WORKPLACE DIGNITY Sample Clauses

WORKPLACE DIGNITY. The Union and the Employer recognize that all workers in the hospitality industry are professional employees deserving of the highest regard and as such, the parties agree that the continued success and operation of the Employer’s establishment is dependent upon their mutual respect for one another’s work. The Union, the Employer, the non-union and union employees will work together to honour the principles of respect and dignity. To that end the Employer shall ensure that all its supervisors and/or managers shall conduct themselves accordingly.
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WORKPLACE DIGNITY. The Union and the Employer recognize that all workers in the hospitality industry are deserving of the highest regard and as such, the parties agree that the continued success and operation of the Employer's establishment is dependent upon their mutual respect for one another's work. The Union, the Employer, the non-union and union employees will work together to honour the principles of respect and dignity. An Arbitrator shall have no jurisdiction to entertain any grievance arising out of the provisions of this Letter of Understanding. Signed this p7.16/ day of - _ZOO BETWEEN: LETTER OF UNDERSTANDING #5 . . ROYAL HOST LIMITED PARTNERSHIP Cob Travelodge Hotel Xxxxx Road (Toronto Airport) (hereinafter called the "Employer" and — UNITE HERE, LOCAL 75 (HEREINAFTER CALLED THE "union")
Sample 1
WORKPLACE DIGNITY. The Union and the Employer recognize that all workers in the hospitality industry are deserving of the highest regard and as such, the parties agree that the continued success and operation of the employer’s establishment is dependent upon their mutual respect for one another’s work. The Union, the Employer, the non-union and union employees will work together to honour the principles of respect and dignity. An Arbitrator shall have no jurisdiction to entertain any grievance arising out of the provisions of this Letter of Understanding. Signed this day of , 2011 For the Employer: For the Union: No. 12 LETTERS OF UNDERSTANDING Between: UNITE HERE, Local 75 And: Westin Prince Hotel
Sample 1
WORKPLACE DIGNITY. The Union and the Employer recognize that all workers in the hospitality industry are deserving of the highest regard and as such, the parties agree that the continued success and operation of the Employer’s establishment is dependent upon their mutual respect for one another’s work. The Union, the Employer, the non-union and union employees will work together to honour the principles of respect and dignity. An Arbitrator shall have no jurisdiction to entertain any grievance arising out of the provisions of this Letter of Understanding. No. 5: Brand Standards The Radisson Suite Hotel Toronto Airport has a commitment to quality and customer service. This means that the parties to this contract, as well as the managers and other employees working at the hotel are committed to providing a high level of guest experience in terms of service and a total quality experience. The Union recognizes that cooperation to maximize the guest experience can be beneficial to both the employee and the hotel and will be effectuated through training, including training on brand standards. An Arbitrator shall have no jurisdiction to entertain any grievance arising out of the provisions of this Letter of Understanding.
Sample 1
WORKPLACE DIGNITY. The Union and the Employer recognize that all workers in the hospitality industry are deserving of the highest regard and as such, the parties agree that the continued success and operation of the Employer’s establishment is dependent upon their mutual respect for one another’s work. An Arbitrator shall have no jurisdiction to entertain any grievance arising out of the provisions of this Letter of Understanding. Dated this 15th day of December, 2010 For the Union For the Company LETTER OF UNDERSTANDING Between: Yonge Street Hotels Ltd. -and- Hotel Employers Restaurant Employees Union, Local 75 NEW DUTIES OR TASKS Prior to the implementation of new duties in a classification, the Employer will first discuss the changes with the employees and the Union to better understand the impact on any classifications. Dated this 15th day of December, 2010 For the Union For the Company LETTER OF UNDERSTANDING Between: Yonge Street Hotels Ltd. -and- Hotel Employers Restaurant Employees Union, Local 75
Sample 1

Related to WORKPLACE DIGNITY

  • 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 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.

  • 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.

  • 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 The Employee shall be required to perform work at or any other site of work for the Employer.

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees.

  • Workplace Flexibility Where, for bona fide operational reasons the Employer schedules employees to work Saturday or Sunday, the following criteria shall apply:

  • 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.

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