Emotional Well-being Sample Clauses

Emotional Well-being. Emotional well-being and resilience are equally important components of overall well-being. • The Employer recognises that personal issues can impact on an employee’s ability to carry out their duties in the work place and provides access to a free, confidential counselling service to assist Employees experiencing personal or work related problems. • In addition, the Employer recognises that issues in the workplace can contribute to an Employee’s emotional well-being. Discriminatory practices including bullying and harassment are not tolerated. The Employer is committed to ensuring that it takes all reasonable steps to ensure that inter-personal relationships are managed professionally and that all Employees and customers understand what their rights and obligations are in terms of their behaviour towards others. The Employer’s policy “Dignity at Work” will be maintained for this reason. • The Employer recognises that workplace change can create uncertainty and anxiety and commits to using as consultative a process as possible through the various team meetings and cross-functional groups for major change initiatives. • The Parties are committed to ensuring that appropriate and confidential assistance is readily available to all employees as outlined in the Employer’s Employee Assistance Guideline. • The Employer is not responsible for providing therapeutic services but will assist by providing information and the details of advisory services, where practicable, for dealing with major life issues such as gambling, substance abuse addictions, or other life issues. The Employer will consider what policy and/or processes other than access to the EAP it may adopt via the consultative process in situations where staff members are confronting serious personal issues which are affecting their work performances. • It is emphasised that the Employer is not a therapeutic environment and does not wish to intervene in the private and personal lives of staff without their consent.
Sample 1
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Emotional Well-being. The structured environment of martial arts training helps students manage stress and anxiety effectively. It provides a positive outlet for emotions and teaches resilience in the face of challenges.
Sample 1
Emotional Well-being. The Parties agree to prioritize their emotional well-being and to communicate if any aspects of the open relationship are causing distress or discomfort. Both Parties agree to seek professional help, if necessary, to maintain their emotional health.
Sample 1

Related to Emotional Well-being

  • AMERICANS WITH DISABILITIES ACT (ADA) Contractor must comply with the ADA, which provides comprehensive civil rights protection to individuals with disabilities in the areas of employment, public accommodations, state and local government services, and telecommunications.

  • Smoke Free Environment The Lessor shall make all parts of the leased premise smoke-free. "

  • Americans with Disabilities Act Compliance A. PROVIDER and all Subcontractors agree not to discriminate on the basis of disability in accordance with The Americans with Disabilities Act (ADA) of 1990, the Wisconsin Statutes secs. 111.321 and 111.34, and Chapter 19 of the Dane County Code of Ordinances. PROVIDER agrees to post in conspicuous places, available to employees, service recipients, and applicants for employment and services, notices setting forth the provisions of this paragraph. B. PROVIDER shall give priority to those methods that offer programs and activities to disabled persons in the most integrated setting. Where service or program delivery is housed in an inaccessible location, and accessible alterations are not readily achievable, PROVIDER agrees to offer “programmatic accessibility” to recipients (real or potential) of said services and programs (e.g. change time/location of service). C. PROVIDER agrees that it will employ staff with special translation and sign language skills appropriate to the needs of the client population, or will purchase the services of qualified adult interpreters who are available within a reasonable time to communicate with hearing impaired clients. PROVIDER agrees to train staff in human relations techniques and sensitivity to persons with disabilities. PROVIDER agrees to make programs and facilities accessible, as appropriate, through outstations, authorized representatives, adjusted work hours, ramps, doorways, elevators, or ground floor rooms. PROVIDER agrees to provide, free of charge, all documents necessary to its clients’ meaningful participation in PROVIDER’s programs and services in alternative formats and languages appropriate to the needs of the client population, including, but not limited to, Braille, large print and verbally transcribed or translated taped information. The PROVIDER agrees that it will train its staff on the content of these policies and will invite its applicants and clients to identify themselves as persons needing additional assistance or accommodations in order to apply for or participate in PROVIDER’s programs and services.

  • 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.

  • Musculoskeletal Injury Prevention and Control The hospital in consultation with the Joint Health and Safety Committee (JHSC) shall develop, establish and put into effect, musculoskeletal prevention and control measures, procedures, practices and training for the health and safety of employees.

  • Assault Any case of assault upon a bargaining unit member by a student shall be promptly reported to the Board or its designated representative. The Board shall render all reasonable assistance to the bargaining unit member in connection with handling of the incident by law enforcement and judicial authorities. To the extent permitted by law, a teacher assaulted by a student shall upon request be advised of any disciplinary action taken against the student.

  • Americans with Disabilities Act The Contractor shall be and remain in compliance with the Americans with Disabilities Act of 1990 (“Act”), to the extent applicable, during the term of the Contract. DAS may Terminate the Contract if the Contractor fails to comply with the Act.

  • Whistle Blowing Protection The Employer agrees to adhere to the whistle blowing protection pursuant to the

  • 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.

  • Health and hygiene The Hirer shall, if preparing, serving or selling food, observe all relevant food health and hygiene legislation and regulations. In particular dairy products, vegetables and meat on the premises must be refrigerated and stored in compliance with the Food Temperature Regulations. The premises are provided with a refrigerator and thermometer.

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