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Jump to navigation. These procedures apply to employees of the Canada Revenue Agency CRA and to any other individual required to comply with CRA policy by virtue of a contract or a memorandum of understanding. Compliance with CRA corporate procedures is mandatory.

To assist with the interpretation and implementation of these procedures, a number of key terms are defined in the Definitions section. These procedures set out the responsibilities for all CRA employees for preventing workplace violence. They also outline the process for handling an actual or potential incident of workplace violence. The CRA considers any threat or act of violence, by or against employees, to be unacceptable conduct. The Directive on Discipline and the Procedures on Addressing Employee Misconduct provide direction on the required steps for addressing employee misconduct.

The Agency Operations Centre manages the reporting process for any workplace violence incident that occurs between non-employees and employees. Managers must follow the Security Incident Reporting and Management Procedures in these circumstances. The goal of this process is to identify the changes or preventative action required at the organizational level to decrease the likelihood of violence occurring in the workplace. While not an exhaustive list, this could include changes to policies, rules, work practices, training, and communications protocols, among others.

This process is not intended to be adversarial and is not meant to find fault, correct individual behaviour, or replace recourse options available to employees. The Agency supports a collaborative approach for addressing health and safety hazards in the workplace and is committed to preventing injuries arising out of, linked with, or occurring in the course of employment.

Managers, as well as the parties to the incident, must make every effort to address the reported incident as soon as possible from the date the incident is reported. The intent of the employer's review is to determine how the employee's concerns can best be resolved, not to determine if the CLC , Part II was violated. It is important to note that an investigation by a competent person will only be conducted after a genuine attempt to resolve the issue with the employee has been made by the manager.

Employees and managers share a responsibility for health and safety and have a duty to participate in this process. Parties must co-operate and participate in the process and provide all relevant information. There may be instances when a party is unable to participate for example, medical leave. In those situations, managers must still take action to ensure employee safety to the extent practicable. This may include the implementation of preventative measures to avoid a possible future occurrence of workplace violence.

If a party involved in the incident requires an accommodation in order to fully participate, they must inform the responsible manager as soon as possible. An accommodation can include an alternate means of participating in the process. If a party chooses to have a representative, observer or support person present at any stage, the manager must document this decision.

During the investigation stage, the competent person will be required to establish the facts directly with the parties involved in the alleged incident. The observer, support person, or representative cannot be a party or a witness to the incident. Note that step 3 may not be required if the employer's attempt to resolve the issue at step 2 is successful. At any point and whenever needed, the manager can consult an Occupational Health and Safety OHS Officer for advice and guidance on the steps included in this process.

When notified of a potential or actual incident of workplace violence, the manager's primary concern should be employee health and safety. Based on the information available, if the manager believes there may be an immediate threat or risk of harm to employees, the manager should contact local police. If any additional security measures are needed, the manager must consult their local Security Official to determine what action should be taken.

If the manager believes there is no immediate health and safety threat or risk to employees, they should move on to Step 2 of this process. If, based on this discussion, the employee agrees that the issue is, or will be, resolved the manager must:. If the employee reporting the incident believes that the issue is not resolved, prior to moving to Step 3, the manager will consult the employee on:.

If the issue cannot be resolved, the manager must advise the OHS Officer and move to Step 3 — Competent person investigation. Note: There may be situations where the manager determines that it is plain and obvious that the incident does not meet the definition of workplace violence and determines that no action is required under this process.

In these instances, the manager will consult the OHS Officer before making a final decision. If the manager decides that the reported incident does not meet the definition of workplace violence and should not proceed to a competent person investigation, the employee may, if they disagree with the manager's decision, file a complaint following the Internal Complaint Resolution Process at CRA third stage , starting at the third stage.

If the manager is not able to resolve the situation to the satisfaction of the employee reporting the incident, a competent person, who is seen to be impartial by the parties, will be appointed to formally investigate the incident.

The purpose of the investigation is to examine the facts and provide recommendations for the implementation of controls to prevent a future occurrence of workplace violence and maintain the safety of the workplace.

In consultation with the OHS Officer, the manager must:. At this stage, the manager's role is to provide support, as required, to the competent person so that they may carry out their investigation. The competent person will conduct their investigation and provide a report with conclusions and recommendations to the manager.

If the allegation of workplace violence is unfounded, the manager may still consider the implementation of measures to prevent a future occurrence of workplace violence. Following a situation of alleged or actual workplace violence, it will be necessary to establish or re-establish positive workplace relationships.

The manager will consider the services offered by the Employee Assistance Program and the Informal Conflict Resolution Program in order to rebuild a healthy work environment. Managers must document and maintain records on the actions taken to resolve the incident of workplace violence. Records, including the competent person report, will be kept by the local manager for two years, and be readily available for examination by an Employment and Social Development Canada Health and Safety Officer.

All employees must familiarize themselves with the risk factors that may contribute to incidents of workplace violence as outlined in the Guide to Preventing Workplace Violence. The Human Resources Branch is responsible for the scheduled review of these procedures every three years, as well as for any ad hoc reviews deemed necessary. To support the review process, the Human Resources Branch is also responsible for identifying and undertaking any monitoring and assessment activities that will help it determine whether the procedures are effective and are being followed.

See the Workplace Management — Glossary of definitions for more information. The Procedures in Response to Workplace Violence must be administered and implemented in conjunction with the following:. Questions about these procedures should be directed to the HR Service Centre. February 27, vers. Table of contents Effective date Application Related corporate policy instruments Introduction Activities and roles Assessment and review Definitions References Enquiries Version history table 1.

See Section 10 for the version history of this document. Application These procedures apply to employees of the Canada Revenue Agency CRA and to any other individual required to comply with CRA policy by virtue of a contract or a memorandum of understanding. Related corporate policy instruments These procedures flow from the Directive on Occupational Health and Safety and support the Policy on Workplace Management.

See also References. Activities and roles Managers, as well as the parties to the incident, must make every effort to address the reported incident as soon as possible from the date the incident is reported.

Step 1 Assess immediate risk to employee health and safety When notified of a potential or actual incident of workplace violence, the manager's primary concern should be employee health and safety. Clarifying the details of the incident In order to be able to identify possible solutions to resolve the situation, the manager must first ensure that they fully understand the issue.

To do so, the manager must: clarify the details of the alleged workplace violence with the employee reporting the incident, and record the details of the incident; document the situation as it has been reported by the employee; ask for suggestions from the employee on how they feel the incident may be resolved; seek the employee's consent to disclose their identity if required throughout the process; inform the employee of their requirement to participate throughout the process and provide all relevant information; assess the need to separate or discontinue contact between the parties; and encourage the employee to access the services offered by the Employee Assistance Program.

Reporting and documenting Once the manager has clarified the details of the incident, they must: report the incident to an OHS Officer , and depending on the circumstances, the OHS Officer may suggest that a Labour Relations Advisor also be consulted; and complete an offline Hazardous Occurrence Investigation Report T and, if required, the applicable Employer's Report of Injury or Disease form external link.

Meeting with employee Once the manager understands the issue, and has reported it to the OHS Officer, the manager will meet with the employee to attempt to resolve the issue. At this meeting, the manager must: review the definition of workplace violence , the purpose of this process, and the steps to address an actual or potential incident of workplace violence with the employee; inform the employee of any action they have already taken, or intend to take, to try and prevent similar incidents from occurring; discuss the employee's suggestions for resolving the issue; and confirm with the employee that the issue has been, or will be, resolved.

If, based on this discussion, the employee agrees that the issue is, or will be, resolved the manager must: advise the OHS Officer for tracking and reporting purposes; share the actual corrective measures taken and the proposed implementation plan for additional corrective measures with the health and safety committee; and move to Step 4 — Restoring the workplace.

If the employee reporting the incident believes that the issue is not resolved, prior to moving to Step 3, the manager will consult the employee on: what additional actions would be required to resolve the issue; and why the employee believes the proposed corrective measures are insufficient so that the manager can confirm why the issue cannot be resolved.

Step 3 Competent person investigation If the manager is not able to resolve the situation to the satisfaction of the employee reporting the incident, a competent person, who is seen to be impartial by the parties, will be appointed to formally investigate the incident.

In consultation with the OHS Officer, the manager must: refer to the competent person list to identify potential candidates; provide the name of the proposed competent person to the parties to the incident of alleged workplace violence; consult with the parties involved regarding the impartiality of the proposed competent person; and appoint a competent person to investigate the incident.

Competent person investigation process At this stage, the manager's role is to provide support, as required, to the competent person so that they may carry out their investigation. Step 4 Restoring the workplace Following a situation of alleged or actual workplace violence, it will be necessary to establish or re-establish positive workplace relationships.

Employees Contribute to a safe, healthy, and violence-free workplace by completing all mandatory occupational health and safety OHS training. Participate and co-operate in each step of the investigation and resolution of matters involving incidents of alleged workplace violence so that the employer may resolve the matter as soon as possible. Managers Contribute to a safe, healthy and violence-free workplace by ensuring their employees complete all mandatory OHS training.

Address inappropriate or damaging behaviours by employees in order to prevent a possible escalation to an incident of violence. Document actions taken and outcomes throughout the process. Take action to maintain the privacy and safety of all parties involved in an incident of alleged workplace violence. Cooperate with any personnel conducting an investigation into an incident of alleged workplace violence. Provide the HSC and parties involved in the incident with a redacted version of the competent person report.

Implement corrective measures no later than 90 days after they have been identified. Competent person Conduct an investigation, determine whether violence has taken place, based on a balance of probabilities, and determine the cause of an incident of alleged workplace violence following established protocols.

Complete and provide a written report to the manager outlining analysis, conclusions, and recommendations for the implementation of controls to prevent a recurrence of workplace violence and maintain the safety of the workplace. Occupational Health and Safety OHS Officers Provide advice and guidance to managers on ways to prevent workplace violence, as well as the workplace violence resolution process.

Labour Relations Advisors Provide labour relations advice and guidance to managers as required. Health and Safety Committees and Representatives Receive, review, and monitor the implementation of the recommendations, controls, and preventative measures resulting from a competent person's workplace violence investigation.

Consider and document whether additional preventative measures are required. Provide strategic advice, guidance and support on the application of these procedures. National Health and Safety Policy Committee Participate in the creation and review of workplace violence prevention documents and supporting tools. Participate in the establishment of a competent person list. Assessment and review The Human Resources Branch is responsible for the scheduled review of these procedures every three years, as well as for any ad hoc reviews deemed necessary.

Definitions See the Workplace Management — Glossary of definitions for more information. Key terms specific to these procedures are defined as: Violence refers to any action, conduct, threat, or gesture of a person towards an employee in their workplace that can reasonably be expected to cause harm, injury, or illness to that employee.

Parties includes the individuals directly involved in the incident or threat of alleged workplace violence. Workplace refers to any place where an employee is engaged in work for the CRA. Competent person refers to someone who is impartial and is seen by the parties to be impartial, has knowledge, training, and experience in issues relating to workplace violence, and has knowledge of relevant legislation.

Version history table Version history table Version no.



Starting A Career In Clinical Research: 7 Things We Wish We Knew

The Agency administers tax programs and benefits for the social and economic wellbeing of Canadians. Taxes are used to fund hospitals, schools, and the infrastructure that keeps towns and cities across the country running. And for the fifth year in a row, the CRA has been named one of the top employers in Canada. There are various divisions within CRA, most including a range between entry-level and management positions. These divisions include:.

The Candidate profile allows you to apply for job opportunities with the CRA. Your profile contains your basic personal information, results of CRA.

Clinical Research Associate (CRA) Career

Every pill, cream, tonic, and capsule that a pharmacist passes over the counter to an individual has taken a long journey from concept to the point of sale. In fact, many medications that do not require a prescription, such as those found in the allergy, cold, and flu aisle, also go through the same arduous process. Before a drug can be prescribed and sold, it has to be proven both safe and effective. Pharmaceutical companies, universities, and health organizations put drugs through the clinical trial or clinical study process to obtain this proof. In the clinical trials world, the company that provides financial support to a research group selected to put the drug through clinical trials is known as a contract research organization or CRO. Primarily, CRO organizations offer financial aid for pharmaceutical development and biotechnology for agricultural and medical device industries. In the case of pharmaceuticals, drugs that have not yet been approved for sale are administered to vetted participants in a controlled manner during a clinical trial. Clinical trials involve a great deal of documentation, analysis, observation, and organization. A team of professionals is engaged in administering a clinical trial, including a clinical research associate CRA.


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The Canada Revenue Agency CRA offers motivated individuals a challenging, interesting, and diverse workplace that will help you develop skills and advance your career. If you are looking to gain valuable work experience in a federal organization, make the CRA your employer of choice.. I would like to share with you a bit about my work experience at the CRA. Having been hired as a co-op student, I have been working at the agency for ten months at the time of this writing. I was pleased to have been hired at the Surrey Tax Centre, initially in the Efile department.

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The final rule is effective January 1, Except for the provisions dealing with public notice requirements that have an April 1, , compliance date, the remainder of the rule has a January 1, , compliance date. The June rule was welcomed by OCC-supervised institutions because it represented a change from a ratings system that primarily was subjective to one that was primarily objective. However, because the June rule was strongly criticized by consumer advocates , the announcement by Acting Comptroller Hsu in July that the OCC would propose rescinding the June rule was not unexpected. See more ». This website uses cookies to improve user experience, track anonymous site usage, store authorization tokens and permit sharing on social media networks.


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CRA Therapy has specialized in providing school-based pediatric therapy services for nearly 20 years. We have become a trusted industry leader, providing quality special education services for our school partners across the United States. Our special education services include speech therapy, occupational therapy, physical therapy, sign language interpreting, school psychology, and more. Please visit www. Apply for this job. By agreeing to submit your resume, you consent in accordance with our Terms of Use and Privacy Policy to:. Should you have any questions or wish have your information removed from our service, please contact us here.

CRA Employment Status Rulings: Important information for all postdocs working in Canada. As a member of the Executive Board of the Canadian Association of.

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RELATED VIDEO: Entry Level Clinical Research Associate Salary Expectations - Aspiring CRA TV

Canada Revenue Agency CRA is a federal agency that collects taxes and administers tax laws for the Canadian government, as well as for many of Canada's provinces and territories. The Canada Revenue Agency, or Agence du revenu du Canada, also oversees a variety of social and economic benefit and incentive programs via the tax system, along with international trade legislation. The CRA collects taxes from Canadians and oversees social programs that those tax dollars fund. The CRA manages many different taxes such as personal income tax , business income tax, trust income tax, partnership income, and excise taxes.

An RSU is one of the many stock-based and equity participation plans provided to employees.

A clinical research associate CRA plans, prepares and carries out clinical trials in order to test new or existing drugs and assess their safety and benefits of use. They are responsible for ensuring all of the risks and effects of drugs have been fully examined and approved prior to their release on the market for wider consumption. Specific duties can vary depending on the company, but clinical research associates will generally be required to:. Clinical research associates most commonly work within pharmaceutical companies or contract research organisations who conduct clinical research on behalf of pharmaceutical companies. They are also required within hospital departments that are focused on collecting information about drugs.

In a technical interpretation released on July 26, , CRA commented on the tax treatment of income earned abroad by employees of a charity that is transferred to the charity pursuant to an employment requirement. While working overseas for the Canadian Charity, the employee becomes engaged in a contract to provide teaching services for another company second contract and is required to transfer all amounts received under the second contract to the Canadian Charity. This requirement is stated in the Guiding Rules of Canadian Charity.


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  1. Dougal

    Logical question

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