Occupational Welfare Clause Samples

Occupational Welfare. 44.1 This clause deals with circumstances of seriously inappropriate behaviour, which might otherwise be the subject of disciplinary action or ill-health retirement under clauses 51, 53 or 54, but where neither of these may be appropriate because the problem appears to be only temporary, or inappropriate behaviour appears to have some acute psychological or medical cause. 44.2 Where, in the opinion of the University and/or the staff member, any of the following (or similar factors) is adversely affecting the staff member's work performance  stress, including personal or relationship problems;  health concerns;  alcohol and/or drug dependency and/or compulsive gambling the staff member may, or the University may request that the staff member, make application for leave with pay or without pay to undertake an approved rehabilitation or counselling or treatment programme. 44.3 In determining whether leave is to be granted, the University may take into account the amount of accrued leave available to the staff member. 44.4 Where leave has been granted, failure to undertake such an approved rehabilitation or counselling programme may result in the University seeking recourse to relevant provisions of this Agreement as an alternative remedy to the situation. 44.5 Where the staff member refuses a request to take leave, the University may direct the staff member to attend an interview during normal working time with a properly qualified member of the University Counselling Service who may, on the basis of a report from the University and that interview (or such further interview as the Counsellor may consider necessary) refer the staff member for assessment for such rehabilitation, treatment or counselling as the Counsellor considers may be appropriate. Pending such interviews and/or assessments, the University may direct the staff member not to perform his/her normal duties. Should the staff member refuse to attend such interviews or assessments, the University may direct that the staff member take sick leave until either 14 days have elapsed or until the staff member undertakes the interviews or recommended assessment. If at the end of the 14 days, the staff member still refuses the required interview or any recommended assessment, the University may have recourse to relevant provisions of this Agreement, as an alternative remedy to the situation. 44.6 Nothing in this clause will be taken as affecting the operation of any workers’ compensation scheme.

Occupational Welfare. 5.23.1. Where, in the opinion of the employer and/or the employee: a) stress, including personal or relationship problems: b) health concerns c) alcohol and/or d) compulsory gambling is adversely affecting the employee's work performance, either party may request that the employee make application for leave with pay or without pay to undertake an approved rehabilitation program. 5.23.2. In determining whether leave is to be granted, the employer may consider the amount of accrued leave available to the employee. 5.23.3. Where leave has been granted, failure to undertake such an approved rehabilitation or counselling program may result in the employer seeking recourse to relevant provisions of this agreement as an alternative remedy to the situation

Occupational Welfare. 9.13.1. Notwithstanding the provisions of clauses 9.1 to 9.12 inclusively, where, in the opinion of the employer and/or the employee stress, including personal or relationship problems, health concern, alcohol and/or other substance abuse, or compulsive gambling is adversely affecting the employee‘s work performance, either party may request that the employee make application for leave with pay, or without pay, to undertake an approved rehabilitation program. 9.13.2. In determining whether leave is to be granted, the employer may take into account the amount of accrued leave available to the employee. 9.13.3. Where leave has been granted, failure to undertake such an approved rehabilitation or counselling program may result in the employer seeking recourse to the provisions of clause 9 as an alternative remedy to the situation. 9.13.4. In order to avoid doubt, nothing in this clause shall be taken to limit an employee‘s entitlements under Workers Compensation legislation.

Occupational Welfare. 7.1.1 Autoliv Australia will continue to actively encourage, promote and sustain through in-house policies and procedures a social and workplace that respects diversity and fosters cooperation and mutual support to achieve the best results for our Organisation, our employees and customers. 7.1.2 The Company values and resultant behaviours form the basis of our commitment to an agreed standard of conduct for all employees of Autoliv Australia and determine the framework for the way we conduct our business. The values are the basis upon which our Human Resources Policies are built. 7.1.3 The implementation of these social and workplace environment policies and procedures reflect Autoliv Australia's desire to develop an attractive and safe environment, in which our employees and customers can live and work. 7.1.4 These policies cover, but are not restricted to, the following: * Occupational Health and Safety * Electrostatic Discharge Policy * Personal Protective Equipment Policy * Environmental Management * Equal Employment Opportunity * Discrimination and Harassment * Flexible Working Hours * Job Sharing * Study Assistance * Training

Occupational Welfare. 34.3.1. Notwithstanding the provisions of clauses 34.1.1 to 34.1.9 inclusively, where, in the opinion of the employer and/or the employee:-

Occupational Welfare. Notwithstanding the provisions of clauses 9.1 to 9.9 inclusively, where, in the opinion of the employer and/or the employee:-