Working Conditions and Environment Clause Samples

Working Conditions and Environment. A. Faculty members shall have access to their offices and appropriate College facilities during hours beyond the ordinary workday and workweek. B. Faculty are entitled to a safe, respectful and non-retaliatory working environment and every effort shall be made to ensure that all conditions conform to statutes relative to safe working conditions. C. As a means of supporting and centralizing this effort, the Faculty members of the College's Health and Safety Committee shall be appointed by the UFF-BC President.
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Working Conditions and Environment. 1660 Healthful Work Place 1661 Recognizing the importance of a safe and healthful work place, the Board agrees to make reasonable 1662 efforts to ensure that such conditions conform to applicable statutes. 1663 Student Behavior 1664 The Board and EFSC’s administration will support and assist faculty members in dealing with 1665 inappropriate student behavior, including assaults, batteries, or threats of bodily harm, but within the 1666 parameters of applicable laws and regulations. 1667 A. A faculty member shall immediately report to College Security and will within 24 hours follow- 1668 up with the campus or division administration any work-related incident that involves an assault 1669 upon his person, and/or the threat of bodily harm, while in the performance of College-assigned 1670 duties. 1671 B. Any faculty member who sustains an injury as a result of such incidents will not be required to 1672 utilize accumulated sick leave for absence from his College-assigned duties. 1673 C. This provision does not imply, however, that the Board or the administration of the College will 1674 provide legal counsel or otherwise defray or reimburse faculty members for expenses incurred 1675 in such instances. 1676 Disruptive Student Behavior 1677 A. A faculty member may temporarily dismiss a student from class for disruptive behavior. 1678 B. A faculty member may request to the Supervising Administrator that a student who consistently 1679 and willfully acts in such a manner as to disrupt the course and interfere with the teaching and 1680 learning processes will be removed from a course. 1681 1. At the faculty member’s request, his Supervising Administrator or designee will schedule 1682 a meeting with the instructor and the student to attempt to reach an accord satisfactory 1683 to both parties prior to the student’s return to the class.
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Working Conditions and Environment. A. Recognizing the importance of a safe and healthful work place, the Board agrees to make reasonable efforts to insure that such conditions conform to applicable statutes. B. The Board and BCC’s administration will support and assist faculty members in dealing with inappropriate student behavior, including assaults, batteries, or threats of bodily harm, but within the parameters of applicable laws and regulations. A faculty member shall immediately report to College Security, and to the campus or division administration when feasible, any work-related incident that involves an assault upon his/her person, and/or the threat of bodily harm, while in the performance of College-assigned duties. Any faculty member who sustains an injury as a result of such incidents will not be required to utilize accumulated sick leave for absence from his/her College-assigned duties. This provision does not imply, however, that the Board nor the administration of the College will provide legal counsel or otherwise defray or reimburse faculty members for expenses incurred in such instances. C. Disruptive Behavior: A faculty member may temporarily dismiss a student from class for disruptive behavior. A faculty member may request to the ▇▇▇▇▇▇▇ (or his/her designee) that a student who consistently and willfully acts in such a manner as to disrupt the course and interfere with the teaching and learning processes will be removed from a course. At the faculty member’s request, his/her supervising administrator will schedule a meeting with the instructor and the student to attempt to reach an accord satisfactory to both parties prior to the student’s return to the class. If the student and the faculty member cannot reach such an accord, the ▇▇▇▇▇▇▇ (or his/her designee) will officially notify the student of his rights as provided in the pertinent procedures and rules published by the College. If, in the opinion of the College administration, the student’s behavior violates F.S. 877.13, the student may be withdrawn, or, at the discretion of the administration, may be transferred to another section taught by a different faculty member.
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Working Conditions and Environment. Section 1. Staff Lounge MRCS will make available one furnished room in each building which shall be reserved for academic and operational staff as a staff lounge. Section 2. Restrooms MRCS will ensure adequate restroom facilities are available and maintained for the exclusive use of the staff. Section 3. Access to Telephone MRCS shall make available two (2) telephones located in a private area in the school building. Section 4. Access to Constructional Tools Bargaining unit members will have direct access to materials, tools, and work space needed for constructing instructional materials. This includes but is not limited to: scissors, paper cutter, elongated stapler, ▇▇▇▇▇▇▇ machine and spiral binding machine.
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Working Conditions and Environment. Section 1. Recognizing the importance of a safe and healthful work place, the Board agrees to make reasonable efforts to insure that such conditions conform to applicable statutes. Section 2. The Board and BCC’s administration will support and assist faculty members in dealing with inappropriate student behavior, including assaults, batteries, or threats of bodily harm, but within the parameters of applicable laws and regulations. A faculty member shall immediately report any work-related assault, battery, or threat of bodily harm, while in the performance of assigned duties, to campus security and/or his/her immediate supervisor. This provision does not imply that the Board or administration will provide legal counsel or otherwise defray or reimburse faculty members for expenses incurred in these situations. GRIEVANT Name: GRIEVANCE REPRESENTATIVE Name: Mailing Address: Mailing Address: Phone No.: Phone No.: Signature of Grievant: Date: Received by: Date: B Number Printed Name Signature Date I discontinue my authorization for Brevard Community College to deduct dues from my salary. B Number Printed Name Signature Date 6Hx: 1-3.05 POLITICAL ACTIVITIES OF COLLEGE EMPLOYEES
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Working Conditions and Environment. ‌ 2064 A. Healthful Workplace 2065 1. Recognizing the importance of a safe and healthful workplace, the Board agrees to 2066 make reasonable efforts to ensure that such conditions conform to applicable 2067 statutes. 2068 B. Student Behavior 2069 1. The Board and EFSC’s administration will support and assist faculty members in 2070 dealing with inappropriate student behavior, including assaults, batteries, and/or 2071 threats of bodily harm, but within the parameters of applicable laws and 2072 regulations. 2073 2. A faculty member shall immediately report to College Security and will within 24 2074 hours follow-up with the campus or division administration any work-related 2075 incident that involves an assault upon their person, and/or the threat of bodily 2076 harm, while in the performance of College-assigned duties. 2077 3. Any faculty member who sustains an injury as a result of such incidents will not be 2078 required to utilize accumulated sick leave for absence from their College-assigned 2079 duties. 2080 4. This provision does not imply, however, that the Board or the administration of the 2081 College will provide legal counsel or otherwise defray or reimburse faculty members 2082 for expenses incurred in such instances. 2083
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Related to Working Conditions and Environment

  • WORKING CONDITIONS In order to effectively resolve workload issues, please provide details about the working conditions at the time of occurrence by providing the following information: Regular Staffing #: RN RPN PSW Clerks & Other Actual Staffing #: RN RPN PSW Clerks & Other Agency/Registry RN: Yes No And how many? Junior Staff*: Yes No And how many? RN RPN PSW Temp RNs RN Staff Overtime: Yes No If yes, how many staff? Total Hours: If there was a shortage of staff at the time of the occurrence, (including support staff) please check one or all of the following that apply: Absence/Emergency Leave Sick Call(s) Vacancies Management Support available on site? Yes No On Standby? Yes No On Call? Yes No Did they respond? Yes No Did they resolve the issue? Yes No Charge nurses (CN) are not held accountable for the actions of others, they are accountable for their actions in relation to others (“Nurse in Charge”, CNO Communique, Sept. 2002). Were you working in a Charge Nurse Leadership Role? Yes No i) Assigning: Could you assign staff according to their abilities? Yes No Did you have time to determine what staff was most likely to need your help? Yes No Did you have time to provide necessary support and supervision? Yes No

  • GENERAL WORKING CONDITIONS Section 18-1. Employment begins and ends at each project site. Section 18-2. The selection of craft foremen and/or general foremen and the number of foremen required shall be entirely the responsibility of the Employer, it being understood that in the selection of such foremen and/or general foremen the Employer will give primary consideration to the qualified individuals available in the local area. After giving such consideration, the Employer may select such individuals from other areas. All foremen shall take orders from the designated Employer representatives. Craft foremen shall be designated working foremen at the request of the Employer. Section 18-3. There shall be no limit on production by employees nor restrictions on the full use of tools or equipment. Employees using tools shall perform any of the work of the trade and shall work under the direction of the craft foremen. There shall be no restrictions on efficient use of manpower other than as may be required by safety regulations. Section 18-4. Employees shall be at their place of work at the starting time and shall remain at their place of work performing their assigned functions under the supervision of the Employer until quitting time. The parties reaffirm their policy of a fair day’s work for a fair day’s wage. Section 18-5. All equipment assigned to a project shall be under the control of the Employer. The Employer shall have the right to determine how many pieces of equipment an individual employee shall operate. In an emergency, foremen shall operate any equipment assigned by the Employer, and there shall be no restriction on foremen in the use of the tools of his or her craft in such emergency. The foremen shall be from the craft normally operating the equipment. In accordance with currently recognized craft jurisdiction, the Employer shall determine the assignment of employees to start, stop, and maintain small portable construction equipment. Such work may be assigned to craft employees within a reasonable distance of their primary duties or an employee may be assigned full time to start, stop and maintain the Employer’s small, portable equipment on the job site. There shall be no over ▇▇▇▇▇▇▇ of this type of equipment. The number of employees assigned to rigging and scaffolding operations shall be at the sole discretion of the Employer. The ratio of journeyperson to welders shall be determined solely by the Employer. Section 18-6. The Employer may utilize the most efficient methods or techniques of construction, tools or other labor saving devices to accomplish the work. Practices not a part of the terms and conditions of this Agreement, stand by crews and feather bedding practices will not be recognized. Section 18-7. It is recognized that specialized or unusual equipment may be installed and/ or serviced by individuals who have special training, skill, or qualifications and are not covered by this Agreement. Testing, inspection, or service performed on plant equipment under warranty may be performed by the vendor’s personnel. Section 18-8. Neither the Union nor its local unions shall coerce or in any way interfere with the Owner’s personnel, operation or facilities at the plant site. The Owner’s right to contract directly with other companies for work at the plant site shall not be limited, and the Union shall cooperate and not interfere with the Employer’s operations. Section 18-9. It is agreed that overtime is undesirable and not in the best interest of the industry or the employees; therefore, except in unusual circumstances, overtime will not be worked. Where unusual circumstances do exist, however, the Employer will have the right to assign specific employees and/or crews to perform such overtime work as is necessary to accomplish the job. Section 18-10. There will be no rest periods, organized coffee breaks or other non-working time established during working hours. Section 18-11. Individual seniority shall not be recognized or applied to employees working on projects under this Agreement. Section 18-12. The Employer shall establish such reasonable project rules as the Employer deems appropriate. These rules will be reviewed at the pre-job conference and posted at the project site by the Employer, and may be amended thereafter as necessary.

  • Safe Working Conditions The Employer undertakes to maintain office furniture, equipment, etc., in a practical and safe condition in order to avoid injury to employees or damage to their attire. Employees, for their part and in their own interest, are expected to advise the Employer of any such potentially injurious equipment.

  • Working Environment The parties agree that a safe and clean working environment is essential in order to carry out work assignments in a satisfactory manner. The Employer commits to investigate the use of environmentally friendly products. It will be the Employer's responsibility to ensure that all working areas and employer-owned vehicles are maintained in a safe and clean condition.

  • Unsafe Working Conditions Employees shall be recognized by the Employer to have the competence to determine what constitutes unsafe working conditions within their discipline. No employee shall be disciplined for refusal to work in a situation which is deemed unsafe beyond the reasonable requirements of the employee's job.