Workplace Expectations Sample Clauses

Workplace Expectations. (a) Management has the right of assignment within the maintenance department with regard to assigning work of maintenance employees as defined in Appendix B. In addition, management has the right to temporarily assign production employees for up to 6 weeks to address critical business needs (e.g. leveraging key operators for start-up, debugging, optimization of equipment, major breakdown or performance issue, etc.) When forcing qualified operators across shifts, junior qualified will be forced.
Sample 1
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Workplace Expectations a. The schedules finalized by building principals shall be implemented, provided the Middle and High School schedules for Unit C members may be shifted to a 8:00 x.x.xx 3:00 p.m. schedule and provided further that Unit C members who are not able to work this modified schedule will not be required to do so and would remain on the 7:30 a.m. to 2:30 p.m. schedule. Unit A and C members should be available to students in accordance with these schedules.
Sample 1
Workplace Expectations. The County and Union recognize the critical 13 importance of obtaining the high levels of performance from employees and workplace respect, 14 and thus have mutually embraced a commitment to quality work performance. The County and 15 Union share a mutual interest in promoting a workplace for employees that is respectful and 16 professional; thus, supporting employees high levels of performance. Toward this end, either 17 party may request to meet about whether these commitments and/or values are being upheld in 18 the work place.
Sample 1
Workplace Expectations. These expectations should be agreed upon by the intern and the host as much as possible. Where a details cannot be provided, expectations should be clearly stated. • Will the host provide the necessary equipment? (Computers, cameras, transportation, etc.) • Where is the intern expected to work? o For example:  100% from home  60% from home, 40% in office Supervisor Obligations • Provide the LEAP Institute for the Arts with a written job description and conditions of the internship (this document). • Sign a contract indicating willingness to supervise and evaluate the intern (this document). • Provide supervision, feedback and a written evaluation (to be emailed by CSU internship coordinator to internship host no later than the conclusion of internship hours). Student Obligations ‌ Conduct Colorado State University expects students to maintain standards of personal integrity in harmony with its educational goals; to be responsible for their actions; to observe national, state, local laws and University regulations; and to respect the rights, privileges, and property of other people. By signing the statement below, the student is agreeing to: Uphold standards reasonably imposed by Colorado State University including, but not limited to academic integrity, personal honesty, tolerance, respect for diversity, civility, freedom from violence, and lifestyles free of alcohol and drug abuse as specified in the CSU Student Conduct Code: xxxx://xxx.xxxxxxxxxxxxxxxxxx.xxxxxxxxx.xxx/conduct-code Additional Obligations • Submit monthly activity reports to CSU internship coordinator in a timely manner. • Have their supervisor submit an evaluation during the last week of the semester in which you have your internship. Students must notify the CSU internship coordinator before the conclusion of their internship. • Inform the Internship Coordinator of any changes to the internship agreement (i.e., hours, pay, responsibilities, etc) I have read and understand the above agreement Student: Date: Supervisor: Date: Please return signed form electronically as a PDF document (rename the file to include your last name) to CSU internship coordinator no later than the first week that your internship hours begin or the first week of your registered semester, whichever is sooner. SAVE TSHAISVEFOTHRIMS FORM
Sample 1
Workplace Expectations. Learning Objectives
Sample 1
Workplace Expectations. As a Wylde Center Intern, you will be considered part of the team and will be subject to the same expectations of professionalism. This includes general reliability, punctuality, appropriate dress and conduct, work-readiness, and a good attitude. In line with our employee handbook policies, interns may not use tobacco, alcohol, or illegal substances while on the Wylde Center properties. We also ask that you are not under the influence of alcohol or illegal substances while fulfilling your hours. Compensation & Benefits Wylde Center Interns enjoy the following benefits: ● Discounted/staff pricing on plant materials and merch ● Unlimited access to Wylde Center educational programming such as Lunch & Learns, Webinars, and Workshops ● A Wylde Center T-shirt Agreement I, , have read this contract, the internship description, and reviewed associated materials. I understand the expectations of my role as a Wylde Center Intern and will strive to the best of my ability to meet them throughout my term. If I am unable to do so, I understand that I am subject to termination and/or loss of my certificate of completion. Signature, Intern Date
Sample 1
Workplace Expectations. At all times volunteers are expected to: - Demonstrate an awareness of customer service standards. - Maintain professional working relationships with staff and other volunteers. - Respect confidentiality and privacy of all Gallery and HDC matters. - Maintain a reasonable standard of dress and behaviour. - Communicate with the Gallery about absences and work-related issues and expect to be kept informed about the same in return. - Commit to the same high standard of work and conduct expected of all staff.
Sample 1
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Workplace Expectations. These expectations should be agreed upon by the intern and the host as much as possible. Where a details cannot be provided, expectations should be clearly stated. • Will the host provide the necessary equipment? (Computers, cameras, transportation, etc.) • Where is the intern expected to work? o For example:  100% from home  60% from home, 40% in office Supervisor Obligations • Provide the LEAP Institute for the Arts with a written job description and conditions of the internship (this document). • Sign a contract indicating willingness to supervise and evaluate the intern (this document). • Provide supervision, feedback and a written evaluation (to be emailed by CSU internship coordinator to internship host no later than the conclusion of internship hours).
Sample 1

Related to Workplace Expectations

  • 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 the Employer’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.

  • Workplace Flexibility Where, for bona fide operational reasons the Employer schedules employees to work Saturday or Sunday, the following criteria shall apply:

  • Workplace Bullying Bullying for the purpose of this Article is any repeated or systemic behaviour which may be either physical, verbal or psychological including shunning, which would be seen by a reasonable person as intending to belittle, intimidate, coerce or isolate another person. Personal harassment and/or bullying does not include acceptable social banter in the workplace. Nor does it include actions occasioned through the exercise in good faith of management’s rights for bona fide operational requirements or progressive corrective discipline in a manner that is respectful of those involved.

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public.

  • Workplace The Employee shall be required to perform work at or any other site of work for the Employer.

  • Workplace Safety The parties to this Agreement commit themselves to achieving the highest possible standards of occupational health and safety including adherence to the consultative and issue resolution processes included herein. Participation in and support for building and construction industry initiatives to improve construction industry standards in occupational health and safety will form an important part of this commitment. Observance of relevant Acts, Regulations, and Codes of Practice are the minimum level acceptable to enable employers and employees to meet their responsibilities and to work safely and follow health and safety rules in their workplace. On all sites there will be developed a site safety plan and job specific ‘job safety analysis’ to identify and manage the risks associated with work on each particular site. Such safety plan will include suitable procedures for personnel/material access, and site evacuation procedures. The Incolink Safety Handbook ‘SAFE’ (as amended) is endorsed by this Agreement as a proper guide and reference source for safety management and control of risks.

  • Unsafe Working Conditions (a) No Employee shall be disciplined for refusal to work on a job which is deemed unsafe by:

  • 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.

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