Protection from Violence at Work Sample Clauses

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 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 employees 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. vii) 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 behaviour 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.”
Sample 1See All (4)
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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.”
Sample 1
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.
Sample 1
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.
Sample 1
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.
Sample 1
Protection from Violence at Work. CAMH shall endeavour to take all reasonable measures to protect employees from violence at work.
Sample 1
Protection from Violence at Work 
Sample 1Sample 2Sample 3
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Related to Protection from Violence at Work

  • Domestic Violence Leave Domestic or Sexual Violence Leave will be granted in accordance with the

  • Family Violence Leave Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.

  • Vandalism Or Malicious Mischief This peril does not include loss to property on the "residence premises", and any ensuing loss caused by any intentional and wrongful act com- mitted in the course of the vandalism or malicious mischief, if the dwelling has been vacant for more than 60 consecutive days immediately before the loss. A dwelling being constructed is not consid- ered vacant.

  • Virus Protection The Bank is not responsible for any electronic virus or viruses that you may encounter. We suggest that you routinely scan your PC using a virus protection product. An undetected virus may corrupt and destroy your programs, files, and your hardware.

  • Authorization from Others Buyer shall use its reasonable efforts to obtain all authorizations, consents and approvals of third parties or governmental agencies that may be required to permit the consummation of the transactions contemplated by this Agreement.

  • Convicted, Discriminatory, Antitrust Violator, and Suspended Vendor Lists In accordance with sections 287.133, 287.134, and 287.137, F.S., the Contractor is hereby informed of the provisions of sections 287.133(2)(a), 287.134(2)(a), and 287.137(2)(a), F.S. For purposes of this Contract, a person or affiliate who is on the Convicted Vendor List, the Discriminatory Vendor List, or the Antitrust Violator Vendor List may not perform work as a contractor, supplier, subcontractor, or consultant under the Contract. The Contractor must notify the Department if it or any of its suppliers, subcontractors, or consultants have been placed on the Convicted Vendor List, the Discriminatory Vendor List, or the Antitrust Violator Vendor List during the term of the Contract. In accordance with section 287.1351, F.S., a vendor placed on the Suspended Vendor List may not enter into or renew a contract to provide any goods or services to an agency after its placement on the Suspended Vendor List. A firm or individual placed on the Suspended Vendor List pursuant to section 287.1351, F.S., the Convicted Vendor List pursuant to section 287.133, F.S., the Antitrust Violator Vendor List pursuant to section 287.137, F.S., or the Discriminatory Vendor List pursuant to section 287.134, F.S., is immediately disqualified from Contract eligibility.

  • Return from Leave (a) On return from leave, an employee will be placed in their former position. (b) Vacation entitlement, not vacation pay, will continue to accrue while an employee is on leave pursuant to Clause 21.1 (Maternity Leave) or Clause 21.2 (Parental Leave).

  • NATURAL DISASTER LEAVE Where a permanent employee is unable to attend work because of a natural disaster, i.e. bushfire or flood, they will be entitled to be paid ordinary pay for the shift they would otherwise have worked on that day. This entitlement will apply once per calendar year and is not cumulative from year to year.

  • Reasonable Accommodation for Applicants / Employees with Disabilities The contractor must be familiar with the requirements for and comply with the Americans with Disabilities Act and all rules and regulations established there under. Employers must provide reasonable accommodation in all employment activities unless to do so would cause an undue hardship.

  • Catastrophic Leave The County will administer a Catastrophic Leave procedure designed to permit individual donations of annual leave, vacation, healthcare leave (8 hours maximum per fiscal year), compensatory and/or PIP leave time to an employee who is required to be on an extended unpaid leave due to a catastrophic medical condition or other serious circumstances.

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