Common use of Prevention of Violence in the Workplace Clause in Contracts

Prevention of Violence in the Workplace. The Employer and the Union recognize the need for a safe working environment free of violence or threats of violence. Violence is defined as the attempted or actual exercise by a person of any physical force so as to cause injury to an employee and includes any threatening statement or behaviour which gives an employee reasonable cause to believe that they are at risk of injury. The Employer will implement a prevention program which includes, but is not limited to, the following elements: (a) The Employer will conduct regular risk assessments in accordance with OH&S Regulation 4.28 and the handbook Workplace Violence Protection. Should the Union notify the Employer of its concern for the safety of any worksite due to the potential of violence; the Employer will conduct a timely risk assessment to determine whether there is a risk of injury to employees. (b) Where a risk of injury is identified from a violence risk assessment, the Employer will, in consultation with the Union, establish on a timely basis, policies, procedures and work environment arrangements to eliminate, or if that is not possible, to minimize the risk to employees. Such initiatives shall include: (1) training of employees in the means for the recognition and reporting of the potential for violence and in the appropriate means of protecting themselves from violence; (2) 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; (3) policies and procedures for the reporting and investigation of incidents and corrective action in accordance with the Workers’ Compensation Act and Occupational Health and Safety Regulation (OHSR). (c) 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. (d) Where there is a risk of verbal abuse from a client, a person in care or custody or another member of the public, appropriate measures to protect employees shall be implemented. (e) When an employee has suffered as a result of violence, the chief xxxxxxx or designate of the BCNU, shall be notified as soon as is reasonably possible. (f) The Employer shall designate an appropriate senior representative responsible for the development and support of crisis response teams for employees impacted by workplace violence. Critical incident stress defusing shall be immediately provided to employees who have suffered a work- related, traumatic incident. Critical incident stress debriefing and appropriate support shall be made available for all employees who have suffered as a result of the violence. Appropriate resources will be made available as soon as possible following the incident. Leave required to attend such defusing, debriefing or support sessions will be without loss of pay. The xxxxxxx referred to in (e) and the Union office will be notified by the Employer where an employee is referred for such debriefing or support. (g) An employee performing visitation to clients in the community shall have the right to request support where they are concerned about a potential violent situation. Appropriate communication equipment will be provided to nurses for visitations. (h) Should a patient with a history of violence towards staff be placed on a unit, or should a patient develop a history of violence towards staff while on a unit, the Employer will be required to take all reasonable steps to eliminate, reduce or minimize the risk of violence.

Prevention of Violence in the Workplace. The Employer and the Union recognize the need for a safe working environment free of violence or threats of violence. Violence is defined as the attempted or actual exercise by a person of any physical force so as to cause injury to an employee and includes any threatening statement or behaviour which gives an employee reasonable cause to believe that they are at risk of injury. The Employer will implement a prevention program which includes, but is not limited to, the following elements: (a) The Employer will conduct regular risk assessments in accordance with OH&S Regulation 4.28 and the handbook “Preventing Workplace Violence Protection: A Guide for the B.C. Public Service”. Should the Union notify the Employer of its concern for the safety of any worksite due to the potential of violence; , the Employer will conduct a timely risk assessment to determine whether there is a risk of injury to employees. (b) Where a risk of injury is identified from a violence risk assessment, the Employer will, in consultation with the Union, establish on a timely basis, policies, procedures and work environment arrangements to eliminate, or if that is not possible, to minimize the risk to employees. Such initiatives shall include: (1) training of employees in the means for the recognition and reporting of the potential for violence and in the appropriate means of protecting themselves from violence; (2) 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; (3) policies and procedures for the reporting and investigation of incidents and corrective action in accordance with OH&S Regulation Section 2 and 3 and Division 10 of the Workers’ Compensation Act and Occupational Health and Safety Regulation (OHSR)Act. (c) 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. (d) Where there is a risk of verbal abuse from a client, a person in care or custody or another member of the public, appropriate measures to protect employees shall be implemented. (e) When an employee has suffered as a result of violence, if a UPN member, the Local President or designate or head xxxxxxx of the UPN, or if a BCNU member, the chief xxxxxxx or designate of the BCNU, and the appropriate Union, shall be notified as soon as is reasonably possible. (f) The Each Employer shall designate an appropriate senior representative responsible for the development and support of crisis response teams for employees impacted by workplace violence. Critical incident stress defusing shall be immediately provided to employees who have suffered a work- work-related, traumatic incident. Critical Immediate cCritical incident stress debriefing and post traumatic counseling appropriate support shall be made available for all employees who have suffered as a result of the violence. Appropriate resources will be made available as soon as possible following the incident. Leave required to attend such defusing, debriefing or counseling support sessions will be without loss of pay. The xxxxxxx referred to in (e) and the Union office will be notified by the Employer where an employee is referred for such debriefing or counseling support. (g) (NEW) An employee performing visitation to clients in the community shall have the right to request support where they are concerned about a potential violent situation. Appropriate communication equipment will be provided to nurses for visitations. (h) (NEW) Should a patient with a history of violence towards staff be placed on a unitunit or, or should a patient develop a history of violence towards staff while on a unit, the Employer will be required to take all reasonable steps to eliminate, reduce or minimize the risk of violence.