ETHICS IN THE WORKPLACE Sample Clauses

ETHICS IN THE WORKPLACE. Xxxxxxx State University strives to maintain the highest standards of personal and business ethics and professional conduct. As an employee, you are required to do the same. The University recognizes that an ethical, efficient, and effective work environment is essential to successfully accomplishing University missions and strategic goals. As a result, the University has always placed a high priority on assuring that each member of our university community has the opportunity and means to convey any matter that could compromise that environment. Reporting through your supervisory chain frequently produces the most thorough and timely resolution of a matter and is encouraged. However, other reporting avenues, such as Public Safety and Human Resources have been and continue to be readily available. In keeping with our efforts to expand alternatives for reporting matters of significance, we have Hotline reporting available through a service provided by Global Compliance, an independent company. This service is available 24 hours a day 7 days a week, and allows University constituency to voice their concerns. This service allows the caller to send additional information if available, and receive feedback or questions on the call report via a report number and PIN. In order to contact the Ethics and Compliance Reporting Hotline please: Call toll- free 24 hours a day, 7 days a week 0-000-000-0000 Gain electronic access by navigating to the following URL address: xxxxx://xxxxxxx.xxxxxxxxx.xxx Additional information regarding the Ethics and Compliance Reporting Hotline can be obtained by visiting the Department of Human Resources website.
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ETHICS IN THE WORKPLACE. Xxxxxxx State University strives to maintain the highest standards of personal and business ethics and professional conduct. As an employee, you are required to do the same. The University recognizes that an ethical, efficient, and effective work environment is essential to successfully accomplishing University missions and strategic goals. As a result, the University has always placed a high priority on assuring that each member of our university community has the opportunity and means to convey any matter that could compromise that environment. Reporting through your supervisory chain frequently produces the most thorough and timely resolution of a matter and is encouraged. In keeping with our efforts to expand alternatives for reporting matters of significance, we have Hotline reporting available through a service provided by Navex Global, an independent company. This service is available 24 hours a day 7 days a week and allows University constituency to voice their concerns. This service allows the caller to send additional information if available and receive feedback or questions on the call report via a report number and PIN. To contact the Ethics and Compliance Reporting Hotline please: Call toll- free 24 hours a day, 7 days a week 0-000-000-0000. Gain electronic access by navigating to the following URL address: xxxxx://xxxxxxx.xxxxxxxxx.xxx Additional information regarding the Ethics and Compliance Reporting Hotline can be obtained by visiting the Department of Human Resources website.
Sample 1

Related to ETHICS IN THE WORKPLACE

  • Harassment in the Workplace The Union and the Employer recognize the right of employees to work in an environment free from personal and sexual harassment ("Harassment"), and the Employer shall take such actions as are necessary respecting an employee engaging in harassment in the workplace.

  • Access to the Workplace Union staff or Union health and safety or environmental advisors or consultants with prior approval by management shall be provided access to the workplace to attend meetings of the Joint or Union Committees or for inspecting, investigating or monitoring the workplace.

  • Workplace The Employee shall be required to perform work at or any other site of work for the Employer.

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Drug-Free Workplace Contractor represents and warrants that it shall comply with the applicable provisions of the Drug-Free Work Place Act of 1988 (41 U.S.C. §701 et seq.) and maintain a drug-free work environment.

  • DRUG AND ALCOHOL FREE WORKPLACE 20.1 All employees must report to work in a condition fit to perform their assigned duties unimpaired by alcohol or drugs.

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public.

  • Workplace Violence Prevention A. In order to provide a safe and healthy workplace for employees, the State agrees to develop and implement "Workplace Violence Prevention" policies and programs.

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