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.
(b) Where such potential exists:
(1) employees at those worksites or in those work situations shall receive training in the recognition and management of such incidents;
(2) physical and procedural measures for the protection of employees, applicable to those worksites or work situations, shall be implemented.
(c) The Permanent Occupational Health and Safety Committee shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above.
(d) The Permanent Joint Occupational Health and Safety Committee shall jointly develop a new or approve an existing training package on risk assessment.
(e) Employees shall be informed concerning the potential for physical violence or verbal abuse from clients, a student, instructors or other members of the public, subject to statutory limitation.
(f) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.
Workplace Violence. The State of Maryland is committed to providing a workplace for all employees that is safe, secure and free of harassment, threats, intimidation and violence. It is the intention of the State and the Union to set forth uniform requirements for all Departmental procedures for addressing situations in the workplace involving acts of harassment or threatening or intimidating behavior, and violence in the workplace.
1) Every Principal Unit will be responsible for developing or updating a Prevention of Violence in the Workplace plan. This plan will be developed by each Department and the Union through the LMCs with the goal of developing a unified plan.
2) The Department-specific plan shall be finalized by the LMCs within nine months from the ratification of the MOU.
3) Each Department-specific plan shall at a minimum consider the following:
a. Guidelines for employees when dealing with an actual or potential incident involving workplace violence.
b. A workplace violence training curriculum.
c. A method to inform employees of the risk of violence posed to employees in their classification by clients, patients, inmates, or others within their immediate work area, when such risk is foreseeable.
d. A program to provide post-incident treatment and necessary follow up for any employee who has been the victim of violence or who witnessed an act of violence in the workplace.
Workplace Violence. The Employer and the Union recognize that violence against employees is serious and requires violence prevention programs. Agencies will develop practices and procedures aimed at reducing risk of job-related violence. Agency plans shall consider OSHA guidelines for preventing workplace violence to guide development of each agency plan. Agency plans shall be reviewed with the agency Health and Safety Committee which shall be provided an opportunity for input.
Workplace Violence. The State of Maryland is committed to providing a workplace for all employees that is safe, secure and free of harassment, threats, intimidation and violence. It is the intention of the State and the Union to set forth uniform requirements for all Departmental procedures for addressing situations in the workplace involving acts of harassment or threatening or intimidating behavior, and violence in the workplace.
Workplace Violence. The Employer recognizes the potential for violence in the workplace. The Employer will take every reasonable effort to identify all potential sources of such risk to eliminate or minimize such incidents through the workplace violence and harassment prevention program. The Employer will not tolerate any type of violence within the workplace or during work-related activities. The Employer is committed to allotting whatever time, attention, authority and resources necessary to ensure a safe and health work environment for all Employees. The Employer will take every reasonable precaution to protect the Employee from physical injury in the case where domestic violence may be a risk.
Workplace 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 except in the course and performance of law enforcement duties.
Workplace Violence. (i) The Board and the Union are committed to fostering and promoting a safe environment for all students, staff, and public. The Board agrees to develop policies for dealing with workplace violence.
(ii) The Board and the Union agree to participate in procedures to ensure the employees are aware of and understand work place violence.
Workplace Violence. (a) It is recognized that at certain worksites or in certain work situations, including travel between worksites, employees may be at risk of physical violence or verbal abuse from clients, including persons in care or custody, or the public.
(b) Where such potential exists:
(1) employees at these worksites or in those work situations shall receive training in the recognition and management of such incidents;
(2) applicable physical and procedural measures to protect employees shall be implemented.
(c) The local Occupational Health & Safety Committee or union designated safety representative shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above.
(d) Employees shall be informed by their supervisor concerning the potential for physical violence or verbal abuse from a client, including a person in care or custody, or another member of the public.
(e) Immediate critical incident stress debriefing and post-traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.
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 the public.
(b) Where such potential exists:
(1) employees in those work situations shall receive training in the recognition and management of such incidents;
(2) applicable physical and procedural measures to protect employees shall be implemented.
(c) The Joint Occupational Health and Safety Committee or union designated safety representative shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above.
(d) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.
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.
(b) Where such potential exists:
(1) employees at those worksites or in those work situations shall receive training in the recognition and management of such incidents;
(2) applicable physical and procedural measures to protect employees shall be implemented.
(c) The local Occupational Health and Safety Committee or union designated safety representative shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above.
(d) The Joint Labour Management Committee shall jointly develop a new or approve an existing training package on risk assessment.
(e) Employees shall be informed concerning the potential for physical violence or verbal abuse from a client, a person in care or custody, or another member of the public, subject to statutory limitation.
(f) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.
