RIGHT TO SAFE WORKING CONDITIONS. The Employers and the Union recognize the importance of working conditions that will not threaten or endanger the health or safety of employees or clients. No employee shall be required to work in any situation that would threaten or endanger his/her health or safety and each Employer shall make a good faith effort to notify employees of any health or safety risks prior to a client assignment. Such situations include: bodily harm to the employee; threatening behavior of the client to the employee; sexual harassment of the employee by the client or by persons in the household; or any other situation that would be a threat to the employee’s health. The employee will immediately report to their Employer any working condition that the employee believes threatens or endangers the health or safety of the employee or client. If the supervisor or other Employer representative deems the situation to be unsafe, and the employee is directed to leave the client’s home, the employee shall be offered a substitute position to make up for the hours scheduled, or be paid for his/her entire scheduled assignment for that day, including all travel time and travel miles (except errands not performed) that he/she would have been paid had that assignment been completed as scheduled. Following receipt of such report, the Employer will investigate the report, including review with the employee, client, and appropriate referral agency. Appropriate action will be taken by the Employer, based on the facts identified during the review of the investigation, the provisions of the program under which the client is being served, and the requirements of the contract between the Employer and the referral agency. If the client continues to be served by the Employer, the Employer will make sure any subsequent employees will be informed of the previous safety problem, and be provided with the proper information, training, equipment or direction necessary to address any future incidents in a safe manner.
RIGHT TO SAFE WORKING CONDITIONS. The Employer agrees to comply with all federal, state, and local laws to provide working conditions that are safe. The Employer may, in its discretion and with recommendations from the Safety Committee, establish safety and health rules. The Employer may discipline an employee for their failure to adhere to the Employer’s safety and health rules.
RIGHT TO SAFE WORKING CONDITIONS. The Employer and the Union agree to comply with all federal, state, and local laws to provide working conditions that are safe. The Employer may, in its discretion, establish safety and health rules. The Employer and the Union recognize the inherent risk working with the population we serve and the importance of working conditions that will not threaten or endanger the health or safety of employees or clients. The Employer shall make a good faith effort to notify employees of any inherent health or safety risks prior to a client assignment. Employees will immediately report to the Employer any working condition that the employee believes threatens or endangers the health or safety of the employee or client(s).
RIGHT TO SAFE WORKING CONDITIONS. The Employer agrees to comply with all federal, state, and local laws to provide working conditions that are safe. The Employer may, in its discretion, establish safety and health rules. Home Care workers shall not be required to climb ladders for a client, and should consult with their supervisor if asked to perform a task that could be considered unsafe. Consistent with applicable laws, employees shall be notified immediately when the Employer knows that such employees may come into contact with clients who have a contagious infection or an active communicable disease that poses a potential risk to the employees. Appropriate training about precautionary measure shall be provided in a timely manner. No employee shall be required to work in any situation that would threaten or endanger their health or safety. Such situation include: bodily harm to the employee, threatening animals, fire hazards, threatening people in or around the client’s residence, abusive behavior of the client to the employee, sexual harassment of the employee by the client or persons in the household; or any other situations that would be a threat to the employee’s health or safety. The employee shall immediately report to the Employer any working conditions that threaten or endanger the employee’s health or the safety of the employee or client. An emergency number shall be made available to all employees where they can reach the Employer’s representative in the event of an emergency at any time the employee is working. Facilities shall maintain intercom or other facility-wide communications systems so that employees may call for assistance if necessary.
RIGHT TO SAFE WORKING CONDITIONS. The Employer and the Union recognize the importance of working conditions that will not threaten or endanger the health or safety of employees or clients. No employees shall be required to work in any situation that would threaten or endanger their health or safety and the employer shall notify employees of any health or safety risks prior to a client assignment and employees have the right to decline working for a client who lives in a situation which could threaten their health and safety. Such situations include: bodily harm to the employee; threatening behavior of the client or others in their home to the employee; sexual harassment of the employee by the client or by persons in the household, clients with symptoms or conditions communicating their needs to the employee in ways that the person providing care may experience or interpret as harassment; or any other situation that would be a threat to the employee’s health. In any event, employees should not have to experience discrimination, abusive conduct, and challenging behaviors without assistance or redress and will immediately report to their Employer any working condition that they believe threatens or endangers the health or safety of the employee or client. The Employer shall comply with all requirements under SB 6205, including:
A. Effective July 1, 2021, the Employer shall develop a comprehensive written policy concerning how the Employer shall address instances of discrimination, abusive conduct, and challenging behavior and work to resolve issues impacting the provision of personal care, and the policy must include stated permission and a process for allowing workers to leave situations where they feel their safety is at immediate risk. This process must include a requirement to notify the employer and applicable third parties as soon as possible.
B. The Employer may not terminate an employee, reduce the pay of an employee, or not offer future assignments to an employee for requesting reassignment due to alleged discrimination, abusive conduct, or challenging behavior.
C. The Employer must inform an employee of instances of discrimination and abusive conduct occurring in or around the client’s home care setting prior to assigning the employee to that client, and throughout the duration of service, if those instances are:
a. Documented by the Employer; or
b. Documented by a third party and communicated to the Employer.
D. The Employer must inform an employee of a client’s challenging behavio...
RIGHT TO SAFE WORKING CONDITIONS. The Employer and the Union recognize the importance of working conditions that will not threaten or endanger the health or safety of employees or clients. No employee shall be required to work in any situation that would threaten or endanger his/her health or safety and the Employer shall make a good faith effort to notify employees of any health or safety risks prior to a client assignment. Such situations include: bodily harm to the employee; threatening behavior of the client to the employee; sexual harassment of the employee by the client or by persons in the household; or any other situation that would be a threat to the employee’s health. The employee will immediately report to their Employer any working condition that the employee believes threatens or endangers the health or safety of the employee or client.
RIGHT TO SAFE WORKING CONDITIONS. The Employer and the Union agree to comply with all federal, state, and local laws to provide working conditions that are safe. The Employer may, in its discretion, establish safety and health rules. The Employer and the Union recognize the inherent risk working with the population we serve and the importance of working conditions that will not threaten or endanger the health or safety of employees or clients. Adequate preparation of employees helps both the employee and person receiving care. The Employer will provide employees with information, including relevant care plans and behavioral support interventions, existing problem-solving tools, and strategies to improve safe care delivery. Employees are obligated to review relevant client/resident/student information and to complete training as assigned and within established timeframes. The Employer shall make a good faith effort to notify employees of any inherent health or safety risks prior to an assignment. Employees will immediately report to the Employer any working condition that the employee believes threatens or endangers the health or safety of the employee or client(s).
RIGHT TO SAFE WORKING CONDITIONS. The Employer and the Union agree to comply with all federal, state, and local laws to provide working conditions that are safe. The Employer may, in its discretion, establish safety and health rules. The Employer and the Union recognize the importance of working conditions that will not threaten or endanger the health or safety of employees or clients. No employee shall be required to work in any situation that would threaten or endanger his/her health or safety and each Employer shall make a good faith effort to notify employees of any health or safety risks prior to a client assignment. Such situations include but are not limited to: bodily harm to the employee; threatening behavior of the client to the employee; sexual harassment of the employee by the client or by persons in the household; or any other situation that would be a threat to the employee’s health or safety. Employees will immediately report to the Employer any working condition that the employee believes threatens or endangers the health or safety of the employee or client.
RIGHT TO SAFE WORKING CONDITIONS.
A. The Employer shall develop a comprehensive written policy concerning how the Employer shall address instances of discrimination, abusive conduct, and challenging behavior and work to resolve issues impacting the provision of personal care, and the policy must include stated permission and a process for allowing workers to leave situations where they feel their safety is at immediate risk. This process must include a requirement to notify the Employer and applicable third parties as soon as possible.
B. The Employer may not terminate an employee, reduce the pay of an employee, or not offer future assignments to an employee for requesting reassignment due to alleged discrimination, abusive conduct, or challenging behavior.
C. The Employer must inform an employee of instances of discrimination and abusive conduct occurring in or around the client’s home care setting prior to assigning the employee to that client, and throughout the duration of service, if those instances are:
a. Documented by the Employer; or
b. Documented by a third party and communicated to the Employer.
D. The Employer must inform an employee of a client’s challenging behavior prior to assigning the employee to that client if it is documented:
a) In the client’s care plan;
b) By the Employer; or
c) By a third party and communicated to the covered Employer.
E. The Employer must keep a record of any reported incidents of discrimination or abusive conduct experienced by an employee during the provision of paid personal care services. The records must be kept for at least five years following the reported act.
F. The Employer must provide a list of resources about discrimination and harassment for employees to utilize. At a minimum, the resources must include contact information of the equal employment opportunity commission, the Washington State Human Rights Commission, and local advocacy groups focused on preventing harassment and discrimination and providing support for survivors. The Employer and the Union recognize the importance of working conditions that will not threaten or endanger the health or safety of employees or clients. No employees shall be required to work in any situation that would threaten or endanger their health or safety and the Employer shall notify employees of any health or safety risks prior to a client assignment and employees have the right to decline working for a client who lives in a situation which could threaten their health and safety. Such situations i...
RIGHT TO SAFE WORKING CONDITIONS. The Employer and the Union recognize the importance of working conditions that will not threaten or endanger the health or safety of employees or clients. No employees shall be required to work in any situation that would threaten or endanger his/her their health or safety and the Employer shall make a good faith effort to notify employees of any health or safety risks prior to a client assignment and employees have the right to decline working for a client who lives in a situation which could threaten their health and safety. Such situations include but are not limited to: bodily harm to the employee; threatening behavior of the client or others in their home to the employee; sexual harassment of the employee by the client or by persons in the household, clients with symptoms or conditions communicating their needs to the employee in ways that the person providing care may experience or interpret as harassment; or any other situation that would be a threat to the employee’s health or safety. The e In any event, employees should not have to experience discrimination, abusive conduct, and challenging behaviors without assistance or redress and will immediately report to their Employer any working condition that they employee believes threatens or endangers their or the client’s health or safety of the employee or client.
A. Effective July 1, 2021, the Employer shall develop a comprehensive written policy concerning how the Employer shall address instances of discrimination, abusive conduct, and challenging behavior and work to resolve issues impacting the provision of personal care, and the policy must include stated permission and a process for allowing workers to leave situations where they feel their safety is at immediate risk. This process must include a requirement to notify the employer and applicable third parties as soon as possible.
B. The Employer may not terminate an employee, reduce the pay of an employee, or not offer future assignments to an employee for requesting reassignment due to alleged discrimination, abusive conduct, or challenging behavior.
