Workplace Monitor Sample Clauses

Workplace Monitor. A Workplace Monitor shall be appointed by the Service Chief and/or the MSHC to observe the Member on a regular basis to assess whether the Member may be impaired or unable to work safely. The Member will meet regularly with the Workplace Monitor in order to assess any ongoing or developing problems that might increase the likelihood for relapse, or might be a sign of continued substance abuse or impairment due to a mental, behavioral, or physical health condition(s). The Workplace Monitor shall immediately inform the MSHC if s/he observes any unusual or concerning behavior. The Member may propose the name of an appropriate Workplace Monitor, subject to the approval of the MSHC. In the event the Member fails to identify an approved workplace monitor, the MSHC shall make the selection.
Sample 1
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Workplace Monitor. A RRUMC Workplace Monitor shall be appointed by the Service Chief and/or the Committee to observe Physician on a daily basis to assess whether Physician may be impaired or unable to work safely. The Physician will meet regularly with the Workplace Monitor at least monthly in order to assess any ongoing or developing problems that might increase the likelihood for relapse, or might be a sign of continued substance abuse or impairment due to mental health or a pain condition. The Workplace Monitor shall immediately inform the Committee if s/he observes any unusual or concerning behavior. Physician may propose the name of an appropriate Workplace Monitor, subject to the approval of the Committee. In the event Physician fails to identify an approved workplace monitor, the Committee shall make the selection.
Sample 1
Workplace Monitor. A Workplace Monitor shall be appointed by the Service Chief and/or the PSHC to observe the Member on a regular basis to assess whether the Member may be impaired or unable to work safely. The Member will meet regularly with the Workplace Monitor in order to assess any ongoing or developing problems that might increase the likelihood for relapse, or might be a sign of continued substance abuse or impairment due to a mental, behavioral, or physical health condition(s). The Workplace Monitor shall immediately inform the PSHC if he/she observes any unusual or concerning behavior. The Member may propose the name of an appropriate Workplace Monitor, subject to the approval of the PSHC. In the event the Member fails to identify an approved workplace monitor, the PSHC shall make the selection.
Sample 1
Workplace Monitor. When appropriate, a RRUCLA Workplace Monitor may be appointed by the Service Chief and/or the Committee to observe the Member on a regular basis to assess whether the Member may be compromised, engaging in significant unprofessional behaviors, or is unable to provide safe patient care. The Member will meet regularly with the Workplace Monitor in order to assess any ongoing or developing problems that might increase the likelihood for behavioral relapse. The Workplace Monitor shall immediately inform the Committee if he/she observes any unusual or concerning behavior. The Member may propose the name of an appropriate Workplace Monitor, subject to the approval of the Committee. In the event the Member fails to identify an approved workplace monitor, the Committee shall make the selection.
Sample 1
Workplace Monitor. When appropriate, a SM-UCLA Workplace Monitor may be appointed by the Department Chair and/or the Committee to observe Member on a regular basis to assess whether the Member may be compromised, engaging in significant unprofessional behaviors, or is unable to provide safe patient care. The Member will meet regularly with the Workplace Monitor in order to assess any ongoing or developing problems that might increase the likelihood for behavioral relapse. The Workplace Monitor shall immediately inform the Committee if he/she observes any unusual or concerning behavior. The Member may propose the name of an appropriate Workplace Monitor, subject to the approval of the Committee. In the event the Member fails to identify an approved workplace monitor, the Committee shall make the selection.
Sample 1
Workplace Monitor. A Workplace Monitor shall be appointed by the Service Chief and/or the PHC to observe the Member on a regular basis to assess whether the Member may be impaired or unable to work safely. The Member will meet regularly with the Workplace Monitor in order to assess any ongoing or developing problems that might increase the likelihood for relapse, or might be a sign of continued substance abuse or impairment due to a mental, behavioral, or physical health condition(s). The Workplace Monitor shall immediately inform the PHC if he/she observes any unusual or concerning behavior. The Member may propose the name of an appropriate Workplace Monitor, subject to the approval of the PHC. In the event the Member fails to identify an approved Workplace Monitor, the PHC shall make the selection. Physician Health Committee Coordinator The PHC Coordinator, or PHC Manager, will act as a case manager. The Member is required to check-in with the Coordinator at regular intervals, as determined by the PHC. The Coordinator will speak regularly with the Member’s provider(s) and worksite monitor. If the Member was referred to the PHC by his/her Service Chief and/or the Chief of Staff, the Coordinator will provide broad feedback to the Referrer(s). In the event that the Member cannot be contacted when there is a concern about the Member’s safety and wellbeing, the Coordinator will notify the emergency contact. Counselor or Coach The PHC may recommend that the Member attend sessions with a counselor or coach, at a frequency identified by the PHC, who has relevant experience in working with physicians who have addiction, dependence, or significant mental, behavioral health, or pain issues. Changes in the frequency of sessions, or termination of the sessions, are subject to the approval of the PHC. If the Treating Provider is a counselor, he/she may conduct the sessions. If the counselor is not the Treating Provider, he/she shall inform the Treating Provider and the PHC if an issue arises that may affect patient safety.
Sample 1
Workplace Monitor. Dr. XXX or his designee at the VA and Kaiser hospitals will be appointed by the Committee to serve as the Workplace Monitors to observe the Physician on a daily basis to assess whether Physician may be impaired or unable to work safely. The Workplace Monitor shall immediately inform the Committee Chair if s/he observes any unusual or concerning behavior.
Sample 1
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Workplace Monitor. When appropriate, a Workplace Monitor may be appointed by the Service Chief and/or the PHC to observe the Member on a regular basis to assess whether the Member may be compromised, engaging in significant unprofessional behaviors, or is unable to work safely. The Member will meet regularly with the Workplace Monitor in order to assess any ongoing or developing problems that might increase the likelihood for behavioral relapse. The Workplace Monitor shall immediately inform the PHC if he/she observes any unusual or concerning behavior. The Member may propose the name of an appropriate Workplace Monitor, subject to the approval of the PHC. In the event the Member fails to identify an approved workplace monitor, the PHC shall make the selection. Physician Health Committee Coordinator The PHC Coordinator, or PHC Manager, will act as a case manager. The Member is required to check-in with the Coordinator at regular intervals, as determined by the PHC. The Coordinator will speak regularly with the Member’s coach and/or licensed counselor and worksite monitor. The Member is required to provide the Coordinator with certificates from any educational courses attended. If the Member was referred to the PHC by his/her Service Chief, the Coordinator will provide broad feedback to the Referrer. In the event that the Member cannot be contacted when there is a concern about the Member’s safety and wellbeing, the Coordinator will notify the emergency contact.
Sample 1
Workplace Monitor. When appropriate, a NPH Workplace Monitor may be appointed by the Service Chief and/or the Committee to observe the Member on a regular basis to assess whether the Member may be compromised, engaging in significant unprofessional behaviors, or is unable to provide safe patient care. The Member will meet regularly with the Workplace Monitor in order to assess any ongoing or developing problems that might increase the likelihood for behavioral relapse. The Workplace Monitor shall immediately inform the Committee if he/she observes any unusual or concerning behavior. The Member may propose the name of an appropriate Workplace Monitor, subject to the approval of the Committee. In the event the Member fails to identify an approved workplace monitor, the Committee shall make the selection.
Sample 1

Related to Workplace Monitor

  • 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 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.

  • Access to the Workplace Union health and safety staff or Union consultants shall be provided access to the workplace and to attend meetings of the committee or Union committee or for inspecting, investigating or monitoring the workplace.

  • 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.

  • 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.

  • 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.

  • 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 Violence Prevention A. In order to provide a safe and healthy workplace for employees, the State agrees to develop and implement "Workplace Violence Prevention" policies and programs.

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