Managers and Supervisors. Managers and supervisors are responsible and accountable for: • Undertaking their duties and behaving in a manner that is consistent with the provisions of the Code of Conduct and Client Service Standards • The effective implementation, promotion and support of the Code of Conduct and Client Service Standards in their areas of responsibility • Ensuring Employees under their control understand and follow the provisions outlined in the Code of Conduct and Client Service Standards.
Managers and Supervisors. Managers and Supervisors must not exceed 20% of the total trainee population. Otherwise, all trainees must be “frontline workers” within the meaning of Title 22, CCR, Section 4400(ee).
Managers and Supervisors. 14.3 Managers and supervisors are responsible for directly and continuously supervising compliance with all Linfox safety policies and procedures for all employees, contractors and visitors under their direct control. Occupational Health and Safety Representatives
Managers and Supervisors. Managers and Supervisors will act in a managerial or supervisory capacity, but may perform such work as is necessary to instruct other employees, to handle cases of extreme emergency or to handle other special circumstances.
Managers and Supervisors. The Employer recognizes its responsibility for its acts and those of its managers and supervisors with respect to sexual harassment to the extent of and in accordance with applicable law.
Managers and Supervisors. Your managers and supervisors are also insureds, but only with respect to their duties as your managers and supervisors. Managers and supervisors who are your “employees” are also insureds for “bodily injury” to a co- “employee” while in the course of his or her employment by you or performing duties related to the conduct of your business. This provision does not change Item 2.a.(1)(a) as it applies to managers of a limited liability company.
Managers and Supervisors. The evaluator will rate the interaction with managers and other supervisory staff during the course of performance in all Districts served by this company. Scores may range from a high of 5 points to a low of 0 points.
Managers and Supervisors. Managers have responsibility for the training and development of employees reporting to them, ensuring that their employees understand and have reasonable access to the learning opportunities available and have their development needs discussed, recorded and met where appropriate. • Managers have responsibility for ensuring that staff are allowed reasonable and planned release from work duties to attend job-related learning opportunities. • Managers are also responsible for ensuring that each employee is made aware of the Workplace Learning Agreement and the learning opportunities available.
Managers and Supervisors. In addition to the responsibilities listed above, managers and supervisors are responsible for the following: • Implementing this Policy by taking all complaints seriously and modeling behavior that is consistent with this Policy. Direct all complaints to the Human Resources Administrator. • Take positive steps to eliminate any form of harassment, discrimination or retaliation observed or brought to his/her attention. • No department director, manager, supervisor or other employee may retaliate through any action of intimidation, restraint, coercion or discrimination. • Monitoring the work environment and taking appropriate action to stop potential Policy violations. • When appropriate, follow up with those who have complained to ensure the behavior complained of has ceased.
Managers and Supervisors. Promotion of and adherence to this Agreement, the CIP and PCL Standards of Conduct shall be an element of the performance evaluation of each manager and supervisor. In addition to signing their own employee acknowledgments as required in subsection a., above, all managers and supervisors involved in the sale, marketing, or billing of laboratory services and all managers and supervisors who oversee phlebotomists also will attest that they or their designee has: (1) discussed with each employee under their supervision the content and application of the CIP and the Standards of Conduct found in the Corporate Integrity Policy Manual applicable to that employee's job; (2) informed each such employee that strict compliance with the Standards of Conduct and the CIP is a condition of employment; and (3) informed each such employee that PCL will take disciplinary action up to and including termination, for violation of the principles and practices set forth in the Standards of Conduct, as well as Applicable Laws. PCL will maintain the certificates required by this provision and make them available to HHS upon request.