CLC’s Model Language on Domestic Violence and the Workplace
These model clauses are suggested language that unions can use to develop proposals on domestic violence and the workplace for collective bargaining purposes. Using the principles and language adapted from precedents in Canada and Australia, this model language can serve as a starting point.
Unifor’s Model Language on Workplace Violence and Harassment
Describes model language and negotiated procedures to address workplace violence and harassment.
RNUNL’s Provincial Collective Agreement
The collective agreement addresses workplace violence and harassment in Article 47 where it defines violence and harassment and prohibits these activities. It compels the employer to develop policies, to be reviewed annually, to prevent violence and to investigate violence and harassment with appropriate actions to follow.
PEINU’s Provincial Collective Agreement
The collective agreement addresses harassment violence in Article 6 where it includes language concerning discrimination, securing a harassment- and violence-free environment, prevention policies, investigations, appropriate follow-up, protections for filing a complaint, and a workplace harassment policy. Article 36 addresses adherence to the Occupational Health and Safety Act and Joint Health and Safety Committees. Article 25 addresses being injured on duty.
NSNU’s Provincial Collective Agreement
The collective agreement addresses nurse safety and security measures in Article 16 where it includes language concerning Joint Occupational Health and Safety Committee, injuries on duty, WCB and return to work, and security measures. Abuse is not condoned and every reasonable effort will be made end an abusive situation. Specific commitments exist to ensure security measures at emergency departments at select times, and exemptions from working alone at the work site which apply to most nurses.
NBNU’s Provincial Collective Agreement, part III (Nurses)
The collective agreement addresses safety and health in Article 39 where it includes language concerning reasonable provisions for the safety and health of employees during employment. Specific commitments consist of joint health and safety committee duties and procedure. A Letter of Intent (pg. 100) commits the employer to implementing a workplace violence prevention policy and best practice measures. A Letter of Intent (pg.101) addresses safe staffing issues and professional practice appeals.
ONA’s Provincial Hospital Central Agreement (expiry March 31, 2018)
The collective agreement addresses violence in Article 3 where it includes language cementing agreement to a safe workplace free of violence and harassment. Article 6.05 under Occupational Health & Safety defines workplace violence, and addresses work refusals and appropriate solutions to address violence and verbal abuse. Specific commitments consist of flagging, security guard qualification, training, personal alarms, and risk assessments.
MNU’s Collective Agreement with the Winnipeg Regional Health Authority
The collective agreement addresses abuse in Article 7A.04 where it includes language of zero tolerance towards workplace abuse of nurses and joint administration of resolving abuse. Specific commitments compromise notifying the union within ninety-six hours of receiving a report, an annual review of the policy, and quick and impartial investigation. Article 7 addresses sexual or workplace harassment with language protecting privacy.
SUN’s Provincial Collective Agreement
The collective agreement addresses discrimination and harassment in Article 4 and commits the employer to a policy with specified measures. Article 61 addresses occupational health and safety and violence where the occupational risk of violence is acknowledged. Specific language requires employers to provide violence- and abuse-prevention training, the right to refuse unsafe work, critical incident stress management, protective equipment, and communication measures when working alone.
UNA’s Provincial Collective Agreement
The collective agreement addresses domestic violence leave in Article 22.13 and permits employees to request 10 unpaid, job-protected leave days. Article 34 addresses occupational health and safety and ensures a harassment policy and a workplace violence policy. There are substantial specific commitments which include ongoing hazard assessments, information sharing, working-alone precautions, and the implementation of the National Standard for Psychological Health and Safety in the Workplace.
BCNU’s Provincial Collective Agreement.
The collective agreement (2014-2019) addresses violence in Article 32 which includes a commitment to violence reduction in every worksite. Specific Commitments consist of support for work required outside the worksite, reporting client’s violent history, critical incident support resources and paid time-off, training guidelines, and violence prevention training. A Letter of Agreement (pg. 138) compels Health Authorities to adopt the National Standard for Psychological Health and Safety in the Workplace.
BCNU’s post, Psychological Health and Safety in the Workplace
The Nurses’ Bargaining Association (NBA) collective agreement that was ratified in 2016 includes a Letter of Agreement that requires each health authority to adopt and implement the Standard; it is no longer voluntary for health authorities in British Columbia.