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Non-violence Policy and Program

Violence is a disturbing phenomenon that exists in all areas of society and work places are no exception. CHU Sainte-Justine recognizes its responsibility to offer a productive and harmonious work and care environment.

This type of environment contributes directly to the satisfaction in terms of the quality of work carried out by employees and the level of care.

What is violence?

  • Violence means every kind of conduct, comment or gesture that affects the person’s dignity, physical or psychological integrity or is susceptible to making the person act against his/her will by means of force or intimidation.
  • Every kind of conduct or gesture that may compromise the integrity of material or locations that fall under the responsibility of the institution. 
  • Psychological harassment is a form of violence that falls under the non-violence policy.

Examples of what constitutes violent behaviour

  • Using force to intimidate and compel a person;
  • Making sexual remarks, jokes, innuendoes or gestures that undermine a person’s dignity;
  • Threatening, intimidating or otherwise abusing a person;
  • Isolating the person by no longer talking to him or her, denying or ignoring his or her presence, distancing him or her from others Isolating a person or otherwise bringing him or her into contempt or disrepute;
  • Preventing a person from expressing himself or herself;
  • Using authority in an abusive and arbitrary fashion;

Adoption of a Frame of Reference

In order to provide a productive and harmonious work and care environment, CHU Sainte-Justine has implemented a Frame of Reference that pertains to non-violence(french only) consisting of a Prevention and Intervention Policy and Program.

  • Non-violence Policy
    Clearly formulates the institution’s commitment to provide a work and care environment free from all forms of violence, based on respect for the physical and psychological dignity and integrity of every individual.
  • Non-violence Prevention and Intervention Program
    Soutient l'aSupports the implementation of the policy by offering concrete means of preventing, managing and eliminating violence, conflicts and abuse.

Key objectives of the Policy and Program

  • Clearly define what constitutes violence and psychological harassment;
  • Prevent conflicting or violent occurrences and when these problems are present, tackle them adequately; 
  • Specify the roles and responsibilities of those affected by the application of the Policy and the Program;
  • Establish confidential complaint handling processes and procedures that ensure issues are dealt in a timely, reliable and discreet manner.

Who is targeted? Everyone!

This policy and program oversees violent behaviour in the hospital’s work and care environment which encompasses managers, employees, physicians, dentists, pharmacists, medical students and residents, patients, visitors, suppliers, researchers and volunteers.

Where and how to intervene?

The Non-Violence Prevention and Intervention Program outlines the recourses and mechanisms for processing complaints for individuals who are the victims of violent behaviour.

Three levels of intervention are provided for:

  • 1st level
    Intervention by the person presumed to be suffering from a form of violence
    When a person concerned by the Non-Violence Policy believes
    he/she is the subject of a violent pattern of behaviour, this person advises the person responsible for those implied actions, to the extent possible, that their behaviour is unacceptable and that it must be corrected.
  • 2nd level
    Intervention by a person in authority
    Where the 1st level intervention is not possible or when the situation persists, the person who believes he/she is the subject of a violent pattern of behaviour can ask a person in authority (immediate superior, etc.) to intervene with the person who is engaged in a violent pattern of behaviour in order to stop the alleged behaviour.

    The person in authority may attempt, with the consent of the complainant and the person allegedly responsible for the actions, to settle the issue amicably.  Although such an approach may not be relevant or desired, given the situation, it allows in most cases for the improvement of communications and relations between both parties while also reducing the number of stakeholders involved.
  • 3rd level
    Filing and processing complaints
    Where the aforementioned interventions prove unsuccessful or irrelevant, given the situation, the person believing to be the subject of a violent pattern of behaviour (or their legal representative, depending on the case) may file a complaint according to the terms set out in the Prevention and Intervention Program relating to non-violence.

Rights and responsibilities of individuals concerned

  • CHU Sainte-Justine provides the support and assistance required to individuals who are subject to violent patterns of behaviour.
  • Confidentiality of such complaints is ensured.  However, disclosing names of individuals involved may be required to conduct the investigation or to establish corrective measures.
  • Individuals involved or witnesses to situations of violence have a responsibility to cooperate with the investigation.
  • While processing complaints, the alleged victim shall in no way suffer any prejudice or risk reprisals.
  • Processing of complaints is undertaken as soon as possible to intervene quickly and help the situation of violence come to a stop so as to avoid any deterioration in the work atmosphere.
  • Filing a complaint does not deprive the complainant of any other process available.
  • Both the complainant and the individual who is the subject of the complaint shall be informed of the outcome of the investigation, namely, whether the complaint is substantiated or not.
About this page
Updated on 8/18/2014
Created on 8/18/2014
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