Employment Principles. Bass Coast Health is committed to the employment principles that reinforce the public sector values.
Employment Principles. Bass Coast Health is committed to the employment principles that reinforce the public sector values. These principles ensure: • Employees create and develop a positive working relationship with team and colleagues • Employment decisions are based on merit • Employees are treated fairly and reasonably • Human Rights are upheld in accordance with the Charter of Human Rights & Responsibilities Act 2006 • Employees have a reasonable avenue of redress against unfair or unreasonable treatment • There is zero tolerance of violence and Bullying & Harassment across the entire Health Service • Employees act in accordance with the ‘Code of Conduct’ and ‘Workplace Behaviour policies’.
Employment Principles. 1. The Parties wish to ensure so far as possible common standards and principles are applied to the employment and welfare of all personnel employed by a Lead Force in a Collaborative Function irrespective of which Party may from time to time fulfil the role of Lead Force for the purposes of the service delivery of such Function.
2. The Parties also acknowledge that inherent in the Lead Force model is the principle that such Lead Force will direct and manage staff in accordance with its own policies and practices.
3. The Parties confirm that where staff are transferred to a Lead Force in circumstances in which the provisions of TUPE do not apply by operation of law, then the Parties will manage such transfers in accordance with The Cabinet Office Statement of Practice on Staff Transfers in the Public Sector 2000 (“COSOP”).
4. In contemplation of the implementation of the Lead Force model referred to in Section 11 of this Agreement and the presumption of the transfer of employment of personnel to a Lead Force the Parties provide the following mutual assurances in respect of such staff. Each Party will: • when discharging the responsibilities of Lead Force, in respect of personnel observe and fulfil all legal obligations imposed upon employers and will give proper consideration to the adherence to all Home Office, ACAS, or other relevant guidance and seek to implement as appropriate the best practice within the sector; • undertake early engagement with the recognised Trade Unions, personnel, Police Federation (where applicable) police officers, personnel associations to facilitate effective and sustainable business change and thereafter to implement a process of continuous consultation with Trade Unions and personnel to ensure that they are kept fully informed and consulted during the process of change; • following any formal transfer of personnel, work expeditiously with all individuals subject to transfer to minimise disruption and uncertainty for them; • promote equality and diversity standards through any process of transfer, to include in particular all selection and appointment to Lead Force posts ensuring that all proposed change is subject to equality impact assessment; • ensure that reasonable steps are taken to avoid redundancies; • ensure that such personnel who exit any Force as result of processes contemplated in this Agreement are supported and treated with dignity and respect.
5. To reflect the mutual indemnities provided for in Section 31 of ...
Employment Principles. The Department is a good employer.This includes providing for: - Good and safe working conditions - An equal employment opportunities programme - Impartial selection of suitably qualified persons for appointment - Recognition of the aims and aspirations of Maori, their employment requirements, andthe need for their greater involvement in the public service - Opportunities for the enhancement of the abilities of individual employees - Recognition of the aims and aspirations, and the cultural differences of all ethnic or minority groups - Recognition of the employment requirements of women - Recognition of the employment requirements of persons with disabilities - Recognition of the changing nature of the workforce Employeesare required to abide bythe Standards of Integrity and Conduct at all times. Managers will support a family friendly workplace with particular reference to considering the needs of those supporting dependants. Managers will work towards developing an increasingly diverse workforce representative ofthe population it serves. The Department and the PSA commit to ensuring that everyone is treated with dignity and respect at work, and to support positive workplace behaviours. This includes workplaces free from violence, bullying, harassment and discrimination. It also relates to relationships with stakeholders and volunteers. Violence, bullying, harassment and discrimination are hazardsto be managed under the Health and Safety at Work Xxx 0000. The Department takes a zero tolerance approach to these behaviours.
Employment Principles. 15.1 For a period of 12 months from the Closing Date (the “Continuation Period”) the Purchaser will:
15.1.1 provide employment arrangement which are, having regard to basic salary, bonus and other incentive opportunities and benefit arrangements, no less favourable to the US Employees than the arrangements in place for such employees immediately prior to the Closing Date however (without prejudice to the general principle of this commitment) the parties acknowledge that the Purchaser is unlikely to replicate retirement benefit plans and equity-based incentive plans in place immediately prior to the Closing Date; and
15.1.2 provide severance benefits for any US Employee whose employment is terminated by RBS WorldPay Inc. (other than for cause) on terms which are no less favourable than the severance benefits which would be provided under the policies and practices of RBS WorldPay Inc. immediately prior to the Closing Date and shall, for the avoidance of doubt, recognise such employee’s service with RBS WorldPay Inc. or any other companies within the RBSG Group (unless recognising such service would result in duplication of entitlement for any person).
15.2 In relation to the Purchaser’s health and welfare plans, the Purchaser shall use reasonable endeavours to waive (or procure the waiver of) any waiting periods and any exclusions for pre-existing conditions for each US Employee and his/her dependents to the extent that such pre-existing condition exclusions and waiting periods were previously satisfied under the comparable plan of the RBSG Group in which the US Employee participated immediately prior to the Closing Date.
15.3 In this paragraph 11, “US Employees” means any current employees who are based in the United States including but not limited to the employees of RBS WorldPay Inc .
