history of violence; iv) Readily visible signage on the outside of the patient chart; v) Visible notation on the face sheet of patient chart; vi) Signage for patient room doors;

DUES DEDUCTION LIST. The Employer shall forward to the Bargaining Unit President, or designate Union a list electronically showing the names of new employees from whom Union dues are being deducted together with a list of nurses from whom terminations and all other changes of status which affect dues deductions were made, as per article 5.05 or the rate of the Central agreement on a monthly basisdues deducted. G-5 Violence in the Workplace The Hospital acknowledges Xxxx Bill 168, Section 25 (2) (h) and Section 32.0.5 (3) of the Occupational Health & Safety Act and their guiding principles in assisting us in achieving our shared objectives of providing a safe working environment. Violence shall be defined as any actual, attempted, or threatened or implied conduct of a person that causes or is likely to cause physical and/or psychological trauma/harm/injury/illness or that gives a person reason to believe that s/he they or another person is at risk or and/or psychological trauma/harm/injury/illness during the course of his/her their employment. It includes the application of force, threats with or without weapons and verbal abuse. The Hospital agrees that such incidents will not be condoned. Any employee who knows of violence or potential violence shall report this to a supervisor who will make every reasonable effort to rectify the situation. The Hospital agrees to develop, maintain, implement, and ensure compliance with formalized policies and procedures updated and amended in consultation with the Joint Health and Safety Committee to deal with workplace violence. The policy will address the prevention of violence and the management of violent situations and support to nurses who have faced workplace violence. These policies and procedures shall be communicated to all nurses and supervisors. The Hospital will report all incidents of violence to the Joint Health and Safety Committee for review. The Hospital agrees to provide training and information on the prevention of violence to all employees who come into contact with potentially aggressive persons. This training will be done during a new employee’s orientation and updated annually. The Hospital, with the employee's consent, will inform the Union within four (4) working days of any employee who has been assaulted while performing her or his their work. Such information shall be submitted in writing to the Union as soon as possible. The Employer, in consultation with the JHSC, shall develop and Implement an effective written measure and procedure to put in place a visible and electronic warning system for all employees who may be exposed to patients who have a history of violent behavior. Such a system shall include flagging measures such as: i) Information about an Individual patient behaviours, triggers and interventions ii) Pre-admitting checklist iii) Computerized record of patients history of violence; iv) Readily visible signage on the outside of the patient chart; v) Visible notation on the face sheet of patient chart; vi) Signage for patient room doors;