HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.
Appears in 4 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, environment in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. Any nurse who believes a situation may become unsafe shall report this to their immediate Supervisor. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high reasonable standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate operate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying abuse of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace and zero tolerance of staff abuse which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. Any nurse who believes a situation may become abusive shall report this to the immediate supervisor. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union within a reasonable period of such complaint no later than ten (10) business days following time after the receipt of the complaintreport. Where Every reasonable effort will be made to rectify the Union has concerns regarding abusive situation to the impartiality mutual satisfaction of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work siteparties. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary design and post appropriate signage in support of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wishnon abuse policy. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are the nurse is not covered under the D & RLTD, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when necessary and reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived. 7A07 Whistle Blowing Protection Nurses who in good faith make a disclosure in accordance with The Public Interest Disclosure Act shall not be subject to discipline or reprisal.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance 7.01 Employer and employee shall comply with all applicable provisions of a safe provincial health, sanitation and secure environmentsafety laws and regulations, in addition to those rules established by the employer.
7.02 Employees shall not be required to work with unsafe equipment, nor where proper safeguards are not provided, nor under conditions which nurses must workare injurious to health when the employer has any control over such conditions. Employees failing to comply with the Occupational Health & Safety Act are subject to dismissal.
7.03 Employees are required to report any unsafe work conditions or unsafe equipment used to perform their jobs which they determine is hazardous to working conditions and report such observations to a Safety Committee comprising of Shop ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ and Site Superintendent.
(a) Each contractor shall have a Safety Committee comprising of Shop ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ and Site Superintendent. This Committee shall investigate such unsafe conditions as reported to them. The parties Committee shall study the reports made and determine what, if any, unsafe conditions exist and will work together recommend changes to remedy any unsafe working conditions.
(b) All safety meetings shall be conducted according to the provisions and requirements of existing or future provincial legislation. Safety meetings will be held once a week at break time. This break time will be extended for five (5) minutes in recognizing order to conduct said meetings.
7.05 Safety hats (liners when required) must be worn by all employees on the jobsite at all times; same to be supplied by the employer, cost to be deducted from employee's pay if not returned upon termination.
7.06 Sanitary facilities (maintained in a clean condition, including pumping as required) and resolving Occupational Health fresh drinking water with ice and Safety issuespaper cups will be provided by the employer.
7.07 Fresh drinking water, tool sheds, and lunch rooms shall normally be maintained by the Craft using same except where other general arrangements have been made for a site.
7.08 Adequate quarters, heated and ventilated by window or by louver, when necessary shall be provided for employees to change clothes and eat lunch. 7A02 In Such quarters shall have benches and tables and be kept clean and no tools or equipment shall be stored in said quarters while employees are on the job.
7.09 Climatic protective clothing is to be supplied to the employees by the employer in accordance with the Workplace Safety specifications of the applicable Trade Appendix.
7.10 If an employee sustains an accidental injury during working hours, and Health Acthas to receive off- site medical attention, the Employer agrees to make reasonable and proper provisions for prevailing provincial legislation shall apply.
7.11 If an employee is injured while working on a premium rate of pay, the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee prevailing provincial legislation shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee apply.
7.12 There will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, no termination of an employee on compensation unless they so request or where there is no CISR teama lay-off of their trade thirty-five (35) days after the employee's accidental injury.
7.13 Safety items and climatic protective clothing issued to the employee must be returned to the employer on termination; if not, appropriate Critical Incident support, cost to a nurse affected by a Critical Incident, an incident or circumstances that are deemed be deducted from the employee's pay.
7.14 The employer shall provide adequate parking facilities for all employees on site where land is readily available for such use (public parking will not be paid for by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAPemployer), funded by PCOC, and established exclusively for nurses in the bargaining unit. .
7.15 The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish observe the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment applicable provincial legislation or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedWorker's Compensation.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 25.01 The parties agree to this Collective Agreement endorse co-operate in the importance promotion of a safe work habits and secure environmentsafe working conditions, in which nurses must work. and adhere to the provisions of the Workers Compensation Act and other applicable legislation.
25.02 The parties will work together in recognizing and resolving agree that a Joint Occupational Health and Safety issuesCommittee will be established. 7A02 In The Committee shall govern itself in accordance with the Workplace provisions of the Occupational Health and Safety Regulations made pursuant to the Workers' Compensation Act. The Committee may be structured so as to include representatives from all Employers and their employees at the facility. The Union will elect or appoint its own representative to this Committee.
25.03 Employees who are members of the Committee shall be granted leave without loss of pay or receive straight-time regular wages while attending meetings of the Committee or to participate in workplace inspections and accident investigations at the request of the Committee pursuant to the Occupational Health Actand Safety Regulations.
25.04 Where the Committee determines that it is necessary to obtain information on its role and responsibility, it shall use the resources of WorkSafeBC. The committee will increase the awareness of all staff on such topics as: workplace safety, safe lifting techniques, dealing with aggressive patients/residents, WHMIS and the role and function of the Committee. The committee will ▇▇▇▇▇▇ knowledge and compliance with
25.05 No employee shall be disciplined for refusal to work when excused by the provisions of the Workers' Compensation Act and regulations.
25.06 The Employer will provide orientation and/or in-service, which is necessary for the safe performance of work, including universal precautions, the Employer agrees to make reasonable safe use of equipment, safe techniques for lifting and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace supporting patients/residents and the identification safe handling of health materials and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsproducts. The Employer will also make readily available where it existsinformation, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, manuals and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nursesprocedures for these purposes. The Employer will communicate to members provide appropriate safety clothing and equipment.
25.07 When the option to activate CISR as well as provide Employer is aware that a resident has a history of aggressive behaviour, the Employer will make such information as available to the nature employee.
25.08 An employee refusing, without sufficient medical grounds, to take medical or x-ray examination at the request of the support provided by Employer, or to undergo vaccination, inoculation and other immunization when required, may be dismissed from the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days service of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to Medical exams, x-rays, vaccinations, inoculations or other immunizations required by the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there Employer shall be a policy supporting a Respectful Workplace at the Employer's cost.
25.09 Where the Employer or the Committee identifies high risk areas which expose employees to infectious or communicable diseases for which there are protective immunizations available, such immunization shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedemployee.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 The parties District and the Union pledge our commitment to this Collective Agreement endorse safety, based on our vision to create a working environment that places the importance highest value on the welfare of the individual, to instill a safe sense of ownership and secure environment, to embrace excellence in which nurses must workall aspects of performance. The parties use of meetings, reports, programs providing training, outreach and education, establishing partnerships, and encouraging continual improvement and accountability in workplace safety and health, and recognition of employees will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of cultivate safe working habits.
A. Employees will be issued appropriate health and safety in equipment as determined by the workplace District safety specialist. All special crew and warehouse employees will provide be issued one (1) pair of safety and shoes per year. As part of our mutual pledge to high accountability for personal safety, the failure to observe accepted safety rules or wear protective equipment where when required will be cause for discipline up to and install including dismissal. The School District will not force employees to risk their health or safety devices where necessaryor to perform a task for which they have not been trained or are not qualified to perform. 7A03 The Workplace If employees feel they are asked to perform a task they feel is unsafe, they may contact either the Director of Facilities or the Parkway Safety Specialist before proceeding.
B. In the event that the physical work environment is deemed unsafe by a Director of Facilities or Parkway Safety Specialist, employees will be temporarily re-assigned to a new task or released from work without loss of pay. Management will ensure all facilities will be properly heated/cooled and Health Committee ventilated according to Board policy when employees are in their work area. It is the responsibility of the Day or Head Custodian to communicate concerns to management to resolve issues. However, employees who feel their work area is not properly heated, cooled, or ventilated, may telephone the ▇▇▇-▇▇▇-▇▇▇▇ to make an adjustment that is in line with Board policy and Guidelines.
C. Any employee incurring an on-the-job injury must report it within twenty-four (24) hours of the accident to his/her supervisor or the Parkway Safety Specialist. If neither is available, the employees may leave a message to satisfy this requirement. Employees will complete an accident report within five (5) days of the accident. Medical treatment for work related injuries must be provided at the facilities selected by the District.
D. Employees will receive annual training as designated by the District. Annual training shall cooperate with Union representation for the purpose of ensuring health and include Universal Precautions.
E. Emergency safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee information will be provided with and will review the Critical Incident Stress Response policy, security/response plans and to all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of employees in their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivednative language.
Appears in 3 contracts
Sources: Labor Agreement, Labor Agreement, Labor Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a Board shall ensure that all employees have safe and secure environment, in which nurses must work. healthful working conditions.
a. The parties will work together in recognizing and resolving Occupational Health and Safety issuesCommittee of each school will include at least one EASMC representative to be elected by the unit members at each school. 7A02 The Board will publish a membership list of the Health and Safety Committee of each site by September 15 of each year, with a copy of such membership list to EASMC.
b. Unit members shall not be required to handle or search for: (1) any object suspected of being an improvised explosive device (IED) or similar device that could be life- threatening, or (2) any substance for which they have not received training or have not been provided with personal protection equipment. In accordance with the Workplace Safety interest of student and Health Actstaff well-being, the Employer agrees unit members may volunteer to make reasonable and proper provisions assist in such search, but in no way shall be subject to reprisal for the maintenance choosing not to participate.
c. All employees, who as part of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where their job are required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee to handle or are exposed to hazardous conditions, will be provided with and will review job-appropriate training necessary for the Critical Incident Stress Response policysafe performance of such job responsibilities.
d. All employees, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience who as part of their duties/workplacejob are required to handle or respond to unique student needs, and/or upon request will be provided with job-appropriate training necessary for the safe performance of such job responsibilities. Such training may include, but is not limited to: procedures to prevent the nursespread of contagious diseases, or the manager on behalf of the nurse. Where the Employercorrect lifting procedures, does not currently maintain a CISR teamstrategies for special needs students, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teamsspecific remediation techniques, and through what programs and/or services. Where maintenance physical restraint of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet students (for employees authorized to discuss what options are use physical restraint).
e. Employees assigned to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment county or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which state testing shall be provided with formal advance training.
f. The Board shall present all appropriate bargaining unit members with the appropriate annual first aid and/or health-related training.
g. Work site security lighting at the location where staff members exit the building shall not be scheduled to go off until after the Union, and last employee is scheduled to leave.
h. SMCPS vehicles to be used by employees shall be reviewed annually equipped with state and federally mandated safety features that were required in the year in which the vehicle was manufactured (unless the federal or state government requires a retrofit).
i. When a room, building or area because of its condition is judged by an employee to create a condition undesirable for teaching or supervising children (below 65 or above 80 degrees F), the Workplace Health and Safety Committee. Such policy employee should file a report with the Site Administrator, who shall address the issue of communication strategies, which will include signageensure prompt reporting to authorized qualified personnel. The Employer’s Respectful Workplace policy Site Administrator shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt inform all affected employees of the complaintreported problem and provide a status update as soon as practicable. Where the Union has concerns regarding the impartiality When a room, building or area because of an Employer conducted Respectful Workplace Investigation, the Union shall have the right its condition is judged by authorized qualified personnel to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If create a Respectful Workplace Investigation is conducted, a report of findingshealth or safety hazard, or a summary of condition unsuitable for teaching or supervising children, the report will place shall be shared closed to students and employees, if thus recommended by the Employer with qualified person, until such hazard can be corrected. Employees shall not be required to work in spaces below 60 degrees F or above 85 degrees F unless the complainant and respondent nurse(s). Where a summary is providedregular responsibilities of their position require working in such conditions.
j. All paraeducators desiring Crisis Prevention Institute (CPI) training designed to teach educators techniques to diffuse potentially violent situations before they escalate, rather than the full report the Union may request and the Employer shall provide training through their site administrator. Training completion does not mandate participation on the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedschool crisis team.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 26.1 The parties Parties agree to this Collective Agreement endorse abide by the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issuesAct of Ontario and regulations made under the Occupational Health and Safety Act for health care and residential facilities.
26.2 The Employer and the Union recognize that only through collective efforts and co- operation can an effective Health and Safety program be realized. 7A02 In accordance with Such program will recognize the Workplace Safety and Health Act, the Employer agrees employees right to make reasonable and proper provisions for the maintenance of a high standard standards of health and safety in the workplace workplace.
26.3 It is the responsibility of the Employer to ensure processes are in place, which will enable free and will provide safety open exchanges of ideas and personal protective equipment where required information on Health and install safety devices where necessary. 7A03 The Workplace Safety.
26.4 It is agreed that a Health and Safety Committee, composed of at least fifty percent (50%) labour representation with a minimum of two (2) selected or appointed by the Bargaining Unit, shall be the primary vehicle through which Health and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety Safety issues in the workplace are dealt with. The Parties agree that the Occupational Health and Safety Act will be deemed a part of this agreement and the identification of health Health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with respected and supported by both Parties.
26.5 Meetings of the Joint Health and Safety Committee shall be held quarterly, or if deemed required by either the Union or the Employer Co-chair of the Committee, monthly, or more frequently if deemed required by a joint recommendation of the Union and Employer Co-chairs.
26.6 Minutes shall be taken of all meetings and copies will review be sent to the Critical Incident Stress Response policyEmployer and the Union Chairperson.
26.7 The Parties agree that the Committee shall have specific operational guidelines, security/response plans the contents of which must be approved by both Parties to this Agreement.
26.8 The Committee shall be notified in writing of all documented incidents and workplace accidents including injury. The Committee shall investigate and report on said circumstances as per the operational guidelines.
26.9 The Parties agree that time spent in Committee work will be considered a highly important part of the workers job and all other time spent in Committee activities, including prescribed preparation time, shall be paid at the applicable policies hourly rate.
26.10 One (1) employee representative will participate in worker certification training as specified by the workplace Health and regulationsSafety Agency. Apart from workers certification training, worker and Employer members training requirements will be based on the recommendations of the Committee to the Employer.
26.11 The Committee shall identify potential dangers and hazards, suggest means of improving Health and Safety Programs and recommend actions to be taken to improve conditions related to health and safety. The Employer will make available where it exists, support through respond in writing within the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident supporttime limitations as outlined in the Legislation, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request any formal recommendation of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Joint Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns .
26.12 Legislative requirements regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report protective clothing and/or other devices will be shared adhered to by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedemployee.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 22.01 The parties Company and the Association agree to this Collective Agreement endorse promote the importance health and safety of a safe and secure environment, in which nurses must workall employees at the workplace. The parties will work together in recognizing Company and resolving the Association agree to fully abide by the provisions of the Occupational Health and Safety issuesAct. 7A02 In accordance The Company agrees to take all reasonable precautions for the safety of its employees during working hours. The employees will comply with all Company safety requirements and the Occupational Health and Safety Act.
22.02 The Joint Health & Safety Committee includes five (5) worker representatives, normally elected or appointed through the Association every two (2) years. When reasonably convenient, the Company will make arrangements for all of the worker representatives to receive “core certification” training. Each member is permitted to have an alternate. Where possible, an alternate will be invited to the JHSC Meeting on a rotating basis. Further, the Company agrees to pay these Worker representatives (or their alternates when applicable) their regular rate or premium rate, whichever is applicable, for time spent carrying out their duties as members of this committee, and for the time spent attending committee meetings.
22.03 Should an employee be sent home for treatment as a result of an accident covered by the Workplace Safety and Health Insurance Act, the Employer agrees to make reasonable and proper provisions they shall be paid for the maintenance remainder of a high standard their normal shift of health work on the day of the accident by the Company at the rate of pay lost.
22.04 The Company shall provide and safety maintain adequate changeroom, lockers, lunchroom, washroom and shower facilities for the use of the employees.
22.05 If an employee in the workplace SEA bargaining unit encounters a bona fide picket line in the course of his normal duties, the employee may contact the Company and request there be a discussion between the SEA and management as soon as possible, before management determines if the employee will provide safety be required to cross the picket line.
22.06 Within two (2) months of the date of ratification, the Company and personal protective equipment where required the Association shall strike a Return to Work Committee consisting of two (2) employees chosen by the Association and install safety devices where necessarytwo (2) representatives chosen by the Company. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health the Committee is to work with injured and/or ill employees who are absent from work in an effort to facilitate return to active employment in a safe and safety in the workplace and the identification of health and safety hazardsefficient manner. On an annual basis the Workplace Safety and Health The Committee will be provided with and will review the Critical Incident Stress Response policyemployee’s work restrictions, security/response plans available work assignments and all other applicable policies and regulationsappropriate accommodations. The Employer Employee information will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses treated in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedstrictest confidence.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance 7.01 Employer and employee shall comply with all applicable provisions of a safe provincial health, sanitation and secure environmentsafety laws and regulations, in addition to those rules established by the employer.
7.02 Employees shall not be required to work with unsafe equipment, nor where proper safeguards are not provided, nor under conditions which nurses must workare injurious to health when the employer has any control over such conditions. Employees failing to comply with the Occupational Health & Safety Act are subject to dismissal.
7.03 Employees are required to report any unsafe work conditions or unsafe equipment used to perform their jobs which they determine is hazardous to working conditions and report such observations to a Safety Committee comprising of Shop ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ and Site Superintendent.
(a) Each contractor shall have a Safety Committee comprising of Shop ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ and Site Superintendent. This Committee shall investigate such unsafe conditions as reported to them. The parties Committee shall study the reports made and determine what, if any, unsafe conditions exist and will work together recommend changes to remedy any unsafe working conditions.
(b) All safety meetings shall be conducted according to the provisions and requirements of existing or future provincial legislation. Safety meetings will be held once a week at break time. This break time will be extended for five (5) minutes in recognizing order to conduct said meetings.
7.05 Safety hats (liners when required) must be worn by all employees on the jobsite at all times; same to be supplied by the employer, cost to be deducted from employee's pay if not returned upon termination.
7.06 Sanitary facilities (maintained in a clean condition, including pumping as required) and resolving Occupational Health fresh drinking water with ice and Safety issuespaper cups will be provided by the employer.
7.07 Fresh drinking water, tool sheds, and lunch rooms shall normally be maintained by the Craft using same except where other general arrangements have been made for a site.
7.08 Adequate quarters, heated and ventilated by window or by louver, when necessary shall be provided for employees to change clothes and eat lunch. 7A02 In Such quarters shall have benches and tables and be kept clean and no tools or equipment shall be stored in said quarters while employees are on the job.
7.09 Climatic protective clothing is to be supplied to the employees by the employer in accordance with the Workplace Safety specifications of the Trade Appendix.
7.10 If an employee sustains an accidental injury during working hours, and Health Acthas to receive off- site medical attention, the Employer agrees to make reasonable and proper provisions for prevailing provincial legislation shall apply.
7.11 If an employee is injured while working on a premium rate of pay, the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee prevailing provincial legislation shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee apply.
7.12 There will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, no termination of an employee on compensation unless they so request or where there is no CISR teama lay-off of their trade thirty-five (35) days after the employee's accidental injury.
7.13 Safety items and climatic protective clothing issued to the employee must be returned to the employer on termination; if not, appropriate Critical Incident support, cost to a nurse affected by a Critical Incident, an incident or circumstances that are deemed be deducted from the employee's pay.
7.14 The employer shall provide adequate parking facilities for all employees on site where land is readily available for such use (public parking will not be paid for by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAPemployer), funded by PCOC, and established exclusively for nurses in the bargaining unit. .
7.15 The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish observe the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment applicable provincial legislation or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The EmployerWorker’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedCompensation.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 A. The parties to this Collective Agreement endorse the importance of a Agencies are responsible for providing safe and secure environment, environmentally healthy workplaces in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the applicable local and state codes and OSHA standards.
B. Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety concerns shall be an appropriate subject for an Individual Agency-Union Committee as set forth in Article XXX, but specific injuries which are the workplace subject of worker’s compensation claims shall not be a subject of these meetings. The Individual Agency-Union Committee may recommend that a safety or health concern should be further addressed. In that event, the Chief Executive Officer or their designee shall confer with an appropriate consultant within or outside the Agencies. The Agency shall notify the Committee members that a consultant has been contacted, and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health the members of the Committee shall cooperate have an opportunity to meet with or to provide the consultant with information. The Chief Executive Officer or their designee shall report to the Individual Agency-Union representation for Committee on the purpose results of ensuring health and safety in the workplace consultant’s investigation and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse actions to be outside taken, if any, based on the normal experience of their duties/workplace, and/or upon request results of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the investigation.
C. The Agencies and Union with the specifics of how nurses are provided support similar to understand and agree that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of some clients of the support Agencies and some of the services provided to such clients by the CISR teamsemployees who serve them may expose such employees to safety or health risks. The parties Agencies and Union further understand and agree that there shall be a dedicated mental health support unit (over the Agencies have an obligation to serve such clients while at the same time attempting to reduce such possible risks to such employees. Accordingly, the Agencies and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree as follows: If an employee believes that no form they have suffered an injury as a result of abusea client’s conduct, harassment or bullying have been exposed to a communicable disease from contact with a client, or placed in danger of nurses will be condoned in physical harm by a client, the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying employee shall report this the matter to their immediate supervisor. If the employee’s supervisor or manager has not provided a reasonable response, the employee or a Union Representative or a Union ▇▇▇▇▇▇▇ may report the matter to the Agency’s Head of Human Resources. If the employee wants to make such a report, it must be made at the first opportunity after the immediate supervisor’s response. The Employer shall notify Head of Human Resources will direct an appropriate investigation to be conducted, and based thereon, the Union ninety-six (96) hours after Agency will take appropriate action, if any is needed, consistent with the receipt of Agency’s obligations to both the reportclient and the employee. Every reasonable effort will be made to rectify No protected health information or any other confidential information concerning the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse client shall be reported to divulged by the Union no later than ninety-six (96) hours after employee or the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided Agency to the Union, and shall be reviewed annually by its Representative or a Union ▇▇▇▇▇▇▇, or any other entity or person in violation of any law, regulation or Agency policy in connection with the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurseincident, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigationinvestigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findingsany related discussions, or a summary any proceedings under this Agreement. Nothing contained in this Paragraph C alleviates or is intended to alleviate the employee from reporting any work-related injury or illness for Workers’ Compensation purposes as required by Article XX of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedthis Agreement.
Appears in 3 contracts
Sources: Memorandum of Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work1. The parties RAP will work together in recognizing and resolving Occupational comply, at all times, with the requirements of the Health and Safety issuesat Work Act 2015 and Regulations made under the Act including any amendments to that Act and Regulations. 7A02 In accordance The RAP will also comply with any other delegated legislation made under the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in practice guidelines, and Approved Codes of Practice relevant to the workplace and RAP’s activities.
2. All RAPs delivering the Adventurous Journey or Gold Residential Project will provide safety the Award a Third Party Outdoor Audit or Review as defined in this Licence that is satisfactory to the Award, whether or not the activity is an “adventure activity” under the Regulations, and personal protective equipment where required including for hiking activities if applicable.
3. The RAP may not provide activity services to any participant in relation to an activity that does not fall within the scope of the activities to which a valid and install safety devices where necessarycurrent Third Party Outdoor Audit or Review relates.
4. 7A03 If the RAP provides services to candidates that are “adventure activities” under the Regulations, the RAP will ensure that the RAP and the activities comply with the Regulations and that the RAP has been registered to provide those activities under the Regulations.
5. The Workplace Safety and Health Committee shall cooperate with Union representation RAP acknowledges that it is responsible for the purpose of ensuring health and safety matters arising during the course of its own activities with participants, and that it will provide and maintain a healthy and safe work environment, safe equipment and safe systems for work.
6. The RAP must provide this Licence to an Award Unit that is an overlapping duty holder with the RAP if the Award Units requests it from the RAP.
7. The RAP will ensure that it, its workers, Adventurous Journey Supervisors and Assessors: • are (at the RAP’s cost) appropriately trained at all times in the workplace and the identification of health and safety hazards. On an annual basis matters, including risk assessment and hazard identification; • are suitably skilled, trained and qualified, and experienced to undertake work safely and responsibly; and • in respect of the Workplace Safety and Health Committee will be candidates undertaking activities with the RAP, that the candidates are provided with all necessary induction and will review have, or are appropriately supervised by someone who has, the Critical Incident Stress Response policyappropriate knowledge, security/response plans training, and experience to undertake all other applicable policies and regulationsaspects of the activity or activities.
8. The Employer RAP will make available where it existsensure that all staff and contractors to the RAP, support through the Critical Incident Stress Response (CISR) teamwith participant contact, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to must be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nursespolice vetted.
9. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of Award may revoke this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, licence if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood it considers that the nurse will reimburse the Employer once their claim RAP is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation not meeting its health and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedsafety obligations under this Licence.
Appears in 3 contracts
Sources: Recognised Activity Provider Licence Agreement, Recognised Activity Provider Licence Agreement, Recognised Activity Provider Licence Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse Subcontractor shall (and ensure that the importance of a safe Subcontractor's Persons shall): observe and secure environmentcomply with all safety, in which nurses must work. The parties will work together in recognizing health and resolving Occupational Health complete the SHE competence Assessment Form and Safety issues. 7A02 In accordance shall comply with the Workplace Safety Contractor's rules, regulations and Health Act, requirements; comply with the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of Contractor's construction phase plan (including health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace training) and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as Contractor's requirements relating to the nature of the support Construction Skills Certification Scheme ("CSCS"); and attend a briefing session provided by the CISR teams. The parties agree that there shall be Contractor during which generic and site specific safety, health and environmental information is provided (a dedicated mental health support unit (over "Site SHE Induction") prior to commencing work on Site; and above EAP), funded by PCOC, and established exclusively for nurses participate in the bargaining unitContractor's weekly Safety and Environmental Operative Training (SEOT) Talks to discuss safety, health and environmental issues. The parties agree to establish a committee within sixty (60) days of ratification Notwithstanding any other provision of this agreement Subcontract, the Subcontractor and/or the Subcontractor's Persons shall not be entitled to establish the scope, duties and terms access of reference any part of the mental health support unit. 7A04 The Employer Site until such person has completed a Site SHE Induction in accordance with this Clause and the Union agree provided always that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There adjustment shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to Subcontract Sum and no extension of time shall be given as a result of such denial of access. The Subcontractor shall provide a safe system of work including all appropriate personal protection equipment and health, safetyand welfare facilities for its employees and the mutual satisfaction Subcontractor's Persons. provided that: be valued using the rates and prices set out in the Subcontract if, in the reasonable opinion of the partiesContractor, the varied work is of similar character executed under similar conditions as the work to which those rates and prices relate; or be valued using fair and reasonable rates and prices (valued by the Contractor if the Subcontractor's valuation is not agreed) if the varied work is not of a similar character or is not executed under similar conditions as the work to which the rates and prices set out in the Subcontract relate. Any workplace injury or harmful exposure suffered by a nurse the valuation of items omitted shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide rates and prices set out in the Subcontract; The Subcontractor shall be required to attend any safety training arranged by the Contractor from time to time during the Laboratory Centre for Disease for Health Canadacurrency of this Subcontract. All reasonable efforts should costs whatsoever incurred by the Subcontractor in attending any health and safety training shall be made to provide immunization(s) borne by the Subcontractor. The Subcontractor shall ensure it delivers, and that each of the Subcontractor's Persons shall deliver to the nurse Contractor during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.Site SHE Induction:
Appears in 3 contracts
Sources: Subcontract Agreement, Subcontract Agreement, Subcontract Agreement
HEALTH AND SAFETY. 7A01 22.01 The parties to this Collective Agreement endorse recognize the importance joint and shared responsibility of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions the employees for the maintenance of a high standard of safety and healthy work environment. The Employer specifically acknowledges its obligations under the Occupational Health and Safety Act and related legislation, and in particular its responsibility to provide a workplace where the health and safety of employees is protected as they carry out their duties. The Employer further acknowledges its obligations with respect to the education and training of employees in accordance with the workplace Occupational Health and will Safety Act and the Workplace Hazardous Materials Information System. The Employer agrees to provide safety and personal protective equipment where wherever it is required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose safe and effective performance of ensuring duties, and to ensure that safety equipment, materials and protective devices are maintained in good condition. For its part, the Union agrees to support any education programs of information by relevant legislation initiated by the Employer and/or required by relevant legislation that will promote health and safety in awareness and training among the workplace and the identification members of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish Where attendance at educational or training programs is required by the scopeEmployer, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There employees shall be zero tolerance of abuse, harassment or bullyingcompensated at such a time at their appropriate hourly rate.
22.02 No pregnant employee shall be required to use a video display terminal against her wishes. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the Upon receipt of a written statement from a legally qualified practitioner certifying the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nursepregnancy, the Employer shall notify will, upon request, attempt to reorganize the Union of such complaint no later than ten (10) business days following receipt duties of the complaintposition such that a VDT is not required. If that is not possible, the Employer will re assign the pregnant employee to other bargaining unit duties without loss of pay or benefits. Where the Union employee has concerns regarding been reassigned, or had her original duties altered, she shall have the impartiality right to return to her original duties after the pregnancy, provided that the term of an the position has not naturally ended in the interim.
22.03 The Employer conducted Respectful Workplace Investigation, agrees that the Union shall have the right to request appoint a representative to the investigation be conducted by an individual from outside University’s Health and Safety Committee, as well as the work siteright to appoint a representative to any area Health and Safety Committee where the area involved contains members of the bargaining unit. The Employer involvement and participation of such representative shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work terms of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions reference of the program to ensure that the work designated is within their restrictions Health and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedSafety Committee.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate operate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response Management policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response Management (CISRCISM) team, or where there is no CISR CISM team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR CISM as well as provide information as to the nature of the support provided by the CISR CISM teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying abuse of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying abusive shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. There shall be a policy supporting a Respectful Workplace and zero tolerance of staff abuse which shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided , subject to the Union, restrictions and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue requirements of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wishPHIA. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The parties University, the employees and the Faculty Association share a commitment to this Collective Agreement endorse creating and maintaining workplaces which are healthy and safe for all employees and the importance public, and share a commitment to cooperate in resolving health and safety concerns expeditiously. To that end, the University shall make provisions for the health and safety of a safe employees during working hours, and secure environment, in which nurses must work. shall comply with the provisions of The parties will work together in recognizing Saskatchewan Employment Act and resolving the Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request Regulations of the nurse, or Province of Saskatchewan. APT members shall have representation on the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace First Nations University Occupational Health and Safety Committee.
10.1 An Occupational Health and Safety Committee(s) will be established to address health and safety concerns for members, and for the general education of members. The APT bargaining unit will have one representative on each Committee and one alternate.
10.2 The members of the joint committee(s) will receive training from the Department of Labour into the roles and responsibilities of such committee(s), at the University’s expense. Such policy shall address training will be considered leave with pay and done during working hours.
10.3 The role of the issue Committee will be to receive concerns and complaints from APT members on matters affecting health and safety of communication strategiesthe workplace, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment gather information pertaining to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nursecomplaints, investigate, and make recommendations to management and the Employer shall notify member for the Union of such complaint no later than ten (10) business days following receipt resolution of the complaint. Where Complaints must be made in writing by the Union has concerns regarding member, outlining the impartiality of an Employer conducted Respectful Workplace Investigationhealth or safety concern and proposed remedies, and sent to the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary Co-Chairs of the Committee(s), with a copy to the Director of Human Resources and the Faculty Association.
10.4 The Committee will investigate the complaint as soon as possible after the Co-Chairs receive the complaint, and forward their report will be shared by and recommendation for resolution of the Employer with complaint to the Director of Human Resources, the complainant and respondent nurse(s)the Faculty Association within fifteen working days of the complaint being received except in unusual circumstances.
10.5 The University will consider time spent by APT members on committee work as time worked. Where a summary is providedEvery committee meeting will be recorded in its official minutes and copies will be posted on bulletin boards in the workplace with copies forwarded to the Director of Human Resources, rather than the full report the Union may request Faculty Association, and the Employer shall provide the rationale be available for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At inspection at the request of a nurse, the Employer Saskatchewan Department of Labour.
10.6 The Committee(s) shall provide, at no cost make annual reports to the nurseUniversity and the Faculty Association reporting all incidents or complaints that were filed and investigated, vaccination(s) and/or immunization(s) and the recommendation for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possibleresolution. The Union shall be notified by University will distribute the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include reports throughout the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedUniversity community.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate operate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response Management policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response Management (CISRCISM) team, or where there is no CISR CISM team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR CISM as well as provide information as to the nature of the support provided by the CISR CISM teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying abuse of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying abusive shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there There shall be a policy supporting a Respectful Workplace and zero tolerance of staff abuse which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful possible Any workplace complaint is filed injury or harmful exposure suffered by a nurse, the Employer nurse shall notify be reported to the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share 96 hours after the report/summary with notification is made to the Employer. Such report to the Union if they wishwill include the name of the affected nurse and a brief description as to the mechanism of injury/exposure, subject to the restrictions and requirements of PHIA. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, environment in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. Any nurse who believes a situation may become unsafe shall report this to her/his immediate Supervisor. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high reasonable standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate operate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying abuse of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse recognizing and resolving such problems as they arise. There shall be a policy supporting zero tolerance of abusestaff abuse which shall be reviewed annually by the Workplace Health & Safety Committee. Such policy shall address the issue of communication strategies, harassment or bullyingwhich will include signage. Any nurse who believes a situation may become or has become abusive, harassing or bullying abusive shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary design and post appropriate signage in support of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wishnon abuse policy. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are she/he is not covered under the D & RLTD, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when necessary and reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their her/his restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived. 7A07 Whistle Blowing Protection Nurses who in good faith make a disclosure in accordance with The Public Interest Disclosure Act shall not be subject to discipline or reprisal.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 a. The parties City and the Union agree to this Collective Agreement endorse abide by all provisions of the importance of a safe and secure environment, California Plan approved in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace provisions of the Federal Occupational Safety & Health Act of 1970, and Health Actany applicable legislation as may be passed by the State of California to implement that plan. The City recognizes that it is the duty of management to make every reasonable effort to provide and maintain a safe place of employment. The Union will cooperate by encouraging all employees to perform their work in a safe manner. It is the duty of all employees in the course of performing their duties to be alert to unsafe practices, equipment, and conditions and to report any such unsafe practices or conditions to their immediate supervisors. If such conditions cannot be satisfactorily remedied by the Employer immediate supervisor, an employee has the right to submit the matter either personally or through the ▇▇▇▇▇▇▇ to his/her Department Head or his/her designated representative. On any matter of safety that is not resolved, consultation will take place between management and Union representatives. Compliance with basic safety requirements will be part of each employee's performance evaluation criteria.
b. The City agrees to make reasonable and proper provisions for the maintenance of conduct a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation Program on City time for the purpose of ensuring health and safety in educating employees concerning the workplace and provisions of the identification of health and safety hazards. On an annual basis the Workplace Occupational Safety and Health Committee Act as well as the City's safety policies. The Union agrees to support without qualification the City's Safety Program and will encourage its members to attend safety courses if required by the City and made available on City time. The City agrees that any safety courses the employees are required to take will be provided on City time with pay and that first aid training shall be provided to City designated employees in an on-duty status.
c. Both the City and the Union recognize the need and will review strive to reduce the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through number of industrial injuries among the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. employees.
d. The parties agree that there the City shall perform on-site safety inspections in major work sites at least once a year, and to hold regular safety meetings with departmental safety coordinators. It is further agreed that the City shall continue to maintain vehicles and equipment in a safe operating condition and that no employee will be penalized for refusing to use vehicles or equipment proven to be unsafe pursuant to State law.
e. In departments where regular safety meetings are conducted, if minutes of those meetings are taken, copies of those minutes shall be posted on departmental bulletin boards. Departmental stewards will be permitted to place items on the safety meeting agenda and to attend these meetings to explain those items.
f. The City shall comply with all State and federal requirements that pertain to the operation of computer equipment. In addition, as part of its commitment to making a dedicated mental health support reasonable effort to provide and maintain a safe place of employment the City shall review the Health and Safety implications of operating computer equipment.
g. Departments shall provide employees with access to current Safety Data Sheets (SDS) on substances with which unit (over and above EAP), funded by PCOCemployees work or come into contact. These documents shall be made available for inspection at any time through on-line computer access, and established exclusively for nurses in each department’s Administrative Office during normal business hours.
h. All employees who are active employees as of the date of ratification, and who are identified as working in the bargaining unit. The parties agree to establish field or at a committee within sixty public counter with frequent interaction with the public, and who have not received workplace security training since January 1, 2018, will receive workplace security training (60) days of ratification of this agreement to establish the scope, duties and terms of reference Appendix 24 of the mental health support unitInjury and Illness Prevention Program) before December 31, 2019. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses Training will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to employees identified as working in the Unionfield or at a public counter with frequent interaction with the public every two years thereafter.
i. On or before December 31, 2019, the City will conduct site-specific analyses of risks of violence faced by Parks, Library, and shall be reviewed annually by Downtown Parking staff and other employees who work in the Workplace Health and Safety Committeefield. Such policy shall address the issue of communication strategies, which Training for these groups will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as assignment-specific guidance on safety protocols for handling interactions with aggressive or potentially violent individuals, including when retreat from such situations is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant permissible and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedencouraged.
Appears in 2 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding
HEALTH AND SAFETY. 7A01 Section 1. The parties to this Collective Agreement endorse Union’s role in health and safety is advisory. The Company encourages the Union’s active participation.
Section 2. The Company and Union recognize the importance of maintaining a safe working environment,
Section 3. The Union recognizes the desirability of maintaining safe and secure clean working conditions at all times and agrees to cooperate with the Company in maintaining these conditions.
Section 4. All employees shall be required to conform to the rules and procedures concerning radioactive substances and any other safety rules and regulations that may be issued from time to time by the Company as a condition of continued employment.
Section 5. The Company recognizes and fully supports safety representatives as an important mechanism in the integration of environment, in which nurses must worksafety, and health into the operations of the Protective Force. The parties will work together in recognizing representatives are encouraged to inspect the workplace on a routine basis and resolving Occupational Health make recommendations to the Company, and Safety issuesto participate with Company during scheduled environment, safety, and health assessments. 7A02 In accordance Representatives on duty are encouraged to participate with the Workplace Safety Company during the investigation of work-related injuries and Health Actillnesses, employee concerns, vehicle and firearms incidents, and reported overexposures to chemicals or radiation.
Section 6. Occupational accident, injury, and illness records shall be kept and maintained by the Employer agrees to make reasonable Company.
Section 7. The Company shall provide medical service and proper provisions facilities for the maintenance proper treatment of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessarycases resulting
Section 8. 7A03 The Workplace Safety and Health Committee Periodic medical evaluations shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed conducted by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, Company’s Contracted Medical Support and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment made available to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, employees at no cost to the nurseemployee. An employee, vaccination(s) and/or immunization(s) upon request, shall have the opportunity of discussing the results of his or her medical examination with the Company.
Section 9. The Company will continue to recognize and support the Union appointed Safety Representative.
Section 10. No employee who, in good faith, believes that there exists an unsafe condition, changed from the normal hazards inherent in the operation, so that there is risk of death or serious injury, shall be required to continue work on that job until its safety is evaluated.
Section 11. Employees shall be provided with safety instructions to assure that assigned duties may be performed safely. Employees shall be informed of the potential hazards of any materials known to be hazardous or toxic to humans to which they are exposed. Training records pertaining to the above that are retained by the Company will be made available to the Shift Safety Teams upon request.
Section 12. The Company will provide approved protective clothing and safety equipment necessary for the safety and health of all employees. This section
Section 13. If an employee sustains an injury or occupational illness(es) disease covered under the Tennessee Workers’ Compensation Act, the employee shall be examined and treated at no cost to the employee, including specialty care as directed by the Contracted Medical Support Physician.
a. If the Contracted Medical Support Physician directs special care, the Company shall provide pertinent information to the examining physician.
b. For each examination under this paragraph, the Company shall make available to the employee upon written request the following.
1. The results of the medical examination and test.
2. The physician’s opinion concerning the employee’s health status.
3. The physician’s recommended limitations, if any, upon the employee’s continued occupational activity or upon the employee’s use of protective clothing or equipment and respirators.
c. A written medical opinion obtained by anyone shall not reveal specific findings or diagnoses unrelated to this occupational injury or illness.
d. Employee medical surveillance records shall be maintained in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should DOE directives.
e. Copies of a medical record including but not limited to those items described in paragraph b above shall be made to provide immunization(s) available to the nurse during their regularly scheduled work hoursemployee upon submission of a written authorization signed by the employee.
Section 14. 7A06 Rehabilitation and Return Committees appointed by the Company to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where investigate accidents in which a nurse is waiting for a decision from D & R, WCB, or MPI and bargaining unit employee has been medically cleared to return to work, the Employer injured will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified include an appropriate bargaining unit employee selected by the Employer if there Union.
Section 15. Golden SVCS employees are empowered to observe the activities of co-workers and site employees to ensure work is performed in a request for a Rehabilitation safe manner. Employees have the right without fear of reprisal, to immediately suspend or stop work that places an employee or site worker in an Imminent Danger situation, and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions immediately notify supervision of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedsituation for resolution.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAPL), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise
1. There shall be zero tolerance a District Health and Safety Committee.
2. The District Health and Safety Committee shall be composed of abuseup to six (6) members chosen by and representing the employee groups and up to six (6) members chosen by and representing the Board. In no case shall the employer’s representatives outnumber those of the employees.
3. The chairperson and secretary shall be elected from and by the members of the District Health and Safety Committee. Where the chairperson is an employer member, harassment the secretary shall be an employee member and vice versa.
4. The District Health and Safety Committee shall meet regularly and review and recommend on matters either raised or bullyingreferred to that pertain to health and safety.
5. Any nurse The District Health and Safety Committee shall assist in creating a safe and healthy place of work and learning.
6. The District Health and Safety Committee and the Union shall be notified immediately of each accident or injury.
7. The District Health and Safety Committee shall:
a. determine that regular inspections of the places of employment are carried out as required by Regulation 8.08 of the Industrial Health and Safety Regulations, Workers’ Compensation Board of British Columbia;
b. upon request, review provision of health services as outlined in the School Act;
c. recommend measures required to attain compliance with the School Act, the Industrial Health and Safety Regulations and the Workers’ Compensation Board of British Columbia; including the recommended correction of hazardous conditions;
d. consider recommendations from site committees and recommend implementation where warranted;
e. hold no less than five (5) meetings per year at mutually agreeable times, dates, and locations. Additional meetings may be requested by the Union or the Board. If meetings are held during school hours, release time at Board expense shall be allowed for teachers who believes a situation may become are members of the District Health and Safety Committee.
8. The District Health and Safety Committee shall review:
a. reports of current accidents, their causes, and means of prevention;
b. remedial action taken or has become abusive, harassing or bullying required by the reports of investigations and inspections;
c. any other matters pertinent to health and safety.
9. The District Health and Safety Committee shall report this maintain minutes of the meetings and circulate these minutes to the immediate supervisorappropriate parties, within ten (10) calendar days.
10. Classes shall be conducted in accessible and well-maintained facilities that are clean and have appropriate heating, ventilation, lighting, and sound levels, that are safe for teachers.
11. The Employer District recognises a teacher’s right to refuse unsafe work as per WorkSafe BC regulations.
12. The employer will ensure all Health and Safety bulletin boards in staff rooms have information on how to access the WorkSafe BC website.
13. Where the situation is of immediate danger to the teacher or students, the teacher shall notify act judiciously to mitigate the Union ninety-six (96) hours after danger and then report the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the partiesappropriate Administrative Officer.
14. Any workplace injury or harmful exposure suffered by a nurse Other specific health and safety problems shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made appropriate Administrative Officer and may also be referred to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety CommitteeCommittee through the site committee.
15. Such policy Teacher involvement in administering medication to students shall address be: EXCEPT IN EMERGENCY SITUATIONS, teachers, on a volunteer basis, should administer (or supervise the issue self-administration of) medications to pupils only if the following conditions are met:
a. the medication is required while the child is attending school;
b. a parent has requested the school’s assistance and has signed a release concerning administration by the teacher;
c. written authorization has been received from an attending physician;
d. the Public Health Nurse has been informed so that they may complete a medic alert card;
e. the teacher has received adequate instructions from the Public Health Nurse concerning the administration of communication strategies, which will include signagethe medication.
16. The Employer’s Respectful Workplace policy Board shall include provide in each school a commitment to conclude the investigation as quickly as is reasonably possible. Where supply of disposable gloves, disinfectant and a respectful workplace complaint is filed by a nursebiohazard, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigationbodily fluids, the Union shall have the right to request the investigation be conducted by an individual from outside the work siteblood, and vomit kit.
17. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report Board will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the Workplace Hazardous Materials Information System (WHMIS) will be implemented at all school sites and work designated is within their restrictions and limitations. If required, places in the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedSchool District.
Appears in 2 contracts
Sources: Local and Provincial Matters Agreement, Local and Provincial Matters Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act19.1 Within available resources, the Employer agrees shall make a reasonable effort to make reasonable provide security as appropriate and proper provisions for a non-injurious working environment at UConn Health.
19.2 UConn Health shall abide by the maintenance regulations of a high standard the Nuclear Regulatory Commission regarding the training of health and safety in the workplace and will provide safety and personal protective equipment employees who are required to handle radioactive materials.
19.3 Employees who work:
a. where required and install safety devices radioactive materials are used or stored and/or
b. where necessary. 7A03 The Workplace Safety and hazardous chemicals are used or stored and/or
c. where biohazards may exist
19.4 UConn Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety Union shall jointly issue a flyer cautioning employees about potential hazards. On an annual basis the Workplace Safety and Health Committee will Costs for printing shall be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed shared equally by the nurse to be outside parties.
19.5 Upon the normal experience of their duties/workplace, and/or upon written request of the nurseUnion and in accordance with Freedom of Information guidelines, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they UConn Health shall provide the Union with any industrial hygiene tests, material safety data sheets, safety reports, ventilation and noise control engineering studies or safety related engineering studies prepared by it or on its behalf relating to UConn Health.
19.6 UConn Health and the specifics Union shall establish a joint Job Health and Safety Education Committee. The Committee shall be comprised of how nurses are provided support similar four (4) representatives designated by the Union and four (4) representatives designated by UConn Health. The Committee shall do a needs assessment including needs for scheduling of training sessions. The Committee shall meet monthly to that provided review and recommend safety and health measures and/or to propose educational programs. Committee recommendations shall be made by CISR teams, and through what programs and/or servicesa majority vote of the entire Committee. Where maintenance Recommendations shall be forwarded to the appropriate Executive Council member. The Committee shall be entitled to a written response to its recommendations no later than forty-five (45) days.
19.7 Upon the written request of CISR teams is no longer reasonably possible the Employer President of the Union UConn Health shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision with lists of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided hazardous substances regulated by the CISR teams. The parties agree that there OSHA.
19.8 UConn Health employees shall be a dedicated mental health support unit (over and above EAP)permitted to attend safety courses given at UCONN Health, funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer which release time shall be granted.
19.9 UConn Health and the Union agree that no form shall establish an Employee Assistance Committee comprised of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six two (962) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale representatives for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and two (2) representatives for UConn Health. The purpose of the nurse Committee shall be to recommend improvements in the "EAP" program.
19.10 UConn Health shall make available information on safe and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings appropriate working/laboratory practices such that any individuals working in areas involving chemical or biohazards may be waivedproperly informed.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 10.01 The parties Company will continue to this Collective Agreement endorse make reasonable provision for the importance safety and health of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving its employees pursuant to the Occupational Health and Safety issuesAct during their working hours, subject to such improvements or changes as the Company from time to time may decide to be advisable. 7A02 In The Company will ensure that a bargaining unit health and safety representative will be on day shift. Time spent by members of the committee in the course of their duties shall be considered as time worked and shall be paid in accordance with the Workplace terms of this agreement. The Company shall ensure that all employees are informed that they have the right to refuse hazardous work which may harm them or any person. Persons exercising this right shall follow the procedure as laid out in the Safety Policy Manual (Section 4) No employee shall be required or be allowed to work on any job or operate any piece of equipment until he has received proper education, training and Health Act, the Employer agrees to make reasonable instruction. Such training shall include ergonomics training and proper provisions for the maintenance of a high standard of chemical hazard training. Union health and safety in staff or union consultants shall be provided access to the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation to attend meetings of the committee or union committee for the purpose of ensuring health and safety in inspecting, investigation or monitoring the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to pre- approved approval from a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arisemanagement representative. There shall be zero tolerance of abuse, harassment a first aid attendant present on all shifts. No employee shall be required or bullyingpermitted to work alone in the facility.
10.02 The Union will co-operate with the Company in encouraging employees to observe any safety regulations which may be prescribed by the Company and to work in a safe manner. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify It is agreed that the Union ninety-six (96) hours after may appoint from amongst the receipt Committeemen, one safety committee member to participate in the activities of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy Safety Committee shall address normally meet on a monthly basis or as occasion requires to discuss safety measures.
10.03 An employee injured at work will be paid on the issue basis of communication strategieshis regular straight time hourly rate plus cost of living allowance for time lost having such injury attended to, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment provided he returns to conclude work on the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such requestsame shift. If a Respectful Workplace Investigation the injury is conducted, a report of findings, or a summary of such that the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and employee cannot return to work on the same shift, he will be paid on the basis of ill, injured or disabled nurses even when they are not covered under his regular straight time hourly rate plus cost of living for the D & R, WCB or MPI programsremainder of such shift. For clarity, where a nurse is waiting Should an employee require subsequent medical treatment for a decision from D & R, WCB, or MPI the injury and has been medically cleared be unable to return to workarrange for such treatment outside of working hours, the Employer will Company may, at its discretion, pay the employee on the basis of his regular straight time hourly rate plus cost of living allowance for all return to time lost from work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any having such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedinjury attended to.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form a safe and healthy work environment is necessary to ensure the well-being of abuse, harassment or bullying the employees.
(22.01) The Employer and the Union shall establish a joint committee to investigate all aspects of nurses will be condoned health and safety in connection with the workplaceoperation of the newspaper. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There The com- mittee shall be zero tolerance composed of abuse, harassment or bullyingan equal number of Employer and Union representatives. Any nurse who believes a situation may become or has become abusive, harassing or bullying The committee shall report this have the power to the immediate supervisorinvestigate all suspected health and safety hazards and recommend corrective measures where required. The Employer shall notify the Union ninety-six (96) hours after the receipt will respond in writing to each recommendation of the reportCommittee within a reasonable time. Every reasonable effort will be made to rectify the abusive situation Union repre- sentatives to the mutual satisfaction committee shall be afforded such time off as is necessary to transact activities within the scope of the parties. Any workplace injury committee and they shall suffer no loss of wages.
(a) The Health and Safety Committee is presently operating under guidelines, a copy of which is attached to this Agreement as Appendix I. The guidelines may be changed by the Health and Safety Committee, and are subject to the requirements of the Occupational Health and Safety Act as amended.
(22.02) An employee requiring leave to participate in a recognized programme for the treatment of drug or harmful exposure suffered by a nurse alcohol abuse shall be reported granted such leave as is necessary under the provisions of Article 10, subject to reasonable limits on the Union no later than ninety-six (96) hours after the report/notification is made length and repetition of any such leave. Proof of participa- tion in such recognized programme shall be submitted to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, .
(22.03) The joint Health and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there Safety Committee shall be given the opportunity to review and discuss proposals for the remodelling of work areas within its jurisdiction.
(22.04) The Employer shall encourage the employees who work on VDTs to take annual eye examinations and shall make available the time to do so.
(22.05) The Employer shall keep a policy supporting a Respectful Workplace which shall be provided to the Unionrecord of chemicals currently or previously used at The Globe and Mail, includ- ing their contents and properties and instructions for safe use, and shall be reviewed annually by provide this information to the Workplace joint Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union No new chemical shall be notified by used be- fore the Employer if there above information is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedavailable.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must workSECTION 1. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable maintain sanitary, safe and proper provisions for the maintenance of a high standard of health healthful conditions in accordance with federal, state, and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policylocal laws, security/response plans and all other applicable policies standards and regulations. The Employer will make available where it Union agrees that the Employees shall cooperate in maintaining all such conditions.
SECTION 2. It is the responsibility of an Employee to notify his immediate supervisor when any unsafe/unhealthy condition exists. Such notifications shall be immediately investigated by the supervisor. In the event that a supervisor determines any condition to be unsafe or unhealthy, support action shall be promptly undertaken to correct the problem. Any action taken by the supervisor shall be documented and submitted through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience chain of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nursecommand.
SECTION 3. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the The Employer shall provide Employees with information on communicable diseases to which they may have routine workplace exposure. Informational training sessions, provided by a medical professional familiar with the Union as much notice as possible workplace, shall include symptoms of the diseases, modes of transmission, methods of self-protection, proper workplace procedures, special precautions and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nursesprovide for immunization where appropriate.
SECTION 4. The Employer will communicate continue to members the option to activate CISR as well as provide information as to the nature of the support furnish basic emergency first aid for any work-related injuries occurring during working hours. Any such medical first aid provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in Employer is intended to stabilize the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference medical condition of the mental affected Employee until further treatment is obtained via the Employee's health support unit. 7A04 The Employer care provider; or for treatment of a life-threatening emergency condition until outside emergency medical personnel are available.
(A) Reasonable Suspicion Drug/Alcohol Testing In the event that a supervisor has reasonable suspicion that an Employee is under the influence of alcohol, a controlled substance, harmful intoxicant, or other cause, the Employee shall not be allowed to work pending further medical, security, and/or toxicological testing and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made investigation pursuant to the Employer. Such report to the Union will include the name 's "Drug Testing Policy" currently contained in Sections 8.03 and 8.04 of the affected nurse, if the nurse agrees, and a brief description as Employee’s Handbook. An Employee subject to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program "Drug Testing Policy" is entitled to ensure union representation. In accordance with that policy, any Employee who reports for duty or works while under the work designated is within their restrictions and limitationsinfluence of intoxicating drugs or alcohol shall be subject to disciplinary action, including dismissal. If requiredan Employee is mentally or physically disabled because of an adverse reaction to a lawfully prescribed medication, the Employer Employee shall schedule subsequent not be allowed to work as scheduled and shall be charged with sick leave for all hours not worked as a result of said disability. Pending the outcome of the Employer's lab results, Employees shall be placed on administrative leave with pay, which shall not be deducted from any of the Employee's accrued time categories.
(progressB) review(sPost-Critical Incident/Post-Vehicular Accident Drug/Alcohol Testing In the event that an Employee is involved in (1) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.an on-duty critical incident and/or
Appears in 2 contracts
Sources: Court Security Officers' Contract, Court Security Officers' Contract
HEALTH AND SAFETY. 7A01 Section I It is the intent and commitment of Management to provide a safe, secure and healthy workplace for its employees. The parties Union will encourage all members in the Unit to this Collective Agreement endorse the importance of perform their work in a safe manner. Each employee should be alert to unsafe practices, equipment and secure environmentconditions and should report any hazardous, in which nurses must workviolent, or unsafe working condition promptly to his/her immediate supervisor. Supervisors are expected to notify the appropriate level of Department Management so that corrective action may be taken. Management will make every attempt to correct or eliminate unsafe conditions or threats of violence against employees, if within its authority and capability. The parties designated Departmental Safety Coordinator will work together in recognizing be involved as appropriate.
Section II If the procedures for handling a reported hazardous condition are not initiated, or if initiated, fail to effect a satisfactory solution of the problem within a reasonable time, the employee or his/her representative may call the City Occupational Safety Office and resolving Occupational report such hazard. Unresolved complaints hereunder may be referred to the State Safety Engineer for processing under the CAL/OSHA rules and regulations.
Section III Safety clothing and devices currently provided by Management shall continue to be provided as long as the need exists, and the Union will encourage all members of the Unit to utilize said safety clothing and devices to the fullest extent possible.
Section IV A Joint Labor Management Committee on Health and Safety issues. 7A02 In accordance with (JLMC-H&S) was established during the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request term of the nurse, or 2007-2012 MOU. This Committee replaced the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace “Health and Safety Committee. Such policy shall address ” described in the issue of communication strategies, which will include signage2004-2007 MOU. The Employer’s Respectful Workplace policy members of the JLMC-H&S shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurseDirector of Library Human Resources, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace InvestigationBusiness Manager, the Union shall have the right President and up to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report three additional Union members of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement choosing, and one AFSCME Business Representative. The JLMC-H&S may invite, as needed, subject to area experts for their input and recommendations. These subject area experts may include, but are not limited to, the Union’s concurrence. Where appropriaterepresentatives of the City of Los Angeles Personnel Department Safety and Workplace Violence Unit, by agreement between the Employer and the Union, job postings Chief of LAPL Security. This JLMC-H&S shall be considered as a subcommittee of the City-Wide JLMC Safety Committee to enable access to greater City-wide resources that may not be available in the Library Department. The JLMC-H&S will hold regular bi-monthly meetings; more frequent meetings may be waivedheld as necessitated by circumstances. The topics that the JLMC-H&S will include are health, safety, employee well-being, safety training, major incident notification, and communication protocols for hazardous or unsafe working conditions and other types of security alerts. Library Management will provide summary reports regarding incidents that occur in the Library Department, at the JLMC-H&S meetings as they become available.
Appears in 2 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding
HEALTH AND SAFETY. 7A01 21.01 The parties Foundation and Union agree that the health and safety of all the Foundation Employees is a concern of the highest priority. The Foundation and the Union, realize the benefits to this Collective Agreement endorse the importance of be derived from a safe and secure environment, in which nurses must workhealthy place of employment. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer Foundation and the Union agree that no form of abusethey together with all Employees, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse incorporate safety conscious practices and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this adhere to the immediate supervisor. Foundation's Health & Safety Program and regulations.
21.02 The Employer shall notify Union recognizes the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made Foundation's Joint Health and Safety Committee and agrees to rectify the abusive situation participate in electing representatives to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Joint Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, Foundation agrees that the Union shall have at least one representative on the right Joint Health and Safety Committee.
21.03 The Committee will meet through prearrangement not less than once per month from January first to request October first, and at least once in the investigation be conducted by period of October first to January first of each year, and will assist the Foundation in an individual from outside advisory capacity and function towards the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report prevention of findings, accidents and occupational illness.
21.04 All notices concerning health and safety and any health and safety rules or a summary of the report will be shared regulations established by the Employer Foundation, together with appropriate copies of legislation required to be posted by the complainant Ministry of Labour in the Province of Ontario, shall be posted on a health and respondent nurse(s)safety bulletin board reserved solely for this purpose by the Foundation. Where a summary is provided, rather than the full report the Union may request and the Employer Postings shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should only be made to provide immunization(s) to this bulletin board with the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - approval of the Production Director.
21.05 The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they parties agree that all Employees are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program Workers’ Compensation Act and entitled to ensure that the work designated is within their restrictions and limitationsbenefits as provided therein. If requiredAll Employees, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse Foundation agree to abide by the terms of Workers’ Compensation Act and may proceed without all the Unionterms of the Health and Safety Programs of the Foundation. Any breach by an Employee of the Workers’ Compensation Act or the Foundation’s involvement subject Health and Safety Program, rules or regulations, shall result in discipline.
21.06 Notwithstanding anything herein before contained, recognizing the mutual concern of the parties hereto for the safety of all Employees, the appropriate Department Heads or the Union Business Agent shall have free dialogue with the Foundation wherever necessary on the determination of crew sizes.
21.07 All accidents no matter how slight resulting in personal injury must be reported within twenty-four (24) hours to the Union’s concurrence. Where appropriateProduction Director with a copy to the Union Business Agent.
21.08 The Foundation will supply to the Union copies of: accident/incident reports; Workers' Compensation claim forms, as submitted by agreement between Employees; and, Minutes and Reports of the Employer Health and Safety Committee of the Union, job postings may be waived▇▇▇▇ Festival.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 31.01 The parties Employer will carry on its operations in a manner that will not endanger the health and safety of any of its employees and shall adopt and carry out reasonable procedures and techniques designed or intended to this Collective Agreement endorse prevent or reduce the importance risk of a safe physical injury in its operations. An employee shall take all reasonable and secure environment, in which nurses must worknecessary precautions to ensure his/her own safety and the safety of his/her fellow employees. The parties working environment and facilities will be maintained in a clean and sanitary condition by the Employer.
31.02 Where an employee deems it unsafe for him/her to undertake work together in recognizing alone and resolving the situation presents a clear and definite hazard to life and limb, it shall be his/her responsibility to notify his/her supervisor, or if that is not possible, to summon help as is required. If neither course of actions is possible, and if the situation still presents a clear and definite hazard to life and limb, he/she may refuse to complete the job, pending the elimination or lessening of the hazardous situation. Nevertheless, if the perceived hazard does not present a situation of imminent danger, the complaint shall be referred to the Joint Occupational Health and Safety issues. 7A02 In accordance with Committee.
a) Notwithstanding the Workplace Safety above and Health Actwhere it can be shown that the situation did not present a clear and definite hazard to life and limb, the employee may be subject to the appropriate disciplinary measure.
31.03 The Employer agrees to make reasonable and proper provisions for discuss the maintenance of a high standard of health and safety in aspects of equipment with the workplace Joint Occupational Health and will provide safety Safety Committee wherever Health and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate problems with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, regards to a nurse affected by a Critical Incident, an incident or circumstances that its use are deemed raised by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. employees concerned.
31.04 The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in will maintain the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace existing Joint Occupational Health and Safety Committee.
31.05 Matters referred to the Joint Occupational Health and Safety Committee shall be dealt with in an expeditious and appropriate manner. Such policy shall address In the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace event that complaint is filed not resolved by a nursethe Joint Occupational Health and Safety Committee, the Employer shall notify the Union of such complaint no later than ten (10employee(s) business days following receipt may avail themselves of the complaint. Where Complaint Resolution Procedure in the Union has concerns regarding the impartiality Library of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation Parliament’s Occupational Health and Safety Policy or employee(s) may file a grievance that would be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) expeditiously processed in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - Article 30.
31.06 The Employer agrees will grant reasonable time off with pay to actively participate and facilitate the rehabilitation and return a CAPE representative to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions attend meetings of the program to ensure that the work designated is within their restrictions Joint Occupational Health and limitations. If requiredSafety Committee, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedloss of pay or leave credits.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 23.1 The parties to Trust shall ensure that it and its Employees shall in the course of this Collective Agreement endorse comply with the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issuesat Work etc ▇▇▇ ▇▇▇▇.
23.2 The Trust and any of its subcontractors shall adopt safe methods of work and shall take all such precautions as are necessary to protect the health and safety of its own Employees, the employees of the Council and of all other persons including members of the public.
23.3 The Trust shall properly maintain (and upon request shall provide copies to the Council) records of all accidents and incidents at the Facilities. 7A02 In accordance The Trust shall notify the Council at the earliest opportunity and in any event of any RIDDOR reportable accident or incident not more than 24 hours after the event.
23.4 The Trust shall throughout the Service Period maintain and implement a written health and safety policy (and provide the Council with a copy of such) and shall ensure that the Council and the Trust's Employees are notified of any changes to the policy including risk assessments and health and safety method statements for all of the activities comprised in the Services.
23.5 The Trust shall ensure that all Facilities and machinery and equipment at the Facilities are in safe working order at all times and used in a safe manner including the provision of instruction and training to operators and maintenance staff who will use or maintain such Facilities, machinery and equipment necessary for compliance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard requirements of health and safety legislation.
23.6 The Council’s Officer may acting reasonably and promptly suspend the delivery of any part or parts of the Services by the Trust in accordance with this Agreement in the workplace event of the Council becoming aware of any material non compliance by the Trust with Health and will provide safety Safety regulations or procedures including matters affecting public safety, the Council or the Trust's Employees where such non compliance means that the Services cannot safely continue to be provided by the Trust. The Trust shall not resume the provision of the affected part or parts of the Services until the Council’s authorised Health and personal protective equipment where required Safety Advisor acting promptly and install safety devices where necessaryreasonably has certified that he is satisfied that the Trust has complied with Health and Safety regulations and procedures. 7A03 The Workplace Safety All additional costs, fees, expenses and Health Committee lost revenue occasioned by such supervision shall cooperate with Union representation for be borne by the purpose Trust save and in so far as the non-compliance arose from an act or default of ensuring the Council.
23.7 For the avoidance of doubt, these obligations in relation to health and safety shall apply equally to any subcontractor of the Trust in the workplace delivery of the Services and/or maintenance of the Facilities.
23.8 The Trust shall be responsible to comply with the recommendations of the Health and Safety executive and the identification Council’s safety advisors. The Trust shall notify the Council of any significant risks identified as part of the Services and shall monitor its staff against its risk assessments, health and safety hazards. On an annual basis method statement and working procedures and when there are any significant failures it shall notify these to the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsCouncil. The Employer will make available where Council shall monitor the Trust in respect of any significant risks identified to it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, Trust and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; Trust where there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale are any significant issues arising for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedaction.
Appears in 2 contracts
Sources: Management Agreement, Management Agreement
HEALTH AND SAFETY. 7A01 24.01 The parties agree to this Collective Agreement endorse co-operate in the importance promotion of a safe work habits and secure environmentsafe working conditions, in which nurses must work. and adhere to the provisions of the Workers Compensation Act and other applicable legislation.
24.02 The parties will work together in recognizing and resolving agree that a Joint Occupational Health and Safety issuesCommittee will be established. 7A02 In The Committee shall govern itself in accordance with the Workplace provisions of the Occupational Health and Safety Regulations made pursuant to the Workers' Compensation Act. The Committee may be structured so as to include representatives from all Employers and their employees at the facility. The Union will elect or appoint its own representative to this Committee.
24.03 Employees who are members of the Committee shall be granted leave without loss of pay or receive straight time regular wages while attending meetings of the Committee or to participate in workplace inspections and accident investigations at the request of the Committee pursuant to the Occupational Health Actand Safety Regulations.
24.04 Where the Committee determines that it is necessary to obtain information on its role and responsibility, it shall use the resources of WorkSafeBC. The committee will increase the awareness of all staff on such topics as: workplace safety, safe lifting techniques, dealing with aggressive patients/residents, WHMIS and the role and function of the Committee. The committee will ▇▇▇▇▇▇ knowledge and compliance with Occupational Health and Safety Regulations by all staff.
24.05 No employee shall be disciplined for refusal to work when excused by the provisions of the Workers' Compensation Act and regulations.
24.06 The Employer will provide orientation and/or in-service, which is necessary for the safe performance of work, including universal precautions, the Employer agrees to make reasonable safe use of equipment, safe techniques for lifting and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace supporting patients/residents and the identification safe handling of health materials and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsproducts. The Employer will also make readily available where it existsinformation, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, manuals and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nursesprocedures for these purposes. The Employer will communicate to members provide appropriate safety clothing and equipment.
24.07 When the option to activate CISR as well as provide Employer is aware that a resident has a history of aggressive behaviour, the Employer will make such information as available to the nature employee.
24.08 An employee refusing, without sufficient medical grounds, to take medical or x-ray examination at the request of the support provided by Employer, or to undergo vaccination, inoculation and other immunization when required, may be dismissed from the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days service of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to Medical exams, x-rays, vaccinations, inoculations or other immunizations required by the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there Employer shall be a policy supporting a Respectful Workplace at the Employer's cost.
24.09 Where the Employer or the Committee identifies high risk areas which expose employees to infectious or communicable diseases for which there are protective immunizations available, such immunization shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedemployee.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 28.01 The parties University and the Union agree that the University and its employees have duties and responsibilities with regard to this Collective Agreement endorse health and safety in accordance with the importance provisions of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving the Occupational Health and Safety issuesAct, 1994 and as amended from time to time. 7A02 In The University and the Union agree to participate in Local Health and Safety Committees.
28.02 The University shall make necessary provisions for the occupational health and safety of its employees.
(a) The University will provide initial safety training in the use of special equipment whenever it is required that the employee use such equipment as part of their assignment of work.
(b) Employees required to work in dangerous conditions shall be supplied with the required safety equipment and protective clothing in order for them to safely and effectively perform their employment duties.
(c) The University acknowledges its duty to provide ongoing refresher training and upgrading as required in accordance with the Workplace provisions of the Occupational Health and Safety and Health Act, 1994.
28.03 The University acknowledges the Employer employee’s right to refuse or to stop work where health or safety is in danger, as prescribed in the Occupational Health and Safety Act, 1994 and as amended from time to time.
28.04 The University agrees to make reasonable pay for WSIB recognized basic and proper provisions workplace specific certification training, offered by a mutually agreed upon provider, for Union representative(s) on the maintenance Central Joint Health and Safety Committee.
28.05 The University and the Union will recognize the International Day of Mourning, April 28th, for workers killed or injured on the job and, in recognition, will develop and publish a high standard of health and safety in joint proclamation. The University agrees to lower all flags flown at the workplace in recognition of this day.
28.06 To enable the Bargaining Unit to continue to be recognized as integral and valuable contributors to the University and to enhance the visibility and positive image of the Bargaining Unit, it is essential that Bargaining Unit members can be identified. To this end, the University agrees to:
i) based on the individual requirements of the work unit, provide appropriate work clothing at the University’s expense. The current departmental practices with regard to the issuance of work clothing will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee continue or be enhanced.
ii) seasonal issue clothing will be provided based on the activities of the work unit.
iii) the initial selection of styles and fabrics will include consultation with the employees. However the University reserves the right to make the final selection.
iv) the work clothing remains the property of the University and is not to be distributed to anyone other than the employee.
v) employees requiring replacement pants for reasons other than normal wear and tear, will review be responsible for the Critical Incident Stress Response policypurchase of suitable black pants (which may include black jeans), security/response plans with the exception of safety required clothing (e.g. fire retardant pants for Electricians and reflective safety striping for Grounds).
vi) it will be mandatory for all other applicable policies employees of the bargaining unit to wear the work clothing provided during their regularly scheduled shift and regulationsscheduled overtime. During an emergency call-in it is understood that work clothing may not be available. The Employer University agrees that the suppliers of such work clothing will make available where it existsbe in adherence with the “University of Guelph Code of Ethical Conduct For Supplier and Sub-Contractors In Relation to Working Conditions and Employment Standards” approved by the Board of Governors, support through which may be amended from time to time.
28.07 Effective May 1, 2017 upon submission of a receipt for Canadian Standards Association (CSA) approved safety footwear, the Critical Incident Stress Response University shall provide a safety shoe subsidy in the amount of one hundred ninety dollars (CISR$190.00), during each contract year or three hundred eighty dollars ($380.00) teamover the balance of the term of the Collective Agreement. Submissions shall be limited to once per contract year.
28.08 The procedure for obtaining CSA approved prescription eyewear will be as established by Environmental Health and Safety.
28.09 The University has a zero tolerance policy towards violent behaviour in the workplace. Workplace violence is defined as any incident in which an employee is threatened, coerced, abused or sustains physical, emotional, or where there psychological harm or injury in, at, or related to the workplace. It is no CISR teamexpected that employees will report incidents of workplace violence to their immediate supervisor (and/or, appropriate Critical Incident supportCampus Police as specific circumstance dictates) and, to a nurse affected by a Critical Incidentas necessary, file an incident or circumstances that are deemed by report detailing the nurse incident including any directly related damage to property. Such incidents reported to supervision will be outside investigated, and, as appropriate, a summary report of such investigation will be provided to the normal experience of their duties/workplace, and/or upon request Co-chairs of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, Central Joint Health and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teamsSafety Committee. The parties agree that there shall be information and training with respect to workplace violence is essential in promoting a dedicated mental health support unit (over safe and above EAP), funded by PCOC, security conscious work environment and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together jointly to continue to enhance efforts in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedregard.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment harassment, or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 24.01 The parties agree to this Collective Agreement endorse co-operate in the importance promotion of a safe work habits and secure environmentsafe working conditions, in which nurses must work. and adhere to the provisions of the Workers Compensation Act and other applicable legislation.
24.02 The parties will work together in recognizing and resolving agree that a Joint Occupational Health and Safety issuesCommittee will be established. 7A02 In The Committee shall govern itself in accordance with the Workplace provisions of the Occupational Health and Safety Regulations made pursuant to the Workers' Compensation Act. The Committee may be structured so as to include representatives from all Employers and their employees at the facility. The Union will elect or appoint its own representative to this Committee.
24.03 Employees who are members of the Committee shall be granted leave without loss of pay or receive straight-time regular wages while attending meetings of the Committee or to participate in workplace inspections and accident investigations at the request of the Committee pursuant to the Occupational Health Actand Safety Regulations.
24.04 Where the Committee determines that it is necessary to obtain information on its role and responsibility, it shall use the resources of WorkSafeBC. The committee will increase the awareness of all staff on such topics as: workplace safety, safe lifting techniques, dealing with aggressive patients/residents, WHMIS and the role and function of the Committee. The committee will ▇▇▇▇▇▇ knowledge and compliance with Occupational Health and Safety Regulations by all staff.
24.05 No employee shall be disciplined for refusal to work when excused by the provisions of the Workers' Compensation Act and regulations.
24.06 The Employer will provide orientation and/or in-service, which is necessary for the safe performance of work, including universal precautions, the Employer agrees to make reasonable safe use of equipment, safe techniques for lifting and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace supporting patients/residents and the identification safe handling of health materials and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsproducts. The Employer will also make readily available where it existsinformation, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, manuals and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nursesprocedures for these purposes. The Employer will communicate to members provide appropriate safety clothing and equipment.
24.07 When the option to activate CISR as well as provide Employer is aware that a resident has a history of aggressive behaviour, the Employer will make such information as available to the nature employee.
24.08 An employee refusing, without sufficient medical grounds, to take medical or x-ray examination at the request of the support provided by Employer, or to undergo vaccination, inoculation and other immunization when required, may be dismissed from the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days service of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to Medical exams, x-rays, vaccinations, inoculations or other immunizations required by the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there Employer shall be a policy supporting a Respectful Workplace at the Employer's cost.
24.09 Where the Employer or the Committee identifies high risk areas which expose employees to infectious or communicable diseases for which there are protective immunizations available, such immunization shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedemployee.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse (a) In accordance with the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response 1980 (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAPOntario), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer Residence and the Union agree that no form they mutually desire to maintain standards of abuse, harassment or bullying of nurses will be condoned safety and health in the workplace. Both parties will work together facility, in recognizing, facilitating the reporting of alleged abuse order to prevent injury and resolving such problems as they arise. There illness.
(b) A Joint Health and Safety Committee shall be zero tolerance continued and/or established with at least fifty percent (50%) of abuse, harassment or bullying. Any nurse its membership who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt be representative of the reportvarious bargaining units and of Employees who are not represented by Unions and who do not exercise managerial functions.
(c) The Committee shall assist wherever possible in the promotion of safe work practices, identify and communicate to Employees and the Residence potential hazards, and to recommend methods of improving accident prevention programs.
(d) The Committee shall meet at least bi-monthly and more frequently as the need arises. Every reasonable effort will Schedule time spent in such meetings is to be made to rectify the abusive situation to the mutual satisfaction of the partiesconsidered time worked. Any workplace injury or harmful exposure suffered by a nurse Minutes shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name taken of the affected nurse, if the nurse agrees, all meetings and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which copies shall be provided to the Home and the Union, . One or more Committee-appointed representative(s) shall make monthly inspections of the workplace and equipment and shall be reviewed annually by report to the Workplace Joint Health and Safety Committee the results of their inspection.
(e) In the event of serious or potentially serious injury, a Committee. Such policy -appointed representative shall address be notified as soon as possible and shall investigate and report as soon as possible to the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude Committee and Home on the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt nature and causes of the complaint. Where accident and recommended corrective action.
(f) Furthermore, Committee representatives must be notified of the Union has concerns regarding the impartiality inspection of an Employer conducted Respectful Workplace Investigation, the Union a Ministry of Labour inspector and shall have the right to request accompany him on his inspection.
(g) Scheduled time spent in all such activities shall be considered as time worked.
(h) The Joint Health and Safety Committee shall have reasonable access to the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a annual summary of data from the report will be shared by the Employer with the complainant Workplace Safety and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision Insurance Board relating to number of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nursework accident fatalities, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work number of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to worklost time accidents, the Employer will pay for all return number of lost workdays, the number of accidents that required medical aid without lost time, the incidence of occupational injuries and such other data as the Workplace Safety and Insurance Board may decide to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possibledisclose. The Union shall be notified by agrees to endeavour to obtain the Employer if there is a request for a Rehabilitation full co- operation of its membership in the observation of all accident prevention policies and Return to Work Program for a nurse. procedures.
(i) The Employer shall include will provide a copy of the Employer’s Form 7 to the Union in the initial meeting upon request with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the UnionEmployee’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedconsent.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 25.01 The parties agree to this Collective Agreement endorse co-operate in the importance promotion of a safe work habits and secure environmentsafe working conditions, in which nurses must work. and adhere to the provisions of the Workers Compensation Act and other applicable legislation.
25.02 The parties will work together in recognizing and resolving agree that a Joint Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided established. The Committee shall
25.03 Employees who are members of the Committee shall be granted leave without loss of pay or receive straight time regular wages while attending meetings of the Committee or to participate in workplace inspections and accident investigations at the request of the Committee pursuant to the Occupational Health and Safety Regulations.
25.04 Where the Committee determines that it is necessary to obtain information on its role and responsibility, it shall use the resources of WorkSafeBC. The committee will increase the awareness of all staff on such topics as: workplace safety, safe lifting techniques, dealing with aggressive patients/residents, WHMIS and the role and function of the Committee. The committee will review ▇▇▇▇▇▇ knowledge and compliance with Occupational Health and Safety Regulations by all staff.
25.05 No employee shall be disciplined for refusal to work when excused by the Critical Incident Stress Response policy, security/response plans and all other applicable policies provisions of the Workers' Compensation Act and regulations.
25.06 The Employer will provide orientation and/or in-service, which is necessary for the safe performance of work, including universal precautions, the safe use of equipment, safe techniques for lifting and supporting patients/residents and the safe handling of materials and products. The Employer will also make readily available where it existsinformation, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, manuals and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nursesprocedures for these purposes. The Employer will communicate to members provide appropriate safety clothing and equipment.
25.07 When the option to activate CISR as well as provide Employer is aware that a resident has a history of aggressive behaviour, the Employer will make such information as available to the nature employee.
25.08 An employee refusing, without sufficient medical grounds, to take medical or x-ray examination at the request of the support provided by Employer, or to undergo vaccination, inoculation and other immunization when required, may be dismissed from the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days service of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to Medical exams, x-rays, vaccinations, inoculations or other immunizations required by the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there Employer shall be a policy supporting a Respectful Workplace at the Employer's cost.
25.09 Where the Employer or the Committee identifies high risk areas which expose employees to infectious or communicable diseases for which there are protective immunizations available, such immunization shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedemployee.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
HEALTH AND SAFETY. 7A01 Section 6.1 The parties Employer will continue to this Collective Agreement endorse the importance of provide a safe and secure environment, in which nurses must workworkplace for all Employees. The parties Employer will work together integrate Employee participation in recognizing its efforts to promote safe workplace environments. The Employer’s workplace safety programs and resolving Occupational Health procedures shall encourage reporting of unsafe conditions and Safety issuesappropriate follow-up when reporting occurs. 7A02 In accordance Employees shall not be disciplined or discriminated against for bringing health and safety concerns to the attention of the appropriate supervisory or management staff or Union official. Discussion of safety issues with Union officials shall not serve as a substitute for established reporting procedures. Employees will be expected to follow established safety procedures.
Section 6.2 The Employer recognizes the Workplace Safety risks to Employees involved in providing health and Health Acthuman services and the potential for trauma associated with violent events that may occur in the workplace. For Employees who have been subject to violent contact or threat to Employee or family by a client, the Employer will evaluate the need for Employee assistance including the option of granting administrative leave. If follow-up services are needed, the Employer will make a referral to Central Accident Reporting Office (CARO) and/or the Employee Assistance Program (EAP), or other services as appropriate. An Employee will not be mandated to EAP as a result of reporting a threat or violent contact.
Section 6.3 The Employer intends that workloads will be manageable. To that end, the Employer agrees to make reasonable and proper provisions the following:
a) The work required is appropriate for the maintenance of a high standard of health Employee’s classification and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 job description.
b) The Workplace Safety and Health Committee shall cooperate with Union representation Employee’s workload including other duties as assigned allows for the purpose adequate provision of ensuring health and safety in the workplace and services that the identification of health and safety hazardsEmployee’s position is intended to provide for the client.
c) That the Employer will adjust the Employee’s workload or assign additional staff to share the workload if needed. On an annual basis the Workplace Safety and Health Committee Such adjustments will be provided with and will review subject to the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. grievance procedure.
Section 6.4 The Employer will shall make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request information including contact numbers of the nurseEmployee Assistance Program to Employees in an Employee information center or other accessible format at each work location.
Section 6.5 The Employer shall comply with appropriate blood-borne pathogen standards as required under Section 191.640, or the manager on behalf of the nurse. Where the EmployerRSMo.
Section 6.6 In accordance with Section 191.610, does not currently maintain a CISR teamRSMo, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide to the Union as much notice as possible and the parties shall meet available aggregate data related to discuss what options are to be implemented to continue provision of similar support to nurses. Employee injuries, including client-caused injuries, upon request.
Section 6.7 The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer comply with the complainant and respondent nurse(sAmericans with Disabilities Act (ADA.). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.
Appears in 2 contracts
Sources: Labor Agreement, Labor Agreement
HEALTH AND SAFETY. 7A01 15.01 The parties to this Collective Agreement endorse Employer, the importance of a safe Union and secure environment, in which nurses must work. The parties will work together in recognizing the employees understand and resolving agree that they all have rights and obligations under the Occupational Health and Safety issuesAct.
15.02 The Employer is committed to supporting the internal responsibility system and ensuring that the site Joint Health and Safety Committee (JHSC) operates effectively to support a safe and healthy workplace. 7A02 In accordance It is agreed by the Parties to jointly advocate a workplace that conforms and promotes the health and safety of the employees through training, education and awareness.
15.03 The Employer will provide health and safety training for all employees upon hire and further training appropriate to employees’ direct responsibilities and their exposure to workplace hazards.
15.04 The workplace will maintain its Joint Health and Safety Committee (JHSC) with membership from the Workplace workplace bargaining units and self represented employees. The number of worker representatives will be equal to or greater than the number of employer representatives. The PSAC will appoint their representatives.
15.05 The JHSC will operate according to terms of reference which will be established by the Committee and will be reviewed yearly. The terms of reference and duties of the JHSC will include the following:
(a) Employer and employees shall jointly share the responsibility for chairing meetings;
(b) Establishing a schedule for joint workplace inspections under section 9(28) of the Occupational Health and Safety Act;
(c) A monthly process for reviewing all workplace accidents, workplace illnesses and Health Actworkplace safety incident reports;
(d) A process for review and assessment of all applicable WHMIS regulations and substances introduced into the workplace and air quality results, the Employer agrees to make reasonable noise testing results, and proper provisions position by position ergonomic reports and tests;
(e) A process for the maintenance review of a high standard all workplace policies in support of health and safety in the workplace safety;
(f) Ongoing review of all training provided and will provide safety make recommendations to identify training needs for JHSC members and personal protective equipment where required for employees;
(g) Regular creation and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation posting of minutes; and
(h) Maintenance of a system for the purpose of ensuring employees to submit written health and safety concerns.
15.06 Employee time spent at JHSC meetings, on workplace inspections and up to one (1) hour of caucus time in the workplace advance of meetings shall be considered time worked and the identification employee members shall be compensated at their regular rate of health and safety hazardspay for this time. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsThe JHSC may make recommendations for extended periods of paid caucus time. The Employer will make available where it exists, support through pay for course material and for all time spent at Certification and other Committee member training at the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, employees’ regular rates.
15.07 With proper advance notice to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, PSAC Health and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible Safety Representative may be present and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature participate in any meetings of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over Joint Health and above EAP), funded by PCOC, and established exclusively for nurses in Safety Committee as it relates to the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned Representative may also participate in the workplace. Both parties will work together in recognizing, facilitating the reporting investigation of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace any critical injury or harmful exposure suffered by a nurse shall be reported to fatality for employees within the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For claritybargaining unit, where a nurse this investigation is waiting for a decision from D & R, WCB, or MPI done openly and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting conjunction with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedJHSC. The JHSC will also have access to Corporate Health and Safety subject matter experts where appropriate.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate operate with Union representation for the purpose of ensuring health and safety in performing the workplace and the identification of health and safety hazards. On an annual basis duties assigned to such a committee under the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unitAct. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying abuse of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying abusive shall report this to the immediate supervisor. The Employer shall notify the Union shall, within ninety-six (96) hours after of receipt of this report, advise the Union as to the name of the complainant and the date of receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there There shall be a policy supporting a Respectful Workplace and zero tolerance of staff abuse which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and & Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request possible and that the investigation process itself will be conducted by in an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wishimpartial manner. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, the following vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with – Tetanus and diphtheria (Td or Tdap), Hepatitis B and Influenza or any other vaccination recommended by the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hoursProvincial Medical Officer of Health. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the implement a rehabilitation and return to work of illprogram to support nurses with illness and/or injuries, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI both occupational and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possiblenon-occupational. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Upon the request of the affected nurse, the Employer shall include the Union in the initial meeting and any subsequent (progress) review(s) with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by By agreement between the Employer and the Union, job postings may be waived. 7A07 Basic pay or equivalent time off will be granted to nurses appointed by the Union to attend meetings of the Workplace Safety and Health Committee or to perform such other duties as may be specified in the Workplace Safety and Health Act or prescribed by regulation. In accordance with the Workplace Safety and Health Act, a nurse is entitled to take time off from their regular work duties in order to carry out their duties as a committee member under this Act and the regulations. The nurse shall be paid by the Employer at their regular or premium pay, as applicable, for all time spent carrying out their duties as a committee member under this Act and the regulations. Upon application, each nurse on the Workplace Safety and Health Committee shall be granted paid educational leave in accordance with the Workplace Safety and Health Act.
Appears in 1 contract
Sources: Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The 13.01 Both parties to this Collective Agreement endorse acknowledge their common concern for maintaining a healthy and safe working environment.
13.02 Bell ICT accepts the importance responsibility of a safe making adequate and secure environmentreasonable provisions for the health and safety of employees during their working hours. Bell ICT will welcome suggestions by the Union regarding the health and safety of employees.
13.03 It is the employee's responsibility, subject to Bell ICT regulations and practices, to take all reasonable and necessary measures to ensure her safety. No employee is required to work in which nurses must workdangerous conditions or to use dangerous equipment. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with Committees
(a) The Health and Safety Steering Committee is composed of one (1) representative designated by the Workplace Union and one (1) representative of Bell ICT.
(b) The Health and Safety Committee will be responsible for establishing its own rules and procedures, as well as the rules and procedures of the Local Health Actand Safety Committees, their scope of responsibility, frequency of meetings and any other similar matter.
13.05 The Local Health and Safety Committees are composed in equal numbers of employees and managers of Bell ICT.
13.06 Except for the number of Committees and the frequency of meetings, the Employer agrees rules for both the Health and Safety Steering Committee and the Local Health and Safety Committees, as referred to make reasonable in Subsection 13.04 (b) shall mean the powers and proper provisions for obligations of Work Place Health and Safety Committees found in Part II of the maintenance of a high standard of Canada Labour Code.
13.07 It is clearly understood that relevant health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee issues which have implications that transcend local concerns will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as referred to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy Steering Committee together with any documentation dealing with these issues.
14.01 An employee who has completed six (6) consecutive months of continuous employment with Bell ICT shall address be granted child care or adoption leave, without pay, under the issue conditions of communication strategieseligibility set forth in the applicable Bell ICT practices currently in effect, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment or as amended from time to conclude time following consultation with the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conductedUnion.
14.02 In addition, a report Regular employee who has completed six (6) consecutive months of findingscontinuous employment with Bell ICT and who meets the conditions of eligibility contained in the applicable Bell ICT practices, or shall receive a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) supplemental maternity allowance in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedthese same practices.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 17.1 The parties Employer and Union agree that they mutually desire to this Collective Agreement endorse maintain high standards of safety and health in the importance Employer's operation in order to prevent industrial injury and illness. Therefore, the Employer, the Union and the employees will cooperate in the prevention of a safe accidents and secure environmentenforcement of safety rules in the Employer's operation, in which nurses must work. The parties will work together in recognizing and resolving Occupational by adopting the mandates of the Health and Safety issuesAct. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form the mandate of abuse, harassment or bullying the Health and Safety Committee shall include dealing with incidents of nurses will be condoned workplace violence in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. timely manner.
(a) The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which agrees that mandatory training shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) employees in accordance with the Canadian Immunization Guide from Employer’s policy and legislative requirements. However, it is understood that the Laboratory Centre for Disease for Health Canadafollowing training will be considered to be mandatory: Lift/Transfers Universal Precautions (i.e Handling blood products, hand cleaning, etc.) WHMIS First Aid/CPR (also re-certification) Bowel/Bladder procedures CARE Back Care When Employees are required to attend training sessions by the Employer, time spent by Employees in attendance, if off site, shall be deemed time worked and paid at the appropriate rate. The Employer and Employees will endeavour to find time to enable each Employee in the bargaining unit to participate in all training sessions. All reasonable efforts should Employees shall be made paid at their straight time hourly rate for attending staff meetings or in-service training sessions where their attendance is required by the Employer. The Employer will endeavour to provide immunization(s) hold meetings at time convenient to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation Employees and Return to Work Program - The Employer agrees to actively participate and facilitate consumers involved.
(b) It is understood that any staff without the rehabilitation and return to work appropriate credentials will not perform any service required by clients of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where March of Dimes Canada that must normally be performed by a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hoursRegulated Health Care Professional. It is understood and agreed that the nurse Regulated Health Care Professional will reimburse the Employer once their claim is acceptedprovide training and sign off each employee as it relates to Delegated Acts. Any such nurse No employee will be supernumerary in nature when reasonably possible. The Union shall be notified by responsible for the Employer if there is a request for a Rehabilitation and Return training of another employee as it pertains to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedDelegated Acts.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, environment in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. Any nurse who believes a situation may become unsafe shall report this to their immediate Supervisor. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high reasonable standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate operate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying abuse of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace and zero tolerance of staff abuse which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. Any nurse who believes a situation may become abusive shall report this to the immediate supervisor. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union within a reasonable period of such complaint no later than ten (10) business days following time after the receipt of the complaintreport. Where Every reasonable effort will be made to rectify the Union has concerns regarding abusive situation to the impartiality mutual satisfaction of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work siteparties. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary design and post appropriate signage in support of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wishnon abuse policy. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are the nurse is not covered under the D & RLTD, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when necessary and reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.. 7A07 Whistle Blowing Protection Nurses who in good faith make a disclosure in accordance with The Public Interest Disclosure Act shall not be subject to discipline or reprisal. ARTICLE 8
Appears in 1 contract
Sources: Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01
20.01 The parties agree that they mutually desire to this Collective Agreement endorse maintain standards of safety and health in the importance of a safe workplace in order to prevent injury and secure environment, in which nurses must work. illness.
20.02 The parties will work together in recognizing and resolving comply with the provisions of the Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 .
20.03 The Employer and the Union agree that no form they have a shared goal of abusea workplace free of violence.
20.04 An employee who is injured during working hours and is required to leave for treatment of such injury, harassment or bullying shall receive payment for the remainder of nurses will be condoned in their shift at their hourly rate of pay, unless the workplace. Both parties will doctor states that the employee is fit for further work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisoron that shift. The Employer shall notify provide transportation to and from the place of treatment or hospital.
20.05 The company will pay to certify a Health and Safety Representative (chosen by the Union) to perform duties as required by the Occupational Health and Safety Act.
20.06 The role of the Union ninetyCertified Representative shall include the following:
a) Membership on the local Health and Safety Committee
b) Provide input and co-six (96operate with the Administrator in the resolution of Health and Safety issues
c) hours after Provide input on local Health and Safety training programs
20.07 An alternate may be appointed to replace the receipt of the reportUnion Certified Representative when such person is absent. Every reasonable effort The Administrator will be made to rectify the abusive situation to the mutual satisfaction notified of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as alternate immediately prior to the mechanism commencement of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall the absence.
20.08 The injured employee will be provided with a copy of each WSIB Form 7. Copies of accident reports will be accessible to the Union, and shall be reviewed annually by the Workplace Occupational Health and Safety Committee. Such policy shall address .
20.09 The Company and the issue of communication strategies, which will include signageUnion understand and agree that local Health and Safety Committees play a key role in dealing with Health and Safety issues. The Employer’s Respectful Workplace policy Committee shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) function in accordance with the Canadian Immunization Guide from Occupational Health and Safety Act. The responsibility of the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - Committee shall include:
20.10 The Employer Union agrees to actively participate endeavour to obtain the full cooperation of its membership in the observation of all safety rules and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hourspractices. It is understood that shall be the nurse will reimburse duty of each employee to identify health and safety hazards and to perform such tasks as may be assigned to correct same.
20.11 The Occupational Health and Safety Committee may make recommendations on the Employer once their claim is acceptedneed for protective clothing and equipment (i.e. gloves, gowns, masks, goggles, lifts). Any Where the Homes’ policy requires the wearing or use of such nurse protective clothing and equipment it will be supernumerary in nature when reasonably possible. The Union shall be notified provided by the Employer if there is a request for a Rehabilitation and Return employees are obligated to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedcomply.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties Company will continue to this Collective Agreement endorse make reasonable provisions for the importance health and safety of its employees during working hours subject to such improvements or changes as the Company, from time to time, may decide to implement. The Company understands that it has an obligation to provide a safe and secure environment, in which nurses must workworking environment for all employees. The parties Local Union will co-operate with the Company in encouraging employees to observe any safety regulations which may be prescribed by the Company and to work together in recognizing and resolving Occupational a safe manner. The Local Union may appoint one (I) member from the bargaining to the Joint Health and Safety Committee at each location designated as Certified Repre- sentative. The Local Union shall advise the Manager, Health appointed by the Union to the Health and Safety N An alternate may be appointed to replace the Union Representative when such person is absent. The Manager, immediately prior to the commencement of the absence. The Company agrees that unresolved problems concerns brought out at the local Joint Health and Safety Committee meetings will be fully evaluated and, if mutually agreed u p o n , rectified. N The Union Certified will with copy of each Workers’ Form 7 and copy of each Company Accident Investigation Form Form or and their attachments. N The Company and Union understand agree that local Health Safety Committees play key role in dealing with Health Safety issues. 7A02 In accordance with The responsibility of the Workplace Committees shall include: workplace safety ⚫ review of industrial hygiene ⚫ fatality ⚫ review of environmental test results ⚫ on Health and Safety training in Health Safety training ⚫ review of ⚫ special studies to Health and Safety N The Union Certified Committee will be invited to management periodic workplace safety tours. N The Company’s Safety will invite the Union Representative to accompany him/her and the Health ActSafety Inspector on his/her periodic workplace inspection. N The Company, upon request from the Employer agrees employee, will available to make reasonable and proper provisions the results of test given for the maintenance of a high standard of health and safety purposes. N The Company will continue its practice in providing such devices and apparel arc provided, subject to the workplace and will changing for such devices apparel: N IO The will, on monthly basis, provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for a copy of person hours compensable lost time accident to the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request members of the nurseLocal Joint Health Safety Committee. Surveys relating to noise levels, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teamsair contaminants, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort air flow will be made available prior to rectify review at the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace monthly Local Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signageCommittee meetings. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall Local Health and Committee will have the right to request monitor the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary results of the report will be shared by the Employer with the complainant above surveys, and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request receive test and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant assessment results in matters pertaining to and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, Safety at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedrespective locations.
Appears in 1 contract
Sources: Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The parties Company its obligations to this Collective Agreement endorse provide a safe, healthful working environment for the importance of employees. The Union its obligation to cooperate in and improving a safe and secure healthful work environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days use their best efforts jointly to achieve these objectives and to comply fully existing health and safety legislation. y The wearing of ratification of this agreement to establish ▇▇▇▇▇ lasses is compulsory in areas designated by the scope, duties Joint Health and terms of reference Committee. The Company will bear the full cost of the mental health support unit. 7A04 The Employer pair of such glasses including prescription lenses with a variety of frames, where required, and the Union agree employees that require bifocal lenses shall have basic type of In addition, the Company will assume the cost of replacement safety glasses only if they are damaged on the job or if a new prescription required. The Company will provide hearing protection at no form cost to employees and will replace, repair, or cause to be repaired without cost to the employee, any hearing protection that is accidentally damaged during the course of abuseemployment if not due to personal negligence or carelessness or lost. The Company will the purchase of safety boots and shoes to a maximum of eighty-five dollars per calendar year for those employees who are required to wear safety shoes. Where the nature of the task assigned to a” employee requires the use of other special equipment or clothing, harassment such other equipment or bullying of nurses clothing will be condoned provided by the Company in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisorgood repair. The Employer shall notify Company agrees to maintain and or improve present practices and review with the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address , any additional requirements, The Union/Management Health and Safety Committee will be maintained during the issue life of communication strategies, which will include signagethis agreement. The EmployerCommittee shall consist of six members, three of whom shall be appointed by the Company and three of whom shall be appointed elected by the Union. One of the Union’s Respectful Workplace policy Representatives shall include a commitment to conclude the investigation be designed as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union Co-Chair and shall be retained on the day The other Union Representatives will rotate and function as required. Should a The Union Health and Safety Representatives and two alternates will be trained as Certified Worker Representatives, with the cost of such complaint no later than ten (10) business days following receipt of training to be paid by the complaintCompany. Where Extra training will be by mutual agreement and the Union has concerns regarding Company will pay the impartiality of an Employer conducted Respectful Workplace Investigationcost, when agreed. Management Certified Representative the Union shall Company that a Certified Worker Representative will have the unilateral right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) shutdown equipment in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Occupational Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possibleSafety Act. The Union Health and Safety Representatives shall be notified allowed the opportunity to meet privately for one hour twice a month, paid by the Employer if there is Company. Such meetings shall take place at a request for a Rehabilitation mutually convenient time and Return day. Members will be paid by the Company to Work Program for a nurse. The Employer shall carry out which include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject but not be limited to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.following:
Appears in 1 contract
Sources: Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Accident Prevention Health and Safety issues. 7A02 In accordance with Committee Full-Time and Part-Time Insert the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high following standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurselanguage. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible collective agreement provides otherwise and the parties cannot agree to the standard language, the existing provision will be maintained as non-standard language, Any non-standard provision related to Protective Clothing shall be continued under Article except as amended below. The Hospital agrees to continue its present practices with respect to the provision of protective clothing and safety devices to employees, subject to the provision set out below with respect to safety footwear. The Hospital further agrees to meet directly with the representative of the Union or through the Accident Prevention Committee to discuss what options are the need for any protective clothing or safety equipment in addition to be implemented that which the Hospital is presently providing. Effective September of each year, the Hospital will provide per year to continue provision of similar support each full-time employee and per year to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided each regular part-time employee who is required by the CISR teamsHospital to wear safety footwear during the course of his duties. STANDARD Final Guide Document, November, The parties agree that there shall influenza vaccinations may be beneficial for patients and hospital employees. Upon a dedicated mental health support unit (over and above EAP)recommendation pertaining to a facility or a specifically designated thereof from the Medical Officer of Health or in compliance with applicable provincial legislation, funded the following rules Employees shall, subject to the following, be required to be vaccinated for influenza. If the full cost of such medication is not covered by PCOCsome other source, and established exclusively the Hospital will pay the full or incremental cost for nurses the vaccine. If an employee refuses to take the vaccine required under this provision, she or he may be placed on an unpaid leave of absence during any influenza outbreak in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish hospital until such time as the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification employee is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work. If an employee is placed on unpaid leave, she or he can use banked lieu time or vacation credits in order to keep her or his pay whole. If an employee refuses to take the Employer vaccine because it is medically contraindicated, and where a medical certificate is provided to this effect, she or he will pay for all return to work hoursbe reassigned during the outbreak period, unless reassignment is not possible, in which case the employee will be paid. It is understood further agreed that any such reassignment will not adversely impact the nurse will reimburse scheduled hours of other employees. Notwithstanding the Employer once their claim is acceptedabove, the Hospital may offer the vaccine on a voluntary basis to employees free of charge. This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code. STANDARD Final Guide Document, November, ARTICLE PAID HOLIDAYS insert the following standard language. Where the collective agreement provides otherwise and the parties cannot agree to the standard language, the existing provision be maintained as non-standard language. Any non-standard provision related to Payment for Working Overtime on a Holiday shall be continued under Article Where an employee is required to work authorized overtime in excess of his regularly scheduled hours on a paid holiday (but not including hours on a subsequent regularly scheduled shift), such nurse employee shall receive two and one- half times his regular straight time hourly rate for such additional authorized overtime. Part-time insert the following standard language. Where the collective agreement provides otherwise and the parties cannot agree to the standard language, the existing provision will be supernumerary in nature when reasonably possiblemaintained as non-standard language. The Union Any non-standard provision related to Payment for Working Overtime on a Holiday shall be notified continued under Article I. holiday. Full-Time Where an employee has worked on a paid holiday such employee shall have the option of electing payment at the applicable premium rate or time off equivalent to the applicable overtime rate (i.e. where the applicable rate is time and one-half, then time off shall be at the rate of time and one half times Where an employee chooses the latter option, such time off must be taken within the succeeding pay periods of the occurrence of the overtime at a time mutually agreeable to the hospital and the employee, or payment in accordance with the former option shall be made. Final Guide Document, November, Any provision related to Holidays will be continued and numbered as provisions of this Article except the designation of holidays shall be continued under the Local Provisions Appendix Increase by the Employer if there is a request one fixed paid holiday effective January I, for a Rehabilitation and Return to Work Program for a nursetotal of paid holidays. The Employer shall include the Union Insert in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedall Collective Agreements.’ Part-time
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties 43.1 Trident is committed to this Collective Agreement endorse the importance of providing a safe work environment for all Employees and secure environmentrecognises that consulting with and involving Employees in decisions affecting their workplace health and safety is necessary to achieve this outcome. Trident expects all Employees to perform their duties safely and always behave safely, in which nurses must workincluding stopping any unsafe behaviour by other Employees and reporting safety concerns and hazards.
43.2 Trident will establish or maintain a health and safety committee (HSC) at each airport. The parties At least half of the HSC will work together in recognizing be Employees that have not been nominated by Trident and resolving Occupational any Health and Safety issuesRepresentative (HSR) will be a member of the HSC if they choose. 7A02 In accordance with Trident will be represented by senior managers including those responsible for safety. The HSC will meet at least once every 3 months but may meet as often as monthly if agreed by the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of HSC. The HSC will consider health and safety issues that are common to the workplace or a work group and develop plans or procedures to resolve issues and recommend corrective actions to reduce hazards.
43.3 The HSC will negotiate with Trident how many work groups and HSRs and deputy HSRs are required for the workplace based on factors such as: the nature of the hazards and risks of the work being carried out; the areas where work is carried out; and the times where work is carried out. The union may participate in the workplace negotiation of work groups. Trident must notify Employees of the outcome of the negotiations.
43.4 HSRs are elected from the Employees within a work group. Trident will provide resources and assistance to carry out the election. HSR terms are three years. HSRs cease to be a HSR if they leave the work group, are disqualified from being a HSR, resign as HSR or a majority of member of the group agree the HSR should no longer represent them. HSRs can be re- elected. Elections are not required when the number of candidates is the same or less than the number of vacancies.
43.5 HSRs must undertake the relevant approved training course within 3 months of election. If an Employee chooses not to undertake the training within the time period, they will cease to be a HSR and will provide safety and personal protective equipment where required and install safety devices where necessaryneed to be replaced. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation Trident will pay for the purpose training and allow the HSR paid time off to attend the training.
43.6 HSRs are entitled to perform the following tasks for their work group during their ordinary working hours (provided they have given reasonable notice to Trident to allow adequate cover of ensuring their rostered duties):
(a) undertake workplace inspections;
(b) review the circumstances of workplace incidents;
(c) accompany a WHSQ inspector during an inspection;
(d) represent the work group in health and safety in the workplace and the identification of matters;
(e) attend an interview about health and safety hazardsmatters with an Employee from the work group (with the consent of the Employee);
(f) participate in a HSC;
(g) monitor compliance measures;
(h) investigate work health and safety complaints from work group members;
(i) inquire into any risk to the health and safety of workers in the work group; and
(j) issue provisional improvement notices and direct a worker to cease unsafe work (where the HSR has completed the approved training).
43.7 Trident will keep a current list of all HSRs and deputy HSRs and display a copy at the workplace. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, securityAppendix 1 – Individual Flexibility Arrangement Individual Flexibility Arrangement * Delete clause/response plans and all other applicable policies and regulationss that is/are not relevant. The Employee Dated Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, Dated Signatures I am authorised to a nurse affected by a Critical Incident, an incident or circumstances that are deemed sign this Agreement on behalf of Trident Services Security Pty Ltd Witness Date signed by the nurse Employer I am authorised to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager sign this Agreement on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the United Workers Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature Witness Date signed on behalf of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit United Workers Union Schedule A – Classifications (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60effective 1 July 2024) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.Classifications Description
Appears in 1 contract
Sources: Trident Services Security Pty LTD and United Workers Union Queensland Aviation Security Agreement
HEALTH AND SAFETY. 7A01 24.01 The parties agree to this Collective Agreement endorse co-operate in the importance promotion of a safe work habits and secure environmentsafe working conditions, in which nurses must work. and adhere to the provisions of the Workers Compensation Act and other applicable legislation.
24.02 The parties will work together in recognizing and resolving agree that a Joint Occupational Health and Safety issuesCommittee will be established. 7A02 In The Committee shall govern itself in accordance with the Workplace provisions of the Occupational Health and Safety Regulations made pursuant to the Workers' Compensation Act. The Committee may be structured so as to include representatives from all Employers and their employees at the facility. The Union will elect or appoint its own representative to this Committee.
24.03 Employees who are members of the Committee shall be granted leave without loss of pay or receive straight-time regular wages while attending meetings of the Committee or to participate in workplace inspections and accident investigations at the request of the Committee pursuant to the Occupational Health Actand Safety Regulations.
24.04 Where the Committee determines that it is necessary to obtain information on its role and responsibility, it shall use the resources of WorkSafeBC. The committee will increase the awareness of all staff on such topics as: workplace safety, safe lifting techniques, dealing with aggressive patients/residents, WHMIS and the role and function of the Committee. The
24.05 No employee shall be disciplined for refusal to work when excused by the provisions of the Workers' Compensation Act and regulations.
24.06 The Employer will provide orientation and/or in-service, which is necessary for the safe performance of work, including universal precautions, the Employer agrees to make reasonable safe use of equipment, safe techniques for lifting and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace supporting patients/residents and the identification safe handling of health materials and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsproducts. The Employer will also make readily available where it existsinformation, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, manuals and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nursesprocedures for these purposes. The Employer will communicate to members provide appropriate safety clothing and equipment.
24.07 When the option to activate CISR as well as provide Employer is aware that a resident has a history of aggressive behaviour, the Employer will make such information as available to the nature employee.
24.08 An employee refusing, without sufficient medical grounds, to take medical or x-ray examination at the request of the support provided by Employer, or to undergo vaccination, inoculation and other immunization when required, may be dismissed from the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days service of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to Medical exams, x-rays, vaccinations, inoculations or other immunizations required by the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there Employer shall be a policy supporting a Respectful Workplace at the Employer's cost.
24.09 Where the Employer or the Committee identifies high risk areas which expose employees to infectious or communicable diseases for which there are protective immunizations available, such immunization shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedemployee.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 20.01 The parties Company agrees that it shall provide for the employees covered by this Agreement such safety wearing apparel (except safety footwear), as it requires the employees to have for the performance of their employment duties.
20.02 The Company shall allow each employee with six (6) months or more of service, effective on the date of ratification of this Collective Agreement endorse agreement, up to one hundred fifty dollars ($150.00), including tax, per year towards the importance purchase of safety footwear at a safe provider determined by the Company.
20.03 The Company shall maintain a Prescription Safety Glass Program utilizing a preferred supplier.
20.04 The Company and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational the Union shall maintain a Joint Health and Safety issues. 7A02 In accordance with Committee consisting of at least one (1) member elected and/or appointed by the Workplace Safety Union and Health Act, at least one (1) member appointed by the Employer agrees to make reasonable and proper provisions for Company.
20.05 The general responsibilities of the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Joint Occupational Safety and Health Committee shall cooperate with Union representation be:
(a) To make a monthly inspection of the plant or place of employment for the purpose of ensuring determining hazardous conditions, to check unsafe practices and to receive complaints and make recommendations with respect to these matters.
(b) To receive reports and information related to health and safety in incidents, medical aids and near misses to be reviewed by the workplace Committee at its meetings and where necessary make written recommendations to the identification Company.
(c) To designate one or more of health the certified Committee members to investigate cases where a worker is killed or critically injured at a workplace.
(d) To hold regular monthly meetings for the discussion of current accidents, their causes, suggested means of preventing their recurrence and safety hazards. On an annual basis the Workplace Safety reports of investigations and Health Committee will be provided inspections.
(e) To keep records of all investigations, inspections, complaints, recommendations together with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsminutes of meetings. The Employer will make available where it existsminutes shall indicate what action has been taken with respect to suggestions or recommendations previously made, support through and if no action has been taken, the Critical Incident Stress Response reasons therefore shall be given.
(CISRf) team, or where there is no CISR team, appropriate Critical Incident support, To receive copies of any reports sent to a nurse affected the Company pertaining to site visits by a Critical IncidentMinistry Inspector.
20.06 Accidents, an incident or circumstances that are deemed injury and occupational illness records shall be kept by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the UnionCompany, and shall be reviewed annually by made available to the Workplace Joint Health and Safety Committee. Such policy These records shall address include all reports required by the issue Ministry of communication strategies, which will include signageLabour under the Occupational Health and Safety Act. The Employer’s Respectful Workplace policy Company also agrees to make available to the Committee, upon request, the trade name and/or technical description (including chemical analysis, if available) of any compounds and substances used in the plant.
(a) An employee may refuse to work or do particular work where he has reason to believe that any equipment, machine, device or thing he is to use or operate or the physical conditions of the work place or the part thereof in which he works is likely to endanger himself or another employee.
(b) If, as set out above, an employee refuses to work or do particular work, he shall include promptly report the circumstances of his refusal to his supervisor, who shall forthwith investigate the report with a commitment to conclude member of the Joint Health and Safety Committee.
(c) Following the investigation and any steps taken to deal with the circumstances that caused the employee to refuse to work or do particular work, if the employee continues to have reasonable grounds to believe that carrying out the work would endanger himself or another employee, then the Ministry of Labour shall investigate the refusal to work and shall give his decision, in writing, as quickly soon as is reasonably possible. Where a respectful workplace complaint is filed by a nurse.
(d) The employee shall be found alternative work until such time as the job has been made safe, or determined to be safe to work on.
20.07 Pending the investigation and decision of the Ministry Inspector, the Employer shall notify Company may offer the Union of such complaint no later than ten (10) business days following receipt refused work, with full disclosure in the presence of the complaintCommittee member, to another worker. Where No employee will be forced to operate the Union equipment, machine, device or thing or to work in the workplace or the part thereof which is being investigated until the job in question has concerns regarding been deemed safe to operate by the impartiality Ministry Inspector.
20.08 No disciplinary action shall be taken against any employee by reason of an Employer conducted Respectful Workplace Investigation, the Union shall have fact that he has reasonably exercised the right to request conferred upon him respecting the investigation be conducted by an individual from outside the work site. occupational safety and health of employees or himself.
20.09 The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conductedCompany, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedand the employees shall comply with the Occupational Health and Safety Act of Ontario, and applicable regulations, as amended from time to time.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational 17.01 A joint Health and Safety issues. 7A02 In accordance with Committee comprised of four (4) representatives of the Workplace Safety Union shall meet every month to discuss and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide review safety and personal protective equipment where required health. One Union representative chosen by the Union shall be the Certified member. A joint protocol shall be developed by the committee and install amended from time to time. Minutes of these meetings shall be posted on the Health and Safety Bulletin Board after they are approved by the committee.
17.02 The certified Union member on the Committee or their designate shall be in attendance at plant safety devices where necessary. 7A03 The Workplace inspections and any meetings with a government Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsInspector. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there Union Health and Safety Representatives are entitled to take such time from work as is no CISR team, appropriate Critical Incident support, necessary to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, carry out his duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually paid at their regular or premium rate of pay as may be proper.
17.03 An employee who has reason to believe that he is being required to perform a job in conditions that may endanger himself or another employee, must report the situation to his supervisor and may refuse to perform such job until such time that the situation is satisfactorily resolved; failing this until a decision is reached by two (2) JHSC representatives, one Union and one from the Workplace Health and Safety CommitteeCompany. Such policy shall address Failing this it is referred to the issue appropriate department of communication strategies, which will include signageLabour representative. The Employeremployee will be required to perform other assigned work while the above procedure is in progress.
17.04 The Union agrees that it will not condone, sanction or support any employee’s Respectful Workplace policy shall include a commitment to conclude willful violation of reasonable rules of cleanliness, abuse of the investigation as quickly as is reasonably possiblelunchroom, toilet, locker room and washroom facilities or in any way damage or disfigure the Company’s property. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify Further the Union agrees to use its best efforts to induce the employees to refrain from such action. Repeated violation of such complaint no later than ten (10) business days following receipt safety rules or horseplay on the Company premises shall be cause for dismissal. Deliberate action on the part of the complaintemployee to damage or disfigure the Company’s property shall be cause for dismissal.
17.05 Regular employees required to wear safety shoes shall upon presentation of a receipt for approved safety shoes, be reimbursed the cost of the shoes up to a maximum Company contribution of $100.00 per contract year. Where Regular employees in labour grades 15 and above who are required to wear metatarsal safety shoes shall upon presentation of a receipt for approved safety shoes, be reimbursed the Union has concerns regarding cost of the impartiality shoes up to a maximum Company contribution of an Employer conducted Respectful Workplace Investigation$200.00 per contract year. Employees who do not seek any reimbursement for safety shoes during any contract year may bank their applicable reimbursement amount to use in the next contract year. An employee may not bank more than three (3) years’ reimbursement amount.
17.06 The company shall provide each member of the maintenance department and the warehouse staff with two (2) pairs of insulated coveralls and one set of appropriate rain gear during the life of this agreement.
17.07 The Company shall, upon presentation of a receipt for approved prescription CSA safety glasses, be reimbursed the Union cost of the glasses up to $70.00 per contract year. Employees who do not seek any reimbursement for approved prescription safety glasses during any contract year may bank their $70.00 reimbursement to use in the next contract year. An employee may not bank more than two (2) years’ reimbursement amount.
17.08 The JHSC may recommend regular, appropriate safety training for all employees who handle hazardous materials, heavy or mechanical equipment. This training shall have the right to request the investigation be conducted by an individual from outside the work siteaccredited personnel. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay Required licensing for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union material and heavy equipment operators shall be notified by the Employer if there is a request for a Rehabilitation and Return kept up to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waiveddate.
Appears in 1 contract
Sources: Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 SECTION 1 The parties work place shall be in compliance with the standards set by the Washington State Department of Labor and Industries, and other applicable state and federal laws.
SECTION 2 The Employer acknowledges its obligation to this Collective Agreement endorse the importance of strive to provide a work environment that is safe, free from hazards, and environmentally responsible. The Employees have a duty to work in a safe manner, follow the Employers’ safety rules and secure environment, in which nurses must work. The parties will work together in recognizing procedures and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsreport unsafe conditions or acts to their supervisor or another supervisor if their own is not available. The Employer will make available where it exists, support through has the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, responsibility to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably investigate as promptly as possible the Employer shall provide the Union as much notice as possible condition or act and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nursestake any necessary corrective action. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than Within ten (10) business days following receipt of when the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation unsafe condition or act is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost reported to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to worksupervisor, the Employer will pay for all return either take any necessary action to correct the unsafe condition or inform the employee what steps are being taken to investigate and determine what action, if any is necessary to correct the unsafe condition. If the employee believes, in good faith, that the situation is not being adequately addressed in that time period, the employee may contact the Human Resources Director and WPEA. All grievances under this article shall begin at Step 2 of Article 15, but will be held in abeyance pending the outcome of any complaint filed with the Washington Department of Labor and Industries. When an employee believes, in good faith, that circumstances exist that constitute recognized hazards that are causing or are likely to cause death or serious injury, the employee shall report the circumstances immediately to their supervisor or, in the supervisor’s absence, to the Human Resources Director. No employee shall be required to continue working under such circumstances and, if other suitable work in the employee’s job classification is available, the employee will be assigned other duties no later than the beginning of the next workday and continuing until such time as the safety hazard is investigated and necessary corrective action is taken. If no other suitable work is available in the employee’s job classification, the employee may be reassigned to other available duties, provided that the employee shall be paid at the higher of his/her regular rate or the rate appropriate to the assigned duties. There will be no retaliation against an employee who, in good faith, refuses to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is or files a request for a Rehabilitation and Return grievance pursuant to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedthis article.
Appears in 1 contract
Sources: Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The parties Company recognizes its obligation to this Collective Agreement endorse the importance of provide a safe, healthful working environment for all employees. The Union recognizes its obligation to cooperate in maintaining and improving a safe and secure healthful working environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish use their best efforts jointly to achieve these objectives. #8 SALARY RATES FOR LAID OFF EMPLOYEES As discussed during our recent negotiations, when an employee is laid off and exercises his seniority rights into another classification, it is the intent of the Company to meaningfully discuss the salary rate to be applied to such laid off employee with the appropriate member(s) of the Bargaining Committee prior to implementing the new salary rate. #9 PAID EDUCATION LEAVE In the negotiations resulting in this Agreement, the Company agreed to pay into a committee within sixty separate fund four cents (60$.04) per hour per employee for all hours worked during the life of this Agreement for the purpose of providing paid education leave for members of the bargaining unit, selected by the Union to attend courses to upgrade skills in all aspects of trade union functions. Such monies will be paid on a quarterly basis commencing May 28, l982 into a trust fund established by the National Union, C.A.W. and sent by the Company to the National Automobile Workers Paid Education Leave Training Program, ▇.▇. ▇▇▇ ▇▇▇, ▇▇▇▇ ▇▇▇▇▇, ▇▇▇▇▇▇▇. It was further agreed that selectees will be granted a leave of absence without pay for 20 days of ratification class time plus travel time. Where necessary, said leave of this agreement absence to establish be intermittent over a l2 month period from the scopefirst day of leave. Employees will continue to accrue seniority and benefits while on leave. #l0 RECOGNITION As discussed during our recent negotiations, duties and terms it is agreed that supervisors and/or excluded persons shall not encroach upon salaried bargaining unit work to the extent that it would result in a layoff from the Salaried Bargaining Unit. #ll TECHNOLOGICAL CHANGE When the Company is considering the introduction of reference technological change affecting members of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace InvestigationBargaining Unit, the Union shall have the right to request the investigation be conducted by an individual from outside the work sitenotified and kept up-to-date as new developments arise and modifications are made. The Employer shall give all due reasonable consideration Company agrees to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant provide for continuing consultation and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary co-operation with the Union if in respect to relocation and/or retraining of employees who are displaced as a result of the introduction of new technology or modification of existing equipment . #12 RECALL Employees laid off from the Bargaining Unit must indicate the classification(s) within the Bargaining Unit they wishwould be willing to be recalled to. 7A05 At The employee must be qualified to perform the request of a nurse, work in the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(esindicated classification(s) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canadaan efficient manner. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse Job vacancies will be supernumerary in nature when reasonably possible. The Union shall be notified offered to those employees so indicating, by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If requiredseniority, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the above qualifications, prior to a new hire. #13 PART TIME STATUS As discussed during recent negotiations and for the life of this Agreement, the Company agrees there will be no reduction of Salaried Bargaining Unit employees to part time status unless mutually agreed to by the Company and Union’s concurrence. Where appropriatePart time being defined as anything less than 40 regularly scheduled hours per week. Additionally, by agreement between the Employer Company and the UnionUnion will meet within 30 days to explore and implement options that will add meaningful work to otherwise underutilized employee(s). #14 UNION REPRESENTATIVE PAY Effective with the ▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ Election the following will replace the existing Article 6.01: The Union will be represented by two (2) Committeepersons, job postings may be waived.one
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse In accordance with the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with Act the Workplace Safety and Health Act, the Employer Board agrees to make reasonable carry out its duties and proper provisions responsibilities to provide a safe and healthful workplace. The Board and the Bargaining Unit agree that the Guidelines for the maintenance Structure and Function of a high standard of health the School Joint Health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation be attached to the Collective Agreement for information. A certified Health and Safety representativefrom the purpose of ensuring health Occasional Teachers’ Branch shall have release time to attend Joint Health and safety in Safety Committee meetings and do the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed required inspections as outlined by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Joint Health and Safety Committee. Such policy The certified Health and Safety representative shall address be paid at current daily rate when performing the issue duties as per Article Dated at Hamilton this of communication strategiesMay, which will include signageON BEHALF OF THE UNION ON BEHALF OF THE BOARD RE: Joint Committee re Workload of a Short Term Occasional Teacher Effectivedate of ratification the parties agree a working committee be established to make recommendationson the workload of a Short Term Occasional Teacher. The Employer’s Respectful Workplace policy Committee shall include be comprised of three representativesfrom administration and three representatives from District Secondary Occasional Teachers. The mandate of the committee is to make recommendationsto their respective parties on the workload taking into consideration the following factors: government announcements regarding the funding model and workload provisions of teachers a commitment fair and equitable workload the regarding the workload of teachers the operational needs of secondary schools. The committee will report their findings and recommendations to conclude their respective parties by May The timelines may be extended by mutual consent of the investigation parties. As soon as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nursethe findings and recommendationsare made known to the respective parties, the Employer shall notify the Union parties agree to meet forthwith to negotiate a resolution to this matter. Dated at Hamilton day of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace InvestigationMay, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.ON BEHALF OF DISTRICT
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 8.01 The parties to this Collective Agreement endorse Union and the importance of Employer shall cooperate in promoting a healthy and safe and secure occupational environment, in which nurses must work. .
8.02 The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make all reasonable and proper provisions for the maintenance of a high standard standards of health and safety in the workplace workplace, including a properly lighted, heated, ventilated and will provide safety air-conditioned working environment. The Employer shall comply with all applicable federal, provincial and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring municipal health and safety legislation and regulations.
8.03 The CAUT office will close:
(a) at the discretion of the Employer, in the workplace case of severe winter storm conditions that make traveling to work difficult or unsafe; or
(b) in the case of a breakdown in office air-conditioning, heating or ventilation which results in temperature conditions which falls below the lower limit (i.e. l8°C) set by the Ontario Occupational Health and Safety Act or exceeds 28°C for at least four consecutive hours of the identification working day. In the event the CAUT office closes for any of the above reasons, there will be no loss of pay as a result.
8.04 The CAUT office is a non-smoking area. Employees shall not smoke within the building or within 10 meters of the building.
8.05 Issues of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will shall be provided dealt with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety CommitteeCommittee constituted as provided for under the Ontario Occupational Health and Safety Act. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt After each meeting of the complaint. Where Joint Health & Safety Committee, it shall issue a report to each of the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union Parties.
8.06 Any Employee shall have the right to request the investigation be conducted by an individual from outside the refuse or stop any work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, considered unsafe or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) hazardous in accordance with the Canadian Immunization Guide from terms, procedures and conditions of the Laboratory Centre for Disease for Ontario Occupational Health Canadaand Safety Act as amended in 2001(O-DL). All reasonable efforts should There shall be made no loss of salary or seniority provided that the Employee continues to provide immunization(s) to perform the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return under alternative, safe conditions.
8.07 No Employee shall be required to work on any job or operate any piece of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI equipment until he/she has received training and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. instructions.
8.08 The Employer shall include the Union in the initial meeting consult with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions Joint Health and limitationsSafety Committee for recommendations on safe implementation before introducing new equipment, technological changes, or undertaking renovations. If required, the Employer The Joint Health and Safety Committee shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedprovide its recommendations in a timely fashion.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of 8.1 Cheap as Chips recognises that providing a safe and secure environmenthealthy workplace for employees, contractors and other visitors to Cheap as Chips sites, involves proactive management and monitoring of
a) Workload;
b) Mental health and wellbeing;
c) The prevention of violence and harassment;
8.2 Cheap as Chips will promote the mental health of its employees as a way of building workplace morale and support, acknowledging that a healthy workplace promotes good relations and more beneficial customer interactions.
8.3 Cheap as Chips will not tolerate violence and harassment either by employees or by members of the public and will provide employee training in which nurses must work. The parties dealing with customer abuse and violence.
8.4 Cheap as Chips will work together ensure all reasonably practicable measures have been taken to control risks to safety in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make Cheap as Chips workplaces.
8.5 Employees will take reasonable and proper provisions for the maintenance care of a high standard of their own health and safety in and reasonable care not to do anything that could hurt others. Employees will follow Cheap as Chips’ workplace health and safety policies, reasonable directions and rules, including abiding by safe work practices and the workplace requirements for the reporting of injuries and will provide incidents, including to the relevant manager.
8.6 As soon as practicable after a decision is made to renovate a store, Cheap as Chips shall notify all affected employees. Cheap as Chips shall take appropriate action to minimise or where possible eliminate any risks to employee health and safety and personal protective equipment where required and install safety devices where necessaryduring renovations. 7A03 The Workplace Safety and Health Committee Employees shall cooperate with Union representation for Cheap as Chips’ reasonable directions during renovations to minimise risks within the purpose of ensuring workplace.
8.7 Where Cheap as Chips have workplace health and safety representatives (HSRs) who require training under relevant legislation laws, Cheap as Chips will provide paid leave to HSRs to attend training.
8.8 Cheap as Chips shall, where possible, provide hand sanitiser and/ or other materials when appropriate for employee use in stores to minimise the risk of spreading infectious diseases.
8.9 Nothing in this clause is intended to detract from any obligation Cheap as Chips has under any applicable state/ territory workplace and the identification of health and safety hazards. On laws.
8.10 Shift ending after dark or escorts to cars
a) Employees completing their shift at a late time (after dark) may:
(i) be encouraged to leave the store in the company of other employees to give an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support element of security through the Critical Incident Stress Response numbers; and
(CISRii) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience irrespective of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAPsubclause 8.10(a), funded request an escort to their car after finishing work (such a request will not be unreasonably refused by PCOC, ▇▇▇▇▇ as Chips).
b) Cheap as Chips recognises that employees who drive to work want safe and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no secure car parking without cost to the nurseemployee. Cheap as Chips will, vaccination(sprovide free and safe car parking to employees, where possible and promote free car parking for staff where it can.
c) and/or immunization(sWhere concerns arise regarding access to free safe car parking the SDA may request a meeting with Cheap as Chips to resolve.
8.11 Free Safe Car parking
a) Defend free, safe car parking entitlements where they presently exist;
b) Advocate their introduction where they presently do not exist. In doing so it is acknowledged that the achievement of this may be unlikely and is generally beyond the control of Cheap as Chips;
c) Secure where possible free, safe car parking entitlements for occupational illness(esemployees in new shopping centre developments; and
d) Oppose any increase in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canadaexisting fees, which apply to employees. All reasonable These efforts should be made may include, but are not limited to:
(i) Joint approaches to provide immunization(scentre management in shopping centres where Cheap as Chips is a tenant;
(ii) Objecting to any specific development application by shopping centre owners or developers to introduce paid parking arrangements to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation extent that fees may apply to employees;
(iii) Negotiating and Return re-negotiating lease clauses which limit the landlord’s ability to Work Program - The Employer agrees to actively participate introduce paidparking for employees; and
(iv) Supporting Government legislation or Ministerial actions aimed at providing secure, free and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting safe car parking for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.Employees
Appears in 1 contract
Sources: Enterprise Agreement
HEALTH AND SAFETY. 7A01 The parties 22.1 In all matters relating to this Collective Agreement endorse health and safety, the importance of a safe University and secure environment, in which nurses must workits Staff will comply with relevant legislation and statutory requirements. The parties University will work together in recognizing commit sufficient funding to meet health and resolving Occupational safety requirements. Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance Representatives
22.2 The responsibilities of a high standard of elected health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring representatives (e.g., participation on health and safety advisory groups) will be taken into account by their Supervisor when determining their workloads.
22.3 Where, in the workplace course of their employment, a Staff Member engages in duties and/or workplaces that expose them to hazardous substances and materials, and/or dangerous work practices the identification of health and safety hazards. On an annual basis University may require the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policyStaff Member to undergo regular medical examinations and, security/response plans and all other applicable policies and regulationswhere necessary, receive immunisation against infectious diseases. The Employer University will make available where it exists, support through meet the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience cost of their duties/workplace, and/or upon request medical assessments and immunisations required under this Agreement. Copies of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, medical reports and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer medical tests will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the UnionUniversity and relevant Staff. Independent Medical Examination
22.4 Where the University believes that a Staff Member’s illness or injury is impacting their attendance or performance at work, and shall be reviewed annually or that of the Staff Member’s colleagues, the University may require a Staff Member to undergo an independent medical examination. A statement setting out the inherent duties performed by the Workplace Health Staff Member will be provided to the medical practitioner to assist in the assessment.
22.5 The University will nominate a medical practitioner to conduct the medical examination at its expense and Safety Committee. Such policy shall address the issue of communication strategies, which will include signageprovide written notice that a medical examination is required. The Employer’s Respectful Workplace policy shall include University will provide a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt copy of the complaint. Where medical report to the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. Staff Member.
22.6 The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the medical report will be shared by used to inform the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision development of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of illplan (or an amended plan depending on the circumstance).
22.7 If the medical report, injured or disabled nurses even when they are not covered under the D & Rreferred to in sub-clause 22.5 and 22.6 above, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood finds that the nurse will reimburse the Employer once their claim is accepted. Any such nurse Staff Member will be supernumerary in nature when reasonably possible. The Union shall be notified by unable to perform the Employer if there is inherent requirements of their substantive position within a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include 12- month period, then the Union in the initial meeting with the nurse to review University may treat this report as satisfying the provisions of sub-clause 55.5 of this Agreement relating to Termination on the program Grounds of Incapacity. Provision of Uniforms and Personal Protective Equipment/Clothing
22.8 If Staff are required to ensure that use or wear protective equipment and/or clothing as part of their employment, this will be provided, maintained, replaced and, where appropriate, laundered or dry cleaned at the work designated expense of the University. Staff will not be paid an allowance instead of being provided with laundry, dry cleaning or replacement of clothing.
22.9 The University will supply safety equipment and/or protective clothing as required under relevant legislation.
22.10 Staff provided with items of clothing or safety equipment will be required to wear or use these items whilst performing the duties for which it has been provided.
22.11 Any clothing provided to Staff will remain the property of the University and must be returned if the Staff Member resigns or their employment is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) terminated.
22.12 The University will consult with the Union and the nurse and may proceed without the Union’s involvement subject Staff prior to the Union’s concurrencepurchasing or replacement of uniforms and safety equipment. Where appropriate, by agreement between the Employer Staff Amenities and the Union, job postings may be waivedFacilities
22.13 The University will maintain rooms for Staff who become ill at work or who are breastfeeding or expressing milk.
Appears in 1 contract
Sources: Employment Agreement
HEALTH AND SAFETY. 7A01 The parties
20:01 UTS is committed to this Collective Agreement endorse the importance prevention of illness and injury through the provision and maintenance of healthy and safe conditions on its premises. UTS endeavours to provide a safe hazard-free environment and secure minimize risks by adherence to all relevant legislation, and where appropriate, through development and implementation of additional internal standards, programmes and procedures.
(a) UTS requires that health and safety be a primary objective in every area of its operation and that all persons utilizing UTS premises comply with procedures, regulations and standards relating to health and safety.
(b) UTS shall acquaint its employees with such components of legislation, regulations, standards, practices and procedures as pertain to the elimination, control and management of hazards in their work and work environment. Employees shall work safely and comply with the requirements of legislation, internal regulations, standards and programmes and shall report hazards to their immediate Supervisor or designate, in the interests of the health and safety of all members of the community.
(c) UTS recognizes the right of workers to be informed about hazards in the workplace, to be provided with appropriate training, to be consulted and have input, and the right to refuse unsafe work in accordance with the Occupational Health & Safety Statute Law Amendment ▇▇▇ ▇▇▇▇, c.11, ss 1-18, enacted June 1, 2011, where there is an immediate danger to their health and safety or health and safety of others.
(a) The Union shall elect or appoint at least one (1) bargaining unit employee as a worker member to the building where bargaining unit members are employed and participate in a joint health and safety committee consisting of employer and employee representatives from amongst the occupants of the building which nurses must work. The parties will work together in recognizing UTS currently utilizes (which committees have the responsibilities of Joint Health and resolving Safety Committees under the Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act), the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of or such further department or building joint health and safety committees if established in the workplace future.
(b) UTS will continue to respect the functions and guidelines established for the Joint Health and Safety Committee.
(c) A worker member appointed or elected by the Union to the above-noted Joint Health and Safety Committees may become a certified worker representative on the Committee if requested by the Union. UTS agrees to pay the costs for the core certification program provided by the Workers Health and Safety Centre.
(d) Bargaining unit employees on the Health and Safety Committees will provide safety suffer no loss of regular straight-time pay for time required to carry out their responsibilities. Bargaining unit employees on the Health and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and to their Supervisors in the parties shall meet to discuss what options are event their responsibilities will require them to be implemented to continue provision of similar support to nurses. The Employer away from their regular work.
(e) UTS confirms that it will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, workplace inspections are conducted as required by agreement between the Employer and the Union, job postings may be waivedOHSA.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse Employer shall take all reasonable precautions for the importance safety and health of a safe all employees employed in its facilities and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational be especially mindful of its duty under the Health and Safety issues. 7A02 In accordance with at Work Act 2015 (HSWA), which requires that employees have the Workplace Safety and Health Act, opportunity to be involved in the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard development of health and safety in the workplace and will provide procedures. Employees must comply with all occupational safety and health statutory obligations (and any other relevant legislation that may apply from time to time), Employer policies, procedures, rules and any special work requirements while carrying out work for the Employer. Employees must report all incidents and near misses to the Employer immediately after the incident has occurred. Employees must wear the personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate clothing with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and which they have been issued at all other applicable policies and regulationsappropriate times. The Employer may, as required and at its discretion, amend its Health and Safety policy to take into account current legislation, changes in work practice and improvements in safety techniques and equipment. Employees will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses involved in the bargaining unitdevelopment of such policy changes. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There Each facility shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace have an elected Health and Safety Committee. Such policy shall address INDUSTRIAL RELATIONS COMMITTEE Consultation and participation: The parties to this Agreement commit themselves to a process by which the issue feelings and interests of communication strategies, employees are regularly taken into consideration by management and by which will include signageinformation is shared. The purpose of this process is: To provide mutual opportunities for the parties to this Agreement to discuss and explain at all levels their respective objectives and opinions. To provide employees with opportunities to participate in the decision-making process by providing access to information and opportunities for input. Accordingly, the parties to this Agreement agree to continue to explore ways in which consultation and participation at all levels can be improved. Industrial Relations Committee: There shall be an Industrial Relations Committee (“the Committee”) established in the workplace of not less than two employees, who shall be elected annually by the employees covered by this Agreement. The function of this Committee will be: Promote and ▇▇▇▇▇▇ harmony, co-operation and communication in the work place through consultative and participative processes between the Employer’s Respectful Workplace policy , their employees and their union. Discuss and prove the facts of the problems of the employees, and after such discussions, present the problems and possible solutions to the management of the Employer. Compile matters to add to the agenda of the regular monthly employee meetings held by management of the Employer. This portion of the agenda will be chaired by the Committee who will act as spokespeople for the other employees. Liaise with the appropriate union where necessary, especially if disciplinary matters are involved. The management of the Employer and the Committee shall include a commitment meet regularly, no less than two-monthly, but on demand if urgent problems arise. When meeting with management for the Committee meetings this time will be paid at ordinary rate. Recommendations and the work of the Committee shall not prejudice the rights of either the employees or the Employer bound by this Agreement. LOBBY LEAVE FOR DELEGATES The Employer shall grant reasonable, provided it is no greater than one hour per month, paid time off to conclude the investigation as quickly as is reasonably possibleunion delegates to organise and lobby for improved industry funding. Where a respectful workplace complaint is filed The use of this time must be subject to adequate notice. The request to utilise this “paid lobby release” must be accompanied by a nurse, written request detailing how this time will be spent and the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt anticipated outcome of the complaintlobbying. Where The parties shall review the Union has concerns regarding operation of this clause as necessary. The efficacy of this clause will be evaluated at each negotiation and therefore will have a term of expiry at the impartiality date of an Employer conducted Respectful Workplace Investigationrenewal of each Agreement. COMPANY PROPERTY Uniforms, and where necessary, aprons, and rubber gloves, shall be supplied to all employees. Safety shoes and safety equipment will be provided to employees that require it. Employees shall be provided with a secure cupboard area for the Union shall have the right to request the investigation be conducted by an individual from outside the work sitesafe-keeping of their belongings while on duty. The Employer shall give provide all due reasonable consideration to tools required by maintenance and gardening employees, or, if such request. If a Respectful Workplace Investigation equipment is conductednot supplied, a report an allowance of findings, or a summary $5.00 per week shall be paid for the use of the report will be shared personal provision of these necessary items. Where uniforms or other equipment are supplied by the Employer with Employer, these items continue to be the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and property of the Employer shall provide and are required to be returned at the rationale for the provision termination of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(esemployment (or shortly thereafter) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation condition, given fair wear and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nursetear. The Employer may make a deduction from the wages or final pay of an employee who fails to return or account for uniforms or, other Employer property with which the employee has been issued. The rate of deduction shall include be the Union in the initial meeting with the nurse to review the provisions cost of the program to ensure that the work designated is within their restrictions item not accounted for after due allowance has been made for reasonable fair wear and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedtear.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties Company recognizes its obligation to provide a safe, healthful working environment for all employees and therefore will: as a adhere to all current legislation and regulations requirements which apply during the terms of this Agreement to this Collective Agreement endorse the importance of plant in relation to health and safety. appoint a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issuesCoordinator. 7A02 In accordance with the Workplace Create a Health and Safety Committee composed of Company Health and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessarySafety Coordinator rotating Company appointees. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazardsrepresentatives per one plant committee representative. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there two co-chairpersons shall be a dedicated mental health support unit (over selected, one by and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to from the Union, and shall be reviewed annually one by and from the Workplace Company. Post names and titles of members of the joint health and safety committee on appropriate bulletin boards. Maintain all necessary records and files required per above legislation, plus per investigations, testing and other functions of the Health and Safety Coordinator and thejoint Health and Safety Committee. Such policy shall address All such records will be maintained by the issue Health and Safety Coordinator with access readily available to the joint Health and Safety Committee. Copies of communication strategies, which data or files for tests or examinations done on specific employees will include signagebe supplied to the employee his physician if the employee submits a written request to the Company. The Employer’s Respectful Workplace policy shall include a commitment Formulate and publish from time to conclude rules and regulations regarding the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify safe operation and use of or equipment and will inform the Union of such complaint no later than ten rules and regulations prior to implementation. We come ggesti on from emp oyee regarding improvements in conditions considered to be of a hazardous nature. As required by legislation or further as deemed necessary by the company, where the nature of a task requires special clothing, provide such clothing unless otherwise stated in this Agreement. i pay the cost of safety boots to a of seventy five dollars (10$75.00) business days following receipt effective June and effective June to a maximum of eighty dollars and effective June to a maximum of eighty-five dollars ($85.00). One pair of shoes per year for employees who have completed the probationary period where it is a requirement of the complaintjob to wear safety shoes. Where Employees who are required to wear safety shoes will be entitled to a second allowance per year provided shoes have been or out during the course of their employment. Provide that Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary representatives of the report Health and Safety Committee will be shared by not suffer loss of pay while out the Employer with specified duties of the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possibleCommittee. The Union shall be notified by recognizes its obligation to cooperate in maintaining a safe and healthful working environment and therefore agrees to use their best efforts jointly with the Employer if there is a request for a Rehabilitation and Return Company to Work Program for a nurseachieve this environment. The Employer shall include the Union in the initial meeting with the nurse to review the provisions functions of the program to ensure that the work designated is within their restrictions joint Health and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and Safety Committee may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, be changed by agreement between the Employer and the UnionUnion and presently include: Meet monthly at a agreed time and place to review, job postings may and participate in the of plant safety education, information programs, and employee related safety training programs. at least monthly inspections of the Plant to review health and safety conditions within the Plant and recommend changes as deemed necessary or desirable. Accompany the government Health and Safety Inspector during his regular inspection. Review all incidents of serious or potentially serious injuries resulting from work-related accidents and recommend improvements to avoid similar future incidents. The Company will bear the full cost of the first pair of approved prescription safety glasses for the employee to a maximum of one hundred and thirty dollars ($130.00) in any twenty-four (24) consecutive months. Glasses conform with Industrial Safety Glasses Standards. The Company will assume the cost of replacement of safety glasses if they are damaged on the job. The Company and the Union recognize the advantage of Management representatives and Union representatives meeting together to discuss problems of general interest and working conditions in the Company Management and the Plant Committee shall monthly unless the parties mutually agree to defer Employees who are required to attend a “Labour-Management Committee” meeting with representatives of the Company during regular working hours shall be waivedpaid for the time spent at their current regular hourly wage rate.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 27.01 The parties agree to this Collective Agreement endorse co-operate in the importance promotion of safe work habits and safe working conditions, and to adhere to the provisions of the Workers Compensation Act and other applicable legislations.
27.02 The Employees agree that a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Joint Occupational Health and Safety issuesCommittee will be established. 7A02 In The Committee shall govern itself in accordance with the Workplace provisions of the Industrial Health and Safety Regulations made pursuant to the Workers’ Compensation Act. The Committee may be structured so as to include representatives from all Employers and Health Act, their employees at the Employer agrees facility. The Union will elect or appoint its own representative to make reasonable and proper provisions for this committee.
27.03 Employees who are members of the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for be granted leave without loss of pay or receive straight time regular wages while attending meetings of the purpose joint committee. Employees who are members of ensuring health the Committee shall be granted leave without loss of pay or receive straight time regular wages to participate in workplace inspections and safety in accident investigations at the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or Committee pursuant to the manager on behalf WCB Industrial Health and Safety Regulations.
27.04 No employee shall be disciplined for refusal to work when excused by the provisions of the nurse. Workers’ Compensation Act and regulations.
27.05 Where the EmployerOccupational Health and Safety Committee determines that it is necessary to obtain information on its role and responsibility, does not currently maintain a CISR teamit shall use the resources of the Workers’ Compensation Board and/or the Occupational Health & Safety Agency. The committee will increase the awareness of all staff on such topics as: workplace safety, they shall provide the Union safe lifting techniques, dealing with the specifics of how nurses are provided support similar to that provided by CISR teamsaggressive patients/residents, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible WHMIS and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature role and function of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Occupational Health and Safety Committee. Such policy shall address The committee will ▇▇▇▇▇▇ knowledge and compliance with the issue of communication strategiesIndustrial Health and Safety Regulations by all staff.
27.06 The Employer will provide orientation and/or in-service, which will include signageis necessary for the safe performance of work, including universal precautions, the safe use of equipment, safe techniques for lifting and supporting patients/residents and the safe handling of materials and products. The Employer’s Respectful Workplace policy shall include Employer will also make readily available information, manuals and procedures for these purposes. The Employer will provide appropriate safety clothing and equipment.
27.07 When the Employer is aware that a commitment to conclude the investigation as quickly as is reasonably possible. Where resident has a respectful workplace complaint is filed by a nursehistory of aggressive behaviour, the Employer shall notify will make such information available to the Union of such complaint no later than ten (10) business days following receipt employee.
27.08 An employee refusing, without sufficient medical grounds, to take medical or x-ray examination at the request of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findingsEmployer, or a summary to undergo vaccination, inoculation and other immunization when required, may be dismissed from the service of the report will be shared Employer. Medical exams, x-rays, vaccinations, inoculations or other immunizations required by the Employer with shall be at the complainant and respondent nurse(s). Employer’s cost.
27.09 Where a summary is provided, rather than the full report the Union may request and the Employer or Occupational Health and Safety Committee identifies high risk areas which expose employees to infectious or communicable diseases for which there are protective immunizations available, such immunization shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, be provided at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedemployee.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of agree that a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving joint Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsestablished. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they Committee shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) govern itself in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program Occupational Health and Safety regulations made pursuant to ensure that the work designated is within their restrictions and limitations. If requiredWorkers' Compensation Act, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse Workers Compensation (Occupational and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriateSafety) Amendment Act, by agreement The Committee shall be as between the Employer and the Union, job postings and with each party appointing its own representatives. Each party shall have equal representation with a minimum of two (2) representatives each. COLLECTIVE AGREEMENT April March The Employer and the Union agree to cooperate in the promotion of safe working conditions, the prevention of accidents, the prevention of workplace injuries and the promotion of safe workplace practices. Meetings of the Occupational Health and Safety Committee shall be held monthly, and more often, if necessary. Employees who are members of the Committee shall be granted leave without loss of pay or receive straight time regular wages while attending meetings of the joint Committee. Employees who are members of the Committee shall be granted leave without loss of pay or receive straight time regular wages to participate in workplace inspections and accident investigations at the request of the committee, pursuant to the Occupational Health and Safety Regulations Each regional office shall be entitled to its own Occupational Health and Safety member. Regional members of the Committee shall be granted the right to attend the Committee meetings semi-annually. Such meetings shall be scheduled in coordination with staff meetings whenever possible. Regional members of the Occupational Health and Safety Committee shall be granted leave of absence without loss of pay or benefits The Occupational Health and Safety Committee shall have as part of its mandate the jurisdiction to receive complaints or concerns regarding workload problems (including excessive workload) and those which are health or safety related, the right to investigate such complaints and the right to define the problem and make recommendations for a solution. The Committee shall make a determination and/or recommendation with respect to the foregoing within days of being aware of the issue. If, after twenty-one (21) days following the issuance of recommendations, the Staff Union is not satisfied with the Employer's response, it may refer the matter for the Industry Troubleshooter for a written recommendation. The Employer confirms that this provision is arbitrable. Where the Occupational Health and Safety Committee determines that it is necessary to obtain information on its role and responsibility, it shall use the resources of the Workers' Compensation Board. The Committee will increase the awareness of all staff on such topics as: workplace safety, safe lifting techniques, and the role and function of the Occupational Health and Safety Committee. The Committee will ▇▇▇▇▇▇ knowledge and compliance with the Occupational Health and Safety Regulations by all staff. The Employer shall be waivedinformed by the Occupational Health and Safety Committee of its recommendations on ergonomic adjustments and on measures to protect pregnant employees as far as occupational health and safety matters are concerned. COLLECTIVE AGREEMENT /April March Staff Union Health and Safety representatives shall have the right to participate in the monitoring of the safety of the workplace and to accompany Government Inspectors on inspection tours. Bulletin boards located in a conspicuous place of access to the employees shall be supplied by the Employer for the use of the Staff Union. The Union shall use these for the posting of business only.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate operate with Union representation for the purpose of ensuring health and safety in performing the workplace and the identification of health and safety hazards. On an annual basis duties assigned to such a committee under the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unitAct. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying abuse of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying abusive shall report this to the immediate supervisor. The Employer shall notify the Union shall, within ninety-six (96) hours after of receipt of this report, advise the Union as to the name of the complainant and the date of receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there There shall be a policy supporting a Respectful Workplace and zero tolerance of staff abuse which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and & Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request possible and that the investigation process itself will be conducted by in an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wishimpartial manner. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, the following vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with – Tetanus and diphtheria (Td or Tdap), Hepatitis B and Influenza or any other vaccination recommended by the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hoursProvincial Medical Officer of Health. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the implement a rehabilitation and return to work of illprogram to support nurses with illness and/or injuries, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI both occupational and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possiblenon-occupational. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Upon the request of the affected nurse, the Employer shall include the Union in the initial meeting and any subsequent (progress) review(s) with the nurse to review the provisions of the program to ensure that the work designated is within their her/his restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by By agreement between the Employer and the Union, job postings may be waived. 7A07 Basic pay or equivalent time off will be granted to nurses appointed by the Union to attend meetings of the Workplace Safety and Health Committee or to perform such other duties as may be specified in the Workplace Safety and Health Act or prescribed by regulation. In accordance with the Workplace Safety and Health Act, a nurse is entitled to take time off from her/his regular work duties in order to carry out her/his duties as a committee member under this Act and the regulations. The nurse shall be paid by the Employer at her/his regular or premium pay, as applicable, for all time spent carrying out her/his duties as a committee member under this Act and the regulations. Upon application, each nurse on the Workplace Safety and Health Committee shall be granted paid educational leave in accordance with the Workplace Safety and Health Act.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 24.01 The parties agree to this Collective Agreement endorse co-operate in the importance promotion of a safe work habits and secure environment, in which nurses must work. safe working conditions and adhere to the provisions of the Workers Compensation Act and other applicable legislation.
24.02 The parties will work together in recognizing and resolving agree that a Joint Occupational Health and Safety issuesCommittee will be established. 7A02 In The Committee shall govern itself in accordance with the Workplace provisions of the Occupational Health and Safety Regulations made pursuant to the Workers' Compensation Act. The Committee may be structured so as to include representatives from all Employers and their employees at the facility. The Union will elect or appoint its own representative to this Committee.
24.03 Employees who are members of the Committee shall be granted leave without loss of pay or receive straight-time regular wages while attending meetings of the Committee or to participate in workplace inspections and accident investigations at the request of the Committee pursuant to the Occupational Health Actand Safety Regulations.
24.04 Where the Committee determines that it is necessary to obtain information on its role and responsibility, it shall use the resources of WorkSafeBC. The committee will increase the awareness of all staff on such topics as: workplace safety, safe lifting techniques, dealing with aggressive patients/residents, WHMIS and the role and function of the Committee. The committee will ▇▇▇▇▇▇ knowledge and compliance with Occupational Health and Safety Regulations by all staff.
24.05 No employee shall be disciplined for refusal to work when excused by the provisions of the Workers' Compensation Act and regulations.
24.06 The Employer will provide orientation and/or in-service, which is necessary for the safe performance of work, including universal precautions, the Employer agrees to make reasonable safe use of equipment, safe techniques for lifting and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace supporting patients/residents and the identification safe handling of health materials and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsproducts. The Employer will also make readily available where it existsinformation, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, manuals and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nursesprocedures for these purposes. The Employer will communicate to members provide appropriate safety clothing and equipment.
24.07 When the option to activate CISR as well as provide Employer is aware that a resident has a history of aggressive behaviour, the Employer will make such information as available to the nature employee.
24.08 An employee refusing, without sufficient medical grounds, to take medical or x-ray examination at the request of the support provided by Employer, or to undergo vaccination, inoculation and other immunization when required, may be dismissed from the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days service of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to Medical exams, x-rays, vaccinations, inoculations or other immunizations required by the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there Employer shall be a policy supporting a Respectful Workplace at the Employer's cost.
24.09 Where the Employer or the Committee identifies high risk areas which expose employees to infectious or communicable diseases for which there are protective immunizations available, such immunization shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedemployee.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 (Also refer to provisions of National Agreement: Section 1 [I & J])
50.1 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard appropriate standards of health and safety in the workplace work place, to promptly review unsafe conditions brought to its attention, and will provide safety and personal protective equipment where required and install safety devices where to correct them as necessary. 7A03 The Workplace Safety employees acknowledge their responsibility to observe safety policies and Health Committee shall cooperate with Union representation for procedures established by the purpose of ensuring health Employer or mandated by state or federal laws or regulations related to employee’s job or work area. The Employer acknowledges its’ responsibility to appropriately train all employees regarding the Employer’s safety policies, procedures, and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, securitystate/response plans and all other applicable policies federal laws and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall employees have the right to request give input into the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary safety program of the report will be shared by Employer. In the Employer with event an employee believes that an unsafe condition exists, he/she shall first bring the complainant and respondent nurse(s)situation to the attention of his/her supervisor. Where a summary is providedIf, rather than after bringing the full situation to the supervisor’s attention, the employee believes the problem still exists, the employee may then report the Union may request condition, in writing, to the Safety Committee and the Employer shall provide will take whatever appropriate action it determines necessary to resolve the rationale situation.
50.2 Placement of Bargaining Unit Injured Worker (Also refer to provisions of National Agreement: Section 1 [J] [1 & 2]) A member of the bargaining unit who has a compensable injury or for whom the Employer has a job placement obligation or such obligation under the Americans with Disabilities Act (ADA) and can no longer perform the duties of his/her regular employment will be offered suitable employment for which the employee is qualified after reasonable Employer paid training and/or orientation, having the same rights as a Bargaining Unit member in a permanent Reduction in Force to open position based on seniority. An employee who is returned to work in a temporary assignment, as designated by the Integrated Disability Management Program, will continue membership in their original bargaining unit, will accrue seniority as defined in the Collective Bargaining Agreement, and will pay dues and fees to their current union. When it is determined an employee with an accepted Workers Compensation claim may not return to their job due to permanent disability/work imitations but is able to perform work with the employer in a different position and/or job title, the employee will be awarded an available and suitable job for which they are qualified. When it is determined an employee who has a non-occupational injury or illness may not return to their job due to permanent disability, the employee will be awarded an open and appropriate job for which they are qualified as part of the normal job bidding process for the provision of a summary rather than open position, recognizing the full reportcontractual seniority provisions. The complainant and respondent may share In both circumstances the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse employees will be supernumerary in nature when reasonably possiblegiven preference for placement over outside applicants. The Union shall be notified by At such time as the Employer if there employee is permanently placed into a request for new position, they will become a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions member of the program to ensure new bargaining unit and will assume all rights and responsibilities of that the work designated is within bargaining unit position, without loss of seniority as defined by their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedprevious bargaining unit position.
Appears in 1 contract
Sources: Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The parties 20.1 CP and the employees covered under this Agreement recognize their respective obligations to this Collective Agreement endorse the importance of a safe and secure environmentcontinue to maintain, in accordance with applicable local, state and federal laws, the safety and sanitary conditions which nurses must workare necessary to protect and preserve the health and safety of employees and clients. The parties Executive Director, or his/her designee, shall receive all health and safety concerns. In the event that an employee believes that a health and safety concern exists, s/he shall report it to the Executive Director, or his/her designee. The Agency shall respond to reports of health and safety concerns, in writing, within seven (7) calendar days to both the Union Stewards and the employee who reported the concern. The Agency shall maintain its vehicles in accordance with applicable laws and regulations. Cutchins shall establish emergency policies/procedures and will work together in recognizing update and resolving Occupational Health and Safety issues. 7A02 review with all staff annually.
20.2 In accordance with the Workplace Safety and Health Actcurrent "Policy Regarding the Use of Physical Restraint,” no employee shall be expected to become involved in the restraint of a client unless s/he has reasonable confidence that the intervention will be safe for all parties involved.
20.3 Whenever an employee is injured during the course of their work hours, the Employer agrees to make reasonable and proper provisions for Agency fully believes that the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer employee should obtain medical care.
20.4 CP and the Union agree acknowledge the possibility that no form employees may be physically injured during the course of abusetheir work. Whenever an employee requires immediate emergency medical care, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request leave work and have the investigation be conducted needed medical care. When medical care is desired or required by an individual from outside employee, but is not an emergency in nature, the work site. The Employer Educational Coordinator or the Program Director shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary weigh the client population's needs and the medical needs of the report employee; as soon as it is deemed programmatically appropriate and feasible, the employee shall have the right to leave work and obtain the necessary medical care. Such decisions shall not be capricious or arbitrary. In the event that an employee must leave their duties to obtain medical care under this article, other school staff will provide necessary client coverage until a substitute can be shared acquired.
20.5 Employees who are injured during the course of their work at the Agency and are deemed by the Employer with Educational Coordinator or the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision Program Director to be in need of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse medical care during their regularly scheduled work hours shall be paid for the balance of those hours they were regularly scheduled to work on the day they were injured and shall not be required to use their accrued Sick Leave benefits to cover those un-worked hours. 7A06 Rehabilitation Employees who provide the Executive Director with a written doctor's statement which stipulates that the employee cannot work due to injuries sustained while working at the Agency nor carry out any modified duties at the Agency, and Return who have completed the required paperwork for the Workers Compensation insurance, shall be paid (as discussed below) for any subsequent regularly scheduled work hours they miss due to Work Program - The Employer agrees said injuries. Until the Agency’s Workers Compensation Insurance begins to actively participate and facilitate cover the rehabilitation and return to work of ill, injured or disabled nurses even when they are not employee's lost wages (as covered under the D & R, WCB or MPI programsWorkers Compensation policy in effect at the time of the injury) employees will access their accrued sick leave benefits. For clarity, where An employee who has insufficient accrued sick leave prior to an absence caused by a nurse work injury will be advanced future sick leave. Each subsequent month fifty percent (50%) of their accrued leave will be applied to the period of time they were out of work and paid until the total number of hours they were absent is waiting repaid. If the employee is out of work for a decision from D & R, WCB, or MPI and has been medically cleared length of time which results in the Workers Compensation Insurance covering lost wages back to return to workthe first day of lost wages, the Employer will pay for all return to work hours. It is understood that the nurse employee will reimburse the Employer once their claim Agency the amount of wages
20.6 In the event that the school program is accepted. Any such nurse will deemed by the Educational Coordinator or Program Director, to be supernumerary in nature when reasonably possible. The Union short of an adequate level of staffing, due to either a) staff vacancies and/or staff illness, or b) clients requiring additional staffing coverage, the routine procedures for acquiring substitutes and authorization for overtime shall be notified by the Employer if there is a request for a Rehabilitation followed.
20.7 The employees who are covered under this Agreement shall exercise their professional judgment in taking appropriate actions in situations which could be directly physically hazardous to their own or client's health and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedsafety.
Appears in 1 contract
Sources: Union Contract
HEALTH AND SAFETY. 7A01 34.1 The parties to this Collective Agreement endorse and all team members are committed to safe working practices and the importance good health of a safe all team members and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety where appropriate shall confer regarding OHS issues. 7A02 In accordance with This commitment to safety includes seeking to control workplace hazards, reducing the Workplace Safety incidence of injury and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of ensuring occupational rehabilitation processes are in place.
34.2 Bunnings will establish a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) each warehouse in accordance with the Canadian Immunization Guide from requirements of the Laboratory Centre for Disease for Health Canadarelevant State legislation. All reasonable efforts should The function of that health and safety committee will include:
34.2.1 facilitating consultation and co-operation within the team in initiating, developing and implementing measures designed to ensure the safety and health of all team members;
34.2.2 reviewing and making recommendations on work practices to ensure the safety of the team;
34.2.3 maintaining information regarding hazards that arise or may arise at the workplace;
34.2.4 consider and make such recommendations as the committee sees fit in relation to any changes or intended changes to or at the workplace that may reasonably be made expected to provide immunization(s) affect the safety and health of team members;
34.2.5 consider such matters referred to the nurse during committee by the OHS representative and perform such other functions as may be agreed with Bunnings.
34.3 Where necessary the SDA National Secretary and the Bunnings National Manager of Occupational Health and Safety, or their regularly scheduled work hoursnominees, will meet to discuss workplace safety issues.
34.4 Bunnings will arrange for OHS Representatives to attend and be paid for appropriate OHS training courses as required by State legislation. 7A06 Rehabilitation For the avoidance of doubt, nothing in this clause deals with team members bound by the Agreement receiving leave to attend training (howsoever described) provided by a trade union or requires or permits Bunnings to send a team member on paid leave to an OHS training course conducted by a trade union.
34.5 Bunnings will take steps to ensure workplace hazards are identified, assessed and Return where necessary appropriately controlled. Such steps will include hazard inspections and accident investigations.
34.6 Bunnings shall provide each warehouse team member with such safety equipment as may be reasonably necessary to Work Program - The Employer agrees enable the warehouse team member to actively participate and facilitate perform his/her duties. This will include where required the rehabilitation and return provision of adequate safety footwear.
34.7 If a team member is required to work of ill, injured or disabled nurses even when they are not covered under in the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, rain the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union employee shall be notified provided with suitable waterproof clothing and, upon request by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurseemployee, with suitable wet weather footwear. The Employer Such clothing shall include be returned at the Union in the initial meeting with the nurse to review the provisions end of the program to ensure that team member’s shift.
34.8.1 Nothing in this clause shall remove, diminish or otherwise affect the work designated is within their restrictions application and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union operation of State and the nurse Territory health and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedsafety laws.
Appears in 1 contract
Sources: Bunnings Warehouse Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 10.01 The Employer and the Union agree that no form they mutually desire to maintain standards of abuse, harassment or bullying of nurses will be condoned safety and health in the workplace. Both parties will work together home in recognizing, facilitating the reporting of alleged abuse order to prevent injury and resolving such problems as they arise. There illness.
10.02 A Joint Health and Safety Committee shall be zero tolerance continued and/or established with at least 50% of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt its membership representative of the reportvarious bargaining units and of employees who are not represented by Unions and who do not exercise managerial functions.
10.03 The Committee will assist wherever possible in the promotion of safety work practices, identify and communicate to employees and the Employer potential hazards, and recommended methods of improving accident prevention programs.
10.04 The Committee shall meet at least bi-monthly, and more frequently as the need arises. Every reasonable effort will Scheduled time spent in such meetings is to be made to rectify the abusive situation to the mutual satisfaction of the partiesconsidered time worked. Any workplace injury or harmful exposure suffered by a nurse Minutes shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name taken of the affected nurse, if the nurse agrees, all meetings and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which copies shall be provided to the Employer and the Union.
10.05 One or more Committee appointed representative(s) shall make monthly inspections of the workplace and equipment and shall report to the Joint Health and Safety Committee the results of their inspection.
10.06 In the event of serious or potentially serious injury, a Committee-appointed representative shall be notified as soon as possible and shall investigate and report as soon as possible to the Committee and Employer on the nature and causes of the accident and recommend corrective action.
10.07 Furthermore, Committee representatives must be notified of an inspection by a Ministry of Labour inspector and shall have the right to accompany him on his inspection.
10.08 Scheduled time spent in all such activities shall be considered as time worked.
10.09 The Joint Health and Safety Committee and the representatives thereof shall have reasonable access to the annual summary of data from the Workers' Compensation Board relating to the number of work accident fatalities, the number of lost workday cases, the number of non- fatal cases that required medical aid without lost workdays, the incidence of occupational injuries, and shall such other data, as the Workers' Compensation Board may decide to disclose.
10.10 The Union agrees to endeavour to obtain the full co-operation of its membership in the observation of all safety rules and practices.
10.11 The Employer will use its best efforts to make all affected direct care employees aware of residents who have serious infectious diseases. The nature of the disease need not be disclosed. Employees who are not direct care employees will be made aware of special procedures required of them to deal with these circumstances. The parties agree that all employees are aware of the requirement to practice universal precautions in all circumstances.
10.12 The parties agree that if incidents involving aggressive client actions occur, such actions will be recorded and reviewed annually by the Workplace Occupational Health and Safety Committee. Such policy shall address Reasonable steps within the issue control of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return follow to work hours. It is understood address the legitimate health and safety concerns of employees presented in that forum.
(a) National Day of Mourning
(b) Take Back the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.Night
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 33.1 The parties recognize an employee's right to this Collective Agreement endorse working conditions which show respect for their health, safety and physical well-being. As a consequence, every reasonable effort shall be deployed to prevent and correct any situation and any conduct liable to compromise the importance health and safety of employees or deteriorate the work environment.
33.2 The Employer has the primary responsibility for ensuring that safe conditions prevail within the workplace and to take appropriate and effective measures, both preventative and corrective, to protect the health and safety of employees.
33.3 The PSAC, in co-operation with the Employer will encourage employees to work in a safe manner and will promote a safe and secure healthy work environment.
33.4 Employees are also responsible for taking the necessary measures to ensure their health, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal physical well-being and must inform their supervisor if a protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for device or apparatus is missing or defective or when any situation occurs which might endanger in any way either the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policyemployee, security/response plans and all another employee or any other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 person.
33.5 The Employer and the Union PSAC agree that no form work practices shall be governed by all applicable provincial legislation and regulations, this Collective Agreement and any other safe work procedures which the Employer has developed with, or ·in accordance with, the recommendations of abuse, harassment or bullying the Joint Workplace Health and Safety Committee. The Employer must develop and issue safe work procedures in consultation with the Joint Workplace Health and Safety Committee.
33.6 The Employer and the PSAC share the common intention and desire to ensure that all employees are made aware of nurses will be condoned their rights and obligations respecting health and safety contained in the workplace. Both parties will work together applicable provincial legislation and regulations as well as in recognizingthis Collective Agreement and in Safe Work Procedures of the Employer.
a) Any right or benefit, facilitating not stipulated in this Article and conferred on the reporting employees of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment the employer by any legislation or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this regulation applicable to the immediate supervisorparties in connection with health, safety or the environment of the workplace, is deemed to .be an integral part of this Article.
33.7 The Employer agrees to provide, at no expense to the employee, appropriate transportation to the nearest physician or hospital and from there to their home or place of work, depending on the decision of the attending physician, when such services are immediately required for an employee as a result of:
a) Injury on the job; or
b) a heart attack or other serious ailment which occurs on the job. The Employer shall notify the Union ninety-six (96Local of incidents of this nature.
a) hours after the receipt An employee who is pregnant, or believes they are pregnant, or who is nursing may cease to perform their job if they believe that, by reason of the report. Every reasonable effort will be made pregnancy or nursing, continuing any of their current job functions may pose a risk to rectify the abusive situation their health or to the mutual satisfaction that of the partiesfetus or child. Any workplace injury or harmful exposure suffered by a nurse shall be reported to On being informed of the Union no later than ninety-six (96) hours after the report/notification is made to cessation, the Employer. Such report to , with the Union will include the name consent of the affected nurseemployee, if shall notify the nurse agreesworkplace committee or the health and safety representative.
b) The employee must consult with a qualified medical practitioner of their choice as soon as possible to establish whether continuing any of their current job functions poses a risk to their health or to that of the fetus or child.
c) Without prejudice to any other right conferred by appropriate legislation, or by this Collective Agreement, or by any other terms and conditions of employment, once the medical practitioner has established that there is a brief description risk as described in subsection (a), the employee may continue to cease to perform their job under subsection (a)
d) For the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace period during which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurseemployee does not perform their job under subsection (a), the Employer shall notify may, in consultation with the Union of such complaint no later than ten (10) business days following receipt employee and their medical practitioner, reassign them to another job that would not pose a risk to their health or to that of the complaint. Where fetus or child.
e) The employee, whether or not they has been reassigned to another job, is deemed to continue to hold the Union has concerns regarding job that they held at the impartiality of an Employer conducted Respectful Workplace Investigation, time they ceased to perform their job functions and shall continue to receive the Union shall have the right wages and benefits that are attached to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale that job for the provision of a summary rather than period during which they do not perform the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedjob.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish convene a committee within sixty (60) days of ratification of this agreement Joint Central Discussion Group to establish the scope, duties discuss issues relating to Resident Abuse and terms of reference of the mental health support unit. 7A04 Staffing Levels.
19.01 The Employer and the Union agree that no form they mutually desire to maintain standards of abuse, harassment or bullying of nurses will be condoned safety and health in the workplace. Both parties will work together Home, in recognizing, facilitating order to prevent injury and illness and abide by the reporting of alleged abuse Occupational Health and resolving such problems Safety Act as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this amended from time to the immediate supervisortime. The Employer shall notify the Union ninety-prepare a comprehensive policy on resident handling and safe work practices within six (966) hours after the receipt months of the reportdate of settlement/award. Every reasonable effort Such policies will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Joint Health and Safety Committee. Such policy .
19.02 A joint management and employees health and safety committee shall address be constituted with representation of at least half by employees from the issue various bargaining units and of communication strategiesemployees who are not represented by unions and who do not exercise managerial functions, which will include signageshall identify potential dangers, recommend means of improving the health and safety programs and obtaining information from the employer or other persons respecting the identification of hazards and standards elsewhere. The Employer’s Respectful Workplace policy committee shall include normally meet at least once a commitment month. Scheduled time spent in such meetings is to conclude be considered time worked for which representative(s) shall be paid by the investigation Employer at his or her regular or overtime rate. Minutes shall be taken of all meetings and copies shall be sent to the Committee members. The Parties shall post a list of Health and Safety representatives. The Employer will post minutes from Health and Safety meetings in the workplace as quickly as is reasonably possiblethey become available. The Employer shall provide the time from work with pay and all related tuition costs and expenses necessary to certify the worker representative. Where an inspector makes an inspection of a workplace under the powers conferred upon him or her under the Occupational Health and Safety Act, the employer shall afford a certified committee member representing workers the opportunity to accompany the inspector during his or her physical inspection of a workplace, or any part or parts thereof. Where a respectful workplace complaint worker certified member is filed by a nursenot on-site and available, the Employer shall notify afford a worker health and safety representative if any, or a worker selected by a Union, because of knowledge, experience and training, to represent it, the Union opportunity to accompany the inspector during his or her physical inspection of such complaint no later than ten a workplace, or any part or parts thereof.
19.03 Two (102) business days following receipt representatives of the complaintJoint Health and Safety Committee, one (1) from management and one (1) from the employees, shall make monthly inspections of the work place and shall report to the health and safety committee the results of their inspection. Where The members of the Union has concerns regarding Committee who represent the impartiality workers shall designate a certified member or person who is properly trained to inspect the workplace. The employer shall provide the member with such information and assistance as the member may require for the purpose of carrying out an inspection of the workplace. In the event of accident or injury, such representatives shall be notified immediately and shall investigate and report as soon as possible to the committee and to the Employer conducted Respectful Workplace Investigationon the nature and causes of the accident or injury. Furthermore, such representatives must be notified of the Union inspection of a government inspector and shall have the right to request accompany him on his inspections. Scheduled time spent in all such activities shall be considered as time worked.
19.04 The Joint Health and Safety Committee and the investigation be conducted by an individual from outside representatives thereof shall have access to Incident/Accident Report Form required in s. 51, s. 52, and s. 53 of the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a Act and the annual summary of data from the report will be shared by WSIB relating to the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision number of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nursework accident fatalities, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work number of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to worklost workday cases, the Employer will pay for all return number of lost workdays, the number of non-fatal cases that required medical aid without lost workdays, the incidence of occupation injuries, and such other data as the WSIB may decide to work hoursdisclose. It is understood and agreed that the nurse will reimburse the Employer once their claim is accepted. Any such nurse no information will be supernumerary provided to the Committee which is confidential. This information shall be a standing item recorded in nature when reasonably possiblethe minutes of each meeting.
19.05 The Union will use its best efforts to obtain the full co-operation of its membership in the compliance of all safety rules and practices.
19.06 The Employer will use its best efforts to make all affected direct care employees aware of residents who have serious infectious diseases. The Union shall nature of the disease need not be notified by the Employer if there is a request for a Rehabilitation and Return disclosed. Employees will be made aware of special procedures required of them to Work Program for a nursedeal with these circumstances. The Employer shall include the Union in the initial meeting with the nurse to review the provisions parties agree that all employees are aware of the program requirement to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedpractice universal precautions in all circumstances.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties 43.1 Trident is committed to this Collective Agreement endorse the importance of providing a safe work environment for all Employees and secure environmentrecognises that consulting with and involving Employees in decisions affecting their workplace health and safety is necessary to achieve this outcome. Trident expects all Employees to perform their duties safely and always behave safely, in which nurses must workincluding stopping any unsafe behaviour by other Employees and reporting safety concerns and hazards.
43.2 Trident will establish or maintain a health and safety committee (HSC) at each airport. The parties At least half of the HSC will work together in recognizing be Employees that have not been nominated by Trident and resolving Occupational any Health and Safety issuesRepresentative (HSR) will be a member of the HSC if they choose. 7A02 In accordance with Trident will be represented by senior managers including those responsible for safety. The HSC will meet at least once every 3 months but may meet as often as monthly if agreed by the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of HSC. The HSC will consider health and safety issues that are common to the workplace or a work group and develop plans or procedures to resolve issues and recommend corrective actions to reduce hazards.
43.3 The HSC will negotiate with Trident how many work groups and HSRs and deputy HSRs are required for the workplace based on factors such as: the nature of the hazards and risks of the work being carried out; the areas where work is carried out; and the times where work is carried out. The union may participate in the workplace negotiation of work groups. Trident must notify Employees of the outcome of the negotiations.
43.4 HSRs are elected from the Employees within a work group. Trident will provide resources and assistance to carry out the election. HSR terms are three years. HSRs cease to be a HSR if they leave the work group, are disqualified from being a HSR, resign as HSR or a majority of member of the group agree the HSR should no longer represent them. HSRs can be re- elected. Elections are not required when the number of candidates is the same or less than the number of vacancies.
43.5 HSRs must undertake the relevant approved training course within 3 months of election. If an Employee chooses not to undertake the training within the time period, they will cease to be a HSR and will provide safety and personal protective equipment where required and install safety devices where necessaryneed to be replaced. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation Trident will pay for the purpose training and allow the HSR paid time off to attend the training.
43.6 HSRs are entitled to perform the following tasks for their work group during their ordinary working hours (provided they have given reasonable notice to Trident to allow adequate cover of ensuring their rostered duties):
(a) undertake workplace inspections;
(b) review the circumstances of workplace incidents;
(c) accompany a WHSQ inspector during an inspection;
(d) represent the work group in health and safety in the workplace and the identification of matters;
(e) attend an interview about health and safety hazardsmatters with an Employee from the work group (with the consent of the Employee);
(f) participate in a HSC;
(g) monitor compliance measures;
(h) investigate work health and safety complaints from work group members;
(i) inquire into any risk to the health and safety of workers in the work group; and
(j) issue provisional improvement notices and direct a worker to cease unsafe work (where the HSR has completed the approved training).
43.7 Trident will keep a current list of all HSRs and deputy HSRs and display a copy at the workplace. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, securityAppendix 1 – Individual Flexibility Arrangement Individual Flexibility Arrangement * Delete clause/response plans and all other applicable policies and regulationss that is/are not relevant. The Employee Dated Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, Dated Signatures I am authorised to a nurse affected by a Critical Incident, an incident or circumstances that are deemed sign this Agreement on behalf of Trident Services Security Pty Ltd Witness Date signed by the nurse Employer I am authorised to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager sign this Agreement on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the United Workers Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature Witness Date signed on behalf of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit United Workers Union Schedule A – Classifications (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60effective 1 October 2024) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.Classifications Description
Appears in 1 contract
HEALTH AND SAFETY. 7A01 29.1 The parties Employer is committed to this Collective Agreement endorse the importance of a furnishing and maintaining safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety working conditions in the workplace and will provide safety develop and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring implement appropriate health and safety in the workplace training and the identification of orientation policies, and agrees that it will comply with all applicable local, state and federal health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies laws and regulations. The Employer will make available where it exists, support through Union recognizes the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, duty of employees to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union cooperate with the specifics Employer by complying with health and safety policies and to utilize personal efforts for the prevention of how nurses are provided support similar accidents, injuries and employee illnesses. The Union will encourage employees to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible cooperate with the Employer shall provide the Union as much notice as possible in such efforts.
29.2 An employee who becomes aware of safety and the parties shall meet to discuss what options are to be implemented to continue provision health concerns, hazardous conditions or unsafe equipment should notify his/her supervisor promptly without fear of similar support to nursesdiscipline. The Employer will communicate Union may also place health and safety issues on the agenda for Joint Management and Labor Committee meetings held pursuant to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such requestARTICLE 25. If either party places a Respectful Workplace Investigation is conducted, a report of findings, health or a summary of safety issue on the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to workagenda, the Employer will pay for all appoint a member of the Hospitals’ Environment of Care Committee to serve as a management member of the Joint Management and Labor Committee and as its liaison with the Safety Committee.
29.3 No employee shall be required to work under conditions which (s)he believes in good faith, based upon ascertainable objective evidence, poses an abnormally dangerous immediate threat of harm to his/her health and safety, and will notify his/her supervisor of any such perceived condition immediately.
29.4 When an employee reports an injury to his/her supervisor on the designated form, he/she shall be entitled to request and receive a copy of the supervisor’s response submitted to Occupational Health, if any.
29.5 The Employer will maintain a transitional return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. process.
29.6 The Employer shall include have a reasonable time after receiving notice from the Union in the initial meeting with the nurse or employees to review the provisions of the program to ensure that the work designated is within their restrictions address and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with correct claimed safety and health issues before the Union and the nurse and may proceed without the Union’s involvement or employees contact Cal-OSHA or other federal, state or local agencies.
29.7 This Article will not be subject to the Union’s concurrence. Where appropriategrievance and arbitration provisions of this Agreement, by agreement between except as follows: a claim that the Employer and failed to appoint a member of the UnionHospital’s Environment of Care Committee as provided in Section 29.2; a claim that an employee was subjected to disciplinary action resulting from his/her exercise of any of the rights provided in this Article; a claim that the Employer failed to provide the employee with a copy of the supervisor’s response to the employee’s injury report form, job postings may be waivedif any, as provided in Section 29.4; or a claim that the Employer failed to maintain a transitional return to work process as provided in Section 29.5.
Appears in 1 contract
Sources: Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The parties Hospital will endeavour to this Collective Agreement endorse notify the importance Bargaining Unit President or designate within forty-eight (48) hours or as soon as reasonably possible of a safe and secure environment, in which nurses must any nurse who has been assaulted while performing work. The parties Hospital will reimburse the nurse for damages incurred to the nurse’s personal property as a result of being assaulted while performing work. The Hospital agrees to supply the Union and the nurse, upon request, with a copy of the Workplace Safety Insurance Board’s Form (Employer’s Report of Accidental Injury or Industrial Disease) at least twenty-four (24) hours prior to being sent to the Board. The Union shall be given opportunity to meet with the Hospital to discuss and amend any errors or omissions found in the Form The Hospital and the Union are committed to a consistent and fair approach to meeting the needs of a disabled nurse with respect to reasonably accommodating without undue hardship early and safe return to work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Actparties’ responsibilities under the law. To that end, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer Hospital and the Union agree that no form of abuseongoing and timely communications by all participants, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to including the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) is essential to the nurse during their regularly scheduled success of the process. The Union will designate and notify the Hospital in writing of a Union return to work hoursrepresentative. 7A06 Rehabilitation and Return The return to Work Program - The Employer agrees to work representative will actively participate in the process with respect to the early and facilitate the rehabilitation and safe return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programsnurses. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to workBy the fifteenth of each month, the Employer Hospital will pay for all provide the Union’s return to work hoursrepresentative with a list that includes: the names and last day worked of those nurses absent from work because of disability and who are in receipt of Workplace Safety Insurance Board benefits. It is understood that the names and last day worked of those nurses absent from work because of disability and who are in receipt of long term disability benefits. the names of nurses currently participating on a temporary return to work program. the names of nurses permanently accommodated. Prior to a nurse will reimburse the Employer once their claim is accepted. Any such returning to work on a temporary return to work program or a nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If requiredbeing permanently accommodated, the Employer shall schedule subsequent (progress) review(s) Hospital will meet with a committee consisting of, the Union and the nurse and may proceed without nurse, the Union’s involvement subject return to work representative, the Unionnurse’s concurrence. Where appropriateManager, by agreement between a Hospital Occupational health representative and others if required, to discuss and implement the Employer and nurse’s temporary return to work program or the Union, job postings may be waivednurse’s permanent accommodation.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 17.1 The parties to this Collective Agreement endorse Company and the Union recognize the importance of maintaining a safe and secure compliant work environment, promoting employee involvement in which nurses must work. The parties will work together in recognizing health and resolving Occupational Health safety, providing and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of promoting applicable health and safety training, promoting occupational health and accident prevention, and the general elimination of hazards to health in the workplace work place. The Company and will provide employees covered by this Agreement shall comply with all applicable State, Federal and DOE safety and personal protective equipment where required health standards and install the Company’s safety devices where necessary. 7A03 and health policies and procedures.
17.2 The Workplace Company and bargaining unit employees will jointly participate in the AMWTP Employee Safety and Health Improvement Team (ESIT). The number of committee members that are represented by the bargaining unit shall be at least equal to the number of unrepresented committee members (excluding non-voting Committee shall cooperate with Union representation for Champions). Committee members who are represented by the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee bargaining unit will be provided with and will review voted on by bargaining unit employees to serve on the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationscommittee for a fixed period of time. The Employer committee will make available where it existsmeet at least once monthly. The Company will, support through the Critical Incident Stress Response (CISR) teamupon request, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union minutes or reports of the Safety Committee meetings as prepared for distribution. To ensure bargaining unit involvement in Employee Involvement and Safety Programs the bargaining unit will elect a bargaining unit member to serve as a co-chair of the ESIT for two (2) years. Prior to the election, individuals interested in applying for the position will submit a resume with cover letter explaining why they should be an ESIT chairperson to the specifics Labor Management Committee for consideration and nomination. This individual reports to the Manager of how nurses are provided support similar to that provided by CISR teamsSafety Management Systems for day-to-day work direction while retaining their job classification and appropriate wages, benefits, and through what programs and/or servicesseniority accrual in accordance with this Agreement. Where maintenance Upon completion of CISR teams these duties the employee will return to the area and job, they had prior to the ESIT Chair position even if
17.3 Employment is no longer reasonably possible contingent on meeting essential job function requirements of the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nursesposition being filled. The Employer Company will communicate specify essential job functions and medical requirements to members perform all position responsibilities and provide for baseline health assessments, medical screenings, and surveillances necessary for the option Company to activate CISR as well as provide information as to the nature of the support provided by the CISR teamsmake a fitness for duty determination. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively Company will provide for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, periodic medical examinations at no cost to the nurse, vaccination(s) and/or immunization(s) employee and pay for occupational illness(es) in accordance any supplemental test deemed necessary through the Company medical examiner. Employees may discuss their examinations with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canadaexamining doctor. All reasonable efforts should be made The employees are required to provide immunization(s) medical history and to submit to physical examinations, assessments, and surveillances as necessary. An employee who is returning to work after a medical absence of 40 consecutive work hours or more shall undergo a fitness for duty evaluation by the Occupational Medical Department. The employee may be required to provide medical history and work release information associated with their medical absence.
17.4 The Company will provide safety inspections, first aid service and safety and radiation protection equipment to minimize accidents and health hazards to the nurse employees at AMWTP during the hours of their regularly scheduled work hoursemployment. 7A06 Rehabilitation The employee’s agree to cooperate with the Company to the end that employees will use any required safety equipment and Return to Work Program - The Employer agrees to actively participate observe such safety and facilitate health regulations as prescribed by the rehabilitation Company and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI assist with inspections and safety programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union agrees that bargaining unit employees will participate in joint Labor-Management programs that impact and improve safety performance on the project.
17.5 The Company will continue to provide tools, equipment, clothing, and other protective/safety apparel and devices necessary for personnel to complete their assigned duties and as specified in regulatory requirements. This safety equipment includes items such as coats, insulated bibs, coveralls, gloves, boots, non-prescription safety glasses, hearing protection, all respiratory protection, anti-C’s, modesty clothing or any other safety equipment needed in the performance of the job for all seasons of the year.
17.5.1 Purchase of safety boots and prescription safety glasses will continue to be supplemented through the Company safety boot and glasses allowance program. Prescription safety glasses have allowable expense of $235 every two years. New hires will be allowed two pairs of safety boots (one for summer and one for winter) within the first year of employment at a maximum of $150 each. After one year of employment, employees are allowed one pair of safety shoes at a maximum of $150/pair annually. Worn or defective safety shoes may be replaced after an evaluation from the Safety Manager. Prescription respirator glasses will continue to be provided by the Company through the voucher program.
17.5.2 Laundering of special clothing (e.g., modesty clothing, NFPA rated clothing, etc.) shall be notified done at no cost to the employees.
17.6 Employees are required to perform inspections of clothing and equipment for proper form and function prior to use; to use them in conformance with instructions, requirements, and training; and be accountable for protective clothing and equipment issued and assigned to him/her. Employees who abuse, misuse, or lose Company supplied protective clothing or safety equipment may be required to pay for said items.
17.7 Employees shall be reimbursed for clothing and personal effects that are damaged or destroyed on the AMWTP premises as a result of fire, explosion, radioactive contamination, or other similar incidents, under circumstances in which the employee is not negligent.
17.8 All employees will adhere to the policies and procedures issued by the Employer Company, such as but not limited to the Beryllium Program, Respirator Protection, Drug Free Workplace policy, Fall Protection, etc.
17.9 When an employee is involved in a plant event that combines both personal injury and radioactive contamination, the employee’s pay is continued up to the time of his/her release from the area locations in which the employee undergoes prescribed decontamination procedure. If the employee is released from his area prior to the end of their regular shift, his/her pay is continued until the end of such regular shift. When the employee is directed to report to the site occupational medical facilities at the CFA dispensary, or EIRMC or the whole body counter, his/her pay will continue until the end of their regular shift. If he/she is released from the aforementioned facilities prior to the end of their regular shift or if there is a request for a Rehabilitation they are working hours other than their regular shift, they will be paid at the applicable rate until such time as they are released from these facilities. Employees will not be paid any longer than their regular scheduled time and Return any additional time undergoing decontamination procedure.
17.10 The parties hereto recognize that the principles of ALARA will be applied to Work Program for a nursepersonnel exposure, consistent with the requirements of the job and interests of the affected employees. The Employer Department of Energy’s dose limits shall include provide the Union framework for managing personnel exposures. Consistent with this principle, the Company will establish administrative dose control levels for all employees. The control levels will start at an annual level of no higher than 500 mrem Total Effective Dose (▇▇▇) and will require progressively increasing effort, review, and approval to exceed or extend an employee’s administrative control level.
17.11 The Company will use its best effort to ensure employees covered by this Agreement are not subject to excessive radiation exposure. The Company will use its best effort to plan and execute the work covered by this Agreement to strive to achieve as equitable a distribution of radiation exposure as practical among the employees in the initial meeting classifications covered by this Agreement consistent with the nurse to review the provisions requirements of the program job, efficiency, and productivity.
17.12 The Company and Union agrees that it is in the best interests of both parties to ensure that maintain Safety Programs as such programs serve to keep employees actively involved in safety. The Labor Management Committee will be involved in the work designated is within their restrictions development, implementation (including guidelines and limitations. If requiredcriteria for distribution), the Employer shall schedule subsequent (progress) review(s) with the Union administration, and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedeffectiveness reviews of these safety programs.
Appears in 1 contract
Sources: Working Agreement
HEALTH AND SAFETY. 7A01 13.01 The parties to this Collective Agreement endorse Company will make reasonable provisions in accordance with the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issuesAct for the safety and health of its employees during working hours. 7A02 In accordance Safety shall be the joint responsibility of the Company, Union and employees.
13.02 A Joint Health and Safety Committee (JHSC) will be established, comprised of up to ten (10) representatives appointed by the Company and up to ten (10) representatives appointed by the Union. The Union will appoint a Co-Chair to represent the unionized members.
13.03 The Joint Health and Safety Committee (JHSC) shall meet monthly and shall be co-chaired and all unsafe or hazardous or dangerous conditions and incidents shall be taken upon and dealt with at such meetings. The minutes of all Joint Health and Safety Committee (JHSC) meetings shall be kept and posted. The Union will endeavour to ensure that reps are evenly dispersed across departments. All Joint Health and Safety Committee members will be made available to attend the Workplace monthly meetings. If the committee agrees that a Joint Health and Safety and Health ActCommittee (JHSC) meeting is not necessary that month, a meeting can be cancelled for that month only, but meetings must be held at least quarterly. The Union pre-meetings will still be held monthly. Based on a demonstrated need, the Employer agrees to make reasonable and proper provisions will schedule an appropriate amount of time off for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, securityCertified Worker Representative/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, Co-chair to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their dutiesperform his/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as her duties related to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Joint Health and Safety Committee. Such policy .
13.04 The Joint Health and Safety Committee shall address the issue be notified in writing of communication strategies, which will include signageeach lost time accident or injury. The Employer’s Respectful Workplace policy Joint Health and Safety Committee shall include a commitment investigate and report its findings to conclude the investigation as quickly as Company and the Union, with the intent being to prevent future accidents.
13.05 An employee who is reasonably possible. Where a respectful workplace complaint injured during working hours and is filed by a nurse, the Employer shall notify the Union required to leave for treatment of such complaint no later than ten (10) business days following receipt injury, shall receive payment for the remainder of the complaint. Where shift at their hourly rate of pay on the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary day of the report will be shared by injury, unless the Employer with doctor states the complainant and respondent nurse(s). Where a summary employee is provided, rather than the full report the Union may request and the Employer fit for further work on that shift.
13.06 The Company shall provide transportation to and from the rationale for the provision place of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) treatment or hospital in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedWSIA.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 (A) It shall be the policy of the Hospital that the safety of the employees, the protection of work areas, the adequate education and necessary safety practices, and the prevention of accidents are a continuing and integral part of its everyday responsibility. Further, the Hospital is committed to providing employees a work environment that is free from hostile, abusive, and disrespectful behavior.
(B) It shall also be the responsibility of all employees to cooperate in programs to promote safety to themselves and to the public, including participation on committees and compliance with rules to promote safety and a violence free workplace. Employee responsibility also includes the proper use of all safety devices in accordance with recognized safety procedures.
(C) The parties Hospital will make reasonable effort to this Collective Agreement endorse the importance of provide employees with safe and adequate equipment, training (including hazard awareness), a safe and secure working environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational safe facilities.
(D) SEIU Health and Safety issuesCommittee concerns will be addressed either through the Hospital's existing Health and safety Committee (See Safety ▇▇▇) or as a component of the Hospital's labor Management Committee ( LMC) as a standing item. 7A02 In accordance with These concerns may include the Workplace Safety consideration and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance development of a high standard of recommendations on health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsmatters. The Employer Hospital will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide cooperate in providing relevant background information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment LMC or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy An SEIU member of the Hospital's Health and Safety Committee will be allowed to participate in OSHA and other regulatory inspections upon the request of the inspecting agency and to make such recommendations as provided by state or federal law and consistent with Article 26.
(E) When it is determined that an employee has suffered an exposure in the workplace to an infectious agent, hazardous chemical agent, or harmful physical agent and, as a result, is not permitted to work by the Hospital or by an appropriate regulatory agency, the employee shall address be kept whole for loss of salary and benefits, including pension and seniority, until such time as the issue of communication strategies, which will include signageemployee becomes eligible for workers' compensation or disability insurance. The Employer’s Respectful Workplace policy employer further agrees that such an absence shall include a commitment to conclude not be used for discipline or any other purpose under the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such requestemployer's attendance policy. If a Respectful Workplace Investigation quarantine directed by a state or federal agency is conducteddue to a workplace exposure and the quarantine results in the employee being unable to leave the hospital, a report of findings, or a summary the Hospital shall provide room and board without charge for the duration of the report quarantine. The employee shall be reimbu rsed for mutually agreed upon reasonable expen ses incurred as a direct result of the quarantin e.
(F) The Hospital will have a trained response team an/or rocess which will respond to all mergency situations where physical violence or the threat of physical violenc occurs. A process will be shared by the Employer with the complainant d evelope to re ord and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request these incidents and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union review them in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions Hospital's H alth and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.Safety Committee;
Appears in 1 contract
Sources: Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The parties Company will maintain adequate sanitary arrangements, proper safety devices, such as safety glasses and gloves, where necessary, and give attention to this Collective Agreement endorse the importance elimination of any conditions of employment, which are a hazard to the health, or safety of the employee. The Union agrees that it will co-operate fully with the Company in Accident Prevention, the enforcement of safety rules and in the maintenance of these services. The Company and the Union agree to the formation of a safe Health and secure environment, in which nurses must workSafety Committee consisting of bargaining unit representatives elected or appointed by the Union and an equal number of non-bargaining unit persons selected by the Company. Such a committee will meet on a monthly basis. The parties committee will work together ensure that monthly safety audits are conducted. Health and Safety Committee members will be accorded all privileges and payments as prescribed in recognizing and resolving the Occupational Health and Safety issuesAct, such as compensation at their regular rates of pay for attending safety meetings. 7A02 In accordance The Union Rep may attend Health and Safety Committee meetings from time to time. All employees shall have training and fire training that will be on paid time. The Company agrees to co-operate with the Workplace Safety and Health Committee in the enforcement of such Act, the Employer agrees and to make reasonable provide each member and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature a copy of the support provided minutes and audits of meeting held by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP)Committee, funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort Accident reports will be made to rectify the abusive situation available to the mutual satisfaction union upon request. The Company agrees to pay for all hours worked by each such employee as it may designate time to time through the Human Resources Department, to act as a First Aid Attendant, a premium of twenty-five (25) cents per hour in addition to such employees average hourly straight time earnings. All First Aid Attendants must hold a valid ▇▇▇▇ Ambulance certificate or its equivalent. To ensure a safe and efficient operation of the parties. Any workplace injury or harmful exposure suffered hotels, the Company may request an employee to undergo a medical examination by a nurse physician and the Company shall bear the expense in connection therewith. Such examination shall be reported to determine the Union no later than ninety-six (96) hours after the report/notification is made said ability to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signagecontinue with their employment. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have Company reserves the right to request a current dated medical certificate for any sick related absences. This may only be requested by the investigation be conducted by an individual from outside the work siteHuman Resources Manager. The Employer shall give all due reasonable consideration to company agrees that it will not abuse this right and such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary abuse may become subject of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full reportgrievance procedure. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse company will reimburse the Employer once their claim is accepted. Any cost of such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedmedical certificate.
Appears in 1 contract
Sources: Hotels Collective Agreement
HEALTH AND SAFETY. 7A01
17.01 The parties Company agrees to this Collective Agreement endorse work jointly with the importance of a safe Union and secure environment, abide by Wescast's Health and Safety Policies in which nurses must work. The parties will work together in recognizing and resolving accordance with the Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health ActAct in effect July 1, the Employer 2004 as a minimum standard.
17.02 The Company agrees to make reasonable cover the cost of safety shoes or boots which must be worn as directed by the Company as a condition of employment. Worn or damaged boots will be replaced as required. Management and proper provisions for the maintenance union will jointly determine appropriate footwear guidelines to control cost and quality in the selection of a high standard specific footwear.
17.03 The company agrees to provide the cost of prescription safety glasses as necessary. This sum can be claimed by the employee following completion of his or her probationary period. Employees will be allowed to purchase prescription glasses from the optometrist of their choice, provided the glasses meet all the required approvals of the Joint Health & Safety Committee's requirements.
17.04 The confidentiality of health and safety in medical information of employees is recognized by the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace Company and the identification of health Union. The Company and safety hazardsthe Union representatives who have access to this information will ensure its confidentiality. On an annual basis The Company also agrees that medical information will not be divulged to a third party without the Workplace Safety and Health employee’s consent or as required by law.
17.05 The Ergonomics Committee will be provided with comprised of members of Management (including a member of the Engineering department) and the Union. This Committee will review address ergonomic needs on a priority basis through modifying the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request work station, new equipment or tool to accommodate the worker. When an ergonomic concern is beyond the scope of the nurseCommittee or Company Engineer, or the manager on behalf Company shall consider hiring a consultant.
17.06 a) When an employee feels that the in-plant temperature and humidity has reached a point where he/she is unable to carry out the job duties successfully without danger of the nurse. Where the Employersickness, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report he/she should bring this to the immediate supervisorattention of the Union Representative and the Supervisor. The Employer shall notify Supervisor will try to find an acceptable solution to this problem that satisfies both the Union ninety-six (96) hours after employee’s personal health and sickness problem and the receipt of the reportCompany’s production problems. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurseHowever, if the nurse agreesemployee requests to go home unpaid, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall such requests will not be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedunreasonably withheld.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties During the current negotiations the company and the union reaffirmed their commitment to this Collective Agreement endorse the importance of provide a safe and secure environment, in which nurses must workhealthy workplace for employees. The parties will agreed that practical solutions to health and safety concerns are best achieved by responding to such concerns in a prompt and cooperative manner. The company recognizes that the workers’ right to refuse work together is clearly defined in recognizing provincial health and resolving safety legislation (Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety Act R.S.O. 1990, c.O.1) and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance is an integral part of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned employee rights in the workplace. Both However, the parties recognize the importance of identifying health and safety concerns and resolving them before they become work refusals and without loss of production. The company expressed its concern over employee health and safety work refusals where supervisors have no prior knowledge of such concerns or dangers, or in instances when it appears the refusal may be a result of other labour relations issues. The parties acknowledged that these cases are detrimental to company and union efforts to protect the health and safety of workers. In addition, production lost during such refusals has a negative impact on the company’s competitive position and the job security of employees. Within this context, the parties focused their discussion on methods and means by which health and safety issues and concerns could be addressed in a mutually satisfactory manner such that employee health and safety work refusals could be significantly reduced in number. As a result of these discussions, the parties have agreed that the health and safety concern process is the best method to address health and safety issues. The use of this process was deemed to be of particular value in addressing the ergonomic concerns of employees, where the hazard is not imminent but of significant concern to the employee. Health and safety concerns brought to the attention of management and the joint health and safety committee will work together in recognizingbe promptly investigated, facilitating with appropriate involvement of the union and management health and safety representatives. When corrective action is required, it will be taken promptly. It is essential that all parties be proactive to ensure the early identification and reporting of alleged abuse perceived hazards in the workplace. The Company and resolving such problems as they arisethe Union are committed to protecting the health and safety of employees and to making their joint health and safety efforts effective. There shall Actions which may be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this contrary to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt intent of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Occupational Health and Safety Committee. Such policy shall address Act and the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a parties’ commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nursehealth and safety, the Employer shall notify the Union including unwarranted loss of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigationproduction, the Union shall have the right to request the investigation must be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedavoided.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate operate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying abuse of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying abusive shall report this to the immediate supervisor. The Employer shall notify the Union within ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there There shall be a policy supporting a Respectful Workplace and zero tolerance of staff abuse which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where Any nurse who suffers a respectful workplace complaint is filed by a nurse, injury or harmful exposure shall report this to the Employer shall notify immediate supervisor and to the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work siteEmployer. The Employer shall give all due reasonable consideration report any workplace injury or harmful exposure suffered by a nurse to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather no later than the full report. The complainant and respondent may share ninety-six (96) hours after the report/summary with notification is made to the Employer. Such report to the Union if they wishwill include the name of the affected nurse and a brief description as to the mechanism of injury/exposure, subject to the restrictions and requirements of PHIA. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 32.1 The parties to this Collective Agreement endorse agreement and the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with employees covered by it express their commitment to the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard pursuit of health and safety in employment. The parties and covered employees shall endeavour to meet their obligations under the workplace Health & Safety at Work Act 2015 and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring all other health and safety in legislation promulgated.
32.2 The Employer will take reasonably practicable steps to ensure the workplace safety of the employees covered by this agreement while at work.
32.3 The Employer will provide the employees with the clothing and the identification of equipment necessary to safely complete their duties.
32.4 Employees will ensure that they are familiar with and work within all health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsprocedures developed and implemented by the employer and in particular shall: -
(i) notify Presbyterian Support of any work related hazard employees become aware of as soon as practicable on the day on which the hazard is identified and such notification shall be responded to by the employer in a timely way;
(ii) report any work related accident, incident, illness or discomfort to Presbyterian Support as soon as practicable on the day on which the accident, incident, illness or discomfort occurs. Failure to do this may result in Presbyterian Support not accepting that the event occurred at work;
(iii) notify Presbyterian Support as soon as practicable and within one working day of filing any work related claim with ACC. Employees shall also provide Presbyterian Support with copies of the application form and such other documentary evidence and medical certificates as provided to or by ACC, relating to the employee’s continued eligibility for earnings related compensation, in addition to any other information that Presbyterian Support may require;
(iv) notify Presbyterian Support immediately of any significant change to the employee’s work duties, place of work or work environment, where such a change has, or is likely to have, an impact on the employee’s health;
(v) notify Presbyterian Support immediately after the employee becomes aware that they may be suffering the effects of work related stress. The Employer employee will make available where it exists, support through co-operate with Presbyterian Support by taking any necessary steps to reduce or remove the Critical Incident Stress Response effects of such work-related stress;
(CISRvi) team, notify Presbyterian Support immediately if the employee is suffering from fatigue due to lack of sufficient rest or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teamssleep, and through what programs comply with Presbyterian Support’s instructions to manage this risk;
(vii) participate in any health monitoring activities required by Presbyterian Support, as part of its ongoing health and safety policies and procedures. This may include testing for use of drugs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned alcohol in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with Presbyterian Support’s policies and procedures, and any other similar health surveillance activities adopted by Presbyterian Support to monitor and protect the Canadian Immunization Guide health and safety of workers;
(viii) be familiar with all emergency procedures adopted by Presbyterian Support and follow those procedures;
(ix) wear all protective clothing and equipment issued by Presbyterian Support as required and safely perform the duties of the employee’s position;
(x) only operate plant or equipment the employee is trained or authorised to use;
(xi) participate in the Presbyterian Support’s health and safety management system to help maintain a safe workplace; and
(xii) undertake alternative duties as are available and within the employee’s capability, as Presbyterian Support directs where the employee is suffering from any illness or injury impacting their ability to perform the Laboratory Centre for Disease for Health Canada. All duties of their position.
(xiii) take reasonable efforts should care not to endanger their own or others wellbeing; and
(xiv) participate in discussions with the employer, unions and others on matters concerning the safety and health of employees, contractors, residents and visitors.
32.5 Employees must not during the employment relationship, be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured employed by anyone else or disabled nurses even when they are not covered under the D & R, WCB directly or MPI programs. For clarityindirectly engaged or interested in any other activity, where the employment, engagement or interest creates a nurse is waiting for a decision from D & R, WCBconflict of interest with their role including in terms of the protection of the Employer’s confidential information or reputation, or MPI in terms of workplace health and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedsafety.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 25.01 The parties agree to this Collective Agreement endorse co-operate in the importance promotion of a safe work habits and secure environmentsafe working conditions, in which nurses must work. and adhere to the provisions of the Workers Compensation Act and other applicable legislation.
25.02 The parties will work together in recognizing and resolving agree that a Joint Occupational Health and Safety issuesCommittee will be established. 7A02 In The Committee shall govern itself in accordance with the Workplace provisions of the Occupational Health and Safety Regulations made pursuant to the Workers' Compensation Act. The Committee may be structured so as to include representatives from all Employers and their employees at the facility. The Union will elect or appoint its own representative to this Committee.
25.03 Employees who are members of the Committee shall be granted leave without loss of pay or receive straight time regular wages while attending meetings of the Committee or to participate in workplace inspections and accident investigations at the request of the Committee pursuant to the Occupational Health Actand Safety Regulations.
25.04 Where the Committee determines that it is necessary to obtain information on its role and responsibility, it shall use the resources of WorkSafeBC. The committee will increase the awareness of all staff on such topics as: workplace safety, safe lifting techniques, dealing with aggressive patients/residents, WHMIS and the role and function of the Committee. The committee will ▇▇▇▇▇▇ knowledge and compliance with Occupational Health and Safety Regulations by all staff.
25.05 No employee shall be disciplined for refusal to work when excused by the provisions of the Workers' Compensation Act and regulations.
25.06 The Employer will provide orientation and/or in-service, which is necessary for the safe performance of work, including universal precautions, the Employer agrees to make reasonable safe use of equipment, safe techniques for lifting and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace supporting patients/residents and the identification safe handling of health materials and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsproducts. The Employer will also make readily available where it existsinformation, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, manuals and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nursesprocedures for these purposes. The Employer will communicate to members provide appropriate safety clothing and equipment.
25.07 When the option to activate CISR as well as provide Employer is aware that a resident has a history of aggressive behaviour, the Employer will make such information as available to the nature employee.
25.08 An employee refusing, without sufficient medical grounds, to take medical or x-ray examination at the request of the support provided by Employer, or to undergo vaccination, inoculation and other immunization when required, may be dismissed from the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days service of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to Medical exams, x-rays, vaccinations, inoculations or other immunizations required by the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there Employer shall be a policy supporting a Respectful Workplace at the Employer's cost.
25.09 Where the Employer or the Committee identifies high risk areas which expose employees to infectious or communicable diseases for which there are protective immunizations available, such immunization shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedemployee.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate operate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with a copy of and will review the Critical Incident Stress Response Management policy, security/response plans and all other or applicable policies and regulationsregulations for review. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, support to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information to the Union as to the nature of the support provided by the CISR teams. Employer The parties agree that there shall be a dedicated mental health support unit (over Employer will share all relevant policies related to Workplace Safety and above EAP), funded by PCOC, Health with Workplace Safety and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unitHealth Committee. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying abuse of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace and zero tolerance of staff abuse which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request possible and that the investigation process itself will be conducted by in an individual from outside impartial manner. Any nurse who believes a situation may become or has become abusive shall report this to the work siteimmediate supervisor. The Employer shall give all due reasonable consideration endeavor to such request. If a Respectful Workplace Investigation is conducted, a report of findings, notify the Union (Local President or a summary designate) no later than ninety-six (96) hours after the receipt of the report report. Every reasonable effort will be shared by made to rectify the Employer with abusive situation to the complainant and respondent nurse(s). Where a summary is provided, rather than mutual satisfaction of the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wishparties. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Public Health Agency of Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived. 7A07 Whistle Blowing Protection Nurses who exercise their rights in accordance with the Public Interest Disclosure Act shall not be subject to discipline or reprisal. 7A08 Basic pay or equivalent time off with a minimum of one (1) hour guaranteed to nurses who are not on duty, will be granted to nurses appointed by the Union to attend meetings of the Workplace Safety and Health Committee or to perform such other duties as may be specified in the Workplace Safety and Health Act or prescribed by regulation. In accordance with the Workplace Safety and Health Act, a nurse is entitled to take time off from their regular work duties in order to carry out their duties as a committee member under this Act and the regulations. The nurse shall be paid by the Employer at their regular or premium pay, as applicable, for all time spent carrying out their duties as a committee member under this Act and the regulations. Upon application, each nurse on the Workplace Safety and Health Committee shall be granted paid educational leave in accordance with the Workplace Safety and Health Act. As part of the above paid education days, new Committee Members shall be required to attend a basics course offered by Manitoba Workplace Safety and Health or an equivalent course approved by the Workplace Safety and Health Committee within their first year on the Committee.
Appears in 1 contract
Sources: Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 25.01 The parties agree to this Collective Agreement endorse co-operate in the importance promotion of a safe work habits and secure environmentsafe working conditions, in which nurses must work. and adhere to the provisions of the Workers Compensation Act and other applicable legislation.
25.02 The parties will work together in recognizing and resolving agree that a Joint Occupational Health and Safety issuesCommittee will be established. 7A02 In The Committee shall govern itself in accordance with the Workplace provisions of the Occupational Health and Safety Regulations made pursuant to the Workers' Compensation Act. The Committee may be structured so as to include representatives from all Employers and their employees at the facility. The Union will elect or appoint its own representative to this Committee.
25.03 Employees who are members of the Committee shall be granted leave without loss of pay or receive straight-time regular wages while attending meetings of the Committee or to participate in workplace inspections and accident investigations at the request of the Committee pursuant to the Occupational Health Actand Safety Regulations.
25.04 Where the Committee determines that it is necessary to obtain information on its role and responsibility, it shall use the resources of WorkSafeBC. The committee will increase the awareness of all staff on such topics as: workplace safety, safe lifting techniques, dealing with aggressive patients/residents, WHMIS and the role and function of the Committee. The committee will ▇▇▇▇▇▇ knowledge and compliance with Occupational Health and Safety Regulations by all staff.
25.05 No employee shall be disciplined for refusal to work when excused by the provisions of the Workers' Compensation Act and regulations.
25.06 The Employer will provide orientation and/or in-service, which is necessary for the safe performance of work, including
25.07 When the Employer is aware that a resident has a history of aggressive behaviour, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make such information available where it existsto the employee.
25.08 An employee refusing, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident supportwithout sufficient medical grounds, to a nurse affected by a Critical Incident, an incident take medical or circumstances that are deemed by x-ray examination at the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurseEmployer, or to undergo vaccination, inoculation and other immunization when required, may be dismissed from the manager on behalf service of the nurseEmployer. Where the EmployerMedical exams, does not currently maintain a CISR teamx-rays, they shall provide the Union with the specifics of how nurses are provided support similar to that provided vaccinations, inoculations or other immunizations required by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to at the Employer. Such report 's cost.
25.09 Where the Employer or the Committee identifies high risk areas which expose employees to the Union will include the name of the affected nurseinfectious or communicable diseases for which there are protective immunizations available, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which such immunization shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedemployee.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must workSection 1. The parties will work together in recognizing and resolving Occupational Health and & Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response Program
(CISRa) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there health and safety is of the highest priority. The Union and Company recognize the importance of maintaining a safe and healthful work environment and shall cooperate to further improve the health and safety programs and to encourage employees to follow safety policies and procedures as established in order to achieve these objectives. The Company has adopted and will maintain an ongoing ALARA program.
(b) The Company is responsible for maintaining a safe and healthful work place. The Company shall maintain a monitoring program that effectively determines exposure levels to all chemicals or physical agents which are known to be hazardous in the work place. The present practice of providing the Union with copies of monitoring reports shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unitcontinued. The parties agree to establish a committee within sixty (60) days Results of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort surveys will be made available to rectify employees who request such information through their supervision.
(c) Employee(s) may present to appropriate supervision or through the abusive situation suggestion system their recommendations in writing on matters relative to the mutual satisfaction safe, sanitary, and healthful working conditions. They will be advised in writing of the parties. Any workplace injury or harmful exposure suffered by a nurse disposition of such written recommendations and may discuss such written recommendations with their Shift Safety Representatives.
(d) No employee shall be reported required to perform work under conditions which are unsafe beyond the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name normal hazards of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposureoperation in question. In regards such cases, the employee may, after discussing the matter with supervision, contact the Shift Safety Representative to respectful workplace; there shall be discuss the problem. If the problem is not resolved with the employee's immediate supervision, the Shift Safety Representative may contact the Plant Shift Superintendent and/or Subdivision Superintendent for a policy supporting a Respectful Workplace which shall be provided to decision. This decision of the Union, and shall Plant Shift Superintendent and/or Subdivision Superintendent may be reviewed annually by the Workplace Company-Union Health and Safety Committee. Such policy shall address Any health or safety problem can be a proper subject for the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union grievance procedure after it has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared first been reviewed by the Employer with the complainant Company-Union Health and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(sSafety Committee.
(e) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union employees shall be notified by the Employer if there is a request for a Rehabilitation given Health and Return Safety training appropriate to Work Program for a nurse. their work environment.
(f) The Employer Company/Union Health and Safety Committee members shall include the Union in the initial meeting with the nurse to review the provisions receive not less than five (5) days of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedapproved training each calendar year.
Appears in 1 contract
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees recognizes its responsibility to make reasonable and proper provisions for the maintenance of a high standard of health and safety of the employees, to assure and enforce compliance with Federal and State laws, and to maintain sound operating practices which will result in safe working conditions. The University places a high concern on the workplace and will provide safety and personal protective equipment where we-lbl eing of its staff. Employees who use Video Display Terminals (VDTs) will not be required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation to view an operating VDT screen for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsmore than two (2) consecutive hours without a fifteen (15) minute hiatus. The Union recognizes the responsibility of its members to obey reasonable safety rules and follow safe work practices to insure employee safety as well as that of fellow workers, students, faculty, and staff. If the Employer will make available where it existsdetermines that certain bargaining unit positions are at risk to contract occupationa-llryelated diseases, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to such employees shall be outside the normal experience of their duties/workplace, afforded immunizations as prescribedby law and/or upon University policy. Upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to workemployee, the Employer will pay endeavor to provide ergonomically correct equipment. When new equipment is purchased, when possible and within budget considerations, the University will attempt to obtain ergonomically correct equipment, such as glare screens, chairs with adjustable heights and back rests, foot rests, adjustable tables for all return holding keyboards, and keyboards designed to decrease the risk of carpal tunnel syndrome. If an employee has justifiablereason to believe that his/her safety and health are in danger due to an alleged unsafe working condition or alleged unsafe equipment, the employee shall inform the supervisor, who shall have the responsibility to determine what action, if any, should beatken, including whether or not work hoursshould continue. It is understood that If necessary, the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union matter shall be notified referred by the Employer if there supervisor to the University Environmental Health and Safety Office. If the matter is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include not resolved, it will immediately be taken by the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrenceAissstant Director for Labor/Employee Relations. Where appropriate, by agreement between the Employer Non-emergency health and the Union, job postings safety concerns may be waivedreferred to the appropriate labor/management committees as set forth in Article XIII.
Appears in 1 contract
Sources: Labor Agreement
HEALTH AND SAFETY. 7A01 The parties Company, Union and Employees agree to this Collective Agreement endorse mutuallywork towards maintaining high standards of Health and Safety in the importance of a safe workplace in order to prevent injury and secure environment, in which nurses must workillness to Employees. The parties will work together Company and Union shall abide in recognizing and resolving all respects with the requirements of the Occupational Health and Safety issuesAct, as amended. 7A02 In The Company shall develop and issue safe practice regulations in consultation with the Healthand Safety Committee. A joint Health and Safety committee with representativesfrom the Company and Union shall be established in order to promote the Health and Safety of Employees, and shall act in accordance with the Workplace Occupational Health and Safety and Health Act, the Employer agrees to make reasonable as amended. Joint Health and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 Safety Committees
a) The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer Company and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in recognize the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse need for constructive and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this meaningful consultations on Health and Safety matters; The Employees appointed to the immediate supervisor. The Employer Joint Health and Safety Committees shall notify perform the duties assigned to them without the loss of salary or benefits during regular work Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which representatives on Healthand Safety Committees shall be provided necessary training in order to out their responsibilities as required by the Ontario OccupationalHealth and Safety Act. (All time spent in training shall be without loss of salary during regular work shift). Committees shall be to time off from work (without pay) to attend seminars, conferences, courses sponsored by governments, clients, contractors or the Union where such courses give on upgradingon Health and Safety matters, as approved by the Company. Notwithstandinganything the contrary contained herein, in the event of any conflict of wording betweenArticle herein and the OccupationalHealth and Safety Act as amended from time to time, the wording of the said Act shall apply. When any Employee notes that the quality of the environment is deteriorating, is obliged to the UnionCompany and the Healthand Safety Committee without delay in writing or orally if believes the situation is urgent. Accordingly, the Company shall: ensure that the situation is investigatedand that corrective action is taken and shall be reviewed annually by where allow a Union representativeof the Workplace Health and Safety Committeeto participate in the investigation: place the matter on the agenda of the next meeting of the Joint Health and Safety Committee. Such policy shall address Any investigationreport arising from the issue examination of communication strategiesa problem will be sent to the Local of the Union. If the Union is not satisfied with the results of the investigative report, which will include signageit may request that the Joint Health and Safety Committee conduct another investigation The Union representativemust be present at all investigations or inspections arising under paragraph of this clause. The Employer’s Respectful Workplace policy shall include a commitment Company agrees to conclude provide at no expense to the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurseEmployee, appropriate transportationto the Employer shall notify nearest physician or hospital and from there to place of work depending on the Union of such complaint no later than ten (10) business days following receipt decision of the complaint. Where the Union has concerns regarding the impartiality of attending physician when such are immediatelyrequired for an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If Employee as a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.result of:
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer Hospital and the Union agree that no form they mutually desire to maintain standards of abusesafety and health the Hospital in order to prevent accidents, harassment or bullying injury and illness. Recognizing its responsibilities under the applicable legislation, the Hospital agrees to accept as a member of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace its Accident Prevention Health and Safety CommitteeCommittee at least one (1) representative selected or appointed by the Union from amongst bargaining unit employees. Such policy Committee shall address the issue identify potential dangers and hazards, institute means of communication strategies, which will include signageimproving health and safety programs and recommend actions to be taken to improve conditions related to safety and health. The Employer’s Respectful Workplace policy Hospital agrees to co-operate reasonably in providing necessary information to enable the to fulfill its functions. Meetings shall include be held every second month or more frequently at the call of the Chair if required. The Committee shall maintain minutes of all meetings and make the same available for review. Any representative appointed or selected in accordance with hereof shall serve for a commitment term of one (1) calendar year from the date of appointment which may be renewed for further periods of one (1) year. Time off for such to conclude attend meetings of the investigation Accident Prevention Health Safety in accordance with the foregoing shall be granted and time so spent attending such meetings shall be deemed to be work time for which the shall be paid by the Hospital at his regular or premium rate as quickly as is reasonably possiblemay be applicable. Where a respectful workplace complaint is filed by a nurseThe Union agrees to endeavour to obtain the full co-operation of its membership in the observation of all safety rules and practices. Pregnant employees may request to be transferred from their current duties if, in the professional opinion of the employee's physician, the Employer shall notify pregnancy may be at risk. If such a transfer is not feasible, the Union pregnant employee, if she so requests, will be granted an unpaid leave of such complaint no later than ten (10) business days following receipt absence before commencement of the complaint. maternity leave referred to Article Where the Union has concerns regarding Hospital identifies high risk areas where employees are exposed to Hepatitis the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report Hospital will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurseemployees, vaccination(s) and/or immunization(s) for occupational illness(es) a Hepatitis B vaccine. New Year's Day Good Friday Victoria Day Canada Day Civic Holiday Employee's Birthday First Monday June Labour Day Thanksgiving Day Christmas Day Boxing Day 2nd Monday in accordance with February It agreed that in the Canadian Immunization Guide from event Heritage Day or some other day is proclaimed as a Statutory Holiday by the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to Government of the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work Province of illOntario, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union day shall be notified by substituted for the Employer if there is a request second Monday in February holiday provided for a Rehabilitation under this Collective Agreement as the Hospital and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedagree upon.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate operate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response Management policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response Management (CISRCISM) team, or where there is no CISR CISM team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR CISM as well as provide information as to the nature of the support provided by the CISR CISM teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying abuse of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying abusive shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. There shall be a policy supporting a Respectful Workplace and zero tolerance of staff abuse which shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided , subject to the Union, restrictions and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue requirements of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wishPHIA. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived. Nurses may be placed in a rehabilitation program within a fifty (50) kilometre radius of the originating site unless a greater distance is mutually agreed between the Employer and the nurse. 7A07 Whistle Blowing Protection - Nurses who exercise their rights in accordance with the Public Interest Disclosure Act shall not be subject to discipline or reprisal. 7A08 Basic pay or equivalent time off with a minimum of one (1) hour guaranteed to nurses who are not on duty, will be granted to nurses appointed by the Union to attend meetings of the Workplace Safety and Health Committee or to perform such other duties as may be specified in the Workplace Safety and Health Act or prescribed by regulation. In accordance with the Workplace Safety and Health Act, a nurse is entitled to take time off from their regular work duties in order to carry out their duties as a committee member under this Act and the regulations. The nurse shall be paid by the Employer at their regular or premium pay, as applicable, for all time spent carrying ostuput their duties as a committee member under this Act and the regulations. Upon application, each nurse on the Workplace Safety and Health Committee shall be granted paid educational leave in accordance with the Workplace Safety and Health Act. As part of the above paid education days, new Committee Members shall be required to attend a basics course offered by Manitoba Workplace Safety and Health or an equivalent course approved by the Workplace Safety and Health Committee within their first year on the Committee. ARTICLE 7B -- REPRESENTATIVE WORKFORCE 7B01 Health services across Manitoba are provided in facilities located on the original lands of First Nations and Inuit peoples, and on the homeland of the Métis Nation. Manitoba’s health authorities respect that First Nations treaties were made on these territories and we dedicate ourselves to collaborate in partnership with First Nations, Inuit, and Métis peoples in the spirit of reconciliation. 7B02 The Union and the Employer agree with the goal of achieving a representative workforce for First Nations, Métis, and Inuit (“Indigenous”) peoples who are significantly underrepresented in the health workforce. Additional actions are needed to promote and facilitate employment of Indigenous persons in health care occupations at all levels. The parties shall work collaboratively to:
(a) Develop strategic initiatives and programs that: • ▇▇▇▇▇▇ mutual respect, trust, equity, open communication, and understanding; • Focus on recruiting, training, and career development of Indigenous staff; • Identify workplace barriers that may be discouraging or preventing Indigenous staff from entering and remaining in the workforce; • ▇▇▇▇▇▇ reconciliation in race and cultural relations; • Promote the elimination of anti-Indigenous racism in the healthcare system.
(b) Promote and publicize initiatives undertaken to encourage, facilitate, and support the development of a representative workforce. 7B03 The Employer will implement educational opportunities for all employees to promote awareness of cultural diversity with an emphasis on Indigenous peoples. This will include enhanced orientation sessions for new employees to promote cultural awareness with emphasis on Indigenous peoples. Anti-racism education will be offered. The Union will encourage participation in such efforts amongst its members.
Appears in 1 contract
Sources: Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 24.01 The parties agree to this Collective Agreement endorse co-operate in the importance promotion of a safe work habits and secure environmentsafe working conditions, in which nurses must work. and adhere to the provisions of the Workers Compensation Act and other applicable legislation.
24.02 The parties will work together in recognizing and resolving agree that a Joint Occupational Health and Safety issuesCommittee will be established. 7A02 In The Committee shall govern itself in accordance with the Workplace provisions of the Occupational Health and Safety Regulations made pursuant to the Workers' Compensation Act. The Committee may be structured so as to include representatives from all Employers and their employees at the facility. The Union will elect or appoint its own representative to this Committee.
24.03 Employees who are members of the Committee shall be granted leave without loss of pay or receive straight-time regular wages while attending meetings of the Committee or to participate in workplace inspections and accident investigations at the request of the Committee pursuant to the Occupational Health Actand Safety Regulations.
24.04 Where the Committee determines that it is necessary to obtain information on its role and responsibility, it shall use the resources of WorkSafeBC. The committee will increase the
24.05 No employee shall be disciplined for refusal to work when excused by the provisions of the Workers' Compensation Act and regulations.
24.06 The Employer will provide orientation and/or in-service, which is necessary for the safe performance of work, including universal precautions, the Employer agrees to make reasonable safe use of equipment, safe techniques for lifting and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace supporting patients/residents and the identification safe handling of health materials and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsproducts. The Employer will also make readily available where it existsinformation, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, manuals and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nursesprocedures for these purposes. The Employer will communicate to members provide appropriate safety clothing and equipment.
24.07 When the option to activate CISR as well as provide Employer is aware that a resident has a history of aggressive behaviour, the Employer will make such information as available to the nature employee.
24.08 An employee refusing, without sufficient medical grounds, to take medical or x-ray examination at the request of the support provided by Employer, or to undergo vaccination, inoculation and other immunization when required, may be dismissed from the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days service of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to Medical exams, x-rays, vaccinations, inoculations or other immunizations required by the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there Employer shall be a policy supporting a Respectful Workplace at the Employer's cost.
24.09 Where the Employer or the Committee identifies high risk areas which expose employees to infectious or communicable diseases for which there are protective immunizations available, such immunization shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedemployee.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 14.01 The Employer and the Union agree that no form they mutually desire to maintain high standards of abuse, harassment or bullying of nurses will be condoned safety and health in the workplace. Both parties will work together workplace in recognizing, facilitating order to prevent injury and illness.
(a) A Joint Health and Safety Committee (hereinafter referred to as “the reporting of alleged abuse and resolving such problems as they arise. There Committee”) shall be zero tolerance established which is composed of abusean equal number of Union and Company representatives, harassment with a minimum of four (4) members. “The Committee” shall be co-chaired by one (1) Union representative and one (1) Company representative. “The Committee” shall hold meetings at least once per month, or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify more frequently if requested by the Union ninety-six (96) hours after or by the receipt Company, to jointly review; workplace accidents, their causes and recommendations to prevent their recurrence; monitoring; inspecting; investigating; reviewing and improving health, safety and environment conditions and practices, any other matters seemed appropriate by the members of “the reportCommittee”. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction Minutes of the parties. Any workplace injury or harmful exposure suffered by a nurse all meetings shall be reported to taken by both the Company and the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, representatives on a rotating basis and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which jointly approved copies shall be provided to both the UnionCompany and the Union within five (5) working days. The minutes shall indicate what action has been taken with respect to suggestions or recommendations previously made, and if no action has been taken, the reasons therefore shall be reviewed annually by given.
(b) The Employer will continue to pay for a member of the Workplace Health bargaining unit to become and Safety Committee. Such policy shall address remain qualified as the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse“certified member”.
14.03 Each calendar year, the Employer shall notify Company will reimburse full time employees who have completed their probationary period, for safety footwear as follows: Up to one hundred and twenty five ($125.00) dollars per employee upon submission of an original receipt from an approved retail outlet. Each calendar year, the Union of such complaint no later than ten Company will reimburse Forklift drivers, Add Techs, and Maintenance only, who have completed their probationary period, for seasonal clothing as follows: Up to one hundred (10$100.00) business days following receipt dollars per employee in each year of the complaint. Where the Union has concerns regarding the impartiality Collective Agreement upon submission of an Employer conducted Respectful Workplace Investigationoriginal receipt from an approved retail outlet.
(a) Notwithstanding the provisions of “the Act”, an employee may refused to work or do particular work where the Union shall have employee has reason to believe that:
(i) any equipment, machine, device or thing the right employee is to request use or operate is likely to endanger themself or another employee, or
(ii) the investigation be conducted by an individual from outside physical condition of the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary place of the report will be shared by part thereof in which the Employer with the complainant and respondent nurse(s). Where a summary employee works or is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work is likely to endanger themself or another employee, or
(iii) any substance, material, agent or chemical the employee is to use is likely to endanger themself or another employee, or
(iv) any equipment, machine, device or thing the employee is to use or operate or the physical condition of illthe workplace of the part thereof in which the employee is to work is in contravention of: “the Act” or its regulations and such contravention is likely to endanger themself or another employee.
(b) If as set down in Article 14.04 (i), injured (ii), (iii), (iv), an employee refused to work or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to do particular work, the Employer will pay for all return employee shall promptly report the circumstance of their refusal to their supervisor, who shall forthwith investigate the report with the employee and a member representing workers on “the Committee”.
(c) Following the investigation in Article 14.04 (b) and any steps taken to deal with the circumstances that caused the employee to refuse to work hours. It is understood or do particular work, if the employee continued to have reasonable grounds to believe that carrying out the work would endanger themself or another employee, then an inspector from either the Ministry of Labour or the Ministry of Environment, as appropriate, shall investigate the refusal to work and shall give a decision in writing as soon as possible.
(d) Pending the outcome of the investigation in Article 14.04 (c) above, the employee shall be found reasonable alternative work until such time that the nurse will reimburse job has been made safe or determined to be safe to work on.
(e) Pending the Employer once their claim is accepted. Any such nurse will be supernumerary outcome of the investigation in nature when reasonably possible. The Union either Article 14.04 (c) above and the decision of the “Certified Member” and/or the Inspector, no employee shall be notified assigned to use or operate the equipment, machine, device or thing or to work in the workplace or the part thereof or to work with any substance, material, agent or chemical which is being investigated until the job in question has been deemed safe to operate thereof or to work with any substance, material, agent or chemical which is being investigated until the job in question has been deemed safe to operate by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, “Certified Member” or by agreement between the Employer and the Union, job postings may be waivedan Inspector.
Appears in 1 contract
Sources: Collective Bargaining Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, environment in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. Any nurse who believes a situation may become unsafe shall report this to her/his immediate Supervisor. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high reasonable standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate operate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying abuse of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse recognizing and resolving such problems as they arise. There shall be a policy supporting zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace staff abuse which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy Any nurse who believes a situation may become abusive shall include a commitment report this to conclude the investigation as quickly as is reasonably possibleimmediate supervisor. Where a respectful workplace complaint is filed by a nurse, Every reasonable effort will be made to rectify the Employer shall notify abusive situation to the Union of such complaint no later than ten (10) business days following receipt mutual satisfaction of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work siteparties. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary design and post appropriate signage in support of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wishnon abuse policy. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are she/he is not covered under the D & RLTD, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when necessary and reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their her/his restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived. 7A07 Whistle Blowing Protection Nurses who in good faith make a disclosure in accordance with The Public Interest Disclosure Act shall not be subject to discipline or reprisal.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 29.01 The parties to this Collective Agreement endorse the importance of agree that a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Joint Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulationsestablished. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they Committee shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) govern itself in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions Industrial Health and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject Safety Regulations made pursuant to the Union’s concurrenceWorkers’ Compensation Act. Where appropriate, by agreement The Committee shall be as between the Employer and the Union, job postings with equal representation, and with each party appointing its own representatives.
(a) Employees who are members of the Committee shall be granted leave without loss of pay or receive straight time regular wages while attending meetings of the joint committee. Employees who are members of the Committee shall be granted leave without loss of pay or receive straight time regular wages to participate in workplace inspections and accident investigations at the request of the Committee pursuant to the WCB Industrial Health and Safety Regulations.
(b) Two (2) representatives from the committee, one (1) from management and one (1) from the Union, shall make monthly inspections of the workplace and shall report to the full committee the results of the inspections.
29.03 No employee shall be disciplined for refusal to work when excused by the provisions of the Workers’ Compensation Act and regulations.
29.04 Where the Occupational Health and Safety Committee determines that it is necessary to obtain information on its role and responsibility, it shall use the resources of the Workers’ Compensation Board and/or the Occupational Health & Safety Agency. The committee will increase the awareness of all staff on such topics as: workplace safety, safe lifting techniques, dealing with aggressive patients/residents, WHMIS and the role and function of the Occupational Health and Safety Committee. The committee will ▇▇▇▇▇▇ knowledge and compliance with the Industrial Health and Safety Regulations by all staff.
29.05 The Employer will provide orientation and/or in-service, which is necessary for the safe performance of work, including universal precautions, the safe use of equipment, safe techniques for lifting and supporting patients/residents and the safe handling of materials and products. The Employer will also make readily available information, manuals and procedures for these purposes. The Employer will provide appropriate safety clothing and equipment.
29.06 When the Employer is aware that a resident has a history of aggressive behaviour, the Employer will make such information available to the employee and the Employer’s protocol with regard to the admission of care-floor residents shall be maintained.
29.07 An employee refusing, without sufficient medical grounds, to take medical or x-ray examination at the request of the Employer, or to undergo vaccination, inoculation and other immunization when required, may be waiveddismissed from the service of the Employer. Medical exams, x-rays, vaccinations, inoculations or other immunizations required by the Employer shall be at the Employer’s cost.
29.08 Where the Employer or Occupational Health and Safety Committee identifies high risk areas which expose employees to infectious or communicable diseases for which there are protective immunizations available, such immunization shall be provided at no cost to the employee.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties Company will take reasonablesteps to this Collective Agreement endorse protect the importance health and ensure safety of a safe its workers during working hours. The Union and secure environmentemployees will cooperate with the Company and give full support for the introduction, in which nurses must application and the respect of measures and rules concerning health and safety of employees at work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer Company and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes to maintain a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signageCommitteeinwhich both are equally represented. The Employer’s Respectful Workplace policy shall include a commitment committee isformed of equal numbers of employees representing the workers and members representing the Company. The main function of this committee is to conclude discuss all questions related to health and safety of employees at work. To make it isjudged necessary. The Health and Safety Committeewill meet at least once every three (3) months. The minutes of these meetings will be kept for future reference. The committee meetingswill be held during normaloperation hours and this without loss pay for the investigation as quickly as is reasonably possiblecommittee members representingthe workers. Where a respectful workplace complaint is filed by a nurseWhen an employee has an accident at work, the Employer shall notify Company will give the Union of such complaint no later than ten (10) business days following receipt first aid treatment as required, as well as transportation to the hospital or to a doctor if necessary. Depending on the seriousness of the complaint. Where injury and the Union has concerns regarding doctor’s decision, if required by the impartiality of an Employer conducted Respectful Workplace Investigationemployee, the Companywill supply the transport back to the plant. In the case where the seriousness of the injury is such that the employee is unable to walk or drive his car, if required,the Company will supply transportation back to his home. In the case where an employee injures himself during his regular shift and must be absent to receive he will not lose any salary for the duration of his shift. If the employee is kept at the hospital or if he is returned home by the doctor, on his return to work he must present to his ▇▇▇▇▇▇▇ a medical certificate signed by the doctor. All Stationary Engineerswill receivean hourly increaseof forty-six cents due to the transfer of the Chief Stationary Engineeroccupationfrom the BargainingUnit to a Staff function. This will become part of the new hourly rate for all shift Stationary Engineers. The Union shall will have the right to request have the investigation be conducted by an individual from outside Chief Stationary Engineer occupation reinstatedto the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conductedBargaining Unit if the regulationschange regardingthe duties of supervision, a report of findingshiring, or a summary of the report will be shared by the Employer with the complainant discipline, and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale terminations required for the provision of a summary rather than Chief. Should the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nursereinstatementoccur, the Employer shall provide, at no cost above agreementwill be null and void with all affected pay rates reverting to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will former pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedrates.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse 19.01 A joint management and employees' Health and Safety Committee shall be constituted with representation of at least half by employees from the importance various bargaining units and of a safe employees who are not represented by unions and secure environmentwho do not exercise managerial functions, in which nurses must workshall identify potential dangers, recommend means of improving the health and safety programs and obtaining information from the Employer or other persons respecting the identification of hazards and standards elsewhere. The parties will committee shall normally meet at least once a month. Scheduled time spent in such meetings is to be considered time worked for which representatives shall be paid by the Employer at his or her regular or overtime rate. Minutes shall be taken of all meetings and copies shall be sent to committee members. Minutes of the meetings shall be posted on the workplace health and safety bulletin board. The Employer shall provide the time from work together in recognizing with pay and resolving all related tuition costs and expenses necessary to certify the worker representative as required by the Occupational Health and Safety issuesAct. 7A02 In accordance with Where an inspector makes an inspection of a workplace under the Workplace powers conferred upon him or her under the Occupational Health and Safety and Health Act, the Employer agrees employer shall afford a certified committee member representing workers the opportunity to make reasonable and proper provisions for accompany the maintenance inspector during his or her physical inspection of a high standard of workplace, or any part or parts thereof. Where a worker certified member is not on-site and available, the Employer shall afford a worker health and safety in representative if any, or a worker selected by a Union, because of knowledge, experience and training, to represent it, the opportunity to accompany the inspector during his or her physical inspection of a workplace, or any part or parts thereof.
19.02 Two (2) representatives of the Joint Health and Safety Committee, one (1) from management and one (1) from the employees, shall make monthly inspections of the workplace and will shall report to the health and safety committee the results of their inspection. The members of the Committee who represent the workers shall designate a certified member or person who is properly trained to inspect the workplace. The employer shall provide safety the member with such information and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation assistance as the member may require for the purpose of ensuring health carrying out an inspection of the workplace. In the event of accident or injury, such representatives shall be notified immediately and safety shall investigate and report as soon as possible to the committee and to the Employer on the nature and causes of the accident or injury. Furthermore, such representatives must be notified of the inspection of a government inspector and shall have the right to accompany him on his inspections. Scheduled time spent in the workplace all such activities shall be considered as time worked.
19.03 The Joint Health and Safety Committee and the identification representatives thereof shall have access to Incident/Accident Report Form required in s. 51, s. 52, and s. 53 of health the Act and safety hazardsthe annual summary of data from the WSIB relating to the number of work accident fatalities, the number of lost workday cases, the number of lost workdays, the number of non-fatal cases that required medical aid without lost workdays, the incidence of occupation injuries (including those caused by workplace violence), and such other data as the WSIB may decide to disclose. On an annual basis the Workplace Safety It is understood and Health Committee agreed that no information will be provided with to the Committee which is confidential. This information shall be a standing item recorded in the minutes of each meeting.
19.04 The Union agrees to obtain the full co-operation of its members in the observation of all safety rules and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. practices.
19.05 The Employer will use its best efforts to make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse all affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience direct care employees aware of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nursesresidents who have serious infectious diseases. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teamsdisease need not be disclosed. Employees who are not direct care employees will be made aware of special procedures required of them to deal with these circumstances. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses all employees are aware of the requirement to practice universal precautions in the bargaining unit. all circumstances.
19.06 The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scopethat if incidents involving aggressive client action occur, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses such action will be condoned in recorded and reviewed at the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Occupational Health and Safety Committee. Such policy shall address Reasonable steps within the issue control of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return follow to work hours. It is understood address the legitimate health and safety concerns of employees presented in that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possibleforum. The Union shall be notified by parties further agree that suitable subjects for discussion at the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall joint Labour Management Committee will include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedaggressive residents.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 34.1 The parties to this Collective Agreement endorse and all team members are committed to safe working practices and the importance good health of a safe all team members and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety where appropriate shall confer regarding OHS issues. 7A02 In accordance with This commitment to safety includes seeking to control workplace hazards, reducing the Workplace Safety incidence of injury and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of ensuring occupational rehabilitation processes are in place.
34.2 Bunnings will establish a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) each warehouse in accordance with the Canadian Immunization Guide from requirements of the Laboratory Centre for Disease for Health Canadarelevant State legislation. All reasonable efforts should The function of that health and safety committee will include:
34.2.1 facilitating consultation and co-operation within the team in initiating, developing and implementing measures designed to ensure the safety and health of all team members;
34.2.2 reviewing and making recommendations on work practices to ensure the safety of the team;
34.2.3 maintaining information regarding hazards that arise or may arise at the workplace;
34.2.4 consider and make such recommendations as the committee sees fit in relation to any changes or intended changes to or at the workplace that may reasonably be made expected to provide immunization(s) affect the safety and health of team members;
34.2.5 consider such matters referred to the nurse during committee by the OHS representative and perform such other functions as may be agreed with Bunnings.
34.3 Where necessary the SDA National Secretary and the Bunnings National Manager of Occupational Health and Safety, or their regularly scheduled work hoursnominees, will meet to discuss workplace safety issues.
34.4 Bunnings will arrange for OHS Representatives to attend and be paid for appropriate OHS training courses as required by State legislation. 7A06 Rehabilitation For the avoidance of doubt, nothing in this clause deals with team members bound by the Agreement receiving leave to attend training (howsoever described) provided by a trade union or requires or permits Bunnings to send a team member on paid leave to an OHS training course conducted by a trade union.
34.5 Bunnings will take steps to ensure workplace hazards are identified, assessed and Return where necessary appropriately controlled. Such steps will include hazard inspections and accident investigations.
34.6 Bunnings shall provide each warehouse team member with such safety equipment as may be reasonably necessary to Work Program - The Employer agrees enable the warehouse team member to actively participate and facilitate perform his/her duties. This will include where required the rehabilitation and return provision of adequate safety footwear.
34.7 If a team member is required to work of ill, injured or disabled nurses even when they are not covered under in the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, rain the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union employee shall be notified provided with suitable waterproof clothing and, upon request by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurseemployee, with suitable wet weather footwear. The Employer Such clothing shall include be returned at the Union in the initial meeting with the nurse to review the provisions end of the program to ensure that team member’s shift.
34.8 Nothing in this clause shall remove, diminish or otherwise affect the work designated is within their restrictions application and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union operation of State and the nurse Territory health and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedsafety laws.
Appears in 1 contract
Sources: Bunnings Warehouse Agreement 2006
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of Section 1 There shall be established a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Joint Labor-Management Health and Safety issues. 7A02 In accordance with Committee, consisting of equal union and company representatives, but not less than two nor more than four each.
Section 2 The Company will, from time to time, retain at its expense qualified Industrial Health Consultants, subject to the Workplace Safety and Health Actapproval of the International Union President or his designee, to undertake Industrial health Research Surveys, as decided upon by the committee, to determine if any health hazards exist in the work place.
Section 3 Such Research Surveys will include measurements of the exposures in the work place, the Employer agrees results of which will be submitted in writing to make reasonable the Company, the International Union President, and proper provisions the Joint Committee by the Research Consultant, and the results will also relate the findings to existing recognized standards.
Section 4 The Company shall pay for the maintenance appropriate physical examination and medical tests at a frequency and extent determined from time to time by the Joint Committee.
Section 5 The Union agrees that each research report shall be treated as privileged and confidential to the extent that disclosure of a high standard of health and safety information in the workplace and nature of trade secrets will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health not be made without the prior written approval of the Company.
Section 6 At a mutually established time, subsequent to the receipt of research survey reports, the Joint Committee shall cooperate with Union representation will meet for the purpose of ensuring health reviewing such reports and safety to determine whether corrective measures are necessary in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request light of the nurse, or Industrial Consultant’s findings and to determine the manager on behalf means of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within implementing such corrective measures.
Section 7 Within sixty (60) days of ratification following the execution of this agreement to establish Agreement, and on each successive October 1st thereafter, the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses Company will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported furnish to the Union no later all available information on the morbidity and mortality experience of its employees.
Section 8 The Joint Committee shall meet as often as necessary but not less than ninety-six (96) hours after once each month at a regularly scheduled time and place for the report/notification is made to the Employerpurpose of considering, inspecting, investigating and reviewing health and safety conditions and practices. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union Committeemen shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) investigate accidents in accordance with procedures established by the Canadian Immunization Guide from committee. The Joint Committee shall make constructive recommendations with respect thereto, including but not limited to the Laboratory Centre for Disease for Health Canadaimplementation of corrective measures to eliminate unhealthy and unsafe conditions and practices and to improve existing health and safety conditions and practices. All reasonable efforts should matters considered and handled by the committee shall be reduced to writing, and joint minutes of all meetings of the committee shall be made to provide immunization(s) and maintained and copies thereof shall be furnished to the nurse during International Union President. Time spent in connection with the work of the committee by the union representatives, including walk-around time spent in relation to inspections and investigations, shall be considered and computed for as their regularly scheduled work hours. 7A06 Rehabilitation and Return assigned work.
Section 9 In addition to Work Program - The Employer agrees the foregoing, Company intends to actively participate and facilitate continue its existing industrial hygiene program as administered by Company personnel.
Section 10 Any dispute arising with respect to the rehabilitation and return to work interpretation or application of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union provisions hereof shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between grievance and arbitration procedures set forth in the Employer and the Union, job postings may be waivedAgreement.
Appears in 1 contract
Sources: Working Agreement
HEALTH AND SAFETY. 7A01 The (a) To promote Health and Safety in the Hospital, the parties to this Collective Agreement endorse have, through the importance Ministry of a safe Labour, developed and secure environmentagreed upon Terms of Reference (dated November 24, in which nurses must work. The parties will work together in recognizing 1993 as reviewed and resolving revised ) for implementation of the Occupational Health and Safety issuesAct. 7A02 In accordance with It is a mutual interest of the Workplace Safety and Health Act, the Employer agrees parties to make reasonable and proper provisions for the maintenance of a high standard of promote health and safety in the workplace and will provide safety to prevent and personal protective equipment where required reduce the occurrence of workplace injuries and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teamsoccupational diseases. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, safety is of the utmost importance and established exclusively for nurses in agree to promote health and safety and wellness throughout the bargaining unitorganization. The parties further agree that in promoting and maintaining health and safety and wellness throughout the organization, the precautionary principle, which states that action to establish a committee within sixty (60) days of ratification of this reduce risk need not await scientific certainty, be the guiding principle. The Hospital shall provide orientation and training in health and safety to new and current employees on an ongoing basis and employees shall attend required health and safety training sessions. The Hospital and all employees shall comply with all applicable federal, provincial and municipal health and safety legislation, regulations and policies. All standards established under such legislation, regulations and policies shall constitute acceptable practice which may be improved upon by agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer Joint Occupational Health and Safety Committee (“JOHSC”) or in negotiations with the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. Hospital.
(b) There shall be zero tolerance of abuse, harassment or bullyingone Health and Safety representative per site who will be a certified worker as defined under the Occupational Health and Safety Act. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to This would not preclude the immediate supervisoremployer from having more than one certified worker. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse CUPE certified workers shall be reported trained at the employer’s expense. When a certified worker rep is called in to perform his/her duties under the Union no later than ninety-six (96) hours after Occupational Health and Safety Act and/or the reportcollective agreement, he/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there she shall be a policy supporting a Respectful Workplace which paid at the applicable rate.
(c) Pregnant employees may request to be accommodated in accordance with the Ontario Human Rights Code.
(d) Where the Hospital identifies high-risk areas where employees are exposed to infectious or communicable diseases, employees shall be provided with personal protective equipment reasonable necessary for the protection of the employee.
(e) Where the Hospital identifies high-risk areas where employees are exposed to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurseHepatitis B, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report Hospital will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurseemployees, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canadaa Hepatitis B vaccine. All reasonable efforts should be made The Hospital will provide, at no cost to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to workemployees, the Employer will pay flu vaccine for all return those employees who identify that they want the immunization.
(f) An employee who is required by the Hospital to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union wear or use any protective clothing, equipment or device shall be notified by instructed and trained in its care, use and limitations before wearing or using it for the Employer if there is a request for a Rehabilitation first time and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union at regular intervals thereafter and the nurse employee shall participate in such instruction and may proceed without training.
(g) The Hospital will require employees performing the Union’s involvement subject following functions to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.wear appropriate safety footwear:
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate operate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response Management policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response Management (CISRCISM) team, or where there is no CISR CISM team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR CISM as well as provide information as to the nature of the support provided by the CISR CISM teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying abuse of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying abusive shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there There shall be a policy supporting a Respectful Workplace and zero tolerance of staff abuse which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful possible Any workplace complaint is filed injury or harmful exposure suffered by a nurse, the Employer nurse shall notify be reported to the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share 96 hours after the report/summary with notification is made to the Employer. Such report to the Union if they wishwill include the name of the affected nurse and a brief description as to the mechanism of injury/exposure, subject to the restrictions and requirements of PHIA. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived. 7A07 Whistle Blowing Protection - Nurses who exercise their rights in accordance with the Public Interest Disclosure Act shall not be subject to discipline or reprisal. 7A08 Basic pay or equivalent time off with a minimum of one (1) hour guaranteed to nurses who are not on duty, will be granted to nurses appointed by the Union to attend meetings of the Workplace Safety and Health Committee or to perform such other duties as may be specified in the Workplace Safety and Health Act or prescribed by regulation. In accordance with the Workplace Safety and Health Act, a nurse is entitled to take time off from their regular work duties in order to carry out their duties as a committee member under this Act and the regulations. The nurse shall be paid by the Employer at their regular or premium pay, as applicable, for all time spent carrying out their duties as a committee member under this Act and the regulations. Upon application, each nurse on the Workplace Safety and Health Committee shall be granted paid educational leave in accordance with the Workplace Safety and Health Act. As part of the above paid education days, new Committee Members shall be required to attend a basics course offered by Manitoba Workplace Safety and Health or an equivalent course approved by the Workplace Safety and Health Committee within their first year on the Committee. 7B01 Health services across Manitoba are provided in facilities located on the original lands of First Nations and Inuit peoples, and on the homeland of the Métis Nation. Manitoba’s health authorities respect that First Nations treaties were made on these territories and we dedicate ourselves to collaborate in partnership with First Nations, Inuit, and Métis peoples in the spirit of reconciliation. 7B02 The Union and the Employer agree with the goal of achieving a representative workforce for First Nations, Métis, and Inuit (“Indigenous”) peoples who are significantly underrepresented in the health workforce. Additional actions are needed to promote and facilitate employment of Indigenous persons in health care occupations at all levels. The parties shall work collaboratively to:
(a) Develop strategic initiatives and programs that: • ▇▇▇▇▇▇ mutual respect, trust, equity, open communication, and understanding; • Focus on recruiting, training, and career development of Indigenous staff; • Identify workplace barriers that may be discouraging or preventing Indigenous staff from entering and remaining in the workforce; • ▇▇▇▇▇▇ reconciliation in race and cultural relations; • Promote the elimination of anti-Indigenous racism in the healthcare system.
(b) Promote and publicize initiatives undertaken to encourage, facilitate, and support the development of a representative workforce. 7B03 The Employer will implement educational opportunities for all employees to promote awareness of cultural diversity with an emphasis on Indigenous peoples. This will include enhanced orientation sessions for new employees to promote cultural awareness with emphasis on Indigenous peoples. Anti-racism education will be offered. The Union will encourage participation in such efforts amongst its members.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 21.01 The parties Union and the Home shall cooperate to this Collective Agreement endorse make the importance of Home a safe and secure environment, in which nurses must place to work. .
21.02 The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with be established and composed of two (2) representative appointed by the Home, and two (2) representative appointed by the Union. Any representative appointed by the Union representation for who is a Certified member of the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Occupational Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to shall remain a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request Member of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, Home's Safety and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unitHealth Committee. The parties agree to establish abide by the Occupational Health & Safety Act, Ontario.
21.03 Time spent by members of the committee in the course of their duties shall be considered as time worked and shall be paid in accordance with the terms of this Agreement. The worker representatives on the Health & Safety Committee shall meet without company representatives prior to the committee meetings as agreed by the parties.
21.04 An employee who is required to leave for treatment of such injury, shall receive payment for the remainder of the shift at her regular rate of pay without deduction from sick leave, unless a doctor states that the employee is fit for further work on that shift.
21.05 The Employer has the primary responsibility for ensuring that safe conditions prevail within the workplace, to take appropriate and effective measures, both preventative and corrective, to protect the health and safety of employees. Without limiting the generality of the foregoing, the Employer shall;
(a) provide and maintain workplace, equipment, work methods and tools that are safe and without risk to health;
(b) inform its employees and the Local Union of any situation relating to their work which may endanger their health & safety, as soon as it learns of the said situation;
(c) inform its employees adequately regarding the risks relating to their work, and provide appropriate training and supervision so that employees have the skill and knowledge necessary to safely perform the work assigned to them;
(d) provide the equipment, clothing and devices deemed necessary to prevent injury, except where the collective agreement provides allowance to cover the cost of personal protective equipment, and ensure that employees use the said equipment, clothing and devices on the job;
(e) ensure the necessary investigations, inspections and analyses are carried out and co-operate with the health and safety committee within established in accordance with this article, when there are situations likely to endanger the health and safety of the employees;
(f) take, without delay, all measures necessary to prevent or correct situations likely to endanger the health and safety of employees, or likely to compromise the environment as soon as this situation is brought to its attention.
(a) The joint Health and Safety Committee shall hold meetings as often as necessary, as determined by the Co-chairs, but not less than sixty (60) days of ratification of this agreement to establish the scope, duties at a scheduled time and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisorplace. The Employer Company shall notify furnish the Union ninety-six (96) hours after the receipt Committee with copies of the report. Every reasonable effort will be made all test results pertaining to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedSafety.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 17.01 The parties Company agrees to this Collective Agreement endorse work jointly with the importance of a safe Union and secure environment, abide by Wescast's Health and Safety Policies in which nurses must work. The parties will work together in recognizing and resolving accordance with the Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health ActAct in effect July 1, the Employer 2004 as a minimum standard.
17.02 The Company agrees to make reasonable cover the cost of safety shoes or boots which must be worn as directed by the Company as a condition of employment. Worn or damaged boots will be replaced as required. Management and proper provisions for the maintenance union will jointly determine appropriate footwear guidelines to control cost and quality in the selection of a high standard specific footwear.
17.03 The company agrees to provide the cost of prescription safety glasses as necessary. This sum can be claimed by the employee following completion of his or her probationary period. Employees will be allowed to purchase prescription glasses from the optometrist of their choice, provided the glasses meet all the required approvals of the Joint Health & Safety Committee's requirements.
17.04 The confidentiality of health and safety in medical information of employees is recognized by the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace Company and the identification of health Union. The Company and safety hazardsthe Union representatives who have access to this information will ensure its confidentiality. On an annual basis The Company also agrees that medical information will not be divulged to a third party without the Workplace Safety and Health employee’s consent or as required by law.
17.05 The Ergonomics Committee will be provided with comprised of members of Management (including a member of the Engineering department) and the Union. This Committee will review address ergonomic needs on a priority basis through modifying the Critical Incident Stress Response policyworkplace, securitywork station, new equipment or tool to accommodate the worker. When an ergonomic concern is beyond the scope of the Committee or Company Engineer, the Company shall consider hiring a consultant.
a) When an employee feels that the in-plant temperature and humidity has reached a point where he/response plans she is unable to carry out the job duties successfully without danger of sickness, he/she should bring this to the attention of the Union Representative and all other applicable policies and regulationsthe Supervisor. The Employer Supervisor will make available where it exists, support through try to find an acceptable solution to this problem that satisfies both the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, employee’s personal health and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible sickness problem and the parties shall meet Company’s production problems. However, if the employee requests to discuss what options are to go home unpaid, such requests will not be implemented to continue provision of similar support to nurses. unreasonably withheld.
b) The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP), funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer Company and the Union agree that no form of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will to work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) jointly in accordance with the Canadian Immunization Guide current Heat Management Program (internally referenced as document: CORP- PR-23-010, Rev 01, Dated 2007-04-04) as a minimum standard.
17.07 The Company shall ensure that coolant concentration levels are maintained no higher than 6%. If it is desired to deviate from the Laboratory Centre for Disease for 6% maximum a process deviation form will be initiated and must be signed off by the elected Joint Health Canada. All reasonable efforts should be made & Safety Union Representative and Plant Chairperson/designate.
17.08 The Company shall ensure that adequate local exhaust ventilation systems are installed and maintained on all sources of hazardous airborne contaminants including but not limited to:
i) machine tools to provide immunization(sreduce worker exposure to machining fluids.
ii) open tanks to reduce worker exposure to hazardous substances.
iii) The Company shall install and maintain ventilation systems to meet or exceed Threshold Limit Values (TLV) set by the American Conference of Governmental Industrial Hygienists as listed in their 2001 guidelines or the Ministry of Labour, whichever number is lowest.
iv) The Company shall ensure air quality testing is completed twice each year, once in mid summer and once in mid winter.
17.09 The Joint Health and Safety Committee will on a priority basis develop and implement a continuous improvement plan to manage the following:
i) ensure substances used within the plant minimize harm to the nurse during their regularly scheduled work hoursemployee ii) ensure that usage of substances minimizes exposures to chemical and physical hazards iii) provide guidelines for the use of personal protective equipment to further reduce exposure
a) Where an employee is unable to carry out the normal performance of his/her job, the Company Medical Officer and the individual’s medical practitioner will evaluate the condition. 7A06 Rehabilitation If agreement cannot be reached, a mutually agreed medical specialist will be consulted to determine limitations and Return action. A direction to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work will meet the provisions of ill, injured or disabled nurses even when they are not covered under Article 17.10 b). The cost for the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, specialist will be borne by the Employer will pay for all Company.
b) Any employee's return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse after sick leave will be supernumerary conditional on supplying, when requested, a certificate from a physician that he/she is fully capable of performing the job in nature when reasonably possiblewhich he/she was employed prior to the illness. The Union Company agrees to pay the cost of any such medical certificate they may require to a maximum of $40.
17.11 In the event that an employee is involved in a compensable accident at work and is forced to leave his/her job for treatment, he/she will receive payment at his/her regular rate for the remainder of the shift. For required future medical doctor or specialist appointments directly related to the original compensable accident, the Company will review adjusting an employee’s shift or make other suitable arrangements to ensure applicable wages and/or awarded overtime are not lost provided the treatment period is within the timelines approved by WSIB and it is reasonable to do so.
17.12 The Company will provide training for employees in C.P.R. and First Aid applications. Employees taking this training will be paid at their regular rate of pay. The training will be made available on an annual basis to allow employees the opportunity to either become certified and or take a refresher course. The training will be held on shift if possible.
17.13 No employee shall be notified by required or allowed to work on any job or operate any piece of equipment until he/she has received essential health and safety and basic operations training on the Employer if there is a request for a Rehabilitation and Return job.
17.14 The Company agrees to Work Program for a nurse. The Employer shall include the Union take every precaution reasonable in the initial meeting with circumstances for the nurse protection of a worker. Employees agree to review abide by their duties and responsibilities under the provisions of Occupational Health and Safety Act and the program Company’s health and safety policies and procedures.
17.15 The Company agrees to ensure that the work designated is within their restrictions recognize a Health and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with Safety Representative who will be elected by the Union and certified in accordance to provincial legislation. Their responsibilities will be outlined in a job description to be jointly developed between the nurse Company and may proceed without the Union’s involvement subject Union Plant Chairperson/designate. Based on the time commitments and overall size of the workforce at the
17.16 The Company agrees to move Article 19.16: The Company agrees to allow employees one (1) minute of silence at 11:00 a.m. and 11:00 p.m. on April 28th of each year in observance of those workers killed on the job.
17.17 The Company agrees that prior to filling out an Employee Accident/Incident Report, A Union Health and Safety Rep will be present provided one is on shift.
17.18 In the event an employee sustains an occupational injury or illness and a WSIB claim is filed, the employee can apply to the Union’s concurrenceCompany for an advance on their potential WSIB benefits. Where appropriate, All required forms must be submitted by agreement between the Employer and employee. The employee will sign a waiver agreeing to immediately reimburse the Union, job postings may be waivedCompany upon receipt or denial of benefits by WSIB.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 The parties to this Collective Agreement endorse the importance of a safe and secure environment, in which nurses must work. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are to be implemented to continue provision of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teams. The parties agree that there shall be a dedicated mental health support unit (over and above EAP)if incidents involving aggressive client action occur, funded by PCOC, and established exclusively for nurses in the bargaining unit. The parties agree to establish a committee within sixty (60) days of ratification of this agreement to establish the scope, duties and terms of reference of the mental health support unit. 7A04 The Employer and the Union agree that no form of abuse, harassment or bullying of nurses such action will be condoned in recorded an reviewed at the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisor. The Employer shall notify the Union ninety-six (96) hours after the receipt of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction of the parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Joint Health and Safety Committee. Such policy shall Reasonable steps within the control of the Employ follow to address the issue legitimate health and safety concerns of communication strategiesthe employees presented in that forum. The Employer shall: inform employees of any situation relating to their work which may endanger health and safety, as soon as it learns of the said situation; inform employees regarding the risks relating to their work and provide supervision so that employees have the skills and knowledge necessary perform the work assigned to them; ensure that the applicable measures and procedures prescribed in the Heal Safety Act are carried out in the workplace. The Employerand the Union agree that they mutually desire to maintainstandards of safety and health inthe Home, in order to prevent injury and illness and abide by the OccupationalHealth and Safety Act as amended from time to time. A joint management and employee health and safety committee shall be constituted, which will include signageshall identify potentialdangers, recommend means of improving the health and safety programs and obtaining information from the Employer or other persons respecting the identification of hazards and standards. The Employer’s Respectful Workplace policy shall include normally meet every three months or more frequently if the committee decides, Scheduled time spent in such meetings is to be considered time worked for which paid by the Employer at his or her regular or overtime rate. Minutes shall be taken of all meetings and copies shall be sent to the Committee members. Minutes of meetings shall be posted on the workplace health safety bulletin board. The Employershall provide the time from work with pay and all relatedtuition costs and expenses necessary certify the worker representative. Where an inspector makes an inspectionof a commitment workplace under the powers conferred upon him or her under Occupational Health and Safety Act, the employer shall afford a certified committee member workers the opportunity to conclude accompany the investigation as quickly as is reasonably possibleinspector during his or her physical inspectionof a workplace part or parts thereof. Where a respectful workplace complaint worker certified member is filed not on-site and available, the Employershall worker health and safety representative if any, or a worker selected by a nurseUnion, because of experience and training, to represent it, the Employer opportunity to accompany the inspectorduring his or her inspection of a workplace, or any part or parts thereof. Two (2) representativesof the Joint Health and Safety Committee, one (1) from managementand one ( the employees, shall notify the Union of such complaint no later than ten (10) business days following receipt make monthly inspections of the complaintwork place and shall report to the health and sa committee the results of their inspection. The members of the Committee who represent the workers designate a member representingworkers to inspect the workplace. Where possible that member shall certified member. The employer shall provide the Union has concerns regarding member with such information and assistance as member may requirefor the impartiality purpose of carrying out an Employer conducted Respectful Workplace Investigationinspection of the workplace. Scheduledtime spent such activities shall be considered as time worked The Joint Health and Safety thereof shall have access to the summary of data from the relating to the number of work accident fatalities, the number of lost w cases, the number of lost workdays, the number of non-fatal cases that required medical aid without I workdays, the incidenceof occupationalinjuries, and such other data as the may decide to disclose. understood and agreed that no information will be provided to the Committee which is confidential information shall be a standing item recorded in the minutes of each meeting. The Union shall will use its best efforts to obtainthe full co-operationof its membership in the all safety rules and practices. The Employerwill use its best efforts to make all affected direct care employees aware of re who have serious infectious diseases. The nature of the right disease need not be disclosed. Employees made aware of special procedures required of them to request deal with these circumstances. The parties agree all employees are aware of the investigation be conducted by an individual from outside requirement to practice universal precautions in all circumstances. The parties further agree that suitable subjects for discussion at the work sitejoint Labour Management Committee will include aggressive residents. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer review with the complainant Joint Occupational Health and respondent nurse(s)Safety Committee written policiesto address the management of violent behaviour. Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale Such policieswill include but not be limited to: Designing safe procedures for the provision employees. Providingtraining appropriate to these policies Reporting all incidents of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurseworkplace violence. The Employer shall include shall: inform employees of any situation relatingto their work which may endangertheir health and s soon as it learns of the Union said situation; inform employees regarding the risks relating to their work and provide training and supervision employees have the skills and knowledgenecessaryto safely performthe work assigned to them; ens the applicable measures and procedures prescribed in the initial meeting with OccupationalHealthand SafetyAct areca in the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waivedworkplace.
Appears in 1 contract
Sources: Collective Agreement
HEALTH AND SAFETY. 7A01 In the event that the Health and Safety Committee member selected for certification is not a member, the Hospital acknowledges that the Local Union may provide for this training for its worker representative. The Hospital agrees to recognize such member or members as "Certified Workers" provided the training is in with the applicable government regulations. parties agree that the Hospital shall continue to this demonstrate a towards ensuring that can acquire and update the skills that are required to possess in their functioning inthe Hospital. The Hospital agrees to reimburse the of tuition fee and on external courses upon successful completion of course. A Registered Practical Nurse is required to present to their Program Director or her designate on or before February 15th of each year evidence that her Certificate of Registration is in good standing and in effect. Such time be extended for reasons where the College of Registered Practical Nurses of Ontario permits the Registered Practical Nurse's Certificate of Registration to remain in the Registered Practical Nurse's Certificate of Registration is suspended by the College of Registered Nurses of Ontario for non-payment of the annual fee, the Registered Nurse will be placed on nondisciplinary suspension pay. Ifthe Registered Practical presents evidence that her Certificate of Registration has been reinstated, she shall be reinstated to her position effective upon presentingsuch evidence. Should the Registered Practical Nurse be unable to provide evidence if qualification after days from the of Nurses of Ontario shall be permanently removed from the classification and allowed to exercise all bumping rights, the Collective Agreement endorse BargainingAgreement. A list of those who fait to present their certificates shall be to the importance Union by February of a safe each year. Reinstatement Upon receiving notification from the Workers' Compensation Board of the essential duties or suitable work notice, the Hospital agrees to inform the Union and secure environmentagrees that the Union shall be informed of meetings held with the Hospital the injured worker the Worker's Compensation Board, relating to their return to work. Prior notice shall be given to the Union, in which nurses must workthat the Union may have a representative attend such meetings. The parties will work together in recognizing and resolving Occupational Health and Safety issues. 7A02 In accordance with the Workplace Safety and Health Act, the Employer agrees agree to make reasonable and proper provisions for the maintenance of a high standard of health and safety in the workplace and will provide safety and personal protective equipment where required and install safety devices where necessary. 7A03 The Workplace Safety and Health Committee shall cooperate with Union representation for the purpose of ensuring health and safety in the workplace and the identification of health and safety hazards. On an annual basis the Workplace Safety and Health Committee will be provided with and will review the Critical Incident Stress Response policy, security/response plans and all other applicable policies and regulations. The Employer will make available where it exists, support through the Critical Incident Stress Response (CISR) team, or where there is no CISR team, appropriate Critical Incident support, to a nurse affected by a Critical Incident, an incident or circumstances that are deemed by the nurse to be outside the normal experience of their duties/workplace, and/or upon meet on request of the nurse, or the manager on behalf of the nurse. Where the Employer, does not currently maintain a CISR team, they shall provide the Union with the specifics of how nurses are provided support similar to that provided by CISR teams, and through what programs and/or services. Where maintenance of CISR teams is no longer reasonably possible the Employer shall provide the Union as much notice as possible and the parties shall meet to discuss what options are the feasibility of adjusting work schedules to be implemented to continue provision allow for physician ordered treatment of similar support to nurses. The Employer will communicate to members the option to activate CISR as well as provide information as to the nature of the support provided by the CISR teamswork-related injuries. The parties agree that there of Local 161's Health and Safety Committee shall participate in the revision on the assault in the workplace policy and procedure. Prior to any member returning on a modified alternate work program the employee may obtain the assistance of a representative of Local in facilitating a return to work program. If requested, the Hospital agrees to supply to the employee a copy ofthe Workers' Compensation Board Form The that this collective agreement shall be a dedicated mental health support unit (over translated and above EAP), funded by PCOC, and established exclusively for nurses printed in the bargaining unitFrench language. The Local requests twenty (20) copies in French. If there be a discrepancy, conflict or in meaning between the English and French versions of this collective agreement, meaning of the English version govern. Both parties agree to establish a committee within sixty (60) days of ratification that copies of this agreement will be distributed to establish the scope, duties and terms of reference members of the mental health support unit. 7A04 The Employer bargaining unit and to management, and that the Union agree that no form cost of abuse, harassment or bullying of nurses will be condoned in the workplace. Both parties will work together in recognizing, facilitating the reporting of alleged abuse and resolving such problems as they arise. There copies shall be zero tolerance of abuse, harassment or bullying. Any nurse who believes a situation may become or has become abusive, harassing or bullying shall report this to the immediate supervisorequally by both parties. The Employer Hospital shall notify the Union ninety-six prepare within four (964) hours after the receipt calendar of the report. Every reasonable effort will be made to rectify the abusive situation to the mutual satisfaction final acceptance of all memoranda (central and local) of settlement, a draft of the new collective agreementfor formal signing by both parties. Any workplace injury or harmful exposure suffered by a nurse shall be reported to the Union no later than ninety-six (96) hours after the report/notification is made to the Employer. Such report to the Union will include the name of the affected nurse, if the nurse agrees, and a brief description as to the mechanism of injury/exposure. In regards to respectful workplace; there shall be a policy supporting a Respectful Workplace which shall be provided to the Union, and shall be reviewed annually by the Workplace Health and Safety Committee. Such policy shall address the issue of communication strategies, which will include signage. The Employer’s Respectful Workplace policy shall include a commitment to conclude the investigation as quickly as is reasonably possible. Where a respectful workplace complaint is filed by a nurse, the Employer shall notify the Union of such complaint no later than ten (10) business days following receipt of the complaint. Where the Union has concerns regarding the impartiality of an Employer conducted Respectful Workplace Investigation, the Union shall have the right to request the investigation be conducted by an individual from outside the work site. The Employer shall give all due reasonable consideration to such request. If a Respectful Workplace Investigation is conducted, a report of findings, or a summary of the report will be shared by the Employer with the complainant and respondent nurse(s). Where a summary is provided, rather than the full report the Union may request and the Employer shall provide the rationale for the provision of a summary rather than the full report. The complainant and respondent may share the report/summary with the Union if they wish. 7A05 At the request of a nurse, the Employer shall provide, at no cost to the nurse, vaccination(s) and/or immunization(s) for occupational illness(es) in accordance with the Canadian Immunization Guide from the Laboratory Centre for Disease for Health Canada. All reasonable efforts should be made to provide immunization(s) to the nurse during their regularly scheduled work hours. 7A06 Rehabilitation and Return to Work Program - The Employer agrees to actively participate and facilitate the rehabilitation and return to work of ill, injured or disabled nurses even when they are not covered under the D & R, WCB or MPI programs. For clarity, where a nurse is waiting for a decision from D & R, WCB, or MPI and has been medically cleared to return to work, the Employer will pay for all return to work hours. It is understood that the nurse will reimburse the Employer once their claim is accepted. Any such nurse will be supernumerary in nature when reasonably possible. The Union shall be notified by the Employer if there is a request for a Rehabilitation and Return to Work Program for a nurse. The Employer shall include the Union in the initial meeting with the nurse to review the provisions of the program to ensure that the work designated is within their restrictions and limitations. If required, the Employer shall schedule subsequent (progress) review(s) with the Union and the nurse and may proceed without the Union’s involvement subject to the Union’s concurrence. Where appropriate, by agreement between the Employer and the Union, job postings may be waived.
Appears in 1 contract
Sources: Collective Agreement