EMPLOYEE DRESS Sample Clauses

EMPLOYEE DRESS. The parties agrees that it is important for Employees to model appropriate dress in order to establish a professional environment in our Schools that is conducive to learning and to promoting the expectation of good behavior. Employees should dress in a manner consistent with his/her job duties and suitable for the subject of instruction or the task being performed. Should an Employee wear what is considered by his/her Administrator to be inappropriate attire, he or she shall be so advised by the Administrator. If the behavior persists, the Association will be approached to discuss appropriate dress with the Employee.
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EMPLOYEE DRESS. Employees should dress in a professional manner that is appropriate for the work to be done in their assigned positions.
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EMPLOYEE DRESS. 30.01 During period of severe weather, male employees may wear uniform coats while working on the floor and female employees shall be permitted to wear sweaters under the uniform. 30.02 The Company agrees to provide uniforms as required by Company Policy.
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EMPLOYEE DRESS. 6.01 As in Article 30 of the body of the Agreement.
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EMPLOYEE DRESS. In unusual circumstances, such as a heating breakdown, every effort must be made to ensure the health of the employees. In such extreme cases, only, employees may be required to wear winter coats over their uniforms.
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EMPLOYEE DRESS. In the interest of establishing a professional image for the District staff and ensuring an environment conducive to learning and promoting a working environment that is free from unnecessary disruption, the following guidelines shall apply to the manner of dress for employees covered by this Agreement: • Employees are prohibited from wearing rubber shoe thongs (flip-flops). • Clothing should be neat and clean with no frayed pants/slacks and no holes. • Clothing and jewelry shall be free of writing, pictures and/or other insignias which may be perceived as vulgar, obscene, profane, sexually suggestive or that advocates prejudice against any group, individual or advocates the use of drugs or alcohol. • Fishnet fabrics, halter tops and bare midriffs are prohibited. • Oral or facial jewelry, with the exception of a nose stud, is inappropriate. • Hats and caps shall not be worn indoors. • Sweatpants are not to be worn. Exceptions to the above may be made based on need, special activities or events.
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EMPLOYEE DRESS. A. The parties recognize the positive effect employees can have on students and in ensuring an environment conducive to learning and maintaining decorum in the classroom. We are in agreement with the following guidelines regarding the manner of dress and grooming for all employees covered under this agreement. a. It is expected that employees will dress in a professional manner, business casual, consistent with his/her job duties and suitable for the task(s) being performed. b. Employees will dress and groom in a manner which shows cleanliness, ensures safety, demonstrates respect for others and not likely to distract students or disrupt the educational process. c. Unless consistent with (a) above, employees shall not wear: • Beach style flip-flops • Blue Jeans • Sweatshirts/sweatpants (except for physical education teachers) • Athletic Wear d. On paydays and on a day preceding a holiday, casual dress that complies with (b) is acceptable in addition to any special days as designated by building administration. e. Should an administrator deem an employee under his/her supervision to be dressed inappropriately according to the above guidelines, the administrator will bring it to the attention of the employee individually, with all due privacy. Such a discussion shall not result in any discipline, unless the behavior persists. f. The employee may challenge the administrative decision in section e above through the Grievance Process according to Article III.
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EMPLOYEE DRESS. 1. The parties recognize the positive effect employees can have on students and in ensuring an environment conducive to learning and maintaining decorum in the classroom. We are in agreement with the following guidelines regarding the manner of dress and grooming for all employees covered under this agreement: a. It is expected that employees will dress in a professional manner consistent with his/her job duties and suitable for the task being performed. b. Employees will dress and groom in a manner which shows cleanliness, ensures safety, demonstrates respect for others and not likely to distract students or disrupt the educational process. c. Unless consistent with a. above, Employees will not wear beach style flip- flops, blue jeans, or sweatshirts/sweatpants (with the exception of Indian River School District or Building logo wear). d. On the last day of the work week and on any day proceeding a holiday, casual dress that complies with (b) above is acceptable. 2. Should an administrator deem an employee under his/her supervision to be dressed inappropriately according to the above guidelines, the administrator will bring it to the attention of the employee individually, with all due privacy. Such a discussion shall not result in any discipline, unless the behavior persists. 3. The employee may challenge the administrative decision in paragraph #2 above through the Grievance Process according to Article III.
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EMPLOYEE DRESS 
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Related to EMPLOYEE DRESS

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Employee Development The Employer may provide employees the opportunity to participate in appropriate seminars, workshops or short courses. When possible and appropriate the Employer will provide to all staff information on seminars, workshops or short courses by posting a notice on the Employer’s internal web site.

  • Compensation for Loss of Employee Tools (a) The Employer will replace all Employee tools lost or stolen in accordance with the Award.

  • Exclusive Employment During employment with the Company, Executive will not do anything to compete with the Company’s present or contemplated business, nor will he plan or organize any competitive business activity. Executive will not enter into any agreement which conflicts with his duties or obligations to the Company. Executive will not during his employment or within one (1) year after it ends, without the Company’s express written consent, directly or indirectly, solicit or encourage any employee, agent, independent contractor, supplier, customer, consultant or any other person or company to terminate or alter a relationship with the Company.

  • EMPLOYEE WORK YEAR 9.1 The work year shall be as follows:

  • PROTECTION OF EMPLOYEES Any Employee who in good faith reports a suspected or actual violation of law, regulation, University policy or procedure, or ethical or professional standards, will be protected from retaliation as a result of such reporting, regardless of whether or not, after investigation, a violation is found to have occurred.

  • Notification of Employees A. Written notice of layoff shall be given to an employee or sent by mail to the last known mailing address at least fourteen (14) calendar days prior to the effective date of the layoff. Notices of layoff shall be served on employees personally at work whenever practicable. B. It is the intent of the parties that the number of layoff notices initially issued shall be limited to the number of positions by which the work force is intended to be reduced. Additional notices shall be issued as other employees become subject to layoff as a result of employees exercising reduction rights under Section 5. C. The notice of layoff shall include the reason for the layoff, the proposed effective date of the layoff, the employee's hire date, the employee's layoff points, a list of classes in the employee's occupational series within the layoff unit, the employee's rights under Sections 5. and 6. and the right of the employee to advise the County of any objection to the content of the layoff notice prior to the proposed effective date of the layoff.

  • Location of Employment The Executive's principal place of business shall continue to be at the Company's headquarters to be located within thirty (30) miles of Doylestown, Pennsylvania; provided, that the Executive acknowledges and agrees that the performance by the Executive of his duties shall require frequent travel including, without limitation, overseas travel from time to time.

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Employment of Consultants Part A General Consultants’ services shall be procured in accordance with the provisions of the Introduction and Section IV of the "Guidelines: Selection and Employment of Consultants by World Bank Borrowers" published by the Bank in January 1997 and revised in September 1997 (the Consultant Guidelines) and the following provisions of Section II of this Schedule. Part B: Quality- and Cost-based Selection Except as otherwise provided in Part C of this Section, consultants’ services shall be procured under contracts awarded in accordance with the provisions of Section II of the Consultant Guidelines, paragraph 3 of Appendix 1 thereto, Appendix 2 thereto, and the provisions of paragraphs 3.13 through 3.18 thereof applicable to quality- and cost-based selection of consultants. Part C: Other Procedures for the Selection of Consultants 1. Selection Based on Consultants Qualifications Services estimated to cost less than $100,000 equivalent per contract may be procured under contracts awarded in accordance with the provisions of paragraphs 3.1 and 3.7 of the Consultant Guidelines.

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