สล็อตฟาโร_เกมออนไลน์_คาสิโนฟรีไม่มีเงินฝาก https://www.google.com//352/topics/workers-compensation en Pr¨¦vention de la violence et de l¡¯intimidation https://www.google.com//352/node/4155 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><h3><strong>Comment d¨¦finit-on la violence au travail?</strong></h3> <p>Tout agissement, comportement, menace ou geste d¡¯une personne ¨¤ l¡¯¨¦gard d¡¯un employ¨¦ ¨¤ son lieu de travail et qui pourrait vraisemblablement lui causer un dommage, un pr¨¦judice ou une maladie.</p> <h3><strong>Quels facteurs contribuent au risque de violence en milieu de travail?</strong></h3> <ul><li>Travailler aupr¨¨s du public</li> <li>Manipuler de l¡¯argent, des objets de valeur ou des m¨¦dicaments d¡¯ordonnance (p.?ex. caissiers)</li> <li>Proc¨¦der ¨¤ des inspections ou faire appliquer les r¨¨glements (p. ex. fonctionnaires)</li> <li>Enseigner ou fournir des services, des soins ou des conseils (p. ex. enseignants, travailleurs de la sant¨¦)</li> <li>Intervenir aupr¨¨s de personnes instables (p. ex. personnel des services sociaux et du syst¨¨me de justice p¨¦nale)</li> <li>Travailler seul ou en petit nombre (p. ex. commis de magasin), ou dans un endroit isol¨¦ (p. ex. salle de bains, aire d¡¯entreposage, local d¡¯entretien)</li> <li>Travailler dans un cadre communautaire (p. ex. infirmi¨¨res, travailleuses sociales et autre personnel de services ¨¤ domicile)</li> <li>Travailler pendant une p¨¦riode de bouleversements organisationnels (p. ex. gr¨¨ves, r¨¦duction des effectifs)</li> <li>¨ºtre membre d¡¯un groupe prot¨¦g¨¦ par la l¨¦gislation sur les droits de la personne, qui est per?u n¨¦gativement ou st¨¦r¨¦otyp¨¦ par le public (par exemple, Autochtones, personnes ayant un handicap, personnes racialis¨¦es, GLBT, etc.).</li> </ul><h3><strong>Comment d¨¦finit-on l¡¯intimidation?</strong></h3> <p>L¡¯intimidation d¨¦signe un comportement r¨¦p¨¦titif qui vise d¨¦lib¨¦r¨¦ment ¨¤ causer du tort ¨¤ une personne sur le plan physique ou mental. L¡¯intimidation peut ¨ºtre le fait d¡¯un ou de plusieurs individus qui tentent de dominer la victime, par exemple en l¡¯effrayant, en l¡¯offensant, en la d¨¦nigrant, en l¡¯humiliant ou en exploitant un de ses points faibles.</p> <h3><strong>Quelles formes prend-elle?</strong></h3> <ul><li>R¨¦pandre des rumeurs malveillantes, des comm¨¦rages ou de fausses insinuations.</li> <li>Exclure une personne sur le plan professionnel ou social.</li> <li>Intimider quelqu¡¯un.</li> <li>Miner le travail d¡¯autrui ou nuire intentionnellement ¨¤ son ex¨¦cution.</li> <li>Agresser quelqu¡¯un physiquement ou menacer de le faire.</li> <li>Retirer des responsabilit¨¦s sans raison.</li> <li>Modifier constamment les directives.</li> <li>Fixer des ¨¦ch¨¦ances si irr¨¦alistes qu¡¯elles ne peuvent que conduire ¨¤ l¡¯¨¦chec.</li> <li>Retenir des informations essentielles ou transmettre d¨¦lib¨¦r¨¦ment des renseignements ????? erron¨¦s.</li> <li>Faire des blagues ??ouvertement offensantes??, ¨¤ haute voix ou par courriel.</li> <li>S¡¯ing¨¦rer dans la vie priv¨¦e d¡¯une personne en la harcelant, en l¡¯¨¦piant ou en la traquant.</li> <li>Confier ¨¤ quelqu¡¯un une charge de travail ou des responsabilit¨¦s d¨¦raisonnables dans le but de lui nuire (pour cr¨¦er une pression indue).</li> <li>Confier une charge de travail insuffisante pour cr¨¦er un sentiment de futilit¨¦.</li> <li>Crier ou prof¨¦rer des jurons.</li> <li>Critiquer une personne de fa?on persistante ou constante.</li> <li>Rabaisser l¡¯opinion d¡¯autrui.</li> <li>Bloquer une demande de formation, de cong¨¦ ou de promotion.</li> <li>Jouer avec les effets personnels ou l¡¯¨¦quipement de travail d¡¯une personne.</li> </ul><h3><strong>Quelles sont les r¨¦percussions?</strong></h3> <ul><li>Absent¨¦isme</li> <li>Roulement ¨¦lev¨¦ du personnel et difficult¨¦ ¨¤ en recruter</li> <li>Risque accru d¡¯erreur et d¡¯accident</li> <li>Stress</li> <li>Baisse de la productivit¨¦, du moral et de la motivation</li> </ul><h3><strong>Que faire?</strong></h3> <ul><li>Restez calme.</li> <li>Si possible, dites fermement ¨¤ la personne que son comportement n¡¯est pas acceptable et demandez-lui d¡¯arr¨ºter.</li> <li>Demandez qu¡¯un superviseur, un d¨¦l¨¦gu¨¦ syndical ou un membre du syndicat soit pr¨¦sent au moment de communiquer avec cette personne.</li> <li>Prenez des notes (dates, t¨¦moins, commentaires, etc.).</li> <li>Demandez l¡¯aide du syndicat?: nous sommes l¨¤ pour vous aider!</li> </ul><h3><strong>Quelles sont les responsabilit¨¦s de l¡¯employeur?</strong></h3> <ul><li>L¡¯employeur a l¡¯obligation l¨¦gale de s¡¯assurer que le milieu de travail (dont il est responsable) est exempt de harc¨¨lement, de discrimination, de violence et d¡¯intimidation.</li> <li>L¡¯intimidateur doit ¨ºtre avis¨¦ que ses actions ne seront pas tol¨¦r¨¦es et qu¡¯il s¡¯exposera ¨¤ des mesures disciplinaires si son comportement persiste.</li> <li>L¡¯employeur doit ¨¦galement scruter de pr¨¨s les interactions de l¡¯intimidateur avec le personnel et la client¨¨le jusqu¡¯¨¤ ce que sa conduite rentre dans l¡¯ordre.</li> <li>L¡¯intimidateur devrait suivre des ateliers de gestion de la col¨¨re et de respect au travail.</li> <li>Comme les intimidateurs ont souvent eux-m¨ºmes ¨¦t¨¦ victimes d¡¯intimidation, l¡¯employeur devrait encourager la personne qui se comporte de la sorte ¨¤ recourir au programme d¡¯aide aux employ¨¦s.</li> <li>Tout intimidateur qui menace de blesser ou d¡¯agresser quelqu¡¯un doit ¨ºtre d¨¦nonc¨¦ aupr¨¨s des services policiers. Il faut alors remplir un rapport d¡¯incident et le soumettre ¨¤ l¡¯employeur sur-le-champ.</li> </ul></div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bullying">Workplace bullying</a></li><li class="field-item odd"><a href="/352/topics/harassment">Harassment</a></li><li class="field-item even"><a href="/352/topics/violence">Violence</a></li><li class="field-item odd"><a href="/352/topics/workers-compensation">Workers compensation</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/human-resources-section">Human Resources Section</a></li></ul></section><div class="field field-name-field-publication-date field-type-datestamp field-label-inline clearfix view-mode-rss"> <div class="field-label">Publication Date:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="date-display-single">Tuesday, October 6, 2015 - 3:15pm</span></div> </div> </div> Tue, 06 Oct 2015 19:22:00 +0000 calugaj 4155 at/352 Violence and Bullying Prevention https://www.google.com//352/violence-and-bullying-prevention <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p><strong>What is workplace violence?</strong></p> <p>Any action, conduct, threat or gesture of a person toward an employee, in or outside their workplace that can reasonably be expected to cause harm, injury or illness to that employee.</p> <p><strong>Work-related factors that increase the risk of violence</strong></p> <ul><li>Working with the public</li> <li>Handling money, valuables or prescription drugs (e.g. cashiers)</li> <li>Carrying out inspection or enforcement duties (e.g. government employees)</li> <li>Providing services, care, advice or education (e.g. health-care workers, teachers)</li> <li>Working with unstable or volatile persons (e.g. social services, or criminal justice system employees)</li> <li>Working alone, in small numbers (e.g. store clerks), or in isolated or?low traffic areas (e.g. washrooms, storage areas, utility rooms)</li> <li>Working in community-based settings (e.g. nurses, social workers and other home visitors)</li> <li>Working during periods of intense organizational change (e.g. strikes, downsizing)</li> <li>Belonging to a human rights protected group that is portrayed negatively or stereotyped in the public (i.e. Aboriginal people, people with disabilities, racialized people, GLBT people, etc.)</li> </ul><p><strong>What is bullying?</strong></p> <p>Bullying is characterized by an individual or group of individuals behaving in a certain way to gain power over another person. It usually involves a pattern of behaviour that is intended to intimidate, offend, degrade, humiliate or exploit a known vulnerability.</p> <p><strong>Examples of bullying</strong></p> <ul><li>Spreading malicious rumours, gossip, or innuendo that are not true</li> <li>Excluding or isolating someone socially</li> <li>Intimidating a person</li> <li>Undermining or deliberately impeding a person's work</li> <li>Physically abusing or threatening abuse</li> <li>Removing areas of responsibilities without cause</li> <li>Constantly changing work guidelines</li> <li>Establishing impossible deadlines that will set up the individual to fail</li> <li>Withholding necessary information or purposefully giving the wrong information</li> <li>Making jokes verbally or through email?that are 'obviously offensive.'?</li> <li>Intruding on a person's privacy by pestering, spying or stalking</li> <li>Assigning unreasonable duties or workload which are unfavourable to one person (in?a?way that creates unnecessary pressure)</li> <li>Underwork ¨C creating a feeling of uselessness</li> <li>Yelling or using profanity</li> <li>Criticising a person persistently or constantly</li> <li>Belittling a person's opinions</li> <li>Blocking applications for training, leave or promotion</li> <li>Tampering with a person's personal belongings or work equipment</li> </ul><p><strong>Impact of bullying</strong></p> <ul><li>Absenteeism</li> <li>Turnover and recruitment problems</li> <li>Risk for errors and accidents</li> <li>Stress &amp; anxiety</li> <li>Decreased morale, productivity and motivation</li> </ul><p><strong>What can you do?</strong></p> <ul><li>Stay calm.</li> <li>If possible, firmly tell the person his or her behaviour is unacceptable and ask them to stop.</li> <li>Ask to have a supervisor, a union member or steward present when communicating with this person.</li> <li>Document the incidents (dates, witnesses, comments, etc.).</li> <li>Ask your union for help: they are there to help and support you.</li> </ul><p><strong>Responsibilities of the employer </strong></p> <ul><li>The employer has a legal obligation to make sure the workplace is free from harassment, discrimination, violence and bullying.</li> <li>Bullies need to know their actions will not be tolerated and if they continue then they will be disciplined.</li> <li>Interactions with staff and clients should be closely monitored.</li> <li>Bullies should be referred to anger management and respectful workplace seminars.</li> <li>Referral to an EAP counsellor is appropriate since bullies often have been bullied.</li> <li>If the bully is threatening bodily harm or attacks, report it to the police. An incident report should be completed and sent to the employer immediately.</li> </ul><p>?</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bullying">Workplace bullying</a></li><li class="field-item odd"><a href="/352/topics/harassment">Harassment</a></li><li class="field-item even"><a href="/352/topics/violence">Violence</a></li><li class="field-item odd"><a href="/352/topics/workers-compensation">Workers compensation</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/programs-section">Programs Section</a></li></ul></section><div class="field field-name-field-publication-date field-type-datestamp field-label-inline clearfix view-mode-rss"> <div class="field-label">Publication Date:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="date-display-single">Tuesday, October 6, 2015 - 3:15pm</span></div> </div> </div> <div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Banner</div> </div> </div> Tue, 06 Oct 2015 19:14:48 +0000 calugaj 4154 at/352