Abuse. You agree to immediately notify us if you suspect fraudulent or abusive activity. If you so notify us, or we otherwise suspect fraudulent or abusive activity, you agree to cooperate with us in any fraud investigation and to use any fraud prevention measures we prescribe. Your failure to cooperate or to use such measures will result in your liability for all fraudulent usage or abusive activity associated with your Equipment (as defined below).
Abuse. Transit Passes are for the exclusive use of the individuals to whom they are issued and are non-transferable. Abuse of the Transit Pass privilege will result in the pass being revoked.
Abuse. Affiliate shall adopt policies prohibiting sexual and physical abuse which meet certain minimum criteria established by MH (subject to any contrary requirements contained in state or local law applicable to Affiliate).
Abuse. The parties agree that abuse and/or threatening behaviour from residents to staff must be addressed. The Employer supports an environment in which staff are treated with dignity and respect. There will be no backlash or retaliation for lodging a complaint, or participating in an investigation, in good faith. Abuse or threatening behaviour by residents may include, but is not limited to physical abuse, psychological abuse, emotional abuse and sexual abuse. The parties further agree that the Long Term Care environment contains residents who, through no fault of their own, exhibit behaviours and actions that are unwelcome to staff. The workplace is built around managing these behaviours to the benefit of both the residents and the staff. It is agreed that when an employee is faced with abuse from a resident it may be necessary for that employee to leave the threatening situation and immediately notify her supervisor, who will assess the situation and give further direction. It is agreed that no employee will be obligated to work one- on-one until a satisfactory resolution has been reached. In the event that a resident knowingly continues with the harassment following the above procedure, further action will be taken which may include the staff member being given the opportunity to voluntarily transfer, without penalty or loss of income, to a different work area or be assigned a different resident. Where the employee is not satisfied with the intervention, the employee may raise the matter with the Unit Chairperson, or designate. She, in turn, may discuss the matter with the Administrator in an attempt to reach a mutually agreeable resolution.
Abuse. Company may require satisfactory evidence of an employee's illness or disability before sick leave will be granted. If an employee abuses the sick leave provisions of this Agreement by misrepresentation or falsification, the employee shall restore to Company all sick leave payments the employee received as a result of such abuse. In case of recurring offenses by the employee, Company may cancel all or any part of such employee's current and cumulative sick leave, and may treat the offense as it would any other violation of a condition of employment. Charges of alleged discrimination in the application of this Section shall be investigated by the Local Investigating Committee described in Section 9.6. (Amended 1-1-88)
Abuse a. If a member is found to have abused the use of the Sick Leave Bank, he/she shall repay the days drawn from the bank and be subject to such other disciplinary action as determined by the School Board.
Abuse. During negotiations the parties had discussion around the issue of Abuse which consist of but is not limited to Abuse that is or can be Physical, Sexual, Negligence, Emotional, Exploitation and or Inappropriate use of restrictive procedures. Such abuse could lead to discipline that may lead to termination. The Union reserves the right to grieve such discipline on a case by case basis. Discipline related to issues of abuse will remain on the employee’s file for a period of eighteen (18) months.
Abuse. Abuse" means the infliction of injury, unreasonable confinement, intimidation or cruel punishment with resulting physical harm, pain, mental anguish, or death; sexual abuse or exploitation; or the willful deprivation of essential needs.
Abuse. Damage caused by abuse of the vehicle, vandalism, acts of war, riots, or acts of God are excluded.
Abuse. If, and whenever sick leave may appear to be abused, or when an Employee consistently uses sick leave as it is earned, the Employer shall require from the Employee competent proof of the necessity for such absence. In accordance with this Section, the Human Resources Department reserves the right in all cases of illness or reported illness, to require the release of all medical information to which the Employee has access to concerning the Employee's physical or mental condition relative to the use of sick leave and a waiver of any privilege for use of the information, and/or to require the Employee to furnish a doctor's certificate verifying the necessity for absence. Abuse of sick leave privileges shall constitute grounds for disciplinary action and possible dismissal.
