Workplace Policy. The Employer will maintain a workplace policy on preventing and addressing domestic violence at the workplace. The policy will include information on how employees can report incidents of domestic violence.
Workplace Policy. The Employer will develop a workplace policy on preventing and addressing domestic and/or family violence at the workplace. The policy will be made accessible to all employees and will be reviewed annually. It will include the appropriate action to be taken in the event that an employee reports domestic and/or family violence or is perpetrating domestic and/or family violence, identify the process for reporting, risk assessments and safety planning, indicate available supports and protect employees’ confidentiality and privacy while ensuring workplace safety for all.
Workplace Policy. 1 A person who is dangerously affected by drugs or alcohol will not be allowed to work until that person ca work in a safe manner.
Workplace Policy. (a) A person who is affected by drugs or alcohol will not be allowed to work until that person can work in a safe manner.
Workplace Policy. Selectemp is committed to achieving a safe work environment free from drug abuse and the influence of alcohol through education, intervention and, if appropriate, disciplinary measures. Selectemp prohibits the use, possession, or sale of illicit drugs in the workplace or when conducting Selectemp or customer business. In this regard, all employees are expected to be in suitable mental and physical condition to be at work, as required, performing their jobs satisfactorily and safely in accordance with Selectemp and customer policy and operating procedures. This is a necessary requirement in order to assure the safety of its operations, employees and communities in which it operates and to protect the customer's assets. Failure to meet these basic requirements will result in disciplinary action up to and including termination of employment. This policy applies to all Selectemp employees while performing a work assignment at a customer site. Employees will not be permitted to work while under the influence of alcohol or with detectable levels of prohibited drugs in their systems. Prohibited drugs are defined as illegal substances and prescription controlled substances which have not been specifically prescribed by a registered physician for specific treatment purposes of the employee. PROHIBITIONS: Employees are prohibited and will be subject to discipline up to and including termination for:
Workplace Policy. The State of Nebraska is committed to providing an employment environment that is safe and provides appropriate motivation to ensure a creative and productive work force. To this end, the State endorses the philosophy that the work place should be free from the detrimental effects of illicit drugs. To ensure worker safety and workplace integrity, the State of Nebraska prohibits the illegal manufacture, possession, distribution or use of controlled substances in the work place by its employees or those who engage or seek to engage in business with the State. In an effort to bring about a ‘Drug Free Nebraska’ and to assure employees of a workplace free from illegal drugs and their effect, the State of Nebraska, through its administrative entities, will implement the following Drug Free Workplace Policy.
Workplace Policy. The IDPH AmeriCorps Mentoring Program will provide a drug-free workplace and environment. In this connection, the program prohibits the unlawful manufacture, distribution, dispensation, possession, or use of any controlled substance in the workplace. The term “controlled substance” means a controlled substance in schedules I through V of section 202 of the
Workplace Policy. AmeriCorps, the Appalachia CARES program, and the service sites are drug-free workplaces. The unlawful manufacture, distribution, dispensing, possession, or the use of a controlled substance is prohibited in the workplace, and the appropriate action will be taken for violations of such prohibition. The Appalachia CARES Member Handbook states, “at no time may the member possess or use any and all forms of addictive or hallucinatory drugs, including but not limited to amphetamines, barbiturates, cocaine, marijuana, etc.” I have read and understand this policy & received a copy of this policy:
Workplace Policy. 3.1 An Employee who is affected by drugs or alcohol will not be allowed to work until it is established that the Employee is free of drugs and/or alcohol and that the Employee can work in a safe manner.
Workplace Policy. Discriminationand harassment of an individual or group on the basis of age, race, creed, colour, national origin, sexual orientation, military status, sex, disability, genetic predispositionor carrier status, marital status, citizenship or any other legally protected category is strictly prohibited. It includes deliberate gestures, comments, racial slurs, questions, representations,or other behavioursthat are known, or ought reasonablyto be known to be unwelcome by the recipient. Sexual harassment is defined as deliberate repeated verbal comments of a sexual nature that are unwelcome to the recipient, or physical conduct. Various behavioursthat may be interpretedas sexual harassment include but are not limited to: sexually suggestive gestures, sexist jokes that embarrass, repeated offensive flirtations, advances or propositions, leering, the display of sexually offensive material, derogatory or degrading remarks directed towards members of one sex or one sexual preference group. Where an individual has a cause for concern in relation to any of the above prohibited behaviours, he or she may initiate a complaint with either a designated member of the Trade Union or management. The parties agree that regardless of whether the complaint is initiated with management or the Trade Union, the party to whom the conduct was reported will notify the other of the complaint and the particulars giving rise to the allegations. If the complaint is, in the discretion of management, one that can be resolvedwithout a formal investigation, the Trade Union and the Employer agree that the individual against whom the allegations have been made will be advised of the complaint within three (3) business days. Following such notification, the complainant. the other individual, management and a representative of the Trade Union will meet for the purpose of working together to resolve the complaint in a reasonable and timely manner. The parties agree that the issues discussed at the meeting will remainconfidential to the extent possiblein order to protect the privacy of the individuals involved. If the nature of the allegations are more serious and, in the sole discretion of management, a formal investigation or review is required, the complaint will be forwarded to a neutral member of Complaints and Investigations Team for investigation review. In the event the matter is forwarded to Complaints & Investigations Team, the investigator shall be engaged and follow the investigative pro...
