Common use of Workplace Violence/Aggressive Conduct Clause in Contracts

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. The Employer will take all reasonable steps to eliminate, reduce or minimize threats to the safety of employees. 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 episodesthreats to safety. The Committee will be consulted to determine the applicable physical and procedural measures that will be implemented. An employee serving clients in the community shall have the right to request backup to attend where there is reasonable cause to expect a violent situation and will have access to appropriate communication equipment. The Employer will provide, and review provide the employee with pertinent information on clients with the employee as appropriate, pertinent information, including information as soon as it is updated, relative to the potential for experiencing of 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 critical incident defusing, debriefing, culturally appropriate supports debriefing support 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 but not limited to physical or psychological violence, including physical, sexual, death of colleague or verbal assault, client death or a series of such incidents. Appropriate resources will be made available to employees as soon as possible by culturally appropriate individuals or qualified outside practitioners where such services are available at no cost to the Employerpractitioners. Where an employee requires time off to attend defusing critical incident defusing, debriefing or debriefingpost traumatic counselling, it will be without loss of paypay or benefits. At the request of an employee who has been may be exposed to violence, including physical aggression, sexual 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 10 days. Where repeated incidents of violence occur, including physical aggression, sexual 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 contact call the WorkSafeBC Critical Incident Response Program phone numberpager. 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 shall receive training at the Employer's expense in recognizing and handling such episodes. The Employer will provide, and review with shall provide the employee as appropriate, with 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 Where information is available, the employee will shall be informed of specific instruction on the approach to be taken when providing care for the client. Immediate defusing, debriefing, culturally appropriate supports debriefing and, where deemed appropriate by a qualified medical practitioner, post post-traumatic counselling for individuals all employees who have been exposed to violence, including physical, sexual, or verbal physical 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. Regular employees may choose to access professional counselling through the Employee Benefit Program. 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 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, sexual aggression or verbal abuse, the Joint Safety and Health Committee, after review of the circumstances, may request a review by WorkSafeBCthe Workers' Compensation Board. Where an employee has experienced a critical incident related to their work responsibilities, the Employer will assist the employee to obtain WorkSafeBC WCB counselling and such other support as may be reasonably available. An employee in need of assistance may contact Where such counselling is not available the WorkSafeBC Critical Incident Response Program phone number. The Employer will post make available, counselling, by qualified outside practitioners for individuals who have been exposed to acts of violence at no cost to the current contact information at all worksitesemployee.

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 with 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, with culturally appropriate supports and, where deemed appropriate by a qualified medical practitioner, post traumatic counselling for individuals who have been exposed to violenceviolence of an unusual nature, 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 call contact the WorkSafeBC Critical Incident Response pager Program phone number. 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, 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, 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. ‌ The Employer will take all reasonable steps to eliminate, reduce or minimize threats to the safety of employees. 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 episodesthreats to safety. The Committee will be consulted to determine the applicable physical and procedural measures that will be implemented. An employee serving clients in the community shall have the right to request backup to attend where there is reasonable cause to expect a violent situation and will have access to appropriate communication equipment. The Employer will provide, and review provide the employee with pertinent information on clients with the employee as appropriate, pertinent information, including information as soon as it is updated, relative to the potential for experiencing of 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 critical incident defusing, debriefing, culturally appropriate supports debriefing support 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 but not limited to physical or psychological violence, including physical, sexual, death of colleague or verbal assault, client death or a series of such incidents. Appropriate resources will be made available to employees as soon as possible by culturally appropriate individuals or qualified outside practitioners where such services are available at no cost to the Employerpractitioners. Where an employee requires time off to attend defusing critical incident defusing, debriefing or debriefingpost traumatic counselling, it will be without loss of paypay or benefits. At the request of an employee who has been may be exposed to violence, including physical aggression, sexual 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 ten (10) days. Where repeated incidents of violence occur, including physical aggression, sexual 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 contact call the WorkSafeBC Critical Incident Response Program phone numberpager. The Employer will post the current pager contact information at all worksites.

Workplace Violence/Aggressive Conduct. The Employer will take all reasonable steps to eliminate, reduce or minimize threats to the safety of employees. 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 episodesthreats to safety. The Employer will provide, use the joint union training on the prevention of violence. The Committee will be consulted to determine the applicable physical and review procedural measures that will be implemented. An employee serving clients in the community shall have the right to request backup to attend where there is reasonable cause to expect a violent situation and will have access to appropriate communication equipment. The Employer will provide the employee with pertinent information on clients with the employee as appropriate, pertinent information, including information as soon as it is updated, relative to the potential for experiencing of 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 instructions on the approach to be taken when providing care for the client. Immediate critical incident defusing, debriefing, culturally appropriate supports debriefing support 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 but not limited to physical or psychological violence, including physical, sexual, death of colleague or verbal assault, client death or a series of such incidents. Appropriate resources will be made available to employees by culturally appropriate individuals or as soon as possible to qualified outside practitioners where such services are available at no cost to the Employerpractitioners. Where an employee requires time off to attend defusing critical incident defusing, debriefing or debriefingpost traumatic counselling, it will be without loss of paypay or benefits. At the request of an employee who has been exposed to violence, including physical aggression, sexual 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 10 days. Where repeated incidents of violence occur, including physical aggression, sexual 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 WCB counselling and such other support as may be reasonably available. An employee in need of assistance may contact call the WorkSafeBC Critical Incident Response Program phone numberpager. 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 shall receive training at the Employer's expense in recognizing and handling such episodes. The Employer will provide, and review with shall provide the employee as appropriate, with 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 Where information is available, the employee will shall be informed of specific instruction on the approach to be taken when providing care for the client. Immediate defusing, debriefing, culturally appropriate supports debriefing and, where deemed appropriate by a qualified medical practitioner, post post- traumatic counselling for individuals all employees who have been exposed to violence, including physical, sexual, or verbal physical 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. Regular employees may choose to access professional counselling through the Employee Benefit Program. 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 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, sexual aggression or verbal abuse, the Joint Safety and Health Committee, after review of the circumstances, may request a review by WorkSafeBCthe Workers' Compensation Board. Where an employee has experienced a critical incident related to their work responsibilities, the Employer will assist the employee to obtain WorkSafeBC WCB counselling and such other support as may be reasonably available. An employee in need of assistance may contact Where such counselling is not available the WorkSafeBC Critical Incident Response Program phone number. The Employer will post make available, counselling, by qualified outside practitioners for individuals who have been exposed to acts of violence at no cost to the current contact information at all worksitesemployee as included in the benefits package identified in Clause 27.10.

Workplace Violence/Aggressive Conduct. ‌ The Employer will take all reasonable steps to eliminate, reduce or minimize threats to the safety of employees. 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 episodesthreats to safety. The Committee will be consulted to determine the applicable physical and procedural measures that will be implemented. An employee serving clients in the community shall have the right to request backup to attend where there is reasonable cause to expect a violent situation and will have access to appropriate communication equipment. The Employer will provide, and review provide the employee with pertinent information on clients with the employee as appropriate, pertinent information, including information as soon as it is updated, relative to the potential for experiencing of 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 critical incident defusing, debriefing, culturally appropriate supports debriefing support 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 but not limited to physical or psychological violence, including physical, sexual, death of colleague or verbal assault, client death or a series of such incidents. Appropriate resources will be made available to employees as soon as possible by culturally appropriate individuals or qualified outside practitioners where such services are available at no cost to the Employerpractitioners. Where an employee requires time off to attend defusing critical incident defusing, debriefing or debriefingpost traumatic counselling, it will be without loss of paypay or benefits. At the request of an employee who has been may be exposed to violence, including physical aggression, sexual 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 10 days. Where repeated incidents of violence occur, including physical aggression, sexual 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 contact call the WorkSafeBC Critical Incident Response Program phone numberpager. The Employer will post the current pager contact information at all worksites.

Workplace Violence/Aggressive Conduct. The Employer will take all reasonable steps to eliminate, reduce or minimize threats to the safety of employees. 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 episodesthreats to safety. The Employer will provide, and review use the joint union training on the prevention of violence. The Employer will provide the employee with pertinent information on clients with the employee as appropriate, pertinent information, including information as soon as it is updated, relative to the potential for experiencing of violence, physical aggression, and/or verbal abuse within any particular workplace by any persons present at the workplaceabuse. The employee will be informed of specific instruction on the approach to be taken when providing care for the client. Immediate critical incident defusing, debriefing, culturally appropriate supports debriefing support 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 but not limited to physical or psychological violence, including physical, sexual, death of colleague or verbal assault, client death or a series of such incidents. Appropriate resources will be made available to employees as soon as possible by culturally appropriate individuals or qualified outside practitioners where such services are available at no cost to the Employerpractitioners. Where an employee requires time off to attend defusing critical incident defusing, debriefing or debriefingpost traumatic counselling, it will be without loss of paypay or benefits. At the request of an employee who has been may be exposed to violence, including physical aggression, sexual 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 10 days. Where repeated incidents of violence occur, including physical aggression, sexual 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 contact call the WorkSafeBC Critical Incident Response Program phone numberpager. The Employer will post the current pager contact information at all worksites.