Workplace Violence/Aggressive Conduct. Employees who, in the course of their duties, may be exposed to violence or aggressive conduct will receive training at the Employer's expense in recognizing and handling such episodes. The Employer will provide the employee with pertinent information relative to the potential for experiencing violence, physical aggression, and/or verbal abuse within any particular workplace. The employee will be informed of specific instruction on the approach to be taken when providing care for the client. Immediate defusing, debriefing and, where deemed appropriate by a qualified medical practitioner, post traumatic counselling for individuals who have been exposed to violence of an unusual nature, including physical assault, will be made available to employees by qualified outside practitioners where such services are available at no cost to the Employer. Where an employee requires time off to attend defusing or debriefing, it will be without loss of pay. At the request of an employee who has been exposed to violence, including physical aggression or verbal abuse, the parties will meet as soon as possible to determine remedies up to and including transfer. The parties will make every reasonable effort to find a remedy. Once the remedy is agreed it will be implemented within 15 days. Where repeated incidents of violence occur, including physical aggression or verbal abuse, the Joint Safety and Health Committee, after review of the circumstances, may request a review by WorkSafeBC. Where an employee has experienced a critical incident related to their work responsibilities, the Employer will assist the employee to obtain WorkSafeBC counselling and such other support as may be reasonably available. An employee in need of assistance may call the WorkSafeBC Critical Incident Response pager. The Employer will post the current pager contact information at all worksites.
Workplace Violence/Aggressive Conduct. Employees who, in the course of their duties, may be exposed to violence or aggressive conduct will receive training at the Employer's expense in recognizing and handling such episodes. The Employer will provide, and review with the employee as appropriate, pertinent information, including information as soon as it is updated, relative to the potential for experiencing violence, physical aggression, and/or verbal abuse within any particular workplace by any persons present at the workplace. The employee will be informed of specific instruction on the approach to be taken when providing care for the client. Immediate defusing, debriefing, culturally appropriate supports and, where deemed appropriate by a qualified medical practitioner, post traumatic counselling for individuals who have been exposed to violence, including physical, sexual, or verbal assault, will be made available to employees by culturally appropriate individuals or qualified outside practitioners where such services are available at no cost to the Employer. Where an employee requires time off to attend defusing or debriefing, it will be without loss of pay. At the request of an employee who has been exposed to violence, including physical aggression, sexual or verbal abuse, the parties will meet as soon as possible to determine remedies up to and including transfer. The parties will make every reasonable effort to find a remedy. Once the remedy is agreed it will be implemented within 15 days. Where repeated incidents of violence occur, including physical aggression, sexual or verbal abuse, the Joint Safety and Health Committee, after review of the circumstances, may request a review by WorkSafeBC. Where an employee has experienced a critical incident related to their work responsibilities, the Employer will assist the employee to obtain WorkSafeBC counselling and such other support as may be reasonably available. An employee in need of assistance may contact the WorkSafeBC Critical Incident Response Program phone number. The Employer will post the current contact information at all worksites.
Workplace Violence/Aggressive Conduct. Employees who, in the course of their duties, may be exposed to violence or aggressive conduct will receive training at the Employer's expense in recognizing and handling such episodes.
Workplace Violence/Aggressive Conduct. Employees who, in the course of their duties, may be exposed to violence or aggressive conduct shall receive training at the Employer's expense in recognizing and handling such episodes. The Employer shall provide the employee with pertinent information relative to the potential for experiencing violence, physical aggression, and/or verbal abuse within any particular workplace. The employee shall be informed of specific instruction on the approach to be taken when providing care for the client. Immediate defusing, debriefing and, where deemed appropriate by a qualified medical practitioner, post- traumatic counselling for individuals who have been exposed to violence of an unusual nature, including physical assault, will be made available to employees by qualified outside practitioners where such services are available at no cost to the Employer. Where an employee requires time off to attend defusing or debriefing, it will be without loss of pay. At the request of an employee who has been exposed to violence, including physical aggression or verbal abuse, the Parties will meet as soon as possible to determine remedies up to and including transfer. Where repeated incidents of violence occur, including physical aggression or verbal abuse, the Joint Safety and Health Committee, after review of the circumstances, may request a review by the Workers' Compensation Board. Where an employee has experienced a critical incident related to their work responsibilities, the Employer will assist the employee to obtain WCB counselling and such other support as may be reasonably available.
Workplace Violence/Aggressive Conduct. The Employer will take reasonable steps to eliminate, reduce or minimize threats to the safety of employees. Employees will receive training at the Employer's expense in recognizing and handling such threats to safety. Where an employee has experienced a critical incident related to their work responsibilities, the Employer will assist the employee to obtain WorkSafeBC counselling and such other support as may be reasonably available. An employee in need of assistance may call the WorkSafeBC Critical Incident Response pager. The Employer will post the current pager contact information.
Workplace Violence/Aggressive Conduct. (a) Employees who, in the course of their duties, may be exposed to violence or aggressive conduct shall receive training at the Employer's expense in recognizing and handling such episodes. The Employer shall provide the employee with pertinent information relative to the potential for experiencing violence, physical aggression, and/or verbal abuse within any particular workplace. The employee shall be informed of specific instruction on the approach to be taken when providing care for the client.
(b) Immediate defusing, debriefing and, where deemed appropriate by a qualified medical practitioner, posttraumatic counseling for individuals who have been exposed to violence of an unusual nature, including physical assault, and/or verbal abuse, will be made available to employees by qualified outside practitioners where such services are available at no cost to the Employer. Where an employee requires time off to attend defusing or debriefing, it will be without loss of pay.
(c) At the request of an employee who has been exposed to violence, including physical aggression or verbal abuse, the parties will meet as soon as possible to determine remedies up to and including transfer. Where repeated incidents of violence occur, including physical aggression or verbal abuse, the Joint Safety and Health Committee, after review of the circumstances, may request a review by the Workers' Compensation Board.
(d) Where an employee has experienced a critical incident related to their work responsibilities, the Employer will assist the employee to obtain WCB counseling and such other support as may be reasonably available.
Workplace Violence/Aggressive Conduct. (a) Employees who, in the course of their duties, may be exposed to violence or aggressive conduct will receive training at the Employer's expense in recognizing and handling such episodes.
(b) The Employer will provide the employee with pertinent information relative to the potential for experiencing violence, physical aggression, and/or verbal abuse within any particular workplace. The employee will be informed of specific instructions on the approach to be taken when providing care for the client.
(c) Immediate defusing, debriefing and, where deemed appropriate by a qualified medical practitioner, post-traumatic counselling for individuals who have been exposed to violence of an unusual nature, including physical assault, will be made available to employees by qualified outside practitioners where such services are available at no cost to the Employer. Where an employee requires time off to attend defusing or debriefing, it will be without loss of pay.
(d) At the request of an employee who has been exposed to violence, including physical aggression or verbal abuse, the Parties will meet within five (5) working days to determine remedies up to and including transfer. The Parties will make every reasonable effort to find a remedy. Once the remedy is agreed it will be implemented within fifteen (15) days.
(e) Where repeated incidents of violence occur, including physical aggression or verbal abuse, the Joint Safety and Health Committee, after review of the circumstances, may request a review by an Alberta Occupational Health and Safety Officer.
(f) Where an employee has experienced a critical incident related to their work responsibilities, the Employer will assist the employee in obtaining WCB counselling and such other support as may be reasonably available.
Workplace Violence/Aggressive Conduct. When the Employer is aware that a resident has a history of aggressive behaviour, the Employer will make such information available to employees. Upon admission or transfer of the resident, the Employer will make every reasonable effort to identify the potential for aggressive behaviour. In-service and/or instruction in caring for the aggressive resident and on how to respond to residents' aggressive behaviour will be provided by the Employer. The Employer will consult the Joint Occupational Health and Safety Committee on specific training needs.
Workplace Violence/Aggressive Conduct. Upon residency of the resident, the Employer will make every reasonable effort to identify the potential for aggressive behaviour and will make such information available to employees. Should a resident subsequently exhibit aggressive behaviour, the Employer will make such information available to employees. Instruction on how to respond to residents’ aggressive behaviour will be provided by the Employer. The Employer will consult the XXXX Committee on specific training needs.
Workplace Violence/Aggressive Conduct. (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, 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 Occupational Safety and Health Committee 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 concerning the potential for physical violence or verbal abuse from a client, or another member of the public, subject to statutory limitation.
(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.
