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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: 889793.6 - https://www.un.org/sites/un2.u...or_return_to_the_workplace.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: 853684.7 - www.ilo.org/wcmsp5/grou...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: 853684.7 - https://www.ilo.org/wcmsp5/gro...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: 852523.1 - 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: 851750.3 - www.ilo.org/wcmsp5/grou...eetingdocument/wcms_224202.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: 851750.3 - https://www.ilo.org/wcmsp5/gro...eetingdocument/wcms_224202.pdf
Data Source: un
Whether violence occurs within the workplace or outside of it, the detrimental effects of gender-based violence on the workplace are substantial. (...) When gender-based violence occurs outside the workplace, it still detracts from workplace productivity by increasing absenteeism, employee turnover and resignations without adequate notice. (...) Workers must never be allowed to use workplace resources – such as phones, e-mail or other workplace resources -- to perpetuate abuse.
Language:English
Score: 846100.8 - https://www.un.org/womenwatch/...y-EGM-GBV-Workplace-Feb-21.pdf
Data Source: un
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: 845787.3 - https://www.un.org/sites/un2.u...or_return_to_the_workplace.pdf
Data Source: un
WHO, ILO, ICN and PSI jointly developed  Framework guidelines for addressing workplace violence in the health sector  to support the development of violence prevention policies in non-emergency settings, as well as a questionnaire and study protocol to research the magnitude and consequences of violence in such settings. (...) SDGs, UHC and financial protection: Leaving no one behind Download Read More Country case studies 13 July 2003 Workplace Violence in the Health Sector - A Case Study in Australia Workplace Violence in the Health Sector - A Case Study in Australia 13 July 2003 Workplace Violence in the Health Sector - Country Case Study - Brazil Workplace Violence in the Health Sector - Country Case Study - Brazil 13 July 2003 Workplace Violence in the Health Sector - Case Study - Bulgaria Workplace Violence in the Health Sector - Case Study - Bulgaria 13 July 2003 Workplace Violence in the Health Sector - Lebanon Country Case Study Workplace Violence in the Health Sector - Lebanon Country Case Study 13 July 2003 Violence Against Health Personnel in Some Health Care Units in Maputo City Violence Against Health Personnel in Some Health Care Units in Maputo City 13 July 2003 Workplace Violence in the Health Sector - Portuguese Case Studies Workplace Violence in the Health Sector - Portuguese Case Studies 13 July 2003 Workplace Violence in the Health Sector - Country Case Study: South Africa Workplace Violence in the Health Sector - Country Case Study: South Africa 13 July 2003 Workplace Violence in the Health Sector - A Case Study in Thailand Workplace Violence in the Health Sector - A Case Study in Thailand Research instruments 13 July 2003 Workplace Violence in the Health Sector - Country Case Study Research Instruments - Survey Questionnaire Workplace Violence in the Health Sector - Country Case Study Research Instruments - Survey Questionnaire 13 July 2003 Violenza nei Luoghi di Lavoro nel Settore dei Servizi Sanitari - Strumenti di Ricerca nello Studio di Casi Nazionali - Indagine Conoscitiva Violenza nei Luoghi di Lavoro nel Settore dei Servizi Sanitari - Strumenti di Ricerca nello Studio di Casi Nazionali - Indagine Conoscitiva 13 July 2003 Workplace Violence in the Health Sector - Country Case Studies Research Instruments - Guidelines for Focus Group Discussion Workplace Violence in the Health Sector - Country Case Studies Research Instruments - Guidelines for Focus Group Discussion 13 July 2003 Workplace Violence in the Health Sector - Country Case Studies Research Instruments - Research Protocol Workplace Violence in the Health Sector - Country Case Studies Research Instruments - Research Protocol 13 July 2003 Workplace Violence in the Health Sector - Country Case Studies Research Instruments - Research Protocol - Sample Design Workplace Violence in the Health Sector - Country Case Studies Research Instruments - Research Protocol - Sample Design Working papers Workplace violence in the health sector: Synthesis report Workplace violence in the health sector: State of the art Management of workplace violence victims Relationship of work stress and workplace violence in the health sector Comparison of major known guidelines and strategies Related health topics Health and wellbeing Sexual health Populations and demographics Ageing Health and wellbeing Mental health Emergencies Regions Africa Americas Eastern Mediterranean Europe South-East Asia Western Pacific Policies Cyber security Ethics Permissions and licensing Preventing sexual exploitation Terms of use About us Careers Library Procurement Publications Frequently asked questions Contact us Subscribe to our newsletters Privacy Legal Notice © 2022 WHO
Language:English
Score: 844988.3 - https://www.who.int/activities...iolence-against-health-workers
Data Source: un
Select language Select language English ລາວ Western Pacific Lao People's Democratic Republic Home Health topics Our work News Emergencies About us Home / News / Detail WPRO / WHO calls on businesses to create smoke-free workplaces WHO calls on businesses to create smoke-free workplaces 16 July 2018 News release Manila, Philippines The World Health Organization is inviting businesses across the Western Pacific Region to join a new campaign, “Revolution Smoke-Free”, and establish smoke-free workplaces in which everyone is free from tobacco smoke in their workplaces and beyond. (...) They can establish smoke-free workplaces and offer support to employees who wish to quit. Participating businesses can share experiences in going smoke-free and invite other businesses to also commit to smoke-free workplaces. Workers can learn about how to make workplaces smoke-free at the campaign website, and they can request their management to implement a smoke-free workplace policy.
Language:English
Score: 844629.6 - https://www.who.int/laos/news/...o-create-smoke-free-workplaces
Data Source: un