Family Friendly Workplace Sample Clauses

Family Friendly Workplace. 61.1 The University recognises that employees have family responsibilities and is committed to providing a workplace that responds to the issues of combining work and family responsibilities whilst considering the overall business needs of the University. Family friendly provisions apply to both heterosexual and same sex relationships.
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Family Friendly Workplace. ‌ The Centre’s commitment to providing a family friendly workplace includes the following provisions, subject to operational requirements of the Centre.
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Family Friendly Workplace. 59.1 The University recognises that employees have family responsibilities and is committed to providing a workplace that responds to the issues of combining work and family responsibilities whilst considering the overall business needs of the University. Family friendly provisions apply to both heterosexual and same sex relationships. Signatories Signed for and on behalf of The University of Western Australia ................................................... Vice-Chancellor Address …………………………………………………………………… In the presence of ................................................... Date : ................................................... Signed for and on behalf of The National Tertiary Education Industry Union .................................................... Address …………………………………………………………………… In the presence of ..................................................... Date : ..................................................... SCHEDULE A - SALARIES AND CASUAL RATES TABLE 1 - SALARIES Level/Step Current rates $ pa (0.75%) Effective first pay period after lodgement $ pa (3.0%) Effective 21/9/14 $ pa (3.0%) Effective 20/9/15 $ pa (3.25%) Effective 18/9/16 Level A Point 1 61,029 61,487 63,332 65,232 67,352 Point 2 64,513 64,997 66,947 68,955 71,196 Point 3 68,001 68,511 70,566 72,683 75,045 Point 4 71,486 72,022 74,183 76,408 78,891 Point 5 74,324 74,881 77,127 79,441 82,023 Point 6 77,153 77,732 80,064 82,466 85,146 Point 7 79,988 80,588 83,006 85,496 88,275 Point 8* 82,818 83,439 85,942 88,520 91,397 Level B Point 1 87,179 87,833 90,468 93,182 96,210 Point 2 90,451 91,129 93,863 96,679 99,821 Point 3 93,717 94,420 97,253 100,171 103,427 Point 4 96,987 97,714 100,645 103,664 107,033 Point 5 100,255 101,007 104,037 107,158 110,641 Point 6 103,526 104,302 107,431 110,654 114,250 Level C Point 1 106,793 107,594 110,822 114,147 117,857 Point 2 110,062 110,887 114,214 117,640 121,463 Point 3 113,332 114,182 117,607 121,135 125,072 Point 4 116,603 117,478 121,002 124,632 128,683 Point 5 119,869 120,768 124,391 128,123 132,287 Point 6 123,142 124,066 127,788 131,622 135,900 Level D Point 1 128,589 129,553 133,440 137,443 141,910 Point 2 132,948 133,945 137,963 142,102 146,720 Point 3 137,308 138,338 142,488 146,763 151,533 Point 4 141,667 142,730 147,012 151,422 156,343 Level E Point 1 165,644 166,886 171,893 177,050 182,804 The following titles may be used at the classification Levels A-E Classification Current Titles (introduced 2009) Old Titles Level A Lecture...
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Family Friendly Workplace. Taking into account the essential requirements of the job, the employer will, wherever possible, accommodate family/carer responsibilities of the employee including requests for flexible working hours to enable the employee to attend to such commitments.
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Family Friendly Workplace. In recognition of the work/family challenges faced by employees, the Employer agrees to take steps to help employees manage their work and family responsibilities. In this regard, the Employer shall continue to work with the Union on an ongoing basis to establish policies which will meet emerging family/workplace needs.
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Family Friendly Workplace. The Organization recognizes that families come in many forms. The Labor Management Committee will be asked to consider organizational policy proposals concerning challenges employees face in juggling their personal lives with work at the Organization. Matters for the Committee will include, but not be limited to, caregiving, day care, breastfeeding or expressing during working hours, babies and children in the workplace, and remote work during inclement weather and other emergencies when day care and/or schools are closed.
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Family Friendly Workplace. The University recognises that employees have family responsibilities and is committed to providing a workplace that responds to the issues of combining work and family responsibilities whilst considering the overall business needs of the University. Family friendly provisions apply to both heterosexual and same sex relationships. Signatories Signed for and on behalf of The University of Western Australia ................................................ Vice-Chancellor In the presence of ................................................... Date : ...................................................
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Family Friendly Workplace. 41.1 The parties recognise that there should be a healthy balance between work and family responsibilities for employees in order to achieve an overall work/life balance. In order to achieve this, the Guild will commit to:
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Family Friendly Workplace. The University recognises that employees have family responsibilities and is committed to providing a workplace that responds to the issues of combining work and family responsibilities whilst considering the overall business needs of the University. Family friendly provisions apply to both heterosexual and same sex relationships. Signatories Signed for and on behalf of The University of Western Australia .................................................. Vice-Chancellor In the presence of ................................................... Date : Signed for and on behalf of the Community and Public Sector Union ..................................................... In the presence of ..................................................... Date : Signed for and on behalf of The Liquor, Hospitality and Miscellaneous Union ................................................... In the presence of ................................................... Date : Signed for and on behalf of The Australian Manufacturing Workers Union ....................................................... In the presence of ......................................................... Date : Signed for and on behalf of The National Tertiary Education Industry Union ........................................................ In the presence of ......................................................... Date :
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Related to Family Friendly Workplace

  • WORKPLACE The Employee shall be required to perform work at or any other site of work for the Employer.

  • Family Illness The start of a family leave for a serious health condition of a family member shall begin on the date requested by the employee or designated by Management.

  • Family Violence Leave Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.

  • 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.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent Teacher or long-term Occasional Teacher under this Article shall be in accordance with the provisions of the Employment Standards Act, 2000, as amended.

  • Drug-Free Workplace Contractor represents and warrants that it shall comply with the applicable provisions of the Drug-Free Work Place Act of 1988 (41 U.S.C. §701 et seq.) and maintain a drug-free work environment.

  • WORKPLACE BEHAVIOR 3.1 The University, the Union and employees covered by this Agreement agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace by or against employees, students, or members of the public does not promote the University’s mission, employee wellbeing, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect.

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees.

  • Family Leave 1. An Appointing Authority shall grant to a full time or part time employee who has completed his/her probationary period, or if there is no such probationary period, has been employed for at least three consecutive months, an unpaid leave of absence for up to twenty-six (26) weeks in conjunction with the birth, adoption or placement of a child as long as the leave concludes within twelve (12) months following the birth or placement.

  • Family Planning The MCO must ensure that its network includes sufficient family planning providers to ensure timely access to covered family planning services for enrollees. Although family planning services are included within the MCO’s list of covered benefits, Medicaid enrollees are entitled to obtain all Medicaid covered family planning services without prior authorization through any Medicaid provider, who will bill the MCO and be paid on a FFS basis.4 The MCO must give each enrollee, including adolescents, the opportunity to use his/her own primary care provider or go to any family planning center for family planning services without requiring a referral. The MCO must make a reasonable effort to Subcontract with all local family planning clinics and providers, including those funded by Title X of the Public Health Services Act, and must reimburse providers for all family planning services regardless of whether they are rendered by a participating or non-participating provider. Unless otherwise negotiated, the MCO must reimburse providers of family planning services at the Medicaid rate. The MCO may, however, at its discretion, impose a withhold on a contracted primary care provider for such family planning services. The MCO may require family planning providers to submit claims or reports in specified formats before reimbursing services. MCOs must provide their Medicaid enrollees with sufficient information to allow them to make an informed choice including: the types of family planning services available, their right to access these services in a timely and confidential manner, and their freedom to choose a qualified family planning provider both within and outside the MCO’s network of providers. In addition, MCOs must ensure that network procedures for accessing family planning services are convenient and easily comprehensible to enrollees. MCOs must also educate enrollees regarding the positive impact of coordinated care on their health outcomes, so enrollees will prefer to access in-network services or, if they should decide to see out-of-network providers, they will agree to the exchange of medical information between providers for better coordination of care. In addition, MCOs are required to provide timely reimbursement for out-of-network family planning and related STD services consistent with services covered in their contracts. The reimbursement must be provided at least at the applicable West Virginia Medicaid FFS rate 4 Access to family planning services without prior notification is a federal law. Under OBRA 1987 Section 4113(c)(1)(B), “enrollment of an individual eligible for medical assistance in a primary case management system, a health maintenance organization or a similar entity must not restrict the choice of the qualified person, from whom the individual may receive services under Section 1905(a)(4)(c).” Therefore, Medicaid enrollees must be allowed freedom of choice of family planning providers and may receive such services from any family planning provider, including those outside the MCO’s provider network, without prior authorization. appropriate to the provider type (current family planning services fee schedule available from BMS). The MCO, its staff, contracted providers and its contractors that are providing cost, quality, or medical appropriateness reviews or coordination of benefits or subrogation must keep family planning information and records confidential in favor of the individual patient, even if the patient is a minor. The MCO, its staff, contracted providers and its contractors that are providing cost, quality, or medical appropriateness reviews, or coordination of benefits or subrogation must also keep family planning information and records received from non-participating providers confidential in favor of the individual patient even if the patient is a minor. Maternity services, hysterectomies, and pregnancy terminations are not considered family planning services.

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