Datawiz Employment Standards Sample Clauses

Datawiz Employment Standards. Datawiz holds its employees to the highest standards of conduct. Datawiz attributes its success to the wellbeing of its employees which includes a team environment and the ability for all to work on projects that fit well with their skill set and align with their future career goals. Datawiz performs regular performance reviews for all employees to ensure that everyone is working to the best of their ability and getting the most out of all current projects. This includes measuring an employee’s overall performance and the client’s satisfaction with the work produced. Basic rules of conduct and etiquette apply, as the success of our company relies on the satisfaction of our clients. Below we list the minimum standards the employees are required to follow: • Honesty: Obtaining employment on the basis of false or misleading information leads to immediate termination. • Responsibility: Stealing, removing or defacing Datawiz Corporations’ property, co-worker’s property, client’s property, and/or disclosure of confidential business information is prohibited and can lead to immediate termination. This standard also applies to the unauthorized use of drugs or alcohol, violence at the workplace, gambling on the company and/or client property and violation of Datawiz Corporations’ Harassment or Equal Employment Opportunity Policies. • Safety: We always enforce safe work practices. Violation of safety rules and policies at the client’s site is prohibited. • Performance: Consistent failure to follow lawful instructions of a supervisor and failure to perform assigned job duties can lead to termination.
Sample 1
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Related to Datawiz Employment Standards

  • EMPLOYMENT STANDARDS There are no material complaints against the Corporation or the Subsidiaries before any employment standards branch or tribunal or human rights tribunal, nor any complaints or any occurrence which would reasonably be expected to lead to a complaint under any human rights legislation or employment standards legislation that would be material to the Corporation. There are no outstanding decisions or settlements or pending settlements under applicable employment standards legislation which place any material obligation upon the Corporation or the Subsidiaries to do or refrain from doing any act. The Corporation and Subsidiaries are currently in material compliance with all workers’ compensation, occupational health and safety and similar legislation, including payment in full of all amounts owing thereunder, and there are no pending claims or outstanding orders of a material nature against either of them under applicable workers’ compensation legislation, occupational health and safety or similar legislation nor has any event occurred which may give rise to any such material claim.

  • NATIONAL EMPLOYMENT STANDARDS 9.1 It is the intention of this Agreement that the NES, as it may be varied from time to time, shall apply to the employees the subject of this Agreement. Any provisions of the NES that are also referred to or set out in this Agreement are for the convenience only of the parties.

  • EMPLOYMENT STANDARDS ACT LEAVES In accordance with the BC Employment Standards Act (the “Act”), the Employer will grant the following leaves:

  • Employment Standards Act Where the provisions of the Employment Standards Act exceed those within this agreement such provisions shall apply.

  • EMPLOYMENT STABILITY 28.01 A The parties hereto subscribe to certain objectives and principles as follows:

  • Employee Safety A. Any employee who is injured or who is involved in an accident during the course of his/her employment, no matter how slight the injury, shall file an accident report with the designated supervisor, as soon as possible after the injury and prior to the conclusion of the employee's work day, whenever possible. While the initial report may be given orally, it must be followed up within 48 hours with a written report on the First Report of Injury form which shall be submitted to the appropriate administrator/supervisor who shall then submit it to the appropriate Human Resources Department.

  • EMPLOYEE HEALTH CARE 233. Pursuant to the Charter, the City contributes whatever rate is applicable per month directly into the City Health Service System for each employee who is a member of the Health Service System. Subsequent City contributions will be set pursuant to the Charter.

  • FAIR EMPLOYMENT PRACTICES Pursuant to NRS 338.125, Fair Employment Practices, the following provisions must be included in any contract between CONSULTANT and a public body such as CITY:

  • GENERAL EMPLOYMENT PRACTICES 13.1 As the Board is a fair and equal opportunity employer, marital status, race, creed, religion, sex, age, national origin or number of years teaching experience shall not be made a condition of employment. The Board and the Superintendent shall continue to implement and review their Affirmative Action Program designed to prohibit discriminatory practices, provide encouragement for applications from minority groups and women, and maintain the principle of employing a competent staff member to fill each vacancy. The Association will be advised of any proposed changes in the Affirmative Action Program and through the personnel office may make suggestions for improving the plan.

  • Student Employment (a) Students who are employed to backfill in a bargaining unit position shall be paid the bargaining unit rate and if so employed for more than ten (10) weeks will be a member of the bargaining unit.

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