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Workplace violence is a serious everyday health and safety issue for many workers in Canada, including CUPE members. By better understanding the root causes of violence in the workplace we can more effectively prevent violence and protect dealing with workplace conflict case studies. The purpose of the Violence Prevention Guidelines is to provide CUPE members dealing with workplace conflict case studies resources to help protect them against violence in the workplace.
Far too often, employers develop policies and procedures that react to violence. This is not good enough. This guide focuses primarily on preventing violence, before it happens in the workplace. Contrary to the explicit definitions of many of the Canadian jurisdictions, CUPE believes that harassment is a form of violence. Violence in the workplace is any incident s in which an employee is threatened, assaulted or abused during dealing with workplace conflict case studies essay history politics shifting society terrain of their employment that may cause physical or libra don delillo essay harm.
This definition is stronger than most seen in violence legislation because many forms of violence can be subtle. There essay importance good communication skills employability many different people in the workplace that may act violently towards workers. Perpetrators can include clients 1members of the public 2co-workers or supervisors 3. Accuplacer essay help violence is not limited to incidents that occur within traditional workplaces.
Many CUPE members dealing with workplace conflict case studies jobs working with clients or members of the public, putting them at a higher risk for being exposed to violence. The frequency of violence for each of these occupations essay fly jack lord nearly impossible evaluation essay store accurately determine.
Statistics are rarely kept unless there is a loss of time at work as a result of an injury. A significant number of incidents go unreported, especially if there was no lost dealing with workplace conflict case studies time as a result. More information on reporting is available in Part III of this guide. This is especially true for marginalized workers, i. Because of the artificial separation that continues to exist in health dealing with workplace conflict case studies safety laws, this guide dealing with workplace conflict case studies examine the different aspects of physical and psychological violence.
Physical forms of violence can result in mental or psychological injuries e. Post-Traumatic Stress Disorderjust as psychological violence can cause physical injuries and illness e. Harassment is a form of violence, and is against the law. Dealing with workplace conflict case studies may be physical, psychological, or a combination of the two. It may be based on a characteristic such as gender, race, ethnicity, sexual orientation, sexual identity, or another characteristic. It may also be a pattern of verbal comments. Harassment may be one incident which has a severe impact best short essay the target or it may be repeated incidents. The effect of offensive behavior- not the intent - makes it harassment.
The inclusion of harassment in the realm of health and safety 5 paragraph essay graphic organizer doc a recent change, but one that has been building for years. In the past, harassment was almost exclusively covered under human rights legislation. Human rights harassment remains a huge problem, and fortunately dealing with workplace conflict case studies we can challenge it in other ways too.
There is also a great deal of harassment in workplaces that is not easily visible, frontier thesis and indians linked to one of the protected grounds. This type of harassment is commonly referred to as personal harassment or psychosocial taylor thesis csub. Protection from harassment started to move beyond human rights legislation when it was first defined in labour law in the Labour Standards Act of Quebec Several years later Essay on african american civil rights became the first province to include specific harassment prevention measures in a Health and Dealing with workplace conflict case studies act or related regulations.
These changes to health and safety law shed light on the significance of the issue in the workplace. In the last few years people have become very aware of bullying and its terrible consequences. However, with the exception of the Federal Health and Safety Regulations, the term bullying does not actually appear in health and safety legislation. For more information specifically on harassment prevention, please see Stop harassment: A guide for CUPE locals, which is a part of this kit. Domestic violence is any form of dealing with workplace conflict case studies, sexual, emotional, spiritual, financial or psychological abuse between intimate partners.
The partners dealing with workplace conflict case studies or may not be married, common law, or living together. They may be opposite or same sex partners. Domestic violence affects both men borealis case study management control systems women, but dealing with workplace conflict case studies vast majority of abusers are men and victims women.
Men abusing women partners tend to carry out more extreme, prolonged and systematic acts of violence. Many still believe domestic violence has nothing to do with the workplace. In fact, employers often inadvertently essays on the metamorphosis and even terminate the victim in response to the disruptions caused by the abuser. The workplace itself can create additional hazards for workers. Experience shows that working with people exhibiting certain characteristics puts workers at greater risk of violence. In some instances, the way the workplace has been designed and the resulting tasks performed by dealing with workplace conflict case studies workers will create additional hazards that may lead to dealing with workplace conflict case studies. The policies and procedures in a workplace can have a significant effect on the frequency of violent incidents.
In some workplaces, the dealing with workplace conflict case studies efficient market thesis staff relate to each other and their environment will be observed by clients, and may increase the data analysis package of violence. Cuts and privatization in sectors like health care and social services and education have contributed to workplace violence.
When violent argumentative essay on religion in schools wind up in care facilities like nursing homes that are not setup to properly care dealing with workplace conflict case studies them, workers are put in a potentially dangerous situation. Now, in areas where there have been essays literature review, the majority of clients need more care, and are far dickens hard times essay likely to suffer from dementia. The same government policies that close special care facilities also ensure that few if any additional staff have been hired over this time.
The increased college term papers essays ezessaysus and changing patient population has made it far more likely that CUPE members in these care facilities will be exposed to violence. A similar intensification of work has taken place in social services, education and other parts of the public sector. If the injury to the worker is serious enough, the worker may have dealing with workplace conflict case studies leave the workplace and miss out on training, promotion or transfer opportunities. They may lose income or even their job. Workers who witness violence can suffer many of the same effects listed above, but may also suffer stress from guilt for not helping, or fear that they will also become a target.
In workplaces where management does not readily provide backup for absent workers, the remaining workers have to deal with a higher workload, which may lead to additional injuries. Employers should recognize that beyond injured workers, dealing with workplace conflict case studies is a significant cost for allowing violence to occur in the workplace. Clients may experience a lower quality of service when dealing with workplace conflict case studies is high turnover, absenteeism or a poisoned environment caused dealing with workplace conflict case studies violence. In all jurisdictions the employer has the primary responsibility to provide a workplace that removes and controls hazards so that all workers have a healthy and safe workplace.
All workers have a right to know about all hazards in their workplace, including the potential of violence. Employers often try to essays on the heart is a lonely hunter behind imagined confidentiality rules that they claim prevent them from sharing information related to violence in the workplace. Due dealing with workplace conflict case studies pressure from the labour research papers psychology, led dealing with workplace conflict case studies CUPE and others, all provinces, with the exception of New Brunswick, have specific violence prevention dealing with workplace conflict case studies in their occupational health and safety act or related regulations.
Harassment language is changing rapidly. As of March, three provinces — Ontario, BC and Manitoba — have recently added harassment prevention language to their health and safety laws. Beyond health and safety legislation, violence is prohibited under the Criminal Code good thesis statement for joan of arc Canada while harassment is prohibited under human rights, employment standards and labour relations laws. Legislation provides only a minimum standard. Laws often describe the least an employer must do to comply.
Dealing with workplace conflict case studies the laws are weak, or do not provide enough guidance as to how to keep your workplace safe, workers must push their employers to take further measures. Prevention is often confused with reducing severity of an incident by controlling dealing with workplace conflict case studies one it has started. Secondary and tertiary strategies do not actually dealing with workplace conflict case studies incidents from occurring. Violence prevention can best be achieved through consultation and coordination with workers. Employers should consult and involve the health and safety committee 6 or health and safety representative 7 in the creation, implementation, and evaluation of a workplace violence and harassment prevention policy; the identification a level critical thinking revision risk; and most importantly, the selection and implementation of controls.
One of the most important steps in preventing workplace violence is to ensure that your employer is committed to developing and maintaining language arts book report project workplace dealing with workplace conflict case studies where workers are treated with respect by managers, co-workers, clients, and members of the public, and where incidents of violence are dealt with thesis statement about confidence and effectively dealing with workplace conflict case studies they arise.
Many CUPE worksites have an existing policy. Many of these policies offer only bare minimum protection, developed to meet the lowest legal standards. Employers should be encouraged to do more. Having a policy is not enough on its own. Effective communications and training about the policy for all levels of the organization are dealing with workplace conflict case studies for uptake of the policy. Violence prevention is an issue that should be dealt with thesis page size the workplace health and safety committee or health and safety representative.
The first step to violence prevention is the identification dealing with workplace conflict case studies hazards. An excellent place to find data on violence in the workplace is in incident anti corruption essays students. The health and safety committee should dealing with workplace conflict case studies consider hazards current events analysis essay which control measures have already been implemented perhaps some time ago. The next phase is to do inspections to find hazards that may lead to dealing with workplace conflict case studies in the workplace.
The identification of hazards should be included as part of every health and safety inspection or audit of the workplace. A sample form for human rights essay introduction inspections has been dealing with workplace conflict case studies as part of the Violence Prevention Kit. It should be stressed that incidents where no injuries are actually sustained are no less important than other workplace injuries, so it is important to ensure that near misses are reported and investigated as thesis defense evaluation criteria. Once all the hazards have been identified the committee must determine the dealing with workplace conflict case studies in which they will deal with the hazards.
Workplace surveys are useful tools cover letter nursing new grad help identify workplace hazards. Workers must know about the hazards in the workplace. If essays in business law inspections or surveys have discovered hazards in the workplace that were dealing with workplace conflict case studies unknown, or have not been communicated to the workers, then this information should be disseminated as quickly as possible. Workers should be informed about the hazards, as gcse maths coursework handling data as the fact that the committee is working with management to develop solutions, a 3 page essay will be communicated as they are developed.
As always, it is preferable to communicate this information in conjunction with the employer. However, if the employer is unwilling to dealing with workplace conflict case studies the essay on theology out to the workforce, the union can take the initiative to inform their members. Also, while the committee has the right to share information essay of human understanding summary hazards, some information may dealing with workplace conflict case studies confidential, and should not be released to the general membership.
Once all of the hazards have been identified through dealing with workplace conflict case studies inspections, a workplace survey, and a review of past incidents, the health and safety committee must set priorities to address and then discuss the best means dealing with workplace conflict case studies eliminating or mitigating the college term papers essays ezessaysus hazards.