Sentences with phrase «workplace violence incidents»

On August 16, 2016, an agency providing children's mental health services and support for children and youth in Ontario was fined $ 125,000, following a workplace violence incident where a youth physically assaulted a staff member.

In the most infamous workplace violence incident related to the legal profession, in 1993, a former client shot and killed eight people at the San Francisco law offices of Pettit and Martin.

LEADING PEOPLE: I collaborated with senior leadership, and served as acting Director after a serious workplace violence incident.

Not exact matches

Assembly Speaker Carl Heastie also weighed in on the fatal incident saying, «Gun violence continues to plague communities across the nation and that it has found its way into workplaces, schools and hospitals, where the most vulnerable among us should feel safe, is reprehensible.»

Bill 168, which came into force in 2010, created an obligation for employers to proactively assess the risk of workplace violence and harassment, as well as develop policies and procedures for investigating and handling complaints and incidents.

(c) Potential Further Expansion to Content and Timing of Reportable Injury Notices: The Bill also allows for regulations to specify additional notice requirements that must be met where a person is killed or critically injured at a workplace; where a person is disabled or requires medical attention because of an accident, explosion, fire, or incident of violence at a workplace; and where an accident occurs at a project site or mine.

The union argued that the incident was at the «low end» of the spectrum of workplace violence because «it was all words» and there was no physical contact or injuries.

These provisions require employers to implement policies, practices and procedures, education and training and control measures to protect employees from incidents of workplace violence and harassment which includes bullying.

Because of Bill 168, the OHSA now requires employers to treat the risk of violence and harassment against workers like other workplace hazards, which must be foreseen and minimized, and which must be governed by incident action plans.

A single incident act of serious workplace violence will likely be cause for dismissal.

Therefore, it is even more imperative that employers do whatever they can do to train employees and properly monitor workplace harassment and violence in order to avoid incidents that will result in a complaint.

While I hold out hope that by forcing employers to have policies and programs to address issues of workplace harassment, and especially workplace violence, incident rates of the same have decreased, anecdotal evidence as reported in seems to suggest otherwise.

Both workplace violence and workplace harassment programs must include measures and procedures for workers to report incidents of workplace violence / harassment and set out how the employer will investigate and deal with incidents or complaints.

He's authored numerous articles and 28 books on cyber extortion, workplace violence, personal privacy, electronic stored information (ESI), privacy risks in multifunctional devices (MFDs), cyber forensics, disaster and incident management planning, ethics and more.

Our justification for implementing a background check program was based on the number of incidents we were experiencing of workplace violence and internal theft.

These internal incidents of workplace violence leave employers largely liable for any problems that occur in the workplace under the «Negligent Hiring Doctrine» dictating that employers can be held liable for damages if they knowingly employ persons known to pose a potential threat to co-workers or the public.

A better definition of workplace violence should account for the type of offense, circumstance — where and when an incident occurs, and whether it is considered to be «on - the - job» — and party or parties involved.

Other factors behind the increased use of background checks include well publicized incidents of workplace violence, multi-million dollar negligent hiring verdicts, a sharp rise in cases of resume fraud including some well publicized examples of fake degrees, and a national awareness of the dangers to children and other vulnerable groups when unqualified or dangerous persons are allowed access to them.

Over 40 percent of her caseload is in federal mediation, and specializes in the areas of employment, EEOC, ADA, and workplace violence, hostile work environment, public dialoging, crisis management, post-traumatic stress disorder, and critical incident debriefing.

Abstract: BACKGROUND: Documented incidents of violence provide the foundation for any workplace violence prevention program.

METHODS: The hospital system utilizes a central database for reporting adverse workplace events, including incidents of violence.

Thanks to the 2016 AIDA member survey on racism, bullying and lateral violence in the workplace, we now have a detailed understanding of how often our members are experiencing this kind of treatment and how these incidents are affecting their work and careers.

BACKGROUND: Documented incidents of violence provide the foundation for any workplace violence prevention program.

Although most of my work is with military and first responders (police, fire) who are having difficulty in their lives after experiencing or witnessing a traumatic or life - threatening event, I also treat civilians with a history of trauma experiences such as sexual assault, physical assault, motor vehicle accidents, terrorist attacks, workplace violence, and a variety of other life - altering incidents.»

More than 48 per cent of members who responded had experienced either a few incidents per month, or daily incidents of bullying, racism and lateral violence in their workplace.

Participants desired both epidemiological and incident - specific data in order to better understand and work to prevent the workplace violence occurring in their hospital system.

A previous study also reported that healthcare workers in an emergency department were victims of direct workplace violence because they reported re-experiencing the violent event, followed by hyper - arousal and avoidance.28 Laposa and Alden reported that re-experiencing an incident of physical violence was significantly and negatively associated with emergency department workers» ability to accomplish their work.28 It is possible that the prevalence of symptoms of hyper - arousal and avoidance was not higher due to the distinctive characteristics of the healthcare workers» jobs and the hospital's culture, which required them to be able to shift their focus quickly and constantly.

The aim of BDAC's Restorative Justice program is to reduce incidents of workplace lateral violence, which in turn, they hope will increase staff morale and create a more positive work environment.