Common use of Occupational Health and Safety Violence in the Workplace Clause in Contracts

Occupational Health and Safety Violence in the Workplace. A) The Employer and the Union recognize the need for a safe working environment free of violence or threats of violence or verbal abuse. The Employer will implement a prevention program which includes, but is not limited to, the following elements: i) The Employer will conduct risk assessments in accordance with Workers’ Compensation Boards, Occupational Health & Safety Regulation. ii) Safe, secure and free parking will be provided for employees. Escort services to parking will be provided for nurses during non-peak hours. iii) When a member of the public requests information concerning the care and treatment of themselves or anyone they may represent, the Employer will not release the name of the nurse who has provided care and treatment. iv) When the Employer is aware that a client or a member of the public has a history of violent behaviour, the Employer shall make such information available to the employee. In services and/or instruction in caring for the violent patient will be provided by the Employer. Where an Employer has reasonable grounds to believe that a client has a history of violent behaviour, the Employer will seek out such information from appropriate sources. B) Where a risk of injury is identified from a violence risk assessment, the Employer will establish policies, procedures and work environment arrangement to eliminate, or if that is not possible, to minimize the risk to employees. Such initiatives shall include: i) a training of employees in the means for the recognition of the potential for violence. Employees shall receive training in the recognition and management of incidents which have a potential for violence. The local occupational health and safety committee shall be consulted regarding the assessment of training needs and the applicable physical and procedural measures required. Where employees are likely to encounter clients with mental illnesses, substance abuse or psycho geriatric conditions, the Employer will provide in-service training on how to care for and manage such clients. ii) policies, procedures, documentation and work environment measures to minimize or control the risk to employees from violence including policies and procedures for protection of employees who may be required to work alone, and this information will be made available to staff; iii) policies and procedures for the reporting and investigation of incidents and corrective action in accordance with Workers’ Compensation Boards, Occupational Health & Safety Regulations. iv) if the abusive or violent situation warrants it, schedules or routines shall be temporarily adjusted to ensure the client’s well-being and the employee’s safety. v) An Employee who has reasonable grounds to believe their safety may be compromised when attending a client shall not be required to attend that client. When an incident demonstrates that client’s behaviour may constitute a risk to the safety of another client or staff member, a meeting shall be convened within twenty-four (24) hours, or as soon as possible thereafter, to consider and implement alternative options for care delivery to ensure the safety of the employee(s) and other clients. The Employer shall ensure that sufficient staff are present when any service, treatment or care is provided to such persons. C) The program will include but not be limited to: i) A safety in-service program and resource materials for environmental safety awareness, risk assessment and diffusing techniques, caring for people with mental illness and people who abuse substances, personal safety, self-defense, conflict resolution and crisis intervention, emergency procedures, withdrawal of care and reporting/follow-up procedures. ii) Provision by the Employer of personal security devices such as personal alarm devices, cellular phones, radios and flashlights in compliance with WorkSafeBC. iii) Procedures for the safety screening of clients and the environment, including the identification and designation of high risk areas where appropriate. iv) Methods of communicating information concerning identified risks associated with a client. v) Procedures for the deferral and withdrawal of services to clients identified as dangerous to the employee’s safety. vi) Protocols for reporting the location of staff, staff check-in, checking on staff well- being and searching for staff when necessary. D) Subject to statutory limitation, employees shall be informed concerning the potential for violence from a client, a person in care or custody, or another member of the public, where such a person is known to have a history of violence. Where there is a risk of verbal abuse from a client, a person in care or custody or another member of the public, appropriate procedural measures to protect employees shall be implemented. E) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay. The local xxxxxxx and the Union office will be notified by the Employer where an employee is referred for such debriefing or counselling.