Common use of Confidentiality; Public Statements Clause in Contracts

Confidentiality; Public Statements. 26.1 In recognition of the rights and interests of the public in the health service employees reserve the right to enter into reasonable public debate over matters relevant to their professional expertise and experience. 26.2 If an employee is concerned about any issues regarding their practice, the practice of the employer, or other matters with respect to the operation of the employer, the parties agree that, in the first instance, the matter should be raised in-house as a matter of course with the appropriate manager, or the person responsible for Protected Disclosures. 26.3 If the concerned employee is not satisfied with the response given, then they may speak out on the issue of concern provided that they identify themselves as speaking as authorised by and on behalf of NZNO. Before speaking out on the issues of concern, these comments are to be discussed with the employee’s divisional General Manager prior to release in order that the employer has the opportunity to discuss any effects which such comments might have on the employer’s business. 26.4 Attention is drawn to the applicable WDHSL or employer Media Policy and the Privacy Act.

Confidentiality; Public Statements. 26.1 35.1 In recognition of the rights and interests of the public in the health service employees reserve the right to enter into reasonable public debate over matters relevant to their professional expertise and experience. 26.2 35.2 If an employee is concerned about any issues regarding their practice, the practice of the employer, or other matters with respect to the operation of the employer, the parties agree that, in the first instance, the matter should be raised in-house as a matter of course with the appropriate manager, or the person responsible for Protected Disclosures. 26.3 35.3 If the concerned employee is not satisfied with the response given, then they may speak out on the issue of concern provided that they identify themselves as speaking as authorised by and on behalf of NZNOPSA. Before speaking out on the issues of concern, these comments are to be discussed with the employee’s divisional General Manager appropriate manager prior to release in order that the employer has the opportunity to discuss any effects which such comments might have on the employer’s business. 26.4 35.4 Attention is drawn to the applicable WDHSL DHB or employer Media Policy and the Privacy Act.

Confidentiality; Public Statements. 26.1 23.1 In recognition of the rights and interests of the public in the health service employees reserve the right to enter into reasonable public debate over matters relevant to their professional expertise and experience. 26.2 23.2 If an employee is concerned about any issues regarding their practice, the practice of the employer, or other matters with respect to the operation of the employer, the parties agree that, in the first instance, the matter should be raised in-house as a matter of course with the appropriate manager, or the person responsible for Protected Disclosures. 26.3 23.3 If the concerned employee is not satisfied with the response given, then they may speak out on the issue of concern provided that they identify themselves as speaking as authorised by and on behalf of NZNO. Before speaking out on the issues of concern, these comments are to be discussed with the employee’s divisional General Manager Chief Executive prior to release in order that the employer has the opportunity to discuss any effects which such comments might have on the employer’s 's business. 26.4 23.4 Attention is drawn to the applicable WDHSL or employer employer's Media Policy and the Privacy Act.

Confidentiality; Public Statements. 26.1 27.1 In recognition of the rights and interests of the public in the health service employees reserve the right to enter into reasonable public debate over matters relevant to their professional expertise and experience. 26.2 27.2 If an employee is concerned about any issues regarding their practice, the practice of the employer, or other matters with respect to the operation of the employer, the parties agree that, in the first instance, the matter should be raised in-house as a matter of course with the appropriate manager, or the person responsible for Protected Disclosures. 26.3 27.3 If the concerned employee is not satisfied with the response given, then they may speak out on the issue of concern provided that they identify themselves as speaking as authorised by and on behalf of NZNO. Before speaking out on the issues of concern, these comments are to be discussed with the employee’s divisional General Manager prior to release in order that the employer has the opportunity to discuss any effects which such comments might have on the employer’s business. 26.4 27.4 Attention is drawn to the applicable WDHSL or employer Media Policy and the Privacy Act.

Confidentiality; Public Statements. 26.1 ‌ 36.1 In recognition of the rights and interests of the public in the health service employees reserve the right to enter into reasonable public debate over matters relevant to their professional expertise and experience. 26.2 36.2 If an employee is concerned about any issues regarding their practice, the practice of the employer, or other matters with respect to the operation of the employer, the parties agree that, in the first instance, the matter should be raised in-house as a matter of course with the appropriate manager, or the person responsible for Protected Disclosures. 26.3 36.3 If the concerned employee is not satisfied with the response given, then they may speak out on the issue of concern provided that they identify themselves as speaking as authorised by and on behalf of NZNOPSA. Before speaking out on the issues of concern, these comments are to be discussed with the employee’s divisional General Manager appropriate manager prior to release in order that the employer has the opportunity to discuss any effects which such comments might have on the employer’s business. 26.4 36.4 Attention is drawn to the applicable WDHSL DHB or employer Media Policy and the Privacy Act.