Policy and Procedure Sample Clauses

Policy and Procedure. Every employee has the right to work in an environment free of discrimination and harassment. This right includes the responsibility to eliminate harassment in our workplace, either as a participant or as an observer. This policy and procedure outlines the commitment of Chrysler Canada Inc. to ensure a harassment-free workplace as required under the Ontario Human Rights Code and will act as a guide to employees in adhering to legal and social guidelines regarding the recognition and prevention of harassment. This policy exists to underline the seriousness of workplace harassment and to establish that there is no acceptable level of harassment at Chrysler Canada Inc. Employees who feel that they are being harassed are encouraged to seek protection under this policy. Harassment, discrimination or solicitation, whether verbal, physical or environmental is not acceptable and will not be tolerated. (c05)
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Policy and Procedure. A. Each year the City Council will establish goals for the ensuing fiscal year.
Policy and Procedure. Excluding any oral reprimand, the County will not issue a written reprimand, suspension without pay, demotion, reduction in pay for disciplinary purposes, or disciplinary termination of a regular employee covered by this agreement without just cause. Employee discipline may include oral reprimands, written reprimands, suspensions without pay, reductions-in-pay, demotions and disciplinary terminations. Employee discipline may, where determined appropriate by the County, include the concept of corrective discipline. Corrective disciplinary action is designed to provide a fair and structured way for employees to improve their job performance and/or behavior, should the employee’s performance or behavior not meet standards or demands of the employee’s position. Further, the concept of corrective discipline is intended to provide a fair and equitable system for treatment of employees who will not or cannot bring their performance and/or behavior up to the standards expected by the County. Corrective disciplinary action may begin at any of the steps of employee discipline, depending on the seriousness of the offense and/or conduct in question, the frequency of the of the occurrence of the substandard performance and/or behavior, or the cumulative effect of multiple minor infractions. The provisions of this Article shall not apply to oral reprimands or employees serving a probationary period. Employee discipline, excluding oral reprimands, may be appealed through the procedure set forth below, and this procedure shall be the exclusive remedy for the appeal of disciplinary actions.
Policy and Procedure. The school seeks to ensure that internet, mobile and digital technologies are used effectively and safely, for their intended educational purpose, in ways that will not infringe legal requirements or create unnecessary risk. The school expects everyone to use internet, mobile and digital technologies responsibly and strictly according to the conditions set out in this policy. This policy also includes expectations on appropriate online behaviour and use of technology outside of school for pupils, parents/carers, staff and governors and all other visitors to the school. Use of email Staff and governors should use a school email account or Governor Hub for all official school communication to ensure everyone is protected through the traceability of communication. Under no circumstances should staff contact pupils, parents or conduct any school business using a personal email address. Pupils should use school approved accounts on the school system for educational purposes. Where required parent/carer permission will be obtained for the pupil account to exist. For advice on emailing, sharing personal or confidential information or the need to gain parent permission refer to the policy for GDPR. Emails created or received as part of any school role will be subject to disclosure in response to a request for information under the Freedom of Information Act 2000. Staff, governors and pupils should not open emails or attachments from suspect sources and should report their receipt to Xxxx Xxxxxxxxxxx, our IT Technician, for advice. Users must not send emails which are offensive, embarrassing or upsetting to anyone (i.e. cyberbullying). Visiting online sites and downloading • Staff must preview sites, software and apps before their use in school or before recommending them to pupils. Before using any online service that requires user accounts to be created or the sharing of any personal data, staff must consult with Xxxx Xxxxxxxxxxx, the Data Protection Officer, with details of the site/service and seek approval from a senior leader. The terms and conditions of the service should be read and adhered to, and parental/carer permission sought where required. If internet research is set for homework, specific sites will be suggested that have been checked by the teacher. All users must observe copyright of materials from electronic sources. • Staff must only use pre-approved systems if creating blogs, wikis or other online content. • When working with pupils searching f...
Policy and Procedure. Any employee suspected of using, abusing or illegally possessing any drug or controlled substance will be covered by these provisions:
Policy and Procedure. A. In the event that a party to this Agreement is in need of assistance as set forth above, it shall notify the agency head or his/her designee from whom such assistance is required. The agency head or designee whose assistance is sought shall evaluate the situation and the agency's available resources, consult with his/her supervisors if necessary, and will respond in a manner he/she deems appropriate. The agency head's decision in this regard shall be final.
Policy and Procedure. Every employee has the right to work in an environment free of discrimination and harassment. This right includes the responsibility to eliminate harassment in our workplace, either as a participant or as an observer. This policy and procedure outlines the commitment of FCA Canada Inc. to ensure a harassment-free workplace as required under the Ontario Human Rights Code and will act as a guide to employees in adhering to legal and social guidelines regarding the recognition and prevention of harassment. This policy exists to underline the seriousness of workplace harassment and to establish that there is no acceptable level of harassment at FCA Canada Inc. Employees who feel that they are being harassed are encouraged to seek protection under this policy. Harassment, discrimination or solicitation, whether verbal, physical or environmental is not acceptable and will not be tolerated.
Policy and Procedure. The Department of Corrections will ensure proper procurement procedures are followed. The model procurement code, stipulated in KRS Chapter 45A is the governing authority for state government purchasing and shall be followed in all Department procurement activity.
Policy and Procedure. It is the consensus of the parties to this Agreement that the county where the child/juvenile resides with his/her custodial parent(s) or legal guardian(s) is the most appropriate venue for a case to be handled. The county of residence will often have had previous or ongoing contact with the child/juvenile and family and be able to provide the juvenile court with complete and reliable information on which to base physical custody, dispositional, and post-dispositional decisions.