IN THE WORKPLACE Sample Clauses

IN THE WORKPLACE. 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. 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.

IN THE WORKPLACE. The Employer is to continue with current policies and procedures dealing with violence in the workplace, said policies and procedures to be reviewed and discussed at the Hospital -Association Committee as necessary.

IN THE WORKPLACE. ARTICLE A

IN THE WORKPLACE. The Hospital agrees to develop a Hospital-wide policy on Violence in the Workplace with the participation of a Union Representative, during the term of this Collective Agreement.

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. The Employer and the Union agree that they will adhere to this policy which endorses the right of every employee to work in a workplace free from harassment due to race, ancestry, place of origin, colour, ethnic origin, citizenship, religion, sexual orientation, age, record of offenses, marital status, handicap or position with the organization. The Employer and the CAW are committed to providing a harassment free workplace. 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 prohibited grounds as stated above and the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. Where there is a complaint or involvement of a union member regarding harassment, that member shall have the right to complain to a CAW or management representative, who will immediately undertake a joint investigation with a CAW Representative, to be identified by the CAW, following the procedures in the Woodingford Lodge Workplace Harassment Prevention Policy, Policy No. dated March, Copies of the above-noted policy shall be given to each employee and any changes to the above-noted policy shall be made in consultation with the CAW. In support of providing and maintaining an environment free of harassment, the Employer and the CAW will ensure that all staff members, and persons with practicing in the facility are aware that harassment, including sexual harassment, in the workplace, is an offence under the law. This will be done though training and such other means appropriateto achieve awareness.

IN THE WORKPLACE. In keeping with the adherence to a policy of safe working practices, the Company will not condone or tolerate acts of aggressive behaviour or physical contact between employees, supervisors or managers. Threats or acts of violence such as fighting may result in instant dismissal or warning of future disciplinary action. An employee being agitated or provoked by others is to report the matter to his/her Supervisor or Manager immediately. Employees found guilty of agitation or aggressive behaviour, will be dealt with by application of the Disciplinary Procedure. If any employee attempts and/or succeeds in making aggressive contact with another employee in an act of violence, the employee who on investigation is found to have first taken such action, will be instantly dismissed for misconduct. If it is found that the aggressive behaviour took place as the result of severe, deliberate or prolonged provocation, then both parties may be liable to action under the Disciplinary Procedure. This Agreement applies to all employees, irrespective of status or classification. APPENDIX IV POLICY: ALCOHOL & DRUGS‌ This policy applies to the whole site, both office and factory.