Challenging Behaviours Sample Clauses

Challenging Behaviours. 14.2.1 In addition to the above strategy the parties to this Agreement will adopt principles to respond to concerns covering the following issues, in accordance with established policy & procedures: • Resistant residents • Security • Anti bullying • Violent behaviour • and other Occupational Health / Worksite concerns raised by either the Employer and Employee
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Challenging Behaviours. 8.1.2(a) In addition to the above strategy the parties to this Agreement will adopt principles to respond to concerns covering the following issues, in accordance with established policy & procedures: • Violent behaviour – It is agreed that the Longridge Retirement Village Hostel will adopt a zero tolerance approach to violence in the work place. In adopting this policy position, the employer will develop policies and procedures using as a guide the Department of Health “Clients who use Violence” Better Practice Guide. • Other Occupational Health / Worksite concerns raised by either the Employer and Employee
Sample 1
Challenging Behaviours. (a) In addition to the above strategy the parties to this Agreement will adopt principles to respond to concerns covering the following issues, in accordance with established policy & procedures: • Violent behaviour – It is agreed that Port Lincoln Aboriginal Health Service will adopt a zero tolerance approach to violence in the workplace. In adopting this policy position, the employer will develop policies and procedures using as a guide the Department of Health “Clients who use Violence” Better Practice Guide. • Other WHS / Worksite concerns raised by either the Employer and Employee.
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Challenging Behaviours. 8.1.3(a) The parties to this Agreement will adopt principles to respond to concerns covering the following issues, in accordance with established policy & procedures: • Anti bullying - Anti-bullying policies and procedures will be developed and implemented/maintained during the life of the Agreement equivalent to those outlined in APPENDIX 3. • Violent behaviour – It is agreed that the Xxxxx and District Hospital Inc will adopt a zero tolerance approach to violence in the work place. In adopting this policy position, the employer will develop and implement over the life of the agreement policies and procedures that match the needs of staff and those of the health unit, using as a guide, the South Australian Department of Health “Clients who use Violence” Better Practice Guide. • Other Occupational Health / Worksite concerns raised by either the Employer and Employee
Sample 1

Related to Challenging Behaviours

  • Challenge If Executive violates or challenges the enforceability of any provisions of the Restrictive Covenants or this Release, no further payments, rights or benefits under Section 5 of the Agreement will be due to Executive (except where such provision would be prohibited by applicable law, rule or regulation).

  • Challenges The Experts may be challenged by either Party if circumstances exist that give rise to justifiable doubts as to any of their impartiality or independence. In such circumstances the challenge shall be brought by written notice to the ICC copied to the other Party within fourteen (14) calendar days of the appointment of the relevant Expert or within fourteen (14) calendar days of the challenging Party becoming aware of the circumstances giving rise to the challenge. Unless the challenged Expert withdraws. or whichever of the Parties that has not brought the challenge agrees to the challenge, within fourteen (14) calendar days of the challenge, the ICC shall decide the challenge and, if appropriate, shall appoint a replacement Expert in accordance with the criteria set out herein.

  • Complaints and Feedback 15.3.1 The primary responsibility for receiving feedback and investigating complaints promptly and thoroughly in respect of the Services will rest with the Provider. The Provider will have procedures in place including but not limited to a complaints framework, which are acceptable to the Department, to gather and act upon feedback and complaints from Learners and/or their representatives and employers and the wider community. The Provider must also keep a log of the complaints received which will be accessible to the Department upon request.

  • Complaints Investigation ‌ An employee who complains of harassment under the provisions of the Human Rights Code of British Columbia may refer the complaint to either one or other of the following processes:

  • Grievability Denial of a petition for reinstatement is grievable. The grievance may not be based on information other than that shared with the Employer at the time of the petition for reinstatement.

  • Harassment in the Workplace The Union and the Employer recognize the right of employees to work in an environment free from personal and sexual harassment ("Harassment"), and the Employer shall take such actions as are necessary respecting an employee engaging in harassment in the workplace.

  • Employability Executive acknowledges (i) that Executive has sufficient abilities and talents to be able to obtain, upon the termination of Executive’s employment, comparable employment from another business while fully honoring and complying with the above covenants concerning confidential information and contacts with the Company’s or any of its Affiliates’ customers or employees, and (ii) the importance to the Company and its Affiliates of the above covenants. Accordingly, for a period of one (1) year following the termination of Executive’s employment with the Company and upon the Company’s reasonable request of Executive, Executive shall advise the Company of the identity of Executive’s new employer and shall provide a general description, in reasonable detail, of Executive’s new duties and responsibilities sufficient to inform the Company of its need to request a court order to enforce the above covenants.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • Violence in the Workplace (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub-article (a) only, employees as referred to herein shall mean all employees of the Employer notwithstanding Article 2.12.

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