Emotional Well-Being Sample Clauses

Emotional Well-Being. Emotional well-being and resilience are equally important components of overall well-being. • The City recognises that personal issues can impact on an Employee’s ability to carry out their duties in the work place and provides access to a free, confidential counselling service to assist Employees experiencing personal or work-related problems. • In addition, the City recognises that issues in the workplace can contribute to an Employee’s emotional well- being. Discriminatory practices including bullying and harassment are not tolerated. The City is committed to ensuring that it takes all reasonable steps to ensure that inter-personal relationships are managed professionally and that all Employees and customers understand what their rights and obligations are in terms of their behaviour towards others. The City will maintain a policy to reflect this. • The City recognises that workplace change can create uncertainty and anxiety and commits to using as consultative a process as possible through the various team meetings and cross-functional groups for major change initiatives. • The Parties are committed to ensuring that appropriate and confidential assistance is readily available to all Employees. The City is not responsible for providing therapeutic services but will assist by providing information and the details of advisory services, where practicable, for dealing with major life issues such as gambling, substance abuse addictions, or other life issues. The City will consider what policy and/or processes other than access to the EAP it may adopt via the consultative process in situations where staff members are confronting serious personal issues which are affecting their work performances. • It is emphasised that the City is not a therapeutic environment and does not wish to intervene in the private and personal lives of staff without their consent.
Sample 1
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Emotional Well-Being. The Parties agree to prioritize their emotional well-being and to communicate if any aspects of the open relationship are causing distress or discomfort. Both Parties agree to seek professional help, if necessary, to maintain their emotional health.
Sample 1
Emotional Well-Being. Emotional well-being and resilience are equally important components of overall well-being. • The Employer recognises that personal issues can impact on an employee’s ability to carry out their duties in the work place and provides access to a free, confidential counselling service to assist Employees experiencing personal or work related problems. • In addition, the Employer recognises that issues in the workplace can contribute to an Employee’s emotional well-being. Discriminatory practices including bullying and harassment are not tolerated. The Employer is committed to ensuring that it takes all reasonable steps to ensure that inter-personal relationships are managed professionally and that all Employees and customers understand what their rights and obligations are in terms of their behaviour towards others. The Employer’s policy “Dignity at Work” will be maintained for this reason. • The Employer recognises that workplace change can create uncertainty and anxiety and commits to using as consultative a process as possible through the various team meetings and cross-functional groups for major change initiatives. • The Parties are committed to ensuring that appropriate and confidential assistance is readily available to all employees as outlined in the Employer’s Employee Assistance Guideline. • The Employer is not responsible for providing therapeutic services but will assist by providing information and the details of advisory services, where practicable, for dealing with major life issues such as gambling, substance abuse addictions, or other life issues. The Employer will consider what policy and/or processes other than access to the EAP it may adopt via the consultative process in situations where staff members are confronting serious personal issues which are affecting their work performances. • It is emphasised that the Employer is not a therapeutic environment and does not wish to intervene in the private and personal lives of staff without their consent.
Sample 1

Related to Emotional Well-Being

  • AMERICANS WITH DISABILITIES ACT (ADA) Contractor must comply with the ADA, which provides comprehensive civil rights protection to individuals with disabilities in the areas of employment, public accommodations, state and local government services, and telecommunications.

  • AMERICANS WITH DISABILITIES ACT (ADA) COMPLIANCE No Contractor, or Contractor’s agent, shall engage in any discriminatory practice against individuals with disabilities as defined in the ADA, including but not limited to: employment, accessibility to goods and services, reasonable accommodations, and effective communications.

  • Health Screening The Contractor shall conduct a Health Needs Screen (HNS) for new members that enroll in the Contractor’s plan. The HNS will be used to identify the member’s physical and/or behavioral health care needs, special health care needs, as well as the need for disease management, care management and/or case management services set forth in Section 3.8. The HNS may be conducted in person, by phone, online or by mail. The Contractor shall use the standard health screening tool developed by OMPP, i.e., the Health Needs Screening Tool, but is permitted to supplement the OMPP Health Needs Screening Tool with additional questions developed by the Contractor. Any additions to the OMPP Health Needs Screening Tool shall be approved by OMPP. The HNS shall be conducted within ninety (90) calendar days of the Contractor’s receipt of a new member’s fully eligible file from the State. The Contractor is encouraged to conduct the HNS at the same time it assists the member in making a PMP selection. The Contractor shall also be required to conduct a subsequent health screening or comprehensive health assessment if a member’s health care status is determined to have changed since the original screening, such as evidence of overutilization of health care services as identified through such methods as claims review. Non-clinical staff may conduct the HNS. The results of the HNS shall be transferred to OMPP in the form and manner set forth by OMPP. As part of this contract, the Contractor shall not be required to conduct HNS for members enrolled in the Contractor’s plan prior to January 1, 2017 unless a change in the member’s health care status indicates the need to conduct a health screening. For purposes of the HNS requirement, new members are defined as members that have not been enrolled in the Contractor’s plan in the previous twelve (12) months. Data from the HNS or NOP form, current medications and self-reported medical conditions will be used to develop stratification levels for members in Hoosier Healthwise. The Contractor may use its own proprietary stratification methodology to determine which members should be referred to specific care coordination services ranging from disease management to complex case management. OMPP shall apply its own stratification methodology which may, in future years, be used to link stratification level to the per member per month capitation rate. The initial HNS shall be followed by a detailed Comprehensive Health Assessment Tool (CHAT) by a health care professional when a member is identified through the HNS as having a special health care need, as set forth in Section 4.2.4, or when there is a need to follow up on problem areas found in the initial HNS. The detailed CHAT may include, but is not limited to, discussion with the member, a review of the member’s claims history and/or contact with the member’s family or health care providers. These interactions shall be documented and shall be available for review by OMPP. The Contractor shall keep up-to-date records of all members found to have special health care needs based on the initial screening, including documentation of the follow-up detailed CHAT and contacts with the member, their family or health care providers.

  • Antiretaliation The Recipient shall not discharge or in any other manner discriminate against any worker because such worker has filed any complaint or instituted or caused to be instituted any proceeding under or related to compliance with the E.O. or this clause, or has testified or is about to testify in any such proceeding.

  • Fair Employment Practices and Americans with Disabilities Act Party agrees to comply with the requirement of Title 21V.S.A. Chapter 5, Subchapter 6, relating to fair employment practices, to the full extent applicable. Party shall also ensure, to the full extent required by the Americans with Disabilities Act of 1990, as amended, that qualified individuals with disabilities receive equitable access to the services, programs, and activities provided by the Party under this Agreement. Party further agrees to include this provision in all subcontracts.

  • Assaults An employee who is assaulted while in the performance of assigned duties shall promptly report the assault to the Employer. The Employer shall promptly investigate the incident and render such assistance as necessary under the circumstances, including reporting and cooperating with law enforcement authorities.

  • Smoke Free Environment The Lessor shall make all parts of the leased premise smoke-free. "

  • Americans with Disabilities Act Compliance a. When the Project scope includes work on sidewalks, curb ramps, or pedestrian- activated signals or triggers an obligation to address curb ramps or pedestrian signals, the Parties shall:

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Musculoskeletal Injury Prevention and Control (a) The Hospital in consultation with the Joint Health and Safety Committee (JHSC) shall develop, establish and put into effect, musculoskeletal prevention and control measures, procedures, practices and training for the health and safety of employees.

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