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.
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.
GOOD NEIGHBOR POLICY CONTRACTOR shall establish a Good Neighbor Policy, 25 which shall be reviewed and approved by ADMINISTRATOR. The policy shall include, but not be 26 limited to, staff training to deal with neighbor complaints, staff contact information available to 27 neighboring residents and complaint procedures. CONTRACTOR shall also contact city management 28 in each city where Client services are provided to inform them of the nature of the services provided 29 under this Agreement. CONTRACTOR shall work collaboratively with city management to resolve any 30 concerns regarding community relations.
Alcohol Policy 12.11 Where contractually bound, the employer will apply the Drug and Alcohol Management Program (DAMP) as contained at Appendix M.
Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.
Safety Policy The City agrees to maintain in safe working condition all facilities and equipment furnished by the City to carry out the duties of each bargaining unit position, but reserves the right to determine what those facilities and equipment shall be. The Association agrees to work cooperatively in maintaining safety in the Xenia/Xxxxxx Central Communications Center.
Employer Policies Employees shall be governed by written policies adopted by the Employer as publicized on bulletin boards, or by general distribution, provided such policies are not in conflict with the provisions of this Agreement.
Anti-‐Abuse Policy i. Registry Operator’s Anti-‐Abuse Policy will be required under the Registry Registrar Agreement and posted on the Registry Operator’s web site.
EMPLOYMENT POLICY 6.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of labour requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees listed or from other sources.