Common use of Risk of Workplace Violence from a Person with a History of Violent Behaviour Clause in Contracts

Risk of Workplace Violence from a Person with a History of Violent Behaviour. The Council will provide employees with information, including personal information, about a person with a history of violent behaviour if the employee can be expected to encounter such a person in the course of her or his work and the risk of workplace violence is likely to expose the employee to physical injury. The Council will not disclose more information than is reasonably necessary for the protection of an employee from physical injury. Procedures for summoning immediate assistance when workplace violence occurs or is likely to occur; If, at any time, an individual in the workplace feels personally threatened, they are to ensure their own safety and call the police (9-1-1) immediately. Staff is not to place themselves at risk or jeopardize anyone's safety when dealing with any perceived or real situation of violence. Criminal harassment such as stalking, threats, and sexual or physical assault are covered by the Criminal Code. Supervisors and employees are encouraged to report any criminal behaviour to the Police. Procedures for workers to report incidents of workplace violence to the employer or supervisor; Any individual in the workplace who believes that he or she is threatened or who experiences or witnesses any workplace violence as defined in the Workplace Violence Prevention Policy must promptly reported. In the event of immediate danger, refer to measures and procedures for summoning immediate assistance. Incidents of violence must be reported immediately to the employee’s supervisor, or if the employee’s direct supervisor or a member of the board is involved in the act, the employee should contact the HR Officer or the Executive Director. In all cases, the employee Workplace Violence Incident Report form needs to be completed. In the event of a workplace injury, employees should complete and submit the applicable workplace injury forms. All workplace violence incidents must be communicated to the Joint Health and Safety Committee within four days of the incident. If a workplace violence incident results in a person being critically injured or killed, the Ministry of Labour must be notified immediately and the Ministry of Labour notified in writing within 48 hours. Unionized employees involved may request the presence of a union representative at any time in the process. Incidents reports must be filed as soon as possible after the incident occurred using the Workplace Violence Incident Report detailing the nature of the incident, dates, times, places, witnesses and names of those involved. Supervisor, employee or witness may complete the report. All reports of violence must be forwarded to Human Resources and/or the Executive Director. There will be no negative consequences for reports made in good faith. If the perpetrator has no relationship to the organization or has a personal relationship with an employee, the supervisor or HR officer may contact the police department. The police are also to be called in incidents involving serious, life-threatening injuries to any employee. Managers, supervisors, staff or visitors engaged in such violent behaviour may be removed from the premises as quickly as safety permits. They may be banned from access to The Council premises pending the outcome of an investigation. If an individual involved believes the matter has not been resolved in a satisfactory manner, the individual may file a grievance in accordance with the grievance policy. How the employer will investigate and deal with incidents or complaints of workplace violence; All incidents of workplace violence will be taken seriously and will be documented and investigated. The form of investigation will depend on the circumstances and may involve appropriate law enforcement or other competent person as determined by the Council, taking into consideration the nature of the workplace violence and the concerns of employee(s) who experienced or witnessed the workplace violence. The investigation will include:

Risk of Workplace Violence from a Person with a History of Violent Behaviour. The Council will provide employees with information, including personal information, about a person with a history of violent behaviour if the employee can be expected to encounter such a person in the course of her or his their work and the risk of workplace violence is likely to expose the employee to physical injury. The Council will not disclose more information than is reasonably necessary for the protection of an employee from physical injury. Procedures for summoning immediate assistance when workplace violence occurs or is likely to occur; : If, at any time, an individual in the workplace feels personally threatened, they are to ensure their own safety and call the police (9-1-1) immediately. Staff is are not to place themselves at risk or jeopardize anyone's safety when dealing with any perceived or real situation of violence. Criminal harassment such as stalking, threats, and sexual or physical assault are covered by the Criminal Code. Supervisors and employees are encouraged to report any criminal behaviour to the Policepolice. Procedures for workers employees to report incidents of workplace violence to the employer or supervisor; : Any individual in the workplace who believes that he or she is they are threatened or who experiences or witnesses any workplace violence as defined in the Workplace Anti-Violence Prevention Policy must promptly reportedreport the incident. In the event of immediate danger, refer to measures and procedures for summoning immediate assistance. Incidents of violence must be reported immediately to the employee’s supervisor, or if the employee’s direct supervisor or a member of the board is involved in the act, the employee should contact the HR Officer Executive Director or Human Resources Officer. All unionized employees have the Executive Directorright to report through the representatives of their Union. In all cases, the employee Workplace Violence Incident Report form needs to be completedcompleted (based on the information known by the person completing the report), detailing the nature of the incident, dates, times, places, witnesses and names of those involved. In A supervisor, employee or witness may complete the event report. If an employee reports the possibility of a domestic violence, or there are visible and obvious signs that domestic violence is occurring, the employer should assess the risk to ensure controls are in place to prevent the violence from entering the workplace. All reports of workplace injury, employees should complete and submit the applicable workplace injury formsviolence must be forwarded to Human Resources and/or Management. All workplace violence incidents must also be communicated to the Joint Health and Safety Committee by either the complainant, supervisor, Executive Director or Human Resources Officer within four days of the incident. If a workplace violence incident results in a person being critically injured or killed, the Ministry of Labour must be notified immediately and the Ministry of Labour notified in writing by the employer within 48 hours. Unionized employees involved may request the presence of a union representative at any time in the process. Incidents reports must be filed as soon as possible after the incident occurred using the Workplace Violence Incident Report detailing the nature of the incident, dates, times, places, witnesses and names of those involved. Supervisor, employee or witness may complete the report. All reports of violence must be forwarded to Human Resources and/or the Executive Director. There will be no negative consequences for reports made in good faith. If the perpetrator has no relationship to the organization or has a personal relationship with an employee, the supervisor or HR Human Resources officer may contact the police department. The police are also to be called in incidents involving serious, life-threatening injuries to any employee. Managers, supervisors, staff or visitors engaged in such violent behaviour behaviour, including sexual violence, may be removed from the premises as quickly as safety permits. They may be banned from access to The the Council premises pending the outcome of an investigation. investigation If an individual involved believes the matter has not been resolved in a satisfactory manner, the individual may file a grievance in accordance with the grievance policy. How the employer will investigate and deal with incidents or complaints of workplace violence; : All incidents of workplace violence will be taken seriously and will be documented and investigated. The form of investigation will depend on the circumstances and may involve appropriate law enforcement or other competent person as determined by the Council, taking into consideration the nature of the workplace violence and the concerns of employee(s) who experienced or witnessed the workplace violence. The investigation will include: