Violence Policy Sample Clauses

Violence Policy. Any employee injured as the result of violent acts related to any school situation shall be provided salary, benefits for one calendar year and medical costs as per the school district's insurance policy guidelines. No deductions from accumulated leaves will be made.
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Violence Policy. Any employee injured and unable to accomplish their duties as a result of violent acts under course of employment shall be provided salary and benefits for up to 12 months, and medical costs as per the school district’s insurance policy guidelines. No deductions from accumulated leaves will be made.
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Violence Policy. Both the Company and the Union are committed to providing a workplace free of violence. Workplace violence includes any exercise of physical force in the workplace that could cause physical injury to an employee, whether or not harm was intended, and includes attempts and threats to exert physical force. This policy prohibits violence on Company premises and also at off-site locations, including but not limited to, off-site meetings or conferences, social situations related to work and workers’ homes if there are real or implied connections to the workplace. In addition, this policy applies to all employees, visitors, outside contractors, customers, and anyone else who attends at any premises occupied by the Company. Everyone is expected to uphold this policy and the Company and the Union are expected to work together to prevent workplace violence. The Union and the Company recognize that workplace violence and threats of workplace violence are a form of misconduct against others that can have devastating effects.
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Violence Policy. In compliance with the Occupational Health and Safety Act, the Employer will ensure a policy is maintained, in consultation with the Union, to address the prevention of violence, the management of violent situations and the reduction of causal factors of violence and to provide support to Employees who have faced violence. The policies and procedures shall be part of the Employer’s policy manual and written copies shall be available in a place accessible to all Employees.
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Violence Policy. 33.1 Violence in the Workplace Royal Botanical Gardens accepts an obligation to provide a healthy, safe work environment. Royal Botanical Gardens is committed to providing a violence-free environment and recognizes that workplace violence is a health and safety issue.
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Violence Policy. The organization maintains a zero-tolerance policy towards any form of workplace violence. All forms of violence should be reported immediately to a supervisor. Any employee who commits violence within the workplace, will be immediately terminated from their position. Additional action may be taken by the organization, which could include but is not limited to criminal prosecution.
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Violence Policy. THREATS OF VIOLENCE OR TERRORISM
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Violence Policy. VIOLENCE IN THE WORKPLACE Royal Botanical Gardens accepts an obligation to provide a healthy, safe work environment. Royal Botanical Gardens is committed to providing a violence-free environment and recognizes that workplace violence is a health and safety issue. Definition Violence is defined as an act of aggression, verbal or physical assaults, or threats in a workplace which may involve, but are not limited to name calling, threatening, swearing, hitting, biting, scratching, pinching, use of a weapon, sexual harassment or assault and battery. It also includes any threatening statement or behaviour which gives the worker reasonable cause to believe that the worker is at risk of injury. Acts of workplace violence by staff, members, volunteers or visitors will not be tolerated. An Employee who is a victim of workplace violence will be treated with respect and consideration and Royal Botanical Gardens will support the Employee’s right as a citizen by providing immediate medical, emotional and legal assistance. All acts of workplace violence are to be reported to Human Resources, a Supervisor or Director. Steps will be taken to investigate the complaint as outlined in the Harassment policy. The safety of the Employee is of utmost importance and steps will be taken to ensure their safety.
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Violence Policy. The Contractor must adopt and enforce a “Violence in the Workplace” policy.
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Related to Violence Policy

  • Violence Policies and Procedures The Employer agrees to have in place explicit policies and procedures to deal with violence. The policy will address the prevention of violence, the management of violent situations, provision of legal counsel and support to employees who have faced violence. The policies and procedures shall be part of the employee's health and safety policy and written copies shall be provided to each employee. Prior to implementing any changes to these policies, the employer agrees to consult with the Association.

  • Grievance Policy The Board recognizes that in the interest of effective personnel management, a grievance procedure is necessary whereby its professional staff members can be assured of a prompt, impartial, and fair hearing on their grievances. Such procedure shall be available to all professional staff members of the bargaining unit; and no reprisals of any kind shall be taken against any professional staff member initiating or participating in the grievance procedure.

  • Insurance Policy The Employer agrees to remit to the Union an amount to be applied toward the payment of a premium by the Union for an insurance policy which provides a defense attorney to represent all members of the bargaining unit when they are charged with a criminal act that results from events occurring while the bargaining unit member was acting in an official capacity. The maximum amount payable during the term of the Agreement shall be seven dollars ($7.00) per member per month.

  • 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.

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • Claims Made Policy Requirements If General Liability, Pollution and/or Asbestos Pollution Liability and/or Errors & Omissions coverage are required and are provided on a claims-made form, the following requirements also apply:

  • Alcohol Policy Residents are required to abide by all New York State and New York University regulations regarding the use of alcohol. In residence halls, persons under the age of 21 may not be in the presence of alcohol or alcoholic beverage containers. Students (including residents and non- residential students), and guests who are of legal drinking age (21 years of age or older) may possess and consume alcoholic beverages (referred herein “alcohol”) within NYU residence halls in accordance with the following:

  • 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.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • Acceptable Use Policy Agreement I understand that I must use school IT systems in a responsible way, to ensure that there is no risk to my safety or to the safety and security of the IT systems and other users. For my own personal safety: • I understand that the school will monitor my use of the IT systems, email and other digital communications. • I will treat my username and password like my toothbrush – I will not share it, nor will I try to use any other person’s username and password. • I will be aware of “stranger danger”, when I am communicating on-line. • I will not disclose or share personal information about myself or others when on-line. • If I arrange to meet people off-line that I have communicated with on-line, I will do so in a public place and take an adult with me. • I will immediately report any unpleasant or inappropriate material or messages or anything that makes me feel uncomfortable when I see it on-line. I understand that everyone has equal rights to use technology as a resource and: • I understand that the school IT systems are primarily intended for educational use and that I will not use the systems for personal or recreational use unless I have permission to do so. • I will not try (unless I have permission) to make large downloads or uploads that might take up internet capacity and prevent other users from being able to carry out their work. • I will not use the school IT systems for on-line gaming, on-line gambling, internet shopping, file sharing, or video broadcasting (e.g. YouTube), unless I have permission of a member of staff to do so. I will act as I expect others to act toward me: • I will respect others’ work and property and will not access, copy, remove or otherwise alter any other user’s files, without the owner’s knowledge and permission. • I will be polite and responsible when I communicate with others, I will not use strong, aggressive or inappropriate language and I appreciate that others may have different opinions. • I will not take or distribute images of anyone without their permission. I recognise that the school has a responsibility to maintain the security and integrity of the technology it offers me and to ensure the smooth running of the school: • I will only use my personal hand held / external devices (mobile phones / USB devices etc) in school if I have permission. I understand that, if I do use my own devices in school, I will follow the rules set out in this agreement, in the same way as if I was using school equipment. • I understand the risks and will not try to upload, download or access any materials which are illegal or inappropriate or may cause harm or distress to others, nor will I try to use any programmes or software that might allow me to bypass the filtering / security systems in place to prevent access to such materials.

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