Interpretation and Questions. Questions on the interpretation of this policy-and any other questions-can be directed to your designated HR Business Partner. Related Documents and Procedures: • Staff Safeguarding Procedures (coming soon) • Partner Safeguarding Standards and Procedures (coming soon) • Vendor/ Supplier Code of Conduct (coming soon) Key Words: • Harassment, "sexual harassment", abuse, exploitation, investigation, retaliation, "child labor", trafficking Appendix B Catholic Relief Services’ Social Media and Blogging Guidelines for Farmer to Farmer Volunteers While you are in the field, we encourage you to use social media and blog posts to inform others about the good work that you’re doing as part of Farmer to Xxxxxx. For a program like Farmer to Farmer, we find that personal blogs, Facebook, Twitter and Instagram work best. Please keep in mind that while you are a volunteer, others will see you as a representative of Catholic Relief Services (CRS) and USAID, so we ask you to use discretion when posting on social media. Here are some suggestions: PLEASE DO… • Post your thoughts, experiences, insights • Post fun stories • Ask permission when taking photos • Use the Farmer to Farmer hashtag: #F2F • When using Twitter, tweet @farmertofarmer • Send your blog posts to the Volunteer Coordinator for approval before posting to the internet (social media updates do not need prior approval) PLEASE DO NOT… • Post derogatory statements about the country you are in • Post statements about the country’s political situation • Make derogatory statements about the Catholic Church • Post about artificial family planning, condoms or abortion • Post derogatory statements about your CRS, your host organization, the Farmer to Farmer Program, or USAID Because we work hard to have good relationships with the host government and communities, we need to be careful to not harm those relationships in any way. In the past, organizations like CRS have been asked to leave some countries because they didn’t use discretion about their public statements. While you are with CRS, it is very important that you not post any statements that could hamper our ability to serve those who are poor. If there is a problem during your volunteer time, please contact CRS directly to find a resolution to the problem rather than posting about it on social media. If you contact us directly, we can try to resolve the problem. Please use your best judgment when posting on social media. A tweet or Facebook post that lacks good ...
Interpretation and Questions. 5.1 Questions concerning the interpretation or administration of this policy should be directed to Human Resources & Organizational Development, xxxxxxx@xxx.xx or (000) 000-0000. The Department of Human Resources & Organizational Development is located in Xxxx 000 of the Physics and Administration Building in the Integrated University Complex on the Fredericton Campus. Effective: October 13, 1982. Revised: May 2017 APPENDIX C POLICY AND PROCEDURE ON STUDY LEAVE
Interpretation and Questions. 5.1 The Department of Human Resources & Organizational Development is located in Xxxx 000 of the Physics and Administration Building in the Integrated University Complex on the Fredericton Campus. Questions concerning the interpretation or administration of this policy should be directed to Human Resources & Organizational Development, 453-4648. APPENDIX D LIST OF POSITIONS IN THE BARGAINING UNIT POSITION DEPARTMENT Administrative Assistant ARTS/HUMANITIES/LANG Administrative Assistant ATHLETICS Athletics Program Coord ATHLETICS Varsity Coordinator ATHLETICS Administrative Assistant BIOLOGICAL SCIENCES Biological Sciences Tech. BIOLOGICAL SCIENCES Biological Sciences Tech. BIOLOGICAL SCIENCES Biological Sciences Tech. BIOLOGICAL SCIENCES Animal Care Technician CAMPUS WIDE COMM Administrative Assistant COMPUTER SCIENCE Student Response Asst DOMESTIC RECRUITING Administrative Assistant ENGINEERING Engineering Technologist ENGINEERING Administrative Assistant FACILITIES MANAGEMENT Building Operator FACILITIES MANAGEMENT Building Operator FACILITIES MANAGEMENT Building Operator FACILITIES MANAGEMENT Building Operator FACILITIES MANAGEMENT Building Operator FACILITIES MANAGEMENT Electrician FACILITIES MANAGEMENT XX Xxxxxxx FACILITIES MANAGEMENT Ship/Rec/Mailrm FACILITIES MANAGEMENT Utility Worker FACILITIES MANAGEMENT Utility Worker FACILITIES MANAGEMENT Administrative Assistant FACULTY OF BUSINESS Co-op Prog & Planning Asst FACULTY OF BUSINESS Program & Planning Assist FACULTY OF BUSINESS Financial Assistant FINANCE & ADMIN Administrative Assistant GRADUATE STUDIES Library Assistant XXXX XXXXX COMMONS Library Assistant XXXX XXXXX COMMONS Library Assistant XXXX XXXXX COMMONS Library Assist (Catal) XXXX XXXXX COMMONS Library Assist (Circ) XXXX XXXXX COMMONS Library Assist Evng & Wknd XXXX XXXXX COMMONS Library Assist Evng & Wknd XXXX XXXXX COMMONS Library Services Desk Mgr XXXX XXXXX COMMONS Administrative Assistant HISTORY & POLITICS Program Assistant INT’L RECRUITMENT CTR. Media Technology Specialist ISS Student Tech Sprt Specialist ISS POSITION DEPARTMENT Administrative Assistant MATHEMATICS & STATISTICS Administrative Assistant NURSING & HEALTH SCI Adm & Clinical Outreach Crd NURSING & HEALTH SCI Administrative Assistant PHYSICAL SCIENCES Administrative Assistant PSYCHOLOGY Admissions Advisor REGISTRAR Admissions Advisor REGISTRAR Admissions Advisor REGISTRAR Curriculum Systems Crd REGISTRAR Operations Coordinator REGISTRAR Senior Prog & Planning Asst REGIST...
Interpretation and Questions. 5.1 Questions concerning the interpretation or administration of this policy should be directed to Human Resources & Organizational Development, xxxxxxx@xxx.xx or (000) 000-0000. The Department of Human Resources & Organizational Development is located in Room 102 of the Physics and Administration Building in the Integrated University Complex on the Fredericton Campus. POLICY AND PROCEDURE ON STUDY LEAVE GENERAL POLICY The Employer of New Brunswick wishes to encourage its Employees to further, develop their job skills so that they may strive for a higher level of accomplishment and thereby enhance their ability to contribute to the Employer. POLICY Employees may be granted leaves of absence with full or partial pay to upgrade their qualifications and skills depending upon the derived benefit to the Employer. Such leaves will not generally exceed six (6) consecutive months. Normally, leave under this policy will not be granted to an Employee who has completed less than four (4) years of full-time employment with the Employer. POLICY APPLICATION This policy applies to regular full-time support staff. APPROVALS Approvals for study leaves are required from the Employee's immediate supervisor, the Xxxx, Director or appropriate Department Head, and the appropriate Vice-President. DEPARTMENTAL BUDGET Study leave costs should generally be included in departments' annual budget requests since the costs of leaves are to be borne by the Employees' departments. Exceptional cases, or those where the need cannot be foreseen, may be financed in whole or in part through the use of Employer contingency funds. Application for study leave shall be evaluated on the basis of the benefit to the Employer, the Employee's work history, and the ability of the Employee's department to accommodate the leave.
Interpretation and Questions. 52. Questions on the interpretation of this policy—and any other questions—can be directed to the Safeguarding Director. Related Policy and Resources: • Code of Conduct and Ethics • CRS Whistleblower Policy • CRS Whistleblower Site (Ethicspoint) • CRS References for Employees Policy • Conflict of Interest Policy • Partner Safeguarding Policy and Procedure • MEAL Policy and Procedures • CRS Feedback, Complaints, and Response Mechanism Guidance Key Words: Safeguarding, conduct, harassment, bullying, sexual harassment, sexual misconduct, abuse, exploitation, child labor, trafficking, survivor, confidentiality, investigation, retaliation Annex 1: Definitions Prohibited Behaviors
Interpretation and Questions. Questions on the interpretation of this policy—and any other questions—can be addressed to a Global People Resources Business Partner, RPO, or Country HR manager. Related Documents:
