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Return to the Workplace A risk management framework for decision makers 21 July 2021 EXECUTIVE SUMMARY In many duty stations local pandemic conditions are resolving and consideration is being given to return to the workplace and the resumption of on-site work. (...) The approach to access, vaccination, occupancy levels, mask use, distancing, and contact tracing should wherever possible align between community and the workplace, given that: - If the workplace is more restrictive than local rules, this will increase the likelihood of personnel not following workplace rules. - If the workplace is more permissive than local rules, there may be reputational risk for the organization within the local community. 2. (...) The key considerations in undertaking a basic workplace risk assessment are provided in Section Two.
Language:English
Score: 867690.6 - https://www.un.org/sites/un2.u...or_return_to_the_workplace.pdf
Data Source: un
DHMOSH - PUBLIC HEALTH UNIT / OSH UNIT COVID-19 SUSPECT CASE MANAGEMENT: GUIDELINE FOR UN WORKPLACE (29 JULY 2020) 1 MANAGEMENT OF UN PERSONNEL WITH SYMPTOMS OF ACUTE RESPIRATORY INFECTION IN THE UN WORKPLACE 29 July 2020 In the course of their daily work, UN personnel may come into contact with someone with symptoms of acute respiratory infection (ARI) such as fever, cough or shortness of breath. (...) These steps should be modified for each workplace based on guidance from UN medical services and local authorities, and personnel should be encouraged to be familiar with them to ensure a safe, consistent response. (...) Information should be available on COVID-19 generally, and the measures being undertaken in the workplace to keep everyone safe and healthy. In order to minimize stigma, the risk of COVID-19 should be based solely on symptoms and exposure - determinations of risk based on race or country of origin are inconsistent with UN standards.
Language:English
Score: 805883.7 - https://www.un.org/sites/un2.u...seguidenonmedical_dhmoshph.pdf
Data Source: un
ILO/AIDS’ activities respond to the manifest potential for workplace action on four fronts. Advisory services assist in integration of workplace issues in national plans, revision of labour laws to address HIV/AIDS, and development of policies to address HIV/AIDS at all levels. Education and training programmes are designed to support the implementation of the Code of Practice, and strengthen the capacity of governments and social partners to address HIV/AIDS in the workplace. Advocacy includes dissemination of examples of good practice in workplace action and of national laws and policies, and research findings. (...) Several actions clearly have implications for services (e.g. health services) in, or in connection with the workplace, to the extent that they exist, or for extending workplace-based services; and for relevant workplace policies, even if not stated explicitly in the Programme of Action.
Language:English
Score: 794134.3 - https://www.un.org/development...-egm-seminar-200411_05_ilo.pdf
Data Source: un
What do you mean by workplace conflict? Conflict is a part of life. It is natural, inevitable and even necessary. (...) Effective handling of workplace-related conflict requires making sense of it, understanding its complexity and learning new tools. (...) How can I request a mediation for a workplace issue? After discussion with one of our ombudsman or conflict-resolution experts, you may choose to invite the other party/parties to resolve the workplace issue with a mediation .
Language:English
Score: 791874.07 - https://www.un.org/ombudsman/resources/faq
Data Source: un
In addition, I would like to promote a policy option related to the need for integrated mobility strategies. Trips to the workplace represent one third of the overall mobility demand. 80% of workers get to work mainly by motor vehicles, 61% of which are single-occupant vehicles. (...) These ‘mobility plans’ had already been put in place in several workplaces in Spain, Belgium, Italy, UK and the US, and are detailed in a recent publication by ISTAS on good practices related to sustainable mobility at the workplace, that will be soon included in the Matrix.
Language:English
Score: 786005.5 - https://sdgs.un.org/sites/defa...statements/trade_28feb_air.pdf
Data Source: un
World Autism Awareness Day: Inclusion in the Workplace | United Nations Enable Skip to Content Welcome to the United Nations Toggle navigation English Department of Economic and Social Affairs Disability Search UN DESA Home About Us *COVID-19 CRPD COSP SDGs International Day Issues Resources Multimedia News Calendar Contact Us Home About Us *COVID-19 CRPD COSP SDGs International Day Issues Resources Multimedia News Calendar Contact Us Home World Autism Awareness Day: Inclusion in the Workplace World Autism Awareness Day: Inclusion in the Workplace 10 March 2021 The COVID-19 pandemic has exposed and heightened glaring inequalities around the world, especially when it comes to income and wealth distribution, access to health care, protection under the law, and political inclusion. (...) It’s a problem made worse by long  recognized discriminatory hiring practices and workplace environments that present major obstacles for persons with autism; all of which contribute to the unemployment or severe underemployment of a large majority of adults on the autism spectrum. (...) Based on the experience gained from these programmes, and motivated by the desire to both be socially responsible and to gain a competitive advantage by capitalizing on the skills and abilities of a more diverse talent pool, an increasing number of employers are now creating  models to make the workplace and hiring practices more inclusive generally.
Language:English
Score: 783728 - https://www.un.org/development...nclusion-in-the-workplace.html
Data Source: un
Policy against workplace violence 2.1. Policies Governments, employers, workers and their representatives should, in so far as reasonably practicable, promote workplace practices that help to eliminate workplace violence. (...) National, sectoral and workplace/enterprise agreements. Employers should endeavour to include provisions on the prevention of workplace violence in national, sectoral, workplace and enterprise agreements. ! (...) Physical environment The physical features of a workplace may be factors in defusing workplace violence.
Language:English
Score: 764588 - https://www.ilo.org/wcmsp5/gro...tiveinstrument/wcms_107705.pdf
Data Source: un
Policy against workplace violence 2.1. Policies Governments, employers, workers and their representatives should, in so far as reasonably practicable, promote workplace practices that help to eliminate workplace violence. (...) National, sectoral and workplace/enterprise agreements. Employers should endeavour to include provisions on the prevention of workplace violence in national, sectoral, workplace and enterprise agreements. ! (...) Physical environment The physical features of a workplace may be factors in defusing workplace violence.
Language:English
Score: 764588 - www.ilo.org/wcmsp5/grou...tiveinstrument/wcms_107705.pdf
Data Source: un
The Guidelines cover the following key areas of action: ■ prevention of workplace violence ■ dealing with workplace violence ■ management and mitigation of the impact of workplace violence ■ care and support of workers affected by workplace violence ■ sustainability of initiatives undertaken Use These Guidelines should be used to: ■ develop concrete responses at the enterprise, sectorial, national and international levels ■ promote processes of dialogue, consultation, negotiation and all forms of cooperation among governments, employers and workers, trade unions and other professional bodies, specialists in workplace violence, and all relevant stakeholders (such as consumer/patient advocacy groups and non-governmental organizations (NGOs) active in the areas of workplace vio- lence, health and safety, human rights and gender promotion) Framework Guidelines for Addressing Workplace Violence in the Health Sector – 2 – ■ give effect to its contents in consultation with the interested parties: in national laws, policies and programmes of action; in workplace/enterprise/sectorial agreements; and in workplace policies and plans of action. (...) This would include: ■ promoting training of health care personnel concerning the risks of workplace violence and the mechanisms to prevent, identify and cope with such violence ■ elaborating on data collecting procedures for incidents of violence in the health sector and promoting the collection of such data General rights and responsibilities – 7 – ■ incorporating in their codes of practice and codes of ethics, clauses concerning the inadmissi- bility of any incident of violence at the workplace ■ promoting the incorporation in the accreditation procedures for health care institutions and facilities, of a requirement of measures aimed at the prevention of violence at the workplace ■ endeavouring to have included provisions to reduce and eliminate workplace violence in national, sectorial and workplace/enterprise agreements ■ encouraging the development of policies and plans at the workplace to combat workplace violence ■ actively contributing to promoting awareness of the risks of workplace violence ■ providing support for victims of workplace violence, including legal aid if required 2.5 ENLARGED COMMUNITY The media, research and educational institutions, specialists in workplace violence, consu- mer/patient advocacy groups, the police and other criminal justice professionals, NGOs active in the area of workplace violence, health and safety, human rights and gender promotion, should actively support and participate in the initiatives to combat workplace violence. (...) Preventive meas- ures to improve the work environment, work organisation and interpersonal relationships at the workplace, have proved particularly effective. It is important that preventive measures are immediately introduced when risks of workplace violence are identified without waiting for workplace violence to manifest itself at the workplace. 3.2 PARTICIPATIVE A participatory approach, whereby all parties concerned consider it worthwhile to work together to reduce workplace violence and where such parties have an active role in designing and imple- menting anti-violence initiatives, should be actively promoted.
Language:English
Score: 763578.76 - https://www.ilo.org/wcmsp5/gro...tiveinstrument/wcms_160908.pdf
Data Source: un
Greener Business, Better Workplace Hotels Training of Trainers Draft Program 28 October - DAY 1 Key principles and practical tips for using and delivering the Greener Business Better Workplace training Laying the foundations  Sustainability- why it matters today for enterprises and for workers  How does Greener Business Better Workplace help?  Key principles of Greener Business Asia  Greener Business, Better Workplace training methodology  Getting to know problem solving and improvement tools for hotel teams  Training facilitation tips  Addressing challenges in training settings 29 October - DAY 2 Continuous Improvement and Greener Workplaces Module 1: Changing enterprises in a changing world: continual improvement and joint problem solving for sustainability  The hotel industry in a changing world: emerging challenges and responses  Continual improvement and joint problem-solving: key concepts  Continual improvement and joint problem-solving: tools and techniques Module 2: Greener processes and workplaces  People and systems for greener processes and workplaces  Staff participation and guest engagement  Waste management with the 3R 30 October - DAY 3 Workplace relations and mechanisms and principles of cooperation Module 3 Workplace cooperation  Key principles and conditions for workplace cooperation  Effective communication  Cooperation in practice  The Green Improvement Team Module 4 Relations, rights and equality at the workplaceWorkplace relations: key concepts and principles  Understanding conflict at the workplace  Fundamental principles and rights at work  Promoting equality and eliminating discrimination at the workplace 31 October - DAY 4 Safe workplaces, quality jobs, service excellence Module 55: Safety and Health at Work  The importance of safety and health at work  Identifying risks at the workplace  Assessing risks  Selecting and implementing solutions  Standard for Occupational Health and Safety – Thailand Module 6: People for continual improvement and service excellence  People at the centre  Quality service, quality work and quality jobs Action Plans, Module Review and Next Steps
Language:English
Score: 762598.24 - https://www.ilo.org/wcmsp5/gro...eetingdocument/wcms_224202.pdf
Data Source: un