Ageism Sample Clauses

Ageism. To start with, no universal definition is present on how professionals are treated at workplaces by their supervisors. It worth to notice that younger workers report receiving unfair treatment due to their age because they are perceived as inexperienced and unreliable, given less work or employment opportunities which further results in their pay (Xxxxx, 2006; Xxxxxxxx 2013; Xxxxx, 2012). When age interferes with relationships between individuals, it is named as “ageism” – attitude concerning one’s age (Xxxxxxxxx & Xxxx, 2016). Xxxxxxxxxxx and Xxxxxx (2007) define three components of age bias, where stereotyping is cognitive; prejudice is an affective, and discrimination is a behavioral component. There is not much research that explores different components of age bias towards younger professionals; therefore, any component of age bias will be discussed in attitudes and behavior towards young workers from their supervisors. Much research is devoted to ageism towards older workers, whereas some of them have a control group of younger ones and reveal essential themes for this study (Xxx, Xxxxx, Xxxxxxx & Xxxxxx, 2011; Xxx Xxxxxx, Xxxxxxx & Xxxxxxxxx, 2010; Xxx Xxxxxx, Xxxxxxxxxxx & Xxxxxxxx, 2018). Older workers are perceived to be good at soft skills, which are reliability, communication, accuracy, and commitment, whereas younger workers are expected to be profound at hard skills, such as being advanced in technology, exposing flexibility and willingness to learn. Research shows that hard skills are valued more than soft ones in terms of work productivity (Xxx Xxxxxx, Xxxxxxx & Xxxxxxxxx, 2010). Even if younger workers are more productive than older ones, employers view younger workers as unreliable and inexperienced and hence give less decision-making at workplace due to their young age (Xxxxxxxx, 2013; Xxx, Xxxxx, Xxxxxxx & Xxxxxx, 2011, Xxxx, Xxxxxxx, & Xxxxxxxxx-Xxxx, 2010; Xxx Xxxxxx, Henkens, Schippers, 2010).
Sample 1
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Related to Ageism

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  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration.

  • Wet Weather In the event of wet weather, work in the open will continue until the particular work in hand can no longer be done safely and efficiently. Whilst it is raining, employees will be required to: Continue to work under cover or relocate to alternative work under cover, on site. Obtain materials and services for employees working under cover where there is only minimal exposure to inclement weather. When required, perform emergency and safety work. In addition, work on unexpected breakdowns, which can be corrected in limited time duration. Should a portion of the project be affected by wet weather, all other employees not so affected shall continue working in accordance with award conditions, regardless that some employees may be entitled to cease work due to wet weather. If a halt to productive work occurs due to inclement weather, the parties agree that employees may be relocated to other unaffected sites. Where the above steps are not possible, affected employees may be required to attend tool box meetings, work planning sessions or skills development activities, all of which will count as productive time for payment purposes.

  • Required Coverages For Generation Resources Of 20 Megawatts Or Less Each Constructing Entity shall maintain the types of insurance as described in section 11.1 paragraphs (a) through (e) above in an amount sufficient to insure against all reasonably foreseeable direct liabilities given the size and nature of the generating equipment being interconnected, the interconnection itself, and the characteristics of the system to which the interconnection is made. Additional insurance may be required by the Interconnection Customer, as a function of owning and operating a Generating Facility. All insurance shall be procured from insurance companies rated “A-,” VII or better by AM Best and authorized to do business in a state or states in which the Interconnection Facilities are located. Failure to maintain required insurance shall be a Breach of the Interconnection Construction Service Agreement.

  • Inclement Weather Days Employees shall not report to work when schools are closed for inclement weather. In an emergency situation (e.g. Board packet day) when an inclement weather closing occurs, an employee(s) may be called in to work if there is a supervisor present in the work location. Said employee(s) shall receive compensatory time off for the time worked.

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  • 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.

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  • Check Meters Developer, at its option and expense, may install and operate, on its premises and on its side of the Point of Interconnection, one or more check meters to check Connecting Transmission Owner’s meters. Such check meters shall be for check purposes only and shall not be used for the measurement of power flows for purposes of this Agreement, except as provided in Article 7.4 below. The check meters shall be subject at all reasonable times to inspection and examination by Connecting Transmission Owner or its designee. The installation, operation and maintenance thereof shall be performed entirely by Developer in accordance with Good Utility Practice.

  • Processing Grievances The grievant shall be granted reasonable time off with pay from regularly scheduled duty hours to process a grievance, provided that the time off will be devoted to the prompt and efficient investigation and handling of grievances, subject to the following:

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