Workplace readiness Clause Samples

Workplace readiness. Develop independent living and work readiness skills in consideration of the unique needs of each student.
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Workplace readiness. As a condition of successfully participating in the CP programs students will be expected to complete the Workplace Skills Readiness Assessment. This assessment is conducted as part of all statewide CTE programs and measures professional knowledge and skills, technology knowledge and skills, and personal qualities and people skills. It is anticipated that the exposure to the high expectations of IB learning, students at FORGE will score well on this assessment, similarly to Sage International students. In 2018, 100% of the twenty-two (22) CP seniors at Sage International passed the assessment, with a mean score of 94%, the highest in the State of Idaho. The IB Organization uses the following diagram to visually express the CP framework: Designed to address the intellectual, social, emotional, and physical well-being of students, the DP has gained recognition and respect from the world’s leading universities. In addition to the DP coursework (math, science, government, English) the DP Program Core includes: (1) The Extended Essay: The extended essay asks students to demonstrate independent research by conducting an in-depth study of a question relating to one of their DP subjects. (2) A Theory of Knowledge Course (TOK): TOK is a course on critical thinking. Students inquire into the philosophy of knowing and deepen their understanding of knowledge as a human construction (3) A Creativity, action, service (CAS) Requirement: CAS gets students involved. Creativity encourages students to engage in the arts and creative thinking. Action seeks to develop a healthy lifestyle through physical activity. Service in the community offers new experiences and hands-on learning with academic value. The IB Organization uses the following diagram to visually express the DP framework: About the IB Learner Profile and IB Learner Attributes Students and educators at IB schools across the globe use the 10 IB Learner Attributes detailed in the IB Learner Profile to provide a long-term vision of education. The IB Profile and Attributes drive the Core Values and Culture at SIS schools, including FORGE. Per the IB Organization, the Attributes are a set of ideals that can inspire, motivate and focus the work of schools and teachers, uniting them in a common purpose. Following the IB Profile and Attributes, all members of the FORGE community (students, staff, families) will strive to be: Inquirers IB learners develop their natural curiosity. They acquire the skills necessary to condu...
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Related to Workplace readiness

  • 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 a college’s/district’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. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation. Upon request, the Employer will provide the employee and the union representative with a copy of the investigation report. 3.3 Retaliation against employees who make a workplace behavior complaint will not be tolerated. 3.4 Supervisors, managers and Human Resource Office staff will be trained on Article 3, Workplace Behavior. The Employer and the Union agree to prepare and make available online a 15-minute joint training online presentation on workplace behavior for all employees covered by this CBA and their supervisors, managers and Human Resources staff. 3.5 Grievances related to this Article may be processed through Step 3 of the Grievance Procedure.

  • 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. 1) The parties agree that the WorkSafe Australia Guidance Notes on Material Safety Data Sheets shall be observed at all times. 2) Hearing tests: Audiometric tests should be conducted within two months of a person commencing employment, and thereafter at intervals of two years.

  • 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. (b) Where such potential exists: (1) employees at those worksites or in those work situations shall receive training in the recognition and management of such incidents; (2) physical and procedural measures for the protection of employees, applicable to those worksites or work situations, shall be implemented. (c) The Permanent Occupational Health and Safety Committee shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above. (d) The Permanent Joint Occupational Health and Safety Committee shall jointly develop a new or approve an existing training package on risk assessment. (e) Employees shall be informed concerning the potential for physical violence or verbal abuse from clients, a student, instructors or other members of the public, subject to statutory limitation. (f) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.

  • Orientation The Employer shall provide planned and paid Orientation Programs of such content and duration as it deems appropriate taking into consideration the needs of the Employer and the Nurses involved. Such Nurses will not be considered part of core staffing during their Orientation Program nor will they be provided with primary assignments.

  • Work Shifts Employees shall be scheduled to work on regular work shifts having regular starting and quitting times. Except for emergencies (see Section D), employees' work schedules shall not be changed without written notice to the employee at least five (5) working days prior to the date the change is to be effective. Irregular work schedules shall not be changed without written notice to the employee at least ten