WORKPLACE SAFETY
Drug-Free Workplace
Rules
No employee may manufacture, distribute, dispense, possess, buy, sell, or use any alcohol, illegal drugs, or un-prescribed (for the employee) controlled substances while on the job (including meal and break time), or in a Company vehicle, or while on Company property (including parking lot and grounds). The penalty for this is termination.
No employee may report to work or be at work under the influence of alcohol, illegal drugs or un-prescribed (for the employee) controlled substances. Violation of this will subject the employee to termination. Being under the influence will not excuse any other violation of Company rules or standards, under this Policy or otherwise. Any positive drug test result,
…show more content…
Samples will be properly maintained to ensure chain of custody to avoid tampering or mislabeling. The employee may request a second test on the same (divided) sample at the employee’s cost. Any positive drug test result will be confirmed by GC/MS or a procedure with at least comparable accuracy.
Workplace Bullying
CINCINNATI INCORPORATED defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment.” All employees will be treated with dignity and respect.
The purpose of this policy is to communicate to all employees, including supervisors, managers and executives, that the company will not tolerate bullying behavior. Employees found in violation of this policy will be disciplined up to and including termination.
Bullying may be intentional or unintentional. However, it must be noted that where an allegation of bullying is made, the intention of the alleged bully is irrelevant and will not be given consideration when determining appropriate discipline. As in sexual harassment, it is the effect of the behavior upon the individual that is important. The Company considers the following types of behavior examples of
…show more content…
Employees are encouraged to report safety concerns with regard to intimate partner violence. The Company will not retaliate against employees making good-faith reports. The Company is committed to supporting victims of intimate partner violence by providing referrals to the Company’s employee assistance program (EAP) and community resources.
The Company will promptly and thoroughly investigate all reports of threats of violence or incidents of actual violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as possible. The Company will not retaliate against employees making good-faith reports of violence, threats or suspicious individuals or activities. In order to maintain workplace safety and the integrity of its investigation, the Company may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation.
Anyone found to be responsible for threats of or actual violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of
Domestic violence can also be costly to employers, “employers can be found liable for negligence if they do not take proactive steps to protect the victim of domestic violence as well as the co-workers who are endangered if the perpetrator comes to the worksite” (the-ripple-effect.info).... ... middle of paper ... ... Child Welfare Information Gateway -.
In thinking about helping someone develop a safety plan in case they find themselves in an intimate partner violence or IPV situation, I turned to a woman I know that is soon to be married. The couple has had some quarrels that verge on verbal abuse off and on for the past year. Although none have resulted in physical violence, learning about intimate partner violence allows me to see aspects of relationships in a different light than I have seen them before. The potential victim with whom I have chosen to facilitate the safety plan does not consider her relationship to be abusive, nor do I. However, the victim, Crissy, could use a plan of action if the verbally abusive fights begin to take a physical nature. This reflection will include the summary of developing the safety plan, the issues the plan brought up, and the emotional reflection of both the victim and myself. It is important to note that all names have been changed for the sake of confidentiality.
Susser, P.A. (1985). Legal Issues Raised by Drugs in the Workplace. Labor Law Journal, 36, 42-54.
This has become a serious concern and companies now have to take a stand to protect their employees as well as the organization. Workplace violence can have a damaging effect on a company. A company can suffer serious implications if they don’t introduce policies in the workplace that protect employees from becoming a target. Families affected can sue a company for not having proper procedures in place to protect their loved ones. Millions are paid out every year to compensate for the damages incurred.
The State of Texas and TCFV along with the city of Houston have recently hosted a program called “Partner to Protect: A Leadership Summit for Family Violence Programs and Law Enforcement.” This conference was formed to help victim advocates and law enforcement come up with better ways to respond to family violence in the community. The summit allowed advocated and law enforcement to share their expertise on domestic violence while explaining the in’s and out’s of associated with their jobs in order to help victims better understand any type of flaws that could happen during and emergency situation.
Domestic violence can be described as any form of abuse towards a victim, whether physical, emotional, sexual, verbal, psychological, or economical. The stakeholders in such violence are the abuser(s), the victim(s) and the bystander(s), all of whom are affected in some form or another by the abuse. For further clarity, domestic violence in this discussion refers to situations where the principle stakeholders, i.e. abuser and victim are in a relationship, for example partners, co-workers or friends. Domestic violence affects all stakeholders, not only the victim but the abuser and bystanders, and it can be easily prevented.
Workplace bullying is an issue at my current place of employment. It pertains specifically to my experiences and observations of a staff member who feels the need to demoralize and abuse her co-workers and patients. Her harsh mannerisms, including aggressiveness and manipulation had a negative impact on many staff
Workplace violence in the nursing profession has been extensively reported and documented. It is associated with serious negative consequences both for the nurse and their patients. Such disruptive behaviors in the nursing profession severely impact the emotional and mental well-being of the nurses that in turn affects retaining qualified and experiences staff in a healthcare organization. Such type of violence is considered as a major occupational hazard and condemned by major nursing organizations including the CENTER for American Nurses and American Nurse Organization. In the nursing profession workplace violence includes several types of negative behavior such as lateral violence, bullying and aggression. Lateral or horizontal violence is described as harmful or disrespectful behavior towards a coworker or a group of coworkers which in essence denies them of their basic human right and has a profound negative effect on their self-esteem and confidence (Becher & Visovsky, 2012). While lateral violence is mostly observed among peers or coworkers bullying is generally observed between a higher authority staff and those working under them such as a nursing supervisor and a staff nurse. Bullying is mostly verbal in nature which involves the use of abusive language, intimidation, insult and using authority to subdue, threaten or humiliate their subordinates (Lateral Violence and Bullying, 2008). When nurses are subjected to any kind of horizontal violence or bullying over a period of time it unduly affects them with physical, emotional, mental and financial consequences. In addition such workplace violence also brings forth negative consequences for the healthcare organization and patients in particular. Thus given the seriousness o...
Although bullying is not mentioned as a form of abuse in these documents, there is clear evidence that it is abusive. It is not an easy job to recognize child abuse. Teaching staff are not responsible for deciding whether a child is being abused or indeed if they are at a risk of harm from someone. They must however follow the correct child protection procedures which are in place, so that the relevant agencies can investigate and take any necessary action to protect a child.
An employee found to have participated in any type of unlawful harassment or who knowingly and falsely accuses another of harassment will be subject to appropriate disciplinary/corrective action up to and including
Workplace bullying is defined as any as any type of repetitive abuse in which the victim of the bullying behaviour suffers verbal abuse, threats, humiliating or intimidating behaviours, or behaviours that interfere with his or her job performance and are meant to place at risk the health and safety of the victim (Murray, 2009). Bullying can take many forms, some blatant, others more subtle. Researchers ha...
Downplaying bullying, saying things like “He was just joking around”, and “Don’t take things so seriously” can have serious repercussions. Some people are more fragile than others and react to this type of treatment with anger or violence. On the other hand, there are managers who rule with an iron hand and sometimes this pressure can cause an employee to crack.
“Domestic violence is the leading cause of injury to women in the United States” (Jones 87). Every twelve seconds, a woman is beaten by a man (Jones 6). Every nine days, a woman is murdered by her husband or boyfriend (Jones 7). Statistics like these outline the severity and seriousness of the domestic violence epidemic in this country. Unfortunately, it has taken lawmakers too long to recognize domestic violence as a devastating situation that affects millions of people both physically and emotionally. Domestic violence affects not just people, but businesses as well. Domestic violence results in high turnover and absenteeism at work, extended sick leave, and losses in productivity (Jones 12). The financial cost of domestic violence on business productivity helped facilitate government intervention towards addressing domestic violence, and encouraged laws protecting victims of this type of abuse.
Domestic violence is skyrocketing in our society. In the U.S., as many as 1.5 million women and 850,000 men were physically assaulted by their intimate partner last year, and numerous children abused by their parents. These sad criminal acts will continue to grow in our society, unless our community takes action to stop these crimes. First of all, the most important tool we have available against this type of crime are the authorities, which include the police department, hospital, and social workers. If they manage to work together as a team to make the whole process of protecting a victim more efficient, it will encourage victims to actually phone for help.
unreasonably interferes with an individual's work performance or creates an intimidating. hostile or offensive work environment. " Sexual harassment can affect all women from different backgrounds, different races and different ages experience harassment on the job, in the school environment, including the place of worship. The act of harassment can fall into this category from vigorous and insignificant situations. For instance, some of the signs of the sexual harassment can be from small comments on women's breasts, unwanted body contact, offensive graphic pictures being sent directly to any individual.