Appropriate Standards of Workplace Behaviour Sample Clauses

Appropriate Standards of Workplace Behaviour. The Laminex Group is committed to a policy of equal employment opportunity. Recruitment and selection for all positions, career development and progression will be determined by personal merit and criteria related to the effective performance of the job. There shall be no discrimination against any Employee or potential Employee on grounds such as: Please contact your HR Advisor if you have any questions about what attributes apply in your State. PLEASE NOTE THAT THIS LIST OF ATTRIBUTES OPPOSITE : is a guide to attributes upon which it is unlawful to discriminate; Is not a list of all the attributes that are prohibited attributes in instances of discrimination, victimisation or harassment in all the States of Australia. • Political opinion, belief or activity • Industrial or Trade Union activity, or • Being associated with a person with any of the above attributes Personal Identity, impairment HIV/AIDS Breastfeeding Gender association • • • or disability or mental Physical Sex, or Sexual Harassment Sexual preference or orientation Lawful sexual activity Marital/parental/carer status Family responsibility Pregnancy or potential pregnancy Medical or Criminal Record Age Physical Features or attributes Religion, religious belief or activity Race, Racial or Religious Vilification Colour, National or ethnic origin • • • • • • • • • • • • • Any instance of discrimination, harassment, victimisation or bullying shall be considered to be a breach of the appropriate standards of workplace behaviour that the Company requires of all employees.
Sample 1
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Appropriate Standards of Workplace Behaviour. The Laminex Group is committed to a policy of equal employment opportunity. Recruitment and selection for all positions, career development and progression will be determined by personal merit and criteria related to the effective performance of the job. There shall be no discrimination against any Employee or potential Employee on grounds such as: Please contact your HR Advisor if you have any questions about what attributes apply in your State. PLEASE NOTE THAT THIS LIST OF ATTRIBUTES OPPOSITE is a guide to attributes upon which it is unlawful to discriminate; Is not a list of all the attributes that are prohibited attributes in instances of discrimination, victimisation or harassment in all the States of Australia. Sex, or Sexual Harassment Sexual preference or orientation Lawful sexual activity Marital/parental/carer status Family responsibility Pregnancy or potential pregnancy Medical or Criminal Record Age Physical Features or attributes Religion, religious belief or activity Race, Racial or Religious Vilification Colour, National or ethnic origin Physical or mental disability or impairment HIV/AIDS Breastfeeding Gender Identity, Personal association Political opinion, belief or activity Industrial or Trade Union activity, or Being associated with a person with any of the above attributes Any instance of discrimination, harassment, victimisation or bullying shall be considered to be a breach of the appropriate standards of workplace behaviour that the Company requires of all employees.
Sample 1
Appropriate Standards of Workplace Behaviour. The Laminex Group is committed to a policy of equal employment opportunity. Recruitment and selection for all positions, career development and progression will be determined by personal merit and criteria related to the effective performance of the job. There shall be no discrimination against any Employee or potential Employee on grounds such as: • Sex, or Sexual Harassment • Sexual preference or orientation • Lawful sexual activity • Marital/parental/carer status • Family responsibility • Pregnancy or potential pregnancy • Medical or Criminal Record • Age • Physical Features or attributes • Religion, religious belief or activity • Race, Racial or Religious Vilification • Colour, National or ethnic origin • Physical or mental disability or impairment • HIV/AIDS • Breastfeeding • Gender Identity, Personal association • Political opinion, belief or activity • Industrial or Trade Union activity, or PLEASE NOTE THAT THIS LIST OF ATTRIBUTES OPPOSITE : is a guide to attributes upon which it is unlawful to discriminate; Is not a list of all the attributes that are prohibited attributes in instances of discrimination, victimisation or harassment in all the States of Australia. Please contact your HR Advisor if you have any questions about what attributes apply in your State. • Being associated with a person with any of the above attributes Any instance of discrimination, harassment, victimisation or bullying shall be considered to be a breach of the appropriate standards of workplace behaviour that the Company requires of all employees.
Sample 1
Appropriate Standards of Workplace Behaviour. The Laminex Group is committed to a policy of equal employment opportunity. Recruitment and selection for all positions, career development and progression will be determined by personal merit and criteria related to the effective performance of the job. There shall be no discrimination against any Employee or potential Employee on grounds such as: • Sex, or Sexual Harassment • Sexual preference or orientation • Lawful sexual activity • Marital/parental/carer status • Family responsibility • Pregnancy or potential pregnancy • Medical or Criminal Record • Age PLEASE NOTE THAT THIS LIST OF ATTRIBUTES OPPOSITE is a guide to attributes upon which it is unlawful to discriminate; Is not a list of all the attributes that are prohibited attributes in instances of • Physical Features or attributes • Religion, religious belief or activity • Race, Racial or Religious Vilification • Colour, National or ethnic origin • Physical or mental disability or impairment • HIV/AIDS • Breastfeeding • Gender Identity, Personal association • Political opinion, belief or activity • Industrial or Trade Union activity, or • Being associated with a person with any of the above attributes discrimination, victimisation or harassment in all the States of Australia. Please contact your HR Advisor if you have any questions about what attributes apply in your State. Any instance of discrimination, harassment, victimisation or bullying shall be considered to be a breach of the appropriate standards of workplace behaviour that the Company requires of all employees.
Sample 1

Related to Appropriate Standards of Workplace Behaviour

  • Quality Assurance Program An employee shall be entitled to leave of absence without loss of earnings from her or his regularly scheduled working hours for the purpose of writing examinations required by the College of Nurses of Ontario arising out of the Quality Assurance Program.

  • HIV/AIDS Model Workplace Guidelines Grantee will: a. implement the System Agency’s policies based on the Human Immunodeficiency Virus/Acquired Immunodeficiency Syndrome (HIV/AIDS), AIDS Model Workplace Guidelines for Businesses at xxxx://xxx.xxxx.xxxxx.xx.xx/hivstd/policy/policies.shtm, State Agencies and State Grantees Policy No. 090.021. b. educate employees and clients concerning HIV and its related conditions, including AIDS, in accordance with the Texas. Health & Safety Code §§ 85.112-114.

  • 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.

  • DRUG-FREE WORKPLACE REQUIREMENTS Contractor will comply with the requirements of the Drug-Free Workplace Act of 1990 and will provide a drug-free workplace by taking the following actions: a. Publish a statement notifying employees that unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited and specifying actions to be taken against employees for violations. b. Establish a Drug-Free Awareness Program to inform employees about: 1) the dangers of drug abuse in the workplace; 2) the person's or organization's policy of maintaining a drug-free workplace; 3) any available counseling, rehabilitation and employee assistance programs; and, 4) penalties that may be imposed upon employees for drug abuse violations. c. Every employee who works on the proposed Agreement will: 1) receive a copy of the company's drug-free workplace policy statement; and, 2) agree to abide by the terms of the company's statement as a condition of employment on the Agreement. Failure to comply with these requirements may result in suspension of payments under the Agreement or termination of the Agreement or both and Contractor may be ineligible for award of any future State agreements if the department determines that any of the following has occurred: the Contractor has made false certification, or violated the certification by failing to carry out the requirements as noted above. (Gov. Code §8350 et seq.)

  • CONTRACT WORK HOURS AND SAFETY STANDARDS As per the Contract Work Hours and Safety Standards Act (40 U.S.C. 3701-3708), where applicable, all Customer Purchase Orders in excess of ,000 that involve the employment of mechanics or laborers must include a provision for compliance with 40 U.S.C. 3702 and 3704, as supplemented by Department of Labor regulations (29 CFR Part 5). Under 40 U.S.C. 3702 of the Act, each contractor must be required to compute the wages of every mechanic and laborer on the basis of a standard work week of 40 hours. Work in excess of the standard work week is permissible provided that the worker is compensated at a rate of not less than one and a half times the basic rate of pay for all hours worked in excess of 40 hours in the work week. The requirements of 40 U.S.C. 3704 are applicable to construction work and provide that no laborer or mechanic must be required to work in surroundings or under working conditions which are unsanitary, hazardous or dangerous. These requirements do not apply to the purchases of supplies or materials or articles ordinarily available on the open market, or contracts for transportation or transmission of intelligence.

  • Behaviour No obscene or insulting language or disorderly behaviour shall be permitted. This includes any form of entertainment that may be considered lewd or inappropriate for a public place or that may offend or cause embarrassment to others.

  • Technical Safeguards 1. USAC and DSS will process the data matched and any data created by the match under the immediate supervision and control of authorized personnel to protect the confidentiality of the data, so unauthorized persons cannot retrieve any data by computer, remote terminal, or other means. 2. USAC and DSS will strictly limit authorization to these electronic data areas necessary for the authorized user to perform their official duties. All data in transit will be encrypted using algorithms that meet the requirements of the Federal Information Processing Standard (FIPS) Publication 140-2 or 140-3 (when applicable). 3. Authorized system users will be identified by User ID and password, and individually tracked to safeguard against the unauthorized access and use of the system. System logs of all user actions will be saved, tracked and monitored periodically. 4. USAC will transmit data to DSS via encrypted secure file delivery system. For each request, a response will be sent back to USAC to indicate success or failure of transmission.

  • Study Population ‌ Infants who underwent creation of an enterostomy receiving postoperative care and awaiting enterostomy closure: to be assessed for eligibility: n = 201 to be assigned to the study: n = 106 to be analysed: n = 106 Duration of intervention per patient of the intervention group: 6 weeks between enterostomy creation and enterostomy closure Follow-up per patient: 3 months, 6 months and 12 months post enterostomy closure, following enterostomy closure (12-month follow-up only applicable for patients that are recruited early enough to complete this follow-up within the 48 month of overall study duration).

  • 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. 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.

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