Safe and Respectful Workplace 69.1 The Parties recognise that everyone is entitled to work in an environment that is free of discrimination, harassment and bullying. It is the Employer’s responsibility to ensure it complies with relevant legislative requirements including the Equal Opportunity Act 2010 (Vic).
69.2 Accordingly, the Parties agree to the Sexual Harassment principles and the Respect Code in Appendix J.
69.3 In accordance with those principles the following points will be covered in the Employer’s on site induction:
(a) It is everyone’s responsibility to respect women’s right to work without having to experience unacceptable behaviour.
(b) Disrespectful actions and behaviours which express power inequalities between women and men and cause physical, sexual, psychological or economic harm to women are unacceptable on site.
(c) Unacceptable behaviours that women face in the workplace include:
(i) stalking and intimidation;
(ii) threats and verbal abuse;
(iii) ostracism;
(iv) rude gestures and put downs;
(v) offensive language and imagery;
(vi) sexual innuendo / insinuations;
(vii) sexual suggestions and/or unwanted advances; and
(viii) sexual assault.
(d) These behaviours at work present serious OHS risks which may cause significant physical and psychological injury.
(e) This respect must also be extended to other visitors to the site and members of the public.
Stewards Each UNION shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYER.
Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.
ENTERTAINERS AND SPORTSPERSONS 1. Notwithstanding the provisions of Article 14, income derived by a resident of a Contracting State as an entertainer, such as a theatre, motion picture, radio or television artiste, or a musician, or as a sportsperson, from that resident’s personal activities as such exercised in the other Contracting State, may be taxed in that other Contracting State.
2. Where income in respect of personal activities exercised by an entertainer or a sportsperson acting as such accrues not to the entertainer or sportsperson but to another person, that income may, notwithstanding the provisions of Article 14, be taxed in the Contracting State in which the activities of the entertainer or sportsperson are exercised.
Consulting Teachers a. A Consulting Teacher is a teacher who provides assistance to a Participating Teacher pursuant to the Peer Assistance and Review Program. The following shall constitute minimum qualifications for the Consulting Teacher:
