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Fair Work Sample Clauses

Fair Work. 20.1 The Public Sector in Scotland is committed to the delivery of high quality public services, and recognises that this is critically dependent on a workforce that is well-rewarded, well- motivated, well-led, has access to appropriate opportunities for training and skills development, are diverse and is engaged in decision making. 20.2 These factors are also important for workforce recruitment and retention, and thus continuity of service. Public Bodies in Scotland are adopting fair work practices, which include:  a fair and equal pay policy that includes a commitment to supporting the Living Wage, including, for example being a Living Wage Accredited Employer;  clear managerial responsibility to nurture talent and help individuals fulfil their potential, including for example, a strong commitment to Modern Apprenticeships and the development of Scotland’s young workforce;  promoting equality of opportunity and developing a workforce through Equality and Diversity at Work policies which reflect the population of Scotland in terms of characteristics such as age, gender, religion or belief, race, sexual orientation and disability;  support for learning and development; stability of employment and hours of work, and avoiding exploitative employment practices, including for example no inappropriate use of zero hours contracts or other forms of demand driven contracts;  flexible working (including for example practices such as flexi-time and career breaks) and support for family-friendly working and wider work-life balance;  offering a range of employee assistance schemes;  Code of Conduct for employees and a respect at work policy; and,  supporting progressive workforce engagement, for example Trade Union recognition and representation where possible, otherwise alternative arrangements to give staff an effective voice. 20.3 In order to ensure the highest standards of service quality in this Framework we expect Contractors to take a similarly positive approach to Fair Work practices as part of a fair and equitable employment and reward package.
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Fair Work. 1.20.1 The Public Sector in Scotland is committed to the delivery of high quality public services, and recognises that this is critically dependent on a workforce that is well rewarded, well- motivated, well-led, has access to appropriate opportunities for training and skills development, are diverse and is engaged in decision making. 1.20.2 These factors are also important for workforce recruitment and retention, and thus continuity of service. Public Bodies in Scotland are adopting fair work practices, which include: 1.20.3 In order to ensure the highest standards of service quality in this Framework we expect Contractors to take a similarly positive approach to fair work practices as part of a fair and equitable employment and reward package.
Fair Work. At Forth Valley College we demonstrate our commitment to supporting personal growth and enhancing the contribution of our staff through our People Strategy and in our investment in their development. This includes access to professional qualifications, management development, career progression and personal growth opportunities such as secondments and project work. The college recognises two unions and meets regularly with them at formal consultative meetings for both general business and Health and Safety discussions. There is also a specific Listening to Employees meeting where any staff member can attend and can raise points of interest to them and contribute to the development of projects. Unions and staff alike are part of various working groups which enhances their contribution to college goals, and managers at the college operate an open office approach.
Fair Work. HCR Ltd pay their staff in excess of the UK Living Wage and all their employees, whether full or part time, are given full contracts of employment; HCR do not make use of zero hours contracts. In addition, HCR incentivise staff members with: • Profit related bonuses based on results for the year; • Discretionary bonuses awarded during the year for exceptional performance; • Bonuses related to customer feedback; • Support (financial and time) for personal and professional development courses; • 10 year, 15 year and 20 year service awards; heavy investment in staff training.
Fair Work. Institutions advance and promote Fair Work practices as employers
Fair Work. As the University for the Common Good, our Strategy 2030 guides our commitment to Fair Work practices for all staff. We were Scotland’s first accredited Living Wage University employer, and we work jointly with our trade unions, staff and stakeholders to implement equal pay effectively. The success of our approach is evidenced by our gender pay gap being consistently below the sector average. Our staff voice is heard through a variety of channels, including staff surveys, our formal trade union consultation mechanism, management fora and regular opportunities for staff to engage directly with the Principal and Vice-Chancellor. Our staff are encouraged to set out a personal development plan as part of their annual review conversations which is supported via funding and time allowance to pursue both recognised qualifications and a variety of internal and external courses. All of our staff have access to the full range of family friendly policies from the first day of their employment, including our Flexible Working policy. The success of the University’s commitment to Fair Work is demonstrated by our performance in the global THE Impact Rankings particularly in relation to SDG 8 (Decent Work and Economic Growth) where we score very highly for employment practices, including being ranked 4th in the world and 1st in the UK for Gender Equality. Our success can also be measured by achievement of the Xxxxxx XXXX silver institutional award, and our holding both Carer Positive ‘Engaged’ and Disability Confident ‘Committed’ employer status.
Fair Work. ‌ D&A is committed to the Fair Work agenda and principles and (despite significant strain due to saving plan needs) has positive and productive relationships with its recognised unions (EIS-FELA, GMB and Unison). Over recent years the College and recognised unions have worked together on several joint statements and joint approaches, with each based around a series of agreed principles. This includes joint approaches in respect of the adoption and promotion of COVID 19 guidance, joint statements on health and safety and joint ways of working as unions/management. All of these approaches have supported greater engagement and communication between College and unions and have supported positive resolution in aspects where there are different needs or views. Engagement and discussion with unions and staff is open, with significant effort being put into ensuring that all staff have access to up to date information around College developments, opportunities, and challenges. This includes steps to ensure that information shared with our managers is made available to our unions and vice versa. This was particularly important during the major savings exercise undertaken in May 2022, with communication and consultation activities underpinning this exercise resulting in over 100 responses and alternative ideas being received. Over half of the initial savings plan proposals put forward were amended through this consultation and engagement. As part of this, a ‘lessons learned’ exercise. We make active use of service design techniques and methodologies to engage and involve staff in major developments impacting on the College and offer opportunities for staff at all levels to join working groups, College committees and other developments. Two members of staff are full members of the Board of Management. The College has clear and transparent arrangements underpinning staff recruitment and progression coupled with extensive continuous professional and management development support for staff in all roles. The College has been a Living Wage employer since 2018 and operates a range of best practice Human Resource policies and procedures to underpin positive engagement, equalities, dignity, wellbeing, and job security for staff. Staff satisfaction surveying in spring 2022 highlighted an increase in staff engagement and happiness indices compared with equivalent measures in 2018 with Engagement 80% and Happiness 76% (+5% and +7% on 2018 figures respectively). Staff absence an...
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Fair Work. The College is committed to the fair work convention which believes fair work offers effective voice, opportunity, security, fulfilment and respect. The College signed up to the fair work statement for the college sector through the National Joint Negotiating Committee (NJNC). The College is committed to developing local engagement and partnership working practices and discussions on appropriate facilities time; to further develop policies and practices, in partnership with the trade unions and other key partners, which support people to access and progress in their employment; to work in partnership with the support staff trade unions to develop a national policy on Organisational/Workforce Change whilst continuing to apply good practice locally in terms of employment practices; to work in partnership with the trade unions and other key partners to further develop policies and good practice which support individual and organisational wellbeing; and to work in partnership with the trade unions, and other key partners, to further develop good practice to ensure that individuals are treated with due regard and respect. The College does not use zero hour contracts and pays the real living wage. The College offers flexible and family friendly working practices for all workers from day one of employment; and our agile working guidance is another good example of the flexibility that is offered to employees, as well as the opportunity to apply for more permanent flexible working arrangements as per our policies in this area. Equality, Diversity and Inclusion: The College publishes its planned outcomes on its website. We measure both the gender and the ethnicity pay gap annually and a range of actions have been agreed to further improve gender balance across the College and to make us a more ethnically inclusive employer. The College offers a large range of CPD courses for staff and in 2022/23 will develop a U-Learn portal for staff bringing together all aspects of training. Upskilling in digital and data skills, as well as management training and mental health support have had a very high uptake in 2022/23. Learning and teaching qualifications are also offered by professional practitioners employed by the College. We have focused management development on ethnicity inclusivity and are rolling this out across the College through our focused work with the Black Leadership Group. Our targets and measures are outlined below. ◼ Edinburgh College will articulate its st...

Related to Fair Work

  • Summer Work a. This section shall apply only to those employees hired to fill temporary summer positions. b. The District will provide the Association with a list of expected summer work job openings prior to the last day of school. Summer positions shall be included on the District’s website. c. The District shall not fill summer positions with outside employees until bargaining unit members have had at least three (3) working days to submit applications.

  • Project Work PURCHASER shall complete the following projects in accordance with the specifications provided in Exhibits B, C, D, E, and F and written instructions from STATE. Project locations are shown on Exhibit A unless otherwise described. PURCHASER shall furnish all material unless otherwise specified.

  • Extra Work At any time during the Term of this Agreement, City may request that Consultant perform Extra Work. As used herein, “Extra Work” means any work which is determined by City to be necessary for the proper completion of the Project, but which the Parties did not reasonably anticipate would be necessary at the execution of this Agreement. Consultant shall not perform, nor be compensated for, Extra Work without written authorization from City’s Representative.

  • Contract Work Contract work means capital project work within existing plant facilities, major maintenance and/or revamp work, plant modifications and/or shutdown work, minor maintenance and/or repair work, breakdown maintenance.

  • OTHER WORK 14.1 Owner may perform other work related to the Project at the site by Owner’s own forces, have other work performed by utility owners or let other direct contracts. If the fact that such other work is to be performed is not noted in the Contract Documents, written notice thereof will be given to Construction Contractor prior to starting any such other work. If Construction Contractor believes that such performance will involve additional expense to Construction Contractor or require additional time, Construction Contractor shall send written notice of that fact to Owner and Design Professional within seven (7) calendar days of being notified of the other work. If Construction Contractor fails to send the above required seven (7) calendar days’ notice, Construction Contractor will be deemed to have waived any rights it otherwise may have had to seek an extension to the Contract Time or adjustment to the Contract Amount. 14.2 Construction Contractor shall afford each utility owner and other contractor who is a party to such a direct contract (or Owner, if Owner is performing the additional work with Owner’s employees) proper and safe access to the site and a reasonable opportunity for the introduction and storage of materials and equipment and the execution of such work and shall properly connect and coordinate its Work with theirs. Construction Contractor shall do all cutting, fitting and patching of the Work that may be required to make its several parts come together properly and integrate with such other work. Construction Contractor shall be responsible for all damage to the work of others caused by the performance of its Work. Further, Construction Contractor shall not in any way cut or alter the work of others without first receiving the written consent of that other person and Design Professional. 14.3 If any part of Construction Contractor’s Work depends for proper execution or results upon the work of any other contractor or utility owner (or Owner), Construction Contractor shall inspect and promptly report to Design Professional in writing any delays, defects or deficiencies in such work that render it unavailable or unsuitable for such proper execution and results. Such report must be made within seven (7) calendar days of the time Construction Contractor first became aware of the delay, defect or deficiency or by the scheduled commencement of Construction Contractor’s dependent Work, whichever occurs first. Construction Contractor’s failure to report within the allotted time will constitute an acceptance of the other work as fit and proper for integration with Construction Contractor’s Work.

  • THE WORK The Work comprises the completed construction required by the Contract Documents and includes all labor necessary to produce such construction, and all materials and equipment incorporated or to be incorporated in such construction.

  • Commencement and Completion of Work The professional services to be performed pursuant to this Agreement shall commence within five (5) days from the Effective Date of this Agreement. Failure to commence work in a timely manner and/or diligently pursue work to completion may be grounds for termination of this Agreement.

  • Construction Work The regulation at 41 C.F.R. § 60-1.3 defines “construction work” as the construction, rehabilitation, alteration, conversion, extension, demolition or repair of buildings, highways, or other changes or improvements to real property, including facilities providing utility services. The term also includes the supervision, inspection, and other onsite functions incidental to the actual construction.

  • Needs Improvement the Educator’s performance on a standard or overall is below the requirements of a standard or overall, but is not considered to be unsatisfactory at this time. Improvement is necessary and expected.

  • Day Work The Company shall structure the Project Working Hours to include one (1) half-hour rest break to be taken without deduction of pay by Employees working the Project Working Hours on any day, Monday to Friday.

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