Workplace Violence Policy. Nexans shall maintain and post a workplace violence policy that shall comply with the applicable legislation and/or regulations.
Workplace Violence Policy. Recognizing that violence in the workplace represents an imminent danger to employees and members of the public, the Union and the City agree to appoint a joint committee comprised of an equal number of representatives for the Union and the City to explore the causes of workplace violence, and to identify agreed-upon strategies and protocols to address this issue. The Committee shall be appointed within thirty (30) days of the date of this Agreement and shall complete its review and issue a Workplace Violence Policy within six (6) months.
Workplace Violence Policy. It is the policy of the Department of Parks and Recreation that threats or acts of violence in the workplace will not be tolerated. (For purposes of this policy, a “threat of violence” is any expression of intent to cause pain or harm to persons or property, manifested either verbally or by conduct.) Coworkers, supervisors, subordinates, volunteers, visitors, vendors, members of the public, and others are to be treated with courtesy and respect at all times. Physical or verbal threats of violence are inherently disruptive to the workplace, whether intended to be serious or not, and will not be tolerated. The Department takes all threats of violence seriously, and will immediately investigate any reported threats. Violations of this policy will result in prompt disciplinary action, including dismissal or such lesser levels of discipline as the Department deems appropriate. The following standards of behavior are required of all employees: Employees are to refrain from fighting, dangerous or unsafe rough-housing, wrestling or other physical contact, or any other conduct that may pose an unreasonable danger of injury to themselves or others. (Activities taking place in the context of authorized peace officer training or law enforcement are not included for purposes of this policy.) Employees are to refrain from engaging in any conduct or making any statement that might reasonably cause another person to feel threatened, intimidated, or coerced, whether or not the actual intent is to threaten, intimidate, or coerce. (Activities taking place in the context of peace officer training or law enforcement are not included for purposes of this policy.) Employees (with the exception of peace officers and others with specific authorization) are prohibited by State law (Penal Code Section 171b) from possessing within a State building any firearm (loaded or unloaded); deadly weapon of any kind; knife with a blade in excess of four inches; unauthorized tear gas weapon; taser or stun gun; any instrument that expels a metallic projectile, such as a BB or pellet, through the force of air pressure, CO2 pressure, or spring action; or any spot marker or paint gun. Employees are further prohibited by this Department policy from bringing firearms, weapons, or other dangerous or hazardous devices or substances onto the work premises without proper authorization. (Employee residences, including garages and outbuildings associated with a residence, are not considered “work pre...
Workplace Violence Policy. Per the Department of Parks and Recreation, I have read the attached policy and will adhere to its content as listed in the Department of Parks and Recreation Administrative Manual Section 0250.11. Printed name
Workplace Violence Policy. The parties agree; The development of a Workplace Violence program shall be deferred to the Joint Occupational Health and Safety Committee. It is the intent of the parties to have the program in place within one year. DATED at Thunder Bay, Ontario this day of , 2010 FOR THE EMPLOYER FOR THE UNION LETTER OF UNDERSTANDING Between Ontario Public Service Employees Union Local 707 And Children’s Centre Thunder Bay Child & Family Intervention Workers The Union and Employer agree that incumbent Intensive Child & Family Intervention Workers (Xxxxxx Xxxxxxxxxxx, Xxx Xxxxx, and Xxxxx Matijek) will be paid at the following rates while they are in the Child & Family Intervention classification: $48,773 for 09/10; $49,871 for 10/11; and $51,118 for 11/12 The Union and Employer expressly agree that should any of the grandfathered employees be subject to layoff from their position in the Intensive Child & Family Worker classification, they may not bump upward to the higher rated classifications of Child Development Worker, Cultural Coordinator, or Autism Worker positions. DATED at Thunder Bay, Ontario this day of , 2010 FOR THE EMPLOYER FOR THE UNION SALARY GRIDS - EFFECTIVE - APRIL 1, 2009 Position Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Housekeeper 25,788 26,820 27,893 29,008 30,169 31,375 Night Relief 27,417 28,514 29,654 30,840 32,074 33,357 Receptionist 28,705 29,854 31,048 32,290 33,581 34,925 Secretary/North Shore Supervised Access Monitor 29,245 30,415 31,631 32,897 34,212 35,581 Maintenance/Unit Secretary 32,471 33,770 35,121 36,526 37,987 39,506 Child & Youth Worker I 33,438 34,775 36,166 37,613 39,118 40,682 Supervised Access Worker IBI Therapist 34,802 36,194 37,642 39,147 40,713 42,342 Child & Youth Worker II 36,166 37,612 39,117 40,682 42,309 44,001 Intensive Child & Family Interv. Wkr Cultural Co-ordinator 40,220 41,829 43,502 45,242 47,052 48,934 Autism Worker Child Development Worker Staff Training Co-ordinator 43,679 45,426 47,243 49,133 51,098 53,142 Social Worker HBSW 44,371 46,146 47,991 49,911 51,908 53,984 Nurse 48,138 50,063 52,066 54,148 56,314 58,567 MSW/Psychometrist 51,809 53,881 56,036 58,278 60,609 63,033 Speech Pathologist 55,402 57,618 59,923 62,320 64,813 67,405 Psychological Associate 64,910 67,506 70,206 73,015 SALARY GRIDS - EFFECTIVE - APRIL 1, 2010 Position Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Housekeeper 26,368 27,423 28,520 29,661 30,847 32,081 Night Relief 28,034 29,155 30,321 31,534 32,796 34,108 Receptionist 29,352 30,526...
Workplace Violence Policy. The Homestead Group is committed to providing a safe work environment for all employees. To ensure a safe workplace and reduce the risk of violence, employees should review and understand all provisions of this policy. The agency will not tolerate any type of workplace violence committed by or against employees. Employees are prohibited from making threats or engaging in violent activities. The following list of behaviors provide examples of unacceptable personal conduct that may lead to disciplinary action, up to and including termination, and is neither exhaustive nor all- inclusive: Causing physical injury to another person; Making threatening remarks; Aggressive or hostile behavior that creates a reasonable fear of injury to another person or subjects another individual to emotional distress; Intentionally damaging Agency property or property of another employee; Possession of a weapon while on Agency property or while on Agency business; Committing acts motivated by, or related to, sexual harassment or domestic violence.
Workplace Violence Policy. A. The Court is firmly committed to providing a secure workplace free from acts or threats of violence. To achieve this goal, the Court requests the support of all employees. Compliance with this policy and with the Court’s commitment to zero tolerance of workplace violence is every employee’s responsibility.
Workplace Violence Policy. Algoma Community Legal Clinic The Board and management of the Algoma Community Legal Clinic Inc. is committed to the prevention of workplace violence and is ultimately responsible for worker health and safety. We will take whatever steps are reasonable to protect our workers from workplace violence from all sources. Workplace violence is defined as the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker. It also includes: » An attempt to exercise physical force against a worker in a workplace, that could cause physical injury to the worker; and » a statement or behaviour that a worker could reasonably interpret as a threat to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker. Examples of workplace violence are not limited to but may include: » verbally threatening to attack a worker; » leaving threatening notes at or sending threatening emails to the workplace; » shaking a fist at a worker; » pushing or shoving a worker; » wielding a weapon; » hitting or trying to hit a worker; » throwing an object at a worker; » kicking an object the worker is standing on, like a ladder; or » trying to run down a worker using a vehicle or other equipment Violence in the workplace is unacceptable from anyone. This policy applies to all employees of the Algoma Community Legal Clinic as well as to Board members, volunteers, student placements, clients and visitors to the workplace. Everyone is expected to uphold this policy and to work together to prevent workplace violence. There is a workplace violence program that implements this policy. It includes measures and procedures to protect workers from workplace violence. It specifies a means of summoning immediate assistance and a process for workers to report incidents, or raise concerns. The workplace program is attached to this policy. The Algoma Community Legal Clinic, as the employer, will ensure that this policy and the supporting program are implemented and maintained and that all workers and supervisors have the appropriate information and instruction to protect them from violence in the workplace. Management staff will adhere to this policy and the supporting program. Managers are responsible for ensuring that measures and procedures are followed by workers and that workers have the information they need to protect themselves. Every worker must work in compliance with this policy and the...
Workplace Violence Policy. The PCCA is committed to preventing workplace violence and to maintaining a safe work environment. Intimidation, harassment or other threats of (or actual) violence is prohibited on PCCA premises. The Contractor or his subcontractors and suppliers, are expected to comply with this policy. Failure to do so may result in a request to have an individual or individual(s) removed from the project or termination of the contract. The Contractor and any subcontractors will have in place a policy that will, at a minimum, adhere to the following:
Workplace Violence Policy. The Union agrees to implement and incorporate by reference the Xxxxxxx Workplace Violence Policy, Policy # 426, dated March 19, 2003. 29.8. Recall.
