WORKPLACE ISSUES Sample Clauses

WORKPLACE ISSUES. The City and the Association mutually agree to hold periodic meetings, at the request of either party, to discuss items of importance to either party. The City and the Association agree that during the term of this Agreement, it will take those steps necessary to support the establishment and maintenance of active hiring lists for building inspector classes through the Department of Human Resources process.
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WORKPLACE ISSUES. Employees may use their own devices or those provided by their employers to conduct business at home. For those employers new to remote work, it is a good time to ensure that data-security guidelines and policies are in place. Company data breaches can have disastrous consequences: revealing trade secrets, breaching nondisclosure agreements, and sending client data into the wrong hands. Employers can reduce the risk of these occurrences by implementing certain data-security policies. • Devices used to conduct business should not be used by anyone other than the employee. • Lost or damaged company property must be reported immediately. • Employees may only use secured internet connections and virtual private networks to conduct business. We also recommend that employers inform their employees of any known phishing scams and malware attempts, and provide training on how best to avoid these. Employers may also want to consider providing employees with supplies and equipment to assist employees in keeping employer information confidential in the nonelectronic environment, including shredders and privacy screens. KEY TAKEAWAY: Implement data-security policies to keep confidential information safe and secure. OCCUPATIONAL HEALTH AND SAFETY Employers should also consider the safety of an employee’s workspace, even when that employee is working at home. Under the Occupational Safety and Health Act’s General Duty Clause, all employers have a duty to “furnish to each of his employees employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees.” Although the Occupational Safety and Health Administration has indicated that it does not plan to inspect home workspaces for office workers, employers may still be legally responsible for injuries arising at home workspaces under workers’ compensation law. Accordingly, employers should take steps to ensure that employee home workspaces are safe. Example of such steps could include: • Establish guidelines for a safe home office, such as requiring that employees set up a dedicated workspace free from encumbrances. • Provide employees with training and written material regarding workplace safety, including information about ergonomics. • Require employees to periodically certify that their workspaces meet the standards set under applicable workplace policies. • Ensure that employees know who to contact if there is a safety is...
Sample 1
WORKPLACE ISSUES. The resolution of any employment related issue (except issues concerning the termination of employment) shall be in accordance with the Issue Resolution procedure. The purpose of this procedure is to allow all parties access to a system to discuss and resolve grievances and disputes. Whilst this procedure is being followed work must continue normally (without stoppage, ban or limitation), until settlement is reached. Neither party to the issue shall be prejudiced as to the settlement of the issue by the continuance of work. The agreed procedure is detailed below.
Sample 1
WORKPLACE ISSUES. The Parties and Persons Bound by this Agreement commit to resolve any employment related complaints and problems (except issues concerning the termination of employment) using the Issue Resolution Procedure contained at Appendix 2 of this Agreement.
Sample 1

Related to WORKPLACE ISSUES

  • 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.

  • 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.

  • 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 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 BEHAVIOR 3.1 The University, the Union and employees covered by this Agreement agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace by or against employees, students, or members of the public does not promote the University’s mission, employee wellbeing, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect.

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

  • Workplace Safety Insurance 6.1 For the purposes of Article 41.2 (Workplace Safety & Insurance) of the Central Collective Agreement “sixty-five (65) working days” shall be deemed to be (471¼ or 520) hours.

  • Drug-Free Workplace Policy Consultant shall provide a drug-free workplace by complying with all provisions set forth in City’s Council Policy 100-5, attached hereto as Exhibit “D” and incorporated herein by reference. Consultant’s failure to conform to the requirements set forth in Council Policy 100-5 shall constitute a material breach of this Agreement and shall be cause for immediate termination of this Agreement by City.

  • DRUG-FREE WORKPLACE REQUIREMENTS Contractor will comply with the requirements of the Drug-Free Workplace Act of 1990 and will provide a drug-free workplace by taking the following actions:

  • WORKPLACE SAFETY AND INSURANCE 41.1 Where an employee is absent by reason of an injury or an occupational disease for which a claim is made under the Workplace Safety and Insurance Act, his or her salary shall continue to be paid for a period not exceeding thirty (30) days. If an award is not made, any payments made under the foregoing provisions in excess of that to which he or she is entitled under Articles 44.1 and 44.6 (Short Term Sickness Plan) shall be an amount owing by the employee to the Employer.

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