WORK PLACE VIOLENCE Sample Clauses

WORK PLACE VIOLENCE. The Employer is committed to employee health and safety. Workplace violence, including threats of violence by or against a County employee, will not be tolerated and should be immediately reported whether or not physical injury occurs.
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WORK PLACE VIOLENCE. The College is committed to maintaining a work environment that is as free as possible from acts or threats of violence or intimidation. Acts of violence or threats to the safety and security of staff, faculty, students, or visitors, oneself, or property will not be tolerated. This policy applies to any acts of violence or threats made on College property, at College events, or under circumstances which would negatively affect the College's ability to conduct business and to provide a safe working environment to the employees. Included in this prohibition are such acts or threats of violence, whether they are made directly or indirectly, by words, gestures or symbols, or using electronic means, including but not limited to e-mail, social media, or text that a reasonable person would perceive to be threatening, and which infringe upon the College’s obligation to provide a safe workplace for its employees, students, and visitors. This section shall not be construed to apply to an employee who uses reasonable force in the performance of his or her duties, but does not preclude the review of this use of such force under other applicable laws and regulations.
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WORK PLACE VIOLENCE. Employees who engage in potentially violent behav- ior shall be required to attend the employee assistance program (EAP).
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WORK PLACE VIOLENCE. A. The Employer and The Association agree that work place violence is a complex phenomenon that appears to be increasing in the workplace and will not be tolerated. Workplace violence prevention is all employees’ responsibility.
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WORK PLACE VIOLENCE. The parties recognize that workplace violence by employees threatens the safety of employees and the public and is detrimental to providing fire service. Pursuant to the City's zero tolerance policy against workplace violence, the parties agree that the penalties set out in Exhibit V shall apply to the listed offenses and shall not be changed unilaterally.
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Related to WORK PLACE VIOLENCE

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

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