Common use of EMPLOYEE INTEGRITY Clause in Contracts

EMPLOYEE INTEGRITY. (a) An employee’s byline or credit line shall not be used over the employee’s protest. (b) NOW will make a reasonable effort to contact the writer before publishing any editorial copy in which substantive changes have been made. (c) If a question arises as to the accuracy of printed material, no correction or retraction of that material shall be printed without prior consultation with the employee concerned. (d) An employee whose work or person is mentioned in a letter to the editor will be shown the letter before publication. Where the employee has an objection to the letter, he or she may bring the matter to the weekly Editorial Committee meeting. Where false material concerning an employee is to be published in the letters section NOW will also publish a brief reply if supplied by the employee. (e) NOW will provide legal counsel and meet all expenses, including fines or damages, for the defense of any employee facing civil lawsuit or criminal charges as a result of work published by NOW or as a result of an act of any employee in the performance of a job function, provided that the employee has acted responsibly and within the scope of employment, as well as within the scope of the law and provided that NOW, on the advice of counsel, has the right to make the final decision on how to defend such legal actions. (f) No employee shall be required by the employer to give out custody of or disclose any knowledge, information, notes, records, documents, films, photographs or tapes or the source thereof to any party other than the employer. The employer agrees that the foregoing shall not be released to any other party without discussing the matter with the employee or as required by law.

EMPLOYEE INTEGRITY. (a) An employee’s byline or credit line shall not be used over the employee’s protest. (b) NOW will make a reasonable effort to contact the writer before publishing any editorial copy in which substantive changes have been made. (c) If a question arises as to the accuracy of printed material, no correction or retraction of that material shall be printed without prior consultation with the employee concerned. (d) An employee whose work or person is mentioned in a letter to the editor or online comment shall will be shown the letter before publication. Where the employee has an objection to the letterletter or comment, he or she may bring the matter to the weekly Editorial Committee meetingtheir immediate supervisor. Where false material concerning an employee is to be published in the letters section or in an online comment, NOW will shall also publish a brief reply reply, if supplied by the employee, or delete it from the online comments. (e) NOW will provide legal counsel and meet all expenses, including fines or damages, for the defense of any employee facing civil lawsuit or criminal charges as a result of work published by NOW or as a result of an act of any employee in the performance of a job function, provided that the employee has acted responsibly and within the scope of employment, as well as within the scope of the law and provided that NOW, on the advice of counsel, has the right to make the final decision on how to defend such legal actions. (f) No employee shall be required by the employer to give out custody of or disclose any knowledge, information, notes, records, documents, films, photographs or tapes or the source thereof to any party other than the employer. The employer agrees that the foregoing shall not be released to any other party without discussing the matter with the employee or as required by law. (g) With the exception of the Editorial Coordinator, an editorial employee shall not be required to create editorial content for advertising or advertorial purposes if doing so would create a direct conflict with regard to their regular areas of coverage. (h) Writers shall be permitted to withhold bylines from directed content — editorial content that provides a favourable environment for an advertiser's message, but on which the advertiser does not sign off — if, in their opinion, it would undermine their integrity, authority, or brand.