Employee Abuse Sample Clauses

The Employee Abuse clause defines the employer's right to address situations where an employee engages in abusive behavior, such as harassment, bullying, or other forms of misconduct towards colleagues, clients, or third parties. Typically, this clause outlines the types of conduct considered abusive and the disciplinary actions that may result, including warnings, suspension, or termination. Its core function is to maintain a safe and respectful workplace environment by providing clear standards of behavior and consequences for violations.
Employee Abuse. The Hospital, with the employee's consent, will inform the Union within three (3) days of any employee who has been assaulted while performing her or his work. Such information shall be submitted in writing to the Union as soon as possible. The Hospital will consider requests for reimbursement for damages incurred to the employees personal property such as eyeglasses, ripped uniforms, personal clothing as a result of being assaulted while performing her or his work.
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Employee Abuse. The Hospital agrees that no form of verbal, physical, sexual, racial or other abuse of nurses will be condoned in the workplace. Any nurse who believes a situation to be abusive shall report the circumstances to the Hospital in accordance with the existing policy. The hospital in consultation with the joint health and safety committee may develop, establish and put into effect, violence prevention and control measures, procedures, practices, equipment and training for the health and safety of nurses. The Hospital, with the employee’s consent, will inform the Bargaining Unit President, within three (3) days, of any employee who has been assaulted while performing his/her work. Such information shall be submitted in writing to the Bargaining Unit President as soon as possible. The Hospital will consider written requests for reimbursement for damages incurred to the employee’s personal property such as eyeglasses, ripped uniforms or personal clothing, as a result of being assaulted while performing her work. Receipts for purchases will be required.
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Employee Abuse. The Hospital, with the Employee’s consent, will inform the Union within three (3) days of any Employees who has been physically assaulted while performing his/her work. Such information shall be submitted in writing to the Union as soon as possible. Updated statistics on numbers of staff assigned while performing work will be brought to each meeting of the Joint Health and Safety Committee. When an Employee in the exercise of his/her functions suffers damage to his/her personal belongings (clothing, watch, glasses, contact lenses or prosthesis, etc.), the employee can present her or his claim for replacement or repair of such belongings in writing to the Human Resources Department. Renewed this day of , 2018 in the City of Windsor.
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Employee Abuse. The Hospital, with the Employee`s consent, will inform the Union within three (3) days of any Employee who has been physically assaulted while performing his/her work. Such information shall be in writing to the Union as soon as possible. Updated statistics on numbers of staff assaulted while performing work will be brought to each meeting of the Joint Health and Safety Committee. When an employee in the exercise of his/her functions suffers damage in his/her personal belongings (clothing, watch, glasses, contact lenses or prosthesis, etc.) the employee can present her or his claim for replacement or repair of such belongings in writing to the Human Resources Department and the Hospital will give such claim full consideration. Such claims will not be unreasonable denied.
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Related to Employee Abuse

  • Contractor Employee Conduct The Contractor’s employees shall adhere to the standards of conduct prescribed in the Customer’s personnel policy and procedure guidelines, particularly rules of conduct, security procedures, and any other applicable rules, regulations, policies and procedures of the Customer. The Contractor shall ensure that the Contractor’s employees wear attire suitable for the position, either a standard uniform or business casual dress.

  • Sick Leave Abuse ‌ When the Employer suspects sick leave abuse, the employee will be provided the opportunity to explain the circumstances surrounding their sick leave use prior to disciplining the employee, or making reference to sick leave use in the employee’s performance evaluation. The Employer may not adopt or enforce any policy that counts the use of paid sick leave time as an absence that may lead to or result in disciplinary action for an authorized purpose. The Employer may not discriminate or retaliate against an employee for the use of paid sick leave for an authorized purpose.

  • Employee Assistance Drug and alcohol counseling, rehabilitation, and employee assistance are available from or through the Employer’s employee assistance program provider(s) (E.A.P.).

  • Employee Access Employees are entitled to read and review their personnel file and, without limiting the generality of the foregoing, shall be entitled to inspect their performance evaluations, written censures, letters of reprimand, and other adverse reports. Upon request, employees shall be given copies of all such pertinent documents. The Employer further agrees that no personal files or documents on employees shall be kept outside of the personnel file, apart from payroll or health services files.

  • FALSELY ACCUSED EMPLOYEE ASSISTANCE 1. When a teacher has been accused of child abuse or sexual misconduct in the course of exercising their duties as employees of the Board, and a. an investigation has been undertaken by the Board and the Board has determined the accusation is not true, or b. an arbitrator finds the accusation to be false, or