Positive Work Environment. 8‐7‐1 It is critical in establishing a positive work environment in each building that bullying, abuse of social power, and related behaviors not be tolerated.
Positive Work Environment. 1. It is critical to establish a positive work environment in each building.
Positive Work Environment the work environment consists of the shared, physical and social surroundings where work and rest activities take place at Exceldor Cooperative. A positive work environment is one in which the dignity and self- respect of the person is valued. It is an environment free from unnecessary and offensive remarks, materials or behaviours. Workplace - the workplace refers to incidents that occur at the workplace within the course of employment. Protection against acts of harassment extends to incidents occurring at, or away from the workplace, during or outside normal working hours, provided such acts committed are related to the course of employment. Complaint - is a formal written allegation of harassment.
Positive Work Environment. In order that the Company may maintain a positive work environment for all employees, you are required not to engage in or permit any fellow employee to engage in any sexual, racial or other harassment of or unlawful discrimination against any person (whether or not another employee of the Company) in the course of your work or your employment by the Company. A copy of the Positive Work Environment Policy is included in the Company's employment policies manual.
Positive Work Environment. 26.01 The Employer and the Union agree to abide by the provisions of the Ontario Human Rights Code in order to provide a discrimination and harassment free work environment
Positive Work Environment the work environment consists of the shared, physical and social surroundings where work and rest activities take place at Granny’s Poultry Co- operative Hatchery. A positive work environment is one in which the dignity and self- respect of the person is valued. It is an environment free from unnecessary and offensive remarks, materials or behaviours. Workplace - the workplace refers to incidents that occur at the workplace within the course of employment. Protection against acts of harassment extends to incidents occurring at, or away from the workplace, during or outside normal working hours, provided such acts committed are related to the course of employment. Complaint - is a formal written allegation of harassment.
Positive Work Environment. We respect the diversity in generations, genders, ethnicities, races, languages, abilities skills that our employees and volunteers reflect. We embrace a culture of inclusion, partnership, and engagement establishing meaningful connections with employees and the volunteers we rely on in a way that adds value to their lives. Habitat for Humanity Wellington Dufferin Guelph is committed to providing a positive work environment that encourages others to learn, grow and achieve and is positive, respectful, free of discrimination and bias. Volunteers and employees are personally responsible for maintaining this type of atmosphere. We prohibit harassment, words, jokes, actions or comments based on an individual’s sex, sexual preference, race, ethnic background, age, religion, physical condition, or other legally prohibited characteristic. Any conduct or action which creates an offensive or hostile work environment is prohibited and will be grounds for immediate disciplinary action. No volunteer should be subjected to unsolicited or unwelcome sexual overtones or conduct, either verbal or physical. Volunteers who feel they have been the victim of harassment should notify the Associate Director of Volunteer Services, or another employee immediately. If they feel safe, the volunteer should also let the harasser know their behavior is unwelcome. Theft of any nature or scale, whether of Habitat for Humanity Wellington Dufferin Guelph property including items sold in the ReStore, recycling/salvage and waste bins, materials, supplies or tools on a build site, or the personal property of coworkers, volunteers, etc., will result in immediate dismissal with cause. Habitat for Humanity Wellington Dufferin Guelph reserves the right to lay criminal charges. Privacy Policy Statement Habitat for Humanity Wellington Dufferin Guelph is committed to protecting the privacy of the personal information of its donors, customers, employees, volunteers, partner families, and other stakeholders. We value the trust of those we deal with, and recognize that maintaining this trust requires that we be transparent and accountable in how we treat the information they choose to share with us. During the course of our various projects and activities, volunteers and employees may gather and use personal information. Personal information is any information that can be used to distinguish, identify or contact a specific individual, and can include an individual's opinions or beliefs, as well as fact...
Positive Work Environment. In order that the Company may maintain a positive work environment for all employees, the Executive is required not to engage in or permit any fellow employee to engage in any sexual, racial or other harassment of or unlawful discrimination against any person (whether or not a Company employee) during the Appointment in line with the Company policy on sex and race discrimination from time to time. The Company is an equal opportunities employer.
Positive Work Environment. In order that the Company may maintain a positive work environment for all employees, you are required not to engage in or permit any fellow employee to engage in any sexual, racial or other harassment of or unlawful discrimination against any person (whether or not another employee of the Company) in the course of your work or your employment by the Company. A copy of the Positive Work Environment Policy is included in the Company's employment policies manual. 7 MATERNITY PAY All female employees are entitled to maternity leave. The Company operates the Statutory Maternity Pay scheme under the Social Security Act 1986. Maternity rights and rules that apply are based on statutoxx entitlement and vary from employee to employee depending on the length of services, hours worked and the expected date of birth. If appropriate or relevant, you are required to co-operate in the maintenance of all records necessary for the operation of the scheme, particulars of which are in the Company's employment policies manual. The Company does not operate an additional contractual maternity scheme.
Positive Work Environment. The Superintendent shall promote and ensure a positive work environment.
