Risk of Workplace Violence from a Person with a History of Violent Behaviour Sample Clauses

Risk of Workplace Violence from a Person with a History of Violent Behaviour. The Council will provide employees with information, including personal information, about a person with a history of violent behaviour if the employee can be expected to encounter such a person in the course of her or his work and the risk of workplace violence is likely to expose the employee to physical injury. The Council will not disclose more information than is reasonably necessary for the protection of an employee from physical injury. If, at any time, an individual in the workplace feels personally threatened, they are to ensure their own safety and call the police (9-1-1) immediately. Staff is not to place themselves at risk or jeopardize anyone's safety when dealing with any perceived or real situation of violence. Criminal harassment such as stalking, threats, and sexual or physical assault are covered by the Criminal Code. Supervisors and employees are encouraged to report any criminal behaviour to the Police. Incidents of violence must be reported immediately to the employee’s supervisor, or if the employee’s direct supervisor or a member of the board is involved in the act, the employee should contact the HR Officer or the Executive Director. In all cases, the employee Workplace Violence Incident Report form needs to be completed. In the event of a workplace injury, employees should complete and submit the applicable workplace injury forms. All workplace violence incidents must be communicated to the Joint Health and Safety Committee within four days of the incident. If a workplace violence incident results in a person being critically injured or killed, the Ministry of Labour must be notified immediately and the Ministry of Labour notified in writing within 48 hours. Unionized employees involved may request the presence of a union representative at any time in the process. Incidents reports must be filed as soon as possible after the incident occurred using the Workplace Violence Incident Report detailing the nature of the incident, dates, times, places, witnesses and names of those involved. Supervisor, employee or witness may complete the report. All reports of violence must be forwarded to Human Resources and/or the Executive Director. There will be no negative consequences for reports made in good faith. If the perpetrator has no relationship to the organization or has a personal relationship with an employee, the supervisor or HR officer may contact the police department. The police are also to be called in incidents involving serious,...
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Risk of Workplace Violence from a Person with a History of Violent Behaviour. The Company will provide drivers with information, including personal information, about person(s) with a history of violent behavior if the drivers can be expected to encounter such person(s) in the course of her or his work and the risk of workplace violence is likely to expose the drivers to physical injury. The Company will not disclose more information than is reasonably necessary for the protection of taxi drivers from physical injury.
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Related to Risk of Workplace Violence from a Person with a History of Violent Behaviour

  • Central Committee on Violence in the Workplace The Central parties agree to create a Central Committee to review and develop best practice recommendations related to Violence in the Workplace. The Committee will take into consideration recent provincial reports related to violence in the workplace issues. The best practice recommendations will be distributed to the Joint Health and Safety Committees at each individual Home to be recommended for implementation. The best practice recommendations will include but will not be limited to: Review/modify: the processes, procedures, measures and follow through on:

  • Violence in the Workplace (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub-article (a) only, employees as referred to herein shall mean all employees of the Employer notwithstanding Article 2.12. (b) The Employer agrees to develop formalized policies and procedures in consultation with the Joint Health and Safety Committee to deal with workplace violence. The policy will address the prevention of violence and the management of violent situations and support to employees who have faced workplace violence. These policies and procedures shall be communicated to all employees. The local parties will consider appropriate measures and procedures in consultation with the Joint Health and Safety Committee to address violence in the workplace, which may include, among other measures and procedures: i) Alert employees about a person with a known history of aggressive and responsive behaviours and their known triggers by means of: A) electronic and/or other appropriate flagging systems, B) direct verbal communication / alerts (i.e. shift reports), ii) Communicate and provide appropriate training and education, iii) Reporting all incidents of workplace violence, iv) Long-term care home wide violence risk assessments. (c) The Employer will report all incidents of violence as defined herein to the Joint Health and Safety Committee for review. (d) The Employer agrees to provide training and information on the prevention of violence to all employees who come into contact with potentially aggressive persons. This training will be done during a new employee’s orientation and updated as required. (e) Subject to appropriate legislation, and with the employee’s consent, the Employer will inform the Union within three (3) days of any employee who has been subjected to violence while performing his/her work. Such information shall be submitted in writing to the Union as soon as practicable.

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public. (b) Where such potential exists: (1) employees at those worksites or in those work situations shall receive training in the recognition and management of such incidents; (2) physical and procedural measures for the protection of employees, applicable to those worksites or work situations, shall be implemented. (c) The Permanent Occupational Health and Safety Committee shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above. (d) The Permanent Joint Occupational Health and Safety Committee shall jointly develop a new or approve an existing training package on risk assessment. (e) Employees shall be informed concerning the potential for physical violence or verbal abuse from clients, a student, instructors or other members of the public, subject to statutory limitation. (f) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.

  • Professional Development; Adverse Consequences of School Exclusion; Student Behavior The Board President or Superintendent, or their designees, will make reasonable efforts to provide ongoing professional development to Board members about the adverse consequences of school exclusion and justice-system involvement, effective classroom management strategies, culturally responsive discipline, appropriate and available supportive services for the promotion of student attendance and engagement, and developmentally appropriate disciplinary methods that promote positive and healthy school climates, i.e., Senate Bill 100 training topics. The Board will conduct periodic self-evaluations with the goal of continuous improvement. New Board Member Orientation The orientation process for newly elected or appointed Board members includes:

  • SEXUAL EXPLOITATION 18.1 The Contractor shall take all appropriate measures to prevent sexual exploitation or abuse of anyone by it or by any of its employees or any other persons who may be engaged by the Contractor to perform any services under the Contract. For these purposes, sexual activity with any person less than eighteen years of age, regardless of any laws relating to consent, shall constitute the sexual exploitation and abuse of such person. In addition, the Contractor shall refrain from, and shall take all appropriate measures to prohibit its employees or other persons engaged by it from, exchanging any money, goods, services, offers of employment or other things of value, for sexual favors or activities, or from engaging in any sexual activities that are exploitive or degrading to any person. The Contractor acknowledges and agrees that the provisions hereof constitute an essential term of the Contract and that any breach of this representation and warranty shall entitle UNDP to terminate the Contract immediately upon notice to the Contractor, without any liability for termination charges or any other liability of any kind. 18.2 UNDP shall not apply the foregoing standard relating to age in any case in which the Contractor’s personnel or any other person who may be engaged by the Contractor to perform any services under the Contract is married to the person less than the age of eighteen years with whom sexual activity has occurred and in which such marriage is recognized as valid under the laws of the country of citizenship of such Contractor’s personnel or such other person who may be engaged by the Contractor to perform any services under the Contract.