Protection from Violence at Work i) The hospital shall take reasonable measures to protect employees from violence at work.
ii) In consultation with the Union, the Hospital shall develop written policies and procedures, to deal with violence at work. Such policies and procedures shall address, but not be limited to, the following:
a) Prevention of violence at work;
b) Management of potentially violent clients or situations;
c) Hazard assessment of potentially violent situations;
d) The development of measures to deal with violent situations.
iii) The Hospital shall not assign a worker to be the sole individual on any unit to work alone in a potentially violent situation, or with a potentially violent client.
iv) The Hospital will ensure that an adequate number of response teams are adequately equipped and available to safely respond to incidents of violence.
v) The Hospital shall provide training to all staff that shall include:
a) Recognition of potentially violent situations;
b) Diffusion of violent situations;
c) Self-protection techniques;
d) Annual in-service training
vi) The Hospital shall take every precaution reasonable in the circumstance for the protection of employees under Bill 168, which currently defines workplace violence as:
a) “The exercise of physical force by a person against a worker in a workplace that causes or could cause physical injury to a worker.”
b) “An attempt to exercise physical force against a worker in a workplace that could cause physical injury to a worker.”
c) “A statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force against that worker, in a workplace, that could cause physical injury to the worker.”
Protection from Violence at Work i) The Employer shall take reasonable measures to protect employees from violence at work.
ii) In consultation with the Union, the Employer shall develop written policies and procedures, to deal with violence at work. Such policies and procedures shall address, but not be limited to, the following:
(a) Prevention of violence at work;
(b) Management of potentially violent clients or situations;
(c) Hazard assessment of potentially violent situations;
(d) The development of measures to deal with violent situations.
iii) The Employer shall provide employees who are required to work alone in the field with an appropriate and effective communication device for summoning assistance.
iv) The Employer will ensure that an adequate number of response teams are adequately equipped and available to safely respond to incidents of violence.
v) The Employer shall provide training to all staff that shall include:
(a) Recognition of potentially violent situations;
(b) Diffusion of violent situations;
(c) Self-Protection Techniques;
(d) Annual in-service training.
Protection from Violence at Work. CAMH shall endeavour to take all reasonable measures to protect employees from violence at work.
Protection from Violence at Work i) The Employer shall take reasonable measures to protect nurses from violence at work.
ii) In consultation with the Union, the Employer shall develop written policies and procedures, to deal with violence at work. Such policies and procedures shall address, but not be limited to, the following:
(a) Prevention of violence at work;
(b) Management of potentially violent clients or situations;
(c) Hazard assessment of potentially violent situations;
(d) The development of measures to deal with violent situations.
iii) The Employer shall not assign a worker to be the sole caregiver on any unit to work alone in a potentially violent situation, or with a potentially violent client.
iv) The Employer shall provide nurses who are required to work alone in the field with an appropriate and effective communication device for summoning assistance.
v) The Employer will ensure that an adequate number of response teams are adequately equipped and available to safely respond to incidents of violence.
vi) The Employer shall provide training to all staff that shall include:
(a) Recognition of potentially violent situations;
(b) Diffusion of violent situations;
(c) Self-Protection Techniques;
(d) Annual in-service training.
Protection from Violence at Work. The Employer will take all reasonable precautions to protect employees from violence at work. Based on the recommendations of the Joint health and Safety Committee, the Employer will:
(a) Conduct risk assessments, as necessary.
(b) Establish a violence prevention policy.
(c) Establish work practices and procedures to eliminate or minimize violence.
(d) Establish procedures for reporting, investigating and recording of incidents of violence; and
(e) Provide information and training to employees on the recognition of potentially violent situations and diffusion of violent situations. The Employer and the Union agree that they have a shared goal of a workplace free of violence. To that end, the parties will determine appropriate solutions to promote health and safety in the workplace.
(f) The Employer will report all incidents of violence to the Joint Health and Safety Committee for review.
(g) The Employer agrees to provide training and information on the prevention of violence to all Employees who come into contact with potentially aggressive persons. The training will be done during a new Employee’s orientation and updated as required.
(h) Subject to appropriate legislation, and with the employee’s consent, the Employer will inform the Union within three (3) days of any employee who has been subjected to violence while performing his/her work. Such information shall be submitted in writing to the Union as soon as practicable.
Protection from Violence at Work. The Employer shall take every precaution reasonable in the circumstance for the protection of employees under Xxxx 168, which currently defines workplace violence as: “The exercise of physical force by a person against a worker in a workplace that causes or could cause physical injury to a worker.” “An attempt to exercise physical force against a worker in a workplace that could cause physical injury to a worker.” “A statement or behavior that is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.”
Protection from Violence at Work
