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)
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. 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. • 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 for images should be done through Google Safe Search (standard through the HICS service), Google Advanced Search or a similar application that provides greate...
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. Employees will comply with the relevant Acts, Regulations, Codes of Practice and the Employer's Occupational Safety Policies and Procedures (as amended from time to time). It is a requirement to wear and maintain personal protective equipment (PPE), safety equipment and uniforms whilst in areas requiring such equipment. The health and well being of our employees is a fundamental part of being successful. In particular the Employer wants to ensure that employees arrive home to their families safely. Work shall continue as normal or as directed by the Employer during any safety dispute.
Policy and Procedure. A. College will comply with all applicable procedures and requirements for the Dual Enrollment Courses set out in state statute and College policy.
B. College will provide School District with College policies and procedures applicable to students enrolling in Dual Enrollment Courses.
C. College will provide School District access to the educational records of students as necessary to carry out the terms of this Agreement, and limit access to such records to employees who have a legitimate interest and a need to know the substance of the particular record, understanding that students enrolled in the Dual Enrollment Courses will be enrolled in both School District and College. Pursuant to the Family Educational Rights and Privacy Act of 1974, as amended (“FERPA”), and applicable regulations, School District and College may disclose educational records of students to each other as “officials of another school system” where the student is enrolled.
Policy and Procedure. The following policies and procedures shall be followed with regard to a request for assistance pursuant to this Agreement:
A. If a Party to this Agreement needs assistance as set forth above, it shall notify the Chief of the agency from which such assistance is required, as provided hereinafter. The Chief of the Responding Agency shall evaluate the situation and the Responding Agency’s available resources, consult with his or her supervisors if necessary and respond in a manner deemed appropriate. Under the terms of this Agreement, the Responding Agency shall provide personnel, equipment, and specialized units to the Requesting Party to the extent possible without jeopardizing primary services to its respective community. The decision of the Responding Agency’s Chief in this regard shall be final. Any resources or facilities that are assigned by the Responding Agency shall be under the immediate command of a supervising officer designated by the Responding Agency’s Chief. Such supervising officer shall be under the direct supervision and command of the Chief of the Requesting Agency.
B. The Requesting Agency shall establish an Incident Command System.
C. The Incident Commander or his/her designee shall establish a staging area when necessary.
D. All radio communications shall be coordinated through the Incident Commander.
E. In order to maintain the efficient implementation of this Agreement, the Chief of each agency shall have the following responsibilities:
Policy and Procedure. Any employee suspected of using, abusing or illegally possessing any drug or controlled substance will be covered by these provisions:
A. Reasonable individualized suspicion shall be based upon personal observation and written documentation by a xxxxxxx, supervisor, or manager. All documentation must include the following:
1. Dates of suspicion
2. Behavior or observation of any or all of the following:
a. Exhibiting erratic or unusual behavior
b. Chronic lateness or absenteeism
c. Unexplained or lengthy disappearance during the day
x. Xxxxx mood swing
e. Changes of appearance and behavior
f. Abrupt change in ability to perform normal work duties
g. Other reasonable causes
B. Upon implementation of a physical examination/testing procedure, the City will immediately notify the Union office of the action taken and the name of the suspected employee. The City will provide documentation to the Union detailing action prompting a reasonable suspicion test.
C. All test results shall be kept confidential and shall be available only to designated employer representatives, designated bargaining unit representatives or designated legal representatives.
D. Any employee who tests positive shall be given access to all written documentation available from the testing laboratory which verifies the accuracy of the equipment, the qualification of the lab personnel, the chain of custody of the specimen, and the accuracy rate of the laboratory.
E. Discipline related to a confirmed positive test result shall be consistent with the seriousness of the infraction, including rehabilitation without pay up to termination.
F. The consent form for an employee's authorization of testing is as follows: I, (Employee Name), voluntarily agree to submit to a physical examination, including breathalyzer, blood or urine analysis, by qualified personnel. Further, I authorize any and all physicians, medical facilities, testing facilities and clinics to deliver the results of said examination or testing to the City Manager of the City of Rockledge, or designee. Witness Employee Signature
1. All bargaining unit employees required to possess a professional license or certification for their job classification shall be reimbursed for the cost of renewal of said license or certification. Employees desiring an initial license or certification when not required by the City may submit a request to their Department Director for consideration. Each case shall be evaluated on benefit to the City, with fina...
Policy and Procedure. A. School District will ensure that each student seeking enrollment in a Dual Enrollment Course:
1. has completed the necessary College admissions and registration process;
2. has completed College assessment examinations, if required by College;
3. is aware the student is subject to both School District policies and procedures and College policies and procedures;
4. is aware the student is participating in a college level course, even though provided at the School District, and should act appropriately; and
5. is aware of the requirements for determination of eligibility for College in-state tuition, if applicable under the terms of this Agreement.
B. School District will ensure that each instructor of Dual Enrollment Courses agrees to be subject to School District policies and procedures and College policies and procedures, including the right of College to withdraw authorization of the instructor’s participation in Dual Enrollment Courses for failure to follow College requirements.
C. School District will provide College access to the educational records of students as necessary to carry out the terms of this Agreement, and limit access to such records to employees who have a legitimate interest and a need to know the substance of the particular record, understanding that students enrolled in the Dual Enrollment Courses will be enrolled in both School District and College. Pursuant to FERPA and applicable regulations, School District and College may disclose educational records of students to each other as “officials of another school system” where the student is enrolled.
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.