Management support of employees Sample Clauses

Management support of employees. In all cases, the employee shall be considered innocent of any inmate complaint or accusation. However, if documentation is presented that in the Employer's estimation would warrant an airing of the charges, the subject employee shall be notified of the charge, be shown the information, and shall be given the opportunity to refute such at an administrative review. The Employer and MFPE recognize the importance of concluding any investigation in a timely manner.
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Management support of employees. When a manager is aware of an employee being accused by a client of improper behavior or a violation of rule or policy, the subject employee shall be notified by Management if an investigation is warranted, within 30-days. If the employee claims innocence, the employee shall be deemed innocent unless evidence is presented which is in opposition to the employee's account. In such an event, the employee shall be entitled to process the matter through the grievance procedure. In the event a member of the bargaining unit is assaulted or abused by a client, the employee shall serve as the complainant in the filing of charges against the client. The Employer shall encourage the employee in the filing of said charges. Furthermore, the Employer shall assist the employee in monitoring the complaint to further ensure that justice prevails.
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Management support of employees. If an employee is charged by a client with improper behavior or a violation of rule or policy, the subject employee shall be notified by management of the charge. If the employee claims innocence, the employee shall be deemed innocent unless evidence is presented which is in opposition to the employee's account. In such an event, the employee shall be entitled to process the matter through the grievance procedure. In the event a member of the bargaining unit is assaulted or abused by a client, the employee shall serve as the complainant in the filing of charges against the client. The Employer shall encourage the employee in the filing of said charges. Furthermore, the Employer shall assist the employee in monitoring the complaint to further ensure that justice prevails.
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Management support of employees. When an employee is charged by an inmate with improper behavior, or whenever an inmate brings to the attention of the Employer any violation of rule or policy, the employer shall determine whether the charge has merit. If the charge is determined to be without merit no further action is required. If management determines that the charge has merit, the employee will be notified of the meritorious charge prior to further action. The employee may then request and receive a timely meeting with the appropriate management official. The inmate may also be requested to attend the meeting. In all cases, if the employee claims innocence, the employee shall be deemed innocent unless evidence is presented which is in opposition to the employee's account. In such event, the employee shall be entitled to a pre- determination meeting under due process rules as established by the Department of Corrections if the discipline may result in suspension, demotion, or discharge. The employee may be represented by the Federation upon request of the employee.
Sample 1
Management support of employees. Any time an employee is suspected of wrongdoing, including infractions of policy, rule, regulation, or law, the employee shall have the allegations presented to them by a management representative and shall be shown any written complaints or charges. Prior to forming opinions about the validity of the allegations, and before taking disciplinary action (beyond informal counseling), management will consider the employee's response. If (after considering the employee's response) management believes the allegations are valid and takes formal disciplinary action, the action shall be subject to the grievance procedure.
Sample 1

Related to Management support of employees

  • Transport of Employees When an employee, after having worked overtime or a shift for which he/she has not been regularly rostered, finishes work at a time when reasonable means of transport are not available, the employer shall provide the employee with a conveyance home, or pay him/her their current wage for the time reasonably occupied in reaching home.

  • Engagement of Employees 8.1.1 All prospective Employees may be required to complete an Application for Employment form prior to engagement. Applicants may be required to undertake a pre-employment physical/medical assessment, the cost of which will be borne by the Company. Any Employee who knowingly provides false information in their application or in the medical may be dismissed.

  • STUDENT SUPPORT SERVICES The Parties will identify and collaborate on measures to assist those students who may not be performing satisfactorily to succeed. The School will seek guidance from the College designee(s) in the areas of test preparation, tutoring, College Connection services, academic advising, and the development of an integrated support system for Students across the two institutions. Students will have access to the same or similar tutoring and other academic support as provided for other students in the School District, School and College. To promote academic success, the Parties will provide academic support services as may be needed. The School counselor and its designee will work to ensure Students receive pertinent information regarding higher education, financial assistance, and assistance waivers for tuition and fees. As needed, each Party will assist families as they complete initial application and admission requirements per the respective organizations’ processes. The School District will be responsible for non-academic counseling services and the College is authorized, but not required, to provide emergency counseling intervention services. See section 4 – Disability Support Services.

  • Reinstatement of Employees ‌ If, prior to the constitution of an Arbitration Board pursuant to Article 11, it is found that an employee was disciplined or dismissed without just and reasonable cause, or laid-off contrary to the provisions of the Collective Agreement, that employee shall be reinstated by the Employer without loss of pay with all of her/his rights, benefits and privileges which she/he would have enjoyed if the layoff, discipline or discharge had not taken place, or upon such other basis as the parties may agree.

  • List of Employees The Union shall be provided quarterly via compact disc a current list of names, employee numbers, classifications, addresses, home telephone numbers, work locations, hourly rate, status (regular, substitute, temporary) and social security numbers of all employees covered by this Agreement. This list will also include all employees newly hired into the bargaining unit during the preceding quarter and all bargaining unit employees who have separated from the District during the preceding quarter.

  • HIRING OF EMPLOYEES Company and Shareholders shall cooperate with all requests made by Pentegra for the purpose of allowing Pentegra to hire those non-dentist employees of Company designated by Pentegra, such employment to be effective as of the Closing Date. Notwithstanding the above, Company and Shareholders shall remain liable under any Company Plans for any claims incurred by any employees or their spouses or dependents, and for all compensation, bonuses, benefits and other such items and other liabilities related to Company's employees incurred by Company prior to the Closing Date.

  • Reinstatement of Employee An employee who wishes to resume employment on the expiration of leave granted in accordance with this Article shall be reinstated in the position occupied at the time such leave commenced.

  • Employee Who Acts as Representative Where an employee wishes to represent at a meeting with the Employer, an employee who has presented a grievance, the Employer will, where operational requirements permit, grant leave with pay to the representative when the meeting is held in the headquarters area of such employee and leave without pay when the meeting is held outside the headquarters area of such employee.

  • Notification of Employees A. Written notice of layoff shall be given to an employee or sent by mail to the last known mailing address at least fourteen (14) calendar days prior to the effective date of the layoff. Notices of layoff shall be served on employees personally at work whenever practicable.

  • RIGHTS OF EMPLOYEES 4.01 Nothing in this Agreement shall be construed as an abridgement or restriction of any employee’s constitutional rights or of any right expressly conferred in an Act of the Parliament of Canada.

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