VIOLENCE PREVENTION. The Board agrees that when the Safe Schools Policy and Procedures are reviewed, they will be reviewed by a committee which contains Union representation.
VIOLENCE PREVENTION. The parties in conjunction with the recommendations from the Joint Occupational Health and Safety Committee will review and/or establish a Violence Prevention Program. The program will include:
(a) the development of control measures and guidelines regarding violence prevention; and
(b) and annual report of violence prevention activities will be posted at the workplace with a copy forwarded to the Employer and the Union; and
(c) risk assessments, developed with input from employees, will be posted at the workplace with a copy forwarded to the Employer and the Union; and
(d) ongoing employee education and training being provided.
VIOLENCE PREVENTION a. The Employer will continue its practice in responding to Stat 13 calls.
b. Within sixty (60) days of the ratification of this Agreement, the Joint Health and Safety/Violence Prevention Committee shall be instituted and will convene the first meeting.
c. The committee will include three (3) nurses from the RNs bargaining unit and three (3) representatives from the Tech bargaining unit, all as designated by the Union. Additional employees representing management and non-HPAE represented employees may be included. Time spent in committee meetings shall be considered time worked. The committee shall meet up to twelve (12) times per year. Additional staff members may be invited to address specific agenda items affecting their unit or specialty. The committee shall be chaired by a HPAE member and another committee member representing management. If the committee meeting occurs during the staff members’ regular shift, The Employer will make reasonable efforts to release employees from work for the purposes of the meeting. One week prior to the scheduled meeting, the Union and the Employer will submit an anticipated agenda to each other.
d. This shall be a collaborative forum to discuss health and safety risks, hazards, incidents and the overall health and safety of the patients and the employees. Violence Prevention Topics: The committee shall review incidents, identification of risk factors, strategies for risk reduction and abatement, protective equipment, hazards, security and safety updates, education and training for employees, reporting and record keeping, and review monthly trends. The committee shall not be limited to the above items for discussion.
e. The employer agrees to have one (1) bargaining unit member from each of the bargaining units attend the Temple Health System Workplace Violence Committee meetings in order to represent the needs of the staff and patients at the Episcopal Campus. Time spent in committee meetings shall be considered time worked.
VIOLENCE PREVENTION. 24.1 The Board agrees t hat w hen t he Saf e Schools Policy and Procedures are review ed, t hey w ill be review ed by a com m it t ee w hich cont ains Union represent at ion.
VIOLENCE PREVENTION. The Board is committed to maintaining a learning environment which is free from violence of any kind, including but not limited to bullying, intimidation, hazing, and harassment. The Board, its employees, students, and people within school communities all have an obligation to promote, monitor, and maintain a violence-, bullying-, intimidation-, hazing-, and harassment-free learning environment. No violence, bullying, intimidating, hazing, and/or harassment on the basis of race, sex, color, creed, religion, ancestry, national origin, age, physical, mental, emotional or learning disability, arrest or conviction record, pregnancy, marital status, parental status, sexual orientation, and/or political affiliation will be allowed.
VIOLENCE PREVENTION. The Employer agrees that in all cases where employees or the Union identify a risk of violence to staff, the Employer shall establish and maintain measures and procedures to reduce the likelihood of incidents or injury to the lowest possible level.
VIOLENCE PREVENTION. The Employer will establish the Workplace Violence Prevention (WPVP) committee as mandated in the New Jersey Workplace Violence Prevention Act. The Union will select the Union representatives on the committee
VIOLENCE PREVENTION. (a) In order that Employees can properly ascertain whether or not a potentially violent situation exists, “violence” shall be defined as outlined under the Occupational Health and Safety Act.
(b) The Society shall maintain measures and procedures to reduce the likelihood of incidents of violence to the lowest possible level.
(c) Where risk of aggression or violence for an Employee has been identified by the Society or an Employee, the Supervisor along with the Employee shall assess the potential risk of the situation by giving consideration to:
(d) The Employee’s level of experience where potential safety concerns have been identified,
(e) The previous experience of violent or aggressive incidents with the identified client,
(f) The location and circumstances in which the work will or has taken place, if previously known to the Society.
(g) When assigning cases to front line staff, the Supervisor will give consideration to the following:
VIOLENCE PREVENTION. The Hospital and the union agree that they have a shared goal of a workplace free of violence. To that end, the local parties will determine appropriate solutions to promote health and safety in workplaces, including, but not limited to: • Violence in the Workplace (including Verbal Abuse) • In particular, the parties will consider appropriate measures to address violence in the workplace, which may include, among other remedies: • Electronic and visual flagging; • Properly trained security who can de-escalate, immobilize and detain/restrain; • Appropriate personal alarms; • Organizational wide risk assessments assessing environment, risk from patient population, acuity, communication, and work flow and individual client assessments; and • Training in de-escalation, “break-free” and safe immobilization/detainment/restraint “Workplace violence” means,
(a) The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker,
(b) An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker, and
(c) 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.
VIOLENCE PREVENTION. The employer shall continue to develop and implement programs to prevent violence against staff.
1. Continue to provide educational opportunities, including but not limited to identifying potential violent situations, deescalating violence and assaultive behaviors by patients and others. The employer agrees to take the necessary steps to prevent and respond effectively to violent situations.
2. The employer shall continue to provide support and assistance to any employee who wishes to file complaints against patients or visitors who engage in assaults or other criminal behavior toward them. Any employee who is absent from work because of being a victim of workplace violence shall be given up to one (1) week paid leave. The appropriate length of leave will be determined by occupational health.
