Employee Treatment. Both the Employer and the Union agree not to discriminate against any officer on the basis of race, religious creed, color, ancestry, sex, marital status, age, national origin, disability, union membership, political affiliation, AIDS or HIV status, or sexual orientation.
Employee Treatment. 1. All employees deserve to be treated with common courtesy and consideration.
2. Employee discipline should be conducted privately in a manner that provides confidentiality and allows for professional feedback to the employee. No employee shall be asked or directed to make a public statement or disclosure regarding any matter which concerns personal discipline.
Employee Treatment. 1. All SCNG employees deserve to be treated with common courtesy and consideration.
2. Employee discipline should be conducted privately in a manner that provides confidentiality and allows for professional feedback to the employee. No employee shall be asked or directed to make a public statement or disclosure regarding any matter which concerns personal discipline.
Employee Treatment. 1. All employees deserve to be treated with common courtesy and consideration.
2. Employee discipline should be conducted privately in a manner that provides confidentiality and allows for professional feedback to the employee. No employee shall be asked or directed to make a public statement or disclosure regarding any matter which concerns personal discipline.
3. Except as provided in Section 13.2(4), the Agency may not audio and/or video record an employee without their knowledge. The Agency must notify employees, and employees will acknowledge such notice on an annual basis, whether their movements, activities, or conversations at work are being recorded by the Agency. Upon request and justification, employees shall have the right to review any video or audio recordings of themselves maintained by the Agency IAW Section 5.2(3)(d).
4. The Agency shall provide employees with the ability to securely store their personal belongings while at work. This includes secure work facilities that prevent access to unauthorized persons and vehicle parking areas that are lighted and monitored for safety. An employee who is on duty, and whose personal property is damaged, irretrievably lost, or destroyed as a result of the Agency’s failure to comply with this paragraph shall be entitled to reimbursement IAW the applicable law and regulations governing the tenant facility.
5. IAW 5 USC 2302(b)(9)(D), an employee has the right to refuse orders that would require the employee to violate an applicable law, rule, or regulation. Refusal to obey an order that is unlawful or contrary to rule or regulation will not subject the employee to disciplinary or adverse action.
6. The Agency, in consultation with the Union, agrees to establish a New Employee Sponsorship Program NLT sixty (60) days after this Agreement is approved by DCPAS.
Employee Treatment. 1. Employees have a right to be treated with the common courtesy, respect, and consideration customary of any employer-employee relationship. Agency representatives will not threaten, intimidate, or retaliate against employees or use abusive or vulgar language in dealing with employees at any time. Employees, as well, will treat Agency representatives with common courtesy and respect and will not use abusive or vulgar language in their mutual dealings.
2. Employee discipline should be conducted privately in a manner that provides confidentiality and allows for professional feedback to the employee. No employee shall be asked or directed to make a public statement or disclosure regarding any matter which concerns personal discipline. The Agency will also not discuss or reveal pending or final administrative actions regarding an employee, including discipline, with individuals that do not have a need to know.
3. In general, the Parties are governed by the laws of the State of South Carolina regarding the recording of audio and/or video while on Agency property. Upon request, an employee shall have the right to review any video or audio recordings of themselves maintained by the Agency IAW Section 5.2(1)(d).
4. An employee has the right to refuse orders that would require them to violate an applicable law, rule, or regulation. Refusal to obey an order that violates a law, rule, or regulation will not subject the employee to disciplinary or adverse action.
5. The Agency shall provide employees with the ability to securely store their personal belongings while at work. An employee who is on duty, and whose personal property is damaged, irretrievably lost, or destroyed as a result of the Agency’s failure to comply with this Paragraph shall be entitled to file a claim for reimbursement IAW 31 USC § 3721. This Paragraph also applies to any personal item damaged after being seized or confiscated by the Agency IAW Section 5.4.
Employee Treatment. 1. Employees have a right to be treated with the common courtesy, respect, and consideration customary of any employer-employee relationship. Agency representatives will not threaten, intimidate, or retaliate against employees or use abusive or vulgar language in dealing with employees at any time. Employees, whether acting in their official capacity or as a representative of the Union, will treat Agency representatives with common courtesy and respect and will not use abusive or vulgar language in their mutual dealings.
2. Employee discipline should be conducted privately in a manner that provides confidentiality and allows for professional feedback to the employee. No employee shall be asked or directed to make a public statement or disclosure regarding any matter which concerns personal discipline. The Agency will also not discuss or reveal pending or final administrative actions regarding an employee, including discipline, with individuals that do not have a need to know.
Employee Treatment. 1. All Employees deserve to be treated with the common courtesy and consideration which is normal in an Employer-Employee relationship by Supervisors and Management officials. Supervisors will not use abusive or vulgar language when dealing with an Employee. Employees will also refrain from using abusive or vulgar language when dealing with a Supervisor or a representative of the Agency.
2. Counseling and warning sessions involving unit Employees will be conducted privately and in such a manner so as to avoid embarrassment to the Employee.
Employee Treatment. 1. All IL ARNG employees deserve to be treated with common courtesy and consideration.
Employee Treatment. 1. All MIARNG employees deserve to be treated with common courtesy and consideration.
2. Counseling sessions involving employees should be conducted privately in a manner that provides professional feedback to the employee.
3. Unless required by law, rule, or regulation, no employee shall be asked or directed to make a public statement or disclosure regarding personal discipline.
4. The Parties are governed by Michigan Compiled Law (MCL 750.539d) regarding the recording of audio and/or video while on Agency property. Upon written request, an employee shall have the right to review any video or audio recordings of themselves maintained by the Agency IAW Section 5.6(1). The Agency will take action to preserve existing records upon receipt of an employee request. The Agency will furnish the requested recordings within fourteen (14) days.
5. An employee who is on duty, and whose personal property is damaged, irretrievably lost, or destroyed may be entitled to reimbursement IAW 31 USC § 3721.
6. IAW 5 USC 2302(b)(9)(D), an employee has the right to refuse orders that would require the employee to violate an applicable law, rule, or regulation. Refusal to obey such an order will not subject the employee to disciplinary or adverse action.
Employee Treatment. 1. All NMNG employees deserve to be treated with common courtesy and consideration.
2. Employee discipline should be conducted privately in a manner that provides confidentiality and allows for professional feedback to the employee. No employee shall be asked or directed to make a public statement or disclosure regarding any matter which concerns personal discipline.
