PATRON BEHAVIOUR Sample Clauses

PATRON BEHAVIOUR. Where an employee has reasonable cause to believe that: • A patron’s actions are threatening or violent they must immediately report it to a supervisor or the manager. • The supervisor or the Manager must investigate and report the incident to security immediately. If it is deemed that the patron acted in a threatening or violent manner they shall be removed from the property. • The employee, upon request, or if deemed necessary, shall be removed from the area without loss of pay and a Union representative shall be notified expeditiously. • The employee must fill out the appropriate report, which will detail the incident. This report will be copied to the J.O.H. & S. committee, the Union and the Employer. For its part, the Union understands that perceptions of patron behaviour can differ. Signed this ________ day of September 2019. For Gateway Casinos & Entertainment Limited For Unifor Local 3000 _______________________________ __________________________________ ▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇ Windeyer General Manager Vice President Local 3000 _______________________________ __________________________________ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ Regional Human Resources Manager Committee Member _______________________________ __________________________________ ▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ Director of Labour Relations Committee Member __________________________________ ▇▇▇▇▇ ▇▇▇▇▇▇▇ Committee Member __________________________________ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇ Committee Member __________________________________ ▇▇▇▇▇ ▇▇▇▇▇▇ Unifor National Representative APPENDIX A - WAGES & CLASSIFICATIONS Employees receive the base rate shown below. All employees who currently receive wages higher than shown below shall be red circled.
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PATRON BEHAVIOUR. Where an Employee has reasonable cause to believe that: • A patron’s actions are threatening or violent they must immediately report it to a Supervisor or the Manager. • The Supervisor or the Manager must investigate and report the incident to security immediately. If it is deemed that the patron acted in a threatening or violent manner they shall be removed from the property. • The Employee, upon request, or if deemed necessary, shall be removed from the area without loss of pay and a Union representative shall be notified expeditiously. • The Employee must fill out the appropriate report, which will detail the incident. This report will be copied to the J.O.H. & S. committee, the Union and the Employer. For its part, the Union understands that perceptions of patron behaviour can differ. The Employer agrees to place signs in conspicuous locations at Management’s discretion that state the following or similar message: “Abusive or threatening behaviour towards our Employees will not be tolerated” (a) Employees receive the base rate shown below.
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PATRON BEHAVIOUR. The Employer agrees that every effort to provide a safe and healthy workplace is made. The Hotel practice is to review patron behavior and to trespass guests when appropriate. Effective date of ratification, the Employer agrees to pay $75 plus RST per month per full-time laid off employee for a period of nine (9) months in the event of another global emergency leading to the mass layoff of employees. During 2024 negotiations the Parties discussed the Union’s interests in transferring into the College of Applied Arts and Technology (CAAT) DB Plus Pension Plan. The Union tabled that the CAAT DB Plus plan provides a defined benefit pension and may offer features that could be of value to employees, such as survivor benefits and early retirement options. The Parties agreed that the decision on any such transfer would require due diligence activities by the Parties to determine the feasibility and cost, including any requirements to join the CAAT plan, and whether such transfer could be explored on a cost-neutral basis for the Employer. Accordingly, the Parties agreed to continue their discussions regarding the CAAT plan after the date of ratification. The Union advised that the CAAT plan currently requires a minimum mandatory contribution of one percent (1%) of wages paid by employees. The Union proposed converting the employer contribution to a percentage of wages paid. The Employer agreed to review the plan details and conduct its due diligence on or before February 1, 2025. The Employer's decision on whether to move forward with further discussions about the plan could follow thereafter. The Employer makes no commitment to agree to the plan in any way by signing this MOU. The Employer's commitment is limited to further engagement on the issue and due diligence on the details of the plan.
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PATRON BEHAVIOUR. The Employer agrees that every effort to provide a safe and healthy workplace is made. The Hotel practice is to review patron behavior and to trespass guests when appropriate.
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Related to PATRON BEHAVIOUR

  • PROFESSIONAL BEHAVIOR Teachers are expected to comply with reasonable rules, regulations, and directions adopted by the Board, or its representatives, which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well being or is professionally demeaning.

  • WORKPLACE BEHAVIOR ‌ 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote a college’s/district’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation. Upon request, the Employer will provide the employee and the union representative with a copy of the investigation report. 3.3 Retaliation against employees who make a workplace behavior complaint will not be tolerated. 3.4 Supervisors, managers and Human Resource Office staff will be trained on Article 3, Workplace Behavior. The Employer and the Union agree to prepare and make available online a 15-minute joint training online presentation on workplace behavior for all employees covered by this CBA and their supervisors, managers and Human Resources staff. 3.5 Grievances related to this Article may be processed through Step 3 of the Grievance Procedure.