Sentences with phrase «workplace violence prevention»

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

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

Background checks should be a part of any workplace violence prevention program.

Advised employers on conducting workplace violence risk assessments and preparing and implementing workplace violence prevention policies.

The Joint Commission's recent alert now adds additional incentives for health care organizations to implement and update workplace violence prevention programs.

He regularly advises management on wage - and - hour issues, leave laws, workplace violence prevention, the disability accommodation process, and the discipline and termination processes.

ALBANY, NY (01/20/2009)(readMedia)-- «This rule will have a profound impact on the working lives of thousands of public employees and it will save lives,» CSEA President Danny Donohue told state Department of Labor officials today about a proposed DOL rule that would require public employers to put in place workplace violence prevention programs to protect their workers.

Not exact matches

Passing the bills piecemeal would allow the agenda's nine non-abortion elements — covering wage equity, prevention of domestic violence and human trafficking, accommodation of pregnant women in the workplace and more — to make it to Cuomo's desk.

An expert in the areas of: boy's development / education and men's roles (including violence, suicide and depression), school safety (including bullying prevention), workplace violence, gender studies (men, boy - girl and male / female relationships), parenting (mothering / fathering), organizational structure, gender and work / family balance in workplace culture, psychoanalytic psychotherapy and professional issues in the practice of psychology, he is the author and / contributor of numerous scholarly journal articles and book chapters.

It has been a little under seven years since Bill 168 made amendments to Ontario's Occupational Health and Safety Act (OHSA) by adding employer obligations regarding the prevention of workplace violence and harassment.

Employers have to review and amend their violence prevention program, policies and procedures and training under OHSA to specifically include «workplace sexual harassment».

Most survey respondents reported that although their workplaces have sexual harassment and violence prevention policies in place, they did not receive training on these policies.

To support people who do experience harassment or violence at work, the government will provide outreach to employees and employers to help them navigate the workplace prevention and resolution process and to help direct victims to support services.

With the passage of Part III.0.1 [of the Occupational Health and Safety Act] the Legislature imposed substantial obligations on employers with respect to the prevention of workplace violence that do not exist with respect to workplace harassment.

«It's Never Okay: An Action Plan to Stop Sexual Violence and Harassment» recommends changes to the Occupational Health and Safety Act (OHSA) to deal with workplace sexual harassment prevention and training... [more]

SAFE Work Manitoba, the provincial prevention organization responsible for promoting and delivering services related to workplace injury and illness prevention would support the proposed legislation by educating employers about domestic violence and practical strategies to make workplaces safer, Minister Braun said.

After accounting the above discussion, it appears «observation», «evaluation», «communication», «prevention» and «curtailing» are some of the driving concepts behind fostering a workplace free from violence.

Since June 15, 2010, the Ontario Occupational Health and safety Act violence and harassment prevention provisions (Bill 168) require an employer to take all reasonable precautions in the circumstances for the protection of all employees if a domestic violence situation is likely to expose a worker to physical injury in the workplace and the employer becomes aware or ought reasonably to be aware of the situation.

«It's Never Okay: An Action Plan to Stop Sexual Violence and Harassment» recommends changes to the Occupational Health and Safety Act (OHSA) to deal with workplace sexual harassment prevention and training.

An unfortunate but common topic of concern among employers is the prevention of workplace violence.

Compliance Training Group creates a safer workplace through education on such topics as sexual harassment prevention and substance abuse awareness, diversity & inclusion, conflict resolution, HIPPA, OSHA Safety, and violence in the workplace prevention.

Professional Duties & Responsibilities Served as human resource manager for eight locations throughout the Detroit area Led team of approximately 20 employees in daily store and human resource activities Recruited, trained, and reviewed staff ensuring effective, efficient, and professional operations Resolved disputes between staff members and determined appropriate remedial measures Experienced with workplace violence, team member crisis, and labor law disputes Directed corporate finances including payroll, benefits, and company / department budgets Managed employee sick time, vacation, maternity leave, and daily scheduling Implemented professional development programs resulting in increased employee value Conducted staff training in appropriate work conduct, attire, and applicable employment law Oversaw employee recognition program building team morale and dedication to company goals Significantly cut employee rollover through various team building measures Ensured that corporate accounting and human resource operations met industry best practices Oversaw multimillion dollar store inventory and loss prevention strategy Initiated, led, and closed investigations in cases of lost merchandise Performed all duties in a positive, professional, and timely manner

Appropriate topics may include: special populations; diagnosis, assessment, advanced counseling for individuals, groups, or families; theory, research, and practice in addictions; practice or policies relating to addictions; scientifically supported models of treatment, recovery, relapse prevention; continuing care for addiction and substance - related problems; dual diagnosis issues; addictions and domestic violence, violence in the workplace, criminal activity, sexual abuse, child abuse and neglect; counselor wellness, and professional development.

As Coordinator for Internal Policy Coordination and Occupational Health & Safety, Ms Flocken is responsible amongst others for managing projects in the field of Working Conditions and Health and Safety at the workplace, such as the prevention of violence at school and the prevention of teachers» work - related stress.