Psychological Health and Safety. The employer will implement in each of their workplaces the Psychological Health and Safety Standard to prevent and protect workers from psychological harm. The Standard defines a psychologically healthy and safe workplace as one that promotes workers’ psychological well-being and actively works to prevent harm to workers’ psychological health in negligent, reckless or intentional ways. The employer must meaningfully consult with the union in identifying the problems, creating reporting process, investigation and developing a plan to control risks related to the 13 factors affecting psychological health and safety in the workplace.
Psychological Health and Safety. The Employer and the Association agree to cooperate in the promotion of psychologically healthy and safe working conditions and practices, using the guidance of the Canadian Standards Association (CSA) Psychological Health and Safety Standard. Factors that may affect psychological health and safety in the workplace may include, but not limited to: • Organizational Culture • Psychological and Social Support • Clear Leadership & Expectations • Civility & Respect • Psychological Demands • Growth & Development • Recognition & Reward • Involvement & Influence • Workload Management • Engagement • Balance • Psychological Protection • Protection of Physical Safety The parties recognize the role of Joint Health and Safety committees in supporting psychologically healthy and safe workplaces. Therefore, the Committee shall be engaged in local level identification of psychological health and safety hazards, promotion of psychologically healthy and safe workplaces, participate in related inspections and investigations and make recommendations for improving psychological health and safety in the workplace. Within 120 days of ratification, the parties agree to request that the BC Health Care Occupational Health and Safety Society (currently known as SWITCH BC) develop standardized resources to support Employers and local Joint Occupational Health and Safety committee to support psychologically healthy and safe workplaces.
Psychological Health and Safety. The Employer and the Association agree to cooperate in the promotion of psychologically healthy and safe working conditions and practices, using the guidance of the Canadian Standards Association (CSA) Psychological Health and Safety Standard. The Employer must consult with the Union in identifying psychological hazards including hazards due to negligent, reckless or intentional acts, creating a reporting and investigation process for those hazards and in developing and implementing a plan to control risks related to psychological hazards. The parties recognize the role of Joint Occupational Health and Safety Committees (JOHSC) in supporting psychologically healthy and safe workplaces. Therefore the JOHSC shall be engaged in local level identification of psychological health and safety hazards, promotion of psychologically healthy and safe workplaces, participate in related inspections and investigations and make recommendations for improving psychological health and safety in the workplace. Within 120 days of ratification, the parties agree to request that the BC Health Care Occupational Health and Safety Society (currently known as SWITCH BC) develop suitable resources for Employers, the Union and local JOHSC to support psychologically healthy and safe workplaces.
Psychological Health and Safety. The Employer and the Union recognize the importance of supporting and promoting a psychologically healthy and safe workplace. Psychological health and safety will continue to be incorporated into the Employer’s Occupational
Psychological Health and Safety. The parties agree the employees have the right to physiologically and psychologically safe working conditions. The Employer shall correct any situation which may compromise an employee’s physiological or psychological health and safety.
Psychological Health and Safety. (P. 47) Recognizing the importance of psychological health and safety, the employer is required to implement the national Psychological Health and Safety Standard to prevent and protect workers from psychological harm. Under this change to Article 37, the employer must now meaningfully consult with the union to develop a plan to control risks which impact psychological health and safety in the workplace. BULLYING AND HARASSMENT (P. 48) The WorkSafeBC bullying and harassment definition has now been embedded in the collective agreement. Addressing MSIs Musculoskeletal injuries (MSIs) continue to be the most prevalent injuries in health care. In the last five years, nearly 20,000 healthcare workers have suffered an MSI – most of those are Facilities Subsector members. This type of injury represents almost 43 percent of all injuries in health care. MSI PREVENTION PROJECT (P. 48) One million dollars has been allocated for a MSI prevention project with the goal of reducing injuries in high-injury rate sites. ERGONOMIC SAFETY (P. 49) Employers must conduct a risk assessment to ensure work stations are adjustable for ergonomic safety in all new and/or renovated work areas, with a requirement that employers respond to a worker’s request for an ergonomic assessment of their work station within 30 days. EDMP renewal The Enhanced Disability Management Program negotiated in the last agreement continues to be funded at $1.5 million a year.
Psychological Health and Safety. The parties agree to address identified psychological hazards in a collaborative way utilizing the expertise of the health and safety committee where applicable.
