Common use of Healthy Work Environment Clause in Contracts

Healthy Work Environment. The Hospital and the Association agree that mutual respect between and among managers, employees, co-workers and supervisors is integral to a healthy work environment, a culture of safety and to the excellent provision of patient care. Behaviors that undermine such mutual respect, including abusive or “bullying” language or behavior, are unacceptable and will not be tolerated. 10.4.1. Any nurse who witnesses or believes they are subject to such behavior should raise their concerns with their manager as soon as possible. If the manager is unavailable, or if the nurse believes it would be inappropriate to contact that person, the nurse should raise their concerns with Human Resources. 10.4.2. Any nurse who in good faith reports such behavior, or who cooperates in an investigation of such behavior, will not be subject to retaliation by the Hospital, the Association or by co-workers. Any nurse who believes they are being retaliated against for reporting such behaviors should raise their concerns with an appropriate manager, supervisor or human resources representative as soon as possible. 10.4.3. The Hospital will promptly investigate any reports of such behavior and, based on such investigation and, applying appropriate discretion, take appropriate action to prevent the reoccurrence of such behavior. Any Hospital employee who has been found to have engaged in such inappropriate behavior will be subject to disciplinary action, up to and including termination. 10.4.4. The Hospital will communicate to the nurse who was subject to such alleged bullying behavior whether the investigation supported the allegation, did not support the allegation, or was inconclusive. The Hospital may choose to keep confidential, consistent with Hospital policy, the level of discipline given to an employee who has been found to have engaged in such behavior. 10.4.5. A union representative may be present during an investigatory meeting with a represented nurse whether they filed a complaint or someone filed a complaint against them.

Healthy Work Environment. The Hospital PHHH and the Association Union agree that mutual respect between and among managers, employees, co-workers and supervisors is integral to a healthy work environment, a culture of safety and to the excellent provision of patient care. Behaviors that undermine such mutual respect, including abusive abusive, bullying, threatening, harassing or “bullying” intimidating language or behavior, are unacceptable and will not be tolerated. 10.4.11. Any nurse employee who witnesses or believes they are subject to such behavior should raise their concerns with their manager as soon as possible. If the manager is unavailable, or if the nurse employee believes it would be inappropriate to contact that person, the nurse employee should raise their concerns with Human Resources. 10.4.22. Any nurse employee who in good faith reports such behavior, or who cooperates in an investigation of such behavior, will not be subject to retaliation by the HospitalPHHH, the Association Union or by co-workers. Any nurse employee who believes they are being retaliated against for reporting such behaviors should raise their concerns with an appropriate manager, supervisor manager or human resources Human Resources representative as soon as possible. 10.4.33. The Hospital PHHH will promptly investigate any reports of such behavior and, based on such investigation and, applying appropriate discretion, take appropriate action to prevent the reoccurrence of such behavior. Any Hospital employee who has been found to have engaged in such inappropriate behavior will be subject to disciplinary corrective action, up to and including termination. 10.4.44. The Hospital PHHH will communicate to the nurse employee who was subject to such alleged bullying abusive, bullying, threatening, harassing or intimidating behavior whether the investigation supported the allegation, did not support the allegation, or was inconclusive. The Hospital PHHH may choose to keep confidential, consistent with Hospital policy, the level of discipline corrective action given to an employee who has been found to have engaged in such behavior. 10.4.55. A union Union representative may be present during an investigatory meeting with a represented nurse employee whether they filed a complaint or someone filed a complaint against them.