CLARIFICATION OF COMPANY POLICY Sample Clauses

CLARIFICATION OF COMPANY POLICY. 1. The Company will be reasonable in its attitude toward requiring men to do work outside the work of their own craft.
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CLARIFICATION OF COMPANY POLICY. 34.01 The Company will improve First Aid Service, especially on midnight shift.
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CLARIFICATION OF COMPANY POLICY. The Company be reasonable in itsattitude toward requiring men to do work outside the of their craft. The Company will continue with its program of effectively reducing the hours of work on Sunday. The Company improve First Aid Service, especially on midnight shift. It is not the general policy for Salaried Supervision to carry out duties of hourly workers. It has been agreed that delayed penalties be discontinued and that penalties be carried out according to the Labour Agreement. The shift and shiftpipefittingjobs are first class jobs. This apply for one millwright and one pipefitter per for the entire mill. The millwright working shift work in the will be paid class millwrights rate. In certain cases it is desirable to discuss changes policy with the Union. The Company agrees that during the life of this Agreement, all Letters of Understanding and Agreement it enters into with the signatory union shall for all intents and purposes become part Agreement and all signatory parties shall so sign. It is not the policy ofthe Company to allow a person to work a double shift except in an emergency. The to pay regular straighttimewages toemployees on Leave of Absence for Union business. The Local Union concerned shall be billed monthly for all wages paid. The Company will make all normal deductions for Income Tax, et cetera. Article Statement of Company Policy: Heat Noise
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Related to CLARIFICATION OF COMPANY POLICY

  • Employee Handbook (A) If the Contractor has an employee handbook, the Contractor shall include the following information:

  • Business Conduct Merger Sub was incorporated on November 5, 2020. Since its inception, Merger Sub has not engaged in any activity, other than such actions in connection with (a) its organization and (b) the preparation, negotiation and execution of this Agreement and the Transactions. Merger Sub has no operations, has not generated any revenues and has no assets or liabilities other than those incurred in connection with the foregoing and in association with the Merger as provided in this Agreement.

  • Code of Conduct The rules, procedures and restrictions concerning the conduct of ISO Directors and employees contained in Attachment F to the ISO Open Access Transmission Tariff.

  • Company Policies The employment relationship between the parties shall be governed by the general employment policies and practices of the Company, except that when the terms of this Agreement differ from or are in conflict with such employment policies and practices, this Agreement shall control.

  • 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.

  • 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.

  • BUSINESS ETHICS During the course of pursuing contracts, and the course of contract performance, Provider will maintain business ethics standards aimed at avoiding real or apparent impropriety or conflicts of interest. No substantial gifts, entertainment, payments, loans or other considerations beyond that which would be collectively categorized as incidental shall be made to any employees or officials of HISD, its authorized agents and representatives, or to family members of any of them. At any time Provider believes there may have been a violation of this obligation, Provider shall notify HISD of the possible violation. HISD is entitled to request a representation letter from Provider, its subcontractors or vendors at any time to disclose all things of value passing from Provider, its subcontractors or vendors to HISD’s personnel or its authorized agents and representatives. REQUIRED DISCLOSURES

  • 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.

  • BUSINESS ETHICS EXPECTATION 13.1 During the course of pursuing contracts with Owner and while performing contract work in accordance with this Agreement, Architect/Engineer agrees to maintain business ethics standards aimed at avoiding any impropriety or conflict of interest which could be construed to have an adverse impact on the Owner’s best interests.

  • Code of Ethics The Adviser has adopted a written code of ethics complying with the requirements of Rule 17j-1 under the Act and will provide the Trust with a copy of the code and evidence of its adoption. Within 45 days of the last calendar quarter of each year while this Agreement is in effect, the Adviser will provide to the Board of Trustees of the Trust a written report that describes any issues arising under the code of ethics since the last report to the Board of Trustees, including, but not limited to, information about material violations of the code and sanctions imposed in response to the material violations; and which certifies that the Adviser has adopted procedures reasonably necessary to prevent "access persons" (as that term is defined in Rule 17j-1) from violating the code.

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